🔍 Find Local Networking Events Quickly Using These Handy Tools

How to find upcoming free and paid local networking events nearby.

Photo by Abdullah Öğük

Local social networking events are great for:

• learning of new job opportunities and sharing some with others
• practicing your elevator pitch and learning from others'
• handing out business cards and receiving others (you know that job seekers need business cards, right?)

And more.

Plus, you get these benefits even if the event isn't industry-related, or even if it's not technically called a “networking event” at all.

Here are websites that you can use to find local job fairs, networking groups, industry events or any other kind of event that can help your job search.

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20 Websites For Finding A Local Networking Event Near You

1. Google

You can often find local networking groups and events by simply googling:

• “[where you live] business networking”
• “[where you live] networking events”
• “[where you live] social network”
• “networking events near me”

Or trying the same on another search engine.

In fact, try at least one other search engine such as Bing or Duck Duck Go (the best search engine you've never heard of).

2. Facebook

Go to the events page to see if you've been invited to an upcoming event. Use the Search box to look for events directly. Ask your friends, or even ask other people by posting a question on the Wall of a relevant Fan page.

3. Twitter

Use Twitter Advanced Search. Take advantage of the (albeit not great) “Near this place” filtering by area. You can also try searching by hashtag, since many events now have a dedicated one. Even better, search on the word “event” with a hashtag for the place name e.g. #NewYork or #Jerusalem.

4. Craigslist

Choose the location you want to search in the right-hand column and then use the search box located in the left-hand column.

5. Yelp

In the right-hand search box, type in the location where you're hoping to find events. In the left-hand search box, type what kind of event (e.g. job fair) you're looking for, or just leave blank to see what comes up.

6. Eventbrite

The homepage will suggest local events if it can tell where you are (it thinks I'm in San Francisco but this is probably just by default). Your best bet, especially if you don't want to create an account, is to click on the Find Events tab and search there.

7. Meetup

Once you sign up and tell Meetup where you are, the Find page will suggest Groups or Meetups (events) near you, or you can manually search for events that interest you anywhere else.

8. LinkedIn

LinkedIn launched its new Events recently, and its functionality is very basic initially. I'm surprised they took so long to add this ability to the site.

The organizer of a LinkedIn Event plays the role of the event’s host. As an organizer, you are responsible for setting the agenda for the event, deciding logistics, inviting attendees, and updating the event group. You can organize events based on your audience, or the event’s content.

But while it's easy to create an event, it's not easy to invite large numbers of people right now, and it's also not easy to find events unless you were invited.

Stay tuned, because they'll definitely add features soon.

9. Sofi

SoFi is a new kind of finance company taking a radical approach to lending and wealth management, and their events are “happy hours, educational events and member dinners happening in your neighborhood.” (USA-only)

10. Eventful

Type [your city] in the Location box and [event] in the next search box. You can use the Advanced Search to refine dates or search on venues, which is handy if you live e.g. near a convention center.

11. EventZilla

EventZilla creates products for managing events, and their site also has a list of upcoming events run by their customers.

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Personal Networking Expert Michael Goldberg at TEDxMillRiver

What's the difference between serendipitous networking vs strategic networking? Some great stories and more…

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12. 4Networking

The Find a Business Networking Meeting page lists what's coming up. Very UK-oriented.

13. Eventil

Events for Tech People. Find talent at technical events anywhere in the world.

14. PaperCrowd

Find Research and Academic Conferences.

15. Colloq

Discover Upcoming Events. Find and attend events or discover the media coverage of past events.

16. Network Nite

Simply select your city, choose the event you wish to attend and purchase your tickets online. Any questions, concerns or advice can be called upon anytime simply by e-mailing Info@NetworkNite.com

17. Up Social Network

Texas only, mainly near Houston. Click on Events in the navigation menu to see upcoming events.

18. Lean In Circles

A Circle can be a monthly roundtable at your home, a brown-bag lunch series at work, or even a virtual meet-up with people from around the world. The important thing is that you get together regularly—and that everyone participates. Your Circle can also join up with other Circles and create a Chapter that hosts events and supports networking.

19. Simply Networking

Click on the Event Types or Future Events tab to see upcoming business networking events around the UK.

20. Find Networking Events

UK-only. Search events by clicking the Events by Region, Events by Town/City, or Events for Women tab.

Question of the article

What's your favorite website for looking up business or job networking events? Tell us in the comments.

What others are saying

• 5 Types of Networking Events Actually Worth Your Time
• Why networking events are a waste of time, and what to do instead (tldr: go to other kinds of events that aren't officially defined as networking events)
• Don't Go To Networking Events – Go To These Instead
• How to Find Networking Events Actually Worth Attending

READ NEXT: 15 Conversation Starters That Make Networking Events Great

Subscribe to JobMob via RSS or email and follow me on Twitter for more ideas to network to your next job.

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🤔 175 Useful Questions To Ask Recruiters At Job Interviews

Pick and choose from this list of questions to bring to a job interview and learn if the job is right for you.

Photo by Artem Maltsev

If an HR manager or recruiter ever asks ‘do you have any questions for me?' after a job interview, you need to be ready.

Asking questions in a job interview is a sign of confidence and shows real interest in the employer and their open role.

Can you bring a list of questions to an interview?

Absolutely!

Preparing a list of questions will impress recruiters even more than if you ask off the top of your head, in showing that you're organized, professional and simply cared enough to do your homework in advance.

That said, skip any prepared questions that were answered earlier in the interview.

TIP: Although the list keeps saying ‘company, company, company', the questions are relevant if you're applying for a position at any kind of entity, and it makes no difference whether you ask them in an onsite interview or an interview done over the phone, email or via video chat.

If you know someone who has an upcoming job interview, please share this list with them right now using one of the share buttons above. Bookmark it too for your own needs.

Note: There is a poll embedded within this post, please visit the site to participate in this post's poll.

Free bonus: The One Job Interview Resource You’ll Ever Need is a handy reference to help you prepare for any kind of job interview. Download it free now

What Are Good Questions to Ask a Potential Employer?

Ask any question that will help you decide whether to join an organization.

The best questions to ask in a job interview will show off some of your soft skills, especially if you relate to points mentioned earlier in the interview.

Aim in particular to ask questions whose answers you couldn't find on your own, such as while doing pre-interview company research (although it's ok to ask related questions to publicly available information).

It's also a good idea to ask questions covering wide-ranging aspects of being a company employee, which is why I've divided the questions as follows:

Questions 1-71 are about the job itself

Questions 72-111 are about the company

Questions 112-131 are about the boss

Questions 132-162 are about the team

Questions 163-175 are about feedback and next steps

1. Why has this job opened up?
2. Is this a new position? If not, what did the previous employee go on to do?
3. How long has this position existed?
4. How would you describe the responsibilities of the position?
5. What tools are available to perform the role’s responsibilities?
6. What would you consider to be the most important aspects of this job?
7. Can you tell me about the competencies necessary to perform this job?
8. What types of skills do you NOT already have on board that you're looking to fill with a new hire?
9. What improvements or changes do you hope the new candidate will bring to this position?
10. What do you think are the most enjoyable or gratifying aspects for someone in this role?
11. What would you say are the top personality traits someone needs to do this job well?
12. What happened to the last person who held this job?
13. Would you want me to do anything different from the previous person(s) in the position?
14. What were the major strengths and weaknesses of the last person who held this job?
15. May I talk with the last person who held this position?
16. How many people have held this position in the last two years?
17. How many people will you be interviewing for this position?
18. How would you describe the ideal candidate?
19. Thinking back to the person who you've seen do this job best, what made their performance so outstanding?
20. How would you define “success” for this position?
21. What particular aspects about my background and experience interest you?
22. What makes you think I will be successful in this job? Does anything cause you concern about my candidacy?
23. How can I most quickly become a strong contributor within the organization?
24. Are there any useful kinds of experience that I could try to get that may help my progress?
25. Will the work be similar most days, or will there be some variety from day to day?
26. What kind of authority does this position have?
27. Would I manage any employees?
28. What sort of budget would I have for running the team?
29. While I know this is an entry level position, would I have the chance to participate in strategy or client-oriented meetings?
30. Will I have exposure to clients? If so, how much?
31. How much opportunity will I have for decision-making in my first assignment?
32. What decisions can be made immediately without having to ask permission or get approval (from a higher level, or a committee)?
33. How does upper management view the role and importance of this department and this position?
34. How important does upper management consider the function of this department/position?
35. If I'm offered the job, how soon would you like me to start?
36. If I'm offered the job, how should I best prepare before I start?
37. Does the position have a probationary/trial period? If so, how long is it?
38. If I were to start tomorrow, what would be the top priority on my to-do list?
39. What are the most immediate challenges of the position that need to be addressed in the first three months?
40. Can you give me a 6-12 month outlook on this position and where you see it going?
41. How does this position fit into the company’s long-term plans?
42. What kind of induction or training will I complete when I begin the job?
43. Will I be given an employee handbook?
44. What are typical work hours? Is overtime expected?
45. Do employees normally work overtime? What is expected on that front?
46. How would you describe a typical week/day in this position?
47. What’s the salary range?
48. Do you provide any non-financial assistance, e.g. time off for studies?
49. What benefits, bonuses or perks come with the job?
50. After the initial minimum salary, are increases standard for all associates or is there an “award” system? If there is such a system, on what basis is the “award” made and by whom?
51. Are salaries tied to the cost of living index?
52. Are salary adjustments geared to the cost of living or job performance?
53. How do you envision this position supporting you?
54. How will you judge my success? What will have happened six months from now that will demonstrate that I have met your expectations?
55. What are the performance expectations of this position over the first 12 months?
56. What are the avenues for promotion?
57. How does one advance in the company?
58. What are the prospects for growth and advancement?
59. What are the opportunities for progression and increased responsibility within the organization?
60. What are the career paths in this department?
61. Where have successful employees previously in this position progressed to within the company?
62. Are there any changes coming that will affect the department or role?
63. Is relocation a possibility?
64. What is your organization's policy on relocation/transfers to other cities?
65. How often can I expect to relocate during the initial years of employment with your organization?
66. How much travel is expected?
67. What is the most challenging thing to get used to in this position?
68. What are the hazards of the job?
69. Do you have health and safety meetings?
70. Is there safety equipment I'll be expected to wear? Will I receive training in how to use it? When?
71. What sort of equipment would I be supplied with? Would I get my own desk?
72. Tell me some of the reasons people like working here.
73. What do you see ahead for the company in the next five years?
74. Who do you consider your customers to be?
75. What is your company’s market or target demographic?
76. What makes your company better than your competitors?
77. In what ways is a career with your company better than one with your competitors?
78. What are the areas where your competitors are better than your company?
79. What is the biggest challenge facing the company today?
80. What new product lines/services have been announced recently?
81. How does the company attract sales or develop client relationships?
82. From your perspective, what are the strengths and weaknesses of this company?
83. What are the company's strengths and weaknesses compared to its competition?
84. What do you consider to be your firm's most important assets?
85. What are the long- and short-term goals of the company?
86. What are a few things that really drive results for the company?
87. Does the company have a dress code? Is this for everyone or only certain departments?
88. How do current employees feel about their jobs and the company?
89. Why do you think people leave this company?
90. How financially sound is this company?
91. What particular computer equipment and software do you use?
92. What is the company policy on Internet use?
93. What’s your stance on employee involvement in social media?
94. Could you describe your company's management style and the type of employee who fits well with it?
95. Can you tell me about company culture?
96. What would you say is the most important aspect of your company culture?
97. Are there any company-sponsored social events such as a company softball or golf league in place?
98. What do employees do in their spare time?
99. What are the opportunities for training and career advancement?
100. How much paid training do you provide to each employee per year? What kind of training is it? Can employees choose or recommend the training they take?
101. How do you ensure that the salary of long-term employees stays competitive, especially in a hot job market?
102. What is your policy concerning raises? How regularly do you give raises? Do you consider a yearly increase in salary equal to the local inflation rate to be a raise?
103. Do you provide share options, profit sharing, retirement savings contributions, or pension? If so, what are the details of the plan(s)?
104. What medical benefits do you provide? Do you cover dental work or eyeglasses? Do you cover health preventative measures such as exercise programs, vitamins, or preventative medical exams?
105. Does your company encourage further education?
106. How does your company's tuition reimbursement program work (if there is one)?
107. What is company policy regarding working from home?
108. Have you cut your staff in the last three years?
109. Is your company environmentally conscious? In what ways?
110. What kind of partnerships does your organization have with others in the community?
111. I’m anxious to get active in the local [industry name] community. Is this something that you encourage?
112. Do you like working here?
113. Can you please tell me how your career has developed at this organization? Would someone entering the firm today have similar opportunities?
114. What tangible and intangible qualities attracted you to the company?
115. What excites you about coming into work?
116. What do you appreciate the most about your company/organization?
117. If you could change one thing about this company, what would you change?
118. Who does this position report to? If I am offered the position, can I meet him/her?
119. Is my boss's performance evaluated on how well he/she develops his/her subordinates? On the success of the department?
120. Who are the key decision makers that I would need to get along with, and how would you describe each of them?
121. Who will be making the hiring decision?
122. How often will my immediate supervisor meet with me one on one?
123. How would you describe your management style?
124. How do you feel about creativity and individuality?
125. Can you explain how you let someone take a project and run with it?
126. Do most associates achieve their billable hour target? Do most associates exceed that target?
127. What are the various ways employees communicate with one another to carry out their work?
128. How and by whom will my performance be reviewed? Are there specific criteria upon which I would be evaluated?
129. And how frequently is formal and informal review given to new employees?
130. Does the company have an internal appeal process involving disciplinary action?
131. How do you deal with poorly performing employees?
132. How many people work in this office/department?
133. With whom will I be working most closely?
134. Can you tell me about the key people I would be working with on a daily basis?
135. Is there anything I should know about a co-worker in particular?
136. Is it possible for me to meet the people I would be working with?
137. How is the department (that I would be joining) viewed by the rest of the organization?
138. What are the long- and short-term goals of the department?
139. What have been the department's successes in the last couple of years?
140. What are your department's major projects in the coming year?
141. How does the department / team I will be joining relate to the overall organization? How does it support the organization's strategic goals? Is the department a cost or profit center? How is the department perceived politically?
142. How are teams assembled? How are team members selected? What are the selection criteria?
143. How are your teams structured?
144. What kinds of processes are in place to help me work collaboratively?
145. How often does my team meet as a group?
146. Are teams empowered and self-organizing? Are teams able to choose and tailor a methodology to suit them and their work?
147. How much freedom and support is provided to mentor and consult with colleagues, superiors, and customers?
148. Have you ever mentored an employee to help achieve their career goals?
149. Is there a lot of team/project work?
150. In what area could your team use some improvement?
151. In what area could your team use a little polishing?
152. How do you encourage your employees to keep current with professional developments in the field?
153. How do you help ensure that employees are highly motivated?
154. How do you plan to provide me with challenging work that makes optimal use of my abilities while providing a supportive environment?
155. How do you ensure that each employee is doing quality work?
156. How approachable and receptive is management to suggestions and feedback?
157. How are resources assigned within the team?
158. What opportunities will there be to work with new, interesting technologies?
159. What tools and practices are used to manage X or Y?
160. What is your process for handling suggestions and ideas from employees? How many suggestions per employee on average were received in the last year? How many were acted on?
161. What is involved in moving to another team or changing work assignments?
162. How frequently or what portion of the staff is composed of temporary or contract employees?
163. Would you like a list of references?
164. Is there anything you’d like me to clarify or explain in more detail?
165. What additional information can I provide about my qualifications?
166. Are there any other questions I can answer for you?
167. Is there anything I’ve said today that might hurt my chances of being hired here?
168. Is there anything that stands out to you that makes you think I might not be the right fit for this job?
169. Do you have any recommendations for how I could improve my interviewing skills?
170. What are the next steps in the interview process?
171. Who I should follow up with about next steps?
172. When can I expect to hear from you?
173. How should I follow up?
174. If I don’t hear from you by a week from today, may I call you?
175. May I contact you if any further questions arise?

Question of the article

Did you prepare in advance a list of questions to ask in your last job interview? If so, which prepared question got the most helpful response from your interviewer? Tell us in the comments.

What others are saying

• Expert Tips: 31 Questions to Ask In A Phone Interview to Stand Out
• Unique ‘killer’ questions to ask at interviews – for employers and applicants
• The Right Questions to Ask an Executive Recruiter
• 7 Questions To Ask When A Headhunter Contacts You
• 8 questions to ask to a recruitment agency
• My Interview Questions for Potential Employers

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Bonus 2: Great Questions To Ask The Interviewer

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📣 3 Simple Ways to Get Resume Responses & Company Feedback

Applied to many jobs and got no calls? Feel like applying for jobs online doesn't work? These tips are for you.

Photo by Wynand van Poortvliet

This is a guest post by Chandlee Bryan.

You saw a job listing you were excited about. You applied. You told a friend or two you applied. Maybe you got an interview? They said they’d call you.

You never heard back.

Ever happened to you?

If your answer is yes – which of course it is – and you’ve applied for loads of jobs and got no reply, it’s easy to start feeling like the title of a sad country music song:

You Never Even Call Me By My Name

Where Do I Fit in the Picture?

What Hurts the Most (Is Nothing in My In-Box)

While it’s never a good idea to go negative in a job search and storm the workplace to get a response, here are three ways you can work on getting better feedback and improve your chances in the job hunt.

Note: There is a poll embedded within this post, please visit the site to participate in this post's poll.

Free bonus: The One Resume Resource You’ll Ever Need is a handy reference to make your resume get you more job interviews. Download it free now

3 ways to get responses from recruiters

1) Connect with employers besides applying

From You Never Even Call Me By My Name to First Name Basis…

Employers get dozens if not hundreds of applications for one job.

Until you interact with the organization at which you’ve applied, your name is a series of characters online. Make yourself real. Get mentioned.

Here’s how to do it:

Follow-up after you apply. Be clever. Call the hiring manager. Send a fax. Get introduced by a trusted friend. It doesn’t matter how you do it. Just make it happen.

And when you do, go for what my friend Laura Labovich calls the “Forrest Gump” or “James Bond” approach. Mention your name TWICE. As in, “I’m Forrest, Forrest Gump” Or “Bond, James Bond here. I’ve noticed you have a need for someone with experience in defusing explosives.”

Saying it twice makes you more memorable.

2) Check for employer updates

From What Hurts the Most (Is Nothing in my In-box) to Knowing What Happened…

Here’s a secret not always shared-

Often employers will give you feedback on the status of your job application, but you have to log back into the account you created to apply for the job to see this information.

Sometimes the information you receive isn’t what you wanted – your application may not have been viewed, you may have gotten turned down, the job may no longer be available.

But knowing what your status is can at least end the waiting game.

3) Follow up after rejections

From Where Do I Fit in the Picture to There’s a Place for Me…

Have you ever been told you are overqualified?

Rejected because your experience far exceeds the requirements for a position?

Too senior for a job offer?

I call this the Goldilocks Syndrome: a unique condition wherein a potential employer decides you are over- or under-qualified for a job despite the fact that you may actually be a fit.

One way to beat this syndrome is to follow up on your rejection, pleasantly express your disappointment at not having the opportunity – and say what you would have learned from the job. Restate your interest in the organization.

Worst case scenario: You still don’t get the job, but you weren't going to anyway.

Best case scenario: The employer reconsiders. I’ve watched a job seeker use this approach to turn a rejection into a job offer.

Question of the article

Do you typically contact employers before sending your resume? If so, what's your go-to outreach tactic? Tell us in the comments.

What others are saying

• How Can 100 Job Applications Get Zero Replies? Here's How
• Your resume is not the problem
• Why don’t I get a call back when I send in my resume???!!!
• No Response on a Job Application — Do This
• Avoiding the Resume Black Hole: Why 95% of Resumes Never Get Read, and What You Can Do About It

Bonus: Resume Not Getting a Response? Do This ASAP!

About the Author

Chandlee Bryan, M.Ed. is a job search strategist and resume writer at Best Fit Forward, she also serves as the Assistant Director at the Center for Professional Development at Dartmouth College. She is the co-organizer of one of the largest job seekers Meetup groups in the world and enjoys listening to – and telling – stories in her spare time. You can follow her career advice on Twitter at @chandlee.

This article was part of the Over $5000 in Prizes: The 5th Annual JobMob Guest Blogging Contest, which was made possible thanks in large part to our sponsors:

	Marcus Tandler’s JOBlog is Germany’s oldest blog about job search & careers.
	Rabbi Issamar Ginzberg is an internationally acclaimed advisor to successful business owners, known for his small business ideas.

READ NEXT: How to Quickly Recover From Bad Job Interviews

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😲 Unusually Good Reasons To Use A Smart Resume Builder

The many benefits of using a smart resume builder and how it can save you time, sweat, and blood.

Photo by Randy Fath

This is a guest post by Max Woolf.

Say hello to Olivia. She’s a hiring manager on the lookout for stellar hires.

Next to her is a battered PC and a pile of 250+ resumes (that’s what a corporate job opening attracts on average.)

Finally, she picks yours.

A glance here, a glance there and in the resume black hole trash your resume goes.

Arrrgh.

But why?!

In short, it didn’t look professional and was hard to read. That made Olivia go with another candidate.

Don’t stress.

Take a deep breath, you're just a scroll-down away from learning how a resume builder can win recruiters and tip the scales in your favor.

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Note: There is a poll embedded within this post, please visit the site to participate in this post's poll.

Free bonus: The One Resume Resource You’ll Ever Need is a handy reference to make your resume get you more job interviews. Download it free now

3 Benefits of Using an Online Resume Builder

1) Save time making your resume look great

My resume looks super terrible. I can't believe I sent this to people.

— Cedric Alessandro Chambers (@ChambersFineArt) July 22, 2014

Here’s the thing:

Finding a job is a race against the clock. The sooner you land your dream job, the better your life will be.

Problem?

Most people are clueless about how to lay out a resume solo. They’ll have to spend every ounce of their energy to research:

• Which sections to include in a resume?
• How long should a resume be?
• How to pick the right font and what’s the best font size for a resume?
• Should you save your resume as a Word Doc or PDF?

But—

If you take advantage of the benefits of using a resume builder, you won’t have to worry about any of that.

Most builders come standard with professional templates, fonts, recommended resume sections, and much more.

As a result, it'll help you save hours worth of research time and let you focus on the critical part of your resume right from the get-go—the content.

2) Apply for more jobs

Did you know that a whopping 75% of recruiters use an applicant tracking system (ATS) to weed out bad candidates on autopilot?

What’s an ATS, exactly?

It’s special software that checks resumes for keywords and compares them against the job ad before your resume reaches the human eye.

So—

If you don’t tailor your resume to match each job ad, your chances of employment will drop off a cliff.

Problem?

If you use MS Word templates, they’ll almost always break when you try to edit or change them.

Is there anything worse than trying to get the correct formatting in Microsoft Word?

— Squid (@SydMitchell) September 18, 2019

Need to add more skills and preserve the formatting? You’re doomed.

One of the benefits of resume builders, on the other hand, is that they are designed for this job.

Just throw whatever skills or certifications you need for a specific role, and smart formatting algorithms will take care of the rest.

As an added benefit, most builders will give you a friendly dashboard with your resumes (+ previews) all in one place for easy navigation between different resume versions.

3) Easy converter between resume file formats

Things I wish I got told prior to writing my dissertation: Formatting is a and conversion to PDF from word is also just as bad. Be prepared to hours adjusting

— V. M. Nepomuceno (@vmn569) September 25, 2019

Nightmare scenario:

You come across a tempting job offer with sky-high pay and more benefits than Fortune 100 organizations can offer.

You spend one hour tailoring your resume to make sure it fits the job description like a plug in a socket.

But—

Before you hit “submit application”, a line in the job description catches your eye.

It says, “Please submit your application in .doc format.”

Problem?

You created your resume with the intent of sending it in PDF (not .doc), so you didn't pay much attention to how it looked in Word.

As a result, you had to waste another hour to reshape your resume (to make sure it didn’t look off-kilter), which you could’ve otherwise used to apply for 1-2 extra jobs.

Argh.

The good news?

A smart resume builder can save your resume in any file format within seconds and give you the peace of mind the layout won’t get skewed.

On top of that, you’ll be able to choose a format within the builder without having to Google a legit converter online that won't potentially steal your data, and then save the document using a resume file name best practice.

There you have it.

A whopping three surprising benefits of using a resume builder in 2019.

Question of the article

Have you ever used a resume builder? If not, why not? If yes, what frustrated you most about it? Tell us in the comments.

What others are saying

• The Pros and Cons of Using an Online Resume Builder
• 4 Reasons Why You Should Use a Resume Template
• Advantages & Disadvantages For Using a Resume Builder
• What Are The Major benefits Of Online CV Builder?

Resume Tips 2019: 3 Steps to a Perfect Resume

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About the author

Max Woolf is a career expert at Zety. He’s passionate about helping people land their dream jobs through the expert career industry coverage. In his spare time, Max enjoys biking and traveling to European countries. You can hit him up on LinkedIn.

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👶 How To Clearly Explain Losing Your Job To Kids

The best way to tell your family you lost your job.

My own layoff story
I was last laid off in early 2006.

At that time, I had 2 kids aged 3 and 2. To me they seemed too young for the layoff to have much meaning in their eyes, but I was wrong.

Before the layoff, my kids barely saw me each weekday. I would leave for work early and come home as they were getting ready for bed, or later.

After the layoff, they saw me all the time. My new job – the job search – gave me the flexibility to take the kids to school and pick them up afterward while still networking, getting interviewed, etc.

My wife and I didn't make a big deal of the change, and to be honest, we didn't really spend much time thinking about whether that was the best way to react. We just told the kids that I would working from home from now on and they took it in stride. Or “Yay!” as they put it.

Kids make everything better. You try to explain what "layoff" means and you get back "I won't have to miss dad ever again!"

— Kristen M. (@WeBeReading) June 29, 2011

Looking back recently, I was curious to hear what child experts would say.

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Be honest and patient
Russell Friedman, former Executive Director of The Grief Recovery Institute Educational Foundation, blogger for Psychology Today and co-author of 3 books including When Children Grieve, suggested:

• Adults—you go first. Telling the truth about your own feelings about your work situation will make it safe for your child to open up about his or her feelings.
• Remember that each of your children is unique and each has a unique relationship to the loss event or situation.
• Be patient. Don’t force them to talk about it.
• Never say “Don’t feel sad” or Don’t feel scared.” Sadness or fear are the two most normal feelings in reaction to loss or change of any kind. They are also essential feelings to being human.
• When they do talk, listen with your heart not your head. Allow all emotions to be expressed without judgment, criticism, or analysis.

React carefully
Dr. Elizabeth R. Lombardo, Ph.D., M.S., P.T. and author of “A Happy You: Your Ultimate Prescription to Happiness,” says:

We often assume that children will be so worried if Daddy is not working, but that is not the case. What causes them stress is parents’ reaction to Daddy’s unemployment.

Unlike parents, children are not calculating the cost of the mortgage and monthly bills, stressed that they cannot be paid. They are not tormented by fears that they may never get another job, or at least not before they lose their home. Children are much more in the here and now. So what is important to them is (1) Daddy is now home to play with me and (2) how Mommy and Daddy are feeling.

Children can be incredibly intuitive. They may not understand why parents are stressed but they can sense something is wrong if you are.

So, how do you tell your young child that their father is unemployed? Try something like “Daddy is not working right now. He will be getting another job soon. Now he is going to focus spending some time playing with you.” You can even highlight some things they might do together (read book, go to the park, play ball…)

More importantly than what you say, though, is your reaction. Try to address your stress level- what you outwardly say and do as well as how you feel inside. Again, children can sense your stress, which then can cause anxiety for them.

@MHChat It’s definitely more difficult to find work after 50 -in my experience. After a layoff 2 yrs ago, I’ve found employers less interested in experience and more interested in paying less to older workers. Even more challenging if you’re caring for kids or parents.

— e (@erinnelansing) July 17, 2019

Have the right attitude going forward
Vicki Hoefle, 20 Year Parent Educator, Mother of 5 teens and creator of Parenting On Track, recommends:

• Children follow their parents lead so attitude is everything. You convey your confidence or lack their off with not only your words, but your voice, tone, body language and eye contact.
• Children can feel a parents' confidence and take their cues from this.
• As you explain the “change” in employment, the details will not be as important as your attitude about this change.
• Most children can not comprehend the idea of work, let alone the idea of unemployment. Narrow this down and talk about it from the child's perspective. Think about how this might impact the child's life. Maybe you will be home in the morning to take them to school. Maybe you will be home at night to have dinner with the family. It isn't as important to talk about the fact that you may have less money to spend on eating out, kids don't pay attention to that. Talk about the tangible changes your children will notice.
• Children do not need updates. They only require that when a significant change, like another job, or moving because you have to sell the house, is explained to the extend that they can assimilate the information. Again, your attitude of “things will be fine, I know what I am doing” is the only thing that matters to young children.
• So curb the desire to tell the kids everything. Use discernment and community a sense of confidence and security to your children during this transitional time.

Involve children at their level
Heather Davis Richards, former VP of Public Affairs for financial education company Essential Knowledge, tells:

Little kids are very resilient to change. They can actually be a huge asset to the family, with their eagerness to be involved. We have seen children all over the world work to raise money for cancer victims, animal rights, and other topics that seem overwhelming. So when it comes to a layoff in the family, it’s best to get them involved at a level they can understand.

First, discuss with your spouse privately, how you both intend to deal with the situation. What budget cuts will need to be made? What changes will that mean? We planned in advance, what the job loss would mean to the family, and how we would cope with the situation. In our family, when my husband was laid off, we decided to cancel after school childcare to save money.

The two biggest questions that children have with this type of situation are, “how will this impact me?” and “should I be scared about this?”

When we discussed it with our seven-year-old, we made sure to stress that everything was going to be fine. There would be changes for awhile, and we made sure to state upfront how that might impact her. She was actually overjoyed at some of the decisions. She was thrilled to be able to ride the bus after school, for instance.

We also asked for her help. We asked for her to help us to look for ways to save money while looking for a new position. She offered to forfeit her allowance, and had many creative ways that we could have inexpensive fun on the weekends. When her birthday rolled around, she came up with the idea for a party at home to cut costs. Don’t be afraid to enlist your children’s help, it empowers them that they are a part of the solution.

Takeaway lessons

• Decide with your spouse how the family should cope with the post-layoff situation
• Tell your family about the layoff without going into details
• Assure your children that everything will be ok (easier said than believed, I know)
• Involve your children in any lifestyle changes, such as cost-cutting

Question of the article

What about you: how have you dealt with unemployment in your family? Tell us in the comments.

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