Getting hired isn’t just about having the right qualifications — it’s about convincing employers you’re a safe bet. Today’s leaner, more cautious job market favours candidates who are dependable, easy to manage and a seamless fit. Confidence gets you hired.
Across industries, C-suite executives are running tighter operations. The result? A drastically different job market from just a few years ago, in which:
- There are fewer job openings
- More candidates are applying
- Resumés are being written and filtered by AI
- Applications happen through online portals
- Hiring processes start with automated screenings
- Budgets are tighter
- Expectations are higher
- Hiring decisions are slower and more cautious
While conditions vary across provinces and industries, this shift toward leaner hiring practices is happening across Canada. It has made every impression count. If recruiters aren’t contacting you, it’s not always because you’re qualifications. Often, it’s because you’re being filtered out by an applicant tracking system (ATS) — software employers use to scan resumés for keywords — or perceived as a hiring risk.
From an employer’s perspective, high-risk candidates are seen as difficult to manage, likely to leave quickly or disruptive to team dynamics. Here are some common red flags:
- Being overqualified
- Showing a sense of entitlement
- Having a long commute
- Exhibiting health concerns
- A controversial digital footprint (yes, employers Google you)
By contrast, low-risk candidates are seen as stable, trustworthy and ready to contribute from day one. Hiring is a gamble. Your job is to reduce the sense of risk.
If your job search isn’t gaining traction, ask yourself: Am I coming across as a safe hire? The following strategies can help shift that impression.
Highlight your stability
I’ve always had “the itch,” so I don’t have any 10-year stints with a single employer. But I know many who do — and that kind of stability signals loyalty and reliability to hiring managers.
If you’ve had long-term employment, highlight it. Use clear month/year dates on your resumé, LinkedIn profile and during interviews. For example: “During my 12 years at Wonka Industries, as head of their product launch initiatives, I...”
Demonstrate problem-solving skills
Employers value people who can solve problems quickly and effectively. Back up your value with clear examples:
“When Green Brews saw a steep drop in online traffic and sales, I led a targeted campaign that reversed the trend and increased traffic by 20 per cent in three months.”
Provide social proof
One of the best ways to show you’re a safe bet is to bring proof. I’ve seen strong candidates bring performance reviews, productivity reports and reference letters — and it worked.
Employers quietly ask themselves: “Can I trust this person?” Help them say yes.
For example: “My last manager noted in my performance review that I was the go-to for resolving client issues.” Then provide the document and share a STAR story (outlining the Situation, Task, Action and Result) that backs it up.
Express enthusiasm and willingness to learn
Sometimes the simplest way to stand out is to show you actually want the job.
I’ve hired enthusiastic candidates over more “paper-qualified” ones because they showed commitment, openness to feedback and were easy to work with — all signals of a low-risk hire.
During interviews, let your interest show through eye contact, a sincere smile, an engaging tone, leaning in, nodding and appropriate hand gestures. Ask thoughtful questions. Show you care.
Bottom line?
In 2025, the most successful job seekers aren’t just those with the best credentials — they’re the ones who appear reliable, adaptable and easy to manage. Be the candidate employers feel good about saying yes to.
Nick Kossovan, a well-seasoned veteran of the corporate landscape, offers advice on searching for a job.
The commentaries offered on SaskToday.ca are intended to provide thought-provoking material for our readers. The opinions expressed are those of the authors. Contributors' articles or letters do not necessarily reflect the opinion of any SaskToday.ca staff.
