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I read this article by Forbes magazine on the subject of delivering bad news and realized just how many companies fail to follow the steps outlined when they lay people off. I honestly believe the majority of corporations and management teams don’t mean to do this incorrectly—they just haven’t been trained in what it takes to effectively communicate what’s happening. The result is an angry, vocal group of ex-staff members and a concerned set of clients who wonder if they should look for a new vendor.

Here's the simple truth: Poorly handled layoffs don’t just damage employee morale. They can also tarnish a company’s brand, disrupt operations, and lead to long-term reputational harm.

Nowadays, layoff mistakes are often made public within hours, triggering negative press, backlash on social media, and even loss of business. It’s never been more important for leadership teams to understand best practices for managing workforce reductions with transparency, empathy, and professionalism.

Here are the most common mistakes companies make during layoffs:

I once worked at a start-up company that, unbeknownst to the staff, was running out of funds. So, one day we walked in and saw that, at 10:00 a.m., a large group of people got up from their desks and went to the cafeteria for a meeting. The other large group got up and went to the conference room.

Each had been sent an email on where to go. When they got to their respective meetings, the cafeteria group was told they were all being let go and to get their things, head home, and the company would be in touch with final pay. The other group was held hostage in the conference room and told they had to stay there until the layoff was complete. Needless to say, the fallout from that experience was significant.

I’m working with a woman right now whose company announced a layoff five months ago after they were bought out and merged with a larger firm. Absolutely nothing has happened since.

She says the staff morale is at an all-time low. People feel paralyzed. They don’t want to look for a new job if they don’t have to, but they also don’t want to walk in one day and find out it’s over. Productivity is down, and stress-related illness is up from the fear of the unknown.

I have a friend who worked for a larger, privately held company. One day, he walked in and learned the company was “cutting expenses” and laid off 20% of the staff. At the time, he thought he was lucky because he kept his job.

A month later, news came out that the owner of the company was going through a messy divorce due to cheating on his wife and had been using company funds to support his mistress. The layoffs were a way to save money so he could pay himself more to cover the alimony payments while still maintaining his current lifestyle. My friend found a new job, along with several of his colleagues who couldn’t stomach working for the owner after that.

Some companies announce layoffs due to “a decline in sales,” only to show an increase in earnings for shareholders in the same quarter. This sends a very confusing message to the world. You are making more money, so you are laying people off?

The best companies are clear as to why they are laying off, even if the reason is unpopular. If you feel appeasing shareholders is more important than keeping people employed, then say so. You might catch a lot of heat for your choice, but at least you won’t look like a liar.

Now that so many companies have conducted layoffs, it appears that HR departments and management teams have decided to scale back what they spend on outplacement programs (a.k.a. career coaching for those affected by the layoff). And while their lack of effort to help those who have been working for them usually doesn’t make the national news, it does spread like wildfire through the social community.

Today, layoff victims have a large platform for tarnishing the reputation of a former employer who throws them out on the street without help: social media. Companies shouldn’t underestimate the negative impact of failing to give proper resources to layoff victims will have on their reputation.

Some companies don’t feel they have to explain their reasons for laying off staff to anyone but those affected. What they forget is that anyone involved with their company is affected! For example, employees who don’t get let go have to deal with survivor’s guilt. It’s not as if they won’t ever see or hear from their former colleagues ever again. So, what should they do? And, no matter how hard you try to hide it, customers will hear about the layoffs. Would you rather they hear about it from a disgruntled ex-employee or from you personally?

In a time when transparency in business is being demanded, companies cannot afford to ignore their communication responsibilities to all parties involved. Otherwise, you can expect to lose the trust of the very people you need on your side to see through these challenging times for your business.

After the deed is done and the employees are let go, many companies try to rush back to “business as usual.” Well, that doesn’t work. Why? Because the layoff fundamentally changed your business, so there is no going back to the way it was.

Instead, companies should offer weekly progress reports to show those who are still with the company the ongoing efforts they are making to ensure the decision to lay off workers will, in the long run, be the right thing for both the business and them. You don’t stop the communications until you reach the point where you can show proof of success (i.e., stopped losing money, stabilized budget, etc.). At which point, you announce the new game plan to get the company back to its former glory.

This is by far the most important. I’m amazed at how many companies let people go and then try their hardest to distance themselves from them. Example: A company I know laid off 2,000 people recently. Not only did they not give them any outplacement services, but they also decided they would not allow anyone at the company to be a reference for those who were let go. As a result, the 2,000 workers had no way to give potential employers a reference to prove they were part of an RIF (reduction in workforce).

The company stated that, given the size of the layoff, employers would know about it and wouldn’t need references. Well, anyone in HR knows that these days references are very important. The company even went so far as to tell the employees who remained that if they got caught giving a reference, they would be fired. The 2,000 workers were forced to use an automated telephone line that would verify pay and dates of employment as a reference instead. This created a lot of challenges for those workers who had been with the company for many years, since they honestly had no live references they could provide during their job search.

I hope managers who are reading this article tuck it away so they can use it as a guide if the day comes when they need to conduct a layoff. I also hope anyone who has been affected by a layoff passes it along to their management team.

Given how little training there is in conducting effective layoffs, we need to get corporate leadership up to speed on the right way to handle such a difficult situation. History shows that companies that manage the delivery of bad news and the need for change effectively are the ones that survive. So, the more senior management teams who read this and opt to follow the guidelines, the better, right?

Do your part to educate your leadership team—send them a link to this article today!

Looking for outplacement services for your former employees?

Check out Work It DAILY's career coaching services today! My team and I are looking forward to working with you soon.

We've gotten a lot of questions lately about interviews, which is a good thing because it means our readers are putting in the work and getting interviews (So, kudos to you!). But what we want to talk about today is a very particular type of interview question that hiring managers are increasingly asking these days. This kind of question—a behavioral question—can be a curveball.

Behavioral interview questions are designed to assess how you've handled specific situations in the past, helping employers predict how you might perform in the future. In 2025, mastering behavioral interview questions is more important than ever, especially with employers placing a greater emphasis on emotional intelligence, problem-solving skills, and adaptability.

So, let's get started by talking about what a behavioral question is.

A behavioral interview question is a special type of question. It's one that requires more than a one-word answer. It's the type of question where you are not going to respond with just a "yes" or "no." In contrast, you're going to have to elaborate in order to deliver an answer properly.

For example, a behavioral question would look something like, "Tell me about a time when you had to do X or Y…" You're going to see these questions all the time during interviews because it helps the hiring manager get inside your head and understand how you approach and tackle certain problems.

Remember, an employer wants to make sure that you're the right fit for the job. It's not just that you have the experience. It's also that you have the aptitude and the know-how to apply that experience so that you can do the job successfully in the way that you need to do it. This is what makes them feel comfortable with you as a hire, and all of this has to come out in your answer.

Now that you understand what a behavioral interview question is and why it's so important to answer it thoroughly and correctly, I'm going to give you a methodology you can use to answer each and every behavioral interview question effectively. It's called the "Experience + Learn = Grow" model.

It's a system we've designed that allows you to come up with answers that give the employer exactly what they want to hear.

Step 1: Outline an experience that you've had that explains why you can do what they're asking you to do.

Step 2: Talk about what you learned from that experience—how it made you smarter and better in your job.

Step 3: Talk about how you grew as a professional so that you can take that experience and use it to your advantage going forward.

When you answer behavioral questions using the "Experience + Learn = Grow" model, you're mentally taking the hiring manager through the process they need to go through to come to the conclusion that you can do the job. This method not only showcases your skills and competencies but also highlights your ability to reflect, adapt, and improve. Mastering this approach will help you stand out in this highly competitive job market, where employers are looking for candidates who can demonstrate real-world problem-solving and resilience.

It's also important that you ask good questions in an interview in order to make a great impression. Thoughtful questions show you’ve done your research, are genuinely interested in the role, and are evaluating if the company is the right fit for you—all key strategies for succeeding in behavioral interviews in 2025.

So, here's an actual example of a typical behavioral question that you might get asked in your next interview:

"Tell me your greatest accomplishment on the job."

Now, again, if you are going to use the "Experience + Learn = Grow" model here, you have to share enough information for the hiring manager to fully understand that you are capable of doing the job.

Let's say you're a customer service representative. Your answer might be:

Experience: "Well, as a customer service representative, the greatest accomplishment I ever had was learning how to deal with difficult customers. I remember a time when I got a call from a really angry customer. We had double-charged her, and she was irate. She was swearing at me and yelling at me on the phone. She was completely out of control, and I didn't know what to do."

Learn: "But I realized that if I stepped back for a second and didn't take what she was saying personally, I could recognize how she was feeling. I could put myself in her shoes. So, I was able to do that. And in doing so, I was able to calmly address her needs, figure out what was going on, get her a credit, and really exceed her expectations. When it was all said and done, she was totally calmed down. She was apologetic for her behavior—for swearing at me—and most importantly, she was grateful and even gave me a four-star review afterward."

Grow: "That really taught me the power of patience and empathy. When I'm talking to customers now, every time I get a difficult customer, I'm able to immediately go into that empathy mode so that I can give them a great customer service experience."

Do you see how that answer followed the "Experience + Learn = Grow" model? By taking the time to map out your answers to questions like this, you can really make sure that you're covering your bases and helping the hiring manager understand just how effective you can be in the job.

There are lots of behavioral questions that you can get asked in an interview. In fact, at Work It DAILY, we have a list of 18 potential questions that we take our clients through. To give you an idea of some other ones that you might come across, here are two more that you should be prepared to answer:

1. "What would your co-workers say about you if we asked them?"
2. "Tell me about a time when you got a difficult and unrealistic request from somebody, but they were really enthusiastic about it. What did you do?"

Those are just a couple more examples of the types of behavioral questions you can get asked, which again require much more than a typical one-word answer.

Most importantly, the "Experience + Learn = Grow" structure helps you consistently deliver the right answer at the right time! By using this simple formula, you can confidently navigate any behavioral interview question in 2025, no matter how complex it seems. Remember, behavioral interviews are designed to reveal your potential. Make sure your answers reflect the professional you are becoming.

Need more help with your job search?

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

Team dynamics can often be difficult to negotiate. At work, generally speaking, you are on a team and you contribute. The problem is that you also want to elevate your career and stand out to your boss. So, how can you do that without the rest of the team feeling like you are a jerk (or worse)?

I've had the gift of working in amazing environments on rock star teams. I have also had the (ahem) opposite experience. I've managed teams, been part of teams, as well as been an individual contributor, and through these years, I've found there are a few surefire ways to show you're an asset without being a show-off.

Here's how you can effectively show your value at work (without being a jerk):

My favorite direct reports were good for their word. They were trustworthy. You could truly count on them to deliver, and not just for me. I would see these team members always doing what they said they would. People notice. It might not seem like it, but when you do what you say, you will get the important assignments.

Being the one who does the important stuff is viewed as valuable, and you're valuable without being a jerk. You're the good guy that people can count on to get stuff done. That kind of reliability builds a strong professional reputation, and in today’s competitive job market, reputation matters.

The people who come to me with solutions stand out. Problem solvers who are actively working on solutions to organizational challenges stand out for obvious reasons. They care about the problems of the company and are taking the time to solve them.

There is a big difference between people who solve problems and people who try not to create them. The problem solvers stand out. And when they include others in the solution, all the better, because they are showing me that they are leaders who can activate others to join the cause of solving the big problems we're facing.

This kind of collaborative problem solving shows initiative, emotional intelligence, and leadership potential—qualities every employer is looking for. If you're looking to show your value at work, start by identifying a challenge, rallying your peers, and proposing actionable steps.

Further, managers know that a team builds a victory and solves a problem together. Good managers can also see who's doing the lion's share of the work and really contributing to the victory. If it's you, be sure you are gracious in sharing that victory with the team—that stands out to good managers and to the team.

When you recognize your teammates’ efforts and highlight shared success, it shows emotional intelligence and leadership potential. This kind of professional maturity gets noticed during performance reviews and can set you apart for promotions. Demonstrating value at work is as much about uplifting others as it is about output.

Be monomaniacal about achieving the goals of the company and the team. When you see the team headed down a rabbit hole, gently guide them back to land. Be the one who is focused on achieving the goals, and you will stand out.

You might be considered a jerk for being the one who asks for focus by the ones who are unfocused, but they will forgive you when you achieve the goals, solve the problems, and share the victory (see above).

I frequently advocate being a student of your industry. This is applicable to standing out without being perceived as a jerk when you are sharing information with your teammates about the industry and the business. When you are the go-to for information and insights, you are going to stand out. However, if you do this in a smarty-pants spirit, you are on a slippery slope to Jerktown, population: 1.

Being a trusted resource means you are sharing information in the spirit of continuous learning and development. Share that you saw something interesting in the media about the company, competitor, or industry. And when you share this information, offer an insight and an invitation to hear what the recipient of this information thinks.

If you do awesome work, it's okay to privately share what you're proud of with your manager—key word, privately. Schedule time to share your excitement with your manager. You should try to have monthly check-ins with your manager so that you can gather feedback and continue to advance your career.

Keep in mind when you are privately sharing your work with your manager, do it from a place of excitement and pride, not from a place of ego and braggery. Excitement is contagious. Your manager may also be able to help you take the work even further.

Remember, the key to showing your value without being a jerk is balancing confidence with humility. Follow the tips above to successfully demonstrate your value at work and build a strong professional reputation that will earn the respect of your colleagues.

Need more help showing your value at work?

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

Job hunting can feel overwhelming, especially when you're doing it alone (or receiving unsolicited, unhelpful advice from out-of-touch family members). Between resumes, interviews, and countless applications, it's easy to feel stuck or unsure about where to focus your time. That’s why our 7-Day Premium Trial was designed to help you take meaningful, strategic action toward landing your next job.

We know that job search success isn't about luck; it's about small, smart actions taken consistently. That’s why we offer a 7-day free trial of our services, so you can see the power of “working it daily” with the right job search strategies.

In just 15–60 minutes a day, you’ll build your personal brand, update your materials, and attract more recruiter attention. Here’s exactly what you can accomplish each day of your free trial:

Topic: Personal Branding | Focus Area: Unique Value Add (UVA)

Before you can market yourself effectively, you need to understand what sets you apart. On Day 1, you'll complete the JT.AI tool to receive your UVA Report, which identifies your professional strengths and what makes you valuable to employers.

What you’ll gain:

• Self-awareness about your standout skills
• A strong foundation for your resume, LinkedIn, and interview answers

Topic: Material Preparation | Focus Area: Resume, Cover Letter, LinkedIn

Your job search tools should reflect your unique strengths. On Day 2, you'll watch our expert tutorials, update your resume, cover letter, or LinkedIn using your UVA insights, and submit one document for a professional review.

What you’ll gain:

• Clear, keyword-optimized materials
• More confidence in submitting applications
• Personalized feedback from career experts

Topic: Brand Messaging | Focus Area: Online Presence

Consistency is key in your job search. On Day 3, you’ll draft your personal brand statement using our branding resource and update your LinkedIn "About" section to reflect who you are and what you bring to the table.

What you’ll gain:

• A cohesive personal brand
• A stronger LinkedIn presence that catches recruiters’ attention

Topic: Content Ideas | Focus Area: LinkedIn Visibility

It’s not enough to have a great profile. You need to show up with intention, too. Use our content planning tool to create and share a simple post that highlights your skills, your story, or your career goals.

What you’ll gain:

• Increased visibility and engagement on LinkedIn
• More opportunities to be noticed by hiring managers and recruiters

Topic: Backchanneling | Focus Area: Networking & Outreach

Most jobs are filled through referrals, not online applications. On Day 5, you’ll identify target companies (aka make an interview bucket list) and use our backchanneling templates to reach out to employees or recruiters directly.

What you’ll gain:

• A smarter networking strategy
• More meaningful connections at companies you care about

Topic: Interview Preparation | Focus Area: Storytelling

Preparation is everything. Use our worksheet to draft answers to common behavioral interview questions and review our top interview strategies.

What you’ll gain:

• Ready-to-go responses using the “Experience + Learn = Grow” method
• Improved confidence and clarity in interviews

Topic: Search Strategy | Focus Area: Planning & Tracking

Your job search needs structure to stay on track. On Day 7, you’ll use our template to map out your next two weeks of job search activities, including outreach, follow-ups, and application tracking.

What you’ll gain:

• A clear, repeatable system for job searching
• Reduced stress and better progress over time

With just a little focus each day, our 7-Day Premium Trial helps you move from stuck and uncertain to strategic and empowered. Whether you're actively applying or just starting to explore your next move, this plan gives you the tools and structure to take control of your career.

Ready to stand out, get noticed, and land more interviews?

What if you could make real progress in your career…in just one week? At Work It DAILY, we know that the key to career growth is small, sustainable habits. Seven days of consistent effort might just be what you need to start growing your career.

If you're feeling stuck in your career, unsure how to move up the ladder, or ready to take your personal brand to the next level, the Work It DAILY 7-Day Premium Trial is your chance to take meaningful action. With just 15–60 minutes a day, you can build visibility, strengthen your professional brand, and align your efforts with long-term career goals.

Here’s how you can make the most of your free trial and transform your career growth strategy in just seven days:

Topic: Brand Awareness

Goal: Understand why your brand isn’t attracting recruiters.

What You’ll Do:

Use the Work It DAILY course guidance to reflect on how recruiters search—and how clearly your value is showing up online.

Why It Matters:

If you’re not showing up in recruiter searches or getting profile views, it’s time to uncover the blind spots in your online presence. Day 1 helps you diagnose the problem so you can fix it.

Topic: Brand Direction

Goal: Define what you bring to the table and pinpoint your niche.

What You’ll Do:

Complete the JT.AI assessment and review your UVA (unique value add) Report to highlight 2–3 core areas of expertise.

Why It Matters:

You can’t market yourself without knowing your value. Day 2 helps you articulate what sets you apart, which is critical for standing out in competitive job markets.

Topic: Message Mapping

Goal: Build the message behind your personal brand.

What You’ll Do:

Use our brand messaging resources to identify the topics you want to create content on that reflect your strengths, goals, and unique value add.

Why It Matters:

A strong personal brand isn’t built overnight, but it does start with a clear message. Day 3 equips you to speak (and post!) consistently and confidently about your career story.

Topic: Content Planning

Goal: Brainstorm content ideas that showcase your knowledge.

What You’ll Do:

Use our content strategy matrix to generate post ideas that align with your messaging and career goals.

Why It Matters:

Content builds authority. Whether you're posting on LinkedIn or contributing to industry conversations, Day 4 helps you move from passive observer (invisible) to thought leader (visible).

Topic: LinkedIn Profile Refresh

Goal: Align your online presence with your personal brand.

What You’ll Do:

Follow our LinkedIn branding tools to optimize your headline, summary, experience, and skills sections.

Why It Matters:

Your LinkedIn profile is often the first thing recruiters see. Day 5 ensures that it leaves a strong, consistent, and strategic impression.

Topic: Posting Strategy

Goal: Share your first branded piece of content.

What You’ll Do:

Use our posting guide to write and share a short tip, story, or insight aligned with your niche.

Why It Matters:

Visibility comes from consistency. Day 6 gets you past the fear of posting and into action mode, so your audience (and recruiters) start noticing you.

Topic: Visibility Boost

Goal: Build a habit of engagement and content creation.

What You’ll Do:

Use our content planning tool to create a 30-day engagement goal with regular posts in your niche.

Why It Matters:

Momentum builds opportunity. Day 7 sets you up with a realistic and actionable strategy to keep showing up and growing your personal brand long after your trial ends.

In just one week, you can go from invisible to impactful. Whether you’re job hunting, positioning yourself for a promotion, or simply want to own your professional narrative, the Work It DAILY Premium Trial gives you the tools and structure to grow—fast.

• Understand your brand
• Define your value
• Build content that reflects your expertise
• Optimize your LinkedIn profile
• Create a visibility strategy that gets results

Ready to take control of your career?

Start your free 7-day trial and unlock the career growth you’ve been waiting for.

If you’re trying to take yourself and your life to the next level, it makes a lot of sense to aim higher when it comes to making friends. The right friends will support you emotionally and provide practical help along the way.

Surrounding yourself with ambitious people is one of the fastest ways to grow, both personally and professionally. These individuals are driven, goal-oriented, and often deeply inspiring—qualities that can help you raise your own standards and stay focused.

If you have exciting friends who aren’t as ambitious as you are, chances are that they’re unconsciously holding you back. You don’t have to stop seeing them; your best bet is to focus on building friendships with new people. If you want to make friends with ambitious people, read on.

In this article, we would like to share with you three important steps. These steps will help you go to the next level in your social life, meet many ambitious and interesting people, and have them stick around for a long time.

People seem to leave their friendship life to chance, more often than not. While that probably worked well when you were a kid, it most certainly won’t work for you as an adult. With no college or school to facilitate new friendships, you need to be proactive about it. This means that you get conscious and curious about friendship and how it works—consciously make time, every week, for meeting new people, staying in touch, and hanging out with them.

Studies have shown that the influence other people have on you is strong; your destiny literally depends on the people you hang out with. This is why it’s important to have a clear idea of the kind of people you want to have in your life. All you have to do is make a general list of qualities, attributes, or activities that you want in your future friends. It doesn’t have to be definitive; it’s just a guide for your mind. You can start by listing qualities like "healthy," "ambitious," "honest," "productive," "fun," "interesting," etc.

Success in your friendship life means that you don’t only use the tips once in a while; it means that you adopt the easy new habits that will work on a consistent basis. The first habit is to go meet new people every month. The way to do that is to join a local community that meets up once or twice every month. Try a few that you can find on Meetup and decide on the one that has the kind of people you'd like to get to know better. In general, go where meeting people is easy; focus on places like trade shows, cultural or charitable events, seminars or talks, and so on.

The second habit is to dedicate at least one hour every week to reaching out to people in your network. You can put it in your calendar; it can be something like every Wednesday at 7 p.m. Early in the week is better. Contact and network with important/strategic LinkedIn connections during this hour. This habit will make sure you don’t lose touch with your existing friends, and follow up with the new people you meet.

The third habit is to decide what you’re going to do over the weekend ahead of time. When it’s time to reach out to people, plan ahead and decide on what you want to do; suggest that plan to those you want to see. This is why it’s important that you contact people early enough in the week, when they haven’t already decided what to do on Thursday, Friday, and Saturday.

Making friends can be time-consuming if you don’t optimize your efforts. If you’re always the one calling and making plans, then you’re not going to be doing it for very long. The best way to tackle this is to focus on forming groups of friends instead of having a bunch of friends who don’t know each other. We recommend that you always introduce the people that you know to each other, especially if they’re of the ambitious kind. After they meet once or twice, a new group emerges, and you now have a circle of friends. When that happens, they start to call and make plans as well, which means you’ll have more time to contact and make plans with people that you don’t know that well.

As you meet new people, introduce them to the existing group, and make it bigger. If you prefer to meet in small groups, this is a great strategy as well; you can still meet two or three people at the same time, even if your social circle has dozens of people in it.

These three steps will get you started on having ambitious, resourceful friends who will help you succeed, introduce people to you, and emotionally support you when you need it. What’s really important is to open your mind to learning about friendship, how it works, and how you can apply that information to your life.

Need more help with your career?

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

By now, you've probably learned that the traditional ways of job searching don't work anymore. A few years ago, you could put your resume on multiple online job boards and wait for a promising email or phone call from an employer. Those days are gone.

If you want to land your dream job, you have to be proactive. Today’s job market is fast-paced, competitive, and heavily influenced by technology (AI is here to stay). Simply having a great resume isn’t enough. You need a well-rounded job search strategy that includes networking, personal branding, and smart use of digital tools. Whether you’re just starting out or looking to make a career change, it’s essential to take control of your job hunt and stand out from the crowd.

Here are five basic strategies to follow that will help you improve your job search results:

Recruiters read hundreds of resumes on a daily basis. They only have time to skim the top of them (aka the "top fold"), so if you don't give a clear message about what you can do for them, then it is not a good resume. Since this is the most important document in your career, you need to give it the attention it deserves.

Start with a strong experience summary (a list of 6-8 hard or transferable skills needed for the specific job you're applying for). Use keywords from the job description to ensure your resume passes applicant tracking systems (ATS). Make your achievements measurable and action-oriented to quickly demonstrate impact. Clean formatting, concise language, and a focus on results will help your resume rise to the top of the pile.

Job boards have less than a 5% effectiveness rate, while networking has over a 50% effectiveness rate.

Start by selecting your bucket list of companies where you would love to work. Do a company search on LinkedIn and identify the decision-makers and their staff. Then, see who you know who might know someone who can then make an introduction for you. Follow the company and connect with people on LinkedIn, join their groups and conversations, comment on their blogs, and become known.

This is called "backchanneling," and it's how you move from a passive job search, waiting for the right job to appear on the job boards, to a proactive one where you're an active job seeker targeting the kinds of positions you really want.

If a recruiter were searching through LinkedIn to find people for the position you are seeking, would you show up? Try it, and if you are not on the first or second page, go back to your profile and optimize it with the right keywords to get yourself a higher ranking.

Focus on job titles, skills, and industry-specific terms that hiring managers commonly search for. Make sure your headline and "About" section clearly reflect the role you want, not just the one you have. Also, sprinkle in relevant keywords throughout your experience descriptions to boost your visibility in LinkedIn’s search algorithm.

Many employers will Google your name to learn more about you. Make sure you look good on LinkedIn and review your activity on Facebook, Instagram, and any other social media platforms. Take down or change any comments that reflect poorly upon you. Use your own blog, online exchanges, and testimonials to showcase your professional knowledge. Your social media plays a huge role in the job search process.

Hiring managers often look for consistency between your resume and your online presence, so be sure your profiles reflect your skills, experience, and career goals. Update your LinkedIn headline with relevant keywords for your target role, and consider sharing thought leadership content to build credibility. Try posting both written and video content on LinkedIn, proving your value and expertise. A well-managed digital footprint can boost your job search results and help recruiters find you faster.

Searching for a job is like any other project, and you must stay disciplined, so set firm goals for yourself. For example, "I will make 10 networking calls and have two meetings per week." Make sure you are focusing on high-impact efforts like networking versus job board submissions. Keep a record of your efforts so that if an employer calls, you can quickly determine when and how they were contacted.

Clear, measurable job search goals help you stay focused and make daily progress (we're called "Work It DAILY" for a reason!). Set targets for resume submissions, LinkedIn outreach, and informational interviews to build consistency. When your job search goals are specific and trackable, you're more likely to stay motivated and avoid burnout. Prioritizing goal-setting in your job search strategy can drastically improve your chances of landing interviews faster.

Improving your job search results doesn’t have to be overwhelming. It just takes the right approach. By implementing these five strategies, you can take immediate control of your job hunt and start seeing better results. The job market may have changed, but your ability to adapt is your greatest asset. Stay consistent, stay visible, and, most importantly, stay confident. With a smart, modern job search strategy in place, landing your next great opportunity is just around the corner.

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Becoming a successful leader at work can be challenging. You want to be the one your team looks to for guidance and support, but you may not be in a leadership role yet. So, can you establish yourself as a leader at work and display the characteristics of a good leader daily?

There are many ways, but listed below are some things to start doing today. By doing these things, you can position yourself as a leader at work without being too obvious about your ambitions. Taking initiative, practicing effective communication, and staying consistent with your values are just a few ways to gain respect and credibility among your peers.

If you want to become a leader at work and develop your leadership skills, incorporate these actions into your daily routine. With time and persistence, you’ll start to build the kind of leadership presence that naturally inspires others and opens the door to future career growth.

To become a leader at work, learn to take responsibility for anything that you're interested in and own it. That also means that as long as you participate in that project, you influence whether it fails or succeeds.

Learn to take responsibility for not just the good things, but also the bad things. Take ownership of your mistakes, and know it's okay to be wrong. You cannot learn if you haven't made any mistakes.

By acknowledging where things went wrong and actively seeking solutions, you build trust with your team and demonstrate emotional intelligence, both key leadership qualities. Embracing accountability will set you apart as someone who’s not just involved but truly invested in becoming a successful leader at work.

A rising tide lifts all boats—always think win-win.

It exists. Just because some may believe the business world is nasty, and that you need to be manipulative and maneuvering to win, you need not participate in it. In fact, make it your priority not to be a negative and manipulative leader.

If you want to be a leader at work, believe in your positive leadership abilities. The positive influence you have on the people around you and the ability to inspire your team are right in front of you.

Try new things. Take some risks. Make yourself uncomfortable. Do the things that may make you look foolish. Seriously, what do you have to lose?

Leaders take risks. They are not afraid of doing what they believe is right. What are you willing to take a risk for? To be a leader at work, you need to take small risks, like taking on a project no one wants. Step up when others step back.

I often say this world is full of people who talk too much and don't do enough.

If you want to be a leader at work, act on something. Work on a plan. If you have ideas simmering in your mind, write them down.

It doesn't matter if your idea doesn't have a plan yet—just write it down. If you don't write it down, there is no record of the idea, and you won't have anything tangible to present. How can it count? If you want to be a leader at work, you have to practice writing down everything.

Strong leaders are proactive, not reactive. Writing down your thoughts helps clarify your vision and gives you a foundation to build on. It also shows initiative—something every successful leader needs to demonstrate consistently. Documenting your ideas is the first step in turning vision into action and action into leadership.

There is no need to create leadership opportunities at work. The opportunities to lead are everywhere already.

You need to be mindful of these opportunities. An example of an opportunity you can capitalize on is taking on a project no one wants. If you don't see opportunities like this everywhere, you are missing the point.

Successful leaders don’t wait for a promotion or a title. They step up when challenges arise. Whether it's volunteering to lead a meeting, mentoring a new team member, or improving an outdated process, these are real-world chances to demonstrate leadership. If you're serious about becoming a successful leader at work, you need to train your mind to recognize and embrace these moments daily.

Be open to criticism. Otherwise, you are just living off your own opinions and ideas.

What does being open to criticism mean? When you are open to feedback, you are getting ideas and suggestions from others that are free. Oftentimes, these ideas come from people smarter than you. They will give you tips on how to improve and how to be better.

That's what a leader needs—constant feedback. You need feedback to be a leader at work, otherwise you are "feed-own" (I just created that word to mean feeding yourself) and you will go hungry soon. With no new ideas, a leader dries up.

Giving is how you open up at work. Pour out all you got. Express your ideas, thoughts, and plans. Feel the vulnerability and learn to like it.

When you pour all your ideas out, you will need new ones. Where do new ideas come from? They come from critics, from well-meaning supporters, and from the people you least expect. At the end of the day, more comes back to you. You have more to input. It enriches you.

The workplace thrives on the free flow of ideas, and when you lead by giving, you encourage innovation and collaboration. Sharing builds trust, and trust builds influence. The more you give, the more you're seen as someone people want to follow, which is key to becoming a successful leader at work.

These are the seven actions you can do starting today to position yourself as a leader at work. Remember, if you want to be an influential leader, do not be afraid of taking risks. You have more to gain than to lose when you open up.

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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.

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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.

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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.

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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.

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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.

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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.

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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!

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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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