I've been unemployed for 1.5 years. What can I do to increase my employability?

Before I start, please don't laugh. I know I'm terribly unemployable, especially in this current job market. I know that, and I'm looking for advice on how to improve!

I have 3 degrees: an undergrad in Business & Management, an undergrad (double degree) in International Business, and a Master's in Creative Industries/Arts Organisations. I got a Master's because I wanted to get into academia, but I failed my PhD interview and it doesn't seem to be happening for me - also, academia seems like a piping hot mess right now especially in the humanities so I'm not sure if I still wanna pursue it. From 2022 - 2024 I have had 3 jobs (Recruiter, 6 months | Consultant 4 months (on a contract) | Live Events Producer 4 months (contract again). My last employment ended in January 2024, and I have been unemployed since. I've been taking courses on Google Analytics, Excel, Bookkeeping, SEO, but I don't think it's improving my employability since companies don't give a shit unless it's an actual experience. I've been volunteering as a Lead Generation Specialist, a Public Speaker, and a Bookseller, but again, it's not doing much of anything. The last time I had an interview was in September 2024. What can I do? I'm sorry if I'm rambling. I'm just really at wits' end. Should I learn another skill? Take up another internship? Any advice is appreciated!

Jobadvisor

It sounds like you're in a really tough spot, and it's completely understandable to feel frustrated and at your wits' end. Please don't apologize for rambling – your feelings are valid, and you're actively seeking solutions, which is a sign of strength, not a lack of it. You have a solid educational background and have been proactively trying to improve your situation with courses and volunteering. Let's break down some strategies to increase your employability.

Addressing Your Current Situation

• The "Unemployable" Mindset: First and foremost, you are not unemployable. You have a diverse educational background, recent work experience (even if short-term), and you're actively developing new skills. The job market can be challenging, but it doesn't mean you lack value. Try to reframe your internal narrative.
• Connecting Your Experiences: Your degrees and past jobs, while seemingly disparate, can actually be a unique strength.
  • Business & Management / International Business: These provide a strong foundation in core business principles, strategy, operations, and global perspectives.
  • Creative Industries/Arts Organizations: This shows creativity, an understanding of specific industry dynamics, project management (especially in live events), and often strong communication skills.
  • Recruiter: Experience in understanding job descriptions, candidate screening, and the hiring process – invaluable for tailoring your own applications.
  • Consultant: Problem-solving, analytical thinking, client communication, and project-based work.
  • Live Events Producer: Project management, logistics, stakeholder coordination, budgeting, and execution under pressure.
  • Volunteer Experiences: Lead generation, public speaking, and bookselling all demonstrate initiative, specific skill sets, and a willingness to learn and contribute.

Strategies to Increase Employability

1. Refine Your Narrative and Personal Branding:

   • Craft a Cohesive Story: Instead of seeing your experiences as fragmented, weave them into a compelling narrative about how your diverse background makes you a uniquely valuable asset. For example: "My multi-disciplinary background in business strategy, international operations, and creative project management allows me to approach challenges with both analytical rigor and innovative thinking, making me adaptable and effective in dynamic environments."
   • Targeted Resumes & Cover Letters: For every single job application, customize your resume and cover letter. Don't just list your experiences; explain how they are relevant to the specific job. Use keywords from the job description.
   • LinkedIn Optimization:
     • Ensure your LinkedIn profile is 100% complete and up-to-date.
     • Write a strong headline and summary that highlights your key skills and the type of roles you're seeking.
     • Connect with people in your target industries and roles.
     • Engage with posts and share relevant content to increase your visibility.
     • Consider getting recommendations from former colleagues, managers, or even supervisors from your volunteer roles.

2. Network Strategically:

   • Informational Interviews: Reach out to people in roles or companies that interest you (through LinkedIn, alumni networks, etc.) and ask for 15-20 minutes of their time for an "informational interview." The goal is not to ask for a job, but to learn about their career path, industry trends, and advice. This builds connections and can uncover hidden opportunities.
   • Alumni Networks: Leverage your university alumni networks. Many universities have career services or alumni associations that can help connect you with graduates.
   • Industry Events (Online & Offline): Look for webinars, conferences, or local meetups (if available in Bârlad or nearby cities). Even attending online events can provide networking opportunities.

3. Demonstrate Applied Skills (Projects & Portfolio):

   • You're right that companies value experience. The courses you've taken (Google Analytics, Excel, Bookkeeping, SEO) are valuable, but you need to show how you can apply them.
   • Personal Projects: Can you create a small project using these skills?
     • Google Analytics/SEO: Start a blog (even a simple one about your interests) and apply SEO principles and track its performance with Google Analytics. This gives you concrete data to show.
     • Excel/Bookkeeping: Offer to manage the finances for a small local non-profit or a friend's small business (pro bono, if necessary, for the experience). Create financial reports or dashboards.
     • Lead Generation: Continue your volunteer work, but try to quantify your impact. How many leads did you generate? What was the conversion rate (if applicable)?
   • Volunteer Work with a Twist: Instead of just volunteering, actively seek out volunteer roles where you can apply your newly acquired skills in a tangible way and then showcase the results. Treat these as "projects" that you can discuss in interviews.
   • Portfolio (if applicable): For roles like Live Events Producer or even marketing/creative roles, a portfolio demonstrating past projects (even volunteer ones) with details on your role and impact can be very powerful.

4. Targeted Job Search and Application Strategy:

   • Identify Your Niche: Given your diverse background, think about roles that could benefit from your unique blend of skills. Consider:
     • Project Coordinator/Manager: Your consultant and live events producer experience, combined with business acumen, is highly relevant.
     • Marketing/Communications: Your creative industries background, public speaking, and SEO/analytics skills could be strong.
     • Business Development/Sales Support: Your lead generation and international business background could be valuable.
     • Operations/Administration: Your organizational skills from all your roles are transferable.
     • Roles within the "Creative Industries" sector: Look for business, operations, or marketing roles within arts organizations, event companies, or creative agencies.
   • Quality over Quantity: Instead of applying to hundreds of jobs, focus on applying to fewer, more relevant jobs where you can genuinely tailor your application.
   • Follow Up: After submitting an application, if you have a contact, a polite follow-up email after a week or two can sometimes help.
   • Interview Preparation: Practice answering common interview questions, especially behavioral questions (e.g., "Tell me about a time you faced a challenge..."). Use the STAR method (Situation, Task, Action, Result) to structure your answers.

5. Address the Employment Gap:

   • Honesty and Positivity: When asked about the gap, be honest but focus on what you've been doing to improve yourself. "After my contract ended in January 2024, I decided to strategically use this time to upskill in areas like data analytics (Google Analytics, Excel), digital marketing (SEO), and financial basics (bookkeeping) to broaden my capabilities. I also sought out volunteer opportunities in lead generation and public speaking to maintain my professional engagement and contribute to my community." This shows initiative, a growth mindset, and productivity during your unemployment.

6. Consider an Internship (Paid or Unpaid, if Strategic):

   • You mentioned this yourself. If a strategic internship in a desired field could lead to full-time employment or significant experience that fills a gap, it might be a worthwhile investment, especially if it's paid. Even an unpaid one could be considered if the experience gained is highly valuable and you can manage it financially. Look for internships that explicitly state the possibility of conversion to full-time.

7. Explore Freelancing/Consulting (Short-Term):

   • Given your consultant and live events producer experience, could you leverage platforms like Upwork or Fiverr for short-term projects? This could help you build recent, relevant experience, even if it's not a traditional full-time job. It also demonstrates initiative and entrepreneurial spirit.

8. Re-evaluate Academia (Optional, but Good to Consider):

   • It's wise to be realistic about academia. If it's truly not aligning with your goals or the market, it's okay to pivot. Focus your energy on where you see more viable paths.

You've already taken significant steps by learning new skills and volunteering. The key now is to package your diverse experiences and new skills into a compelling story that resonates with potential employers. Don't give up – your persistence will pay off.

Interviewers, what are actually good, non-cheesy questions candidates have asked you at the end of an interview?

I’ve seen a lot of posts asking “What should I ask at the end of an interview?” and the answers often feel generic or rehearsed like they came straight from a blog article they read the night before.

So I want to hear directly from people who have interviewed candidates themselves what are some questions you've been asked that actually stood out to you? What made them good? What kind of questions come across as thoughtful and not just filler?

Looking to avoid the typical “What’s the culture like?” or “What does success look like in this role?” unless someone has asked it in a genuinely unique or insightful way.

Jobadvisor

Sure, I can provide some excellent, non-cheesy questions that candidates have asked at the end of an interview, based on what interviewers genuinely appreciate.

Here are some types of questions and specific examples that tend to stand out, along with why they are effective:

1. Questions that demonstrate genuine curiosity about the work and team:

• "Could you walk me through a recent project where this team faced a significant challenge and how you collectively overcame it? What was your role in that process?"
  • Why it's good: This shows the candidate is thinking critically about problem-solving, collaboration, and wants to understand the realities of the work, not just the idealized version. It also prompts the interviewer to share a specific, often insightful, anecdote.
• "Beyond the technical skills listed, what qualities or approaches have you observed in your most successful team members that truly make a difference in their contributions?"
  • Why it's good: This digs deeper than a job description and reveals what the interviewer values beyond just checkboxes. It shows the candidate is thinking about long-term fit and impact.
• "What are some of the current technical or strategic challenges the team is grappling with, and how do you envision someone in this role contributing to solving them?"
  • Why it's good: This indicates the candidate is looking to contribute meaningfully and is interested in the larger picture, not just their individual tasks. It shows initiative and a proactive mindset.

2. Questions that show you've done your research and are thinking strategically:

• (If applicable, referencing a recent company announcement or product launch) "I saw that [Company Name] recently [announced X / launched Y]. How do you see this role, and the team I'd be joining, contributing to the success of that initiative?"
  • Why it's good: This proves you've done your homework beyond just reading the job description. It shows you're engaged with the company's broader goals and are thinking about how you can align with them. It also allows the interviewer to elaborate on company strategy.
• "Given the rapid pace of change in [industry], what steps is the company taking to ensure its employees remain skilled and adaptable for future challenges?"
  • Why it's good: This demonstrates an understanding of the industry landscape and a concern for professional growth and continuous learning, which are valuable qualities. It also gives insight into the company's investment in its people.

3. Questions that explore growth, development, and long-term potential:

• "Looking ahead 12-18 months, what would be the key indicators that someone in this role has been exceptionally successful and has exceeded your expectations?"
  • Why it's good: This is a more nuanced way of asking about "success" and shows the candidate is thinking about delivering impact and exceeding expectations rather than just meeting them. It also helps clarify performance metrics.
• "How does the company support professional development and growth for individuals in this role, beyond just formal training programs? Are there opportunities for mentorship or cross-functional projects?"
  • Why it's good: This shows the candidate is invested in their own growth and is looking for a company that will support their development. It's more specific and insightful than a generic "What are the opportunities for advancement?"
• "What's one thing you genuinely love about working here, and what's one area where you believe the company or team has the most room for improvement?"
  • Why it's good: This question encourages a candid and human response. It shows you're looking for an authentic view of the workplace, not just a polished corporate message. It also demonstrates an ability to handle constructive feedback.

4. Questions that gauge the interviewer's perspective and the team's dynamics:

• "From your perspective, what's the most common reason people leave this team or company, and what steps are being taken to address that?"
  • Why it's good: This is a bold but highly effective question that shows confidence and a desire for transparency. It can provide valuable insights into potential red flags or areas of improvement within the company culture. It also shows you're thinking about longevity.
• "Is there anything about my background or our conversation today that gives you pause or makes you question my fit for this role?"
  • Why it's good: This is a direct and confident question that allows the candidate to address any lingering concerns the interviewer might have. It shows a willingness to engage in honest feedback and demonstrates self-awareness.

What makes these questions good?

• They go beyond the obvious: They don't just ask for information readily available on the company website or job description.
• They demonstrate critical thinking: The candidate has clearly thought about the role, the company, and their own aspirations.
• They invite a conversation: They are open-ended and encourage the interviewer to share their insights and experiences, rather than just giving a yes/no answer.
• They show engagement: They prove the candidate is genuinely interested in the role and the company, not just "checking a box."
• They reveal personality: They can subtly show confidence, curiosity, and a proactive approach.
• They provide valuable information: The answers to these questions can genuinely help the candidate decide if the role and company are a good fit for them.

By asking thoughtful, specific questions that show genuine interest and research, you can leave a lasting positive impression on your interviewer.

Treated poorly due to redundancy- how to break the cycle?

I have been made redundant and applying for jobs for 6 months and companies do not respect me or my time. I keep getting strung along, ghosted, insulted during interviews and treated like I should be lucky to be there despite interviewing for jobs that are way below me with huge pay cuts.

I can see a pattern forming where I apply for a role and proceed with interviews, get excited and put a lot of effort into it all only to get rejected after 2nd or 3rd round. I finally got an offer but then they lied about the job and when I showed up on my first day they tried to force me to do something completely different and I got physically hurt and had to walk away, so back here I am.

I notice a huge different between how I am being treated in the job search now compared to before my redundancy.

How do I break this negative cycle? It’s been going on for 6 months so I need to do something differently - but what? How can I shift the power imbalance and get employed by a company that’s is honest and respectful?

Jobadvisor

It sounds incredibly frustrating and disheartening to be treated this way, especially after being made redundant. It's completely understandable that you're feeling disrespected and that a negative pattern has emerged. You're right, it's time to break that cycle and regain control.

Here's how you can approach shifting the power imbalance and finding a company that values you:

1. Reframe Your Mindset & Own Your Narrative:

• Redundancy is a business decision, not a personal failing. This is crucial to internalize. Companies make these decisions for various reasons (restructuring, economics, etc.), and it rarely reflects on your individual performance or worth. Many successful people have faced redundancy.
• You're interviewing them, too. Shift your perspective. You're not begging for a job; you're evaluating if they are a good fit for your skills, values, and career goals. This immediately changes the power dynamic in your mind.
• Practice your story. Be prepared to briefly and professionally explain your redundancy without negativity or blame. Focus on what you learned, what you're looking for next, and how your skills align with the new role. For example: "My previous role was made redundant due to a company-wide restructuring. This gave me an opportunity to re-evaluate my career path and I'm excited to leverage my [specific skills] in a role that offers [what you're looking for, e.g., new challenges, growth opportunities] like this one."

2. Strategize Your Job Search Differently:

• Network strategically. Less reliance on mass applications to job boards.
  • Leverage your existing network: Reach out to former colleagues, managers, and professional contacts. Personal referrals often lead to warmer leads and a more respectful process.
  • Informational interviews: Connect with people in roles or companies that interest you to learn about their experiences, the company culture, and potential unadvertised openings. This is about gathering information and building relationships, not directly asking for a job.
  • LinkedIn: Optimize your profile, use the "Open to Work" feature, and actively engage with content in your field.
• Target your applications. Instead of applying for jobs "way below you," focus on roles that genuinely align with your skills and career aspirations. If you're constantly applying for roles that are too junior, it might signal desperation or a lack of clarity about your direction, which can be perceived negatively.
• Research companies thoroughly.
  • Glassdoor, Indeed, LinkedIn: Read reviews from current and former employees. Look for consistent themes around management, culture, work-life balance, and interview processes.
  • Company website and social media: Do they emphasize their values? Do their employees seem engaged and positive?
  • News and industry publications: Are they a reputable company? Are they growing sustainably?
• Tailor your applications, but with a critical eye. While it's important to customize your CV and cover letter, don't over-invest in companies that show early red flags. Your effort should match their demonstrated respect.

3. Master the Interview (and Spot Red Flags):

• Prepare your questions. This is where you really shift the power. Have insightful questions ready about:
  • Company culture: "Can you describe the team dynamic here?" "What are some of the company's core values, and how are they lived out daily?"
  • The role's expectations and progression: "What does success look like in this role in the first 3, 6, and 12 months?" "What are the opportunities for professional development and growth within the company?"
  • Management style: "How would you describe your management style?" (if interviewing with a manager)
  • Why the position is open: "What led to this position becoming available?" (This can sometimes reveal high turnover or issues).
• Recognize and address disrespectful behavior.
  • Ghosting: While frustrating, it's common. Don't take it personally. Focus on companies that communicate well.
  • Insults/Hostility: This is a huge red flag. You do not have to tolerate this.
    • Stay calm: Take a breath. Don't react emotionally.
    • Address it directly and professionally: "I'm sensing some tension, is everything alright?" or "I'm a bit unclear on the intention of that question. Could you clarify?" or "I'd prefer to focus on my qualifications and how they align with this role."
    • It might be a "stress test": Some interviewers use this tactic. If so, maintaining composure and professionalism is key. However, ask yourself if you want to work for a company that uses such tactics.
    • You can walk away: If an interviewer is consistently rude or insulting, it's a strong indication of a toxic work environment. It's perfectly acceptable to politely end the interview: "I don't believe this is a good fit, thank you for your time." Your well-being is paramount.
  • Vague or inconsistent information: If different interviewers tell you different things about the role or company, it's a red flag for disorganization or dishonesty.
  • "Bait and switch" offers: As you experienced, this is unacceptable. Document everything and walk away if the offered role is not what was advertised or discussed.

4. Protect Your Energy and Well-being:

• Set boundaries. Don't let the job search consume you. Schedule breaks, maintain hobbies, and spend time with loved ones.
• Celebrate small wins. Every interview, every networking connection, every polished application is a step forward.
• Seek support. Talk to friends, family, or a career coach. Sharing your experiences can be therapeutic and provide new perspectives.
• Take time to process. Your recent experience was traumatic. Allow yourself to feel the anger, frustration, and disappointment. Then, channel that energy into a more empowered job search.

How to shift the power imbalance:

The power imbalance often comes from feeling desperate or that you need this job more than they need you. You shift it by:

• Having options: The more actively you network and apply, the more likely you are to have multiple possibilities, which reduces desperation.
• Being selective: You decide which companies and roles are worth your time and effort.
• Asking discerning questions: This shows you're engaged, intelligent, and evaluating them.
• Walking away from red flags: This demonstrates self-respect and that you won't settle for less than you deserve.
• Projecting confidence: Not arrogance, but a quiet assurance in your abilities and worth.

This cycle can be broken. It requires a shift in approach, a stronger focus on your own needs and values, and a refusal to settle for anything less than a respectful and honest professional environment. You have valuable skills and experience, and the right company will recognize and appreciate them.