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- How to deal with awkwardness at conferences & why the resume is dead
How to deal with awkwardness at conferences & why the resume is dead
Inside: How not to be weird at events, why résumés are on life support, and the new LER Project Showcase you’ll want to check out.
⬇️ Inside this issue:
How not to be awkward at conferences (even if they are)
Robert makes the case: the resume is officially dead
A new LER directory just launched, and you’re going to want to see it
INTERESTING READS
🤖 Balancing AI and ethics is the next big challenge for HR leaders leaning into automation.
🎓 The latest budget bill expands Pell Grant eligibility, opening new doors for learners and providers alike.
🧪 Want more creativity on your team? High-performance HR practices may be the secret sauce.
📲 Google just made it easier to share digital credentials straight from your Android.
NETWORKING
How not to be awkward at conferences (even if other people are 😅)
I’m writing this from the buzzing halls of Badge Summit, and between now and the end of the year, there are so many LER and workforce conferences on the calendar (see our cheat sheet).
Here’s the thing: I love conferences. I love meeting new people, swapping ideas, and soaking up all the brainy brilliance in the room. But I do not love the awkward moments that sometimes come with them. You know the ones—clunky small talk, one-word answers, conversations that go in circles, or the dreaded “so what do you do?” loop.
Truth is, becoming a confident conference-goer takes practice. And sometimes? It’s not you being awkward—it’s them.
Not everyone is a natural conversationalist. But over the years, I’ve picked up a few strategies to make even the weirdest interactions feel smoother (and sometimes even delightful).
7 scripts to try in each uncomfortable situation
1. If they seem uncomfortable or shy
Warm them up with easy, low-stakes questions:
“Is this your first time at this event?”
“I love your [shoes/jacket/bag]! Where’s it from?”
“What’s been the highlight of your day so far?”
If the convo’s still stalling, try open-ended prompts like: “What’s the most surprising part of your job?”
2. If they ramble or don’t answer the question
Nerves make people tangent. Gently guide them back:
“That’s super interesting—so just to circle back, I’d love to hear more about how you got into [industry].”
It keeps the flow going without making them feel weird.
3) If there’s awkward silence
Some folks need time to think—don’t rush it.
Smile and hold eye contact to show you’re listening.
Give them a beat.
If it’s dragging: “No pressure—take your time.”
Let them set the pace. You’ll both feel more at ease.
4) If they struggle to open up
Lead with something about yourself:
“I actually started in [field] but switched to LER because…”
“One of the most surprising things I’ve learned in my career is…”
When you go first, it creates a safe, human space for them to respond.
5) If they never ask about you
Some people aren’t great at conversational give-and-take. You can still insert yourself (gracefully):
“That’s awesome! I actually work on something similar at [XYZ].”
“I’m in a totally different space—I run a newsletter about skills and digital credentials.”
No need to wait for an invitation—just jump in.
6) If you need to exit gracefully
You don’t have to stay in a draining convo. Here’s how to leave with kindness and clarity:
“It was great learning about your work! I promised myself I’d meet a few more folks—let’s stay in touch.”
“I really enjoyed our chat. I’m going to circulate a bit before the next session.”
7) If someone’s giving you ick or creepy vibes
Awkward is one thing. Creepy is another. Trust your gut. Ladies especially, let me remind you: you don’t need permission to leave and you don’t need to give an explanation. If someone is making you uncomfortable just bounce.
“Sounds like you’ve got some exciting things happening. I’m going to go catch a few more folks—good luck with everything!”
Conferences don’t have to be cringe. With a few go-to phrases and a little confidence, you can steer almost any interaction into something positive—or at least painless.
And sometimes? That quiet, slightly awkward person turns out to be the most brilliant, thoughtful connection you’ll make all day.
 | Thania Guardino |
NEW TOOL
🕵🏽♀️The LER directory the ecosystem’s been missing
Until now, there hasn’t been one place to explore the real work happening across the Learning and Employment Records (LER) space. That changes with the launch of the LER Project Showcase, a first-of-its-kind online directory built to highlight the strategies, partnerships, and progress shaping this rapidly growing field.
Whether you're just getting started with LERs or already deep in implementation, the Showcase is designed to help you:
Learn from peer projects and real-world pilots
Explore new models and infrastructure approaches
Connect with organizations doing similar work
With 14 featured projects and profiles of 60+ organizations across regions and sectors, the Showcase offers visibility into the who, what, and how behind LER implementation.
You'll find:
Project goals, partners, and outcomes
Self-reported data and platform usage
A glossary, beginner guides, and a phased roadmap to get started
As project manager Madelyn Rahn puts it: “We wanted to give people who are interested in LERs the confidence to get started.”
➡️ Explore the Showcase or submit your project and see what’s really happening across the ecosystem.
HIRING
The death of the traditional resume
The résumé is dead, or at the very least, on life support.
For centuries, it served as the gold standard of professional storytelling: a tidy, one-page summary meant to open doors, impress gatekeepers, and translate potential into opportunity. But in today’s hiring landscape, that once-reliable document is collapsing under its own weight. With 62% of Gen Z expecting résumés to be obsolete by 2028, the message is clear: the future of hiring won’t be built on bullet points.
Signs of slowing
The signs of this slow death are everywhere. As Inc. recently reported, recruiters are being overwhelmed by an onslaught of AI-generated résumés, neatly formatted, stuffed with keywords, and eerily indistinct. LinkedIn applications are now clocking in at 11,000 per minute, many of them written or refined by bots. In a system where everyone sounds perfect on paper, the résumé no longer distinguishes. It drowns.
And the problem isn’t just redundancy, it’s deception. A recent report revealed that fake job seekers, powered by AI and cloaked in deepfaked interviews and fabricated résumés, are flooding the job market. Employers are spending more time spotting fraud than recognizing talent. The résumé, once a tool of trust, has become a liability.
Its obituary, however, isn’t just about dysfunction, it’s also about progress. As the traditional résumé dies, something better is taking its place: skills-first hiring. Instead of guessing at competence based on formatting and pedigree, employers are now turning to micro-credentials, digital badges, simulations, and assessments that offer direct evidence of ability. The shift isn’t cosmetic—it’s structural. Studies show that hiring based on proven skills is up to five times more predictive of on-the-job performance than relying on degrees or past job titles.
This evolution isn’t hypothetical, it’s happening. With 78% of remote and hybrid organizations are already using skills-based tools to guide hiring decisions the benefits are tangible: faster time-to-hire, reduced turnover, and access to more diverse, qualified candidates. In the wake of the résumé’s decline, employers are finding something they’ve long been searching for; clarity.
But let’s be clear: we’re not trading one machine for another. As much as AI is reshaping the hiring process, it’s still the human touch that gets people hired. And that’s exactly why the résumé is no longer enough. It flattens people into a slideshow of snapshots with little to no granularity or resolution. It can’t possibly capture the nuance, growth, or context of lifelong learners in the 21st century. It rewards familiarity (aka affinity bias), not potential. And in an era where trust is fragile and talent is everywhere, that’s a fatal flaw.
We’re living through a skills emergency, a growing disconnect between what people can do and how they’re recognized. The death of the traditional résumé isn’t a crisis; it’s an opportunity. An invitation to build something better.
Because in a world where anyone can say anything at the speed of AI, we no longer need more paper. We need proof.
 | Robert Major |
WEBINAR
📉 What are you really learning when someone leaves?
You don’t need another generic exit interview.
You need insight.
The Data of Goodbye is a new, no-fluff workshop hosted by People Managing People for HR leaders who want to make offboarding smarter, more strategic, and actually useful.
On Tuesday, July 15, this first session in the Vibe Coding for HR series will explore what exit data is (and isn’t) telling you—and how to use it to drive better retention, culture, and workforce planning.
What’s covered:
Why most exit data lacks clarity, alignment, and actionability
Common blindspots in participation and metrics
Human-centered frameworks for analyzing offboarding
How to reposition exit data as a forward-looking tool—not just a formality
For HR professionals serious about making offboarding part of their strategy—not just a goodbye ritual—this workshop delivers the clarity you’ve been missing.
👉 Reserve your seat here to see how your exit data can do more.
VOCABULARY
Competency-Based Education (CBE)
noun
An education model where learners progress based on their ability to demonstrate mastery of specific skills or knowledge, rather than time spent in a classroom. CBE is flexible, learner-centered, and designed to align closely with real-world outcomes and workforce needs
🧐 Thania’s translation: “It’s like school meets Netflix: you move at your own pace, skip the boring filler, and prove you’ve nailed it before hitting ‘next episode.’
☕ Robert’s take: “CBE disrupts the credit-hour model in favor of demonstrated ability. It supports equity, personalization, and workforce alignment,especially for adult learners, career switchers, and those juggling education with life responsibilities.”
Improve your skill-based hiring vocabulary at Learn & Work Ecosystem Library.
FOR FUN’SIES
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