Career Briefs: Personal Branding, Labor Market Shifts, and Language in the Workplace

As I'm sure you know, this week is the Fourth of July, a holiday that’s always filled with fun and tradition for my family. For us, it’s a day spent by the water, soaking up the sun, and enjoying the unmistakable scent of the grill. There’s a certain energy in the air that has a collective sense of joy and fun.

But every year, I also find it’s more than just a fun day off. It feels like a little checkpoint. We’re officially halfway through the year and it’s a good time to take a breath and check in not just on what’s ahead, but on how we’re really doing. Personally and professionally.

This holiday is all about independence, which makes it a great reminder to ask: Am I feeling in control of where I’m headed? Am I chasing the things that really matter to me, or waiting for them to just happen? Am I speaking up for what I want, or holding back?

It’s not about having all the answers. It’s about using this moment as a spark. A little reset. A chance to move into the second half of the year with a bit more clarity, confidence, and intention.

So as you enjoy the festivities, I hope you also find a quiet moment to check in with yourself. Celebrate how far you’ve come, and feel empowered to keep going. Let the spirit of independence fuel your next step. Let it be the spark that lights your path forward, with renewed energy and unwavering determination.

Wishing you a joyful and inspiring Fourth of July!

Does Your Resume Layout Really Matter?

One of the most common questions I get from job seekers is surprisingly simple: Which resume layout should I use?

Many resume builders offer two-column designs, where the main column features work experience and a smaller column includes skills, education, or quick highlights. It can look sleek, but is it actually better?

I wanted to unpack this debate a little more so I posed a question to the experts: “What is your preference as a reader: resumes with no columns or resumes with columns?” And the preference was overwhelmingly clear.

Most recruiters and hiring managers favor the clarity and ease of the traditional single-column format. It follows a natural top-to-bottom, left-to-right flow that makes scanning smoother, especially when reviewing quickly or making decisions.

This might seem like a small design choice, but it is one that causes a lot of hesitation. And the truth is, layout matters. It shapes how clearly and quickly your story comes across.

Read the full article here: Choosing a Resume Layout: The Enduring Edge of the No Column.

Early Jobs Report Signals Labor Market Cooling

Economists expect 116,000 jobs were added in June, down from 139,000 in May, with unemployment ticking up to 4.3%. These numbers point to a gradually cooling labor market, reinforcing the narrative that the economy is slowing.

A softer labor market could influence wage pressures, hiring plans, and consumer spending outlooks, all of which are key inputs for budgeting and forecasting. It also signals that rate cuts may be on the horizon, with implications for capital costs, investment timing, and market positioning.

Read more here: The Latest Issue of the Morning Brew.

Tribunal Warns Against Use of ‘Karen’ Label in Discrimination Case

An employment tribunal has recently ruled that using the term “Karen” is borderline racist, sexist, and ageist. Judge George Alliott made the statement during the dismissal of a discrimination case brought by Sylvia Constance, a 74-year-old Black British woman, against Harpenden Mencap. Constance alleged unfair dismissal and racial and age-based victimization after being fired over allegations of bullying and abuse. Her representative accused the organization of acting like “Karens,” claiming white female managers had weaponized their privilege and colluded in racist behavior. 

The judge rejected those arguments, calling the use of the term “Karen” pejorative and inappropriate in legal proceedings. He found the allegations against Constance legitimate and not racially motivated. The ruling signals that even colloquial labels, when used in formal settings, carry discriminatory weight.

Read the full article by Dorothy Dalton, Founder of 3Plus International, an organization focused on building inclusive workplaces based on psychosocial and psychological safety and trauma informed practices, here: Calling someone a ‘Karen’ is ‘borderline racist, sexist and ageist’, tribunal says.

The Collapse of the Early-Career Pipeline

Recent grads are entering the weakest job market in decades, and for the first time, young college-educated workers are more likely to be unemployed than the general population. Unemployment for 22–27-year-old grads has risen to 5.3%, and in tech-related fields it’s even worse: computer engineering (7.5%), computer science (6.1%), and information systems (5.6%).

Mark Minevich, global AI strategist, calls this an “economic dead zone” for the Class of 2025. Over 50% of new computer science graduates are jobless, many of which are buried in debt, stuck in retail jobs, and watching key milestones (housing, marriage, family) slip out of reach.

Andrew Hamada, CEO of Reason Automation, warns that students bet their futures on outdated advice. Once-hot majors like computer engineering and information systems now lead in unemployment. The same companies these grads aspired to work for—Amazon, Meta, Salesforce—are slashing hiring while boasting about how much work AI can now replace.

This isn’t just labor statistics. It’s a strategic warning that the early-career pipeline is breaking. Degree-based hiring is no longer reliable, and talent is being left behind just as companies need agility most. Leaders must rethink how they hire, train, and develop future talent or risk losing a generation of potential while their businesses fall behind in an economy increasingly defined by adaptability, not credentials. 

Read more here: Job edge dulls for college grads.

Networking Like a CEO: Authenticity Over Agenda

Effective executive networking isn’t about selling, self-promotion, or working a room. It’s about building trust through authentic, intentional interactions. The most valuable relationships often start without an agenda and grow from shared curiosity, active listening, and a willingness to offer help with no strings attached. This approach replaces the outdated, performative style of networking with something more strategic: long-term relationship building grounded in credibility and follow-through.

Evan Nierman, CEO of Red Banyan, a global PR firm specializing in brand building, communications training, and crisis management, explains how at the executive or C-suite level, influence stems from how consistently and genuinely you show up. You set yourself apart not by what you say, but by how well you listen, how quickly you follow up, and how thoughtfully you offer value. Business may follow, but connection comes first.

Read the full article by Evan Nierman here: 7 Secrets to Network Like a CEO.

Crafting Cover Letters That Actually Work

A well-crafted cover letter offers more than just an introduction; it reveals how a candidate thinks, communicates, and aligns with the organization’s values. It’s not about restating the résumé. The most effective letters are focused, personal, and specific to the opportunity. They show genuine interest, not just in the job, but in the company itself.

This format offers a clear view of someone’s motivations, work style, and self-awareness, all traits that are often harder to assess from credentials alone. When a candidate can articulate why they want this role at this company, and support it with relevant experience or a short story, it signals intention and maturity.

In a hiring environment where fit and clarity matter more than ever, this kind of communication should not be overlooked.

Read the full article here: How to Write a Truly Authentic Cover Letter.

Why Executive Burnout Puts the Entire Business at Risk

Marc Kielburger, Harvard and Oxford grad, Rhodes Scholar, bestselling author, and global changemaker, had all the markers of success but behind the accolades, he was burned out and disillusioned. And unfortunately, his story reflects a growing leadership crisis: outward success masking inner depletion. Over half of CEOs now report mental health struggles, a sharp rise with serious implications. Burned-out leaders weaken culture, stall performance, and make poorer decisions.

The solution isn’t another productivity hack. Kielburger argues that fulfillment, once dismissed as optional, is now essential. Leaders grounded in purpose build trust, improve retention, and drive innovation. The shift requires redefining success around alignment, not just output.

That means protecting time for clarity, auditing energy instead of just tasks, and talking openly about meaning at work. When fulfillment becomes part of the leadership model, teams respond with resilience and engagement. And that’s not just healthier. It’s more effective.

Read the full article here: I Achieved Success — But Realized It Wasn't Sustainable Until I Made This Crucial Shift in Leadership.

Joy Isn’t a Distraction, It’s a Career Advantage

While high achievers often excel at finding meaning and accomplishment in work and family, many fall short in experiencing joy, which is the third essential ingredient for a satisfying life. Research on nearly 2,000 professionals reveals that joy is rarely a priority, even though it's crucial for well-being. It's not about having more time but using limited free time more intentionally.

The most fulfilled individuals follow five key strategies:

• Engage socially: shared experiences generate more joy than solo ones, regardless of personality.

• Avoid passive leisure: activities like TV and scrolling offer minimal joy compared to active pursuits like hobbies, exercise, or volunteering.

• Follow intrinsic interests: pursuing what you genuinely enjoy, not what seems “worthwhile,” leads to greater life satisfaction.

• Diversify your activities: over-investing in a single hobby can backfire; variety keeps leisure fresh and rewarding.

• Protect your time: guard leisure as seriously as work; joyful time replenishes energy and enhances performance across all life domains.

Ultimately, joy isn’t a distraction. It’s fuel. The more joy people find outside of work, the more purpose and success they report inside it.

Read the full article here: How the Busiest People Find Joy.