Latest news with #hiringmanagers
Forbes
2 days ago
- Business
- Forbes
Quantify Or Be Overlooked: The Resume Mistake Costing You Interviews
Stand out among the rest of applicants with adding metrics in your resume It is no secret that we live in a data-driven world. However, when it comes to resumes, many overlook the power of numbers. While there can be many other reasons why your application is rejected, a qualifiable versus quantifiable resume could be a contributing factor. If you want your accomplishments to stand out and resonate with hiring managers, start thinking in metrics. Here's why leaving out numbers on your resume could be costing you interviews. Hiring Managers Will Not Grasp Your Impact Without Metrics The absence of metrics on a resume is rarely intentional. Even in data-heavy roles, we often fail to step back and evaluate our broader impact over time. For some positions, quantifying results can be especially challenging - whether due to complex workflows or a lack of visibility into how individual contributions impact the bigger picture. However, hiring managers do not have access into your daily tasks, nor do they need that level of detail. What they care about is measurable impact. Quantifying your impact means taking the time to step back and analyze how your responsibilities fit within the larger company. Think about: Reflecting on questions like these can help you surface your strengths and make a compelling case for the value you bring in your next role. What Matters To You Now May Not Matter In Your Next Company, And Vice-Versa The work we do often feels significant, especially in high-pressure or toxic workplace environments. But what one company or leader values may not be of importance in a different organization. Conversely, an achievement you consider minor could resonate deeply with a hiring manager elsewhere. Even business units at the same company, for internal transfers, will have distinct focus areas. As such, it is essential to quantify as much as possible on your resume. Think about the scale and scope of your work: How many people did you collaborate with? What was the size and duration of the project? Who saw the results of your efforts? These details help bring context and credibility to your accomplishments. For example, managing a team of five versus thirty requires different, but equally valuable, skill sets. A small, highly collaborative team may require more guidance than a larger group of independent contributors. The key is to communicate those distinctions clearly so your next employer can fully understand your impact. Extensive Resume Reading Time Is Not An Option For Recruiters A 2018 eye-tracking study by careers site Ladders, Inc. revealed that recruiters spend an average of just 7.4 seconds reviewing a resume. With hundreds of applications flooding in for a single job, time is not on your side. Write your resume with clarity, conciseness, and impact recognizing the short read-time of resumes. Neuroscience research emphasizes that our brains process words and numbers using different regions. Words are interpreted primarily by the brain's language centers in the left hemisphere, while numbers activate areas linked to numerical cognition and quantity processing. Basically, numbers grab a reader's attention in a different way. Use this to your advantage and interject metrics often when summarizing accomplishments. By weaving metrics into your resume, you help recruiters understand your value faster. Use concise bullet points that balance descriptive language with quantifiable results. The easier you make it to connect your skills to impact, the more likely you are to stand out. Resumes need to capture attention fast and the most effective way to do that is by clearly demonstrating your impact. Incorporating numbers throughout your resume adds clarity, credibility, and context to your accomplishments. Whether leading teams, optimizing processes, or delivering results, metrics translate your work into a language that hiring managers understand. By expertly quantifying your successes, you will stand out and be more likely to land more interviews.
Forbes
2 days ago
- Business
- Forbes
How Salary Negotiations Uncover A Company's True Priorities
Salary negotiations reveal more about a company than you think Congratulations, you received a job offer! Now comes the exciting or fear-inducing part, depending on your perspective, salary negotiations. While the job interview can reveal a lot about a company, how an organization acts in discussing compensation gives insight into broader implications about the company. Here are three key takeaways you can learn from how an organization handles salary negotiations. Salary Negotiations Reflect A Company's Willingness To Compromise And Listen Salary negations are an early opportunity to assess how a company responds when you express a need or set a boundary. Throughout your career, you'll need to say 'No' or push back at times. The salary conversation offers a first glimpse into how that dynamic might play out. A healthy negotiation isn't combative; it is a dialogue aimed at aligning the needs of the prospective employee and the organization. Thoughtful hiring managers understand this and welcome the conversation, especially for those coming from unique career paths. Good leaders want candidates to feel confident and excited about accepting the offer. Pay attention to how the company responds in negotiating. If they are unwilling to discuss compensation or will not budge in their offer, it may signal a disregard for individual needs. How a company handles salary negotiations often sets the tone for future conversations around workload, growth, and job satisfaction. How Much They Value You Feeds Directly Into Salary Negotiations Compensation structures can vary. Some companies prioritize high base salaries, others emphasize bonuses, equity, or robust benefits. How open a company is to modifying your compensation can reveal how much they value your expertise. Hiring managers that are receptive to counteroffers indicate that they view your skills and background as valuable and are eager to bring you onboard. Yet, many prospective hires are fearful to negotiate their job offer. According to a 2023 study by the Pew Research Center, 60% of U.S. workers did not ask for higher pay when they were last hired. This same study highlighted how this is money left on the table, as 66% of those who negotiated their salary received an increase. Exceptional leaders understand the far-reaching impact of top performers and seek to meet their needs. High-performers accelerate team output, inspire colleagues, and bring forward ideas that drive efficiency and innovation. These high-achieving employees deliver strong results. Great leaders recognize the ROI in offering a competitive compensation package. Resistance to any salary negation can indicate a lack of understanding of your value and potential. Flexibility in salary, bonuses, stock options, or professional development financial support demonstrate a commitment to long-term employee growth. Companies resistant to an offer increase may require you to repeatedly prove your worth just to be seen. Salary Negotiations Reveal A Company's Culture And Communication Style The way a company handles salary negotiations offers valuable insight into its broader workplace culture and communication norms. Note if they are collaborative and respectful or dismissive or defensive. The tone and clarity of these conversations can mirror internal decision-making and communication within the organization. Workplace culture can change for the better from within, but it is difficult. Thoughtful responses, clear reasoning behind compensation figures, and the willingness to discuss alternative salary benefits highlights a strategic, people-first culture. On the other hand, vague explanations or rigid policies may suggest pay inequities, poor planning, or a top-down management structure. Be sure to ask how salary ranges are determined. Inconsistent answers could indicate pay inequity or disjointed internal processes. Openness during the salary negotiate process hints at an empowered and adaptable workplace where individual needs are taken seriously. Salary negotiations are about more than just numbers. It offers critical insights into the organizational culture and how a company views its employees. By paying close attention to these cues, you can make informed decisions not just about the offer, but also about the kind of workplace you will be stepping into.
Forbes
22-07-2025
- Business
- Forbes
Gen Z Burnout Is Impacting 83% — Here's How Managers Can Reduce Stress
Gen Z burnout is taking a toll on productivity, but managers have the power to make a difference. Is Gen Z burnout real? According to the United States Department of Labor, 83% of this generation of employees experience the highest level of work-related stress, and 54% report that occupational burnout is significantly impacting their personal lives. Now, Gen Z is not the only generation going through corporate stress. However, they are burning out at considerably higher rates than any previous generation. Why? Why is one generation burning out at such a massive rate? Several factors contribute to this issue facing Gen Z. Why Gen Z Burnout Is Different (And Worse) One of the most significant factors is that 74% of managers view this generation as problematic and challenging. So, when a Gen Z worker who is exceptional and talented comes through the doors for an interview, it's no wonder that they feel compelled to combat the stereotype of their generation. Over 70% of managers already view Gen Z as a problem. So, imagine being from this generation and trying to prove yourself in the workplace? It can't be easy. When you step into the office, you already have all the cards stacked against you. If a Gen Z worker wants to stand above the assumptions that encircles them, they need to work above and beyond the job requirements. This means that instead of finding balance, they overwork to prove their worth to the company. After all, when 42% of hiring managers consider age during resume reviews and 4 in 10 claim to have an outright bias against Gen Z candidates, it's no surprise that employees from this generation feel like they have to work twice as hard to secure their job and to prove themselves as valuable to managers. Having to work above and beyond and feeling like you can never say no or establish boundaries at work is the surest way to set yourself up for burnout. According to a 2025 report from meQ., a people analytics software company, many are feeling deep uncertainty, pessimism, and disconnection. When they surveyed US-based employees, they found that nearly half (42%) of workers report a high degree of stress due to job uncertainty. Among those who experienced a high degree of uncertainty-related stress, 68% showed signs of higher productivity impairment due to burnout. Jack Kelly, a senior contributor to Forbes, discusses the impact of uncertainty on the stress levels of Gen Z. In his article, he suggests, 'The promise of the American Dream, once touted as the reward for academic success and higher education, has turned sour for many Gen Z. Parents encouraged their children to excel in school and pursue college degrees, assuring them of a bright future. However, this path has led many young adults into a financial quagmire.' The job market is constantly shifting for Gen Z, and many of them are tired of trying to navigate the rising tides of change. A recent article in Fortune highlighted this phenomenon, finding that many employees are highly stressed about world affairs, with almost 70% stating that it's impacting their productivity in the workplace. Let's stop for a moment and let this sink in. If you're a manager right now, there's a massive chance that more than half of your employees are unable to give 100% because they're doom-scrolling world events and ending up stuck in fear. So, what can you do differently? How can managers reduce Gen Z burnout? Here are three ways you can help reduce their stress by 40% this week. Three Immediate Actions That Work 1) Micro-Feedback Systems. I know what you're thinking. What exactly are micro-feedback systems? Well, they're small-dosed systems that give you the ability to understand where your employee is coming from and how you can support them in real-time. These can take the form of short surveys, emoji reactions to questions, or even thumbs-up/down buttons. Micro-feedback gives you and your team the chance to converse and get to the heart of the problem, without overwhelming them with a long form to fill out. 2) Vulnerability-Based Leadership I like to refer to this practice as a go-first methodology. Vulnerability-based leadership gives your team the confidence to open up because they have the chance to watch you do it first. Employees, especially those in Generation Z, are often reluctant to open up about their stress levels immediately. But when you lead by example, it empowers them to share about what they're going through because they feel supported. 3) Transparent Salary Progression Paths Gen Z is pragmatic. They want to work for companies where they can excel and see a future. When you allow this generation of workers to see how they can do that with a salary blueprint, they feel like they can trust the process and work toward a tangible goal. Being transparent about salary progression is key to retaining Gen Z for the long haul. So, What Now? How do you combat Gen Z burnout? Well, traditional management methodology has been the standard approach for years. Even during the Stone Age, Fred Flintstone still had to answer to a higher authority before he could leave his 9-5 and enjoy the weekend. But what if we shook it up a little? What if you could reduce the stress level of your Gen Z employees by 40%? If you try out these three strategies, you might find yourself with a happier, more constructive, and dare I say, less stressed Gen Z workers.
Forbes
20-07-2025
- Business
- Forbes
10 Pros And Cons Of Using AI For Your Job Application
AI is changing how applicants approach the job application process. AI is transforming the job application process, with more than 40% of job seekers turning to artificial intelligence for help, according to research from Jobseeker. Over 90% say it makes their job application better, but there's a catch—41% of hiring managers are less likely to consider candidates who use AI. As reliance on algorithms and ATS (Applicant Tracking Systems) grows, the debate over AI's role in hiring is just beginning. Here are the key advantages and disadvantages to consider before incorporating AI into your job search strategy. The Pros: Why AI Can Give You an Edge Let's start with the benefits that are making artificial intelligence an increasingly popular choice among job seekers: AI tools can dramatically speed up the job application process. With just a few ChatGPT prompts, you can generate resumes, cover letters, and answers to common questions in minutes. This makes it easier to apply for multiple roles without feeling overwhelmed. The traditional approach of crafting each application from scratch can take hours per position, but AI-generated resume tips allow job seekers to maintain quality while significantly increasing their application volume. Action Step: Use AI to draft content, then set aside time to review, personalize, and edit each document before submitting. AI Tool Tip: Teal is a free platform that uses artificial intelligence to organize and speed up the job application process, track your progress, and manage documents. AI-powered writing assistants can spot typos, grammatical errors, and awkward phrasing, helping you submit polished job applications every time. This is especially useful for non-native speakers or those who want their resumes and cover letters to sound more professional. Beyond basic corrections, these tools suggest improvements in sentence structure, word choice, and overall readability that might escape even careful human review. Action Step: Run your materials through a grammar checker, but always read them over yourself to catch subtle mistakes or unnatural language. AI Tool Tip: Grammarly instantly checks spelling, grammar, and tone, and can suggest improvements for clarity and professionalism. AI can help tailor your job application and cover letter to match specific job descriptions, increasing your chances of passing automated screenings and impressing hiring managers. By analyzing keywords and role requirements, artificial intelligence helps ensure your materials are relevant and targeted for each position. This level of customization would be nearly impossible to achieve manually across dozens of job applications while maintaining consistency and quality. Action Step: Feed the AI key details about the company and role, then customize the final product with your own insights and examples. AI Tool Tip: Rezi uses AI to automatically tailor your resume to each job description, optimizing keywords and ensuring your application stands out to both ATS and hiring managers. Submitting an AI-enhanced job application can help you feel more prepared and professional, especially if writing isn't your strong suit. Knowing your resume and cover letter have been reviewed and optimized gives many job seekers a confidence boost during their job search. This psychological benefit can translate into better interview performance and a more positive job search experience. Action Step: Use artificial intelligence to check your work, but make sure your own achievements and voice come through so you can confidently discuss your materials in interviews. AI Tool Tip: Kickresume offers AI-powered resume and cover letter creation with personalized templates, making it easy to produce professional documents. Many companies use ATS software that scans for keywords before a human ever sees your application. AI to optimize job applications can meet these requirements and help ensure your resume makes it through the initial digital screening. Without proper keyword optimization, even highly qualified candidates may never reach human reviewers, making this AI capability particularly valuable in today's automated hiring landscape. Action Step: Research keywords from the job description and use AI to incorporate them naturally, ensuring your application gets past initial digital screening. AI Tool Tip: Jobscan compares your resume to job descriptions and uses AI to maximize your keyword match for ATS systems. The Cons: Where AI Can Work Against You While AI offers compelling advantages, it's important to understand the potential drawbacks that could hurt your chances with employers: AI-generated resumes and text can sometimes lack personality or feel overly formulaic, which may cause hiring managers to lose interest in your application. If every candidate's responses sound the same, it becomes harder for you to stand out in a crowded job market. The risk increases when applicants rely too heavily on AI without adding their unique perspective and experiences to differentiate themselves from other candidates using similar tools. Action Step: Add personal stories, specific achievements, and authentic language to make your application memorable. AI Tool Tip: ChatGPT can generate personalized responses when you use advanced prompts, but always edit to reflect your unique experiences. Over-reliance on AI-generated resumes and materials can make your application feel less genuine, raising questions about your true abilities and motivations. Employers may wonder whether you actually possess the skills you describe or if the AI made them up. This authenticity gap becomes particularly problematic during interviews when candidates struggle to elaborate on AI-generated content or demonstrate the capabilities their applications claim they possess. Action Step: Balance AI assistance with your own insights and experiences, and make sure every statement accurately reflects your background. AI Tool Tip: Jasper AI can help you write and refine job application materials with the ability to inject your personal tone and stories, so your application remains authentic and unique. Some hiring managers view AI-generated resumes and cover letters as shortcuts or question the effort behind them, especially when answers sound robotic or vague. Many HR specialists say they are less likely to consider candidates who use AI in the application process. This growing skepticism means that obvious AI usage could hurt your chances, even if the content quality is high. Action Step: Use AI as a supportive tool, not a crutch. Be prepared to discuss your materials honestly and highlight where you added your personal touch. AI Tool Tip: guides you in generating AI-assisted cover letters while ensuring your voice and motivation remain front and center. AI can introduce errors or suggest experiences you didn't have, especially if prompts are vague or information is misunderstood. If unchecked, these inaccuracies can misrepresent your qualifications and potentially damage your credibility with employers. Action Step: Double-check every detail in your job application for accuracy and truthfulness before submitting. AI Tool Tip: QuillBot lets you rephrase and fact-check text, ensuring accuracy and helping you verify that the language matches your real experience. Sharing personal data with online AI tools for job seekers can expose you to privacy risks, especially if you're not using reputable or secure platforms. Action Step: Use only well-known, secure AI platforms and look for privacy features such as data encryption and user control over submissions. AI Tool Tip: Blacklight by The Markup uses AI to scan job application sites for trackers and potential privacy risks, helping you understand how your data might be used or shared. The key to successfully using AI in job applications lies in finding the right balance between efficiency and authenticity. As Anthropic notes, "Where it makes sense, we invite you to use Claude to show us more of you: your unique perspective, skills, and experiences." The future of AI-assisted job searching will favor candidates who can leverage these powerful tools while maintaining their genuine voice and demonstrating real value to potential employers.
CTV News
16-07-2025
- General
- CTV News
County of Simcoe hosts job fair to fill multiple positions
County of Simcoe Administration Building sign on Highway 26 in Midhurst, Ont. The County of Simcoe is hosting a job fair on Thursday to fill multiple positions across the county. Job seekers are encouraged to bring their resumes and be prepared to speak directly with hiring managers looking to fill positions in various communities. Positions include personal support workers, registered practical nurses, seasonal labourers, housekeeping and dietary services, multi-service support staff and other roles within the county. On-the-spot interviews are possible. The job fair will take place July 17 from 9 a.m. to 3 p.m. at the County of Simcoe Administration Centre at 1110 Highway 26 in Midhurst. A list of current openings is available online.
