Career development

12h

Wharton psychologist Adam Grant: Here's my 'favorite advice to job seekers' -- it's the easiest way to learn about a company's culture

Wharton professor and organizational psychologist Adam Grant

If you ask, "What's your company culture like?" in a job interview, chances are you'll get a generic answer.

"Our team is really collaborative," the recruiter might say. "We're like a family here. We place a strong emphasis on open communication and working together towards a shared goal."

The problem is that these responses can feel... canned or rote. They don't end up giving you the information you need.

"My favorite advice to job seekers and career switchers is, Don't just ask people to describe the culture, because you tend to get a lot of platitudes and cliches," Wharton psychologist Adam Grant says. "What you want to do is anchor more in people's day to day experiences. And the easiest way to do that is to ask, 'Can you tell me a story about something that happens here but would not elsewhere?'"

Grant, who's a bestselling author and Glassdoor's "Chief Worklife Expert," has been a public speaker and leadership consultant for over 10 years. He says that asking this question helps you to truly get a feel for interactions at this particular company -- something many job seekers don't spend enough time analyzing.

"You want to spend as much time vetting the culture of the place as you do the nature of the work," says Grant. "Our opportunities are shaped as much by the people and values around us that they are by what we're doing day to day." more

Career development

12h

Wharton psychologist Adam Grant: Here's my 'favorite advice to job seekers' -- it's the easiest way to learn about a company's culture

If you ask, "What's your company culture like?" in a job interview, chances are you'll get a generic answer.

"Our team is really collaborative," the recruiter might say. "We're like a family here. We place a strong emphasis on open communication and working together towards a shared goal."

The problem is that these responses can feel canned or rote. They don't end up giving you the information... you need.

"My favorite advice to job seekers and career switchers is, Don't just ask people to describe the culture, because you tend to get a lot of platitudes and cliches," Wharton psychologist Adam Grant says. "What you want to do is anchor more in people's day to day experiences. And the easiest way to do that is to ask, 'Can you tell me a story about something that happens here but would not elsewhere?'"

Grant, who's a bestselling author and Glassdoor's "Chief Worklife Expert," has been a public speaker and leadership consultant for over 10 years. He says that asking this question helps you to truly get a feel for interactions at this particular company -- something many job seekers don't spend enough time analyzing.

"You want to spend as much time vetting the culture of the place as you do the nature of the work," says Grant. "Our opportunities are shaped as much by the people and values around us that they are by what we're doing day to day."

Brianna Doe, founder of boutique marketing agency Verbatim, learned this the hard way. She once accepted an offer from a company that wasn't clear on what its culture was like, Doe said last year. After joining, she wished she had been better prepared.

Now, having led hiring interviews for over seven years, Doe advises professionals to learn about the culture by asking questions like, "What are the common themes that you find among your highest performers?" and, "What would the first 30 days look like for the person in this role?"

At a new company, your specific position matters, but so does the big picture.

"Everybody's job changes over time, and you might end up in a role that was a great fit for you today, and it's not such a good fit tomorrow," Grant says. "Ultimately, the best shot you have in improving that situation is having joined a culture where you know people are invested in your growth, success and well being."

When you ask the kinds of questions suggested by Grant and Doe, you can sift through the answers to look for patterns, both positive and negative. Maybe there's a fun, quarterly incentive to get employees excited about meeting certain goals. Or maybe there's a palpably competitive atmosphere, which can make some workers feel uncomfortable.

Those are experiences you likely won't hear about when simply asking what the company culture is like. And culture matters: Many employees say that they want to work for companies that share their values and where they feel engaged and respected.

As a job seeker, you can gain valuable information by asking their employees for their stories.

"When people tell those stories, they give you lots of clues about whether this is the kind of organization that [provides] a sense of psychological safety, fairness and control, where you can really shape your own destiny," Grant says. more

Career development

13h

5 Core Skills Clients Want in Consultants | Freshminds

Within any consulting framework, the boundaries between senior consultants and clients have always been blurred. However, this has become more so in recent years as more experts choose to work within an interim or fractional system. Having experience on both sides, Rick Limentani, a senior consultant in Freshminds' network, looks at the five core generalist skills a client will recognise and seek... out when choosing a consultant.

The consulting market has been slow lately, both for freelance contractors and for big consultancies. There are signs that it is starting to pick up again, as it always does, but in the meantime, a quiet spell leads to greater competition for any available projects.

This means that clients who are looking for support on a particular issue find themselves blessed with a greater choice than they might normally have.

One of the consequences of this greater choice is that potential clients can be more demanding in the level and specificity of experience that they seek from contractors. Despite this, however, looking at the opportunities available on the Freshminds website for instance, almost every role specification I read is built around the same set of key skills. These skills are what define the role of 'consultant' and have certainly underpinned my own freelance success for two decades.

These days, as a senior consultant, I often need to pull together a small team for the projects that I land. As a result, I spend as much time on the client side of the recruitment equation. This has highlighted that these are also the skills that matter to me as a client.

Having demonstrable examples of these five key consulting skills on your CV, and at the front of your mind when interviewed, is now something I actively look for in a candidate.

Data analysis is a skill that never goes away. As you progress in your career you will likely find yourself building fewer spreadsheets, but even at partner level I still see experienced hands digging into the base data for themselves to satisfy concerns and answer questions.

Laying out an analysis in a clear, logical structure that can be dynamically adjusted, with space for growth and adaptation, is an essential habit that comes from practice, and is immediately apparent to anyone looking at your work.

Analysis tools have developed a lot in recent years, and keeping up with the new advances in Excel, Tableau, Power BI and beyond may feel like a Sisyphean task sometimes, but the truth is that doing the analysis is not where we show our worth. Most problems can be solved using simple formulae and basic analysis techniques, and where they can't there is a wealth of online guidance on how to do the tricky bits.

The key is to know which analyses to do, and how to turn the outputs of such analyses into actionable insights. This is where a consultant can then really show their value.

Clear, consistent, concise and compelling. That's my mantra for written communications. I've worked at a range of consultancies with very different styles over the years, from vertical word reports to Keynote documents built by an on-site graphic designer, but that mantra has always held true.

Personally, I find it hard to move far from my early consulting training on this and think there's something inherently beautiful about a perfectly pyramid-structured PowerPoint presentation. I have seen individual slides go through dozens of refinements and honing to meet these goals, but the mantra is equally valid for writing emails.

In general, laying out a clear structure, sticking to that structure, focusing on a single message at a time, and ensuring you include a summary for the people who inevitably won't have time to read the rest, are the most valuable things you can do in any written communication. No matter what brilliance you come up with for your client's benefit, if they don't understand your ideas or don't believe in them, then they won't implement them.

On the face of it this ought to be the most straightforward element of any job: making sure the work gets done on time.

In practice, it's a valuable skill in its own right, with any number of different strategies and approaches that are worth learning, but which all boil down to essentially the same thing: making as robust a plan as possible, getting everyone involved to sign up to it, then tracking against it.

The variation comes in deciding how and when to adapt a plan, how to drive things forward if they're sticking, or how to overcome a particular obstacle. Regardless of the method, the goal is the same: delivering work on time and on budget are key skills that we should all aspire to, and that are still being written into role descriptions for that reason.

The softest of soft skills can be one of the hardest to learn. There are many different aspects to stakeholder management, from tactfully pushing back on scope creep to carefully leveraging the internal politics of your client's C-suite. I personally avoid the Machiavellian approach and focus on ensuring that I'm including everyone who should be included, at every stage. I often have an open conversation with my key stakeholders at the start, about who else I should be including. I find that affable openness has served me well, even when that includes openly explaining that I'm not able to tell some people some elements of my work (e.g. when working with defence suppliers).

Different people like to be communicated with in different ways. Recognising which stakeholder enjoys frequent chats over coffee, versus another who only requires emails with a clear action request at the top, is essential to effectively building those working relationships.

This is a skill that obviously becomes more important the more senior you become, but even if you're just starting out, the ability to motivate, support and mentor your colleagues are skills that stand out. As a contractor, this has been one of the harder skills to develop, as it's rare to have the chance to manage the same team for a sustained period of time.

Leadership is a multifaceted skill, requiring strategic vision, modelling of good behaviour (e.g. ethics, inclusivity) and a lot of emotional intelligence. It's a complex, nuanced role: building a team, motivating those around you, empowering and delegating while at the same time supporting and challenging. Few leaders have received any formal training, and everyone is just doing their best, so good leadership skills always stand out.

Of course, there are many other skills that consultants bring to their clients, along with a broad hinterland of experience from other sectors and projects that can cross-pollinate to form transformative strategies.

Despite that, these five skills remain the universal cornerstones of any good career as a business consultant. Alongside the sector and role specifics for a particular project, these are the demonstrable skills that clients are looking for.

About the Author

Rick Limentani is an experienced freelance strategy consultant. He started at McKinsey, before setting up his own consultancy, and has worked alongside Freshminds for over 20 years. In his spare time, he is also an award-winning writer and a magistrate. more

Career development

13h

Four Lies To Tell In Job Interviews To Get Hired

Hiring season is heating up, and studies show that 70% of job seekers admit to lying on resumes and in job interviews. They pump up skills and responsibilities, inflate metrics or even invent a job title. Most people lie from fear of consequences, desire for personal gain or protecting someone else. But, because the risk of getting caught and damaging your career is real, the rule of thumb is to... never lie on a resume or in a job interview. But is it ever a good idea to bend the truth a little? Under certain circumstances, some leaders say that there are four lies to tell in job interviews to land the position.

There are at least 15 types of lies, for example, lies by mistake, deceitful lies and lies of omission. And then there are little white lies--also known as fibs--that we tell with good intentions so as not to harm another person. According to Avery Morgan, chief Human Resources officer at EduBirdie, there are times when a little white lie might actually work in your favor. She shared with me four strategic lies you MUST tell to land the job.

1. Lie about your ex (boss). According to Morgan, your old boss might've been the literal worst. Nevertheless, she suggests keeping that tea for the group chat. "When asked why you're leaving your current position, sprinkle some sugar on it," she advises. "Try something like: 'I'm looking for more growth opportunities, and this new role aligns perfectly with my goals.' Let the HR read between the lines that your boss micromanages you to death." She mentions that employers seek positivity, not drama, and recommends that if your last gig was a toxic nightmare, make it look like a paramount learning experience.

2. Claim you're in demand. "You might be desperate for this job," Morgan states. "It might be your dream job. But please don't say that out loud. Instead, play a little bit hard to get. You can casually mention something like: 'I'm exploring a couple of great offers right now, but I'm really excited about this one.'" Why? she asks, explaining that nobody wants the candidate ghosted by dozens of other companies. "They want the hot stuff everyone's chasing," she insists. "Even if this is the only interview you've landed, give them some FOMO."

3. Hide your entrepreneur ambitions. If this position is your stepping stone towards starting your own thing, Morgan recommends that you keep that to yourself. "A potential employee saying, 'I'm planning to start my own business eventually,' screams flight risk," she points out. "You can re-frame your ambitions to sound more like 'I'm focused on growing my skills within a strong team like yours,' which doesn't suggest you're here forever, but you're not waving a giant red flag about it, either." She advises that relocating or taking a gap year to "find yourself" are to keep under wraps for just now, too. "If the interviewer asks about your five-year plan, don't overshare the dreams of backpacking through Europe," she declared. "Instead, focus on skills you want to develop and things you want to accomplish. Or hit them with something like 'In five years, I see myself thriving here and contributing to the team's growth.' It's not even lying; it's strategic editing to show the commitment an employer wants to see."

4. Fake "dream candidate" energy till you make it. Morgan asserts that job listings often come with a mile-long list of requirements, adding that the truth is, no one expects you to check every single box. "Read between the lines, focus on the most essential skills they're looking for (don't lie about them though) and show confidence in your ability to learn and grow," she stresses. "Instead of, 'I don't have direct experience with this software,' pivot to: 'While I haven't done this, I've successfully tackled similar challenges like this and that, so I'm confident I can learn quickly.'"

I have written for Forbes.com in the past about how poker strategies can give you a leg up on a job interview. Now, Morgan reveals certain acceptable lies everyone should tell in a job interview known as "smart positioning" versus lies based on dishonesty. She distinguishes the difference this way: "Think of it like makeup versus plastic surgery -- fabricating hard skills or experience is like getting a whole new face, while framing your story right is like using contour to sharpen your best features."

Morgan considers an interview to be a high-stakes game with a time limit and notes that you can't expect HR to truly see the full picture of who you are in just an hour. "So the lies I'm talking about are just about playing the game strategically," she clarifies. "Say your ex-boss was toxic (even if true), and the interviewer hears: 'I'm hard to work with.' Mention your plans to start a business or fail to sell yourself, and they think, 'You're not committed.' Come off too desperate, and your value drops. Smart positioning isn't about faking it -- it's about presenting yourself right."

At the end of the day, interviews are all about perception and making the right impression. And "fake it until you make it strategies" are legitimate for career success. Morgan's advocacy for telling lies in an interview is based on what she calls "smart positioning." She emphasizes that your story should be grounded in the framework of your actual hard skills and tailored to highlight your strengths. In that context, she concludes, there are four lies to tell in job interviews to help you ace the challenge. more

Career development

14h

2 interview red flags according to a co-founder who's hired and interviewed hundreds of people

Elizabeth Gore has hired and interviewed "hundreds of people," she says.

Gore worked at the United Nations Foundation then Dell helping entrepreneurs around the world build their businesses. In 2017, she co-founded Hello Alice, a platform helping entrepreneurs gain "access to capital like grants, loans, credit," she says, and connecting them with a network of like entrepreneurs.

When it comes to... finding the right candidates during job interviews, she loves asking questions like, "what do you think we're doing wrong at our company?" as a way to gauge what they can bring to the table, she says. She also pays attention to what turns her off.

Here are two of her biggest red flags.

Gore's No. 1 red flag is seeing that a candidate is focused solely on what's in the job description. It's fine to think about that list of tasks, "but how are they going to go beyond it?" she says.

The job description outlines the basics of what a job entails, but it can't cover everything, especially original initiatives. "How are they going to stretch?" Gore says about what she considers. "How are they going to push our company goals? What innovation are they bringing to the table?" All of these could mean success for her company down the line.

To see if a candidate has thought beyond the listing, she'll ask questions about their ideas for the company and try to get feedback about what the company could be doing better. If they come with critical thoughts and relevant pitches, that's a good sign.

This kind of expansive thinking is especially important at startups. Employees have to innovate, but they often also have to wear many hats. "Our motto is 'everyone takes out the trash,'" says Gore. She wants something who's going to do whatever is necessary to move the team forward.

Sussing out what candidates are focused on helps Gore uncover her second red flag: people coming into the interview unprepared.

If she asks a question like, "what other ideas do you have?" and the answer is "well, you know, I would have to do more research," she says, "or I didn't have time to look into the company," it's clear they didn't bother to do the bare minimum of learning about the opportunity, let alone think big about how to solve problems.

This behavior is unfortunately common. "I'm actually shocked at how many times people don't do their homework," Adriane Schwager, CEO and co-founder of hiring platform GrowthAssistant, previously told Make It. Her biggest piece of advice to people at any experience level is to show up prepared.

Gore is most interested in candidates who have "done significant research on the company" with "ideas to bring," she says. Those are the people who could help her company reach its goals.

Want to up your AI skills and be more productive? Take CNBC's new online course How to Use AI to Be More Successful at Work. Expert instructors will teach you how to get started, practical uses, tips for effective prompt-writing, and mistakes to avoid. Sign up now and use coupon code EARLYBIRD for an introductory discount of 30% off $67 (+ taxes and fees) through February 11, 2025. more

Career development

14h

7 Colossal Mistakes People Make When Applying for Jobs

Applying for jobs is often frustrating. While some people find success quickly, others endure rejection after rejection before finally landing their dream job. Job hunting can be lengthy and time-consuming and can range from a few days to several months.

Some job seekers face difficulties securing employment due to persistent mistakes, which are often unknowingly made and can hinder their chances... of landing their ideal role.

Here are some common mistakes people make when applying for jobs and how to fix them.

1. Ignoring Your LinkedIn Profile

Even if social media isn't your thing, LinkedIn is a valuable asset for job seekers. It's becoming increasingly common for job applications to request a link to your LinkedIn profile. If yours hasn't been updated in a while, it may not represent your best professional image and could hinder your job search, so it's best to get that up-to-date as soon as possible!

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Before applying for jobs, take some time to update your LinkedIn profile properly. First, update any LinkedIn headshots you already have with a more modern, professional picture of yourself, then make sure your job history and skills sections are current.

2. Applying With a Generic Résumé

When applying for new jobs, using the same résumé you always do and just adding your updated work experience may not be a good idea. Employers may not need to see all of your work experience from high school, and not all of your volunteer experience will be relevant.

Instead, focus on tailoring your résumé to the specific job you're applying for. For example, if you're going for a financial analyst position, your college job flipping burgers may not be applicable, but your internship at J.P. Morgan will certainly look good to the firm.

Focus on your most relevant job experience and develop a functional résumé showcasing your work rather than a simple chronological version.

3. Forgetting to Proofread Your Résumé and Cover Letter

Your potential employer may not be a grammar nerd, but they certainly won't be impressed by typos and glaring grammatical errors. It takes only a few minutes to comb through your résumé for errors, and you should be sure to take that time. It doesn't hurt to ask your grammar nerd friend to look through it, either.

Better yet, consider using a spell-check tool like Grammarly to find and help you correct obvious mistakes. Because AI makes it so fast and easy to spell-check your application, most employers expect it during the job search.

4. Skipping the Cover Letter

Not every job requires a cover letter, but if it's requested, you must include it. It's not a suggestion; they want to see your writing skills and a good description of the work experience you have under your belt.

Sometimes, including a cover letter is a good idea, even if it's not requested. It certainly won't take away from your job prospects, and it may impress your future employer. They may see you as someone who takes the opportunity more seriously and is thorough in their work.

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5. Following Up Incorrectly

After submitting your résumé and job application, it may be tempting to reach out to the hiring representative frequently to ask about the status of your application. However, no one will appreciate this.

And if you're given an interview, send a handwritten thank-you note (when appropriate) or a polite email thanking them for their time. This can be a good time to add a couple of details you might not have mentioned in the interview or an additional contact method for them to reach you if needed.

It's generally considered acceptable to reach out two to three weeks after the interview to check on your application status unless a different time frame was stated in the job description. Avoid repeatedly sending emails. If they haven't gotten back to you, assume you didn't get the job and move on.

6. Not Following Instructions

Read the application instructions carefully so you don't miss any steps or neglect to add any information the company asks for. It's not rocket science, but it will take some time. If you don't put in that time, you risk creating the first impression that you are lazy -- all because you didn't follow the instructions.

7. Not Using the Power of Networking

Despite exceptional qualifications in your résumé, cover letter and work history, the job may still elude you. This is where networking comes in. Building relationships with key figures within the company's inner circle can enhance your job application by creating a personalized connection. This interaction adds a human element to your résumé, making it stand out from the crowd and increasing your chances of success compared to other applicants.

If you're looking for a job in a particular field, it's always a good idea to let any acquaintances you already know in that industry about your search. You may be surprised to learn that many of them have connections and are eager to introduce you to potential employers.

Maximize your job search by leveraging LinkedIn. Connect with hiring managers and recruiters from target companies. Explore potential job openings that align with your qualifications and interests. This proactive approach can uncover suitable positions that may not be publicly advertised. Because you took the initiative and reached out first, it might give you a significant edge over the competition.

Learn From These Colossal Mistakes

Many previous job searchers have made these common mistakes, so you don't have to. They've discovered that not putting in the appropriate time and effort into the job search process can have disastrous consequences.

If you're struggling to land a job offer, it's important to identify potential errors in your job search process. Trial and error is often necessary to understand what's effective and what's not, and the specific obstacles and achievements you encounter may vary from others.

Mistakes are valuable lessons that should be embraced for their ability to foster growth. By embracing a mindset focused on learning and continuous improvement, you can avoid past errors and unlock success in future endeavors.

This contributor content is printed as is and contains links to third-party websites or services that are not owned or controlled by the publisher, Lee Enterprises. Lee Enterprises does not endorse the websites, products or services referenced. Any claims, recommendations or errors are the contributor's own, and the reader is responsible for evaluating all products and services.

Lee Enterprises newsroom and editorial were not involved in the creation of this content.

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Career development

14h

2 interview red flags according to a co-founder who's hired and interviewed hundreds of people

Elizabeth Gore has hired and interviewed "hundreds of people," she says.

Gore worked at the United Nations Foundation then Dell helping entrepreneurs around the world build their businesses. In 2017, she co-founded Hello Alice, a platform helping entrepreneurs gain "access to capital like grants, loans, credit," she says, and connecting them with a network of like entrepreneurs.

When it comes to... finding the right candidates during job interviews, she loves asking questions like, "what do you think we're doing wrong at our company?" as a way to gauge what they can bring to the table, she says. She also pays attention to what turns her off.

Here are two of her biggest red flags.

Gore's No. 1 red flag is seeing that a candidate is focused solely on what's in the job description. It's fine to think about that list of tasks, "but how are they going to go beyond it?" she says.

The job description outlines the basics of what a job entails, but it can't cover everything, especially original initiatives. "How are they going to stretch?" Gore says about what she considers. "How are they going to push our company goals? What innovation are they bringing to the table?" All of these could mean success for her company down the line.

To see if a candidate has thought beyond the listing, she'll ask questions about their ideas for the company and try to get feedback about what the company could be doing better. If they come with critical thoughts and relevant pitches, that's a good sign.

This kind of expansive thinking is especially important at startups. Employees have to innovate, but they often also have to wear many hats. "Our motto is 'everyone takes out the trash,'" says Gore. She wants something who's going to do whatever is necessary to move the team forward.

Sussing out what candidates are focused on helps Gore uncover her second red flag: people coming into the interview unprepared.

If she asks a question like, "what other ideas do you have?" and the answer is "well, you know, I would have to do more research," she says, "or I didn't have time to look into the company," it's clear they didn't bother to do the bare minimum of learning about the opportunity, let alone think big about how to solve problems.

This behavior is unfortunately common. "I'm actually shocked at how many times people don't do their homework," Adriane Schwager, CEO and co-founder of hiring platform GrowthAssistant, previously told Make It. Her biggest piece of advice to people at any experience level is to show up prepared.

Gore is most interested in candidates who have "done significant research on the company" with "ideas to bring," she says. Those are the people who could help her company reach its goals. more

Career development

14h

Total Rewards vs EVP - How Are They Different?

Career development

15h

Professional development through tailored training at Chanelle Pharma

What does the company produce, and have you a mission statement outside of this?

Chanelle Pharma is Ireland's largest manufacturer of generic pharmaceuticals for human and animal health. Our mission is to provide affordable medicines that extend and improve the lives of people and animals.

Key opportunities are available in Business Development, Finance, IT, Production/Operations, and... Quality

Career development and growth opportunities: The company places a strong emphasis on professional development through tailored training programs, mentorship opportunities, and internal promotions. This dedication to employee growth ensures a rewarding career path and enables individuals to reach their full potential within a global pharmaceutical leader.

Chanelle Pharma contributes to the local community in several meaningful ways:

Job creation and economic growth:

As one of the largest employers in its region, Chanelle Pharma supports the local economy by creating job opportunities across a variety of roles, from manufacturing to research and development. This has a ripple effect, benefiting local businesses and services that rely on the company's presence.

Education and training initiatives:

Chanelle Pharma collaborates with local schools, universities, and training institutions to provide educational opportunities, internships, and apprenticeship programs. By nurturing local talent, the company helps equip the next generation with valuable skills and career prospects.

Charity and community engagement:

The company actively supports local charities, community events, and fundraising efforts, demonstrating a commitment to giving back. Whether through sponsorships, volunteer programs, or donations, Chanelle Pharma strengthens its ties with the community and enhances the quality of life for those around it.

Awarded the Bronze Badge for adopting sustainable practices at Trade Conferences.

Recognized with the Bronze Accreditation for Investors in Diversity, becoming the first organization to achieve this distinction for both its Irish and UK divisions.

Awarded the Bronze Badge by EcoVadis for sustainability excellence.

Certified with ISO 14001 for Environmental Management Systems (EMS ).

Honoured as Private Label Supplier of the Year by Pets at Home.

Named Overall Winner of the Marketing Campaign of the Year for Rheumocam.

Innovation and problem-solving skills: Chanelle Pharma thrives on innovation in pharmaceutical research and development. Applicants should demonstrate creativity, critical thinking, and the ability to develop solutions that drive progress in a fast-paced environment.

Team collaboration and communication: As a global company, Chanelle values individuals who work well within diverse teams and communicate effectively across departments to achieve shared goals.

Adaptability and resilience: The pharmaceutical industry is ever evolving, and Chanelle seeks applicants who can adapt to change, embrace challenges, and remain focused under pressure.

Commitment to quality and excellence: Chanelle maintains high standards in product development and customer service. Attention to detail, a commitment to compliance, and a drive for excellence are essential attributes for success.

Passion for continuous learning: With a strong focus on professional development, Chanelle values applicants who show eagerness to learn, grow, and contribute to advancements in the pharmaceutical and healthcare sectors. more

Career development

15h

Make the most of January and February if you are job hunting

Research reveals that January and February are prime months for job hunting, with companies hiring the most new staff during the first two months of the year1.

For those who are looking to make a career change, be that to take on a new challenge, switch industries or return to work, careers expert and Programme Director for careers campaign Generation Logistics, Bethany Windsor, shares her five... top tips to help job hunters.

Know what you want from your career"Before you jump into the job market, take time to reflect on what you truly want from your career," Bethany begins.

Research from Generation Logistics reveals that 69% of job seekers prioritise work-life balance when selecting their dream role, while 66% seek competitive pay2.

"Establishing your priorities - whether that is flexibility, growth opportunities or company culture - will help you to focus your search and find a role that fits with your values and lifestyle.

"This may include taking a look at a different career path that is better suited to you than one you may already be established in. For example, logistics is a sector that 90% of people have never considered as a career choice3 yet it offers flexibility as well as excellent opportunities for career growth.

Tailor your CV for maximum impact"When it comes to your CV, being clear and concise will have the strongest impact. Avoid clichés like "hard-working","team player" and "go-getter" as they add little value. Instead use active verbs like "led", "achieved" or "delivered" to highlight your achievements.

"Timing is key. Keep your CV relevant by including only roles from the last 10 years that align with the position you are applying for, ensuring your CV stays focused. Trim unnecessary personal details such as your date of birth, marital status, or photos unless specifically requested, maintaining a professional tone throughout

"Additionally, simplify the formatting of your CV to avoid complicated layouts that might confuse applicant tracking systems. A clean, easy-to-read design will increase your chances of passing through the initial sift and catching a recruiter's attention."

Don't mass-apply - be strategic"Rather than sending out numerous applications to every job on the market, take the time to research each opportunity thoroughly," Bethany continues.

"It's important to understand the company culture and job role, to ensure that it aligns with your personal goals. Being strategic about where you apply will lead to better results in the long run and increase your chances of finding a role that excites you and matches your skills."

Optimise your online presence "In today's digital world, your online presence plays an important role in the hiring process. Ensure your LinkedIn profile is up-to-date and aligned with your CV.

"Additionally, clean up any personal social media accounts that might not reflect a professional image. A strong online profile can help you standout, especially if you're active within your industry and engage in regular discussions."

Network to increase your chances"Networking is one of the most powerful tools in a job search," Bethany explains.

"Whether you're connecting with industry professionals on LinkedIn, attending networking events, or engaging with people in your field, building relationships can lead to valuable opportunities. The more you network, the more likely you are to hear about unadvertised roles or receive referrals from contacts in your sector. "

Bethany concludes: "In today's highly competitive job market, standing out from the crowd is crucial. Finding a role may be tough, but those who put in the effort to understand what they truly want and how to present themselves strategically will be in a strong position to succeed.

"Through Generation Logistics, we aim to raise awareness of the many opportunities in the logistics sector. But we also highlight the accessibility of those opportunities at all levels-from school leavers to those seeking a career change. We're excited to encourage the next generation of logistics professionals, as we work hard to keep the country running!"

With a wealth of different opportunities available within logistics, job-seekers are encouraged to explore roles that may be of interest. more