3 Job Market Insights for Downsized Workers: Return to work sooner in 2025.

Some of us were stunned earlier this week when the federal government closed its diversity, equity, and inclusion (DEI) offices. The government appears to be taking steps to remove all workers in these offices from their jobs. Other offices—and perhaps entire federal agencies—could be shuttered in the coming days and weeks, too.

Federal employees, unlike their private sector counterparts, rarely face mass layoffs. Those employed in federal agencies—not contractors–are accustomed to steady paychecks, and need new jobs quickly to support families.

A lot of factors determine whether or not a jobseeker will land quickly. Nonetheless, I want to offer some of the following insights and suggestions to jobseekers that need work right away:

1. Superstars land jobs quickly,
2.  Candidates referred into jobs are hired more rapidly than others, and
3. You need a job search strategy to “easily apply” with online applications.

Jobseekers that must find an opportunity within days or weeks for economic reasons can develop a strategy that may work. An option I discussed with coaching clients at a program serving downsized professionals in New York was to seek a “day job” while looking for their “dream job.” I’ve had a number of co-workers and clients that worked in entry-level jobs, or jobs outside their fields while they continued seeking jobs on their career track.

Take a “survival job” or “gig work” when you need one. You could be very unhappy though if you take gigs or a job that conflicts with your personal values or does not match your skills.

Superstars land jobs quickly.

We have all encountered people who appear to get great jobs through sheer luck. They are in the right place at the right time. Most often, I have found, the person has outstanding credentials and experience the vast majority of workers do not match.  For example, a “superstar” client I worked with had some 20 years of experience as a lobbyist with notable legislative “wins,” multiple bar admissions, including the US Supreme Court Bar, and schooling at Oxford University. She spent one afternoon using her new resume to apply for jobs, got several interviews, and was offered a dream job. The next time she needed a job, she landed before we finalized her new resume!

The majority of us are solid “journeyman-level” professionals, and not superstars. We are the people that do the day-to-day work for superstar leaders. Federal government, and perhaps some corporate HR systems may explicitly classify us as “journeymen.” So unlike World-renown experts and leaders, our job searches will require effort. We’ll have to market the skills and experience that will make prospective employers aware of us and then motivate them to learn more about us. That takes time.

Candidates referred into jobs get hired faster.

You will not find a “magic bullet” (or resume bullet-point) that will guarantee you can “get a job in 10 days,” or some other arbitrary timeframe. It does not matter to employers how badly you need a job. Employers hire to meet their needs, and not your needs.

Companies of all sizes, I’ve been told, seek new employees through referrals from current employees. They are especially keen to hire employees that excellent performers refer to them. Presumably, employees refer friends and acquaintances that are top performers like they are.

Your goal should be to identify and get to know the great performers in companies where you want to work. My Dad called that process “finding a rabbi.” A more modern term for the process is “finding a mentor.” Steve Dalton, in his book, The 2-Hour Job Search refers to identifying and cultivating contacts that can help you as “finding boosters.” Regardless of what you call the process, or precisely how you go about this search, it will take time.

Chances are that you already know your mentors or boosters and do not realize it. For example, if you have been at the same corporate or government office for a long time, you can find former colleagues on LinkedIn that have moved on and can refer you to opportunities or hire you.

This effort is still likely to be faster, and lead to a job that better matches your skills and values, than random online applications.

Some years ago, a friend I worked with at a previous job invited me to his new office. I found several former coworkers in his cube-farm. It turned out that one of the group was hired first. She referred her former team members for job interviews.

The hiring process may be faster than average when you are referred into the job. You will still have to provide the usual resume and cover letter for hiring managers that do not know you and for the HR department and its ATS system. .

You need a job search strategy to “easily apply.”

Certain job search sites have a link for you to “easily apply” for posted jobs. It’s only easy, though, if you are ready. For example, some sites allow or even encourage you to apply with your LinkedIn profile so you do not need a traditional resume. That means your LinkedIn profile must be ready. Other sites may offer to build a resume for you as part of their “easy apply” process. You will still need accomplishment-based content to do this. The best resume and LinkedIn profile, though, is one you build yourself or collaborate with an expert to create. Don’t count on an AI or an algorithm to do it for you. Those systems do not know your unique value.

Concluding comments Massive and unexpected downsizing is painful. But you can speed the process of finding your next opportunity. Use your industry and professional contacts. Build resumes, job search letters, and a LinkedIn profile to support your career marketing campaign. Most importantly, remember that there is no easy button. Most of us will have to put in the work to get results.