July 2022

July 2022

Recruiters for the Copier Channel® for more than 30 years, Copier Careers® has been the only recruiting firm exclusively dedicated to connecting Copier Channel employers with experienced service technicians, copier sales representatives, sales managers, service & operations managers, controllers, support staff, and MPS/MNS experts. Start your month off right with Newsletter July 2022: Copier Channel news and career advice. Search copier jobs now.


Highlights From Our 2022 Mid-Year Q&A
News From Xerox
Sound Off: How long have you been in your current job?
Monthly Poll: Are you actively job hunting?
Read the Copier Careers 2022 Mid-Year Update!


Highlights From Our 2022 Mid-Year Q&A

Last month we published the 2022 Mid-Year Q&A as part of our biannual industry analysis series. Our June post excerpted our recruiter’s expert advice for employers and candidates. This month, we’d like to highlight a few more tidbits from our recruiters.

Employer Highlights

  • In a candidates’ market, hiring managers need a sense of urgency and an efficient hiring process. Candidates are interviewing with multiple companies, so if you’re not moving fast, be aware that your competitors just might be.
  • Network savvy technicians are in high demand because dedicated IT providers are competing directly for those candidates. Dealers must be proactive to keep those techs from being poached from the industry.
  • Don’t offer pre-2021 compensation. Companies must at least match a candidate’s existing salary. But money is not always the answer. Some candidates may take similar or even lower compensation for an exciting opportunity, a hot territory or new technology.
  • Compensation is only part of the conversation. Candidates are also concerned with company culture, opportunities to advance and work-life balance. Candidates from other industries might also want to talk about remote work. Be prepared to meet new or changing expectations.
  • Employers want to see stability in a candidate’s pre-pandemic career, and candidates should have reasonable explanations for job hopping. Retention is a very high priority now with some companies even incentivizing stability and long tenures.
  • Be ready to negotiate or renegotiate with a strong candidate. They may be speaking with other employers and will walk away if they don’t feel the offer meets their needs and market value.
  • If you are hiring, be prepared, have a great conversation and be ready to evaluate skills, fit and potential. Then don’t hesitate to make an offer. The competition for strong candidates is fierce.
  • Employers don’t have a lot of choices in this market, so they need to do the leg work. You can’t just turn the rare candidate down on a whim or technicality. If you’re on the fence, talk to the candidate or someone else will.

Candidate Highlights

  • How a candidate represents themselves in an interview is very important. Companies want to hire people who have the right skills and are excited to be there. Candidates who do the best know their value but keep their professionalism — they can have both.
  • During this process, candidates need to stay in communication — answer your phone, respond to texts, send an email. Our recruiters all say that the world will not end if candidates ask for what they want or if they tell an employer “no.”

In the market for a new job? Our job board features hundreds of copier jobs with top employers, updated daily. Search jobs now.

News From Xerox

Xerox released an unexpected statement on June 29th that their Vice Chairman and CEO, John Visentin, passed away the day before. “The Xerox family is profoundly saddened by this untimely event and extends its heartfelt condolences to John’s wife, his five daughters and his family.”

Xerox President and COO, Steve Bandrowczak, will serve as Interim CEO. “We are all greatly saddened by this tragic news and are keeping his family at the forefront of our thoughts in this difficult time,” said Bandrowczak. “John’s vision was clear, and the Xerox team will continue fulfilling it – not only to deliver on our commitments to our shareholders, customers and partners – but also to pursue John’s legacy.”

Sound Off

Last month we discussed our 2022 Mid-Year Q&A where we asked our expert recruiters about the current state of the industry. Their consensus was that the job market is red-hot and super competitive. The risk of losing hard-to-replace employees has caused many employers to step up their retention strategies. So we were curious to hear how recently our readers changed jobs. We had a solid turnout of 19,210 votes this month!

The results mirror what we’re seeing, less than 1% of the voters said they were currently unemployed. Even before the pandemic, we’ve been warning employers that the industry was essentially at zero unemployment. 2020 was the only window of opportunity for employers to easily snap up top-tier employees during the early disruption. For the companies well-positioned for growth, opportunistic hires were plentiful but since 2021, the job market has gotten tighter and tighter. Employers who missed out are dealing with the consequences.

A total of 14% of voters changed jobs since 2020 – 6% had a one to two-year tenure and 8% started in the past year. The remaining 86% haven’t made a career change for at least three years – 26% said three to five years, 27% said six to nine years and 33% said over a decade.

Think of the company knowledge and skills these long-tenured people represent to their employers and coworkers. It’s no wonder companies are making big changes to avoid losing them!

Growing employers looking to find and attract these top industry pros certainly have their work cut out for them. Luckily, Copier Careers can help!

We had some especially insightful comments this month so be sure to read them below!


How long have you been in your current job?

  • 10+ years (33%, 6,426 Votes)
  • 6-9 years (27%, 5,121 Votes)
  • 3-5 years (26%, 5,028 Votes)
  • I just started! / Less than a year (8%, 1,514 Votes)
  • 1-2 years (6%, 1,112 Votes)
  • I’m unemployed (0%, 9 Votes)
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Some comments from y’all:

  • “Couldn’t deal with my OEM anymore. Those ships are so big that they can’t correct course even if they wanted to, which they don’t. I moved to a smaller outfit, but the pay is much higher and they are knocking sales out of the park as their business model is so much more down to earth and genuine than the OEM “big hat” sale followed by “tiny hat” performance. The stress is nowhere near what it was for the last several years with Big Brother OEM.”
  • “Passing 21 years this month.  It’s been a long growing commitment. There’s a lot changing in the industry, more to come I’m sure. When Covid started I had to consider what I would do if it didn’t work out. It has for me, but can’t help think about all those it didn’t.”
  • “It’s been a really good change so far.”
  • “While I have been stable million-dollar producer and successful multimillion-dollar Sales Manager, opportunities within my geographical market are few and far between. New opportunities are tied to relocation, making it difficult – and employers in more rural markets know it.”

Read More Comments!

Newsletter July 2022 Poll

Are you actively job hunting?

  • Maybe, but the offer would have to be a big improvement (35%, 7,393 Votes)
  • Somewhat, I'm definitely open to a conversation (26%, 5,493 Votes)
  • Yes, I'm ready to make a change (23%, 4,798 Votes)
  • No, I'm not going anywhere (10%, 2,026 Votes)
  • Yes, I'm unemployed (6%, 1,160 Votes)
  • No, I'm unemployed and not ready to go back to work (0%, 93 Votes)
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