[K-Women Talk]Why Are There So Many Job Postings, Yet Finding a Job Is Still So Hard?

This is the story of a recent job candidate I met. "There are plenty of job postings, but I don't see any companies I actually want to apply to. Am I being too picky?" On the other hand, here's what an HR manager at a mid-sized company said. "There are a lot of applicants, but none of them are people we actually want to hire. They don't meet our standards."

According to Unico Search, a headhunting firm, as of September 18 this year, there were 5,886 job placement requests made to Unico Search, a 29% increase compared to the same period last year. Contrary to concerns about a shrinking job market, the number of openings is up. However, as a headhunter, I still find it difficult to make successful matches.

So, what makes matching so difficult? First, let's look at the career experience ranges that companies prefer. In the past, companies favored veterans with over 10 years of experience, but recently, demand has surged for candidates with 5 to 13 years of experience. These candidates are highly skilled, come with relatively lower salary expectations, and adapt well to organizations. On the other hand, even highly capable candidates with more than 20 years of experience are finding it harder to get hired as companies seek a younger workforce. One executive-level candidate put it this way: "I have plenty of experience and know-how, but it seems like my age is holding me back at the threshold."

The size of the company also complicates matching. As one mid-sized company CEO lamented, "The candidates we want are also being courted by other companies. Since we can't compete on salary, it's hard to be chosen." In reality, highly qualified candidates often receive offers from multiple companies at once and naturally gravitate toward large or well-known firms, considering salary, brand, and benefits as a whole.

Changes in job requirements are another source of mismatch. In recent hiring requests, I frequently see requirements like "planner who can utilize AI" or "operations manager capable of data analysis." New skills that were not previously required have become "must-haves," and even experienced professionals find it difficult to get hired if they haven't kept up with these new competencies.

Differences in salary expectations are also a major factor. Candidates say, "You need to offer at least 20% more than my current salary to make a move worthwhile," while companies respond, "We can only go about 5% above your current salary." This makes matching difficult. However, an interesting recent survey by Remember found that 43.8% of respondents cited "career growth potential" as their top criterion when choosing a new employer, far outpacing "salary increase rate" at 20.7%. This suggests that money isn't the only issue.

So how should we respond to these changing circumstances? First, it is necessary to adjust expectations realistically. Instead of waiting for perfect conditions, consider gaining experience if about 70% of your criteria are met. For those with 5 to 13 years of experience, now is the most advantageous time-take advantage of it by continuously upgrading your skills, even while employed. In the era of AI, acquiring new tools and technologies is not optional but essential.

Networking is also important. Many good opportunities come through recommendations, not public job postings. It is crucial to maintain relationships with peers and seniors in the industry and actively use platforms like LinkedIn. For those with more years of experience, a more strategic approach is required. Rather than simply emphasizing your career history, highlight the unique value you bring in roles that require experience, such as mentoring or organizational management.

While the solution to the hiring mismatch may seem complicated, it ultimately starts with both companies and job seekers making realistic adjustments to their expectations. Rather than searching for perfect conditions, a shift in perspective toward seeking opportunities for mutual growth is needed.

Moon Sunkyung, Executive Director at Unico Search