Archive for category: First Sun Blog

You are here: / / First Sun Blog

#JobSearch : Here’s How To Succeed In Salary Negotiations. Prepare for a Tougher Salary Negotiation in ‘Todays’ White-Collar Recession.

/in /by

It is more challenging to negotiate a salary and total compensation during an economic downturn. When the economy and job market are hot, employees have the upper hand. During the Great Resignation, companies struggled to find top talent and were willing to offer lush compensation packages to recruit, onboard and retain workers.

With that in mind, be prepared for a tougher salary negotiation during a white-collar recession. Workers in tech, Wall Street, real estate and other sectors were hit hard by inflation, high interest rates and subsequent layoffs. With more than 125,000 tech workers laid off, according to Layoffs.fyi, it’s reasonable to expect that there will be intense competition to get a job offer. If you push too hard in the negotiation process, it is easy for the company to move on to the next applicant who is more flexible regarding their pay package.

 

Like this Article?  Share It!    You now can easily enjoy/follow/share Today our Award-Winning Articles/Blogs with Now Over 2.5 Million Growing Participates Worldwide in our various Social Media formats below:

LinkedIn: https://www.linkedin.com/in/chris-g-laughter-b46389198/

Twitter: Follow us @ firstsunllc

Best Daily Choice: Follow the Best of FSC Career Articles/Blogs @

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

Question: Want the ‘the best/current 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, or #Networking) 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 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, the UK, & Mexico!  

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

 

Article continued …

To prepare for the pressure of haggling over compensation, do a lot of homework about what’s happening in your field. Ask questions about the corporate title, vacation days, health benefits and work styles. Prioritize what’s important, and don’t take anything personally.

Do A Lot Of Research

If you haven’t searched for a new job and gone through the interview process in a while, take time to find out what’s going on. If some of your colleagues recently switched jobs, ask them about the process and what salary ranges were discussed.

In addition to pay, you want to learn about the health benefit packages, the appropriate corporate title, projected bonus, 401(k) plans and stock options. As there is a push by many companies to return to the office, check to see what their predominant work style is. Look at sites that offer compensation for various roles; however, be skeptical. In my experience as a recruiter, the numbers are not always accurate. People who self-report tend to exaggerate how much they earn, and some pay packages are guesstimates.

It’s Going To Be Awkward

If you use the services of a recruiter, they can help make the process much easier. Headhunters specializing in a few select sectors tend to know the companies, human resources personnel and hiring managers. They also have long-standing relationships with the hiring managers. The recruiters with insider knowledge have a solid understanding of the title breakdown and pay structures. Instead of having to haggle your own salary negotiations, your recruiter can do it for you—making your life easier and less stressful.

If you are going it alone, it can be awkward and uncomfortable. You’ll be negotiating against the people with whom you will be working with. The challenge is that you’ll be worried about pushing too hard and turning them off. On the other hand, if you don’t assert yourself, you’ll leave money on the table.

 

Both Sides Win

In a difficult market, taking a strong-arm position may backfire. Family, friends and co-workers will tell you to push for everything. It’s easy for them to say, as it’s not their livelihood. In brokering thousands of placements, I’ve learned that you have to make both sides feel somewhat happy.

Most people think they must beat the other side and get everything they want. That generally doesn’t happen. Usually, the result is that you get around 70% to 80% of what you want. The same holds true for the company. The best negotiations are when everyone walks away feeling satisfied.

Here’s A Negotiating Hack

Not all companies handle salary negotiations the same way. Some companies will bypass the bargaining and say, “Here’s our best offer.” Other firms may make a lowball offer to test you. It is sad to say that these companies prey on your vulnerability and try to get you aboard with less than you deserve. With the new pay transparency laws, many job descriptions share the salary bands, making it a little easier to know if you’re getting cheated.

Don’t immediately ask for a number that is wildly out of range, as it will backfire. A more effective method is asking for about 20% more than you really want, so there is room for negotiations.

You need to have evidence to support your demands. Additionally, you should continue to sell yourself by reminding the company why you are the best candidate, including your standout attributes, skills, education and relevant experience. It’s acceptable practice to negotiate and make a counteroffer. If you can’t get the compensation you desire, you can ask for more vacation time, remote work, stock options or a lofty corporate title. Avoid taking anything personally, which is easier said than done. You should put aside your emotions and focus on getting what you deserve.

Todd Dybas, an editor at LinkedIn, warns job seekers about over-negotiating. Dybas wrote in a LinkedIn post, “The line between negotiating for a better package and overdoing it is thin.” He added, “Job seekers want to maximize offers while not stoking irritation in their prospective employer.”

Dybas pointed to Salary Negotiator founder Brandon Bramley’s advice on the three negotiation tactics that “may backfire,” which include “starting too high with your request, being too forceful with a take-it-or-leave-it approach and shifting out of a friendly tone.”

What To Do After Accepting The Offer

After negotiations are over, there are a couple of things left to do. Carefully review the offer letter. You want to ensure that everything you’ve discussed is in writing. Double-check the salary, bonuses and stock options, personal time off, vacation days, corporate titles and the hybrid, in-office or remote work schedule. Look for any potential deal-breakers, such as a non-compete clause, garden leave or requirement to pay back upfront bonuses.

It will be unpleasant, but you must tell your current boss that you’re resigning. To cushion the blow, leave on a positive note. Tell them, “I greatly appreciate everything you’ve done for me. I have learned so much under your tutelage and regard you as a mentor and friend.” Be polite by offering to help pitch in with the extra work during your notice period. Also, let your supervisor and team know that you’ll be available to answer any questions and help even though you’ve moved on.

 

Forbes.com Author:  Jack Kelly Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.

Forbes.com | March 7, 2023

#Leadership : How To Conduct Layoffs With Dignity. Times of the ‘Digital Pink Slips’, How Did your Former Company Do?

/in /by

Anyone who says layoffs aren’t personal when most of us spend the majority of our lives at work so we can provide for our families is mistaken. To the employee, layoffs are personal because it’s more than just business. That’s why when we think of layoff best practices, the process should be transparent and empathetic. Unfortunately, not all companies conduct layoffs in a manner that would be described as respectful. For example, organizations like GoogleGOOG -1% recently relied on email to announce layoffs to unsuspecting workers. One employee even thought the early morning message was from a scammer trying to capitalize on the current wave of job cuts. As it turns out, the 20-year company veteran was let go via a generic email—not the most personalized method.

Despite some poorly managed layoffs, others have been handled with dignity and respect. Take Stripe, for example. When CEO Patrick Collision emailed employees, he shared the broader context and admitted that leadership made mistakes leading to the layoffs. He even went so far as to create a Stripe “alumni” group to support those affected and help them move on to other companies.

..

Like this Article?  Share It!    You now can easily enjoy/follow/share Today our Award-Winning Articles/Blogs with Now Over 2.5 Million Growing Participates Worldwide in our various Social Media formats below:

LinkedIn: https://www.linkedin.com/in/chris-g-laughter-b46389198/

Twitter: Follow us @ firstsunllc

Best Daily Choice: Follow the Best of FSC Career Articles/Blogs @

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

Question: Want the ‘the best/current 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, or #Networking) 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 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, the UK, & Mexico!  

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

 

Article continued ….

While layoffs are never a positive experience, there are ways to soften the blow. Here are some tactics that display empathy and compassion for employees at a time when they are most vulnerable.

Develop a communications plan

A well-thought-out communications plan is at the heart of an empathetic layoff. According to Harvard Business Review, the essential elements are:

Rationale: a clear and honest explanation as to why the layoff is taking place

Key messages: what actions are being taken, and how will the company be positioned for the future

Audiences: consistent messaging to other parties, including investors, media and business partners

The communications plan should be developed well in advance with buy-in from all C-level executives. Then, on announcement day, the CEO should be the key spokesperson.

Prepare your management team

Once you have the strategy, prepare the team delivering the news. Managers should receive training on dealing with employees’ questions, pushback and emotional responses. It is also advisable to develop scripts that clearly explain why the layoff is taking place, severance package details, and other support that will be provided. Arming managers with essential tools and resources will make them feel better prepared to handle these difficult conversations.

Tell them in person

A one-on-one conversation should take place between the employee and their direct manager. This meeting may follow an initial email notification as long as a live discussion happens within 24 hours. In that meeting, explain to the employee the business reasons for the layoff and what comes next. Sometimes it’s difficult for people to absorb information about severance packages when the news comes as a surprise. In that case, move through the exit meeting quickly and let the employee know they can contact you in a few days once they have reviewed the information. Overall, these private sessions give affected employees a sense of dignity and allow them to react, process the news and ask questions.

Admit mistakes

It’s important for CEOs to accept responsibility for the decision to lay off workers. For example, with Meta’s recent layoffs, Mark Zuckerberg stated, “I want to take accountability for these decisions and for how we got here.” They should also admit their mistakes and how they plan on correcting them moving forward. In Collision’s email to Stripe employees, he highlighted how the leadership team overestimated the internet economy’s near-term growth and grew operating costs too quickly. Then he went on to say that they would correct those mistakes.

Consider remaining staff

A layoff can be just as difficult on remaining employees as on those who are let go. It’s called layoff survivor guilt—a term that refers to experiencing remorse that one had survived a layoff when your colleagues didn’t. These workers might encounter an array of emotions, including guilt, sadness, relief and anger. They may also feel anxious because they wonder whether their jobs will be next on the chopping block. As a result, the productivity of remaining employees tends to decline following a layoff. According to a study by Leadership IQ, 74% of employees who kept their job say their own productivity has declined since the layoff. To offset these concerns, be honest about the company’s future and plans for future layoffs. It’s also a good idea to set up a Q&A session to go over the reason for the layoffs, which employees were impacted and what the next few days will look like.

Ultimately, it’s not what happens but how you handle it. Competent leaders understand that every former employee is a potential future customer, client or partner. Maya Angelou once said, “I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” Make them feel like human beings, and in return, you’ll be rewarded with a company reputation that will stand the test of time.

 

Forbes.com Author:  Caroline Castrillon    Follow me on Twitter or LinkedIn. Check out my website.

Feeling stuck and not sure it’s time to make a career shift? Download my free guide: 5 Signs It’s Time to Make a Bold Career Change!

 

Forbes.com – March 5, 2023

#JobSearch : In A Competitive Job Market, Here’s How To Win The Interview. White-Collar Positions are Tougher & a Lot More Competitive Today.

/in /by

The job market has become tougher and more competitive for white-collar professionals. On a nearly daily basis, companies have announced significant layoffs. Since more people are hunting for jobs, the competition becomes more intense.

For those who’ve been laid off, the job search is more difficult. When you have a job, there isn’t as much pressure. If you don’t get the offer, you still have a job, even if you don’t love it. A person who is in between roles doesn’t have that luxury. With high inflation and everyday costs rising, being without a job causes stress and anxiety over the family’s financial situation.

Like this Article?  Share It!    You now can easily enjoy/follow/share Today our Award-Winning Articles/Blogs with Now Over 2.5 Million Growing Participates Worldwide in our various Social Media formats below:

LinkedIn: https://www.linkedin.com/in/chris-g-laughter-b46389198/

Twitter: Follow us @ firstsunllc

Best Daily Choice: Follow the Best of FSC Career Articles/Blogs @

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

Question: Want the ‘the best/current 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, or #Networking) 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 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, the UK, & Mexico!  

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

 

Article continued …

You Want To Be A Problem Solver

The goal is to help improve the work-life of your new boss. Before launching into your elevator pitch, ask the hiring manager, interviewers, human resources personnel and others involved with the interview process questions, such as, “With all the applicants for this role, why did you select me for an interview?”

The rationale behind this question is to elicit a response from the hiring manager to discuss in detail why they selected you and what they need help with. The interviewer will look for reasons why you were chosen. They’ll articulate all the positive things you have that are critical to the job.

The follow-up question should be, “What are the top pressure points I can help you with?” The interviewer will lay out all the problems that must be addressed by asking this seemingly innocuous question. With a little probing, you’ll learn about an array of issues weighing them down and needing to be immediately fixed.

Armed with these insights, you can then specifically tailor your pitch. Since you now have a good grasp of what is mission-critical to succeeding in the role, you can clearly and concisely share how your skills, responsibilities and talents are perfectly aligned with tackling the pain points.

Likability Counts

Throughout the interview process, you want to come across as friendly, helpful, a team player and someone who will add value to the team and company. Let them know that you appreciate the opportunity and will do everything within your power to help make a positive impact, while also being easy to work with.

Most interviewees believe having an Ivy-League pedigree or coming from a marquee brand company is sufficient to get the job offer. Certainly, having a top academic background and working at premiere companies help. However, the manager is only human and wants someone easy to get along with.

The new employee could become a liability if they hire a rockstar jerk. The person could be pompous, arrogant and rub co-workers the wrong way. This will impact the boss. Senior-level managers and staff will question the manager’s hiring decisions and blame the person for making a mistake in bringing this person aboard.

Now Is Not The Time To Play Games

There’s no reason to play “hard to get.” The job market for college-educated office workers is too intense for playing games. Since many candidates will be competing against you, stand out by letting the supervisor, hiring manager and human resources professional know that you want the job. Explicitly tell them, “I love the opportunity and enjoyed meeting with everyone. I’m all-in with your corporate mission and would love to accept the job, if it is offered to me.”

Don’t Forget The Niceties

One of the best ways to stand out is to be friendly, polite and accommodating. Set up convenient interview times for the hiring personnel, and thank them for the invitation to interview. Thoroughly research the company, the job description, its people, management, finances, products and services and reputation relative to competitors. The goal is to arrive at the interview with a lot of knowledge about the organization, which everyone will notice and respect you for it.

What To Do At The End Of The Interview

As the interview winds down, ask the hiring manager, “Is there anything else that you’d like to know about me? Am I the right fit for the role?”

The first inquiry can flesh out any lingering questions the interviewer has or forgot to ask. You can also tell by the tone of the person’s response how well you did. If the answer is short and curt, it’s not a good sign. The latter inquiry will draw out the real thoughts of the manager, as they’re put on the spot.

It’s a bold call to make this ask.The interviewer could say, “You are great for the job. We’ll have you back for a follow-up interview.” If the person is hesitant or offers reasons why you may not be selected to move forward, it gives you one last chance to address the concerns and launch into one last pitch, extolling all the reasons why you’re right for the role and will add value, if hired.

Forbes.com | March 3, 2023

#YourCareer : 10 LinkedIn Learning Courses Worth Taking. Our Favorite: Professional Networking. Must REad!

/in /by

Despite all of their achievements, high achievers are life-long learners. They realize there is always more to learn, and their mind is consistently open to new knowledge. They are eager to learn from anyone, including those who are junior to them. In today’s digital world, continuous learning is more important than ever.

While billionaires Marc Cuban, Warren Buffet, and Bill Gates are known for reading three to eight hours a day, there are many other ways to increase your cross-industry knowledge base. You could read articles, listen to podcasts, and watch TED talks or webinars. The point is there is no shortage of opportunities to learn something new if only you are open to the idea.

Learning and Development Departments at your company might offer professional development classes. However, a minority of the employees can usually access these courses due to fixed time commitments that conflict with their other obligations. But that doesn’t mean you cannot take professional development courses to advance your career according to your timetable.

 

Like this Article?  Share It!    You now can easily enjoy/follow/share Today our Award-Winning Articles/Blogs with Now Over 2.5 Million Growing Participates Worldwide in our various Social Media formats below:

LinkedIn: https://www.linkedin.com/in/chris-g-laughter-b46389198/

Twitter: Follow us @ firstsunllc

Best Daily Choice: Follow the Best of FSC Career Articles/Blogs @

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

Question: Want the ‘the best/current 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, or #Networking) 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 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, the UK, & Mexico!  

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

Article continued …

Previously Lynda, LinkedIn Learning has been a leading e-learning platform that exploded with courses and learners eager to upskill during the pandemic. E-learning, or online learning, through mediums such as LinkedIn Learning, has allowed users to further develop their skills by learning a variety of hard (technical) and power skills (often referred to as soft skills) from the comfort of their homes. This asynchronous learning puts content experts on your screen and learning at your individualized pace.

There are over 20,000 courses available in three main categories: Business, Creative, and Technology, with new courses added regularly. You can take technical programming and data analysis courses or leadership and communication. These on-demand courses allow you to learn anything ranging from leading high achievers mastering Canva, and becoming an Excel ninja. With a LinkedIn Premium subscription account, or if your work has an enterprise account, you can access tens of thousands of LinkedIn Learning courses for free, and take the courses based on your interest and availability. The bonus is that when you complete the course, you get a certificate of completion which you can add to your LinkedIn profile.

Long before I taught my courses on LinkedIn Learning, I was a devoted user of the platform and, to date, have watched over 100 courses on topics ranging from mentoring to Photoshop. The courses are always relevant, up-to-date, and expertly taught.

Here are ten must-see courses which should be on your radar:

10 Mistakes Leaders Should Avoid by Halelly Azulay

Cultivating Growth Mindsets by Gemma Leigh Roberts

Quick Scripts for Difficult Conversations by Alisa Cohn

Create and Deliver Standout Presentations by Melissa Marshall

Professional Networking by Dorie Clark

Preparing for Successful Communication by Sam Horn

Learning to be Promotable by Elizabeth Lotardo and Lisa McLeod

Managing a Multigenerational Team by Lindsey Pollak

Disrupting Yourself by Whitney Johnson

How to Have a Great Day at Work by Caroline Webb

If you want to learn new skills or reinforce those you already have, take charge of your professional development by taking online courses. This online opportunity to upskill might be a solution that is right at your fingertips.

 

Forbes.com Author:  Dr. Ruth Gotian – Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.

 

Forbes.com | February 28, 2023

 

#Management : Questions To Ask Before You Lay Off Your Employees: #2- Are you Treating People as Well When you Fire Them as When you Hire Them? Your Experience(s)?

/in /by

Workplace culture has reached a new low with the advent of the digital pink slip. Last month alone, tech companies laid off more than 100,000 workers, many of them by email or text. Or in the corporate equivalent of ghosting, people found out they were fired by being locked out of the company email system.

When Google fired 12,000 workers with a click of the send button, a terminated 20-year employee named Jeremy Joslin sent this viral tweet: “What a slap in the face. I wish I could have said goodbye to everyone face to face.” The tech industry’s high profile makes their layoffs particularly loud, scaring employees well beyond the sector. Their digital pink slips are already shocking your company’s system, leaving 89% of American workers fearing they’re going to be next.

 

Like this Article?  Share It!    You now can easily enjoy/follow/share Today our Award-Winning Articles/Blogs with Now Over 2.5 Million Growing Participates Worldwide in our various Social Media formats below:

LinkedIn: https://www.linkedin.com/in/chris-g-laughter-b46389198/

Twitter: Follow us @ firstsunllc

Best Daily Choice: Follow the Best of FSC Career Articles/Blogs @

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

Question: Want the ‘the best/current 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, or #Networking) 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 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, the UK, & Mexico!  

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

Article continued …

It seems as work has gone remote, so has empathy. Layoffs are difficult. But even with the recession looming, they don’t have to be cruel. How you let people go says everything about your organization’s culture and commitment to respect, trust and fairness. Yes, it may be faster and easier to do it digitally. But it lacks basic humanity and does way more damage in the long run. In fact, it can be a cultural apocalypse, destroying trust, inclusion, productivity and innovation.

In all likelihood, more layoffs are coming. A recent KPMG survey reports that 91% of American CEOs predict a long, hard recession and 51% will respond with layoffs. But before you resort to the digital pink slip, ask yourself these three critical questions:

What does this say about your culture?

No company sets out to be a place that treats people as dispensable. It’s unquestionably been a rollercoaster as companies fought to survive the pandemic while also acclimatizing to the conundrum of remote work. In this seismic shift, missteps are inevitable. What seemed an opportunity for companies to reinvent the future of work has been complicated by the Great Resignation and a host of other issues. What employees hoped would be a workplace renaissance with new levels of balance, flexibility and digital connectedness has largely not materialized. Instead, people are left feeling lonelier and more isolated than ever.

The digital pink slip is a symptom of this larger problem. If you’re even considering laying people off by email, it means people are no longer at the center of your culture. Now is the time to change that before it erodes any further. Culture is a muscle that builds slowly but atrophies quickly. Take the time and make the space to exercise your collaboration muscles and restore the deep workplace connections that help you work better together. Your goal should be a rock-solid culture that is so people-focused that you would never even entertain the idea of firing someone in an inhumane way.

Are you treating people as well when you fire them as when you hire them?

Hiring is a little bit like dating. You put your best foot forward and show off your company and culture in the best possible light. In the tech world you might even shower your employees with sleep pods, bowling alleys and free Michelin-starred food. But if it all ends in a toxic break-up, you’re living a lie. The true test of a healthy workplace culture is exhibiting the norms and values that matter most – in good times, and in bad. In fact, culture matters even more in tough times. That’s when people see what’s real and what’s window dressing. That’s when you need your culture to work for you, to motivate your people and delight your customers.

Staring into Zoom all day and endless talk of technology transformation and ChatGPT sometimes makes us forget that no matter what business we’re in, companies still run on people, not machines. And people will never forget how you treat them. Say thank you. Honor their contribution. Let people have closure by saying goodbye.

Having people leave on good terms is also an investment in future employees because the next time you start dating and want to hire, you won’t be dogged by a messy breakup. This matters because 71% of candidates learn about job opportunities and company culture from current and former employees.

Are you poisoning the well?

Survivor guilt is real. Ill-managed layoffs destroy psychological safety. If your friend in cubicle 3A wakes up to a digital pink slip with no warning and no explanation, you’re going to fear being next. And when your frontal cortex is consumed by fear it’s hard to do good work. In a recent study of 4,000 layoff survivors, 74% reported lower productivity and 69% report declining product or service quality.

When productivity plummets, so does innovation and teamwork. When your employees no longer trust you, they will hesitate before they take a risk and think twice before they speak up about a problem. If you don’t treat people with respect and kindness, you’re poisoning your own well (and risking your profits). If you think it’s time consuming to have real conversations with people to let them go, think about how much more time it will take to manage the digital pink slip fall out. Reassuring remaining employees, restoring lost tribal knowledge, rebuilding trust and repairing disrupted social networks will be far more arduous.

Fire people the old fashioned way (face-to-face or voice-to-voice, with care and humility). Just because you can use technology doesn’t mean you should. Technology is a tool that makes things faster and easier. But people are not tools or numbers or widgets. Digital pink slips are an alarming sign that we have lost sight of this. Your actions today – in one of the most stressful, awful moments a worker can experience – will reverberate in the hearts and minds of your people long after the short-term benefits of cost cutting expire.

Layoffs may be inevitable. But they can be handled in a way that doesn’t cripple your culture. Delete the digital pink slip. Choose a kinder method that demonstrates the very best of your values. Transparency, dignity, gratitude and a human-delivered message will go a long way to helping people feel respected and less devastated by these disruptive changes, whether they’re leaving or staying.

 

Forbes.com | February 22, 2023

 

#BestofFSCBlog : Over 9K Reads – How To Reinvent Your Career After A Layoff. Try Returning to This Job Market is Scary. Great Read to Keep your Head Together.

/in /by

Layoffs in the tech sector have been dominating headlines in a big way. If you haven’t been impacted directly, chances are you know someone who has. You might even be asking yourself the all-important question, “could I be next?” According to research by the staffing firm Insight Global, 78% of U.S. workers are concerned about losing their job. Not only does this create anxiety, but it also negatively impacts a person’s overall well-being.

Yet, despite the current job market, there is a silver lining. While it can be a traumatic, ego-crushing experience, a layoff isn’t necessarily a setback. In fact, if you handle it in the right way, it can lead to even better opportunities.

If you’ve been recently let go, it’s time to gain perspective so you can plan your next career move. Let’s look at some steps you can take to reinvent your career after a layoff and make the most of this uncertain time.

1. Take a pause

Whether it’s your first or your fifth, don’t underestimate the emotional toll of a layoff—especially if it took you by surprise. Once the initial shock wears off, take some time to process your feelings and what you gained from your work experience. Be prepared to slowly process a range of emotions from sadness to anger to possibly relief. This is also a critical moment to practice emotional and physical self-care. Take time to exercise or revisit hobbies you may have neglected for a while. Putting yourself in the right mindset will be important as you plan your career.

 

Like this Article?  Share It!    You now can easily enjoy/follow/share Today our Award-Winning Articles/Blogs with Now Over 2.5 Million Growing Participates Worldwide in our various Social Media formats below:

LinkedIn: https://www.linkedin.com/in/chris-g-laughter-b46389198/

Twitter: Follow us @ firstsunllc

Best Daily Choice: Follow the Best of FSC Career Articles/Blogs @

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

Question: Want the ‘the best/current 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, or #Networking) 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 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, the UK, & Mexico!  

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

 

Article continued …

2. Reevaluate your values and priorities

Now that you find yourself with a clean slate, it’s time to hold on to what you value and let go of what you don’t. Reflect on your values and priorities and whether they were aligned with your previous job. If not, it might be time to consider a career change.

Ask yourself questions like:

  • Do I want a similar position?
  • Am I interested in working in the same industry?
  • Is it time to finally pursue my passion?

Then make a list of your top ten values and post it somewhere you can see it every day. That way, you’ll be more likely to keep them in mind as you strategize your next move.

3. Stay productive while job hunting

Contrary to the old adage, job hunting is not and should not be a full-time job. If you spend 40 or more hours a week looking for a job, you’ll go mad. Instead, create a schedule. For example, you might dedicate three days each week to your job search. Or you may decide to block off a few hours every day for those activities. The key is consistency. Think about what works best for you and settle into a daily routine. Also, make it a point to balance your job-hunting activities with other interests. For example, look for opportunities to volunteer, which is a great way to network while learning new skills and doing something good for the community.

4. Ask for help

Returning to the job market can be daunting, especially if you’ve been with the same company for a while. It’s also common for job search strategies to change over time. At this point, you may not know exactly how to build out your network on LinkedIn or optimize your resume for applicant tracking systems. That’s why outside experts can be helpful. Engaging with a coach or mentor will allow you to lean on someone with specialized resources and a fresh perspective. It’s also nice to have an unbiased party in your corner as you navigate the evolving employment landscape.

5. Remain connected

For many people, their work buddies are a big part of their social life. Leaving the company can be isolating, but it doesn’t mean you need to leave friends behind. During times like these, friends and co-workers can be the best people to lean on. If they don’t reach out immediately, it may be because they’re not sure you want to hear from them. In that case, reach out to your network when you feel ready. These days, many people are even using platforms like LinkedIn to announce that they are looking for a new challenge.

A layoff doesn’t have to be the end of the world. You can even reemerge from it more resilient than before. Just look at it as a stepping stone rather than a stumbling block. That way, you’ll be in the right frame of mind to create opportunities for yourself that you never thought possible.

Forbes. com Author: Caroline Castrillon

Feeling stuck and not sure it’s time to make a career shift? Download my free guide: 5 Signs It’s Time to Make a Bold Career Change!

 

Forbes.com | February 22. 2023

 

#JobSearch : What To Say In An Interview When You’ve Been Laid Off. How to Answer: Why Were you Let Go?” A MUst REad for ALL!

/in /by

When you’re interviewing, the human resources representative, hiring managers and other interviewers will invariably ask you, “Why were you let go?” The question is mostly innocuous. It’s one of the fundamental questions an interviewer is curious about without having an ulterior motive. Nonetheless, it makes you feel like you’re guilty of something. It’s unpleasant to have to discuss why you lost your job. The key is to prepare a pitch of how exactly you’ll answer this question. By practicing it, your response will become deeply ingrained. You’ll be able to work through the discomfort and, ultimately, shine.

You can respond by telling the interviewer, “I loved working at X company. It was the best experience of my career. I learned so much and got to know so many amazing people. My boss and teammates were wonderful. It was heartbreaking to receive the news of my separation. I’m not going to pretend it didn’t initially hurt. However, after some time, I realized that this might be the best thing for me. If it wasn’t for the major layoff, I’d have likely stayed with the company for another 10 years—because it would be the easy thing to do. Now, I have the chance to seek out a new challenge—something exciting! Going through the layoff made me mentally stronger. I’m open to taking on new risks that I wouldn’t have done before. This includes interviewing for the role we’re talking about now. If it wasn’t for the downsizing, I wouldn’t be here speaking with you.”

Make sure to drive home why you want to work for this organization and why you are suitable for the role. “Your company is fantastic. I always held it in high regard. The opportunity you presented to me is my dream job. My background, experience, skills and education are all a perfect fit. It’s wonderful that I’m in the right place at the right time.’

 

Like this Article?  Share It!    You now can easily enjoy/follow/share Today our Award-Winning Articles/Blogs with Now Over 2.5 Million Growing Participates Worldwide in our various Social Media formats below:

LinkedIn: https://www.linkedin.com/in/chris-g-laughter-b46389198/

Twitter: Follow us @ firstsunllc

Best Daily Choice: Follow the Best of FSC Career Articles/Blogs @

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

Question: Want the ‘the best/current 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, or #Networking) 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 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, the UK, & Mexico!  

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

 

Article continued …

Be Prepared For Feeling Out Of Sorts

One of the biggest challenges throughout the job search process is figuring out what to say when interviewing. It’s hard for people who’ve succeeded most of their lives to suddenly feel like a failure, since they’ve been laid off. Before the interview, the person that was downsized will confide to their loved ones that they are uncomfortable and slightly embarrassed, even though intellectually they know it’s not their fault and the company laid off over 10,000 workers.

If you’ve been impacted by the wave of white-collar layoffs, it will take some time to spring back into action. You’ll need to process and come to terms with what happened. Then, while still healing, there’s pressure to jump into job-hunting mode. When you currently hold a job and are searching for a new role, it’s relatively easier. If you don’t succeed in moving forward in the process, you still have a job to fall back on. For those in between roles, it’s scarier. You worry about paying the bills and how you will stand out with thousands of other smart, white-collar professionals also looking for work with these unrelenting layoff announcements.

The alteration of your daily work habits will throw you off kilter, making you feel disoriented. You’ll miss your work friends and the familiar flow of the workday. Most fast-track professionals associate their personality and identity with their jobs. Without the title, there is a feeling of loss and emptiness. When you associate with career-driven people and have family members who pressure you to succeed, that’s an additional burden to bear.

Be Positive

It will take some time for the wound to heal. You’ll require some self-care. Deconstruct what happened. Speak with your boss, colleagues and others to understand why you were selected for downsizing instead of someone else. This serves a couple of purposes. If it turns out that you were terrific, but management called for a certain number of people from each division to be let go, then you know it’s not about you. If you did something that made the firm choose you, it will be an uncomfortable conversation, but ask for constructive criticism and feedback, so you can learn from the situation.

Unless you come to terms with the layoff, it will be hard to get a new job. You’ll inadvertently come to the interview process feeling embittered, angry and hurt. You may not realize it, but others will pick up on your vibe and frequency. Although it is natural to feel discouraged and resentful, the interviewer doesn’t care. It sounds crass and cold, but they want someone who comes across as a winner. In an environment where thousands of people are being laid off, managers feel they have their pick of the litter. If you enter the interview with a chip on your shoulder or say something mean-spirited or derogatory about your former boss, co-workers and company, it’s too easy, in this market, for the interviewer to take a hard pass and move on to the next applicant who has a more positive and enthusiastic attitude.

Forbes.com | February 2. 2023

#YourCareer : Is Dating A Coworker Really That Bad?: The Cost Of The Office Romance. Time to Dust Off the Old Employee Handbook.

/in /by

As TJ Holmes’ and Amy Robach’s absence from “GMA3: What You Need to Know” continues, many people have begged the question, “Is dating a coworker really that bad?”

For ABC News President Kim Godwin, the answer appears to be yes. The New York Times reported that Godwin called the co-anchors’ affair an “internal and external distraction” during an editorial call that took place shortly after The Daily Mail broke news about Robach and Holmes’ alleged relationship.

It makes sense ABC News doesn’t want to draw attention to an affair two married employees are having off-air. Less clear, though, is why Robach and Holmes were put on temporary leave, since, according to the New York Times, Godwin said their relationship didn’t violate company policy.

Holmes and Robach may have made headlines for their relationship, but they’re by no means the only coworkers who are trying their luck at dating. A 2022 study by the Society for Human Resource Management states 33% of U.S. workers report being in an office romance either currently or in the past. Despite the onset of remote work, this is 6 percentage points higher than the percent of U.S. workers involved in office relationships prior to 2020.

Global pandemic or not, it’s clear office romances aren’t going anywhere. But what are employees supposed to do when company policy is fuzzy – or nonexistent all together? Rom-coms may encourage you to follow your heart, but the workforce is a little more complicated than that. Dust off the employee handbook

Dust off the employee handbook

If you work for a company that has a rule preventing coworkers from dating, odds are you’ll find it in the employee handbook.

Some offices might prohibit dating altogether, while others may require employees to sign a contract stating the relationship is consensual. A relationship between two coworkers in different levels of power will likely face more scrutiny since it is more likely to lead to favoritism and sexual harassment.

As awkward as it might be to talk to your HR manager about your love life, company policy is, at the end of the day, still company policy – failure to abide by it can get you reprimanded or even fired.

 

Like this Article?  Share It!    You now can easily enjoy/follow/share Today our Award-Winning Articles/Blogs with Now Over 2.5 Million Growing Participates Worldwide in our various Social Media formats below:

LinkedIn: https://www.linkedin.com/in/chris-g-laughter-b46389198/

Twitter: Follow us @ firstsunllc

Best Daily Choice: Follow the Best of FSC Career Articles/Blogs @

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

Question: Want the ‘the best/current 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, or #Networking) 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 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, the UK, & Mexico!  

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

 

Article continued …

Actually consider what’s at risk

There’s a reason HR doesn’t want coworkers to date, and in most cases, it’s not because they anchor the 1 p.m. news together. Dating creates messes and no HR manager wants a mess that spills into the 40-hour work week. Distractions, uncomfortable work dynamics – these things may be some of the last thing on someone’s mind if they’ve been bitten by the love bug, but should a relationship end badly, they’re more than likely to happen.

Be honest with yourself about your ability to regulate your emotions

Some people have a more difficult time with breakups than others. If you’re one of them, be especially cautious about entering a relationship with a coworker. Running into an ex at the printer probably won’t make moving on from heartbreak any easier. Ask yourself: “How will my work life and love life be hindered by seeing an ex on a regular basis?”

Whether you’re currently in a relationship with a coworker or getting over a previous relationship, you need to remain professional in the office. If you can’t do that, start looking outside the office for a potential partner to date.

Reflect on where you’re at in your career

Dating a coworker often comes at a cost. Employers may be less likely to give promotions to employees involved in office relationships in fear that the employee has a conflict of interest. Employees dating their superior will face even more complications when it comes to getting a raise. Should they be promoted over someone else, people will assume favoritism likely played a role. This can lead to tension in the office that not only leads to complaints with HR, but also compromises the quality of the work being done.

A relationship that ends badly with a superior can also hinder an employee’s chances at moving up in their career, albeit in the opposite way. There’s no better post-break up retaliation than preventing an ex from getting the promotion they’ve spent the last several years working toward.

Take a long pause to think about your own goals and needs before opening the door to a potential relationship with a coworker. If you see yourself staying with the company long-term with the goal of and rising the ladder, it’s best to keep any romantic feelings you have on the back burner.

Wait it out

Is there really need to rush love? If you and your coworker are meant to be more than just friends, things will find a way to fall in place. Unfortunately, this may mean having to wait a few years until the situation changes. Timing is everything in life – including a cynical matchmaker.

 

Forbes.com Author: 
Ashley Stahl   Follow me on Twitter or LinkedIn. Check out my website.
Forbes.com | February 14, 2023

#JobSearch : The 8 Biggest Mistakes People Make With Their LinkedIn Profile And How To Avoid Them. Reading this Headline on LinkedIn? MUst REad!

/in /by

With membership approaching one billion, LinkedIn is the most important personal branding resource. And despite LinkedIn being around for two decades, many professionals have not mastered this essential career management platform and they’re missing an opportunity to deliver an on-brand first impression.

Here are the most egregious LinkedIn profile mistakes to avoid.

1. Not Including Keywords In Your Headline

To help your profile show up prominently in the results, you need to include the words you want to be associated with in your headline. The first duty of your headline is to provide relevance. “Is this a person I need to know?”

 

Like this Article?  Share It!    You now can easily enjoy/follow/share Today our Award-Winning Articles/Blogs with Now Over 2.5 Million Growing Participates Worldwide in our various Social Media formats below:

LinkedIn: https://www.linkedin.com/in/chris-g-laughter-b46389198/

Twitter: Follow us @ firstsunllc

Best Daily Choice: Follow the Best of FSC Career Articles/Blogs @

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

Question: Want the ‘the best/current 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, or #Networking) 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 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, the UK, & Mexico!  

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

 

Article continued …

2. An Anemic About

Your LinkedIn “About” section will be the most-read version of your bio, so you need to tell your story in a compelling way. And here’s the catch: When people look at your LinkedIn profile, they only get to see the first few lines of your About. Use those valuable words to grab your reader’s attention so they will click “see more” to get the whole story. Don’t repeat what you told us about yourself in your headline.

3. Ignoring The Featured Section

This valuable piece of digital branding real estate shows up toward the top of your profile and gives you a place to showcase your accomplishments, passions, and causes. And because you can include images, video and other rich media, it makes your profile more interesting to look at and more differentiated too.

4. Not Using Creator Mode

Creator mode is a relatively new feature that allows you to identify the top five hashtags with which you want to be associated. These hashtags show up right below your headline and reinforce the topics for which you want to be known. Even if you have no intention of creating content for your LinkedIn blog, turn Creator mode on and select your five hashtags.

5. Keeping The Boring LinkedIn-Issued Background

The best way to make your profile stand out is to include a one-of-a-kind, on-brand, copyright-cleared background (it sits behind your headshot and headline). It’s the first thing people see when they’re checking you out. When you incorporate an image that helps you tell your story, you automatically stand out from your peers and deliver a relevant first impression.

6. Using A Photo That’s Not A True Headshot

No photo. A logo. A full body shot. A picture where you cropped someone’s body out of the shot, but their arm is still dangling from your shoulder. These are all examples of what you should never do with your LinkedIn headshot. Your headshot makes you real, and it makes it more likely that someone will accept a connection request from you. Make sure your headshot is professionally done, reflects your personality and is cropped so that your very human face occupies 60-80% of the space. When someone is looking at your profile on their phone, your headshot is the size of a button. Make sure people can look you in the eye.

7. Not Reordering Their Skills

LinkedIn displays your skills in order, based on the number of endorsements each skill has (from highest to lowest). When someone checks out your profile, LinkedIn only shows the top three. That’s a signal to the reader that those are the things you are best at. Yet for many of us, those may not be the things we want to be known for or the things that make us relevant for where we want to go next. Reorder your skills to showcase the three most important ones at the top.

8. Using Words Without Rich Media

It’s hard to create a visceral emotional experience when you’re limiting yourself to the 26 letters of the alphabet, but when you augment your prose with images, infographics and videos, you can truly dazzle your audience with your brilliance. Your profile is replete with places where you can leverage rich media to tell your story: your Featured artifacts, your Background image, in your Experience and Education sections, your Video Cover Story, etc. It’s hard to inspire people online, but using multimedia is sure to deliver more YAY and less YAWN to your readers.

 

Forbes.com Author: William Arruda is a keynote speaker, and co-founder of CareerBlast.TV and co-creator of the Personal Brand Power Audit – a complimentary quiz that helps you measure the strength of personal brand.

Forbes.com | February 8, 2023

#JobSearch : 5 Tips To Pass The Resume 30-Second Test. That is the Time you Have to Engage a Recruiter. A MUSt REAd.

/in /by

You can spend hours crafting your resume and conducting your job search, but today’s labor market can be competitive, and you need to go above and beyond if you want to stand out.

As if that wasn’t tough enough, recruiters will only dedicate a short amount of time to scanning your application. In fact, if you want to be shortlisted for an interview, you have as little as 30 seconds to impress them.

The good news is, there are some steps you can take to perfect your content and format your resume as effectively as possible. This will make it much easier for the recruiter to find those all-important details.

But how do you go about passing the 30-second resume test?

Tailor every application

Writing a strong resume can be time-consuming, so it’s understandable that tailoring every application you submit can feel like a lot more work. However, recruiters have become wise to this over the years, and they can spot a generic resume with just a quick scan down the page.

Generic resumes look lazy, and unprofessional, and suggest that you don’t have a genuine interest in their job role. Therefore, it’s crucial that you tailor every resume to the specific position and company before you submit your application.

This will require a certain amount of research, as well as using the job description to highlight important keywords and shape your content.

Engage the recruiter immediately

Your resume needs to start with a professional summary that grabs the recruiter’s attention immediately. As a senior professional, this should be a short summary that includes your current position and years of experience. You must show your relevance to the role and highlight your key achievements.

This section must also be tailored to the specific position and company. As we’ve said, a generic application won’t cut it, and if you get this wrong in the first instance, your resume is sure to end up on the rejection pile.

An engaging and focused summary will hook the reader and convince them to keep going, getting past the 30-second mark and increasing your chance of being invited in for an interview.

 

Like this Article?  Share It!    You now can easily enjoy/follow/share Today our Award-Winning Articles/Blogs with Now Over 2.5 Million Growing Participates Worldwide in our various Social Media formats below:

LinkedIn: https://www.linkedin.com/in/chris-g-laughter-b46389198/

Twitter: Follow us @ firstsunllc

Best Daily Choice: Follow the Best of FSC Career Articles/Blogs @

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

Question: Want the ‘the best/current 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, or #Networking) 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 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, the UK, & Mexico!  

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

 

Article continued …

Keep it relevant

As you gain more and more experience, the list of things you can add to your resume will only grow. The problem is, with just one to two pages to impress, including every job you’ve ever had is unlikely to get you over that 30-second hurdle.

Recruiters only want to see your most recent and relevant experience, qualifications, and skills. With this in mind, it’s a good idea to review all your past positions and only go into more detail about those that are relevant to the role. For example, it’s unlikely that if you’re being considered for a senior position, that the employer will want to read 10 bullet points about an internship you did over a decade ago, so cut it down or remove it completely.

This is important because the recruiter will not waste time wading through chunks of irrelevant text. If they start reading and the content quickly seems unrelated to the role they’re hiring for, you’ll simply end up on the rejection pile.

Be specific

The more specific details you can give about what makes you great for the job, the better.

So, when describing your experience, avoid giving generic explanations and give specific details instead. This includes quantifying your achievements to show how you made a real impact in past roles.

This will also apply to your key skills. For example, if you know how to code, be sure to list the specific programming languages you understand. Alternatively, if you are proficient in several types of accounting software, be sure to name the exact tools you’ve used.

Think carefully about structure and readability

Of course, the content of your resume is absolutely vital, but so are readability and structure. If your resume is poorly formatted, the recruiter might not give it any more than a quick glance. So, in order to make it easy for them, you must use headings and subheadings to structure your information and guide the reader’s eye.

Bullet points are also a great way to break up chunks of text because large blocks of text can be very off-putting. As can quirky or hard-to-read fonts, so it’s crucial that you choose a standard font that makes your resume easier to scan through.

Finally, it’s a good idea to think carefully about how you structure your content. As a more senior professional, it’s likely that your skills and experience will take precedence over your education. So it’s better to put these sections closer to the top of the page.

You’ll be able to get a better understanding of what the employer deems most important when you look through the job description.

By following these five tips, you can quickly engage the recruiter and ensure that your resume makes it as easy as possible for the reader to see that you’re a good fit for the role. This is how you hold their attention for at least 30 seconds and secure yourself an interview.

 

Forbes.com | February 2, 2023 | Andrew Fennell