Talent for marketing, media and comms.

There’s also not enough movement between organisations. Fewer people changing jobs means fewer vacancies being created, which in turn means fewer opportunities for others to move. It’s a slowing effect that seems to feed on itself.

For employers, of course, the picture looks rather different. There’s considerably more choice than there was a few years ago. But what I’m noticing is that employers are becoming increasingly particular about the experience they’re looking for.

Subject matter expertise seems to be winning the day. Employers want people who understand their industry, their stakeholders and the particular challenges of their organisation. That’s understandable, but it does make it harder for otherwise capable professionals to move between sectors. Someone with excellent communications or marketing credentials in one industry may find it surprisingly difficult to secure a comparable position in another.

I wonder whether we’re sometimes overlooking the value of transferable skills in our determination to find someone who’s done almost exactly the same job before.

One interesting development is what I’d describe as a small but growing boomerang effect. People returning to organisations they’ve worked for previously. Both parties know one another, there’s an established level of trust, and provided the circumstances are right, they’re often quite happy to reach an employment arrangement and get on with it. In a cautious market, familiarity can be a considerable advantage.

For job seekers, there are other concerns that I think deserve to be taken seriously. AI, applicant tracking systems and ageism come up regularly in conversations. There’s understandable anxiety about whether applications are being properly considered, whether technology is changing the opportunities available and whether experienced professionals are being overlooked because of their age. These aren’t concerns I’d dismiss, even if the circumstances vary considerably from one employer to another.

Against all of that, I think it’s worth remembering that the December quarter is often underestimated by job seekers.

All things being equal, there’s a renewed sense of energy and optimism as the days get longer, the weather gets warmer and Christmas comes into view. Employers have projects to finish, vacancies to fill and decisions they’d rather not carry into the new year. That looming Christmas deadline can be a useful motivator.

And while recruitment conditions have improved considerably over the past 12 months, I wouldn’t suggest there’s been a dramatic change in the past three. The recovery has been gradual, and it certainly hasn’t been experienced equally by everyone.

Here in Victoria, there’s also a state election approaching in November. Elections naturally introduce a degree of uncertainty, particularly for organisations with government funding, policy or stakeholder interests. Some decisions may be deferred while we await a decision, and I wouldn’t be surprised if that has a modest slowing effect on recruitment activity in parts of the market.

Competition remains particularly strong for senior appointments, including chief marketing officer (CMO), chief communications officer (CCO), marketing director, communications director, executive general manager and other senior marketing, media and corporate affairs leadership positions. With so many capable people competing for relatively few opportunities, even highly experienced professionals are finding that securing their next role can take considerably longer than expected.

So where does that leave us?

For employers, I’d encourage a little more openness to people whose experience may not be an exact match but who bring sound judgement, leadership capability and a demonstrated ability to deliver results. For job seekers, I’d encourage persistence, thoughtful networking and a willingness to explore opportunities beyond the obvious.

I don’t think there’s a single explanation for the market we’re experiencing, nor a single thing that will turn it around. Ultimately, we need more jobs, more confidence and more people moving between organisations.

In the meantime, there are still good appointments being made, interesting opportunities emerging and employers who recognise the value of good people.

Here’s to better days as we move towards the end of the quarter. Let’s see what comes.