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Category: Careers and Employment
Choosing the wrong career path is a setback, but it’s not an impossible setback to come back from. The key is to realize that you’ve made a wrong decision, identify why it happened, and then put together a plan for moving forward.
A career misstep doesnât mean failure. Itâs an opportunity to learn more about yourself, your strengths, and what truly fulfills you. The sooner you recognize the warning signs, the quicker you can course-correct and find a path that aligns with your skills and passions.
Are you worried that you chose the wrong career? Here are four signs you made the wrong career choice, and what you can do about it…
You’re Not Enjoying Your Work
Those who achieve career success usually find their jobs personally fulfilling and love to find ways to solve the challenges that come with the job. Work should challenge and engage you in ways that feel rewarding and enjoyable. If you find yourself dreading Mondays and counting down the hours until the workday ends, it may be time to reassess whether your current path aligns with your strengths and passions.
Remember, preferences are different for different people and therefore it would be unwise to choose a job just because others have had success with it. What you must do is choose a career that perfectly matches your aptitude and skills. Do not be pigeonholed into a specific career just because someone you know is happy in it, or you may end up frustrated.
You’re Not Performing Well
The most important factor that determines one’s career growth is work performance. Employees who find ways to save or make the company money tend to produce the most results and position themselves for a promotion.
Struggling to meet expectations despite your best efforts could be a clear sign that you chose the wrong career. Are your superiors unhappy with your performance? Is your work performance gradually degrading? If tasks that once seemed manageable now feel overwhelming or uninteresting, and you constantly feel disengaged or unmotivated, your career path may not align with your strengths or passions.
You’re Not Satisfied With Your Role
Even if you have senior status at work, you might still feel frustrated with your job responsibilities. Remember, job satisfaction is one of the key factors in building a successful career. If you’re not satisfied at work, you could try to have a career discussion with your boss to see if there are opportunities to change some of your job responsibilities. Just be sure to bring some ideas to the table and explain why changing your job duties would benefit the company.
However, it’s important to note that a lack of enthusiasm for your daily tasks can be a clear indicator that you chose the wrong career. If you find yourself constantly disengaged, dreading work, or feeling unfulfilled even after making adjustments, it may be a sign that the role itself doesnât align with your strengths or interests. While every job has its challenges, persistent unhappiness and dissatisfaction suggest it may be time to explore a different path that better suits your skills and passions.
You Have Lots Of Stress Or Anxiety
Stress and anxiety are common for almost everyone who works. However, stress that lingers beyond the workplace and seeps into your personal life is a major red flag.
If you find yourself constantly dreading work, losing sleep over job-related worries, or experiencing physical symptoms like headaches or fatigue, it could be a sign you chose the wrong career. A job should challenge you, but it shouldn’t leave you feeling mentally and emotionally drained every single day.
Choosing the wrong career isnât something you should be ashamed of. It happens to a lot of people. Recognizing that you chose the wrong career is the first step toward making a change that leads to greater fulfillment and success. Take time to reflect on what truly motivates you, explore new opportunities, and donât be afraid to pivot. A career shift might feel daunting, but staying in a job that drains you is far worse than taking a leap toward something better.
Need help with your career change?
Get access to our Free Resource Center today (no credit card required!).
The question “Is the resume dead?” might sound provocative, but itâs becoming increasingly relevant. Believe it or not, the traditional resume is quickly losing its importance in the hiring process. Why? Because companies are finding it harder than ever to trust them, and a new, more reliable system is already emerging.
Hereâs what you need to know to stay ahead of the curve.
Why Resumes Are Losing Credibility
The rise of AI tools like ChatGPT has made it easier than ever for job seekers to tweak their resumes to match job descriptions perfectly. While this may sound like a win for candidates, itâs been a nightmare for recruiters. Companies are flooded with resumes that look ideal on paper, only to discover during interviews that candidates donât quite match the skills and experience they claim. It’s almost impossible now to distinguish between truly qualified candidates and unqualified applicants who simply used AI to get past the ATS.
This growing issue has led many organizations to question the value of resumes entirely. When the information canât be trusted, the document becomes worthless.
A Shift Toward Evidence-Based Hiring
So, whatâs replacing resumes? Evidence-based hiring is taking center stage. In the past, the hiring process moved from a resume to an interview, where candidates could provide evidence of their abilities. Now, companies are looking to skip the resume altogether and jump straight into gathering evidence of a candidateâs skills and experience.
One way theyâre doing this is through asynchronous video interviews. These types of interviews allow candidates to answer pre-recorded questions on camera, giving employers a chance to evaluate them without scheduling a live interview. However, this approach has its downsides.
As a job candidate, you probably feel that asynchronous video interviews are impersonal and limit your ability to present yourself authentically. That’s because it is impersonal and, honestly, an unfair way to be evaluated. You have no control over your brand in these scenarios.
The Rise Of Video Evidence
The solution? Proactively providing evidence of your expertise through video content.
Platforms like LinkedIn, TikTok, and YouTube are making this easier than ever. LinkedIn, for example, has launched a video feature allowing professionals to share their skills, insights, and accomplishments directly with potential employers. Apps like McCoy already exist to help you tell your professional story to hiring managers on your terms.
Hereâs how the future of hiring might work with video authentication as the priority:
- Video Profiles: Instead of a written resume, you might create a video profile answering key questions about your skills, experience, and goals.
- Searchable Evidence: Advanced technology will allow recruiters to search video content for specific skills and match candidates to job descriptions.
- Eliminating Job Descriptions: Eventually, companies may input a job description into a tool that automatically finds the best candidates based on video profiles.
Video allows you to validate that you can do the job. This shift means youâll no longer rely solely on a piece of paper to prove your qualifications. Instead, youâll use video to authenticate your expertise and demonstrate your personality.
How To Prepare For The Death Of The Resume
The transition away from resumes is happening faster than you might think. By the end of this year, more companies will adopt video-based hiring processes. Hereâs how you can prepare:
- Embrace Video: Start practicing how to present yourself on camera. Share your expertise and answer common interview questions in short, engaging videos.
- Build Your Brand: Use LinkedInâs video feature, the McCoy app, or platforms like TikTok and YouTube to showcase your professional strengths.
- Leverage Resources: Donât worry if this feels overwhelming. There are free tools and training available to help you adapt.
Stay Ahead Of The Curve
The job market is changing rapidly, but you donât have to navigate it alone. To help professionals stay ahead, my team and I created a Free Resource Center filled with live podcasts, training materials, and strategies to succeed in this evolving landscape.
This shift might seem intimidating, but itâs also an opportunity. With the right preparation, you can stand out in a crowded job market and land the role you deserve.
The death of the resume is here, but the rise of video-based evidence is opening up new doors. Are you ready to step through them?
Good luck! Go get ’em.
LinkedIn recommendations are a tremendous asset to your job search. They can make your profile stand out and help you build credibility in your industry. They also act as social proof, showing that others value your skills, experience, and contributions. You can quickly and easily point a potential employer to your LinkedIn profile and they’ll be able to see verifiable references and recommendations of the quality of your work and the results you deliver.
Positive words can be powerful motivators. A strong recommendation highlights your accomplishments and provides insights into your work ethic, collaboration skills, and character. The key is to be strategic about who you ask to ensure their feedback aligns with your career goals and showcases your strengths.
So, how do you choose the right people to request a recommendation from? And how do you know if they’ll give you a good recommendation?
Here are five people you should ask for LinkedIn recommendations if you haven’t done so already!
1. The Happy Client
Whenever I have a client who reaches out to me to share how happy they were with our service, I always politely ask if I can share the feedback on my website or if they would consider giving me a recommendation on LinkedIn.
Do the same!
If you’re in sales and a customer or client loves your work, connect with them on LinkedIn and professionally request a recommendation. Don’t just use the filler info that LinkedIn puts in the request; ask them specifically what you’d like them to comment on. For example, if they were impressed with your problem-solving skills or your ability to deliver projects on time, encourage them to highlight those aspects. It will help the person you are requesting the recommendation from to write a focused and specific recommendation versus a generic or broad-based recommendation that may not have as much of an impact.
2. The Team Player
When you work in a team on a specific project and the collaboration is a success, that’s the time to ask your teammates to write a recommendation for you based on the outcome and collaboration of that specific project.
You can also return the favor; since you worked together you’ll be able to easily attest to their work ethic, problem-solving, communication, teamwork, fresh ideas, motivationâthe list goes on.
3. The Current Supervisor
Not everyone uses LinkedIn for their job search, and it’s not detrimental to your current employer to have them write a recommendation of your current accomplishments. It could actually be a great networking tool if you’re trying to find new contacts, new accounts, or new clients.
New connections and people who are considering connecting will read through your recommendations. So, if you’re on LinkedIn sourcing for new clients or accounts, then ask your current supervisor to comment on the positive impact you have now.
4. The Former Supervisor
It’s always best to never burn a bridgeâand even though it sometimes happens in cases where you left on good terms, it’s always a best practice to request a recommendation from a former employer.
A recommendation from a former employer is a powerful job search asset, and it’s especially impressive when companies are considering you for a new position. It shows that your past contributions were valued and that you left a positive impression, which speaks volumes about your professionalism and work ethic. Plus, a strong endorsement from someone who has directly managed you can provide unique insights into your skills and character that no resume or cover letter can fully capture.
5. The Board Or Volunteer Head
Are you an active member of a nonprofit or involved in volunteering for a great cause? Ask someone who oversees the organization to recommend you for the work you’ve been doing. Not only is this more positive PR for your profile, but it also shows your interest and desire to help others.
These recommendations highlight qualities like leadership, compassion, and commitmentâtraits that many employers find valuable. Plus, they demonstrate your ability to balance professional responsibilities with meaningful community contributions, painting a well-rounded picture of who you are.
LinkedIn recommendations are an opportuntiy to showcase your professional achievements and share your personal values and dedication to making a difference. By being thoughtful and intentional about who you ask and how you guide their feedback, you can create a LinkedIn profile that stands out and tells a compelling story about your career journey and the impact you bring to every role. So, start reaching out today and let your network help you shine!
Need help with your LinkedIn profile?
Get access to our Free Resource Center today (no credit card required!).
When it comes to navigating career problems, the truth might surprise you: there are only six. Thatâs right, after 20 years as a career coach and thousands of success stories, Iâve learned that every career challenge fits neatly into one of six categories. Recognizing which one youâre dealing with is the first step toward a clear solution.
The 6 Career Problems
At any given time, youâre likely grappling with oneâor maybe twoâof these issues. Hereâs the breakdown:
1. No Interviews
Youâre actively job searching but canât seem to land an interview. Applications go out, but responses? Crickets.
2. No Job Offers
Youâre getting interviews but not offers. You leave feeling optimistic, but no one is calling you back with good news.
3. No Recruiter Outreach
This issue is more common for senior professionals and executives. At higher levels, you expect recruiters to proactively reach out with opportunities, but the silence is deafening.
4. New Job Isnât Working Out
Youâve started a new position only to find itâs not what you were promised. Whether itâs unforeseen circumstances or a misaligned role, youâre feeling stuck.
5. Problems in Your Current Job
Maybe your once-dream job has turned toxic, or a sudden change in rules, management, or workplace dynamics has left you unhappy. Sometimes, you might even be the source of the problem.
6. No Career Plan
Youâve been too busy working to step back and strategize your career. Without a plan, youâre moving without directionâand missing out on long-term growth opportunities.
Whatâs Your Career Problem?
Identifying your specific challenge is the first step toward resolution. Once you pinpoint the issue, you can focus on the right strategies to overcome it.
Solving Career Problems With The GLOW Method
Navigating career problems can feel overwhelming and deeply personal, but the truth is, most issues can be solved using a straightforward approach. I developed a simple yet powerful four-step methodology called the GLOW Method to address any career problem.
When people come to me with their career stories, they often feel their problems are uniquely complex and confusing. But Iâm a problem-solver at heart, with a background in engineering that taught me the value of processes. Over the years, Iâve realized that the six fundamental types of career problems can all be addressed using the same four-step framework:
- G: Gain Perspective
- L: Luminate the Goal
- O: Own Your Actions
- W: Work It Daily
Letâs break it down.
Step 1: Gain Perspective
The first step is to gain clarity on whatâs truly happening in your situation. Often, career problems feel overwhelming because weâre too close to them to see clearly. By stepping back and analyzing the situation, youâll uncover “aha” moments that reveal where you might be misinterpreting events or overlooking key factors. This shift in perspective opens new doors and possibilities.
Step 2: Luminate the Goal
Next, itâs time to get laser-focused on what matters most. Career problems often arise when weâre distracted by too many options or letting emotions cloud our judgment. This step involves pinpointing the single most important goal you need to achieve right now. By “luminating” this goal, you create a roadmap for success and eliminate unnecessary distractions.
Step 3: Own Your Actions
Clarity leads to action. In this step, we focus on identifying high-impact activities that will drive results. Itâs about working smarter, not harderâconcentrating your energy on productive tasks that feel good and lead to tangible progress. By owning your actions, you take control of your career journey.
Step 4: Work It Daily
Finally, consistency is key. Tackling career problems doesnât require marathon workdays; itâs about committing to small, focused efforts every day. Even 15â30 minutes a day spent on your goal can produce incredible results. With the right hacks, tips, and tricks, youâll find the process not only effective but also manageable.
Free Resources To Support Your Journey
For two decades, Iâve used the GLOW Method to help thousands of people solve their career problems and achieve their goals. Itâs a proven system that simplifies the complex and delivers results.
To make this method accessible to everyone, my team and I have created a Free Resource Center packed with over $1,000 worth of signature materials. This includes access to live podcasts where I answer questions three times a week, plus recordings and other resourcesâall completely free (no credit card required).
If youâre ready to tackle your career problems and achieve the results you deserve, check out the Free Resource Center today.
Your career isnât an unsolvable puzzle. With the GLOW method, success is just a few steps away. Itâs time to stop overthinking, identify your specific challenge, and take actionable steps forward. Letâs tackle your career problems together.
Good luck! Go get ’em.
Nearly everyone, at some point in their career, will have to decide if they want to pursue a leadership role. However, many people focus their consideration […]
The post Are You Ready for a Leadership Role? Four Questions to Ask Yourself appeared first on Blog Job Hunting Career Management Solutions | CareerShift.
Are you one of the six out of 10 Americans who, according to Inc. Magazine, wants a new job in 2025? If so, do you have the tools to make that dream a reality? As a career coaching veteran with 20+ years of experience, I’ve helped thousands of professionals land better-paying jobsâeven during the ongoing white-collar recession. To help you succeed, Iâm sharing the five essential strategies that can transform your job search and help you secure a new role.
Bookmark this articleâitâs packed with actionable advice to help you unlock your career potential. Now, letâs dive into the five critical tools you need for success in todayâs competitive job market.
1. Identify Your Unique Value Add (UVA)
In a job market flooded with qualified candidates, your first task is to identify your UVA. This is how you articulate your ability to save or generate enough value for a company to justify the cost of hiring you.
Hereâs the key: Your UVA must demonstrate how you can provide a return of 130â140% of your salary. For instance, if youâre aiming for a $100,000 annual salary, you need to show how your work will generate $130,000â$140,000 in value. Without a clear UVA, youâll blend in with the crowd instead of standing out as the must-have candidate.
2. Create An Interview Bucket List
Job seekers often waste time applying to hundreds of positions online or using AI tools to submit applications en masse. This “spray and pray” approach rarely works.
Instead, become a job shopper by curating a targeted interview bucket list. Identify companies and hiring managers who align with your skills and career goals. By focusing your energy on a select list, you can strategically showcase your UVA to the right audience.
3. Master Backchanneling
Networking is no longer enough. What you need is a backchanneling strategyâa method to connect directly with hiring managers at the companies on your interview bucket list.
Backchanneling allows you to tap into the hidden job market, cutting through the noise and bypassing gatekeepers. Itâs smarter, not harder, and itâs a game-changer in modern job searches.
4. Develop A Connection Story
When all candidates appear equally qualified, your connection story becomes your differentiator.
This story should convey why youâre passionate about the companyâs mission, products, and customers. Hiring managers are drawn to candidates who demonstrate genuine enthusiasm and alignment with their organization. Lead with your connection story during backchanneling efforts to establish trust and set the stage for sharing your UVA.
5. Use A Job Matching Matrix
The job matching matrix is the ultimate job search hack for 2025. Itâs a simple yet powerful tool that compares your qualifications to the job description, line by line.
By presenting this matrix to hiring managers, you make their decision-making process easier. You eliminate guesswork by clearly outlining how your skills match their needs. Candidates who use this tool often find their interviews flow more naturally, making them stand out as the ideal hire.
Free Resource Center: Your Key To Success
If you donât have these five tools yet, donât worry. My team and I have created our Free Resource Center to help you master them. Inside, youâll find video training valued at thousands of dollarsâat no cost to you (that means no credit card required!). Youâll also gain access to my live podcast, where I answer questions and provide personalized advice three days a week.
The job market in 2025 will be challenging, but you donât have to face it unprepared. These strategies will shorten your job search, increase your earning potential, and position you for success.
Take the first step today. Explore the Free Resource Center, tune in to the live podcast, and unlock your potential. Together, we can make your job search smarter and more rewarding.
Good luckâgo get that new job!
Dermatologists are physicians who diagnose and treat patients with skin, mouth, hair, and nail disorders. After finishing medical school, they need to complete a year of clinical training, plus three to four years of residency in dermatology. Dermatologists who decide to practice a sub-specialty are required to go through an additional year of training.
According to the Medscape Dermatologist Compensation Report 2024, dermatologists are among the top earners of all physician specialties, with an average annual compensation of $479,000. This total compensation includes salary, bonus, and profit-sharing contributions.
Factors That Impact A Dermatologist’s Annual Salary & Compensation
Years In Practice
During the initial year of practice, a dermatologist’s salary is not as lucrative. Residents do not earn doctor-like salaries. According to ZipRecruiter, the median salary during the first year of practice is $376,749. A seasoned dermatologist can make well over $400,000.
Skills
Single-specialty group practices, multi-specialty group practices, and hospital employment are viable alternatives that dermatologists can opt for as a career path. The average salary for a dermatologist in outpatient care centers is $460,470 compared to an annual income of $302,940 when employed in a hospital.
Location
Salaries may vary for some reasons. Some major metropolitan areas have unusually high living costs and must offer substantial salaries or benefits to compensate. Many prairie states pay higher salaries to offset the disadvantage of their relatively harsh climate. Dermatologists from the Northwest have an average annual compensation range of $402,260 â $581,560 compared to those in other regions of the U.S.
Professional Reputation
Staffing firm Jackson & Coker reported an average salary of $327,260 for dermatologists, but an average of $65,452 in benefits raised total compensation to $392,712. Merritt Hawkins’ 2012 compensation survey found that 54% of bonuses were based on patient volumes, with 35% based on quality.
Dermatologist Salary, Compensation, And Medical Specialties
Here’s a more in-depth look at a few types of dermatologists:
Pediatric Dermatologists
Pediatric dermatologists are dermatologists who specialize in the treatment of skin diseases in children: conditions such as eczema, psoriasis, warts, dermatitis, or birthmarks. Many practicing pediatric dermatologists receive annual bonuses ranging from as low as $10,000 to as much as $150,000. Those who are working in the academic field get an average salary of $176,661 for assistant professors and $232,375 for full-time professors. A practicing pediatric dermatologist earns an average salary of $396,021 and reported a range salary from $340,894 to $462,260.
Cosmetic Dermatologist
The average salary for a cosmetic dermatologist in the U.S. is $376,749. However, the total compensation of a cosmetic dermatologist is very dependent on the quality of care.
Veterinary Dermatologist
A veterinary dermatologist is a veterinarian with advanced training in the treatment of a wide variety of animal skin diseases and disorders. Compensation may vary widely based on the level of experience in the field.
It is expected that experienced and more established dermatologists have the tendency to earn larger salaries. Indeed, the salary and compensation of a dermatologist is lucrative. This is the reason why a great number of young Americans envision a career as a dermatologist, in addition to wanting to help treat and cure individuals of skin, mouth, hair, and nail disorders.
However, it is also important to know that before you can earn hundreds of thousands a year, it is vital to go through several years of education, intense training, and additional learning to be a qualified and efficient dermatologist.
Overall, if you’re looking for a great, fulfilling career in the medical field, then dermatology could be the one.
Not sure what career is right for you? Take our FREE Career Decoder Quiz today!
Regroup and reprioritize your job search and/or career with information that you can actually use! As I’m sure you experienced, the week between Christmas and New Year is a void. Not much happens and it’s easy to lose track of what day it is. Sometimes, that carries over into early January. No worries. It happens. […]
The post Summary Sunday: Issue 576 appeared first on Career Sherpa.
Heading into a new year means getting your job search on the right track. Whether you are unemployed or employed and looking, you’ll want to use these pieces of job search advice. Job Search In 2025 Looking for a new job in 2025 will be different than it was a year or more ago. I […]
The post 22 Best Job Search Tips From the Experts for 2025 appeared first on Career Sherpa.
We work with people who are over 40 and looking for work, and we’ve seen a pattern in the âstrategiesâ of the older and unemployed. To put it simply, older job seekers have been beaten up, treated unfairly, and given so much (bad) advice that itâs hard to know what’s right, wrong, or even worth trying if you can get an interview.
We have one simple question we ask all of the older and unemployed professionals we coach: “Does it help you get hired or does it help you get eliminated?”
If you’re over 40 and unemployed, start asking yourself this question about everything you do in your job search. And remember, if what you are doing isnât working, change it! We want you to go to your next interview energized, confident, and prepared. We want you to get hired for a great job. So, we are going to give you the top three ways the older and unemployed overcompensate in interviews.
1. “I Have (Anything More Than 10 Years) Experience.”
We once coached a gentleman who told us he had 22 years of experience three times within the first five minutes of talking to us. We explained that no jobs advertise âover 20 years of experience required,” and every time he said he had â22 years of experience,â he was reminding a hiring manager that he was older and probably more experienced than the manager he would be working for. So, 22 years of experience helps you get eliminatedânot hired!
We decided he would never say those words again in an interview and would only focus on the 5-8 years of experience he had that matched the position he was applying for.
2. âIâve Done It All.â
Nothing says, âEven though Iâm new to your business, Iâll probably tell you how you can improve your systems and, oh yeah, Iâll be hard to train, too,â more effectively than this statement. Itâs like arriving at your interview in a yellow Corvette with your top three buttons undone (we are talking about dudes here), a thick gold chain, and too much cologne.
Remember, you are not there to be the most qualified candidate; you are there to be the perfect candidate. And, the perfect candidate has the right experience and appears to be moldable and trainable.
3. âI Just Need A Job Because I Have Bills To Pay.â
Unfortunately, your personal experience doesnât count in any of these categories. We have coached and talked to many older and unemployed professionals who were in need of a job. They had really heartbreaking circumstances. Things like needing to buy medication for sick children or just needing to pay rent. The advice we gave them was don’t play the pity card. Yes, it will generate some compassion from a hiring manager, but it won’t get you hired.
The truth is, hiring managers would love to help you if they could but they have to hire for experience, education, and fit, so focus on these and these only.
Being over 40 and unemployed can feel like an uphill battle, but itâs a challenge you can overcome with the right mindset and strategies. Remember, the key to success isnât overcompensating or leaning on your personal struggles; itâs about presenting yourself as the perfect fit for the role.
Highlight the skills and experiences that align directly with the job requirements, demonstrate your adaptability, and approach every opportunity with confidence and professionalism. Stay focused on what helps you get hired, adjust your approach as needed, and trust that your experience, when framed correctly, can be your greatest asset. With perseverance and a clear strategy, your next career opportunity is within reach.
Need more help with your job search?
Become a member today and learn how to earn more, stress less, and truly love what you do.
Being laid off multiple times can feel overwhelming, especially when it happens back to back. It’s a scenario that leaves many professionals struggling to articulate their experiences during job interviews. The truth is, while itâs natural to internalize blame, being laid off isnât necessarily a reflection of your abilities or worth. Hereâs how to reframe your perspective and confidently explain your situation.
Why Being Laid Off Feels Personal
The initial reaction to a layoff is often self-doubt. You might think, âIf I was good enough, they would have kept me.â But layoffs often have more to do with external factors than personal performance. Market shifts, company restructuring, or declining relevance of certain skill sets are common reasons people are let go.
When it happens a second time, the self-doubt can deepen. You might think, âLightning doesnât strike twiceâthis must be my fault.â However, the reality is that back-to-back layoffs often follow a pattern. For example, if you transitioned to a similar role after your first layoff, the second company may have faced the same challenges, leading to another layoff.
Understanding the Pattern
Hereâs a common scenario:
- Your skill set or department becomes less relevant to the organization, leading to a layoff.
- In your urgency to find a new job, you accept a similar role in a company facing similar challenges.
- The new employer eventually encounters the same issues as the first, resulting in another layoff.
This cycle doesnât mean youâre at fault. Instead, it highlights an opportunity to analyze the circumstances and make more strategic career moves.
How to Explain Back-to-Back Layoffs
When asked about consecutive layoffs in an interview, your goal is to show accountability and growth. Hereâs how you can craft your response:
1. Acknowledge the experience
Start with an honest reflection, framing it as a learning opportunity.
“If you had told me three years ago that Iâd experience two layoffs back to back, I wouldnât have believed you. But looking back, Iâve gained clarity about what happened and what Iâve learned from it.”
2. Analyze the situation
Demonstrate that youâve thoughtfully considered the circumstances and identified patterns.
“At my first company, there were signs that my departmentâs role was becoming less relevant. I stayed until I was laid off, and then quickly found a similar job. Unfortunately, I didnât realize that my new employer was facing the same challenges. That led to a similar outcome.”
3. Show accountability and growth
Explain how youâve adapted and what steps youâll take moving forward.
“Looking back, I can see two key lessons. First, I should have started exploring new opportunities as soon as I saw signs of instability at my first employer. Second, I should have broadened my job search to include roles where my skills could align with more stable, forward-looking organizations. These experiences have helped me refine my career strategy, and Iâm committed to finding a role where I can make a long-term impact.”
This response conveys intelligence, accountability, and a commitment to growthâqualities any employer values.
The “Experience + Learn = Grow” Model
This approach is rooted in the “Experience + Learn = Grow” framework, which ensures your answers are structured, articulate, and professional. It’s the best way to answer those tough behavioral questions in job interviews.
Using this method, you can:
- Share your story with confidence.
- Highlight what youâve learned.
- Showcase your ability to grow from challenges.
Your Next Step
If youâre ready to master tough interview questions like this, Work It DAILY offers the tools you need. Sign up for a 7-day free trial to access our interview prep program and learn how to craft responses that position you as a must-have candidate.
Being laid off multiple times doesnât define your careerâitâs how you respond and grow that truly matters. Use these strategies to turn past challenges into a compelling story of resilience and adaptability.
Good luck! Go get ’em.