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A prepared job seeker will have thought about the questions that will be asked in their job interview. One of them may be: “Why are you leaving your job?” As you think about a response to this question, also consider how the interviewer may interpret that response.

It’s important to take caution with how you answer questions in a job interview because when they’re not framed properly, they can be interpreted negatively and cost you the job opportunity.

There can be many reasons why you want to leave your job. For example:

• You hate your boss
• You’re bored at work
• You want more money
• You want more challenges
• You don’t want to work in this particular field or industry
• Or an assortment of other reasons

Whatever your reason is, it’s not always appropriate to tell it like it is to the potential employer. Think of a response that will impress the employer, that still comes off as an honest reason.

The way you answer “Why are you leaving your job?” should show professionalism, self-awareness, and a desire to grow in your career. It’s one of the most common job interview questions, and how you handle it can set the tone for the rest of the conversation. Hiring managers are looking for red flags, but they’re also listening for signs that you’re motivated, goal-oriented, and looking for the right fit.

Here are some tips to help you answer “Why are you leaving your job?” effectively.

Give A Positive Response To The Question

Communication in a job interview should always come off as positive. To start, you may talk about the great opportunities you’ve been given and how much you’ve learned through your current employer before giving your reason for leaving your job. Employers like to hear things like this because you come off as professional and respectful of your existing employer, even though you have made the decision to move on.

Regardless of your true feelings about the situation at work, never badmouth the company or your co-workers. Focus on your desire for career growth, new challenges, or better alignment with your long-term goals instead.

Don’t Dwell On What Your Current Employer Isn’t Offering You

There may be multiple reasons why you want to leave your current job, but you don’t need to include information about what you’re not being offered. The reason for this is that potential employers can interpret it as an action you may take against them if hired.

For example, instead of saying, “I don’t feel challenged at work anymore,” reframe the message to say, “I’m looking for new challenges in the area of X, Y, and Z, which I can see this job offers,” and then go into the experience and skills you have to offer to further impress the interviewer. Reframing your response this way makes it less likely that the employer will take the information and interpret it negatively.

Focus On The Future

Talk about what you’re heading towards—what you want to experience and achieve to continue growing professionally. It works best when you can also tie in how the potential employer could offer that to you. When you answer in this manner, it informs the employer that you are an individual who seeks self-improvement and that you have a real interest in the company because of what they specifically offer. It tells the employer you are someone with great potential for hire who will be dedicated to employment with them for a reasonable amount of time.

“Why are you leaving your job?” is only one of many questions you will be asked in a job interview. Knowing how to respond positively and framing it in a way that informs the employer why you’re a great fit ensures you stay in the running for the job and helps move you on to the next stage of the interview process.

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We all have times on the job when the work piles up. However, we don’t all react in the same way. Some of us handle that stress better than others.

A potential employer naturally wants to know how you will react when that situation happens in this new job. So they say something like, “Describe a time when your workload was particularly heavy and what steps you took to handle it.”

This is a common behavioral interview question, and how you answer says a lot about your time management skills, ability to prioritize, and overall approach to handling pressure. Hiring managers are looking for specific examples that demonstrate you can stay organized, meet deadlines, and maintain quality—even when things get hectic. With the right preparation, you can craft a strong response that showcases your problem-solving abilities and your value as a dependable team member.

How Would You Describe A Heavy Workload?

A heavy workload is a workload that requires you to use your time management skills to juggle multiple tasks, responsibilities, and projects in order to successfully complete them on time—without sacrificing the quality of your work.

How Should You Answer Interview Questions About How You Handle A Heavy Workload?

In order to effectively answer interview questions about how you handle a heavy workload, you need to know how to answer behavioral interview questions using the “Experience + Learn = Grow” format or STAR technique. You also should understand what employers want to know (what are they really asking?).

Employers are looking for signs of time management, prioritization, and stress management skills. Your response should show that you can stay organized, meet deadlines, and remain calm under pressure. By preparing examples that highlight your ability to handle competing priorities and maintain productivity, you’ll stand out as a strong, dependable candidate who can add value even when dealing with a heavy workload.

Behavioral Interview Questions

“How do you handle a heavy workload?” is a type of behavioral interview question. These types of questions ask you to describe your past actions or predict how you’ll react in future situations. Employers ask these questions because they’re a great way to get insight into your personality and how you approach difficult situations.

An easy way to answer behavioral interview questions is by using the STAR format (situation or task, action you took, and results you achieved). Using this technique ensures you say what you need to say to give a complete answer to the question. (Some people forget to talk about the results they got from the actions they took, but this is the most important part.)

At Work It DAILY, we specifically teach our members the “Experience + Learn = Grow” format instead of the STAR format because it is more effective at answering behavioral interview questions. Plus, employers can spot the STAR format a mile away.

What Do Employers Want To Know?

Basically, employers want to know how you approach problems and stress. Can you adapt? Can you prioritize? Can you stay calm? A lot of people will just say, “I stay until the work is done.” Persistence is good, but letting them know that you approach problems analytically and strategically is better.

Show them that you can think critically and make good decisions. Walk them through how you have dealt with this issue before or how you would deal with it. For example, talk about how you break down large tasks into manageable steps, delegate when appropriate, and use tools like calendars or project management software to stay organized. Highlight your ability to evaluate what’s urgent versus what’s important, and discuss how you communicate with your team or manager when priorities shift.

Good Sample Answers

Here are two examples of good answers to this question:

1. “We all have times when the workload gets a little heavier than normal. I’ve found that the best way to handle it is to step back, take a look at everything on my task list, and prioritize. Most of the time, not everything needs to get done immediately. Some things are more critical to team goals than others, so sometimes it’s necessary to prioritize.”

Then, tell a short story about a time when you did that, and tell what the results of it were: you got X task done, which was beneficial because of Y.

2. “In that kind of situation, prioritizing and teamwork both become critical. I speak to my supervisor to see if I can help him or her and get some input on which tasks to tackle first.”

Then, talk about the time you assisted your boss on a mission-critical task and what happened as a result of that teamwork.

Answering interview questions about handling a heavy workload can be tricky, but it’s a chance to highlight your time management and problem-solving skills. Show how you stay organized, prioritize tasks, and remain calm under pressure to stand out as a strong, reliable candidate.

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In 2008, I read Bloomberg Businessweek‘s article entitled “Management by the Numbers,” in which they review how IBM has been building mathematical models of its own employees with an aim to improve productivity and automate management. I’ll let you read it and draw your own conclusions, but I realized that this article still rings true today.

After reading this article so many years ago, I learned a new workplace term that they’re using over at IBM. “Fungible” is a word used to describe workers who are “virtually indistinguishable from others” in terms of the value of their contributions in the workplace.

You see, IBM’s study is enabling them to identify top performers from average ones, with the latter being fungible—and I would assume that translates into expendable as well. In a time where layoffs continue to make the headlines, I guarantee that management teams all over the country are getting in rooms and saying, “Who’s fungible on the payroll right now?”

Okay, so they are most likely not using the term—but they are having that discussion, I assure you.

So, what does this mean for you and your career? It means now, more than ever, you need to stand out. If you blend in, you’re at risk. But if you make yourself indispensable—consistently delivering results, building key relationships, and owning your professional development—you become the person they can’t afford to lose.

The goal in today’s job market isn’t just to stay employed. It’s to be seen as irreplaceable. And that requires intentionality, strategy, and a deep understanding of the value you bring to the table.

How To Be Indispensable (Not Fungible)

Employees must get on the ball and start doing two things if they want to keep their jobs:

1. Produce quantifiable results that tie to the financial success of the company
2. Market their success to those who determine if they are fungible

So, if you’ve been on autopilot when it comes to assessing your professional strengths, building your career identity, and marketing your personal brand (if you are unfamiliar with the career development terms I just used, suffice to say you’ve been on autopilot), then I encourage you to get started.

Start by identifying the specific skills and accomplishments that differentiate you from your peers. Then, find ways to align those strengths with your company’s current goals—especially the ones that impact revenue, customer retention, and operational efficiency. Remember, in today’s competitive job market, being indispensable means being visible, valuable, and vocal about your contributions.

It takes a lot more to get and keep a good job these days, and there’s a whole new way to manage your career. If you need help learning how to be indispensable in your career so you don’t end up fungible, check out our Free Resource Center today. Getting the career help you need has never been easier.

Reason #1: It Doesn’t Feel Right

“You are a company,” says professional development coach and facilitator Henrieta Riesco. When you’re looking for a job or being offered a job, what the company is looking for is what Riesco calls a mutual benefit.

For companies, it’s important to find ways to be better, and as a job seeker, you have to adapt to that same mindset.

The ultimate goal for your “company” (you) is to thrive and excel at your professional talents. If the job description doesn’t make you feel like your company can progress, then it probably isn’t a good idea to take the job.

Reason #2: Your Values Don’t Align With The Company

It’s one thing to say a job position doesn’t feel right. It’s another thing entirely when your professional values are not in line with the company at all.

Riesco uses the following analogy when describing why having mutual values with a company matters.

Let’s say you’re a person who’s an advocate for preserving the environment, and the company that’s really interested in you is an oil company. That probably doesn’t align with your values if you’re an environmentalist. In fact, you probably never should’ve applied for the job in the first place, and you could have avoided wasting time on this employer if you had made an interview bucket list.

“You have to look at the bigger picture of the company and really find out if you want to support that,” says Riesco.

Reason #3: The Employer Wants To Exploit Your Skills

This might be a no-brainer for some, but it’s important to point out because when an employer wants to exploit your skills, rather than use them in a way where you’re still comfortable practicing those skills and enjoying them, then the job is no longer about how you can benefit yourself and the company with your professional abilities.

Rather, the job becomes something only your employer controls, and exploiting your talents is how they choose to use your expertise. This can lead to burnout, resentment, and a loss of passion for your work. If you notice early red flags—such as vague job responsibilities, unrealistic expectations, or pressure to compromise your values—it’s a clear sign to reevaluate the offer.

Declining The Job Offer

So, how does one reject an unwanted job offer?

Riesco states that when it comes to rejecting a position, you have to think about that mutual benefit between yourself and the employer.

“Tell the employer why you don’t see a match,” says Riesco. “State the possibilities, areas, and interests you have right now,” and explain why it doesn’t match with their company.

By talking about the things you have to offer, you allow the employer to get a clearer sense of who you are as a professional and what you can provide for the company.

It also clears up any misunderstandings about the position. By highlighting your concerns, the employer could clear things up in case you got the wrong idea.

In addition, crafting a rejection that allows an employer to respond is also key when declining a job offer. It shows that you don’t want to burn any bridges.

We can do this by saying the things we would want to hear from an employer when rejecting us for a position. “Treat others how you want to be treated,” says Riesco.

Nowadays, a lot of employers who aren’t interested in certain candidates don’t even take the time to respond to them. This is not the way you want to handle your rejections. Really think about the things you want to express about the position and why you feel it isn’t a good fit.

Be honest and authentic.

Emphasizing that the position isn’t right for you at this time is also something you want to make sure you include in your rejection.

“I would love to keep in touch with you and would love to know what other opportunities you would have in the future” are some good things to say to keep that connection with the employer, according to Riesco.

This shows that you’re not rejecting the company entirely by declining the position, and hopefully, sometime in the future, you could contact that employer and see if you’d be a better fit for the company at that point in time.

It’s never an easy decision to decline a job offer, especially when you’ve been struggling to get hired. By following these tips, you’ll make sure you don’t accept a job offer for a position you don’t really want.

Nothing is worse than accepting a job offer and then realizing a few weeks in that you’ve made a huge mistake! When the job feels right, you’ll know.

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Landing a job interview is a big deal, but making the wrong impression on the hiring manager can kill your chances before you even realize it. With competition fierce and hiring managers pressed for time, even minor missteps can be deal-breakers. If you’re not aware of how you’re coming across, you might unknowingly sabotage your own success. That’s why it’s crucial to understand what hiring managers are really looking for—and what drives them away.

1. Lack Of Specificity In Your Resume

A big mistake job seekers make is submitting overly general resumes. This makes sense in theory. After all, the more applications you can shoot off, the more interviews, right? But this can really turn off a hiring manager, who wants to know exactly how your background will enable you to tackle the problems they need to be solved. Clichés just won’t cut it at this stage.

Here’s what you should do instead:

• Create a shortlist of 5-10 positions you’re an ideal fit for.
• Study the job postings for positions like this, as well as LinkedIn profiles for people who currently have these jobs.
• Tailor your resume to communicate your fit for these roles.

Once you have a solid framework in place, include metrics-based, quantifiable accomplishments on your resume for every major position you’ve held that proves your ability to execute.

Here’s an example: Saved global Telecom company $500M over 2 years through development and deployment of end-to-end Complexity Reduction methodology resulting in purchasing and inventory efficiencies.

2. Too Aggressive About Career Advancement

Look, it’s great to be ambitious. And, of course, the job you’re after today is probably not the one you want to retire on. But you need to place your focus squarely on becoming the ideal candidate for this job before even talking about the next step. Neglect to do this, and a hiring manager will naturally start thinking that you might jump ship within a year, and they’ll be back to square one.

Create a short “value presentation” for the interview that talks about how your three to four strongest skills can be applied immediately towards helping the company—adding value, solving problems, and alleviating pain. It’s similar to a 30-60-90 day plan. Get creative here!

For example, if you’re going after a product development position, why not run some quick usability tests on a company’s products, document them, and develop some design suggestions?

3. Too Open About Weaknesses

A hiring manager is not a career counselor. With the latter, it’s perfectly fine to be honest about vulnerabilities in your personality or “pet peeves” that drive you crazy in the work environment. But if you take the same approach with a hiring manager and confide things like you have trouble balancing family responsibilities with workplace demands, you’ll most likely get passed over.

They’re not only looking to find the best candidate. They also need to manage risk.

Learn how to “spin” negatives into something that ultimately leads to success. For example, if you’re asked what your greatest weakness is, you can tell a story about how you once had chronic shyness and needed 30 minutes to “amp yourself” up for a simple phone call, and now, through courage and repeated exposure, you can handle dozens of calls with high-level clients per day. Negative to positive.

This is also known as the “Experience + Learn = Grow” model, which is the best way to answer behavioral interview questions. You should definitely learn this strategy before your next job interview.

4. Not Following Up

Following up matters! It shows that you’re truly invested in landing the position and aren’t just treating it as one of many potential opportunities.

We recommend emailing everyone you met at the company within 24 hours of your interview thanking them for the opportunity, followed by an email sent a week later (avoid sending it on Mondays) that essentially continues the conversation—adding greater detail to questions raised, sharing an industry article of interest, and so on.

You’re making it clear that the interview was the beginning of an ongoing relationship, no matter the outcome of the interview process.

5. Lack Of Enthusiasm

If a hiring manager has to choose between the most qualified candidate on paper and a less qualified candidate who brings genuine passion to the table, they’ll go for the latter every time. You can teach someone almost anything except enthusiasm.

So, if you have a personal connection with the company you’re interviewing for and believe that this is a meaningful step in your life’s ambitions, or simply love the unique culture they’ve developed, take time in the interview to let them know!

It also doesn’t hurt to explicitly state, “I’m very interested in this position and would love to see a positive outcome,” or something similar. Excitement fuels job offers!

Making the five mistakes above will ruin your chances with a hiring manager every time. To secure your chances of getting the job, be sure to tailor your resume, create a 30-60-90 day plan, learn how to answer behavioral interview questions, follow up after the job interview, and state your enthusiasm for the position.

It’ll be impossible to ruin your chances with a hiring manager with that strategy.

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How can you make an effective resume after getting fired? People get fired from their jobs for various reasons. However, to a potential new employer, it may leave an unfavorable connotation on the candidate.

If you find yourself in such a situation, you may have a number of questions concerning how to address the adverse reactions you may receive from a potential employer. You may have questions such as:

• How do I impress an employer given I was fired from my last job?
• Do I include the job on my resume?
• How should I answer when asked the reason for departing my previous job?

Understandably, there are many questions on your mind. And yet, there are ways to be truthful in answering the questions your potential new employer may have for you, along with tips to make such a situation feel a little less threatening.

Essentially, before updating your resume for the next job opportunity, think about:

Is the Experience From Your Last Position Relevant?

If there is little to no relevance between the positions, you do not have to showcase it on your resume. The hiring company is primarily interested in the relevant experience and skills you can bring to their company. You might be able to break your resume into “Relevant Experience” and “Additional Experience” sections.

How Long Were You in the Position?

If you were in the position for only a few months, it may not be necessary to mention it on your resume. Determine if the employment gap, should you choose not to include it, would be cause for concern by an employer. In today’s market, it’s not a surprise to see some candidates unemployed for a year before finding a new job.

How Severe Was the Cause for Firing?

Were you laid off or fired due to lack of performance or conditions outside of your control? If the latter, then you should put on the resume the reason, such as “Major Downsizing,” “Company Relocated,” or “Management Reorganization,” all of which indicate that the termination was not due to your performance.

If the reason you were terminated was due to a minor issue that can be easily explained and seen from your point of view by a potential employer, then including the position on your resume should not be a concern. Be honest with yourself and think through your response to a potential interviewer.

Your answers to the questions above will tell you whether it is appropriate to include the job on your resume. If it is included, consider the following to help you through the application and interview process.

1. Showcase Your Achievements And Accomplishments

Your mission is to get your foot in the door for an interview and to make an outstanding impression. You do not need to bring up that you were fired or laid off from your last job on paper, especially if you were only there for a year or two.

Instead of focusing on how your previous job ended, quantify what you accomplished while you were employed there. Emphasize your contributions, such as cost savings, revenue growth, process improvements, or team achievements—anything that highlights your value. Use strong action verbs and measurable results to help hiring managers see what you bring to the table.

By steering the focus toward your impact and strengths, you maintain control of your narrative and set a confident tone from the start. If necessary, you will have the opportunity during an interview to explain further details.

2. Don’t Insult Your Past Employer

Even if you were fired and have bitter feelings toward your former boss or co-workers, your resume is not the time or the place to reveal it. It is seen as unprofessional and leads to questions that focus on negative aspects. So, even if the interviewer wasn’t planning on asking you the reason for leaving, you may have just brought it upon yourself by insulting your past employer or hinting at a conflict there on your resume.

Remember, your resume is a marketing document—not a tell-all. Keep the tone professional, forward-looking, and aligned with the job you’re targeting. Let the employer see what you’re capable of. Your future contributions matter more than your past mistakes.

3. Don’t Lie About Your Employment

You should never lie on your resume. Don’t fabricate anything on your resume or your reason for looking for a new job. If asked about this during an interview, you need to address the question truthfully, but keep it brief regarding the reason for your departure and move on to more positive points. Frame your answer using the “Experience + Learn = Grow” method for answering behavioral interview questions, and you’ll be sure to impress the hiring manager. You’ll at least have your foot in the door and have a greater advantage of explaining the reason for departure in a more positive light.

You can also use it to your advantage to reinforce points of achievements and accomplishments that may apply to the job. Remember that companies do check references and background information. Any candidate caught lying is grounds for dismissal.

4. Pull Together Your References

Gather people you worked with on the job as references, whether it’s co-workers, clients, or vendors. Individuals who worked with you on the job and who can speak positively about your work can help effectively rid any negative connotations associated with being fired. These references act as credibility boosters, showing potential employers that you were respected and valued by those who collaborated with you. When possible, choose individuals who can specifically highlight your skills, reliability, and contributions to the team.

A strong testimonial can provide valuable context and reinforce your strengths, even in a challenging situation. So have them ready when you submit your resume!

5. Focus On Functionality Rather Than Chronology

This is a last resort option. Functional resumes typically are not used since they lack details on dates of employment—information most employers want to know.

A functional resume focuses on grouping specific skills and experiences together as the highlight of the resume. This type of format might also work for career changers and those with gaps in employment history due to other pursuits, such as education or family.

This is the last resort, though. We recommend using a chronological resume format, even if you got fired. But it might be worth it to try a functional resume format if the chronological format isn’t working for you.

Being fired means you have an additional hurdle to overcome to find a new job, but it is not insurmountable. It’s all in the way you frame it on your resume and handle yourself in addressing the matter if the subject comes up. Remain positive, address any concerns succinctly and honestly, and then move on to the more positive highlights.

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Did you know that there are interview questions that might seem legitimate but are actually illegal? While there are some that are clearly inappropriate, not all of them are so obvious. Don’t overlook the different types of illegal interview questions!

Illegal interview questions often touch on personal topics like age, marital status, religion, or citizenship—topics that have no bearing on your ability to do the job. Knowing what’s off-limits can help you recognize red flags and respond professionally when you’re caught off guard.

Here are a few types of illegal interview questions you should watch out for during your next job interview.

Types of Illegal Interview Questions

Interview questions about your family life:

• Are you married?
• Do you have any kids?
• Are you pregnant?
• Who takes care of your kids while you’re at work?
• Do you have childcare arrangements?
• Is your spouse okay with you working long hours?
• Does your family support your career goals?

Interview questions about race:

• What’s your nationality?
• What race are you?
• Where are you from originally?
• What’s your ethnic background?
• Are you a U.S. citizen? (This is often a nuanced area—asking about work authorization is legal, but asking about citizenship/nationality can cross a line.)
• What language do you speak at home?
• Are you part of a minority group?

• What church do you attend?
• What is your religion?
• Are you religious?
• Do you pray at work?
• Will you need time off for religious holidays?
• Can you work on weekends/Sundays/Saturdays? (This can be legal if it’s asked of all candidates, but becomes problematic if it’s targeting someone’s religion.)

• Do you own a home?
• Do you rent?
• Do you have an apartment?
• Do you have anybody living with you?
• Do you live with your parents?
• How long is your commute?
• What’s your ZIP code?
• Who do you live with?

• Are you male or female?
• What’s your gender?
• Are you transgender?
• What’s your sexual orientation?
• Are you in a same-sex relationship?
• Are you gay or straight?

• How old are you?
• What’s your birth year?
• When’s your birthday?
• What year did you graduate from high school?
• What year did you graduate from college?
• How long have you been working?
• Are you planning to retire soon?
• Do you think you can keep up with a younger team?

Why These Interview Questions Are Illegal

So what makes these questions illegal?

First, they have no relation to the job requirements. Second, there are strict laws in place that prevent interviewers from asking interview questions that can be discriminatory. These laws exist to ensure fair hiring practices and to protect candidates from being judged on personal factors rather than professional qualifications. Questions about age, marital status, religion, or citizenship status can open the door to bias and are, therefore, off-limits.

If you’re asked something that feels too personal, it’s worth considering whether the question is appropriate—or even legal.

Why Interviewers Ask Illegal Interview Questions

Unfortunately, there are bad interviewers out there who will try to slip some of these questions in on purpose (hello, workplace discrimination). There are also some inexperienced interviewers out there who simply don’t know these are illegal questions and are just trying to make conversation.

If you’re asked these questions, whether intentionally or not, it’s best to be prepared so you don’t get flustered during the interview.

How To Prepare For Illegal Interview Questions

Sadly, these types of illegal interview questions are asked all of the time during interviews. Not sure how to prepare for them? We built an in-depth interview prep course (inside our community) that will help you understand how to respond to such questions.

We hope this article helps you identify any illegal questions you might be asked in a job interview. Good luck, and keep an eye out for those red flags!

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The concept of “spring cleaning” also extends to your career. In fact, spring is the perfect time to take a look at your resume and see what needs updating and what you can get rid of entirely. When was the last time you cleaned up your resume?

If it’s been a while since you’ve updated your resume, don’t wait any longer! Here are three easy ways you can spring-clean your resume so it’s ready for your next job search.

1. Update Your Skills (And Get Rid Of Irrelevant Ones)

One of the most important parts of your resume is the experience summary, which is a list of 6-8 skills in the top fold of your resume. (You can find effective resume templates inside Work It DAILY’s community.) This helps your resume get past the ATS and stand out from the competition, allowing hiring managers to quickly see how you’re qualified for the job.

When spring cleaning your resume, it’s a good idea to update your list of skills, adding new ones and removing irrelevant ones. What skills have you developed? Which skills do you want to highlight in your job search? What skills do you need for the jobs you want to apply for, and how many of those do you currently have? Which skills are no longer relevant in your career or aligned with your career goals? Think about these questions as you decide which skills to include on your updated resume.

2. Quantify New (And Old!) Accomplishments

If you haven’t done so already, when you clean up your resume, you should also quantify your accomplishments. In the bullet points under each position you’ve held, don’t just list your job duties; highlight the impact you made. You need to talk about your accomplishments (what you achieved on the job). You need to quantify your work experience so employers can see exactly how you add value as a business-of-one.

Each bullet point should include at least one number. For example, a car salesperson might write: “Sold an average of 12 cars per week.”

Once you’ve quantified your accomplishments from previous positions, it’s time to think about your current job. What have you achieved lately? Have you exceeded sales targets, streamlined a process, or contributed to a successful project? Are there any past accomplishments you haven’t quantified yet? Additionally, if you’ve earned a certification, completed a major project, or received industry recognition, be sure to include those details. Whatever you’ve done to add value, chances are it can be measured—and it definitely belongs on your resume.

3. Clean Up Your Formatting

The easiest way to spring-clean your resume is to simply clean up your formatting. A resume with an updated, simple format will be easier to read and have a higher chance of getting past the ATS. A resume with an outdated format will likely get tossed by hiring managers because it gives them the impression that you’re old and/or out of touch.

Your resume should have a simple, clean layout with consistent styling throughout the document. Stick to bullet points for clarity and use plenty of white space to improve readability. Choose a professional, easy-to-read font like Arial or Calibri (11pt.), and avoid old-fashioned or decorative fonts like Times New Roman (or any other script font). Maintain one-inch margins for a balanced look, and limit the use of bold, italics, and underlining to key areas that need emphasis, such as section headings or job titles. When in doubt, a simple resume is the most effective.

We hope these tips help you spring-clean your resume so it’s ready for your next job search! A refreshed resume highlights your most relevant skills and accomplishments, ensuring you make a strong first impression on potential employers. Taking the time to declutter outdated information, refine your formatting, and tailor your content can make all the difference in standing out. So grab a fresh perspective, polish up your resume, and get ready to put your best foot forward in your career!

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It’s easy to think that taking a lower-level position means putting the brakes on your career track or even taking a step back. But in fact, there can be a lot to gain with such a decision.

Sometimes you have to take a step back in order to take a step forward in your career. There are a number of practical reasons why taking a lower-level position makes sense. Here are a few…

Career Changers

A large percentage of professionals making a career change will face the need to start near the beginning with entry-level jobs. If you make a drastic career change, such as going from ER nursing to accounting on the CPA track, you can’t expect to jump straight to the top until you have honed your skills and built subject matter expertise.

However, if you have transferable skills—such as leadership, problem-solving, or data analysis—they may help you secure a role above entry level. Additionally, networking, certifications, and relevant coursework can demonstrate your commitment and accelerate your path forward. Being open to contract, freelance, or internship opportunities can also provide valuable experience and help bridge the gap to your new career.

Field Of Practice Changers

There are many people who choose to stay in their profession but make a change in their field of practice. For example, you may have started your career in marketing for the travel industry but decided to switch to the pharmaceutical industry.

A lateral move may not always be possible because, like the career changer, you may not have the industry knowledge needed in the field, especially if it is a highly specialized sector. For instance, the technical language used to market pharmaceuticals in the United States follows strict guidelines approved by the Food and Drug Administration. The approaches taken to marketing may be drastically different between the two fields.

Job Changers

Job changers include individuals who want to make a switch in the type of company or organization they work for. Certainly, working for a non-profit is not the same as working for corporate, and going from an agency to an in-house position has its differences. So while you may take a lower-level position, the title and associated responsibilities may vary widely between employers—and it is important to consider the experiences and opportunities available with the open position.

For instance, you may go from an agency to an in-house position at a lower level. Expectations for formal promotions also may vary, given the different corporate cultures involved. Essentially, you may start in what is perceived as a lower-level position but wind up with far more advanced experiences than you might otherwise have.

The (Extended) Unemployed Candidate

Times of economic uncertainty typically result in a large pool of unemployed professionals who are well-educated and qualified for positions. Under such circumstances, it’s not rare for job seekers to be unemployed for six months or longer. There are simply more qualified candidates than job openings available. So, it may come to a point where you have to make the decision to take a lower-level position in order to:

• Bring home a paycheck to pay for essentials.
• Maintain your marketability (after such an extended period of unemployment, it may be a greater setback to remain unemployed—your marketability withers with time away from the market).
• Help secure a better job opportunity down the road (employers typically favor candidates who are already employed).

Regardless of the situation, here are four key questions you should ask yourself to help decide whether taking a lower-level position is the right move for you and your career:

1. Does this type of job fit into my long-term career goals? Essentially, will it get me where I want to be down the road?
2. After taking this position and settling in, if I go back on the job hunting track, will I be able to communicate to a potential employer how the experience has helped me grow and evolve to be prepared for this next position?
3. Do I believe I can excel in the position and create realistic opportunities to advance within the company?
4. Will I be happier in the position? Most people spend much of their life working, so it is important to be happy with what you do. Be wary of how dissatisfaction with a job can quickly lead to burnout.

If you answered “yes” to the questions above and can put your ego aside, making the decision to take a lower-level position can be a rational move to help move your career forward. You can expect to be happier with life and your career. However, after taking a lower-level position, you need to maintain perspective on your reasons for the decision. It is easy to let pride get in the way of things. Remember, this decision is based on a long-term plan, not a short-term plan for your career.

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