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You might think the real secret to passing your final round interview lies in your skills and accomplishments, but let me tell you that’s not always the case. Many candidates go into the interview ready to showcase their knowledge and share all their accomplishments. They might also try to present themselves as cool and confident, not wanting to seem overly eager for the position. However, remember this important point: Hiring managers are looking for someone who they can connect with and who is genuinely interested in the role. They want candidates who view the position as more than just another job, they’re looking for people who truly want to work at their company and bring value to the team. While they may not need someone there for their entire career, they do want to work with someone who gives them genuine enthusiasm and energy. That’s what is going to separate you from the rest of the pack. So, when you’re competing with others in the final round, remember that having the same skills and experiences as the other candidates may not be enough. The person who ends up getting the job is the person who shows they want the position the most and has the skills to back it up. They know why the team is hiring and how they can help solve their problems with their unique value to the role. The key is to spend more time and energy on being interested in the company and position rather than trying to be interesting yourself. Now you’re prepared to ace that final round interview! Rooting for you!

Today’s job market continues to be competitive with the unemployment rate in the U.S. standing at 3.7% and with more than 191,000 workers in tech laid off in 2023. But, opportunities are vast if you have the right tools to equip you for your job search, specifically a well-crafted resume. A resume is more than just a list of your work history, rather, it is a marketing tool to showcase your skills, experience, and the unique value you can add to a company you are applying for. Here are 3 things that will help you master the art of creating a resume and unlock doors to your professional goals, whether you are already a seasoned professional looking to climb the corporate ladder or a recent graduate embarking on your career journey. Effectively Ask AI For Help At a time when the unimaginable has become a reality, artificial intelligence (AI) has shifted from science fiction into an integral part of our everyday life. As accessible as it is today at the end of your fingertips and the internet, you too can utilize AI to make an exceptional resume. Keep in mind that you should not fully rely on it to craft your resume, rather, effectively use prompts to enhance its quality and provide personalized recommendations. You can start by asking AI, like ChatGPT, to “Write a resume as a [ROLE] for [X] years in [COMPANY].” This will give you a basic template format that you can fill out with your personal information. It can also review your recent resume by uploading it and using the prompt “Tell me how I could improve my resume” which will generate alternative phrases for better readability and highlight skills and experiences that you can integrate in your document. If you are already looking at a job post, you can use Chat-GPT to provide you a list of relevant skills and experience that you can highlight in your resume from the job post by entering the prompt: “List significant skills that I should highlight in my resume for [ROLE] at [COMPANY] that is looking for someone who can [TASKS].” Use Keywords That Are On The Job Description Hiring managers also now outsource having to sift through job applications using algorithms by Applicant Tracking Systems (ATS) that scan resumes based on specific keywords and phrases that match the job descriptions. One study cites that 97% of Fortune 500 companies use ATS nowadays. With a vast sea of applications they receive on a daily basis, hiring managers will only look into a list of filtered potential middle- and high-skilled candidates based on set criteria. For you, this means that you have to align your qualifications with what they’re looking for with the use of keywords in the job description they have posted. Use the same or similar language found in the job descriptions on your resume, such as mentioning specific software, tools, or industry terms. If the job description includes specific certifications, degrees, or qualifications that you have, make sure to mention that too. Always customize your resume for each application by adjusting the keywords to meet the specific requirements of the role. Strategically incorporating keywords from the job description will increase your chances of passing through ATS scans and catch the attention of hiring managers who are looking for specific qualifications. Send Your Resume To The Right People In the era of digital job hunting where platforms like LinkedIn reign supreme, the convenience of the “Easy Apply” button can be irresistible, drawing applicants into a user-friendly spiral. As rapid-fire applications gain momentum, you have to recognize that there are pitfalls to this approach that compromise your chances of standing out in the competitive job market. Its format hinders your ability to tailor your resume, and you also miss out on networking opportunities like connecting with hiring managers and recruiters. Remember that more than creating a resume that stands out, you also have to make sure that it reaches the right people. Whenever possible, apply directly through the company’s official website, which ensures that your application is directed to the appropriate channels and is more likely to be seen by the hiring team. You can still use LinkedIn, but instead use the platform to find the hiring manager or relevant decision-makers in the company, and reach out to them to send in your application. Getting a referral from connections within the company can also boost your chances of being noticed and considered for the position, and landing interviews, so networking is key here. As the competition in the job market becomes fiercer, your resume is now more than just a document, but a marketing tool to help you reach your professional goals. Regularly revisit and update your resume to reflect your evolving skills and experience, and stay attuned to industry trends.

There are times when it’s both appropriate and advantageous to steer the conversation toward your strengths. When it comes to job interviews, the hiring manager is in the driver’s seat. They ask the questions and make the decisions. But candidates aren’t simply passengers in the process. It’s possible and appropriate to take control in several situations. “Taking control in a job interview can help you showcase your qualifications, make a strong impression, and steer the conversation in a direction that highlights your strengths,” says Paul Bramson, CEO of the Paul Bramson Companies, which offers sales and leadership training programs. “However, it’s essential to strike a balance between taking control and being respectful.” KNOW WHAT YOU CAN CONTROL The first step is to understand what you can control. While you can’t or shouldn’t try to control other people in the interview, you have free rein over yourself, says Dawid Wiacek, executive coach and founder of Career Fixer, a career coaching firm. For example, you can control how you show up, including your energy, as well as the examples, anecdotes, and metrics you emphasize and the questions you ask. “Self-awareness is a powerful tool,” Wiacek says. “If you catch yourself talking too fast during an interview, rather than continuing on the path and rambling, it might be beneficial to pause and say, ‘As you can tell from my energy level, I’m excited about potentially joining your team. But I’ve already talked quite a bit, and I want to hear from you. What other questions do you have for me?’ That shows self-awareness and demonstrates ‘command of thyself.’” Controlling your physiological responses by watching your body language and presence helps exude confidence, says Steve Knox, vice president of global talent acquisition at the HR services provider Dayforce (formerly Ceridian). “Ensure as a candidate you control your breathing to allow time for slow and thoughtful responses,” Knox suggests. “This may seem trivial, but it does allow you to control the pace and speed of the interview itself to ensure you represent your best self.” DO YOUR RESEARCH You can also exert some control during an interview by doing your homework, which allows you to enter into an intelligent dialogue with the person interviewing you, Knox says, explaining, “It stops the interview from just being questions fired at you to more of a dialogue and . . . this in turn allows you to have a thoughtful conversation.” Use what you learn about the company to help steer the interview. For example, if you discover the company has new strategic goals, you could mention how your experience might benefit those initiatives, suggests Knox, who once interviewed a candidate who brought up the company’s focus on becoming global. “He started to proactively highlight his global experience and how he had helped a past organization work through a similar strategy,” Knox says. “It was impressive to know this candidate was not only well aware of our organization and its strategic vision but that he would be well equipped to help us execute on this strategy. Connecting the dots also shows business acumen and self-awareness.” BE CLEAR ON WHAT YOU WANT Being in control also means knowing what you’re looking for in your job search, beyond the title and compensation, says Jess Wass, career coach and CEO of Reworkit, a career coaching company. “When you understand what types of roles you thrive in, the managerial support you need, and the culture that enables you to do your best work, you start to have more of a role in the interview process. If you haven’t thought much about those factors, it’s easy to let the company run the interview process instead,” Wass says. “Remember, this is also very much about you interviewing them as they are interviewing you,” says Lesly Cardec, SVP of recruiting and marketing for ClearEdge Marketing, a marketing, recruiting, and leadership-development services provider. “Don’t let the conversation be one-sided. This is a discovery process that involves more than one person.” ASK STRONG QUESTIONS Once you know what you’re looking for, you can start to craft questions for the interviewers. “This means you are just as involved in this interview process as the company,” Wass says. “By starting with what is important to you, it enables you to ask less-generic questions. This shows that you have put thought into the process, which most companies will respect and value.” At the beginning of the interview, ask if time can be saved at the end for you to ask questions, Wass adds, noting, “Otherwise, they may run out of time . . . and not realize you had any important questions to ask. By asking about this at the start, you can set expectations and take back control over the interview.” And make sure your questions are strong, advises Bill Catlette, partner with Contented Cow Partners, a leadership and workforce advisory firm. “Having one or two big questions at the ready can give you a sense of control,” he says, providing some examples: “What’s your go-forward strategy with respect to AI? What kind of person is happiest and most successful working here? What do you like most about working here? How does your company prioritize learning? Do you practice promotion from within?” PREPARE YOUR ANSWERS Confidence and control often stem from being well-prepared. While you won’t know everything you may be asked, you can and should anticipate common interview questions, Bramson says. “Have a strong opening statement and begin by taking control at the very start of the interview,” he suggests. “When the interviewer asks, ‘Tell me about yourself,’ or a similar opening question, use this opportunity to provide a strong, concise introduction that sets a positive tone and highlights your key qualifications and enthusiasm for the role.” Also, be ready to explain any blips in your employment. “If you have a gap in your employment history or lack a specific qualification, be prepared to explain how your other experiences or skills compensate for it,” Bramson says. “When discussing your personality,

Whatever you do, don’t accept that first offer! With as difficult and taxing as job-hunting can be, especially if you’re unemployed while doing it, many of us are just relieved to finally get an offer. But many experts, including one HR exec, say the job search process shouldn’t stop at the first offer. In fact, it’s a great way to let an even better opportunity slip right through your fingertips. The HR exec shared 3 things you should do when you get a job offer and one you definitely shouldn’t. Listen, there’s no two ways about it; job-hunting is a nightmare, and it only seems to be getting worse. So, when you finally get that offer in hand, your first inclination may be to heave a sigh of relief, sign on the dotted line, and be grateful that the search is over.  But Amy, an HR exec known as @hackyourhr on TikTok, says this is pretty much the opposite of the tack you should take, and as a Chief HR Officer at a global company, she knows what she’s talking about.  In fact, she says one of the first things you should do when you get a job offer is to not accept it. This is especially important if the offer hasn’t been put in writing yet. Now, of course, this may sound totally counterintuitive, but there’s an important distinction to be made here. Not accepting is not the same thing as declining! Rather, Amy suggested taking a few steps back to slow the process down in order to make sure you’re getting the best offer possible. She offered three tips for how to do just that, while also making sure you keep the process as positive as possible. It all comes down to an acronym: PTQ. 1. Keep your responses positive, even if you’re disappointed in the offer The P in PTQ is for positivity. “You want to start with saying something positive,” Amy said, like “‘thank you so much. I’m so thrilled to get this offer,’” even if it’s way below what you were hoping for.  This keeps ears and minds open, of course, and confirms for the employer you’re still very much on board with the position and they’ve hired the right person before you begin gently pushing back on the offer 2. Say what’s true for you about the offer The T in PTQ is for “truth.” Amy advised that if the job offer is below your salary expectations, “you want to say what’s true for you. ‘This is a little lower than I was expecting, but I’d love to see the written full offer.’” For many of us, this is the hardest part of all. So hard, in fact, that many of us will just skip it altogether, thinking that if we push back on the offer it will disappear. But experts say that almost never happens. In fact, a 2021 survey of employers found that 89% were open to salary negotiations during the job offer process. And the other 11% didn’t necessarily rescind the job. Most likely they just stood firm on the first offer they gave. The stakes are almost never as high as we think, and many experts say you should always negotiate your salary just on principle, even if you’re happy with what they offered you! 3. Ask questions about the salary offer you’ve been given Once you’ve opened the door to negotiations, Amy’s final step detailed how to get the deal done. You start the actual negotiations with one simple question, the Q in PTQ: “Can you help me understand how you got to this number?” “This is important,” Amy said, going on to say that all of this should be done via email so that it’s in writing.  “Ask your clarifying questions.” This gives a launchpad for a dialogue to make your offer even better. And several people in Amy’s comments said it works. “This happened to me,” one woman wrote. “They offered 10k higher than I said. I came back and asked for more and got it. Following these three steps might just lead you into a professional situation far better than you might have expected and more in line with what you deserve.

Our workplaces are changing, and the changes are dramatic. Professionals need to pay attention to and prepare for the workplaces of the future. An important aspect of this preparation is to develop the job skills that will help you succeed and thrive in the new reality of the next decade. Consider how your own career has evolved over the last five years, and you can imagine how much it may change in the next five. These are the most important job skills for the future, and there’s no better time than now to start building them. Why all the change? The pace of change is being driven by several factors. Our world is more interconnected than ever before, allowing us to work remotely and work with people from different cultures as easily as if they were in the office next door. People are living and working longer, which creates an age-diverse workforce. In addition, what was once science fiction has become a reality for many of us—machines augment our skills, free us up to focus on higher-level activities, and can even be our colleagues today. We are now collecting and able to process data to use it to our business advantage in a way that was never possible previously. With all these changes, the skills employers will seek from their human workforce and what professionals need to develop as marketable skills to get the jobs of the future have changed. 5 Most Important Job Skills for the Future 1. Emotional intelligence Organizations have been looking for people who are emotionally intelligent for quite some time, but it’s becoming more and more important. What is emotional intelligence? It’s our ability to understand and express our own emotions, as well as understand someone else’s emotions. Developing emotional intelligence (EQ) is something everyone should be focusing on. 2. Creativity As humans, we have this amazing ability to be creative, imagine, and invent new things. Creativity boosts innovation, which results in economic growth. It’s fresh thinking that will give companies a competitive advantage so every company will want creative employees in the future. If your company employs people who can figure out how to do things nobody else is doing, it will stand out. It’s important to realize that creativity isn’t the sole skill of artists. Creativity can be improved and fostered in anyone’s life. 3. Flexibility and adaptability What we’re currently seeing is fewer and fewer skills and jobs for life. Therefore, we need to constantly adapt and learn new things. In fact, the half-life of skills is reducing at a drastic rate. What we’ve learned today will be out of date in two or three years’ time. Everyone will need to build their flexibility and adaptability skills, so they are prepared to update their skills every few years and accept new ways of doing things. 4. Data literacy Data is the fuel of the 4th industrial revolution that we’re experiencing today. Companies are bombarded by data. The data explosion is worthless to companies unless their people have the data skills to extract insights and make better decisions based on the data. There is a big data skills gap in the market at the moment. While not everyone needs to be a data scientist, all professionals should be data literate. The first step to improve data literacy is to be curious, keep asking “why” and own the data you are already exposed to. You should figure out where the data comes from and how to use it. 5. Tech savviness The final important job skill for the future is tech-savviness. The 4th industrial revolution is bringing together a lot of major technology trends. On their own, these individual technologies would transform businesses, but together they are completing reshaping our world. These technologies include artificial intelligence, big data, extended reality robotics, internet of things, 3D printing, and blockchain, and when they interact with each other, it’s changing our world. Everyone needs to understand what these changes are, how fast these different technologies are developing, and what that means for your business.

In the world of career development, one often overlooked question arises when high achievers find themselves stagnated: “Why do I feel invisible?” It’s a question that happily employed individuals rarely ask until they encounter a career plateau, the shockwaves of a corporate acquisition or an unexpected layoff. For years, they’ve excelled, seemingly effortlessly transitioning between roles, receiving promotions and enjoying the privilege of being in demand. So why do some high performers eventually feel stuck in a career silo, their phones eerily silent on the recruiter front? The answer often lies in their focus. High achievers dedicate themselves to their current roles, performing diligently and receiving due rewards. But beneath this surface of competence, a reality may be brewing: the career stall-out point. It’s a place where the once-overflowing river of opportunities starts to run dry, leaving them wondering why the recruitment calls have dwindled. This unforeseen consequence is often a result of one critical oversight: visibility. When you’ve sailed smoothly through your career without needing to curate your network actively, it’s easy to neglect this essential aspect. After all, why invest in networking when you’ve consistently been a top performer? But here’s the truth: Long-term cultivation of relationships, especially with industry-focused recruiters, is an essential key to swift career transitions. If you’re feeling stuck, it’s likely because you’ve fallen behind in this crucial area. However, there are remedies you can act on right now. So when you wonder why recruiters haven’t been knocking on your door all along, the real question is, “How can I put myself in their line of sight when I need them?” In a crowded job market where many candidates meet the minimum requirements, how can you guarantee that you not only secure a spot in the interview process but also open doors to maximum flexibility and choice? This article will explore proactive steps to enhance your visibility. These strategies will help attract recruiters and capture the attention of executive search professionals, hiring managers and key stakeholders like boards of directors. Ensure your LinkedIn profile is complete. With nearly a billion users, LinkedIn is the premier platform for talent scouting. Recruiters employ advanced search features, scanning profiles using specific keywords to create talent pools. Put yourself in the recruiter’s shoes. What keywords and terms would they use? List all relevant job titles and industry-specific phrases. For instance, if you’re an operations leader in healthcare, your list might include “COO,” “director of operations,” “lean manufacturing,” “KPIs” and more. Ensure every section of your profile is complete with these keywords to increase discoverability. Activate your network. Networking may feel daunting if you haven’t been consistent in cultivating connections. Start by strategically expanding your network: • Create a target list of companies and contacts, follow them on LinkedIn and engage in meaningful discussions. • Send personalized connection requests to relevant individuals, suggesting a brief introductory video chat to connect on a professional level. • Set goals for the number of connection requests and personalized messages you send. Don’t be discouraged by ghosting; it’s unfortunately common. Keep the focus on building relationships, not job hunting. • Maintain a networking calendar and have actionable conversations with your network. Remember, networking is a two-way street. Give and get, making each interaction meaningful. • Remember current peers and business partners are part of your network, too. You never know when a close connection can make an introduction that turns into a job lead. Create a continuous learning plan. Never stop learning! Get comfortable being uncomfortable. Expand your knowledge and share your key learnings with others. A great place to share your expertise is on LinkedIn. You might share insights from conferences, certifications or courses. Remember, you must be your own champion and highlight what you are learning and subsequent accomplishments. Update your resume, and prepare your unique value proposition. Keep your résumé current, updating it at least twice a year. A pro tip: Align updates with your annual review, including your achievements and praised contributions. However, a résumé update alone won’t suffice for leadership-level interviews. Prepare your unique value proposition. Craft concise stories that demonstrate your business value drivers. Be ready to articulate your contributions and their impact. Get mentorship and advisement. Regardless of seniority, everyone benefits from advice from managers, mentors or coaches. In particular, mentors can provide valuable guidance. Approach individuals with diverse expertise and establish formal mentoring relationships. Plan your interactions, provide feedback on your progress and express gratitude for their impact on your career. In Summary The job market is competitive, especially at the leadership level where there are fewer opportunities. Your LinkedIn profile is your marketing storefront window. Recruiters are constantly searching for top talent, but if your profile is merely an uninviting shell, you risk going unnoticed in the vast haystack. Maximize your profile’s prime real estate by ensuring every section is complete to improve your discoverability. Finally, you must network, and you must be your own advocate. To succeed, you must proudly showcase your achievements and expertise. No one else will trumpet your accomplishments for you.

Finding happiness at work is complex, but flexibility, decent pay, and a good company culture are essential elements. Here’s how to find them. I’ve worked at Fast Company for more than a decade. My colleague Lydia Dishman, one of the other authors of Work Smarter, has been here for more than 15 years. In a career landscape where many switch jobs every few years, clearly we’ve found something about our jobs that has made us stay. For many of us, finding a “good job” can be a lifelong pursuit. At its most basic level, a good job should provide economic security, economic mobility, and equity, respect, and voice. But dig a little deeper and what those things mean for individuals can be different depending on your circumstances and personality. FLEXIBILITY Earlier in my career, I spent a few years freelancing, but the constant hustle (and chasing invoices) wasn’t for me. But for the 6.7 million freelancers working in the U.S. today (64% of whom are full-time), freelancing offers flexibility, variety, and control that traditional salaried employment doesn’t. Brian Honigman has been a full-time freelancer for a decade and offered some great advice for those interested in freelancing—including finding your niche, prioritizing what brings you joy, and not saying yes to every job offer (which can be tough in the hustle to create your own salary). If, like me, freelance isn’t for you, but—also like me—you value flexibility, a large part of being happy at work will be finding a job that doesn’t require you to be in the office eight to nine hours a day, five days a week. Writer Michael Grothaus collected the best flexible jobs in America right now that both let you work remotely (at least some of the time) and still pay well.  PAY Flexibility and location are highly dependent on your personality and life circumstances. But one aspect of a good job is pretty universal: good pay. The best jobs offer both, but especially when you are early in your career, finding a career path or company that pays well is a crucial first stepping stone. COMPANY CULTURE  Even a well-paid flexible job can be miserable if you don’t like the people you work with or you don’t find your work meaningful. It can be tricky to figure out if you’ll like a workplace before you start, but a good indicator is company reviews, and this list of 20 companies are the most highly ranked by employees. Ultimately, happiness at work, like happiness in life, is complex. As Fast Company contributor Tracy Brower explains:  Whether it’s the type of work you do, the hours you work, or the organization you work for, every choice is a set of circumstances. Some will be terrific and others, not so much. Your best bet is to figure out what you love to do and then get as much alignment as possible between what you enjoy and what you must do. The overlap won’t be perfect, but more alignment will grant you greater joy in your job.