Tag: career

Career Development, Career Planning, Career Tips, jobs, networking, unemployment

The Cold Reality of Pivoting Careers While Unemployed

Angela Malagon

Pivoting careers is never easy. It’s a process that requires re-branding yourself, learning new skills, and often convincing hiring managers that your experience is transferable. Doing all of that while unemployed? That’s a whole different challenge—and one that many professionals, myself included, are facing right now.

The Stigma of Extended Unemployment

No matter how much we talk about breaking the stigma of gaps on a résumé, the reality is that being out of work for an extended period does raise questions in the eyes of employers. Algorithms in applicant tracking systems often filter out resumes with career breaks, and even when you do get in front of a recruiter, there’s sometimes an unspoken bias: “Why hasn’t anyone else hired you yet?”

This can make it even harder to pivot into a new career direction, where you’re not only battling the unemployment bias but also trying to prove you belong in a new function or industry.

The Hard Truth: Sometimes You Have to Step Back to Move Forward

One of the cold realities of job searching after a long unemployment stretch is that you may need to accept a step back—whether in title, pay, or both—to land your next opportunity.

That doesn’t mean you’ve failed. In fact, it can be a strategic choice. Sometimes a lateral or downward move is exactly what you need to:

  • Rebuild momentum in your career.
  • Gain exposure to a new industry or skill set.
  • Prove your adaptability and resilience.

Think of it less as a setback and more as a reset button—an intentional move to get yourself back in the game.

Why Networking Beats Applying in Today’s Market

The job market is more oversaturated than ever. Hundreds of qualified candidates apply for a single opening, and most never hear back. Submitting applications into the void isn’t a strategy—it’s a drain on your energy and confidence.

Networking, on the other hand, changes the game. Conversations open doors that applications can’t. Whether it’s a coffee chat, an informational interview, or a simple message on LinkedIn, relationships are where opportunities live. As the saying goes: people hire people, not résumés.

Some of the most effective networking tactics I’ve seen include:

  • Reconnecting with former colleagues who know your value.
  • Reaching out to people in your target industry to learn (not just to ask for a job).
  • Participating in professional groups, associations, or virtual meetups.
  • Contributing publicly—sharing insights, writing posts, or commenting thoughtfully—so your expertise stays visible.

Shifting the Mindset

The hardest part about this process isn’t the applications, the rejections, or even the interviews. It’s the mindset shift. Accepting that your next step may not be a perfect upward trajectory can sting. But when you reframe it as a strategic career pivot rather than a failure, the path forward becomes clearer.

Resilience, humility, and adaptability are not just buzzwords—they’re survival skills in today’s market. And they’re also the very qualities that make you an asset to future employers.

A Call to Those in the Same Boat

If you’re navigating unemployment while trying to pivot careers, know this: you’re not alone. Many talented professionals are walking this road right now. The oversaturated market doesn’t diminish your skills, your experience, or your worth.

What it does mean is that strategy matters more than ever. Be open to redefining success, willing to take a step back if it sets you up for future growth, and bold enough to lean on your network instead of going it alone.

Because sometimes the most important part of a pivot isn’t the direction of the move—it’s the fact that you keep moving.

Recruiting Tips

How to Sell Yourself in an Interview When You’re Not Good at Talking About Yourself

Angela Malagon

Job interviews are often as much about selling yourself as they are about showcasing your skills and experience. But what if you’re someone who struggles with talking about yourself, or you feel uncomfortable boasting about your achievements? You’re not alone. Many people find it difficult to promote themselves, especially in a formal setting where it feels like a “performance.”

The good news is that there are ways to overcome this challenge and confidently present your strengths in an interview, even if talking about yourself feels unnatural. Here’s how to do it:

1. Shift the Focus to the Value You Bring

Instead of framing your experience as “bragging,” think of it as a conversation about how you can contribute to the company’s success. Rather than saying, “I’m great at problem-solving,” reframe it like this: “In my last role, I was able to reduce operational costs by 20% through identifying inefficiencies in the workflow.” This shifts the focus from you as an individual to the tangible value you provided. You’re not just talking about yourself—you’re demonstrating how your skills can benefit the employer.

2. Use Stories to Showcase Your Skills

One of the easiest ways to talk about your strengths without feeling like you’re showing off is by telling a story. People connect with stories much more than they do with abstract statements. When asked about your strengths or past experience, consider using the STAR method: Situation, Task, Action, Result. Instead of saying, “I’m a great team player,” tell the interviewer about a time you collaborated with a team to solve a problem and the positive outcome that resulted. By framing your experiences this way, you highlight your value in a natural and relatable manner.

3. Prepare and Practice—But Keep It Conversational

The more you practice talking about your achievements, the more comfortable you will become with it. Try writing out a few key points about your background and successes, then rehearse them until you can say them comfortably without sounding rehearsed. But don’t make it sound like a script—interviews are about conversation, not a monologue. Focus on being authentic and conversational rather than robotic.

4. Embrace Humility, But Don’t Understate Your Impact

It’s natural to feel humble, but undervaluing your contributions can hurt your chances. In interviews, balance humility with a clear acknowledgment of your successes. It’s not about bragging; it’s about being honest and factual. Instead of downplaying your accomplishments, share them in a way that highlights the impact they had on the team or organization. You can say, “I’m proud of the work we did as a team to increase revenue,” while still owning your role in the outcome.

5. Know Your Strengths (And Be Ready to Explain Them)

It’s easy to get stuck in the mindset of “I don’t know what I’m good at.” But everyone has strengths. Take some time to reflect on your past roles—what are the moments when you’ve excelled? What feedback do you often receive from colleagues or managers? By knowing your strengths and being able to talk about them clearly, you’ll feel more confident and prepared in an interview. And if you’re not sure about your strengths, consider asking a colleague, mentor, or friend to help you identify them. Their perspective might surprise you.

6. Be Authentic

One of the most compelling ways to sell yourself is by simply being yourself. It’s easy to fall into the trap of thinking you need to be someone you’re not in an interview, but authenticity resonates. If you’re passionate about something or you’ve faced challenges, share that. Employers value honesty and transparency, and they are looking for people who are both competent and genuine. Don’t be afraid to show your personality, as long as it aligns with the professional tone of the interview.

7. Turn Weaknesses into Strengths

If you’re worried about a weakness or gap in your experience, own it—but also show how you’re working to overcome it. For example, if public speaking isn’t your strong suit, talk about how you’ve been taking steps to improve, such as attending workshops or volunteering for presentations. By showing self-awareness and a proactive attitude, you demonstrate growth and resilience.

8. Remember, It’s a Two-Way Street

Finally, remember that an interview is as much about you evaluating the company as it is about them evaluating you. You’re not just “selling” yourself to the company, but also determining if this job and company align with your values, goals, and work style. Approach the conversation as a dialogue, and that mindset will help take the pressure off of “selling” yourself.

Final Thoughts:
If you’re not good at talking about yourself, it’s okay. But that doesn’t mean you can’t effectively communicate your value during an interview. With a little preparation, practice, and the right mindset, you can confidently share your strengths and experiences in a way that feels authentic and impactful.

Ultimately, you don’t have to be perfect at talking about yourself. Just be honest, be prepared, and focus on how your unique skills and experiences can contribute to the success of the team and the organization.

Good luck!

Recruiting Tips

How to Be a Great Recruiter: Skills, Mindset, and Habits That Set You Apart

Angela Malagon

Recruiting isn’t just about filling jobs. It’s about building relationships, understanding people, and connecting the right talent to the right opportunity at the right time. A great recruiter isn’t measured solely by how fast they can close a role but by the quality of their hires, the trust they build, and the long-term impact they have on an organization’s success.

Whether you’re new to recruiting or a seasoned pro, here are the pillars that separate good recruiters from great ones:

1. Master the Art of Listening

The best recruiters talk less than they listen. This means:

  • Asking open-ended questions.
  • Understanding both what the candidate says and what they mean.
  • Listening to hiring managers beyond the job description to uncover what they truly need.

When you listen deeply, you can match skills, personalities, and career goals in a way that drives retention and satisfaction.

2. Be a Relationship Builder, Not a Transaction Closer

Recruiting is about people, not just positions. Great recruiters:

  • Stay connected with candidates even after they’ve landed a job.
  • Keep in touch with hiring managers between openings.
  • Build a talent pipeline before it’s needed.

When trust is your currency, people remember you — and they’ll call you first when they’re ready for their next move or have a hiring need.

3. Understand the Business Inside and Out

A recruiter who knows the company’s industry, products, challenges, and competitors will:

  • Ask smarter screening questions.
  • Better align hires with strategic goals.
  • Earn the respect of hiring managers as a true partner, not just a service provider.

4. Balance Speed with Quality

Speed matters — hiring managers don’t like empty seats. But great recruiters don’t sacrifice quality for the sake of quick wins.

  • Use data to track time-to-fill and quality-of-hire.
  • Present well-vetted candidates, not just anyone who looks good on paper.

Remember: a fast hire who fails costs more than taking a little extra time to find the right fit.

5. Be a Champion for Diversity, Equity, and Inclusion (DEI)

A great recruiter actively works to remove bias from the hiring process. That means:

  • Sourcing from diverse talent pools.
  • Using inclusive language in job descriptions.
  • Educating hiring teams on equitable hiring practices.

Inclusive hiring isn’t just the right thing to do — it’s a business advantage.

6. Leverage Technology, But Stay Human

AI sourcing tools, applicant tracking systems, and recruitment marketing platforms can save time — but they’re not a substitute for the human touch.

  • Use tech to automate repetitive tasks.
  • Spend freed-up time on relationship-building, market research, and candidate engagement.

7. Keep Learning and Adapting

The job market changes fast — skills in demand today may be outdated tomorrow.

  • Stay on top of hiring trends and salary benchmarks.
  • Learn new sourcing strategies.
  • Invest in professional development to stay sharp.

8. Be Transparent and Communicative

One of the biggest complaints from candidates is ghosting. Great recruiters:

  • Keep candidates updated, even if there’s no news.
  • Give constructive feedback when possible.
  • Set realistic expectations on timelines and next steps.

A little communication goes a long way in building your reputation.

Final Thoughts

A great recruiter is part detective, part salesperson, part coach, and part cheerleader. They’re curious, empathetic, strategic, and relentless in the pursuit of matching the right talent to the right opportunity.

If you want to stand out in recruiting, focus on the people, the process, and your own professional growth. That’s the real secret to long-term success.

Recruiting Tips

Transferable Skills: The Secret Weapon in Selling Yourself as a Job Candidate

Angela Malagon

How to confidently communicate your value—even if you’re pivoting careers, returning to work, or feeling “underqualified”

When it comes to landing your next job, talent alone isn’t enough. Your skills matter—but so does your ability to clearly communicate how those skills solve problems, create impact, and align with the needs of the employer.

Whether you’re switching industries, reentering the workforce, or applying for a role that feels like a stretch, the key to standing out is learning how to leverage and sell your transferable skills.

Let’s break it down.

What Are Transferable Skills?

Transferable skills are abilities and strengths that carry over from one job or industry to another. These can be hard skills (like data analysis, project management, or budgeting) or soft skills (like leadership, communication, and adaptability).

They’re the universal tools in your professional toolbox—ready to be applied in different settings.

Examples include:

  • Project management
  • Cross-functional collaboration
  • Training and mentoring
  • Problem-solving
  • Digital literacy
  • Strategic thinking
  • Customer service
  • Conflict resolution
  • Change management
  • Emotional intelligence

Why Transferable Skills Matter More Than Ever

In a job market that’s constantly evolving—thanks to AI, remote work, and industry disruptions—employers value adaptability. They want to hire people who can jump in, learn quickly, and make an impact, even without traditional experience in the role.

That’s why transferable skills are gold. They demonstrate:

  • Your ability to evolve and grow
  • Your potential to succeed in new environments
  • Your readiness to take on challenges without being spoon-fed

Selling Yourself: It’s Not Bragging—It’s Clarity

Many job seekers downplay their achievements, especially when pivoting or applying to roles outside their previous experience.

But here’s the truth: If you don’t sell your story, someone less qualified will—and they’ll do it with confidence.

Here’s how to sell yourself effectively:

1. Translate Your Experience

Frame your past work in the language of your new target role. For example:

  • “Managed a classroom of 25 students” → “Led training sessions and conflict resolution with diverse groups under pressure”
  • “Handled customer complaints” → “Demonstrated empathy, active listening, and real-time problem solving in high-stress scenarios”

2. Connect the Dots

Don’t assume the hiring manager will automatically see how your experience fits. Spell it out. A simple sentence like:

“While I haven’t worked in SaaS before, my experience leading process improvements in fast-paced retail operations is directly aligned with this role’s focus on efficiency and customer success.”

3. Use Data and Impact

Whenever possible, quantify your wins:

  • Reduced onboarding time by 30%
  • Trained 15+ new hires with a 90% retention rate
  • Managed a $200K budget with zero overages

These metrics matter across industries.

4. Own Your Unique Perspective

Your background may be exactly what the team needs—a fresh viewpoint, untapped market insight, or hard-earned resilience. Stop apologizing for your path. Start positioning it as your edge.

Final Thoughts: Confidence is Contagious

Hiring managers don’t just hire resumes. They hire people they believe in. And people believe in those who believe in themselves.

So yes, update your resume and polish your LinkedIn. But most importantly—practice telling your story out loud. Speak your value until it becomes second nature. Focus on impact, not just job titles. And always remember:

Your transferable skills aren’t a fallback plan—they’re your competitive advantage.

Call to Action:

Have you successfully pivoted using transferable skills? Or struggling to identify your own? Drop a comment below or reach out—I’d love to hear your story. 👇

#JobSearchTips #TransferableSkills #CareerPivot #PersonalBranding #ConfidenceInCareer #HiringAdvice #CareerDevelopment #SellYourself #FutureOfWork #LinkedInTips

Recruiting Tips

How Recruiters Can Successfully Pivot Their Careers

Angela Malagon

From Talent Scouts to Strategic Powerhouses: Making the Shift with Transferable Skills

Recruiting is more than just filling jobs—it’s relationship building, strategic thinking, data analysis, marketing, and storytelling rolled into one. So what happens when a recruiter wants to make a career pivot? The good news is: you’re already armed with a powerhouse of transferable skills.

Whether you’re burned out from chasing reqs or ready to explore new challenges, recruiters are uniquely positioned to pivot into a wide range of roles across HR, operations, marketing, sales, and more.

Here’s how recruiters can make a successful career shift—and where your skills can take you.

🎯 First, Let’s Talk Transferable Skills

Recruiters wear many hats, often without even realizing how versatile their toolkit is. Here’s a breakdown of recruiter skills that apply across industries:

  • Stakeholder Management: Collaborating with hiring managers? That’s project management and client service experience.
  • Data Literacy: Analyzing time-to-fill, pipeline conversion, and source effectiveness? That’s analytics and business intelligence.
  • Sourcing + Research: Boolean searches and candidate deep-dives? That’s market research and investigative prowess.
  • Employer Branding: Crafting job descriptions and marketing roles? You’ve been in marketing this whole time.
  • CRM/ATS Tools: Familiar with systems like iCIMS, Workday, Greenhouse, or LinkedIn Recruiter? You’re already fluent in modern tech stacks.
  • Negotiation & Influence: Convincing a candidate to accept an offer and a hiring manager to compromise? That’s sales and stakeholder alignment.
  • Process Improvement: Streamlining interview workflows? You’ve been in operations all along.

🌱 Potential Career Paths for Recruiters Looking to Pivot

Here are some popular directions recruiters can grow into—without starting from scratch:

1. People Operations / HR Generalist

If you enjoy shaping the employee experience beyond the interview process, people ops is a natural move. You’ll use your stakeholder engagement, onboarding, and compliance knowledge to drive employee engagement and HR programs.

2. Talent Development / L&D

Love coaching candidates and helping them grow? Learning & Development could be a great fit. You already understand career paths, skills development, and how people learn.

3. Project or Program Management

Recruiters juggle req loads, timelines, and conflicting priorities daily—that’s classic project management. If you’re organized and data-driven, formalizing those skills through a PM role (or CAPM/PMP certification) could unlock major opportunities.

4. Marketing (Content or Employer Branding)

Recruiters are brand storytellers. If you enjoy writing job ads, managing social posts, or crafting outreach campaigns, a pivot into marketing, especially employer branding or content creation, could be seamless.

5. Customer Success or Sales

You’re already selling roles to candidates. Why not sell products or services? Recruiters with strong interpersonal skills and solution-oriented thinking thrive in client-facing sales or customer success roles.

6. Diversity, Equity & Inclusion (DEI)

If you’ve been driving inclusive hiring practices, a move into DEI allows you to scale that impact across the entire employee lifecycle.

7. HR Tech / Talent SaaS

Worked with tools like Greenhouse, Eightfold, or Beamery? Many recruiting platforms need customer advocates, implementation specialists, or product managers who deeply understand the recruiter’s experience.

🧭 Tips for Making the Pivot

  • Audit Your Skills: Use a tool like a skills matrix to map what you do today to what’s needed in your target role.
  • Upskill Where Needed: A short course on SQL, digital marketing, or agile PM can bridge the gap.
  • Tell a Compelling Story: Frame your pivot as a natural progression—not a departure. Highlight the impact you’ve made and how those skills apply in new contexts.
  • Rebrand Your Resume + LinkedIn: Tailor your profile and resume with the new career in mind. Swap out “recruiter-speak” for industry-aligned terms in your desired field.
  • Leverage Your Network: Use your sourcing skills on yourself—reach out, set up chats, and ask for referrals or advice from people in your target role.

💡 Final Thought: You’re Not Starting Over

Recruiters are uniquely equipped to pivot because we already operate at the intersection of people, data, and business strategy. Your next career move isn’t a leap—it’s a pivot built on a strong foundation of impact and insight.

You’ve helped hundreds of people land the right roles. Now it’s time to do the same for yourself.

Ready to pivot? Share in the comments what path you’re exploring, and let’s crowdsource support for recruiter career changers. 💼✨