There is a lot of information out there about the benefits of AI in your job search - and not all of i is actually beneficial for you s a jobseeker. In this episode, I dive into fiv ways to use AI in your job search, as well as a few ways I don’t recommend using AI.

I get a lot of questions from clients about whether they should apply to a position they see on LinkedIn - or go directly to the company’s website. I give the pros and cons for each, as well as best practices for increasing your chances for getting a closer look by the humans at the other end.

A best practice for your long-term career progression is to find best-fit recruiters and cultivate relationships with them over time. In this episode, I discuss the types of recruiters, how to begin a relationship on the right foot, and how to continue that relationship in a way that is mutually beneficial.

I have a guest for this episode! Bob Tiede talks with me about how asking great questions can increase your effectiveness as a leader.

As a small business owner, I think a lot about the fact that a person has to know, like, and trust me in order to decide to work with me. This is applicable to job seekers as well- you are selling a product, and that product is YOU. In this episode, I break down know, like, and trust with tools and strategies to help you build a relationship with a potential buyer (an employer).

There are two types of part-time work I talk about in this episode: Professional part-time jobs for people who want to pursue an opportunity within their career field, and part-time jobs for professionals. I talk about where to look for these jobs and give you several resources.

There is a myth out there that you can NEVER, EVER say anything negative about your current or former employer or boss in a job interview. There are times when the truth - although not necessarily the WHOLE truth - serves you better than a fluffy response that keeps the interviewer digging for the dirt.

Two of the things I hear more frequently about networking is: “I don’t know very many people,” and “I only know peope in my job function/industry, and that’s no help to me because I want to pivot.” These people are missing the boat in that a) they know more people than they think they do, and b) the people they know also know people - not all of whom are in the same industry or job function.

EVERYONE has setbacks and obstacles in their career. NO ONE has a perfectly linear journey, where they leave each job at the height of achievement, only to land in an even better job – no gaps in employment, no difficult bosses or coworkers, no layoffs or RIFs, no personal or family issues requiring extended time off work. The question becomes: What do you do when the inevitable happens? I want to break this down into actions you can take, and the mindset you’ll need to navigate.

Career development should be a career-long, proactive, thoughtful process to achieving your career goals. In this episode, I break down the proess of career development and provide resources for getting the career development assistance you need.

Far too many people think of networking as useful only when they are looking for a new job. In this episode, I talk about how to make networking an ongoing professional activity - so that your network is active when you DO need it, and so you can help others in the meantime.

Choosing the right employer for you is a challenge. In this episode, I talk about how to determine what qualities or characteristics are most important to you in an employer and how to make sure an employer has what you are looking for.

How do you write about gaps in employment in your resume or LinkedIn profile? What do you say in an interview when asked about an employment gap? I address these questions and more in this episode - including the most important aspect of unemployment you should be prepared to speak about.

When you land a new jb, especially in a new company, there are some definite “do’s” and “don’ts” to making that transition. In this episode, I give you 15 strategies for making the move smoothly and successfully.

What goes on your resume? What DOESN’T go on your resume? Where should various pieces of information go on our resume - if at all? I answer all these questions and more in this week’s episode.

Your resume summary should be utilized to lay out your brand differentiators - what you bring to the table that no other candidate likely will. I see two primary problems with resumes that come across my desks: Either there is no branding at all, or the attempt at branding merely tells the reader that the candidate has the minimum ualifications expected of everyone they would even consider for the role.

Over the years, a number of people have reached out to me with concerns about their resume - in some caes, resumes I wrote for them. They went to a website that offered a free resume critique and got back harsh criticism that worried them.

Do you really want AI to evaluate your resume - AI that was created for the express purpose of convincing you that you need that company’s resume services? And if you select a more human approach - how can you make sure the human evaluating your resume actually knows what they’re talking about?

In this episode of The Exclusive Career Coach podcast, I talk about three scenarios for getting a resume review - and how “free” isn’t free at all.

Today’s topic is how to become a thought leader on LinkedIn. In this episode, I talk about the reasons you might want to become a thought leader, what constitutes thought leadership on LinkedIn, how much time you can expect this to take, and how to structure that time for maximum efficiency.

Here’s the scenario: You’ve been promoted in your current unit. You are now mnaging people who used to be your peers - at least one of whom may have also applied for the promotion. How do yo transition from a colleague to a manager? Here are nine suggstions for leading those you used to work alongside.

Here’s what I see on almost every resume that comes my way: Either there isn’t an achievement in sight, or the few achievements that are there are mixed in with bulleted job duties - and they are weakly written. Job duties tell the employr WHAT yo did. Achievements, on the other hand, tell an emplyer HOW WELL you did your job.