Skip to main content

From Paper to AI: Mastering the Career Coaster

Written by Margaret Phares on . Posted in Blog, Career Coaching.

In 1978 – the dark ages – a roller coaster opened at Great America in Gurnee Illinois called “The Tidal Wave”.  It was a big deal.It was one giant loop, 137 feet high that went 55 mph in 5 seconds. Every radio ad and commercial touted the “wild ride” and I used to stand in long sweaty lines for the privilege of “riding the wave.” Fast forward to 2008, I was looking up at a roller coaster called “Top Thrill Dragster” at Cedar Point in Sandusky, Ohio. At a staggering height of 420 feet with a 400 ft drop and a speed of 120 mph in less than 4 seconds, it was – at the time – the premiere ride at the park.  

Each ride had some limitations. The Tidal Wave would shut down in high winds. But the faster, bigger, more advanced Top Thrill would also shut down due to high winds AND the ride itself had a bit of a flaw. If the car carrying the passengers didn’t hit the perfect speed at the perfect time the car would slide back down the track back to the start – or – would not have enough speed to go over the top and the car full of passengers would be stranded at the very top of the loop and the ride would shut down while safety checks were made and the park visitors in the car were rescued from the top of that 420 foot loop.  

The trajectory of career services can be said (because I’m saying it) to mirror the vast changes in roller coasters over the last several years. We’ve gone from providing résumés on paper stock to digital creation, the advent of professional career coaching, and the change from one-on-one in-person interviews to panels and several interview rounds to AI driven interviews.  

And of course, the rise of artificial intelligence and digital tools is fundamentally changing how individuals explore and manage their careers. AI-powered platforms can create a more scalable and responsive model for career development. Career services must now address not only how clients present themselves on paper, but how they show up across digital platforms, virtual interviews, and global networks.

But, much like the development of roller coasters, the technology and the trends can leave your clients sliding backwards or stranded.  

For those of you in the profession, these shifts present both a challenge and an extraordinary opportunity.

At PARWCC, we are uniquely positioned to lead in this new landscape through programs like the Certified Digital Career Strategist (CDCS). The CDCS program reflects a critical truth: digital strategy is no longer an add-on to career services—it is central to it. Today’s clients need guidance on personal branding, online visibility, AI-enhanced job search techniques, and the strategic use of digital tools to accelerate their career growth.

What distinguishes digital career strategy is not just the use of technology, but the intentional integration of human expertise with digital innovation. As the field evolves, the most effective career professionals will be those who can translate complex tools into meaningful, personalized guidance—bridging the gap between technology and human potential.  

In January of this year, “Falcons Flights”, the world’s newest roller coaster opened at Six Flags in Saudi Arabia: it stands at a dizzying 640 ft tall and races at a breathtaking 155 mph. And the only thing we are sure of in the future of rides is that one day there will be another coaster that will add speed or height or more twists and turns.  

Like roller coasters, the trends in career services will continue to grow and change and things will get faster and more complicated. The future of career services will belong to practitioners who embrace high-tech and high-touch. Practitioners like you. By investing in digital strategy skills and credentials like the CDCS, you will elevate your practice to the very first class and ensure your clients remain prepared for whatever comes next.

The Boardroom Insider: Compensation Negotiation with Keri-Lynne Shaw

Written by Lili Foggle on . Posted in Blog, CIC.

As interview coaches, we spend weeks arming our clients to win the room. But the moment the “Congratulations” email hits their inbox, the conversation shifts to money. And suddenly, everyone starts to shrink.

That’s why I’m bringing in Keri-Lynne Shaw for our next Interview Institute Master Series this month. Keri-Lynne spent 20 years in executive HR roles. This month, I sat down with her to talk about why “just asking for more” isn’t a strategy, and how we can help our clients stop the guesswork and start using boardroom logic.

Q: You’ve had a long career in Human Resources. What inspired you to move into this work — was there a specific moment?

After more than 20 years inside executive HR roles, I had a front-row seat to how compensation decisions are actually made. What struck me was how many talented people were unknowingly leaving money and opportunity on the table simply because they didn’t understand how the system worked. The turning point was realizing that the knowledge inside the boardroom rarely reaches the individual employee. I understood how offers were structured, how severance was negotiated, and how leadership teams actually make pay decisions. Today I help professionals step into those conversations with strategy instead of guesswork.

Q: What have been some of your biggest client wins?

Some of the wins are perfectly measurable — six-figure compensation increases, six-figure sign-on bonuses, stronger equity packages, and executive exits in the multiple seven-figures that included meaningful severance protections. But the biggest shift is when someone realizes they have far more leverage than they thought. One client secured a full year of severance while preserving strong relationships with leadership. Another doubled the equity component of her offer simply by understanding how the structure worked. Another negotiated a $2.3million exit instead of just retiring, which was her first thought. And what my clients tell me most often is that the real impact goes far beyond the money. When someone learns how to advocate for themselves at that level, it changes how they show up everywhere, in their leadership, their confidence, and the way they make decisions about their career and their life. When people understand the mechanics of compensation, the conversation and confidence changes quickly.

Q: How realistic is the fear that negotiating could cost someone the offer?

It’s one of the biggest myths in the job market. Most employers expect negotiation, especially for mid-to-senior level roles. An offer is usually the beginning of the conversation, not the end of it. Where people get into trouble is when negotiation becomes emotional instead of strategic. A thoughtful, well-framed conversation rarely costs someone the offer. In many cases, it actually signals professionalism and confidence. As a former CHRO, I looked for how the candidate negotiated with us as part of the interview process, especially if they would be representing us in client or partner negotiations as part of their job.

Q: Are compensation conversations shrinking in today’s tough market, or are they just changing shape?

They’re changing shape. I don’t believe assumptions about the market should ever make a candidate shrink. The reality is that fewer than 40% of professionals negotiate their offers, and fewer than 30% of women do. That hasn’t improved much over the years, and the gender and racial pay gaps certainly aren’t moving in the right direction. What is changing is how compensation conversations happen. In tighter markets, many candidates assume companies won’t negotiate or that base salary is fixed. But value often lives in other parts of the package such as sign-on bonuses, equity, title scope, retention incentives, or even severance protections. The most effective negotiations today look at the entire compensation structure, not just the base salary.

Q: Which roles and industries are benefiting most from negotiation coaching right now?

We’re seeing strong demand from leaders in tech, healthcare, consulting, and private equity-backed companies. But more than industry, it’s about career inflection points—promotions, executive hires, layoffs, mergers, or major role transitions. Those moments tend to create the most leverage in someone’s career. That said, the professionals who navigate these moments best aren’t waiting for the market to tell them when they have leverage. They’re actively building it. They’re investing in their networks, documenting their impact, growing their scope, strengthening their skills, and getting clear on where their real talents create value. Negotiation doesn’t start when the offer arrives. It starts with how intentionally someone has been building their career long before that conversation happens.

Q: When a client says, “It’s only a few thousand dollars,” how do you help them see the bigger picture?

I zoom out. A small increase in base salary compounds over time through raises, bonuses, and retirement contributions. Over a career, a “few thousand dollars” can easily translate into hundreds of thousands. But there’s also a positioning element. Where you start often determines where the next conversation begins. Negotiation is about setting the right foundation for everything that follows.

Q: What’s the difference between giving quick negotiation tips and having a true compensation strategy?

Tips are tactical. A compensation strategy looks at the bigger picture — the role structure, the timing of conversations, the mix of salary, equity, and incentives, and how those decisions affect long-term career trajectory. It’s the difference between improving a single offer and intentionally shaping a career and positioning you as a leader.

Q: Some coaches worry they don’t have the expertise to add compensation negotiation to their services. In your experience, what strengths do career coaches naturally bring to this work that they may be underestimating?

[Interview] coaches are already doing some of the work that makes negotiation possible. You help clients unpack their value, identify their impact, and communicate their story in a compelling way. That clarity is what gives someone confidence when compensation conversations begin. You can also be supportive in helping people examine their relationship to money — the beliefs, hesitations, and narratives that influence what they believe they’re allowed to ask for. When a professional can clearly articulate the value they create and has done some of that internal work around worth and money, the dynamic of the negotiation shifts. They’re no longer just hoping for a better offer, they’re able to advocate for the impact they bring. That positioning work is one of the most powerful parts of the entire process.

Q: What would you say to a coach who’s on the fence about adding deeper negotiation support to their services?

I’d encourage them to think of negotiation as part of the larger career ecosystem. Coaches are incredibly well positioned to help clients prepare for these conversations — understanding their value, building confidence, and framing their impact in the market. Where negotiation often becomes more specialized is when the conversation moves into compensation structures, equity packages, severance terms, or employment agreements. That’s where collaboration can be incredibly powerful. Coaches help clients show up prepared and confident, and negotiation specialists can support the more complex elements of structuring the deal. When those pieces work together, clients are supported from the first conversation all the way through the final agreement.

Guide your clients to negotiate the compensation they deserve.  

Join Keri-Lynne for PARWCC’s Salary Negotiation Master Series on April 22 and 29. Register here

A Market of Mixed Signals: Current Job Market in 2026

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

While February’s job losses made headlines, the broader context matters.

Just one month earlier, employers added 130,000 jobs in January, suggesting that hiring momentum had begun to return after a sluggish second half of 2025. February’s decline reflects a labor market experiencing volatility rather than a single directional trend.

Several factors contributed to February’s weaker numbers, including large labor strikes in the healthcare sector, winter weather that slowed construction hiring, and continued restructuring across manufacturing and transportation industries.

For coaches, the takeaway is straightforward: the current job market is active, but uneven.

Some sectors are still expanding, while others are recalibrating workforce needs after years of rapid hiring.

 

Sector Trends Career Coaches Should Watch

Understanding where hiring is growing—or slowing—can help coaches guide clients toward strategic opportunities.

Growth Sectors

Industries continuing to show hiring resilience include:

  • Healthcare and social assistance
  • Construction
  • Professional and technical services

These sectors continue to experience structural demand driven by demographic changes, infrastructure investment, and ongoing service needs.

Slower or Contracting Sectors

Other sectors have experienced layoffs or slower hiring activity, including:

  • Technology and information services
  • Transportation and warehousing
  • Certain government positions
  • Manufacturing

This divergence highlights a broader labor market shift: employers are prioritizing targeted hiring over broad workforce expansion.

 

Why Job Searches Are Taking Longer

Many job seekers are reporting longer hiring cycles, fewer interview invitations, and increased competition for roles. February’s report helps explain why.

Employers are approaching hiring with greater caution as they balance:

  • Economic uncertainty
  • Budget adjustments
  • Productivity expectations
  • Workforce restructuring

As a result, organizations are often taking more time to evaluate candidates and ensure strong alignment before extending offers.

For clients, this can feel discouraging. For coaches, it’s an opportunity to normalize the experience and emphasize strategy over speed.

 

How Career Coaches Can Guide Clients in the 2026 Job Market

The evolving labor market requires a shift in job search strategy. Career coaches can help clients adapt in several key ways.

Encourage Targeted Applications

In a selective hiring environment, applying broadly without a clear focus often leads to frustration. Coaches can help clients define specific target roles, industries, and companies that align with their experience and goals.

Clarity improves both résumé positioning and networking conversations.

Emphasize Value and Impact

Employers are increasingly prioritizing candidates who demonstrate measurable results. Coaches can help clients translate responsibilities into impact statements that highlight outcomes, business value, and problem-solving ability.

This is especially important in competitive hiring environments where employers must justify each new hire.

Expand Networking and Relationship Building

Research consistently shows that a significant portion of hires come through referrals and internal networks. In a cautious hiring environment, this dynamic becomes even more important.

Encouraging clients to build relationships, reconnect with professional contacts, and engage in meaningful conversations can help surface opportunities that may not appear on job boards.

Prepare Clients for Longer Timelines

Perhaps one of the most valuable services coaches can provide is perspective. When clients understand that hiring timelines are lengthening across industries, they are less likely to internalize delays as personal failure.

Helping clients establish structured job search routines, track progress, and celebrate incremental wins can maintain momentum during longer searches.

 

Reframing the Current Job Market for Clients

The February 2026 jobs report underscores an important reality: the labor market is shifting from expansion to precision.

Organizations are still hiring, but they are doing so carefully and strategically.

For career coaches, this shift presents an opportunity to provide even greater value. By helping clients interpret labor market signals, refine their positioning, and approach the job search with intention, coaches can transform uncertainty into forward movement.

In a selective market, preparation, clarity, and storytelling matter more than ever—and that’s where skilled career coaching makes a measurable difference.

The Tyranny of ‘Urgent’

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

If you’ve followed this blog for a while (and if you don’t, you should — my mother likes when I’m validated by followers), you know that I often warn people against following the Tyranny of the Urgent in allocating their time. Best practice is to let clear priorities and goals be your north star, with no urgently waving flag distracting you from the big picture.

Today, though, I want to talk about urgency in a new way. The Tyranny of the Urgent centers around small things that don’t matter or problems that burn hot but leave very little lasting impact. Now, retain that thought, but put it aside for now.

Years ago, when updating my résumé, there was an early draft that I did myself. In place of the two to four sentences where you write about who you are and why you’re God’s gift to Creation, I just put four words: I Get Things Done. (Since having learned about the value of professional résumé writers, I have burned this version and listen to their wise counsel.)

Why did this statement feel right? I work with a lot of people in coaching and management positions who understand what needs to happen to make their business better or move on to the next level. But that’s just it — they can identify what they need to do, but getting it done is another thing entirely. 

The biggest hurdle to accomplishing these tasks is that they’re difficult or require too much of a time investment. They require a lot of thought and planning, but the truth is that the big things don’t come easily. And if you don’t have the sense of urgency to get these things done, then they just won’t happen. 

People often feel great when they walk out of a planning session with three clearly identified goals in hand. There is a feeling of clarity of purpose, like you’re finally on the right track. But I can tell you from experience, knowing what you need to do and doing it are two entirely different things.

I had a peer who was running a division, and he was excellent at his job. But he had a soft touch, and unfortunately there was someone on his team, let’s call him Joe, who just couldn’t perform. Joe was in a critical sales role and had undergone extensive coaching, but he just wasn’t able to put the pieces together. Ultimately, he’d been given a very fair shot, but it just didn’t make sense to keep him around.

My peer had already taken great pains to try and make Joe work, but even when it was clear what needed to be done, he couldn’t bring himself to fire him. Without a sense of urgency, all he saw was that he had a difficult task in front of him that he didn’t want to do. And so he didn’t.

That situation dragged on, even though my peer knew what the right thing to do was. Because it wasn’t urgent. Until one day, our mutual boss, the company president, had had enough with underperformance in the division. He called my peer and told him that he needed to fire Joe. To which my peer continued to prevaricate and say that, well, he’d been working on things with Joe, but he just needed the right time with all these things going on right now.

So our boss decided to make things urgent. He said, “You need to fire Joe. Now. Put down the phone — don’t hang up. Go fire Joe, and then come back to the phone and tell me that you did it.” My peer returned and confirmed that he had, finally, blessedly, let Joe go. To which our boss responded, “Good. Because if you couldn’t pull that off, I would have had to fire you for damaging the business by not doing what you knew needed done.”

The lesson here is to embrace urgency for the things that really matter. Don’t get sidetracked by fleeting impulses, but it’s just as big a mistake to fail to address the fire burning in your organization. Address the thing that will transform your business, not just the loudest noise in the room. Identifying the difference between urgent issues that matter and background problems is the central responsibility of any true business leader.

The Initial Consult: Make That First Impression More Than Once

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

“Admiration must be kept up by the novelty that at first produced it; . . .  there must always be the impression that more remains.” 

Samuel Johnson (1709 – 1784)

 

I’ll bet every client you have ever served is different from any other. I will also bet that, in one important sense, every client you have ever served is the same as every other. Finally, I will go out on a limb and say to the extent the second sentence is true, your practice will flourish.

Of course, every client we have is different from every other, in potentially myriad ways. They are young and old. They are new in the workforce and seasoned professionals. They are confident and terrified. They are sales representatives and physicians, production superintendents and college students…and in one of a thousand different kinds of jobs. 

However, I imagine their first contact with you was the same. They emailed or clicked on a link on website. At some point a conversation began. It’s the importance of that first consultation I want to examine because it is here that you—yes, you—decide if it will most likely convert into a sale.

In this article I go beyond the conventional idea about maximizing those conversions. I firmly believe we must close the same sale not just once, but again and again. I’ll discuss why we should do that, when we should do it, and how we should do it.

The first time thing you see or hear from a potential client is a question about managing his or her career. However, you will rarely be presented with the real question. Consider this: there isn’t one person who needs a résumé. They need a job, a career, or a change in one or both, but they don’t need a résumé. That document is just a tool to help them make their pain go away. Jack Chapman put it best when he coached all of us to ask the lead “where does it hurt?” We should help the caller find the answer to that question; that’s how we make our money. We take away the pain of unemployment or misemployment. 

Now I must make an important observation. People who are “in pain” want to speak with a human. Websites, emails, and voice mail systems are very good at several things. However, they are terrible at taking away pain. In fact, they can often add to it. (“I know you called me to get answers. But I’m not going to give you any. Please visit my website. I assume you are so like the ‘average joe’ that you’ll find my standard answers there.”) All those modern wonders can speak at or past your potential client. But, if you want to close more sales, you must speak with the potential client—by phone or in person.

It’s in that first contact you must get the caller to tell you where it hurts. Among the best ways to do that is to ask a question. That helps restore the caller’s confidence. You are enticing the soon-to-be-client to let you listen to her. People love to know they are being listened to. What kinds of questions might you ask? Consider these examples:

  • “There must be things about the work you do now that dissatisfies you. Could you please tell me what those things are?”
  • “Finding a new position can be frustrating if there is no one you can turn to when you have questions. What kinds of answers do you think might help you move your job search forward?”

If you listen to the answers carefully you will know which next steps are best for this caller. The details of how you offer your benefits are much too lengthy to go into here. However, I do want to call your attention to the critical word in the last sentence: “benefits.” 

Too often, we are quick to recite (or post on a website, or list on our LinkedIn profile) a list of what we do. As important as they all are, these are still only features. When people ask me what I do, I could recite the following list:

  • I write résumés, cover letters, and lists of references,
  • I help people find where the opportunities are,
  • I prepare people to interview well,
  • I help them be paid what they are worth.
  • …the list goes on and on.

I mention none of those features. The emphasis in that list is on what I do. 

I tell them this: “I help rising, senior, and very senior executives win the careers they’ve always deserved, get paid what they are worth, reduce the stress of the job search, and avoid the hidden limitations of AI.” It’s all clear benefit. Not a feature to be found. Moreover, the focus in on them, never on me.

As an interim summary, I hope I’ve made this crucial point: right from the start we must demonstrate a willingness to help callers overcome the pain of being in the wrong job or having no job at all. Now you know why making that kind of first impression is an excellent way of closing more sales.

AI does many wonderful things. We all use it every day. But AI has no compassion, despite the “canned” words that start every result. AI is a machine. Our clients are people.

But I said we make that first impression again and again. We deliver benefits. And we must reinforce those benefits, even when we are knee deep in the features our clients see listed on their invoices. 

Let me explain with an example. I’ve signed up a new client because he wants the benefit of a new job. Now we’re working hard on the résumé. If I never mention the benefit of a powerful résumé again during the process, if I never instruct him when, where, and how to use it, the client will dutifully upload that résumé to every announcement he can find. He just knows employers will burn up the phone or his email account trying to hire him. Right? 

Not quite. What will really happen is this: he will wait…and wait…and wait. Again and again, research shows the best jobs aren’t filled by applying online. His initial confidence will plummet quickly to uncertainty. And guess whom he will blame?

Suppose, as I gathered his success stories, I showed him why they will appear as they do on his résumé and how the résumé is tied to the interview and even the job search process. Once again, the résumé is splendid. But now he knows how to use it. He gets interviews. The interviews go well. Our client’s confidence ascends from one high point to another. And guess who he helps credit with his success? His frame of mind means repeat business and referrals. Even if you can’t help someone who is referred to you, you can refer him to a colleague. And that colleague will return the favor. Is there an end to all this growth? I’ve never found it.

What this article is really about is helping you build a habit. Like most habits, the behavior isn’t complicated. I hope you will dedicate yourself to helping our clients relieve their pain step by step every step of the way. Just as we close one sale at a time, we position ourselves as an irresistible source of benefits for many potential clients, many at a time.

Transcendent Coaching: Providing Job Seekers with an Out-of-the-Box, Evidence-Based Advantage

Written by Jay Block on . Posted in Blog, CEMP.

By chance….

  • Did you meet your spouse by coincidence?  
  • Can you recall an unexplained coincidence that had a meaningful effect on your life?
  • Have you experienced a coincidence that significantly shaped a family member’s life?

Synchronicity:  “Meaningful” Coincidences

There are two types of coincidences: Random Coincidences: Ones that occur routinely that are ordinary and pretty much insignificant – like hitting all green lights on the way home from work.  And then there are Synchronicity Coincidences: Meaningful coincidences that occur that shape our lives in a positive way.  

For job seekers this might be:

  • Meeting someone they didn’t know at their child’s birthday party who, by coincidence, becomes their career coach.
  • Starting a conversation with a stranger in an elevator who knows of a good job opportunity.
  • Being hired as the #2 candidate, after the #1 candidate became very ill and had to resign soon after being hired. 

Meaningful coincidences.

What Differentiates Elite Coaches

Certified PARWCC members are masters at their craft. When integrating their unique personalities, knowledge, and strategic approach to the materials introduced in the certification  programs, they expand their wisdom and become elite resume pros and career coaches.   

Question:  If job seekers work with certified, well-respected, elite coaches who all provide the highest quality resumes and coaching strategies…  what differentiates the elite coaches from each other?  Which coach provides the competitive advantage? 

The Olympics

In this year’s Milan/Cortina Olympics, Germany’s Laura Nolte and Deborah Levi won the two-woman bobsled gold by a margin of 0.53 seconds.  And in the women’s monobob, USA’s Elana Meyers Taylor won gold beating Germany’s Nolte by 0.04 seconds. 

Can you imagine losing a life-defining moment by less than a half second?  What was the half-second competitive advantage that the winners had?  Because they all had one. That said, what advantage do your clients have when competing against the best of the best?  

Go Beyond Elite and Become Transcendent Coaches

This is where job coaches can provide that competitive advantage to job seekers.  Transcendent coaches go a step further than elite coaches because they provide a superior perspective on the process.  Synchronicity is one of the techniques taught in PARWCC’s Certified Empowerment and Motivational Professional (CEMP) that provides that half-second or less competitive advantage to rapid employment. Winning a new job!

Synchronicity coincidences are “meaningful coincidences” that occur that helps us in a significant way. They may seem accidental, but they happen when we are actively paying attention and optimally engaged.  Yes, we’ll notice many coincidences that happen daily that are pretty much routine.  But when we are fully engaged in any process, especially the job search, meaningful coincidences will appear routinely. 

The latest research (Google it) suggests that meaningful coincidences happen to all of us daily, if we are deeply mindful. Let me share one “close-to-home” example.  

Synchronicity Created PARWCC

In 1988, I created a resume product to sell to secretarial services because, back then, they were the ones who typed resumes for job seekers, and I wanted to promote my product nationally.  The meaningful coincidence (synchronicity), was that the National Association of Secretarial Services (NASS – with over 1,500 members), was headquartered in St. Petersburg, Florida, only 4 hours away from where I lived in West Palm Beach.  Had Frank Fox, Executive Director of NASS, been located in Seattle, would I have flown out to meet him?  Or would I have just sent him my product to assess?  

I had excellent skills. I wrote and packaged the resume product, and developed a marketing plan, not unlike job seekers who have excellent skills, resumes, online presences, and marketing plans.  But it was synchronicity (a fortunate, meaningful coincidence), that led me to Frank Fox.  

In the end, I made $0 on the resume product.  Instead, we formed PARW, later to become PARWCC.  (Many NASS members were the first PARW members).  You see, PARWCC is the result of a meaningful coincidence – synchronicity.

Transcendent Coaching: Strategic Openness to Opportunity

We often talk about thinking out-of-the-box, but do little to back it up. If every job seeker is taught the same elite level tactics by elite coaches, no one has a meaningful advantage. To truly empower job seekers, elite coaching must evolve beyond tactical instruction toward something deeper – empowering individuals to develop awareness, positive engagement, and strategic openness to opportunity.  And one concept that deserves greater attention is synchronicity.  When integrated with traditional job search methods, synchronicity awareness provides job seekers with an out-of-the-box, proven, competitive advantage. 

Synchronicity in Career Development

The concept of synchronicity was introduced by Swiss psychologist Carl Jung in the 1920’s.  Author Deepak Chopra expanded on this and writes, “When you become aware of a synchronicity event and take action on it, it can become a synchro-destiny event.  Life-changing.”  

It’s more than just paying attention and being on the lookout for meaningful coincidences.  It’s taking the necessary action to take advantage of them. Yes, Frank Fox was, coincidentally, just  four hours away from me.  Synchronicity.  But it became a synchro-destiny event only after my five phone calls to him – pleading to meet him in person.  I did not want to simply send a sample of my product as Frank suggested. 

As a result, when we met, we did not discuss NASS or my product.  We discussed the possibility of forming a new association. That would not have happened if I just mailed him the product.  Same for job seekers – recognize and act on meaningful coincidences (synchronicity events) to land the right jobs.

These experiences are more common than many career professionals realize.  However, most coaching models fail to teach clients how to recognize, interpret, or act on them.  But when job seekers are coached to become more aware of meaningful coincidences, they often:

  • Confidently discover opportunities earlier
  • Build relationships organically rather than transactionally
  • Enter hiring processes before roles are publicly posted
  • Connect with decision-makers rather than automated systems
  • Remain highly engaged in the job search process no matter what

 

Real-Life Examples of Synchronicity in Job Campaigns

Example 1: The Conference Conversation

Briana, a marketing professional attended an industry conference in Boston, primarily for learning. During a coffee break, she ‘started up’ a conversation with another attendee about emerging industry trends.  The conversation revealed that the other individual was the VP of Marketing at a rapidly growing company preparing to expand its digital team.  Within three weeks, Briana was hired for a role that had not yet been posted publicly. Synchronicity – Synchro-destiny.

Example 2: The Random Reconnection

Aiden, an accounting professional unexpectedly ran into a former college classmate at a gym. His classmate just happened to be visiting for a week and just happened to select this gym to work out at.  During casual conversation, he mentioned he was considering leaving his current company.  The classmate revealed that his firm was relocating to the area and searching for someone with exactly his background.  That conversation ultimately led to a senior role with a significant salary increase.  Synchronicity – Synchro-destiny.

Example 3: Following an Intuitive Lead

Sophia, a software engineer felt drawn to learn more about a small startup she had heard about on a podcast she’d never listen to before.  Although no jobs were listed, she reached out to the founder with thoughtful questions about the company’s mission. The founder replied that they had been discussing the need for someone with exactly her skill set.  Within two months, she joined the company as its first senior engineer.

Teaching Job Seekers to Recognize Meaningful Coincidences

Career coaches can incorporate synchronicity awareness without abandoning proven job search techniques.  In fact, the two approaches complement each other.  Some practical methods include:

  • Encouraging Intentional Curiosity

When job seekers are proactively engaged, they explore industries, attend events, and initiate conversations without rigid expectations.  They up their game by becoming more mindful, curious, and resourceful, knowing the Law of Averages will kick in and present them with meaningful coincidences to act on.  Curiosity expands opportunity.

  • Acting on Subtle Opportunities

Many job seekers ignore small opportunities because they are conditioned to.  For instance, in an elevator, we’re more conditioned to look up at the light showing the floor numbers, rather than striking up a conversation with the other person on the elevator.  Perhaps a missed synchronicity event. It might require going out of our comfort zone, but confident and determined job seekers are inspired to do just that.  Out-of-the- box thinking/acting requires a little discomfort.  

The Role of Career Coaches in the Next Evolution of Job Search

Career coaches and employment professionals are uniquely positioned to redefine how job searches are conducted moving forward.  In addition to focusing on AI, digital strategies, and whatever new resume and tactical instruction the process involves, something more is need for that .04 second “winning” advantage.  Strategies the competition doesn’t have and ones most coaches don’t teach. 

 

Changing Lives: Return and RISE

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

Since the beginning of January 2026, PARWCC and 20 of its Certified Professional Career Coaches (CPCC) have been participating in a pilot career-coaching program with The Labor Club (TLC). 

I would like to thank the CPCC volunteers who selflessly and generously gave of their time and resources to work with their clients, offering passion, empathy, and professionalism, while empowering expecting and new mothers who have experienced involuntary job loss to return to the workforce with confidence. 

  • Angelina Beck (Maikova) 
  • Sunny Collins 
  • Sara Camilo 
  • Keisha Edwards
  • Arissa Freeman
  • Ashley Jarrell
  • Carl Lackstrom
  • Elissa Mahendra
  • Kerry O’Hara
  • Dee Partee-Grier 
  • Terry Randall
  • Ellen Sears 
  • Karen Sharp-Price
  • Kristen Stewart
  • Sara Sutler-Cohen, Ph.D. 
  • Matt Trecannelli
  • Jessica Visek 
  • Reena Washington
  • Debra Wheatman
  • Trina Wilson Edwards

 

The Program

This partnership between PARWCC’s CPCCs and The Labor Club included a 12-week pilot career-coaching program to deliver free, holistic, identity-informed, and flexible career-coaching support to women who have experienced involuntary job loss while pregnant, on leave, or within one year postpartum. 

The 20 CPCC volunteers coached their clients over three months, in six 45-minute sessions totaling just over four hours. As a bonus, this time frame also enabled any CPCC students who wished to be a part of the program to complete their required four hours of documented coaching time, helping them achieve that milestone for CPCC testing. 

Additionally, I delivered three initial webinars focused on résumé development, confidence-building, and ‘Ask Me Anything’. 

 

Diane’s Whole-Person Theory

We live in a world where not everything can be known or controlled. As a MoM and Grandmother, I recognize that clients who are laid off while pregnant or postpartum are not just looking for a job—they’re rebuilding their whole lives. This resonates directly with my / Diane’s Whole-Person Theory — the idea that a job seeker brings all of themself to the job search: they bring their family, fears, ambitions, and identity. Motherhood profoundly shifts identity, and CPCCs took on the role of coaching these clients through a real-life transformation.

Uncertainty is not a sign of personal failure. It is a fundamental part of what it means to be human as we navigate the unpredictable, the ambiguous. And today’s employment market is extremely unpredictable and volatile. This understanding makes us problem solvers. 

I believe people engage in a job search as whole people. Their careers, families, personal circumstances (divorce, financial difficulties, sick parents, new babies, volunteer activities, disabled family members, illness, death, school, career changes), faith-based beliefs, fears and concerns about seeking new employment or advancing in their careers, and other aspects of their lives all permeate their job searches. And mothers who lose their jobs while pregnant or postpartum know this deeply. I coach clients to determine for themselves what is important in their lives and careers, considering factors such as a high quality of life, career satisfaction, and a commensurate salary.

Many TLB clients experience grief in their career management, including job loss, financial difficulties, despair, and uncertainty. This, combined with the joy of a new baby and a new life, and the responsibilities of raising the child in today’s employment market, may lead to stress and anxiety. Often, self-worth deflates alongside “rejection” letters and ghosting after applying for positions or completing interviews.   

Some of their questions and concerns included:

  • Are my skills still useful since I’ve been out of the workforce?
  • How do I know I can still contribute something valuable?
  • Am I “just a mom” now that I’ve lost touch with the previous career-oriented side of me?
  • What do I want to be when I grow up? My values have changed.
  • Does the workforce even want me now that I’ve been out of the game?
  • How do I field questions about my choice to stay at home with my baby?
  • The job market is competitive right now. How do I remain confident in my skills?

The CPCCs delivered career coaching to fit their client’s needs, including identifying goals, values, motivational factors, completing a DISC assessment, and preparing a career management action plan. Some also worked with their clients to build their résumés and LinkedIn profiles, tighten their brand statements, and prepare for interviews. And, some worked with their clients to consider entrepreneurial ventures to create stay-at-home jobs. They worked with their clients to build a budget, if needed, and to determine short- and long-term career management and job search trajectories. They coached their clients to discover new directions and explore different industries. They built confidence and empowered their clients to navigate the complexities of managing motherhood in the job market and to think positively.  

My CPCCs delivered exceptional services to the TLB clients, managing through a range of concerns and issues.

 

DISC

As a collaborative volunteer initiative, I would also like to thank Jane Roqueplot. Several DISC assessments were generously donated by Jane at ProfilingPro.com. This assessment tool engages clients in a validated, reliable DISC assessment of Communication Style and Behavior Traits. CPCCs also gained access to the DISC as students in the CPCC program to help them become familiar with the tool.   

The Communication Style and Behavioral Strengths (DISC) Assessments are effective in client discovery. This tool can provide accurate information about a client’s interpersonal and soft skills, as well as their career direction. The tool is helpful for résumé development, understanding a client’s communication style, identifying their strengths and areas that may need improvement, and understanding how they work alongside people with different behaviors and communication styles, which is very helpful for coaching a client who is engaged in networking and interviewing. 

 

About The Labor Club

The Labor Club has about 500 members from across 40 states, most of whom have been financially destabilized while growing their families. TLC was established as an online community in November 2023 and obtained tax-deductible status in December 2024. The group has been recognized in Fortune, Fast Company, and Business Insider as an “amazing resource” for women who’ve lost their jobs while pregnant.

News from PARWCC!

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

 

News from PARWCC!

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

 

Insights from the 2025 Recruiter Nation Report

Written by PARWCC Leadership Team on . Posted in Blog.

Written by Mark Misiano

Introduction

Every year, headlines attempt to simplify the labor market into a single narrative. One month the market is booming; the next month it is collapsing. Job seekers hear contradictory advice from media, recruiters, and well-meaning colleagues.

Career services professionals know the reality is far more nuanced. Members of the Professional Association of Résumé Writers and Career Coaches (PARWCC) understand the disconnect between job seeker expectations and employer decision-making. 

Our industry exists because most professionals cannot easily interpret the signals coming from the hiring market. Recruiters, hiring managers, and talent acquisition leaders operate inside systems and processes that job seekers rarely see. Without that visibility, many candidates (and even some advisors) continue to rely on outdated assumptions about how hiring works.

The 2025 Recruiter Nation Report, based on a nationwide survey of more than 1,200 U.S. recruiters and HR leaders, offers one of the most comprehensive snapshots of those internal hiring dynamics.

What emerges from the report is not a story of collapse or stagnation, but of recalibration. As the report explains:

“After years of whiplash in the hiring market, 2025 hasn’t brought stability so much as another chapter of change… hiring remains resilient… today’s shifts are less about collapse and more about recalibration.”

Recruiters themselves emphasize that hiring is still active and evolving rather than disappearing.

“The story of hiring in 2025 isn’t one of contraction—it’s one of evolution. Recruiters are adapting, recalibrating, and in many cases, leading the charge on how work gets done.”

For PARWCC members – résumé writers, career coaches, job search strategists, interview coaches, and workforce professionals – these insights are far more than academic observations. They shape the advice we give clients, the strategies we teach job seekers, and the value we provide as professionals guiding people through career transitions.

This white paper is intended to examine several key findings from the report and interpret them specifically through the lens of career services practice.

A Hiring Market Defined by Evolution, Not Collapse

One of the most important takeaways from the report is that the hiring market is far more resilient than public narratives suggest.

According to survey results, 70% of recruiters reported that hiring increased year over year, and the majority expect further growth ahead. Approximately 26% anticipate significantly more hiring in the coming year, while another 44% expect somewhat more.

From a recruiter’s perspective, hiring demand remains strong. Yet the market still feels challenging to many organizations. Nearly 47% of respondents say hiring will continue to be difficult, and recruiters consistently cite the same core pressures: competition between employers, candidate shortages, and rising expectations from job seekers.

In fact, recruiters describe their stress levels as being driven primarily by three factors: a lack of qualified candidates (47%), competition from other employers (37%), and a growing number of open roles to fill (36%).

For career services professionals, this data creates a paradox that should shape our coaching and writing strategies. On one hand, organizations need talent; on the other hand, they are struggling to identify candidates who clearly demonstrate alignment with their needs.

The gap between demand and clarity is precisely where PARWCC members create value.

The challenge for many job seekers is not simply finding opportunities. It is communicating their relevance within systems designed to filter large volumes of applicants quickly. When candidates present vague accomplishments or generic messaging, recruiters must invest additional effort to determine whether the individual is truly qualified.

Career services professionals help to close that gap by translating experience into language that aligns with employer expectations.

The Expanding Candidate Funnel

Another key insight from the report is that recruiters are actively attempting to widen their candidate pipelines. For the past two years, talent acquisition teams focused heavily on improving candidate quality. In 2025, priorities have shifted.

The report notes:

“After two straight years of prioritizing candidate quality, recruiters are now putting their energy into quantity instead. This year, simply getting more candidates for each open role jumped to the top of the priority list.”

This shift reflects a practical challenge inside recruiting departments. Even though hiring demand remains strong, recruiters often struggle to generate a sufficiently deep pool of viable candidates.

Applicant volume is improving overall, but pipelines remain relatively modest. The report indicates that most roles receive between 11 and 50 applicants, a figure that may surprise job seekers who assume every role receives hundreds or thousands of applications.

The number of applicants alone, however, does not guarantee successful hiring outcomes. As the report observes:

“More candidates doesn’t always mean better matches… recruiters are still walking the tightrope between volume and quality.”

For career coaches and résumé writers, this insight is particularly important. Many job seekers assume their primary challenge is simply competing against massive numbers of other candidates. In reality, recruiters are facing the opposite problem: a pipeline filled with applicants who do not clearly demonstrate the capabilities required for the role.

It’s a tough reality that demonstrates the value of strategic résumé writing and career coaching. When a candidate’s value proposition is clear, evidence-based, and aligned with employer priorities, that candidate immediately becomes easier for recruiters to identify and advance.

Artificial Intelligence Is Reshaping Recruiting Workflows

Artificial intelligence (AI) has quickly become one of the most transformative forces in talent acquisition. Recruiters are no longer debating whether to use AI tools – they are determining how to integrate them effectively. According to the report, 65% of organizations now use AI to augment recruiting technology, reflecting steady growth in adoption.

Importantly, AI adoption is not limited to experimental pilots. Recruiters report measurable benefits from these tools. Survey respondents identified several key advantages:

  • Faster time to hire (55%)
  • Improved candidate quality (53%)
  • Higher recruiter productivity (49%)
  • Better candidate experience (46%)

Beyond these operational improvements, AI is also changing how recruiters allocate their time.

Administrative tasks that once consumed large portions of the recruiting workflow (such as drafting job descriptions, managing communications, and screening initial applicants) are increasingly automated. As a result, recruiters are shifting their attention toward higher-value activities, including candidate engagement, strategic analytics, and recruiter training.

In practical terms, this means that recruiters are spending less time performing manual screening and more time evaluating candidates through deeper conversations and strategic assessments.

For career coaches and résumé writers, this adjustment on the part of recruiters carries important implications.

It reinforces the importance of preparing candidates not only to pass automated screening systems but also to perform effectively in human interactions with hiring teams. As AI removes administrative friction from recruiting workflows, the human elements of hiring – storytelling, credibility, alignment, and communication – become even more important.

It’s no longer enough to write high-quality documents for clients. Career coaches owe it to clients to prepare them for the interview process. PARWCC’s Interview Institute director and leader of the Certified Interview Coach program, Lili Foggle, said: 

“The résumé and LinkedIn profile might land the interview, but the interview lands the job. If we’re not preparing our clients to communicate their value and fit effectively during the interview process, we’re setting them up for failure.”

There should be a stronger emphasis on interview coaching in 2026 to position candidates as the best fit for the role. 

AI Governance and the Rise of Candidate Authenticity Concerns

The expansion of AI tools has also introduced new concerns for organizations.

Nearly 49% of organizations now have formal AI governance policies, while another 38% are actively piloting governance frameworks.

These policies exist for several reasons, including concerns around data privacy, bias, and regulatory compliance. However, one emerging challenge has received increasing attention: candidate fraud. The report explains:

“Candidate fraud is becoming an increasing concern as organizations struggle to discern fact from fiction in their candidate pools.”

This concern reflects a growing reality within the hiring ecosystem. Generative AI tools have made it easier than ever for candidates to produce polished but generic application materials that lack substantive evidence or authenticity. Robin Reshwan, director of PARWCC’s Certified Digital Career Strategist program, said recently: 

“AI is causing candidates to drown in a sea of sameness.” 

For recruiters, this creates an additional burden: determining which candidates genuinely possess the experience described in their materials.

For career services professionals, this trend toward “sameness” reinforces the importance of authenticity in career storytelling.

PARWCC members understand that the most effective résumé and career narratives are grounded in specific examples, measurable impact, and verifiable accomplishments. As recruiters grow more skeptical of generic or overly polished content, professionals who can help clients uncover and articulate their authentic experiences will become even more valuable.

The Rise of Skills-Based Hiring

Perhaps the most significant structural shift in hiring practices is the growing emphasis on skills rather than credentials.

The report reveals that 91% of organizations now evaluate candidates primarily on skills rather than degrees or job titles.

For some organizations, this shift is already widespread. Approximately 41% report applying skills-based hiring across most roles, while another 50% apply it selectively within specific parts of the organization.

Early adopters of skills-based hiring report several meaningful benefits. Nearly 65% say the approach improves candidate quality, while 51% report faster hiring processes. Additional benefits include stronger diversity within talent pipelines and greater opportunities for internal mobility and reskilling.

A chief people officer quoted in the report summarized the strategic logic behind this shift:

“Skills-based hiring future-proofs your organization. When you hire for adaptability and resilience, you’re building teams that can evolve with the business.”

However, the transition to skills-based hiring is not without challenges. Half of HR leaders report difficulty measuring or validating skills consistently, and many hiring managers still rely on traditional indicators such as job titles or educational credentials.

For career professionals, this shift highlights an important opportunity.

Helping candidates identify, articulate, and demonstrate their skills – particularly transferable skills – has become one of the most valuable services a coach or résumé writer can provide.

What These Trends Mean for the Career Services Industry

When viewed collectively, the findings from the 2025 Recruiter Nation Report reveal a hiring ecosystem undergoing rapid transformation.

Recruiters are widening their candidate funnels, integrating AI tools into daily workflows, and experimenting with new approaches to evaluating talent. At the same time, organizations continue to struggle with candidate quality, offer acceptance, and skills validation.

For PARWCC members, these developments highlight the growing importance of professional career guidance. Diane Hudson, the creator and program director of the Certified Professional Career Coach program, consistently says: 

“As a Career Coach, your clients may often think YOU will get them a new job. However, you may have to listen to some of their life activities to coach them to properly succeed and meet their career goals. Coaching crosses boundaries: Lifestyle affects career choices and decisions.” 

Job seekers are navigating a hiring system that has become significantly more complex than it was even five years ago. Recruiters rely on technology platforms, data analytics, and evolving evaluation frameworks that many candidates do not fully understand.

Career services professionals serve as interpreters of this system. We translate recruiter behavior into actionable strategies for job seekers. Coaches and writers help professionals present their experience in ways that align with modern hiring expectations. And we guide clients through the emotional and strategic complexities of career transitions.

Conclusion

The hiring market of the mid-2020s is not simply faster or more digital than previous eras. It is structurally different. 

Technology now influences nearly every stage of the hiring process. Recruiters rely on data, analytics, and AI-enabled tools to manage increasingly complex talent pipelines. Skills-based hiring frameworks are redefining how organizations evaluate potential employees.

But one thing remains constant: hiring is ultimately a human decision. 

As the report emphasizes, today’s recruiting environment combines technological efficiency with human judgment.

“AI, skills-based hiring, and smarter analytics aren’t just buzzwords anymore… these are the tools TA teams use to move faster, hire better, and prove their impact.”

For the career services profession, this moment represents both a challenge and an opportunity.

Professionals who rely on outdated assumptions about hiring will find it increasingly difficult to provide relevant guidance. But those who actively study recruiting trends and who translate those insights into practical strategies for job seekers will become indispensable advisors.

This is where organizations like PARWCC play a critical role. PARWCC provides a community where career professionals can share insights, stay informed about evolving hiring practices, and develop the expertise needed to guide clients through an increasingly sophisticated job market.

In a world where technology continues to reshape hiring processes, the need for informed, ethical, and strategic career guidance has never been greater. And that is precisely the work PARWCC members do every day.

Written by Mark Misiano

News from PARWCC!

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

 

News from PARWCC!

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