The Layoff Lady
  • Blog
  • Seven Layoffs Book
  • Events
  • Media
  • About
  • Contact
Picture

Managing Your Professional References

7/15/2025

0 Comments

 
By Brenda L. Peterson, The Layoff Lady

About References

When you’re getting ready to apply for jobs, at some point, those companies will ask for professional references. Some organizations will ask for references during the initial application. Other employers will ask as they approach the final stages of their interview process.  Let's look at how you can select and communicate well with these people who you want to vouch for you and your skills.

About Professional References

Your professional references will speak well of you and help potential employers see your value. While personal references are generally people who can vouch for your character, professional references can share their experience with you in a work-related capacity.  Typically, you'll need the names and contact information for three people who can share their experiences with you.

Selecting Your References

When selecting your professional references, here are a few ideas on who you may want to use:
  • Previous managers
  • Coworkers
  • Direct reports
  • Contacts from professional organizations
  • People with whom you've volunteered
  • Someone who is referring you for a role

Overall, it's helpful to find people who have worked for you doing relevant work (paid or volunteer) and who can attest to your skills. Here are a few of the people I have used a reference in the past:
  • A recent manager when I was in an individual contributor role.
  • A director who was not my immediate manager but who I collaborate with on projects
  • A colleague who I worked alongside when we each led different teams
  • A project manager who managed a team I was on
  • One of my direct reports
  • Someone who I interacted with while I volunteered for a professional development organization
  • Someone who was also a contractor for the same company I worked for
  • A parent who also volunteered to chaperone a school event  

Which References To Use

When I apply for jobs, I have two references I use consistently.
  • One is a colleague I've worked with at three different companies. I have worked with him for over ten years. I first had him as a trainee in a class, then we both worked at another company in different departments, then he was my direct report at another company.  He is one of my go-to references because he has seen me work in several roles, can comment on me as a leader, and has first-hand experience with my instructional design skills. 
  • One is a recent manager of mine.  I worked with her on a small team in a large organization. She can also attest to my skills as a learning consultant and in a technical role while commenting on how I work on project teams and meet deadlines. Having at least one former manager as a reference is essential. 

Depending on the role for which I am applying, I will choose which other reference might be the most helpful: 
  • For a role focused on finance, I might include a former colleague of mine who was a  retirement coach.  He and I have collaborated on projects, created financial education materials, and fine-tuned a process for coaching individuals on retirement planning concepts. 
  • For a role with a healthcare company with an opening for a technical trainer, I might include a former colleague of mine who used to work on the same team as me. Since she and I had worked together to co-facilitate classes, she could speak to the specific skills I would bring to the role. She could also refer me for that role as well. 
  • For a role focusing on career coaching and resume development, I might include a board member for a professional organization where I put together and regularly deliver content on career development. 

Overall, make sure that your references can speak to your skills as they might pertain to the specific job. 

Information To Include

Make sure to collect the following details on your potential references so you are ready to share it with possible employers:
  • First and last name
  • Current company and job title
  • LinkedIn profile (if available)
  • Phone number
  • Email address
  • Background information on your relationship

Asking People To Be Your Reference

Before you start giving out people's contact information, be sure to confirm they are okay with being your reference. I suggest doing this before a specific job asks for references. I usually send them a message via email, LinkedIn, or text that reads something like this:
---------------
Hi, [first name].  I'm launching my job search, and I'm wondering if you'd be willing to be one of my professional references. If so, please share the following contact information details with me:
  • Current company and job title
  • Preferred phone number
  • Preferred email address

Thanks for your help!
​​--------------

The Heads Up Message

After you have their initial permission to give out their name as a reference, be sure to also inform them if they should expect someone to reach out to them. In addition to letting them know who may contact them and the type of position, it's also good to share a reminder of your previous work relationship so they aren't scrambling. Here is an example of that type of message.
​---------------
Hi, [first name]. Thanks for being willing to be my reference!

I recently applied for a [job title] position with [company name]. I am in the final stages of their interview process, and they may contact you via phone or email.

As a reminder, you and I worked together at [company] from [date range] when I was a [my job title] and you were the [their job title].  

Thanks again!
​​---------------

Learn More

  • The Layoff Lady: Customizing Your Resume for Each Job Application 
  • The Layoff Lady: Prioritizing Job Applications​​
0 Comments

Talking About Your Target Job

7/8/2025

0 Comments

 
By Brenda L. Peterson, The Layoff Lady

Your Target Job

As you begin your job search, you need to identify key characteristics of your target job. To begin, make sure you do a little soul-searching and have a clear picture of what you want from your next role. For guidance on how to go about that process, check out my article entitled, "​Career Planning: Figuring Out What You Want To Be Next." 

Here are a few of the main pieces of information that will help you move forward:

  • Your target job title
  • Working arrangements: hours per week, job location, remote/onsite/hybrid
  • Company size and industry
  • Key skills you want to use
  • Problems you want to help solve

About Your What I Want Statement

​Now, let’s figure out how to take that information and make it into a clear statement outlining key components of what you want. Remember, the purpose of this statement is to help you clearly communicate what you are looking for in your next work opportunity. The more you talk with people about what you want, the clearer the details of what you are looking for will become for you. 

Your What I Want Statement: Job Title

If you are targeting a specific job title, your What I Want statement might look like this:

  • I’m seeking a full-time technical writer role with a growing software company. I want to collaborate with product management to document new and existing product functionality. I also want to use my skills in knowledge management to optimize knowledge base searchability. 

  • I’m interested in finding a contract social media marketing consultant role where I can help a small to mid-sized business create their social media presence. I want to develop and execute a business strategy to grow audience size and engagement for TikTok and Instagram.

  • I’m currently seeking a full-time technical project manager position that is 100% remote or hybrid/onsite in Baltimore, MD. I would like to work in the telcom or communication industries supporting cyber security projects.

Each of these examples highlights a job title, type of organization, and even the specific skills each person would like to use in their new job. 

Your What I Want Statement: Open To Options

If you are open to multiple roles within different types of organizations, you will write your statement differently. For one, start with the soul searching you did and pinpointing key characteristics of what you want in your next job. Review your list, and prioritize which factors are the most important to you. It could be the type of company you’ll work for, the geographic area, work arrangements, or specific skills that you’ll use more.  

Focus your statement on the aspects that are most important to you. Here are a couple of examples that I have used in previous job searches:

Earlier pandemic, I used the following What I Want statement: 

  • I am seeking a 100% remote full-time learning and development position. I am interested in roles with larger organizations where I can be a strong contributor and leverage my skills in needs assessment, performance consulting, change management, instructional design, and learning facilitation. I am open to roles as a strong individual contributor, managing the learning function, or managing a team. Job titles that may be appropriate for me include Learning Consultant, Learning & Development Lead, or Training Manager. 

For another job search, I used the following What I Want statement: 

  • I’m searching for a Learning & Development role in the greater Omaha, NE area. I have a wide talent management skill set, and I am interested in roles that involve leading a team, player/coach, managing projects and programs, or acting as an individual contributor. My target job titles include Learning Consultant and Learning and Development Manager. I’m also open to similar job titles in the areas of L&D, sales enablement, or organizational development.

Overall, since I wasn't focused solely on one job title, I prioritized what mattered to me and went from there. Notice that I start with specifying the field, and the work arrangements that were most important to me. Then, I reviewed a few key skills I had that I wanted to use, and in one case talked mroe about the employer. Since the goal with these statements is to help communicate what you want, this is a good way to narrow it down so people are better able to help you in your job search. 

Using Your What I Want Statement

Writing a clear and concise What I Want statement can help you as you review job openings you encounter and empower you to prioritize your job applications to those that most closely align with your job search goals. You can also include a version of this statement in the following contexts: 
​
  • Your cover letter
  • Your LinkedIn About section (while in career transition)
  • Emails to recruiters, connections, or hiring managers inquiring about roles
  • Posts asking for assistance in finding a new job

Learn More

  • The Layoff Lady: Career Planning - Figuring Out What You Want To Be Next
  • The Layoff Lady: What To Include on Your LinkedIn Profile
  • ​The Layoff Lady's Ultimate Guide To Answering The Question, "I Just Got Laid Off--Now What Do I Do?"​
  • The Layoff Lady Book: Seven Lessons From Seven Layoffs: A Guide​
0 Comments

Growing Your Professional Network: Attending Webinars

7/1/2025

0 Comments

 
by  Brenda L. Peterson, The Layoff Lady

Network Building in the Beforetimes

Pre-pandemic, "networking" typically meant attending in-person events, shaking a few hands, and having a somewhat meaningful conversation with another human. While in-person opportunities are again plentiful, webinars continue to be popular since they are a flexible way to bring people together to learn. Be sure to think of your network during virtual events, too.

Connect with Webinar Attendees

Like many people, I have attended (and delivered) approximately a bijillion online meetings, trainings, and interactive instructor-led sessions. I've been approaching these sessions with a mind towards not just attending, but also making new connections. Although the process differs from in-person interaction with people, I have managed to connect with more people (and often form more meaningful connections) than attending in-person meetings and “working the room.” As someone who is introverted by nature, and communicates effectively in writing, this was an opportunity to turn webinars into a bonus network-building exercise.

Your Personal Webinar Branding

When attending a webinar, I make sure that people are able to see who I am, my full name, and a picture, if at all possible. I use the same photo I use on LinkedIn so that people associate me with that picture. I also make sure that my first and last name are present so people have a chance of being able to find me after the session--or will recognize my name. 

In addition, during the webinar, I interact during the session. This usually involves commenting in the chat when prompted--which is also an opportunity for other attendees to see my full name. During any small group interactions, I'm sure to turn my camera on so people can see my face, hear my voice, and see my name. If the presenter asks people to share out loud, I usually turn on my camera, and share my thoughts. Again, this is another opportunity for people to hear my voice, see my face, and see my name. Each of these "impressions" helps people start to get to know me at least a little bit. 

Finding Potential Connections

During a webinar, I often take a screenshot of the participant list and a gallery of attendees if people are on camera. Whenever possible, download the chat from the session. This helps me identify who was active in the webinar and gives me additional information on anything they might have shared during the session. I also often write handwrittern notes to help me remember attendees and their conributions during the webinar. These details can help me build a personal connection with these people later when I sent LinkedIn connection requests.

Researching Potential Connections

After attending a webinar, here is my process for adding new LinkedIn connections:
  • Refer to the list of attendees at a webinar.
  • Search for each person on LinkedIn.
  • Skim their profile for things we might have in common or ways that we might be able to help one another.  These might include our geographical location, people who we both know, their industry, their current role, if they are looking for work, and if they had any recent activity (posts, articles, or likes) on their account.
  • Decide whether or not to send them a connection request.

One Option: Personalizing a Connection Request

Personalizing connection requests is a great way to start building a relationship with a new professional contact. Here are the key components I include:
  • Personalized greeting
  • ​Statements on what we have in common 
  • Invitation to become part of one another's professional network
  • Optional: suggested next step
    • Offer of job searching help
    • Suggestion on something in particular to do
    • Sharing additional information
    • Suggest a phone call, virtual/in-person meeting
  • Signature

Personalized Connection Request Examples

Here are a few examples of messages that you can use to invite people to connect. Currently, LinkedIn allows you to include up to 300 characters when personalizing connection requests. 

Hi, Jen. I see we both attended today’s White Box Club meeting. ​I’m also in career  transition and seeking a new role in learning and development. Let's connect!

I'm also always up for a 30-minute "virtual coffee" meeting to discuss how we can help one another as we job search. 

--Brenda

Hi, Jack. Great to interact with you a bit at this morning's Excellence Share. I love sharing ideas with fellow L&D professionals. Let's connect!

--Brenda

Hi, Javier. I see we both attended today's "Sales Enablement Best Practices" webinar. I definitely enjoy learning from this group. 

You mentioned reading a few books on sales enablement recently. Can you please share those titles with me?


Let's connect!

​--Brenda

Other Options: Showing Your Value as a Connection

Now that LinkedIn limits the number of personalized connection requests those with the basic membership receive each month, sending everyone a personalized connection request might not be an option for you.

In those cases, here are a few other ways to show your value to a potential connection: 
  • Send a non-personalized request right after the event ends. This way, people may associate you with the webinar you just attended.
  • Take a moment to react to and/or comment on recent LinkedIn posts made by your potential connection. This way, they may recognize your name and be more likely to accept your connection request.
  • Make sure your headline is descriptive and up to date. This way, when people receive a non-personalized connection request, they at least have a better sense of who you are from your headline.

​After The Initial Connection

How do you further nurture that relationship? Here are a few ideas.
  • React to other people's posts.
  • Comment on other people's posts with your insights.
  • Share someone's post to your feed and @mention them to thank them for sharing the information.
  • Send a quick message to a connection sharing helpful information they will appreciate. 
  • Congratulate people on their career milestones and successes.
  • Wish them a happy holiday/Friday/weekend on occasion.

Continue to Build The Relationship

After connecting with people initially, be sure to continue to nurture those connections. Posting useful content or occasionally messaging them are two ways you can do that. Ideally, you can add value to the relationship before you are in a position where you need to ask those individuals for help. 

Learn More

  • ​The White Box Club Group on Meetup
  • The Layoff Lady's Ultimate Guide To Answering The Question, "I Just Got Laid Off--Now What Do I Do?"​
  • The Layoff Lady Book: Seven Lessons From Seven Layoffs: A Guide​​
0 Comments

Job Search Skills You Didn't Know You Needed: Remote, Hybrid, Onsite, and Hiring Eligibility

6/24/2025

0 Comments

 
By Brenda L. Peterson, The Layoff Lady

Onsite, Remote, and Hybrid Work Implications

When searching for a job, one challenge is figuring out what work arrangements a given employer has in mind. Since 2020, companies in the United States often label their open positions as onsite, hybrid, or remote. Even with those labels, job seekers and individual employers are still not always aligned on what exactly that means. 

​Let's look at some of the factors in play. 

Remote Job Clarifications

For a job labeled as "remote," their expectations could be any of the following:
​
  • The candidate lives in the United States and can work from anywhere.
  • The candidate lives in the United States and must work from their home.
  • The candidate lives within a specific list of states where the potential employer is set up to conduct business.
  • The candidate lives within a specific time zone.
  • The candidate is willing to work hours in a specified time zone.
  • The candidate lives within a specified distance from one of the company's physical office locations.
  • The candidate lives in the metropolitan area of the company's headquarters.
  • The company is "remote first" with no physical office location.
  • The company is "remote-friendly," meaning there may be the option to work in an office location, a designated shared space, or fully remote.
  • The company is "open to remote" and may consider a candidate who does not work in their office location.

Onsite, Remote, and Hybrid Roles in Practice

Regardless of the label, each role may work differently in practice. Here are a few of the many possible scenarios:

  • A company may label a job as remote, then later in the job description mention preferences for being onsite.
  • A company may label a job as hybrid when it could more accurately be described as remote with some travel to the corporate office.
  • A company may label a job as onsite or hybrid, and in the body of the job description, explain that they are also open to remote.
  • A company may label a job hybrid, expecting people to be onsite (in the office) anywhere from never to 4 days per week. 
  • A company may have an unstated preference for the location of employees.
  • A company may not be clear about their ongoing thoughts on having workers return to the office or the timeline for that change.
  • Many companies label roles as remote but do not clarify additional details about arrangements (which states, preferences for specific geographical locations).
  • Companies may decide on a case by case basis where they prefer employees to be located or if they will be remote, hybrid, or onsite.
  • Any of these designations may also include travel. 

Navigating Job Listings for Remote Roles

As a job seeker who understand the different stated options and possible meanings, here are a few strategies for navigating job listings:

  • Review posted job openings for additional details on work arrangements. For remote roles, read the main job description and skim the listing for additional location restrictions (time zones, states, and proximity to a physical office).
  • If you're on a job search site, find the job listing on the company's website. Sometimes they will include additional details on the specific states where they are able to hire and/or want to hire for a given position. 
  • If you’re not sure if a company can do business in your state, use LinkedIn to search for employees at that company who currently live in your state. This would indicate that the company is legally able to hire someone in your state.
  • Connect with and speak with someone at the organization and ask for additional clarification on work arrangements and remote work policies.
  • If it’s unclear, reach out to a company recruiter to clarify details (or, if time is of the essence, apply first, then ask questions later).

Remote Work Implications: Locations and Pay

There are also a few other implications of remote work to keep in mind:
​
  • Salary ranges will be all over the board for the same role. For example, a title like "Training Manager" could have a salary of anywhere from $50,000 - $225,000 per year, depending on the location of the company's corporate office. 
  • Some companies adjust their salary ranges based on the candidate's geographic area, while others do not. 
  • Even with pay transparency laws in some states, not all jobs list the salary range--even when they are now required to do so. 

Strategies for Remote Work Salary Conversations

Given these variations on how salaries work for remote roles, be sure to think through your financial requirements and how you will address questions about your desired salary:

  • Identify your desired salary range overall. Use this range as a starting point for all conversations.
  • Review posted salary ranges for the role. Make sure they at least meet your minimum salary.
  • During the interview process, when a recruiter or hiring manager asks you for your desired salary range, answer that question with the question, “what is the salary range for this position?” This assures that you’re not selling yourself short.

Learn More

  • The Layoff Lady: Interview Preparation: The Initial Phone Screen
  • The Layoff Lady's Ultimate Guide To Answering The Question, "I Just Got Laid Off--Now What Do I Do?"​
  • The Layoff Lady Book: Seven Lessons From Seven Layoffs: A Guide​
0 Comments

The Ultimate Guide To Answering The Question, "I Just Got Laid Off--Now What Do I Do?"

6/17/2025

4 Comments

 
By Brenda L. Peterson, The Layoff Lady

Layoffs Happen All The Time

It starts like any other day. Then, it takes an ominous turn. 
​
Whether you were invited to an ambiguously titled last minute meeting, received an awkward message in your personal email notifying you of your last day, or are perp walked to HR on your first day back from vacation, you are now among the newly unemployed. 

​Welcome to the suck.
New Layoffs White Box
Layoffs happen all the time.

Now What Do I Do?

Even if there were buyout rumors, a quarter with low sales, or a new company direction, being part of a reduction in force (RIF) is still surreal when it happens to you. It's hard to know what to do with yourself when you find yourself unexpectedly out of the job. It's time to redirect your attention.

Your New Focus Areas

The work problems you had an hour ago are gone. Along with your freed-up future come very different challenges. It’s time to shift to these top three focus areas:
​​
  • Working through your initial feelings. 
  • Assessing your current financial state.
  • Considering future employment options. 

Your Guiding Principle

Along with your new focus areas, your overall guiding principle is not to do anything counterproductive (or downright dumb) as you figure out your post-layoff next steps.

Your Never-Do List

Here are the career-limiting moves that will make your life harder. Instead of springing into action, stop, think, and then just don't do the following:

  • Talk trash about your former employer or layoff publicly.
  • Spew your unfiltered anger, sadness, fear, or hurt all over the interwebs.
  • Post on social media about how desperate you are for paid work.
  • Apply for all the jobs motivated solely by panic.
  • Take any old job.

Your Think-Before-You-Consider-Doing List 

Here are a few things you may want to do at some point, but that require thought and a plan before you move forward. At the very least, sleep on it before you do any of the following:

  • Contact recruiters, hiring managers, or colleagues about job openings before thinking about what you really want to do next.
  • Make big life decisions with long-term consequences (like a cross-country move, selling your house, or getting rid of your car).
  • Act on anyone else's advice without thinking about what is right for you (including a cross-country move, selling your house, or getting rid of your car).

Now that you are at least somewhat inoculated against creating utter chaos for yourself, let's get back to those top three focus areas. 
Picture
My white box from layoff #4.

Focus Area 1: Process Your Emotions

Losing your job can be an emotional roller coaster. An unplanned job change is a stressful life event on par with getting divorced or going to prison. ​Just like dealing with a death in the family, you’re dealing with the death of the future you thought you had. Losing that imagined future is a significant loss that needs to be addressed.
​
Figure out how you will cope with these changes. While distracting yourself from the unpleasant parts of the process is natural, building healthier coping mechanisms, like prioritizing self-care, is better for your long-term success.  

While you can get away with avoiding your feelings for a while, eventually, you need to acknowledge each one so you can move on. If you don’t work through those difficult emotions, your ignored feelings will come out sideways at just the wrong time. It is better to work through your grief privately than to fall apart during an interview or snap at someone who is trying to help you.

Step 2: Review Your Finances


Disclaimer: 

While I know quite a bit based on my previous work experience supporting financial coaches, my own research, and my personal life experiences, I do not currently hold a license or certification to give financial advice. Therefore, the information provided here is educational information provided as guidance.

I hope you can glean value from my lessons learned. Feel free to take my recommendations or not—but whatever you do, double-check my information (and everyone's facts, for that matter). This is your life, and you will care more about your finances and health care than anyone else. With that, read on. 

Possible Money From Your Former Employer

Although your paychecks will eventually stop, you will receive your final paycheck, possibly vacation time that you have earned and, hopefully, a lovely parting gift from your former employer in the form of a severance package. Severance could be equivalent to a set number of weeks of pay or include an additional lump sum, continuation of some benefits, and job placement services. In most cases, employers do not have to give you any type of severance.

If you are eligible for a severance package, you will need to sign something before receiving that money. Once you sign, any thoughts you might have about legal action regarding your employment with the organization are pretty much over. Read the agreement given to you, consider having a lawyer look it over, and ask for clarifications (and any revisions) before signing it. After that, there is typically a waiting period before you receive that money. I also encourage you not just to sign whatever paper they put in front of you. Make sure you advocate for yourself. 

Unemployment Income

After a layoff, most people will be eligible for unemployment insurance income, or UI. I encourage you to apply for unemployment payments. The money used to make unemployment payments comes from the payroll taxes that employers pay. That money is intended to help people who have been laid off to pay their bills as they search for something new.

Unemployment payments are administered at the state level and vary by state. After you apply, there may be a waiting period before you receive a payment. Your state will also outline the amount of each payment you will receive, the number of payments you are eligible to receive, and additional factors impacting your payments. You may also qualify for job search support services and even programs to help you upgrade your skills. 
​
In short, apply for unemployment income right away. In most cases, there is not a good reason for most people to forgo unemployment payments. 

A Note About Health Insurance

​Since many people rely on their employers for health insurance coverage, consider how you’ll cover healthcare costs. If you have a  spouse, domestic partner, or parent who can bring you onto their health insurance, that may be your best option. Check with the other person’s employer and let them know you no longer have health insurance through your employer because of a layoff. Their employer can talk you through your next steps and cost changes.  

If that's not an option, consider COBRA coverage through your former employer. This means you could stay with your previous health insurance, but now you'd pay the whole premium cost. Brace yourself when you see your new premium amount because it is usually A LOT more than you spent as an employee.

Another option is going on the insurance exchanges at Healthcare.gov to find coverage. You may even be eligible for a subsidy to offset the cost. Alternatively, for less expensive coverage intended to cover a big expensive medical issue should it happen, short-term health care insurance may be a good interim option. Do your research and determine what makes the most sense for you and your household.

Step 3: Prepare For Your Job Search

Next, plan to launch your search for a new job. Start by thinking about what kind of job you want. Write down job titles, possible employers, and your target salary range. Update your resume to include details about your last position and showcase your unique skillset as it aligns with your target job.

From here, start letting people know your new status of being “in transition” and ask for help. They might be able to introduce you to a valuable business contact, keep an eye out for job openings that meet your needs, and introduce you to a hiring manager looking for someone just like you.

It Will All Work Out. It May Also Take A While. 

All told, I’ve had seven workdays that started with lots of obligations then quickly evaporated into unemployment. The good news is that it will all work out. The bad news is that there is a lot of uncertainty between your last day of work and your first day of your fancy new job when it does arrive. Using these tips will set you right as you begin your career transition. 

Seven Lessons From Seven Layoffs: A Guide

If you've recently been laid off, check out my book Seven Lessons From Seven Layoffs: A Guide. You can even buy the eBook to get help right now.
​
In this book, I cover seven lessons from my seven experiences with unplanned job losses. I include my personal stories alongside practical advice for navigating this tumultuous time. 
​
You'll learn strategies for managing your mindset, finding the next right job for you, shaping your career story, and overcoming setbacks.
Seven Lessons From Seven Layoffs: A Guide by Brenda L. Peterson, The Layoff Lady

Learn More

  • ​Unemployment Benefits (and How To Apply) by US State
  • Healthcare.gov: Health Insurance Options if You Are Unemployed
  • ​The Layoff Lady Book: Seven Lessons From Seven Layoffs: A Guide
4 Comments

No Rambling=No Regrets: Answering Behavioral Interview Questions Like a Pro

6/10/2025

0 Comments

 
By Brenda L. Peterson, The Layoff Lady

It's Interview Time! Make It Count!

No doubt, you've been applying for a lot of jobs--and now a company wants to talk to you! Since you're over the first hurdle, it’s time to get ready to make a good impression. Your goal is to help your interviewers see how amazing you are! To do that, you need to figure out how to shape and share your story. Let's look at what you're likely in for and how to set yourself up for success.

About Behavioral Interviewing Questions

During the job interview process, hiring managers and recruiters often ask behavioral interview questions since past actions often predict future behavior. Old-school interview questions rely on asking how you would handle a hypothetical situation (which, of course, would be perfectly).
​
Conversely, behavioral interview questions require you to share a story of what you actually did in a similar situation. The stories you share come from your previous work experience and demonstrate how you think, solve problems, measure success, and overcome obstacles. 

Anticipating Behavioral Interview Questions

Traditional interview questions usually start with, "How would you?" while behavioral interview questions often begin with, "Tell me about a time." 

Here are a few examples of old-school questions and behavioral alternatives:​
Traditional Interview Questions:​
  • How would you deal with a customer complaint? What would you do to make it right?  
  • How would you manage a project team and select a new software vendor?
  • How would you prioritize your workload between day to day tasks and longer-term projects?
Behavioral Interview Questions: ​
  • Tell me about a time when you solved a complex customer problem.
  • Tell me about a time when you managed a team and had to make a big decision.
  • Tell me about a time when work was hectic and how you prioritized your workload.

Finding Your Stories

When answering behavioral interview questions, you will tell a story. It's valuable to think about your previous jobs and be ready to mine that experience for stories to explain key points to your interviewers. Your goal should be to give a 1-3 minute answer that showcases your skills in ways that address the question. 

The tendency is for people to either not know what to say or to ramble and hope they stumble upon something useful. For the next little part of this article, we'll explore different strategies you could use to answer the following question:

Tell me about a time when you had to finish a project with a short turnaround time. ​

The Non-Plan: Start Talking and Hope For The Best 

Here goes nothing:
​
Gosh. I've done a lot of projects where I had to get something done quickly. Those have included software implementations, making a video, and even designing or updating a class with little to no notice. I usually just work really hard and put in extra hours to get something done.

So, one case I can think of was right when the pandemic started in 2020. I worked for a software company that delivered most of its training in person at customer sites. Since government guidelines for dealing with COVID were changing daily during the early part of the pandemic, over the course of a couple of days--maybe it was like two weeks. I can't quite remember.

Anyway, we realized that we would not be able to travel to customer sites to deliver their training like we had always done. We had to figure out how to deliver what was usually a week or so of in-person training without traveling to a customer site. We really didn't know how we were going to pull that off--and we were really worried that we were going to totally screw it up. I mean, who even knew what was going on early pandemic? What a mess that whole thing was. 

So anyway, we had to figure out how to do that well--and we had to figure it out in literally days. I had the trainer cancel their travel plans. Then, a few of us--including a salesperson, a trainer, and an instructional designer--sat down and tried to figure out what to do. We didn't want to bore people to death or make it an awful experience. We thought about doing videos, but those take a lot of time to create and produce. We also had to figure out a short-term plan for the next week and figure out a more interim plan after that. It was really hard to figure out. I mean--the whole WORLD had changed! 

[Note: we're still on the stage setting part of this and not even on to the question answer. So. Much. Talking.]

PAR: Problem/Project, Action, Results

Having a plan for your answers will make the whole interviewing process better.

PAR is one method you can use to structure your answer. Here are key components and what each letter represents:
​
  • Project or Problem: Set the scene for the story you are telling and the problem you were trying to solve. What company did you work for? What was their focus? What was the problem? Why did the problem matter? 
  • Action: Describe what you did. What did you think about first? What actions did you take? What specifically did you do? Why did you choose that course of action over others? Who did what?
  • Results: Explain the end result. What tangibly happened? Was the customer happier? Did a problem go away? What were the short term impacts? How did this work out in the long run? What did you gain? Did you avert a loss?

A PAR Answer

Project/Problem: 

In March of 2020, when COVID was declared a pandemic, I worked at XYZ Software Company, and my team trained new users right after their software went live for each customer. Because we did new user training in person at each customer's site, and travel restrictions were going into place, we had to figure out what to do instead--and we only had a few days to figure something out.

Action:

I talked with my manager about how to deliver this training the following week to ABC Company. We thought through options and decided to use a combination of Zoom meetings and hands-on practice. I repurposed some of our materials to be self-paced activities, and my manager and I talked with the customer about our plans. We agreed to do a 90-minute instructor-led session in the morning and another one in the afternoon each day that week. Learners would also do self-paced activities, and the instructor would be available to answer questions as needed. 

Result:
​
This resulted in us delivering the training during the planned week using the time already scheduled, but in a different way. In the end, the customer was happy that we were still on schedule, and end users appreciated the combination of instructor-led training and self-directed time.

CARL: Context, Action, Results, Learning

CARL is another method you can use to structure your answers. Here are key components and what each letter represents:
​
  • Context: Set the scene for the story you are telling and the problem you were trying to solve. What company did you work for? What was their focus? What was the problem? Why did the problem matter? 
  • Action: Describe what you did. What did you think about first? What actions did you take? What specifically did you do? Why did you choose that course of action over others? Who did what?
  • Results: Explain the end result. What tangibly happened? Was the customer happier? Did a problem go away? What were the short-term impacts? How did this work out in the long run? What did you gain? Did you avert a loss?
  • Learning: What did you learn? Did you continue to do this? Did you come up with another better option later? Did you learn something about yourself?

A CARL Answer

Context:

In March of 2020, when COVID was declared a pandemic, I worked at XYZ Software Company and my team trained new users right after their software went live for each customer. Because we did new user training in-person at each customer's site, and travel restrictions were going into place, we had to figure out what to do instead--and we only had a few days to plan.


​Action:

I talked with my manager about how to deliver this training the following week to ABC Company. We thought through options and decided to use a combination of Zoom meetings and hands-on practice. I repurposed some of our materials to be self-paced activities, and my manager and I talked with the customer about our plans. We agreed to do a 90-minute instructor-led session in the morning, and another one in the afternoon each day that week. Learners would also do self-paced activities, and I would be available to answer questions as needed. 

Result:

This resulted in us delivering the training during the planned week using the time already scheduled, but in a different way. In the end, the customer was happy that we were still on schedule, and end users appreciated the combination of instructor-led training and self-directed time. 

Learning:
​

Through this process, we learned more about how we could deliver effective learning at a distance. We also found that encouraging learners to turn their cameras on during training helped build a sense of community among class members. We built upon our lessons learned to improve our training with each customer.

Additional Question Answering Models

In addition to PAR and CARL, here are two more question answering models. 
​
  • CAR: Context, Action, Results: This method is similar to content in PAR. Both CAR and PAR do not include what you learned during the process.
  • ​STAR: Situation, Task, Action, Results: STAR breaks apart the Situation and the Task, and still covers the Actions taken, then Results. 

In the end, it doesn't matter as much which one you choose, just that you structure your answers to minimize rambling. 

Learn More

  • 25 Behavioural Interview Questions (With Example Answers)
  • LinkedIn's Guide to Screening Candidates: 30 Essential Behavioral Interviewing Questions
  • The Layoff Lady's Ultimate Guide To Answering The Question, "I Just Got Laid Off--Now What Do I Do?"​
  • The Layoff Lady Book: Seven Lessons From Seven Layoffs: A Guide​​
0 Comments

Strengthening Professional Relationships: Interacting With LinkedIn Posts

6/3/2025

0 Comments

 
By Brenda L. Peterson, The Layoff Lady

Getting To Know Your LinkedIn Connections

Connecting with someone on LinkedIn is a great way to start a formalized relationship with someone in your professional network. While that is a great start, deepening those relationships is a helpful next step to get more value out of LinkedIn. Let's look at a few ways to do just that. 

Interacting with Posts

Interacting with  posts on LinkedIn is a great way to continue to build relationships with your connections and demonstrate your professional value. Not only is this a great way to build your credibility with many connections at the same time, it also gives you an opportunity to showcase your knowledge without having to choose the initial content for the post. You can also use your comments to interact with others and even use this as a starting point to invite other commenters to connect. 

Adding Your Reaction

The easiest way to interact is by adding a reaction to a post. With a click of a button, you can like a post or select from the other available responses. When you react to a post, your name will be listed on the post as well. This is an easy way to have people see your name and affiliate it with the content you liked. Adding your reaction also helps more people see the original post. 

Commenting on a Post

An even more valuable way to interact with a post is by commenting. Once you have connected with someone, reading and commenting on their posts is an excellent way to build on that relationship. This way, they are starting the conversation, and you are helping expand on that content by adding your ideas. In addition, you can comment on other people's comments and share additional value. 

​You can thank the initial poster for sharing the idea, add your thoughts, share your experiences, and illustrate how you have used the concept in practice. Commenting on posts also gives you an inroad to connect with someone else who is also interacting with that post. Commenting is a great way to interact with others in your profession, build credibility, and make more meaningful connections. It also helps to achieve one of your LinkedIn goals of showcasing your knowledge and also sharing valuable information. 

Reposting

If someone posts something of value to your connections, you may want to comment on the post itself and then consider reposting it with your comments. When you repost content, first, you'll see anything you typed, then LinkedIn will include the entire original post. This helps the original post get additional views and also enables you to share useful content with your network.

​When I repost content, I usually include "Thanks [original poster] for sharing this information!" To include the original poster's name, include the @, then type the first part of their name, and choose their name from the options provided. (This is often called an "at mention." This will tag them in the post so they can interact with your new post, which will help boost the number of people who see the post. 

Sharing Your Own LinkedIn Posts

Sharing content on LinkedIn is a great way to engage with your connections, add value to your professional relationships, and promote who you are and what you know. Unfortunately, very few people ever post anything at all--which is a huge missed opportunity to differentiate yourself from others in your field. 

Another question that comes up is the frequency of posting. I recommend posting on LinkedIn no more than once a day and posting one to four times per week. Use your favorite search engine for recommendations on the best times and days of the week to post to get the most views on your posts.
​
As for content, you don't have to write a lengthy, original manifesto to post on LinkedIn and make an impact. ​Personally, most of the content I share on LinkedIn includes some version of the following:
​
  • Context: A sentence or two introducing information and sharing context.
  • A Resource: A link to an article, post, or eye-catching graphic.
  • Keywords: 2-4 hashtags to make my post more findable.

Once you make a post, be sure to like any comments other people make on your post and even reply to each comment. The more likes and comments you receive on your post, the more people will see it. This will continue to build your professional brand and add value to the networking relationships you are fostering through LinkedIn. 

Learn More

  • The Layoff Lady: The Why and What of Posting on LinkedIn
  • The Layoff Lady: Growing Your Professional Network: Adding LinkedIn Connections
  • The Layoff Lady's Ultimate Guide To Answering The Question, "I Just Got Laid Off--Now What Do I Do?"​
  • The Layoff Lady Book: Seven Lessons From Seven Layoffs: A Guide​
0 Comments

Two Unfortunate Job Searching Truths and An Okay One (And How To Manage Each)

5/27/2025

0 Comments

 
By Brenda L. Peterson, The Layoff Lady

The Adventure of Finding a New Job

Whether you're gainfully employed but looking for the next right opportunity for you, or you're in career transition, job searching is hard. Here are three unfortunate job searching truths that can help you manage your mindset and emotions as you work through the ups and downs of this process. 

​Truth 1: Job Seeker Time Goes Slower Than Hiring Organization Time

When you're a hiring manager, you have a ton going on, and only one of those things is hiring a new person. You're still trying to manage your team, meet deadlines, troubleshoot customer problems, and juggle all the people you're considering for your open position. In an interview, when one candidate asks about the hiring process, you tell them you should know who will move on to the next steps in the process "by the end of this week"--and at the time, you believe that is a reasonable deadline. Then there is a software release with a bug that causes three meetings to be scheduled with big clients, or someone ends up out on sick leave unexpectedly, or your child has to be picked up from daycare with the flu. Friday comes and goes, and getting in touch with a candidate falls off your radar until the next week. 

Meanwhile, as a job seeker, you put a note on your calendar that you'll know one way or another by Friday. Then you analyze every syllable you uttered in the interview, hoping you didn't say anything awful. You rethink a facial expression you interpreted as approving and wonder if it really was that at all. You suffer through Saturday, Sunday, and Monday, secretly worrying that you will never find another job. Ever. 

Instead of spiraling, take action to get you closer to your goals.
​
After the interview, email the hiring manager a thank you message and consider sending them a LinkedIn connection request. Put a note on your calendar for a few days after the hiring manager said they would contact you. Reach out to them at that time, including a few pleasantries, reiterating your interest in the role, and asking for an update.

Will you get the job? It's hard to tell. Either way, you did your part. Remind yourself that you won't get every job you apply for, and reflect to see what you can learn from it. At the very least, pat yourself on the back that you didn't over-follow up (which is often worse than not following up at all), and be sure to focus on more than one job opportunity at a time.

In addition, network with three more people and apply for three more jobs.

Truth 2: It's Not "Your Job" Until You Receive A Paycheck

Inevitably as a job searcher, you run across it. THE job. It's the one you know is meant to be yours. It's perfect--easy commute, a great title, the go-to company, exactly what you are qualified (and want) to do. In your head, you think--this is MY job. You picture your new business cards, where you'll park, and how you'll introduce yourself as the "Director of Awesomeness" for this perfect company. If you're still working, you may be dreaming about the day you hand in your notice--or get excited knowing you won't have to finish a dreaded project because you'll be elsewhere. You think--why should I even bother applying for anything else because this one is SO my job!

Except, well, it's not actually your job yet. You're looking at it and seeing yourself in it, but it's not real. You don't work there. No one is sending you a paycheck for it. They don't even know your name yet. You may very well still work at your company in a few months when the project you're not excited about is due. While this MAY be the job you eventually get, it's not a done deal yet.

You know what else? It may not end up being your job. Apply for that job--even work hard to get it. Know, though, that you may end up not even getting called in for an interview. This doesn't mean you're not still an amazing professional with valuable qualifications. Remember, there are always many things going on when companies hire. There may be an internal candidate, a previous coworker of the hiring manager, someone who has a referral from a college friend, or someone who has even slightly more of a qualification that didn't make that job posting. 

Instead of spiraling, take action to get you closer to your goals.

Whenever you fall in love with a job or think of something as "your job,” make an extra effort to apply for additional jobs--or at least game out what happens if you do not get the job. If the job you see yourself in works out, great. If not, you're still working towards your ultimate goal of finding a new role (complete with a paycheck), whichever job that might be. 

In addition, network with three more people and apply for three more jobs

Truth 3: You Only Need One Job.

Applying for jobs is a process. Looking back at my records, I have typically applied for between 40 and 100 jobs when I've been in career transition. It's easy to get discouraged. If you're working and looking for something else, you might be more selective in your applications and feel especially attached to an opening you see. Remember, not every personal referral, application, or interview will lead to an offer.

Again--sometimes you apply and hear back a fat lot of nothing. Sometimes, you might get a quick rejection from a job only to see it reposted a week later. In those cases, it can be hard to see that they don't even have a good candidate, but they know it's not going to be me. That one smarts.

It's also hard when you interview for a role multiple times only to hear that you didn't get the job. Even though they genuinely liked you, you didn't get it. Maybe you were a close second, perhaps they went with an internal candidate, or they ended up not filling the position. There is so much rejection in the job search process that you’ll inevitably feel sad and like maybe there is no hope for you finding the right next job for you.

Instead of spiraling, take action to get you closer to your goals. 

At the end of the day, though, you only need one job, and one organization to tell you “Yes.” You only need one place where you and the employer agree to work together. Sometimes, it's helpful to remind yourself that all those no answers get you to the one yes you need. The trick is that you don't know which one will be that yes. You have to keep on keeping on until you find it.

In addition, network with three more people and apply for three more jobs.

Learn More

  • The Layoff Lady's Ultimate Guide To Answering The Question, "I Just Got Laid Off--Now What Do I Do?" ​
  • The Layoff Lady: Managing Job Search Rejection
  • The Layoff Lady Book: Seven Lessons From Seven Layoffs: A Guide​
0 Comments

Self Care: Your Basic Daily Task List

5/20/2025

0 Comments

 
By Brenda L. Peterson, The Layoff Lady

Job Searching: The Good Days​

Some days will be amazing. Within a half hour of waking up, you receive an invitation to do a phone screen, notice another hiring manager accepted your LinkedIn connection request, and receive a message from a recruiter for a role that looks promising. Everything is going great for you. Hearing that good news fills you with hope about the future. You feel appreciated, valued, and worthwhile.

​Soon, you’re updating your budget, making that overdue phone call, and cleaning your whole kitchen. You use that extra burst of energy to start preparing for tomorrow’s phone screen. Today, you are productivity personified.

Job Searching: The Not-So-Good Days

Then there are the other days. You check your email and read, “We will not be moving forward with your application,” then move on to “We regret to inform you,” then finish up with, “This position is no longer available.” You’re not even out of bed, and you already heard you weren’t good enough for three jobs you really wanted.

Now, all that good news from the previous day seems irrelevant. Your email has become a scary place where everyone is mean. You hop onto LinkedIn to look for new jobs. While looking at job listings, you fixate on the one or two preferred qualifications you don’t have. You start to customize a resume for one job, then stare at your screen, trying to figure out why anyone would bother hiring you. Now, you're not going to have it in you to be a high achiever. 

Struggling to Succeed

After a three-rejection morning, you may feel like a failure, and everything is hopeless. Despite how it feels right then, you are not lazy, a loser, or a failure. Instead, you have probably been going too hard for too long and have little to show for it yet. 

In addition, you have probably been relying on the overly simplistic getting-things-done strategies people often bluster about. If your only plan for success involves hammering away, powering through, or pulling yourself up by your bootstraps, you will have problems. It’s an excellent time to remind yourself that bucking/soldiering/cowboying up is not a long-term sustainable strategy. It is a short-term fix you can use occasionally when you have no other options. Making that once-in-a-while solution your go-to move will leave you irritable, burned out, and feeling like the failure you most certainly are not.

Sustainability and Your Career Transition

Yes, you are trying to find a job. Yes, you are trying to keep your finances in check. You also need to be able to continue to keep going sustainably so you can persevere as long as your career transition requires. You won’t be able to push yourself beyond your limits consistently for very long. Given that many job searches last between a few weeks and several months, you will need to find a way to sustain the effort you’ll need to achieve your job search goals. 

Your Basic Self Care Daily Task List

There is an art to writing a helpful task list. This basic self-care list includes items that are valuable, easy to achieve, and can be checked off definitely. You can also update these lists to reflect what makes the most sense to you in your life. This is not your "I have accomplished miracles" list. Instead, this is your "I did the basic things I need to stay well so I can prioritize to keep going" list. 

Morning
  • Brush teeth.
  • Take vitamins/medication.
  • Shower.
  • Drink a glass of water.

Afternoon
  • Eat lunch, including a fruit or vegetable.
  • Drink a glass of water.
  • Move for 30 minutes.
  • Go outside for 10 minutes.

Evening
  • Eat dinner, including a fruit or vegetable. 
  • Drink a glass of water.
  • Stretch for 10 minutes.
  • Brush your teeth.

Modifying The List

This is a good starting point for a basic self-care list. If moving for 30 minutes is too much for you right now, make it 10. If making your bed helps you feel better, consider adding that to your morning list. If you do a load of laundry daily and put it away, fit that in where it makes sense. If you take your vitamins before bed, do that.

​Do what you need to to do make it yours. This basic self-care list will help you feel better on your hardest days. On an easier day, you'll breeze through these items with no problem and move on to conquering the world.

Learn More

  • The Layoff Lady: Five Reasons Why Career Transition is Hard
  • The Layoff Lady: Creating Your Career Transition Support Team
  • ​The Layoff Lady's Ultimate Guide To Answering The Question, "I Just Got Laid Off--Now What Do I Do?"​
  • The Layoff Lady Book: Seven Lessons From Seven Layoffs: A Guide​​​​
0 Comments

Company Research During Your Job Search

5/13/2025

0 Comments

 
By Brenda L. Peterson, The Layoff Lady

Interviewing Goes Both Ways

Whether you are actively searching for a new role, or just have an eye out for a new position, it's important to do your homework. It's important to remember that the company is not just interviewing you for a position. You are also interviewing the company to make sure they meet your requirements for what you want and need in an employer.

When researching, remind yourself of the value of seeking information from multiple viewpoints. You'll gather different, yet often equally valuable, information from the company website, news sources, online review sites, and speaking with individuals who have direct experience working for the organization. 

Let's examine why, when, and how to conduct your vetting process.

What The Company Has To Say

When researching a company, start with the online sites that the company runs. This includes their company website, their LinkedIn company page, and their other social media presences. Your main goals include finding out more about the company and the logistics of working there to help you decide if the company seems like a good fit for you and is aligned with your career goals. 

Here are a few ideas on what to look for: 

  • Is their online presence complete and professional? Is the information current?
  • What details do they have online about their value proposition for employees? Do they mention employee perks, benefits, or their company culture?
  • What industry are they in? How many people work there?
  • ​What are their working arrangements?
  • Have they won any awards?
  • How are they active in the community?
  • On LinkedIn,  are you connected with any of their employees?
  • What is their address? If applicable, do they have office locations near you? For a possible remote position, is anyone else in the state in which you live employed there?​ 
  • Is there recent company report on the website? How have their financials been recently?

The News

Once you have looked at company-run sites, it's helpful to do an online search to see how and when they are showing up in the news. You're looking for good and not-so-good information on the organization, as reported in the news. To do this, you could type in the company's full name and the word news, all in quotes, in your favorite search engine. Alternatively, you could type in the company's name in quotes, then click the news link on your favorite search engine. 

Here are a few ideas on what to look for: 
​
  • Company accomplishments and recent awards.
  • Leadership and key staffing changes.
  • Good works in the community.
  • Activities or events they sponsored.
  • Any legal news or actions.
  • Previous or planned layoffs.
  • Announcements about changes in company structure or ownership.

Online Reviews

After looking at the news, it's helpful to look at online reviews for the company. Remember, often, when people write reviews, they are either ecstatic or disgruntled--sometimes without much in between. For comparison, think about how you would rate a recent employer based on the best day you ever had at work there as compared to your worst day at work--and that both were valid in those moments.

Here are a few places to look that are focused on gathering and sharing opinions about organizations:
​
  • For general impressions of the company, visit The Better Business Bureau.
  • To see history or plans for layoffs, search for WARN notices and your state.
  • To hear what current or past employees have to say, visit Glassdoor.com.
  • To hear what current or past employees have to say, visit Indeed.com.
  • Search for review sites of the company's products and services.

People With Direct Experience

In addition to the news, reports on websites, and anonymous feedback, reaching out to people with experience at a given company for additional insights is also valuable. This is where you can leverage your professional network to connect with people who have firsthand experience. 

Here are a few ideas for how to find out more: 
​
  • On LinkedIn, look at the company's current employees. Search those employees for someone who is one of your current connections. Reach out to that person to ask about their experience working with the company. 
  • On LinkedIn, look at the company's current employees. See if you have a second-degree connection with any of the company's current employees. Reach out to that person to ask if they are willing to introduce you to someone at that organization.
  • Contact key members of professional organizations where you are a member. Ask if anyone there has insight on the company or knows someone who does. As for either an introduction or any insights they have to share. 

What Do You Think? 

What else do you do to research a company? Include your ideas in the comments. 

Learn More

  • The Layoff Lady: Asking for Help Using LinkedIn Messaging
  • The Layoff Lady: Using 1:1 Networking Meetings for Job Searching
  • The Layoff Lady's Ultimate Guide To Answering The Question, "I Just Got Laid Off--Now What Do I Do?"​
  • The Layoff Lady Book: Seven Lessons From Seven Layoffs: A Guide
0 Comments
<<Previous
    Picture
    Check out
    ​The Layoff Lady's Ultimate Guide To Answering The Question, "I Just Got Laid Off--Now What Do I Do?"

    Picture

    Author

    7-time layoff survivor Brenda L. Peterson, The Layoff Lady, waxes poetic on layoffs, job transitions, & career resilience.

    Buy The Book!

    Picture
    Were you recently laid off? Need a roadmap for what's next? Or planning just in case? Check out my book, Seven Lessons From Seven Layoffs: A Guide!​

    Categories

    All
    Career Resilience
    Career Transition
    Compensation
    Contingency Planning
    Energy Management
    Experience Your Emotions
    Health Insurance
    Interviewing
    Job Applications
    Job Searching
    Just Laid Off
    Layoff Book
    Layoff Finances
    Layoff Lessons
    Learning And Development
    LinkedIn
    Portfolio
    Professional Networking
    Resume
    Salary Range
    Self Awareness
    Self Care
    Seven Layoff Lessons
    Support System
    Survival Budget
    Telling Your Story
    Time Management
    Work Samples

    Archives

    July 2025
    June 2025
    May 2025
    April 2025
    March 2025
    February 2025
    January 2025
    December 2024
    November 2024
    October 2024
    September 2024
    August 2024
    June 2024
    May 2024
    April 2024
    March 2024
    February 2024
    January 2024
    December 2023
    November 2023
    October 2023
    September 2023
    July 2023
    June 2023
    May 2023
    April 2023
    February 2023
    January 2023
    December 2022

Brenda L. Peterson, The Layoff Lady Copyright ©2025
  • Blog
  • Seven Layoffs Book
  • Events
  • Media
  • About
  • Contact