“The more things change, the more they stay the same,”
As I’ve said, 2024 didn’t showcase the level of increased movement in the job market that we expected. As we close the first quarter of 2025 and start the second, we recognize that this year is shaping up to be a continuation of the same static landscape we saw in 2024.
From what we’ve seen, many employees are choosing safety, remaining in their current roles. Anyone who expected calm in the market after the new administration took office is still waiting for it. While there are a myriad of reasons, the primary driver for employee reluctance is economic instability and unpredictability. Even if the turbulence ended today, it could be months or years before people build up enough faith and confidence to make a move.
Generally speaking, employees are simply unwilling to take the risk despite plenty of openings at other companies.
While the current situation appears concerning on the surface, a deeper review indicates that it could provide the ideal conditions for the right candidate. Despite the lack of employee movement, companies still need to make hires as evidenced by job boards flush with openings. As such, this climate of uncertainty could be a genuine opportunity for an employee willing to test the market.
Knowing that your counterparts are unwilling to make a move is valuable intel. It can also make you more attractive and valuable because you are open to new opportunities. Prospective candidates would be wise to use this time to network with leaders at other companies, keeping the door open for opportunities that may arise now or in the future.
If you’re a company operating in this environment, consider making adjustments to address these challenges:
- Should you start the hiring process for executive and leadership positions earlier to accommodate for a longer-than-normal process?
- Should you apply the same logic for newly created positions and backfilling roles due to upcoming retirements?
- Another tactical change would be to streamline the interview process, ensuring only those that are part of the decision-making process are involved in order to reduce wasted time.
Finally, fully expect and anticipate counter-offers as your chosen candidate’s employer likely won’t want to lose them and the candidate may also be fielding opportunities from other competitors desperate for top talent.
With the first half of 2025 shaping up to be a continuation of 2024, a less active market can create opportunities for candidates willing to explore new positions and companies. Networking and keeping an open mind will be key for top talent.
As for companies? Consider adapting to the murky landscape by starting searches earlier, streamlining the interview process and anticipating your ideal candidate receiving a counter-offer and/or fielding multiple offers.
By Matt Nickens, Partner, Coleman Search Group
