I’ve been helping people create letters of recommendation for jobs they want, internships, promotions, and more, for over ten years. I’ve learned during this time that if you’re not selling yourself effectively, you won’t make a lasting impression.

A recommendation letter differs from a resume or a cover letter because it comes from someone who knows you well, so it should feel more personal.

Read further to discover how to write a letter of recommendation that will help you land the job or opportunity you’ve been dreaming of.

Table of Contents

• What is a letter of recommendation?
• Do I write my own letter of recommendation?
• How to Write a Letter of Recommendation [+ Free Template]
• Free Letter of Recommendation Template
• Letter of Recommendation Samples to Inspire You
• Tips for Creating Effective Letters of Recommendations
• How to Ask For a Letter of Recommendation

What is a letter of recommendation?

A letter of recommendation is a one to two-page description of your merits from someone who has a particular insight into your character, work ethic, projects you’ve completed, and more.

Typically, a letter of recommendation is written by someone who is an authority figure to you, such as a past employer or manager. This person should be able to recommend your professional work or academic experience.

Do I write my own letter of recommendation?

You might be thinking, “Wait, don’t I have my (boss, colleague, or friend) write a letter of recommendation for me? Why must I read this blog to create a letter of recommendation?”

You can, of course, ask them to write a letter of recommendation for you from scratch. But don’t be surprised if it takes them a really long time to write it. Even then, it may not meet your expectations.

There’s nothing wrong with giving the person you’re asking an outline, a list of your past achievements, or even a draft of a letter of recommendation.

In fact, it’s expected that you will give the writer an idea of what you want them to include in the letter of recommendation while still allowing them the creative freedom to add their spin.

They can adjust whatever the letter is to fit what they feel comfortable signing their name to, and you will save them a significant amount of time — meaning you get a better letter of recommendation faster.

How to Write a Letter of Recommendation

Whether you’re writing a letter of recommendation for a professional or academic opportunity, the basic elements are the same.

Start by including the date and recipient’s information, introducing the writer, describing the applicant and their performance, and signing off with the writer’s contact information.

A long relationship with the candidate or a deep familiarity with their work is an important element of writing a letter of recommendation.

When ideating which details of your professional relationship to include, ask yourself which projects they worked with you on, what strengths you admire in them, specific moments they came through for you, and what you’ll miss about working with them when they leave.

Remember, a letter of recommendation is more than just a list of their professional experience, that’s what a resume is for, as the writer you can give a hiring manager insight into the personality of the candidate and if they’d be a good fit for the role.

Check out this free letter of recommendation template to get started.

Letter of Recommendation Format

1. Date

Including a date is important for establishing the validity of a letter of recommendation.

Use the specific date that corresponds with the candidate’s last day at an organization or even some time after they worked with the writer of the letter of recommendation.

If you’re asking for a letter of recommendation from a coworker or boss while still employed, be sure to tread lightly as most employers won’t be thrilled to recommend you to a job when you’re leaving.

If you do trust that they are ok recommending you, despite leaving the company, go ahead and put that day’s date.

2. Recipient’s Information

Write out the name, position, and company of the person the letter of recommendation is going to. Or, if you’re not sure what companies you will be applying your letter of recommendation to, feel free to keep this section generic so you can fill it out later as opportunities arise.

3. Introductions

Introduce the writer of the letter of recommendation. Remember, use the first person (whether you’re the person writing the letter of recommendation, or the receiver creating a draft).

Go ahead and list their areas of expertise, education, current title, and anything else applicable. If the writer is a previous manager you’ll want to list their position, how long they’ve been at the company and their education. You should also say how long they’ve worked with or known you.

4. Performance and Qualifications

Use this section to talk about the commitment of the letter’s requester in your organization. You

can also mention their most notable traits, skills, and abilities through adjectives.

This section is the bulk of your letter and the most important part. Remember, your boss/coworker/friend can put their own spin on what you say in the letter, you’re just giving them an idea of what you’d like included.

Ask yourself these questions when writing this section:

1. How can I tell the story of my accomplishments?
2. What personal details need to be included?
3. What motivates me?
4. What challenges have I overcome?
5. What are my most relevant skills?
6. Why do I want to work at this company or apply to this school?
7. What makes me a good fit for this role?

Here’s an example of what answering these questions might look like:

“Jane Doe became my employee in 2016 after transferring from the Sales department. She is extremely motivated by sales-centric goals, employee satisfaction, and choosing tactics that deliver a high return on investment.

In my time working with Jane Doe, I’ve watched her tackle challenging projects, such as when our startup was bought out by a bigger brand.

She made sure each member of her team transitioned seamlessly while also still meeting her quarterly goals, an accomplishment that only one other team at the company achieved during this time.

Her background in sales has made her a friendly team player, a wise financial decision-maker, and an influential leader. She would be an excellent fit for any role that needs someone who is going to meet hard-to-reach targets, lead a team to excellence, and maintain organization.

In my time working with Jane Doe, I’ve often used her as my go-to-person because I know she is both reliable and hard-working.”

Don’t forget to write this section in the first person, and don’t be afraid to really sell yourself and your achievements!

If you’re not comfortable with being this specific, here’s an example that leaves space for the writer to put in their own thoughts.

“[NAME] became my employee in [YEAR] after transferring from [DEPARTMENT]. She is extremely motivated [ENTER PERSONAL QUALITIES].

In my time working with [NAME], I’ve watched her tackle challenging projects, such as [PAST PROJECT(S)]. [SENTENCE ABOUT WAS DONE WELL].

Their background in [ENTER BACKGROUND] has made them [FAVORABLE PERSONAL QUALITIES]. They would be an excellent fit for any role that needs [DESCRIPTION OF ROLE THEY’RE APPLYING FOR].

In my time working with [NAME], [DESCRIPTION OF HOW WE’VE WORKED TOGETHER IN PAST].”

5. Contact Information

Finally, you can close this letter wishing the applicant luck in their new professional stage. Most importantly, provide detailed contact information, as interviewers will need to confirm the information provided in this document.

How long should a letter of recommendation be?

Like a cover letter or a resume, a letter of recommendation should be about one page long. I’ve often erred on the side of shorter than longer because you really can say everything you need to in one page.

If you’re having a hard time whittling your letter of recommendation down to one page, consider asking a friend with writing experience to edit it down to the most important details, or even using AI tools to help you.

Free Letter of Recommendation Template

Writing your letters of recommendation from scratch can be time-consuming and difficult. Download your free recommendation template (pictured below) here as a Google Docs or Microsoft Word file.

Letter of Recommendation Samples to Inspire You

Now that you have the letter of recommendation template downloaded, you might be wondering where to start.

The free HubSpot letter of recommendation template gives you:

• Compatibility with Word or Google Docs
• Easily identifiable space to describe the abilities, attitudes, and skills of the person you are recommending by following the template structure
• The capability to edit the letter to align with your company’s corporate image
• Options to print or send the letter of recommendation in your desired format

Try filling out each blank part of the template with the applicable information. It will then begin to look something like this example:

Generic Employee Letter of Recommendation Sample

To whom it may concern:

Please accept my warm greetings. As the CEO at Business International, it is a great pleasure for me to provide this employment reference letter for Jane Doe, who has served as Head of Sales.

She has worked at this company for five years. During that time, I have confirmed that Jane has the necessary experience to carry out her job to the highest standards of the company and with the values that I consider essential.

At Business International, Jane has shown interest and efficiency in the tasks of Head of Sales. Given our working relationship, I have observed that she is extremely motivated by sales-centric goals, employee satisfaction, and choosing tactics that deliver a high return on investment.

She made sure each member of her team transitioned seamlessly while also still meeting her quarterly goals, an accomplishment that only one other team at the company achieved during this time. Her background in sales has made her a friendly team player, a wise financial decision-maker, and an influential leader.

She would be an excellent fit for any role that needs someone who is going to meet hard-to-reach targets, lead a team to excellence, and maintain organization. In my time working with Jane Doe, I’ve often used her as my go-to girl because I know she is both reliable and hard-working.

It is for this reason that I highly recommend her to your company, as I have witnessed how the response to her assignments has added value and growth to our company, just as I am sure she will be able to contribute to the new organization where she will work.

This letter is extended at the request of Jane Doe for the purposes that best suit her.

Thank you,

This is a good starting point but still pretty generic, because when you read this letter of recommendation, you’re not super sure that the writer actually knows who it’s being sent to.

It feels more like a general recommendation of Jane, instead of someone who knows her very well recommending her for a specific job. It feels generic because it lacks important details about Jane’s performance and her work personality.

Let’s spice it up a bit. Here’s another sample that’s been adjusted to better describe Jane and what she does for the company:

Better Employee Letter of Recommendation Sample

Mr. James Big,

As the CEO of Business International, it is a great pleasure to provide this employment reference letter for Jane Doe, who has worked for five years as Head of Sales at Business International.

I am thrilled to recommend Ms. Jane Doe to your organization. As you read further, you will find she will be a great asset to any organization looking for a high performing Head of Sales.

During our past five years, I’ve watched Jane flourish as she’s moved from a customer success manager into her role as Head of Sales, managing a team of twenty sales associates. About three years ago, our startup company was bought by Business International, and Jane took the transition in stride.

She led the way for her team during the transition by ensuring each team member onboarded their new role and tasks, worked with employees we gained during the transition, and even still met her quarterly sales goals. In fact, she was one of only two departments that still met their goals during the transition phase.

Jane’s background in sales has made her a friendly team player, a wise financial decision-maker, and an influential leader. I’ve often used Jane as my go-to girl because I know when I give her a task, she won’t just meet my expectations but will rather wow me with her ingenuity and creative problem-solving.

I’ve heard firsthand from Jane’s customers just how beloved and appreciated she is. One customer even raved about her persistence in solving a problem he had with billing.

Jane went above and beyond to ensure the customer’s problem was solved while also forging a strong relationship that has led to customer retention and referrals. Jane maintains a 95% customer retention rate, one of the highest at our company.

For this reason, I highly recommend her to your company. I am sure Jane will be able to contribute greatly to VIC, and I’m excited to watch her career trajectory.

Thank you,

Did you notice that this letter of recommendation felt a lot more personal?

It still uses the basic elements that every letter of recommendation should have, but there’s a lot more attention to detail, including storytelling and important statistics. When you write a letter of recommendation for yourself or someone else, include lots of details to avoid sounding generic.

Tips for Creating an Effective Letter of Recommendation

1. Use statistics.

Just like a resume, a letter of recommendation needs to quantify what you’ve accomplished. You offer proof of your performance and accomplishments by including at least one statistic in your letter.

Here are some possible stats you can include in your letter:

• Number of customers you’ve retained or onboarded
• Number of sales you’ve contributed to
• Any statistic you’ve improved upon (ex., improved SEO results by 11%)
• Number of projects you’ve completed over a set amount of time
• Dollar amount of influence you’ve created for the company
• Number of employees you’ve managed or trained

The possibilities for including statistics in your letter are endless. Try making a list of as many as possible and then narrow down which ones you think are most important and relevant to the position you’re applying for.

2. Be specific and simple.

Anyone can churn out a generic letter of recommendation that, upon further scrutiny, doesn’t really say a lot. The more specific you are in listing your accomplishments, the more you’ll avoid generic platitudes.

Hiring managers want to see that the writer of your letter of recommendation knows and understands you. If your letter of recommendation sounds generic, they might doubt how close you are and why you’d choose someone who doesn’t know your accomplishments to write your letter of recommendation.

When you’re working on being as specific as possible, you should also try to edit out any filler words that aren’t needed. It’s common for letters of recommendation to say the same thing more than once, but I’d limit mentioning something like a job title to only twice (with the exception of your name).

Consider reading your LOR out loud to identify which sentences should be cut.

3. Tell a compelling story.

If you’ve been a part of an organization for a while, you likely have an interesting story.

That story might be about how you went from one lower-ranking role to a higher-one, and it would include details about the hiring process, accomplishments that got you promoted, and how you’ve managed in that role since obtaining it.

Or, your story might be about a difficult project you completed, with details like deliverables you achieved, the impact you made, revenue goals reached, etc.

Check out HubSpot’s guide on storytelling to get a better idea of what story your letter of recommendation should tell.

4. Get personal.

Think about the person who will write and sign off on your recommendation letter.

What are some of your best memories with this person? Were there long lunches where you talked about shared interests, or meetings where they made you feel valued? Think about what their favorite memories with you might have been.

This is one section where you will definitely want to jog their memory to get a personal story or quality of yours that they appreciate. Feel free to list some of your favorite moments for them to reference if they so choose.

How to Ask for a Letter of Recommendation

If you want to get an employer to agree to write your letter of recommendation, you’ll want to follow a few basic steps.

Step 1: Assess your relationship.

You won’t want to ask just anyone to write you a letter of recommendation.

If you have multiple managers up the chain of command, choose the manager that has worked the closest with you unless your working relationship hasn’t always been smooth.

If you’re not completely sure that the person you’re asking has a high opinion of you, don’t ask them to write your letter of recommendation.

Some letters of recommendation have to be submitted anonymously to maintain integrity. You’d hate to ask someone for a letter of recommendation just for them to submit a weak or unfavorable letter.

Great candidates for writing your letter will have:

• A good working relationship with you
• A knowledge of your past accomplishments
• An understanding of your growth at the company
• A willingness to help you out by writing a compelling letter

Step 2: Write your own letter or create an outline.

While the Hubspot Free Letter of Recommendation Template is a great starting point, you won’t want to just send them the template and hope for the best.

Write your own example letter, or create an outline/list of information you want included. Before you even ask for a letter of recommendation, this step should be completed, so you can give them your example letter or outline at the very beginning to avoid wasting their time.

They’re also more likely to agree to write your letter of recommendation if they know they won’t be starting from scratch.

Step 3: Ask for your letter.

When you ask someone to write you a recommendation, you’re asking them to do you a favor. Return the favor by including a sweet treat, or gift, or taking them out to lunch when you ask for their help.

Be sure to let them know what kind of deadline you’re working with and ask if they’d like periodic reminders leading up to when you need the letter of recommendation.

Step 4: Write a thank you note.

This final step is optional, but I highly suggest you do it.

Once you’ve received your letter of recommendation, write a thank you note to your recommender. Include details about them that you admire.

Remember, there’s a good chance the hiring manager or school might reach out to your recommender to ask them more questions, so you’ll want to remain on good terms with them.

Using Your Letter of Recommendation

Now that you have your completed letter of recommendation, be sure to use it as much as possible. Jobs often only ask for a resume and a cover letter, but that doesn’t mean you can’t also attach your letter of recommendation.

If a job limits your attachments, contact the hiring manager on LinkedIn and send over your letter of recommendation.

Creating a letter of recommendation might be a process that you repeat, especially if you’re applying for academic spots and positions, as they often require more than one.

Use this free template whenever you have to start over on a letter of recommendation. If you need multiple letters, consider having each address a unique aspect of your work or school experience.

The post How to Write a Letter of Recommendation [+ Free Template] appeared first on ProdSens.live.

I can honestly say that, so far in my career, I’ve never witnessed such a high competition for marketing roles on LinkedIn, both full-time and freelance, as now.

And I’ve seen countless comments and got tens of email replies from hiring managers, saying that they’re overwhelmed as they’ve received over a hundred applications.

No wonder that to make sense of it all and spot relevant candidates, companies are looking for ways to streamline the recruitment process. For them, applicant tracking systems are a blessing. However, for some inexperienced candidates, they can feel like a nightmare.

Luckily, getting past these automatic resume filtering systems is certainly attainable if you know how they screen CVs. Let’s take a look.

Table of Contents

• What is an applicant tracking system (ATS)?
• ATS Friendly Resume Templates
• Testing It Out
• Tips for Creating an ATS-Friendly Resume

What is an applicant tracking system (ATS)?

Human resource departments receive hundreds of resumes. To make their lives a little easier, they use computer software called ATS.

These solutions help recruiters process large volumes of CVs and pick the most suitable candidates. Applicant tracking systems come in handy in the initial screening phase and eliminate resumes that aren’t a good fit for the position.

One of the most important things that candidates should know about the ATS is that it lets employers filter resumes based on keywords. That’s why it’s vital to tailor your CV to specific roles. Only after passing the initial screening will the resume be reviewed by a recruiter.

ATS Friendly Resume Templates

Let’s now look at some ATS-friendly templates. Each one describes a different role.

Marketing Manager — ATS Resume Template

When you go through all the templates, you’ll probably notice one thing — they are all well-formatted and minimalistic. The days of fancy designs are over. Now, it’s all about specificity and relevancy. This trend shines through in this resume.

Each section has a clear heading, making scanning easy, which I really like. The design is clean and easy to read. It doesn’t include any acronyms, which an ATS might not be able to understand — a big plus.

What I like: While it’s important to create a resume which can go through an ATS, it’s also key to remember that if it passes initial screening it will be reviewed by a recruiter. I like that this resume incorporates the needs of both situations.

For the latter, you need to ensure that it nicely demonstrates your achievements, preferably backed by numbers as shown in this template — “increased site traffic by 15%.”

Executive Assistant — ATS Resume Template

This template includes a short professional summary. It’s one of the elements required by the ATS system, so it’s great. It’s short and to the point, which I like. It’s well formatted and features a good overview of all positions held, which are succinctly summarized.

What I like: I like that this resume includes skills specific to the job. These can also be treated as keywords, improving the candidate’s chances of being selected — or at least getting through initial screening.

Early-stage Marketing Professional — ATS Resume Template

First of all, I like the idea behind this free HubSpot resume template. It specifically targets applicants who are relatively new to the job market, so I can imagine how many Gen Z’s could benefit from it.

These candidates might find it hard to demonstrate their job-fit and skills without having a lot of previous professional experiences. I can imagine how mind-boggling it could be to simultaneously think about pleasing ATS.

What I like: I like that this CV template, under each header, features guidelines instead of a fictional summary, past roles, etc.

The instructions clearly say that the resume must be to-the-point and concise. This will not only make it easier for an ATS to scan the contents, but it will also make it simple to navigate by recruiters.

HR Professional — ATS Resume Template

The fictional applicant is an experienced HR professional. However, to keep it under one page, they only discuss their two most recent roles.

The descriptions are quite detailed, so there’s a lot of room for natural use of the right keywords. Also, the “Skills & Competencies” section is super-scannable both for the ATS and the human eye.

What I like: This CV is an ideal blend of detail and conciseness. It shows how a senior specialist can keep their resume within one page.

Pro tip: Check out these free resume templates for Microsoft Word.

Testing It Out

Now, I am going to try to create an ATS-friendly resume. I am applying for the senior content marketing manager position at Whatagraph. You can see the job posting below:

I am going to use one of the free resume templates from the section above as my starting point. Next, I’ll upload it to Resume Worded, a resume scanner, and check the suggestions it has for me to help make it pass ATS.

Before you dive into this experiment with me, bear in mind that I did not spend a lot of time on following ATS guidelines in the first version of the CV. I wanted to make sure all the information is there, but left room for Resume Worded to show me how I can make it better.

My initial resume got a score of 30 out of 100, which is quite low. After applying the suggested changes, I was able to double my score. Using the features available on the free plan, I got a 64 out of 100. I’m pretty happy with it. If I were to use the paid version with premium tips, I would get that number even higher.

Without further ado, let’s jump into the whole process.

Here’s the initial version I created using one of HubSpot’s free resume templates:

After uploading it to Resume Worded, I got plenty of suggestions as well as information on what I already did correctly:

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Here are the changes I implemented, according to the tool’s suggestions:

• I re-worked the experiences from paragraph-based descriptions into bullet points.
• I checked the CV for passive voice use.
• Resume Worded suggested adding an additional section to increase the word count. The first version of the resume was about 30-40 words shorter than the industry average. So, I decided to add an “Awards and Achievements” section.
• I added extra information on education.
• I removed the “filler” words. Suggestions included changing terms like “notable increase” to just “increase.” However, I only found two or three in the entire document, so I don’t think they were detrimental to my score.

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Here is the changed version of the resume, along with the new score:

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What I think: Overall, I think it’s a useful tool. Some of the suggestions were helpful and easy to implement, while others I disagreed with. For example, it told me the dates might be in an incorrect format, which isn’t true. I only included months and years, so this couldn’t even result from the E.U./U.S. disparity.

The tool also suggested using more numbers and stats — I already had eight. Considering the length of the resume, that’s plenty. But I appreciate the fact that it puts a lot of emphasis on quantifying your achievements. Ultimately, it will be a human making the final decision — not software.

What I don’t fully agree with is how the tool defines “repetitive” words. It underlined two crucial terms when you’re applying for a senior content marketing role — “website traffic and conversion rates.”

I used these twice; once in the Summary to show a high-level achievement, and once in one of the role descriptions to demonstrate results for the specific company.

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Tips for Creating an ATS-Friendly Resume

1. Add a relevant headline.

Your resume won’t make it past the automatic evaluation if you don’t add an accurate title next to your name and surname. So, what should you focus on?

“Make sure you include the specific job title that you’re applying for, as well as a few choices of keywords related to the qualifications listed in the job description. Naturally, make sure that they match your skill set or experience,” says Rob Boyle, marketing operations director at recruiting firm Airswift.

Boyle recommends doing all of this in a single sentence — ideally, one that only takes up one line. For example, it could be something like “Experienced cross-platform Mobile Developer with proficiency in Python and Java and strong UI/UX design knowledge.”

Boyle says that with a strong resume headline, the ATS and human reviewers will see from the very beginning that you have the core skills for the role. And “this, ultimately, will entice them to read on.”

2. Use the keywords from the job ad, along with their variations.

When I asked Anna Williams, human resources director at Digital Silk, about her single most important tip for getting past an ATS, she said:

“With more than 15 years of experience dealing with ATS systems, I’d advise candidates to consider the importance of mirroring job description keywords. ATS filters resumes for specific phrases relevant to the role you’re applying for.”

Williams says that a lot of candidates already know that they should use relevant phrases. However, many of them miss one important detail — using variations of these keywords.

“Let’s take the example of a ‘project manager’ role. An ATS might also search for terms like ‘project coordinator’ or ‘project leader.’ Therefore, incorporating synonyms or alternative phrases for your job title can increase your resume’s visibility,” Williams says.

At the same time, since your CV should be a one-pager, think about how you can avoid keyword stuffing.

“If a job description mentions ‘project management’ multiple times, consider how you can reflect this term, without overusing it, in your resume,” Williams told me. “Use phrases like ‘managed multiple projects concurrently,’ to align your experiences with the job.”

Similarly, any unique terminologies or skill-specific words used in the job description should be reflected in your resume wherever genuinely applicable.

3. Include storytelling and prioritize results.

I can’t underline this tip strongly enough — today’s ATS systems can understand sentences thanks to natural language processing (NLP), so don’t limit yourself to using “dry” statements or generic descriptions.

“When it comes to crafting ATS-friendly resumes, what I have found effective is incorporating storytelling elements into your bullet points. Rather than just listing job duties, try framing your accomplishments as mini-stories that showcase your skills and experiences in action,” says Mohamed Mezian, founder of Augurisk.

For instance, Mezian points to the phrase “Managed social media accounts.” Instead, you could say, “Elevated brand engagement by 30% through strategic content curation and audience engagement tactics.”

Mezian says that this not only makes your resume more engaging for human evaluators, it also helps ATS better analyze the impact of your work and increase your chances of making it through the initial screening process.

“Remember, behind every bullet point lies an opportunity to tell your professional story in a compelling and memorable way,” he concludes.

4. Mirror the “Requirements” section.

Jarir Mallah, HR Manager at a rapidly growing tech startup Ling, uses ATS on a daily basis to grow their team.

“While most candidates are aware that their resumes should include keywords relating to the job description, I recommend prioritizing those found in the ‘Requirements’ section of the listing,” he says.

Mallah underlines that, instead of stuffing their resume with buzzwords used in the job posting’s “Responsibilities” section, candidates should focus on mirroring the “Requirements.”

“Companies are, first and foremost, looking for candidates meeting essential skill sets and qualifications. So, this strategy significantly improves the chances of passing ATS scans.”

5. Structure the document for quick parsing.

Preparing your resume’s format is a surprisingly overlooked strategy. Liza Griffen, Director at recruitment agency Tyler Griffen, agrees.

“Most recruiters know about including keywords, but not everyone considers how an ATS reads the file’s format. A straightforward yet innovative approach is to structure your resume with a ‘Core Competencies’ section right after the introductory profile,” Griffen says.

She suggests using a concise bulleted list, with each point mentioning a common industry term.

“This method not only highlights your expertise right off the bat, making it impossible for the ATS to miss. It also caters to the scanning algorithms of ATS systems, which are designed to pick up and categorize information presented in simple, digestible formats,” Griffen says.

Griffen tells me that you can significantly improve your visibility in candidate searches by placing this section at the front of your resume.

6. Be careful about using graphic elements.

Now that I’ve mentioned formatting text, I must also mention other contents of your resume — i.e., those that can’t be parsed to plain text.

Before you submit your resume, search for elements that would go missing if all the icons or images were dismissed.

To give you an example, look at the image below. It’s a popular stylistic choice for displaying skills.

Be careful about submitting it to a company if it has to go past an ATS, as you have no certainty that the system will know how to “read” this section.

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Nick Derham, IT recruitment specialist at Adria Solutions, agrees, and shares his perspective.

“If you are creating a resume to upload to an ATS, you should aim for a lightly formatted CV without text boxes, illustrations, images, or charts. Focus on crafting a resume that is concise and easy to read, even if it seems too simple or boring,” Derham says.

Derham admits that advising candidates to upload an “ugly” resume sounds like an unpopular opinion, but he says there’s a reason for this.

Like most recruitment companies, Adria Solutions uses an ATS to make sure they supply the right candidates to clients.

“When we do so, we remove all candidates’ personal and contact information and use our own company-branded candidate sheets. Since most ATS won’t allow us to upload several documents, we copy and paste the information from the candidates’ resumes, so all creative resume formats are gone,” Derham explains.

Candidates have more control over how their data is processed and what the hiring manager sees if they upload a simple but concise resume. “Even if it’s uglier,” Derham concludes.

7. Create two copies of your resume.

This one might surprise you a little, but it’s worth creating two versions of your resume.

As aptly put by CIO, “an aesthetically pleasing resume with headers, different fonts, and visuals won’t do much to impress an ATS. Save that for the human recruiter or hiring manager by creating a second copy of your resume in a plain text format that will be easy for the ATS to scan.”

It might be a little more time-consuming, but it will pay off!

In the example below, save the first for when you get in contact with a person, but submit the first to be scanned by ATS:

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8. Personalize your resume for each job you apply to.

Whenever I visit LinkedIn and see an interesting job opening, I also immediately notice the overwhelming number of applicants.

And these applications have been sent within an hour or so from the job appearing on LinkedIn. This makes me think that most of these applicants use the “easy” apply button without tailoring their profile.

This will never work with an ATS; your resume must be tailored.

Angela Tait, people operations strategist and founder of Tait Consulting, says,

“Especially with an applicant tracking system, using keywords and direct sentences is a surefire way to submit a relevant and catchy resume. Tweaking your resume with each job application, while a bit more time-consuming, can make the difference between landing an interview or getting lost in the piles of applicants.”

She also shares an example:

“When I’m recruiting for an HR manager position for leaves I get a lot of resumes from people in HR, but when I look at their experience, they have nothing listed specific to leaves, which makes me assume they may not have experience. If I were using an ATS, it’s unlikely that the resume would even end up on my desk since it lacks the keyword ‘leaves.’”

9. Pro-tip for office-based roles: Include your zip code.

You’ve probably noticed that a growing number of companies require employees to be in a specific location. Even if they list a position as “remote” they usually add “within the U.S.,” “California,” or other. That’s why you should consider including your zip code — especially if it’s an office-based role you’re applying for.

Matt Collingwood, managing director at VIQU IT Recruitment, says,

“Many applicant tracking systems use AI to read resumes, pulling your key information such as your zip code to search whether you would be suitable for a job. Normally, recruiters will look for candidates within 20 miles of the client’s office, so if you don’t quote a zip code, you won’t appear in this ‘near’ radius search.”

10. Quantify your accomplishments with numbers and metrics.

You have to remember that at some point, your CV will end up in the hands of a recruiter (if you make it ATS-friendly, of course).

That’s why you cannot focus only on optimizing it for the tracking system, you also have to impress the hiring person.

Rahul Vij, CEO at Web Spero, says, “Applicant tracking systems love keywords, but simply including general skills from the job description isn’t enough to make you stand out. Instead, quantify your achievements using metrics that showcase the impact you’ve made in previous roles.”

For instance, Spero notes instead of just listing “social media marketing,” you can mention something like “Increased brand engagement by 20% through targeted social media campaigns.” This approach demonstrates not just the skill but how effectively you’ve applied it.

11. Proofread to check for errors.

This should be a no-brainer, but many candidates forget about it — make sure your CV is free from errors. This will increase your chances of having your resume accepted by an ATS. Since the system relies on specific words, if you make a spelling mistake it won’t be able to understand them.

Tim Elliott, president and COO at Mr. Moxey’s, says, “If you submit your resume with a spelling error, you’ll likely miss the opportunity, as your resume may not rank for the relevant keyword you misspelled.

Tools like Grammarly are good for helping you note and remove grammar errors from your write-up. It also provides quick suggestions on the corrections that are available.”

Elliot also emphasizes the importance of readability, pointing to the Hemingway app. “Your text must be easy to read for the required grade. If your resume has complex language, the ATS might find it hard to categorize you in the specific job,” he says.

12. Avoid the functional format at all costs.

Forget the functional resume format, which focuses primarily on your abilities without tying your skills back to your work history — it’s a big mistake.

Lisa Hagendorf, founder at Centerpiece Public Relations, says, “Not only are functional resumes considered ‘ATS incompatible,’ but recruiters distrust them. If you use a functional resume, hiring professionals assume you have something to hide — which is never good.”

She says it’s better to opt for a hybrid or reverse-chronological resume format, which displays information in a clear hierarchy, and it’s something that ATS appreciates.

These resume formats are not only conducive to applicant tracking systems, but their layout makes it easy for recruiters to quickly skim your resume and understand your career story and the value you have to offer, Hagendorf says.

“If your previous experience doesn’t support your new job goals, you’re better off using the professional summary section of your combination resume to highlight your relevant skills, rather than resorting to a functional resume format,” Hagendorf adds.

ATS Resume Template as a Good Starting Point

I realize that the job market these days is tough — there are thousands of candidates “fighting” for one position. This only raises the stakes when it comes to getting past the first phase, before a human even gets a glimpse of your application.

You might be a perfect candidate for a role, but if you don’t tick all the ATS boxes, you won’t get through the initial screening process.

You can use an ATS resume template as a starting point and use the tips I gathered for this piece to boost your chances of getting through to the next recruitment stage.

I’d like to once again emphasize that the times when you’d send the same version of your resume to multiple companies are long gone. Generic CVs no longer make an impact, as they lack the personal touch and won’t make you stand out.

Instead of wasting time creating a pixel-perfect resume design, focus on getting its content right — this will get you much further. Good luck!

The post Get Past the ATS With These Resume Templates [+ Tips] appeared first on ProdSens.live.

ChatGPT this, ChatGPT that. Well, I’m here to add to the AI noise (but in a good way, I promise).

I’ve seen a lot of discourse on LinkedIn about ChatGPT resumes and other professional use cases for AI.

Since the job market is on fire right now, I decided to do a little digging myself to see how helpful ChatGPT really is for resume writing.

Table of Contents

• Should you use ChatGPT to write your resume?
• How to Use ChatGPT to Write a Resume
• How to Use ChatGPT to Update Your Resume
• ChatGPT Resume Example
• Best Practices for ChatGPT Resumes

Should you use ChatGPT to write your resume?

In my opinion, it’s not really a matter of should vs. should not.

ChatGPT can be a great resource to help you write or update your resume if you use the right prompts.

AI gives you three main superpowers:

• Speed: Tools like ChatGPT can create content quickly and save you time.
• Agility: AI can help you adjust your tone and language for your audience.
• Clarity: You can simplify complex sentences, ideas, and topics with AI.

But as we all know — with great power comes great responsibility.

I wouldn’t suggest relying solely on AI to help you land an interview. When it comes to your resume, you’re still going to have to do some of the heavy lifting.

However, ChatGPT can help make things a little lighter for you.

How to Use ChatGPT to Write a Resume

1. Use ChatGPT to create a professional summary.

Let’s kick this off with a professional summary.

I like to include a brief bio at the top of my resume to describe who I am and what my areas of expertise are. This is especially useful when the job application doesn’t require a cover letter.

To create a professional summary using ChatGPT, I used the following prompt:

Write a professional summary for a resume that describes a marketer with 8 years of experience in content strategy, writing, and editing. Limit the summary to 3-4 sentences, and make the tone conversational but professional.

Here’s the output I received:

I have to say, this is pretty solid. There are some areas I’d tweak based on my own preferences (I don’t use “adept” in conversation, for example). I’d also shorten some of the sentences for flow.

While ChatGPT could do some of this for me, I’d rather add my own personal touches — and I recommend you do the same.

Prompt(s) I Used:

• Write a professional summary for a resume that describes [your role] with [years of experience] in [areas of expertise]. [Include additional instructions related to format, length, and tone].

2. Use ChatGPT to expand on your work experience.

After my summary, I dive right into work history on my resume.

For this prompt, I’m going to start with some of my overarching responsibilities and see if ChatGPT can add more substance.

Here’s my input:

Generate bullet points to summarize my experience overseeing the content strategy for a large-scale blog property and writing compelling copy for marketing professionals.

And here’s the output I received:

Sometimes, it can be hard to put your work experience into words. I can see this output being a helpful source of inspo as you’re writing.

Prompt(s) I Used:

• Generate bullet points to summarize [experience/work history].

3. Use ChatGPT to pull compatible skills from your experience.

Next, I reserve some space for my education and skills. I don’t need help on the education side, but I will tap ChatGPT to help tease out skills based on my work history.

I started with this prompt:

Curate a short, bulleted list of professional skills for my resume based on my experience as a blog editor, writer, and project manager.

Here’s the output I received:

Not bad. However, I want to make sure my skills align with the role I’m applying for. To do so, I followed up with this prompt:

Align these skills with the following job description.

Then, I copied and pasted the job description.

Here’s the output I received:

The alignment aspect of this prompt is very useful. Part of creating a strong resume is including relevant keywords based on the job overview.

Together, these two prompts help tie your skills back to the role (which means the hiring manager doesn’t have to).

Still, I’ll include another plug here to rewrite your ChatGPT outputs in your own words. AI is great, but your voice is even better.

Prompt(s) I Used:

• Curate a list of professional skills for my resume based on [work history/experience] in [format].
• Based on the first output: Align these skills with the following job description. [Copy/paste the job description].

4. Use ChatGPT to write a cover letter.

OK, so your cover letter isn’t technically part of your resume. However, I figured I’d include it since many jobs are still asking for them.

I decided to use two methods to write a cover letter with ChatGPT. First, I used the job description as my guide.

I started with this prompt:

Write a cover letter for a Blog Manager position at a B2B SaaS company based on the below job description. Format the cover letter for email, limit the cover letter to 3 paragraphs, and make the tone conversational but professional.

Then, I copied and pasted the job description (not pictured for length).

Here’s the output I received:

Next, I asked ChatGPT to incorporate a couple of my specific accomplishments into the cover letter.

I used this prompt:

Incorporate these accomplishments into this cover letter: Drove nine consecutive months of organic goal attainment and ten months of YOY growth at my previous company.

Here’s the output I received:

This is another helpful starting point. I see some long sentences that need cleaning up, and it’s a little broad in describing my qualifications.

I could use ChatGPT for help with that too, but I’d suggest taking it from here to add more specific details about your experience.

I say this because your cover letter is supposed to help you stand out to hiring managers. And you don’t want to risk sounding like all of the other candidates who may have used ChatGPT to write theirs.

Take the extra time to refine the output so it reflects your personality and maps your unique skill set back to the role.

Prompt(s) I Used:

• Write a cover letter for [position] at [company] based on the below job description. [Include additional instructions related to format, length, and tone]. [Copy/paste the job description].
• Based on the first output: Incorporate these accomplishments/skills into the cover letter: [list accomplishments/skills].

Speaking of cover letters, ChatGPT can help you write job application emails, too.

How to Use ChatGPT to Update Your Resume

1. Tailor your resume to a specific job description.

Sometimes, you’ll need to adjust your resume to reflect a particular industry or role, and ChatGPT can help.

To demonstrate, let’s use a section of the sample resume I created earlier with this prompt:

Rewrite the professional summary on my resume to align with a marketing position in the healthcare industry. Mention my 5 years of health communication experience and plain language writing skills. Limit the summary to 3-4 sentences, and maintain the conversational but professional tone.

Then, I copied and pasted my professional summary into the chat.

Here’s the output I received:

You’ll notice I asked ChatGPT to “simplify this summary” after the first answer because it was too wordy for me. Keep in mind that it may take a few tries to get your desired response.

Prompts I Used:

• Rewrite [section of resume] to align with [position] for [industry/company]. [Include additional instructions related to format, length, and tone].

2. Proof your resume for grammar (and tone).

This prompt is pretty straightforward. Once your resume is complete, you can use a prompt like this one to proof it before hitting send:

Proofread my resume for any spelling or grammatical errors. Shorten long sentences, maintain a neutral but professional tone, and rewrite any complex words and phrases in plain language.

Here’s the output I received:

ChatGPT did a nice job tightening up the copy. I’d likely use this prompt again for copywriting tasks outside of just my resume.

Prompts I Used:

• Proofread my resume for any spelling or grammatical errors. [Include additional instructions related to specific proofing areas like length and tone].

ChatGPT Resume Example

And … drum roll, please … there you have it! Here’s the full ChatGPT resume we just created.

Here are a few next steps I’d do from here:

• Rewrite certain sections (like the work experience bullets) to add specificity based on my responsibilities.
• Include the rest of my work history and add more skills to represent the range of my expertise.
• Review and copy edit line-by-line to polish it up. You know, so it sounds more like me and less like AI.

Best Practices for ChatGPT Resumes

Based on this experience, here are my top three best practices to get the most out of your ChatGPT resume outputs.

• Provide as much detail as possible in your prompt. Your ChatGPT results are only as good as your inputs. Be as specific as you can in your request, and if that doesn’t work, try bullet #2.
• Keep asking until you’re satisfied with the output. AI is far from perfect. Continue to adjust your prompts, use more prescriptive instructions, or restart the conversation to get the results you want.
• Don’t copy/paste the exact response into your resume. Please don’t do this. Imagine you and 25 other candidates use the same ChatGPT resume language for a job application. Chances are none of you get hired.

Pro tip: Looking for even smarter results? ChatSpot combines the power of ChatGPT with unique data sources (including the HubSpot CRM).

ChatGPT, write me a conclusion for this.

(I didn’t actually ask ChatGPT to write one for me, but I could’ve.)

Anyway, landing a new role is a lot of work, so you might as well work smarter — and not harder — with AI. Just don’t let it interfere with your ability to showcase who you are on your resume.

The post Is it Worth Using ChatGPT to Write Your Resume? Let’s Find Out appeared first on ProdSens.live.

Whenever I get asked ‘What makes you unique?’ or ‘What makes you stand out from other candidates?’ in an interview, I use it as the perfect opportunity to explain why I’m the best person for the role.

And I like to get specific. I’ve found that interviewers respond positively when I skip the generics and tie my answer back to what I have to offer based on my individual background.

Your answer could ultimately make or break your interview, so it’s important to really nail it. I’ll walk you through how to answer this question the right way.

Table of Contents

• Subtle Ways Interviewers Ask ‘What makes you unique?’
• Why do interviewers ask ‘What sets you apart from other candidates?’
• How to Answer “What makes you unique?”
• 7 Sample Answers to “What Makes You Unique?” and Why They Work
• Prepare Beyond ‘What Makes You Unique?’

Subtle Ways Interviewers Ask ‘What makes you unique?’

There are many ways that interviewers try to tease out what makes you a stand-out candidate.

Here are some of the common questions that are actually ‘What makes you unique?’ in disguise:

• What makes you stand out from other candidates?
• What sets you apart from other candidates?
• What can you bring to this role that’s different from other candidates?
• What makes you a valuable candidate for this role?
• Why are you the best candidate for this role?
• Why should I choose you over other candidates?

No matter how this question manifests itself during your interview, the overarching goal remains the same.

Why do interviewers ask ‘What sets you apart from other candidates?’

The interviewer is asking you this question to give you an opportunity to showcase your value.

They want to see that you’ve done thorough research about the company and the position. And they want you to connect your skills and experience back to the role you’re interviewing for.

For example, let’s say I’m trying to land a social media role, and I notice that the company could be doing a better job on TikTok.

I can use this as an opportunity to:

• Show that I’ve done my homework — I’m already familiar with the company’s social media presence and the platforms where they’re currently active (i.e., TikTok).
• Highlight relevant skills — I have several years of experience managing and growing TikTok accounts, so I’ll be sure to mention that.
• Provide a light recommendation — I’ll share how my skills and experience allows me to identify and implement that recommendation.

Think about it like this: If you can show the interviewer that you can help the company meet their goals (and that you know what their goals are in the first place), that’s one great way to set yourself apart from the rest.

Plus, it becomes clear to the interviewer that you’ve taken the time to prepare if you can provide specific examples related to the role.

These are all reasons why this is such a popular interview question — so come ready, and don’t be afraid to humble brag about yourself a little.

1. Mention skills listed in the job description.

This is one of the best ways to show the interviewer that you’ve done your research. Also, the job description is basically like your cheat sheet. Use it as a guide so you know exactly which skills to highlight throughout the interview.

My recommendation: Refer back to the job description but don’t recite it word for word. Use it in context to explain how your skillset aligns with the expectations for the role.

2. Provide specific examples from your background.

This is another smart way you can use the job description to your advantage. Reference prior accomplishments or results from past roles that relate to the position you’re interviewing for.

My recommendation: Focus on examples that tie back to the skills required for the position, and always quantify success where possible.

Using our social media example, saying ‘I ran a social media campaign which resulted in a 120% increase in traffic to our website’ is a lot more impactful than ‘I have experience running social media campaigns.’

3. Avoid generic phrases like “I’m a hard worker.”

Remember, this is a very standard interview question, so that means every candidate is likely being asked this question.

Make your answer compelling. Instead of saying you’re a ‘hard worker,’ give specific examples about the hard work you’ve accomplished related to the role.

My recommendation: Try to avoid the common buzzwords and instead replace those with real descriptions of your past work.

For example, you and every other candidate for a social media position probably consider yourselves to be “social media savvy.” 

Instead, make the case to prove that you are actually savvier than the competition based on your unique background.

4. Include key personality traits that will allow you to deliver results.

Someone else might have similar skills as you, but your personality is one of a kind. 

Being ‘social media savvy’ is one thing. But if you’re social media savvy and a tenacious person who is able to think quickly on your feet, that’s an asset.

Highlight the traits that have proven value in helping you grow as a professional.

My recommendation: You want to know one of my favorite ways to convince interviewers that I can deliver the results they’re looking for? Tell them how I’ve found similar success in the past and how my individuality supported that.

5. Tell the interviewer how your unique skills will help the company succeed.

This closely relates back to Tip #3. 

Don’t just talk about generic skills that most candidates have — always tie your skills back to specific projects you’ve worked on.

Your background is what makes you unique. There’s no one person that has the exact experience, skills, and traits that you do. Use that to your advantage.

My recommendation: You may not know the company’s internal goals, but you should always try to connect your skills back to their mission and values when possible.

7 Sample Answers to “What Makes You Unique?” and Why They Work

1. “I am a very good communicator and find it’s easy for me to relate to other people.”

Consider mentioning a personality trait you feel would be a good fit for the business. After reading the job description, make a list of attributes that could make you an exceptional candidate.

Additionally, including a personality trait in your answer allows you to display how you’re a good fit for a role in which you have little prior experience.

For instance, if you’re applying for a position as a team leader, it’s critical that you demonstrate strong communication skills and an ability to connect with a diverse group of people. 

If you tell the interviewer, “I am a very good communicator and find it’s easy for me to relate to other people”, you’re able to match your personality to components of a successful leader.

Why this works: Effective communication is a critical trait to emphasize in interviews. If you consider how 86% of employees cite lack of collaboration  as a main component of workplace failures, you can begin to appreciate why.

2. “I really enjoy learning new things and am constantly seeking out new learning opportunities.”

By mentioning your passion for learning new things, you’re demonstrating you’re growth-focused and unafraid of challenges.

Additionally, answering the question in this way allows you to remind the interviewer why you’re uniquely qualified for the role. 

Why this works: While other candidates might have more prior experience in the industry, you’re proving your desire to exceed expectations of the job quickly.

3. “My prior experience in customer service has provided me with unique technical skills that I can apply to this role.”

If you have prior experience in a role vastly different from the one for which you’re applying, you might use this as an opportunity to explain how your background uniquely qualifies you. 

It’s critical, however, that you provide specific examples of how your prior experience has provided you with certain transferable skills.

For instance, you might say the following:

“My prior experience in customer service provided me with an extensive knowledge base for how our product works. As a marketer, I will be able to use this knowledge to ensure we’re meeting our customers’ needs.”

It’s also important to highlight: Previous job experience has declined in importance when it comes to recruiters evaluating candidates. In fact, over the last few years, that number has dropped from 92% to 62%. 

So it’s okay if you feel your prior work experience doesn’t perfectly align with the role for which you’re applying — as long as you can explain how your skills will help you succeed. 

Why this works: With an answer like this one, you’re able to alleviate concerns the interviewer might have with your lack of experience in the field.

4. “Working at a startup gave me an opportunity to understand the ins-and-outs of the industry, and to take on tasks I might not have at a larger company. I think this experience gives me a slight edge over other applicants.”

Similar to the answer above, this answer is a good one if you’re attempting to switch industries. 

Consider how your background has allowed you to gain unique skills that others, who followed a more linear career trajectory, might not have. 

For instance, if you previously worked at a small startup and now you want to transfer to a large corporation, it’s important you mention how those skills will make you successful in this new role.

Why this works: If you think your prior experience could deter interviewers from seeing you as exceptionally qualified, this is an optimal chance to prove them wrong.

5. “I’m not afraid of failure. In fact, I think it is an essential part of the experimental process that gets you to success. For example … “

This answer shows your interviewer that you’re not afraid to take risks.

Of course, you’ll only want to say this if you have a positive example to reinforce the importance of failure in the workplace.

You don’t want to sound like you make mistakes all the time, but you’ll stand out if you mention how you turned a failure into a success.

For instance, you might say, “I’m not afraid of failure. In my last role, we tried to streamline our SEO process and, along the way, found we’d accidentally decreased traffic to our site. 

However, this initial failure allowed me to see the errors in our previous procedure. My team and I came up with a more successful strategy to avoid these mistakes in the future, and ended up increasing traffic by 20%.”

Why this works: With this answer, you’re showing you’re capable of remaining flexible and open-minded when something doesn’t work right away, and you know how to take failures and use them as learning opportunities.

6. “When solving problems, I apply both logic and emotional aspects in equal proportion. For instance, I’m trained in SEO and understand how to use analytics to ensure a marketing campaign is successful, but I also majored in design and know how to apply creativity to a project as well.”

If you’re stuck on deciding how to demonstrate your unique qualifications, start by thinking about how other people approach problems at your company, and how you differ.

For instance, most people are either logical and use analytics to solve problems, or emotional and use creativity. It’s rare to find someone who is both. 

Why this works: Most people focus on highlighting one skill per question in an interview. If you’re able to demonstrate that you’re comfortable combining two unique skills, it’s an impressive ability you should highlight.

7. “I’m exceptionally organized, and at my last company, I was able to apply this skill to improve our process and increase ROI by 33%.”

Remember, when your interviewer asks “what makes you unique”, they’re really wondering “how will you help our company?” 

At the end of the day, it’s critical you tie your answer back to how you will solve problems for the company. 

48% of recruiters say improving quality of hire is a top priority — so you’ll want to ensure your answer highlights how you will excel in the role for the long haul.

Consider a personality trait or skill set that helped your last company achieve results. If the results are quantitative, make sure you have the specific numbers to support your claim.

However, it’s also appropriate to share qualitative results, such as, “my organizational skills led my manager to trusting me with a major project within the first two months in my role.”

Why this works: Ultimately, providing examples shows the interviewer you’re results-driven, and aren’t just saying generic phrases to answer their question.

For even more inspiration on how to answer this question effectively, check out the video below.

Prepare Beyond ‘What Makes You Unique?’

The age-old “What makes you stand out from other candidates” question is one of many common questions that interviewers love, so it’s important to prep accordingly.

HubSpot’s comprehensive interview guide to help you tackle over 50 different interview questions like a pro, including questions related to:

• Who you are and what skills you bring to the role
• How you respond to challenges and conflict
• How you’ll fit into or add to the company culture
• Your professional goals and desired career trajectory

Download it for free here.

Stand Out in the Crowd

Essentially, ‘What makes you unique’ really means, ‘What makes you an exceptionally good fit for this role?’ Come prepared, get specific, and use examples to prove that you’re the best option in the candidate pool.

The post How to Answer ‘What Makes You Unique?’ & Stand Out in Your Next Interview appeared first on ProdSens.live.

Welcome to HubSpot Perspectives, a series where HubSpotters weigh in on the latest business and marketing trends.

“The biggest red flag on LinkedIn is the ‘open to work’ symbol.” This hot take is brought to you by former Google recruiter Nolan Church.

And the dialogue continues. As I browse through my LinkedIn feed, there are still ongoing conversations about the #OpenToWork profile photo frame.

Should you use it? Does it work? Is there even a small chance it may make you look desperate or unoriginal as a job seeker?

Featured Voices:

• Katelynne Bazile, Global Team Lead, Emerging Talent Programming & Operations at HubSpot
• Ramona Sukhraj, Principal Marketing Writer at HubSpot

Yes, #OpenToWork has potential.

But it’s not the only strategy job seekers should be using to land a new role.

“In my experience, it seems like the #OpenToWork frame is similar to wearing a t-shirt that says ”Open to Work” — it’ll only get seen if you make yourself seen,” says Ramona Sukhraj, Principal Marketing Writer at HubSpot.

Sukhraj was recently in the job market herself.

“It‘s a visual aid that makes it clear you’re open to employment conversations on the platform, but if you don‘t post, engage, or make yourself visible to the right groups, the effort is mostly in vain. So if you’re going to add it, be prepared to be active.”

In other words, it’s not enough to add the photo frame, sit back, and wait for the job offers to roll in.

The Recruiter Perspective

Katelynne Bazile, Global Team Lead, Emerging Talent Programming & Operations at HubSpot, shared the same sentiment as Sukhraj when I asked about the effectiveness of LinkedIn photo frames.

“While the #OpenToWork and #Hiring photo frames initially served a useful purpose by helping individuals easily identify those seeking or offering job opportunities, the current job market’s volatility and high number of individuals using these frames have diminished their effectiveness,” says Bazile.

“As the frames have become more prevalent due to increased layoffs, they may no longer have the impact they once did when first launched.”

And she makes a good point about layoffs. So far in 2024, over 74,000 employees have been laid off, including nearly 300 tech companies.

Unpacking the Hot Takes

Regardless, Bazile said she wouldn’t categorize the #OpenToWork photo frame as “a signal of desperation or harmful to job-seeking candidates.”

Though she does suggest that there are better ways to make yourself stand out.

“Personally, I have found more impact in actively engaging on LinkedIn, interacting with content from key figures and utilizing the platform’s tools to connect with relevant job opportunities,” says Bazile.

“It’s important to adapt and refine our strategies as the platform evolves. While I wouldn’t discourage the use of photo frames, I recommend incorporating additional approaches to effectively reach your target audience.”

Let’s face it — there are approximately 40 million people searching for jobs on LinkedIn every week. In today’s job market, it’s important to build your network, start conversations, and create a plan to make yourself stand out.

The Bright Side

Sukhraj did have some good news to share on the photo-frame front.

“I will say, when I initially posted a feed update when adding the [#OpenToWork] frame, I received messages from several recruiters within seconds,” says Ramona.

“This makes me believe some folks are tracking the hashtag or perhaps even particular job titles.”

And this makes sense — data shows that 77% of employers are still using LinkedIn to source candidates.

But I’d say the biggest takeaway here is that LinkedIn photo frames are still just one small part of a larger strategy.

The Bottom Line

To answer the overarching question posed in this article, I’d say yes — LinkedIn photo frames can actually be helpful. But they’re not made to stand on their own, and you’ll still need to do the heavy lifting to land your next gig.

Want to hear our thoughts about a specific topic? Drop your idea in this form, and we may just feature it in an upcoming post.

The post #OpenToWork: Are LinkedIn Photo Frames Actually Helpful? appeared first on ProdSens.live.

Standard job applications have a standard set of practices. You turn in a resume and cover letter, and then, if selected, you move through a few rounds of interviews and get the job.

However, not all potential job opportunities start with an application. In fact, many begin with initiative from a job seeker.

Those job seekers will send in a letter of intent rather than a cover letter. In this article, we’ll take a look at what a letter of intent is and highlight some strategies for writing the best LOI you can. We’ve even included a template to help you get started. 

Here’s what you’ll find:

• What is a letter of intent?

• Letter of Intent vs. Cover Letter

• Letter of Intent vs. Letter of Interest

• When to Use a Letter of Intent

• How to Write a Letter of Intent for a Job

• Letter of Intent Samples

• Letter of Intent Template

What is a letter of intent?

A letter of intent is a less common way of expressing interest in a company. It targets reasons you’re looking for opportunities with a specific organization.

A letter of intent does include elements of a traditional cover letter, such as relevant experience and skills, but it’s used in slightly different contexts. LOIs emphasize alignment between a job seeker and an organization.

Letter of Intent vs. Cover Letter

There are a few key differences between a cover letter and a letter of intent, including:

• Context. While a cover letter responds to a specific job listing, a letter of intent targets an organization more generally. It may or may not have a specific job opening at the time that the LOI is sent in.

• Focus. A cover letter explains why an applicant is a good fit for a specific role. An LOI, on the other hand, addresses an individual’s compatibility with an overall organization or more general role.

• Initiative. A cover letter is a reactive document responding to a job opening. A letter of intent, however, demonstrates more initiative and provides information before an organization specifically requests it.

Letter of Intent vs. Letter of Interest

Letter of intent and letter of interest are often used interchangeably. While there are a lot of similarities between the two documents, there are also a few key differences:

• Level of intent. Letters of intent have a high level of intentionality, while letters of interest are more exploratory. A letter of intent proposes action, while letters of interest are for information gathering.

• Commitment level. A letter of intent is a high-commitment way of expressing interest in a company, while a letter of interest is a lower commitment. An individual is more likely to send out multiple letters of interest. 

• Action orientation. A letter of intent always ends with a call to action, while a letter of interest is more laid-back and may not request anything specific from the recipient.

While both letters demonstrate initiative and are closely tailored to the company, they do serve slightly different purposes.

When to Use a Letter of Intent

There are lots of scenarios where a job seeker may want to send out a letter of intent. Here are a few examples: 

• You have a high level of interest in a specific company, but there’s not an open role.

• You are interested in networking with a company in a committed way.

• You want to reach out with a formal follow-up after a networking event.

• You’re applying to a highly competitive field.

• You’re aware of a potential job opportunity with an organization that hasn’t been published yet.

Additionally, students or job seekers switching industries may use letters of intent to apply to educational opportunities like internships and apprenticeships — though those may also be called cover letters. 

How to Write a Letter of Intent

There are plenty of ways to approach writing a letter of intent for a job. Here’s a step-by-step process for writing your LOI draft:

1. Provide your contact information. 

At the top of your LOI, you’ll want to provide contact information so your recipient can contact you about future opportunities. This can include your phone number, email, and address.

2. Use an appropriate greeting.

For some opportunities, a formal greeting is appropriate. In other situations, a more informal approach may be ideal. If possible, address the specific recipient. 

3. Provide an introduction. 

In the intro paragraphs, you’ll want to tap into three specifics:

• Who you are.

• Why you’re reaching out.

• How you got this company’s information.

Feel free to vary the order of this information. Your LOI intro may be formal or more playful, depending on who you are and the organization you’re submitting to.

4. Dive into your strengths and company alignment. 

An LOI is created to clearly convey why you’re a good fit for the organization. In the body paragraphs of your letter, you’ll want to explain:

• Your strengths.
• What you do.
• How those things would fit with the organization.

5. Guide the conversation into the future. 

All LOIs end with a call to action, which is one of the things that differentiates it from a letter of interest or a cover letter. Map out potential next steps so it’s easy for the reader to take action. It could include:

• A request to schedule a meeting.

• Making a specific pitch.

• Encouraging the recipient to send a follow-up email.

6. Write a thoughtful conclusion.

Conclude your LOI by reiterating your interest in the company. Make sure to thank the recipient for their time, too — there wasn’t a job opening request, so they took time out of their day to read your letter.

If you’re sending your LOI because of an internal referral, be sure to reference them within the letter. 

Letter of Intent Samples

Let’s go through a few different samples of LOIs and highlight what each does well. Refer to these samples as you draft your own letter of intent for guidance on incorporating the elements of an LOI seamlessly.

Internal Connection

In this letter of intent, Jennifer leverages an internal connection. This is a great way to earn a few extra points when explaining how you know about the business. Beyond that, Jennifer’s experiences align well with the work that the wine bar does.

What I like: This letter of intent does a great job of personalization, weaving through the internal connection perfectly in a few different spots. A referral is a powerful aid to incorporate into an LOI, and Jennifer did a great job dropping hints of her connection.

Making a Pitch

What I like: In this letter, Mark is making a pitch. He still covers the bases of a great LOI — discussing his strengths and alignment with the brand. But instead of just calling for a meeting, he makes a pitch that is specific to the organization. This provides value to the recipient and makes Mark look like a strong collaborator. 

Mark could benefit from HubSpot’s CMS Hub to manage his pitches. Lead generation and content creation are important parts of freelancing, and Mark needs to stay organized in order to do it well. Learn more about HubSpot’s CMS Hub here.

Diving Into Alignment

What I like: Jordan is in close alignment with the organization’s values and does a great job of highlighting that in her letter of intent. She’s thoughtful and well-researched, communicates her alignment clearly, and then closes with a call to action.

Letter of Intent Template

Letters of intent are standard documents, so you don’t need to worry about reinventing the wheel each time you send one. Use this template as a resource to ensure your letter includes all the important parts.

[Your name]

[Your contact information]

[Recipient’s Name]

[Recipient’s contact information]

Dear [Recipient or To Whom It May Concern],

My name is [Your Name], [title/relevant information about yourself], and I heard about your organization through [how you know the organization]. I’m reaching out to connect. I would love to chat if your team plans on expanding.

I have skills in [skills] that I believe would be a great fit for your organization. Your values of [company values] are in close alignment with my strengths, and I believe I could make a great contribution.

I believe that my [abilities/skills/interests] would benefit your company, and I’d love to talk more about any potential opportunities that arise with [name of organization]. If interested, please reach out by [phone/email] to schedule a time to meet with me.

Thank you for taking the time to read my letter, and I hope to talk with you further in the future.

Best,

[Your name]

Of course, you’ll want to edit the template for tone and specifics related to yourself and the organization you’re contacting. 

Finding Success With a Great Letter of Intent

Sending a letter of intent can be vulnerable, but it’s a great way to make new connections and set yourself up for employment success.

Refer to these strategies, samples, and templates to make sure your LOI is going to be the most effective letter possible. Emphasize your alignment with the organization, and you’re sure to see success!

The post What is a Letter of Intent? How to Write One for a Job [+ Examples] appeared first on ProdSens.live.

As a hiring manager, asking questions like, “What’s the greatest challenge you’ve overcome?” is important to learn about an applicant. But what creative interview questions will help paint a fuller picture of a potential candidate?

Imagine you ask your candidate: “If you were a pizza delivery person, how would you benefit from scissors?” The question changes the conversation. Suddenly, you’ve caught your candidate off-guard.

Traditional interview questions are still necessary, but funny or unexpected questions like the following can provoke a more honest, insightful conversation during your interview.

Funny Interview Questions

1. “How would you solve problems if you were from Mars?”

This question, asked by Amazon, helps you see if your candidate can think outside what‘s traditional or typical. You’ll want your candidate to demonstrate problem-solving ability even under bizarre circumstances.

Her answer can show you whether she can enter a new workplace environment and evaluate it fairly before offering solutions.

For instance, an ideal candidate might say, “If I were on Mars, they’d likely have their problems separate from those on Earth. First, I’d research to determine cause and effect and then offer potential solutions.”

With this answer, your candidate has shown an ability to be thoughtful and analytical when making decisions.

2. “What do you think of garden gnomes?”

This question, asked by Trader Joe’s, is ridiculous. More than anything else, it’s intended to loosen the candidate, see a glimpse of their personality, and gain insight into a cultural fit.

There‘s no correct answer to this question, but if your team likes to be sarcastic with one another, you might want a candidate to say, “If I could get a job as one, then I probably wouldn’t be here today talking to you.”

Ultimately, if your candidate can easily handle this curveball, it shows an impressive ability to react quickly to bizarre circumstances.

3. “Why are manholes round?”

UBS, a Swiss multinational investment bank, asks this sneakily insightful question in Operations interviews.

At first glance, it seems like another funny “loosen the candidate up” question — but, in actuality, it‘s a good indicator of your candidate’s intellect.

An ideal candidate will think the question through and provide a thoughtful answer like this:

“A round maintenance hole cover can’t fall through the round maintenance hole opening. A square cover, on the other hand, could fit diagonally through the opening and fall through.

Additionally, a circular cover fits easily and can be removed easily, without much precision or rotating.”

This answer demonstrates your candidate’s ability to see the necessity of specific solutions and ideally apply those same problem-solving skills to her role.

4. “You’ve been given an elephant. You can’t give it away or sell it. What would you do with the elephant?”

This ConnectWise question helps you better understand your candidate‘s reasoning skills. Of course, there’s no “right” answer to this funny question. Still, it lets you know how your candidate thinks, prioritizes, and problem-solves.

Additionally, it can loosen the candidate up and allow her to show you a more authentic side.

Your candidate might say, “Since I don’t have a place to put an elephant, I’d probably send it on vacation,” or “I would feed it and then ride it to work.”

It‘s important to note you aren’t looking for a specific answer here — you’re determining how your candidate thinks on her feet and handles herself in unexpected situations.

5. “If you were a tree, what kind of tree would you be and why?”

Ask this bizarre Walgreens question to test your candidate‘s creativity. However, ideally, your candidate’s answer will give you insight into her strengths related to the role and what kind of person she is.

Your ideal candidate should say, “I would be an oak tree because I’m strong and dependable.” Of course, it doesn‘t matter what tree she chooses — as long as she uses her answer to show you why she’s a good fit for the position.

6. “If you were a dessert, what would you be?”

The answer to this question can give insight into how candidates see themselves and their ability to think creatively.

Your ideal candidate would explain the reasoning behind their answer. If their answer includes a bit of humor, you can infer the candidate can laugh at themselves and be a good fit within your organization’s culture.

An example of a good answer would be:

“I would be a cheesecake because they are versatile and can be adapted to different tastes depending on the toppings you add.

I consider myself a very creative person who can adapt to different situations or pivot when necessary so the team can reach its goals.”

Creative & Interesting Interview Questions

7. “We finish the interview, and you step outside the office and find a lottery ticket to win $10 million. What would you do?”

This question is fantastic for determining your candidate‘s true motivation in a role. You don’t want to hire someone who only wants the job to make money — you want a candidate who also finds genuine fulfillment in the part.

Since corporations whose employees are engaged perform over 200% better than those without, you must hire a fully engaged performer.

Your ideal candidate will say:

“I’d use the $10 million to travel, donate to charity, and provide for my family. However, I’d still want to work for your company.

I’ve always enjoyed working in marketing, and I think this company greatly emphasizes creativity and storytelling to help brands spread their message. So while I’d love to get $10 million, it wouldn’t change my career goals.”

Ultimately, you‘ll want a candidate who mentions why she’s genuinely interested in the role, regardless of her income.

8. “What’s the color of money?”

This sounds like a trick question — or related to monopoly — but it’s a good gauge for whether your candidate has a well-rounded view of the economy.

PolyOne asks this question to its financial candidates.

While you might expect “green” to be the correct answer, you’ll want your candidate to say:

“It depends on the country.” This type of awareness for the world at large could be critical when evaluating markets and making global financial decisions.

9. “If you had to be shipwrecked on a deserted island, but all your human needs—such as food and water—were taken care of, what two items would you want to have with you?”

This question, asked by companies like Yahoo, encourages the candidate to demonstrate creativity and innovativeness. Additionally, it helps you determine your candidate’s priorities.

For instance, a candidate who mentions needing “a Kindle with unlimited books and my laptop” shows different values from a candidate who says he wants “music and a boat.”

While there‘s no correct answer, you’ll want a candidate who showcases an ability to prioritize and think logically through challenging situations.

For instance, your candidate says:

“I’d like to bring a wifi-enabled laptop with a wind generator to charge the batteries and a lighter. I can do my work and contact friends on my laptop, and I can use the lighter to start fires and keep warm at night.”

10. “Are you a hunter or a gatherer?”

If you aren’t hiring an anthropologist, this might seem like a ridiculous question. But companies like Dell ask this question to gain critical insights into a candidate’s strengths and weaknesses.

You want your candidate to focus her answer on the qualifications of the specific role.

For instance, if you‘re hiring for a content creator role, you’ll want your candidate to say, “I’m a gatherer. I enjoy collecting critical SEO data and insights over time and tailoring my content to reach long-term goals.”

Ultimately, hunters and gatherers are two very different categories of people. This question can help you quickly discern the strengths and weaknesses your candidate will likely display in the role.

11. “If you could only read one book for the rest of your life, what would it be?”

This answer will help you assess the candidate’s priorities and interests.

An example of an ideal answer would be:

“I would read ‘The Altar of My Soul’ by Marta Moreno because her story shows the importance of community and family, two things I hold dear.

Furthermore, I always learn new lessons each time I revisit the book and am always open to learning something new.”

Weird, Unusual, & Random Interview Questions

12. “How much do you charge to wash every window in Seattle?”

While this might seem odd, it‘s practical to ask if you’re trying to determine how well your candidate can problem-solve.

Particularly if you‘re hiring for a client-facing role, you’ll want to see how your candidate handles questions to which she needs to know the answer.

Ideally, your candidate will say something like this — “Well, let’s say Seattle consists of 10,000 city blocks, with 1,000 windows per block. That’s 10 million windows. If I charge $5 per window, I’d make $50 million.”

The answer itself doesn‘t matter. It’s more critical your candidate can apply logical problem-solving skills and remain calm when dealing with challenging or unexpected questions.

13. “Design a spice rack for the blind.”

Your candidate’s answer to this random question shows a lot about how she makes decisions.

For instance, perhaps your candidate wants to interview blind people and do competitive research before deciding. This tells you she’s someone who places value on research and analytics.

Alternatively, your candidate says she’d create braille labels on each shelf. This tells you she trusts her instinct to make fast judgment calls.

Neither answer is wrong — it simply depends on the type of person you need to fill the role.

14. “How many pennies would fit into this room?”

Ipreo asks this question for Product Analyst interviews. A brain teaser like this is an excellent opportunity to see how a candidate can use logic to solve seemingly impossible challenges.

You‘ll want your candidate to say something like this — “I’d need to measure how many pennies fit length-wise, width-wise, and height-wise. Then I’d simply multiply those three numbers.”

This answer demonstrates an ability to use simple math to create formulas for more complex problems.

However, it‘s also impressive if your candidate asks you questions in return. Perhaps she’d say, “Well, will this room still have furniture, or would we remove it?

Also, what’s the volume of the room? Once I have that information, I could do the math based on the volume of a penny.”

Asking questions like these show your candidate thinks outside the box and likes to ask second-level questions before delivering a solution to a problem.

Unique interview questions

15. “If you had a choice between two superpowers, being invisible or flying, which would you choose?”

On the surface, this sounds like a question you heard at sleepaway camp when you were 12. But Forbes found it to indicate potential leadership ability, with 72% of surveyed leaders choosing the ability to fly over being invisible.

If you think about it, this question asks, “Do you prefer to be in the spotlight or more behind the scenes?” Of course, this shouldn‘t be your only question to determine a candidate’s personality and cultural fit.

Still, it’s a good initial indicator of where someone will impact your team most.

16. “What was the last gift you gave someone?”

If your candidate is very stiff and formal, consider loosening her up with a question like this one, asked by Gallup during a Data Analyst interview. It should reveal something about your candidate’s character.

Ideally, it will elicit a warm, emotional response, helping you form a deeper bond with your candidate.

For instance, if your candidate says something like, “My brother loves baseball, so a couple of weeks ago, I bought him tickets to a Red Sox game,” you have information to help you create a connection to your candidate and, ideally create an environment in which she feels more comfortable.

17. “How many square feet of pizza are eaten in the U.S. each year?”

This is a tricky question asked by Goldman Sachs during a Programmer Analyst interview.

The inquiry aims to test your candidate‘s logical reasoning skills. While you don’t need a candidate to get the “right” answer, you’ll want one who remains composed and thoughtful when providing an educated guess.

For instance, your ideal candidate might say, “Well, a pizza is roughly one square foot.

If the average American eats one-third of a pizza and eats pizza three times a month, that would mean 12 square feet a year. Then, multiply that number by 200 million Americans, and you get 2.4 billion square feet.”

18. “If you could compare yourself with any animal, which would it be and why?”

Like the tree question, this question helps you see a candidate’s innovativeness, creativity, and quick-thinking skills. Your candidates should use this question to mention their strengths and highlight their good character.

For instance, an ideal answer might be, “I’d be a horse. Horses are powerful and capable of functioning well both independently and as a part of a team. Additionally, they are often fast learners.”

19. “If you could have dinner with any two famous people, dead or alive, who would you choose?”

An answer would give insight into the qualities the candidate admires most in the people they choose. For example, an excellent answer would be:

“I would have dinner with both Beyonce and Michael Jackson. Aside from being a huge fan of their music, I also admire their dedication to their craft and how committed they are/were to creating the best experience possible for their fans.”

20. “What was your best day at work?”

The ideal candidate would answer in a way that shows their accomplishments, values, and qualities they like in a workplace.

An excellent answer would be:

“My best day at work was when I was awarded Marketer of the Year for my successful digital campaign.

I was proud of my accomplishment, but the highlight was how kind and congratulatory my team was toward me. Working alongside such caring people made me feel valued and happy.”

Interview Takeaways for Any Type of Question

As an employer or hiring manager, you want your interview questions to help you determine a candidate‘s values, strengths, character, and how well they’d fit into your organization.

While many traditional job interview questions are still necessary to determine their experience and skills, it’s good to mix things to get a complete picture of a potential employee.

As a candidate, you should look into unconventional job interview questions to be prepared to think on your feet.

Also, familiarize yourself with the company, its values, and its mission statement to ensure your answers align with the organization.

The post 20 Creative Interview Questions (With Sample Answers) appeared first on ProdSens.live.

Besides your content, using one of the best fonts in your resume may help you get a recruiter’s attention. Studies have shown recruiters typically scan a resume for six to thirty seconds before deciding if an applicant is fit for a role.

With only a few seconds to demonstrate your qualifications for a position, every detail counts – including the font you use. The question is, what are the best resume fonts to pass the six to thirty-seconds scan?

We asked HubSpot recruiters to reveal the seven best fonts for your resume and what they consider in terms of design ‌so your resume can stand out in a pile.

Expert Advice on Choosing the Right Font

Best Fonts for Resumes

Does Using The Best Resume Fonts Even Matter?

Worst Fonts for Resumes

Ideal Resume Font Sizes

Featured Resource: 12 Free Resume Templates

Download Now

Expert Advice on Choosing the Right Font

To evoke a sense of style, professionalism, and uniqueness, you must put effort and consideration into your font choice. When speaking with recruiters, it quickly became apparent that classic fonts are still the best options.

“I’m a big fan of the ‘classics’ for resumes – Times New Roman, Arial, Calibri, Helvetica, and Cambria. I’m a little old school, but I think they are the cleanest and exude professionalism,” said Johanna Fleming, a former senior recruiter at HubSpot.

Riley Kundtz, the former senior MBA campus recruiter at HubSpot, agreed.

“I find the classic formatting and Times font helpful when reading a dense resume from an experienced MBA candidate.”

Times New Roman has become a bit controversial lately. It was the go-to font for many years because it’s traditional and recognizable, but lately, some are opting against it.

“For me, it’s all about legibility and cleanliness – I prefer sans-serif fonts like Helvetica, which is modern and elegant, over serif fonts like Times New Roman,” says Glory Montes, a technical recruiter at HubSpot.

“Overall, I would just stay away from a font like Times New Roman; it’s overused and reminds me of long nights writing course papers in college,” adds Glory.

Georgia is one font The New York Times uses and is similar to Times New Roman. It’s a bit wider, making it easier to read.

Paulina Valdez Franco, executive recruiter at HubSpot, agrees with this take.

“My two favorite fonts are Helvetica if you’re looking for a clean and classic look, and Georgia, if you want a more modern and fun look,” she said. “The latter is also designed to read well on screens.”

Helvetica is widely used in advertising and works equally well for text-heavy pages and documents.

A lesser-known font that’s a great option for your resume is Garamond, recommended by our current team lead of engineering recruiting at HubSpot, Rich Lapham.

“Recruiters have an idea of the skills they are looking for on a resume, so if you try a new style or format, it can be tougher for recruiters to find the information they are looking for,” he said. “Keep it clean and simple.”

Franco added that Arial and Calibri are great choices to play it safe.

Bridget LeMon, HubSpot’s global emerging talent and university recruiting manager, echoes this.

“It’s totally acceptable – and becoming more common – for candidates to stray away from the resume norms of Times New Roman and Calibri,” she said. “Avenir Next and Muna are two excellent font options if you are looking to break the status quo.”

Ultimately, you‘ll want to consider the position you’re applying for when choosing a font. To Glory Montes’ point, certain more creative roles might benefit from a unique font than Times New Roman.

1. Times New Roman

Times New Roman font has been popular for resumes for decades. This serif option is easy-to-read and communicates formality. Online, the font is uniform and accessible across various platforms and operating systems.

Advantages

Times New Roman has a classic and professional look, making it an excellent choice for applicants targeting corporate positions. Additionally, it is a standard font used in most word processors, making it an accessible option for any device.

Moreover, Times New Roman is easily readable in print and on-screen.

Best for: Word documents. PDFs can host unique fonts. However, a standard font will be helpful if your resume is uploaded as a Word document.

Disadvantages

The font’s outdated look may not appeal to all industries, and some may consider it bland or generic. Additionally, this font may make your resume blend in with the rest due to its ubiquity.

Times New Roman is also a heavy serif font, taking up more space than other options.

2. Arial

Arial is a sans-serif font that has become popular for its clean and modern look. Arial’s straightforward and minimalist design has made it a popular choice for applicants targeting creative positions.

Advantages

Arial offers simplicity, which allows your content to stand out. Arial’s legibility in small font sizes, even in print, makes it ideal for applicants trying to fit all the necessary information in their resume on a single page.

Best for: Resumes submitted online, where readability is essential for Applicant Tracking Systems (ATS) used in recruitment.

Disadvantages

The font’s overuse in branding and design has led to its association with a non-innovative style. This may make your resume less attractive to recruiters looking for unique personalities who can bring new ideas to their team.

Arial’s uniformity may not suit industries such as graphic design or creative writing seeking to showcase creativity and flair.

Conversely, Arial may make the text appear less formal and inappropriate for specific job applications.

3. Avenir Next

Avenir Next is a modern typeface gaining popularity among designers and recruiters. Avenir Next’s appearance is characterized by its geometric shapes, open contours, and strong lines.

Its clean, contemporary look has become a popular font choice for resumes.

Advantages

Avenir Next’s sleek and modern design makes it an excellent choice for applicants targeting creative industries. Its clear, simple lines offer a sense of elegance, while its legibility gives recruiters a sense of professionalism.

What we love: Avenir Next is a scalable font. It maintains its readability even at small sizes, and its geometric shapes make it a perfect choice for digital resumes.

Disadvantages

Avenir Next may not be as widely recognized, which could make it difficult to read on some computer systems without the font installed. Further, Avenir Next is a premium font with a higher price tag.

This might not be affordable for some applicants.

4. Helvetica

Helvetica is a widely recognized and popular font used on resumes, particularly in the design industry. It’s clean, classic, and timeless. This font is popular with professionals, design enthusiasts, typographers, and Wes Anderson.

Advantages

Helvetica is easy to read and has a professional, straightforward appearance. The font‘s popularity means that job recruiters and hiring managers are familiar with it.

Helvetica’s clean lines give the resume a structured and well-organized look, making it ideal for those in finance, law, and business management.

What we love: The font is available in multiple weights, making it easier to differentiate headings and sections in the resume.

Disadvantages

The font’s ubiquity in resumes may make it feel overdone and uninspired. With so many applicants using the font, your resume may struggle to stand out.

Helvetica‘s minimalist design can also work against you if your resume has limited content. This can make the resume look empty and as if it lacks substance.

5. Calibri

Calibri is a contemporary design, making it a popular choice for creating a visually appealing and easy-to-read resume.

Advantages

The font has been designed with legibility in mind, making it an excellent option for resumes.

Additionally, Calibri’s modern look creates a sleek and professional appearance, making it ideal for job seekers looking to highlight their contemporary skills and qualifications.

Calibri is also lighter than other font options, making it an ideal choice for job seekers trying to fit their resumes onto a single page.

What we like: Calibri offers a sense of uniformity across different platforms, making it an accessible and reliable option for applicants.

Disadvantages

Calibri is one of the default fonts available in most word-processing programs. Your resume might not appear as unique and tailored to your personal branding as it would with a more distinct font.

The font can be perceived as informal, making it less than ideal for formal industries, like law or finance, where a more traditional look would be preferred.

6. Cambria

Cambria’s classic design features elegant serifs, making it a perfect choice for job seekers. You can easily create a traditional, professional-looking resume that stands out.

Advantages

Cambria has a classic yet modern appearance. The font‘s serifs give it a timeless look that is perfect for job seekers in more traditional industries such as finance or law.

Additionally, the font is highly readable, even in smaller font sizes, which makes it an excellent choice for job seekers looking to fit more information on their resumes.

What we like: Cambria’s generous spacing between characters and lines makes the resume much easier to read and stands out from other fonts.

Disadvantages

Some recruiters and hiring managers might view the font as old-fashioned or generic. Further, Cambria’s heavy serifs may be problematic for those trying to keep their resume to a single page as it can take up more space than other fonts.

7. Georgia

Georgia is a traditional serif font that has been a popular choice for resumes due to its elegant and classic look. Georgia’s unique design features distinguishable serifs that give it a professional appearance.

Advantages

Georgia’s design is easy to read even in smaller font sizes, making it a perfect choice for job seekers trying to highlight their accomplishments in a limited space.

Additionally, Georgia can be customized, which makes it an excellent option for applicants looking to add their personal touch.

What we like: The font’s design combines traditional and modern aesthetics, making it a versatile option for job seekers applying for a wide range of positions.

Disadvantages

The font’s traditional appearance may not be suitable for applicants targeting creative or non-traditional fields, where a more contemporary font may be preferred.

Also, Georgia is a serif, making it difficult to read in small sizes on a digital screen. This might not be the best option for those mainly applying online.

Does Using The Best Resume Fonts Even Matter?

Most recruiters I spoke with were hesitant to offer a font. Instead, they focus on the content.

“I rarely pay too much attention to fonts,” said Heta Patel, a former HubSpot recruiter. “I’m more concerned to see a resume that’s formatted neatly – submitting a PDF is helpful with this, so your formatting doesn’t shift.”

Sales Recruiting Manager Kelsey Freedman agreed.

“Honestly, I care little about the font of a resume, as long as it’s clear and in PDF format,” Freedman said. “I typically review a resume for 20 to 30 seconds, so a traditional font is good.”

Freedman continued, “I would advise avoiding script font or bubble font, or similar fonts that are distracting.”

Ultimately, and as expected, your content still matters most. However, a clear font will help avoid any irritability you might cause a recruiter with a distracting, messy design.

“What I get most excited about is the content. Depending on the role, I look to see that candidates are sharing direct and compelling snapshots of their work,” said Ashley Hodder, a global recruiting manager at HubSpot.

“I look for indicators that show data orientation, autonomy, and thoughtfulness about business impact,” she said.

Worst Resume Fonts

While some recruiters may not have suggestions for the best fonts, many can agree on some of the worst ones.

“Anything that is cursive or too bubbly is too hard to read. For instance, I’d stay clear of Comic Sans,” says Holly Peterson, team lead for UX recruiting HubSpot.

Another resume font type to avoid is Script.

With text-heavy documents, Scripts, and any of their derivatives make text hard to read because they look like they’re written by hand.

They’re generally used in hand lettering and calligraphy for artistic projects and shouldn’t be present anywhere near your resume.

Ideal Resume Font Size

When asked which font size is best, Fleming said 12 is ideal. Most recruiters would agree.

Your text should be large enough to read comfortably without straining but small enough that there’s space to include all key elements, such as your objective, contact information, skills, and experience.

You can use larger font sizes for headings containing your name and section titles.

If your font is extensive, you can scale to 10.5 – but never go below it.

The critical takeaway is to make your resume clear and easy to read, which means keeping the font size around 12, sticking to classic fonts with modern twists, and forsaking your favorite script font.

Now that you know the best fonts for your resume, use these tips to write your resume and ignite your creative spark with this ultimate collection of resume templates.

Editor’s note: This post was originally published in November 2018 and has been updated for comprehensiveness.

The post The Best Fonts for Your Resume in 2023, According to HubSpot Recruiters appeared first on ProdSens.live.

If you’re leaving your job, you’re not alone.

The workforce has revolutionized into “The Great Resignation.” Some experts have renamed the recent spikes in employee resignations as “The Great Reimagination” or “The Great Realization.” People are reevaluating how they work, where they work, and why they work.

Even though millions quit their jobs every month, we understand that telling your boss that you’re leaving the company is never an easy conversation. A respectful resignation letter can mean the difference between an awkward goodbye and a chance for a long-term professional connection.

Ideally, you’ll provide a resignation letter two weeks before leaving the company. It lets you officially announce your termination at the company and offers essential housekeeping information, like your last day and other details about your departure.

An effective one helps you ensure a positive conversation with your boss and a smooth transition to your next journey.

But how do you write a good resignation letter? What should you include and exclude?

Writing a resignation letter can feel like a daunting task, so we’ve created a professional resignation letter template to get you started and included examples for inspiration.

Resignation Letter Format

The letter should be detailed but brief. You should want to inform your manager of your decision, but keep it professional if the reasons are less positive.

The format of a resignation letter typically goes as followed:

• Date and salutation: your letter should start with the date along with a formal salutation to your manager. 
• A statement of resignation: use the opening paragraph to state what role you’re leaving, and when. This is known as a statement of resignation.
• Body paragraph: the body paragraph can be used to express gratitude for their your time at the company, as well as your exit plan.
• Closing paragraph: although optional, you can use the closing paragraph to list your contact information. This is especially encouraged if you plan to use your former employer as a reference.

In the next section, will go into more detail about these key elements and look at a few examples.

What do I include in a professional resignation letter?

Writing a professional resignation letter starts with understanding each of its components:

1. Statement of Resignation and End Date

Begin your letter by stating your position at the company. This might seem redundant if you work at a small company and your boss knows you well, but it’s essential to include it since the letter is your official termination. Along with this information should be a simple statement of your resignation.

Also, providing an end date in the first paragraph is helpful since that’s one of your employer’s first questions.

Here’s what this first paragraph may look like in practice:

I would like to inform you that I am resigning from my position as [Position Name] for [Company Name], effective [Date].

2. Gratitude

Take the time to consider how you’ve grown or what you’ve appreciated most about your time at the company. Be as specific as possible. Perhaps the company provided professional development opportunities. Maybe you’ve enjoyed the environment the company fostered and the supportive atmosphere.

It’s also nice for your employer to receive a thank you for the time and resources they’ve used in supporting your career growth. Here’s an example of what this may look like:

I appreciate the opportunities for professional development that you have provided me over the past two years. I have enjoyed my tenure at [Company Name] and feel honored to have been part of such a supportive team.

If you’d like, you can include where you’re heading. For example, if you’re switching industries to pursue a passion or going to graduate school, it might be appropriate to include that. For example:

I accepted a position as a [New Job Title], and I’m looking forward to [pursuing my passion in [X] or continuing my work with a focus on [Y].

However, if you’re leaving the company for a competitor, it’s better to omit such information.

3. Transition Details

In the third paragraph, mention your willingness to make the transition easier. For example:

If I can be of any help during this transition, please let me know. I am available to help train my replacement and ensure that all my reports are updated before my last day of work.

This sentence might look different for you. But regardless of what you write, it’s good practice to include specific details regarding how you’ll help.

As an optional follow-up paragraph, briefly review the work you’ll be surrendering when you officially leave the company. Although it’s technically your manager’s responsibility to pick this work up and determine how it will continue, it’s helpful to list all the projects and tasks you’ve been in charge of to make the transition even easier on the company in the interim.

If you didn’t serve in a managerial capacity or collaborate with other departments, you could skip this part.

4. Personal Contact Information

This last paragraph is optional and doesn’t need to be included all the time, particularly if you have no desire or need to use your former employer as a reference. However, many candidates choose to maintain their professional networks. A closing may look like this:

Thank you again for the opportunity to work at [Company Name]. I wish you all the best and look forward to staying in touch. You can email me at [Email Address].

What Not to Include in a Resignation Letter

1. Future Career Moves

While you can mention where you’re going next, you don’t need to tell your employer about your new position or salary at length. Keep things professional. You can acknowledge how the current position helped your advancement within your industry. Your letter should be direct and reflective in tone to your employer.

2. Distasteful Language

It goes without saying, but a resignation letter isn’t the time to use profanity and obscene language. You need to remain respectful and professional until your end of tenure. Although you may feel the urge to criticize your former job, the resignation letter isn’t the time to air out the dirty laundry.

3. Emotional Attachments

If you’re leaving a supportive work environment, it’s helpful to leave out emotional sentiments in the letter. Be as professional as possible. You can illustrate those emotions through face-to-face meetings with others.

4. Criticism of Coworkers

Your resignation letter doesn’t need to include negative comments about colleagues or managers at the company. The letter is meant to conclude your tenure, not blame others for incomplete tasks.

5. Projecting Bitterness

This is not the time to project your resentment towards your current job. You need to reflect on positive moments and how you gained useful knowledge about the industry and yourself. You don’t have to leave on a sour note with your employer.

Professional Resignation Letter Samples

With the above template in mind, let’s look at a few sample resignation letters for different positions, each taking a slightly different but amicable tone to their resignations.

1. Gracious Resignation Letter Sample

You can share why you’re quitting if they aren’t work-related reasons. The reasons should be positive or neutral. Its tone is thankful that the employer took a chance on you. Most offer an extended hand to train the incoming person. The letter includes a notice of resignation at least two weeks in advance.

2. Brief Resignation Letter Sample

A brief resignation letter will include two important things: your date of resignation and a formal notice to your supervisor. A good letter can also include a “thank you” line, but it’s not necessary. Although you’re ending your tenure with your current employer, you don’t want to burn a bridge without honoring your notice deadline.

3. Immediate Resignation Letter Sample

While the best way to quit a job is to give at least two weeks’ notice and offer to help with the transition, sometimes circumstances make that impossible. If you need to leave your job immediately without notice, you need an immediate resignation letter.

Here is a sample that can help you:

Free Professional Resignation Letter Templates

Download the Templates Now

Sometimes the nature of your position merits a more specific letter of resignation when you leave. Below are a couple of templates that help these more dynamic roles make a graceful departure from the company.

1. Contractor Resignation Letter Template

If you work freelance, you might need to adjust the focus of your resignation letter to address your final assignments and exactly how you’ll be parting ways with your client. This includes your current duties, tasks you won’t complete, and how you’ll accept your final payment.

Image Source

2. Executive Resignation Letter Template

A quick email or two-paragraph notice to your superior might not suffice as an official resignation if you’re in an executive- or senior-level leadership role.

Because these roles are harder to fill, you might play a more significant role in the transition period, especially since you manage more people and decide on the direction of more projects.

The example below separates the resignation into two sections. The first is the resignation itself, and the second is how (and with whom) the resigner’s work will continue. It’s just one of the different templates we have to offer.

Image Source

Ready to Write Your Resignation Letter?

Be polite in your resignation letter no matter your role, state why you’re leaving, and be clear on who you’re informing. Gratitude and support during your departure go a long way with employers, and the last thing you want to do is leave the company on a sour note — even if you’re leaving for unpleasant reasons.

By drawing inspiration from these resignation letter samples and templates, you’ll protect your professional bridges and keep your professional network intact as you start your next adventure.

Editor’s note: This post was originally published in October 2018 and has been updated for comprehensiveness.

The post How to Write a Respectable Resignation Letter [+Samples & Templates] appeared first on ProdSens.live.

Worry often comes along with the excitement of a new job. What if you can’t adapt to new people, processes, and team-wide dynamics quickly enough to make a great impression?

Fortunately, there’s a way to organize and prioritize your time and tasks, helping you seamlessly adapt to your new environment: The 30-60-90 day plan. Creating and following an effective plan enables you to soak in as much information as possible, master your core job responsibilities, and make a lasting impact on your new team.

In this post, we’ll cover everything you need to know about building the best 30-60-90 day plan for your new job.

Learning the nuances of your new role in less than three months won’t be easy. But crafting a strong 30-60-90 day plan is your best bet for accelerating your development and adapting to your new work environment as quickly as possible.

There are two situations where you’d write a 30-60-90 day plan: during the final stages of an interview process and during the first week of the job itself. Here’s how each type can be executed:

30-60-90 Day Plan for Interview

Some hiring managers ask candidates to think about and explain their potential 30-60-90 day plan as a new hire. They want to see if they can organize their time, prioritize the tasks they’d likely take on, and strategize an approach to the job description.

For a new hire, a well thought-out 30-60-90 day plan is a great way to help the hiring manager visualize you in the role and differentiate yourself from all other candidates.

Of course, it can be difficult to outline your goals for yourself before you accept a new job. So, how are you supposed to know what those goals are? Start with the job description. Normally, open job listings have separate sections for a job’s responsibilities and a job’s qualifications. Work to find commonalities in these two sections, and how you might turn them into goals for yourself staggered over the course of three months.

For example, if a job requires three years of experience in Google Analytics, and the responsibilities include tracking the company’s website performance every month, use these points to develop an action plan explaining how you’ll learn the company’s key performance metrics (first 30 days), strengthen the company’s performance in these metrics (next 30 days), and then lead the team toward a better Google Analytics strategy (last 30 days).

30-60-90 Day Plan for New Job

The second situation where you’d write a 30-60-90 day plan is during the first week of a new job. If you’re the hiring manager, this plan will allow you to learn how the new employee operates, address any of their concerns or preconceived notions about the role, and ultimately help them succeed.

If you’re starting a new job, and are not asked to craft a 30-60-90 day plan during the first week of that job, it’s still a good idea to write one for yourself. A new job can feel like a completely foreign environment during the first few months, and having a plan in place can make it feel more like home.

Even though 90 days is the standard grace period for new employees to learn the ropes, it’s also the best time to make a great first impression.

The purpose of your plan is to help you transition into your new role, but it should also be a catalyst for your career development. Instead of just guiding you over your job’s learning curve, the goals outlined in your plan should push you to perform up to your potential and raise your bar for success at every stage.

Parts of a 30-60-90 Day Plan

An effective 30-60-90 day plan consists of three larger phases — one for days 1-30, one for days 31-60, and one for days 61-90.

Each phase has its own goal. For example, the goal in the first 30 days is to learn as much as possible about your new job. The next 30 focus on using learned skills to contribute, and the last 30 are about demonstrating skill mastery with metrics and taking the lead on new challenges.

Each phase also contains components that help define goals and describe desired outcomes. These parts include:

Primer

The primer is a general overview of what you hope to achieve during the current 30-day period. It’s worth sitting down with your manager to pinpoint a primer that’s in line with both your goals and desired company outcomes.

Theme

The theme is a quick-hitter sentence or statement that sums up your goals for the period. For example, your theme might be “find new opportunities”, “take initiative,” or “be a sponge.”

Learning Goals

Learning goals focus on skills you want to learn or improve to drive better outcomes at your job. For example, if you’re responsible for creating website content at your company, you might want to learn new HTML or CSS skills.

Performance Goals

Performance goals speak to specific metrics that demonstrate improvement. These might include making one more content post per week or reducing the number of revisions required by management.

Initiative Goals

Initiative goals are about thinking outside the box to discover other ways you can contribute. This might mean asking your manager about taking ownership of new website changes or upgrades with a specific deadline in mind.

Personal Goals

Personal goals focus on company culture — are there ways you can improve relationships with your team members or demonstrate your willingness to contribute?

30-60-90 Day Plan for Managers [Template]

Almost all 30-60-90 day plans consist of a learning phase, a contributing phase, and a leading phase — which we’ll go over in the example plan below. This includes plans that are designed to guide people in new management roles. What sets apart a manager’s plan from any other is their obligation to their direct reports and the decisions they’re trusted to make for the business.

If you’re accepting (or hiring for) a new manager role, consider any of the following goals and how to roll them out at a pace that sets you up for success.

Featured Resource: 30-60-90 Day Sales Onboarding Template

Download the Free Onboarding Template

Get to know your team’s strengths and weaknesses.

Recommended phase: First 30 days

Everyone is learning the ropes in their first month at a company. For managers, much of that learning happens by talking to the team.

If you’re a new manager, grab some time with your direct reports and get to know their roles. What do they like about them? What are their biggest pain points?

Making your team happy is a hard goal to measure, but it’s an important responsibility to take on as a manager. Your first step is to figure out how you’ll manage and coach your employees through their day-to-day work.

Help a direct report acquire a new skill.

Recommended phase: Second 30 days

Even though you’re new to the company, you were hired for a reason: You’ve got skills. And you can bring these skills to the people you work with, particularly those people who report to you.

After meeting with and learning about your new colleagues, you might use the second month of your on-boarding plan to find skill gaps on your team that you can help fill.

Do you have expert-level experience with HubSpot, and your new company just started using HubSpot Marketing Hub? Teach them how to do something in the platform they didn’t know before.

Improve the cost-effectiveness of your team’s budget.

Recommended phase: Final 30 days

Managers often have access to (and control over) the budget for their department’s investments — things like software, office supplies, and new hires. After you spend the first couple of months learning what the team spends its money on, consider using the final 30 days of your plan to make suggestions for new investments or how to reallocate money where you think it needs to be.

Is there a tool that can automate a task that’s taking your team forever to do manually? Draft a financial strategy that includes this tool in the following quarter’s budget.

Draft a training strategy that can help guide your direct reports into new roles.

Recommended phase: Final 30 days

You won’t be expected to promote people in the first three months of your new job, but that doesn’t mean you shouldn’t have learned enough about your team to decide who’s good at what and how to coach them to where they want to be.

In the final 30 days of your 30-60-90 day plan, you might agree to a goal to develop a training strategy that outlines how to manage your direct reports, and ultimately how to guide them into new roles in the future.

30-60-90 Day Plan for Executives

Executives are a little different from managers in that there are higher performance expectations coming in. As an executive, you’ll need to be highly engaged with the organization from the first day and implement high-impact changes in your role as soon as you can. At the same time, context is important, and you’ll need to understand the culture, team, current operating processes, and challenges before you solve for them.

Here are some critical steps to include in your 30-60-90 day plan in an executive role.

Soak up as much information as possible.

Recommended phase: First 30 days

There’s no point in taking action without context, so start your ramp-up period by gathering information and charting the lay of the land. That means reviewing existing documentation, attending as many meetings as you can, meeting with direct reports and skip levels, and asking a lot of questions.

Create alignment between you and the team.

Recommended phase: First 30 days

In the first 30 days, you’ll be meeting new people and understanding their roles in the organization. Ultimately, your job as an executive is to set the vision for the organization while removing roadblocks for your team as they strategize and execute on it.

One of the best questions you can ask as you familiarize yourself and align with your team is, “In your opinion, what are some existing threats to our business (external or internal)?”

This shows that you care about their opinion and trust their expertise while getting unique perspectives from multiple vantage points in the organization. Plus, if you start hearing some of the same points from multiple team members, you’ll be able to identify the biggest pains, equipping you to make the highest impact changes.

Identify the A players on the team.

Recommended phase: First 30 days

An A player is a member of your team that goes above and beyond what’s expected in their role. While not every employee will be an A player, you’ll want to ensure that critical roles and teams have at least one A player to lead, inspire, and strengthen camaraderie.

From there, you can figure out the existing gaps in staffing and training, whether it’s team members who need a lot of guidance and must be coached up to performance or empty roles that need to be filled altogether.

Create goals based on what you’ve learned.

Recommended phase: Second 30 days

When you are interviewing or shortly after you’re hired, you’ll get a feel for the types of pains that the executive team has and the objectives in mind for bringing you on.

Once you have more context about how the organization works, you can take this vision and translate it into concrete, measurable goals that will take your department to the next level.

Diagnose process issues.

Recommended phase: Second 30 days

Companies of all sizes run into operational issues as they implement processes that are efficient and work at scale. Sometimes, when an executive team isn’t aligned with middle management, processes can become unwieldy.

Learn why things are done the way they are and then figure out if there are workarounds you can implement to streamline operations. Perhaps it’s as simple as eliminating bottlenecks or adding automation to certain functions.

Put together and implement a hiring plan.

Recommended phase: Final 30 days

You know your A and B players, and you hopefully have a plan to retain, invest in, and mentor them. However, you’ll likely come across gaps that you need to fill and positions that need to be created to eliminate bottlenecks. From there, you’ll want to create a hiring plan to execute, both for short-term, middle-term, and long-term needs.

Effect changes in operations.

Recommended phase: Final 30 days

Speaking of bottlenecks, your final 30 days of your plan should be focusing on the areas of the business that can achieve the results the fastest. Once you’ve identified these, you can focus on removing these roadblocks to start hitting goals and achieving higher performance.

Contribute to broader company goals.

Recommended phase: Final 30 days

As a member of the executive team, you’ll also be looped in one high-level company initiatives, and the other executives of the company will be relying on you to contribute your deep discipline, expertise, and experience.

Be ready to lean in on executive meetings and contribute to the vision and strategy of the organization as it moves forward.

How to Write a 30-60-90 Day Plan

No matter what the level of the job for which a company is hiring, improving an employee’s skills requires concrete performance goals, so watch out for vagueness in the objectives you set for yourself.

“Write a better blog post,” or “get better at brainstorming” are terrific ambitions, but they don’t give you a way to measure your progress in them. Set goals that are realistic, quantifiable, and focused. You’ll know exactly how to achieve them and gauge your success.

To write challenging yet feasible performance goals, you need to:

Understand your team’s goals.

Try to understand the purpose behind your team’s goals. It’ll give you more insight into why you and your team should achieve them, motivating you to work as hard as possible to meet those goals.

Identify top priorities.

By connecting your personal responsibilities to your team’s goals, you’ll know exactly how to align your tasks with the needs of the team, which keeps you accountable and compels you to help your team achieve their goals.

Define specific progress measurements.

Tracking your progress helps you gauge your performance and rate of improvement. To see how you’re doing, set up weekly meetings with your manager to ask her what she thinks of your work and track the improvement of your own performance metrics, like the growth of your blog posts’ average views or the amount of qualified leads your eBooks generate.

Reaching your performance goals isn’t the only path toward future success in your new role, though. You also need to study the ins and outs of your team and company, take initiative, and develop relationships with coworkers — all things that a lot of new hires underestimate the importance of.

Consider setting the following types of goals during each stage of your 30-60-90 day plan:

• Learning Goals How will you absorb as much information as possible about your company, team, and role?
• Initiative Goals – What will you do to stand out?
• Personal Goals – How will you integrate with your company and team?

Aiming to achieve these types of goals will help you hit the ground running in all the right areas of your job. And if you stick to your plan, you’ll notice you’ll be able to spend less time learning and more time executing.

30-60-90 Day Plan Template

Download Your Free Template

HubSpot’s 30-60-90 day plan template includes space for all key elements of your plan — primers, themes, and goals — making it easy for both you and your manager to see exactly where you are in the plan, what comes next, and how things are going so far.

While our template is a great starting point, it’s worth cross-referencing this high-level plan with a more detailed description of your goals and desired outcomes to ensure you’re aligned with company expectations.

30-60-90 Day Plan Example

Using our template, we’ve created a quick 30-60-90 plan example for new employees.

30 Days

Primer

Many new hires are eager to impress, so they dive head-first into their work or try to make suggestions about their team’s process with limited experience in how their new team operates. But have patience.

Understanding your company’s vision and your team’s existing strategy is crucial for producing high-quality work and actually making an impact. If you don’t know the purpose behind your role or the optimal way to perform, you’ll risk missing the mark and your early efforts won’t pay off the way you expect them to.

It’s always better to over-prepare than under-prepare. And it’s okay to take time to learn the ropes — it pays huge dividends in the long run. In the first 30 days of your employment, your priority is to be a sponge and soak in as much information as possible. Once you do that, you can then try to improve more specific parts of your team’s work style.

Theme: Be a Sponge

Learning Goals

• Study my company’s mission, vision, and overarching strategy.
• Read my company’s culture code to learn more about our company culture and why we implement it.
• Read the customer persona and target audience overview to truly understand who our customers are, their pain points, and how our product and content can help them.
• Meet with my team’s director to learn about how meeting our goals will help our business grow.
• Read up on our team’s new SEO strategy, editorial process, and traffic goals.
• Learn how to use the SEO Insights Report to plan and structure blog posts.
• Review my team’s pillar-cluster model overview and understand how to match posts to clusters.
• Meet with my manager to learn more about her expectations.

Performance Goals

• Complete new hire training and pass the test with a 90% or higher.
• Be able to write 3 blog posts per week.

Initiative Goals

• Run the Facebook Instant Article experiment that my manager recommended me to do.

Personal Goals

• Grab coffee with everyone on my team, so I can get to know them on a professional and personal level.

60 Days

Primer

By the end of your first 60 days, you should ramp up your workload, start overachieving, and make a name for yourself on your team.

To do this, start speaking up more at meetings. Don’t be afraid to share your ideas about improving your team’s processes. This shows you’re quickly conquering the learning curve and recognizing some flaws that your colleagues might have overlooked. You still have a fresh perspective on the company, so your insight is invaluable.

Theme: Be a Contributor

Learning Goals

• Learn how to optimize a new post from scratch based on both the SEO Insights Report and my own competitive research.
• Read every other marketing team’s wiki page to learn about other marketing initiatives and how our entire department works together to grow our business.
• Deep dive into my company’s product roadmap and strategy to fully grasp our mission and vision.

Performance Goals

• Be able to write 5 blog posts per week.
• Be down to one cycle of edits per post.
• Understand how to edit a guest post — clean up at least one rough draft.

Initiative Goals

• Share content strategy ideas at my team’s monthly meeting and ask if I can spearhead the project to boost blog traffic.
• Ask my manager if I can oversee Facebook messenger and Slack distribution strategy.

Personal Goals

• Meet with my colleagues on other teams to learn about their marketing initiatives and develop relationships outside of my team.

90 Days

Primer

By the end of your first three months, you should have a firm grasp of your role, feel confident about your abilities, and be on the cusp of making a breakthrough contribution to your team. Instead of reacting to problems that pop up at random, be proactive and spearhead a new initiative for your team.

You should also be cognizant of how you can collaborate with other teams to improve your own team’s processes. By taking on some new projects outside of your main role, you’ll start turning some heads and catch the attention of the department at large.

Theme: Be a Leader

Learning Goals

• Do an analysis of my highest and lowest-performing blog post to date. How can I use this information to optimize new content so it performs better out of the gate?

Performance Goals

• Be comfortable with writing five blog posts per week
• Edit one guest post per week
• Try to have 75% of my blog posts not require revisions.
• Write at least one new post that generates over 10,000 views in one month.

Initiative Goals

• Ask SEO team if they want to partner with the product marketing team to brainstorm content topics related to our product road map.
• Ask social media team if they’re willing to develop a relationship where we can share each other’s content.
• Ask sales team what our customers’ pain points are, so we can write content that our target audience craves and help them close more qualified leads.

Personal Goals

• Join the yoga club.
  

30-60-90 Day Plan Team Leader Example

Now, let’s apply that same template to a team leader role with another 30-60-90 plan example.

30 Days

Primer

During the first 30 days, the goal of a team leader should be to cultivate connections with their team members and discover where they excel, where they struggle, and where they could use help. Creating these relationships lays the foundation for solid communication over time, in turn leading to better results.

Theme: Cultivate Staff Connections

Learning Goals

• Identify strengths for all team members.
• Pinpoint current challenges in accomplishing team goals.
• Encourage staff connections through honest communication.

Performance Goals

• Reduce project completion times by 25 percent.
• Increase team member output by 5 percent.

Initiative Goals

• Establish a mentorship connection with one staff member looking to advance in their role.

Personal Goals

• Arrange one out-of-work activity for staff.

60 Days

Primer

For the second month, team leaders may want to focus on putting the connections they’ve made to good use and creating a mindset of success across the department. In practice, this means establishing clear goals and specific metrics and working alongside staff to deliver key outcomes.

Theme: Create a Culture of Success

Learning Goals

• Understand where previous team leaders have struggled.
• Identify common themes in goals not being met.
• Clearly define starting points, milestones, and end goals for projects.

Performance Goals

• Ensure current project deadlines are met.
• Deliver at least one project component ahead of schedule.
• Take ownership of one complex task to continue developing team culture.

Initiative Goals

• Based on current project goals, brainstorm two new potential projects.
• Look for ways to integrate current efforts with sales, marketing, or social media teams.

Personal Goals

• Make time for mindfulness practice at work to help improve your focus.

90 Days

Primer

The last month of your 30-60-90 plan may focus on ensuring the framework you’ve built can be replicated on the next team project and finding new opportunities for your team members to excel.

Theme: Identify New Opportunities

Learning Goals

• Convene with staff to see what worked and what didn’t during the project.
• Look for outcomes that exceeded expectations and discover what sets them apart to help drive improved processes.

Performance Goals

• Become confident in assigning staff specific tasks with minimal oversight.
• Create a regular performance review structure that focuses on helping staff achieve their best work.
• Identify areas for reasonable cost-savings that don’t disrupt current processes.

Initiative Goals

• Look for team members with a passion for leadership and encourage their growth.
• Transition into a more hands-off leadership style that demonstrates trust in employee autonomy.

Personal Goals

• Take up a new hobby to avoid getting burned out at work.

30-60-90 Day Plan Marketing Strategist Example

30 Days

Primer

During the first 30 days, the marketing strategist will analyze current campaign performance to discover what works, what doesn’t work, and how strategy can be improved. The marketing strategist will also work with team members and stakeholders to learn more about existing processes. Investigating performance lays the foundation for how strategy can improve in the future.

Theme: Analyze Current Performance

Learning Goals

• Get familiar with the company’s product, mission, positioning, and goals.
• Consult with stakeholders to discuss existing processes, tools, and buyer personas.
• Learn about completed and ongoing experiments and their results.

Performance Goals

• Conduct content audits and competitor analyses in order to uncover performance gaps.

Initiative Goals

• Meet with sales reps, account managers, and customer support team members to learn more about customer wants and needs.

Personal Goals

• Get lunch with new team members in order to get to know them better.

60 Days

Primer

By day 60, the marketing strategist will have identified performance gaps based on the work done during the first 30 days and begun work on brainstorming ways to close those gaps.

Theme: Identify Performance Gaps

Learning Goals

• Research and brainstorm potential new processes that will help improve performance gaps.

Performance Goals

• Identify areas for improvement based on the results of the performance audits and competitive analysis.

Initiative Goals

• Meet with finance team to discuss budget for new marketing experiments and initiatives.
• Deliver an experiment proposal that is aimed at improving one of the gaps found during the audits.

Personal Goals

• Join an interest-based Slack channel to connect with colleagues on other teams.

90 Days

Primer

For the third month, marketing strategists may focus on ensuring the research framework they’ve built can be replicated for new projects and launch experiments aimed at closing performance gaps.

Theme: Launch New Experiments

Learning Goals

• Identify performance outcomes that exceed expectations and see what sets them apart from outcomes that do not exceed expectations.

Performance Goals

• Develop a system for measuring and analyzing campaign performance.

Initiative Goals

• Launch a new experiment aimed to help close a performance gap discovered during earlier analyses.

Personal Goals

• Spend a few hours working at the new neighborhood coffee shop to change up routine.

Making the Most of Your First Months

The first few months at a new job are critical in answering key questions: Is the company a good fit? Can you meet (and exceed) expectations? What does your long-term career plan look like?

Building a robust 30-60-90 day plan can take some of the pressure off by providing a framework for success that combines big ideas with specific goals to help drive success.

Editor’s note: This post was originally published in April 2019 and has been updated for comprehensiveness.

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