Why Can’t I Get a Job? Understanding the Impact of Diversity, Equity, and Inclusion

In today’s world, where diversity, equity, and inclusion (DEI) are becoming increasingly important, many individuals find themselves questioning why they can’t secure a job. It’s crucial to understand that DEI is not just a buzzword; it’s a fundamental aspect of modern workplaces that fosters innovation, creativity, and productivity. In this article, we will explore the various factors that may be hindering your job search and provide valuable insights and strategies for individuals interested in promoting DEI in their career journey.

1. Recognizing the Importance of DEI in the Hiring Process

1.1 Shifting Organizational Priorities

In recent years, there has been a significant shift in organizational priorities towards prioritizing diversity, equity, and inclusion. Companies are increasingly realizing the benefits of diverse perspectives and experiences in driving innovation, problem-solving, and overall business success. Consequently, organizations are actively seeking candidates who can contribute to and thrive in diverse and inclusive environments.

1.2 The Business Case for DEI

Employers now understand that DEI is not just a moral imperative but also a strategic advantage. Studies have consistently shown that diverse teams outperform homogeneous teams in terms of creativity, decision-making, and financial performance. Companies are actively seeking to tap into diverse talent pools to gain a competitive edge in today’s global marketplace.

2. Identifying Potential Barriers in Your Job Search

2.1 Unconscious Bias

Unconscious bias refers to the biases and assumptions we hold about others without being consciously aware of them. These biases can significantly impact hiring decisions, often resulting in the exclusion of qualified candidates from underrepresented groups. Recognizing and addressing unconscious bias is crucial for creating equitable hiring processes.

2.2 Lack of Representation in Hiring Panels

The composition of hiring panels plays a vital role in promoting DEI. If the panel lacks diversity, it may unintentionally perpetuate bias and contribute to the underrepresentation of certain groups. It is essential for organizations to ensure diverse representation on hiring panels to foster inclusive decision-making and mitigate bias.

2.3 Inclusive Job Descriptions

Job descriptions often contain subtle biases that can discourage certain candidates from applying. For example, the use of masculine language or gendered pronouns may deter women or non-binary individuals. Crafting inclusive job descriptions that appeal to a diverse range of candidates is crucial to attracting talent from underrepresented groups.

2.4 Networking and Hidden Job Market

Networking plays a pivotal role in job searches. However, for individuals from underrepresented backgrounds, accessing professional networks and the hidden job market can be more challenging. Proactively seeking out networking opportunities, leveraging online platforms, and engaging with professional communities can help bridge this gap.

2.5 Lack of Skills Development and Training

Historically marginalized groups may face barriers in accessing quality education, training, and mentorship opportunities. This lack of access can result in a skills gap that hinders their job search. Seeking out resources, scholarships, and mentorship programs specifically designed to support individuals from underrepresented backgrounds can help bridge this divide.

3. Strategies for Promoting DEI in Your Job Search

3.1 Researching and Targeting DEI-Focused Organizations

Identify organizations that prioritize DEI and align with your values. Research their initiatives, diversity reports, and employee resource groups (ERGs) to gain insights into their commitment to creating an inclusive work environment. By targeting these organizations, you increase your chances of finding a workplace that values and supports DEI.

3.2 Highlighting Your DEI Contributions

Emphasize your contributions to diversity, equity, and inclusion in your resume, cover letter, and interviews. Showcase experiences where you have worked effectively in diverse teams, championed inclusive practices, or demonstrated cultural competence. Providing tangible examples of your commitment to DEI can make you stand out as a candidate who understands and values these principles.

3.3 Leveraging Professional Networks

Actively seek out and engage with professional networks that promote diversity and inclusion. Join industry-specific groups, attend conferences, and connect with individuals who share your passion for DEI. These networks can provide valuable connections, mentorship, and job opportunities that may not be readily available through traditional channels.

3.4 Participating in Diversity-Focused Career Events

Attend career fairs, job expos, and other events specifically focused on promoting diversity and inclusion in the workplace. These events often attract organizations actively seeking diverse talent and can provide a platform to showcase your skills and experience to employers committed to DEI.

3.5 Continuous Learning and Professional Development

Invest in your ongoing learning and development to enhance your skills and stay up-to-date with the latest trends and best practices in DEI. Consider pursuing certifications, attending workshops, or enrolling in courses that focus on diversity, equity, and inclusion. Demonstrating a commitment to personal growth and staying informed can enhance your job prospects and make you a valuable asset to potential employers.


In the pursuit of a fulfilling and successful career, understanding the impact of diversity, equity, and inclusion is paramount. By recognizing the importance of DEI in the hiring process, identifying potential barriers, and implementing strategies to promote DEI in your job search, you can position yourself as a strong candidate in today’s evolving job market. Embrace the power of diversity, advocate for equity, and champion inclusion to not only land a job but also contribute to creating a more equitable and inclusive workforce for all.

How to Decode Job Description Keywords and Promote Diversity, Equity, and Inclusion (DEI) in the Hiring Process

In today’s rapidly evolving job market, understanding how to decode job description keywords is crucial, especially for individuals passionate about promoting diversity, equity, and inclusion (DEI) in the workplace. Job descriptions serve as the first point of contact between candidates and potential employers, and they can contain subtle cues about a company’s commitment to DEI. By learning to read between the lines, you can identify organizations that prioritize DEI and align your career goals with their values. In this article, we will delve into the importance of DEI in the hiring process, explore the significance of job description keywords, and provide actionable strategies to promote DEI throughout the recruitment journey.

The Significance of DEI in the Hiring Process

Diversity, equity, and inclusion (DEI) are not just buzzwords; they represent fundamental principles that drive innovation, creativity, and overall organizational success. Embracing diversity means recognizing and valuing the unique perspectives, experiences, and backgrounds that individuals from different demographics bring to the table. By actively promoting equity, organizations ensure fair opportunities and treatment for all individuals, regardless of their gender, race, ethnicity, sexual orientation, or other characteristics. Inclusion entails creating a supportive environment where every individual feels respected, heard, and valued, and where their contributions are acknowledged and celebrated.

The hiring process is a critical stage for organizations to demonstrate their commitment to DEI. By incorporating DEI principles into job descriptions, companies can attract a diverse pool of candidates and foster an inclusive work environment from the outset. Job descriptions should reflect an organization’s dedication to building a workforce that encompasses a wide range of perspectives, backgrounds, and experiences. By employing inclusive language and signaling support for underrepresented groups, companies can send a powerful message that they are serious about creating an equitable workplace.

Decoding Job Description Keywords

Job descriptions often contain keywords that can provide valuable insights into a company’s commitment to DEI. By carefully analyzing these keywords, you can gauge whether an organization values diversity, promotes equity, and fosters inclusion. Here are some common keywords to look for and their potential implications:

1. Diversity-Focused Keywords

  • Diverse: Companies that mention “diverse” are acknowledging the importance of a varied workforce and value the contributions of individuals from different backgrounds.
  • Inclusive: The inclusion of this term suggests that the organization strives to create an environment where everyone feels welcome and valued, regardless of their differences.
  • Multicultural: Companies emphasizing “multicultural” environments recognize the benefits of cultural diversity and aim to create an inclusive space for individuals from various cultural backgrounds.
  • Intersectionality: Organizations that recognize “intersectionality” acknowledge that individuals have multiple identities and experiences that influence their perspectives, challenges, and advantages.

2. Equity-Focused Keywords

  • Equal: Companies that emphasize “equal” opportunities are committed to providing a level playing field for all candidates, irrespective of their background or characteristics.
  • Pay equity: The mention of “pay equity” indicates that the organization is actively striving to ensure fair compensation for all employees, regardless of their gender, race, or other differentiating factors.
  • Accessible: Organizations that prioritize “accessibility” aim to create an inclusive environment that accommodates individuals with disabilities and removes barriers to their success.
  • Unbiased: The use of “unbiased” suggests that the organization values objectivity and fairness in its decision-making processes, ensuring that unconscious biases do not hinder opportunities for marginalized individuals.

3. Inclusion-Focused Keywords

  • Belonging: Companies emphasizing a sense of “belonging” value the importance of individuals feeling accepted and included within the organization’s culture and community.
  • Collaborative: The mention of a “collaborative” work environment suggests that the organization values teamwork and fosters an inclusive culture where diverse perspectives are respected and encouraged.
  • Allyship: Organizations that promote “allyship” recognize the importance of individuals actively supporting and advocating for underrepresented groups.
  • Employee resource groups: The presence of “employee resource groups” indicates that the organization supports the formation of communities where individuals with shared backgrounds or identities can connect, support one another, and address unique challenges.

Strategies for Promoting DEI Throughout the Recruitment Journey

Once you have decoded job description keywords, it’s essential to take proactive steps to promote DEI throughout the recruitment journey. Here are actionable strategies to consider:

1. Tailor Your Application Materials

When applying for a position, review the organization’s DEI commitment and integrate relevant keywords into your resume, cover letter, and online profiles. Highlight experiences that demonstrate your commitment to diversity, equity, and inclusion, and showcase how you have contributed to fostering inclusive environments in previous roles.

2. Research the Organization’s DEI Initiatives

Before an interview, thoroughly research the company’s DEI initiatives, policies, and practices. Explore their website, social media presence, and any available diversity reports. This will equip you with valuable insights to discuss during interviews and demonstrate your interest in the organization’s DEI efforts.

3. Ask Thoughtful Questions

During interviews, ask thoughtful questions about the company’s commitment to DEI. Inquire about their diversity goals, inclusive practices, and employee resource groups. By demonstrating your genuine interest in these topics, you show that DEI is important to you and that you are seeking an inclusive work environment.

4. Evaluate the Company Culture

Assess the organization’s culture and values throughout the interview process. Pay attention to the interactions you have with interviewers, the diversity of the interview panel, and the organization’s response to your questions about DEI. These factors can provide insights into whether the company truly values diversity, promotes equity, and fosters inclusion.

5. Engage in DEI Conversations

If you receive a job offer, take the opportunity to negotiate and discuss DEI-related benefits and initiatives. Inquire about mentorship programs, unconscious bias training, employee resource groups, and diversity and inclusion metrics. By actively engaging in these conversations, you can contribute to shaping a more inclusive work environment.


In the quest for meaningful work experiences, understanding how to decode job description keywords is crucial for individuals passionate about promoting DEI in the workplace. By recognizing the significance of diversity, equity, and inclusion and learning to read between the lines of job descriptions, you can identify organizations that prioritize these values. Armed with this knowledge, you can tailor your application materials, ask thoughtful questions during interviews, and evaluate company culture to align your career goals with companies that champion DEI. Remember, your commitment to promoting diversity, equity, and inclusion is a powerful force for positive change, and the job search process is an opportunity to advocate for a more inclusive and equitable future.

The Power of Attention to Detail in Driving Diversity, Equity, and Inclusion

In the realm of Diversity, Equity, and Inclusion (DEI), the power of attention to detail cannot be understated. When we approach DEI with a meticulous and focused mindset, we create a foundation for building a truly inclusive and equitable environment. In this article, we will explore how attention to detail plays a vital role in driving DEI efforts and how it can positively impact individuals, organizations, and society as a whole.

Understanding Attention to Detail in the Context of DEI

Attention to detail encompasses a range of qualities and behaviors that are essential to foster inclusivity and equity. It involves an acute awareness of the nuances that contribute to the experiences of diverse individuals, recognizing and valuing differences, and actively seeking to address disparities. Attention to detail encourages us to explore the multiple dimensions of diversity, such as race, ethnicity, gender, sexual orientation, socioeconomic background, abilities, and more.

The Importance of Language

Language is a powerful tool that can either promote or hinder DEI efforts. Attention to detail requires a conscious effort to use inclusive language that respects and acknowledges individuals’ identities. It involves avoiding generalizations or assumptions about someone based on their appearance or perceived characteristics. By paying attention to the words we use, we can create an inclusive environment where everyone feels seen, heard, and valued.

Inclusive language extends beyond avoiding stereotypes and using appropriate pronouns. It also involves considering the impact of language on diverse communities. Being attentive to how certain phrases or terminologies may perpetuate bias or marginalize certain groups allows us to create a more welcoming space for all.

Cultivating Empathy and Understanding

Attention to detail involves cultivating empathy and understanding for others’ experiences. By actively seeking to understand different perspectives, we can uncover biases and prejudices that may be embedded within our thoughts and actions. This self-reflection allows us to dismantle systemic barriers and create more equitable opportunities for marginalized individuals.

Empathy also plays a crucial role in fostering inclusivity within teams and organizations. When we genuinely listen to and validate the experiences of others, we can better address their unique needs and concerns. Attention to detail means going beyond surface-level diversity and truly understanding the intersectionality of individuals’ identities and experiences.

Promoting Representation and Visibility

Representation and visibility are essential components of DEI efforts. Attention to detail entails actively seeking opportunities to amplify the voices of marginalized individuals and communities. It involves showcasing diverse role models, experts, and leaders who can inspire and empower others. By intentionally promoting representation, we create a more inclusive environment where individuals from all backgrounds can thrive and contribute their unique perspectives.

Moreover, attention to detail extends to recognizing and challenging the underrepresentation of certain groups in decision-making processes. By actively diversifying leadership positions and involving individuals from different backgrounds, organizations can benefit from a wider range of viewpoints and approaches.

Nurturing an Inclusive Work Culture

Attention to detail is critical for fostering an inclusive work culture where everyone feels valued and supported. It involves proactively creating policies and practices that address systemic biases and promote equity. Paying attention to the experiences of marginalized individuals allows organizations to identify areas of improvement and take concrete steps towards creating a more inclusive workplace.

Attention to detail also means providing inclusive resources and support systems for all employees. This includes accessible facilities, accommodations for individuals with disabilities, and opportunities for professional development that consider the unique challenges faced by marginalized individuals.

Mitigating Bias in Decision-Making

Attention to detail plays a crucial role in mitigating bias in decision-making processes. It requires a careful examination of our own biases and a commitment to fair and unbiased evaluations. By implementing structured and transparent evaluation processes, organizations can ensure that decisions regarding hiring, promotions, and performance evaluations are based on merit rather than implicit biases.

Additionally, attention to detail involves actively seeking diverse perspectives and contributions when making decisions. By incorporating a variety of voices and experiences, organizations can avoid the pitfalls of groupthink and make more informed choices.

Fostering Collaboration and Allyship

Attention to detail is not an individual effort but a collective endeavor. It requires collaboration and allyship among individuals at all levels of an organization. By actively engaging in open and respectful dialogues, we can build bridges across differences and create a more inclusive environment.

Allyship is an integral part of attention to detail. Being an ally involves actively advocating for marginalized individuals, amplifying their voices, and standing up against discrimination and bias. By being attentive to the experiences and needs of others, we can foster a culture of support and inclusivity.


Attention to detail is a powerful force in driving Diversity, Equity, and Inclusion efforts. By cultivating an awareness of the nuances and experiences of diverse individuals, organizations can create an environment where everyone feels valued and empowered. Attention to detail involves using inclusive language, nurturing empathy and understanding, promoting representation, mitigating bias, fostering collaboration, and being an ally. Through these efforts, we can build a more equitable and inclusive society where diversity is celebrated and embraced. Let us embrace attention to detail as a catalyst for positive change and a cornerstone of our DEI initiatives.

How to Prepare Your Resume For a Job Search

Your resume is a key aspect of your job search- here’s how taking the time to prepare it can pay off. 

When you begin a job search, chances are one of the first things you do is pull up your resume and “dust it off”, and for good reason. A resume is one of the most important pieces of your job application– it gives employers an overview of who you are, what you’ve accomplished in your career, and what you can bring to the table in your new position. 

It’s vital that you take the time to ensure that your resume is the best possible reflection of your professional self– not just to land the job, but to potentially increase your offer. Research shows that a well-written resume can boost your earning potential by nearly 7%! 

Read on to learn the best ways to make your resume shine. 

Why putting time into your resume is important 

Did you know that the average hiring manager only looks at a resume for 6-7 seconds? That’s not much– so you need to do everything you can to make your resume strong and stand out from the crowd. A strong resume will do several things, including: 

  1. Show your relevant skills and experience  

Your resume should show your best professional self and highlight your skills and achievements. It will also allow hiring managers to get an idea of what kind of worker you are and what your career has looked like thus far. 

  1. Grab the hiring manager’s attention

While it may be unwise to decorate your resume in neon pink and green, it’s still important to make the hiring manager look twice. This means putting important information, like your contact information, objective or personal statement, or most recent job experience right at the top. 

  1. Describe what you can contribute 

It’s important to keep in mind that the hiring manager is looking to fill a need, so make sure your resume provides a clear answer to why you are the perfect candidate to fill their particular need. 

  1. Provide a picture of who you are

Culture is a key part of any company, and a smart hiring manager will look at who a potential employee is and how they might fit into the company culture at large. Your resume is a great opportunity for you to show who you are professionally and even personally, if you choose to include a hobbies and interests section.

What not to include in your resume 

Because a resume is such a key part of any job application, hiring managers are often quick to discard any that don’t meet the bar. According to Forbes, some of the top reasons resumes are rejected include:

  • Too much irrelevant information (i.e. work experiences over 10 years old, job skills in another field)
  • Missing keyword phrases 
  • Lack of continuity with other application materials like a cover letter or portfolio 
  • Not focusing on what you can bring to the table 
  • Typos and poor editing/grammar
  • Too much fluff or cliché terms 
  • Unprofessional email address 
  • Not following delivery instructions 
  • Unnecessary pictures, charts, or graphics 
  • Too long (remember, rule of thumb is one page in most cases)
  • Bad or inconsistent formatting 

How to create a resume as a Business Leader

Creating a resume as a business leader presents its own set of challenges. Gone are the days where you were methodically listing out your duties as an intern or entry-level employee– now, your responsibilities probably span a much larger scale and may be harder to describe in a few sentences. Here are five tips and tricks for writing a resume as a business leader: 

  1. Be specific 

Since you’re likely further along in your career as a leader, chances are you’ve developed a unique management style or specific skills. Here’s your chance to demonstrate that! Make it clear what kind of leader you are and support it with tangible examples from your past work experiences. 

  1. Utilize keyword phrases 

This is another place to be specific. Hone in on what ‘need’ the job you’re applying for is looking to fill, and tailor your resume to fit that need. As a business leader, you know your field well– use that knowledge to specify and present yourself as the best possible candidate. 

  1. Quantify where you can  

Did you increase revenue by 5% last quarter? Train 20+ new employees? Open three new locations? Highlight these numbers– they make it easy for hiring managers to see how effective you are as a business leader and allow them to quickly understand what you’ve accomplished. 

  1. Choose your action words carefully 

It’s a well-known resume tip to utilize action words (i.e. Executed, Coordinated, Implemented), but as a manager, you should be cognizant of how the action words you choose reflect your management style. Using words like ‘executed’ vs. ‘coordinated’ can paint a very different picture in the hiring manager’s head.

  1. Brainstorm work experiences 

Before editing your resume, sit down and brainstorm a list of all your work experience. This can be quantifiable achievements, like revenue increases, or interpersonal ones, like guiding an employee through a difficult task. Then select the ones that you feel best show your management style and fit the job description to include in your resume. 

Resume Templates for Business Leaders 

A template can be a valuable tool for creating a resume as a business leader. Templates provide structure, inspiration and examples to help you create a successful resume. Here are a few of the best online resume templates and examples for business leaders: 

  1. VelvetJobs 
  2. MintResume
  3. ResumeCompanion
  4. Canva 

Resume Writing Tips and Tricks 

When creating your resume, whether you’re new to the workforce or a seasoned business leader, there are several things you can do to help make it as strong as it can be. Here are our top BLANK tips for writing a resume. 

  1. Stick to the point 

One of the biggest rules of resume writing is to keep it to no more than one page in length unless you have a very good reason for it to be longer– such as an extensive career or significant amount of applicable work experience. 

Carefully consider all of your work experience and how it relates to the job you’re applying for, and eliminate any experience that is more than a decade old or is irrelevant to the job posting. 

Including every single one of your past work experiences can make your resume cluttered and too long, which can draw attention away from your relevant experience. 

  1. Highlight key skills and experience 

While it may be burdensome, it’s a good idea to tailor your resume to each job you apply for rather than using the same resume over and over again. Targeting your resume can give your resume a boost through utilizing more job-specific keywords and highlighting your most applicable experiences. 

Prioritize mentioning any skills, qualifications and experiences that fit the job you’re applying for in no more than 3-4 former positions. If you don’t have any relevant work history, get creative– think about how the work history you do have can be applied to the new position. You can also focus on your skills or other qualifications. 

  1. Optimize for ATS 

It’s no secret that many companies are using Application Tracking Systems (ATS) to collect and scan applicants’ resumes. This means that your resume’s first test will be passing through this technology, rather than a human hiring manager. 

To help get your resume through this first stage, you can use keywords from the job posting in your resume. Try copying and pasting the job description into a word cloud generator to see the most-used terms, or create a special “core competencies” section on your resume to highlight applicable terms. 

  1. Be specific and quantifiable 

Providing a laundry list of past job duties isn’t what a resume is for; it should serve as a paper highlight reel of your best accomplishments and experiences. Focus on including specific achievements, such as “increased revenue by 6%” as opposed to “experienced with budget management”. This shows the hiring manager exactly what you can do for them in the new position. 

Avoid listing out too many qualitative or abstract traits, like “good communicator” or “works well with others”– these phrases don’t tell the hiring manager anything about what you bring to the table. 

  1. Be a stickler for grammar 

It may seem like a small thing, but a single typo could end up being the difference between you and another candidate landing the job. Go through your resume carefully and look for spelling errors, grammatical mistakes, and continuity, like consistent spacing and formatting. You can also ask a friend or colleague to read it over to catch anything you might have missed. 

Writing a resume doesn’t have to be a dreaded task– use these tips and tricks to break down the process and make your resume work for you! Remember that.

5 Tips to Improve Your Job Search

The job market is still very tight. Companies are looking for specific, educated, qualified employees to fill their positions. Job seekers must be on their toes and ready for those positions. They have to get involved in the job-scout process and learn how to improve their chances of being hired. Technology plays a significant role in the job market and will continue to be a tremendous asset. Here are some tips that will improve your chances of getting hired.

1. Use Technology to Your Advantage

The internet offers numerous ways for job seekers to find employment opportunities. Most of them are free to use and will assist you in your search. When utilizing online resources like job boards or social media, sign up for newsletters or job alerts to help you in the know along your search. Customized alerts will send you the jobs you want to apply to directly to your inbox, so you can act quickly when the job of your dreams becomes open!

Mobile-friendly apps allow you to apply for jobs while on the go – meaning you don’t have to wait to get back home to grab your laptop. Using mobile apps will allow you to reach out to more people more efficiently. Mobile apps also allow you to send your resume directly to an employer’s inbox. You can also use social media for your job search needs. Look for job advertisements on Facebook, LinkedIn, Twitter, and other popular platforms. Make direct connections with those that work at the organization of interest and check out the hiring manager’s profile and job experience. 

2. Gain Professional Connections

You will want to make sure that you know influential people in your field and industry. Build a professional network of people who can share information on their experience and knowledge with you. These professionals are known as connectors or go-to individuals for someone looking for a job. These are the very people that you need to meet and build a relationship with, even if it is just over the internet.

You can build relationships with professionals in different ways. Take the time to network with them appropriately. Contact them after you learn about a position through online job sites. Go about this process slowly and establish a professional relationship. Attend industry events and make connections with influential people. Look on LinkedIn and examine the professionals that you follow. Are their posts something you keep hitting the ‘like’ button on? Make a connection and send a message! Oftentimes, great people in your industry are truly thought leaders on ideals and methodologies that you agree with and want to implement in your own career. Connect with them, follow and watch their posts, and see who is also responding in the comments to help build your network of superstars in your field. The more people you know, the better your chances of finding a job that is a great fit for you!

3. Keep Your Resume Simple and Clean

About 75% of recruiters use a recruiting or applicant tracking system in the hiring process. 

When applying for jobs, having an Applicant Tracking System (ATS) friendly resume will ensure your resume has an opportunity to make it in front of the recruiter. The ATS will automatically scan your resume for keywords that the employer is looking for. Your resume should be easy to scan for both the ATS and the recruiter. When your resume is appropriately formatted, and your credentials match or exceed the job description, you will be seen as a top candidate. Include all applicable education and training. This consists of any certification you have obtained. Include the skills you have and what you can do for the company. You should also include clear, concise, and easy-to-read descriptions of your experience. 

4. Prepare for Video Interviews

In a post-COVID world, interviews are conducted in different ways, and employers will often hold first-round interviews through video chat. You can expect to be asked a series of questions, such as why you’re interested in the company/role and why you’re looking to leave your current position. You may be asked to submit and present a portfolio depending on the position and industry you’re applying to. 

Interviews require preparation, but with a bit of practice, you’ll be ready for any question they present. Practice talking on camera before your first actual interview. Running through a mock interview with friends or through online resources will give you a feel for the questions that may be asked and how to speak clearly. 

Before the interview, review your work history, portfolio, and any other relevant information. Additionally, ensure you have the proper equipment necessary for a video interview. This includes a strong wifi connection, an area free of distractions, and the appropriate software required to conduct the video chat.   

5. Ask for Referrals

No matter where you are in your career, you’ve likely made connections that will speak highly of you. Consider asking for referrals from your current employer or colleagues in the field. Look for people with similar job responsibilities to yours. You want to ask for recommendations from someone who understands what it is like to work at your place of employment. This type of referral will provide credibility to your application.

Finding a job that is the right fit takes hard work and dedication. The best way to get what you want is to stay positive and stay focused. Don’t let yourself get discouraged. Focus on doing your best and getting the help that you need. If you work hard, stay confident, and keep positive, you will eventually find and land the dream job that you have been looking for.

5 Ways to Attract More Applicants

As job postings continue to rise, finding qualified candidates to apply to your open rental housing positions can be a struggle. Check out some tips on attracting a larger pool of qualified candidates to your posting. 

Remember Your Job Posting is an Ad

When writing a job posting, you are trying to grab the attention of the ideal, qualified job seeker. As one of many employers in the rental housing industry, you want your company to stand out to attract the candidates you want. One tactic to draw them in is by giving these potential candidates insight into your company culture. Along with the company mission and benefits, try discussing the support you provide employees to help them achieve their career goals.

Be Clear

Many job seekers will not apply for a job where they don’t understand the job title or for a position they are unsure they are qualified for. Ensure the position and company description are clearly defined and relevant so candidates can successfully determine if they will be a good fit.

Search Engine Optimization is Essential

You want to write a job posting that job seekers can find during the job hunt. The best way to do this is by using keywords relevant to the position in your posting. Ensure you’re using industry terms for which job seekers will recognize and search. Do research before writing a job post and understand what other posts have included for similar advertising positions.

Also, ensure your job post title is not too unique; this will decrease the chances of people coming across it when searching on the site or in another search engine like Google.

Straightforward Application

Having a complicated application process often discourages individuals from applyingMake it as applicant-friendly as possible by ensuring the process will not be repetitive or time-consuming for candidates. Always try to have an easy-to-follow format by clearly outlining the qualifications, job description, preferred skills, etc., to attract more candidates. The job seeker should never question how they should start the application process.

Post Smartly

In 2020, mobile job applications surpassed the number of applications submitted from desktop computers. Smartphones have become increasingly integrated into our daily lives, so the number of people applying for jobs via mobile devices will only continue to rise. When posting your available position, make sure your job posting is accessible on mobile devices; this will allow you to reach the largest pool of candidates possible. Consider utilizing your company’s social media platforms to reach a larger audience and inform people about your new job opening.

Remember that job boards are an excellent tool for employers, especially ones looking to target professionals in a specific industry. Smaller, niche job boards allow companies to find more qualified candidates locally in their industry more quickly than traditional job boards open to a broader audience.

Tips for Writing a Job Description that Attracts More Qualified Candidates

Your job description is your first chance to connect with top talent, and we know that first impressions matter. With a little upfront effort, you can craft just the right job description to bring a wide range of highly talented candidates into your pipeline — and ensure you’re not turning off talent before they even apply.

When writing an effective job description, it is essential to find a balance between providing just enough detail so candidates understand the role and who your company is while keeping your description concise enough to keep the potential candidates’ attention.

Use these tips below to create a compelling job listing.

Job Title

Make your job titles clear and specific. Indeed found in their 2020 survey that 36% of job seekers that use job sites search for a job using the title of the job they’re generally looking for. For example, if your company is looking to hire a Call Center Agent and advertise a position for a “Sales & Marketing Specialist,” you’ll likely attract the wrong people and miss out on truly qualified candidates.

Having trouble filling those “rockstar” roles? Trade those flashy job titles for job titles that are easily searchable and accurately describe the role. Non-traditional job titles like “Rockstar Engineer” or “Unicorn Designer” might sound cool and seemingly set your company apart, but they’re ultimately unrealistic and potentially misleading. Not to mention, that’s probably not what your ideal candidate is searching for.

Responsibilities and Duties

Outline the core responsibilities

According to 62% of employers, the #1 challenge they faced when hiring was getting too many applications from unqualified candidates. Emphasizing the duties that may be unique to your organization will help bring in more qualified candidates. For example, if your company is looking to fill the “Administrative Assistant” role and the position requires social media/marketing experience, including this detail will ensure candidates understand the requirements and determine if they’re qualified for the role.

Highlight the day-to-day activities

Help potential candidates visualize a typical day at work. Break down the responsibilities into short, concise job duties. Rather than using a vague description (e.g., “You will be responsible for the Digital Marketing department, metric reporting, etc.”) describe specific responsibilities expected of this team member.

Responsibilities for Digital Marketing Manager

  • Develop strategies that drive customers to the website
  • Improve the design, UX, traffic, and content of the website
  • Use advanced metrics to measure the success of a marketing campaign

Specify how the position fits into the organization

It’s important to be clear about who the role reports to and how this person will function within your organization. If applicable, indicate if this role has any type of supervisory responsibility that is expected. By providing this information, candidates can see a bigger picture and understand how their potential new role can impact your company. 

Qualifications and Skills

Hard skills are teachable abilities or skill sets that are easy to quantify. Typically, these are learned in the classroom, through training materials or certifications, or directly on the job with years of experience. Your job description should have a section that lists necessary “hard skill” requirements. This can include education, previous job experience, certifications, and technical skills.

However, soft skills are subjective skills that are much harder to quantify. Sometimes referred to as “people skills” or “interpersonal skills,” soft skills are related to an individual’s personality, people skills, and work ethic. Your job description may also include in the requirements that certain “soft skills” are a must! For example, team-player, decision-making, problem-solving, time management, or critical thinker.

If you’re receiving more job applicants than you can adequately review, your job description may mislead applicants about who you’re looking for. Consider creating a must-have list stating the minimum qualifications required for the role.

Listing a specific salary or salary range

Salary or pay transparency is the practice of sharing your company’s compensation figures with others. This comes in two forms, partial pay transparency, and full pay transparency.

The most common example of partial pay transparency is seeing a salary range listed within a job description. Full pay transparency is when a company decides to disclose exact compensation numbers for each employee at the organization. Typically, if companies opt for full pay transparency, they choose to keep this information visible internally.

Pay Transparency Laws

Since 2018, 10 states and cities have put pay transparency laws into place, the latest being Washington state, which will go into effect on Jan. 1, 2023.

Depending on where your company is located, it may be required by law that you must include a salary or salary range in the job description. The shift toward greater salary transparency has recently been a hot topic among advocates and legislators (and job seekers).

While equal pay laws have existed in nearly every state for many years, laws requiring pay transparency are relatively new. This increased demand for transparency is a continued push toward pay equity. On average, women only make 81% of what a man makes, and that gap is even wider for minority women. As a company looking to hire qualified talent, providing pay transparency will not only help with your recruiting process but will also help you retain your top talent as well.

Perks and Benefits

Now more than ever, job seekers are looking at the perks and benefits that are being offered by companies. Beyond standard benefits, what else are you offering to your employees? Highlighting your top benefits and perks will get potential candidates excited about your open role! Some unique perks worth exploring are unlimited PTO, gym memberships, a pet-friendly workplace, commuter benefits, and much more!

Whether hiring for one role or multiple roles within your organization, reevaluating your underperforming job description(s) can help your company overcome some of the most common hiring challenges. A well-written job description will help you attract the right candidates for your open position, ultimately saving you time and money! 

The Cost of Candidate Ghosting – And What You Can Do About It

A phenomenon known as candidate ghosting is on the rise in which prospective candidates and new hires simply stop responding and engaging with an employer. This practice is becoming more common, and your business likely has had its fair share of ghosting. You are not alone. Many firms report this problem from early candidate contact through new employees.

Ghosting can create a lot of problems for your business. A substantial amount of time and effort goes into the candidate recruitment process. When you spend time courting one candidate to have them disappear suddenly, you waste that time. This increases the length of the candidate hiring process and decreases productivity as the position remains unfilled. Fortunately, there are things you can do to improve your candidate recruitment and hiring processes and limit ghosting. Try these methods to reduce the likelihood of ghosting and attract the best candidates to your business.

Target Recruitment Efforts

One reason people ghost prospective employers involve an incompatibility with the position or a difference in expectations. To reduce the amount of candidate ghosting you endure, you need to focus your recruitment efforts on the candidates most likely to accept the position and stay engaged throughout. Post your ads on job boards with agencies that specialize in the field. Tailoring the process upfront means speaking to people who already know the jargon in the field and can understand the expectations. This also means that you need to be as clear as possible about the position and your company in your job ad. Discuss the kind of person who excels in the position, the company culture, and the specific tasks involved. Avoid vague comments so that candidates know better whether the position matches their skills and goals.

Streamline the Recruitment Process

When your talent recruitment process is too long or unclear, candidates are more likely to take another position. This is especially true when candidates field multiple job offers. You can avoid ghosting by shortening your hiring process and relaying the schedule to candidates. Putting multiple barriers in their way during the hiring process makes it more difficult for candidates to stay engaged. Limit the number of interviews you hold. Try not to have the same candidate more than a few times. During the interview, address key aspirations candidates have and how feasible those are within your company. When you start the interview process, have key deadlines in mind. Let the candidates know when they can hear back from you and the process for candidate selection. Most importantly, stick to the timeline as much as possible. If there is a delay in the process, let your candidates know right away. Consider software that allows candidates to track their position in the process online.

Personalize Candidate Communications

Although it is a good idea to automate initial receipts of job applications, depersonalizing the rest of the hiring process can lead to an increase in ghosting. When coordinating times for the interview, send a personal email instead of an autogenerated email. Appoint the same person to interact with particular candidates to build a relationship. This way, candidates feel responsible to someone and have a single contact if they want to end their candidature. Send personal communications after the interview that reinforce the next steps. If you sense a candidate is trying to ghost you, send them a quick email that contains an interesting article or anecdote from a conversation in the interview. Be aware that for younger candidates, non-verbal communication platforms, such as social media or text messaging, can be a more effective way to communicate.

Create an Early Onboarding Process

Once you select a candidate, you still face the danger of ghosting in the early employment stages. Reduce the chance of this occurring by integrating an early employee onboarding process within your talent recruitment procedures. Set a start date as soon as possible. Before the start date, including the new hires in company social events. Have them come into the office to meet their new team. Organize a coffee social or lunch so new hires can engage with their new team members and management. Require new hires to start their paperwork early. Create an online system to complete their human resources paperwork while they wait to start their job. Make new hires feel like they are a part of your company from the moment they accept your offer.

Instead of stemming from malice, candidate ghosting often comes from a lack of communication and relationship with the prospective employer. As candidates have lots of options in a thriving economy, it is easy to get overwhelmed with the number of offers. By implementing changes in your talent recruitment process, you can save time and money by decreasing the chances of ghosting. Use these methods to target top talent and recruit reliable candidates.

Tips to Make Your Resume Stand Out in a Competitive Job Market

Whether you’re a recent graduate crafting your first resume or you’ve been in the workforce for years, your resume is likely to be the first thing you reach for when applying to jobs. There are a few tips and tricks to follow that can help you “beat the bots,” tips to help make excellent first impressions, and ultimately help you move further along in the interview process!

But wait, what is an Applicant Tracking System? An Applicant Tracking System (ATS) is software that companies and recruiting agencies use to store, sort, and ultimately select candidates for consideration. It is a searchable database that recruiters use to find the best-matched candidates for the role or roles that are currently available.

How likely is it that companies are using an ATS, and how do you know if they are? Research from Capterra found that 75% of recruiters use some type of recruiting or applicant tracking system in the hiring process. Data from Jobscan found that over 99% of Fortune 500 companies use an ATS program when hiring new employees. It makes sense that companies are using applicant tracking systems because they can save users a ton of time!

If you are curious if a company is using an ATS or not, the easiest way to tell is to visit the company’s careers/jobs page. Most pages or job postings will be branded somewhere with the vendor’s logo. If no branding is present, hover your mouse over the “Apply” button and look at the bottom corner of your browser window. If the company is using an applicant tracking system or other recruiting software, the domain will indicate the vendor.

To help make sure your resume is ATS-friendly, follow these tips below:


At its core, what any applicant tracking system is programmed to do when it “reads” a resume is the same as what a person would do: It’s scanning for key pieces of information to find out whether or not a candidate is a match for a job opening.

When a resume is submitted through an ATS, the application is stored as an entry in its database. Recruiters can then log into the ATS and search for those applicants whose resumes contain keywords related to the job opening, such as skills, qualifications, experience, or qualities that are most important for performing the job.

Pro tip: Review the job posting you’re applying to and utilize notable keywords and phrases that relate to your own experience.

Remember, you won’t be the only person who will be using these keywords to “beat the bots,” so make sure you work on your specific personal achievements to help connect with the recruiter who will eventually view your resume. Tailoring your resume to specific milestones and achievements is what is going to make you stand out from the crowd!


In addition to making sure that your resume has the right content for an applicant tracking system, you also need to make sure the ATS can make sense of the information and deliver it to the person on the other end in a readable form. Reports show that recruiters spend an average of five seconds reviewing your resume.

Among the three common resume formats you can choose from—chronological, combination, and functional—ATSs are programmed to prefer the first two. Additionally, recruiters tend to prefer chronological and combination formats as well.

Pro Tip: Making a resume that is ATS-friendly will help make your resume easier to read for recruiters.


The saying “less is more” couldn’t be more accurate when discussing formatting your ATS-friendly resume. For your resume to make it past the first round of reviews by the software, there are a few key elements that you’ll want to avoid.

To begin, you’ll want your document to be a text-only file, this will allow the ATS to easily scan your resume for relevant keywords that recruiters are looking for. Additionally, you’ll want to avoid using columns. ATSs are programmed to read left to right, some will read columns straight across rather than reading each column top to bottom.

Pro Tip: Avoid the use of graphs, tables, text boxes, dividers, images, hyperlinks, headers, and footers when creating an ATS-friendly resume.

To further your chances of making it past the applicant tracking system, utilize conventional section headings like “Education,” “Work Experience,” and “Technical Skills,”. An ATS is programmed to sort your information with common labels.

Finally, when formatting your resume, stick to universal system fonts like Arial, Helvetica, Times New Roman, Garamond, Georgia, or Cambria. Decorative fonts or intricate fonts may have a negative effect on your resume, especially when it comes to readability by the ATS. Even if your resume makes it to the desk of the recruiter, it may get overlooked because it appears difficult to read.

Choosing the Right File Type

There are two widely accepted file types out there, Docx and pdf, but each file type has its pros and cons. Pdfs are known for keeping formatting intact, and if you’re sending your resume directly to the recruiter or hiring manager this is a great option. In many cases, applicant tracking systems can’t convert the file to extract the text from your resume. As a result, your resume file may be deemed “unusable” and then discarded.

If you’re submitting your resume through a company website, job board, or an online portal, you’ll want to make sure your resume is easily searchable by this software. In this case, you’ll want to save your document and upload a .docx file. According to Jon Shields, marketing manager for Jobscan, “DOCX files are much easier for applicant tracking software to parse into a digital applicant profile…There’s simply more that can go wrong when an ATS scans a PDF”.

Pro Tip: If the job posting has specific directions on how to submit your resume for consideration, be sure to follow those instructions.

On average, 75% of resumes do not make it past the ATS. When updating your resume, follow these tips to help you craft an ATS-friendly resume that can ultimately help secure your next interview and land you your dream job!

Bonus pro tip: Spend at least one to two hours hour each month looking at areas on your resume in need of improvement. For example, you may have received a promotion or completed a new certification or continuing education course. Be sure to add these accomplishments along the way.

4 Ways a Professional Association Can Help You Find a Job

If you are currently on the hunt for a job opportunity, are you aware of the benefits that come from joining a professional association? Do you know what kind of opportunities await you?

Professional associations are the perfect place for dedicated professionals to advance their careers and continue their education surrounded by like-minded individuals that share the same passion for their careers. These associations offer many benefits that will support your desire to become an influential presence in your field. 

Here are 4 ways a professional association can help you find a job:

  1. Networking & Leadership Opportunities
  2. Continuing Education Opportunities
  3. Access to Mentor Programs
  4. Niche Job Boards

Networking & Leadership Opportunities

One of the many perks association members receive are the exclusive networking and leadership opportunities. As a member, you gain access to virtual, in-person, and hybrid networking events that can help grow your network. Building a network can help you solve challenges in your industry, discover new best practices, and connect to job opportunities you may not have otherwise known about. 

Networking events are great places for sharing ideas and information with colleagues to learn about their perspectives and experiences. Virtual networking can make this a little more challenging, but many associations and members have seen great success using LinkedIn pages or other online community platforms to connect with colleagues. When you make a connection with peers in your field, you have the opportunity to advance your career. This happens once a connection is established and a professional relationship starts to build. The more effort you put into your professional relationships, the more you’ll get out of it. 

Becoming actively involved within your association not only opens up networking opportunities, but it can also help you develop valuable leadership skills. Many professional organizations are dedicated to leadership or even offer leadership educational opportunities. When you do become a member, you might also be eligible for tuition discounts or educational scholarships offered by the association as a high value benefit. 

Continuing Education Opportunities

Another reason to join a professional association is the access to continuing education opportunities like certifications and courses. Earning certifications is critical for continuing competency in your profession and not to mention, this is an essential step in advancing your industry.

In the era of virtual learning, associations give you access to online certifications, which makes achieving these certifications less complicated for working job seekers and students. Some associations even offer discounted rates for certifications and other educational courses!

What is also great about joining a professional association is the access to speciality journals, magazines, professional or peer-reviewed publications and newsletters with industry-related information. Having this kind of information at your fingertips will help you stay up-to-date and knowledgeable about all things industry-related, making you a well-informed candidate and future employee. 

Access to Mentor Programs 

Associations are the perfect place to find experts who can help you advance your knowledge and skill set to grow professionally. Each mentor’s range of expertise and years of experience can provide you with a plethora of resources to get you to the next level in your career. 

They can give you tips and advice on which certifications or courses to take, which programs to enroll in, companies to apply to that are looking for candidates like you and much more. Mentors have a wealth of knowledge that can guide you through your career path and help you when you hit a bump in the road. They have been through and seen it all, so learning from a mentor will be extremely rewarding and beneficial for your career development. 

Niche Job Boards

An association’s job board is more effective for job search than a massive job board because they only focus on posting jobs that are relevant to your industry, whereas massive job boards have hundreds of industries they serve. When you are searching for a job on an association’s job board, you confidently know you are exposed to high quality employers and career options. 

Additional benefits include the option to create a job seeker profile where you can upload your resume, cover letter, recommendation letters, display certifications and manage your applications all in one platform. This makes it much easier for employers to find you, assess your qualifications and quickly contact you to set up interviews. You, as the job seeker, can sign up for job alert email notifications that send relevant job opportunities directly to your inbox when an employer posts a job that meets your preferred criteria. 

When you join a professional association, you’ll be able to access jobs that are specific to your area of interest without the headache of searching through massive job boards to find those types of jobs. These associations will understand the market on an intricate level, giving you top employers and job opportunities on a regular basis.