Author: Contemporaries Team
In order to better serve our clients and candidates, Contemporaries, Inc. has created a new column titled Ask The Experts to provide insight, information, and guidance on today’s most pressing staffing issues.
Clients will find valuable facts, trends, and best practices for hiring, while job seekers will gain insider perspective from recruiters and industry experts on what it takes to land a position.
We begin this series with our own Founder, President, and CEO, Donna Fitzgerald, who brings a wealth of knowledge based on her over three decades of leadership in the staffing industry.
Boston native Donna Fitzgerald made her reputation as a staffing expert early on. Her uncanny ability to read candidate nuances captures accurate snapshots of how someone will perform in the workplace—leading organizations looking to improve their own hiring practices to routinely seek out her insights. Today, she shares some of those thoughts with our readers.
1. You’ve been a fixture in the Greater Boston staffing industry for over 30 years. Can you provide us with some insights into how the local job market has changed for both clients and candidates?
I have to say, the process of hiring and landing a job has become much more impersonal and strictly resume-based. We have been fortunate to have 28+ years of experience and built deep credibility with our clients, so they usually trust our word on whether a candidate will be a good fit. They understand our vetting process and know we find those hidden tangibles that go beyond what is written on a piece of paper.
For new clients and candidates navigating the market today, it is a very different story. If job seekers don’t partner with an agency, and they don’t ask the right questions about what a client needs, their resume will either lay dormant or be rejected. Because so many organizations now use AI to screen applicants, if specific tasks, skills, or precise years of experience aren’t listed, the resume is automatically filtered out.
We are also seeing a major shift in the types of roles available. There are far more high-level positions, mainly in the technology field, while traditional entry-level positions are shrinking in the Boston market.
When I opened Contemporaries 28 years ago, there were plenty of entry-level opportunities where a candidate could grow into the job and learn as they went along. There was clear room for career advancement, and employees could work their way up. Today, there is an immediate demand for candidates who already possess exact skills and experience, leaving fewer opportunities for on-the-job training.
2. How has the Boston job market remained the same?
We have found that, contrary to other locations across the country, the Boston market has traditionally required higher pay rates to attract and retain top talent. That goes without saying, as the Bay State consistently has one of the highest costs of living in the U.S.
There also continues to be a steady need for college-educated candidates, which aligns with Boston’s identity as a premier college city.
Above all, I still believe that personalized service works best. Sometimes, a candidate submits a resume that isn’t stellar. But by actually speaking with them, you discover they are a perfect fit. Their resume simply failed to reflect their soft skills, the software programs they’ve managed, or how effectively they handle workplace challenges. Most candidates are not professional resume writers; they don’t realize that omitting critical items will cause them to be rejected, particularly when being scanned by AI.
3. What are the biggest challenges for clients and candidates in today’s environment?
The biggest challenge for companies today is solely relying on the resume. Some of the best resumes we’ve seen over the years are not truly indicative of the actual candidate. Once we speak with them, we might realize that while the resume looks perfect, they wouldn’t be the right fit for that specific company culture. Employers aren’t just looking for technical skill sets; they need to know if an individual will blend well with the existing team and organization.
For candidates, the ultimate challenge is not getting discouraged. In the past, applying for a position frequently led to an interview. Today, technology allows recruiters to be absolutely swamped with online submissions. Consequently, candidates often only hear back if they are moving forward; otherwise, they hear nothing at all. With AI screening, job seekers are left facing a black hole of automated rejections with zero feedback.
If an applicant’s approach isn’t getting responses, they need to take a hard look at the roles they are targeting and ensure they genuinely match the requirements. If they don’t, the automated rejections will continue.
4. What advice do you have for clients hoping to hire the perfect employee?
First, have realistic expectations based on what really matters for the role—the core skills and personality traits required for a seamless team fit. Too often, clients fall in love with a candidate’s personality and willingly overlook major skill shortcomings, which almost always becomes problematic down the line.
Clients should heavily prioritize a strong work ethic and a real sense of professional obligation. Individuals with these traits understand what it takes to fulfill their daily requirements. A lot of times, candidates are qualified for a job but fail to realize that consistency—showing up every day and fully owning their tasks—is half the battle.
This is especially true for temporary staff. Our recruiters at Contemporaries work hard to impress upon candidates beforehand that they are usually filling a critical gap for someone who is out or on leave. Even if the client environment is casual and friendly, they fundamentally need someone who is present and dependable every single day.
5. What advice do you have for job seekers trying to land a great job?
Be incredibly specific. Include every skill set, area of expertise, and piece of experience you have acquired. Keep an active track of all software programs, platforms, social media tools, and methodologies you have used in the past, and avoid generic descriptions. Your resume and cover letter must be tailored to the specific job you want.
Candidates must also ground their expectations in market reality. If you want a job as a web developer or business analyst but have zero experience, you will continue to face rejections. In that scenario, you are much better off targeting smaller businesses rather than massive corporations. Small businesses often offer excellent opportunities for cross-training and organic growth, whereas enterprise organizations have very rigid roles with less flexibility to learn on the fly.
While the types of positions in the market change, the one constant secret to job security is hard work. When references are checked, you want previous employers to rave about your diligence and work ethic.
Finally, treat the process with the respect it deserves. Avoid being too casual. Prepare a brief elevator pitch for your interviews. If you are fortunate enough to land an interview—particularly a virtual one—remember that the employer can see you. Maintain a professional appearance, research the organization in advance, thoroughly read the job description, and come prepared with relevant questions. This shows the employer that you are genuinely interested, invested, and a critical thinker.
Lastly, partner with the right staffing agency—one that takes the time to understand your goals and can actively steer you in the right direction.
Hiring Talent in Boston? You can do so through our website at: https://www.bostoncontemporaries.com/clients/
Looking for Your Next Role? You can submit your resume to Contemporaries at :resumes@bostoncontemporaries.com
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