“Go confidently in the direction of your dreams!” Henry David Thoreau

Starting a new job is both exciting and nerve-racking. It’s an entirely normal experience that most people share. But where do these new job nerves come from? And how can you calm your nerves before starting a new position? Here, we provide a helpful checklist to get organized for your new job.

On the first day of a new job, your primary goal is to prepare as much as possible. The best way to quiet your “new job nerves” is to speak to a trusted friend or family member about it. Explaining how you are feeling helps you identify and focus on positive things. And they may be able to give you some great insight into how to handle your first day without feeling nervous.

Additionally, you can make plans to meet a friend for dinner at your favourite restaurant after your first day at your new job to share how the day went. Looking forward to dinner will give you something positive to focus on and keep you motivated throughout your first day.

First Day of Work Success Checklist

What you need to focus on to perform at your best, beginning with the day before the big day.


Identify Your Initial Objectives

  • Be ready to make a good first impression with everyone that you meet
  • Display confidence and style, dressed in appropriate attire
  • Prepare yourself both physically and mentally
  • Learn who some of the best resources are in the office
  • Be open-minded, flexible, adaptable, and curious

Prepare For Interactions

  • Search staff names online (on the company website and LinkedIn)
  • Create a personal pitch for introductions
  • Find common ground with coworkers (commute, current events, etc.)

Confirm You Are Onboarded and Ready to Go

  • Double-check with the HR Manager
  • Find out if you need to bring any documents with you

Practice Getting to Your New Job

  • Look up various routes
  • Practice taking the best route in advance of your first day

Make a List of Items You Should Take with You

  • Pack a simple lunch
  • Bring a full water bottle
  • Bring toiletries or other comforts
  • Have some cash, just in case

Dress the Part

  • Confirm the dress code beforehand with HR
  • Dress in layers until you know the office environment

Give Yourself a Pep Talk

  • Reinforce your accomplishments, skills, and strengths
  • Chat with a mentor to release nervous tension

Prepare the Night Before

  • Get in a good workout to tire out your body, or do something that relaxes you
  • Eat a meal that won’t cause you any problems
  • Review notes and/or company organization chart
  • Double-check the weather forecast
  • Get a good night’s sleep


Get a Head Start on Your Day

  • Wake up early
  • Eat a good breakfast
  • Gather your prepared bags with time to spare!


  • Utilize your prepared pitch when meeting people
  • Don’t worry if you forget someone’s name; acknowledge it and move on
  • Be aware of your vocal tone and body language
  • Build rapport and relationships early

Working Through Your First Day

  • Listen and take notes
  • Ask questions when you don’t know something
  • Remember, this is the first day of a brand-new opportunity, so it’s your opportunity to shine!

Despite some nerves on the first day of a new job, you should be both excited and proud of yourself. Being chosen for this unique opportunity is an achievement: celebrate it!

At ALIGN, we are committed to our candidates’ successes and ask you to check in with us and keep us posted about every positive and even slightly negative thing (if there is any). We want to be helpful and supportive during this transition.

We are your greatest cheerleaders!



In the current, post-pandemic economic environment, a candidate’s shelf life increasingly shrinks as the demand for skilled and self-managed professionals increases.

Some companies get caught up in a “Purple Squirrel” mindset, thinking there is always a better candidate out there that will match their wish list. Unfortunately, potentially qualified applicants are gone by the time they finish their old-school, and unnecessarily slow hiring process. By moving fast through the recruitment process, organizations can beat the rush and hire the best candidates while they’re still “on the shelf.”

What is a Candidate’s Shelf Life and Why it is Important?

If the first interaction between an applicant and the organization is successful, the applicant will typically be interested and excited about the job opportunity. Sadly, some organizations can take up to 4 to 6 weeks to close hiring. By hesitating, the candidate’s interest in the job fades away.

In this competitive market, giving candidates the option of looking around for more opportunities is a certain way to lose them.

Companies often compile detailed lists of qualifications that ideal candidates will have. But finding that perfect person is like finding a unicorn

The Best Talent will NOT Wait for a Slow Hiring Process

Hiring is a meticulous process of reducing options before selecting suitable candidates. The situation for potential employees in the current labor market is similar.

Applicants will continue to be interested in opportunities until they believe there is something better. Therefore, the more qualified the candidate, the higher the demand for his/her services, the more options they will have, and the sooner they will receive attractive offers.

Companies may not be able to do anything about a candidate who receives an offer from another company that is too good to turn down. However, they can successfully capture the best candidates by making attractive offers before other companies do.

The Benefits of Hiring Faster

Save Cost and Time
Spend less time interviewing candidates on a busy workday. Holding a vacancy open for too long can amount to huge losses when you factor in hiring and marketing costs.

Attract the Best Talent
Decisiveness will keep you ahead of others, and applicants will appreciate your consideration for valuing their time and your positive approach toward hiring.

Make it Possible to Achieve Company Goals Faster
The sooner a company hires suitable candidates, the quicker they will start working to help the company achieve its goals.

Set a Timeline for Hiring
Think strategically and plan when you have a position to fill. Knowing your budget, your interview process, and reward packages in advance can save time. Reach out to the hiring manager, get budget approval, write job descriptions, schedule interviews, etc. A newly hired candidate will be able to assist you in future projects, so keep in mind your deadline and select someone who can start immediately.

Reduce the Number of Interviews
Consider scheduling a group interview to make the hiring process faster. If a hiring decision requires several individuals, schedule multiple interviews on the same day. If managers are not available, set up a video interview.

Reduce Time Taken for Background Verification
Once you find a suitable candidate, make an offer on the condition of obtaining a favorable background check and drug test result.

Create a Positive Hiring Experience for Candidates
A LinkedIn study show that more than 75 percent of applicants research a company’s reputation before applying for a job. It is important to keep in mind that job seekers can anonymously give feedback on companies’ hiring practices on sites like Glassdoor. A negative experience can warn future applicants of toxic workplaces.

Partner with a Hiring Firm that Means Business
When looking for the best talent, working with an expert hiring firm like ALIGN can make the difference by helping companies secure talent, select and screen candidates, and negotiate salaries. At ALIGN, we take most of the workload off our clients, leaving them to simply interview the candidates and select the ones that are likely to be the best match.

We optimize the hiring process by becoming your strategic advisor, providing valuable tips on current compensation trends and interviewing strategies.



In any job market, hiring managers’ ideal candidates are usually active job seekers. Surprisingly, passive candidates often prove to be game changers.

A great example of hiring a passive candidate happened when Steve Jobs persuaded the CEO of Pepsi, John Sculley, to join Apple in 1983. 

He famously convinced Sculley by saying, Do you want to sell sugar water for the rest of your life, or do you want to come with me to change the world?”

 Jobs knew that his perfect candidate, who was doing well as the CEO of Pepsi, was not actively looking for a change. So, he sold Sculley a dream and an opportunity to “change the world,” convincing him to leave his secure job and venture into unchartered territory.


Active Candidates

Active candidates may be working or unemployed. Nearly 25% of employed candidates fall into the Active category, and recruiters often fill their clients’ positions by posting jobs and hiring from this group.

While there are many reasons Active Candidates seek new opportunities—concern over the stability of their current employer; they’re ready to take on more responsibility; their employer is outsourcing their position; or their employer is going out of business—Active Candidates may not always be the best choice. Here are some reasons why:

  • Generally, they are not top performers
  • Often, they are afraid of being let go from their current employer
  • They may not have demonstrated loyalty in their career tenure
  • They tend to interview with multiple employers

Passive Candidates

Passive candidates are generally employed and are not presently seeking new opportunities. This group of people accounts for 75% of the workforce.

The advantage of finding Passive Candidates is that, since they are not active job seekers, they are probably not in the process of going through interviews with any other employer. Although passive, many are still willing to talk about a new opportunity. So, to find these people, proactive sourcing is the best strategy for recruiters. 

And just like Steve Jobs did, the recruiter needs to give Passive Candidates some compelling reasons as to why and how a new opportunity would benefit them. But keep in mind:

  • Their shelf life is about one to two weeks from once interest is generated, so time is of the essence regarding the interviewing and hiring process
  • During the interviewing process, we must sell the candidate on the opportunity

Why Recruiters Value Passive Candidates

  • They are typically happy. In most cases, passive candidates are satisfied in their current roles, which makes them successful and reflects on other employees.
  • They are valuable assets. Since passive candidates are gainfully employed and recruiters go out of their way to find them, it shows their value. 
  • They speak their mind. Passive candidates are often straightforward and honest.
  • They remain with an organization longer. According to HR Magazine, passive candidates are 25% more likely to remain with an organization.

How Should the Interview Process of Passive Candidates be Different?

Since passive candidates are being wooed to change jobs, typical interview models may drive them away. Here are some tips for interviewing them:

  • Identify how passive candidates are unique. Before initiating the hiring process, recruiters should identify why they are special. Because they must leave their current, settled position, the new job offer should be inherently more attractive for them to accept it.
  • Set different expectations during the interview. Interview methodology needs to be markedly different from a standard interview as the candidate is already qualified for the job.
  • Give a compelling value proposition to make them think. When targeting passive candidates, recruiters need to make the process as easy and attractive as possible as they are not as motivated to make a move. A compelling value proposition and flexibility with the time frame and expectations during the hiring process are motivating.

 A Recruitment Firm Can Help You Hire Passive Candidates

A safe bet for hiring passive candidates is partnering with a specialized recruitment firm like ALIGN. 

Our experience working with passive candidates through our vast networks enables us to support hiring managers with qualified candidates who are not actively looking for jobs but have asked us to let them know if an attractive opportunity comes along.

At ALIGN, we are always ready to match you with your perfect candidate. Give us a call!



Hiring a candidate is a long and meticulous process. Most companies will utilize both internal talent acquisition specialists as well as third-party recruitment agencies in the selection process.

According to Harvard Business Review, most candidates in recent years who moved to a new job were not actually looking for one. Someone found them, facilitated the interviewing process, and then got them hired.

A study by Leadership IQ shows that only 19 percent of newly-hired candidates are considered fully successful. So, when hiring goes wrong, who is responsible? The candidate, the client, or the recruiter?


Before assigning blame, let us examine some key findings from the Leadership IQ study:

  • 46 percent of newly hired candidates fail within 18 months.
  • 89 percent of recruitment failures are attributed to attitude, whereas technical skills are the reason for 11 percent of hiring failures.
  • 82 percent of hiring managers saw the apparent signs of a potential hiring failure.
  • 56 percent of HR executives stated that at most, only half of their existing employees have the right attitudes.
  • Only about 26 percent of companies frequently collect feedback from new hires about their recruitment process.

It is clear from the above statistics that hiring managers often see signs that hiring may go wrong. However, they still go ahead and hire because of the constant pressure from their companies to complete the hiring process quickly.

After hiring, candidates go through the basic training process in the client’s organization and start working. However, third-party recruiters do not have any control over what happens there. For example, suppose the candidate’s performance falls short of expectations. In that case, it is the client’s responsibility to help enhance skills to retain that person.

Unfortunately, if hiring goes wrong, the client may be inclined to blame a third-party recruiter for providing a perceived below par or non-performing candidate.

So, the root cause of bad hires varies from case to case. At times, the client may not have communicated to recruiters the criteria for suitable candidates. Or perhaps the recruiter did not completely understand the client’s requirements and as a result, chose the wrong candidate.

Regardless, a third-party recruiter is usually at the receiving end of blame. Therefore, the client should be explicitly clear about expectations for a candidate’s skillset, as this will eventually determine the success or failure of the candidate. The recruiter absolutely plays a crucial role in this process as a partner of the hiring/HR manager. The recruiter must make sure to review the job description in detail with the hiring/HR manager, so that the recruiter will be able to communicate that information effectively to the candidate.


Hiring issues primarily stem from one of the following two reasons:

1. Companies fill job openings more often by hiring external candidates than through internal job postings. When companies hire seasoned applicants from the outside, they do not always have to train and develop those employees.

These days, employers typically find experienced candidates outside of the organization. Indeed, only 28 percent of modern-day talent acquisition leaders report that internal candidates are crucial to filling vacancies.

Fewer internal promotions mean hiring efforts of companies are no longer limited to entry-level jobs and/or new graduates. Now, organizations are more inclined to hire candidates already working in a similar role somewhere else. These candidates do not necessarily need training and are apt to start contributing right away. Still, they are much harder to find.

2. Retaining candidates has become more difficult. Companies often hire regularly due to faster employee churn out. Census and the U.S. Bureau of Labor Statistics report show that 95 percent of hiring fills existing positions. Most of these vacancies are due to voluntary turnover.

The bottom line is that to fill these vacancies, companies must augment their own searches by hiring recruitment agencies to find skilled and qualified candidates quickly. Sadly, it often triggers a mad rush that can result in hiring mistakes.


When a bad hire occurs, a company may face the dilemma of sticking with the underperforming employee or blaming the third-party recruiter for providing an inefficient candidate.

Blaming the recruiter will not solve the problem. The recruiter may have done everything right; choosing the candidate based on the required qualifications the client requested. However, even after meeting all the requirements, it is still impossible for the recruiter to know how things will eventually turn out.

By communicating concerns and seeking the employee’s input, the client may identify workable alternatives. Or they can at least figure out the gravity of the situation. Then, it is possible to fix the matter with focused feedback or realignment of the employee.


Improper hiring is preventable. It is incumbent upon hiring managers to provide detailed and clear job descriptions with specific (and non-negotiable) qualifications, as well as a glimpse into the culture of the company. Hiring managers and third-party recruiters should convene before the search begins to go over the requirements needed and the culture within. Conversely, candidates need to be coachable, motivated, possess a good attitude, as well as emotional intelligence. Third-party recruiters will then be more prepared to convey this information to their candidates. They’ll more easily be able to weed out the ones not qualified and find the most suitable candidate, leading to hiring success.

It is the responsibility of the recruiter to find the candidate, as it is the responsibility of both the client and the recruiter to qualify the candidate. Ultimately, it is up to the client to “keep” the candidate.



“Never continue in a job you don’t enjoy. If you’re happy with what you’re doing, you’ll like yourself, and you’ll have inner peace. And if you have that, along with physical health, you’ll have more success than you could possibly have imagined” – Roger Caras

What do you consider when looking for a job, other than the obvious paycheck and security? While there is no standard answer, some of the more important factors that job seekers consider are company culture and values that align with their own personalities and principles.

Let’s examine a few significant factors.


While the future is unpredictable—and the repercussions of the pandemic continue to affect us—examining a company’s history affords a glance into the value system and culture that exist within an organization. By researching a company—through press releases, websites, and social media accounts—you can make an educated guess as to what the future may hold for you when you join a company.

Things you can look for are:

– How long has the organization been in business?
– Is the company expanding or downsizing?
– Are they seeking to acquire another company or are they being bought by another entity?
– How do they compare to their competitors in their industry?
– Are there any signs of financial or legal troubles?

If you are looking for job security, moving to a company that is expanding is ideal. On the other hand, if you seek a change in environment or cutting-edge technology, a startup may be better suited to your needs.


It is important and a good starting point to find out about a company’s working hours. (I’ve heard Amazon engineers complain about 14-hour days!) As a job seeker, you should find out the expected or “normal” working hours and their policy for overtime. Also, it is helpful to investigate PTO and holidays as well as if you’d be required to be “on-call” outside of regular work hours.

The hours you work link directly to your work-life balance and your physical and mental health, so exploring these questions helps bridge the expectation-reality gap.


Growth opportunities are significant factors that often sit in the back of the minds of job seekers. So, in-depth questions about growth opportunities will help you assess the kind of future awaiting you with a prospective employer.

Still, growth goes beyond the traditional trajectory of promotions to more senior roles. An intelligent move is to ask about horizontal opportunities or lateral growth prospects. Determine whether you can shift to a different area within the company, and with time and training, develop the necessary skills and abilities required for those jobs.

Another approach is to find out from current employees about the growth graph. Studying their social media profiles, you will see how long they have worked at the company, which will clarify growth opportunities and instil a sense of positivity. It is this optimistic viewpoint that pushes almost 38 percent of candidates to accept job offers.

You can also look for suggestions and feedback on online portals such as Glassdoor, LinkedIn, and other social media platforms. About 51 percent of candidates share their experiences on these platforms. So, keep an eye out!


Salary remains a driving force when making career decisions. However, remember that a compensation package includes benefits such as health insurance, vacation and sick-day policies, as well as a retirement savings plan. Some companies offer bonus plans, too. So, it is vital to ask about benefits and incentives when seeking a new job to put you in a better position when planning for your future.


The ongoing pandemic has forced employers to shift from physical working spaces to virtual ones. With remote work becoming an integral part of our lives, it is crucial to keep up with technology and the latest tools. When seeking a new job, find out if the company provides any devices for home use. Understanding software, hardware, and operating systems allow you to assess how the company deals with and values technology.


Knowing what to look for in a prospective employer enables you to make a change with a fresh pair of eyes.

At ALIGN, we are here to help you make that shift as smooth as possible. So, reach out to one of our experienced consultants, and help us help you land that dream job.



Companies often hire third-party recruiters to assist them are searching for suitable candidates. They will clearly define their expectations in terms of candidates’ qualifications, experience, and skills. But, what about the expectations of candidates when it comes to working with a recruiter?

LinkedIn surveyed more than 20,000 professionals from different parts of the world to find what candidates expect and how they search for a job.

Here are some expectations candidates have when working with a recruiter:

Candidates expect to hear from the recruiter.

Candidates need an open line of communication with their recruiter. Not hearing back from their recruiter will create negative feelings and the possibility of losing a good opportunity. Therefore, it is essential for them to feel appreciated.

According to the LinkedIn survey, 90 percent of those candidates were open to new job opportunities. In addition, nearly 63 percent of the candidates felt great when recruiters reached out to them.

Candidates need feedback on the status of their applications, even if they get rejected.

Candidates expect detailed information on jobs the first time a recruiter reaches out to them.

The same LinkedIn survey data showed that candidates expect to have detailed information about a job and the company. Again, job and salary details top the list of candidates’ expectations.

Candidates want a brief and efficient interview.

Generally, it takes 2-3 months for candidates to transition from the application process to the hiring stage. During that period, they can face up to three interviews on average, and they are okay with that number.

Long application processes can be discouraging to candidates, so if a recruiter can speed up the process by setting up a panel interview or conducting multiple interviews in a day, the candidate will be appreciative. Scheduling video interviews is also an effective way to evaluate candidates during the initial screening.

Candidates expect a positive experience during the recruitment process.

A poor candidate experience due to a recruiter not responding to applicants or having a lengthy recruitment process causes many candidates to shun a recruitment agency and sour to recruiters overall.

On the other hand, having a positive experience makes nearly 38 percent of candidates accept a job offer. Not only that, 51 percent of candidates share their positive experiences online on Glassdoor, LinkedIn, and social media platforms.

Candidates want to know immediately about salary and compensation.

There is no doubt that money talks. Often, salary drives candidates’ career decisions. Most people think they will be in a better financial and social position with more income.

Candidates expect to know about their compensation package and bonuses, allowances, and any other benefits when they begin to move through the recruitment process. So, setting a clear expectation early in the process is good for both candidates and recruiters.

Candidates expect fair treatment.

Nobody wants to be treated unfairly or be taken for granted, and job applicants are no exception. Unfortunately, unfair treatment may also mean making candidates wait for long periods of time even when they arrived at the interview venue on time. Wasting candidates’ time can be a significant turn-off for them, as they lose interest in the job even before participating in the interview.

An interview should ideally be a two-way communication that will promote the exchange of information and ideas. Also, recruiters should stick to their interview schedules. If there are any changes, they should immediately update the candidates.

Candidates want to witness an employer’s work culture.

Initial candidate screening typically happens at the recruiter’s office, where candidates have no clue about the employer’s work environment. A tour of the prospective employer’s office can give candidates a glimpse into the employer’s culture during the recruitment process. Unfortunately, the pandemic compelled many employers to forgo onsite final interviews in favor of virtual, video interviews like Zoom and Teams. On a positive note, this practice seems to be waning.

Our team at ALIGN is committed to fulfilling all our candidates’ expectations and assisting them in finding their dream job. Call us to chat about finding your dream job.



In a world where the human attention span is infamously compared to a goldfish, how much should you expect from HR professionals who scan hundreds of resumes every day?

According to a 2018 Eye Tracking study, recruiters spend just 7.4 seconds scanning a resume.

7.4 Seconds! That is all the time you have for your resume to make it into the ‘selected’ pile!

So, the question becomes, how do you make the most of those 7.4 seconds? The simple answer is by tailoring your resume to the Position.

Let’s break that down.

Resume Must-Haves & Optionals:

For the Bots: Keywords
It is not surprising that automated software does a lot of the initial sifting through resumes in an HR department. However, to make it past these first gatekeepers, a resume must reflect the exact criteria the employer needs. So, look for critical keywords around educational qualifications, desired work skills, etc., in the job profile, and make sure to include these in your resume.

For the Job: Tailor Your Experience
As you gain more experience, prune your resume, and remove internships or jobs not relevant to your current profile. Follow the ‘one-page rule’ and try to keep your resume short, sweet, and specific. 

An effective tactic here is to highlight skills, certifications, and other capabilities that directly relate to the job you are applying for. Then, make sure you personalize this information for each job profile – weed out the irrelevant items and accentuate your skills that match the profile.

For the Final Human Decision Makers: Other Accomplishments and Hobbies
To stand out amongst hundreds of resumes, extra-curricular activities, accomplishments, and special projects can be helpful. However, you must use them sparingly and smartly. Consider the job profile and only add things that can be perceived as useful in that particular job. For example, Mike, who participates in online bug bounties, should certainly include this information when applying for an IT position. For Jenny, applying for a newspaper editor’s job, mentioning her successful blog and YouTube channel is a definite plus as it shows an interest in content creation. 

Most people also like to flesh out their paper personalities with a carefully curated list of volunteer activities or hobbies. This is usually a good idea and is a great way to demonstrate your passions and stance on important social issues.

So, What are Some of the Absolute Resume No-Nos?

1. Political associations and opinions should be avoided (unless, of course, you are seeking a job in a political organization).

2. Avoid attaching photographs and giving out too many personal or family detailsDO NOT put your home address on your resume. 

3. Jargon rich text is also a big no-no. But, again, remember the 7.4 seconds, which will reduce time quickly when faced with a wall of text.

4. Avoid divulging too much from your past. You don’t need to give details of your high school or first internship unless you are fresh in the job market. Then, as you progress further into your career, pare down your past.

It is now time to look at your old resume with a fresh new perspective. Get an attractive and simple template and rebuild it from scratch with all the tips mentioned above. 

Contact us at ALIGN, and one of our experienced consultants will help you polish your resume and get you one step closer to your dream job!



Rejections can be disappointing and demoralizing. It can happen when trying to get your first job or looking for a new one after losing your job.

Despite repeated efforts and doing the best you can in the preliminary rounds, the call for a final interview sometimes never comes.

It is even worse when, after getting that final interview, you’re told, “We’ll get back to you. We still have a few more candidates to interview.”

It can feel like the final nail on the proverbial coffin.

Regardless of which stage of your career you are in, rejections may take the steam out of you and can push you to the brink by putting a dent in your confidence. However, you must stay resilient to get you through these challenging times.

Have a Resilient Mindset

What does it mean to be resilient?

People with a resilient mindset take on life’s challenges and setbacks in stride, focusing on creating opportunities when things don’t work out as planned. Make no mistake, resilient people also get frustrated and even depressed. Still, they shake off negative thoughts and persevere with a plan in mind.

To be resilient, you need to realize that success and rejection are two sides of a coin; they go together. Nobody can claim to have success without having experienced rejection at some point in their careers.

Here are some ways you can remain resilient by being proactive:

Gather Your Thoughts

Repeated rejections in interviews and getting no job offers can easily fill your mind with negative thoughts. Rejections happen for many reasons, like you simply may not have the qualities they are looking for, or it just may not be your time. Whatever the case, never beat yourself up, instead take some time and try to find out where the problem lies.

Reassess Yourself

In assessing your interviews, ask yourself, “Was my preparation good?” “Did I have enough confidence?” “Did I answer the questions fluently?” “Did I sound desperate?”

After this self-evaluation, you may find at least one or two areas that you can improve upon to perform better the next time. However, don’t let too many thoughts cloud your mind during this self-reflection process.

Match Your Skills with the Job Description

Before arriving at an interview, check the job description carefully to see if your skills match the requirements. Now, if you get a question like, “Why do you think you are fit for this position?” you will be able to talk about relevant skills, along with sharing real-life experiences.

Ask for Feedback

Always send Thank You emails to all involved after each step in the interviewing process. Even if you feel down after being rejected, ask for written feedback from the interviewer(s). If you’re working with a recruiter, ask him/her to get specific feedback from the hiring manager(s). Asking for feedback is a constructive approach that will help you work on the areas you need to improve. It will then become a lot easier for you to face subsequent interviews with more confidence.

Closing Words

Keep in mind that a job rejection might feel like the end of the road, but it most certainly is not. By working on yourself, you will likely experience a positive outcome in the future.

Also, remember that dry spells will pass. One breakthrough can change everything, and ultimately, your resilience will pay off.

Lastly, please call ALIGN to request a complimentary Interview Prep by one of our Executive Recruiters.



This past year has been a rollercoaster ride for countless people. According to ILO Monitor, 114 million people lost their jobs during the pandemic. Despite starting job searches with the best of intentions—sending out multiple resumes and zeroing in on perfect company matches—many applicants have found it difficult to find a job with an employer who genuinely values their skills and experience.

Undoubtedly, it is challenging to be unemployed. There are only so many variations of your resume you can write, so many in-person interviews you can go on, and so much rejection you can deal with before thinking there must be something wrong with what you are doing.

The truth is, networking and getting advice from experts about your search efforts isn’t always enough. Instead, here are some bona fide suggestions to help bolster your skillset while waiting for your next role.

Continue Educating Yourself

Landing a new role can take time, and waiting for an opportunity can lead to impatience, frustration, and a deep-seated belief that you’re lacking essential skills and experience.

It is vital to keep yourself busy and use the time on your hands effectively. Rather than getting down on yourself about your situation, channel your energy toward learning a new skill to better increase your job prospects.

One way to do this is to take an online course, which will provide you with new competences to showcase in your resume. Knowledge is king and honing your skills will help make you a more desirable recruit in your industry.

Customize Your Resume

If your skills do not match a job’s requirements, you will be wasting time by applying. Many resumes are rejected before they even make it to the stage of being considered for an interview.

Spend some time customizing your resume and writing a good cover letter for each application. Doing this will help to separate you from other candidates and attract more attention to your submission.

Read Up On Your Industry’s Trends and News

It is a fact that the amount of time it takes to acquire managerial skills, expertise, and knowledge is less than getting a top leadership position.

Want to bolster your skillset while waiting for your next role? Read more blogs and books on your industry. Keep up with trends and discuss them in your network.

This knowledge will give you pointers to strike up conversations with other professionals in your field and help you become the ultimate expert on niche topics.

Spruce Up Your LinkedIn Profile

Are you thinking of ways to exhibit newly acquired knowledge of your industry? Get active on LinkedIn!

No matter the job you are looking for, it will help if you secure a strong LinkedIn profile. Even if your current employer has an internal job board, you should still work on your own online presence and activity on LinkedIn.

Because while you are looking for your next role, prospective employers may be searching online for someone like you.

Clean up all your social media and embrace a more professional persona on LinkedIn. Share as much as you know. The more content you put out, the more people will know about your expertise. Don’t shy away from showing off the results you have achieved in the span of your career.

Be Strategic

When entering a market as competitive as today’s, you need to take a strategic approach to job hunting. Take a break from the aimless job search and get goal oriented. One of the best ways to achieve this is to work with an Executive Recruitment Firm like ALIGN to get yourself in front of top executives straight away.

Please contact us about our Resume Writing Service.



If you’ve grown comfortable working from home this past year, you are not alone. According to a survey conducted by Global Workplace Analytics, many employees feel the same way: 76% globally wish to continue working from home for at least two days a week.

No one knows what the future holds. At best, it is filled with speculation.

So, let’s try to make some sense of it.

It has become quite clear that remote working is here to stay, and here is why:

  1. Flexibility to schedule your work hours and choose a comfortable work environment.
  2. More time to spend with family and friends.
  3. Ability to have more control over your work-life balance.
  4. Freedom to be able to walk the dog, exercise, and even grocery shop in the middle of the day.
  5. No stressful commuting in traffic to get to work and back.

Working from home is fast becoming one of the most sought-after benefits an employer can offer.

It has not always been this way, as in the past, employers believed that working from home meant their teams would be easily distracted and not sufficiently productive. Some felt distrustful not being able to keep an eye on their workforce, which discouraged the idea of remote working.

But are people more productive working from the office?

Do distractions in the remote work environment affect focus and productivity?

Research shows that at least 65% of remote workers are more productive working from home, and 85% of businesses confirm that productivity has increased substantially due to better flexibility in their workforces.

As companies start to acclimate to this new norm, some are beginning to see its benefits, too. A number of the biggest companies in the world, such as Shopify, Microsoft and Twitter, have announced that their staff can continue to work remotely indefinitely.

It is important to note that not everyone is satisfied working from home. A growing number of workers from various industries think differently and would like to get back to the office. Sectors like healthcare, education, construction, and retail are among them, while finance, insurance, the arts, and technology prefer the remote option.

Some employees would like to continue to work from home part of the time but are keen to get back into the office for notable reasons. They may not have a home that allows for a dedicated and quiet space from which to work, or they may be easily distracted and find it easier to concentrate in an office setting. Social communication in an office environment is also something to consider, as some people may rely on the office for their social interaction. With all this in mind, a hybrid option of working from home a couple of days a week may be a good alternative for those employees who prefer not to go fully remote.

The global pandemic has forced an enormous, albeit involuntary, experiment upon us by releasing the genie from the bottle. The question remains where do we go from here?

One thing we know for sure is that it is not going to be easy to shove it completely back in the bottle in the predictable future.