Jobsearch 2025: Jobs Exist But Where’s the Talent?
Hello Data & AI friends,
Our newest recruitment consultant, Pia Rudolph , shared 13 relevant insights about today’s job market which I think are valuable for SME leaders who are struggling with talent gaps right now. The insights are findings from Pia’s research compled for her Masters in Business Psychology. She looked into why, despite some positive economic indicators, hiring is still frozen for many employers, and beyond frustrating for many talented candidates — especially those entering the workforce. Pia adds a personal perspective, because she’s a new entrant herself who experienced these factors first hand.
What the Research Tells Us
Here’s what Pia uncovered, in short and sharp bullets:
- Economic uncertainty persists — Some sectors like construction, manufacturing, and retail are holding back hiring, even with a slight rebound in confidence.
- Tech is shifting fast — Digitalisation and AI are upending many job roles. Some traditional positions are vanishing, others demand new digital know-how, and not every candidate is keeping pace.
- Mismatch rules the roost — We have skilled shortages in IT, trades, and care. But elsewhere, like media or culture, there’s an oversupply. That creates a mismatch, not a pure shortage.
- The bar is too high — Many companies demand too much—even from entry-level applicants, while competition keeps growing. That filters out hidden talent.
- Location matters — Rural areas see fewer jobs; cities have opportunities, but also fierce competition. Geography still shapes access.
- Job-hunting takes its toll — Long searches, rejection, insecurity—this weight often breaks motivation and confidence for many job-seekers.
What’s Happening With New Entrants (2025)
Another set of powerful findings focused on graduates and early-career job-seekers:
- No experience, no chance: Employers insist on practical experience even for entry roles. But how does someone get that experience without the chance?
- Too many applicants, too few jobs: Graduates from fields like marketing, psychology or media are up against stiff competition for scarce openings.
- Job ads are murky: Listings often have vague or inflated requirements, making it tough for young professionals to know whether to apply.
- Pay-to-play culture: Unpaid internships or long traineeships are becoming the norm. That’s financially draining and raises fairness concerns.
- Too much uncertainty, not enough support: Many lack networks, mentors, or guidance after studies. They’re unsure how to position themselves, and that’s a real barrier.
- Mobility isn’t universal: Opportunities cluster in cities; people in remote regions or with family constraints have far fewer chances.
- Pressure and second-guessing: Graduates wrestle with “what should I do now?”, caught between societal pressure and the fear of missteps.
What these insights mean for you:
So here’s the thing: even when labour stats appear “healthier,” the real hiring story is more complicated. Hiring freezes, mismatches, vague job descriptions, overqualified applicants, and hidden barriers for young talent are slowing everything.
The take away for business leaders is don’t rely on signals alone. We need clearer role design, realistic and future-facing candidate expectations, smarter outreach beyond standard channels, and empathy for those navigating this tricky market.
What I Recommend
- Review your job requirements — Be realistic and think for the future. Look for learning skills, and ask yourself could this candidate learn fast enough once they’re on board?
- Tap into passive talent — Reach out quietly to grad pools or mid-career folks unsure how to pivot.
- Use Hiring as a Service for quick results — I can help design hiring that combines high standards and flexibility, perfect for picking up hidden candidates quickly. Hiring as a Service (HaaS) gives mid-sized companies access to vetted talent and tailored strategies without the long hiring cycles and overhead. It’s faster, leaner, and more in tune with market dynamics. 🔗 Read how HaaS works here.
- Support young talent — Offer paid entry-level schemes, mentoring, or clear pathways. This builds loyalty and loyalty pays back.
Let’s Make It Happen
Need help designing your hiring strategy for this complex market? Want to attract candidates who don’t merely apply, but grow with you? Let’s talk. Just send me a DM or drop a note on our site with “2025 Hiring Reality” and let’s fix that gap fast.
📩 To receive more Hiring Insights, subscribe to this newsletter here, if you haven’t already.
And if you’re looking for a new role yourself, sign up to our job newsletter here or check our current openings and career tips here:🔗 Hibernian Home Page
Jobsearch 2025: Jobs Exist But Where’s the Talent?
Hello Data & AI friends,
Our newest recruitment consultant, Pia Rudolph , shared 13 relevant insights about today’s job market which I think are valuable for SME leaders who are struggling with talent gaps right now. The insights are findings from Pia’s research compled for her Masters in Business Psychology. She looked into why, despite some positive economic indicators, hiring is still frozen for many employers, and beyond frustrating for many talented candidates — especially those entering the workforce. Pia adds a personal perspective, because she’s a new entrant herself who experienced these factors first hand.
What the Research Tells Us
Here’s what Pia uncovered, in short and sharp bullets:
- Economic uncertainty persists — Some sectors like construction, manufacturing, and retail are holding back hiring, even with a slight rebound in confidence.
- Tech is shifting fast — Digitalisation and AI are upending many job roles. Some traditional positions are vanishing, others demand new digital know-how, and not every candidate is keeping pace.
- Mismatch rules the roost — We have skilled shortages in IT, trades, and care. But elsewhere, like media or culture, there’s an oversupply. That creates a mismatch, not a pure shortage.
- The bar is too high — Many companies demand too much—even from entry-level applicants, while competition keeps growing. That filters out hidden talent.
- Location matters — Rural areas see fewer jobs; cities have opportunities, but also fierce competition. Geography still shapes access.
- Job-hunting takes its toll — Long searches, rejection, insecurity—this weight often breaks motivation and confidence for many job-seekers.
What’s Happening With New Entrants (2025)
Another set of powerful findings focused on graduates and early-career job-seekers:
- No experience, no chance: Employers insist on practical experience even for entry roles. But how does someone get that experience without the chance?
- Too many applicants, too few jobs: Graduates from fields like marketing, psychology or media are up against stiff competition for scarce openings.
- Job ads are murky: Listings often have vague or inflated requirements, making it tough for young professionals to know whether to apply.
- Pay-to-play culture: Unpaid internships or long traineeships are becoming the norm. That’s financially draining and raises fairness concerns.
- Too much uncertainty, not enough support: Many lack networks, mentors, or guidance after studies. They’re unsure how to position themselves, and that’s a real barrier.
- Mobility isn’t universal: Opportunities cluster in cities; people in remote regions or with family constraints have far fewer chances.
- Pressure and second-guessing: Graduates wrestle with “what should I do now?”, caught between societal pressure and the fear of missteps.
What these insights mean for you:
So here’s the thing: even when labour stats appear “healthier,” the real hiring story is more complicated. Hiring freezes, mismatches, vague job descriptions, overqualified applicants, and hidden barriers for young talent are slowing everything.
The take away for business leaders is don’t rely on signals alone. We need clearer role design, realistic and future-facing candidate expectations, smarter outreach beyond standard channels, and empathy for those navigating this tricky market.
What I Recommend
- Review your job requirements — Be realistic and think for the future. Look for learning skills, and ask yourself could this candidate learn fast enough once they’re on board?
- Tap into passive talent — Reach out quietly to grad pools or mid-career folks unsure how to pivot.
- Use Hiring as a Service for quick results — I can help design hiring that combines high standards and flexibility, perfect for picking up hidden candidates quickly. Hiring as a Service (HaaS) gives mid-sized companies access to vetted talent and tailored strategies without the long hiring cycles and overhead. It’s faster, leaner, and more in tune with market dynamics. 🔗 Read how HaaS works here.
- Support young talent — Offer paid entry-level schemes, mentoring, or clear pathways. This builds loyalty and loyalty pays back.
Let’s Make It Happen
Need help designing your hiring strategy for this complex market? Want to attract candidates who don’t merely apply, but grow with you? Let’s talk. Just send me a DM or drop a note on our site with “2025 Hiring Reality” and let’s fix that gap fast.
📩 To receive more Hiring Insights, subscribe to this newsletter here, if you haven’t already.
And if you’re looking for a new role yourself, sign up to our job newsletter here or check our current openings and career tips here:🔗 Hibernian Home Page