Employer

For much of the past decade, white-collar roles felt insulated from economic volatility. But that cushion is thinning. The U.S. is experiencing what many economists call a “white-collar recession” — a slowdown concentrated in professional and managerial roles even while headline employment numbers appear somewhat stable.

And for employers, this shift brings implications that extend far beyond headcount decisions.
It affects brand, culture, rehire pipelines, unemployment costs, and the long-term stability of your workforce.

The Data: A Cooling White-Collar Market

A growing body of labor data shows the white-collar job market is tightening faster than the broader economy:

• Nearly 500,000 layoffs in Professional & Business Services occurred in a single recent month, the highest since early 2023.
• Job postings for white-collar roles fell 12.7% year over year, outpacing declines in many blue-collar sectors.
  
• U.S. public companies have reduced white-collar staffing by 3.5% over the past three years, signaling a deeper structural shift.
  
• According to HR Dive, 82% of professionals believe a white-collar recession is already underway, and two-thirds report burnout in a stagnant market.
  

The result: fewer open roles, increased competition, and a job market where displaced professionals land more slowly and often below their previous earnings level.

The Hidden Employer Cost: Long-Term Unemployment

When white-collar employees are laid off during a downturn, they typically face longer unemployment spells, not because of skill gaps, but because of market contraction.

And the consequences are measurable:

• After six months of unemployment, a worker’s odds of returning to full-time work drop 20–40%.
  
• Beyond one year, the likelihood of returning at the same pay or seniority decreases even further.
  
• Long-term unemployment erodes confidence, weakens networks, and increases the chance that individuals land far below their potential.
  

For employers, this isn’t just a personal hardship, it becomes:

✓ Higher unemployment insurance (UI) claim costs

✓ Greater brand exposure during a vulnerable transition

✓ Culture risk among remaining employees

✓ Longer recovery time when business conditions improve

✓ A smaller pool of “boomerang” rehires

Long-term unemployment is not neutral. It compounds, for individuals, and for the businesses that separate from them.

Why Helping People Land Well Protects Employers

A separation is no longer the end of the relationship between employee and employer. In a transparent digital labor market, it’s the beginning of a new chapter, one that reflects directly on your reputation.

1. Former employees become informal brand ambassadors

Employees who feel unsupported are significantly more likely to share negative experiences, publicly and privately.

In a market where job seekers screen employers through reviews, social posts, and peer networks, these impressions carry weight.

2. Strong exits improve morale and culture for those who stay

Remaining staff watch closely how colleagues are treated on the way out. A humane, supportive transition reinforces trust in leadership.

3. UI costs rise when reemployment slows

When labor markets tighten, job seekers without structured support often remain unemployed longer, increasing claim duration and total UI charges.

Outplacement coaching directly reduces those weeks.

4. Talent pipelines matter in a competitive labor market

As hiring rebounds, companies frequently turn to former employees who left on good terms.
Helping people land well increases the likelihood they will return, and recommend others.

5. Employer brand resilience is now a strategic asset

Companies that treat people well during downturns outperform competitors when the market turns. The cost of negative brand impact is far higher than the cost of enabling strong exits.

A People-First Strategy With Measurable ROI

Supporting departing employees isn’t just the right thing to do, it’s a business strategy grounded in data:

• Proactive outplacement coaching consistently shortens unemployment by 60%.
• Satisfaction with supported exits exceeds 95%.
• UI claim duration decreases, protecting budgets when the organization needs it most.
• Employer brand and culture remain strong even through disruptive transitions.

The Bottom Line: In a White-Collar Recession, Landings Matter

Today’s labor market requires more than compliance-based outplacement. It requires human-first, proactive support that helps professionals regain confidence, rebuild momentum, and reenter the workforce stronger, in ways that directly protect employer reputation, cost structure, and long-term talent outcomes.

When people land well, companies land well.

If you’d like to explore how outplacement support can reduce UI costs, protect your brand, and strengthen culture during transitions, contact us at https://www.nextjob.com/contact.

At NextJob, we believe that even in business, some moments are profoundly human.

Job loss, career change, and financial hardship test not only individuals, they test the cultures, communities, and leaders that surround them.

That’s why being Human First isn’t just a value for us. It’s the foundation of how we help people, employers, borrowers and communities recover stronger together.

Seeing the Person Behind the Job Loss

Every job search begins with uncertainty, but behind every résumé is a story: a career built, a family supported, a sense of purpose temporarily shaken.

Our coaching starts there.

Human First means meeting people where they are and restoring confidence. It means listening for the spark that helps someone reconnect with their strengths and imagine what’s next.

Because when people feel seen and supported, they move faster, farther, and with more resilience.

Why It Matters for Employers

Layoffs will always be hard, but how an organization manages them defines its culture long after the exit conversation ends.

Providing outplacement isn’t simply a benefit for departing employees, it’s brand protection for employers.

When leaders extend compassion and real career support, they preserve trust among remaining employees, strengthen their reputation, and demonstrate that values aren’t conditional on circumstance.

Human First leadership turns a difficult moment into proof of integrity.   That protects what matters most: your people and your brand.

Why It Matters for Borrowers & Communities

For lenders and partners, the same principle holds true.  Behind every delinquent mortgage or loan is a household facing job loss. A new job doesn’t just stabilize income, it keeps families in their homes and communities intact.

Jobs save homes.

Human First means helping people regain both employment and hope, so the ripple effects of hardship stop before they spread.

How We Live It

• Personalized Proactive Coaching: Every client receives proactive one-on-one guidance, accountability, and encouragement tailored to their goals.
  
  
• Compassionate Communication: We treat every interaction as an opportunity to affirm dignity and restore confidence.
  
  
• Purpose-Driven Partnerships: We work with employers and lenders who share our belief that compassion is good business.

The Human First Difference

At NextJob, we measure success by more than placement rates. We measure it in confidence regained, cultures strengthened, and communities stabilized.

Because when organizations put people first, performance follows.

That’s the power of a Human First approach — and it’s how we help employers, homeowners, and job seekers protect what they’ve built and rebuild what’s next.

💬 Ready to turn exits into reinforcements of your values?

Reach out at https://www.nextjob.com/contact to talk now, or visit www.nextjob.com/solutions to learn more.

Follow us on LinkedIn at www.linkedin.com/company/next-job/

When layoffs or workforce reductions occur, emotions often run high — and departing employees are the most likely to share their experiences publicly. Even one scathing Glassdoor review can shape how future candidates, customers, and partners view your organization.

But how you handle those moments defines your brand.

By providing outplacement or reemployment services, you transform a potentially damaging exit into an opportunity to demonstrate care, integrity, and leadership — reinforcing your company’s values and protecting the reputation you’ve worked hard to build.

How It Protects Your Brand

Reduces negative exit sentiment
Because 83% of job seekers research reviews and ratings before applying (Glassdoor), a harsh post-layoff review can ripple outward. Employees who receive career transition support feel seen, respected, and less likely to express frustration publicly.

Signals care and responsibility
A proactive approach to exits tells candidates, customers, and remaining employees that you live your values — even in difficult moments. In fact, 71% of job seekers say their perception of a company improves when it responds to reviews (Glassdoor). Outplacement sends that same message in action, not just words.

Offsets “layoff shock”
Structured transition support helps employees refocus on the future. Coaching and job search resources turn uncertainty into direction, reducing the emotional weight that often drives negative online sentiment.

Reputation & Recruiting Benefits

Glassdoor insurance
Maintaining visibility and responsiveness during challenging times matters — 70% of candidates say they’re more likely to apply to an employer active on Glassdoor (Glassdoor). Outplacement helps create a softer landing and keeps your reputation intact when it counts most.

Stronger employer brand
A well-protected brand attracts better talent. Research shows that companies with strong employer brands can cut recruitment costs by up to 50%, receive 1.5× more applications, and experience 28% less turnover (Universum Global, Influencer Marketing Hub).

Improved morale among remaining staff
When employees see their peers exiting with dignity and support, it reinforces a culture of respect and stability — strengthening morale and reducing voluntary turnover.

The Financial Impact

Outplacement is an investment that pays for itself by mitigating hidden costs:

• Higher cost-per-hire — damaged brand reputation drives recruiting expenses up.
  
• Longer time-to-fill — fewer qualified applicants slow down business recovery.
  
• Lower engagement and productivity — morale suffers when exits feel mishandled.
  
• Client perception risk — negative employer sentiment can erode customer trust.
  

Compared to those risks, outplacement is a smart, protective play for both your brand and your bottom line.

Human Care. Business Sense.

Supporting people through transition isn’t just the right thing to do — it’s strategic brand leadership.

By integrating outplacement and reemployment services, you:

• Protect your reputation when it matters most
• Strengthen your employer brand in hiring markets
• Preserve morale and trust among remaining teams
• Shield against the hidden costs of negative public feedback

💬 Ready to turn exits into reinforcements of your values?

Reach out at https://www.nextjob.com/contact to talk now, or visit www.nextjob.com/solutions/employers to learn more.

Follow us on LinkedIn at www.linkedin.com/company/next-job/

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Mentorship is a powerful tool that can significantly influence career development and professional growth. In today's fast-paced work environment, having a mentor can provide invaluable guidance, support, and insight that can help individuals navigate their career paths more effectively.

Understanding Mentorship

Mentorship involves a relationship where a more experienced individual (the mentor) provides guidance and advice to a less experienced person (the mentee). This relationship can take many forms, from formal programs within organizations to informal arrangements between colleagues. The benefits of mentorship are numerous, including enhanced skill development, increased confidence, and expanded professional networks.

Benefits of Having a Mentor

• Skill Development: Mentors can help mentees identify areas for improvement and provide resources or advice to enhance their skills.
• Networking Opportunities: A mentor often has a broader network and can introduce mentees to key contacts in their industry.
• Career Guidance: Mentors can offer insights into career paths, helping mentees make informed decisions about their future.
• Emotional Support: The journey of career advancement can be challenging, and having a mentor can provide the emotional support needed to overcome obstacles.

How to Find a Mentor

Finding the right mentor can be a crucial step in career development. Here are some tips:

1. Identify Your Goals: Understand what you want to achieve in your career and look for mentors who align with those goals.
2. Leverage Your Network: Reach out to colleagues, industry contacts, or professional organizations to find potential mentors.
3. Be Open to Different Perspectives: A mentor does not have to be in the same field; sometimes, insights from different industries can provide unique perspectives.
4. Ask for Guidance: When approaching a potential mentor, be clear about what you are seeking and how you believe they can help.

Conclusion

In conclusion, mentorship plays a vital role in career growth and development. By seeking out mentors, individuals can gain the support and guidance necessary to navigate their professional journeys successfully. Whether through formal programs or informal relationships, the impact of mentorship can be profound, leading to enhanced skills, greater confidence, and a more robust professional network.

The U.S. job market continues to evolve, presenting opportunities and challenges for job seekers and employers alike. Two critical indicators that shed light on the state of employment in different regions are the job seekers-to-job openings ratio and the average duration of unemployment. By examining these metrics, we can better understand how competitive the job market is and what it means for workers and employers in specific states.

Job Seekers-to-Job Openings Ratio

The job seekers-to-job openings ratio measures how many available workers there are for each open position. This ratio reflects labor market tightness—a lower ratio means more job openings than job seekers, while a higher ratio indicates greater competition for jobs.

Here is a breakdown of selected states:

• California and New York: 110 available workers per 100 job openings.
• New Jersey: 108 available workers per 100 job openings.
• Texas: 89 available workers per 100 job openings.
• North Dakota and South Dakota: 35 available workers per 100 job openings (indicating significant labor shortages).

Nationally, the average ratio is approximately 75 workers per 100 job openings, illustrating a general labor shortage across the country. However, the disparities between states highlight how regional economic conditions impact job market competitiveness (resources for state breakdowns below).

Unemployment Duration by State

The duration of unemployment, or the average number of weeks individuals remain unemployed, is closely tied to the job market’s competitiveness. As of December 2024, the national average duration of unemployment was 23.7 weeks, or about 5.5 months. This figure varies depending on the state’s labor market dynamics.

States with higher ratios of job seekers to job openings, such as California and New York, tend to experience longer average unemployment durations. This is due to increased competition among job seekers, which makes finding employment more challenging. Conversely, states with fewer available workers per job opening, such as North Dakota and South Dakota, typically see shorter unemployment durations. 

The Connection Between Job Openings and Unemployment Duration

The interplay between these two indicators reveals important insights for both job seekers and employers:

1. In States with High Competition (e.g., California, New York):
   
   • For Job Seekers: Heightened competition requires job seekers to focus on skills development, tailoring applications, and networking to stand out.
   • For Employers: Employers benefit from a larger pool of candidates but must work harder to identify the best fit. Streamlining the hiring process and offering competitive packages can help attract top talent.
2. In States with Labor Shortages (e.g., North Dakota, South Dakota):
   
   • For Job Seekers: There are more opportunities, allowing job seekers to secure positions quickly and potentially negotiate better terms.
   • For Employers: Labor shortages mean employers must compete for talent by offering higher wages, better benefits, and workplace flexibility. They may also need to invest in training and development to fill skill gaps.
3. National Trends:
   
   • For Job Seekers: Understanding industry-specific trends is key to targeting opportunities in growing sectors with less competition.
   • For Employers: The overall tight labor market challenges employers to create compelling offers and build strong employer brands to attract and retain workers.

What This Means for Employers

Employers must adapt their strategies to thrive in today’s dynamic job market. Here are some considerations:

• Competitive Compensation: Offering salaries and benefits that meet or exceed industry standards is crucial, especially in tight labor markets.
• Flexible Work Options: Many job seekers now prioritize remote or hybrid work arrangements. Providing flexibility can give employers an edge in attracting talent.
• Streamlined Hiring Process: A lengthy or complex hiring process can deter candidates, especially in regions with ample job opportunities. Simplifying recruitment can help secure top talent faster.
• Training and Development: In states with labor shortages, investing in upskilling or reskilling programs can help employers meet their staffing needs while enhancing employee satisfaction.

Conclusion

The U.S. job market is marked by regional variations that influence both job seekers and employers. Whether you’re facing fierce competition or a surplus of opportunities, understanding the job seekers-to-job openings ratio and unemployment duration can help you effectively strategize. 

For comprehensive state-level data on job seekers-to-job openings ratios and unemployment durations, the U.S. Bureau of Labor Statistics (BLS) provides detailed information through its Job Openings and Labor Turnover Survey (JOLTS). The BLS offers interactive charts and tables that display metrics such as job openings rates, hires rates, and the number of unemployed persons per job opening for each state. These resources can be accessed at:

• State Job Openings Rates: This resource provides seasonally adjusted job openings rates by state.
  bls.gov
• Number of Unemployed Persons per Job Opening: This chart offers a seasonally adjusted view of the number of unemployed individuals per job opening.
  bls.gov

Additionally, the Federal Reserve Economic Data (FRED) platform provides graphs and data series that illustrate the ratio of unemployment levels to job openings across various states. This can be a valuable tool for analyzing labor market tightness and understanding regional employment dynamics. You can explore these resources here:

• Unemployment Level/Job Openings: Total Nonfarm: This graph allows users to visualize the relationship between unemployment levels and job openings over time.
  fred.stlouisfed.org

These sources offer up-to-date data that can enhance your understanding of state-specific labor market conditions.

Let’s start the conversation. Reach out to us at info@nextjob.com or call (877) 290-7888 to learn more about how NextJob’s outplacement services, with individualized career coaching, can support your transitioning employees and strengthen your employer brand.

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In today's competitive business landscape, employee development is not just a perk—it's a strategic necessity. Research accumulated by Devlin Peck underscores this, revealing that companies with robust training programs experience a 218% higher income per employee than those without formalized training. Additionally, 59% of employees report that training directly enhances their job performance, driving increased productivity and satisfaction.

Yet, despite these compelling statistics, there remains a significant gap in employee career satisfaction. Fewer than one-third of employees feel satisfied with their opportunities for career advancement, highlighting an untapped opportunity for companies to invest in their most valuable asset: their people.

At NextJob, we understand the vital role that career development plays in creating a thriving, engaged workforce. Our Career Development Coaching program connects employee aspirations with organizational goals, providing tailored solutions that drive engagement, improve retention, and unlock leadership potential.

Why Career Development Matters

Here’s what the research shows about the value of investing in employee growth:

• Retention: 45% of workers are more likely to stay in their role if they receive training. Conversely, over 90% of employees say they wouldn’t leave their current job if they were offered development opportunities.
• Productivity: Well-trained employees not only perform better but are more confident, innovative, and contribute to higher efficiency.
• Culture: A focus on development fosters a learning culture, increasing employee loyalty and workplace satisfaction.

How NextJob Supports Employers

Our Career Development Coaching program equips your employees with the tools they need to grow while aligning their personal goals with your organizational objectives. Here's how our program stands out:

• Individualized Coaching: Our experienced career coaches work one-on-one with employees to help them identify strengths, explore opportunities, and create actionable career development plans.
• Comprehensive Career Assessments: Employees gain clarity about their career paths through targeted assessments, leading to more confident and informed decisions.
• Webinars and Workshops: We offer engaging learning experiences on topics like leadership, emotional intelligence, and navigating career transitions.
• Online Learning Platform: Employees have access to an intuitive learning system that provides resources for skill development, goal-setting, and career planning.
• Support for Managers: We equip managers with the tools and insights they need to have productive career conversations with their teams, ensuring alignment between employee aspirations and company objectives.

The Business Impact

When companies invest in their employees’ growth, the results speak for themselves. Beyond improving individual performance, career development initiatives contribute to:

• Increased employee engagement: Employees who feel valued and supported are more motivated and productive.
• Stronger leadership pipelines: Developing internal talent helps fill leadership roles with individuals who are already aligned with your company’s values.
• Improved employer brand: Companies that prioritize career growth are more attractive to top talent in the market.

Partner with NextJob

By partnering with NextJob, you can create a workplace culture that fosters continuous improvement and loyalty. Our solutions are designed to meet your organization’s unique needs, offering both strategic value and a tangible return on investment. Together, we can build a thriving workforce that drives your business forward.

“[NextJob] has helped me manage my personal brand and find personal fulfillment that is core to my purpose while helping drive [my company’s] mission forward.”

~ Jon, Sr. Director, Product Innovation

Let’s start the conversation. Reach out to us at info@nextjob.com or call (877) 290-7888 to learn more about how our Career Development Coaching program can transform your workplace.

By investing in your employees, you’re not just improving their skills—you’re building a stronger, more resilient organization. Let's work together to make that vision a reality.

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The U.S. Department of Labor recently highlighted a troubling reality: the gender wage gap remains especially severe for older women. For women in their 50s and 60s, the wage disparity often reflects not just current inequities but a lifetime of unequal pay, interrupted careers, and limited opportunities for advancement. The impact is profound, affecting everything from immediate earning potential to long-term financial security in retirement. Currently, women in the 55-64 age group are only earning 77% of their male counterparts. (DOL)

The Unique Challenges Older Women Face

Older women seeking to re-enter the workforce or advance their careers often encounter compounded obstacles:

• Ageism: Employers may undervalue the skills and experience that come with age.
• Skill Gaps: Rapid technological changes can create real or perceived barriers for those who have been out of the workforce or in roles with less emphasis on digital skills.
• Confidence and Visibility: After years of working in roles that may not have aligned with their full potential, some women struggle to market themselves effectively or advocate for higher pay.

These challenges make it more difficult to secure roles that match their qualifications and pay them fairly—but they are not insurmountable.

Strategies to Help Close the Gap

While the wage gap for older women reflects systemic issues, there are actionable steps that can help level the playing field:

1. Advocating for Pay Transparency – Supporting initiatives and policies that promote pay transparency can help identify and address disparities within organizations, ensuring women are paid fairly for their work.
2. Continuous Learning and Skill Development – Staying updated on industry trends and gaining certifications in high-demand skills can demonstrate value to employers and improve career prospects.
3. Building and Leveraging Networks – Professional networks can open doors to new opportunities and provide access to mentorship and resources that help women navigate the job market more effectively.
4. Practicing Confidence in Negotiation – Learning to confidently articulate one’s value and negotiate salaries can make a significant difference in achieving pay equity.
5. Seeking Employers That Prioritize Fair Pay – Targeting organizations with a track record of fair compensation practices can lead to more supportive and equitable workplaces.

Turning Challenges into Opportunities

The gender wage gap for older women remains a significant issue, but career transitions don’t have to mean compromise. With the right resources and strategies, they can become opportunities to reset, reimagine, and pursue a fulfilling career path.

Personalized coaching, skills training, and networking can help older women navigate workplace challenges, highlight their value to employers, and work toward economic equity. Access to tailored support and professional development can make a meaningful difference in securing well-paid roles that reflect their experience and potential.

Closing the wage gap is an ongoing effort, but every step toward greater fairness matters. For older women seeking to advance their careers, having the right tools and support can be a powerful advantage.

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The U.S. Department of Labor's recent release on state employment and unemployment statistics for October 2024 highlights significant trends in the labor market. For employers, these trends provide critical insights into managing unemployment benefits and supporting workforce stability.‍

National Unemployment Overview
The national unemployment rate stands at 4.1%, a slight decrease that reflects a generally stable labor market. However, state-specific variations indicate differing challenges across the country.

State-Specific Unemployment Rates

The report identifies key state disparities:

• Highest Unemployment Rates:
  • Nevada: 5.6%
  • District of Columbia: 5.7%
  • California: 5.4%
  • New York: 5.3%
• Lowest Unemployment Rates:
  • South Dakota: 2.0%
  • Vermont: 2.2%
  • North Dakota: 2.3%
  • New Hampshire: 2.5%

States with low unemployment rates are experiencing faster workforce recovery, while states with higher rates are facing longer job-search durations and increased strain on unemployment systems.

Impact on Employers
States with higher unemployment rates may experience longer unemployment durations, leading to greater unemployment insurance (UI) obligations for employers. Meanwhile, states with lower rates often see shorter unemployment periods, potentially reducing these costs. Employers must proactively address these dynamics to manage financial and operational risks effectively.

Strategies for Employers

• Proactive Outplacement Services: Employers should invest in outplacement programs to help employees in transition find new roles quickly. These services not only reduce the duration of unemployment for affected individuals but also help manage UI claims and protect employer reputation.
• Evaluate Current Programs with Third-Party Administrators: Partner with your Unemployment Claims Third-Party Administrator (TPA) or outplacement provider to analyze how existing programs are supporting efforts to reduce unemployment duration. Ensure these programs are optimized to deliver measurable results in minimizing UI claims and expediting reemployment.
• Implement Strategic Workforce Planning: Engaging in strategic workforce planning allows employers to anticipate staffing needs and avoid unnecessary layoffs, thereby reducing potential unemployment claims.

By focusing on these actionable strategies, employers can navigate the complexities of varying unemployment rates while minimizing their financial and operational impact. Understanding labor market trends and leveraging supportive programs like outplacement services will position employers to build more resilient workforces and communities.

For more resources on how to reduce unemployment duration and support transitioning employees, please don't hesitate to reach out and schedule some time with us!

As layoffs increase, so do the financial impacts of unemployment insurance (UI) claims. According to the U.S. Department of Labor, the average cost per UI claim has surged by 23.7% over the last six quarters. The length of claims has also grown, with the average claim lasting 15.22 weeks as of Q2 2024, up from 13.7 weeks in early 2023. Additionally, a growing number of individuals are exhausting their benefits—rising from 32.7% to 37.9% over the same period.

As of September 30, 2024, the unemployment rate showed a slight decline to 4.1%. However, other key indicators remain concerning. The average duration of unemployment claims increased to 15.3 weeks, and the exhaustion rate surpassed 38%, signaling that many individuals are remaining out of work for extended periods.

Key Stats – Q2 2024

• Average Cost of a Claim: $6,881
• Average Duration of a Claim: 15.2 weeks
• Average Savings with Reemployment Programs: $2,064 per claim‍
• Exhaustion Rate: 37.9%

The Case for Proactive Claim Management

This upward trend in costs makes proactive unemployment management essential. Leveraging effective reemployment programs can shorten the average claim duration by 30% or more, potentially saving $2,064 per claim.

In states with higher-than-average claim values, like Massachusetts, New Jersey, and Washington, the stakes are even higher. Claims in these regions often exceed $10,000, making a reduction of just a few weeks a significant cost-saver. In such cases, a well-executed reemployment strategy can result in savings of $3,000 or more per claim.

Do you have questions? For further discussion on this topic, please don't hesitate to reach out and schedule some time with us! Let's continue working together toward a more resilient and thriving future.

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Do you know someone who’s stuck as one of the four million long-term unemployed Americans? A family member, a recent graduate, a neighbor, a friend? With long-term unemployment at 42.1% and Labor Force Participation at only 61.6%, most of us know someone. But what can we do?

At NextJob we’ve coached many people struggling to get back in the job market and we’ve learned some important lessons as the Great Recession produced record numbers of long-term unemployed.

What We’ve Learned

First, it appears that getting stuck can happen to just about anyone, regardless of work experience or education.  Job loss is ranked as one of life’s top stressors, alongside divorce and death of a loved one.  It can be hard to recover quickly and can lead to a downward spiral.

Second, reemployment rates drop the longer someone is out of work.  Employers begin to have more questions about employment gaps and job seekers tend to lose their confidence, sapping motivation and the proactive approach that an effective job search demands.

Last, most people can get back to work, but they often need someone in their corner, someone they can trust and talk with weekly about how it’s going.  This accountability factor is critical:  It’s why the job search industry has long agreed that job clubs - regular meetings of job seekers to discuss progress - are one of the most fruitful activities.

Schools, Government & Employers

More than anything, though, we’ve learned that the best strategy is preventing long spells of unemployment through preparation.  Job seekers rate their job search skills at a D+ - not failing, but definitely depressing.  And a sampling of newly-graduated college students rated themselves at an F+ (though the plus seems moot once you’re in the F range).  As a society, we need to be more focused on teaching job search skills in high school and college.  Government benefit programs can also promote proactivity with smarter work search requirements.  And as employers, we can leverage next generation outplacement that can now more than pay for itself in saved unemployment taxes alone.

Three Ways Friends Can Help

Friends and family can also make a big difference using three strategies:

1. Encouragement - Set a time to meet weekly and be a good listener and encourager. Help your friend think through their natural talents, the positive parts of their background and the paid or unpaid accomplishments they’ve had in the past and make sure they have those highlighted in their resume and can speak effectively about them. If they’re depressed, consider discussing professional help.

2. Accountability - Ask your friend what their weekly goals are, and, once they’ve set them, help them stick to the plan each week. Help celebrate every win they have – a new target employer, an updated resume, a network connection, an interview, etc.

3. Connections - Half of all hires are made through a hiring manager’s network. You or someone you know may be the network connection or the encouragement they need: a) to target companies—regardless of whether they have currently posted positions—and b) to start using Facebook, LinkedIn or old fashioned networking to find others who can help get them connected. Proactivity in a job search can increase the likelihood of landing a job by over 60%. If we all work together – schools, government, employers and friends – imagine how many of our unemployed neighbors we can help land on their feet again and reap the benefits and the dignity of a new job.

Free NextJob Services

To support your efforts, for a limited time, we are offering your family and friends access to our online job search training system for free.  They can simply go to www.nextjobtraining.com and use the access code “NextJobCovid19” to access resources that will help them set goals, create a resume that gets noticed, target employers, prepare to interview well and much more. As part of our close network this gift is free from NextJob for your family and friends.

For more insights, visit us at  www.nextjob.com.

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