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Job Markets
Job Markets
Job Markets
Job Markets
Job Markets
Job Markets
Job Markets
Job Markets
Job Markets
Job Markets
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Job Markets

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A look at four basic job markets

A look at four basic job markets

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  • 1. Job markets A look at the characteristics of four basic job markets
  • 2. Presenter’s perspective <ul><li>BSE, Civil Engineering, Princeton University (1985) </li></ul><ul><li>Third-party recruiter since 1988 </li></ul><ul><li>Engineers and manufacturing operations managers </li></ul><ul><li>Experienced recessions of 1990-92 and 2000-02 </li></ul>George Corser Managing Director Aspen Search Group This presentation was prepared for the Engineering Society of Detroit, January 2009
  • 3. Four basic job markets
  • 4. Inclining market <ul><li>Occurs right after a bust </li></ul><ul><li>People available shrinks </li></ul><ul><li>Jobs available expands </li></ul><ul><li>Employers are still cocky (from the bust market) but they can’t find all the people they need </li></ul><ul><li>Employers run risk of short-timer-ism if they offer lowball salaries </li></ul>
  • 5. Boom market <ul><li>Few people, many jobs </li></ul><ul><li>Employers have to make compromises in salary, skills and/or timeframe </li></ul><ul><li>Job-seekers easily get interviews and often decline offers </li></ul><ul><li>Job-seekers get cocky </li></ul><ul><li>Employers may make exceptional offers, or positions go unfilled </li></ul>
  • 6. Declining market <ul><li>Occurs right after a boom </li></ul><ul><li>Jobs available shrinks </li></ul><ul><li>People available expands </li></ul><ul><li>Job seekers are still cocky (from the boom market), but employers don’t have as many positions available </li></ul><ul><li>Employees risk getting downsized, especially if they are overpaid (for the market) </li></ul>
  • 7. Bust market <ul><li>Few jobs, many people </li></ul><ul><li>Job seekers have to make compromises in salary, location/travel, management level </li></ul><ul><li>Employers have more applicants than they can handle </li></ul><ul><li>Employers get cocky </li></ul><ul><li>Employees accept lowball offers, or remain unemployed </li></ul>
  • 8. Clarifying your own market <ul><li>Knowing your own market : Certain specializations may remain hot even become hot, in a bust market </li></ul><ul><li>When considering your particular situation you may determine the market for your specialization, not just the market overall </li></ul><ul><li>Guilty by association : Even if you have a rare skill, you may be treated like other job seekers in the crowded market at first </li></ul><ul><li>Employers may retain from prior markets concerns which aren’t relevant in the current one </li></ul>
  • 9. Summary of job markets <ul><li>Markets may suggest differing job-hunting tactics </li></ul>Nibble – ask for extras only after the offer is extended Set terms – get what you want or walk Offer Soft pedal – there is a lot of competition so be flexible Hardball – you may be the only candidate Interview Be specific – NO is better than MAYBE; you need every YES Be vague – everyone gets an interview Resume Bust market recommendations Boom market possibilities Hiring stage
  • 10. To be continued… <ul><li>For the full presentation, contact George Corser at [email_address] </li></ul><ul><li>Send LinkedIn invitations to [email_address] . </li></ul><ul><li>This is just a part of a presentation that will be delivered at the end of January 2009 at the Engineering Society of Detroit, www.esd.org . Visit the web site to register. </li></ul>

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