Last week, I shared a LinkedIn post that sparked more debate than I expected.

The core message was simple:
Many highly qualified candidates don’t get interviews, not because they lack competence, but because they are unknown.

For some, this landed as a helpful reality check.
For others, it triggered strong reactions about fairness, nepotism, broken systems, and the erosion of meritocracy.

That reaction matters.
And it deserves a thoughtful response.

So let me clarify something upfront:

I was not judging.
I was not defending the system.
I was not saying this is how hiring should work.

I was pointing to how it does work.

Reality Is Not an Endorsement

There’s an important distinction we often miss in these conversations:

Describing reality is not the same as approving of it.

When we say “gravity exists,” we are not celebrating gravity.
We are acknowledging a force that shapes what is possible.

You can absolutely argue that gravity is unfair.
But if you step off a roof believing fairness will save you, reality will still win.

Hiring works the same way.

What Actually Happens in Hiring (Especially When Candidates Are Equal)

Here’s a detail that often gets overlooked:

Most hiring decisions are not made between a great candidate and a weak one.

They’re made between two (or more) candidates who look almost identical on paper.

Same education.
Same years of experience.
Same technical skills.
Same certifications.

When that happens, the decision rarely comes down to CVs.

It comes down to questions like:

• Who do we feel more comfortable with?

• Who feels less risky?

• Who do I trust to work with when things get messy?

• Who do I already have some context for?

And in those moments, people don’t choose “the best CV.”
They choose the most familiar human.

Not because they’re corrupt.
Not because they’re malicious.
But because humans reduce risk through familiarity.

The Critical Argument I Actually Agree With

Some of the strongest comments raised an important concern:

If networking is the first gate, and competence never gets evaluated, why should people invest in becoming excellent at their craft?

That’s a real incentive problem.

If access determines visibility, and visibility determines opportunity, then the system does reward the wrong behaviors.

Over time:

• Organizations hire people who mirror their circles

• Capability narrows

• Diversity of thinking drops

• Long-term performance suffers

On this, I agree completely.

My post was never meant to deny this risk.

But There’s a Tension We Can’t Ignore

There are two different conversations happening at once—and they often get mixed up:

1. What organizations should fix

2. What candidates can realistically do today

When I coach candidates, my responsibility is not to redesign the global labor market.

It is to help real people move forward in real conditions.

Telling someone:

“This system is broken, and you’re right to be angry”

…may be emotionally validating.

But it doesn’t get them hired.

Complaining About Gravity Doesn’t Change Gravity

You can be right and unemployed.
You can be principled and invisible.

You can wait for fairness, or you can work with reality while advocating for change.

The candidates who move forward fastest are not the ones who deny the system or glorify it.

They are the ones who see it clearly and act strategically.

They don’t apply blindly and hope merit will be noticed.
They build visibility before they need it.
They create context around their competence.
They make it easier for others to trust them.

Not because it’s morally perfect, but because it works.

This Is Not About Nepotism

Let’s be precise.

Nepotism is hiring despite incompetence.
Networking is ensuring competence actually gets seen.

Those are not the same thing.

The real problem isn’t relationships.
It’s lazy evaluation.

Healthy organizations don’t hire “people like us.”
They hire people who can solve the problems they actually have.

But until every hiring process lives up to that ideal, candidates still have to navigate the world as it is and not as we wish it to be.

A Practical Checklist for Candidates (What You Can Actually Do)

If you don’t want to rely on luck, here’s where to focus:

1. Stop Applying Blindly as a Default

Online applications are a last step, not a strategy.

If you apply without context, you’re betting on randomness.

2. Create Visibility Before You Need It

Don’t wait until you’re desperate.

• Share what you’re working on

• Comment thoughtfully on industry discussions

• Make your thinking visible, not just your job title

3. Build Weak Ties (Not Awkward Networking)

You don’t need “best friends” inside companies.

You need:

• Light relationships

• Familiar names

• People who can say: “I’ve seen this person think.”

4. Make It Easy for Others to Trust You

People trust what they can understand.

• Be clear about what problems you solve

• Speak in outcomes, not buzzwords

• Show how you think, not just what you’ve done

5. Turn Competence into Context

Competence alone is invisible.

Context makes it legible.

• Share stories, not bullet points

• Explain decisions, trade-offs, and constraints

• Let people see how you operate

6. Ask for Conversations, Not Jobs

Conversations reduce risk.
CVs don’t.

Curiosity opens more doors than applications ever will.

Two Messages. Two Audiences.

So let me be explicit:

To organizations and leaders:
Fix the game.
Design hiring processes where competence, context, and contribution are visible—without insider access.

To candidates:
Don’t wait for the system to become fair before you act.
Learn how it works.
Build relationships.
Create visibility.
Give your competence a fighting chance.

You are not betraying merit by doing this.

You are protecting it.

Final Thought

This was never about defending a broken system.

It was about refusing to lie to people navigating it.

Reality doesn’t care how fair we think it should be.
But once we acknowledge it, we gain something powerful:

Agency.

And from there, personal progress and systemic change become possible.

Looking for a coach?

In service of those who serve others.

Leadership is hard. Whether you’re stepping into management, leading an entire organization or wondering about your career, the challenges are real: confusing, overwhelming, and sometimes isolating.

I offer a tailored 1:1 or team coaching quarterly program to help you move forward with clarity and confidence. I’ve walked in your shoes, and I’ll work with you to build the resilience and relational skills needed to lead well, beyond just the work.

If this sounds like what you need, let’s talk. Email me at jose@facilistation.com to book a no-strings attached, no-obligation call to talk about your needs and see what I can offer that will fit you the best. Because coaching isn’t expensive. Staying stuck is.

You should see the cost of a life and work that you don’t love... sometimes one good conversation can change your life and your career forever.

Ever been in the middle of answering a question when you suddenly realize you’ve completely forgotten what the question was?

Or maybe you sipped your coffee and spilled some on your shirt, accidentally spat out that piece of lettuce that was stuck in your teeth, called the interviewer by the wrong name, or similar?

These moments can be stressful enough in casual conversations, but during important ones—like job interviews or salary negotiations—they can feel downright mortifying.

But they do happen. So how should we handle them?

Should we keep talking and hope the other person didn’t notice? Or acknowledge what happened and risk making them aware of it?

Well, if you’ve been on the receiving side of this situation, you know how easy it is to notice little missteps like these. So the likelihood that your interviewer isn’t already aware of what just happened is very small.

By pretending it didn’t happen, we’ve not only had the stumble itself, but we also risk coming across as someone who either lacks the self-awareness to realize what we did or as someone who doesn’t own our mistakes.

But if we show that this really isn’t a big deal to us by acknowledging it with a smile and offering an honest explanation, maybe even with a little humor, something interesting happens.

Owning mistakes disarms them.

In one study, 201 managers watched simulated job interviews where something negative surfaced about the candidate, and the candidates responded in one of four ways:

• They apologized and took responsibility

• They justified it by explaining why it happened

• They gave an excuse by blaming something other than themselves

• They ignored it and didn’t try to repair it

The managers were then asked to rate all the candidates, and the results were clear: Those who did nothing to repair the situation received significantly lower ratings than all the other ones.

The other three strategies—apologies, justifications, and excuses—all worked to a similar extent when the managers were asked to focus on the candidate’s competence, while apologies worked better than all the others when the candidates were evaluated on their integrity.

And since both competence and integrity tend to be things employers look for, our safest bet is to offer a simple apology, preferably accompanied by a quick explanation.

And this shouldn’t be a surprise.

Most people feel more comfortable with and trusting of those who take responsibility for their mistakes and help us understand them, than those who refuse to acknowledge them at all.

So what should we say?

In the end it’ll be up to you to figure out how to best express yourself, since cultural differences—both from country to country and industry to industry—can be relevant. But the basic formula remains the same in most situations.

(Smile -) Apologize - Explain - Restart.

“I’m sorry, I got so excited talking about this that I completely forgot your original question! Could you remind me what it was?”

By providing a simple apology you demonstrate maturity and honesty. By explaining what happened you demonstrate self-awareness and competence. And by starting over you show that you are willing and able to fix your mistakes.

You’re not awkwardly ignoring what happened, and you’re also not treating it as a huge deal and apologizing profusely. You’re simply admitting that you’re human and demonstrating that small issues aren’t enough to make you start spiraling.

The bottom line

Don’t panic, and don’t pretend it didn’t happen.

Acknowledge it and get back to demonstrating why you’re the person they should want to have working by their side.

Because here’s what we often forget: occasional, small mistakes happen all the time and don’t disqualify competent people. But a refusal to acknowledge them and move forward gracefully? That actually might.

It’s very unlikely that the people interviewing you are looking for absolute perfection. They’re far more likely to be looking for someone who can handle pressure, adapt to the situation, and who they can put their trust in when things go wrong. And demonstrating that a small mistake won’t knock you off balance, by addressing it honestly and without making it a big deal, is a fantastic way to display those qualities.

About the author

TJ Guttormsen is a keynote speaker and educator who has had over 650 000 enrollments in his online programs alone. He’s shared his insights on confidence and communication for almost two decades, and worked with clients from all over the globe and all walks of life.

When you hit “send” on a job application, the temptation is real: Should I call to follow up? Maybe it shows initiative? Maybe it makes me stand out?

Let me save you some time and spare the recruiter’s patience: it’s not worth it, for you or for them.

1. Recruiters Are Drowning in Applications

Most recruiters handle dozens of open positions at the same time, each attracting anywhere from 50 to 500 applicants. Their calendars are a constant juggle of CV screenings, interviews, meetings, and admin work.

A phone call from you, however well-intentioned, is not likely to be welcomed. To them, it’s just another interruption.

2. It Doesn’t Change the Outcome

Recruiters and hiring managers don’t decide based on who called afterward. They decide based on your application:

• Does your CV match the requirements?

• Do your skills and experiences fit the role?

• Did you tailor your application to the position?

A phone call doesn’t magically boost your qualifications. If your application is strong, it will move forward. If not, no amount of polite follow-up will change that.

3. You Risk Coming Across as Desperate

What you may think of as “showing initiative” can easily be read as impatience, insecurity, or even lack of understanding of hiring processes. Especially in large organizations, calling to check on your application status feels like trying to cut the line.

And in today’s competitive job market, the last thing you want is to leave a negative impression.

4. It’s Not a Good Use of Your Time

Your time is better spent:

• Researching and applying for more roles.

• Improving and tailoring your CV and cover letter.

• Building your LinkedIn presence.

• Expanding your network and getting genuine referrals.

Each of these actions increases your chances far more than a quick phone call ever could.

5. If They Want You to Call, They’ll Tell You

Some job postings explicitly say: “For questions about the role, contact X.” That’s your green light. Otherwise, assume that silence means no calls. Respect the process.

The Twist: When a Call Does Make Sense

Here’s the paradox: calling after you’ve applied is a waste of time, but calling before you apply can actually give you a serious edge.

But don’t just call the recruiter. Call the hiring manager.

Why? Because he or she is the one who actually knows the role inside out, sets the expectations, and makes the final decision. A short, thoughtful call with the hiring manager can:

• Clarify what’s truly important for the role.

• Reveal what kind of person the team really needs.

• Give you insight that helps you tailor your application and stand out.

• Show your initiative and genuine curiosity.

And here’s the overlooked benefit: the call is also a screening for you.

It’s your chance to figure out whether the role, the manager, and the company are actually the right fit for you. Why waste time sending out applications to the wrong positions, working under managers you’d never thrive with, or joining companies whose values don’t match yours?

A smart, respectful call before applying protects your most valuable resource: your time.

The Bottom Line

After sending your application: don’t call. It’s a poor use of your time and rarely changes the outcome.

Before sending your application: call the hiring manager. That conversation could give you the clarity, insights, and confidence you need to apply with precision — or to skip a role that isn’t right for you.

So the golden rule is simple:

• After = waste.

• Before (to the hiring manager) = smart.

Let your timing and your strategy work for you, not against you.

Looking for a coach?

In service of those who serve others.

Leadership is hard. Whether you’re stepping into management, leading an entire organization or wondering about your career, the challenges are real: confusing, overwhelming, and sometimes isolating.

I offer a tailored 1:1 or team coaching quarterly program to help you move forward with clarity and confidence. I’ve walked in your shoes, and I’ll work with you to build the resilience and relational skills needed to lead well, beyond just the work.

If this sounds like what you need, let’s talk. Email me at jose@facilistation.com to book a no-strings attached, no-obligation call to talk about your needs and see what I can offer that will fit you the best. Because coaching isn’t expensive. Staying stuck is.

You should see the cost of a life and work that you don’t love... sometimes one good conversation can change your life and your career forever.

I still vividly remember the day I got the message: “Your position has been downsized.”

Even if part of me knew it could happen, it still hit me like a punch in the stomach. Suddenly, I wasn’t just losing a job. I was losing a sense of stability, a daily routine, a part of my identity. My head filled with questions: What now? How will I pay the bills? How do I explain this to people?

If you’re reading this because you’ve just been downsized yourself, first, let me say this: you’re not alone. I’ve been there, and it’s tough. But there are steps you can take, both practical and emotional, that can help you navigate this transition.

The First Shock: Give Yourself Space to Feel

My first instinct was to rush into action update my CV, start applying, call everyone I knew. But the truth is, I was in shock. I felt anger, sadness, even shame.

What helped was simply allowing myself to feel it. To talk it out with friends, to journal, to sit in the discomfort without pretending it wasn’t there. Losing your job is a form of loss, and it’s okay to grieve it.

Protecting My Mental Health

When you’re suddenly cut off from the structure of work, the days can feel endless and the anxiety louder. I learned quickly that I needed routine to protect my mental health.

Here’s what worked for me:

• Getting outside every day—even a short walk helped.

• Keeping a daily rhythm (wake up at the same time, plan the day, keep evenings free to rest).

• Staying connected—talking to people instead of isolating myself.

And maybe most importantly: reminding myself that my job is not my identity. Losing a role doesn’t mean losing your worth.

Taking Care of the Practical Stuff

Of course, the practical side matters too. After the first few days, I forced myself to sit down and get clarity:

• What severance and benefits was I entitled to?

• How long could my savings realistically last?

• What expenses could I cut back temporarily?

It wasn’t fun at all but once I had the numbers in front of me, the fear felt less overwhelming. I could see how much time I had to figure things out.

Rebuilding Confidence Slowly

The hardest part for me wasn’t writing a new CV, it was regaining confidence. When you’ve been downsized, even if it had nothing to do with your performance, it’s easy to take it personally. Downsizing isn’t personal, it’s about the market and company’s situation, not your worth.

What helped was doing small, achievable things each day:

• Updating my LinkedIn profile.

• Reaching out to one old colleague.

• Taking an online course I had been curious about.

Each small action reminded me: I’m still moving forward.

A New Beginning: Turning Downsizing Into Opportunity

Looking back now, I see that being downsized was both a crisis and a turning point. It pushed me to pause, reflect, and ask: What do I really want next?

For me, that shift became a gift. I started exploring opportunities I had long postponed. I discovered new communities and built skills I might never have invested in if I had stayed comfortable. Downsizing closed one chapter, yes, but it opened the possibility of writing a much better one.

If you’re in the middle of it, please remember:

• It’s not your fault.

• You don’t have to rush.

• This can be the start of something better.

Jobs come and go. What stays is your ability to learn, adapt, and grow. Sometimes the end of one path is exactly the nudge we need to find a new one that fits us even better.

So if you’ve just been downsized, take a breath. This might just be the doorway to your next big opportunity.

If you’ve been through a downsizing: what unexpected opportunities came out of it for you? Sharing your story could inspire someone who needs hope today.

I hope this post, made sense and you found it useful.

If “HELL YEAH!”, please like it and share it in social media so more people can get can also benefit from it :-)

I would also appreciate if you subscribe, and give some comments here if you wonder something and want to give me some feedback. I would love to read your input here!

If you have a Substack yourself and like my content, I would love for you to recommend “Facili-station” to your subscribers.

Have a nice one!!

Looking for a coach?

In service of those who serve others.

Leadership is hard. Whether you’re stepping into management, leading an entire organization or wondering about your career, the challenges are real: confusing, overwhelming, and sometimes isolating.

I offer a tailored 1:1 or team coaching quarterly program to help you move forward with clarity and confidence. I’ve walked in your shoes, and I’ll work with you to build the resilience and relational skills needed to lead well, beyond just the work.

If this sounds like what you need, let’s talk. Email me at jose@facilistation.com to book a no-strings attached, no-obligation call to talk about your needs and see what I can offer that will fit you the best. Because coaching isn’t expensive. Staying stuck is.

You should see the cost of a life and work that you don’t love... sometimes one good conversation can change your life and your career forever.

Let’s face it, most hiring processes are still stuck in the past.

Endless forms, black-hole application portals, ghosting, unclear expectations, and slow feedback loops. And then we wonder why talented people drop out halfway through or never apply again.

If we want to attract great people, we must design better experiences.

The candidate journey is a service journey and like any other service, it can (and should) be designed with the user in mind.

But Why Should Recruiters and Companies Care?

Bad candidate experiences aren’t just an HR inconvenience. They come with real, measurable costs:

Drop-off of top talent: The best candidates don’t wait around. A clunky, slow, or unclear process means they’ll accept offers elsewhere.

Reputation damage: Candidates talk. They share their experiences on Glassdoor, LinkedIn, or with friends. Negative word-of-mouth directly impacts your employer brand—and even your consumer brand if you’re a B2C company.

Higher hiring costs: A poor process increases time-to-hire, requiring more advertising, agency fees, and recruiter hours.

Lost productivity: Vacant roles mean teams are stretched thin. Every week without the right hire costs time, energy, and money.

Lower diversity & inclusion: Complex or biased processes filter out diverse talent. The result? Homogenous teams that lack the innovation edge diverse perspectives bring.

The Benefits of a Great Candidate Experience

On the flip side, companies that invest in candidate experience see clear payoffs:

Faster hiring cycles: Candidates move smoothly from application to offer, reducing delays and competition loss.

Stronger employer brand: Every candidate becomes a brand ambassador, even if they don’t get the job. A good experience builds trust and respect.

Attraction of top talent: The best people want to work for organizations that treat them well. A seamless process is itself a recruiting tool.

Better quality hires: A respectful, well-designed process attracts candidates who are more engaged and aligned with your culture.

📈 Retention boost: Employees who start with a positive hiring journey often stay longer—they already feel valued.

💡 Strategic edge: In industries fighting for scarce talent, candidate experience is a competitive differentiator.

Here’s how we can start innovating.

Map the Journey (Then Walk It Yourself)

Most hiring managers haven’t applied to their own companies. Try it. Go through your own process. See where it gets confusing, boring, slow, or unfair.

Use journey maps to visualize the steps, the emotions, and the pain points. Involve recruiters, hiring managers and even recent candidates to get the full picture.

Communicate Like a Human (Not a System)

Silence is louder than you think. A candidate who hears nothing for 3 weeks might assume they’ve been rejected and lose interest.

Make every interaction count:

• Acknowledge every application.

• Provide realistic timelines.

• Share honest updates.

• Be personal where you can.

(Yes, automation can help, but only if it feels human, not robotic.)

Remove the Noise from the Application

Nobody wants to spend 45 minutes rewriting their CV into a clunky form.

• Allow “one-click” applications (e.g. via LinkedIn).

• Only ask for what you really need.

• Let the candidate shine with a short intro video or task, if it adds value to both sides.

Ask yourself: Are we collecting information, or creating value?

Respect Their Time, Attention, and Energy

Interviews should be a two-way street, not a one-sided interrogation.

• Standardize the process for fairness, but make it personal enough to connect.

• Ensure diverse and inclusive interview panels.

• Offer flexibility—virtual, async, in-person, depending on what makes sense.

A good interview doesn’t just assess; it attracts.

Give Feedback, Even When It’s a No

Rejection sucks. But silence is worse.

• Offer simple, constructive feedback, ideally within a week.

• If a candidate isn’t right now, but could be later, tell them.

• Invite them to join a talent pool or community for future roles.

Feedback turns a bad experience into a useful one. And often, people reapply if they’ve been treated with dignity the first time.

Innovate with Small Experiments

Innovation doesn’t have to mean AI bots or VR assessments (though those can be cool). Start small:

• Add a progress bar to your application portal.

• Replace one interview with a problem-solving workshop.

• Let candidates choose between a traditional CV or a project portfolio.

Design the experience like you would any other service. Prototype, test, iterate.

Candidate Journey Canvas

Use this canvas to map and redesign your hiring process. The goal: identify friction points, opportunities for innovation, and ways to create a more human, engaging experience.

1. Stages of the Candidate Journey

Break the process into clear steps:

• Awareness (how candidates discover you)

• Consideration (researching your company, deciding to apply)

• Application (submitting documents/forms)

• Screening (resume review, assessments)

• Interviews (first, second, final rounds)

• Offer & Decision (receiving, negotiating, accepting/declining)

• Onboarding (first days/weeks as employee)

2. Candidate Emotions at Each Stage

Map the emotional journey:

• Curious? Excited?

• Confused? Frustrated?

• Motivated? Anxious?

• Disappointed? Inspired?

3. Pain Points & Barriers

Identify what makes the journey harder:

• Long, repetitive forms

• No communication or feedback

• Slow process, unclear timelines

• Biased or inconsistent interviews

• Cold rejection with no closure

4. Opportunities for Improvement

Brainstorm solutions:

• One-click apply / simplified forms

• Automated but personal updates

• Interview prep guides or FAQs

• Flexible interview formats (virtual, async, in-person)

• Constructive rejection feedback

5. What’s in it for Recruiters & Companies

For each improvement, list the value created:

• Faster time-to-hire

• Stronger employer brand

• Lower drop-off of top talent

• More diverse candidate pool

• Better cultural alignment

• Longer retention rates

6. Experiments to Try

Small, low-risk ways to test improvements:

• Add a “status tracker” to your portal

• Pilot candidate feedback surveys

• Offer candidates choice between CV upload or portfolio submission

• Replace a panel interview with a workshop simulation

• Send personalized rejection notes

In Summary: Treat Candidates as People, Not Just Inputs

The goal is not just to fill vacancies. The goal is to create meaningful connections between people and opportunities.

The best talent looks at how you treat them before they join.
That experience speaks louder than your employer brand video.

So…. what’s the candidate journey like in your organization?

Is it a joy to walk through…
…or something people survive and warn their friends about?

💡 At Facili-station, I regularly share tools and reflections for facilitators, designers, and leaders who want to make things easier and more human. Want more on service design in HR? Subscribe or reach out. Let’s keep improving the world of work, one experience at a time.

I hope this post, made sense and you found it useful.

If “HELL YEAH!”, please like it and share it in social media so more people can get can also benefit from it :-)

I would also appreciate if you subscribe, and give some comments here if you wonder something and want to give me some feedback. I would love to read your input here!

If you have a Substack yourself and like my content, I would love for you to recommend “Facili-station” to your subscribers.

Have a nice one!!

Looking for a coach?

In service of those who serve others.

Leadership is hard. Whether you’re stepping into management, leading an entire organization or wondering about your career, the challenges are real: confusing, overwhelming, and sometimes isolating.

I offer a tailored 1:1 or team coaching quarterly program to help you move forward with clarity and confidence. I’ve walked in your shoes, and I’ll work with you to build the resilience and relational skills needed to lead well, beyond just the work.

If this sounds like what you need, let’s talk. Email me at jose@facilistation.com to book a no-strings attached, no-obligation call to talk about your needs and see what I can offer that will fit you the best. Because coaching isn’t expensive. Staying stuck is.

You should see the cost of a life and work that you don’t love... sometimes one good conversation can change your life and your career forever.

Looking for a facilitator and workshop designer?

If you need a workshop designer and facilitator to help you or your team to solve challenges, find solutions, make decisions, and to be more effective an perform better and faster, or a trainer to teach your team on how do this, please contact me at jose@facilistation.com

My workshops are designed to provide the structure required to quickly align and move forward with a plan or idea so you can reclaim time, energy and headspace.

There’s something powerful about a simple coffee.
It’s informal, short, and when done right can open unexpected doors.

Networking isn’t about collecting contacts, it’s about building relationships with intention, respect, and generosity. Here’s a practical guide to making those 20-minute conversations actually work for both people.

1. People want to help. Make it easy for them

Most professionals are happy to share time and advice. They’re simply busy. Be patient, be flexible, and follow up gently (two or three times is okay). A kind nudge often turns a missed email into a great conversation.

2. Keep it short and intentional

Ask for 20–30 minutes, not an hour. Offer to meet where it’s convenient for them and offer to pay. Respect for someone’s time sets the right tone from the start.

3. Prepare before you sit down

Do your homework. Learn about the person’s background and come with thoughtful, specific questions, questions that go beyond what a quick Google search would reveal. This shows respect and curiosity.

4. Be clear about what you want

When someone asks, “How can I help?” be ready with a crisp answer. Specific requests (advice on a role, feedback on a portfolio, or an intro to a team) make it easy for people to respond.

5. Give as well as receive

Networking is a two-way street. Look for small ways to contribute, share a helpful article, offer an intro, or follow up with useful context. Those small gestures make relationships stick.

6. Follow up and close the loop

Send a brief thank-you note that highlights one insight you found valuable. If someone introduced you to another contact, let the introducer know how it went. Closing the loop builds trust.

7. Stay connected without an agenda

Relationships grow slowly. Check in once in a while, share progress updates, or pass along something relevant. Doing so without asking for anything keeps the relationship genuine.

8. Be genuine

People sense when you’re transactional. Approach meetings with curiosity and humility. Show up to learn, not just to impress.

Final thought

Networking coffees aren’t about caffeine, they’re about connection. Treat each conversation as an opportunity to learn, contribute, and nurture a relationship that may pay off in unexpected ways down the line.

Join us with our first virtual Coffee & Careers event

Want to practice these ideas in a friendly, low-pressure setting?

Join our next virtual Coffee & Careers event on Wednesday 26 November 8:00 - 9:00 CET, a space for short chats, real advice, and meaningful connections. Everyone’s welcome.

Reserve your spot here: https://luma.com/v4m03jgz

I hope this post, made sense and you found it useful.

If “HELL YEAH!”, please like it and share it in social media so more people can get can also benefit from it :-)

I would also appreciate if you subscribe, and give some comments here if you wonder something and want to give me some feedback. I would love to read your input here!

If you have a Substack yourself and like my content, I would love for you to recommend “Facili-station” to your subscribers.

Have a nice one!!

Looking for a coach?

In service of those who serve others.

Leadership is hard. Whether you’re stepping into management, leading an entire organization or wondering about your career, the challenges are real: confusing, overwhelming, and sometimes isolating.

I offer a tailored 1:1 or team coaching quarterly program to help you move forward with clarity and confidence. I’ve walked in your shoes, and I’ll work with you to build the resilience and relational skills needed to lead well, beyond just the work.

If this sounds like what you need, let’s talk. Email me at jose@facilistation.com to book a no-strings attached, no-obligation call to talk about your needs and see what I can offer that will fit you the best. Because coaching isn’t expensive. Staying stuck is.

You should see the cost of a life and work that you don’t love... sometimes one good conversation can change your life and your career forever.

Looking for a facilitator and workshop designer?

If you need a workshop designer and facilitator to help you or your team to solve challenges, find solutions, make decisions, and to be more effective an perform better and faster, or a trainer to teach your team on how do this, please contact me at jose@facilistation.com

My workshops are designed to provide the structure required to quickly align and move forward with a plan or idea so you can reclaim time, energy and headspace.

You just landed a new job. Congratulations! The job description sounded exciting, the interviews went well, and now you're ready to step in and make an impact.

But let me challenge you with this: only 10% of your success is actually defined by the job ad you applied for.

The rest? It’s hidden in the realities of leadership, company culture, and strategic positioning. And if you don’t recognize this early on, you risk struggling—not because of your skills, but because of forces beyond your control.

Let’s break it down.

The 10% You Know: The Job Ad

This is what got you excited in the first place. A well-crafted job post outlines key tasks, responsibilities, and expectations. It describes what the company thinks the role is about. But job ads are static and real work is dynamic.

The moment you start, you realize the role is bigger (or smaller) than advertised. The gaps between the expectations and reality are where success is won or lost.

The 30% That Depends on Leadership

Your leader is the single biggest factor in whether you thrive or just survive. Do they trust and empower you? Do they set clear priorities? Are they willing to fight for resources and visibility for your work?

If leadership is weak, even the most skilled and motivated hire will struggle. If leadership is strong, you’ll have the air cover and direction needed to make a real impact.

The 30% That Comes from Company Culture

Culture isn’t what companies say it is, it’s how things actually get done. It’s in the informal networks, the unspoken rules, the way decisions are made.

You might have the best ideas, but if the culture resists change, those ideas will go nowhere. If collaboration is just a buzzword and silos dominate, your success will be limited. Understanding the real culture—not the one on the company website—is crucial.

The 30% That Lies in Strategic Anchoring

Here’s the biggest hidden factor: Is your role strategically important? Does the C-suite see your work as mission-critical? Or are you just a "nice to have" addition?

If your role and expertise aren’t embedded in the company’s long-term vision, you’ll constantly fight for relevance, budget, and influence. The most successful hires are those whose work is deeply tied to where the company is going—not just where it is today.

So, How Do You Navigate the Hidden 90%?

1. Don’t just evaluate the job, evaluate the leadership. Who’s backing you? What’s their leadership style? Will they create space for your success?

2. Decode the real culture fast. Talk to colleagues, observe meetings, and ask about decision-making. Where are the hidden power structures?

3. Connect your role to strategy. Who in the C-suite cares about your work? How does your function align with the company’s big bets for the future?

Your skills got you the job. But your ability to navigate the hidden 90% will define your success.

Figuring out the hidden 90% before and during the hiring process can save you from stepping into a role where success is unlikely or help you prepare to navigate the challenges ahead.

Before You Apply: Investigate Like a Detective

1. Decode the Leadership (30%)

Why it matters: Your manager will determine whether you thrive or struggle.

What to look for:

• LinkedIn sleuthing: Check their posts, activity, and who they engage with. Are they thought leaders or just corporate ghosts?

• Glassdoor reviews: Do employees praise or complain about leadership?

• Alumni check: Look for ex-employees on LinkedIn and see where they went. Do they stay connected to this leader, or do they distance themselves?

• Reporting lines: Is the role positioned correctly in the org chart? A misplaced role can signal a lack of influence.

2. Uncover the Real Culture (30%)

Why it matters: Culture isn’t what’s written, it’s what’s tolerated.

What to look for:

• Company alumni networks: Join LinkedIn or Reddit groups where ex-employees discuss what working there is really like.

• Turnover rate: High churn? That’s a warning sign.

• Press and reputation: Any recent scandals? Look up news about the company’s workplace environment.

• Employee advocacy: If employees rarely talk about their company online, they might not be proud of it.

3. Check for Strategic Anchoring (30%)

Why it matters: If the company doesn’t see your role as a strategic necessity, you’ll constantly fight for resources.

🕵️ What to look for:

• Annual reports & strategy docs: Does your role contribute to major company priorities?

• C-suite messaging: Does leadership talk about your function in keynotes or earnings calls?

• Budget allocation: If your department has historically been underfunded, that won’t magically change.

During the Interview Process: Ask the Right Questions

1. Test the Leadership (30%)

❓ “Can you describe your leadership style? Can you share a time when you’ve helped a team member overcome a challenge?”
➡️ A strong leader will have clear, insightful answers. A weak leader will give vague clichés like “I believe in teamwork.”

❓ “What’s the biggest challenge in this role that you’re hoping the right person will solve?”
➡️ This tells you if they have realistic expectations or if you’re walking into chaos.

❓ “How does success in this role get measured after 6 months? After 1 year?”
➡️ If they can’t define success, that’s a red flag.

2. Uncover the True Culture (30%)

❓ “Can you tell me about a time when someone challenged the status quo here? How did leadership respond?”
➡️ This tells you if they actually embrace innovation or just say they do.

❓ “How are decisions made here? Can you give an example?”
➡️ If everything is top-down, expect bureaucratic roadblocks.

❓ “What do people usually do for lunch?”
➡️ A subtle way to gauge team dynamics. Are they collaborative, social, or isolated?

3. Check for Strategic Anchoring (30%)

❓ “How does this role connect to the company’s larger strategy?”
➡️ If they struggle to answer, your role might be an afterthought.

❓ “Which executive sponsor is invested in this role’s success?”
➡️ A strategically anchored role should have at least one C-suite champion.

❓ “What’s the budget for this department over the next year?”
➡️ No budget? No resources? No impact.

Red Flags That Signal Trouble

❌ Vague answers – If leadership dodges your questions, they may not have clarity themselves.
❌ High turnover in the role – Check LinkedIn to see how long past employees lasted.
❌ Too much “we’re like a family” talk – This often means blurred boundaries and overwork.
❌ No clear priorities – If they can’t define success, you’ll be making it up as you go.

Final Takeaway: Know What You’re Walking Into

Most people focus only on whether they have the skills for a job. But the real question is: Will the company set you up for success?

By investigating before applying and asking the right questions in interviews, you can uncover the hidden 90% and make a smarter career move.

What’s been your experience? Have you ever taken a job where the hidden factors made or broke your success? Have you ever uncovered red (or green) flags in an interview that changed your decision?

Drop your thoughts in the comments!

I hope this post, made sense and you found it useful.

If “HELL YEAH!”, please like it and share it in social media so more people can get can also benefit from it :-)

I would also appreciate if you subscribe, and give some comments here if you wonder something and want to give me some feedback. I would love to read your input here!

If you have a Substack yourself and like my content, I would love for you to recommend “Facili-station” to your subscribers.

Have a nice one!!

Looking for a coach?

In service of those who serve others.

Leadership is hard. Whether you're stepping into management or leading an entire organization, the challenges are real: confusing, overwhelming, and sometimes isolating.

I offer tailored 1:1 or team coaching to help you move forward with clarity and confidence. I’ve walked in your shoes, and I’ll work with you to build the resilience and relational skills needed to lead well, beyond just the work.

If this sounds like what you need, let’s talk. Email me at jose@facilistation.com to book a free discovery call. Because coaching isn’t expensive. Staying stuck is.

Looking for a facilitator and workshop designer?

If you need a workshop designer and facilitator to help you or your team to solve challenges, find solutions, make decisions, and to be more effective an perform better and faster, or a trainer to teach your team on how do this, please contact me at jose@facilistation.com

My workshops are designed to provide the structure required to quickly align and move forward with a plan or idea so you can reclaim time, energy and headspace.

There’s a familiar rhythm many of us know well….

You apply for a role.
You go through multiple rounds of interviews, tests and cases…. if you are lucky.
You prepare, show up fully, stay hopeful.
And then “Thank you for your time, but we’ve decided to move forward with another candidate.” or just nothing…. you get ghosted.

Disappointed but curious, you write back:
“Thanks for the update. I’d really appreciate any feedback you can share on why I wasn’t selected.”

But what do you actually receive?
Maybe a one-liner: “It was a very competitive process.”
Or “You were great, but we found someone who was a slightly better fit.”
Often, you get nothing at all.

Let’s be honest: most of the time, asking for feedback after a job rejection is a frustrating, fruitless exercise for both the employer and the candidate. And here’s why.

1. You’re not getting the real story

At this point in the process, most recruiters or hiring managers won’t give you candid or constructive feedback because they can’t. Legal concerns, time constraints, or just plain discomfort with giving “bad” news means the feedback you get is usually vague or sanitized.

Even if they do give feedback, it's often so generic that it's hard to translate into anything actionable:

• “We were looking for someone with a bit more strategic experience.”

• “It came down to chemistry with the team.”

That doesn’t help you improve. It just leaves you guessing and puzzled.

2. You’re outsourcing your self-worth

When we ask for feedback after rejection, sometimes it’s not really about growth, it’s about seeking reassurance.

"Tell me I was good."
"Tell me it was close."
"Tell me I mattered."

But here’s the truth: if you prepared thoroughly, showed up as your full self, and still weren’t selected….. it’s not about you. It’s about fit, timing, internal dynamics, or a dozen other factors outside your control.

Your value doesn’t decrease because someone didn’t see it.

3. Rejection is redirection

This is hard to accept, but I’ve learned it the long way:
If they didn’t see your worth, even when you did your best, that’s not a failure. That’s clarity. That’s a blessing

It means that role, team, or company wasn’t meant for you.
Not because you weren’t enough, but because they weren’t ready—or able—to recognize the value what you bring to the table.

And honestly? That’s a gift.

The best-fit jobs are the ones where your value is immediately obvious to the people on the other side of the table. Where there's mutual recognition. Where you don’t need to convince anyone, you just click.

4. What to do instead

Instead of chasing post-rejection feedback, try this:

• Reflect intentionally. Ask yourself: Where did I shine? Where did I hesitate? What would I do differently next time?

• Practice forward. Do a mock interview with a peer or mentor. Fine-tune your story. Keep learning and improving.

• Trust your gut. If something felt off during the process—trust that instinct. It’s trying to tell you something.

• Keep going. The right opportunity won’t make you beg for validation. It’ll make you feel seen.

Final thought

Job rejections sting. But they’re not a measure of your worth.

If you showed up, gave your best, and still didn’t get it—take it as a redirection, not a rejection. You're not looking for just any job. You're looking for the right one.

And that job? It’s looking for you too.

✏️ Over to you:
Have you ever received helpful feedback after a rejection? Or had a “no” that eventually turned into a much better “yes”? I’d love to hear your story.

I hope this post, made sense and you found it useful.

If “HELL YEAH!”, please like it and share it in social media so more people can get can also benefit from it :-)

I would also appreciate if you subscribe, and give some comments here if you wonder something and want to give me some feedback. I would love to read your input here!

If you have a Substack yourself and like my content, I would love for you to recommend “Facili-station” to your subscribers.

Have a nice one!!

Looking for a career coach?

Are you feeling stuck in your career, unsure how to move forward, or simply ready for something new but don’t know where to start?

As a career coach, I help professionals reconnect with their strengths, clarify their direction, and design meaningful next steps with confidence. With a background in psychology, marketing, service design, innovation, and facilitation, I bring a creative and structured approach to career growth—whether you're job hunting, shifting fields, or redefining your purpose.

Together, we’ll transform uncertainty into clarity and action. Your next chapter doesn’t have to be confusing—you just don’t have to navigate it alone.

Sometimes one good conversation can change everything. Book a discovery call at jose@facilistation.com.

Looking for a facilitator and workshop designer?

If you need a workshop designer and facilitator to help you or your team to solve challenges, find solutions, make decisions, and to be more effective an perform better and faster, or a trainer to teach your team on how do this, please contact me at jose@facilistation.com

My workshops are designed to provide the structure required to quickly align and move forward with a plan or idea so you can reclaim time, energy and headspace.

In today's digital age, personal branding has become a cornerstone of professional success. Whether you're a seasoned professional, an entrepreneur, or just starting in your career, having a strong personal brand can set you apart in a competitive marketplace. One of the most effective platforms for building and showcasing your personal brand is LinkedIn. Here's how LinkedIn can help you shape and grow your personal brand:

1. A Professional First Impression

LinkedIn is designed to be a professional network. Unlike other social media platforms that cater to personal connections and entertainment, LinkedIn is where professionals gather to discuss industry trends, network, and explore career opportunities.

The platform allows you to present a polished image right from the start. Through a well-crafted profile with a professional headshot, a compelling headline, and a detailed summary, you immediately control the first impression potential employers, clients, or collaborators will have of you.

2. Showcasing Your Expertise

LinkedIn is not just a place to list your job titles and responsibilities. It's a platform where you can demonstrate your expertise in a given field. Through articles, posts, and sharing relevant content, you can establish yourself as a thought leader.

Writing and publishing your insights on industry developments or sharing your professional achievements signal to your audience that you are knowledgeable and active in your domain.

Additionally, LinkedIn's "Featured" section allows you to highlight key projects, portfolio work, or any other material that showcases your expertise. This visibility helps reinforce your authority in your field.

3. Building a Professional Network

Your network is a vital part of your personal brand, and LinkedIn makes it easy to connect with like-minded professionals, colleagues, and industry leaders. By actively engaging with your network through comments, reactions, and posts, you are continuously shaping your image and increasing your visibility. Moreover, as you expand your connections, your brand becomes associated with the broader community of professionals in your sector, which strengthens your reputation.

LinkedIn’s recommendation and endorsement features also boost your credibility. When colleagues, clients, or supervisors endorse your skills or write recommendations, it adds a layer of authenticity to your brand.

4. Joining Industry Groups and Participating in Discussions

LinkedIn Groups are a goldmine for those looking to build a personal brand. These groups allow you to connect with professionals from your industry, share knowledge, and engage in meaningful discussions. By being an active participant in relevant groups, you can establish yourself as an expert in specific areas, which can help increase your visibility and credibility.

Participating in discussions, answering questions, and contributing valuable insights will help you become a recognized voice in your industry. These interactions position you as someone who is not just competent but also collaborative and willing to help others.

5. Content Creation and Sharing

LinkedIn offers a variety of ways to create and share content, such as articles, videos, and presentations. Regularly publishing insightful and valuable content related to your industry helps reinforce your expertise. When others engage with your posts by liking, commenting, or sharing, your personal brand reaches a wider audience.

LinkedIn’s algorithm favors engagement, so high-quality, engaging content has the potential to spread quickly. This can lead to increased visibility, helping you grow your influence and strengthen your personal brand.

6. Staying Updated and Informed

LinkedIn is also a great tool for staying on top of industry trends and news. By following thought leaders, companies, and hashtags relevant to your field, you can keep yourself informed. This continuous learning can enhance your expertise, which you can later share with your audience, positioning yourself as someone who is always in the know.

Being proactive about sharing and commenting on important trends shows that you are engaged and forward-thinking—key traits of a strong personal brand.

7. Opportunities for Personal Growth

Lastly, LinkedIn helps you track your professional development over time. By using the platform to set career goals, gain endorsements for new skills, or even complete LinkedIn Learning courses, you can continually refine and grow your brand. The more skills and knowledge you gain, the more valuable you become within your industry.

LinkedIn also offers analytics that give insights into your profile's performance, engagement levels, and the reach of your posts. By using this data, you can adjust your strategy, focus on what resonates with your audience, and ensure that your brand evolves in the right direction.

Conclusion

LinkedIn is much more than a digital resume or networking tool. It is a dynamic platform where you can actively build and manage your personal brand.

From showcasing your expertise to growing your network and establishing yourself as a thought leader, LinkedIn offers endless opportunities to position yourself as a professional worth knowing. By making the most of its features, you can take control of your personal brand and set yourself up for long-term career success.

I hope this post, made sense and you found it useful.

If “HELL YEAH!”, please like it and share it in social media so more people can get can also benefit from it :-)

I would also appreciate if you subscribe, and give some comments here if you wonder something and want to give me some feedback. I would love to read your input here!

If you have a Substack yourself and like my content, I would love for you to recommend “Facili-station” to your subscribers.

Have a nice one!!

If you need a workshop designer and facilitator to help you or your team to solve challenges, find solutions, make decisions, and to be more effective an perform better and faster, or a trainer to teach your team on how do this, please contact me at jose@facilistation.com

My workshops are designed to provide the structure required to quickly align and move forward with a plan or idea so you can reclaim time, energy and headspace.

Job hunting can feel like a solitary endeavor. The constant cycle of applications, interviews, and—let’s be honest—rejections can wear down even the most resilient among us. But here’s the thing: you don’t have to go through it alone. In fact, you shouldn’t. Building a peer group for job hunting can make all the difference.

Here’s why:

1. Motivation Through Shared Goals

When you’re surrounded by people who are also searching for jobs, you’re reminded that you’re not the only one in the trenches. Sharing progress, tips, and milestones can be incredibly motivating. Watching a peer land an interview or a new job reminds you that success is possible—and it’s closer than you think.2.

2. Inspiration and Fresh Perspectives

Job searches can stagnate when you’re operating in a vacuum. A peer group can introduce you to new strategies, job boards, or networking opportunities you might not have considered. They might even point out industries or roles where your skills could shine, broadening your horizons in ways you couldn’t achieve alone.

3. Constructive Feedback

It’s easy to second-guess yourself when you’re applying for jobs. A peer group can provide fresh eyes on your resume, cover letters, or LinkedIn profile, offering constructive criticism that helps you stand out. They might also share advice from their own experiences to help you refine your approach.

4. Emotional Support Against Rejections

Let’s face it: rejection stings. Whether it’s silence after an application or being turned down after an interview, those moments can chip away at your confidence. A peer group is a safe space to vent, commiserate, and rebuild your spirits. They’ll remind you that rejection isn’t personal—it’s just a step on the path to the right opportunity.

5. Accountability Keeps You Moving

It’s easy to procrastinate or lose momentum when you’re job hunting alone. A peer group adds accountability. Knowing others are checking in on your progress (and you on theirs) can keep you focused and on track, even during the tough weeks.

6. Celebrating Wins Together

Finally, celebrating your victories with people who understand the struggle is incredibly rewarding. Whether it’s a callback, a promising interview, or a job offer, your peer group will be your loudest cheerleaders.

How to Build Your Job Hunting Peer Group

• Start with Your Network: Reach out to friends, former colleagues, or classmates who are also searching.

• Join Communities: Look for job-seeker groups on LinkedIn, Meetup, or other platforms.

• Be Open and Supportive: Share your journey, tips, and encouragement freely. What goes around comes around.

The job hunt is hard, but it’s not a journey you have to face alone. A strong peer group can be the difference between feeling stuck and finding momentum. Together, you can turn rejection into resilience and inspire one another to reach the next chapter in your careers.

So, don’t just search—search together.

I have just created a Slack channel called #never-search-alone where I encourage to show up and mentioned that you would like to meet with somebody in the same career journey, so you can team up and meet for a beer or coffee.

Join our free Slack group here: https://join.slack.com/t/marketvaluecanvas/shared_invite/zt-2tmcc4ov5-3mraoAb3DysXd1r~dv7DBA

Networking events can often feel like a daunting social experiment, filled with awkward introductions and forced conversations. However, when approached with the right mindset and strategies, networking can be a powerful tool for building relationships, expanding your professional network, and even landing your dream job.

In this article, we'll explore the art of effective networking, providing you with practical tips and engaging conversation starters to to spark conversations, make meaningful connections, stand out from the crowd and build relationships at networking events:

Open-Ended Questions:

• What inspired you to pursue a career in [industry]?

• If you could change one thing about your industry, what would it be?

• What's the most challenging aspect of your job, and how do you overcome it?

• What's the most rewarding part of your work?

Industry-Specific Questions:

• What are your predictions for the future of [industry]?

• What do you see as the biggest trends or challenges facing [industry] right now?

• What emerging technologies are you most excited about in [industry]?

• What advice would you give to someone starting out in [industry]?

Personal Questions:

• What do you enjoy doing in your free time?

• Have you traveled anywhere interesting recently?

• What's your favorite book or movie?

• Do you have any hidden talents?

Follow-Up Questions:

• Can you tell me more about that?

• How does that relate to your current work?

• What do you think about [related topic]?

Networking is not just about attending events and exchanging business cards; it's about building lasting relationships that can benefit your career for years to come. By following the tips and strategies outlined in this article, you can become a more confident and effective networker.

Remember, the key to successful networking is authenticity, genuine interest, and a willingness to give back to your community. So, step out of your comfort zone, engage in meaningful conversations, and start building your professional network today. Be curious, listen attentively, and show genuine interest in the other person.

In a rapidly changing work environment, employees often find themselves facing situations where the job they initially signed up for doesn’t match what they’re experiencing on a daily basis.

Changes within the company, management style, or organizational structure can all influence the way people feel about their role, often leading them to explore new opportunities. Here’s a closer look at why people voluntarily or involuntarily decide to move on from their jobs when the original terms no longer apply.

Voluntary Reasons

1. Merger & Acquisition (M&A)

When a company is acquired by a larger entity, it can bring new resources and growth potential. However, these benefits often come with significant cultural shifts.

The unique qualities that once defined the smaller company—such as a close-knit team and a more flexible work style—may be replaced by the larger company’s corporate culture, stricter hierarchies, and different leadership styles.

Many people thrive in smaller, more agile environments and may struggle to adjust to the new ways of working, prompting them to seek roles that better align with their original values.

2. New Company Strategy

Sometimes companies redefine their strategic direction, leading to a focus on entirely new markets or goals. For example, a company that once prioritized innovation may shift to prioritize cost-cutting or efficiency, impacting the type of work that employees are asked to do.

When this new focus doesn’t align with an employee’s expertise, skills, or aspirations, they may feel that their career growth or job satisfaction is being limited, motivating them to seek an organization with a strategy that resonates more closely with their own values and goals.

3. New Management Team with a Different Culture and Vision

A leadership change can completely alter the atmosphere and direction of a company. A new management team often brings a fresh approach, new expectations, and sometimes even different company values.

These shifts can impact an employee’s experience and job satisfaction, especially if the new leaders’ values or methods are at odds with what originally attracted the employee to the company.

When these changes start to affect daily operations or morale, employees may consider finding a workplace that better aligns with their preferred working environment.

4. Reorganization and Reassignment

To adapt to business demands, companies frequently reorganize teams and departments, moving people to new roles or areas that may not align with their core expertise. For instance, someone with a background in product development may be reassigned to customer support due to a departmental shuffle.

When people are placed in roles that don’t match their skill set or interest, they may feel underutilized or disengaged. This lack of alignment can push talented professionals to seek roles where their strengths and career goals are more effectively supported.

5. Challenging New Manager

A new manager can have a profound effect on an employee’s job satisfaction. If a new manager’s style is excessively controlling, overly critical, or even hostile, employees can quickly feel undervalued or micromanaged.

Toxic or domineering behaviors in management can disrupt morale and lead employees to look elsewhere to avoid daily stress and to work in a healthier, more empowering environment.

6. Lack of Professional or Career Growth

When people don’t see a clear path for growth in their roles, it can be challenging to stay motivated and engaged. In companies that don’t prioritize professional development, employees may feel as if they’re hitting a dead end, without meaningful learning opportunities, promotions, or career advancement.

Many professionals value growth and development, so a lack of these prospects can prompt them to look for new roles that support their ambitions and provide learning opportunities.

Involuntary Reason

Downsizing

Downsizing is one of the most common involuntary reasons for a job change. In many cases, companies reduce staff as a cost-saving measure or to streamline operations.

Even highly competent employees can be affected by this process, which can feel sudden and unsettling.

Though being let go can be difficult, it also opens the door to explore roles that might align better with one’s current goals and aspirations.

Final Thoughts

When job conditions or terms no longer match what was initially agreed upon, it’s a natural part of career growth to consider other opportunities.

Whether the reasons for change are voluntary—driven by a shift in personal alignment—or involuntary, such as downsizing, it’s crucial to recognize that moving on can lead to better opportunities.

Prioritizing a work environment that respects personal and professional values is key to building a fulfilling and sustainable career.

Job interviews are often seen as one-sided affairs, with the candidate doing most of the talking. However, a successful interview involves a two-way conversation.

Asking thoughtful questions can not only demonstrate your interest in the role and company but also provide valuable insights to help you make an informed decision.

Here are several examples of good, thoughtful questions you can ask in a job interview to show your interest, strategic thinking, and cultural fit:

About the Role and Expectations

• "What are the key priorities for this role in the first 6 months?"

• "How do you measure success for someone in this position?"

• "Can you describe the typical day-to-day responsibilities of this role?"

About the Company and Culture

• "How would you describe the company culture, and what type of employee tends to succeed here?"

• "Can you tell me about how the team supports work-life balance?"

• "How does the company encourage continuous learning and career development?"

About the Team

• "Can you tell me more about the team I would be working with?"

• "How does the team handle challenges or setbacks?"

• "What are the biggest strengths and challenges of the team I’d be joining?"

Leadership and Growth

• "How would you describe your leadership style?"

• "What opportunities are there for professional growth and advancement within the company?"

• "Are there any mentoring or coaching programs available for employees?"

About Challenges and Opportunities

• "What are some challenges the company or department is currently facing?"

• "What’s the biggest challenge someone in this role might encounter?"

• "Are there any big projects or changes coming up that I would be involved with?"

Closing and Next Steps:

• "What’s the next step in the interview process?"

• "Is there anything else I can provide that would be helpful in making your decision?"

These questions demonstrate curiosity, preparation, and an interest in contributing to the company’s goals. They also help you evaluate whether the role and company are the right fit for you.

What about the dreaded salary topic?

When discussing salary during a job interview, it's important to handle the topic with professionalism and tact. Here’s a guide on how to approach it

1. Wait for the Right Moment

Timing is key. Avoid bringing up salary too early in the process, especially in the first interview. Wait until the employer mentions it or until the later stages of the interview process, when you’re discussing job details or receiving an offer.

2. Research Ahead of Time

Know your worth. Before the interview, research salary ranges for the role based on the industry, location, and your experience. Sites like Glassdoor or Payscale can provide insight into the typical salary for similar positions.

3. Deflect Politely Early in the Process

If salary comes up early and you're not ready to discuss it, you can respond by saying:
"I’m more focused on finding the right role and team at the moment. I’d be happy to discuss salary once we’ve both determined there’s a good fit."

4. Provide a Range If Asked Directly

If you're asked directly about your salary expectations, give a range based on your research: "Based on my research and the responsibilities of the role, I’d expect a salary in the range of $X to $Y, depending on the full compensation package and benefits."

By providing a range, you give the employer flexibility and demonstrate that you’ve done your homework.

5. Ask About the Budget or a Similar Position in the Company

You can frankly and with candor ask about the budget range they have allocated for that position or ask about the salary policy of the company. In some companies certain roles have more or less the same salary.

For example: "I know that you have already people with that role in the company. What are the company average salary or range for those roles? Does it exist a company salary policy?”

6. Emphasize Flexibility

Make it clear that salary is just one part of what you're considering. For example:
"I’m open to discussing compensation in more detail, but I’m also interested in the growth opportunities and the company culture."

7. Ask Questions to Understand the Full Package

If you're at the offer stage, ask about the total compensation package, not just salary. Questions can include:
"Can you tell me more about the benefits package, bonuses, or other forms of compensation?"
"Are there any opportunities for salary reviews or bonuses based on performance?"

Handling salary discussions with professionalism shows that you are aware of your worth while remaining open to negotiation.

In conclusion, asking insightful questions during a job interview can significantly enhance your chances of landing the desired position.

By demonstrating your interest, understanding the company culture, and assessing the fit between the role and your career goals, you can make a strong impression and confidently navigate the interview process.

Remember, a well-prepared interview is not just about answering questions but also about asking them to gain a deeper understanding of the opportunity.

AI generated podcast from this article

If you are one of those who have a profile on LinkedIn without quite knowing why you have it , what you want to achieve with it , and how to actually do it, you should read this.

Today, most people are hired through networks. On LinkedIn, you have the opportunity to build up the network you need to progress in your career. This requires you to work strategically with LinkedIn. Few people have a clear answer as to why they have a LinkedIn profile.

Your personal brand

On LinkedIn, you should work on creating your personal brand and building a strategic network. Your personal brand is what others say about you when you are not present, and it is not necessarily what you think it is. It can be absolutely decisive when you apply for a job, whether you get the promotion you want or whether you become part of the exciting projects in your department.

Few people manage to formulate and communicate a clear picture of what their personal brand is. But on LinkedIn you have the opportunity to create the impression you want others to have of you. You're maybe very good at your job, but if no one knows this, there's nothing you can use it for. That is why you should make your personal brand visible so that others can see what you are worth.

LinkedIn is a marathon

Comparing LinkedIn to a marathon instead of a sprint is about being aware that relationship building takes time. You should therefore work strategically with LinkedIn when you are looking for jobs, but also when you have already one. It can be time-consuming to build real and genuine relationships. By using LinkedIn actively while you are at work, you strengthen your personal brand and build strong relationships that can benefit you later.

LinkedIn Strategy Roadmap

One way to build strong relationships on LinkedIn is by using the LinkedIn Strategy Roadmap. The roadmap should be used as a brainstorming board to help you come up with aspects of your personal brand. So that you can work purposefully with LinkedIn.

The LinkedIn Strategy Roadmap contains 11 boxes that you should think through carefully when working strategically with LinkedIn. Below we go through each and every box.

1. Purpose with LinkedIn

What is your goal for being on LinkedIn? You can have multiple goals. It could be getting a job, getting inspiration, building networks, branding or selling a product.

2. Career goals

What career goals do you have for the future? If you don't have a job, you may want another job. Here it is important that you are specific in relation to the type of position and which tasks you want, and in which type of business.

The more specific you are, the greater your chance of achieving your goals. If you are in work, your wishes for the future may be about building a more solid career in the business you are in.

3. Your personal brand

Everyone has a personal brand. But you should consider whether your brand fits the career you want to have. On LinkedIn, you can work on creating the right impression and expression. Think about whether there is something you can excel at and become a thought leader. It can be strategic to write articles and share posts within the subjects you want to be perceived as an expert on.

4. Value proposition

Show me the money: What value do you create for your employer or customer? Show concrete results. An employer hires you on the basis of the concrete results you can contribute to the business. Think through what jobs and roles you have had and what results they have produced. Be as specific and clear as possible.

The goal of LinkedIn is to create instant trust and credibility with people you've never met. Your profile should make people want to talk to you.

For example, if you work as a salesperson, then being a salesperson is not your value. Your value, on the other hand, may be to acquire profitable customers for the business. Your value becomes even more concrete if you can explain that you have increased your sales earnings by 10 percent. Even better if you can explain whether the 10 percent corresponds to earnings of $ 5,000, 10,000 or 10 million.

5. Career capital

Everyone has a unique career capital. Your career capital consists of valuable and rare qualities such as education, experience, expertise, networks and the like. By creating awareness of your career capital, you can take it with you into a new job or even a new career.

Here is an example:
I have worked as a department manager in a corporation, but tomorrow I want to open a restaurant. Right now I have no knowledge of how to run a restaurant, because I am not aware of my career capital. But I have experience as a department manager and how to lead and motivate people. I know also how to budget and forecast expenses and revenue. This is part of my career capital. By being aware of this, I can take it with me into the restaurant business and build upon it.

This example shows how you can use your own career capital in industries other than the one you are in.

6. Superpowers

Your signature strengths are your superpowers. What you are good at. Think about what success stories you have. What skills did you use to achieve your successes?

7. Audience and result

Think about your purpose with LinkedIn and your career goals. Who is your audience? What do you want to achieve with them?

Try to be as specific as possible and create a list of businesses and people that fit your personal brand and career capital. Once you know which businesses and people you want to reach, the next step is to find out if you have the right network in terms of reaching out to these businesses.

If you have contacts in those businesses, it is important that you nurture these relationships. For example, you can send articles with relevant knowledge to them so that they become aware that you can add value. If you don't have any contacts in these businesses, you should start building up your network right away.

8. Keywords

What language does your target audience speak when they are looking for someone like you?

9. Channels

You can meet your target group via online and offline channels. LinkedIn is an online channel you can use to meet people relevant to your job search and career design.

Offline channels can include fairs, conferences and breakfast meetings. Here it is important that you have considered all the things mentioned here. The goal here is to give the businesses you contact a clear picture of who you are and what you can offer.

You can also add the people you meet via offline channels to your LinkedIn network. It is then important to remember that the first thing your target audience sees when you add them is your profile. Therefore, it is absolutely essential to have a well-developed profile that gives the impression you want.

10. Network

Map which network is relevant to reach your target group. For example, are there any employees in the business you want to work in that you can add to your network? Be sure to both maintain, expand and give value to your network regularly.

11. Implementation

When you have completed the LinkedIn Strategy Roadmap, you have a clearer picture of who you are, what you can do and where you can meet the target group.

The next step is to make a TODO list and implement what you have in mind.

Keep on working strategically with LinkedIn

It is important to point out that even if you have worked your way through the LinkedIn Strategy Roadmap once, you are not finished with your LinkedIn profile. Your profile is a living document that changes all the time.

LinkedIn Strategy Roadmap helps you make the right choices and steer your career in the right direction. There is not just one answer or one right way to use LinkedIn, but what you do must be deliberate and well thought out. You must know what your goal is so that you can work towards it.

The way forward

Are you curious about whether LinkedIn can be something for both you and your company?

• LinkedIn for branding: business and personal

• LinkedIn for B2B - Social selling: sell (find buyers) products & services

• LinkedIn for recruitment and job searching: Employer Branding & Attract Talent

• LinkedIn for career development

• LinkedIn for networking and relationship building

Would you like to receive my LinkedIn Strategy Roadmap document?

Send me an email to jose@facilistation.com

Would you like to get help with your LinkedIn strategy?

Are you curious about how you can design your own career and succeed in it?

Let's talk

Switching careers is a major life decision that can lead to personal and professional growth, but it can also come with challenges.

Here are the top 10 common mistakes people make when switching careers

1. Using traditional job search methods

One of the major mistakes is relying on the same job search techniques that worked in the past. As a switcher, applying online without a targeted approach won’t be as effective since you are competing with candidates who have more direct experience.

2. Not leveraging transferable skills

Many people undervalue the skills they’ve acquired in their previous career. Highlighting transferable skills, such as leadership, problem-solving, or communication, can help smooth the transition.

3. Not rebranding yourself

Many switchers fail to effectively rebrand themselves to align with their new career. This includes updating your resume, LinkedIn profile, and other professional materials to emphasize transferable skills and relevant experience for the new industry.

4. Failing to address employer concerns

Employers may have reservations about hiring someone from a different field. Switchers often fail to proactively address these concerns, such as a lack of direct experience,  in interviews or through their application materials, leaving doubts in the employer’s mind.

5. Understanding the emotional impact

A career switch can be emotionally draining, especially if it involves a significant shift. Prepare yourself for the mental and emotional challenges of starting over.

6. Expecting immediate success

Success in a new field takes time, and many people underestimate how long it might take to feel competent or advance in the new role. Patience is key.

7. Neglecting and overlooking the importance of networking

Networking is critical in a new career. Building connections in the industry you’re moving into can help you gain insights, advice, and potential job leads.  Without industry connections, it’s much harder to gain insider knowledge, learn about hidden job opportunities, or get referrals that could set you apart.

8. Lack of clarity on career goals

Many people make a switch without fully understanding what they want from their new career. Without clear goals, it’s easy to get distracted by the wrong opportunities or become discouraged when the transition doesn’t go as planned.

9. Not upscaling or gaining credentials

Some people attempt to switch careers without the necessary skills or qualifications. Pursuing additional education, certifications, or training is often needed to compete in a new field.

10. Not seeking mentorship and guidance

Having a mentor or career coach can offer invaluable advice, help you avoid common pitfalls, keep your motivation and accelerate your learning curve.

Do you want to avoid these common mistakes?

Are you curious about how you can design your own career and succeed in it?

Book an appointment with me

AI generated podcast from this article

Dear HR Directors and recruiters,

Often, candidates lack clarity on the recruitment process and timeline after the application deadline.

The uncertainty can be frustrating, leaving many in the dark about their application status and what to expect.

Pain point in the candidate journey

A hopeful candidate applies to an exciting position with a deadline.
Questions about the recruitment process can be overwhelming post-deadline...

• How many applicants are vying for the same role?

• What's the process and timeline moving forward?

• How many interviews are there? Any additional assessments?

• When can you expect feedback post-first screening?

• When will you hear about the next steps?

Solution to increase the candidate experience

To enhance the candidate experience, consider sending a personalized email post-deadline.

This automated email could address all the common questions candidates have, ensuring transparency and clarity throughout the hiring process.

It's time to prioritize expectation management, clear communication and provide a positive candidate journey!

An email something like that

Dear José,

We have officially begun the recruitment process for the Team Leader position at Acme Corp, following the deadline. With a total of 135 applications received, the process may take longer than usual.  Your patience and understanding are greatly appreciated. 

Here is an overview of the recruitment process timeline:

1) Screening Process (Approx. 2 weeks from today)

• Relevant candidates will be contacted for a first online interview.

• Ineligible candidates will receive notification via email.

2) First Online Interview (Approx. 2 weeks)

• You will meet the HR recruiter to discuss the company, position details, motivations, and salary expectations.

• Relevant candidates will proceed to a second interview at our offices.

• Ineligible candidates will receive notification and feedback via phone call.

 3) Second Interview at our offices (Approx. 2 weeks)

• Meet the hiring manager and key team members to assess mutual fit.

• Relevant candidates will advance to a third case-based interview.

• Ineligible candidates will receive notification and feedback via phone call.

4) Third and final Interview at our offices (Approx. 2 weeks)

• Present a case study, receive feedback, and discuss your psychological profile.

• The selected candidate will be asked for 3 references and may receive a job offer.

• In case of ineligibility, candidates will receive feedback and test results for personal development.

Your cooperation is valued and appreciated throughout this process.

Do not hesitate to contact me in case wonder anything 

Best regards

Recruiter’s name

Company

Mobile number

E-mail address

As I have written earlier the recruitment process is broken and rigged and the candidate experience sucks.

The percentage of jobs that get advertised can vary, but estimates suggest that around 15% to 20%w of all job openings are publicly advertised.

The majority of positions, about 80% to 85%, are filled through internal promotions, referrals, networking, or direct recruitment efforts.

This is often referred to as the "hidden job market," which many job seekers don't directly see in traditional job postings.

And even that 15% to 20% that gets advertised online is rigged in a way that it is not worth your time, effort, wellbeing and mental health…

Lack of transparency

Many job ads are vague about key details like salary, benefits, or even the specific role requirements. This forces candidates to apply without a clear understanding of the job, leading to wasted time on both sides.

Unrealistic expectations

Some job ads list an overwhelming number of requirements, combining the responsibilities of multiple roles into one. This discourages potential applicants who feel they can’t meet all of the criteria, even if they’re qualified for the core duties.

Automated responses or nor feedback

Many candidates experience a lack of response or automated rejections, which makes the application process impersonal. It’s also common for applicants to not hear back at all, leaving them in limbo.

Outdated or misleading ads

Sometimes, job ads remain posted even after the position has been filled, or the ad might not reflect the current state of the company or the actual needs of the role.

Overemphasis on exprerience

Many job ads prioritize years of experience over skills, which can exclude talented individuals who may be qualified but don’t meet arbitrary experience thresholds.

Poor formatting or structure

Some job ads are difficult to read due to poor formatting, unclear structure, or overly technical jargon, making it hard for applicants to determine if they are a good fit.

The job opening is not real in the first place

Some positions have been already given to either internal candidates or other candidates that the hiring manager wants to hire, but by law or internal policy they are required to advertise the position in the open job market. Is is a fake job opening.

✋DO NOT EVER APPLY FOR A JOB POSTING ONLINE ✋

💡 Spend rather 100% of your time getting referrals, networking and building your personal brand as an authority.

Are you curious about how to actually do it and have fun in the process?

Let's talk

UPDATE: AI generated podcast from this article

You are probably good at marketing the company you work for. But how do you respond if you are told to market yourself? You should have the answer ready before you use it.

Today, people change jobs more frequently than just a few years ago. In the last two or three years, large parts of the world’s working life have been through a major wave of downsizing and restructuring. And it is not a temporary state, but a reality we have to get used to.

Being employed today is a risky sport. If you deliver poor results, you can lose your job for the day. No one is safe. Even if you enjoy your job and have your finances in order, changes can suddenly occur that make you have to think again. Humans in manufacturing companies are increasingly replaced by robots, and digitization means that the work employees do can be outsourced to low-cost countries. Some gain different perspectives on their career when they start a family, or discover that they really want to do something completely different.

Have a plan B

If you suddenly find yourself in a situation where your career takes a new direction, it is important to be prepared.

You simply have to have a plan B. There are exactly the same principles that underlie career management as for running a business: You must have a product you can sell, a network to sell the product to and a brand that says something about the product.

It is important to have genuine relationships with the people you have in your network, because you don't do business with a logo, but with people.

When it comes to career management, you yourself are the product you have to sell: Who are you? What value do you create for potential employers? What is your market value? You must build a network towards the target group you are attractive to, and who will buy you and your services.

You should also work on building up a personal brand: What do others say about you when you are not present? It is what determines whether you get your dream job or responsibility for exciting projects you want to lead.

LinkedIn as a tool

Even if you are in a secure position and enjoy your job, there is no reason to wait to take control of your career.

At the same time as you build relationships in your job and spread the company's brand, you can also create relationships in relation to your own career and strengthen yourself as a brand. I work with many senior managers, and I am constantly surprised that even managers who work with branding, and who have no problems marketing the company, suddenly become speechless when I ask them to market themselves.

Make an overview of what you do that creates value (preferably documented in kroner and øre), what is your career capital (education, experience, valuable competence and so on), what are your signature strengths, which network you have and which platforms you operate on.

If you use LinkedIn correctly, it can be a very valuable platform.

Examples of networking platforms can be LinkedIn, a blog, lectures, books you have written or a podcast. It's about finding places where you can make yourself visible to those in your target group.

When it comes to both business and career, LinedIn is definitely the best networking platform.

If you use LinkedIn correctly it can be a very valuable platform. LinkedIn is not a social network like Facebook, Twitter and Instagram, which are parts of your private sphere. It is a business network that is not - as many people think - a place to find a new job, but rather a place for skills development. On LinkedIn, you can keep up to date with what is happening within your industry and your field of expertise.

As of 2024, LinkedIn has over 950 million users globally, continuing its growth as a major professional networking platform. It's also home to more than 67 million companies, making it a vital space for business networking and marketing. LinkedIn's reach and engagement have seen significant improvements in recent years, with features like newsletters boasting over 450 million subscriptions.

LinkedIn is a fantastic tool for networking, where you can stay professionally up-to-date and work strategically towards your own defined target group. I have gotten to know many people via LinkedIn whom I have since met in person and developed good, personal relationships with.

This is how you take control of your own career

• Build strong, genuine relationships. It's not about how many people you know, but about how many people know you.

• Build your personal brand. Think about whether you have the right brand in relation to the network you want to make your mark in. It doesn't help if you're the smartest in the world if only your family knows it.

• Be aware of your personal market value in relation to work and career. What value do you create for your employer and customers that makes you deserve your salary?

• What is your career capital: What is unique and valuable about you in terms of education, experience, etc.?

• What are your signature strengths? What tasks are you good at?

• Which people do you have in your network?

• Do I have the right networking platform to succeed in my career?

Are you curious about how you can design your own career and succeed in it? Does that sound interesting?

Book an appointment with me

4 weeks ago I wrote a personal and open hearted LinkedIn post where I shared my unsuccessful, frustrating and de-humanizing experience as a job hunter looking for a job in the past 4 months, where I have sendt 51 applications (until today), got 11 first time interviews, 5 second time interviews, and got to be 2 times second candidate… 'Close, but No Cigar.

After the initial virality, debate and engagement with the post in LinkedIn, I was encouraged and challenge by lots of people to share it here in my own blogg and with my own tribe. So here you are the original post in Facili-station, and the follow-up in LinkedIn.

Since I got the unfortunately news of my downsizing and redundancy in Telenor at the end of April, I have been actively looking for a new job and my personal experience with most of the "professional" recruiters in Norway and the recruitment process, it couldn't have been worse and I feel disappointed and disillusioned with that industry and profession.

I have been feeling....

🫣 Harassed - One senior external "recruiter" got pissed off and said so to me to shut up, because I asked lots of questions in the first job interview, making me feel bad, like an idiot, disrespected and harassed , just for doing my job as a candidate... to ask relevant questions to figure out if the company, position and myself are a good match.

🫣 Ghosted - After sending some well thought and well written applications and even after some first interviews,  I heard nothing at all from the recruiter or company.

🫣 Judged by "incompetent" people - In some cases the recruiters did not have any competence, experience nor understanding of my profession and industry, but nevertheless they could judge me and decide my career future.

🫣 Used - I have spend my fair share of personal and mental time, answering some personality and intelligence tests (and working on cases), but in some cases I never got an explanation and the test on how I scored and what it meant to me. The company may have gotten an psychological "understanding" of me, but I never got wiser on the results, because ther were never explained to me.

🫣 Being an object and commodity - some recruiters use candidates as an object be used and thrown away and a transaction to fill they pockets with money, rather than a fellow human being to be treated with empathic and respect in a difficult part of life.

🫣 Forgotten - In some situations after some first interviews where I didn't go further, I got no feedback on neither why I didn't go further in the process, not what I could have done different and work on for such position in the future.

🫣 Being lied to my face (Untrustworthiness) - In some processes I got said that I was going to get an answer by some date, but when the date come, I got crickets (read ghosted)

🫣 Jumping hoops: "the system says NO!" - I saddens me to say the some of the worst UX (User Experience) I have encountered in my life with dark patterns and terrible usability all over, are recruitment systems where you have, each time,  to fill 1.000 of separate fields  to entre your experience. I just want to upload my CV!

Talk about building trust, psychological safety and human relations...

The process is broken and the customer / candidate experience is TERRIBLE, to say the least.

What can we do to improve it and bring humanity and respect to it?
What has been your personal experience?

After the overwhelming positive response and lots of DMs where people asked for help and guidance in the rigged and broken process , I have decided to run a one-day Market Value Canvas onsite workshop in Oslo (Norway) in October.

https://miro.com/miroverse/market-value-canvas/

Do you want to learn how to hack the system, design your career, find your dream job and have tons of fun with the process?

The Market Value Canvas is a powerful career tool for people who want to design and level up their career by finding and landing their dream job.

In the workshop you will learn how to find your real market value, your target employer, and design your career path in a step-by-step process on how to bridge the gap and bring your value to the market, achieving candidate-market fit: the value you bring to potential employees and how to find them.

Have look at this video and if you are interested and want to know more, book an video appointment with me so we can figure out if this is something for you.

Career Design Workshop in Oslo 🌟 - Watch Video

Want to know more about the Market Value Canvas?

Join my coming webinar "Market Value Canvas" workshop walkthrough” on Wednesday, September 18, 2024 5:00 PM to 6:00 PM CEST

Sign up HERE

Let's meet & talk