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)

Conestoga College

Coaching over 400 students per term at various stages of co-op programming in a variety of programs. Co-op programming includes the following: 

1. Admissions- administer and support students through the application process to co-op.
2. Co-op Advising
          a. Instruct the Co-op and Career Preparation (CEPR) course through the Learning Management 
          System (LMS)
          b. Job Search support for students looking for co-op positions. Coach students on all aspects of 
           job search
          c. Instruct and administer a Work Term Reporting course for co-op students on work term 
          through LMS 
3. Instruct the Guided Career Management course (GCM)-alternative to Co-op,  through the LMS

-Collaborate with other Co-op Advisors, Employer Relation Consultants (ERCs) as well as Employer Relations Officers (EROs) to support the success of co-op students
-Liaise with Program Coordinators, Faculty, Registrar's Office and Accessibility Services at Conestoga College. 
-Utilize several systems including e-Conestoga (LMS)/ My Career/ My Conestoga/ Student Information System (SIS)/ Student Success Portal (SSP)

My portfolio includes:
- Applied Artificial Intelligence & Machine Learning (Graduate Certificate)- jobs include Data Scientist, AI Analyst, Machine Learning Specialist 
-Construction Management (Graduate Certificate)- jobs include Construction Estimator, Construction Manager
- Global Hospitality Management (Graduate Certificate)- GCM ONLY- jobs include Food Service Supervisor or Accommodation, Travel, Tourism and related Services Supervisors

Co-operative Education Advisor

- Guided clients in the career exploration process assessing skills, interest, and personality type and find the best career path based on individual needs.  
-Coached clients to understand the labour market as it related to their work experience, education and skills.  
-Developed supportive relationships with employers to identify and meet human resource needs, and to procure work experience for clients
- Guided clients through a robust application process to access government training at an approved educational institution
-Provided community outreach with Neighbourhood Associations (Sunnydale in Waterloo and Wilmot Community Services in Elmira) 
- Worked closely with Conestoga colleagues (Women in Skills Trades and Pre-Apprenticeship programs) so clients could easily access services
- Facilitated job search and career exploration workshops

Career Work Coach/ Employer Liaison

-Identified barriers to employment and assisted clients with identifying career goals
-Assessed need for training and guided clients through documentation and research required for government funding training.
-Administered and interpreted informal assessments designed to determine the interests, aptitudes and abilities of clients.

Career Development Facilitator

-Evaluated individual's background, skills, and interest and matches to potential job openings or training programs. 
-Coached and prepared candidates for entry into the workforce.
-Established and maintained working relationships with employers, and industry organizations to source job openings and secure employment and vocational training opportunities for youth at risk in Fergus and Wellington county
-Collaborated with a partnering agency (Second Chance Employment Counselling) to prepare youth for employment

Job Developer

-Provided an Assessment and Referral employment service for youth throughout Perth county. Case managed youth across a full range of services including career exploration, skill enhancement, job search and job retention

Program Facilitator- Perth Youth Link

-Established and maintained working relationships with employers, and industry organizations to source job openings and secure employment and vocational training opportunities for youth at risk.
-Collaborated with a partnering agency as well as the local School Board to prepare youth for employment

Return to Work Services, Mohawk College

Assisted clients with Skills Training applications for government-funded training and counselled individuals looking for work

Sessional (Professor)

Burnett Career Services

Provided career counselling and assisted clients with applying to government funded training within recognized training institutes.

Employment Counsellor

Global Placement Services

Assisted professionals from India with job search individually as well as through the delivery of job search workshops.  Worked closely with Job Developers on behalf of client group to find suitable employment opportunities

My professional mission is to transform my student's career path through effective self marketing.  I have been a Co-operative Education Advisor at Conestoga since November 2022 and with Conestoga College since 2002!  I currently coach educated and experienced Co-op (mostly international) Graduate Certificate students on career development topics. 
          For over twenty years, I have been providing career development services to thousands of people. My expertise has included job search, career exploration, training applications, employer services as well as assessment and referral services.  I believe: 
✅TO BE COMPETITIVE IN THE LABOUR MARKET, seek out ways to keep growing.  Some things I did include pursuing the Career Development Practitioner designation in 2018 which has been an amazing experience.  
          As part of my professional role with the Career Centre at Conestoga, I also volunteered to travel to Sunnydale Community Centre (and to Wilmot Community Centre in Elmira, Ontario) to provide career planning and job search assistance to these neighbourhood associations for over ten years. I loved developing relationships in that community with colleagues and clients. 
          Early in my career, I upgraded my leadership skills by participating in the Leadership Waterloo Region program (LWR) which was a non-profit organization that delivered educational leadership experiences to not for profit organizations in the Waterloo Region. To further develop leadership skills, I worked on the Board of Directors of two organizations supporting them with human resources related support.  
✅ IT TAKES REFLECTION AND FOCUS TO FIND OUR CALLING.  When I graduated university with a major in Sociology, I struggled to find a career path. I tried working in a non-profit as well as in a corporate role. I was unclear about my career goals and went to see a Career Counsellor.  After looking at my skills, interests, needs, personality type and after doing over ten informational interviews, I decided to pursue the Career Development Practitioner Post Graduate Certificate at Conestoga College.  Because of this, I am now doing work that I love! 
         A little  more about me....I am proud to originally be from Newfoundland  I love the landscape, people and culture.  I also moved across Canada while growing up and as an adult and I’ve traveled to Central America and Europe several times. Travel is an excellent form of education, and it has provided me with a deeper understanding of the world and my place in it.

taplio

The Battle

Hannah Morgan

Dana Bourgeois-Balch, CCDP

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The Battle

Hannah Morgan

Dana Bourgeois-Balch, CCDP

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

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