How to Get Noticed – Job Search Techniques in 2026

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 The problem is that a lot of common job search advice is outdated, oversimplified, or disconnected from how hiring really works today.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

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

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.

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

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.

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

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

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

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