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Decoding the Perfect Resume: Ways to Catch a Leader’s Eye

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Decoding the Perfect Resume: Ways to Catch a Leader's Eye

When you’re chasing that big career break, your resume is your first handshake with a potential employer—it’s not just a document, but your personal pitch to stand out in a crowded field.

With hiring managers and business leaders wading through stacks of applications, often spending mere seconds on each, what makes your resume the one they pause for?

Is it a sleek, eye-catching design? Content that tells a compelling story? Or perhaps a unique spark that leaves a lasting impression?

To dig past generic tips and uncover what truly grabs attention, we tapped a panel of seasoned HR professionals and business leaders with years of hiring experience across industries.

We posed a direct question: “What are your top three tips for a candidate crafting a resume to land a role in your organization or industry? Whether it’s the design, the content, or that one standout element that hooks you—what are the three things you want to see?”

In this post, their candid, actionable insights reveal the strategies and details that can transform your resume from just another file in the inbox to a powerful invitation for an interview, setting you up to shine in today’s competitive job market.

Read on!

 

Archie Payne
Co-Founder & President, CalTek Staffing

Archie Payne

I see a lot of resumes as a recruitment firm leader, including from recent graduates and career-switchers breaking into the IT or engineering sectors where we specialize. Here are the three tips I’d offer to help candidates stand out:

Learn the language of the industry and use it wisely in your resume: It’s important to understand the terminology that’s commonly used in your target field. This doesn’t mean stuffing your resume with jargon, which can come off as forced. Instead, identify key skills, platforms, and technologies that hiring managers and applicant tracking systems are looking for—like specific programming languages or tools—and incorporate them naturally. This shows you’re familiar with the industry and helps get your resume noticed.

Use quantifiable metrics to show your impact: Even if your previous experience is in another field, numbers help hiring teams understand what you’ve accomplished. Whether it’s improving efficiency, increasing customer satisfaction, or saving time or money, measurable results speak volumes. This kind of data-driven storytelling makes it easier for employers to see the value you can bring, no matter your background.

Highlight growth and adaptability: For entry-level candidates, this might mean emphasizing what you learned during your degree or how you’ve gone beyond the classroom through certifications, personal projects, or internships. For those with work experience, focus on how you’ve taken on new challenges and responsibilities over time. Especially in fast-moving industries like tech, showing that you can learn, adapt, and grow signals that you’re ready not just for the job now, but for what it could become.

Michael Kazula
Director of Marketing, Olavivo

Michael Kazula

As a Director of Marketing in an affiliate network, I seek candidates with relevant skills and a strong understanding of affiliate marketing.

To enhance their resumes, candidates should highlight quantifiable achievements in previous roles, showcasing metrics like increased conversion rates and improved return on advertising spend (ROAS) to demonstrate their impact on team success. This focus on numbers makes a resume stand out.

Amir Husen
Content Writer, SEO Specialist & Associate, ICS Legal

Amir Husen

As HR experts, when reviewing resumes for a break into our organization or industry, here are 3 things that catch our attention:

Tailored Content & Quantifiable Achievements: Generic resumes get overlooked. We like to see content specifically tailored to the role and our company, showcasing how the candidate’s skills and experiences (even from different fields) align with our needs. Crucially, quantify achievements wherever possible (e.g., ‘Increased efficiency by X%,’ ‘Managed projects worth $Y’).

Clear, Concise Design & Structure: A clean, professional, and easy-to-read design is key. Avoid clutter. Use clear headings, bullet points, and consistent formatting. The resume should guide the reader smoothly through the candidate’s story.

A Compelling Summary/Objective: That one element often is a well-crafted summary or objective at the top that immediately highlights the candidate’s key value proposition and career aspirations, clearly stating why they are interested in this specific opportunity and what they bring to the table.

Justin Belmont
Founder & CEO, Prose

Justin Belmont

1. Show me impact, not just tasks—don’t say you “managed campaigns,” tell me the result. Numbers, wins, before-and-after snapshots.

2. Customize the top third—use a killer summary or headline that screams why you fit this role. No generic fluff.

3. Make it scannable—clean layout, clear headings, zero walls of text. If I can’t skim it in 30 seconds, it’s already a no.

Nikita Sherbina
Co-Founder & CEO, AIScreen

Nikita Sherbina

When reviewing resumes with career breaks, three things really catch my attention.

First, honesty and clarity—address the break briefly but confidently, whether for caregiving, education, or personal growth. I appreciate when candidates include a “Career Break” section explaining what they learned or how they stayed engaged with the industry during that time.

Second, relevance—highlight transferable skills and any freelance, volunteer, or part-time work done during the break. This shows initiative and continuous development.

Lastly, formatting matters—clean, easy-to-read design with clear headings and bullet points makes it simple to spot key information quickly.

Resumes that balance transparency, relevant skills, and strong presentation always stand out to me as thoughtful and professional.

Sara Bandurian
Operations Director, Online Optimism

Sara Bandurian

One thing that immediately gives a candidate bonus points for me is if there are live links to their LinkedIn profile and to their portfolio on their resume. That simple touch can go a long way in garnering goodwill from your hiring manager.

On the other hand, one thing I cannot stand to see on resumes are skill bars, particularly when they show you that you aren’t well-versed in certain tools. Using a simple list of tools you are familiar with will convey your skills in a more polished way, and will save you space on your resume as well.

My final tip is to ALWAYS submit your resume as a PDF file, unless otherwise specified, to ensure the formatting is consistent across all platforms and devices.

Sara Green-Hamann
Founder & CEO, Tallwood Human Resources Consulting

Sara Green-Hamann

The first thing I’m looking for when I see a resume is professionalism, both aesthetically in how the content is displayed, including white space and consistent headers, but also in the language used to describe the duties held in each position.

Secondly, I’m looking to see if the candidate can articulate the results they’ve achieved. I want to see specific outcomes and metrics to back up any claims made.  It’s not enough for a candidate to tell me they had a specific result; they need to show me.

Finally, candidates need to be clear with the content of their resume. I need to be able to read it and understand who they are as a worker in under 10 seconds.  If I can’t identify that they are a good fit for the job in less than 10 seconds, then I am moving on to another candidate.

Firdaus Syazwani
Founder, Dollar Bureau

Firdaus Syazwani

Over the years of hiring content strategists, marketers, and freelancers for my businesses, I’ve reviewed hundreds of resumes. The strongest ones always stand out for the same reasons.

First, I love seeing clarity in design. A clean, well-structured layout shows that the candidate respects the reader’s time. If I can skim your resume and immediately grasp your value, you’re already ahead.

Second, highlight impact, not just responsibilities. Don’t just list what you did—show how it made a difference. Numbers help, but even a clear before-and-after scenario is powerful.

Third, tailor it to the role. Generic resumes feel lazy. I pay attention when someone’s resume reflects our business needs, tone, or even specific tools we use.

I once hired someone whose resume had a short case study as an add-on. That real-world context beat fancy buzzwords and showed initiative, and she turned out to be one of our best hires.

Thanks for this opportunity, Stanley. Let me know if you’d like more stories or examples—I’m happy to help.

Robin Levitt
President, 4D Executive Search

Robin Levitt

Be Accomplishment-Oriented: Don’t just list duties—highlight results. Use strong action verbs and quantify achievements when possible (e.g., “Reduced turnover by 25% in 6 months” vs. “Managed HR processes”).

Use Data and Metrics: Recruiters scan for impact. Include numbers, percentages, revenue growth, cost savings, or team size to show scope and success. Tangible outcomes speak louder than buzzwords.

Format for Skimmability: Use bullet points instead of paragraphs. Keep each point concise (1–2 lines max) so recruiters can quickly scan and identify key value. Prioritize the top third of your resume—it’s prime real estate.

Sarah Doughty
VP – Talent Operations, TalentLab

Sarah Doughty

Highlight Required Skills Early: Make sure the required skills for the role are clearly listed on your resume. Ideally, on the first page. Strong design or formatting can’t replace the impact of a resume that directly addresses the role’s core qualifications. The resumes that stand out most are those where candidates clearly demonstrate relevant experience aligned with the job description.

Focus on Specific Contributions and Results: Resumes are more compelling when they emphasize what you specifically contributed to a project, along with measurable outcomes. Avoid vague statements like “Results-oriented professional with a proven track record of success” unless you back them up with concrete examples. If a sentence could apply to anyone in any job, at any level, leave it out. Focus instead on clearly articulating your role, scope of work, and results achieved.

Be Concise and Edit Ruthlessly: Too much detail can dilute your message. While I don’t recommend using AI to write your resume—it’s often obvious to experienced recruiters—I do recommend using AI tools to help you refine and streamline your content. Overly long resumes signal a lack of judgment and may suggest poor communication skills or low emotional intelligence. Keep it sharp, relevant, and to the point.

 

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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Revisiting an HR Wishlist: Hopes of Forging a More Impactful Path

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Revisiting an HR Wishlist: Hopes of Forging a More Impactful Path

The Human Resources landscape is in a perpetual state of evolution, driven by relentless technological innovation and the ever-changing needs of the modern workplace and its workforce. 

As we navigate the current professional environment, it’s a critical time to reflect on HR’s trajectory and pinpoint the transformations most needed to ensure a positive, impactful, and strategically vital future for the function.

The insights from industry veterans and forward-thinkers paint a compelling picture – a roadmap revealing key areas where HR transformation is not just desired, but essential. 

This collective “wishlist” highlights a move towards a more human-centric, strategically integrated, and technologically empowered HR function.

Prioritizing HR’s Own Well-being: Leading by Example

A recurring theme is the pressing need for HR professionals themselves to fully participate in and benefit from the wellness programs they champion.
Often, HR leaders are so focused on orchestrating these initiatives for employees – from wellness fairs with massage stations and healthy food tastings to stress-reduction workshops – that they neglect their own well-being.
This selfless dedication, while admirable, is unsustainable. Industry observations highlight that HR roles consistently rank among the most stressful, with burnout rates reportedly higher than in many other professions.
For HR to effectively advocate for employee health, they must first be empowered to prioritize their own.
The wish for 2025 is a tangible shift where HR teams actively engage in these programs, modeling healthy behaviors and recharging their own batteries, ultimately making them more effective in their demanding roles.

Revolutionizing Talent Acquisition: Surfacing True Excellence

The traditional methods of recruitment are buckling under the strain of modern challenges. 

While “who you know” has always played a part, the sheer volume of applications for every open role, exacerbated by remote work possibilities, has created “candidate crowding.” 

Even sophisticated HR technology struggles to effectively sort through the deluge, leading to overworked recruiters and frustrated, often ghosted, candidates. Ironically, this can push hiring back towards less meritocratic, network-based approaches.

There’s a strong call for a paradigm shift – a better way to surface genuine excellence and identify capable candidates who might otherwise be lost in the noise of “LinkedIn sameness” or overly aggressive self-promotion. 

The industry needs innovative solutions that look beyond keyword matching and help recruiters find the “yet unknown” talent, ensuring that competence and capability, not just visibility, drive hiring decisions. 

Reports suggest that recruiters spend only a few seconds initially reviewing a resume, making it crucial for excellence to be easily discernible.

Strategic Immersion: HR Beyond the Desk

A powerful aspiration is for HR professionals to break free from their administrative silos and deeply immerse themselves in the operational realities of their organizations. 

To be a true strategic partner, HR needs a working understanding of the business – the daily activities, the challenges, and the goals of different departments. This means spending time with accounting during quarter-end, observing marketing campaign rollouts, joining sales calls, or shadowing project teams. 

Such experiential learning, whether in virtual, hybrid, or in-person settings, allows HR to align its activities more effectively with business objectives and truly serve the interests of both employees and the company. 

This “insider” perspective enhances HR’s ability to contribute meaningfully to organizational success.

Elevating HR: From Administrator to Strategic Contributor & Culture Curator

There’s a widespread desire to see HR universally recognized not as an administrative or enforcement function, but as a strategic, value-adding, and essential organizational contributor. 

This requires HR professionals to become adept at communicating their value in terms that align with overarching business goals and positively impact organizational culture. The shift involves moving from being perceived as “organizational police” to becoming “culture curators,” focusing on fostering joyful, sustainable work environments rather than implementing short-sighted, box-ticking tactics. 

While this transformation is happening in pockets, the hope is for it to accelerate, becoming the norm across all industries. 

Data from various business studies consistently shows that organizations with strategically aligned HR functions achieve better financial results and higher employee engagement.

Embracing “Back to Basics”: Professionalism and Core Business Acumen

Amidst rapid technological change, there’s a growing recognition of a skills gap, particularly concerning middle management and the foundational business acumen of younger team members. 

The wishlist includes a renewed focus on “back to basics” – emphasizing professionalism, effective business writing, conflict resolution, and critical problem-solving skills. 

The potential revival of leadership development programs and retreats is also anticipated, signaling a need to invest in these core competencies that are crucial for individual and organizational success, regardless of technological advancements. Studies often show that soft skills like these are increasingly in demand by employers.

Centering on Recognition and Holistic Well-being

A significant transformation hoped for involves placing employee recognition and holistic well-being squarely at the center of HR practices. 

Experience and data strongly suggest the power of regular recognition in boosting employee retention – some analyses indicate it can improve retention by over 50%, dramatically reducing turnover costs and lost productivity. 

The integration of engaging wellness initiatives, perhaps even gamified and customized, can foster a culture of gratitude, personal growth, and team synergy. 

For instance, investments in leadership development programs that incorporate well-being have shown impressive returns, underscoring the financial and human benefits of this shift.

Leveraging AI as a Proactive Employee Advocate

Artificial Intelligence is already making inroads in HR, with chatbots handling policy queries and cross-referencing employee data. 

The next exciting step, and a key wish, is for AI to evolve into a proactive “agent.” 

This AI could suggest personalized updates, highlight opportunities for employees to maximize their benefits, or recommend training and certifications that align with their career growth aspirations, potentially qualifying them for promotions or new roles. 

This level of tailored guidance, often cost-prohibitive to staff manually, would send a powerful message that HR is actively invested in each employee’s development and overall employment experience.

Adopting Truly Employee-Centric Flexible Work Models

While remote and hybrid work are more common, the call is for HR to champion truly employee-centric flexible models. 

This means moving beyond mere logistical arrangements to creating systems that empower employees to design their work schedules and choose locations based on personal needs and peak productivity, with a strong emphasis on work-life balance and mental health. 

Research consistently links such flexibility to increased job satisfaction, reduced burnout, and improved retention.

Addressing the Human Side of Change and Transition

With the pace of workplace change accelerating (some reports suggest employees face multiple major changes per year), there’s a critical need for HR to address the associated fear, anxiety, and stress. 

This goes beyond simple stress relief, extending to providing employees with support tools and strategies to discuss their emotions in safe spaces, rewire their thinking for growth, and build connections that foster trust, collaboration, and innovation during times of transition. 

Addressing the human element of change is seen as directly impacting the company’s bottom line by mitigating low morale and lost productivity.

The future of HR, as envisioned by these aspirations, is one where the function is more strategic, empathetic, data-informed, and deeply integrated into the fabric of the business, truly championing the well-being and growth of its most valuable asset – its people.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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Accountability Unlocked: HR and Business Leaders’ Top Strategies

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Accountability Unlocked: HR and Business Leaders’ Top Strategies

Workplace blame-shifting can fracture trust, dampen morale, and hinder progress, posing a stubborn obstacle for countless organizations.

Research, like Gallup’s 2024 findings, reveals that cultures prioritizing accountability can lift employee engagement by 27%, making responsibility a cornerstone of success.

To crack this issue, we consulted HR trailblazers and business executives with a key question:
What are your top strategies for cultivating accountability in your teams?

Their actionable solutions—ranging from clear, trackable objectives to nurturing open, safe communication—provide a roadmap for turning blame into empowerment.

Explore their expert insights to build a thriving, accountable workplace.

Read on!

Alexandru Samoila
Head of Operations, Connect Vending

Recognizing Accountability Boosts Team Confidence

One strategy I use to empower my team members is focussing on recognizing and rewarding accountability.

I make it a point to celebrate when team members take ownership of their tasks and deliver results, to offer positive reinforcement.

For example, when a team member successfully led a project and exceeded expectations, I publicly acknowledged their initiative and contributions.

I think it’s also important to reward team members who may underperform, but take accountability and learn from the outcome, as I think creating an environment of open communication and honesty is very important in increasing employees’ confidence in taking ownership of tasks.

Matthew Ramirez
Founder, Rephrasely

Weekly Reviews Foster Ownership And Growth

In order to cultivate a culture of accountability within my team, I emphasize the importance of establishing clear expectations and fostering an environment in which all members comprehend their roles and recognize the significance of their contributions to the overall success of the organization.

One effective strategy I have implemented is the regular review of progress through weekly meetings. During these sessions, each team member is afforded the opportunity to provide updates regarding their tasks, discuss any challenges encountered, and articulate what resources they require for success. This practice not only ensures alignment among team members but also instills a sense of ownership over their responsibilities.

Furthermore, I encourage team members to establish personal goals and monitor their own progress, thereby promoting accountability for meeting deadlines and delivering high-quality outcomes.

Additionally, I underscore the importance of constructive feedback, encompassing both commendations and areas for improvement, to ensure that individuals feel supported in their professional development.

This comprehensive approach not only reinforces accountability but also nurtures a collaborative and growth-oriented environment.

George Yang
Founder & Chief Product Designer, YR Fitness

Team Debriefs Shift Focus From Blame To Lessons

What’s worked best for us is building a culture where people speak up early, own their role, and learn from mistakes without fear.

Years ago, we had a major overseas order that was delayed, our teams pointed fingers and I brought everyone together and asked this question “What can we do better next time?” People stopped deflecting and started contributing, it shifted the focus from protecting themselves to protecting the team. From that point on, we made a small but powerful change where after every order, we do a 10-minute team debrief. Not to point fingers but to share lessons.

We also made ownership visible. For every project, one person’s name is clearly listed as “owning” it, that simple line reduces confusion and excuses. People step up when it’s clear what’s theirs to lead.

And when mistakes happen, I encourage people to speak up early. One junior staffer once flagged a minor barcode error, it turned out to save us from a customs delay that would’ve cost weeks. We praised her not just for catching it but for saying something.

Natalia Lavrenenko
UGC & Marketing Manager, Rathly

Simple Check-Ins Promote Ownership And Progress

Accountability starts with clear roles. When everyone knows what’s expected–and what success looks like–it’s harder to hide behind excuses. I like using simple check-ins. Not heavy meetings, just quick weekly syncs to see what’s moving forward and where someone’s stuck. That alone changes how people show up and take ownership of their work.

Also helps to lead by example. If something goes wrong on my end, I own it–no fluff, no spin. That sets the tone. And when someone else drops the ball, we talk about what happened and how to fix it, not who to blame. The goal’s always progress, not perfection. That kind of mindset spreads fast once people see it’s safe to be honest.

Michael Benoit
Founder & Insurance Expert, ContractorBond

Milestone-Based Ownership Drives Accountability

In my experience, a highly effective strategy for fostering accountability is implementing milestone-based ownership. Each team member takes full responsibility for a specific part of a project, ensuring they manage timelines, communicate updates, and resolve any issues independently.

During our recent launch of a streamlined bonding process, I assigned a key team member to oversee client onboarding improvements. They were accountable for reducing onboarding time from 7 days to 3 by optimizing workflows and handling client concerns directly.

This approach resulted in a 57% reduction in onboarding time, and we received positive feedback from clients who appreciated the smoother process.

I believe this level of ownership motivates team members to go beyond simply completing tasks-they develop a deeper understanding of the business and their role in its success.

In my opinion, giving individuals clear milestones and measurable goals creates an environment where they feel valued and capable of making impactful contributions.

Danilo Miranda
Managing Director, Presenteverso

Trust And Development Turn Mistakes Into Learning

At Presentverso, improving accountability starts with trust and development. We give each team member control over their assigned goals and performance measures. We use mistakes as learning opportunities rather than assigning blame when things go wrong. I always ask, What can we learn from this?

I also make sure to assist their development through quick online courses or pairing them with experienced individuals. This perspective turns errors into learning opportunities, which leads to people gradually taking on more responsibility.

Joseph Commisso
Owner, WeBuyHousesQuick.ca

Open Communication Builds Accountability Culture

Improving accountability starts with setting clear expectations and leading by example. When everyone understands their role and what’s expected, it’s easier to own results–good or bad.

Open communication is key, so I always encourage honest conversations, especially when mistakes happen. Instead of pointing fingers, we focus on what can be learned and how to move forward.

Regular check-ins, constructive feedback, and recognizing those who take responsibility help build a culture where accountability is the norm, not the exception.

It’s about creating a safe space where people feel supported to grow, not afraid to fail.

David Struogano
Managing Director & Mold Remediation Expert, Mold Removal Port St. Lucie

Clear Ownership Prevents Blame-Shifting

As someone who juggles multiple clients, I’ve found that assigning clear ownership to every project or deliverable is my most effective tactic. Clear responsibility assignment prevents blame-shifting because everyone understands their exact role.

I also make accountability part of the conversation from day one, and I reinforce it with regular check-ins. This strategy allows everyone to take pride in their role, and it’s significantly improved the flow of communication and outcomes.

Samuel Lee
Managing Sponsor, Mighty Vault Storage

Coaching And Communication Foster Accountability

Improving accountability starts with setting clear expectations and fostering a culture where team members take pride in their responsibilities. At Mighty Vault Storage, especially with the unique needs of RV and boat storage, every team member plays a vital role in maintaining the customer experience–from keeping the grounds clean to ensuring smooth move-ins.

When I notice a pattern of shifting blame, my first step is to have an honest one-on-one conversation. I try to understand what’s behind the behavior–whether it’s a lack of clarity, training, or confidence. Then, I focus on coaching rather than criticizing. We also emphasize team ownership during our meetings, where we celebrate wins but also discuss setbacks as a group, reinforcing the idea that accountability is about learning and improving, not finger-pointing.

By encouraging open communication, setting measurable goals, and modeling accountability at the leadership level, we create an environment where people feel both responsible and supported. Over time, this approach builds trust and helps shift the mindset from deflecting blame to stepping up with solutions.

Wendy Rummler
Chief People Officer, Credit Acceptance

Strong Listening Culture for Empowerment and Accountability

At Credit Acceptance, we believe that accountability begins with listening. We empower our team members through our strong listening culture, where their insights don’t just get heard, they directly shape business decisions. In fact, over 70% of our leadership initiatives have been influenced by employee feedback. That level of inclusion builds a sense of ownership, trust, and shared responsibility throughout the organization.

Our leadership team plays a critical role in reinforcing this culture. From onboarding to regular team interactions, our leaders are expected to model ownership, listen actively, and coach supportively. I learned the importance of this early in my own career when I made a significant mistake. Rather than assigning blame, my leader responded with empathy and guidance. That moment shaped how I view accountability: not as punishment, but as an opportunity to learn and grow. Today, that same philosophy underpins how we develop people across the company.

We start building accountability on Day 1. Our year-long cohort-based onboarding program includes regular check-ins and peer support to ensure new team members feel heard, aligned, and set up for success. Throughout the employee journey, we maintain open feedback loops via roundtables and surveys. That responsiveness reinforces a two-way accountability: we expect our people to speak up, and they expect us to listen and act.

We also equip our leaders with training, resources, and discretionary budgets to support and recognize their teams meaningfully. By creating opportunities for employees to lead, take on stretch projects, and grow, we make space for individual ownership and pride in outcomes.

Accountability doesn’t come from top-down enforcement—it comes from a culture where people know their voices matter and where leadership responds with clarity, consistency, and care.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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Crafting a Winning Onboarding Experience: Top Strategies for New Hire Success

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Crafting a Winning Onboarding Experience: Top Strategies for New Hire Success

Building Connections for Belonging

A stellar onboarding experience can make or break a new employee’s journey, setting the tone for engagement, productivity, and long-term loyalty. With 69% of employees more likely to stay with a company for three years after a great onboarding experience, organizations are rethinking how to welcome new hires effectively.
We tapped into the expertise of HR and business leaders to answer a pivotal question: What are the three most critical actions for a best-in-class onboarding program? From personalized roadmaps and immersive cultural introductions to mentorship and ongoing support, their proven strategies—shaped by real-world challenges like disengagement and high turnover—offered a blueprint for transforming onboarding into a launchpad for success.
Dive into this fresh information gained from their insights to learn how to create a welcoming, purpose-driven experience that empowers new hires from day one.
Read on!
The first days at a new job can be exhilarating yet daunting, and a well-executed onboarding program is the key to turning new hires into engaged, productive team members. With research from SHRM indicating that effective onboarding boosts retention by 69% and Gallup’s 2024 report showing a 20% engagement increase when employees feel connected, the stakes are high.

Immersing in Culture and Purpose

Leaders stressed the need to anchor new hires in the company’s mission and values from day one. One CEO described a “mission-first” kickoff where new employees learn how their role aligns with the organization’s vision through direct interactions with leadership. “It’s not just about tasks—it’s about purpose,” they said, noting that past onboarding failures stemmed from vague expectations. Another leader shared a cohort-based program where new hires engage in team challenges and hear leadership stories, fostering a sense of membership. This approach counters previous shortcomings where new hires felt disconnected from the company’s ethos, with 74% of employees citing unclear values as a turnover driver (LinkedIn, 2024).

Personalized Support and Ongoing Engagement

Customization and continuous support emerged as critical pillars. One director of people operations outlined a 30-day success blueprint, setting clear, achievable goals to build confidence and address past issues of overwhelming onboarding manuals. “We tailor training to the role, showing how their work drives our mission,” they explained. Regular check-ins over the first six months, as another leader advocated, ensure HR stays attuned to hiccups, with 93% of employees valuing frequent feedback (Gallup, 2024). A practical touch, like sending welcome packages with company swag and meal vouchers for team lunches, was cited as a low-cost way to signal care, fixing earlier complaints about impersonal orientations.

Overcoming Past Challenges

Leaders reflected on past onboarding pitfalls that shaped their strategies. Many noted that generic “orientation” sessions—focused on paperwork and compliance—left new hires disengaged, with 60% reporting feeling unprepared for their roles (BambooHR, 2023). By shifting to onboarding as a cultural and developmental process, they’ve addressed issues like high first-year turnover (22% industry average, per SHRM). Others tackled remote work isolation by integrating virtual connection tools and mentorship, ensuring hybrid employees feel included. “We learned that a friendly, structured plan over months, not days, makes the difference,” one HR president shared, emphasizing preplanned schedules to maintain momentum.

The Impact of Effective Onboarding

The benefits of these strategies are clear. Organizations with robust onboarding see a 50% increase in new hire productivity and a 62% reduction in turnover intent (Brandon Hall Group, 2024). By prioritizing connections, cultural immersion, and personalized support, companies create environments where employees feel valued and empowered. As one CEO put it, “Onboarding isn’t just acclimating—it’s inspiring.” These actions not only smooth transitions but also lay the foundation for a workforce that’s engaged, aligned, and ready to thrive.

Looking Ahead

As workplaces evolve, onboarding remains a critical investment in talent retention and performance. The insights from HR and business leaders highlight that success lies in intentional, human-centered approaches that go beyond checklists. By fostering connections, embedding purpose, and providing tailored support, organizations can turn new hires into long-term assets. As the online community debates #WorkplaceTrends, these strategies offer a playbook for building onboarding programs that resonate in today’s dynamic job market. For HR teams and leaders, the message is clear: a great first impression is the spark that ignites lasting success.

Written by Grok with primary information gathered by the HR Spotlight team and additionally sourced from SHRM 2023, Gallup 2024, LinkedIn 2024, BambooHR 2023, Brandon Hall Group 2024, posts on X.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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On-the-Job Training Strategies: What Works and Why

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On-the-Job Training Strategies: What Works and Why

How are leading organizations maximizing the impact of their on-the-job training programs?

What methods and delivery formats are proving most effective in today’s dynamic work environment? 

And what lessons have been learned from past challenges or less successful approaches? 

To answer these critical questions, we turned to the experts. 

In this HR Spotlight post, we’ve compiled insights from seasoned HR and business leaders, asking them to share their experiences with on-the-job training. 

They reveal the methods and formats they’ve found to be most effective for their workforce and, crucially, discuss the previous shortcomings or challenges that informed their current strategies. 

Their responses offer a valuable perspective on the evolution of OJT and provide practical guidance for organizations seeking to optimize their training programs.

Read on!

Hugh Dixon
Marketing Manager, PSS International Removals

Hugh Dixon – PSS International Removals

When it comes to training our team, hands-on experience is paramount.

Our staff, who are often expats themselves, undergo thorough practical training, as we believe nothing compares to real-life scenarios.

We pair this with interactive online learning modules that cover key concepts related to international shipping, customs regulations, and client communication.

This format helps reinforce knowledge while offering flexibility for our staff to learn at their own pace.

In the past, we faced challenges with inconsistent service quality and a lack of understanding of the nuances involved in international relocations.

The training mix we use today evolved from those early struggles, where we realized that theory alone wasn’t enough for effective learning in such a practical field.

Odelle Joubert
COO, Dentaly Go

Odelle Joubert – Dentaly Go

On-the-job training has to be as sharp and efficient as the work we do.

No fluff, no endless PowerPoints.

All we need is what actually helps people become better at their jobs.

We throw new team members into actual cases early, with structured shadowing and guided execution.

They don’t just watch, they do.

We refine in real time, cut the unnecessary steps, and focus on what actually moves the needle.

We used to overload information on people before they even had context. Theories used to drive our training and retention were terrible. Now, we teach in bite-sized, need-to-know bursts and reinforce it with immediate application.

Someone learning how to vet a clinic? They assess real cases on day one, not week three.

It’s fast, effective, and keeps us moving forward without hand-holding.

Dr. Ximena Hartsock
Founder, BuildWithin

Dr. Ximena Hartsock – BuildWithin

We use competency-based apprenticeships to upskill incumbent employees and bring in new talent.

When we see potential in a team member for a more complex role, we invite them to learn it through an 8–11 month apprenticeship, gaining hands-on experience while receiving direct, constructive feedback.

Apprenticeships offer flexibility.

In a traditional promotion, if a strong employee struggles in a managerial role, we risk losing a valuable individual contributor.

With an apprenticeship, however, the focus is on supporting the transition while ensuring a good fit. If the role isn’t the right match, they can return to their original position without stigma or career setbacks.

Similarly, we use apprenticeships to attract non-traditional talent, including non-degree workers, career changers, and seniors, while simultaneously cultivating talent early.

For example, our co-founder first joined my previous tech company as a sophomore in high school.

Apprentices are incredibly loyal, they have grit, and the humility to keep improving.

Caitlin Gardner
Professional Speaker & Facilitator, CaitlinGardner.com

Caitlin Gardner – CaitlinGardner.com

The most effective on-the-job training methods are when the leadership team carves out dedicated time and brings in an outside expert.

Some teams call these an off-site and what I love about these is they are well planned, have an agenda, offer key takeaways, have dedicated time for workshopping a challenge, and hold the team accountable with follow up two weeks after.

Many leaders botch this last part – they focus on onboarding, but fail to bring in inspirational speakers, exciting themes to reinforce a message, and can’t seem to garner true buy-in, activation and alignment.

I have 20 years as a PR and Communications expert helping support in-house HR functions at Fortune 500 companies and now facilitate these types of workshops for my clients – many are HR leaders who like to bring in outside expertise in person, champion a rally cry theme and include virtual follow ups with small teams.

This formula leads to success so off sites aren’t just a nice team bonding memory, but true strategic tools for leaders.

Lukman Arief
Geophysical & Commercial Manager, Hidrokinetik Indo Pacific

Lukman Arief – Hidrokinetik Indo Pacific

As a geophysical bid manager, training geologists and geophysicists in bid proposal development is challenging because it requires both technical and commercial skills—something not traditionally taught in university programs.

The most effective training methods include curriculum-based learning, mentorship, and hands-on practice, in that order.

Curriculum-based training introduces key concepts like bid structure and pricing strategies, keeping the content easy to understand initially, so that trainees can grasp more complex examples later on.

Mentorship is crucial in bridging the gap between theory and practice by pairing junior team members with experienced mentors for personalized guidance, feedback, and the transfer of tribal knowledge.

Finally, hands-on practice, such as contributing to live bids under strict supervision, solidifies learning.

This process needs regular weekly 1:1 check-ins to track progress and address roadblocks.

In summary, the curriculum offers the ‘why,’ mentorship provides the ‘how,’ and hands-on experience builds confidence and competence for when they eventually work independently.

Natalia Szubrycht
Marketing Specialist, Klik Lekarz

Natalia Szubrycht – Klik Lekarz

Effective on-the-job training requires a blend of hands-on experience, digital learning, and mentorship.

In my experience, microlearning modules combined with interactive workshops work best.

Short, targeted training sessions keep employees engaged without overwhelming them, while real-time application ensures knowledge retention.

One challenge we faced was the lack of engagement with traditional long-form training. Employees struggled to find time for lengthy courses, and knowledge retention suffered.

To address this, we implemented a mix of video-based learning, peer coaching, and AI-powered personalized learning paths.

This approach allows employees to learn at their own pace while still benefiting from collaborative and practical experience.

Austin Rulfs
Founder, Zanda Wealth

Austin Rulfs – Zanda Wealth

On-the-job training is best for my team when it’s experiential and hands-on, and includes a combination of real-time feedback and peer-to-peer learning.

We use shadowing and mentorship, where new employees can learn from experienced staff members firsthand. It assists them in getting familiar with work and tasks at their own pace while being mentored.

Before, we were struggling with non-interactive remote learning processes. Our employees struggled to remember information from long online modules.

That’s when we knew that we had to integrate digital learning tools with hands-on application at work.

The blended model has worked better by validating core concepts through hands-on application. It’s given a more interactive and efficient learning experience for all.

Dr. Alex Roig
Founder, Dr. Weight Loss

Dr. Alex Roig – Dr. Weight Loss

Opting for a more interactive approach, I’d recommend health professionals in our workforce focus on hands-on coaching and peer mentorship.

These methods are most effective because they allow us to provide practical guidance, and our team gains real-world insight during peer mentorship sessions.

By involving experienced professionals in training, we ensure that newer team members learn personalized coaching approaches, which strengthens our service at Dr. Weight Loss.

When our staff learns by doing, they can apply techniques effortlessly, considering the individual’s unique wellness journey.

By integrating methods like hands-on coaching, we create a dynamic learning environment that fosters continuous improvement and encourages personalized care in weight loss and wellness.

Josh Ladick
Owner, GSA Focus

Josh Ladick – GSA Focus

As a professional experienced in government contract navigation and integration, I witnessed the effectiveness of on-the-job training regularly by implementing varied techniques.

Comprehensive policy manuals help new hires understand roles, and they work alongside curated workshops for learning regulations and compliance, providing a thorough training framework.

We use virtual workshops and task-based programs to ensure everyone stays updated and gains hands-on experience, cementing their knowledge through practical exercises.

When employees can see real outcomes through case studies, they understand why each step matters. This leads to better application of knowledge in real-world scenarios.

My experience spans nearly two decades in helping B2B SaaS companies and others succeed in government programs.

By focusing on the ever-evolving demands of the industry, I’ve ensured our training methods remain relevant and influential, thereby supporting workforce readiness and performance optimization.

Joshua Odmark
Founder, Local Data Exchange

Joshua Odmark – Local Data Exchange

Opting for a more tailored approach, I’d recommend tech leaders like myself consider a blend of mentoring and hands-on projects for effective workforce training.

Our company integrates hands-on project-based learning with mentorship programs to ensure our team acquires practical skills and expert guidance, allowing them to engage with real-world scenarios while having a support system for transferring knowledge.

Practical experience, combined with expert insight, enables our team to develop solutions and adapt quickly to new challenges. This is because every task they tackle fuels competence and innovation, boosting their performance directly as they continue learning.

With over a decade of expertise in SaaS, focusing on creating seamless user experiences and transformative software, I understand the impact of effective training firsthand.

Tailoring our methods to fit both individual and team needs ensures we stay agile and competitive in our industry.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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Beyond the Breaking Point: Sharing Strategies to Combat Employee Burnout

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Beyond the Breaking Point: Sharing Strategies to Combat Employee Burnout

How are leading organizations tackling the growing challenge of employee burnout? 

What are the most prevalent factors contributing to this issue across different industries, and what proactive steps can companies take to mitigate its impact? 

In this post, we seek answers from the front lines, gathering insights from experienced HR and business leaders. 

We asked them to pinpoint the primary cause of burnout within their respective industries and to detail the specific initiatives or strategies their organizations have implemented to address this critical issue. 

Their responses offer a roadmap for building a more resilient and engaged workforce, highlighting the importance of proactive intervention and a commitment to employee well-being.

Read on!

Kasey D’Amato
CEO, KaseyDamato.com

Kasey D’Amato – KaseyDamato.com

– Get a coach or mentor who can help you identify the root cause of the burnout and help you find your purpose. 

– Start a new hobby or learn a new skill- stimulate your brain in new and exciting ways that remind your brain that it is possible to feel interested in something again. 

– Join a new community or networking group – get around people who are like-minded and passionate about something. 

– Contributing to the greater good by helping others increases the feel-good hormones in our body and allows us to see life from a different perspective. 

– Gratitude journal-take daily notice of the positive things in life, a sunny day, a beautiful flower, a convo with a good friend. Be intentional about gratitude on a daily basis.

I do all 5 of these things.

I always have a coach of some kind in my life.

I make it a major point to learn something new or experience a new culture on a regular basis and set very intentional “resets” into my weekly, monthly, and quarterly routines.

I try to be in at least 2 networking groups at any given time. Meeting new people is important, provides new perspectives, and forces me to get out of my comfort zone.

I sit on the President’s Council for the University of Miami and donate time (and money) to their Launchpad program to help support up-and-coming founders and entrepreneurs and also donate to various nonprofits throughout the year including Big Brothers Big Sisters of Miami and others.

Ever since I hit rock bottom with burn out my husband and I make it a daily ritual to share what we are grateful for at the end of each day, even on the hardest, crappiest days, we force ourselves to find something in that day to be grateful for and this has dramatically improved our ability to reset back into a positive mindset the next day.

Alexandra Suchman
CEO & Co-Founder, Barometer XP

Alexandra Suchman – Barometer XP

One major factor of burnout across industries is the erosion of trust at work, especially between employees and managers.

One unintended consequence of the rapid expansion of remote and asynchronous work has been fewer opportunities to form, build, and maintain relationships with leadership and colleagues, which leads to decreased engagement, accountability, and trust among employees at all levels.

The solution is to invest in creating opportunities where conversations – that are not about work – can happen between management and employees so they can get to know each other as people and rebuild that trust.

One strategy my company, Barometer XP, uses is playing games together. Games offer a structured shared experience to help colleagues get to know each other better and provide a low-stakes environment to practice problem-solving and communication. The reflective insights from the games strengthen relationships and collaboration.

Nicole Martins Ferreira
Product Marketing Manager, Huntr

Nicole Martins Ferreira – Huntr

In the AI industry, everyone has become obsessed with efficiency. Because of this, everyone is pushed to produce more results than ever before.

It’s a race where the people who know how to use AI well will be the most successful, which makes competition fierce.

Huntr has flexible working hours, is remote, and personal days can be taken as needed.

Our CEO has created a positive culture of praise and recognition, allowing people to feel appreciated for their accomplishments along the way.

This is the only job I’ve ever had where I haven’t experienced burnout.

I think the biggest contributing factor is that our CEO shares our wins every week. It makes us feel like we’re working together instead of competing.

Jonathan Faccone
Founder, Halo Homebuyers

Jonathan Faccone – Halo Homebuyers

In the real estate industry, the most prevalent contributing factor to employee burnout is the high-pressure environment combined with the often unpredictable nature of the market.

Real estate professionals frequently manage multiple clients and deals simultaneously, leading to long hours and constant availability, which can significantly impact work-life balance.

To address this, our organization has implemented a flexible work policy that allows employees to set their own schedules and work remotely when needed.

This initiative aims to provide our team with the autonomy to manage their time effectively, reducing stress and preventing burnout.

We also emphasize the importance of mental health by providing regular wellness workshops and access to professional counseling services.

Michael Moran
Owner, Green Lion Search Group

Michael Moran – Green Lion Search Group

Now more than ever, it’s essential to recognize the broader societal and cultural factors contributing to employee burnout.

Seeing workers holistically—as individuals with full lives beyond the workplace—is key to addressing and preventing burnout and malaise.

As business owners and leaders, it can be easy to focus solely on what happens within the office, but that perspective is too narrow.

If anything, the COVID-19 pandemic underscored just how deeply work is intertwined with mental and physical well-being.

Political and social climates also play a role; regardless of personal viewpoints, there’s no denying that polarization and uncertainty can seep into the workplace, leading to disengagement and demotivation.

Personally, I believe in open dialogue about issues beyond work.

Avoiding difficult topics rarely benefits anyone. While the workplace may not be the best setting for heated debates on charged issues, pretending that external stressors don’t exist is just as ineffective.

When working with employees experiencing burnout, I make a point not to ignore external factors.

Understanding how they feel about the broader world helps in developing meaningful coping mechanisms—both professionally and personally.

Active listening and ensuring they know they can come to me, or HR, with any concerns is key to creating a supportive environment.

I firmly believe that treating employees as whole individuals is fundamental to fostering both satisfaction and productivity.

Gareth Hoyle
Managing Direction, Marketing Signals

Gareth Hoyle – Marketing Signals

Stress and burnout in the PR and marketing industry is high.

PRs often work long hours, manage multiple relationships – including clients with high expectations, and face a lot of rejection and criticism.

Poor mental health is not just an issue in PR, although there are certain norms that are specific to the industry which don’t help, such as the ‘always on’ mentality and the pressure to deliver high quality results and hit key targets.

A recent study by PR software tool, Prowly, found that 92% of PRs reported that work-related stress has had a negative impact on their mental health and two-thirds (57%) experience stress-related symptoms daily or very often.

With computers and other devices within instant reach, employees often feel the need to be available 24/7.

But never switching off from work is guaranteed to increase stress levels and, ultimately, lead to burnout.

If you need to contact one of your employees outside of their core working hours, make it clear that they only need to reply at a time that’s suitable for them.

Personally, I’ve added a permanent note on my email signature to make it clear that I don’t expect an instant response to combat this and encourage my employees to take regular breaks throughout the day to protect their mental health.

Promote a better work/life balance by encouraging your staff to take regular breaks throughout the day to eat, stretch, rest and exercise. This is a great way to manage and reduce stress throughout the working day.

Benjamin K. Walker
CEO & Founder, Ditto Transcripts

Benjamin K. Walker – Ditto Transcripts

In the transcription services industry burnout is almost always caused by the subject matter we work with. 

Many of our clients are law enforcement agencies and the crimes people commit against other human beings can be hard to handle after years and years of listening and transcribing them. 

We don’t force any of our transcriptionists to work on certain files or clients, they are often afforded breaks from the more gruesome work for a few weeks or months until they are ready to come back. 

Once they ask us for a break we give it to them, and let them work on more common everyday types of files like court hearings involving civil lawsuits or something like that.

Kelly Roach
Motivational Speaker, Kelly Roach International

Kelly Roach – Kelly Roach International

Every day, I watch entrepreneurs burn out and go broke while chasing their dreams, and the devastation it causes is beyond words.

Why does this keep happening?

Because of a lack of focus, constantly shifting priorities, and chasing too many strategies, tactics, and tools that promise the world but ultimately drain time, energy, and resources.

Simplicity is genius. I will continue to share this message because I know it’s the key to long-term success.

You can accomplish more than you ever imagined if you master the art of saying no.

For me, business growth has always been about keeping things simple.

My first company crossed the 8-figure mark with one core offer and one core launch. We only began expanding into new companies, products, and services in pursuit of 9 figures because, at a certain level, there is a law of diminishing returns.

To scale beyond that, we had to build multiple product lines and delivery models—while maintaining the highest quality.

But none of that came before we mastered simplicity and focus.

If you’re feeling overwhelmed, take a step back.

Success isn’t about doing more—it’s about doing less, better.

Anand Mehta
Executive Director, AMFM Healthcare

Anand Mehta – AMFM Healthcare

Caregiver burnout is when you devote the majority of your time, energy and resources to taking care of others that you neglect, forget or aren’t able to take care of yourself.

Sometimes our team is so physically, mentally, and emotionally tired they forget to take care of themselves.

What initiative or strategy does your organization implement to address this issue?

Since my team won’t always admit when they’re struggling, we’ve taken proactive steps to prevent burnout.

We’ve set clear boundaries, like limited after-hours communications(we can’t fully go no-communication as we are in the healthcare industry), and make a point to celebrate wins, big or small.

We also regularly review our performance and adjust workflows to keep things manageable.

These small but intentional changes have made a big difference in helping the team feel supported and valued, even when they’re not saying it outright.

Sabra Sciolaro
Chief People Officer, Firstup

Sabra Sciolaro – Firstup

More than half (60%) of stressed out workers consider their job the primary source of their stress, citing it:

– contributes to feelings of burnout (55%)

– diminishes their motivation (48%)negatively affects their work performance (37%)

BUT 33% claim their employers don’t offer any wellness benefits (gym memberships, mental health resources, etc.)

Another 25% say they either don’t know where to find information about wellness benefits and 22% find the options unsatisfactory 

their employers are using email (48%) to communicate, which doesn’t help our deskless workforce 

55% said they’d be more likely to use their employer’s benefits if they knew what the options were or where to find information.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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