Oh, it’s great to be back on my own. I love doing interviews, but every now and then, I really miss doing single episodes with just me and you. This episode is really special. It’s relaxed; I have no notes, no nothing to help me. It’s just you and me here. I have 12 questions that I’d love to tackle with you.
These questions were asked by Andrew Seaman. Andrew Seaman works for LinkedIn Careers in the U.S. LinkedIn has a podcast, and Andrew is the host. He recently asked if anyone had questions on his LinkedIn profile. He did a post, and I am sure these questions will help inform his podcast and his articles, and the people he wants to invite in the future to do episodes with him.
The first question is, where do hiring managers tend to stand on the use of artificial intelligence to enhance performance?
Now, performance here is job search performance. You’ll get it in a minute. Someone used AI to create a professional headshot that came out great, except it’s more of a stylized presentation of what they look like rather than reality. Does it matter? So, this person used AI and fed a normal picture of themselves to the AI, which then created stylized corporate headshots.
These headshots are usually used in LinkedIn profiles, and in some countries where it’s more common to add a photo to a resume, they might be used for resumes as well. Photos in resumes, by the way, are not common in the U.S., Australia, or the U.K., but I do have clients in Asia and Europe, where photos in resumes are still a thing, even though I think it’s fading. It’s not going to be like this forever.
My personal take as a career coach is not to use AI-enhanced versions of yourself. I think these days, the trend is probably the other way around. I find that more natural photos that exemplify your personal brand in a more unique way are better.
Let me explain. I’ll put a link below to a post I did on LinkedIn about helping professionals who have been asked to go back into the office full-time. If you’re not keen to go back full-time in the office, there are options on how to seek different employers and identify if they’re flexible.
People who are keen to work full-time in the office and in client-facing environments, working as consultants, going into client meetings, or corporate places like banks, will probably be wearing more traditional corporate attire. For men, this means suits; for women, tailored suits.
In that case, you should dress up and take a photo of yourself or go to a photographer. It won’t cost you a fortune; if it does, change photographers. There are very good, well-priced professionals out there who can help you take a good photo of yourself.
But if you’re a hybrid professional, someone who works from home, someone who is keen to work remotely, or someone who works in less conservative corporate environments, do not overdress for your photo. Dress nicely, of course, but be yourself. I find that whenever you use AI, it’s pretty evident that it is AI.
Ideally, you don’t want that. For me, it also shows a lack of confidence in your appearance, which I don’t think is great for your professional presence and brand. Be comfortable with how you look, regardless of your age or style. When I work with younger clients who are still deciding on their career path—though I mostly work with older clients now—I emphasize the importance of dressing appropriately for their desired roles.
If you want to work in the corporate world as an accountant, finance manager, or consultant, you have to dress a certain way. You wouldn’t ask a doctor not to wear scrubs. It’s just how it is. You might eventually change the industry or work environment as a leader, influencing the culture and appearance of an organization. But as someone starting out, you have to adapt to the existing rules.
Choosing to work in a specific sector, industry, or company means understanding and fitting into that environment. If it doesn’t suit you, consider working somewhere else. I know this can be seen as a privilege, and some might say, “Renata, I really need work.” In that case, we need to adapt, starting with your appearance, how you present yourself, what you say, how you pitch, and how you write about your experiences.
Job searching, career development, career transition, career planning, and design are complex and work holistically. You need to identify the best brand for your region, industry, and organizational level. Using AI to create a hyper-realistic version of yourself for LinkedIn isn’t the best approach. I have only one client with an AI-generated photo, and it looks very much like her. However, I’ve never seen another good AI-generated photo. Most people, including myself, wouldn’t like an AI photo.
Instead, take several photos with good lighting, and you’ll find one that works. Photos on LinkedIn don’t need to be beautiful; they need to be trustworthy and likable. Ask someone to take a photo of you. I have a client who asked her daughter to take several photos, resulting in a new, beautiful LinkedIn photo. She didn’t spend a dime or use AI, and she just got a job, starting today, actually. So it worked.
Alright, let’s move on to another question. How can you tactfully negotiate salary and or a job title when it doesn’t match the salary range and title in the job post. I’m finding a lack of jobs out there right now that fit my experience, wants, and needs lately, but I need to secure a job. When you are in desperate need of a job and looking online, and you don’t find the jobs that suit you, you start to open up to other opportunities.
You begin to apply for jobs in a company you really want to work for but maybe in a different department, or for a position that’s too high or too low. Then, you get disappointed when you don’t convert these applications into job interviews. You think, “But I am so experienced, and they didn’t invite me for an interview.” The thing is, the more strategic you are with your job applications, the better your chances. I know it may sound counterintuitive, especially when you are desperate for a job and need it ASAP. I’ve been in that situation myself many times, so I understand how it feels.
You might want to consider what it means for the decision-maker rather than focusing solely on your situation. If you keep navel-gazing and thinking about your own predicament, you lose sight of how people make decisions. If they see someone overqualified for a much more junior position, they might have doubts about why you would want that role. If they see someone highly qualified for a specific type of job applying for a completely different area of expertise, they may not understand why. This makes it even harder for you to get job interviews, and you will face more rejections by using the strategy of applying for a wide range of opportunities without focus.
This client I mentioned earlier, who just started her new job today, had that feeling as well. She thought there were no jobs out there for her and considered applying for positions with lower salaries and qualifications. I advised her against it. I knew she could financially withstand the downturn in the job market, and I assured her that the right job would come along. People may not understand why you would be applying for jobs that are lower than your previous roles. They might see it as a waste of time to interview you.
If you are applying cold and don’t have the chance to explain your situation to a recruiter or someone in the organization who can advocate for you, it will be even harder to get an interview. So, be strategic and careful with your applications.
Another point is about job titles. I’ve heard of individuals rejecting job offers because the title didn’t match what they felt they deserved, even though the salary was acceptable. Some clients have wanted to negotiate job titles, feeling strongly about the importance of a specific title. I think people can get too caught up in job titles, which is often about ego or a misalignment with previous job titles.
Don’t worry too much about job titles. Organizations have different structures and titles. In some companies, a manager is equivalent to a director in others. Sometimes, a “head of” is above a director; sometimes it’s below. A vice president (VP) title can mean a lot in one company and not much in another, where everyone with a bit more seniority is a VP.
Don’t worry about it. The most important metrics to consider when choosing your job are your budget, the number of people you are leading, and who you are reporting to. Think about your P&L responsibility, leadership experience, and the scale of your projects—whether enterprise-wide or smaller ones.
It’s not about always going for the bigger ones, but understanding what you want to achieve with your career. What is your ambition? Do you want to lead people, teams, or projects? Do you want to be a subject matter expert? This is what’s important. Recruiters look at the type of experience you have.
For instance, I’ve been a CEO, but I didn’t manage hundreds of people. My role was in a small not-for-profit foundation, not a big listed company. So, the job title isn’t as important as the experience you gain from it.
Now, regarding salary negotiations, I recommend listening to Episode 245, where we discuss various strategies with a salary expert. That episode will provide better insights.
Okay, let’s go for that transition again. Alright, one more question. Oh, I like this one. “I am older, 59, but have been told I look younger and I am super active and fit. I lead a healthy lifestyle and have tons of experience in customer service. I have owned a company, spent eight years as a realtor in Australia, and had a store selling antiques and home decor for almost 10 years. Additionally, I have 40 years of restaurant experience and 25 years as a nanny. Despite my extensive experience, I find myself unemployed for the first time, and it’s eye-opening. Age discrimination is a real issue.”
Yes, age is a problem; we all know that. But what also happens with age is that we might lose touch with trends—what employers want and expect. You need an ATS-compliant resume and a cover letter that explains your transferable skills. Age comes with the necessity of crystallizing the learnings from your previous experiences, sometimes through certifications, sometimes through observation, conversations, and reading. This ensures you present yourself consistently with what employers are looking for in 2024 and beyond.
Being older gives you lots of experience, but it also gives you the responsibility to keep up with the times if you want to keep working. For example, in Episode 246 with Tammy Fitzgerald, we discussed how she, at 49, just started studying for her law degree. People like Tammy and myself don’t plan to stop working, but we need to present ourselves in a way that aligns with current employer expectations.
When I look at your experience, customer service stands out as a crucial skill. With 40 years in restaurant experience, you have significant hospitality expertise.
So that’s customer service plus hospitality. You could consider jobs such as store management, restaurant management, or cafe management. It’s important to present your experience in a compelling way. I would recommend investing in something like “Research Your Career.” Look at the name, it’s for you.
I designed it for people like you—those who need to understand and get the right templates to provide them with the best chance of converting from 2024. Getting a little bit of advice means you can take all of that amazing experience and translate it into the language and narrative expected in 2024.
Instead of blaming age discrimination, let’s try to understand the rules of the game today, so that age is just a number, as it should be. I’ve worked with clients up to 70 years old, and they have found great opportunities. I’m confident that anyone using the tools I’ve developed can get the jobs they want. So, please consider getting advice from me or another career coach specialized in experienced mature professionals like I am.
Okay, transition. Question number four: “I’m always struggling with customizing my resume as per the job description. If you can give more tips on this to make the process smoother and less stressful, as well as guidelines on the cover letter—not the general ones we find online, because they are very general. Thanks in advance.”
Even if you are applying for a job that is not an online application, which is rare but still happens, there is a current look and feel for resumes that is different from those of 10 or even 5 years ago. Most jobs are advertised online using ATS software that organizations purchase to filter and select the best candidates using bots and keywords. This is necessary because so many people apply for each job, and there aren’t enough hours in the day to review all the applications. These technologies are essential, especially for organizations that advertise many jobs, like Amazon or banks.
Because these systems are in place, your resume must be simple and easy to read. It cannot be pink, purple, have hyperlinks, images, logos, columns, or tables. You need to be very careful with the design and keep it as simple as possible.
Customizing the resume for each job can be done in several ways. It can be as simple as changing the order of the bullet points under each work experience. Look at the bullet points in the job ad and then look at the bullet points in your work experience. If the most important one in the job ad is the last one listed in your work experience, make it the first. Just change the order.
Additionally, especially for those changing countries, sectors, or industries, the narrative in your resume might not match the narrative, words, jargon, and keywords used in the job ad. Can you adapt the words to match the information from the job ad?
without compromising the integrity and diversity of your resume. I do this with my clients all the time, and I know it can be done. Don’t expect the recruiter, the bots in the ATS software, or the hiring manager to make those assumptions and work it out for themselves. If you know that a word you’ve used in your resume is the same or very similar to a word in the job ad, change your resume to match the job ad.
These little changes are important. You can have a master resume with lots of bullet points detailing your achievements and responsibilities for each job you’ve held. However, you don’t need to use all of them every time you apply for a job. Pick and choose the ones that are most aligned with the job you’re applying for, and remove the ones that are just noise and not necessary. Even if you like what you’ve done, sometimes we’re very emotionally attached to an achievement, but it doesn’t really align with the responsibilities or the key selection criteria for the role you’re applying for. Remove it.
There are other tips and tricks that I use with my clients, especially during consultations. That’s the work of career coaches—we help you tailor your application to your experience and the job you’re applying for. Some of these things are not available online because they need to be bespoke. In “Research Your Career,” there is more detail because I have more time to go into it. But a one-hour consultation can take it a step further to ensure we leave no stone unturned. We dot all the i’s, cross all the t’s, and match your resume to the job application to the best of our ability.
You can learn to do it yourself, but as soon as you get your job, you don’t need that skill anymore. Whereas, it is my job to keep up with trends and what’s going on, and I know it changes all the time.
One more question: “What’s the best way to gain interest to the point of getting an interview? I’ve been simply trying to build my network, and until recently I haven’t been asking for a job.”
Well done for building your network. That’s excellent. As a career coach, it might surprise you, but I am not a fan of asking your network for a job. I don’t think I’ve ever suggested that to a client. That’s not really what networks are for. Networks, which are basically friends in your business and profession, people you know in your area of expertise, region, industry, or sector, are great for getting advice, information, and intelligence.
If you decide to apply for a job and know someone who works at that organization, call them before doing anything and say, “Hey, you work at this organization. There’s a job that’s advertised, and I would like to get your input. I really want to apply for this job. What do you think? What is your advice?” I’ve done this many times. Sometimes I’ve heard things I didn’t want to hear, like “Renata, don’t apply. It’s not for you.” But they were right. Why would they lie to me? They are trying their best to support someone. It’s a quid pro quo; I would do the same for them. I really value people’s advice. Most of the time, they will say, “Oh, that’s fantastic. Let me see what I can find out.”
Usually, people are very keen to support each other. So, the goal isn’t necessarily to gain interest to the point of getting an interview. It’s to gain interest to the point of being top of mind. This is different. Being top of mind to your network is what you should be aiming for—building a network that understands your strengths and what you’re good at.
It’s about building your professional reputation. You can have a huge network, but they may not necessarily know what you do. I’ll tell you a secret. We have a friend, and Andre and I were just saying this—we don’t know what he does. We’ve met him quite a few times and have no idea what he does for a living. It’s kind of funny and cute, and I’m like, what do we do? And I’m like, it doesn’t matter. I don’t care. He’s a lovely guy, and it doesn’t really matter. But it’s kind of bizarre, isn’t it? Is that the case for you?
Think about what you are known for and what people will think of when they think of you. If there is an opportunity, will they think of you? Will your name pop into their heads for the right opportunities? Instead of asking for a job, they should at least know that you’re looking. You can do this by sending private emails, one-on-one, and saying something like, “Hi, Div. Just wanted to let you know I’m thinking of leaving my organization and will be looking for a job in the future. If any opportunities pop up in your organization, can you let me know? I’d love to work there. Can we catch up over coffee or Zoom to chat more?”
This approach works better than just asking for a job. I hope that makes sense.
Let’s move on to question number five. Oh, that was the question I just read. Okay, question number six. “I still don’t have a job. I’ve been let down by temp agencies. I’ve had LinkedIn for about three to four months now. It shouldn’t be this difficult based on my work experience. Can you help me?”
I’m glad you’re on LinkedIn and have been using it for four months. However, having a LinkedIn profile alone won’t necessarily get you a job, even though LinkedIn has a great job board. It’s a wonderful tool for looking for jobs, doing research, understanding your market value, and applying for the best positions. But there’s more you could do to optimize your profile.
What we know now is that many jobs are filled by candidates who were found before they even applied for the job. I see this with most of my clients. They receive messages on LinkedIn from recruiters saying, “We are advertising this role. We found you on LinkedIn. We’d be delighted for you to consider applying. Here’s the link to apply.” Sometimes, for more senior roles, it might say, “If you want to have a conversation, call me at this number or send me an email.”
LinkedIn makes it easy for recruiters to find the right candidates for their job openings. So, you need to optimize your LinkedIn profile. That’s why a LinkedIn audit is a great thing to do.
I will put a link below for you to consider doing one with me because I can review your entire profile and, if you’re active, your activity as well, to see if it’s aligned and optimized with the job you’re seeking.
I’m recording this in July 2024. Three to four months is probably about the average time for a corporate experienced person looking for work. It’s kind of on the longer side. Of course, I want all my clients to get jobs as quickly as possible, but if you’re working by yourself and applying for jobs in a very slow market like 2024, it can take time. These questions are all coming from Americans in the U.S., although my podcast is listened to all over the world and Andrew Seaman has a very global reach. I noticed all of these questions came from U.S. professionals.
2024 is a slow year for hiring in the U.S. Look at what’s happening with the election and all the uncertainty. Companies are not excited about growing, expanding, or hiring at the moment. They want things to settle down before deciding on strategies moving forward, including recruitment and hiring strategies. So, hang in there. Yes, there are jobs, and yes, my clients are getting jobs in the U.S., thank goodness. But you need to work much harder to understand how recruitment and selection work, and how recruitment and temp agencies operate.
I’d love to help you and everyone else. I hope this gives you some ideas and motivation to understand LinkedIn better. Maybe listen to other episodes where we talk to recruiters so you can understand them better. I’ve interviewed many recruiters in the U.S. and globally, so those episodes would be interesting for you.
Question number seven: “Although LinkedIn suggests I’m a top applicant based on the requirements and how my profile aligns with them, I’m yet to see an application proceed to the interview stage. How do I get past the ATS?”
This is really important. When someone books a consultation with me, starts working with me as a private client, or joins one of my group coaching programs, we talk about applications and moving on to the interview stage. We discuss conversions. You need to have a good sample size, and my American clients usually do. They have applied for dozens, if not hundreds, of jobs by the time they reach out to a career coach like myself. Then, we need to see how many of those applications converted to a phone call or an interview invitation. If there is zero conversion, and the job is great for you, then we know it’s about how you’re presenting the information on your resume.
The person who sent this question probably understands they are having trouble getting past the Applicant Tracking System (ATS). The ATS is about showcasing your experience on a simple Word document with no fancy formatting, as I mentioned before. It’s crucial to include in your job application all the important keywords listed in the job ad or the position description if you have access to a more detailed one.
This is essential because, when applying for corporate jobs in America, you’re competing against 100, 200, or even 300 candidates. The ATS will definitely be used, and if your application doesn’t include the important keywords from the job ad, you won’t move forward. That’s just how it is. Understanding and mastering this process is key. It’s not difficult to learn and do, but it is time-consuming.
And there is a masterclass inside Research Your Career that teaches you exactly how that works. I would recommend you consider investing in that program and making sure you start doing the analytics as well. Look at the jobs that are great for you, and for the next few jobs you apply for, follow these steps: use a simple, easy resume template and address the keywords in the job ad. Do this consistently for a few weeks.
If you don’t see conversions, then seek help. Reach out to a mentor, a friend, or someone who recently got a job and successfully navigated the process. If you can afford it, consider hiring a coach like myself.
ATS can be challenging, and I’ve discussed it many times on this podcast. Even after 248 episodes, we’re still talking about it. But let me tell you this: once you learn how to navigate the recruitment and selection process, you’ll see it’s not solely about your work experience. It’s about understanding the rules of recruitment and selection, which require a different set of skills. That’s why I do what I do.
You either learn the rules of recruitment and selection and how to convert at every point from application to job interview and from job interview to job offer, or you hire someone to help you. It’s that simple. The sooner you get help, the quicker you’ll get into another job. In a slow market, it’s even more important to understand this because there are fewer jobs advertised, and it could take longer to get hired. So, it’s crucial to understand how recruiters think, what they expect to see, the language you need to use, and how to present it.
Let’s move on to question number eight: “How best to use your contact in HR to land a new position in the company?”
This is a short question, but I’m assuming this person wants an internal promotion. It’s not really HR that will help you get a new position in your company. If you’re in HR and disagree with me, please let me know, but frankly, it’s your mentors, buddies, manager, and colleagues who will support you.
HR is responsible for hiring, firing, professional development, culture analytics, onboarding, performance management support, and dealing with significant issues between employees. They’re not there to assess your performance or prepare you for promotion or mobility within the company. That’s the job of your manager or mentor.
You can ask HR about policies regarding mobility, succession planning, or transitioning if it’s a large organization. These policies are likely available on the intranet or company website. But primarily, talk to your manager and mentor about your career goals.
Question number nine: “I don’t have work references because I have been out of work for seven years. What do I do when employers and recruiters ask for work references?”
If there’s anyone you worked with seven years ago and you still have their contact details, reconnect with them on LinkedIn or through other means. Reach out and explain your situation. Former colleagues, managers, or clients can often serve as references even after a significant gap. If you can’t find past work references, consider using personal references from volunteer work, community involvement, or other professional activities you’ve engaged in during those seven years. These references can vouch for your character, skills, and work ethic, providing valuable insights to potential employers.
Ask them if they can be your reference. I know it was seven years ago, but that’s already somebody, right? They don’t need to be exactly your managers. They could be a colleague, a client, or a supplier. So, that’s the first step. The second step is, within those seven years, if you’ve done any volunteering, any type of work whatsoever, helped at your kids’ school, or cared for your elderly parents, then someone in the aging facility, a doctor, or a teacher at the school who can say nice things about you could be references as well.
And then there are mentors and personal references. So, there is always a way. Do not lose faith. I’ve helped people who had been out of work for this long, and they got jobs. So, I have faith in you. We’re going to go through this. You’re going to find a great reference. Believe in yourself and identify those individuals who can speak on your behalf because you will need them. There’s no way around references. You will need them. Good luck.
Question number ten: “My biggest issue with today’s job market is the lack of unified definitions about job titles. People spend hours reading job descriptions that do not necessarily align with their industry’s goals.”
I would add expectations to that. People struggle to find the new titles companies are inventing to reduce the volume of applications. I’m not sure that companies are inventing titles to reduce the volume of applications. If you disagree, send me a message. I’d like to hear your views. I think it’s just that things change over time. Yes, job titles can really confuse people. Sometimes, they want a specific job title and get stuck on the seniority of their experience. They want to be called a VP or a director, and they don’t like being a senior manager, for example.
Another problem is that sometimes the job title looks fancy and great, but I’ve seen CFO positions advertised at very low salary ranges. Job titles can mean nothing. The most important thing is to understand your experience relative to the experience required for that job—the scale and scope of the work you’ve done in the past and the scale and scope of the work you’re applying for.
I have seen people overlook amazing jobs because the job title was bizarre. LinkedIn is a great tool to identify if a job is at the right level for you in an organization. Here’s how you can do it:
1. Switch to private mode on LinkedIn (go to your privacy settings, then visibility, and set your profile viewing option to private).
2. Check out who previously held the job you’re applying for, or see if it’s a common role in that organization.
3. Look at the profiles of people with that job title in the organization. Check who the manager is, sometimes listed in the job ad or easily found on LinkedIn.
4. Assess if the person you’d be reporting to seems like the right fit for you, or if you’re more senior or junior than them.
This way, you can determine if the job aligns with your experience and level. I hope this helps.
Number 11: “It seems that companies are not hiring at all.”
This is a comment, not a question, but I’ll take it as a question because it’s a valid concern. We’re in July 2024, and this year has been tough from the start. It was supposed to get better over time as we gained a clearer understanding of where things are heading with the elections. With half the world going through elections in 2024, there is a high level of standby from decision-makers. They are right not to make bold decisions about their organizations and growth until the political sphere is more settled.
For example, for my listeners and clients in the UK, now that the UK election is done and there’s been a landslide change in government, there’s more certainty about policies and the relationship between government and industry. This certainty is better than not knowing, even if the outcome wasn’t what some hoped for. Hopefully, this will be the case in the U.S. once the election is over. Right now, things are uncertain, and organizations in pharma, manufacturing, retail, and government are hesitant to advertise jobs.
Hang in there. There are still critical jobs that need to be filled ASAP, and those are being advertised. You need to be the best possible candidate to secure those roles. Seek support from career coaches like myself, or from mentors who are current and understand the job market. If your mentors are not in the workforce now, they might not fully grasp how tough it is to get a job. Seek advice from people who have recently changed jobs, and I’d be happy to help as well.
2024 is a tough year, but 2025 will be better. I’m confident about that.
Number 12: “I’ve applied to jobs and then the scammers call.”
This is a sad reality. Scammers are becoming more sophisticated. They create real-looking websites and send well-written emails with legit-seeming job offers. Here’s how to spot a scam:
1. **Too Good to Be True**: If the offer sounds too good to be true, it probably is.
2. **Check LinkedIn**: If you receive an email, check if the sender is on LinkedIn. If they are not, it’s likely a scam. LinkedIn is efficient at removing scammers from their platform.
Be cautious before clicking on any links or documents from unknown sources. Always verify the sender’s legitimacy. One of the reasons I provide personalized LinkedIn audits and ask you to log in and make changes yourself is to ensure your security.
Be vigilant and take the necessary precautions to protect yourself from scams.
Because LinkedIn is very good at kicking people out, once you report someone, they are kicked off the platform, and it’s very hard for them to come back. This is why, when I do a LinkedIn audit, I record a video for you and ask you to log in to your LinkedIn and make the changes yourself.
If I were to access your LinkedIn with your username and password, LinkedIn would try to verify my identity numerous times to ensure I am you. LinkedIn’s policy states that you shouldn’t allow anyone to use your profile, so I am very careful with LinkedIn, and you should be too. Do not give your username and password to anyone.
When applying online, apply for jobs on LinkedIn and even then, double-check that these companies are legit. You can do this by checking them out on Reddit, Glassdoor, or Google News to ensure they exist. If they don’t, don’t apply. It’s not worth the risk, even if you desperately need a job.
There are even job boards that are scams. I was contacted by one asking to be a guest on my podcast. When I googled the name of that job board, I found dozens of pages on LinkedIn with people saying it was a scam. They reported that when you added your profile, the job board would capture your data and use it to hack you.
So, be very careful. If something sounds too good to be true, it probably is. Talk to someone, share information, and get advice from experienced job seekers or a career coach. Just last week, a client emailed me all the information about a job they received via email. I immediately identified it as a scam, and they agreed with me, ending the matter.
Alright, everyone, this is the end of this recording. I had a blast. How long is this? An hour, of course. I try so hard to be fast, but I wanted to answer all the questions from that post. I’ll add the post below. It’s from Andrew Seaman, who works at LinkedIn and has a podcast called Get Hired. He asked if anyone had questions, and he got some amazing ones. I know these questions will inform his podcast’s future topics. I’ll also include a link to his podcast for you to check out.
He interviews people on his podcast, but I decided to address each question individually because he didn’t. These questions are great, and I think many people can relate to them. I hope the answers have helped you.
If you haven’t checked my website yet, please do. I have lots of interesting career services that are very affordable, like the “Research Your Career” program that I have completely redone, and “31 Days of Action.” It’s an amazing little program, and you won’t regret investing in it. It gives you an understanding of what working with a coach means and the kind of support and advice you can get from someone who understands recruitment and selection.
Thank you so much for listening until the end. Subscribe if you haven’t yet, and I will see you next time. Ciao for now. Bye.
