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If you're a recent college graduate and you're unemployed, you might have an idea of what we're about to talk about.

You've spent four years of your life hitting the books, getting good grades, participating in relevant extracurricular activities, and maybe even juggling a part-time job in between. You've worked really hard for your degree, and you've been told time and time again that a degree is essential to finding employment in today's competitive job market.

So, why are you not getting hired?

First of all, you're not alone. Though the unemployment rate has slowly declined for bachelor's degree holders, it's still lagging. For that reason, the competition is fiercer than ever. This means you really have to re-evaluate your job search strategy.

The job market for new grads is constantly shifting, and what worked even a few years ago might not cut it today. Employers are looking for more than just a diploma; they want real-world experience, problem-solving skills, and a personal brand that stands out. If you're sending out dozens of resumes and hearing crickets, it's time to dig deeper and identify what might be holding you back.

Here are some reasons why you might not be getting hired as a recent college graduate.

While it's good to have a strong resume with all of your professional skill sets, your resume can become generic when all you do is send the same resume to every open position you find.

Take the time to rewrite your resume on multiple occasions and use specific keywords that are in the job description.

According to an article on the Job Center of Wisconsin website, gathering information specific to the job you are applying for and matching it with your experience on your resume is what makes a good resume. You have to "think like an employer," the article states, and "do not give unrelated or negative information."

Tailoring your resume shows hiring managers that you're serious about the role and have taken the time to align your qualifications with their needs. This not only helps you pass applicant tracking systems (ATS), which filter resumes based on keyword matches, but also increases your chances of standing out in a competitive job market. If you're young and unemployed, this extra effort could be the difference between getting overlooked and getting called in for an interview.

You have every reason to apply for every job in sight. However, it doesn't do you any favors when you apply for every single job you see and send the same resume to each one.

Apply for the jobs you want and are qualified for. After all, it's what you studied for.

Focus on quality over quantity when it comes to your job search. Hiring managers can tell when a resume has been recycled, and that lack of personalization can cost you an interview. Again, you need to tailor your resume for each position by highlighting the skills and experience that match the job description. Employers are looking for candidates who show genuine interest and a clear understanding of the role, not someone who's just mass applying.

Try to make a list of potential places you'd like to work for (your interview bucket list) and target those companies in any way you can. Use social media sites like LinkedIn to find people you can network with (backchanneling is so important in this competitive job market), and keep an eye out for any open positions. You have a better chance of getting hired at a job where your skills are relevant than at a job you're 100% unqualified for.

According to an article on the Undercover Recruiter, a survey of 300 professionals by Reppler found that "hirers are using social networks to screen job applicants." This means you should clean up your Facebook, Instagram, and TikTok profiles to present a more positive and, more importantly, professional image of yourself.

It might be in your best interest not to post that picture of you doing a keg stand, or post about how you hate looking for jobs. Hiring managers are paying close attention to your digital footprint, and even one inappropriate photo or negative comment can raise red flags. Think of your social media as an extension of your resume, a reflection of your personal brand. It should highlight your interests, communication skills, and overall professionalism.

If you’re young and unemployed, curating a clean, job-seeker-friendly online presence could be the difference between getting ghosted and getting a callback.

We understand how difficult it is for recent college grads and young professionals to find a job right now. By following these tips, you'll shorten your job search and get hired quicker than your peers.

Need more help with your job search?

Get access to our Free Resource Center today (no credit card required!).

A prepared job seeker will have thought about the questions that will be asked in their job interview. One of them may be: "Why are you leaving your job?" As you think about a response to this question, also consider how the interviewer may interpret that response.

It's important to take caution with how you answer questions in a job interview because when they're not framed properly, they can be interpreted negatively and cost you the job opportunity.

There can be many reasons why you want to leave your job. For example:

• You hate your boss
• You're bored at work
• You want more money
• You want more challenges
• You don't want to work in this particular field or industry
• Or an assortment of other reasons

Whatever your reason is, it's not always appropriate to tell it like it is to the potential employer. Think of a response that will impress the employer, that still comes off as an honest reason.

The way you answer "Why are you leaving your job?" should show professionalism, self-awareness, and a desire to grow in your career. It's one of the most common job interview questions, and how you handle it can set the tone for the rest of the conversation. Hiring managers are looking for red flags, but they're also listening for signs that you're motivated, goal-oriented, and looking for the right fit.

Here are some tips to help you answer "Why are you leaving your job?" effectively.

Communication in a job interview should always come off as positive. To start, you may talk about the great opportunities you've been given and how much you've learned through your current employer before giving your reason for leaving your job. Employers like to hear things like this because you come off as professional and respectful of your existing employer, even though you have made the decision to move on.

Regardless of your true feelings about the situation at work, never badmouth the company or your co-workers. Focus on your desire for career growth, new challenges, or better alignment with your long-term goals instead.

There may be multiple reasons why you want to leave your current job, but you don't need to include information about what you're not being offered. The reason for this is that potential employers can interpret it as an action you may take against them if hired.

For example, instead of saying, "I don't feel challenged at work anymore," reframe the message to say, "I'm looking for new challenges in the area of X, Y, and Z, which I can see this job offers," and then go into the experience and skills you have to offer to further impress the interviewer. Reframing your response this way makes it less likely that the employer will take the information and interpret it negatively.

Talk about what you're heading towards—what you want to experience and achieve to continue growing professionally. It works best when you can also tie in how the potential employer could offer that to you. When you answer in this manner, it informs the employer that you are an individual who seeks self-improvement and that you have a real interest in the company because of what they specifically offer. It tells the employer you are someone with great potential for hire who will be dedicated to employment with them for a reasonable amount of time.

"Why are you leaving your job?" is only one of many questions you will be asked in a job interview. Knowing how to respond positively and framing it in a way that informs the employer why you're a great fit ensures you stay in the running for the job and helps move you on to the next stage of the interview process.

Need more help with your job search?

Get access to our Free Resource Center today (no credit card required!).

We all have times on the job when the work piles up. However, we don't all react in the same way. Some of us handle that stress better than others.

A potential employer naturally wants to know how you will react when that situation happens in this new job. So they say something like, "Describe a time when your workload was particularly heavy and what steps you took to handle it."

This is a common behavioral interview question, and how you answer says a lot about your time management skills, ability to prioritize, and overall approach to handling pressure. Hiring managers are looking for specific examples that demonstrate you can stay organized, meet deadlines, and maintain quality—even when things get hectic. With the right preparation, you can craft a strong response that showcases your problem-solving abilities and your value as a dependable team member.

A heavy workload is a workload that requires you to use your time management skills to juggle multiple tasks, responsibilities, and projects in order to successfully complete them on time—without sacrificing the quality of your work.

In order to effectively answer interview questions about how you handle a heavy workload, you need to know how to answer behavioral interview questions using the "Experience + Learn = Grow" format or STAR technique. You also should understand what employers want to know (what are they really asking?).

Employers are looking for signs of time management, prioritization, and stress management skills. Your response should show that you can stay organized, meet deadlines, and remain calm under pressure. By preparing examples that highlight your ability to handle competing priorities and maintain productivity, you'll stand out as a strong, dependable candidate who can add value even when dealing with a heavy workload.

"How do you handle a heavy workload?" is a type of behavioral interview question. These types of questions ask you to describe your past actions or predict how you'll react in future situations. Employers ask these questions because they're a great way to get insight into your personality and how you approach difficult situations.

An easy way to answer behavioral interview questions is by using the STAR format (situation or task, action you took, and results you achieved). Using this technique ensures you say what you need to say to give a complete answer to the question. (Some people forget to talk about the results they got from the actions they took, but this is the most important part.)

At Work It DAILY, we specifically teach our members the "Experience + Learn = Grow" format instead of the STAR format because it is more effective at answering behavioral interview questions. Plus, employers can spot the STAR format a mile away.

Basically, employers want to know how you approach problems and stress. Can you adapt? Can you prioritize? Can you stay calm? A lot of people will just say, "I stay until the work is done." Persistence is good, but letting them know that you approach problems analytically and strategically is better.

Show them that you can think critically and make good decisions. Walk them through how you have dealt with this issue before or how you would deal with it. For example, talk about how you break down large tasks into manageable steps, delegate when appropriate, and use tools like calendars or project management software to stay organized. Highlight your ability to evaluate what's urgent versus what's important, and discuss how you communicate with your team or manager when priorities shift.

Here are two examples of good answers to this question:

1. "We all have times when the workload gets a little heavier than normal. I've found that the best way to handle it is to step back, take a look at everything on my task list, and prioritize. Most of the time, not everything needs to get done immediately. Some things are more critical to team goals than others, so sometimes it's necessary to prioritize."

Then, tell a short story about a time when you did that, and tell what the results of it were: you got X task done, which was beneficial because of Y.

2. "In that kind of situation, prioritizing and teamwork both become critical. I speak to my supervisor to see if I can help him or her and get some input on which tasks to tackle first."

Then, talk about the time you assisted your boss on a mission-critical task and what happened as a result of that teamwork.

Answering interview questions about handling a heavy workload can be tricky, but it’s a chance to highlight your time management and problem-solving skills. Show how you stay organized, prioritize tasks, and remain calm under pressure to stand out as a strong, reliable candidate.

Need more help with your job search?

Get access to our Free Resource Center today (no credit card required!).

In 2008, I read Bloomberg Businessweek's article entitled “Management by the Numbers,” in which they review how IBM has been building mathematical models of its own employees with an aim to improve productivity and automate management. I’ll let you read it and draw your own conclusions, but I realized that this article still rings true today.

After reading this article so many years ago, I learned a new workplace term that they’re using over at IBM. "Fungible" is a word used to describe workers who are “virtually indistinguishable from others” in terms of the value of their contributions in the workplace.

You see, IBM’s study is enabling them to identify top performers from average ones, with the latter being fungible—and I would assume that translates into expendable as well. In a time where layoffs continue to make the headlines, I guarantee that management teams all over the country are getting in rooms and saying, “Who’s fungible on the payroll right now?”

Okay, so they are most likely not using the term—but they are having that discussion, I assure you.

So, what does this mean for you and your career? It means now, more than ever, you need to stand out. If you blend in, you’re at risk. But if you make yourself indispensable—consistently delivering results, building key relationships, and owning your professional development—you become the person they can’t afford to lose.

The goal in today’s job market isn't just to stay employed. It's to be seen as irreplaceable. And that requires intentionality, strategy, and a deep understanding of the value you bring to the table.

Employees must get on the ball and start doing two things if they want to keep their jobs:

1. Produce quantifiable results that tie to the financial success of the company
2. Market their success to those who determine if they are fungible

So, if you’ve been on autopilot when it comes to assessing your professional strengths, building your career identity, and marketing your personal brand (if you are unfamiliar with the career development terms I just used, suffice to say you’ve been on autopilot), then I encourage you to get started.

Start by identifying the specific skills and accomplishments that differentiate you from your peers. Then, find ways to align those strengths with your company’s current goals—especially the ones that impact revenue, customer retention, and operational efficiency. Remember, in today's competitive job market, being indispensable means being visible, valuable, and vocal about your contributions.

It takes a lot more to get and keep a good job these days, and there’s a whole new way to manage your career. If you need help learning how to be indispensable in your career so you don't end up fungible, check out our Free Resource Center today. Getting the career help you need has never been easier.

It's easy to get excited when an employer is interested in you, especially when you haven't had much luck getting interviews or job offers. But what if the job proposal isn't a good fit for you? How do you decline a job offer?

Some of you might be thinking, Decline a job offer? Why would I do that? Saying "no" to a job offer can feel uncomfortable, but it's an important part of managing your career with confidence. Knowing how to decline a job offer professionally ensures you maintain your reputation, keep the door open for future opportunities, and stay on track with your long-term goals.

"You are a company," says professional development coach and facilitator Henrieta Riesco. When you're looking for a job or being offered a job, what the company is looking for is what Riesco calls a mutual benefit.

For companies, it's important to find ways to be better, and as a job seeker, you have to adapt to that same mindset.

The ultimate goal for your "company" (you) is to thrive and excel at your professional talents. If the job description doesn't make you feel like your company can progress, then it probably isn't a good idea to take the job.

It's one thing to say a job position doesn't feel right. It's another thing entirely when your professional values are not in line with the company at all.

Riesco uses the following analogy when describing why having mutual values with a company matters.

Let's say you're a person who's an advocate for preserving the environment, and the company that's really interested in you is an oil company. That probably doesn't align with your values if you're an environmentalist. In fact, you probably never should've applied for the job in the first place, and you could have avoided wasting time on this employer if you had made an interview bucket list.

"You have to look at the bigger picture of the company and really find out if you want to support that," says Riesco.

This might be a no-brainer for some, but it's important to point out because when an employer wants to exploit your skills, rather than use them in a way where you're still comfortable practicing those skills and enjoying them, then the job is no longer about how you can benefit yourself and the company with your professional abilities.

Rather, the job becomes something only your employer controls, and exploiting your talents is how they choose to use your expertise. This can lead to burnout, resentment, and a loss of passion for your work. If you notice early red flags—such as vague job responsibilities, unrealistic expectations, or pressure to compromise your values—it’s a clear sign to reevaluate the offer.

So, how does one reject an unwanted job offer?

Riesco states that when it comes to rejecting a position, you have to think about that mutual benefit between yourself and the employer.

"Tell the employer why you don't see a match," says Riesco. "State the possibilities, areas, and interests you have right now," and explain why it doesn't match with their company.

By talking about the things you have to offer, you allow the employer to get a clearer sense of who you are as a professional and what you can provide for the company.

It also clears up any misunderstandings about the position. By highlighting your concerns, the employer could clear things up in case you got the wrong idea.

In addition, crafting a rejection that allows an employer to respond is also key when declining a job offer. It shows that you don't want to burn any bridges.

We can do this by saying the things we would want to hear from an employer when rejecting us for a position. "Treat others how you want to be treated," says Riesco.

Nowadays, a lot of employers who aren't interested in certain candidates don't even take the time to respond to them. This is not the way you want to handle your rejections. Really think about the things you want to express about the position and why you feel it isn't a good fit.

Be honest and authentic.

Emphasizing that the position isn't right for you at this time is also something you want to make sure you include in your rejection.

"I would love to keep in touch with you and would love to know what other opportunities you would have in the future" are some good things to say to keep that connection with the employer, according to Riesco.

This shows that you're not rejecting the company entirely by declining the position, and hopefully, sometime in the future, you could contact that employer and see if you'd be a better fit for the company at that point in time.

It's never an easy decision to decline a job offer, especially when you've been struggling to get hired. By following these tips, you'll make sure you don't accept a job offer for a position you don't really want.

Nothing is worse than accepting a job offer and then realizing a few weeks in that you've made a huge mistake! When the job feels right, you'll know.

Need more help with your job search?

Get access to our Free Resource Center today (no credit card required!).

Landing a job interview is a big deal, but making the wrong impression on the hiring manager can kill your chances before you even realize it. With competition fierce and hiring managers pressed for time, even minor missteps can be deal-breakers. If you’re not aware of how you’re coming across, you might unknowingly sabotage your own success. That’s why it’s crucial to understand what hiring managers are really looking for—and what drives them away.

I'm a big fan of the X-Men comic books and have always loved the powers of Dr. Charles Xavier, who is telepathic. Who wouldn't want the ability to instantly read a person's mind and affect their behavior? This skill would come in extremely handy during interviews with hiring managers, many of whom seem to belong squarely to the school of “say little and express even less." You walk out of the room (or close your laptop) wondering, Did that go well? Were they interested? Did I say something wrong? It can feel like a guessing game where the rules keep changing.

While we don’t have the luxury of mind reading, we do have the next best thing: knowing the red flags that send hiring managers running. Here are five ways to turn off a hiring manager and ruin your chances of getting the job—so you can avoid them at all costs.

A big mistake job seekers make is submitting overly general resumes. This makes sense in theory. After all, the more applications you can shoot off, the more interviews, right? But this can really turn off a hiring manager, who wants to know exactly how your background will enable you to tackle the problems they need to be solved. Clichés just won't cut it at this stage.

Here's what you should do instead:

• Create a shortlist of 5-10 positions you're an ideal fit for.
• Study the job postings for positions like this, as well as LinkedIn profiles for people who currently have these jobs.
• Tailor your resume to communicate your fit for these roles.

Once you have a solid framework in place, include metrics-based, quantifiable accomplishments on your resume for every major position you've held that proves your ability to execute.

Look, it's great to be ambitious. And, of course, the job you're after today is probably not the one you want to retire on. But you need to place your focus squarely on becoming the ideal candidate for this job before even talking about the next step. Neglect to do this, and a hiring manager will naturally start thinking that you might jump ship within a year, and they'll be back to square one.

Create a short "value presentation" for the interview that talks about how your three to four strongest skills can be applied immediately towards helping the company—adding value, solving problems, and alleviating pain. It's similar to a 30-60-90 day plan. Get creative here!

For example, if you're going after a product development position, why not run some quick usability tests on a company's products, document them, and develop some design suggestions?

A hiring manager is not a career counselor. With the latter, it's perfectly fine to be honest about vulnerabilities in your personality or "pet peeves" that drive you crazy in the work environment. But if you take the same approach with a hiring manager and confide things like you have trouble balancing family responsibilities with workplace demands, you'll most likely get passed over.

They're not only looking to find the best candidate. They also need to manage risk.

Learn how to "spin" negatives into something that ultimately leads to success. For example, if you're asked what your greatest weakness is, you can tell a story about how you once had chronic shyness and needed 30 minutes to "amp yourself" up for a simple phone call, and now, through courage and repeated exposure, you can handle dozens of calls with high-level clients per day. Negative to positive.

This is also known as the "Experience + Learn = Grow" model, which is the best way to answer behavioral interview questions. You should definitely learn this strategy before your next job interview.

Following up matters! It shows that you're truly invested in landing the position and aren't just treating it as one of many potential opportunities.

We recommend emailing everyone you met at the company within 24 hours of your interview thanking them for the opportunity, followed by an email sent a week later (avoid sending it on Mondays) that essentially continues the conversation—adding greater detail to questions raised, sharing an industry article of interest, and so on.

You're making it clear that the interview was the beginning of an ongoing relationship, no matter the outcome of the interview process.

If a hiring manager has to choose between the most qualified candidate on paper and a less qualified candidate who brings genuine passion to the table, they'll go for the latter every time. You can teach someone almost anything except enthusiasm.

So, if you have a personal connection with the company you're interviewing for and believe that this is a meaningful step in your life's ambitions, or simply love the unique culture they've developed, take time in the interview to let them know!

It also doesn't hurt to explicitly state, "I'm very interested in this position and would love to see a positive outcome," or something similar. Excitement fuels job offers!

Making the five mistakes above will ruin your chances with a hiring manager every time. To secure your chances of getting the job, be sure to tailor your resume, create a 30-60-90 day plan, learn how to answer behavioral interview questions, follow up after the job interview, and state your enthusiasm for the position.

It'll be impossible to ruin your chances with a hiring manager with that strategy.

Need more help with your job search?

Get access to our Free Resource Center today (no credit card required!).

How can you make an effective resume after getting fired? People get fired from their jobs for various reasons. However, to a potential new employer, it may leave an unfavorable connotation on the candidate.

If you find yourself in such a situation, you may have a number of questions concerning how to address the adverse reactions you may receive from a potential employer. You may have questions such as:

• How do I impress an employer given I was fired from my last job?
• Do I include the job on my resume?
• How should I answer when asked the reason for departing my previous job?

Understandably, there are many questions on your mind. And yet, there are ways to be truthful in answering the questions your potential new employer may have for you, along with tips to make such a situation feel a little less threatening. Essentially, before updating your resume for the next job opportunity, think about:

Is the Experience From Your Last Position Relevant?

If there is little to no relevance between the positions, you do not have to showcase it on your resume. The hiring company is primarily interested in the relevant experience and skills you can bring to their company. You might be able to break your resume into "Relevant Experience" and "Additional Experience" sections.

How Long Were You in the Position?

If you were in the position for only a few months, it may not be necessary to mention it on your resume. Determine if the employment gap, should you choose not to include it, would be cause for concern by an employer. In today's market, it's not a surprise to see some candidates unemployed for a year before finding a new job.

How Severe Was the Cause for Firing?

Were you laid off or fired due to lack of performance or conditions outside of your control? If the latter, then you should put on the resume the reason, such as “Major Downsizing," “Company Relocated," or “Management Reorganization," all of which indicate that the termination was not due to your performance. If the reason you were terminated was due to a minor issue that can be easily explained and seen from your point of view by a potential employer, then including the position on your resume should not be a concern. Be honest with yourself and think through your response to a potential interviewer.

Your answers to the questions above will tell you whether it is appropriate to include the job on your resume. If it is included, consider the following to help you through the application and interview process.

Your mission is to get your foot in the door for an interview and to make an outstanding impression. You do not need to bring up that you were fired or laid off from your last job on paper, especially if you were only there for a year or two.

Instead of focusing on how your previous job ended, quantify what you accomplished while you were employed there. Emphasize your contributions, such as cost savings, revenue growth, process improvements, or team achievements—anything that highlights your value. Use strong action verbs and measurable results to help hiring managers see what you bring to the table.

By steering the focus toward your impact and strengths, you maintain control of your narrative and set a confident tone from the start. If necessary, you will have the opportunity during an interview to explain further details.

Even if you were fired and have bitter feelings toward your former boss or co-workers, your resume is not the time or the place to reveal it. It is seen as unprofessional and leads to questions that focus on negative aspects. So, even if the interviewer wasn't planning on asking you the reason for leaving, you may have just brought it upon yourself by insulting your past employer or hinting at a conflict there on your resume.

Remember, your resume is a marketing document—not a tell-all. Keep the tone professional, forward-looking, and aligned with the job you’re targeting. Let the employer see what you’re capable of. Your future contributions matter more than your past mistakes.

You should never lie on your resume. Don't fabricate anything on your resume or your reason for looking for a new job. If asked about this during an interview, you need to address the question truthfully, but keep it brief regarding the reason for your departure and move on to more positive points. Frame your answer using the "Experience + Learn = Grow" method for answering behavioral interview questions, and you'll be sure to impress the hiring manager. You'll at least have your foot in the door and have a greater advantage of explaining the reason for departure in a more positive light.

You can also use it to your advantage to reinforce points of achievements and accomplishments that may apply to the job. Remember that companies do check references and background information. Any candidate caught lying is grounds for dismissal.

Gather people you worked with on the job as references, whether it's co-workers, clients, or vendors. Individuals who worked with you on the job and who can speak positively about your work can help effectively rid any negative connotations associated with being fired. These references act as credibility boosters, showing potential employers that you were respected and valued by those who collaborated with you. When possible, choose individuals who can specifically highlight your skills, reliability, and contributions to the team.

A strong testimonial can provide valuable context and reinforce your strengths, even in a challenging situation. So have them ready when you submit your resume!

This is a last resort option. Functional resumes typically are not used since they lack details on dates of employment—information most employers want to know.

A functional resume focuses on grouping specific skills and experiences together as the highlight of the resume. This type of format might also work for career changers and those with gaps in employment history due to other pursuits, such as education or family.

This is the last resort, though. We recommend using a chronological resume format, even if you got fired. But it might be worth it to try a functional resume format if the chronological format isn't working for you.

Being fired means you have an additional hurdle to overcome to find a new job, but it is not insurmountable. It's all in the way you frame it on your resume and handle yourself in addressing the matter if the subject comes up. Remain positive, address any concerns succinctly and honestly, and then move on to the more positive highlights.

Need more help with your job search?

Get access to our Free Resource Center today (no credit card required!).

Did you know that there are interview questions that might seem legitimate but are actually illegal? While there are some that are clearly inappropriate, not all of them are so obvious. Don't overlook the different types of illegal interview questions!

Illegal interview questions often touch on personal topics like age, marital status, religion, or citizenship—topics that have no bearing on your ability to do the job. Knowing what’s off-limits can help you recognize red flags and respond professionally when you're caught off guard.

Here are a few types of illegal interview questions you should watch out for during your next job interview.

Interview questions about your family life:

• Are you married?
• Do you have any kids?
• Are you pregnant?
• Who takes care of your kids while you're at work?
• Do you have childcare arrangements?
• Is your spouse okay with you working long hours?
• Does your family support your career goals?

Interview questions about race:

• What's your nationality?
• What race are you?
• Where are you from originally?
• What’s your ethnic background?
• Are you a U.S. citizen? (This is often a nuanced area—asking about work authorization is legal, but asking about citizenship/nationality can cross a line.)
• What language do you speak at home?
• Are you part of a minority group?

• What church do you attend?
• What is your religion?
• Are you religious?
• Do you pray at work?
• Will you need time off for religious holidays?
• Can you work on weekends/Sundays/Saturdays? (This can be legal if it’s asked of all candidates, but becomes problematic if it's targeting someone’s religion.)

• Do you own a home?
• Do you rent?
• Do you have an apartment?
• Do you have anybody living with you?
• Do you live with your parents?
• How long is your commute?
• What’s your ZIP code?
• Who do you live with?

• Are you male or female?
• What’s your gender?
• Are you transgender?
• What's your sexual orientation?
• Are you in a same-sex relationship?
• Are you gay or straight?

• How old are you?
• What's your birth year?
• When's your birthday?
• What year did you graduate from high school?
• What year did you graduate from college?
• How long have you been working?
• Are you planning to retire soon?
• Do you think you can keep up with a younger team?

So what makes these questions illegal?

First, they have no relation to the job requirements. Second, there are strict laws in place that prevent interviewers from asking interview questions that can be discriminatory. These laws exist to ensure fair hiring practices and to protect candidates from being judged on personal factors rather than professional qualifications. Questions about age, marital status, religion, or citizenship status can open the door to bias and are, therefore, off-limits.

If you're asked something that feels too personal, it's worth considering whether the question is appropriate—or even legal.

Unfortunately, there are bad interviewers out there who will try to slip some of these questions in on purpose (hello, workplace discrimination). There are also some inexperienced interviewers out there who simply don't know these are illegal questions and are just trying to make conversation.

If you're asked these questions, whether intentionally or not, it's best to be prepared so you don't get flustered during the interview.

Sadly, these types of illegal interview questions are asked all of the time during interviews. Not sure how to prepare for them? We built an in-depth interview prep course (inside our community) that will help you understand how to respond to such questions.

We hope this article helps you identify any illegal questions you might be asked in a job interview. Good luck, and keep an eye out for those red flags!

Need more help with your job search?

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The concept of "spring cleaning" also extends to your career. In fact, spring is the perfect time to take a look at your resume and see what needs updating and what you can get rid of entirely. When was the last time you cleaned up your resume?

If it's been a while since you've updated your resume, don't wait any longer! Here are three easy ways you can spring-clean your resume so it's ready for your next job search.

One of the most important parts of your resume is the experience summary, which is a list of 6-8 skills in the top fold of your resume. (You can find effective resume templates inside Work It DAILY's community.) This helps your resume get past the ATS and stand out from the competition, allowing hiring managers to quickly see how you're qualified for the job.

When spring cleaning your resume, it's a good idea to update your list of skills, adding new ones and removing irrelevant ones. What skills have you developed? Which skills do you want to highlight in your job search? What skills do you need for the jobs you want to apply for, and how many of those do you currently have? Which skills are no longer relevant in your career or aligned with your career goals? Think about these questions as you decide which skills to include on your updated resume.

If you haven't done so already, when you clean up your resume, you should also quantify your accomplishments. In the bullet points under each position you've held, don't just list your job duties; highlight the impact you made. You need to talk about your accomplishments (what you achieved on the job). You need to quantify your work experience so employers can see exactly how you add value as a business-of-one.

Each bullet point should include at least one number. For example, a car salesperson might write: "Sold an average of 12 cars per week."

Once you've quantified your accomplishments from previous positions, it's time to think about your current job. What have you achieved lately? Have you exceeded sales targets, streamlined a process, or contributed to a successful project? Are there any past accomplishments you haven't quantified yet? Additionally, if you've earned a certification, completed a major project, or received industry recognition, be sure to include those details. Whatever you’ve done to add value, chances are it can be measured—and it definitely belongs on your resume.

The easiest way to spring-clean your resume is to simply clean up your formatting. A resume with an updated, simple format will be easier to read and have a higher chance of getting past the ATS. A resume with an outdated format will likely get tossed by hiring managers because it gives them the impression that you're old and/or out of touch.

Your resume should have a simple, clean layout with consistent styling throughout the document. Stick to bullet points for clarity and use plenty of white space to improve readability. Choose a professional, easy-to-read font like Arial or Calibri (11pt.), and avoid old-fashioned or decorative fonts like Times New Roman (or any other script font). Maintain one-inch margins for a balanced look, and limit the use of bold, italics, and underlining to key areas that need emphasis, such as section headings or job titles. When in doubt, a simple resume is the most effective.

We hope these tips help you spring-clean your resume so it's ready for your next job search! A refreshed resume highlights your most relevant skills and accomplishments, ensuring you make a strong first impression on potential employers. Taking the time to declutter outdated information, refine your formatting, and tailor your content can make all the difference in standing out. So grab a fresh perspective, polish up your resume, and get ready to put your best foot forward in your career!

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It's easy to think that taking a lower-level position means putting the brakes on your career track or even taking a step back. But in fact, there can be a lot to gain with such a decision.

Sometimes you have to take a step back in order to take a step forward in your career. There are a number of practical reasons why taking a lower-level position makes sense. Here are a few...

A large percentage of professionals making a career change will face the need to start near the beginning with entry-level jobs. If you make a drastic career change, such as going from ER nursing to accounting on the CPA track, you can't expect to jump straight to the top until you have honed your skills and built subject matter expertise.

However, if you have transferable skills—such as leadership, problem-solving, or data analysis—they may help you secure a role above entry level. Additionally, networking, certifications, and relevant coursework can demonstrate your commitment and accelerate your path forward. Being open to contract, freelance, or internship opportunities can also provide valuable experience and help bridge the gap to your new career.

There are many people who choose to stay in their profession but make a change in their field of practice. For example, you may have started your career in marketing for the travel industry but decided to switch to the pharmaceutical industry.

A lateral move may not always be possible because, like the career changer, you may not have the industry knowledge needed in the field, especially if it is a highly specialized sector. For instance, the technical language used to market pharmaceuticals in the United States follows strict guidelines approved by the Food and Drug Administration. The approaches taken to marketing may be drastically different between the two fields.

Job changers include individuals who want to make a switch in the type of company or organization they work for. Certainly, working for a non-profit is not the same as working for corporate, and going from an agency to an in-house position has its differences. So while you may take a lower-level position, the title and associated responsibilities may vary widely between employers—and it is important to consider the experiences and opportunities available with the open position.

For instance, you may go from an agency to an in-house position at a lower level. Expectations for formal promotions also may vary, given the different corporate cultures involved. Essentially, you may start in what is perceived as a lower-level position but wind up with far more advanced experiences than you might otherwise have.

Times of economic uncertainty typically result in a large pool of unemployed professionals who are well-educated and qualified for positions. Under such circumstances, it's not rare for job seekers to be unemployed for six months or longer. There are simply more qualified candidates than job openings available. So, it may come to a point where you have to make the decision to take a lower-level position in order to:

• Bring home a paycheck to pay for essentials.
• Maintain your marketability (after such an extended period of unemployment, it may be a greater setback to remain unemployed—your marketability withers with time away from the market).
• Help secure a better job opportunity down the road (employers typically favor candidates who are already employed).

Regardless of the situation, here are four key questions you should ask yourself to help decide whether taking a lower-level position is the right move for you and your career:

1. Does this type of job fit into my long-term career goals? Essentially, will it get me where I want to be down the road?
2. After taking this position and settling in, if I go back on the job hunting track, will I be able to communicate to a potential employer how the experience has helped me grow and evolve to be prepared for this next position?
3. Do I believe I can excel in the position and create realistic opportunities to advance within the company?
4. Will I be happier in the position? Most people spend much of their life working, so it is important to be happy with what you do. Be wary of how dissatisfaction with a job can quickly lead to burnout.

If you answered "yes" to the questions above and can put your ego aside, making the decision to take a lower-level position can be a rational move to help move your career forward. You can expect to be happier with life and your career. However, after taking a lower-level position, you need to maintain perspective on your reasons for the decision. It is easy to let pride get in the way of things. Remember, this decision is based on a long-term plan, not a short-term plan for your career.

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“Do you have any questions for me?"

This is typically the final question you will be asked in a job interview. Ask the wrong questions, and you might look like a bad fit. Ask no questions, and you might look indifferent, inexperienced, or uneducated about the position.

Asking the right questions—aside from proving yourself to the hiring manager—is one of your best (and last) chances to determine whether the job and company are a good fit for you. Here are five questions to consider asking at the end of your next interview.

This is actually an extremely important question that should be asked during every job interview because the answer will provide important insights that, should you get an offer, will play a major role in your decision to take the job.

Jobs open up for a variety of reasons—some positive, some negative. Was the job created because the company is expanding? Was the previous person promoted? Or did they quit or get fired? Are you replacing a high performer or a poor one?

The employer's answer will help you determine whether the job has room for growth or a high turnover rate—and give you a better idea of how to manage expectations.

Most job postings list the position's responsibilities without saying how much time is allocated to each responsibility. You want to know this information for two reasons.

First, if your typical workday includes spending hours doing something you dislike, you may want to reconsider whether it's the right job for you. Second, by discovering which job functions are most important to the employer, you can tailor the remainder of your interview to those areas and include them in your interview follow-up email.

It's always good to get a sense of a company's culture and whether you fit into it. The employer's response to this question will help you understand what it's like working there day to day, what the company values are, how colleagues interact with one another, and so on.

Another good way to get a sense of company culture is to ask this question:

Can you tell me about one of your most successful employees and what makes them successful?

If the answer highlights an employee who constantly takes on extra work and regularly exceeds 40 hours a week, this could be a red flag that the company prioritizes long hours over work-life balance. Instead, look for a response that reflects a well-rounded definition of success—one that includes hard work, creativity, collaboration, and problem-solving skills.

Pay attention to whether they mention qualities like leadership, adaptability, or a commitment to company values, as these can indicate a culture that supports professional growth and employee well-being. The way they describe success can give you insight into what the company truly values and whether it aligns with your own career goals.

If you're going to spend the majority of your waking hours on the job, you should make sure the company culture is a good fit.

Actually, a more specific question you could ask is:

What are the goals of the company over the next five years? How does this position and this department factor into those goals?

This question demonstrates your goal-oriented nature and suggests that you won't job-hop right away. It also signals that you're thinking strategically about your role and how you can contribute to the company's success. An informed response will give you insight into the organizational structure, leadership priorities, and potential growth opportunities within the company. It can also help you determine whether your professional aspirations align with the company’s vision.

Conversely, an uninformed response suggests the hiring manager is out of touch with the organization, the company does a poor job communicating its goals to employees, or leadership is not thinking long term. None of these are a good sign and could indicate instability or a lack of direction within the company.

Here's another way to ask this question:

What is the company's biggest challenge in the coming years, and how does this position help you overcome it?

It's unlikely the hiring manager will say "no," but you can still infer a lot from their response. A moment's hesitation followed only by, "Yeah...I do," might be a red flag. A smile and explanation of why they like working there, on the other hand, signifies a more genuine response.

A few other ways to ask this question include:

How did you come to work here?

What do you like most about working here?

If you interview with multiple employees during your job interview, ask each of them similar questions. This is particularly helpful when it comes to subjective questions (e.g., "How would you describe the company culture?" and "Do you like working here?"). Doing so will help you paint a more complete picture of the organization, which will help you make the best decision once you're offered the job.

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Is your job search turning into a grind with no end in sight? It may be time to take a step back and reevaluate your entire approach.

In cold weather climates, the beginning of spring is a time to clean the house and get organized—a practice known as spring cleaning. Through the years, spring cleaning has taken on a larger meaning, with people using the time to organize and declutter things in their lives.

For professionals on the job hunt, a little spring cleaning (metaphorically speaking) could be a great way to reinvigorate your job search. Here are a few strategies your job search spring cleaning should include...

Make a list of the last handful of jobs you applied for and see if you can identify any positive or negative trends. Consider things like:

• How did I learn about this job?
• How did I apply for the job?
• Did I earn an interview?
• What was the ultimate result?

A lot can be learned about your job search approach just by answering these questions and identifying patterns. For example:

Negative Trends

You discovered five jobs through job boards, applied to all of them via the job boards, and never heard back from any of them.

The common pattern here is applying through job boards. This isn't to say that job boards don't serve a purpose in the job search process, but they have their limitations, and you can't run your job search entirely off of them.

When you apply through a job board, there's a good chance that your resume will never get past the applicant tracking system (ATS) and never be seen by an actual person.

One simple fix is to research who the hiring manager is that posted the position, address your cover letter to them directly, and apply for the job directly on the company's website.

The more efficient fix would be to take a proactive approach by putting together a bucket list of companies that you want to work for and start making connections on LinkedIn with people who work at those companies. You may already know some people who work there or have connections that can refer you to some individuals.

This strategy is called backchanneling, and it's the best way to network your way onto a company's radar and stand out to hiring managers.

Positive Trends

You applied for three jobs via referral, were invited to two job interviews, and made it through multiple rounds of interviews for one of the jobs before being passed over for someone with a little more experience.

The pattern here is that getting referred to a job by a professional acquaintance is a great way to land a job interview. This indicates that you're leveraging your network well, and you should continue to focus on your networking efforts.

The next step is to review the interview process and determine what went well and what needs to be improved. Sometimes the interviewer will provide feedback, and that feedback can be valuable. However, not everyone is comfortable with giving feedback.

Chances are you probably have a good idea about areas of improvement and the skills you need to gain. Put together a plan for addressing those shortfalls.

The good news in making it deep into any interview process is that it indicates that the company likes you as a potential employee (even if the timing just wasn't right), and the experience could be a roadmap to a job with that company at a later date or another similar opportunity elsewhere.

Are you continuously sending similar resumes and cover letters to each job opening with only minor adjustments? If so, your strategy needs some serious spring cleaning.

Let's start with resumes!

Every resume should be tailored to the position in order for it to stand out to recruiters and hiring managers. It may seem like a lot of work, but it's actually less work than submitting the same resume over and over again and never hearing back.

The reason why it's so important to tailor your resume is that throughout your career, you acquire numerous skills, but the job you're applying for may only be focusing on 6-8 of those skills. In that case, those skills must rise to the top of the resume with quantifiable examples of how you successfully used those skills at previous jobs.

Remember, recruiters go through hundreds of resumes. They need to be able to tell from a quick glance whether or not you're a potential candidate for the position.

While updating your resume, you could also spruce up your LinkedIn profile by highlighting the skill sets that you want to be noticed for by recruiters.

As for writing a good cover letter, the key to success is a disruptive cover letter. When you write a disruptive cover letter, you're basically telling a story. The story should focus on how you connect with the particular company and job position. Why are you passionate about this line of work? What do you like about the company's products or services? Why do you admire the work they do? The story could also focus on your personal journey, and how you got to where you currently are in your career.

If your resumes and cover letters aren't unique, now is the time to clean things up and get on track.

Just because you're looking for work doesn't mean that you don't have anything to offer. Use previous career experiences and passions to build your personal brand.

Ask yourself, "How do I want other professionals to view me?"

Pick an area of expertise and start sharing your knowledge and experience with your professional network by pushing out content on your LinkedIn and social media accounts. Good content can include blogs, social media posts, and videos.

By sharing content about your experiences and passions, you slowly build your personal brand, and others will start to notice. The content could lead to good discussions with others in your network. It could also lead to reconnecting with connections that you haven't spoken to in years or making new connections.

You never know when one of these connections could turn into a job lead or referral. The trick is to get on people's radars. So, when you're cleaning up your job search, be sure to build a plan for personal branding.

Your job search is important, but it's even more important to know when to pull back and focus on personal health and spending time with family and friends.

There are actually things that you can do for your own enjoyment that could help your job search in the long run, such as:

• Grab coffee with a friend. It's good to engage in light conversation with friends during challenging times. And if your job search does come up, remember that most people have been through it themselves and you never know when a friend may provide you with a good idea or lead on a job.
• Volunteer. Volunteering is a great way to get involved in the community and help others. In addition, if you develop a little bit of a career gap while looking for a job, you can always talk about how you filled that time volunteering if you're asked about it during a job interview.
• Continue to focus on other passions. Are you a fitness nut? Blogger? Crafter? Continue to do the things that bring you happiness. And if you're in a position to profit from your passion through a freelance job or side hustle, even better!

Spring is the perfect time to clean up and improve your job search so you can land the job you want. If you're struggling to find a job, follow the tips above to reinvigorate your job search—and watch your career blossom!

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As a white-collar professional, do you feel like you're invisible in your job search? If you're like most unemployed job seekers right now, you've tried "everything" and are still being ignored by recruiters. The truth is that in today’s ultra-competitive job market, talent alone isn’t enough; you need another way to stand out.

Many highly skilled white-collar professionals find themselves stuck in a frustrating cycle—overlooked, undervalued, and unable to break through the noise on LinkedIn. Despite years of experience and deep industry knowledge, they struggle to establish themselves as credible voices.

Instead of attracting job offers, speaking engagements, and career growth opportunities, they watch as others—sometimes with less expertise—dominate the conversation.

The problem isn’t a lack of skill. It’s a lack of visibility.

If you’re a white-collar professional feeling stuck, chances are you’re facing at least one of these challenges:

1. Fear of Judgment or Feeling “Cringe” About Posting Online

You want to share your insights, but the fear of being judged holds you back. What if people don’t like what you post? What if it comes across the wrong way?

2. Not Knowing What to Say or How to Create Authentic Content

You have knowledge to share, but crafting content that feels natural and engaging seems impossible. Where do you even start?

3. Feeling Invisible or Overlooked Despite Having Experience and Skills

You’ve put in the work, built your expertise, and yet, you’re not being recognized as a thought leader in your industry.

4. Lacking a Consistent and Confident Online Presence

Posting sporadically—or not at all—leaves your LinkedIn profile stagnant. Without consistency, it’s hard to gain traction.

5. Wasting Time on Content That Doesn’t Get Engagement or Build Credibility

You’ve tried posting, but the results are disappointing. Low engagement makes it feel like you’re shouting into the void.

When I saw how many white-collar professionals were struggling to get noticed, I knew I needed to build a program that would teach people how to effectively demonstrate their expertise using video content—the best way to stand out on LinkedIn.

That program is Pro Voice.

Pro Voice, featuring the G.L.O.W. Method, is designed to solve the exact challenges I stated above. This four-step system has already helped hundreds of professionals transform from overlooked to in-demand on LinkedIn. Here’s how:

• Gain Perspective – Learn how your audience truly sees your value so you can position yourself strategically.
• Luminate the Goal – Define your unique brand voice and messaging for maximum impact.
• Own Your Actions – Craft compelling, high-trust content that attracts real engagement.
• Work It DAILY – Implement a sustainable strategy that delivers ongoing results.

In an era where competition is fierce and job security is uncertain, professionals who position themselves as trusted industry voices gain a massive advantage. They don’t just wait for opportunities; they attract them.

The G.L.O.W. Method outlined in my Pro Voice program is about more than getting likes on LinkedIn. It’s about building lasting credibility that opens doors to:

• Speaking opportunities
• Board invitations
• Media features
• Job offers (without applying online!)

Now is the time to be proactive and learn how to demonstrate your knowledge and expertise as a white-collar professional. Your experience is valuable; are you proving that to recruiters?

If you’re ready to break free from invisibility and start building a professional brand that gets noticed, don’t miss my free live webinar:

Claim Your Spot Here

Even if you can’t attend live, you’ll receive a replay.

This is your chance to stop playing small and start leveraging LinkedIn the right way. Your expertise deserves to be seen—let’s make it happen.

There is one rule I always tell job seekers to follow in regard to their job search activities. Under no circumstances should you ever do this on a Monday.

The rule? Never, and I mean never, call or email an employer on a Monday to check the status of your application or ask where the hiring manager is in the decision-making process for a job.

Mondays are the busiest, most stressful days of the week for most professionals, especially hiring managers. They’re catching up on emails, tackling urgent issues, and setting priorities for the days ahead. Even the most cheerful workers struggle to get in the groove on a Monday. And given that 56% of Americans surveyed recently said they would like a new job, it's safe to say that the majority of people are not in the best mood.

The last thing a hiring manager wants on a Monday is an unsolicited message from a job seeker asking about their application status. Reaching out on a Monday can make you seem impatient or inconsiderate of their workload—neither of which leaves a positive impression.

Adding stress or pressure to a hiring manager's day is not going to help you. So, as much as you are dying to know where you stand in the hiring process, I would suggest waiting until later in the week for several reasons:

• If the hiring manager hasn't made any progress, they will not appreciate you reminding them.
• If you are not in the running, they will not be thrilled about having to give you the bad news.
• If they are super busy and plan to address the hiring process later in the week, they will not appreciate you trying to push them to address it sooner.

Ironically, all that can change on a Tuesday when hiring managers are organized for the week and back in the productivity zone. Therefore, instead of following up on a Monday, aim for midweek when they’re more likely to have time to review applications and respond thoughtfully.

Job seekers should spend Mondays researching companies and identifying who they want to network with instead of contacting hiring managers. Save the calls and emails for Tuesdays, and you'll notice that people will be in better moods and respond to you more positively. You'll have a much easier time in your job search if you avoid reaching out to hiring managers and recruiters at the very beginning of the workweek. Trust me.

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The first challenge with your resume is getting it into the hands of an actual person. Over the past decade, getting through applicant tracking systems (ATS) by including the right keywords has become the holy grail of job seekers. The palace guards were put in place so that overloaded hiring managers could keep out the riffraff.

And it was necessary.

Surveys report that more than half of the resumes submitted for any job posting are from completely unqualified candidates.

The ATS is meant to boil down the deluge to an actual candidate pool. As a job seeker, you should be concerned with and aware of how your resume will make it past the guards. As a serious professional, you need to take your resume further. Make sure that when it makes it to the hands of an actual person, it will impress and get you to the next step.

Here are four resume tips for accomplishing this goal.

Look at your resume as if you are the hiring manager. Are you making it clear that you can help the company save or make money? Does this resume help solve the problem that needs solving with this position? Not just the "because Henry quit" problem. The thing that makes this position valuable to the company.

Your resume must show how you are the solution because you've done it before. Structure your experience so that each sentence is front-loaded with results. Instead of, "Evaluated current processes and led efforts that restructured operations, leading to a reduction in costs and an increase in revenue," try "Slashed overhead costs by 20% while simultaneously increasing revenue by 45% by completely overhauling sales processes and operations for optimal efficiency."

If you think like management, you can pick out what management most cares about and make sure you highlight that in your resume.

In other words, use numbers. By adding figures to your accomplishments, you provide measurable, credible proof of your performance.

For example, "Added $4 million to the bottom line..."

Beyond showing revenue, numbers can help provide context for your results through comparisons.

• "Ranked #1 out of 45 sales reps for top sales performance."
• "Achieved 95% customer referral rate, a figure 2 times higher than the company average."
• "Conducted company-wide training for 500 employees."

This is one of the things a lot of people struggle with, but it is vital. Quantifying your accomplishments solidifies them in the mind of the reader. It turns an abstract statement into a hard fact. It also helps hiring managers quickly grasp the impact of your work.

Instead of saying you "led a team," specify that you "managed a team of 12 and increased productivity by 30%." Rather than stating that you "improved customer satisfaction," highlight that you "boosted customer satisfaction scores from 82% to 96% within a year."

The more specific you are, the more compelling your resume becomes. Even if you don’t have access to precise numbers, estimates based on past performance can still add credibility. Don't be afraid to take an educated guess!

Fill your resume with verbs that convey energy and action. Carefully selected verbs also help you create concrete statements that create a visual for the reader. Instead of, "Put in processes that led to a significant reduction in costs," try "Decreased costs by devising efficient sales process."

But be careful. Don't use the same verbs over and over. Do the work and find powerful synonyms. Varying your verbs keeps your resume engaging and dynamic, helping to paint a clearer picture of your accomplishments.

Instead of repeatedly using "managed," consider alternatives like "orchestrated," "spearheaded," or "supervised," depending on the context. Likewise, rather than always saying "improved," try "enhanced," "streamlined," or "revitalized" to better capture your impact.

Thoughtful word choice demonstrates attention to detail and makes your resume stand out to hiring managers.

This may be the most important tip for creating a powerful resume that will get read and noticed. The hiring manager or recruiter may have dozens of resumes to review, so make sure yours is easy to get through. Write succinctly, be specific, edit out filler words, and trim the unnecessary detail that doesn't add to your qualifications for the position.

Review and edit. Then, review and edit again.

Also, pay close attention to formatting, ensuring consistency in font, spacing, and bullet points for a polished, professional look. Having plenty of white space is important! Finally, don't forget to tailor your resume for each job application, emphasizing the most relevant skills and experiences to align with the job description.

The digital age has brought challenges to the job seeker, but they can be overcome. Spend the time to create a powerful resume. Make sure it gets the attention that it deserves.

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If you're a job seeker, this simple yet powerful exercise will change the way you market yourself to employers. It's honestly going to blow your mind. Are you ready? Here’s the challenge:

Describe the value you provide to employers in just seven words.

Think about how you save or make a company money, justifying the cost of hiring you and paying you the salary you want and deserve. This could mean you generate revenue, solve problems, or improve processes. Take a moment and write down those seven words before continuing.

If you’re like most people, you probably listed seven words describing what you do—your tasks, skills, or responsibilities. But here’s the problem: that’s not how you effectively market yourself.

This is one of the most common mistakes in job searching and personal branding. You are a business-of-one, and if you focus only on listing your features (skills and tasks), you're making the same mistake businesses make when they fail to highlight their benefits.

People don’t buy features; they buy benefits. The same applies to hiring managers. They want to know how you’ll make their lives easier, solve problems, save or make them money, alleviate pain, or help them grow the business.

For example, as a career coach, I could list my features: resume and cover letter help, LinkedIn optimization, interview prep, and networking guidance. But that doesn’t tell you why I’m valuable. Instead, I should focus on the benefits, keeping them to seven words or fewer:

• I help people land new, better jobs.
• I help people make more money.
• I help people get better job offers.

See the difference? When you shift from listing tasks to articulating value, you go from being a "nice-to-have" candidate to a "must-have" candidate in your job search.

What's a sign that you're not effectively translating your features into benefits in conversations? If you’re landing interviews but not receiving offers.

If you’re not getting interviews at all, your resume and LinkedIn profile aren’t demonstrating your value clearly.

The problem is you were never taught the right way to market yourself as a job seeker. That’s why I worked with AI specialists to create "Unlock Your UVA," a free interactive tool designed to help you uncover and articulate your workplace strengths.

In under two minutes, this tool analyzes your responses and provides insights into how you create value in the workplace. No more guesswork. No gimmicks. No credit card required.

You can access "Unlock Your UVA" inside my Free Resource Center today.

Remember, there’s nothing wrong with you—you have the talent and skills employers need. You just need to market yourself correctly. Let’s unlock your UVA and transform your job search today!

Good luck! Go get 'em.

You’ve always been told that you shouldn’t write, “To Whom It May Concern,” on your cover letter. But what should you do when you don’t have the name of the hiring manager?

Addressing your cover letter properly is crucial. It sets the tone for your job application and shows attention to detail. Here's how you should address your cover letter to ensure it's professional and personalized.

Obviously, it’s ideal to use the hiring manager’s name in your cover letter. So, the first thing you should do is try to track down the hiring manager’s name online (i.e., the company website, LinkedIn, etc.).

You can also call the company directly to ask for the name. Simply call up the company and say, “Hi, my name is ____ and I’m applying for a position at your company. Would it be possible for me to get the name of the hiring manager so I can address him or her in my cover letter?”

If the hiring manager’s name is nowhere to be found and the company is unwilling to give you his or her name, you should use “Dear Hiring Team” in your cover letter salutation. By addressing your cover letter to the hiring team, you increase your chances of getting it in front of the right pair of eyes.

This greeting is professional and inclusive and demonstrates your understanding that hiring decisions are often made by multiple people rather than a single individual. It also avoids outdated or overly generic salutations like "To Whom It May Concern," which can make your cover letter feel impersonal.

But what if you know the name of someone else (not involved with hiring) who works at the company? Can you just address it to them instead?

Absolutely not!

“That person may not be the person that’s hiring, and they could easily throw [your cover letter] in the trash,” says J.T. O’Donnell, founder and CEO of Work It DAILY. “You don’t know if they’re going to forward it to the right person or not. You do not want to risk that.”

Using "Dear Hiring Team" ensures your cover letter remains both professional and targeted, even when you don’t have a specific name. While personalizing your salutation is always best, this approach keeps your application polished and respectful. So, if you can’t find the hiring manager’s name, don’t stress. Opt for "Dear Hiring Team" and focus on crafting a compelling disruptive cover letter that highlights your connection story and explains why you’re the best fit for the role.

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You’ve made it through the rigorous interview process successfully, and the organization has extended you an offer for employment. Congratulations! This is an exciting milestone, but before you accept, it’s important to carefully review the details of the offer.

Beyond the salary, your job offer letter outlines key terms of employment, including benefits, responsibilities, and potential contingencies. Understanding each component will help you make an informed decision and ensure the role aligns with your expectations and career goals.

Here are some tips for reviewing your job offer letter:

The offer letter should include information about how you will be paid. This may state the frequency of paychecks, whether you will be paid hourly or on a salary basis, and whether you will be eligible for commission or bonus payments. In most cases, your compensation will be stated before taxes, so your take-home pay may differ greatly from what is stated in the offer. If you need help determining how much you will be bringing home in each paycheck, you may want to consult an accountant or ask your HR representative to help you with the calculations.

For commission-based positions, it’s wise to ask about draws and how often commission checks are issued. Some companies only pay commissions one time per month, so it’s important to know this information up front for budgeting purposes.

In addition to understanding your base pay and commission structure, be sure to review any details about overtime eligibility, pay differentials for working nights or weekends, and potential salary increases over time. Some companies also include signing bonuses, relocation assistance, or stock options in their offer packages, so it’s important to clarify when and how these payments will be made. If you’re offered equity or stock options, take the time to understand vesting schedules and tax implications.

Lastly, ensure you are clear on any deductions that may come out of your paycheck, such as benefits contributions, retirement plan deductions, or union dues, so you can accurately estimate your net income.

A job is much more than just a title, so many companies include information about daily responsibilities or provide a job description.

You should understand the schedule for the job and what will be expected of you, including any potential overtime, travel requirements, or flexibility in work hours. If this information isn’t included, ask the hiring manager for a copy of the job description. This doesn’t mean that it’s written in stone and you will only be required to do those tasks listed, but it serves as a foundation for understanding your role.

Additionally, reviewing the job description can help you identify any gaps between your expectations and the company’s, allowing you to address concerns before accepting the offer.

If your position is full time, it’s likely that you will be offered some type of benefits package by the employer. You should pay careful attention to what is included because these benefits can add significant value to the overall compensation package. Look for information on insurance plans, 401(k) or other retirement savings plans, and additional perks that may be available to you.

Employer-based benefits plans can make a substantial difference in your total earnings and quality of life. Some companies offer retirement savings plan matching, employer contributions toward health insurance, and even tuition reimbursement. Other valuable benefits might include stock options, wellness programs, paid parental leave, or commuter benefits.

Be sure to evaluate not just the immediate financial perks but also the long-term advantages these benefits provide. Taking full advantage of these offerings can make your position far more lucrative and rewarding than it might seem based solely on salary.

Some employers include information about the next steps in their offer letters. For example, if you must undergo a background check or drug test, that information may be included in the offer letter. The letter may also indicate when you can start or how to determine your start date. Additionally, it might outline any paperwork you need to complete before your first day, such as tax forms or benefits enrollment documents. Some companies also include onboarding details, such as orientation schedules or required training sessions.

Now is the time to ask questions if something is unclear or if you need additional information to ensure a smooth transition into your new role.

Don’t accept the offer if you’re unsure of what the position entails. The recruiter or hiring manager should be able to answer these questions before you start. Take the time to carefully review the entire offer, including salary, benefits, and any contingencies. If something doesn’t align with your expectations, don’t hesitate to negotiate or seek clarification.

Making an informed decision now will set you up for success in the long run. Good luck finding your next job, and make sure you fully understand the job offer before you accept it!

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There are three mistakes that people are making on LinkedIn right now that are costing them job opportunities, and I bet you haven't heard them before.

For the past 20 years, I’ve helped thousands of people secure better-paying jobs, and as one of LinkedIn’s original influencers with over 2.5 million followers, I’ve seen firsthand what works—and what doesn’t—on the platform.

One major shift you need to be aware of is LinkedIn’s algorithm update. Once the platform reached 1 billion users, it changed how it ranks and displays profiles to recruiters. Previously, LinkedIn would pull the top 50 candidates based on keyword searches in profiles. But this system became ineffective because many profiles were incomplete or outdated.

Now, LinkedIn prioritizes engagement. The platform rewards users who actively participate—just like other social media networks. This means that simply having a great profile isn’t enough; you need to be consistently visible. If you’ve noticed a drop in recruiter inquiries, your LinkedIn strategy might be outdated.

Here are three LinkedIn mistakes that could be holding you back:

The first mistake is not updating your profile every two weeks, especially the headline. Your LinkedIn headline is one of the most critical elements of your profile. It should include the right keywords that recruiters use when searching for candidates. However, many professionals make the mistake of setting their headline once and forgetting about it.

I teach all my clients to make a calendar reminder to update their LinkedIn profile once or twice a month. All you have to do is change a couple of keywords in your headline.

Now, your headline must have all the keywords that you want to be found for by recruiters. So, you have to select the keywords carefully, and then swap them out every two weeks. Why? Because each time you change it, LinkedIn rescans your profile, making you more likely to appear in search results. However, don’t overdo it—daily changes can trigger negative signals in the algorithm. A biweekly refresh is the sweet spot.

The second LinkedIn mistake is not posting on a daily basis. Many job seekers underestimate the power of daily activity on LinkedIn. Your feed is that social media aspect of the platform, and your visibility increases when you post articles or videos or even your own thoughts as they relate to your area of expertise. LinkedIn wants you to serve your network by providing them with information and value.

When you consistently share relevant content, it signals your engagement in your industry and increases your chances of being discovered. So, you should be curating and creating content on LinkedIn every day. Pull together some really insightful stuff and share it in your feed. That way, the people who follow you will learn from you.

Also, recruiters are watching. If you're posting every day, it will show them what you care about and highlight the type of value you bring to organizations. You want to be really intentional about what you put in this feed in order to be found by those recruiters.

The final mistake job seekers are making on LinkedIn is not focusing on posting quality-driven content. Simply reposting articles or commenting on other people’s posts isn’t enough. LinkedIn values original content. If you’re not sharing your own thoughts and insights, you’re missing an opportunity to showcase your expertise.

For every piece of content you post, whether it's a video, an article, or a graphic, you have to share your point of view—and you also want to use the right keywords to optimize your posts. Again, the algorithm is reading everything in your feed and figuring out what you talk about the most and what your area of expertise is. Quality content is now the key to showing up in recruiters' search results.

If you’re not updating your headline, posting daily, and ensuring your content is high quality, you’re significantly reducing your chances of being found by recruiters. This is what I teach my clients every single day. My clients go from being invisible to receiving recruiter inquiries simply by tweaking their LinkedIn strategy. And with these tips, this can happen to you too.

Good luck! Go get 'em.

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So, you think you know everything about writing a good resume? That's great, but a lot of people really don't—and even the most experienced professionals can make mistakes.

The job market is constantly evolving, and what worked a few years ago might not be effective today. A resume isn't just a list of past jobs; it's a marketing tool that needs to highlight your value in seconds. Let’s clear up a few things.

Here are three essential tips every job seeker needs to know to write an effective resume today.

If your resume has any adjectives or any other subjective terms, you need to hit the "Delete" button ASAP. Employers and recruiters are looking for hard facts and skills. They are not looking for subjective statements like "hardworking team player" or "results-driven." Why should the employer believe you? They don't know you. You haven't given them any evidence, any quantifiable accomplishments to support those statements.

Employers don't care who you say you are. They want to know what you've done in your career that makes you a good fit for the job. Instead of saying you're "detail-oriented," prove it by highlighting how you caught a costly error before it impacted your company. Don't just claim to be a "strong leader"—show it by mentioning how you successfully managed a team through a major project or exceeded performance goals.

So, let's stick to the facts, shall we? Only list hard skills and quantifiable accomplishments, please. Numbers, percentages, and concrete examples speak louder than buzzwords. Your resume will be much better just after following this first tip. Trust us—recruiters will take notice..

Each role you apply for likely has slightly different requirements, so it's crucial to tailor your resume to align with each job description. If your resume lacks the right keywords or doesn't meet the necessary keyword density, you risk being filtered out by the mysterious (and flawed) applicant tracking system (ATS). Even if you’re highly qualified, an ATS may not recognize your value unless your resume is formatted and written strategically.

Instead, create a master resume with all of your work experience, skills, and achievements. Then, copy and paste the most relevant details into a new resume that’s customized for each position. This approach not only keeps your information organized in one place but also makes updating your resume for different job applications quick and efficient.

By following this method, you'll improve your chances of getting past the ATS and into the hands of a hiring manager. Plus, you'll feel more confident knowing you're submitting a strong, targeted resume that highlights your best qualifications for each role.

A huge misconception is that creating a flawless resume will get you the job. Hate to break it to you, but that's just not the case. The purpose of your resume is to present your qualifications and hard skills. Recruiters and employers don't have time to waste interviewing applicants who don't showcase the right skills on their resume from the get-go. Your resume is a way for them to filter candidates based on their credentials alone.

So, stop spending so much time and money on resume writers or filing up every inch of your resume yourself, believing that is the key to getting hired. A resume just needs to get employers to say "yes" instead of "no." That's all it needs to do.

What will get you hired is your personality, aptitude, and experience, which will shine through in the interview process. Your ability to communicate, solve problems, and demonstrate cultural fit matters far more than having the "perfect" resume. Instead of obsessing over every word on the page, focus on building the skills and connections that will open doors for you.

Many job seekers don't know these three resume tips, and it often hurts them in their job search. We hope you use these resume tips as you look for your next job or make a career change. Remember, it's all about listing your hard skills and quantifying your accomplishments!

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