News from PARWCC!
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PARWCC Warns of Rising AI Exposure, Sector Splits, and Shrinking Entry-Level Pathways in New 2026 U.S. Job Market Outlook
[St. Petersburg, FL], December 9, 2025 – The Professional Association of Résumé Writers and Career Coaches (PARWCC) today released its 2026 U.S. Job Market Outlook, a national analysis forecasting a labor market defined by stabilization, deeper complexity, and widening skills divides. The report highlights key structural forces shaping work in 2026, including rising AI exposure, uneven sector growth, and increasing pressure on early career talent.
The full report is available at https://parwcc.com/parwcc-2026-u-s-job-market-outlook-stability-skills-and-sector-splits-ahead/
“Volatility is behind us, but the difficulty is not,” said Margaret Phares, Executive Director of PARWCC. “The workers who thrive in 2026 will be those who align quickly with sector trends, build AI fluency, and strengthen the human skills that technology cannot replace. Everyone else risks falling behind as the labor market reorganizes.”
The white paper, authored by PARWCC researchers Stephanie Renk and Mark Misiano, synthesizes data from the Bureau of Labor Statistics, the World Economic Forum, Gallup, Pearson, the International Monetary Fund, and leading economists, including Daron Acemoglu, David Autor, and Erik Brynjolfsson.
Top Findings From the 2026 PARWCC Outlook
1. AI exposure is accelerating faster than worker readiness
Sixty percent of jobs in advanced economies contain tasks that AI can now augment or replace. Nearly one quarter of global roles will undergo significant change by 2030.
2. The labor market is cooling, not contracting
Job creation continues slowly and selectively. Employers are focused on productivity, impact, and clear value alignment.
3. Sector splits are creating a two-speed economy
Strong growth: healthcare, green energy, data roles, skilled trades.
Under pressure: clerical work, administrative support, retail, government contracting.
4. Hybrid work has stabilized, but RTO mandates threaten flexibility gains
Research from Gallup and Claudia Goldin shows potential setbacks for gender equity if inflexible on-site policies expand.
5. Early career pathways are tightening
NACE projects minimal hiring growth for new graduates. Employers expect clearer direction and stronger portfolios from entry-level applicants.
6. Human skills remain the most consistent predictor of employability
Across twenty-one million job postings, communication, leadership, collaboration, and problem-solving remain among the top requested skills.
Implications for Career Coaches and Résumé Writers
The report identifies alignment as the defining challenge of 2026. Career professionals are uniquely positioned to help clients interpret market signals, refine their narratives, and develop skill strategies that increase mobility in an AI influenced labor economy.
“Career service providers are no longer simply résumé editors,” Phares said. “They are economic interpreters. They help job seekers understand where opportunity is moving and how to position themselves for it.”
Download the Full Report and Media Kit
The complete 2026 U.S. Job Market Outlook, including charts, forecasts, and sector analyses, is available at: https://parwcc.com/parwcc-2026-u-s-job-market-outlook-stability-skills-and-sector-splits-ahead/
PARWCC experts are available for interviews on AI exposure, labor trends, and workforce readiness.
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About PARWCC
Representing nearly 3,000 professionals in more than 40 countries, the Professional Association of Résumé Writers and Career Coaches is the global leader in credentialing, continuing education, and ethical practice for the career services industry.
Media Contact
Professional Association of Résumé Writers & Career Coaches
Margaret Phares
Executive Director, PARWCC
[email protected]
News from PARWCC!
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PARWCC 2026 U.S. Job Market Outlook: Stability, Skills, and Sector Splits Ahead
By Stephanie Renk and Mark Misiano – 12/02/2025
The U.S. enters 2026 with a labor market that has finally begun to look recognizable again. The labor economy is shifting into a steadier rhythm after a period defined by pandemic-era turbulence, historic quits, aggressive hiring, wage spikes, and wild sectoral swings. What’s emerging is not a simple reversion to pre-pandemic conditions, but a new equilibrium – one shaped by structural technological change, demographic realities, and an economy adjusting to years of overstimulation.
Senior economists, labor market researchers, and global institutions broadly agree on one point: the volatility is behind us, but the complexity is not. As Treasury Secretary Janet Yellen has noted, labor indicators are “increasingly resembling [their] pre-pandemic state,” even as underlying pressures such as AI exposure, demographic shifts, regional divides, and sectoral rebalancing reshape how work is performed and how workers compete.
For career coaches, résumé writers, and workforce professionals, the 2026 environment demands a deeper understanding of how these macro forces translate into individual career outcomes. The goal of this article is to articulate the evidence, synthesize insights from leading economists, and translate the findings into practical guidance for service providers working with job seekers at all levels.
A Cooling but Resilient Labor Economy: The 2026 Baseline
The first overarching trend shaping 2026 is normalization. Labor economists describe the current cycle not as contractionary, but as disinflationary. Employment, wages, and productivity are recalibrating after several overheated years. Job creation continues (though at a more measured pace) while unemployment levels trend slightly higher yet remain low by historical standards.
The BLS Long-Run Picture
The Bureau of Labor Statistics (BLS) projects the addition of 5.2 million jobs between 2024 and 2034, with disproportionate growth concentrated in specific industries – chiefly healthcare, social assistance, green energy, and data-driven roles. Healthcare alone is set to grow 8.4% over the next decade, driven by population aging, expanded chronic disease management, and increased mental health demand.
The Short-Run Picture (2025 → 2026)
The Indeed Hiring Lab’s forecasts show job postings stabilizing after a significant cooling through 2024 and 2025. Employers are neither panicked nor exuberant; they are selective.
This selectivity reflects:
- Reduced talent hoarding. Employers no longer feel compelled to retain workers “just in case,” a behavior common from 2021–2023.
- Pressure on productivity. As capital becomes more expensive and consumer sentiment fluctuates, organizations seek efficiency at every level.
- Normalization of turnover. Quit rates have largely returned to their long-term trend, offering fewer openings created by voluntary churn.
The resulting environment is competitive but steady. We’re looking at a labor market that rewards focus, preparation, and the ability to articulate one’s impact.
Implications for Career Professionals
Job seekers need rigorous clarity about where they add value. Résumé writers must sharpen measurement, tighten narrative framing, and articulate the relevance of clients’ experience for changing sector demands. Coaches must teach precision: what sector, what role, what impact, and why now.
AI and Automation: The Structural Shift of Our Time
It should be clear by now…AI is not a temporary trend. It is a structural force reshaping the global labor economy. But contrary to apocalyptic narratives, economists emphasize nuance.
The Global View
The World Economic Forum’s Future of Jobs analysis forecasts that 23% of jobs globally will undergo significant change by 2030, with tens of millions of roles created and tens of millions displaced. The International Monetary Fund estimates that 60% of jobs in advanced economies are AI-exposed, meaning they contain tasks that AI can either augment or replace.
Leading Economists’ Perspectives
David Autor (MIT):
AI can “restore” middle-skill work if deployed as decision support. His argument is that AI can expand access to high-level knowledge by distributing expert-like capabilities across a broader workforce.
Daron Acemoglu (MIT):
Automation is neutral; how we deploy it determines its impact. Acemoglu warns against “excessive automation” that eliminates tasks without creating complementary new ones. He advocates for technologies that enhance, not erode, worker agency.
Erik Brynjolfsson (Stanford):
We should “race with the machines, not against them.” He argues that innovation accelerates prosperity only when coupled with investments in human capital.
Human Skills Remain Foundational
Pearson’s Skills Outlook, analyzing more than 21 million job postings, finds that communication, teamwork, critical thinking, leadership, and customer service remain among the most consistently demanded skills through 2026.
These findings reinforce that while technical literacy is rising in importance, human-centered strengths remain the differentiators. It’s especially true for leadership, cross-functional work, and client-facing roles.
Implications for Career Professionals
Coaches must help clients develop a two-track skill strategy:
- AI Fluency: Understanding how to use AI tools safely, ethically, and productively.
- Human Strengths: Deepening communication, resilience, creative problem-solving, and stakeholder management.
Résumé writers should highlight AI-enabled outcomes (productivity gains, decision-making improvements, and workflow enhancements) paired with narratives of emotional intelligence and cross-functional leadership.
Sector Splits and Economic Divergence: Concentrated Growth
The 2026 economy is defined not by uniform expansion but by sharp contrasts between thriving and shrinking sectors. For job seekers and career professionals, understanding these splits is essential.
Sectors Poised for Expansion
Healthcare & Social Assistance
Demand for healthcare workers is structural, not cyclical. BLS identifies nurse practitioners, physician assistants, mental health professionals, and medical managers among the fastest-growing occupations.
Technology & Data-Driven Work
Despite high-profile layoffs in Big Tech, data scientists, cybersecurity analysts, and software developers remain in strong demand across industries. Healthcare, finance, logistics, retail, and government all rely heavily on data talent.
Green Energy & Climate Transition
Clean energy continues to outpace national workforce growth. Wind turbine technicians and solar PV installers remain among the fastest-growing jobs in the country. Clean energy jobs expanded more than three times faster than the broader U.S. workforce in 2024, according to E2 and the Department of Energy.
Skilled Trades & Advanced Manufacturing
Automation does not eliminate the trades—it transforms them. New infrastructure spending and clean energy investments are driving demand for electricians, HVAC technicians, manufacturing technicians, and precision mechanics who understand complex systems.
Sectors Under Pressure
Declines concentrate primarily in:
- Administrative and clerical roles (automation).
- Retail and hospitality (consumer sensitivity to interest rates).
- Government contracting (budget and political cycle).
These shifts underscore the need for career professionals to help clients evaluate not only job fit but long-term viability.
Fragmented Work Models: Hybrid’s Stability vs. RTO Pressures
One of the most consequential shifts in the labor economy is not what work people do, but where they do it.
Hybrid Work Endures
Gallup reports that hybrid remains the dominant model among remote-capable employees with 52% hybrid, 26% fully on-site, and firm worker preference for continued flexibility. Robert Half finds similar trends in employer postings and worker preferences.
Return-to-Office (RTO) Mandates Grow
Certain sectors – particularly media, entertainment, and some segments of tech – are tightening on-site expectations. Instagram’s 2026 five-day RTO mandate is emblematic of this sentiment.
Gender and Caregiving Impact
Claudia Goldin’s research shows that flexible work has historically reduced barriers for women in high-skill, high-pay roles. A swing back to rigid in-office requirements may widen gender participation gaps. Washington Post reporting has already shown early signs of departure among mothers facing these pressures.
Implications for Career Professionals
Work model preference is no longer a minor preference but a core strategic factor. Coaches should help clients identify organizations aligned with their needs, and résumé writers should highlight hybrid-ready competencies: virtual leadership, cross-site collaboration, and digital productivity.
Early-Career Entrants Face the Steepest Climb
The Class of 2026 faces an unusually tight entry-level market. NACE projects a 1.6% increase in college hiring, among the weakest expansions in recent cycles. Earlier projections of 7% growth were revised downward as employers reassessed needs amid economic cooling.
Employers now expect clearer direction, stronger portfolios, and demonstrable skills – even for junior roles. Internships, capstone projects, and micro-experiences increasingly serve as critical proof points.
Career professionals must prepare students to articulate clarity of purpose, tangible achievements, and early professional identity.
Inequality in an AI-Driven Economy: A Mounting Challenge
The UN Development Programme warns that AI could create a “new divergence” in global equality. The U.S. is not exempt.
The divide may widen between:
- high-tech metropolitan regions and rural areas
- workers with AI fluency and those without
- individuals whose roles can be augmented versus those whose roles can be automated.
The IMF’s 2025 findings reinforce the scale: 60% of jobs in advanced economies face some degree of AI exposure.
Career service providers play a crucial role in mitigating these risks through accessible upskilling, narrative reframing for workers with limited opportunities, and guidance into pathways that offer real mobility.
Final Outlook: A Future of Alignment, Not Decline
The 2026 labor market should not be read through the lens of fear. It is not shrinking. It is reorganizing around technology, demographics, sectoral specialization, and evolving expectations about where and how people work.
The central challenge for workers is alignment. The central opportunity for career professionals is interpretation.
Those who understand these shifts, who can read the macro signals, and who can convert them into strategy will help their clients navigate a labor economy that demands adaptability and clarity of purpose.
2026 is not a year of retreat. It is a year of recalibration, realignment, and intentional movement toward sustainable, meaningful work.
Resources
- Bureau of Labor Statistics – Employment Projections 2024–2034 and Occupational Outlook data.
- World Economic Forum – Future of Jobs Report (2023 and 2025 editions).
- Indeed Hiring Lab – 2025 & 2026 U.S. Jobs & Hiring Trends and labor market analyses.
- Pearson – Skills Outlook: Power Skills and related analyses of 21+ million job ads.
- International Monetary Fund – Staff analysis on AI exposure of global employment.
- UN Development Programme – Human Development Report 2025 and The Next Great Divergence on AI and inequality.
- National Association of Colleges and Employers (NACE) – Job Outlook 2026 for college graduate hiring projections.
- U.S. Department of Energy & E2 – Clean energy job growth in 2023–2024.
- Yale Environment 360 – Coverage of clean energy jobs surpassing certain service roles.
- Gallup – Hybrid and remote work trends among U.S. remote-capable employees.
- Robert Half – 2025 research on remote/hybrid job postings and worker preferences.
- David Autor – “Applying AI to Rebuild Middle Class Jobs” and related commentary.
- Daron Acemoglu – Public lectures and interviews on AI, automation, and shared prosperity.
- Erik Brynjolfsson – Work on “racing with the machines” and technology-driven growth.
- Claudia Goldin – Analyses on flexible work, “greedy jobs,” and gender equity.
- Janet Yellen – Public remarks and Reuters coverage on soft-landing dynamics and labor market normalization.
News from PARWCC!
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PARWCC Launches First-of-Its-Kind Interview Coaching Bundle as Algorithmic Hiring Rapidly Reshapes Job Interviews
[St. Petersburg, FL], December 2, 2025 – The Professional Association of Résumé Writers and Career Coaches (PARWCC) just announced the launch of its Interview Coaching Bundle, the industry’s first unified training track designed to prepare career professionals for the full spectrum of today’s human and AI-driven interview formats. The bundle combines three programs:
- The Certified Interview Coach (CIC) Live Series
- The Coaching Mindset and Confidence for Interview Success Master Series
- The Preparing Clients for Asynchronous and AI Interviews Master Series
The bundle is available for $1,295, reflecting a $1,550 total value, essentially getting one master series at no cost, for over $250 in savings.
The announcement comes at a pivotal time for the hiring industry. Studies show that more than half of employers are now using asynchronous or AI-enhanced interviews in early screening stages, a number projected to increase significantly by 2026. These systems analyze tone, facial movement, storytelling patterns, and verbal pacing, often before a candidate interacts with a human recruiter.
“Interviewing has changed faster in the last three years than in the previous decade,” said Margaret Phares, Executive Director of PARWCC. “Candidates are now being evaluated by algorithms, timed recordings, and scoring systems that most job seekers do not understand. Coaches must be prepared to help clients manage both the emotional demands of interviewing and the technical demands of AI-driven assessments. This bundle is the first training path that addresses all three.”
A Full-Spectrum Approach for a Transformed Hiring Market
The CIC Live Series, led by Interview Institute director and award-winning interview coach Lili Foggle, offers certification-level instruction in structured interview coaching. Participants learn frameworks used by leading hiring teams and techniques that support client performance across behavioral, virtual, and hybrid interviews.
The Coaching Mindset and Confidence for Interview Success Master Series, taught by LinkedIn Learning instructor and executive interview coach Dalena Bradley, focuses on confidence blockers, mindset shifts, and communication practices. The training gives professionals strategies to help clients present themselves with clarity and grounded presence.
The Preparing Clients for Asynchronous and AI Interviews Master Series offers a deep dive into the rapidly expanding world of AI-powered interview platforms. Coaches receive practical tools, ethical guidance, and system-specific strategies for improving client success in recorded and algorithmically scored interviews.
Together, these programs give career professionals a complete set of tools for preparing clients across every interview scenario now shaping the hiring landscape.
Why This Matters Heading Into 2026
Hiring data highlights the challenges facing job seekers:
- AI-enhanced and asynchronous interviews are now used across technology, healthcare, finance, government, and higher education
- Remote-only roles have declined, increasing competition and tightening interview expectations
- Candidates report high anxiety and confusion with recorded interviews where no human is present
- Employers are placing greater emphasis on consistent storytelling, on-camera presence, and clarity, all of which can be coached
“These three programs work together to close the rising preparation gap,” Phares said. “Professionals who understand mindset coaching, human communication, and AI processes will be the ones shaping stronger client outcomes in 2026 and beyond.”
Enrollment for the Interview Coaching Bundle is now open.
Program details and registration are available at PARWCC.com.
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About PARWCC
Representing nearly 3,000 professionals in more than 40 countries, the Professional Association of Résumé Writers and Career Coaches is the global leader in credentialing, continuing education, and ethical practice for the career services industry. Since 1990, PARWCC has supported career professionals in elevating their expertise and guiding job seekers through an evolving world of work.
Media Contact:
Margaret Phares
Executive Director, PARWCC
[email protected]
The Real Work of Interview Confidence
We toss around the word confidence a lot in interview coaching. For many clients, it becomes just another performance goal. The pressure to “perform confidence” can be a huge mental health stressor. Clients often think confidence means feeling calm, so they may focus on “relaxing”, trying to suppress or transform the physical manifestations of anxiety. They try to “act calm”. If they don’t feel calm, they pretend to be calm. Self-monitoring the way anxiety shows up and worrying about the way anxiety may show up, can really eat up their bandwidth. Pretending drains people.
Calm is fine – and can certainly be helpful. Calm can make communication easier. But if we are talking about confidence, calm entirely misses the point.
Interview anxiety has been studied1. Interview anxiety occurs when someone is motivated to make a particular impression on others – and doubts that they will be successful in doing so.
Confidence is the opposite. Confidence is wanting to make a desired impression – and believing that you can. That belief is built by successful experiences. I believe I can make the desired impression because I have done so in the past. Confidence is knowing your value and trusting your ability to communicate that value effectively, even when you’re not calm at all.
The most confident candidates I’ve coached still get sweaty palms. Their hearts race. They lose their train of thought sometimes. But they succeed in interviews, because their confidence doesn’t depend on the absence of nerves. It’s built on clarity, communication skills, and prior successes. They know their value, and they have practiced the skills they need to articulate that value. They believe in their ability to make a great interview impression because they have done it before – in a previous interview, in mock interviews, or in coaching sessions.
When clients start to understand that, their relationship with anxiety changes. Physical manifestation of nerves stop being proof that they’re failing. They’re just the body’s way of saying, this conversation matters to me.
Interviewers understand that an interview is a high-stakes conversation for the candidate. Anxiety in an interview is an indicator that the candidate truly cares about the opportunity. Signs of anxiety in an interview is rarely a disqualifier on its own. Most hiring managers would rather hear a strong, slightly shaky voice saying something real and meaningful than a perfectly calm one saying nothing. Most interviewers don’t need perfect or smooth – they need believable proof of value.
This is the deeper work of interview coaching. We’re not eliminating interview anxiety, we’re helping clients build a healthier relationship with it. We’re giving them the tools and experience to build confidence. We teach them to expect nerves, make room for them, and move through them with purpose. Like most of what we do as interview coaches, this work carries far beyond the interview. It’s work that builds a resilience that can reshape how clients show up in work and in life.
Understanding the importance of this work is why the PARWCC Interview Institute is hosting a Master Series entitled, “Coaching Mindset and Confidence” with interview expert Dalena Bradley on December 4th and 11th . Dalena will explore common confidence blockers and teach coaching techniques that shift self-doubt into self-assurance. She’ll discuss strategies to help clients manage their inner critic and access conviction even in high-stakes moments.
Confidence isn’t calm. It’s clarity about your value and a belief in your ability to communicate that value effectively. It’s walking into an interview with your heart pounding and still knowing exactly who you are and what you bring.
That’s the version of confidence we should be teaching, one that doesn’t require pretending, suppressing, or “acting calm”. It’s the kind of confidence that holds steady, even when your hands shake.
Join Dalena Bradley live this December for the Interview Institute’s Master Series: Coaching Mindset and Confidence. Learn techniques to shift client’s mindsets and help them show up in interviews with clarity, authenticity and conviction.
1 Leary, M. R., & Kowalski, R. M. (1995). Social anxiety. New York: Guilford Press.
Chasing Joy
(Inspired by the 1991 children’s book “If You Give a Moose a Muffin” by Laura Numeroff)
If you give a jobseeker a résumé,
they’ll probably want to read the job boards.
When they start reading the job boards,
they’ll notice all the great-sounding positions.
Only this time, they’ll see possibility instead of panic.
If you give a jobseeker a résumé,
they’ll recognize things they’ve accomplished:
projects finished,
problems solved,
people helped.
They’ll start to smile.
Because seeing proof of what they’ve done
makes them realize how far they’ve come.
When they realize that,
they’ll start thinking differently,
less about what they’re missing,
and more about what they offer.
That shift will give them energy.
They’ll sit up straighter.
They’ll start applying with courage instead of dread,
and maybe even hum a tune when they hit “submit.”
And the act of sending it will feel powerful,
like waking up again after a long mental detour.
They’ll feel lighter that evening.
Their sleep will get easier.
Their stress will get smaller.
Their hope will get louder.
Because a résumé isn’t just a document.
It’s a reminder of worth, direction, and momentum.
If you give a jobseeker a résumé,
you don’t just help them find a job…
you help them find themselves again.
And if you give a jobseeker a résumé
that tells the truth about how awesome they are,
they won’t just chase a job…
they’ll start chasing joy again.
Santa Hires a Health and Wellness Director
Self-care is like refilling the pitcher from which you pour. If you do not care for yourself, you may begin to dry up, crack, and crumble. As career coaches, we demonstrate compassion for our clients daily. We listen to their stories of job loss, stress over finding new roles, daunting job searches (and “ghosting”), and more. We must be careful not to carry these burdens home with us. As people, we may care for a spouse, children, a home, aging parents, friends, sick or disabled family members, and more.
Self-care does not necessarily mean spending money and buying things. It may mean taking up a hobby or completing a hobby project, such as a crossword or jigsaw puzzle, woodworking, car maintenance, sewing, crocheting, crafts, or reading.
For some, it means walking briskly, joining an exercise class, or taking up dance lessons. For others, it may mean cooking, decorating, or cleaning and organizing. Disorganization and clutter can contribute to stress. Some people like vacuuming and seeing the neat lines it leaves across the carpet – it can be very fulfilling.
Some people need to be alone, others need to hang out with a friend, and yet others need to be at a party with many people. Some people need to binge-watch a favorite TV program or movie to destress.
Self-care is essential to mental and physical health and overall well-being.
As you may remember, throughout the year as Santa’s head career coach and employment specialist, along with the Grinch who serves as the North Pole’s Chief Motivational Officer (CMO), we manage hiring, talent management, training, onboarding, and more for Santa, the Elves, Flying Reindeer, and operations for Toy Making, Cooking Making & Baking, Gift Wrapping, Delivery, and much more.
As operations ramp up considerably in December, the Elves and Santa often become stressed to meet the holiday deadlines. The thousands of Elves at the North Pole become tired and overwhelmed by the end of the year. As such, Santa decided to pursue hiring a wellness coach for the North Pole community.
We developed a position description and a goal to identify a practitioner with multiple qualifications, spanning nutrition, exercise, and therapy.
Before we posted the position publicly on job boards, we reached out to our networks to see if anyone in our networks had the required credentials. The Grinch took the position description home to Whoville, where he met with his dear friend, Cindy Lou Who. As it turns out, she had exactly the credentials we sought for the North Pole’s Health and Wellness program. However, we needed to determine whether she was willing to move to the North Pole and provide the services Santa and his community require.
Cindy Lou Who’s résumé was spot-on for the position we sought to fill and up to date. We invited Cindy Lou to the North Pole to meet Santa and the management team, discuss the Health & Wellness Director position, and see if we could convince her to accept the position and move to the North Pole.
We sent Santa’s sleigh with some of the Flying Reindeer in-training to transport Cindy Lou from Whoville. At the North Pole, we greeted her with Mrs. Claus’ cookies, hot chocolate to warm her after the cold ride, and provided hospitality. We introduced her to the management team, including Directors for Toy Making, Cooking Making, Delivery, Gift Wrapping, and Flying Reindeer operations. We toured her through the toy-making facility to meet many of the Elves.
After the tour, we met with Cindy Lou to hear her impression of the need for a Health & Wellness program at the North Pole.
Fortunately, Cindy Lou was very interested in accepting the position at the North Pole as the Health & Wellness Director and Head Coach. She was accustomed to living in cold, snowy conditions. Santa and I negotiated a favorable compensation package for her. She returned one month later to begin Operation Health & Wellness for the Elves.
Cindy Lou was very qualified for the position, and she started strong by designing nutritional programs and menus, instituting regular exercise and stress reduction activities, including meditation and reading. She also introduced many exercise programs and activities, including group dancing, workouts, Elf Olympics, team and individual sporting events, including dog mushing and skiing, ice skating and hockey, curling, and more.
Within six months, the Elves collectively lost hundreds of pounds; there were 20% fewer visits to the doctor; and morale was elevated by 32% across all operations, driven by increased productivity.
As always, Best Wishes for a very joyous holiday season and a prosperous New Year – Coach Diane
Keep an eye out for Santa: Track my flight path this year with NORAD (North American Aero Space Defense Command) at: noradsanta.org or Norad.mil
SANTA TWO How am I flying? Complement or Concern Call: 1-800-NORTH-POLE NPDOT
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JOB VACANCY ANNOUNCEMENT / POSITION DESCRIPTION
Reference Code: Operation Health & Wellness
Job Title: Health & Wellness Director
Location: North Pole
Position Description
Santa is seeking a Mental Health and Wellness Director / Counselor / Therapist / Coach to heal the minds and bring wellness to the bodies of the Elves and others at the North Pole. Applicants should be able to provide compassionate and personalized client experiences.
About Our Ideal Candidate
We seek a head coach/director or counselor who loves what they do, knows why they do it, and has skills and tools in evidence-based practices, with training in proven modalities. The new head coach/director will need to appreciate the joy of the holidays and have a passion for serving thousands of Elves working at the North Pole who experience exhaustion at the end of the year following on-schedule toy delivery services globally.
Responsibilities and Job Description
- Develop and promote engaging nutrition, exercise, and mental health programs (nutrition is critical as the Elves enjoy Mrs. Claus’ cookies and hot chocolate year-round)
- Develop nutritional menus
- Manage, motivate, and supervise staff. Coordinate care and service with all key stakeholders (Directors of Toy Making, Cookie Making & Baking, Gift Wrapping, Flying Reindeer, and other operations at the North Pole, as well as Santa, Mrs. Claus, The Grinch, and others), and other resources as needed to serve the Elves best
- Provide superior client service and collaborate with an engaging team, including The Grinch, to meet and fulfill Santa’s mission
- Prepare and present varied training on exercise, nutrition, and mental health
- Evaluate mental health diagnoses, create and implement treatment plans, complete ongoing documentation, treatment plan reviews, and case notes according to company policy
- Use creative and evidence-based interventions to help clients achieve and exceed goals
- License as a mental health professional with requisite education
- Total commitment to providing the highest level of service, bringing unique ideas to the table to better serve our North Pole community
- Prefer candidates who leverage a holistic approach to wellness, nutrition, and exercise
Benefits
Sweet Benefits, Perks & Stocking Options
- All expenses paid Santa’s sleigh ride to the home of origin for a 2-month R&R from February to March
- 401(k) with 7% employer match. Multiple bonus programs, including profit sharing
- Lodging and meals, including Gingerbread, Candy Canes, and Mrs. Claus’ cookies and hot cocoa
- Nightly display of colorful flickering lights dancing across the sky
- Classes in Time Travel
- Flying Reindeer Rides
- One annual dental cleaning
- On-site fitness center and beautifully maintained walking paths across the frozen tundra and permafrost
- Tuition Assistance Program that covers professional continuing education
++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++
CINDY LOU WHO
Whoville | 555-222-555 | [email protected]
Target: North Pole Health & Wellness Director
QUALIFICATIONS
Licensed Counselor | Nutritionist | Fitness Trainer | Health & Wellness Influencer | Holistic Approaches
Trauma-Informed Therapy | Marriage & Family Therapy | Strong Clinical Skills
- Licensed marriage and family counselor with 10+ years of experience in evidence-based therapies. Committed to collaborating with clients to achieve therapeutic goals and increase client satisfaction through effective communication and engagement.
- Care for people through health, fitness, nutrition, and therapy. Combined expertise in therapy, nutrition, and fitness to bring harmony to work-life balance and wellness to all clients.
PROFESSIONAL EXPERIENCE
Family and Trauma Counselor | Rocky Mountain | Whoville | forever to present
- Conduct individual and family therapy sessions for a caseload of 25+ clients per week.
- Use Trauma-Focused Cognitive Behavioral Therapy and the Narrative Therapy Technique to help clients heal.
- Initiated effective outreach campaigns and community engagement efforts, increasing program participation by 42%, which led to hiring a new practitioner.
Dietitian Nutritionist | Whoville Hospital
- Spearheaded the development of nutritional plans for up to 500 patients.
- Advanced dietary guidelines adherence by more than 47% meeting hospital regulations.
- Coached a nutrition team to create a weight management program using DropIt! This allowed for an average weight loss of 11% among new participants.
- Leveraged the Healthier platform to provide nutritional counseling sessions to 65% more patients.
Nutrition Educator | Whoville Community
- Current with health and nutrition news. Expert advisor to community officials and medical professionals.
- Led nutritional assessment in underserved populations using proprietary dietary platforms. Identified nutritional deficiencies in 80% of cases.
- Built a nutrition training program for the community, correcting nutritional deficiencies in 45% of cases.
- Initiated a fitness campaign and step challenge. Introduced electronic monitoring for nutrition and fitness, including daily steps. Increased overall community steps by 18% by promoting health and wellness.
- Trained healthcare professionals in using the electronic healthcare records system.
Certified Personal Fitness Trainer | Body Shop | Whoville
- Provided personal training and nutrition guidance to clients. Supported clients to meet their overall health and fitness goals, including losing weight, creating balanced nutritional packages, cooking, and exercising.
- Designed group training programs in fitness and nutrition. Marketed, sold, and advanced class size to 10 people per class. Introduced six new class topics, selling out all sessions.
- Devised training programs using the functional movement system to help clients lose weight or gain muscle.
- Coached and trained clients from 18 to 85 to improve their fitness level and movement patterns for other sports, including golf, tennis, biking, skiing, swimming, pickleball, and hiking.
- Worked with clients with joint replacements and injuries.
EDUCATION & CERTIFICATIONS
- MS in Marriage and Family Therapy | MS in Nutritional Sciences | BA in Psychology
- Licensed Marriage and Family Therapist (LFMT) | Certified Clinical Trauma Professional (CCTP)
- Certified Personal Trainer | Certified Strength and Conditioning Specialist (CSCS)
- Registered Dietitian | Certified Nutrition Coach
All the Small Things
You’re probably at least passingly familiar with the hit Blink 182 song, All the Small Things. It’s catchy, has a good beat, and I think we’ve all heard it countless times in the 26 years since its release. This song about the importance of small gestures recently came to my mind during a coaching session.
I was working with a group of business owners and coaching them through the process of organizing and preparing their business plans so that they’d be ready to go to market in the coming months.
At the end of one session, a participant who had done a lot of note taking pointed out that, “It’s all the small things. All the small things you don’t think about or know need done are what end up killing you.” It was an accurate observation, although this session in particular had a different dichotomy than big vs. small issues.
Instead, we were focusing on one-off tasks vs. continuing needs. Setting up licenses, organizing business plans, and ensuring product readiness were some of the one-off items we discussed. For continual development, we looked at things like training plans for future employees and instituting policy structures and marketing.
The ongoing items weren’t much of a revelation for this group, but the one-off items prompted a lot of discussion about where and how to allocate one’s time. This leads me to my main thesis here: Whether you’re an executive, a manager, or an owner, your most valuable asset is your time and the personal knowledge and experience that you bring to the table.
In the past I’ve recommended hiring to your weakest suit. Evolving this coaching lesson, I had everyone work on dividing these tasks not by one-off vs. continual, but by what they could easily accomplish themselves and the tasks that they would need a lot of time and support to complete effectively.
Once that was done, I instructed them to consider both lists. My advice was, “If there are one-off items on your list that you can do because they’re quick and easy for you to complete, go for it. If you see one-offs that would require a lot of training or heavy lifting from you, maybe hire someone else for those tasks.”
I know how unattractive a proposal that is when you’re beginning a startup — you want to do things yourself to save money when you don’t have much (or any) coming in. But I would encourage you to look at all the progress you can make on other items when you outsource the more challenging tasks to someone who has a skillset that better suits your pain points. Consider how much time and effort you’re going to save when calculating the real cost of hiring out for a service.
Sounds simple? Good, now I’m going to muddy things further. Once you have a list of ongoing and one-off tasks that you can personally complete, you need to quantify what the return to the organization is for the time you’ve invested. Unfortunately, what I often find is that the things in which I find the most joy are also the lowest return items.
In my experience, the fun, fascinating things I could do in a day simply don’t have the best ROI for the business. Instead, that comes from complicated, difficult things where I have to push my skillset to its limit. So as you begin to look at investing your time in your organization, make sure you’re opting for growth over the pride of doing it all yourself or the enjoyment of completing the fun tasks at work.
Any enterprise is not going to be as simple as just doing one thing all the time. But as Blink 182 so wisely teaches us, it’s all the small things. As a leader, you need to decide how you allocate resources to shepherd your organization through difficult areas and when you need to tackle the little things all by yourself.
My Deepest Gratitude: Thoughts to End the Year
I began my still-in-process retirement journey in 2019 following the PARWCC Conference in Clearwater, FL, and the transfer of leadership from the Fox Family to the Phares Family. Now in 2025, as I whittle down my remaining activities, I am confident that Lili Foggle is the right person to lead CIC moving forward (Certified Interview Coach), that originally began in 1998 as CEIP (Certified Employment Interview Professional). I often say, ‘it doesn’t matter what we know; rather, it’s how we optimize and advance what we know.’ And Lili is the ideal person to advance CIC for today and tomorrow’s AI-driven, complex interviewing and hiring process. Thank you Lili.
PARWCC Spotlight
This is my 396th Spotlight Article since PARW was formed in January 1990 (later to become PARWCC). And I have signed up for another 12 issues. I will break, in all probability, the 400 mark. So, a special thank you to Margaret and Doug Phares for giving me the opportunity to continue to have a voice in this great association.
CEMP (Certified Empowerment and Motivational Professional)
In addition to my monthly Spotlight article, I will continue to facilitate CEMP. As anyone who’s followed me knows, I have a Type-A-Passion for empowering job seekers, ‘with specific techniques,’ to enjoy and become fully engaged in the resume writing process… and inspiring people to design their worklife and their future on their terms.
I have always had a vision of our profession becoming one of the most respected and sought out professions that enhance people’s quality of life. I still believe in that vision. I am grateful I will be working with a number of you in 2026, who understand the success principle that, ‘mindset optimizes skillset,’ and who register for CEMP.
A Special Thank You to You – the Members
With just the monthly Spotlight articles and the CEMP program, I’ll be 85% industry retired. So I want to take a moment to thank ‘you’ – and the tens of thousands of members over 35 years, who have invested in an association dedicated to your growth and professional well-being. I was the first member of PARW on January 1,1990. Now there are close to 3,000 of you in more than a dozen countries. It’s you, the members, who have always made PARW/PARWCC such a special association. A place to learn, grow, contribute, and make global friendships. And most importantly to me and most of you, it’s about helping people find their way in the workplace with enthusiasm and self-confidence… dignity.
Vision and Courage as We Approach 2026
Over the past few years, as I’ve wound down The Jay Block Companies, I’ve often been asked what one thing, of all that I have learned and taught over 35 years, was most important to my success and those I worked with. Hands down, it’s the power of developing a compelling vision. One that stirs the imagination to its limits.
Napoleon Hill, in his classic, Think and Grow Rich, wrote, “Whatever the mind (and heart) can conceive and believe, you can achieve.” Jim Rohn asked, “When do you start building a house?” You can only start building the house once you’ve envisioned it completed in your mind’s eye. Where do you think blueprints come from?”
I am a greenhorn, at best on the Bible, but I often quoted Proverbs 29:18 that says, “Where there is no vision, the people perish.” I took the liberty of interpreting this as meaning: Where there is no vision, the people’s potential will perish.
From a career coaching and resume-writing perspective, successful job seekers must have crystal clear goals with a high degree of passion (the ‘why’) behind their goals. This results in a compelling vision that fuels the disciplined-action process required to achieve the vision. A compelling vision leads to conscious and subconscious breakthroughs. It’s truly profound. Where there’s a will (compelling vision), there’s a way (breakthroughs that pave the way – the ‘how’).
If I didn’t visualize myself signing books in my favorite bookstore ‘every night’ for over a year, especially on those nights I felt like burning the damn manuscript, I certainly would have. The same holds true for job seekers. A powerful vision leads to conscious and subconscious breakthroughs, like rapid employment… especially on those nights they feel like burning their resumes and giving up.
Courage
It takes courage to be a successful job seeker. It takes courage to be a successful professional and business person. Why? Because, as we know, in the pursuit of anything worthwhile, adversity and setbacks are inevitable (watch a baby trying to walk). And the pursuit, like a job search, often requires venturing into uncharted territory, managing significant discomfort (like networking and interviewing), and managing a gazillion daily distractions (mostly negative) that attempt to befuddle our consciousness, placing goals (new jobs / new clients) in jeopardy.
But here’s the thing, adversity tests resolve. I love that word – resolve. Resolve means never quitting; doing whatever it takes to succeed. Courage builds unstoppable levels of resolve, so when adversity makes its expected attempts to sabotage a job search, job seekers simply need to turn on their fearless constitution – their courageous character.
But this requires training.
In the military, all recruits go to boot camp (basic training). The purpose of this is to strip them of their civilian mindset, and reboot them with a military one. Job seekers must also go through a boot camp-type process to strip them of their fears and beliefs about the job search, and reboot them with a winning, confident, and courageous mindset (CEMP is PARWCC’s rapid employment boot camp).
Over the 35 years I’ve been a coach, it’s been my experience that obstacles can awaken a job seeker’s creativity and resourcefulness. We just need to show them how to open those doors of possibility, by teaching them how to tap into their courageous constitution. And it can be taught!
Courage is the antidote to fear, and it’s something our profession needs to do a much better job at preaching and teaching.
How to muster courage
In CEMP, we teach 14 specific techniques to build courage and maintain high emotional engagement and optimism in the pursuit of anything worthwhile (like a new job or new clients). Below are three effective ones for job seekers and coaching pros: 1) Ask higher quality questions, 2) Focus on where you want to go, not where you’re at, and 3) Work harder on yourself than you do on your career or anything else (last month’s Spotlight topic).
1) Ask higher quality questions
Asking higher quality questions leads to higher quality answers because questions shape the direction and depth of thought. There’s a difference between asking, “Why me God?” and “What lesson can I learn to succeed the next time?” Instead of asking, “Why don’t publishers want to publish my manuscript?” I asked, “What do I have to do to change my presentation to be more attractive to publishers?”
Instead of asking, “How am I going to find a new job at my age?” a higher quality question might be, “How do I best display my value on a resume and in an interview to land a better job than I had?” A good mantra for this is: Ask a Better Question.
2) Focus on where you want to go, not where you’re at
Job seekers (and resume writers and career coaches) must focus on where they want to go, not where they’re at, because success is built on vision and forward momentum. When President Kennedy said that we’ll put a man on the moon and return him safely by the end of the decade – an impossible task at the time – did the scientists and engineers focus on getting to the moon and back, or being stuck on earth? Are job seekers focused on the future or the past? Career coaches who guide clients toward possibility rather than circumstance empower them to create their potential. Success comes not from today’s reality, but from consistently moving toward tomorrow’s goals. A good mantra for this is: Change your focus.
3) Work harder on yourself than you do anything else
Yes, that was my November article title, but it’s worth mentioning again. I learned the key to all success is to work harder on ourselves than we do on our careers – or anything else. This is profoundly important because we are the foundation of everything we do. Success in business, relationships, and life stems from who we are, not just what we do. By sharpening our mindset, skills, and character, we expand our capacity to handle difficult challenges and seize extraordinary opportunities. Here’s the take-home message: When we become more, we’ll attract more.
Final thoughts
My life’s mission statement has always been: “I want my life to matter.” PARW and PARWCC played a pivotal role in helping me accomplish that professionally. For that, I am eternally grateful to my dear friend, Frank Fox (RIP). I had a vision, and mustered the courage, alongside Frank, to be outliers for what we perceived as needed change within a profession that really wasn’t a profession back then. Cheers, again, Frank. We had a great run.
Finally, a personal message to you. If you are growing and evolving in this most fascinating profession, I sincerely hope that you will have as much enjoyment, success, and personal and professional fulfillment as I did over the past 35 years. Today, there are nearly infinite opportunities just waiting for you. You just have to see them. And then, muster the courage to pursue those that matter most to you.
Wishing you a happy and healthy 2026.
Live with passion and purpose!
Jay.
Making Veterans Brands Come Alive
“On the battlefield, the military pledges to leave no soldier behind. As a nation, let it be our pledge that when they return home, we leave no veteran behind.”
– Dan Lipinski
Veterans know all about brands. They call them ranks and grades. They wear them on their sleeves. Their entire future rests on how well they deliver the value associated with their brands. Active duty members know they must deliver exceptional value every day of the year. They also know what a colleague’s brand is, even though they may have never met them.
Once, on active duty, I had to travel to meet a counterpart on a very important mission. All I knew was his rank, his job title, and the organization he led. That told me everything I needed to know.
Because he was a full Colonel, he was in the top two percent of the 64,000 officers in the Air Force, promoted faster than thousands of competitors. His job title was Commander of the 89th Military Airlift Wing. That organization flies the President of the United States. He had to be chosen for this job, by name, at the various highest levels in the Pentagon. I also knew I could speak to him about information classified TOP SECRET.
But veterans are like so many civilian job seekers. Many think a brand is a collection of nice-sounding keywords. They have no idea a brand is a collection of capabilities that will make companies a lot of money.
Once you help them build their true brands, your veteran clients must get their pledges of value in front of hiring officials. They’ve already tried that even before they came to you. They invited friends, fellow Service members, acquaintances, and those who just became veterans into their LinkedIn networks. In doing so, they’ve somehow imagined that LinkedIn will take care of all the details. Let’s replace guesswork with solid, proven methods.
Who should be in your clients’ networks?
Reassure your client you aren’t looking for specific names. Rather, veterans should look for communities that need what your client offers. Specifically, you want to target those who might include your clients’ next bosses.
Veterans can get a sense of that by sampling announcements, particularly those that have the reporting arrangement included. So, for example, an airframe and powerplant technician (an aircraft mechanic) might well be supervised by someone with a title of Maintenance Supervisor.
It makes sense, therefore, to have your clients visible where those supervisors “hang out” virtually.
That might well include websites for professional organizations that support a specific job function or career field. LinkedIn special groups fall into the same category. There are literally millions of LinkedIn special groups. Not all are created equal.
Finding the best LinkedIn special groups:
Have your clients open LinkedIn and search for “groups.” Now have them enter the search terms for the groups they are looking for.
How can your clients find the best groups? Have them apply these filters:
- Bigger is better. They will probably find a few with thousands of members. They need look no further.
- Older is better. Great groups have offered value for many years.
- Moderated is required. Groups that unmoderated soon fall into social chats that offer very little value.
If a group seems useful, your clients should click on the “Request to join” button.
When they get a response from the owner, it’s time for networking in action. Your clients should say they hope to contribute value and so are interested in which issues are most important to the group. What members value tells your clients what to post. That’s why you should recommend your clients join no more than one or two groups. It just takes too much time to be active in more than that number of groups.
Putting your clients’ brand to work for them and their next employer:
Posting is the gateway. Contributing once or twice a week is all that’s needed. Your clients can post to their group and also to LinkedIn in general. (When they sign in, they’ll see the box labeled: “Start a post.”)
Suggest they draft each post as a Word document. They describe what they can provide. When they do, they are proving their value, their brand. (You can help them with the first few posts.)
Posts should offer suggestions to solve problems. The posts should tell readers what’s important, but not how to use the knowledge. That motivates readers to contact your clients.
Once clients have proofed their posts carefully, they can copy and paste them into LinkedIn. Posts must not exceed about 3,000 characters to include spaces and necessary hashtags.
Clients should search for an appropriate image using their browsers. But you should remind them some images are copyrighted. So they can search for pictures from government agencies as those are in the public domain. To be sure the image has decent resolution, they should only choose “Large” images. About 1024 X 768 will look best. Then they download the image and upload it into their post.
Periodically, your clients should check the status of their posts. All they need do is sign in and click on “Views of your article.”
From posts to connections:
Soon after your client posts, LinkedIn will show them how many times its be viewed, how many reactions (likes) and comments the post garnered, and the total number of views. LinkedIn will break down that number into where the viewers work, what their job titles are, and where they are located. Veteran clients now have a general idea if their posts are reaching the right market. But the data displayed can do even more.
“Likes” and “Comments” can open doors to networking. Have your clients click on the “Like” icon at the bottom of the post. They will see the names and job titles of those who approved of their post. The names are links to the commenters’ LinkedIn profiles. Your veterans can then send them a message. The same is true of comments. Clicking on the number of comments will show who made the comment and the text they posted.
Your clients should follow up powerfully. Yes, you can help them build templates for the replies, but your clients should add a personal touch. You’ll see an example of a response to a “like” below. It’s from a veteran with experience in logistics.
“Thanks so much for taking time to ‘like’ my post. Without feedback, I can never be sure what I post is useful.
When I saw your LinkedIn profile, I see we share an interest in JIT logistics. I’ve struggled to balance the cost of that system with the benefits it pays in optimizing production lines. I wonder if I could hear your views on that subject. I’ve been so close to it for so long, I may have missed something.
Would there be time for a quick conversation? I observe Central time.”
Let recruiters know:
Recruiters should be part of your veterans’ networks. Remind your clients of these key points:
- There are two general classes of recruiters. Some are members of a company’s HR staff. Others are independent professionals.
- Recruiters, especially independent recruiters, never work for the job seeker. They work for the organization who pays them.
Have your clients follow these steps:
Step 1: Click the Me icon at the top of their LinkedIn homepage.
Step 2: Click View profile.
Step 3: Add profile section button to the right of their profile photo.
- Click Intro.
- Click Looking for a new job.
- Provide the requested information in the pop-up window that appears.
- They can choose whether all LinkedIn members or only recruiters can see that they are open to job opportunities.
- Click Add to Profile.
Step 4: Click the Edit icon from the Open to job opportunities box (at the top of the profile). Follow the prompts to edit the information they previously provided.
Step 5: Click Save.
Please never tell your veteran client they must “sell themselves.” To the veteran, that smacks of bragging. And that just isn’t done on active duty. In addition, nobody – especially recruiters and hiring officials ̶ want to be sold to.
But they love to buy! You can just hear the person who hired your client say: “Jane working out pretty well, right? Wouldn’t have happened if I hadn’t found her!”
Remind veteran clients that 95 percent of all American’s never served on active duty. Veterans are helping hiring managers when they lay out precisely how they will make their companies a lot of money.
The benefit for you sets you apart. Everyone thanks veteran for their services. You’ll be one of very few who returns the favor. You’ve served the ones who served you.