staffing solutions

New Survey Reveals a Shift in Sentiment as Companies Weigh Caution Against Opportunity

OKLAHOMA CITY — As summer unfolds, many U.S. employers are taking a hard look at their hiring plans, and what they see is prompting a more cautious approach.

A new survey conducted by The Harris Poll on behalf of Express Employment Professionals reveals that while most hiring managers (78%) still feel positive about their company’s hiring outlook for the remainder of 2025, that optimism has dimmed since last fall, when 84% felt confident. At the same time, concern is growing: 37% now express a negative outlook, up from 30% just months ago.

Behind these shifting sentiments lies a more restrained hiring strategy. Only 58% of companies plan to increase their workforce in the second half of the year, a noticeable drop from 63% in the fall of 2024. One-third of employers expect to hold steady, while 7% anticipate cutting back.

For those still planning to hire, the reasons are clear: they need to manage growing workloads (52%), fill newly created roles (49%) and replace employees lost to turnover (42%). But for others, the focus has shifted to tightening budgets. Among companies planning to reduce staff, more than half (54%) cite cost-cutting as the primary driver, followed by adapting to government policy changes (26%) and responding to declining demand (25%).

The types of roles companies are targeting are also evolving. Full-time positions remain the most sought-after (81%), though that figure has dipped from 86% last fall. Part-time roles are gaining traction (28%), and hiring is now evenly split between entry-level and mid-level positions (50% each). Notably, entry-level hiring has dropped sharply from 68% in the spring of 2024.

“These numbers tell a story of employers recalibrating,” said Bob Funk, Jr., CEO, President and Chairman of Express Employment International. “They’re still hiring, but with more intention, more strategy and a sharper eye on the future.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from June 2 to 28, 2025, among 1,000 U.S. hiring decision-makers.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

OKLAHOMA CITY — Robert A. Funk, co-founder and executive chairman of Express Employment International, passed away at the age of 85 at his home, Express Ranches, in Yukon, Oklahoma.

A trailblazing entrepreneur and devoted leader, Bob was admired for his steadfast faith, commitment to helping others, and belief in the transformative power of work. Throughout his lifetime, he helped grow Express Employment Professionals into one of the world’s leading staffing firms, creating opportunities for individuals and businesses across North America and beyond.

“My father was a trailblazing entrepreneur who loved the American West and lived true to its values of honesty, respect, ruggedness, self-reliance, loyalty and hard work,” said Bob Funk, Jr., CEO, President and Chairman of Express Employment International. “He played a pivotal role in shaping the vision and growth of Express Employment Professionals, the company he co-founded in 1983. For more than four decades, he remained committed to putting people to work and offering hope through employment. His job-creating mission continues to resonate across our global enterprise and helped build the top staffing franchise in America.”

Bob Funk Sr. served as Chairman of the Federal Reserve Bank of Kansas City from 2006 to 2007. In 2007, he also held the role of Chairman of the Conference of Chairmen for the Federal Reserve Bank System.

His contributions to the staffing industry were widely recognized, including his induction into the American Staffing Association Hall of Fame in 2023, the Staffing 100 Hall of Fame by Staffing Industry Review in 2017, and the International Franchise Association Hall of Fame in 2010.

Beyond his entrepreneurial ventures, he was a successful cattleman, renowned globally for the Angus cattle operations. Teamed with his dear friend, Jarold Callahan, who passed away late last year, Express Ranches became the world’s largest producer of registered Angus cattle. His love for the land, respect for the animals and commitment to his colleagues were all part of his multifaceted character.

Bob Funk Sr.’s legacy extends beyond his corporate and cattle operations. His dedication to Western culture, community service and entrepreneurship has left an indelible mark on Oklahoma and beyond. He served as Chairman of the Greater Oklahoma City Chamber of Commerce, the National Cowboy & Western Heritage Museum and the Oklahoma Youth Expo.

Recognizing his impactful leadership and invaluable service to Oklahoma and the great American West, he was inducted into the Oklahoma Hall of Fame in 2017 and into the Hall of Great Westerners in 2023 by the National Cowboy & Western Heritage Museum.

Under his leadership, he re-energized the Oklahoma Youth Expo, making it the nation’s largest annual junior livestock show, with over 7,000 participants across Oklahoma. Few events brought him more joy than young livestock enthusiasts showcasing their hard work and dedication.

He was a dedicated supporter of the Cowboy Hall of Fame & National Cowboy & Western Heritage Museum. His contributions, in terms of time and money, significantly advanced the institution’s mission of preserving America’s Western heritage.

“His legacy is a testament to his entrepreneurial spirit and unwavering commitment to his values,” Bob Funk, Jr., added. “It will continue to thrive through the businesses he founded, the organizations he supported and the countless lives he touched. Beyond his success as a business leader, those closest to him will remember him as a kind, generous and compassionate man who loved people and lived by the Western values he held dear. Our family is heartbroken and feel his absence deeply.”

Statement from Larry Nichols, Co-Founder and former Executive Chair of Devon Energy:

“I was sad to learn the news of the passing of Bob Funk Sr., a man whose personal qualities were as remarkable as his professional achievements. He was not only a prominent Oklahoma City businessperson but also a visionary who transformed the city through his tireless work and unwavering dedication. His creation of the globally renowned staffing company Express Employment Professionals provided employment opportunities for millions across this country and beyond. His support for the National Cowboy & Western Heritage Museum and his reimagining of the Oklahoma Youth Expo into the world’s largest junior livestock show were testaments to his passion and commitment. His advocacy for CareerTech and contribution to the state’s education system will always be remembered and admired.”

Statement from Tyler Norvell, Executive Director of the Oklahoma Youth Expo:

“Bob Funk Sr.’s connection to the Oklahoma Youth Expo was profound and transformative. His unwavering dedication and dynamic vision drove the Expo’s growth into the giant annual event it is today. His passion for empowering young Oklahomans from every county in our state was unparalleled and life-changing. Through their hard work, care and commitment, these young individuals displayed their livestock each year—a testament to their resilience and determination and a reflection of Bob’s belief in their potential. Witnessing over 7,500 4-H and FFA members come together every spring filled Bob with immense happiness. Bob was optimistic about Oklahoma’s future because he saw firsthand the potential in these fine young men and ladies participating in the Oklahoma Youth Expo. Bob’s spirit lives on through the countless lives touched by this event. We are not just indebted to him but committed to carrying forward his vision—to ensure that the Oklahoma Youth Expo remains a platform for growth, learning and community. We will continue to nurture dreams, reward hard work and foster the emergence of the next generation of leaders, just as Bob would have wanted.”

Statement from Cathy Keating, former first lady of Oklahoma:

“With a heavy heart, I reflect on the passing of Bob Funk Sr., a remarkable man whose impact on our community and beyond was immeasurable. Having collaborated with him for decades, I can attest to his unwavering commitment to making a difference. He was a true advocate for our state. His dedication to community engagement and charitable endeavors was evident in every project he championed. Whether supporting local schools, healthcare initiatives or cultural institutions, Bob’s caring heart drove him to invest financially and with his time and energy. Bob’s legacy is woven into the fabric of countless lives that his philanthropic efforts have touched. He understood that true prosperity lies in giving back. His love for the employees at Express Employment Professionals stood out. Few things brought him joy than acknowledging, rewarding and thanking his colleagues nationwide. He recognized that their hard work and dedication were instrumental in advancing the company. Bob’s leadership style was one of appreciation and empowerment. He was a dear and cherished friend of Frank and mine, and we will miss him greatly. 

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For media inquiries, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

Express Employment Professionals Partners with The Harris Poll to Reveal How Burnout, Poor Training and Culture Gaps Are Fueling a Leadership Crisis

OKLAHOMA CITY — Express Employment Professionals announces the release of a new white paper, “Strained, Stressed, and Stepping Away: The Supervisor Crisis and What Employers Must Do Now,” which explores the growing leadership vacuum in American workplaces and the high cost of failing to support frontline supervisors.

New Survey Finds 54% of Candidates Want Companies to Evolve Instead

OKLAHOMA CITY — In today’s competitive job market, hiring managers are facing a hard truth: sticking to traditional policies could cost them top talent.

This is according to a recent Express Employment Professionals-Harris Poll survey.

Flexibility and adaptability are often essential in business, as change is an inevitable part of the process. But when it comes to company culture, U.S. hiring managers appear torn on who is responsible for adapting to the current landscape.

More than half of employers (56%) say it’s up to workers to adapt to company culture, while 44% argue it’s time for company culture to evolve with the times. What’s driving this mindset? A striking 88% of companies say they already have the tools to train new hires to fit in, with 42% strongly backing their ability to shape cultural alignment from day one.

But job seekers see things differently.

More than half (54%) believe it’s the company culture that needs to evolve, not the employees, while only 46% say it’s the workers who should adapt.

The divide is even more pronounced among women: 59% of female job seekers say company culture should shift with the times, compared to just 49% of men.

However, employers aren’t entirely stuck in their ways. Faced with rising concerns about turnover and hiring challenges, many companies are signaling a willingness to evolve.

A strong majority of hiring managers (84%) say their organization is open to changing its culture to meet business needs to attract more qualified candidates (39%), broaden their appeal to job seekers in general (32%), retain current employees (42%) and boost morale across the board (41%).

“When it comes to workplace culture, the most effective path forward is one where both employers and employees are willing to adapt,” said Express CEO Bob Funk, Jr. “Success isn’t about one side yielding to the other. It’s about meeting in the middle to build a culture that supports business goals while also resonating with today’s workforce.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from Nov. 11 to 26, 2024, among 1,001 U.S. hiring decision-makers.

The Job Seeker Report was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from Nov. 21 to Dec. 10, 2024, among 1,039 adults ages 18 and older.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

New Survey Reveals the Soaring Financial Toll of Employee Departures

OKLAHOMA CITY — As the midpoint of 2025 approaches, many companies are not only focused on hiring but also preparing for a potential rise in employee turnover.

According to a recent Express Employment Professionals-Harris Poll survey, nearly 2 in 5 U.S. hiring managers (39%) expect turnover at their company to increase this year — a notable jump from 33% who said the same about 2024.

While just more than half (51%) believe turnover will remain steady, the growing concern is already impacting company budgets. On average, turnover costs businesses $36,723 annually in expenses like rehiring and lost productivity. For 1 in 5 hiring managers (20%), that number climbs to $100,000 or more each year.

The financial burden of turnover is especially pronounced in larger organizations. Among those who report annual turnover costs of $100,000 or more:

• 34% — Companies with 500 or more employees
• 17% — 100 to 499 employees
• 14% — 50 to 99 employees
• 3% — 10 to 49 employees
• 2% — Fewer than 10 employees

Among those anticipating increased turnover, the most commonly cited reasons include:

• Better pay and benefits offered elsewhere (34%)
• Employees voluntarily resigning (32%)
• Increased workplace demands (29%)
• Employee retirements (26%)
• More appealing company cultures elsewhere (24%)
• Feelings of being overworked (24%)
• A competitive job market (23%)
• Career changes (22%)
• Better perks or advancement opportunities elsewhere (22%)
• Lack of flexible schedules (21%)
• Lack of remote work options (19%)

Despite these challenges, hiring remains a top priority. A strong majority (88%) of hiring managers say their companies still plan to hire in 2025, which is in line with last year’s figures. Among those, 45% are hiring to increase their overall headcount, while 34% aim to maintain current staffing levels.

Notably, 43% of those planning to hire say the need to replace employees lost to turnover is a key driver behind their hiring plans.

“Employee turnover isn’t just a staffing issue, it’s a financial one,” said Express CEO Bob Funk, Jr. “Companies that want to stay competitive must be intentional about retention. Which means building a workplace where people see long-term value — not just in compensation, but in leadership, clarity of direction and the opportunity to contribute meaningfully.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from Nov. 11 to 26, 2024, among 1,001 U.S. hiring decision-makers.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

New Survey Reveals Most Candidates Favor Skills-Based Hiring—And 89% Say They’d Stay Longer at Companies That Invest in Training

OKLAHOMA CITY — Forget the skills gap — job seekers say it’s a training gap. According to a recent Express Employment Professionals-Harris Poll survey, 79% of U.S. job seekers believe companies are passing over capable candidates because they’re unwilling to train them. And with 87% calling for skills-based hiring over degrees, many are pushing back on outdated job requirements that may be doing more harm than good.

While hiring managers continue to cite a widening skills gap, most job seekers disagree. Instead, they call on employers to be more realistic about qualifications and more willing to invest in training. And they’re not just voicing frustration, they’re ready to stay loyal to companies that meet them halfway.

Job seekers across all age groups agree that certain core skills are essential in today’s workforce. Communication, work ethic, problem-solving, accountability and general demeanor all rank highly in importance, with more than 80% of job seekers citing them as critical when applying for a position. Slightly fewer consider technical skills (71%) and cultural fit (69%) as top priorities, suggesting a greater emphasis on soft skills.

At the same time, a significant number of job seekers believe employers are setting unrealistic standards that overlook capable candidates. Many feel that companies should reconsider rigid qualification lists and focus instead on potential and willingness to learn:

• 79% of job seekers say the “skills gap” is less about a lack of ability and more about employers’ unwillingness to train.
• 87% believe companies should prioritize skills-based hiring over requiring formal degrees.
• 74% think employers should be willing to forgo some job requirements to find the right person.

Generational differences are also evident. Younger candidates, particularly Gen Z and millennials, are much more likely to believe that company requirements are too strict:

• 77% of millennials and 71% of Gen Z say requirements are too stringent, compared to 53% of Boomers/Seniors.
• Similarly, 71% of Gen Z, millennials, and Gen X wish companies would waive education requirements, while only 55% of Boomers/Seniors agree.

On the employer side, the tension is apparent. Nearly 7 in 10 hiring managers (69%) say the skills gap is wider than ever, even though 84% believe their company has the resources to close it. Still, many employers are beginning to adapt.

Eighty-three percent of hiring managers report their company has waived some job requirements to fill open roles, including:

• Years of experience (47%)
• Educational degrees (34%)
• Soft skills (34%)
• Hard skills (29%)
• Professional certifications (28%)

Furthermore, 60% say their company is willing to make exceptions to job requirements in some instances, and 69% are open to waiving degree requirements. However, challenges persist as 35% admit they don’t know how to assess certifications or online degrees, which may discourage their adoption.

“In today’s evolving labor market, adaptability is increasingly recognized as a critical asset by both employers and job seekers,” said Express CEO Bob Funk, Jr. “Many business leaders are finding that while priorities may differ, there’s common ground in practical strategies, such as flexible qualifications and onboarding programs focused on long-term growth. These approaches help bridge gaps in expectations while maintaining the high standards that drive sustainable success.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from Nov. 11 to 26, 2024, among 1,001 U.S. hiring decision-makers.

The Job Seeker Report was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from Nov. 21 to Dec. 10, 2024, among 1,039 adults ages 18 and older.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

Leadership Transition Follows the Passing of CEO/Co-Founder Bill Stoller

OKLAHOMA CITY — Express Employment International announces a leadership transition following the recent passing of co-founder and CEO Bill Stoller.

In alignment with a long-standing succession plan developed by Stoller and fellow co-founder Bob Funk, Sr., the company has appointed Bob Funk, Jr., as Chief Executive Officer, adding to his current role as President. In this expanded capacity, Funk Jr. will also serve as Chairman of the Board.

This transition reflects the vision set forth by Express’ co-founders to ensure long-term strength and continuity for the organization. The company remains steadfast in its mission to help people find meaningful work and connect businesses with reputable candidates, values that have guided Express since its inception.

“This leadership transition reflects the thoughtful planning and shared vision that Bill and Bob built together–one rooted in strength, stability and service,” said Bob Funk, Jr. “We will move forward together, grounded in our mission and more committed than ever to help the entrepreneurs, people and communities we serve.”

Since its founding in 1983, Express has grown into one of the largest privately held staffing companies in the world. As the franchisor of Express Employment Professionals, the company’s flagship brand is the fourth-largest staffing firm in the United States and 13^th-largest globally, according to Staffing Industry Analysts, and operates in the U.S., Canada, South Africa, Australia and New Zealand.

Express’ portfolio includes affiliated franchised brands Specialized Recruiting Group, Express Healthcare Staffing and Frontline Recruiting Group. The company reported sales of $3.7 billion in 2024, marking the fourth-best sales year in more than four decades of operations.

“Our founders didn’t just build a company–they built a culture, a family and something that is built to last,” Funk Jr. said. “I have complete confidence in the future of Express, knowing it’s being carried forward by people of incredible talent, integrity and purpose.”

For media inquiries, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

Business leader and philanthropist helped more than 11 million people worldwide find employment opportunities

OKLAHOMA CITY — William H. Stoller, founder, CEO and chairman of the board of Express Employment International, passed away at the age of 74.

A pioneer in the staffing industry, Stoller co-founded Express Employment Professionals in 1983. As the flagship brand of Express Employment International, the company has since grown into a global leader in workforce solutions and has helped more than 11 million people find meaningful employment through its family of brands.

Stoller began his career in staffing in 1973 and was widely admired for his innovation, integrity and commitment to helping others succeed.

Out of respect for the family, limited details are being shared at this time. Funeral arrangements and opportunities for remembrance will be communicated in the coming days.

For media inquiries, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

84% Prefer Human Review of Resumes and Cover Letters

OKLAHOMA CITY — A staggering 62% of U.S. job seekers would consider not applying to companies that overly rely on generative AI during recruitment, emphasizing the irreplaceable value of human interaction despite the efficiency AI offers.

This is according to a recent Express Employment Professionals-Harris Poll survey.

Job Seekers’ Concerns: The Human Element Matters
While many job seekers acknowledge the appropriateness of using AI for tasks such as drafting resumes and cover letters (78%) and creating mock interview questions (78%), there is a significant concern about the over-reliance on AI. Key statistics include:

• 87% of job seekers believe meeting with a human during interviews is important, as AI cannot effectively vet candidates for soft skills such as cultural fit and attitude.
• 84% prefer to have a person conduct an initial interview to answer simple questions, rather than AI.
• 84% would prefer their resume and cover letter to be reviewed by a human.

These concerns are underscored by the belief among 73% of job seekers that the benefits of using generative AI during the hiring process are not worth the risks.

Moreover, female job seekers are less likely than male job seekers to find generative AI in some job application tasks appropriate and less likely to use generative AI for specific job application tasks.

Specifically, female job seekers are less likely to report that it is appropriate for job candidates to use generative AI to help draft resumes and cover letters, write outreach responses, create work samples and help complete an online assessment/test. More than 2 in 5 female job seekers haven’t used generative AI during their job search, significantly higher than the 27% of male job seekers who say they have never done so.

AI: A Boon for Efficiency
Outside of hiring, the adoption of generative AI has proven to be a game-changer, as 66% of hiring managers report their company uses the tool. The majority believe it has a major or moderate positive impact on:

• Enhancing customer service (64%)
• Improving process efficiency (62%)
• Closing the skills gap (60%)
• Freeing up employee time (58%)
• Enhancing decision-making (46%)

These benefits are driving further adoption of AI, with nearly half (48%) of companies already using automation and AI as a replacement for filling open positions. Additionally, 54% of companies plan to be aggressive about adopting AI if they face difficulties filling open positions in the next five years, and 43% are even planning to replace a sizeable portion of their workforce with automation or AI within the same timeframe.

Striking the Right Balance
The challenge for companies lies in balancing the efficiency of AI with the essential value of human interaction. While 83% of hiring managers recognize the benefits of AI, 68% believe the risks are not worth it without preserving human involvement. Nearly 9 in 10 (89%) stress the importance of human participation in the hiring process to assess soft skills accurately.

“AI is undeniably a powerful tool, but its role should be to complement human judgment, not replace it,” said Bill Stoller, CEO of Express Employment International. “In the evolving landscape of AI, transparent communication with job seekers about AI’s use and benefits is crucial. Striking the right balance between AI efficiency and human empathy will enhance recruitment processes and maintain the trust and confidence of potential employees.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from Nov. 11 to 26, 2024, among 1,001 U.S. hiring decision-makers.

The Job Seeker Report was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from Nov. 21 to Dec. 10, 2024, among 1,039 adults ages 18 and older.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

41% of Job Seekers Report Skill Deterioration 

OKLAHOMA CITY — In a rapidly changing job market, the consequences of prolonged unemployment are taking a significant toll on job seekers, affecting not only their skills and confidence but also their mental health and networking opportunities.

According to a recent Express Employment Professionals-Harris Poll survey, there is a glimmer of hope: only 22% of unemployed job seekers have been without work for more than two years, a significant drop from the alarming 40% in Spring 2023. However, the road to recovery is still long, with only slight improvements from Fall 2023 (36%) and Spring 2024 (32%). The primary reasons for unemployment remain consistent, with voluntary quits (26%) and terminations (19%) leading the pack.

Impacts of Extended Unemployment
Extended periods of unemployment have both practical and mental impacts on job seekers. The most common effects include:

• Deterioration of Skills: 41% of job seekers report a decline in hard or soft skills.
• Gaps in Work Experience: 37% cite gaps on their resumes as a significant issue.
• Decreased Confidence: 34% experience a loss of confidence.
• Reduced Networking Opportunities: 29% find it harder to network.
• Decreased Awareness of Industry Trends: 23% feel out of touch with current practices.

Generational differences also play a role, with Gen Z and millennial job seekers more likely to report a deterioration of hard skills compared to boomer/senior job seekers (34% and 31% vs. 17%, respectively).

Expert Tips for Job Seekers
As experts in the staffing industry, Express franchise owners John Roller in New Hampshire and Lisa Daijo in Hawaii frequently witness both the joy of employment and the heartbreak of unavoidable job loss.

“Job seekers can experience a mix of emotions, ranging from anxiety and frustration to feeling relaxed or burdened,” Daijo said. “They can start to feel disconnected from society and not feel valuable because of the difficulty in finding their next opportunity.”

Roller notes that the long-term impacts of unemployment can also extend into other areas of life, such as relationships and physical health. However, for all the potential adverse outcomes of resume interruptions, both experts agree that there are strategies to make the most of the situation.

“Losing a job may provide a new level of motivation, and time to sharpen skills, pursue additional education or obtain a certification,” Roller added. “Although networking opportunities may not be readily available, most people would be happy to help if approached in the right way. Job seekers should be honest about their intentions and ask for help with introductions.”

Daijo adds that it’s also an excellent time to earn microcredentials and volunteer to maintain the same level of expertise to be ready when the next opportunity presents itself.

“Ideally, we want to always leave our current job with another position secured before leaving to prevent unemployment,” she said. “But if the circumstances arise, maximize your time by learning new skills and developing yourself.”

Turning Unemployment into Opportunity
While job seekers rarely describe extended unemployment as a blessing, Daijo said, “This is the greatest opportunity to ask yourself those hard-hitting questions about your whys and your purpose, ensuring your next career fills your cup.”

“If you are not fully qualified for this next jump, it’s an excellent time to gain the skills and knowledge to thrive in your next role,” she added.

Speaking from personal experience, Roller suggests that many have survived and even thrived after experiencing unemployment.

“It inspired me to finally pursue my own business,” he said. “I don’t think I would have made the leap if I still retained the salary and job I had with two kids in high school, about to enter college.”

Staying positive in the face of adversity can be a powerful catalyst for change, according to Express Employment International CEO Bill Stoller.

“By focusing on skill development and networking, job seekers can turn this period of unemployment into a stepping stone for future success,” he said.

Survey Methodology
The Job Seeker Report was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from Nov. 21 to Dec. 10, 2024, among 1,039 adults ages 18 and older.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.