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10 Step Job Search Plan Designed for 2026

Thu, 30 Apr 2026 13:42:26 GMT

There will be more competition for each job posting. A recent report found that an average job opening in 2025 received about 242 applications, which is nearly three times more than in 2017. That’s why standing out matters more than ever.

Employers expect more skills and experience than before. The application process is taking longer. On top of that, automated screening tools reject resumes faster, and even strong candidates can get lost in the process.

But people are still getting hired every single day. Companies need “good” employees. If you are strategic and willing to adapt, you will find something.

Use this 10-step plan for your job search to improve your chances of getting noticed and hired:

Clarify The Type of Job You Want
Build Your Portfolio
Learn To Work with AI Tools
Create Customized ATS-Friendly Resumes
Set Time for Job Hunting
Research Companies Like an Insider
Prepare for Interviews with AI Assistants
Work on the "Soft" Skills
Update Your LinkedIn
Tap Into Alumni Networks

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Let’s understand what to do in each of the steps:

1) Clarify The Type of Job You Want

Applying to everything and hoping something sticks is not a great way to start the job search. You don’t want to work for any company. Your skills, educational qualifications, experience, and passion are not suitable for all types of jobs.

A strategic job search plan should begin by defining the role you are really targeting.

When someone clearly defines the job they want, everything else gets easier from there. Resumes become more focused, you know what skills you need to earn, and easier to decide which job postings are best for you.

So, first ask yourself these questions:

What skills do you already have that are job-ready? Targeting roles that match existing skills improves chances of getting interviews faster.
What salary do you need? Being realistic helps filter roles that actually fit life's needs. Will you trade off work-life balance for more pay?
What industry excites you? Tech? Healthcare? Finance? Each industry has its own vibe and growth trajectory.
What's your ideal work environment? Remote, hybrid, or in-office? Startup or corporate structure?
What are your deal-breakers? Maybe you refuse to work weekends. Maybe you need health insurance. Write these down.

Note that you don’t need to be rigid with it. Your ideal job can stay flexible. But if you know what you want, you can customize the upcoming steps according to it. Also, you will have a defined goal that will keep you excited because job searching can get exhausting fast.

2) Build Your Portfolio

In 2026, employers want to see what you can actually do, not just what you say you can do. We are moving into a job market where your skills are more important than your formal education.

In 2026, many companies are moving away from traditional degree requirements. A new survey found that 1 in 4 companies are expected to drop degree requirements completely for key roles.

What is becoming more relevant are the skills you already have. According to NACE’s 2026 Job Outlook, nearly 70% of US employers say they now use skills-based hiring practices when evaluating candidates.

So, you need to demonstrate relevant skills in your resume and in the interviews.

If you are in coding, build projects and put them on GitHub. Create a personal website. Code something useful, even if it's small.

If you are in marketing, start a blog, grow a social media account, or create case studies from freelance work.

Basically, you need to get hands-on experience, however you can. This could be through an internship, freelancing, or even contributing to an existing project someone else is already working on.

Skill-based hiring helps companies hire people who can actually do the job from day one. They don’t want to spend weeks training you on how actually work happens in their offices. Heather Doshay, the head of people at SignalFire, told The New York Times :

“Nobody has patience or time for hand-holding in this new environment, where a lot of the work can be done by A.I. autonomously.”

When you are familiar with the tools and the workflow, you can start contributing from day one. Companies will save money and time in job training. Over time, this approach reduces turnover and improves team productivity for the companies.

Working on personal projects also helps you figure out what you actually enjoy doing. You will learn new tools, make mistakes, and those can become stories to tell during interviews.

3) Learn To Work with AI Tools

AI is everywhere now. While we can debate endlessly on how AI is taking away jobs or not, we can say it’s not going away ever.

You need to adapt how you work by integrating AI tools if you want to stay relevant in today’s job market.

But just watching a video about the tool is not enough. It’s not 2022 when ChatGPT was just launched. In 2026, there are now more advanced models that can code a complete software, create images with no spelling mistakes in 4K, and make a realistic-looking video of Will Smith eating spaghetti.

Listen to Shark Tank investor Mark Cuban’s advice:

“Learn all you can about AI, but learn more about how to implement it in companies.”

That means if you know how to do your regular work and know how to use AI tools to improve speed, you instantly become more valuable than someone who just does the basics.

First, you can start with ChatGPT or Gemini and understand how they help speed up routine tasks in your field of work. This can be doing research, editing drafts, analyzing reports, etc.

Then you can move into AI tools made for your industry. For software developers, this can be GitHub Copilot or Cursor. Designers can use tools like Figma AI, Adobe Firefly, or Midjourney to initial design work. Data analysts and finance professionals use tools such as Power BI Copilot, Tableau AI.

Notice the pattern here? AI handles the repetitive tasks that take up a lot of time. Now, you can work on stuff like making strategies and making final decisions.

According to recent data, AI has become a must-have skill in 41% of tech job listings , a clear sign of shifting hiring trends.

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And the numbers are not going to go down. Employees are using AI one way or another. But if you know how to use different AI tools to get the best out of each, you will stand out.

To start, make a list of the most popular AI tools that are actually being used in your industry. Pick one tool and spend 1 hour a day playing with it for a week. You will be surprised how quickly you get comfortable.

4) Create Customized ATS-Friendly Resumes

Now, let’s start with the actual job search strategy, which starts with making a resume. You may already know that most resumes never get seen by a human. They get filtered by an ATS (Applicant Tracking System). Around 73% of organizations use an ATS as a core part of their recruiting process.

That means if your resume doesn't pass it, you are never getting any calls from the company. So you need to play the game like it is.

Let’s understand how ATS works. ATS scans your resume for specific keywords from the job description.

The system pulls out key details like skills, job titles, experience, education, and keywords. It then compares that information with the job description to see how closely the resume matches what the company is looking for. Resumes that match better are ranked higher.

Now, you know how it works, so let’s understand how to optimize your resume to pass the ATS:

Carefully read the job description and use the same skills, tools, and job titles where they apply.
Use standard section headings like "Work Experience," "Education," and "Skills."
Avoid tables, columns, text boxes, and graphics.
Use simple bullet points or comma-separated lists instead of visual skill bars or graphs.
Use online ATS resume scanners to see how well your resume matches the job description.

But one single resume will not get the job done. Read the first point from the list above.

You need to use the same skills, tools, and job titles from the job description. That means you need to customize the resume for each new application. Don’t worry, you don’t have to rewrite it 10 times a day. This is where AI actually saves time.

Input the job description into an AI chatbot with your resume and ask it to identify relevant keywords and suggest how to incorporate them naturally. Review and adjust the AI's suggestions (don't just copy-paste blindly)

This takes like 10 minutes for each application. There are also ATS Resume Builders specifically made for this purpose, which can all be done in a couple of minutes.

5) Set Time for Job Hunting

Job searching isn't something you do when you feel like it. It's a job in itself. That means showing up consistently and staying disciplined even when it gets discouraging.

You need to block out at least 1 hour every day to search and apply for jobs.

Aim for at least 3-5 quality applications per day. Close social media, silence notifications, and focus only on applying for jobs during this time block.

Also, use a spreadsheet to log every job you apply to. Include columns for company name, job title, date applied, application status, follow-up dates, and notes. This keeps you organized.

It also helps with focus. When you know you have, say, one or two dedicated hours, you are more likely to apply thoughtfully and customize resumes properly. Quality improves naturally.

Also, look for the best sites only to find the best jobs. Huntr’s 2025 Job Search report shows platforms like Google Jobs (11.3%), GovernmentJobs (8.7%), and Wellfound (6.0%) have significantly higher response rates than LinkedIn (3.1%), Indeed (4.5%), and ZipRecruiter (2.8%).

This means that large job boards offer reach, but not results. Because they are crowded, applications often get ignored. In contrast, smaller or more curated platforms have fewer applicants, increasing your chances of getting noticed.

6) Research Companies Like an Insider

If you prepare specifically for the company you are applying to, your chances of getting hired will increase for sure.

When you understand what a company does and the problems it’s trying to solve, you can tailor your resume and interview answers to match what they actually care about.

You can’t do it for every company you are applying to, but at least read a little from their website before sending your application.

But if you get the call for an interview, then start your research. Here are the things you can note down in a doc on your computer or phone:

Company’s Mission and Values
Main products or services
Recent News
Work culture
Tech Stack
Who the customers are
How do they make money

Most of this information is surprisingly easy to find.

Start with the company’s own website, browse through the About page, Careers section, blog, and product pages.

LinkedIn is great for understanding company size, growth, team structure, and the backgrounds of people working there. Check out their other social platforms, too.

Recent news, product launches, or funding updates can be found through the company blog or tech publications.

Watch interviews or podcasts of the company’s leader on YouTube.

Just spending even 30-45 minutes across these sources is usually enough to sound informed.

Now, when you get asked a question, try to weave this information into the answers. Candidates who know the company’s products and culture come across as genuinely interested. You will have a perfect answer for “Why do you want to work there?”

Glassdoor research shows that informed candidates, those who take time to research the company, role, culture, and mission, are seen by 88% of hiring managers as quality candidates.

To get one step ahead, also research what's happening in their industry. For example, if you are applying to a fintech company, you should know about recent changes in banking regulations or trends in digital payments. This level of research takes an extra 30 minutes, but it will be worth it.

7) Prepare for Interviews with AI Assistants

Interviews in 2026 are not going to be easy. There will be fewer new job openings and much tougher competition. You can’t rely only on a degree or knowledge of tech tools anymore. Being able to clearly communicate who you are, what you can do, and why you are a good fit will matter more than ever.

That’s where you need to practice. But how? Well, AI will actually help you. Practice with an AI mock interview .

Give the AI the job description and ask it to interview you for the role. It will ask you relevant questions, and you can practice your answers out loud. The more you practice, the less nervous you will be in the real thing.

The advantages of interviews with an AI assistant are that you can practice whenever you want, without feeling judged or nervous, like you might with a real person.

After practicing, AI can also critique your responses. Are you being too vague? Too wordy? Not confident enough? AI can spot patterns you might miss and help you refine your answers.

We have a complete list of the most common interview questions that you can add to the AI and ask it to add them to the interview practice, too.

8) Work on the "Soft" Skills

Your technical skills might get you the interview, but your soft skills get you the job. Soft skills include communication, teamwork, problem-solving, time management, and emotional intelligence.

In 2026, as AI handles more technical tasks, these human skills are more valuable than ever.

You need to showcase these soft skills during the hiring process:

Communication: Can you explain complex ideas simply? Can you present your thoughts in meetings?
Problem-solving: As AI handles routine tasks, humans are still needed to define problems, question results, and decide what matters.
Adaptability: Companies need people who can roll with changes. AI tools are evolving faster, and companies need people who can learn new systems quickly.
Collaboration: Can you give and receive feedback constructively? Can you work with people who are different from you?

And in interviews? Companies are specifically testing for soft skills through behavioral questions like "Tell me about a time you had a conflict with a coworker" or "Describe a project that didn't go as planned." Have real examples ready that show you have got these skills locked down.

9) Update Your LinkedIn

If you are still not on LinkedIn, you are now completely invisible to recruiters.

LinkedIn is your online resume; make it count.

Your profile needs a professional photo.
A headline that actually says what you do.
A summary that tells your story
Make sure your profile includes the skills and job titles you're targeting.
Get endorsements from people you have worked with.

Also, you need to be active. Post occasionally about your industry, even if you get zero likes. You can also comment on other people's posts. Never know when your insights will impress someone.

Then, don’t forget to clean up your social media in 2026. Your online presence is no longer separate from your professional life.

Recruiters don’t just look at resumes anymore. They Google names and sometimes check public social profiles. Old posts, edgy jokes, or aggressive opinions can raise unnecessary red flags, even if they have nothing to do with your skills.

It’s also about consistency. If your resume says one thing but your social profiles tell a different story, it creates confusion. Cleaning things up helps you control the narrative instead of leaving it to chance.

10) Tap Into Alumni Networks

Here's a secret for the last step. Some great jobs aren't always posted publicly. They are filled through internal referrals before most people even know they exist.

This is where your alumni network becomes pure gold. People who went to your school are already inclined to help you. And if they are working at a company you want to join, they can refer you internally. This often fast-tracks your application past the ATS and straight to a real interviewer.

Also, just tell your friends, past colleagues, or even your ex-managers that you are looking for a job. Maybe they know about a new opening in their company. You will be the first to know, and you can use their tips to get hired there

Studies show that referrals have a way higher chance of getting interviewed and hired than cold applications. An internal referral can increase your chances of getting an interview by up to 7 times, according to Pinpoint Analysis .

Conclusion

Finding a job in 2026 is about strategy, and this is a 10-step process made specifically for this modern job market.

Remember that you don't need to be the most qualified person in the world. You just need to be prepared enough to show your value when the opportunity comes.

So take this strategy, customize it for your own, and get to work. Your next job is out there waiting for you. It might take 50 applications to find it, or 100. It might take two weeks or two months. But if you stay consistent, you will have a job offer in your hand.

Credit to: Kaustubh Saini

Job Search Advice that Actually Works in 2026

Fri, 10 Apr 2026 12:53:57 GMT

If you have been job searching lately, you already know this: Advice is everywhere. Social feeds are packed with hot takes. Articles promise quick wins or secret hacks. Your friends and family mean well, but the tips they’re giving you probably feel irrelevant. The problem is that a lot of common job search advice is outdated, oversimplified, or disconnected from how hiring really works today.

We work with job seekers every day across industries and experience levels, so we see what actually leads to interviews, offers, and long-term success. We also know the job search mistakes to avoid because we’ve seen them slow people down in real time. That gives us a front row seat to which job search tips still work, which ones need an update, and which ones may be quietly hurting your chances.

With that, we’re sharing the best job search advice that we wish every candidate knew in 2026. Some of it may go against what you have heard before, but all of it is grounded in real conversations, real placements, and real hiring decisions. If your goal is an effective job search that leads to a role you actually want to keep, this is a great place to start.

Look for fit, not just a fancy title

One of the most common job search tips people hear is to aim higher. Chase the title. Level up on paper. While ambition matters, focusing only on a job title can backfire fast. We have seen plenty of candidates land impressive sounding roles only to realize the culture, management style, or expectations were a poor match.

Fit is about how you work, not just what your title is. It includes team dynamics, leadership approach, communication style, pace, and values. The right environment can help you grow faster than a bigger title in the wrong setting. A supportive manager, clear expectations, and room to learn often matter more than what appears on your business card.

We once worked with a candidate who took a slightly lower level title at a company with strong mentorship and clear growth paths. Within two years, they had earned a promotion that aligned with their long-term goals. In contrast, another candidate accepted a senior title at an organization that lacked structure and support, and they were back on the job search within months.

From a recruiter perspective, fit means alignment. We look at skills but also work style, motivators, and what kind of environment helps someone do their best work. When evaluating opportunities, ask questions about the team, how success is measured, and what growth looks like in practice. That context is part of smart job search advice and leads to a more successful job search.

Get crystal clear on your non-negotiables

Vague goals slow everything down. When candidates say they are open to anything, it becomes harder to match them to the right roles. Clear priorities help recruiters advocate for you and help you avoid roles that will frustrate you later.

Before applying, take time to define your non-negotiables. These might include schedule flexibility, remote or hybrid options, pay range, benefits, commute, growth opportunities, or the type of work you want to do day to day. Not every job will check every box, which is why it helps to separate must-haves from nice-to-haves.

We’ve seen time and again how clear job search criteria speeds up the process. Candidates who know what they want tend to move through interviews faster and feel more confident saying yes to offers. This is one of the best job search strategies we see in action, especially when learning how to work with a recruiter. To get started, it’s as simple as writing down five priorities and ranking them. You can adjust over time, but having a starting point gives your job search structure and momentum.

Do not disqualify yourself—let them decide

One of the biggest job search mistakes to avoid is assuming you need to meet every requirement before applying. Many job postings describe an ideal candidate, not a realistic one. Hiring managers often list skills they hope to find across all candidates, not skills they expect in one person.

As recruiters, we regularly see strong candidates hesitate because they’re missing one or two qualifications, but transferable skills, curiosity, and willingness to learn often carry real weight. In many cases, companies are open to training the right person—meaning someone who’s the right fit for that company (like we talked about earlier).

As a general rule, if you meet most of the core requirements and can clearly explain how your experience is relevant, it is worth applying. This is especially true for roles focused on problem solving, collaboration, or communication. The main exception involves roles that require specific licenses or certifications by law or regulation. Those are true must-haves.

Essentially, even if you’re unsure, apply anyway, and let the employer decide if you look like a good fit. That mindset alone can open more doors and lead to a more effective job search.

Keep your resume honest, but make it work hard

Think of your resume as a conversation starter. Its job is to tell the truth about your experience while guiding the reader toward what matters most for the role. Titles that stretch the truth, skills you cannot speak to confidently, or gaps that are hidden instead of explained tend to slow things down once questions start. Recruiters value transparency because it builds trust early, and trust keeps the process moving.

So, how do you build a stronger and honest resume ? A strong resume focuses on impact rather than job duties alone. Clear examples of results, problem solving, and growth help recruiters quickly understand where you shine. If your path includes career gaps, pivots, or a few shorter stops , that is not automatically a drawback. Brief, straightforward context helps your experience make sense and keeps the focus on what you bring to the table now.

Resume customization still plays a big role in an effective job search. Small adjustments can make a real difference. Update your summary to reflect the role you are pursuing, move the most relevant experience higher on the page, and echo the language used in the job description where it fits naturally. You are not rewriting history, just helping the reader connect the dots.

From a recruiter point of view, the most helpful resumes are easy to scan and easy to trust. When your experience is presented clearly and honestly, it becomes simpler to see the match and advocate for you with a hiring manager. For more guidance, check out some of our practical job search tips on how to make your resume stand out to recruiters and keep it aligned with how hiring works today.

Treat every interaction like it matters, because it does

From the first email to the last follow up, every interaction is part of your job search story. How you communicate during your job search sets the tone for how recruiters and hiring managers experience working with you. That does not mean you need to sound formal or scripted. It simply means being clear, courteous, and engaged.

Little things add up. Replying within a reasonable timeframe, acknowledging messages even when you need a day to respond fully, and keeping your tone friendly all signal reliability. Recruiters notice candidates who communicate well because those habits often carry over into how they show up on the job.

It is also normal for the process to feel bumpy at times. Background checks can take longer than expected. Start dates can shift. Internal approvals can stall. When that happens, reach out directly to your recruiter and ask what is going on. A quick conversation can clear up confusion and ease frustration.

What tends to cause problems is venting publicly before having that conversation. Posting negative reviews or complaints while things are still in motion can quietly change how a situation unfolds. If something feels off, speak up and ask questions, but keep it professional. Handling challenges with openness and courtesy protects your reputation and keeps your job search moving forward.

Smart job search strategies for 2026

A job search feels more manageable when you focus on a few approaches that actually work, rather than trying to do everything at once. In 2026, that usually means combining relationship building with targeted applications. Connecting with recruiters and staffing agencies can open doors to roles you might not see posted online, while applying directly to companies you are excited about helps keep your search intentional.

Networking still matters , but it does not have to be uncomfortable or forced. Casual conversations, alumni connections, and informational chats can offer insight into roles, teams, and career paths. Even a short conversation can help you refine what you are looking for or point you toward an opportunity you had not considered yet. Job boards also have a place, especially when you use them thoughtfully instead of scrolling endlessly.

Following up is another area where a little care goes a long way. After submitting an application, giving it about a week before checking in shows interest without pressure. After an interview, a thank you note within a day keeps the connection warm. If a timeline was shared, use that as your guide for next steps. Simple, friendly messages are often the most effective.

Your online presence can support all of this behind the scenes. Keeping your LinkedIn profile up to date, engaging with posts related to your field, and clearly stating what kind of role you want next makes it easier for recruiters to find and understand you. Small, consistent actions like these help your job search feel steady and human, not overwhelming.

Job searching works better as a partnership

The best job search advice we can offer is this: You do not have to do it alone. Job searching is not about perfection. It is about alignment, communication, and momentum. When candidates and recruiters work together, the process becomes clearer and more human.

Credit to: Spherion.com

Economic Uncertainty, AI, and Talent Shortages Reshape Hiring Practices

Wed, 01 Apr 2026 12:25:25 GMT

The plastics industry faces hiring challenges driven by talent shortages, economic uncertainty, and rapid technological advancements. Industry experts highlight the importance of addressing the skilled labor gap, leveraging AI tools, and fostering positive workplace cultures to attract and retain top talent.

At a Glance

AI tools accelerate candidate screening but talent shortages remain the dominant hiring challenge.
Skilled trades roles see high demand while retirements drain institutional knowledge from industry.
Companies prioritize workplace culture and hybrid skill sets to attract top engineering talent.

The plastics industry is navigating a complex hiring landscape shaped by economic uncertainty, talent shortages, and the rapid adoption of artificial intelligence (AI). These factors are driving significant shifts in recruitment strategies and workforce development, as companies grapple with challenges ranging from skilled labor gaps to the evolving demands of automation.

Industry experts emphasize that while AI is revolutionizing recruitment processes, the persistent shortage of qualified talent remains the dominant issue affecting hiring trends

This year, hiring has been tempered by a combination of geopolitical risks, supply chain instability, and market volatility. Todd Garrison, of Targeted Recruiting Group , highlighted how these factors are influencing hiring decisions. “The high level of uncertainty, combined with an overall shortage of talent and the onset of AI, are the primary trends affecting hiring this year,” Garrison told PlasticsToday . He noted that fluctuations in resin pricing and feedstock costs have led some companies to delay capital projects and associated hiring, while mergers and acquisitions have created both opportunities and challenges in the talent market.

Garrison also pointed to a shift in hiring priorities, with companies focusing more on replacing turnover and upgrading underperforming employees rather than creating new roles tied to growth strategies. “When jobs are cut, it can create opportunities for other companies to acquire strong talent, but it can also prompt experienced employees to retire earlier than planned,” he explained. This cautious approach underscores the need for companies to adapt their strategies to attract and retain top talent in an increasingly competitive market.

Paul Sturgeon, CEO of KLA Industries, a national search firm specializing in plastics, packaging, and polymer technology, pointed out that manufacturing in the US has been in contraction for over three years.

“There is hope, as some indicators show that we may be close to reversing that cycle,” he said. “The early phase of a recovery will include hiring business development talent, as most plastics companies have excess capacity. While anecdotal, the searches we are currently working on provide a good sample size, and 55% are sales or sales management roles. Over the course of a typical year that would be 30-35%, so companies are prioritizing the sales team, and I expect that to continue through at least the second quarter.”

Sturgeon said the root cause of the skills gap is simple.

Primarily for cost reasons we decided to export much of our country’s manufacturing. From a peak of about 19.5 million manufacturing jobs in 1979 we went to under 12 million in 2010, while the population increased by 82 million,” he said. “We’ve had a little rebound since then, but manufacturing hasn’t been a relatively attractive career for decades.”

Tim Frick, a senior plastics executive recruiter at MRIGlobalSearch , emphasized the ongoing skilled labor gap in the plastics sector, particularly for hands-on engineering and technician roles. “Skilled trades and hands-on engineering roles are in high demand, especially for hourly technician roles,” Frick said. He noted that challenges such as pay, benefits, and work hours often contribute to the labor gap, and HR teams sometimes struggle to source and engage candidates effectively.

To address these issues, Frick highlighted the importance of fostering a positive workplace culture. “Companies that can put forth a positive culture can be at a competitive advantage when it comes to hiring,” he said. This approach is particularly valuable as retirements strain the talent pool, making it crucial to attract and retain experienced professionals.

Sturgeon said when it comes to a skills gap, companies can look at mission-critical roles differently and have a different strategy for those.

"There have been many studies, and I think most leaders know this intuitively, that show the top performers in any industry or field are so far above the average that you need to have some on your team," he said, citing a study by McKinsey & Company showing an 800% productivity gap between average and high performers, in highly complex roles. His advice for these roles is simply, make sure they are talking to the people they want, and pay up when they find them.

"You cannot afford to get these hires wrong, as the true cost of a bad hire in a critical role can easily be ten times their compensation," Sturgeon noted. "For most roles, companies can look at a variety of non-monetary or low-cost incentives. A few examples are flexible work schedules, casual dress codes, health and wellness programs, allowing time off for volunteer work, and friendly competitions based on company performance. Use your imagination and have a little fun with this. If someone has a dog and a cat, you might beat out your competition by offering pet insurance."

AI’s impact on recruitment and skills prioritization

AI and automation are transforming hiring practices in the plastics industry, influencing both recruitment processes and the skills companies prioritize. Garrison explained that AI is improving the speed and efficiency of sourcing, screening, and matching candidates. “The number of companies using AI-assisted tools is increasing in recruiting rapidly,” he said. “This applies in areas such as resume screening, candidate evaluations, and recruiting administration to improve speed and accuracy.”

Frick added that automation is reshaping workforce needs, with some fully automated plants requiring minimal human contact. “At times, more automation means less human contact is needed, so many candidates have told me they’re not going to be needed,” he said. However, he also noted that automation can reduce human error and improve quality ratings in manufacturing processes.

Garrison emphasized that while AI is revolutionizing recruitment, the shortage of overall talent remains the dominant issue. “Companies are moving more cautiously, and candidates are as well,” he said.

Read the full article here

Credit to: David Hutton

8 Manager Signals to Watch for When Interviewing

Fri, 13 Mar 2026 22:39:38 GMT

Many candidates approach interviews solely focused on presenting their qualifications. That is understandable and appropriate. Interviews, however, can also offer valuable insight into the role, the hiring manager, and the organization. Experienced candidates often use the interview process not only to discuss their background, but also to observe how the opportunity is structured and how the hiring manager approaches the conversation.

The hiring process itself can sometimes provide useful signals about how a team operates internally and how leadership approaches priorities, communication, and expectations. After years working with professionals and managers across the plastics industry, these are several signals candidates often find helpful to pay attention to during the interview process.

1. The Hiring Manager Struggles to Describe Reasonably Defined Goals

Strong managers can usually describe what success in the role may look like over the first six to twelve months. That does not mean everything must be fully defined. In many professional and leadership roles, part of the job involves bringing clarity to areas that may currently be ambiguous. Even so, candidates may find it helpful when managers can outline reasonable expectations such as key priorities, current challenges, or what meaningful progress might look like during the first year.

2. The Job Description and Interview Discussion Feel Misaligned

Occasionally, the role discussed in the interview may differ somewhat from the original job description. Roles can evolve during a search, which is not unusual. Still, candidates may want to understand the reason for the differences and whether the organization has fully aligned the responsibilities and priorities of the position.

3. The Selection Process Seems Unclear or Disorganized

In many hiring processes, candidates can gain a basic understanding of the steps involved and what the general timeline may look like. When the process seems unclear, changes frequently, or appears somewhat disorganized, candidates may want to ask a few clarifying questions about the next steps and how decisions are typically made. This can help provide a clearer picture of how the organization is approaching the search.

4. The History of the Role Raises Questions

When candidates learn that several people have held the same position within a short period of time, it can be helpful to ask about the context. There are often reasonable explanations such as growth, restructuring, or changes in business priorities. Understanding the background of the role can help candidates evaluate how the position has evolved over time.

5. The Role Appears to Combine Too Many Reasonable Priorities

Many companies in plastics and manufacturing operate with lean teams, so roles often include a range of responsibilities. However, if the position appears to combine several significant priorities, candidates may want to ask how those priorities are balanced and which responsibilities matter most in the near term. Clarifying expectations can help candidates better understand how success is measured.

6. The Manager Appears Unfamiliar with the Candidate’s Background

If the manager seems to be reviewing the candidate’s resume for the first time during the conversation, it may suggest the interview was scheduled quickly or with limited preparation. In many cases managers will have spent at least a few minutes reviewing a candidate’s experience in advance, which often leads to a more focused discussion.

7. The Interview Environment Appears Distracted

The setting of the interview can sometimes offer insight into how managers structure their time and attention. Examples candidates occasionally notice include:

Interviews beginning significantly late
Conversations taking place while the manager is driving or clearly multitasking
Frequent interruptions from calls, messages, or other meetings

Manufacturing leaders often manage competing priorities, so context matters. Still, candidates may find it helpful to observe how the conversation is handled.

8. The Manager Speaks Negatively About the Team or Former Employees

How a manager describes challenges within the team can sometimes offer insight into leadership style. Many experienced leaders tend to discuss past difficulties in terms of lessons learned or shared responsibility. When discussions focus primarily on the shortcomings of others, candidates may want to better understand the broader context.

A Final Thought

No hiring process is perfect, and no manager or organization is perfect. Plastics and manufacturing environments in particular can be fast-moving and occasionally unpredictable. One signal alone rarely tells the whole story. However, when a single issue appears especially concerning, or when several of these signals appear together, candidates may want to explore the situation more carefully. The interview process often provides a window into how a team operates and how a manager approaches leadership. Paying attention to those signals can help candidates make more informed career decisions. What signals have you noticed during interviews that helped you better understand a role or a manager?

If you are considering a career move in the plastics industry and would like guidance during your search, contact Targeted Recruiting Group (TRG) . Our team works closely with professionals and managers across the plastics sector to help them evaluate opportunities and navigate the hiring process with confidence.

How to Get Noticed – Job Search Techniques in 2026

Wed, 18 Feb 2026 17:53:10 GMT

Searching for a job today is very different from even a few years ago. Between AI-driven hiring tools, skills-based hiring, remote work, and the hidden job market, staying competitive requires a strategic approach.

For professionals pursuing commercial or engineering roles in the plastics industry, understanding how hiring has evolved is essential. The strategies below apply broadly but are especially relevant for those targeting revenue-driving, technical, engineering, manufacturing, or operational positions.

This guide walks you through the top trends and actionable steps to maximize your chances of landing the right opportunity.

Master Today’s Job Market Expectations

The hiring landscape has evolved, and employers now expect candidates to demonstrate adaptability, digital fluency, technical competence, and proactive communication.

Hiring managers for commercial and engineering roles are looking for:

Quantifiable revenue growth, margin improvement, or market expansion
Process optimization, cost reduction, product development, or operational performance metrics
Cross-functional collaboration between sales, operations, and technical teams

To stay competitive, refine your application materials, strengthen your online presence, and use tools that give you a measurable edge.

1. Tailor Your Resume for AI Screening

Many companies now use AI-driven applicant tracking systems (ATS) to screen resumes before a human ever sees them.

To improve your chances:

Use keywords from the job description naturally
Stick to standard, clean formatting
Highlight measurable achievements instead of listing duties

For example:

Increased territory revenue 28% across multi-state accounts
Reduced scrap rate 15% through process optimization initiatives

2. Emphasize Skills Over Titles

Skills-first hiring continues to grow. Employers increasingly care more about what you can do than what your previous job titles were.

Commercial professionals should emphasize:

Strategic account growth
Market development
Negotiation and contract management
Pipeline management

Engineering professionals should emphasize:

Process improvement
Product development
Automation and systems integration
Continuous improvement methodologies

Include transferable skills across your resume and LinkedIn profile. Add a dedicated skills section with quantifiable results.

3. Build a Professional Portfolio

Even non-design roles benefit from showcasing work. This is often referred to as an Interview Brag Book.

Include:

Performance dashboards
Case studies
Project summaries
Before-and-after performance metrics

Highlight achievements that clearly show results. Use LinkedIn’s Featured section to display selected samples.

4. Leverage Video Introductions

Video introductions are becoming more common, especially for roles requiring communication, leadership, or client interaction.

Keep it under 60 seconds and cover:

Your functional expertise
The measurable impact you deliver
The type of role you are targeting

Record in a quiet, professional environment and pair your video with a strong written resume.

5. Treat LinkedIn as a Primary Screening Tool

Hiring managers and recruiters regularly review LinkedIn profiles before deciding who to interview. In many cases, your profile is viewed before your resume.

If you want to be found, you must keep it updated.

Ensure your headline clearly reflects your functional expertise
Update your experience with measurable achievements, not just responsibilities
Add skills aligned with the roles you are targeting
Turn on Open to Work settings appropriately
Post or engage periodically so your profile remains active and visible

An outdated LinkedIn profile can remove you from consideration before you ever know you were reviewed.

6. Explore the Hidden Job Market

The hidden job market refers to roles filled through internal networks long before they become public.

To tap into this market:

Reach out to former colleagues and professional contacts
Connect directly with hiring managers and decision-makers
Conduct informational conversations about upcoming initiatives or growth plans

Being known before an opening formally exists gives you a significant advantage.

7. Consider Project-Based or Contract Roles

Short-term assignments can open doors.

Apply for project-based roles aligned with your target function
Treat each project as an opportunity to demonstrate measurable value
Use results to build references and case studies

8. Use Salary Research and Transparency Tools

Salary transparency empowers job seekers.

Research pay ranges using trusted compensation platforms
Understand base salary versus bonus or commission structures
Highlight measurable performance when negotiating compensation

Final Thought

Job searching in 2026 requires a thoughtful, multi-layered strategy. With AI screening, skills-based hiring, and an evolving hidden job market, success depends on staying visible, relevant, and proactive.

If you are exploring your next commercial or engineering opportunity in the plastics industry and want experienced guidance, Targeted Recruiting Group can help. TRG specializes in executive and professional search within the plastics sector and works directly with hiring leaders across commercial, technical, engineering, R&D, and manufacturing functions.

For confidential career advice, market insight, or to discuss your next move, contact Targeted Recruiting Group at tgarrison@targeted-recruiter.com

AI Hiring Is Here. It’s Making Companies And Job Seekers Miserable

Tue, 13 Jan 2026 15:29:08 GMT

As America’s labor market slows , AI-led interviews and auto-generated cover letters are dramatically changing the process of getting a job. And maybe not for the better.

More than half of the organizations surveyed by the Society for Human Resource Management used AI to recruit workers in 2025. And an estimated third of ChatGPT users reportedly leaned on the OpenAI chatbot to help with their job search.

However, recent research found that when job seekers use AI during the process, applicants are less likely to be hired. Meanwhile, companies are fielding an increased volume of applications.

“The ability (for companies) to select the best worker today may be worse due to AI,” said Anaïs Galdin, a Dartmouth researcher who co-authored a study looking at how large language models (LLMs) have impacted cover letters.

Galdin and her co-author, Jesse Silbert at Princeton, analyzed cover letters for tens of thousands of job applications on Freelancer.com, a jobs listing site.

The researchers found that after the introduction of ChatGPT in 2022, the letters all got longer and better-written, but companies stopped putting so much stock in them. That made it harder to distinguish a qualified hire from the rest of the applicant pool, and the rate of hiring dropped as did the average starting wage.

“If we do nothing to make information flow better between workers and firms, then we might have an outcome that looks something like this,” said Silbert, referring to the results of his study.

And with more applications to review, employers are automating the interview itself.

A majority (54%) of the US job seekers surveyed by recruiting software firm Greenhouse in October said they’ve had an AI-led interview. Virtual interviews exploded in popularity during the pandemic in 2020. Many companies now use AI to ask the questions, but that hasn’t made the process any less subjective.

“Algorithms can copy and even magnify human biases,” said Djurre Holtrop, a researcher who has conducted studies about the use of asynchronous video interviews, algorithms, and LLMs in hiring. “Every developer needs to be wary of that.”

Daniel Chait, CEO of Greenhouse, warned that with AI infiltrating hiring – from applicants using the tool to apply to hundreds of jobs and employees automating the process in response – it has created a “doom loop” making everyone miserable.

“Both sides are saying, ‘This is impossible, it’s not working, it’s getting worse,’” Chait told CNN.

Pushing back

Employers are embracing the technology — one estimate projects the market for recruiting technology will grow to $3.1 billion by the end of this year. But state lawmakers, labor groups and individual workers have begun pushing back over fears that AI could discriminate against workers.

Liz Shuler, president of the AFL-CIO labor union, called the use of AI in hiring “unacceptable.”

“AI systems rob workers of opportunities they’re qualified for based on criteria as arbitrary as names, zip codes, or even how often they smile,” Shuler said in a statement to CNN.

States such as California, Colorado, and Illinois are enacting new laws and regulations aimed at creating standards for the technology’s use in hiring, among other areas.

A recent executive order signed by President Donald Trump threatens to undermine state-level AI regulations. Samuel Mitchell, a Chicago-based lawyer who argues employment cases, said that the order can’t “preempt” state law but does add to the “ongoing uncertainty” around new regulations on the tech.

However, he added that existing anti-discrimination laws still apply to hiring, even if a company uses AI. And lawsuits are already being filed.

In a case backed by the American Civil Liberties Union, a deaf woman is suing HireVue (an AI-powered recruiting company) over claims an automated interview she was subject to did not meet accessibility standards required by law.

HireVue denied the claim and told CNN that its technology works to reduce bias through a “foundation of validated behavioral science.”

But despite initial challenges, AI hiring seems here to stay. And to be sure, new developments in AI have led to more sophisticated ways to analyze resumes, opening doors for candidates who may have otherwise been overlooked.

But those who value the “human touch” in hiring are left wanting.

Jared Looper, an IT project manager based in Salt Lake City, Utah, began his career as a recruiter. As part of his current job search, he was interviewed by an AI recruiter.

He found the experience “cold,” even hanging up the first time he was contacted by the program.

Looper now worries about those who haven’t yet learned how to navigate a new hiring process in which catering to artificial intelligence is a crucial skill.

“Some great people are going to be left behind.”

Credit to: Gordon Ebanks

10 Tips for Navigating the 2026 Job Market

Thu, 11 Dec 2025 02:13:13 GMT

The 2026 job market will be competitive, fast-moving, and increasingly influenced by technology, skill focused, and changing expectations around company culture and purpose. The following are ten recommendations to improve your plastics related job search for next year.

1. Update Your Résumé and LinkedIn Profile
Your résumé is often reviewed by AI screening systems before anyone reads it. Use a simple, keyword-friendly format that is compatible with Applicant Tracking Systems. Focus on clarity and consistency between your résumé and LinkedIn profile, include measurable accomplishments, and avoid graphics, tables, or text boxes that can confuse automated scanners.

2. Demonstrate Measurable Impact
Employers want results. Show how you have increased revenue, improved efficiency, reduced costs, or built stronger teams. Use clear metrics such as percentages, dollar figures, or time saved to prove your value.

3. Level Up Where You Need To
Take an honest look at your skill set and identify gaps that might limit your next opportunity. Whether that means improving technical skills, earning a certification, or strengthening leadership and communication abilities, show employers that you’re committed to growth. Demonstrate adaptability, continuous learning, and initiative—traits that signal readiness for the next level.

4. Strengthen Your Digital Presence
Your online profile is part of your first impression. Make sure your LinkedIn photo, headline, and “About” section are current and professional. Follow industry leaders, engage with posts in your field, and share thoughtful content that reflects your expertise.

5. Network Intentionally
Most new roles come through personal connections rather than online job boards. Reconnect with past colleagues, managers, and professional associations. Attend both in-person and virtual events to grow your network and make others aware of your career goals.

6. Identify Target Companies
Do not wait for openings to appear. Create a list of organizations that align with your skills, experience, and interests. Research each company’s direction and culture, follow them on LinkedIn, and start building relationships with employees or decision makers before jobs are posted.

7. Prepare for Behavioral Interviews
Be ready to answer questions that begin with “Tell me about a time when…” Use the STAR method, describing the Situation, Task, Action, and Result to give clear, concise examples that demonstrate your problem-solving ability and leadership.

8. Research Each Employer Thoroughly
Look beyond the company’s website. Review press releases, industry news, and employee feedback to understand their priorities, products, and workplace culture. This preparation will help you speak their language and stand out during interviews.

9. Stay Open and Flexible
The best opportunities often come in unexpected forms. Consider positions that stretch your skills, offer hybrid work, or exist in adjacent industries where your experience can still add value.

10. Partner With a Specialized Recruiter
Working with an experienced recruiter can open doors you might not access on your own. The right recruiter can help refine your presentation, connect you directly with hiring leaders, and ensure your next move supports your long-term goals.

Bottom Line

In 2026, career success depends on clarity, visibility, and proactive effort. Professionals who update their materials, continue learning, and focus their search on the right employers will stand out in a crowded market.

If you are ready to take the next step in your career, contact Targeted Recruiting Group today. We specialize in helping professionals identify, pursue, and secure opportunities that align with their background and career goals.

Why You — Not Your Employer — Must Focus On Your Own Career Development

Fri, 14 Nov 2025 15:04:29 GMT

You think your company will take care of your career?

Think again.

Your job is changing—faster than you realize—and if you’re not actively shaping your own future, you’re already falling behind.

For decades, career development and progression were largely a corporate responsibility. Once you completed your studies and got hired, your employer provided a clear pathway for advancement, sent you invites to training programs, offered opportunities for new roles, and provided long-term stability as long as you performed and stayed loyal.

But long-term job stability is disappearing. AI and automation are reshaping industries at an unprecedented pace, making skills obsolete faster than ever. As companies race to reskill their workforce, they will prioritize business needs—not your long-term career. Your real job security no longer comes from your employer; it depends on your ability to stay relevant in the job market. The responsibility for career development has decisively shifted from the company to the individual.

The Rise of the Self-Managed Career

David Fano, CEO of Teal , argues that professionals need to take control of their careers and develop a sense of agency, even if they are salaried employees. In a podcast conversation, he explained: “It’s not waiting for the company to train you; you’ve got to train yourself. It’s not waiting for the company to say, ‘Hey, we're doing a comp review,’ and then hoping for a raise. You need to know your worth and go get paid more.”

This means thinking strategically about your skills, market value, and future opportunities—even if you have no intention of leaving your job. Because even if you’re happy with your job, your employer, and your career, change will come. Not a question of “if,” only of “when.” With career life cycles shortening due to the faster aging of knowledge and rapid redesign of work by technology, you’re unlikely to retire from the same job, employer, or perhaps even profession. That means you must take control of your professional development, continuously update your skills, stay aware of industry changes, and ensure your professional identity and capabilities remain relevant and valuable.

Investing in Development—Even If You Have to Pay for It

Many companies offer professional development content, platforms, and budgets. Yet many managers focus on daily work and fail to ensure their teams take advantage of these opportunities. As Fano observes: “People don’t even use the budgets. They're not willing to make the time.”

The first step? Make time for training—not for today’s job, but for tomorrow’s opportunities. And budget for it. If the skills that interest you aren’t aligned with your current role, or if your employer won’t fund a course, conference, or professional network membership, don’t forgo your own development. Standing still is the same as moving backward. Investing in courses, certifications, and learning—whether or not your company reimburses you—is the price of career longevity. The best professionals understand that upskilling isn’t a corporate perk; it’s a survival strategy.

Credit to: Nirit Cohen

Today’s Job Search: How To Stand Out And Land Your Ideal Role

Wed, 08 Oct 2025 20:57:52 GMT

The job search process today has changed dramatically in recent years. Between economic uncertainty, evolving industries, and the growing role of AI in recruiting and hiring, today’s professionals need new strategies to stand out, make headway amidst the competition, and land the right role.

Gone are the days when firing off dozens of resumes was enough. Today’s job seekers need to be intentional, strategic, and prepared to navigate both human and AI gatekeepers. Below is a 12 step roadmap—plus guidance on AI interviews—that will help you land not just  any  job, but the  right  one aligned with your goals, values, and vision.

1. Start with deep self-discovery and self-awareness

Strong job searches begin with clarity and self-awareness. Reflect on your unique strengths, values, purpose, your competitive advantages and your  personal brand , and the workplace cultures and styles that energize you. Engaging in journaling about these questions, taking some helpful Career Path Assessments, or working with a coach can help uncover situations and environments where you can thrive—will set the stage for longer-term success and fulfillment.

2. Define your competitive edge, niche and industry focus

Casting too wide a net can dilute your efforts. Hone your search to industries and roles where your expertise is most relevant. Study growth trends—including in technology, sustainability, healthcare, education, etc. — and identify where your skills intersect with emerging needs.

3. Clarify your desired outcomes

Think beyond job titles. Ask yourself: Do I want to lead innovation? Contribute to social impact? Work in an inclusive, collaborative culture?

Clarity about your desired impact and communicating those goals on LinkedIn, your resume and in other thought leadership you share, will sharpen your narrative and make it easier for recruiters, hiring managers, and your networks and support community to recognize your expertise and your fit for the roles they’re seeking to fill or can potentially connect you into.

4. Develop your ideal job description

Draft a description of the ideal role you’d be thrilled to assume, including key responsibilities, work culture, skills, projects, outcomes you’d be excited to contribute to, and compensation that would make this role ideal for you.

Writing this “north star” description paves the way for you to articulate exactly what you want. It also helps mentors, colleagues and supporters connect you with the right opportunities.

5. Research organizational leadership and culture

Before applying, dig into a company’s values and leadership style. Use Glassdoor, listen to leadership interviews or earnings calls, and follow company social media. Ask: Do they invest in employee growth? Do their leaders model integrity and other values I need and want in the leadership and others in the organization?

This step ensures you do your homework the best you can before interviewing, so you won’t land in a toxic culture or ill-fitting situation that will unsustainable.

6. Optimize your resume and digital presence

Your resume needs to be ATS (Applicant Tracking System) friendly. Use clean formatting, role-specific keywords, and demonstrate measurable, specific results you’ve achieved.

On LinkedIn, keep your profile fresh, post key insights regularly, follow leaders that inspire you, and showcase your expertise. Remember: recruiters often review your online presence and activity before deciding to reach out.

And don’t   let AI write your resume for you.  Personalization and authenticity  are critical today, if you want to stand out.

7. Target your desired employers

Approach your search like a sales funnel. Build a long list of potential employers, then prioritize the ones that align most closely with your goals. Research their leadership, hiring practices, and current challenges, the thought leadership and values they share publicly and on social media.

Tailored applications with organization-specific information have far more impact than scattershot submissions. And your advance intel will help you tailor your outreach and your communications for greater efficacy.

8. Use multichannel, personalized outreach

Don’t just apply through job boards. Reach out directly to hiring managers, recruiters, and employees you’re connected with, in your target companies. Reference shared values or recent company developments in your messages. Personalized outreach—sometimes even at off-peak hours—can make your message stand out.

Success story:  A  job seeker  landed a role in under two months by treating their job search like a sales cycle: narrowing from 200–250 potential companies to a shortlist, personalizing outreach, tracking engagement, and following up strategically.

9. Activate your network authentically and with mutual-benefit in mind

Targeting networking —not mass applications—is still the most powerful way to uncover and connect with desired open roles. Be clear on your goals, offer help in return, and build trust and connection—not just contacts. Your networking efforts won’t be effective if it’s all transaction in nature, and not coming from a place of wanting to give support and help as much as get it.

10. Learn from others’ success stories

Some great jobs emerge unexpectedly. One of my clients interviewed for a project management position that wasn’t her ideal next step. But she impressed the hiring team so much that she was offered a higher-level marketing role instead that she was thrilled with. Staying open, always bringing your best, and being resilient and flexible makes a big difference.

11. Track your progress like a pro

Keep a system to manage applications, outreach, and follow-ups. Treat each lead like part of a pipeline. This structured approach reduces overwhelm, keeps you on track, and ensures you’re consistently advancing opportunities rather than waiting passively.

12. Prepare for AI-driven interviews

The newest frontier in job search is the rise of  AI interviewers . Some companies now use AI to screen video interviews, evaluating not only your words but also tone, body language, and even attire.

Key Takeaway

Job search today demands more than persistence—it requires strategy, authenticity, and adaptability. Ground your search in self-awareness, targeted outreach, genuine networking, and preparedness for both human and AI interactions. Then you’ll put your best foot forward to not just land  any  job—but one that will offer meaningful, sustainable work that fits your goals and visions.

In short: Strategy + Authenticity + Adaptability equals career growth in today’s evolving marketplace.

Credit to: Kathy Caprino

9 Things That Will Kill Your Career

Fri, 05 Sep 2025 22:51:59 GMT

There are so many things that can kill the careers of good, hard-working people. Honest mistakes often carry hard-hitting consequences.

We usually only hear about the more egregious examples, such as when Yelp employee Talia Jane became an Internet sensation for writing a blistering post criticizing the company’s low pay and its CEO. To no one’s surprise, she quickly found herself out of a job.

Most people don’t go down in a blaze of glory like Talia Jane; they kill their careers in subtle, decidedly undramatic ways. And it’s a shame because it happens all the time.

A survey by VitalSmarts found that 83% of people had seen someone make a blunder that had catastrophic results for their career, reputation, or business, and 69% admitted that they themselves had done something that had damaged their careers:

31% said it cost them a promotion, a raise, or even a job
27% said it damaged a working relationship
11% said it destroyed their reputation

These numbers show how damaging you can be to your own career if you’re not careful. There doesn’t have to be a single, sickening moment when you realize that you just shoved your foot firmly in your mouth, either. Little things can add up over time and undermine your career just as much as (or more than) one huge lapse in judgment. The good news is that if you stay aware of them, these are all things that you can control before they creep up on you and kill your career.

Over-promising and under-delivering. It’s tempting to promise the moon to your colleagues and your clients, especially when you’re honest and hardworking and believe that you can do it. The problem is that there’s no point in creating additional pressure that can make you look bad. If you promise to do something ridiculously fast and you miss the deadline by a little bit, you’ll likely think that you did a good job because you still delivered quickly. But the moment you promise something to someone, they expect nothing less. You end up looking terrible when you fall short, which is a shame, because you could have done the same quality work in the same amount of time with great results if you’d just set up realistic expectations from the beginning. This is one of those situations where perception matters more than reality. Don’t deliberately undershoot your goals; just be realistic about the results you can deliver so that you’re certain to create expectations that you will blow out of the water.

Complacency. How long has it been since you proactively learned a new skill, reached out to your networking contacts, or even polished up your resume? If you can’t remember, you might have become a bit complacent, and complacency is a real career killer. It’s what happens when you’re just along for the ride and assume that nothing will ever change. But we’ve seen enough disruption—technological and otherwise—over the last few years to realize that change is inevitable. If you’re always too busy to learn something new or to expand your network, you’ve got your priorities mixed up. However, if you make continuous growth and development a priority, you’ll be ready for whatever comes your way.

Fear of change. Fear of change is complacency’s evil twin. It actively works to keep things the same. I’m sure you’ve seen this one first hand at work when someone uttered the dreaded words, “But we’ve always done it this way.” Things are changing too fast these days to latch on so tightly to the status quo, and the costs of doing so can be huge. In one survey, 91% of respondents said that the most successful employees are the ones who can adapt to the changing workplace. Change is a constant part of our lives, both personally and professionally. It doesn’t matter whether you think things should change or whether you prefer the old ways—change just is. You don’t have to learn to love it, but you do have to learn to stop resisting it and to start adapting to it.

Having an inflatable ego. Did you ever work with someone who had a string of successes and started thinking that they were the be-all and end-all of superstardom? Success is great. It definitely boosts your career, and it feels really, really good. The problems start once you let it go to your head. You start thinking that success is going to last forever and that you’re entitled to it. Never, ever be content with resting on your laurels. Once you start thinking that you’re the cat’s meow, you’re setting yourself up for very painful failure.

Losing sight of the big picture. It’s easy to become head-down busy, working so hard on what’s right in front of you that you lose sight of the big picture. But smart people learn how to keep this in check by weighing their daily priorities against a carefully calculated goal. It’s not that they don’t care about small-scale work; they just have the discipline and perspective to adjust their course as necessary. Life is all about the big picture, and when you lose sight of it, everything suffers.

Negativity. Sometimes when you’re feeling negative and down, your mood can leak out and affect other people, even if you don’t intend it to. You were hired to make your boss’s and your team’s jobs easier, not harder. People who spread negativity through their department and complain about the work or other people complicate things for everyone else. If people always have to tiptoe around you so as not to dislodge that massive chip on your shoulder, they are unlikely to be willing to do it for very long.

Low emotional intelligence (EQ). Everyone knows that you can get fired for being unable or unwilling to play nicely with others, but what trips up a lot of people is having a poorly developed poker face. If everyone can tell when you’re bored or irritated or that you think something a colleague says is stupid, this will catch up with you. Emotional outbursts, belittling others, shutting co-workers down when they speak, low self-awareness, and just generally being difficult are other ways that a lack of emotional intelligence will do great harm to your career.

Sucking up to your boss. Some people suck up to their boss and call it managing up, but that isn’t the case at all. Sucking up has nothing to do with a real relationship built on respect; it is sneaky and underhanded. Suck-ups try to get ahead by stroking the boss’s ego instead of earning his or her favor. That doesn’t go over well with colleagues who are trying to make it on merit. Yes, you want to bolster your relationship with your boss, but not by undermining your colleagues. That’s the key distinction here. For a boss-employee relationship to work, it has to be based on authenticity. There’s no substitute for merit.

Playing politics. Working hard to build strong work relationships is very different from instigating conflict, choosing sides, undermining colleagues, spreading rumors, and all of the other things that fall under the umbrella of “playing politics.” Again, it comes down to authenticity. If you find yourself sneaking around or if you’re embarrassed if some of your behind-the-scenes manipulations come to light, that’s politics. Stick to strategies you’d be proud to discuss in front of your colleagues.

Moving Forward

A lot of people make the mistake of thinking that they can only damage their careers by making one huge misstep, but the reality is that it’s usually not that dramatic.

Credit: Travis Bradberry, The New Emotional Intelligence

Plastics Hiring Outlook: Trends, Challenges & What Top Companies Are Doing to Win Talent

Wed, 27 Aug 2025 12:46:24 GMT

As we move through the third quarter of 2025, one challenge continues to rise to the top across the plastics sector: hiring the right salaried and executive talent is an ever increasing challenge – its just difficult—it’s a key competitive differentiator. Over the past six months, I’ve spoken with hiring managers, commercial leaders, and plant executives who are feeling the squeeze—whether they’re expanding into new regions, backfilling critical roles, or upgrading teams to meet evolving customer demands. Below is a pulse check on the recruiting landscape for professional roles in the plastics industry—what’s shifting, what’s driving change, and what employers should be doing now to prepare for 2026.

Trend #1: Hiring Slows Overall—Top Talent Demand Stays High

Despite slowing in some segments of the plastics industry, hiring continues—driven by each company’s unique economic reality and strategic priorities. The overall pace has moderated compared to the last two years, but demand for top talent remains strong, particularly in technical, leadership, and other highly skilled roles where the talent pool is shrinking. While some companies have scaled back or implemented strategic reductions tied to M&A or market shifts, others pressed ahead with replacement and targeted growth hires throughout the first half of 2025. Retirements, turnover, and the increasing complexity of roles continue to fuel demand, yet supply is not keeping pace. Even with experienced professionals re-entering the market after layoffs, retirements and skill gaps outstrip the influx of new talent. As a result, traditional sourcing methods are no longer enough—companies are adopting new approaches to identify and secure the right candidates ( GoodTime.io ).

Trend #2: The Modern Plastics Hire Must Be Both Technical and Strategic

Whether it’s an Account Manager selling color masterbatch or a Director of Engineering overseeing a site, today’s roles demand broader capabilities. Companies want professionals who can:

Speak the language of plastic technology and customer value - Understand sustainability, recycling, and circularity goals
Operate independently while building internal alignment
Capitalize on self-learning and adapt to market changes
Balance results with workload and lifestyle expectations

Gone are the days of narrowly defined responsibilities. Hybrid skill sets—those blending technical depth with strategic business acumen—are now the gold standard (LinkedIn Talent Blog).

Trend #3: Companies Are Competing on Process and Candidate Experience

The best candidates in our network receive multiple offers within 30–45 days of entering the market. That means employers who delay interviews, overcomplicate evaluations, or fail to communicate clearly often lose out—not because of pay, but because of process.

We’ve seen success when companies:

Streamline interviews to 2–3 key steps
Provide fast, transparent feedback
Position themselves as a destination employer in plastics
Empower recruiters to act as brand ambassadors—not just resume sources

In today’s tight market, candidate experience isn’t just a “nice-to-have”—it’s a strategic advantage (NetSuite). It can also be the deciding factor when top talent receives a counteroffer.

Trend #4: AI Is Emerging—But It’s the Blend of Technology and Targeted Search That Delivers Results

AI is gaining traction across recruiting, from sourcing and screening to workflow automation. It’s beginning to make an impact in plastics as companies look for ways to speed up and refine how they evaluate talent (Duffy Group).

But while AI helps process data faster, it doesn’t replace the fundamentals of executive search. Technology alone can’t uncover passive candidates, assess culture fit, or tell your company’s story in a compelling way.

The most effective recruiters today combine:

Precision outreach rooted in domain knowledge
A curated, up-to-date network in plastics
Headhunting techniques that go beyond LinkedIn
AI tools that enhance—but never replace—relationships

At Targeted Recruiting Group, we’ve adopted AI to move faster and stay organized—but our success still hinges on relationships, industry insight, and strategic messaging.

Looking Ahead: Winning in 2026 Will Require Smarter Search

The most effective companies we work with aren’t just filling jobs—they’re building pipelines, planning ahead, and staying alert to market signals. They’re asking:

What succession plans are in place if our top sales leader exits?
Are we relying too heavily on contingent recruiters who 'hope to get lucky'?
What specialized partners can give us a hiring edge?

At Targeted Recruiting Group, we believe the best path forward is targeted, informed search—combining industry expertise, curated outreach, and real-time candidate insight. It’s how we deliver a 3-year average retention rate of 85% and fill most roles in under 50 days.

Final Thoughts

The plastics industry is evolving rapidly—from materials innovation and automation to shifting customer demands and global competition. Hiring can no longer be reactive.

Whether you're a polymer and resin supplier, or a plastics manufacturer, your ability to attract and retain high-performing salaried and executive talent will shape your success in 2026 and beyond.

If you’re planning to hire in Q4 or early 2026, now’s the time to reassess your approach.

About the Author

Todd Garrison is the President of Targeted Recruiting Group, a specialized executive search firm focused exclusively on the plastics industry. With a decade of experience recruiting for polymer and resin producers, compounders, and masterbatch suppliers, Todd and his team help companies build high-performing teams in commercial, engineering, and manufacturing roles.

Connect with Todd:

Email: tgarrison@targeted-recruiter.com
Website: www.targeted-recruiter.com

10 Tips for an Effective Job Search in Today’s Plastic Industry

Mon, 11 Aug 2025 08:31:24 GMT

As we head into the second half 2025, demand for experienced talent in the plastics sector remains steady—but that doesn’t mean finding your next role is easy. Companies are hiring, but they’re also more selective. Roles are competitive, timelines vary, and candidates need to approach the market with focus and strategy.

Whether you're in sales, technical service, engineering, operations, or leadership, the following 10 tips can help sharpen your search and improve your chances of landing the right opportunity:

Know What You’re Targeting

Before you start applying, define what you’re looking for: preferred role, company type, material focus, location, and culture. A clear target makes it easier to filter opportunities and present yourself as a match.

2. Tailor Your Resume for the Plastics Sector

Use terminology that resonates with hiring managers in this industry: think products types, materials types, plastic manufacturing processes and end market segments. Highlight quantifiable achievements—such as sales growth, throughput improvements, or new product launches.

3. Optimize Your LinkedIn Presence

Recruiters and hiring managers are active on LinkedIn. Keep your profile up to date, use industry keywords, and share relevant content. Likewise, make sure all your social media content is appropriate.

4. Build and Activate Your Network

Many hires happen through referrals or direct introductions. Reach out to past colleagues, vendors, customers, or industry peers. Attend industry events, join associations like SPE, and engage with plastics-focused content online.

5. Use Specialized Recruiters

Generalist firms may not understand the nuances of plastics roles. Partner with a recruiter who works exclusively in your space—they’ll know which companies are growing, what roles are open, and how to position you effectively.

6. Sell Your Value, Not Just Your Experience

In interviews, go beyond your job duties. What problems have you solved? What revenue did you generate? What processes did you improve? Be ready with examples and metrics that show how you’ve moved the needle.

7. Stay Open, But Be Clear on Your Priorities

Not every opportunity will look exactly like your last job—and that’s okay. Consider hybrid roles, new geographies, or slightly different titles, but also know your must-haves around compensation, team culture, or work-life fit.

8. Research the Company Thoroughly

Understand each company’s market position, product lines, and recent news. Look at leadership background, facility locations, and customer segments. Informed candidates stand out—and avoid surprises later.

9. Be Consistent and Proactive

Treat your job search like a professional project. Set weekly activity goals, follow up after interviews, and track your progress. A methodical, intentional approach beats reactive job-hopping every time.

10. Keep the Momentum—and Perspective

It’s normal to hit slow spots or receive rejections. Stay focused and positive. Hiring cycles in plastics can be unpredictable, but the right fit often comes down to timing, persistence, and how well you’ve positioned yourself.

Need Help with Your Job Search?

If you’re currently exploring new opportunities—or just want a professional sounding board—Targeted Recruiting Group can help. We work exclusively in the plastics industry and have visibility into unposted roles, industry trends, and hiring team priorities.

Reach out for a confidential conversation about what’s happening in the market and how your background lines up with current demand.

�� Email: tgarrison@targeted-recruiter.com
�� Book a 10-minute intro call: https://calendly.com/targeted-recruiter
�� Learn more: www.targeted-recruiter.com

About Targeted Recruiting Group

Targeted Recruiting Group is a niche executive search firm focused exclusively on the plastics industry. We help polymer and resin suppliers, compounders, color & additive manufacturers, and plastics processors hire top commercial, technical, and operational talent—from individual contributors to senior leaders.

About the Author

Todd Garrison is the founder of Targeted Recruiting Group, a retained and engaged executive search firm specializing in the plastics sector. With years of experience recruiting for resin producers, compounders, and converters, Todd partners with growth-focused companies and career-minded professionals to build long-term, high-impact hiring matches.

Follow Todd on LinkedIn or visit www.targeted-recruiter.com to learn more.

Ghosted, Burned Out, But Not Defeated — Navigating the 2025 Job Hunt

Fri, 11 Jul 2025 21:34:21 GMT

A New Kind of Job Search Struggle

After months of job applications and interviews, Alanna was left feeling defeated. In one viral essay, she confessed that “job hunting is appalling for our mental health.” She’s far from alone. Many job seekers today describe being burned out, ashamed, or simply exhausted by the process — applying endlessly, getting ghosted by employers, or facing rejection without feedback. In fact, about 72% of job seekers say the search has negatively affected their mental health , and nearly half cite being ghosted by employers as one of their biggest frustrations. If you’ve felt the sting of sending resumes into the void or the shame of yet another rejection, this article is here to say: you’re not alone, and it’s not your fault.

The modern job market is tougher than ever, but understanding why can help you cope. Below, I will explore the emotional toll of the 2025 job hunt, the new realities of hiring (from AI filters to scams), and — most importantly — practical steps to empower yourself during the search. It’s a challenging road, but with the right mindset and support, you can and will get through it.

The Emotional Toll of Modern Job Hunting

Feeling discouraged or “not good enough” is a common experience during a long job search. For many, the job hunt feels like an emotional rollercoaster. You might start hopeful, but after dozens of applications and little response, that hope can turn into anxiety and self-doubt. Rejection (or worse, silence) can chip away at your confidence. “Ghosting during the job search… being on the receiving end HURTS,” career coach Rebecca Fraser-Thill notes . It’s deeply human to wonder, “Is it me? What am I doing wrong?”

The truth is that rejection in today’s market is often not personal. Over half of U.S. job seekers were ghosted in the past year at some stage of the process, so if it’s happened to you, you’re in the majority, not the minority. Employers might not reply for reasons that have nothing to do with your worth — sometimes the role gets closed, or was even a “ghost job” (a posting for a position that isn’t actually being filled — about 20% of listings may be these ghost jobs . Yet knowing this doesn’t always ease the emotional impact in the moment.

Importantly, it’s okay to feel what you feel . Job loss and extended unemployment can evoke grief-like emotions. As one mentor put it, it’s normal to feel “angry, sad, upset and scared” during a tough search. Give yourself permission to acknowledge those feelings rather than bottling them up. There is no shame in struggling or in taking time to regroup. In fact, talking about these challenges openly is a step toward breaking the stigma many job seekers carry. Remember: you are not defined by your job status. This period is a chapter, not your whole story.

Why Job Searching in 2025 Feels So Difficult

Several trends have converged to make the class of 2025’s job search uniquely challenging. Understanding these can validate your experience (it really is harder now) and help you strategise:

Algorithmic Gatekeepers (AI Filtering): These days, your first “interviewer” is often a robot. Over half of companies use AI in hiring , from scanning resumes to even conducting video interviews. Applicant Tracking Systems automatically filter applications, sometimes before a human ever sees them. While AI can speed up hiring for employers, it can leave candidates feeling like their applications disappear into a black box. Tailoring your resume with the right keywords is crucial, but even perfectly qualified candidates can get overlooked by an algorithm. It’s frustrating and impersonal — one more reason the process can wear you down.

Long, Unpredictable Processes: Hiring has become a marathon, not a sprint. On average it takes about 44 days (6+ weeks) to fill a role now, and that’s just from the employer side. For job seekers, the total search often stretches 5–6+ months. In fact, recent surveys show over half of job seekers have been searching for six months or more , and 34% for over a year. Multiple interview rounds, skill tests, panel presentations — today’s candidates jump through more hoops, over a longer time. This drawn-out uncertainty can drain anyone’s energy. Ironically, employers know that top candidates get snatched up quickly (often within 10 days) , yet many companies still move slowly. The result? Prolonged stress on job seekers who feel stuck in limbo, often juggling financial pressure and hope deferred.

Higher Competition & Skill Gaps: The good news: unemployment remains relatively low, and there are job openings out there. The bad news: competition is fierce for many roles, and skills requirements have soared. With rapid changes in technology, companies seek specific skill sets that many candidates are still developing. 76% of employers report difficulty finding skilled candidates for their openings. That means job seekers often face a mismatch — you might have years of experience, but not in the exact new tool or niche the employer wants. It can feel like you’re always “not quite what we need.” This skills gap puts pressure on candidates to constantly upskill or risk being overlooked. New grads and career changers especially might feel they’re hitting a wall of “experience required” catch-22s.

Scams and Misinformation: To make matters worse, job scams have skyrocketed . Fake job postings, phishing texts from “recruiters,” and too-good-to-be-true offers abound. The U.S. FTC reported that losses from job scams tripled from 2020 to 2023, exceeding $220 million in just the first half of 2024. Scammers prey on desperate job seekers, which means on top of genuine applications, you have to stay vigilant about what’s real. This atmosphere of distrust and caution adds another layer of mental load to your search. Always double-check company emails and never pay for a “job opportunity” — but having to be on guard all the time is certainly draining.

“Numbers Game” Fatigue : Finally, there’s the sheer volume of applications many feel they must send. With online job boards and easy “Quick Apply” buttons, it’s not uncommon for applicants to shoot out dozens or even hundreds of resumes. A recent analysis found job seekers applied to over 200 jobs on average before landing one offer. This high-volume approach can lead to application fatigue — the process becomes a mind-numbing grind of submitting forms and hoping for a reply. When effort isn’t met with results, motivation and morale suffer. It’s no wonder so many candidates report feeling like the job search is a full-time job (without the paycheck or the perks).

Understanding these trends isn’t about making excuses — it’s about affirming that your struggle is real. The system is far from perfect. But until it improves, how can you as a job seeker protect your well-being and keep pushing forward? The next section offers some guidance to do just that.

From Burnout to Breakthrough: Empowering Your Job Search

The situation may look tough, but there are ways to regain a sense of control and optimism in your job hunt. Here are some strategies and mindset shifts to help you stay resilient and proactive:

Build Your Support Network : Job searching can feel isolating, so don’t go it alone. Reach out to friends, family, mentors, or former colleagues — people who can provide encouragement, feedback, or even job leads. Career experts suggest surrounding yourself with a support system to confide in throughout your search. This could mean joining a job-seekers meetup or an online community (like LinkedIn groups) where people share tips and simply vent. Emotional support is not a luxury; it’s a necessity. When you voice your frustrations or fears, you often find others saying “I’ve been there too.” That sense of camaraderie can help lighten the mental load. Consider also finding a “job search buddy” — someone you check in with regularly to swap progress and keep each other accountable and motivated. Remember, asking for help is a sign of strength, not weakness.

Prioritise Mental Well-Being : Maintaining your mental health in a strenuous job hunt is essential. Think of this search as a marathon, not a sprint — you need rest and pacing. Set boundaries on your search activities to avoid burnout. For example, rather than scouring job boards 12 hours a day, you might commit to applying during a focused 2–3 hour window when your energy is highest (and then give yourself permission to step away and recharge). Build breaks and self-care into your routine: exercise, take walks, get enough sleep, and engage in hobbies that make you happy. These aren’t distractions; they are fuel to keep you going. Practice a mindset shift: instead of dwelling on rejection, try to reframe setbacks as learning opportunities (e.g. if you didn’t ace an interview, ask what you can improve next time). And celebrate small wins — did you tweak your resume, reach out to a new contact, or finish a course? Those are victories on the path to your next job. Keeping a positive outlook doesn’t mean “always be happy” — it means nurturing hope and resilience even on hard days.

Upskill and Showcase Your Value : One empowering thing you can do during a job lull is to invest in your skills. Identify the gaps or emerging skills in your industry and tackle one or two that genuinely interest you. This could be a formal certification (many platforms like Coursera or LinkedIn Learning offer affordable courses) or a self-driven project. For instance, if you’re in marketing, you might learn a new analytics tool; if you’re in finance, maybe a data visualisation skill. In 2025, having some AI fluency is smart in almost any field — even a basic understanding of AI tools or data can boost your marketability. But don’t just stop at learning; showcase it. Add the new skill to your resume and LinkedIn, write a post or blog about what you learned, or include a link to a small project. This is where no-code tools can be your best friend: you don’t need to be a programmer to create something impressive. With no-code platforms (for example, Webflow or Wix for websites, or Bubble for apps), you could build a personal portfolio site or a mock-up of a product idea without writing a single line of code. It’s a great way to demonstrate creativity and initiative. Even a simple website that shares your work or a dashboard you built with a no-code tool can set you apart from other candidates. Plus, learning these tools adds to your skill set! By continuously developing yourself, you not only improve your qualifications — you also regain a sense of purpose and progress that can counter the stagnation you might feel during a long search.

Be Strategic (Quality Over Quantity): When you’re feeling desperate, it’s tempting to blast out applications everywhere (“spray and pray”). But a targeted approach often yields better results and saves sanity. Take time to clarify what you’re really looking for — the roles, industries, and companies that align with your goals — and focus your efforts there. Customise your resume and cover letter for each application to highlight the exact skills and experiences that match the job description. Yes, it takes more time per application, but it can dramatically increase your response rate. Also, don’t rely only on job boards. Network your way in: reach out to contacts at companies, attend virtual industry events, or ask for informational interviews. Referrals can get you in front of real people faster than any online application. In 2025’s market, who you know (and who knows you) is as crucial as ever. Finally, make use of smart tools to streamline your search — for example, set up LinkedIn job alerts to hear about openings early, or use a spreadsheet or app to track your applications and follow-ups. If writing applications is taking too long, consider using AI tools (like ChatGPT) to help draft or improve your cover letters in your own voice — just use them ethically and always proofread for accuracy. Working smarter, not just harder, will help you conserve your energy and stay organised.

Closing Thoughts: Resilience and Hope Ahead

The job search landscape may have changed, but your ability to adapt and persevere is stronger than you think. Every application sent, every interview (even the ones that don’t pan out), and every new skill learned is building your resilience. It’s true, you can’t control how employers behave — some will still ghost or drag their feet — but you can control how you respond and grow in the process. Remember that this challenging journey is temporary. As hard as it is to believe during the darkest moments, you will find the right opportunity with time. And when you do, all these trials can serve to make that success even sweeter.

In the meantime, be kind to yourself. You are more than your job search. The fact that you’ve made it this far, despite the setbacks, already speaks to your strength. Keep that supportive network close, keep learning and improving step by step, and keep the faith that better days are coming. The world of work is always evolving, and you are evolving with it. Stay resilient, stay hopeful, and know that each “no” brings you closer to the eventual “yes.” You’ve got this — and your next professional chapter is on the horizon.

Credit: Gustav Ehlert , Marketing and Communications Intern at Reshaping Work and recent Global Business and Sustainability Masters Graduate from the Rotterdam School of Management

Hiring Managers say Gen Z applicants are Bombing Job Interviews

Mon, 16 Jun 2025 11:48:04 GMT

Hiring managers are getting fed up with the in-person interview antics of Gen Z applicants, pointing to behaviors that are creating a bad impression of this younger but increasingly important segment of the nation's workforce.

The latest survey of hiring managers by Resume.org found that 56% of respondents said they have had Gen Z applicants in the last year who were unprepared for their job interview. Some of the biggest complaints were poor communication skills, unprofessional attire and a sense of entitlement.

Among the anecdotes shared, 16% said they witnessed a Gen Z applicant use their phone during a job interview, while 11% brought a parent, partner or friend to the interview.

Twenty-three percent of hiring managers also said they found Gen Z candidates inflating their qualifications or misusing artificial intelligence in their applications.

“Many Gen Zers are very comfortable with online communication. However, in face-to-face interviews, non-verbal cues, such as eye contact, body language and tone are very important and often less polished,” said Resume.org career coach Irina Pichura in a report with the survey results. “Growing up in an era of texting and social media, some come off as too casual, and a more-professional demeanor is expected.”

The survey comes amid a softening job market in which many applicants are unable to get in-person interviews , or have to navigate “ghost” job postings from companies never intending to fill the roles advertised . The rise of AI also has created a flood of candidates whose applications are then sorted by AI programs on the hiring side, creating a kind of job-market black hole .

Even before the job interview, about 40% of hiring managers say Gen Z resumes rank as “low quality,” with issues such as frequent spelling and grammar mistakes and missing information — with 16% finding lies as well.

Pichura said Gen Z applicants should focus less on listing responsibilities they had on their resume and more on measurable accomplishments, such as the number of clients or customers they assisted or the impact of their work. While education is important, employers prioritize real-world experience rather than just coursework.

“A resume is your first impression with an employer and determines whether you get an interview, making it essential to craft it well,” Pichura said. “Younger applicants often struggle with resume writing and should focus on showcasing how their education and past experiences translate into job-relevant skills.”

That doesn’t set up Gen Z to make a good impression at the workplace either, with 18% of hiring managers describing Gen Z workers as “poor” or “terrible.”

Younger workers create challenges for hiring managers

The Resume.org survey is not the only one recently to showcase hiring managers' distaste for younger workers. When given a choice, 37% of hiring managers surveyed by Workplace Intelligence on behalf of Hult International Business School said they would rather have a robot or AI do the job than hire a new grad . Forty-four percent said they would rather give the job to an existing freelancer instead of a new grad, and 45% would rather recruit and rehire a worker who has retired than bring on a graduate.

Thirty percent even said they would rather leave the position unfilled if the only other choice was filling it with a new grad.

According to the research, 52% agree or strongly agree new college graduates don’t have the right skill sets. Additionally, 55% agree or strongly agree with the idea that new grads don’t know how to work well on a team, and 49% agree or strongly agree they have poor business etiquette.

Sixty percent agree or strongly agree they avoid hiring new grads because those new employees don’t have enough real-world experience, and 54% say it costs too much to train them.

The focus on Gen Z hiring is part of a wider shift in how younger workers approach the job market. A survey by career service Zety found 46% of Gen Zers secured a job or internship using TikTok . Additionally, 92% said they trust TikTok for job and career advice, despite 55% saying they've followed misleading advice on the platform.

Members of Gen Z also are far more likely to use Instagram and TikTok than LinkedIn for their job search, according to the survey, in addition to using Instagram to connect with peers, mentors and industry professionals.

Of course, demographics are on the side of new graduates and other members of Gen Z, as that generation — which has a significantly smaller number of individuals than the millennial generation before it — enters the workforce. That sets up a big, long-term problem for companies looking to keep up with recruitment.

Gen Z members, however, are also likely to be the least happy with the jobs they have , creating a generational divide in job satisfaction. According to a survey of roughly 3,000 workers conducted by background and employment-check company Checkr, 44% of respondents said they were happy at work. That number fell to 35% for Gen Z workers compared to 50% for both baby boomers and Gen X workers. Millennials were also less happy than the average, at 42%.

Credit: Andy Medici - Senior Reporter, The Playbook, The Business Journals

Job Seekers Hit Wall of Salary Deflation

Thu, 22 May 2025 10:32:40 GMT

It used to pay to switch jobs. Now it doesn’t.

The salary difference between those who stay in their roles and those who change jobs has collapsed to its lowest level in 10 years, according to the latest federal data.

Job stayers increased their wages by about 4.6% in January and February. Meanwhile, those who switched jobs received only slightly more at 4.8% . That gap has narrowed considerably since the start of 2023, when job switchers could fetch an average salary bump of 7.7%, compared with job stayers’ 5.5%.

“We’re not in a recession obviously, but things are not as good as before,” says Yongseok Shin, a professor of economics at Washington University in St. Louis. “People are responding by staying put.”

Keith Sims runs Indianapolis recruiting firm Integrity Resource Management and places teams of five to 40 people in software implementation with big companies such as Panasonic. Many offers are coming in low these days.

“We’re seeing wages be off from expectations most of the time,” he says.

Kim Vandrilla, 42, had been working as a creative director for a major consumer brand up until this past fall when she was laid off. She was making more than $200,000. During her job hunt, she is finding the same role listed for $140,000 to $160,000.

“And that’s at the high end of the range,” she says. “My first role as a creative director was for $175,000, and that was in 2017.”

Even in the tech industry, where not so long ago workers bounced around for big raises with ease, more people are hanging on to the job they have.

Workers who negotiated their salaries during the pandemic when the sector drove big pay increases, especially at high-growth tech firms, aren’t likely to find a new job for more money than they are already making.

“There’s little incentive for those folks to go out and look for a new job,” says Zuhayeer Musa, co-founder of Levels.fyi, a platform for salary data.

In the second half of 2024, median pay decreased between 1% and 2% for several roles, including software engineers, product designers and technical program managers, according to Levels.fyi data. Bumps in pay were reserved for certain high-demand employees such as hardware engineers and data scientists.

“There’s two sides to this market depending on whether you’re in AI or not,” Musa says.

Senior and midlevel leaders in tech face the most pronounced pay drops of between $10,000 and $40,000 a year, says Michael Butts, chief executive of Burtch Works, a staffing company that tracks compensation for executives and white-collar professionals around the U.S.

Even in artificial intelligence, managers overseeing machine-learning teams have seen compensation shrink by $10,000 to $20,000 a year as companies focus on hiring practitioners over leaders.

Josh Vogel was working as a director of customer success for a company that makes golf simulators when he was laid off in October. He spent five months job hunting and submitted his résumé to 2,500 positions using AI to populate the application fields. Vogel found during interviews that companies seem to be looking for the so-called perfect candidate—somebody who checks every single box.

“During the Covid era, I experienced a lot of career hypergrowth,” he says. “That seems to be getting course corrected.”

And wiggle room when it comes to salary negotiations ? Gone. If the role is advertised as $100,000, that’s what it pays. Vogel recently accepted a job as a customer success manager for a benefits technology firm. He is making $120,000 a year, which is $50,000 less than his former role and his overall compensation is even lower once he takes into account the annual bonus he used to get.

“No one is paying what they used to,” he says. “If you don’t like it, there’s 50 people behind you they’re going to call right afterward.”

‘Things can change on a dime’

As higher-paying roles become rarer and layoffs continue to ripple through the workforce, fewer people are quitting . The number of American workers who quit their jobs last year hit the lowest level since 2020, federal data show, and some economists expect even fewer people to quit in 2025.

“People are still getting laid off, and I’m not sure that firms are putting a whole lot of budget into replacement salaries,” says David Ellis, a senior vice president at Korn Ferry, an organizational consulting firm.

Meanwhile many internal job changes amount to a “dry promotion” —one that comes with a bigger title and more responsibility but without the money to match—because companies are dialing down what they earmark for raises. This year’s average projected raise for employees who stay in their jobs is 3.7%, down from 4% last year and 4.4% in 2023, according to Willis Towers Watson, a workplace advisory firm.

One bright spot: finance. Over the past six months, most senior-level candidates that executive recruiter Paul Sorbera has worked with have been able to command a bigger salary when changing jobs.

“Some of the banks had record earnings. They’re doing pretty well,” says Sorbera, president of executive search firm Alliance Consulting. “When they make money, they go out and spend money.”

For finance-job candidates with five or more years of experience, Sorbera has seen some aggressive hiring and found healthy competition among large banks. Still, he cautions, “One thing that happens on Wall Street is these things can change on a dime.”

Credit: Katherine Bindley

How To Break A Bad Habit

Mon, 07 Apr 2025 16:20:29 GMT

Have you ever tried to break a bad habit, only to give up in frustration? The problem isn’t that you’re weak or that the bad habit is too ingrained; in all likelihood, you just gave up too soon.

Researchers at University College, London, found that it takes 66 days for a new habit to form. Likewise, as long as there is no physical addiction involved, it takes 66 days for you to shake a bad habit. But before you can develop the motivation to stick it out for that long, you need to understand how bad habits form in the first place.

Bad habits are formed and reinforced via the habit loop. First, something triggers you to initiate an undesired behavior. Maybe you’re feeling stressed, so you decide to numb out on social media for an hour or eat a whole bag of Flamin’ Hot Cheetos. The trigger event is whatever puts this idea in your head. The second step is the behavior itself. Your brain says, “Sure, you deserve some Flamin’ Hot Cheetos,” so you dig in.

The third step—and this part is crucial—is the reward. The behavior has to reward you in some way. That doesn’t mean it’s good for you or that it’s smart, just that it does something that your brain likes. Numbing out on social media might help you forget your problems for a while or to put off something that you don’t want to do, and we all know, all too well, the reward that comes from eating a bag of junk food. For better or worse, these rewards increase the likelihood that you’ll repeat the behavior.

Once you repeat a behavior enough times, the habit loop becomes so automated that you don’t even think about it anymore. Instead of making a conscious decision to procrastinate, you just automatically pull up Instagram as soon as you sit down at your desk or you’re digging into the Cheetos before you even realize that you’re feeling stressed.

Once a habit becomes automatic, it’s a lot harder to break—and that’s why you’re probably failing if you’re not giving yourself 66 days to wean yourself off it.

Sixty-six days might seem like a long time, but there are specific stages you have to go through that will make the process feel much shorter. Let’s take a look at these.

Days 1–10: Look Inward

It’s usually pretty obvious which bad habits are causing the most problems in your life—the ones that keep coming up in performance appraisals or sparking arguments with your spouse. Once you’ve identified a habit to change, the real challenge lies in understanding your triggers, and that can be harder than it sounds, especially if the habit has become so ingrained that you do it subconsciously. If you give it enough thought, you’ll get to the bottom of it. Maybe you keep getting tickets for speeding, and you realize that you drive too fast when you leave work in a bad mood, or maybe you snack when you’re stressed. Looking inward to explore the source of the habit you’re trying to break makes breaking that habit possible. The first 10 days of trying to break the habit will provide substantial insight into the source of the habit, should you choose to look.

Days 11–40: Spread the Word

Accountability is crucial in breaking bad habits. In this stage, you create a very vocal accountability network by telling everybody you can about the habit you’re trying to break, and the more vocal you are about it, the more likely people are to call you out when you slip up. Let them know that you really want them to say something. Just remember that you might have to keep reminding them—it’s just as easy for them to forget and backslide as it is for you to do so.

Days 41–66: Mind Your Relapse Triggers

As you head for the home stretch, be ready to make some mistakes—it happens to everybody. Just be on the lookout for common threads running through those mistakes. If you tend to relapse in a certain situation, you’d be smart to avoid that trigger completely until you feel that your bad habit is really extinguished. Keeping your triggers from surprising you when it feels like you’ve kicked the habit is typically the difference between success and failure this late in the process.

Day 67: Reward Yourself

Sure, you could say that breaking the habit is its own reward, but why pass up an opportunity to celebrate? Just don’t celebrate by indulging in the habit you worked so hard to break! You should also use this opportunity to reflect and select the next habit you’re going to break.

Moving Forward

You’re not weak, stupid, or lazy if you have a hard time breaking bad habits. There are psychological factors that make this process challenging for everyone, but the very science behind what makes habits hard to break also provides a research-supported method for doing it. Focus on one habit at a time and follow these steps and the timetable that goes with them, and your chances of success will go through the roof.

Credit: Travis Bradberry, The New Emotional Intelligence

Educational Requirements Are Gradually Disappearing From Job Postings

Fri, 14 Mar 2025 14:56:33 GMT

Amid growing support for skills-first hiring practices, employers are becoming less likely to require formal education credentials for jobs.

Key points :

A majority (52%) of US job postings on Indeed did not mention any formal education requirement as of January 2024, up from 48% at the same time in 2019.
The share of US job postings requiring at least a college degree fell from 20.4% to 17.8% in the last five years, opening doors for the 64% of US adults without a bachelor’s degree.
Formal educational requirements are declining in nearly every sector, and mentions of college degrees have fallen since 2019 in 87% of occupational groups analyzed by Indeed.

Employers are loosening their formal education requirements as the labor market remains tight and attitudes towards skills-first hiring practices change. Those same employers seem more willing to consider candidates who can demonstrate the required skills without necessarily having a degree.

Fewer than 1-in-5 (17.8%) US job postings on Indeed required a four-year degree or more in January 2024, and a majority (52%) did not include any educational requirements at all, up from 48% in 2019. Educational requirements have loosened over the past half-decade in 41 of the 47 (87%) occupational sectors analyzed by Indeed, and the pullback is larger in some sectors — including tech-adjacent information design & documentation and software development — than in others.

Formal educational requirements are unlikely to disappear entirely from job postings, especially in areas like healthcare and engineering that require a good deal of post-secondary knowledge and skills. However, a shrinking pool of job postings requiring applicants to first hold a formal degree as an employment condition represents a major opportunity for the roughly two-thirds of Americans without a four-year degree. Workers willing to prioritize skill development and embrace emerging technologies like generative artificial intelligence (GenAI) will likely benefit as employers adopt skills-first hiring approaches to attract the best candidates. And employers can reap the benefits of an expanded candidate pool, which may prove vital in coming years as demographics and an aging population weigh on worker supply .

Line graph titled “Employers are becoming less likely to include college degree requirements in job postings” shows the share of US job postings requiring at least a bachelor’s degree. The share declined from 2018 to 2021, ticked up, and then started falling again in 2022.

The shift toward focusing on skills has prompted several state governments and large companies to remove college degree requirements from hiring practices in recent years. Additionally, the share of postings requiring at least a bachelor’s degree began dropping well before the pandemic and has largely continued since.

But while the long-term downward trend is clear, the uptick in bachelor’s and graduate degree requirements observed between summer 2020 and early 2022 — when the US labor market was tightening, with demand for workers exceeding worker supply — is interesting. One possible explanation is that the increase coincides with a rise in quits and a spike in pandemic-driven early retirements . A sudden exodus of experienced and educated workers may have prompted a flood of backfill postings from employers seeking a close match to those workers who had recently departed.

But after climbing to 19.8% in April 2022, the share of job postings requiring a college degree began falling again. While there are many possible explanations, it seems that the recent surge in public support for skills-first hiring and a shift in the types of workers being hired are the most probable drivers. Even after adjusting for changes in job title-mix over time, there has been a noticeable increase in companies looking to hire workers with less formal education to fill their vacancies.

Educational requirements are becoming less common in job postings.

Analyzing educational requirements in job postings can be difficult, in part because employers often include multiple requirements in the same posting. Multiple requirements most commonly occur when an employer states a preference for a degree level (like a master’s degree) while expressing openness to a lower credential (i.e., a bachelor’s degree). This analysis used the lowest level of education mentioned in each posting to account for jobs with multiple requirements.

The share of jobs with no mention of any formal educational requirement grew from 48% in 2019 to 52% at the beginning of 2024. Over the same period, the share of postings requiring at least some kind of formal education has fallen across nearly every schooling level, with postings requiring a bachelor’s degree or above falling the most (2.6 percentage points). Declining shares at every level, paired with a rise in jobs without requirements, suggests that employers are gradually removing educational qualifications from postings.

Table titled “Employers are becoming less likely to include educational requirements in job postings.” The table shows the share of postings requiring each education level and the share for jobs that do not mention education. Since 2019, the share of postings without education requirements has climbed while the share of jobs requiring a degree has fallen.

There are a few reasons why employers may forego formal educational requirements in job postings, the most obvious being simply that the job doesn’t require formal education. Beyond that, it appears that employers may omit educational requirements when they are assumed or implied. A good example is the physician and surgeon sector. We all know (hope?!) that our personal physicians completed extensive post-secondary medical school training and residencies, and it’s highly unlikely that someone without formal medical training would apply for a job as a physician or surgeon. Even so, roughly a third of job postings for physicians and surgeons only technically “require” a minimum of a bachelor’s degree. Similarly, employers will often focus on licenses or certifications that may require a formal degree or vocational training, but omit the formal education component in their posting. For example, a posting for an auto mechanic may require a certification from the National Institute for Automotive Service Excellence (ASE), without noting that getting that certification may require some formal vocational training to obtain.

Educational requirements are dropping in nearly every sector

Engineering and other STEM fields including mathematics and software development were among the sectors requiring the highest levels of education in January 2024. Industrial engineering topped the list, with 65.1% of postings explicitly requiring or preferring a bachelor’s degree or higher. In contrast, educational requirements were lowest in categories like driving (0.3% explicitly required or preferred a bachelor’s degree or higher), cleaning & sanitation (0.6%), and food preparation & service (1.3%).

In the last five years, sectors with historically high educational requirements have seen the biggest changes. Project management jobs experienced the largest shift away from bachelor’s/graduate degree requirements — 58.1% of these postings required at least a bachelor’s degree in January 2024, down from 67.3% in January 2019, a drop of 9.2 percentage points. Information design & documentation and software development — both industries highly associated with the tech sector — followed, with drops of 9.0 and 8.4 percentage points, respectively, over the same period. This suggests that despite recent tech layoffs , companies are shifting hiring practices to attract the best workers in a resilient US labor market where only 35.7% of people have a bachelor’s degree or higher .

Table titled “87% of sectors have lower bachelor’s degree or above requirements than they did five years ago.” The table shows the share of postings requiring a bachelor’s degree or more and the ten sectors with the largest drop in share since 2019. Tech and knowledge work jobs have had some of the largest drops but also had some of the highest starting requirements to begin with.

There have been some ups and downs in college degree requirements over the last five years. Between 2020 and 2022, educational requirements rose in 19 of the 47 occupational groups analyzed by Indeed. Knowledge work occupations including physicians & surgeons, architecture, and accounting comprised the majority of sectors with notably large increases during this period, further suggesting that employers may have been backfilling roles vacated by experienced/educated professionals who retired or otherwise resigned.

Many of those early pandemic increases subsequently fell back to previous levels — and then kept falling into January 2024. For example, the share of accounting jobs with college requirements rose by 3.4 percentage points between 2020 and 2022, then dropped by 8.0 percentage points in the last two years.

There are many possible reasons why educational requirements are fading from job postings. Determining which skills a job seeker has and how proficient they are at them has historically been difficult and expensive. So for many years, employers used the achievement of a formal degree as a proxy for judging a candidate’s ability to do the job at hand. However, developments in software as a service (SaaS) technologies and pre-employment testing have helped mitigate those challenges over the last decade. These technologies give employers the tools needed to adopt skills-first hiring approaches and expand their candidate pools beyond the limited number of Americans with college degrees, which is particularly vital in sectors where hiring challenges persist. Labor markets may not be as tight as they were a few years ago, but an aging US population and potentially shrinking worker pool in coming years will require employers and job seekers to look to the future.

The future of educational requirements in job postings

It’s hard to talk about skill requirements and the future of work without looking at artificial intelligence and GenAI. In previous research , Hiring Lab analyzed skills found in more than 55 million US job postings and evaluated GenAI’s ability to perform those skills, on a scale from “poor” to “fair” “good” and “excellent.” Jobs with a higher share of skills that could be done in a “good” or “excellent” manner by GenAI were determined to have a higher potential exposure to change from the tools. The analysis found that exposure to GenAI was generally highest for knowledge workers and in tech categories including software development, IT operations & helpdesk, and information design & documentation. Exposure was typically lowest in many hands-on, in-person roles — including driving, child care, and beauty & wellness — that generally require less formal education.

Comparing GenAI exposure to the share of jobs requiring a bachelor’s degree (or more) tells a similar story. Knowledge workers in sectors with higher education requirements face the greatest potential impact from these budding technologies. For example, mathematics had the second-highest educational requirement, with 63.2% of jobs requiring at least a 4-year degree. It also has the second-highest potential exposure to GenAI-driven change (93.6% of skills in the typical mathematics job posting can be done in a “good” or “excellent” manner by GenAI). Jobs in sectors including cleaning & sanitation and retail require less education and also face lower exposure to GenAI technologies.

Scatterplot titled “Sectors with higher educational requirements are most exposed to GenAI.” The % of postings requiring a 4-year degree or above are graphed on the x-axis, while the y-axis represents GenAI exposure in a sector (as measured by the % of skills that tools like ChatGPT can perform “good” or “excellent”). An upward-sloping line is also present, suggesting that jobs with higher education are most exposed to GenAI’s current capabilities.

It’s unclear at the moment whether comparatively high or low potential exposure to GenAI technologies is positive or negative for knowledge workers, and what impact it will have on educational requirements going forward. On one hand, these technologies may be a boon for workers, leading to greater productivity and stronger employer demand. But it is also possible that GenAI may transform skill requirements and hiring practices, thus feeding into the trend of declining educational requirements and potentially unlocking new opportunities for the majority of adults without a college degree. Either way, embracing and developing skills, including learning and utilizing AI technologies, is likely to be important for all workers in the coming years, but may be even more vital for those whose jobs are primarily knowledge-based.

Conclusion

While educational requirements are unlikely to vanish from job postings, growing support of skills-first hiring approaches is a clear sign for workers to invest in skills now, regardless of their education level. In other words, even college-educated workers may have to think about reskilling more going forward. For employers, these trends suggest the need to reflect on current hiring requirements. By implementing skills-first hiring practices where it makes sense, employers can attract high-quality candidates, compete in tight labor market sectors, and mitigate some of the demographic headwinds facing labor supply.

Methodology

We tracked educational requirements by tallying US job postings on Indeed that mentioned one or more degree or training requirements in the job description as of February 6, 2024. Data is not adjusted for seasonality, but is adjusted for changes in job title-mix-by-weighting according to 2019 composition. In cases where multiple requirements were mentioned, the lowest was used. Analysis shows that the share of jobs with multiple requirements typically fluctuates between 10 – 12% in any given month.

Using the lowest requirement mentioned leads to lower shares across most education levels. For instance, in January 2024, about 22.4% of jobs on Indeed mentioned a bachelor’s, master’s, or doctoral degree preference or requirement, but some of those postings were open to lower education levels. When looking only at the lowest requirement mentioned, about 17.8% of jobs asked for a bachelor’s degree or higher. That 4-5 percentage point difference has remained consistent over time.

Credit: Cory Stahle, Indeed

5 Career Tips For The Best Possible Start To 2025

Tue, 11 Feb 2025 01:58:11 GMT

Entering a new year is an opportunity to reflect, plan, and set the tone for your professional journey. As a senior professional, taking a strategic approach to your career in 2025 will help you navigate the evolving job market and position yourself for long-term success. Here are five essential tips to ensure you hit the ground running.

Embrace adaptability

The pace of change in the workplace continues to accelerate, driven by advancements in technology, shifting economic conditions, and the global push towards sustainability. As a senior professional, demonstrating adaptability is vital to staying ahead. This means being open to new ways of working, technologies, and methodologies. Upskilling in areas like artificial intelligence, digital transformation, or data analytics can enhance your relevance and expand your leadership potential.

Adaptability isn’t solely about technical skills—it’s also about emotional intelligence and the ability to lead through change. Understanding how to manage transitions within your organisation while keeping your team motivated is a highly valued trait. Communicating transparently and fostering a culture of collaboration are essential to adapting successfully. By cultivating a flexible mindset, you’ll be better equipped to tackle challenges, embrace innovation, and seize new opportunities in an ever-evolving professional landscape.

Update your CV

A well-written CV is the cornerstone of your career strategy for 2025. With recruitment processes becoming more competitive and technology-driven, having an impactful CV tailored to your career goals is essential. As a senior professional, your CV should focus on quantifiable achievements, leadership experience, and the unique value you bring to organisations.

Start by crafting a compelling personal profile that highlights your expertise, career aspirations, and recent accomplishments. Structure your CV clearly, using clean formatting and standard headings like “Career Summary” and “Core Skills” to ensure it is both ATS-friendly and engaging for recruiters. Tailor your content to match the roles you are pursuing, focusing on skills and achievements that align with the job description. By investing time into creating a strong, focused CV, you increase your chances of standing out in a competitive market.

Build meaningful connections through networking

Networking remains one of the most powerful tools for advancing your career. As a senior professional, leveraging your existing network while actively cultivating new connections can open doors to unadvertised roles and strategic partnerships. Attend industry events, join professional associations, and engage on platforms like LinkedIn to remain visible and connected.

Focus on quality over quantity—meaningful connections are far more valuable than an extensive but superficial network. Building authentic relationships requires effort and intention. Engage with your contacts by sharing insights, offering mentorship, and collaborating on projects. Position yourself as a resourceful and trustworthy leader. Networking isn’t just about seeking opportunities; it’s about creating them by fostering mutually beneficial relationships.

For senior roles, a strategic approach is key. Take time to identify influential contacts within your industry and connect with decision-makers. Demonstrating your expertise, whether through industry discussions or thought leadership, makes you a standout professional worth knowing. The stronger your network, the more opportunities you’ll create for the year ahead.

Prioritise Continuous Learning

In today’s dynamic job market, continuous learning is no longer optional; it is essential. A commitment to professional growth not only enhances your skill set but also signals to employers that you are forward-thinking and invested in staying competitive. For senior professionals, this often involves targeted upskilling in leadership development, emerging technologies, or areas like sustainability and digital transformation.

Explore formal learning options, such as executive courses or certifications, to strengthen your credentials. Additionally, informal methods like reading industry publications, following thought leaders, or participating in webinars are excellent ways to stay informed about trends and challenges. Seek learning opportunities that align with your long-term career goals.

Adopting a growth mindset demonstrates your ability to adapt and excel in changing environments. It also ensures that you remain confident when navigating the demands of your role. By staying curious and proactive, you position yourself as a valuable leader capable of driving innovation and progress within your organisation.

Cultivate work-life balance

Senior professionals often face the challenge of managing demanding roles alongside personal commitments. Striking a healthy work-life balance is essential for sustained success. Overworking can lead to burnout, which compromises productivity, decision-making, and overall wellbeing. To thrive in 2025, prioritise balance as a core element of your professional strategy.

Set clear boundaries to protect your personal time and recharge effectively. Communicate with your team about expectations, ensuring that everyone respects your downtime. Incorporate habits that promote physical and mental health, such as regular exercise, mindfulness practices, or time spent with family and friends.

Remember, work-life balance is not just beneficial to you—it positively impacts your effectiveness as a leader. A rested, focused professional inspires confidence and fosters productivity in others. By modelling healthy habits, you also contribute to creating a more supportive and sustainable workplace culture.

Starting 2025 with a proactive, thoughtful approach will help you make it a year of growth and opportunity. By focusing on adaptability, writing an outstanding CV, networking, continuous learning, and work-life balance, you’ll be well-positioned to navigate challenges, embrace innovation, and thrive in your professional journey.

Credit: Andrew Fennell

4 Workplace Trends To Watch Out For In 2025

Thu, 16 Jan 2025 13:38:54 GMT

As we enter 2025, the United States job market finds itself at a crossroads. Despite low unemployment and declining quit rates in 2024, employees are experiencing unprecedented levels of dissatisfaction and disengagement. The psychological state of workers has reached a critical point, with employee well-being hitting new lows.

According to Gallup's latest workplace well-being indicator , only 50% of U.S. employees report thriving in their overall lives, marking a record low since measurements began in 2009. The downturn in employee well-being has continued unabated post-Covid.

The new year presents a significant challenge for leadership: motivating and guiding teams through periods of substantial change and uncertainty. Employers aiming to introduce organizational changes and adopt new workplace trends will struggle to achieve their goals if their employees feel disengaged.

Labor Market Trends For 2025

As the employment landscape continues to evolve rapidly in 2025, adaptability and resilience will be critical for workers seeking to thrive in an increasingly uncertain labor market.

The ability to pivot quickly, learn new skills and maintain a positive outlook in the face of challenges has become not just desirable, but essential for career success. In this new paradigm, workers who can effectively navigate change and bounce back from setbacks are positioning themselves as valuable assets to their organizations and industries.

1. Increasing Integration Of Artificial Intelligence

As businesses seek to enhance productivity, streamline operations and gain competitive advantages, the adoption of artificial intelligence is becoming increasingly crucial for future success.

The momentum behind AI and automation adoption is already significant. A survey by ADP reveals that more than half of employers are actively working to close generative AI skills gaps through targeted upskilling programs, as the majority of businesses are already integrating AI into their operations or actively exploring its implementation.

This widespread adoption is driven by the potential for substantial economic impact, with AI estimated to contribute $15.7 trillion to the global economy by 2030, according to PwC.

2. Full Return To Office

Companies are increasingly pushing for a shift away from remote work models adopted during the pandemic. Eighty-three percent of chief executives globally predict that companies will require a full return to office within the next three years, according to a CEO outlook survey by KPMG.

However, the transition is not without controversy, as it represents a significant change in work-life balance for many employees who have grown accustomed to the flexibility of remote work. There is likely to be continued employee resistance against return-to-office mandates, as demonstrated by the recent backlash at Amazon.

3. Adoption Of Skills-Based Hiring

Skills-based hiring is set to dominate recruitment practices in 2025, as employers increasingly prioritize candidates' competencies over traditional credentials. This reflects a growing recognition of the limitations of degree-focused hiring methods and the need to address talent shortages. By focusing on tangible skills and hands-on experience, companies can tap into a broader, more diverse talent pool.

According to Indeed Hiring Lab, 52% of U.S. job postings on its platform did not mention any formal education requirement as of January 2024, up from 48% in 2019. Moreover, ADP research found that 94% of organizations that have implemented skills-based hiring reported this approach more accurately predicts on-the-job success compared to traditional résumé screening, leading to increased retention.

4. Rise Of Blue And Gray-Collar Jobs

There is now a greater demand for skilled trades and hybrid roles that combine manual labor with technical expertise, challenging traditional notions of work and opening up new career opportunities across various industries.

More than a third of the fastest-growing jobs in the U.S. are blue-collar roles, with over 1.7 million positions projected by 2032, as reported by the Bureau of Labor Statistics. The growing prestige and financial rewards associated with the skilled trades are positioning these occupations as formidable alternatives to white-collar jobs, challenging long-held assumptions about career paths and success.

Additionally, the rise of gray-collar jobs is also evident, as these roles are projected to dominate the list of occupations with the highest employment growth between 2022 and 2032. Gray-collar roles are at the intersection of traditional “blue-collar” and “white-collar” jobs. These hybrid roles combine aspects of both hands-on, physical labor—often involving the operation of tools, machinery or equipment—and technical skills or knowledge.

Credit: Jack Kelly

The 'common habit' of Elon Musk, Jeff Bezos and Bill Gates that helped shape their success

Mon, 09 Dec 2024 13:22:32 GMT

Reading is often regarded as a gateway to knowledge, creativity, and personal growth. For tech moguls Elon Musk, Jeff Bezos, and Bill Gates, this habit has been instrumental in shaping their paths to unparalleled success. Despite their differing industries and business ventures, all three have one shared cornerstone: an enduring love for books. From shaping innovative ideas to inspiring entrepreneurial ventures, reading has profoundly impacted their lives and careers. This article explores how this seemingly simple habit contributed to their meteoric rise and continues to influence their approach to work and life.

How reading shaped the success of Elon Musk, Jeff Bezos, and Bill Gates

Jeff Bezos: From book lover to building Amazon

Jeff Bezos, the founder of Amazon, has always had a profound appreciation for books. His passion for reading influenced the very foundation of his business empire. In 1995, Amazon was launched as an online bookstore, revolutionizing how people shopped for and accessed books globally

Personal connection to literature: Bezos' affinity for books extends beyond business. Married to novelist Mackenzie Scott for 25 years, he was deeply immersed in the world of literature, particularly science fiction. He has often credited his love for novels with shaping his creativity and vision.
Reading as a business catalyst: Bezos used his love for books to create Amazon’s user-friendly browsing experience, enabling readers worldwide to access a vast library of content. His passion for storytelling and innovation has ensured that Amazon remains a top platform for both readers and authors.

Elon Musk: A voracious reader with a vision

Elon Musk’s relationship with books began during his childhood in South Africa, where he reportedly read up to 10 hours a day. His fascination with science fiction and encyclopedias set the stage for the innovative mind that would later create Tesla, SpaceX, and Neuralink.

Self-education through reading: Musk’s early exposure to books like The Hitchhiker’s Guide to the Galaxy not only fueled his imagination but also provided him with unique problem-solving perspectives. When asked how he learned to build rockets, Musk famously replied, “I read books.”
Incorporating reading into AI development : Musk’s love for literature also reflects in his ventures. His artificial intelligence initiative, xAI, and its chatbot GrokAI draw inspiration from the themes of The Hitchhiker’s Guide to the Galaxy, showcasing how literature informs his technological innovations.

Bill Gates: A lifelong love for learning

Microsoft co-founder Bill Gates has consistently emphasized the importance of reading in his personal and professional life. Gates spends hours each day reading, with a preference for non fiction works that broaden his understanding of the world.

Reading for reflection and advice: Gates often shares his reading lists with the public, highlighting books that have shaped his thinking. In a LinkedIn post, he revealed that the advice he would give his younger self is to “read a lot” and discover a skill you enjoy. His focus on learning through books underscores the belief that knowledge is key to making a positive impact.
Recommendations for success: Gates' reading habits extend beyond personal development. He often recommends books to his followers, encouraging them to embrace a lifelong commitment to learning

Credit: TOI Tech Desk

Overcoming Sales Objections: Techniques to Turn a “No” Into a “Yes”

Fri, 01 Nov 2024 12:55:01 GMT

Ask any sales professional and you’ll understand that sales objections are a normal part of the sales process. Frustrating, of course, but normal. But while not every sales call will end with a sale, many (and perhaps most) sales objections can be overcome if you enter into interactions armed with a strategic understanding of common objections and ways to confidently manage them.

What is a Sales Objection?

Simply put, a sales objection is any response from a customer or prospective buyer that stalls any aspect of the salesperson’s presentation of their solution’s features, benefits, and cost. A sales objection does not necessarily mean the sale is lost; only that more discussion and “selling” is necessary to overcome the objection(s).

Three Essential General Rules for Overcoming Sales Objections

Before exploring specific ways to overcome common sales objections, it’s important to understand universal best practices to use in any sales situation:

Listen. Don’t interrupt as you allow the buyer to state an objection.
Seek to understand. Ask questions to clarify any parts of the objection that might not be clear.
Respond respectfully. When responding to objections, state your appreciation of the buyer’s position and then respectfully offer specific insights to counter the objection.

Common Sales Objections and How to Overcome Them

Perhaps the most common sales objections fall into these categories: price, need, time, competition, and authority. Here’s how to overcome these types of sales objections:

Price Objection

Stated objection: "Your product/service is too expensive."

To overcome the “price” objection:

Focus on value and ROI: Demonstrate how your product or service will save the customer money or increase revenue over time.
Offer favorable pricing or terms: Get creative with pricing tiers, packages, or payment terms to make the immediate impact of cost less objectionable.
Spotlight the cost of inaction: Quantify potential losses or opportunity costs that could arise from not moving forward.

Need Objection

Stated objection: "We don't really need your product/service."

To overcome the “need” objection:

Identify “pain points”: Dig deeper to uncover underlying customer challenges and needs.
Spotlight solutions: Demonstrate how your solution addresses specific pain points.
Create urgency: Explain how their “pain” could get worse unless addressed soon.
Offer a free trial or demo: Showcase your product or service's unique features and benefits working in the buyer’s environment.

Time Objection

Stated objection: "I'm too busy to consider this now."

To overcome the “time” objection:

Respect their time: Watch for non-verbal cues that they are anxious to move on to other pressing issues; accordingly, be concise and focused as you present your solution.
Be flexible: Offer follow-up options, such as email, phone, video chat, or future in-person meetings at a more convenient time; above all, keep the communication channels open.
Generate anticipation: To pique interest, briefly mention important or forthcoming features and benefits, as well as limited-time offers.

Competition Objection

Stated objection: "I like your competitor's product/service better."

To overcome the “competition” objection:

Ask “Why?”: Without being defensive, dig deeper to determine what features or benefits (or cost) the buyer prefers in the competitor’s solution.
Provide direct comparisons: Compare specific features or benefits where your product excels; if cost is an issue, manage that objection as noted above.

Authority Objection

Stated objection: "I need to consult with someone else about this before we can make a decision.

To overcome the “authority” objection:

Gather information: Ask for details to better understand the decision-making process and timeline.
Offer support: Provide materials or information to share with all decision-makers. Also, make yourself available to everyone who would be involved in the decision.

The Bottom Line

Successful sales strategies include effective objection-handling techniques. While not all customer “pushback” can be overcome, by listening to objections, understanding objections, and responding respectfully using these situation-specific methods for handling objections, you can potentially build a solid customer relationship.

Credit: Sales Xceleration

11 Job Search Tips for 2024

Wed, 09 Oct 2024 00:09:46 GMT

Beginning your job hunt can be daunting. Follow our job search tips to stand out from the competition and land a position that aligns with your career goals.

Whether you’re a recent graduate , a seasoned professional looking for a change, or someone reentering the job market after a break, these job search tips will help you land the job you’re after.

1. Research companies or organizations you’re interested in

Be selective in your job search. Instead of applying to as many jobs as possible, take the time to research companies so you can focus on applying to jobs you’re genuinely interested in.

Start by browsing some of the best job boards for your industry (there’s more out there than Indeed).

Take note of any positions you think would be a good fit, and do some research into each company. Find out more about what it does, its mission, and its company culture. A good place to start is the company’s “About” page (if it has one). You can also find company reviews and salary ranges on Glassdoor.

Researching the companies you’re interested in helps you decide which jobs to apply for and gives you a better understanding of what each company is looking for so you can effectively tailor your application to each position.

2. Set up job alerts

Timing can be everything when searching for a new job. Setting up job alerts makes it so that you’re among the first to know about new opportunities that match your qualifications.

Most major job boards and professional networking sites offer customizable alert features. Take advantage of these by creating specific alerts based on job titles, companies, locations, and keywords relevant to your target position.

Don’t limit yourself to just one platform. Set up alerts on multiple job search sites and company career pages.

3. Attend job fairs and industry events

Job fairs and industry events, whether virtual or in-person, are essential resources for job seekers. These events offer direct access to multiple employers and provide opportunities to learn about various companies and roles.

Virtual job fairs allow you to connect with employers from the comfort of your home, often featuring chat rooms, webinars, and even virtual booths.

In-person events, on the other hand, offer the advantage of face-to-face interactions and the ability to make a strong first impression. Whichever format you choose, come prepared with your elevator pitch, questions for employers, and updated resumes.

4. Reach out to recruiters

Recruiters often have inside knowledge of job openings, some of which may not be publicly advertised. Start by identifying recruiters who specialize in your industry or field. LinkedIn is an excellent platform for finding and connecting with recruiters.

Be clear about your career goals, experience, and the type of positions you’re seeking. Provide a concise and accurate summary of your skills and achievements.

Be courteous and responsive to their inquiries. Building a good relationship with recruiters can not only help with your current job search but also benefit your career in the long term.

5. Tailor your resume and cover letter to each job

Customizing your resume and cover letter for each application is key in today’s competitive job market. To make this process easier, start by creating a comprehensive master resume that includes all of your experiences, skills, and achievements.

Then, when applying for a specific position, use this master resume to quickly pull relevant experiences and tailor them to the job requirements. Focus on highlighting skills and achievements that directly align with the job description.

You can use a similar strategy for cover letters. Try writing a general cover letter and filling it in with details that are relevant to each job you’re applying for.

This approach allows you to maintain consistency in your career narrative while emphasizing the most relevant skills and achievements for each application.

6. Apply to each job thoughtfully

Quality beats quantity when it comes to job applications. Resist the urge to send out as many applications as possible. Not only will this burn you out, but hiring managers can spot a rushed application from a mile away.

Instead, apply to just two or three jobs that you’re strongly interested in every day and follow the application instructions carefully.

As you apply for each job, go through and ask yourself the following questions to make sure every part of your application looks professional and is free of mistakes:

Questions to ask yourself when you apply to jobs:

Is your contact information accurate?
Does your resume fit on one page (or two pages if you’re highly experienced)?
Does your cover letter fit on one page?
Does your resume include all the necessary sections?
Does your cover letter include all the details employers are looking for?
Is your information easy to read (fonts are above 10pt, text doesn’t look too crowded)?
Is the design of your resume and cover letter appropriate for the position you’re applying for?
Does your application address the requirements stated in the job ad?
Are your cover letter and resume free of typos and grammatical errors?
Is all of your information clearly formatted and professional?

This thoughtful approach demonstrates your genuine interest and attention to detail, setting you apart from candidates who use a one-size-fits-all strategy.

7. Use AI tools to optimize your resume

You can use AI tools like ChatGPT to make or improve your resume . These tools can format your resume effectively, suggest powerful action verbs , and make sure your content aligns with industry standards.

Some AI platforms can even analyze job descriptions and provide suggestions on how to tailor your resume to specific roles.

While AI tools can be incredibly helpful, it’s important to use them judiciously. 53% of hiring managers view obviously AI-generated resumes as a red flag. Your resume should still reflect your unique voice and experiences.

Use AI as a guide to enhance your resume, not to completely rewrite it. Always review and edit AI-generated suggestions to make sure they accurately represent your skills and experiences.

8. Prepare for interviews

Thorough interview preparation is key to making a strong impression.

Prepare for your interview in advance by:

Reviewing common interview questions and answers

Brainstorming some thoughtful questions to ask your interviewer

Considering any hangups the interviewer might have about your background and determining how you’ll address them

If you’re not sure how to prepare your interview answers, use the STAR method . This technique works by breaking down your responses into four parts (Situation, Task, Action, and Result) to help you explain your achievements at work effectively.

9. Keep up with industry trends

Staying informed about the latest developments in your industry is crucial for job seekers. It demonstrates your passion and proactivity to potential employers and helps you identify emerging opportunities.

Subscribe to industry publications, follow thought leaders on social media, and participate in relevant online forums or discussions. Consider attending webinars, workshops, or conferences to deepen your knowledge and expand your network.

Being well-informed about industry trends not only helps during interviews but also enables you to make more informed decisions about your career path and the companies you want to work for.

10. Leverage your online and in-person network

Networking remains one of the best ways to establish professional relationships that could lead to your next job. Studies show that up to 85% of positions are filled through connections .

Attend industry meetups, alumni events, or professional association gatherings. These in-person interactions can lead to meaningful connections and insider information about job openings. Reach out to friends, former colleagues, or fellow alumni for informational interviews or advice.

Remember, networking is about building relationships, not just asking for jobs. Offer help and support to others in your network, as this often leads to reciprocal assistance in your job search.

You can also network online via virtual networking events or sites like LinkedIn. Engage with your network by sharing relevant content, commenting on posts, and participating in industry discussions.

Credit: Lauren Mastroni at ResumeGenius

3 unconscious behaviors that make people mistrust you

Wed, 11 Sep 2024 00:11:22 GMT

Unconscious behaviors betray our thoughts and emotions and deeply influence our connection to others, impacting whether or not they see us as trustworthy.

Imagine your boss says, “Can you step into my office? I need to talk with you.” Immediately, your senses go into overdrive, trying to mine her tone of voice and unconscious behaviors for clues to her intention. Is she angry? Excited? Worried?

What if she’s sending mixed messages? Her voice is warm, but you notice a slight frown and crossed arms. What can you count on?

In a world hyper-focused on transparency and authenticity, trust is the currency that drives relationships, partnerships, and successful collaborations. Yet, building trust goes beyond our words. Nonverbal cues—those unconscious behaviors that betray our thoughts and emotions—deeply influence our connection to others.

When we don’t trust someone but can’t quite put a finger on why, it’s because our brains have made an instant calculation based on hundreds of tiny inputs. Without realizing it, we’re constantly evaluating other’s vocal qualities, body language, spatial relationship to us, eye contact, posture, breathing rate, and even body temperature. All this data from unconscious behaviors primes us to answer one simple question: Can I trust you?

To get the nod and earn a someone’s confidence, you’ll need to know the top three unconscious behaviors that kill trust and how to fix them.

Aim for congruency

Nothing kills trust faster than incongruity. There are always two conversations going on when we convey information personally. The first happens at the level of the words we use. The second sneaks out through unconscious behaviors in our voice and body language. When the two are misaligned, the listener will prioritize the physical cues every time. This incongruity triggers the brain’s cheater detection mechanism, subconsciously prompting others to question our sincerity or integrity.

Incongruity can take a couple of forms. At its most benign, the speaker simply doesn’t support their message with the appropriate inflection and emotion, leaving the listener confused and unmotivated. We’ve all heard monotone speakers try and fail to inspire action.

Another more objectionable form of dissonance—doomed from the start— happens when the communicator deliberately hides behind a façade to put a positive spin on a negative message. Pretense always undermines trust.

To combat these forms of incongruity, start by grounding yourself with a clear intention to connect with your listener and earn trust. Ask yourself, “How do I want my audience to feel?” to guide more congruent expressions. If you’re delivering bad news, don’t hide it. Instead, prepare the audience by purposefully syncing and slowing your delivery and gestures. Use pauses to allow your listener to react and absorb the information.

Build emotional awareness

Emotional leaking is incongruity’s more troublesome cousin. Trust instantly splinters when unintended emotions disrupt your message. It’s like trying to listen to a radio station that’s not quite tuned in; the message is there, but it’s overcome by static.

Our bodies experience and express emotions long before we’re cognitively aware. If high-stakes communication triggers anxiety, hurt, frustration, anger, or any strong emotion in you, there’s a good chance you’ll unconsciously leak that feeling. Unfortunately, there’s a double downside to emotional leaks. Unawareness, or downright denial of an emotion, can signal you aren’t in complete control of your feelings—or the situation. People will not only feel unsafe communicating with you, but they may begin to doubt your competency.

Building emotional awareness is crucial for managing these leaks. First, before delivering any important information, take an inventory of your feelings on the topic. Decide which ones you’d like to reinforce and openly communicate to bolster your message and connect with the audience. Then, identify potential triggers for unwelcome emotions. For instance, how will you handle hostile questions or apathy? Understanding our triggers helps us more quickly recognize and deal with them on the fly.

You can also practice a form of mindfulness called affect labeling. By naming an emotion—“I’m feeling angry” or “I’m feeling anxious”—then noticing how it manifests physically, you’ll give yourself time to process it and choose your response. Or try keeping an emotions journal to track your feelings and their physical characteristics. Jot down what you’re feeling and where in your body several times a day. Often, when you’re unaware of an emotion, the physical sensation can tip you off: “My jaw is clenched. Maybe I’m angry.” Or “My chest is heavy. I must be anxious”.

Practice open body language

Research has identified a specific set of nonverbal behaviors—leaning away, crossing arms, touching the face, and fidgeting with hands—that, when combined, can significantly erode trust. Even in the absence of any deceptive intent, they spark suspicion. When a robot exhibited this cluster of behaviors, people tended to mistrust the robot.

Practicing open body language is key to overcoming this quartet of distrust. Videotape your presentations or meetings to make objective observations. Are you maintaining a relaxed posture and keeping your hands visible and still during conversations? Is your posture open and engaged when you’re expressing commitment?

Make conscious communication a habit

Communication is a holistic endeavor—our words, tone, and gestures must all align to convey our message and integrity. Being conscious and deliberate with your cues bolsters self-confidence and a sense of control that makes you easier to trust and more magnetic.

Credit: Jacqueline Farrington at FastCompany

11 Ways Smart People Handle Uncertainty

Thu, 01 Aug 2024 00:17:40 GMT

Our brains are hardwired to make much of modern life difficult. This is especially true when it comes to dealing with uncertainty. On the bright side, if you know the right tricks, you can override your brain’s irrational tendencies and handle uncertainty with poise.

Our brains give us fits when facing uncertainty because they’re wired to react to it with fear. In a recent study, a Caltech neuroeconomist imaged subjects’ brains as they were forced to make increasingly uncertain bets—the same kind of bets we’re forced to make on a regular basis in business.

The less information the subjects had to go on, the more irrational and erratic their decisions became. You might think the opposite would be true—the less information we have, the more careful and rational we are in evaluating the validity of that information. Not so. As the uncertainty of the scenarios increased, the subjects’ brains shifted control over to the limbic system, the place where emotions, such as anxiety and fear, are generated.

This brain quirk worked great eons ago, when cavemen entered an unfamiliar area and didn’t know who or what might be lurking behind the bushes. Overwhelming caution and fear ensured survival. But that’s not the case today. This mechanism, which hasn’t evolved, is a hindrance in the world of business, where uncertainty rules and important decisions must be made every day with minimal information.

As we face uncertainty, our brains push us to overreact. Successful people are able to override this mechanism and shift their thinking in a rational direction. This requires emotional intelligence (EQ), and it’s no wonder that—among the millions of people that have taken my emotional intelligence test—90% of top performers have high EQs. They earn an average of $28,000 more per year than their low-EQ counterparts do.

To boost your EQ, you have to get good at making sound decisions in the face of uncertainty, even when your brain fights against this. There are proven strategies that you can use to improve the quality of your decisions when your emotions are clouding your judgment. What follows are eleven of the best strategies that smart people use in these moments.

1. They quiet their limbic systems.

The limbic system responds to uncertainty with a knee-jerk fear reaction, and fear inhibits good decision-making. People who are good at dealing with uncertainty are wary of this fear and spot it as soon as it begins to surface. In this way, they can contain it before it gets out of control. Once they are aware of the fear, they label all the irrational thoughts that try to intensify it as irrational fears—not reality—and the fear subsides. Then they can focus more accurately and rationally on the information they have to go on. Throughout the process, they remind themselves that a primitive part of their brain is trying to take over and that the logical part needs to be the one in charge. In other words, they tell their limbic system to settle down and be quiet until a hungry tiger shows up.

2. They stay positive.

Positive thoughts quiet fear and irrational thinking by focusing your brain’s attention on something that is completely stress-free. You have to give your wandering brain a little help by consciously selecting something positive to think about. Any positive thought will do to refocus your attention. When things are going well and your mood is good, this is relatively easy. When you’re stressing over a tough decision and your mind is flooded with negative thoughts, this can be a challenge. In these moments, think about your day, and identify one positive thing that happened, no matter how small. If you can't think of anything from the current day, reflect on the previous day or days or even the previous week, or perhaps you’re looking forward to an exciting event. The point here is that you must have something positive that you're ready to shift your attention to when your thoughts turn negative due to the stress of uncertainty.

3. They know what they know—and what they don’t.

When uncertainty makes a decision difficult, it’s easy to feel as if everything is uncertain, but that’s hardly ever the case. People who excel at managing uncertainty start by taking stock of what they know and what they don’t know and assigning a factor of importance to each. They gather all the facts they have, and they take their best shot at compiling a list of things they don’t know, for example, what a country’s currency is going to do or what strategy a competitor will employ. They actually try to identify as many of these things as possible because this takes away their power.

4. They embrace that which they can’t control.

We all like to be in control. After all, people who feel like they’re at the mercy of their surroundings never get anywhere in life. But this desire for control can backfire when you see everything that you can’t control or don’t know as a personal failure. People who excel at managing uncertainty aren’t afraid to acknowledge what’s causing it. In other words, successful people live in the real world. They don’t paint any situation as better or worse than it actually is, and they analyze the facts for what they are. They know that the only thing they really control is the process through which they reach their decisions. That’s the only rational way to handle the unknown, and the best way to keep your head on level ground. Don’t be afraid to step up and say, “Here’s what we don’t know, but we’re going forward based on what we do know. We may make mistakes, but that’s a lot better than standing still.”

5. They focus only on what matters.

Some decisions can make or break your company. Most just aren’t that important. The people who are the best at making decisions in the face of uncertainty don’t waste their time getting stuck on decisions where the biggest risk is looking foolish in front of their co-workers. When it comes down to it, almost every decision contains at least a small factor of uncertainty—it’s an inevitable part of doing business. Learning to properly balance the many decisions on your plate, however, allows you to focus your energy on the things that matter and to make more informed choices. It also removes the unnecessary pressure and distraction caused by a flurry of small worries.

6. They don’t seek perfection.

Emotionally intelligent people don’t set perfection as their target because they know there’s no such thing as a perfect decision in an uncertain situation. Think about it: human beings, by our very nature, are fallible. When perfection is your goal, you’re always left with a nagging sense of failure, and you end up spending your time lamenting what you failed to accomplish and what you should have done differently, instead of enjoying what you were able to achieve.

7. They don’t dwell on problems.

Where you focus your attention determines your emotional state. When you fixate on the problems that you’re facing, you create and prolong negative emotions and stress, which hinders performance. When you focus on actions to better yourself and your circumstances, you create a sense of personal efficacy that produces positive emotions and improves performance. Emotionally intelligent people don’t allow themselves to become preoccupied with the uncertainties they face. Instead, they focus all their attention and effort on what they can do, in spite of the uncertainty, to better their situation.

8. They know when to trust their gut.

Our ancestors relied on their intuition—their gut instinct—for survival. Since most of us don’t face life-or-death decisions every day, we have to learn how to use this instinct to our benefit. Often we make the mistake of talking ourselves out of listening to our gut instinct, or we go too far in the other direction and impulsively dive into a situation, mistaking our assumptions for instincts. People who successfully deal with uncertainty recognize and embrace the power of their gut instincts, and they rely on some tried-and-true strategies to do so successfully:

They recognize their own filters. They’re able to identify when they’re being overly influenced by their assumptions and emotions or by another person’s opinion, for example. Their ability to filter out the feelings that aren’t coming from their intuition helps them focus on what is.

They give their intuition some space. Gut instincts can’t be forced. Our intuition works best when we’re not pressuring it to come up with a solution. Albert Einstein said he got his best ideas while sailing, and when Steve Jobs was faced with a tough problem, he’d head out for a walk.

They build a track record. People who deal well with uncertainty take the time to practice their intuition. They start by listening to their gut on small things and seeing how it goes so that they’ll know whether they can trust it when something big comes around.

9. They have contingency plans . . .

Staying on top of uncertainty is as much about planning for failure as it is about hoping for the best. Experts at handling uncertainty aren’t afraid to admit that they could be wrong, and that frees them up to make detailed, rational, and transparent contingency plans before taking action. Successful people know they aren't always going to make the right decision. They know how to absorb and understand mistakes so that they can make better decisions in the future. And they never let mistakes get them down for too long.

10. . . . but they don’t ask, “What if?”

“What if?” statements throw fuel on the fire of stress and worry, and there’s no place for them in your thinking once you have good contingency plans in place. Things can go in a million different directions, and the more time you spend worrying about the possibilities, the less time you’ll spend focusing on taking action that will calm you down and keep your stress under control. Successful people know that asking “what if?” will only take them to a place they don’t want, or need, to go to.

11. When all else fails, they breathe.

You have to remain calm to make good decisions in the face of uncertainty. An easy way to do this lies in something that you have to do every day anyway—breathing. The practice of being in the moment with your breathing trains your brain to focus solely on the task at hand and quiets distracting thoughts. When you’re feeling overwhelmed, take a couple of minutes to focus on your breathing. Close the door, put away all other distractions, and just sit in a chair and breathe. The goal is to spend the entire time focused only on your breathing, which will prevent your mind from wandering. Think about how it feels to breathe in and out. This sounds simple, but it’s hard to do for more than a minute or two. It’s all right if you get sidetracked by another thought—this is sure to happen at the beginning—and you just need to bring your focus back to your breathing. If staying focused on your breathing proves to be a real struggle, try counting each breath in and out until you get to twenty, and then start again from one. Don’t worry if you lose count; you can always just start over. This task may seem too easy or even a little silly, but you’ll be surprised by how calm you feel afterward and how much easier it is to let go of distracting thoughts that otherwise seem to lodge permanently inside your brain.