How to stay resilient in a challenging development jobs market

The international development job market has rarely been as challenging as it is today. Between shifting donor priorities, shrinking budgets, and an increasingly competitive pool of candidates, many professionals are facing repeated setbacks in their job search. While it’s easy to lose confidence, resilience and persistence are key to navigating this moment successfully. “Just know that you’re not alone,” Kelsi Kriitmaa, a social impact career coach and veteran development consultant, said during a recent Devex digital event. “There are a lot of people changing sectors [and] career pathways, [but] there are [also] tons of resources out there.” To support development professionals who are seeking their next opportunity, Kriitmaa was joined by international development HR adviser Jack Jarrett in offering guidance on how to stay motivated, maintain momentum, and continue growing even in the face of setbacks. Here are a few key takeaways from our discussion to help job seekers sustain resilience. Rejection isn’t personal, it’s data Rejection in international development often has little to do with your ability. Budget freezes, donor shifts, or internal politics are significant factors in many instances. “It’s heartbreaking when we do get a no, and it’s really hard not to take it personally. But we really need to remember that there is so much going on behind the scenes that we do not have access to,” Kriitmaa said. Instead of seeing a “no” as proof you’re not good enough, try to learn from it. Each outcome can inform how you refine your CV, tailor your cover letter, or strengthen your interview story. “I really encourage my clients to look at every single no as a data point,” Kriitmaa added. “I always encourage people to ask for more information. Message the hiring manager and ask if they can give you feedback. Don’t just apply and get a no, and then that’s it. Try to actually follow through.” Following up is also an often overlooked aspect of networking that can lead to better outcomes down the road, Jarrett said. It can help build rapport and a relationship with the hiring manager that can help with landing other roles within the organization. Focus on what you can control “You can’t control the donor funding cycles at the moment or organizational restructures, [but] you can control your skill development, your network building, and your application strategy. So channel your energy into these areas,” Jarrett said. The feedback you receive from recruiters can help guide you on the skills you may need to sharpen, but there are also emerging areas that are broadly growing in demand, which can strengthen your candidacy. “Private foundations are increasingly wanting staff who understand implementation realities, of which development professionals have an abundance,” Jarrett said. He added that transferable skills, such as cross-cultural communication, working with limited resources, stakeholder management, monitoring, evaluation, and adaptability, are especially valuable in the current climate. When it comes to networking, LinkedIn is an invaluable tool, but Kriitmaa emphasized the importance of broadening your efforts as well. “We talk a lot about in-person events. We talk a lot about LinkedIn, but there’s a million things in between,” she said, including Facebook and other digital platform groups and communities specific to your work niche. Prioritize quality over quantity when applying It’s tempting to apply widely, but a scattershot approach rarely pays off and typically only leads to more rejections, according to Kriitmaa and Jarrett. “It’s about quality over quantity, and going for those jobs where you really meet the expectations [and] where you really want it,” Kritmaa said. This will not only increase your success rate, but also free up the bandwidth to follow up thoughtfully with hiring teams, she added. To help determine which roles are the strongest fits, Jarrett suggested creating a candidate assessment grid, which maps your skills directly against the job criteria. You can even take this a step further and submit your grid document, which can be as simple as listing your skills on one side and what the company is looking for on the other, with your application, he added.