The following post explores Requesting a Job Transfer Before Quitting.

If you’re on the verge of quitting your job out of frustration, you may want to take a moment to consider whether there might be another way forward before you hand in your resignation.

Read: Making Your LinkedIn Profile Visible Online (or Hiding It)

Related: Spotting Company Culture When Interviewing

Sometimes the challenges you’re facing aren’t about the company itself, but about your current role, team, or location. In many cases, requesting a job transfer is a practical alternative.

Here’s what you need to know.

What Is a Job Transfer?

A job transfer is a formal process for moving to a different role, department, or location within your current company. It allows you to pursue new opportunities or address personal needs while retaining your employment, benefits, and seniority with your current employer.

Transfers can be lateral, promotional, or location-based — but in all cases, they’re designed to create a better match between your skills and the organization’s needs. Many companies encourage internal mobility because it helps them retain strong employees while reducing the cost and disruption of external hiring.

Why Request a Transfer Before Quitting?

When job dissatisfaction builds, quitting can sometimes feel like the only way out. However, often the real issue is fit (not the company itself). A transfer might allow you to explore a different career path, work with new leadership, or move to a team that better matches your working style.

You might also seek a transfer for more practical reasons, such as relocating for family, pursuing better work-life balance, or finding a role that offers a clearer path for growth.

Instead of letting your emotions win and abandoning ship, you’re taking a proactive step to retain your employment in a new capacity. Even if a transfer isn’t immediately possible, expressing your interest in staying with the company can leave a strong impression on management regarding your committment.

When and How to Make the Request

Start by reviewing your company’s internal mobility policy or speaking confidentially with Human Resources. HR can clarify whether there are waiting periods or eligibility requirements to be transferred.

If your company requires a written request or formal application, approach it with the same care you’d give to an external job application. Be clear about the position or location you’re targeting, explain why you’re seeking the change, and outline how your experience makes you a strong fit for the new opportunity.

Once you’ve gathered the necessary information, you can submit a formal written request to HR (and copy your manager if appropriate). A strong written request might look like this:

Subject: Request for Internal Job Transfer

Dear [HR Representative’s Name],

I am writing to formally request consideration for a transfer to [Department/Position/Location]. I have greatly valued my time in my current role as [Current Position] and have learned a great deal from my experiences here. At this stage in my career, I am looking for opportunities that allow me to continue growing professionally, expand my skills, and contribute to the company in new ways.

I believe my experience in [current department/role] has prepared me well for this position, and I am confident that I can bring value to [new department/team] by [briefly highlight relevant skills or achievements]. I am also committed to ensuring a smooth transition and am happy to assist with training or knowledge transfer in my current role.

Thank you for considering my request. I would welcome the opportunity to discuss this further and provide any additional information you may need.

Sincerely,
[Your Name]

Cautions and Considerations

While a transfer can be an excellent solution, it’s not without potential drawbacks. Not every request will be approved, and the process can take time. You’ll also want to ensure your motivations are clear. Applying for an internal transfer purely to escape a difficult situation may not yield lasting satisfaction.

It’s also important to recognize that not every company will have an available role that matches your skills or interests at the time you make your request. Before submitting a transfer request, do your due diligence: research internal job postings, speak with HR about upcoming opportunities, and make sure there is an open position that aligns with your skills and experience. This helps ensures your request is a realistic possibility.

Be aware, too, that once you raise the idea of a transfer, it’s likely your manager and others will know you’re exploring options. It can sometimes create tension or make colleagues wonder about your long-term plans, so it’s important to approach requesting a job transfer thoughtfully and tactfully.

In Conclusion

In conclusion, I hope this article helps you realize that quitting your job isn’t the only option. If you’re on your last straw, you may find that requesting a transfer provides a fresh start. Taking the time to explore internal opportunities before quitting can save you a lot of trouble and position you for future success.

If you’re ready to build your new Resume, my team and I are here to support you. Please use the Contact Us or Submit Your Resume for a risk-free evaluation. JobStars is an A+ BBB-rated service that has earned multiple consecutive Complaint Free Awards. We look forward to hearing from you!

The following post takes a closer look at Exploring Indeed’s Career Scout.

Indeed, the world’s largest job board, recently rolled out Career Scout, a new AI-powered feature for helping job seekers. If you’re one of the millions to see the latest TV ads, you’re probably wondering it’s all about.

Read: Reasons for Using Jobscan (as a Job Seeker)

Related: Reasons for Using Glassdoor (as a Job Seeker)

This new tool is part of a broader push by job boards to integrate AI into the job search process, promising faster, more personalized results. But what exactly does Career Scout do, and who is it actually useful for?

Here’s what you need to know.

Career Scout Overview

Career Scout is a conversational assistant built inside the Indeed app. In short, Career Scout combines job discovery, application management, and interview prep into one mobile-first tool.

Users can ask it questions in plain language — like “what jobs am I qualified to do?” or “help me create a Resume for an Administrative Assistant role” — and it responds with tailored suggestions and resources.

The tool guides users through multiple stages of the job search, including:

• Exploring career paths based on skills and interests

• Getting personalized job matches through chat

• Building or refining Resumes with relevant keywords

• Auto-filling job applications directly from your Indeed profile

• Practicing interviews with AI-generated questions and feedback

Here is a promotional video providing a closer look at the new Indeed Career Scout tool.

How It Works

Career Scout is a tool that lives inside the Indeed mobile app. After downloading the app and tapping the “Career Scout” tab, it works like a chat interface where users type questions or prompts in plain language.

Examples include:

• “What jobs am I qualified to do?”

• “Show me remote roles in software development.”

• “Help me create a Resume for an Administrative Assistant position.”

The AI generates personalized recommendations based on your Indeed profile, including skills, work history, and career interests. It can suggest roles you might not have considered, highlight relevant skills to emphasize on your Resume, and guide you through interview prep with AI-generated questions and feedback.

Career Scout also helps manage the application process. It can auto-fill fields for roles that match your experience, track applications in the app’s dashboard, and draft professional messages to employers. Everything happens on mobile, making it convenient for users searching on the go.

Pros of Career Scout

Career Scout offers several potential benefits for job seekers. It can save time by automating repetitive tasks like tailoring Resumes and filling out applications. The AI provides personalized job suggestions based on your profile and career interests, helping surface roles that match your skills and goals.

For those who are just starting out or exploring new industries, Career Scout can generate a basic Resume with relevant keywords and skills. The tool also includes AI-generated interview questions and feedback. Its mobile-first design makes it convenient to search for and apply to jobs on the go.

Cons of Career Scout

At the same time, there are important limitations to keep in mind. Indeed is one of the most highly trafficked job boards in the world, which means your applications are competing with a very large pool of other job seekers — most of whom have access to Career Scout as well.

While the tool can do a lot in terms of tailoring your Resume, it cannot replace the knowledge, expertise, and strategic benefits of working with a professional Resume Writer. The AI-generated content still requires careful review to ensure accuracy, relevance, and alignment with your professional image.

For many roles, applying directly to company websites remains a better way to have your application noticed by internal recruiters or hiring managers. In my personal opinion, Career Scout is most useful as a supplement to other job search strategies rather than a source of competitive edge on its own.

Who Might Benefit Most from Career Scout

The usefulness of Career Scout varies depending on the job seeker’s experience and career goals.

Beginners or those exploring new industries may find it particularly helpful, as it can guide them through possible career paths, highlight relevant skills, and generate a starter Resume without cost. Mid-career changers who are open to new roles or remote opportunities may also benefit from its personalized support.

Conversely, highly specialized professionals or job seekers with a clear target and polished application materials may gain only limited value, primarily in terms of convenience for repetitive tasks.

How It Compares to Other AI Career Tools

While Career Scout is convenient and free, it is not the only AI option for job seekers. Tools like Jobscan, ChatGPT, or LinkedIn’s AI Resume Builder offer different strengths — for example, deeper Resume optimization, industry-specific advice, or broader career exploration beyond a single job board.

Career Scout’s unique advantage is its integration directly with Indeed listings and its mobile-first interface, but it should be considered one part of a broader toolkit rather than a stand-alone solution.

In Conclusion

In conclusion, I hope this gives you a better understanding of Indeed’s new AI-powered tool ‘Career Scout’. While it’s billed as an all-in-one solution for exploring careers, building Resumes, and practicing interviews, the reality is that its value depends on your particular needs and situation.

If you’re ready for professional help to build your ATS-friendly and visually appealing Resume, please fill out the Contact Us form or Submit Your Resume for a risk-free evaluation. JobStars is an A+ BBB-rated service that has earned multiple consecutive Complaint Free Awards. We look forward to hearing from you!

The following post explores Reasons for Using Jobscan (as a Job Seeker).

In today’s competitive job market, you need an ATS-friendly Resume when applying to jobs on the internet. Manually tailoring your Resume for every single job description is time-consuming and annoying.

Read: Reasons for Using Glassdoor as a Job Seeker

Related: Spotting Company Culture When Interviewing

If your job search relies mainly on online applications, using Jobscan can help you apply with confidence, sharpen your materials, and give your application a real competitive advantage.

Here’s what you need to know.

What Jobscan Actually Does

Jobscan is an online tool designed specifically for job seekers. It allows you to upload your Resume and paste in a job description you’re interested in. The platform then analyzes the two, providing a match score and a detailed breakdown of the keywords, skills, and phrases your Resume may be missing.

Their tool helps you adjust your Resume so your actual experience aligns with the language used by the employer’s applicant tracking system (ATS). Jobscan operates on a freemium model: you can perform a limited number of scans for free, but frequent or advanced use requires a paid subscription.

Jobscan is not a magic fix. It will not guarantee interviews or job offers. What it does do is give you a clear, reliable way to make sure your Resume speaks the same language as the employer’s screening software. If you care about getting your experience seen, it is a tool worth using, but results are not promised.

Improves Your Competitiveness

Most job seekers don’t take the time to tailor their Resumes to each job.

When you take the extra effort to make sure your Resume closely reflects the language and requirements in a job description, it’s more likely to pass automated filters and catch the attention of a hiring manager.

You’re giving yourself an extra edge by sending a Resume that uses the same keywords and terminology as the role you’re applying to. It helps set you apart from candidates who submit generic applications.

Peace of Mind

One of the hardest parts of job searching is not knowing why you didn’t hear back. When you take the time to tailor your Resume to the job, you at least know you’ve presented your experience in the best way possible.

Going the extra mile and using a tool like Jobscan offers peace of mind that you gave everything you had. You can move forward without second-guessing whether your Resume even had a chance of being seen.

Narrow Your Focus

Spending time and/or money on tailoring your Resume using Jobscan forces you to be selective. When you invest effort into customizing your application, you must decide if it’s a job that you’re serious about.

If you are willing to make that investment, it usually means the job excites you. If not, it is a clear signal to focus your energy elsewhere. In that sense, the process itself becomes a filter, helping you narrow your focus.

In Conclusion

In conclusion, I am not affiliated with Jobscan and do not profit from recommending it. I am sharing this from my experience with job seekers who apply online and want to improve their results. In my opinion, Jobscan is the most effective for optimizing Resume keywords when applying to jobs online.

If you’re ready to build your new Resume, my team and I are here to support you. Please use the Contact Us or Submit Your Resume for a risk-free evaluation. JobStars is an A+ BBB-rated service that has earned multiple consecutive Complaint Free Awards. We look forward to hearing from you!

The following post explores Making Your LinkedIn Profile Visible Online (or Hiding It).

When someone searches your name online, what do they find? For many professionals, the answer is their LinkedIn profile, which is often sitting right at the top of the search results.

Read: Finding Volunteering Opportunities on LinkedIn

Related: Knowing When to Connect or Follow on LinkedIn

That can be a powerful way to showcase your experience and attract opportunities, but it also means your information is available to lots of people (depending on your visibility settings).

Here’s what you need to know.

LinkedIn Profile Visibility

When someone searches your name on the internet, it’s likely your LinkedIn profile will appear in the search results. This may either be a positive or negative, depending on your preferences.

Visibility is a double edged sword. For job seekers and professionals building their brand, visibility is a good thing. However, if you’re trying to keep a low profile, that visibility might be less desirable.

The good news is that LinkedIn lets you choose if you want to be visible. LinkedIn gives you the tools to decide just how visible you want to be, whether you’re looking to stand out or stay discreet.

Why You Want Your Profile to Be Visible

There are a lot of good reasons to keep your LinkedIn profile visible on the web.

Recruiters, hiring managers, and potential clients rely on Google and LinkedIn searches every day to find qualified professionals. When your profile appears near the top of those results, you’re increasing your chances of being discovered and contacted for new opportunities.

Visibility also builds trust and credibility. A complete, public profile shows that you’re active in your field, confident in your experience, and open to connecting. It gives potential employers and collaborators a clear picture of who you are and what you offer.

Why You’d Want to Keep Your Profile Hidden

Of course, visibility isn’t for everyone. Some professionals have very good reasons to keep their information off public search engines. Choosing to stay hidden can also be a strategic move.

If you work in a sensitive industry, manage confidential projects, or simply prefer to limit your digital footprint, keeping your profile private gives you control over what’s shared about you online.

By turning off your public visibility, your profile won’t appear in Google, Bing, or any other search engine results. Your professional information stays within LinkedIn’s walls — visible only to people who are signed in and connected with you (based on your privacy settings).

How to Make Your Profile Visible

It’s easy to have your LinkedIn profile to show up when someone Googles your name.

The first step is to make sure it’s set to public. Simply go to your settings and turn on “your profile’s public visibility.” This allows search engines to find and index your profile. You’ll also need to display your full last name for your profile to appear in search results.

Once your visibility is on, focus on completeness. Add a clear, descriptive headline, highlight your experience, education, and skills, and keep everything up to date. The more complete and current your profile is, the easier it is for search engines (and people) to find it.

Regular updates are also helpful for signaling to both LinkedIn and search engines that your profile is active, which can help improve where it appears in results.

Click here for more information on managing your profile’s visibility.

How to Hide Your Profile from Search Engines

If you’d rather keep your information private, that’s entirely your prerogative.

Simply go to your public profile pettings, toggle “your profile’s public visibility” to off. This removes your profile from search engine results, though it may take a few weeks for Google to reflect that change.

You may also customize what information is visible to non-LinkedIn users. For instance, you may choose to show only your name and headline while hiding other sections like your experience or photo.

In Conclusion

In conclusion, I hope you find this article helpful for making your LinkedIn profile visible online (or hiding it). Whether you want to be easily discovered by potential employers or keep your personal information off the public web, LinkedIn makes it simple to manage your visibility.

If you’re ready for professional assistance with building a top notch LinkedIn Profile, my team and I are here to support you. JobStars is an A+ BBB-rated service that has earned multiple consecutive Complaint Free Awards. We look forward to hearing from you!

The following post explores Finding Volunteering Opportunities on LinkedIn.

Are you thinking of volunteering? Beyond the personal satisfaction of giving back, volunteering can help you expand your network, strengthen your skills, and even open doors to new career paths.

Read: Knowing When to Connect or Follow on LinkedIn

Related: Tips for Boosting Engagement on LinkedIn

LinkedIn’s ‘Open to Volunteering’ feature makes it easier than ever for professionals to signal that they’re available to support nonprofit organizations and causes they care about.

Here’s what you need to know.

‘Open to Volunteering’ Overview

When you activate the ‘Open to Volunteering’ option on your LinkedIn profile, you’re letting your network (and the broader LinkedIn community) know that you’re interested in doing some volunteer work.

The feature allows you to define your preferences by selecting the causes you’re passionate about, the specific skills you’d like to contribute, and whether you’re open to in-person or remote opportunities.

Once enabled, your profile becomes discoverable through LinkedIn’s search filters for users who are available to volunteer. Nonprofits, community organizations, and even individuals seeking skilled volunteers can reach out directly. LinkedIn will also begin surfacing tailored volunteering recommendations in your feed.

Pictured below is a screenshot of ‘Open to’ + ‘finding volunteer opportunities’.

How Volunteering Helps as a Job Seeker

For job seekers, volunteering can be an under-the-radar way to bolster your job search.

Volunteering demonstrates initiative, keeps your skills sharp, and shows prospective employers that you’re motivated. Beyond that, volunteering helps you build new relationships and expand your professional network in unexpected ways. Many meaningful career opportunities begin through these informal connections.

Volunteering can also help you explore potential new career paths. For example, if you’re considering a pivot into nonprofit management, marketing, or sustainability, volunteering offers a practical way to gain firsthand experience in that environment before committing fully.

Even short-term or project-based volunteer work can strengthen your Resume and enhance your LinkedIn profile. Many employers look positively upon candidates who give back, viewing volunteer experience as evidence of leadership, adaptability, and a collaborative mindset.

Besides all those practical reasons, volunteering also just feels good! Like soup for the soul, it offers a sense of purpose and forward momentum while navigating the difficult job search process.

How ‘Open to Volunteering’ Works

Using LinkedIn’s ‘Open to Volunteering’ feature makes it easy to show how you can contribute.

First, you start by identifying the causes that matter most to you, whether that’s education, healthcare, environmental sustainability, or social justice. Next, you define the skills and types of support you’re able to offer, as well as your volunteering preferences, such as location or remote availability.

Once your profile is set up, you become discoverable in LinkedIn’s search results whenever nonprofits are looking for volunteers with your expertise. Your preferences and skills are also displayed directly on your profile, making it easy for organizations and your network to see the ways you want to get involved.

How to Turn on ‘Open to Volunteering’

Turning on LinkedIn’s ‘Open to Volunteering’ feature is straightforward.

You can quickly set up your volunteer preferences, including the causes you care about, the skills you can offer, and your preferred locations or work formats (on-site, remote, or hybrid). Once configured, LinkedIn will make it easier for organizations to find you and may even notify you of matching volunteer opportunities.

Click here for more information on turning on this feature.

Choosing the Causes That Matter to You

One of the most valuable aspects of LinkedIn’s ‘Open to Volunteering’ feature is the ability to focus on causes that resonate with your personal values and interests.

When you indicate the areas you care about, LinkedIn can match you with opportunities that align with both your passions and your skill set. The platform provides a broad spectrum of categories, reflecting the wide range of needs in the nonprofit and social impact world.

Here are the different causes LinkedIn allows users to select from:

• Arts and Culture
• Clean Water and Sanitation
• Child Welfare
• Civil Rights, Social Action, and Civic Engagement
• Crime and Legal Related
• Community Improvement
• Disaster and Humanitarian Relief
• Diversity, Equity, and Inclusion
• Economic Empowerment
• Education
• Elderly Care
• Employment / Workforce Development
• Environmental Sustainability
• Food, Agriculture, and Nutrition
• Gender Equity
• Health – General and Rehabilitative
• Housing and Shelter
• Human Rights
• Hunger and Food Security
• International, Foreign Affairs, and National Security
• Medical Research
• Mental Health and Crisis Intervention
• Poverty Alleviation
• Public Safety and Disaster Preparedness
• Racial Justice
• Recreation and Sports
• Religion
• Refugee and Migrant Support
• Science and Technology
• Veteran Support

In Conclusion

In conclusion, I hope this article helps you with finding volunteering opportunities on LinkedIn. Using the ‘Open to Volunteering’ function is an easy way to make yourself visible to nonprofits and organizations that are seeking volunteers for help with a variety of different causes.

If you’re ready for professional assistance with building a top notch LinkedIn Profile, my team and I are here to support you. JobStars is an A+ BBB-rated service that has earned multiple consecutive Complaint Free Awards. We look forward to hearing from you!

The following post explores Understanding Veterans’ Preference (for Federal Job Seekers).

Our cherished US veterans are great candidates to work for the government. What many veterans don’t realize, though, is that their military service can also give them a leg up when applying for federal jobs.

Read: Documents Needed for Applying to Federal Jobs

Related: How to Make a Federal Resume

More specifically, I am talking about something called Veterans’ Preference. It’s designed to help veterans and certain family members compete more effectively for careers in public service.

Here’s what you need to know.

Veterans’ Preference Overview

Veterans’ Preference is a benefit designed to give eligible veterans an advantage when applying for federal jobs. It does not automatically guarantee a position, but it can significantly improve your chances.

Depending on the type of preference you qualify for, it can either add points to your application score or place you ahead of non-veteran applicants who have similar qualifications. Essentially, it’s the federal government’s way of recognizing your military service and helping you transition into a civilian career.

Who Gets Veterans’ Preference

Veterans’ Preference isn’t just for anyone who has worn a uniform — it’s specifically for those who meet certain service or hardship criteria.

Generally, you may be eligible if you served on active duty in the U.S. Armed Forces and were honorably discharged, if you earned a campaign medal or served during a qualifying wartime period, or if you have a service-connected disability.

In addition, in some cases, certain family members (including spouses, widows, and mothers of deceased or disabled veterans) may also qualify for preference.

Click here for more information on Veterans’ Preference eligibility.

Where Veterans’ Preference Applies

Veterans’ Preference applies to most federal positions within the competitive service, which includes the majority of jobs listed on USAJOBS.

However, there are some exceptions. Preference generally does not apply to Senior Executive Service roles, political appointments, or certain positions in intelligence or legislative agencies. Despite these exceptions, for the vast majority of federal jobs, claiming Veterans’ Preference can boost your odds of success.

How and When to Claim Veterans’ Preference

For those who qualify, you may claim Veterans’ Preference every time you apply for a federal job.

When filling out your USAJOBS application, you will be asked whether you are claiming Veterans’ Preference. If you indicate “yes,” you will need to provide supporting documentation, such as your DD-214 or a VA disability letter, depending on the type of preference you are claiming.

There is no limit on Veterans’ Preference. It applies every time you apply for an eligible position.

Why Veterans’ Preference Exists

Veterans’ Preference exists to honor the service of those who have served in the military, to help ease their transition into civilian life, and to protect families from losing all of their members to military duty.

More broadly, Veterans’ Preference ensures that the experience, skills, and sacrifices gained through military service are not only recognized but valued in the federal workforce, giving veterans a fair opportunity to continue serving the country in a new capacity.

Levels of Veterans’ Preference (0-Point, 5-Point, 10-Point)

Veterans’ Preference comes in three main levels, each offering a different type of advantage depending on your military service or family circumstances.

The three types are 0-point, 5-point, and 10-point preference, and each works slightly differently in terms of scoring and placement on hiring lists.

Understanding these levels can help you see how your experience or eligibility affects your federal job applications. Below is a simple breakdown of who qualifies for each type and what it means.

Type	Who It’s For	What It Means
0-Point (Sole Survivor Preference)	You were released from the military under the “sole survivor” rule, due to a family hardship (like losing a sibling or parent in service).	You don’t get extra points, but you’re still ranked ahead of non-veterans.
5-Point Preference	You served during a war, in a campaign or expedition, or on active duty for a qualifying period.	You get 5 extra points added to your score — a modest but meaningful boost.
10-Point Preference	You have a service-connected disability, or you’re the spouse, widow(er), or mother of a disabled or deceased veteran.	You get 10 points added to your score — the highest level of preference available.

In Conclusion

In conclusion, I hope this article helps you with understanding veterans’ preference. The key takeaway is that US veterans’ preference offers certain candidates an inside edge over non-veteran applicants. It’s one of the biggest advantages available to former service members looking to transition into government work.

If you’re ready to build your new two-page Federal Resume, my team and I are here to support you. Please use the Contact Us or Submit Your Resume for a risk-free evaluation. JobStars is an A+ BBB-rated service that has earned multiple consecutive Complaint Free Awards. We look forward to hearing from you!

Image via Dreamstime.com

Starting your career can be both exciting and intimidating. After years of school, internships, or part-time work, the moment finally comes to pursue that first “real” job. Many assume that entry-level positions are simple to land, but the truth is quite different. Employers often seek candidates who bring not only education but also relevant skills, adaptability, and the ability to add value from day one. Competition is fierce, and the process can feel overwhelming if you don’t know where to start. The good news is that with the right strategies and mindset, you can stand out and land your first role. Here’s how to approach the job search, prepare effectively, and secure your entry-level position.

Understanding the Entry-Level Landscape

The definition of “entry-level” has evolved. Decades ago, entry-level jobs were designed for people with little to no experience, offering training and growth. Today, many postings for entry-level roles list requirements like internships, specialized skills, or even advanced degrees. While this can be frustrating, it reflects the competitive nature of the modern job market. Employers want to minimize training costs and hire candidates who can contribute quickly. Recognizing this reality helps you approach the search strategically and prepare to meet higher expectations.

Build a Strong Foundation with Internships and Volunteer Work

If you’re struggling to land interviews because of limited experience, internships and volunteer opportunities are valuable stepping stones. Even unpaid experiences can help you gain relevant skills, build a portfolio, and demonstrate initiative. Employers care less about where you gained the experience and more about what you can do. For example, volunteering to manage social media for a nonprofit can show digital marketing skills. Tutoring or mentoring younger students can demonstrate leadership and communication abilities. The key is to frame these experiences as professional accomplishments that align with the roles you’re pursuing.

Craft a Resume That Highlights Potential

Your resume is your first chance to show employers why you deserve a shot. For entry-level candidates, this means emphasizing skills, accomplishments, and education rather than years of work history. Use a clean format and focus on transferable skills—such as communication, teamwork, or problem-solving—that apply across industries. Highlight class projects, part-time jobs, extracurricular activities, or certifications that demonstrate relevant abilities. Whenever possible, use numbers to show impact: “Increased student club membership by 30%” or “Managed a budget of $2,000 for campus event.” This helps employers see the value you bring, even without extensive professional experience.

Leverage LinkedIn and Online Presence

In 2025, your online presence is just as important as your resume. Recruiters often look at LinkedIn profiles before deciding to reach out. Make sure your profile is complete, with a professional photo, compelling headline, and detailed descriptions of your experiences. Use the “About” section to tell your story and explain what you’re passionate about. Engage with industry content by commenting on posts, sharing articles, or publishing your own insights. This builds visibility and credibility. At the same time, audit your social media accounts to ensure there’s nothing unprofessional that could harm your chances. Employers want to see consistency between your application and your online presence.

Tailor Applications to Each Role

One of the most common mistakes job seekers make is sending the same generic resume and cover letter to multiple employers. Recruiters notice this immediately. Instead, tailor each application to the job description. Highlight the skills and experiences that match the requirements, and use keywords directly from the posting. A tailored cover letter, even if short, demonstrates effort and interest. Employers want candidates who genuinely care about their company, not just any job. Taking the extra time to customize applications dramatically improves your chances of landing interviews.

Master the Art of Networking

Networking is one of the most powerful tools for landing an entry-level role. Many jobs are filled through referrals or internal recommendations before they are even advertised publicly. Start by connecting with alumni from your school, joining professional associations, or attending industry events. Don’t be afraid to reach out on LinkedIn with a polite message asking for advice or insights. Networking isn’t about begging for jobs—it’s about building relationships and learning from others in your field. Over time, these connections can lead to opportunities or introductions that open doors.

Prepare for Interviews Thoroughly

Landing an interview is a significant step, but preparation is essential to turning it into an offer. Research the company’s mission, products, culture, and competitors so you can speak knowledgeably. Practice common interview questions such as “Tell me about yourself,” “Why do you want this job?” and “What are your strengths and weaknesses?” Use the STAR method (Situation, Task, Action, Result) to answer behavioral questions with structured examples. For entry-level roles, employers often want to see enthusiasm, willingness to learn, and cultural fit as much as technical skills. Show genuine interest in the role and highlight your adaptability. Confidence, even without years of experience, can make you stand out.

Demonstrate Soft Skills

While technical skills are important, employers consistently emphasize the value of soft skills. Communication, teamwork, adaptability, and problem-solving are critical in every role. Entry-level candidates who demonstrate these skills often outperform those with stronger technical backgrounds but weaker interpersonal abilities. Share stories in your resume, cover letter, and interviews that illustrate these qualities. For instance, describe a time when you collaborated on a group project or resolved a conflict effectively. Employers want to know you’ll be a positive and reliable team member.

Manage Expectations and Stay Resilient

Landing your first job takes time, and rejection is part of the process. It’s easy to get discouraged after submitting dozens of applications without hearing back, but persistence pays off. Set realistic expectations—most people face multiple rejections before receiving an offer. Use each rejection as an opportunity to refine your approach, whether that means adjusting your resume, improving interview responses, or targeting different industries. Resilience is one of the most valuable traits you can demonstrate to yourself and future employers.

Consider Alternative Pathways

If traditional applications aren’t yielding results, explore alternative ways to break into your field. Freelancing, part-time roles, or temporary contracts can provide valuable experience and often lead to full-time offers. Start small by taking on side projects or gig work that builds your portfolio. For example, a marketing graduate might manage social media accounts for local businesses, or a computer science major might take freelance coding projects. These experiences demonstrate initiative and can bridge the gap between graduation and your first professional role.

Continue Learning and Upskilling

The job market evolves quickly, and staying relevant is key. Even as you apply for jobs, consider ways to improve your skills through online courses, certifications, or workshops. Employers value candidates who show a commitment to continuous learning. Adding a new certification in data analytics, project management, or a relevant software tool can set you apart. Upskilling not only boosts your resume but also builds confidence, making you more prepared when the right opportunity comes along.

Final Thoughts

Entry-level doesn’t mean easy. The process of landing your first job can be challenging, but it’s also an invaluable opportunity to build resilience, develop skills, and learn how to navigate the professional world. By building a strong resume, tailoring applications, leveraging your network, and preparing thoroughly for interviews, you can set yourself apart in a competitive market. Focus on demonstrating enthusiasm, adaptability, and a willingness to learn. Even if you face setbacks along the way, each step brings you closer to the right opportunity. Remember that everyone starts somewhere, and with persistence and strategy, you can land your first real job and lay the foundation for a successful career.

The following post explores Documents Needed for Applying to Federal Jobs.

When applying for a federal job, the types of documents you may need to include depend on the job, whether you are claiming a preference, claiming a disability, or are a current or former federal employee.

Read: Best Federal Resume Writing Services

Related: How to Make a Federal Resume

The job announcement will list the documents you need to provide in the ‘Required Documents’ section. Some documents may be required, while others are optional.

Here’s what you need to know.

Documents for All Applicants

Below is a list of all the different documentation federal job seekers may need to furnish.

It’s important to note that every position is different and requirements for what you need to provide vary. You should refer to the individual job announcement for more details on what is requested.

Here are the possible documents you may need to provide when applying to federal jobs.

• Federal Resume – A well-organized two-page Federal Resume is required for most USAJOBS applications.
• Cover Letter – You may include a cover letter to highlight the context of your job search and candidacy.
• Diploma or GED – Your diploma or GED indicates your official or unofficial graduation date.
• Endorsement – Some jobs require an endorsement, such as from a supervisor or collegiate contact.
• License – Some positions require proof of a specific license, like a driver’s license or professional license.
• OF-306 – The OF-306 Form (Declaration for Federal Employment) verifies your federal service requirements.
• Professional Certifications – Some USAJOBS announcements may require documentation of certifications.
• Proof of Enrollment – Sometimes documentation showing that you are currently enrolled in school is required.
• Supplemental Application – Some positions require additional information such as a supplemental application.
• Transcripts – Sometimes academic records are required. Contact your school’s registrar office for instructions.
• Writing Sample – Some USAJOBS announcements require a writing sample to be included in your application.
• Additional Documents – Any other supporting documents listed in the job announcement.

Documents for Current or Former Federal Employees

If you’ve previously worked for the federal government, additional documentation is required.

Agencies use these records to confirm prior positions, pay grades, and service history. Properly documenting your federal experience ensures that prior work is recognized, helps establish eligibility for new roles, and can influence considerations for pay, grade, or tenure in your next position.

• Performance Appraisal – You may be required to provide performance appraisals as proof of federal employment.
• SF-50 – All current and former federal employees have an SF-50 documenting positions held, grade level, duty location, pay rate, and more.
• Separation Notice (RIF) – If you lost your federal job due to a reduction in force (RIF), this notice may be required to establish eligibility.

Documents for Applicants with a Disability

If you have a disability, additional documentation may be required to verify your eligibility.

Agencies use these records to confirm your disability status, determine eligibility under special appointing authorities (such as Schedule A), and provide reasonable accommodations throughout the hiring process. Properly documenting your disability ensures that you receive any entitled consideration.

• Disability Letter – You must include a disability letter (from your doctor or a licensed medical professional), if you qualify under the Schedule A appointing authority.
• Reasonable Accommodations – You may need to provide documentation explaining your needs if seeking reasonable accommodations for a disability.

Documents for Veterans and Military Families

Veterans and their family members may qualify for hiring preferences (aka Veterans’ Preference).

Official records confirming military service, discharge status, disability rating, or family relationships are necessary for agencies to apply these preferences correctly. Providing clear and accurate documentation can improve your standing in the application process and prevent delays in recognizing your eligibility.

• Statement of Service (DD-214) – This document officially verifies your military service, discharge status, and service dates. If your DD-214 is missing or incomplete, you may request a copy from the National Archives.
• VA Disability Letter – For disabled veterans claiming preference, submit a letter confirming your service-connected disability rating.
• SF-15 – The SF-15 form (Application for 10-point Veterans’ Preference) establishes eligibility for 10-point Veterans’ Preference when applying for federal jobs.
• Proof of Marital Status – Military spouses claiming preference must provide a marriage certificate or equivalent documentation.
• Permanent Change of Station (PCS) Order – May be required to establish eligibility for certain positions.
• Sole Survivor Preference Documentation – Shows you are the only surviving child of a service member who died or became permanently disabled.

Documents for Native Americans

Applicants claiming Indian Preference for BIA or IHS positions must provide proof of eligibility.

Agencies rely on these materials to verify claims and apply Indian Preference appropriately during the evaluation of applications. Complete and properly submitted documentation ensures that applicants are assessed fairly and helps avoid unnecessary delays in processing.

• Form BIA–4432 – Titled “Verification of Indian Preference for Employment in the Bureau of Indian Affairs (BIA) and the Indian Health Service (IHS),” is a federal document used to establish eligibility for Indian preference in federal employment within these agencies.

Documents for Senior Executive Service (SES) Applicants

SES positions require evidence of executive-level leadership and technical expertise.

Applicants need to demonstrate the ability to manage large federal programs, lead teams, and achieve strategic results. Properly documenting your qualifications helps agencies assess leadership skills, technical competency, and readiness for high-level responsibilities, all of which are critical for executive-level roles.

• Executive Core Qualifications (ECQs) – ECQs guide hiring, performance evaluation, and leadership development across federal agencies.
• Mandatory Technical Qualifications (MTQs) – MTQs demonstrate the technical expertise needed to successfully manage executive-level programs.

In Conclusion

In conclusion, this article is intended to help you understand the various types of documents needed for applying to federal jobs. The list above covers the possible documents you might need, but keep in mind that each job announcement will specify the exact documentation required.

If you’re ready to build your new two-page Federal Resume, my team and I are here to support you. Please use the Contact Us or Submit Your Resume for a risk-free evaluation. JobStars is an A+ BBB-rated service that has earned multiple consecutive Complaint Free Awards. We look forward to hearing from you!

The following post explores Spotting Company Culture When Interviewing.

Some jobs look perfect on paper, but the minute you step into the role, something feels off. Other jobs click immediately. You feel a sense of confidence and belonging from day one.

Read: Understanding AI Scored Interviews

Related: Why Informational Interviews Are Useful

Company culture plays a big role on employee satisfaction. Noticing company culture during interviews is key. It can save frustration and help you find a place where you’ll thrive.

Here’s what you need to know.

What Company Culture Really Means

Culture is the set of patterns, behaviors, and norms that define how a company operates.

It shows in how people communicate, make decisions, and solve problems. Even individual teams have a culture, whether it is cohesive and supportive or fragmented and siloed.

For instance, a team where information is shared openly and decisions are collaborative creates a very different experience than one where people work in silos and decisions are top-down. Even subtle patterns like this shape every employee’s day-to-day experience.

Why Culture Matters for Job Seekers

Culture affects virtually everything at your job including how you interact with colleagues, how your contributions are recognized, and how your career develops.

Joining a company with a bad culture can make your experience frustrating and limit long-term growth. Conversely, a good company culture can make it easier to succeed.

Identifying and reflecting on a company’s culture is an important thing to do before you accept a role. It affects not just your day-to-day work, but also your growth potential.

Paying attention during interviews, asking the right questions, and observing patterns allows you to make an informed choice. Culture isn’t just a box to check…it’s the foundation of your work life.

Before interviews, I recommend creating a mental checklist of what matters most to you with respect to company culture. Once you’ve identified your priorities, you may approach the interview process with clarity.

How to Spot Culture During Interviews

Spotting culture requires careful observation and specific questions.

Ask how the team communicates day-to-day, how decisions get made, how feedback is shared, and how new employees are integrated. Pay attention not just to the answers, but how people respond.

Are their responses consistent and transparent? Do they feel defensive or hesitant?

Notice whether the team seems aligned or if there are signs of cliques. In small or remote organizations, these subtle behaviors often reveal far more than formal policies will.

Using Glassdoor as a Cultural Window

Glassdoor can be a useful tool for evaluating culture, both before and after interviews.

Reviews from current and former employees often highlight how work is actually done, how leadership interacts with staff, and whether stated values match reality.

Look for patterns across multiple reviews rather than focusing on single opinions. Pay attention to comments about the CEO, management style, work-life balance, etc.

Red Flags and Green Flags

Certain patterns indicate whether a culture will support or hinder you. Observing these signs during interviews will help you gauge whether a company will be a good fit.

Red flags include hiring primarily through personal networks, fragmented or cliquish relationships, unclear expectations or accountability, and inconsistent feedback.

Green flags include clear communication, structured onboarding or mentorship, transparent decision-making, recognition of contributions, and accountable practices.

In Conclusion

In conclusion, I hope this article helps you understand the value of spotting company culture during interviews and why it’s a worthwhile habit. It may be difficult to assess a company’s culture when interviewing, but even an imperfect understanding is better than none at all.

The following post explores the topic of Understanding AI Scored Interviews.

As companies increasingly embrace AI in the hiring process, it is becoming a standard tool for evaluating candidates, handling everything from screening Resumes to scoring interviews.

Read: Why Informational Interviews Are Useful

Related: Why We Still Need Resume Writers (in an AI World)

That’s right, companies are now using AI to evaluate interviews, and the results can play a major role in who moves forward. For candidates, this adds another layer of complexity to the evaluation process.

Here’s what you need to know.

Understanding AI-Scored Interviews

An AI-scored interview is any interview evaluated, in whole or in part, by artificial intelligence. This can include pre-recorded video interviews, automated phone screenings, or chatbot-based text interviews, typically with no live human interaction. The AI system analyzes your performance against a series of benchmarks.

No Two AI Scoring Systems Are Alike

Before diving too deep, it’s worth noting that not all AI interview scoring systems are equal.

The reality is there are dozens (if not hundreds) of different AI interview systems being used by companies today, each designed with its own technical code, product features, and scoring algorithms.

The goal may be the same (to evaluate candidates in a consistent way) but every system functions differently. Each system has its own strengths, weaknesses, and quirks, which is why it is risky to generalize.

Why Companies Use AI-Scored Interviews

Many companies are embracing AI-scored interviews as a valuable tool for saving time and manpower.

Instead of reviewing every application or conducting initial phone screens themselves, they can rely on AI to quickly evaluate candidates and identify those worth a closer look.

In addition, these tools help weed out less serious candidates. As a job seeker, completing AI-based interviews is a hurdle to clear. Some candidates simply may not be willing to put in the time or effort (effectively weeding themselves out of consideration).

How AI Scores Your Interview

Depending on the AI interview scoring system you’re interacting with, your performance is measured across multiple dimensions and gets converted into a score or ranking along with all the other candidates.

The most common factors that get scored by AI are the actual substance of your answers (keywords, terminology, relevancy), communication style (cadence, confidence, tone), behavioral cues (enthusiasm, energy, respectfulness), and nonverbal cues (facial expressions, body language, micro expressions).

Traditional vs. AI Scored Interviews

The biggest difference between AI-scored and traditional interviews is the lack of real-time human interaction.

In a traditional interview, your responses are shaped by conversation, with opportunities for clarification, rapport-building, and subtle adjustments based on the interviewer’s reactions. By contrast, AI-scored interviews are one-way, standardized, and algorithm-driven, where every candidate gets the same questions.

Preparing for AI Interview Assessments

Preparing for AI-scored interviews requires a strategic approach. While the idea of being evaluated by software can feel daunting, preparation can make a big difference.

In order to feel prepared, I recommend practicing concise, structured answers. Frameworks like the STAR method (Situation, Task, Action, Result) can help keep your responses focused. Also, you should take note of the keywords used in the original job description and try to work them into your answers.

Focus on delivery by speaking clearly, maintaining steady pacing, and showing energy. Facial engagement and a lively tone can positively impact your AI score. It’s worth noting that many platforms offer practice questions, which you should use to test your camera, microphone, and pacing before the real interview.

For video interviews, remember to set up your environment carefully with good lighting, a quiet space, and a neutral background to reduce distractions and help the system focus on you.

In Conclusion

In conclusion, I hope this article helps you understand how AI scored interviews work. Preparing strategically can help you perform with confidence and give you an edge over other candidates.