Welcome to the Jungle!

Much attention has been placed on the slowdown and the retreat in the hiring rate. There are multiple analyses which point to a continued slowdown which will persist for several years, if not only 2009 alone.

Now that businesses have reacted to slowing sales, divesting themselves of employees and inventory, they now must contend with the current climate, where no sign of recovery may be possible over the term of three to four years. In several ways, this provides occasion for some optimism, if you’re educated and focused on a particular topical area: large firms will find it hard to raise money to fund operations, due to depressed stock markets. And due to this, Smaller regional firms will cherry pick business traditionally claimed by larger firms, who lack the ability to fund their own expansion, and in some cases, make payroll without cash raised in the markets. This harvard business school blog underscores the lack of buyer confidence in large firms because of their unstable employee structure.

Startups, which traditionally do the heavy lifting of research and development for high technology, will need to stay more focused and sensitive to the needs of their niche markets. Acquiring employees with a specialized background will become more essential to a business’ success plan than before. The same law is, and will be true for large firms, with cash to invest in new initiatives. So long as there is money to spend, firms large and small will invest it in sure-fire winners — like departments that are staffed %100 with a well chosen team of individuals.

Firms, whether large or small, will need to locate the individuals with the greatest fit, and spirit, for their organization.

Problems with college hiring is understandable. The slowdown in college recruiting shows how traditional college hiring is in trouble in this climate.

If you owned a company, would you behave differently? In this climate, firms should only hire the individuals who are best suited for their hyper-specific operations, not just any candidate. No one can afford to make assumptions about a candidate based on school, alumni network or other factor that is not based on direct evidence of capability.

Conversely, students and graduates should only join firms with solid business plans and stated strategic directions, not just any job. For their own long-term happiness, students should favor firms that specialize in things they care about, because they will go much farther with firms whose agenda matches their own.

This equilibrium will hold for what will feel like a long time, and this 2,3,4 year condition will create the foundation for an entire generation and beyond.

We feel that we can be of a lot of help in this climate. Next Acropolis does several things to help:

  1. Next provides a means for a student to store all evidence of their preparation
  2. Because we utilize heavy integration of advanced search technology, students become highly searchable based on their competencies.
  3. Next Acropolis enables highly selective employees to connect with highly specialized students, thereby solving our economic conundrum.

We look forward to serving you soon, as school lets out. We feel that we will be offering the technology that will be critical to resolving the lack of network between organizations and universities and colleges.


About stefan bund

Founder of Next Acropolis. MS in Information Systems and Technology, Claremont Graduate University... Background in software engineering and teaching.
This entry was posted in campus recruiting, career advice, cost of recruiting, industrial relations, internet recruitment. Bookmark the permalink.