Recruiting In Yoga Pants

Dressing up is for suckers

Author: Amy Miller (Page 4 of 4)

Do I NEED A Resume Template?

September 2, 2022 /

Let’s start by understanding the purpose of a resume. To land an interview. That’s it. Templates have been around for a long time (at least since word processing software has been a thing) and some are rather… creative. I’ve seen all kinds of graphics, videos, nonsensical rankings, lots of noise and unnecessary fluff that can actually detract from the resume’s main purpose.

But do you NEED a template? This is incredibly subjective and depends on your personal level of comfort in creating a doc. Some folks may stare at a blank page and not know where to begin. Others get completely thrown by having too much structure.

I’m DEFINITELY in the latter camp.

My writing and content creation style follows 3 simple steps: Write – Edit – Format

✍️ Write
Just start typing! Here is where I pull up a blank doc and just start data dumping everything I can remember about my job duties and accomplishments. Don’t worry about misspellings, or bad grammar. We’ll get to that. Right now, we’re just WRITING. Get all that info out and onto the page.

✍️ Edit
Remember that bad grammar and spelling we ignored? Now go fix it. Make adjustments to the content and review the specifics. Focus on measurable achievements, checking for numbers, percentages, or any other “proof” of the amazing work you’ve done. We can almost see the finish line!

✍️ Format
Once your content is where you want it, now you make it pretty. This is where you can adjust your font size, add bullet points, bold or italics – anything that makes your resume easy to read. This may also be a good time to grab a template you like and either mimic it, or copy / paste your revised content into the format you prefer.

It is ALWAYS helpful to sanity check your final version with recruiters and business leaders in your industry who can speak to any nuances preferred (or required!) such as portfolio links, documentation. Make sure you’re not missing anything specific to the kind of work you want to do that folks will expect to see on a resume.

If you’re completely baffled by this whole process and are looking for paid, professional help check out my list of resume writers and coaches HERE.

Check out this week’s AMA video on this topic HERE.

Should You Work EXCLUSIVELY With One Recruiter?

August 26, 2022 /

Would you consider signing and exclusivity agreement with a recruiter to represent you?

While it may seem like a good idea… it’s important to keep in mind that recruiters ultimately work for THEIR CLIENTS (aka the hiring manager/company) and NOT you – the candidate. What are the scenarios in which a single point of contact or representative might work out?

Internal Recruiters

Once you are actively interviewing for a role, if you’re working with an internal or corporate recruiter it is IMPERATIVE that you keep them in the loop of any other conversations you might be having. Most internal recruiters are happy to share internally, and generally want to land you for the company and not just their specific requisition. Recruiters also tend to leave detailed notes in the ATS to trying to game the system by having lots of side chats with different recruiters actually harms more than it helps. Be transparent with your recruiter if you’re interested (and qualified!) for roles outside of the one you’re being considered for.

Agency Recruiters

Similarly to internal recruiters, agency recruiters will likely have some tagging or “ownership” rules regarding your candidacy – meaning they can represent you across any of the opportunities their agency has access to. They will often share with their colleagues try to to connect you to roles managed by other recruiters. Having a single point of contact within the agency is a good idea – working with MULTIPLE agencies is also a good idea!

Right To Represent

This is where it gets tricky. Some companies (particularly larger firms) maybe have multiple agencies working on the same hiring need. Now personally, I think this is a TERRIBLE idea – but no one asked me so here we are. SO – this is one of the rare instances I might agree to let a specific recruiter from a certain agency represent me exclusively – with the caveat that it is for THIS ROLE and ORGANIZATION.

As usual, your personal mileage can vary greatly depending on the firm, client base, and kinds of roles you’re talking about. The most important thing is to understand the pros and cons of such an agreement. Anything that unnecessarily hinders you from talking with other companies or potential opportunities would be a non-starter for me.

Have you – as a job seeker – ever committed to “exclusivity” with a recruiter? How did it work out?

For more on this topic, check out the accompanying AMA Friday video HERE

How To Answer “What Do You Know About Our Company?”

August 19, 2022 /

Not a fan of this question y’all.

Ok – it’s IDEAL if a candidate does a little research on an organization before starting the interview process. Is it a DEAL BREAKER though if someone hasn’t? This recruiter doesn’t think so!

As for me, I prefer to frame the question a little differently – “what can I tell you about our company?” This creates an opportunity to ask literally anything – you might have already done a ton of research and are looking to verify what you know! You may know absolutely NOTHING – and that’s ok too.

For the very first introductory call, I have zero expectations of what you should already know.

Unfortunately there are recruiters and companies out there who use this as a pass/fail question. If you haven’t done minimum research, they won’t proceed with your candidacy. While this is absolute LUNACY to me, I’ve come up with a few suggestions on how to prep for those intro calls in case you run into those gatekeepers in the wild.

Research the RECRUITER

Typically your first contact is with a recruiter. This is especially true for agency represented opportunities. Some third party recruiters won’t even give up their client’s name until they get you on the phone! (how the heck are you supposed to research THAT…) Here’s the deal – recruiters are gonna tell on themselves. Check out their content, their communication, expectations they share broadly. You can learn a lot about the kind of person you’re potentially working with by watching how they communicate with the masses!

Prepare Questions

Let’s say you DO take a few minutes to google the company. You can pick up some PR blessed insights of course. Glassdoor ratings, Blind posts, there’s usually no shortage of information out there. But is it ACCURATE? Hard to say. Simply having a sense of the company’s purpose (ABC Company is the largest widget manufacturer in the Midwest!) might be a good start. Now let’s fill that in:

  • How does this role/team fit into the larger organization?
  • Besides what’s publicly available, what can you tell me about growth plans or expansion?
  • Is there anything you can share about Hiring Manager’s leadership style/deliverables/future state of the team?

Remember Why You’re Here

Interviewing is a data collection exercise – on both sides. The introductory conversation is simply that – an introduction to the team, potentially hiring manager, team members. You’re going to learn more with every interaction, and should feel comfortable asking questions that matter and provide data YOU need to know before moving to each next step. You don’t have to know it all going in, but you have the right to get it all as you go through their interview processes.

Want more insights? Check out the AMA Friday video on this topic HERE.

What Is An ATS?

August 8, 2022 /

There is so much confusion about ATSs. Every single day recruiters try to explain the inner workings, with varying degrees of success. As one of those, I’m so tired of repeating myself! Instead, I’m writing this handy little cheat sheet so I have something to sprinkle all over the internet like common sense confetti whenever this issue comes up.

ATS? It’s in the name.

ATS stands for Applicant Tracking System. It’s a System that Tracks Applicants. That’s it. That’s the acronym. Not “automated”, not “ATS system”, or any of the other wild definitions people come up with. Applicant. Tracking. System.

THE ATS?

Well, which one? Seriously there are over 200 companies who currently have some kind of ATS on the market. Some are highly customizable and targeted to large companies, like Taleo Enterprise Edition. Others are free for smaller start ups or sole proprietors, like Breezy HR. The specific ATS a company may use is based on lots of variables, including cost, number of users, and features. The way an ATS is CONFIGURED can also vary widely – I’ve personally used a few of the same systems at different companies and had to learn all over because the implementation was so different.

So What’s An ATS For Anyway?

Exactly what it sounds like! A system to track applicants. Seems simple enough, but many ATSs do that and more – before we get into details, let’s review the general life cycle of hiring:

Role Created –> Inbound Applicants/Sourced Candidates –> Interviews –> Offers Created/Extended/Accepted or Declined

I recently created a 5 video playlist that explains these steps in further detail – what many job seekers find most surprising is how much “OTHER” stuff we do in our ATSs, that is above and beyond reviewing resumes. Check it out HERE.


At each step of the process, the ATS is used to document everything. Here’s a non-exhaustive list of the actions recruiters might take any given day:

Open new requisitions. These are the job postings that are published on a company career page, and possibly other places too. Many companies integrate with LinkedIn, or Indeed, or other web scrapers that might re-share a job post. Opening new roles may be complex themselves – with multiple approvers, checks and balances for compliance, and other steps before it even makes it to the internet. All activity tied to that requisition is easily viewed/filtered for reporting purposes. With few exceptions, hiring doesn’t happen without a verified business need / approved headcount / open role (so much for the old hidden job market, huh?)

Review incoming applicants. This is the step that gets talked about the most. Interestingly, it’s the part I spend the least amount of time doing when I’m in the ATS. This IS an important step of course, but far from the ONLY purpose of the ATS. Reviewing applicants is usually highly manual, with recruiters quickly reviewing large number of resumes or applications at once against certain criteria (usually Basic Qualifications). Successful applicants are usually forwarded to a business reviewer (typically the Hiring Manager or a delegate) for a second look. SOME systems will utilize “knock out” questions – these are typically “yes/no” decision tree type questions, tied to basic qualifications. For example, an application question could be “are you eligible to work in the US without sponsorship?” If you answer NO, you will be automatically dispositioned from the position. Basically that means you’re now in “rejected” status. Fun fact, most ATSs (all I’ve used) have a status, and it’s “rejected”. You’re still attached to the requisition. You never LEAVE the requisition. You are there, forever, in “rejected” status.

Add sourced candidates. Sometimes this happens in a CRM that “talks” to the ATS. Some systems (especially for compliance purposes) require a prospect to apply. Recruiters can send that invite to apply directly from their CRM/ATS to help streamline the process of getting their candidate attached to the requisition for hiring manager review and future activity

The interview process. Recruiters request review. Hiring managers request an interview. Coordinators schedule interviews and create feedback links. ALL of this typically happens within the ATS. Some notes are automatic: “submitted to Joe Smith for resume review” Others are typed out: “called CANDIDATE to discuss interview prep materials and confirmed schedule. Also discussed comp expectations of $X, candidate anticipating competing offer by date”. These entries are typically time/date stamped which is very helpful when reviewing previous history for a candidate.

Offers. Offers are created, extended and recorded in the ATS. Negotiations, approvals, all the back and forth that happens during offers is typically done in this system. It creates not only the required paper trail, but also generates the official documents that can then be emailed or delivered via a dedicated candidate portal.

General Documentation / Search. Y’all. Every time I have a conversation with a prospective candidate I should be writing it down. I’m not always great at this, but the expectation / general rules around this is DOCUMENT EVERYTHING. We have a saying in recruiting – if it’s not in the ATS, it didn’t happen. Track. It. All. Smart recruiters will also START new searches in our database – previous candidates, silver medalists on similar roles, former referrals… ATSs are a literal goldmine of passive talent that at some point, were interested in your company. Why would you NOT search for and try to reengage those folks?

But What About…?

Knockout questions! Yes – SOME systems are enabled with a yes/no decision tree, as I mentioned above.

Ranking! Sure, some ATSs will apply a “match” score – typically a percentage. I have personally used ONE version of ONE ATS that had this ranking (Taleo) and it was awful. 100% matches were basically keyword stuffed nightmares and we regularly hired 20-40% matches because we would actually review the resumes to decide for ourselves. Absolute trash and I hate these. If there’s a good one out there, I haven’t used it.

3 am rejections! Too fast, random, or middle of the night updates are almost always a result of one of two things – knockout questions, OR a role that is no longer accepting applications. Ideally a role is REMOVED from the career site when it’s got an offer extended or even accepted. But systems fail, or recruiters forget to hit a button – things happen and while it sucks for the job seeker, it’s hardly “proof” of a bot. Some systems are set up to send a disposition email 12 hours after being rejected, so maybe the recruiter reviewed yours at 3 pm! OR, maybe they’re actually working at 3 am. In another time zone. Perhaps they’re simply a night owl – I’ve definitely pulled some weird hours during the only quiet time I have to get things done!

But my friend/career coach/resume writer/LinkedIn influencer said! Sure they did! And I bet they believe it. I don’t necessarily think anyone is INTENTIONALLY lying about how ATSs work to make a buck… well maybe a couple of people I won’t name here. But generally speaking, I think the folks spreading this misinformation actually believe it – which is kind of heart breaking when there’s so much actual data to the contrary. My best advice to any job seeker who is worried about finding “the truth”, is to go straight to the source. I talk a bit about questions you can ask in this LinkedIn post. Don’t even listen to ME – listen to the recruiters at the companies you want to work at! They know best.

Additional Resources

Many recruiters have talked about this topic until we’re blue in the face. Some of my fave links (including my own!) included here:

Marc Cenedella / Nate Smith, CEO of Lever – Secrets Of The ATS is an in-depth conversation between Marc (CEO of The Ladders) and Nate where they discuss some of the common fallacies around ATSs. Lever is a very popular and well-liked by recruiters system.

Dominic Joyce, Founder of CV Upgrade – Dominic has a great video that walks through step by step how a recruiter navigates their ATS platform. At 5 minutes long, it’s a quick yet thorough tour through a commonly used ATS. Check it out HERE

Kristen Fife, Senior Technical Recruiter – Kristen is a well respected and tenured recruiter in the Seattle market who’s been in the industry since we were accepting paper applications. Her article on the ATS, Keywords, and Knockout Questions is a deep dive into common processes in US companies. Find it HERE

Christine Assaf, Human Resources Consultant – Christine wrote one of the best pieces I’ve ever read on the “75% of resumes aren’t seen by a human” myth. Essentially, there is no actual PROOF that this is accurate – yet people share it constantly like we’ve actually seen this happen in the wild… Reader, we have not. Check out her AMAZING breakdown HERE

Yvonne Robinson-Jackson, Executive Career Coach – In this nearly hour long video, Yvonne does a DEEEEEP dive into the ATS. Check out this video for more insights into the backend of these various tools/processes, including some screenshots from Bullhorn, a common system. Find it HERE

Amy Miller, hey that’s me! 🙂 – honestly y’all I’m so tired of talking about this. That’s why I wrote this post, and am putting all my content in one place!! Starting with The Truth About The ATS Playlist – 11 videos where I break down different topics covering everything from applications to boolean searches.

There are lots of amazing professionals out there sharing their knowledge – I’ll update this post regularly with new links/content as I come across it.

Ok Fine. But Why Do You Care, Amy?

Y’all I wish I didn’t some days 😉 It is exhausting having this conversation over and over again – BUT – I started this blog and channel BECAUSE I want better for those who need support. I had to learn so many things about my career and job search the hard way. Now that I am in a position to share my expertise, I will shout it as long and loud as possible so other job seekers don’t struggle through the same uncertainties and frustration I did. I have helped thousands of job seekers through one on one coaching and more recently, scaling my YouTube channel and blog – this is the same advice I have given my adult children, who have successfully navigated their own early career challenges.

If you’re reading this, I want the same success for you. There are many things job seekers should spend time on when seeking their next role – worrying about the imaginary ATS bot isn’t one of them.

But wait – THERE’S MORE

Here’s the dirty little secret. I want y’all to have the cheat codes because ultimately it makes my job easier.

There. I said it.

If you understand how recruiting actually happens, you’ll create the resume / application content that makes it easy for me to move you through the process. If you follow my guidance on interview prep, your odds are significantly higher that you’ll get an offer. If you take my advice on negotiating and understand how compensation works, you’re more likely to accept my (really good) offer without a bunch of exhausting back and forth that actually starts pissing off the hiring managers (hint, they get mad at both of us).

I started blogging and eventually creating videos because I really DID (and do!) want to be the recruiter I needed when I was younger and didn’t know what the hell I was doing. I have to admit though… all these years later… it just makes damn good business sense.

A Lesson In Leadership

February 27, 2022 /

Way back in my agency days I worked for a man named Stuart. He was a Russian man who would regale us with tales of cold Siberian winters from his Army days.

Stuart also dinged me for showing up to work “late”. The hours for our staffing office were 7 am to 5 pm every day. My daycare didn’t open until 7, but it was only 5 minutes from the office. So me rolling in 7 minutes late was UNACCEPTABLE even though I had staff there to open up… not to mention I worked through lunch / stayed late every day.

Stuart was not a fun boss.

Eventually our firm was bought out and we got a new COO – Bob. As part of making the rounds and visiting the offices, he took my team to lunch. Stuart joined us, and I remember the conversation turning to vacations. Stuart proudly crowed “I haven’t taken a vacation in 6 years!” Bob turned to Stuart, locked yes with him and said “do you think that impresses me?”

Now I’m sure the WHOLE restaurant wasn’t listening… but the silence was DEAFENING. I’d never heard such a thing from a leader. I was VERY early in my career – still with my first ever agency (after a few promotions) and honestly had NO idea how to navigate the corporate world, and had very little basis for comparison when it came to bosses and leaders. To hear a C-suite leader not only encourage us to take our PTO but also explain WHY Stuart – as a leader – needed to also support time off? Whoa. My mind was blown.

20 years later, I will admit I still struggle with boundaries and fully disconnecting when taking time off. I’m working on it, I promise – and though I’ve long forgotten what these men look like, I remember how they made me FEEL.

Take your PTO.
Drink Water.
Be like Bob.

Respect or Attention?

January 3, 2022 /

Happy 2022 y’all! Have we all gone COMPLETELY FERAL since being trapped in our houses and behind masks? I know I’m not so good at being in public these days. Thanks COVID! 😉

I’m not really a “New Year’s Resolution” kind of girl, but I do want to get back to writing. I’ve been focusing so much on video content I’ve neglected the blog and if I HAD a resolution, it would be to rectify that.

Over the last few years I’ve built a wee bit of an audience, which is kinda neat! I am, after all, just a small town girl from Kansas who never fathomed I’d stumble into this phenomenal recruiting career. It’s been nothing short of a miracle (thank you Jesus!) and I am so blessed to have found so many wonderful friends and mentors who’ve supported me along the way.

Now that I’ve learned a little something about recruiting (and trust me I am ALWAYS LEARNING) I’ve tried my best to continue paying it forward to job seekers, clients, and new recruiters. I’ve made some great friends and even gathered a few haters along the way. It comes with having strong opinions, and I’m ok with that. A lesson I sometimes forget is that it also comes with desperate attention seekers who will latch on to your brand like a leech, in order to further their own agenda.

I was reminded of this quote after a recent kerfuffle involving a ton of recruiters, a resume best practice, and some poor soul looking for attention. What SHOULD have been an online argument that fizzled out quickly kept going – because the leech in this scenario so desperately needed to attach themselves to a group of well respected recruiters. It devolved into a pending defamation case, so I won’t include any links or identifying information – but believe me when I tell you it got… silly. This post isn’t about feeding trolls or throwing any more unwarranted recognition to a desperate soul. It’s about the DIFFERENCE between ATTENTION and RESPECT.

Sit with that for a moment.

I’ve been thinking a lot about my interactions with others. I am an open book online, I tend to write how I talk and I show up on video the same way I do in my living room. I don’t have a “persona” – what you see is most assuredly what you get – warts and all. I’m ok with that! There are TWO THINGS I consider when creating content or communicating online –

  • Would I give this same advice to my family and friends?
  • Would I defend this comment, post, video to my leaders?

YES – I get a little swear-y on twitter. YES – my word choice, refusal to back down, and bad habit of clapping back sometimes makes people feel some type of way about me. I get it. I know my intentions; I always want to support job seekers and when I DO disagree with others, I am careful to focus on their CONTENT – not their CHARACTER. But I am not going to sacrifice my authenticity on the altar of likability.

I won’t suffer spineless, attention seeking trolls, either.

Now here’s the biggest lesson of all, and one that I’ve tried to teach my beloved job seeking community –

NOT EVERY MESSAGE (COMMENT, POST, TWEET) DESERVES A RESPONSE.

So I guess another one of those “not really a resolution” resolutions is going to be to stop feeding the trolls. The latest example was the wildest piece of fiction I’ve read in a while. After a little research a few of us figured out that this particular hater is actually NOT who they portray themselves to be, which made the whole thing even more sad. The leaps in logic, the personal attacks, the lies… the individual is clearly disturbed. Besides that – those things simply do not require or deserve your attention. Or mine.

There are desperate attention seekers who don’t have the slightest shred of self-respect – let alone any respect for YOU, dear reader. By giving them oxygen, it feeds the fire of their fantasy. The fantasy that someone cares. That they matter. That ANY press is GOOD press. (think about it – how bad do you have to be at sales if the only way you can garner views is by making up wild stories about total strangers simply because they have a following and you don’t?) That the ATTENTION they’re getting by riding your coattails somehow turns into RESPECT.

It doesn’t. It never will.

Say Hello to The Dude

February 20, 2021 /

My husband does not do social media.

Like, at all. He has a Facebook page which he generally ignores unless I tagged him in a meme and mercilessly hound him to go look at it. He finds the whole idea of being “out there” on the internet to be a HORRIBLE waste of time. He avoids the whole mess as much as possible.

He’s the smart one in this relationship.

Then there’s me, who apparently CANNOT HELP MYSELF from saying stupid shit online and getting into petty squabbles with strangers. It’s pretty darn silly when you think about it.

BUT WAIT THERE’S MORE! There’s my job seeking community I love so much. Someone referred to me on Twitter earlier this week as a Job Seeker Advocate and I legit CRIED, y’all! (it’s a great list by the way – check it out here) I care deeply about using my privilege to help those around me. I fought hard to get to this stage in my career, and am obsessed with paying it forward to the next generation of job seekers and recruiters.

The Dude makes this possible.

Blue collar to his Midwestern core, salt of the earth, holds the door for me but sits back and lets me conquer anything and everything that comes between me and my goals. 

The Dude makes sure I’m fed, caffeinated and loved beyond measure. He’s loves our kids and dogs, managing our household while I devise new ways to take over the world (or at least design silly t-shirts). 

He’s the most gracious, kind and loving human I’ve ever known. My biggest fan, rocking my favorite gear. 

Everything I’ve accomplished in the last several years is BECAUSE I’ve had his unconditional love and support. If I’m of any value to my community (online or off) this guy made it possible.

We got a bunch of samples in today from the shop, and I made him play model with me. He sighed and let me grab this selfie, because that’s who he is. No matter what I need – big or small, easy or hard – he just rolls with it. To y’all this might just be a random picture of a couple of crazy Gen-X kids all grown up, but to me, it’s a reminder that this man has my back in every conceivable way, no matter what the situation.

I have SO MUCH in my life to be grateful for – including The Dude. So thank you, Mr. Miller – for being you. And for letting me be me.

Lying Liars and the Truth About Your Job Search

February 7, 2021 /

Y’ALL.

I am so fit to be tied right now.

My friends know I have this funny hobby of raging against bad ATS advice (lies) on social media. Today I was tagged in just such a post. I won’t link it here (and frankly, there are SO MANY to choose from) but this one hit me especially stupid because the poster claimed to have WORKED IN ATSs FOR 14 YEARS.

If that’s true, you know better.

I looked at the person’s background – some HR stuff, so yeah, maybe part of SELECTING an ATS, or asking for certain features. If this person is ACTUALLY MAKING THE CLAIM that the ATS does… well, let’s just look shall we? Here’s what the poster had to say –

You are applying through the ATS which is going to screen your resume “out”.

90% of jobseekers resumes are not ATS Friendly hence not getting interviews.

False. In other words, you’re lying.

Let’s break it down, shall we?

The ATS is going to “screen you out”
The ATS does NOTHING ZIP ZILCH NADA without a human telling it to. While some systems use “knock out” questions MOST recruiters (and believe me, I’ve asked HUNDREDS) still review resumes one by one. Search strings and filters can only go so far, and most ATSs are simply NOT that advanced.

90% of job seeker resumes are not “ATS friendly”
This is so utterly meaningless I don’t even know where to start. I personally see resumes as ATTACHMENTS. It’s worked this way in Taleo, both business and enterprise editions. I’ve seen it in iCIMS. I’ve also seen this in homegrown systems used by Microsoft, Google, and Amazon. “ATS friendly” is such a ridiculously stupid statement it cracks my brain.

The only thing that comes even REMOTELY CLOSE to explaining this, is the problem with parsing. When you upload your resume, the ATS “should” recognize certain words (like your name) and put them in the name field. This doesn’t always happen. If you have charts and pictures and colors, the ATS can be confused and ask you to reenter all your info. This has NOTHING to do with how a recruiter sees your resume. Again, it’s an ATTACHMENT. In all it’s colorful, charts and pictures glory. Now if those resumes are RECRUITER friendly is a whole other topic – the point being, the recruiter STILL SEES IT.

But Amy, why do you care?

Great question. I ask myself all the time why I bother. Thought leaders gotta think, I suppose. Think of ways to manipulate desperate job seekers with their made up statistics and scare tactics, it seems. The bottom line for me – I care too much about my industry to stay quiet. And I work too hard to bust recruiting myths to sit quietly when people say things that are verifiably not true. Ultimately, this doesn’t hurt ME – the next time I’m looking for a role, I know better to fall for this kind of nonsense. I live and breathe recruiting – but so many others DON’T.

I also reached out to the original poster, only to find my comment DELETED and I was BLOCKED. So much for transparency, eh? Makes you wonder what they’re afraid of. Truth, is my guess.

I’ve talked elsewhere about how recruiters view resumes. The MOST important thing a job seeker can do to improve their chances is to make it clear on the resume how you fit the role you’re applying to. That’s it.

No magic format. No secret template. No bots to beat.

If you’re a job seeker struggling with getting your resume noticed, start with my All About Resumes playlist. Most questions will hopefully be answered there, but between the blog and the channel, I try to provide actual, real world guidance that you can use in your job search IMMEDIATELY – no strings attached. I also wrote a post breaking down your job search into 5 easy steps – check that out HERE. And don’t forget The Truth About The ATS playlist too.

Good luck out there, and don’t let the bastards get you down.

Is This Thing On?

January 30, 2021 /

Hey everybody! We getting FANCY over here at Recruiting in Yoga Pants! I finally upgraded the site. I’ve been thinking about this forever and finally took a chance….

If you’re reading this, I did something right. I hope.

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