According to recent research from Emlyon Business School, jobseekers with a "fixed mindset" regarding their skills tend to lack the confidence needed to face various job search obstacles. The study, led by Lauren Keating, Professor of Organisational Behaviour and Psychology at emlyon, alongside Peter Heslin, Professor of Management at UNSW Sydney, explored how different mindsets influence individuals' perceptions of job search difficulties during periods of redundancy.

Growth mindset vs fixed mindset

The researchers discovered that jobseekers with a "growth mindset" were more receptive to the idea that their age and experience could positively influence their job search. In contrast, those with a "fixed mindset" believed that their unchanging personality would hinder their ability to network and negotiate effectively.

Furthermore, individuals with a fixed mindset often referred to themselves in negative terms, suggesting that they viewed their job search skills as inflexible. In contrast, those with a growth mindset employed labels that emphasised the adaptable nature of their job search capabilities.

This is due to the fact that individuals with a "growth mindset" believe that, while some skills may not come easily, most can be improved through training, practice, and access to the right resources. On the other hand, those with a "fixed mindset" think their abilities are largely unchangeable, viewing their skills as tied to inherent personality traits that cannot be developed, regardless of effort.

Exploring the differences in mindsets

To delve deeper into the differences in mindsets, the researchers conducted interviews with over 20 employees from a government-funded organisation that was experiencing defunding, leading to redundancies. The participants were interviewed about their skillsets, particularly in relation to networking, interviewing, negotiating, and job searching. Following the interviews, the participants attended a workshop focused on cover letter and CV writing, job vacancy searching, interviewing techniques, as well as networking and negotiation skills.

After the workshop, the researchers conducted qualitative interviews with the participants, focusing on the challenges they perceived in their job search process. They also explored whether and how the participants believed they could overcome these obstacles.

“In a rapidly evolving job landscape, especially in sectors like tech where we are seeing huge layoffs, it’s not just the skills you currently possess that define your potential—it’s the belief that you can continuously develop them.”, says Professor Keating. “A growth mindset turns every setback, even layoffs, into an opportunity for reinvention and learning. In the face of competition, it’s the ability to adapt, learn, and evolve that will set job seekers apart.”

The researchers found that individuals with a "fixed mindset" were more inclined to attribute their skills and abilities to their inherent personality rather than viewing them as something that could be learned or developed.

Whereas in contrast, jobseekers with a "growth mindset" were more likely to discuss how they could learn from others in the workplace and continuously develop the skills needed for improvement, emphasising lifelong learning.

The researchers also noted that a "growth mindset" is not only advantageous during a job search but also within an organisation, as it enables employees to cultivate new skills that can benefit the company.