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#JobSearch : The Fastest Way To Land A Job In 2026. Great REad for All!

October 12, 2026/in First Sun Blog/by First Sun Team

Whether you’re a new college grad, a mid-career professional, or a seasoned executive, if your job search is dragging on for months, you’re not alone. One big reason for this situation is that recruiters and hiring managers have to navigate a resume tsunami to identify high-quality candidates.

In 2026, the speed of getting hired doesn’t come from applying to more jobs or trying to beat the Applicant Tracking System (ATS). The candidates who are hired the fastest instead focus on demonstrating their value and how they have delivered results.

Let’s take a close look at the key factors that impact your success in getting hired as fast as possible in 2026. These include:

Resume
LinkedIn Profile
Interview skills
Networking
Getting a referral.

Your Resume

Once your resume gets into the hands of a recruiter or hiring manager, it must answer one question quickly: Why should we interview you? Initially, a recruiter skims the resume’s information. They don’t read it word-for-word. Within seconds, they decide whether you are relevant, qualified, and worth talking to.

A critical resume mistake is using generic job descriptions. These don’t grab attention, so a recruiter will typically move on.

Hiring managers care about the impact you have made and the results you have delivered. If you want to speed up the hiring process, your resume must focus on your accomplishments and the outcomes you achieved.

Instead of listing tasks or general responsibilities, highlight measurable accomplishments to impress the employer. To grab their attention, illustrate results like:

Increased the company’s revenue
Delivered cost savings
Saved time
Improved efficiency
Created something new
Improved productivity

Whenever possible, quantify your results with eye-catching numbers and statistics.

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Did you know? First Sun Consulting, Llc (FSC) is celebrating over 32 years in delivering corporate & individual outplacement services & programs to over 1200 corporate clients in the U.S., Canada, the UK, & Mexico! Visit us @ www.firstsun.com OR Ask for a Quote for Services at info@firstsun.com
We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

Article continued …

The LinkedIn Profile

In this competitive job market, when a recruiter is sourcing the best candidates for a role, only a completely optimized profile will suffice if you want to be discovered.

Your profile is an advertisement for you. If it doesn’t highlight your results, you’re sunk.

What matters most to hiring managers is your past success, as demonstrated in the job descriptions for each role. They should focus on your key accomplishments. Work histories without a job description that includes results will stall your job search.

Job titles matter, so ensure they reflect the work you did, not something vague the employer may use internally, but that isn’t clear to anyone looking at your experience. Yes, you can change the job title, but it needs to be clear, noting exactly what you did, not inflated or changed to increase the level of responsibility you didn’t have. For example, a “Systems Manager” title can be changed to a “Project Manager” title if that is what the role truly was.

Controlling the Interview

Many job seekers wait until they receive an interview invitation before starting to prepare. The successful candidate works on crafting answers and developing their strategy before any recruiter calls.

60 Second Sell

My clients learn to take control of the job interview from the start. They begin with the 60 Second Sell, a job interview technique I created that helps candidates stand out as strong prospects from the outset.

When the employer asks, “Tell me about yourself?” they’ve developed a response with their customized 60 Second Sell technique. Think of it as an elevator pitch that’s strategic and on steroids.

To create one for yourself, first analyze the specific job and stated requirements, drawing on your knowledge of the role.

Second, assess your top five selling points to highlight your significant accomplishments, experience, and key strengths.

Third, link these five key points together in a few sentences to create your opening response, which is your verbal business card. This opening signals to the interviewer, “I’m the candidate you are looking for.”

For a specific example, read my Forbes article, Best Way To Open A Job Interview To Secure A Job Offer https://www.forbes.com/sites/robinryan/2020/09/15/best-way-to-open-an-interview-to-secure-a-job-offer/ ).

Situational questions and answers

Employers ask situational questions, which job hunters find most difficult to answer. Your answer requires concise work stories that paint a clear picture of how you have handled things in the past and would likely do the same if you worked for them.

A common mistake is to speak in generalities. Successful candidates know that their work stories must be specific, outline the problem, what they did, and the positive outcome they achieved.

Here are a few common situational questions you may be asked and should prepare solid answers for:

1. Tell us about a recent mistake you made.

2. Give us an example of how you deal with a difficult co-worker or customer.

3. Describe a time when you were criticized for poor performance.

4. Tell us about your experience using AI.

5. Explain about the time you had to persuade someone to see things your way.

6. Describe a time you adapted to a sudden change or unexpected challenge.

. Give an example of how you handled a stressful situation at work.

A candidate who demonstrates that he delivers the desired results, shows good judgment, and has strong problem-solving ability is the person the employer moves forward with.

Networking

Applying online alone rarely produces speed. Today, with so much competition for any one job, the differentiator comes from networking. Talking to insiders helps you gain better insight into company culture, upcoming openings, current problems, common issues, and the manager’s priorities. That insight allows you to sell yourself more effectively when you talk with the employer.

Applying Through a Referral

Recruiters tell me that a candidate referred to the company always receives serious consideration. Although it takes time to find someone to forward your resume to HR, the results are worth it. While others are lost in the avalanche of resumes, you are talking to the hiring manager.

Speeding Up the Search

After speaking with many recruiters and hiring managers, one pattern is clear: candidates who are hired quickly are those who present themselves clearly, demonstrate measurable value, and are ready when an interview opportunity arises. That means, through your resume and LinkedIn profile, you get to the interview stage where you demonstrate your ability to succeed in the role. Networking and referrals further help you be seen as the best person to hire.

If you want to shorten your job search in 2026, focus your efforts on the things that truly impact landing a job as quickly as possible.

Forbes.com | March 3, 2026 | Robin Ryan

#JobSearch : Laid Off? 6 Actions To Preserve Your Confidence And Next Paycheck. Lost your Job? MUst REad!

October 9, 2026/in First Sun Blog/by First Sun Team

Losing your job can unsettle you more than your bank account. It can shake your confidence, disrupt your routines and leave you wondering how to explain what happened. When the next opportunity arrives, relief can make it difficult to decide whether the offer supports your future or simply ends an uncomfortable stretch of uncertainty.

Since January 2025, over 1,247 companies have announced mass layoffs, cutting across tech, healthcare, finance, government, and logistics. I’ve written for Forbes.com about how layoffs affect mental health. As we entered 2026, the incidence and fears of layoffs have risen, and experts say the American workforce is suffering from “layoff fatigue.”

The 2026 Human Impact of Layoffs Report from Resume Genius highlights that pressure. Conducted with Pollfish on July 29, the survey included 1,000 U.S. adults ages 18–64 laid off within the previous two years. Half had told someone they resigned, although that included friends and family as well as interviewers. It doesn’t mean half misled employers.

Meanwhile, 36% believed their layoff made them less desirable to employers—a perception, rather than a measurement of hiring discrimination. Sixty-seven percent felt considerable or moderate pressure to accept their first offer, and 92% would make at least one listed compromise to return sooner. Among respondents who found new jobs, 65% took a pay cut and 13% earned more. The weighted, self-reported findings describe this sample’s experiences; they don’t establish that stigma caused lower pay.

Six Practices To Maintain Your Confidence And Paycheck After A Layoff

You can’t control an employer’s restructuring or eliminate the need for income. But these six practices can help you make your next decision with more clarity, confidence, and less self-blame.

1. Separate Your Employment Status From Your Worth

A layoff can quickly become a personal verdict: I wasn’t valuable enough. I should have seen it coming. Nobody will want me now. Before accepting those conclusions, separate what happened from what you are telling yourself about it.

Write two columns: facts and interpretations. “My position was eliminated during restructuring” belongs in the first. “My career is over” belongs in the second. Then list evidence of your contributions: projects completed, problems solved, relationships built and skills developed. This takes you out of the myopic perspective and give you a more accurate evaluation of what a layoff really means.

In a previous Forbes.com article, “5 Amazing Practices Of Self-Compassion That Can Benefit Your Life And Career,” I described ways to respond to setbacks with self-support. Apply that approach here. Acknowledge the disappointment without making yourself the target. Your employer eliminated a role; your capabilities still belong to you.

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We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

Article continued …

2. Prepare An Honest, Brief Explanation

You don’t owe every acquaintance a detailed account of your departure. But when you have another interview, prepare a truthful explanation that you can deliver without apologizing or becoming defensive.

For example, if accurate: “My position was eliminated during a company restructuring. I’m now looking for a role where I can apply my experience in customer retention and team leadership.” Then move to a specific accomplishment that connects your background to the opening.

Practice saying the explanation aloud until it feels familiar. Avoid inventing a resignation or claiming that the layoff was unrelated to performance unless you know that to be true. You can be direct about the circumstances while keeping the conversation focused on what you bring to the employer.

3. Define Your Minimum Before An Offer Arrives

Waiting until an offer lands to decide what you need can leave relief doing most of the negotiating. Set your priorities beforehand, while you have room to think.

Consider calculating essential monthly expenses and the costs of taking a particular job, including commuting, childcare and healthcare coverage. Identify your minimum workable compensation and the conditions that matter most. Distinguish preferences you can adjust from requirements you need to sustain employment.

A longer commute might be manageable for a temporary role but exhausting indefinitely. A lower salary might work with strong benefits and predictable hours. Put those trade-offs on paper. Financial urgency deserves an honest calculation, and no one should be shamed for accepting work that pays the bills.

4. Evaluate The Whole Offer And Ask What Is Flexible

When an offer arrives, request the details in writing and ask when the employer needs your answer. If the timeline permits, take time to assess the package before responding.

Consider salary alongside benefits, working hours, commuting costs, paid leave and opportunities to develop skills. Ask about workload, why the position is open and how performance will be evaluated. A familiar title doesn’t tell you whether the daily work is sustainable.

If the offer falls short, ask whether compensation or another priority is negotiable. Support the request with relevant experience and the role’s responsibilities. An employer may have limited flexibility, but asking gives you information. Avoid treating gratitude for an offer as an obligation to accept every term.

5. Give A Bridge Job A Purpose And Review Date

Sometimes the practical choice is a temporary position, a role outside your field or a job with lower pay. That decision can support your immediate needs while you continue building toward something else.

Define what the position will provide: income, useful experience, professional contacts or a schedule that leaves room for searching. Set a date to review whether it is serving that purpose. Keep a record of new accomplishments and maintain relationships in your target field.

Before accepting, consider whether the hours and demands will leave you capacity for your next step. A bridge job becomes more useful when you know where you want it to lead. Accepting one does not require abandoning your longer-term ambitions.

6. Build A Search Routine You Can Sustain

In “The No. 1 Career Habit Getting Job Seekers Hired In 2026,” I discussed perseverance that includes adjusting your approach after setbacks. Apply that principle through a manageable routine rather than an endless application marathon.

Schedule time for tailored applications, professional conversations and interview preparation. Review which efforts generate responses, and revise those that don’t. Protect personal time for sleep, movement and people who help you retain perspective. Ask a trusted colleague to review your accomplishments or rehearse your departure explanation.

The next paycheck matters. So does the person earning it. A layoff can change your circumstances abruptly, but you can approach the next chapter with an honest account of your experience, realistic priorities and respect for the value you bring.

Forbes.com | October 8, 2026 | Bryan Robinson, Ph.D.

#LinkedIn : 4 Ways To Get Noticed By Recruiters On LinkedIn This Year. So Why Aren’t You Getting Noticed by Recruiters on LinkedIn?

October 7, 2026/in First Sun Blog/by First Sun Team

According to LinkedIn research conducted by Censuswide in November 2025, which surveyed more than 19,000 consumers and 6,500 HR professionals globally, two-thirds of recruiters admit that it’s harder to find quality talent. But there you are, posting 24/7, adding tons of comments, and investing countless hours on LinkedIn daily. So why aren’t you getting noticed by recruiters on LinkedIn?

Why Are Recruiters Struggling To Find You?

You might feel lost in a sea of competition, but recruiters aren’t necessarily dismissing you because of your talent or even your skill set. You might be the exact person that they’re looking for, but just because you’re on the same platform doesn’t mean that you’re on the same wavelength. And the same LinkedIn research backs this up. Nearly 80% of job seekers globally feel unprepared right now, and that’s happening when 52% of people worldwide are actively looking for a new job in 2026.

Both sides are trying to find each other, but here’s the good news: you have the power to close this gap and create a LinkedIn profile that gets you in front of the right decision makers. You just have to step into their shoes and figure out what they’re looking for.

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Did you know? First Sun Consulting, Llc (FSC) is celebrating over 32 years in delivering corporate & individual outplacement services & programs to over 1200 corporate clients in the U.S., Canada, the UK, & Mexico! Visit us @ www.firstsun.com OR Ask for a Quote for Services at info@firstsun.com
We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

Article continued …

What Are Recruiters Actually Screening For Now?

Recruiters want to see evidence on your resume and your LinkedIn. They want to see, right off the bat, your skills. Now, that doesn’t necessarily translate to having the perfect banner, a pristine About section, or hundreds of thousands of followers. Recruiters want to see that A + B = C. Here’s what I mean.

Let’s say you graduated with a marketing degree, and your dream job is to be a communications director. You have the talent to get to the top of your profession, but when recruiters check out your LinkedIn, there’s no proof of your skill set. Nearly 70% of employers use skills-based hiring, according to NACE’s Job Outlook 2026 report, based on employer data collected during August and September 2025.

What does this mean for you? According to the NACE research, employers want one thing from candidates: for you to share specific examples of how you used that skill set to solve a problem. Information about your education and past experiences doesn’t do that unless it’s detailed enough to show measurable outcomes, data-driven results, and proof that what you do matters.

Four Ways To Get Noticed By Recruiters On LinkedIn

Here are four practical moves that you can make today that will make a difference between your profile getting scrolled past or scrolled through.

Update your About section to prove outcomes. It’s important to be teachable and to appreciate what you’ve learned, but when a recruiter stumbles on your LinkedIn profile, they also want to see what you have individually contributed and how you’ve made a difference in an internship, a company, or even at your university. Tell a recruiter in numbers how you brought about change. This advice applies to a resume as well. Recruiters want to see your story, and they want to see a transformation.
Add and post different forms of media content. Most recruiters don’t have time to read your 10-page resume of accomplishments, testimonials, and aspirational goals, so make sure that you communicate both in the written word and through video on your LinkedIn profile. Pair that with a 30- to 60-second video, so recruiters can see what you bring to the table from a variety of formats.
Optimize your headline with the right keywords. Most recruiters are scanning on their phones to find the best person for the job. That’s why the first words of your headline matter most. So don’t waste it with the words “recent grad.” Use your actual job title and skills.
Showcase your Featured section like a portfolio. Use those three to four areas purposely: Link to a project that you had the most impact on, highlight a website or portfolio that shows who you’ve worked with, and ideally, showcase a short video introduction.

Are You Ready To Get Noticed By Recruiters?

Recruiters want to trust you and your talent before they read your resume, invite you for an interview, or talk salary. So bring more clarity to your LinkedIn profile. Don’t make recruiters struggle to find proof of your talents. Give them everything they need, and you’ll get noticed by recruiters on LinkedIn in no time.

Forbes.com | August 26, 2026 | Colleen Batchelder

#LinkedIn : Laid Off? LinkedIn Might Be Your Smartest Career Move. Make Sure you Leverage LinkedIn to Gain Career Visibility.

October 7, 2026/in First Sun Blog/by First Sun Team

According to the latest Bureau of Labor Statistics (BLS) report for June 2026, more than 7 million Americans were unemployed with an unemployment rate of 4.2 percent. The unemployment rate was 3.9% among adult men, 3.7% among adult women, 3.6% among white adults, 6.6% among Black adults, 3.9% among Asian adults and 5.2% among Hispanic adults. In addition, the report notes, “The labor force participation rate decreased by 0.3 percentage point to 61.5 percent in June, and the employment-population ratio edged down by 0.2 percentage point to 59.0 percent.”

Now, more than ever, job seekers are leaning on professional networking sites like LinkedIn to help them find and secure jobs and market themselves to recruiters. What many don’t realize is LinkedIn is more than a job site; the site can provide a powerful pathway for career opportunities.

“I always tell people that your LinkedIn profile doesn’t replace your resume. It complements it,” shared talent acquisition consultant Jalonni Weaver. “As a recruiter, I use LinkedIn to learn more about candidates beyond what fits on one page. It gives me a better sense of who you are, what you’re passionate about, and how you show up professionally. A strong LinkedIn presence won’t get you hired on its own, but it can absolutely help you stand out.”

Weaver, who has utilized LinkedIn to build her personal and professional brand, has grown her LinkedIn community to more than 400,000 people. Weaver explained, “Because I invested in building my LinkedIn presence, it has opened doors to interviews, speaking opportunities, brand partnerships, and even helped me land my current role. People often think of LinkedIn as just a place to look for jobs, but I see it as a place to build relationships and create opportunities before you ever need them.”

Like this Article? Share It! You can now easily enjoy/follow/share Today our Award-Winning Articles/Blogs with Now Over 3.5 Million Growing Participates Worldwide in our various Social Media formats below:
Updated NEWS: #BestofFSCBlog – May24 we hit Two Milestones: #1– Hit over 1.6 million impressions on our FSC Career Blogs within 7 days on LinkedIn……. #2– Over 3.5 Million participates on our FSC Career Blog page below within three years! Both the Team/myself want to thank you all for participating! …… Chris G. & Team,www.firstsun.com
Daily FSC Career Blogs/Articles: Articles/blogs on today’s Job Search (Over 8K Daily Readers)- Go to ‘Blog Search’ & type in updated info on resumes, job search, networking, social media job search, etc.
https://www.firstsun.com/fsc-career-blog/
New- FSC LinkedIn Newsletter– Daily articles/blogs on Today’s Job Market & Seach. Subscribe Today!
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Question: Searching for ‘the Best Daily Career Search Articles/Blogs on the web’ on Job Search, Resume, Advancing/Changing your Career, or simply Managing People?
Answer: Simply go to our FSC Career Blog below & Type(Jobsearch, Resume, Networking, etc) in Blog Search: https://www.firstsun.com/fsc-career-blog/
What Skill Sets Do You Have to be ‘Sharpened‘?
Did you know? First Sun Consulting, Llc (FSC) is celebrating over 32 years in delivering corporate & individual outplacement services & programs to over 1200 corporate clients in the U.S., Canada, the UK, & Mexico! Visit us @ www.firstsun.com OR Ask for a Quote for Services at info@firstsun.com
We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

Article continued …

A record number of Black women have been pushed out of the U.S. workforce since 2025, according to the Economic Policy Institute. Many have turned to LinkedIn to help them build and establish their personal brands. “I want Black women to know that losing a job doesn’t diminish the value you bring. Your experience, your voice, and your perspective still matter.” Weaver shared and offered advice for those trying to build brands on LinkedIn. “Start sharing your journey, the lessons you’ve learned, and the impact you’ve made throughout your career. You don’t have to wait until you’ve landed your next role to build your brand. Sometimes your network becomes your biggest advocate before a recruiter ever reaches out.”

Traditionally, career gaps due to things like caregiving or a layoff have negatively impacted candidates on their job searches. Weaver explained how that is changing. “I actually think nonlinear careers make people more interesting. Every experience teaches you something. Instead of trying to make every job fit perfectly together, think about the skills that connect them. Maybe you’ve always been great at solving problems, building relationships, or leading people. That’s the story you tell. Your career is allowed to evolve because you do too.”

For those who may be scared to open up online, Weaver shared, “You don’t have to share your entire life online. Start by sharing something you learned, a career lesson, or a resource that helped you. The more you do it, the more comfortable it becomes. Remember, you’re building a professional reputation, and you have control over the story you tell.”

“We’ve made personal branding feel bigger than it needs to be,” she said. “You don’t have to become an influencer or spend hours creating content every day. Even spending a few minutes engaging with people or posting once a week can make a difference over time. Consistency will always matter more than perfection.”

For those who want to leverage LinkedIn to gain career visibility, Weaver had this to share. “First, make sure your LinkedIn profile clearly tells people who you are and what you want to be known for. Second, spend time engaging with other people’s content. Leave thoughtful comments, connect with people in your industry, and focus on building genuine relationships because networking doesn’t always have to happen in person.”

“Third,” she said, “challenge yourself to post consistently. It doesn’t have to be every day. Even once a week is a great place to start. Your story and your perspective have value, and people can’t learn from you if they don’t know you exist. This is actually why I’m creating a LinkedIn Branding Cohort that’s launching this fall. I meet so many talented professionals who have the skills and experience but don’t know how to tell their story or show up confidently on LinkedIn. I want to help people build a brand that feels authentic to them and creates opportunities they may not have had access to otherwise.”

Forbes.com | July 12, 2026 | Janice Gassam Asare, Ph.D.

#JobSearch : Why Your Old Job-Search Playbook Isn’t Working Like It Used To .A Polished Résumé Is No Longer Enough A MUst REad!

October 6, 2026/in First Sun Blog/by First Sun Team

You find a job that looks like a perfect fit. You have the experience, the qualifications and every reason to think you should at least get an initial interview. So, you apply. Then you hear crickets. Or you eventually get a rejection.

In the current market, a job search can stretch on for months. According to the U.S. Bureau of Labor Statistics, the average duration of unemployment reached 24.9 weeks in July 2026, while 25.5% of unemployed workers had been searching for 27 weeks or longer.

One problem is that the job search itself has changed. AI has made polished applications easier to produce at scale, while employers are using automated tools to screen candidates. At the same time, not every job posting represents an active opening.

The old job search playbook still includes useful tactics. But if your approach looks exactly like it did five or 10 years ago, it’s time to adjust your strategy.

Mass Applying Produces Diminishing Returns

Applying to more jobs can feel productive, especially when one-click tools make it easy to submit applications. But hiring managers are dealing with the other side of that equation. In iHire’s 2025 State of Online Recruiting report, 59.7% of employers said receiving too many unqualified applicants was one of their biggest job-board challenges. At the same time, 35.1% of job seekers said they valued the ability to apply to multiple jobs at once.

That creates a crowded funnel where volume alone does little to help you stand out. Instead of measuring progress by the number of applications you submit, focus on roles where your background closely matches the employer’s needs and where you can make a specific case for why you belong in the running.

Pro tip: Don’t let an easy application process determine whether you apply. Decide whether the role deserves your time first, then decide how much effort to invest.

Updated NEWS: #BestofFSCBlog – May24 we hit Two Milestones: #1– Hit over 1.6 million impressions on our FSC Career Blogs within 7 days on LinkedIn……. #2– Over 3.5 Million participates on our FSC Career Blog page below within three years! Both the Team/myself want to thank you all for participating! …… Chris G. & Team,www.firstsun.com

Daily FSC Career Blogs/Articles: Articles/blogs on today’s Job Search (Over 8K Daily Readers)- Go to ‘Blog Search’ & type in updated info on resumes, job search, networking, social media job search, etc.

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A Polished Résumé Is No Longer Enough

AI has made it easier for job seekers to create tailored application materials. iHire found that 29.3% of candidates used AI to write or customize a résumé or cover letter in 2025, up from 17.3% the year before. That raises the bar for what a résumé needs to accomplish. Your résumé needs to show what you’ve accomplished, the problems you’ve solved and the results you’ve delivered. Specific examples and measurable outcomes can help an employer understand the scope of your contribution.

Pro tip: Look for places where you can add numbers, percentages, time saved, revenue generated, costs reduced, growth achieved or another concrete measure of impact. When a metric isn’t available, explain what changed for the better because of your work.

Employers Want More Evidence Of Your Skills

Employers are putting greater emphasis on what candidates can demonstrate. According to NACE’s Job Outlook 2026 survey, 70% of employers reported using skills-based hiring, up from 65% the previous year. The practice was most common during job interviews, at 87%, followed by candidate screening, at 65%.

For job seekers, that means being ready to back up the skills listed on your résumé with specific examples. Think about the problems you’ve solved, decisions you’ve made, challenges you’ve handled and results you can point to. Depending on your field, that evidence could also include a work sample, portfolio, case study or skills assessment.

Pro tip: Build a small portfolio of examples you can draw from in interviews, including times you improved a process, solved a difficult problem, influenced a decision or delivered a measurable result.

Your Job Search Can’t Rely On Job Boards Alone

Job boards remain a major part of recruiting, but employers are looking for candidates elsewhere too. In iHire’s survey, 71.3% of employers used employee referrals, 49.5% used their company website or career page and 46.1% used professional networking sites such as LinkedIn.

That makes a search-and-apply strategy too limited. Use job boards to find openings, then widen your job search through company career sites, former colleagues, recruiters and professional contacts. The goal is to give employers another way to discover or remember you besides finding your résumé in an applicant pool.

Pro tip: For every role you seriously pursue, look for at least one route beyond the application, whether that’s a former colleague, recruiter, hiring manager or someone connected to the team.

Not Every Job Posting Represents A Real Opportunity

A job listing can look active even when the hiring process is stalled or the company has no immediate plans to fill the role. Revelio Labs found that the ratio of hires per job posting fell from 0.75 in 2018 to below 0.5 in 2023. The researchers pointed to several possible reasons, including hiring slowdowns, reposted openings and listings that remain live without a clear intention to hire.

Before spending significant time customizing an application, look for signs that the opportunity is current. Check the company’s career site, review when the role was posted and see whether the company appears to be hiring in that department. If possible, confirm the opening through a recruiter, employee or professional contact.

Pro tip: Pay attention to listings that disappear and reappear repeatedly or stay posted for months. That doesn’t automatically mean the role isn’t real, but it’s a reason to investigate before investing heavily in the application.

How To Adjust Your Job Search Strategy

A frustrating job search can make you question your experience, your résumé and even your value in the market. But the process itself has become more nuanced. A rejection may reflect competition, screening technology, a stalled requisition or a hiring process that changed after you applied.

That means your strategy needs to help you interpret the market, not just respond to it. Pay attention to where you’re getting traction, which types of roles generate interviews and where your efforts consistently go nowhere. Use that information to refine your job search instead of treating every rejection as a reflection of your worth.

The old playbook assumed a fairly direct path from opening to application to interview. Today, the path is less predictable. Candidates who track what gets results, learn from what doesn’t and continue adjusting their strategy will be better positioned to compete in today’s job market.

Forbes.com | August 19, 2026 | Caroline Castrillon

#Resume : The Resume Updates 2026 Hiring Managers Actually Care About. Resume Isn’t about AI Gimmicks or Buzzwords.

October 4, 2026/in First Sun Blog/by First Sun Team

Your resume is more than a listing of past jobs and duties. It’s one of the most direct ways you show decision makers what you can do, not just what you’ve done. In an evolving job market where AI tools and skills-first hiring are reshaping how candidates are evaluated, a resume that reflects strategic thinking, measurable impact and real relevance has a much higher chance of earning you interviews and opportunities.

Here are the updates hiring managers are paying attention to in 2026 and how to make each one work for you.

Highlighting Skills vs. Titles

In years past, your job title could open or close doors before a recruiter read a single line of your bullet points. Today, recruiters are increasingly starting their review with skills, not titles, because they want to know what you can actually do first. In fact, 41% of recruiters look at the skills section first, and 76% use Applicant Tracking Systems (ATS) to filter resumes by skills before a human ever sees them. This means that what you know and can do ranks very high in a first pass.

Start by listing 6 to 8 core skills that match the job you want, and split them between technical abilities (like software tools, analytics or industry-specific expertise) and soft skills (like communication, leadership or problem solving). Place this skills section near the top of your resume so ATS and recruiters see it quickly.

Use the same words you see in job descriptions so your resume is more likely to be picked up by keyword filters. Avoid generic terms like “good communicator” without context. Instead, show how those skills delivered results in your work sample bullets.

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Showing Impact With Analytics and Outcomes

Hiring managers don’t just want to know what you were responsible for. They want to know what changed because of your work. Every bullet point should answer a simple question: What happened? This is what separates average resumes from ones that get interviews.

Even simple additions like numbers, percentages or time saved can make a huge difference. For example, instead of saying “Managed social media accounts,” try “Grew social media engagement by 40% in 6 months, increasing lead generation by 12%.”

If you don’t have numbers immediately at hand, spend a little time estimating reasonably. Most hiring managers understand that not every result is perfectly tidy, as long as your impact is clear. This level of detail signals that you think in terms of results and business value, not just activity, and that is what distinguishes strong candidates today.

Removing Old Bullet Dust From Your Career

Many professionals let outdated duties linger at the top of their experience sections simply because those lines are familiar. But if it has been years since you did something worth highlighting, it probably has outlived its usefulness on your resume.

A good rule of thumb is to prioritize the last 7 to 10 years of your career. Older experience can be summarized in a line or two at the bottom if it is still relevant to the story you want to tell. Remove tasks you no longer do or that anyone in the role would be expected to do automatically.

Focus instead on achievements that show growth, leadership or contributions that directly connect to the kind of roles you are applying for. This keeps your resume lean, readable and relevant.

Tailoring for Roles You Actually Want

Generic resumes get generic responses. When you tailor your resume for the specific role you want, you dramatically improve your chances of landing an interview. Two actions help you tailor effectively: aligning your bullet points with the job description and customizing your professional summary for the audience.

Start by taking the job description you’re targeting and circling or noting the skills and outcomes mentioned most often. Then weave those into your resume where you have relevant experience. If the job emphasizes project leadership and you have that experience, make sure it appears in both your summary and the most recent bullet points of your experience section.

Another element hiring managers crave is a professional summary that quickly explains who you are and what you bring. Make this specific to the job you’re targeting rather than a generic career narrative. Tailoring takes a bit more work, but it shows you are intentional and attentive to detail, which are traits every manager values.

Leveraging Keywords Without Sounding Robotic

Including keywords from the job description is essential today because so many companies use ATS before a human even sees your resume. But keyword stuffing can make a resume feel robotic and unnatural if done poorly. Instead, integrate keywords organically into your bullet points and context.

For example, if a job calls for “data analysis,” don’t just list that term in the skills section. Instead, write a bullet like this: “Used data analysis techniques to identify trends in customer behavior that reduced churn by 15%.” This satisfies the keyword filter while still telling a meaningful story.

Also consider the modern shift toward skills-first hiring. Recruiters increasingly use platforms and tools that analyze skills more than titles, and both hard and soft skills now appear in descriptions of what candidates must bring. By thoughtfully incorporating these words in natural, outcome-focused sentences, you increase both ATS success and human engagement.

Updating your resume for 2026 isn’t about gimmicks or buzzwords. It’s about telling a clear, compelling story of what you can do and what value you deliver. By highlighting the right skills, showing measurable impact, keeping content current, tailoring for specific roles and using keywords in context, you make it easy for hiring managers to see why you’re a strong fit.

Your resume is your first impression, so make it a strong one. With intentional structure and thoughtful language, you can open more doors and get the interviews you deserve. Keep refining, keep measuring impact and keep your story aligned with the opportunities you want. You’ve got this!

Forbes.com | March 7, 2026 | Sho Dewan

#JobSearch : Why Mass Applying Isn’t Working For Job Seekers In 2026. How to Focus More on a More Targeted Job Search. Great Read.

October 3, 2026/in First Sun Blog/by First Sun Team

The tougher the job market gets, the more tempting it is to send out hundreds of resumes. When job interviews are scarce, it’s easy to assume that increasing your application volume will improve your odds. But in 2026, job seekers are competing in a hiring funnel already overwhelmed by applications.

Ashby’s 2026 Talent Trends Report analyzed more than 109 million applications across 247,000 jobs and found that applications per hire tripled from 2021 to 2024, remaining above 300 throughout 2025. At the same time, candidates are now roughly 50% less likely to receive an interview than they were five years ago. In 2021, about 7% to 8% of applications led to a job interview; by 2026, that figure had fallen to between 3.6% and 4.7%, depending on the type of role.

Applying to more jobs can still create more opportunities. But when recruiters are sorting through hundreds of applications for every hire, mass applying is a poor substitute for a well-targeted job search.

Why Mass Applying Has Become So Common

Mass applying is partly a response to the market itself. Ashby found that recruiters were processing about 291 applications per hire in early 2026 compared with roughly 100 in early 2021. Technology has also made high-volume applying easier. Employers are seeing more AI-generated applications submitted through automated tools, adding even more volume to already crowded pipelines.

That creates a cycle. Job seekers see fewer responses and apply more broadly. Employers receive more applications and become more selective at the top of the funnel. Candidates then respond by submitting even more applications.

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Why More Applications Aren’t Solving The Problem

The problem is not simply that there are more applicants. It is that recruiters are screening a much larger volume of candidates before deciding who moves forward. That makes the top of the hiring funnel far more competitive than it was a few years ago.

Once candidates make it into the interview process, the picture improves. By the first quarter of 2026, offer conversion rates had climbed above 2021 levels, reaching 10.4% for business roles and 7.3% for technical roles. That suggests the main challenge for many job seekers is no longer simply finding openings. It is getting enough attention at the top of the funnel to make it into the interview pool.

What The Research Says About Quantity Versus Quality

Research shows that job-search intensity still plays a role. A Journal of Applied Psychology meta-analysis covering 378 independent samples and 165,933 job seekers found that greater job-search intensity was associated with more interviews, more offers and a greater likelihood of finding employment. But it did not predict the quality of the job someone eventually landed.

The same analysis found positive relationships between job-search quality and interviews, offers, employment status and employment quality, although fewer studies were available for those measures. Researchers defined job-search quality as conducting the search systematically and preparing resumes, applications, networking efforts and interview behavior carefully enough to meet employer expectations.

The evidence points to a balance between quantity and quality. Job seekers still need enough activity to create opportunities, but volume alone is unlikely to carry the search.

What Mass Applying Can Cost Job Seekers

The problem with mass applying isn’t just the number of applications. It is what tends to get sacrificed when volume becomes the main goal.

Job seekers can end up:

Applying to roles where the fit is weak
Reusing the same resume across very different positions
Spending less time identifying the experience most relevant to a specific employer
Doing less research on the company or role
Neglecting follow-up and networking
Missing patterns in what is and isn’t producing interviews

The academic research makes a similar distinction between job-search intensity and the thoroughness with which job-search activities are performed. If your search becomes a race to hit an application quota, it becomes harder to tell whether the real problem is your target audience, your positioning, your resume or the market itself.

How To Build A More Targeted Job Search

A stronger approach starts with being more deliberate about how you organize your time.

Get clear on your target. The research defines job-search goal clarity as having a clear idea of the type of job, career and organization you want. Goal clarity was positively associated with employment status and employment quality.
Prioritize higher-fit opportunities. Spend more time on roles where your background, level and experience line up with what the employer is asking for.
Adjust your materials. You don’t need to rewrite your resume from scratch every time. But the most relevant skills, experience and accomplishments should be easy for the employer to find.
Review what your search is telling you. The research describes self-regulatory activities such as monitoring progress, analyzing performance and adjusting your approach based on what you learn. If dozens of applications are producing almost no interviews, repeating the same process may not be the best use of your time.

A targeted search still requires consistent effort. The difference is that you are putting more of that effort toward opportunities where there is a fit and adjusting your approach when the results tell you something isn’t working.

Use Networking To Strengthen Your Job Search

Ashby found that inbound candidates accounted for 52% of hires by the first quarter of 2026, up from 38% in early 2021. Direct applications are still producing hires, so there is no reason to abandon them just because competition has increased.

A more effective job search also uses relationships to gather information and create more context around an opportunity. Current and former colleagues, friends, previous employers and other professional contacts can be useful sources of job leads, information and advice.

That can mean:

Reaching out to someone at the company to learn more about the role
Asking a former colleague whether they know the hiring manager or team
Contacting a recruiter who specializes in your field
Using alumni or professional associations to identify relevant contacts
Following up after you apply when you already have a credible connection

When application volume is this high, relying on online applications alone can make your search more passive than it needs to be. A direct application can get you into the system, while a relevant relationship can help you better understand the opportunity and, in some cases, get your experience in front of the right person.

A Better Job Search Strategy In 2026

With recruiters processing hundreds of applications per hire, job seekers need to be more deliberate about where they spend their time. Applying broadly enough to create opportunities still helps. But volume alone isn’t much of a strategy. A more effective search means targeting roles that fit your experience and tailoring your application to the role. Use relationships where they can help, and adjust your approach based on what is producing results. If your application count keeps rising but your interview count doesn’t, it may be time to change your strategy instead of doing more of the same.

Forbes.com | September 29, 2026 | Caroline Castrillon

#ResumeWriting : 7 AI Skills To Put On Your Resume In 2026. MUst Read!

October 1, 2026/in First Sun Blog/by First Sun Team

You’re proficient in talking to ChatGPT…impressive. So are your intern, boss, and your competition. The bar for being good with AI has moved from “I can talk to AI” to “here’s what I’ve done with AI and how I’ve made it safe, useful, and profitable.”

There’s a difference between talking to AI and actually gaining business value and ROI. The latter (also known as applied AI) is what employers will pay a premium for.

Coursera pulled skills data from more than 300 million learners globally and analyzed skills development, proficiency, and enrollment trends to understand what’s changing in AI and human skills.

Their findings revealed that the most critical growing high-income AI skills for professionals in 2026 move beyond prompting techniques and focus specifically on AI transformation, deployment, and implementation.

While not all of the skills listed in this article will apply to you, depending on your role, it’s helpful to understand what these skills are so that you can choose to upskill and learn them (relevant to your industry and function) or simply to be aware of where your salary premium might lie and what to include within your resume.

These in-demand, trending AI skills include:

1. Generative AI Skills

The basics are still essential. Coursera defines this as using artificial intelligence systems to create new text, images, code, audio, and other content from instructions or data.

Some professionals might be proficient at talking to ChatGPT to help you create written content but not as well-versed in designing images with AI.

And by designing images with AI, I don’t mean asking ChatGPT to create a business flyer for an upcoming conference and then taking whatever ChatGPT generates and using it for your work. I’m talking about giving the AI specific context, constraints, voice guidelines, and detail to fully have your human input throughout the creative direction and process, and then reviewing the output to ensure that what is generated is in line with brand guidelines and is professionally acceptable without looking like an AI mistake.

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2. Model- And Assistant-Specific Skills

This is a new one. Previously, simply adding generative AI to your resume might have earned you a quick pass, but now companies want specifics.

There are differences between LLMs: ChatGPT versus Gemini versus Claude versus Copilot. (I spot the differences here.)

How do you know which model to use, for what, and when? What are the best models for your type of work?

Employers will want to know you have a solid answer, because if you don’t, you’d waste company AI tokens and compute on the wrong models and model strengths instead of producing focused work; it will show in the resulting outputs, too.

3. Agentic AI Skills

At the beginning of last year, I interviewed IBM’s vice president, Justina Nixon-Saintil, at the IBM headquarters in London. She told me that agentic AI would be an emerging skill that would pretty soon become in demand across employers globally. More than a year and a half later, we’re seeing that prediction come true.

AI agents are being embedded across enterprise for multi-step tasks and complex workflows, running quietly in the background while employees focus on other human-demanding tasks. This gives you a strong advantage in productivity per employee, because you can create more value as a professional.

There is a caveat: companies don’t want you to use agentic AI ruthlessly.

You need to understand how to direct the agent in the same way you would train and direct a human teammate. You also need to understand what good looks like and know how to incorporate agentic AI into your decision-making without letting it do all the work for you. Ownership and ethics still sit with you.

That’s why agentic AI skills, both on the technical side (from building an AI agent to knowing how to use existing agents, like Asana’s teammates) and on the human control and ethical side, are very important. That’s also why domain expertise in your field is essential: you can’t give an AI agent the right instructions if you don’t know your field inside out.

4. Prompting And AI Interaction Skills

This refers not only to writing prompts, but to refining and iterating so you’re guiding AI to create the best, most useful, and reliable outputs and solutions.

Do you know how to construct a useful Claude or ChatGPT skill? Can you analyze why your prompt produced a terrible output and what you need to add to reduce ambiguity?

5. LLM Application And Modeling Skills

This is best suited for your resume if you’re in a tech or startup environment and want to pursue a technical career. LLM application and modeling skills refer to knowing how to develop LLMs and LLM-based applications to “understand, generate, and transform language,” as Coursera puts it.

This is a highly in-demand skill, and professionals with it are in the top percentile of high-paying earners in the AI industry, per LinkedIn, including technical staff and AI and machine learning engineers.

6. AI Security

Cybersecurity professionals are experiencing a surge in demand, with AI security incidents and agentic AI implementation heavily contributing to the need for this skill set — not just within consultancies, but internally within organizations as well.

There are far too many recent headlines about AI agents going rogue to make it easy to see why this is a necessary skill.

But beyond cybersecurity, everyday non-technical professionals also need AI security skills.

Every professional should take responsibility and ownership for how they use AI within an organization, protecting against shadow AI misuse, hallucinations, and closely monitoring and following company guidelines and policies around high-risk, high-consequence activities (such as hiring, using AI tools, for example).

7. AI Workflow Integration And Orchestration

Given my project management background, this is actually my favorite AI skill.

And if you’re an organizer, operations manager, leader, or a program or project management professional, this will appeal to you too, because this is where you’re able to:

Coordinate AI tools, systems, and agents
Connect them to applications within your organization
Redesign processes and workflows to remove bottlenecks and make them more efficient

This slashes costs, reduces time, and boosts efficiency in project delivery while maintaining a high bar for quality.

Outside of project and operations management roles, AI workflow design and the skills listed above can also help individual contributors. Instead of taking the long route and adding technical (and cognitive) debt, you can ask yourself:

How can I reimagine the work I’m doing right now while maintaining a high-quality bar? What might it look like if I used the best AI model or tool for each part of this process?

Remember, an AI tool in your workspace apps–in itself–is not a flex. The flex comes from what you do with it, and how you apply your knowledge. That’s precisely what your resume needs to convey.

Forbes.com | September 30, 2026 | Rachel Wells

#JobMarket : Hiring Season: How To Find The Right Job This Fall. Finding that Job that is a ‘fit’ for You.

October 1, 2026/in First Sun Blog/by First Sun Team

Looking for work after time away can bring up a lot at once: hope, questions and concerns about what returning to work might mean for your day-to-day life and benefits. Fall job postings can sometimes create a sense of urgency to apply quickly. But before you hit “submit,” it is worth taking time to understand what a job could potentially ask of you and be able to plan accordingly.

A useful question is: “Could this job work for me, with the right support?”

A job title and hourly rate tell only part of the story. A part-time position might have changing shifts. A remote job might require in-person training. A seasonal role might end after a few months. None of those details automatically make a job a poor fit. Knowing them in advance can help you decide whether the opportunity aligns with your needs, goals and lifestyle.

If you are 18 to 64 and receive Social Security Disability Insurance (SSDI) or Supplemental Security Income (SSI) because of a disability, Social Security’s Ticket to Work Program can help you explore your employment options. The program is free and voluntary. Authorized providers offer services that can help you prepare for work, find a job and receive support as you transition into employment.

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Look Beyond The Job Posting

Before applying, think about what you would need to make a job a good fit for you. Maybe a consistent start time matters. Maybe you need to know when breaks are available or how often you would have to commute. You do not have to figure everything out at once.

An interview is your opportunity to learn about the job. Consider asking:

“What does a typical shift look like during your busiest weeks?”
“How far in advance are schedules posted?”
“Do weekly hours usually stay the same?”
“Which duties need to be done on-site?”
“What does training look like during the first month?”

You can ask questions about how the job works without disclosing your disability.

Imagine a job seeker who applies for a position advertised at 20 hours a week. During the interview, she learns that training requires full days for the first two weeks. Now she has information she did not have from the posting. She can decide whether that schedule would work for her and, if necessary, ask whether another training arrangement is possible. It is much easier to have that conversation before the first day of work

If you are considering a different field, CareerOne Stop, sponsored by the U.S. Department of Labor, can help you research occupations, including typical duties, skills, wages and employment trends.

Find A Support Provider Who Fits Your Goals

Through Ticket to Work, you will work with an Employment Network or a state vocational rehabilitation agency. Providers do not all offer the same services, so it can be helpful to talk with more than one. Social Security’s Find Help tool can help you locate providers, while its guide to choosing an Employment Network includes questions to consider before making a decision.

Thinking about your needs ahead of finding a job can help prepare you for the right position. Ask what support is available after you are hired. Could someone help you navigate a schedule change or prepare to request an accommodation? Can you meet virtually? Who would you contact if the job turns out to be different from what you expected?

If you choose an Employment Network, you and the provider will develop an Individual Work Plan. This plan outlines your employment goals and the services the provider agrees to offer. Read it carefully and ask questions. The plan should reflect the kind of work you are actually trying to pursue and the support you need to achieve your goals.

Get A Clear Picture Of Your Benefits

Worrying about how work could affect your benefits is understandable. SSDI and SSI have different work rules, and employment may affect other benefits as well. Before accepting a job offer, consider talking with someone who can review the benefits you receive and help you understand how earnings may affect them.

Some Employment Networks offer benefits counseling. Work Incentives Planning and Assistance projects also provide free, in-depth benefits counseling to eligible Social Security disability beneficiaries, including those who are working or have a pending job offer. A benefits counselor can help you understand which rules apply to your situation and how changes in earnings could affect your benefits.

One work incentive you may hear about is the trial work period. This SSDI work incentive applies whether or not you participate in Ticket to Work. It allows eligible beneficiaries to test their ability to work for up to nine qualifying months while continuing to receive full SSDI payments, as long as they continue to meet Social Security’s disability requirements and report their work activity.

Those nine months do not have to be consecutive. Instead, Social Security counts them within a rolling 60-month period. In 2026, a month in which gross earnings exceed $1,210 generally counts as a trial work month for an employee. Different rules can apply to self-employment. The trial work period does not apply to SSI.

The rules change once those nine months are used, different work rules generally apply. Most SSDI beneficiaries enter a 36-month extended period of eligibility. During this period, Social Security compares your earnings to its substantial gainful activity (SGA) amount, along with other factors, to determine whether SSDI payments are payable for a particular month. In 2026, the SGA amount is $1,690 a month for individuals who are not blind and $2,830 for individuals who are blind. Social Security offers other work incentives that may help eligible beneficiaries maintain or restart benefits and or continue health coverage under certain circumstances.

Another topic to discuss with a benefits counselor is impairment-related work expenses. These are certain expenses for items or services you need to work because of your disability and pay for yourself without reimbursement. When an expense meets Social Security’s requirements, it may reduce countable income for SSI or be deducted from gross earnings when Social Security evaluates substantial gainful activity for SSDI. Keep receipts and confirm whether an expense qualifies rather than assuming it will be deductible.

Ask For What Helps You Do The Job

You do not need a perfect explanation before discussing accommodations. Sometimes it is easier to start with the work itself and the change that would help you perform it successfully.

For example: “I can handle the customer calls and documentation. A consistent start time would help me do that work reliably.”

You may also request a reasonable accommodation for the application or interview process if you need one. Deciding when to discuss accommodations for the job itself is a personal choice. The U.S. Equal Employment Opportunity Commission explains how the ADA protects job applicants, including how to request an accommodation during the hiring process. For help exploring possible workplace accommodations, the Job Accommodation Network provides free, confidential guidance.

Keep Notes As You Go

Once you start working, keep copies of your offer letter, schedules, pay stubs and receipts for expenses that could qualify under a work incentive. Good records can make it much easier to answer questions and report information later.

Stay in touch with your employment provider after you are hired, too. If your schedule changes, and an accommodation does not meet your needs or the job is different from what you expected, revisit your plan and discuss your options. Finding out that one particular role is not the right fit is not the end of your employment journey. Instead, it can provide useful information about what to look for in your next opportunity.

Take The Next Step That Works For You

The right fall opportunity may be a job you are ready to accept now, a position worth exploring further or simply a chance to learn what you need before returning to work. Asking about the schedule, understanding how earnings could affect your benefits and knowing where to find support can help you make informed decisions along the way.

A successful job search is about more than getting an offer. It is about finding work that fits your skills, needs and life. Social Security’s Find Help tool can help you find Ticket to Work service providers when you are ready to explore your options.

Forbes.com | October 1, 2026 | Diane Winiarski,

#LinkedIn : 3 Simple Ways To Make LinkedIn Work For You In 2026 ….. Great REad!

October 1, 2026/in First Sun Blog/by First Sun Team

It’s a new year, which makes it the perfect time to update your LinkedIn profile and communications strategy to make sure it is current, relevant to your goals, and compelling to the people who are checking you out. The world of work continues to evolve, and your LinkedIn profile and networking strategy must position you for success.

Align Your LinkedIn Strategy With Two Critical Forces

Two important areas to consider while evolving your LinkedIn strategy are humanity and AI. As tech gets integrated into every aspect of business, your humanity is what helps you stand out and build meaningful relationships. That means your profile must show that you are clear, human, generous, empathic, and grounded in real experience, all the things AI and technology are not.

At the same time, you need to showcase your skill and interest in AI. AI will impact virtually every role. Make it clear that you’re using AI thoughtfully and are committed to proactively developing AI skills to remain ahead of the curve. This can show up in how you describe your work, the content you share, and the tools or approaches you reference in your profile.

The goal is not to do more on LinkedIn, but to do the right things well. Follow this these three steps:

1. Update Your LinkedIn Profile

A lot happens in a year, so if you haven’t been updating your profile regularly, it’s time to make it current and compelling.

Your LinkedIn Headshot

Your headshot makes you real in the virtual world. It allows people to connect with you on a human level. It should convey the real you and be at least current enough for someone to be able to find you in a crowded coffee shop. If you changed your headshot recently, you probably won’t need to update it if it meets these criteria.

Your LinkedIn Headline

Your headline’s job is to make you relevant and confirm for viewers that you are the person they are looking for, or a person they should get to know. LinkedIn gives you 220 characters for your Headline. Use as many as needed to captivate viewers and encourage them to read on. Your LinkedIn headline has three important functions:

It makes you relevant. Your current title, role, and company make you relevant.
It helps you get found. Use your headline for search optimization. Include in it all the keywords you want to be associated with, and those people will use to search for you.
It allows you to showcase something interesting about you that makes the viewer want to learn more. Consider including why you do what you do, how you do what you do, or the results you achieve when you do it. You could also share your passion or life purpose.

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Article continued …

Your LinkedIn About

Your About allows you to introduce yourself, tell your story, and make a branded first impression. Because of the power of LinkedIn and how search results are presented in Google, it will likely be your first impression. When you’re thoughtful in crafting your About, it helps you:

Differentiate yourself in a crowded marketplace
Attract opportunities that align with your goals
Build trust and real human connection with others

Your About is also a natural place to convey your thoughts about AI and the role it plays in your work.

Your LinkedIn Featured Section

Because many people keep their Featured section blank, it is an opportunity for you to stand out and showcase your passions, purpose, and accomplishments. Your Featured section sits near the top of your profile, between your About and Activity sections. That means more people will see it. This section is designed to showcase multimedia. Include images and video to enhance your story and make your profile richer and more interesting. Consider including:

Your Brand introduction. Create a brief 60-second video, that highlights your interests, accomplishments and fun facts about you.
Your Success Stories. Share one or two pieces of content or stories that highlight your superpowers and differentiators.
Your Intellectual Property. Use it to convey your proprietary process, framework, or system, like your three-step formula for crafting click-worthy headlines for social media posts.

2. Define Your LinkedIn Networking Strategy

In 2026, effective networking is about relevance and relationships, not volume. With over 1.3 billion members, LinkedIn is a powerful place for networking. Your goal, though, is not to connect with all 1.3 billion professionals. It’s to identify your community and be visible to them. As the new year begins:

Get your network up-to-date. Look back through your calendar and emails and send connection requests to the people you have met in the past year.
Decide on your strategy for adding new connections as you meet people. Also, do searches to connect with other like-minded peers so you can build a community for mutual support.
Put plans in place to grow your network. Consider adding your LinkedIn profile to your email signature, and create a slide to include in presentations you deliver to encourage participants to reach out and connect.

3. Commit To A LinkedIn Visibility Plan

Once your profile and network are aligned, visibility is what brings your personal brand to life. Strong brands are visible and available to the people they seek to impact, influence, and impress. The best way to do that is to share value as your primary thought leadership priority. There’s a lot of noise in the world of social media, and LinkedIn is no exception. To stand out, commit to the three Cs of social media communications plans:

Consistent. Strong brands are known for something, not 100 things. Know your topic, message, and POV and stick with it.
Constant. Choose a cadence and commit to it. You may choose to post a couple of times a month, weekly, or even daily. Whatever you choose, treat it as you would any other important item on your to-do list.
Critical. Not critical in the sense of being judgmental. Critical meaning it is not content that is nice to have. It’s meaningful and valuable to your audience and essential for their success.

One way to achieve the three Cs of effective visibility is with a LinkedIn Newsletter. It’s a powerful way to stay engaged with the people who are interested in what you have to say, and the LinkedIn Newsletter platform makes it easy for you to create, share and promote your newsletter to followers and connections. It allows you to build familiarity and trust over time without having to start from scratch each time you post.

Make LinkedIn An Ongoing Habit Instead Of A One-Time Update

Your LinkedIn profile serves many roles in helping you build your personal brand and achieve your career goals. To maximize its impact, commit to keeping your profile up to date and staying engaged with your network. LinkedIn works when you work it, so adopt the habit of interacting on LinkedIn regularly and create more opportunities that are aligned with your goals.

Forbes.com | January 6, 2026 | William Arruda