Interview the interviewer: answers to your most burning questions!

In our LinkedIn Learning-based series of blog posts we have covered the topic on interview preparation. But what about your own questions? What would you like to know from recruiters, hiring managers, headhunters… the interviewers?

To quote Jenny Foss, a career strategist and the author of the next LinkedIn Learning video, “show up with some questions to ask so you don’t look like a dang fool.

This course of 17m 16s, entitled Job Seeker Tips, is rather short but very insightful. It also covers other tricky issues, such as handling gaps in your CV!

We chose the most interesting highlights for you & here is the sneak peak of the content:

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Disclaimer: our Door2YourCareer Program with selected business schools across Europe is currently in a pilot phase. With the feedback of the students, alumni and business schools, we’ll prepare a ‘proper’ website – due to be launched in 2019.

What is Door2YouCareer?

It’s an opportunity for business schools to offer complimentary career services to their students and/or alumni. The scope will depend on the cooperation agreement with the business school.

If your business school cooperates with Career Angels, you will receive a unique code either physically or virtually:
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Your brand: purposeful or random mess?

We enjoy bringing to you the best content on the Internet on career and career related subject. This one is a true gem on personal branding created by Lida Citroën for LinkedIn Learning.

To quote Lida “If I asked five people who know you what they think you’re good at, or what they think makes you unique, what would they say? Would they give you the same answer that you might say about yourself? Personal branding puts the intention, and the focus in your reputation, and ensures that other people see you the way you want.” She then continues, “So when you think about the personal branding process I like to describe that it takes the randomness out of your career and allows you to articulate a game plan and a strategy that helps you make smart decisions.”

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When should you be a job hunter? Spoiler: Always!

The current job market is an ever-changing competitive environment. There are more start-ups and innovations than ever before which results in increased job insecurity, but also completely new opportunities. Though some still might think “I don’t have to worry about it, my job is stable and I won’t get fired”. Just think about all the international corporations who choose Shared Service Centers or go through deep restructuring by e.g. flattening their hierarchy. It effects all of us. Sooner or later. Expectedly and sometimes out of the blue.

In other words: be prepared. Always! How? The Linkedin Learning video series on career advises you to adopt a permanent “job hunting” mindset. Here’s the sneak peak of the content of the video we choose for this post:

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Do you manage your career or does your career manage you?

According to a LinkedIn survey published on August 15:

  • the average American has been in the same job for 9.88 years, rising substantially to 13.91 years for professionals over 55
  • 22% admit that they “fell” into their job rather than actively choosing
  • 23% say that they feel like they are “on a treadmill going nowhere”

Although the data represents 2000 US American professionals, we confirm that – based on our experience and observation – the numbers across Europe could be very similar.

At Career Angels we call that a career “on autopilot”. Looking at the research data from Decision Dynamics, as many as 64% of over a million professionals do not have a career that matches their innermost preferences and motives.

Why does that happen and what can you do about it?

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Does your desperation show?

How would you like to be described by a potential employer after your job interview? Confident, experienced, determined?

Desperate”: that’s certainly not something you would like to hear.

When your job search process drags on and there’s still no offer on the horizon, you may start to unwillingly show signs of desperation to your prospective employers.

But how to stop worrying and not appear as if youneed a job too much”, you may ask. Here’s an approach: Read more

A recruiters’ gut vs. automation, AI, data, analytics

Any candidate would like the recruitment process to be as impartial as possible, but as Alexander Pope once said: to err is human. And recruiters are no exception to that rule.

Here is what a Forbes article entitled “Data-Driven HR: How Big Data And Analytics Are Transforming Recruitment” has to say on the subject: “many HR professionals or hiring managers would probably admit that they make appointments based on gut feeling.

Disheartening though it may sound, the good news is that data and analytics are helping employers take the guesswork out of recruitment.

Not only that, but also the rise of people-first approach in recruitment makes the job search experience increasingly candidate-friendly. Here is a short summary of two valuable articles on the subject:

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Outplacement market trends

Based on our own observations of the last 12 months, we see that:

  • mid-level managers are also offered individual outplacement
  • more and more modern / online tools are being used due to technology advancement
  • the employees’ awareness is greater: instead of being ashamed of being laid-off, they actively ask for support in navigating the job market
  • there’s an increase in the number of employers who tell their employees: “We have a budget of XX, you can choose the service provider yourself”. Sometimes the employer imposes a number of for example 3 companies which fulfill certain requirements. In such situation it is the employee who contacts different companies, has “casting” meetings and then returns with their own choice.

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Providers of outplacement services – how to choose one

Companies can be assisted by a specialized freelancer, a boutique, a local or international company. There are also companies for which outplacement services are only a small portion of their turnover, as they normally focus on recruitment or HR consulting.

The price and quality of outplacement services depends on many different factors, not only on the company type. To choose a service provider that fulfills all requirements of the firm, it is best to answer the following questions that will then constitute criteria of evaluation:

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Types of outplacement: group or individual, online or traditional?

In principle, there are 2 types of outplacement:

  • group outplacement for homogeneous groups of employees, e.g.: working in the same department or on similar positions; consists of group workshops on e.g.: navigating the job market, preparing professional application documents, interview preparation
  • individual outplacement which consists of individual consultations in above mentioned areas

There is also a “mixed” version: after group workshops, employees would have access to individual consultations. There is a variety of options.

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