Current Job Market Trends and Predictions with Robert Half Executive Deb Bottineau

In this episode, I’m joined by Deb Bottineau, Managing Director of Strategy and Solutions at Robert Half, whose career in recruitment and talent solutions spans nearly 30 years. Deb shares an encouraging look at today’s competitive job market, including how AI is reshaping hiring, why qualified professionals are sometimes overlooked and what job seekers can do to create more opportunities. We explore how to use technology without losing your authentic voice, strengthen your professional brand and take a more focused, proactive approach to your career transition.

Tune in to hear more about:

• How AI is reshaping recruitment and why authenticity still matters

• Why strong opportunities remain, even as hiring decisions take longer

• How pay transparency supports better alignment and greater equity

• Why an updated LinkedIn profile can help recruiters find you

• How targeted outreach and networking can create more opportunities

• Why adaptability, collaboration and relationship building remain essential career skills

Tune into this episode of Career Ambitions to learn how you can move beyond simply applying online, position your experience with greater confidence and stay positive, focused and proactive as you pursue the right next opportunity.

Guest Links:
LinkedIn: https://www.linkedin.com/in/deb-bottineau-06736513/

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Let's Connect:
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Transcript

SPEAKER_00 0:00

Welcome to Career Ambitions, the podcast for corporate professionals who are ready to stop waiting and take control of their careers. If you're tired of sending applications into the void, wondering why you're not getting interviews, and watching opportunities go to people who are no more qualified than you, you're in the right place, my friends. I'm Joanne Sparrow, former HR Director Turned Career Coach. And I've spent more than two decades sitting on the other side of the hiring table. That means I know exactly what hiring managers think and what they say behind closed doors. Join me on this episode of Career Ambitions, where I'm pulling back the curtains on the hiring process and unapologetically exposing the truths, job seekers are never told to give you the strategy and confidence to move your career forward and land your dream job or promotion. Welcome, Deb. How are you? I'm so glad we're here together today.

SPEAKER_01 0:55

I'm great, Joanne. Thanks. This is really fun. I'm glad we're able to spend some time connecting and talking a little bit about the marketplace.

SPEAKER_00 1:05

I have been so excited, just anticipating this conversation with you, and I'm really excited. So just a little bit of background about you and our, well, our relationship. We've known each other probably 20 years. And um, you've been with Robert Half International for all of those years, um, almost 30 years, I think, the last time we chatted. And you're currently the managing director of Talent Solutions. So I'm sure you're going to share with the audience a ton of valuable insights from Robert Half perspective and the um reports that you have access to and studies. So maybe just you could tell the audience a little bit about yourself. Sure.

SPEAKER_01 1:46

Well, it's it's exciting that we've known each other for over 20 years. And um, you know, our relationship is is is very much aligned with my professional storyline, which is a career spent in talent solutions, partnering not only with organizations that are looking for great talent, but also with professionals that are looking at career transitions. And so it's been an exciting journey working in this marketplace, helping people find great career opportunities. And and I know you and I had an opportunity to meet first when you were a Robert Half client many years ago. My gosh, come full circle.

SPEAKER_00 2:27

It sure has. Wow. Boy, the time has flown by, right? It has for sure. Yeah, okay. Well, let's dive in. Um, let's start by talking about um with your experience across multiple and a variety of job market cycles. What feels different about this current market we're in today?

SPEAKER_01 2:50

Well, I think we just cannot deny the impact that AI is having on today's workplace. It's just having such a pervasive impact on all aspects. Um, you know, we've got organizations that have introduced AI tools as a part of their recruitment strategy, their screening, um, but it's also having them readjust the roles that they have available within their organization. And so there's this different view to what talent and skills do we need to evolve our organization? And so that's having a real impact on the marketplace and a direct impact on um employees that are looking for career opportunities because we've got everybody sort of adjusting to this new technology place we're in. And how do I fit into that? And how do I properly showcase my skill sets to align with new roles that are being created by organizations? And so we're in this state of transition that really has a lot of people um, you know, stopping and re-evaluating their approach, whether they're looking for work or whether they're hiring for talent in their organization. So I think that is the most pervasive um factor that we're seeing right now is just how it's reshaping the workplace.

SPEAKER_00 4:18

And for many job seekers, it's been incredibly frustrating just with the volume of applicants that they're competing with and then competing with AI-generated resumes. I mean, they're all starting to look the same.

SPEAKER_01 4:32

Well, it is very frustrating because it's a situation where you want to leverage the tools so that you can compete in a market that is leveraging the tools, but there's a balance because if you overplay that hand, what ends up happening is your your submission isn't authentic. And so it may not be an accurate reflection of your skills and experience. And so it's it's about trying to strike that balance. And so it is creating frustration because people don't really know how best to navigate. Um, and we are also seeing in the marketplace more shifts happening because of um the changes that are being made within organizations. We've obviously seen organizations restructure, and so there's great talent on the marketplace and and people finding themselves in this place of transition longer than maybe they've experienced before. And so that has an impact on our confidence and um um and has us again taking the step back to reevaluate how do I how do I tackle this in the most productive way?

SPEAKER_00 5:48

Yes, and how do I stand out in the market, in a crowded market?

SPEAKER_01 5:51

Absolutely. It's crowded, it's highly competitive, and so you really do have to have a multifaceted approach to your search.

SPEAKER_00 6:02

Yes. So the old way of applying and simply waiting for a call, that does not work anymore. That is not a strategy.

SPEAKER_01 6:12

It's it's the path that's creating a lot of frustration for for people in the marketplace, understandably. Um because unfortunately, you know, these tools are are are screening out great people.

SPEAKER_00 6:26

Yeah, yeah. Um recruitment firms are a great resource for job seekers. I know for uh um, I think it was probably in the last six months, I actually got a call from a recruiter uh whether it was Robert Howe, I'm not sure, but um I was in their system from years ago and my profile popped up in their search. And well, I had to decline the um opportunity to interview because I'm not looking for work. I'm pivoted obviously to career coaching, but but um for any job seekers out there, it's super um um important to be connected to recruiters and get in the system.

SPEAKER_01 7:07

You know, it it's a great way to just create additional pathways and also to talk to people that are in the market, that are seeing some of the trends as they're shifting and changing real time. And so seeking out that support is something that I would recommend for anyone. Um, you know, I think this isn't the time to go it alone. Um, you've got to seek out resources and people that have broader connections than maybe you would have to help support that search. And obviously you and I are talking and you're playing a critical role helping to support um individuals in their career transition. And so seeking out mentors and and and people that have expertise that um that you can leverage, I think that's that's part of the game. It really is.

SPEAKER_00 7:56

Yes, yes. So so from your perspective, uh looking at your teams, um, the recruiters on your team in the divisions doing the work, um how are they feeling about random DMs from job seekers saying they've applied, they're interested in chatting.

SPEAKER_01 8:15

Like they must be inundated with there's a lot of volume for sure. And obviously, they do their very best to um reach out and connect with everyone that is incoming. Um, it there is volume, and so um it can be challenging, but that's the business we're in. And so um we welcome conversations, we want to be proactive to help support everyone in their journey. And so, you know, I guess that the caveat I would say is as a job seeker, is just um, you know, don't take it personally if you don't go don't get an immediate response because it is a volume um consideration. But that's what we do is we're we're here to help support and and we're speaking with a lot of people every day, and we do our very best to align um job seekers with great opportunities in the marketplace. And so um, yeah, I think it's just about understanding that there is volume, and uh, and we are we are hearing from a high volume of of people.

SPEAKER_00 9:21

Can you tell us what Robert Hap's current data is telling us about hiring and salary expectations and particularly employer confidence?

SPEAKER_01 9:30

So, I mean, there's there's a lot of great opportunities available in the marketplace. If if you look at some of the data, it would support that in professional um services, so whether it's accounting and finance or technology, marketing and creative, um, human resources, um, there's demand across all of those facets of the workplace. Um, you know, despite organizations leveraging tools like AI to create efficiencies, we still hear from employers that they're challenged to find great talent. And much of that has to do with some of the specialized skill sets that they're seeking that may not currently exist within their organization. So there's opportunities to be leveraged in the marketplace. Um, the process to hire is longer than we've seen historically because there is some conservatism around decision making, um, because organizations are involving more key stakeholders in that process, because a lot of the roles they're hiring for may be new to the organization. And so there's a little more consideration going into the process. Um, and there is adjustment to the tools that are being leveraged. So I mean, there's there's there's plenty of opportunities out there. It's just honing in on the ones that are right for you. Um, so I'm very encouraged by what we're seeing in the marketplace. Um, there's optimism around opportunity. It's just the pathway to find that right fit is in some cases taking a little bit longer. Um, you know, I think that there was a period of time where we saw compensation really spiking. Um, there was sort of this post-COVID period of time where um we did see um organizations um out of a necessity to bring in great talent making some pretty extreme adjustments to compensation. I think that's leveled out. And so organizations are mindful, um, you know, budgets may not be all that they've been before. So they're trying to balance their ability to attract great talent, provide that talent with um competitive market compensation, but also mindful of the budget that they have to work with. And so, you know, that's um created a bit more of a level playing field in the market as far as compensation. Um, and then there's also tremendous mindfulness around pay equity to make sure that um what organizations are are offering incoming talent is consistent and aligned with what is being provided internally from an organizational standpoint. Um, you know, I think the move towards pay transparency in the market has been a game changer and very positive, both for job seekers and for hiring managers. Um, you know, it's it's helped to create this transparency that has somewhat eliminated what I think all parties in the hiring process found to be a challenge is, you know, if I'm if I'm searching for a role, I can hone in on the ones that are aligned with my my salary expectations. And so I don't find myself midway through a process wondering, right? Am I am I aligned? Um, you know, have I invested now a couple of interview steps and now have to overcome this awkward conversation around compensation? We know up front. So I think that's a tremendous step forward. And um, I know hiring managers are are happy with that, that, that um progress, um, because likewise you want to make sure that you're engaging um candidates into your process that are a fit, um, not only for some of the things that you're looking for from a skill-based perspective, cultural, but also that it aligns from a compensation standpoint. So um I think we're in a better place with that now.

SPEAKER_00 13:48

I agree 100%. That was long overdue.

SPEAKER_01 13:51

Long overdue. Long overdue.

SPEAKER_00 13:54

Okay. What are the resume or LinkedIn mistakes that cause qualified candidates to get overlooked?

SPEAKER_01 14:03

So, I mean, you have to treat your LinkedIn profile as a form of your resume. It's your external brand to the marketplace. And so it says a lot about who you are and what it is that you have to offer the job market. And so I do see um candidates who are putting tremendous time and attention into the resume, but forgetting about the LinkedIn profile. And so the LinkedIn profile is um, you know, that's sort of the first message that you're sending to the marketplace. And so um just making sure that it's it's robust, that you are showcasing your professional work experience, but you're highlighting your skills that are going to be drawn upon in any searches that are happening from organizations or recruitment professionals that you're highlighting where you've done some volunteer work, or maybe where you have um, you know, uh been a part of um associations outside of your professional work experience. And so um I do see gaps still with that. And so I think that's kind of a quick win is to get in there and um I mean, LinkedIn can provide you some really great um ideas of how you can polish that, but get another set of eyes on it because you know I have conversations every week with job seekers who um, you know, maybe just miss some of the basic things they can do to really elevate their profile. And so get another set of eyes on your LinkedIn profile. I think that can go a long, long way. Um, and then the resume, you know, that the challenge with the resume is it really does need to be somewhat customized to the roles that you're applying to. And so I do find that if we're just using one generic resume, it may not provide some of the nuance or customization required um for some of the roles that you're applying to. And so um it does become a bit of this fluid process um of just sort of, you know, shaping the view of your resume to align with where you're applying. Um, so there is a lot of work involved, which is why I say like get some help. Yes.

SPEAKER_00 16:19

Well, and that's one of the big components of my coaching program is your LinkedIn profile, optimizing it, and then leveraging the platform for networking and finding those hidden opportunities and connections. Um, there is so much um hesitation to use LinkedIn. Uh I and I understand it for those folks that are currently in a soul-crushing job looking, but don't want their employer to know they're looking. So there's that challenge. But for folks that are not currently working, um, there there really is a ton of value in the platform. And I, you're right, it's your digital billboard. And it whether you're owning your brand or not, you have a brand out there. So you might as well embrace it so that you attract hiring managers, recruiters.

SPEAKER_01 17:14

And I also think that even if you are working, um, you know, it it's I think it's just part of our professional brand. And so we should be updating that with projects and initiatives that we're involved in um that are evolving continuously. So I think the other thing that I see is that um, you know, someone's maybe been with an organization for a long time. And so what they originally set that profile up to look like years ago is what it looks like today. And it's so it's not evolving and reflecting a lot of the things that are happening within your organization today. And so, you know, I think when you're working, you are reflecting not only your personal brand, but the brand of the organization that you're working for. So I think it it should be a continuous process.

SPEAKER_00 18:04

Yes, you always want that to be evolving and your your resume really should be very similar. Uh I wouldn't say mirror, but it should be very similar because um I I've questioned to when I've looked at candidates in the past, why is there such a variance from the resume to their LinkedIn profiles? Absolutely. Um, it does cause red flags. And so uh your resume should mirror, uh sorry, not mirror, should look very similar to your LinkedIn profile. And that LinkedIn profile, you can take it even further in the about section, add in things that you know, write write about your career story and your accomplishments and those measurable results that employers want to see because uh recruiters are trusting resumes less and less because there's so much AI use with them.

SPEAKER_01 18:55

And and what's happening is employers are literally receiving resumes that are almost identical in their presentation because there's an overutilization of AI in that process. So it's about moderation, it's not about an embellishment of your experience that just brings us to a place where it's no longer the reality. Um, because that may get you the interview, it may, but then ultimately that becomes exposed through the process. So anything that you're putting in LinkedIn, anything that is going on a resume, it's got to reflect your reality. And so, you know, AI should help us to, you know, capture the essence of our experience. It really shouldn't be used to um, you know, to modify the reality.

SPEAKER_00 19:50

Yes, exactly. Um, okay. So Deb, what should job seekers do beyond applying online? We talked about LinkedIn, but what are your what do your teams respond well to and not to um when job seekers are reaching out to have uh coffee conversations?

SPEAKER_01 20:10

So you know what? I I think there's a few things that can be really helpful. Is first of all, I think as a job seeker, you want to spend some time creating your own personal go-to-market strategy. So be clear on the type of role that you're interested in, the organizations and industries that align with your experience and your interest, so that you're somewhat targeted and focused. I think that that's important. It also allows you to maybe identify the organizations in your marketplace that really do effectively align with what you can offer. And so I encourage people that even without a posting online, to send some expressed notes of interest to stakeholders within those organizations. So to the extent that you can make those connections proactively, you might even find that when you start to do that research, that there could even be people in the organization that you may even know through your network. And so leveraging that in a very focused and strategic way can be very helpful. Um, and then also conveying that when you're working in partnership with a recruitment professional, because if you have a list of 10 or more organizations in your marketplace and you come prepared with that list and have a conversation with the recruitment professional, they may say, Hey, Joanne, I actually know someone that works in that organization. I'd be very happy to reach out proactively to express your interest in joining that organization. So I think that shows a level of investment in your journey. Um, it also can help. The role of the recruitment professional to hone in and be very targeted as you partner together. So I think that can be very helpful. I'm also very encouraging of people to just think more broadly about your personal network. This is a time and place where you will find that people who know you personally will be very open to helping you in your job search. And so sometimes we forget about people we know and where they work and the roles they're in and how they may be able to bridge a gap and help you make connections. So I think we're in a world where we want to leverage those connections and reach out and see do they maybe know someone and not be afraid to ask because I think there is a broad understanding of how competitive the marketplace is today. And so people will be willing to help you. So don't be afraid to ask. I think that's very, very important. But I think just you know, putting the time and focus into preparing yourself to put your best foot forward. And so if you're reaching out to a recruitment professional, they're really going to appreciate that you've done a little bit of due diligence, that you've thought through where you, you know, where you want to work and and and how you feel that your skills and experience align with the organizations that you want to work for. So just showing that extra time and attention to prepare for the interview process is something that's going to really set you apart from the candidates in the market that are just, you know, just sort of sending out applications en masse to roles, whether they truly align or not. I think that's a big differentiator.

SPEAKER_00 23:58

Yes, I would agree. And I've seen candidates where, you know, it's one thing to be 60, 70, 80% um qualified to do a job and apply, but I've seen candidates with a huge disconnect. Um, so I think, you know, taking a uh try to think of the job posting when you're looking at it, look at at the job posting, compare your resume to it. And um through a critical lens, and not a resume that's AI generated so that it looks like you're capable of doing the job. There's there's so many um uh that's that's part of the problem. And sorry, I'm gonna cut that out. I'm just rambling right now. It's okay. So I lost my train of thought here. So let's um move on to the next question.

SPEAKER_01 24:46

But I was gonna say, Joanne, that I I do think that that when when we're applying to roles that are misaligned with our experience, that is also what is creating some of the clog in the system. Yes. So it's it's creating an abundance of volume for employers and for recruitment professionals because it's time spent exploring a match that doesn't exist. So I think it's important that we all play a really responsible role in the process to make sure that we're applying to positions that truly are aligned with our skills and experience, and then those touch points and connections become much more meaningful and impactful.

SPEAKER_00 25:34

Yes, I agree with that. So Robert Half is a global organization in multiple different industry sectors, and you recruit at all levels. We do. How are recruiters helping those senior professionals get past the ageism challenge?

SPEAKER_01 25:55

Well, you know what? It's I so first of all, I think that is absolutely a responsibility of employers to ensure that they have guardrails in place to avoid for these biases in their hiring process. And so I think there's tremendous responsibility that exists with employers who are leveraging tools to ensure that there is human involvement early enough in the process and to make sure that they are drawing from a very diverse and talented pool of candidates. So I think it's important to note that there's a tremendous responsibility that sits with the employer in this process. I think from a candidate perspective, my advice is to focus on the things that we can control. And so regardless of your level of experience or your age, um, hone in on the things that you can really bring that are of tremendous value to the organization. Talk about how you effectively interact with all people across the organization. So preparing to share examples of how you have effectively collaborated with all generations within the workplace, I think is an important piece because organizations are looking to create collaborative teams. And so if you're able to really showcase how you have effectively collaborated with various stakeholders within your prior organizations, different cohorts, whether that's ages, uh different departments, these are things that are really important today. Because the one thing that I would say is very top of mind for organizations, it's, you know, how do we stay very focused on the human side of our business at a time when technology is really leading our strategy? And so I believe that the people that are going to really stand out in the hiring process are the ones that are really able to showcase their ability to connect with people, their ability to navigate change, their ability to think strategically about how we might do things differently. Those soft skills, irregardless of your level of experience, are what employers are looking for today to evolve their organization. So I think just focus in on that. Um there are going to be things that as job seekers, we just do not have control over, but we can control how we show up. We can control how we really effectively showcase our soft skills. Um and I think that that's that that's the way to win in this marketplace.

SPEAKER_00 29:16

Yeah, and you know, articulating that your soft skills, transferable skills in your career story is what can get you the job.

SPEAKER_01 29:26

Absolutely. Absolutely. So don't place limitations on yourself also. Um, because I think some of the things that um we know maybe obstacles can get get in our way. And so just find a way to work around that. And uh and I think that can go a really long way.

SPEAKER_00 29:48

I still continue my fractional HR work. I want to stay close to current events in HR, what's happening in the marketplace, particularly in recruitment and talent. And one of my clients, we I posted two jobs and uh very very similar, but one was a senior role. Posted them the same day. Within 48 hours, I had about 1,200 applicants. And um the posting did say hybrid in downtown Toronto. Um, a lot of the applicants were not even in Ontario, so I was able to filter out my geographical location. Um, but even then after filtering down, I was at about 500 between the two jobs. I didn't have the time to go through all 500 applicants. It was a real challenge. So that's that's just an one example of the sheer volume. And and then at that point it becomes, you know, I block out, I go through the candidates and the ones that are screen or not screen until I get to a good number of candidates to screen, and then we go from there. So there was uh likely a uh I don't know how many candidates I didn't even see because of the volume. It it's it's uh very uh it can be very unmanageable.

SPEAKER_01 31:11

It it it it definitely can be unmanageable. Um and and we want to do our best to connect with everyone, um, but the sheer volume can be truly unmanageable at times.

SPEAKER_00 31:23

Yeah. Yeah. Well, Debbie, this has been a fantastic conversation. Is there any last comments or thoughts that you could share with uh the audience, particularly job seekers in today's market?

SPEAKER_01 31:41

Well, I mean, I I just want to actually thank you, Joanne, for taking the time to have this conversation because I think this is what job seekers are seeking, is insights into how best to navigate what it can be a very challenging job market for them. And so um professionals like you who have years of experience and insights to share can be very helpful role models um to professionals at all levels throughout their career. You know, I I speak with um very experienced professionals who have found themselves in this market for the first time in in sometimes 10 or more years. And um and and they're struggling and their confidence is affected. And so I just encourage people that find themselves in those transitions to reach out for guidance and support and mentorship. And um, and sometimes it can be, you know, a couple of little nuggets that you glean from a conversation with someone like you that has years of experience and who's you know really dialed into the trends that we're seeing in the marketplace, that can just give you that extra lift in your search, um, that that that idea that uh you know gets you the next interview. So I think just you know what, if you're in the market and you're in transition and you're feeling frustrated, take a step back, evaluate what have you done thus far, and make small adjustments and and and and seek out help. And those small adjustments can make all the difference. Um, and hang in there because you're not alone. I think that's the other thing is um, you know, you're you're not alone, and uh that right opportunity will come your way. It will. And I believe we're all we all land where we're meant to be. I totally agree. You know, I always think what's for you won't go by you, right? Yeah, so um just stay the course and stay positive and stay proactive. Those are the keys. Those are truly the keys. But this has been great, Joanne. Thanks so much for inviting the conversation. I would welcome an opportunity to chat again.

SPEAKER_00 34:07

It's been fantastic. Thank you so much, Deb. Thank you so much for listening to Career Ambitions. If this episode gave you a new perspective, a practical takeaway, or even a little spark of confidence you needed, I would love for you to follow the show and leave a review. And if you're an ambitious corporate professional who's ready to stop guessing and start moving with a clear strategy, I would love to invite you to my masterclass. Inside this masterclass, I teach the exact strategies my clients are using to land their dream jobs. You can learn more about the masterclass in the show notes or at joannsparo.com. See you in the next episode of Career Ambitions.