Latest news with #jobSearch
Forbes
09-07-2025
- Business
- Forbes
Executive Career Transition & The Great AI Disruption
Isabelita Castilho is a Job Search Strategist Advisor, a thought leader in Executive Career Transition and Founder of Executive Power FZE. AI is no longer a thing of the future. However, most professionals are still waiting to see what happens. While AI has seemingly transformed entire industries overnight, too many executives and professionals remain frozen in analysis paralysis, hoping their experience and the importance of the "human touch" will somehow shield them from the AI revolution. This mindset isn't just naive; it's career dismissal. The harsh reality? AI is impacting jobs and businesses today, not in the future. The question isn't whether your role or industry will be affected by AI, but how quickly you'll adapt or evolve to work alongside it—or be replaced by someone who will. As someone who helps executives with career transitions, I see AI becoming a part of the process more and more: Job seekers are utilizing AI to tailor their CVs, LinkedIn profiles and cover letters. But sometimes AI can make mistakes and write and express differently than a human would. It can even change one's personal style and voice, which becomes apparent during the interview phase. The Myth Of Human Irreplaceability While human creativity, empathy and strategic thinking cannot be replicated by machines yet, I believe it's one of the most dangerous myths circulating in boardrooms and LinkedIn posts about AI. It minimizes how replaceable AI can be. Because, while these human qualities do remain valuable, AI systems are rapidly developing sophisticated capabilities in pattern recognition, emotional intelligence and even creative problem-solving that can rival—and, in some cases, surpass—human performance. For example, surgical robots are already performing procedures with precision that surpass human capability in many cases. In Japan, some hotels have humanoids at their front desks, and many other businesses simply don't need as many humans to function and perform exponentially better. The executives clinging to the belief that their years of experience create an unbreachable shield are making the same mistake that Kodak made with digital photography or BlackBerry made with smartphones—they were so focused on their established success that they didn't think they needed to evolve and innovate, leading them to bankruptcy. The Partnership Imperative: Amplify, Don't Compete The survival strategy isn't about humans competing with AI; it's about AI becoming humans' most effective partner. Professionals thriving in 2025 aren't proving superiority over machines; they're amplifying their capabilities through AI collaboration. Consider how successful executives already leverage AI: • Strategic Decision-Making: AI can process vast data streams and identify patterns that inform high-level strategic choices, while humans apply judgment to weigh risk and stakeholder impact. • Content Creation: AI can handle initial drafts, research and data analysis, while humans add strategic insight, personal experience and emotional intelligence to create compelling narratives. • Customer Relations: AI can predict behavior and personalize interactions at scale, while humans can focus on high-value relationship building and complex problem-solving. • Operations: AI can provide routine analysis and recommendations, while humans concentrate on implementation strategy and change management. The Reinvention Road Map • Audit Your AI Vulnerability: Honestly assess which aspects of your current role could be automated. If more than 60% of your daily tasks involve routine analysis, data processing or predictable decision-making, you might be in the danger zone. • Identify AI Amplification Opportunities: Instead of viewing AI as competition, map how it could enhance your effectiveness. What would you accomplish if AI handled routine tasks, freeing you for more strategic thinking and relationship building? • Develop AI Fluency: You don't need programming skills, but you must understand AI capabilities and limitations. Spend time with relevant AI tools. Learn effective prompting, understand outputs, and recognize blind spots. • Pivot To High-Value Human Skills: Focus on capabilities that complement rather than compete with AI—complex stakeholder management, cross-functional leadership, ethical decision-making in ambiguous situations, creative problem-solving in novel contexts, building trust in uncertain environments, etc. • Position Yourself As An AI-Human Bridge: Organizations need leaders who can translate between AI capabilities and human needs, manage hybrid teams and ensure AI deployment serves strategic goals while maintaining ethical standards. For Executives In Career Transition If you're between roles and consider yourself to be AI-savvy, you have a unique advantage to position yourself as an AI-forward candidate from day one. Here's how: • Identify AI-Ready Roles: Consider looking for positions mentioning "digital transformation," "data-driven decision-making" or "innovation leadership." These companies likely need leaders who can bridge the AI gap. • Demonstrate AI Fluency: Don't just discuss traditional experience. Showcase AI tool experimentation, mention specific platforms used, and highlight results achieved. • Target Forward-Thinking Companies: Research which companies in your target industries invest heavily in AI. They need executives to navigate transition, not resist it. • Reframe Your Experience: Instead of listing past accomplishments, explain how strategic thinking and leadership would be amplified by AI capabilities. Show excitement about AI potential, not fear. The Opportunity Executives who will dominate the next decade won't be those with the most traditional experience but those who most effectively combine human insight with AI capabilities. They'll stop asking, "How do I protect my job from AI?" and start asking, "How do I become irreplaceable by making AI more effective?" Every day you wait, competitors learn to work with AI more effectively. The time for gradual change has passed. What are you waiting for? Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify?
CNA
07-07-2025
- Lifestyle
- CNA
CNA938 Rewind - Mind Your Money - What to post on LinkedIn?
It's not easy to keep posting on LinkedIn, and sometime sit can feel a little cringe. But showing up doesn't mean showing off. So what are some good LinkedIn habits to have? Cheryl Goh finds out from Shub Faujdar, Managing Director of Jobs-me Singapore.
CBC
06-07-2025
- Business
- CBC
What's your job-search story this summer?
This Sunday it's Cross Country Checkup the JOBS edition. It's a tough market for young people -- and it's getting tougher in Canada faster than any other major economy in the world according to recent data. How are you affected by youth unemployment? What's your job-search story this summer? Plus, a re you thinking of quitting your job? A recent survey found that 4 out of 10 Canadians were planning on looking for a new job this year. How did you know it was the right time to leave your job? How did that decision change your path?
Forbes
30-06-2025
- Business
- Forbes
How To Turn A Career Gap Into A Selling Point Employers Love
When interviewing with employers, a career gap can be turned into a selling point. Nearly half (47%) of U.S. workers have experienced career gaps, according to a recent MyPerfectResume report. Yet, countless talented professionals sabotage their job search by treating a career gap like a dirty secret. They stumble through job interviews, apologize for time away from work and eventually convince hiring managers that their career break was a liability. But the most compelling candidates aren't those with linear career paths. They're the ones who have developed diverse skills and can articulate how their unconventional journey makes them a valuable asset. Here are five key steps to go from minimizing your career gap to reframing it as a competitive advantage. Focus On Skill Building Your first instinct might be to downplay your career gap, but this approach signals weakness to employers who already worry about outdated skills and reduced motivation. Instead, demonstrate how your time away developed valuable skills and kept you professionally engaged. Here's how to flip the script: Instead of saying: "I was laid off and it took me longer than expected to find something." Say this: "After my position was eliminated, I used the transition period to upgrade my skills in digital marketing and earned my Google Analytics certification. I'm returning to the workforce with advanced capabilities and a fresh perspective on data-driven marketing strategies." Instead of saying: "I was a stay-at-home parent for three years." Say this: "I managed complex family logistics, including budget planning, schedule coordination across multiple activities and relationship building within our community. These experiences strengthened my project management, financial planning and stakeholder engagement capabilities." Instead of saying: "I tried to start a business but it didn't work out." Say this: "I launched and operated an independent consulting practice, gaining hands-on experience in market research, client acquisition, financial management and strategic planning. While I ultimately decided to return to corporate employment, this entrepreneurial experience gives me valuable insights into business development and customer needs." The key is to be specific about what you accomplished and learned and then draw clear connections to the job requirements. Optimize Your Resume And Cover Letter Your resume and cover letter are your first opportunity to control the narrative around your career gap. Rather than hoping employers won't notice, address it from the start. Use years instead of months when listing employment dates to minimize the appearance of resume gaps. If you engaged in meaningful activities during your career break, such as freelancing, volunteering, education or caregiving, include them as legitimate entries with action-oriented descriptions. Address your employment break in two to three sentences rather than avoiding it. Focus on what you gained, not what you missed. Instead of saying: "Although I have been out of the workforce for two years..." Say this: "During my recent career transition, I enhanced my project management skills while coordinating complex family logistics and completed advanced certifications in digital marketing. This experience, combined with my previous marketing director role, gives me a unique perspective on stakeholder management and strategic planning." The key is positioning your career gap as a purposeful part of your professional journey, not an unfortunate interruption. Master Your Job Interview Strategy Your job interview is where you transform your career gap from a potential liability into a compelling differentiator. Preparation is everything. Use the three-part structure: Context (brief), Action (detailed), Value (specific). Practice this story until it feels natural, not rehearsed. Context: "I took 18 months off after my father's cancer diagnosis." Action: "During that time, I managed his treatment coordination, researched clinical trials, and handled complex insurance negotiations." Value: "This experience strengthened my research abilities and stakeholder management skills, which I'm excited to apply to vendor relationship management in this role." Prepare confident responses to these common concerns: Question: "Why didn't you work part-time during your break?" Response: "I wanted to fully commit to the situation at hand and use any remaining time for strategic professional development." Question: "Are you concerned about being behind on industry trends?" Response: "Actually, my time away gave me fresh perspective on emerging trends in the industry, which I explored through targeted research and continuing education." Question: "How do we know you won't take another extended break?" Response: "This was a unique family situation that required my full attention. I'm now ready to fully commit to my career growth and have strong support systems in place." Don't wait to be asked about your employment break. Bring it up naturally when discussing your background. This approach shows confidence and prevents awkward moments later. Also, record yourself telling your career gap story to perfect your delivery. Your tone should be matter-of-fact and confident, not apologetic. Maintain eye contact and speak at a normal pace, as rushing through suggests discomfort. Rebuild Your Professional Network Strategic networking is crucial to overcome the visibility gap that often accompanies career breaks. Reconnect with former colleagues who can vouch for your abilities and provide insider perspectives on company cultures. Consider informational interviews with people in your target companies. They're often more willing to discuss opportunities when there's no immediate job pressure. Join professional associations and attend virtual events in your field to rebuild visibility. Update your LinkedIn profile to reflect your career gap positively, using the same reframing techniques from your resume. Engage with industry content by commenting thoughtfully on posts and sharing relevant insights. Use LinkedIn's "Open to Work" feature, and consider reaching out to recruiters who specialize in your field. Target Gap-Friendly Employers Not all employers view career gaps equally. Rather than applying broadly and hoping for the best, focus your efforts on organizations where your unconventional path becomes an advantage. Look for employers that explicitly mention valuing "diverse backgrounds," "non-traditional paths," or "life experience" in their job postings and company values. Startups and smaller companies often prioritize skills over linear career paths, while organizations with strong diversity and inclusion programs typically appreciate varied life experiences. Before applying, investigate whether the organization truly supports work-life balance or if it's just marketing speak. Check employee reviews for mentions of flexibility, family support and career development opportunities. Companies that offer returnship programs, flexible schedules or explicitly welcome career changers are ideal targets. Turn Your Career Gap Into Your Greatest Asset Your career gap doesn't have to be a liability. With the right strategy and mindset, it can become one of your strongest selling points. The key is approaching it with confidence, connecting your experiences to employer needs and demonstrating the unique value you bring because of your unconventional path, not despite it.
Daily Mail
18-06-2025
- Business
- Daily Mail
EXCLUSIVE I've got an amazing skill set and a stack of experience - but I can't get a 'basic gig' anywhere. This is the brutal reason why...
A highly skilled digital mentor and consultant has revealed she was passed over for several jobs in favour of someone half her age despite extensive experience in her field. Independent LinkedIn specialist Sue Ellson, 59, based in Melbourne, found herself subject to age discrimination after being unable to land a single position using an online recruitment platform. Ms Ellson told Daily Mail Australia she wanted to try out the platform for herself after recommending it to a 29-year-old client looking for temporary work. 'I was shocked to find that even with my extensive range of skills, both digital and non-digital, that I have not been able to secure even one basic gig,' she said. She explained she regularly 'battle tests' the recruitment systems she suggests for clients who come to her for advice as a careers consultant. Ms Ellson suspected age discrimination was at play after being rejected for several jobs, which then in some cases were re-advertised back to her. She pointed out she has 'registered with temporary employment agencies in the past' and secured 'a lot of different gigs all over Melbourne '. 'I have digital skills above and beyond what would be needed for these roles,' she said. As part of the lengthy recruitment process, Ms Ellson had to provide an ID check, police check and answer several interview questions on video. She was told her profile would be approved in three business days, but after failing to hear back she contacted them a week later to ask if her account could be deleted because she's 'obviously not what they're looking for'. Ms Ellson's account was then suddenly approved with an employability rating of 93 per cent. 'The main reason I was doing this particular exercise was because it had worked for this 29-year-old and I thought it would be interesting to see if it would work for me,' she explained. 'The only reason I can think as to why I haven't been able to get a gig is because either the platform skewered the result or the client skewered the result and didn't want someone because of age, because I definitely have the skills.' She said she's unsure whether the platform was at fault or if it 'was doing everything correctly and the client said, "We imagine someone under 30 for this role."' The LinkedIn specialist said the online platform included a few pieces of advice that led her to believe it had a bias favouring younger employees, including a warning to 'wear an ironed shirt' for interviews. 'I'm thinking why wouldn't you iron an shirt? But clearly some applicants turn up with un-ironed clothes and so that indicates they're interested in a younger person who might not be using an iron. 'You don't have to tell me to iron my shirt, I know I should iron my shirt, but the fact you are requesting an ironed shirt and a navy or black suit suggests to me you have a bias there.' Ms Ellson said she feared the new age of online recruitment agencies and the use of AI will unfairly discriminate against older employees, who are an asset to any company as they will 'often offer loyalty and reliability'. The time-consuming and convoluted process of creating a profile on the platform left Ms Ellson concerned that those who are less tech-savvy wouldn't stand a chance. 'If you're an older person and you have to jump through all this nonsense and face these challenges, that's going to be very difficult for someone,' she said. The skills to get a job are becoming increasingly different to the skills required to do the job. Ms Ellson warned online platforms don't solely discriminate on age. 'Many of these platforms use a particular language style that may not be familiar to someone with a non-Western background or have English as a second language,' she said. 'They may also lack the ability to allow for cultural differences. Some people are overwhelmed by lengthy forms and processes but could be very suitable for the job they are applying for. 'If all candidates need to go through this formality for consideration, they may miss out.' In a message to employers, she said: 'Are we going to let the technology make all the decisions? 'Or are we going to say what is the need for the enterprise and focus on that? 'We need to make sure the recruitment and selection process revolves what the enterprise needs and what are the best types of candidates based on skill and cultural fit rather than age, gender or cultural background.'
