The job market is shifting, leaving some workers at a disadvantage. Automation, industry declines, and skill gaps will make employment harder for specific groups. This article highlights 13 types of job seekers who may struggle and why.
Long-term unemployed
People who have been unemployed for a long time often struggle to find work due to outdated skills or employer biases. About 1.5 million people have been jobless for 27 weeks or more, making up 20.4% of all unemployed. With technology advancing quickly, nearly half of today’s job skills may become irrelevant in two years.
Many companies prefer workers who are already trained, making it harder for those needing extra support. Long-term job seekers should update their skills through courses and training programs to improve their chances.
People With Negative Attitude
Job seekers with a poor attitude—whether unfriendly, dismissive, or overly arrogant—may struggle in 2025’s competitive job market. Employers prefer team players who are approachable, adaptable, and professional.
A negative demeanor can raise concerns about workplace harmony and collaboration, making it harder for candidates to secure a role. Candidates can strengthen their prospects by displaying genuine enthusiasm, maintaining a humble attitude, and demonstrating strong teamwork skills.
Unprepared Candidates
Job seekers who fail to research companies or roles may struggle in 2025’s competitive hiring landscape. Employers seek candidates who show initiative, ask informed questions, and demonstrate knowledge about the industry.
A survey found that 1 in 4 hiring managers believe recent graduates lack workforce readiness, with many planning to avoid hiring them altogether. Applicants should thoroughly prepare for interviews, understand company values, and refine responses to common questions.
Those With Unclear Career Goals
Job seekers without a clear direction may struggle in today’s competitive market. Without a defined career path, candidates risk applying to roles that don’t match their strengths, leading to frustration and missed opportunities.
Employers favor applicants who showcase focus and alignment with their job openings. To improve their employability, job seekers should self-reflect, tailor applications to specific roles, and use career assessment tools like the Myers-Briggs Type Indicator (MBTI) or the Holland Code (RIASEC) to identify their strengths and ideal career paths.
Job Seekers With Weak Resumes
An unpolished resume or generic cover letter can prevent job seekers from advancing in the competitive hiring process. More than 80% of resumes are filtered out before reaching a hiring manager, emphasizing the importance of strong formatting and relevant keywords.
Employers favor applicants who highlight measurable achievements and tailor their applications to specific roles. Candidates should craft well-structured resumes, proofread carefully, and personalize cover letters to showcase enthusiasm and alignment with the job.
Candidates with A Weak Online Presence
In today’s digital age, employers increasingly assess candidates based on their digital presence. Job seekers with incomplete or outdated profiles risk being overlooked, as hiring managers rely on online platforms to verify expertise and professionalism.
To improve visibility, candidates should update their LinkedIn profiles, showcase their work through online portfolios, and actively engage in industry discussions. A polished and strategic online presence signals credibility and adaptability, skills essential for landing a job in today’s competitive market.
Older Job Seekers
Despite anti-discrimination laws, many employers still hold misconceptions about older workers, assuming they are less adaptable or more expensive to hire. Studies show that resumes with older-sounding names receive fewer callbacks, highlighting the barriers faced by job seekers over 40.
To overcome this, candidates should update their skills, refine their resumes to emphasize strengths over tenure and strategically network to access hidden opportunities in the job market.
Candidates Who Exaggerate
Stretching the truth on a resume or during an interview can seriously hurt a job seeker’s chances. Employers increasingly verify claims through background checks, references, and online research, making dishonesty a risky move.
Studies show that 71% of applicants admit to some level of dishonesty, with younger candidates embellishing responsibilities and older job seekers misrepresenting income. To avoid rejection, applicants should focus on highlighting their real skills and experiences. Honesty builds trust and credibility in today’s competitive job market.
Those With Low Confidence
Struggling with self-doubt and anxiety can make job hunting even harder. Employers seek candidates who appear confident, adaptable, and ready to contribute. However, excessive worry can make applicants seem hesitant, even if they have the right skills.
To overcome low confidence, job seekers can practice interviews, set achievable goals, and actively network to boost self-assurance. Managing anxiety through techniques like deep breathing, visualization, and focusing on small wins can also help candidates be more composed and confident during interviews.
Candidates Who Don’t Dress Professionally
First impressions are important, so dressing appropriately for an interview can significantly impact a candidate’s chances of success. According to a CareerBuilder survey, 83% of employers consider a candidate’s attire a crucial factor in their hiring decision.
Employers often associate polished presentation with competence and reliability, making it essential for job seekers to align their appearance with industry expectations. Choosing well-fitting, professional attire can help candidates project confidence and credibility.
Candidates Not Willing To Change
A study published in Frontiers in Psychology examined resistance to change in the workplace, highlighting how organizational justice and perceived support influence employees’ willingness to adapt. It found that resistance often stems from concerns about fairness, leadership dynamics, and readiness for change.
To stay competitive in 2025’s evolving job market, candidates must demonstrate flexibility, embrace new technologies, and proactively update their skills. Employers increasingly value adaptability, making openness to change a crucial trait for job seekers.
Those With Overly Selective Job Preferences
Job seekers who limit themselves to specific titles or industries may struggle to secure opportunities. Employers value adaptability, and overlooking roles that provide transferable skills can prolong the job search.
Expanding job criteria, considering remote or contract work, and balancing aspirations with practicality can improve prospects. By remaining flexible and open-minded, candidates can increase their chances of finding meaningful work while advancing toward their long-term goals.
