Bry The HR Guy

 

There is a special kind of emotional damage that comes from applying for 147 jobs and hearing absolutely nothing back except an automated email that says, “We were impressed with your background.” No, you weren’t. If you were impressed, Susan from Talent Acquisition would not be ghosting me harder than my college situationship from 1998. Today’s job market has somehow created a process where candidates are expected to tailor resumes, write cover letters, complete personality assessments, record one-way video interviews, and sacrifice a small portion of their soul just for the privilege of being ignored professionally.

The modern job application process now feels less like career advancement and more like trying to enter a nightclub where the bouncer keeps changing the dress code. One company wants a one-page resume. Another rejects you because your resume is “too concise.” One recruiter says keywords matter. Another says authenticity matters. Meanwhile, applicants are sitting at home trying to figure out whether “collaborative team leader” sounds more employable than “exhausted human willing to answer emails after 5 PM.”

And then there is LinkedIn, the digital Hunger Games arena of professional networking. Every morning you open the app hoping for opportunity and instead get assaulted by motivational posts from people who apparently became CEOs at age 24 after “taking a risk and betting on themselves.” Meanwhile, regular people are out here trying to figure out why an entry-level coordinator role somehow requires seven years of experience, three certifications, and proficiency in software that was invented last Thursday.

The interview process itself has become a full-time unpaid internship. First comes the recruiter screening. Then the hiring manager interview. Then the panel interview. Then the “casual conversation” that is absolutely still an interview no matter how many times they call it coffee chat. Somewhere around round four, candidates begin forgetting their own names and start answering every question with corporate survival phrases like, “I’m passionate about cross-functional synergy,” despite not knowing what synergy actually means anymore.

Perhaps the most frustrating part for job seekers is the emotional gymnastics required to remain optimistic. Candidates are told to “keep pushing,” “stay positive,” and “trust the process” by people who have not searched for a job since fax machines were considered advanced technology. It is difficult to stay encouraged when you spend three hours preparing for an interview only to receive a rejection email that arrives exactly nine minutes after the meeting ends. At that point, you start wondering if they rejected you before you even logged into Zoom.

Still, despite all the nonsense, people keep showing up and trying again. That deserves more credit than it gets. Job seekers today are navigating one of the most chaotic hiring environments in years while still attempting to maintain professionalism, confidence, and some version of sanity. So if you are currently applying for jobs and questioning your life choices after being asked to complete a “quick assessment” that takes 97 minutes, just know you are not alone. The workforce streets are rough right now.

There are two kinds of job seekers in 2026: those with meticulously curated LinkedIn profiles… and those who claim they’re “just more of an in-person networker,” which is usually code for “I forgot my password in 2014 and never went back.” Not having a LinkedIn today is a bit like not having a phone in the 90s—you can still function, but people are going to assume you either live off the grid or have something to hide. Recruiters, meanwhile, stare into the void where your profile should be and wonder if you’re a mysterious genius… or just someone who thinks “digital presence” is a conspiracy theory.

Then there’s the second category: the “technically exists” LinkedIn profile. This is the one with a blurry profile picture (cropped from a wedding where you weren’t the bride or groom), a headline that says “Open to Opportunities!!!” with the enthusiasm of someone yelling into the wind, and an About section that reads like it was written during a hostage situation. Your last job is listed as “Various Roles” at “Self-Employed,” which could mean anything from freelance consulting to a brief but intense commitment to selling scented candles on Etsy.

Endorsements on these profiles are a whole genre of comedy. You’ve got 47 people endorsing you for “Microsoft Word,” including your aunt, a former coworker you barely remember, and someone named “CryptoKing92.” Meanwhile, the one skill you actually want to be known for—say, “data analysis” or “project management”—has exactly one endorsement, and it’s from someone who misspelled your name in the recommendation. It’s less a professional snapshot and more a digital yearbook signed by chaos.

Let’s not forget the activity section, a graveyard of ambition. Your last post was in 2019, announcing you were “thrilled to start a new journey,” and then… nothing. No updates, no insights, no humblebrags about synergy. It’s like walking into a house where someone clearly moved out in a hurry. Alternatively, you’re too active—the person who comments “Great insight!” on every post ever written, as if hoping sheer volume will summon a job offer like Beetlejuice.

And yet, the absence—or questionable quality—of a LinkedIn profile sends surprisingly loud signals. It suggests you might be allergic to self-promotion, which is either refreshingly humble or professionally inconvenient. It hints that you rely on word-of-mouth, personal connections, or sheer talent to get by, which is admirable until a recruiter types your name into a search bar and finds… a high school track meet result from 2008 and a Pinterest board you forgot was public.

Ultimately, not having a polished LinkedIn doesn’t mean you’re unqualified—it just means you’re playing the job market on hard mode. In a world where everyone else is curating their professional highlight reel, you’re the indie film no one can quite find but everyone swears is “really good if you track it down.” Charming? Maybe. Risky? Definitely. But hey, at least you’re not the person whose headline still says “Aspiring Professional” after ten years—that’s a whole different kind of existential crisis.

Let me start with a confession. At one point, my job search strategy consisted of three highly sophisticated steps:

1. Open laptop
2. Apply to jobs
3. Wonder why nothing was happening

Rinse and repeat.

Some days I felt productive. Other days, I convinced myself that refreshing LinkedIn counted as “networking.” By week three, I had applied to what felt like 147 jobs, rewritten my resume 12 times, and developed a very close personal relationship with the phrase “We’ve decided to move forward with other candidates.”

Sound familiar?

Here’s the reality no one really tells you: most job searches don’t fail because people aren’t qualified. They fail because there’s no structure. It’s a lot of activity, not a lot of progress. And those are two very different things.

The turning point for me (and for a lot of people I’ve worked with over the years) comes when you stop treating your job search like a side project and start treating it like a system.

That’s where the idea of a 90-day job search comes in.

Instead of waking up every day wondering what you should be doing, a structured approach breaks it down into phases. The first couple of weeks are about getting clear on your story and positioning. Then you shift into targeted outreach and applications. And finally, you focus on interviews, follow-ups, and closing.

It sounds simple, but here’s the difference—it gives you direction. You’re no longer guessing. You’re executing.

And just as important, it keeps you from burning out. Because let’s be honest, the fastest way to lose momentum is to feel like you’re doing a lot and getting nowhere. A structured plan keeps you focused on the right things at the right time.

Now, if you’re thinking, “That sounds great, but what does that actually look like day-to-day?” here are a few practical things that make a real difference:

First, stop mass applying. Sending out 50 applications with no follow-up feels productive, but it rarely leads to results. You’re better off targeting a smaller number of roles and actually putting effort into each one—tailoring your resume, understanding the company, and following up.

Second, build outreach into your daily routine. Most roles don’t get filled through cold applications alone. Reaching out to hiring managers, recruiters, or people in your network doesn’t have to be complicated, but it does need to be consistent. Even one or two meaningful connections a day adds up quickly.

Third, track everything. Applications, follow-ups, conversations, interviews. When you don’t track, things fall through the cracks. When you do, you start to see patterns—what’s working and what isn’t—and you can adjust.

Fourth, set a simple daily structure. You don’t need to overcomplicate it. A solid day might include a few targeted applications, a couple of outreach messages, and time spent preparing for upcoming conversations. The key is consistency, not volume.

And finally, give yourself a weekly reset. Take time once a week to step back and look at what you accomplished, what’s moving forward, and where you need to adjust. Without that, it’s easy to drift.

Now, if you’re thinking, “That all makes sense, but I know myself… I’ll start strong and then fall off by week two,” you’re not wrong. That’s exactly what happens to most people.

That’s actually why I put together a 90-Day Job Search Journal. It’s not a journal in the traditional sense—it’s a daily structure that keeps you on track. It lays out what you should be focusing on, helps you track your progress, and makes sure you’re not just staying busy but actually moving forward. After spending over 20 years in HR, I’ve seen firsthand what works and what doesn’t, and this is built around that reality.

Think of it less like writing your thoughts down and more like having a plan you can follow every single day so your job search doesn’t stall out.

Because here’s the truth: the difference between someone who lands a job in 90 days and someone who’s still searching at 6 months usually isn’t talent—it’s structure, consistency, and focus.

So if your current strategy looks anything like “apply, hope, repeat,” it might be time to try something different.

At the very least, you can stop refreshing your email every 10 minutes. That alone is worth it.

Job hunting can feel like a mix between a high-stakes game show and a horror movie—lots of suspense, but not much in the way of prizes. If you’re currently navigating the choppy waters of employment searches during a tough time, fear not! Here are five ways to keep your stress levels down and your spirits up, all while keeping a sense of humor intact.

1. Embrace the Art of Procrastination

Let’s face it: scrolling through cat videos on the internet is a legitimate coping mechanism. Instead of feeling guilty about it, lean into your procrastination! Set a timer for 25 minutes of job searching, then reward yourself with a 5-minute “research” session on whether your spirit animal is a sloth or a golden retriever. Just be sure to circle back to your job search, or you might end up applying for a position as a professional cat video curator!

2. Create Your Own Job Search Playlist

Music can transform your mood faster than you can say “resume.” Curate a playlist that motivates you—think of it as your personal soundtrack. Include empowering anthems like “Eye of the Tiger” for when you’re feeling fierce, and maybe some classic tunes like “I Will Survive” for those moments when a rejection email hits a little too close to home. Just be careful not to get too carried away singing along. You don’t want to scare off the neighbors… or potential employers.

3. Network Like You’re at a Party

Networking can feel daunting, but if you treat it like a party, it becomes a whole lot more fun! Imagine that every virtual coffee chat or LinkedIn message is just another chance to mingle. Bring your best jokes, show off your quirky interests, and remember: everyone loves a good icebreaker. “So, what’s your favorite conspiracy theory about office snacks?” is a great way to break the ice and maybe bond over the mystery of who keeps eating the last donut.

4. Set Ridiculously Low Expectations

Sometimes, the best way to stay stress-free is to lower your expectations to the ground floor. Instead of aiming for your dream job, set a goal to simply apply to one job a day—or even just update your LinkedIn profile with a fresh profile picture (bonus points if it’s a selfie with your pet!). Celebrate those small wins, because every little step counts. Who knew becoming a professional “job seeker” would also come with a PhD in self-congratulation?

5. Remember, It’s Not Personal

Rejections sting, but remember: they’re not a reflection of your worth. Even the most seasoned professionals face setbacks. Think of it this way: if you were a pizza, some people just want pepperoni, while others are gluten-free, and some are just not in the mood for pizza at all! So take a deep breath, shake off the disappointment, and remind yourself that the right “buyer” is out there waiting for the unique flavor that is you.

In conclusion, job searching during tough times is no walk in the park, but with a little humor and creativity, you can keep the stress at bay. So grab your playlist, embrace procrastination, and remember to treat networking like a party. And who knows? You might just find the job of your dreams—or at least a gig that pays you to sit around and read cat memes!

As we roll into 2026, job seekers everywhere are making the same bold promises they made last year: “This is my year,” “I’m going to apply earlier,” and “I will not panic-apply at 2 a.m.” New Year’s resolutions aren’t just about losing weight or pretending you like kale—they’re about getting your career unstuck. The job market is faster, smarter, and more automated than ever, which means hoping for the best is officially canceled. Let’s talk about five resolutions that might actually get you hired.

1. Finally Fix Your Resume (Yes, That One From 2018)
If your resume still lists Microsoft Word as a “special skill,” we need to talk. In 2026, your resume has to impress both humans and robots, and neither enjoys reading walls of text. Resolve to stop sending the same resume to every job like it’s a chain email. Tailor it, quantify your impact, and make it scannable. If a recruiter can’t figure out what you do in 10 seconds, they’re already scrolling TikTok.

2. Stop “Casually” Job Searching—This Is Not a Hobby
Scrolling job boards once a week while watching Netflix is not a job search; it’s career window-shopping. In 2026, treat your job hunt like a part-time job with a schedule, goals, and accountability. Block time to apply, network, follow up, and actually prepare. Consistency beats panic every time, and “I applied to 47 jobs last night” is not the flex you think it is.

3. Build a Personal Brand So You Don’t Look Mysterious Online
Hiring managers will Google you. If your online presence is either nonexistent or looks like you stopped aging in 2014, that’s a problem. Make it a resolution to clean up your LinkedIn, update your headline, and occasionally engage like a real human in your industry. You don’t need to post daily motivational quotes, but you should look like someone who exists professionally in 2026.

4. Upskill Without Collecting Certifications Like Pokémon
You do not need 17 new certifications this year. You need one or two skills that actually matter for the jobs you want. Pick them intentionally, learn how to use them, and be able to explain why they make you better at your job. Employers are less impressed by digital badges and more impressed when you can actually do the thing you claimed to learn.

5. Practice Interviewing Before You’re Sweating in the Zoom Waiting Room
If your interview prep starts the night before, that’s a gamble—not a strategy. Resolve to practice answering common questions, telling your career story, and talking about your accomplishments without saying, “I was just doing my job.” Confidence isn’t arrogance; it’s preparation. By 2026 standards, “winging it” is no longer charming.

The job search doesn’t have to feel like a full-time emotional rollercoaster. With the right resolutions, it can feel more like a plan and less like chaos. Be intentional, be consistent, and maybe—just maybe—2026 will be the year you stop saying, “I’m still looking,” and start saying, “I just accepted an offer.”

Ah, the resume—the one document that can make or break your job application faster than you can say “I’m available for immediate hire.” It’s like a first date: you wouldn’t show up wearing the same outfit you wore to your last relationship, right? So why would you send the same resume to every employer? Let’s dive into the art of tailoring your resume and how it can help you stand out from the sea of candidates who think “one size fits all” applies to job applications.

First off, let’s acknowledge the elephant in the room: the dreaded Applicant Tracking System (ATS). This is the gatekeeper of job applications, scanning resumes like a hawk looking for keywords. If your resume doesn’t match the job description, it’s like trying to enter a VIP club wearing flip-flops—you’re not getting in! So, take a few minutes to read the job posting carefully. Highlight those keywords and sprinkle them throughout your resume like confetti at a New Year’s Eve party. Just don’t go overboard; nobody wants to read “team player” 47 times.

Now that you’ve got your keywords down, let’s talk about the layout. Think of your resume as a pizza. Everyone loves a delicious pizza, but if it’s topped with pineapple (sorry, pineapple-on-pizza enthusiasts), it might not be everyone’s favorite. Customize the sections of your resume to fit the job—emphasize your relevant experience and skills, while downplaying those awkward summer jobs that involved wearing a goofy costume. Trust me, no one needs to know you were the “Dancing Cow” at last year’s county fair when applying for a marketing position.

Speaking of awkward experiences, let’s address the cover letter. If your resume is the pizza, your cover letter is the side of chicken wings that perfectly complements it. Use this space to tell your story in a way that connects your experiences to the job at hand. Show enthusiasm, share a quirky anecdote, and make them see you as a real person, not just a collection of bullet points. Just remember, while humor is great, avoid jokes that might make you sound like a questionable character who moonlights as a magician at children’s parties.

Next up: formatting. This isn’t just about making your resume pretty; it’s about making it readable. Use headings, bullet points, and white space to guide the reader’s eye. Your resume should flow smoothly like a well-rehearsed dance number, not resemble a chaotic interpretive dance where no one knows what’s happening. A clean, organized resume can make even your most questionable experiences look like impressive feats of skill.

In the end, customizing your resume is not just about getting past the ATS or impressing a hiring manager; it’s about showing that you care. In a world where cookie-cutter applications are as common as cat videos, taking the time to personalize your resume can set you apart. So, go ahead, tailor that resume like a bespoke suit, and watch as you transform from just another applicant into the candidate everyone wants to interview. After all, your dream job is out there, and it deserves the best version of you—one tailored resume at a time!

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If job searching had a horoscope, this would be it: the cosmic calendar of when employers are actually ready to hire you. Forget Mercury in retrograde—what really throws things off is a hiring manager who hasn’t had coffee yet. Finding the right moment to apply isn’t just about having a great résumé; it’s about catching companies when they’re mentally, emotionally, and budgetarily prepared to welcome a new human being into their building (or Slack channel). Lucky for you, HR folks have patterns, and after 20+ years in the trenches, I’ve cracked the code.

January and February are basically the Super Bowl of hiring. Budgets have reset, leaders are motivated, and everyone is riding that “New Year, New Me” energy… until about February 17th. That’s when resolutions fade, gym memberships start collecting dust, and managers remember they promised Finance they’d finally fill that role they’ve been sitting on since last June. If your résumé hits inboxes this time of year, you’re not just being reviewed—you’re being reviewed with ambition and a fresh annual budget. That, my friend, is hiring magic.

Then March and April arrive—also known as “The Spring Awakening of HR.” Leaders realize Q1 is almost over, their goals are not goal-ing, and someone in a meeting says the dreaded words: “We need more bodies.” Recruitment springs forward like Daylight Saving Time, except slightly less confusing and with fewer sleepy employees. If you apply now, your application is basically a flower blooming in a manager’s inbox. A pollen-free one. Great time to shine.

By contrast, the summer months are… relaxed. Maybe too relaxed. From June to August, hiring moves slower than a teenager doing chores. Half the leadership team is on vacation, onboarding becomes a scheduling puzzle, and HR is holding things together with PTO calendars, iced coffee, and prayer. Jobs still open—just in slow motion. If you apply in the summer, think of it like ordering barbecue ribs: they’ll get to you eventually, but you’re waiting a while.

Fall brings the “Back-to-Business” hiring boom—September to early November is pure recruiting adrenaline. Everyone’s back from vacation, executives remember they promised an ambitious year, and teams start to panic as they look at their annual goals and whisper, “We can still make it… right?” This window is prime time because leaders want roles filled before the holidays when everything goes full “Hallmark Movie” and productivity drops sharply in exchange for cookies and office potlucks. Apply now and you’re riding the last major hiring wave of the year.

And then… December. Ah yes, the month where job applications go to nap. Between holiday parties, year-end closeout, PTO chaos, and performance reviews, hiring slows to a festive crawl. It’s not that companies don’t want to hire—it’s that no one knows who’s supposed to approve it, and the one person who could help is somewhere in Aruba. But applying in December isn’t a waste; it just means your résumé becomes a lovely holiday gift waiting in their inbox for January’s big hiring kickoff. Think of it as planting seeds that sprout after New Year’s brunch.

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Let’s be honest—job searching right now can feel like trying to find a Wi-Fi signal in the middle of the desert. You’re sending applications into the void, refreshing your inbox like it owes you money, and wondering if “ghosting” is the new corporate policy.

Here’s the thing: the best jobs aren’t always posted online. They’re shared, referred, and recommended—and that happens through your network. Building a strong network isn’t about collecting business cards or LinkedIn connections like Pokémon—it’s about creating genuine relationships that open doors.

Here are 10 practical (and slightly funny) tips to help you build a network that actually works—especially when the job market feels like musical chairs and someone just took the last seat.

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1. Start with Who You Know

No need to reinvent the wheel. Your first step? Tap into your current circle—former coworkers, managers, classmates, and even that one friend who “knows everyone.”
Send a quick note or message. Keep it casual, something like, “Hey! I’m exploring new roles and thought of you—hope all is well!” Most people want to help. You just have to give them a gentle nudge (and not a desperate one).

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2. Revisit Old Connections

That coworker from five years ago? The one who loved spreadsheets and office snacks? Reach out. People appreciate when you reconnect genuinely—not just when you need something.
Try this:

“Hey [Name], it’s been a while! I saw your update about [project/promotion]—congrats! I’m exploring some new opportunities and wanted to catch up.”

Boom. Low pressure. High impact. Bonus: you might even rekindle a great friendship.

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3. Show Up (Even Virtually)

Webinars, alumni panels, and LinkedIn Live events are today’s networking mixers—without the awkward name tags and lukewarm coffee. Participate in the chat, connect afterward, and follow up within a day.
You don’t have to be everywhere—just show up somewhere consistently. Because “networking from the couch” totally counts now.

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4. Give Before You Get

Nobody likes that person who shows up only when they need something. Share a resource, make an introduction, or offer insight. Think of it as “networking karma”—what goes around comes around (and usually faster than that recruiter’s follow-up email).

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5. Polish Your LinkedIn Presence

Your LinkedIn profile is basically your digital handshake—minus the germs.
Quick checklist:
✅ Professional photo (no selfies from your cousin’s wedding)
✅ Headline that reflects where you’re going, not just where you’ve been
✅ Summary that sounds human, not robotic
✅ Posts that show your expertise and your personality

Remember, you don’t need to go viral—you just need to be visible.

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6. Join Professional and Community Groups

Join an association, alumni group, or volunteer committee. It’s like networking with purpose and good karma points. Plus, if you’re introverted, volunteering gives you something to do while talking to people—instant icebreaker.

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7. Master the Informational Interview

The goal here isn’t to ask for a job—it’s to ask for wisdom. People love sharing their story, especially if you make them feel like a rock star.
Say: “I’d love to learn how you got into [industry] and what advice you’d give someone looking to pivot.”
You’ll walk away smarter—and maybe one connection closer to your next role.

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8. Follow Up (Without Being a Nudge)

A thank-you note goes a long way. A short message like, “Thanks again for taking the time to chat—I really appreciated your insights” works perfectly.
Pro tip: set a reminder to check in every couple of months with something thoughtful (“Saw this article and thought of our convo!”). Staying top of mind doesn’t mean being top of inbox.

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9. Use AI and Tools Wisely

Sure, ChatGPT, LinkedIn Premium, and career tools can help you identify connections and draft outreach messages—but remember: robots can’t replace relationships. Use AI to save time, not to sound like one.
If your message reads like it was written by a toaster, rewrite it.

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10. Nurture, Don’t Neglect, Your Network

The best time to build your network is before you need it—kind of like flossing. (You’ll thank yourself later.)
Even after you land that next job, keep showing up. Comment on posts, celebrate others’ wins, and stay visible. Networking isn’t about collecting contacts—it’s about staying connected.

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Final Thought

When the job market feels unpredictable, your network becomes your superpower. Be authentic, stay consistent, and add a little humor along the way. The right connection might not just help you land a job—it might help you find the right one.

So, start where you are, reach out to who you know, and remember: networking isn’t about who you know—it’s about who remembers you fondly.

Let’s face it: in the whirlwind of fast growth, many companies make a classic mistake. They rush to fill leadership roles with doers—those technical wizards who can code like there’s no tomorrow or troubleshoot systems faster than you can say “server error.” But here’s the kicker: just because someone can fix your broken tech doesn’t mean they can lead a team or inspire innovation. It’s time to focus on finding leaders who can steer the ship instead of just patching the holes!

Now, don’t get me wrong—technical skills are important. But there’s a big difference between being a brilliant doer and a great leader. Leadership is all about those squishy, less quantifiable traits: emotional intelligence, strategic vision, and the ability to rally the troops when deadlines loom like a dark cloud over a sunny day. If we want our teams to thrive, we need to look for candidates who can not only navigate the storm but also make it feel like a team-building retreat (with snacks, of course).

One of the biggest hurdles we face is defining what we really want in a leader. Spoiler alert: “Someone who can do their job really well” isn’t enough! We need to craft a clear list of leadership qualities that align with our company’s mission and culture. Think of it as creating a recipe for success. You wouldn’t just toss a bunch of ingredients into a pot and hope for the best, right? Let’s make sure we know exactly what we’re cooking up when it comes to leadership.

And let’s not forget that leadership isn’t about barking orders from a corner office while sipping overpriced coffee. It’s about empowering your team and making them feel like rock stars. The best leaders are the ones who know how to lift others up, create a collaborative spirit, and throw in a bit of humor to lighten the mood when things get intense.

Investing in leadership development is also a crucial part of the equation. It’s not enough to just hand someone a title and hope they magically transform into a masterful leader. Companies should provide ongoing training, coaching, and mentorship opportunities. Think of it as sending your leaders to leadership boot camp—complete with obstacle courses and motivational speeches (maybe with fewer push-ups, though!). This investment pays off in the long run, as strong leaders foster engaged teams that are ready to tackle any challenge.

In conclusion, if we want fast-growing companies to not just survive but thrive, we need to be picky about our leadership choices. Let’s choose leaders who can inspire and empower. By focusing on leadership attributes and investing in development, we can build a strong foundation for success. After all, in the corporate jungle, it’s the leaders who help us swing from the vines instead of getting tangled up in them!