Career Briefs: Hiring Realities and Career Strategy

Did you notice the subtle change in how I’m addressing you in this letter? Instead of “Dear Reader,” it’s “Dear Friends.” That’s intentional. What I want to share today comes from the heart — not from a business pitch — and I want to speak to you as a friend, not as a potential customer.

Here’s the truth: the news you’re reading about the job market isn’t painting the full picture. Despite the optimistic headlines, the reality is far more complicated. I know this because I’m on the front lines, talking to job seekers every single day — people who are struggling to land interviews, facing hiring freezes, or navigating months-long searches.

To put it in perspective, the government shutdown delayed the release of the “first Friday” jobs report — the first time in 12 years that this key indicator hasn’t been published on time. And just last month, the Bureau of Labor Statistics quietly revised its numbers, revealing that hiring for the 12 months ending in March was overstated by roughly 911,000 jobs — the largest preliminary correction since 2000.

There are several trusted, independent indicators that offer a clearer picture of today’s labor market — and they’re all signaling a slowdown. According to ADP’s September report, the private sector shed 32,000 jobs last month. Real-time data from the Indeed Job Posting Index shows job postings fell 2.5% from August, suggesting continued cooling. Meanwhile, LinkedIn’s national hiring data shows a 3.5% month-over-month decline and an 8.7% year-over-year drop. Since January, hiring has fallen more than 7%, and it now sits over 20% below pre-pandemic levels (September 2019).

So why am I telling you this? And what should you do with this information?

If you have a job right now, this is the time to buckle up and make yourself indispensable. If you haven’t been regularly demonstrating your value to your employer, start now — consistently articulate your results and contributions. Remember: 2025 is not 2022. Don’t quit your job without having another one lined up. Companies are hiring ¨and people are still landing better opportunities, but it’s important to do your company due diligence. As the old saying goes, “you don’t want to go from the fire to the frying pan.”

At the same time, be prepared for the future. If you haven’t updated your resume in a few years, consider this your sign: block time on your calendar and make those updates. Whether you work with my team or do it yourself, revise your resume when your mind is clear and you have access to current data through your employer. I have had several clients this month who got unexpected pink slips, and we had to write their resumes without access to any of their old files, data, or performance reviews.

If you’re currently unemployed, you’ll need to outsmart and outmarket your competition. For most of you reading this, your job search may take longer than expected, and success will require creative, out-of-the-box networking strategies. Remember — every person applying for the same roles believes they’re the most qualified candidate. So what are you doing to stand out? Every element of your personal brand — from your resume and emails to your headshots — needs to showcase your absolute best self. Hiring is picking up in some industries. I just did a survey of 1,300 job seekers. Approximately 25% report noticing more job opportunities in the past three weeks. Remember: even in the most challenging economic conditions, companies must continue to hire to meet essential needs, maintain and innovate their operations, and remain competitive.

If you’re new to job searching, check out my free LinkedIn Learning courses and website blog. I’ve spent my career creating free guides and resources for job seekers.

Don’t you just love this, Sarah? Isn’t this when your business thrives?

Ah… not so much. Do I feel a deep sense of purpose and calling to help people during one of their most vulnerable moments? Absolutely. But career industry professionals don’t thrive when hiring slows down. We do our best work when our clients are operating from a position of strength — when they have opportunities to explore, options to choose from, and momentum behind their transitions. A thriving job market benefits everyone

I always sign my emails with “I’m rooting for you,” and today that sentiment couldn’t be more true. Tougher days are ahead for job seekers, but with the right strategy, preparation, and persistence, you can navigate these challenges and come out stronger on the other side.

Ps. What do you like reading in the Briefs? We are thinking about our content strategy and want to make sure our newsletter is one you look forward to opening. I genuinely would love to hear your feedback (good and bad!). Reply to this newsletter.

The New Hiring Divide Over Where Work Happens

Five years after the pandemic, work preferences have become a quiet filter in hiring. We’ve seen reports of companies reinforcing back-to-office policies, yet a surprising trend is emerging. Some candidates are now being rejected for wanting to be in the office too often. As workplace norms settle into defined patterns of hybrid, remote, or in-office work, expressing the wrong preference can create a mismatch with company culture.

With fewer openings and thousands of applicants for each role, even small mismatches can end the process early. Many organizations have settled into their chosen models but fail to explain their reasoning, leaving candidates uncertain. Entry- and mid-level applicants often mix messages about flexibility and mentoring, while senior leaders address expectations from the start. Experts advise job seekers to observe carefully and let employers outline policies first. Companies that communicate their workplace approach clearly are better equipped to attract aligned talent and reduce hiring friction.

Read more here: Choose Your Own Job Rejection.

The College Hiring Outlook

Drexel University’s LeBow College of Business recently released its 2025 College Hiring Outlook report and it paints a picture of a job market that is shaped by economic uncertainty and shifting employer priorities. 

The report outlines key shifts in how employers are approaching hiring, compensation, and skill development for new graduates. Several notable highlights include:

• Employer confidence: Only 21% of organizations rate the college labor market as “excellent” or “very good,” the lowest since 2014.

• Diversity in hiring: The share of hires from underrepresented groups fell from 54% to 44%, reflecting reduced investment in DEI initiatives.

• Skills in demand: While digital fluency continues to be important, employers are increasingly emphasizing ethics, adaptability, and critical thinking.

• Compensation trends: Fewer companies offer signing bonuses or relocation support, and more than half are holding salaries steady from last year.

• AI in recruitment: Large firms are expanding AI use for screening and scheduling, while smaller organizations continue relying on traditional methods.

• Upskilling focus: Eighty-eight percent of large employers now provide formal learning programs to help employees stay competitive.

As the 2025 job market grows more competitive, students, educators, and employers must work together to build a skilled and adaptable workforce. Students should focus on strengthening technical and self-management skills through certifications, networking, and continuous learning. Colleges and career advisors can support this by promoting adaptability, ethical judgment, and professionalism, and by encouraging internships that align with high-demand roles while helping students refine virtual communication for hybrid work. Employers should invest in training and development programs, use AI responsibly in recruitment, and balance virtual and in-person hiring with flexible work options. Collaboration across all groups will be key to preparing graduates for a changing economic and technological landscape.

View the report here: College Hiring Outlook 2025 Report.

The Precision and Purpose Behind Executive Résumé Writing

Crafting a compelling executive résumé is both an art and a discipline, one that reveals far more than a list of titles or achievements. Yet many people underestimate the time and thought that go into creating an effective one.

Throughout my career, I’ve seen how even accomplished executives can struggle to express the story behind their achievements. Many focus on results but overlook the deeper narrative that connects their decisions, growth and influence. A custom executive résumé is more than a document. It is a strategic investment that defines how leaders position themselves in a competitive market.

At Briefcase Coach, we rely on thoughtful strategy sessions and detailed keyword research to ensure every résumé connects with both recruiters and applicant tracking systems. The cost reflects the depth of expertise and precision required to capture leadership impact with clarity, build confidence, and open doors to the next chapter of a career. When crafted with care and clarity, a résumé moves beyond a record of experience and becomes a true reflection of leadership, purpose and the value a professional contributes to every organization they serve.

Read more here: Breaking Down the Price Tag: What You’re Really Paying for in a Custom Executive Résumé.

Key Employment Law Changes Shaping 2025

U.S. employment law continues to change quickly in 2025, bringing new compliance requirements that affect how organizations recruit, compensate and manage employees. Five states, including Illinois, Minnesota, New Jersey, Vermont and Massachusetts, have introduced pay transparency laws that require employers to include salary ranges and benefit details in job postings. 

Regulations on the use of AI in hiring are also tightening, with new rules calling for bias audits, disclosure of automated tools and accountability from vendors to prevent discrimination. Paid sick leave mandates have expanded in Alaska, Missouri, Nebraska and Michigan, while Connecticut is phasing in broader coverage over the next three years. At the federal level, the highly compensated threshold has increased to $160,000 and 401(k) contribution limits have risen to $23,500. These developments require coordinated action among HR, legal and recruiting teams and staying ahead of these evolving laws will be essential for maintaining compliance, protecting organizational reputation and building trust throughout the hiring process.

Read more here: Top 2025 U.S. Employment Law Changes Recruiters Must Know.

Leading with Intention and Empathy in the Age of AI

Leadership is evolving in the AI era, favoring qualities that balance intelligence with empathy and confidence with humility. The most effective leaders are not necessarily the loudest or most charismatic but those who lead with curiosity, authenticity and purpose. Quiet leadership emphasizes listening, thoughtful questioning and empowering others rather than seeking personal recognition. As technology takes on more analytical and creative tasks, human qualities like trust, transparency and compassion have become vital to sustaining team connection and innovation. The best leaders admit their limitations, seek diverse perspectives and prioritize long-term growth over short-term visibility. By acting with intention and respect at every level of the organization, these leaders foster cultures of collaboration and resilience, creating lasting impact in a rapidly changing business environment.

Read more here: The Leadership Style That's Winning in the AI Era.

Do You Check In Before You Clock Out?

A recent viral TikTok, now with more than 20 million views, captured a familiar end-of-day dilemma. In it, an employee announces she’s leaving at 5, only to be met with sarcasm about her “work-life balance.” Her reply is simple: the workday ends at 5.

The post divided viewers. Some defended clear 9-to-5 boundaries, while others said professionalism means staying a little later. Experts note that checking in before leaving can promote transparency, but it may also lead to unnecessary overwork or reflect a need for approval. With work-life balance now surpassing pay as a top motivator for employees, attitudes toward leaving on time are shifting. Many workers are choosing to set boundaries and end their day without guilt.

I’m curious: what do you do?

Read more here: Do you have to say bye to your boss every day?

When a Shutdown Hits: Who’s Owed Back Pay and Who’s Not

When the federal government shuts down, the financial impact extends far beyond Washington. Hundreds of thousands of federal employees and contractors face uncertainty about when they will be paid.

During a shutdown, most federal workers miss paychecks, whether they are furloughed or required to work. Under the Government Employee Fair Treatment Act of 2019, both groups are guaranteed back pay once funding is restored. Independent contractors are not covered by this law and often lose income permanently. Delays in payment processing also affect businesses with active federal contracts, even when projects are fully funded, since many government employees who handle invoices are furloughed. Contractors with partially funded projects face greater uncertainty and may need to stop work entirely. Although lawmakers have proposed extending back pay to contract workers, those efforts have not advanced.

Read more here: Who gets back pay and who doesn't after a government shutdown?

Gen Alpha Is Redefining What Makes a Brand Cool

Beano Brain’s latest ranking of the 100 “coolest brands” among U.S. Gen Alpha (ages 7–14) reveals a fascinating cultural shift. YouTube and Netflix top the list, followed by Nike, Target, and Sour Patch Kids, with Nintendo, Oreo, Chick-fil-A, Amazon, and Roblox rounding out the top 10. The findings highlight how kids are moving away from traditional toys toward digital entertainment, snacks, and retail experiences, with only four toy brands making the top 50, with LEGO the sole one in the top 15, boosted by its Fortnite collaboration.

Beauty is also an emerging force: Sephora ranked 59th overall and 11th among girls, while e.l.f., Drunk Elephant, and Sol de Janeiro also appeared in the top 100.

Understanding what resonates with Gen Alpha matters for every generation, not just marketers or parents. These young consumers are already shaping the next wave of cultural norms, influencing everything from media consumption and brand perception to future hiring trends, workplace expectations, and consumer values. The brands capturing their attention today are likely to define what relevance looks like tomorrow.

Read more here: The 100 coolest brands in 2025 (according to kids).

AI is the Biggest Bubble of all Time

Last week, as part of his Recruiting Brainfood Substack, Hung Lee shared the newest episode of The Ben and Emil Show, “AI Is the Biggest Bubble of All Time,” featuring Ed Zitron. I gave it a listen and found it fascinating!

Zitron, a vocal skeptic of the AI economy, offered a sharp critique of inflated valuations and questionable revenue models across Big Tech and the broader AI sector. His arguments challenge much of the optimism fueling current investment trends and raise important questions about sustainability, accountability, and long-term value creation in the AI industry. It was one of the most thoughtful takes I’ve heard recently and captured many of the same concerns I’ve been thinking about myself. Great listen!!

If you listen to it, I’d love to know your thoughts! 

Watch the full podcast here: AI is the Biggest Bubble of All Time ft. ED ZITRON.