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What’s the Worst that Can Happen?

Written by Diane Hudson on . Posted in Blog, Career Coaching, CPCC.

When my clients are engaged in a career transition, they often tell me they are scared, nervous, and uncertain. Some express excitement and anticipation. I ask my clients, “What is the worst thing that can happen?”

The employment market has become unhinged in the past couple of weeks. Scores of federal employees are resigning, being furloughed, or even fired in some cases. It feels like uncertain times. 

As a career coach, I frame every situation as a positive opportunity. Those making the transition from federal to industry need to explore many options, including job titles, companies of interest, industries, disciplines, salaries, and more. 

Some federal employees only hold federal experience and are not familiar with the corporate culture and how it operates. There are cultural differences that need to be explored:

Federal Corporate
Requires a detailed and lengthy résumé/application Typically requires about a 2-page résumé
Most federal positions are posted on usajobs.gov – a one-stop portal for federal job applications. Some excepted agencies post jobs on their websites only (and some tied to usajobs.gov)  Résumés and applications may be posted on job boards, specific company websites, and via recruiters or referrals. Or they may not be posted – and the positions are filled via word-of-mouth
Résumés are scored based on a scoring system against qualifications, competencies, and knowledge, skills, and abilities (KSAs) Résumés may be selected via an Applicant Tracking System (ATS) focused on keywords and key messages. There may or may not be scoring based on the type and size of the company. Keywords and key messages are not revealed to job seekers
The hiring process is very procedural and created for fairness based on minimum qualifications, and those who score as ‘highly qualified’ Most companies can hire and fire hire at will. Department of Defense contractors often follow federal hiring scoring requirements to ensure they meet the requirements of the federal contract

 

Job seekers may also need to explore and develop new career management skills, including résumé development, interviewing, salary negotiations, onboarding, and preparation for upward progression.

Federal Corporate
Uses a lengthy, detailed résumé. LinkedIn or social media profiles are not required in most cases. Many federal employees do not have LI profiles Many recruiters, Human Resource specialists, and hiring managers look to candidates’ LI profiles for validation of skill sets and to review the candidates’ activity level
Federal interviews are typically structured (using the same set of questions for each candidate) and behavior-based. There may be a requirement to complete a skill test  Corporate interviews may take the form of behavioral, hypothetical/situation-based, stressed-based, skills-based, meal-based, or meeting with leaders and subordinates, preparing and delivering a presentation, taking a skills test or assessment, and more
Most federal employees do not negotiate a salary – the salary levels are set, and raises are in the form of career-ladder positions and quality step increases In corporate, negotiating a salary is expected in many cases (outside of entry-level and hourly positions)

 

The examples above will help you construct a career coaching program to guide your clients in exploring career opportunities. As you build your coaching sessions to coach your clients to explore options for career transition, consider the following areas: 

  • Venting: Your clients may need to vent and share their fears and concerns. During extreme upheaval and career transitions, I often schedule time for my clients to vent and share. Grief, disappointment, and depression in a job search are real and impactful. Connect with your clients, validate their feelings, demonstrate empathy, and build rapport. 
  • Needs Assessment: Ask your clients what they need most from you when exploring new opportunities, e.g., a new résumé, a family budget, job search guidance, interview preparation, a career management action plan, initiating informational interviews, etc. Identify their pain points and use this as a roadmap for the exploration process. 
  • Assessment Tools: Your clients may benefit from an assessment tool like D.I.S.C or CliftonStrengths. Assessment tools are not “tests.” Rather, they may provide golden nuggets concerning your client’s behaviors, preferences, likes, and dislikes, which may help prepare the job search and develop the résumé. I coach my clients through several exercises included in the CPCC program, including creating a purpose statement and identifying values, motivational factors, strengths, and goals. 
  • Explore via Due Diligence & Research: Ask your clients to conduct research. Start with O*Net. Ask your clients what interests them.  Do they have a passion? Do they have an unfinished goal? Have they always dreamed of working for a specific company or in a particular discipline?  
  • Explore and analyze job position descriptions of interest to identify patterns and trends to understand minimum qualifications and required experience, competencies, and credentials. 
  • Career Redirect: Use the “Think Outside the Box” activity (an exercise in the CPCC program). Ask your clients if they are willing to make a 180-degree career transition—from being a policy analyst to returning to school to obtain a nursing degree. Encourage your clients to consider many options. I ask my clients, if nothing impeded their decision to seek a new career, what would they pursue (what do they want to be when they grow up)? 
  • Are they near retirement? If your clients are looking at encore careers, they can really think outside the box. For example, many retirees work at cruise line hotels in Denali, Alaska, as shuttle bus drivers, food service workers, and other roles. These are seasonal positions. These seasonal employees can then build points and use the points to travel the world on the cruise line. 
  • Other options for retirees seeking part-time work and income include online teaching, handy-person, home health, U.S. Fish and Wildlife, teaching English in a foreign country, high-end house sitter (globally), and more.
  • Explore websites that post interesting, seasonal, and out-of-the-box jobs: coolworks.com | cooljobs.com | clearancejobs.com | clearedjobs.com | jobmonkey.com/uniquejobs/ | thetutorresource.com/fun-remote-jobs/ | 
  • Explore websites that may help jumpstart the research: iHire.com, LinkedIn.com, alumni career centers, and associations focused on your client’s area of expertise.

 

Guiding clients to explore new options for shifting from federal to corporate includes asking them to apply the knowledge they gained and offer that value to a new employer.  This is a unique opportunity to coach many federal employees in making decisions about exploring new employment options and exploring how to build a career management plan. 

So, when my clients tell me they are scared about exploring new career options, I ask them, “What is the worst that can happen?” Often, responses include: I will lose my steady income, I can’t afford to go back to school, I am scared to make a change, or I’m too old. I say, “Let’s explore that and see if we can turn that into a positive opportunity.”

Entrepreneurial Exploration: Testing and Expanding Your Business Offerings

Written by Angie Callen on . Posted in Blog, Business Development.

If there’s one thing I know about business, it’s that nothing stays the same.

Whether external factors force you to adapt or your need for growth pushes the business to evolve, what we start with is rarely what we end up with. 

The important thing to know is that it isn’t a sign of failure—it’s the natural progress of you and your business.

When I launched my business, I had one core service, one primary audience, and a fairly straightforward vision of how it would all unfold. But as I gained experience, listened to my clients, and experimented with new offerings, I realized there were new, exciting, and more unique ways to serve coaches and clients. 

Sound familiar? That’s because it’s not so different from career exploration. Just like professionals explore industries, roles, and skills to find the right fit, business owners test services, refine offerings, and pivot as they uncover what works best.

Here is some food for thought on how to dive into your career exploration – as an entrepreneur. 

1. Lean into the Evolution

Most entrepreneurs start with a single focus—a core service that feels like a natural extension of their expertise, and as time goes on, we often realize we’re capable of more! 

→ What was once a zone of genius has become a zone of competence, so we seek new zones of genius. 

Maybe your clients start asking for services you hadn’t considered, or you see a gap in the market. Maybe you get bored with what you’ve been doing and need a challenge. Whatever the reason, business evolution is natural and necessary, but the key is to evolve intentionally rather than reactively.

Here are a few ways you can be in tune without jumping the gun:

  • Listen to patterns in client feedback. What are people consistently asking for that you don’t currently offer?
  • Assess your interests. What do you enjoy doing the most, and what could you see yourself leaning into more?
  • Check the market. Just because you can offer something doesn’t mean you should. Does the demand justify the effort? Will you enjoy providing such a service?

When done strategically, adding new services expands your reach, increases revenue, and keeps you engaged in your work.

2. The Experimentation Mindset

Ever had an idea that sounded amazing in theory but flopped in execution? You’re not alone.

That’s why the best business owners approach new offerings with an experimentation mindset—testing before investing too much time, energy, or money.

→ WARNING: put your perfectionist hat away for this one, y’all! 

To test new services, you must be willing to launch them before they’re ready. Otherwise, you’ll waste too much time developing them before knowing how your audience will react. 

Instead of launching big, try:

  • Pilot programs → Run a small test group before a full-scale launch.
  • Beta offerings → Offer a service at a discounted rate in exchange for feedback; this works best when focused on exciting clients or an inner circle you trust to test the product. 
  • Time-bound experiments → Try something for three months before deciding if it’s a long-term fit.

Treat new ideas like prototypes that need to exist outside your head. Refine them based on real-world feedback before fully committing. (It’s called risk mitigation, friends!). 

3. When to Pivot, Expand, or Double Down

Not every idea is a winner. And that’s okay. Knowing when to release, pivot, expand, or double down is the trick.

Here are some signs it’s time to release or pivot:
❌ Your current offers aren’t selling despite strong marketing efforts.
❌ You’ve lost passion for your work, which feels like a grind.
❌ The market has shifted, and your services are no longer relevant.

If you’re seeing demand grow steadily, with repeat clients and referrals, it might be time to expand.
✅ Consider adding complementary services.
✅ Build out scalable offerings, like courses or memberships.
✅ Look for strategic partnerships to widen your reach.

And if something is working exceptionally well? Double down.
✔ Raise prices to reflect demand.
✔ Reinforce your expertise in that area.

The magic of business exploration and solo-preneurship is that it’s okay to change your mind: try things, fail, succeed wildly, and use that knowledge to your advantage! 

4. Finding the Right Offer Mix

Once you’ve tested an idea and know it works, the next step is turning that experiment into a core offering.

How do you go from “Let’s see if this works” to “This is what I do now”?

  • Refine the process. Can you create a repeatable framework that makes selling and delivering this service easier?
  • Develop supporting assets. Marketing materials make it feel official, and evergreen materials used within the program will add value to the client while helping you work more efficiently. 
  • Position it within your brand. Where does this fit into your larger business identity? How does it complement your existing services? 
  • Don’t be afraid. Adding new services may mean sunsetting old ones, but that doesn’t mean you have to start telling clients, “No.” It may, however, mean you need to build a strong referral network so you can say, “Not me!” 

Not every experiment needs to become a long-term fixture, but when you embrace the exploration, you will inevitably find new opportunities to serve while building toward your next big thing. Your business will evolve.

The best businesses aren’t built overnight; they’re discovered, tested, and refined over time, so as you navigate your journey, I challenge you to ask yourself:

🔹 What’s one new idea you’ve been considering but haven’t tested yet?
🔹 Is there an existing service that needs a refresh—or a retirement?
🔹 Where is your business naturally pulling you next?

Give yourself permission to explore – it is the best way to build a business (and career) that lasts. Here’s to the next phase of your journey—wherever it leads!

Your Friend and Coach,
Angie Callen, CPRW, CPCC

Strap In and Ride It Up

Written by Doug Phares on . Posted in Blog, Business Development.

There is always a pile of books on management and entrepreneurship to choose from, and although I don’t find grand revelations in every book I pick up, I do like the search. Recently I discovered a new book, and what has stuck with me is the author’s description of catastrophic thinking, or catastrophizing.

The author presented this as a pattern that he noticed in himself. As he explained it, he had recently started a new enterprise and it was moving along in fits and starts, as a new business is wont to do. And he noticed that at every downturn or bad week, he found himself projecting one negative event to the nth degree.

“Okay, I got half as many orders as I normally do. That means I’m not going to be able to cover some bills — what if it happens again? I won’t be able to pay this month’s rent!” By the end of this thought exercise, he was living on the streets and had lost the majority of his teeth.

The author’s assertion was that moments like these are a lesson for entrepreneurs to know when to get out of their own way, because that thinking doesn’t stop at logical points. It spirals indefinitely until you’ve convinced yourself that you’re in some dark, awful pit with no means of egress.

I’d like to think that I am not the only person who saw themselves reflected in the author’s panic and “what if” response. In business, emotional swings are to be expected. When you run your own business, whether it’s a growing startup or a plateaued mature business, you’re simply going to have to ride the emotional rollercoaster.

As I considered the familiarity of this pattern, though, I developed a question. If it’s easy for owners to ride the emotional rollercoaster down, why can’t we ride it back up to the top? The fantasy of slipping ever downward is a compelling one, but if we’re really going to consider this as a rollercoaster, then you should be able to use that downward force to ride back up the other side to new heights.

When you’re riding the rollercoaster down, you’re projecting a fantasy of scarcity. “What if I don’t sell as much as I need to? What if I come in under the line?” While this fear is certainly compelling, that doesn’t change its unreal nature. So if we’re going to indulge ourselves in fantasies anyway, why not make them ones of abundance? “What if I sell an extra ten units? How would I handle it if I sold a hundred more, how would I manage that kind of rampant growth?”

In response to that question, I would point out that there are more than a few books that give guidance on how to scale up your business. Which can lead to interesting hypotheticals and planning scenarios, although the advice is somewhat limited by the refrain of, “Just ask somebody to loan you $100 million so you can afford to annually lose $10 million for 10 years.” While I have no doubt that that plan of attack is effective, it’s not something that most people can even conceive of, let alone enact.

If you’re an average human being without access to near-limitless capital and looking to advance your business, I’d recommend that you invest the time planning for your business’ success instead of dreading its downfall. Take some time and paint the picture of what a little more success looks like, and then a lot more. 

From there, start backing into scenarios like, “Well if I did this and got 1, how could I do that again and get 2? What behaviors got me there, what did I do that generated success, and how do I do it again, and bigger?” 

There will always be strong positive and negative emotions that come with owning and operating a business. But just like you ride the rollercoaster down with alarming speed, you can use that same energy to propel yourself upward and create a vision of where you’d like your business to be. Once you can see it, you’ll be able to start taking concrete steps to make that goal a reality.

Navigating the Changing Job Market: Layoffs, Buyouts, and Opportunities

Written by stephanie on . Posted in Blog, Business Development.

The U.S. job market is experiencing significant shifts, with steady employment gains counterbalanced by widespread layoffs and government workforce reductions. Recent data shows resilience in private-sector job growth, yet federal buyouts and agency restructuring are affecting thousands of workers. Job seekers and professionals navigating these changes must stay informed about industry trends, workforce reductions, and new opportunities. 

Latest Job Market Data

According to recent reports, the U.S. economy added 143,000 jobs in January 2025, a figure slightly below the anticipated 168,000. The unemployment rate declined to 4.0%, demonstrating overall labor market stability. However, sector-specific challenges are emerging, particularly within the federal workforce.

Key Takeaways:

  • Job Gains: Revised figures indicate 261,000 jobs were added in November 2024 and 307,000 in December 2024, underscoring ongoing economic momentum.
  • Government Workforce Buyouts: Over 65,000 federal employees have accepted buyout offers as part of a major restructuring initiative aimed at reducing government employment levels.
  • Legal Challenges: A federal judge has halted the buyout program, citing concerns over legality and congressional oversight. This has left some employees in limbo as legal proceedings unfold.
  • Sector-Specific Impacts: Areas with high government employment, such as Washington, D.C., are seeing economic uncertainty as agencies restructure and workers assess their career paths.

How Layoffs and Buyouts Affect Job Seekers

For professionals affected by layoffs or buyouts, the changing job market presents both challenges and opportunities. While some government workers may face uncertainty, private-sector hiring remains steady, particularly in industries like healthcare, technology, and skilled trades.

Hiring Trends in Different Industries

Understanding hiring trends across industries can help job seekers make informed career decisions. Below are some of the fastest-growing sectors in 2025:

  • Healthcare: Demand for nurses, medical technicians, and home health aides continues to surge due to an aging population and increasing healthcare needs. Additionally, telehealth and digital health roles are growing as technology plays a larger role in patient care.
  • Technology: Cybersecurity, AI development, and cloud computing remain strong career paths. Companies are increasingly hiring professionals skilled in data analytics, software engineering, and IT infrastructure to support remote work and automation.
  • Skilled Trades: Manufacturing, construction, and renewable energy sectors are growing, offering stable employment options. Green energy jobs, such as solar panel installation and wind turbine maintenance, are in high demand due to sustainability initiatives.
  • Finance & Banking: The financial sector is expanding, with increased hiring in investment banking, financial planning, and fintech development. Digital banking and blockchain-related roles are also seeing an uptick in demand.
  • Retail & E-Commerce: While traditional retail continues to face challenges, e-commerce and logistics-related roles are expanding. Warehouse management, supply chain coordination, and last-mile delivery jobs are increasing due to continued growth in online shopping.
  • Education & Training: With the rise of remote learning and online courses, demand for instructional designers, online educators, and corporate training professionals is growing. Schools and universities are also hiring counselors and administrative staff to support students’ academic and career development.

The evolving job market presents both risks and opportunities for professionals, particularly those impacted by government layoffs and buyouts. While some sectors face workforce reductions, others are expanding and actively hiring. Job seekers should stay proactive, leverage their skills, and remain adaptable in their career strategies. By staying informed and prepared, individuals can successfully navigate these economic shifts and secure rewarding opportunities in the evolving job landscape.

Career Transition and Feature Engineering

Written by John Suarez on . Posted in Blog, Résumé Writing.

You could argue that résumé writers are also data scientists. We don’t necessarily crunch statistics and use machine learning techniques to draw meaningful conclusions, but we certainly analyze, create, transform, and position data for maximum consumption by a human or technical audience.

One of the fundamental concepts in data science is a process called “feature engineering”. Simply put, it refers to the process of assigning value to different types of raw data, identifying what is most relevant, and removing redundant or irrelevant data. Tell me if this resonates with you:

“For example, let’s consider a retail scenario where a data model is predicting customer churn. Here it might benefit from focusing on features like “purchase frequency” and “customer feedback sentiment”, while ignoring less impactful ones like “the time of day that purchases are made”. This helps to avoid the model getting overwhelmed by noise, improving both its efficiency and accuracy.” ~ Top 11 Data Science Skills in 2025

This analogy is informative for just about any résumé project, magnified by an exponent of 10 in the case of a career change scenario. Like the CNC Machinist who is completing his degree in computer-aided design (CAD) and now wants to pursue job opportunities in that field.

It is easy to get overwhelmed by the noise. Data is frequently the résumé raw material your client wants MORE of. In this case, Jefferson Halliday originally presented a ton of information about his vast experience in CNC and manual milling, lathe setup, and operation. The reader, however, has only a limited attention span to work with. 

So if you replace the feature “job description” with “transferable skills”, add the feature “CAD Projects”, and include the feature “coursework”, you can engineer a targeted product that 1) focuses on the relevancy of his portfolio; 2) eliminates irrelevant skills; and 3) translates the value from his previous experience. When your main sections and sub-sections speak directly to the reader’s attention, you capture the highest and best use of your limited space.

Career changers especially can benefit from the application of feature engineering concepts:

  • Data Selection: Résumé professionals are paid to carefully choose relevant information and highlight experiences and skills pertinent to the desired job. Choosing what data to feature is step #1.
  • Data Transformation: Sometimes we transform raw data into a more useful format. Often we rephrase or reorganize content to better align with job requirements. Choosing how to feature the data is step #2.
  • Emphasis on Quantification: In feature engineering, numerical representations of data can help enhance clarity and impact. Value is paramount; quantifiable value is the holy grail.
  • Customization for Specific Goals: Feature engineering is all about customizing and presenting data to showcase the most relevant qualifications and gain a specific performance outcome. The target itself might change, but the feature engineering process changes with it.
  • Iterative Refinement: Job seekers often revise their résumés based on feedback or new experiences, just as feature engineers iteratively test and refine features to enhance data model outcomes. Your clients might never be able to do this; luckily, they have you.

The CPRW exam is a feature engineering capability test…so is your next college student, military transition, justice-involved client, or senior-level executive. It’s a good thing you’re a data scientist, prepared to do more than just laundry-list someone’s job history, and smart enough to know that the quantity of data you start with is no match for the quality of data you end up with. 

“The ability to simplify means to eliminate the unnecessary so that the necessary may speak.” ~ Hans Hofmann

News from PARWCC!

Written by PARWCC Leadership Team on . Posted in Blog, Weekly Newsletter.

 

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Are you ready to help federal employees transition to the civilian workforce? We have the resources you need! We have new training designed specifically for this need. Our Federal to Civilian Master Series starts March 4th. Details here and below.

 

Our members are doing things! Congratulations to Reena Washington on your new opportunity with Randstad RiseSmart (found through our newsletter) and to Damien Monel as our monthly Member Spotlight. 

 

Engage your clients through Diane’s Query System to differentiate themselves and articulate their expertise. Utilize the blog below to find your clients’ strengths and identify their unique value proposition.

 

Write more effective, leading-edge, resumes. Master writer John Suarez has room in the Fundamentals of RW program for a few more students. His amazing wealth of tactics and strategies gives you the tools for any client circumstance.

 

Webinars and Sessions

 
February

 

Special Events in March

March

 

Celebrate Wins!

 
Congratulations Reena! Our December newsletter featured an opportunity from Randstad RiseSmart:

“I decided to apply. I’m thrilled to share that I received an offer today to join their next cohort in May! I truly appreciate PARWCC for sharing this opportunity – it made all the difference.”

 

Master Federal to
Civilian Transitions

 

Live only March 4th and March 11th! This training will equip you to effectively guide federal employees transitioning to civilian careers. You will master best practices in translating federal experience into compelling résumés, understanding unique transition challenges, and navigating cultural differences between the public and private sectors. 

 
Sign up Now

What Differentiates You?

 

Discover how to use “Diane’s Query System” to help clients identify their unique value proposition, differentiate themselves from competitors, and articulate their expertise. By analyzing your clients’ strengths, achievements, and the value they offer employers, you can craft a compelling personal brand statement reflecting their unique identity that resonates with potential employers.
Read More

Member Spotlight!

 

Congratulations Damien Monel as our monthly Member Spotlight!

 

I’m a Certified Professional Career Coach (CPCC). Originally from France, I spent five years studying and working in Ireland before moving to Spain, where I now live. 




Through my business, Career Protagonists, which I launched two years ago, I help mid-to-senior professionals land jobs in big tech. Drawing on my experience at Apple, Amazon, and Revolut, I make the job search process more strategic and less overwhelming.

 

“What I love most about PARWCC is the community. If it weren’t for the fantastic people here, I’d probably still be overthinking launching my business. Since joining in 2022, they’ve helped me de-dramatize entrepreneurship while balancing a full-time job, giving me the confidence to take the leap.”

 

Access Previous Master Series Programs Here

 

Did you miss our Master Series programs? The recordings are available for self-paced study! Get virtual training sessions for effective AI use from industry-leading experts. Use these tools to craft compelling narratives and advance your business.
Get Your Resources Now

Get Access to Industry-Leading Strategies

 

1:00 PM ET
Tues., March 18

 

Currently enrolled in the Fundamentals of Résumé Writing course? Join us for this monthly interactive session with renowned résumé writer John Suarez. While “how to” information is available at the click of a mouse…the source of the information is often questionable at best. John will take your questions, share his insights, explain best practices, and guide you toward becoming the best writer you can be. Feel free to share your experiences and ask questions!

 
Register Here

Unparalleled In-Person Learning

 

Get your Thrive! on and check out our schedule of speakers! Book your stay in fantastic Chicago to collaborate with us for the future of work and career services. This in-person conference pioneers knowledge sharing and professional development while advancing your networking opportunities in a fun, no-pressure, and safe environment.

Things We Found Interesting

 

Red State Workers Prepare to Head to the Office – Some Never Left
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5 Rules for Federal Workers and Contractors Dealing with Job Insecurity
Read More

Supercharge Your Career Strategy for 2025
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Upcoming Live Training

 
Starting March 6th! Set yourself apart by learning to incorporate vocational theories,
assessments, coaching strategies, empowerment techniques, and
cutting-edge technology tools into your services and student
interactions. Learn best practices to provide a holistic support system for your students’ career development.

 

 

            

 

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Political Shake-Up Threatens Federal Workforce

Written by PARWCC Leadership Team on . Posted in Blog, Press Releases.

Election-Year Upheaval Leaves Thousands in Limbo—PARWCC Experts Reveal the Game Plan for Career Survival.

[St Petersburg, FL], [February 24, 2025] – The looming election-year upheaval is putting thousands of federal workers on high alert, with talk of reclassifications, hiring freezes, and potential layoffs. Yet, members of the Professional Association of Résumé Writers and Career Coaches (PARWCC)—who recently convened for an “Ask Me Anything” session—say there’s no need to panic. Instead, they see this as a pivotal moment for federal employees to translate their public-sector expertise into marketable skills for private-sector success.

“We’re hearing from people in panic mode,” said Diane Hudson, Director of the Certified Professional Career Coach (CPCC) program for PARWCC. “But let’s not panic—get prepared. Keep your résumé updated, know your skill sets, and see this transition as a real opportunity.”

At a virtual panel, Hudson was joined by fellow PARWCC career experts who unpacked the risks and rewards of these uncertain times:

  • Michael Greco, who works in the Department of Veterans Affairs (VA) and consults on federal résumés, noted:
    “It’s a jarring wake-up call, but not the first time we’ve seen turmoil. I tell clients: always be looking, always be updating. The question isn’t if workforce changes happen, it’s when—and how prepared you are.”
  • Kevin Bottino, a 25-year Air Force veteran turned PARWCC-certified coach, sees an uptick in clients needing quick pivots:
    “Just last week, five or six clients reached out, worried about these looming layoffs. But for many, it’s also a spark—they suddenly realize how valuable their federal training and leadership skills are on the outside.”

The Election-Year Context

Historically, major political shifts can trigger reorganizations or closures of certain agencies. This year, with high-stakes budget battles and the possibility of significant reclassifications, federal workers may face abrupt transitions—or forced retirements. Panelists agreed that while policy details remain murky, job seekers should act now:

  1. Audit and Adapt Résumés: Federal résumés can stretch for pages. PARWCC experts recommend concise, achievement-focused versions for private-sector hiring.
  2. Mine Transferable Skills: “Federal employees handle crisis management, compliance, and stakeholder engagement—skills prized by private employers,” said Hudson.
  3. Build a Network Beyond the Beltway: Panelists stressed LinkedIn engagement and tapping personal circles. “We see lots of success from small steps like emailing holiday card contacts,” Hudson added.
  4. Stay Calm, Get Coached: High-stress job transitions often bring confusion and grief. PARWCC coaches remind clients that professional support can mitigate impostor syndrome and other anxieties.

Bridging the Gap: From GS Grades to Corporate Confidence

During the session, PARWCC members emphasized the “cultural gap” between government and private industry. Many federal employees have never had to interview in dynamic, for-profit environments.

“Federal HR structures are highly regulated,” said Greco. “But corporate settings often move fast, do multiple interviews, and weigh intangible factors. That’s where coaching is invaluable—helping clients pivot mindsets, not just résumés.”

Introducing the Federal to Civilian Career Transitions Master Series

In response to mounting concerns, PARWCC is also offering a Master Series: Federal to Civilian Career Transitions, led by résumé and job search strategist Sarah Moore—whose clients include organizations like NASA and the Department of Defense. This specialized training guides coaches and résumé writers on how to:*

  • Translate federal accomplishments into civilian-friendly language.*
  • Understand unique cultural differences between public and private sectors.*
  • Equip clients with job search strategies for maximizing success.*
  • Expand their service offerings and confidently address the worries of transitioning federal employees.*

Designed to unlock fresh revenue streams for professionals and provide targeted career solutions for federal workers, the Master Series taps into PARWCC’s deep expertise in high-stakes transitions—without the typical hassle of a lengthy sales pitch.

“We’re not just dealing with new paperwork,” summed up Bottino. “We’re dealing with people’s lives, families, and futures. Our role is to guide them safely through this storm.”

About PARWCC

Representing nearly 3,000 career service experts across 40+ countries, the Professional Association of Résumé Writers and Career Coaches (PARWCC) sets the gold standard for credentialing and professional development in career coaching and résumé writing. For federal employees facing the election-year fallout, PARWCC-certified coaches provide actionable guidance, from rewriting résumés to navigating hiring systems.

Media Contact:
Margaret Phares
Executive Director, PARWCC
[email protected]

Editor’s Note: A replay of the “Ask Me Anything: Federal Workforce Upheaval” session is available here. Panelists are available for comment on urgent topics like government transitions, career coaching best practices, and résumé strategies for pivoting out of public service.

For more information on the Master Series: Federal to Civilian Career Transition program details can be found here.

Empowering Federal Employees in a Time of Transition: A Guide for Career Services Professionals

Written by PARWCC Leadership Team on . Posted in Blog, Career Coaching, Résumé Writing.

As Executive Director of the Professional Association of Résumé Writers and Career Coaches (PARWCC), I understand the critical role career services professionals play in supporting individuals navigating career transitions. With the current shifts in the federal workforce, your expertise and guidance are more vital than ever. This blog post is designed to equip you with the information and strategies you need to effectively assist federal employees considering their next steps.

The Landscape: Understanding the Challenges and Opportunities

The current climate within the federal government presents a unique set of challenges; however, it may open unexpected opportunities. The push for resignations – coupled with programs like the OPM’s deferred resignation option – has created a sense of uncertainty for many federal employees. They’re grappling with questions about job security, retirement benefits, and their long-term career paths. This is where you step in as a service provider.

Your Role: Providing Clarity and Support

Career services professionals are uniquely positioned to provide the support and guidance these individuals need. You are the navigators, helping them chart a course through this period of change. Here’s how you can empower them:

Key Areas of Focus for Your Counseling:

  • Acknowledge and Validate – Start by acknowledging the uncertainty and stress your clients may be experiencing. Validate their feelings and reassure them that they are not alone. Your first and most crucial job is to create a safe and supportive space.
  • Needs Assessment – Conduct a thorough needs assessment to understand each individual’s unique situation, goals, and concerns. What are their career aspirations? What are their financial considerations? What are their transferable skills?
  • Skills Translation – Federal employees possess a wealth of valuable skills, but they may struggle to articulate how those skills translate to the civilian workforce. Help them identify their transferable skills and frame them in a way that resonates with potential employers in different sectors. Focus on accomplishments and quantifiable results.
  • Career Exploration – Encourage your clients to explore a wide range of career options. Encourage them to research different industries, job roles, and required qualifications. Provide resources for labor market information and job search platforms. Don’t limit their thinking, but encourage them to consider possibilities they may not have considered before.
  • Networking Strategies – Career transitions are made easier with the help of meaningful relationships. Teach your clients to develop effective networking strategies, including how to leverage LinkedIn, attend industry events, and connect with professionals in their fields of interest. Offer workshops or seminars on in-person and virtual networking etiquette and building professional relationships.
  • Résumé and Cover Letter Support – Provide guidance on crafting compelling résumé and cover letter content that highlights transferable skills and accomplishments. Work with them to tailor their application materials to specific job openings in the civilian sector. Offer résumé review services followed by instructions on how to customize the résumé and cover letter for individual roles. This is where PARWCC members truly shine: leveraging expertise in résumé writing for these transitioning professionals.
  • Interview Preparation – Conduct mock interviews and provide constructive feedback on each client’s interviewing skills. Help them anticipate common interview questions and develop strong responses that showcase their qualifications. Incorporate ideas from effective interview coaching frameworks such as the Organizational Message Chart (OMC) from PARWCC’s Certified Interview Coach program. 
  • Emotional Support – Career transitions can be emotionally challenging. Offer emotional support and encouragement throughout the process. Build your clients’ confidence and resilience, boosting their motivation and empowering them to tackle the challenges of a job search. 
  • Resource Navigation – Be a central point of contact for relevant resources, including government agencies, professional organizations, and career development websites. PARWCC can be a valuable partner in this effort too. We can provide you with up-to-date information and resources to share with your clients.

Collaboration is Key

This situation requires a collaborative approach. PARWCC is committed to supporting career services professionals walking through such a massive shift in the federal job market. We encourage you to connect with us, share best practices, and leverage our resources. Together, we can give federal employees the tools they need to navigate this potentially fear-inducing transition and build successful careers. We also encourage you to highlight your PARWCC membership and credentials to build trust with clients based on your expertise and training in résumé writing and career coaching.

US Job Market Report: December 2024 Reflects Strong Economic Momentum

Written by stephanie on . Posted in Blog, Business Development.

By Stephanie Renk, MBA, CPCC, CERW, CPRW

 

The U.S. labor market closed out 2024 with impressive growth, signaling continued economic resilience. According to the Bureau of Labor Statistics’ latest report released on January 10, 2025, the economy added a remarkable 256,000 nonfarm payroll jobs in December, far surpassing economists’ expectations of 155,000. This growth underscores the labor market’s ongoing strength despite economic headwinds.

Unemployment Rate Dips to 4.1%

The unemployment rate dropped to 4.1% in December, down from 4.2% in November. This decrease reflects a tightening labor market, showcasing the sustained demand for workers across various industries. The steady decline in unemployment suggests that job seekers are finding opportunities more readily, contributing to overall economic stability.

Sector Performance Highlights

Several sectors led December’s job surge:

  • Healthcare: Continued to experience strong hiring due to persistent demand for medical services and aging demographics.
  • Government: Employment growth was notable, driven by public sector hiring across federal, state, and local levels.
  • Social Assistance: Increased staffing in community and social service roles reflected ongoing support for public welfare programs.
  • Retail Trade: After experiencing job losses in November, the retail sector rebounded in December, benefiting from seasonal hiring and consumer spending.

Wage Growth Signals Strength

Average hourly earnings rose by 0.4% from November and showed a 4% year-over-year increase. This wage growth highlights employers’ efforts to attract and retain talent in a competitive job market. Higher wages also bolster consumer purchasing power, which could further stimulate economic activity.

Implications for Monetary Policy

The robust labor market performance may influence the Federal Reserve’s upcoming decisions regarding interest rates. Analysts suggest that stronger-than-expected job growth could delay the anticipated interest rate cuts, as the Fed balances economic growth with inflation control. Policymakers will closely monitor labor trends to determine future monetary policy actions.

Economic Outlook

December’s job market performance positions the U.S. economy for a solid start in 2025. With consistent job gains and wage growth, the labor market continues to drive consumer confidence and spending. However, policymakers and businesses will need to navigate potential challenges, including inflationary pressures and global economic shifts.

In summary, the December 2024 job report reinforces the resilience of the U.S. labor market, offering optimism for sustained economic growth in the new year.

From You to Them: Connecting Your Personal and Business Brands

Written by Angie Callen on . Posted in Blog, Business Development.

Seven years ago last month, my brand was born – with a dream and a crappy clipart barbell to signify helping people “shape their careers.”

It was as literal a brand as any former engineer could develop.

While it makes a great joke now, that clip art logo launched Career Benders into the world. It was far from perfect, but it taught me the most valuable branding lesson: start where you are.

That scrappy start has evolved into a brand that reflects my mission in business and the core values I bring to it.

It represents me.

Personal and business branding are intrinsically intertwined—particularly for those of us in coaching, consulting, or entrepreneurial roles where we are the brand.

So, what is a brand anyway? And how does your personal identity influence the way your business is perceived?

Let’s explore! 

What Is a Brand, Really?

A brand isn’t just a logo, color palette, or catchy tagline. While those visual elements support the brand, the true essence lies in the experience you create. A brand is the emotional connection people have with you or your business. It’s how they feel when interacting with your website, hearing you speak, or seeing your LinkedIn posts.

For solopreneurs, the line between personal and business branding is often blurry. Our authenticity, values, and personality are woven into our client engagements and become part of our business identity and reputation. 

Even in larger businesses, a leader’s personal brand can significantly impact the company’s culture and public perception. Think of household names like Richard Branson (Virgin Atlantic) or Steve Jobs (Apple)—their personal brands became business brands.

This symbiotic relationship between personal and business branding isn’t just a coincidence; it’s a strategic opportunity for differentiation. 

The Foundation: Personal Branding

Your personal brand is the starting point for any business branding exercise. It’s who you are, what you stand for, and how you present yourself to the world.

Here’s how to craft an intentional personal brand that aligns with the strengths of your business and sets you apart:

1. Define Your Values

Your values are the guiding principles that inform your decisions, messaging, and interactions. Start by asking:

  • What’s most important to me, personally and professionally?
  • What values do I already embody, and what carries over to my business?

For example, if you prioritize authenticity and empathy in your personal life, those values will likely show up in your business messaging and client interactions (even without trying!).

2. Find Your Voice

I might sound like a broken record, but be you.

Don’t try to be me or any other colleague. If you’re more formal, your content and engagements may be more polished. Your content may be more conversational if you’re a little more casual. 

One tone is not better than the other as long as it’s authentic to who you are. A mismatched voice can erode trust – and zap a ton of energy! – but cohesion can also create clarity and connection.

3. Build Your Reputation

Your personal brand is built as much on action as on intention. Share content that aligns with your expertise and values, network authentically, and deliver on promises. Show up as promised and in the way people expect, and you’ll resonate where you want – and should!

Extending Personal Branding to Business Branding

Once your personal brand is clear, use it as the foundation for shaping your business brand.

1. Align Your Mission

Your business’s mission statement should reflect your personal values. For example, if your personal mission is to empower people to thrive, your business mission might articulate how your products or services achieve that goal.

2. Design with Purpose

When developing visual branding (logos, websites, social media profiles), let your personal style guide the design. Think of these elements as extensions of your personality – you’ll look at them every day, possibly for years! You not only want them to feel like you, but you also want to feel personally connected to something so intimately you. 

3. Create a Seamless Experience

Consistency is key. Ensure that messaging, tone, and visuals align from your LinkedIn profile to your business website. This cohesion helps build trust and reinforces your brand’s identity.

I just went so far as to recraft each image for the items in my feature section to be sure they were consistent and brand-aligned. Look at me, listening to my own advice. 🙂 

4. Let It Evolve

Brands, like people, evolve over time. As you refine your niche, skills, and business goals, your brand will grow with you; your core values remain the anchor. 

Embracing the [Brand] Ride.

Your business will not look like it does today three years from now. Neither will you.

If my journey from clip art to cohesive brand identity taught me anything, it’s that branding is a process. You don’t need to have it all figured out on day one. Start where you are, build intentionally, and allow your personal and business brands to grow together.

The more you infuse your values, personality, and authenticity into your business, the more your brand will resonate with the people you’re meant to serve.

So, what’s your brand story?

It’s time to connect the dots between you and your business – all you have to do is start where you are, and the rest will follow.

Your Friend and Coach,
Angie Callen, CPRW, CPCC

Writing with a Branding Mindset

Written by John Suarez on . Posted in Blog, Résumé Writing.

A recent MFA graduate specializing in screenwriting has taken a job in the mailroom at Sony Studios. His undergraduate and graduate internships allowed him to work in several independent studios, largely in “gopher” roles that were heavily clerical in nature. The whole time he has been creating original work as well, earning recognition at a few film festivals along the way. 

Company policy requires him to stay in his current position for six months before looking around for other internal opportunities. April 2025 will be his sixth month. His father, a former client, recommended me to help him with this résumé. What they don’t know is that this is really a two-pronged branding challenge.

The first branding challenge is getting his experience framed the right way. This is a mental exercise.

The second branding challenge is capturing that framework on paper. This is a writing exercise.

The First Challenge

He is NOT a mailroom clerk who specializes in running errands, as his LinkedIn profile would have you believe. He is NOT an MFA grad whose contributions are limited to student-level assignments. He is, in fact, a talented script and production development professional with obvious writing talent who happens to have an MFA and work in the mailroom of a major studio. Big difference. The mailroom job defines what he does, not who he is.

The Second Challenge

Screenwriting has its own peculiar formatting rules. Since it is a writing medium, it makes sense to mimic some of those rules without coming across as too gimmicky. Space that is dedicated to articulating his real talent and career direction is space that does not have to account for the entry-level nature of the internships he held. The whole focus of the writing exercise is to boost his credibility as an industry talent. Fetching coffee for the production team does not qualify as a credibility booster. Notice the mailroom clerk job title is missing.

In other words, he is a writing professional NOW, not when the industry decides to give him a commensurate title. No studio in the country would consider him for even a minor project without seeing samples of his work, so a portfolio link is provided to give the reader a path for further exploration.

And the reason I’m sharing this with you is because many times a client will approach you to solve one problem (a résumé), when the real issue is actually something that has to be addressed first (branding). Anyone can write down a reverse-chronological job history, but is that really what we’re hired to do?

Along with a sample of the résumé I created for this client, here is a list of questions to help you apply a branding mindset to any future projects you might have. Reflecting on these questions will help you think critically about how to approach branding and résumé writing in a way that transcends job titles and focuses on true professional identity and goals.

 

  1. Reframing Identity
    • How can you (or your client) reframe your current job or role to reflect your long-term career goals and true professional identity?
    • Are you letting a temporary position define who you are, rather than what you bring to the table?
  2. Core Strengths
    • What are the unique skills and accomplishments that differentiate your client from others in similar roles?
    • How can you highlight things outside the current job to align with your career aspirations?
  3. Brand Perception
    • Does your branding (e.g., LinkedIn profile, résumé) tell the story of who you are professionally, or is it focused solely on where you are right now?
  4. Positioning for Credibility
    • How can you minimize space dedicated to tasks that don’t enhance your credibility (e.g., administrative or clerical duties) and emphasize your core talents?
    • Are you using industry-specific language to show your understanding of the field?
  5. Tailoring to the Industry
    • How can the formatting or tone of your résumé reflect the unique requirements and expectations of your industry, without becoming gimmicky?
    • Are you showcasing relevant creative work, such as linking to a portfolio or providing project examples?
  6. Defining the Narrative
    • What narrative are you creating about your career journey, and does it align with your ultimate goals?
    • Are you focusing on how your current experiences are preparing you for the future rather than emphasizing entry-level or unrelated duties?
  7. Presenting Work Samples
    • How can you provide access to your work (e.g., portfolios, links, or case studies) in a way that strengthens your professional story?
  8. Overcoming Misaligned Perceptions
    • What steps can you take to ensure that employers and decision-makers see your potential and not just your current job title?
  9. Understanding the Client’s Real Needs
    • How often do you dig deeper to uncover the true branding challenges behind a client’s request?
    • Do you approach résumé writing as merely compiling job history, or as crafting a persuasive story about a candidate’s future potential?
  10. Ongoing Career Development
    • What additional steps (e.g., networking, portfolio building, personal branding) are needed to support the career narrative you’ve developed?

 

 

LinkedIn’s Flawed Brand Can Boost Your Clients’ Profiles

Written by Don Orlando on . Posted in Blog, Career Coaching, Résumé Writing.

If you need more proof that most people don’t understand what a brand is and how to use it, consider LinkedIn.

Originally, LinkedIn offered a very powerful brand. They promised its members an efficient and effective way to use genuine networking to move their careers forward. For the first time job seekers could reach out authentically and directly to people and organizations who might need their skill sets on their teams.

But LinkedIn didn’t carefully consider the power of the words they use and the product they delivered. Consider the major headings. It should have been no surprise when members saw a portion marked “About,” they took that word literally. They filled up the space with information about their background. But what hiring officials want to know is how someone is going to make them money. Said another way, the “About” section should be a concise and commanding statement of a brand.

Let me use my own “About” section as an example:

“Rising, senior, and very senior executives worldwide who work with me rise above the frustrating business of applying for jobs. The best jobs seek them. I invite you to leverage my coaching and writing skills to win the career you’ve always deserved, get paid what you’re worth, and reduce career stress. We will go far beyond powerful résumés and cover letters. Think of me as your professional career advocate and confidant—the only one who understands your career needs at every level, the only one you can talk to with complete candor. Since actions are stronger than words I never send you to some faceless website…”

As you know so well, a brand is more than a set of specific actions readers will see that prove the author will add value to their organizations. A brand must also identify the market your clients are targeting. Because most readers have very short attention spans, I recommend your clients identify their market right at the beginning of their “About” sections. Since I work exclusively with senior executives, my first sentence is designed to let them know what they will read applies to them directly.

Your well-written “About” sections then expand upon the promises your clients make to future employers. Here’s an example from a client whose specialty is business development for companies supporting the government’s space programs:

“I cultivate a unique blend of leadership expertise, technical systems proficiency, and problem-solving skills at the intersection of federal processes and commercial technologies. These capabilities allow me to address and solve pain-points faced by companies leveraging future space technologies. Those often bring human and operational complexities. I own those challenges: making your vision irresistible to internal and external stakeholders. I lead your people to action – creating excitement and meaningful relationships that further propel your vision. It is my personal mission to advance our organizational goals while cultivating thoughtful relationships with those around me. When that happens, the greatest and most enduring benefit will go to those we serve and the people that make our organization great. I encourage you to email me any hour of any day or night at [email protected]. I promise a prompt reply.” 

LinkedIn continued their missteps by calling the next section “Experience.”

It should not have been a surprise that virtually every member copied and pasted a stripped down version of their usually ineffective résumé here. 

But experience isn’t a laundry list of companies and dates. There are people who don’t have ten years’ experience; they have one year’s experience ten times!

Useful experience shows our clients growing professionally over the years. While their employers’ names and the years they were with them provides context, success stories document how well our clients’ adapt—a vital capability in today’s world. Consider this example from the same client:

“In this position the challenge was as thrilling as the eventual rewards. Senior leadership tasked me to reassign portions of a key satellite program to new, external agencies amid a struggle for how we should grow and increase our resiliency. Of course, doubts arose from all sides. Would engineers lose key contracts? Would the Department of Defense lose services they relied upon? I listened—really listened—to their concerns. I made time to truly understand the goals…I found agencies made assumptions that weren’t solid. I carefully leveraged those missteps into advantages.…I promised every agency I would get them every critical resource they needed…they saw those new resources as the path to successful futures. …By leveraging the strength of each agency partner we formed a coalition. The program, stalled for two years, was soon back on track because I led us to focus on value, not obstacles.”

Your more powerful “About” and “Experience” sections make writing a commanding “Headline” (the text below your clients’ names) easier.

The “Headline” is your clients’ compact brand statement.

Thanks to you, your clients now have a powerful networking tool. You’ve told them networking cannot be hoping potential hiring officials will somehow stumble across their profile. Reinforce that with numbers: LinkedIn has more than 1,000,000,000 members! If only one one-hundredth of them are looking for positions your clients are seeking, the odds they will be found are one in a million!

Your clients’ networking will start to pay off powerfully when their brand is seen by people who find it useful and respond positively. They are found in LinkedIn Special Groups. Guide your clients to sift through the many thousands of such groups to find the few that will work best for them.

Here’s how it’s done.

Your clients can use appropriate keywords to find the best groups. Because the search function is not very precise, the number of hits will be large. These guidelines will help clients find the best groups for them.

  • Older is better. The best groups have been around a long time because they consistently offer networking value to their members.
  • Bigger is better. You want as many group members to learn about your clients brand as possible. That’s not very likely in a group that consists of fewer than 1,000 people.
  • More focus is better. The best groups have posts that are truly useful. Off topic texts never show up.

Because your clients need to be visible in these groups, it’s best to limit their participation to two or three at the most. Trying to produce content for lots of groups every week will be a distraction, not an advantage.

Have your clients apply online to help both them and the group. When they ask to join a group, a manager or administrator will usually respond. Your clients can show their skill at networking by promising to be a valuable member of the group. To do that well, they can ask the administrator or manager what the key issues are now.

Those ideas will drive the content that your clients post. And they can use the same content to post to their entire LinkedIn network as well as the members of groups.

Guide your clients to produce engaging content. Have them ask questions to start building relationships. Consider this post to a group supporting marketing executives:

“I suspect we’re all struggling to find ways to make AI tools as useful and powerful as possible. Given that AI relies so much on the large language model, I’m searching for ways to make our marketing messages truly authentic. In other words, I want our content to sound like people speaking to people—not like some distillation of text posted on websites. I’ve come up with some tentative ideas. But I’d love to bounce them off of other group members to see what their approaches are. That’s too important to be left to a series of posts. If this issue concerns you as much as it does to me, let’s talk about it. If you can suggest days and times I’ll work hard to align my schedule with yours.”

Once your clients have established strong relationships with other LinkedIn members, ask them to consider the next step: requesting recommendations. This has nothing to do with the idea of “selling oneself” many clients find uncomfortable. Consider this example:

“May I ask a favor please? Would you consider writing a LI recommendation for me? This has nothing to do with ego or vanity. Recommendations help me serve others. If you’re willing, once you’ve written your testimonial, please e-mail it to me. Be as specific as possible. I’ve included a brief guide to make the process easy. With many thanks for your time and consideration,”

I hope this article will help you deliver what so many clients really appreciate: you supporting them with value they never anticipated. Before you mentored them, many clients thought LI a useless time waster. After all, the networking invitations and emails  they saw every day were little more than sales pitches. 

Your guidance does more than introduce clients to new approaches. You’ll equip them to make networking easier, more productive, and a great deal more fun than they ever thought possible.