For any bad career advice given, someone will defend it, and others will claim it worked for them. Then there is the career advice police who will collectively say why you shouldn’t follow that advice. Most career advice is general, unless you fit the counselor or adviser’s intended audience or have paid someone for specific guidance tailored to you. There isn’t a one-size-fits-all career advice.

Scrutinize all career advice. If you don’t, conflicting advice can become quite messy. The bottom line is often what you want to do and where you want to do it when it comes to your next job. The lack of clarity becomes a journey for both career professionals and job seekers (or clients). 

Successful job candidates today must understand more than the job they want. Become critical thinkers of how the employer expects success. It would be best if you epitomized what employers want. As I said before, “be the prescription to the employers’ job description.” 

Most career professionals these days wouldn’t suggest the old-fashioned “Objective” statement on a résumé. Yet, the church that’s been looking for a secretary for six months will hire someone with skills, even if they have an “Objective.” Not to mention if the person with the “Objective” is referred by a church who was that person’s former employer. Referrals often eclipse errors on résumés.

I’ve suggested job seekers replace the “Objective” with a “Contribution Statement” on a résumé. It’s not just what you bring to the table. It’s the culmination of thoughtfulness, research, and listening to what employers and recruiters say are the problems. You don’t treat a cold with Ibuprofen, and you shouldn’t apply Neosporin to the skin if someone complains of a stomachache. It truly takes an examination on the job seeker’s part to understand and communicate they have the skills to solve the problem. It’s up to you, the job seeker, to apply best practices to align with your goals, motivations, and career objectives.

“Don’t be late” is said to adults as it is to kids, but it is a best practice in all industries. It’s preached from sermons to elementary school. That doesn’t mean someone can’t call to say they will be late. Or if it’s overlooked, if someone vouches for you. Some of you will think this is petty advice, and it is petty on all levels. It sounds good, but it may not be suitable for you. 

People in government sectors who’ve had long careers will still give the old, cut-and-paste-the-job-description-into-your-resume trick. And people have gotten interviews and jobs from that strategy. I witnessed this firsthand in a recent conversation. Generally, it doesn’t work well, but for someone, it did. We can call it an anomaly. However, it’s not a good practice, considering that I’ve heard of a thousand other people who tried and failed with the same strategy. 

My friend Hannah Morgan has suggested over the years we call informational interviews something else. Contextually, she is told to stop approaching people: “Can I conduct an informational interview with you?” She’s right. She has several articles in which she makes it clear it needs to be a conversation. I call it informational interviews countless times, and I’ve qualified it by saying it’s a business or informal conversation. Not always, but you get the point. Maybe I should say stop taking career and job-search advice so literally?

Career professionals offer career advice on how they would if they were the job seeker, without hearing what they are saying. What they say isn’t always in words, nor is their story a literal translation. Within those stories are feelings, and the words they speak are louder than unspoken. The career practitioner must listen for the unsaid as diligently as they interpret what is said. People who need advice are rarely straightforward, specific, and aware in their approach to job search, and are not always sure what they want.  

Many will argue they don’t have to customize their résumé to each employer. That’s arguable in this instance, despite best practices, but you will need to customize your approach if the company’s values and philosophies differ. Everyone prefers a different way to be charmed. You must respect their preferences if you want to be noticed.