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Even if you aren’t currently applying for jobs, you should still devote some time to updating your resume. Sprucing up a few things on your resume will make all the difference when a new job opportunity pops up and your resume will be ready to go.

AIDA—Attention. Interest. Desire (Decision). Action. If you’ve worked in sales or marketing, or seen the first 20 minutes of the classic movie Glengarry Glen Ross, you know what it means. But how can you transfer this, as a job seeker, to your LinkedIn profile? It’s easier than you think.

It’s been shown that time abroad can benefit a career, but a new study shows that it may become a prerequisite for aspiring chief financial officers seeking positions at large organizations.

Recruiters could throw your resume out after six seconds. Hiring managers could walk out of an interview after five minutes. These statistics, as brash as they may seem, point to one fact: You have to impress your hiring manager immediately.

Employer brand may sound like the clichéd term that’s been shunned by recruiters and human resources managers alike, but without the right presence, you will lose candidates. One of the first steps in getting talent interested in your organization is to develop your face on social media.

We’ve been talking a lot recently about the shift of power from organizations to that of candidates. With the increases in hiring, the demand for the right pieces for organizations is outpacing the supply. This means that job seekers are able to make decisions on their terms, leveraging offers and seeking their own ‘perfect fit.’

Many have said, “Hire slow, fire fast.” This is a great statement, promoting deliberation and in-depth decision making within your organization. However, there is an epidemic among hiring organizations—hiring too slow.

With tomorrow being Thanksgiving, employers are looking for unique opportunities to show gratitude to employees for their hard work and dedication each day. But why focus on a single day to do so?

Candidates have spent the past years applying for jobs in which the hiring organization has had the most power in recent memory. But this is no longer the case. Now, in something we would like to call the second war for talent, the candidate has been gaining power and is now fighting off multiple offers from multiple organizations.

The battlefield has shifted, and we are now entering into something the likes of which have been unheard since 1999. Candidates are moving into control, and without the right calculations in the battle for candidates, you will be losing top prospects to competitors.