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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
    • BSE, Civil Engineering, Princeton University (1985)
    • Third-party recruiter since 1988
    • Engineers and manufacturing operations managers
    • Experienced recessions of 1990-92 and 2000-02
    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
    • Occurs right after a bust
    • People available shrinks
    • Jobs available expands
    • Employers are still cocky (from the bust market) but they can’t find all the people they need
    • Employers run risk of short-timer-ism if they offer lowball salaries
  • 5. Boom market
    • Few people, many jobs
    • Employers have to make compromises in salary, skills and/or timeframe
    • Job-seekers easily get interviews and often decline offers
    • Job-seekers get cocky
    • Employers may make exceptional offers, or positions go unfilled
  • 6. Declining market
    • Occurs right after a boom
    • Jobs available shrinks
    • People available expands
    • Job seekers are still cocky (from the boom market), but employers don’t have as many positions available
    • Employees risk getting downsized, especially if they are overpaid (for the market)
  • 7. Bust market
    • Few jobs, many people
    • Job seekers have to make compromises in salary, location/travel, management level
    • Employers have more applicants than they can handle
    • Employers get cocky
    • Employees accept lowball offers, or remain unemployed
  • 8. Clarifying your own market
    • Knowing your own market : Certain specializations may remain hot even become hot, in a bust market
    • When considering your particular situation you may determine the market for your specialization, not just the market overall
    • Guilty by association : Even if you have a rare skill, you may be treated like other job seekers in the crowded market at first
    • Employers may retain from prior markets concerns which aren’t relevant in the current one
  • 9. Summary of job markets
    • Markets may suggest differing job-hunting tactics
    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…
    • For the full presentation, contact George Corser at [email_address]
    • Send LinkedIn invitations to [email_address] .
    • 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.

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