How I Educated Myself OUT of the Job Market

Research Scholar Practitioner

I’ve always been a believer that knowledge is power and that it provides opportunities that might otherwise be overlooked.  Never in my wildest dreams did I believe that his knowledge and experience would be a disadvantage in the job market.

Let me explain:  I’m one of those professionals who has led a dual-career track.  I’m an entrepreneur with a successful track record in coaching and training as well as a professor who has taught traditional and nontraditional students at universities.

In other words, I’m truly a scholar-practitioner (or practitioner-scholar, depending upon your viewpoint) whose model for eradicating workplace burnout is based on scientific research.

When I recently faced a significant financial hit arising from administering my father’s very poorly planned estate and his equally incompetent estate attorney plus a very large unpaid corporate contract that eluded the collection agency, I decided to re-enter the “traditional” job market.

While I didn’t expect a new job to spontaneously appear, I did enter the job market with what I thought was a well-armed arsenal of benefits to a potential employer:

  • As a scholar-practitioner, I was not confined to a particular industry.
  • I had a successful work history with clients so I could spot trends and offer viable solutions.
  • I had a solid educational and research background, as well as a proprietary theoretical model that had been achieving international interest in the area of workplace burnout.
  • I had also grown a viable network.
  • So, I knew that I could benefit employers in a variety of capacities – either on a contract, part-time, or even full-time basis.

So I launched my job search – and was immediately aware that what I thought were “benefits” were actually viewed as negatives by recruiters and potential employers.

Corporations viewed me as too “academic,” while universities viewed me as too “corporate.”  Huh?  Wouldn’t this combination be a valuable benefit?  Instead of operating in a corporate realm based on assumptions or limited understanding based on prior roles, wouldn’t an ability to thoroughly research a problem in order to provide the best solutions be more valuable than blindly applying “best practices?”

And when it came to universities, my successful history in providing application-based learning experiences for students was overlooked.  While “theory” is important to orient practitioners to a situation, it takes human curiosity, knowledge, and wisdom to select the appropriate model and then apply it to achieve the desired results.  Also, I teach BUSINESS – which is a down and dirty, practical field focused on achieving results.

One experienced high-level colleague working in human resources even told me that my Ph.D. would be viewed as a negative factor by recruiters and hiring managers.  The reason?  Despite the use of technology to find new employees, recruiting biases still exist.

  • “Oh, you’ve got a Ph.D.? You’re going to be tough to manage.”  In other words, my education and critical thinking make me less inclined to blindly follow a manager’s demands – especially if it isn’t necessarily the best course of action for the business.
  • “Oh, you’ve got a Ph.D.? You’re going to want too much money.”  What exactly is considered to be “too much money” – especially when compensation hasn’t even been discussed?  This reflects an ill-informed assumption that all university professors are very highly paid (often for very little work) –trust me, they’re not.

But what about jobs in academia?  Universities are obsessed with the accreditation of the university from which I obtained my Ph.D.  AACSB, ACBSP, and IACBE were acronyms that I began to hate.  Basically AACSB accreditation means that the educational institution focuses on research; IACBE focuses on teaching excellences; ACBSP focuses on both research and teaching.

One department manager at an AACSB-accredited school of business actually told me that my 15 years of teaching experience were not even considered in the hiring process – there wasn’t even a column in the Excel spreadsheet for candidates’ prior teaching!  The primary criteria for an interview rested on the candidate’s alma mater’s accreditation.

NOT the quality of my research.  NOT the advancements that it made in the field.  NOT my proven ability to inspire students.  It all came down to the accreditation of the university – which means the hiring process had nothing to do with MY credentials!

Similarly, corporations expressed concern that (although most of my corporate clients had been large, multinational organizations) I hadn’t been “employed” by a large corporation.  Despite the complaints of companies that they are trying to build more agile, innovative, and entrepreneurial work teams, my years of entrepreneurial experience were overlooked simply because I hadn’t been employed by large company.

Wouldn’t it make sense that it takes someone with a history of entrepreneurial success to build entrepreneurship into the culture of the organization?  Nope.

So What Does All This Mean? 

I’ve been a career coach for over 20 years and have had great success in helping job candidates navigate the muddy waters of a job search.  I also hold two senior level professional certifications in human resources, so I’m well aware of the goals of recruiting highly qualified candidates.

What my foray into the job search jungle has shown me
is that the recruiting process is deeply flawed.
(Talk about an understatement, huh?)

Applicant Tracking Systems (ATS) used to screen, evaluate, and score resumes are the bane of job candidates’ efforts to find a job.  They are often so poorly programmed that the auto-population of the online application with the content of the uploaded resume becomes an unintelligible mish-mash of words.

How bad is it?  One ATS populated my name on the application as…PROFESSIONAL.  Huh?!  My name was top and center on the resume  – where did it find “PROFESSIONAL” and decide to use that as my name on the application?

Additionally, ATS cannot “understand” job candidates who have a dual-career path.  In other words, if you have multiple jobs covering the same period of time (such as adjunct faculty roles in addition to running my training and consulting business), the system is unable to recognize that you worked for more than one employer at the same time.

Confused, the ATS throws all the data together in ways that make it absolutely unintelligible.

This will be particularly problematic as companies increasingly are resorting to contract workers (rather than employees) to do the work that is needed.  And, in today’s environment where “job security” is often non-existent, an increasing number of workers are doing side-gigs or hustles to offset potential job loss.  Or to simply pay the bills.

If you’ve worked at a university or in higher education, the ATS seems to be programmed to search for the terms “college” or “university” and auto-populate it into the “Education” section of the application.  I taught at a community college, but never attended – yet this community college was the first item listed under Education!  Oh, and the degree was populated with the first few words of my duties as an adjunct faculty member at the college (which made absolutely no sense).

Once you have amassed significant work experience, it is very common to format your resume using a hybrid or functional structure.  Adding a Summary of Qualifications at the top of your resume highlights your accomplishments and benefits to the employer.  This section also frames your career to make it easier to understand and helps brand your unique selling proposition (U.S.P.).

However, ATS are confused by this format – seemingly spitting out random words from the Summary of Qualifications into nonsensical entries within the online application.  So job candidates lose the power of this executive summary to position themselves in the eyes of the recruiter or hiring manager.

While ATS are more efficient in terms of
the amount of time required to scan a candidate’s resume,
I strongly doubt their ability to more effectively
scan the candidate’s work experience in relation to the job opening.

The ATS is the employer’s gatekeeper – and NO human eyes will ever see your resume unless the ATS ranks it with an acceptable compatibility score.

For example, I’ve taught numerous sections of undergraduate human resources classes; I’ve also taught most (if not all) of the modules in the preparation program for HRCI and SHRM human resource certification exams.  Yet I received know the standard “after careful review of your qualifications, we’ve decided to go with other candidates” email in response to my online application to teach an online undergraduate HR class as an adjunct faculty member.  Huh?

After several of these “thanks, but no thanks” emails, I decided to use my research skills to figure out what was going on.  I knew that employers were complaining that they couldn’t “find” qualified job applicants – and that very well-qualified job seekers were complaining that they couldn’t seem to get an interview after applying online.  Something was a lose-lose situation.

So, What Is the Solution?  

The Take-Away About Online Resumes:  It’s no longer enough to have one well-crafted resume focused on marketing you as someone who can “hit the ground running” in performing the duties and responsibilities of the posted job.

While we all know that key words are critical to pass the ATS resume screen, I have also discovered these insights and hacks:

  • Don’t use a hybrid or functional format. Remove the Summary of Qualifications and add them to specific jobs.  Quite frankly, if you’ve used these skills in multiple situations, then add them to each employment experience.  Repetition might be able to reinforce to the ATS that you possess these skills and increase your “match” score for the job.
  • You may need to “dumb down” your resume. This was painful for me.  After all, we’ve worked our tails off to build our work experiences and history of successful accomplishments – it intuitively doesn’t make sense to remove them from the resume.  However, all these competencies and accomplishments might be viewed as “over-qualified” (I hate that term!) for the position – maybe not by the ATS, but very possibly by the human recruiter who may eventually see your resume and make erroneous assumptions about you.
  • The resume you use to apply online should be formatted for artificial intelligence. Nope, it’s not going to look “pretty” – in fact, it will probably look downright ugly!  Don’t use horizontal lines (it can screw up the ATS).  Put everything flush to the left margin (ATS “read” resumes top-to-bottom- not left-to-right).  Don’t add color (ATS get confused).  Don’t use columns (ATS will auto-populate the online job application with a series of mumbo-jumbo – the second column of items will be moved as garbage after the last entry in your resume).
  • You now need two resumes: one to be scanned by ATS and one to be read by humans.  Networking is still a critical tool to find a job.  The ATS resume will not provide a good first impression to a human reader, so you also need a “pretty” resume that will pique a person’s interest.  But updating that “pretty” resume into an online application will be misinterpreted by the ATS scan and lead to a low compatibility score.  The content should be the same on both resumes, but it’s HOW it’s arranged that is different.  Form follows function.
  • Consider applying for jobs via your LinkedIn profile. For some reason, ATS auto-populate LinkedIn information more easily into the online job application.

By the way, it used to be that after uploading your resume to the ATS, you didn’t have the opportunity to make corrections to the online job application.  Thankfully, this has changed in some online application sites.  But don’t assume that your resume will upload correctly!  Take the time to check the imported data to make sure that what the ATS “sees” on the application is intelligible.  And make note of trends as to where your experiences “land” in the auto-populated online application – then make changes to the resume to facilitate easier uploading in the future.

Advice to the Players

It is imperative that companies find quality employees who will help the organization achieve its strategic objectives.  It is likewise imperative that high quality workers are able to find work that motivates them in an organizational environment that is a good cultural fit.

In other words, companies and workers need each other to succeed.

To Employers:  Reconsider what you really need to staff a job.  An unbroken employment history in a specific job within a specific industry may appear to be an indicator of success.  But not only is such a candidate difficult to find, it can also restrict the new ideas that a candidate with a slightly different professional background can bring to the table.  Hire not just for the job as it is today, but also as it will evolve in the future.

While many organizations use assessments to ensure that candidates have the requisite competencies for the job, the candidate’s resume has to pass the ATS screen in order to move forward in the process.  Recruiters vary in their reliance on ATS scoring of resumes:  some only look at the top 3 “matches,” while other peruse many the resumes overall.  “Garbage in, garbage out” is an axiom in technology:  make sure that what you have programmed the ATS to search for in applicant resumes relates to the actual performance of the job.  Look not just at the job description, but also the job specifications and competencies of current high performers in this role.

Finally, corporate should quit relying on the qualities of a candidate’s previous employer and begin to look at the candidate’s actual accomplishments. Similarly, universities need to move beyond a candidate’s alma mater’s accreditation and focus instead on their contributions to expand the knowledge base in their field.

To Job Candidates:  The modern job search has changed dramatically – and the old tools used to find a job must be modified in order to address the new recruiting technology.  Having two resumes is a pain in the neck, but it may be the only way to get the ATS to recognize that yes, you are a viable candidate for the job.  Email your “pretty” resume to the recruiter when scheduling the interview – and bring a copy of this resume with you in face-to-face meetings.  Perhaps most importantly, harness your network in order to get whose “warm” referrals to a human being who has the power to forward your resume to the appropriate decision-maker.

You should be applying for at least one job every day – if there is a connection between the duties and responsibilities of the job to your employment history, then apply.  Remember:  75% of online applications are automatically rejected by the ATS (pretty disheartening statistic), so you need to have more opportunities in the pipeline in order to land an interview that can lead to a new job.

Finally, never apologize for your work experience and education!  If an employer expresses concerns, then take this as an early warning sign that it will probably NOT be a good job fit anyway.

The new recruiting and hiring landscape seems to be the perfect storm that often leads to employers and job candidates passing each other like ships in the night – never making any meaningful contact that could benefit them both.  But it IS the new reality.  Employers might be slow in making the necessary changes to its ATS, so job seekers need to work within the existing system.  Form follows function.

You can increase your chances for an interview by initially bypassing the ATS.  But remember:  there is nearly a 100% certainty that you will need to apply online for the job (even if your resume has been presented to a real human being).  Don’t be stuck in the past – modify your job search approach so that it addresses the very real challenges associated with the new recruiting technology.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning and Coaching company focused on eradicating workplace burnout through the B-DOC Model.  An entrepreneur for over 25 years, keynote speaker, author, blogger, business coach, university professor, and researcher, you can see her “in action” by watching her TEDx Talk on YouTube.  To contact Dr. Puleo, please go to

Finding a Job When You’re Over 50


I’m currently collecting information to better understand (and hopefully eliminate!) the job search challenges faced by workers over the age of 50.

Please click on the link below to take my short (10 questions should take 2-3 minutes to complete).  The results will be posted in future blog posts AND as part my upcoming live online webinar series!


Thank you!

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning and Coaching company focused on eradicating workplace burnout through the B-DOC Model.  An entrepreneur for over 25 years, keynote speaker, author, blogger, business coach, university professor, and researcher, you can see her “in action” by watching her TEDx Talk on YouTube.  To contact Dr. Puleo, please go to

Job Burnout: What It Is, Why It Matters, What to Do (FREE live workshop)

Job Burnout - What it is-why it matters-what to do - BACKGROUND

Job burnout is in epidemic proportions:  but how do you know if you are burning out AND what can you do about it?

Join me on Sunday, April 28 from 1:30-3:00 PM at the Moon Township Public Library for a free workshop to discover:

  • Your personal risk factors and workplace situations that can lead to burnout
  • The potentially debilitating emotional, psychological, and physical effects of burnout
  • Proactive steps to overcome and avoid burnout

Enjoy some tea, coffee, and a pastry along with an active discussion of this important workplace issue.

The Moon Township Public Library is located at 1700 Beaver Grade Rd # 100, Coraopolis, PA 15108.  For more information, please call (412) 269-0334.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning and Coaching company focused on eradicating workplace burnout through the B-DOC Model.  An entrepreneur for over 25 years, keynote speaker, author, blogger, business coach, university professor, and researcher, you can see her “in action” by watching her TEDx Talk on YouTube.  To contact Dr. Puleo, please go to

So, What Do You REALLY Want to Do?

Bored woman at desk - joshua-rawson-harris-444993-unsplash

Have you ever asked a child what he or she wants to be when they grow up?  Usually they have a long, extensive list of all the professional possibilities just waiting for them when they grow up.

But ask an adult what he or she really wants to do professionally?  Well, that’s usually a completely different situation.

Have We Settled for “Boring” in Our Jobs? 

In the 25+ years that I’ve worked with clients to help them direct their careers, one of the most challenging issues has been getting them to tell me what they really want to do:

  • Some tell me what they’re currently doing – but don’t say it with any type of emotional connection or enthusiasm for the work.
  • Some tell me about the desired outcomes of doing “something else” – but never talk about what they’re willing to give in return for those outcomes.
  • And some look at me blankly, but honestly say that they just don’t know.

It seems like we’ve forgotten how to dream about a desirable future because of our self-limiting beliefs on what is “possible.”

Yes, I said SELF-LIMITING beliefs.  We confuse what is “possible” (which is anything) with what is “probable” (which restricts imagination based on what we believe).

While it is true that our dreams of being a musical prodigy or sports superstar may be improbable, our underlying  passion for music or sports remains very real – but often hidden by layers of “real-life” pragmatism.

But being “pragmatic” is often an excuse for denying our dreams.  For denying our passions.  For denying our potential.  And even denying our personal blend of knowledge, skills, abilities, and talents that makes us unique.

Instead of basking in our uniqueness at work, we instead wallow in jobs that neither inspire us nor appeal to our higher level passion and goals.  In other words, we settle for jobs that are boring.

And we spend too much time at work to be bored!

Assuming that we average around 40 hours per week in paid employment and have 2 weeks of unpaid vacation time per year, we’ve committed ourselves to working 2,000 hours per year.  Let’s also assume that we ideally sleep 8 hours per night; this means that we are awake 5,840 hours each year.

These basic calculations lead to the following conclusions:

On average, we will spend @35% of our waking hours at work —  over a 40-year career, that’s 80,000 hours spent on work that doesn’t excite us! 

These are conservative calculations.  In reality, many of us spend many more hours working at our jobs.  This doesn’t include overtime (paid or unpaid, of exempt salaried under FLSA).  Nor does it include all those paid vacations that we “never got around to taking.”  Nor does it consider that many Baby Boomers’ careers are longer than 40 years (because they want to or need to).

Do you really want to spend this much of your live…being BORED?!

The Dangers of Boredom at Work

Boredom occurs when an activity feels unsatisfying or when some mandatory task does not ignite your interest.  It’s not necessarily the result of a bored mindset.  Even highly energized workers can become bored when they are not given opportunities to focus that energy on something that is meaningful to them.

Some recent research suggests that boredom can lead to physical ailments:

  • Weight gain (eating because we’re bored – and generally food that is not necessarily healthy for us)
  • Poor emotional health and depression
  • Persistent back pain or a higher level of pain in general (in other words, unhappy emotions increase feelings of physical pain)

Other research has found that a lack of neurological excitement coupled with a subjective psychological state of dissatisfaction is the basis for feelings of boredom.  In other words, we are uninspired and dissatisfied with our work.

Boredom makes us feel “stuck” – we’re weary and restless with no direction.  It also prevents us from engaging in our innate curiosity by placing boundaries on what we believe is possible.  It tells us that “nothing will change…so why bother trying something new?”

Boredom makes us believe that “success” is impossible.

By affecting the individual worker,
boredom can also jeopardize the company’s very survival! 

Moving Out of a Boring Job

It is not helpful to believe that every task in a job should be full of excitement.  A certain level of mundane tasks can be found in any job.  But we don’t have to let the tedium take over our work experience.

If your job has become boring and tedious, you have arrived at an important crossroad:  are you going to accept that you have no choice to change a job that is boring OR do are you going to muster the courage to take action toward finding something new, different, and better aligned with your life goals?

My hope is that you take the time to assess your career to date in order to determine if it’s time to make changes in your life.

The first step to moving out of a boring job is to identify what you want.  Don’t limit yourself to probabilities at this stage!  Instead think back to what gives you enjoyment.  Identify those activities in which you are so thoroughly engaged that “time seems to fly by.”

Once you’ve identified these activities, it’s time to search for common themes.  Even though you might enjoy what initially seem to be very diverse activities, there is always some underlying action or outcome.  By identifying this thread, you have the foundation for creating a career that contains this important element.

For example, I was originally a conservatory voice major.  This required me to be comfortable on a stage, able to communicate and engage the audience, and be prepared to do what was necessary in order to be ready to do perform my best onstage – regardless of the amount of time involved.  I also liked the creativity blended with a thorough understanding of different musical genres.  While much of the background work was autonomous, there was also camaraderie with other musicians as we prepared for a performance.

But above all, I wanted to make people feel something as a result of my performance.

While I no longer have ambitions of being a professional singer, I still have a deep desire to make my clients, students, and keynote attendees feel something by being challenged with new ideas that can improve their lives.

While the “stage” of my career is quite different, the elements that gave me joy as a singer are still present in my role as a leading advocate for the eradication of workplace burnout.

What’s your “common thread” in what gives YOU joy?

To thank you for reading my blog and to help you on your journey to finding a satisfying career that you love, please check out my newly updated eCourse, A User’s Guide to Managing Your Career:  You’ll learn how to identify what you really want in and expect from your career, plus develop 3 levels of goals to propel you toward a career that you will love.  (NOTE:  Although this is an intensive 7 module course, it is available on-demand so that you can work on it at your own pace – plus you have LIFETIME access!)

SPECIAL GIFT:  If you use discount code ANW2W10P, you can save 10% off this course.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning and Coaching company focused on eradicating workplace burnout through the B-DOC Model.  An entrepreneur for over 25 years, keynote speaker, author, blogger, business coach, university professor, and researcher, you can see her “in action” by watching her TEDx Talk on YouTube.  To contact Dr. Puleo, please go to

Understanding Your Past to Create a New Future

Signpost of Time

The new year is often the time when we assess our lives – and the role of our careers within our overall well-being.

  • Is it time to find a new job?
  • Is it time to change careers?
  • Or is it time to step up our game in our current position?

This is NOT an easy decision.

Far too often, workers begin by starting with they are NOW – and forget, overlook, or ignore what has happened BEFORE.  In other words, the focus is to take immediate action before deciding on a goal or developing a proactive plan to get there.

Without a clear goal and an action, it is highly likely that you will be reliving this decision next year.

The First Step to Create a New Future

Whether you have decided to find a new job, change careers, or step up your game at work, it is imperative to create a solid foundation.  That foundation is based on understanding and respecting your career history.

There are 3 areas that you need to identify and understand:

  • What You Did: Your duties, responsibilities, accomplishments, and honors
  • Why You Did It: Your reasons for accepting or leaving a job
  • How You Did It: Your unique competencies and outcomes

To help you get started in this inquiry, I’ve created this video (taken from eCourse, The 7 Pillars of a Successful Job Campaign):

I hope that this helps you find the RIGHT job this year so that you can create success on your own terms – good luck!

P.S.:  If you liked these ideas, click here to find out more about all the 7 pillars required to create an effective job search and manage your career.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning and Coaching company focused on eradicating workplace burnout through the B-DOC Model.  An entrepreneur for over 25 years, keynote speaker, author, blogger, business coach, university professor, and researcher, you can see her “in action” by watching her TEDx Talk on YouTube.  To contact Dr. Puleo, please go to



5 Tips to a New Job in the New Year

find a job with magnifying glass

Is finding a new job one of your new year’s resolutions?  If you want to find a new job, just search the online want ads.  But if you want to find the right job, you’ll need to drastically change your job search strategy.

The modern job search is a constantly changing flood of “high tech” plus “high touch” recruitment, requiring job seekers to expand the number of tools and networking platforms used to find new opportunities.

  • It’s not enough to be on LinkedIn, you need to use LinkedIn as part of your outreach and job search.
  • You’ll need to check out your Facebook page and other social media accounts to make sure that you are presenting an image that you want a potential employer to see. (Recruiters and hiring managers routinely look up job candidates on social media – even before the first screening interview.)

But you shouldn’t relegate your job search exclusively to social media or online job boards – that’s just the “high touch” part of the job campaign.  It is also important to incorporate a “high touch” approach in your job search.

Video conferencing is a great way to network or reach out to past contacts (even if they’re in a different time zone or country) to reconnect; Zoom offers a powerful free service and is easier to schedule than finding a convenient meeting place, date, and time for coffee.  Besides, no matter how an employer finds out about you, eventually you’ll still be in a face-to-face meeting before you are hired – either onsite or online.

Resumes have also changed over the years – and the advice on creating an effective resume in the 21st century job market elicits a wide range of do’s and don’ts.

  • Should you use color on your resume?
  • What about the best font – is sans serif “better” than serif?
  • How about layout? Is the hanging 1st line format so popular in the past going to be readable by the employer’s ATS (applicant tracking system)?
  • And what about using columns? Block lines?  Images or graphics?

The answer to all these question is:  IT DEPENDS.  On the ATS used by the employer, when a recruiter (a live person!) looks at resumes in the candidate sourcing process, and even on the preferences of the hiring manager.

I recently wrote a blog post on generally what not to do in formatting your resume, I’ve discovered that a lot of the do’s and don’ts depend on the employer’s ATS – not to mention the ability of the recruiter to effectively input the desired qualifications into the system!  For example, if you’re searching for a faculty position, using the term “university teaching” might be translated as NO experience in the field if the qualifications specified “higher education teaching!”

No wonder so many job candidates hate dealing with online job applications.

Learning how to “play” the ATS game is even more complicated since competing systems scan and interpret resumes differently.  Honestly, haven’t you been frustrated (even angry?!) when you’ve applied online for a job that seems to be custom-made made for you – only to receive no response or a “thanks, but no thanks” generic email?   A recent article in Forbes acknowledged this frustration in its alarming title, Why Your Resume Will Be Overlooked Even Though You’re Completely Qualified.

So, what should you do?  How do you set yourself up for a successful job search that differentiates you from the noise of other job candidates?

The Fundamental (Yet Overlooked) Job Search Basics

If you’re thinking about finding a new job,
what is the first thing that you do?

If you’re like most people, you take out your old resume and then add in the stuff that you’ve done since then – if you can remember all of it.  Step two is perusing the job boards and going through the frustrating process of applying online.  Step three is to wait…and wait…and wait for a response.

Not much fun…and neither efficient nor effective.

After 30 years working with job candidates from new graduates to senior executives, I’ve discovered that polishing up your resume and launching your job search should only be attempted after completing the following five steps:

  1. Understand your past. This is not just a laundry list of what you’ve done, but also a deep dive into how you did it, why you did it, and if it is something that you would want to do again.  This enables you to have a more comprehensive understanding of what you need in a job in order to be successful, satisfied, and avoid job burnout.
  2. Identify your competencies. Once you have an understanding of your past, search for trends in the skills that you used to get those results.  Perhaps you’re a great negotiator, a motivational leader, an astute analyst, or even a tireless problem-solver.  These are your competencies – or the knowledge, skills, and abilities (KSAs) that you do really, really well.  Together, they create your U.S.P. (unique selling proposition) that differentiates you from other job candidates.
  3. Know what you want. What are your “must have’s” and “can’t stands?”  How do you need to be managed in order to create excellent results?  In what type of work environment or culture do you feel the most comfortable and nurtured in developing your talents?  Especially if you’ve burned out in your current job, the last thing that you want to do is accept a position in a similar culture…but with a new employer!
  4. Decide if you want a new job – or a new career. While some of the fundamentals are the same, searching for a new career has additional challenges that are not present when you want to do the same work, but for a different employer.  Be sure to consider and incorporate your transferable skills throughout your search so that your career change is recognized as a well-considered next step on your career path.
  5. Customize your search to find the right job (not just any job). You are unique, there is no one exactly like you.  No one with your unique combination of KSA’s and competencies.  No one with the exact same professional and personal experiences.  Embrace your uniqueness!  You will be much better able to position yourself as the ideal candidate for a job that has the right combination of duties, responsibilities, opportunities for recognition, and culture for YOU.  Don’t be generic in your resume, cover letter, or interview – you can’t be all things to all potential employers, so don’t try!

By focusing FIRST on these five tips, you will be better able to craft a powerful resume, scour job boards for compatible jobs, confidently network with colleagues, and master the job interview.  Your goal for the new year should not be to find just a new job, but to find the right job.  Happy hunting!

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning and Coaching company focused on eradicating workplace burnout through the B-DOC Model.  An entrepreneur for over 25 years, keynote speaker, author, blogger, business coach, university professor, and researcher, you can see her “in action” by watching her TEDx Talk on YouTube.  To contact Dr. Puleo, please go to

Letting go of the life we planned…to have the life waiting for us

Let go of life planned to have life waiting for us - Joseph Campbell

Planning.  It’s considered to be the most important tool in order to create success.  It’s also a way to ward off “surprises” that could derail us from achieving our goals.  Without planning for the future, where would we be?

Perhaps we’d be a lot more mindful, present,…and happier.

I must admit that I am a planner by nature.  Planning is a good thing and is necessary, but it can also become a compulsion that robs us of responding quickly and authentically to the inevitable (but unexpected) opportunities and challenges that are a part of life.

And what happens if our best formulated plans…fail?  Do we respond quickly and without fear — or do we wallow in trying to figure out what went wrong, thus preventing us from moving forward?

Life is full of unanticipated serendipity — but we tend to forget this as we rigidly plan and will our futures to unfold the way that we want them to.

But maybe what we’re envisioning is not what we’re supposed to be doing.  Maybe our goals are not aligned with our purpose in life.

It is tough to let go of the past — with all its assumptions, paradigms, and expectations. But why do we cling so steadfastly to past goals and overlook the new opportunities that are beseeching us to move forward to something that may be even better?

  • Perhaps it’s because we don’t want to admit that we failed — but “failure” is nothing more than an opportunity to learn.  We learn not only what didn’t work, but what also did work and gave us joy.
  • Perhaps it’s because we’re afraid of what others will think — but nobody else is living our lives for us.  When all is said and done, our lives are the results of the decisions that we have made (both “good” and “bad”).
  • Perhaps it’s because the devil we know is less scary than the devil we don’t know — but life is a journey that requires movement in and out of different situations and relationships.
  • And perhaps it’s because we fear that we are “too old” — regardless of our chronological age.  Steadfastly continuing to put blood, sweat, and tears into something that no longer “fits” just because we think that we are “too old” to try something new just leads to resentment, depression, and burnout.

According to a Wall Street Journal article, people will change careers (not just jobs) over 7 times in their lifetimes.  Some of these changes are intentional and self-directed, while others are the results of change in the work environment or industry.  But those who succeed and enjoy their professional work are able to recognize that what they planned may no longer be feasible — or even desirable.

Letting go of expectations is an important tool in avoiding burnout.  Yes, we’ll continue to work hard and strive for excellence.  But we need to be courageous enough to admit when something is no longer working…and be willing to move on.

Dr. Geri Puleo, SPHR, is the President and CEO of Change Management Solutions, Inc., an eLearning and Coaching company focused on eradicating workplace burnout through the B-DOC Model.  An entrepreneur for over 25 years, keynote speaker, author, blogger, business coach, university professor, and researcher, you can see her “in action” by watching her TEDx Talk on YouTube.  To contact Dr. Puleo, please go to