{"id":42479,"date":"2025-08-03T16:01:10","date_gmt":"2025-08-03T16:01:10","guid":{"rendered":"https:\/\/www.newsbeep.com\/ca\/42479\/"},"modified":"2025-08-03T16:01:10","modified_gmt":"2025-08-03T16:01:10","slug":"the-job-you-want-might-not-be-posted","status":"publish","type":"post","link":"https:\/\/www.newsbeep.com\/ca\/42479\/","title":{"rendered":"The job you want might not be posted"},"content":{"rendered":"

This is the weekly Work Life newsletter. If you are interested in more careers-related content, sign up<\/a> to receive it in your inbox.<\/p>\n

If you\u2019re scrolling endlessly through job boards hoping for your next big opportunity, you might be missing the real action.<\/p>\n

According to career strategist Jane Janniere, Canada\u2019s true hiring engine runs behind the scenes. \u201cUp to 85 per cent of jobs may never get posted publicly,\u201d she says. <\/p>\n

Grimbsy, Ont.-based Ms. Janniere says this hidden hiring is more common than people think. For more than two decades, she\u2019s worked on both sides \u2013 as a recruiter and now a leadership and career transition coach \u2013 and she\u2019s seen how the best roles often don\u2019t start with a posting. <\/p>\n

\u201cSometimes, the position only becomes real when the right person appears,\u201d she says.<\/p>\n

There are practical reasons behind this quiet hiring culture. <\/p>\n

With artificial intelligence making it easier for candidates to apply, sometimes hundreds or thousands at a time, employers are overwhelmed. <\/p>\n

\u201cPublic postings now attract a flood of AI-generated resumes. It\u2019s unmanageable. So hiring managers turn to trusted networks; it\u2019s faster and yields better cultural fits,\u201d Ms. Janniere says.<\/p>\n

Confidentiality also plays a role. Strategic leadership changes or upcoming expansions can\u2019t always be publicly advertised and some roles don\u2019t fully exist until someone compelling walks in the door. <\/p>\n

\u201cI\u2019ve seen vague job posts used as market research,\u201d Ms. Janniere says. \u201cThey want to see who shows up before they decide what they really need.\u201d<\/p>\n

So, how can job seekers break into this hidden arena?<\/p>\n

Start with authenticity. \u201cBe radically yourself,\u201d says Ms. Janniere. \u201cPeople notice when you show up with clarity about the problems you\u2019re great at solving. Sometimes you get hired for a different, even better role than the one you thought you were exploring.\u201d<\/p>\n

It\u2019s not about old-school networking either. Ms. Janniere encourages \u201cmeaningful relationship-building\u201d through industry conversations, LinkedIn thought leadership and reaching out to peers without asking for anything. Informational interviews, done with genuine curiosity, can also spark surprising opportunities.<\/p>\n

And timing is everything. \u201cDon\u2019t wait until you\u2019re laid off,\u201d Ms. Janniere says. \u201cBuild relationships while you\u2019re stable. Treat networking like a regular part of your career, not a panic move.\u201d<\/p>\n

That said, the hidden market isn\u2019t without flaws. \u201cIt tends to reward sameness,\u201d Ms. Janniere warns. \u201cIt can perpetuate exclusion if companies don\u2019t actively broaden their networks. That\u2019s a real concern.\u201d<\/p>\n

Still, for job seekers willing to play the long game, the payoff can be huge. Some candidates land custom-made roles simply by showing up and sharing their ideas. \u201cThe best hires often arrive before the job description is written,\u201d Ms. Janniere says.<\/p>\n

With AI raising the noise on traditional job sites, relationship-driven hiring is only becoming more dominant. The hidden market, it seems, isn\u2019t just a backdoor \u2013 it\u2019s the front door most people don\u2019t know how to knock on.<\/p>\n

Fast factAI fail<\/p>\n

19 per cent<\/p>\n

That\u2019s how much longer it took software developers to complete a series of tasks when using AI tools even though they expected the technology to save them time. This small study from Model Evaluation and Threat Research challenges the common belief that AI supercharges productivity.<\/p>\n

Read more<\/a><\/p>\n

Career guidanceMethod leading<\/p>\n

The Peter Principle suggests that leaders get promoted until they\u2019re in over their heads and fail. So, what can be done?<\/p>\n

This article suggests that just as method actors grow into their roles through deep practice and self-awareness, leaders should embrace \u201cmethod leading.\u201d Rather than relying solely on plans or titles, successful leaders focus on deliberate rehearsal and authentic growth, turning concepts into real-world capability.<\/p>\n

Read more<\/a><\/p>\n

QuotedNo plan<\/p>\n

\u201cOn the non-occupational side of things, many organizations have little to no focus other than they might have an external insurance provider in place. And what they\u2019ll do for the most part is they\u2019ll advocate the responsibility to the external provider and leave it with them. There\u2019s no mandate, there\u2019s no process, there\u2019s no urgency internally,\u201d says Bill Dyer, director of poverty reduction for the National Institute of Disability Management and Research. <\/p>\n

Chronic health conditions now affect more than half of Canadian workers and account for 68 per cent of long-term disability claims, with musculoskeletal, mental health and cardiovascular issues leading the way, according to a new Sun Life report. As the burden grows, many organizations remain unequipped to manage these complex cases effectively.<\/p>\n

Read more<\/a><\/p>\n

On our radarApplication surge <\/p>\n

Even though the chances of getting in are slim \u2013 with lower acceptance rates than some Ivy League schools \u2013 more top Canadian high school students might be going after a handful of local university programs they see as prestigious, pushing up applications over time. <\/p>\n

Read more<\/a> <\/p>\n","protected":false},"excerpt":{"rendered":"This is the weekly Work Life newsletter. If you are interested in more careers-related content, sign up to…\n","protected":false},"author":2,"featured_media":42480,"comment_status":"","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[13],"tags":[45,49,48,2924,22463,22464,22460,22459,1663,22465,124,1412,2922,22462,18940,22461],"class_list":["post-42479","post","type-post","status-publish","format-standard","has-post-thumbnail","category-jobs","tag-business","tag-ca","tag-canada","tag-career-advice","tag-career-leadership","tag-careers-globe-and-mail","tag-careers-newsletter","tag-careersnewsletter","tag-future-of-work","tag-globe-and-mail-newsletter","tag-jobs","tag-newsletter","tag-noastack","tag-thought-leadership","tag-workplace-culture","tag-your-life-at-work"],"_links":{"self":[{"href":"https:\/\/www.newsbeep.com\/ca\/wp-json\/wp\/v2\/posts\/42479","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.newsbeep.com\/ca\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.newsbeep.com\/ca\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.newsbeep.com\/ca\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.newsbeep.com\/ca\/wp-json\/wp\/v2\/comments?post=42479"}],"version-history":[{"count":0,"href":"https:\/\/www.newsbeep.com\/ca\/wp-json\/wp\/v2\/posts\/42479\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.newsbeep.com\/ca\/wp-json\/wp\/v2\/media\/42480"}],"wp:attachment":[{"href":"https:\/\/www.newsbeep.com\/ca\/wp-json\/wp\/v2\/media?parent=42479"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.newsbeep.com\/ca\/wp-json\/wp\/v2\/categories?post=42479"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.newsbeep.com\/ca\/wp-json\/wp\/v2\/tags?post=42479"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}