Whether or not we are working for a company in the process of downsizing, and even if our roles are currently secure, many of us will eventually work somewhere amidst major corporate restructuring.

At a macro level, the job market almost always reflects the larger economy’s sentiments, so in a moment like ours, we should expect hiring practices to change proportionally.

The best references are carefully-selected colleagues who can speak to certain strengths or aspects of your character.

Pursuing alternative credentials now, before the entire market recognizes their worth, may prove a powerful advantage in the marketplace the next time you go looking for a new job.

The Comprehensive Hiring Program was designed to save companies the hassle of completely reformatting their hiring departments by instead training individual employees to a high level of hiring competence.

It can be difficult to know up-front whether any given position will actually provide us the career advancement we seek. What formula can we follow to figure out whether that wonderful-sounding position will actually be the career stepping-stone it seems to be?

Alas, there is a bias in hiring that favors passive candidates, despite those individuals often requiring a significant increase in compensation, career advancement, or benefits in order to consider changing companies. It seems almost counterintuitive, I know. And it forces us to wonder, well, why?

It’s one of the most frustrating, and ubiquitous, steps in the job search process. You’ve sent your resumé out to countless hirers, for positions that you feel are perfect for you, and then nothing! No response, no acknowledgement, no interest at all. How discouraging!

As the unemployment rate steadily falls and the active talent pool shrinks, it is more important than ever for employers to put extra effort into communication with prior applicants.

We’ve entered a candidate’s market, which means it’s crucial that you and your firm act quickly to keep qualified candidates interested. How, as interviews and hiring managers, can we ensure that our hiring process puts our company in the best position to do so?

Especially in competitive job markets, interviewers may deviate from classic interview fare. It behooves us to not only be prepared for the ubiquitous questions, but find a way to thrive when we are asked more challenging, open-ended ones.

You own your own experience. You’re the only expert r.e. your circumstances, so think carefully and analytically about your job history, and mold it into a shape that suits you.

In my experience, many job seekers have an ingrained difficulty discussing their accomplishments in an interview, coming off as either timid and uncertain, or braggadocious and self-important. But it’s imperative that we can discuss our accomplishments in a way that is clear, concise, communicative, and humble.

Unlike my other blogs, which detail specific scenarios, this one focuses on a rather nebulous arena: what we as candidates should do after a job interview.

There are important things to remember when reading, examining, and ultimately accepting an offer, so let’s talk about what to expect from an Offer Letter and how you can expertly navigate one.

After countless hours of interview prep and resumé tweaks, salary negotiations and application anxiety, you’ve finally received a job offer, accepted it, and finalized a start date. Congratulations: This is a good place to be.

That’s no rhetorical question. Beginning your job search is a complex proposition, besotted as we all are with resources, sites, and services hoping to help us change positions, make new contacts, and get our interest meaningfully recognized and reciprocated.

In my decades of experience placing and recruiting candidates for employers of all sizes, not a single of those employers ever forwent a resumé requirement from prospective candidates.

As an interview coach, my first question to clients is always, “Why are you looking for a new position?” I want to know what they’re lacking in their current role, and what would make them happier elsewhere.

Not since the financial crisis of 2008 has there been as much job market flux as there is now. Job seekers are leaving positions, companies, and whole industries at a feverish pace. Why wouldn’t they?