jobs tends to swell to greater numbers than when fewer people are looking for work. The impact of networking with previous co-workers, friends, family, or other acquaintances is also reduced as companies become more reluctant to announce available openings, and employees become less likely to recommend coming to work for a company that does not seem to appreciate their people. For those who may have been able to network with potential companies by “interviewing” key perIn times of high unemployment and fewer job opportunities, there are some curious trends that develop. As job seekers flood into competition for fewer jobs, some employers seem to develop an attitude that prospective employees must be the “cream of the crop” with very little interest in wasting time on interviewing less qualified candidates. For those who continue to work, an employer’s market seems to add more stress, require higher standards of performance from the work force, and demonstrate less appreciation for existing talent. Though these perceptions may truly apply in some cases, when industries tighten their belts to weather the storm of decreased profits, staffing cut backs, and fewer employees, the focus of many companies turns from growth to survival. Communication and appreciation tends to be reduced during these times.

During times of higher unemployment, those companies that think in terms of becoming more selective about who they hire due to the sudden increase in availability of more qualified candidates soon discover a real problem with adopting this perspective. Even though it is true that more qualified candidates are seeking new jobs, putting these people in touch with potential hiring companies is also much more difficult. Many firms that post job openings receive such an overwhelming response to their postings, it becomes a daunting task to sort through the resumes that come flooding in, to find the qualified candidates they wish to interview.

This problem may also occur in times of lower unemployment, but in hard times, the situation can send companies looking for alternative ways to stem the tide, and clear their vision for a practical approach to finding the talent they seek. The situation results in more companies taking the search for appropriate candidates into the realm of the “hidden” job market.

Availability of “hidden” jobs tends to swell to greater numbers than when fewer people are looking for work. The impact of networking with previous co-workers, friends, family, or other acquaintances is also reduced as companies become more reluctant to announce available openings, and employees become less likely to recommend coming to work for a company that does not seem to appreciate their people. For those who may have been able to network with potential companies by “interviewing” key pers

k force, and demonstrate less appreciation for existing talent. Though these perceptions may truly apply in some cases, when industries tighten their belts to weather the storm of decreased profits, staffing cut backs, and fewer employees, the focus of many companies turns from growth to survival. Communication and appreciation tends to be reduced during these times.

During times of higher unemployment, those companies that think in terms of becoming more selective about who they hire due to the sudden increase in availability of more qualified candidates soon discover a real problem with adopting this perspective. Even though it is true that more qualified candidates are seeking new jobs, putting these people in touch with potential hiring companies is also much more difficult. Many firms that post job openings receive such an overwhelming response to their postings, it becomes a daunting task to sort through the resumes that come flooding in, to find the qualified candidates they wish to interview.

This problem may also occur in times of lower unemployment, but in hard times, the situation can send companies looking for alternative ways to stem the tide, and clear their vision for a practical approach to finding the talent they seek. The situation results in more companies taking the search for appropriate candidates into the realm of the “hidden” job market.

Availability of “hidden” jobs tends to swell to greater numbers than when fewer people are looking for work. The impact of networking with previous co-workers, friends, family, or other acquaintances is also reduced as companies become more reluctant to announce available openings, and employees become less likely to recommend coming to work for a company that does not seem to appreciate their people. For those who may have been able to network with potential companies by “interviewing” key per

about who they hire due to the sudden increase in availability of more qualified candidates soon discover a real problem with adopting this perspective. Even though it is true that more qualified candidates are seeking new jobs, putting these people in touch with potential hiring companies is also much more difficult. Many firms that post job openings receive such an overwhelming response to their postings, it becomes a daunting task to sort through the resumes that come flooding in, to find the qualified candidates they wish to interview.

This problem may also occur in times of lower unemployment, but in hard times, the situation can send companies looking for alternative ways to stem the tide, and clear their vision for a practical approach to finding the talent they seek. The situation results in more companies taking the search for appropriate candidates into the realm of the “hidden” job market.

Availability of “hidden” jobs tends to swell to greater numbers than when fewer people are looking for work. The impact of networking with previous co-workers, friends, family, or other acquaintances is also reduced as companies become more reluctant to announce available openings, and employees become less likely to recommend coming to work for a company that does not seem to appreciate their people. For those who may have been able to network with potential companies by “interviewing” key per

e flooding in, to find the qualified candidates they wish to interview.

This problem may also occur in times of lower unemployment, but in hard times, the situation can send companies looking for alternative ways to stem the tide, and clear their vision for a practical approach to finding the talent they seek. The situation results in more companies taking the search for appropriate candidates into the realm of the “hidden” job market.

Availability of “hidden” jobs tends to swell to greater numbers than when fewer people are looking for work. The impact of networking with previous co-workers, friends, family, or other acquaintances is also reduced as companies become more reluctant to announce available openings, and employees become less likely to recommend coming to work for a company that does not seem to appreciate their people. For those who may have been able to network with potential companies by “interviewing” key per

jobs tends to swell to greater numbers than when fewer people are looking for work. The impact of networking with previous co-workers, friends, family, or other acquaintances is also reduced as companies become more reluctant to announce available openings, and employees become less likely to recommend coming to work for a company that does not seem to appreciate their people. For those who may have been able to network with potential companies by “interviewing” key personnel about a particular need or area of expertise, the doors to establishing these types of contacts are slammed shut.

Finding a job in an employer’s market can be one of the most difficult challenges anyone will ever have to face. Being successful in seeking opportunity requires several key changes in perspective. There are some important things to remember when finding a job becomes increasingly difficult:

1. Regardless of how many people are competing in looking for work, the individual job seeker only has to be concerned with finding one suitable place to hire them. It is very easy to become discouraged when you realize that nearly everyone you know seems to be looking for a job. Your task is not to find a job for everyone else in the world; it is only important that you locate one reasonable opportunity for yourself.

2. Maintain a persistent search for posted opportunities, even when nothing seems to be coming back in response to your inquiries. The law of averages will eventually provide some job opportunities where your resume reaches the top of the pile.

3. Persist in trying to locate any “inside” contacts with companies you can exploit for interest in the talents you bring to the table. You may find yourself able to land a position that is of less interest to other people looking for work, but perfectly suitable for you to ride out the stormy business environment.

4. Force yourself to conduct every interview with an attitude that you are a highly sought after commodity, with much to offer any organization. NEVER let your disappointment or desperation appear to an interviewer. High self confidence, positive attitude, and a “can do” spirit are the number one elements that can generate a good job offer, regardless of how much competition you are facing. Employers have no mercy for negative attitudes. Be prepared to give the p