How can you help job seekers stand out in the application process?

It's okay to adjust a title to better suit the role. Often titles at companies don't make any sense so it's ok to lightly adjust that to help a recruiter understand what you did. Don't lie, but it's ok to make it easier to see how your role did indeed translate to what you're applying for. Digital Marketing Manager is easier to understand than Quality Specialist

With hundreds of applicants for a single position, how can you make your application rise to the top? Here's an unconventional take: Infuse your personality. Yes, you read that right. While qualifications and experience are important, they can be found on any well-crafted resume. What can't be replicated? Your unique personality. Write your cover letter like a story. A tantalizing narrative of your professional journey that dares the reader to stop before the end. Make your resume a character sketch - not just of what you've done, but of who you are and what you bring to the table.

Applying for a job online is the least effective way to land a job for 2 reasons (1) competing with 1000's of others ... with the same resume. You can only do so much on a resume (2) ATSs and other "gates" in the hiring funnel will eliminate 95%+ of all applications - regardless of how good the application/resume is. However, if you want to apply online and want to stand out do this: - Do not just submit a generic resume that is a career history statement... - Tailor your resume to the job ensuring it is the "answer sheet" to the job description or ad. - State your skills and give an example of excellence i.e. you achieved excellence in each skill, with quantifiable information - Tailor your cover letter to the company's values and goals.

Do self assessment. Let them understand their strengths and areas of improvement. Let them understand their passions, hobbies, ambitions, dreams and wishes. Then, guide them to explore career options and possibilities relevant to their ambitions and passions. Let them set career goals and how to develop them, how to achieve them. Take them through the process of understanding different industries and sectors, different jobs and professions, professional networking, make uses of LinkedIn. Lastly, customise their resume and cover letter relevant to job advert requirements.

I disagree about tweaking job titles to suit a role: hiring managers/recruiters may verify your prior employment by contacting the HR department of any, and if the title on your resume doesn't match what's on the organization's records, you look like you are hiding something. Better to use the bullets under each title highlighting your impact, which will elicit the nature of the work you did [much more effectively than task lists, which should be banned from resumes as they show what you were ASSIGNED, not if or how well you did it]. Tailoring the resume and cover letter for each job IS critical. Too many applicants recap their career history with little regard for how that prepares them to succeed in the specific job they are applying for.

Most people don't invest enough effort in resume preparation. I'm an executive recruiter and I always offer candidates the opportunity to tweak their resume before we send it to the hiring manager. We even give specific suggestions. But very few take us up on our offer - which is a shame - as those that do so are much more likely to get invited for an interview. A recent candidate for a VP position made that effort - and even asked me for my assistance to see if anything should be changed. He went the exra mile. And he was hired.

I believe that having a strong personal brand online can help your application stand out. Most hiring managers will review a LinkedIn profile before meeting a candidate for interview, so this can reinforce your application. Ensure your online presence showcases your talents and is tailored where possible to highlight your transferable skills and experience.

Atualmente as redes sociais são muito mais que entretenimento, elas são a vitrine de pessoas e quando um recrutador é atraído para um perfil, o que ele vai encontrar? Sempre oriento meus clientes a serem coerentes e responsáveis com suas redes, para que aproveitem a oportunidade de exaltar seus talentos, falar sobre o que sabem e assim, construírem uma presença on-line que vá colaborar com sua carreira. Posiciona-se corretamente, principalmente, nas redes profissionais, pode ser decisivo num processo de seleção.

Everything about your profile should reinforce what you want recruiters and hiring managers for your dream job to know about you. The goal is for your on line persona to be the exact match for your IDEAL job. Not what you've always done - what you WANT to be doing. You get to decide which roles are best for you and the easiest way to do that is to attract the rights roles to your in box.

Let's be clear, the majority of people who are getting great jobs are not writing blogs so let me start there. Certainly, enhancing your portfolio and online presence can help you build your personal brand and ensure that you "stand-out". I recommend that every career professional use their LinkedIn profile page as their professional landing page. Ensure it is properly optimised. Unless you are building a personal brand or you are in tech, you should not be too concerned about other forms of online portfolio development. This is the real truth, despite what AI says. I may just write my next newsletter on this topic. Follow me and Ring my bell 🔔for more wisdom and insights regarding your career success.

If you have an in person interview, I always suggest to bring "show and tell material". Don't just talk - but demonstrate and display. One of my candidates for a VP sales role in a medical field once showed the CEO an Excel list of all the companies he sold to in their field. The CEO was blown away - and the candidate was hired.

I have found it helpful to use mock interviews to prepare especially for new entrants into the job markets to go through a general format of an interview, what questions to expect and how to prepare for them. Showcasing skills needed, the right attitude and enthusiasm for the company. Approaching the interview as a discussion helps manage nervousness.

For late stage interviews, something that has worked really well for me and my clients is showing the value you're going to add - this can take the form of you creating a high-level year one plan of the key things you want to focus on or even a 90-day onboarding plan that shows your initial thinking for how you're planning on making an immediate impact. Do the things that no other candidate might think about doing. Put it in the company's brand. Show how serious you are about being a star team member.

Preparation and Practice! So much time is spent of the front-end of the Job Search process with a focus on landing an interview, but then, the same effort is not applied to the main event - the interview. Interview prep goes beyond a quick review of the company's website and reviewing the interviewer's LinkedIn profiles. It's about you demonstrating your Abilities, Results and Impact that align with the opportunity. It's about clearly showing how you're the solution to their business problem. It's also about you interviewing them to ensure that the opportunity aligns with your goals/objectives. Prepare and practice your responses - out loud. Video, mock interviews are all very helpful. Also, time yourself! You are the solution!

As a career coach, you can help your client put the pieces of their preparation together. For instance, as they brainstorm key achievements to write on a resume, remind them that many of those achievements will form the basis of the STAR stories they can share in interviews. Getting them to think of the entire process early will allow them to feel they are making progress, even while stuck in the cycle of waiting to hear back from applications.

Some clients only walk through our doors for the first time after weeks or months on the job hunt. By this point, it's not uncommon for them to admit feeling lost, defeated, or even worthless due to a lack of desired results. Our first priority as career advisors is to listen to their experience of the job search without judgement. We can then understand whether to focus discussion on reframing self-limiting beliefs, identifying skills and achievements to instill confidence, testing alternative strategies to better address the challenges of today's labour market, or some combination of the above. Taking that first step to contextualize a client's situation is integral to co-creating an informed and actionable plan geared for success.

Everyone wants confidence and resilience in the job search process and we know that job hunters who've got both have much better outcomes. That said, it's hard to wave a magic wand and ✨VOILA!✨ you've got confidence! The big question is where confidence comes from. As a career coach, I help my clients build confidence by identify their successes. Confidence is the happy byproduct of naming their skills, putting them in context, and practicing how to talk about them out loud. Resilience then comes from understanding what is in our control (our skills, actions, goals, and thoughts) and what is not (the job market, the economy, the behavior of a recruiter). Once we are clear on that, it's much easier to stay motivated and keep going!

The first thing I do when working with students who are struggling with their job/internship search is normalize their experience. Not everyone is going to get back to them, and the goal shouldn't be 100% reply rate. I help students focus on what they can control and encourage them to diversity their job search activities so that they aren't simply spam-applying on-line. Job search support groups are helpful in not feeling alone in their feelings and experiences. Just like study groups help, apply the same logic to the job search. Not everyone is looking for the same position, and you can take a divide and conquer approach to attending events which leads to more information about various opportunities.

Confidence and resilience are acquired after a thorough and integrated career coaching process where clearly defined outputs are set and tracked. Many clients need to start with understanding technical and behavioural competencies and defining their own. Once these are understood and strengths and expertise has been clearly delineated clients need to be trained to articulate their value add and confidently answer the question "Why should we employ you" Resilience links to being aware that the job market requires perseverance and that there will most likely be some frustrations, however these are common.

Resilience is key when facing life experiences that lead to successive failures or breaks that force people to rethink their lives, redefine their professional profile, in short, reinvent themselves. Even before defining the professional objective, and also throughout the entire job search itinerary, it is essential to enhance the person's resilience. The key is to become aware that you have the strategies and tools to direct your own life, you just need a point of support. Figures who offer career guidance can become resilience tutors and promote the person's flourishing and encourage them to believe in themselves again, recognize their strengths, identify their areas of improvement and approach their job search more efficient way.

Interview prep with a career coach is a great way to gain confidence and polish your skills. Think of it as a test run before the actual interview. As a coach, I can recreate the environment for you and ask similar questions, so you as the client can already start to imagine how you will answer during the real thing. The great thing is you can practice even before you have an interview arranged, so you will be prepared for any and all opportunities.

Tout à fait d'accord. J'utilise un protocole de détection des talents naturels et un accompagnement spécifique sur mesure, le Parcours Sherlock, de talentreveal.com.

In Interview Preparation sessions I teach my client to be present during the interview. Most people literally either go into automatic mode and give generic answers or zoom out and don't even remember what the interview was like, they were so nervous. Working on the client's confidence and preparing them for the types of interviews that this person may go through is much more effective than trying to guess what will be asked during the selection process.

Value - yes, uniqueness - no. Focus on the value-adds and impacts you made in past roles and how they will manifest to adding value in the new role. Nobody has a unique skill set but unfortunately too many coaches still promote using the term which makes the candidate look like they really don't know themselves.

My expertise lies in empowering job seekers to shine in the application process. I specialize in unveiling and articulating your unique personal brand—the amalgamation of your skills, strengths, passions, values, and personality that distinguishes you. Together, we'll craft a compelling value proposition, showcasing the specific benefits and solutions you bring to potential employers. Let's collaborate to ensure your application communicates not just qualifications but the distinctive qualities that make you an invaluable asset. Elevate your job search with a personalized and memorable approach that sets you apart. Ready to land your ideal job? Let's make it happen.

I tell my students that the application process is a two-way street, and the goal is not just any job, but the right job. The interview is a great opportunity to assess whether the organization is a place where they can see themselves working successfully and being happy. I remind them that the people who interview them are likely to be the people they will work closely with on the job, so positive vibes are key. This is empowering for job seekers from marginalized backgrounds by redistributing the balance of power in the interview. It increases their confidence and results in interviews that are more like conversations in which hiring managers can evaluate the interviewee as a collaborator, resulting in better jobs and better hires.

Absolutely, collaboration and respecting the autonomy of our clients are fundamental principles in our approach. I firmly believe that our success is a shared achievement, with the client's individual efforts contributing significantly to the outcome. In essence, our collaboration thrives when clients actively engage in their career development, fostering not only skill development but also confidence and independence. The 100% result, as you rightly note, emerges from the synergy of our guidance and the client's dedicated efforts.

Attention, respect for the Candidate's autonomy does not mean that the Counselor should not add his/her contribution to the career counseling process. Indeed, this is precisely required if you want to differentiate the coaching service from the counseling service. Looking for a job is a serious matter and the Counselor must not do academics but put his hand in the cookie jar. The Counselor must therefore release concrete, tangible added value and therefore recognizable by the Candidate assisted.

Collaborating with a client while respecting their autonomy involves actively listening and valuing their perspective. It's important to create a partnership where the client's choices and decisions are central. Incorporating unconditional positive regard means accepting and supporting the client without judgment, regardless of their actions or beliefs. This approach fosters a safe, trustful environment, encouraging open communication and self-exploration. By empowering clients to make their own decisions and affirming their worth, counselors facilitate personal growth and self-determination.

I see my clients not only as experts in themselves and their lives, with their own unique wisdom, intelligence, talents and creativity to offer -- but also as 'CEO' of their own career. As an expert in coaching tools and methodologies, personal branding, and job search strategies, I help them uncover, own and express their most authentic version of themselves, and aid them in tapping into their own intelligence and resources to devise s.m.a.r.t. strategies and solutions towards achieving their goals. It is truly a 50/50 partnership, and we each have a role to play, but the ultimate decisions, actions and outcome are driven by the client. They are the driver and I am their co-pilot.

The unfortunate reality is that most candidates aren't professionally trained to create a strong resume; mastering this skill should be their initial focus. Once they have a solid resume, they can start preparing for interviews. Unlike real interviews where feedback is often lacking, mock interviews provide abundant feedback and coaching to enhance your candidacy. I've had the privilege of assisting 25,000+ students and working professionals with both these aspects :)

I was once on a panel where a recruiter from Amazon said to job seekers, "Your number one job is to get around me." I coach my clients and students to never rely on a great resume, cover letter, and LinkedIn profile alone to get you the interview. You've got to do all you can to leverage your network and connect with the people with the most power in this equation--the hiring managers. If they say they want you in for an interview, you're in.

A job seeker needs a good Resume,Cover letter, Portfolio etc.These ‘tips’ are abundantly available online, right? I believe what you need most is : The Right Frame Of mind. You need to demonstrate that u are: 🔹Enthusiastic 4 THIS job 🔹Confident 2 take it on 🔹Fearless about transitions 🔹Adaptable 2 new work cultures 🔹Socially Amicable 🔹Willing to upskill This requires a fine-balance : Between showing that you are well-prepared and sounding over confident! So,review your written submissions and practice your interview questions bearing this in mind. Your Frame of mind will influence how you enter, greet, and speak at the interview. Remember: Authenticity matters! Recruiters are hiring people not degrees! Good Luck👍🏽

Preparing a tailored CV and cover letter is the bare minimum when applying for jobs - but there's still no guarantee you'll get the nod for an interview. Applying to adverts on Job Boards means one is competing against hundreds of other job seekers all hoping to be on that shortlist of 5-6 who'll be interviewed. What if you had an advantage and were the only candidate under consideration? How? Network your way into consideration. It takes more effort than sending in a CV because you'll need to research, approach and persuade but you'll blossom in the process and undercover opportunities where there'll likely be no competition and at worst 1 or 2 other candidates

Want to stand out? It's easier than you think. We all know it's an employers market right now. Competition is fierce. How? Abilities. Results. Impact. It's that simple. It begins with your 'work' collateral (resume, LI, portfolio). You want to be very focused on your target opportunities and how they align to your experience & expertise. This has to clearly demonstrate how you've solved this problem before, how you'll solve it for the 'them' with meaningful results/impacts. Show them, don't just tell them (your list of job duties). You are the 'solution' to their business problem. This is how to structure your resume and LI profile and, how to outline your expertise in interviews. Make your experience & expertise work for you!