In 2025, finding the right job—or the right candidate—has become an intricate balancing act. For corporate professionals navigating today’s hiring process, the challenges are nuanced, shaped by economic pressures, workplace culture shifts, and career expectations. As someone who works daily with mid- and senior-level professionals, I see these complexities play out in real time, often in ways that are both fascinating and troubling.
This week, my podcast conversation with recruitment expert Anita Ziemer highlighted several key themes, including the persistent tension between internal and external candidates, the critical role of LinkedIn, and the underestimated power of networking. Each of these factors reflects broader trends that deserve deeper exploration.
The Internal vs. External Debate
Organizations often lean on internal candidates as a “safe” option. According to Anita, research supports this approach, showing that internal hires tend to outperform external ones in the long term. They understand the company’s culture, processes, and expectations. Yet, as Anita pointed out, internal candidates frequently hesitate to step forward, believing silence from their managers equates to rejection.
This passivity reflects a larger issue: the power imbalance inherent in many workplace dynamics. Employees are often waiting for validation instead of proactively communicating their ambitions. It’s a missed opportunity for both the individual and the organization, which might lose valuable talent simply because of a lack of transparency.
At the same time, external candidates face their own challenges. When competing with an internal candidate, they must go above and beyond to demonstrate their value. This requires deep research into the organization’s needs and the ability to articulate their unique contributions clearly and confidently.
The Networking and LinkedIn Imperative
Networking has always been a cornerstone of career advancement, yet it’s a skill that’s often misunderstood or underutilized. Many candidates fail to build meaningful relationships until they need them, resulting in a rushed and often ineffective approach during a job search.
LinkedIn, meanwhile, has transformed from a digital resume platform into a vital personal branding tool. It’s the first stop for recruiters, and a neglected or outdated profile can derail a candidate’s prospects before they’ve even submitted an application. Yet, professionals who’ve been in the same role for years often let their profiles gather dust, missing out on opportunities to demonstrate their expertise and stay visible in their industries.
The Economic Underpinnings of Job Market Tensions
The broader economic landscape compounds these challenges. Post-pandemic, we’re seeing an increase in short-term contracts and freelance roles, with many companies hesitant to commit to permanent hires. This trend is creating a layer of uncertainty for professionals seeking stability while simultaneously adding to the competitiveness of the job market.
For recruiters, the shift presents its own difficulties. As Anita shared, senior-level roles that once attracted a manageable number of applications are now flooded with hundreds of candidates. This glut of talent makes it harder for even highly qualified professionals to stand out, and for organizations to identify the best fit.
The Way Forward
The themes discussed in this episode reveal a sobering reality: navigating the modern job market requires more than just skill and experience. It demands a proactive, strategic approach to personal branding, networking, and communication.
For internal candidates, the lesson is clear—stop waiting for permission to advance your career. Speak up, seek feedback, and make your ambitions known. For external candidates, differentiation is key. Don’t just demonstrate your qualifications; show how your unique perspective can solve the organization’s challenges.
And for all professionals, the time to invest in your LinkedIn presence and network is now—not when you find yourself in need of a new role.
In a world where the rules of work are shifting, those who adapt proactively will be the ones who thrive. I hope discussions like these provide actionable advice and inspire corporate professionals to take control of their careers, even in uncertain times.
Click here to watch Episode 273 – Insights from a Top Recruiter: How to Advance Your Career as an Internal Candidate.
This article was first published on the The Job Hunting Podcast Blog.
Renata Bernarde is a Career and Executive Coach and the host of The Job Hunting Podcast. She is a LinkedIn Top Voice for career and job search content, an Enterprise Fellow at the University of Melbourne, and teaches career planning and design at Monash University.
