How To Respond To Rapid Labor Market Changes

After we tracked 57,000 global development job postings through one of our sector's worst years, here's what our recent data reveals about who's getting hired - and why: 👉 Trade and policy jobs dropped 31%. The work didn't. It just fragmented into climate finance, blended finance, digital infrastructure roles. So if you're job searching right now, try swapping your usual search terms for things like "public-private partnerships" and see what comes up. 👉 Infrastructure is the only sub-sector adding jobs (+2.4%). If you've touched supply chains, procurement, construction oversight, asset management - even tangentially - consider leading with it. You don't need to pivot your entire career - you're just emphasizing the parts of your background that align with where organizations are currently spending. 👉 Contract work jumped to 44% of postings. Some people are setting up actual businesses - LLCs, separate accounts, insurance. Not required, but it shifts the dynamic from "hire me" to "are we a fit?" And clients pick up on that shift immediately. 👉 The "spray and pray" application strategy is failing at scale. Our data shows 5 real conversations per week outperform 20 cold applications. 👉 Geographic flexibility can dramatically boost hirability. A role posted as "remote" gets 500+ applicants. Same role in Mozambique or Nigeria? Under 50. If you’ve been thinking about relocating, now might be the time. 👉 Here's a networking question that actually works: Instead of asking "do you know any openings?" try "what's your budget situation looking like?" You'll learn pretty quickly which organizations are actually hiring. We all know 2025 was brutal. A year I never expected to see after covering this sector for 25 years. But here's what we’ve been finding: the people finding work aren't necessarily better qualified - they're adapting quickly to what the market actually responds to now. Take that mindset into 2026. #JobsOnTheRise

We’re living through a seismic shift in work. I see people losing jobs, not getting jobs, hating jobs - in every country. But especially my own, the USA. Competitive authoritarianism, extreme weather, and rapid advances in artificial intelligence are reshaping the global economic landscape. Automation is no longer coming; it’s here! And it’s transforming what jobs exist, and who gets to keep them. Our identities and intersectionality, our passports, etc, mean none of this is fair or evenly distributed! Economists have a term for this: “creative destruction”. It’s one of several bitter pills of capitalism. But that phrase doesn’t capture the human cost. When someone loses their job, it ripples out: families tighten budgets, some break up, communities lose stability, and individuals face uncertainty and fear. This time, the challenge is even steeper. Experience no longer equals merit! Many displaced workers are finding there aren’t enough new jobs waiting for them — a reality known as “technological unemployment.” Yes, we have names for what is happening because we’ve seen it before and we saw it coming! #4IR #2MA If this is your reality right now, know this: -You are not alone. -You are not obsolete. Here’s what you can do: 1. Skill up, even just a little. Free resources are everywhere. Whether it’s AI literacy, digital tools, project management, or a hands-on trade, learning something new puts you back in motion. Learning is an employable skill! #LinkedInLearning! 2. Network like it’s your job. Most opportunities come through people, not platforms. Reach out. Reconnect. Ask questions. Offer help. 3. Think sideways, not just upwards. Career pivots don’t always mean climbing higher — sometimes it’s about moving into a new space where your value brings something or offers a different way. You conducted logistics for USAID, try working in a restaurant! You wrote policy memos for peace building, try volunteering in a hospital emergency room. You used to support a team of economists who all lost thier jobs; run the local school administration! Pivot. 4. Self care is EVERYTHING! We are all exhausted but the punches keep coming. You have to improve your sleep, eat better, and yes, walk a bit more. This is too hard to do without a healthy night’s sleep. Your job search involves sleep hygiene! This era belongs to the adaptable. The future of work isn’t reserved for coders and data scientists (though it’s a great moment to be either, that too is temporary) it’s for the curious, the learners, the people willing to try again. You’ve got this. #FutureOfWork #AIandJobs #CareerChange #LifelongLearning #TechnologicalUnemployment #JobLossSupport

If you think hiring is tough now, wait until next year. Labor is harder to find every quarter. The numbers tell the story—more people are leaving the workforce than entering it. Retirements keep rising, and the pipeline is not refilling fast enough. Operators, leaders, tech folks—everyone I talk to feels it. You post a job and get a fraction of the applicants you did five years ago. The ones you do get? Most already have two or three offers in hand. Or its robots - everyone clicked the "Easy Apply" button on LinkedIn. Here’s what I see happening: - More open roles than qualified people - Teams stretched thin, burning out - Projects delayed, customers waiting - Wages rising, but it’s not enough to close the gap I work across HR tech, retail, hospitality, and software. Every sector feels the pinch. Even with better tools and smarter processes, you can’t automate your way around a shrinking labor pool. What helps? A few things: 1. Invest in upskilling your current team. Train, promote, reward. The best talent might be right in front of you. 2. Build a real employer brand. People want to work where they feel valued, not just paid. 3. Rethink your hiring process. Speed matters. Clarity matters. People will not wait around. None of this is easy. But doing nothing is no longer an option. The labor market is changing—faster than most leaders want to admit. We need to plan now for what’s coming next. How are you preparing for the labor shortage in 2025?

Headlines change fast. A couple of weeks ago, jobless claims surged to the highest level in four years. Commentators sounded alarms about a weakening labor market. Yesterday, we found out the spike was due to fraudulent claims filed in Texas. The numbers changed again. This is the reality of this market. Signals are noisy. The "truth" in the headlines may change. So what should you do in the meantime? You don’t panic. And you don’t get complacent. Whether or not the jobless claims data was a false alarm, the larger truth hasn’t changed. Nothing in your career is guaranteed. That’s why the best professionals treat their careers the same way Warren Buffett treats his portfolio. You build insurance. Here are three forms of career insurance you can build right now: 1. Skill insurance. Keep learning. Build depth in your current specialty. Expand into adjacent areas. When your skills grow, you’re always ahead of the curve and leading. Have you used AI in your work? If not, you're behind. 2. Network insurance. Relationships are like your rainy day fund. They don’t seem urgent until you really need them. Don't wait until you need someone to reach out to them. Invest in your relationships every day. 3. Clarity insurance. Do you know your unique value? What problems do you solve better than anyone else? Where is your value most needed right now? Clarity makes you resilient in every cycle. The economy will shift again. The headlines will tell a new "truth" next week. You can’t control any of that. But you can control the quality of your insurance. When you hold the right skills, network, and clarity, you don’t just survive turbulence. You stay positioned and ready to move when others are stuck. The economy may swing overnight. Your career doesn't have to. If you don’t yet have your insurance policies in place, now is the time to build it.

The U.S. job market is showing undeniable signs of volatility—and both job seekers and employers need to adapt if they want to win: 📉 Slowing but steady growth: According to the May 2025 BLS report, monthly job gains have averaged around +139K (on par with last year) while the unemployment rate remains at ~4.2%. Meanwhile, Indeed shows job postings are still ~10% below their March 2022 peak – though they remain above pre‑pandemic levels. 🔄 Quits & caution: The quits rate has dipped to roughly 2.1% (matching lows not seen since 2015), signaling that candidates are staying put—holding out for higher confidence or better roles. ⏳ Hiring lag: Time-to-hire has stretched to an average of 12 weeks, up from 11 in March. Many roles now face drawn-out interview processes and ghosting, frustrating job seekers. What this means 👇 For job seekers: Cast a wide net. With fewer openings and slower turnover, you’ll need more shots on goal to find the right fit. Sharpen your pitch and tailor your resume—targeted applications are key. For hiring teams: Speed matters. A faster, more transparent hiring process can prevent losing top candidates. Even in uncertain times, a strong employer brand and clear communication set you apart. ✅ Final take: The market might feel “lukewarm” right now—but that’s not an excuse to freeze. Candidates should stay proactive and ready. Employers should streamline and engage. If both sides move thoughtfully and swiftly, they can navigate volatility and achieve strong outcomes. What’s your experience been lately—more speed or more stalls? Share your insights below! 👇 #jobmarket #volitility #speedwins #adapt

As of August 2025, over 1.9 million people have been out of work for 27 weeks or more, that’s more than one in four unemployed people. This has big implications for hiring and talent acquisition, especially given how saturated the job market feels right now. What this means for hiring & talent acquisition: Talent is out there and available, but discouraged. Many people looking for work long-term are likely exhausting savings, waiting out hiring freezes, or facing psychological fatigue. This means great candidates may be hesitant or slow to respond. We need to double down on outreach, communication, and continuous feedback. Put yourselves in the person without a jobs shoes and provide a good candidate experience- do not leave them on an island! Skill gaps & relevance matter: The longer someone is unemployed, the more likely that their network, skills, or exposure might have lagged. That means hiring teams may need to adjust expectations, offer upskilling, or be open to transferable skills rather than insisting on the perfect current experience. We need to add the human element here and understand when hiring you will not find a candidate who has every skill for the job but more importantly, can they learn it and are they adaptable? If you or your company is hiring what should you consider doing? My take on this: Be transparent: if a role is delayed, budget constrained, or just being pipelined for future work, say so. It builds trust. Re-evaluate requirements: Be open to alternate backgrounds, upskilling, or bridging training for great potential rather than only ideal experience. Prioritize candidate experience: Fast feedback, clear expectations, and empathy go a long way when folks may have been searching for many months. Keep entry-level pipelines alive: Not just for brand image, but because investing in emerging talent can pay off long-term. Consider creating an early careers program if you haven’t already: We can’t continue to build our economy and strengthen the workforce without new graduates and first time workforce that is motivated to start their career and make an impact. what’s your take on the current job market and hiring adjustments that may be needed? #jobmarket #unemployed #opentowork #hiring #omnicellcares

Is it a crystal ball? No. But it’s close (Important, Timely Read) When the Federal Funds Rate jumps 3% or more in under 18 months, a recession often follows within a year. And shortly after that? Unemployment starts to rise, sometimes dramatically. We’ve seen this pattern play out again and again and we are at that juncture. Now add: – A sudden, unexpected tariff quintupling – Corporate earnings compression(likely) – And looming federal and municipal job cuts(Not baked into the last jobless claims report) - Crushing National Debt not seen since WWII You don’t need a perfect forecast to see the risk. So what now? Prepare, don't panic. If you're an employee, regardless of how safe you think you are: • Strengthen your network BEFORE you need to(too many people wait until they are cut) • Focus your resume and LinkedIn profile on measurable REAL impact(Remove useless fluff) • Add high-leverage in-demand skills — especially in cross-functional or regulated spaces(stretch and invest in yourself) • Cut discretionary spending and build a personal cash buffer (you'll sleep better and be better prepared for a downturn) If you're an employer, more changes are likely on the way so: • Re-recruit your best people before someone else does(It's hard and expensive to get top talent) • Reassess hiring plans — are they built for resilience or just growth?(Focus on your core business, cut and outsource the periphery if possible)  • Don’t default to blanket layoffs, use targeted upskilling to fill in the gaps of when non-regrettable losses(The Jack Welch mindset) Patterns never guarantee outcomes. But ignoring them rarely works out better. #biotechjobs #pharmaindustry #unemployment #economictrends #talentstrategy #lifescienceshiring #jobmarket2025 #recessionrisk

Over the past few days, I've been reflecting on the insights from the latest LinkedIn Labor Market Report (https://lnkd.in/gPmzHA_r) and one theme keeps coming through clearly: The labor market is re-sorting. The implications differ depending on whether you're a leader, a professional, a student, or a builder. The data shows that hiring growth remains uneven across regions and industries, while roles most exposed to AI are changing faster than the systems designed to support them. For leaders, the data is quietly challenging some long held assumptions. Workforce strategies built for stability struggle in a market defined by skill churn. AI adoption without parallel investment in learning may create short term efficiency, but it introduces long-term fragility. A key question I am watching is whether companies treat AI as a tooling rollout or as a change to how decisions get made, how work gets done, and how talent is developed. For professionals navigating the job market, the differentiator is becoming clearer. Roles that combine AI capabilities with domain expertise are pulling ahead. This isn't about learning AI isolation. It's about applying it to existing judgment, experience and context. The lens I would use is this: do you have proof you can apply AI to real workflows in your field, not just familiarity with tools? The market seems to reward people who can translate judgment and context into outcomes using new technology. For students and early career talent, the labor market you're entering is still forming. Job titles will keep shifting, so the signal to build is learning velocity. The practical lens here is experimentation. What projects, internships, or on the job reps are you using to learn what you like, what you are good at, and where demand is forming, not just where it has historically existed? For entrepreneurs and builders, there are real opportunities emerging across different countries and regions but growth doesn’t happen in a vacuum. Labor markets are shaped by macroeconomic conditions, policy, infrastructure, and access to skills. The lens that matters most is local reality. What works in one market will not automatically translate to another. The challenge and opportunity is identifying what conditions enable hiring and innovation, and thoughtfully building toward them rather than assuming one-size-fits-all solutions. I would love to learn from leaders and professionals navigating this shift in practice and continue the conversation: 1) Where are you seeing AI materially change how your organization operates, not just efficiency? 2) How are you preparing for the 'new collar' era, where skills and learning velocity are redefining talent? #FutureofWork #AIleadership

Frustration is creeping in from employees and candidates during my calls again (more often than not). Employees are now more curious to leave and telling me and my recruiters that “promises” are being made but are not being kept (in regard to promotions and raises). These are the common notes I am making and also being reinforced from my team when we touch base on the interviews and calls we have every week. Why is this happening though? What is the context? The job market IS cooling and many of you may be finding your anticipated raises smaller than expected. I just read that nearly half of U.S. companies have downsized their salary increase budgets!!! Also, median raises have dropped to 4.1% this year and are projected to be 3.9% next year. (Source: Wall Street Journal) What do you do? Here are some key takeaways and tips: *Stay Informed: Understand that the job market is shifting. Raises are shrinking, and new hires might not receive the pay bumps they did in the past. *Negotiate Wisely: With fewer workers getting pay increases from job switches, it's important to be strategic and realistic during your negotiations. *Focus on Performance: Make sure to showcase your contributions and achievements to stand out. *Consider Location: Employers are hiring in lower-cost cities to manage payroll expenses. This could impact salary offers and opportunities. AS ALWAYS: the market goes in waves and what is happening NOW most likely will CHANGE in the FUTURE. My point? Pay close attention. It's important to stay adaptable and proactive. #CareerAdvice #JobMarket #SalaryNegotiation #ProfessionalDevelopment #CareerGrowth