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Job interview questions are not always as straightforward as they seem. Even one misstep in how you answer can hurt your chances of landing the position.

Interviewers are looking for more than just the "right" answer from a "nice-to-have" candidate. They're assessing your personality, aptitude, and experience (in that order) to see if you're the "must-have" candidate.

The takeaway? Be prepared to read between the lines and understand what the interviewer is really asking.

Here are seven of the most common interview questions, what hiring managers are truly looking for, and the best strategies to craft winning responses that help you stand out:

1. "Tell me about yourself."
2. "Where do you see yourself in 5 years?"
3. "What's your greatest weakness?"
4. "What motivates you to perform?"
5. "Tell me about a time that you failed."
6. "Why do you want to work here?"
7. "How many couches are there in America?"

All of the most common interview questions require a thorough answer because they are behavioral interview questions. To answer these types of interview questions, use the "Experience + Learn = Grow" model.

Let's take a closer look at how to answer the most common interview questions below...

What the hiring manager is really asking...

"What problems do you like to solve? How do your education, work history, and professional aspirations relate to this position?"

How to respond: First, ask the interviewer if they want a full resume walk-through or a quick overview to avoid rambling. Then, give a concise response that includes: (1) the problem or pain point you love to solve, (2) how you solve it—your personal methodology or process, and (3) what you want to do next with your skill set to add even more value to the company. Select key work and education information that shows the hiring manager why you are a perfect fit for the job and the company.

For example, a recent grad might say something like, "I went to X University, where I majored in Y and completed an internship at Z Company. During my internship, I did this and that (name achievements that match the job description), which really solidified my passion for this line of work. I love solving ABC problems for employers, and I hope to further develop my DEF skills while doing so at this company."

What the hiring manager is really asking...

"Does this position fit into your long-term career goals? Do you even have long-term career goals?"

How to respond: Do not say you don't know (even if you don't), and do not focus on your personal life (it's nice that you want to get married, but it's not relevant).

Show the employer you've thought about your career path and that your professional goals align with the job. Explain how this role supports your growth and development over time. Be specific. Mention the skills you hope to master, the responsibilities you're excited to take on, or the impact you want to make.

What the hiring manager is really asking...

"Are you self-aware? Do you know where you could stand to improve, and are you proactive about getting better?"

How to respond: A good way to answer this is with real-life feedback that you received in the past. For instance, maybe a former boss told you that you needed to work on your presentation skills.

Note that fact, then tell the employer how you've been proactively improving. Avoid any deal breakers ("I don't like working with other people") or cliché answers ("I'm a perfectionist and I work too hard").

What the hiring manager is really asking...

"Are you a hard worker? Am I going to have to force you to produce quality work?"

How to respond: Ideal employees are intrinsically motivated, so tell the hiring manager that you find motivation when working toward a goal, contributing to a team effort, or developing your skills. Provide a specific example that supports your response.

Finally, even if it's true, do not tell an employer that you're motivated by bragging rights, material things, or the fear of being disciplined.

What the hiring manager is really asking...

"How do you respond to failure? Do you learn from your mistakes? Are you resilient?"

How to respond: Similar to the "greatest weakness" question, you need to demonstrate how you've turned a negative experience into a learning experience.

To do this, acknowledge one of your failures, take responsibility for it, and explain how you improved as a result. Don't say you've never failed (delusional much?), don't play the blame game, and don't bring up something that's a deal-breaker ("I failed a drug test once...").

What the hiring manager is really asking...

"Are you genuinely interested in the job? Are you a good fit for the company?"

How to respond: Your goal for this response is to demonstrate why you and the company are a great match in terms of philosophy and skill. Discuss what you've learned about the company, noting how you align with its mission, company culture, and reputation.

Next, highlight how you would benefit professionally from the job and how the company would benefit professionally from you.

What the hiring manager is really asking...

"Can you think on your feet? Can you handle pressure? Can you think critically?"

How to respond: When faced with a seemingly absurd question like this one, it's important you're not caught off guard.

Resist the urge to tell the interviewer the question is stupid and irrelevant, and instead walk them through your problem-solving thought process. For this particular question, you would talk about how many people are in the U.S., where couches are found (homes, hotels, furniture stores), etc.

As with other parts of the job application process, it's a good idea to solicit feedback from family, friends, and former colleagues. Try out your answers to each of these questions with at least two people, then revise based on their feedback. A mock interview is the best way to practice your answers and boost your confidence before the real interview.

The importance of preparation before an interview cannot be stressed enough. The more you practice, the more confident you'll be. If you successfully answer the most common interview questions, you'll be sure to stand out to employers as a great candidate for the position.

Need more help with your job search?

Get access to our Free Resource Center today (no credit card required!).

You've identified an amazing job opportunity and decided to apply for it. Your resume has been updated, and the cover letter is written; everything seems to be in order.

Wait! Are you forgetting something?

Depending on how active you are on social media, you may want to take some time to review your accounts.

While you should always be aware of what your social media accounts look like, the job search process in particular is a great time to step back and review all your prior posts and rethink your social media strategy altogether.

Today, recruiters and hiring managers often turn to platforms like LinkedIn, Instagram, X/Twitter, and even TikTok to get a more complete picture of who you are. A quick online search of your name can influence whether or not you get an interview. Optimizing your social media presence is just as important as fine-tuning your resume, especially when it comes to making a strong, professional first impression online.

Here are some reasons why your social media accounts should always be job search-ready:

Did you get into a political argument on X/Twitter? Rant about a former colleague or job on Facebook? These are all posts that you'll want to go back and get rid of because they could scare off potential employers.

The best way to keep your social media clean is to not engage in such conduct in the first place. Sure, you can keep your accounts private, but friends, family, and acquaintances can still screenshot posts and make them public.

Your social media accounts are a reflection of you. Being unprofessional or getting enraged in political fights may be a red flag to potential employers, who may get the impression that you don't work well with others. Even if the content seems harmless or was posted years ago, it can still shape how recruiters perceive your judgment, maturity, and cultural fit.

Before you start applying for jobs, take time to audit your digital footprint. Remove questionable content, update outdated bios, and ensure your profiles align with the personal brand you want to present. A clean, professional online presence can give you a competitive edge in a crowded job market.

It's also important to remember that social media can work to your advantage.

Recruiters use LinkedIn quite often to find people to fill open positions, and some companies will have job seekers apply for open positions with their LinkedIn profiles. A well-put-together LinkedIn page could put you on the radar of recruiters and help you build a strong professional network.

However, if you're not giving your LinkedIn profile the attention it deserves, you're not only potentially missing out on new job opportunities, but employers may not take you seriously.

Optimizing your headline, summary, and experience sections with relevant keywords can improve your visibility in search results. Additionally, engaging with industry-specific content and showcasing your expertise through posts, articles, and video content can demonstrate your value to potential employers. A strategic, professional online presence (specifically on LinkedIn) can be a powerful asset in your job search.

TikTok, Instagram, X/Twitter, Facebook, and YouTube can also be used to post relevant content about your industry and place of employment. Whether it's sharing content or creating content, it's an opportunity to share your interests and knowledge with a large audience. Doing so can demonstrate to potential employers that you are actively engaged in your field and passionate about your work. Sharing industry trends, commenting on company news, or highlighting your professional achievements can help position you as a thought leader or informed job seeker.

There's also nothing wrong with having a little fun on social media and showing a human side. If you're happy your favorite team won or disappointed about that movie everyone is talking about, express yourself. It's also okay to talk about community service or accomplishments that you have achieved.

Your social media accounts are an extension of yourself. When you post, think about how you want to be perceived, not only by friends, family, and acquaintances, but also by potential employers. A clean, professional online presence can enhance your personal brand and set you apart in a competitive job market. Use this opportunity to highlight your expertise, share industry-related content, and demonstrate your communication skills. By aligning your profiles with your career goals, you make it easier for recruiters to see your value and consider you a strong candidate.

Need more help with your job search?

Get access to our Free Resource Center today (no credit card required!).

So, you didn't get the job. Or you didn't get the in-person interview after the phone screen. Or maybe you didn't even make it to the phone screen. They all share the same result: You got rejected...and it hurts.

One of the reasons I built Work It DAILY was to help people cope with job rejection. Unlike professional salespeople, you haven't had the opportunity to develop your ability to manage rejection. Here's why...

You aren't a professional salesperson.

In other words, you don't view rejection properly. You are a business-of-one who is “selling" their services to employers, right? Well, the best salespeople have an incredibly high tolerance for rejection. Actually, they don't see rejection the way you and I do. They simply see it as a temporary “no" that, in time, with the right strategy and patience, has the potential to be converted to a "yes."

Typically, when someone doesn't understand what you're presenting or selling, their natural response is to say "no" to the offer, disagree with you, or not believe you. This is true whether you are asking them out on a date, trying to sell them a car, or trying to convince them to hire you! They simply don't have all the facts to support a "yes" response.

Good salespeople recognize the difference between not understanding and real "rejection." Of course, successful people hear the word "no" just like everyone else. But they understand "no" actually means: give me more information.

Successful job seekers face rejection less.

Why? I'll tell you...

To learn how to deal with rejection, it's critical that the potential employer clearly understands your value.

More importantly, it's imperative that you understand their needs, desires, and problems in order to give them what they want. You can't solve an employer's problem if you don't know what it is.

Minimize job rejection with these three tips...

Before you make your "sales pitch" (aka submit your application), research thoroughly the needs, desires, and problems of your employer.

Successful salespeople understand it is critical to get to know their customers first. Yet most job seekers will just jump right in and submit their resume without doing any real homework. As a result, they typically get a "no" response or rejection pretty early (i.e., never get the phone screen, or their resume never gets past the ATS).

"Listening" goes hand-in-hand with doing homework. It's not enough to learn about your potential employer. You have to use what you learn to internalize what they are about. While you may not get to talk to someone directly, thanks to social media, companies often produce tons of material for their employer branding efforts that you can watch, read, or listen to.

This will help you figure out what's really important to them. Better still, find someone who works there, or who has worked there, and set up an informational interview so you can get a real feel for what matters to the employer. This will let you tailor your resume, cover letter, and application so it stands out from the competition. An informational interview is also a great way to backchannel your way into a company, bypassing the online application process completely.

One size does not fit all! Good salespeople heavily customize their pitches to prove they've done their homework and relate to their prospects. If you've followed tips one and two above, you will have a good idea of how to shape your career materials so they really connect with the potential employer.

These days, tailoring your resume and writing a disruptive cover letter is expected. Talking about the employer in detail and relating back to your own experience is required. You must also optimize these materials with keywords from the job description and match them succinctly to the employer's needs, or be prepared to go in the "no" pile.

Sound like work? It is! That's why so many people aren't good at sales!

But, here's the good news...

If you join Work It DAILY, you'll slowly be improving your skills and learning to minimize rejection. In fact, without even realizing it, you'd be learning to be a better salesperson for your business-of-one! Follow the tips above...and if you need extra help, then check out our membership options today!

Together, we can help you close the ultimate sale—a new job!

Quantifying your accomplishments on a resume is very important since employers do not make important hiring decisions based on qualifications only. Recent college graduates often struggle with how to quantify their accomplishments. However, accomplishments aren't only about big numbers. Anything that contributes to the company's goals is an achievement.

Even as an intern or recent college graduate, changing a process to improve the ease or speed of a task is an accomplishment. You should be able to find some achievements from your course or work experience. It is easy to impress the interviewer with examples of increasing profits, decreasing costs, or streamlining processes.

When asked about accomplishments, don't say clichés answers like, "I got 2:1," or "I got a driver's license." Having a degree is hardly going to make you stand out from the crowd. Ideally, you would want to mention something tangible that you can measure (e.g., if you raised money for charity, how much did you raise in the end?).

As with competency-based interviews that usually focus on behavioral questions, you should aim to use the "Experience + Learn = Grow" technique when quantifying your accomplishments.

• Experience: Give the interviewer some context. Describe the experience (challenges, goals, your methodology, etc.) and why the accomplishment was significant. Why was it difficult to achieve?
• Learn: What did you learn from this experience? Think about the skills you developed, the knowledge you gained.
• Grow: How did you grow from this experience? What was the outcome? Make sure it is specific. If you've saved time or money or received great feedback, say it. Let the interviewer know you get results and learn from your mistakes and successes.

If you're still struggling to come up with something, think about whether you've done any of these:

• Trained for and finally completed a marathon or other sporting achievement.
• Set up a new student society or turned a struggling one into something more successful.
• Overcame a fear by completing something you were frightened of.
• Gave a presentation at an event and got over public speaking worries.
• Raised a certain amount of money for charity.
• Helped others succeed by teaching them a new skill.

Here are some examples of quantified accomplishments for recent college grads:

• Worked as a part of a team of students who created a multi-media campaign that increased student enrollment by 45%.
• Named class representative of 5,000 students during final year at college, owing to consistently acquiring "A" grades and exceptional personal conduct.
• Streamlined 3 university admissions office procedures by introducing centralized online enrollment procedures.
• Received 8 awards for drama and music during the 4 years spent at college.
• Attained the Dean's Award for Excellence following distinctions in 5 languages and 3 sports.

You can choose a professional accomplishment that's related to the role, such as exceeding sales targets in your part-time job, but you don't have to. It's more important that it's an achievement you're genuinely proud of.

Good luck quantifying your accomplishments on your resume! We're here for you if you need any more help navigating the post-grad job search.

Join our Free Resource Center today to learn how to use your personality and passion to get hired. It's the best free resource you'll use in your job search—and the only one you need to land your first job.

When you're looking for a new job, your resume is your calling card. It's often the first impression a potential employer will have of you, and in today’s competitive job market, you can’t afford to get it wrong. A strong, well-crafted resume can open doors, while a sloppy one can quickly close them. Unfortunately, many job seekers make simple resume mistakes that end up costing them interviews.

When most people think of mistakes, they think of misspelled words, poor formatting, and obvious typos. These things are easy to avoid by proofreading your documents thoroughly. But what about the subtle, often overlooked errors that send the wrong message to recruiters? These common resume mistakes may not seem like a big deal, but they can seriously hurt your chances of landing a job. The good news? They're all easy to fix—once you know what to look for.

Here are three of the biggest resume mistakes to avoid:

The first thing a recruiter is likely to do after receiving your resume is check you out on LinkedIn. This is often when inconsistencies crop up because the information on your resume might not match the information on your LinkedIn profile. This is not to say that your resume and LinkedIn profile should be mirror images. But they should match when it comes to current and past employers, job titles, and dates of employment.

Unfortunately, when candidates prepare a resume, they often "lump" all their work at an employer under their current (and likely most prestigious) title. This is bad for two reasons. First, it fails to show career advancement. Second, it makes employers wonder what other inaccuracies they may find.

It’s important to break out each role you’ve held at a company with its own title, set of dates, and bullet points describing your achievements. If your resume lacks this structure, recruiters may overlook valuable experience simply because it’s not clearly presented. Take the time to align your resume and LinkedIn profile; doing so builds credibility and makes your job history easier to understand at a glance.

This may seem like a no-brainer, but some people are so focused on the meat of their resume that they forget to include their contact info. When you're looking for a job, it's important to make it easy for interested parties to contact you. Some recruiters prefer to contact candidates via email. Others would rather just call.

Of course, if they really want to contact you, it's not impossible to find your phone number or email address. But why would you want to make a potential employer jump through hoops? Be respectful of the preferred communication styles of others by providing complete contact information. While you're at it, put your LinkedIn URL on your resume, too.

Including a professional LinkedIn profile link boosts your credibility and gives hiring managers easy access to a deeper look at your experience, recommendations, and endorsements. Plus, optimizing your resume for recruiter accessibility is key; if they can’t reach you quickly, they’ll move on to someone they can. Double-check that your contact details are up to date and easy to spot—ideally at the top of your resume—to avoid missing out on opportunities simply because you were hard to find.

Resumes that highlight outside activities that directly contradict a candidate's job aspirations are just a waste of valuable space! Think of an accountant with a side business designing jewelry. Or resumes that include sports activities, like being on the soccer team, when the candidate graduated 15 years ago. While you're at it, unless you graduated in the last five years, there's no reason to include graduation dates or your GPA.

Besides being irrelevant, including a few lines about leading your college team to victory (unless you're a recent grad) takes up valuable space that could be used to focus on your skills and achievements—things employers actually care about!

Your resume needs to make a good first impression, one that will make a recruiter or hiring manager want to learn more and possibly contact you for an interview. Don't waste space with irrelevant information. Don't confuse them with inconsistencies or make them go into detective mode to find you. Begin your relationship with a potential employer as the candidate to beat.

Need more help with your job search?

Get access to our Free Resource Center today (no credit card required!).

A good friend reached out to me regarding a problem he was having at work. Let's call him Bill. Bill was part of a project team that was working on a hot new service his company wanted to create for their existing customers. He was chosen to be on the team because he manages the billing for the company. So, the project leader thought it might be good to have someone from accounting on the team as a way to make sure that whatever they came up with, the department knew what and why they charged for the service the way they did. Sounded like a great reason and a smart project leader to me, but then Bill explained the problem...

“At the first team meeting, I was nervous and didn't want to say anything stupid. It's the first time I've been invited to work on one of these teams for the company, and I've been working there for three years. So, I just listened carefully and took notes. The rest of the team was talking widely and brainstorming ideas. It was almost too hard to keep up. At the end of the session, the project leader looked at me and said, 'Bill, do you have any thoughts you want to share?' I did have some things going through my mind—mostly, a lot of clarification questions about the project, but I decided to hold off for the time being, and I just said, 'No.' Well, since then, I've found out there have been several impromptu team meetings that I wasn't invited to. Instead, I just get an email afterward recapping what was discussed at the meeting and the next steps they are taking. It's like I'm invisible."

As soon as he was finished, I told Bill that he had made the "#1 Communication Sin"—and he needed to fix it fast.

When Bill passed on the opportunity to speak in that first team meeting, he basically said to his teammates, “I have no reason for being here." It was as if he admitted to the rest of the team that he was out of his league and had nothing of value to contribute.

Now, we know that's not true. In fact, Bill's mind was swirling with questions he wanted answers to—a clear sign that his experience was telling him there were things that needed to be defined. Yet, out of fear of appearing stupid, he didn't ask them. And that, my friends, actually made him look worse!

I can appreciate why Bill didn't want to pelt the group with his questions. I actually think he was wise not to. But he should have let the group know that his silence in the meeting was by no means an indicator of him not having anything to contribute. Instead, he should have used that to his advantage by saying, “I actually have a lot of thoughts and questions swirling in my head right now as it relates to how you can price this product and invoice them effectively. What I'd like to do is take some time to write them out and send them to the team by email. That way, we can wrap this meeting up and keep things moving forward."

This simple statement would have given Bill the chance to explain his thoughtful nature and buy him some time so he could process his thoughts and then share them with the team in a way he felt comfortable doing.

My suggestion for fixing the current problem was simple: Go to the project manager with a list of thoughts and suggestions and ask for permission to discuss them with the team at the next meeting. This would give Bill a chance to prepare and would force the project manager to include him in the next meeting. From there, Bill could re-establish his role on the team and start to engage them as a way to prove his value.

One of the reasons Bill struggled in this situation is that he has a Contemplator interaction style. This style tends to be more reserved in their workplace communications. The style is known for being calming and patient, but it also can be misperceived as aloof or unaware.

Interaction styles are at the root of all communication sins made today. In Bill's case, his style hurt his credibility with his peers.

When it comes to communication, you can't afford not to improve your skills in today's competitive workplace. Take our UVA Quiz in our Free Resource Center and learn how to leverage your interaction style—so you can get the respect you want and deserve!

The workplace is a dynamic place. Unfortunately, any time multiple human beings get together, there is potential for conflict.

Disagreements in the workplace can be unpleasant. Assuming two people are at odds with one another, that negative vibe can quickly spread through a team or organization. It is almost a guarantee that in each career, some disagreements will arise. It would be impossible to always agree on strategy and tactics with colleagues. It would also be counterproductive to always have agreement in the workplace.

Encouraging and promoting different ideas and perspectives is key to coming up with solutions and teams performing at high levels. The task becomes determining if a disagreement is healthy. If it is unhealthy, it can be difficult to diagnose and solve the problem. No matter how much people say, “Let it go, it's just work," that is easier said than done. When people put so much into their careers and jobs, it's worth it to try to understand disagreements and learn how to manage disagreements in the workplace.

Navigating these quarrels can go a long way toward saving or strengthening relationships and improving one's professional reputation.

For starters, when there is a disagreement in the workplace, look in the mirror before peering out the window. In other words, reflect on your actions and perspective before focusing on what others may have done wrong. This self-awareness can help you better manage workplace conflict and respond thoughtfully rather than react impulsively.

In fact, this advice is helpful in many professional settings, especially when dealing with communication issues or team tension. Something to keep in mind is that, in most disagreements, each side genuinely believes they are doing the right thing. Each person's stance can be completely foreign to the other, but if the conflict is approached with an attempt at understanding and mutual respect, a positive resolution is more likely.

Practicing active listening, staying calm, and focusing on shared goals are essential strategies for handling workplace disagreements the right way. Not only does this build trust, but it also contributes to a more collaborative and productive work environment.

Having someone to talk to about the matter can be helpful. Someone who is removed from the situation can be trusted and is discreet. If this person can bring a unique perspective, all the better. They can listen, ask challenging and thought-provoking questions, or maybe he or she has been there before and can offer some thoughtful advice.

However, choose a confidant carefully. The other side of this advice is to avoid airing grievances in the workplace. Always attempt to take the high road. Talking too much to too many people can not only be counterproductive and damage relationships, but it can also be harmful to one's reputation.

The point of talking to someone about the situation is to help you assess your perspective.

After reflecting on a disagreement, as uncomfortable as it may be, it is almost always most productive to sit down with the other party.

Rather than approach the meeting as adversarial, go into it seeking to understand, make progress, and find a resolution. Ask thoughtful questions to clarify each other’s viewpoints, and actively listen without interrupting. Try to help each other see the other's perspective. If there is a commitment to compromise and flexibility upfront, good things often happen.

Good intentions alone may not help. In the event that addressing the disagreement head-on is not successful or the other party is not receptive, it may be helpful to engage a third-party facilitator. The facilitator may need to serve as a mediator, or the person may be helpful in creating a more constructive meeting environment. Either way, there is often value in having someone objective and removed from the situation to provide another set of eyes and ears. In order to be most effective, the facilitator should be someone both parties agree on and want to participate.

Many organizations have HR or organizational development consultants in-house who can serve this purpose. Smaller employers may not have that luxury, but there may still be an HR professional or other trusted resource equipped to help the situation. The point is, this person will need to be credible, respected, and willing to provide candid feedback.

Disagreements at work are going to happen. In many instances, disagreements are productive and good signs of diverse thought. They do not need to be the end of the world, but the ones that matter cannot be allowed to fester. Working in an environment where there is hesitancy to disagree or offer an alternative can squash creativity and add unnecessary stress.

When disagreements crop up, it's important to stay professional, reflect on each side's perspective, and try to find the best solution possible for the good of everyone involved. It can be tricky at first, but once you know how to resolve disagreements in the workplace, dealing with co-workers becomes much easier. No two situations are going to be alike, but by taking a measured, collaborative approach, even the toughest hurdles can be overcome.

Need more help with your career?

Get access to our Free Resource Center today (no credit card required!).

Today’s Work It DAILY challenge is simple, but powerful: Shut down negative self-talk.

We all have that inner voice—the one that whispers doubts, exaggerates mistakes, and chips away at our confidence. For many professionals, especially job seekers and those navigating career transitions, this voice can be relentless.

But here’s the truth: If you let your inner critic call the shots, it will hold you back from the success you’re working so hard to achieve.

When something goes wrong—you bomb an interview, make a mistake on a project, or get passed over for a promotion—it’s easy to beat yourself up. You might find yourself thinking things like:

• “I’m terrible at interviews. I’ll never get hired.”
• “I always mess things up.”
• “I’m not cut out for this.”

While it’s important to be responsible for your actions and take accountability for what you can control, there’s a big difference between “I suck at interviews and will never get better!” and “I need to do more interview prep next time."

It’s easy to let that negative emotion consume you. You’re frustrated. You’re emotional. You wanted a different outcome. However, it’s important for both your personal well-being and professional success to practice shutting down this overly critical voice in your head.

These kinds of thoughts might feel honest in the moment, but they’re not helpful. In fact, this kind of negative self-talk will bring down your mood, drain your motivation, and erode your confidence.

When you lack confidence, others can sense it. And if you don’t believe in your potential, why would a hiring manager?

The key is to reframe.

There’s a big difference between “I’ll never be good at this” and “I need to practice this skill more.” One shuts down growth. The other opens the door to improvement.

Let’s say you’re frustrated because your co-worker Bob got the promotion you were hoping for. Instead of thinking:

Try reframing it:

It’s okay to feel frustration, disappointment, or even anger, but don’t let those emotions write the story of your career.

Every time a negative thought about yourself pops into your head today, pause and then reframe it. Turn that critical voice into a coaching voice. Make it actionable. Make it constructive.

Here’s a simple formula to try:

Small shifts like this can have a big impact on your mindset, energy, and overall outlook.

How do you silence your inner critic? What strategies have helped you reframe negative thoughts? Share your tips on LinkedIn and tag us in the post—we’d love to hear from you!

And if you’re struggling to break the cycle of negative self-talk, you’re not alone. Our coaching team at Work It DAILY can help you develop the tools, habits, and mindset shifts needed to overcome self-doubt and move forward with clarity and confidence.

Sign up for a free trial today and start shutting down those negative thoughts!

Sometimes, the reason your resume gets dismissed by employers has nothing to do with your experience or qualifications. It could simply come down to using phrases that immediately turn hiring managers off. Every word on your resume must work for you, not against you.

In addition to steering clear of generic buzzwords like “creative,” “innovative,” “visionary,” “team player,” “motivated,” “highly skilled,” “hard worker,” “passionate,” and “driven”—which offer no real insight into your actual value—you should also eliminate specific phrases that raise red flags or waste space. These common resume mistakes can make even the most qualified candidates seem unpolished or out of touch.

If you want to make a strong first impression, avoid these top resume phrases at all costs:

"Job duties" essentially says to the employer that these are my responsibilities on the job. Well, that's fine if the only one you need to impress is the applicant tracking system (ATS) looking for matches in the job description.

The problem with including this phrase on your resume is that it doesn't inform the hiring manager how well you perform on the job, and they ultimately have the final say as to whether your resume is a keeper or not.

A more effective phrase to use is "accomplishments" to describe your work experience. You want to inform the employer of what you did on the job and prove that what you did produced valuable results. You always need to quantify your accomplishments on your resume. The first step in quantifying your accomplishments on your resume is getting rid of the phrase "job duties."

While professional resume writers speak of highlighting "transferable skills" on your resume when you're looking to make a career change or when you don't have the exact work experience the employer may be looking for, the specific term should be avoided on your resume.

When hiring managers and recruiters see "transferable skills" on a resume, it basically sends the message "I don't have the exact experience or hard skills you're looking for, but..."

A more effective phrase to use is "skills" or "skill set" or even "experience summary" (see below). It doesn't bring attention to the fact that you aren't a direct match with what they are looking for, but goes straight to the point of what you can offer that is of value to them. Using clear and direct language that emphasizes relevant expertise helps your resume pass both human and applicant tracking system (ATS) reviews

Traditionally, the objective statement takes a prime spot at the top of the resume detailing what you, the job seeker, are looking for—but that's no way to compete in today's job market. The opening of your resume needs to make a bold statement, informing the employer what you can do for them.

Replace an objective statement with an experience summary, which is a list of 6-8 hard or transferable skills needed for the specific job you're applying for. This section quickly communicates your value and aligns your background with the employer’s needs. Hiring managers scan resumes in seconds, so lead with measurable achievements, relevant keywords, and industry-specific skills.

You can assume all employers will go through a reference check before they hire you. Including this phrase on your resume is simply a waste of space and makes your resume come across as outdated, since it was common practice to include it at the end of the resume years ago, before applicant tracking systems and AI changed the landscape of the job search process.

Today's job seekers need a well-polished resume to compete. Avoiding overused buzzwords and phrases that say nothing or that may imply something negative will help keep you in the running.

We know today's hiring managers get more applicants than needed for each job opening, so don't let bad phrases be the cause for them turning away your resume! By eliminating vague language and replacing it with strong, results-driven statements, you’ll create a resume that stands out in today’s competitive job market.

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You just got a new LinkedIn connection—woo-hoo! Okay, now what? How can you start building your professional relationship with this person so you add value to each other's network?

Making that first move can feel a little awkward, but it’s a key step in turning a simple connection into a meaningful professional relationship. Whether you're networking for a job search, looking for collaborators, or simply expanding your industry circle, learning how to start a conversation on LinkedIn can open doors to new opportunities.

Here are some tips for getting a dialogue started with new LinkedIn connections...

If you're having trouble thinking of what to say in your initial message to your new LinkedIn connection, start with your subject line and then elaborate.

You can say something as simple as "Thanks for connecting!" or even "It's great to meet you!" If you enjoyed an article they wrote or shared, you can say something like, "Loved your article!" or "Thanks for sharing your insight!"

If you met your new LinkedIn connection in person at a networking event, mention something specific like, "It was great to meet you yesterday at the ABC Event!" or "Wanted to continue our conversation from yesterday." These personal touches help break the ice and show genuine interest, which is key to building meaningful professional relationships on LinkedIn.

via GIPHY

Send your new connections a brief message to introduce yourself, or reintroduce yourself if you've previously met. This will give them a refresher and will help jog their memory from when you last spoke.

Keep it concise and focused, avoiding generic or overly formal language. A clear, thoughtful introduction sets the tone for a positive and professional LinkedIn connection.

via GIPHY

Take a look at your new LinkedIn connection's profile and see what you have in common. Do you share a similar skill set? Do you volunteer for the same organization?

Mentioning a shared interest, alma mater, or industry experience is a great way to personalize your message and show genuine interest. Find something you share and start a conversation around it. It will make it easier for you to break into a real dialogue. Plus, it will help build a stronger personal connection between the two of you.

You can say something like, “I noticed we both worked in SaaS startups—I'd love to hear your take on where the industry is heading.” Starting with something specific makes your outreach feel less like a cold message and more like a thoughtful networking conversation.

via GIPHY

In order to have a strong network, you need to constantly offer value to it. When you meet a new connection, make it clear that you'll be a valuable contributor to their network.

You can say something like, "Please let me know how I can help you achieve your goals," or "I'd be happy to support you in any way I can." Simple, authentic gestures like these open the door to meaningful conversations on LinkedIn.

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Don't ask for anything right off the bat. It makes you look greedy.

It's important to build a relationship with this person before you ask for any favors. They'll be more likely to help you out once they know who you are and that you'll return the favor.

Don't be afraid to start a conversation with a LinkedIn connection ever again. Use these tips, and you'll successfully grow your professional network. The more genuine and intentional your outreach, the more likely you'll make a lasting impression. Keep practicing your LinkedIn messaging strategy, and soon it will feel like second nature.

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Do you want to quit your job but don't feel comfortable giving your two weeks' notice until you’ve secured a new position? You're not alone—and the good news is, it's absolutely possible to find a new job while you're still employed. In fact, conducting a job search while working can give you more leverage in interviews, allow you to avoid employment gaps, and keep your financial situation stable during the transition.

One of our Work It DAILY fans recently asked, “Hey, I want to leave my current job and start something new. What should be on my to-do list today?”

If you’re wondering how to get a new job while working full-time, I’m going to walk you through four essential steps that will help you land your next role, without risking your current one.

Now, before I begin, I want to remind you of an important fact. In the United States, 30 to 50% of all jobs are obtained via referral. So, blindly applying online is not going to work for you. Only 3% of the people who apply online ever get called by recruiters or hiring managers.

The four steps that I'm going to outline for you are going to help you go around that ATS (applicant tracking system) and connect with recruiters and hiring managers so you stand out as a great job candidate.

So, let's break it down...

You need to inventory your transferable skills. These are all the hard skills that will be helpful in your next job. You may perform some or all of these things in a future position.

Make a detailed list of your core competencies, such as project management, data analysis, customer service, or technical writing. Identifying transferable skills is an essential step in your strategy for getting a new job while working full-time.

You're going to take those transferable skills you've identified and make sure they're optimized on both your resume and your LinkedIn profile.

Recruiters are always searching for those key terms when looking for potential job candidates, so if you have your transferable skills listed on your LinkedIn profile (in your LinkedIn headline, for example) you're going to improve your chances that they'll connect with you and reach out to you about job opportunities you're a fit for. You should also weave these keywords into your LinkedIn “About” section and work experience descriptions to further boost visibility in search results.

Additionally, tailoring your resume for each job application by aligning your transferable skills with the specific requirements of the job description will help you stand out to hiring managers. The more aligned your online presence is with your target roles, the more likely you are to be discovered while you're still employed.

Next, create what's called an interview bucket list. This is a list of 10 to 20 companies that you would love to work for and that hire for your skill sets.

The best way to build an interview bucket list is to research companies you admire and would love to work for. Make sure you'd be able to either commute to or work remotely for these companies. If your skills also match the jobs they hire for, the company belongs on your interview bucket list!

This list will help you stay focused and intentional during your job search, especially when time is limited. Look at each company's career page, follow them on LinkedIn, and set up job alerts so you're the first to know when relevant positions open up. By proactively targeting companies that align with your goals and values, you'll increase your chances of landing a new job while working full-time.

Finally, start connecting with professionals who currently work at the companies on your interview bucket list. These insider connections can provide valuable insights into the company culture, hiring process, and what it takes to stand out as a candidate. Tap into your existing network—friends, former colleagues, alumni, or LinkedIn connections—to see if anyone can offer referrals or introduce you to key decision-makers.

Informational interviews with current employees not only help you tailor your resume and cover letter for specific roles but also increase your chances of accessing the hidden job market. Building genuine relationships with people on the inside (aka backchanneling!) is one of the most effective ways to get a new job—employed or unemployed.

This brings me back to my very first point about getting referred to companies. This is the best, fastest, most efficient way for you to find a new job while employed because you don't have time all day to spend on your job search. Work smarter, not harder!

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As the workweek comes to a close (for most of us), I want to share a set of habits that have become an end-of-the-week routine for me. This routine has been key to ending my week on a positive note and "teeing up" a great start to the following week.

So, how do you end your week on a positive note? As we say at Work It DAILY, it's all about creating good habits. When you take time to wrap up your week with intention, you reduce stress, gain clarity, and feel more in control heading into Monday.

Consider doing these three things before you leave work each Friday:

Reach out with a quick email or (better yet) a short thank-you note expressing gratitude for those who went out of their way to help you this week.

This is literally a 10-minute exercise that has powerful results. You'll feel great in expressing thanks, and the recipient will receive a nice message to end the week on. Who went out of their way to help you this week?

Ending your week with gratitude can improve your outlook, boost morale, and even set the stage for a more productive Monday.

Make note of what you believe were your three greatest accomplishments over the past week. Embrace the sense of satisfaction and positive emotion associated with getting these important things done. Reflecting on your weekly wins is a powerful way to build momentum and confidence in your professional journey.

Connect this habit with the one above. Was there anyone who contributed significantly to your three greatest achievements? Follow up or reach out to those people with a word of thanks.

What are your three most important goals for next week? Write them down before you log off or leave the office, and visualize yourself reaching those goals. Think about what it will take for you to be successful the following week.

Do you have sufficient time set aside to accomplish those goals? Who do you need to solicit for help? (Go ahead and reach out and confirm their participation before you end this week.) What is the very next action associated with each of those goals, and do you have that task clearly identified on your calendar or task list with a due date?

Break your goals into manageable steps to reduce overwhelm and increase your chances of follow-through. Ending the week with a plan boosts motivation, helps reduce Sunday night anxiety, and sets you up for a more productive and focused Monday.

Give these habits a try on Friday afternoons. If you see a positive effect, add other ones that are relevant to your situation. The message here is to begin a weekly routine that will help you end the week in a positive way and help you get clarity on the most important things for next week.

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The job search process is always evolving. It's not about going to the job boards, finding the job opening you like, and then applying for it. That method will only have you waiting by the phone for a call, which is likely not going to happen. Today's job seekers need to take a more proactive and interactive approach called "backchanneling" (a type of professional networking), and LinkedIn is a resource to help you do that. That's why you need an optimized LinkedIn profile for job search success.

Creating a strong LinkedIn profile will help you get in front of the right contacts (recruiters, hiring managers, professionals in the field, etc.) who can lead you to your next job opportunity. However, in order for that to happen, you need a LinkedIn profile that communicates and displays the right information.

Your profile should be keyword-optimized, visually appealing, and aligned with your personal brand. Think of it as your digital first impression—one that needs to be clear, compelling, and easy to find in LinkedIn search results.

Take a look at the LinkedIn profile checklist below to learn how to optimize and use your LinkedIn profile effectively.

1. Make Sure You Have An Appropriate Headline

The headline is what shows up for your LinkedIn profile when it comes up in search results. It's also what shows up when others look at you through their contacts' connections. By default, your LinkedIn headline reads your current job title and employer, but if you want to grab the attention of others, it should say more than that. Think about keywords and highlighting your greatest skill sets, each separated by a vertical line.

2. Display Professionalism In Your Profile Photo

A LinkedIn profile that includes a headshot photo is more likely to be clicked on than a profile without a photo. In selecting your profile photo, go with a headshot that makes you look professional and approachable.

3. Personalize Your LinkedIn URL

Whether you choose to include your LinkedIn profile on your resume or in your email signature, personalize the URL. It'll come off as more professional and memorable. Examples:

• linkedin.com/yourname
• linkedin.com/yourname-professionalkeyword

1. Offer Your Value Statement In The "About" (Summary) Section

The "About" section on your LinkedIn profile should summarize what you have to offer and how that translates to value for the potential employer. This is where you'll include your personal branding statement. This section should also contain a list of your key skill sets. Never write in the third person on your LinkedIn profile unless you want to come off as pretentious.

2. Make Your Work Experience Keyword-Rich

In your "Experience" section on your LinkedIn profile, use bullet points to highlight accomplishments and quantify your work experience. Think about relevant keywords to include naturally in your writing. The more keyword-rich your profile is, the more likely it'll show up in search results. It's also important to make sure the information you include in your "Experience" section on your LinkedIn profile matches the information in the "Work History" section on your resume, so you don't confuse recruiters and hiring managers.

3. Get Endorsed For The Right Skills And Expertise

Review the "Skills and Expertise" section to prioritize what's important. When you do that, your contacts are more likely to endorse you for the right skills, which in turn shows recruiters and hiring managers you have what they are looking for. What you want to avoid is including skills and expertise that don't relate to the jobs you're applying for or your profession. That will simply dilute your overall message, including your personal brand.

1. Don't Let Your Education Give Away Your Age

Your education, which can include specialized training and certifications, adds value to your qualifications. When listing the information, take caution with dates. It's not necessary to indicate when you received your degree from college—that can give away your age in some cases. Also, don't include anything that may be too dated. You want to show you hold current, relevant skills that are valuable to the profession, not irrelevant expertise.

2. Join Relevant Groups

LinkedIn offers a diverse selection of Groups that you can (and should) join—professional associations, industry groups, alumni groups, etc. If they're relevant to your profession or skills needed for the job, share their badge on your profile. It helps hiring managers and recruiters see that you're connected and active in networks that are important. You can also benefit by taking things a step further with LinkedIn Groups, like participating in discussions and sharing interesting articles to get your name out there. Many hiring managers and recruiters will look at discussions in relevant groups to pull out potential candidates for job openings they have available.

3. Make Your Profile Public

LinkedIn profiles that are made public allow others to view your information, whether you're connected with them or not. This option is best when you're a job seeker.

Every professional—not just job seekers—should learn how to optimize their LinkedIn profile. A well-crafted LinkedIn profile increases your visibility to recruiters, builds your personal brand, and opens doors to new networking opportunities. Follow the steps above to build a strong LinkedIn profile today for job search and career success!

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Resumes are still the main “calling card" used by job seekers, and there are various schools of thought about the formatting of this document. Whether you're entering the job market for the first time or re-entering after a career break, resume formatting plays a critical role in making a strong first impression. A well-formatted resume not only highlights your experience and skills but also ensures your application passes through applicant tracking systems (ATS) and gets noticed by recruiters and hiring managers.

Optimizing your resume format can boost your visibility and help recruiters quickly identify you as a strong candidate.

Here are a few tips for formatting your resume that may help you beat the blank screen blues if you're creating a new resume from scratch (or updating one you haven't touched in years):

Most resumes have at least a half-inch margin, but a full inch is preferable. If your margins are smaller, you risk losing content if the document is printed by the hiring manager. Plus, a resume that lacks a one-inch margin is harder for the reader to peruse and may look cluttered or chaotic—two qualities that are not often sought by employers.

Readability is key when formatting your resume. Keep this in mind if you're using a resume template or adding bullet after bullet of new information to your already-existing resume. It's a delicate balance between too much and too little information. Never underestimate the power of white space in your resume.

If you're going to use a resume template, ensure all of the fields are completed with your personal information. Nothing looks worse than seeing "insert job information here" on a candidate's resume. A glaring resume mistake like this may tell the hiring manager you lack attention to detail or other basic skills needed for the job.

The better choice may be to look at a variety of resume formats and combine styles based on your level of experience, knowledge, skills, and abilities. At Work It DAILY, we recommend using our six-second resume format, which you can have a career coach review before you apply for jobs.

Spellcheck is great, but it doesn't catch all grammatical and typographical errors. It's helpful to have someone else review your resume. Ask for that person's feedback on the style of your resume and the resume's readability and content.

Where do their eyes look first? Did you quantify your work experience? Are your skills relevant to the position you're applying for? Does the resume prompt them to want to learn more about you and your qualifications?

A good resume format doesn't mean a thing if you have spelling and grammatical mistakes. Having another person review your resume could save you from some embarrassing job search fails. It's definitely worth the extra time and energy.

Your resume should be clear and concise. Almost all people applying for jobs nowadays know how to use Microsoft Office programs and email, so there's no need to have a technical skills section on your resume unless you have skills that set you apart from the competition.

There's also no need to list "references available upon request." If employers want to check your references, they will ask for them.

Resume fluff only hurts your chances of getting the job. Nowadays, it's about quality, not quantity. A one-page resume with quantifiable accomplishments and work experience is always better than a two-page resume with irrelevant information.

So, cut the fluff and get clear on the value you bring to the table.

Keep fonts and font sizes the same throughout your resume. You should also consider using a similar heading on all pages of the document if your resume is more than one page. This is a good precaution in case the pages become separated.

Any inconsistencies will be distracting for the hiring manager. Choose a clean font, pick a font size, and keep the same style in each section of your resume, including section titles. Avoid using excessive formatting like underlining or bolding in random places (it can make your resume look unprofessional). Stick to a standard font like Arial or Calibri, and use a 10–12 point font size for the body text to ensure readability.

Most resumes are one to two pages. However, if you have more than 20 years of experience and/or a number of academic or professional publications, your resume may be longer.

Keep in mind that a longer resume doesn't equal more review time by the recruiter or hiring manager. Your most important information should still be at the top of page one. This is where all your hard skills (and transferable skills) should be, as well as your most relevant work experience.

When in doubt, ask yourself if the information you want to include on your resume makes you a better candidate for the job. If not, it's probably not relevant to the position and can be removed.

Resumes are not static documents, so even if you think you're finished with crafting a great one, you will want to revise and customize it slightly for each job you are applying for and add to it as you obtain more experience. Since more and more recruiters are using social media, you will also want to update your LinkedIn profile to match your new resume.

With the right resume format, you'll catch the eye of hiring managers everywhere. We hope you use these resume formatting tips during your next job search. You'll be surprised by how much of a difference it makes.

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I read this article by Forbes magazine on the subject of delivering bad news and realized just how many companies fail to follow the steps outlined when they lay people off. I honestly believe the majority of corporations and management teams don’t mean to do this incorrectly—they just haven’t been trained in what it takes to effectively communicate what’s happening. The result is an angry, vocal group of ex-staff members and a concerned set of clients who wonder if they should look for a new vendor.

Here's the simple truth: Poorly handled layoffs don’t just damage employee morale. They can also tarnish a company’s brand, disrupt operations, and lead to long-term reputational harm.

Nowadays, layoff mistakes are often made public within hours, triggering negative press, backlash on social media, and even loss of business. It’s never been more important for leadership teams to understand best practices for managing workforce reductions with transparency, empathy, and professionalism.

Here are the most common mistakes companies make during layoffs:

I once worked at a start-up company that, unbeknownst to the staff, was running out of funds. So, one day we walked in and saw that, at 10:00 a.m., a large group of people got up from their desks and went to the cafeteria for a meeting. The other large group got up and went to the conference room.

Each had been sent an email on where to go. When they got to their respective meetings, the cafeteria group was told they were all being let go and to get their things, head home, and the company would be in touch with final pay. The other group was held hostage in the conference room and told they had to stay there until the layoff was complete. Needless to say, the fallout from that experience was significant.

I’m working with a woman right now whose company announced a layoff five months ago after they were bought out and merged with a larger firm. Absolutely nothing has happened since.

She says the staff morale is at an all-time low. People feel paralyzed. They don’t want to look for a new job if they don’t have to, but they also don’t want to walk in one day and find out it’s over. Productivity is down, and stress-related illness is up from the fear of the unknown.

I have a friend who worked for a larger, privately held company. One day, he walked in and learned the company was “cutting expenses” and laid off 20% of the staff. At the time, he thought he was lucky because he kept his job.

A month later, news came out that the owner of the company was going through a messy divorce due to cheating on his wife and had been using company funds to support his mistress. The layoffs were a way to save money so he could pay himself more to cover the alimony payments while still maintaining his current lifestyle. My friend found a new job, along with several of his colleagues who couldn’t stomach working for the owner after that.

Some companies announce layoffs due to “a decline in sales,” only to show an increase in earnings for shareholders in the same quarter. This sends a very confusing message to the world. You are making more money, so you are laying people off?

The best companies are clear as to why they are laying off, even if the reason is unpopular. If you feel appeasing shareholders is more important than keeping people employed, then say so. You might catch a lot of heat for your choice, but at least you won’t look like a liar.

Now that so many companies have conducted layoffs, it appears that HR departments and management teams have decided to scale back what they spend on outplacement programs (a.k.a. career coaching for those affected by the layoff). And while their lack of effort to help those who have been working for them usually doesn’t make the national news, it does spread like wildfire through the social community.

Today, layoff victims have a large platform for tarnishing the reputation of a former employer who throws them out on the street without help: social media. Companies shouldn’t underestimate the negative impact of failing to give proper resources to layoff victims will have on their reputation.

Some companies don’t feel they have to explain their reasons for laying off staff to anyone but those affected. What they forget is that anyone involved with their company is affected! For example, employees who don’t get let go have to deal with survivor’s guilt. It’s not as if they won’t ever see or hear from their former colleagues ever again. So, what should they do? And, no matter how hard you try to hide it, customers will hear about the layoffs. Would you rather they hear about it from a disgruntled ex-employee or from you personally?

In a time when transparency in business is being demanded, companies cannot afford to ignore their communication responsibilities to all parties involved. Otherwise, you can expect to lose the trust of the very people you need on your side to see through these challenging times for your business.

After the deed is done and the employees are let go, many companies try to rush back to “business as usual.” Well, that doesn’t work. Why? Because the layoff fundamentally changed your business, so there is no going back to the way it was.

Instead, companies should offer weekly progress reports to show those who are still with the company the ongoing efforts they are making to ensure the decision to lay off workers will, in the long run, be the right thing for both the business and them. You don’t stop the communications until you reach the point where you can show proof of success (i.e., stopped losing money, stabilized budget, etc.). At which point, you announce the new game plan to get the company back to its former glory.

This is by far the most important. I’m amazed at how many companies let people go and then try their hardest to distance themselves from them. Example: A company I know laid off 2,000 people recently. Not only did they not give them any outplacement services, but they also decided they would not allow anyone at the company to be a reference for those who were let go. As a result, the 2,000 workers had no way to give potential employers a reference to prove they were part of an RIF (reduction in workforce).

The company stated that, given the size of the layoff, employers would know about it and wouldn’t need references. Well, anyone in HR knows that these days references are very important. The company even went so far as to tell the employees who remained that if they got caught giving a reference, they would be fired. The 2,000 workers were forced to use an automated telephone line that would verify pay and dates of employment as a reference instead. This created a lot of challenges for those workers who had been with the company for many years, since they honestly had no live references they could provide during their job search.

I hope managers who are reading this article tuck it away so they can use it as a guide if the day comes when they need to conduct a layoff. I also hope anyone who has been affected by a layoff passes it along to their management team.

Given how little training there is in conducting effective layoffs, we need to get corporate leadership up to speed on the right way to handle such a difficult situation. History shows that companies that manage the delivery of bad news and the need for change effectively are the ones that survive. So, the more senior management teams who read this and opt to follow the guidelines, the better, right?

Do your part to educate your leadership team—send them a link to this article today!

Looking for outplacement services for your former employees?

Check out Work It DAILY's career coaching services today! My team and I are looking forward to working with you soon.

We've gotten a lot of questions lately about interviews, which is a good thing because it means our readers are putting in the work and getting interviews (So, kudos to you!). But what we want to talk about today is a very particular type of interview question that hiring managers are increasingly asking these days. This kind of question—a behavioral question—can be a curveball.

Behavioral interview questions are designed to assess how you've handled specific situations in the past, helping employers predict how you might perform in the future. In 2025, mastering behavioral interview questions is more important than ever, especially with employers placing a greater emphasis on emotional intelligence, problem-solving skills, and adaptability.

So, let's get started by talking about what a behavioral question is.

A behavioral interview question is a special type of question. It's one that requires more than a one-word answer. It's the type of question where you are not going to respond with just a "yes" or "no." In contrast, you're going to have to elaborate in order to deliver an answer properly.

For example, a behavioral question would look something like, "Tell me about a time when you had to do X or Y…" You're going to see these questions all the time during interviews because it helps the hiring manager get inside your head and understand how you approach and tackle certain problems.

Remember, an employer wants to make sure that you're the right fit for the job. It's not just that you have the experience. It's also that you have the aptitude and the know-how to apply that experience so that you can do the job successfully in the way that you need to do it. This is what makes them feel comfortable with you as a hire, and all of this has to come out in your answer.

Now that you understand what a behavioral interview question is and why it's so important to answer it thoroughly and correctly, I'm going to give you a methodology you can use to answer each and every behavioral interview question effectively. It's called the "Experience + Learn = Grow" model.

It's a system we've designed that allows you to come up with answers that give the employer exactly what they want to hear.

Step 1: Outline an experience that you've had that explains why you can do what they're asking you to do.

Step 2: Talk about what you learned from that experience—how it made you smarter and better in your job.

Step 3: Talk about how you grew as a professional so that you can take that experience and use it to your advantage going forward.

When you answer behavioral questions using the "Experience + Learn = Grow" model, you're mentally taking the hiring manager through the process they need to go through to come to the conclusion that you can do the job. This method not only showcases your skills and competencies but also highlights your ability to reflect, adapt, and improve. Mastering this approach will help you stand out in this highly competitive job market, where employers are looking for candidates who can demonstrate real-world problem-solving and resilience.

It's also important that you ask good questions in an interview in order to make a great impression. Thoughtful questions show you’ve done your research, are genuinely interested in the role, and are evaluating if the company is the right fit for you—all key strategies for succeeding in behavioral interviews in 2025.

So, here's an actual example of a typical behavioral question that you might get asked in your next interview:

"Tell me your greatest accomplishment on the job."

Now, again, if you are going to use the "Experience + Learn = Grow" model here, you have to share enough information for the hiring manager to fully understand that you are capable of doing the job.

Let's say you're a customer service representative. Your answer might be:

Experience: "Well, as a customer service representative, the greatest accomplishment I ever had was learning how to deal with difficult customers. I remember a time when I got a call from a really angry customer. We had double-charged her, and she was irate. She was swearing at me and yelling at me on the phone. She was completely out of control, and I didn't know what to do."

Learn: "But I realized that if I stepped back for a second and didn't take what she was saying personally, I could recognize how she was feeling. I could put myself in her shoes. So, I was able to do that. And in doing so, I was able to calmly address her needs, figure out what was going on, get her a credit, and really exceed her expectations. When it was all said and done, she was totally calmed down. She was apologetic for her behavior—for swearing at me—and most importantly, she was grateful and even gave me a four-star review afterward."

Grow: "That really taught me the power of patience and empathy. When I'm talking to customers now, every time I get a difficult customer, I'm able to immediately go into that empathy mode so that I can give them a great customer service experience."

Do you see how that answer followed the "Experience + Learn = Grow" model? By taking the time to map out your answers to questions like this, you can really make sure that you're covering your bases and helping the hiring manager understand just how effective you can be in the job.

There are lots of behavioral questions that you can get asked in an interview. In fact, at Work It DAILY, we have a list of 18 potential questions that we take our clients through. To give you an idea of some other ones that you might come across, here are two more that you should be prepared to answer:

1. "What would your co-workers say about you if we asked them?"
2. "Tell me about a time when you got a difficult and unrealistic request from somebody, but they were really enthusiastic about it. What did you do?"

Those are just a couple more examples of the types of behavioral questions you can get asked, which again require much more than a typical one-word answer.

Most importantly, the "Experience + Learn = Grow" structure helps you consistently deliver the right answer at the right time! By using this simple formula, you can confidently navigate any behavioral interview question in 2025, no matter how complex it seems. Remember, behavioral interviews are designed to reveal your potential. Make sure your answers reflect the professional you are becoming.

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Team dynamics can often be difficult to negotiate. At work, generally speaking, you are on a team and you contribute. The problem is that you also want to elevate your career and stand out to your boss. So, how can you do that without the rest of the team feeling like you are a jerk (or worse)?

I've had the gift of working in amazing environments on rock star teams. I have also had the (ahem) opposite experience. I've managed teams, been part of teams, as well as been an individual contributor, and through these years, I've found there are a few surefire ways to show you're an asset without being a show-off.

Here's how you can effectively show your value at work (without being a jerk):

My favorite direct reports were good for their word. They were trustworthy. You could truly count on them to deliver, and not just for me. I would see these team members always doing what they said they would. People notice. It might not seem like it, but when you do what you say, you will get the important assignments.

Being the one who does the important stuff is viewed as valuable, and you're valuable without being a jerk. You're the good guy that people can count on to get stuff done. That kind of reliability builds a strong professional reputation, and in today’s competitive job market, reputation matters.

The people who come to me with solutions stand out. Problem solvers who are actively working on solutions to organizational challenges stand out for obvious reasons. They care about the problems of the company and are taking the time to solve them.

There is a big difference between people who solve problems and people who try not to create them. The problem solvers stand out. And when they include others in the solution, all the better, because they are showing me that they are leaders who can activate others to join the cause of solving the big problems we're facing.

This kind of collaborative problem solving shows initiative, emotional intelligence, and leadership potential—qualities every employer is looking for. If you're looking to show your value at work, start by identifying a challenge, rallying your peers, and proposing actionable steps.

Further, managers know that a team builds a victory and solves a problem together. Good managers can also see who's doing the lion's share of the work and really contributing to the victory. If it's you, be sure you are gracious in sharing that victory with the team—that stands out to good managers and to the team.

When you recognize your teammates’ efforts and highlight shared success, it shows emotional intelligence and leadership potential. This kind of professional maturity gets noticed during performance reviews and can set you apart for promotions. Demonstrating value at work is as much about uplifting others as it is about output.

Be monomaniacal about achieving the goals of the company and the team. When you see the team headed down a rabbit hole, gently guide them back to land. Be the one who is focused on achieving the goals, and you will stand out.

You might be considered a jerk for being the one who asks for focus by the ones who are unfocused, but they will forgive you when you achieve the goals, solve the problems, and share the victory (see above).

I frequently advocate being a student of your industry. This is applicable to standing out without being perceived as a jerk when you are sharing information with your teammates about the industry and the business. When you are the go-to for information and insights, you are going to stand out. However, if you do this in a smarty-pants spirit, you are on a slippery slope to Jerktown, population: 1.

Being a trusted resource means you are sharing information in the spirit of continuous learning and development. Share that you saw something interesting in the media about the company, competitor, or industry. And when you share this information, offer an insight and an invitation to hear what the recipient of this information thinks.

If you do awesome work, it's okay to privately share what you're proud of with your manager—key word, privately. Schedule time to share your excitement with your manager. You should try to have monthly check-ins with your manager so that you can gather feedback and continue to advance your career.

Keep in mind when you are privately sharing your work with your manager, do it from a place of excitement and pride, not from a place of ego and braggery. Excitement is contagious. Your manager may also be able to help you take the work even further.

Remember, the key to showing your value without being a jerk is balancing confidence with humility. Follow the tips above to successfully demonstrate your value at work and build a strong professional reputation that will earn the respect of your colleagues.

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Job hunting can feel overwhelming, especially when you're doing it alone (or receiving unsolicited, unhelpful advice from out-of-touch family members). Between resumes, interviews, and countless applications, it's easy to feel stuck or unsure about where to focus your time. That’s why our 7-Day Premium Trial was designed to help you take meaningful, strategic action toward landing your next job.

We know that job search success isn't about luck; it's about small, smart actions taken consistently. That’s why we offer a 7-day free trial of our services, so you can see the power of “working it daily” with the right job search strategies.

In just 15–60 minutes a day, you’ll build your personal brand, update your materials, and attract more recruiter attention. Here’s exactly what you can accomplish each day of your free trial:

Topic: Personal Branding | Focus Area: Unique Value Add (UVA)

Before you can market yourself effectively, you need to understand what sets you apart. On Day 1, you'll complete the JT.AI tool to receive your UVA Report, which identifies your professional strengths and what makes you valuable to employers.

What you’ll gain:

• Self-awareness about your standout skills
• A strong foundation for your resume, LinkedIn, and interview answers

Topic: Material Preparation | Focus Area: Resume, Cover Letter, LinkedIn

Your job search tools should reflect your unique strengths. On Day 2, you'll watch our expert tutorials, update your resume, cover letter, or LinkedIn using your UVA insights, and submit one document for a professional review.

What you’ll gain:

• Clear, keyword-optimized materials
• More confidence in submitting applications
• Personalized feedback from career experts

Topic: Brand Messaging | Focus Area: Online Presence

Consistency is key in your job search. On Day 3, you’ll draft your personal brand statement using our branding resource and update your LinkedIn "About" section to reflect who you are and what you bring to the table.

What you’ll gain:

• A cohesive personal brand
• A stronger LinkedIn presence that catches recruiters’ attention

Topic: Content Ideas | Focus Area: LinkedIn Visibility

It’s not enough to have a great profile. You need to show up with intention, too. Use our content planning tool to create and share a simple post that highlights your skills, your story, or your career goals.

What you’ll gain:

• Increased visibility and engagement on LinkedIn
• More opportunities to be noticed by hiring managers and recruiters

Topic: Backchanneling | Focus Area: Networking & Outreach

Most jobs are filled through referrals, not online applications. On Day 5, you’ll identify target companies (aka make an interview bucket list) and use our backchanneling templates to reach out to employees or recruiters directly.

What you’ll gain:

• A smarter networking strategy
• More meaningful connections at companies you care about

Topic: Interview Preparation | Focus Area: Storytelling

Preparation is everything. Use our worksheet to draft answers to common behavioral interview questions and review our top interview strategies.

What you’ll gain:

• Ready-to-go responses using the “Experience + Learn = Grow” method
• Improved confidence and clarity in interviews

Topic: Search Strategy | Focus Area: Planning & Tracking

Your job search needs structure to stay on track. On Day 7, you’ll use our template to map out your next two weeks of job search activities, including outreach, follow-ups, and application tracking.

What you’ll gain:

• A clear, repeatable system for job searching
• Reduced stress and better progress over time

With just a little focus each day, our 7-Day Premium Trial helps you move from stuck and uncertain to strategic and empowered. Whether you're actively applying or just starting to explore your next move, this plan gives you the tools and structure to take control of your career.

Ready to stand out, get noticed, and land more interviews?

What if you could make real progress in your career…in just one week? At Work It DAILY, we know that the key to career growth is small, sustainable habits. Seven days of consistent effort might just be what you need to start growing your career.

If you're feeling stuck in your career, unsure how to move up the ladder, or ready to take your personal brand to the next level, the Work It DAILY 7-Day Premium Trial is your chance to take meaningful action. With just 15–60 minutes a day, you can build visibility, strengthen your professional brand, and align your efforts with long-term career goals.

Here’s how you can make the most of your free trial and transform your career growth strategy in just seven days:

Topic: Brand Awareness

Goal: Understand why your brand isn’t attracting recruiters.

What You’ll Do:

Use the Work It DAILY course guidance to reflect on how recruiters search—and how clearly your value is showing up online.

Why It Matters:

If you’re not showing up in recruiter searches or getting profile views, it’s time to uncover the blind spots in your online presence. Day 1 helps you diagnose the problem so you can fix it.

Topic: Brand Direction

Goal: Define what you bring to the table and pinpoint your niche.

What You’ll Do:

Complete the JT.AI assessment and review your UVA (unique value add) Report to highlight 2–3 core areas of expertise.

Why It Matters:

You can’t market yourself without knowing your value. Day 2 helps you articulate what sets you apart, which is critical for standing out in competitive job markets.

Topic: Message Mapping

Goal: Build the message behind your personal brand.

What You’ll Do:

Use our brand messaging resources to identify the topics you want to create content on that reflect your strengths, goals, and unique value add.

Why It Matters:

A strong personal brand isn’t built overnight, but it does start with a clear message. Day 3 equips you to speak (and post!) consistently and confidently about your career story.

Topic: Content Planning

Goal: Brainstorm content ideas that showcase your knowledge.

What You’ll Do:

Use our content strategy matrix to generate post ideas that align with your messaging and career goals.

Why It Matters:

Content builds authority. Whether you're posting on LinkedIn or contributing to industry conversations, Day 4 helps you move from passive observer (invisible) to thought leader (visible).

Topic: LinkedIn Profile Refresh

Goal: Align your online presence with your personal brand.

What You’ll Do:

Follow our LinkedIn branding tools to optimize your headline, summary, experience, and skills sections.

Why It Matters:

Your LinkedIn profile is often the first thing recruiters see. Day 5 ensures that it leaves a strong, consistent, and strategic impression.

Topic: Posting Strategy

Goal: Share your first branded piece of content.

What You’ll Do:

Use our posting guide to write and share a short tip, story, or insight aligned with your niche.

Why It Matters:

Visibility comes from consistency. Day 6 gets you past the fear of posting and into action mode, so your audience (and recruiters) start noticing you.

Topic: Visibility Boost

Goal: Build a habit of engagement and content creation.

What You’ll Do:

Use our content planning tool to create a 30-day engagement goal with regular posts in your niche.

Why It Matters:

Momentum builds opportunity. Day 7 sets you up with a realistic and actionable strategy to keep showing up and growing your personal brand long after your trial ends.

In just one week, you can go from invisible to impactful. Whether you’re job hunting, positioning yourself for a promotion, or simply want to own your professional narrative, the Work It DAILY Premium Trial gives you the tools and structure to grow—fast.

• Understand your brand
• Define your value
• Build content that reflects your expertise
• Optimize your LinkedIn profile
• Create a visibility strategy that gets results

Ready to take control of your career?

Start your free 7-day trial and unlock the career growth you’ve been waiting for.

If you’re trying to take yourself and your life to the next level, it makes a lot of sense to aim higher when it comes to making friends. The right friends will support you emotionally and provide practical help along the way.

Surrounding yourself with ambitious people is one of the fastest ways to grow, both personally and professionally. These individuals are driven, goal-oriented, and often deeply inspiring—qualities that can help you raise your own standards and stay focused.

If you have exciting friends who aren’t as ambitious as you are, chances are that they’re unconsciously holding you back. You don’t have to stop seeing them; your best bet is to focus on building friendships with new people. If you want to make friends with ambitious people, read on.

In this article, we would like to share with you three important steps. These steps will help you go to the next level in your social life, meet many ambitious and interesting people, and have them stick around for a long time.

People seem to leave their friendship life to chance, more often than not. While that probably worked well when you were a kid, it most certainly won’t work for you as an adult. With no college or school to facilitate new friendships, you need to be proactive about it. This means that you get conscious and curious about friendship and how it works—consciously make time, every week, for meeting new people, staying in touch, and hanging out with them.

Studies have shown that the influence other people have on you is strong; your destiny literally depends on the people you hang out with. This is why it’s important to have a clear idea of the kind of people you want to have in your life. All you have to do is make a general list of qualities, attributes, or activities that you want in your future friends. It doesn’t have to be definitive; it’s just a guide for your mind. You can start by listing qualities like "healthy," "ambitious," "honest," "productive," "fun," "interesting," etc.

Success in your friendship life means that you don’t only use the tips once in a while; it means that you adopt the easy new habits that will work on a consistent basis. The first habit is to go meet new people every month. The way to do that is to join a local community that meets up once or twice every month. Try a few that you can find on Meetup and decide on the one that has the kind of people you'd like to get to know better. In general, go where meeting people is easy; focus on places like trade shows, cultural or charitable events, seminars or talks, and so on.

The second habit is to dedicate at least one hour every week to reaching out to people in your network. You can put it in your calendar; it can be something like every Wednesday at 7 p.m. Early in the week is better. Contact and network with important/strategic LinkedIn connections during this hour. This habit will make sure you don’t lose touch with your existing friends, and follow up with the new people you meet.

The third habit is to decide what you’re going to do over the weekend ahead of time. When it’s time to reach out to people, plan ahead and decide on what you want to do; suggest that plan to those you want to see. This is why it’s important that you contact people early enough in the week, when they haven’t already decided what to do on Thursday, Friday, and Saturday.

Making friends can be time-consuming if you don’t optimize your efforts. If you’re always the one calling and making plans, then you’re not going to be doing it for very long. The best way to tackle this is to focus on forming groups of friends instead of having a bunch of friends who don’t know each other. We recommend that you always introduce the people that you know to each other, especially if they’re of the ambitious kind. After they meet once or twice, a new group emerges, and you now have a circle of friends. When that happens, they start to call and make plans as well, which means you’ll have more time to contact and make plans with people that you don’t know that well.

As you meet new people, introduce them to the existing group, and make it bigger. If you prefer to meet in small groups, this is a great strategy as well; you can still meet two or three people at the same time, even if your social circle has dozens of people in it.

These three steps will get you started on having ambitious, resourceful friends who will help you succeed, introduce people to you, and emotionally support you when you need it. What’s really important is to open your mind to learning about friendship, how it works, and how you can apply that information to your life.

Need more help with your career?

Get access to our Free Resource Center today (no credit card required!).