Shelley Piedmont, SPHR, SHRM-SCP

You've spent years building real expertise. You've solved many problems and delivered great results. But when it comes time to talk about what you do, whether you're considering a career change or sitting in an interview, you can't quite put your finger on what makes you valuable. You know you're good at what you do, but you can't clearly explain why or how that matters to someone else.You're struggling because you've never stepped back to truly understand what your experience adds up to and how to talk about it in a way that makes sense to someone else.I was a recruiter for 20 years, which means I've interviewed thousands of leaders. I've also coached 400+ mid-career professionals through career transitions and interview prep.What I've learned is this: most people know what they're good at. They don't know how to talk about it.I work with people in two situations:1) You're thinking about a career change.You know you need something different, but you're stuck. You're worried your experience won't translate. You're scared of starting over or taking a pay cut. You don't know how to explore options without blowing up your current stability.I help you figure out what actually makes sense for you, then show you how to talk about your background so it sounds like an asset, not a liability.2) You have interviews coming up, and you're not readyWhen you try to explain what you do, it either comes out as a rambling career history or three vague sentences. You leave interviews kicking yourself because you forgot to mention half your accomplishments.I teach you how to tell your story in a way that's clear, confident, and actually lands. The organization has a strategy; you should, too.Here's what's different about working with me:I've been on the other side of the table. I know what hiring managers are actually listening for. I know why some answers work and others fall flat.For example, everyone says they're a "strategic thinker," but almost no one shows how they think strategically or what results that thinking produces. That's the difference between an answer that sounds good and one that gets you hired."I was feeling very lost when we started. Shelley helped me organize my plan, understand my strengths, and put an actionable plan together. I now feel ready to move forward with purpose.""Shelley gave me different ways of looking at how I answer interview questions, which will help tremendously."Book a free consultation, and I'll show you what's getting lost in translation. Check out the link in my contact information.

Interview the Right Way Coach

Today is a sad anniversary.

It has been one year since the passing of the wonderful Ed Han.

He was beloved by many in this community for his wit and plain talk about recruiting. You see, Ed was a recruiter, and his passion was de-mystifying what happens. He called it "pulling back the curtain."

Today's post is a tribute to Ed and his joy in helping job seekers be smarter and more impactful in their job searches.

And as always, I have an '80 song that he always tied his posts to.

So today, welcome to his #edtalk. We miss you, Ed.

-----------------------------------------
Posted By Ed:

I want to talk about the interview and the way one approaches them.

A lot of people who lack experience in interviews view them as a kind of quiz or assessment. 

This is an extremely shortsighted way of conceiving of interviews. 

I want you to imagine that you are hiring. This particular opportunity was approved, but not the three other needs that have been on the back burner for yet another quarter. 

You interview someone who is great!--for one of the positions that has yet to be approved. 

But not for this particular one, not now anyway.

So viewing the interview as a pass/fail situation is limiting. 

Instead: see interviews as a networking opportunity and a business meeting. After all, you research and prepare for an interview just as you do a business meeting. 

So consider that "cracking the interview" is ultimately shortsighted. Instead, see them as an opportunity to partner with your interviewer. 

Ultimately, resolving problems is exactly the kind of thing that hiring managers hire people to do. So be that person! That’s how you distinguish yourself from the rest of the field. 

It's just a question of getting there, one way or another. 

https://lnkd.in/eRxqCEUP

Shelley Piedmont🧭

Clarity↣Strategy↣Hired For Managers to VPs • Job Search Strategist & Interview Coach • Career Coach, Job Change Advisor & Resume + LinkedIn Advisor

Open video: Blondie - One Way Or Another (Official Music Video) on youtube.com

Blondie - One Way Or Another (Official Music Video)

A post this week claimed job seekers shouldn't be nervous in interviews. It got 279 comments, and many people pushed back hard.


What was the disconnect? The poster didn't account for what people are actually living through right now.

This was the reality from the comments:
—Single parents with rent due and Christmas approaching
—Professionals unemployed for 6+ months and behind on their mortgage
—Experienced workers over 50 constantly battling ageism 
—Talented people building portfolios at night, researching companies thoroughly, doing everything "right," but still getting ghosted

These people do not lack preparation or confidence. It's about a market that's crushing people, good people.

I'll be honest: I still get nervous in interviews.

My last interview was for an internal promotion. People who already knew my capabilities. Panel format, probing questions about my thinking and past decisions. I could feel my heart beating faster.

I acknowledged it. Did deep breathing and pushed through. I got the job. 

But those nerves were real, and I make no apology for them.

Here's what I've learned: Acknowledging nerves and pushing through is completely different from pretending they shouldn't exist in the first place.
Nerves don't mean you're unqualified. Often, they mean you care deeply about the opportunity and understand what's at stake.

The problem, as I see it, isn't nervous candidates: 

It's interview processes designed to intimidate rather than get to know you. It's interviewers who can't see talent past a few moments of anxiety. 
It's a market that treats people like cogs in a machine.

For hiring managers: You've felt nerves in the past (don't lie). Why are you creating a process so intimidating, then?

For job seekers: What's one thing that's helped you show up fully despite the nerves?

This market is testing everyone. Let's be real about it.

-----
I'm Shelley. I used to hire for companies, but now I advocate for YOU. My goal? Helping you find work that energizes instead of exhausts you.
♻️ Resonated with you? Your repost could help someone else, too
🔔 Follow + ring the bell for weekly career reality checks
🟪 Questions about your next move? I'm here to help. Ask below or DM me

Thank you! 

No long message. Only by heartfelt thanks to those in this community who have supported me since I started being on here many years ago.

You are awesome. And you have enriched my life in so many ways.

I leave about 180 comments (give or take) on LinkedIn every week.
And it takes far less effort than when I posted daily.

LinkedIn's new algorithm, 360Brew, has changed what people see in their feeds. Thoughtful comments can get you more visibility than even posting.

This is especially valuable if you're looking for work, because you can demonstrate your expertise and get noticed without the pressure of creating posts. 

(When I mention posting to job seekers, they constantly cringe)

But not just any comment will do.

What makes a comment one that people will read:
→It adds something meaningful to the conversation
→It reflects your point of view
→It shows your knowledge or expertise

I spend about an hour commenting each weekday. That's what works for my schedule and my goals. Your situation is different, and that's okay. Always do what fits your life.

Here's my approach:
I am selective. Many posts simply aren't worth commenting on, so I skip them. Before commenting, I ask myself: "Would my network find value in this conversation?" If not, I move on.
 
I am authentic. I use my voice and words. I know AI tools can write comments for you, but please don't use them. Your authenticity is what makes people want to connect with you. If you want to use AI, use it to analyze the post for themes that you can address.

I am consistent. Whether that's three times a week or once a day, find a cadence you can maintain. It's the consistency that builds relationships, not the sheer number.

I add value. Share an insight from your experience. Offer a different perspective. Ask a question that you think would be helpful.

For those who hate networking, this is networking, but on your own terms. You network with whom you want, when you want, saying what you want.

And it costs nothing (at least for now).

I see so many people stressed about creating the perfect post while overlooking the power of showing up in the comments. Take advantage of this fairly easy opportunity LinkedIn gives you.


Question for career coaches: How are you advising your clients to use LinkedIn comments strategically?

Question for job seekers: What's your experience with commenting on LinkedIn? Pros? Cons?

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I'm Shelley. I used to hire for companies, but now I advocate for YOU. My goal? Helping you find work that energizes instead of exhausts you.
♻️ Resonated with you? Your repost could help someone else, too
🔔 Follow + ring the bell for weekly career reality checks
🟪 Questions about your next move? I'm here to help. Ask below or DM me

I've reviewed thousands of resumes as a recruiter.

One of the biggest mistakes I saw? Vagueness.

Your resume isn't competing against bad candidates. The recruiter will eliminate them in a few seconds. 

It's competing against other qualified people who wrote better resumes about similar experience.

Here's what I see constantly:

BEFORE: Reduced time-to-hire by 17 days by streamlining the recruitment process (still a bit vague)

AFTER: Reduced time-to-hire from 45 to 28 days by implementing Workday ATS and restructuring interview process across 6 departments, enabling company to fill 32 critical positions in Q2 2024 (very specific)

The difference is scale, method, baseline, business impact, and timeframe.

But here's what most job seekers miss: not every accomplishment belongs on every resume. If the job posting doesn't mention compliance (or the skills used), don't waste space on your SOC 2 audit, even if it was impressive.

The golden rule: It's not about what YOU want to say. It's about what THEY need to hear.

Ask yourself this for every bullet point: "Could my competitor have written this exact same line about their work?"

For job seekers: How many of your resume bullets could apply to anyone in your field?

I talked about this further in my bi-weekly newsletter. Want to get more of this type of job search information? Subscribe: https://shorturl (dot) fm/noQNZ

----
I'm Shelley. I used to hire for companies, but now I advocate for YOU. My goal? Helping you find work that energizes instead of exhausts you.
♻️ Resonated with you? Your repost could help someone else, too
🔔 Follow + ring the bell for weekly career reality checks
🟪 Questions about your next move? I'm here to help. Ask below or DM me

The fractional work market has exploded.
Everyone's talking about it: the flexibility, working with multiple clients, charging premium rates.

Is it the next career move for you?

Maybe. If you meet the right requirements.

My Monday's number: 73%

That's how many fractional professionals have 15 or more years of experience before going fractional.

This is not early career work.

Companies hiring fractional executives want expertise in crisis management, need immediate impact, and your insights from being in the trenches. 

If you don't have a proven expertise, you'll need to get that first.

The market for these jobs is growing, but so is the competition.

Fractional leadership has doubled from 60,000 professionals in 2022 to 120,000 in 2024, according to the Frak Conference report.

Marketing has the most fractional workers at 30.4%. But other areas are growing, like Sales, Finance, and Operations.

If you're mid-career and feeling undervalued or burned out, fractional work can be a path to better career happiness.

But you have to focus on your value: what you will do to advance their business.

Those 15+ years gets you entry. It is not the sale. The product is what you can solve, how fast you can solve it, and the specific outcomes you deliver.

I have two questions:

Business owners: Are you leveraging this experienced talent pool, or are you still trying to hire a full-time unicorn?

Coaches: How do you help a client shift their resume from "full-time candidate" to "fractional executive"?

Sources: Frak Conference report (2024) and Vendux research (2024).

Yellow background with radiating lines featuring 'MONDAY NUMBER' text and a red speech bubble containing '73%'. Shelley Piedmont, wearing a purple denim jacket, points to the percentage. This is Shelley Piedmont's Monday Number post about the percentage of fractional professionals who have 15 or more years of experience before transitioning to fractional work, highlighting that fractional leadership roles require senior-level expertise and are not entry-level positions.

Ghosting isn't the exception anymore. It's become the default.

Adam Broda recently ran a poll about recruiter ghosting after an outreach, and the results were what I thought they would be: With over 1,000 votes, more than 70% of job seekers said they get ghosted in more than half of their recruiter interactions. Some commenters reported rates even higher.

As one commenter put it: "Ghosting isn't edge-case anymore — it's the default."

Think about that.

Many job seekers expect communication from hiring teams because it isn't that what professionals do? Yet, they're operating with outdated assumptions. 2025 recruiting is not what it was years ago.


Stop asking "Will I get ghosted?" and start expecting to be ghosted.

This will protect you emotionally.

When you expect ghosting as the norm, you will:
—Save your emotional energy
—Put your focus on quality communications
—Avoid the whiplash of going from positive to negative

As always, keep plugging away on your job search instead of waiting for responses that will never come.

Between scammers wanting money, bots seeking your data, and "spray and pray" tactics for recruiters, those legitimate opportunities are getting lost in the noise.

So what should you do? 

Verify before you invest. 

Check profiles, confirm through company websites, and look for mutual connections. Yes, you will have to do some work to determine who is legit.

As a former recruiter, I did not ghost candidates. Why? Because I believed candidate communication was part of my job, and by doing the right thing, I was protecting my company's brand. Honestly, I thought this was a low standard for behavior. I never imagined my fellow recruiters would not see their jobs the same way.

My advice: Set your expectations to match reality, not how things should be. That way you won't be disappointed.

What's your experience been like? Are you seeing the same patterns?

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I'm Shelley. I used to hire for companies, but now I advocate for YOU. My goal? Helping you find work that energizes instead of exhausts you.
♻️ Resonated with you? Your repost could help someone else, too
🔔 Follow + ring the bell for weekly career reality checks
🟪 Questions about your next move? I'm here to help. Ask below or DM me

Looking for a job? Have you thought of your dating profile as the ticket?

Yes, really. And I love people's ingenuity.

Here's this Monday's number: 1 in 3

That's how many dating app users have turned to platforms like Tinder, Bumble, and Facebook Dating for professional or career-related reasons in the last year. 

Nearly 1 in 10 say it's their main reason for being on the app.

Why are job seekers swiping right for work opportunities?
—Job boards are too competitive
—Personal connections still land jobs
—People are getting creative when traditional methods fail

And here's the interesting part: It may work. Among those who tried this approach:

88% successfully connected with someone
43% received mentorship or advice 
39% got a job interview
37% received an actual job offer (I know, amazing!)

The strategy is most common among high earners: 47% of those making over $200K use dating apps for professional reasons, compared to 27% earning under $50K. Three-quarters intentionally targeted people in specific roles or at prestigious companies.

One user called it "weird but effective." Another said, "It worked, but you need the audacity to ask."

I don't know, as a career coach, whether I would advise this (most of my clients are married—might be tough to explain this to a partner), but the approach speaks to how desperate the job search has become. It also demonstrates how much networking still matters, even if it is a bit unconventional.

For career coaches: Would you advise clients to consider this strategy?

For job seekers: Would you try this, or does it feel like crossing a line?

Source: ResumeBuilder.com survey of 2,225 dating app users (via HR Dive, Nov. 2025).

----
I'm Shelley. I used to hire for companies, but now I advocate for YOU. My goal? Helping you find work that energizes instead of exhausts you.
♻️ Resonated with you? Your repost could help someone else, too
🔔 Follow + ring the bell for weekly career reality checks
🟪 Questions about your next move? I'm here to help. Ask below or DM me

Shelley Piedmont in a purple denim jacket points to text reading "Monday Number: 1 in 3" against a yellow background with radiating lines. The post discusses a ResumeBuilder.com survey finding that 1 in 3 dating app users have turned to platforms like Tinder, Bumble, and Facebook Dating for professional or career-related reasons in the last year, with 88% successfully making connections and 37% receiving job offers.

You know these questions are coming. 
The interviewer should know you know. 

And yet, they ask them anyway.

"What's your greatest weakness?"
"Where do you see yourself in five years?"

These questions are asked because they think they are insightful. The problem? You know what is coming, so your answers are polished and practiced.

Often, interviewers are only getting rehearsed performance and not the actual truth.

Let's take these common questions.

1. "What's your greatest weakness?"
What the interviewer would like to know:
Are you self-aware? Can you learn from mistakes? How challenging will you be to manage?

What they actually learn:

One of three strategic responses:
The humble-brag: "I'm a perfectionist"
Something irrelevant: "I'm not a great public speaker" (for a non-presentation role)
The "I've overcome it" confession: "I used to struggle with X, but here's how I addressed it"

I coach job seekers on this question. Don't reveal a real weakness that matters to the job. Give them something safe.

The result:
The interviewer learns nothing. Everyone moves on, having wasted 2 minutes on this stupidity.

What actually reveals self-awareness:
"Tell me about specific feedback you received in your last role that surprised you. How did you take it?

This forces a real story (hard to BS this one). And you will need to speak to your reaction to it.

2. "Where do you see yourself in five years?"
What the interviewer wants to know:
How ambitious are you? 
Do you plan to stick around? 
Can we as an organization meet your goals?

What they actually get:
A carefully crafted answer that demonstrates you want growth without seeming like a flight risk or a threat to the manager.

"I want to deepen my expertise in..."
The problem? Everyone knows that a good answer is to show a desire for growth, but not to suggest you will be out the door quickly if it is not there, or that you are gunning for the manager's job. 

The result:
Everyone is being dishonest. Careers change. Companies pivot. No one has a crystal ball.

What actually reveals ambition and fit:
"What are you hoping to learn or become better at?"
This gets at motivation without requiring anyone to predict the future. 

The problem with these questions is that they give you no real insight into the person. You are getting a rehearsed performance.

The interviewer thinks: "This question will get an insightful answer."
The candidate thinks: "Let me prepare an answer that looks good."
Nobody learns anything useful.

Here is what I tell candidates.
These questions aren't going away. They have become standard for many interviewers.

But remember, if an interviewer is asking these questions, they probably haven't thought deeply about what they actually need to know about you.
That is on them, not you.

Which of these three have you been asked most recently? How did you answer?
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I'm Shelley. I used to hire for companies, and now I help you with your interview prep. Contact me for support.

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