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10 Ways Innovation May Affect Recruitment in 2023 and Beyond

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From gamification in hiring to video format cover letters, here are 10 recruiting trends that answer the question, “What is one innovation you expect to see in job recruitment for 2023 and beyond?”

  • Gamification Will Be Clearing Hiring Levels
  • DEI Initiatives Will Continue to Grow
  • Tuition Reimbursement Is Gaining Steam in Tech
  • More Data-Driven Sourcing and Screening Tools
  • Automation Streamlines the Hiring Process (Pitfalls Included)
  • Virtual Candidate Onboarding and Breakout Info Sessions
  • Augmenting Reality for a Virtual Interview
  • Hybrid Flexibility Will Reach All-Time Highs
  • You’ve Heard of ‘Quiet Quitting’ but 2023 Is the Year for ‘Quiet Hiring’
  • Video Format Cover Letters

Gamification Will Be Clearing Hiring Levels

Gamification—the application of game design principles in non-game contexts—has already made an impact in recruiting to engage candidates and assess their talents. I anticipate that, in order for organizations to stand out in the competitive job market of 2023, gamification is going to become an increasingly popular option.

For example, to gauge a candidate’s proficiency in programming, a software development firm might use a game-like coding challenge. The test might be structured to mimic a game, with progressive challenges and steps, all which provide near-instant feedback and analysis of the candidate’s talents. This could be useful for screening applicants and briefing them on the company’s values and work environment before making a final hiring decision.

Gerrid Smith, Chief Marketing Officer, Joy Organics

DEI Initiatives Will Continue to Grow

Organizations will drive Diversity, Equity, and Inclusion (DEI) initiatives forward, even amid growing pushback. DEI has long been a cornerstone of successful organizations. In 2023, I expect to see recruitment processes that are actively designed to foster DEI. These processes will go beyond traditional interview techniques such as competency-based or behavioral interviews.

Instead, recruitment processes will be tailored for every role and to the company culture in ways that ensure diverse candidates are given an equitable chance to succeed. This could include things like more structured recruitment processes, tailored interview questions, and diversity-focused feedback loops.

Asker Ahmed, Director and Founder, iProcess

Tuition Reimbursement Is Gaining Steam in Tech

While continuous learning programs have long been supported in the tech world, I’m seeing an interesting move towards undergraduate tuition reimbursement that I think will continue into 2023 and beyond. To land top talent in this competitive hiring landscape means going to the source and getting an eye on candidates early. Usually, this involves placing a source within the college environment so that exceptional students can be targeted with roles long before graduation.

But companies are instead driving candidates to them through tuition reimbursement programs. The deal is simple: A future contract in exchange for tuition reimbursement, whether partial or full. These types of programs are gaining popularity with students, who welcome the thought of secure employment and less student debt waiting for them at the end of several tough years.

Rob Reeves, CEO and President, Redfish Technology

More Data-Driven Sourcing and Screening Tools

One of the biggest challenges in recruitment over the past few years has been identifying the right candidates out of a large and growing pool of applicants. It’s just as challenging for job seekers to find the right employers, in many cases, so companies can’t always count on these top-tier applicants to find them. Personal outreach to strong applicants can help, but only if you’re reaching out to the right candidates.

Tools that can interpret job seeker data to deliver usable insights can help companies identify these best-fit job seekers and streamline their recruitment process, and this technology already exists in other areas. I anticipate we’ll see an explosion in the development and adoption of these types of data-driven recruitment tools over the next year as more hiring leaders seek out more efficient ways to identify and recruit top talent.

Matt Erhard, Managing Partner, Summit Search Group

Automation Streamlines the Hiring Process (Pitfalls Included)

Of course, we’re going to see more automation in 2023. Many of the initial steps in the recruitment process can become faster and more efficient with algorithms that browse CVs for specific keywords and phrases and identify the candidates fit for the next steps. It sounds exciting, but automation also has its challenges.

We can expect keyword stuffing from candidates who want to optimize their CVs for AI algorithms. And most importantly, processes may overlook excellent candidates who only check some of the required, automated boxes. As HR leaders, we must find ways to use these tools effectively while minimizing the potential biases and limitations that can arise from relying solely on algorithms. After all, there is still the “human” in “human resources”.

Piotrek Sosnowski, Chief People and Culture Officer, HiJunior

Virtual Candidate Onboarding and Breakout Info Sessions

The human element has been lost in hiring these past few years, evident in how companies are attempting to navigate this recruitment landscape. Nearing the end of 2022, I picked up on one practice where talent acquisition teams would host virtual information sessions with candidates. In these sessions, the team spoke on what it’s like working for the company, what sets them apart from the competition, and highlighted unique job opportunities.

I believe companies can take this practice a step further by having breakout rooms after the information session to quickly meet with candidates via “speed networking”. You can often tell whether a candidate has potential within five minutes of meeting them, and that  rule holds true both virtually and in-person. Meeting candidates like this serves as a great way to turn warm leads into hot recruitment leads and allows candidates to share their pitch out loud rather than just in their resumes.

Kelli Anderson, Career Coach, ResumeSeed

Augmenting Reality for a Virtual Interview

Since virtual and augmented reality (VR/AR) technologies have been developing rapidly, I expect they’ll start to play a role in the hiring process. VR/AR may soon be used by recruiters to immerse potential employees into simulated work settings and duties to help them decide if the candidate is a suitable fit for the position. Furthermore, VR/AR might be used by recruiters to conduct interviews and evaluate “soft skills” like communication and teamwork in a more grounding environment, rather than just through a webcam screen like we have now.

This doesn’t just have potential with office jobs. A recruiter for a construction firm, for instance, might utilize VR to recreate a worksite and test a candidate’s proficiency with various tools and teamwork. This method may be more time and cost effective than in-person interviews while giving recruiters access to more applicants.

Timothy Allen, Sr. Corporate Investigator, Corporate Investigation Consulting

Hybrid Flexibility Will Reach All-Time Highs

The flexible hybrid work model is going to reach all-time highs. Companies will look for individuals who can work remotely, but also travel when necessary. Employers will invest in technologies and processes that enable secure, remote working while still maintaining teams in both virtual and physical spaces. This new job recruitment model could lead to greater access to a larger pool of talent all over the world.

I anticipate companies valuing employees who are comfortable and proficient in both digital and physical spaces. These employees could have an edge over those who are only experienced in one or the other. The hybrid work model also enables teams to be more agile, adaptive, and responsive to rapidly changing demands from the market—all qualities any company values. The possibilities for innovation and job growth within this hybrid space are incredibly exciting!

Yaseen Shurbaji, Co-founder and Managing Partner, Prismfly

You’ve Heard of ‘Quiet Quitting’ but 2023 Is the Year for ‘Quiet Hiring’

In the second half of 2022, the theme of “quiet quitting”—the notion that workers do the bare minimum required in their jobs—dominated headlines. Sure, organizations retain people when employees “quiet quit”, but they lose their skills and talents. Smart businesses will adopt “quiet hiring” in 2023 as a method of acquiring new skills and capabilities without adding more full-time staff, turning this approach on its head.

What does quiet hiring look like? Companies will promote internally by placing staff in locations where there’s greater demand; offer staff specialized upskilling opportunities so they’re able to meet changing organizational needs; and, when hiring new staff isn’t an option, using alternative techniques to find talent already onboarded for any high-priority jobs that need doing.

Himanshu Sharma, CEO and Founder, Academy of Digital Marketing

Video Format Cover Letters

With ChatGPT and other AI text-writing programs increasingly becoming mainstream, the traditional cover letter is obsolete. I frequently hear from HR colleagues that cover letters and application form responses have significantly improved in quality in recent months and all due to the use of AI, which defeats the very purpose of requiring a cover letter. However, video content is the only media format still yet to be dominated by AI (at least, deep fakes have yet to make it mainstream like ChatGPT).

Consequently, HR teams are going to rely more and more on video as a screening tool, ensuring that only serious applicants are applying. Naturally, savvy candidates could still use AI to generate a script, but the video requirement prevents them from mindlessly applying to thousands of jobs without serious consideration for suitability. This allows application forms and cover letters to work as intended, ensuring that only serious candidates can apply for the role, which in turn improves the quality of the applicant pool.

Ben Schwencke, Business Psychologist, Test Partnership

12 Ways Interview Candidates Are Shortlisted

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From making tough decisions early on to eliminating the chance of offering any undue advantages to candidates, here are 12 answers to the question, “What are useful strategies you’ve used to shortlist great interview candidates?”

  • Set a Firm Number
  • Rejecting Run-Of-The-Mill Resumes
  • Evaluate Work Samples for Candidates
  • Using Behavioral Interviewing Techniques
  • Test Job-Specific Hypothetical Knowledge
  • Provide Assessments Sooner
  • Build Connections and Give Them a Memorable Experience
  • Monitor Their Learning Agility
  • Don’t Compromise on Eliminating Factors
  • Check References
  • Analyze Social Media Presence
  • Assign Points and Stick to the Final Score

Set a Firm Number

By limiting the number of people you can add to your shortlist each hiring period, you can help yourself make tough decisions early on. Decide how many candidates you want to move on to the next stage. 

This can help you figure out what exactly you are looking for in the future if you limit your pool. If needed, you can increase this number as you interview, but try to keep the limits tight so you can see the criteria you need in this role.

Brandon Brown, CEO, GRIN

Reject Run-Of-The-Mill Resumes

Our team straight-up rejects resumes that follow a run-of-the-mill format and fail even to come close to a resume belonging to the legal industry. It’s the same with resumes that have errors in them. 

The reason is simple: a candidate’s resume is the first glimpse they offer of their personal and professional self to a potential employer; if the efforts do not show here, the candidate does not deserve the same consideration as others who have put in extraordinary effort. 

This step makes it fair for everyone and only those candidates who show a genuine interest in the job through their resume will be considered.

Riley Beam, Managing Attorney, Douglas R. Beam, P.A.

Evaluate Work Samples for Candidates

An effective strategy for shortlisting great interview candidates is to review their work samples. By assessing past projects and portfolios, you can better evaluate potential hires in terms of their skills and capabilities. 

One approach I’ve used is to give 24-hour writing assignments to freelance writers. This helps me identify which candidates best fit the criteria of my open position while also enabling me to understand how they work under pressure and deadlines before actually hiring them.

Carly Hill, Operations Manager, Virtual Holiday Party

Use Behavioral Interviewing Techniques

Behavioral interviewing is a technique in which interviewers ask candidates about their previous experiences and behaviors in situations related to the job they are applying for. By asking questions that require candidates to provide specific examples of how they have handled certain situations in the past, we gain insights into their problem-solving abilities, communication skills, and overall fit for the role.

We employ this technique by first identifying the key competencies and behaviors required for success in the role. Then, for each candidate, we create a list of behavioral interview questions that probe for these competencies and behaviors.

Johannes Larsson, Founder and CEO, JohannesLarsson.com

Test Job-Specific Hypothetical Knowledge

One strategy I have used for shortlisting great interview candidates is evaluating their answers to hypothetical questions. Introducing hypothetical situations specific to the role or organization that only those who are genuinely knowledgeable and familiar with can provide an accurate answer. 

By giving candidates a test of the actual knowledge required for success in the job, I’m able to get insight into potential hires’ abilities without having to ask pointed starter questions. With this process, I’ve found it easier to spot which applicants show an aptitude for the role and can easily fit in with team dynamics.

Grace He, People and Culture Director, TeamBuilding

Provide Assessments Sooner

Using assessments during the initial application process is one effective way to shortlist solid job candidates. For measuring career-specific skills, this is often already necessary, and it helps sort through large volumes of applicants. 

The key differentiator of the assessment is the fact that it provides a no-nonsense way to truly determine if applicants are capable of the skills listed on their resumes, or if they are just listing them to get in.

Alexandre Robicquet, Co-Founder and CEO, Crossing Minds

Build Connections and Give Them a Memorable Experience

With a shortlist strategy, it’s imperative that, after you get a sense of who they are, your conversation becomes less about interviewing them and more about letting them interview you back. 

A lot of times, in the first five to ten minutes of an interview, you can tell, “I like this person. I think this person’s gonna be a great fit.” 

Start by asking them, “What questions do you have for me?” And leave a lot of time for that. 

Then, take time to give them more insight into the role and why you think this role will make sense for them beyond what the job description says. It’s less of a sell and more about them being able to learn about you and convey things you don’t do with every candidate. Your goal should be to help them feel special. 

Try to give them a memorable experience. People don’t remember conveyor belt-type hiring experiences. Instead, they remember the ones that built a genuine connection and where they learned something unique and valuable.

Oz Rashid, Founder and CEO, MSH Talent Solutions

Monitor Their Learning Agility

Unfortunately, most organizations shortlist based on convenience rather than quality. Given the proliferation of ChatGPT and other language AI, shortlisting based on resumes alone is a little better than choosing at random. 

When seeking to shortlist, regardless of the role, we evaluate a candidate’s level of learning agility, and their propensity to learn and seek knowledge. This trait uniquely underpins workplace potential for many reasons. 

In emerging talent populations, learning agility ensures that new hires have the flexibility, curiosity, and motivation to learn, helping them make the most of any formal training on offer. In senior hires, the ability to learn quickly shows a dedication to continuous learning, showing a strong willingness to develop. 

By assessing learning agility during the shortlisting stage, we ensure we offer only the highest potential candidates an interview, improving the quality of hire while also minimizing time spent interviewing.

Ben Schwencke, Business Psychologist, Test Partnership

Don’t Compromise on Eliminating Factors

We often find marketing professionals submitting information that is nothing short of impressive but might include a factor or two that we consider red flags. These could be an unexplained career gap, failure to ramp up marketing tech skills, or ignorance of organization-specific certifications. 

We can’t deny that shortlisting such candidates is indeed tempting, especially when we know their strengths can come in handy on our team. But we make it a point to stick to our elimination criteria because we know that once we put these negatives behind us, we will stop being fair to other candidates. And if we hire this candidate, these setbacks will keep haunting our team. Instead, we stick to the plan and offer fair competition to every candidate.

Ariav Cohen, VP of Marketing and Sales, Proprep

Check References

Referrals are an excellent approach to assessing a candidate’s abilities and skills. To learn more about a candidate, contact previous employers or coworkers. I believe references can be especially useful if you are considering a candidate who has been out of work for a time. 

They can tell you how the candidate fared in their previous job and whether they left, got fired, or were let go. When deciding between two individuals with identical qualifications, speaking with their references can be extremely beneficial. References can provide information about the candidates’ skills and limitations, as well as assist you in determining whether a candidate is a better fit for your firm.

Ben Flynn, Marketing Manager, Manhattan Tech Support

Analyze Social Media Presence

In my experience, reviewing a potential hire’s social media activity is the most effective way to narrow down a pool of qualified interviewees. Keep an eye out for warning signs like inflammatory language, references to former employers in a poor light, or information that is otherwise inappropriate or unethical. 

Consider the candidate’s internet standing and their potential to represent the company in a positive light. Although a candidate’s social media presence shouldn’t be the only deciding factor in their hiring, it can provide vital insights into their character and judgment.

Cindi Keller, Communications Coordinator, Criminal Defense Lawyers

Assign Points and Stick to the Final Score

Regarding certain positions where skills and expertise matter more than personality and promise, it is best to adopt a scoring system where you assign points to candidates based on their experience and certifications. 

This way, you eliminate the chance of offering any undue advantages to any candidate and ensure that the final shortlist abides by the demands of the job position. The last step is to stick to the final scores and shortlist only those candidates who accumulate enough points to warrant a place in the following interview stage. 

Although it is challenging to find out a candidate’s strengths and weaknesses through points alone, this method proves to be the only practical approach in specific hiring situations, such as tech positions where a candidate’s skills surpass other criteria.

Tony Angeleri, Vice President, Lone Wolf Paintball

15 Ways to Recession-Proof Your Career

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From jumping on personal development to keeping your future in mind, here are 15 answers to the question, “Can you share your most effective tips to recession-proof your career?”

  • Take Advantage of Upskilling/Development Opportunities
  • Manage Your Finances Now
  • Remain Flexible 
  • Create and Nurture Relationships
  • Keep Your Manager Informed of Your Wins
  • Stray Beyond Your Comfort Zone
  • Review Your Existing Professional Situation
  • Stay Updated With Tech Skills
  • Enter the Gig Economy
  • Get Professional Certifications
  • Keep Your Digital Presence Updated
  • Master the Transferable Skills
  • Always Be Career Cushioning
  • Learn (Basic) Software Programming Skills
  • Always Look Ahead

Take Advantage of Upskilling/Development Opportunities

Adding skills and capabilities through professional development, upskilling, and other ongoing education increases your value for potential employers. It also expands the range of job titles you’re qualified for, expanding your options for finding a new job if you’re laid off or have your hours cut. 

This can help to ensure you keep making consistent forward progress with your career, regardless of what happens in the broader economy. The great thing about ongoing education is that it will have the same benefits in a robust economy as in a weak one, and will enable you to make more and achieve higher roles within your company if you prefer to stay with the same employer. That means it doesn’t just protect your career in case of a recession but ensures you’re poised to take advantage of raises and promotions during periods of economic growth, too.

Archie Payne, CEO, CalTek Staffing

Manage Your Finances Now

One recession-proof tip is to manage your finances now. In general, it is always better to make sure that your expenses do not exceed your means, but this is especially important in times of higher uncertainty. It can take from two to six months to find a new job after unemployment, so you want to make sure that you have enough living expenses saved up for that period. 

This is important not only to make sure that you are comfortable during this time of transition but also to give you the freedom to be discerning about your next opportunity, so you don’t feel the pressure of just taking anything because you don’t have enough money to take care of yourself. 

Debt and financial obligations have a way of creating constraints that can push you to make decisions you might not have otherwise made. Therefore, while things are good, make sure that you are keeping a budget, or at least a structure, of how you are managing your funds so that you can have more freedom when things get tough.

Lorien Strydom, Executive Country Manager, Financer.com

Remain Flexible

If you want to recession-proof your career, the best tip I can give you is to remain flexible. Now, this doesn’t mean changing everything all the time, but rather, approaching your role and the chance to learn and develop in a more flexible way. 

What I mean by this is don’t dedicate all of your learning to role-specific skills, but also jump at any training opportunities which are more about soft skills and transferable skills. The more you can offer within your role, and the more adaptable you become, the less expendable you are. It’s as simple as that. 

That doesn’t mean you should be offering to do everyone’s jobs, but if purse strings are being tightened and people are being let go because of it, knowing more than just your core role can be a vital asset that will save that company money in training people to learn more down the line. Being knowledgeable about what’s around you, and not just what is in front of you, will always be an asset, especially when times are tough.

Brett Downes, Founder, Haro Helpers

Create and Nurture Relationships

Consistently creating new relationships and nurturing old ones pays dividends in one’s career, whether we are in a recession or the economy is booming. As an Executive Career Coach, I often hear clients lament they get so laser-focused on their job that they forget or fail to make room for relationship building. 

Often, they are speaking with me because this has caught up to them and they find themselves unable to progress to the next level (unsure of how to “play the political game”) or worse, without a job. The mindset reframe I offer is that creating and nurturing relationships is as much a part of any job as the nuts and bolts of one’s job description. I challenge clients to reach out to five current/former colleagues per week, religiously. 

This could be as simple as sharing a relevant article, asking about family, or requesting a coffee date. Attending industry events/meet-ups with regularity, even when we don’t feel like it, is key. Relationships matter!

Emily Golden, CEO & Strategic Talent Advisor, Golden Resources

Keep Your Manager Informed of Your Wins

Companies keep employees who perform and solve problems. Meet with your manager regularly to ensure you’re on the same page with goals and expectations, and then share those wins! If you aren’t in a position to meet with them regularly, email them and keep a copy for yourself. Depending on your personality or culture, this might feel uncomfortable initially, but no one will know how good you are if you don’t voice your good work. You need to be known as someone who gets the job done.

Julia Toothacre, Career Coach, Ride The Tide Collective

Stray Beyond Your Comfort Zone

If you’ve ever observed someone executing the same job function for many years, you know that it’s not only monotonous but also unlikely to earn you respect from your employer. After all, other people may have the same skills you do now. Consider offering your help to new projects, teams, and special projects. 

I think you should encourage yourself to take on new tasks at work. Additionally, keep an eye out for chances to innovate and advance the business. Create the framework for that idea and a workable model if there is a department that is having trouble, and a new business idea that you have for your organization can improve overall production and outcomes. Your employer will respect your initiative!

Frederic Linfjärd, Director of Growth Marketing, Planday

Review Your Existing Professional Situation

Being proactive is taking the time now to assess your current career and make a plan in case the unemployment rate soars. For suggestions on how to smoothly use your transferable talents and expertise in a different job field, think about meeting with a career coach or mentor. 

Those who are unsure if they should change careers should monitor their present employer’s performance to see if it makes sense to do so. Consider looking for a position in a different field if your company hasn’t been exhibiting any signs of expansion and other businesses in your sector appear to be having trouble as well. 

Through a side hustle, you can develop abilities for an alternative job. However, I advise choosing a side hustle that you are truly passionate about, as it will be more difficult to stick with it otherwise.

Andrew Dale, Technical Director, CloudTech24

Stay Updated With Tech Skills

Who won’t want a recession-proof job? I think everyone should go into a profession that is not affected by recession much. I have the best tip to recession-proof your career: stay relevant in the job market, and for this, be updated with new tech skills. 

Since we are living in the COVID era, tech skills can be saviors for job seekers in a recession, as employees can work remotely as well. Keep yourself updated with technologies like AI, AR, cloud computing, content marketing, and many others. These technologies are at their peak and are favorites of software development companies. They need employees who can work with these technologies, and because of the demand for technical employees in the market, it will always be easy for you to grab any new job even if you lose one. 

Even IT security and information-safeguarding initiatives are key strategic priorities. Real estate, construction, manufacturing, and retail jobs in these sectors are more likely to be affected by the recession.

Yogesh Kumar, Digital Marketing Manager, Technource

Enter the Gig Economy

In my opinion, the gig economy is a thriving sector because of the flexibility and low overhead associated with freelancing and contract labor. Rather than committing to one employer full-time, professionals in the gig economy often split their time between several gigs. 

There is no need to quit your day job in pursuit of more contract work. In order to protect your career from a downturn, it is a good idea to try out a variety of different professions so that you may gain experience in them and list them on your CV. Having multiple sources of income can help cushion the blow of a job loss. In a bind, you can always rely on your side hustle.

Timothy Allen, Sr. Corporate Investigator, Corporate Investigation Consulting

Get Professional Certifications

One of the best ways to survive in terms of careers during a recession is to show to employers that you are better, more valuable, and more skilled than everyone else out there. There are, of course, many ways to achieve this. 

However, the idea of getting as many professional certifications as possible really works. As a pro tip, think outside the box. Don’t just get certifications in areas in which you already have a background. Try to also diversify your skills and make yourself more adaptable to a changing work environment. 

For example, if you work in HR as I do, instead of just focusing on professional certifications in HR, get something on IT, Data Science, and others. This will make you more versatile.

Logan Nguyen, Co-Founder, MIDSS

Keep Your Digital Presence Updated

Make sure that your online presence is up to date before you explore other options in the job market. Make sure that your website, social media channels, blog, LinkedIn, and other digital platforms are properly updated. Also, make sure that your digital presence provides an accurate depiction of your interests and experience should other opportunities come your way.

Dakota McDaniels, Chief Product Officer, Pluto

Master the Transferable Skills

Transferable skills are not soft skills; rather, they are the ones that can be applied to different fields, roles, and industries. When hiring managers are looking for candidates, regardless of their experience, transferable skills take on a whole new level of importance in demonstrating value to employers. 

For example, if you’re a software engineer with strong analytical abilities, you could use those same skills in a business analyst role. If you’re an accountant with strong problem-solving skills, you could use them to become a project manager. The idea is to learn the core concepts behind each field and then apply what you know across many different roles and industries. Many of your technical or professional skills may already be transferable; it’s just a matter of identifying them and honing them further.

Karl Robinson, CEO, Logicata

Always Be Career Cushioning

The art of career cushioning is getting a lot of attention right now. It means preparing for the unexpected by polishing your resume, applying to other jobs, taking on project work, actively networking, or even starting a side gig to bring in additional income. Recession aside, regular career cushioning is a great practice to prevent stagnation in your career. 

Even people who are happy with their current company and role should work on at least one aspect of career cushioning. This could be taking on additional projects within the company, writing for industry-related publications or appearing on a job-related podcast. Updating your LinkedIn, keeping a list of your work-related wins, and writing quarterly goals are other great ways to keep your work contributions and aspirations top of mind.

Katelyn Harris Lange, Sr. Talent Sourcer, SeekOut

Learn (Basic) Software Programming Skills

In the information age, the predominant economic theme that transcends the traditional business cycle is digitization. The economy is progressively moving away from physical locations, traditional working practices, and purely offline work, and shifting towards a flexible digital economy. 

Learning to code may seem like an insurmountable task, but imagine being the only employee outside of IT who knows how to update the company website, automate tedious tasks, or analyze data without the need for expensive proprietary software. When layoffs happen, these skills will take you out of the firing line, as managers recognize your essential contributions to the smooth running of the team. This effectively recession-proofs your career, vastly reducing your risk of unemployment during an economic downturn.

Ben Schwencke, Business Psychologist, Test Partnership

Always Look Ahead

One way to recession-proof your career is to always be looking ahead at what’s coming next and think about how your skills can be adapted to fit that next big thing. Right now, climate technology is growing quickly in importance, so think about how your role and/or skills could adapt to this industry.

If you’re working in sales, research companies that are selling climate technologies. Think about what software systems are going to be needed to scale large climate tech companies. If you can constantly adapt your own skill set to meet the needs of the future, you’ll always be in a good spot!

Sotiria Anagnostou, ESG VP, STORE Capital

17 Interview Tips That Anyone Can Implement

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From preparing your responses using the STAR method to making your interview conversational, here are 17 answers to the question, “What are some top interview tips for someone who is looking to land the job they want?”

  • Prepare Your Responses Using The STAR Method
  • Tell a Short Story Relating To Your Interest For The Field of Work
  • Know What You Are Applying for
  • Make Sure You Ask Questions
  • Study the Job Posting and Company
  • Dress the Part
  • Focus on Your Body Language 
  • Align First, Then Differentiate
  • Tailor Your Responses To The Qualities They Are Looking For
  • Use a Career SWOT Analysis
  • Use Stories to Show How You Solved Job-related Problems
  • Demonstrate Your Unique Value Proposition 
  • Show Up and Be Your True Self
  • Replace “We” Examples with “I” Examples 
  • Remember Who You Are & Know Your Value
  • Do More Than Show You’re Qualified for the Role
  • Make Your Interview Conversational

Prepare Your Responses Using The STAR Method

Preparation should be your first priority. Don’t go into interviews cold – prepare your stories ahead of time using the STAR method of formatting them: Situation, Tasks, Actions, and Results. Treat each item as a subheading with bullet points beneath each to allow you to tell a clear story, relaying only the most pertinent facts illustrating why you’re the right candidate for the job. Preparation is the make-or-break thing for all candidates. As an interviewer, it was very easy to tell who did their homework beforehand, as they came across as confident and a clear communicator. Do your prep before you join the Zoom call!

Robert Svilpa, Owner, Prodigy Career Coaching

Tell a Short Story Relating To Your Interest For The Field of Work

When asked something like, “So, tell me a little about yourself,” or “Why do you want to work with us?” don’t rehash your academic history. Smile and tell a short story about what got you interested in the field of work the job requires or the company does. For example: “When I was in high school, a teacher told me to find something I love to do and pursue it for a career. Unlike a lot of kids, I always loved helping my mom and dad do yard work. Everything from mowing the grass to helping pick out plants for our flowerbeds every spring made me feel like I helped create something beautiful for everyone to enjoy. So when I saw the job for GreenThumb Nursery, I couldn’t get my application in fast enough!

Carmie McCook, President, Carmie McCook & Associates

Know What You Are Applying for

Before you start to construct your answers, read the entire job posting, job description, and research the company itself. Too often, candidates come into an interview prepped with generic answers, ready to talk about themselves. They end up losing critical interview marks.

Think of your interview as a business transaction. The company is trying to determine if you are their best return on investment (ROI). You need to demonstrate not only what you know and what experience you have, but also how it links up with the job you are applying for and the company’s strategic goals. In other words, prove to them that they should choose you; prove that you are their best investment for this particular job.

Carrie-Lynn Hotson , CHRL, HR Specialist-interview Coach, Job Interview Coach

Make Sure You Ask Questions

As much as a prospective company is interviewing you, you are also interviewing them. Make sure you ask questions to help you evaluate your decision! Doing this allows you to also display your interest in the company. Not doing so can allow your interviewers to think that you may not have much investment in them. In addition, prepare your answers in advance, and actively listen to make sure your question wasn’t answered during the interview process; it is okay to ask the hiring manager to expand.

Here are some questions you can ask in your interview:

1. What challenges is the company currently facing?

2. What are some of their proudest achievements?

3. Why did they choose (insert company) here?

4. What would be your expectations in the first 6 months?

5. How do you recognize the success of your employees?

6. What are your current Diversity and Inclusion initiatives?

Sabrina Morris, Talent Acquisition Partner, AstraZeneca

Study the Job Posting and Company

Whether interviewing for a private sector or federal government job, you’ll need to study the job posting and company. Ensure you familiarize yourself with the organization by reviewing its website, especially its mission statement, history, and values. You can use this information as talking points during your interview to show you researched the company. Additionally, review the duties and skills from the job posting. Ensure you can articulate how your experience aligns with those skills and provide examples of your competency in those areas.

Janine Wiggins, CEO, Resumes By Neen, LLC

Dress the Part

The way you dress and appear communicates your credibility, authority, and confidence and forms an impression in the first seven seconds. Make sure you look the part for the job position you are seeking. For instance, if you’re seeking to be a CEO, dress in business formal, and if you want an entry-level job, dress in business casual.

Tanya Garg, Image Consultant and Personality Development Trainer, Tanya Image Makeover

Focus on Your Body Language 

Most applicants forget about the HOW and instead concentrate on what questions to ask during the interview. Focus on your body language and learn how to make a good impression with it to ace your interview! You may stand out from the competition by using hand movements, eye contact, and passion.

Karishma Dandona Sethi, Interview Coach, Information Tech Consultants

Align First, Then Differentiate

Your first job is to align with the job, showing you have the hard skills and the deal-breakers that the company needs. Once the required skills, education, and training are established, you’ll want to dig into what makes you different from other applicants.

Some examples of how you can differentiate are:

  • Highlighting relevant industry awards or recognition
  • Sharing examples of unique experiences or projects you’ve managed
  • Discussing any certifications or additional education you have received
  • Explaining times when you have worked well under pressure or handled unexpected challenges
  • Outlining your ability to collaborate with a diverse range of individuals and teams
  • Giving details of your experience working with cutting-edge technologies
  • Describing your ability to adapt to change or a major company reorganization

Paula Christensen, Certified Professional Resume Writer and Interview Coach, Strategic Career Coaches

Tailor Your Responses To The Qualities They Are Looking For

This is an age-old question that is used for behavioral interviews. The key part of this is to really read the job description. If they are asking for some specific soft skills, then make sure to align your strengths with those soft skills. If they want someone who is working with others in collaborating, talk about how you are the person on your team whom people turn to when they need help with a project.

On the flip side, when you are asked about your weaknesses, it is absolutely critical to make sure that you don’t say one of your weaknesses is a quality that they are looking for. For example, if they are looking for someone who is detail-oriented, don’t say that you are more of a “big picture person.” It is absolutely critical to read the job description prior to these questions being answered.

Tazeen Raza, Executive Coach, Tazeen Raza

Use a Career SWOT Analysis

The top tip I give job seekers preparing for an interview is to prepare a Career SWOT Analysis. Like a traditional SWOT analysis, you will be addressing your internal strengths and weaknesses and the external environment’s opportunities and threats. While you likely have a library of strengths, now is your chance to cherry-pick those most applicable to this opportunity! The knowledge you gather while noting the opportunities and threats to the company shows the interviewer your interest in the industry and the problems they face.

Leah Stallone, Career Coach, Corporate Trainer and Founder, The Career Edit, LLC

Use Stories to Show How You Solved Job-related Problems

Through research, networking, and early-stage interviewing, work to uncover and understand why they are filling the position-the specific problems and challenges they want you to address. Then prepare your success stories-examples of how you have solved exactly those kinds of problems and delivered results in the past. In your interview, use the CAR (Challenge-Action-Result) format to tell a clear, succinct, and relevant success story that demonstrates your specific skills. Your specific examples will elevate your skills from theory to hard evidence. Also, stories are memorable and will distinguish you from every other candidate. Finally, by sharing an example that is relevant to the employer’s needs, you show that you understand the challenges of the job and are ready to perform.

Louise Kursmark, Master Resume Writer, Best Impression Career Services

Demonstrate Your Unique Value Proposition 

In a saturated job market, with many other qualified candidates competing for senior-level positions, it’s important to promote your unique skills and talents to show your value proposition.

You need to know your value, to convey your value – spend some time reflecting on the times you made a remarkable impact, the relevant skills you were using, and how your talents benefited previous employers. Are you operating over and above the benchmark for the role and do you know your relevant skills and strengths? Have you strong examples with quantifiable evidence to demonstrate you are capable of next-level responsibilities and delivering on the required competencies?

By comfortably articulating your value proposition at the interview through strategic storytelling, you will grab the interviewers’ attention, and build trust conveying a confident, competent individual who is ready to lead their organization to success!

Louise Nevin, Career and Leadership Coach, Louise Nevin Coaching

Show Up and Be Your True Self

Your pre-interview research isn’t only for collecting facts about the company; it’s also an ideal time to do a gut check on how well the company’s culture aligns with your work style, beliefs, and values. Ask yourself: Is this my kind of place? Are these my kind of people? If they are, your true-to-you responses and genuine interest in the company will shine through during your interview. Ignore any advice to “fit in just to get in.” Be yourself, and look for work where you will be welcomed.

Jennifer Shryock, Job Interview Coach, Career Strategist, Jennifer Shryock

Replace “We” Examples with “I” Examples 

One of the most common errors candidates make in an interview is hiding their individual contributions. They do so by answering questions with phrases like, “We came together to address the problem and then we came up with a solution.”

Although this might seem like the right response, it will leave the hiring team thinking, “But what did you do?” Instead, describe the situation from your perspective and highlight your individual contribution. “I worked with my team to brainstorm potential solutions, and then I created proposals for each solution.”

Chris Kapusta, Recruitment Manager, Brunel

Remember Who You Are & Know Your Value

My top interview tip for job seekers is to understand their value. The ability to demonstrate healthy self-confidence is vital to the success of their career-search campaign. It also aids in presenting relevant accomplishments and potential contributions in a compelling manner. Finally, when job seekers know their value, it’s empowering, it fuels confidence, and it’s key to negotiating a desired salary.

Wanda Kiser, Founder and Interview Coaching Specialist, The Interview Guru

Do More Than Show You’re Qualified for the Role

Showcase the experiences and skills that you have that match the role you want. It’s more than just showing that you’re qualified for the position. Pick the events and accomplishments from your work history that speak to your expertise and that suggest you would be the best choice for the position. Once you’ve selected your best examples, take time to rehearse your answers out loud so that you sound confident and organized.

Mary Despe, Recruitment Consultant and Career Coach, MK Despe Consulting LLC

Make Your Interview Conversational

Avoid the typical robotic question-answer, question-answer interview format and make the conversation more conversational!

To achieve this, you can: 

  • Offer options when answering questions (“I could tell you about a time when X, or I could tell you about a time when Y”)
  • Keep your answers short and then ask if they want you to elaborate
  • When it’s your turn to ask questions, make sure you’re not just moving on to the next question after they give an answer.

Ask a follow-up question or make a comment about how your experience connects to their answer. By doing so, you are likely to get the employer talking. According to an MIT study, the ideal mix that results in a hire is for you to talk 50% of the time and the employer to talk 50% of the time. Showing genuine interest in the employer and their company can also make you more likable, and humans hire people they like.

Kendra Neipp, Interview Coach, Coaching with Kendra

 10 Tips for Returning To Work As A New Mom

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From easing back in with a trial run to adhering to a smart plan, here are 10 answers to the question, “What are some tips you have for mothers returning to work after having a baby?”

  • Prepare a Trial Run of the Morning Routine
  • Do a Stepped Return
  • Prioritize Your Mental Health First
  • Lean into the Discomfort
  • Get Yourself Ready to Spend Time Apart
  • Always Have a Backup Caregiver
  • Feel Ok Enjoying Your Time Away from Your Baby
  • Make a Plan Before You Head Back to Work
  • Check Company Policy for Benefits and Facilities
  • Find a Way to Pump During the Workday

Prepare a Trial Run of the Morning Routine

As a mother returning to the office, you probably recall how it looked before your maternity leave. But now, many things are different, including your morning routine. 

With a child on a board, you will have less time than before to get down to work, and your morning schedule will be different. Do not let it surprise you. 

Make a trial run of your “business morning” before and wake up earlier in the first week of returning. It will save you from at least some of the stress.

Natalia Brzezinska, Marketing & Outreach Manager, US Visa Photo

Do a Stepped Return

When I returned to work after having my baby, I was nervous about how I would balance everything. I talked to other moms and did some research, and the best advice I found was to do a stepped return. 

This means gradually increasing the days and hours you’re away from your baby until you’re back to working full time. For me, this meant starting with two days a week, then adding an extra day every couple of weeks. It was a slow process, but it gave me time to adjust and transitioned back to work much easier. 

If you’re thinking of returning to work after having a baby, I would definitely recommend doing a stepped return. It’s a great way to ease into things and make sure you’re still able to spend quality time with your little one.

Lorien Strydom, Executive Country Manager, Financer.com

Prioritize Your Mental Health First

One of the most important things for mothers returning to work after having a baby is to prioritize their mental health. It’s difficult to manage the demands of a full-time job and motherhood, and it’s important to make sure that you’re taking care of yourself both physically and emotionally. 

One way to do this is to set aside time each day for yourself, even if it’s just a few minutes. Whether you use this time to read, take a walk, or simply sit in silence, making time for yourself will help you recharge and feel more capable of managing the demands of work and motherhood. 

Additionally, it’s important to be honest with your employer about your needs and boundaries. If you need flexible hours or the occasional work-from-home day, don’t be afraid to ask for what you need. By prioritizing your mental health, you’ll be setting yourself up for success both at work and at home.

Jim Campbell, Founder, Wizve Digital Marketing

Lean into the Discomfort

I went back to work eight weeks after my second child was born. I knew sending her to daycare would mean lots of interruptions to my schedule—taking extra sick days since she would be exposed to lots of other babies, forgetting important things like blankets, extra clothes, or extra diapers, etc.

I was such a perfectionist and drove myself mad trying to remember and balance all the things. But once I started leaning into the chaos and expecting interruptions to my schedule, life magically felt easier. It no longer felt like an interruption or challenge when I had to step outside my normal workflow.

Leaving your baby to go back to work is hard enough; don’t make it harder on yourself by fighting against uncomfortable feelings. Accept life’s different now and you can’t be the same employee you were before the baby.

Alli Hill, Founder & Director, Fleurish Freelance

Get Yourself Ready to Spend Time Apart

One challenge for a mother returning to work after maternity leave is getting herself, and the baby used to spend time apart. After weeks or months together, you may consciously or subconsciously worry about the baby, and this is understandable. 

However, instead of focusing on your work, you daydream about your child and get distracted. Your mental unpreparedness to leave your child with somebody else makes it difficult to find yourself at work and to adapt to changes that may have occurred in the company. 

So before you return to work, get used to being away from your child. Start by leaving your baby with a nanny or family member every day for a few hours. Consider dropping off your child at daycare a few days early before you return to work. This way, you gradually get used to not being around, and you can finally focus on your professional duties while you work.

Nina Paczka, Community Manager, Live Career

Always Have a Backup Caregiver

Arrange for child care as soon as possible, possibly even before or after your baby is born. Most centers and services have waiting lists, particularly for children under the age of two. Other people who care for your child may require time to organize their other obligations.

Have a backup caregiver for your child in case their regular caregivers become ill or become unavailable. This will relieve you of some stress and worry. The key is to find someone who can assist you on short notice and who you can trust. Friends, playgroup parents, grandparents, other relatives, and partners are all possibilities.

Jennie Miller, Co-Founder, MIDSS

Feel Ok Enjoying Your Time Away from Your Baby

Earlier this year, I returned to work after taking a year off after my daughter’s birth. Leading up to it, I was worried about how much we would miss each other. She was born during the pandemic, so we spent a lot of time just the two of us.

There was an adjustment period, but especially once I knew my daughter was happy with her childcare, I started to love my time away from her. Going back to work helped me to reconnect with parts of my identity that I love but had lost while at home.

I’ve also realized that having time apart makes our time together that much better. I rarely get overwhelmed or lose my cool with her, and she rarely seems frustrated or sick of me. I love my daughter so much and appreciate every minute I have with her. I also appreciate my time without her.

Lindsey Fontana-Dreszer, Founder, Dogby

Make a Plan Before You Head Back to Work

As someone that struggled after having my own child, I’d suggest you make a plan before you head back to work. Know what hours you’ll be working, whether you’ll need child care, and how much money you’ll need to make each month to cover your expenses.

It’s also vital to have a strong support network in place comprising friends or family members who can help with things like watching them for an evening so you can get some time for yourself. Finally, remember that it’s ok to ask for help—no one can do it all on their own!

Sarah Holmes, Homesteader, WhatYurt

Check Company Policy for Benefits and Facilities

While every HR team and hiring manager makes it a point to offer every assistance possible to a new mother returning to work, it is always possible that they might have missed mentioning a few details. 

Therefore, diving deep into the company’s policy will help you check on crucial information. Arrangements offered by companies could range from extra remuneration for daycare or even partnerships with in-house daycare facilities to easy working hours or a shift to a less-stressful job position to enable a new mother to handle her new responsibilities as a mom with relative freedom.

Learning about these and more potential benefits and facilities is possible only when you check in with the employee handbook or company policy for specific information related to mothers returning to work.

Riley Beam, Managing Attorney, Douglas R. Beam, P.A.

Find a Way to Pump During the Workday

Studies show that breastfeeding mothers are more likely to experience higher levels of stress and exhaustion, which can negatively affect their ability to function at their best. 

One way to combat this is to find a way to pump during the workday. This can be challenging, but a combination of creativity and determination can help you find a way to successfully accomplish this.

Some employers are required to provide a private space to pump, so ask your HR department if this is available to you. If not, perhaps you can use a conference room or find a coworker who would let you use their office. 

If you can find a way to pump during the workday, you’ll be that much more likely to balance your responsibilities as a mother and a professional.Matthew Ramirez, CEO, Rephrasely