No time to read? Enjoy this 3-min video summary of the below:

While the economy seems to be holding steady despite high interest rates, decent job numbers, and a 3.9% unemployment rate, it may feel like we are experiencing a job recession—though no one is saying it outright. Regardless, AI is here to stay, as it harnesses collective intelligence, which is now used in many roles. Now, more than ever, candidates need to demonstrate strong value-add to employers and effectively communicate these strengths in job interviews. This month, Dan Stover and I will speak live to delve into the changes candidates should make to stay competitive in today’s job market. Here are a few key points:

  • What Got You Here Won’t Get You There – Dan’s words for us to expand upon. You must keep evolving to remain relevant. Period. AI is right there alongside us, not to replace us, but to make certain aspects of our jobs less relevant, allowing our mental CPUs to focus on higher-value tasks like problem-solving, decision-making, and helping companies gain a competitive edge over their competitors. We’ll delve deeper into this during our live discussion.
  • Common Reasons Why Leaders Seek Out Coaching – Entering a new company can be challenging in this market, but staying, navigating, and thriving there can be a complex maze, as Dan comments. Often, job descriptions don’t accurately reflect the true nature of a role. Surprising? Perhaps not entirely, but Dan shares insights on how he’s frequently brought in as an executive coach for leaders even before a candidate starts a new job — and sometimes as a condition of the offer acceptance.
  • How about this market mismatch? At 3.9% unemployment, not many people are looking for work, so when employers have a critical opening, it’s taking longer to fill roles. Additionally, their openings feel more like custom searches for us rather than commodity refill searches. As organizations lean out to cut overhead costs, roles are expanding to cover more responsibilities, making the job requestions even more complicated to fill when vacated. Our talent market is even more dispersed these days, with candidates having relocated to lower-cost markets, the opportunity remaining for remote work with some roles, and the “over-employment” market. Have you heard about this yet? A topic for another article
Our conclusion: level up! It’s not enough just to stay relevant, you must get ahead of the curve. Focus on the unique capabilities that have brought you success in the past and take those victories to an evolved new level. Can you combine new skills? Are you taking steps to take on more work at the level above you (as an acting manager or director?) Can you take on or seek out “special projects” inside (or even outside of work?) The overemployed are on to something. What are your thoughts about this market, and what you can do to… level up?