According to the U.S. Bureau of Labor Statistics, the workforce is projected to grow by less than 0.5% through 2033. At the same time, labor force participation is expected to decline. And while unemployment is anticipated to rise marginally in 2025, it will result in a slightly larger workforce but with slightly lower participation compared to 2024.
“There is no easy or quick solution to address these challenges,” says Danny Markstein, Markstein’s chairman and founder. “Those industries and employers that understand that the human resource is scarce and think more strategically about talent attraction and retention will fare better than those that do not.”
Job market projections are uncertain as we move into 2025 under a new presidential administration. While we’re in a period of low unemployment, employee dissatisfaction and disengagement are at an all-time high.
“The need for employees to be flexible and open to embracing new technologies, such as AI, is critical,” says Keelie Segars, Markstein’s chief executive officer. “These oppositional forces will create challenges for HR and business leaders. Employers need to connect with their team members and focus on engagement and retention to garner the trust needed to successfully navigate the challenges ahead.”
Markstein is facing a critical pivot point where AI and data will fundamentally reshape how our team connects with clients.
“The traditional boundaries between technology and human insight are blurring, pushing us to become more predictive and precise in our communications strategies,” says Christy Evans, executive vice president. “Generative AI will dramatically accelerate our campaign development, but it won’t replace the nuanced understanding that comes from genuine human relationships.”
She notes Markstein’s competitive edge will depend on how smartly we integrate advanced analytics with authentic client engagement.
“Our challenge is clear: leverage technology without losing the empathy and strategic thinking that truly differentiates our work.”