It’s not your imagination.
The U.S. Bureau of Labor Statistics says that unemployed Americans are taking longer to find new jobs than at any point in the past four years, and I’m seeing much the same with unhappily or under-employed clients, as well. Lots of media outlets are saying the average search is now 5 months, with some things taking even longer.
Why is this happening and what can you do about it?
As you can imagine, the reasons it’s happening are many and complex, but the main ones are:
- Fewer jobs being posted and more people applying for them
- Lots of so-called ghost jobs
- A slow hiring process
Let’s start with why:
The hiring market has slowed way down over recent years, meaning fewer jobs and a drawn-out hiring process. Some industries, like tech and content creation, have been hit hard by the rise of AI tools to automate some processes, meaning there are fewer jobs in those areas, and that ripples out to impact other industries, as well. And, of course, people who had jobs in those sectors and lost them through layoffs or company restructurings are out there looking for jobs, too, so there are too many applicants for too few jobs.
AI is also making applying for jobs easy. Too easy, according to hiring managers. With so many people just a couple of clicks away from sounding like a perfect candidate, it’s increasingly hard to stand out as an applicant—some estimates say that applicant tracking systems weed out around 75% of candidates!
With so many qualified applicants and so few jobs, even when you are a great fit, the people making hiring decisions are likely to be very deliberate and slow in their process. After all, if they have 100 highly qualified candidates, they feel like they should vet everyone to find the most ideal among them, and chances are that time is on their side, not yours. Among other things, this means more rounds of interviews (5-7 is typical, and I’ve heard of people having as many as 9!) and more pre-interview work assignments.
And let’s not forget those ghost jobs. If you’re not familiar with the term, it just means job postings that don’t lead to hiring, at least within a normal timeline. There are a few reasons these exist, including employers wanting to build a talent pool for possible future growth, “talent-skimming” in case someone with a key set of skills leaves the organization, and making the company look good, both internally and externally. In other words, an active-seeming hiring page might placate overworked employees or demonstrate to would-be investors that things are going great.
So in this landscape of competition, what’s a job-seeker to do?
First of all, try to dismiss the idea that finding a job is a numbers game. Yes, it’s unlikely that you’ll get something you haven’t applied to, but mass-applying for jobs is a bit of a crapshoot at any time, and much less likely to yield the results you want in this climate. Instead, focus on target jobs or employers, connect with people there, and tailor your application materials. This focus will feel better to you, and it’s also a better way for a prospective employer to see your interest and enthusiasm. Mirror the language in the job description. Draw parallels to what they do in your resume. Spend more time reflecting each job in your resume so it’s clear that you’ve learned who these folks are and what they’re looking for in an applicant.
Second, use comparison tools to make sure your resume will get past the applicant tracking systems (ATS). You can rely on AI tools like Claude and ChatGPT, but I think a better approach is to use things that are more similar to the actual ATS like JobScan and Cultivated Culture. These won’t just tell you to add important words or phrases, but also that they can’t make sense of your graphics or that your formatting is confusing.
Third, keep your focus on your skills, regardless of how closely your job titles align. Demonstrate your applicable skills cleanly and clearly. Don’t make them guess, because honestly, they won’t. Be sure you emphasize both your quantifiable skills, like tech abilities, and your so-called soft skills, since the latter are things an employer can’t teach you. Make sure everything is obvious and clear, and whenever you can, add some numbers that really make your point. Start with a skill highlights section, and then lead each of your job descriptions with bulleted accomplishment statements like, “Increased newsletter readership by 23% by conducting reader surveys to ensure relevant content.” This is especially true if your job titles haven’t reflected what you’ve done, or if what you’re applying for doesn’t initially look like it’s a fit with your background.
Fourth, consider adding recruiters to the mix. They aren’t magical fixes to everything, but active ones can help speed your process. Online resources like HiredAI and JobLand have free trials, and local or industry-specific recruiters are free to applicants because they are paid by the employers. Again, these aren’t fairy godmothers who will make your search effortless and quick, but they can be helpful to add in as tools. Recruiters can be especially helpful if you’re a mid-career professional or have unique skills that employers are struggling to find. To find recruiters that make sense for you, try searching places like LinkedIn for things like “marketing manager recruiters in Seattle.” You can also search for niche recruiters in your field, and don’t forget to ask others for recommendations. Be sure you read reviews on sites like GlassDoor, as well. This LinkedIn article has some other helpful tips.
Finally, connect strategically with people at your target employers. Don’t reach out to hiring managers. They’re overwhelmed and overworked and unlikely to respond. Instead, reach out to people a level above what you’re applying for, or people who have been in the role you want for several years. Ask them for advice and opinion about the industry as a whole. In general, I don’t recommend attaching a resume, as that can feel a like pressure or a straight-up request. Instead, if it feels appropriate towards the end of a conversation, say something like, “Would you be willing to look over my resume to see if it’s appropriate for this sort of role?”
I know this process is demoralizing. Give yourself breaks as you need them. Consider joining a job search club or group so you have others to share your frustrations and successes with. And keep at it!
