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Upskilling Mantras: Leveling Up Your Workforce

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Upskilling Mantras: Leveling Up Your Workforce

Upskilling workforces in AI and analytics is pivotal for 2025 competitiveness, yet practical challenges abound, with 46% of leaders citing skill gaps per McKinsey. 

This HR Spotlight article compiles insights from business leaders and HR professionals on key hurdles to prepare for. 

Experts highlight mindset shifts, fear of displacement, data quality issues, and ethical concerns like bias. 

They stress fostering curiosity through real-world applications, tailored training, and human oversight to bridge gaps. 

By addressing resistance via empathy, ensuring tool relevance, and promoting continuous learning, leaders can transform challenges into opportunities, boosting productivity and adaptability across industries from healthcare to consulting. 

Read on!

Casey Cunningham
Founder & CEO, XINNIX

One of the biggest practical challenges leaders face when helping their teams level up on AI and analytics is making it feel real and relevant. It’s not just about training—it’s about sparking curiosity.

I encourage leaders to create space for people to share how they’re already using AI—at home, at work, anywhere. Personal use often translates into professional impact.

I also challenge leaders to ask their peers how they’re approaching this. You don’t have to figure it all out alone. Chances are, someone else in your organization is already a few steps ahead. Learn from them.

And finally—ask AI! Use it to create grocery lists, build menus, fix issues—get people playing with it. When they see what it can do in everyday life, they’ll be more open to using it professionally.

The goal is to normalize it. The moment they experience that “wow,” the resistance fades. Now they’re in.

Spark Curiosity for AI Adoption

Mary Rizutti
Practice Leader, HR Advisor & Outsourcing

Challenges in AI and Analytics Upskilling

While AI is changing so many aspects of business, with change comes challenges. There is clearly and expectedly a learning curve in this space. Companies are facing the challenge of a workforce that has had limited to no exposure and/or training in AI.

To work effectively with AI, a combination of technical and soft skills is needed. Technical skills such as knowledge of programming languages like Python, Java, R and C++ are commonly used in AI development.

Individuals with backgrounds in computer science, data science, artificial intelligence, robotics, mathematics and statistics and software engineering may possess skills upon which they may rely to begin to understand large language and algorithm model development, as well as prompt engineering (the ability to optimize prompts for AI tools), as an example. may be acquired through self-study.

It’s important for companies to assess the current workforce to help them understand which employees might be suited to support an AI integration process. One initiative many companies are undertaking is to perform a skills analysis on its workforce to identify those in-house who possess the capability to engage in identifying areas where AI may be appropriate.

Companies should also be prepared to deal with the challenge of identifying the application for AI within their companies. Some questions they should consider include: How far down the road should we go with AI? Are there controls in place to test and trust AI’s output? Do we have policies in place to monitor and provide guardrails for individual usage?

These challenges call upon leaders to not only possess, but to also instill and encourage keen problem-solving skills among their teams, to create ethical awareness around AI biases, privacy concerns and the responsible use of AI.

Fostering an environment of continuous learning, adaptability, curiosity, communication and collaboration needs to be a deliberate focus for leaders to enable their companies to travel the AI journey that is ahead.

Assess Skills for AI Integration

Danielle Pickens
Chief Program Officer, Urban Schools Human Capital Academy

One key challenge for education leaders is preparing their workforce to effectively adopt AI and analytics. This goes beyond technical training as it requires a mindset shift toward data-informed decision making.

Educators are the heart of schools, yet many lack exposure to AI tools and face time constraints, making targeted professional development critical.

Leaders must ensure equitable access to technology to prevent deepening disparities, while addressing ethical concerns like data privacy and bias.

AI should be seen as a support, not a substitute, for human judgment. It all starts with a strategic, empowered Human Resource team ready to lay the foundation for continuous learning.

By prioritizing upskilling and fostering an open culture, schools can begin to leverage AI to improve efficiency, accessibility, and ultimately, student outcomes.

Bridge Tech, Human Judgment Gap

Drew Wiard
Owner, Clear Sky Properties

Everyone has varying ability levels. Some people learn new tools quickly, while others require more instruction. Training must adapt to these variations. The most effective learning is experiential, using real-world examples.

Understanding data ideas is one thing, but applying them to transactions and property management is quite another. The aim is to close that margin. In addition to teaching theory, I concentrate on demonstrating how analytics enhance decision-making.

Confidence is fostered by promoting inquiry and allowing others to grow from their errors. The team tries new things when they feel encouraged. We can maintain our competitiveness in a changing market with such a mentality.

Overcome Varying Team Abilities

Marco Dewey
CTO, Jazzberry

Prompting is your team’s new secret weapon. Everyone thinks these AI tools are just plug-and-play. Drop in a question, get an answer.

The real power of these AI tools isn’t in their ability to answer a question, but in their diversity in what they can do with that question. AI tools are not a set-in-stone algorithm, they are a dynamic algorithm that can give you custom results if you know how to prompt it.

Leaders need to train their team on the art of prompting. Prompting can be unintuitive, but it will make more sense to your team if you educate them on how these models work under the hood.

Think of prompting as a new kind of literacy, and do not be afraid to experiment; only you know what will work best for your team.

Master Prompting for AI Power

Oliver King-Smith
CEO, SmartR AI

Leaders preparing to upskill teams in AI and analytics must tackle three thorny realities. First, overcoming “grunt work paralysis”—even skilled analysts waste weeks on manual tasks like data cleaning or merging NHS trust mappings.

Tools like SCOTi® AI automate this drudgery, freeing 70% of time for strategic work. Second, bridging the “plain English gap”: Employees shouldn’t need coding skills to ask, “Why did margins drop?” Assistive Intelligence that answers conversational queries (with charts/stats) democratizes data access.

Finally, securing buy-in for “messy data” journeys—teams often stall waiting for “perfect” data. SCOTi’s Schema Sense reverse-engineers chaotic databases and even scrapes missing dimensions, proving ROI while fixing infrastructure.

Compliance remains non-negotiable: Ensure tools like SCOTi operate on-premises/air-gapped for sectors like healthcare or defense.

The real win? Treating AI as a collaborator, not a crutch—it’s why teams using assistive tools see 2x faster insights and 50% higher stakeholder trust.

Automate Drudgery, Free Strategy

Wesley Kang
Founder, Realtor1099Cafe

Honestly, running a tech forward real estate firm showed me how emotion drives adoption more than logic ever could.

People fear status loss more than technology itself and my veteran agents worried AI would erase their market expertise until we reversed the power dynamic. Now they lead our AI testing program, finding new ways to blend human insight with machine analysis.

I’ve also seen that fear hits hardest when AI touches money directly and through countless training sessions, I noticed how quickly agents embrace AI for basic tasks but panic when it approaches their commission structure. We solved this by guaranteeing base pay during the learning phase which let them experiment without risking income.

In all honesty, I believe successful AI adoption starts with protecting people’s sense of value.

Reverse Power Dynamic Fears

Paul Monk
Chief Strategy Officer, Alpha Development

AI technology is developing at such a pace that it will quickly become universal, with little to differentiate the tools used by competing organizations. Most of the value of AI will be delivered in the quality of data, and how each workforce is upskilled & motivated to engage with these new tools.

We initially categorize a workforce into two broad groups – the FOBOs (Fear Of Missing Outs) and the Resistance. FOBOs are anxious to be given access to AI tools & training, while the Resistance try to justify why AI is not applicable to their role, team, or business area. Both need to be acknowledged & engaged by any plan to upskill on AI and analytics.

Upskilling & reskilling for AI should be delivered just like any other transformational learning program – it requires business leader support, active learning, and the opportunity to practice & embed new skills following any formal training.

Once new skills have been acquired, the focus should shift to monitoring application of AI within upskilled teams – including keeping a close eye on “disengaged augmentation” i.e. when an employee working with AI augmentation disengages from their responsibilities and inappropriately allows the AI to complete the task end-to-end.

Ensuring that employees understand their role in augmentation, and are recognized & rewarded for delivering this, is crucial for delivering real change in AI and analytics skills.

Engage FOBOs, Resistance Groups

Dan Gower
Product Studio Lead, Sketch Development Services

I work at a software consulting company that helps enterprises adopt AI. One challenge we keep talking about is that AI was trained on a massive amount of material, and it’s not only the good stuff.

It’s getting better fast, but right now, we have to assume that whatever AI is doing is informed by average work. In other words, check it as you would if an aggressively average employee produced it.

Verify AI Outputs Vigilantly

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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Industry Tips to Ace Interviews: Leaders Reveal Insider Information

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Industry Tips to Ace Interviews: Leaders Reveal Insider Information

With 71% of businesses struggling to find qualified candidates, the demand exists alright, but nailing interviews is just as crucial. 

This HR Spotlight article compiles tips from business leaders and HR professionals on three standout elements to impress in interviews. 

Experts emphasize preparation through company research, authentic attitude over polish, and specific examples to showcase impact. 

They highlight soft skills like dependability, outcome-focused answers, and closing strong by asking for the job. 

From trades to tech, these strategies—grounded in clarity, enthusiasm, and relevance—help candidates stand out, proving fit beyond resumes. 

Mastering these can turn interviews into offers, bridging the talent gap in competitive markets. 

Read on!

 Alex Schepis
CEO, Lightspeed Electrical

Here’s what I look for when someone walks into an interview at Lightspeed Electrical — or anywhere in the trades, really.

Show me you’re switched on. That doesn’t mean perfect answers — it means you’ve done your homework. You know what we do, you’ve read our site, and you can talk shop.

Don’t dress like you just rolled out of bed. I don’t expect a suit, but if you can’t respect the room enough to look sharp and clean, how can I trust you in front of a client?

Attitude over everything. Skills can be taught. Work ethic can’t. If you’re hungry, humble, and ready to learn, that gets my attention — every time.

Prep, Polish, Passionate Attitude

Alex Johnson
HR Manager, Man & Van Star

The three most important qualities that impress me in an interview are genuine enthusiasm, effective communication, and a problem-solving attitude.

I appreciate candidates who exhibit genuine interest in our business and express their motivation through concrete examples instead of general statements.

Being well-dressed and presenting yourself professionally in appearance matters, but no less important is your attitude; a positive, eager-to-learn attitude leaves a strong impression.

Also, I seek proof of critical thinking—how they tackle challenges or respond to surprise questions—since flexibility is crucial in our rapidly changing field.

For example, I once interviewed a candidate who didn’t merely respond to questions, but presented solutions to theoretical problems, demonstrating initiative and pragmatism.

When preparing, emphasize genuine enthusiasm, clearly articulate your thoughts, and be prepared to explain how you’ve addressed real-world problems; these factors distinguish you.

Enthusiasm, Clarity, Problem-Solving

Bill Dow
Owner, Dow Publishing

I have been interviewing for a long time, 30+ years actually and there are many tips I would give for candidate including:

Know the job description front and back. Many times, people don’t study the job description that well and I think that is wrong. I believe you need to know the job description inside and out, because most often they are written by HR and not the hiring manager, so there could be disconnects on the real work needed.

When you do that, you are well armed with the knowledge of what the JD says and you can formulate a lot from what they are expecting of you in the role. Study it as much as you study the company itself!

Do your research on the company. Go to LinkedIn to their company page, Google them, find out big events and talk to those big events. Don’t go overboard, but staying on top of what is happening helps you understand the company better.

Have questions for the end about the role and the company. Focus on what you don’t like and do like about the role, then ask questions and ask questions about the company itself. When you do that, they will understand you care enough to do your research.

Study JD, Research Company, Ask Questions

Michelle Schafer
Career Coach, Michelle Schafer Coaching

Provide a specific example for each question – even when not asked for one: Examples are the proof and evidence you have done your job well over the years. So if the question is “describe how you build relationships with external stakeholders”, provide insight into your general approach, then anchor your response with a STAR-framed example that showcases a time where you developed a strong relationship with an external stakeholder (note:- STAR = Situation, Task, Action and Result).

Research the company: Do your homework – look at the company website, see how they are represented in the news and talk to others who work there (or used to work there). When we ask “why do you want to work there”, be ready!

Ask insightful, strategic questions at the end: Questions like “what will be a key challenge for the successful candidate”, “how does the company demonstrate a commitment to work-life integration” or “what 3 words would people who report to you use to describe your leadership style?” are questions that can help you assess the opportunity for fit and show you are keen on the role.

Examples, Research, Insightful Questions

Mike Lyons
Chief HR Advisor, Seasoned Advice HR Services

Landing a healthcare role hinges on more than just qualifications. First off,projecting a positive attitude and high energy can be surprisingly impactful, often overshadowing minor shortcomings.

Secondly, prepare 3-5 compelling anecdotes from any stage of your life that highlight your drive, adaptability, and interpersonal abilities. These stories offer genuine insights into your character.

Finally, rehearsing your answers is key. Practice giving responses to standard interview questions, such as “tell me about yourself” and “describe a time you excelled in service.” Thorough preparation builds confidence and ensures you shine when it counts, ultimately increasing your chances of success in the competitive healthcare field.

Energy, Stories, Rehearsed Answers

Sari Honkala
Co-founder & Head of Performance Marketing, Glow Digital

When discussing your skills in an interview, make sure to connect them to real business outcomes. This helps demonstrate the impact of what you do. Many candidates struggle to sell themselves effectively because they don’t know how to highlight the value of their skills.

Be clear and concise in your answers. Practice common interview questions ahead of time. One question you can almost always expect is about your work history and your day-to-day responsibilities. It’s surprising how many candidates struggle to answer this clearly. Think of it as your elevator pitch. You should be able to describe what you do in 30 seconds with confidence and clarity.

Be honest. While your resume is in many ways a sales document, exaggeration can backfire. Nowadays, it’s common for candidates to use AI assistants when writing CVs and I don’t see that as a problem in itself. The problem is that sometimes these can contain outlandish claims about the candidate’s experience.

For example, if your resume says you “spearheaded the development of a new advertising campaign,” but your job title was ‘Intern’ and you worked in that role for two months, that’s definitely going to raise some eyebrows. If you can’t back up those claims during the interview, your chances of landing the role are likely slim.

Impact, Concise, Honest Claims

Andrea Hayley-Sankaran
Owner & Director, Lotuswood Organic Wellness Farm

When I’m interviewing someone to join our team at Lotuswood Organic Wellness Farm, I’m not looking for polished perfection — I’m looking for presence, purpose, and personality.
Show up grounded. We’re a farm. It’s nature-based. I want to see calm energy, not performative polish. How you walk in, breathe, and connect tells me a lot.

Know what lights you up. If you’re applying here just because it’s a job, I can tell. But if you talk about how working in fresh air or supporting meaningful celebrations excites you — now we’re talking.

Be real. I respect authenticity over slick answers. If you don’t know something, just say so. I value honesty and willingness to grow over experience alone.

Grounded, Purposeful, Authentic Presence

David Case
President, Advastar Group

Understand the company’s projects, clients, and focus, then reference those in your interview answers. Not only does this demonstrate that you’ve done your homework, but it also helps you to highlight why you’d be an ideal fit for this specific role and company. Before the interview, research the company and identify some major projects, areas of specialization, technologies used, reputation in the market, or aspects of their culture that you can refer to in your answers. When candidates do this, they always stand out in the right way.

Demonstrate the right soft skills. Dependability, work ethic, and teamwork are top of this list for the industries I work in. Stand-out candidates show these traits in multiple ways—through the career highlights in their resume, in how they answer interview questions, and by modeling these traits during the interview process, for instance by arriving for their interview on time and responding promptly to communications.

 Bring documents that verify your skill sets. It’s a smart move to bring copies of your resume, first of all. For those in design roles, it’s also valuable to bring your portfolio of past projects. In other roles, documents can take the form of certifications, trade licenses or qualifications, or safety records. Having these documents on-hand reinforces your suitability for the role and demonstrates a level of preparedness and professionalism that interviewers want to see.

Company Fit, Soft Skills, Documents

Gene Caballero
Co-Founder, GreenPal

My biggest tip I’d love to share with any candidate is to close the interview or essentially ask for the job.

Before I started my entrepreneurial journey, I worked as a sales manager for 7 years in a call center at a Fortune 50 tech company. I was also in charge of headcount for our division and have conducted hundreds of interviews.

The biggest mistake interviewers can make is not asking for the position. Especially in a sales environment, we want the interviewer to close the “proverbial sale” and ask for the job at the end of the interview. This is a mistake that many make when it comes to solidifying themselves as a front-runner for a position.

Interviewees should ask this question at the end of the interview. “Based on your experience, what are some of the characteristics that successful individuals demonstrate in this position?”

The interviewer should then spout off a few of the characteristics they are looking for in their ideal candidate.

Then the interviewee should close the interview by responding: “Having talked about my strengths earlier in the interview and what you just described as needing to be successful in this role, is there a reason why you would not recommend me for this position?”

Close Interview, Ask for Job

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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Employee Trust is Dipping: Leadership Steps to Turn the Tide

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Employee Trust is Dipping: Leadership Steps to Turn the Tide

The 2025 Edelman Trust Barometer revealed a concerning decline in employee trust, with only 75% believing employers “do the right thing,” down 3 points from prior years, signaling a widening gap amid workplace challenges. 

This HR Spotlight article compiles insights from business leaders and HR professionals on practical steps to rebuild trust. 

Experts emphasize transparent communication, active listening, and following through on commitments to foster authenticity. 

They recommend regular check-ins, psychological safety measures, personalized growth plans, and inclusive practices like cultural competency. 

By owning mistakes, soliciting feedback, and aligning actions with values, leaders can enhance morale, reduce stress, and create environments where employees feel valued, ultimately driving productivity and loyalty in uncertain times.

Read on!

Simon Fabb
CEO, ChiefJobs

Rebuilding employee trust starts with being honest and consistent. Leaders should show they understand what matters to their teams by listening carefully and acting on feedback.

Transparency matters too – explaining decisions clearly helps people feel involved rather than left out. It also means following through on promises because trust fades when actions don’t match words.

Creating chances for genuine connection through regular check-ins or informal chats helps people feel valued beyond their work.

Owning up to mistakes and taking responsibility can strengthen trust, showing the organisation is made up of real people, not just rules.

Transparency, Consistency Rebuild Employee Trust

Mauricio Velásquez
President & Founder, DTG

Be transparent, don’t just make and share decisions without context or explanation. Explain how you came to make said decision and get input ahead of the decision from all parties involved.

Communicate regularly—state of the business, industry, emerging trends—regular “all hands meetings.” Recommit to Mission, Vision, and Core Values and hold all to account; none of this “Well this person is a Senior Leader—they will not be held to the same standards.”

Is your organization Psychologically Safe? Do we have high or low trust teams? Are you approachable as a Manager/Leader—do you solicit feedback to improve without getting defensive? Are people afraid to share contrarian ideas, suggestions, and recommendations?

Do you think your team members are holding back—for fear of retaliation? Do you allow bullies, toxic people to “roam free and dominate?” SMR Covey says “Leadership is getting results in a way that inspires trust.”

We ask in our Trust-Psychological Safety workshops what we are doing (as Leaders/Managers) every day to Build Trust and Undermine Trust (behaviorally, might be unintentional)? Never say “This was needed to know and you did not need to know”—destroys trust.

Transparent Communication Fosters Psychological Safety

Balaram Thapa
Co-Founder & Travel Advisor, Nepal Hiking Team

Emphasizing cultural competency and inclusive narratives can have a powerful impact on rebuilding trust within the workplace.

When employees see their diverse backgrounds and stories authentically represented and celebrated, it fosters a deeper connection and commitment to the organization.

Creating spaces where employees can share personal stories related to their cultural backgrounds and experiences can be transformative. This practice encourages open dialogue, breaks down stereotypes, and enhances mutual understanding across teams.

As people relate on a human level beyond job titles, trust organically grows. Support these initiatives with clear actions, like incorporating learnings into company policies and celebrations, demonstrating that the company values every individual’s story.

Cultural Stories Enhance Workplace Trust

Andy Kolodgie
Founder, Sell My House Fast

To rebuild trust in such a scenario, focus on personalizing professional growth. While companies often emphasize generic career pathways, tailoring growth plans to individual skills and aspirations can make a huge difference.

Engage employees in regular one-on-one conversations not just about performance, but about their career aspirations and personal growth goals.

Empower managers to help team members access resources, training, or mentorship opportunities that align with these personal goals. This approach shows that the company values them as individuals, not just cogs in a machine.

When employees feel their unique contributions and potential are recognized, trust grows. This method fosters a stronger, more personal connection between employees and employers, bridging the trust gap effectively.

Personalized Growth Boosts Employee Confidence

Zarina Bahadur
CEO & Founder, 123 Baby Box

Focusing on transparent compensation practices can be an effective way to rebuild trust in the workplace. When employees have a clear understanding of how salaries are determined, they perceive a fair and equitable work environment.

Sharing information on pay ranges and the criteria for promotions or raises demystifies the process and reduces skepticism.

Implementing an open forum or Q&A sessions where employees can discuss their compensation concerns or gain clarity on the company’s financial strategies fosters trust.

This approach, while not as commonly discussed as open-door policies or feedback loops, addresses the fundamental issue of fairness and transparency in the workplace—key factors in building and maintaining trust.

Transparent Pay Practices Build Trust

Shannon Alter
Leadership Coach, Communications Expert & Founder, Leaders Exceed

Trust must be earned and the easiest way to earn trust with your employees is to be open, honest and communicate with authenticity and transparency. As the CEO or team leader, it’s your responsibility to lead by example.

To boost trust, optimism and unlock loyalty, senior leaders need to start here:
Think of your organization as a “handshake” kind of business. Employees want to shake your hand and look you in the eye in the process – that’s how you begin to build trust.

In a fast-paced, hybrid working world, communication is more awkward and more transactional than ever. To combat this, leaders must take time to actually talk with their teams. People want to be seen and heard.

Make interactions intentional. Don’t just show up to your office and hope for the best. Instead, actively seek out opportunities to interact with employees. It works at building connection, a sense of belonging and also trust.

Don’t abandon one-on-ones with your team because you’re busy. These are a prime opportunity to really understand what’s going on in the business, from the very people who are helping you build the business. It’s a great opportunity to listen and show your team that you value them.

Authentic Interactions Drive Team Trust

Alex Johnson
CEO, Man & Van Star

Rebuilding trust in the modern working world begins with transparency, coupled with consistent action that is closely aligned with the values of the business. I have witnessed this personally while orchestrating moves for clients feeling uncertain: communication and keeping your eye on the ball worked to settle nerves, engender confidence and keep everyone moving in the same direction.

There are some pragmatic considerations too, such as listening to employee issues and easing financial burdens through competitive salary and support programmes – particularly when fears over affordability are a key trust factor.

Managers must also ‘prove’ their credence by honesty about issues and through involving workers in decision-making to stop them feeling excluded.

Creating a culture of inclusivity that encourages difficult discussions about diversity and civility also helps mend broken relationships. Lastly, investing in employee growth through reskilling and career development is a sign of playing the long game and it helps deepen loyalty.

Such efforts build the basis for trust that can lift moral and lead to better business results.

Inclusive Actions Strengthen Employee Loyalty

Renante Hayes
Executive Director, Creloaded

To rebuild trust in today’s workplace, leaders must first embrace consistent, transparent communication. This means sharing both successes and challenges openly.

Second, implement actionable feedback loops where employee input directly influences decisions, with clear attribution when their ideas are implemented.

Third, leaders must visibly demonstrate integrity by honoring commitments, admitting mistakes, and aligning actions with stated values.

Finally, recognize that trust-building isn’t a one-time initiative but requires sustained effort through regular check-ins and accountability measures.

In my experience, trust doesn’t come from grand gestures but from countless small moments of authenticity and follow-through that demonstrate genuine respect for employees as stakeholders in the organization’s future.

Consistent Transparency Increases Trust Levels

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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Breakthrough Resume Tips: Catching a Recruiter’s Attention Made Easy

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Breakthrough Resume Tips: Catching a Recruiter's Attention Made Easy

In a competitive job market, a well-crafted resume can make or break a candidate’s chance to shine. 

This HR Spotlight article compiles insights from business leaders and HR professionals on the top three tips for preparing a resume tailored to their organization or industry. 

From emphasizing measurable outcomes and clear formatting to showcasing relevant skills and personal motivations, these experts highlight what catches their attention. 

Whether it’s avoiding fluff, aligning with job requirements, or demonstrating industry-specific impact, their advice offers a roadmap for candidates to create compelling resumes that resonate with hiring managers and secure opportunities in diverse fields.

Read on!

Randy S. Strauss
Managing Partner, Strauss Group

A polished resume goes beyond perfect grammar to tell a clear story, highlighting your key accomplishments and promotions, not just job duties.

To build trust and avoid misleading a potential employer, be specific with dates and customize your experience to align with the job’s requirements.

No spelling errors! Cannot emphasize this enough. Check your work twice and then one more time. I do not call candidates with any spelling errors on their resume.

Leave out fluff. Identify the 4 or 5 accomplishments in each role. Highlight promotions whenever possible.

Include months and years on dates worked. Never give the reader the impression that you may be trying to fool them. For example, 2021-2022 could mean one month or two years. Be specific!

Overall, the resume is your chance to tell your story, but importantly, your opportunity to demonstrate communication skills, performance (promotions) and likelihood that your reason for applying to the job falls in line with your career.

If there are extenuating circumstances regarding losing a job or being out of work for an extended period, include a cover letter explaining this.

Each resume should be customized to highlight relevant points aligned with the job requirements. All highlighted information must be accurate.

A Great Resume Tells a Clear Story

Austin Rulfs
Founder, SME Business

When reviewing resumes, especially from candidates hoping to break into the mortgage industry, I look for key elements that help them stand out.

Here are the top three things I recommend focusing on:

Clear and Focused Objective: I appreciate when candidates clearly communicate their career goals and how they align with the company’s mission. A targeted objective shows that the candidate has done their research and is genuinely interested in the role.

Relevant Experience or Transferable Skills: Even if they don’t have direct experience in the mortgage industry, I like to see how a candidate’s previous roles or projects show skills that transfer well. For example, strong communication, problem-solving, and analytical skills are vital in mortgages.

Quantifiable Achievements: I always appreciate when candidates back up their experience with metrics, like improving customer satisfaction by 15% or managing a project with a budget of $100,000. Numbers help me visualize their impact and potential.

By focusing on these three areas, a candidate can make a strong first impression and increase their chances of standing out in a competitive job market.

Objective, Skills, Achievements: Keys to Resumes

Adam Hamilton
CEO, REI Hub

In today’s tech-driven world, your resume is a vital tool for showcasing your skills and making a strong first impression.

Beyond simply listing your work history, the way you highlight your technology skills, present a concise narrative, and use design elements can significantly influence how employers perceive you.

Highlight any skills related to technology. In pretty much any field these days, tech skills are invaluable. Whether it be the continuing integration of AI or simply the heavy reliance on technology in a hybrid/remote workforce, employers want to hire people who are skilled with technology and won’t have that extra learning curve to get past.

Don’t include information that’s unrelated if it’s going to take up too much valuable space on the page. If a past job won’t help you in any way look like a better candidate, you don’t necessarily need to include it. Pages that are too crammed are hard to comprehend.

Use color strategically. You don’t have to do anything crazy, but implementing color in certain ways can help the content be more easily readable and distinguishable.

Tech Skills are Invaluable in Today’s Workforce

Seamus Nally
CEO, Turbo Tenant

In a competitive job market, clarity is paramount. You need to make sure your resume is easy to read, with your contact information front and center, so employers don’t have to hunt for the basics.

Your resume is your first impression. Make every word count by using bullet points to highlight your key experiences and accomplishments, and avoid generic “skills” that don’t help you stand out.

Make sure that it’s easy to find your contact information. I’ve seen too many resumes where I have to search hard to simply find the candidate’s email address. That information should be super easy to find – ideally at the top of the page.

Utilize bullet points with each job experience. This is a mistake I also see too often – candidates writing out descriptions of their past jobs in long sentences rather than succinct bullet points. It’s way easier to comprehend a candidate’s experience when it’s in bullet point format.

Don’t include the basic “skills” that are generic and that everyone includes, like ‘fast learner,’ or ‘team player.’ All that does is take up valuable space on the page while not actually helping employers get to know who you really are!

Clarity, Brevity, and Substance

Hayden Cohen
CEO, Hire With Near

Your resume’s content and clarity are far more important than its design, especially when it needs to pass through AI filters.

To make a lasting impression, focus on highlighting the specific skills and experiences that directly align with the job, and remember that your resume is just one piece of your complete professional story.

Less is more. Good design elements can help your case, but only if your resume gets through AI filters. Focus on providing the content you want to in a simple, easy-to-read format before you make it look good.

Focus on your resume. Having a diverse skill set is great, and it can be a selling point, but make sure you’re highlighting the skills that employers are actually looking for, even if this means cutting things you’re proud of.

Your resume isn’t your only tool. Make sure you’re putting just as much effort into your cover letter, online profiles, websites, portfolios, etc.

Focus on Substance, Not Just Style

Steve Faulkner
Founder & Chief Recruiter, Spencer James Group

Here are the top 3 tips I’d give candidates on things I want to see in resumes when I’m reviewing them.

Customize your resume for the specific role you’re applying for.
This is the first thing I look for when I’m going through resumes—I want to see at least some of the specific skills, experience, credentials, or other details mentioned in the job description reflected in the resume.

If the resume feels very generic, or like it’s being sent as-is to multiple jobs, then I am likely to reject it after my first review because it likely will not give me confidence that this candidate would be a strong fit for the specific role I’m filling.

Include specific, relevant accomplishments backed by data when feasible.
In the work experience section of the resume, I don’t need to see a list of the responsibilities for a candidate’s past roles. What I’m looking for is insight into how they performed in that role and whether that experience would be relevant in the context of the role I’m filling.

Quantifiable accomplishments pack the most value here. For instance, instead of just saying you “Managed premiums”, go into more detail with something like “Oversaw premium calculations and renewals for a $X book of business” or “Negotiated premium rates with carriers, resulting in X% cost savings for clients”.

Include relevant soft skills and industry knowledge.
Many resumes center work experience, technical skills, and credentials like degrees or certifications. This may be appropriate for some roles and industries, but many of the roles that we fill are either client-facing or leadership positions (or both), where soft skills and industry expertise can be equally important.

For instance, we fill a lot of roles in the insurance space, where compliance is non-negotiable and regulatory knowledge is a definite advantage for a candidate.

Many roles we recruit for also rely heavily on skills like relationship building, communication, negotiation, and emotional intelligence. The strongest resumes balance technical skills, soft skills, and industry knowledge to show they meet all of the core qualifications for the role.

Customize, Quantify, Balance for a Great Resume

Julia Epstein
VP, Estee Lauder Companies

When I scan resumes, I’m not just looking for credentials—I’m looking for signals of creativity and clarity.

One resume that stuck with me had a section called “People-Centered Wins.” It was unexpected and instantly told me what the candidate cared about.

I love when someone uses a unique heading like that—it sets the tone and makes your story easier to follow.

I also look for metrics that go beyond the usual—things like adoption rates, time saved, or how many countries a program scaled to. That shows strategic thinking, not just activity.

And finally, I’m a fan of a “highlight reel” at the top: two or three bullets with real punch. Think of it like a trailer—it makes me want to read the full story.

Creativity And Clarity Make Resumes Stand Out

Ronald R. Magas
President & Owner, Magas Media Consultants, LLC

Clarity and design are not just about aesthetics; they are crucial signals of your credibility and judgment. A great resume goes beyond a list of duties to highlight your strategic decisions and showcase what you prioritize, leaving the reader wanting to learn more about your unique impact.

Clarity = Credibility. If your resume is dense, bloated, or hard to follow, I assume your leadership is too. Can you cut through complexity? Start there.

Decisions = Duties. Don’t just tell me what you were responsible for. Tell me what was at stake—and what you chose to do.

Design = judgment. If your resume feels cluttered, scattered, or overdesigned, I question how you prioritize. Show me you know what matters.

The best resumes make me want to know more—not because they say everything, but because they signal someone who does.

Clarity, Decisions, Design Win Resumes

Natalia Szubrycht
HR Advisor, KlikLekarz.pl

As an HR advisor in the medical industry, I always encourage candidates to focus on clarity, relevance, and intent in their resumes.

First, clarity of structure is essential—use clean formatting, consistent headings, and bullet points to make the resume easy to scan.

A cluttered design distracts from your qualifications.

Second, highlight relevant experience, even if it’s outside clinical settings—transferable skills like communication, attention to detail, and compliance matter greatly in healthcare roles.

Lastly, a strong personal statement or summary at the top can really set you apart. It should reflect your motivation for entering or returning to the medical field and what you hope to contribute.

This is especially powerful for those re-entering after a career break or pivoting from another industry. A resume that tells a story, not just lists tasks, catches my attention every time.

Clarity, Relevance, Intent Win Medical Resumes

Kyle Sobko
CEO, Sonder Care

If you want to differentiate yourself, show me outcomes – not responsibilities.

I’m less interested in what you are responsible for compared to what changed because of you. Did you reduce returns? Did you enhance client satisfaction? Say that. I’m also looking for quiet clarity in how it has been laid out.

If your resume looks all over the place, then I assume your thinking is also. Use space effectively, keep formatting consistent, and lead with the numbers.

Lastly, I want to see if you understand our user. If you have to support aging parents, or work with vulnerable populations, even if outside of what you are paid to do, include it. That sort of personal context can hold more weight than a perfect credential.

Show Outcomes, Not Just Responsibilities

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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The Resume X-Factor: Standing Out in a Crowded Market

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The Resume X-Factor: Standing Out in a Crowded Market

In today’s competitive hiring landscape, a resume that highlights industry-specific achievements can set candidates apart. 

This HR Spotlight article gathers insights from business leaders and HR professionals on one unique element they seek in a candidate’s resume tailored to their organization or industry. 

From measurable digital marketing wins to hands-on experience with niche platforms and evidence of adaptability or crisis response, these experts reveal what makes a resume stand out. 

Their insights provide a roadmap for job seekers to showcase relevant, impactful skills that align with organizational needs, ensuring they shine in fields ranging from tech to humanitarian aid.

Read on!

Jared Bauman
Co Founder and CEO, 201 Creative, LLC

In digital marketing, especially SEO and content strategy, one unique standout is a resume that includes specific keyword wins or performance-based case studies. 

We look for candidates who can point to rankings they helped achieve, traffic increases they drove, or revenue they influenced. Generic phrases like “managed SEO campaigns” don’t impress us. 

We want to see measurable results tied to actual work because it shows they understand how to drive outcomes, not just complete tasks.

Show Measurable SEO Results on Resumes

Mike Stafiej
CEO, ERIN

One of the most unique elements we see on resumes in the HR tech industry is direct, hands-on experience with modern Applicant Tracking Systems or Human Capital Management platforms like Workday, iCIMS, or Greenhouse.

Unlike most industries, where technology experience tends to be more general, success in HR tech often hinges on a deep understanding of these systems, integrations, and how they impact talent acquisition outcomes.

ATS Experience is Key in HR Tech

Samuel Huang
CEO, TeleAdsAgency

In performance marketing, we look for candidates who include measurable outcomes tied to paid media experiments—not just duties.

For example, if someone writes, “Launched A/B creatives that improved CTR by 42% and reduced CPL by 18%,” that’s gold. It tells me they’re not just executing—they’re testing, learning, and thinking in terms of business impact.

We also love seeing links to live ads, landing pages, or even failed experiments with a quick “what I’d do differently” note. It shows real curiosity and accountability—two traits you can’t teach.

Portfolios are nice, but thoughtful data speaks louder.

Performance Marketing: Showcase Measurable Outcomes

Marin Cristian Ovidiu
CEO, Online Games

One resume element that stands out in our industry is a link to a personal game, mod, or interactive prototype—especially one built outside formal education or work. In gaming tech, creativity and initiative matter just as much as technical skill.

When a candidate shares a passion project—whether it’s a browser game, a map mod, or a small system built with Unity or Godot—it shows us how they think, build, and solve problems without a rigid roadmap.

Even unfinished or quirky projects speak volumes. We’ve hired multiple developers whose personal game jam entries impressed us more than polished portfolios. In an industry driven by iteration and play, showing your experiments—not just job titles—is often the biggest differentiator.

Personal Projects Trump Polished Portfolios

Eugene Leow Zhao Wei
Director, MarketingAgency

In the agency world, especially in SEO and digital strategy, one unique element we value is what I call “client proof”—evidence that the candidate knows how to communicate results in business terms. That could be a link to a campaign report, a dashboard they built, or even a short note on how their work impacted traffic or conversions.

It’s not just about keywords like “growth” or “engagement.” We want to see if they can connect technical work (like metadata audits or content briefs) to outcomes that matter. If a resume mentions “helped client double leads in 3 months by improving landing page load time,” that tells us more than any certification.

That kind of real-world framing stands out immediately.

Client Proof Matters More Than Keywords

Dr. Kirk Adams
Disability, Equity & Inclusion Advisor, Innovative Impact LLC

Retention, innovation, and safety sit high on every leader’s wish list. This is why we look for lived experience on a résumé.

Especially people who navigate disability every day bring proven resilience, creative problem-solving, risk awareness, and clear communication. They earn degrees, build careers, lead teams, and master assistive tools that keep them productive with any group.

The payoff shows up in the numbers — lower turnover, fewer absences, safer operations, and a happy team. When you spot that line on a résumé, lean in: it may be the hire that lifts your entire organization and measurably fuels truly inclusive cultures.

Lived Experience Fuels Inclusive and Resilient Cultures

Mark Niemann
CEO & Co-Founder, Mein Office

In entrepreneurship and business development, a unique and highly valued resume element is demonstrable adaptability across industries.

Entrepreneurs often wear multiple hats, and someone who showcases success in transferring skills—such as marketing, sales, or operations—across unrelated sectors brings proven versatility.

For example, a candidate who has scaled processes in both a SaaS startup and a consumer goods company demonstrates agility and depth.

Another unique element is evidence of intrapreneurship—launching new business units, products, or strategies within larger organizations, showing initiative and ownership.

These resume attributes stand out as they indicate someone who thrives in ambiguity, learns fast, and contributes to growth from day one.

Adaptability And Versatility are Key Skills

Dionne Jayne Ricafort
Marketing Manager, CSO Yemen

One element we often see on resumes of candidates well-suited for roles at CSO Yemen is prior experience in crisis response and humanitarian aid.

Given the complex, dynamic nature of the challenges we address across Yemen, we look for individuals who have demonstrated the ability to adapt quickly, think strategically under pressure, and collaborate effectively with diverse stakeholders.

Candidates who have served in roles such as emergency response coordinators, humanitarian logistics managers, or community outreach specialists tend to stand out.

Their unique combination of technical expertise, cultural sensitivity, and problem-solving agility allows them to thrive in our fast-paced, mission-critical environment.

We value this specialized background as it enables our teams to deliver vital support to vulnerable populations with maximum efficiency and impact.

Crisis Experience is Key in Humanitarian Aid

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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How to Ace Your Interview: HR and Industry Insiders Spill Their Secrets

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How to Ace Your Interview: HR and Industry Insiders Spill Their Secrets

Securing a job in today’s cutthroat market hinges on two critical steps: a standout resume to land the interview and a stellar performance to seal the deal. 

But what makes a candidate truly unforgettable? 

It’s not just about showcasing achievements or a flawless work history. 

The real difference lies in the subtleties—your mindset, the questions you ask, and the behaviors that signal your potential. 

In this HR Spotlight article, we’ve gathered exclusive insights from top business leaders and HR experts who reveal the strategies and unspoken cues they prioritize. 

Discover how to move beyond standard advice and position yourself as an invaluable asset to any team.

Read on!

Tricia Harrison
Online Business Manager, VA Recruiter & Remote Work Strategist

In my world of VA placement and online business management, the candidates who stand out own three things: preparation, presence, and proactivity.

Preparation: I love when candidates come with clarity, not just about the role, but about how they uniquely solve founder pain points. Knowing my company and the value of remote operations is a huge green flag.

Presence: Whether it’s a polished Zoom background or confident body language, show me you take the interview and yourself seriously. Remote doesn’t mean relaxed.

Proactivity: Ask smart questions. Reference the systems or gaps you’re excited to help fix. Bonus points if you’ve already peeked at my brand and can reflect back how you’d support our mission.

In short? Don’t just apply, align.

Preparation, Presence, Proactivity Win Hiring

Darcy Bevelacqua
CEO, SuccessworksCx

3 Tips in preparing:

  • Read and understand our company values
  • Be up to date on the company news (website, quarterly reports, industry news, etc.)
  • Read and digest the job description so you understand what we expect and can talk about the job responsibilities in the job description and why we should consider your candidacy

What we would like to see in a candidate:

  • Has specific examples of how they’ve solved our problems in the past
  • Demonstrates they have a continuous learning mindset and are able to pivot when needed based on changing market conditions
  • Ask intelligent questions that show knowledge of our company and industry.
  • Demonstrates confidence
  • Is excited about our company and what we have to offer

Preparation and Mindset Win the Interview

Sheraz Ali
Founder, HARO Links Builder

Preparation is key.

Candidates who come prepared with questions about the company’s mission, recent success, and industry trends indicate they care and are ready to make a contribution.

In my experience, individuals with specific questions regarding the company’s direction and challenges are evidence of a true desire to contribute. The type of preparation is unusual but not forgotten.

Professional demeanor cannot be overstated. Studies have proven that first impressions are created in seven seconds, and job applicants who are professionally dressed, maintain good eye contact and are confident are always deemed more qualified and credible. Everything, even grooming and posture, speaks of discipline and respect for the opportunity.

Authenticity is the biggest differentiator. I am always attracted to those who respond to questions thoughtfully, provide true stories of triumph over adversity, and don’t hesitate to display their passion.

When a person allows their true self to be seen, it’s interesting and memorable.
“Ready, polished, and authentic-these are the qualities that can turn a candidate into a leader of the future.”

Be Ready, Polished, and Authentic to Win

Edward Hones
Founder, Hones Law

Be Prepared with Purposeful Stories

One of the most impressive things a candidate can bring to an interview is a well-thought-out story that connects their past experiences to the role they’re applying for.

At Hones Law, we represent people whose stories have often been dismissed or minimized, so we look for candidates who can tell a story clearly, confidently, and with emotional intelligence.

Whether you’re discussing a past conflict at work or how you handled a demanding client, your ability to convey the facts, reflect on the impact, and show what you learned tells us a lot about how you’ll show up for our clients.

Show Sincerity and a Grounded Commitment to Justice. We work in a field where authenticity matters just as much as credentials.

I look for candidates who are genuinely passionate about workers’ rights, not just those who say the right things, but those who’ve done something about it. Whether it’s volunteering, organizing, or simply advocating for someone else in a tough situation, showing that you’re not just here for a paycheck but for a purpose will always stand out.

A calm, professional demeanor paired with a clear moral compass is the combination that catches my attention every time.

Purposeful Stories, Sincerity Win Interviews

Lilly Williams
Senior Recruiter, Greystones Group

Improve Your Interview Game

AI-Powered tools can now offer AI-driven mock interviews. These tools analyze your answers, body language, and tone of voice during mock interviews, providing feedback on how you can improve your performance. 

Some AI systems use machine learning to assess how your answers compare to successful candidates. They might provide feedback on how to improve your answers and offer suggestions on tone, pacing, and content. Tools like InterviewBuddy allow you to practice real-world interview scenarios with AI-powered feedback.

AI-Powered Mock Interviews Improve Performance

Paige Arnof-Fenn
Founder & CEO, Mavens & Moguls

I’ve interviewed candidates throughout my career from working in large companies, startups and now as an entrepreneur.

Given most people are working hybrid more, the skills I look for and questions I ask have shifted to reflect how fundamental soft skills like charisma/confidence can help you rise in the office environment, but when it comes to remote/hybrid work, groups value helpfulness/reliability over bluster/charm.

In a hybrid environment you want people who are independent/self-motivated/adaptable/flexible with strong communication skills.

The best marketers like asking lots of questions/are naturally curious, they listen for ways to help and share ideas.

A career in marketing/communications is about relevancy so every day you have to pay attention to pop culture/trends.

It’s critical to ask questions at the end of the interview to show you are interested/ambitious/have done your homework.

Many technical skills can be learned with training.

Cultural fit and attitude matter more now.

Remote Skills: Helpfulness Trumps Charm

Felicia Shakiba
CEO & Executive Coach, CPO PLAYBOOK

In interviews, I look for three things: intentional preparation, thoughtful presence, and role alignment over resume hype.

  • Preparation means more than Googling the company. Great candidates come in with insightful observations about the business and questions that show they’re already thinking like an insider.
  • Presence matters—especially in leadership or scaling environments. I look for composure, curiosity, and the ability to connect ideas clearly without overperforming.
  • Role alignment is crucial. The best candidates can articulate why this specific role is the right challenge for them at this exact moment—not just why they’re qualified.

“Great interviews aren’t performances—they’re shared diagnosis sessions. Candidates who lean into that mindset stand out.”

Intentional Preparation, Thoughtful Presence, Role Alignment

Mark Sanchez
Founder, Gator Rated

As the founder of Gator Rated, I regularly interview candidates for roles across our Florida real estate platform, so I’ve developed a clear sense of what makes someone stand out during interviews.

The most memorable candidates always do their homework—they not only know our company’s mission, but they reference specific features or recent projects that show they’ve dug deeper than a quick glance at our website.
Secondly, I value candidates who ask thoughtful questions that challenge the status quo or show curiosity about how our business works, rather than just waiting for instructions.

Third, authenticity goes a long way: I’m always drawn to those who admit what they don’t know but are excited to learn, rather than trying to appear perfect.

In my experience, these qualities signal long-term potential over just a polished interview performance.

Homework, Curiosity, Authenticity Win Interviews

Hayden Cohen
CEO, Hire With Near

Be honest: Our job is to place you in a job that’s going to be a good fit for your skills. If you try to make it sound like you have skills you don’t, or say you’re willing to take a job that won’t actually be a good fit for you, you’re hurting your chances.

Research your employer: The more knowledge you can show, the better this is going to go. The company’s website is essential reading, but look for social media and press coverage, and if you have a strong professional network, reach out to them to learn more.

Relax: If you overprepare or worry too much, they’re going to notice and it’s going to hurt your chances. If you’ve made it to the interview stage, you have the skills people are looking for. It’s just a matter of making a personal connection.

Honesty, Research, And Relaxing Win Interviews

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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Discover the latest HR Tips and trends with our weekly newsletters!