Latest news with #resumetips
Independent Singapore
01-07-2025
- Business
- Independent Singapore
Singaporean asks if job-hopping applicants or those with an employment gap are a red flag
SINGAPORE: A local Reddit user who reviews resumes of job applicants crowdsourced for wisdom regarding those who only stay for a few months in a given job, asking hiring managers in Singapore, 'What are your obvious red flags in a resume?' In a post on r/askSingapore on Monday (Jun 30), u/ Fun_Sentence_2546 wrote that they work in a bank, and in the resumes they've received, they've seen candidates who jump from one bank to another, staying in one position for only about six months. ' Even though they've performed well academically, the short stint in each position seems to be a sign that they might have failed all their previous probation. 'What do you think? What are the other obvious red flags that you look for?' they asked. Conventional wisdom frowns upon job-hopping for a number of reasons, as it seems to indicate a lack of loyalty to a company or seriousness of purpose, or, as the post author suggested, even failure. However, with the workforce environment today being very different from the time of boomers, Gen X, and millennials, more people, especially younger workers, tend to perceive job-hopping as a natural part of one's career trajectory. The days when a person got employed by a company and then stayed there for the rest of their working life may well be long gone. Commenters on u/ Fun_Sentence_2546's post were also apt to see job-switching or even gaps in one's resume as not necessarily a negative. Some wrote that employees could have taken a work gap for health reasons or taken temporary freelancing or gig jobs, and did not mention them in their resumes. Others could have spent time parenting during their child's early years. 'Employment gap is too broad a bias. Maybe the candidate didn't explain the gap in the resume… The gaps are irrelevant — it's how much the person can pick up and contribute,' one wrote. Nevertheless, a commenter seemed to agree with the post author and wrote that when they see that an applicant has 'more than three short stints in a row,' they would just pass on them. However, another took the opposite view, writing, ' I don't see this as a red flag. I see this as clear decisiveness in making career decisions amidst a highly uncertain environment. Layoffs are everywhere in banking, and nowadays it's always been last in, first out with firing, it's the easiest for people to get cut during probation, even our locals. 'Even today, Singapore does not prioritise firing foreigners first, even when so many local fresh grads are unemployed. If you were in their shoes, would it make sense to wait till a layoff happens, fall into an environment with zero protection, get screwed or lowballed at interviews thanks to all the layoff stigma in Singapore, which persists because of entitled people who got lucky who have zero empathy for layoffs, or would it make sense to act decisively and protect yourself?' 'A lot of jobs in SG and in banks are contract roles. You work in a bank, how many contract staff are there around you? You should know that not all will be offered permanent roles based on headcount. Six months doesn't mean there's not much to learn. I have done many six-month roles and have definitely learnt a lot in different departments. 'The reason why some employees may not have extended contracts or were converted to permanent roles was due to reasons like COVID or hiring freezes due to the economy. Please give people a chance because I know that the people who have that many contract roles would cherish a permanent role!!!' another weighed in. /TISG Read also: What to do when you're unemployed and scared of starting the job seeking process all over again
Forbes
02-06-2025
- Business
- Forbes
6 Tips For Moms Returning To Work After A Career Break
Returning to corporate work after a career break to raise children is a major life pivot. Whether you've been home for one year, five or more than a decade, the transition back into the workforce comes with both challenges and opportunities. According to a FlexJobs survey, 70 percent of women who off-ramped their careers after having kids said it was difficult to reenter the workforce. For professional moms, the stakes can feel high—navigating expectations, explaining resume gaps and adjusting to changes in workplace culture and technology. Before updating your resume or applying to jobs, take stock of your current skills. What software are you comfortable using? What industry knowledge do you still have, and what needs refreshing? You'll also want to reflect on the transferable skills you've developed while managing a household or raising kids: time management, conflict resolution, multitasking, project coordination, budgeting—these are all assets in the workplace. If you've been away for just a year, your skills are likely still current. Focus on highlighting relevant experience and demonstrating continued interest in your field. For breaks of five years or more, consider identifying skill gaps and creating a plan to address them through self-directed learning or short-term courses. Free or low-cost platforms like Coursera, Udemy or LinkedIn Learning offer targeted refreshers in everything from Excel and Salesforce to data analytics and digital marketing. Even reading industry blogs or listening to sector-specific podcasts can help you re-enter the conversation with confidence. Networking is often the biggest hurdle after a long break, but it's also a valuable tool for re-entering the workforce. Reach out to former colleagues, managers or industry peers—even if it feels awkward at first. Let them know you're planning your return and ask for a short call or coffee to catch up. Don't be limited in what communities you consider, either. School groups, local business associations and alumni networks can offer surprising connections and warm introductions. As a former HR leader at Google and Grammarly, Claire Campion shared during an email interview that she has supported many moms returning to the corporate world after extended career breaks or maternity leave. 'Start by researching how your industry has changed during your time away. Talk to friends or former colleagues to get a real sense of what working life is like now, including the pace, expectations and economic landscape. In fast-moving industries like tech, a lot can shift in five years. From there, reflect on whether you want to return to your exact former role or explore an adjacent one that better suits your interests at this stage.' The way you talk about your time away matters. Whether you took a year out of the workplace for parental leave or a decade to raise a family, be honest—but frame it with confidence and clarity. Instead of apologizing for the gap, briefly explain the decision and pivot to the strengths you gained. Campion advises, 'Be honest and direct. You took time away from your career to raise your family and now that your children are older, you're ready to return to the workforce full-time. Reinforce what you bring to the table, your experience, skillset and readiness to hit the ground running. In 2025, power skills like communication, emotional intelligence and stakeholder management are just as important as technical ones, especially for more senior roles.' Rehearse your explanation in advance, so it comes across naturally in interviews and networking conversations. One example: "I stepped away from my career to raise my family, which gave me the opportunity to develop strong project management, communication and negotiation skills. I'm excited to bring that perspective back into a team setting, especially now that I've updated my skills and am ready for the next chapter." Returning to work can stir up a lot of emotion; guilt, anxiety and imposter syndrome are common companions in this journey. At ten years or more, the doubts can feel overwhelming. Know that these feelings are valid, but not necessarily accurate. You're not the same person who left the workforce, you're more experienced, more adaptable and you've been managing one of the most complex jobs there is. Find a mentor or support group of other moms who've gone through similar transitions. Talking openly about these challenges can help normalize them and build your confidence. Campion confirms that the biggest emotional roadblocks she has seen are self-doubt, loss of confidence and anxiety about re-entering a fast-paced workplace. 'Many wrestle with impostor syndrome or uncertainty about what role to return to. And then there's the very real Mom Guilt, feeling like you're not doing enough at home or at work. These emotions are common, but they're not permanent and they can be worked through with the right support.' Jackie Hershfeld, who returned to the corporate world in 2022 after ten years staying home with her three children, shared her advice for return-to-work moms in an email. 'Accept that you're going to feel like you're failing in at least one area of your life, be willing to recognize you're not and celebrate that you're doing this amazing, hard thing. Yes, you might have to meet your family at your kid's art show rather than drive all together, or maybe your laundry doesn't get folded as quickly or you have to order carry out because you're just too tired to cook and deal with dishes, but you're also taking care and loving on your family while bringing in an income. And yes, all of these examples are real examples from just this week.' Returnships—structured programs designed to help professionals re-enter the workforce after a break—are becoming more common at large companies like Amazon, Goldman Sachs and IBM. These paid programs offer training, mentorship and the chance to prove yourself with no long-term commitment upfront. Even if a company doesn't offer a formal returnship, look for job descriptions labeled 'mid-career entry,' 'career relaunch' or 'second act.' Even with jobs geared towards returning parents, don't expect it will still be easy. Hershfeld recalls, 'Job hunting whatever stage of life you're in is humbling. You're going to get rejected. You're going to think a role is an amazing fit and then it's not. You have to decide that every rejection is a redirection.' You may not land your dream job on day one. That's okay. Focus on positioning yourself for long-term success. Be strategic about the roles you apply to—look for companies with strong parental leave policies, hybrid or flexible work options and a culture that values inclusion. When Hershfeld's situation was no longer a fit at the first company she joined post-career break, she made a change. She explains, 'I have a son with dyslexia who is supported by an incredible school, I need the flexibility to be primarily remote when my husband is traveling to get him to and from school and the ability to work some non traditional hours. I made the choice to change companies to support that need.' Stay open to unexpected opportunities. A contract job, part-time role or freelance project can be a stepping stone that gets you in the door and lets you rebuild your professional muscle. Campion shares, 'Re-entering the workforce takes resilience and patience for everyone, not just moms. Be kind to yourself. You do have valuable skills and experience, it may take time to find the right fit.' Your technical and professional skills are still fresh. You'll want to focus on confidence-building and updating your resume with any relevant volunteer or short-term projects. Reassure employers that you're ready to commit and that you've kept a finger on the pulse of your industry. This is a common milestone when many moms consider returning. You may need to refresh some tools or software, but you still have a strong foundation. Consider a skills course or networking group to ease the transition and show proactive preparation. A longer break doesn't disqualify you—but it does require more intention. In many cases, employers will care about how you've spent that time. Volunteer roles, community leadership, continued education or freelance work can all serve as bridges back to your profession. Demonstrate readiness, not regret.
Forbes
02-06-2025
- Business
- Forbes
What Do You Actually Do In This Job Market?
Miriam Groom, (M.A. Psyc.) Organizational Therapist, CEO of Mindful Career, and Leader, Human Capital at KPMG. Let's be honest—today's job market is unpredictable. Despite widespread layoffs and hiring freezes in some sectors, others are quietly booming. But for job seekers, especially mid-career professionals or those in transition, the dominant feeling is confusion. Every week, I speak with professionals who ask: 'What am I doing wrong?' 'Do I need to rebrand myself?' 'Should I pivot, freelance or go back to school?' Here's the truth: The market is complex, but with the right mindset and tools, it's not impossible. Below is a roadmap I share with my clients—and now with you. It's tempting to apply to every opening that vaguely fits. But that strategy can lead to burnout and low response rates. What to do instead: • Pick three to five companies a week you genuinely want to work for. • Research their recent press, product launches and leadership changes (try Crunchbase or their LinkedIn page). • Tailor your resume and outreach based on how you can solve a current business problem for them. Resource: You can use JobScan to optimize your resume against a specific job description. It improves keyword alignment, which helps with applicant tracking systems (ATS). Your resume isn't just a list—it's a narrative. In today's market, your ability to communicate your career story can be just as important as your qualifications. Try this: Craft a 'Career Positioning Statement.' One or two lines that answer: • Who are you professionally? • What unique value do you bring? • What kind of opportunity are you pursuing now? Here's an example: 'I'm a purpose-driven marketing strategist with 10+ years in B2B SaaS, passionate about helping early-stage companies grow through brand clarity and demand generation. I'm now exploring mission-led startups or consulting opportunities.' Resource: Try Teal HQ to build your career tracker and craft a positioning statement with structure. If full-time roles are elusive, it doesn't mean you're stuck. Consider a portfolio career—a combination of short-term gigs, freelance work or contract roles. Why this works: • Keeps income flowing • Fills resume gaps • Broadens your skill set and network • Sometimes leads to full-time opportunities How to get started: • Set up a profile on Upwork, Contra or Toptal • Join Slack communities or Substacks for your niche (design, HR, product management, etc.) • Offer project-based help in your network with a clear one-pager This job market is also a mirror. If you're not getting traction, it might not be your fault—it might be misalignment. Ask yourself: • Do I still want this role or am I doing it because I 'should'? • Do my current strengths align with where the market is going? • Is it time to rebrand, upskill or reposition? Resource: Use the O*NET Interest Profiler to explore roles based on your preferences and skills. It's backed by the U.S. Department of Labor and surprisingly insightful. And if you're thinking of a career change, platforms like CareerOneStop or LinkedIn Learning offer guided paths that help you reskill strategically—without enrolling in a costly degree. It's often said that up to 80% of jobs are filled through networking. In a market this noisy, relationships cut through the clutter. Actionable steps: • Reconnect with five former colleagues or classmates this month—without asking for anything. • Post thought leadership or insights on LinkedIn once a week to build your digital presence. • Attend industry-specific webinars or virtual meetups and follow up with speakers or attendees on LinkedIn. Resource: Try Lunchclub or Shapr to connect with professionals in your target industries without the awkward small talk. When things feel uncertain, it's easy to go into overdrive—sending out endless resumes, jumping on every job board or doubting your worth. But this market doesn't reward hustle alone. It rewards strategy, clarity and alignment. If you're feeling stuck, try this: • Reflect on what energizes you (not just what you've done) • Tighten your personal brand • Diversify your income streams • Stay curious—and stay connected Your next opportunity might not come from the path you planned, but it may be even better. Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify?
CNA
01-06-2025
- Business
- CNA
Work It Podcast: How to write a standout resume
It is possible that your job application may be buried in a sea of others. So how do you catch the hiring manager's eye. Lim Zhirong, master professional at the Institute for Human Resource Professionals, walks us through the dos and don'ts to get you to the top of the pile. Here is an excerpt from the conversation: Tiffany Ang, host: I read that it takes a hiring manager, on average, 10 seconds to decide if the resume is in the accept pile or the reject stash. What would you first look at if I were to put an eye tracking software into your eyes? Which content would take up most of your eye time? Lim Zhirong, master professional at the Institute for Human Resource Professionals: I will say your last two recent jobs and your time in the role. But first of all, it depends on the hiring company and the nature of the industry. If you're a startup looking to hire, you probably wouldn't be so obsessed with the staying power of an individual. Rather, you'd be more obsessed (if the candidate has) the ability to do something from scratch and scale it up. On the other hand, if you are applying for a more traditional company, the recruiter might value things like: Did you spend four years in your most recent gig? And was your second most recent gig at least three years? So, I wouldn't say this is what I look for, but depending on the nature of the industry, recruiters may look at it this way. Tiffany: They will still look at the first two jobs, it's just that maybe someone from a startup company might look at what you have achieved, whereas somebody who is in a bigger company, a legacy company, might value longevity, so they might be looking at the duration. Zhirong: Anyway, the first page is usually your last two gigs. Tiffany: Exactly. But there's always the top part where you write a short little bio of yourself. Zhirong: Personally, I don't think it is necessary, but if you still want to include it, I recommend keeping it to two to three sentences. I've seen resumes where the personal bio was almost one third of the first page, and this personal bio is just a self-description of the individual, not substantiated by your achievements or impact at work. Depending on the interviewer or screener who picks up your resume, they may or may not believe it, right? Gerald Tan, host: I think Zhirong mentioned a very important principle, which is that you need to create a resume that is reader-friendly. You need to put yourself in the shoes of the reader: What are they looking for? What will appeal to them in terms of keywords and important information about you? That way, it makes the whole reading, the whole 10 seconds, more worthwhile.
