Navigating the job market can feel like a rollercoaster ride, filled with highs, lows, and unexpected twists. When you've been forced to look for new opportunities and are trying to stand out in a competitive field, it's easy to internalize setbacks as personal failures. However, many factors affecting your job search are simply out of your hands. Understanding this can reduce feelings of inadequacy and boost your resilience. This guide will help you see how external circumstances—particularly affecting the federal workforce—play a role in our motivation and confidence during a job search and offer ways to stay strong in the face of challenges.
The Federal RIF is Not a Reflection of You
Currently, the federal workforce is experiencing a shocking and unprecedented, large-scale workforce reduction due to President Trump's Executive Orders and the whims of Elon Musk. Thousands of United States federal civil service workers and contractors have lost their jobs during Trump's first month in office. It began with the ISAID stop-work order issued by U.S. Secretary of State Marco Rubio on January 24, 2025, ultimately leading to the shuttering of the 63-year-old International Development Agency. On January 28, Trump issued an executive order seeking to strip thousands of federal employees of their legal civil-service protection. On February 26, 2025, President Trump issued another executive order calling for a sweeping review of government contracts over the next 30 days and directing that contracts be terminated or modified to reduce overall federal spending. The job losses will continue, and no federal agency, contracting firm, implementing partner, or grant recipient is immune.
The efforts of the Department of Government Efficiency (DOGE) have been indiscriminate and haphazard, not to mention chaotic and cruel. It's obvious there has been no scrutiny or review of any individual's performance in making these decisions. How could there be? There hasn't been enough time. The DOGE strategy is 1) bribe them with the deferred-resignation deal they offered, 2) Make them so scared and demoralized they want to quit, and 3) Use "probationary status" as a legal loophole to fire as many people as possible. Even though many of these employees have dedicated their careers to serving the federal government and just happened to be in a new role. DOGE has repeatedly needed to backtrack and rehire critically important staff, proving they had no idea who they were firing, what they did, how critical their role was, or how it would impact the nation.
Need more evidence? According to multiple news sources, including NPR, "the U.S. Office of Special Counsel (OSC), which is investigating the firings of probationary employees, has concluded that the USDA did not look at individual employee performance or conduct when deciding whom to fire, a requirement for terminating federal employees during the probationary period. Instead, he found that the USDA was trying to achieve a reorganization — a massive reduction in force, in line with OPM's directive to eliminate all positions not deemed "mission-critical." Agencies conducting mass layoffs for reorganization must undergo specific procedures, including giving employees 60 days' notice. The USDA failed to do this." As a result, the OSC is "urging all federal agencies to voluntarily and immediately rescind any unlawful terminations of probationary employees."
I've been coached over 50 federal workers in the past month alone, and despite the evidence, the number one thing everyone needs to hear right now is: "This is not a reflection of you. This has nothing to do with your talent, skills, effectiveness, or commitment." Even if we understand that logically, it's been so shocking it's hard not to let our emotions take over and make us doubt ourselves.
While the loss of your job is not a reflection of your work, the effects are deeply personal. You've had your safety and security ripped out from under you. You are feeling angry, sad, scared, and vulnerable. Losing a job is a destabilizing event in a person's life, so self-doubt is bound to creep in. This is why I want to tell you again, "This is not about you."
There are many reasons you may not have gotten an interview that have nothing to do with you
Shifting to a new career or industry is no small feat, and having the right perspective is key. Even with years of experience, many professionals encounter situations where they don't hear back about a role they thought was a perfect fit. There are numerous external factors that influence whether or not you are considered for a role. Remembering that helps the rejection emails sting a lot less, so I wanted to write a list for you Here are just a few reasons you may have been passed over for a job without getting the chance to interview.
Reason #1 The business case for the job has changed. It's common for consulting firms to advertise roles before they've officially received a contract, and then they don't get it. Likewise, unexpected changes occur within organizations all the time. A position could be canceled because of a bad revenue quarter, an internal restructuring, or a change in strategy. You may have been perfect for the job, but the job no longer exists.
Reason #2: It was always going to be an internal hire. Sometimes, jobs are required by law or policy to be advertised, even if the organization plans to hire internally. You may have been perfect for the role, but an internal colleague who didn't require onboarding or training or was ready for a promotion had the advantage.
Reason #3: The job description did not adequately represent the role. Have you ever gotten to the interview process only to discover that the job wasn't what you thought it was? If you've been passed over for a job you thought you were perfect for, the job description may not have been entirely accurate. For example, maybe it referenced three areas of responsibility or three main skill sets, and you were strongest in two out of three. However, the role would be focused almost entirely on the area or skill in which you were less strong or experienced. There's no way for you to know that, but you may have dodged a lousy fit.
Reason #4: The hiring manager isn't very good at hiring. While frustrating, the reality is that many hiring recruiters don't fully understand the jobs they are filling. They may be early in their career and do not fully understand your profession, so they don't understand how your skills and experience will enable you to excel in the role.
On average, it takes 21 to 80 job applications to get one job offer.
The average corporate job opening receives roughly 250 applications.
61.7% of job seekers get at least one interview by sending 1-10 job applications.
51% of job seekers receive a job offer after having three job interviews.
Job seekers who consistently apply to 10-15 jobs per week achieve better outcomes than those who apply to fewer or more positions.
Sending out resumes and getting rejections is part of the process. Treating the process like a numbers game and viewing each rejection email as one step closer to the interview offer is also a productive perspective.
Knowing all these potential reasons you cannot control helps the rejections sting less. When I get the email that I am no longer being considered for a role, and the disappointment or fear starts to rise up, I say to myself, this wasn't the role for me, and it likely had nothing to do with my qualifications.
The Power of Resilience
So, how can you cultivate resilience during a job search? Here's what I recommend.
Change your Perspective: Start by recognizing the external factors influencing job openings. Shifting your perspective and remembering the list above can help you depersonalize the rejections.
Manage your Emotions: The best thing you can do for yourself during a career transition is to manage your emotions. To manage your emotions, you have to start by getting rest and eating well. Nothing deregulates emotions like being hangry or tired. Exercising and getting outside in the daylight also helps. Recognizing when our emotions are taking over our thoughts, taking a few deep breaths, and reminding ourselves of what is and is not in our control can also be effective.
Connect with friends and colleagues: The number one contributing factor to resiliency is having caring and supportive relationships. Connecting with supportive friends, colleagues, and family members is one of the best ways to stay motivated, hopeful, and confident during a career transition.
Moving Forward with Confidence and Connection
I'm a Career Coach helping federal workers transition to the private sector. I encourage you to embrace your career journey, and remember—it’s not just about you; it’s about understanding the circumstances that shape the world in which we work.
I also invite you to participate in my New Chapters Group Coaching Program, where you will get guidance, support, and connection as you navigate your career transition. I'd love to help you write your new chapter.
