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Abby Roberts

Build a Winning Resume with Prospex Recruiting

Abby Roberts · August 15, 2025 ·

Dear Abby: I haven’t written a resume in years and I need HELP! or I’ve sent my resume to more places than there are Swifties with no response – HELP!

Don’t worry, the Prospex Recruiting team is here to help you. Here are some tips that get the best response from hiring managers:

Formatting Matters: How to Structure Your Resume

  1. Chronological Format > Functional Format: Hiring managers want to know what you did, when you did it, and where you did it.
  2. Bullet Points Over Paragraphs: Keep your content digestible. Short bullet points are easier to skim than bulky paragraphs. One to two descriptive sentences about the company are fine, but concise bullet points are key.
  3. Balance Accomplishments and Responsibilities: Mix key achievements with daily tasks. Include quantifiable details like revenue generation, cost-saving initiatives, or quota achievements to stand out.
  4. Outline/Header Format: Show progression and longevity. Use a master header for each company with total years worked, followed by secondary headings for each role, dates, and bullet points for responsibilities and accomplishments.
Resume Writing Tips | Build a Winning Resume with Prospex

Highlighting Skills and Certifications

  1. Technology, Certifications, and Skills: Dedicate a section to showcasing your technical expertise. Be specific about your proficiency, such as Excel (v-lookups, macros, pivot tables), and list all relevant software and ERP systems. Avoid subjective traits like “hard working” or “detail-oriented”—let your bullet points demonstrate those qualities.
  2. Less Is More: Keep your resume concise at 1-2 pages, focusing on key highlights and leaving room for elaboration during the interview.
  3. Focus on Recent Experience: Add more details to roles held in the last five years, as they are most relevant. Older experiences are still important but require less detail.

Additional Tips for a Polished Resume

  1. Certifications After Your Name: Start your resume on a positive note by listing certifications right after your name.
  2. Skip the Objective Section: Objectives are implied when you’re applying for a role. Use that space to expand on your experience.
  3. GPA Guidelines: If your GPA is under 3.8, leave it off your resume.

Need Help? Prospex Recruiting Has You Covered

If you want help or a review of your resume, reach out to our Prospex Recruiting team. Head to our website at www.hireprospex.com to learn more about our services.

Meet the Prospex Recruiting Team

  • Whitney
  • Zach
  • Maria
  • Talisha
  • Lauren
  • Nicole
  • Bracken
  • Maloree
  • Amelia
  • Josh

💬 What are your best resume tips/hints? We’d love to hear from you!

Your Guide to Smart Resume Job Title Choices

Abby Roberts · August 12, 2025 ·

🌟Dear Abby🌟: How does it look on my resume if I take a job with a lower title than I’m at now?!

As with a lot of my answers – it depends! Titles are so nebulous. I have “controllers” that are making $60K, and I have “controllers” that are making $185K. I have “Sr. Accountants” making $75K, and I have “Sr. Accountants” making $115K. There are SO many factors that go into a title – company size, public, private, PE-backed, managing people, managing a process, and so on.

Why You Should Chase Opportunities, Not Titles

My best advice is to not title chase, rather opportunity chase. Look at the opportunity as a whole – company size, growth opportunity (both the company and personal growth), gaining certain experiences, working with a certain mentor, work/life balance, etc. Make sure you have a firm intention as to why you are making the transition and confirm that your new opportunity hits those main drivers.

On your resume, you can write a small company highlight next to the name of the company that details the size of the company, ownership structure, etc., to help explain the title naming conventions for each company (e.g., transitioning from a Controller of a $5mm company to an Accounting Manager of a $500mm company).

Smart Resume Job Title Choices | Career Advice from Prospex

Evaluating Career Moves: The Three Key Factors

When making a career decision, I always tell people if:

  1. The pay makes sense
  2. The responsibilities make sense
  3. You like the people/company

You can’t make a bad choice. When you accept a job based on it being the right overall opportunity, you end up performing better, growing faster, and gaining more meaningful experience, which springboards your career more than just accepting a position because a title fits a superfluous expected growth trajectory!

Share Your Experience: Have You Taken a Lower Title?

Who has taken a lesser title, and what was your reasoning for doing so? How did it work out for you? Love the insight!

Let’s Talk About Your Career Transition

Reach out to anyone at Prospex Recruiting if you want to walk through any decisions you’re making right now or to talk through your next career transition! Head to our website, www.hireprospex.com, to learn more about our services and how we can help guide you towards your dream job.

  • Whitney
  • Zach
  • Maria
  • Talisha
  • Lauren
  • Nicole
  • Bracken
  • Amelia
  • Maloree
  • Josh

How to Source Passive Candidates in Competitive Industries

Abby Roberts · August 11, 2025 ·

The competition for top talent has never been fiercer. With unemployment rates at historic lows in many sectors, businesses are discovering that the best candidates aren’t scrolling through job boards or submitting applications. These high-performing professionals are already employed and content in their current roles. This is where passive talent sourcing becomes a game-changer for companies seeking exceptional candidates.

As a leading recruiting agency, Prospex Recruiting has spent years perfecting the art of connecting businesses with passive candidates who aren’t actively job searching. Our approach goes beyond traditional recruiting methods to uncover hidden talent that can transform your organization.

What is Passive Talent Sourcing?

Passive talent sourcing involves identifying and engaging with candidates who are currently employed and not actively seeking new opportunities. These professionals represent approximately 70% of the global workforce, making them a vast untapped resource for companies willing to invest in strategic headhunting.

Unlike active job seekers, passive candidates offer several advantages. They typically possess proven track records in their current roles, demonstrate stability, and often bring fresh perspectives when they do make career moves. Additionally, they’re less likely to be interviewing with multiple companies simultaneously, giving your organization a competitive edge once you capture their interest.

The challenge lies in reaching these professionals effectively. Traditional job postings won’t attract passive candidates. Instead, successful passive talent sourcing requires strategic outreach, compelling value propositions, and expert relationship-building skills.

Strategies for Effective Headhunting

Leveraging Professional Networks

Network-based recruiting strategies form the foundation of successful passive talent sourcing. At Prospex Recruiting, we maintain extensive industry connections built over 30+ years of combined experience. These relationships enable us to identify exceptional candidates through referrals and recommendations from trusted sources.

Building a robust professional network requires:

  • Consistent engagement with industry leaders, former colleagues, and satisfied placements.
  • Expanding your network with each successful placement, creating a ripple effect that reaches deeper into talent pools.
  • Nurturing connections through follow-up communications, sharing industry insights, and ongoing relationship maintenance.

Additional resources for passive candidate identification include:

  • Professional associations that provide access to experienced professionals in specific fields.
  • Alumni networks that connect professionals with shared backgrounds or specializations.

Utilizing Social Media Platforms

LinkedIn remains the premier platform for passive talent sourcing, but effective recruiting strategies extend beyond basic profile searches.

Key strategies include:

  • Using advanced Boolean search techniques to identify candidates with specific skills, experience, and career paths.
  • Engaging on social media by sharing industry insights, commenting on posts, and participating in discussions to build credibility and visibility.
  • Establishing awareness and trust with candidates before initiating direct contact.

Other platforms, industry-specific forums, also present opportunities to connect with passive candidates. These channels allow professionals to share their expertise, achievements, and career interests, providing valuable insights for recruiters.

Attending Industry Events

Face-to-face networking at conferences, trade shows, and professional gatherings remains highly effective for passive talent sourcing. These events offer natural settings to engage with professionals in relaxed, non-recruiting environments.

Opportunities for relationship building include:

  • Speaking engagements, panel discussions, and workshop participation to position recruiters as industry experts.
  • Meaningful conversations with potential candidates during and after events.
  • Follow-up communications often yield stronger responses compared to cold outreach.

Virtual events have also expanded networking opportunities, offering cost-effective options to connect with passive candidates across multiple markets. These include:

  • Webinars and online conferences.
  • Virtual networking sessions that bring geographically diverse professionals together.
How to Source Passive Candidates: Expert Headhunting Strategies

The Agency Advantage

Partnering with an experienced recruiting agency like Prospex Recruiting provides significant advantages in passive talent sourcing. Our specialized focus and dedicated resources enable more comprehensive candidate searches than most internal recruiting teams can achieve.

Access to a Broader Talent Pool

Recruiting agencies maintain databases of thousands of professionals across multiple industries and geographic regions. These databases include both active and passive candidates, providing access to talent pools that extend far beyond individual company networks.

Our team continuously expands these databases through ongoing market research, networking activities, and referral programs. This systematic approach ensures comprehensive coverage of available talent within target markets and industries.

Cross-industry experience also enables agencies to identify transferable skills and candidates from adjacent sectors. This expanded perspective often uncovers exceptional candidates that companies might overlook when focusing solely on their specific industry.

Time and Cost Savings

Passive talent sourcing requires significant time investments for research, outreach, and relationship building. Internal recruiting teams often struggle to balance these activities with their existing responsibilities, leading to incomplete searches and missed opportunities.

Agencies dedicate specialized resources to passive candidate identification and engagement. This focused approach accelerates the sourcing process while maintaining high-quality standards. Companies can continue focusing on core business activities while agencies handle the time-intensive aspects of talent acquisition.

The cost-effectiveness of agency partnerships becomes evident when considering the total investment required for successful passive recruiting. Building internal capabilities, maintaining technology platforms, and developing industry networks requires substantial ongoing investments that many companies find challenging to justify.

Expert Negotiation Skills

Passive candidates often require more sophisticated engagement strategies than active job seekers. They typically have established careers, competitive compensation packages, and strong relationships with current employers. Successfully attracting these professionals requires expert negotiation and relationship management skills.

Experienced recruiters understand how to position opportunities effectively, address potential concerns, and guide passive candidates through decision-making processes. This expertise significantly improves conversion rates and reduces time-to-hire for passive candidate placements.

Our team at Prospex Recruiting has successfully navigated thousands of passive candidate conversations, developing proven approaches for various scenarios and objections. This experience translates into higher success rates and smoother hiring processes for our clients.

Partner with Prospex Recruiting for Superior Results

Passive talent sourcing represents the future of strategic recruiting in competitive industries. The most exceptional candidates aren’t actively job searching, but they can be engaged through expert headhunting strategies and relationship-building approaches.

Companies that master passive talent sourcing gain significant competitive advantages in talent acquisition. They access higher-quality candidates, reduce competition for top performers, and build stronger long-term teams through strategic hiring approaches.

Ready to tap into the hidden talent market? Partner with Prospex Recruiting today and discover how our proven passive talent sourcing strategies can transform your hiring outcomes. Contact us to discuss your specific talent needs and learn how our 30+ years of combined experience can benefit your organization.

Prospex Recruiting’s Advice for Smart Career Transitions

Abby Roberts · August 8, 2025 ·

Dear Abby: Should You Stay, or Should You Go?

Dear Abby: I started a new job, I’ve only been here for a few months and I hate it! Do I need to stay for a year or when can I leave? #SPLITdecisions (😂)

Unfortunately, this happens more than you would think. I hear from candidates so much: “I don’t really like it, but I’ve committed to stay here a year and then look.” I don’t always agree with this, and here are a few reasons why…

Staying Unhappy Hurts Everyone

If you don’t love what you are doing, you generally are just “doing” the job instead of really performing and excelling in the position. You don’t want to spend a year of your life just waiting for it to end. You also want to make sure that you’re giving your employer the best of you and the best of your work—not just doing enough to complete tasks.

When you don’t enjoy what you are doing, it bleeds into your whole life. People can try as hard as they want to compartmentalize, but it inevitably seeps in. Spend your energy to grow every aspect!

Employers Value Honesty

I usually hear from employers that they would rather have someone leave sooner if they aren’t happy than after a year because it really takes someone 6-12 months to be fully trained, functioning, and adding value in their position. When a candidate leaves after a year, the employer has to start all over again.

Business people waiting for job interview

Avoid the Resume Red Flags

Don’t make it a habit. I’m definitely NOT condoning using the first couple of months as a continuous trial period. Don’t have perpetual 6-month positions on your resume.

Make sure that you aren’t mistaking the learning curve for disliking the position. Ensure you’ve had the right communication with your manager and have done everything possible to make the job the right fit. Do your due diligence when accepting a position (I’ll post tips for this next week). When you’ve done all of this and it STILL turns out to be different than you hoped—get in the right situation. Be intentional and be diligent.

When to Make the Move

There will always be bumps in any job, things you don’t like, and days that feel hard. But if you spend every night dreading work the next day, it’s time to change your situation—for you and the company—whether it’s been a few weeks or a few years.

Have You Been in This Situation?

What did you do? How did it turn out?

Feel free to contact anyone on the Prospex Recruiting team; we’d love to discuss any of this with you!

  • Whitney Jaques
  • Zach Truman
  • Maria Battista Foxley
  • Talisha Jones
  • Lauren Hedin
  • Nicole Ehlers
  • Bracken Higginson
  • Amelia Graviet
  • Maloree Johnson
  • Josh Roberts

Back-to-School Season: Why August Is Prime Hiring Time

Abby Roberts · August 7, 2025 ·

August marks more than just the countdown to a new school year—it’s one of the year’s most significant hiring opportunities. While many businesses see summer’s end as a slowdown, smart companies, with help from partners like Prospex Recruiting, recognize August as the perfect time to secure top talent.

The back-to-school transition creates ideal hiring conditions. Parents adjust work schedules, recent graduates enter the job market, and professionals look for new opportunities before the year winds down. For businesses ready to act quickly, and with Prospex Recruiting’s expertise in seasonal hiring dynamics, this shift opens doors to exceptional candidates that might otherwise be hard to reach.

Why August Hiring Trends Create Unique Opportunities

August hiring trends differ dramatically from other months. This period combines multiple factors that make quality candidates more available and motivated to make career moves.

The Post-Summer Reset Effect

Many professionals use the summer months to evaluate their career satisfaction. By August, they’ve made decisions about their future and are ready to act. This timing coincides with companies finalizing budgets and planning for the fourth quarter, creating alignment between candidate availability and employer needs.

Summer vacation schedules also wind down in August. Hiring managers return to full capacity, and decision-makers are present to move quickly through the recruitment process. This eliminates the delays that often plague summer hiring efforts.

Family Schedule Realignments

Back-to-school season forces working parents to reassess their work-life balance. Some seek positions with better flexibility or benefits. Others may need to change their schedules entirely to accommodate new childcare arrangements.

This creates opportunities for employers who offer family-friendly benefits, remote work options, or flexible scheduling. Companies that market these advantages during August hiring often attract highly qualified candidates who might not consider a move at other times.

The Talent Pool Advantage in August

August’s candidate pool offers unique advantages that make seasonal hiring particularly attractive.

Fresh Graduate Availability

While June graduates may have started job hunting earlier, many don’t secure positions until August. This group brings fresh skills, enthusiasm, and often competitive salary expectations. They’re motivated to start their careers before the holiday season approaches.

Companies can also tap into graduate programs that end in late summer. MBA programs, certification courses, and professional development programs often conclude in August, releasing experienced professionals with newly acquired skills.

Motivated Job Seekers

Candidates active in August typically demonstrate higher motivation levels. They’re not casual browsers but serious job seekers ready to make commitments. This reduces time-to-hire and improves offer acceptance rates.

Many professionals also view September as an ideal start date. It aligns with the school calendar, allows for a fresh start, and provides time to settle in before the busy holiday season begins.

August Hiring Trends: Why August Is Prime Recruiting Time

Strategic Advantages of August Recruitment

Forward-thinking companies gain several competitive advantages by focusing on August recruitment efforts.

Reduced Competition

Many employers pause hiring activities during late summer, assuming candidates aren’t available. This creates less competition for quality talent. Job postings receive more attention, and top candidates have fewer competing offers to consider.

Staffing agencies also report lighter competition among client companies during August. This means better access to recruiting resources and more personalized attention to urgent hiring needs.

Budget Timing Benefits

August hiring aligns well with fiscal year planning. Companies can secure talent before budget constraints tighten in the fourth quarter. New hires can also contribute to year-end goals while having time to onboard properly.

Many organizations finalize their upcoming year’s budgets during August. Adding key personnel before these decisions are locked in ensures adequate resources for competitive compensation packages.

Maximizing August Hiring Success

To capitalize on August hiring opportunities, companies should adjust their recruitment strategies accordingly.

Accelerated Processes

August candidates often have compressed timelines. They want to secure positions before September starts. Companies that streamline their interview processes and make quick decisions will outperform competitors who maintain lengthy recruitment cycles.

Consider condensing multiple interview rounds into a single day or using technology to speed up initial screenings. Quick feedback and rapid decision-making become crucial competitive advantages.

Targeted Messaging

Marketing messages during August should emphasize fresh starts, growth opportunities, and work-life balance. These themes resonate strongly with candidates making back-to-school transitions.

Highlight company culture, professional development opportunities, and benefits that appeal to working parents. Position your organization as the perfect place for a September fresh start.

Working with Professional Recruiters in August

Partnering with experienced recruiting agencies, like Prospex Recruiting, can maximize August hiring success. Professional recruiters understand seasonal hiring dynamics and maintain networks of candidates ready to move quickly.

Staffing agencies in Utah and other markets report peak activity during August. They can access passive candidates who might consider opportunities during this transition period but wouldn’t actively job hunt at different times.

Experienced recruiting partners also help companies navigate the compressed timelines typical of August hiring. They pre-screen candidates, coordinate accelerated interview schedules, and facilitate quick decision-making processes.

Preparing for September Starts

August hiring efforts typically target September start dates. This timing requires careful coordination between recruitment activities and onboarding preparations.

Companies should have orientation programs ready and ensure that new hire paperwork can be processed quickly. IT equipment, workspace setup, and initial training schedules need advance planning to accommodate multiple September starts.

Consider creating cohort-based onboarding programs for multiple August hires. This approach builds camaraderie among new employees while efficiently using training resources.

Seize Your August Advantage

August represents a unique convergence of candidate availability, reduced competition, and strategic timing advantages. Companies that recognize and act on these seasonal hiring trends position themselves to secure top talent while competitors remain sidelined.

The back-to-school transition creates natural career pivot points for professionals across all industries. By aligning recruitment efforts with these seasonal patterns, businesses can build stronger teams and gain competitive advantages that extend well beyond the hiring season.

Don’t let this August opportunity pass by—partner with Prospex Recruiting to tap into the exceptional talent pool available during this prime hiring season. Our experienced team understands seasonal hiring dynamics and can help you secure the quality candidates your business needs to thrive.

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