Panel highlights how jobseekers, employers can be a match

A desire for career transition or advancement, a need for better pay, ongoing workplace issues or even feeling burned out, these and many other factors can impact one’s ability to successfully navigate a job search.

To help those seeking new employment or a fresh start, the Idaho Chapter of the Public Relations Society of America (PRSA) recently hosted a career panel, “Navigating Career Change and Growth in 2025,” at the U.S. Bank building in downtown Boise.

From the get-go, panelists emphasized the need for “authenticity” as a key factor in creating a “personal pathway of advancement,” regardless of the level or type of job being pursued.

“Be authentic and get real with the parts of yourself that you know are being held back, said Amanda Broadnax, director of talent and leadership development for St. Luke’s. “There is a gap in your overall development that only you know is really there.”

Broadnax shared her journey as a speech communications undergrad, describing herself then as being “terrified of public speaking.” Seeking a solution to her problem, she enrolled in the classic Dale Carnegie public speaking course, “How to Win Friends and Influence People.”

“What will make you successful 95% of the time is how well you show up through the eyes of other people,” she said. “Whether it is communicating confidently, showing up professionally through email or developing robust conflict management skills.”

Fellow panelist Chase Weed, a veteran HR consultant for Korn Ferry, whose lengthy resume includes stints with J.R. Simplot and General Electric, doubled down on the authenticity factor.

“To be authentically you is my message,” Weed said. “In the job search process, it is really easy to think just check all the right boxes and be robotic about it and you’ll be fine.”

But in a world dominated by technology and online activity, he stressed how direct “human interaction” still remains a vital quality in the job search process.

“Don’t just apply online, go talk to people,” he said. “If you can emphasize what you’re seeking by talking directly to people and connect as a person and not just as an applicant, I think you’ll have success.”

Another key point panelists discussed: Finding workplace success begins with those seeking it.

According to a recent survey conducted by Talker Research, nearly three-fourths of Gen Z workers, and roughly 70% of millennial respondents indicated they would prefer to “switch jobs or careers.” More than half, 52%, cited “feeling burned out” as the prime reason for seeking new employment.

With three decades of experience in the recruiting arena, including 10 years as a corporate recruiter, panelist Stephanie Parker, founder of the local recruiting firm TalentSpark, warned jobseekers and job-hoppers to carefully gauge the market before making any decisions.

“I would not recommend going out and looking for work right now,” Parker said. “I would classify this more of a hold tight scenario. Hiring is the biggest cost for an employer.”

For those who may be feeling unsatisfied in their job, Parker cited the current federal unemployment rate of 4.2%, and the slightly lower 3.7% figure in Idaho as solid factors to consider staying put.

Uncertainty in the market brings a more “conservative approach” to hiring she said. “But this is not a doom-and-gloom market. I believe things may be a bit more bullish in the second half of the year.”

According to panelist Rhea Allen, CEO of Peppershock Media, “engaging consistently” and “acting with intention” can help leverage the network for those looking to transition and grow professionally.

“If you’re not networking you’re not working,” Allen said. “Get people to talk about you and accelerate your word-of-mouth advertising. We need people to talk about us to keep us top of mind.”

As an adjunct marketing professor at Boise State University, Allen believes the concepts of “personal branding” and “staying true to your values” remain key strategies for jobseekers.

“Building a personal brand is not a one-time effort,” she said. “You must consistently engage across platforms and professional settings. Post a portfolio, case studies, things that will help you.”

While not actively pursuing a new job or a career change herself, Seherzada Dzaferovic, an HR professional with Hendricks Commercial Properties and Geronimo Hospitality Group, said she attended the panel in hopes of learning more about the latest trends in hiring.

“I want to know what challenges others are facing in this area,” she said. “In terms of recruitment, talent acquisition and hiring, HR in general is definitely an ongoing challenge.”

Students facing challenges with career aspirations are par for the course for panelist Brandon Armstrong, a career coordinator in the BSU College of Business and Economics department. Asked about young people using artificial intelligence in their job search, he recommended the technology be used as a tool for developing effective cover letters and resumes.

“Leverage it and learn from [AI], but a cover letter should be an introduction of yourself and express the intent of what you are applying for, not a rehash of your resume,” Armstrong said. “It’s who you are and what you bring to the table.”

“The thing to remember is AI still takes what I call ‘H-I,’ human intelligence,” Allen quickly pointed out. “But don’t be afraid of it. It’s just another tool in your toolbox.”

With or without AI, “authentic storytelling” is the “pop” Weed suggests applicants strategically use to separate themselves from other candidates.

“The people that stand out, especially on a resume, are the ones that can tell a story with each and every bullet point,” he said. “If you’ve copied and pasted the job description on your resume, that is not a compelling story. Each and every single bullet point must lead to something that you can talk about during an interview.”

Broadnax acknowledged that not everyone is “cut out” to become part of a company or organization they choose to pursue.

“In talent development, when we asses people, we recognize their talents,” she said. “But we also look at how well they show up with others. Can they influence? Can they connect and collaborate? Are they coachable? The more you showcase these traits on a resume, the more you’ll shine.”

All the more reason Armstrong believes focusing on “transferrable skills,” or the old adage of “show don’t tell” are key tactics for building solid resumes. One student he referenced detailed valuable volunteer experience rebuilding homes in Southeast Asia.

“You can say you’re a great leader on your resume, but you can demonstrate it by diving in and being a part of something that shows this,” he said.”

On the subject of volunteerism, Parker went a step further. She strongly recommended jobseekers commit their time and talents to serving on a board or committee, and to use the experience as an avenue to “connect” and promote” themselves with prospective employers.

“Board work is not rarified air. Most are volunteer, and it’s about the amount of heart and work you put into it and how you can leverage it,” she said. “When you put yourself out there, and people who can be influential in your career see your work, that is helpful. I call it sweat equity.”

A simple concept, she said, to help yourself and others. “You don’t get paid being on a board, but you develop relationships with others. And the way you stand out is by being a hard worker.”

Demonstrated teamwork is another vital quality Broadnax seeks when recruiting talent.

“No matter the job description, you must be able to work with diverse groups of people,” she said. “When crafting that resume, you need to demonstrate results of your ability to connect with a variety of people.”

As is knowing where and how to share a resume. Using LinkedIn, the panel agreed, can lead to both exposure and a solid online profile for prospective employers to evaluate.

“It’s still an important component, but these days how it is found and shared is different,” Broadnax said. “It’s still the lion’s share portion of the application process.”

The same applies to those seeking workplace advancement.

“Ambition shows with good work performance,” she said. “Career advancement does not go straight up. Transitions in the workplace are a jungle gym and not a ladder.”

A valuable lesson for those seeking to climb the proverbial “corporate ladder.”

“As an internal candidate, if you have ideas around the problems the person for the new job will be solving, you need to be communicating solutions to your leadership team right now,” Weed said.

“Hatch a plan and take it to your leaders. It’s a good way to get a promotion without saying ‘I need more money.’”

Ultimately, the “real you” is where he strongly tells job search candidates to remain focused. “At the end of the day, it’s like dating. You have to hang out with the people you want to be with.”