Hi Recruiters,
Career paths are rarely straight lines. Changing interests, self-discovery, unexpected opportunities, and circumstances—positive or negative—all affect the different directions people go in their work.
Currently, 58% of entry-level jobs are filled by college graduates. In the traditional sense, one of the promises of higher education (and its increasingly absurd price tag) is its ability to help people for the first time find footing in a career.
But, entry-level positions are getting more competitive, and hiring for these jobs has slowed. According to a recent survey from the National Association of Colleges and Employers, the overall hiring prospects for the class of 2024 are down 5.8% from last year.
A few trends are driving the issue: More Americans are obtaining college degrees; many employers are requiring unrealistic professional experience for entry-level positions; and scores of employers (38% according to one report) don't believe this cohort is prepared for the workforce.
Additionally, analyses of the 2024 labor market are finding that fewer people are quitting their jobs or being promoted, contributing to a lack of lower-level job openings for less experienced talent.
For those of you who know some recent grads, you're probably well aware of how bleak the post-grad experience is looking right now. And, we haven't even touched on the very real threat of AI—companies are legit beginning to test processes for how to recognize "AI employees," including creating "transparent, responsible practices around hiring AI."
I wish that last line was a joke.
(Since writing this, the company backpedaled on this plan. Shocker.)
Migration
So, why does all of this matter?
Recruiters need to be aware of the hurdles job seekers face, the pressures they feel, the realities influencing their interests, and how their circumstances are shaping their available opportunities.
Because the truth is, finding a job is tough whether you're a recent graduate or an industry veteran. No matter where a job seeker is in their career, numerous uncontrollable forces are at play that drive people's choices in their search for rewarding work.
Is the job market becoming more competitive for everyone? Is the squeeze some people are feeling stemming from corporations no longer hiring remotely? Is AI advancement driving down demand for some folks' skill sets? It all depends on who you're talking to.
To know where to find a future hire (or where they may be interested in finding themselves), recruiters have to be able to think and "feel" like job seekers—to understand what forces are at play for the people you are trying to hire.
I mean this quite literally. Consider the current situation for entry-level roles. The market trends impacting this group have made the job market more local, forcing candidates to either find jobs nearby or relocate. As college grads increasingly find major metros overcrowded, unaffordable, and lacking entry-level opportunities, smaller cities—like Raleigh, Baltimore, Austin, Atlanta, and Charlotte—might offer more promise.
Or, in a similar example, your understanding of the job market might tell you that an experienced tech worker from Minnesota may no longer have the opportunity to one day work for a big tech company (Facebook, Amazon, Apple, Google, etc.) unless they are willing to move. Instead, they'll need to align their skills and qualifications more closely to medical device makers, healthcare, or manufacturing because those industries represent the opportunities of the local market—but they probably aren't privy to those areas of alignment for their skills and experience with unfamiliar industries. As a recruiter in that local market, you can help them see how they can take a step in a direction that never occurred to them.
Trajectory
The critical takeaway is that recruiters must be agile and informed to understand and anticipate the needs of job seekers.
We have the unique position to act as navigators in a turbulent job market. By staying attuned to shifts in job availability, technological advancements, and geographical trends, we can better attract those who are looking for their next career step.
Because our role goes beyond filling positions—it's about building bridges and fostering connections that lead to meaningful and rewarding careers.
Two recommendations to keep your finger on the pulse:
- Always be learning—Consume industry trends, market reports, and employment data. Regularly attend webinars, workshops, and industry conferences to keep your knowledge fresh and relevant. We host free, virtual recruiting conferences at hireEZ. You can sign up for our next event, happening Aug 20-22, here. I'm seriously SO excited about it!
Get involved—Your network and the broader TA community happen to be full of incredible professionals who love discussing what they are experiencing in the market and sharing success stories. Again, we host free resources and opportunities to connect, share and stay up to date.
Aaron's Corner
Aaron Ibañez here! Please consider participating in our State of Talent Acquisition Report Survey: https://forms.gle/5Yjwc97s26nLvE1L8
Your participation will help us assess the state of our industry and provide the community with real insights into where we are headed in the coming years. You might even get some free coffee out of it, courtesy of your friends at hireEZ! 😏☕
— Recruiters
