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Upskilling and Empathy: HR’s Response to the 2025 Tech Layoff Crisis

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Upskilling and Empathy: HR’s Response to the 2025 Tech Layoff Crisis

The technology sector has recently grappled with significant workforce restructuring, leading to widespread layoffs and palpable uncertainty. 

While these shifts present immediate challenges for individuals and the broader economy, they also compel Human Resources (HR) and business leaders to confront a critical question: 

How can organizations respond to such crises with both strategic foresight and deep empathy? 

Beyond the immediate impact of job reductions, the long-term health of an organization hinges on its ability to support its remaining workforce, retain institutional knowledge, and prepare for future demands. 

This HR Spotlight article distills invaluable insights from leading business executives and seasoned HR professionals, exploring their innovative strategies for managing the aftermath of layoffs, emphasizing crucial concepts like upskilling, cross-training, and fostering a culture of genuine care to ensure both employee and organizational well-being in turbulent times.

Read on!

Leila Rao
Author and Business Strategist, Agile Coach

Leila Rao

Like many in the DEI and tech-adjacent space, our organization faced real turbulence; federal contracts were terminated, and with them, jobs.

Some team members had to leave through layoffs; others left on their own as the future felt too uncertain. It was a hard chapter. But what came next was powerful: the remaining team doubled down on articulating our value to existing clients and began looking beyond the federal space for more stable opportunities.

Rather than “upskilling” as a buzzword, we treated it as a lived practice – growing into roles we hadn’t expected, supporting each other in real time, and adapting how we deliver value. That collective resilience (not just the strategy) made the difference.

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

Sara Green-Hamann

I’m seeing two different things with my clients experiencing reduced sales.

I generally work with small to mid-sized businesses, so they often engage me later in the process after their finances have come to a head. For those who need to lay off employees, we are looking at severance packages that include outplacement services.

In addition to updating resumes and cover letters, we are also using services that will review an employee’s visible social media and if possible, remove anything that could be considered controversial.

For employers who have the financial ability, we are going back to basics with retention and engagement strategies. Often, these employers haven’t had a dedicated HR representative and don’t know the cost savings of a combined retention and engagement strategy. When we look at the potential ROI associated with that option, employers are often receptive to pursuing it as an option.

Finally, I work with several restaurants and therefore have connections within the industry. I’ve worked with business owners to help place employees with other businesses I work with who are in growth mode. This has been beneficial to the growing business who is receiving a seasoned employee that has already been vetted and referred by a colleague. It helps the struggling employer because they can keep a positive relationship with the employee.

Chris Putrimas
CEO, Teak Warehouse

Chris Putrimas

At Teak Warehouse, we focus on cross-training and internal mobility to minimize the risk of layoffs.

When sales decline seasonally or certain roles change, we actively seek ways to redeploy team members into other areas, like customer support, logistics, or content. We also engage employees early in discussions about changes so that no one feels blindsided. In a few cases where transitions were unavoidable, we provided extended notice, resume coaching, and connected people to our supplier or partner network for new opportunities.

It’s not just about doing the right thing—it also protects our brand and culture. Our team understands that we value them, and that loyalty is evident in how they treat our customers.

Alejandro Meyerhans
CEO, Get Me Links

Alex Meyerhans

Facing the wave of 61,000+ tech layoffs in 2025, we’re tackling the challenge head-on by reinventing how our teams operate. Currently, we are synergizing functions and integrating automation to create a more agile, future-proof workforce. Instead of traditional silos, our experts cross-train and leverage AI-driven tools to boost productivity even with a low headcount.

This approach not only reduces redundancy but also empowers our staff to adapt quickly as technology evolves. In addition, we focus on upskilling alongside automation, preparing our people for roles that blend human insight with AI efficiency through the education of tools.

This fusion fosters retention and creates career paths less vulnerable to layoffs, proving that embracing tech can safeguard, rather than threaten, jobs.

Justin Azarias
CEO & Founder, Property Homebuyers CA

Justin Azarias

We only hire more employees when absolutely necessary.

Each learns how to handle transactions, conduct home inspections, and communicate with sellers. In this manner, nobody is forced to perform a single task all the time. It keeps everyone productive and ready for a slowdown.

We ride the market together when it changes. We reduce hours or distribute duties among team members in place of layoffs. To keep people employed, I’ve even taken a lesser cut myself.

We don’t hold people back if they’re ready for anything new. We connect them with our network, assist with references, and offer guidance where appropriate. If I were in their position, that is what I would desire. Treating people well always pays dividends, both in real estate and in life.

Eli Pasternak
Founder & CEO, Liberty House Buying Group

Eli Pasternak

Personally, I believe that RIFs are distressing and challenging for all individuals to manage.

HR managers and leaders should not be expected to maintain a positive attitude or attempt to make the situation more tangible than it is. This may diminish the severity of the termination and disrespect individuals’ emotions. It is important to recognize that the reduction is a difficult experience for all employees, including those who are being terminated, those who are remaining, and the HR administrators who are responsible for implementing it.

It is also a favorable moment to be candid about the organization’s activities. Helping those who are left behind to manage and progress can be achieved by responding to inquiries regarding the necessity of the reduction. While it may be effortless to personalize a dismissal, it is not a productive effort.

Managers should maintain an impartial perspective when selecting positions to eliminate. They must be cautious of the language they use when discussing the reduction. Personnel are not being eliminated; rather, positions are minimized, which impacts individuals. Additionally, they must keep in mind their decisions.

The organization will be haunted by the slightest indication of favoritism or bias on Glassdoor and other websites that collect employer ratings.

Sara Bandurian
Operations Director, Online Optimism

Sara Bandurian

At Online Optimism, we’re working to strategically pivot our approaches, as we continue to grow our team. We’re staying on the forefront of emerging technologies and platforms, and always looking to further adapt.

We train employees in new AI tools to help traditional marketers transition into AI-enhanced roles, an approach that allows existing team members to become more valuable and versatile rather than being replaced by automation.

We also look to rising platforms such as Reddit to continue diversifying our approaches, and expanding into new territories of growth as a hedge against industry changes and economic downturns. We see these challenges as opportunities to evolve–a philosophy at the core of the company.

Miko Pasanen
Owner, Mikollc

Miko Pasanen

As a general contractor working across residential, commercial, and government sectors, we’ve seen firsthand how workforce stability impacts every stage of a project—from planning to execution. With the wave of tech layoffs in 2025 and so many skilled individuals struggling to re-enter the job market, we’ve taken a proactive approach.

Instead of cutting roles during slowdowns, we’re investing in cross-training our teams. A project engineer might pick up scheduling or safety oversight skills, while admin staff are learning more about project management software.

We’ve also partnered with local trade schools and tech programs to offer transitional roles for displaced tech professionals—especially those with data or BIM experience, which aligns surprisingly well with modern construction tools.

Our goal is not just to keep our people working, but to help them grow with us as the industry evolves. Upskilling has become not just a retention tool, but a long-term resilience strategy.

Vishnu P
President, Hale Cosmeceuticals

Vishnu P

We haven’t had to lay off a single full-time employee in the past five years—not because we’re magical, but because we’ve designed our workforce model around capability fluidity. Instead of rigid roles, we cross-train. Our R&D staff attend quarterly marketing labs. Our warehouse team? Trained in customer service protocols. It’s not just about keeping people “busy”—it’s about future-proofing their relevance.

Most layoffs happen when people are locked into narrow functions. We break that cage.

What helped us avoid the talent cliff everyone’s falling off? Honestly, we ignored the typical “skills-based” upskilling playbook that floods LinkedIn with certificate jargon. We focused on domain intelligence + adaptability + internal mobility. We started running 6-week sprint shadow programs where a junior lab tech could shadow e-commerce, or marketing could sit in on supplier negotiations. That raw exposure was more powerful than any LMS module.

We track one key metric: functional redundancy without burnout. How many departments can absorb an adjacent function if needed? Last year, when a supplier crisis forced us to rework packaging logistics, two non-ops employees stepped in to coordinate timelines. Zero delay. Zero panic.

There’s a human story behind every layoff stat. People aren’t disposable, they’re just misallocated. Our job as leaders is to reallocate before it’s too late. Upskilling isn’t a buzzword. It’s a daily operational mindset. Most companies remember that only after the pink slips.

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-Specific Resumes: Leader’s Tips for a Competitive Edge

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Industry-Specific Resumes: Leader's Tips for a Competitive Edge

Every job hunter is nailing the resume basics: crisp formatting, punchy action verbs, and a sleek one-page layout.

But even with all that polish, tons of qualified folks are still left scratching their heads, wondering why their resume isn’t rising to the top.

Here’s the deal: beyond the standard playbook, what really makes a resume pop are those unspoken, industry-specific touches that scream, “This person gets us!” Those subtle signals show you’re not just skilled—you vibe with the company’s world.

So, what are these secret ingredients that catch the eye of hiring managers at tech startups, creative agencies, or financial powerhouses?

To get the inside scoop, the HR Spotlight team tapped a rockstar lineup of HR pros and business leaders from around the globe. We asked them straight-up:

“What’s one element you look for in a candidate’s resume that’s unique to your organization or industry?”

Their answers pull back the curtain, revealing insider tips that go way beyond generic advice.

From tech to creative fields to finance, they share how to craft a resume that doesn’t just check boxes but grabs attention and proves you belong.

Ready to give your job search a real edge?

Read on!

Anupa Rongala
CEO, Invensis Technologies

Certification Framework Alignment: Training Industry’s Hidden Asset

In the professional training and certification space, one unique element often seen in strong candidates’ resumes is hands-on experience with curriculum alignment to globally recognized frameworks, like PMBOK for project management or ITIL for IT service management.

Unlike general training roles, this industry demands not just instructional skills but a deep understanding of how to design and deliver learning paths that prepare professionals for specific certification outcomes.

Candidates who can demonstrate a track record of aligning training content with evolving certification standards—and improving pass rates as a result—stand out immediately. It’s a niche skill, but vital in an industry where the credibility of learning outcomes is everything.

Colin Potts
Chief Operating Officer, Regenerative Orthopedics & Sports Medicine

Personal Resilience: Regenerative Medicine’s Unwritten Requirement

“The human spirit is a far greater healer than any needle or scalpel.”

In regenerative orthopedics, it’s not just clinical skills that stand out. What I love to see — and what’s unique to our industry — is lived resilience. Maybe they’ve rebuilt their career after an injury, volunteered in challenging environments, or cared for a loved one through a tough diagnosis.

That experience tells me they can sit with patients in moments of fear or frustration, not just treat a joint or a tendon. In our field, empathy can’t be faked, and grit can’t be taught. If a candidate shows me they’ve faced something hard — and come out kinder, wiser, and more driven — that jumps off the page more than any GPA ever could.

And let’s be honest: in regenerative medicine, healing is personal. It should be personal for our team, too.

Joel Miller
President, Miller Pest & Termite

Pest Control Licenses: Your Fast Track Advantage

One thing you’ll rarely see outside pest control is a candidate listing their state Structural Pest Inspector license number right at the top of their resume.

I recall interviewing someone last spring who not only held our required Iowa inspector certification but had also obtained a “Wood-Destroying Organism Inspector” endorsement—meaning they’d already passed the additional field exam on moisture meters and infestation signs.

Seeing that upfront told me they’d invested in the very skills we depend on every day, and I knew I could skip most of the basic licensing paperwork and get them out on routes within days.

That single resume element stands out in our industry because it shows someone’s serious commitment to safe, thorough work and their understanding of our technical standards from day one.

It’s saved us weeks of hands-on training and has allowed new hires to start contributing to our quality metrics almost immediately, which keeps both customers and technicians happier from day one.

Arvind Rongala
CEO, Invensis Learning

Multi-Domain Expertise: Outsourcing Industry’s Competitive Edge

One element often found in resumes within the outsourcing and digital transformation industry is multi-domain process expertise combined with global client exposure.

At Invensis Technologies, for example, candidates who stand out typically showcase experience managing cross-functional business processes—like finance & accounting, customer support, or IT services—for clients across different geographies. This mix of operational versatility and cultural adaptability is unique to the outsourcing sector, where delivering consistent outcomes across varied industries and time zones is the norm.

It’s not just about technical skills—it’s the ability to align with diverse client expectations while maintaining service quality at scale.

Mike Khorev
SEO Consultant, Mike Khorev

Proven SEO Results Trump Industry Jargon

One thing that stands out on a candidate’s resume for SEO consulting is proof of real-world impact, like clear examples showing how they moved the needle on rankings or traffic. It’s like spotting a chef who doesn’t just list recipes but shares how they wowed diners. We want people who’ve rolled up their sleeves and driven measurable results, not just thrown jargon around.

Another sign is their grasp of data analysis. SEO isn’t guessing games; it’s about digging into numbers and spotting patterns others miss. A candidate who knows their way around tools like Google Analytics or SEMrush is like having a detective in the team, always uncovering clues to boost performance.

Lastly, versatility matters. The SEO landscape changes fast. Someone who’s adapted to updates or learned new strategies quickly shows they won’t freeze when the ground shifts. It’s a survival skill, plain and simple.

Andy Danec
Owner, Ridgeline Recovery LLC

Recovery Plus Boundaries: Addiction Treatment’s Golden Resume

In addiction treatment, one resume element we look for that’s unique to our industry is lived experience paired with professional boundaries. That combination doesn’t show up on typical resumes, but in our field, it’s gold—if handled right.

At Ridgeline Recovery, we don’t just treat symptoms—we walk with people through some of the darkest seasons of their life. So when we see a candidate who’s in long-term recovery and has gone through the effort to get certified, trained, and clinically supervised, we pay attention. It shows they’ve done their own work. It means they understand the chaos but also know how to maintain the professional structure that protects both them and the client.

One candidate wrote this in their resume summary:

“Sober 7 years. Certified Peer Recovery Supporter. Trained in trauma-informed care. I bring both clinical tools and personal empathy—without overstepping either.”

That line told me everything. They weren’t using their recovery story to impress—they were showing they’d built the internal and external framework to serve others without making it about themselves.

You can’t fake that. And it matters more in our line of work than a long list of job titles. Because in addiction recovery, clients spot inauthenticity fast. They need someone who’s been there and done the professional work to guide others safely. That balance—that tension between empathy and structure—is what makes the difference.

So yeah, lived experience with structure—that’s the line we look for. If it’s real, it stands out instantly.

Emily Demirdonder
Director of Operations & Marketing, Proximity Plumbing

Crisis Management Skills Define Top Plumbing Candidates

When someone has handled scheduling for trades or coordinated customer calls during times of emergencies, that is a factor I watch in a resume that I think is unique.

Plumbing is not clean and predictable. You can have a burst pipe at 7 AM, three jobs already booked and a client on the phone who needs answers fast. Someone who has juggled that before will understand how to think on their feet, keep people calm and still get the job done without dropping the ball.

It is not just the logistics. It is how they talk to people during stressful moments, how they handle the plumber running late, the supplier missing fittings or the rain ruining a roof job. Those are the candidates who do not panic when the board fills up with red alerts. They step in, talk to the client like a real person and take ownership of the outcome.

We are in people’s homes and trusting us with their space. I need a person who will be able to see the situation as I do and remain composed and gentle even in the rough moments. This can not be faked, you either possess it or you do not.

Matthew Ramirez
Founder, Rephrasely

AI Success Demands Both Theory and Application

A unique aspect of our company that often appears on a candidate’s resume is experience with machine learning models and working with large datasets.

Since our work depends on building smart systems that learn from data, candidates who have hands-on experience designing, training, and fine-tuning these models stand out. This includes familiarity with tools like TensorFlow, PyTorch, or similar, as well as skills in preparing and analyzing complex data.

We also value practical problem-solving skills, such as making algorithms more efficient or improving how well models perform in real-world situations. Candidates who understand both the theoretical ideas behind AI and how to apply them are highly preferred.

This experience shows they can help us improve our technology and aligns with our goal of creating innovative solutions. It reflects a mix of technical knowledge and a willingness to keep learning, which is very important in the AI field.

Ishdeep Narang
Child, Adolescent & Adult Psychiatrist & Founder, ACES Psychiatry

Private Practice Mindset: Beyond Clinical Credentials

While board certifications and specialized training are fundamental in psychiatry, I look for something more subtle on a resume: evidence of a “private practice mindset.” This is the demonstrated understanding that a smaller, independent clinic operates as a close-knit team dedicated to a comprehensive patient experience, not just a series of clinical encounters.

This quality often appears as experience in roles requiring significant collaboration and patient-facing responsibilities beyond direct treatment.

For example, a candidate who lists involvement in improving a clinic’s patient intake workflow or developing patient education materials stands out. It shows they grasp that in a private practice, every team member—from the front desk to the psychiatrist—profoundly impacts the patient’s journey and comfort.

In my psychiatry practice, this mindset is crucial. Unlike a large hospital system with siloed departments, our team members wear multiple hats. A candidate who shows they can think critically about the practice’s health and the holistic patient experience, not just their specific job duties, is invaluable. It signals a collaborative spirit and a genuine commitment to the patient-centered care that is the heart of a successful private practice.

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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Your Resume, Your Story: Expert Strategies for Using Resume Builders

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Your Resume, Your Story: Expert Strategies for Using Resume Builders

Your resume isn’t just a list of jobs—it’s your chance to stand out in a sea of applicants.

With recruiters spending just seconds scanning and ATS software weeding out resumes before they even hit a human’s desk, how do you make sure your unique spark shines through?

Resume builders are game-changers, but are you using them to show off what makes you special?

To get the inside track, the HR Spotlight team reached out to a stellar lineup of HR pros and business leaders who know hiring inside out.

We asked them straight-up:

“How can candidates use resume builders to highlight their individual traits and make their resumes truly distinctive?”

Their answers are packed with practical tips, from weaving personal flair into ATS-friendly formats to crafting stories that grab attention.

Whether you’re a creative, a tech wizard, or a leadership guru, their strategies will help you turn a standard resume into a standout snapshot of you.

Ready to make your mark?

Read on!

Andrei Kurtuy
CCO & Co-Founder, Novorésumé

Sprinkle Punchy Vibes and Content Customization with Subtle Tweaks

I helped kickstart Novorésumé, your lightning-fast online resume builder that’s a favorite with users and recruiters, and every ATS software.

So I could go on for days about how good these tools are to craft a resume that is all you!

But let me give you a quick rundown on how to make your resume pop with personality while still playing nice with those ATS bots.

I always recommend starting with a punchy summary that nails your value—think, “What changed because I was there?” and build your summary around this.

Use metrics to back it up, like “slashed delivery time by 35%” or “managed a $100k budget.” ATS software makes special note of numbers, and we humans love them too!

Customize every section for the job, swapping in keywords from the listing to beat ATS while keeping it you. This proves critical in addressing the job specifications directly while still keeping the personalization and flow intact.

Subtle tweaks—like bold headers, a custom “Passion Projects” section, or a line about your work vibe—add personality without overdoing it. They strike a chord and instantly help your resume stand out in the crowd.

Even a quirky detail, like “ran three marathons,” can give your resume a heartbeat. It also shows you have a lot more to you than just your qualifications or work experience.

Resume builders like Novorésumé give you the structure, but they also offer you complete freedom to make the story all yours.

Also, choose a clean resume template, then go ahead and tweak layouts to match your industry.

The goal? Your story, written by your friendly resume builder to make it ATS-friendly and recruiter-ready, but most importantly, unmistakably you!

Margaret Buj
Principal Recruiter, Mixmax

Clarity, Relevance, and Specificity to Stand Out

Resume builders are helpful tools – especially for formatting – but standing out comes down to the content. Here’s how candidates can make their resumes truly distinctive:

Start with a tailored summary: Most resume builders offer a summary section, but too many people write vague statements. Instead, use that space to clearly state your value proposition: who you help, how you do it, and what results you’ve driven. A good prompt is: “What changed because I was there?”

Use metrics wherever possible: Even if you don’t have exact numbers, estimate the scale or impact of your work. For example: “Reduced onboarding time by 30%,” or “Managed a €500k budget across 3 departments.” This instantly sets you apart from generic resumes.

Customize achievements per role: Most builders let you create multiple versions of your resume. Candidates should tailor their bullet points to each role’s requirements, emphasizing the most relevant achievements for that job.

Use formatting to guide the reader: Resume builders allow for smart use of bold text, subheadings, and bullet structure  all of which help recruiters skim your accomplishments quickly. Make your best points unmissable.

Infuse personality subtly: You don’t need gimmicks  but a well-phrased line about your working style, leadership approach, or core values can go a long way, especially if it aligns with the company’s culture.

The resume builder is just the container – what matters most is the clarity, relevance, and specificity of what’s inside.

Chris Hunter
Director of Customer Relations, ServiceTitan

Create Professional, ATS-Friendly Skill Showcases

Resume builders create a visually appealing presentation of achievements and skills put together by the candidates, making it easier for would-be employers to see, in an easy-to-read format, where the candidate’s strengths lie.

With keyword optimization built in, these resumes meet applicant tracking systems standards. Personal professional summaries and skills sections promote what makes a person stand out and differentiate them from the rest while maintaining a clear and professional appearance.

Colin Potts
Chief Operating Officer, Regenerative Orthopedics & Sports Medicine

Build Your Resume Like You’re Telling Someone Why You Care

“The best resumes feel like an honest handshake on paper.”

Resume builders give you structure, but you provide the substance. Don’t settle for generic phrases — describe moments that reveal how you approach challenges. If you led a team, talk about how you built trust or solved a problem under pressure. If you worked through a tough situation, share how you approached it. In healthcare especially, I look for cues that someone’s empathetic, flexible, and grounded.

The resume doesn’t need to be perfect — it just needs to feel real. Let the template do the heavy lifting on structure — but the story it tells should sound like you. That’s what turns it into something personal and memorable.

Mike Otranto
President of Acquisitions, Wake County Home Buyers

Create Distinctive Resumes That Showcase Individual Value

Resume builders can be powerful tools for creating distinctive and professional resumes that showcase individual traits. Start by selecting a clean, modern template that aligns with the industry while leaving enough flexibility for customization.

Use this opportunity to emphasize your unique skills or achievements by tailoring each section to the role you’re targeting. Take time to personalize your summary or objective statement, ensuring it strongly reflects your career goals and value proposition.

Highlight specific accomplishments with quantifiable results to demonstrate your impact. Pay close attention to formatting and design features, such as font choices and section headers, to ensure they enhance readability without overpowering the content.

Finally, customize your resume for each application by incorporating keywords from the job description, matching your skills to the employer’s needs.

By thoughtfully adapting the features of resume builders, you can create a polished, distinct document that reflects your individuality and aligns with career goals.

Anupa Rongala
CEO, Invensis Technologies

Transform Templates Into Personalized Achievement Showcases

Candidates can use resume builders effectively by going beyond templates and tailoring each section to reflect their unique strengths and personality. Instead of just listing job duties, they should focus on achievements with measurable impact—using action verbs and data where possible.

Many builders offer customization options like skill badges, summaries, or portfolio links—these can be used strategically to highlight personal flair, creative projects, or soft skills like leadership and adaptability. A well-crafted summary at the top, written in a confident, authentic voice, can instantly set the tone and make the resume feel less generic.

The key is to treat the builder as a foundation—not the final product—and infuse it with individuality.

George Fironov
Co-Founder & CEO, Talmatic

Adapt Resume Builders to Highlight Personal Qualities

Applicants can utilize resume builders to accentuate personal qualities by tailoring section titles, focusing on personal accomplishments instead of general responsibilities, and incorporating storytelling features into descriptions. Rather than over-reliance on pre-established models, they should tweak layout and word choice to suit their personality and the industry’s tone they are applying for.

Keyword optimization tools from job descriptions can also help applicants match their personal abilities to employer specifications. The key is not to look like a copy-cat and use the builder as an adaptable template rather than an unchanging shape.

Xin Zhang
Marketing Director, Guyker

Strategic Customization Creates ATS-Friendly, Unique Resumes

Candidates can use resume builders strategically by customizing templates to reflect their unique strengths and personality. Instead of sticking with default phrasing, they should tailor sections like the summary and experience bullets to emphasize achievements, metrics, and soft skills that set them apart.

Many resume builders allow for custom color schemes, fonts, or layouts, used subtly, these can visually reinforce professionalism while showcasing personal style.

Using features like skills keywords tailored to specific job descriptions helps applicants pass applicant tracking systems (ATS) without sacrificing individuality. A great tip is to include a personalized “Key Accomplishments” or “Passion Projects” section, which can spotlight leadership, creativity, or initiative. By using the builder as a flexible tool rather than a rigid template, candidates can create resumes that are both ATS-friendly and unmistakably their own.

Kiara DeWitt
Founder & CEO, Neurology RN, Injectco

Break Template Molds With Unexpected Personal Details

The real trick with resume builders is breaking out of the canned, fill-in-the-blank trap and using those boxes for something unexpected, like a custom headline or a two-sentence “work philosophy” right under your name.

If you want numbers, try adding a micro-metric unique to your experience: “Coordinated 38 live events in one quarter” or “Kept a perfect attendance record for 18 straight months.” Toss in a single quirky, non-work fact in the summary line, like “avid marathon runner with three completed races,” and suddenly your resume has a heartbeat.

On the flip side, you can even tweak section headers with bold language, swapping “Work Experience” for “Impact & Achievements,” or “Community Involvement” for “Causes That Matter to Me.”

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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Cracking the Industry Code: Resume Elements To Win Over Hiring Managers

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Cracking the Industry Code: Resume Elements To Win Over Hiring Managers

Job hunters today meticulously follow the universal resume advice—perfect formatting, strong action verbs, and clean, one-page layouts. 

Yet, countless qualified applicants still wonder why their resumes aren’t making it to the top of the pile.

The truth is, beyond the standard best practices, the elements that truly make a resume stand out are often unspoken and unique to a specific industry or even a company’s distinct culture. 

These are the subtle but powerful signals that show a candidate doesn’t just have the right skills, but truly understands the landscape they want to enter.

What are these hidden gems that hiring managers at top tech startups, creative agencies, and financial institutions really look for? 

To pull back the curtain, we turned to a panel of distinguished HR professionals and business leaders from across the globe. We asked them for their insider’s take:

“What is one element we can find or you look for in a candidate’s resume that is unique to your organization or industry?”

Their responses offer a rare glimpse into the mind of the hiring manager, providing invaluable, sector-specific advice for any professional looking to gain a true competitive edge in their job search.

Read on!

Margaret Buj
Principal Recruiter, Mixmax

Show You Can Move Fast, Learn Quickly, and Drive Measurable Outcomes

In the B2B SaaS and tech startup space, where I do most of my hiring, one standout element I look for is evidence of impact in high-growth or ambiguous environments.

It’s not just about the job title – it’s how someone delivered results when priorities were shifting, resources were limited, or structure was still evolving.

For example, I love seeing bullets like:

– “Launched new onboarding flow within 4 weeks of joining, increasing trial-to-paid conversion by 18%.”

– “Built reporting dashboards from scratch after Series A — provided weekly insights that shaped product roadmap.”

What sets candidates apart in this space isn’t just technical skill – it’s adaptability, ownership, and clarity of thinking under pressure. 

If their resume shows they can move fast, learn quickly, and drive measurable outcomes, they’re usually a great fit for the kinds of companies I recruit for.

Austin Benton
Marketing Consultant, Gotham Artists

Selling People, Not Products: Speaker Industry Insights

One thing I look for that most others overlook? Whether the candidate has ever sold a person. Not a product, not a service—a person.

In the speaker industry, you’re not pushing features or benefits; you’re convincing someone that this individual human is the right voice to hold a room of 2,000 executives. That’s a wildly different muscle.

So when I see experiences like “pitched talent to corporate buyers” or “secured paid placements for authors or experts,” that jumps off the page. It tells me they understand nuance, reputation risk, and how to package a human being as a business solution—which is the whole game in our world.

Arvind Rongala
CEO, Edstellar

Adaptable Learning Delivery: Key Corporate Training Differentiator

In the corporate training industry, one standout element often found in a candidate’s resume is demonstrable experience in customizing learning delivery for diverse enterprise environments—especially across different geographies, learning cultures, and tech ecosystems.

At Edstellar, this ability to adapt training content and delivery modes (instructor-led, blended, virtual, etc.) based on a client’s operational context is a key differentiator. It’s not just about subject matter expertise, but about knowing how to translate that knowledge into business impact through scalable, context-aware training.

Candidates who highlight this adaptability signal a deep understanding of how learning drives transformation in enterprise settings.

Vikrant Bhalodia
Head of Marketing & People Ops, WeblineIndia

Cross-Cultural Communication Trumps Technical Skills Alone

At our custom software development company, one unique element we often look for in a candidate’s resume is proof of working successfully with teams across time zones and cultures. Since many of our clients are in the US and other Western countries, our employees need to communicate effectively, adapt to different styles, and stay productive in distributed setups.

We also value resumes that show problem-solving in uncertain or changing situations. In our industry, client needs can evolve during a project. When the candidates highlight how they are found to transfer priorities or under pressure, it tells us that they are ready for the realities of customer-focused work.

These properties are beyond a degree or certificate. They’re visible in how candidates describe their past work. For us, they set apart people who can not just build software, but also build trust with global clients and teams.

Fredo Tan
Head of Growth, Supademo

Show Your Work: Product Demos Speak Louder

One thing we look for that’s a bit unique to our space (interactive demo software) is whether a candidate has actually used and shared product-led tools in the wild. For example, if they’ve embedded interactive demos, created public Notion pages, or linked to help docs or tutorials they built — that’s a strong signal.

We’re not just looking for job titles or keywords. We pay close attention to actual artifacts. Show us something you created that helped users experience a product better. That kind of initiative really stands out in our industry.

Max Shak
Founder & CEO, Zapiy

Builder’s Mindset: The Automation Industry’s True Currency

One element I always look for on a candidate’s resume, especially when hiring at Zapiy.com, is what I call “evidence of a builder’s mindset.” It’s not a formal credential or a line item you’ll find in most job descriptions, but in our space — automation, integrations, and simplifying workflows — it’s invaluable.

For us, that builder’s mindset shows up in small but telling ways on a resume. Maybe it’s a side project they launched, an internal process they improved at a previous job, or even an open-source contribution unrelated to their day job. I’m far less interested in whether someone can list ten tech tools than in whether they’ve shown initiative to create, experiment, or streamline something that made life easier for others — even in a non-technical role.

This is especially unique to our industry because the work is often about solving problems that aren’t clearly defined yet. We need people who don’t wait for permission to improve things. Seeing that track record on a resume — whether it’s building a customer feedback system, automating a tedious task, or spearheading a knowledge base — speaks volumes.

It tells me they’re not just technically capable but wired to think like a problem solver, which is exactly what drives value in the automation and digital optimization space. In fast-growing environments like ours, that’s often more important than checking every traditional skill box.

Nikita Sherbina
Co-Founder & CEO, AIScreen

Tech as Business Driver, Not Just Tool

One element I look for in a candidate’s resume that’s unique to our industry is a clear understanding of how technology can directly impact business strategy.

For example, I value candidates who have experience implementing or managing systems that not only improve internal processes but also drive revenue growth or customer engagement.

In our field, it’s not enough to just have technical skills; candidates should also demonstrate that they understand the business side of things.

I’ve had candidates who listed specific projects where they integrated new tech solutions to streamline operations or increase sales.

That kind of thinking—where technology isn’t just a tool, but a driver of business success—sets them apart. It shows they’re not only technically proficient but also aligned with the strategic goals of a company like ours.

Aaron Jakel
Founder, Bubblegum Roofing

Quality Stats Beat Speed: What Employers Value

Here is what jumps off the page for us: candidates who list the number of callbacks or service visits they prevented, not just the jobs they finished. I mean, show me you went two months on a crew with zero callbacks, or you wrapped ten roofs with zero leaks, and I will put your resume at the top of the pile.

Most people write “team player” or “hard worker,” but I want numbers like “finished 11 jobs in 60 days with no complaints,” “cut repair visits by 30 percent,” or “kept customer call volume under five per month.”

The devil is in the details, and those stats tell me you actually care about quality, not just speed. In reality, anyone can fill a schedule, but it takes skill to keep the phone quiet.

Honestly, if your resume reads like a scoreboard, with hard numbers and zero drama, you will get a call from me every time. I could care less if you spent ten years on a roof or two months in the office. If you can prove your work stayed fixed, you belong here. No kidding, quality beats quantity every single day.

So, next time you polish up your resume, count what stayed done, not just what got finished. That is what keeps you in the game.

Andrew Peluso
Founder, What Kind Of Bug Is This

Panic-Driven Search: Writing for Urgent Reader Needs

One element I look for on a resume that’s unique is proof they can write for a panic-driven search. Our readers aren’t casually browsing; they’re Googling things like “tiny white bugs on my couch at night” at 2 a.m. I want to see that a candidate knows how to address that urgency without fear-mongering and can turn anxiety into action with clear, confident language.

So when I see someone list experience writing service pages, FAQ-style content, or troubleshooting guides for industries like home services, health, or even travel delays, that’s a strong signal. It means they understand what it takes to write for someone who needs answers now, not just fluff. That empathy and precision? It’s rare, and it’s precisely what we need.

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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Hard-Won Wisdom: Early Career Lessons That Shaped Leaders’ Paths

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Hard-Won Wisdom: Early Career Lessons That Shaped Leaders' Paths

Think back to your first “real” job. 

The lessons you learned—whether from a supportive mentor, a challenging project, or a memorable mistake—likely still resonate with you today. 

These early experiences are more than just memories; they are the foundational principles that shape who we become as professionals.

With this in mind, we asked leaders from the HR Spotlight community:

What’s a lesson that you learned at a job early in your career that you still apply today?

From simple words of advice to career-altering learnings, their stories reveal the profound and lasting impact of our foundational years and offer invaluable guidance for anyone navigating their own journey.

Read on!

Robyn Davis Sekula
Vice President of Communications and Marketing, Presbyterian Foundation

Robyn Davis Sekula

In my mid-20s, I worked for someone who was fond of minimalistic notes, expecting us to do whatever it was he wanted that day by just a word or two in the note.

In one case, I didn’t know what he wanted, or when, so I ignored it because I didn’t want to look dumb and ask.

When it wasn’t complete by day’s end, he was not happy.

Once that note hit my desk, it was up to me to ask questions to ensure I knew what he wanted.

It’s not your fault the instructions weren’t clear – but it is your responsibility to make up for lack of clarity by asking clarifying questions.

Understanding the assignment is crucial.

Danny Ray
Founder, PinnacleQuote

Danny Ray

Early in my career, I worked in sales for a small insurance agency, and one lesson has stuck with me ever since, listening is more powerful than talking.

Above all, I learned that understanding a client’s needs is the foundation of building trust.

For example, instead of rushing to pitch a product, I focused on asking thoughtful questions and truly hearing the answers. In fact, this approach helped me not only close more sales but also build lasting relationships.

Furthermore, it taught me the value of patience and empathy, two traits that are essential in leadership.

Overall, this simple yet profound lesson has shaped how I connect with clients, lead teams, and grow my business today.

Listening isn’t just a skill; it’s a superpower.

Shane Skwarek
Founder & Chief Technologist, S-FX.com Small Business Solutions

Shane Skwarek

When I started my first job at the age of 14, my boss would often preach that “you never gyp a good worker.” 

He’d often go out of his way to make sure that everyone was appreciated for their hard work, even if it was only giving you an extra $5.  

At the time, it didn’t mean much – until I’d later start employing people myself. 

When someone works hard for you, reward them in any way they can. Whether it’s monetarily, a gift card, or just a note of appreciation – people respond well when they know they’re valued.  

More importantly, it’s a better investment to reward those who already work hard for you than it is to try and find someone to replace them.

Allison Jackson
Communication & Wellness Strategist, FractionX

Allison Jackson

My first job out of college was as a copywriter for a major insurance company. There were about 10 of us on the team.

As you might imagine, writing, proofreading, and editing was essential for the role.

We quickly learned the “Six Eyes Rule.” That meant in addition to your eyes, two other people needed to review your work for errors.

This rule has stuck with me for two decades — and has prevented many mistakes!

Genevieve Piturro
Founder, Genevieve Piturro

Genevieve Piturro

Early in my career in the TV syndication business in NYC, I worked for a very creative and bold man. 

I was reserved and hard-working and never wanted to make a mistake. 

We had an opportunity to market new TV movies, and I watched as his imagination fueled him with new promotional ideas. He wasn’t afraid to take a chance and I think he saw something in me that needed to wake up to that same attitude. 

He took me aside one day and said, “Genevieve, I know you’re holding back – GO FOR IT!”  

His words propelled me to dig deep for what I now call MOXIE. I picked up the phone and made a big ask. To my shock, the answer from the other side of the phone was, “I like it, YES let’s do it!” 

And I have been best friends with my Moxie ever since!

Simon Royston
Founder and Managing Director, The Recruitment Lab

Simon Royston

My first Managing Director preached to me that one should ignore the client! 

He argued that you should ignore the client, deliver on what was agreed and save a lot of procrastination and energy.  

In today’s world in certain circumstances, it really can help.  

Too often clients can be closely examining your methodologies and question your every move. Ultimately, the client came to you to solve a problem and that above all else is what matters. 

That is not to say the client journey is unimportant.  

One should always communicate and report progress or maybe seek further information in specific cases. Just be mindful that time is money, and you are paid to deliver on time and within budget.

Lisamarie Monaco
Co-Owner, InsuranceForBurial.com

Lisamarie Monaco

A lesson that I learned long ago and that is valuable to me still to this day is to approach a job by learning it from the back end forward. 

I learned it is important to understand the behind the scenes processes, systems and workflows first so you gain a deeper understanding of how everything works and functions. 

This allows you to have the tools you need independently in that role. And helps avoid relying on others to fill in any gaps or to even fix something when there is a bump in the road. 

This lesson has served me well in my career and in everything I have done since implementing this in my life!

Michael Puck
Founder, Global Dog Art Gallery

Michael Puck

A lesson that I learned early in my career is to challenge everything.  

After eight years in the German military, I moved into HR and transferred to the US. I had no experience with HR in the US, and when I learned how different the US healthcare system works from what I was accustomed to, I designed a model that would give employers more control over healthcare costs. 

In the beginning, I was told many times that this model could never work. Even the Chief Medical Officer of our health insurance carrier told me not to waste my energy. 

After considerable initial resistance (I even got laughed out of the boardroom by my peers on the leadership team), I got the green light to implement the program. 

Right from the start the program engaged over 92% of the employees and even 70% of the spouses. As a result, the company did not receive any healthcare premium increases for five consecutive years, and we reduced the average number of health risks from 2.8 to 1.5. The underwriter calculated our net cost avoidance at over $7 million. 

All of this only happened because I challenged the status quo. The skill of asking probing questions and challenging everything that doesn’t feel right or looks outdated has become the hallmark of my HR career. 

Today, I am working for an HCM think tank where we take on the most pressing challenges today’s business and HR, in particular, face. 

My professional focus these days is based on this early lesson in my career: Challenge Everything.

Karen Southall Watts
Author, The Solo Working Day

Karen Southall Watts

Early in my career I learned to prepare for inappropriate interview questions, because they will happen. 

As a young woman I was often asked about pregnancy, potential pregnancy, and my children. Shockingly, these questions usually came from female interviewers and were often prefaced with remarks like, “I know I’m not supposed to ask this” or “Just between us women” as ways for interviewers to excuse their inappropriate and illegal behavior. 

When the job market is tough, these types of questions increase, because employers know candidates are desperate and can be tricked or coerced into answering. 

Later in my career as an educator and coach I advised clients and students to prepare for questions to pop up on age, religion, family issues, or national origin. 

It’s important for candidates to know in advance how they will handle this—confront, deflect, or answer—and what these kinds of questions mean about an employer.

Craig Attiwill
Founder & CEO, Peloton Technologies

Craig Attiwill

A lesson I learned early in my career can be summed up in one quote: “Insanity is repeating the same mistakes and expecting different results.” 

It’s not a quote from anyone in particular (I don’t think!), let alone anyone famous for their quotes. It’s just a life lesson from the collective.  

It’s not just about learning quickly from your mistakes and moving on. It’s remembering that others have likely made these mistakes, and the result is not going to be any different for you. 

One way to avoid the expensive learning process is to spend more time reading, researching and learning from peers  – understand how others in your role or in your industry have tripped along the way, and then choose another path.

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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Lessons That Stick: What Leaders Learned Early and Still Apply Today

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Lessons That Stick: What Leaders Learned Early and Still Apply Today

Our early career experiences often serve as a powerful teacher, imparting lessons that shape our professional lives for years to come. 

These formative moments, whether gleaned from triumphs or setbacks or even experiences or words, can provide invaluable insights that transcend specific roles or industries. 

In this post, leaders from the HR Spotlight community share with us some of the enduring wisdom they acquired during their foundational years. 

As is evident, each of these lessons continues to guide their actions and decisions today. 

Their responses reveal the remarkable staying power of early experiences or even powerful words and learnings and offer timeless advice for anyone navigating their own professional journey.

Read on!

Steven Rodemer
Owner and Attorney at Rodemer & Kane

Behind Every Case is a Real Person

Early in my career as a Deputy District Attorney, I quickly learned that behind every case is a real person, whose life could be profoundly impacted by the outcome. 

This realization made me technique each case with the utmost care and diligence, no matter how complex or simple it might be.

Today, as I lead my own law firm, that technique has not changed. 

Whether I’m defending a client or giving legal advice, I always keep in mind the personal stakes involved in any legal dispute. 

For me, practice goes beyond legal strategies; it’s about protecting the lives, futures, and families of those I represent. 

This belief deeply influences how I handle every aspect of my work.

Terry Bourgeois
Founder, Empire State Ride to End Cancer

No Matter What the Assignment, Be Professional

In 1986, I was a junior sailor on my way to my first submarine assignment on Mare Island, California.  

I was very intimidated as I was riding in a car with a very senior Master Chief Petty Officer who would be in my chain of command. 

Master Chief told me one thing that has resonated with me my entire life: “No matter what your assignment is from this point forward, be professional. You will do well if you remain professional, do your job, and respect others”. 

I am retired after serving 12 years in the Submarine Service and 26 years in industry, and I am now focused on raising funds for cancer research. 

I have shared Master Chief’s words with many people and still adhere to them.

Jason Smallheer
Consultant, Educator, Corporate & Growth Leader The Marketing Professor

Be Good. Be Brief. Be Gone.

Be good. Be brief. Be gone.

I learned to use a few words early in my career in media and get out of the way. 

I was a disc jockey when live radio was a big deal, and my time on the mic was precious. People wanted music, not my voice. 

I still practice this today in my marketing and sales career. 

During client presentations, sales meetings, and speaking engagements, it’s essential to get in, cut to the chase, and get out of the way.

Chris Adamson
President, The Adamson Group

Build Relationships While Establishing Boundaries

One of the first lessons I remember was something the CEO of my first job told me, “Work with them all day, drink with them all night, and fire them the next morning.” 

He was teaching me that it is essential to build relationships while still establishing boundaries. 

You must see coworkers as people and, yes, maybe even have a couple of drinks with them. Understand, though, that there also needs to be boundaries. 

As a leader, you need to build relationships, build trust, and build the team, but there are boundaries (yes, that sometimes means firing someone). 

This simple phrase has helped me build relationships and establish team boundaries.

Ana Colak-Fustin
Founder, ByRecruiters

Proactive Updates Before Anyone Needs to Ask

Early in my career, a manager gave me simple advice that changed how I communicate with coworkers and manage stakeholders: “Update them before they feel the need to ask.” 

At the time, I was working with senior leaders and waiting until everything was perfect before sharing progress. In reality, I was keeping them in the dark and risking my credibility when they had to chase me for updates.

Taking that advice, I started proactively sharing updates like small wins, challenges, and anything relevant. 

It built trust, kept everyone aligned, and showed I was dependable and organized. Plus, it saved me from the dreaded “Can I get a status update?” emails.

Even when things aren’t perfect, these updates show respect for others’ time and keep projects moving. It’s a small habit with a big impact, and it’s one I still rely on today.

Paige Arnof-Fenn
Founder & CEO, Mavens & Moguls

Be Curious, Show Respect, and Listen

My first job after college was on Wall Street. I learned to jump in and roll up my sleeves, come in early/stay late, have a strong work ethic and be fun/easy to work with. 

When you are curious and ask a lot of questions people appreciate working with smart people who enjoy learning. 

Pay your dues, get great experience learning from smart people in well run organizations who train and develop your skills so you will be prepared and set yourself up for success. 

Great opportunities follow great teams and talent so when you learn from the best doors open and interesting ideas/options appear.  

Be driven, focused, intensely curious and always be looking for the next way to make something better, be a good listener, show respect for great ideas, and be a strong communicator. 

With these traits and a strong work ethic you will be a success.

Kevin Bryan
Director of Customer Experience, Alloy

Empathy and Active Listening

Early in my career, I discovered the importance of genuinely listening to customers. 

While handling complaints, one frustrated customer said, “I don’t expect you to resolve everything instantly; I just need assurance that you care.” 

That encounter left a lasting impression on me.

I learned that empathy and active listening are essential for building trust, not merely soft skills. 

Now, whether I’m engaging with a customer or managing my team, I prioritize grasping the “why” behind someone’s words before proposing solutions. 

This approach fosters remarkable clarity and connection.

Kelly Roach
Founder & CEO,  Kelly Roach International

Give Your Best and Aim to Extract Highest Value

One of my first jobs was waitressing, and I quickly learned that having a great attitude, going above and beyond, and genuinely striving to provide exceptional service can significantly increase your earnings.

Many people overlook this, especially if they’re in their first job or working in a role that isn’t their dream job yet. 

They miss the opportunity to not only earn more but also learn valuable lessons because they only see the job at face value instead of exploring how to maximize the opportunity.

In my career today, I approach every situation with the mindset of, “How can I make the most of this?” rather than focusing on what I wish were different. 

I focus on extracting the highest value from the circumstances and opportunities right in front of me.

Will Adams
President, Tarkenton Companies

The 10 Commandments!

Early in my career, I was handed a small laminated card titled The 10 Commandments to Personal and Team Success. 

One side outlined 10 Steps to Accountability, and the other detailed 10 Steps to Right Person, Right Place, and Right Time. 

Decades later, after a little wear and tear, I still keep that card in my wallet—and it’s become a guide I return to whenever challenges arise.

The biggest lesson? 

Accountability and clarity are the foundation of success. 

When things aren’t working, I go back to basics. Have expectations been clearly communicated? Are there detailed follow-up plans? Have I fostered a culture of recognition and engagement?

That card reminds me that success isn’t about complexity; it’s about staying grounded in proven principles. Whether managing a team or leading a company, those lessons from early in my career still guide my approach today. 

Simple steps, done consistently, make all the difference.

These steps focus on building a culture of personal and team accountability for success. 

10 Steps to Accountability: 

Clear Understanding of What Is Expected: Ensure everyone knows their roles, responsibilities, and how they align with team goals.

Planning for the Unknown: Anticipate potential challenges, prepare contingency plans, and mitigate risks proactively.

Mutually Understood Consequences: Define positive and negative outcomes tied to performance to guide behavior and decisions.

Detailed Follow-Up Plan: Outline clear next steps after meetings or strategy sessions, and follow through consistently.

Course Correct When Needed: Be willing to adapt plans if something isn’t working, and use accountability steps to identify the root cause.

Be Consistent: Maintain consistent expectations, actions, and communication to build trust and accountability.

Be Involved: Engage actively with your team by asking questions, listening, and providing support.

Assume Nothing: Avoid making assumptions about others’ knowledge or performance; communicate openly and verify details.

Recognize Performance: Celebrate achievements with recognition that motivates and reinforces positive behavior.

If Success Doesn’t Come, Reassess: When issues persist, revisit Right Person, Right Place, Right Time, see below. 

Right Person, Right Place, and Right Time

These steps focus on aligning talent and resources to drive team and organizational success:

Set Clear Expectations: Define roles and responsibilities to ensure alignment with individual and organizational goals.

Continually Assess Performance: Use both formal and informal assessments to track progress and identify areas for improvement.

Be Strategic in Succession Planning: Plan for the future by identifying and developing talent for evolving business needs.

Follow Destination Plans—Don’t Just Fill Jobs: Focus on long-term fit rather than quick fixes when hiring or promoting.

Train and Develop Your Team: Invest in employee growth through regular feedback, skills training, and shared knowledge.

Coach and Mentor: Provide consistent guidance to help employees overcome challenges and reach their potential.

Build Your Bench: Develop a deep pool of skilled, ready talent to step up when needed.

Recruit the Best: Stay actively involved in hiring, ensure alignment with culture, and leverage your top employees in the process.

Manage Performance: Evaluate employees regularly, provide constructive feedback, and take action to address performance issues.

If Success Doesn’t Come, Revisit the 10 Steps to Accountability

Use the accountability framework to address ongoing challenges and recalibrate efforts.

These two frameworks create a comprehensive approach to personal and team success by combining clear expectations, continuous improvement, and a commitment to aligning talent with goals.

Harini Balachandar
Founder, Nexus Diaries

Take Absolute Responsibility for Choices

One of the many lessons I learned in the early days of my career is to take absolute responsibility for my choices. 

When I was hired as a software tester via campus recruitment, I was very excited to land a job within a hot job market back then AND with a highly reputed software consultancy in India. The growth was predictable and enticing!  

Soon, the grind of technical nuances made my excitement fade and my interest dimmed during my training period. I was not too sure of my career choice anymore. 

As fate would have it, I bumped into an internal job posting for an instructional designer, a role unheard of back in the 2000’s and also a full-on switch from left to right brain! 

I had a “what’s there to lose?” mindset and applied for it. I got through! I distinctly recollect my heart racing as I was crossing a busy street to go home and share this news with my parents. 

I kept chanting to myself as I took every step, this is my choice, and no matter the consequence, I will take responsibility for it and only look forward. 

20+ years, I have no regrets. 

I keep telling myself this story when I have had to make important decisions in my career since then.

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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