Soft skills training can be the secret advantage that helps job seekers stand out on paper, on LinkedIn, and in every interview conversation. When you intentionally build and showcase your soft skills, you dramatically increase your chances of being seen as a strong hire, not just a qualified one.​

Why Soft Skill Training Matters

Soft skills are the interpersonal and behavioral qualities that shape how you communicate, collaborate, solve problems, and handle pressure at work. They are different from hard skills, which are your technical, scientific, or job-specific abilities.

Research involving Harvard University, the Carnegie Foundation, and Stanford Research Center suggests that most job success is tied to well-developed soft skills, with a much smaller portion attributed to technical skills alone. The U.S. Department of Labor even refers to soft skills as a competitive edge because they are so closely linked to hiring, retention, and promotion decisions.​

Employers confirm this emphasis on soft skills training in real hiring data. One national survey found that more than 9 in 10 employers consider soft skills critical in hiring decisions. And communication, time management, analytical thinking, and flexibility are among the most in-demand attributes. For job seekers, that means investing in soft skills training isn’t optional. It is a differentiator that can move you ahead of candidates who may have similar technical qualifications but weaker people skills.​

Core Soft Skills for Job Seekers

While the ideal soft skill profile varies by role and industry, several capabilities consistently matter for employability. Commonly cited examples include communication, teamwork, adaptability, leadership, problem solving, time management, and integrity. These skills help you work harmoniously with colleagues, navigate conflict, adjust to change, and deliver results in dynamic environments. All of which employers value highly across sectors.​

Soft skills are also highly transferable, which means they move with you as you change positions or even careers. For instance, someone who can communicate clearly, manage priorities, and lead cross-functional efforts will be attractive in clinical research, healthcare, technology, and many other fields. That is why soft skill training is such a powerful long-term investment. Once developed, these abilities continue to pay off in every future job search and promotion conversation.​

Showing Soft Skills On Your Resume

To make soft skills visible on your resume, focus less on listing traits and more on proving them through results. Employers respond best when they can see how your communication, teamwork, or leadership produced specific outcomes, such as improved timelines, higher quality, or stronger relationships. For example, instead of writing “strong communicator” or “team player,” use bullet points that describe what you did, how you did it, and what happened because of your efforts.​

A practical approach to properly populating your resume with desired soft skills is to start with the job description. Identify the soft skills that appear in the responsibilities and qualifications sections, then reflect those skills in your own language using real examples. For instance, if the posting emphasizes time management and stakeholder communication, you might highlight how you coordinated complex schedules, kept multiple parties informed, and still delivered on deadlines. This method keeps your resume honest while clearly reflecting mature soft skills in your achievements.​

Resume Language That Highlights Soft Skill Training

Strong resume bullets often pair a soft skill with measurable or observable impact. For example, a bullet describing communication might emphasize how you simplified complex information for different audiences or reduced misunderstandings across teams. A teamwork-focused bullet might describe how you collaborated with cross-functional colleagues to meet a tight deadline or support a successful handoff between project phases.​

When you want to emphasize leadership or problem-solving skills, look for moments when you took initiative, influenced decisions, or improved a process. Employers look for words like “led,” “coordinated,” “facilitated,” “resolved,” “redesigned,” or “improved,” followed by a specific result such as improved quality metrics, shorter cycle times, or greater stakeholder satisfaction. This type of language shows that your soft skills training isn’t theoretical but has already translated into tangible contributions and outcomes.​

Tailoring Soft Skills to Each Role

Much like the proper use of resume buzzwords, a generic list of soft skills will not carry much weight. Why? Because you aren’t providing proof of the skill. A more effective strategy is to tailor the soft skills you want to highlight to the specific role. Do this by aligning examples of your real achievements with the challenges and priorities described in the posting. For instance, if the role emphasizes cross-functional coordination, include examples that demonstrate how your collaboration and communication skills helped bridge gaps between different teams to accomplish a desired result.

This level of tailoring does not require rewriting your entire resume for every application. It does, however, mean you should adjust your summary, key skills section, and a few core bullets to match each opportunity better. Over time, this approach makes your resume more focused. And the bonus: it reduces the number of applications you need to submit, because each submission is a stronger, more relevant representation of your soft skills and professional strengths.​

Exhibiting Soft Skills on LinkedIn

LinkedIn is less formal than a resume. Therefore, it gives you more space to tell the story behind your soft skills and your growth. The About section is a prime place to describe how you communicate, collaborate, lead, and solve problems. Use short, concrete examples of situations where these skills made a difference. You can also reference ongoing soft skills training by mentioning courses, coaching, or structured practice you have pursued to strengthen areas like communication, leadership, or emotional intelligence.​

Endorsements and recommendations are another way to make soft skills visible on LinkedIn. When colleagues, managers, or clients write recommendations that mention your teamwork, reliability, or problem-solving abilities, they provide third-party validation that complements your own claims. Curating a skills list that includes key soft skills and encouraging contacts to endorse those skills reinforces your brand as someone who invests in both technical and interpersonal development.​

Using Content and Activity to Demonstrate Soft Skills

Your LinkedIn activity can showcase your soft skills. Sharing thoughtful posts, commenting constructively on industry discussions, and highlighting lessons learned from projects can demonstrate your communication skills, curiosity, and collaborative mindset. When you write about challenges you have navigated or cross-functional efforts you have supported, you subtly display problem-solving and teamwork without needing to say “I have strong soft skills.”​

Participation in professional groups or online communities can further underscore your adaptability and willingness to learn. Joining discussions about industry trends, asking insightful questions, and responding helpfully to others’ posts shows that you are engaged, responsive, and open to different perspectives. Taken together, your posts, comments, and shares create a consistent picture of how you show up in professional conversations, which matters to employers who may review your profile before or after an interview.​

Soft Skills in Interviews: Preparation

Soft skills training really shows during interviews, especially when employers use behavioral questions such as “Tell me about a time you had to deal with a difficult stakeholder” or “Describe a situation where you had to adapt quickly.” These questions are designed to uncover how you communicate, handle conflict, prioritize, and make decisions under pressure. Preparing for them is one of the most effective ways to translate your soft skill training into compelling interview performance.​

A useful method is to prepare several stories using a structured format such as situation, task, action, and result. We provide a Behavioral Interview Questions Worksheet with Sample Questions here. Each story should highlight at least one core soft skill, such as communication, teamwork, adaptability, or leadership. Always end your response with a clear outcome that shows what changed as a result of your actions. Practicing these stories aloud helps you refine your language, stay concise, and sound confident without memorizing a script.​

Showing Communication and Emotional Intelligence in Interviews

How you answer questions matters as much as what you say. Interviewers often pay close attention to whether you listen carefully, respond directly, and adjust your communication style based on the conversation. Simple behaviors like pausing to reflect before answering, asking clarifying questions, and summarizing what you heard before responding can demonstrate strong communication and active listening.​

Emotional intelligence shows up in how you talk about challenges and other people. When you describe conflicts or difficult situations, interviewers look for signs that you can manage your own reactions, empathize with others, and focus on solutions rather than blame. Sharing how you recognized others’ perspectives, adjusted your approach, or repaired a strained relationship can be powerful evidence that your soft skills training extends beyond theory into real-world interactions.​

Demonstrating Adaptability, Resilience, and Time Management

Many employers ask questions that probe your adaptability and resilience. Especially in fields where priorities shift quickly or external conditions change. They want to know how you respond when timelines compress, requirements evolve, or obstacles appear unexpectedly. Highlighting examples where you adjusted plans while maintaining quality or supported your team through a stressful period shows that you can stay composed and effective under pressure.​

Time management and organizational skills are also frequent pain points in hiring. Therefore, expect interviewers to ask how you handle competing priorities or multiple projects at once. Discussing the concrete systems you use, such as scheduling practices, planning tools, or communication routines, demonstrates that your soft skill training includes practical strategies, not just general intentions to “stay organized.”​

Continuing Your Soft Skill Training

Soft skill training is not a one-time event; it is an ongoing process that evolves as your career and responsibilities grow. Many employers and educators now recommend using self-assessments, colleague feedback, and formal tools to evaluate strengths and areas for improvement in communication, teamwork, leadership, and other core skills. Seeking feedback from managers, mentors, and peers helps you see blind spots and track progress over time.​

There are also dedicated resources designed to support soft skill training. You can find online courses, workshops, and structured practice programs focused on communication, problem-solving, and leadership behaviors. Combining these resources with deliberate practice in your daily work, such as setting small goals for how you handle meetings, emails, or conflict, can significantly accelerate your development. Continued practice will make your soft skills a genuine superpower in every stage of your job search or career progression.​

Resources:

• Seattle Corporate Search – 93% of Employers Want to See Soft Skills in Your Resume
• Hirebox – Harvard Study: The Crucial Role of Soft Skills in Hiring Success
• Education Design Lab – New Employer Survey Tells Us What Would Bridge the Hiring Gap
• LinkedIn Editors – Hard Skills Get You Hired, Soft Skills Help You Thrive
• Dynamic Works Institute – Soft Skills Are Harder to Learn 
• Fleet Management Weekly – 93% of Employers Want to See Soft Skills on Your Resume
• LinkedIn – Soft Skills Drive 85% of Job Success, Says Harvard, Carnegie, Stanford
• CNBC Facebook – 93% of Employers Want to See Soft Skills on Your Resume – Here are 8
• LinkedIn – Soft Skills Drive 85% of Job Success

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Many talented professionals are facing difficult periods where finding a position has taken longer than expected. But these challenges do not define your worth or potential. It is my hope that the information shared in this article will encourage and support all individuals who have been affected by long-term unemployment and are therefore feeling uncertain about their lack of recent work experience.

Know this: while recent work experience can matter greatly, periods of unemployment do not have to be a roadblock. If you have struggled to find a position and need to explain time away from the workforce, you may benefit from reframing your approach and making use of new or different strategies to stay competitive.

Therefore, to reframe your approach, let’s first discuss why many employers feel recent work experience matters. Why? Doing this will help you mitigate the objection of not having recent experience to potential hiring managers.

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How to Turn a Great Interview into a Job Offer

Seriously, it truly was a Great Interview. You walked away knowing it was one of the strongest interviews you have ever had with a company you genuinely want to join. Yet, silence follows.

Or worse, you receive one of those very polite but generic rejection emails.

If you find yourself getting interviews but never moving forward to an offer, it may be time to self-assess. While a single rejection can be understandable, a pattern of missed opportunities usually signals a consistent mistake made before, during, or after the interview. To help turn a Great Interview into a job offer, ask yourself these questions.

Pre-Interview Tips

Did you follow the pre-interview instructions?

Some companies require candidates to complete a competency or personality assessment before the interview. Others ask for online applications, references, or supporting documentation such as certifications. Never assume that receiving an invitation means these steps are optional. Failing to complete the instructions in advance can instantly reduce your competitiveness.

Did you confirm the logistics of the interview?

We recently had a candidate mistakenly arrive for the wrong interview at the wrong time. It was a disaster that reflected poor organization. Do not let this happen to you. Double-check the time zone, the venue, and the platform. If your interview is virtual, test your camera, microphone, and software beforehand to confirm that everything is ready.

Have you researched the company and your interviewers?

Research prepares you to connect your skills to the company’s mission. Do not settle for surface-level knowledge. Instead, ask yourself why you want to work for this company. If the organization is leading advancements in oncology, stem cell research, or gene therapy, explain why this resonates with you personally.  

Have you explained why you are a fit?

After researching, outline how your skills can solve the company’s challenges. Remember that your job application isn’t just about you…It is about the company. Frame your responses around their goals, not your own. Employers want to know how hiring you helps them succeed.

Guidance During the Interview

Were you…well, you?

Interviewers want to know the real you: your personality, work ethic, and experience. Canned or overly rehearsed answers sound fake and cause doubt. Authenticity builds confidence.

Did you walk the ‘being personal’ tightrope well?

One candidate shared that she grew up in the same hometown as the Hiring Manager. She believed the connection secured her the role. However, because the conversation veered off track, the Hiring Manager never had time to evaluate her properly. The lesson: build rapport, but keep the discussion focused on your qualifications and how you match the role. Sharing too many personal details can distract interviewers from your strengths.

Post CRA Interview Tips

Did you send a thank-you note to the interviewer?

A thank-you note is often overlooked but can transform a great interview into an offer. Avoid making it about you. Instead, highlight how you can support the company’s mission, reinforce your enthusiasm for their objectives, and show why hiring you creates a mutual win.

Strong thank-you notes often:

• • Illustrate knowledge of the company’s mission and how you can help achieve it.

  • Show alignment between your career goals and the company’s work.

  • Reference recent company events, conferences, or initiatives to prove your research.

  • Remain concise, clear, and well-structured; bullet points are highly effective.

Find additional details on what thank-you notes should include as well as some examples, here.

Ask for Interview Coaching

Even a great interview can fall flat without the right approach before, during, and after the conversation. We coach candidates through every step of the process to help turn interviews into offers.

Start by signing up for our free Career Coach & Job Search Mentoring Community. The current public community is designed to answer your basic questions with resources, worksheets, and group support at zero cost. Take advantage of regular office hours and webinars to keep moving forward.

Looking for more? Upgrade to our VIP Intensive community for a small monthly fee and enjoy everything the free group offers—plus extra office hours and exclusive webinars. With fewer members, you’ll receive more focused support and direct interaction with our coach to fast-track your progress.

Need truly personalized help? Book one-on-one coaching for tailored advice on resumes, interview prep, job search strategies, personal branding, and more. Choose a single session, a discounted two-session bundle, or reach out to discuss a custom multi-session plan at even greater savings.

Take your next step: sign up today and let’s unlock your career potential together!

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He is an exceptional CRA. My team and I have worked with him multiple times, and I was quite surprised that he was struggling to find a new assignment. But as I reviewed his LinkedIn profile, it became evident that he didn’t understand why networking is important…especially when conducting a job search.

Job searching through traditional methods, such as submitting resumes and online applications, often leaves many candidates lost and overlooked. Those approaches tend to rely heavily on automated systems or large applicant pools. The real power lies in networking. Networking connects job seekers directly to people who can open doors and reveal opportunities that remain hidden to many.

The Hidden Job Market

The majority of job openings never reach public job boards. Estimates show up to 70–85% of jobs get filled through networking and internal referrals. Networking reveals this hidden job market by providing early access to roles before they go public. A connection in the know can share insider information and recommend candidates ahead of time, greatly increasing chances of success.

Benefits of Networking for Job Seekers

Networking offers far more than just job leads:

• Access to unadvertised positions

• Learning industry trends and company culture from insiders

• The ability to demonstrate personality and skills beyond the resume

• Building trust through personal recommendations

Unlike a cold application, networking humanizes the process. And let’s face it, hiring managers prefer candidates who come recommended by someone they trust. Referrals tend to advance faster and often enjoy longer tenures. This makes networking not only important but essential…for the candidate and hiring team alike.

Building Meaningful Relationships and Reciprocity

Networking works best as a two-way exchange. Job seekers should approach it with a mindset of offering value, such as sharing advice, offering help, or making introductions. Genuine relationships grow through consistent communication and care, not through transactional interactions. This approach builds a reputation of reliability and support that naturally attracts opportunities.

The Role of Referrals and Insider Endorsements

A referral often outweighs the best resume. Candidates referred internally have a higher chance of interview invitations and job offers. Employers see referrals as pre-vetted, reducing hiring risk. Studies indicate referred candidates get hired four times more often and faster than those who apply cold. Building and nurturing these endorsements will accelerate job search success.

Networking Strategies for Career Growth

Begin with existing connections, such as friends, family, former colleagues, and industry contacts. Expand thoughtfully by attending professional events, joining organizations, volunteering, and engaging on LinkedIn with meaningful interactions. Focus on shared interests and goals to build authentic connections. Networking consistently over time helps grow a supportive, resourceful professional community.

Overcoming Networking Challenges

Networking may feel uncomfortable at first, especially when asking for guidance or referrals. Stay authentic and avoid aggressive or transactional tactics. Maintain relationships with ongoing engagement unrelated to job requests. This builds trust and makes it easier to seek help when needed. Remember, effective networking is about giving and receiving support over the long term.

Conclusion

Networking is one of the most important strategies for job searching. It unlocks the hidden job market, provides valuable insights, and offers trusted endorsements that can fast-track hiring. Rather than viewing networking as a job hunt tactic alone, treat it as genuine relationship building. With consistent effort, authenticity, and empathy, job seekers can create a network that sustains their career growth and helps secure their next role efficiently.

Want expert guidance to accelerate your job search and achieve your goals? We’re here to help—no matter where you are in your journey.

Start by signing up for our free Career Coach & Job Search Mentoring Community. The current public community is designed to answer your basic questions with resources, worksheets, and group support at zero cost. Take advantage of regular office hours and webinars to keep moving forward.

Looking for more? Upgrade to our VIP Intensive community for a small monthly fee and enjoy everything the free group offers—plus extra office hours and exclusive webinars. With fewer members, you’ll receive more focused support and direct interaction with our coach to fast-track your progress.

Need truly personalized help? Book one-on-one coaching for tailored advice on resumes, interview prep, job search strategies, personal branding, and more. Choose a single session, a discounted two-session bundle, or reach out to discuss a custom multi-session plan at even greater savings.

Take your next step: sign up today, and let’s unlock your career potential together!

The post Why Networking is Important in Job Searching appeared first on craresources.

When preparing for an interview, most job seekers heavily focus on how to answer questions. But equally important is coming prepared with smart questions to ask in an interview. Not only does this show your interest and enthusiasm for the role, but it also helps you decide if the company and position are truly the right fit.

A point to note, many of our hiring managers will reject candidates for not asking thoughtful questions. While I don’t have official statistics on how often this occurs, it happens frequently enough that job seekers should know that not asking questions during the interview can be a deciding factor.

The questions you ask reveal to the interviewer that you are thoughtful, engaged, and serious about your future. More importantly, they give you valuable insights into the company culture, team dynamics, professional growth opportunities, and performance expectations.

Below are the best questions to ask in an interview to make a strong impression and gather the information you need.

Questions About the Role & Expectations

Understanding the responsibilities and objectives of the role is essential before you accept any job offer. Consider asking:

• What are the key responsibilities for this position?

• What would a typical day or week look like in this role?

• What are the immediate priorities for someone starting in this position?

• What are your expectations for me in the first 90 days?

• What does success look like in this position?

• How is performance measured, and what metrics or goals are used?

Why ask these? These questions help you assess what’s expected, how your performance will be evaluated, and whether the role aligns with your skills and strengths.

Questions About the Team & Company Culture

Every job is influenced by the work environment and the people you’ll be collaborating with. To get a feel for both, you might ask:

• Can you describe the company culture?

• What do you like best about working here?

• What are the biggest challenges the team is facing right now?

• Can you tell me more about the team I’ll be working with?

Why ask these? You’ll gain insight into the values, work style, and overall environment, which helps you gauge if you’ll thrive in the organization.

Questions About Growth & Development

A job should not only meet your current needs but also support your future career goals. Here are a few must-ask questions:

• What opportunities are there for professional development and career growth?

• How does the company support employees in developing new skills or advancing internally?

Why ask these? These questions show ambition and a long-term mindset, while also helping you evaluate if the company invests in its people.

Questions About the Hiring Process & Next Steps

Finally, don’t leave the interview without understanding what comes next. You can ask:

• What are the next steps in the hiring process?

• When can I expect to hear about the status of this position?

Why ask these? Clarity on the process demonstrates professionalism and helps manage your expectations.

Final Thoughts

Coming prepared with well-thought-out questions to ask in an interview serves two purposes. First, it is one of the best ways to leave a positive impression. And secondly, you are able to make sure the role is a good fit for you. Remember, a job interview is a two-way conversation. It is your chance to evaluate the company as much as it is the company’s chance to evaluate you.

By asking about role expectations, team culture, growth opportunities, and next steps, you’ll stand out as a confident, proactive candidate ready to take the next step in your career.

Do you need help preparing for an interview? We offer coaching. Feel free to sign up for one of our Live Interactive Webinars, Office Hours, Community, or one-to-one coaching.

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With over 1.1 billion members worldwide in 2025, LinkedIn has evolved far beyond its origins as a basic professional networking site. Today, it stands as a dynamic talent marketplace, offering a robust suite of sourcing tools, AI-driven matching algorithms, and advanced engagement channels. For hiring managers and talent acquisition professionals, true mastery of LinkedIn as a recruitment platform is no longer just about knowing how to use a platform. It is about strategically navigating and leveraging the most influential ecosystem for finding, engaging, and hiring top talent in the digital era. Here is how to use LinkedIn for recruitment effectively, with the latest best practices and features.

Build and Optimize Your Employer Brand

LinkedIn is a great platform for attracting top talent. High-quality candidates hand-select opportunities that align with their career goals. Therefore, to attract quality candidates and boost credibility, companies need to have an engaging company page that shares authentic content about the company culture. It should also clearly communicate flagship products, innovative projects, and share industry insights.

Define the Ideal Candidate Profile

Collaborate closely with internal HR staff, operational managers, and recruiters to define the specific skills, experience, and cultural attributes needed for each role.

You can also use LinkedIn’s data-driven insights to benchmark roles and identify the competencies that will drive success in your organization.

Use Advanced Search and AI Tools

LinkedIn has advanced search filters and Boolean operators to target candidates by title, skills, location, and more. AI-powered recommendations will surface candidates based on keywords as well as inferred relationships between skills and roles.

You will also be able to prioritize candidates with a higher likelihood of interest, as indicated by LinkedIn’s AI-driven engagement metrics. Sounds too good to be true? Metrics show it takes less than 5 minutes on average to find and engage with a qualified candidate on LinkedIn Recruiter. And when you have found candidates that you would like to engage, LinkedIn has AI-assisted messaging that will draft personalized outreach messages to increase response rates and save time.

Post and Promote Jobs Strategically

LinkedIn’s AI tools help craft compelling, keyword-rich job descriptions that maximize visibility and attract qualified applicants. Additionally, the platform makes it simple for candidates to apply, reducing friction and thus increasing application rates.

And if your application rates are lower than desired, you can engage sponsored job posts. Promoting job openings will reach a broader and more targeted audience.

Leverage Your Network and Employee Connections

Encourage employees to share job postings and refer candidates, creating warm introduction pathways that significantly outperform cold outreach. You can also engage with passive candidates by building relationships and keeping your talent pipeline active.

Analyze and Refine Your Recruitment Funnel

LinkedIn enables you to monitor conversion rates at every stage from profile views to replies, interviews, and hires. You can then use these insights to adapt your approach based on real-time analytics and feedback to optimize recruitment outcomes by refining targeting, messaging, and engagement strategies.

In Conclusion

By following these steps on how to use LinkedIn for recruitment, hiring managers can attract, engage, and hire top talent faster and more efficiently than ever before. The integration of AI, strategic networking, and continuous optimization makes LinkedIn the cornerstone of modern recruitment.

The post How to Use LinkedIn for Recruitment appeared first on craresources.

“Is LinkedIn Even Useful?” she asked. Adrienne had been searching for a new position for over a year. She had applied to what she described as hundreds of applications on LinkedIn as well as other platforms. 

Unfortunately, she had received zero interview requests from her LinkedIn applications. Why not?

LinkedIn has been a topic of debate regarding its effectiveness in today’s fast-evolving digital landscape. While some users find immense value in its networking and career-building capabilities, others question its relevance due to evolving user behavior and platform challenges. 

But can you separate the potential of the platform from the behavior of its users? Let’s dig into Adrienne’s question: “Is LinkedIn even useful?” to job seekers? 

The Case for LinkedIn’s Usefulness

Professional Networking and Opportunities

LinkedIn remains the leading platform for professional networking, with over 1 billion users and 67 million companies participating on the platform worldwide. The platform is particularly effective for job seekers and recruiters. LinkedIn connects you with colleagues, mentors, and industry leaders, proactively fostering career growth.

Recruiters often find LinkedIn invaluable. Many employers and recruiters use LinkedIn as a primary source for identifying suitable candidates. As an example of the quality of hiring results LinkedIn yields, Kinsta reports that employees sourced through the platform are 40% less likely to leave within six months. 

Kinsta’s statistics also reveal that 101 applications are submitted on LinkedIn every second. And for those of you who aren’t getting responses to your LinkedIn applications, these same statistics show that six people are hired every minute. 

But you have to be ‘findable’ 

Making your profile public increases your chances of being discovered by these hiring professionals. But when they land on your LinkedIn profile, ensuring it is ‘buttoned-up’ is important if you want them to take the next step…which, of course, is reaching out to you. 

I just saw a LinkedIn job seeker lament that she had lost her house. She went on to say that she had applied to over a thousand positions but received no offer. Her thoughts on why? Her CV wasn’t good enough. 

No…her LinkedIn profile wasn’t good enough. She hadn’t used her full name. There was no profile picture or banner, and she hadn’t fleshed out her work history or crafted a career story. Additionally, her posts were largely comprised of complaints about not finding a position (more on content in the next section). 

I keep telling folks…the job search has changed. Having a buttoned-up LinkedIn profile matters. 

I should note that even if you are gainfully employed, consider whether you would entertain a new position if it met certain qualifications. If you are open to new opportunities, having a public LinkedIn profile allows companies with exciting roles to find you. This passive approach can lead to unexpected and beneficial job offers even when you aren’t actively searching. 

Content Creation and Thought Leadership

If you are trying to build a professional brand, LinkedIn allows users to publish articles and posts that can position them as thought leaders in their industries. This is good news for professionals who want to develop their brand without investing in their own website or community platform. 

And a bonus? LinkedIn ranks highly with SEO crawlers because the domain has such a strong authority. Therefore, the articles you post on LinkedIn will be quickly indexed by search engines, providing long-term visibility to you.

One key point: Make sure your posts and articles are contributions to the industry. While everyone needs to vent occasionally, if your posts are consistently negative and unprofessional, the impact on your professional brand and candidacy will be extreme.

LinkedIn Supports Skill-Based Hiring Trends

For years, I have seen job seekers ask hiring teams to consider their skills and competency instead of the traditional credentials such as years’ experience in a role. 

I agree.

Employers should prioritize candidates’ actual abilities, competencies, and demonstrated skills over traditional credentials like college degrees or years of experience. After all, how many years someone has performed a task doesn’t necessarily translate into how good they are at performing the task. 

LinkedIn has integrated a range of features and technologies to actively support and scale skill-based hiring practices. One particular area Job Seekers should explore is LinkedIn Learning. This integration encourages candidates to continually learn and upskill, with the added bonus being that when courses or certifications are completed, the verified credentials are added to the user profiles. 

LinkedIn’s evolving platform infrastructure and tools are central to the shift toward skill-based hiring, enabling employers to broaden their talent search and focus on what candidates can do, not just where they have been or what degrees they hold. As a tangible example, in recent years, nearly 29% of job postings on LinkedIn have not required a professional degree, reflecting a shift toward valuing skills over formal education.

Global Reach and Demographics

LinkedIn’s global reach spans over 200 countries, with a diverse user base that includes professionals across industries. Notably, millennials make up a significant portion of its users, many of whom hold decision-making roles in our industry.

The net is this: Do you want your credentials to be in front of more professionals? LinkedIn gives you the ability to make your world smaller by growing your network and increasing your visibility.  

Criticisms of LinkedIn

Ghosting and Unprofessional Behavior

Some users report unprofessional experiences, such as being ghosted by recruiters or companies after interviews or sample submissions. 

I have also seen a lot of fraudulent activities on LinkedIn. Scammers create profiles claiming to be recruiters for large, reputable companies. They use company logos, official-sounding titles, and sometimes even copy real employees’ names. I have personally seen fake recruiter and hiring manager profiles. The VP of Janssen reached out to me directly, trying to recruit me! Of course, it wasn’t really the VP of Janssen, but my point is this: behavior such as this undermines trust in the LinkedIn platform as a reliable job-seeking tool. 

So be careful. And if something seems off, ask for a second set of eyes from someone who actually recruits on the platform.

Limited Engagement

Despite its large user base, engagement levels can be low. On average, users spend only 17 minutes per month on LinkedIn, making it challenging for content creators to maintain visibility.

But this proves you have to consistently be active if you want to connect with others. 

Conclusion

When used strategically, LinkedIn remains a powerful tool for professional networking, career advancement, and business development. It has a vast user base. And, the platform’s innovative features make it indispensable for many professionals and organizations. However, challenges such as low engagement rates, unprofessional interactions, and data privacy concerns highlight areas where the platform could improve.

Ultimately, the question “Is LinkedIn Even Useful?” depends on individual goals and how effectively one leverages the platform’s tools. For those willing to invest time in building connections and sharing valuable content, it can be a game-changer in their professional journey. For others who find its benefits diminishing due to poor experiences or limited engagement, alternative platforms or strategies may be worth exploring.

If you are applying to what seems like hundreds of positions but not receiving responses, join our free community and ask for help. We are here for you.

The post Job Seekers: Is LinkedIn Even Useful? appeared first on craresources.

According to research conducted by Zippia, 82% of people don’t have a time management system. Wow…how do these folks keep organized at work? My guess is that they don’t, and Zippia’s research agrees by confirming that only 20% of the people polled feel their daily work is under control. 

Time Management Vs Organizational Skills

Perhaps the foundational issue is that most individuals think time management and organizational skills are the same. It is important to note that the act of organizing deals with things while time management deals with the prioritization of and time it takes to do things. Said differently, you can organize your closet, the papers on your desk, or your kitchen cabinets. You can even organize a list of tasks, but leveraging time management will help you increase efficiency by prioritizing the tasks that are more urgent and important. Time management will then enable you to plan when you will perform urgent and important tasks so that they can be completed within a certain timeframe.

A key element to the success of any professional is having strong organizational skills. Likewise, having the ability to prioritize and plan your work is also important. Therefore it is safe to say that organization and time management are quite related. And when it comes to how folks keep organized at work, they have to employ both in order to be successful. 

Here are some great ways to practice both to keep organized at work. 

Make Lists…and Appropriately Prioritize Them

Regardless of whether you make lists on paper, on your phone, or another type of ‘to-do’ or task program, creating lists is a fantastic way to track what needs to be done. Outside of my work-related task list, I write on my fridge. My brain goes into overdrive when I am working in the kitchen so I keep a jar of dry-erase markers on the counter and make lists on my stainless(ish) fridge. If you like this idea but don’t want to write on your appliances, buy a magnetic dry-erase board that will stick to your fridge or hang a small whiteboard in your office, the kitchen, or the family room. The wonderful thing about having such a dynamic and visible venue is that the entire family can participate. 

The art of prioritization…

When it comes to prioritizing your tasks, consider each item in terms of urgency and importance. Why? Because you are going to have ‘urgent’ tasks that really aren’t that important and can be ditched, deprioritized, or delegated. Alternatively, there may be some extremely important projects or tasks that aren’t immediately due. But because of their importance, you can book work sessions on your calendar so that you meet future deadlines without scrambling at the last minute. 

This methodology of prioritization is known as the Eisenhower Matrix and it is highly effective. To note which tasks are important and/or urgent, I add two columns to the left of the list of projects or tasks. I put a tick next to the important tasks in the ‘importance’ column. I then assess the tasks and tick any that are urgent in the ‘urgent’ column. I repeat this process until all of the tasks have been assessed for urgency and importance.  

The tasks that get both ‘important’ and ‘urgent’ ticks get done first. The tasks that are ticked as important but not urgent get scheduled as work sessions on my calendar. Those items that are not important but are urgent I tend to delegate. And anything that isn’t urgent or important is usually ditched. 

Manage Your Email…Don’t Let It Manage You

Email is an important tool, but sending and receiving email can take up a large chunk of your workday. I find that the more I work in my inbox, the more emails I receive. It appears I am not alone as current statistics show that during a traditional work week, the average person receives almost 400 emails. Sometimes I feel like I receive that many per day! 

The simple act of deciding which email to prioritize can be a challenge, so establishing a strategy or process is important if you want to keep organized at work. 

Identify Communication Channels Based on Urgency and Importance

Some communications are urgent. Others are important but not urgent. And unfortunately, some communications are just a waste of time. When it comes to managing your email, start with establishing an overall communication policy. Establishing a clear communication plan helps you to set ground rules as to what should come through email versus other channels of communication. 

For example, if you need to be immediately available to handle escalations, establish a well-communicated policy that all time-sensitive communications should come through a method outside of email like Skype, Slack, Text, TEAMS, or whatever other venue your team uses for urgent communications.

But be firm on this rule because you don’t want your team using the ‘urgent’ or time-sensitive communication venues for less urgent items. 

Color Code Your Emails

Microsoft has a conditional formatting option that I love (love love love). It was a game changer for me when I realized I was able to color-code emails received. For example, I have a specific font and color set up for all of my team members so when any of them send an email to me, their emails show up in a hot pink bolded font. Here is a snippet of what it looks like in my inbox and it makes it really easy to prioritize (or deprioritize) emails sent by my team members.  

I use a different color and font for all of my clients, which means I can go directly to those emails and address them within a very short timeframe. Likewise, emails sent to generic email boxes like our recruiting box, invoicing box, or marketing box are color-coded differently. 

Being able to prioritize (or deprioritize) my email helps me keep organized at work…and in my personal life.

Consider compartmentalizing

One of my beloved mentors, Beth, schedules ‘email’ time as appointments. She books 45 minutes in the morning and 45 minutes in the afternoon to just work her email. And she honors that time. She will not allow anyone to book over the appointments and she is disciplined in only checking her email during that time. 

I love this approach. 

Unless your position’s primary function is to manage an email box (like my Sourcers manage our recruiting email box), scheduling your email time should be doable. Especially if you have established a venue with your team on how to handle urgent or time-sensitive issues and also use Microsoft’s color coding to help identify which emails should be addressed first.

There are two side benefits of scheduling your email time. First, you can shut down your email tool when you aren’t working in it. Shutting down your email means that you won’t get distracted when that silly notification pops up in the corner of your screen telling you that you just received a new email. Second, knowing that you have a scheduled time slot for managing your email will keep you from disrupting your workflow by randomly checking your email throughout the day. 

Compartmentalizing will help eliminate distractions from your day, while still giving you ample time to address important emails.

Pretend you are an Air Traffic Controller

Air traffic controllers can’t leave an airplane hanging in the air or sitting on the tarmac. They have to deal with every single plane within their purview…every single time. I recommend you handle email with a similar mindset by making a rule that if you touch an email, you deal with it in some way. This doesn’t mean that you should respond to every email. And it also doesn’t mean that for those emails that do need a response you have to do it right away. However, you should have a methodology to prioritize your email so that you can deal with each message appropriately. 

Most emails will fall into one of four categories: They get deleted (or spammed), filed into a folder, responded to immediately, or flagged for future follow-up. The benefit of categorizing each email as you open it is that you won’t have to touch it again until you need to. Which, of course, will make you more efficient. 

For those emails that need follow-up, I use Microsoft’s categories to group them. For example, I use purple for proposals, red to indicate that I need to do something but it isn’t currently time-sensitive and green for those with a topic I want to address with the team during our next huddle. And if the follow-ups are time-sensitive, use Microsoft’s Follow-up flag feature so that you get a reminder when you need to actually follow up on the email. 

Calendars 

Calendars don’t have to be just for appointments. If you have an upcoming deadline, consider scheduling a recurring meeting leading up to the deadline. For example, let’s say that I am presenting a webinar to the ACRP two weeks from Friday. I will schedule a recurring appointment that blocks at least three chunks of time on my calendar. Two of those calendar blocks will be work sessions to prepare for the webinar and the third calendar block will be for the actual presentation.  

CRAs can employ this method backwards. For example, if you have a site visit tomorrow, book your calendar for the visit but make it recurring, blocking future time on your calendar to write the report, follow up on outstanding queries and tasks, etc. 

As a side note, I find that having my entire schedule in one place makes it easier to have balance. So I synch all of my calendars as well as block my calendar with chunks of time for exercise or other personal activities that are important to me. 

You should also consider using the same color coding on your calendar as you do with your emails. That way, you can easily see which appointments are with clients versus team members. You will also be able to quickly identify upcoming deadlines or time blocked for work sessions. 

Know When to Delegate

Being the owner of a task or project doesn’t mean you have to be the ‘doer’ of that task or project. Being the owner just means you are responsible for getting the work done. When tasks are not urgent or not of high importance, consider delegating them. 

Delegating is good for those you delegate to. When you delegate, you are showing your team members that you trust and appreciate them. And in many ways, you are teaching someone a new skill. So where possible (and with proper oversight) delegate tasks so that you can focus on items that are more important and urgent while empowering and developing team members. 

In Conclusion

When you can keep organized at work, you will be more likely to accomplish your personal and career goals. You will also improve your work-life balance, increase your productivity, and reduce your anxiety. 

We hope you find our tips beneficial but feel free to contact us if you have questions or need support!

The post How to Keep Organized at Work appeared first on craresources.

It is standard practice for interviewers to open up the discussion with a question like “Tell me about yourself” or “Walk me through your resume.” I like starting an interview this way for a couple of reasons. First, answering this question typically puts the candidate at ease. And second, the applicant will provide the most important of his/her experience, thus giving me an idea of what he/she is looking for. While there are certain key points you want to make when answering these introductory questions, it is important to know what not to say in a job interview.

While this seems like a benign topic, we just had a very seasoned contract CRA who faceplanted during what should have been a simple interview.  Why? Because she talked about experiences that weren’t on her resume.

The very experienced CRA may be thinking – “there is no way I can include everything on my resume”. We agree. So how do you know what should be included on your resume (and thus be prepared to discuss during the interview)? What other aspects of your brand should you also consider tweaking? And the most important question – how do you know what not to say in a job interview?

You may think my questions are pedestrian. But the answers to them will make or break your results. Check out our latest roundtable where we dig into all the things you should avoid talking about during the interview.

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The post Roundtable: What Not to Say in a Job Interview appeared first on craresources.

Even experienced professionals make job search mistakes. I am continually amazed at how many times a fully qualified candidate has missed out on a job opportunity for reasons other than their skills and qualifications. If you are consistently being ghosted or rejected, perhaps you are guilty of making one or more of the most common job search mistakes.  

Let me take you through them as well as explain why they matter.  

Follow the Job Application Instructions

I know, I know…it seems silly to even bring this topic up. But you wouldn’t believe the number of people who don’t follow the job application instructions.  

Perhaps these candidates feel they will stand out when compared to the other candidates because they approached the process differently. Or (and more likely), perhaps they are underqualified, and therefore don’t have the minimum requirements needed to apply. Or they are overqualified and feel a sense of superiority, that they are above the effort required to adhere to a process when their resume speaks for itself.

Not following directions may cause delays or rejection

Application processes exist to make it easy for the hiring managers to filter through the submittals and to effectively route candidates through the hiring process. There are those who would tell you to skip the application process and reach out directly to the hiring manager or CEO of the company. 

But don’t do this! For example, if you call me directly to express an interest in an open position, I will have to route you through to the team who handles the initial triage and job requirements verification for our open positions.  

By stepping outside of the process, you just sabotaged the effectiveness of your job search by adding an extra step. And of course, this extra step will cause a delay in you being considered as a candidate.  

It also shows me that you are not likely to follow directions or adhere to company policies if awarded the position. 

Following directions shows you have confidence in your own merits

It should be noted that when you do follow the directions on how to apply for a job, you show your potential employer that you are someone who is not only cooperative, but also someone who can and will adhere to company policies.

Most importantly, however, following the directions shows that you don’t need to play games or by-pass the application system because you can stand on your own merit and qualifications. 

By the way, don’t take this advice to say that you shouldn’t use your network while conducting your job search. Follow the application directions first and then reach out to your network for that added personal plug. 

Be Sure To Run Grammar And Spell Checks On All Correspondence

At this point you may be calling me Captain Obvious, but trust me…more of you need to be doing this. I just rejected someone today who clearly doesn’t know how to use bullets.  

Typos show carelessness, lack of attention to details, and that you are “okay” with submitting poor quality deliverables to your employer. The use of poor grammar makes us question your language skills, makes you appear sloppy, and will leave the hiring manager wondering if you are able to effectively interact with the client. 

And it goes beyond the resume

Grammar and spell checks shouldn’t stop with your resume, but should carry through on all your email correspondence, cover letters, and any other writing samples your job recruiter or potential employer requests. 

Oh – and this includes the use of slang during the job search! Submitting a resume or application is not the time to be informal. In many cases I will ask questions through email in order to obtain a writing sample and I can’t tell you how many times I rejected an otherwise qualified candidate because he or she used some type of slang, smiley face, or other informality in their email response (y’all is a big one I see in the South).

If it is requested to include your salary requirements, please do

Don’t be one of those candidates who believe that your credentials are so great that the hiring manager will offer you whatever you are asking after they have gotten to know you throughout the interview process. 

Perhaps you do have amazing qualifications, but the reality is that the company has a budget, and you shouldn’t waste their time (or yours) if your salary requirements are too expensive for their financial plan. If you are truly flexible on your salary requirements because other things are more important to you (experience, career growth opportunity, better work environment, better location, travel, etc.), then be sure to state that in your submission. 

You might be flexible in your salary requirements, but if providing your salary requirements is part of the application process, you should follow the application directions and provide what your expectations are. Not sure what your compensation or requested Contract CRA hourly rate should be? We can help. 

Customize your resume and cover letter for every application

A written objective in a resume can be the death of a candidate. I was hiring a Backoffice team member and one particular applicant’s objective stated ‘To obtain an entry level position as a financial analyst in a company where I will be able to grow and meet new challenges’. 

Not a bad objective, right? The problem is he was applying for a position with me as a recruiter. 

Hmmmm….. 

I cannot even begin to tell you how often I receive a resume and application for one job type when the resume’s objective indicates the candidate is clearly looking for a different job type!  This is an immediate turn off and will get your application rejected every time. 

You have heard me say it before but it is worth repeating: There isn’t a hiring manager alive that doesn’t want to believe that you have hand selected their opportunity.  Okay – so maybe you are submitting hundreds of positions, but don’t make it obvious!  Always tailor your resume to draw the hiring manager’s attention to how you meet their job requirements – point by point. 

Additionally, don’t underestimate the value of a well written and tailored cover letter. Your cover letter is your calling card and should give the hiring manager the impression you have hand-picked this position. In addition, it is incredibly important to articulate how you believe working for this particular company in this particular position will enable you to obtain certain skills and experiences, and how it will assist you in meeting your overall career objectives.

Never leave unexplained gaps in your employment in your resume

Every hiring manager will want to know why gaps in employment history exist. 

Every time. 

No exception. 

Don’t leave the reasons for the employment gaps up for the hiring manager’s imagination!

Don’t apply for positions where you are seriously underqualified

I rejected a candidate once who clearly met none (zero…zilch) of the minimum job requirements and her response to me was “well, it didn’t hurt to try!” 

Yes it does. 

Applying for positions when you are seriously underqualified shows poor judgment.  It will not only get you rejected from that position but will keep you from being considered for other, future opportunities within the same company…even those future opportunities you may be qualified for. 

This advice doesn’t apply to those who are only slightly underqualified. It is okay to dream and shoot high, but be smart about it. Many hiring managers are willing to consider candidates who are only slightly underqualified, so if you are missing one key requirement or come slightly short on the years of experience, then by all means apply for the position. However (and this part of the recruiting tip is very important), you need to own the limitation by clearly calling that weakness out in your cover letter. In addition, make sure you describe how other skills will compensate for that weakness and how you will still be effective and successful in the position.

Don’t apply for positions where you are way overqualified

…without explanation. The question I always have for candidates who fall in this category: ‘Why are you applying for a position you are clearly overqualified for?’. 

If you are purposely looking to step back out of passion:

Sometimes we see senior level candidates apply for CRA positions because they have made a decision to step back into the role because they truly love it. And if that is the case, then wonderful! We love working with CRAs who love the role. But please tell us that when you apply, because if no explanation is offered, you are allowing our imagination to run wild.

For those of you who just need a position:

I do understand. Sometimes things happen and you just need a job and are willing to step back into a more junior role. But be careful and explain the ‘why’ when it comes to applying for positions you are well overqualified for during the job search. The hiring manager will be concerned about many things, including:

• You will become bored in the position and become frustrated or start feeling “stuck”
• You will abandon the position as soon as something at your level becomes available
• You are going to be dissatisfied with the compensation
• You will be embarrassed to “take a step back”

And the hiring manager may wonder if you will be able to take work direction from younger, lesser qualified people. 

If you have decided to apply for a position you are overqualified to do, you should openly state why you want the job (needing to cut back on hours for family reasons, have decided on a career path change, or even because you have been out of work for a while and need some income, etc.). Then be sure to address those reasons in your well-tailored cover letter.

Communicate. Communicate. Communicate.

Additionally, it is critically important for you to call out that you know you are overqualified and be sure to address the potential objections a hiring manager will have up front in your cover letter. By dealing with potential objections and concerns up front, you are more likely to obtain that coveted interview.

Don’t use gimmicks to draw attention to your resume

No one wants to see your picture on your resume unless you are applying to be a supermodel. Don’t add zippy graphics or get creative with the font or format unless, of course, you are applying to be a graphic designer. In addition, no one cares that your hobby is rock climbing, water skiing, or taking long walks on the beach. 

Make sure your resume looks clean and professional and all the content is relevant to the position you are seeking. One last note: don’t include extras when they aren’t requested such as copies of your training certificates and bios of your life story. Especially if those extras do not have relevance to the position.

In all cases, think about how you come across!

Please realize that you are selling yourself in every interaction. For example, think about the email address you are using. I once immediately rejected a candidate because her email address was “divaprincess”. 

Did I really want to take a chance on assimilating someone who believes she is a diva into my well-oiled machine? Absolutely not! 

Additionally, make sure your voicemail message is professional and if music is played while the caller is waiting, please select an appropriate song. If you need to leave a voicemail for a hiring manager, think it out, write it down, and rehearse it. If the hiring manager has scheduled a call with you, be prepared. 

Finally, do not include silly things like confetti in your submission packet or put your resume on brightly colored or perfumed paper. You should appear professional in every interaction.

We hope this helps! If you are a CRA and need some advice on how to avoid typical job search mistakes, feel free to reach out. We are here to help! 

The post 9 Fatal Job Search Mistakes to Avoid appeared first on craresources.