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Candidate's Market or Employer's Market?

Brittany Solomon • Dec 05, 2022

During the Pandemic, hiring trends created a candidate’s market, but recent shifts are showing it may become an employer’s market.

Candidates had their choice in organizations to join and we saw an increase in hiring, particularly within the tech arena. Although organization staff numbers continue to exceed or remain near what was seen pre-Pandemic, a growing concern is the increase in layoffs and what that means for the economy.


Layoffs are on a rise in the tech industry with over 138,012 employees laid off across 861 tech companies nationwide in 2022. However, economists claim layoffs within the tech industry indicate a cooling economy, but we are not expected to see an uptick in layoffs across other sectors.


Throughout the nation, companies who did not over hire during the Pandemic are continuing a growth trajectory and it is becoming an employer’s market. With a growing pool of individuals in the Tech industry, organizations who halted their growth and are now prepared to hire and/or rehire will have a greater pool to select from. Enabling organizations to find the right fit and take their time in hiring new talent.


Candidates will be pushed to set themselves apart from others, by revamping their resume, cover letter and interviewing skills and working on selling themselves to employers. This means they may not be able to push in the same way as they did before to make their role remote, as employers push to have their team in person once again.


Many employers are pushing for candidates to be a “Culture Add” and no longer just a “Culture Fit”. They want people to come in and challenge them, help the team grow, adapt to change, and assess needs before they arise, and to align with the mission, vision and values, while pushing the team to continue that alignment.


An employer’s market will enable them to find the right “Culture Add” and to truly assess a person’s alignment with the organization. Employers will no longer be content with having their team working solely remotely and not bringing added value to the team and this will push us into some sense of normalcy that many of us have not seen since Pre-Pandemic.

Mid-Year Business Update

By Greer Campbell • 04 Sep, 2024
The job market, quiet quitting, uprise of the digital age, and the decline of DEI? The professional world moves quickly, and it’s easy to get lost in the conundrum of new news. Here is your mid-year update. AI is Updating…Surprise Surprise Generative AI is updating their experience from transactional to a more personal approach. Individuals use of the internet will change, implementing 2-way conversation and solution focused models allowing users to get a more catered response. These updates will grant users a deeper understanding, and companies a more “human-like” vision of the brand. The New Future of Planning The concept of tradition has been molded, shifted, and completely torn apart in the past decade. Most of these shifts are seen as positive, yet some pose greater challenges than not. The rise of cost of living and cost of consummation has individuals adjusting their priorities. The global pandemic also threw a wrench in the ways of planning, pushing organizations to shift focus on fluidity and flexibility to ensure retention and growth. The Not So Quiet Quitting Quiet Quitting is a term that has been frequently thrown around since the pandemic. Commonly coined by social media, the act of quiet quitting refers to an employee doing the minimum requirements of their job, lacking effort, creativity, and excitement. According to a Gallup survey of workers taken in June 2022, quiet quitters make up at least 50% of the U.S. workforce. This act can be avoided by managers and organizations through regular check ins, employee surveys, and attention to creating a work-life balance. Technology in 2024: Helpful or Overwhelming? Tech advances are happening so rapidly, many feel that it’s become almost impossible to keep up. The advancement of technology is meant to make life easier, however some feel it’s doing the opposite. In addition to user error, technology is also playing a major part in mental health deterioration and wellbeing. The battle for attention, the pull of creativity, and most importantly – the brain rot. Are we letting this go too far?

Interview Questions Your Team Should Avoid

By Greer Campbell • 04 Mar, 2024
Growing your organization requires the right team. Hiring the right team requires the right approach. Vetting and getting to know potential hires is key to building an effective culture. Interviewing candidates is your first chance to understanding applicants, their skill sets, their professional goals, and more. But just as you are vetting applicants, they are vetting you. The interview process allows applicants to gain a better understanding of your organization’s goals, culture, and needs. Setting the right example and perspective on your company begins with your interviews. One wrong or controversial question, and that could break a potential beneficial business relationship. See below for examples of questions to avoid asking candidates in interviews, and why. Are you planning to start a family soon/Are you planning to expand your family soon? While this seems like an obvious conflict, many companies are still asking this to potential employers. This makes the applicant feel like that would make or break their candidacy. Mothers and fathers in business want to feel support from their employer, an unspoken sense of support. Starting a family or having a family does not dictate a candidate’s professional abilities, therefore there is no reason to ask. What are your religious, political, and sexual stances? Again, these are personal attributes that do not affect a candidate’s ability to perform professionally, therefore can be seen as inappropriate and reason for termination of consideration for candidacy. Where are you originally from? While on the surface this may seem like an innocent question, it is illegal under Title VII of the Civil Rights Act of 1964 making it illegal to discriminate against someone on the basis of national origin. If you ask, you could be accused of discriminating against them. You can, however, ask if the candidate will be able to report to the position location required by the job opening. How old are you? It is illegal to ask someone’s age, you are only allowed to confirm the candidate is of legal age to work full time, being 18 years old. What salary did you make at your previous role? Many states have implemented a salary transparency law, enforcing job postings and descriptions must portray the salary range for the position. Even if your state does not have this law, it is safe to avoid asking a person’s salary history. Instead, share the salary range and confirm the candidate’s expectations are within the range. As the market continues to be competitive and ever changing, engaging a 3 rd party service like Diverse Talent can greatly benefit in finding your organization’s right fit based on our industry expertise.
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