For most job seekers, this can be incredibly frustrating. Without feedback, how do you know what went wrong? What should you improve? Or was it just bad luck? Let’s break it down.

Why Companies Don’t Provide Feedback

While you might expect a detailed reason for rejection, the reality is different. Here’s why hiring managers often avoid giving feedback:

1. Legal and HR Constraints – Companies fear lawsuits or conflicts if candidates challenge their feedback. A simple “You weren’t a good fit” is legally safer.
2. Time Limitations – Recruiters handle hundreds of applications. Giving personalized feedback to every rejected candidate is unrealistic.
3. Internal Decisions – Sometimes, the rejection has nothing to do with your performance. Internal hires, budget cuts, or shifting priorities might be the real reason.
4. Vague Reasons – Maybe the hiring team didn’t feel you were the right “culture fit,” but that’s hard to articulate without sounding subjective.
5. Under pressure from hiring managers – Maybe they found a more suitable candidate and became occupied with the process of closing with an offer as they were under pressure from the hiring manager.

What You Can Do About It

Now, let’s shift from frustration to action. While you may not always get feedback, here’s how you can improve your chances of understanding what went wrong.

1. Ask the Right Way

If you receive a rejection email, don’t just accept it and move on—but also, don’t demand an explanation. Instead, frame your request thoughtfully:

Example Email: Subject: Thank You & Request for Feedback

Hi [Interviewer’s Name],

Thank you for the opportunity to interview for [Job Title] at [Company Name]. I appreciate the time and effort you and your team took to meet with me.

While I understand that you’ve chosen to move forward with another candidate, I’d love to improve for future opportunities. If there’s any specific feedback you can share about my interview or areas of improvement, I’d be truly grateful. I understand time constraints and appreciate any brief insights you can provide.

Looking forward to staying in touch, and I hope to cross paths again in the future.

Best regards, [Your Name]

2. Focus on Self-Analysis

Since feedback isn’t always possible, take control of your own evaluation. Ask yourself:

• Did I effectively communicate my strengths?
• Did I give clear examples of my past achievements?
• Was I genuinely excited about the role, or did I seem unsure?
• Did I research the company well enough and align my answers with their values?

Sometimes, recording yourself answering common interview questions and reviewing your tone, clarity, and confidence can reveal areas of improvement.

3. Seek External Feedback

If companies won’t provide insights, turn to mentors, career coaches, or even peers who can do a mock interview with you. A fresh perspective can highlight gaps you didn’t notice.

4. Expand Your Job Search Strategy

Rejections (especially without feedback) can feel demotivating, but sometimes, the best approach is to diversify your job search strategy. Instead of applying only through portals, leverage:

• Networking: Connect with industry professionals on LinkedIn. Sometimes, referrals make all the difference.
• Direct Outreach: If you admire a company, reach out even if no job is posted.
• Upskilling: If certain rejections are due to lacking a specific skill, consider short courses or certifications.

Final Thoughts: Rejections Are Redirections

Not getting feedback doesn’t mean you’re not good enough. It means the company made a decision that, in most cases, is beyond your control. The key is to focus on what you can control—your skills, your preparation, and your approach.

A rejection is not the end of the road. It’s a sign to refine, improve, and move forward. The next opportunity might just be the right one for you.

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 Rejected Without Feedback? Here’s What Hiring Managers Won’t Tell You. appeared first on Sarabjeet Sachar.

No calls. No responses. And the worst part? You start questioning yourself.

“Maybe I’m not good enough anymore.”  “Maybe I peaked at my last job.” “Maybe I should settle.”

Before you go down that spiral, let’s pause.

Here’s what’s actually happening:

Hiring today isn’t about just applying. It’s about standing out – in a system flooded with noise.

Take Shivani, a mid-level marketing professional. She was applying to 15-20 roles a week. Not random ones — relevant ones.

But her phone wasn’t ringing.

We reviewed her resume and immediately saw two issues.

A] There was no headline. World wide research has proven that a recruiter spends on an average 6 seconds to read the top portion and then decides whether to read further or not. The headline needs to clearly spell out your core area of expertise. Then Immediately below that space you need to have a short brief description about your domain skills. We helped her create a powerful headline.

B] She had written: “Result-driven marketing expert with strong communication and strategic skills.”

Okay… but what results?

We rebuilt it to say: “Led an Instagram campaign that generated 3.2x ROI in 6 weeks.” “Increased organic traffic by 47% through SEO-led content revamp.”

That’s when Shivani started getting interviews. Not because she “tried harder.” But because she finally spoke the recruiter’s language.

The Silent Killers in Most Job Searches:

1. Your resume looks like a job description, not a story of impact. You’ve done the work. But you’re not showing what changed because of you.
2. You’re only applying via portals. Shivani wasn’t leveraging her network or LinkedIn. We taught her how to write cold messages that actually work.
3. Your LinkedIn is invisible. No headline optimization. No “open to work” updates. No engaging posts that highlight your skills.
4. You’re not learning from rejection. If you’ve sent out 50 resumes and heard nothing — the answer isn’t Resume #51. It’s about pausing. Reviewing. Rebuilding.

If you feel stuck:

You’re not alone. The system isn’t built to give feedback.

But that doesn’t mean you can’t break through it.

Let’s audit your job search – together. One session can unlock what 100 more applications won’t.

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 I’ve Applied Everywhere. Why Is No One Calling Me? appeared first on Sarabjeet Sachar.

Your employees don’t challenge your ideas → They don’t feel safe to disagree. You’re always fixing mistakes → You might be micromanaging instead of empowering. Your best people keep leaving → It’s rarely “just for a better opportunity.”

Case in Point:

Ankur, a startup founder, couldn’t figure out why his team wasn’t proactive. Deadlines were missed, creativity was low, and motivation seemed nonexistent.

One day, a senior team member confided in him:

“We’re scared to take ownership because when we do, you redo everything your way. We feel like we’re just executing, not contributing.”

This was a turning point. Ankur wasn’t a bad leader—he was just unknowingly stifling autonomy.

How to Fix This

Encourage open disagreement A great leader doesn’t want “yes-men.” They create an environment where different perspectives are valued.

Give ownership, not just tasks If you delegate but don’t let people take decisions, they won’t feel accountable.

Exit interviews don’t lie If top talent keeps leaving, ask tough questions: What could I have done differently to retain you?

Great leaders don’t just manage others—they manage themselves.

What’s one leadership lesson you’ve learned the hard way? Drop a comment below.

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 Your Team Won’t Tell You This – But You Might Be the Problem appeared first on Sarabjeet Sachar.

Ever answered a question confidently, but the interviewer still looked skeptical? Ever felt like you “said the right things,” but the connection just wasn’t there?

Here’s the truth: your words are just half the equation. The other half is delivery.

Case in Point:

Rohan, a software developer, was asked: “Do you work well under pressure?” He said “Yes,” but his hands were fidgeting, his voice was shaky, and he avoided eye contact. The interviewer’s subconscious read it as lack of confidence.

Contrast this with another candidate, who answered the same question but paused before speaking, maintained a steady gaze, and smiled slightly. Even if their words were similar, the perceived confidence made all the difference.

How to Fix This

Mirror their energy If an interviewer is formal, match their tone. If they’re conversational, loosen up a bit. People connect with familiarity.

Watch your body language Open posture = approachable Too much nodding = nervousness Pausing before answering = thoughtfulness

Practice reactions, not just answers When prepping, record yourself. Notice how your tone, expressions, and pauses impact the message.

Next time you prepare for an interview, don’t just rehearse your words—rehearse your presence.

Ever felt like your body language cost you an opportunity? Let’s discuss below.

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 You Prepared for the Questions – But Did You Prepare for the Reactions? appeared first on Sarabjeet Sachar.

Balancing career and personal life is a challenge for everyone, but for women, this balance often comes with additional responsibilities. The accountability of managing the home, caring for family members, and handling emotional well-being rests more on women, especially in India, where joint families are still common. This makes their professional journey unique and, at times, more demanding.

Through years of coaching and interacting with professionals, I have observed four major challenges that women face in their careers and how they can successfully navigate them.

1. Career Breaks and the Struggle to Return

Women often take career breaks due to personal commitments like maternity, caregiving, or further education. Unfortunately, many recruiters view these breaks negatively. With rapid advancements in technology, especially AI, even those actively employed find it hard to keep up with industry changes. A candidate returning from a long break may be perceived as outdated or lacking the latest skills. As a result, their resume might not even get noticed.

The Mistake Many Women Make

Many women make the mistake of jumping straight into job applications without preparation. Simply updating the resume and sending it out isn’t enough.

The Right Approach

A well-planned comeback strategy is essential. Women should start preparing at least six months before actively seeking a job. This includes:

• Understanding industry trends and how job roles have evolved
• Upskilling and getting familiar with new tools and technologies
• Identifying potential employers and networking with industry professionals
• Using LinkedIn effectively to reconnect and build meaningful connections

Several companies now offer internship programs for women returning from career breaks. These programs are designed to help them reintegrate smoothly into the workforce. Women should take full advantage of such opportunities.

2. Multitasking and Time Constraints

Even today, a large share of household and caregiving responsibilities fall on women – a reality that shouldn’t be, but still is. This means they must be efficient time managers. Even when they return to work, their responsibilities at home don’t reduce. Tasks like managing children’s schedules, caring for elderly family members, and household duties continue.

Solution: Prioritization and Delegation

Women are naturally good at organizing, but to excel in their careers, they must:

• Strengthen time management skills
• Prioritize tasks effectively
• Build a reliable second line of support at work to ensure work continuity
• Establish a strong support system at home

Being efficient in both personal and professional life allows women to manage expectations on both fronts.

3. Travel Constraints and Career Growth

Some job roles demand frequent travel, which can be difficult for women due to personal responsibilities. I recall coaching a senior audit professional, let us call her Simran with 17 years of experience. Her promotion required her to travel once a week, but she wasn’t in a position to do so.

How She Overcame It

Instead of declining the opportunity, she proposed an alternative. She had two capable team members who could travel on her behalf three weeks a month, while she handled travel responsibilities once a month. Thanks to technology, she remained virtually connected with them at all times. Her employer recognized her value and agreed to the arrangement.

Women facing similar constraints should:

• Build a capable second line of leadership within their teams
• Leverage technology to stay connected remotely
• Negotiate practical work arrangements based on their strengths

A well-thought-out approach can help women progress in their careers without compromising personal responsibilities.

4. Workplace Harassment (POSH)

A recent Economic Times report revealed a 22% rise in POSH (Prevention of Sexual Harassment) complaints. While this increase means more women are finding the courage to speak up, it is also a stark reminder that workplace harassment remains a pressing issue. No one should have to feel unsafe or unheard at work. This is a conversation that needs to continue until every woman can work with dignity and confidence.

What Women Should Do

• Speak up and seek support: No one should endure harassment in silence. Companies are required to take POSH complaints seriously, but real change happens when women feel empowered to report issues. Speaking up helps create a safer workplace for everyone.
• Prioritize self-respect over fear: No job is worth compromising one’s dignity. If a company fails to act, women should not hesitate to escalate the matter through the right channels or seek opportunities in workplaces that truly respect and value them.
• Document everything: Keeping a record of incidents, emails, and messages can be crucial in ensuring complaints are taken seriously.
• Know your rights: Understanding workplace policies and legal protections under POSH laws can help women take informed action.
• Seek allies and mentors: A strong support network can provide guidance and emotional strength during difficult times.
• Participate in POSH awareness programs: Many organizations conduct workshops and training sessions to educate employees on workplace harassment. Women should actively participate to stay informed.
• Encourage a culture of zero tolerance: Speaking up not only helps the individual but also ensures that future employees feel safer in the workplace.

Final Thoughts

Women face unique challenges in their careers, but with the right approach and mindset, they can overcome them. Preparing for a comeback, managing time effectively, finding practical solutions to travel constraints, and standing up against harassment are key factors that can help them succeed.

With proper planning, networking, and confidence, women can not only navigate these challenges but also thrive in their careers.

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.

Check out my Empowering Women Masterclass (HRAI) here: https://www.youtube.com/watch?v=CtK28FPD1G0

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

The post How Women Can Overcome Career Hurdles appeared first on Sarabjeet Sachar.

Then… silence. No response. No rejection. Just nothing.

Sounds familiar? You’re not alone. Let’s break down why this happens—and what you can do about it.

You Were Their ‘Plan B’

The company made an offer to another candidate, and they were just waiting to see if they’d accept. You were a backup option. Not because you weren’t good, but because someone else was just slightly ahead. On a scale of one to ten, you may have been at a solid 7.5, but the other candidate was rated an 8. When companies have to choose, even a slight edge can make the difference. It’s not always about absolute merit; it’s about who fits their current needs just a little better at that moment.

Example: Priya, a UI/UX designer, nailed her final interview. The recruiter even hinted that they were excited to have her on board. But a week passed, then two… no response. Later, she found out the company had offered the role to another candidate first. They only got back to her when that candidate declined.

How to Handle It: If a recruiter tells you they’ll get back in a week and you don’t hear anything, follow up with:

“Hey [Recruiter’s Name], I really enjoyed our conversation and the opportunity to learn more about [Company Name]. I’d love to understand the next steps. If the role has already been filled, I’d appreciate your insights on how I can improve for future opportunities.”

This way, you keep the door open while subtly nudging them for transparency.

The Role Suddenly Got Put on Hold

You crushed the interview. But behind the scenes, the company hit a hiring freeze, the budget got slashed, or leadership decided to pause recruitment. And since most recruiters don’t like delivering bad news, they simply go silent.

Example: Arun, a senior project manager, had three rounds of interviews for a tech startup. Everything looked positive. Then, radio silence. After weeks of waiting, he finally got a response: “We’ve decided to put this role on hold for now.”

The role resurfaced six months later—by then, he had already moved on.

How to Handle It: If you suspect this might be the case, ask in your follow-up email:

“I understand hiring decisions can evolve. If the role is on hold, I’d love to stay in touch for future opportunities. Would you be open to a quick chat about how I can stay on your radar?”

This keeps things professional and shows recruiters you’re interested in the company, not just a single role.

Internal Reshuffling Changed Hiring Priorities

Maybe they initially planned to hire for the position, but then an internal team member got promoted into the role or hiring priorities shifted. The recruiter, caught in the middle, just stops communicating.

Example: Tanya, a marketing strategist, made it to the final round at a global agency. Everything was aligned, but suddenly, the recruiter ghosted her. Three months later, she saw a LinkedIn update—an internal team member had been promoted into the role she applied for.

How to Handle It: If you suspect this, ask:

“I completely understand that hiring plans can evolve. If there’s been any internal shift, I’d love to explore other potential opportunities within [Company Name]. Would love your thoughts!”

This way, you’re signaling flexibility instead of burning bridges.

The Recruiter is Overwhelmed (or Just Disorganized)

Recruiters are often juggling multiple roles, and sometimes, they simply forget to update candidates. In larger companies, this happens more than you think.

Example: Ravi applied for a consulting role at a multinational firm. He went through all the stages, but his recruiter never got back. A month later, Ravi reached out—turns out, the recruiter had left the company! His application had been lost in transition.

How to Handle It: If you suspect recruiter overwhelm, reach out to a different recruiter from the same company on LinkedIn and say:

“Hey [New Recruiter’s Name], I was in the final stages for [Job Title] and was in touch with [Old Recruiter’s Name], but I haven’t heard back. Would you be able to guide me on the status?”

This ensures you’re not stuck waiting indefinitely.

They Weren’t 100% Convinced About You

Here’s a tough truth: sometimes, your interview was good, but not memorable. The recruiter or hiring manager felt you were qualified, but another candidate just had more energy, more impact, or more clarity in their responses.

Example: Nisha, a financial analyst, had a great interview. But her answers were textbook correct—nothing stood out. Meanwhile, another candidate shared specific, compelling success stories. That candidate got the offer, and Nisha never got a callback.

How to Handle It: Next time, make yourself unforgettable. Instead of generic answers, tie them to specific outcomes:

Instead of “I’ve handled budgets before,” say: “In my last role, I managed a ₹50 lakh budget and optimized spending to save 12% in annual costs.”

The difference? Clarity. Confidence. Impact.

How to Prevent Getting Ghosted in the Future

Before ending an interview, ask this: “Based on our conversation, do you see any gaps in my profile that I should address?”

This gives you immediate feedback and a chance to clarify anything before it’s too late.

Follow up strategically: Send a short, polite follow-up after one week. If no response, send a final check-in after two weeks. Beyond that, move on.

Diversify your opportunities: Don’t wait endlessly for one company. Keep applying, keep networking.

Final Thought

Getting ghosted isn’t always about you. Sometimes it’s internal delays, hiring freezes, or just bad communication. The key is to follow up professionally, learn from the experience, and never put all your eggs in one basket.

Have you ever been ghosted after an interview? How did you handle it? Let’s talk 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 Why Recruiters Ghost You (Even After a Great Interview) appeared first on Sarabjeet Sachar.

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/

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