How to Turn Your Soft Skills Into Superpowers

Lori Cole (00:02):

So let’s go ahead and get started. We’re so glad that you could be with us here today. I’m Lori Cole. I’m a certified career coach and advisor here at iHire, and you are going to get so much out of today’s session how to turn your soft skills into superpowers. Today we are thrilled to be sponsored by Northwestern University School of Professional Studies. Northwestern offers flexible and high-quality degree and certificate programs to help you reach your career goals. You can click that widget that you see on your screen to learn more and we encourage you to check out everything that they have to offer. And we thank them again for being our sponsors today. Before we get going, let me show you just another couple of things in the webinar platform that will really help you customize it. You can move and resize those windows on your screen and explore content related to today’s presentation.

(01:07):

If you have any questions along the way, you can just pop them into that ask a question widget only our amazing producer, Alexia will see those questions and we’ll try to get to as many as we can during the q and a after the actual webinar itself. And don’t worry if you miss out on anything, you are going to get a recording of this webinar in your inbox tomorrow. With that, I am thrilled to announce my co-presenter today, Tammy Wiegand. Tammy is a senior customer success manager and hiring strategist here at iHire and she brings a truly unique perspective to the table. Her career has spanned everything from being a Midwest district sales manager at Calvin Klein to VP of marketing and operations at Memorial Meals. So she’s seen the hiring process from both sides. Tammy has a strong background in retail and business operations, so she understands what both employers and candidates are going through. She’s also known for challenging the status quo and coming up with very innovative solutions. Tammy is also one of my fellow career coaches here at iHire and she’s passionate about helping people, job seekers, uncover their strengths, build their essential soft skills, and approach their careers with clarity and confidence. Thank you so much for being here with us today, Tammy.

Tammy Wiegand (02:43):

Thanks, Lori. Happy to be here.

Lori Cole (02:46):

Good. Okay. So before we jump into the content, we are going to kick things off with a quick poll. So which of the following is your strongest soft skill? Is it communication, problem solving, leadership, empathy, creativity, teamwork and collaboration or something else? And Tammy, I’m going to ask you what your strongest superpower skill is after you read the notes for today and where we’re going with this webinar. Tell us all about our webinar topics.

Tammy Wiegand (03:23):

Perfect. Alright, so today we’re going to deep dive into soft skills and share how to turn them into your unique superpowers. We’ll define soft skills and how they’re different from hard or technical skills. We’ll talk about why soft skills are so important in your job search and career. We’ll provide advice and examples on how to showcase your soft skills in your resume cover letter and during interviews. And lastly, we’ll discuss how to improve and strengthen your soft skills.

Lori Cole (03:55):

Alright, let’s take a look at our poll results here. Problem solving is a strong contender. Empathy is a strong contender, collaboration and teamwork and other. Well, to put myself on the spot, I fall into this other category because I think my superpower is time management. If you would look at my calendar, I use the time blocking method for time management and my calendar looks like a game of Tetris because I am just fitting things into different little slots when I have the time available. How about you Tammy? What do you think your superpower is?

Tammy Wiegand (04:36):

I’m going close to that same route, but I’m also under other, I would say organization and time management together, but that’s definitely my superpower. So I love to be organized, making sure everything gets done, done on time and kind of finding those solutions. So a little bit of the problem solving with that, but definitely organization and time management.

Lori Cole (05:02):

Yeah, I would have to agree. I really like setting up processes too. Give me a good process to set up or a workflow. I’d love to do that. So let’s get started at the beginning. What exactly are soft skills and how are they different from those technical skills we usually see in job descriptions?

Tammy Wiegand (05:24):

Soft skills are also referred to as essential skills because of their immense value. They are your interpersonal abilities, so your people skills, behavior, attitude, and the personal attributes that you bring to a workplace. They differ from hard or technical skills that are specific to a role such as coding for a software developer or engineer, repair for a mechanic. So there are many important soft skills that contribute to success in today’s workplace. These include skills like communication, collaboration and leadership and problem solving. They also cover areas such as conflict management, creativity and time management. And just as critical, especially in today’s evolving work environments are adaptability, resilience, empathy, and emotional intelligence. Soft skills are key to career success in any industry or role, but they can be harder to quantify, measure and demonstrate. So let’s define a few of the top soft skills employers are looking for here.

(06:30):

Leadership. So this one may seem obvious, but leadership is more than guiding others and delegating tasks. True leaders motivate, inspire and bring out their team’s best qualities as they push into the unknown. They create a positive feeling within their team and environment, teamwork and collaboration. Working well in a team is one of the most sought after soft skills to boost employee performance. Successful teamwork improves all business areas from collaborating with colleagues to actively listening to others. This is especially important in remote or hybrid workplaces. Adaptability, this is all about how well you adjust to changing circumstances such as a new process or workflow. It’s a key soft skill to have on your resume when searching for a job as employers and hiring managers seek the adaptability soft skill amid industry shifts, time management, Lori’s favorite, many employers look for self-directed workers who are able to prioritize job duties and meet deadlines. Even a highly skilled worker is only useful to an employer if they’re able to stay on task. Problem solving, problem solving skills, help you identify roadblocks and develop creative solutions naturally allowing you to view a challenge as an opportunity rather than a crisis. And lastly, emotional intelligence. I can’t emphasize emotional intelligence enough. It is the ability to recognize, understand, and manage your emotions and the emotions of others. It’s a combination of self-awareness, self-management, relationship management, social awareness and empathy.

Lori Cole (08:19):

And I know we’re going to be talking about emotional intelligence a lot during this webinar.

Tammy Wiegand (08:27):

Definitely, definitely.

Lori Cole (08:28):

Yeah, I didn’t mean to interrupt you. Did you have something else to add?

Tammy Wiegand (08:32):

No, I was just going to say when I think of soft skills and all of those, what first comes to mind for me is how you interact with people and how you make them feel. So 10 years from now, you won’t be remembered for a task you completed when you worked late One evening you will be remembered for how you made people feel, especially during those challenging times and many of those soft skills come into that.

Lori Cole (08:57):

Yeah, I totally agree. I love how you highlighted how if you’re a high performer and you can’t manage your time, then that really takes away from what people think about you. I mean those invisible soft skills really do make all the difference, especially when you’re working for someone else.

Tammy Wiegand (09:23):

Absolutely. There needs to be a balance.

Lori Cole (09:25):

Yeah. Alright, let’s take a look at why soft skills are so important. So soft skills are a strong indicator of your ability to thrive as an employee, become a successful member of a team or a department, and contribute to the long-term success of your company. Many job specific and technical skills can be taught, but not if you don’t have the right soft skills of curiosity and enthusiasm and willingness to learn and adapt, you’re not going to be able to learn those technical skills. Strong soft skills can also help you stand out against, against other candidates that maybe have similar technical qualifications. Let’s say that you and another candidate apply for the same job and you both have the same amount of experience and educational background and the technical skills for the job. But one of you did a better job of giving examples of your soft skills during the resume.

(10:36):

I’m sorry, during the interview process. Who do you think is going to get that job? It’s probably the person that demonstrated those soft skills during the interview. So your specific skills and strengths are also what makes you unique and memorable. During that hiring process, consider them your superpowers. So we’ve been talking about your superpower soft skills throughout the webinar. How do you demonstrate your soft skills to potential employers? That is something that you need to think about when you’re interviewing. I think that the soft skill of adaptability plays a super strong part because you never know what you’re walking into with that interview. You don’t know what type of questions you’re going to get. You don’t know if they’re behavioral questions or if they’re going ask you questions about your work history. You don’t know if you’re walking into just one person interviewing you or a group of people interviewing you. So being adaptable and being able to think on your feet is something that you have to be able to master and practice those skills with someone. Practice your interviewing skills to make sure that you can just quickly talk about the things that the interviewer has asked you about.

(12:12):

And then how do we showcase our soft skills and our resume? Well, we have the resume builder that we’ve talked about earlier. I would really encourage you to check that out because that will help you put the keywords, the right keywords into your resume based on the job description that you see on iHire. But only showcasing your technical skills or your hard skills doesn’t really paint a complete picture of who you are. So employers may be using applicant tracking systems that scan your resume and they’re scanning for exact keywords and they may be scanning for soft skills like leadership or problem solving. So you’ll want to use those exact words in your resume if they’re in the job description. The key is to strike a good balance between highlighting your soft skills and then highlighting your hard skills or your technical skills. And there’s three sections of your resume where you can do these.

(13:22):

Do this you introductory summary paragraph is a great place to do this. Your core competencies or your skills section is a good place and everyone should have that skill section on their resume because that’s the section that you’re going to use to help keyword load your resume and then your experience section. So with the experience section, we’ve got a few examples here For leadership, you could have an achievement that says, recruited, trained and led teams of 10 sales representatives that work together to develop cold calling tactics and exceed revenue goals by 50%. For time management or work ethic, you could say something like consistently delivered customer orders ahead of schedule, earning five star reviews and 25% increase in referrals. Employers love to see numbers and data on your resume. So anytime that you can work those in, that is a real plus for you. For adaptability, adaptability and empathy.

(14:39):

You could say something like recommended new software that reduced expenses by 75% readily addressed concerns from team members during transition period and served as a point of contact during rollout. So when you’re deciding which soft skills to include on your resume, look closely at that job ad. The job description itself is going to give you a lot of clues as to what you should be including on your resume. Emphasize the exact skills that employers are looking for and that will help you get past the applicant tracking system and stand out to the hiring managers when your resume eventually does hit their desk. So I know when you’re reviewing candidates, Tammy, what kind of things do you always look for?

Tammy Wiegand (15:36):

Well, I will say probably the soft skill section is the most often, most often what we’re seeing that’s misrepresented. So that is actually quite surprising when I’m working with a lot of candidates and we’re reviewing their resume, comparing it to some of the jobs that they like the most that they want to apply to. And just making some of those quick changes like Lori’s saying to ensure that we are matching the a TS, you could use the word teamwork in your resume and they have collaboration in their job ad. So doing some changes like that really helps you with your resume and helps you get past that a TS.

Lori Cole (16:23):

Yeah, and I think it would be good to explain why it’s good to switch that out to the exact keyword here. So an applicant tracking system is going to match the keywords in your resume to the keywords in the job description, and they are looking for those one-to-one matches. So like Tammy said, if you have teamwork on your resume, a human person would say, oh, well that collaboration is the same as teamwork, but that applicant tracking system, that robot is looking for the exact word. So that’s why you want to switch out the teamwork for collaboration. If it’s in the job description, they are looking for those one-to-one matches on the exact word. Tammy, if people aren’t showcasing their soft skills in their cover letter, they may be missing an opportunity. Right?

Tammy Wiegand (17:22):

Absolutely. Cover letters offer a great opportunity to showcase your soft skills. Unlike resumes, cover letters can use your personal voice and tone to address the hiring manager directly, human to human. Just make sure you keep it professional. Similar to including examples in your resume that show your soft skills in action, you can do the same in your cover letter. Just don’t copy exactly what you have in your resume. You can also heavily tailor your cover letter to the job ad and zero in on a desired soft skill. So for example, you could say something like, I noticed on your website that collaboration is one of your core values. I worked closely with cross-functional teams throughout my career and I find it to be one of the most rewarding aspects of being a project manager. This statement will highlight collaboration as a soft skill in your cover letter and more than likely open the conversation during an interview for you to share specific examples.

Lori Cole (18:25):

I know that cover letters are not the first thing that everybody loves to do when they’re applying for a job, but our cover letter generator really does make it super fast and easy. If you’re unsure how to write a cover letter, then our tool will just ask you a couple of questions. You fill in the blanks and then it generates this beautiful cover letter that you can edit and make it your own. But it sure gives you a great start and does probably get you 90% of the way there. So if you haven’t checked out that cover letter generator, you should because it takes the pain out of writing those cover letters. Alright, so let’s talk about interviews now. Probably the most direct ways that soft skills get put to the test. So Tammy, share with us how candidates can really shine in these moments.

Tammy Wiegand (19:32):

Yes, interviews are a real test of your soft skills. Being interviewed showcases many aptitudes, time management, were you on time communication? How strong are your answers? Adaptability, how did you handle that curve ball question, emotional intelligence, are you keeping your nerves in check? Additionally, behavioral questions, those that start with, tell me about a time when those are key opportunities to take advantage of these. Talk about both your soft and technical skills. So a few examples of how to showcase your soft skills with behavioral questions would be the following. Tell me about a time you disagreed with your boss here they’re seeking to learn about your communication, problem solving, emotional intelligence and collaboration skills. Explain how you handled a major change at work. With this question, they want to hear about your adaptability and problem solving skills. And lastly, give me an example of a time you had to step in and take the lead.

(20:40):

This addresses your leadership ownership, collaboration and initiative skills. Now let’s use that last one to show how you can make your soft skills shine in your response. Something you could say would sound like this. My team was in the middle of a major product launch and my manager had to suddenly take time off work for a family emergency. I immediately jumped in the next day to run the meeting, worked with my colleagues to delegate remaining tasks, reached out to key stakeholders to keep them in the loop and ensured our deadlines were met. So as you can tell, it’s crucial that you have an example of each soft skill to showcase in an interview. If this isn’t something you focused on in the past or in past interviews, I recommend taking the time to think of a few examples for each soft skill. We have many interviewing resources in our resource center that you can reference to help you prepare.

Lori Cole (21:39):

Yes, we also have an interview masterclass that covers everything that you need to know about interviewing. And we also have a template or a worksheet in that for the star method. So I think it is situation, task, the actions you took and the results of that, of your actions. And that’s how you create the stories for those soft skills. And if you have, as Tammy recommended one of those stories ready for each of those soft skills, you can work that into the interview in different places because the employer’s going to ask you questions maybe about time management and then you’ll have that soft skill that you’ll have that story about that soft skill that you can then tell. And again, you need to practice those, they need to come out off naturally and you need to be the hero in that story, but it’s really imperative that you do that. I also loved on the previous slide that you said, time management. I can tell you I don’t think that I have ever known anybody who showed up late to an interview that was hired. I mean, it is so important that you be there early and you know exactly where you’re going and what to do. That’s huge.

(23:13):

All right, so how can we improve our soft skills? Soft skills can be harder to measure and demonstrate compared to your technical skills, but you can still improve on them. You can explore books or online courses related to the skill that you want to develop. There may even be in-person classes or classes that you can take online. I know Northwestern School of Professional Studies has some leadership, some management courses and a strategic communication certification. And again, you can find more information about Northwestern if you click on that widget on your screen. You can also try to find someone who has a soft skill, a strong soft skill that you’d like to improve upon yourself and you can ask for their advice. I know that some people are just naturally good at different things, but sometimes they’ll have some tips and tricks for you to be able to get better at their soft skill.

(24:22):

If you’re currently employed, seek out opportunities to use your soft skills and build on ‘em. For example, you could volunteer to lead a project, maybe take the lead on how your team could use a new process or a new tool or a new software. You could interview customers for their feedback and create a report for your team. Do something just kind of unexpected for the team that helps them. You could become a mentor and you don’t necessarily have to do that at work. There are a lot of mentoring groups out there, especially in the larger cities. You could volunteer to create a team project schedule or you could volunteer to present at your next all hands meeting. So there’s lots of ways that you can build on your soft skills and help them get better. Alright, well gosh, we’re almost through. We are ready for the recap. Tammy, we’ve covered a lot of ground. Give us a quick wrap up of the key takeaways from today.

Tammy Wiegand (25:36):

Sure. Soft skills are key to your job search and long-term career success. And while they aren’t as easy to measure or demonstrate as hard or technical skills, they can help you stand out if you’re intentional and strategic about promoting them. Your unique set of soft skills can set you apart from other candidates with similar backgrounds. There are many valuable soft skills and those in demand may vary by role in industry, but some of the top ones include leadership, problem solving, communication, collaboration, and adaptability. Highlight your soft skills in your resume and cover letter with detailed examples that align with your attributes that you see listed in the job ads or on the company websites. Showcase your soft skills and interviews by being on time and prepared and by answering questions with specific instances of how you’ve put those skills into action, you can strengthen your soft skills through training, courses, books, mentorships, and on the job opportunities.

Lori Cole (26:44):

And if you are interested in doing this, one of the first steps I think I would take is to take an online assessment. I know that I’ve taken the strengths finders assessment before and they have a lot of themes like communication or responsibility and it will give you some very high level ideas about where your strengths may lie. I know that before I took that test, I had no, I had a little bit of a clue, but it really helped me to zone in on what my strengths were. And I think that the important thing about StrengthsFinders is that they emphasize that you don’t have to be good at everything. I think there are 30 or 40 key strengths, but they say, Hey, concentrate on your top five or your top 10 and don’t worry about the rest of ‘em. And I know that it really kind of made me feel better, like I am not great at analytics, so it made me feel better that I don’t have to feel like I’m super great at analytics because there are other people in the company that can do that, but then there are things that I can do that other people in the company.

(28:10):

So we all balance each other out. Alright, we’re going to do our q and A here. If you haven’t typed in a question yet, now is the time to do it. So let me just arrange my screens here. What are the best ways to develop emotional intelligence?

(28:35):

So I’ll take that one if that’s okay, Tammy. I think that emotional intelligence starts with being self-aware and knowing where you might fall short with your thoughts in your emotions. I think one of the things that you can do is ask for feedback from your family or maybe your coworkers and you have to be willing to hear things that you might not like, you might not want to hear, but I think that is a really good way to learn about where you might be falling short on your soft skills. One of the other things that you could do is think about where you might have trouble at work or projects that you’ve worked on that you may have trouble with that could be a real clue as to where some of your best improvement could take place. Tammy, aren’t you doing a course on emotional intelligence? Aren’t we doing one at iHire?

Tammy Wiegand (29:48):

We are actually, and I have a book because we have our next meeting tomorrow, but it’s Emotional Intelligence 2.0, it’s by Dr. Travis Bradbury and Dr. Jean Greaves actually love this book and I did the original of this many, many years ago with my managers at Calvin Klein. It’s great in a group or it’s great to read by yourself, but I think one thing that really sticks out to me in this book, and it’s a fact that they have in here, but emotional intelligence, how critical it is to your success and your performance and 58% of your performance comes from your emotional intelligence. So that’s just something that’s always stuck with me and I love it. We have a great group of people going through this and it’s fun to sit there and talk about it and learn from others. So yeah. Great book.

Lori Cole (30:53):

Alright. How does soft skills apply in remote or hybrid work environments? Tammy, you want to take that one?

Tammy Wiegand (31:01):

Ooh, yeah, good question. Soft skills are essential anywhere we’re working, but they’re especially critical in remote and hybrid environments because they help bridge that gap that we see with physical distance. They influence how well we communicate, stay accountable and maintain that team cohesion. I think tone and clarity matter more than ever when we are remote. So being able to communicate effectively both in person and virtually, it ensures that consistency and inclusion across the teams. And I think because most communication happens digitally, the misunderstandings can arise easily. I mean, we all know how easy it is to miscommunicate a text or a quick email. So this is where your emotional intelligence becomes critical as well. Being able to pick up on those subtle cues like tone or virtual body language, it’s more challenging. So managing interpersonal dynamics with empathy and social awareness is crucial. So soft skills aren’t just helpful in remote setups. They’re foundational, I think,

Lori Cole (32:21):

And we’re back to the time management, but I think that that is really the soft skill that I have developed the most since we’ve been working remotely because it’s so easy when you’re at home to say, I’m going to go throw in a load of laundry or I’m going to go do this, and then 10 minutes is turned into 30 minutes and you can’t do that when you’re working in this remote environment. So I think that part of my whole calendar setup and the time blocking is to say, alright Lori, this is what you’re supposed to be working on during this time. This is what you’ve committed to yourself that you’re going to get done. So yeah, I think that’s super important.

Tammy Wiegand (33:10):

Definitely.

Lori Cole (33:12):

Okay, how can I assess which soft skills I personally need to work on? I’ll take that again. I feel like I didn’t really go into that very much on that first question, but I think that to assess what you really need to work on, you have to ask yourself what challenges are you facing at work? Did you have a project where you just did a particularly not great job at this project or one aspect of this project? I think those are good clues as to what you need to work on. I know there are some soft skill assessment tools. I’ve been a part of a 360 degree feedback before and I know that there’s some online quizzes that you can take.

(34:07):

While we were preparing for this webinar, I actually asked AI to produce a quiz for me and develop a plan for my improvement based on the quiz answers I gave about my soft skills. And it was pretty impressive. I mean, it will go as detailed as you like or you can make it more concise, but it’s a really good task for AI because it can ask you the questions and it can be highly personalized and targeted for what you need. And I think that’s good. We’ll leave it there. That’s good. We’ll leave it there and we’ll go to the next question. What’s the most underrated soft skill in today’s workplace? Tammy, you want this one?

Tammy Wiegand (35:00):

Yeah, absolutely, because I am going to go back to emotional intelligence with this question. I think when we’re talking about the most underrated soft skills in today’s workplace, I think it’s empathy, which is a key component of emotional intelligence. And while we’ve talked about leadership and communication and adaptability, they often get the spotlight emotional intelligence. It’s particularly the ability to recognize and respond to others’ emotions that quietly drives your team’s success behind the scenes. It’s an environment where we’re navigating in diverse teams, different communication styles, personal situations, emotional intelligence allows you to read the room and navigate those challenges with thoughtfulness and respect. And it’s something I think when it’s there in a room or a team or a company, when I said it quietly drives the team success, it’s something that you don’t really necessarily see, hear, or feel, but when it’s not there, then that’s when you kind of feel that turmoil in a company or in a team. So I would definitely say empathy and emotional intelligence. It can just transform good communication into meaningful connection with your team, and that just is what keeps your team strong and resilient is what I think.

Lori Cole (36:41):

Alright, so how can you hone your leadership skills when you’re not in a supervisory position and then therefore find it almost impossible to get hired for a supervisory job? That’s a great question. I think that you have to change your mindset on that one because you don’t have to be a manager to be a leader. And there are plenty of managers out there that really aren’t leaders too. We’ve probably all seen that before. So volunteer to do things, take a leadership role within your team as we’ve talked about before, and ask if you can lead a project or just naturally take a leadership role. If there is a schedule to be made, what else can people do? Tammy, I know that you worked with a district vp, right? So you worked with a lot of store managers. I’m sorry, what kind of advice could you give somebody on this?

Tammy Wiegand (37:57):

Yeah, I think you hit a lot of it on, right. Where I would go is that leadership role. Being a leader isn’t about the title at all. Being a leader is being the person that the team gravitates to, and I always say in the hardest times. So being able to be that person that can offer advice and calm the storm and get people back in their lane and focused on the task at hand with still being able to understand the situation and agree with them, that is the aspects of a true leader. And once you’ve done that a few times within your team, the people just gravitate to you and they look to you to be that beacon in the beacon and the like or the beacon in the storm. I’m saying that wrong, but that really is what will set you apart and that’s what you want to do is set yourself apart from everyone else.

Lori Cole (39:05):

All right. Can you recommend self-assessment tools that help us identify our strongest soft skills? Well, we’ve talked about the strengths finders that I love that tool in that book. Yes, I do too. Yeah, I think that if you Google it, you’re going to find all sorts of free online quizzes out there. You might have to register at a website to actually get your results, but there’s a lot of those types of tools. And again, AI for any of these things can be a really strong tool if you say, Hey, you are a professional consultant and I need you to help me figure out what my soft skills are as a candidate, you might want to upload your resume. You might tell it to ask you questions, or you might ask it to actually create a quiz for you and then rate that quiz and have it develop that game plan.

(40:09):

And you can make it as detailed or as concise as you want. But really there’s a lot of things that you could do as soon as you get off this webinar to start figuring out what those soft skills are and ask people. A lot of times I’ve done 360 degree feedback surveys before and people will rate me very high in one area. And I think really, I have never thought of myself like that. And if you’ve got three or four people that are rating you high in that area, you’ve got to take a look at that and say, oh, well maybe that is a great skill for me that I didn’t think of before.

Tammy Wiegand (40:53):

And to add to that, Laurie, the emotional intelligence book I was talking about before, that does a really good assessment. You actually take an assessment after reading just a little bit in there to see where your baseline is, and then the rest of the book is all about improving and working on picking one of those emotional intelligence quadrants and working on that. And then at the end you take another assessment to see if you improved in those areas. So I like just working on that and working on one focused area.

Lori Cole (41:33):

And it’s cool to do it in book club form. It’s cool to do it with somebody so that you’re accountable to somebody as you’re going through.

Tammy Wiegand (41:41):

Absolutely.

Lori Cole (41:42):

All right. The last question is where do we locate the resume builder? Well, it is of course within your iHire account. It is on the resume tab. And what it will do is ask you to fill out some profile information. The quickest way to do that is to just upload your resume and then our profile information will aggregate the information from your resume. It’ll pull everything over. You might have to play with it a little bit in your profile to get it all in the right order. But then the resume builder, if you go on the right hand side of the page, it will say, create a resume from my profile and it will give you all sorts of templates that you can choose from. It helps you with AI along the way. It’ll say, Hey, I see that you’ve done, this is your description of what you did at that job.

(42:41):

Let me suggest some achievements for you. And it’ll give you all sorts of achievements and different things that you can do to beef up and build that resume. And then the really cool part about it is if you build a resume with a builder, then as you’re applying to jobs, it makes it so easy for you to use our I score tool and say, Hey, these are the keywords on the job description. I want you to add these keywords to my resume, and I maybe want you to take these keywords out of my resume because they don’t apply. And it just, like I said, cuts that customization time in half. So love that tool. We have videos about how to use it, we have articles about how to use it, or you can always call our customer success department.

(43:37):

That’s all the time we have left for today. We appreciate everyone who submitted their questions, and thank you for taking time out of your busy day to learn more about this and how to improve your soft skills superpowers. Another huge thank you to our superpower presenter, Tammy Wiegand, thank you for being here today. Thank you. A big thanks to our wonderful sponsor, Northwestern University School of Professional Studies. If you haven’t done so yet, click on that link, see what they have to offer because there’s something for everyone there. Keep an eye on your inbox tomorrow for an on-demand recording of the webinar, and then you’ll be able to look at those examples that we had word for word and maybe work those into your resume as well as an invitation to our next webinar in a few weeks. Thank you for all the emojis. I love seeing those big hand claps and hearts. Back to you all. I hope you have a great rest of your day.