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Overcoming doubt and thriving in job search
Editorial by Christian Saint Cyr
National Director / Canadian Job Development Network
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How confident are you in the job market going into 2026? I have new data to share, but I think this is a two-sided equation. We need to discuss the outlook for employment but I also believe our perceptions and certainly our clients' or students' perceptions are just as important in supporting people to find employment.
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Cynicism is very common. Likely, you're told regularly by your clients or students: 'no one is hiring', 'one one wants to hire me', 'they only want to hire someone with experience'.
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I was talking with a young job seeker the other day who claimed in frustration, "I've applied for a hundred jobs!"
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To which I said, "really -- a hundred jobs? But you really only went in-person to apply for five or six, right?"
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To this they replied, "I've worked in retail. We're irritated by people who apply in-person! My manager throws their resumes in the trash."
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To this I said, "yeah -- some employers do that, and they're rude, and it's intimidating and frustrating. But if you're not the most qualified, experienced person you're not going to make inroads applying to posted jobs. And while some employers respond this way, there is a significant portion of hospitality, retail and customer service employers who prefer people apply in person. They can size job candidates up, get a sense of their communication skills, outgoingness and confidence."
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It is easy to have this back and forth with job seekers and I only wish it was this short because most frustrated job seekers have a dozen more reasons why employers won't hire them.
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Why not just write down all of those reasons and call that their resume?
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In career development, we need to address this. Not only is it drenched in cynicism and demonstrates a fundamental lack of confidence. Confidence in employers, the job market and most importantly, confidence in themselves.
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I want to share what the data is telling us about the job market, but I'm reminded that I prepare this text for #MotivatingMondays.
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I need to share where the job market is, which is anything but motivating, but stick with me, because I hope to give you something to be confident about before we wrap up.
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Recently, Harris Poll conducted a survey in partnership with Express Employment Professionals and it demonstrates both employers and job seekers have mixed feelings about the job market.
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Close to three-quarters of job seekers (72%) expect it will be difficult to find a job in the next six months, which is in line with six months ago (74%), but significantly higher than the same time last year (62%).
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Half of job seekers (48%) also believe there are fewer job opportunities in their field compared to a year ago, similar to last year (46%).
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At the same time, 39% anticipate overall wages will increase in 2026 compared to 2025, up slightly from last year (37%).
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Finding full-time work remains the primary objective for job seekers, with 78% willing to accept full-time positions, while 38% are willing to accept part-time work. Almost one-third (28%) are willing to accept contract or freelance positions, 22% temporary or seasonal positions and 19% entry-level positions.
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The intensity of job searches is also shifting. Currently, 29% of job seekers report actively looking for a new job, down from 39% last year, while 71% browse but are not fully committed to their job search. This trend suggests a market where job seekers are cautious.
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While nearly half of employed job seekers (47%) have worked more than usual in the past year, this represents a decline from last year (58%). Moreover, fewer employed job seekers say they are working longer hours and more shifts than usual in the past year (33%, down from 43% last year). Fewer are also saying they are working more overtime than usual (24%, down from 31% last year).
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In addition, a smaller proportion of employed job seekers have taken on another job in addition to their current one (20%, compared to 30% last year).
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We should note, there are significant generational differences, with Gen Z much more likely than Gen X or boomers to say they have worked longer hours this past year (66% compared to 45% and 27%, respectively), as well as worked more overtime in the past year (39% compared to 17% and 12%, respectively).
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Why are employed job seekers looking to make a move?
- 41% cite the need to negotiate better compensation.
- 38% are seeking better work-life balance.
- 36% want to keep an eye on the job market.
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Top concerns about staying put:
- 40% worry about not getting the salary increase they deserve.
- 27% fear a slowdown in work opportunities.
- 24% are concerned about losing their job if the economy declines.
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Despite these pressures, satisfaction gaps remain a driving force behind career decisions. While 85% say salary is important, only 56% of employed job seekers say they are satisfied with their current salary, an almost 30-point gap. Benefits have a 10-point gap with 74% saying it is important, but only 64% being satisfied with their current benefits package.
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A five-point gap exists between the importance of work-life balance (79%) and satisfaction with their current situation (74%). These gaps underscore persistent frustrations that could shape the job market in the months ahead.
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And while the focus of this research is very much on people who already have a job and are looking for a new one, obviously the challenges for those without a job are exponentially more difficult.
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Often in these segments, I compare being a job developer to being a sales person. Sure, selling a brand new Porsche during an economic boom is easy, I'm guessing, but how hard is it to sell a luxury car during an economic downturn?
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What I'm hearing from employer engagement professionals is that we're in a wait and see mode, where employers are reluctant to fire, slow to hire.
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I can assure you, short of a complete economic collapse, this trend isn't going anywhere any time soon. World affairs, you know what I'm talking about, is leaving everyone in a wait and see mode and it goes from Mark Carney straight down to the owner of your local bakery.
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So what can we do about it? First of all, we need to instill in our clients that all of the complaints in the world are not going to change the job market that exists.
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Stephen Covey, author of 'The 7 Habits of Highly Effective People' argued that between a stimulus (such as poor economy or reluctant employer) and response, a space exists where humans hold the power to choose their actions based on principles rather than reactions.
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Covey attributed this to the work of Dr. Viktor Frankl with the "power to pause" central to being proactive, enabling growth, freedom, and character building.
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How often have you heard people say in the past couple of years, 'I feel helpless'?
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Stephen Covey is argued, we're never helpless. We may not be able to affect the actions of world leaders. In fact we may not be able to alter the actions, choices and perspectives of the people closest to us, but we do have control over how we react.
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When we focus on other peoples' actions and say we can't do anything about it, we're surrounding the power of how we respond. What we control.
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When a sales person feels discouraged and ineffective, they focus on the things that will most likely produce a sale. They focus on approaching so many customers every day, they refine their sales pitch and the do the mental work necessary to put themselves in the best possible place when they get an opportunity to approach a customer.
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What does the job seeker have control over? Just some of the elements include:
- How many employers they approach each day
- How frequently they engage employers on social media
- The quality and specificity of their resume
- Whether they use a cover letter
- How quickly they apply
- Whether they follow-up or not
- Whether they apply online or in-person
- Whether to attend a job fair or networking event
- How they prepare for an interview
- Whether they have an elevator pitch
- Whether they send a personalized thank you note
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Just like us, job seekers can't control what an employer is going to do, but they have tremendous control over what they do.
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I've often said, your efforts will get you the interview but it's confidence that gets people the job. Clients need to do the work to help create these opportunities but we have a part to play.
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We're not only advocates for our clients to employers, we need to be advocates to our clients themselves. We need to help build them up; assure them about what is working and what can be improved; and help them understand the unique contribution they can make. That an employer would be lucky to hire them.
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As we all know, job search is lonely and isolating. It's hard for people to feel confident and we have a unique role that allows us to speak into this in a way that their spouse, partner, kids, parents, friends and family can't.
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I've had the pleasure of meeting thousands of people who've worked with career professionals over the years. Rarely do they talk about the suggested resume, the interview coaching, the job placement or any other benefit of career development. Most often they are talking about someone who encouraged them and supported them when they most needed it. Don't ever forget, we have the privilege of doing some amazing work in our profession that helps people change their own lives.
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We’ll be discussing the how to best encourage our clients or students at our #MotivatingMondays meeting of the Canadian Job Development Network, Monday January 26th at 8:30am Pacific; 9:30am Mountain; 10:30am Central; 11:30am Eastern; 12:30pm Atlantic and at 1pm in Newfoundland.
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On the morning of Monday Jan. 26th 'Click this Link' to join the session LIVE.
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Labour Market 101 Training Modules
for British Columbia and Ontario
20% Discount Until Feb. 12th, 2026
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It's time for our annual Labour Market 101 Training Modules. This is an excellent introduction to important LMI divided up into five different occupations:
Resource Room Advisors (Mon. Mar. 2nd);
Employment Case Managers (Tues. Mar. 3rd);
Facilitators (Wed. Mar. 4th);
Job Developers (Thurs. Mar. 5th); and
Managers / Supervisors (Fri. Mar. 6th)
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Up until Thursday February 12th, everyone who registers is going to benefit from a 20% Discount on their registration.
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We have two series planned, one for British Columbia career professionals and another for Ontario. To learn more, click on one of these links:
BC LMI 101 Training Modules
Ontario LMI 101 Training Modules
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or to learn more, email Christian Saint Cyr, at: csaintcyr@labourmarketonline.com.
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