Anna Chernyshova

A leader makes people feel safe.
A boss makes people anxious.

When leaders focus on defending their egos, they create a culture of competition and fear.

Team members become hesitant to speak up, innovation stalls, and impacts progress.

On the other hand, when leaders prioritize the right solution, regardless of its source, they foster a culture of collaboration and trust.

Ideas flow freely, diverse perspectives are valued, and everyone feels empowered to contribute.

Great leaders understand that their role is to guide their team toward the best outcomes, not to be the sole source of wisdom.

By focusing on what’s right over who’s right, they inspire their team and drive meaningful progress.

What else would you add?

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Culture is how an employee's stomach feels on Sunday night.

1 in 3 employees leave their jobs because of a negative work culture (CMI)​.

People don't leave jobs. They leave TOXIC work cultures.

15 Signs of toxic work culture:

❌ Lack of trust
❌ No Recognition
❌ Micromanagement
❌ Gossip and Rumors
❌Poor communication
❌ Lack of Accountability
❌ Unhealthy Competition
❌ Unrealistic Expectations
❌ No growth opportunities
❌ Poor onboarding process
❌ Lack of Work-Life Balance
❌ Unclear Job Responsibilities
❌Discrimination and Favoritism
❌ Lack of support from leaders
❌ Lack of Diversity and Inclusion

What else would you add?

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Before hiring an external candidate,

Promote your internal team members.

Promoting from within recognizes the hard work and dedication of our employees.

As well as brings many great benefits to the company:

1. Boosts Morale
↳Employees feel valued and motivated when they see a clear path for advancement.

2. Reduces turnover
↳Career growth opportunities encourage employees to stay with the company longer.

3. Saves time and money
↳Internal promotions are often quicker and more cost-effective than external hires.

4. Leverages existing knowledge
↳Current team members already understand the culture and processes.

Let’s invest in our people and build a stronger, more cohesive team from the inside out.

What else would you add?

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I've interviewed over 5k candidates, and many had their #OpenToWork banners on.

Some were unemployed or laid off, some were happily employed, and some were between jobs.

This is not a sign of “desperation“ or your “worth“.

It simply means that you are open to exploring new opportunities.

You might be happy at your current job

BUT

you are open to learning what else is out there.

OR

You might be unemployed.

Either way, there is no shame in being open to other opportunities.

It's just a temporary status for an upcoming opportunity.

It will help you get noticed by hiring recruiters.

If you are looking, your job offer is coming. Don't give up. 💙

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People don't leave their jobs.

They leave toxic work cultures.

70% of employees are disengaged at work due to toxic work cultures (Gallup).

Toxic culture leads to

↳lack of trust in leadership
↳increased turnover rates
↳poor work-life balance
↳negative impact on well-being
↳decreased productivity

It is critical to turn a negative work culture into a positive one.

Here's how:

1. Acknowledge the Issues
↳Acknowledge and address the workplace culture issues openly.

2. Leadership Commitment
↳The organization's leaders must lead and set an example for change.

3. Clear Values and Behaviors
↳Clearly express and communicate the essential core values and behaviors.

4. Open Communication
↳Promote open and respectful communication at every level.

5. Training and Development
↳Provide skill-building programs in leadership, communication, and diversity.

5. Reward Positive Behavior
↳Recognize individuals and teams that represent the positive culture.

6. Promote Work-Life Balance
↳Support policies that encourage work-life balance.

7. Build Team Cohesion
↳Organize activities that encourage team connections and collaboration.

8. Address Toxic Behavior
↳Immediately address any form of toxic behavior.

9. Monitor and Adjust
↳Regularly evaluate the company's culture and make adjustments as needed.

10. Lead with Empathy
↳Take into account the unique needs and viewpoints of each employee.

11. Ownership and Empowerment
↳Empower employees to take initiative and make decisions within their teams.

If the toxic work culture is negatively effecting your well-being, it’s time to move on.

Have you experienced toxic work culture before ?

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Post inspired by the lovely Victoria Repa

75% of employees leave jobs because of their managers (Gallup).

70% of employees feel micromanaged at work.

A leader makes people feel safe.
A boss makes people anxious.

9 signs to spot toxic managers:

1. Micromanagement:
↪ They control everything, hurting creativity and causing burnout.

2. Lack of Transparency:
↪ They withhold information, creating mistrust.

3. Blame Culture:
↪ They avoid responsibility, creating fear instead of accountability.

4. Ignoring Feedback:
↪ They dismiss the team's input, limiting improvement and open dialogue.

5. Unclear Vision:
↪ They have a weak direction, leaving the team feeling lost.

6. Favoritism:
↪ They show bias towards team members, hurting fairness and morale.

7. Poor Conflict Resolution:
↪ They avoid addressing issues, allowing problems to grow and disrupt the team.

8. Resistance to Change:
↪ They cling to outdated practices that hurt innovation and growth.

9. Self-Interest:
↪ They prioritize personal gain over the team’s success, hurting trust and collaboration.

A boss prioritizes their interests over the well-being of their team.
A leader prioritizes their team and builds trust and psychological safety.

It is important to spot these signs to create a safer, positive work culture.

What else would you add?

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As a recruiter, I've seen a lot behind the scenes.

Here are 7 things you need to know

(and how to overcome them to get the job):

1. They know if you're a fit in 5 minutes.
↳First impressions are everything. Your energy and confidence matter.
✅ Be polished, confident, and engaging right from the start.

2. They test you outside the interview.
↳How you treat the receptionist is part of the evaluation.
✅ Be courteous to everyone as people talk, and it counts.

3. Cultural fit > skills.
↳ If you don’t align with the company’s culture, your skills won’t matter.
✅ Research company values and align your answers to show you’ll fit.

4. They might not read your entire resume.
↳They expect you to bring attention to key achievements.
✅ Highlight your top accomplishments in conversation.

5. They want to see your weaknesses.
↳Your body language and reactions to tricky questions reveal a lot.
✅ Stay calm and show how you’ve learned from challenges.

6. They judge if you're manageable.
↳ Being difficult, defensive, or resistant to feedback signals you won’t fit.
✅ Show openness to feedback and a positive attitude toward collaboration.

7. Soft skills are just as important.
↳Communication, teamwork, and EQ are harder to teach than technical skills.
✅ Highlight your soft skills, like collaboration and problem-solving.

Which one surprised you the most?

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“It is amazing what you can accomplish if you do not care who gets the credit.”
– Harry Truman

Motivated teams are 17% more productive and 41% less likely to be absent from work (Gallup).

Creating a culture where your team feels valued and inspired is crucial for achieving company results.

Here are 8 effective ways to inspire and drive your team to success:

1. Positive Work Culture

↳Create an inclusive and supportive culture. Celebrate successes, encourage teamwork, promote open communication, and address conflicts quickly.

2. Work-Life Balance

↳Encourage employees to take regular breaks, offer flexible working hours, and promote a culture that values personal time.

3. Growth Opportunities

↳Offer professional development opportunities, mentorship programs, and clear career progression plans.

4. Clear Goals and Expectations

↳Use SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals to guide your team's efforts. Regularly review and adjust these goals as needed.

5. Recognize and Reward

↳Implement a recognition program that highlights both small and big achievements. Personalized thank-you notes or public shout-outs can make a big difference.

6. Competitive Compensation

↳Regularly review and adjust salaries and benefits to ensure they are competitive within the industry.

7. Job Security

↳Provide clear communication about the company’s stability and future plans. Offer contracts and agreements that reflect a long-term commitment to employees.

8. Goals Alignment

↳Clearly communicate the company’s vision and mission and show how each team member's role fits into the bigger picture.

By focusing on these key areas, you can build a more engaged, efficient, and loyal team.

What else would you add?

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If you interview an internal candidate, but don't move forward, don't just reject them.
Create a development plan for them.

Rejecting internal applicants without a clear development plan can be demoralizing and counterproductive.

When an internal candidate interviews for a new position, they’re showing ambition, drive, and a desire to grow within the company.

Let's use this opportunity to support their career development.

Here’s how we can make a positive impact:

1. Transparent Feedback:

↳Provide detailed, constructive feedback.

↳Highlight their strengths and the areas they need to develop to be successful in future opportunities.

2. Personalized Development Plan:

↳Collaborate with them to create a tailored development plan.

↳This could include training, mentorship, or project assignments that align with their career goals.

3. Regular Check-ins:

↳Schedule periodic meetings to review progress, offer support, and adjust the plan as needed.

↳Celebrate their milestones and achievements along the way.

4. Encourage Continuous Learning:

↳Recommend relevant courses, workshops, and resources.

↳Create a culture of continuous improvement and learning.

5. Mentorship and Networking:

↳Connect them with mentors and encourage them to build their network within the company.

↳These relationships can provide guidance, support, and new opportunities.

Investing in our internal talent not only boosts morale but also strengthens our team and organization.

By nurturing our internal candidates, we build resilient, engaged, and future-ready leaders.

What else would you add?

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7 things to NEVER say in a job interview.

And, what you should say instead.

The words you say in an interview can make or break the impression you leave.

Choose the right words.

7 things you shouldn't say (and what you should say instead):

❌ Don't say:
“I was fired from my last job.“

✅ Say instead:
Due to a restructuring, my position was affected. It gave me the opportunity to focus on growth areas, such as learning new skills.

❌ Don't say:
“I didn’t like my last manager.“

✅ Say instead:
“My previous role presented challenges, but I learned a lot about (specific skills or lessons) that I’m eager to apply here.“

❌ Don't say:
“I don’t have any questions.“

✅ Say instead:
“What are the key challenges facing the team right now?“ or “What does success look like in this role?“

❌ Don't say:
“I need this job because I’m in a tough spot.“

✅ Say instead:
“I'm interested in this position because it aligns with my skills in (specific skill) and my passion for (aspect of the job).“

❌ Don't say:
“I don't have any weaknesses.“

✅ Say instead:
“One area I’m working on improving is (specific weakness), and I’ve been taking (steps you're taking) to address it.“

❌ Don't say:
“I’m just applying to a lot of places.“

✅ Say instead:
“I’m particularly interested in this company because of (reason related to the company’s mission, culture, or role).“

❌ Don't say:
“I'm overqualified for this position.“

✅ Say instead:
“I bring a wealth of experience that I believe can add immediate value to this role, and I’m excited about the opportunity to contribute to your team.“

Small changes in phrasing can change how you’re perceived by hiring managers.
Avoid these common mistakes to make a memorable, positive impression.

What other interview “don’ts” would you add to the list?

If you are struggling with your job search, book a coaching session with me:
https://equesstaffing.com/

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Job applications should ONLY require 2 things:

1. Name
2. Resume

And that's it.

Job applications should not take an hour to complete.

Nor should they ask for cover letters.

Cover letters are an outdated part of the hiring process.

Nor should they require assessment tests.

Let's make the hiring process easy for everyone.

What has your experience been like when applying for jobs?

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#careers #jobs #jobseeker #jobsearch

7 things to NEVER say in a job interview.

And, what you should say instead.

The words you say in an interview can make or break the impression you leave.

Choose the right words.

❌ Don't say:
“I was fired from my last job.“

✅ Say instead:
Due to a restructuring, my position was affected. It gave me the opportunity to focus on growth areas, such as learning new skills.

❌ Don't say:
“I didn’t like my last manager.“

✅ Say instead:
“My previous role presented challenges, but I learned a lot about (specific skills or lessons) that I’m eager to apply here.“

❌ Don't say:
“I don’t have any questions.“

✅ Say instead:
“What are the key challenges facing the team right now?“ or “What does success look like in this role?“

❌ Don't say:
“I need this job because I’m in a tough spot.“

✅ Say instead:
“I'm interested in this position because it aligns with my skills in (specific skill) and my passion for (aspect of the job).“

❌ Don't say:
“I don't have any weaknesses.“

✅ Say instead:
“One area I’m working on improving is (specific weakness), and I’ve been taking (steps you're taking) to address it.“

❌ Don't say:
“I’m just applying to a lot of places.“

✅ Say instead:
“I’m particularly interested in this company because of (reason related to the company’s mission, culture, or role).“

❌ Don't say:
“I'm overqualified for this position.“

✅ Say instead:
“I bring a wealth of experience that I believe can add immediate value to this role, and I’m excited about the opportunity to contribute to your team.“

Small changes in phrasing can change how you’re perceived by hiring managers.
Avoid these common mistakes to make a memorable, positive impression.

What other interview “don’ts” would you add to the list?

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We made an offer to the candidate after the FIRST interview.


The hiring manager was so confident about this candidate that we made an offer after the first interview.

This candidate has been in the company now for almost 8 months and has already been promoted.

A great lesson here: you don't need 5 interviews to evaluate a candidate's skills and potential.

If they are a great candidate for the role, hire them.

There is no need to interview 20 more candidates to make a decision.

Do you agree?

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Your title does NOT make you a leader.

Here are 8 traits that do:

A title might get you in the door, but these traits make true leaders.

1️⃣ Empathy: They understand and care about their team's well-being.
↳Empathy allows leaders to connect deeply and build trust within their teams.

2️⃣ Integrity: Leaders with integrity act as a moral compass for their team.
↳They show honesty with words and actions. They set a standard for everyone.

3️⃣ Humility: They admit their mistakes and have the courage to learn from them.
↳This builds a culture of trust where everyone can learn and grow.

4️⃣ Empowerment: True leaders empower others.
↳They provide the tools and support for their team members to continue to grow.

5️⃣ Communication: They have great communication skills.
↳They clearly share their vision, expectations, and concerns for alignment.

6️⃣ Resilience: The path to success often includes setbacks.
↳A resilient leader stays the course through challenges. They inspire strength.

7️⃣ Vision: Leaders look ahead and see what others don't.
↳A clear vision reduces uncertainty and motivates the team to innovate and commit.

8️⃣ Accountability: Leaders who practice accountability set a strong example.
↳They promote a culture of responsibility and trust.

Developing these qualities improves our leadership and drives meaningful change.

What does a “good leader“ mean to you?

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Here are 7 things you need to know

(and how to overcome them to get the job):

1. They know if you're a fit in 5 minutes.
↳ Impressions are everything.
✅ Be polished, confident, and engaging right from the start.

2. They test you outside the interview.
↳How you treat the receptionist is part of the evaluation.
✅ Be courteous to everyone as people talk, and it counts.

3. Cultural fit > skills.
↳ If you don’t align with the company’s culture, your skills won’t matter.
✅ Research company values and align your answers.

4. They might not read your entire resume.
↳They expect you to bring attention to key achievements.
✅ Highlight your top accomplishments in conversation.

5. They want to see your weaknesses.
↳Your body language reveals more than words.
✅ Stay calm and show how you’ve learned from challenges.

6. They judge if you're manageable.
↳ Being difficult, defensive, or resistant to feedback signals you won’t fit.
✅ Show openness to feedback and a positive attitude.

7. Soft skills are just as important.
↳Communication, teamwork, and EQ are harder to teach than technical skills.
✅ Highlight your soft skills over technical.

Every detail, from your first impression to how you treat others, plays a role in standing out.

Which one surprised you the most?

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