The rise of Instagram-ready resumes, your anger can be an asset, and more top insights

What’s happening in the world of work: The Saturday edition of the Daily Rundown highlights the business trends, perspectives, and hot topics you need to know to work smarter. Read on and join the conversation. 

Is your resume Instagram-ready? With Gen Z entering the workforce, employers say they’re receiving more digital resumes that resemble “Instagram-friendly palettes of mint green and pastel pink,” writes The Wall Street Journal’s Chip Cutter. With job seekers hoping “to make their résumés stand out from the pile,” some digital CVs come decorated with bitmojis, headshots and other personal details. The verdict from recruiters? It certainly gets their attention, but not always the kind applicants are looking for. Some hiring managers say such artistic flair belongs on social media, not a job application. ? Here’s what people are saying. 

Put your anger to good use: When we’re livid, many of us opt to calm down first before making any kind of decision. But research on consumer behavior from Northwestern’s Kellogg School suggests that anger may help us focus. Anger can push us to act with greater certainty, the resulting decisions are often more clearly based on our goals and we are more likely to feel satisfied with those decisions, the researchers found. When we’re angry, we’re less inclined to make tradeoffs. One key thing to keep in mind? Make sure the anger is directed productively. Otherwise, things can get ugly. ? Here’s what people are saying. 

You Asked: “I have a 34 year old nephew who is a college graduate. He has a mild form of cerebral palsy. It affects his speech (he talks a bit slower) and he is currently unemployed. His resume gets him interviews but, rather than people seeing the challenges he has overcome, they pass him over. Usually the answer is, ‘We are going in a different direction.’ Any suggestions for how to handle the in-person interviews to overcome the prejudice?” —Kathleen Fitzgerald, associate publisher at Canadian Metalworking Magazine

• “Focus on ability. Interviews are about two things – proving that you can perform the essential functions of the job (with or without reasonable accommodation) and proving culture fit. Disclosing your disability is generally a good idea for both of those things – it allows you to ask for accommodations in advance and weeds out employers that aren’t going to be a good fit. When interviewing, utilize the STAR method of answering questions. The STAR method is a technique for answering questions by describing a specific situation and/or task, action, and result in relation to the question being asked. It’s great to have at least five STAR answers prepared. Finally, whether or not you get the job, just be yourself, and if it doesn’t work out, just keep going until you find the best fit.” — Sharon Winston, CEO of Project HIRED
• “Your credentials, resume and experience got you in through the door. Remember that you deserve to be there, and that something on your resume is appealing to your interviewer.  You should focus on that. Your disability can be considered a source of strength, allowing you to showcase and explain to the interviewer your problem-solving skills, improvisation skills, perseverance and resilience, but you want to balance that with all of the other credentials that got you through the door. The choice is yours on whether or not to disclose your disability before or during an interview. If you can address it upfront, and set the employer at ease, it will prepare them for the interview, and allow them to consciously move beyond any bias or discomfort and focus on your talent. Disclosure is a judgment call, but remember, that whatever you chose, focus on what you can do and how you are the best candidate for the job.” — Jennifer Laszlo Mizrahi, president and co-founder of Respectability

Looking for career advice from the pros? Submit your questions in the comments with #YouAsked and we’ll take care of the rest.

Keeping groupthink at bay when hiring: Many hiring managers and interview committees are swayed by the loudest voice in the room, or the most senior member of a team when choosing candidates. The problem is this doesn’t necessarily lead to great hires. Companies are better off embracing what executive recruiter Atta Tarki calls true group decision making. To give everyone an equal voice, interviewers shouldn’t share candidate feedback until they meet as a group, they should give interviewees a numerical score and they can write down their take on candidates so they can come prepared to offer their perspective. ? Here’s what people are saying. 

When pen and paper beats all things digital: Need to focus? Ditch the smartphone and laptop, just for a bit. Old-fashioned pen and paper are especially good at stimulating our reticular activating system, nerve pathways in our brain that help us weed out excess information and zero in on what’s pressing, writes Fast Company’s Stephanie Vozza. Paper is thin, light and it doesn’t run out of batteries. And it doesn’t beep and buzz and distract you with notifications. Yes, productivity apps offer benefits, but we shouldn’t discount the power of paper. ? Here’s what people are saying. 

One last idea:  Success can easily end up feeling hollow when it’s defined and measured by other people’s standards. For our work to have lasting personal value, author Laura Gassner Otting writes that we need to focus on developing what she refers to as consonance.

“Consonance is not just purpose writ large (and lofty). It’s your purpose, freely and clearly defined by you, and put into action through awareness of and alignment with your life’s plan. Consonance is when what you do matches who you are (or who you want to be).”

What's your take? Join the conversations on today's stories in the comments.

— Scott Olster