Emil Kristensen’s Post

Is anyone else having a better response rate by switching to a Skills Based resume instead of a chronological? My thoughts, is that with the "keyword" matching, rather than critical thought, that AI uses, it doesn't care what company you worked for. It wasn't built for that. It was built to match skills. I have been told by several hiring "managers" that they simply throw out "Skills Based" resumes, "assuming they are trying to hide work gaps," which tells me taking care of your family or dealing with illness means "you aren't what they are looking for". Do you think there is a disconnect between how AI works, and how MANAGERS (not leaders) work?

The long "Generalist vs Specialist" drama destroying brands due to hiring the wrong people... 🤌⁉️ Thoughts with data that might help: ⬇️ I was looking for a book that would help me make better decisions as Head of Performance (now that I'm deciding/firing/hiring/processing more info than ever before). This book was an easy choice. But why? - Over 81% of interviews in 2025 are powered by GPTs - Meaning: Your candidates have over-rehearsed their answers and had help from GPTs when crafting their CVs, portfolios and Business cases. - Estimated that over 74% of employees in 2025 are using GPTs for decision-making, with 3/4 of them blindly trusting answers despite "GPT-hallucinations" So what are the real things to look for in my employees and new hires? 1. Are they a Generalist or a Specialist? (Do they have multiple skills and can bounce between tasks, or do they have huge knowledge on one thing, but AI might make them obsolete or might be stuck forever in the same position?) 2. Habits and Focusing Skills A person who eats healthily, does sports regularly, can stay focused during early meetings, seems positive and honest and is always on time while self-regulating their emotions and receiving feedback is a better hire for me than a person with a great CV and perfect answers. 3. Does it elevate my team? Do they have a unique superpower I can't see around my team? (Example: An AI tools obsession, a sketching, music or drawing talent, do they write for fun, are they data nerds or love a specific topic outside of work) People with various backgrounds are more prone to grow fast and be able to cover a quick-scaling brand. What do you look for when hiring for your team?

Does your LinkedIn profile picture predict your career success? It sounds like science fiction, but a fascinating 2025 study in the Journal of Marketing Research suggests there's data behind it. Researchers developed an AI method to score "Celebrity Visual Potential" (CVP) based on 11 facial features, and the results are eye-opening for business leaders. The AI was 95.92% accurate in its predictions. But here's what matters for us: 🔹 The C-Suite Gap: When validated on LinkedIn profiles, C-suite executives had a mean CVP score of .85, while non-C-suite employees scored just .20. 🔹 Persuasion is Key: High CVP correlates strongly with success in professions where persuasiveness is critical—like sales and management. 🔹 Beyond Attractiveness: This isn't just about being "attractive." CVP provides predictive power on its own, challenging old assumptions. The takeaway for leaders? This is a prime example of the "80% science" now influencing B2B success. While ethics are paramount—and this should never be a sole hiring criterion—it points to a future where data can help identify candidates with a natural aptitude for influential, client-facing roles. It’s a new, data-driven lens on personal branding and team building. What's your take? Is this a valuable data point, or a step too far in professional analytics? Source: "An AI Method to Score Celebrity Visual Potential," Journal of Marketing Research, 2025. #AIinSales #SalesLeadership #PersonalBranding #HRTech #FutureOfWork #GenAI #GTM #Gotomarket

Mindset + Action = Job Offers! How I Turned Silence into 5 Callbacks Using Just 8 Prompts For 90 days, I sent out resumes with no replies. No interviews. Just silence. Then I shifted my mindset and ran my resume through ChatGPT using 8 powerful prompts. Result? 5 callbacks in less than a week! 🔑 Here’s how you can transform your job hunt: 1️⃣ Spot the Flaws Act as a recruiter and review my resume. Highlight weak areas, overused buzzwords, and missing metrics. Be brutally honest. 2️⃣ Rewrite for Impact Rephrase the resume to highlight achievements, quantifiable results, and real impact. 3️⃣ ATS Boost Optimize the resume with industry keywords to pass Applicant Tracking Systems naturally. 4️⃣ Craft My Hook Write a 3-line summary that grabs attention in under 10 seconds. 5️⃣ Upgrade Experience Highlight transferable skills and results using action verbs and numbers. 6️⃣ Format Fix Suggest a clean, ATS-friendly format—structured and simple. 7️⃣ Tailor for the Role Customize the resume to match specific job descriptions and highlight key experience. 8️⃣ Standout Cover Letter Create a personal, enthusiastic cover letter under 200 words. 📚 Level up with free courses from Google in 2025 Over 7000+ courses at your fingertips → https://lnkd.in/eanjJdhR Some top picks: → Google Data Analytics → https://lnkd.in/gKa--C6V → Google Project Management → https://lnkd.in/g4bEV24s → Google Introduction to Generative AI → https://lnkd.in/giVWwAkH → AI Agent Developer Specialization → https://lnkd.in/dqrCyqbM → Machine Learning Specialization → https://lnkd.in/dkyhd9y3 → Gen AI for Software Developers → https://lnkd.in/datD66Nt …and more! 🚀 Mindset changes everything take action, refine your approach, and land your next opportunity. 👉 Follow for more tips and share this with someone who’s job hunting.

LinkedIn could be more than a network. It could be a simulator. Today, if you’re a student on LinkedIn, the journey often feels the same: send a message, upload a resume, wait… and hope someone replies. But what if LinkedIn became the first global simulator of opportunities? That’s the vision we’ve been building with TACTIK-AI over the past four months, working daily with ChatGPT, Claude, and Gemini. Our engine already allows: • A high school student to rehearse a first interview with an HR avatar. • A university student to practice a negotiation with an entrepreneur avatar. • Entire classrooms (via Teams or Google Meet) to debate with Aristotle, Einstein, or today’s executives. And it’s not just for students. Imagine professionals and companies on LinkedIn activating their profiles as interview avatars: • HR leaders letting thousands of students practice with their digital twin. • Startups testing potential interns in simulation before a real interview. • Executives offering mentorship at scale without the time cost. At the heart of TACTIK-AI are four guardians: ✨ Ethical Guardian – keeps dialogue safe and respectful. ✨ Cognitive DNA – ensures avatars stay authentic and bias-free. ✨ Human Pause – restores empathy and reflection. ✨ TACTIK Advisor – delivers multi-angle feedback with real-time metrics: EIS, HCA, DNA_AUTH, and TACTIK_SCORE. This isn’t about replacing teachers or commodifying students. It’s about humanizing growth: preparing learners to face life, not just exams. And at the same time, giving professionals and companies a new way to spot, recruit, and mentor talent. This is my time-stamp. If one day LinkedIn launches Simulation, let it be clear: the vision of an ethical, human-centered, measurable engine was here first.

A few years back, the most common interview question was, “Where do you see yourself five years from now?” I have been asked this myself and I even remember a friend cheekily answering, “In your seat" to the Hiring Manager. But the world of work has changed and with AI, automation and fast-shifting business models, five-year roadmaps are outdated. Careers are not linear any more and adaptability matters more than fixed plans. So as interviewers the questions we ask need to evolve too. Here are a few that matter more today: 1. How do you keep yourself updated with new technologies and trends Because continuous learning is the real currency now and someone’s ability to adapt and reskill is far more valuable than a rigid plan. 2. Can you share a time you navigated uncertainty or led through change?Why, because businesses face disruption every quarter and resilience and agility are key indicators of future success. 3. What skills are you working on right now, and why did you choose them? This is my favourite question as I also learn in the process. This reveals self-awareness, growth mindset and whether the person is aligning themselves with where the industry is headed. 4. How do you balance leveraging AI/tools with your own judgment and creativity? Because we don’t need people who only rely on technology or completely dismiss it, we need those who can blend human thinking with tech power. 5. And finally what kind of culture or environment helps you do your best work? Because fit matters as much as skill. And in hybrid and remote setups, understanding cultural needs is critical for retention. In short, the question is no longer “Where do you see yourself in 5 years?” It is “How ready are you for the next 5 changes?”

✨️Over the past week, I attended an insightful LinkedIn and AI workshop. by Manoj Padaiyachi at LJIMBA - 5 Year Program.It was a true eye-opener. The session highlighted how we can use LinkedIn for professional growth and how AI is changing the way we connect, communicate, and build our careers. Here are my key takeaways: 🔹 Personal Branding Matters More Than Ever Your LinkedIn profile is no longer just an online CV. It's your digital reputation. From your headline to your "About" section, every detail should tell a story of who you are and the value you bring. 🔹 AI for Smarter Networking AI tools can help find the right connections, suggest personalized outreach messages, and guide how to nurture meaningful professional relationships. This makes networking more strategic than random. 🔹 Content Creation with AI Assistance Creating consistent, high-quality content is challenging. AI can help with generating ideas, drafting, and tailoring posts to your audience while allowing you to add your unique voice and authenticity. 🔹 Data-Driven Insights for Career Growth LinkedIn's AI-backed analytics provide useful insights into who engages with your profile, what skills are in demand, and how others see your personal brand. This helps you make informed career decisions. 🔹 Human plus AI is Better than AI Alone The workshop emphasized that while AI is a powerful tool, it can’t replace human creativity, empathy, and authenticity. The best outcomes come when professionals use AI as a co-pilot, not a substitute. 🔹️most liked AI tools in this workshop was creator match This workshop reinforced that the future belongs to those who can blend human skills with AI abilities, whether in job hunting, leadership, or entrepreneurship. I'm excited to apply these lessons, try new strategies, and continue building a strong professional presence on LinkedIn. I’d love to hear from you. How are you using LinkedIn and AI in your career or business? #LinkedIn #ArtificialIntelligence #Networking #PersonalBranding #FutureOfWork #LinkedInWorkshop #AIMarketing #LJUniversity

I often visit LinkedIn for articles that focus on trending technologies, especially those related to AI or product management strategies. In my recent observations, I’ve noticed two parallel themes emerging: - Technology Trends – Articles highlighting AI, product management tools, and other emerging technologies. - Career Resilience – Posts from peers who are encouraging, motivating, and guiding job seekers, especially those who may have been displaced. This pattern is quite common on LinkedIn right now. On one hand, there’s excitement about innovation and how quickly AI and new tools are reshaping industries. On the other hand, there’s the reality that this disruption often leads to uncertainty and layoffs—prompting professionals to share support, advice, and stories of resilience. With that in mind, I turned to ChatGPT AI to explore this question: “How can someone become a 'Purple Squirrel' with the help of AI? (Answer below) - Supercharge Learning Use AI-powered platforms (ChatGPT, Claude, Perplexity, etc.) to quickly improve trending tools, frameworks, and languages. Let AI create tailored study roadmaps, quizzes, and project ideas that fit your career goals. - Boost Productivity Automate repetitive tasks with AI (summarizing meetings, generating reports, drafting proposals). Show hiring managers you not only do the job but do it faster and smarter with AI augmentation. - Sharpen Communication Use AI to polish resumes, LinkedIn profiles, and interview answers. Practice mock interviews with AI to refine responses and storytelling. -Expand Creativity & Problem-Solving Leverage AI as a brainstorming partner for innovative ideas, product roadmaps, or business strategies. Position yourself as someone who knows how to harness AI for unique insights, rather than just following instructions. - Personal Branding with AI Generate thought-leadership posts, articles, or presentations with AI assistance. Build a reputation as someone who understands both the fears and opportunities of AI, and can guide others through the change. 👉 In short: A 'purple squirrel' today isn’t just about having rare skills—it’s about being the professional who adapts AI to amplify human strengths.” -         I think I like the direction of this exploration—leveraging AI to stand out as a 'Purple Squirrel' in today’s market. At the same time, I believe it’s just as important to stay vigilant and remain real in an interview. AI can sharpen our skills, improve our communication, and boost productivity, but authenticity, emotional intelligence, and genuine experiences are what truly connect with people. Ultimately, AI can help us prepare, but it’s our genuine stories and values that leave a lasting impression.

#AI #recruitment #talentmanagement AI is a great screening tool in the early stages of recruitment. That's what they say. Is it really? Well, perhaps when there's a large volume of applications, no one has time to look through everything effectively, so yes, AI can check based on parameters provided to it and find the most suitable candidates that match that. Sound great - job well done, a nice small pool to now select from. But is it really? In this latest #expertpanel from Forbes Coaches Council, my colleagues and I share ways to re-humanise the recruitment and screening processes. Clearly, the opposite is true, warranting our contribution to this topical article! I share that perhaps even the human approach in this case of screening needs to be the opposite, too. Start by reviewing the rejected applicants' pile first to understand if there are any possible dots we may have missed that could uniquely position a candidate for a role. Innovation and fresh perspectives don't come from hiring similar profiles; they come from divergence in background, skills, experiences, and thinking. Scary for the recruiting team, but beneficially disruptive for the organisation. Do you agree? Share your thoughts ⬇️ Read more about this in the full article here: https://lnkd.in/gdAnRecW Prerna Advisory CoachMatching KeyNote - Women Speakers Directory Trelyss Forbes Forbes Business Council Forbes Africa Speexx Korn Ferry International Association of Top Professionals Future Females Thomas Lim Sandra Balogun, CPA, CISA, Certified Coach. Ash Varma, Esq. Alex Bravo Ed Brzychcy Bryan Powell, MS, PCC, CPBA Kerri Sutey Dr Sunil Kumar MRCA FCAI FBSLM FRSA MAcadMEd Dip IBLM Rachel Weissman Laurie Waligurski 💥Patricia Burlaud, Ph.D. Kelly Stine . . . #coach #leadershipcoach #workplace #diversity #innovation #hiringpractices #neuroagility #prernaadvisory

I need some feedback on this! While looking for work, I realized I don’t want to actually apply to the jobs. I keep hesitating because it’s such an awful process. Then I realized, I want to be hired to fix the damned process. I put together a pitch based on essentially torching the whole system, and rebuilding it with my brand of radical empathy where the result is a win-win for business and job seekers. I need some thoughts? Would you hire me for this: Your hiring process sucks. I don’t say that lightly, but from the other side of the table it’s obvious: candidates leave interviews looking like they just staggered out of a bad game show—too many hoops, unclear rules, and no sense of what victory means. You might call that rigor; they call it a red flag. Part of the problem is that companies test for the wrong things. Résumés and cover letters are treated like branding exercises, as if every candidate is secretly auditioning for a marketing role—even when the job has nothing to do with branding. A company hiring a welding manager doesn’t need the best self-promoter with a Canva-ready résumé—it needs the person who can run the department well. Yet job filters measure metrics that have nothing to do with the job you’re filling. Then there’s the AI trap. Candidates don’t know whether they’ll be rewarded for using AI, penalized for it, or expected to use it but pretend they didn’t. The lack of clarity teaches people that success depends on luck, not alignment. If the first lesson of the hiring process is confusion, why should anyone believe the job itself will be any different? The pathway is just as bad. Most candidates don’t know how many steps there are, what’s being measured, or whether interviewers agree on what success looks like. That isn’t rigor—it’s disorganization, and it signals that clarity isn’t valued inside the company either. And here’s the truth: no one is happy with the current system. Businesses don’t want to waste money recruiting and onboarding the wrong people. Job seekers don’t want to feel dehumanized before they’ve even had a chance. And too many consultants want to slap on another algorithm, as if tinkering with a broken machine will suddenly fix it. Everyone loses when the process is designed to frustrate instead of connect. I want to build hiring systems that start on day zero—where support begins the moment someone clicks apply, not after they’ve survived the gauntlet and been handed a badge. A system that makes candidates feel energized instead of drained, and helps businesses spend less while getting better results. Maybe that means bringing me in as a systems thinker to help overhaul your process, and maybe it simply means reimagining the way you approach hiring in the first place. Either way, the principle is the same: day zero shouldn’t be a survival test. It should be the clearest proof that your company knows what it’s doing and cares enough to show it.