Economic downturns change the job market—but they don’t eliminate opportunity. While some sectors contract, others stabilize or grow. Hiring doesn’t stop; it becomes more selective . Employers move cautiously, roles attract more competition, and weak job-search strategies get exposed quickly. Whether you’re: Changing industries Navigating layoffs or instability Targeting a promotion in a tighter market Competing in a flooded applicant pool You need a disciplined, strategic ap

Hiring managers don’t read résumés. They scan them. And they decide—often in seven seconds or less —whether to keep going or move on. If beating ATS filters is your first hurdle, passing the 7-second scan test  is the real gatekeeper. Most résumés fail here—not because the candidate isn’t qualified, but because the résumé doesn’t communicate value fast enough. There is one factor that consistently separates résumés that get read from those that get skipped: The opening statem

Managers don’t hire résumés. They hire people who reduce risk, raise performance, and move the organization forward. By the time you reach an interview, your qualifications are already assumed to be sufficient. What managers are assessing now is whether you are someone who will perform, adapt, and last . Behind every interview are five core questions managers want answered—often without asking them directly. Part 1: Are You a Professional They Can Rely On? One of the biggest

Not long ago, a résumé was a simple record of employment history. If you had the right education and experience, you were likely invited to interview—and often hired. That world no longer exists. Today, résumés are required for nearly every role, competition is intense, and hiring managers are reviewing dozens—sometimes hundreds—of applications per opening . Having the “right background” is no longer enough. What matters now is how clearly and convincingly your value is posit

Most job seekers think résumé design is about aesthetics. It isn’t. Résumé design is about clarity, positioning, and decision-making speed . A well-designed résumé doesn’t just look better—it makes it easier for a hiring manager to understand who you are, what level you operate at, and why you’re worth interviewing. In this article, we’ll break down what actually makes an effective résumé design—and why poor design quietly kills otherwise strong candidacies. Part 1: Résumé De

LinkedIn is one of the most powerful career and business platforms available today. And it’s dramatically underused. Most professionals have a LinkedIn profile. Very few have one that actually works for them . There’s a difference between having  a LinkedIn profile and using LinkedIn strategically . The former is passive. The latter creates visibility, credibility, and opportunity. In this article, we’ll walk through the key principles behind optimizing your LinkedIn profile

Your résumé is not a biography. It ’s a marketing document . Its job is simple: 👉 Secure the interview. Most hiring managers spend seconds—not minutes—  reviewing a résumé. If your value is not immediately clear, you’re filtered out long before qualifications matter. In this guide, I’ll show you how to market yourself on a résumé in a way that signals value, relevance, and level —and why strong positioning often beats “more experience.” Part 1: Begin With Impact — Or Don’t B

“Certified Professional Resume Writer.” “HR Specialist.” “ATS-Optimized.” On the surface, these sound reassuring. In reality, they often signal the exact opposite  of what senior professionals, executives, and high-performing specialists actually need. North America’s largest urban centres employ tens of thousands of HR professionals , many of whom have transitioned—formally or informally—into the resume writing industry. Some complete a short certification such as a CPRW, wh