đź‘‹ Hello there!
She's baaaaack…. After a dramatic 24-hour blackout this weekend, the app is back online thanks to a last-minute save from President Trump. His executive order buys TikTok 75 more days before any ban takes effect – though the app remains MIA from Apple and Google's stores.
Now, here's the thing about all this digital chicken fight: Creators and users are feeling the whiplash, but there's a silver lining that can let you breathe easy. While TikTok may have experimented with video resumes, its potential exit likely won't shake up staffing too much. (Though we'll miss those "Day in the Life" workplace tours...)
Who knows?! This might just be the push we needed to focus on building more sustainable, platform-independent recruitment strategies.
Got questions? Comments? A hot take on whether video resumes are the future or just another fleeting trend? Hit reply – we'd love to hear from you!
— Team Talivity ✨
P.S. Did you know that with FastTrack by Talivity, you can receive a personalized HR tech stack recommendation simply by answering a few questions in less than 10 minutes. Try it out here.
Today’s edition is a 4-minute read. Here’s what to expect👇
🗞️ MBAs face unexpected job hurdles
🌎️ LA restaurants step up during wildfire crisis
💰️ WEF predicts 170M new jobs by 2030
đź’Ľ Layoffs hit BP, Textio, ShareChat
đź’» TA roles at Future, TikTok
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NEWS
The golden ticket to the C-suite isn't so golden anymore. According to the Wall Street Journal, job-seeking Harvard Business School MBAs who graduated last spring were still looking for work three months after leaving campus.
🖼️ The big picture.
It's not just Harvard. Over a dozen top-tier MBA programs, including Wharton, Stanford, and NYU Stern, reported their worst job placement outcomes in recent memory. While most elite MBAs eventually land good-paying jobs, the three-month placement figure – traditionally a key metric for attracting prospective students – signals a broader cooling in high-wage hiring.
🧮 By the numbers:
đź’Ľ What this means for TAs.
There's top talent available if you know where to look. Tech giants like Amazon, Google, and Microsoft have reduced MBA recruiting, while consulting powerhouse McKinsey cut its Chicago Booth hires. This creates opportunities for companies traditionally overlooked by elite grads. Recruiters should consider developing targeted outreach programs specifically for elite program graduates, and highlight growth opportunities beyond traditional MBA career paths. Focus on selling your company's unique value proposition – whether it's innovation, work-life balance, or rapid advancement potential.
đź‘” What this means for job seekers.
The Harvard brand alone won't open doors anymore. Prestigious degrees need to be paired with practical skills and strategic networking. MBA graduates should consider expanding their search beyond traditional post-graduate roles and industries. Look for emerging sectors and high-growth companies that might not have been on your radar. Focus on developing and highlighting tangible skills that set you apart (think data analytics, AI expertise, or specific industry knowledge). Consider temporary or project-based roles that could lead to permanent positions – even those MBA grads are finding success through non-traditional paths.
đź”® Looking ahead.
This isn't just a blip – it's the new normal. Harvard is testing AI tools to help match candidates with roles and offering intensive job search classes. The future of MBA recruiting will likely involve more specialized skills training, increased focus on practical experience, and a broader definition of "successful" career paths. Expect to see more business schools adapting their curricula to include practical skills training and real-world project experience.
📥️ Read more in the Wall Street Journal.
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