If you are going through a career transition it is quite likely you may have had doubts about your successes and how relevant they are in the modern job market or even how you will successfully move into a new role.  These feelings of self-doubt may emerge at any time during your career but are common when promoting yourself through your CV, during an interview or integrating into a new role. These feelings or self-doubt are often referred to as imposter syndrome.

What is imposter syndrome?

Impostor syndrome (also known as impostor phenomenon, impostorism, fraud syndrome or the impostor experience) is a psychological pattern in which an individual doubts their skills, talents, or accomplishments and has a persistent internalised fear of being exposed as a "fraud". Despite external evidence of their competence, those experiencing this phenomenon remain convinced that they are frauds and do not deserve all they have achieved. According to researcher Dr. Valerie Young, there are five impostor types

Whilst imposter syndrome may appear at any stage of your life, in this article I explore Dr Valerie Youngs 5 imposter types, how they may appear during a career transition and share some tips on reducing the fear.

5 Imposter Types

1. The Perfectionist – This imposter typically sets very high expectations for themselves.

During a career transition, a Perfectionist who lacks experience of interviewing may turn down interviews or worry that they won’t perform to the best of their ability as they aren’t ‘interview ready’. During an interview process, they may become frustrated if they are asked a question they haven’t prepared a response for, or if their answers don’t feel pitch perfect.

Tip - Whilst it’s likely you will be asked a question during the interview that you hadn't anticipated, reading the job description and envisioning the scenarios you might face in that role can help you prepare for potential questions and increase confidence levels too. Don’t be too hard on yourself if you don’t have a perfect response for every question; practice makes perfect and view the interview as a learning opportunity.

2. The Expert - This imposter feels they don't know everything there is to know about a particular subject or topic.

When job searching, Experts often focus on the elements of the job description they lack experience in and as a result may limit the number of applications they make because they don’t meet 100% of the criteria.

Tip - When deciding whether to apply for a job, aim to meet around 70-80% of the job description, especially the essential criteria requirements. Focus on the experience you have and where you can add value as opposed to where you can’t. Change your mindset and view any skills or experience gaps as opportunities for growth and explore ways to bridge those gaps through training.

3. The Soloist - This imposter believes the only way to achieve is independently.

Soloists may try to tackle their job search independently and are afraid to ask for help during their career transition. You may feel like an imposter if you have to ask for help, as you question your own competence, abilities, or why you can’t achieve your next career move yourself.

Tip - Networking is one of the most underutilised methods when it comes to job searching and it is estimated a high number of vacancies aren’t advertised. Networking can take place online or in person and it doesn’t have to feel too formal. Make a list of people you know and trust who may be able to introduce you to recruiters, recommend job boards or just provide general advice and guidance.

4. The Natural Genius – This imposter doesn’t believe they are naturally intelligent or competent.

During a career transition, the Natural Genius may find it challenging to showcase achievements in their CV or confidently articulate their successes during an interview process.

Tip - Identifying achievements on your CV involves reflecting on your past experiences and responsibilities. Take the time to consider instances where you went above and beyond, added value or made a significant impact. This could include generating sales, improving efficiency or ensuring compliance. Reviewing performance evaluations or asking former colleagues for 360-degree feedback will help you to identify these accomplishments.

5. The Super Person - This imposter believes they must be the hardest worker or reach the highest levels of achievement possible.

During a job search, the Super Person may spend all their time trying to juggle their job search with other aspects of their life and as a result may end up burning out or feel hugely disappointed if their applications don’t result in interviews.

Tip – Rather than job searching harder, job search smarter. To become more productive with your career transition, manage your job search like you would manage your work diary and create yourself a schedule. Once you have established a schedule and are clear on the activities you will need to undertake, use time-blocking techniques to allocate specific blocks of time to different tasks. Factor in downtime too for relaxation and time outside.

Job Hopping refers to the practice of frequently remaining in a role for a short amount of time before looking to move into a new job.  Previous generations denounced this practice as inappropriate professional conduct; to be a job hopper was to be seen as disloyal and untrustworthy.  However, the stigma of job hopping has ebbed in recent years.  Whereas previous generations would extoll the virtues of a ‘job for life’, recent reports show that this concept is virtually extinct for younger generations of employees.

The rise in examples of job hopping can be attributed to economic and cultural changes; one key phenomenon is the rise of the gig economy, the labour market characterised by the prevalence of short-term contracts or freelance work, as opposed to permanent jobs.

Another reason is to keep up to date with new technologies, where, particularly in digital industries, companies can sometimes fall behind in offering the opportunity to work with state-of-the-art systems or hardware.  Individuals concerned with working with the most up to date tech are likely to want to move to companies with these resources.

There are advantages and disadvantages to job hopping, here are some examples of each:

Advantages of Job Hopping

Job hopping can open employees up to a variety of skills, as well as experience of working in different company cultures and under varying management styles. Those who move jobs more frequently are likely to flourish in a wide range of environments and can bring the experience of working in these different ways to a new role. They’re likely to have been exposed to many different ideas that they can then apply to future jobs. They are often seen as more adaptable and can show that they are clearly focussed on their career path if they are able to fully explain reasons for their job moves.

Another advantage is the opportunity to move up the salary scale quicker rather than staying within one role for a longer period, so, if salary is an employee’s main motivation, they could potentially benefit financially from moving jobs voluntarily more often.

Taking new opportunities can also give candidates access to a wide network of potential employers or business partners, allowing them to work out which roles they enjoy and excel at. Moving jobs regularly can show that they are not afraid of change and are constantly motivated to progress.

Disadvantages of Job Hopping

Depending on the industry and type of company, many employers, agencies and HR managers still value employee loyalty. Hiring new staff is an expensive and time-consuming process – if a job seeker’s record shows that they’re likely to move on again in little over a year or even less, the potential employer is likely to be reluctant to invest their resources in training and hiring them.

Although moving jobs frequently can keep your network fresh, any relationships made might be seen to be under-developed. This can be problematic if swapping industries, as professional relationships may not be as strong as those kept within the same industry and may be detrimental when referrals or references are needed.

Many companies require a minimum number of years of service to qualify for certain benefits too, so you may find long-term employees receive larger contributions or enhanced benefits. In an ever-changing job market, if a company is downsizing, you could be affected by the "last in, first out" approach. long-term employees may be entitled to better redundancy packages too based on length of service.

Justifying Job Hopping

It is very common for contractors and consultants to move across several projects and contracts throughout their career. However, it is important to be mindful that if a permanent candidate moves too frequently, there is a risk that their CV or application could be rejected when the HR manager first looks at it. A functional CV may be better suited in this instance as it focusses less on each role held but more on transferable skills and experience gained.

Even if job hopping habits are relatively restrained, applicants will probably still be asked about them at the interview stage. If they can be justified, employers are likely to give the applicant a chance, and if it can be explained that job hopping has helped gain a broad range of skills and preparation for many different situations, it’s more likely that an applicant will still be considered for the role.

A job seeker will be better equipped if they can explain how they could offer their next employer the loyalty they may be looking for. Preparing for the interview question “Why did you leave your last role, and what interests you about the role/company”, will offer the opportunity to address the issue of previous job moves whilst talking through what can be contributed to the role and company.

Congratulations! You aced the interview and have landed yourself your next career move. It is likely that when you start, some of your time will be remote, therefore it is essential you have a plan in place to successfully integrate into your new job.

Here are 3 key considerations for new job success when starting a new role remotely.

Organise your workspace

Starting a new job in a remote or hybrid environment presents different challenges; unlike office environments you may be responsible for setting up and installing your virtual workspace. Preparing ahead of time will ensure you create a functional and productive working environment ahead of your first day.

• Create a designated and comfortable workspace in advance of your start date. If you can, separate your workspace from your personal space which is vital for productivity and wellbeing.
• Set up your laptop, phone and any other devices you are sent by HR ahead of your start date. Understand other systems used and install all necessary tools.
• Check you have all the information and resources you need before you start such as login details, new email accounts, training documents, processes and policies so you are good to go from day one.

Plan your first few weeks

The first few weeks in your new role is very important and should be focussed on learning as much about the organisation as possible. Reflect on the knowledge you have acquired from your interview and start to plan what you want to learn and achieve in your first few weeks.

• Refamiliarise yourself with the job description, your strengths and how they will add value to the role.
• Identify any skills gaps or additional support you may require and the steps you will take to approach this.
• Research the company's mission, values and strategy to fully understand how your role fits into the organisation’s objectives.
• Search for key stakeholders on LinkedIn to understand more about their roles and the interactions you are likely to have with them.

Build strong relationships

Getting to know your colleagues and key stakeholders is an important part of starting any new job. However, it’s likely some of your initial interactions may take place remotely.

• Get to know your team members and understand more about their roles. Maintain regular communication by hosting virtual meetings and casual coffee chats.
• Be punctual and plan your time effectively. Arrive early for virtual meetings to reduce any technical issues and prevent being late. If there are opportunities to meet new colleagues in person, plan to be in the office on similar days to strengthen relationships.
• Don’t be afraid to ask questions. Show enthusiasm and make sure you ask clarifying questions so you can understand what is expected of you.
• Schedule regular meetings with your manager so you can manage expectations and ask questions. Ask for feedback to support your own development.

Artificial Intelligence (AI) and Chat Bots are increasingly being used by recruiters and hiring managers to save time and costs and now job seekers are seeing the benefit of using it to support aspects of their job search including CV and interview preparation.

This article highlights 4 ways to utilise AI during a career transition and considers the pros and cons to be aware of.

There are so many AI Chat Bots available to use; the easiest way to look for one to suit your needs is to run an internet search. The most popular ones used are ChatGPT and Microsoft Copilot. Most AI Chat Bots are free to use, however you might find that they restrict the number of searches you can run to encourage you to subscribe. Once you have set up an account the more you use it the more familiar you will become with how it works and the results it can yield.

Support with Content Creation

A lot of job seekers suffer from ‘Blank Page Syndrome’ or ‘Writers Block’ and struggle with where to start when writing their CV, cover letters or updating their LinkedIn profiles.

Pros - AI Chat Bots can be used for inspiration when putting together content for your job search. For example, you can copy and paste a specific job description with a command ‘Write me a cover letter based on this job description’ and it will create one for you. This is ideal if you need a starting point for the baseline of a cover letter if you are unsure of the format or what to include. You could even take some existing content in your CV and ask it to ‘Make this achievement more concise’ if you want to ensure your examples are more to the point.

Cons - Hiring managers and recruiters receive hundreds of applications and are likely to receive similar applications if all job seekers use AI for content creation. So, make sure any content the AI Chat Bot creates for you is tailored it to each application. It needs to include your own skills and achievements that you have considered against the job description to differentiate your application from others. You will also need to be confident to talk through your CV and cover letter, so if it isn’t written completely by you or if it uses words that aren’t in your vocabulary, you may get caught out!

Summarising Information

Online job searching is one of the quickest ways of looking for new jobs but you may find yourself aimlessly scrolling and looking at hundreds of job advertisements and get lost in the detail.

Pros - AI Chat Bots will allow you to extract information. You can copy and paste a job specification with a command such as ‘Summarise this job description’ and it will highlight the key features of the role. As a starting point this will allow you to consider the key aspects of the job specification when it comes to tailoring your application or preparing for an interview.

Cons - Remember, it isn’t the hiring manager responding to you, it is a robot making predictions, so you will still need to fully understand the job description and tailor your response accordingly. If you have held a similar role before, re-read through the job specification to clarify your understanding and to determine what you consider to be the main aspects of the job. If you are still unsure, ask someone else for their opinion. If you rely on the AI Chat Bot itself, you may find yourself not being shortlisted.

Answering Questions

Similar to a search engine, typing a question into an AI Chat Bot will give you an instant response. However, AI Chat Bots will converse with you and allow you to ask to follow up questions.

Pros - You can ask the AI Chat Bot questions such as ‘What are the most popular interview questions for a Project Manager’ or copy and paste the job description into the chat bot and ask it to ‘Predict interview questions for this job’ The interview questions provided can give you an initial idea of what you may be asked so you can start to consider your responses.

Cons - An AI Chat Bot won’t be able to predict exact interviews questions or correctly advise you the style or format of interview you are likely to experience. You will need to research the company further and use the job description to predict the questions you are likely to be asked.

Conducting Research

AI can also be helpful for initiating company research ahead of an interview too. For example, using a command like ‘What does [company] do? and then with a follow up question ‘Write a SWOT analysis for [company name]’ may provide you with some valuable insights.

However, keep in mind that most AI doesn't provide real-time responses, so it's important to verify any information it provides and undertake additional research that the AI may not have obtained.

Final Thoughts

As the use of AI is on the rise, we are expecting recruiters, hiring managers and even applicant tracking software to detect if applications are genuine or created by AI. AI detectors indicate how much content has been created by a human or AI. It may be helpful to run any content you create through a detector like scribbr.com to understand how it will be interpreted by a machine or human. Finally, avoid adding personal information or sensitive data into AI systems, as you may not be aware of how that information will be used.

We have often talked about using goal setting frameworks when establishing and evaluating your career goals. Setting goals can be particularly useful during a career transition, whether you are considering a change of career, exploring self-employment or just looking to invest more time in personal development. Using a framework to set goals helps you focus on long term vision and short-term motivation.

Time to DECIDE

The GROW Model is great for clarifying goals, exploring options and deciding on forward actions, however, you might sometimes need more support in making informed career decisions.  However, the DECIDE Model provides a methodical approach to decision making, designed to help by breaking down decision making into manageable steps. Therefore, it can be useful if you need to develop plans of action including more complex decisions and goals.

The DECIDE Model

The DECIDE Model follows six steps and it is suggested that each step is worked through in succession, to ensure that you reach valuable and informed decisions.  Here is a breakdown of each step, with an example of how to apply the step to a job search scenario:

Define Problem or Goal

Here you need to clearly articulate what you want to achieve. In the context of a job search, this might mean identifying the type of role you want or the industry you want to move into.  You need to identify specific, measurable and achievable objectives.

Apply – “My goal is to transition from my current role into a Project Manager position within the next 6 months.”

Explore the Options

This step is about gathering information and researching potential opportunities and pathways that align with your goal. Conducting research, networking with professionals in desired fields on LinkedIn and identifying possible organisations will help you understand what is available in the current job market.

Apply – Research job description, required qualifications, salary expectations and industries currently hiring Project Managers. Connect with Project Managers for insights.

Consider the Consequences

Here it’s valuable to weigh the pros and cons of the options that were identified in the previous step.  Consider how each path aligns with your longer-term goal, plans, personal values and needs.  Will you have to make any sacrifices to meet any of these options?

Apply – “If I pursue a Project Management qualification, it will require time and money but will increase my chances of meeting my goal. If I apply now with my current skills, I may face challenges against more qualified candidates.”

Identify the Best Choice

This midway point asks you to decide based on your research and evaluation. Here you need to identify which path best aligns with your defined goal. This decision should be informed by the data and thinking you carried out over the previous steps.

Apply – Decide to complete a PRINCE2 foundation qualification while applying for project coordinator or junior project manager roles to gain experience.

Develop an Action Plan

Once you have made your decision, you need to create a plan to move forward. This will involve setting objectives that will help support you in reaching your goal.  If necessary, break these objectives down into smaller, manageable tasks in order to keep focus and momentum.

Apply – Update CV highlighting transferable skills.  Apply for at least 5 related roles per week.  Complete qualification. Network with relevant professionals on LinkedIn and at industry events.

Evaluate and Adjust

The final step involves monitoring your progress and making any adjustments as needed. Set some time aside to regularly check in that your actions are bringing you closer to your goal. Be aware of changing circumstances or new opportunities and be prepared to adapt if necessary.

Apply – After 2 months, review application responses, if opportunities or interviews are limited, consider volunteering or seek projects within my current company.

By following the methodical approach of the DECIDE Model, you can take control of your job search and goal planning and make decisions that, while complex, are meaningful and rewarding.

When looking for a new role, salary and flexibility are often the first things that people consider, but in the modern job market, they’re not the only factors that matters. Equality, Diversity and Inclusion (EDI) and a work environment that supports these values can have an equal impact on job satisfaction. If you value and are looking for these factors in your career, finding an employer that is committed to supporting EDI in the workplace may be a key factor for you when considering your next career move.

This article shares some of the benefits of working for inclusive employers, how to find them and ensuring they are the right company for you.

What is an Inclusive Employer?

An Inclusive Employer is one that makes a commitment to EDI with the aim to eliminate discrimination and bias. They aim to promote a positive and collaborative environment where people feel valued, as this will ultimately lead to improved morale, productivity and overall job satisfaction across the workforce.

A couple of benefits of working for an inclusive employer include:

• Effective collaboration – Diverse perspectives, skills and knowledge may enhance more effective communication and teamwork amongst colleagues.
• Professional development – Collaboration with diverse colleagues promotes new ideas and learnings which could support personal and career growth.
• Flexible working conditions – Flexibility in the workplace could provide a better work life balance and improved well-being.

Working within in an environment where you feel valued could lead to improved morale, productivity and overall job satisfaction.

How do I find Inclusive Employers?

A good starting point to identify suitable employers is to conduct a search on the web or on AI platforms around your specific areas of interest. Running general searches such as ‘top inclusive employers in the UK in 2025’ will ensure you bring the most up to date results at that time.

You can look for specialist websites and job boards to support you. A great website for research is inclusivecompanies.co.uk which has lists of companies committed to EDI.

Evaluating Inclusive Employers

Once you have found an employer that you may want to work for, you can conduct more in-depth research to determine whether the organisation’s EDI commitments are in line with what you are looking for.

Some key areas to help you evaluate include:

1. Review companies’ website and social media platforms – Check the "About Us" or "Values" sections, for any statements on diversity and inclusion. Look to see if the company has any external recognition, award or certifications for EDI, or if they have any ongoing initiatives.
2. Look at employee reviews – Platforms like Glassdoor provide employee reviews, where current and former employees may share their experiences regarding working for a Look for reviews mentioning the company's commitment to diversity, a respectful work environment and equal opportunities for all employees.
3. Review their recruitment process – Review job roles to see if they encourage applicants from diverse backgrounds. Some companies openly promote that they are equal-opportunity employers or specifically state that they value diversity.
4. Network – Ask your current network if they can recommend inclusive employers or recruiters. Network with current or former employees through LinkedIn or industry events to get insights into the company’s actual culture. Ask about their experience in the organisation and if they felt supported and valued.

It can often be difficult to fully determine if the company is the right company for you. An interview is a great opportunity to explore the company’s commitment to EDI. If you manage to secure an interview, have some good interview questions ready to ask the interviewers such as “Can you tell me about the company’s approach to diversity and inclusion? or ‘’How have you created an inclusive environment?”

Finding a new role in the modern job market can be approached in many ways, from browsing the many job boards, networking with contacts online or at events, or applying directly to companies. One strategy is to engage with a Recruitment Agency, which can help connect you with organisations and roles that align with your skills.  Here is an explanation of what Recruitment Agencies are, how you can find them and how to work with them as part of your career transition.

What is a Recruitment Agency?

Recruitment Agencies act as an intermediary between companies and jobseekers; Employers use them to find suitable candidates for their vacancies, while candidates work with them to access role opportunities that may not be advertised publicly. Agencies handle tasks such as screening CVs, preparing candidates for interview and matching job seekers to roles.  They can specialise in specific industries and help offer a range of job types, such as temporary, permanent or contract work.

Where can I find one?

Some Recruitment Agencies have offices in cities and towns, making it easy for job seekers to locate and visit locally. However, with the rise of remote working, you may find the recruiter works with you virtually.  Here are some ways to find Recruitment Agencies online:

• Job Boards & Aggregators

Although some opportunities held by Recruitment Agencies are not advertised publicly, you will see many listed on sites such as Indeed.  You can also access aggregator sites such as www.agencycentral.co.uk to find the right recruiter for you. This is especially helpful if you are looking for an industry-specific Agency as it allows you to customise your search. If you see recruiters advertising similar roles its worth making a note of the recruiter / agency so you can speak to them about your background and ascertain other roles they may not be advertising.

• Networking

Use your online community, whether through social channels or forums to ask trusted professionals for their recommendations. They may be aware of appropriate agencies you’ve not found through other means or are connected professionally to recruiters that they can introduce you to. Keep an eye out for contacts who have recently secured a new role – they may have used a Recruitment Agency they could recommend.

• LinkedIn

Don’t forget; although you’re on the lookout for a Recruitment Agency, they’re also on the lookout for you! Recruiters will search using keywords and look at relevant job titles and experience so ensure your LinkedIn profile is complete. You need to make sure your profile is complete to rank higher in their searches and recruiters often share this with their client in place of your CV. These days, recruiters advertise roles on their company or own feed, so make sure you’re following them so you get access to this information as it’s released.

How to work with Recruitment Agencies

Recruitment Agencies work with a variety of companies, candidates and job seekers, so understanding how to work with them, means they are more likely to be able to help you find your ideal role. Here are some traits that recruiters particularly identify as traits of successful candidates:

• Be contactable

One of the most essential traits in a job candidate, according to recruiters, is the ability to be contacted at all times. Recruiters will look to inform their candidates of impending meetings or even interviews usually via MS Teams or Zoom so ensure you have these platforms installed and you feel competent in using them. If candidates are unresponsive, recruiters are unlikely to keep contacting you as there will be other candidates they will consider. An interview no-show will potentially damage the reputation of the recruitment agency itself, so if you commit to an interview inform them if you wish to withdraw from the process.

• Have a strong CV

Recruiters won’t rewrite your CV, so ensure the one you share with them is professional and includes plenty of relevant achievements. It’s the job of a recruitment agency to sell your skills and strengths to position you as an excellent candidate and an encouraging prospect for any potential employer, but they can only work with the raw materials you give them. If your CV doesn’t put across the right information and sell your key skills and characteristics, or is full of spelling and grammar errors, the recruiter, and by association any employers, will be less than impressed.

• Manage your Expectations

Discuss with the recruiter up front how they communicate throughout the recruitment process and understand time frames to manage yours, and their expectations. If you haven't received a response after a reasonable amount of time, it's acceptable to send a polite follow-up email or LinkedIn message to enquire about the status of your job search but be patient as Agencies may have many roles and candidates to manage. Remember, Recruitment Agencies are there to help match you with your existing skillset and will unlikely be able to help you change career or industry, so if this is something you are looking for, you may need to identify alternative job search strategies.

The start of a new year is often associated with resolutions, fresh beginnings, and a chance to make positive changes in our lives. One popular resolution that many people make is to advance their careers or embark on a new professional journey. The term, "New Year, New Career", is a reflection of our innate desire for personal growth and advancement.

If you haven’t had to look for a new role for a significant period of time, you may be surprised by how the modern job market has changed. However, having clarity on how to navigate the modern job market and an understanding of what is expected of you as a jobseeker, will increase your chances of securing your next opportunity.

Here are 5 things jobseekers will need in a modern job market

An ATS compliant CV

Having an ATS compliant CV is crucial in the modern job application process. ATS is software used by employers and recruiters to manage and streamline the hiring process. Whilst it is important to have a master copy CV, tailoring your CV based on the job description can significantly improve your chances of getting through the ATS screening process. Why? Because the ATS software scans your CV for relevant keywords related to the job description. You will also need to have incorporated industry-specific keywords, soft skills and phrases that align with the job description making it more likely to be ranked higher in the ATS search results.

An Optimised LinkedIn Profile

It is estimated over 70% of jobseekers are securing jobs through their network or via LinkedIn. Therefore, having a strong LinkedIn presence and optimised profile is crucial if you are looking for your next career move. Your LinkedIn profile is your online CV and a way to showcase your skills and experience to potential employers, clients and business partners which forms your personal brand. Having an active and up-to-date LinkedIn profile can increase your visibility online and make it easier for people to find you and learn more about your professional background and experience and consider you for roles. The more complete your profile is with keyword rich content; the higher you will rank in search results and receive more job matches from LinkedIn.

A Job Search Strategy

Job searching can be a time-consuming process but creating a strategy will streamline your search, organise your time and help you achieve your career goals and ambitions. Make the most out of your job search by planning your search on a day-to-day basis. Creating a timetable will keep your days varied and put you in control of your search. Using a variety of job searching methods will lead to success. Online job boards, recruitment agencies, LinkedIn, networking and speculative approaches are the main ways to job search. So, consider which methods you are currently using and how effective they are. Rather than scrolling job boards aimlessly, time block windows into your timetable for each job search method to use your time more effectively. Make sure you allow time for following up applications, factor in exercise, ways to keep you motivated and time for some fresh air too!

Strong Organisational Skills

The job market can be fast and feel quite transactional, so you will need to be organised and keep on top of your applications. Use a spreadsheet, document or app to track the jobs you have applied for, including the company name, position title, application date and any relevant notes. This will help you keep a clear record of your applications and follow-ups. Many job search platforms and apps allow you to save jobs, set up alerts for new postings and track your applications.

Resilience

Resilience is defined by most as the ‘ability to recover from setbacks, adapt well to change, and to keep going in the face of adversity’ - you will need resilience in today’s job market and to be prepared for setbacks. Applying for jobs can be a time-consuming process and naturally it takes a lot of personal investment. The job searching process comes with its fair share of peaks and troughs. Not every job you apply for will lead to an interview, and not every interview will result in a job. You may even find some of your applications will not be acknowledged or that you receive specific feedback from interviews.

The next position you secure might not be a long-term career move due to market conditions, so it's important to stay flexible. Consider having a backup plan, like an interim contract or a role that may not meet all of your wants and needs. Therefore it’s important to maintain a hopeful outlook and think about what you can and can’t control in your job search and adopt a growth mindset. you may not have found that role YET.