Module 1
Learn to play the game
The new game in town sees recruiters automating as much as they can. The ATS systems will bounce your application as you push the apply button, and some will never even tell you. Can you decide which roles are actual and which are 'ghosts'? Have you got all the proper documents? Are you ready to play the game?
State of the Market
Updated 1 Feb 2025
This section will be updated regularly. It will try to note how the market is moving, so swing back here and check out what has changed. It is not all doom and gloom, but understanding the market will put you on a positive footing from now on.
The job market outlook for 2025 appears mixed, with some positive indicators and potential challenges. Here's an overview of the critical factors that could influence job availability and economic recovery in 2025:
Positive Indicators
Economic Growth Prospects
The global economic expansion was expected to continue into 2025, with GDP growth projected to reach 1.5% in the UK. If it happens, this growth could potentially increase job opportunities across various sectors. However, there are now some; EY Item Club suggests that 1.5% may have been overestimated and that 1% is more realistic. This cut in predictions and the uncertainty due to Tariffs being placed by the USA may have a knock-on effect on the job market.
Tight Labour Market
The UK is experiencing a tight labour market due to demographic shifts and a declining birth rate, which is expected to create workforce shortages for the next 10-15 years. This situation could increase job seekers' bargaining power and more competitive employer offers.
Technology-Driven Opportunities
The demand for tech talent is expected to outpace supply by 2025, creating a highly competitive job market for those with specialised skills. Fields such as AI development, data science, and cybersecurity are anticipated to grow significantly, offering new career paths for tech-savvy professionals.
Potential Challenges (but it's not all bad)
Economic Uncertainties
While there are signs of recovery, the economic outlook remains cautious. Inflation and interest rates could impact hiring decisions, particularly in industries reliant on capital investments. Recent changes to Employer's National Insurance will have some effect. Those using umbrella companies for contract work will see increased costs, thus lower-end remuneration.
Policy Risks
Implementing trade tariffs and stricter immigration policies could offset economic gains and increase inflationary pressures, which may slow real GDP growth.
Automation and AI Impact
As AI and automation advance, they are reshaping workplace skill requirements. Over 54% of hiring managers report that these technological advancements alter the skill sets needed for many roles.
Industry-Specific Trends
Green Jobs and Sustainability
There's likely to be growth in green jobs and sustainability-related positions as companies focus on environmental initiatives.
SME Growth
Small and Medium Enterprises (SMEs) are expected to play a critical role in job creation, potentially leading to new employment opportunities. Startups and Scaleups will flourish, while the big companies will continue to cut costs.
Supply Chain Reshaping
Industries heavily reliant on global supply chains may face hiring slowdowns, but some companies are adapting by reshoring operations, which could create new job opportunities. Current government plans are to grow manufacturing, increasing jobs in the longer term.
Understand Your Respective Industry (Be a master of one - not a Jack of all trades)
Automotive Industry Leading the Charge. This month, as an example, I am highlighting automotive as it has been widely in the news. The key is to understand the business you know best.
Several major automobile manufacturers have announced significant job cuts in recent weeks, reflecting ongoing challenges in the industry. Here's an overview of the companies that have made such announcements:
Ford Motor Company
Ford has announced plans to cut 4,000 jobs across Europe and the United Kingdom by the end of 2027. Most of these layoffs will occur in Germany (2,900 positions), with 800 in the UK and 300 across other EU countries. This decision is attributed to economic challenges, increased competition, and weaker-than-expected electric vehicle sales.
Volkswagen
While specific numbers weren't provided, Volkswagen has indicated that it is considering the closure of up to three of its German facilities, according to its chief employee representative. This move will potentially result in tens of thousands of job losses.
General Motors
General Motors has issued layoff notices to 1,000 workers at its Orion Assembly plant north of Detroit and announced 400 layoffs at the Lansing Grand River factory in Michigan.
Stellantis (You may know them as Fiat, Abarth, Lancia, and Vauxhall, amongst others).
Stellantis recently fired 400 white-collar workers during a mandatory remote workday and cut 2,000 supplemental workers. This move is particularly worrying in an industry that hires primarily manual workers, and the method of firing them while they were at home is shocking.
Tesla
Although not within the last month, it's worth noting that Tesla announced in April 2024 that it would cut roughly 14,000 employees, representing about 10% of its workforce. This layoff process is still ongoing.
Bosch
While not a direct automobile manufacturer, Bosch, the world's largest car parts supplier, has announced plans to cut up to 5,500 jobs. This decision is attributed to slow electric vehicle sales and competition from Chinese imports.
These job cuts reflect broader challenges in the automotive industry, including the transition to electric vehicles, economic pressures, and increased competition from Chinese manufacturers.
There are other items to note worldwide with the application of AI and Robotics.
Hyundai
The Hyundai Motor Company's Ulsan factory in South Korea employs a substantial workforce. According to information, the Ulsan plant has 34,000 employees working on a two-shift system. The plant comprises five factories spread across 15 million square meters, equivalent to 700 football pitches. It produces 14 different models for global distribution and can produce a vehicle every 10 seconds.
The Ulsan factory's employment figures contribute significantly to the local economy. The city of Ulsan, where the plant is located, is known as the richest in South Korea, with the highest income per capita in the country. An estimated 660,000 jobs in the city, from a population of around 1.3 million, are related to Hyundai in one way or another.
Hyundai Motor Group opened a cutting-edge electric vehicle (EV) factory in Singapore called the Hyundai Motor Group Innovation Center Singapore (HMGICS). This facility represents a significant advancement in automotive manufacturing and showcases Hyundai's commitment to future mobility solutions. The factory is only 935,380 square feet on seven floors and will produce 30,000 EV units annually. They claim that once you order, your car will roll off the production line two hours later.
The downside for employment is that the factory in Jurong Innovation District, Singapore, employs only 29 (TWENTY NINE) people on the shop floor out of 256. As of November 2024, there are 64 Hyundai jobs listed in Singapore on JobStreet. However, these positions are not all specifically for the HMGICS factory and include various roles across different departments. In comparison, the Korean factory suggests hiring an extra 80,000 people over the next two years. They are planning on huge investment and expansion.
If you have been working in the automobile industry and have lost your job, it is time to consider how transferrable your skills are in this volatile market.
What is essential from this case study of automotive employment, is that if you wish to be employed in this sector, you must know the industry inside and out when it comes to interview.
1st Step in your Plans.
Explore the market you have been working in and make some decisions at an early stage if you may consider changing. If you are staying in the sector you have been working in, study it and be able to speak to it when asked. For example, if you are in Automotive Sales, it is not enough to tell your future employer you met your targets each month last year. More details in Modules 2 and 3.
How is Today's Game Played?
Let's be very honest at the outset.
There are only a few ways to get employed in the current market.
The most potent tool is networking.
Many desirable positions are filled through word-of-mouth referrals before they’re ever advertised publicly. This is the 'who you know' route. The key here is to get yourself seen by others and be bold to ask if they have roles available. Please do not wait for someone to contact you after you send them a message. Be proactive. Expand your professional network by:
• Joining professional associations
• Attending industry events and conferences
• Connecting with colleagues and alumni online and in person
• Utilise platforms like LinkedIn, but be aware of the limitations the system sets.
• Get listed on our site
Online Job Boards and Career Websites
Job boards and career websites are essential resources for finding open positions. Make sure to:
• Upload not just a CV but other documents outlined in this program
• Set up job alerts for relevant positions
• Check listings frequently, as new opportunities are posted daily
Company Websites
Many organisations post job openings directly on their websites. If there’s a specific company you’re interested in:
• Check their careers page daily
• Consider making a speculative application if no suitable roles are currently listed
Job Fairs
Attending job fairs allows you to:
• Meet directly with multiple employers
• Learn about various companies and industries
• Potentially secure on-the-spot interviews
Of course, there are others: referrals, cold calling and, of course, social media.
To understand the new rules, you need to see how the old rules played out in recruitment. This is not to say some companies still play by the old rules, but you need to be savvy enough to see how the game is being played as you work your way through the process.
The Old Rules.
You would see an advert for a role that you liked the look of. You could see yourself doing that job, and the benefits would be better than where you were now.
You would have applied with a standard CV. If your skills match those the recruiter was seeking, you will receive an email or a telephone call and an initial conversation. If the recruiter liked what he hears, you would be put forward for a second interview with the hiring manager and then probably a third interview with a senior person in the organisation before being offered a role. Many people found it so easy to move roles that they would jump very often. That has all changed.
The New Rules.
It is claimed that up to 70% of the jobs on offer do not exist. Understanding what is going on with this high number of jobs that appear to be ghosts is the starting point for choosing the proper role to apply for.
Why are there ghost jobs? What are they playing at?
Imagine the following scenario: Company A produces a software product and wants to know what its corporate competition is doing. Simply put, corporate espionage.
They place an advert for a software engineer with a particular skill set and advertise that the role has a reasonably high salary and terrific benefits. In a recent conversation, a recruiter who advertised precisely this for a Python programmer received 3000 applications for the role within the first week.
LinkedIn used to state how many people had applied for a job. Now, they have changed that to say 100+. Every role, however, will gain hundreds of applications, many from people without the correct skill set, or so say the recruiters.
They take the applications they have received and give them to an analyst with a copy of Power BI or an equivalent.
On most CVs applicants tell too much information. Give away secrets and confidential information without realising it at the time. The applicant wants to show how good they are and give themselves the best opportunity to get hired.
The company identifies several people who currently or recently worked for Company B from the hundreds, if not thousands, of applications and invites them to interview. Those invited are excited and wish to show themselves in the best light. They will fly through an interview with a recruiter and then onto interview two with a hiring manager.
An early question will be asked of them in that interview. "Tell me about a project you have been working on that had challenges. How did you work around these?"
After several of these interviews, Company A knows precisely what its competition at Company B is working on. Of course, they would deny this. But bet your last dollar that the interview process will halt as the company has changed its strategy, a person has been chosen internally, or one of ten other excuses.
What are companies looking for?
Today's recruitment process involves more than creating a CV and relying on a few interview questions. Many experts will contact you and tell you they will rewrite your CV for a large sum, increasing your chances.
Today's process has many more steps and requires new-style documents that only you can create. To get past the post, you must prove your value and sound exciting. The good news is that you are on your way.
Over the subsequent five sessions, you will gain the information you need to prepare to join this new game and have the tools ready to win.