I currently have three clients who I’m working with in various capacities. Each is an executive in his 50s who I worked with previously during their respective job searches. Each was employed when they initially hired me, interested in seeing what opportunities for advancement they could find. More than just looking for added responsibilities (they were already executives), they wanted environments where they could fully use their talents. 

All three are currently looking to exit their new employers.

What is going on?

My clients are well-paid and secure in their roles, but they aren't happy. The jobs presented to them during their lengthy interview processes aren’t as described. Two feel they were—at best—told inaccurate information. Some people would say they were lied to.

Another executive I recently worked with left a job prepared to take up to a 40% pay cut for the right work culture. And another executive resigned when the company’s values and actions no longer aligned with hers. 

People leave jobs for various reasons, but I think this cluster of clients leaving their employers represents a larger shift in the workforce. Even handsomely compensated employees are willing to leave poor work cultures and environments that don’t align with their values and integrity. You are probably familiar with the rhetoric of the “Great Resignation” that emerged during the pandemic, when employees realized there is more to life than work and resigned for personal reasons or to take on more fulfilling jobs. Looking at the end of 2023, my anecdotal evidence suggests this cultural shift of priorities for workers is here to stay (at least for now).

How can we help job seekers screen for workplace culture?

Each of my clients is resilient and savvy; they will be okay. But this doesn't protect them from the heartache that accompanies starting a new job with excitement only to be let down within months when they see things as they truly are at their new workplace. 

You can convey to job seekers at all stages of their careers a few key points, should they seek your input on interviewing. (I recognize that not all job seekers want to engage in interview or job search strategy coaching.) First, acknowledge that there are instances in which it is nearly impossible to uncover everything about a workplace, but a job seeker should make an earnest effort. Second, remind them that the grass isn’t always greener on the other side. When job seekers are unhappy in their current role, they might experience confirmation bias: they look for the good aspects of a new workplace and downplay red flags. Most job seekers will appreciate having a frank conversation about workplace culture so they can learn from your expertise.  

You can also encourage job seekers to conduct online research and be highly observant when speaking with employees or visiting the company. Are people dressed formally or informally? Are they working individually or actively collaborating?

Encourage job seekers to identify their own values and priorities. If the organization has a strategic plan (common in higher education and non-profits), urge them to read it to assess whether the organization's priorities align with their desires. 

What questions should job seekers ask to investigate workplace culture? 

Whether job seekers are engaging in networking conversations or formal interviews, they can ask insightful questions that help them assess workplace culture. Brainstorm with your client to help ensure they are equipped with many different types of questions at various stages of the interview process. Here is a sample list to help you lead this conversation. Note: these 20+ questions are in random order and can be tailored depending on whether the job seeker is speaking to HR, a potential peer, or a potential boss.

1. What do you like most about working here?

2. What would you change about the company?

3. What are the corporate values? In what ways are these values demonstrated regularly?

4. How often does the company have special events/activities for staff?

5. How are expectations communicated?

6. How do you know you are doing well in your role? How is performance evaluated?

7. What opportunities are available for professional growth and development?

8. In what ways have you experienced mentoring?

9. How does the executive team communicate its strategic priorities, and with what frequency? To what extent are they transparent about company/division/departmental performance?

10. How does your boss support your success? How do you support your staff’s development and success?

11. How would you describe the leadership approach within the organization?

12. What traits are most important to have here to succeed?

13. To what extent are people permitted to have flexible work arrangements?

14. Why did you decide to work here?

15. On average, how long do employees stay with the company?

16. What happens when there is a problem (e.g., a product isn't launched on time, a client is dissatisfied, the R&D process is taking longer than expected, or a grant didn't get accepted)?

17. What do you find most exciting about the company?

18. How has the company changed since the pandemic?

19. What percentage of work is done independently vs. collaboratively?

20. How does the company evolve and adapt to changing economic and workforce conditions?

By asking questions like these, job seekers will be more informed when making their decisions about pursuing employment at the organization.

Takeaway

The pandemic served as a wake-up call for many people. People will flee places of employment with toxic work cultures—or even just cultures that don’t align with their personal priorities and values. 

People are aware that some companies allow flexible work conditions and are welcoming to having children—and dogs—occasionally join them at work. Others offer unlimited time off, personal wellness days, and generous time off for volunteering. And let’s not forget the value of a culture that fosters genuine expression of appreciation for a job well done, opportunities for growth and innovation, and clear lines of communication between executives and other staff. Job seekers know such places of employment exist—and they desire to be a part of these cultures.

Let’s help them screen for red flags so their next job is not only the right job function but also the right employer.  

It seems as if everyone is talking and writing about generative artificial intelligence (AI)—and with good reason. Generative AI is a type of AI that generates text, images, and other media in response to a prompt. It is what people are referring to when they talk about ChatGPT, Bard, or a myriad of other platforms.

Wondering if ChatGPT can spit out a country-western song about a man upset his wife spilled spaghetti? Yep, it can.

Want a parental leave policy written in Shakespearean prose? It can do that, too.

How about a poem written from a ten-year-old’s perspective on growing up in Youngstown, Ohio? In less than 30 seconds, it will share a somewhat melancholy view of Steel Town USA, now known for being part of the U.S.’s Rust Belt.

And, yes, it can share a description of a project manager and edit resume bullet points.

Given my expertise in writing and editing, I wanted to distill my thoughts on text-based AI. As fast as AI is changing, I acknowledge these sentiments might age quickly.

Threats of AI

I tend to be a slow adopter of technology. I’ve even called myself a Luddite—a person opposed to new technology, and a term rooted in a group of English workers in the 1810s who destroyed machinery that they felt were threatening their jobs. But the Luddites didn’t win. Cotton and wool mills prevailed. 

Time will tell whether generative AI becomes as significant or more significant of an innovation than the printing press or even the Industrial Revolution. Surely, jobs will be both lost and gained. (For this article, I’m ignoring the concern of weaponizing AI because I still want to sleep peacefully at night.)

Many career services professionals might be wondering whether they will have a business in three years. After all, AI can already function like a research assistant, and it can easily generate a basic resume or bio. Taking steps to safeguard your business and offerings will help neutralize this risk.

Limits of AI

AI as Your Research Assistant

I tested AI’s ability to produce content on areas that I had extensive knowledge in thanks to my work in career services and my three degrees in history. I prompted it to provide a description and the origin of the Sanbenito, and it did a marvelous—basic—synthesis of existing information. (If you’re wondering, the Sanbenito was a garment worn during the Spanish Inquisition.) It also did a solid job outlining a potential talk on career management for women, providing a list of 10 tips for using LinkedIn, and generalizing a famous law from 1705 that I studied when conducting dissertation research.

What it lacked is new information. When I pressed it for further information on the Sanbenito, it even apologized: “I apologize for the confusion, but I don't have access to real-time data or specific sources … As an AI language model, my responses are generated based on pre-existing knowledge up until September 2021.”

In short, generative AI can function as an entry-level research assistant but certainly not a senior researcher. It could be good for learning an overview of something new, but the responses are not nearly as specific as you can find by consulting expert sources—which tend to be readily available online.

AI as a Writer and Editor

I’m impressed by the grammatical correctness of what AI produces. In that regard, any job that is strictly for line editing is at risk.

I’m less impressed with the writing itself. Sentence, paragraph, and overall structure of anything I’ve read has been bland. When I’ve tried to direct the tone, it made an admirable effort but didn’t sound like me. I’ve learned from another career services professional who tested AI’s ability to write bios that the bios all seemed okay on their own, but they followed a similar pattern and collectively read like they were written using a template. If you want to have a distinctive voice (and who doesn’t), AI isn’t capable yet.

Intellectual Property and Proprietary Information

As of this writing, I am uncertain of intellectual property (IP). Who owns what when it comes to AI-written text? I’ve seen lawyers raise this question. As a cautious individual, I want clarity before I would use AI for anything other than basic research.

AI platforms also warn you not to share proprietary information. For this reason alone, I have significant concerns about using AI for anything that is directly from a client. Large organizations like Samsung have banned employees from using generative AI after confidential information accidentally got shared by a Samsung engineer. Amazon, Citigroup, Goldman Sachs, and JPMorgan have also restricted use of generative AI. As resume writers, we handle sensitive material, and our clients trust us to handle it with care. I have no plans to input information from a client into an AI platform.

Opportunities to Stay Competitive in an AI-laced World

Research Assistance

As I already mentioned, AI can be likened to an inexperienced research assistant: it can provide information quickly, but it might not be accurate. ChatGPT even acknowledges that some information might be wrong. I’ve found such inaccuracies. This doesn’t mean the information isn’t a good starting place, but due diligence will be crucial. We can empower job seekers to use AI prudently and effectively; this could be an extension of services we provide.

Customized, High-Quality Work Products

I suspect AI will raise the lowest common denominator in terms of writing quality. This could make it even more difficult for our clients to stand out. They will need us to become even better writers and editors to help them rise to the top in a swelling sea of mediocrity.

To maintain a competitive edge, ongoing professional development in writing and coaching will be critical. I am saddened when I have a collaborative work session using Google Docs and the sentences the client writes are riddled with misspelled words; then, the client sheepishly says, “I’m not a good speller.” Spellcheck is helpful—but only to a certain point. A word needs to be close enough to the correct word for the spellcheck to suggest the correct spelling. Grammar, spelling, and writing are sometimes underdeveloped skills, so gaining and maintaining these foundational abilities will help us stay relevant, serve our clients better, and work more efficiently. Writing and editing tools can continue to be useful aids rather than become life rafts.

The Human Touch

The pandemic revealed our innate desire for human interaction. Families and friends came together via drive-by birthday parades, highlighting the importance of personal connections. We now understand that remote learning, with its social isolation, negatively affected the mental health of countless children. Some of my clients quickly realized their longing for the office environment and eagerly embraced the opportunity to return. And, when our call to a company’s customer service line is met with an automated phone messaging system, many of us press “0” in hopes of connecting with a real, human customer service agent who will attentively address our concerns. The examples could go on and on… .

Staying competitive will require us to lean into our humanness—providing services that center on human interaction, active listening, and work products truly customized to each client. Services with person-to-person consulting and coaching will remain attractive and might even command higher fees.

Those are my predictions. What are yours? I’d love to hear your thoughts!

How often do you update and revise your website? If you’re like many people, you might forget to do this regularly. Or, you know you should do it and need to do it, but reviewing your website keeps getting pushed lower and lower on your priority list. Somehow, one of the most critical marketing assets you have seems to always take a backseat to more pressing matters. 

Yet, there are compelling reasons to keep your website updated. Websites that are updated regularly can garner higher Google rankings. Even more important, you want your content to feel fresh and relevant to your audience. For instance, it’s less relevant now than it was a couple years ago to have a Covid protocol notice on your website. That is just one example, of course. 

Below I’ve provided an easy checklist you can reference to help you give your website a check-up. Ask yourself the following questions.

1. Is my website secure? What I mean is, does the URL start with HTTP and not HTTPS? If so, users might see an exclamation point and “not secure” notice in the address bar of their internet browser. What a way to build trust with a potential client! If your site isn’t secure, take steps immediately to make it so.

2. Does my website accurately reflect the value I offer? Have you made sure your approach stands out as unique? Strong websites will have a clear focus and value proposition. Make sure you can clearly state what differentiates your service or product from competitors.

3. Does my website accurately reflect the services I offer? In the decade I have run my business, my service offerings have evolved. Information about editing academic writing and coaching high school students to apply to college used to be standard features on my website, but not anymore because I no longer offer those services. There was a time, however, when I still had those pages on my site because I hadn’t had the chance to take them down. I recommend you delete outdated and irrelevant pages, and update your site to ensure your services are clear and accurate.

4. Is my About Page current? Review your bio. Does it convey everything you want? Check to see if you need to add any additional qualifications or credentials. Of course, if you share information about your personal life, make updates there as well.

5. Are my testimonials/reviews fresh? Perhaps you have new reviews to add to your site. Either do it now or schedule a time to do it in the near future.

6. What is outdated? Review the website, page by page, looking for little pieces of information that are outdated or might come across as irrelevant. Information that references how many years of experience you have, how many years you’ve been in business, how many resumes you’ve written, or how many clients you’ve worked with become dated quickly. Consider updating the information immediately or determining a new way of sharing that information. For instance, you can reference a founding year rather than stating how many years you’ve run your business.

7. Ask “What else?” What else do you need to add to your site? Have you been thinking of adding a blog component? Or a shop for customers to purchase an e-book? Or a sign-up form so people can be added to your newsletter? Whatever you need to add, take action to do so immediately, or schedule it on your calendar in the near term. If you don’t have a website administrator, you might consider exploring that option, too. My web design team makes keeping my site updated a breeze.

8. Do I need a website overhaul? Periodically, you might realize you need a rebranding of your site. Although this often takes substantial work, consider it a sign of your success! I am on the fourth version of my website, and each version has gotten stronger. If you realize that you need to start from a clean slate, determine whether you will build the website yourself or whether it’s better to invest in a professional web design service. Take whatever appropriate steps are necessary to get a new site launched.

9. Ask “When should I do this again?” Conducting a website review quarterly is ideal, but every six months or even every year might work for you. Decide what will work best and mark your calendar for your next website check-up.

10. Do a victory lap! Celebrate this “small win” by going for a short walk outside, chilling on the couch for a few minutes with a favorite book, or doing whatever else your soul finds satisfying. Once you start associating the task (website check-up) with the reward (something you love doing), you will be less inclined to delay future appointments to review your website.

Takeaway

Running a business—whether full-time or as a side hustle—is a marathon, not a sprint. If you’re in it for the long haul, then getting into the habit of giving your website a check-up periodically is important. Otherwise, potential customers will find it and wonder if you are still in business … and you certainly don’t want that to happen! 

Here’s the situation: You committed to writing something that was important but not urgent, and now you’re up against the deadline. (What the document is doesn’t matter. It could be a resume, a bio, a blog article, or countless other genres of writing.) The deadline is soon—maybe just a few hours away or less. 

Ideally, you’re never in this situation. But we don’t live in an ideal world, and most people who write for a living find themselves in this situation occasionally. If you are in this category, save the following checklist and reference it the next you have a pressing deadline. This checklist will help you overcome overwhelm and focus on the task at hand.

MEET-THAT-DEADLINE CHECKLIST

Create the right environment to focus.

• Situate yourself in a setting where you are most productive—whether that is your home office, a coffee shop, a co-working space, or somewhere else. If you focus better while using a standing desk, use it while completing the project.

• Silence phone and computer notifications.

• If you will need water, tea, or coffee nearby, get it before you start writing.

• Close Internet browser tabs*—including email and LinkedIn. 

• Turn on white noise or focus music on YouTube if you work better with music playing in the background. (*This strategy is the exception to the guidance above to close browsers.)

• Take a deep breath. Reassure yourself silently or aloud by saying “I can do this” (or something similarly positive). 

Draft your document.

• Strategize by determining how much time you have for each part of the writing process. For instance, if you have three hours, perhaps you will dedicate one and a half hours for drafting, one hour for revising, and half an hour for proofreading. Do your best to stick to the schedule, but don’t waste energy criticizing yourself if you fall behind. Stay focused on your job: to produce a quality piece of writing that you are proud of while meeting your deadline.

• Use the Pomodoro Method, or a version of it customized to your preferences. The Pomodoro Method is a time management method in which you set a timer for 25 minutes and work without stopping until the timer goes off. Then, you take a break for 3-5 minutes. Upon completion of the break, you restart the process (25 minutes of work followed by a brief break) for several series before taking a longer break of about 15 minutes. 

I often adapt this method and scale it according to the project I’m working on. Sometimes I will break down my work time into seven-minute increments, which serve as “sprints.” I also sometimes ignore the breaks. This goes against a key component of the Pomodoro Method, but I’ve learned that when a wave of inspiration arises, I want to ride the wave for as long as I can! Note: The Pomodoro Method can be used for any type of work project at any time; don’t save it only for when you’re up against a deadline. 

• Consider switching to “Focus” mode on MS Word. You can do so by selecting “View” and then “Focus” in the dropdown menu. Focus mode will display your document but nothing else on the screen. You can use the Focus setting even if you use two computer monitors. Your second monitor will still display other documents you have visible—so either clear that desktop or only have documents open you plan to reference while you write.

• Strategize regarding your “big picture” approach to the project. Determine at the outset the topic, main idea, or key value proposition. If you’re unsure of this, brainstorm and/or clarify your thoughts by freewriting, talking aloud (to yourself or someone else), or thinking silently. Knowing your focal point is crucial. If you don’t know this information, you will struggle.

• Start writing by choosing to begin with whatever is easiest. For instance, if you’re writing a resume, you might start with the heading information or perhaps the education. Those sections tend to take less intellectual energy than crafting a person’s work history. 

I’ve written and said countless times that this approach—starting with whatever feels easiest—ends up saving significant time because you’re eliminating the chance you’ll stare at a blank screen, unsure of what to type. After you’ve finished the easiest part, move to the section that now feels easiest. By doing this, you’ll have numerous “small wins” that will give you momentum to tackle the most challenging part of the writing project. Note: This approach inherently gives you permission to not work in linear fashion unless that feels easiest.

• Either turn the auto save feature on or save your document frequently. 

• Periodically assess whether the direction you’re taking is in line with the “big picture” goal you established initially. If not, redirect your focus immediately. 

Revise and proofread.

• After you’ve completed drafting the document, read it from beginning to end. Assess whether the content is as strong as you’d like. If not, focus on strengthening the points you are making. You might need to reorder sections and cut ideas.

• Once you’re pleased with the content, start editing for clarity and conciseness. Trim words, strengthen verbs, omit needless words, and eliminate ambiguity. Remember, in the words of Brené Brown, “Clear is kind.”

• Proofread your text. A great first step is to run MS Word’s Editor. You can also use Grammarly. Above all, use your own proofreading skills to read the text because MS Word and Grammarly aren’t perfect. A couple strategies include printing the document and reading it out loud. 

• Seek the feedback of an outside reader if you can. Another set of eyes can be invaluable.

Submit the project.

• Once you’ve completed your project, submit it.

• Take time to self-reflect after you’ve turned in your project. What worked well? Do you thrive under pressure? What would have worked better? Most importantly, what can you change to reduce the likelihood that you’ll be in the same situation again?

BOTTOM LINE

Some people thrive under pressure. With writing, you may find that you have a “sweet spot” for feeling pressure while still not putting yourself at risk of missing a deadline. If this is the case, set your schedule accordingly, so perhaps you can break up your work sessions across several days rather than just one day. 

If you despise working under pressure, take care to create a realistic schedule, so you can avoid the overwhelm that can occur when you’re facing a pressing deadline. Last, save this checklist just in case you need it for future reference! 

“Do I need to be able to talk about everything in my resume during an interview?”

“Yes, you do,” I responded. I was working with the student one-on-one as part of my engagement with a university to teach students how to write effective resumes.

“Well, this was only a one-month long internship. Won’t the interviewer know that I couldn’t actually have done all of this?”

“Well, why would you include it if you can’t talk about it? Remember in the workshop when I said to only include information you want to talk about in an interview?”

“Yes, I do. But I hired a resume writer, and this is what they wrote. Is it okay for me to keep it as is?”

Oh, boy.

As you might imagine, my consulting session changed dramatically in that moment. Rather than me asking clarifying questions that led to them strengthening the resume even further, it pivoted to me educating them about how everything in a resume must be 100% truthful. I explained how it is a lose-lose situation for all involved when you misrepresent yourself—and how it can be immediate grounds for firing.

The student ended up revamping the resume to only include information they actually did and could actually talk about comfortably during an interview.

Although I was not involved in the engagement with the other resume writer, it appears that the resume writer did a great disservice to this student. Until our work together, the student was under the impression that it was okay to include information that wasn’t accurate on a resume.

I wish this dishonesty was an isolated event, but in the past three months I’ve encountered other troubling findings.

Most recently, I learned that some job candidates are paying proxies to pretend they are the interviewee during the interview. Yes, you read that correctly.

In reading up on reference list best practices, I stumbled upon a business that offers fake references and fake pay stubs. Their employees will take on the identity of your reference and read the script you provide them. They claim they have many five-star reviews. (I certainly believe them. Don’t you? Ha, ha, ha.)

What is going on? The above practices are all big “no, no’s” in the United States. They prompt my recollection of Michelle Obama’s famous quote: “When they go low, we go high.”

Let us not merely meet the standards of our profession; rather, let us set them. To respond with integrity and grace when these kinds of topics might be brought up to you by job seekers, here’s what I recommend.

First, have a positive mindset. Realize you can’t change other people, but you can ensure YOU function with integrity 100% of the time. That allows you to not focus (i.e., waste time) on what you might perceive as unethical behavior. Elsa it—let it go.

Second, don’t amplify the visibility of companies offering fraudulent services by naming them.

Third, if you are working on career documents with clients or students, do everything you can to position them strategically and in a compelling way, but never misrepresent their work history or accomplishments. Do NOT push them to develop information that they no longer recognize as their own. For a resume, make sure the job seeker can discuss every piece of information in the resume in detail.

Fourth, educate them on the importance of honesty throughout the process. Also, remember that different cultures have different norms and expectations, so especially make sure you let people with international backgrounds know that “In the United States (or wherever you are practicing), it is customary to ….” I worked with a client from one country who was surprised that people in the United States assume resumes are truthful. Misrepresentation in that country is apparently so flagrant that references hold substantial weight—perhaps more than they do in the United States.

Last, encourage clients to do some deep self-reflection. If they state they can use Python, R, and SQL, make sure they have accurately assessed their abilities. One “Introduction to Python” course does not warrant Python’s inclusion under an “Areas of Expertise” category on the resume. Should it be included in a Skills section? Absolutely. But being knowledgeable on a subject does not equate to expertise. This level of discernment is important.

Years ago, my husband shared a story that stuck with me: a fellow manager had to let an employee go. The employee was a nice person and got along with everyone in the office. Everyone involved was disappointed. So, why did they let him go? Because he claimed to have more advanced abilities in a particular software package than he, in fact, had. He couldn’t perform to the standards the job required.

This was a lose-lose situation: the employee got fired, the company lost money because they had to restart a search, and bridges were burned because it was perceived that the employee lied.

Takeaway

Career services providers have a diversity of backgrounds, experiences, and expertise. Ideally, we unite around the importance of integrity, so we serve job seekers in the best way possible and hold ourselves to high standards. This allows us to sleep soundly at night, elevates our profession, and serves our clients and students so they have the best chances to reach their professional goals.