We'd like to clarify some resume and ATS misconceptions, and provide some actionable advice. 𝗠𝗮𝗻𝘆/𝗺𝗼𝘀𝘁 𝗔𝗧𝗦𝘀 𝗱𝗼 𝗿𝗮𝗻𝗸/𝘀𝗰𝗼𝗿𝗲 𝗮𝗽𝗽𝗹𝗶𝗰𝗮𝗻𝘁𝘀. Especially the larger enterprise ones that F500s use. Whether the organization enables that function is up to them. (Some do; some don't). As former recruiters for Fortune 50-500 brands, we will say that large enterprise environments (tend to) enable the function. The ranking/score can be based on the pre-loaded

Are you maximizing the impact of your networking meetings?  Are you comfortable with articulating "your sell" in that meeting? Most people aren't.  Here's how to next-level your networking meeting, and transform it from a favor you're asking to a foundation for actual job consideration.  THE KEY: It's in "the sell" ... and it's much easier than you think! Watch this quick video for an actionable 3-step process to next-level your networking meetings. (There's a full-length, mo

"But what about the LinkedIn bots!?" you ask, as you consider enabling your #OpenToWork  banner with hesitancy? My opinion: use LinkedIn - its powers with supplementing your job search aren't worth sacrificing due to bot fear. Instead, just educate yourself on how to spot the recruiter bots. Here are some tips. Be weary of: - No headshot. - Has "allegedly" worked for big brand, reputable employers yet hardly anything in their "About" section, or sometimes that section left co

This topic was trending last week on LinkedIn, and a few have asked me about it. Let me be clear: - YES , use the "Open to Work" banner on LinkedIn! - NO, it does not make you look desperate! - WHY use it? Because in-house recruiters DO search for candidates on LinkedIn all.the.time... and you increase your visibility in the search results when your green banner is up.  FYI: This is exactly why 4SIGHT COACHING only employers recruiters (in-house TA recruiters, specifically)