#JobSearch : 7 Ways Freelancers Can Use LinkedIn To Increase Lead Generation. Great REad for Job Networking. MUst Read!

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LinkedIn can be a powerful client attraction tool for freelancers and service-based business owners. It allows you to get in front of and connect with company decision-makers, and is frequently rated as the most effective social media channel for B2B marketing and lead generation. And it seems more and more business owners are discovering the power of LinkedIn; the platform itself reports a 69% YoY increase in members adding the title ‘founder’ to their profile.

But simply “posting and ghosting” or updating your profile every once in a while isn’t going to gain you much traction. Freelancers who use the platform intentionally, consistently, and strategically are the ones who increase leads and, in turn, grow their revenue. Here’s how you can, too.

1. Show Your Best Self In Your Photos

There are two visual assets on your LinkedIn profile: your profile photo and your banner photo. Using these is critical for showing who you are, your value proposition, and for encouraging profile visitors to keep reading. Businesses that are looking to engage a freelancer like to see who they’re looking to do business with, as illustrated by the phrase “people buy from people”. Here are some tips to keep in mind when selecting your images:

  • Profile photo: Use a smart headshot. It doesn’t have to be taken by a professional photographer; just as long as it has good lighting, a clear background, and you’re dressed appropriately for your industry. Most importantly, it needs to be clear, friendly, and authentic to you.
  • Header banner: Create one with text that reinforces who you are or what you do. For example, if you’re a freelance graphic designer, your photo might say, “I create professional, mobile-friendly websites for small business owners that increase conversions and sales”. Go one step further and include another image of yourself to reinforce your personal brand.

 

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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. Make The Most Of The Featured Section

Your LinkedIn profile can be so much more than just an online CV. There are plenty of sections to highlight your offerings, past client work, and more. Completely utilizing all the real estate on your profile works in your favor; potential clients can get to know you and the value you bring to the table, and it’s reported that users with fully completed profiles get 30% more views.

Two important sections where you can do this are featured and services.

  • Featured section: Here, you can link to your LinkedIn newsletter if you have one, a “book a call” link (great for leads who are ready to talk), client testimonials, or case studies. You could highlight any of your best LinkedIn posts, or an external website link (such as your online portfolio, or a press article you’re featured in).
  • Services section: In this section, you can list the freelance services you provide to clients, with a small description. You can add media, pricing, and your availability. This makes it easier for potential leads evaluating your profile to understand exactly what you offer and how much it costs.

3. Create A Clear And Specific Bio

In your bio, it’s essential to speak directly to your target clients and be clear about what it is you can help them with. Keep these prompts in mind when writing your bio:

  • Who do you help? Perhaps your clients are based in a specific location or are in a certain industry?
  • What do you offer?
  • What transformation or outcome can they expect?
  • What’s the challenge you can help them overcome?

It’s all about being clear and concise about the freelance services you offer. Rather than just saying “I do graphic design”, you could say “I help businesses stand out by creating visually compelling brand assets that increase recognition and trust”.

Your bio is also a great place to include any social proof you have, whether it’s media features, qualifications, or the names of well-known companies you’ve worked with.

Finally, don’t forget to share the best method to contact you!

4. Share Your Insights And Expertise

It’s great to have an optimized profile – but don’t stop there. One of the best ways to utilize LinkedIn for lead generation is with a content posting strategy. Specifically, LinkedIn is where you can share your thought leadership, unique points of view, your ways of working, case studies, frameworks, and methodologies you use for working with freelance clients.

For example, you could post a case study once a week, highlighting what you did for a client. You could tell this in a story format, including the problem they faced, the solution you implemented, and the results this solution achieved.

Posting content is about letting potential leads get to know you and how you work before they book a call or send you an enquiry. It helps to build trust. This means they come to you as “warm” leads, not “cold”.

5. Start A Newsletter Or Publish Articles

If you have a penchant for long-form writing, creating a regular LinkedIn newsletter or publishing one-off articles could be a good move for you. These enable you to go deeper into your expertise and thought leadership. Not to mention that LinkedIn articles are frequently cited in AI chatbots and overviews – another great way for your business to be discovered online.

6. Don’t Forget Native LinkedIn Testimonials

Countless surveys and research show that showcasing testimonials increases the likelihood that a customer will engage with or buy from your business. WiserReview reports that 72% of people trust a business more after reading positive reviews.

The beauty of LinkedIn is that you can display testimonials natively on the platform in the “recommendations” section. Asking current and former clients for recommendations can be a powerful way to earn trust with leads, especially since leads can verify the source of the recommendation by viewing their LinkedIn profiles.

7. Engage With Others

Last but not least, remember that LinkedIn is a “social” media platform. So being social and engaging with others is a must. The best way to do this is leave a thoughtful comment on other people’s posts that you enjoy or learned something from. Ideally, these people will be business owners or decision makers in your target market. In your comments, focus on adding value versus being generic (“Great post!” comments just won’t cut it). Authentic, value-adding comments can increase your reach and the number of visitors to your LinkedIn profile.

 

Forbes.com | February 6, 2026 | Chelsea Tobin

#JobInterview : Challenging Job Interview Questions: 4 Simple Tips You Need To Know. Upcoming Interview? MUst REad!

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Have you ever been to a conference or networking event where you spend the entire time conversing with colleagues, but leave feeling alone — like you actually haven’t connected with anyone? For hiring managers, this is what a day of asking job interview questions often feels like.

When people feel they need to put their best foot forward, they often stick to scripts about expected topics. The problem with presenting yourself this way is that it’s often inauthentic, and let’s be honest, not very memorable. If everyone is sticking to the same script it’s hard to stand out from the crowd.

What can make a difference in answering job interview questions? Letting go of your over-polished self just enough to tell a story that illustrates your character. When people drop the scripts and talk about something slightly unexpected, it feels like a refreshing breeze in a stuffy room.

Stories make a difference in job interviews. Here are four tips for using storytelling during the interview process.

How To Ace The Hardest Job Interview Questions

1. Don’t overshare.

Choose a story from the realm of “personal” but not “private.” Experienced teachers are often masters of this — establishing rapport with their students by divulging some personal details (a food they abhor, a favorite song or movie, a fun holiday memory). But they avoid private details that students have no need to know. You can walk that same line in a job interview.

Find the right level of vulnerability. A challenging job interview question that often comes up is “Tell me about a failure?” or “What are your strengths and weaknesses?” These are great opportunities to tell a leadership story that shows your character. The key is to choose wisely and then tell it with confidence. A survey of hiring managers by Resume.org, published in May 2025, 39% cases where a Gen Z employee wasn’t a right fit for the company cited a lack of professionalism as a leading cause. Some of the specific ways that manifested was tardiness and not responding well to feedback. Being able to show both professionalism and vulnerability will set you apart from other candidates of any age. If you choose to tell a failure story, be sure that suggests that you lacked experience but not character.

 

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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. Don’t ramble.

Keep it under three minutes max. Telling a story doesn’t need to take very long. It’s not about sharing all the facts, it’s about sharing the right details. In three minutes you can structure an impactful story, using the IRS method. That’s enough for a 30-second beginning, a minute and a half to develop your story, and a minute to bring it to a close with reflections on why it’s relevant. Let my IRS model be your mantra as you structure stories for your interview:

  • I – Intriguing Beginning: In the first 30 seconds, set up an intriguing problem.
  • R – Riveting Middle: In the next 1.5 minutes, develop your story, maintaining the tension. The key here is editing out unnecessary details.
  • S – Satisfying End: In the last minute, bring your story to a close with reflections on why it’s relevant.

The most important part is the intriguing beginning. In the first few seconds, the the story should capture your interviewer’s imagination or you may lose their attention.

3. Don’t limit yourself to the role of “hero.”

When you’re trying to land a new job, it’s easy to think you should be the hero of every story so that the hiring team can see all the skills you bring to the role. But you have other options. Interesting stories that demonstrate your character can arise from your role as friend, mentor, sidekick, or witness to a discovery or a beautiful transformation. Keep in mind that a Pew Research Center survey in 2024 found that 64% of people who were satisfied with their jobs cited good relationships with their coworkers as one of the primary reasons why. It is often wise to show that you’re a team player who values strong relationships with coworkers.

4. Don’t forget the takeaway.

Frame your story so it leads to a takeaway. What do you want the exhausted interviewer, who may have seen 12 other candidates before you, to remember? If they remember nothing else, what do you hope they take away? Build on this to create an unforgettable ending. Make sure the takeaway directly answers the job interview question.

Storytelling Example: How To Answer “Failure” Job Interview Questions

Here’s an example of a brief but impactful story that shows the storyteller’s character and growth. This is a great way to answer the inevitable job interview questions about failure or weaknesses. Pay attention to the Intriguing beginning, Riveting middle and Satisfying end:

“I was in a new role leading a team to develop a new app. My superior came to me and told me the deadline was moved up by six months, so we could market it alongside the release of a related product. I knew it was a bad idea. But I was new to the company, so I just said, ‘Okay.’

My gut was right. My team worked the best they could, but the complexities and the design of the app were not given the time and thoughtfulness they truly required. When the app was released, my fears were confirmed. It was a total flop and only received bad reviews.

From that experience, I’ve learned to always speak up — even if it makes me uncomfortable. The next time, my manager came to me with news that set off red flags, instead of agreeing, I asked questions. I worked with him to understand the larger situation and find a solution that was better for the company’s overall mission, rather than focus on short-term goals.”

This story is successful because it’s relatable and shows how he put what he learned into practice immediately.

The Most Important Part Of A Memorable Job Interview

Remember, interviewers are human too. Yes, they hold a certain power over you, but just like you, they want genuine connection. Look straight into their eyes and smile. Don’t touch your phone during the interview itself. Sit up straight and show with your body language that you’re fully engaged in talking to the interviewer.

Interviewers need to understand who you are as a potential future colleague in the organization. If the interviewer is talking, ask followup questions and show your listening skills. Treating the person across from you with respect, in addition to offering smart answers with specific details when they ask questions, can go a long way. Applying all these tips will make answering even the most challenging job interview questions less challenging and more enjoyable, for everyone.

Forbes.com | February 1, 2026 | Esther K. Choy

#JobSearch : Essential Salary Negotiation Skills For Every Stage Of Your Career. Job Interview or Performance Review. MUst REad.

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Salary negotiation remains one of the most powerful yet underutilized tools in professional development. Despite knowing its importance, two-thirds of people never negotiate their compensation—a decision that costs individuals roughly $1 million over their careers.

The gap between understanding negotiation’s value and actually engaging in it reveals a critical truth: mastering salary negotiation isn’t just about strategy—it’s about mindset.

The Value Gap Starts Within

The first barrier to effective negotiation isn’t external—it’s internal. Many professionals, particularly women, struggle to articulate their own value because they’ve never been taught to identify it. After taking a deep dive into this phenomenon with salary negotiation experts like Crystal Ware and Meggie Palmer, it’s evident that this challenge stems partly from cultural conditioning that doesn’t place monetary value on traditionally caregiving roles, making it difficult to translate workplace contributions into compensation discussions.

The solution begins with regular self-assessment. Start by documenting your achievements weekly—projects managed, revenue generated, processes improved, or problems solved. This isn’t vanity; it’s preparation. When you can walk into a negotiation with 40-50 concrete examples of value creation, you’re no longer asking for a favor—you’re presenting evidence.

Another effective strategy lies in identifying how you’ve brought measurable value to your team or organization, then translating those contributions into key performance indicators. Did you streamline a process that saved time? Retain clients who were considering leaving? Mentor team members who later excelled? These aren’t just job duties—they’re quantifiable contributions that deserve recognition.

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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 …

Reframing Negotiation as Collaboration

Perhaps the biggest mental barrier is viewing negotiation as conflict. Many people envision salary discussions as adversarial encounters with winners and losers. This misconception keeps talented professionals from advocating for themselves, fearing they’ll damage relationships or appear greedy.

That said, reality couldn’t be further from the truth. Negotiation is collaborative problem-solving between parties with a shared goal. I like to say that a negotiation is just any conversation where one person in the dynamic wants something. In hiring situations, both you and your employer want the same outcome: for you to join the team and thrive. You’re not opponents sitting across from each other—you’re teammates working together to overcome obstacles standing in the way of a mutually beneficial arrangement.

This reframing transforms the conversation from “I want more money” to “Here are the roadblocks preventing me from accepting this exciting opportunity—let’s solve them together.” It’s the difference between confrontation and collaboration.

Beyond Base Salary: Expanding Your Definition of Value

Fixating solely on salary limits your negotiating power. Compensation packages often include numerous layers and options: bonus structures, stock options, health benefits, retirement contributions, remote work flexibility, professional development budgets, and work-life balance considerations.

The key is prioritizing what matters most for your specific situation and life goals. Are you planning to start a family? Perhaps in that case the quality of health insurance will be an important factor. Approaching retirement age? Long-term stock vesting schedules could significantly impact your financial future. Seeking work-life balance? Flexible hours or remote work options might be worth more than a modest salary increase.

Keep in mind that attempting to negotiate every possible option can dilute your effectiveness. Identify your top one to three priorities and focus your energy there. This targeted approach demonstrates strategic thinking rather than appearing demanding.

The Inflation Imperative

In today’s economy, staying static means falling behind. With inflation exceeding 8%, failing to negotiate a raise means accepting an effective pay cut. You need minimum annual increases of 8-9% just to maintain your current purchasing power.

This isn’t about greed—it’s about fairness and sustainability. When your compensation doesn’t keep pace with living costs, resentment builds, job satisfaction plummets, and your overall wellbeing suffers. Organizations that value their employees understand this and want to retain top talent through appropriate compensation.

Overcoming the Fear of Asking

The biggest barrier isn’t knowing what to say—it’s summoning the courage to speak. Three primary fears hold people back: rejection, judgment, and conflict.

Combat these fears by connecting your negotiation to your identity and personal goals. You’re not being greedy when you’re advocating to save for your children’s college education, support aging parents, or achieve financial security. Frame your request around these meaningful objectives rather than abstract career advancement.

Additionally, practice makes progress. Negotiation is a skill, not an innate talent. The more you negotiate, the more comfortable it becomes. Start small—negotiate with vendors, practice in low-stakes situations, and build that muscle over time.

Taking Ownership of Your Career

Ultimately, no one will advocate for you as effectively as you can advocate for yourself. Managers are busy, organizations have budget constraints, and without your voice, the default is maintaining the status quo—which rarely benefits you.

The simple truth remains: if you don’t ask, the answer is always no. By preparing thoroughly, reframing negotiation as collaboration, connecting to your values, and building your skills over time, you can close your personal pay gap and create the career trajectory you deserve. Your future self will thank you for the courage you show today.

 

Forbes.com | January 29, 2026 | Kwame Christian Esq., M.A.

#JobSearch : 7 Ways To Navigate Career Change In A Tight Job Market. Under a No Fire-No Hire Environment. Great Read!

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More than half of professionals (56%) plan to job hunt this year. Yet, nearly three-quarters (76%) say they don’t feel prepared to do it, according to recent research from LinkedIn. That gap between motivation and readiness helps explain why so many people feel stuck, even when they know it’s time for a career change.

I’ve seen this pattern play out repeatedly. The issue isn’t a lack of ambition. Hiring is more selective, timelines are longer and expectations are higher than they were just a few years ago. Progress is still possible, but it now requires a more deliberate approach.

Here are seven ways professionals are navigating career change in today’s competitive hiring landscape.

1. Get Specific About The Role You Are Targeting

A broad job search worked when hiring moved faster, and companies were less selective. In today’s competitive market, it actually works against you. Generic positioning is quickly filtered out, while clear positioning gets noticed.

Being specific means knowing what work you want to do and which problems you’re best equipped to solve. This isn’t about locking yourself into a single job title. It’s about getting clear on the level and function where you can best leverage your experience.

Try this: Write down the exact role, level, industry and problem set you’re targeting. Then review your last few job applications or conversations. If someone couldn’t quickly describe what you’re aiming for without you explaining it, your positioning needs more focus.

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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. Position Your Resume Around Outcomes

Experience alone no longer sets candidates apart. Most people applying for the same roles have similar backgrounds and responsibilities. Hiring managers are scanning for impact and what changed because you were there.

In a tight market, employers are cautious. They want evidence that you can deliver results without a long ramp-up. Outcome-focused resumes do that work quickly. “Managed a team of five” describes responsibility. “Built a team that reduced customer churn from 18% to 11% in eight months” shows results, scale and context.

Try this: Review your resume and circle every bullet that describes activity without outcome. Rewrite each one to answer three questions: What changed? By how much? Over what period of time?

3. Apply When You Meet Most Requirements

Job descriptions in a tight market often reflect ideal scenarios rather than realistic ones. Employers list everything they would like to see, knowing few candidates will meet every requirement. When professionals wait to apply to jobs until they check every box, they often rule themselves out before a hiring manager ever does.

Progress comes from focusing on the core work of the role. Employers hire for capability and judgment, then train for specifics. When you can show that you understand the role’s central challenges and explain how your experience applies, you remain a credible candidate even without perfect alignment.

Try this: Before ruling yourself out of a role, separate core requirements from preferences. If you meet the essentials and can speak clearly about how you would approach the role’s main challenges, apply. Use your cover letter or early conversations to connect your experience directly to the work.

4. Use Conversations To Test Fit

In a tight job market, conversations serve a practical purpose. They help you understand whether a role aligns with what you want and how your experience is likely to land before you invest time applying. When hiring is selective, clarity upfront saves effort later.

These discussions surface how the work actually shows up day to day. You learn which challenges are most pressing, what skills are valued right now and how people describe success in the role. You also get early feedback on how your background is interpreted. Patterns across conversations provide useful signals and allow you to refine your positioning before moving forward.

Try this: Schedule three conversations with people doing work similar to what you are targeting. Ask what is most challenging about the role right now, which skills matter most and what they wish they had known earlier. Notice what comes up consistently and adjust your approach based on those insights.

5. Demonstrate How You Solve Problems Today

In a selective job market, employers look for evidence that you can operate without constant direction. Problem-solving matters because it shows how you assess situations, make decisions and take ownership when information is incomplete.

Choose examples that reflect how you work today, not just the size of past projects. Situations where you identified an issue early, made a decision with limited data or adjusted course after new information emerged are especially useful. These examples signal judgment and adaptability, which matter when teams are cautious about hiring.

Try this: Prepare three short examples that highlight different types of judgment:

  • How you spotted a problem early
  • How you made a decision with incomplete information
  • How you adjusted when an initial approach didn’t work

Practice explaining each in under two minutes, focusing on how you thought through the situation.

6. Set Expectations For A Longer Hiring Process

Hiring timelines have stretched across many industries. According to Huntr’s Job Search Trends Report, the median time from search initiation to first offer increased by 22% in just three months, rising from 56 days in April to nearly 69 days by June. The steady month-over-month increase points to a structural slowdown rather than a temporary pause, driven by more cautious hiring decisions and longer approval cycles.

Longer timelines can quietly undermine momentum if you aren’t prepared for them. When progress feels slower than expected, it is easy to question your approach or disengage. Planning for a longer process changes how you pace your effort and interpret silence. It allows you to stay steady without assuming something has gone wrong.

Try this: Ask about timelines early in the interview process and plan for more time than you are told. Structure your search in phases and build in breaks between periods of heavier effort. Treat patience as part of the strategy rather than a sign that progress has stalled.

7. Measure Progress You Can Control

Offers come late in the process. When progress is measured only by offers, it is easy to feel stuck even when momentum is building. Professionals who stay engaged focus on signals they can influence, such as conversations that lead to follow-ups, applications that turn into interviews and feedback that helps refine positioning.

Tracking progress this way restores a sense of control. When you can point to specific actions taken and responses received, forward motion becomes visible again. That visibility keeps you moving long enough for outcomes to catch up.

Try this: Create a simple weekly tracker with three categories: conversations held, applications submitted and feedback received. Set targets that feel sustainable. At the end of each week, review what you influenced rather than what you could not.

Career Change Happens Differently In Tight Markets

The professionals making progress right now aren’t more talented or better connected. They’ve simply adjusted their approach to match current conditions. This moment rewards adaptability over urgency. The instinct is to do more, apply faster and push harder. What actually works is doing less with more precision. You don’t need a perfect market to make a career change. You need a clear target, evidence of impact and the patience to let a longer process unfold.

 

Forbes.com | January 15, 2026 | Caroline Castrillon

#JobSearch : How Job Seekers Should Use AI To Get A New Job In 2026. Question: Do You Know How to Use AI? Great REad!

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The job market for white-collar jobs in industries like tech, media, and finance is incredibly competitive in 2026. Job seekers are turning to AI tools in their search for a competitive edge as they look for new jobs. However, job seekers have seen mixed results from using AI tools, leaving them with unclear answers of which tools to use, when, where, and why to use them for various parts of the job search.

According to the Insight Global AI in Hiring 2025 Survey Report, 21% of employers said candidates using AI poorly or in the wrong ways signals that a candidate is not putting in enough effort to get the job. On the other hand, that same report said 40% of job seekers are using AI to draft their applications, in addition to 21 % of job seeker who said they use AI to research the company. It’s not that job seekers should avoid AI, but that applicants should learn the best ways to leverage AI. Here is how job seekers should actually use AI tools in 2026 without creating AI slop.

How To Use AI To Get A New Job In 2026

The focus on using AI in the job search should be on reducing information asymmetry and making the process more aligned. That means using AI tools for information gathering and organization. Using AI tools should not be used in a way that makes the application impersonal and or generic. HR teams are reporting that auto-apply tools are overwhelming companies with job applications, but often these applications are obviously completed with AI and, as such, are disregarded.

AI can be used to customize your resume to increase your odds of hearing back from a company, if done in the right way. Christopher Ming, a career strategist and educator, shared some of the tips he gives his coaching clients in a conversation with me.

 

“Upload your resume to Teal, [an AI resume builder], get your baseline ATS [applicant tracking system] score, then feed Teal’s suggestions into Claude to rewrite your bullets naturally,” Ming told me in an interview. “One client went from a 24% match score to 67% in under 30 minutes.”

 

If you write a cover letter with AI, start with a draft you wrote first. In your writing process, use AI to do some research on the company, what they’re working on now, their biggest bets, their biggest threats, and align that with how you describe your own experience. Make sure to bridge that information to your skills and experience in your cover letter. Next, use AI to help clean up your cover letter and find anything you may have left out, especially any overlaps between your research or education and your experience. Manus, Perplexity, ChatGPT, or Claude are all good tools to help you research for your cover letter, and ChatGPT and Claude are good for helping you refine your cover letter.

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Article continued …

Before any interview, research the company thoroughly. You can reuse the same type of research you did for your cover letter, or even do it in more depth with the same AI tools. Use AI to research the most recent announcements from the company, who their competitors are, what customers say about them (good and bad), and any other details that would be relevant to your role. To a hiring manager, it makes you look like you have a real interest in this role when you can show that you understand how you can be most effective.

Unfortunately, many hiring processes end in rejection. But Ming shared aa tip for how to leverage rejection to your advantage in the job search. He said when you get rejected, you can use AI tools to look for other similar job openings.

 

“You [already] know the industry, you’ve researched the role, you understand the problems,” he said. “Use AI to find 10 similar companies and pitch them the same expertise. We can stop treating rejection as failure, but as the foundation for our next 10 applications.”

Common Mistakes Job Applicants Make When Using AI

There are tasks where candidates shouldn’t use AI. Employers are often turned off when they can tell a candidate used AI for something they believe candidates should be able to do independently without AI. Anthropic, the company that creates the Claude GenAI models, explicitly asks candidates not to use AI in their application. Anthropic released guidelines on how to, and how not to, use AI during their hiring process.

Sean Page, talent acquisition manager at Propel, told me in an interview that the most common mistake candidates make in using AI is copying and pasting “the full prompt they put into ChatGPT, Gemini, etc instead of re-writing the output in their own words.” So be sure to manually edit any text that you produce using AI tools.

Specifically, Page said that candidates “using AI to misrepresent themselves via creating deep fakes” or “using AI to answer interviewer’s questions and reading the answers live” may burn bridges. Even if you’re nervous or relatively inexperienced, you have a better chance if you’re being authentic in a job interview rather than trying to use AI tools in a way that doesn’t reflect your real voice or work history.

If you’re looking for a new role, there are thoughtful ways to use AI to get a new job in 2026. Doing it the right way will increase your odds of getting an interview and to make you memorable to hiring managers. Focus on using AI for research, whether it’s for your cover letter or the interview. And use AI to help enhance your resume and cover letter, rather than having AI write it from scratch. Using AI tools strategically, rather than using it for every aspect of the application process, can help you land your next role.

 

Forbes.com | January 12, 2026 | Anne T. Griffin,

 

#JobSearch : 10 ‘New-Collar Jobs’ With Six-Figure Earning Potential, Per Resume Genius. A MUst Read for All!

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A new category of hiring is gaining traction in the American workforce that leaves college degrees in the dust and gives more attention to skilled employees without a traditional four-year college degree. They’re called “new-collar jobs“—not white-or blue-collar jobs. According to the Harvard Business Review, this shift benefits many workers unable to advance because they don’t have a bachelor’s degree, stuck in low-paying jobs. As more companies search for job candidates with skills, instead of college degrees, 10 six-figure, “new-collar jobs” are gaining popularity in 2026.

What Are ‘New-Collar Jobs’?

The term “new-collar jobs,” originally popularized by IBM, emphasizes skills training, certifications or on-the-job training. They differ from blue-collar roles that involve physical labor and from white-collar careers that require college degrees.

The demand for “new-collar jobs” is changing the tide of recruiting. With the uptick in “new-collar jobs,” forward-thinking organizations are striking through the “four-year-degree required” line in their job descriptions.

A report by Accenture argues that degree inflation—the demand for a four-year college degree for jobs that previously did not require one—is a substantive and widespread phenomenon, making the U.S. labor market more inefficient.

The report found more than 60% of employers rejected otherwise qualified candidates in terms of skills or experience simply because they did not have a college diploma. “New collar” roles focus more on skills and experience than degrees and are common in fields like tech, business and operations.

 

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Article continued …

 

“With student debt levels high and economic uncertainty lingering, job seekers are asking tougher questions about return on investment,” according to Eva Chan, career expert at Resume Genius. “New-collar jobs offer an alternative that feels more practical for this moment. Instead of spending years and thousands of dollars on a degree, workers can build targeted skills, earn certifications, and move into roles that pay well and scale over time.”

10 Highest-Paying Six-Figure ‘New Collar Jobs’ In 2026

To help job seekers identify the most promising options, Resume Genius released its 2026 New-Collar Jobs Report to spotlight 10 roles that offer six-figure salaries and career growth opportunities outside of a typical academic route. Each of these career paths prioritize practical skills over formal education.

Resume Genius defined new-collar jobs as high-paying, remote-friendly roles that are accessible to a broader range of workers—especially those without a college degree. The jobs are specifically selected for their future-proof qualities. They involve minimal physical labor, less susceptibility to AI disruption and strong long-term career potential.

Resume Genius analyzed data from the U.S. Bureau of Labor Statistics’ Occupational Outlook Handbook to pinpoint high-paying “new-collar jobs”—roles that emphasize skills over traditional degrees. The analysis zeroed in on occupations with median annual pay of at least $100,000, projected job growth through 2034 and limited physical labor.

Roles facing a greater than 50% risk of automation were excluded, based on third-party automation risk metrics and independent research on AI’s impact on the workforce. The researchers also examined Indeed job postings to assess the prevalence of remote and hybrid work options.

Drawing on BLS data, official job descriptions and insights from online career forums, the researchers assessed whether workers could realistically enter each role without a four-year college degree. This methodology produced a final list of 10 qualifying occupations that have minimal physical labor, no four-year degree requirements and remote-hybrid work options. The list of selected jobs contain the following information:

  • Median annual salary of $100,000+ for each job title
  • Median hour salary
  • Top 10% of earner salary
  • Estimated job growth through 2034
  • AI job takeover risk less than 50% risk of being automated by AI

The jobs are ranked from the highest-to-lowest-paying annual salary.

  • Marketing manager ($159,660 annual pay, $76.76 hourly pay); Top 10% of earners make $239,200; Estimated job growth: six percent; AI job takeover risk: 39%. The role: Marketing managers lead campaigns that expand a company’s reach, overseeing budgets, teams, and digital strategy.
  • Human resources manager ($140,030 annual pay, $67.32 hourly pay); Top 10% of earners make $239,200; Estimated job growth: five percent; AI job takeover risk: 24%. The role: HR managers oversee hiring, employee support, and workplace policies, ensuring compliance with labor laws.
  • Sales manager ($138,060 annual pay, $66.38 hourly pay); Top 10% of earners make $239,200; Estimated job growth: five percent; AI job takeover risk: 33%. The role: Sales managers lead revenue-driving teams, set targets, coach performance, and often shape sales strategy or key client relationships.
  • Computer network architect ($130,390 annual pay, $62.69 hourly pay); Top 10% of earners make $198,030; Estimated job growth: 12%; AI job takeover risk: 39%. The role: Computer network architects design, build and maintain secure networks that enable organizations to communicate and share data.
  • General and operations manager ($129,330 annual pay, $62.18 hourly pay); Top 10% of earners make $232,110; Estimated job growth: six percent; AI job takeover risk: 36%. The role: General and operations managers keep businesses running smoothly by managing its resources and overseeing multiple teams or departments.
  • Information security analyst ($124,910 annual pay, $60.05 hourly pay); Top 10% of earners make $186,420; Estimated job growth: 29%. AI job takeover risk: 49%. The role: Information security analysts protect digital systems by identifying vulnerabilities and responding to cyber threats.
  • Sales engineer ($121,520 annual pay, $58.42 hourly pay); Top 10% of earners make $202,670; Estimated job growth: five percent; AI job takeover risk: 38%. The role: Sales engineers sell complex products by combining technical expertise with customer-focused communication.
  • Health services manager ($117,960 annual pay, $56.71 hourly pay); Top 10% of earners make $219,080; Estimated job growth: 23%; AI job takeover risk: 26%. The role: Health services managers oversee the business side of healthcare, coordinating operations and compliance across departments.
  • Art director ($111,040 annual pay, $53.38 hourly pay); Top 10% of earners make $211,410; Estimated job growth: four percent; AI job takeover risk: 34%. The role: Art directors set a project’s visual direction, managing creative teams and ensuring work aligns with the client’s vision.
  • Construction manager ($106,980 annual pay, $51.43 hourly pay; Top 10% of earners make $176,990; Estimated job growth: nine percent; AI job takeover risk: 13%. The role: Construction managers oversee building projects, managing timelines, budgets, and safety without performing physical labor.

4 Steps To Land A High-Paying ‘New-Collar Job’

1. Earn certifications that match the job.

Industry-recognized certifications signal job-ready skills, often requiring far less time and expense than a traditional college degree.

2. Volunteer or freelance to gain hands-on experience.

Volunteering, freelancing, or small projects give candidates real-world experience while building skills and credibility.

3. Build a portfolio.

A portfolio shows hiring managers tangible examples of past work, including projects, problem-solving, and case studies.

4. Conduct informational interviews.

Informational interviews and professional outreach offer guidance, referrals and insight into employer expectations, helping candidates sidestep common early-career mistakes.

One truth is clear from this research: a traditional college degree isn’t the only gateway to a well-paying future. In 2026, job seekers are carving out success by mastering practical skills—earning certifications, learning online and stepping directly into real-world experience. The story of “new-collar workers” doesn’t end with a diploma. It begins with the courage to choose a different road and the commitment to keep learning along the way.

Forbes.com | January 20, 2026 |  Bryan Robinson, Ph.D.,

#Resume : Why Using AI To Write Your Resume Is A Big Mistake. Great REad!

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ChatGPT has become an AI tool that many people use today. Using it to help create a better resume has become much more commonplace than it ever was before. But is that a good idea?

My career counseling client, Dylan, was surprised when I reviewed his resume and recognized that he had used AI to create it. The conversation went like this.

“Dylan, let’s go through some of your resume and review your listed duties and accomplishments. Tell me about this one.” His response was hesitant, saying, “I haven’t done that.” And I replied, “Your resume says you did.”

“Dylan, ChatGPT wrote this resume for you, didn’t it?” He admitted that yes, it had. He replied, “I gave it my old resume along with the description of the job I was applying for. I thought the AI-created resume looked pretty good.” Well, not when it listed a lie. He wondered how that had happened. Tech people refer to these AI mistakes as a “hallucination,” or in other words, it just made something up.

Avoid a major mistake when using AI

Since Dylan actually lacked that skill, imagine what it would have been like if it hadn’t been me, but a recruiter, who was talking to him about a job. He would have had to admit it was something that he hadn’t done. That he had misrepresented himself and lied. That would torpedo that job opportunity, and he would have missed out on a job that he really wanted. Also, consider the frustration the recruiter would have felt realizing she had wasted her time.

It isn’t just Gen Z that seems to be making this mistake. Many people are trying to enhance their resumes by using AI to write it. But instead of it being better, what they usually get has become too generic, which a recruiter can spot, even if the resume manages to make it through the initial screening. The AI-created resume lacks the one thing employers care the most about: your results.

 

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Article continued …

What AI is missing

Artificial Intelligence does not think. It will not ask the right questions. It won’t know any of the results you achieved. It works from what it reads, based on what you tell it. So, if you don’t have the accomplishment clearly outlined, it won’t appear on an AI-generated resume.

What impresses employers most is when you highlight key outcomes, such as delivering cost savings, creating something new, generating revenue, or increasing productivity. Depending on AI to do this will leave out the most influential things your resume must state—the results you achieved.

Best way to improve your resume

Most people write weak resume bullets because they focus on duties and what they were responsible for, rather than on what they delivered. Hiring managers don’t want a job description. They want proof you performed, contributed, and produced results.

The fastest way to uncover strong bullet content is to step back and analyze your work experience like an employer would. Ask yourself these questions and write down the answers:

  • What was my most important accomplishment performing this job?
  • What changed because I did this?
  • Did I create something new?
  • Any innovation? Automation?
  • What did I improve and how did that help the company?
  • Did I deliver any cost savings?
  • Did I make money or add revenue to the bottom line?
  • Did I create any improvements that saved time or improved efficiency?
  • What problem did I solve and what happened because I solved it?
  • Did I lead, influence, or drive something to happen?
  • Did I improve customer satisfaction, retention, or service results?

Quantify your results

Next, prove your impact by adding numbers whenever possible. Use statistics: numbers, dollar amounts, and percentages. The exact figure doesn’t have to come from an Excel spreadsheet—it can be your best honest estimate of the savings, money gained, improvement, or contribution you made. Often, using a percentage is easier to recall and just as powerful. Define the scope, noting how large it was, how many, or provide a before-and-after comparison.

For example:

  • Created and implemented a new process that increased productivity by 22%
  • Led a global cross-functional team of 20 managers and engineers
  • Designed an improved tool that reduced plant installation work. Results saved over 200 hours annually.
  • Led the new product development and assisted with the product launch into 5 countries
  • Opened the markets in seven states within eight months, driving rapid expansion
  • Led the innovation, automation, and implementation of a new enterprise system. Results increased productivity by 40% and saved $175K.
  • Directed multiple cross-functional teams that delivered end-to-end business transformation solutions for the client

If your work involves sales, it’s essential to demonstrate your impact with statistics. Here is a sample of how to highlight this.

  • Led the sales team with 6 reps in an underperforming territory and grew revenues from $45M to $96M in 18 months, making the territory number 1 in sales for the company

Not everything can be quantified, but your goal is to quantify results whenever you can.

The most important resume rule is put the best bullets first

When writing your resume bullets, always start with your most important accomplishment first, followed by the next most important. Put bullets in the right order based on what matters most to the employer for the job you’re applying for.

Outcomes impress an employer

Results are what you must stress to produce a more powerful resume. AI can’t do that for you; only you know that information. Clearly articulating outcomes and accomplishments is what will get the recruiter’s attention. Pointing those out is key to getting an interview and landing a new job.

Forbes.com | January 13, 2026 | Robin Ryan

#LinkedIn : 3 Simple Ways To Make LinkedIn Work For You In 2026…. Question: When the Last Time You Updated?

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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.

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.

 

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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 …

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 

#Resume : Skills to Upgrade Your Resume for Leadership Roles in 2026 ….In 2026, Hiring Managers are No Longer Impressed by Titles Alone.

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The leadership landscape has changed permanently.  In 2026, hiring managers are no longer impressed by titles alone. They are looking for leaders who can think strategically, adapt quickly, work alongside AI, and still lead with humanity. The most competitive resumes today reflect a blend of power skills, digital fluency, and accountability for outcomes.

If you’re targeting a leadership role in 2026, these are the must-have skills to highlight, and how to position them effectively on your resume.

  1. Stakeholder Communication (Still Non-Negotiable)

Clear, confident communication remains one of the most critical leadership skills, and one of the most frequently lacking.

In 2026, leaders must communicate across:

  • Remote and hybrid teams
  • Cross-functional departments
  • Executives, clients, vendors, and AI-enabled systems

What employers want: Leaders who can translate complexity into clarity.

Resume upgrade example: “Delivered concise executive updates that aligned stakeholders and accelerated decision-making.”

 

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What Skill Sets Do You Have to be ‘Sharpened‘?

 

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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 …

  1. Stakeholder Management & Influence

Leadership today is less about authority and more about influence without control.

Modern leaders must:

  • Align competing priorities
  • Manage expectations across diverse groups
  • Build trust during constant change

This skill signals emotional intelligence, diplomacy, and strategic thinking.

Resume upgrade example: “Aligned cross-department stakeholders to deliver enterprise initiatives on time and within scope.”

 

  1. Executive Presentation, Reporting & Business Writing

Data alone doesn’t drive decisions; interpretation does.

Leaders in 2026 are expected to:

  • Present insights, not just information
  • Write clearly for executive audiences
  • Create reports that lead to action

Resume upgrade example:  “Produced executive-level reports that translated data into strategic recommendations.

 

  1. Coaching, Mentoring & Knowledge Sharing

High-performing leaders develop people, not just projects.

In an era of high turnover and rapid skill evolution, organizations value leaders who:

  • Coach talent
  • Share institutional knowledge
  • Build sustainable teams

Resume upgrade example: “Mentored team members, improving engagement, performance, and internal promotions.”

 

  1. Creative Thinking & Complex Problem-Solving

As AI automates routine work, human creativity becomes more valuable, not less.

Leaders must solve:

  • Ambiguous problems
  • Multi-variable challenges
  • Issues without historical precedent

Resume upgrade example:  “Led creative problem-solving initiatives that improved efficiency and reduced operational friction.”

 

  1. AI Literacy, Strategy & Ethical Use

AI literacy is no longer optional, but leadership requires more than knowing how to use tools.

In 2026, strong leaders understand:

  • Where AI adds value
  • Where human judgment is essential
  • Ethical, transparent, and responsible AI us

 

Resume upgrade example: “Guided teams in the ethical adoption of AI tools to improve productivity while maintaining accountability.”

 

  1. Ownership, Accountability & Outcome Leadership

Employers are prioritizing leaders who own their results, not just responsibilities.

This means:

  • Taking responsibility for outcomes
  • Measuring impact
  • Leading through execution

Resume upgrade example:  “Owned end-to-end delivery of initiatives, driving measurable business results.”

 

The Skills Leaders Must ALSO Add in 2026

To remain competitive, leadership resumes now need to reflect technical and adaptive capabilities alongside traditional leadership skills.

 

  1. Digital & Software Proficiency

Hiring managers consistently rank software proficiency as a top hard skill.

Leaders don’t need to code,  but they must confidently use:

  • Project management tools
  • Collaboration platforms
  • Reporting and workflow systems

Resume upgrade example:  “Leveraged digital tools to streamline workflows and improve team visibility.”

  1. Data Literacy & Visualization

Leadership decisions are increasingly data-driven. Leaders must:

  • Interpret data trends
  • Ask the right questions
  • Communicate insights visually

Resume upgrade example:  “Analyzed and visualized performance data to support strategic planning.”

 

  1. Adaptability, Emotional Intelligence & Resilience

Change is constant. Burnout is real. Empathy matters.

The most successful leaders in 2026 demonstrate:

  • Emotional intelligence
  • Psychological safety
  • Calm, adaptive leadership during uncertainty

 

Upgrading the points above will keep you drastically ahead of the pack for that ‘Leadership Position’ you are seeking in 2026! 

 

FSC Career Blog |  January 8, 2026 | Carol Ahsaf- FSC Career Blog Author

 

 

#Resume : 7 Skills To Upgrade Your Resume For A Leadership Role In 2026. Bullets Must Have in a 2026 Resume. Must REad!

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Within the first three years of my career, I received five job offers for management and leadership roles.  I also dissected resumes for first-time managers, people looking to get a promotion, those stepping into a new leadership role with little to no leadership experience.  And over that time, I’ve developed quite a knack for understanding what works in a leadership resume, and what doesn’t.

What I’ve discovered is that you don’t necessarily need traditional leadership experience to land a role in leadership or management. Many employers look for evidence of leadership behaviors, even if you’ve never had headcount responsibility.

So this year, if one of your New Year’s goals is to land a promotion, move up the ladder within your organization or in your career by the end of 2026, this article will show you how.

By the end of this article, you’ll discover:

  • What skills you need to include on your resume for a leadership promotion.
  • What employers look for when assessing resumes for management roles.
  • And how to reframe your experience, even if you’ve never actually managed a team.

What Are Leadership Skills?

But first, what are leadership skills anyway?

When we think about leadership, we think about managing people, projects and outcomes, having the final say in decision-making, or having significant ownership of decision-making. But when you strip all those actions aside, it really comes down to behaviours and competencies that enable you to perform those actions extremely well.

And that means that even if you’ve never worked under the formal title of manager, you still have a chance to demonstrate these very leadership qualities within the context of your role and embody them on your resume.

When you take a look at the top skills needed in the future of work, for example in the World Economic Forum’s future of jobs report, you’ll notice that many of them are actually leadership skills:

  • Leadership and social influence
  • Communication skills
  • Analytical thinking
  • Creative thinking
  • Employers also look for ownership skills, signs that someone takes responsibility for their work and for its outcome.
  • Another high indicator of a potential leader is emotional intelligence and a growth mindset, especially in the age of AI. Human-first leaders who are able to regulate and control their emotions, actively listen, remain curious, promote a healthy work culture and constantly expand their learning are needed in 2026.

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:

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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 …

7 Leadership Skills To Put On Your Resume

A 2022 Pearson study noted that job ads are dominated by power skills including leadership skills, making this highly desirable (even if you’re not pursuing a management role right now):

So, do you have what it takes?

Skill 1: Stakeholder Communication

One of the core parts of a leadership role is is communicating with peers, team members, senior leadership, and external partners and clients, and sometimes even industry and government regulators and legal professionals.

This requires you to be able to adapt your communication style to people with different interests and priorities and at different levels, both within management and non-management, and translate complex jargon and technical terminology.

For example, talking to senior leaders would be different to talking to your clients or your team, because your communication style for senior leaders would be more focused on high-level overviews.

Resume bullet point example:

  • Presented quarterly updates to senior leadership on project progress

Skill 2: Stakeholder Management

Any project manager will tell you that one of the most annoying aspects of your day-to-day role is managing stakeholders.

Stakeholders have different viewpoints, come from different backgrounds and hierarchy levels, and as a result, often have conflicting priorities. It’s your responsibility to manage their expectations, negotiate effectively, and know how to leverage your influence to obtain consensus that best meets shared values and outcomes for the best interest of all users involved.

For example, I remember that when I interviewed for a non-management role, I was asked if I had any experience managing stakeholders. That question did not throw me because I was able to pull from my self-employment experience, where I had to manage stakeholder expectations and coordinate a project that I was delivering (a workshop at a college).

Resume bullet point example:

  • Acted as point of contact between finance, operations, and marketing units to deliver project outcomes (include example of shared outcome)

Skill 3: Presentation, Reporting, & Executive Writing Skills

Producing written content as an individual contributor requires a good understanding of your audience. But when you ascend into leadership and management positions, you’re expected to not only have a good understanding of your audience, but to translate concepts for different audiences in a way that will directly support decision making.

You need structured communication, decision-oriented reporting, and you need to be able to produce high-level risks, insights, analysis, and recommendations.

Resume bullet point example:

  • Prepared and delivered three reports each month for the executive team summarising risks, insights, and recommendations

Skill 4: Coaching, Mentoring, & Knowledge-Sharing

If you’re moving into a role that requires you to have direct reports, you can demonstrate your competence in this area, in managing performance, through:

  • Your experience as a peer-to-peer mentor
  • Supporting new hires, advising, providing guidance throughout onboarding
  • Providing your peers with feedback, guidance, and best practices from your own experience as an individual contributor.

Resume bullet point example:

  • Mentored junior team members from onboarding through to the end of their first year, resulting in 35% improved quality of work compared to standard hires

Skill 5: Creative Thinking & Problem-Solving

This is the number one essential skill for the future of work in 2026 and beyond. Employers specifically look out for initiative, original thinking, and innovation systems thinking outside the box problem solving. Especially in the age of AI slop, your originality and creative direction from a human standpoint will prove invaluable.

Resume bullet point example:

  • Created an XYZ system that simplified and streamlined the ABC process and reduced issues by 20%.

Skill 6: AI Literacy & Strategy

Anyone can use AI tools or copy and paste from ChatGPT. That’s not what leadership is about.

Leadership and management skills require high-level AI skills, such as:

  • Understanding AI strategy within the context of the role
  • Applied AI and ethical impact.
  • Knowing where AI can add value.
  • Understanding how to apply AI to redesign workflows.
  • Understanding its limitations and risk, and how to mitigate that risk with humans in the loop.

Resume bullet point example:

  • Created an AI agent workflow for XYZ project using (name your AI tools), resulting in 20 hours saved

Skill 7: Taking Ownership Of Projects & Outcomes

It’s easy to cast a blame when something goes wrong or to take full responsibility when everything goes right. But good leaders know how to take ownership and responsibility for both positive and negative outcomes.

Instead of casting blame, they self-reflect. They consider lessons learned and they use this to inform their thinking and next steps.

Resume bullet point example:

  • Managed the end-to-end delivery of XYZ and delivered (name measurable improvements)

Here’s a bonus quick tip:

Avoid using phrases like “assisted,” “supported,” “helped with,” “was responsible for,” as these diminish your leadership presence. Instead, lean into powerful active verbs, like:

  • Delivered
  • Managed
  • Led
  • Spearheaded
  • Designed
  • Initiated
  • Launched
  • Orchestrated

By now, you should understand that you don’t need a title to prove that you’re ready for leadership.

Leadership roles are built on behaviors, and you taking time right now to proactively demonstrate leadership skills and values within your current role, even without formal management training or experience.

 

Forbes.com | January 4, 2026 | Rachel Wells