How to handle hiring freezes and reprioritizations

What’s changing when people get laid off? It’s no longer just updating your resume and quietly disappearing from the org chart. Across industries — especially tech — a new trend is emerging: peer support communities for those affected by job cuts. Why this matters for recruiters, job-seekers and HR professionals: • These groups combine emotional support + practical help — job leads, resume reviews, interview strategy, shared referral networks. • They change how we think about layoffs — from a personal failure to a shared experience and potential reset point. • For recruitment agencies (like ours at Jama HR Express) and clients working in manufacturing, aerospace or tech: tapping into or even supporting these communities can be a differentiator in how you engage talent. • And for job-seekers: recognizing that you’re not alone — and that community + network can accelerate your next move. 💬 Question for the network: Have you seen or participated in a layoff-support community (LinkedIn group, Slack, Discord, local network) that made a meaningful difference? What was the biggest value you derived from it? #CareerTransitions #Layoffs #TalentAcquisition #JobSearch #CommunitySupport

Every single day, I’m applying to jobs. I’m talking to recruiters. And the cycle continues — applications go nowhere. It’s been 12 months of this. Every day on LinkedIn and Glassdoor, I see my situation reflected in thousands of others. The green “Open to Work” banner is becoming more and more common — a quiet signal of how many people are struggling. I’ve been through multi-round interviews that spanned two months… only for the company to decide not to hire anyone. Half the jobs posted online are ghost jobs. I know people willing to take 40% pay cuts or apply for roles well below their experience level — just for a chance to work again. I’m applying to jobs with 90-minute commutes, for 20% less than I made before… and still not being selected. There are 7.4 million unemployed people in the U.S. right now — and 7.2 million open positions. Yet hiring feels stagnant. Companies are merging, creating redundancies. Massive layoffs are happening across industries. And AI is quietly eliminating roles that once felt secure. What happens when millions of qualified, experienced people simply can’t find work? When they no longer have paychecks, benefits, or a path forward? It’s more than frustrating — it’s terrifying.

English follows 9月の米国解雇は減少も、通年採用計画は16年ぶりの低水準。 最新データによると、9月の解雇発表は約54,000件と大幅に減少しましたが、2025年通年の採用計画数はわずか20万件余りで、2009年以来の最低水準となりました。 企業が雇用を維持しながらも、新規採用には慎重な姿勢を強めており、経済の不透明感とコスト圧力が依然として重くのしかかっています。労働市場は「解雇は減ったが、採用も進まない」という、“低流動”な安定状態に入りつつあります。 📉 解雇：前月比で減少（約54,000件） 🏗️ 採用計画：通年で16年ぶりの低水準 ⚖️ 労働市場は慎重な安定局面に #米国雇用 #労働市場 #採用トレンド #雇用動向 #経済トレンド #人材市場 #採用見通し ⸻ US layoffs fell in September, but hiring plans remain at a 16-year low. According to the latest data, US employers announced roughly 54,000 job cuts in September — a 37% monthly decline. However, planned hiring for 2025 has dropped to just over 200,000, marking the lowest year-to-date level since 2009. The data signals a cautious tone across corporate America: businesses are avoiding mass layoffs but also refraining from aggressive hiring, reflecting cost pressures and ongoing economic uncertainty. The result is a labor market that feels stable yet stagnant — steady employment, limited mobility, and subdued optimism. 📉 Layoffs: sharply lower in September (~54,000) 🏗️ Hiring Plans: lowest YTD since 2009 (~200,000) ⚖️ Labor Market: stability with stagnation #USJobs #LaborMarket #HiringTrends #EmploymentOutlook #JobCuts #USEconomy #Recruitment #WorkforceTrends

English follows 9月の米国解雇は減少も、通年採用計画は16年ぶりの低水準。 最新データによると、9月の解雇発表は約54,000件と大幅に減少しましたが、2025年通年の採用計画数はわずか20万件余りで、2009年以来の最低水準となりました。 企業が雇用を維持しながらも、新規採用には慎重な姿勢を強めており、経済の不透明感とコスト圧力が依然として重くのしかかっています。労働市場は「解雇は減ったが、採用も進まない」という、“低流動”な安定状態に入りつつあります。 📉 解雇：前月比で減少（約54,000件） 🏗️ 採用計画：通年で16年ぶりの低水準 ⚖️ 労働市場は慎重な安定局面に #米国雇用 #労働市場 #採用トレンド #雇用動向 #経済トレンド #人材市場 #採用見通し ⸻ US layoffs fell in September, but hiring plans remain at a 16-year low. According to the latest data, US employers announced roughly 54,000 job cuts in September — a 37% monthly decline. However, planned hiring for 2025 has dropped to just over 200,000, marking the lowest year-to-date level since 2009. The data signals a cautious tone across corporate America: businesses are avoiding mass layoffs but also refraining from aggressive hiring, reflecting cost pressures and ongoing economic uncertainty. The result is a labor market that feels stable yet stagnant — steady employment, limited mobility, and subdued optimism. 📉 Layoffs: sharply lower in September (~54,000) 🏗️ Hiring Plans: lowest YTD since 2009 (~200,000) ⚖️ Labor Market: stability with stagnation #USJobs #LaborMarket #HiringTrends #EmploymentOutlook #JobCuts #USEconomy #Recruitment #WorkforceTrends

🤔 The Reality of ATS & Today’s Job Market Being “open to work” and applying to countless jobs doesn’t guarantee opportunities anymore — and here’s why. From my own experience, most applications never even reach a human. They get filtered out by Applicant Tracking Systems (ATS) before a recruiter sees them. As a result, many talented professionals remain jobless, not because of lack of skills, but because of how the system works. What I don’t understand is the current company mindset. On one hand, we see layoffs happening in bulk. On the other hand, companies rely heavily on ATS filters — almost as if the entire hiring process could run without human judgment. 🔎 Skills, experience, and potential often can’t be measured by keywords alone. If organizations want to truly build strong teams, there needs to be more balance between technology and human evaluation. Let’s see how this journey unfolds — but one thing is clear: the hiring system needs a reset. ⸻ ✅ #OpenToWork #ATS #JobSearch #Hiring #CareerDevelopment #Recruitment #FutureOfWork #Layoffs #AI #JobMarket

The “unicorn” candidate is a myth. 🦄 Holding out for someone who checks every single box leads to longer hiring cycles, burned-out teams, and missed opportunities. The truth? The best hires aren’t the ones who have done it all, they’re the ones who are curious, coachable, and hungry to learn. #MForceRecruiting #Hiring #Engineering #Recruiting

The “perfect” candidate doesn’t exist. Chasing flawless resumes slows hiring, frustrates teams, and causes you to lose strong people who could have grown into the role. The best hires aren’t perfect on day one they’re adaptable, eager to learn, and ready to grow. Stop chasing perfect. Start building strong. 💡 How do you weigh potential vs. experience when you hire? Michael N. #recruiting #hiringtips #hiring #MForceRecruiting

Top 6 Things Shit Recruiters Do (so you don't have to) 👀 1️⃣ They ghost candidates like their on Hinge Applied last week? No reply. Interviewed yesterday? Still radio silence. Ghosting might work when you think it's game, but in recruitment, it just earns a bad rep 2️⃣ They treat job specs like IKEA instructions “Insert candidate here. Screw in culture fit. Done.” No context, no nuance, just hoping it holds together 3️⃣ They call at 7am on a Monday Nothing says “we value your time” like waking someone up to tell them about a ‘fantastic opportunity’ that has nothing to do with their skillset or background 5️⃣ They submit candidates without reading a JD or taking a brief “Oh, you have experience in accounting? Perfect, we need a senior software engineer.” 6️⃣ Reel candidates in with opportunities that aren't real Don't BS people. You'll just burn bridges. Recruitment isn’t rocket science - it’s about respecting people, understanding roles, and actually qualifying. Moral of the story: Don’t be a shit recruiter. #Recruitment #TalentStrategy #Hiring #SaaS #GTM #Tech #Founder #GTM #Tech #Headhunter #Staffr

Tech Hiring Pullback = Hidden Opportunity 🔥 Tech job listings are down but that might be your opening. A 9% month-over-month drop and 16% year-over-year slide sound dramatic, yet talent mobility is rising and niche skills are still hot. 🗝️ Key Move 1: Tap hidden talent Look beyond the usual networks to discover overlooked professionals ready to move. 🗝️ Key Move 2: Build internal mobility Invest in cross-training and clear career paths to keep and grow your best people. 🗝️ Key Move 3: Pilot mini projects Use short-term or trial assignments to test hires quickly and lower risk. The slowdown is real, but so is the opportunity. This is the moment to be strategic, not static. I want to hear from my network: what tactic is giving you the best hiring ROI right now? #TechHiring #Growth #TalentStrategy #FutureOfWork #Procom #Recruiting #Staffing

Worried that your analytics career gaps are raising red flags with recruiters? Use this: 𝟭/ 𝗥𝗲𝗳𝗿𝗮𝗺𝗲 𝗬𝗼𝘂𝗿 𝗦𝘁𝗼𝗿𝘆 Most layoffs are beyond your control. Present the events neutrally without blaming the company. Focus on circumstances — e.g., a department-wide cut due to business shifts. Avoid positioning yourself as a poor performer. 𝟮️/ 𝗔𝗱𝗱𝗿𝗲𝘀𝘀 𝗟𝗼𝗻𝗴 𝗚𝗮𝗽𝘀 Help recruiters understand the layoff’s unexpected nature and how you used the time productively. For example, through social service, passion projects, or upskilling. Avoid appearing as someone who has spent the last six months endlessly applying with no results. 𝟯/ 𝗘𝘅𝗽𝗹𝗮𝗶𝗻 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗘𝘅𝗶𝘁𝘀 Before citing a toxic workplace as a reason for leaving, clarify why you stayed. Avoid positioning yourself as someone stuck with no option to switch. Instead of letting layoffs, job switches, or career gaps define you, craft a story based on facts and emotions... ... 𝘵𝘩𝘢𝘵 𝘮𝘢𝘬𝘦𝘴 𝘳𝘦𝘤𝘳𝘶𝘪𝘵𝘦𝘳𝘴 𝘴𝘢𝘺, "𝘐’𝘥 𝘥𝘰 𝘵𝘩𝘦 𝘴𝘢𝘮𝘦." Try this in your next recruiter call! Any questions? 👇 #analyst #analytics