Most job seekers make the same mistake: drowning recruiters and hiring managers in facts instead of capturing their attention with stories. LaQuita Cleare, who's coached CEOs across 60 countries on the art of storytelling, joined LinkedIn News Editor Andrew Seaman on the latest episode of his weekly #GetHired podcast to share her lessons for job seekers. She says: 🎯 Your story is your only true differentiator - no one can copy your narrative 📝 LinkedIn profiles are "wasted real estate" when filled with dry facts 🎭 Stories are scientifically proven to be more memorable than information 💡 Start with "defining moments" that align with your target role 🚫 Stop trying to be "all things to all people" Check out the full interview to learn how to identify your defining moments and craft stories that land interviews at the link below!
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🧠 What's the new job interview question to sweat over? Forget about explaining your greatest weakness, employers now want to know how you're using AI. This week on Get Hired with Andrew Seaman, Korn Ferry VP Amy Schultz joins Andrew to tackle one of the most confusing — and increasingly common — questions in the modern job search: how to talk about AI in interviews. They dig into: ✅ What AI adoption really looks like inside companies today ✅ How job seekers can build and showcase AI fluency (even without a tech background) ✅ What to ask recruiters and hiring managers about their AI roadmap ✅ Why it’s OK to start small — and still be a great candidate Amy also shares fascinating findings from Korn Ferry’s new 2025 Reality Check survey, including a major disconnect between leaders and employees on AI readiness and what that means for the future of work. Check out a transcript of the conversation at the link below. You can listen to the episode on your favorite podcast platform by clicking here: https://lnkd.in/gDDjdKfr
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Hiring managers want to hear solutions, not soliloquies. Job search coach Bernadette Pawlik says to relay "what you delivered" and "how you delivered it." She recommends asking yourself about what your job looked like when you started, and how it looked when you left. After you identify the differences, think about how you achieved them. That's a core portion of your answers in interviews. Pawlik also says on LinkedIn to find the best verbs for your answer. After giving your answer, pause. That allows the interviewer to ask for more or keep things moving. 👉 Read Pawlik's full post below. https://lnkd.in/p/eKJqjg8W
Career Strategist/Job Search Coach/LinkedIn & Resume Reviews/Interview Expert/Verifiable Full Cycle Executive Recruiting Experience
The STAR method and its variations have limitations. It can be like telling the recruiter or hiring manager how you built the watch, when what they really want to know is: What time is it, and how did you choose that watch? Now, for thinking through a professional trajectory, the STAR method is darn useful. An internal process might be something like this: . When I started this role, what did I find? When I left this role, what was different, and how did I achieve that? . What verbs would apply to this achievement: Created, initiated, delegated, executed? . And, what I call "The North Star" question: When I reflect upon this experience, what makes me most proud? (And, the answer can be quite different from what you achieved in business terms.) However, what I know from having interviewed countless executives and receiving feedback from executive hiring teams is this: No one has the time to listen to an odyssey...they don't. They are listening for solutions that apply to their problems and this time. So I suggest this: What you delivered, how you delivered it. E.g., I increased sales by 20% by holding global Zoom calls with all our sales teams every Friday. Then pause (or, for the love of God, pause!). And then wait for an expression of interest or their follow-up question. Alternatively, ask: Could I elaborate upon the context of this achievement? Using this approach instead of 5 winding STAR (or equivalent thereof) stories, you can leave the interviewed knowing you delivered many more times, and they will ask you to elaborate on the achievements most relevant to them. (The Algo Beast loves comments. So since I don't pod, I'd appreciate them. Thanks!) #Interviewing, #jobsearch, #RecruitingInsider, #executiverecruiting
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Artificial intelligence can aid your human outreach. Experts told Fast Company that job seekers should dispatch AI to find people to connect with. Tell the chatbot which companies and roles you're looking for, and that you're interested in finding people to contact. Ask it to make a list of possible contacts and their information. Once you have a list, use AI to help create email or cold contact templates. One expert advises thinking of AI as your assistant during the job hunt. Read more: https://lnkd.in/dM24PRXE Summary ✍: Todd Dybas
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Madeline Mann, author of "Reverse the Search: How to Turn Job Seeking into Job Shopping" (https://lnkd.in/gv4Ck3Za), suggests that job seekers flip the conventional job search wisdom on its head. She told LinkedIn News Editor Andrew Seaman on the latest episode of hsi weekly #GetHired podcast that the answer to radio silence during your job search isn't that you need to send out MORE applications. The problem is your approach. The full transcript and links to the episode are in the article below ⬇️
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Beware of saying the wrong thing on your resume. Career coach Austin Belcak recommends avoiding phrases like "responsible for" or "team player." He says on LinkedIn that the first is passive, which undercuts an opportunity for your resume to show impact instead of suggesting it. Being a team player is a positive. However, Belcak notes the phrase is vague. Instead, explain who you collaborated with — whether within a team or across teams — and the outcome you drove while working together. More broadly, Belcak advises skipping phrases that anyone could say and using only those specific to your abilities and skills. 👉 Read Belcak's full post below. Summary ✍: Todd Dybas
I Teach People How To Land Amazing Jobs Without Applying Online // Ready To Land A Great Role In Less Time (With A $44K+ Raise)? Head To 👉 CultivatedCulture.com/Coaching
I've reviewed thousands of resumes. 90% of them include at least one of these phrases. If you're one of them, you're losing out on job interviews. Here are 8 phrases you should avoid (and what you should say instead): 1. “Responsible for…” This phrase is passive and doesn’t convey impact. Hiring managers want to see ownership and outcomes. ✅ Instead: Use action verbs like “Led” or “Spearheaded” to show initiative. For Example ➤ “Led cross-functional team to launch a new onboarding system that reduced ramp time by 40%.” 2. “Team player” It’s vague and overused. Show how you actually collaborated. ✅ Instead: Use “Partnered with…” to highlight real teamwork. For Example ➤ “Partnered with engineering to resolve a site reliability issue, cutting downtime by 60%.” 3. “Hard worker” Everyone says it, few prove it. Let your actions speak for your effort. ✅ Instead: Use phrasing like “Put in extra hours to complete…” For Example ➤ “Put in extra hours to complete a product relaunch two weeks early, increasing traffic by 22%.” 4. “Detail-oriented” You’re saying it, but not showing it. ✅ Instead: Start with “Created detailed…” and back it up with results. For Example ➤ “Created detailed SOP documentation that reduced onboarding time by 30%.” 5. “Go Getter” Buzzwords don’t land, specific examples do. ✅ Instead: Try “Took the lead on…” to show real initiative. For Example ➤ “Took the lead on a customer research project that informed a successful rebrand.” 6. “Results-driven” Good resumes show results, they don’t say them. ✅ Instead: Use “Increased [Metric]…” to spotlight impact. For Example ➤ “Increased client retention by 18% through a new onboarding workflow.” 7. “Great communicator” Too general. What did you communicate, and to whom? ✅ Instead: Use “Presented…” to anchor your communication skills in context. For Example ➤ “Presented campaign performance to stakeholders, influencing a $250K budget increase.” 8. “Self starter” It’s a cliché. Initiative is better shown than stated. ✅ Instead: Use “Proactively created…” to demonstrate action. For Example ➤ “Proactively created a resource hub that cut down repeat questions by 40%.” Final Tip: If a phrase feels like something anyone could say… replace it with something only you can. —— 🔵 Ready to land your dream job? Click here to learn more about how we help people land amazing jobs in ~15.5 weeks with a $44k raise: https://lnkd.in/gdysHr-r
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Employers are acting tough in the hiring process. The Wall Street Journal reports that newer job listings often emphasize arduous days filled with high demands and long hours. That's a change from the post-pandemic hiring frenzy flush with perks including remote or hybrid work and other enticements. One expert told The Journal that corporations are "testing the limits" of what they can get from employees — whether they are established or new. One possible upside is that early, transparent conversations lead to reduced turnover because of better alignment. Read more: https://lnkd.in/e6EPhb3V Summary ✍: Todd Dybas
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Being specific helps you get hired. Career coach Erin Lewber says on LinkedIn that we hire specialists in our personal lives, and the same concept holds true during a job search. Alignment between your job title and the job description helps accomplish one of the most important aspects of a job hunt: easily connecting the dots for employers. It allows the audience to understand — clearly and quickly — what kind of candidate they're looking at. 👉 Read Lewber's full post below. Summary ✍: Todd Dybas
Career Pivot and Women's Leadership ◈ Sales Leader @ Amazon ◈ Helping women (especially moms!) pivot careers, get promoted, and lead authentically ◈ Mom x 2
💻 Which person would you want doing your taxes? The professional dog groomer-accountant-knee surgeon? OR The Certified Professional Accountant (CPA)? ———————————————————— 🐶 Which person would you hire to groom your dog? The professional dog groomer-accountant-knee surgeon? OR The professional dog groomer? ———————————————————— 👩⚕️ Which person would you want operating on your knee? The professional dog groomer-accountant-knee surgeon? OR The knee surgeon? ———————————————————— In each case, you probably picked the person who had one specialty, not many of them. When someone has one specialty, we infer that skill is exactly what they’re good at. No question. One specialty doesn’t mean that’s *all* they’re good at either; it just means that’s what they’re choosing to focus on, promote, and message. The same is true for you. If you’re a project manager, customer success manager, coach, facilitator, curriculum developer... And your competition’s title says curriculum developer... Who looks like the specialist? Who do you think will get the call for a curriculum development job interview? When you “can’t decide” on a role....your audience can’t decide on where you fit and where you’re a specialist. Pick a focus. As in ONE. It will be one of the best decisions you’ll make in your job search. #careerchange #teachertransition #transitioningteachers
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Use AI to grow your job search strategy, not churn out mundane application materials. That's the advice of experts who talked to Justin Sablich of Forbes. They warn that AI can generate a plainness that derails job candidates in competitive pools. Instead, use AI to help expand your search by asking it to identify alternative job titles or companies that may be a fit. The technology is also helpful for interview preparation and research. It can predict possible interview questions specific to a company and role. But don't use its generated answers during an interview. Instead, review and personalize the suggestions. Read more: https://lnkd.in/efQfghCv Summary ✍: Todd Dybas
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Fight salary negotiation nerves by having a strategy. Career coach Sho Dewan says in Forbes that understanding the market value for the position will help you negotiate from a place of power. Know what delivers your value — skills, experience, etc. — then practice relaying those points before negotiating. And, don't rush. Dewan says anxiety can create speed, which then leads to bad answers or decisions. If someone presents a salary number and asks for your thoughts, take a breath then lean on your preparation to counter. Read more: https://lnkd.in/gUeTVBUJ Summary ✍: Todd Dybas