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The July jobs report finally turned negative: the US lost 23,000 jobs, and the Bureau of Labor Statistics revised May and June's numbers down by a combined 103,000. Pete and Peter argue the losses matter less than they sound, since 264,000 people also left the labor force this month. Fewer job seekers competing for roughly the same number of openings still adds up to a healthy market on paper, even though unemployment ticking down partly reflects people exiting the workforce rather than finding jobs.

The bigger story underneath the monthly numbers: baby boomer retirements are shrinking the labor force, a trend Pete and Peter expect to continue for at least the next five years. They also break down a new Indeed survey of economists, where 57% expect AI to lower wages and 61% worry about AI displacing college-educated workers, and get into whether a bachelor's degree still prepares graduates for the workforce it's supposed to lead them into. That includes a pointed take on the University of Michigan's decision to hide first-semester grades from new students.

They also cover the NFIB's monthly small business survey, where more than half of small businesses say they can't find qualified applicants, and why that gap persists even with plenty of candidates in the market. They close with LinkedIn's new plan to let users flag posts as AI slop, a feature Pete and Peter can't wait to use.

4 Corner Resources' quarterly Employee Mindset Survey results are coming soon.

Looking to hire or find your next role? Visit 4cornerresources.com.

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Pete and Peter open with the strangest hiring story of the year so far. LemonLime, a five-person AI startup, offered instant interviews to anyone at a networking event willing to get the company's logo tattooed on their body. The backlash was swift, but so was the attention, and Pete and Peter debate whether the stunt was tone-deaf or quietly brilliant marketing.

From there, two weeks running of actual good AI news. A new ZipRecruiter survey of 1,000 employers found 35% say AI is growing their headcount, and 24% say it already has. The same survey found a less encouraging trend underneath it: 38% moved basic data work off entry-level employees onto AI, and 31% raised the experience requirements on their entry-level postings, which Pete and Peter argue defeats the purpose of calling a job entry-level at all.

Revelio Labs published the first read from a new AI jobs tracker, showing companies that adopted AI grew headcount 27% faster than companies that didn't, with the growth concentrated more in senior roles than junior ones. Pete and Peter also break down a Daron Acemoglu op-ed in Axios arguing that the tax code itself is tilting the playing field: employers pay roughly a 30% payroll tax on human wages, versus an estimated 5% effective tax cost on the same $100 invested in AI or automation.

They close with a Harvard Business Review piece making the case for hiring job hoppers, a batch of layoffs at BMW, Porsche, and Visa, and an ADP report showing private payrolls declining for a fifth straight week, right before next month's official jobs report.

Visit 4cornerresources.com for hiring and job search resources.

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A rare quiet week for once: no major layoffs, no new AI panic. Pete and Peter open with the number that earned the good-news label this week: initial unemployment claims came in at 187,000, the lowest since 1969, well under the 250,000 mark that typically signals a healthy job market. Add in roughly one open job for every unemployed worker, and the data says the market is about as balanced as it's been in years.

So why does it still feel bad out there? A new Monster survey found 93% of workers feel their wages aren't keeping up with the cost of living, and 85% say they've had to dip into savings just to keep up. Pete and Peter also talk through why job switching doesn't pay like it used to: changing companies still tends to bring a 10% to 20% raise versus 3% to 5% for staying put, but far fewer people are making that move right now compared to the post-COVID hiring surge.

From there, they cover a new Google survey describing today's AI use as "shallow," and Google's own framing that AI is meant to be an assistant, not a replacement, a read Pete and Peter mostly agree with based on their own daily use. They close with Amazon's decision to cut staff in its Artificial General Intelligence group, and a publicly disclosed OpenAI safety incident in which a model in a sandboxed test environment reportedly tried to reach the open internet.

4 Corner Resources' quarterly Employee Mindset Survey results are coming soon. In the meantime, visit 4cornerresources.com for hiring and job search resources.

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Pete Newsome sits down with Michael Mark from TurboCheck for a conversation most hiring teams aren't having yet, but should be: candidate fraud. TurboCheck's data shows fraud running around 40% across all roles on average, and as high as 70% to 80% for some remote technical positions. Mike lays out the three tiers behind it: individuals padding resumes or juggling multiple undisclosed jobs, organized crime groups placing fake candidates to access company systems, and nation-state actors, including North Korea, which Mike says has pulled over $1 billion from US companies through fake job placements to help fund its nuclear weapons program.

The two dig into how sophisticated this has gotten: LinkedIn profiles built years ago during COVID and left to "season," GPT-written resumes, AI face masks and deepfakes on video interviews, and real-time AI tools that feed candidates answers through a teleprompter. They also talk through why manual screening alone can't keep up with AI-generated fraud, and why human judgment paired with verification technology is the combination that actually works.

Pete shares why 4 Corner Resources became a TurboCheck customer after running into a bait-and-switch candidate in a hybrid healthcare role, where one person interviewed and a different person showed up for the job. Mike walks through TurboCheck's four core tools: a patented identity check screening name, email, phone, and location against nearly 1,000 data points; biometric face verification that catches AI masks and confirms a candidate stays the same person from first call through employment; government ID document verification; and reference verification to confirm references are real people.

They close with practical advice for job seekers: research any company before applying, and be cautious if a "job" asks for sensitive information like a Social Security number early on or the process moves suspiciously fast.

Learn more about TurboCheck at turbocheck.com, and visit 4cornerresources.com for hiring and job search resources.

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Pete and Peter open with a story job seekers have been waiting years for: the Texas Attorney General is going after LinkedIn over ghost job postings, subpoenas included. Estimates put fake job postings at 20% to 33% of what's out there, and Texas now joins New York, Pennsylvania, New Jersey, Kentucky, and California in taking legal aim at the practice. They also dig into an overlooked wrinkle: the federal government itself requires companies sponsoring H-1B visas to post jobs publicly even when a candidate is already chosen, and plenty of private employers quietly do the same thing. They cover what candidates can do to protect themselves from the fraud that follows fake postings, since handing over something like a Social Security number to the wrong company can cost real money.

From there, they discuss a Wall Street Journal story on employers hiring firms to research employees' online activity, including tools that claim up to 70% accuracy at unmasking anonymous profiles. Pete and Peter debate where legitimate screening ends and employers digging into private lives begins, and argue that most of it has no business being an employer's concern.

They also break down a second Wall Street Journal piece on how a shrinking labor force, with more workers projected to leave than enter over the next four years, could make AI's rise easier to absorb. Job openings and unemployed workers currently sit at close to a 1-to-1 ratio, and the economy has historically needed roughly 250,000 new jobs a month just to hold that balance. As the workforce shrinks, that number could approach zero, potentially shifting some leverage back toward workers even as AI adoption continues.

Layoffs this week: Verizon is closing 274 retail stores nationwide, and Volkswagen confirmed the largest layoff in automotive industry history. On a brighter note, weekly unemployment claims came in at 208,000, a historically low number.

4 Corner Resources' quarterly Employee Mindset Survey analysis is still underway. Pete and Peter will dedicate a full episode to those results soon. In the meantime, visit www.4cornerresources.com for hiring and job search resources.

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Pete and Peter promised something lighter this week, and for the most part, they deliver. They open with a new Goldman Sachs report weighing whether an "AI jobs apocalypse" is actually coming. Goldman's answer is more measured than the headlines: disruption spread over roughly 10 years, concentrated mostly in entry-level roles. MIT economist and Nobel laureate Daron Acemoglu takes a tougher stance in the same conversation, predicting millions of displacements and noting that "no general law of economics says that job creation must match job destruction." Pete and Peter don't fully agree on the timeline, but both expect entry-level workers to feel it first.

From there, they talk through an AI phone auto-attendant demo they sat in on this week, a Deutsche Bank report claiming AI productivity gains are still years off (a claim Pete and Peter push back on), and why AI adoption looks so different depending on whether a company is an early adopter, a cautious tester, or still on the sidelines.

Then the good news: ZipRecruiter data shows apprentice-trained trade workers earn a median of $91,000 a year versus $65,000 for self-taught workers, construction jobs are up 34% year over year, and manufacturing is up 32%, all while most white-collar hiring sits flat. Pete and Peter get into why trade schools still lag far behind colleges on marketing and admissions, and why that gap matters more as AI squeezes entry-level office work.

They also cover the NFIB small business index, where 84% of small businesses actively hiring say they still can't find qualified applicants, and close with a Wall Street Journal story that's hard to make up: a co-founder at Barnhill Investments who helped write the company's return-to-office policy was fired under that same policy for not coming in.

4 Corner Resources' quarterly Employee Mindset Survey results just came in, and Pete and Peter will dig into what workers are thinking about the job market on next week's episode. In the meantime, visit www.4cornerresources.com for hiring and job search resources.

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Pete and Peter are back after a short summer break, and June's jobs report didn't make for an easy return. The U.S. added just 57,000 jobs against a forecast of roughly 110,000, and the Bureau of Labor Statistics quietly revised away 74,000 previously reported jobs from April and May. Add that to 2025's total revisions of over a million jobs, and Pete and Peter dig into why the monthly jobs report is losing its credibility with the people who used to rely on it most.

They also break down a bleaker number that gets less attention: long-term unemployment (workers out of a job for 27 weeks or more) now sits at 27.3% of the unemployed, up 286,000 people year over year. Then there's the cost-of-living math from a new ZipRecruiter analysis: a single earner needs about $100,000 a year just to cover typical rent and infant care, and $122,800 to buy a home, while only 28% of job postings actually pay six figures.

From there, the conversation turns to layoffs: Volkswagen's historic cut of 100,000 jobs, Microsoft's smaller-than-expected 2.5% workforce reduction, and the debate over how many of 2026's layoffs are actually AI-driven versus companies using AI as a convenient explanation. Pete and Peter close with Ford's move to rehire 300 engineers after CEO Jim Farley's own prediction of major AI-driven white-collar job losses, and what that says about the gap between AI's potential and where companies actually are with it.

4 Corner Resources' quarterly Employee Mindset Survey is nearly ready, and Pete and Peter will bring you those results soon. In the meantime, visit www.4cornerresources.com for hiring and job search resources.

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CEO confidence dropped in the latest survey data, and that kind of news travels fast. We break down what the numbers actually show, how "wait and see" behavior spreads from leadership to budgets to open reqs, and why geopolitical uncertainty is doing most of the driving right now.

Then we get into AI, specifically the shifting public statements from major industry leaders. We ask what's behind the messaging and what the real job market impact looks like. The near-term risk people are underestimating isn't the replacement risk. It's overreliance. AI gives confident-sounding answers, and if you're not verifying the work, your own judgment gets weaker over time. Technical fluency and strong fundamentals are the qualities that hold.

We close on fraud. ZipRecruiter's latest data on AI in the hiring pipeline sets the table, and then we get into what we're seeing on the front lines: fake candidate profiles, bait-and-switch interviews, and job scams that target applicants with stolen postings and identity traps. Remote hiring screening has changed, and we cover what's now standard.

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👋 FOLLOW PETE NEWSOME ONLINE:
LinkedIn: https://www.linkedin.com/in/petenewsome/
Blog Articles: https://www.4cornerresources.com/blog/

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AI job cuts aren't a future threat. They're this week's news, and the layoffs are starting to blend into the background. That might be the most dangerous part.

This episode covers California Governor Gavin Newsom's executive order on AI displacement, including proposed subsidies, risk analysis, and retraining plans for white-collar workers being pushed out. Then we contrast that with the federal pullback on AI oversight, driven by concerns about falling behind China in the AI race. Protect workers on one side, keep the race moving on the other.

We also get specific: Meta's cuts and reassignments to AI teams, banking layoffs targeting repetitive administrative work, and the two-track labor market, where shortages in healthcare and skilled trades can make the overall numbers look fine even as displaced workers have nowhere to land.

If you're watching this shift closely, hit play and share it with someone who's thinking about their role. What part of this feels most personal to you right now?

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When a commencement speaker dropped a single line about AI, the crowd booed, and the reaction said a lot more than people might think. We're based in Orlando, so the UCF graduation clip hit close to home and opened up a bigger question: why does "AI is the next industrial revolution" sound like hope to some people and like a threat to others?

We dig into the growing divide between AI enthusiasts and skeptics, especially among entry-level workers watching roles disappear while executives talk productivity and profit. We also react to high-profile forecasts of white-collar disruption and pressure-test the "AI creates jobs" argument by looking at what's actually booming right now: construction tied to data centers. That buildout is real, but it's running headfirst into a skilled-trades shortage and rising community pushback over noise, energy use, water use, and quality of life.

Then we zoom out to what rarely makes the headlines: the employee mindset. Burnout is up, engagement is down, and mental health support still feels thin. When people feel trapped by job-hugging in a crowded market, that anxiety fuels the exact disengagement employers say they want to fix.

We close with a practical take on career resilience, understand incentives, sharpen your media literacy, don't outsource your AI education to your employer, and build skills that stay scarce.

If this episode made you think, subscribe for weekly job market reality checks, share it with a coworker or new grad, and leave a review. Where do you land on the UCF moment: negative reaction from the crowd, or wrong message for the room?

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The jobs report beats expectations, and the headlines scream “strong labor market,” but the real story lives in the messy details. We break down what a big payroll number can hide, why revisions matter, and how you should read the data if you’re hiring, job searching, or running a business that lives and dies by demand.

We dig into the uneven economy beneath the averages: healthcare continues to drive job growth, construction remains resilient, and everything else feels like a distant third. Then we hit the most concerning signal in the report: a massive jump in the share of people working part-time for economic reasons, including gig work and second jobs, which hints at inflationary stress and shrinking breathing room even when employment looks “good” on paper.

From there, we connect the dots between rising layoffs in the JOLTS data and the wave of tech cuts that seem driven less by recession fear and more by AI, automation, and the push for “efficiency” at any cost. We talk about the Coinbase “one-person team” idea, why early AI tools still fail to show clear ROI for many companies, and why leaders feel pressured to deploy AI anyway.

We close on hiring and recruiting: candidates distrust AI in the hiring process, scams and fake applications are everywhere, and AI-assisted interview cheating is real enough that anti-cheat features are becoming standard. If you’re trying to stay ahead without losing the human side, this one’s for you. Subscribe, share with a friend in staffing or HR, and leave a review with your take: Is the hiring recession actually over?

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AI isn't coming for work someday. It's already sitting in the seat next to you, quietly handling tasks, writing drafts, and redefining what good performance looks like.

We talk with Ricky Baez about what he's seeing from HR and business leaders right now: faster adoption, bigger expectations, and a widening gap between people building AI skills and people waiting for the wave to pass. Along the way, we get into new survey data showing workers using AI to absorb coworker tasks, why so many employees stay quiet about it, and how that silence tends to backfire when output rises, but headcount hasn't.

We also debate the piece that makes hiring feel impersonal: Amazon moving to AI-run interviews with zero human involvement. Helpful shortcut for high-volume seasonal roles, or the start of a process that signals candidates don't matter? From there, it's practical recruiting realities, including using AI to cut ghosting, speed up screening, and move qualified people to a real recruiter faster, and why the hybrid approach tends to win.

Then the harder questions: bias, disparate impact, and why employment law is lagging behind AI screening tools and automated hiring decisions. We connect that to broader signals such as strong small-business hiring, low unemployment claims, and a workforce that's mostly satisfied but hesitant to move.

If you're hiring, job searching, or trying to stay relevant, this episode clearly maps out the new expectations. Subscribe, share it with a coworker, and leave a review with your take: should AI be allowed to interview you?

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Profitable companies are handing out pink slips, and the explanations are starting to feel like a second insult. This week, we dig into Meta's 14,000 cuts, the wave rolling through Wall Street, and why "we're investing in AI" has become the corporate equivalent of it's not you, it's me, even when revenue and profits are healthy. The real damage isn't just in the headcount numbers. It's the widening trust gap between employers and workers, and what it does to how people plan their lives.

Then we zoom out, and the view is unsettling. A Verizon CEO is forecasting 20 to 30% unemployment within five years. Layoffs are already baked into 2026 budgets. So why aren't warnings like these creating more urgency? We get into why so many people feel frozen and what it means when decision-makers are betting on AI to replace roles, even when the technology is still half-baked.

From there, we connect the dots to two slow-motion crises most people feel but rarely name out loud: retirement insecurity and early-career collapse. Older workers are postponing retirement not by choice, but out of necessity. Younger workers are losing confidence fast, questioning whether their degrees are worth the debt, and whether the entry-level jobs they were promised are disappearing before they even start.

We close with the hiring experience as it actually exists right now: vague job descriptions, salary opacity, interview chaos, AI-powered scams, and growing resentment over unpaid take-home assignments. And we leave you with the one theme we keep returning to, because it's the only thing that holds up across every scenario we discuss.

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Layoffs are starting to come with a familiar punchline: “AI made us do it.” We talk through what that story means when companies like Snap cut staff and still get rewarded by the market, and why Disney’s more traditional “restructuring” explanation ends up in the same place for the people affected. If you’ve been trying to reconcile upbeat headlines with a job search that feels brutal, we’re right there with you, separating the PR from the on-the-ground reality.

From there, we get into the numbers and the trust problem. We break down the ADP jobs report, why private payroll data can feel more dependable than constantly revised government releases, and why our own worker survey shows a surprising level of trust in official data even as online comments scream the opposite. The bigger issue isn’t who wins the argument, it’s how you make smart career moves when the signals conflict and hiring feels cautious.

The most urgent thread is AI and the entry-level job market. We dig into reports that new grads are struggling, including the eye-popping idea that some parents are spending up to $50,000 a year on career help. We also challenge what actually moves the needle: networking, early work experience, and building real skills before the bottom rungs of the career ladder get automated away. We talk ethics, manager influence on AI adoption, and why you can’t outsource protecting your career to your employer.

If this hit home, subscribe for weekly job market analysis, share it with someone navigating a job search, and leave a review with your take: is AI already changing hiring where you work?

Additional Resources:
1. Snap Is Laying Off 16% of Full-Time Staff as It Embraces AI
2. Employee Mindset Survey Results
3. ADP Employment Report
4. Anxious Parents Are Spending More Than $50,000 to Land Their Kid a Job

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The headline jobs numbers look reassuring... until you dig into the revisions.

We break down what the new BLS report actually says, why the quiet corrections matter, and how ADP payroll data shifts the picture. Then the bigger question: what does a healthy monthly jobs number even mean when some economists think we may need near-zero net new jobs to stay stable?

We get specific about where the labor market is genuinely tight. Skilled trades are shrinking as retirements outpace the number of new apprentices, and AI-driven data center construction is making demand even harder to meet. Meanwhile, healthcare continues to account for a disproportionate share of job growth, masking just how uneven hiring is across industries and experience levels.

On AI: entry-level roles are especially exposed, and the shift may show up as slower hiring rather than dramatic layoffs. Our latest employee mindset survey finds people say they're satisfied at work, but many have only a few months of savings, and those closest to AI feel the most threatened.

We close with the job search reality: LinkedIn scams, fake recruiters, and the "spray and pray" application trap, plus practical ways to actually stand out.

If this hit home, subscribe, share it with someone in the job market, and leave a review. What part of today's job market feels most broken to you?

Additional Resources:
1. Q2 2026 Employee Mindset Survey
2. Gallup: State of the Global Workplace 2026
3. WSJ: Why More People Are Dropping Out of the Job Market

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The mainstream narrative says the economy is holding steady, but the data underneath says something different. The US labor force participation rate just hit its lowest point since 1977, and the forces driving it down (aging retirements, declining immigration, shrinking workforce entry) aren't going to reverse themselves. In today's episode, host Pete Newsome breaks down what's actually happening beneath the headlines and why economists are treating near-zero labor force growth as the new baseline rather than a temporary condition.

Gallup's 2026 State of the Global Workplace Report adds important context: optimism in the US and Canadian job markets has dropped by 23 points since 2019, leaving the region second-to-last globally. Workers pulled back onsite full time after being remote saw the steepest confidence decline of any group measured. Pete discusses what that data means for both employers and employees navigating the current environment.

He also covers Monster's Q1 2026 hiring report, which reveals a widening gap between where employers are posting jobs and where job seekers are actually searching, and what that disconnect means practically for anyone in the market right now.

New episodes every week. Subscribe wherever you listen.

Articles:
1. Gallup 2026 State of the Global Workforce: https://www.gallup.com/workplace/708071/global-employee-engagement-continues-decline.aspx
2. WSJ on Labor Force Participation: https://www.wsj.com/economy/jobs/why-more-people-are-dropping-out-of-the-job-market-6e9f4eb4?mod=jobs_news_article_pos1
3. Monster Q1 2026 Market Report: https://www.monster.com/career-advice/research/job-market-trends

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Two data points just dropped that seem to contradict each other, and host Pete Newsome breaks down what's actually going on behind both of them. Glassdoor just recorded the largest year over year confidence decline it has ever measured in any industry, and it happened in tech. At the same time, ADP's weekly hiring data shows three consecutive weeks of improvement and the biggest single week of private sector job growth in all of 2026. Pete explains why both can be true simultaneously and what it signals about where the market is actually heading.

He also covers the Conference Board's Employment Trends Index, which shows five of eight components moving in the wrong direction, one in five Americans saying jobs are hard to get, and why geopolitical uncertainty is becoming the dominant factor in employers' hiring decisions right now.

And new Revelio Labs research reveals a persistent $10,000 annual pay gap between male and female freelancers despite virtually identical performance metrics. Pete shares what every gig worker should do about it, regardless of where they fall.

New episodes every week. Subscribe wherever you listen.

Articles:
1. Conference Board Employment Trends Index: https://www.conference-board.org/topics/employment-trends-index/
2. Glassdoor Employee Confidence Index: https://www.glassdoor.com/blog/glassdoor-employee-confidence-index-march-2026/
3. ADP Weekly Unemployment Data: https://mediacenter.adp.com/2026-04-07-ADP-National-Employment-Report-Preliminary-Estimate-for-March-21,-2026
4. Revelio Labs Analysis: https://www.reveliolabs.com/news/social/the-gig-work-gender-gap/

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LinkedIn detected 83 million fake profiles and 117 million scam incidents in just the first half of 2025. Job scam losses have increased fivefold since 2020 to more than $500 million annually. In today's episode, host Pete Newsome breaks down how these scams work, who they target most, and the specific red flags every job seeker needs to know.

He also covers Boston Consulting Group's latest AI workforce analysis, which projects 50 to 55% of US jobs will be reshaped by AI within two to three years, with 10 to 15% facing outright elimination. Pete breaks down what that means for entry-level workers specifically and what BCG says companies should be doing instead of simply cutting headcount.

Plus, a Federal Reserve finding that reframes the entire monthly jobs report conversation. The number of jobs needed each month to hold unemployment steady has dropped to nearly zero, the lowest in 65 years. Pete explains why the benchmarks most people use to judge the jobs market are now significantly outdated.

And new research on job complexity and brain health, including findings from a study of more than 384,000 people showing that mentally demanding work could meaningfully reduce dementia risk over time.

New episodes every week. Subscribe wherever you listen.

Articles:
1. Boston Consulting Group Report: https://www.bcg.com/publications/2026/ai-will-reshape-more-jobs-than-it-replaces
2. Federal Reserve Research: https://www.federalreserve.gov/econres/notes/feds-notes/labor-force-growth-breakeven-employment-and-potential-gdp-growth-20260402.html
3. Washington Post Study: https://www.washingtonpost.com/wellness/2026/04/06/dementia-risk-job-complexity/
4. Forbes on LI Scams: https://www.forbes.com/sites/technology/article/how-to-spot-and-avoid-linkedin-scams/

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The March BLS jobs report headline looks decent. The reality underneath it doesn't. In today's episode, host Pete Newsome breaks down what the mainstream coverage will gloss over: a shrinking labor force, surging discouraged workers, falling hours, and a February revision that turned an already soft month into an outright loss. If you want to actually understand what the job market is doing right now, this is the episode.

He also covers the NFIB March small business report, which confirms the same softening trend: falling hiring intentions, dropping compensation plans, and a hiring difficulty rate that refuses to budge despite a cooling market.

New episodes every week. Subscribe wherever you listen.

Articles:
1. BLS Employment Situation Summary: https://www.bls.gov/news.release/empsit.nr0.htm
2. NFIB Small Business Employment Index: https://www.nfib.com/news/press-release/nfib-jobs-report-employment-index-pulls-back/

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AI just became the number one stated reason US employers are cutting jobs, and the speed of that shift is what makes this moment worth paying attention to. In today's episode, host Pete Newsome breaks down the Challenger Gray and Christmas March report, what the acceleration from 5% to 25% in just months actually signals, and why the real number of AI-driven cuts is almost certainly higher than what's being reported.

He also covers a new Brookings Institution study that asks a question most AI coverage ignores: what happens when AI eliminates not just jobs but the path between them? Pete breaks down the gateway jobs crisis and why workers in Orlando and Tampa face some of the highest exposure in the country.

Plus weekly jobless claims and a Chicago Fed forecast ahead of tomorrow's BLS jobs report.

New episodes every week. Subscribe wherever you listen.

Articles:
1. Challenger Report: https://www.challengergray.com/blog/challenger-report-march-cuts-rise-25-from-february-ai-leads-reasons/
2. Brookings Study: https://www.brookings.edu/articles/how-ai-may-reshape-career-pathways-to-better-jobs/
3. DOL Weekly Claims: https://www.dol.gov/sites/dolgov/files/OPA/newsreleases/ui-claims/20260585.pdf
4. Chicago Fed Estimates: https://www.chicagofed.org/research/data/chicago-fed-labor-market-indicators/latest-release

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Oracle just laid off up to 30,000 workers and delivered the news via a 6am email with no manager warning and immediate system access cutoff. In today's episode, Pete Newsome breaks down the details: what Oracle says the money will fund and what the handling of these cuts reveals about corporate culture at the highest levels.

He also covers ADP's March employment report, which shows private sector job growth of 62,000, but the breakdown tells a more complicated story. Medium and large employers were net negative on hiring. Small businesses carried the entire market. Healthcare added 58,000 while trade and transportation lost the same number in a single month.

New Brookings Institution research reveals that 86% of the workers most exposed to AI displacement with the least ability to adapt are women, despite women now outnumbering men in overall US employment. Only 14% of women have received extensive AI training from their employer. Pete shares what that gap means and what individuals can do about it without waiting for their employer to act.

And the job-switching pay premium, which peaked at 54% in 2022, has dropped sharply; Pete explains what that means for anyone considering a move right now.

New episodes every week. Subscribe wherever you listen.

Articles:
1. ADP National Employment Report: https://adpemploymentreport.com/
2. Revelio Labs Analysis: https://www.reveliolabs.com/news/macro/why-switching-jobs-is-no-longer-paying-off/
3. ZipRecruiter Research/Brookings Data: https://www.ziprecruiter-research.org/commentary/record-high-womens-employment-meets-the-ai-stress-test
4. Oracle Layoffs: https://www.cnbc.com/2026/03/31/oracle-layoffs-ai-spending.html

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The February JOLTS report just dropped, and the headline number demands attention. Hires fell to 4.8 million, down nearly 500,000 in a single month, pushing the hires rate to 3.1%, the lowest reading since April 2020.

In today's episode, host Pete Newsome breaks down what's driving the disconnect between 6.9 million job openings and only 4.8 million actual hires, which sectors took the hardest hits, and what the data means for job seekers who are already feeling the freeze.

He also covers the 2026 SANS Cybersecurity Workforce Report, which surfaces a pattern now repeating across virtually every industry: the problem isn't finding enough people, it's finding people with the right skills. AI is automating the entry-level roles that used to develop junior talent; companies are skipping straight to senior hires, and the resulting pipeline problem will compound for years.

ADP's employment report drops tomorrow. The BLS jobs report follows on Friday. Pete previews what to watch in both.

New episodes every week. Subscribe wherever you listen.

Articles:
1. BLS February JOLTS Report: https://www.bls.gov/news.release/jolts.nr0.htm
2. SANS/GIAC 2026 Cybersecurity Workforce Report: https://www.sans.org/mlp/2026-evolving-cybersecurity-workforce-ai-compliance-talent

📽️ WATCH TODAY'S EPISODE ON YOUTUBE: https://youtu.be/Qrj4VZ0-RfE

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A major new study just mapped AI job risk across every metro area and every state in the country, and the findings are more alarming than most coverage suggests. The cities facing the largest projected losses are the innovation capitals everyone assumed were untouchable. New York, Los Angeles, San Francisco, Chicago, Dallas, and Boston each face at least $20 billion in annual income losses, with total vulnerable jobs projected at 9.3 million within the next two to five years.

Host Pete Newsome breaks down the industries most exposed, the geographic findings that defy conventional wisdom, and one data point buried in the research that challenges the widely held belief that AI simply moves displaced workers into higher value roles.

He also covers Monster's 2026 State of the Graduate report, which found 89% of this year's college graduates worry AI will eliminate entry-level jobs, a 25 percentage point jump from just one year ago. Pete shares what that spike signals for employers hiring new graduates and what they can do to demonstrate stability in an increasingly unstable market.

Plus a preview of the biggest jobs data week of the month: JOLTS, ADP, Challenger cuts, weekly claims, and the BLS report all drop this week. Pete breaks down exactly what to watch for in each one.

New episodes every week. Subscribe wherever you listen.

Articles:
1. Tufts Digital Planet: https://digitalplanet.tufts.edu/ai-and-the-emerging-geography-of-american-job-risk-page/
2. Monster 2026 State of the Graduate Report: https://www.monster.com/career-advice/research/2026-state-of-the-graduate-report

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Goldman Sachs is projecting that rising oil prices could shave roughly 10,000 jobs a month from US payroll growth through the end of 2026, with unemployment expected to climb to 4.6% by Q3. Host Pete Newsome breaks down the sectors most at risk, why the energy industry won't offset those losses the way it historically has, and what this forecast means for a labor market already moving in the wrong direction.

He also covers a meaningful proposed rule change from the Department of Labor that would overhaul how wages are calculated for H-1B and permanent labor certification visa programs. The current system has allowed companies to hire foreign workers at rates dramatically below market for decades, hitting entry-level American workers and recent STEM graduates hardest. Pete explains what the proposed changes would actually do and why he's cautiously hopeful the DOL will follow through.

And to close on a genuinely positive note, a new Aerotek survey of more than 3,500 skilled trades professionals found that 83% would recommend their career path to the next generation, a striking contrast to the broader workforce confidence data Pete covered earlier this week. Four out of five skilled trades workers feel confident in their ability to succeed. Pete breaks down what else the survey revealed, including why more trades workers are voluntarily taking second jobs not just for income but to build new skills.

New episodes every week. Subscribe wherever you listen.

Articles:
1. Goldman Sachs Analysis: https://www.businessinsider.com/job-market-outlook-oil-prices-economic-impact-goldman-sachs-2026-3
2. U.S DOL New Rule: https://www.dol.gov/newsroom/releases/eta/eta20260326-0
3. Aerotek Q1 2026 Job Seeker Survey: https://www.aerotek.com/en/insights/2026-job-seeker-survey-q1

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One of the job market's longest-standing assumptions just got flipped. A new Randstad analysis of more than 150 million job postings found that skilled trades roles now take longer to fill than software developer positions, and the demand gap is accelerating. Robotics technicians, HVAC engineers, and industrial automation specialists are among the fastest-growing roles in the entire labor market, driven largely by the physical infrastructure AI requires to function. Host Pete Newsome breaks down what that means for job seekers, career changers, and the broader conversation around trades versus college.

He also covers a new Indeed Flex survey showing nearly one in three retirees are working or open to returning, with 63% citing inflation as the primary driver and 74% saying their view of retirement has fundamentally changed in the past five years. Pete makes the case for why employers struggling with part-time and hourly hiring should be actively recruiting this overlooked talent pool.

On the confidence front, ZipRecruiter's Q1 2026 Job Seeker Confidence Index came in at its highest reading since 2022. Pete goes beneath the headline number to give a more complete picture of what job seekers are actually experiencing right now.

And fresh unemployment claims data dropped this morning from the Department of Labor. Pete shares what it signals about where the labor market stands heading into the new month.

Articles:
1. Randstad USA Data: https://www.prnewswire.com/news-releases/us-demand-for-skilled-trades-grows-3x-faster-than-professional-roles-302725636.html
2. Job Seeker Confidence Index: https://www.ziprecruiter-research.org/job-seeker-confidence
3. Unemployment Insurance Weekly Claims: https://www.dol.gov/sites/dolgov/files/OPA/newsreleases/ui-claims/20260572.pdf
4. Indeed Flex Survey: https://www.prnewswire.com/news-releases/inflation-reshapes-retirement-as-63-of-seniors-cite-cost-of-living-as-driver-for-returning-to-work-302724236.html

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Today's headlines cover three stories that together paint a clear picture of exactly where the workforce stands right now.

Host Pete Newsome starts with a new ADP Research report, the largest of its kind, surveying more than 39,000 workers across 36 countries. Only 22% strongly believe their job is safe from elimination. Despite near-historic low unemployment worldwide, the workforce is operating from a place of genuine fear. Pete breaks down who feels it most, what the gender and seniority gaps look like, and what employers can do about it before disengagement costs them their best people.

Then there's Epic Games (the maker of Fortnite, still the number one game in America), announcing more than 1,000 job cuts. The CEO's note to employees was candid and direct. Pete covers what's really happening in the gaming industry, whether AI is playing a bigger role than anyone is admitting, and what it signals for software-driven businesses broadly.

And finally, something genuinely worth sharing. The US Department of Labor launched a free AI literacy course delivered entirely by text message - no laptop, no internet connection required. Ten minutes a day, seven days. Text READY to 20202 to sign up. Pete explains why this particular initiative matters and who it's designed to reach.

Articles:
1. ADP People at Work 2026: https://www.adpresearch.com/today-at-work/issue1-2026/
2. Make America AI-Ready: https://www.dol.gov/newsroom/releases/osec/osec20260324
3. Epic Games Layoffs: https://www.reuters.com/legal/litigation/epic-games-said-tuesday-that-it-will-lay-off-more-than-1000-employees-2026-03-24/

📽️ WATCH TODAY'S EPISODE ON YOUTUBE: https://youtu.be/DZfl13gdASE

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Gallup just released findings that should have every employer paying close attention. For the first time on record, more American workers say they're struggling than thriving, and the reasons go deeper than job dissatisfaction. Host Pete Newsome breaks down why 30% of workers feel stuck, why engagement has hit a ten-year low, and what employers need to do before the market shifts and their people run.

He also unpacks a striking finding from ADP Research: one sector (education and health services) generated 109% of all private sector job gains between 2023 and early 2025. That means the rest of the economy is contracting on a net basis. Pete explains why healthcare's dominance isn't a short-term trend and what it means for anyone mapping out their career path.

Then there's the AI story most outlets are missing. A National Bureau of Economic Research survey of nearly 750 CFOs found that 50% of companies expect AI to replace zero roles this year, and the total employment impact is projected at less than 0.4% in 2026. It's a far more measured picture than the headlines typically suggest, and worth understanding.

Finally, tech employment actually declined in 2025, but forward projections for 2026 tell a more optimistic story, with AI-skilled roles leading the way.

Articles:
1. Gallup Workforce Survey: https://www.gallup.com/workplace/703280/worker-thriving-declines-job-market-pessimism-grows.aspx
2. ADP Research: https://www.adpresearch.com/health-care-is-reshaping-the-labor-market/
3. NBER Working Paper: https://www.nber.org/papers/w34984
4. ADP National Employment Weekly Pulse Report: https://mediacenter.adp.com/2026-03-24-ADP-National-Employment-Report-Preliminary-Estimate-for-March-7,-2026
5. CompTIA's State of the Tech Workforce Report: https://www.comptia.org/en-us/resources/research/state-of-the-tech-workforce-2026/

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Today's headlines all tell the same story from different angles: AI is reshaping the workforce faster than most people are prepared for, and the workers feeling it first are the ones just getting started.

Host Pete Newsome breaks down new data showing a measurable employment decline for workers aged 22 to 25 in AI-exposed roles, why vocational enrollment is surging, and what it means that nearly half of Americans under 34 are reconsidering their career path entirely because of AI.

He also covers two major crypto layoffs this week (Gemini and Crypto.com), both of which cited AI directly, alongside broader cuts at Block, Meta, and Atlassian. The language from CEOs on this topic is getting less diplomatic by the week.

On the leadership side, CEO exits hit near-record levels in January with 209 departures in a single month. Pete explains why that kind of turnover at the top rarely stays at the top.

And for balance, OpenAI is nearly doubling its headcount by year end, and workers with AI skills are commanding 56% higher wages on average. The opportunity is there for people willing to move toward it rather than away from it.

Articles:
1. WSJ Report: https://www.wsj.com/economy/jobs/ai-jobs-young-people-careers-14282284?
2. Major Crypto Company Cuts: https://layoffs.fyi/
3. Challenger, Gray & Christmas Report: https://www.challengergray.com/blog/january-ceo-exits-third-highest-on-record/
4. OpenAI Doubling Workforce: https://www.computerworld.com/article/4148621/openai-to-double-workforce-highlights-growing-demand-for-enterprise-ai-talent.html

📽️ WATCH TODAY'S EPISODE ON YOUTUBE: https://youtu.be/Zs2tdlzGfys

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New data reveals where AI is actually taking over inside corporate America, and it's happening faster than most workers realize. In this episode, host Pete Newsome breaks down a major new Gallup survey showing why accountability is the one leadership skill driving a 3x difference in employee engagement, plus findings from the CHRO Association that show 91% of top HR leaders say AI and workplace digitization are their number one concern right now.

Pete also unpacks what it means for job seekers that AI is now screening resumes and scoring interview responses before a human ever sees your application, and why that might actually work in your favor.

Plus: Goldman Sachs just announced a round of layoffs outside their normal performance review cycle, following a similar move at Morgan Stanley. What's behind it, and what does it signal for workers everywhere?

If you're employed, job searching, or managing a team, this one's worth your time.

Timestamps:00:29: The #1 Leadership Skill Tanking Employee Engagement
03:17: What 91% of Top CHROs Are Losing Sleep Over
09:03: Goldman Sachs Surprise Cuts
10:52: Fun Fact of the Day

Articles:
1. Gallup Workforce Survey: https://www.gallup.com/workplace/703379/accountability-leadership-greatest-weakness.aspx
2. CHRO Association Survey: https://www.chro.org/w/2026-chro-survey-key-findings-1
3. Reuters on Goldman Cuts: https://www.reuters.com/business/world-at-work/goldman-sachs-make-small-job-cuts-performance-april-source-says-2026-03-19/

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AI is already changing how careers begin, and the data is starting to prove it. In today’s episode of Cornering the Job Market, host Pete Newsome breaks down new research from a panel of economists at Stanford University showing that hiring for entry-level professional roles is declining in areas with heavy AI exposure.

Software developer hiring for workers ages 22–26 is already down 20%, and call center hiring has dropped 15%. According to economist Erik Brynjolfsson, many industries are shifting from a traditional career “pyramid” with many junior roles to a “diamond” shape where the entry points are shrinking.

The episode also explores a surprising side effect of AI adoption: return-to-office mandates. New survey data shows that the same AI collaboration tools companies are investing in are making remote work more productive, yet many employers are still pushing workers back to the office, risking talent losses as a result.

Pete also covers the latest wage growth numbers from the Federal Reserve Bank of Atlanta, which show pay growth slowing overall while younger workers still see the fastest increases. Finally, new projections from the Bureau of Labor Statistics reveal which bachelor’s degree careers will have the most job openings over the next decade.

The message from economists is clear: AI isn’t collapsing the job market, but it is changing how people enter it.

Question for you: Do you think AI will make it harder for young workers to start their careers, or will it simply change the skills needed to get hired?
Articles:
1. Stanford SIEPR Summit: https://siepr.stanford.edu/news/ais-job-whats-worker-do
2. New RTO Research: https://www.benefitnews.com/news/ai-investments-are-impacting-rto-mandates
3. Atlanta Fed Wage Growth Tracker: https://www.atlantafed.org/research-and-data/data/wage-growth-tracker
4. Weekly Unemployment Claims: https://www.dol.gov/sites/dolgov/files/OPA/newsreleases/ui-claims/20260435.pdf
5. BLS Bachelor's Degree Projections: https://www.bls.gov/opub/ted/2026/projected-job-openings-in-occupations-typically-requiring-a-bachelors-degree-2024-34.htm

📽️ WATCH TODAY'S EPISODE ON YOUTUBE: https://youtu.be/KMpKfYBeVwg

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The job market keeps sending mixed signals, and today’s headlines highlight just how disconnected the system has become.

In today's episode of Cornering the Job Market, host Pete Newsome breaks down new data from Business Roundtable, where 169 of America’s largest CEOs shared their hiring plans for the next six months. While business confidence and spending are rising, hiring is flat: roughly one-third of CEOs plan to hire, one-third plan to cut, and one-third plan to do nothing. The result is an economy that looks healthy on paper but isn’t translating into new jobs.

Next, Pete examines another wave of tech layoffs, following Atlassian's announcement of 1,600 job cuts as it shifts investment toward AI and enterprise sales. The move follows similar workforce reductions across the tech sector, reinforcing a pattern where companies invest heavily in AI while reducing headcount.

Finally, a new report from the Society for Human Resource Management reveals a troubling education-to-employment gap. More than half of college graduates are underemployed within a year of finishing school, and nearly half remain underemployed even a decade later. Employers say they can’t find the right skills, while workers say the jobs simply aren’t there.

The takeaway: Companies are growing, investing, and spending, but the link between economic growth and job creation is weakening.

So here’s the question: If more than half of college grads are underemployed, is the problem education, employer expectations, or something deeper happening in the labor market?

Articles:
1. CEO Economic Outlook Index Q1 2026: https://www.businessroundtable.org/media/ceo-economic-outlook-index/ceo-economic-outlook-index-q1-2026
2. Reuters Coverage on Atlassian Layoffs: https://www.reuters.com/technology/atlassian-lay-off-about-1600-people-pivot-ai-2026-03-11/
3. From Education to Employment SHRM Report: https://www.shrm.org/about/press-room/shrm-releases-white-paper-on-strengthening-the-path-from-educati

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A $100 million bet on the skilled trades. A global automaker cutting 50,000 jobs. And new hiring data that suggests employers may be more optimistic than the headlines imply.

In today’s episode of Cornering the Job Market, host Pete Newsome breaks down three major stories shaping the future of work.

First, BlackRock announced a $100 million initiative called Future Builders, aimed at expanding training for electricians, HVAC technicians, plumbers, and ironworkers. The investment reflects a growing realization that America’s infrastructure boom, including data centers, energy systems, and AI infrastructure, can’t happen without skilled trades.

Next, Pete looks at new global hiring sentiment data from ManpowerGroup, which surveyed more than 41,000 employers across 42 countries. The outlook improved significantly heading into Q2, with the United States posting one of the strongest hiring expectations. But there’s a catch: much of that data was collected before the latest economic uncertainty and geopolitical tensions intensified.

Finally, the episode covers troubling news from Volkswagen, which announced plans to cut 50,000 jobs by 2030 following a sharp drop in earnings. While the cuts are centered in Germany, the forces driving them (EV transitions, global competition, and trade pressures) could ripple across the auto industry worldwide.

The takeaway: the job market is splitting. Skilled trades and infrastructure jobs are surging, hiring sentiment is improving in some sectors, but major industries are still restructuring.

So here’s the question: Do you think skilled trades will become the most secure careers of the next decade, or will automation eventually disrupt those jobs too?

Articles:
1. BlackRock Press Release: https://www.blackrock.com/corporate/newsroom/press-releases/article/corporate-one/press-releases/blackrock-launches-philanthropic-skilled-trades-initiative
2. 2026 Q2 ManpowerGroup Survey: https://www.manpowergroup.com/en/insights/q2-2026-manpowergroup-employment-outlook-survey
3. Volkswagen Cuts: https://finance.yahoo.com/news/volkswagen-cut-50-000-jobs-123055122.html?

📽️ WATCH TODAY'S EPISODE ON YOUTUBE: https://youtu.be/hk11sLihbqc

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AI isn’t theoretical anymore... It’s profitable.

A new global Snowflake survey of 3,400+ companies reveals that 92% of early AI adopters are seeing positive returns, with average ROI hitting 49%. Companies are making money. Real money.

But here’s the part that should get your attention: 63% of respondents report job losses at the entry level. Operations, customer service, and data analytics teams are seeing the biggest impact. Middle management is next.

At the same time, not all the news is negative. Cybersecurity, IT operations, and software development are reporting net job gains. In fact, 42% of companies say AI has created jobs only, not cut them.

So what’s really happening? AI is restructuring work, not simply eliminating it.

Host Pete Newsome also breaks down:

Glassdoor’s Employee Confidence Index falling below 50%
Senior leaders showing the fastest decline in confidence
ADP’s weekly jobs pulse showing modest but narrow job growth
Why customer service roles face the biggest automation risk
Why 69% of workers expect AI to take over part of their own job within 12 months

The labor market is shifting fast. If companies are profiting from AI, how should workers respond?

Are you preparing for what’s coming… or hoping it slows down?
Articles:
1. Snowflake/Omdia Report: https://www.snowflake.com/en/lp/radical-roi-generative-ai/
2. Glassdoor Report: https://www.glassdoor.com/blog/glassdoor-employee-confidence-index-february-2026/
3. ADP NER Pulse: https://mediacenter.adp.com/2026-03-10-ADP-National-Employment-Report-Preliminary-Estimate-for-February-21,-2026

📽️ WATCH TODAY'S EPISODE ON YOUTUBE: https://youtu.be/aVpA6IXSPpU

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Corporate layoffs are rising at the fastest pace since the Great Recession, and at the same time, Washington is quietly hiring back federal workers after cutting more than 387,000 jobs.

In today’s Breaking Job News, host Pete Newsome breaks down the Conference Board’s latest Employment Trends Index, where six of eight indicators turned negative, and workers say jobs are now as hard to get as they were in early 2021.

Pete also examines a Washington Post investigation into the federal workforce reversal, including the rehiring of 123,000 employees after sweeping DOGE-era cuts, and why agencies like the VA, IRS, and Social Security are struggling to fill critical roles.

Meanwhile, a new Business Insider report shows CEOs are considering layoffs at the fastest pace since 2009. Wall Street continues rewarding cost-cutting, and new Morgan Stanley data shows productivity rising while employment falls in AI-exposed industries.

Is this stagnation? Policy uncertainty? AI restructuring? Or all of the above?

Pete breaks down what the data actually says and what it means for workers right now.

Articles:
1. Conference Board ETI: https://www.conference-board.org/topics/employment-trends-index/
2. Washington Post: https://www.washingtonpost.com/politics/2026/03/09/trump-hiring-federal-workers/
3. Business Insider: https://www.businessinsider.com/ceos-make-job-cuts-worries-about-economy-and-ai-impacts-2026-3

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The February jobs report just dropped, and the headline is rough. U.S. payrolls fell by 92,000 in February, reversing much of January’s already revised gains. Unemployment ticked up to 4.4%, long-term unemployment jumped 27% year over year, and prior months were quietly revised downward, wiping out tens of thousands of jobs we thought existed.

In today’s episode of Cornering the Job Market, host Pete Newsome breaks down what the Bureau of Labor Statistics report actually shows beneath the surface. December’s gain was revised to a loss. January was trimmed again. Sequentially, the labor market looks much weaker than the headlines suggest.

Pete also unpacks the latest data from the National Federation of Independent Business, which paints a different picture. Small business hiring activity ticked up, but 85% of owners say they can’t find qualified applicants. Skilled trades shortages persist, compensation is rising in pockets, and many small firms appear focused on staying steady rather than expanding.

The result is a divided labor market: payrolls falling nationally while small businesses struggle to fill specific roles. Wages are holding up, but displaced workers are taking longer to find jobs.

So here’s the big question: Are we entering a real downturn in the job market, or are these numbers masking something deeper beneath the revisions?

Articles:
1. BLS Employment Situation Summary: https://www.bls.gov/news.release/empsit.nr0.htm
2. NFIB Jobs Report: https://www.nfib.com/news/press-release/nfib-jobs-report-employment-index-ticks-up/

📽️ WATCH TODAY'S EPISODE ON YOUTUBE: https://youtu.be/09dGRZATJEs

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Layoffs are down, but hiring is falling even faster. In today’s Cornering the Job Market, host Pete Newsome breaks down a wave of new labor market data that reveals a troubling pattern: companies aren’t cutting aggressively anymore, but they’re not adding jobs either.

We start with the February Challenger Job Cut Report, which shows layoffs dropped sharply month over month. Sounds like good news... until you see hiring plans are down more than 50% from last year. The result? Workers are keeping their jobs, but new opportunities aren’t opening up.

Then comes the surprise announcement from Morgan Stanley, cutting 2,500 employees despite a record revenue year. Similar patterns are emerging across major corporations: strong earnings, yet shrinking headcount. The message is shifting from “cutting because we have to” to “cutting because of where we’re going.”

Finally, Pete breaks down three fresh labor market reports, including new data from Revelio Labs, showing net job losses, falling job postings, slower hiring rates, and even declining new job posting salaries. Hiring is running at stall speed, and attrition is outpacing additions.

So here’s the question: Would you rather see layoffs spike again, or stay in a market where jobs just quietly disappear and never get replaced?

Articles:
1. February Challenger Report: https://www.challengergray.com/blog/challenger-report-february-cuts-plunge-hiring-falls-56-percent/
2. DOL Unemployment Insurance Weekly Claims: https://www.dol.gov/ui/data.pdf
3. Morgan Stanley Cuts: https://www.reuters.com/business/world-at-work/morgan-stanley-lays-off-2500-employees-across-all-divisions-wsj-reports-2026-03-04/
4. Revelio Labs Report: https://www.reveliolabs.com/news/rpls/the-economy-shed-17k-jobs-in-february-2026/

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A new employment report suggests the job market is improving, but the details tell a very different story.

In today’s episode of Cornering the Job Market, host Pete Newsome breaks down the latest private payroll data from ADP, which shows the strongest hiring month in seven months. Private employers added 63,000 jobs in February, a headline that sounds encouraging at first glance.

A closer look reveals that nearly all of that growth came from just two sectors: healthcare and construction. Healthcare continues to expand as demand for workers grows, while construction hiring is being fueled by massive investments in data centers. Outside those areas, the picture is far less optimistic. Professional and business services lost tens of thousands of jobs for the second straight month, and manufacturing continues a long downward trend.

Pete also explores what the data says about who actually holds the power in today’s labor market. The pay premium for switching jobs has dropped to a record low, signaling that employers now have the upper hand after the worker-driven hiring frenzy of 2022.

Next, we look at surprising new research from Revelio Labs about LinkedIn profiles. The study finds that professionals who list degrees like MBA or PhD next to their name often score lower on prestige metrics, and MBA holders who do so earn significantly less on average than those who don’t.

Finally, Pete reviews new workplace data from Gartner on how companies are actually using AI. Many managers report productivity improvements, but most organizations are still struggling to implement AI effectively. Leadership teams are experimenting heavily, while employees lag behind in adoption.

The result is a job market that looks healthy on the surface, but is changing quickly underneath.

So the question is: If hiring growth is concentrated in only a few industries, what does that mean for everyone else?

Articles:
1. ADP Employment Report: https://adpemploymentreport.com/
2. Revelio Labs Analysis: https://www.reveliolabs.com/news/social/listing-your-degree-in-your-name-may-not-signal-what-you-think/
3. Gartner HR Survey: https://www.gartner.com/en/newsroom/press-releases/2026-3-4-gartner-hr-survey-reveals-45-percent-of-managers-report-ai-has-lived-up-to-their-expectations

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If AI replaces your job, can the Federal Reserve help? According to a new Reuters report, the answer may be no. In today’s episode of Cornering the Job Market, host Pete Newsome breaks down why Fed officials are openly questioning whether traditional tools like interest rate cuts will work in an AI-driven displacement cycle and why that admission matters more than most people realize.

Pete starts with Block’s decision to cut roughly 40% of its workforce, about 10,000 roles, as CEO Jack Dorsey leans into AI-powered, smaller teams. He explains why this isn’t a struggling company story, but a productivity shift story and what it signals for white-collar workers. Pete also looks at Fed Governor Lisa Cook’s warning that rate cuts may not solve AI-driven job loss, alongside research from the Brookings Institution suggesting up to 30% of workers could see major task disruption.

Next, he turns to a troubling workforce trend: a new Gallup survey showing 71% of public school teachers now hold second jobs, with most working during the school year. Teacher pay now trails comparably educated workers by 27%, the largest gap in 50 years. Pete connects this to long-term talent pipeline risks and what it says about how we value essential professions.

Finally, he unpacks a The Wall Street Journal piece highlighting concerns about Gen Z entering the workforce without core interpersonal skills. NYU professor Tessa West argues that fewer in-person experiences and early relationship-building opportunities may be weakening leadership development for an entire generation. Pete shares why this matters for managers, employers, and young professionals alike.

The takeaway: AI is reshaping white-collar work, teachers are financially stretched, and workplace norms are shifting fast. So here’s the question: Are we prepared for a labor market where technology advances faster than our institutions (and our workforce) can adapt?

Articles:
1. AI/Fed Story: https://www.reuters.com/business/fed-races-adapt-ai-promises-pitfalls-jobs-inflation-2026-03-02/
2. Gallup Survey: https://www.cnn.com/2026/03/02/business/jobs-teachers-salary-prices
3. WSJ Report: https://www.wsj.com/lifestyle/careers/gen-z-worker-skills-294463f6?mod=careers_news_article_pos2

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The headlines say customer service jobs are safe. They're not. And the data proves it.

Gartner just published a report claiming that half of the companies that cut customer service staff due to AI will rehire by 2027. Sounds like good news...until you read the fine print. Their own data tells a very different story.

Klarna's AI is now doing the work of 853 agents. Resolution time dropped from 11 minutes to 2. And the CEO just said something no one's talking about: AI is eating into level-2 support. The complex cases. The ones that supposedly require humans.

There are 2.81 million customer service reps in the US. Another 1.5 million offshore handling American calls. The displacement isn't coming. It's happening.

I've run a staffing agency for 20 years. We've placed thousands of customer service reps. This is bad for my business. But how I feel about it is irrelevant. What matters is what's actually happening.

CHAPTERS:
00:00 - The headline vs. the fine print
00:42 - What Gartner's data actually shows
01:18 - Sacks vs. Amodei: who's right
01:38 - Klarna didn't fail. They figured it out.
03:12 - Salesforce: 85% autonomous resolution
03:28 - Why the Yale AI study is misleading
04:05 - 4.3 million jobs in the crosshairs
04:48 - Why I'm not happy about this
05:15 - What to pay attention to now

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One company just cut 40% of its workforce... and Wall Street rewarded it.

In today’s episode of Cornering the Job Market, host Pete Newsome breaks down Block’s decision to eliminate more than 4,000 roles despite strong revenue and profit growth. CEO Jack Dorsey made it clear: AI has made teams productive enough to operate with far fewer people. Investors responded by sending Block’s stock up 25% overnight, signaling a powerful incentive for other CEOs watching closely.

Pete explains why this moment may mark a turning point in the AI era (especially for desk-based roles) and why the divide between “on your feet” jobs and corporate positions continues to widen.

The episode also covers a major proposed rule change from the U.S. Department of Labor that would make it easier for companies like Uber and DoorDash to classify workers as independent contractors. The shift would reverse Biden-era protections and simplify the criteria for contractor status, reopening the long-running debate over flexibility versus worker protections.

Finally, Pete reviews February’s tech layoff numbers, with more than 10,000 confirmed cuts across companies, including eBay, Workday, and C3.ai, some trimming a quarter or more of their workforce. The pace in early 2026 is already outpacing last year.

The big question: Is this a temporary correction, or are we watching the job market permanently resize around AI?

Articles:1. Block AI Layoffs: https://finance.yahoo.com/news/fintech-company-block-lays-off-054744823.html?guccounter=1
2: Trump Administration Plans to Reverse Gig Worker Rules: https://www.wsj.com/business/trump-administration-plans-to-reverse-biden-rules-on-gig-workers-26690ccd?mod=jobs_news_article_pos3
3: Layoffs.fyi: https://layoffs.fyi/

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The labor market may be stuck in neutral, but AI is accelerating fast.

In today’s episode of Cornering the Job Market, host Pete Newsome breaks down a major new study from Cognizant that analyzed more than 18,000 tasks across 1,000 jobs and found that 93% of U.S. jobs are now exposed to AI in some capacity. Even more striking: the level of disruption researchers expected by 2032 has already arrived... six years ahead of schedule.

The report estimates that $4.5 trillion in U.S. labor value could potentially shift from humans to AI. Financial managers, software developers, legal roles, administrative support, and even C-suite executives rank among the most exposed. Meanwhile, construction, repair, healthcare support, and other hands-on roles remain the least affected, at least for now.

Pete explains what “exposure” really means (not elimination, but task automation), why efficiency gains may reduce overall headcount needs, and how AI is increasingly handling planning, forecasting, coding, documentation, and customer support.

On the broader labor market front, weekly jobless claims remain low, and unemployment is forecast at around 4.28%. However, unemployed workers are having a harder time finding jobs compared to last year. It’s a low-hire, low-fire environment; stable on the surface, but subtly weakening underneath.

The big takeaway: AI acceleration is outpacing labor market momentum. Companies are preparing for a more automated future, even if the headline employment numbers haven’t fully reflected it yet.

So here’s the question: If 93% of jobs have tasks AI can already handle, where does your role fall on that spectrum, and are you adapting fast enough?

Articles:
1. Cognizant Report: https://www.cognizant.com/us/en/aem-i/ai-and-the-future-of-work-report
2. Department of Labor Report: https://www.dol.gov/sites/dolgov/files/OPA/newsreleases/ui-claims/20260322.pdf
3. Chicago Fed Release: https://www.chicagofed.org/research/data/chicago-fed-labor-market-indicators/latest-release

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AI skills are no longer optional. According to new data from Zapier, 98% of executives say they want employees who can use AI, and many are investing heavily in training, hiring, and building AI-focused roles. Pay premiums are emerging for top AI talent, and the C-suite is making it clear: AI capability is the new baseline.

At the same time, a new survey from Express Employment Professionals shows job seekers aren’t waiting for formal education to catch up. Two-thirds of Gen Z are teaching themselves job skills online, and most hiring managers say self-taught skills are credible if candidates can prove they’ve actually used them. Listing a skill isn’t enough anymore. Demonstration is everything.

But here’s the contradiction. The latest compensation data from PayScale shows base pay increases are slowing, nine-to-five schedules are fading, and most companies updating roles with AI responsibilities are not offering additional compensation. Organizations want AI skills, but many aren’t paying meaningfully more for them, at least not yet.

The message is clear: build AI capability, demonstrate real-world application, and don’t rely on traditional pay structures to reward you automatically. The market is shifting fast, and those who adapt early will have leverage.

So here’s the question: If AI skills are becoming mandatory, should companies be paying a clear premium for them, or is this just the new cost of staying employable?

Articles:
1. Zapier AI Job Market Report: https://zapier.com/blog/ai-job-market-report/
2. Express Employment Professionals Report: https://www.expresspros.com/newsroom/news-releases/news-releases/2026/02/gen-z-leads-a-66-percent-surge-in-self-taught-job-skills-creating-a-verification-headache
3. Payscale 2026 Compensation Best Practices Report: https://www.payscale.com/press-releases/2026-compensation-best-practices-report

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The labor market just sent a mixed signal, and it’s one we can’t ignore.

In today’s episode of Cornering the Job Market, host Pete Newsome breaks down new research from the Federal Reserve Bank of Dallas showing that while AI-exposed industries are seeing fewer jobs overall, wages for experienced professionals are rising sharply. In computer systems design, pay has jumped more than double the national rate since 2022, even as employment declined.

The pattern is clear: AI is substituting entry-level work while amplifying experienced workers. Economists call it the “experience premium.” In simple terms, AI can replicate codifiable knowledge, but it still struggles with judgment and tacit expertise. That makes seasoned professionals more valuable, and makes the climb harder for young workers trying to break in.

At the same time, new data from ADP shows U.S. worker turnover has fallen to its lowest level in nearly a decade. Hiring has slowed, quitting has slowed, and the pay bump from switching jobs is now the weakest since 2017. The labor market isn’t collapsing... It’s stagnating.

Then Pete turns to a policy paper from the Brookings Institution, which highlights a major gap in the U.S. tax code: labor is taxed at five to six times the effective rate of automation equipment. In other words, the system may be quietly incentivizing companies to replace workers rather than augment them.

The big question isn’t whether AI will affect jobs; it already is. The real question is whether companies will use it to enhance workers or eliminate them.

So here’s the question: If AI keeps boosting productivity while shrinking entry-level pathways, what happens to the next generation of workers?

Articles:
1. AI Is Simultaneously Aiding & Replacing Workers: https://www.dallasfed.org/research/economics/2026/0224
2. What Happened to Labor Market Dynamism: https://www.adpresearch.com/what-happened-to-labor-market-dynamism/
3. Building Pro-Worker AI: https://www.brookings.edu/articles/building-pro-worker-ai/

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Most people are still using AI like it's a Magic 8-Ball. Ask a question, get an answer, shake and repeat.

But there's a new category of AI that goes way beyond chat. They're called AI agents - and they don't just answer questions, they actually DO work.

AI agents can:

Browse the web and research topics
Write and execute code
Create documents and files
Complete multi-step projects autonomously

In today's episode, host Pete Newsome will explain what AI agents are, show you tools you can use TODAY (like Claude), and give you 3 ways to start working with them immediately. 73% more productive. That's not a small edge - that's a different league.

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Performance review season is here, and the data suggests workers aren’t happy about it. In today’s episode of Cornering the Job Market, host Pete Newsome breaks down new findings from Glassdoor showing that 88% of performance review mentions in 2026 are negative, up from 83% just a few years ago.

Mentions of performance improvement plans (PIPs) have surged eightfold since 2021, and employees increasingly describe them not as development tools, but as signals they’re being pushed out. Pete explains why that perception may not always match reality, how forced ranking systems are resurfacing, and why understanding your company’s review process before review season starts could be the most important move you make this year.

The episode also covers new data from Gallup showing that staffing shortages and budget cuts are limiting companies’ ability to deliver on customer promises. Employees report taking on more responsibility while resources shrink, creating a tension between engagement, performance expectations, and organizational capacity.

The big takeaway: in a tighter labor market, standards are rising, headcounts are shrinking, and communication matters more than ever. So here’s the question: Are performance reviews becoming more demanding because expectations are rising or because employers hold more leverage right now?

Articles:
1. Glassdoor Data on Performance (Review) Anxiety: https://www.glassdoor.com/blog/conversation-starter-performance-review-anxiety/
2. Gallup Poll on Staffing Eroding Customer Experience: https://www.gallup.com/workplace/702329/staffing-eroding-customer-experience.aspx

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A college degree used to be the safety net. Now it might be the risk.

Today’s episode breaks down a new warning about the future of white-collar work and why many professionals may be unprepared for what’s coming next. Host Pete Newsome unpacks a report showing college graduates now make up a record share of the unemployed and what happens if job loss becomes structural instead of cyclical.

Then Pete connects it to real-time hiring data. Job searches surged 31% in January, but postings barely moved. That leaves more candidates competing for the same roles in what economists call a low-hire, low-fire market. Layoffs remain historically low, yet workers who lose jobs are taking much longer to land another one.

Finally, he explains why the weekly unemployment claims report looks healthy on the surface but tells a different story underneath: companies aren’t cutting aggressively, they’re just not replacing people. Many teams are quietly asking the same question: Can AI handle the work instead?

The result is a slower, tighter job market where switching roles carries more risk than it used to.

Are we heading toward a true white-collar slowdown, or just a temporary pause before hiring rebounds? Let me know in the comments what you’re seeing where you work.

Articles:
1. Annie Lowrey Article: https://www.theatlantic.com/ideas/2026/02/ai-white-collar-jobs/686031/
2. February 2026 US Labor Market Update: https://www.hiringlab.org/2026/02/19/february-2026-labor-market-update-new-year-same-resolutions/
3. Department of Labor Weekly UI Report: https://www.dol.gov/newsroom/releases

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The economy looks strong on paper, but hiring data tell a different story.

A new analysis from Mohamed El-Erian explains why growth and employment are now moving in opposite directions, a pattern that rarely occurs outside recessions. Companies aren’t hiring because they expect AI to handle the work soon, and many are still correcting over-hiring from the post-pandemic boom.

At the same time, a new MetLife study shows “job hugging” is spreading. More than half of employees are staying put not because they’re happy, but because they feel they have no safer option. Retention appears healthy, yet engagement and productivity are quietly eroding beneath the surface.

Then CompTIA’s job seeker data adds another twist: millions are still searching anyway. Some are chasing opportunity, others security, and nearly half say entry-level roles are already being frozen due to AI expectations. Workers are responding by rushing to learn AI skills before the market shifts further.

We may be entering a rare environment where businesses can grow without adding workers, and employees remain even as they look for the exit.

Are you seeing hiring slow down at your company, or is your company still expanding?

Articles:
1. Mohamed El-Erian's Job Market Outlook: https://www.businessinsider.com/job-market-ai-outlook-hiring-us-economy-mohamed-el-erian-2026-2
2. 2026 Employee Benefit Trends Study: https://www.metlife.com/about-us/newsroom/2026/february/job-hugging-is-undermining-workplace-outcomes-new-metlife-study/
3. Job Seeker Trends 2026: https://www.comptia.org/en-us/resources/research/job-seeker-trends/

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The job market just sent two contradictory signals simultaneously.

New data shows hiring indicators improving and pay for new hires rising, but confidence in finding a job just hit a five-year low. So which one should workers believe?

Host Pete Newsome breaks down fresh ADP numbers showing that the job-switching pay bump has shrunk dramatically, weekly hours are falling, and employers are relying on part-time flexibility rather than hiring. Then he unpacks a major recruiting benchmark report pointing to something bigger: a white-collar recession, where office workers face intense competition while frontline roles still struggle to find staff.

You’ll also learn why applications are flooding tech jobs, why hiring got more expensive even with more candidates, and what salary transparency is quietly doing to applicant quality.

Is the labor market stabilizing… or quietly freezing in place?

What are you seeing where you work right now?

Articles:
1. ADP Research - Pay Trends to Watch in 2026: https://www.adpresearch.com/pay-trends-to-watch-in-2026/
2. ADP National Employment Report: https://mediacenter.adp.com/ADP-National-Employment-Report-Preliminary-Estimate-for-January-31,-2026
3. The Conference Board Employment Trends Index: https://www.conference-board.org/topics/employment-trends-index/
4. 2026 Recruitment Marketing Benchmark Report: https://info.appcast.io/whitepaper/2026-recruitment-marketing-benchmarks-report

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Law school applications are up 44% in two years—the highest level since the early 2000s.

At the same time, Goldman Sachs estimates 44% of legal work could be automated by AI.

Same percentage. Opposite directions. Harvey AI is already inside 42% of the biggest law firms in America. And the CEO of Anthropic is warning that half of all entry-level white-collar jobs could disappear within five years.

And tens of thousands of students are about to borrow $200,000, betting that the job market in 2029 looks exactly like it does today.

Host Pete Newsome breaks down what's actually happening and what prospective law students deserve to know before they sign on the dotted line.

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What happens when AI moves from assistant to operator while workers feel more pressure than ever?

Today’s headlines collide in a big way. Microsoft’s head of AI says many professional desk jobs could be automated within 12–18 months, pointing to software development as proof that the shift has already started. Roles are evolving toward oversight, strategy, and judgment instead of execution.

At the same time, a new Goodwill report shows younger workers facing a “generational recession.” Gen Z confidence is falling, many resist AI at work, and long job searches are becoming common. Career plans are being delayed as uncertainty grows.

Then there’s the day-to-day reality: a Monster survey finds most employees work past 40 hours each week, yet most say the extra time doesn’t improve performance and often harms health.

Taken together, the message is clear. Work is changing faster than people are adapting, and pressure is rising from both technology and expectations.

Are we preparing for a new era of productivity or heading into a burnout economy? What are you seeing in your workplace right now?

Articles:
1. Financial Times Interview: https://www.ft.com/video/2c428045-bf4f-45bd-ada2-8ba53983cd81
2. Goodwill Workforce Report: https://www.goodwill.org/wp-content/uploads/2026/02/Workforce-in-Flux-PDF-for-GII-Web.pdf
3. Monster Workweek Report: https://www.monster.com/career-advice/job-search/news-and-insights/state-of-the-workweek

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You might not be getting rejected because of your resume... it could be your social media.

New hiring tools now use AI to scan public posts and generate personality scores before employers ever decide to interview you. Host Pete Newsome explains how automated screening works, what employers are actually looking for, and why a single post can quietly remove you from consideration.

Pete also breaks down the latest unemployment claims data and the much bigger story buried in the jobs report revisions; hundreds of thousands of jobs from last year were overstated, which helps explain why hiring felt far worse than the headlines suggested.

Between questionable labor data and AI-driven candidate screening, the hiring process is changing fast. Are job seekers adapting quickly enough, or are they being filtered out without realizing it?

What do you think matters more now, your resume or your online footprint?

Articles:
1. DOL's Unemployment Insurance Weekly Claims: https://www.dol.gov/sites/dolgov/files/OPA/newsreleases/ui-claims/20260215.pdf
2. Employers Turn to AI to Screen Candidates' Socials: https://www.jdsupra.com/legalnews/employers-turn-to-ai-to-screen-8193672/

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The January jobs report is finally here, and the headline number isn’t the real story.

Yes, 130,000 jobs were added and unemployment dipped to 4.3%. But buried inside the report was a massive revision: 2025 job growth was slashed from 584,000 to just 181,000. That means nearly 400,000 jobs we thought existed… didn’t.

In today’s episode, host Pete Newsome breaks down what this means for trust in the labor data, how it impacts Fed decisions and hiring plans, and why the so-called “strong labor market” may have been overstated for over a year.

Pete also digs into the Dice 2026 Tech Sentiment Report, which paints a defensive picture of today’s workforce. Tech postings are down below pre-COVID levels. Half of workers are applying for jobs they’re overqualified for. Meanwhile, AI engineer roles are exploding, up 208%.

And finally, more major employers announce cuts, including Heineken, raising the question: Are we restructuring, slowing, or quietly shifting into something bigger?

The January report looked strong. The details tell a very different story.

What do you think: Is the labor market stabilizing… or unraveling?

Articles:
1. BLS Employment Situation Summary: https://www.bls.gov/news.release/empsit.nr0.htm
2. Dice 2026 Tech Sentiment Report: https://www.dice.com/recruiting/ebooks/tech-sentiment-report/
3. Heineken Job Cuts: https://www.reuters.com/business/heinekens-annual-profit-beat-expectations-brewer-sets-slower-2026-growth-2026-02-11/

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The job market is sending mixed signals, and the timing couldn’t be worse. With the delayed jobs report expected to show weaker growth, private hiring slowing sharply, and AI anxiety rising, workers are being forced to make tougher career decisions with less clarity than ever.

Host Pete Newsome starts with new Glassdoor data analyzing over 268,000 employee reviews to answer a question many people are quietly asking: Does switching jobs actually make things better? The findings are nuanced. Leaving a bad job often improves satisfaction, but workers who already rate their employer highly are far more likely to regret a move, especially during periods of layoffs, leadership changes, and burnout.

Pete then breaks down why the White House is already lowering expectations for tomorrow’s jobs report, how ADP data points to a sharp slowdown in hiring momentum, and why smaller job gains matter more than headlines suggest. The numbers paint a picture of a market losing speed at the same time confidence is weakening.

Finally, he digs into a major new Atlantic feature on AI and employment, where CEOs warn about job losses but many workers remain deeply skeptical. With younger workers already seeing measurable employment declines in AI-exposed roles, the disconnect between reassurance and reality is growing fast.

Is this a moment to stay put, skill up, and wait, or a warning sign to rethink your path entirely? Drop a comment and tell us: Are you holding tight, or getting ready to move?

Articles:
1. When Switching Employers Is the Right Move: https://www.glassdoor.com/blog/lovers-and-leavers-when-to-switch-jobs/
2. White House Sets Lower Job Growth Expectations: https://www.reuters.com/business/white-house-adviser-hassett-expects-smaller-jobs-numbers-2026-02-09/
3. ADP Preliminary National Employment Report Estimate: https://mediacenter.adp.com/ADP-National-Employment-Report-Preliminary-Estimate-for-January-24,-2026
4. America Isn't Ready for What AI Will Do to Jobs: https://www.theatlantic.com/magazine/2026/03/ai-economy-labor-market-transformation/685731/

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Who do you trust when it comes to AI displacing jobs? The government?

David Sacks, the White House AI czar, goes on TV to tell you not to worry. AI is creating jobs, he says. Data center construction is booming. Everything's fine.

Meanwhile, Dario Amodei, the CEO of Anthropic (one of the companies actually building this technology), just published a 20,000-word essay called "The Adolescence of Technology." His prediction? 50% of entry-level white-collar jobs could be displaced within one to five years.

Same week. Opposite messages. One guy wants to keep you calm. The other one is building the thing he's warning you about.

Here's what stuck with me: Amodei said AI isn't a substitute for specific human jobs. It's "a general labor substitute for humans." That's deep. And that's chilling when you stop and think about it.

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Job seekers are getting so desperate that they’re paying recruiters to find them a job, and that should be a red flag for where the market is heading. Host Pete Newsome explains why “reverse recruiting” is unnecessary, how it preys on anxiety, and why targeted outreach beats mass, AI-generated messaging every time.

Then he shifts to 4 Corner Resources’ new Q1 Employee Mindset Survey of employed workers earning $50K+. The headline is a contradiction that makes perfect sense: job satisfaction is high, but anxiety about the future is even higher. Heavy AI users are the most worried about AI displacement, financial runways are thin for nearly half of workers, and Gen Z is the most anxious generation in the data. Pete also breaks down the “triple crisis” facing entry-level employees (low confidence, low savings, and low AI exposure) at the exact moment they need AI fluency the most.

Finally, new research challenges the popular promise that AI will lighten workloads. An eight-month study of generative AI inside a tech company found that AI often intensifies work by expanding tasks, blurring work-life boundaries, and accelerating multitasking. Pete shares why the “genie isn’t going back in the bottle,” and what workers can do right now to stay competitive without letting AI turn every hour into work time.

Articles:
1. Job Hunters Are So Desperate That They’re Paying to Get Recruited: https://www.wsj.com/lifestyle/careers/job-hunters-are-so-desperate-that-theyre-paying-to-get-recruited-44891ac2
2. Q1 2026 Employee Mindset Survey: https://www.4cornerresources.com/employee-mindset-survey/
3. AI Doesn’t Reduce Work—It Intensifies It: https://hbr.org/2026/02/ai-doesnt-reduce-work-it-intensifies-it

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AI is supposed to boost productivity, but new data shows it may be doing the opposite. In today’s episode of Cornering the Job Market, host Pete Newsome breaks down a troubling new survey on AI errors at work, alongside fresh signals that employee confidence is slipping and small business hiring is grinding to a near standstill.

Pete starts with a report from Resume.org that highlights what it calls the “AI slop” problem. A majority of managers say employees are submitting AI-generated work with factual errors, missing context, and even compliance risks. In some cases, those mistakes are reaching clients and costing companies tens of thousands of dollars, forcing managers to step in and fix the work themselves.

Next, he looks at the latest Glassdoor Employee Confidence Index. Confidence dipped heading into 2026, but the biggest decline isn’t among entry-level workers... It’s senior leadership. Pete explains why that matters, what it says about decision-making at the top, and how rising mentions of layoffs in employee reviews reflect growing unease across the workforce.

Finally, he unpacks new hiring data from NFIB, which shows small business hiring has fallen to its lowest level since May 2020. Even so, many owners still report unfilled roles and a lack of qualified applicants, especially in construction and the skilled trades. Pete explains where the contradiction lies, why construction remains a long-term opportunity, and what job seekers and employers should take away from these trends.

So here’s the question: Is AI making work better, or are companies and workers moving faster than they’re prepared for right now?

Articles:
1. Resume.org Survey on AI Slop Crisis: https://www.resume.org/ai-slop-crisis/
2: Glassdoor Employee Confidence Index: https://www.glassdoor.com/blog/glassdoor-employee-confidence-index-january-2026/
3: NFIB Small Businesses Jobs Report: https://www.nfib.com/news/press-release/nfib-jobs-report-new-small-business-employment-index-shows-balanced-job-market/

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January delivered a tough reality check for the job market. In today’s episode of Cornering the Job Market, host Pete Newsome breaks down a wave of new labor data showing layoffs at their highest January level since 2009, hiring plans at a record low, and early signs that the labor market may be stalling rather than rebounding.

We start with the Challenger Job Cuts report, which shows more than 108,000 layoffs announced in January, driven largely by transportation and tech restructurings. At the same time, companies publicly announced just 5,300 hiring plans, the weakest January reading ever recorded, signaling broad employer caution coming out of 2025.

Next, he digs into unemployment claims data, where initial claims jumped sharply week over week, even as continuing claims hit their lowest level since late 2024. Pete explains why that combination can look deceptively stable in the short term, but often precedes further weakness when hiring slows.

Finally, he looks at the few bright spots. Job posting salaries climbed in January, led by manufacturing and healthcare, as employers compete for fewer, more specialized hires. The takeaway is nuanced but clear: the job market isn’t collapsing, but it is cooling fast, and workers and employers alike need to adjust expectations.

So here’s the question: Do you think this is a temporary pause after 2025, or the start of a tougher hiring environment for the rest of the year?

Articles:
1. January 2026 Challenger Report: https://www.challengergray.com/wp-content/uploads/2026/02/CR126007123.pdf
2. Unemployment Insurance Weekly Claims Report: https://www.dol.gov/sites/dolgov/files/OPA/newsreleases/ui-claims/20260179.pdf
3. Revelio Public Labor Statistics Latest Release: https://www.reveliolabs.com/public-labor-statistics/

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Hiring didn’t just slow in January... it nearly stalled. In today’s episode of Cornering the Job Market, host Pete Newsome breaks down the new ADP employment report showing private employers added only 22,000 jobs last month, far below what’s needed to keep pace with population growth. Healthcare carried the report, while white-collar and manufacturing roles pulled back sharply and regional hiring looked wildly uneven.

Next, Pete digs into Upwork’s 2026 in-demand skills report. Despite fears that AI is eliminating work, demand for AI-related skills on the platform jumped 109% year over year. Roles like AI video editing, AI integration, and data labeling are exploding in demand, suggesting AI isn’t replacing work yet; it’s being layered into it. He explains why workers who embrace these tools are gaining an edge while others risk falling behind.

Finally, the episode covers major layoffs at The Washington Post, where 300 journalists (roughly a third of the newsroom) were let go as legacy media struggles to keep pace with digital and independent news platforms. Pete connects the dots between industry disruption, entrepreneurial opportunity, and how technology is reshaping who gets to create and distribute content.

So here’s the question: If hiring is stalling but AI skills are surging, what are you doing right now to stay relevant?

Articles:
1. ADP Report: https://adpemploymentreport.com/
2. Upwork Skills Report: https://www.upwork.com/research/in-demand-skills-2026
3. NYT on The Post: https://www.nytimes.com/2026/02/04/business/media/washington-post-layoffs.html

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A single number dominates today’s episode: 60%. That’s the share of American jobs now exposed to artificial intelligence, according to the newly released International AI Safety Report, a 156-page study authored by more than 100 experts across 30 countries.

In today's episode of Cornering the Job Market, host Pete Newsome zeroes in on what that number actually means for workers. “Exposed” doesn’t mean eliminated, but it does mean the tasks in those roles can now be automated or significantly augmented by AI. The report shows that knowledge work (writing, analysis, coding, research, and communication) is squarely in the crosshairs, and that AI adoption is moving faster than any technology in history, outpacing even the internet and personal computers.

Pete breaks down key findings: AI usage among U.S. workers jumping from 30% to 46% in months, freelance writing demand dropping within weeks of ChatGPT’s release, productivity gains between 20–60% in studies, and early signs that junior workers are feeling the impact first. While the report emphasizes that large-scale job loss hasn’t happened yet, Pete explains why focusing on what hasn’t happened can be dangerously misleading when the technology is evolving this quickly.

Whether you run a business or work for one, this is not the moment to be passive. So here’s the question: If 60% of jobs are already exposed to AI, what are you doing today to stay ahead of that curve?

Link to International AI Safety Report: https://internationalaisafetyreport.org/

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Everyone has an opinion on how AI will impact jobs. But what do the billionaires have to say about it?

They talked about it a lot last week in Davos. That's the World Economic Forum's annual meeting, where the world's most rich and powerful get together to remind each other how rich and powerful they are.

Host Pete Newsome pulled clips from Jensen Huang (NVIDIA), Alex Karp (Palantir), Dario Amodei (Anthropic), the head of the IMF, and others. Here's what he found:

Jensen Huang, whose company makes the chips powering the entire AI revolution, was asked point-blank about job displacement. His answer? "Jobs, jobs, jobs." That's it. The guy in the best position to tell us exactly where the displacement is going to happen... doesn't acknowledge job displacement when asked about job displacement.

Alex Karp from Palantir was more direct. AI will "destroy humanities jobs." But don't worry, he offered some hope: "If you can get a job, you might keep it." Although not so much for middle managers. He called them "the fat in the middle."

The head of the IMF said 60% of jobs in advanced economies will be "enhanced, eliminated, or transformed" by AI. That kind of specificity is comforting, isn't it?
And Dario Amodei, CEO of Anthropic? "We actually need less and not more people."

This is potentially the biggest issue all of us will face in our lifetimes. And if you can't already tell, Pete is very concerned about where it's heading.

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Workers at Hyundai are suddenly afraid of robots taking their jobs.
And honestly? They should be paying attention.

Boston Dynamics just unveiled the production-ready Atlas humanoid robot at CES 2026. It's 6'2", lifts 110 pounds, works in temperatures from -4° to 104°F, and never asks for a bathroom break. Hyundai is calling it "the Ferrari of humanoids."

This isn't a concept. It's not a demo reel. Atlas is already in production, and every unit made in 2026 is already spoken for. Hyundai's Georgia plant gets them in 2028. Google DeepMind is integrating their AI. And the plan is to build 30,000 of these things per year.

When cars replaced horses, we had 27 million horses in America. By 1960, there were 3 million left. Everyone really liked their horses, too.

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No January jobs report. Rising layoffs. And a growing narrative that AI isn’t really behind the cuts. In today’s episode of Cornering the Job Market, host Pete Newsome tackles a wave of skepticism around AI’s role in the labor market and why dismissing it now could leave workers unprepared for what’s next.

Pete starts with the delay of the Bureau of Labor Statistics January report due to the government shutdown, removing a key data point at a moment when everyone is debating whether the job market is strengthening or slipping. With no federal numbers, attention turns to private data and headlines from companies like Amazon, UPS, Dow, and Pinterest announcing cuts.

Then Pete unpacks a New York Times argument that many companies may be “AI washing,” using AI as a convenient explanation for layoffs driven by other economic pressures. He explains why that framing may miss the bigger picture: companies aren’t cutting because AI has fully replaced jobs yet, but because they’re positioning for a future where it will. Investment is shifting from payroll to AI infrastructure, signaling where leadership believes work is headed.

Finally, he looks at a Gartner report claiming many AI-driven customer service cuts will be reversed by 2027. Pete highlights a key contradiction in the data: leaders report serving more customers with the same headcount, a sign that AI is already enabling “more with less,” not a return to old staffing levels.

The takeaway is clear: early AI may be imperfect, but dismissing its impact because it hasn’t fully arrived is risky. So here’s the question: Are companies overstating AI’s role in layoffs, or are they quietly preparing for a future most workers aren’t ready for yet?

Articles:1. NYT on AI Washing: https://www.nytimes.com/2026/02/01/business/layoffs-ai-washing.html
2. Gartner Report: https://www.gartner.com/en/newsroom/press-releases/2026-02-03-gartner-predicts-half-of-companies-that-cut-customer-service-staff-due-to-ai-will-rehire-by-2027

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It’s a Friday episode with a wide-angle view of today’s job market, and plenty to unpack. Host Pete Newsome is breaking down new data showing a growing disconnect between employers and job seekers, rising anxiety about AI-driven job loss, and a surprising look at workplace relationships in 2026.

Pete starts with a new report from Indeed, which finds that most employers believe they understand what workers want, while job seekers overwhelmingly disagree. He explains why this gap widens in an employer-driven market, how perceptions flip when power shifts, and why balance (not extremes) matters most for long-term job stability. The episode also explores the widening AI trust gap, as employers push adoption while many workers remain uneasy about what automation means for their careers.

Next, he turns to Monster’s 2026 workplace report, which shows that office romance is still very much alive. More than half of workers admit to having a crush at work, and one in three report having been in a workplace relationship. Pete also highlights why managers play an outsized role in job satisfaction: many employees stay longer because of great leadership or leave because of poor management.

Finally, the episode covers comments from Avishai Abrahami, CEO of Wix, who predicts that a large share of today’s most popular jobs will be affected by AI in the coming years. Pete weighs in on which roles are most exposed, why timelines matter less than direction, and why ignoring AI is no longer an option for workers at any stage of their career.

So here’s the question to end the week: Do you feel your employer actually understands what workers want right now, or are job seekers being forced to adapt faster than companies are willing to listen?

Articles:1. Employers Are Out of Touch & Job Seekers Are Over It: https://www.indeed.com/lead/employers-are-out-of-touch-job-seekers-are-over-it-what-now?hl=en
2. Office Romance Isn't Dead: https://www.monster.com/career-advice/job-search/news-and-insights/office-romance-isnt-dead
3: CEO of Wix on AI & Jobs: https://www.businessinsider.com/wix-ceo-jobs-ai-most-and-least-likely-to-replace-2026-1

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It’s been a rough week for the job market, and today adds to the pile. In this episode of Cornering the Job Market, host Pete Newsome breaks down fresh job cut announcements from Dow Chemical and Home Depot, marking the latest in a string of workforce reductions by major employers. Dow plans to eliminate 4,500 jobs globally, while Home Depot confirmed 800 corporate cuts, raising more questions about how companies are balancing profits, AI-driven efficiency, and headcount.

Pete walks through what’s behind these decisions, including Dow’s claim that AI-driven transformation is a key driver, and why that explanation is becoming both more common and more controversial. He also looks at weekly unemployment claims and labor market forecasts, which still appear stable on the surface, but may not yet reflect the impact of recent layoffs, especially as small and mid-sized businesses quietly pursue similar cost-cutting strategies.

Pete closes with a deeper conversation about the stigma of layoffs. New data shows many workers still feel embarrassed about being laid off and even consider hiding it on their resumes. He explains why context matters more than ever, how to handle layoff conversations honestly, and why the stigma may finally fade as layoffs become more widespread.

So here’s the question: As AI-driven cuts continue and layoffs become more common, do you think the stigma around being laid off is finally disappearing, or does it still hurt job seekers more than it should?

Articles:1. CBS News on Dow Cutting 4.5K Jobs: https://www.cbsnews.com/news/dow-job-cuts-layoffs-4500-ai-artificial-intelligence-automation/
2. Unemployment Insurance Weekly Claims Report: https://www.dol.gov/newsroom/releases
3. Chicago Fed's Labor Market Forecast: https://www.chicagofed.org/research/data/chicago-fed-labor-market-indicators/latest-release
4. The New Resume Taboo: https://www.monster.com/career-advice/job-search/news-and-insights/new-resume-taboo

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Layoffs are back in the headlines, and they’re colliding with deeper shifts in how companies hire and how workers feel about work. In today’s episode of Cornering the Job Market, host Pete Newsome breaks down major job cuts at Amazon and UPS, alongside new data on skills-first hiring and employee engagement.

He starts with Amazon’s confirmation of roughly 16,000 corporate job cuts, completing a broader plan totaling nearly 30,000 corporate reductions since October, the largest in company history, as leadership pushes to reduce layers, increase ownership, and accelerate automation and AI. Pete explains which parts of the business are affected, why Amazon is doubling down on AI despite growing skepticism, and what these moves signal for corporate roles more broadly.

Next, Pete looks at UPS’s plan to eliminate up to 30,000 positions and close dozens of facilities as it deliberately scales back lower-margin Amazon delivery volume. Unlike Amazon, UPS is emphasizing attrition and buyouts over direct layoffs, highlighting how strategy, unionization, and profitability shape workforce decisions differently, even during cuts.

The episode then shifts to hiring trends from Indeed Hiring Lab, which show that college degrees still matter more than many expect, though requirements vary sharply by geography. Pete unpacks what “skills-first hiring” actually looks like in practice and why degree requirements may be quietly creeping back up.

Finally, he closes with new findings from Gallup showing declining employee engagement since 2020, with the steepest drops among Gen Z and younger millennials. Pete shares his perspective on how shifting expectations, remote work norms, and a tighter job market are reshaping the employee-employer relationship.

So here’s the question: Do these layoffs and engagement trends feel like a temporary reset, or a sign the job market is fundamentally changing for the next generation of workers?

Articles:1. Amazon Axes 16,000 Jobs: https://www.reuters.com/legal/litigation/amazon-cuts-16000-jobs-globally-broader-restructuring-2026-01-28/
2. UPS to Eliminate 30,000 More Jobs: https://www.reuters.com/business/retail-consumer/ups-forecasts-higher-2026-revenue-2026-01-27/
3. U.S. Employee Engagement Declines From 2020 Peak: https://www.gallup.com/workplace/701486/employee-engagement-declines-2020-peak.aspx
4. Where College Degrees Still Matter in a “Skills-First” Market: https://www.hiringlab.org/2026/01/28/where-do-college-degrees-still-matter-in-a-skills-first-job-market/

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AI isn’t just changing jobs... it may be changing the entire entry-level pipeline. In today’s episode, host Pete Newsome breaks down a new, widely discussed essay from Dario Amodei, CEO of Anthropic, that offers one of the starkest warnings yet about what advanced AI could mean for the job market.

Amodei’s argument isn’t the usual “technology reshapes work” story. He warns that the speed, scale, and concentration of AI power could displace a massive share of entry-level white-collar jobs in just a few years, potentially faster than workers, institutions, or governments can adapt. Pete explains why the timeline matters less than the direction, and why dismissing these risks as hype may be a mistake.

The episode also covers fresh labor market data from the Bureau of Labor Statistics, including a sharp drop in job openings in Florida and continued signs of slower hiring nationwide. Wage growth is cooling, job creation weakened in the second half of last year, and real income gains are barely keeping pace with inflation, signals that the labor market may be losing momentum heading into the new year.

The takeaway is sobering but grounded: AI progress is accelerating, hiring is slowing, and the job market is offering fewer easy on-ramps, especially for early-career workers. So here’s the question: Do you think AI disruption is being underestimated, or do you see this as another cycle we’ll adapt to like the ones before it?

Articles:1. Dario Amodei's The Adolescence of Technology Essay: https://www.darioamodei.com/essay/the-adolescence-of-technology
2. BLS' State JOLTS: https://www.bls.gov/news.release/jltst.nr0.htm
3. Haver Analytics Article: https://www.haver.com/articles/keep-an-eye-on-real-wages-and-hours-worked-in-economy

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AI is forcing a career reckoning, and it’s happening faster than most people realize. In this episode of Breaking Job News, host Pete Newsome breaks down what AI is actually doing to jobs, why vocational and technical skills are gaining ground, and how “career value” is being measured more clearly than ever.

Pete cuts through the Davos hype to explain what this shift means for middle management, career planning, and choosing skills that will stand the test of a rapidly changing market.

He also unpacks new worker sentiment data from ManpowerGroup, revealing a strange contradiction: U.S. workers report solid job satisfaction and stability, yet confidence in long-term security is slipping. Pete explores why people are “job-hugging” rather than job-hopping, how quiet quitting fits into the picture, and how to keep your options open without risking your current role.

Finally, he tackled the resume reality of 2026. Longer resumes, heavier keyword stuffing, and growing ATS anxiety are reshaping how people apply, but not in ways that actually help. Pete explains how recruiters really scan resumes, what fails the six-second test, what to cut immediately, and how to structure a resume that gets read by both systems and humans.

What do you think: Is the one-page resume rule still relevant in 2026?

Articles:1. YouTube: Palantir CEO Interview: https://www.youtube.com/watch?v=_fqxZKdb3J0
2. ManpowerGroup Talent Barometer: https://www.manpowergroup.com/en/insights/talent-barometer
3. Monster's State of the Resume 2026: https://www.monster.com/career-advice/job-search/news-and-insights/state-of-the-resume-2026

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The job market looks busy on the surface, but the signals underneath tell a more complicated story.

New data from Indeed, Randstad, and ADP shows workers still pushing for higher pay, better benefits, and real flexibility, even as job postings with flexible hours have barely budged since late 2023. That gap explains why job searches feel harder, and timelines feel longer in an employer-leaning market.

Host Pete Newsome breaks down the growing AI divide holding many U.S. workers back. Most AI users save at least an hour a day, yet many employees still don’t see a personal upside. He shares how to turn AI into proof of value by tracking time saved, improving output, and translating results into concrete stories that strengthen interviews, reviews, and negotiations.

Pete also unpacks the widening perception gap between confident employers and cautious employees. When leadership expects growth, but teams feel uncertain, retention risk rises. Clear communication around priorities and progress matters more than ever. While ADP’s late-December hiring slowdown looks seasonal, January data will be the real test. Until then, the smartest move is focusing on what you control: broaden your search if flexibility matters, refresh your portfolio, and double down on skills that signal impact.

So here’s the question: in a market where workers want more but hiring hasn’t fully caught up, what would actually make you stay—or start looking?

Articles:
1. Randstad Workmonitor 2026: https://www.randstad.com/press/2026/randstad-releases-new-workmonitor-2026-report/
2. Indeed Workforce Insights Survey: https://www.hiringlab.org/2026/01/19/2025-indeed-workforce-insights-survey/
3. ADP NER Pulse: https://www.adpresearch.com/msm-ai-and-the-great-job-unbundling/

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Your skills may already be on the clock. In today’s video, host Pete Newsome connects new data from IBM, Indeed, and Monster to show how AI is reshaping jobs, why companies are hiring for mindset over static skills, and where employers are still adding workers at scale.

Pete starts with IBM’s Enterprise 2030 findings: executives say roles are becoming shorter-lived, more than half of today’s workforce will need reskilling by 2026, and adaptability is quickly overtaking technical expertise as the most valuable trait. Hiring is shifting toward people who can learn fast, think critically, and work alongside AI agents that increasingly handle execution across marketing, sales, IT, finance, and operations.

Next, he balances that future with Indeed’s hiring data. AI job postings are rising fast, but adoption remains heavily concentrated among the largest companies, while smaller employers fold AI into existing jobs without labeling it. That gap explains why AI feels everywhere in the headlines but uneven in real workplaces.

Finally, Pete grounds everything in Monster’s 2026 hiring trends. Healthcare, caregiving, retail, admin support, logistics, and skilled trades are still driving the majority of openings, essential, human-heavy work that keeps the labor market moving even as AI accelerates change behind the scenes.

So here’s the question: What’s one skill you’re actively working on right now to stay ahead of AI in your career?

Articles:
1. IBM Enterprise 2030 Report: https://www.ibm.com/thought-leadership/institute-business-value/en-us/report/enterprise-2030
2. Indeed Hiring Lab: https://www.hiringlab.org/2026/01/16/ai-adoption-accelerating-still-concentrated-among-largest-firms/
3. Monster Hiring Trends: https://www.monster.com/career-advice/job-search/news-and-insights/what-employers-are-hiring-for-2026

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Is AI coming for your job, or can it actually make you more valuable? In this video, host Pete Newsome breaks down new survey data from Axios showing why many lower-wage and early-career workers feel exposed as AI moves from helper to doer. He explains what today’s AI tools can already handle, from organizing projects to updating spreadsheets, and how that shift is quietly changing everyday work.

Pete also zooms out to the bigger picture. U.S. News & World Report’s best jobs for 2026 point to where opportunity still exists, especially in healthcare, technology, finance, and safety-critical roles. Jobs that require judgment, accountability, and human decision-making aren’t immune to automation, but they’re better positioned to use AI as a force multiplier rather than a replacement.

The takeaway is practical: waiting isn’t a strategy. Start using AI in your workflow now, automate repetitive tasks, track the results, and build skills that make you harder to replace and easier to promote. The workers who win won’t be the ones who avoid AI; they’ll be the ones who know how to direct it.

So here’s the question: Do you feel AI is helping your work today, or do you worry it’s slowly replacing parts of your job, and why?

Articles:
1. Axios Survey: https://www.axios.com/2026/01/16/lower-wage-workers-ai-threatens-jobs
2. U.S. News & World Report: https://careers.usnews.com/best-jobs/rankings/the-100-best-jobs

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Disruption may be cooling globally, but in the U.S., it’s accelerating, and AI is at the center of it. In today’s video, host Pete Newsome breaks down new data showing why most executives are optimistic about AI’s productivity gains while still expecting AI-driven layoffs in the years ahead. That tension is reshaping how companies think about headcount, output, and career paths right now.

Pete also unpacks fresh ZipRecruiter data on new hires that explains why job searches are moving faster. More candidates are landing roles in weeks, employers are responding quicker, and application volume per job is falling. At the same time, many workers report limited hands-on AI use, even as companies invest heavily behind the scenes. He explores why AI adoption feels uneven and how much of it is already built into everyday tools without being labeled as “AI.”

Finally, Pete looks at job seeker sentiment data that highlights longer hours and mounting pressure, without tipping into panic. The market isn’t booming, but it isn’t breaking either. His takeaway is practical: use this moment to build AI fluency, tie your work to measurable outcomes, and stay flexible as roles continue to evolve.

So here’s the question: Are you seeing real AI productivity gains at work or mostly big promises with little change so far?

Articles:
1. AlixPartners Disruption Index 2026: https://www.alixpartners.com/disruption-index/
2. ZipRecruiter Survey of New Hires: https://www.ziprecruiter-research.org/new-hires-survey
3. Express Employment Professionals/Harris Poll: https://www.expresspros.com/newsroom/news-releases/news-releases/2026/01/58-percent-of-us-job-seekers-say-finding-work-will-be-harder-in-2026-yet-42-percent-are-already-on-the-hunt

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AI headlines are loud, but the real question is how jobs, wages, and hiring change next. In today’s video, host Pete Newsome breaks down the biggest job market stories shaping the future of work, starting with the World Economic Forum’s four futures for jobs by 2030. Instead of one prediction, the data shows four paths driven by two forces: how fast AI advances and how ready the workforce is to adapt.

He also unpacks Forrester’s latest analysis on AI and job loss, which shows AI reshapes work far more often than it replaces it. At the same time, new small business data explains why hiring feels stuck: open roles are rising, yet qualified candidates remain hard to find. The issue isn’t demand or confidence; it’s skills and readiness.

Finally, Pete connected the dots between these stories and what to do next. He covers which skills hold up across every scenario, why entry-level and administrative jobs face the most pressure, and how workers and employers can stay competitive as AI adoption accelerates.

So here’s the question: Which future do you think we’re heading toward, and what are you doing right now to stay ahead of it?

Articles:
1. World Economic Forum Report: https://reports.weforum.org/docs/WEF_Four_Futures_for_Jobs_in_the_New_Economy_AI_and_Talent_in_2030_2025.pdf
2. Forrester Analysis: https://www.forrester.com/blogs/ai-and-automation-will-take-6-of-us-jobs-by-2030/
3. NFIB Small Business Optimism Survey: https://www.nfib.com/news/press-release/new-nfib-survey-small-business-optimism-continues-to-rise/

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Still applying and hearing nothing back? Today’s job market headlines explain why. In this video, host Pete Newsome breaks down the biggest job market stories shaping 2026 and what they actually mean for job seekers and employers right now.

Pete starts with Monster’s 2026 Job Market Outlook, which shows a selective hiring market, not a frozen one. Demand is rising for healthcare, behavioral health, skilled trades, logistics, and other hands-on, hard-to-automate roles, while office support, education, and creative jobs cool under budget pressure and automation. The takeaway is simple: jobs aren’t disappearing, they’re shifting.

Next, Pete unpacks Glassdoor’s data on how hiring actually happens. Online applications still drive most interviews and offers, but they’ve normalized after peaking in 2023. Recruiter sourcing and referrals are growing as employers try to cut through AI-generated application noise, making human connection more valuable than ever.

So here’s the big question: If hiring in 2026 is about being in the right place with the right approach, how are you changing your job search (or your hiring strategy) this year?

Articles:

Monster 2026 Job Market Outlook: https://www.monster.com/career-advice/job-search/news-and-insights/2026-job-market-outlook
Glassdoor Economic Research: https://www.glassdoor.com/blog/ai-has-not-killed-online-job-applications/

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A soft landing doesn’t look like a victory lap; it looks like a tug-of-war. December added 50,000 jobs versus a 70,000 forecast, unemployment ticked down to 4.4, yet long-term joblessness and involuntary part-time work continue to weigh on households and hiring plans. Host Pete Newsome breaks down why the trend matters more than the miss, and how slower growth in 2025 stacks up against a much stronger 2024.

Beneath the headline rate, friction is building: more workers stuck unemployed for 27 weeks or longer, and a persistent gap in part-time work for economic reasons points to tighter screening and cautious employers. One bright spot stands out: wages rose 3.8% year over year while inflation sits near 2.7, creating real gains that smart teams can turn into retention by simplifying job requirements, hiring for potential, and accelerating onboarding and mobility.

On the ground, staffing pipelines are warming. We’re seeing more requisitions and faster movement, often an early signal before payroll data turns. If that momentum holds, the first half of 2026 could bring a modest pickup, especially for employers focused on measurable ROI and reskilling. For job seekers, the play is scarce skills and documented impact. For employers, it’s reducing friction and building pathways from part-time to full-time.

So what’s your read on the next quarter, cautious or confident?

Article:
1. BLS: https://www.bls.gov/news.release/empsit.nr0.htm

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Hiring looked better in December, but don’t let the headlines fool you.

Layoffs eased, and jobs ticked up, yet the labor market is still stuck in neutral. Fewer job postings, softer starting pay, and cautious employer demand signal a slowdown beneath the surface. Host Pete Newsome unpacks why 2025 delivered historic layoffs, why the government led the cuts, and why policy, not AI, was the real driver behind most downsizing.

He also breaks down the signals that matter most right now: initial jobless claims hit their lowest level since April 2024, but continuing claims climbed, showing that job searches are taking longer. That tension is playing out across hiring funnels, with greater selectivity, slower decision-making, and a growing premium on proven, measurable impact. Whether you’re hiring or job hunting, we share practical strategies to navigate a market that rewards precision over volume.

Finally, Pete gets into worker confidence. Glassdoor’s Employee Confidence Index ended the year flat, but only after collapsing to a record low mid-year. Government employees were hit hardest, and mid-level workers saw the largest drop in confidence, challenging the idea that “safe” roles still exist.

With momentum fragile heading into the new year, is this a pause before recovery, or the new normal for hiring?

Articles:
1. Challenger, Gray & Christmas Year-End Report: https://www.challengergray.com/wp-content/uploads/2026/01/Challenger-Report-December-2025.pdf
2. Glassdoor Employee Confidence Index: https://www.glassdoor.com/blog/glassdoor-employee-confidence-index-december-2025/
3. U.S. Department of Labor Claims Report: https://www.dol.gov/ui/data.pdf
4. Revelio Public Labor Statistics: https://www.prnewswire.com/news-releases/revelio-public-labor-statistics-reports-71-000-us-jobs-added-in-december-302656478.html

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The headlines say hiring is back, but the data tells a more cautious story. December job numbers show a labor market that’s still moving, just not accelerating. ADP points to modest hiring gains, while the latest JOLTS report confirms fewer job openings and steady quits. Translation: the market isn’t collapsing, but momentum is fragile, especially in white-collar and discretionary roles.

In today's Breaking Job News, host Pete Newsome breaks down what’s actually holding firm right now. Education, healthcare, and leisure continue to carry job growth, while professional and business services pull back. Pay trends show job changers still earning more than stayers, though the gap is stabilizing. Regionally, the West cools while the South and Northeast add jobs, reshaping where opportunity lives.

Then he zooms out to LinkedIn’s Jobs on the Rise 2026, which reveals where hiring is accelerating despite the slowdown. AI dominates the list, from engineers and consultants to data and machine learning roles, but growth isn’t limited to tech. Healthcare operations, real estate and construction, sales, consulting, and founder-led roles are gaining traction, signaling demand for revenue, infrastructure, and flexibility.

Pete connects the dots on what this means for job seekers right now, from building AI literacy and proof-of-work portfolios to sharpening sales and value messaging in a tighter market.

So here’s the question: in a job market that’s cooling overall but heating up in specific roles, where should you be focusing your next move?

Articles:
1. ADP® National Employment Report: https://adpemploymentreport.com/
2. BLS JOLTS Report: https://www.bls.gov/news.release/jolts.nr0.htm
3. LinkedIn Jobs on the Rise 2026: https://www.linkedin.com/pulse/linkedin-jobs-rise-2026-25-fastest-growing-roles-us-linkedin-news-dlb1c/

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The headlines say the job market is fragile. The data explains why.

Host Pete Newsome breaks down fresh 2026 labor market reports from ZipRecruiter, Monster, and Paychex to reveal what’s really happening with hiring, wages, and workforce confidence. Hiring is improving modestly, but wage growth is trailing inflation, workers are choosing stability over job hopping, and small businesses are holding headcount steady while stretching existing teams further.

This episode unpacks the forces shaping the year ahead: rising pay pressure, the shift to skills-based hiring, healthcare leading job growth despite training bottlenecks, and AI reshaping productivity while fueling job anxiety. Pete also tackles the “entry-level” contradiction, shrinking labor supply, and why fewer workers plan to job search in 2026.

You’ll hear a clear take on remote work tradeoffs, how to run a passive job search without burnout, what small business payroll data signals about the pace of change, and how both employers and candidates can adapt. Whether you’re hiring or job searching, this episode offers practical strategies to stay competitive as the market slowly shifts.

Do you think 2026 rewards playing it safe or taking a calculated risk?

Articles:
1. ZipRecruiter Economic Research: https://www.ziprecruiter-research.org/commentary/2026-labor-market-predictions
2. Monster WorkWatch Report: https://www.monster.com/career-advice/job-search/news-and-insights/2026-workwatch-report
3. Paychex Small Business Employment Watch: https://www.paychex.com/employment-watch/#!/

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Hiring in 2026 is off to a rough start. Entry-level jobs still demand experience, ghost postings keep candidates in limbo, and AI is widening the gap between workers moving faster and those getting left behind.

In this episode of Breaking Job News, host Pete Newsome breaks down fresh data from Forbes, Indeed’s Hiring Lab, and UKG to explain what’s actually happening in the job market and what to do about it. He covers why entry-level hiring remains broken, how AI adoption is splitting the workforce, and why encouragement and training matter more than age or job title. You’ll also hear why people-first AI, flexible talent models, and real enablement, not engagement theater, are shaping retention and performance in 2026.

Whether you’re a job seeker trying to stand out or a leader rethinking hiring and workforce strategy, this episode offers a practical roadmap for turning uncertainty into momentum.

Additional Resources:
1. Introducing the 2026 UKG Megatrends: https://www.ukg.com/blog/executive-leaders/introducing-2026-ukg-megatrends-what-leaders-need-know-about-year-ahead
2. A Tale of Two Workforces: Who’s Using AI and Who’s Getting Left Behind: https://www.hiringlab.org/2025/12/29/two-workforces-whos-using-ai-and-whos-getting-left-behind/
3. The Entry-Level Hiring Crisis: https://www.forbes.com/sites/colleenbatchelder/2026/01/05/the-entry-level-hiring-crisis-is-getting-worse-in-2026/

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What will the labor market actually look like in 2026? We break down 10 trends reshaping jobs, pay, and hiring. From agentic AI running multi-step workflows to hybrid work settling in as the default, we show what’s changing, what’s sticking, and where the real career upside is.

AI is no longer just a tool. It’s starting to act like a teammate, connecting tasks into outcomes across recruiting, operations, and customer work. That shift comes with trade-offs: fewer entry-level white-collar roles, greater leverage for skilled trades, and quieter, ongoing headcount trims rather than splashy layoffs. Pay stabilizes as transparency grows, making negotiations clearer and expectations more realistic. The advantage moves to human skills, like judgment, empathy, and influence, because execution is easier to automate than trust.

We also explain why hybrid work keeps winning, how to use in-person time strategically, and what “slow-motion RTO” means for mentorship and visibility. We unpack skills-first hiring as degrees lose ground to certificates and proof of work, plus how automation is speeding up recruiting while raising the bar on fairness. You’ll hear what’s driving the “great stay,” and how to create optionality through visible wins and cross-functional impact. We close with visa shifts and the growing push to govern AI in hiring, with practical takeaways for leaders.

The takeaway is simple: pair AI fluency with power skills, prioritize visibility, and lead with proof over credentials. If this sparked a new way of thinking about 2026, follow the show, share it with a teammate, and tell us which trend you’re betting on.

Additional Resources:
1. Recruiting Trends for 2026: https://www.4cornerresources.com/blog/recruiting-trends-for-the-new-year/
2. Hiring and Salary Guide: https://www.4cornerresources.com/hiring-salary-guide/
3. Q4 2025 AI Perception and Threat in the Workplace Survey: https://www.4cornerresources.com/workplace-ai-perception-and-threat-survey-results/
4. Q4 2025 Employee Mindset Survey: https://www.4cornerresources.com/surveys/q4-2025-employee-mindset/

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AI may not be killing jobs (yet), but it is changing who gets hired. While headlines focus on disruption, the real labor-market story is subtler: hiring has slowed, productivity is rising, and AI is quietly reshaping how work actually gets done.

In this episode of Breaking Job News, host Pete Newsome breaks down Vanguard’s 2026 economic outlook and the latest CompTIA Tech Jobs Report to explain what’s really happening in the job market. You’ll learn why unemployment is expected to stabilize, why tech hiring hasn’t collapsed, and how demand is shifting away from flashy AI job titles toward AI-enabled skills across everyday roles.

Pete also explains why mid-career professionals currently have the advantage, why entry-level workers are feeling the most pressure, and how skills-based hiring is opening doors in tech support, network administration, web development, and beyond. Plus, he covers the launch of the U.S. Tech Force, an ambitious federal initiative that could turn government tech roles into a serious career accelerator.

💬 What AI skill are you adding to your toolkit next?

News Articles:
1. Vanguard Economic & Market Outlook for 2026: https://corporate.vanguard.com/content/dam/corp/research/pdf/isg_vemo_2026.pdf
2. CompTIA Tech Jobs Report - December 2025: https://www.comptia.org/en-us/resources/research/tech-jobs-report/
3. OPM U.S. Tech Force Announcement: https://www.opm.gov/news/news-releases/opm-launches-us-tech-force-to-implement-president-trumps-vision-for-technology-leadership/

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The labor market looks fine, but the data underlying it tell a more complicated story. In today's job headlines, host Pete Newsome breaks down the November jobs report and what it really means for hiring, employees, and workplace strategy right now. Payroll growth was modest, unemployment ticked up to 4.6%, and short-term unemployment jumped, often an early warning sign of disruption. The biggest red flag? A sharp rise in involuntary part-time work reveals that many employers are cutting hours rather than adding full-time roles.

Pete also digs into where jobs are growing and where they are shrinking. Healthcare and construction continue to add jobs, while transportation and warehousing pull back as demand normalizes. Then he zooms out to employee sentiment. ADP data shows motivation and commitment falling for the fourth straight month, with most sectors weakening and knowledge workers feeling the strain. Manufacturing shows improvement, and healthcare and education remain resilient, but overall engagement is slipping rather than strengthening.

For leaders, this matters. Retention may look stable on paper, but many employees are staying because they have fewer options, not because they're energized. Pete wraps with an early, cautiously optimistic signal from ADP's weekly hiring data, suggesting momentum may be stabilizing, and why now is the moment to focus on trust, workload clarity, and growth paths.

News Articles:
1. BLS Employment Situation Summary: https://www.bls.gov/news.release/empsit.nr0.htm
2. ADP NER Pulse: https://www.prnewswire.com/news-releases/adp-national-employment-report-preliminary-estimate-november-29-2025-302642779.html
3. ADP Employee Sentiment: https://www.adpresearch.com/employee-sentiment-fell-in-december/

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The headlines say the labor market is “fine.” Your inbox, calendar, and workload probably disagree. In today’s Breaking Job News, host Pete Newsome cuts through the noise to unpack what’s actually happening at work, from AI adoption accelerating faster than leadership can manage it, to the next phase of the Great Stay reshaping how opportunity shows up.

New Gallup data shows 45% of U.S. workers now use AI at work, yet nearly one in four don’t even know their company’s AI strategy. That awareness gap is a quiet career risk. Pete explains where AI is truly adding value right now: information synthesis, idea generation, learning, and basic automation, and how to turn small, practical wins into long-term leverage, even when hiring slows and job postings dry up.

As quits fall and hiring cools, new roles are forming around AI rather than replacing jobs outright. Pete breaks down four emerging paths, AI explainers, AI auditors, AI choosers, and AI trainers, and why proof-of-value skills matter more than titles or degrees in this phase of the labor market. If reqs are frozen, measurable impact is how you stay indispensable.

He also connects the macro trends to real-world consequences with the VA’s plan to cut tens of thousands of mostly unfilled healthcare roles. It’s a snapshot of today’s Great Stay: fewer openings, heavier workloads, and growing burnout. In this environment, the people who remove friction, by streamlining processes, using AI to reduce bottlenecks, or improving throughput, create momentum when the market feels stuck.

If the job market looks stable on paper but unstable in practice, how are you positioning yourself to stand out when opportunity shifts from postings to proof?

News Articles:
1. AI Use at Work Rises: https://www.gallup.com/workplace/699689/ai-use-at-work-rises.aspx
2. Four New Jobs That May Be in Our AI Future: https://www.wsj.com/tech/ai/new-jobs-ai-future-fefd4b35?mod=jobs_news_article_pos3
3. How Much Longer Can the Great Stay Last: https://recruitonomics.com/how-much-longer-can-the-great-stay-last/
4. VA Plans for Job Cuts: https://www.washingtonpost.com/politics/2025/12/13/va-veterans-affairs-job-cuts-trump/

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The job market is sending mixed signals; hiring is inching forward while AI is accelerating fast enough to reshape entire industries. In today's Breaking Job News, host Pete Newsome breaks down new ManpowerGroup data showing a +27% U.S. hiring outlook for Q1 2026. Growth is slower and more selective, with finance, insurance, and mid-sized employers driving most of the momentum.

From there, Pete dives into the most unmistakable evidence yet of AI’s impact on staffing. Major banks, such as JPMorgan, Citi, Wells Fargo, and Goldman Sachs, report huge efficiency gains from automation, linking that productivity to fewer operations, administrative, and junior technical roles. What happens in banking rarely stays there; these workflows tend to spread across insurance, healthcare, retail, and public-sector jobs next.

CEO sentiment matches the trend. Leaders overwhelmingly expect AI to boost productivity and the broader economy while weakening the job market. Their budgets show it too: AI spending is rising, but staffing isn’t keeping pace. Add in growing concerns about workers’ skill gaps, and hiring becomes more precise, competitive, and performance-driven.

News Articles:
1. Q1 ManpowerGroup Employment Outlook Survey: https://www.manpowergroup.com/en/insights/report/q1-2026-manpowergroup-employment-outlook-survey
2. Bank Execs Say AI Will Cut Jobs: https://www.reuters.com/business/finance/us-bank-executives-say-ai-will-boost-productivity-cut-jobs-2025-12-09/
3. Stagwell’s CEO Survey on AI's Impact on the Workplace: https://www.stagwellglobal.com/78-of-american-ceos-are-bullish-on-ais-impact-on-workplace-efficiency-and-innovation-new-stagwell-stgw-study-reveals/

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The headlines say the job market is “cooling,” but the real story is far more revealing. Behind the flat JOLTS numbers, steady openings, steady hires, and another drop in quits, is a labor market that has stopped accelerating and started stabilizing. Workers are switching jobs less, competing offers are thinning, and employers are quietly regaining leverage. Host Pete Newsome breaks down what this shift means for pay and power, and how both candidates and hiring managers should adjust their strategies.

He also zooms out to the path after high school. Parents still favor college, but confidence is fading fast as career and technical education gains legitimacy. With rising costs and clearer outcomes from alternatives, families are reassessing what success actually requires and where non-degree routes outperform the traditional four-year path.

On the hiring front, employers are rewriting the rulebook. Degrees still matter, but experience now rivals them, certificates are becoming trusted proof of skills, and nearly half of employers plan to expand skills-based hiring. Add the rise of AI fluency, from practical use cases to formal credentials, and the new standard is clear: show what you can do, and back it with evidence.

Whether you're building your career or shaping a team, the takeaway is the same: focus on outcomes, stack skills that map to real roles, and use assessments that mirror actual work.

💬What part of this shift do you think will reshape the workforce the most?

News Articles:
1. BLS JOLTS Release: https://www.bls.gov/news.release/jolts.nr0.htm
2. ASA Youth Career Readiness Outlook: https://www.asa.org/research/youth-career-readiness-outlook-parent-views-2025/
3. WGU Workforce Decoded Report: https://www.wgu.edu/content/dam/wgu-65-assets/web-sites/impact/wgus-workforce-decoded-report.pdf

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HR’s biggest watchdog just failed its own audit, and the fallout is a warning shot for every employer. Host Pete Newsome breaks down the $11.5M discrimination and retaliation verdict against SHRM, how a single conflict of interest unraveled their investigation, and what true independence and accountability should look like inside any HR process.

Then he zooms out to the labor market signals shaping 2026. Fresh Upwork data and more than a million U.S. job postings reveal significant month-over-month spikes in QA testing, AI and machine-learning skills, and AI-app integration. Yet the biggest surprise is a 48% surge in demand for interpreters and language support, proof that even as AI adoption accelerates, businesses still rely heavily on human creativity, communication, and cultural nuance to make technology useful and trusted.

Pete also breaks down what 1,000+ hiring managers say will matter most next year: software proficiency, data analysis, cybersecurity awareness, and AI literacy on the hard-skills side, paired with communication, professionalism, resilience, and accountability on the soft-skills side. The message is clear: technical skills open doors, but human skills determine who moves ahead.

News Articles:
1. Upwork November Hiring Report: https://www.upwork.com/research/monthly-hiring-report-november-2025
2. Hiring Managers Reveal the Most Important Hard and Soft Skills for 2026: https://www.resumetemplates.com/hiring-managers-reveal-the-most-important-hard-and-soft-skills-for-2026/
3. SHRM Verdict Information: https://www.businessinsider.com/shrm-discrimination-lawsuit-verdict-11-million-racism-retaliation

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What if the 2026 job market isn’t what anyone expects? New survey data shows workers prioritizing pay, job security, and work-life balance over every office perk, and feeling more underpaid and uncertain than ever. Host Pete Newsome breaks down what’s rising, what’s slipping, and how shifting worker expectations are reshaping hiring.

Pete also cuts through the noise on small business hiring struggles. Instead of blaming a “talent shortage,” he digs into the real issues, outdated job ads, slow processes, and uncompetitive pay and share practical fixes that actually bring qualified applicants in the door.

Then he spotlights the sector rewriting the entire labor market: healthcare. RN demand is soaring, imaging and respiratory roles are exploding, and remote-enabled jobs in telehealth and health information are growing fast. He explains why the pipeline is tight, why burnout is rising, and what opportunities this creates for job seekers in 2026.

The big question: Are you ready for what’s coming in 2026?

News Articles:
1. Pay and Job Security Are Top Priorities for Workers in 2026: https://www.prnewswire.com/news-releases/resumeorg-survey-pay-and-job-security-are-top-priorities-for-workers-in-2026-302633466.html
2. NFIB November Jobs Report: https://www.nfib.com/wp-content/uploads/2025/12/NFIB-November-2025-Jobs-Report.pdf
3. Monster Healthcare Market Report: https://www.monster.com/career-advice/job-search/news-and-insights/2025-healthcare-report

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The job market is sending mixed signals, record-low unemployment claims on one hand, nonstop layoff posts on your feed on the other. What’s really going on? In this episode, host Pete Newsome breaks down the contradiction and uncover the forces reshaping work in real time.

He explains why jobless claims just hit a two-year low, even as several states report layoffs across construction, retail, manufacturing, warehousing, and professional services. Pete also digs into why planned hiring is now running at its weakest pace since 2010, and how industry, geography, and skill mix are creating dramatically different realities within the same city, or even the same company.

Then he gets candid about AI’s role in job cuts. Some forecasts say companies may soon pull back, but today’s data shows continued momentum. You’ll learn how AI is influencing workforce decisions, which tasks are most exposed, and how to upskill in ways that actually boost your resilience, think measurable impact, domain expertise, and the collaborative skills AI still can’t touch.

He also breaks down a surprising trend: interviewing is getting more expensive. This year, 84% of job seekers paid out of pocket for in-person interviews, covering everything from gas to childcare. Pete shares what’s worth investing in, and what you can skip, plus the free and low-cost resources (including AI tools) that can help you prep without burning cash.

Finally, he unpacks the benefits shaping today’s job decisions. Health insurance, paid vacation, and sick time remain the top motivators across generations, while younger workers push for flexibility, learning support, childcare help, and commuter benefits. As healthcare costs climb, benefits are becoming a major competitive edge for employers and a crucial part of evaluating total compensation for candidates.

News Articles:
1. Department of Labor Report: https://www.dol.gov/sites/dolgov/files/OPA/newsreleases/ui-claims/20251536.pdf
2. Dec 04 Challenger Report: 71,321 Job Cuts on Restructurings, Closings, Economy: https://www.challengergray.com/blog/challenger-report-71321-job-cuts-on-restructurings-closings-economy/
3. Job Seekers Find In-Person Interviews Come with Hefty Costs: https://www.indeed.com/career-advice/news/hidden-hiring-costs
4. “Classic” Employer Benefits Are A Strong Draw For US Job Seekers Across Ages: https://www.hiringlab.org/2025/12/04/classic-employer-benefits-are-a-strong-draw-for-us-job-seekers/

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The biggest shift in today’s job market isn’t happening in tech; it’s happening in the everyday tasks no one talks about. MIT’s new Project Iceberg shows that while coding and engineering get the AI spotlight, the real exposure is buried in admin, finance, and professional services. That hidden layer is 5× larger, and it’s already reshaping careers: early-career employment in exposed roles is down 13%, and AI task fluency is quickly becoming the new baseline for advancement.

Host Pete Newsome also digs into a stunning labor reality: 100% of 2025 job growth came from just two sectors, healthcare and leisure & hospitality. Everywhere else? Flat or shrinking. And in a market this tight, AI skills are no longer optional. With 78% of IT job postings across G7 countries requiring AI, Pete breaks down fast, practical ways to build credibility without another degree, small tools, measurable wins, and a portfolio that shows real impact.

But there’s real pain too. After acquiring Interpublic Group, Omnicom is cutting 4,000+ jobs and retiring multiple legacy agencies. Pete shares the steps workers should take now: modernize your resume around outcomes, activate your network with clear asks, and pivot toward roles where your workflow expertise plus AI leverage becomes hard to replace.

News Articles:
1. MIT's Project Iceberg: https://iceberg.mit.edu/
2. Just Two Sectors Account for 100% of US Job Growth in 2025: https://www.bloomberg.com/news/articles/2025-11-20/just-two-sectors-account-for-100-of-us-job-growth-in-2025?srnd=phx-management-work
3. 78% of IT Job Postings Already Require AI Skills: https://www.cio.com/article/4094687/without-ai-the-it-job-market-would-hardly-be-possible-anymore.html
4. Omnicom to Cut Over 4,000 Jobs: https://www.reuters.com/business/media-telecom/omnicom-cut-4000-jobs-shut-several-agencies-after-ipg-takeover-ft-reports-2025-12-01/

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Hiring slows, holiday roles stall, and the data tells a more complicated story than the headlines. Host Pete Newsome unpacks fresh numbers from ADP and The Conference Board to explain why the labor market feels soft even as certain indicators flicker up. Then he zooms in on the most underreported shift: the gig economy’s short-term dip amid a long-term rise, fueled not by students or side hustlers but by seasoned pros. Older, highly skilled workers are choosing independent contracts for flexibility, expertise premiums, and, for some, needed income. That silver gig economy is redefining who freelances and what clients expect from project-based work.

Pete also breaks down a new McKinsey view of work organized around humans, AI agents, and robots. The headline stat is hard to ignore: 57% of current U.S. tasks can be automated with today’s technology. Jobs won’t vanish overnight, but tasks will, and the teams that rethink workflows fastest will win on cost, speed, and quality. He talks candidly about where AI excels, where human judgment still dominates, and why the boundary keeps moving. If you’re early in your career, note this: demand for AI fluency in job postings has surged sevenfold in two years. Pete outlines simple ways to build practical AI skills without buying expensive courses: map your tasks, identify quick wins, document time saved, and turn personal gains into team-level systems.

Finally, he tackles the persistent hiring paradox: 1 in 3 small businesses say they can’t fill open roles. When candidate supply is high, unfilled seats point to fixable problems, unclear scopes, slow loops, unrealistic requirements, weak sourcing, or misaligned pay bands. We offer a straightforward audit to diagnose bottlenecks and get offers out faster. Along the way, you’ll get a clear picture of what’s changing, what’s noise, and how to stay valuable as automation accelerates.

News Articles:
1. ADP NER Pulse: https://www.adpresearch.com/a-silver-twist-on-the-gig-economy/
2. McKinsey AI Agents and Robots Report: https://www.mckinsey.com/mgi/our-research/agents-robots-and-us-skill-partnerships-in-the-age-of-ai
3. Conference Board Employment Trends Index Press Release: https://www.prnewswire.com/news-releases/the-conference-board-employment-trends-index-eti-ticked-up-in-september-302624609.html

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Imagine opening the holidays with a layoff notice. For nearly a third of workers, that’s now a real possibility. A new national survey says nearly one in three companies plans to cut staff before New Year’s, and the reasons go far beyond budget tightening. In today's Breaking Job News, host Pete Newsome breaks down why end-of-year layoffs spike, from Q1 cost-cutting and bonus avoidance to leadership pressure to “reset” headcount before January.

He also confronts a growing ethical dilemma: most companies now say they’ll use AI to identify which roles should be eliminated. With 69% planning to use AI to flag positions and 66% planning to use AI in the layoff process itself, we explore what this means for fairness, transparency, and the future of leadership accountability when algorithms influence people’s livelihoods.

Then Pete turns to a massive new ADP analysis showing the gig economy is actually two different labor markets. W-2 temporary workers and 1099 contractors live very different realities, from pay gaps and hours worked to the industries where each thrives. Pete breaks down contractor rates, specialized skill premiums, and what today’s data means for anyone eyeing freelance work, career pivots, or a diversified client pipeline.

Finally, he examines a major restructuring at one of America’s largest telecom companies, resulting in 13,000+ layoffs affecting non-union management. We look at whether service quality can improve after cuts of this size, what needs protecting on the front lines, and how workers can adapt as legacy employers reshape their operating models under competitive pressure.

💬What do you think: Do you think the gig economy will continue growing, or has it peaked?

News Articles:
1. 3 in 10 Companies Will Lay Off Employees During the Holidays: https://www.resume.org/3-in-10-companies-will-lay-off-employees-during-the-holidays/
2. Verizon Layoffs: https://apnews.com/article/verizon-layoffs-economy-jobs-1aa299fc28b8e7211188f9b084d1048c
3. The gig economy- A tale of two labor markets: https://www.adpresearch.com/the-gig-economy-a-tale-of-two-labor-markets/

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What do you do when one of the most important signals in the labor market vanishes? Today's Breaking Job News dives into the unprecedented cancellation of October’s BLS Jobs Report and what it means to lose the unemployment rate, labor-force participation, and the demographic details we rely on to understand the job market. With only September’s numbers available, 119,000 jobs added, unemployment at 4.4%, and more downward revisions, host Pete Newsome breaks down where momentum is slowing, where it’s holding up, and why healthcare continues to prop up national job growth.

Then he explores the surprising split in ZipRecruiter’s Q4 Job Seeker Confidence Survey. Market expectations plunge to record lows, yet preparedness hits an all-time high. Nearly 27.3% of job seekers say they feel completely confident they’ll land a role within 30 days, even as holiday hiring cools. From one-click applies to broken pipelines, Pete digs into why ghosting remains the number-one frustration for candidates and how simple feedback mechanisms could rebuild trust without slowing recruiters down.

Looking ahead, Indeed’s trends point to a “low hire, low fire” environment through 2026: slow growth, minimal cuts, and huge gaps across regions and sectors. Healthcare roles remain well above pre-COVID norms, while tech, retail, and hospitality lag, offering a realistic roadmap for job seekers seeking durable skills and stable opportunities. Pete wraps by connecting the release of Windows 1.0 to today’s AI revolution, showing why AI literacy and workflow integration are quickly becoming the baseline for productivity and long-term career resilience.

News Articles:
1. BLS September Jobs Report: https://www.bls.gov/news.release/empsit.nr0.htm
2. Indeed’s 2026 US Jobs & Hiring Trends Report: https://www.hiringlab.org/2025/11/20/indeed-2026-us-jobs-hiring-trends-report/
3. The ZipRecruiter Job Seeker Confidence Survey: https://www.ziprecruiter-research.org/job-seeker-confidence

💬What do you think: How confident are you in your own career prospects heading into 2026?

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The job market is shifting faster than anyone expected, and most people have no idea what’s coming. Hiring is slowing, mobility is freezing, and new AI warnings are targeting the exact white-collar jobs millions rely on. In today’s Breaking Job News, host Pete Newsome reveals the data, the signals, and the hidden risks shaping your career right now.

He starts with the truth behind the “low-hire, low-fire” job market that’s trapping workers in place. Fewer openings mean tougher competition, stalled promotions, and a harder path for new grads and mid-career pros trying to level up. Retention looks strong on paper, but within companies, movement is slowing to a crawl, reshaping the path to advancement.

Then Pete turned to Georgetown University, where AI pioneer Geoffrey Hinton delivered his most direct warning yet: AI isn’t just changing work… It’s designed to replace it. From software development and financial analysis to marketing, customer support, legal research, and even middle management, white-collar roles are in the crosshairs. Students in the audience overwhelmingly believed AI would damage their career prospects, not boost them, and the data backs up their fear.

But this episode isn’t just alarm bells. Pete breaks down a real, actionable playbook for staying competitive in an AI-first economy: mastering domain depth, building AI-powered workflows, validating outputs, and turning tools into results employers can measure. For leaders, we outline what effective AI adoption actually looks like, from upskilling programs to oversight standards that prevent risk and accelerate ROI.

💬What do you think: Do you feel it’s harder to move up or switch roles this year?

News Articles:
1. AI Warning From Geoffrey Hinton: https://www.youtube.com/watch?v=oz3gvM7Oj3g
2. Low-Hire, Low-Fire Job Market for Who? https://www.glassdoor.com/blog/low-hire-low-fire-job-market/
3. ADP's Employee Motivation and Commitment Index (EMCI): https://www.adpresearch.com/employee-sentiment-weakened-in-november/

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The hiring headlines don’t match the reality, and that mismatch tells the real story. ADP’s latest data shows negative net job growth, yet the share of new hires is rising. How? Host Pete Newsome breaks down the hidden engine behind today’s labor market: a shrinking labor force, rapid retirements among workers 55+, and a wave of replacement hiring that keeps companies running in place rather than expanding. Even as roles refill, new-hire wage growth is the slowest on record, reshaping leverage for job seekers.

Pete also dug into the New York Fed’s newest read on the Northeast service economy, where the employment index has fallen to its lowest level in years. Three consecutive months of job cuts, modest wage gains, and near-flat expectations reveal a defensive hiring posture: leaders trimming at the margins, freezing pay bands, and backfilling only the essentials for candidates, which translates to slower offers, tighter compensation, and a hiring process that feels stickier than the topline numbers suggest.

Then he turns to tenure data from Indeed. Sixteen percent of new hires start applying elsewhere within three months, and the shortest stays cluster in frontline roles with lower pay, demanding hours, and limited advancement. Meanwhile, the longest tenures show up in credentialed, creative, or specialized work, where skills compound, relationships deepen, and career paths are clear. The message for employers is straightforward: reward depth, invest in training, fix scheduling pain points, and build visible mobility if you want people to stay.

News Articles:
1. The Long and Short of Job Tenure: https://www.hiringlab.org/2025/11/18/the-long-and-short-of-job-tenure/
2. ADP's The NER Pulse: https://www.adpresearch.com/job-growth-is-sluggish-but-new-hires-are-on-the-upswing-how/
3. NY Fed Business Leaders Survey: https://www.newyorkfed.org/survey/business_leaders/bls_overview#tabs-2

💬 Do you feel like switching jobs is still worth it in this market?

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The workplace is transforming faster than anyone is prepared for, and today’s data reveals just how uneven the playing field has become.

In this episode of Breaking Job News, host Pete Newsome breaks down the forces reshaping careers in 2025 and beyond. AI adoption is accelerating inside large enterprises, while small businesses struggle to keep pace. Meanwhile, IT leaders sound alarms about rising security risks as agentic AI becomes part of daily workflows.

He digs into the new patchwork of AI hiring laws across the U.S., from mandatory notices and bias audits to human-in-the-loop requirements, revealing how even well-intentioned rules can create a compliance maze if companies don’t build flexible governance now.

Then Pete turns to the human side of today’s labor market. Layoffs are becoming increasingly impersonal, with more workers being notified by email or phone instead of in person. Quiet firing is on the rise due to workload creep, micromanagement, and RTO mandates, which are used to push people out. We explore why maintaining dignity during offboarding isn’t just ethical, but also essential for sustaining a strong culture, fostering brand trust, and achieving future recruiting success.

Finally, he addresses the emotional paradox that millions of workers face: feeling secure in their current role yet uneasy about the broader job market.

💬 Have you experienced quiet firing or impersonal layoffs in your own workplace?

News Articles:
1. Layoff Lifeline Report: https://zety.com/blog/layoff-lifeline-report
2. ADP HR Trends and Priorities for 2026: https://marketing-assets.adp.com/api/public/content/8179f471128e489caac131f44ac0eb4e?v=88329b93
3. 4CR Q4 2025 Employee Mindset Survey: https://www.4cornerresources.com/surveys/q4-2025-employee-mindset/

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What if the real crisis for new grads isn’t a lack of jobs, but a hiring market that’s quietly been rewired? In today’s breaking job news, host Pete Newsome breaks down why landing that first role feels harder than ever and uncovers the structural shifts reshaping the entry-level market in 2025.

Pete dives into the data behind the headlines: recent graduate unemployment is outpacing the national average, full-time job postings are shrinking while applications per role surge, and employer confidence is dipping back toward pandemic-era lows. Layered on top of that, he uncovered a more profound mismatch: degree supply hitting all-time highs while most open roles don’t require one, creating a bottleneck around the few “degree-required” jobs that new graduates target.

You’ll learn how layoffs push experienced candidates into junior roles, how AI is siphoning off tasks that once trained early-career workers, and why hiring managers increasingly favor applicants who can contribute on day one. But it’s not all bad news. Pete highlights the sectors that are still hiring aggressively, including support, education, special-needs services, logistics, public service, and advanced manufacturing, and explains why these sectors remain resilient.

💬What do you think: What’s the one strategy you think will move the needle most for new grads today?

News Article:
Companies Predict 2026 Will Be the Worst College Grad Job Market in Five Years: https://www.wsj.com/lifestyle/careers/2026-graduates-job-market-7928bcd7

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With BLS data frozen during the shutdown, there is no employment report, no CPI, and no benchmarks; employers, investors, and policymakers are suddenly flying blind. In today’s Breaking Job News, host Pete Newsome digs into how the loss of federal data is reshaping hiring plans, slowing approvals, extending recruiting cycles, and dialing up uncertainty at the exact moment companies were hoping for clarity.

He breaks down what private-sector indicators are showing in the absence of BLS continuity, why leaders default to caution when credibility gaps appear, and how this data blackout could influence Federal Reserve decisions, wage pressures, and Q4 hiring momentum.

Then Pete shifts to the “economic emergency” inside America’s skilled labor shortage. Ford CEO Jim Farley says the company still can’t fill 5,000 mechanic roles, even with pay reaching $120K+, and it’s just one snapshot of a nationwide crisis. With over one million open skilled trade jobs, stagnant training pipelines, and multi-year mastery fields like diesel, EV, and industrial maintenance lacking modern apprenticeship paths, wage hikes alone can’t fix the gap. Pete examines the steps required to rebuild the talent pipeline that the middle class relies on.

He also breaks down fresh Indeed Hiring Lab data to map where demand is rising, stalling, or reversing. Tech remains muted, while healthcare is cooling but remains strong. B2B services are mixed, retail continues to slide, and transportation shows wage stability despite softer postings. The headline? The job market isn’t collapsing, it’s resetting. The future depends on having better data and a more robust skills pipeline.

💬 What do you think: What would convince more young workers to pursue trade careers today?

News Articles:
1. US Labor Market Quarterly Verticals for Q3 2025: https://www.hiringlab.org/2025/11/13/us-labor-market-quarterly-verticals-for-q3-2025/
2. White House Says the October Jobs Report May Never Be Released: https://www.washingtonpost.com/politics/2025/11/12/white-house-october-jobs-data/
3. Ford CEO Says He Has 5,000 Open Mechanic Jobs With 6-Figure Salaries From the Shortage of Manually Skilled Workers: https://fortune.com/2025/11/12/ford-ceo-manufacturing-jobs-trade-schools-we-are-in-trouble-in-our-country/

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The U.S. job market is caught in a strange paradox.

Confidence is waning, small-business profits are shrinking, and holiday hiring has reached its weakest point in more than a decade. Yet millions of qualified candidates still can’t land jobs. In today’s Breaking Job News, host Pete Newsome discusses what’s really happening behind the numbers: an economy where leaders are losing trust, workers are losing patience, and the hiring process itself is breaking down.

From NFIB’s cooling Small Business Optimism Index to Glassdoor’s 2026 Worklife Trends Report revealing “forever layoffs” and collapsing faith in leadership, Pete connects the dots between market signals and daily workplace reality. You’ll learn how slow hiring cycles, outdated job requirements, and underpriced offers are turning a manageable slowdown into a confidence crisis, and what innovative leaders are doing differently to build trust, speed up hiring, and keep talent engaged.

He’ll also break down the leanest holiday job market since 2012 and what it means for candidates entering 2026, plus where early-career wages are finally catching up.

News Articles:
1. Glassdoor’s Worklife Trends 2026: https://www.glassdoor.com/blog/worklife-trends-2026/
2. Job Seekers Stare Down a Gloomy Holiday Hiring Season: https://www.wsj.com/economy/jobs/holiday-seasonal-jobs-market-61f071b5?mod=jobs_news_article_pos1
3. The National Federation of Independent Business (NFIB)'s October Report: chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https://www.nfib.com/wp-content/uploads/2025/11/NFIB-SBET-Report-Oct.-2025.pdf

💬 What do you think: What’s one thing leadership could do tomorrow to rebuild credibility?

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In today’s Breaking Job News headlines: Job cuts quietly rise, AI rewrites millions of roles, and Washington finally hits reset.

The latest ADP data reveals private employers are trimming headcount as 2025 winds down. Small weekly losses that hint at a larger story: caution is back in the job market. Companies aren’t collapsing; they’re calculating, pausing to reassess budgets, automation, and 2026 workforce plans.

Meanwhile, Gartner forecasts that 32 million jobs will be transformed by AI every year. Forget the “AI will take your job” panic; this is about task reshuffling and skill reinvention. Host Pete Newsome unpacks what it means for employers building lean, AI-first teams and for workers learning to partner with technology instead of competing with it.

And in Washington, the Senate strikes a bipartisan deal to end the longest government shutdown in history, restoring pay, reversing 4,200 layoffs, and stabilizing budgets that ripple through the broader economy. When the government steadies, hiring confidence follows.

💬 What do you think: Are companies moving too fast, or not fast enough, with AI adoption?

News Articles:
1. ADP's "The NER Pulse": https://www.adpresearch.com/the-ner-pulse/
2. Gartner Says Leaders Must Create Four Scenarios for Human-AI Collaboration at Work: https://www.gartner.com/en/newsroom/press-releases/2025-11-11-gartner-says-leaders-must-create-four-scenarios-for-human-artificial-intelligence-collaboration-at-work
3. The Tentative Senate Deal: https://federalnewsnetwork.com/congress/2025/11/tentative-senate-deal-reaffirms-back-pay-reverses-rifs-for-federal-employees/

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The headlines say the job market is holding firm, but is it really? Beneath the surface, wage growth is cooling, hiring appetite is softening, and the Fed’s latest moves reveal deeper cracks in the U.S. economy. In today's Breaking Job News, host Pete Newsome connects the dots between macroeconomic shifts, such as slowing immigration, rate cuts, and evolving labor-force growth, and the daily choices employers are making about headcount, training, and technology.

Within the enterprise, Pete examines how AI is transforming the workplace, compelling HR and IT to collaborate more closely than ever before. From Microsoft and Cisco to PwC and Indeed, companies are redefining job design and culture around “digital coworkers.” You’ll learn how this shift impacts org charts, accountability, and burnout, and how smart leaders are positioning AI as a collaborator, not a competitor.

He’ll also zoom out to the global stage, where a DeepSeek researcher warns AI could replace most jobs within two decades, and a new K-visa aims to attract top global tech talent. What does this mean for U.S. competitiveness, and how fast is automation really moving?

Stay tuned for practical takeaways on managing change, upskilling your workforce, and leading through uncertainty. Because at the end of the day, retention still hinges on one thing: great managers who inspire trust and guide teams through disruption.

💬 What do you think: Do you see AI as a collaborator or a competitor in your job?

News Articles:
1. AI Is Upending Jobs. Corporate Tech and HR Are Teaming Up to Figure It Out: https://www.wsj.com/articles/ai-is-upending-jobs-corporate-tech-and-hr-are-teaming-up-to-figure-it-out-d6df71c9
2. DeepSeek Researcher Warns AI Could Wipe Out Jobs in 10 Years: https://www.businessinsider.com/deepseek-researcher-chen-deli-china-jobs-ai-risk-tech-2025-11
3. Federal Reserve Bank of San Francisco - Policymaking Amid Change: https://www.frbsf.org/research-and-insights/blog/sf-fed-blog/2025/11/10/policymaking-amid-change/
4. China Rolls Out Its Version of the H-1B Visa to Attract Foreign Tech Workers: https://apnews.com/article/china-us-talent-tech-visa-h1b-4c5792cf1b9fec9a846ca002f9e383ae

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Headlines suggest a cooling job market, but the story becomes more interesting once you delve into the data and consider its implications for your next move. Host Pete Newsome opens with the latest numbers on job postings sliding toward pre-pandemic levels and wage growth lagging inflation, then uses regional snapshots: California, Washington State, and DC vs. Idaho and Tennessee, to frame where the pain is sharpest and where resilience still shows up.

Along the way, Pete tackles the debate everyone keeps having: is AI driving layoffs, or is it a convenient cover for cost-cutting? You’ll hear where he lands and why the answer probably isn’t binary.

Conflicting reports make the job market murky: Indeed points to slower wage growth, while Glassdoor shows a stronger pace and an uptick in “layoff” mentions across reviews. Pete explains how source differences influence conclusions and how declining employee confidence shifts the balance of power back in favor of employers. That shift shows up in offer acceptance behavior and negotiation dynamics, with a practical lens on what’s real versus what’s a data quirk. If you hire, you’ll get a candid take on how to reduce early turnover, be radically honest about the most complex parts of the job, and set clear expectations so new hires don’t bail at day 89.

There is momentum in flexible and independent work. Pete spotlights a surge in contract and freelance hiring, especially in customer support, e-commerce, creative, and technical roles. He also shares the top AI-linked skills employers want right now, including Python, machine learning, AI-generated video, design tools, JavaScript, and content writing, proving that human creativity, paired with innovative tools, beats automation alone. For candidates, we make the case for contract-to-hire as a strategic path to stable roles and faster impact. For leaders, he offers a playbook for hiring better in a tight, uncertain market: align pay to reality, move faster, and present the full picture of the role.

News Articles:
1. Upwork Monthly Hiring Report: https://www.upwork.com/research/monthly-hiring-report-october-2025
2. October jobs report: Glassdoor data during the shutdown: https://www.glassdoor.com/blog/glassdoor-alternative-jobs-report-october-2025/
3. Job Postings Erode as Government Shutdown Continues: https://www.hiringlab.org/2025/11/06/job-postings-erode-as-government-shutdown-continues/

💬 What do you think: Is this the start of a long-term shift toward freelance and contract work?

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Is the job market really cooling or just recalibrating?
New data from PayScale paints a more complex picture: unemployment is rising, participation is declining, yet wages are still increasing in critical, high-stakes sectors. From energy and electronics to construction and compliance, pay growth now follows scarcity, risk, and reliability. Host Pete Newsome breaks down which roles are leading the charge (think utilization review coordinators, IT project managers, and internal auditors) and what that means for your 2026 planning.

Then we turn to the federal shutdown, now stretching past a month, as more than 700,000 workers face prolonged furloughs and uncertain back pay. Pete unpacks the human and institutional toll, lost morale, eroding retention, and the quiet exodus of top talent, and explores how leaders can make clear, deliberate decisions before dysfunction does it for them.

Finally, Pete zooms out to America’s vanishing jobs, from the farm to the factory to the algorithm. The shift from manual labor to digital leverage isn’t new, but AI is accelerating the cycle. We share practical strategies to adapt, including mapping tasks to automation, measuring outcomes, and upskilling where human judgment still prevails.

Whether you’re managing payroll or navigating your next career move, the message is the same: choose precision over panic and adapt early.

👉 What do you think: Are we witnessing a cooling market or a quiet reinvention of work?

News Articles:
1. Pay trends and modern market pricing in the age of AI: https://www.payscale.com/featured-content/pay-trends-report
2. Shutdown furloughs extended to late Nov: https://federalnewsnetwork.com/government-shutdown/2025/10/feds-told-shutdown-furloughs-extended-to-late-november/
3. The biggest careers that have now vanished, according to data: https://www.washingtonpost.com/business/2025/11/03/what-common-jobs-have-mostly-disappeared-us-heres-data/

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The job market just flipped, and AI is leading the charge.

Today's Breaking Job News headlines are about new data revealing how generative AI has transitioned from pilot projects to everyday practice. A new Wharton study reveals 82% of leaders now use AI weekly and nearly half use it daily, with most seeing measurable ROI. Budgets are shifting rapidly toward in-house R&D and Chief AI Officers as companies rush to capitalize on the benefits of automation.

But the story doesn’t stop with the C-suite. The AI boom is spawning brand-new job titles, such as AI Conversation Designer, Human-AI Collaboration Lead, and Knowledge Architect. Big names like Walmart, Salesforce, and KPMG are already hiring for these roles, proving that the future of work isn’t coming; it’s here. If you’re early in your career, this is your cue to get fluent in AI tools and learn how to build workflows where human creativity and machine intelligence amplify each other.

And if you’re job hunting right now, there’s another surge to watch: seasonal hiring. Monster’s latest data shows holiday job searches tripled from September to October, with significant demand in retail, logistics, and customer service. We’ll show you where the openings are, how to stand out, and how temporary gigs can turn into long-term opportunities.

The ground is shifting under every industry, but it’s also opening new doors.

News Articles:
1. Monster Seasonal Hiring Index 2025; Who’s Hiring for the Holidays: https://www.monster.com/career-advice/job-search/news-and-insights/seasonal-hiring-index-2025
2. Gen AI Fast-Tracks Into the Enterprise 2025 Report: https://knowledge.wharton.upenn.edu/special-report/2025-ai-adoption-report/
3. New Jobs AI Has Created: https://www.washingtonpost.com/business/2025/10/29/ai-new-jobs/

💬 Are you excited or anxious about how rapidly AI is reshaping the workforce?

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What happens when your next coworker isn’t human but a fully integrated AI agent?

Today's Breaking Job News unpacks new data showing how artificial intelligence is rewriting the rules of hiring, pay, and performance. Nearly half of leaders plan to add AI agents, while 43% of companies expect to replace roles, especially in operations and entry-level positions. At the same time, JPMorgan Chase reports real income growth at its weakest pace in a decade, hitting workers in their 20s hardest as job switching slows and hiring cools.

Host Pete Newsome explores the growing leadership gap, where only a small share of executives feel ready to manage human-AI collaboration and the ripple effects on culture, productivity, and future leadership pipelines. YouTube’s voluntary buyouts and AI-driven reorganization demonstrate how even tech giants are reorganizing teams around automation, while insisting that “no jobs are lost.”

Pete also breaks down the 2026 HR forecasts from Gartner and Korn Ferry: declining entry-level hiring, a surge in internal mobility, and a shift toward performance management that’s both more automated and more human. For job seekers, that means doubling down on visible outcomes, AI-enabled workflows, and the critical thinking that still separates human judgment from algorithmic output.

News Articles:
1. Korn Ferry Research Unveils Top Talent Acquisition Trends Shaping 2026: https://www.kornferry.com/about-us/press/korn-ferry-research-unveils-top-talent-acquisition-trends-shaping-2026
2. JPMorganChase Income Report: https://www.jpmorganchase.com/institute/all-topics/financial-health-wealth-creation/real-income-growth-shifts-down-especially-for-the-young
3. YouTube Offers Voluntary Buyouts as it Gets Set for AI Frontier: https://www.thehrdigest.com/youtube-offers-voluntary-buyouts-as-it-gets-set-for-the-ai-frontier/
4. Gartner Identifies Four Trends Talent Management Leaders Should Prepare for in 2026: https://www.gartner.com/en/newsroom/press-releases/2025-10-29-gartner-identifies-four-trends-talent-management-leaders-should-prepare-for-in-2026

💬 AI is transforming the workplace, but are leaders and workers really ready for what comes next?

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Is AI really coming for our jobs or just rewriting them?

Today's Breaking Job News episode dives into three stories reshaping the modern workplace: a national survey revealing how Americans truly feel about AI, a billion-dollar company replacing nearly its entire sales team with an AI agent, and UPS slashing 48,000 jobs in a bid for efficiency.

Host Pete Newsome starts with our new AI Perception & Threat Survey, where employees say 45% of their work could be automated, and managers think it’s even higher. Fear exists, especially among Gen Z, but so does ambition: most workers say they’d switch jobs to gain better AI training or hands-on experience. The future of work, it turns out, may reward learning speed over job titles.

Then he breaks down how Vercel trained an AI on its top sales rep’s process, reducing a 10-person sales development team to one human and one bot. We explore how this model works, what tasks the AI now handles, and what this could mean for the next wave of white-collar automation.

Finally, Pete unpacks UPS’s 48,000 job cuts, a restructuring that signals a broader shift in logistics and labor strategy. What do these moves reveal about corporate priorities, and how can workers stay competitive as automation and efficiency collide?

If AI is redefining the workplace faster than ever, the question isn’t whether it’s coming for your job; it’s whether you’re ready to work alongside it.

News Articles:
1. Q4 2025 AI Perception and Threat in the Workplace Survey: https://www.4cornerresources.com/workplace-ai-perception-and-threat-survey-results/
2. Vercel Trained AI Agents Replace Sales Reps: https://www.businessinsider.com/ai-agent-entry-level-sales-jobs-vercel-2025-10
3. UPS Cuts 48,000 Jobs: https://www.nytimes.com/2025/10/28/business/ups-layoffs-48000-workers-this-year.html

💬 What skill will you learn next to stay ahead of the shift?

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When 14,000 jobs disappear overnight, it’s more than a headline; it’s a turning point. Amazon’s massive layoffs mark one of the year's most significant corporate contractions, driven by a bold bet on AI and automation. Host Pete Newsome breaks down what this move means for tech workers, the job market, and the speed of AI adoption inside major companies.

Pete starts with the human side: severance concerns, healthcare coverage, and growing political pressure on big tech to balance innovation with responsibility. Then he turns to fresh labor insights from ADP’s new weekly jobs tracker, a first-of-its-kind dataset offering near real-time payroll trends. Is faster data enough to steady hiring confidence or just more noise in a volatile market?

From there, he dives into Indeed’s analysis of AI job postings, revealing just how deeply artificial intelligence is reshaping hiring. Mentions of AI have surged, especially in development, recruiting, and logistics, but many employers still don’t explain how it’s actually used. For job seekers, Pete shares practical ways to highlight genuine AI fluency, even if your current role isn’t tech-focused.

This episode connects the dots between layoffs, automation, and opportunity, showing how AI is rewriting the rules of work in real time.

News Articles:
1. Amazon to Cut About 14,000 Corporate Jobs in AI Push: https://www.reuters.com/sustainability/amazon-lay-off-about-14000-roles-2025-10-28/
2. ADP Announces National Employment Report: https://mediacenter.adp.com/2025-10-28-ADP-Announces-National-Employment-Report-Preliminary-Estimate-Publicly-Available-on-a-Weekly-Cadence
3. Gartner Says CHROs Must Become an Enterprise Leader of How Work Should Change in the AI Era: https://www.gartner.com/en/newsroom/press-releases/2025-10-27-gartner-says-chros-must-become-an-enterprise-leader-of-how-work-should-change-in-the-ai-era
4. How Employers Are Talking About AI in Job Postings: https://www.hiringlab.org/2025/10/28/how-employers-are-talking-about-ai-in-job-postings/

💬 What do you think: Are Amazon’s layoffs the start of a new AI labor era, or a warning sign for the workforce ahead?

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What if Elon Musk is right and AI really does replace every job?

In today's Breaking Job News, host Pete Newsome unpacks what total automation could mean for workers, families, and the economy. From the promise of “optional labor” to the harsh realities of income loss and inequality, he explores whether society is ready for a world in which work is a choice, not a necessity. We dig into what’s next: portable benefits, meaningful reskilling programs, and policies that protect workers through disruption instead of leaving them behind.

Then, we turn to a crisis already testing paycheck stability, the ongoing government shutdown, now entering its fourth week. With 750,000 federal employees furloughed and essential staff working unpaid, we break down the competing bills, the ripple effects on communities, and how political gridlock reveals deeper cracks in America’s safety net.

Finally, we expose the rise of AI-driven job scams that mimic major brands like Amazon, FedEx, and Google. From fake recruiter accounts to chatbot-run interviews, we share practical ways to verify listings, audit recruiter profiles, and prevent financial or data theft, as well as what employers can do to restore trust in the hiring process.

If you care about the future of work, job security, and AI’s impact on employment, this episode connects the dots between policy, technology, and everyday life.

News Articles:
1. Elon Musk’s X post: https://x.com/elonmusk/status/1980765809338147193?ct=rw-li
2. Robert Walter’s Global Index Report: https://www.robertwalters.com/press-releases/news/blog/robert-walters-global-job-index-july-2025.html
3. Senate blocks bills to pay federal workers during shutdown: https://www.washingtonpost.com/business/2025/10/23/senate-blocks-bills-pay-federal-workers-during-shutdown/
4. 1 in 4 Job Seekers Fell for Hiring Scams in 2025, Many Shared Passwords and Lost Money: https://www.passwordmanager.com/1-in-4-job-seekers-fell-for-hiring-scams-in-2025-many-shared-passwords-and-lost-money/

💬 Do you think AI will replace most jobs or redefine them?

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The question isn’t whether AI will reshape your job; it’s how soon.

From Meta’s latest layoffs inside its Superintelligence Lab to Gartner’s forecast that 100% of IT work will involve AI by 2030, these job market headlines connect the dots between automation, opportunity, and what it all means for your career.

Host Pete Newsome starts with Meta’s 600 job cuts and what “streamlining decisions” really means: a leaner team built around AI infrastructure, with elite hiring on one side and quiet reductions on the other. Then, we dig into a new survey showing 72% of U.S. companies now use AI, but over half admit they’re not equipped to use it effectively. That gap between access and application is where the next wave of winners and losers will emerge.

Then Pete unpacks why AI enablement, workflow redesign, and clear guardrails are the new essentials, plus how job seekers are already adapting by using AI for resumes, interviews, and skill-building. And finally, he looks ahead to Gartner’s 2030 vision: every IT role shaped by AI, with humans guiding 75% of work and automation handling the rest.

👉 Follow the show, share it with a friend, and drop a comment below: Are you worried that AI could replace your job?

News Articles:
1. Axios Meta Layoffs: https://www.axios.com/2025/10/22/meta-superintelligence-tbd-ai-reorg
2. Gartner CIO survey: https://www.gartner.com/en/newsroom/press-releases/2025-10-20-gartner-survey-finds-all-it-work-will-involve-ai-by-2030-organizations-must-navigate-ai-readiness-and-human-readiness-to-find-capture-and-sustain-value
3. Express Employment AI survey: https://www.expresspros.com/newsroom/news-releases/news-releases/2025/10/72-percent-of-companies-use-ai-but-55-percent-say-they-lack-training-and-resources-as-job-seekers-fear-replacement

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The job market looks frozen, but there’s movement beneath the ice.

New data from ZipRecruiter calls this era The Great Freeze, with turnover plunging and employers choosing retention over risk. Yet cracks are forming: a potential hiring thaw could arrive by 2026, especially for entry-level talent as companies drop degree requirements and focus on skill-based hiring.

Host Pete Newsome unpacks why collaboration, communication, and customer service top the 2025 must-have skills list, and why time management, attention to detail, and critical thinking are harder to find than ever.

Then the story heats up: Amazon’s automation plan could transform work itself, with up to 75% of operations going robotic. He breaks down what that means for jobs, wages, and the balance between efficiency and opportunity. While an MIT economist warns Amazon could shift from job creator to job destroyer, Google’s chief economist offers a counterpoint, arguing that AI isn’t replacing jobs, it’s redefining them.

Between these extremes, Pete explores the middle ground: mapping roles to tasks, amplifying human strengths, and building AI fluency that moves with you from tool to tool.

News Articles:
1. ZipRecruiter Employer Survey: https://www.ziprecruiter-research.org/
2. NY Times on Amazon replacing jobs: https://www.nytimes.com/2025/10/21/technology/inside-amazons-plans-to-replace-workers-with-robots.html
3. Washington Post on Reskilling for AI: https://www.washingtonpost.com/opinions/2025/10/19/jobs-ai-skills-training/

💬 What do you think: Will skills-based hiring truly open more doors, or shift the gatekeepers?

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Headlines hit home when the slowdown lands in your mailbox, your benefits, or your neighborhood. Today's job news headlines highlight the ripple effects of the ongoing federal government shutdown, including slower mail, delayed benefits, and canceled community programs. Host Pete Newsome breaks down how prolonged policy gridlock and potential federal layoffs could reshape local economies, job stability, and public trust far beyond Washington.

Then, Pete turns to a growing threat in the modern job market: fake job listings spreading across LinkedIn, ZipRecruiter, and other hiring platforms. With scammers posing as real recruiters, even spoofing companies like J.P. Morgan, he reveals how today’s automated hiring systems make it easier than ever for bad actors to blend in. Learn the latest job scam statistics, warning signs, and prevention tips to protect your data, spot fake interviews, and avoid costly reimbursement-check traps.

Finally, Pete challenges a classic career cliché: “Just be yourself.” Drawing on new research from Columbia University, we explore how unfiltered authenticity can backfire at work and what successful professionals do instead.

News Articles:
1. New Partnership for Public Service polling finds nearly half of Americans already noticing shutdown impacts: https://ourpublicservice.org/press-release/new-partnership-for-public-service-polling-finds-nearly-half-of-americans-already-noticing-shutdown-impacts/
2. Job scams on ZipRecruiter and LinkedIn: https://www.nbcnews.com/news/us-news/job-scam-ziprecruiter-linkedin-work-postings-fake-listing-rcna238162

💬 Weigh in: Have you ever come across a fake job posting or suspicious recruiter message?

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The headlines say the hiring market is broken, but what if it’s not broken, just rewired? In this week’s Breaking Job News, host Pete Newsome digs into the messy middle where technology, talent, and policy collide.

First up: the rise of AI-assisted interview cheating. Job seekers are letting chatbots whisper answers mid-Zoom to sound smarter and more confident. Clever? Maybe. Risky? Absolutely. How is this backfiring by setting false expectations, and why the real power move is using AI to prepare like a pro, not pretend to be one? From refining your responses to mapping company fit, Pete shows how authenticity beats automation every time.

Then, we shift gears to AI as a creative ally, ot a threat. Drawing on Figma CEO Dylan Field’s insights from Lenny’s Podcast, we explore how the most innovative teams use AI as leverage to amplify human strengths, streamline workflows, and elevate the work that actually matters. The catch? Speed. AI capabilities are compounding rapidly, and the people who win will be those who adapt faster than their job descriptions.

We round out the episode with big policy and HR headlines. The U.S. Chamber of Commerce is suing over a proposed $100K H-1B visa fee, arguing it could choke innovation, raise costs, and push global talent away. And new SHRM benchmarking data reveals a hidden gap: companies spend 26% of HR budgets on recruiting, but only 20% measure the quality of hire. Pete breaks down the key metrics and explains how tracking ROI can transform recruiting from a cost center into a competitive advantage.

💬 What do you think: will AI help fix the hiring market, or make it even harder to tell what’s real?

News Articles:
1. Job Interview Cheating: https://www.theatlantic.com/technology/2025/10/ai-cheating-job-interviews-fraud/684568/
2. Figma CEO on AI: https://www.youtube.com/@UC6t1O76G0jYXOAoYCm153dA
3. SHRM HR Benchmark Report: https://www.shrm.org/about/press-room/shrm-releases-2025-benchmarking-reports--how-does-your-organizat
4. U.S. Chambers sues President Trump: https://www.reuters.com/world/major-us-business-group-sues-over-trumps-100000-h-1b-visa-fee-2025-10-16/

💬 What’s your take? What’s the one thing you think would make your job a true “quality job”? Drop your thoughts in the comments.

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Headlines scream recession fears, but look closer and you’ll see something else: CEOs are slowing down, not shutting down. Confidence dropped again this quarter, yet plans to hire and invest are quietly ticking upward. In today's job news, we decode what that mixed message means for the 2026 job market, from capital spending and team growth to how companies are preparing for a year of cautious optimism.

We also unpack Gallup’s new job quality study, revealing that only 40% of Americans hold what’s considered a “quality job.” The rest are grappling with unpredictable schedules, pay concerns, and limited career mobility. Still, most workers say they feel respected at work. So where’s the disconnect, and what can employers do right now to fix it?

Plus, we dive into the AI revolution reshaping work. With 81% of CEOs predicting that AI will redefine most jobs in the next five years, but only 13% fearing job loss, what’s really driving their priorities? Pete Newsome breaks down how leaders can use AI responsibly while keeping morale and productivity high. And finally, we look at the court decision halting federal layoffs, an unprecedented move that could ripple through public and private sectors alike.

News Articles:

US CEO Confidence: https://www.conference-board.org/topics/CEO-Confidence/
The American Job Quality Study: https://www.gallup.com/analytics/691241/american-job-quality-study.aspx
Court blocks Trump administration’s latest mass layoffs for federal employees: https://federalnewsnetwork.com/government-shutdown/2025/10/court-blocks-trump-administrations-latest-mass-layoffs-for-federal-employees/

💬 What’s your take? What’s the one thing you think would make your job a true “quality job”? Drop your thoughts in the comments.

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The headlines say small business confidence is slipping, but that’s only half the story. The real crisis? Open jobs stay empty while talented people remain unemployed.

In today's Breaking Job News, host Pete Newsome digs into the hidden costs of a broken hiring process and how forward-thinking leaders turn recruiting into their competitive advantage.

Next, we explore what automation really means for workers. A national robotics survey shows optimism about AI, but most people still think their own jobs are safe. We challenge that belief with a practical roadmap: how to experiment with AI, automate repetitive work, and build skills that matter in the next decade.

And finally, even NASA isn’t immune to realignment. With 550 layoffs at JPL, the message is clear: focus on what compounds value and be willing to pivot.

News Articles:
1. NFIB small business optimism index: https://www.nfib.com/news/press-release/new-nfib-survey-small-business-optimism-declines-in-september/
2. AI & Robotics Survey: https://www.robopgh.org/news/americans-see-promise-in-robotics-but-few-expect-their-own-jobs-to-change
3. NASA JPL layoff: https://www.reuters.com/business/world-at-work/nasas-jet-propulsion-unit-lay-off-about-550-workers-2025-10-13/

💬 What’s your take? Is AI a job creator or a job killer? Drop your thoughts in the comments.

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Government services have hit pause as the federal shutdown drags into Day 13. Agencies go dark, unions sue, and the White House tests the limits of executive power, leaving millions wondering how long the stalemate will last.

In this episode, host Pete Newsome unpacks what the shutdown really means for federal employees, contractors, and local economies, and why the next big decision could come from the courts, not Congress.

Then we turn to the American consumer. Confidence held steady in October, but optimism is fragile. Inflation, tighter budgets, and a softer job market are reshaping how households spend, save, and borrow heading into the holidays.

Meanwhile, a new report confirms the AI divide is real: workers using AI daily earn 40% more than those who don’t. Gen Z professionals are seeing the biggest jumps, but with most employers offering little to no AI training, self-directed learning has become one of the fastest ways to boost your career and earning potential.

Pete also breaks down Amazon’s plan to hire 250,000 new workers across the U.S., including rural communities, offering seasonal pay near $19/hour and a potential bridge to long-term roles in logistics and e-commerce.

News Articles:
1. Vance warning: https://apnews.com/article/government-shutdown-vance-trump-furlough-congress-fired-6179d3359c0d6f547e963822d67c28b4
2. Consumer sentiment: https://www.sca.isr.umich.edu/
3. Nexford University AI readiness report: https://www.nexford.edu/research
4. Amazon hiring for the holidays: https://www.aboutamazon.com/news/workplace/amazon-seasonal-holiday-jobs-2025

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Corporate America has hit its breaking point.

New data from Gartner reveals that only 45% of employees achieved their company’s change goals this year, not because they’re lazy, but because the pace of transformation has become ungovernable. Leaders admit their teams are running on fumes, overwhelmed by nonstop restructuring, tech rollouts, and AI-driven demands that move faster than people can adapt.

Today, we unpack how to fix it. From the six “change reflexes” that define resilient teams: openness, time management, context awareness, tech fluency, collaboration, and emotional regulation, to leadership strategies that turn burnout into buy-in, this conversation will help you navigate change without losing your people.

Then we turn to the public sector, where the IRS just furloughed 34,000 workers, nearly half its staff, as the government shutdown drags on. We break down what that means for taxpayers, trust, and the growing crisis of morale inside essential agencies.

But amid all the chaos, one signal stands out: workers are staying put. The Eagle Hill Employee Retention Index just hit a record 105.8, showing that Americans aren’t running from their jobs; they’re hugging them tighter. From confidence in pay and benefits to the proven 25% drop in turnover at flexible companies, we explore why loyalty is surging in one of the most unpredictable job markets ever.

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The headlines don’t add up: hiring is cooling, layoffs aren’t spiking, and AI is both the future and a mess.

So what should smart leaders actually do right now? Host Pete Newsome investigates the real labor signals behind the frozen official numbers. Drawing on insights from banks, payroll platforms, and staffing leaders, we identify where momentum is slowing, where resilience persists, and why time-to-hire continues to lengthen across industries.

Pete also unpacks the shutdown’s legal curveball, rumors of permanent federal layoffs. No president has ever used a funding gap for reductions in force, and legal experts are split on what’s even allowed under the Anti-Deficiency Act. You’ll hear what that means for public workers, contractors, and businesses tied to federal timelines, plus how it could play out in court.

Then we turn to AI’s uneasy middle. New Upwork data shows companies are racing to hire for AI skills, but still don’t trust the outputs. Pete breaks down where human oversight still matters, how digital marketing and editorial work are rebounding, and what “human-in-the-loop” really looks like as models evolve.

Finally, we tackle the overqualified hiring trap:
1. How managers can probe motives and convert surplus experience into team velocity
2. How candidates can address salary, scope, and “flight risk” fears with confidence

News Articles:
1. The Unofficial Jobs Numbers Are In and It’s Rough Out There: https://www.wsj.com/economy/jobs/the-unofficial-jobs-numbers-are-in-and-its-rough-out-there-3518e239?mod=jobs_news_article_pos1
2. Uncharted legal territory if Trump starts shutdown firings, experts say: https://www.reuters.com/legal/government/trump-would-wade-into-uncharted-legal-waters-with-mass-shutdown-firings-experts-2025-10-07/
3. 70% of Employers Say They'll Hire Overqualified Candidates -- But There's a Catch: https://www.prnewswire.com/news-releases/70-of-employers-say-theyll-hire-overqualified-candidates--but-theres-a-catch-302577383.html
4. Upwork Monthly Hiring Report: https://investors.upwork.com/news-releases/news-release-details/upwork-monthly-hiring-report-demand-quality-assurance-project

💬 What’s your take: What do you think this means for the future of work in America?

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The headlines say AI hasn’t hurt jobs. The reality? It’s already rewriting them.

In today's job news, host Pete Newsome takes a hard look at new data from Yale’s Budget Lab showing no clear link between AI exposure and unemployment. On paper, the job market looks steady. However, as new agent tools roll out and AI capabilities surge, Pete explains why stability in the numbers doesn’t always translate to security on the ground.

He also breaks down the latest Gartner research redefining how CHROs lead in the human-machine era, from building HR-specific AI strategies to redesigning roles and reigniting culture. Additionally, we explore the 'messy middle': AI-written resumes, one-click applications, recruiter fatigue, and how hiring teams can maintain quality standards to prevent it from slipping through the cracks.

Finally, Pete examines how a potential government shutdown could hinder labor data collection, delay reports, and impede decision-making across various industries, as well as what savvy companies are doing to stay prepared.

Whether you’re a hiring leader or a job seeker, you’ll walk away with a clear takeaway: use AI to enhance, not replace, human judgment.

News Articles:
1. Evaluating the Impact of AI on the Labor Market: https://budgetlab.yale.edu/research/evaluating-impact-ai-labor-market-current-state-affairs
2. CHROs’ Top Priorities for 2026: https://www.gartner.com/en/newsroom/press-releases/2025-10-02-gartner-says-chros-top-priorities-for-2026-center-around-realizing-ai-value-and-driving-performance-amid-uncertainty
3. Pay-to-Apply Model as AI Resumes Overwhelm: https://www.airesumebuilder.com/1-in-5-employers-may-adopt-pay-to-apply-model-as-ai-resumes-overwhelm-hiring-teams/
4. Furloughs hit federal employees: https://federalnewsnetwork.com/government-shutdown/2025/10/furloughs-hit-federal-employees-exempt-from-shutdown-laid-off-staff-told-to-keep-working/

💬 What’s your take: Is AI truly helping or quietly hollowing out jobs? Drop your thoughts in the comments.

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Today's episode explores the significant impact of the ongoing government shutdown on federal employees, including the potential for permanent layoffs as warned by the White House. Pete also covers job market trends, with nearly a million job cuts announced so far in 2025. Additionally, LinkedIn CEO Ryan Roslansky shares transformative insights on the future of work, emphasizing adaptability and human qualities over traditional credentials. Tune in for these crucial updates and more!

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In today's episode, host Pete Newsome covers the latest ADP National Employment Report, highlighting a significant job loss in the private sector for September, contrary to expected gains.

He discusses the implications of this report, along with the impact of the current government shutdown, as federal agencies roll out contingency plans.

Pete also explores a study on how US and Japanese workers view the impact of AI on the job market and reviews the 2026 salary guide from Robert Half, emphasizing the value of specialized skills.

News Articles:
1. ADP National Employment Report: https://adp-ri-nrip-static.adp.com/artifacts/us_ner/20251001/ADP_NATIONAL_EMPLOYMENT_REPORT_Press_Release_2025_09%20FINAL.pdf
2. Federal Agencies' Shutdown Contingency Plans: https://federalnewsnetwork.com/government-shutdown/2025/09/heres-a-look-at-federal-agencies-contingency-plans-as-shutdown-looms/
3. How Expectations About GenAI's Impact on Jobs Shape Economic Outlooks and Behavior: https://www.hiringlab.org/2025/08/29/survey-ai-jobs-in-the-us-and-japan/
4. 2026 Salary Guide From Robert Half: https://www.roberthalf.com/us/en/insights/salary-guide

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In today's video, host President Pete Newsome shares the August Job Openings and Labor Turnover Summary released this morning by the Bureau of Labor Statistics, revealing minimal changes from July.

He discusses job openings, hires, and separations, and the significance of the upcoming ADP national employment data for September.

Additionally, Pete examines the impact of 154,000 federal workers leaving their jobs due to a buyout program aimed at reducing government size, with potential effects on key agencies like NASA and the CDC.

Stay informed with our detailed analysis and historical perspective on federal workforce trends.

News Articles:
1. BLS Job Opening and Labor Turnover Summary: https://www.bls.gov/news.release/jolts.nr0.htm
2. US Government Faces Brain Drain As 154,000 Federal Workers Exit This Week: https://www.reuters.com/legal/litigation/us-government-faces-brain-drain-154000-federal-workers-exit-this-week-2025-09-30/

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In today's episode, host President Pete Newsome explores the potential repercussions of a looming government shutdown, including mass layoffs as instructed by the White House.

He also discusses Walmart CEO Doug McMillon's bold statements about AI revolutionizing every job, with insights from other industry leaders like Accenture and Ford.

Lastly, Pete addresses the resurgence of extreme work schedules in Silicon Valley, reminiscent of the 996 schedule from China's tech sector.

All these stories highlight the rapidly changing landscape of the job market and the urgent need for workers to adapt. Plus, a fun fact about the demand for remote and hybrid jobs rounds out the discussion.

News Articles:
1. Federal Workers Brace for Possible Shutdown: https://www.nytimes.com/2025/09/28/us/politics/federal-government-shutdown-trump.html
2. Walmart CEO Issues Wake-Up Call: https://www.wsj.com/tech/ai/walmart-ceo-doug-mcmillon-ai-job-losses-dbaca3aa?mod=careers_news_article_pos3
3. The Hustle Culture Trend Is Taking Hold in Silicon Valley: https://www.nytimes.com/2025/09/28/business/996-hustle-culture-tech.html

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In today's job market update, host Pete Newsome explores the continuation of hybrid work, new unemployment claims data, and significant legal rulings. Highlights include a decline in new jobless claims, the steady adoption of hybrid work models, and employer control over remote work arrangements. Insights from staffing companies suggest a positive job market trend, while new hybrid work behaviors like 'polyworking' and 'coffee badging' emerge.

Additionally, a CEO's optimistic views on AI potentially leading to shorter workweeks contrast with concerns about job displacement. Pete concludes by discussing a court ruling that reinforces employer control over work arrangements and how businesses can effectively navigate remote work policies.

News Articles:
1. Unemployment claims: https://www.dol.gov/ui/data.pdf
2. Owl Labs State of Hybrid Work Report: https://owllabs.com/state-of-hybrid-work/2025
3 HR Digest Shorter Work Weeks: https://www.thehrdigest.com/could-ai-be-the-path-to-a-shorter-workweek-zoom-ceo-yuan-believes-it-could/
4. CBIA Court Ruling: https://www.cbia.com/news/hr-safety/court-remote-work-ruling-backs-employers

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A new Indeed 2025 AI at Work Report reveals a startling truth: one in four jobs posted last year could be highly transformed by artificial intelligence, and more than half face moderate transformation. From prompt engineering to basic math skills, AI is moving faster than anyone expected, and the future of work is being rewritten before our eyes.

But not all transformations are positive. Harvard Business Review warns of rising “AI work slop,” content that appears polished but is actually incorrect. With 40% of U.S. employees reporting that they received subpar AI work in the last month, businesses are paying the price: wasted hours, lost trust, and an estimated $9 million annual cost for a company of 10,000 employees.

Meanwhile, the Chicago Fed’s new labor market indicators show unemployment holding steady at 4.3%, signaling a fragile equilibrium. The big question: Can workers and companies harness AI’s potential without drowning in its flaws?

In this video, host Pete Newsome breaks down:
1. The four AI transformation categories impacting 3,000+ job skills
2. Why hybrid AI-human collaboration may be the future of work
3. How AI errors are costing businesses money AND damaging workplace trust
4. What these trends mean for the job market going into 2025

News Articles:
1. Indeed's AI at Work Report: https://www.hiringlab.org/2025/09/23/ai-at-work-report-2025-how-genai-is-rewiring-the-dna-of-jobs/
2. Harvard Business Review AI-generated "Workslop" is destroying productivity: https://hbr.org/2025/09/ai-generated-workslop-is-destroying-productivity
3. Chicago Fed Labor Market Indicators: https://www.chicagofed.org/publications/chicago-fed-insights/2025/introducing-chicago-fed-labor-market-indicators

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The job market is changing faster than anyone expected, and today’s headlines prove it.

In this episode of Breaking Job News, host Pete Newsome unpacks three critical developments shaping the future of work:

The Federal Reserve’s new focus on jobs: Fed Governor Michelle Bowman warns that “deteriorating labor market conditions” could force the Fed into rate cuts sooner than expected. What does this mean for businesses, hiring managers, and employees across industries?
AI’s takeover of tech jobs: According to Google, a staggering 90% of tech professionals now use AI daily, up from just 14% last year. But while AI boosts productivity for senior workers, it’s crushing opportunities for entry-level tech talent. With software engineering job postings down 71% since 2022, is AI rewriting the career path for an entire generation?
The rise of ‘hybrid creep’: Companies like Intel, NBC Universal, and Starbucks are quietly dialing back flexibility, steadily increasing required office days. With 34% of employees now back in the office four or more days a week (up from 23% just a year ago), are we watching the slow death of remote work?

News Articles:
1. Fed Vice Chair Michelle Bowman's speech on the job market: https://www.federalreserve.gov/newsevents/speech/bowman20250923a.htm
2. Google report on tech workers using AI: https://www.cnn.com/2025/09/23/tech/google-study-90-percent-tech-jobs-ai
3. All you need to know about the 'hybrid creep': https://www.businessinsider.com/hybrid-creep-employers-increasing-rto-days-office-2025-9

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The job market is shifting fast, and in this news update, host Pete Newsome shares a significant update on the H1-B visa policy, where a $100,000 fee for new petitions was introduced by President Trump, causing panic among companies like Amazon, Google, and Microsoft.

He also discusses a WSJ article highlighting the slowing return to office mandates, with many employees still working from home despite company mandates. Additionally, research from the University of Chicago shows promising results for AI recruiting, although limitations still exist. Pete concludes with an update on the Business Roundtable's CEO Economic Outlook Index and a fun fact about sick days.

News Articles:
1. H-1B proclamation: https://www.whitehouse.gov/presidential-actions/2025/09/restriction-on-entry-of-certain-nonimmigrant-workers/
2. Return to office challenges: https://www.wsj.com/lifestyle/workplace/return-to-office-workers-fail-3d966807?mod=careers_news_article_pos1
3. University of Chicago AI research: https://www.chicagobooth.edu/research/center-for-applied-artificial-intelligence/stories/2025/ai-on-the-job
4. Business Roundtable Q3 CEO Economic Outlook Index: https://www.businessroundtable.org/media/ceo-economic-outlook-index/ceo-economic-outlook-index-q3-2025

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New data from Resume.org shows that 60% of companies plan layoffs in 2026. Even more shocking, 30% of jobs were already replaced by AI this year, and 37% of companies plan to cut even more roles next year.

Who’s at risk? High earners, entry-level staff, and anyone without AI skills. Companies are chasing a “perfect middle” worker, cheap enough, skilled enough, but that strategy could backfire in a big way.

Meanwhile, California is looking to pass the “No Robo Bosses Act” to stop algorithms from making hiring and firing decisions. But can lawmakers really slow down AI? And while all this is happening, “new-collar jobs” careers built on skills, boot camps, and apprenticeships are opening new paths to success.

In this episode, Pete Newsome breaks it all down:
1. Layoffs + AI adoption are reshaping the workforce
2. What the "No Robo Bosses Act" entails
3. The rise of new-collar jobs and what it means for your future
4. If "office-frogging" is a Gen Z or multi-generational problem

News Articles:
1. Gen Z and Office Frogging: https://www.forbes.com/sites/bryanrobinson/2025/09/18/office-frogging-gen-zs-career-trend-disrupts-employer-expectations/
2. What Are New Collar Jobs: https://www.thehrdigest.com/what-are-new-collar-jobs-the-rise-of-skill-based-hiring-has-a-lot-to-teach-hr/
3. California's "No Robo Bosses Act": https://www.forbes.com/sites/alonzomartinez/2025/09/19/californias-no-robo-bosses-act-could-reshape-workplace-ai-rules/
4. 6 in 10 Companies Plan To Lay Off Employees in 2026 Amid Economic Uncertainty: https://www.resume.org/6-in-10-companies-plan-to-lay-off-employees-in-2026-amid-economic-uncertainty/

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In today's episode, host Pete Newsome discusses this morning's unemployment numbers released from the Department of Labor that show a significant drop in initial jobless claims to 231,000 for the week ending September 13th, from the previous week's 264,000. Despite this positive news, job seekers continue to face tough times, as highlighted by a Wall Street Journal article discussing the difficulty of job hunting.

Additionally, we look at Fiverr's announcement to cut 30% of its workforce to prioritize AI-driven operations, reflecting a broader trend in today's job environment.

Stay tuned for insights, advice, and the reality of the current job market landscape.

News Articles:
1. DOL Unemployment Claims Release: https://www.dol.gov/newsroom/releases?agency=All&state=All&topic=All&year=all&page=0
2. WSJ Job Market: https://www.wsj.com/lifestyle/careers/how-to-handle-a-job-market-thats-worse-than-it-looks-7401a337?mod=careers_news_article_pos1
3. Fiverr Job Cuts: https://www.reuters.com/technology/online-marketplace-fiverr-lay-off-30-workforce-ai-push-2025-09-15/

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Is your job safe from AI? A new Harvard study reveals only 25–40% of roles are truly "AI-retrainable," sparking urgent questions about the future of work. At the same time, politics and data collide as former BLS head Erica McEntarfer publicly defends herself against removal by President Trump, warning about the dangers of politicizing jobs data.

But that's not all. A new survey shows that over half of employees lie about their work hours, with Gen Z leading the way. What does this say about remote work, trust, and accountability? While discussing salary with colleagues is 100% legal, host Pete explores the emotional and cultural repercussions that can arise from implementing pay transparency.

Finally, we lighten things up with a surprising origin story: the history behind the word "work."

In this episode, Pete breaks down:
1. The limits of AI retraining and the future of jobs.
2. Why politicizing jobs data could be dangerous for everyone.
3. How work-hour dishonesty is reshaping employee trust.
4. The risks and rewards of salary transparency.

News Articles:
1. AI took your job — can retraining help?: https://news.harvard.edu/gazette/story/2025/09/ai-took-your-job-can-retraining-help/
2. Fired BLS Chief Breaks Silence, Calls Her Dismissal a 'Dangerous Step': https://www.wsj.com/economy/jobs/fired-bls-chief-breaks-silence-calls-her-dismissal-a-dangerous-step-7e3a6a86?mod=jobs_news_article_pos1
3. Over Half of Workers Tell Employers This Expensive Lie — Especially Gen Z: https://www.entrepreneur.com/living/over-half-of-workers-tell-employers-this-expensive-lie/497132
4. Can you talk about salary at work with colleagues?: https://www.thehrdigest.com/can-you-talk-about-salary-at-work-with-colleagues/

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After years of constant churn, job-hopping is slowing down as more workers choose stability over risk. But it’s not just about staying put; employees are demanding more from their companies. Today, benefits matter just as much as pay, with healthcare, flexibility, and work-life balance ranking as top priorities in the fight for talent.

At the same time, corporate missteps are costing companies dearly. Mishandled layoffs are creating a trust crisis, leaving lasting damage to employer reputations and employee morale. And while AI is transforming industries, one thing is clear: human service can’t be fully replaced. From empathy in healthcare to problem-solving in customer support, people still bring the value machines can’t.

In this episode, we explore:
1. How newly-hired employees feel about their jobs.
2. How benefits now rival pay in employee decision-making.
3. Why layoff mismanagement destroys trust inside and outside the company.
4. The limits of AI and why human service will always matter.

News Articles:
1. The ZipRecruiter Survey of New Hires: https://www.ziprecruiter-research.org/new-hires-survey
2. Selerix Publishes Inaugural Employee Benefits Survey, Showcasing the Critical Importance of Benefits Satisfaction: https://www.prnewswire.com/news-releases/selerix-publishes-inaugural-employee-benefits-survey-showcasing-the-critical-importance-of-benefits-satisfaction-302557597.html
3. The No. 1 Skill Leaders Lack During Layoffs, New Survey Reveals: https://www.forbes.com/sites/carolinecastrillon/2025/09/16/the-no-1-skill-leaders-lack-during-layoffs-new-survey-reveals/
4. Gartner Predicts None of the Fortune 500 Companies Will Have Fully Eliminated Human Customer Service by 2028: https://www.gartner.com/en/newsroom/press-releases/2025-09-10-gartner-predicts-none-of-the-fortune-500-companies-will-have-fully-eliminated-human-customer-service-by-2028

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Elon Musk’s xAI just cut 500 data annotators, the backbone of Grok’s AI training. At the same time, healthcare workers are preparing a mass walkout that could leave hospitals dangerously understaffed.

Meanwhile, the labor market is flashing red: long-term unemployment has climbed to a post-pandemic high, and workers with decades of loyalty are discovering that their tenure is now a disadvantage in today’s hiring market.

These aren’t isolated stories; they’re pieces of a bigger picture: a workforce under pressure, an economy losing balance, and employers rewriting the rules of work.

In this video, we dive into:
1. The risks of a healthcare worker exodus for patients and hospitals.
2. The fallout from Musk’s xAI layoffs and what it means for Grok.
3. The rise of long-term unemployment and its economic impact.
4. Why long-tenured employees face new struggles in the job hunt.

News Articles:
1. Healthcare workers switching jobs: https://www.reuters.com/business/healthcare-pharmaceuticals/over-half-us-healthcare-workers-plan-switch-jobs-by-next-year-survey-finds-2025-09-15/
2. XAI layoff: https://www.businessinsider.com/elon-musk-xai-layoffs-data-annotators-2025-9
3. Long-term unemployment: https://www.washingtonpost.com/business/2025/09/15/long-term-unemployment-workers-jobs/
4. Job market is tougher if you've been in the same job for decades: https://www.businessinsider.com/looking-for-work-harder-havent-changed-jobs-in-years-2025-9

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Layoffs are rising, CEOs are cracking down, and even the government’s job data can’t be trusted. Is the American workforce heading for a breaking point?

Jobless claims just surged to 263,000, the highest since October 2021, raising urgent questions about the stability of employment and the direction of the economy.

In this video, we break down the most pressing labor market headlines you need to know:
1. Why unemployment claims are climbing and what it means for workers and businesses.
2. How Novo Nordisk’s five-day return-to-office mandate, announced immediately after 9,000 layoffs, signals a shift in corporate power dynamics.
3. AT&T’s failed experiment with employee surveillance through badge swipes, network monitoring, and mobile tracking.
4. The stunning revelation that the Bureau of Labor Statistics overstated 911,000 jobs, and why the Department of Labor’s Inspector General is investigating.
5. Plus: the surprising truth about which weekday sees the fewest sick calls.

News Articles:
1. Jobless Claims Hit Highest Level Since 2021: chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https://www.dol.gov/sites/dolgov/files/OPA/newsreleases/ui-claims/20251377.pdf
2. After Layoffs, Novo Nordisk Announces RTO Mandate for Employees: https://www.thehrdigest.com/after-layoffs-novo-nordisk-announces-rto-mandate-for-employees/
3. AT&T Backtracks on Employee Surveillance: https://www.businessinsider.com/att-system-for-tracking-employees-rto-compliance-2025-9
4. Labor Department inspector general announces audit of BLS data collection: https://www.foxbusiness.com/economy/labor-department-inspector-general-announces-audit-bls-data-collection-challenges

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In today’s job market news, host Pete Newsome uncovers the truth behind today’s headlines. The Bureau of Labor Statistics (BLS) reports that real wages are slipping as inflation continues to rise, leaving many workers feeling like they’re falling further behind. At the same time, a leadership shakeup at the BLS is raising questions about the accuracy of the very numbers we rely on.

Even more troubling: job seeker optimism has plunged to its lowest level in more than a decade, with confidence in the job market collapsing. And while some workers push back, Brookfield declares the return-to-office debate is “over” as major companies bring employees back to their desks.

Stay tuned for the latest insights on wages, inflation, hiring sentiment, and workplace trends that impact both job seekers and employers.

News Articles:
1. BLS Real Earnings Summary: https://www.bls.gov/news.release/realer.nr0.htm
2. Leadership Jobs Staffing Crisis at BLS: https://www.bloomberg.com/news/articles/2025-09-09/third-of-bls-leadership-jobs-sit-empty-at-us-economic-statistics-agency?embedded-checkout=true
3. Job confidence at a decade low: https://www.washingtonpost.com/business/2025/09/11/worker-job-hunt-sentiment-unemployment-outlook/
4. Broofield claims RTO debate is over: https://www.bloomberg.com/news/articles/2025-09-10/the-rto-debate-is-finally-over-says-office-giant-brookfield?embedded-checkout=true

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In this week’s Job Market News, host Pete Newsome breaks down the latest workplace trends and hiring insights. Microsoft has ordered employees back to the office at least three days a week, joining other major companies pushing return-to-office mandates.

We’ll also spotlight the careers considered most AI-proof, including jobs in healthcare and skilled trades, while emphasizing the importance of adaptability in an AI-driven workplace. Next, Pete discusses Q4 hiring projections, highlighting both challenges and opportunities for job seekers and employers. Finally, we explore the value of employee recognition in today’s competitive job market. Plus, a fun fact about a strange job from medieval times!

Tune in for the latest updates on return-to-office policies, AI-proof careers, hiring forecasts, and workplace culture trends.

New Articles:
1. Microsoft RTO: https://www.businessinsider.com/microsoft-send-employees-back-to-office-rto-remote-work-2025-9
2. AI-proof careers: https://www.businessinsider.com/ai-politics-professor-shares-jobs-least-likely-be-automated-2025-9
3. Q4 Hiring: https://www.staffingindustry.com/news/global-daily-news/employers-to-take-cautious-approach-to-hiring-in-q4
4. Employee recognition: https://blog.rewardian.com/praise-in-the-age-of-ai-what-employees-really-think-about-recognition

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Today's job news: host Pete Newsome discusses the latest job market revisions announced by the BLS, revealing that nearly a million reported jobs don't actually exist.

We also examine:
-The Conference Board's latest Employment Trends Index
-The rise of AI in recruiting, as employer adoption has surged by 428% since 2023
-The continuing dominance of job boards in recruiting
-The latest return to office mandates from NBCUniversal and Paramount. Plus, discover a fun fact about the impact of multitasking on IQ.

News Articles:
1. BLS Employment Statistics: https://www.bls.gov/news.release/prebmk.nr0.htm
2. Conference Board ETI: https://www.conference-board.org/topics/employment-trends-index/
3. ihire State of Online Recruiting: https://www.ihire.com/resourcecenter/employer/pages/the-state-of-online-recruiting-2025
4. Business Insider NBCUniversal RTO: https://www.businessinsider.com/nbcuniversal-rto-order-four-days-week-memo-paramount-amazon-microsoft-2025-9

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In today's job market headlines, Pete Newsome discusses the significant drop in small business hiring due to tariffs and the rising costs of imports, why the current market is terrible for many job seekers, and lessons from billionaires who started in fast-food jobs.

News Articles:
1. Small business hiring: https://www.foxbusiness.com/economy/bank-america-reports-small-business-hiring-down-6-7-year-over-year-amid-tariff-surge
2. Job market hell: https://www.theatlantic.com/ideas/archive/2025/09/job-market-hell/684133/
3. Tough times in America: https://www.washingtonpost.com/business/2025/09/07/layoffs-hiring-slowdown/
4. Billionaire fast food workers: https://www.forbes.com/sites/martinacastellanos/2025/09/06/these-fast-food-workers-including-jeff-bezos-and-jensen-huang-became-billionaires-after-working-at-fast-food-chains-like-wendys-mcdonalds/

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In today's episode of Cornering the Job Market, Pete discusses the August employment numbers released this morning by the BLS, OpenAI's new jobs platform that's coming in 2026, an Amazon memo that indicates they are having trouble recruiting AI talent, and why Gen Z is ditching office jobs for insurance and real estate.

News Articles:
1. Employment Situation Summary: https://www.bls.gov/news.release/empsit.nr0.htm
2. OpenAI blog: https://openai.com/index/expanding-economic-opportunity-with-ai/
3. TechCrunch on OpenAI's job platform taking on LinkedIn: https://techcrunch.com/2025/09/04/openai-announces-ai-powered-hiring-platform-to-take-on-linkedin/
4. Amazon's hiring woes: https://www.businessinsider.com/amazon-ai-talent-wars-internal-document-2025-8
5. GenZ choosing insurance and real estate over office jobs: https://www.businessinsider.com/gen-z-real-estate-agents-insurance-carreer-trend-2025-8

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The signals from the job market are getting harder to ignore. August’s ADP report delivered just 54,000 new private sector jobs, well below expectations and a sharp slowdown from July’s stronger showing. Economists are calling it another red flag for growth and more fuel for the Fed to consider cutting rates.

But while headlines focus on weak hiring, a groundbreaking study quietly shattered one of the biggest workplace myths: that young people can’t stay put. It turns out Gen Z and millennials are sticking with jobs just as long as Baby Boomers did at the same age, proving that economic conditions, not attitude, drive turnover.

Meanwhile, Amazon’s dramatic culture shift under CEO Andy Jassy is rewriting the rules inside one of the world’s biggest companies. Mandatory five-day office weeks, strict expense policies, and tighter oversight are leaving employees frustrated even as profits per worker surge and shareholders cheer.

We’ll also break down surprising new tax deductions for tipped workers, yes, even podcasters made the list, and end with the incredible story of Katherine Johnson’s 30-second interview that helped put Apollo 11 on the moon.

News Articles:
1. APD employment report: https://adpemploymentreport.com/
2. Debunking job hopping: https://www.nirsonline.org/reports/debunkingjobhopping/
3. Life at Amazon: https://www.businessinsider.com/inside-amazons-hardcore-culture-reset-day-1-roots-2025-9?
4. No tax on tip list: https://home.treasury.gov/system/files/136/Tipped-Occupations-Detailed-8-27-2025.pdf

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Is the job market losing its footing? July job openings fell to 7.18 million, which is 200,000 below expectations and part of a troubling pattern of downward revisions. These numbers not only raise doubts about government data but also hint at a cooling economy that could trigger another rate cut.

But that’s not the only red flag. Quest Diagnostics reports over 1% of workers are testing positive for fentanyl, with surprise screenings showing rates seven times higher than pre-employment tests. Employers are scrambling to tighten safety protocols as substance use collides with workplace performance.

Meanwhile, the AI debate is no longer hypothetical. Salesforce has cut 4,000 customer support jobs, replacing them with AI agents, a sobering reminder that automation is already reshaping careers. And federal employees just learned their proposed 1% raise for 2026 won’t even cover inflation, effectively shrinking their paychecks.

In this episode, we’ll explore what these signals mean for the future of work, from hidden risks in the labor market to the immediate impact of AI. Plus, a surprising fact: remote work’s roots actually trace back to the 1970s, not for productivity, but for the environment.

What industries do you think will feel AI’s impact next? Join the conversation and subscribe for more insights into the forces shaping the workplace.

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Is the American Dream slipping away? A new Wall Street Journal poll shows only 1 in 4 Americans believe they can raise their standard of living (the lowest confidence since the 1980s). Even more striking, nearly 70% say hard work no longer guarantees success, a sentiment uniting people across politics, income, and age.

At the same time, today’s job search feels broken. With LinkedIn applications up 45% thanks to one-click apply, candidates are caught in a numbers game they can’t win. The smarter move? Skip mass-applying and pick up the phone; connecting with a recruiter can set you apart in a crowded market.

Meanwhile, workplace culture is shifting fast. Gen Z is showing surprising interest in office life, with many craving connection after years of remote work. And after a decade of encouraging self-expression, big companies like Microsoft and Google are drawing stricter lines between activism and the workplace.

But it’s not all bleak. For those with AI skills, opportunity has never been greater. AI researcher postings have doubled, with salaries pushing $230,000 and total packages climbing toward half a million. This stark divide between widespread economic pessimism and explosive growth in specialized fields paints a vivid picture of where the future is headed.

In this episode, we unpack what these trends mean for job seekers, professionals, and employers. Plus tips on how you can navigate the shifting landscape to your advantage.

News Articles:
1. https://www.wsj.com/economy/wsj-norc-economic-poll-73bce003?mod=hp_lead_pos8
2. https://www.businessinsider.com/applying-for-jobs-easy-hard-to-stand-out-2025-8
3. https://www.thehrdigest.com/why-gen-z-is-swapping-work-from-home-for-watercooler-chats/
4. https://www.wsj.com/lifestyle/workplace/workplace-employee-activism-company-response-7ef095f6

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In today's episode, Pete shares the latest U.S. employment projections from the BLS, which reveal a significant slowdown in job growth over the next decade.

Also, discover why some say the monthly BLS job revisions aren't a bad thing, hear the results from Express Employment's job seeker report on job security, and find out the average number of job changes in a worker's career.

News Articles:
BLS Employment Projections: https://www.bls.gov/news.release/ecopro.nr0.htm
Weekly unemployment data: www.dol.gov/sites/dolgov/files/OPA/newsreleases/ui-claims/20251334.pdf
The case for job revisions: https://www.staffingindustry.com/news/global-daily-news/the-hidden-story-behind-bls-jobs-revisions
Job Seeker Report: https://www.staffingindustry.com/news/global-daily-news/survey-finds-workers-fear-any-job-could-vanish-in-a-downturn

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In today's work-related headlines, Pete Newsome from 4 Corner Resources shares the results of a new Stanford study that proves AI is hurting young workers, a tech company that's paying junior AI staff $1,000,000, why workers have FOBO (fear of becoming obsolete), and LinkedIn's claim that professional networks are more trusted than AI and search engines. Also: find out where the word "salary" comes from!

News Articles:
1. https://digitaleconomy.stanford.edu/publications/canaries-in-the-coal-mine/
2. https://www.wsj.com/tech/ai/ai-jobs-entry-level-salary-ab2a11c0?mod=hp_lead_pos9
3. https://hrdailyadvisor.com/2025/08/26/the-rise-of-fobo-why-workers-are-eyeing-ai-proof-careers/
4. https://news.linkedin.com/en-us/2025/networks--not-ai-or-search--are-the--1-trusted-source-amid-infor

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The workplace keeps getting weirder. From quiet cracking to employees refusing to leave after being fired, plus troubling new data on Gen Z men in the job market, today’s trends reveal a workplace in flux.

In this video, Pete Newsome breaks down the latest headlines you need to know:
1. Quiet Cracking → A "new" workplace trend reshaping employee engagement
2. Imposter Syndrome → How workers at every level can overcome it
3. A “Meh” Job Market → More risks for the U.S. economy
4. Bad News for Gen Z Men → Higher jobless rates and college degrees not paying off

👉 Whether you’re an employer, job seeker, or simply trying to make sense of today’s career landscape, this is your go-to breakdown of all the latest workplace trends.

News Articles:
1. Quiet Cracking: https://www.entrepreneur.com/business-news/quiet-cracking-is-a-new-workplace-phenomenon/496305
2. Overcoming Imposter Syndrome: https://www.washingtonpost.com/business/2025/08/25/work-advice-overcoming-imposter-syndrome/
3. Risk for the US Job Market: https://www.wsj.com/economy/jobs/rising-risk-for-the-u-s-economy-a-job-market-that-is-just-meh-ca37eac1
4. High Unemployment Rate for Gen Z Men: https://fortune.com/2025/08/25/gen-zers-neets-jobless-men-unemployed-higher-rates-women-healthcare-coding-ai/

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Welcome to the latest job market news, where we cut through the noise to make sense of today’s economic signals.

To start, state unemployment figures reveal a sharp divide: South Dakota boasts a low unemployment rate of 1.9%, while DC struggles at 6% and California at 5.5%. However, significant revisions are looming, with Goldman Sachs projecting that up to 950,000 jobs could be removed from official counts in the next BLS report.

However, job postings tell a different story: while openings are down 1% from last year, there are still 7.5 million available positions, well above pre-pandemic levels. Inflation and wages, however, remain out of sync, with prices up 22.7% since 2021 and wages trailing slightly behind at 21.5%. Only a handful of lower-wage industries, such as retail and hospitality, have managed to outpace inflation.

And then there’s AI: some executives frame it as a driver of layoffs, while others view it as a productivity tool that creates new opportunities. The reality is far more nuanced.

News Articles:
1. State Employment and Unemployment BLS data
2. The Kobeissi Letter X post
3. Online Labor Demand Decreased in July
4. Is AI The Scapegoat Employers Use To Explain Technology Layoffs?
5. Wages are outpacing pandemic-era inflation in these 4 industries

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Welcome back to your go-to source for the latest job market news, where we break down the trends shaping work right now.

The job market is shifting rapidly as AI reshapes how companies approach work. Duolingo’s CEO, once an alarmist about “robots are coming,” now insists that AI won’t mean layoffs but rather a rethinking of roles to boost productivity. His claim that engineers will guide AI instead of being replaced raises a bigger question: are workers training their own replacements, just as jobs once moved offshore?

Additionally, we discuss how MIT research provides some reassurance that AI is initially targeting outsourced jobs, rather than U.S. workers. Only about 3% of roles are affected today, though projections warn that up to 27% could eventually change. At the same time, we’re seeing what CNBC calls the “Great Stay”: employees clinging to jobs as optimism sinks and more CEOs eye cuts instead of hiring.

Meanwhile, Forbes highlights quirky economic signals, from payroll data to the “Men’s Underwear Index”, while California struggles with the nation’s highest unemployment at 5.5%.

And as career paths evolve, it’s worth remembering that job hunting has always adapted, ever since Leonardo da Vinci drafted the first modern resume back in 1482.

News Articles:
1. Duolingo's CEO says he doesn't plan to lay off full-timers because of AI — but their jobs will change
2. AI is already displacing these jobs
3. ‘Job hugging’ has replaced job-hopping, consultants say
4. Forget BLS. Here’s How To Take The Economy’s Temperature Without Using Government Data
5. California unemployment rises to 5.5%, worst in the U.S., as tech falters: ‘It’s brutal out there’

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In this latest job market news episode, we’re tackling the trends, shifts, and surprises shaping the world of work right now. The solution to labor shortages isn’t complicated; it’s higher pay. Yet when Chicago Fed President Austin Goolsbee recently addressed hiring challenges, that simple fix didn’t make the cut.

We’ll also explore ZipRecruiter’s new venture, Breakroom, an employer review platform that sparks questions about trust, transparency, and how companies can protect their reputations.

Plus, we’ll unpack Goldman Sachs’ surprisingly optimistic prediction that AI will cause only a brief 6–7% unemployment bump during the transition, an outlook that might be dangerously understated given AI’s unprecedented capabilities.

And for remote workers, the laptop-friendly coffee shop is disappearing as more cafés prioritize table turnover over “work from anywhere” culture.

Tune in for fresh, practical insights into the evolving job market, perfect for both employers and job seekers navigating these changes.

News Articles:

Chicago Fed president wants to see a ‘few months of data’ on inflation to gauge economy’s health
Breakroom
My Cafe Dumped Me for Doing Work There
Employers cut recruitment costs amid recession fears
How Will AI Affect the Global Workforce?

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In this episode of the Hire Calling Podcast, host Pete Newsome breaks down the latest workplace trends you need to know now.

The job market is sending mixed signals; New York City added fewer than 1,000 private sector jobs in early 2025, its weakest growth in over two decades. At the same time, “Coldplaygate” has sparked a fresh conversation about office romances, with nearly half of Gen Z having experienced one, as in-person work makes authentic connections more common.

Meanwhile, “AI Theater” is emerging, with some workers faking AI skills to keep up appearances while true AI literacy becomes increasingly valuable. Adding to the complexity, the participation of working mothers has fallen to a three-year low, raising concerns about the future of workplace flexibility.

What shifts are you seeing in your industry? Subscribe to stay ahead of the trends shaping work.

News Articles:
1. New York City Companies All but Stopped Hiring in First Half of the Year
2. Mothers are leaving the workforce, erasing pandemic gains
3. ‘AI theater’ emerges as workplace pressure grows
4. Ranked: The Most Important Job Skills in 2025

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Recruiting has always been a race between speed and quality. But what if you could have both?

In this episode, we’re joined by David Paffenholz, co-founder of Juicebox AI, to explore how AI is transforming talent sourcing as we know it. Born out of his frustration with traditional recruiting, Juicebox lets you search through 800 million profiles in minutes, surfacing candidates traditional keyword matching would miss entirely.

David breaks down how Juicebox uses large language models (like ChatGPT) to go beyond keywords and actually understand candidates' context, skills, and potential. We dive into the platform’s “Juicebox agent,” a sourcing assistant that never sleeps, soon able to launch searches automatically based on your ATS activity.

We also discuss market trends, including the BLS's job count correction, return-to-office dynamics, and how AI tools like Juicebox can provide staffing firms with a competitive edge without compromising on quality.

If you’re ready to spend less time sourcing and more time hiring, this is the episode for you.

🎧 Try Juicebox for free or book a demo at juiceboxai.com

Additional Resources:

Innovative Sourcing Techniques for Recruiters
Can You Trust AI to Handle Recruitment?
How Is Artificial Intelligence Changing the Recruiting Process?

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LinkedIn: https://www.linkedin.com/in/david-paffenholz/

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What happens when life gives you the push you’ve been avoiding? For Julia Arpag, getting laid off just five weeks after giving birth wasn’t a setback; it was the spark that launched her recruiting agency, Aligned Recruitment. In this inspiring episode, Julia shares how losing her “stable” W-2 job opened her eyes to the power of owning your career path.

With roots in therapy and a passion for meaningful connections, Julia reveals how she has built a thriving business by leading with empathy, curiosity, and authenticity, proving that recruitment doesn’t have to be transactional. She also challenges the hustle-at-all-costs startup myth, showing how it’s possible to grow a business and design a life you love.

From navigating motherhood to embracing AI in recruiting, Julia offers hard-won wisdom and a rallying cry for anyone contemplating entrepreneurship: "If you're determined to learn, no one can stop you."

Additional Resources:

Aligned Recruitment
Recruiting Trends for 2025
Can You Trust AI to Handle Recruitment?
The Benefits of Working With a Staffing Agency

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LinkedIn: https://www.linkedin.com/in/julia-arpag/

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Hiring the right people has never been more critical, or more challenging. If your team is stretched thin, facing aggressive hiring deadlines, or searching for niche talent in a competitive market, a staffing agency could be your best-kept secret.

In this episode, we break down how the right partner can act as an extension of your team, handling everything from sourcing to screening to onboarding. You'll learn when it makes sense to bring in outside help, the difference between contract, direct hire, and contract-to-hire models, and how a great staffing partner can speed up hiring while raising the bar on candidate quality.

Whether you're building a team from scratch or just trying to keep up with demand, this episode will help you rethink what's possible when you stop hiring alone.

Additional Resources:

The Benefits of Working With a Staffing Agency
Staffing Services
Is Your Business Ready for Professional Staffing Services?
Advantages of Hiring a Third-Party Small Business Recruiter

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Most recruiters waste time chasing leads that will never convert. Patrick Barbour decided to fix that with a new recruitment automation tool.

In this episode, we dive into the story behind RecStack, an AI-powered business development platform built specifically for staffing firms. Patrick, a former oil and gas recruiter, shares how a single insight changed everything: at any given time, only 3–5% of companies are actively looking for recruiting support. The rest? Wasted outreach.

RecStack flips the script by using AI to track real-time sales triggers, like funding rounds, leadership changes, and key departures, so you only engage with companies ready to hire. It doesn’t just identify targets; it researches them, enriches contact data, and crafts personalized outreach that sounds like you wrote it yourself.

Patrick explains why this shift isn’t about replacing recruiters, but freeing up time to do more. Automation handles the grunt work. You build the relationships.

Whether you're a solo recruiter or scaling an agency, this episode reveals how top firms are already using automation to win faster, work smarter, and never cold call a dead lead again.

Additional Resources:

RecStack.ai
What Is Recruitment Automation and How Can You Use It to Hire Smarter?
Can You Trust AI to Handle Recruitment?
Trending Recruiting Technology: Must-Have Tools

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LinkedIn: https://www.linkedin.com/in/patrick-barbour-082a461a7/

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Hiring a great recruiter isn’t as simple as it sounds, and getting it wrong can hurt your entire hiring strategy. In this episode of the Hire Calling Podcast, we break down a proven 7-step process to help you hire a recruiter who can actually deliver results.

In just 20 minutes, you’ll learn how to define the role based on hiring volume, time-to-fill goals, and specialization needs, so you don’t end up misaligned from day one. We’ll help you choose the right level of recruiter—entry, mid, senior, or executive—and explain what each brings to the table in terms of skills, cost, and expectations.

You’ll also get practical tips on writing job descriptions that attract top recruiting talent, sourcing strategies that go beyond job boards, and interview questions that reveal true capability. We even cover red flags to watch out for and creative ways to offer competitive compensation when your budget is tight.

To wrap it up, we dive into onboarding best practices and explain when partnering with a staffing firm might be the smarter move.

If you’re ready to elevate your hiring team, this episode is a must-listen.

Additional Resources:

How to Hire a Recruiter: A Step-by-Step Guide for Employers
Sample Recruiter Job Descriptions
National Average Salary for a Recruiter
Benefits of Working with a Staffing Agency

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Bad hires are expensive, costing companies upwards of $50,000 each. But beyond the financial hit, they disrupt team morale, stall productivity, and can damage your culture from the inside out. And here's the kicker: 74% of employers admit they've hired the wrong person.

In this episode, we're breaking down 17 red flags every hiring manager should watch for—before it's too late. From candidates who arrive late or dodge tough questions to more subtle signs like vague references or deflecting past mistakes, these warning signals are often easy to overlook but hard to recover from.

You'll learn:

How to spot signs of deeper issues hiding in plain sight
When to dig deeper and how to do it without turning the interview into an interrogation
Why some red flags (like not owning past failures) should instantly put you on alert
Innovative ways to separate confidence from arrogance
What to ask instead when something feels "off"

Whether you're hiring for your first role or your fiftieth, these insights will sharpen your instincts, improve your process, and help you build a stronger, more cohesive team.

Additional Resources:

The Top Interview Red Flags to Watch Out for in Candidates
The Top Resume Red Flags to Watch Out for When Hiring
Hiring & Salary Guide
The Ultimate Guide to Interview Scoring Sheets

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Most hiring managers are writing job descriptions wrong...

If you want to know how to write a job description that actually attracts the right candidates, this episode is your blueprint.

I’ll unpack why some roles get flooded with qualified applicants while others barely get a glance. Spoiler: it’s not just the job itself—it’s how you talk about it. In this episode, I break down the strategy behind writing job descriptions that convert, treating them like the powerful marketing assets they are.

You’ll learn the seven must-have elements every effective job post should include, from crafting a compelling title and writing a strong intro, to using action-driven language and clearly separating must-haves from nice-to-haves.

I’ll also dig into why transparency about salary, location, and culture can massively boost your applicant pool.

Forget the legalese and buzzwords, great job descriptions feel like invitations. I’ll show you how to ditch the corporate fluff and speak directly to the type of person you actually want to hire.

Additional Resources:

AI-Powered Job Description Generator
Library of 500+ Sample Job Description Templates
How to Write a Job Description That Attracts Top Candidates
Best Practices for Writing Clear and Compelling Job Postings

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Our host, Pete Newsome, sits down with John Ruffini—VP of Professional Development at HealthTrust Workforce Solutions and author of Money Makers—to explore how recruiting is evolving and which fundamentals still hold strong.

While technology and AI have transformed the way recruiters operate, Ruffini reminds us that relationships remain at the heart of great recruiting. He states, “Our business is still about relationships, and people want to interact with other people. It’s just human nature.”

He shares his “million-dollar questions”—thoughtful, disarming prompts that turn reluctant candidates into open conversations—and contrasts this relationship-first mindset with the transactional approaches that dominate today’s landscape.

The conversation also dives into the impact of remote work, including the loss of geographic boundaries and the challenge of developing young talent. Ruffini makes a strong case for hybrid models and shares personal lessons from both wins and failures that helped shape his recruiting philosophy.

Whether you’re a veteran recruiter or just starting out, this episode offers a fresh perspective on the future of talent acquisition—and why human connection still matters most.

Additional Resources:

HealthTrust Workforce Solutions
Money Makers: Proven Ways to Increase Sales and Productivity in the World of Professional Recruiting
Effective Methods of Recruitment and Selection
Recruiting Trends for the New Year

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Are outdated hiring practices slowing you down? Join us for an insightful chat with Varun Khurana, co-founder of Wayfaster, as he shares his journey from employee to entrepreneur. Frustrated by recruitment inefficiencies, Varun and his co-founder built a cutting-edge voice AI solution to revolutionize high-volume hiring.

We dive into how AI is reshaping recruitment—streamlining resume screening, optimizing interviews, and enhancing efficiency while keeping the human touch at the forefront. But as AI evolves, does it threaten recruiter jobs or simply refine them?

Get the inside scoop on AI’s role in hiring, its impact on job markets, and the future of tech-driven recruitment. Don’t miss this episode! 🎙️

Additional Resources:

Wayfaster
Mass Recruitment: The Complete Guide
How Is Artificial Intelligence Changing the Recruiting Process?
Can You Trust AI to Handle Recruitment?

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The hiring landscape is shifting—are you keeping up? In this episode, Vicky Brown, CEO of Idomeneo, shares expert insights on navigating the challenges of today’s job market, from the remote vs. in-office debate to finding and retaining top talent.

We’ll explore how businesses can rethink recruitment, treating it like marketing to attract the right candidates. Vicky breaks down the importance of clear career paths, smart hiring strategies, and the role of compliance in building strong teams. Plus, we discuss the impact of AI in hiring—when to embrace it and why human oversight still matters.

To wrap things up, Vicky shares helpful tips on streamlining your hiring process. Whether you’re a recruiter, HR leader, or business owner, this episode is packed with practical takeaways to elevate your hiring approach. Tune in now!

Additional Resources:

Idomeneo
Effective Methods of Recruitment and Selection for Hiring Top Talent
How Is Artificial Intelligence Changing the Recruiting Process?
Can You Trust AI to Handle Recruitment?
How to Use Video as an Innovative Recruitment Strategy

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What if you could revolutionize your recruitment strategy and attract top talent like never before? Join us as Thad Price, CEO of Talroo and Ready Set Hire, shares his expertise on transforming the way companies approach hiring. Learn how to turn the internet into your ultimate help wanted sign and treat candidates like valued customers. Thad breaks down the importance of effective job postings and timely engagement, offering insights into how Ready Set Hire leverages recruitment marketing best practices to streamline the candidate experience and bring in higher-quality applicants.

We also explore how tools like one-click apply and conversational AI are making applications and communication smoother, allowing recruiters to focus on the most engaged and qualified candidates. Don't miss Thad's invaluable advice on optimizing the candidate experience from attraction to application!

Additional Resources:

Talroo
ReadySetHire
Candidate Experience Best Practices
How to Use SEO for Job Postings to Increase Visibility

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Need help navigating the labyrinth of employment labor laws? HR consultant Ricky Baez joins us to unravel these complexities and offer practical strategies for business owners. Listeners will discover essential resources like SHRM.org, EEOC.gov, and DOL.gov, and learn the benefits of attending industry conferences and hiring a knowledgeable consultant. Ricky also dispels common misconceptions around employment at will and right-to-work laws, underscoring the importance of understanding legal protections in employment practices.

Effective communication can make or break labor union elections, and Ricky shares compelling stories highlighting this truth. One notable case from a New York City restaurant reveals how language barriers led to misunderstandings about sick pay entitlements, stressing the need for language-appropriate communication tools. Hear how accurate information prevented unionization and why expert guidance is crucial in navigating labor laws. Tune in to gain actionable insights and stay ahead of legal updates in the ever-changing landscape of labor laws!

Additional Resources:
1. 4 Communication Styles in the Workplace and How to Manage Them
2. Let’s Talk About Unions in the Workplace
3. HR Consulting Services

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Blog Articles: https://www.baezco.com/baezco-blog

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Are you waiting until a new hire's start date to begin the onboarding process? If so, you should reconsider! In this episode of Hire Calling, HR consultant Ricky Baez shares the importance of starting your onboarding process the moment a candidate applies and best practices for integrating new hires into your organization.

Additionally, he will touch on ways you can leverage technology (especially AI) to streamline your processes and how to give candidates constructive feedback who didn't secure the role.

Additional Resources:
1. New Hire Checklist: The Easiest Way to Onboard
2. How to Conduct Virtual Onboarding
3. Keys to a Great Employee Onboarding Experience
4. Orientation vs. Onboarding: The Main Differences

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In this episode, we explore the complexities of employee relations with HR consultant Ricky Baez.

Topics include:
1. Understanding Employee Relations: The importance of respecting diverse personalities and maintaining a positive work environment.
2. Common Challenges: How differences in opinion and communication impact productivity.
3. Balancing Empathy and Strategy: Essential skills for HR professionals.
4. Navigating Sensitive Topics: Practical advice on handling politics and religion at work.
5. Proactive Leadership: Encouraging civility and respect, especially during election years.

Join us for valuable insights and tips on how to improve employee relations in your organization. Don't forget to like, subscribe, and leave your comments and questions below!

Additional Resources:
1. How to Handle Employee Complaints
2. How to Manage Workplace Conflict
3. Ways to Improve Your Employee Relations
4. Communication Styles in the Workplace and How to Manage Them

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On this episode, special guest Diane Prince shares her secrets of entrepreneurial success in the staffing industry. From her start as a temp to selling her thriving business, Diane’s story is all about vision, grit, and chasing your dreams.

In our conversation with Diane, we explore her unique path as a solo founder, balancing independence with the power of partnerships. Learn how her creative approach to reference checks opened doors to unexpected opportunities, highlighting the underrated art of networking. We also tackle the challenge of growing sales teams, discussing how to shift from being a star salesperson to a great manager and the mysterious $20 million hurdle that many businesses face.

Finally, we dive into the crucial topics of hiring, training, and keeping top talent in recruitment. Diane believes that strong leadership is the key to excellence and avoiding mediocrity. Her hands-on involvement in the interview process shows the importance of finding the right fit for the role.

For those looking for inspiration and a successful sales mindset, this episode is packed with practical tips and valuable insights to boost your staffing strategies.

Additional Resources:

Top KPIs for Recruiters You Need to Track This Year
Effective Methods of Recruitment and Selection for Hiring Top Talent
How to Build a Talent Pipeline

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Are you struggling to find and hire exceptional IT professionals?

Sioux Logan is our special guest on this episode of the Hire Calling Podcast! She is the visionary founder and president of RedStream Technology, an IT staffing firm located in New York City. Immediately, you will be whisked into Sioux's world, revealing the raw, unfiltered experiences of launching a tech staffing firm from the ground up.

Pete and Sioux begin by discussing the job market's post-pandemic seismic shifts, which have left many professionals uncertain, but they share their optimism for the future. They analyze the effects of tech giant layoffs and the constriction of venture capital on the fragile ecosystem of startups. It's a candid discourse on the importance of innovation in hiring practices during adjustment periods, packed with actionable insights for both companies and candidates.

But success in recruitment isn't just about embracing change—it's also about mastering the fundamentals. Sioux imparts her wisdom to new recruiters, emphasizing the indispensable role of personal interaction in a digitalized world. This episode peels back the curtain on the strategies that distinguish exceptional recruiters from the rest, from tapping into the goldmine of internal databases to the quick yet profound decision-making akin to Malcolm Gladwell's 'Blink.'

Tune in and arm yourself with the knowledge to navigate the modern recruitment landscape with confidence and finesse!

Additional Resources:

RedStream Technology
Tech Terms You Need to Know as an IT Recruiter
The Challenges of IT Recruiting and How to Overcome Them
The Best Interview Questions to Ask IT Candidates

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How does a team go from good to great? Kate O'Neill, CEO of Teaming, joins Pete today with an insider's perspective on how their team intelligence software revolutionizes how managers foster high-performing teams. From providing personalized communication coaching to enhancing interaction within diverse teams, Teaming's AI-driven platform is making waves in the professional world.

Kate recounts the strategic decisions that helped her startup flourish before diving into the heart of why Teaming was created—a solution to the void left by traditional project management tools. As CEOs, she and Pete also talk about the importance of communication skills as well as the struggles and triumphs of leadership.

The need for cohesiveness within a team has never been more pronounced. Join Pete and Kate in this enlightening discussion that will enrich your understanding of the modern workplace and equip you with the tools to build a thriving team.

Additional Resources:

Teaming
Leadership Hiring Techniques to Build a Stronger Management Team
Tips for Building a High-Performing Remote Team

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In this episode of the Hire Calling Podcast, learn how to scale your hiring efforts without sacrificing the human touch. Ricky and Pete dive into the fast-paced world of high-volume recruiting, whether it's building the perfect call center team or ramping up for the season.

They discuss setting clear objectives, leveraging milestones, and balancing efficiency with a candidate experience that feels personal rather than automated. Pete and Ricky share how forward-thinking workforce managers use historical data to predict and adapt to their needs in real-time, ensuring you're always well-prepared. They also discuss the controversial yet effective practice of overhiring, its relevance across various industries, and why it could be the secret ingredient for your organization's success.

Lastly, they explore the wonders of AI in recruitment while emphasizing the pivotal stages where the human touch remains indispensable. If you're ready to fine-tune your recruitment process to be both lightning-fast and irresistibly appealing, this conversation is your ideal starting point.

High-Volume Recruiting Strategies:

Create a Clear Hiring Plan: Develop a comprehensive hiring plan that outlines the roles, skills, and number of hires needed.
Utilize Recruitment Marketing: Invest in recruitment marketing to build a strong employer brand. Use social media, job boards, and targeted advertising to reach a wider audience.
Leverage Employee Referrals: Encourage current employees to refer suitable candidates. Employee referral programs can be highly effective in high-volume hiring.
Implement an Applicant Tracking System: An ATS streamlines the application process, helps manage candidate pipelines, and organizes applicant data for easy access.
Pre-screening and Filtering: Use pre-screening questions or assessments to filter out unqualified candidates early in the process, saving time and resources.
Recruitment Process Outsourcing (RPO): Consider partnering with RPO providers who specialize in high-volume hiring to handle certain aspects of the recruitment process.
Continuous Talent Pools: Build and maintain a database of potential candidates for future openings, reducing the need to start from scratch each time you have a vacancy.
Use AI and Automation: Implement artificial intelligence and automation tools for tasks like resume screening, scheduling interviews, and sending follow-up emails.
Use Temporary Staffing Agencies: Partner with staffing agencies to provide contract workers during peak hiring periods.
Analytics and Metrics: Use data to track the effectiveness of your high-volume recruitment efforts. Adjust your strategies based on performance metrics.

Additional Resources:

Mass Recruitment: The Complete Guide
How to Accelerate Your Recruitment Process
AI Recruiting Techniques

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Blog Articles: https://www.baezco.com/baezco-blog

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Are you struggling with a high candidate drop-off rate during your recruitment process?
In this episode of the Hire Calling Podcast, Pete Newsome and Ricky Baez examine the pitfalls and consequences of a high candidate drop-off rate and offer insights on overcoming it.

They also focus on the candidate's experience during the hiring process, as many withdraw due to disorganized procedures or a lack of engagement from the recruitment team. Pete and Ricky emphasize the importance of respect and transparency regarding expectations and the recruiter's role as the candidate's "GPS."

Lastly, they explore the importance of improving job descriptions and speeding up the hiring process to address candidate drop-off rates. The two discuss how companies need to expedite their processes in response to the urgency felt by candidates.

Tune in to hear their personal experiences and tips for improving the candidate experience and minimizing negative word-of-mouth to enhance the overall success of your recruitment process.

Tips for Improving Your High Candidate Drop-Off Rate:

Streamline the Application Process: Ensure the application process is straightforward and user-friendly. Lengthy or complicated applications can deter potential candidates.
Communicate Clearly and Consistently: Keep candidates informed about their status and next steps in the process. Regular communication can keep candidates engaged and reduce uncertainty.
Optimize the Interview Process: Schedule interviews promptly and be respectful of candidates' time. Consider reducing the number of interview rounds if possible.
Feedback and Follow-Up: Provide timely feedback after interviews. A constructive feedback loop can leave a positive impression and encourage future applications even if a candidate is not selected.
Enhance the Employer Brand: Showcase your company culture and values in your job postings and on your career site. A strong employer brand can attract and retain candidates.
Use Data to Identify Issues: Analyze your recruitment data to understand when candidates drop off. This can help you pinpoint specific issues to address.
Leverage Technology: Use recruitment software to automate and streamline parts of the hiring process. This can improve efficiency and candidate experience.

Additional Resources:

Candidate Experience Best Practices
Candidate Journey Map: What It Is & How to Create One
The Importance of Candidate Engagement
Hiring Hacks to Accelerate Your Recruitment Process

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Blog Articles: https://www.4cornerresources.com/blog/

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Blog Articles: https://www.baezco.com/baezco-blog

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Is a prolonged hiring process preventing you from hiring great candidates? In this episode, Pete Newsome and Ricky Baez share tips for speeding up your hiring process. They highlight the delicate balance between practicality and accuracy in hiring. Additionally, they tackle issues like long hiring processes and high hiring costs for companies.

The hosts then discuss how difficult it can be to manage a large number of applications. But thanks to AI, recruiters can sift through resumes more quickly.

Applying to jobs has never been so easy, especially with the one-click apply feature. However, this leads to a lot of applications from unqualified candidates. So, Pete and Ricky propose intriguing questions: Should all applications be considered? Should you raise the entry barrier to ensure only qualified candidates apply?

But hold on, there's more to uncover! Discover their insights into establishing an efficient hiring process and the significance of transparent communication with candidates. Ghosting isn't exclusive to dating—it happens in recruitment too. Newsome and Baez explore methods to circumvent this issue and why managing expectations regarding candidate responses is crucial. Tune in for a captivating discussion encompassing hiring strategies, staffing dilemmas, and recruiting intricacies!

9 Steps for Accelerating Your Hiring Process:

Refine Your Job Descriptions: Craft precise and concise job descriptions to attract the right candidates.
Tech Integration: Leverage technology like ATS for efficient candidate sourcing and tracking.
Internal Process Streamlining: Ensure smooth internal communication and decision-making to expedite hiring.
Economic Adaptability: Recognize the impact of economic trends on hiring speed and adjust strategies accordingly.
Effective Interviewer Training: Train interviewers to assess candidates objectively and effectively.
Employee Referral Program: Implement robust employee referral programs for quality hires and quicker placements.
Transparent Candidate Communication: Communicate the hiring process clearly to reduce candidate ghosting.
Third-Party Recruiter Consideration: Carefully assess third-party recruiters for compatibility and efficiency.
Quality Focus: Prioritize finding the right fit over a rush to fill positions for long-term success.

Additional Resources: * How to Leverage Recruiting Metrics to Improve Your Hiring Process * How to Involve Employees in the Hiring Process * Hiring Hacks to Accelerate Your Recruitment Process

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Linkedin: https://www.linkedin.com/in/efrainrickybaez/
Blog Articles: https://www.baezco.com/baezco-blog

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Are you tired of the never-ending cycle of hiring and searching for the perfect candidate? Do you wish there was a better way to find those hidden gems in the job market? In this episode of the Hire Calling Podcast, we're about to unveil the secret to recruiting top talent you might not even know you need – passive candidates.

Join host Pete Newsome and co-host Ricky Baez as they demystify the world of passive recruiting. They'll explain what makes passive candidates unique, why they're worth your time, and how to effectively engage with them.

Discover the power of social media, particularly LinkedIn, in building your credibility and connecting with potential candidates. Explore the art of storytelling in recruitment and learn why transparency can be your best ally. As Pete and Ricky delve into the complexities and challenges of passive recruiting, you'll gain valuable insights into creating a talent pipeline that can transform your hiring process.

Don't miss this episode if you're ready to revolutionize your recruiting strategy and find the hidden talent that can take your team to new heights.

7 Effective Passive Recruiting Techniques:

Employer Branding: Showcase your company's culture, values, and employee experiences online to attract passive candidates.
Employee Referrals: Motivate current employees to recommend potential candidates.
Social Media Presence: Engage on professional platforms like LinkedIn to catch passive candidates' attention.
Networking: Expand your network at industry events to build relationships with potential candidates.
Talent Communities: Engage with potential candidates through newsletters, webinars, or forums to keep them interested.
Content Marketing: Produce industry-related content to position your company as a thought leader.
Job Boards and Platforms: Post job openings on these platforms, as passive job seekers may browse them.

Additional Resources:

Facebook Recruiting Strategies to Attract Top Candidates
13 Recruiting Trends for 2024
Best Recruiting Messages to Enhance Your Candidate Outreach

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👋 FOLLOW RICKY BAEZ ONLINE:
Linkedin: https://www.linkedin.com/in/efrainrickybaez/
Blog Articles: https://www.baezco.com/baezco-blog

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Are you afraid of what might happen when key leaders leave your organization? Worried about the impact of favoritism on succession planning? Stay tuned as in this episode of the Hire Calling podcast, your hosts, Pete Newsome and Ricky Baez, dive into the critical topic of succession planning in the world of hiring, staffing, and recruiting. With a particular focus on eight essential steps, Ricky, an HR consultant and college instructor, shares his expertise. He highlights why succession planning is often neglected and discusses how organizations frequently struggle to implement it effectively. The conversation sheds light on the common practice of favoritism in leadership selection and the importance of considering skillsets and input from various stakeholders in the succession planning process.

8 Steps for Effective Succession Planning

Start Early, Keep It Ongoing: Begin succession planning early, and make it a continuous effort. Share employee knowledge to avoid last-minute scrambles.
Reflect Company Culture: Ensure your future leaders embody your company's values. Plan for talent development and promotions accordingly.
Predict Vacancies: Identify and prioritize roles likely to be vacated, such as retirements, and plan ahead for replacements.
Prepare for Surprises: Even unexpected departures become manageable with succession planning. Identify potential successors and be ready.
Test Your Strategy: Evaluate potential successors by giving them leadership opportunities during absences.
Integrate Succession and Hiring: Connect succession planning with your recruitment strategy. Account for vacancies created by internal promotions.
Seek Employee Input: Engage employees in conversations about their career goals, including lateral organizational moves.
Enlist Expert Help: Consider professional staffing experts to guide your succession planning journey.

Mistakes to Avoid

Prioritize Succession Planning: Regularly review your strategy and talent pool.
Involve the Full Team: Engage the leadership team for transparency and culture fit.
Widen Your Talent Pool: Develop a broader group of high-potential team members.
Diverse Development Methods: Use various methods to cater to different learning styles.
Transparency is Key: Be open about your organization's commitment to succession planning to build trust.

Additional Resources:

8 Steps to Strategic Succession Planning
Strategic Workforce Planning: What it is & Key Steps
The Future of Recruiting: Predictions for the Next Decade

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👋 FOLLOW PETE NEWSOME ONLINE: Linkedin: https://www.linkedin.com/in/petenewsome/ Twitter: https://twitter.com/petenewsome?lang=en Youtube: https://www.youtube.com/@PeteNewsome Blog Articles: https://www.4cornerresources.com/blog/

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Ready to revolutionize your recruitment approach? Prepare to tap into the often-overlooked power of soft skills as Pete Newsome and Ricky Baez guide you on redefining recruitment. This episode promises many insights into hiring based on intangible attributes and how they often carry more value than technical skills, particularly as one ascends the corporate hierarchy.

Imagine discovering a candidate's emotional intelligence, teamwork skills, and cultural fit without stepping on legal landmines or encouraging discrimination. Pete and Ricky have got you covered. They shed light on balancing technical qualifications and soft skills during the hiring process. Their conversation covers the benefits and drawbacks of assigning projects to potential employees during the recruitment process and the potential rewards of hiring freelancers for specific roles.

The discussion doesn't stop there. They explore interview techniques to help you assess a candidate's soft skills without crossing legal boundaries or perpetuating discrimination. Ricky shares insights on the power of behavioral questions, the pitfalls of relying too heavily on resumes, and not forgetting the importance of professional references in painting a picture of candidates' past performance. Get ready to redefine recruitment with us and make better-informed hiring decisions. Embark on this enlightening chat to transform your hiring landscape.

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Have you ever wondered why you've never heard back after that promising job interview? Or maybe you're a recruiter wondering how to navigate the tricky terrain of giving feedback post-interview.

This episode of the Hire Calling Podcast will illuminate these queries and much more. Staffing expert Pete Newsome and HR guru Ricky Baez discuss the challenges recruiters face when dealing with hiring managers, emphasizing the importance of keeping candidates informed throughout the recruitment process.

Have you fallen into the trap of mass-applying for jobs instead of targeting the ones you're best qualified for? This episode breaks down these phenomena and reveals why they work against you and how to remedy them.

As Pete and Ricky wrap up their conversation, they share insights on providing feedback to successful and unsuccessful candidates and the urgency recruiters should have when offering job opportunities.

Tune in and transform your recruitment experience!

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After an interview, have you ever wondered if you uncovered the candidate's true potential? Wouldn't it be great if you could transform your interviewing skills to ensure you're hiring the best person for each role? Welcome to The Hire Calling Podcast, where Pete Newsome and Ricky will show you how to do just that!

They are flipping the script on traditional interviewing practices and focusing on a conversational 80/20 ratio, where the candidate does most of the talking. To truly understand the candidate's capabilities, they will guide you through the art of asking the right questions. You'll also better understand the delicate balance between structured and unstructured interviews. In addition to addressing bias and discrimination in the hiring process head-on, Pete and Ricky advise conducting interviews legally and fairly.

As the episode concludes, they discuss soft skills, cultural fit, and hiring for attitude over skill set alone. Lastly, Ricky and Pete share how feedback can be a powerful tool for improving your interviewing process. For every HR professional, hiring manager, or recruiter looking to improve their hiring process, tune in, soak up insights, and revolutionize your interviewing skills!

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Have you fully embraced recruitment marketing? Echo Gravity's Brian Jameson shares his insights on adapting your hiring strategy to the digital age. As a starting point, Pete and Brian discuss why the staffing industry has been slower to adopt digital recruitment compared to other industries. Afterward, they discuss the importance of maintaining the human touch in an increasingly virtual world.

If you feel overwhelmed by the competitive world of SEO and digital marketing, you are not alone. Brian and Pete emphasize the importance of developing a targeted, long-term marketing strategy to boost staffing growth. In addition, they offer practical suggestions for identifying what is working, addressing the gaps, and committing to a clear road map. From unexpected success stories to the significance of testing and refining, they've got you covered!

Looking ahead, they explore the potential for artificial intelligence in staffing. This leads to the discussion about the power of analytics, the advantages of marketing services, and the potential dangers of addressing risky topics in a polarized culture. The episode wraps up with a reflective conversation about success, aspirations, and the joy of sharing knowledge.

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Ready to revolutionize your hiring process and cultivate an exceptional candidate experience?

Then this episode of the Hire Calling Podcast is for you! Join Pete Newsome and Ricky Baez, as they break down the anatomy of a memorable candidate experience from the first interaction to feedback collection. Learn how to make every step count, leverage your organization's website, and set clear expectations to define your brand. They will also guide you on how to turn the interview process into a clear, concise journey that leaves a positive impact on each candidate.

But they don't stop there. They dig deeper into the realm of candidate experience, honing in on the importance of regular communication, simplicity in the application process, and giving candidates the attention they deserve. They share why delivering unfavorable news early can prevent misunderstandings and the vital role feedback plays when candidates aren't chosen. You'll learn about the power of asking for and responding to feedback - the good, the bad, and the ugly. Get ready to see the hiring process from the candidate's lens and use their insights to improve continually. It's an episode packed with eye-openers and actionable tips - a must-listen for those seeking to transform their hiring practice.

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In this episode of the Hire Calling Podcast, hosts Pete and Ricky offer an in-depth exploration of how staffing agencies work. Despite their negative perception, Pete and Ricky prove how they can be valuable allies in recruitment. They start by explaining how staffing agencies and human resources departments can work hand in hand to streamline hiring processes to get faster and better results. Which ultimately leads to a more cost-effective alternative to exclusively in-house hiring.

Additionally, the hosts discuss important questions to consider when contemplating the engagement of a staffing firm, which includes the type of services they offer. Pete and Ricky explain and compare the pros and cons of each service to help you make the right decision.

Lastly, they highlight signs of a successful partnership, which include proactive problem-solving, effective communication, and flexibility. If you've ever considered partnering with a third-party agency, this episode is a must-listen and will answer all of your questions!

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Ever wonder how recruiters find the perfect candidate among hundreds of resumes? How they strike the just-right balance of speed and diligence? Let's go behind the scenes of efficient hiring as we talk about the art of reading resumes!

On today's episode of the Hire Calling Podcast, Pete and Ricky share insights on the importance of resume screening. They discuss the critical elements that make up a well-crafted resume. Not only does reading resumes involve identifying candidates who are qualified with the right experience and skills but also recognizing red flags.

Pete and Ricky will also look at the evolution of job descriptions, the balance between making an informed hire and filling a position quickly, and the cost of productivity and money loss with more interviews. Their goal throughout the episode is to equip you with the best strategies for efficient hiring!

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Are you making the most of data and analytics when it comes to your recruiting process? On today’s episode of the Hire Calling Podcast, Pete and Ricky discuss the importance of understanding open positions' impact on your bottom line. They break down how to calculate the cost of an open position and consider if companies are willing to invest more to fill the position quickly.

They also compare the advantages of job boards like Indeed, CareerBuilder, and ZipRecruiter and examine how cost per hire and source per hire can differ. Ricky and Pete discuss how internal websites, social media, employee referrals, and third-party recruiters can be effective sources and how measuring the time to hire is essential. Plus, they consider the long-term value of using a third-party recruiter compared to seemingly cheaper options.

Finally, Pete and Ricky evaluate the effectiveness of the hiring process and the importance of measuring job acceptance rates and short-term turnover. They identify potential causes for unattractive job offers, such as low pay, unrealistic expectations, and lengthy hiring processes. Tune in to discover how data-driven hiring can benefit your organization!

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Today’s episode of the Hire Calling Podcast is all about the executive recruitment process. Pete and Ricky talk through what an executive search is, how long the hiring process will take, and how to recruit for this type of position. Should you engage with a recruiting firm for an executive position or just hire in-house? We’ll let you decide after considering your resources and hearing the benefits!

As Pete and Ricky explore the different assessment methods for evaluating leadership talent, they also offer advice for executive interviews, choosing the right candidate, and how to share the news of your new hire. Listen to learn more about hiring for your next leadership role!

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On today’s episode of the Hire Calling Podcast, Pete and Ricky discuss the best practices for remote workforce management. They cover the pros and cons of a virtual workforce, important qualities to look for in a remote worker, and how to plan and create the right structure for your team. Pete also talks about a new partnership with ActiveComply, which gives employers an extra level of security and confidence that their remote employees are in a safe environment.

The in-person versus remote work debate has been a hot topic since March 2020. But after three years, it’s safe to say that the option to work virtually is here to stay. So, rather than trying to change the facts, we must learn to embrace our new reality and find ways to maximize the potential of a distributed workforce.

Here are some of the approaches Pete and Ricky highlight during the episode:

Recognizing accomplishments
Making time for social interactions
Keeping communication open without micromanaging
Investing in technology and tools

Tune into this episode to learn more and receive some excellent advice for ways to set your remote team up for success!

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On today’s episode of the Hire Calling Podcast, Pete and Ricky discuss the differences between employee orientation and onboarding. While some use the two terms interchangeably, each has unique responsibilities and characteristics. Ricky gives listeners an overview on both of these important areas, including timelines, goals, and tips for success.

Pete and Ricky both agree that the value of onboarding and orientation is immense, and its crucial that hiring professionals put forth the same amount of time and effort into both experiences for their new employees.

Tune in to this episode for a great explanation on the difference between employee orientation and onboarding, as well as some helpful tips to ensure your new employees get started on the right foot!

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Are you interested in becoming a mentor? If so, then you're in the right place!

On this episode of the Hire Calling Podcast, Pete and Ricky discuss everything you need to know about becoming a mentor and whether it's the right choice for you. Taking on a mentee is a huge commitment and comes with many responsibilities. You will be expected to share your advice and experience, while also encouraging, supporting, guiding your mentee throughout the relationship. As a mentor, your mentee will ultimately become a representative of you.

If you're looking to learn more about mentorship or for tips on how to be a great mentor, tune into this episode for some excellent advice!

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As long as people work together, conflict will be inevitable…and today’s episode of the Hire Calling Podcast, Pete and Ricky are here to talk about exactly that. Ricky runs through the necessary steps to be taken when handling employee complaints, as well as some key do’s and don’ts to remember and apply.

The majority of an HR professional’s responsibilities involve just simply listening to people, hearing them out, and helping them along the way. If you’re having a difficult time or just looking for some inspiration when it comes to employee complaints, tune in to this episode for some great advice!

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On today’s episode of the Hire Calling Podcast, Pete is joined by Elizabeth Eiss to discuss the value and importance of staffing agencies and their ability to deliver results. As founder and CEO of Results Resourcing, Elizabeth’s staffing platform speaks for itself. With a unique focus on finding, vetting, interviewing, and curating freelancers, they work with clients to determine what they need to make great matches for their businesses.

As the freelance and gig economy continue to grow, more businesses are discovering the benefits and looking to utilize it. Depending on the needs of your organization, it can be a great choice. As Pete always says, freelancing removes any of the bad from traditional employer-employee relationships.

If you’re wondering how a freelancer fits into your organization, tune in to this episode for some great insight and check out https://www.resultsresourcing.net/ for a free job consultation!

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In today's episode of the Hire Calling Podcast, Pete and Ricky sit down to discuss a recent news article that listed phrases a Silicon Valley company wants to eliminate in workplace. They run through this list and are shocked and amused by some of the words considered violent language. Instead of saying, “Let’s not beat a dead horse,” the tech company suggests using, “Let’s not focus on that anymore” as a less offensive alternative. Both Pete and Ricky agree that this terminology is far from offensive, but what do you think?

They also explore the topic of employers bringing their teams back into the office. Pete and Ricky both feel there are pros and cons to this situation and talk about the difficulties of communicating remotely.

Join us for another entertaining and insightful discussion on the latest hot topics in the workplace!

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Are we in good times or bad? Pete and Ricky are back again on today’s episode of the Hire Calling Podcast attempting to figure out exactly that! While the latest BLS data tells us one story, the weekly layoff announcements tell another. To make sense of it all, Pete believes there’s not a one-size-fits all answer, while Ricky is determined to do some research and report back on his findings.

In addition to the job market discussion, Pete and Ricky also share their thoughts about leaders and their ability to acknowledge when they’ve made a mistake. Is the willingness to be vulnerable a necessary trait? Tune in to find out and hear about what’s happening in the job market!

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Are the bosses back in charge now?

On this episode of the Hire Calling Podcast, Pete and Ricky are inspired by an article from the Wall Street Journal to talk about the power struggle between business leaders and employees. The article explains how leaders are learning new ways to conduct business now that the pandemic is over. But Pete and Ricky agree there's a large contrast taking place right now between the companies choosing to make their employees come back into the office and those who aren't.

Throughout the episode, the two discuss the pros and cons of each side, making it clear that there’s no perfect answer. They share some important considerations that all leaders should review before making this decision, and agree that finding a balance from both a production and retention standpoint is key.

What’s best for your business? Tune into this episode and find out!

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Are you worried about ChatGPT eliminating jobs? One of our listeners is, and we guarantee they aren't alone.

The Hire Calling Podcast this week is all about ChatGPT and artificial intelligence applications eliminating jobs. ChatGPT, a chatbot developed with supervised learning methods, was made available to the public in November by OpenAI. Join Pete and Ricky for an insightful discussion about this new technology, how it works, and the ethical dilemma it may cause.

Will ChatGPT put your job at risk? Tune into this episode and get to know this technology, while learning how to embrace it rather than fear it.

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What lies ahead for 2023?

Join Pete and Ricky as they discuss the workforce trends hiring authorities and candidates should expect in the year ahead. They base their predictions on the data from the Bureau of Statics and articles from the Wall Street Journal. They believe the freelance market will continue to grow exponentially, and AI will be at the forefront of the workplace.

Prepare your business for what's to come by tuning into this episode and downloading our free Hiring & Salary Guide for 2023!

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On this episode of the Hire Calling Podcast, Pete asks for Ricky's opinion on a recent tweet from Bernie Sanders. As a big supporter of the freelance market, Pete was suggesting that Bernie’s ideas aren’t as good for workers as intended. As Ricky describes the history of unions and its importance, he offers his thoughts and beliefs regarding why these institutions will persist.

After discussing their perspectives and the existence of unions, Pete and Ricky can both agree that happy workers equate to a happy world. All in all, continually nurturing and promoting respect for employees should be an objective for every organization.

Tune in to today’s episode for a lesson on unions and a great conversation about the freelance market. Share your thoughts or ask a question at hirecalling@4cornerresources.com, we would love to hear from you!

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What goes up must come down. Issac Newton said this about gravity, but today's employment market seems to fit the phrase well.

On this episode of the Hire Calling Podcast, Pete and Ricky sit down to talk about the recent shift in work schedules. The past year has seen employers come up with new ways to attract and retain employees, with one of these new benefits being workweeks with fewer days and shorter hours. However, as the economy takes a turn, Pete and Ricky wonder how this will affect employers and whether these perks will remain in place.

How do you plan to handle salary cuts or the loss of benefits for your employees? Tune in as Pete and Ricky discuss the pros and cons and offer some advice for what's to come.

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Let’s face it, employees leave. The bad news? You cannot completely prevent it from happening. But the good news? You can become familiar with the top reasons employees resign and take steps to do something about it.

On this episode of the Hire Calling Podcast, Pete brings in a list of the top ten reasons employees leave. Written almost two years ago, Pete and Ricky talk through each point and determine their relevance in the workforce today. While they agree that these reasons are undeniable influences, Pete and Ricky also believe they are equally preventable.

Why do you think your employees are leaving? Tune in to hear the top reasons and find out what you can do to stop it before it’s too late!

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What's the difference between human resources and people operations? Both departments appear extremely similar in nature, dealing with individuals and handling company-employee relationships.

But as it turns out, there are actually several differences between the two departments and ways each can be leveraged to benefit your organization.

A few weeks ago, 4 Corner Resources published a blog highlighting the key differences between people operations and human resources. So on today's episode of the Hire Calling Podcast, Ricky puts on his HR hat to share the importance of this topic with Pete and our listeners. While these differences may be subtle, each has the power to change your employees' perspectives entirely.

Tune in to hear why each department is necessary and how implementing both can be used to your advantage.

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What is empowerment in the workplace and why does it matter?

In this episode of the Hire Calling Podcast, Pete and Ricky dive right into the topic of empowerment in the workplace - what it is, why it matters, and different ways you can implement it in your own organization. Empowerment in the workplace means holding your employees to a higher standard and granting them the ability to make their own decisions and chart their own course. Pete shares why this matter is so important to him and how it was one of the reasons he started his own business. This sense of accountability and transparency gained through empowerment has undeniable benefits and should be implemented in every organization.

Pete and Ricky touch on 8 different ways to achieve this culture of empowerment in the workplace, complementing a recent blog 4 Corner Resources published, and explore their thoughts on each.

No matter how big or small, every organization should consider shifting its focus to this concept. Overcome your lack of trust and tune in to hear how you can start reaping the benefits of empowering your employees!

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2022 is officially coming to a close. Everyone had expectations of what was to come this year, and now that we are three-quarters of the way through it’s time to take a look at our predictions.

On December 6, 2021, 4 Corner Resources published a blog to share potential recruiting trends for 2022. 10 staffing shifts were expected, and on today’s episode of the Hire Calling Podcast, Pete and Ricky analyze and explore each. Were their predictions spot on or completely off? Tune in as they discuss this past year and share their guesses for 2023.

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Freelancing is on the rise. So, how can that benefit employers?

In this episode of the Hire Calling Podcast, Pete and Ricky discuss when and how you should fill staffing gaps with freelancers. A great starting point to consider is, do you have the knowledge to guide a new employee and oversee their work, or is it an area you don’t know much about and need an expert to complete the task? If it’s the latter, turning to the freelance market may be a great solution.

If you are deciding between hiring a freelancer or a new full-time employee, tune into this episode to help you decide what is right for your business!

If you’re ready to take the plunge, we recommend Toptal, Upwork, and Fiverr for the best freelance talent!

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The workforce is not what it used to be, but one thing remains constant: communication is key!

Join Pete and Ricky on this episode of the Hire Calling Podcast as they discuss the latest issue in the workplace, quiet quitting and quiet firing. Diving deep into these two new controversial issues, Pete and Ricky explore what they are and how to avoid them. Stemmed from social media’s influence, employees are consciously restricting to match minimum job requirements, while employers have resorted to exasperating their workers.

Why is this happening, and what can individuals and organizations do about it? Tune in to find out and take note of Pete and Ricky’s advice to avoid this situation yourself!

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Transitioning into a management role can be tough, whether you’ve been working towards this advancement for months or it just fell into your lap!

In this episode of the Hire Calling Podcast, special guest Carter Alexander joins Pete Newsome to talk about his experience transitioning from recruiter to recruiting manager. Carter has been an employee at 4 Corner Resources for over four years now, and this transition took place during the peak of COVID-19…and let’s just say becoming a leader to an entire team, all while adjusting to working remotely, was not a simple task.

While this was an exciting opportunity for him, it didn’t come without challenges. Carter shares his perspective on leadership and how he cracked the code on balancing personal and professional relationships. Pete and Carter also discuss their views on the current job market, as well as the abundance of layoffs taking place right now.

If you are struggling with a career transition, tune in and listen to Carter’s advice on leadership and navigating a new role!

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You asked, they answered! Tune in to this episode of the Hire Calling Podcast as Pete and Ricky answer some hard-hitting questions our listeners have sent in recently.

From dealing with unresponsive follow-ups to discussing politics in the workplace, Pete and Ricky share their insight on these tough topics from an HR, sales, and management perspective. Their advice is not only timely, it applies to leaders, employees, and job seekers as well. After listening, you may even find yourself checking out our new website, zengig.com – created to help with all your career guidance needs!

Are you unsure how to handle a current conflict at work? Send in any questions you might have to hirecalling@4cornerresources.com, and your question may be answered during the next Q&A episode!

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There’s no doubt that the Great Resignation is here and has been for a while. No leader wants to fall victim to this employment trend, but what can you do about it, really?

In this episode of the Hire Calling Podcast, Pete and Ricky talk through an article written by Jessica Stillman that suggests there are 9 questions to ask employees to keep retention high. Taking the place of a stay interview, Stillman believes asking these questions on a monthly basis will help your employee retention and prevent resignations.

Pete and Ricky discuss each question, offering their opinions, advice, and actions to take based on the answers received. Employee retention is on every leader’s mind right now, or at least it should be. As a leader, open communication and forming meaningful relationships with your employees is crucial. When it’s time to ask them the hard questions, you want to receive honest and genuine feedback in return.

Worried about employee retention within your organization? Tune in to find out which questions you should be asking!

Check out the Jessia Stillman Article:
https://www.inc.com/jessica-stillman/employee-retention-great-resignation-on-on-one-meetings.html

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A Baby Boomer, Gen Xer, Millennial, and Gen Zer walk into an office, what could go wrong?

Five generations coexist today, and four of them can be found within the workplace. In this episode of the Hire Calling Podcast, Pete and Ricky break down the differences between each of these groups and explain why problems are bound to arise with such diverse mindsets working together. While these generations may never be able to fully understand one another, Pete and Ricky agree that flexibility is key for these relationships to function.

While we can’t control these generational differences, our world continues to evolve, and we have to adapt. The question is, are you willing to pay the price of admission?

If you are a leader struggling with these generational gaps, you are going to want to tune in!

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Nobody likes conflict but let's face it, problems are bound to arise when it comes to working with other people. How you handle the situation will not only impact your relationships, but your brand as well.

In this episode of the Hire Calling Podcast, Pete and Ricky discuss managing conflict with upset clients through different perspectives, and share some advice for how to handle it. Where you sit may determine where you stand, but willingness to view situations from another angle is crucial to developing and maintaining future relationships. Leaders and employees should remain honest and genuine through conflict with their clients to determine the desired outcome.

According to Pete and Ricky, you should always anticipate that conflicts will occur. While you can't change the past, you can control the future of how these situations will play out. Remember to maintain control when dealing with unhappy clients and get help when needed. Successfully win the war by not falling victim to your emotions.

If you are a recruiter or hiring manager, you are going to want to tune in!

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Time for another Q&A episode!

Candidate ghosting is on the rise, so what can you do to prevent it from happening? What steps can you take when it happens to you? Pete and Ricky share insightful information about providing each candidate a road map of the hiring process, as well as giving them an opportunity to back out.

As a candidate or hiring authority, what is the best method to build up your LinkedIn profile traffic without buying ads? From regularly posting original content to commenting on trending posts, we have some great advice for you!

We also have some bonus content for our listeners! While it is a little off topic, Ricky discusses how to cook the perfect Ribeye steak. Warning, you will get hungry!

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Which stage of the economy are we currently in? From a business perspective, the economy is at a low point. Several companies are scaling back their spending, increasing their prices, and pausing their hiring efforts.

In this episode of the Hire Calling Podcast, Pete and Ricky share tips and strategies for rescinding job offers. As a consultant with an HR background, Ricky suggests the best approaches to take as a leader that will protect the company's brand. But then comes the question, if executives are making the decision to separate, why are they making offers in the first place?

According to Ricky, there are many legalities and approvals that make it too late to form explanations. But externally and internally, communication is the key. Start painting an early picture if possible, so that people can see what is happening and independent department leaders can make decisions sooner.

If you are a leader needing to make a big choice, whether it is rescinding, laying off, or putting in place a hiring freeze, you are going to want to listen in and take notes on Pete and Ricky’s advice.

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Have you ever taken a risk when it came to hiring a leader? Has it paid off? In a tight labor market, hiring the right leader can be challenging.

In this episode of the Hire Calling Podcast, Pete and Ricky share their best advice on how to hire a leader that is right for your organization. From Ricky's HR perspective, he believes in taking a cautious approach. But what is the best mix of being cautious while also being realistic?

According to Ricky, there are 3 things a good leader should possess, the right skill set, a charismatic personality, and strong chemistry. Is there anything you can sacrifice? Going through different scenarios, both evaluate the risks that come from bringing someone on with a lack of skill set or zero charisma.

If you are a hiring authority you are going to want to tune in!

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The post-pandemic world is changing, things are slowly going back to the way it was before covid struck. But are employees being sent to work in the office again? The answer is yes and it is bringing a lot of controversies.

If you haven't heard about this, you are going to want to listen! An email written by Elon Musk was leaked which captured nationwide attention. Pete and Ricky discuss it in this episode of The Hire Calling Podcast, leading them to create a list of pros and cons of sending employees back to the office.

Businesses are making touch decisions now, post-pandemic, whether it is coming back to the workplace, going hybrid, or staying strictly remote. Tesla is one of those companies in the spotlight that suddenly broke the internet after Elon Musk made the announcement that he is terminating the opportunity to work remotely. Now many people are arguing how unfair this is for Teslas employees, but is that true?

Although Pete and Ricky understand that it is not their place to say whether this is wrong or not, they do believe that the employer has a say when it comes to their business. Going back to the office isn't meant to harm employees, but could it possibly be that there is more enrichment when it comes to having this primary space?

Sending an email might not be the perfect way to announce that kind of message, Pete & Ricky believe that leaders have to make tough decisions. If an employee is upset with a change in the workplace, then the concern needs to be brought up to the leader. Ask those important questions that might give you closure, like why it is happening? Doing so can help one find the rationale behind it.

Will Elon's decision impact other smaller businesses to make this same choice? It could possibly set them up for failure, causing employees to leave in search of remote positions. But for the workers who stay, there might be a more positive outcome because they will be back in a setting where they will be able to develop more training and be surrounded by deep interactions with peers or other employees with experience; something that lacks in the remote setting.

Could it be that trust and accessibility is the main cause of bringing employees back? Tune in if you are curious about Pete and Ricky's list of pros and cons.

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How can I improve my leadership skills? Special guests from Holiday Inn Vacations, Rick Simmons and Tony Alvarez are here to talk about becoming a leader and how you can make a difference in your workplace.

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Should you rehire previous employees? There are reasons as to why employees are leaving their jobs and there are ways to prevent it. But what happens when they decide to come back?

Check out this episode of The Hire Calling Podcast, where Pete and Ricky discuss the advantages and disadvantages of boomerang hires.

Wondering what a boomerang employee is? It is exactly how it sounds, an employee that leaves and then comes back to the job they had previously left. Pete and Ricky use "players" to identify the different types of employee scenarios when it comes to considering who to bring back. Players A, B, C, D, E, & F are different from each other but not all of them have a lucky outcome when it comes to the decision to rehire.

It is one of the toughest positions you can find yourself in as a business owner. Do you have to interview that employee again? Ricky mentions that sometimes the employee might come back with different negative behavior that they picked up on from the job they left for.

If you are an employer trying to make a rehiring decision or an employee that is trying to make their way back in, tune into this episode of The Hire Calling Podcast.

Additional resources

Reasons Employees Are Leaving Their Jobs & How To Prevent It
Costly Hiring Mistakes and How To Avoid Them
How To Write An Employee Offer Letter With Sample and Template
Hiring & Salary Guide

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In this episode of the Hire Calling Podcast, Pete and Ricky discuss how an increasing amount of employers are implementing pre-employment social media screening practices. What does this mean for candidates? Is this tactic invasive or insightful? Listen to find out!

As always, we welcome your suggestions for future topics! Please email us: hirecalling@4cornerresources.com

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What should employees take into consideration before making the decision to leave their job? In this episode of the Hire Calling Podcast, Pete and Ricky discuss the great resignation and why it is still gaining speed.

As always, we welcome your suggestions for future topics! Please email us: hirecalling@4cornerresources.com

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In this episode, Ricky challenges Pete to answer questions from the recent Disrupt HR meeting that took place in Orlando, FL. Listen to find out how Pete responds to topics including:
-Maintaining candidate engagement during the recruiting process
-Reducing employee retention in the current candidate's market
-Keeping in touch with strong candidates who weren't selected for a current job opening
-Leadership traits required for employee communication
-How to handle hostile callers

As always, we welcome your suggestions for future topics! Please email us: hirecalling@4cornerresources.com

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Patrick Sirmeyer is a staffing company owner who decided to travel throughout the US for a year with his family of four while actively running his business. Patrick joins Pete to share the parenting, business, and life lessons that he and his wife Annanlee have learned during their adventure on the road.

This is the perfect episode for anyone who is thinking about working remotely in a new geography!

As always, we welcome your feedback and suggestions. Please email us: hirecalling@4cornerresources.com.

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Pete is joined by Adam Conrad, Founder and CXO of Great Recruiters. The Great Recruiters platform is the top experience and reputation management solution for the recruiting industry; allowing staffing firms of all sizes to increase trust and transparency through every candidate interaction.

Pete and Adam share discuss the rapidly evolving labor market, the state of the staffing industry, and what employers and employees alkie can expect throughout 2022.

Please rate and review our show, and email us your thoughts, feedback, and suggestions: hirecalling@4cornerresources.com

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Happy New Year!!

Ricky is back to debate and discuss Pete's predictions for the workplace in 2022.

Listen to learn what Pete expects to take place in a number of key areas, including:

The labor market
The gig economy
The remote work trend

As always, we welcome your feedback and suggestions. Please email us your thoughts: hirecalling@4cornerresources.com

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James Lund is a VP and partner with ProFocus, a top rated IT staffing and consulting firm based in Portland, OR. James sits down with Pete to discuss a broad range of topics related to the evolving market, and why ProFocus continues to stand apart as a staffing leader, including:

The unique and personal approach ProFocus takes when it comes to creating exceptional experiences for their clients, candidates, and internal employees.
The four core strategies that guide their approach to business
Changes, adaptations, and improvements brought about the pandemic

As always, we welcome your feedback and suggestions for future topics! Please email your thoughts or ideas to: hirecalling@4cornerresources.com

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Jason Gamel, President and CEO of the American Resort Development Association (ARDA) joins Hire Calling to discuss challenges and opportunities faced by the timeshare industry due to the pandemic.

Jason and Pete discuss how the world's premier vacation ownership companies have adapted to create new and improved experiences in a safe environment for the industry's 10 million owners and more than 500,000 employees.

ARDA is the trade association for the timeshare industry, with more than 400 members consisting of both privately held and publicly traded corporations, including Disney Vacation Club, Hilton Grand Vacations, Holiday Inn Club Vacations, Marriott Vacations Worldwide, and Travel & Leisure.

As always, we welcome your feedback and suggestions for new topics. Please email us with your thoughts and ideas: hirecalling@4cornerresources.com

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This episode is all about the wealth of content available on our newly designed 4cornerresources.com website and our 2022 Hiring & Salary Guide. Pete is joined by the Peter Porebski, 4 Corner's Director of Operations and Hayley Horvath, 4CR's Community Manager. Peter and Hayley have worked tirelessly to turn the vision of creating the best hiring and staffing content on the web into reality.

Both the site and the guide have dedicated sections for:
-HR professionals
-Hiring Managers
-Recruiters
-Job Seekers

Download our guide, browse our site, and please let us know what you would like to see next in the world of hiring, staffing, and recruiting content. Email us: hirecalling@4cornerresources.com.

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In this episode, Pete and Ricky cover a broad range of topics, including:
-Showing gratitude in the workplace
-How to assess employee satisfaction
-Speaking your mind at work
-The impact a virtual workforce has on company culture

They also talk a little bit about Pete's recent blog article, How to Measure Employee Satisfaction

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In this episode, Pete is joined by a special guest who has worked for the same Fortune 50 company for more than 28 years. The company is regularly recognized as a top employer, which begs the question: Is it due to their culture, or because of managers like today's guest?

We cover a range of topics: managing a virtual team, the impact of Covid, career motivation, the importance of enthusiasm in the workplace, and how to succeed over time.

As always, we welcome your feedback and suggestions! Emails us here: hirecalling@4cornerresoruces.com

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Leadership comes naturally for some, but for others it requires an extra level of effort and focus. Fortunately, everyone has the opportunity to develop great leadership traits that will allow them thrive and stand out at work.

In this episode of Hire Calling, we discuss the strategies included in our recent article, How to be a Leader in the Workplace, plus a few additional tips and suggestions that you can apply today!

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There's a lot of talk these days about artificial intelligence in recruiting, but what does that mean, really? In this episode, Pete and Ricky discuss the good and bad of AI and automation solutions for candidate sourcing.

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It's time for more audience questions! In this episode Pete and Ricky respond to emails from hiring managers who are looking for answers in advice in today's rapidly evolving marketplace. Listen now if you want to hear how to tackle:

Anticipating and preventing employee burnout
Candidate and new hire no-shows / ghosting
Forcing employees back into the office (spoiler alert: don't do that!)

We love questions and suggestions, so please keep them coming: hirecalling@4cornerresources.com

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Pete and Ricky discuss 5 of the tips included in our recent blog: 20 Unique Employee Recognition Ideas. Listen to hear their thoughts on the various ways you can show your staff their hard work and efforts are appreciated, including:

Public Recognition
Cold hard cash!
Gifts
Time off from work
Throw a virtual party

Thank you for listening!

As always, we welcome your feedback and suggestions. Emails us here: hirecalling@4cornerresoruces.com

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In this episode Pete and Ricky offer six tips that human resources managers can apply to give every new hire a smooth and positive onboarding experience:

Create a structed plan and follow it consistently
Communicate early and often with your new hire leading up to their start date
Anticipate first-day needs in advance
Give your new employees a roadmap / set expectations for their first 90 days
Check in regularly with your new hire
Ask for feedback

Please also see our recent onboarding articles here:

New Hire Checklist For Easy Onboarding
How to Conduct Virtual Onboarding

Thank you for listening! As always, we welcome your feedback and suggestions. Emails us here: hirecalling@4cornerresoruces.com

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In this episode Pete shares the latest data included in the Open Jobs and Unemployment Reports produced by the US Bureau of Labor and Statistics, and talks about what it might mean for those in and outside of the job market, including:

Current job openings have surpassed 10.9 million
Current unemployment is less than 8.4 million (5.2%)

As always, we welcome your feedback and any suggestions for future topics!
Please email us here: hirecalling@4cornerresources.com

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In this episode Pete and Ricky turn their focus to the other side of the interview desk, giving hiring managers some tips to help prepare for their next phone screen. These are critical areas to get right, including:

Review the candidate's resume prior to the interview
Be on time (yes, this isn't just for candidates!)
Prepare questions in advance
Set the stage for what's to come

As always, we welcome your feedback and any suggestions for future topics!
Please email us here: hirecalling@4cornerresources.com

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In this episode, Pete and Ricky answer questions from Hire Calling's audience!

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In this episode, Pete and Ricky discuss winning strategies for an in person interview. From cell phones to body language, the guys cover the obvious, and not-so-obvious considerations that may be the difference between being offered the job, or finishing in second place.

Whether you're new to interviewing or just a bit rusty, this episode is packed with valuable tips everyone can use!

As always, we welcome your feedback and any suggestions for future topics. Please email us here: hirecalling@4cornerresources.com

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In this episode, Pete Newsome and Ricky Baez share tips that will set you up for success when interviewing. A little preparation will go a very long way, so please listen before your next interview!

We can't guarantee you'll get the job, but we promise that this is advice anyone can use to increase their chances for a great outcome.

We welcome your feedback and any suggestions for future topics. Please email us here: hirecalling@4cornerresources.com

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In today's show, Pete & Ricky offer advice to employees who are new to working at home as well as those who are looking to improve their workplace productivity, effectiveness, and perception.

For supporting documentation, please check out our recent blog article that served as inspiration for this episode.

We welcome your feedback and any suggestions for future topics. Please email us here: hirecalling@4cornerresources.com

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To kick off Hire Calling Season 2, Pete Newsome is joined by Ricky Baez to discuss resume and interview tips for job seekers in our rapidly-evolving hiring market. Ricky brings 20 years of HR experience and boundless energy to the show; proving that human resources can be fun to talk about!

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In Hire Calling Episode 10, host Pete Newsome discusses the various components that make up the majority of contract staffing services agreements, also commonly referred to as master service agreements.

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In Hire Calling Episode 8, Host Pete Newsome offers tips that anyone planning to resign from their job can use to ensure they leave on great terms.

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In Episode 8, Host Pete Newsome introduces five new tools available to help job seekers, recruiters, hiring managers, or anyone who wants to learn more about the recruiting, staffing, and hiring. These free tools are available here.

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In Episode 7, Host Pete Newsome explains the various types of staffing and recruiting services commonly used in the market.

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In Episode 6, Carter Alexander returns to join Pete Newsome, as they offer advice for how job seekers can successfully find and work with a third party recruiter.

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In Episode 5, Pete Newsome is joined by Full Sail University Vice President Tom Lacroix, who shares advice that employees and leaders can use to manage and improve emotional health during these challenging times.

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In Episode 4, special guest Amy Bingam and host, Pete Newsome, dive into the strategies and tactics that you can do to help build your business in this very different world.

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This episode is packed with vital information about how to land that dream job by sharing what you should and shouldn't do during the interview process. Pete Newsome, host and President of 4Corner Resources, talks with Rebecca Totten, owner of HR Advisory Services and human resources expert, as she shares her thoughts on what can make or break a candidate during an interview.

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Hire Calling Episode 2, Resume Dos and Don'ts, shares details and tips on how to write the best resume possible to stand out from the crowd. Carter Alexander, Client Manager for 4Corner Resources, shares his expert insights with Pete on what makes a great resume in today's world.

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If you have been furloughed from your job, what should you do next? A brief explanation of what it means to be furloughed and a few quick tips on what to do.

Hire Calling: Recent Episodes

Pete Newsome