Hannah Morgan

Career Sherpa.net

I help those new to job search develop successful strategies to help empower job seekers and help you secure a new job faster! 

My focus is helping job seekers with:

► Proactive job search strategies
► Social media strategies for better online visibility
► Interviewing best practices
► Building and nurturing a valuable network

I dish out all kinds of advice on job search, social media trends, personal branding, developing and improving your online presence- you name it. You will find everything you need for a successful job search!

Please follow me here to see regular updates to help you job search smarter! 
And if you want to stay up-to-date, subscribe to my weekly newsletter, Summary Sunday, here http://bit.ly/3lLVdq2

Job Search Strategist

U.S. News & World Report

A regular contributor at US News & World Report which appears on  Money > On Careers  section each Wednesday. You'll find savvy job advice from the brains behind top careers blogs, including mine! The tagline reads: "Find a job, keep it and get ahead!"

You can find it here: http://money.usnews.com/money/blogs/outside-voices-careers

Contributing Blogger / On Careers

RochesterWorks

Oversaw logistics related to launch and management for a new program to help professional level job seekers. Career Navigator was offered weekly at multiple locations with classes up to 25 participants. Each class was 5 days and covered topics including self-assessment, networking, resume writing, job search strategies and interviewing. Over 2,500 participants graduated from the program in the years it was delivered.

Program Coordinator, Career Navigator

Coordinated over 30 monthly workshops for job seekers.  Facilitated job search workshops, on and off-site, to clients from all levels and backgrounds.  Identified, coordinated, and promoted guest speakers to address the needs of customers.  

•  Implemented a guest speaker series of workshops to address the needs of job seekers.  These workshops are consistently the best attended workshops offered.

•  Analyzed registration and attendance data used to efficiently schedule monthly workshops.

•  Initiated new workshops for small businesses resulting in increased revenues.

•  Redesigned workshops by updating content and reformatting for consistency which led to ease of facilitation and improved quality to customers.

•  Facilitated workshops at company career center which increased awareness of RochesterWorks! services among the employees.

•  Delivered change management workshops to dislocated Wegmans’ employees that helped enable them to transition on to new job opportunities.

•  Created summary reports used to capture feedback from over 120 employees.  This report supplied client and career center with information used to deliver future workshops.

•  Dynamically presented daily workshops to professional participants resulting in an average satisfaction rating of 4.75 on 5 point scale.

Workshop Facilitator

Lee Hecht Harrison

Career Consultant
Administered quality career management services to displaced employees, at all levels, in the form of notification meetings, delivering seminars and workshops, facilitation of networking groups and one on one consulting.  

•  Initiated “technical mentoring” program for clients to assist one another in technical aspects of job search to foster communication and ease burden on staff. 

•  Facilitated Job Search Work teams to increase morale and minimize time in job search through encouraging networking and sharing of information.

•  Conducted group and one on one meetings with hundreds of dislocated workers to advise them of outplacement services which prepared them for the job search and emotional transition.

Career Consultant

The Sutherland Group

Human Resource Generalist	1997-1999
Selected to manage organizational change through employee relations program within telemarketing company with over 2,000 employees.

•  Developed and implemented process and guidelines for new corporate program which increased employee satisfaction by 6%, increased timely performance reviews by 35% and provided exit interview data for 65% of separated employees.

•  Managed recruitment efforts for staffing of new program resulting in hiring over 15 people within an extremely short time frame to meet customer expectations for launch of program.

Additional Roles Included:

Sales Support Supervisor				

Client Services Manager				

Lead Generation Supervisor				

Market Research Supervisor

Human Resources Generalist

Showing job seekers ways to proactively uncover new opportunities and get discovered! Job Search Strategist, Speaker & Trainer 🏆 LinkedIn Top Voice in Job Search and Careers.

Do you have a plan you are following to find a new job? Without the right to-do list it can take a long time to secure a new job. 

I help job seekers understand how to look for work more effectively and land a job faster. 

What I do is equip people who are serious about managing their careers with the strategies and tools to market themselves during job search (and forever). It's about creating a reputation of excellence and connecting with people you need to know in person or virtually! 

In today’s world, it’s too easy to get overlooked when you just apply for jobs online. I want you to get the attention you deserve. But it isn’t easy. It requires consistent effort and stepping outside of your comfort zone. 

Develop a plan to find your next job faster!

RESOURCES I OFFER:

Do you get my Sunday Career Essentials newsletter? It's curated content by experts in the job search, recruiting and careers fields you need to know! Subscribe here https://career-essentials.beehiiv.com/subscribe

Do you know about my Motivation Monday Job Search Accountability Group? It's a small group of job seekers that meet for 6 weeks to push through the process, find support, collaboration and accountability. Learn more here: https://careersherpa.net/need-help/motivation-monday-job-search-accountability-group/

Interested in learning more about my services? See this page: https://careersherpa.net/products-services/

Career Sherpa.net serves as the umbrella for all the things I love doing: training (virtually and in person), speaking, and writing. Visit my website to get the latest on job search trends and tips to improve your online visibility ⇨ 
https://careersherpa.net

 ► Speaker/Trainer ◄ 
Delivering presentations and workshops is my passion.  I love educating and the personal satisfaction that comes from seeing the "a-ha" moments of participants. 


 ► Author/Blogger ◄ 
I’ve been recognized at one of LinkedIn's Top Voices in Job Search and Career in 2019. I've also been featured in USA Today, Money Magazine, Huffington Post, Aol Jobs, LifeHacker, The Muse,  Business Insider and many other media outlets. 

I've written two books: "The Infographic Resume" and co-authored “Social Networking for Business Success: How To Turn Your Ideas Into Income”.

Are you doing everything possible to get a job? 
 
Let’s talk about how to get referred! 

🚀 PROACTIVE APPROACH
Before a job is posted, contact people who work inside companies you are interested in working for. (Create a target list of companies.)

Start reaching out to people you already know who work inside these target companies. (They are more likely to have a conversation with you because they already know you.)

Even if the person you know isn’t in the right department, they still have opinions about what it’s like to work for the company. Once you’ve had a conversation, you can ask if they will introduce you to someone who works in the department you are interested in.

Remember, your objective is to speak with people inside companies to learn what it is like to work there. (You are not asking them to find you a job!)

So what do you do if you don’t know anyone inside the company?

You can reach out via email or through LinkedIn and ask someone who works in the role or department you are interested in if they have time for a 15-minute call with you so you can learn about their experience with the company.

Since the person does not know you, the odds are a bit slimmer that they would take time to speak with you. Look for and mention things you have in common such as:
•	Cities 
•	Organizations 
•	Schools 
•	Companies 
 
⚙️ REACTIVE OPTION
The second way to get referred happens after you’ve found a job opportunity.

Before you apply, find employees you know. Use your in-person network, LinkedIn, or social media. (Former employees are also a good source of information!)

Always tap into your existing network first when you find a job. Ask the people you know the best steps to take to get referred (and who you can speak with to learn more about the role).

It’s easier and faster to reach out to the people you know and ask them to refer you for the job than to try to build new relationships with employees you do not already know. 

I call this the two-step! Try it!

I share tips like this in my weekly newsletter. Subscribe here 
https://lnkd.in/eDy_NTim

Job Search Strategist, Speaker & Trainer | LinkedIn profile checkup | Mock interviewing | Modern job search strategies and organization best practices 🏆 LinkedIn Top Voice in Job Search

Ever wonder why you don’t hear back after applying for a job?
 
It might have less to do with your resume and more to do with who you’re communicating with.

Talent acquisition, recruiters, and hiring managers each play very different roles in the hiring process.

Understanding their priorities can help you tailor your approach and improve your results.

👩‍💼 TALENT ACQUISITION / HR
Their job is to follow hiring policies, maintain compliance, and manage the process.
They’re focused on rules, consistency, and fairness, not necessarily on evaluating deep technical skills.

✅ How to work with them:
Use a clear, keyword-optimized resume. Follow directions exactly.
They’re screening for fit, not potential.

🕵️ RECRUITERS
Recruiters (external) get paid when they help fill roles.
They’re matchmakers between talent and companies and they move fast.

✅ How to work with them:
Be responsive, honest, and clear about what you want.
Make it easy for them to champion you.

⚠️ Remember: Not all recruiters are created equal. The best ones build long-term relationships so nurture those connections.

👔 HIRING MANAGERS
These are the decision-makers. They’re juggling business goals, team needs, and hiring priorities all at once.

✅ How to work with them:
Show how you’ll solve problems and make their life easier.
Focus on impact/results, not responsibilities.

🎯 Bottom line:
Each contact in the hiring process has a different mission.
When you understand what motivates them, you can communicate more effectively and increase your chances of getting hired.

💡 Pro Tip: Start building relationships with hiring managers and recruiters before you’re actively looking. It’s easier to connect when there’s no pressure.

I'm sure some will disagree with what I've said, because there are always exceptions. But what would you add?

If it's been a while since your last job search, then you'll want to refresh your strategies. (It's a much tighter labor market and many companies have revised their hiring plans)

Here's your roundup of important job search tips and actions you need for a faster job search. 

🔔 When to follow up after you submit you application - Jan Tegze
🔔 How to revise your resume from exec to individual contributor - David Fano
🔔 What successful job seekers do differently - The Job Hopper
🔔 Changes to Open To Work on LinkedIn - Kevin D. Turner
🔔 You get fewer personalized notes on LinkedIn - John Espirian
🔔 Mastering your career transition - Herminia Ibarra

And more! 

Link to articles in the comments below!

If you want Career Essentials delivered to your inbox every Sunday, all you have to do is subscribe!

For years, I have facilitated accountability groups and seen how truly helpful they are in driving positive, forward momentum and leading to a faster, more successful outcom — a new job!

Sometimes humans need structure and accountability to help get things done. This is why there are weight-loss accountability groups, workout accountability groups, mastermind groups, etc. They work for those who put in the work! Plus, one-on-one coaching can be expensive. 

You can find accountability groups for job seekers at your local One Stop center, your local library, church, or just search online. 

A good group will have structure (not just presentations or “networking”). It should be a meeting where you share your goals and discuss solutions to problems. If you can’t find one, you could always create your own. 

The group doesn’t need to be industry or occupation- specific. (We can learn a lot from others, no matter the industry or occupation.) 

Top 7 reasons to join (or form) an accountability group
1️⃣ Energize and maintain positive momentum in your job search.
2️⃣ Learn from the experiences of others, share advice and expand your network.
3️⃣ Take away new perspectives and fresh ideas.
4️⃣ Become accountable to the group, so you will stop procrastinating.
5️⃣ Get objective feedback and input on what you are doing in your job search.
6️⃣ Reprogram your attitude from negative to positive.
7️⃣ Get the help you need at a price you can afford.

Here’s why they work:

Motivation: You’ll become inspired when you are surrounded by like-minded professionals who are facing similar challenges.

Support: Gain new perspectives and ideas from other goal-oriented professionals in the group who are facing similar challenges, opening your mind to new job search tactics and strategies.

Accountability: Set weekly goals and have your team hold you accountable, which makes it easier to stay on track and do the hard work.

Momentum: You’ll feel productive and start seeing more conversations, jobs and interviews.

It would be great to hear your experience with an accountability group. Please share!

When LinkedIn makes these recommendations, we should probably listen! 

Having a great LinkedIn profile isn't enough if people don't know about you! 

1️⃣ Post at least once a week 

2️⃣ Comment on posts at least once a week

3️⃣ Add an image to your post

*These recommendations come directly from LinkedIn (November 2025)

It's easy to say 'I'll apply to more jobs,' but that's not a strategy. Let’s level up your job search starting next week with clear, specific actions. 

Your big mission is landing the right job, but you get there with lots of little steps.

What actions are you actually going to take next week? Be specific!

This is where SMART goals save the day. Make your goals:
SPECIFIC
MEASURABLE
ACHIEVABLE
RELEVANT
TIME-SENSITIVE

📝 Use this template to set a goal: 

"By [time], I will [specific action/achievement]."

Example: "By Friday of next week, I will email 5 former co-workers I haven't talked to in 6+ months to tell them exactly what kind of job I'm after."

🚫 Don't be vague with goals like:

"I'll apply to more jobs."
"I'll be more active on LinkedIn."
"I'll network more."
"I'll update my resume."

Broad goals just lead to wasting time or giving up. Get specific!

Need some inspiration? Here are a few examples of good SMART goals:

🔍Spend 45 minutes by the end of the day researching XYZ company (on LinkedIn, Google, website, and earnings call) to make a one-page summary.

🤝 By the end of the day, find 2 people on XYZ's LinkedIn page (1st or 2nd connections, or similar job) and get their email and one thing you have in common.

📖 Read that bookmarked article about LinkedIn headlines by the end of the week and draft 3 versions to send to your accountability partner for feedback.

👍 Every day this week, go to your LinkedIn homefeed and comment on 5 relevant posts by people you used to work with.

💪 Challenge time! Set just ONE SMART goal for next week and crush it!

Most of us start a job search thinking, “I won’t be out of work long.”

And that’s completely normal. Expectations come from hope, experience, and how we think things should unfold.

But when expectations don’t match reality, we feel frustrated, disappointed, or even rejected. Here’s what’s really happening:

We form expectations by:
🔹 Anticipating a specific outcome
🔹 Visualizing exactly how things “should” play out
🔹 A fixed idea of what we want or need

And when reality doesn’t align, it stings.

This is your reminder to check your expectations, not to lower your standards, but to protect your energy and stay focused on what you can control.

Common job search expectations that often miss the mark:
➡️ I’ll get feedback after the interview
➡️ Employers will communicate clearly and consistently
➡️ I’ll receive timely follow-up
➡️ I’ll be contacted regardless of the outcome
➡️ I’ll get a call because I’m qualified
➡️ The hiring process should be fast
➡️ Job boards will deliver the right opportunities
➡️ Job searching shouldn’t be this hard
➡️ AI can do most of the work
➡️ Recruiters will give me all the details up front

In a perfect world, these would all be true. But hiring is messy, inconsistent, and often slow. Many parts of the process are outside your control.

So here’s the reframe:
Ask yourself, 

“Is this expectation realistic based on my past experience or is it something I wish would happen?”

When expectations align with reality, the emotional rollercoaster gets easier to manage.

And where you do have control, take it.
🎯 If you haven’t heard back, follow up.
🎯 If you feel ghosted, reach out to someone else at the company.
🎯 If you’re waiting for clarity, ask direct questions.
 
Do everything within your power to get the information you need, even if it’s not the answer you hoped for.

And if you’ve done all you can?

LET IT GO!

Not because it doesn’t matter, but because your energy is better spent on new opportunities, new conversations, and new possibilities.

The truth:
 Job search is hard.
 But you are resilient.
 You are resourceful.
 And you will move forward.

Keep going. Your next opportunity needs the version of you that doesn’t get stuck. 

Just keep moving.

Do you ever turn down an invitation to go somewhere or meet someone?

I often turn down opportunities, because... (I always think of an excuse).

🔹Too busy
🔹Have other things to do

But if I'm being honest, I usually say no because I feel uncomfortable, uncertain, or afraid. 

Here's what I know: In every instance where I've said "Yes" I've always been pleasantly surprised!

So the next time you are presented with an opportunity to do something or meet someone say "YES!"


Get my newsletter and be pleasantly surprised by the helpful job search information that will remove the doubt and uncertainty. 
https://lnkd.in/eDy_NTim

Did you miss yesterday's Career Essentials?

Every Sunday I share relevant articles and resources that give job seekers current, trustworthy information. I curate content from experts (resume writers, recruiters, career experts) so you don't have to sift through the noise and distractions (you have enough to do promoting your brand here, not reading discouraging, click-baity posts!) 

Here's what you find in this week's issue: 

✨ Executive Resumes: What works, what needs to go, and what will give you the edge - Adrienne Tom

✨ 6 things you can do to make your resume Experience section “sticky” - Donna Svei

✨ The reasons you're application is rejected (and AI usually isn't one) - Jan Tegze

✨ A list of things you can do to stand out in this brutal job market - Angela Cheng-Cimini 鄭婷婷

✨ Answering the question behind the interview question - Sarah Baker Andrus


The link to all these articles (and more) is in the comments. 
(I know that's annoying, but I want my post to reach the largest audience possible. You can help by reposting it or saving it 👐 )

I've always recommended that you personalize your invitation to connect on LinkedIn. It seems that's getting harder to do as a "free user" of LinkedIn.

To me, it just makes sense to let the person know why you want to connect. My motto is: Do the right thing for the right reason. 
Building relationships requires establishing some connection. It seems this is not LinkedIn's opinion.

Honestly, some of the notes explaining the reason they wanted to connect were better than others. 

One person's invite to connect said:
"I want access to your network. Let's connect." 😮

Another wrote:
"We both attended OWU and I'd love to learn more about..."

These are two very different types of requests. (One I am personally more likely to accept over the other).

So, when LinkedIn limits the number of personalized invitations to connect to 3 per month, we can expect to see fewer notes. 

⚠️ This is important for infrequent LinkedIn users to know. 
It isn't that the person inviting you to connect is "lazy" or "doesn't care enough to write a note." It's most likely because the person exceeded their allotment. 

Thank you for sharing this John Espirian

Relentlessly helpful® LinkedIn® nerd. Independent LinkedIn trainer & LinkedIn speaker. Creator of Espresso+ community & UpLift Live conference. Host of Informed podcast. Not a douche canoe 🛶

Me: Things can't get worse for free users here.
LinkedIn: Hold my beer.

Posted: 11 Nov 2025 at 11.22pm (GMT)

Go-Forth Pest Control

Human Resources Business Partner

Career Development Advisors

My primary focus at Career Development Advisors, is recruiting top talent for non-profits and small businesses in a variety of industries, including law firms that specialize in estate planning, elder law, and long-term care planning. Our team is dedicated to finding our clients the attorneys and professionals their firms need to thrive.

Recruiter

Palmer College of Chiropractic

Human Resources Assistant

Chick-fil-A-Franchise

Human Resources Director

Human Resources Coordinator

Private Family

•	Create safe child-friendly environments aligned with parent goals and expectations; incorporate engaging activities that spark creativity and imagination.
•	Promote good behavior by being a role model; set good examples and help children develop habits of caring for hygiene and cleanliness.
•	Maintain accurate daily records of activities, meals, and behavior to update parents throughout the day.

Household Manager

Rock Bridge Community Church I

Recruited volunteers to care for children ages six months to five-years-old; trained and coached them on creating fun, age-appropriate intentional environments and activities guided by the church mission, supervising and monitoring children's safety. Coordinated special events and fundraisers.
•	Filled 100+ positions weekly for normal services and special events; built networks within the church to find qualified volunteers through networking and posted available volunteer positions online to recruit and contact passive candidates through social media.
•	Reviewed volunteer applications, conducted interviews, hired qualified candidates, and maintained updated background checks and personal information to ensure pairing with appropriate roles.
•	Planned and implemented training programs and events to inspire, mentor, and encourage volunteers to connect with children and parents and contribute to overall culture of excellence.

Preschool Ministry Director

ICS Caracas

Designed, developed, and implemented age-appropriate activities based on US curriculum standards.

taplio

The Battle

Hannah Morgan

Christy Oyon, SHRM-CP

Followers

Posts

Engagements

Likes

Performance ScoreHannah Morgan's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Hannah Morgan

Christy Oyon, SHRM-CP

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Hannah Morgan's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreHannah Morgan's LinkedIn Performance