Overcoming Ageism While Job Searching
Navigating Age in Today’s Job Market: A Guide for Both Younger and Older Job Seekers
Whether you're just starting or nearing the end of your career, age can significantly impact your job search and how you need to market yourself to potential employers. Both recent graduates and experienced professionals over 40 often face unique challenges.
For senior job seekers, long-term unemployment becomes more prevalent, and with the rising retirement age, many find themselves needing to work longer than anticipated. On the other hand, young adults fresh out of school often encounter entry-level positions demanding prior experience and offering wages that barely cover student loan payments. But there are ways to navigate these obstacles. Consider developing a strategic approach tailored to your specific life stage. Career Strategies for Older Job Seekers
Career Strategies for Younger Job Seekers
Trends to Watch – Affecting All Age Groups
AI Interviews – More companies are using AI to conduct first-round digital interviews. Prepare by learning how to customize your resume to automated systems and practicing on platforms like HireVue.
Skills-First Hiring – Skills-first hiring continues to gain popularity. Employers are increasingly hiring for skills over degrees. Demonstrating your ability to learn and adapt matters more than ever. Remote Work Etiquette – Whether you're 25 or 55, understanding how to collaborate across time zones, communicate via Slack or Teams, and manage your productivity is key. Longevity in Careers – The idea of a 30-year career followed by retirement is fading. Both young and older workers need to plan for reskilling every few years. Final Thought
Ultimately, successfully navigating ageism requires shifting your focus from the years you’ve accumulated to the value and adaptability you bring to the table. By proactively embracing continuous learning, mastering modern tools, and strategically communicating your skills and experience, you send a clear message: you are a professional ready for the demands of the current and future workplace, regardless of your life stage.
Please contact Mandy Fard at Market-Connections, if you need help with resume writing, interview coaching, or LinkedIn profile optimization. Recommended Reading
About the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. 
Skills-First Hiring
Skills-First Hiring Unveiled: Job Seekers’ Guide to AI-Driven Success
The buzz around generative AI and skills-first hiring has been impossible to ignore over the past couple of years. Aneesh Raman, the Chief Economic Opportunity Officer at LinkedIn, explored these trends by engaging with influential voices in the field, including Byron Auguste, Gerald Chertavian, and Sara Dionne. Their insights, focused on the transformative power of AI, shed light on how job seekers can navigate the changing dynamics of the job market.
Byron Auguste: Unlocking Opportunities Beyond Degrees
Byron Auguste is the CEO and cofounder of Opportunity@Work. As the advocate for STARs (Skilled Through Alternative Routes), Byron Auguste champions the cause of the 70 million US workers who lack a traditional four-year degree but possess valuable skills acquired through diverse paths. According to Byron, AI presents an opportunity to reshape the rules by shifting the focus from exclusion to inclusion. Job seekers could benefit from AI screening that emphasizes skills rather than educational credentials. This shift has the potential to make overlooked talent more visible and create a more equitable job market, especially in industries facing persistent labor shortages.
Byron encourages job seekers to envision a future where AI helps companies identify and appreciate the full spectrum of skills, aligning them with specific job requirements. Emphasizing measurable skills over degrees, he believes this approach could effectively address talent shortages in various industries. You may watch the interview here: https://youtu.be/spFSShWLUc4?si=VsiyhmMsmxSLx5jY For job seekers, platforms like LinkedIn Learning, Coursera, and edX offer a plethora of courses to acquire and enhance skills relevant to their career goals. Gerald Chertavian: Catalyzing Systemic Change
Gerald Chertavian is the senior advisor and founder of Year Up, where he tirelessly advocates for high school graduates and young adults without traditional degrees. According to Gerald, AI is the catalyst that will drive a significant shift towards skills-first hiring. He envisions a transformative period where AI necessitates a reevaluation of processes and practices in the workplace. To achieve this vision, communities must collaborate, sharing insights and working collectively to build a movement.
Gerald optimistically anticipates that AI will force higher education to rethink its value proposition, potentially ushering in a meritocratic society. For job seekers, this signals a need to adapt and embrace a changing landscape where skills take precedence over conventional qualifications. You may watch the interview here: https://youtu.be/rziytX7k4i4?si=iXiZTbU6TcUhbYBp Job seekers can leverage platforms such as Udacity, Skillshare, and Pluralsight to gain hands-on skills and stay ahead in the rapidly evolving job market. Sara Dionne: Navigating a Transparent Labor Market
Sara Dionne, Comcast's Chief Learning Officer, predicts that AI will bring much-needed transparency to the traditionally opaque labor market. Companies leveraging AI can clearly define the skills required for each role, empowering job seekers to make informed decisions about their career paths. Sara envisions a future where generative AI supports individuals in acquiring new skills rapidly, making career progression more accessible. You may watch the interview here: https://youtu.be/PCAStSbo95Y?si=Iby2ETU8fj4M8oLh
For job seekers, online platforms like Skillsoft, Khan Academy, and Codecademy offer a diverse range of courses to enhance their skill sets and navigate the evolving job market. Final Thoughts: Investing in Future Success
While the prospect of AI-driven skills-first hiring is exciting, job seekers may need to proactively engage in upskilling and adaptation. Training AI to assess job-relevant skills and objectively evaluating one's skill set becomes crucial. As Byron suggests, the companies that embrace this change early are likely to outperform those who lag behind. Job seekers are encouraged to recognize the evolving landscape, engage in continuous learning, and position themselves for success in a skills-first job market.
Platforms like LinkedIn Learning, Coursera, edX, Udacity, Skillshare, Pluralsight, Skillsoft, Khan Academy, and Codecademy provide valuable resources for job seekers to enhance their skills and stay competitive. Please contact Mandy Fard at Market-Connections, if you need help with resume writing, interview coaching, or LinkedIn profile optimization. Recommended ReadingAbout the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. 
Pre-Employment Tests Explained
What to Expect from Pre-Employment Testing: A Complete Guide for Job Seekers
If you are a new graduate entering the workforce or an experienced professional who is considering a job change, you might be surprised when you’re asked to take a test as part of the application and/or interview process. Although you may have been out of school for years, feelings of “test anxiety” can unexpectedly resurface.
Pre-employment testing has been around for more than 50 years, and can take on many forms. Some tests, such as drug screenings and background checks, protect companies from hiring an applicant who may be a legal or security risk. Other tests help companies identify candidates who are the right fit for the job based on their skills, personality, values, and motivations. Some tests are administered as part of the “screening” process, narrowing down the pool of applicants to those who meet the basic requirements. Others are used as part of the “hiring” process; once a pool of candidates has been identified (or perhaps even initially interviewed), pre-employment tests can be used to further narrow the number of candidates being considered. Research indicates that the use of pre-employment assessments has only continued to grow. In 2024, the global pre-employment testing software market was valued at approximately $1.8B, projected to grow significantly, reflecting a widespread adoption driven by the need for data-driven hiring decisions (Source: Business Research Insights). This trend underscores that a vast majority of employers now leverage some form of pre-employment assessment. Companies increasingly rely on these tests to confirm applicants possess the skills they claim. According to various HR surveys, a significant percentage of firms will not hire job seekers found deficient in basic skills through pre-employment testing. With the median job tenure for employees aged 25 to 34 holding steady at 2.7 years as of January 2024 (Source: U.S. Bureau of Labor Statistics), hiring managers are increasingly turning to objective pre-employment tests. These tools help evaluate whether a candidate can perform the job effectively or learn the necessary skills quickly, aiming to reduce costly turnover. To the job seekers’ benefit, tests are more objective than résumé reviews, pre-interview screening calls, and unstructured interviews. Effective assessments are closely tied to the performance of a particular job. Ideally, there would be a correlation: candidates who do well on the test would do well in performing the job, and conversely, those who score poorly on the test would likely perform poorly on the job. Types of Pre-Employment Tests
The type of testing discussed here does not include drug and physical exams/ability tests and is distinct from the testing required to earn professional certifications and licenses (requirements established by law or by industry standards). The most commonly used assessments included in the pre-employment process fall into two broad categories.
Some tests are closely focused on job-related skills and abilities (hard skills). For example, a software proficiency test, language proficiency exam, or a test that assesses physical and motor abilities. Others assess more personal information, such as personality traits, emotional intelligence, and personal values (soft skills). Job Knowledge Tests & Employment Aptitude Tests
Job knowledge tests measure a candidate’s technical or theoretical expertise in a field. These kinds of tests are most useful for jobs that require specialized knowledge or high levels of expertise. For example, an accountant may be asked about basic accounting principles. Some companies invest in custom assessments for major categories of employees (like cable technicians), based on scores of high-performing employees. The results are predictive of performance, especially for low scorers.
While job knowledge tests determine the applicant’s current level of knowledge or skill, cognitive or aptitude tests determine an applicant’s potential ability to perform the job functions once trained; in other words, an applicant’s capacity for learning the required skills to be successful if hired. These tests are usually written or oral and are used to measure a candidate’s reasoning (verbal, numerical, and inductive), memory, perceptual speed and accuracy, as well as skills in arithmetic and reading comprehension. Cognitive ability tests measure a candidate’s general mental capacity; what most people mean by “intelligence”, although true intelligence has many other aspects as well. These kinds of tests are much more accurate predictors of job performance than interviews or experience. All jobs require some degree of “people skills.” According to older research conducted by Harvard University, the Carnegie Foundation, and Stanford Research Center, 85% of job success comes from having well-developed soft and people skills, and only 15% of job success comes from technical skills and knowledge (hard skills). With this in mind, the most widely used assessments measure soft skills. There are three general categories of tests to assess soft skills: personality tests, integrity tests, and emotional intelligence tests. Personality Tests
When applicants apply for a job online these days, they are increasingly being asked to take personality tests, even before they exchange an email or have a phone interview with a hiring manager. Personality assessments can offer insight into a candidate’s cultural fit and whether their personality can translate into job success. The goal of these tests is to hire people who fit the profile of the ideal employee the organization is seeking.
The use of personality tests continues to grow significantly, forming a substantial segment of the pre-employment assessment market. This trend is driven by several factors:
Many personality tests are now delivered online, where they can be processed immediately and evaluated against thousands of other candidates. The test format can vary from a brief written assessment to a long psychological examination. These tests typically measure one or more of five personality dimensions: extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience. Integrity Tests
Employee theft and fraud represent significant costs for companies. While lie detector testing is largely prohibited by law, pre-employment testing often includes integrity or honesty tests. These questions are designed to assess an applicant’s attitude and approach towards risky work behaviors, theft, lying, misuse of company resources (email, internet), drug and alcohol use, trustworthiness with confidential information, and personal responsibility including safety and dependability.
Employee integrity tests take two forms: overt and covert. Overt integrity tests refer directly to dishonest and counterproductive behaviors (theft, cyber-loafing, absenteeism, etc.). Covert testing is personality-based. These tests assess integrity by proxy (e.g., conscientiousness). Emotional Intelligence Testing
Closely related to integrity, emotional intelligence (EQ) is an individual’s ability to understand his or her own emotions and the emotions of others. Strong emotional intelligence is important for most jobs, and critical for some, since emotionally intelligent people can work well with colleagues, interact with the public, and handle disappointments and frustrations in a mature and professional way. In general, tests that measure EQ have some predictability of job performance.
Applicant integrity and EQ are often assessed simultaneously. For example, some online applications might include scenario-based questions that reveal a candidate's judgment and empathy, such as: "While you are on break, a customer spills a large drink in a busy area of the restaurant. Cleaning the floors is the job of another team member, but he is taking a customer’s order. What would you do?" Legal and Ethical Considerations of Pre-Employment Testing
Pre-employment assessments are legal; however, companies are required to ensure that their testing does not discriminate based on race, color, sex, national origin, religion, disability, or age. In other words, the test must comply with Equal Employment Opportunity (EEO) laws. To accomplish this, tests must be properly administered (the same to all candidates), validated (measure what they are designed to measure), and related to the job to which you’re applying.
The Americans with Disabilities Act (ADA) makes it unlawful for private employers with 15 or more employees, and local, state, and federal government employers, to discriminate against qualified applicants with disabilities. This means that employers to whom the ADA applies must take care that any pre-employment testing analyzes skills and does not screen out disabled candidates simply because they are disabled. To best comply with the requirements of ADA, employers should, whenever possible, avoid giving a pre-employment test that may pose problems for persons with impaired sensory, speaking, or manual skills (and certain learning disabilities, such as dyslexia), unless it is designed to assess skills required to perform the job. Under the doctrine of disparate impact, employers also may not use hiring practices that, even though neutral on the surface and applied to all applicants, disproportionately exclude members of a protected category. The first U.S. Supreme Court case addressing the issue involved a company’s high school diploma requirement for screening labor applicants. Although the employer was not acting intentionally, this requirement excluded a substantially higher number of African-American applicants than it did Caucasians. The rise of AI in hiring has intensified scrutiny on algorithmic bias, requiring companies to conduct bias audits and ensure fairness in AI-driven assessment tools. (Source: K&L Gates, 2025 AI and Employment Law Review). The Employee Polygraph Protection Act (EPPA) of 1988 prohibits most private employers from using lie detector tests, either for pre-employment screening or during employment. Employers generally may not require or request any employee or job applicant to take a lie detector test or discharge, discipline, or discriminate against an employee or job applicant for refusing to take a test, or for exercising other rights under the Act. Certain exceptions apply, such as armored car personnel and personnel employed in public safety occupations. How to Prepare for a Pre-Employment Test
Job knowledge and aptitude tests are nothing to be afraid of. And, approached with the right attitude, an assessment is a great opportunity for job seekers to stand out from the competition. Most personality tests are designed to be used by psychologists. However, there are some tests available which can be interpreted by non-psychologists. Pre-employment personality, integrity, and EQ tests have no “right” answers; applicants are simply evaluated on the answers they give.
The Sparks Group, a temporary staffing and full-time recruiting services provider, offers this advice:
Many assessment providers offer practice tests. For example, major platforms often provide sample questions or guides that simulate the testing experience, in terms of question types and formats. Popular Pre-Employment Assessments (Evolving Landscape)
The landscape of assessment tools is continually evolving with new technologies and approaches. While some long-standing assessments remain popular, the market now also features more AI-driven and specialized platforms.
Caliper Profile
Around for about 50 years and widely used by various companies across the US, the Caliper Profile evaluates how an individual’s traits will relate to his or her job performance. There are a few different types of questions. Candidates encounter a series of statements from which they must determine the statement that best matches their perspective. Other questions require them to choose the statement that least reflects their perspective.
There may also be true/false questions, as well as questions with a five degree of agreement scale. The Caliper Profile is unique in the sense that it examines both positive and negative qualities to provide a well-rounded picture of an individual. Gallup StrengthsFinder (Clifton Strengths)
This test was created a few decades ago, when research by Gallup suggested that personality assessments focused too much on weaknesses. Based on responses to 177 statements that speak to 34 positive traits that the test-taker might possess, from discipline to communication, the test identifies the top 5 strengths out of all 34 that most strongly represent the prospective employee.
Conducted as an online assessment, two statements are presented on each screen of the test. Respondents must pick the statement that best describes them. They can note that it “strongly describes” them, that their connection to both statements is “neutral,” or it falls somewhere in between. Unlike the Caliper, Gallup looks at strengths that are real indicators of success, rather than simply flushing out people’s negatives and downside. For example, you may rank highly in positivity, implying that you’d be stellar in a position that has you dealing with rejection regularly, such as at a call center, or in fundraising. Or perhaps, you score as an achiever, suggesting that you might naturally excel at Type-A gigs, like an executive or another high-level manager role. Myers-Briggs Type Indicator (MBTI)
One of the most well-known tools for mapping employee personalities is the Myers-Briggs Type Indicator (MBTI). According to the test’s publisher, 89 of the Fortune 100 companies use the MBTI. The MBTI measures whether an employee’s personality leans toward one of two tendencies in the following groupings: Extraversion vs. Introversion, Intuition vs. Sensing, Thinking vs. Feeling, and Judging vs. Perceiving. An employee can fall into one of 16 personality types.
The Myers-Briggs Type Indicator allows employers to determine if a candidate would be a good cultural fit for the company and thus be able to transition into a team with ease. The MBTI has 93 questions that are presented at a 7th-grade reading level. The questions are formatted in an A/B format, meaning a question will ask if you prefer A over B. The Myers-Briggs Type Indicator is not a normalized exam, nor are the questions scaled. It has not been proven valid for recruitment use, but is more appropriate for understanding how a candidate may perform in a group. The SHL Occupational Personality Questionnaire
One of the most established workplace personality assessments, the SHL Occupational Personality Questionnaire has been around for more than 30 years. Now owned by CEB, the questionnaire helps employers identify behaviors that directly impact job performance and candidates who are most likely to be dependable workers based on these behaviors.
The test is comprised of 104 questions that measure 32 specific personality characteristics. These are clustered within three domains: relationships with people, thinking style, and feelings and emotions, which align with various occupations. Predictive Index
The Predictive Index (PI) is a behavioral assessment tool that determines the unique motivators for workplace behavior of employees and helps employers make informed and sound hiring decisions to benefit a company as well as the employees. PI tests are a modern way for employers to pick out the strongest potential employees.
Since online applications can be easy to falsify and there is no personal attachment or indication of personality (as in handwriting), employers need to see what skills you truly possess. The developers of the test claim it is based on reliable scientific research and therefore eliminates the element of human bias, making it highly reliable in the eyes of hiring managers. Used in a variety of industries including finance, manufacturing, hospitality, and transportation, the Predictive Index assessment takes approximately 10 minutes to complete, and the results are interpreted immediately. This test utilizes different statements to measure your personality; the best way to answer is to be as honest as possible. Avoiding strong answers and sticking with neutral options results in a lower score. Criteria Cognitive Aptitude Test (CCAT)
The CCAT is a general pre-employment aptitude test that measures problem-solving abilities, learning skills, and critical thinking. The CCAT practice test consists of 50 questions in logic, math, verbal ability, and spatial reasoning, and has a 15-minute time limit.
CCAT scores are determined by a raw score, which is simply the number of questions answered correctly. This score can be translated into a percentile to indicate the job applicant’s result compared to others. Each position has a suggested range of raw scores, and once your score is within that suggested range, it means that you are competent for the position. Kenexa Prove It! Skills Testing
Used frequently by staffing agencies and companies doing large-scale hiring, such as staffing a call center, this test aims to “prove” that you have the skills and abilities to use specific programs, such as Word and Excel.
The length of each assessment varies from 15-30 minutes for nontechnical assessments, to 45-60 minutes for more technical ones. The assessments are not timed, but this is the average amount of time needed to take them. You can’t skip any questions or return to previous screens to change your answers. But you can take the assessment again, as many times as you wish. Employers will not have access to your results, though a staffing agency might ask you to take one of these tests to determine what you’re best at to assess which skills on your résumé are provable, and where you might match best. Profile XT
Primarily used for pre-hire screening, employee selection, onboarding, managing, coaching, and strategic workforce planning, the Profile XT is described as a “Total Person” assessment. Administered online, it measures the job-related qualities that make a person productive. Thinking and reasoning style, behavioral traits, and occupational interests predict job success. Using “Job Match Patterns,” the assessment can be customized by company, department, manager, position, geography, or any combination of these factors.
The EQ-i 2.0
Created by Multi-Health Systems, Inc., the EQ-i 2.0 may be the best way to assess a candidate’s emotional intelligence. The assessment breaks down a person’s overall EQ score into five composite scores and 15 “subscales,” which include things like “emotional expression” and “problem solving.” This allows for the assessment to produce truly granular pictures of potential hires.
Final Thoughts on Pre-Employment Testing
These are just a few of the many assessment tools being used by HR, recruiters, and hiring managers as part of the screening and hiring process. If you are “invited” to take a test that is not included in this list, don’t panic. Simply doing a Google search of the assessment by name will most likely reveal all kinds of information about the test and possibly even let you try it out.
Although pre-employment testing may appear to be only beneficial to the employer, in reality, the jobseeker also wins. It is far better to be screened out of a position and/or company that does not fit one’s skills, values, and personality than to be hired for the position and eventually dread going to work every day. Please contact Mandy Fard at Market-Connections, if you need help with resume writing, interview coaching, or LinkedIn profile optimization. Recommended ReadingAbout the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. 
How to Work with Recruiters
Make the Most of the Relationship by Understanding Their Role
When you are job searching, connecting with a recruiter can feel like striking gold. After all, they often have access to the hidden job market and insider hiring information. But to truly benefit from working with a recruiter, it’s essential to understand how they operate and what they can and cannot do for you.
How Recruiters Operate: Who Do They Work For?
One of the most common misconceptions job seekers have is that recruiters work for them. In reality, recruiters work with job seekers, but they are paid by the employers. Their responsibility is to identify and present the best possible candidates for specific job openings on behalf of the companies that hire them. Work with a recruiter to diversify your job search.
1. The Employer is the Client
Recruiters are hired by organizations to fill open roles. Their success is measured by how quickly and accurately they match candidates to a company's needs, not by helping candidates land any job.
2. Three Main Types of Recruiters
Tip: If you’re open to temp work, make that clear early on. Temp recruiters often move quickly and need candidates who are ready to start right away. Honesty is Non-Negotiable
Transparency is essential when working with recruiters. One common scenario involves duplicate job submissions: a candidate may apply directly to a job, then later be approached by a recruiter representing the same company. If the recruiter asks whether you've applied to that employer before, be honest. Misleading the recruiter will waste their time, damage your credibility, and likely hurt your chances with that company.
Other moments when honesty matters:
Recruiters invest time and effort into representing you. Be someone they can trust. How to Work with Recruiters: Smart Strategies for Job Seekers
Recruiters can be valuable partners, but only if you manage the relationship strategically. Here’s how to stand out:
DO:
DON’T:
Questions to Ask Recruiters Before Meeting with Every Employer
Salary Negotiation: Let the Recruiter Lead
When an employer wants to make a job offer, the negotiation typically flows through the recruiter, not directly between you and the hiring manager. This may feel counterintuitive, but it works in your favor. Here’s why:
Also, keep in mind that total compensation includes more than just base pay. Things like:
... all play a part. Let your recruiter know what matters most so they can negotiate with a full understanding of your priorities. Final Thoughts: A Relationship, not a Shortcut
Recruiters are not silver bullets, but they can be excellent allies in your job search if you understand their role and engage with professionalism. Treat them as partners. Be honest, responsive, and respectful.
The more prepared and transparent you are, the more likely a recruiter will be to champion your candidacy, again and again. Please contact Mandy Fard at Market-Connections, if you need help with resume writing, interview coaching, or LinkedIn profile optimization. Recommended ReadingAbout the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. 
Photo by Andrew Lozovyi of DepositPhotos.com
How to Future-Proof Your Career During Widespread LayoffsIn light of the current wave of layoffs sweeping through various industries, it's essential for individuals to proactively strategize their next career moves. The Economic Times published an article in July 2025 about ongoing mass layoffs in 2025, and it cites a World Economic Forum survey indicating that 41% of businesses anticipate AI-related job cuts in the next five years. Additionally, on January 21st, 2025, HR Dive reported on a survey of 1,000 U.S. managers, where 11% said their companies will "definitely" proceed with layoffs in 2025. To stay informed about companies undergoing layoffs, LinkedIn News has compiled a list (https://www.linkedin.com/news/story/latest-layoffs-firms-making-cuts-5273825/). Why You Should Be Proactive, Not ReactiveFor those who sense vulnerability in their current positions, now is the opportune moment to devise a strategic plan. While this isn't to suggest imminent doom, it is crucial to take ownership of one's career and adopt a realistic outlook. Vigilance regarding market trends is imperative. Focus on cultivating skills that are less susceptible to automation by AI, as its prevalence is expected to persist in the coming months and years. Understanding the Role of AI in Workforce ReductionsAvoid waiting until your job falls victim to AI-driven outsourcing. Companies are actively exploring cost-cutting measures, often leveraging AI as a readily available solution. Be proactive, as employers increasingly look to AI for streamlining operations and reducing headcount. How to Research Layoff Risks at Your Current or Target CompanyTo determine if your company is contemplating layoffs, consult the WARN Act (Worker Adjustment and Retraining Notification) by checking your state's location. Companies with covered establishments of 75 employees or more are mandated to file a WARN notice if they lay off 50 or more employees within 30 days. The WARN tracker website (https://www.warntracker.com/) provides information on companies announcing or planning layoffs in your local area. It's advisable to search for notices filed during the last six months. For job seekers, it's prudent to ensure that prospective employers are not actively conducting layoffs. Stay ahead by regularly checking the WARN tracker and taking proactive steps in your job search. The landscape may witness a decline in certain roles due to automation, emphasizing the need to make oneself indispensable. Invest in Your Career with Professional SupportAs you navigate these uncertain times, consider investing in your professional future with personalized support. At Market Connections, we specialize in resume writing, LinkedIn profile optimization, career coaching, and interview coaching. Our tailored services empower you to proactively enhance your professional presence and prepare for potential challenges in the job market. Don't wait for the inevitable; begin refining and updating your resume and engaging in networking activities now. Take charge of your career trajectory with expert assistance. Visit https://www.market-connections.net today to elevate your professional profile and maximize your opportunities. You May Also Like: About the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. 
Post-Interview Follow Up
Your Post-Interview Game Plan: Smart Strategies for the Waiting PeriodInterviewing for a job can be exciting, but waiting for a job offer afterward can feel like a stressful waiting game. You might start second-guessing your answers or wondering whether they’ve moved on with another candidate. But silence doesn’t always mean rejection. Hiring processes can be delayed for countless reasons, many of which have nothing to do with you. Whether it’s due to internal approvals, vacation schedules, or unexpected project changes, a delayed response is common. That’s why it’s important to stay proactive, without coming across as impatient or overly persistent. The key lies in tactful follow-up: knowing when and how to check in without making the wrong impression. This guide will help you navigate the uncertainty after a job interview, showing you how to prepare your follow-up strategy during the interview itself and how to handle different communication scenarios, whether by email, voicemail, or phone call. You’ll also learn how to respond when you didn’t establish a timeline in advance, what to do after multiple rounds of interviews, and how to tap your network for insights. Most importantly, you’ll understand why keeping your job search active, even while you wait, is crucial to maintaining momentum in your career path. Let’s explore how you can follow up professionally, confidently, and effectively after your job interview. Preparing for the Job Interview Follow-Up Even Before the InterviewThe best time to decide how to follow up is in the interview. Asking about the next steps in the process at the end of the job interview can help provide a lot of clarity for your follow-up actions. Near the end of the interview, ask the interviewer when you can expect to hear back from them about a hiring decision or the next step in the hiring process. This will help guide your follow-up. If the interviewer doesn’t have a specific timeline, ask if it’s okay for you to check in with them. Ask if he or she would prefer you to call or email. And determine a specific date for doing so, usually a week or two at a minimum. Ask: “Is it okay if I check back with you next Friday if I haven’t heard from you? Would you prefer I call you or send you an email?” If you do establish a specific follow-up protocol (date and method), make sure you follow it. That can solidify you as an even stronger candidate when you follow up in the time and manner you established you would. What if You Don’t Hear Back From the Interviewer?If you don’t hear back from the interviewer on the date promised, that’s not unusual. It doesn’t mean you weren’t selected for the role. Often, things come up that can delay the hiring process. Sometimes the company’s priorities for hiring have changed. If the interviewer is also a manager, other job responsibilities can have an impact. Maybe they got sick or had a family emergency. All of these can impact the hiring timeframe and may not necessarily be communicated to you. When and How to Follow UpFor situations when there was a definitive schedule provided, but that date has passed, an email follow-up is often the best way to touch base (if you have an email address for the interviewer). Write a short email using this template: Dear [Interviewer Name], Thanks again for the opportunity to interview for the [job title] position on [date]. I am still very interested in this role and look forward to the next step in the process. Please let me know if there is any additional information I can provide or if you can give me an update on the timeline for filling this position. Thank you. [Your name] After sending the email, if you don’t hear back in another 5-7 days, it’s fine to follow up with a phone call. (See the next section for tips on following up by phone.) Following Up When You Didn’t Establish a Follow-up Schedule with Your InterviewerWhat if you didn’t ask the interviewer about the next step(s)? And what if the interviewer didn’t mention a timeframe for making a hiring decision? What then? The first step is to wait. See if you hear back from the interviewer. How long should you wait? You’ll generally want to wait at least a week. But you won’t want to wait more than 10-14 days before you reach back out to inquire about the status of the hiring decision. A phone call is usually the best method for following up in situations when a specific date and method have not been established. Even if you don’t reach the interviewer directly, you can usually leave a voicemail message. If you can reach the interviewer’s extension directly, try to reach them directly a few times before you leave a voicemail message. (If you have to talk to someone to get transferred to the person, leave a voicemail the first or second time you call.) Here’s a sample voice mail message you can leave: “Hi, [interviewer name]. This is [your name], and I interviewed with you for the position of [job title] on [date]. I wanted to reiterate that I’m very interested in this job, and I wanted to be sure you had all the information you needed from me. If there’s anything else I can provide you with to help you make your decision, please let me know. I’d also like to know a timeline for next steps, if you’re able to share that. You can reach me at [your phone number] or [your email address]. Thanks again for the opportunity to be considered for this job. If You Reach the Interviewer Directly by PhoneIf you’re following up with the interviewer by phone, don’t say, “I’m calling to see if you made a hiring decision.” Instead, remind him or her of who you are and what job you interviewed for. (This is especially important if the interviewer is in human resources and is likely hiring for several roles at the same time.) Say, “I just wanted to reach out to you and make sure you had everything you needed from me. Do you need anything else from me at this time?” That makes it easy for the interviewer to say, “No, we have everything we need” (which will be the usual response), but it can lead you into your follow-up questions. These can include:
The key is asking the interviewer when he or she would like you to make contact again. It’s perfectly fine to ask that question, but then make sure you don’t follow up more frequently than you were told. For example, if you were told to check back in a couple of weeks, wait two weeks before following up. If the Delay Is After the Second or Third InterviewIf you haven’t heard from the interviewer after a second or third interview, it’s possible that the company is checking your references, and this can be a time-consuming process. Or, it’s possible the job was offered to another candidate, and they are waiting for a response. If that candidate turns down the role, you may be offered the position. So, until you hear a definitive “no” on the opportunity, it’s fine to keep following up. The longer the process goes on, the less frequently you should reach out. In some cases, the hiring process may take months; in that situation, calling weekly would make you a pest, unless the interviewer has encouraged you to reach out each week. Once every couple of weeks is sufficient. If you’ve followed up three times without a response back, though, it’s probably time to move on. Tap Your Network to Follow UpIf you’re having a hard time connecting with the interviewer or the process is taking a lot longer than you were initially told, it might be helpful to get some “inside information” to help you determine the reason for the delay. If you have a contact at the company already, reach out and ask if they know anything about the hiring process for the position. If you don’t have an existing contact at the company, tap your network of connections to see if you can identify someone who works there. Or use LinkedIn. Search for the company on LinkedIn, and then click on the “People” tab on the company’s business page, and it will show you people who work at the company. You might also check in with your references (if you provided them to the interviewer) to see if they have heard anything from the company. Keep Applying and InterviewingEven while you’re waiting to hear back about this job opportunity, keep your job search going. Focus on the things you can control (applying and interviewing for other opportunities) rather than the things you can’t control (an employer’s hiring timeline). You May Also Like About the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. 
Write a Resume that Gets Read and Get You Hired - By Market-Connections Professional Resume Writing Services
The Ultimate Resume Checklist to Land More Interviews
Hiring managers and recruiters have limited time to review resumes, so it’s essential to capture their attention quickly and make your resume stand out. This checklist will help ensure your resume is attractive to employers and recruiters.
Enhance Your Resume to Stand Out
In today’s competitive hiring landscape, your resume must quickly demonstrate value, relevance, and clear alignment with the role you’re pursuing. Before you dive into the checklist below, take a moment to ensure your resume is strategically optimized to increase visibility in applicant tracking systems, improve recruiter engagement, and strengthen your chances of securing an interview. By applying these actionable, results-oriented steps, you'll position yourself to stand out in a crowded talent market and streamline your job application process.
Format
Start with a Strong Summary
Tailor the Resume for the Role
Showcase Career Progression
Demonstrate how you’ve grown in previous roles. Don’t simply list your final role with a company — show your progression through different roles. If you were promoted within the company, be sure to include that on your resume.
Show Continuous Learning
Use Action Verbs
Highlight Relevant Skills
Quantify Your Achievements
Keep it Concise
Ensure an Error-Free Document
Final Thought
A polished, compelling, and strategically optimized resume is your most powerful marketing tool in a fast-moving job market. By focusing on clarity, relevance, measurable achievements, and high-impact keywords, you significantly increase your chances of getting noticed by hiring managers, recruiters, and applicant tracking systems. Investing time in refining your resume can lead to more interviews, stronger employer engagement, and ultimately, faster job search success.
Please contact Mandy Fard at Market-Connections, if you need help with resume writing, interview coaching, or LinkedIn profile optimization. About the AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. |
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AuthorMandy Fard is a Certified Professional Resume Writer (CPRW, CMRW) and Recruiter with decades of experience in assisting job seekers, working directly with employers in multiple industries, and writing proven-effective resumes. 
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