DanFromHR vs Storeyline and What NOT to Ask in an Interview

The Best Job Search Advice on the Internet

As many of my followers and a large majority of content are focused on job search, instead of separating this into several blogs specific to each topic (Resume, Job Search, LinkedIn, Compensation, Interviews, etc - this blog will feature 2-3 of the topics. 

I've also created a central Job Seekers Page that contains everything you need from templates, explanations, guides, free resources and playlists to provide the best job search advice on the internet! 

1. Resumes and Job Search In General

My Beef with Robynn Storey 

A year or two ago, I ended up in a very public dispute with one of the earliest and biggest LinkedIn resume influencers. She had built a massive following during the pandemic, and while I believe she was well-intentioned, she hadn’t actually been in the workforce in decades. Around the same time, I started seeing a steady stream of people who had paid a lot of money for her resume services and felt completely burned.

The resumes were… wild. Overdesigned to the point of being unusable. Heavy graphics, charts, colors, icons, tiny text crammed everywhere. They looked more like marketing brochures than resumes, and they performed terribly in real hiring processes. I got so used to fixing them that I started automatically discounting my services when I was the second person undoing the damage.

Like this is insanely bad

After the fiftieth one, I finally said something publicly. It went viral. She was furious. A controversy and conflict TikTok account even picked it up.

And what surprised me most was how many recruiters, hiring managers, and job seekers quietly said the same thing: these resumes were hurting people.

The truth is, there is no secret design trick that beats clarity. A good resume is boring on purpose. It’s easy to read, visually calm, and gets the most important information in front of the reader immediately. It has to work for three audiences at once: the ATS, the recruiter, and the hiring manager. When you optimize for aesthetics instead of readability, you usually lose all three.

This is the ideal format. SImple, clear, direct:

To watch the whole saga - click here

To download free templates on resumes and general best practices 

I also have a resume guide, available for purchase here: "Everything You Need to Know About Resumes!"

2. Interviews 

The Common Mistake Candidates Make 

I say this a lot, but it’s becoming more true every year: the questions you ask at the end of an interview matter more than most people realize.

Not because “bad” questions disqualify you, but because that moment is often a completely wasted opportunity.

Most candidates default to the same recycled questions they’ve seen in listicles on LinkedIn, BuzzFeed, or generic career sites.

Questions like:

•  “What does success look like in the first 90 days?”
• “What opportunities are there for growth?” 
• “How do people get rewarded here?”

Sound reasonable, but they usually don’t do much.

The person across from you just met you. They don’t know how you work, what you value, or how you deliver. So they guess. And you end up with an answer you could’ve predicted yourself.

This is not to suggest that the topics aren't important, its just that you wont get a quality answer and you wasted an opportunity. 

As a general rule there are 3 types of questions that should be minimized or avoided: 

• Any question that forces someone to prognosticate about your future in a role they haven’t seen you perform yet
• Broad, abstract questions about onboarding, development, or success.
• Questions that other candidates would default to

The strongest interview questions do two things at once. They get you information that’s actually meaningful, and they subtly demonstrate your value. That’s why I tend to prefer what I call humble-brag or connection-based questions. We’ll get into those another time. For now, it’s enough to know that asking smarter questions isn’t about being clever. It’s about using that final window to show how you think, what you notice, and how you’d show up in the role.

And yes, while we’re here, asking “Do you have any reservations about me as a candidate?” is still one of the worst things you can do. If you want the long explanation for that, we can save it for another issue.

Ready to master your interview? Here is a digital guide I launched that contains all of my insider information that will teach you everything you need to know to interview like a final candidate! 

Any questions? Leave them below! 

Dan DanFromHR Space