{"id":11111,"date":"2025-08-29T12:57:00","date_gmt":"2025-08-29T10:57:00","guid":{"rendered":"https:\/\/www.hibernian-recruitment.com\/?p=11111"},"modified":"2025-11-05T10:07:03","modified_gmt":"2025-11-05T09:07:03","slug":"jobsearch-2025-jobs-exist-but-wheres-the-talent","status":"publish","type":"post","link":"https:\/\/www.hibernian-recruitment.com\/en\/jobsearch-2025-jobs-exist-but-wheres-the-talent\/","title":{"rendered":"Jobsearch 2025: Jobs Exist But Where\u2019s the Talent?"},"content":{"rendered":"\n

Jobsearch 2025: Jobs Exist But Where\u2019s the Talent?<\/h2>\n\n\n\n

Hello Data & AI friends,<\/h3>\n\n\n\n

Our newest recruitment consultant, Pia Rudolph<\/a> , shared 13 relevant insights about today\u2019s job market<\/a> which I think are valuable for SME leaders who are struggling with talent gaps right now. The insights are findings from Pia\u2019s 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 \u2014 especially those entering the workforce. Pia adds a personal perspective, because she\u2019s a new entrant herself who experienced these factors first hand.<\/p>\n\n\n\n

What the Research Tells Us<\/h3>\n\n\n\n

Here\u2019s what Pia uncovered, in short and sharp bullets:<\/p>\n\n\n\n

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  1. Economic uncertainty persists<\/strong> \u2014 Some sectors like construction, manufacturing, and retail are holding back hiring, even with a slight rebound in confidence.<\/li>\n\n\n\n
  2. Tech is shifting fast<\/strong> \u2014 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.<\/li>\n\n\n\n
  3. Mismatch rules the roost<\/strong> \u2014 We have skilled shortages in IT, trades, and care. But elsewhere, like media or culture, there\u2019s an oversupply. That creates a mismatch, not a pure shortage.<\/li>\n\n\n\n
  4. The bar is too high<\/strong> \u2014 Many companies demand too much\u2014even from entry-level applicants, while competition keeps growing. That filters out hidden talent.<\/li>\n\n\n\n
  5. Location matters<\/strong> \u2014 Rural areas see fewer jobs; cities have opportunities, but also fierce competition. Geography still shapes access.<\/li>\n\n\n\n
  6. Job-hunting takes its toll<\/strong> \u2014 Long searches, rejection, insecurity\u2014this weight often breaks motivation and confidence for many job-seekers.<\/li>\n<\/ol>\n\n\n\n

    What\u2019s Happening With New Entrants (2025)<\/h3>\n\n\n\n

    Another set of powerful findings focused on graduates and early-career job-seekers:<\/p>\n\n\n\n

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    1. No experience, no chance:<\/strong> Employers insist on practical experience even for entry roles. But how does someone get that experience without the chance?<\/li>\n\n\n\n
    2. Too many applicants, too few jobs:<\/strong> Graduates from fields like marketing, psychology or media are up against stiff competition for scarce openings.<\/li>\n\n\n\n
    3. Job ads are murky:<\/strong> Listings often have vague or inflated requirements, making it tough for young professionals to know whether to apply.<\/li>\n\n\n\n
    4. Pay-to-play culture:<\/strong> Unpaid internships or long traineeships are becoming the norm. That\u2019s financially draining and raises fairness concerns.<\/li>\n\n\n\n
    5. Too much uncertainty, not enough support:<\/strong> Many lack networks, mentors, or guidance after studies. They\u2019re unsure how to position themselves, and that\u2019s a real barrier.<\/li>\n\n\n\n
    6. Mobility isn\u2019t universal:<\/strong> Opportunities cluster in cities; people in remote regions or with family constraints have far fewer chances.<\/li>\n\n\n\n
    7. Pressure and second-guessing:<\/strong> Graduates wrestle with \u201cwhat should I do now?\u201d, caught between societal pressure and the fear of missteps.<\/li>\n<\/ol>\n\n\n\n

      What these insights mean for you:<\/h3>\n\n\n\n

      So here\u2019s the thing: even when labour stats appear \u201chealthier,\u201d the real hiring story is more complicated<\/strong>. Hiring freezes, mismatches, vague job descriptions, overqualified applicants, and hidden barriers for young talent are slowing everything.<\/p>\n\n\n\n

      The take away for business leaders is don\u2019t 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<\/strong>.<\/p>\n\n\n\n

      What I Recommend<\/h3>\n\n\n\n