Career Briefs: Navigating Modern Hiring, Advancing Your Job Search, and Evolving Workweeks

I don't know about you, but around this time of year, I still get that undeniable "schools out" feeling. It takes me back to endless summer afternoons from my childhood at the Elks Club pool, spending golden hours playing outside with my sister, chasing down the closest ice cream shop, or piling into the car for family trips to the beach. It’s such a deeply nostalgic time for me, a season synonymous with freedom and boundless possibility. And now that I have kids, I get to experience that magic all over again through their eyes, seeing the world light up with the promise of long, unscheduled days.

This familiar feeling, back to a time of pure exploration and carefree curiosity, might seem far removed from the professional world. Yet, as I reflect on it, I find it holds surprising relevance for our careers and job searches today. When you think about it, those summers weren't about rigid schedules or defined outcomes. They were about discovery, about trying new things just to see what happened, and about connecting with others in authentic, unforced ways.

In a rapidly evolving professional landscape, where the "rules" often feel like they're being rewritten daily, perhaps we can all benefit from embracing a little more of that summer spirit. It's no longer just about diligently following a prescribed path; it's about cultivating a mindset that allows for continuous learning and for finding genuine engagement in the journey itself. Just as you might have spontaneously decided to build a fort or explore a new creek, our careers now thrive on a willingness to experiment, to innovate, and to seek out new opportunities with an open mind.

Channeling that childhood sense of summer can be your biggest advantage in your career. The professional landscape is dynamic, and rather than falling behind, you can feel more confident and empowered by embracing a mindset of curiosity and exploration. Just as you’d wander and discover new things as a child, be curious about different industries, roles, and technologies. 

I encourage you to prioritize joy and passion by identifying what truly excites you and aligning your work with your intrinsic motivations. Connect and build your ‘neighborhood’ through authentic networking, opening doors to new opportunities. Step outside your comfort zone by taking on new challenges, knowing that growth often happens when we push limits. 

As you navigate what’s next, know that I’m here cheering you on and supporting your steps forward. And reminding you that it’s more than okay to chase a little wonder along the way.

The Critical Role of Job Posting Dates in Your Job Search

When you're job searching, it's easy to ignore the question of "Does the Job Posting Date Actually Matter?" However, the job posting date is far more than a minor detail; it's a crucial strategic indicator. Understanding its significance can dramatically improve your chances of securing an interview and ultimately, a new role.

In the recruiting world, a key metric known as "time to fill" dictates the urgency of hiring. This metric measures the period from a job's initial posting to when an offer is accepted. For most roles, this process unfolds within an average of 47 days. The crucial takeaway for job seekers is that applying early, ideally within the first two weeks of a posting, positions you at the forefront of the recruiter's attention. During this initial phase, employers are actively sourcing candidates, conducting initial screenings, and casting a wide net. Applying later means entering a race where interviews are likely already underway, and a shortlist of candidates has begun to form.

Even if a job remains posted for an extended period, it doesn't necessarily mean the position is still actively seeking new applicants; it could be due to various internal factors or even indicate issues within the hiring process. Therefore, it's essential to prioritize recent postings, leverage job board filters to identify new listings, and submit thoughtful, customized applications promptly. By understanding the typical hiring timeline and acting strategically, job seekers can move from passively applying to actively influencing their job search outcomes.

The Four-Day Workweek: A Win-Win for Everyone

The four-day workweek is gaining significant traction, with compelling data supporting its widespread benefits. Research by 4DWG, an international NGO, examined 245 businesses and nonprofits globally, involving over 8,700 workers, and the results don’t lie. With 69% of employees experiencing reduced burnout, 42% improved mental health, and 37% better physical health, the four-day work week shows significant benefits for employees, all achieved without a reduction in pay. A remarkable 13% of participants even stated they would not revert to a five-day schedule for any amount of money.

Organizations adopting this model report high success rates, averaging 8.2 out of 10, with less than 10% discontinuing the program after a year. This success is often driven by "productivity hacks," like optimized meeting structures, which enable businesses to maintain 100% performance in 20% less time. The four-day week also fosters increased creativity among workers. This "win-win" scenario, achievable with minimal financial investment, points to an organic evolution of the workweek, where both Workers Want a Four-Day Week and Companies Should Too.

"Quiet Cracking" is the New Quiet Quitting

‘Quiet Cracking’ is the Latest Career Trend, and perhaps most troubling, a sign of deep-seated employee disengagement. Unlike "quiet quitting," a deliberate act of setting boundaries, quiet cracking stems from genuine workplace unhappiness and stress, often leading to a silent emotional breakdown. Career coach Emily Button-Lynham notes its rising prevalence, linking it to factors like toxic work cultures, increased pressure from return-to-office mandates, perceived stagnation due to limited career growth, and ineffective leadership.

Individuals experiencing quiet cracking often exhibit cynicism, negativity, apathy, or heightened emotional states concerning their work. While not as severe as burnout, it's a critical precursor that demands attention. Addressing it involves understanding and accepting the root causes of these feelings, differentiating between controllable and uncontrollable factors, and clarifying personal career aspirations. Instead of impulsively seeking new employment, open and honest communication with management or trusted colleagues is encouraged, focusing on constructive dialogue to improve the situation. This proactive approach aims to restore a sense of purpose and well-being before disengagement escalates into full-blown burnout.

Entry-Level Jobs Are In Fact Here to Stay

The notion that entry-level jobs are disappearing due to automation, especially AI, is a misconception, often propagated by those with a vested interest in selling automation tools. These roles are not merely about task completion; they are fundamental to building robust talent pipelines and nurturing future leaders within organizations. Younger workers, who typically fill these positions, offer distinct advantages: they are generally more cost-effective to hire, highly trainable, and possess a natural aptitude for integrating new technologies like AI into workflows. They frequently serve as internal educators, demonstrating to more senior staff how to effectively leverage these advanced tools. Moreover, their fresh perspectives and willingness to question established norms foster innovation and creativity within the workplace.

Despite some recent temporary cutbacks, many companies are now actively rebuilding their entry-level programs to ensure a strong talent pool for the future. The demand for entry-level talent remains strong, underpinning ongoing corporate growth and innovation so, No, Entry Level Jobs Are Not Going Away. (←Great read, btw)

Workday Faces Mandate to Contact Older Job Applicants in Lawsuit

The lawsuit against Workday is a wake-up call: AI in hiring isn’t neutral, and for many over 40, it may be quietly shutting doors before they’re even opened.

A recent federal court ruling in Mobley v. Workday has significant implications for HR tech providers, particularly Workday. Judge Rita Lin mandated that Workday must notify all job applicants over 40 who applied through their system since September 24, 2020, about a class action lawsuit, rejecting Workday's claim of difficulty. Last week, she also ruled that the case can proceed as a collective action, allowing Mobley to notify “similarly situated individuals” who may wish to join the lawsuit.

Andrew Gadomski, a thought leader in cybersecurity and business strategist, penned an excellent article on the topic worth reading:

My hot take: I fundamentally believe that humans must remain at the heart of the hiring process. Technology can and should be used to streamline workflows, but it should never replace human judgment. Hiring decisions shape lives, teams, and companies, and those decisions demand empathy, context, and critical thinking—qualities no algorithm can replicate.

Navigating the ‘Glass Wall’

Today, Job-Seekers Face a ‘Glass Wall’ Trying to Get Hired, where a high volume of job postings are visible, along with hiring contacts, yet applications yield frustratingly little response. This widespread silence is a significant pain point, leading to feelings of defeat and doubts about the legitimacy of job listings. Experts confirm this experience is not a reflection of individual shortcomings but rather a systemic challenge. A slowdown in hiring across industries, influenced by economic uncertainties and the increased use of AI in recruitment, contributes to an overloaded system where recruiters struggle to process vast numbers of applications.

To navigate this environment, job seekers are advised to heavily prioritize networking, dedicating substantial time to connecting with new contacts and re-engaging existing ones. Sharing updates on application progress, even without positive outcomes, can stimulate new leads within their network. Offering assistance to others can also foster a sense of purpose and mutual support. Ultimately, it's crucial to acknowledge that every application and interaction, regardless of immediate feedback, contributes to forward momentum in the job search.

‘Boomerang Hires’ Are on the Rise

‘Don't Burn Bridges When Quitting a Job’ is always a cardinal rule to follow but especially now that "boomerang hires’, former employees returning to a company, are on the rise. Analysis of ADP payroll data shows a notable increase in boomerang workers, particularly in the information sector, reversing a trend seen during the Great Resignation of 2022.

For employers, rehiring former staff offers a "best bang for your buck" solution, as these individuals are already familiar with the company culture, require less onboarding, and their performance is a known quantity. In a tight job market where hiring takes longer and layoffs are increasing, companies are becoming more cautious and are willing to turn to known entities.

For job seekers facing a grueling search, maintaining positive relationships with past employers is increasingly crucial. How one leaves a job, whether by quitting or being laid off, can significantly impact future re-employment prospects. A respectful departure, even during times of dissatisfaction, can open doors for a potential return, transforming employee exits from final goodbyes into part of a "revolving door" talent strategy.

Kelli Hrivnack, a MarTech recruiter, shared this article on LinkedIn along with the tip: Don't burn it all down if the company were one you'd reconsider for the right role.

Identifying ‘Ghost Jobs’ in the Modern Job Market

A major current frustration for job seekers is the pervasive silence after applying, leading many to suspect the existence of ‘ghost jobs’, listings posted without a genuine intent to hire. LinkedIn's research confirms this pain point, with over half of applicants hearing back from less than 5% of jobs, fueling distrust and a perception of increased ghost jobs. While some fake listings exist, the perception is often amplified by a lack of transparency.

To navigate this, job seekers must exercise due diligence and determine How to Identify a ‘Ghost Job’. Be wary of postings that seem too good to be true, unsolicited text messages, or those requiring upfront payment. Platforms like LinkedIn are helping by providing "hiring insights," such as typical response times and verification status for job posts. Beyond vetting listings, leveraging your professional network is crucial. Referrals significantly boost your application's visibility and trustworthiness, as 93% of hiring managers value them. Reaching out to first or second-degree connections for referrals can circumvent the silence and increase your chances of landing a legitimate role.