You know that one colleague who always talks about their achievements? Always “networking,” always “visible”? Meanwhile, you’re sitting there thinking, “Why can’t my work just speak for itself?”

I get it. Self-promotion can feel uncomfortable, especially if you’re an introvert or someone who believes in substance over showmanship. But here’s the truth: if you don’t position yourself, someone else will.

Case in Point:

Meet Rajeev. A brilliant data scientist who developed an AI model that saved his company thousands of hours in analysis. But in meetings, Rajeev barely spoke about his contributions. His manager appreciated his work but never really saw him as “leadership material.”

On the other hand, his colleague, who was just as skilled but made sure to highlight their work strategically, got the promotion Rajeev was eyeing.

So, how do you showcase your value without feeling like you’re ‘bragging’?

The Fix

Keep a record of your key achievements Document your success stories with measurable outcomes. Numbers, impact, and real-world results speak louder than self-praise.

Shift the focus from “I” to “Impact” Instead of saying: “I’m great at Python and machine learning.” Try: “I help businesses solve complex problems using AI-driven solutions.”

Let your work tell the story – but tell the story well Rajeev started writing LinkedIn posts about challenges he solved at work (without revealing confidential data). His peers began engaging, recruiters took notice, and when it came to promotions, guess who was suddenly a strong candidate?

Engage, don’t just ‘post’ Join discussions in your industry. Comment on insights. Answer questions. People trust those who contribute to conversations, not just those who broadcast their achievements.

Align yourself with your boss’ and organization’s priorities Focusing on high-priority areas ensures your work creates real impact. A good practice is to have an informal check-in with your boss once a month—discuss what you’re working on, get their inputs, and align efforts. This not only helps you stay on track but also ensures your contributions are recognized at the right place.

Your personal brand is being shaped every day; either by you or by the lack of your presence.

What’s your biggest challenge with self-marketing? Let’s talk.

That being said, if you’re looking to stay ahead in the evolving world of hiring, check out the free resources we offer to help you navigate recruitment effectively.

Access your free tools here: https://sarabjeetsachar.com/free-tools/

Best!

The post “I Hate Talking About Myself” – A Guide to Personal Branding for Introverts appeared first on Sarabjeet Sachar.

A Real-Life Career Pivot Story

A few years ago, Ananya was thriving in her corporate finance job at least, that’s what it looked like on paper. She had a stable income, great colleagues, and a clear career path ahead. But every morning, she felt an unshakable heaviness. The excitement she once had for her work had vanished.

One day, after yet another exhausting workweek, she found herself sketching designs on a napkin at a café. She had always loved fashion but never thought of it as a viable career. That evening, she decided to explore the idea further. Over the next six months, she took online courses, networked with designers, and built a small portfolio.

It wasn’t easy leaving finance for fashion meant explaining her decision to skeptical family and friends, taking a pay cut initially, and stepping into an industry where she had no prior experience. But today, Ananya is a successful fashion entrepreneur, running her own design studio. She doesn’t dread Mondays anymore. Instead, she wakes up excited about the work she does.

If you resonate with Ananya’s story, you might be at a similar crossroads. So how do you know when it’s time for a career pivot?

Identifying the Right Time for a Career Pivot

1. Dissatisfaction with Current Role If you wake up dreading your work, feeling uninspired, or questioning your career path every day, it might be time for a change. This can stem from a lack of growth opportunities, no alignment with your passions, or an unhealthy work environment.
2. Burnout Constantly feeling drained, stressed, or overwhelmed with little sense of reward can be a clear sign of burnout. When work no longer feels like a fulfilling part of your life, a career pivot can reignite your energy and passion.
3. Market Shifts Industries evolve, and sometimes, job roles or skills that were once in demand become obsolete. If the industry you’re in is struggling or you’re finding it hard to adapt to new trends, it might be time to consider a pivot.
4. Desire for Greater Impact or Purpose Sometimes, you may reach a point where personal values no longer align with your job. If you’re seeking a deeper sense of purpose, contributing to a cause you care about, or wanting a more meaningful career, a pivot could open up these possibilities.

How to Make a Bold Career Change

1. Self-Reflection Before making any decisions, take time to reflect on your strengths, values, and passions. Assess what you truly want from your next role and what will fulfill you professionally and personally. This clarity will guide your next steps.
2. Leverage Transferable Skills Look at your current role through the lens of transferable skills. Many skills, like communication, leadership, project management, and problem-solving, are applicable in various industries and roles. A career pivot doesn’t mean starting from scratch—it’s about repurposing your strengths.
3. Networking and Research Connecting with people in your desired industry can provide valuable insights. Attend networking events, reach out to professionals who’ve made similar transitions, and research what skills or qualifications are in demand. Networking helps you understand the landscape and prepare for your next step.
4. Upskilling and Education In some cases, a career pivot requires acquiring new knowledge or certifications. Whether it’s taking online courses, attending workshops, or enrolling in degree programs, investing in your education can give you the confidence and tools needed for a successful career transition.
5. Set Realistic Expectations Making a career change isn’t instant. Be prepared for the challenges that come with starting fresh. This could mean taking a step back in terms of salary or position to gain experience. The key is to remain focused on the long-term benefits.
6. Create a Transition Plan Plan your pivot in stages. Set short-term and long-term goals, such as securing informational interviews, developing new skills, and applying for roles. Gradually phase out of your current role while working toward your new career.

Overcoming the Fear of Career Change

The fear of uncertainty can hold you back from making a career pivot, but remember that every successful career change began with someone taking the leap. The fear of the unknown will always exist, but it’s in those moments of uncertainty that growth happens. Having a clear plan and support system can help you navigate this fear and set you on the path to a fulfilling new career.

Conclusion

A career pivot is not just about leaving your current job behind; it’s about embracing new opportunities, expanding your skillset, and aligning your career with your passions. It’s a bold step, but with strategic planning, self-reflection, and the willingness to adapt, you can unlock a world of new possibilities.

If you’re considering a career pivot, take the first step today by reflecting on your desires, doing the necessary research, and setting actionable goals. The career of your dreams is out there waiting for you to claim it.

The post The Art of Career Pivoting: When and How to Make a Bold Career Change appeared first on Sarabjeet Sachar.

The hiring landscape is shifting. Recruiters are no longer just scanning a PDF—they’re searching for proof of work, industry credibility, and online presence.

Here’s the reality: A well-structured resume still has its place, but it’s just one piece of the puzzle. What truly sets candidates apart is how well they can showcase their skills beyond a static document.

What’s Changing?

1⃣ Your work needs to be visible, not just listed.

• Employers don’t just want to read about your skills; they want to see them in action.
• This means case studies, thought leadership, LinkedIn posts, or even short videos explaining your expertise.

2⃣ A job title isn’t enough – your personal brand speaks louder.

• Your LinkedIn profile should reflect your knowledge, contributions, and industry impact.
• Are you sharing insights? Engaging with trends? Participating in discussions?

3⃣ Recruiters are searching for YOU before you even apply.

• 87% of recruiters look at a candidate’s LinkedIn before making contact. (Source: Jobvite)
• If they find nothing compelling, you might never get that call.

How Can You Stand Out?

Showcase your expertise publicly: Start posting about your industry. Share lessons, breakdowns, or unique insights.

Build a portfolio – even if you’re not a designer: Case studies, testimonials, blog posts, or a simple Notion page work. Consider video introductions: A 30-second LinkedIn video could say more about your confidence and communication skills than a one-page resume.

The Future of Hiring: More Than Just a Resume

Resumes summarize what you’ve done. Your digital presence proves what you can do.

To kickstart your career in 2025, ask yourself: Is my expertise visible beyond my resume? If a recruiter Googles me, will they find value? Am I just a job seeker, or am I becoming a known professional in my field?

Let’s make your career visible.

What’s one thing you’re doing to build your online presence? Drop a comment and let’s discuss.

That being said, if you’re looking to stay ahead in the evolving world of hiring, check out the free resources we offer to help you navigate recruitment effectively.

Access your free tools here: https://sarabjeetsachar.com/free-tools/

The post The Resume Is Dying – What Recruiters Want in 2025 appeared first on Sarabjeet Sachar.

For decades, leadership was about authority. Leaders were expected to have all the answers, make quick decisions, and provide clear direction at all times. Admitting uncertainty was seen as a flaw.

But today’s world doesn’t work that way anymore.

In 2010, the CEO of a fast-growing tech startup believed strong leadership meant always having the answers. He made quick decisions, rarely sought input, and maintained an air of certainty. For a while, it worked – until a major product launch failed. Confused and frustrated, he finally admitted to his team, “I don’t know what went wrong. Let’s figure it out together.”

That single moment changed everything. His team, previously hesitant to speak up, started offering insights. They identified overlooked market shifts and customer feedback gaps. The company used these insights to pivot, leading to a breakthrough product that became their biggest success.

This story underscores a key shift in leadership today: the best leaders aren’t the ones who pretend to know it all – they’re the ones who say, “I don’t know” and then create space for collaboration and innovation.

Why Saying ‘I Don’t Know’ Is a Leadership Strength

It Builds Trust When leaders admit they don’t have all the answers, it fosters psychological safety. Teams feel encouraged to step up, share ideas, and contribute solutions without fear of judgment.

It Sparks Innovation Rigid thinking kills creativity. When leaders stay curious, they open doors to fresh perspectives, new strategies, and game-changing breakthroughs.

It Encourages Growth A know-it-all leader stagnates, while a learn-it-all leader thrives. Being open to learning ensures that you evolve with your industry, rather than being left behind.

The Hidden Risks of Leaders Who Always ‘Know It All’

Decision Fatigue – Trying to have all the answers leads to burnout and poor judgment.

Lack of Team Engagement – Employees disengage when they feel unheard or undervalued.

Missed Opportunities – Leaders who don’t seek input often miss out on valuable insights and trends.

How to Start Embracing ‘I Don’t Know’ as a Leader

Ask better questions – Instead of rushing to answers, ask “What do you think?” or “How can we approach this differently?”

Empower your team – Encourage expertise from those around you instead of feeling the need to micromanage.

Adopt a growth mindset – See every challenge as an opportunity to learn rather than a problem to solve alone.

Final Thought:

The strongest leaders don’t fear uncertainty; they leverage it.

So the next time you’re faced with something you don’t know, try saying it out loud. Then, turn it into a discussion. You’ll be surprised at how much stronger your leadership becomes.

Let’s talk – what’s a time when admitting ‘I don’t know’ led to a breakthrough in your work?

That being said, if you’re looking to stay ahead in the evolving world of hiring, check out the free resources we offer to help you navigate recruitment effectively.

Access your free tools here: https://sarabjeetsachar.com/free-tools/

The post Why The Best Leaders Are Saying ‘I Don’t Know’ More Often appeared first on Sarabjeet Sachar.

Recruitment is evolving at lightning speed, and AI is at the center of this transformation. From screening resumes to assessing candidate potential, AI has become an invaluable tool in the hiring process. But this has led to a pressing question:

Will AI replace human recruiters?

The short answer? No. The best hiring decisions come from the perfect blend of AI’s analytical power and human expertise. AI is a game-changer, but it’s not a replacement – it’s an enabler.

The Hiring Process Is Broken – Here’s Why

For years, recruitment has faced some deep-rooted challenges:

Time-Consuming Manual Screening – Recruiters receive hundreds (sometimes thousands) of applications for a single role. Sorting through them manually is exhausting, leading to delays and overlooked talent.

Bias in Hiring – Despite best efforts, unconscious biases creep into decision-making, impacting diversity and inclusion.

Poor Candidate Experience – Lengthy hiring processes, lack of timely communication, and automated rejection emails leave candidates frustrated and disengaged.

Mismatched Hires – Many hiring decisions are based on resumes and interviews, but not enough on data-driven insights. This leads to high turnover and costly mis-hires.

Clearly, the system needs an upgrade. And AI offers a powerful solution.

How AI Is Transforming Hiring

AI isn’t just about automation – it’s about precision, efficiency, and enhanced decision-making. Here’s how AI is revolutionizing recruitment:

Smarter Resume Screening – AI algorithms analyze resumes in seconds, filtering the best-fit candidates based on skills, experience, and even cultural alignment.

Predictive Analytics for Hiring Success – AI can assess patterns from past successful hires, predicting which candidates have the highest likelihood of excelling in a role.

Bias Reduction (When Trained Correctly) – AI can help eliminate biases related to gender, age, ethnicity, or background – ensuring fairer hiring decisions.

Automated Candidate Engagement – AI chatbots and tools can answer candidate queries, schedule interviews, and provide timely updates – improving the candidate experience.

This means recruiters can focus on higher-value tasks like building relationships, negotiating offers, and ensuring cultural fit – rather than spending hours sifting through resumes.

But AI has its limitations…

A Recruiter’s Struggle – Why AI Matters

Take Priya, a seasoned recruiter at a mid-sized firm. She prided herself on finding the perfect candidates through careful screening and interviews. However, as job openings increased, so did the number of applications she had to review.

One particular role – a senior data scientist position – demanded a niche skill set. Priya spent weeks manually reviewing hundreds of resumes, scheduling interviews, and coordinating feedback from hiring managers. The sheer workload stretched her too thin, and by the time she shortlisted the top candidates, the best ones had already accepted offers elsewhere. Frustrated, she realized that AI could have streamlined her process – automating resume screening, prioritizing top talent, and freeing her to focus on the final decision-making and candidate engagement.

Priya’s story is a testament to how AI isn’t replacing recruiters but enabling them to work smarter, not harder.

The Human Element in Hiring – Why AI Can’t Do It Alone

Despite its benefits, AI lacks what makes hiring truly effective: human intuition, empathy, and contextual understanding. Here’s why humans remain irreplaceable:

Emotional Intelligence & Culture Fit – AI can analyze data, but it can’t assess a candidate’s adaptability, enthusiasm, or soft skills like teamwork and leadership.

Complex Decision-Making – A candidate might have the perfect credentials but still not be the right fit for a company’s long-term vision. Human recruiters bring nuance and foresight to decision-making.

Building Trust & Relationships – AI can’t replace the human touch when it comes to candidate experience. People want to talk to people, not chatbots, about their career aspirations.

Understanding Context & Subtle Cues – AI doesn’t understand sarcasm, hesitation, or non-verbal cues in an interview. These nuances often provide critical insights into a candidate’s suitability.

At the end of the day, hiring isn’t just about matching keywords – it’s about matching people and potential.

The Future of Hiring: AI + Human Recruiters = The Ultimate Hiring Team

Instead of viewing AI as a threat, recruiters should see it as a partner—one that enhances their ability to make better, faster, and more informed hiring decisions.

Here’s what an AI + Human Hiring Model looks like:

AI handles → Resume screening, job matching, skill assessments, scheduling, and predictive hiring analytics. Humans handle → Culture fit, emotional intelligence, strategic decision-making, relationship building, and final hiring calls.

When used together, companies can:

Reduce hiring time by up to 70% Improve quality of hires by leveraging both data and intuition Increase diversity and inclusion by minimizing unconscious biases Enhance candidate experience with personalized engagement

The companies that embrace this synergy are already leading the way. The future of hiring isn’t AI vs. humans – it’s AI empowering humans.

Final Thoughts

AI is a powerful assistant, but the human touch is what makes hiring truly effective. Recruiters who learn how to leverage AI instead of fearing it will not only stay relevant – they’ll become indispensable.

What’s your take on AI in hiring? Have you seen it improve (or complicate) recruitment in your industry?

Let’s discuss in the comments.

That being said, if you’re looking to stay ahead in the evolving world of hiring, check out the free resources we offer to help you navigate recruitment effectively.

Access your free tools here: https://sarabjeetsachar.com/free-tools/

The post AI & Humans – A Hiring Dream Team, Not Competitors appeared first on Sarabjeet Sachar.

An example that comes to mind is Neha (name changed for confidentiality), a mid-level operations manager eager to transition into a strategic leadership role. Like many job seekers, Neha initially treated her job search as a series of tasks: apply, wait, and hope. But after months of no progress, she reached out to me for a fresh perspective. Together, we restructured her approach, shifting her mindset to that of a CEO managing her career.

Here’s how Neha transformed her job search:

1. Define Your Objective: Neha clearly outlined her career goal for the next three years and identified her unique strengths. This clarity allowed her to focus on roles where she could make the most impact.
2. Know Your Target Audience: Instead of applying broadly, she identified a shortlist of companies that aligned with her values and ambitions.
3. Understand Their Needs: Neha researched the challenges her target companies were facing and adjusted her resume and LinkedIn profile to position herself as the solution to those challenges.
4. Highlight Your Strengths: We worked on crafting a compelling narrative that showcased what made her unique and why she was the right fit.
5. Create a Promotion Plan: Her resume and LinkedIn became her marketing tools, designed to leave a strong impression.
6. Embrace Learning: Neha experimented with networking strategies, attended industry events, and refined her pitch based on feedback.
7. Build a Personal Brand: She started sharing insights and experiences on LinkedIn, positioning herself as an expert in her field.

Within three months of adopting this CEO mindset, Neha not only landed interviews at two of her dream companies but also received an offer that aligned perfectly with her goals.

When you take ownership of your job search, you approach challenges with confidence and strategy. Remember, every step you take is an investment in your future.

Be the CEO of your career—your results will reflect the effort and strategy you put in.

And if you’re feeling unsure about how to approach this or need some personalized guidance, I offer 1:1 consultations where we can strategize on your job search. You can learn more and book a session here.

Additionally, if you’re wondering how others have used this approach to land jobs, I invite you to watch some inspiring success stories from my clients who’ve seen significant results. Check out their testimonials here.

Wishing you a purposeful and fulfilling year ahead.

Sarabjeet Sachar

Founder & CEO, Aspiration

Career Development & Leadership Coach

The post Be the CEO of Your Job Search appeared first on Sarabjeet Sachar.

In my FREE Unfiltered Career Q&A webinar, it’s all about YOU. This isn’t a one-way lecture. It’s your chance to ask me anything that’s on your mind about your career—whether you’re facing challenges, making decisions, or figuring out the next step. I’ll share real, practical advice to help you level up.

Here’s what you can expect:

Straightforward, no-nonsense career advice.

Actionable solutions tailored to your unique journey.

A fun, interactive session where your questions drive the conversation!

And the best part? It’s completely FREE!

So, if you’re ready to get real answers, have some fun, and make some career breakthroughs—don’t miss this chance!

Webinar Details: Already Done

 Date: 4th February 2025

 Time: 7:00 PM – 8:00 PM (IST)

 To Watch Click here: (https://www.youtube.com/watch?v=g3L5jTmMN1U)

Note: Registration ends on 4th February at 1:00 PM. (If you’re joining from mobile, Microsoft Teams Download Link: https://play.google.com/store/apps/details?id=com.microsoft.teams&pli=1)

Grab your spot, bring your questions, and let’s make this an unforgettable session. Can’t wait to see you there.

Sarabjeet Sachar

Founder & CEO, Aspiration

Career Development & Leadership Coach

Originally Published January 24, 2025

The post Unfiltered Career Q&A: Ask Me Anything, Get Real Answers. (Free Live Webinar) appeared first on Sarabjeet Sachar.

Let’s dive into the 10 steps that’ll boost your chances and help you land the job you deserve!

1. Make a List of Companies You Want to Work For

Start by creating a list of companies that interest you. Whether they’re big or small, if they have roles that align with your skills, add them to your list. Also, use LinkedIn to find the key people—HR professionals, hiring managers, or even your connections who work there. Cast a wide net but focus on the right connections.

2. Don’t Forget About Recruitment Agencies

Recruitment agencies can be a game-changer, but only if you know how to work with them. Find the agencies that partner with the companies you’re targeting and show them why you’re the perfect fit. Remember, these agencies make money when they place you, so make it easy for them to sell you!

3. Network Like a Pro on LinkedIn

Your LinkedIn profile should be more than just a digital resume. Make it stand out with a solid story of your achievements. Connect with people who matter—send personalized invites and drop a quick note explaining why you admire their work and how you can add value. Share industry insights regularly to stay visible without being pushy.

4. Optimize Your CV on Job Portals

Make sure your CV is packed with the right keywords, especially the ones recruiters are searching for. Tailor it for the roles you want, and it’ll rise to the top of those job portal searches. It’s a simple tweak, but it can make a big difference.However in today’s age of AI , there is a high risk in depending on your resume for the job search, because with AI most jobseekers end up having their resume look alike and it is getting difficult for recruiters to assess candidates on basis of a resume. Eventually the resume’s value will go almost nil while making a job application and recruiters will ask you to send a short, one minute video introduction so that they can see the real you.

5. Custom Cover Letters

A generic cover letter won’t make you stand out. It needs to be a pitch letter which is short and tailors your skills and experience to the job you’re applying for. Show the company that you get their pain points and explain how you’re the solution. Personalize it—don’t just copy-paste!

6. Tweak Your Resume for Every Job

Your resume shouldn’t be the same for every job. Focus on your accomplishments, not just your duties. Customize it for each role to highlight the achievements that matter most. A one-size-fits-all approach will only get you so far. However the importance of your LinkedIn profile has gained more importance in today’s digital age. Recruiters look at your LinkedIn profile so do not simply depend only on your resume; optimizing your LinkedIn profile is critical.

7. Send Cold Applications

Even if there’s no job opening, don’t be afraid to reach out. A well-crafted cold email or pitch letter can catch a hiring manager’s eye. You might not get an offer right away, but it’s a great way to expand your network and plant the seed for future opportunities.

8. Network Offline, Too

Networking isn’t just for LinkedIn. Get out there—attend industry events, seminars, or even meetups. Face-to-face interactions with hiring managers and decision-makers can give you an edge. Don’t be afraid to ask your connections to introduce you to the right people. And land up with informational interviews to gather more information about the company and job’s pain points which importantly helps you in preparing a strong pitch and presenting yourself as a solution.

9. Freelance or Consult While You Wait

While you’re job hunting, consider taking on freelance or consulting work. It’s a great way to keep your skills sharp, stay engaged, and build connections that could lead to something permanent. Plus, it keeps that career gap from looking bad.

10. Perfect Your Elevator Pitch

When following up with a hiring manager, have your elevator pitch ready. You’ve got about 60 seconds to grab their attention—so make it count! Practice your pitch until it feels natural. A good follow-up can make all the difference in getting that interview.

Wrapping It Up: The job hunt doesn’t have to be a grind if you approach it with the right strategy. It’s all about being smart, persistent, and staying positive. Remember, you’ve got the skills and experience to land the role you want. Keep these steps in mind, stay focused, and you’ll be one step closer to your dream job.

Best of luck,

Sarabjeet Sachar

Founder & CEO, Aspiration

Career Development & Leadership Coach

Originally Published January 28, 2025

The post 10 Simple Steps to Land That Job You Want appeared first on Sarabjeet Sachar.