Over the past few weeks, in private coaching sessions, group coaching sessions, and Rich’s group there’s a clear trend. Companies are hesitant to move forward, deals are losing momentum, and what initially promised to be an outstanding year has dramatically fallen off a cliff.

Several factors seem to be driving this slowdown.

The ripple effect of government actions on Corporate America is unmistakable. We’re witnessing this phenomenon most notably with Diversity, Equity, and Inclusion (DEI) initiatives. As the United States government minimizes DEI prioritization, other companies are quick to follow suit, dismantling their own programs. The pattern is consistent. The government sets the tone – Corporate America follows.

Government job cuts are occurring at a rapid rate. This is trickling down to corporate leadership, who are now focusing intensely on efficiency, minimizing capital expenditures, and reducing labor costs.

Adding to the complexity is the ongoing uncertainty surrounding global trade and tariffs, which is increasing a climate of significant uncertainty. This ambiguity is palpable in shareholder sentiment and corporate decision-making.

The uncertainty cascades down to candidates, who find themselves in an even more precarious position. With less control over corporate direction but experiencing the full weight of market instability, they are seemingly increasingly fearful about making job changes.

We’re seeing this uncertainty show up in several ways:

•     Hiring managers start recruiting but become hesitant to make decisions
•     Hiring managers are rejecting seemingly perfect candidates for no real reason
•     Hiring managers are asking for more back-door reference checks

So, what do we do? Let’s start with expectation management, particularly during onboarding. The key is understanding and communicating the nuanced nature of today’s hiring environment.

Each person is different. Some candidates require a slower, more deliberate process with additional reassurance, seeking multiple interviews and deeper engagement to feel truly confident in their decision. In stark contrast, other candidates demand rapid decision-making and quick, efficient processes that respect their time and sense of urgency. And you’ll lose them if you don’t.

The critical challenge for recruiters is helping hiring managers understand that interview timelines aren’t one-size-fits-all. Instead,if you want the best people, let’s tailor the interview timeline to the individual candidate’s personal circumstances. This means deeply considering each candidate’s unique motivations, their personal trust levels, and the current market opportunities that might be competing for their attention. All the more reason they need to engage with a professional recruiter.

By establishing these nuanced expectations upfront, we can more effectively navigate and guide both clients and candidates through this increasingly unstable geopolitical climate.