How to recession proof your career
Recession Proof JobsI used to think that there is a list of recession-proof jobs and it is the answer to securing a stream of recession-proof income. Later, I learned that almost everyone can recession-proof their career if they learn how to build a network with the right connections. Career networkingSuper Connectors Last week, on October 17th, 2019, Chris Winfield and Jen Gottlieb the famous power couple, communications experts, and the “super connectors” who co-founded Super Connector Media were interviewed by Bold TV and discussed the best strategies to recession-proof your career. Click here to watch the video on YouTube: https://youtu.be/z5g7HLcYqLw The more you connect with the professionals in your circle, the more opportunities you will be creating for your career. When facing layoffs, having a large network can be the best solution. Prior experience has shown that most people find jobs through their network and not through online applications. We must not underestimate the value of our network and we should not keep it inactive for too long. The worksheet below is a helpful guide for jobseekers to help them identify social connectors in their lives — people with social influence who can help them in their job search. Top 20 People ListWinfield and Gottlieb Social Connection Worksheet Based on the principles from Chris Winfield and Jen Gottlieb, Super Connector Media
This allows you to see how many people you actually have in your life and how these people can help you achieve your goals.
Winfield, also known as the “Super Connector”, is the editor at large for Arianna Huffington’s Thrive Global, a columnist for TIME, Business Insider, and INC., and host of a show for Entrepreneur. He’s been featured in the Wall Street Journal, New York Times, NBC’s Today Show, USA Today, Fast Company, Forbes and over 200 other media outlets.
Jen Gottlieb is known for getting her celebrity and millionaire (and billionaire) CEO clients performing at the top of their game. A former Broadway actress, and founder of her own successful companies (JLG productions, and JLG Fitness), Jen has been featured in US News, CBS News, American Dream TV, MTV, Well + Good, Women’s Health and has been a two-time Cover Model for Steppin’ Out Magazine.
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How to get out of a career rut
Stuck in a Career RutAfter you’ve been working for 20 years or more, it’s natural to assume that you know how to manage your career. However, a study by Harvard Business Review found that mid-career professionals need help if they want to avoid being undervalued and overworked. The researchers found that professionals between the ages of 40 and 48 were the group most likely to make work decisions that led to less-than-successful outcomes. This was partly due to the pressures of keeping up with daily demands and feeling stressed about making changes. Employees often felt trapped between the need to innovate and the fear of being penalized if they took risks that didn’t produce quick gains. If you think you’re heading into a rut, there are many ways to recharge your career. Try these suggestions for dealing with fear and boredom and achieving more balance in your life. Dealing with Fear and Boredom
Creating Work Life Balance
Final ThoughtYour mid-career years can be an exciting time to learn and grow. You can make dramatic changes like changing jobs or starting a new business, or make smaller adjustments in how you approach your current position and daily life. 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. 
How to Answer "Tell Me About Yourself" in an Interview - By www.market-connections.net
How to Answer "Tell Me About Yourself"
One of the most common questions asked during a job interview is “Tell me about yourself.” Many job seekers assume the interviewer is simply asking for a summary of their resume. In reality, the purpose of this question is much broader.
The interviewer may or may not have read your resume thoroughly. This first question is rarely intended as a request for a chronological explanation of your career path or a list of accomplishments. Instead, it allows you to set the tone of the interview and introduce yourself professionally. At this early stage of the conversation, the interviewer observes more than your words. Your tone, demeanor, and overall presence communicate just as much as the information you share. You may come across as nervous, confident, professional, demanding, courteous, relaxed, uncomfortable, curious, or careless. Every one of these signals contributes to the impression you create. As you project your personality and professionalism through your behavior, you begin shaping the atmosphere of the interview. For this reason, the “tell me about yourself” interview question often functions as an icebreaker that reveals how a candidate presents themselves under pressure. Understanding how to answer “tell me about yourself” effectively can help you begin the interview with confidence and position yourself as a strong candidate from the very start. Answering "Tell Me About Yourself" - Recruiter's Advice
I have interviewed more than a few thousand job seekers. My icebreaker questions varied often. For example:
During interviews, I might ask one of these questions or a combination of them. They often serve the same purpose. I wanted to see how a candidate presents themselves when they know they only have a short moment to speak. How do they conduct themselves while answering the first question of the interview? Within the first few minutes, I would begin forming an impression about the person’s overall vibe. An open-ended question at the beginning of the conversation naturally sets the tone. It also makes it easier to distinguish between candidates who are applying for the same position. In many cases, the vibe was almost as important as the quality of the answer. A brilliant answer delivered with a negative attitude rarely left a positive impression. The reality is that interviewers sometimes decide whether they want to continue the conversation after hearing the response to this simple icebreaker: “Tell me about yourself.” There are almost as many ways to answer this question as there are people. However, a great deal can depend on the impression you create in those first moments. Learning how to answer the “tell me about yourself” interview question effectively can open more doors and give you an advantage over other candidates. 1. Be receptive
When answering the “tell me about yourself” interview question, it helps to project a receptive and calm demeanor. Employers evaluate your qualifications, but they also observe how you interact in a professional setting. A defensive or guarded tone can create unnecessary tension during the conversation.
Maintain a relaxed posture, listen carefully, and respond thoughtfully. A receptive attitude reflects emotional intelligence and professionalism. Hiring managers often look for these qualities during the interview process. Remaining calm and open allows your response to sound natural and confident. When the conversation flows comfortably, the interviewer gains a clearer sense of how you might communicate and collaborate within the organization. a. Stand out from the crowd
Present yourself well so the interviewer understands what sets you apart from other candidates. When you outline your competencies and explain how they align with the requirements of the role, you make it easier for the interviewer to see your potential value.
Many job seekers struggle to talk about themselves in these situations. With preparation and thoughtful positioning, you can use this opportunity to highlight your strengths and demonstrate why your background fits the role. This moment often becomes one of the best opportunities to differentiate yourself from the competition. b. Body language
Body language plays a powerful role in job interview success. Long before you finish answering the "Tell me about yourself" interview question, your posture, eye contact, and gestures already communicate important signals.
Sit upright and lean slightly forward to show engagement. Maintain comfortable eye contact with the interviewer. Avoid crossing your arms, fidgeting, or frequently looking away, since these habits can signal discomfort or lack of confidence. A firm handshake, steady voice, and controlled hand movements reinforce the impression that you are confident discussing your professional background. Strong body language supports your message and helps the interviewer see you as composed, trustworthy, and ready to represent the organization. c. Pay attention to your facial expressions
Facial expressions during an interview can reveal more than you may realize. Even carefully prepared answers can be undermined by subtle reactions such as raised eyebrows, forced smiles, or visible frustration.
Maintain a natural and attentive expression throughout the conversation. A genuine smile, a slight nod while listening, and relaxed facial muscles communicate confidence and approachability. Because facial expressions often occur automatically, practicing your responses in front of a mirror or recording yourself can help you become more aware of how you appear during the interview. d. Show your ability to guide this topic
Show that you can choose the right moment to highlight key points about your experience. Preparation allows you to answer confidently without appearing caught off guard.
A strong response to the "Tell me about yourself" interview question usually invites follow-up questions. When the interviewer becomes curious and wants to explore certain topics further, the conversation develops naturally. If your answer includes too many details, the interviewer may feel that every possible topic has already been covered. Leaving room for discussion helps create a more engaging interview. e. Prepare for hypothetical questions
Most people do not regularly discuss hypothetical scenarios or long-term career plans in everyday conversations. As a result, questions about future goals can feel unfamiliar during a structured interview.
Questions such as “What are your five-year plans?” often appear during the same conversation as the "Tell me about yourself" interview question. Preparing concise answers in advance can help you respond clearly. An authentic and well-prepared response often resembles an elevator pitch. If your elevator pitch sounds natural and conversational, it leaves a strong impression. With practice, your answers will feel fluid and confident rather than rehearsed. 2. Focus on answering the question
A thoughtful response to the "Tell me about yourself" interview question should remain focused and professional. Many candidates begin sharing their entire career history or personal background. That level of detail rarely helps the conversation move forward.
Employers want to understand how your experience, skills, and accomplishments relate to the role they are trying to fill. A concise answer shows strong communication skills and respect for the interviewer’s time. Keeping your response focused also allows the interviewer to guide the discussion toward topics that matter most for the position. a. Do not get personal
Employers want to determine whether you can perform the job and whether you will fit within the company’s mission and culture.
Keep your answer professional. Avoid discussing personal background, family matters, or unrelated life details. Focus on explaining how your experience prepares you for the role and how you could contribute to the organization. b. Practice your answers
Write your response down beforehand. During the interview, you often have about a minute to communicate your key points.
Practicing on paper allows you to organize your thoughts and avoid unnecessary tangents. This preparation helps you stay focused while answering the "Tell me about yourself” interview question. c. Be realistic
The interviewer is another human being. Speak naturally and avoid sounding robotic.
A conversational tone makes your answers easier to follow. Personality and authenticity often leave a stronger impression than perfectly rehearsed responses. d. A customized approach works best
Customize your resume. Your resume should never follow a one-size-fits-all approach. Your interview answers should not follow that approach either.
Before the interview, read the job advertisement carefully. Pay attention to the employer’s priorities and the competencies they emphasize. You may choose to highlight your experience in client relations, training others, leadership, or project management, depending on the requirements of the role. e. Talk about your achievements
This moment allows you to highlight meaningful accomplishments. Share what former managers, colleagues, clients, or vendors have said about your contributions.
Positive feedback from people you worked with demonstrates your ability to build professional relationships and collaborate effectively. f. Learn to tell your work story
You are more than your resume. Create a professional Interview Brag Book and present your most impressive achievements with confidence.
When you share your professional story clearly and strategically, you encourage the interviewer to explore your accomplishments further. g. Leave room for curiosity
Your answer should serve as an introduction rather than a speech. The conversation works best when the interviewer has room to ask questions.
Recruiters often feel overwhelmed when a candidate tries to deliver their entire career history in response to the first question. I remember one job seeker who spoke continuously without pausing while answering the “Tell me about yourself” question. He shared so many details about every position he had held that there was very little left to ask. At the end of his answer, I simply said, “Thank you very much. Now I know everything I needed to know from the day you joined the workforce as an Intern until today. I understand why you joined each company, why you left, what you learned, and so on. I do not have any additional questions. Thank you. We will call you.” Be Prepared as You Walk into Your Next Job Interview
Your professional skills and behavior during an interview matter greatly. Preparation before the interview can also set you apart from other candidates.
Researching the company allows you to tailor your answers and demonstrate genuine interest in the organization. This preparation also improves your ability to answer the "Tell me about yourself" interview question in a way that connects your experience with the company’s goals. 1. Review the company’s website and “About” page
Start by visiting the company’s website and reading the About section carefully. This page often explains the organization’s mission, leadership team, and core values.
Understanding how the company presents itself publicly helps you align your interview responses with its priorities. 2. Search for recent company news
A simple Google search can reveal press releases, new partnerships, recent hires, product launches, or expansion plans.
Mentioning these developments during the interview shows preparation and genuine interest in the organization. 3. Watch company videos on YouTube
Many companies publish promotional videos, leadership messages, and product demonstrations on YouTube.
These videos can provide valuable insight into the company’s communication style, culture, and priorities. 4. Explore the company’s LinkedIn page
Visit the company’s LinkedIn page and review recent updates and announcements. Pay attention to themes that appear frequently in their posts.
Topics such as innovation, employee development, or community involvement can provide useful context for your interview answers. 5. Review employee profiles on LinkedIn
Reviewing employee profiles can reveal patterns in education, career paths, and professional experience within the organization.
This research may help you understand how your own background fits within the company. 6. Study the interviewer’s LinkedIn profile
If you know who will interview you, review their LinkedIn profile beforehand.
Learning about their career background, interests, and professional journey may help you establish rapport during the interview. 7. Search the interviewer’s name on Google
A Google search may reveal conference appearances, articles, or professional contributions from the interviewer.
These insights can provide helpful context about their expertise and interests. 8. Compare multiple versions of the job description
Sometimes the same job posting appears on different job boards with slightly different descriptions.
Finding additional versions of the job description may reveal responsibilities or priorities that were not included in the original posting. 9. Identify the previous person in the role
LinkedIn may help you identify the person who previously held the position. Reviewing their background can provide clues about the company’s expectations and how the role has evolved.
10. Read employee reviews carefully
Employee review websites can offer insight into company culture, leadership style, and employee satisfaction. Individual opinions may vary, but repeated themes often provide a useful perspective.
11. Prepare intelligent questions for the interview
Effective research allows you to prepare thoughtful questions that demonstrate curiosity and professionalism.
Questions about team priorities, upcoming projects, or company growth signal that you are already thinking about how you can contribute. Final Thought
Learning how to answer the “Tell me about yourself” interview question can dramatically influence the outcome of a job interview. A thoughtful response allows you to introduce your professional story, highlight your strengths, and create a strong first impression.
When preparation, confident communication, and genuine enthusiasm come together, the interview becomes a meaningful conversation rather than a stressful interrogation. Employers evaluate qualifications, but they also imagine what it would be like to work with you. A clear and confident introduction helps them see the value you could bring to their team and increases your chances of moving forward in the hiring process. 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. 
Expert LinkedIn Advice
What to avoid on LinkedInLinkedIn Etiquette Guide
Things you should not do on LinkedIn:
How to write a LinkedIn Summary
LinkedIn Summary: Why It Matters and How to Make Yours Stand Out
The LinkedIn Summary section is now called the LinkedIn About section.
The Summary section of your LinkedIn profile is a vital part of your LinkedIn presence. Knowing how to write a good LinkedIn Summary will have a direct impact on whether or not a visitor will continue reading the rest of your profile. You have 2,000 characters to give readers a brief snapshot of who you are. The first 2-3 sentences need to instantly get your prospects interested in your profile — or, even better, get them excited about reading the rest of your profile. How do you add more value to the company, or solve problems better than other job candidates? Your LinkedIn Summary can set you apart from other jobseekers on LinkedIn by demonstrating that you understand what employers want — and what you have to offer that meets that need. How to Write a Great LinkedIn Summary
Use these ideas as examples of what to write in LinkedIn Summary:
Write naturally and conversationally. In contrast to your résumé, you should use pronouns in your Summary. Speak in the first person, not third person. (“I did such-and-such.”) Write as if you’re speaking to an individual reader. Make it personal. Be sure to emphasize outcomes — as well as what makes you uniquely qualified to do the job you do. Never loose sight of the fact that your resume and your Linked profile are not the same thing. There are many differences when it comes to the use of a resume vs. LinkedIn profile. Unlike the rules of resume writing, please be conversational and informal in your tone when it comes to writing a LinkedIn Summary. Use contractions (“you’re” instead of “you are”). Every word counts! And pay attention to grammar and spelling. Make sure there are no mistakes in your profile. Re-read and edit it. Have a colleague, friend, or spouse read it. Copy-and-paste it into a word processing program and run a spell-check on it. You can also use asterisks, dashes, hyphens, and other keyboard characters to format the Summary and make it easier to read. Try to find a common THREAD through your work. Then, once you have a theme, use storytelling principles to write your Summary as a narrative. Have a beginning, a middle, and an end. LinkedIn Summary Character Limit
There is a limit of 2,600 characters (not words) to write in the Summary (About) section of your LinkedIn profile.
Your Summary can be anywhere from a few sentences up to a few paragraphs. But don’t waste any words; make the most dramatic, powerful, attention-getting statement you can. Don’t use any more words than is necessary, and don’t be overly flowery in your language. The point of the first sentence is to get the prospect to read the second sentence. And the next sentence. And the next. On LinkedIn, a 'character' can be a letter, number, space, and punctuation. The current LinkedIn set up and design of a profile only shows the first two lines of your Summary or About section to the reader. The reader will then have to click on SEE MORE to see the rest. So, the two-liner opening is only about 200-250 characters (or about 25-42 words). Make sure you use these words to write a compelling opening. 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. ELEVATOR PITCH
How to write an elevator pitch
How to create an elevator pitchLearn how to write an elevator pitch as a short summary to talk about yourself in a compelling and concise way. Knowing how to do this right is imperative. Your elevator pitch tells the employers about what your expertise is, how you can contribute and what is the impact of your contribution. Try out these suggestions for preparing and presenting your introduction. Preparing Your Elevator Pitch
Presenting Your Elevator Pitch
An effective elevator pitch entices people’s curiosity and makes them want to hear more. Formulate an elevator pitch to tell the employers why hiring you is the right decision. 
Hire a Resume WriterWhen you're job hunting, your resume is often your first—and sometimes only—chance to make a good impression. It needs to be clear, professional, and tailored to the job you're targeting. That’s where a professional resume writer comes in. A resume writer is a trained expert who crafts resumes that effectively showcase your skills, experience, and accomplishments. They understand what hiring managers and applicant tracking systems (ATS) look for and know how to structure your resume accordingly. Their job goes beyond fixing typos or rewording sentences; they help shape your career story in a way that aligns with your goals. Resume writers start by gathering information about your work history, education, achievements, and future aspirations. This may involve a questionnaire, a consultation, or both. Then, they analyze the information and determine how to present your background in the most compelling way possible. Their writing process includes more than listing responsibilities from previous jobs. Instead, they highlight accomplishments using quantifiable metrics and industry-relevant keywords to pass ATS filters. They also tailor the format and tone based on your career level (entry-level, junior, mid-career, accomplished, or senior), and the field you’re targeting. Many resume writers also offer services beyond the resume itself, such as LinkedIn profile optimization, cover letters, and interview coaching. They stay up to date on hiring trends and can guide you through a competitive job market with confidence. Ultimately, a resume writer helps you present your value clearly and confidently. Whether you’re changing careers, re-entering the workforce, or aiming for a promotion, hiring a professional can save you time and improve your chances of landing interviews. If your resume isn’t getting results or if you’re unsure how to present your background effectively, it may be time to hire a resume writer. A resume writer doesn’t just write; they position you for success. 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 effective resumes. 
Employment Law Basics For All posted by www.market-connections.net
Employment Law 101
When applying for a job, what most candidates say they want is a level playing field — the opportunity to be considered for employment because of their skills, experience, and education, without consideration of how they look, what they wear for religious reasons, or how old they are. In other words, they want a hiring environment free of discrimination.
Employment Law Guide
There are a number of local, state, and federal laws that employers must follow when hiring employees. Generally speaking, these laws prohibit discrimination in employment based on race, color, religion, sex, age, ethnicity/national origin, disability, or veteran status.
With so many government agencies involved in creating laws for hiring and employment, it’s no wonder companies get confused. In some instances, these may affect you, the job seeker, as you may face potential discrimination in the application and/or hiring process. There are laws to govern how many hours you can work (Fair Labor Standards Act), the type of work you can perform in certain industries (Migrant and Seasonal Agricultural Worker Protection Act, for example), and even the types of benefits some types of companies can offer (Employee Retirement Income Security Act). This guide, however, is designed to familiarize you specifically with laws relating to applying for jobs, interviewing, and getting hired. Note: The information in this guide is not intended to provide legal, medical, or financial advice. If legal, medical, or financial advice is needed, an appropriate professional should be consulted. You are most likely to encounter these situations in smaller companies, where the owner or hiring managers handle applications, interviews, and job offers directly; however, discrimination occurs in companies of all sizes. Here is an analysis of nine (9) of the most relevant laws for job seekers. 1. Immigration and Nationality Act of 1952
The Immigration and Nationality Act (INA) addresses employment eligibility, employment verification, and nondiscrimination in hiring. Under this law, employers may only hire candidates who are legally eligible to work in the U.S. (i.e., citizens and U.S. nationals) and aliens authorized to work in the U.S.
Employers must verify the identity and employment eligibility of anyone hired, including completing an Employment Eligibility Verification Form (I-9 form) for each applicant. These forms must be kept on file for at least three years, or one year after employment ends, whichever is longer. Newly-hired employees must complete and sign the top section of the form (which collects biographical data) no later than the first day of employment. However, Section 1 should never be completed before you accept a job offer. Employers must complete Section 2 of the I-9 form within three business days of your first day of employment. Candidates will present documents to verify their identity, choosing from a list of acceptable documents outlined on the form. The identification establishes your identity and employment authorization. The INA protects U.S. citizens and aliens authorized to accept employment in the U.S. from discrimination in hiring or discharge based on national origin and citizenship status. Another section of the act applies to employers seeking to hire nonimmigrant aliens as workers in specialty occupations, often referred to as “H1-B workers.” This is more common in the engineering, teaching, technology, and medical professions. The number of new H1-B visas that can be issued each year is subject to a cap. Relevance to Job Seekers:
You will be asked for documentation to complete an I-9 form at the time of hiring.
2. Civil Rights Act of 1964
Title VII of the Civil Rights Act of 1964 protects applicants from discrimination in hiring. Protection is granted based on the applicant’s race, color, religion, sex (including pregnancy), and national origin.
Religious discrimination includes an employer failing to provide reasonable accommodations for an employee’s religious practices if the accommodation does not create an undue hardship for the employer. 3. Age Discrimination in Employment Act of 1967
The Age Discrimination in Employment Act of 1967 (ADEA) protects job seekers who are 40 years of age (or older) from age discrimination in hiring. However, it is not illegal for an employer to favor an older job applicant over a younger one, even if both workers are age 40 or older. The law also forbids harassment because of age; for example, offensive remarks or repeated jokes about a person’s age.
The ADEA applies to employers with 20 or more employees, including state and local government entities. Relevance to Job Seekers:
The ADEA generally makes it unlawful to include age preferences, limitations, or specifications in job notices or ads. A job notice or ad may specify an age limit only in the rare circumstances where age is shown to be a “bona fide occupational qualification” (BFOQ) — for example, airline pilots must retire at age 65 in the U.S.
4. Rehabilitation Act of 1973
Section 503 of the Rehabilitation Act of 1973 (as amended) is very similar to the Americans with Disabilities Act (ADA). It requires certain employers (including those with federal contracts or subcontracts) to take affirmative action to hire, retain, and promote qualified individuals with disabilities.
Covered disabilities include a wide range of mental and/or physical impairments that “substantially limit or restrict a major life activity,” such as hearing, seeing, speaking, walking, breathing, performing manual tasks, caring for oneself, learning, or working. In addition, individuals who have recovered from their disabilities may not be discriminated against because of their past medical history. Relevance to Job Seekers:
The law only protects against discrimination for disabilities. You must possess the necessary education, skills, or other job-related requirements to be considered for the position. You must also be able to perform the essential functions of the job — the fundamental job duties of the position you desire — with or without reasonable accommodation (which require the employer to make adjustments or modifications in the work, job application process, work environment, job structure, equipment, employment practices, or the way that job duties are performed so that an individual can perform the essential functions of the job.)
5. Pregnancy Discrimination Act
In 1978, Congress amended Title VII of the Civil Rights Act of 1964 to enact the Pregnancy Discrimination Act (PDA). This law forbids discrimination based on pregnancy when it comes to any aspect of employment, including hiring. If a woman is temporarily unable to perform her job due to a medical condition related to pregnancy or childbirth, the employer or other covered organization must treat her the same way it treats any other temporarily disabled employee. For example, the employer may have to provide light-duty assignments, disability leave, or unpaid leave to pregnant employees if it does so for other temporarily disabled employees.
Relevance to Job Seekers:
You do not have to disclose your pregnancy to a prospective employer when applying for a position. However, you may not want to change jobs during pregnancy if your health care coverage would be affected by a new position. If the new employer offers health care coverage, there may be a waiting period before coverage begins. However, insurance coverage for a pregnancy generally cannot be denied within a group insurance plan. The Health Portability and Accountability Act of 1996 (HIPAA) ensures that group health insurance plans cover pregnancy, in most cases. However, if your new employer does not offer a health insurance benefit, you may find it difficult to obtain an individual policy that covers your pregnancy-related claims.
6. Immigration Reform and Control Act
In compliance with the Immigration Reform and Control Act, discrimination based on national origin involves treating applicants unfavorably because they are from a particular country or part of the world, because of ethnicity or accent, or because they appear to be of a certain ethnic background (even if they are not). National origin discrimination can also extend to treating candidates unfavorably because they are married to (or associated with) a person of a certain national origin, or because of their connection with an ethnic organization or group.
The Immigration Reform and Control Act of 1986 (IRCA) makes it illegal for an employer to discriminate in recruitment and hiring based on an individual’s citizenship or immigration status. The law prohibits employers from hiring only U.S. citizens or lawful permanent residents unless required to do so by law, regulation, or government contract. Employers may not refuse to accept lawful documentation that establishes the employment eligibility of an employee, or demand additional documentation beyond what is legally required, when verifying employment eligibility, based on the employee’s national origin or citizenship status. Relevance to Job Seekers:
Discrimination based on national origin may begin with your initial application to the company. An employer may be reluctant to call an applicant whose name he or she cannot pronounce, so providing a nickname on the résumé or job application may help.
For example, if you wear a hijab for religious or cultural reasons, an employer may be worried about how the company’s customers would react to it. However, customer preference is never a justification for a discriminatory practice. The employer is not likely to articulate that as the reason why you were not selected for the position. Even though you might feel that was the reason you were not hired, a fuller explanation of the employer’s business reasons would be needed to determine whether or not discrimination was involved. 7. Americans with Disabilities Act of 1990
Title I of the Americans with Disabilities Act of 1990, As Amended (ADA), protects qualified individuals from discrimination in hiring based on disability. Covered employers must make reasonable accommodations for known physical and/or mental limitations of an otherwise qualified individual (unless it creates an “undue hardship” on the employer).
The term “qualified” means that you have the skills, experience, education, and other job-related requirements of the position being sought, and can perform the essential job functions of the position, with or without reasonable accommodation. Not all employers are required to comply with the ADA. Covered organizations include private employers with 15 or more employees, employment agencies, and labor organizations. State and local government employers must also comply with the ADA. Accommodations are considered “any modification or adjustment to a job or work environment that enables a qualified person with a disability to apply for or perform a job.” It also includes alterations to ensure a qualified individual with a disability has rights and privileges in employment equal to those of employees without disabilities. Relevance to Job Seekers:
When applying for a position, the prospective employer may not ask you to answer medical questions or take a medical exam before extending a job offer. You may not be asked if you have a disability (or about the nature of an obvious disability). You can be asked, however, whether you can perform the job and how you would perform the job, with or without a reasonable accommodation. (After you are offered the job, an employer can make the job offer contingent on passing a required medical examination, but only if all candidates for that job category have to take the examination.)
From a practical standpoint, you should not request an accommodation during the application process unless there is a workplace barrier that prevents you, due to a disability, from competing for a job or performing the job. Likewise, you should not reference your medical history when applying for a position (for example, to account for a gap on your résumé or explain a job change on your cover letter) unless necessary, or if it is relevant to the position you are seeking. The only limitation on an employer’s obligation to provide reasonable accommodations is that no change or modification is required if it would cause “undue hardship” to the employer — meaning significant expense or difficulty in making the accommodation (for example, if the modification would be disruptive, or if it would fundamentally alter the nature or operation of the business). If you have a disability and feel you were discriminated against in the hiring process, you can file a complaint with the EEOC or your state enforcement agency. For information regarding the complaint process, visit http://www.eeoc.gov/employees/charge.cfm. 8. Genetic Information Nondiscrimination Act of 2008
One of the newer candidate protection regulations is the Genetic Information Nondiscrimination Act of 2008 (GINA), which protects applicants from discrimination in hiring based on genetic information. GINA restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information, including information about genetic tests the applicant may have received, the manifestation of diseases or disorders in the applicant’s family members, and requests for receipt of genetic services.
GINA was enacted, in large part, because of developments in the field of genetics, the decoding of the human genome, and advances in the field of genomic medicine. Genetic tests now exist that can determine whether individuals are at risk for specific diseases or disorders. The law addresses the concerns of individuals who fear the loss of health coverage or employment because of their genetic information. Relevance to Job Seekers:
9. Special Consideration for Veterans in Hiring
Certain companies with federal government contracts or subcontracts are required to provide affirmative action to employ
For more information, visit http://www.dol.gov/vets/. Final Thought
Understanding employment law is not about preparing for conflict; it is about entering the job search informed, confident, and protected. When job seekers know their rights, they are better equipped to recognize inappropriate questions, advocate for fair treatment, and make thoughtful decisions throughout the hiring process. While discrimination can be subtle and difficult to prove, awareness is the first line of defense. By staying informed about employment laws and trusting your instincts when something feels off, you position yourself to pursue opportunities where your skills, experience, and potential, not personal characteristics, are what truly matter.
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. 
How to Revive Your Personal Network
How to Warm Up a Cold NetworkIf you only reach out to your contacts when you’re looking for a job, you may be disappointed with the results. It’s easy to get busy with other things and realize you’ve fallen out of touch with important colleagues. At the same time, it’s natural for your contacts to be less than enthusiastic if they only hear from you when you’re asking for a favor. Regular communication will strengthen your relationships, and there are steps you can take if you’ve been somewhat inattentive in the past. Try these tips for heating your network. Tips to Reconnect with Your NetworkRebuilding older connections starts with genuine outreach and a clear purpose. Before engaging, take a moment to refine your professional messaging and ensure your online presence is current. Consider updating your materials through professional resume services or even booking a consultation call so you can reconnect with confidence and clarity. Stronger positioning helps make each interaction more meaningful and productive. 1. Apologize sincerelyStart by acknowledging your lapse, especially if you’ve neglected to return phone calls. If someone is gracious enough to forgive, ensure you’re considerate in the future. 2. Start close to homeYou’re surrounded by opportunities to practice your networking skills and make new contacts. Look for leads among those you interact with daily, including coworkers or other contacts. 3. Do some researchFind out whether someone has changed jobs or gotten married since you last spoke. Check LinkedIn or mutual friends. You’ll be more prepared for your first conversation. You will find below a number of instructional LinkedIn videos for the same purpose. 4. Meet face-to-faceDigital communications are convenient but personal interactions make a deeper impression. Circulate offline as much as possible. Attend industry events and invite others out for coffee or lunch. 5. Stay informedYour conversation will be more interesting if you know what’s happening in your field and the wider world. Read books, watch movies, and engage in deep conversations. 6. Give moreYou’ve probably heard that successful networking is about being generous. You can help others by sending articles, making referrals, or just sharing an encouraging word. Tips to Prevent Your Network From Growing OldA healthy network thrives on consistency and value. Maintaining visibility—both online and offline—requires regular engagement and content that reflects your expertise. Strengthen your outreach efforts by leveraging career coaching support or refreshing your documents through resume writing services that reinforce your professional brand. Small, steady actions will keep your network vibrant and responsive over time. 1. Be selectiveQuality matters more than quantity. You’re more likely to cultivate authentic relationships if you prioritize. Figure out who your key contacts are and devote most of your time and energy to them. 2. Create a systemNetworking is also easier when you’re organized. That might mean scanning business cards or creating a whole database. 3. Block timePut networking on your daily or weekly calendar. You could set aside half an hour in the morning to make phone calls or set a goal for eating lunch with one of your contacts at least once a week. 4. Increase your visibilityPublic speaking, teaching, and publishing on topics related to your career will also give you opportunities to make new contacts and refresh old ones. Check with your local community college or contact the organizers for an upcoming industry event. 5. Offer congratulationsMost of your contacts will be delighted to hear from you if you express a genuine interest in their lives and appreciation for their achievements. Relay your good wishes when you hear someone has been promoted or landed a major account. 6. Send holiday greetingsYou can take advantage of official holidays, such as Thanksgiving, or even unofficial holidays such as, National Spaghetti Day, as they can all be an occasion for reaching out to your colleagues. Try personalizing your message for your key contacts and creating a more general version you can use with contacts with whom you interact less frequently. 7. Take time offScheduling periodic breaks from networking may help you to stay motivated and balanced. You may want to forget about business when you take time off. Strengthening Your Long-Term Networking StrategyBuilding a reliable network isn’t just about adding contacts; it’s about fostering trust and staying connected in meaningful ways. By taking simple steps, checking in periodically, offering help, and sharing relevant updates, you’ll create relationships that support your growth for years to come. When your outreach is intentional and authentic, your network becomes one of your greatest professional assets. How to Use Your LinkedIn Connections to Get a JobLinkedIn is one of the most powerful tools for reactivating your network and uncovering new opportunities. A refreshed profile, a polished résumé, and a clear message can help you stand out when engaging with your contacts. Consider hiring a professional resume writer or booking a LinkedIn strategy session to ensure your outreach is strong and your materials are aligned with your goals. 1. Ask your LinkedIn connections about jobsPersonal recommendations remain one of the strongest ways to land interviews. When reaching out to friends, colleagues, or former coworkers, be specific about the roles you’re targeting and what support you’re seeking. Strengthen your request by updating your materials through professional résumé writing services or arranging a career coaching consultation call to refine your messaging before you ask for referrals.  Sign in to LinkedIn to ask friends for a job referral 2. Message people on LinkedIn for your next jobDirect messaging can open the door to opportunities that never appear on job boards. Keep your messages concise, respectful, and focused on mutual value. Before you hit send, make sure your profile and résumé are polished—consider ordering a résumé review or scheduling a LinkedIn optimization call so every outreach reflects a strong professional brand and increases your chances of getting a response. Final ThoughtReviving your network takes intentional effort, but the payoff can be significant for your career growth. Remember, every reconnection is an opportunity to showcase your skills and make meaningful professional connections. If you want to strengthen your materials before reaching out, consider hiring a professional resumd writer or scheduling a discovery call to ensure your profile and messaging leave a strong impression. Consistent, thoughtful engagement today will pay dividends in the opportunities you receive tomorrow. 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. 
What to do if you're in a declining industry
How to Manage Your Career in Declining MarketsWhat happens when your job performance is outstanding, but your field is on life support? If you’re a Print Journalist or a Telephone Operator, you may feel uncertain about your future. Working in a declining industry can make it difficult to earn a living and limit your opportunities. While different kinds of businesses have come and gone throughout history, the pace is picking up. According to the Bureau of Labor Statistics (BLS) projections, 121 occupations are expected to lose jobs between 2023 and 2033. If you want to enjoy financial stability and a rewarding career, it’s important to prepare for such fluctuations. Study these tips on what to do if you’re working in a shrinking industry or hoping to stay in high-growth fields. Tips for Working in a Shrinking Industry
Tips for Avoiding a Shringking Industry
Working in a declining field can be challenging. However, you may find opportunities to take on greater responsibility if you find yourself in the center of a major transition. You can also protect your career from downturns by sharpening your skills and strengthening your network. 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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