Explore emerging careers through 2025 in clean energy, healthcare, and tech sectors. Get expert guidance on career transitions, training opportunities, and professional support to accelerate your path to high-growth fields.

Considering a career change? You’re not alone. Whether you’re exploring new opportunities or facing an unexpected transition, understanding today’s fastest-growing fields can help you make informed decisions about your next move.

High-Growth Career Paths Worth Exploring

1. Clean Energy: No Experience Required
   • Wind turbine technicians top the Bureau of Labor Statistics’ fastest-growing occupations list
   • Entry-level salaries: $60,000-$70,000
   • Two-year training programs available with high placement rates
   • Solar panel installation ranks second for job growth
   • Modern training uses VR technology for hands-on experience
2. Healthcare: Mid-Career Transition Friendly
   • Nurse practitioners rank third in job growth
   • Fast-track option: 18-month accelerated nursing program for career changers with any bachelor’s degree
   • Boston area starting salaries: $120,000-$130,000
   • Multiple entry points and flexible education paths
3. Technology: The AI Revolution
   • Data science (ranked 4th) and information security (ranked 5th) lead tech growth
   • Rising demand in:
     • Cybersecurity
     • AI-related positions
     • Data analysis

Making Your Transition Possible

Financial Support

• Massachusetts residents: Free community college tuition available
• Many employers offer tuition assistance programs
• Certificate programs provide cost-effective alternatives

Skills Development

“It’s just being nimble and willing to learn, especially for those who’ve been in the market a bit. Because that is something that when we work with clients, we take a look at that in terms of what can you get in your tool kit in terms of skills, what certificates can you get.”

– Mary Cavanaugh, SVP for Career Management at Keystone Partners

HR Leaders: Supporting Employees Through Transition

During workforce reductions, partnering with career transition experts can:

• Provide immediate, expert guidance to affected employees
• Work with employees one-on-one to enter industries based on transferable skills
• Offer structured support through certified career consultants
• Maintain company reputation and employee resilience
• Reduce legal risks
• Help employees navigate the job market more effectively
• Provide data-driven insights

Why Take Advantage of Provided Career Transition Support

A career transition partner offers you:

• One-on-one dedicated support
• Expert market knowledge and industry connections
• Personalized assessment of transferable skills
• Professional resume and LinkedIn optimization
• Interview preparation and salary negotiation coaching
• Emotional support during challenging transitions

About Keystone Partners: We specialize in helping both organizations and individuals navigate career transitions successfully. Our certified career consultants provide personalized guidance to help you identify and secure your next opportunity.

Contact us to learn how we can support your organization or to take advantage of your provided career transition services.

Composition of a career transition program

Even people in the same field and occupation have different talents, passions, and work histories. Therefore, career transition programs require a tailored approach with holistic services centered around the participants and job market analysis. Regardless of its uniqueness, a few key components should be included in these programs.

Establishing goals & objectives

When someone finds themselves in an unfamiliar situation, such as losing a job, it’s common to feel slightly lost. For this reason, a career consultant helps create a roadmap toward a professional destination. Courses of action are typically set in place only after assessing an individual’s professional knowledge, work history, and personal goals and values.

Reviewing skill sets, profiles, & best practices

Resumes can go years without seeing edits or changes; similarly, evaluating and reviewing skill sets sometimes only happen when one switches roles. Considering this, one of the first steps for any career transition program is ascertaining which skills are best to market as well as finding professional optimization opportunities for an individual. These opportunities for improvement could be their personal brand, LinkedIn and social media profile presence, or technical knowledge.

Leaving a job can leave many questions unanswered, such as “how do I update my resume for AI and ATS efficiency?;” “how do I respond in an interview?;” “how do I negotiate a strong offer?;” and “where are my knowledge gaps?”  Career transition programs aim to clarify next steps and any confusing areas.

Marketing & rebranding

Career transition programs commonly use data analysis while consulting and finding employment opportunities – ultimately bringing greater visibility to the participants’ resumes by targeting search terms that employers are looking for and optimizing for the applicant tracking systems. Besides analyzing resumes for industry-specific terms and skills, a career transition program helps specify talents or achievements to showcase in cover letters and emphasize during interviews. Additionally, some programs could help create professional brands for finding work in an entirely new industry – such as a biotech engineer transferring to the field of higher education. It all depends on the marketable skills and viable options for a candidate.

Preparing & coaching

After thoroughly assessing an individual’s strengths and ways of improving their candidacy for a new career, the critical process of in depth career consulting can start. A few approaches might include building a strong resume and LinkedIn profile, interview preparation, and negotiation best practices. The strategies used during this part of the program depend on the employee, industry, and targeted organization – but the main goal is to build confidence and expertise.

It would be a mistake to overlook your remaining employees after a RIF or other major disruption. If not properly supported, they can be left shaken. If you’ve built up a resilient workforce overtime, your remaining employees are more likely to be prepared and remain engaged throughout this change. If this is a new concept to your organization, you can begin by offering resiliency workshops post-RIF.

Networking to create and evaluate opportunities

Despite the fact that 85% of job opportunities are found through networking, many employees don’t know how to best leverage or build their contact list. Your exiting employees can feel lost immediately after their notice, and Keystone Partners acts as their life raft, offering best practices on how to successfully and efficiently identify, reach out, and lean on their network.

Negotiating & closing

The most rewarding step in a career transition program is negotiating offers and onboarding at the new company.

Exiting employees can rush into a new job too soon if they feel like their back is to the wall, with no support and lacking key market insights. Our expert consultants support individuals in creating a career management strategy to position them for their next role and beyond. With 82% of Keystone participants landing a role with equal or greater compensation, employees can confidently make their transition and look back on an otherwise stressful and demoralizing experience positively.

How to start a career transition program

Developing talent is challenging, but getting assistance for your organization doesn’t have to be. At Keystone Partners, we apply years of expertise in order to create goal-oriented, custom career transition programs for individuals and organizations. Contact us today and see how our tailored approach to career transition services creates a more effective and engaged workforce.

In today’s volatile economic landscape, reductions in force are becoming increasingly common, particularly in sectors like tech, where giants such as Google and Meta have recently executed high-profile workforce reductions. A reduction in force, or RIF, can be a necessary strategic move to align with shifting business goals, manage costs, or respond to market disruptions. However, if mishandled, it can have long-term repercussions on employer reputation, employee morale, and legal exposure. 

Business and HR leaders across industries must approach this process with clarity, empathy, and legal precision. This guide is designed for those responsible for making or managing these decisions, whether you’re an executive, HR leader, or organizational strategist. We’ll explore what a reduction in force entails, how it differs from layoffs and furloughs, and the critical steps to plan and communicate a RIF effectively. You’ll also learn about key legal considerations, potential risks, and the role of outplacement services in minimizing disruption and supporting affected employees. 

What is a Reduction in Force?

A reduction in force (RIF) is the permanent elimination of roles within a company, often driven by financial pressures, shifts in strategic direction, mergers, or organizational restructuring. Workforce reductions are among the most difficult, but sometimes necessary, decisions leaders face when responding to shifting business priorities, financial pressures, or structural change. In today’s fast-paced market, where technology evolves rapidly and consumer behavior shifts constantly, many businesses face the tough reality of needing to reduce their workforce to remain competitive and financially sustainable. 

Unlike temporary layoffs or furloughs, a RIF typically signals a long-term change in staffing needs. It may also involve broader cost-saving measures such as hiring freezes or reduced working hours. Employers frequently offer severance packages or access to outplacement services to help impacted employees transition more smoothly. These steps aren’t just compassionate; they can also help reduce legal risk and protect a company’s reputation. 

Because a RIF can create stress, uncertainty, and even resentment among affected employees, it’s critical for employers to handle the process with professionalism and care. Adhering to legal requirements and leaning on external experts when needed ensures that the process is both compliant and respectful for all parties involved. 

Key Differences Between a Reduction in Force and a Layoff 

Although often used interchangeably, a reduction in force (RIF) and a layoff have distinct differences in purpose and permanence. A layoff typically occurs when there is a temporary lack of work or resources, and there is a possibility that the affected employee could be rehired when business conditions improve. In contrast, a RIF involves the permanent elimination of a position, with no intention to refill it, often as part of a larger organizational restructuring. 

Here are a few key distinctions: 

• Layoffs: Temporary workforce reduction due to decreased demand, budget cuts, or seasonal slowdowns. 

• RIFs: Permanent job elimination tied to strategic shifts, mergers, or long-term cost reduction efforts. 

• Rehire potential: Laid-off employees may be rehired; RIF’d employees are not expected to return to their role. 

Understanding the difference is essential for HR professionals, legal teams, and business leaders when planning workforce changes and communicating them effectively. 

Key Differences Between a Furlough and a Layoff 

While both furloughs and layoffs stem from business disruptions or financial constraints, they carry different implications for employees and employers. A furlough is typically a temporary leave from work, often unpaid, during which the employee remains on the company’s payroll and is expected to return once conditions improve. Layoffs, on the other hand, involve a more definitive separation, with no guarantee of rehire. 

Here are a few important distinctions: 

• Furlough: Temporary leave; the employee remains employed but may not receive pay during the period. 

• Layoff: Involves terminating employment, either temporarily or permanently, depending on the circumstances. 

• Benefits impact: Furloughed employees often retain access to benefits, whereas laid-off employees may lose them depending on the employer’s policy. 

• Job status: Furloughed workers can seek other employment while still technically employed; laid-off employees are officially separated. 

Understanding these nuances is essential for HR teams and organizational leaders when deciding how to respond to economic pressures or operational slowdowns. 

What to Consider Before Initiating a Reduction in Force

Before committing to a workforce reduction leaders should evaluate whether the organization is truly prepared, both operationally and culturally, to navigate the impact. A RIF is more than a financial decision; it requires strategic alignment and clear communication across leadership, HR, and legal teams. Human resources must be equipped to handle compliance, documentation, unemployment eligibility, and risk mitigation. Meanwhile, managers need to be aligned on the rationale, messaging, and long-term business objectives behind the move. 

Because any staff reduction results in permanent job elimination, it’s essential to assess how these changes will affect core operations and service delivery. Will your team still be able to meet client expectations? Can remaining employees carry the workload without burnout or disengagement? Considering the ripple effects on morale, productivity, and company culture can help ensure the decision is thoughtful and sustainable, not just reactive. 

The Organizational Impact of a Reduction in Force on Employers 

When thoughtfully executed, a staff reduction can lead to long-term financial stability and increased operational efficiency. Employers may see immediate cost savings from lower payroll expenses, as well as an opportunity to realign teams with core business priorities. However, these potential benefits come with significant risks.  

A poorly handled RIF can damage employer brand, trigger legal complications, and erode employee trust. With social media and online platforms amplifying public perception, missteps can quickly go viral and create lasting reputational harm. The ripple effect can impact not only talent acquisition and retention, but also customer confidence and stakeholder relationships.  

Before moving forward, employers should consider: 

• How the RIF will be communicated internally and externally 

• Whether remaining teams have the capacity to maintain business continuity 

• Support mechanisms in place for transitioning employees (e.g., outplacement services) Legal and compliance risks tied to role eliminations 

By proactively planning and prioritizing transparency, organizations can mitigate the downsides and strengthen trust during a period of disruption. 

Key Benefits of a Reduction in Force for Employers 

When implemented with care and strategy, an organizational reduction can offer several benefits. These advantages often go beyond immediate cost savings and can support long-term business goals, especially during times of economic pressure or structural change. 

• Lower labor costs: A reduction in staff allows companies to decrease payroll expenses by eliminating roles that are no longer essential. In some cases, salary savings may also come from reassigning or reclassifying positions. 

• Eliminate role redundancies: As business models evolve, some positions may become obsolete or duplicative. Workforce reduction helps organizations realign resources with strategic priorities. 

• Boost operational efficiency: Leaner teams often foster sharper focus and higher performance. By retaining top talent and letting go of underutilized roles, businesses can streamline workflows and improve productivity. 

Ultimately, when a workforce reduction is planned thoughtfully, it can become a valuable tool for improving organizational agility and aligning workforce structure with long-term objectives. 

Potential Risks and Drawbacks of Workforce Reduction 

Despite the potential advantages, a personnel reduction can introduce significant challenges for organizations, both internally and externally. Without proper planning and communication, the negative impact can quickly outweigh the intended benefits.  

• Customer retention risks: If downsizing reduces service capacity, customers may experience delays, declines in service quality, or lost trust. In addition, public perception can suffer if the RIF process is viewed as poorly handled or insensitive. 

• Decreased employee morale: Remaining staff may feel insecure, undervalued, or overburdened following a workforce reduction. This can lead to disengagement, productivity loss, and higher turnover. Providing outplacement support and transparent communication helps ease cultural disruptions. 

• Legal exposure: RIF-related claims, such as wrongful termination or discrimination can arise if legal protocols are overlooked. To reduce liability, employers should follow Department of Labor guidance, maintain thorough documentation, and consult HR professionals throughout the process. 

Understanding the potential drawbacks of downsizing your staff is essential to mitigating risk and maintaining organizational stability during a transition. 

Understanding RIF Laws and Legal Considerations for Employers

Poorly executed reductions in force can open the door to litigation and regulatory scrutiny. A common legal pitfall involves the disproportionate selection of older or higher-paid employees, which can raise concerns under anti-discrimination laws. Conducting an adverse impact analysis and closely reviewing employee demographics can help HR teams mitigate this risk and ensure decisions are equitable and defensible. 

In addition to fair selection practices, organizations must also understand and comply with federal laws that protect employees during workforce reductions. Depending on the size of the company and the nature of the RIF, employers may be legally required to offer continued healthcare coverage and provide sufficient advance notice to affected employees. Key legislation includes: 

• WARN: The Worker Adjustment and Retraining Notification Act requires companies with 100+ employees to provide 60 days’ advance notice if laying off 50 or more employees or reducing their hours by 50% or more. 

• ADEA / EEOC: The Age Discrimination in Employment Act (1967) and the Equal Employment Opportunity Commission laws prohibit discrimination based on age, gender, or other protected characteristics when making RIF decisions. 

• COBRA: The Consolidated Omnibus Budget Reconciliation Act (1986) mandates that qualified employees can retain health coverage for 18 months after being laid off. This coverage may extend to 36 months for an employee’s dependents in cases like divorce. Employers must provide proper COBRA documentation and notices to employees within 30 days after issuing a WARN notice. 

Best Practices for Communicating a Staff Reduction 

Before conducting a reduction, it’s critical to develop a clear communication strategy to ensure consistency and clarity throughout the process. Properly preparing your HR teams and managers to answer both occupational and legal questions from employees is essential. This is particularly important for companies with remote or distributed teams, as additional communication contingencies may need to be established. 

Transparent and empathetic communication can help turn exiting employees into loyal advocates, which in turn protects your company’s reputation. It also mitigates the risk of litigation, as employees are less likely to feel blindsided or mistreated. Additionally, utilizing professional outplacement services can reduce unemployment costs and minimize organizational disruptions during the RIF process, making the transition smoother for all parties involved. 

Workforce reductions are some of the most complex decisions an organization can make. From understanding the legal implications to effectively communicating with employees and managing the aftermath, downsizing demands thoughtful planning and execution. When handled strategically, a RIF can help organizations streamline operations and move forward with resilience. But without careful preparation, it can create long-term setbacks—from reputational harm to employee disengagement and legal exposure. 

The information provided here is designed to help you weigh the benefits and drawbacks, understand the legal framework, and communicate with care during this critical time. As your organization considers or navigates a reduction in force, revisit this guide for updated insights and explore related resources that support ethical, compliant, and human-centered approaches to change. 

Minimize the Risks of a Workforce Reduction

Reducing your workforce is never easy, but with the right planning and support, it doesn’t have to put your organization at risk. Learn how to communicate layoffs effectively, support departing employees, and protect your employer brand. 

What are outplacement services?

Outplacement services are a combination of methods and programs created to maintain professional relationships while mitigating the risks associated with employee transitions. Organizations use outplacement solutions to protect long-term reputations and retain top talent.

What services do outplacement firms offer?

Outplacement firms use tools such as career consulting and organizational development to help create sustainable business cultures. Services often focus on the external and internal aspects of career development; in other words, departing employees and the current talent pool. Supportive services provided to exiting employees include:

• Career consulting: This could include an assessment, resume review and production, and interview training for departing employees. Depending on the situation, career consulting can be offered solo, in groups, or in teams.
• Research: Employees can leverage information concerning target companies, career search guides, and job market data to find new opportunities. Providing critical knowledge during offboarding expedites and eases the transitional process.
• Networking: Outgoing employees often need help connecting with a new firm, company, organization, or the individuals who can help them on their journey. Increasing visibility for these employees also decreases unemployment claims.

Outplacement firms may also offer internally-focused services such as:

• Job coaching: This can include mentoring individuals to reach the next stage of their career, as well as analyzing the internal structure of an organization to find new opportunities within the company for current employees, otherwise known as internal mobility. Coach groups, teams, and leaders to improve performance and increase collaboration.
• Organizational development: Finding new places for leadership within the organization, assessing company culture, and improving the onboarding process can help an organization grow. Because every company is unique, outplacement firms take a holistic approach to providing outplacement solutions.
• Candidate screening: Protecting and fostering your current culture and talent retention starts with leadership. Ensuring the correct leadership candidates get hired will safeguard the company’s health and team morale.

What do outplacement services not include?

Solutions provided by outplacement firms primarily facilitate effective hiring, offboarding, and leadership management. Outplacement firms don’t recruit candidates firsthand or apply for jobs directly. They are chiefly mitigators during employee transitions and work towards empowering businesses and individuals to improve company culture and long-term success.

What are the steps in outplacement?

In most cases, outplacement is customized to meet the current needs of an organization or employee. A typical outplacement process begins with an in-depth organizational analysis by an outplacement firm and mentoring for leadership and management teams. Afterward, outgoing employees receive consulting and offboarding assistance. It is possible to divide consulting into multiple sessions involving resume reviews, assessments, and job search webinars. Lastly, networking sessions might be suggested for certain candidates, and program satisfaction surveys can be used to gather valuable feedback to improve the process.

Common obstacles in outplacement procedures

Even when conducted by a reputable firm, the outplacement process can have occasional drawbacks. People may feel pooled together during layoffs due to fierce competition in the job market. Moreover, high-level management and leadership could require special offboarding assistance. As a result, it is crucial to find an outplacement firm with experience working with multiple industries.

Why invest in outplacement services?

Investing in outplacement services can help lower unemployment, boost employee morale, and save money during company transitions. Financially speaking, outplacement firms act as an insurance and accounting service, looking to maximize cost-effectiveness during all aspects of employee migration. Because of this, employers and employees both benefit from investments in outplacement programs.

Outplacement by the numbers

Unemployment claims and false litigations can result in clerical costs and increased taxes. Every year, unemployment claims cost businesses upwards of $10,000 in taxes alone. When it’s time to hire, costs can vary between $4,000 and $20,000, with recruiters charging 15% to 30% of a new employee’s salary, according to Indeed. The more negatively your brand is perceived by the public, the higher the cost of finding new talent. Organizations can mitigate risks and reduce these costs exponentially by investing in outplacement services.

How do employers benefit from outplacement services?

Most employees who are seeking jobs will research companies before they decide to apply. Each year, more digital platforms and forums emphasize job and company reviews. These platforms can serve as promotional posters for companies with outplacement programs. Disgruntled employees with their concerns addressed before departure are less likely to leave a poor review and deter future talent. Additionally, outplacement firms that assist in talent retention, can grow company culture, and maintain leadership quality for the employees who remain. All of this can result in a stronger brand identity and loyalty.

How do employees benefit from outplacement services?

Improved offboarding, consulting, and skill assessments all transfer to easier layoffs and job transitions. Knowing that exiting individuals are provided an outplacement service, current employees are less likely to experience decreased morale. Lastly, improved trust in a company can translate to a more positive and transparent workplace culture.

Choose an outplacement firm that fits your organizational needs

An increasingly diverse business landscape requires both tried and true, as well as evolving outplacement services. As expectations develop faster than skills, it’s advisable to address hiring and offboarding needs while nurturing talent development. A successful outplacement firm has decades of experience and focuses on future initiatives to deliver an impactful experience.

Keystone Partners has supported organizations in making changes for growth for over four decades. Our industry-topping consultant-to-participant ratio also optimizes costs and results for your best outcome. Contact our team today and discover how we can help you build a stronger brand identity!

After a job loss, time is often of the essence. After a layoff, if your employer offers free outplacement services and support as part of your severance package, it is wise to take advantage of this service, which is free to you, so that you can land faster in a new role.

Companies that invest in these benefits really do want to see you land well. Below, we outline some of the top reasons to partner with a career coach offering outplacement support.

1.     Align your Career Goals

The experts in this field who will help you navigate the job search process come with a Career Management lens. They ask the important questions and help you determine what your career trajectory looks like and how to better position yourself as a candidate. This is done by helping you define, target, and evaluate your next career move or pivot based upon your skills, interests, needs, abilities, and values. Career consultants work to understand your career goals and provide you with the necessary tools, framework, expert support, and feedback to conduct your own effective job search campaign. Skills assessments play an important role in determining what your focus should be in your job search.

2.     Reduce Transition Time  

Navigating transition is never easy and is often a lonely sport. Having a career consultant makes it a less solitary process, as they will partner with you and answer your questions, share what works, and help guide you in making decisions throughout the process. Furthermore, utilizing outplacement services can reduce your transition time. Some studies suggest that those who take full advantage of career transition programs, like those offered by Keystone Partners, can land in 50% less time and in roles that align to their career goals and needs. We give you an edge by passing along our knowledge on job search best practices as well as trends in the market, including things like industries and companies that are hiring, and roles that are in demand. Being armed with this knowledge will allow you to create and execute your plan efficiently and in less time.

3.    Navigate the Transition with Expert Support 

A resume tells a series of stories. Is yours dated? Is it compelling and does it tell your story the way you want it to be told? Does your LinkedIn profile enhance that story and let others know what type of colleague you are? 

Working with a career coach will allow you to get expert advice on your resume and LinkedIn profile, which are essential marketing collateral as you embark on your job search. Social media is the top resource recruiters use to attract and find candidates for their job openings and LinkedIn is by far the biggest tool. Optimizing and using LinkedIn is a critical part of job searches in most industries and positions.

A career consultant can also help you craft your personal brand messaging and help you leverage social media to maximize your exposure and be found by recruiters.  

4.     Help Grow your Network

Cultivating relationships and networking are an essential part of a successful job search strategy. One of the biggest obstacles in a job search is developing a successful networking strategy. Working with a career coach can help networking seem less daunting and perhaps even a bit fun!

As one of our Partners, Tad Mayer, recently shared in a blog post that networking is by far the most effective activity to engage in when seeking a new job. One research study suggests that you are nine times more likely to get hired if you are an employee referral. Data from Jobvite suggests that employee referrals are the second highest hiring source (40%), with internal candidates being the top source.  

5.     Find the Right Role for You

There may be a sense of urgency to land another job quickly for many reasons. You may be concerned about a gap on your resume or worry about the financial impact of being unemployed. But when you work with a certified career consultant, it is their job to make sure that you are staying on the path of what your career goals are. Career consultants will help you navigate risk versus reward as far as timeline.  They will ask you important questions to get at the heart of what you need to ensure that your next role is the right role for you.

The goal of our certified career consultants here at Keystone Partners is not just to help you successfully navigate your transition to a new opportunity, but for you to also GROW in the process. Our career planning discussions increase your opportunity to land in a role that aligns to your skills and interests. The skills you will learn during your program will be with you for a lifetime as you manage your career, including the opportunity to grow your network. And most importantly, we partner with you to help you maintain a proactive, positive mindset during the ups and downs of the job searching process, providing you with the partnership, coaching, and tools you need to land that exciting new job!

Are you an HR professional planning a layoff or RIF? With more than 40 years of experience helping individuals successfully navigate career transitions and a full suite of company-sponsored outplacement service offerings, we can help with all of your reduction-related needs. Contact us today to learn more.

Were you recently impacted by a reduction or layoff and offered Keystone Partners’ outplacement services as part of your severance package? Contact us today to learn how our team of certified career consultants can help you land your next role! 

The term was coined by Richard Nelson Bolles, author of the best-selling career handbook What Color is Your Parachute?. An Informational Interview -or conversation if you will -is a meeting in which a potential job seeker seeks advice on their career, the industry, and the corporate culture of a potential future workplace while an employed professional learns about the job seeker and evaluates their professional potential and fit to the corporate culture, so building a candidate pool for future openings.

Benefits of Informational Interviews

Job seekers, as well as those happily ensconced in their roles, can explore informational interviews to grow their networks. Networking is the most effective way to find a new role or opportunity and adding informational interviews to networking practices can improve the outcome.

In a strong job market incorporating informational interviews serves a dual role -it allows the job seeker access to individuals in organizations or in positions of interest and it in turn, it allows hiring managers or professionals to talk to potential talent.

Leveraging informational interviews also allows both job seekers and those already employed a chance to learn new information in order to stay current in their industries.

Sometimes job seekers are looking to explore new territory and informational interviews are the perfect vehicle to learn and see if the idea of doing something new is feasible and possible. These meetings could be the start of an exciting new chapter in a career.

Start Here

Before setting up an informational interview, it is important to reflect and ask some important questions:

• What motivates, inspires and energizes you? What do you want to be known for? What do you want to accomplish?
• Where are you in your career? Are you happy? Do you think you are at the right level?
• What are your transferable skills? If you pivot, would some of the softer skills come into play in this new area?
• Where do you want to be 5 years? What do you need to know? What advice are you seeking?

Think about how your contacts might be able to help you. Networking and the use of informational interviews is a way to gather information, advice, and/or other contacts -it is not the time or place to ask if your contact is aware of open positions.

What questions do you need to ask your network to get useful information to help you move forward?

Create a Plan

You are not “asking for a job” you are seeking advice. It is flattering and people will respond positively. Remember to be specific in your request -people need something to “grab onto” they want to help. Create an “elevator pitch” to succinctly state your case for the informational networking meeting. Identify what you hope to learn or accomplish.

Do your due diligence before the meeting. Consider what roles interest you -explore industry websites, company websites, and especially LinkedIn to be sure you have a basic knowledge of industry nomenclature and jargon. Your contact is sharing valuable time so take the time to learn about them and their career so you are prepared to make the most of the conversation.

Research Resources

Prepare a for your eyes only discussion guide in advance to keep the conversation on track. Questions to consider include:

• Would you share highlights of your career? How did you land at your present company? What advice would you share?
• What are your industry trends? Do you know what other companies in your industry are doing? Given my background what experiences and skills might I leverage in your industry?
• Who else do you recommend I meet? Are there industry organizations where I can network and seek advice? Can you make an introduction for me?

Breakdown of a Conversation

• 1 min -Introductions

• 5 min -Develop rapport

• 5 min -Ask them to share their story

• 5 min -Share your value and experience

• 5 min -Ask for introductions / referrals / advice

• 4 min -Ask how you can help them

Typically, 30 minutes is scheduled for an informational interview. This 25 minute conversation outline allows you an extra five minutes of wiggle room. If your contact extends the conversation that is a positive sign of rapport building, but always be mindful of their time and be sure to comment that you are aware of their busy schedule.

Cultivate Relationships with Follow-up

Ideally your networking meetings are not one and done.  Look for ways to stay in touch.

Every opportunity you have for contact within your network is worth pursuing, and a “thank-you” is an especially important one. Send along any supporting information agreed to in the meeting. Email and/or handwritten thank-you notes are acceptable.

Also, when applicable, send a “thank-you” to the person who referred you. It not only shows your appreciation for the referral, but also keeps you top of mind and may trigger thoughts of additional contacts to whom they could refer you.

Send occasional follow-ups: You are trying to build a relationship, so stay in touch not only as it relates to your job search but also to simply say “hello, how are you?”, “Happy holidays!” or follow up with information, such as an article that is relevant to the person.

When you land a new position, send your new contact information and perhaps another acknowledgement of their support.

Potential Outcomes

Informational interviews provide valuable advice on skills you may need to grow or shift for future opportunities. You will learn about your contact’s area of expertise, may be inspired by their career path, and benefit from their lessons learned. Hopefully, you will gather new contacts, make new connections, and expand your network. Ultimately, there is the potential to learn about future career opportunities and network your way to a new job.

Research Resources

How do you uncover potential Information Interview targets? Use your network – your current and close network is EVERYONE -both professional and personal. People are more likely to meet with you if your connection comes through a mutual contact.

LinkedIn is a treasure trove for your research as well as you being found so make sure your profile is strong and up to date.

Attending industry events and networking events are other ways to meet potential informational interviewing prospects.

Have you spoken with recruiters in your field of expertise? Recruiters have a great knowledge of industry landscape? If they are willing, seek them out for an informational interview.

Vendors where you have established relationships -you are their client -your relationship could be of value to them -plus they may have intel on your industry, competitors.

Alumni Associations and other community groups.