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hello@janelabrahami.com
I'm Janel, a career coach, speaker, and Future of Work…
Articles by Janel
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"Was grad school *really* worth it?" Why I moved abroad to attend grad school full-time.
"Was grad school *really* worth it?" Why I moved abroad to attend grad school full-time.
*Updated November 2025 Although I started my first full-time job immediately after college graduation (my ceremony at…
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Create Your Winning Game Plan: Sports Principles for Career Success
Create Your Winning Game Plan: Sports Principles for Career Success
How can a sports mentality improve your career? I found out today from three leading female sports professionals…
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How to Lose a Job in 10 Ways
How to Lose a Job in 10 Ways
While none of the following offenses are likely to cost you your job on their own, together they can sabotage your…
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Today in my portfolio career: moderating a panel of experts from The Alexander Group, Airship, and Peek on AI-Era Sales Compensation for approx 50…
Today in my portfolio career: moderating a panel of experts from The Alexander Group, Airship, and Peek on AI-Era Sales Compensation for approx 50…
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Today in my portfolio career: moderating a panel of experts from The Alexander Group, Airship, and Peek on AI-Era Sales Compensation for approx 50…
Today in my portfolio career: moderating a panel of experts from The Alexander Group, Airship, and Peek on AI-Era Sales Compensation for approx 50…
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1926: Henry Ford expanded the 8-hour factory workday into a standardized 5-day, 40-hour workweek. 100 years later, it’s time for a rewrite.
1926: Henry Ford expanded the 8-hour factory workday into a standardized 5-day, 40-hour workweek. 100 years later, it’s time for a rewrite.
Posted by Janel Abrahami
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Want to be in my partner in crime?! I'm hiring for a Senior People (HR) Manager for my team at Peak Design. Getting to do HR at this company is…
Want to be in my partner in crime?! I'm hiring for a Senior People (HR) Manager for my team at Peak Design. Getting to do HR at this company is…
Liked by Janel Abrahami
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Underrated Career Pivots for anyone who needs a change but doesn’t want to start from scratch. Tell me your current job in the comments + I’ll give…
Underrated Career Pivots for anyone who needs a change but doesn’t want to start from scratch. Tell me your current job in the comments + I’ll give…
Shared by Janel Abrahami
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Fiona Siseman
Leading Through Ambiguity Alia Rose Connor and I are continuing our series using the SCARF model (https://lnkd.in/eQhMudWF). This week, A for Autonomy: When things feel uncertain, people crave control. In times of organizational uncertainty or shifting priorities, a leader's response to the need for clarity can result in overorchestrating plans or processes as they try to create some certainty for the team and themselves. The desire to provide as much certainty as possible can undermine what people really need - some control. Some ways to do this are: 👉 Offer choice in the how, even when the what is set. “We need to improve onboarding retention. You decide how we might do this.” 👉 Let them design the experiment. “What’s the smallest test that would teach us something useful in two weeks?” 👉 Co-create the plan. “Given what we know now, what should we not work on?” Shaping the path gives people something solid to stand on, and ambiguity becomes more workable. We’re exploring how to lead through ambiguity. Next time, Relatedness. #collaborativeteams #leadership #ambiguity #leadershipdevelopment
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Jeffrey Moss
Skills-Based Hiring: Simple, Effective, and Still Misunderstood There’s a lot of buzz around skills-based hiring from SHRM and others, but also a lot of confusion when recruiting / talent acqusition teams think about putting it into action. Too often, it gets conflated with complicated skills taxonomies or massive overhauls of job descriptions. In reality, skills-based hiring isn’t about making the recruiting process harder - it’s about making it smarter. At its core, skills-based hiring simply means designing your recruiting process to evaluate a candidate’s actual skills, not just their academic pedigree or proxies like GPA or major. This is especially urgent in early career hiring, where companies often say they "hire for skills and potential," but still rely on old processes or have hiring managers focused on school, GPA, major... Ironically, many of the best companies already use skill-based hiring such as consulting firms’ case interviews or technical challenges in engineering. But those only come into play after resume reviews, phone screens, initial interviews... once significant time is expended and many promising candidates have been filtered out for reasons unrelated to their actual ability. So how do we move skills assessment up the funnel cost-effectively, at scale, and without the heavy lift? That’s where approaches like Micro-Internships and other project-based experiences come in. These real-world tasks give candidates from any background a chance to show what they can do, and give employers a direct window into the skills that actually drive success without adding to their workload. The data backs it up as Parker Dewey has seen this approach lower costs 40-80%, drive ~70% time savings, improve conversion, and enhance retention to over 98%! And with almost 75% of business leaders say they struggle to find entry-level talent with the durable skills (eg critical thinking, communication, adapatability) that drive success in today’s roles, this is vital as these skills are both hardest to assess and most important to get right. It’s time to make skills the focus right from the start. The companies that do gain a competitive advantage in building the future-ready teams they need. Curious how Micro-Internships fit into this? Let’s chat. https://lnkd.in/eFdgS-TT #SkillsBasedHiring #EarlyCareer #CampusRecruiting #TalentStrategy #MicroInternships
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