#JobSearch : Do This One Thing To Ace Job Interviews And Get Hired. Got Interview? MUst REad!

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When preparing for a job interview, candidates often equip themselves with an arsenal of qualifications and rehearsed answers to standard interview questions. They do their prep, gather their career marketing materials, and get all their facts straight and ready to respond to hiring managers’ questions. Those are important activities that can help you make it to the next step in the hiring process. There’s one thing, though, that you can do in addition, that will help tip the scale in favor of you over other candidates: connect emotionally.

Although hiring managers will tell you all the logical reasons they made a decision on who to bring in to fill their open position, humans make decisions based on emotion. The amygdala, the part of your brain that processes emotions, activates first during decision-making. The rational elements of decision-making follow that initial emotional response.

Making emotional connections in a job interview can set you apart from other candidates by creating a memorable impression and demonstrating your command of important social skills. Here are 13 ways you can establish that connection:

1. Research. Dive into the digital footprints of your interviewers. Scour Google and LinkedIn to glean insights into their professional journey and personal interests.

 

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We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

Article continued …

2. Relate. Review the results of your research to find commonalities or points of interest that you can relate to during the conversation. Perhaps you both went to the same college, or you both follow Oprah on LinkedIn.

3. Listen. Be present and listen intently during the interview. Show that you are fully engaged by nodding, maintaining eye contact, and reacting appropriately to what the interviewer says. This attentiveness is the language of respect.

4. Tell Stories. Facts inform, but stories resonate. Share anecdotes that illustrate your experiences, especially those that demonstrate empathy, teamwork, and passion. Be sure to combine facts and stats with a big helping of emotion.

5. Express Enthusiasm. Let your genuine excitement for the role and the company’s vision and mission radiate. A warm, earnest smile can be the spark that lights up the room, or, in virtual interviews, the Zoom screen.

6. Use the Interviewer’s Name. People love the sound of their own name. Use the interviewer’s name naturally during the conversation to create a more personal rapport.

7. Mirror Body Language. Words account for only 7% of a communication; the rest is made up of body language, tone of voice. Use your body language to signal agreement and establish rapport—just tread the fine line between mimicry and mirroring with care.

8. Be Authentic. Authenticity is the foundation of your personal brand. It fosters trust. Be honest about your experiences and feelings.

9. Show Empathy. When the opportunity arises, show that you can understand and share the feelings of others. This could be responding thoughtfully to something the interviewer has said about the company or the team. For instance, offering a copy of your resume when the interviewer cannot find hers is a small yet impactful act of empathy.

10. Find the Emotional Why. Try to find a deeper emotional connection to the work and share a personal narrative related to the company’s mission. For example, if you’re applying to a healthcare company, you might talk about a personal experience that makes their healthcare mission meaningful to you.

11. Exude Positivity and Gratitude. Convey a positive attitude throughout the interview, and express gratitude for the interviewer’s time and consideration. Avoid being Doug or Debbie Downer and casting blame or expressing negativity.

12. Ask Meaningful Questions. Pose questions that reflect your deep dive into the company’s ethos and signal a genuine interest in the interviewer’s perspective. Show that you respect the interviewer’s opinions and perspective.

13. Reinforce the Emotional Connection. Post-interview, take a moment to reflect on the peak of your emotional engagement. Use that moment as a core message or theme for a personalized thank-you note that rekindles the shared connection.

Applying these strategies with thoughtfulness and sincerity can elevate you from a mere candidate to an unforgettable prospect. It’s this emotional resonance that often tips the scales and transforms a prospect into a successful hire.

Forbes.com | January 7, 2023 | William Arruda

 

#JobSearch : 9 Ways To Update Your LinkedIn Profile For 2024. What Recruiters to Find You in 2024? Read This!

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2024 is upon us, and it’s time to leverage LinkedIn’s full potential to supercharge your personal brand and career trajectory. Whether you’re climbing the corporate ladder, branching out as an entrepreneur, or planning to polywork, LinkedIn remains an invaluable resource. Here are actionable steps to elevate your personal brand, enhance your LinkedIn presence, and expand your network and thought leadership.

1. Update Your Profile

You likely accomplished a lot in 2023. Ensure your LinkedIn profile accurately reflects these accomplishments. Pay close attention to your Headshot, Headline, and About sections—these elements create your digital first impression and should provide viewers with an authentic, compelling and current story of your personal brand. Before updating your About, measure it’s impact, then refine it to make it more magnetic and memorable.

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Did you know?  First Sun Consulting, Llc (FSC) is celebrating over 32 years in delivering corporate & individual outplacement services & programs to over 1200 corporate clients in the U.S., Canada, the UK, & Mexico!   Visit us @ www.firstsun.com  OR Ask for a Quote for Services at  info@firstsun.com

We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

 

Article continued …

2. Align Your Profile With Your Aspirations

Incorporate keywords relevant to your career goals into your profile. This not only enhances your visibility for the right opportunities but also ensures your digital persona is in harmony with your real-world aspirations. Effective personal branding is rooted in authenticity and allows room for aspiration. Consider the aspirational elements as “planned serendipity.”

3. Refresh Your Network

Review your connection requests (your probably have many that are pending) and accept those who meet your criteria. Adopt a broad networking strategy—diverse connections can lead to unexpected and valuable opportunities. Initiate conversations with your new connections to start building relationships.

4. Give And Ask For LinkedIn Recommendations

Endorsements and Recommendations are the currency of credibility on LinkedIn. They validate your skills and professional standing. Request recommendations from colleagues and others whom you met in the past year. Reflect on 2023, and proactively offer unsolicited recommendations to those you’d like to acknowledge.

5. Grow Your Thought Leadership And Content Strategy

Turn on Creator Mode on LinkedIn to amplify your personal brand. Select up to five hashtags that define your areas of expertise (they show up right below your headline), and consider linking to a personal website or another social media profile to guide followers to content that helps bolster your professional identity.

6. Engage With Your Community

Engage with content that aligns with your professional interests. Like, comment, and share to foster connections and demonstrate your engagement with your industry or job function.

7. Curate A Powerful Content Plan

Develop a content strategy for 2024. Aim to share articles, posts, or videos that showcase your expertise and insights. Maintain consistency in your content, ensuring it reflects your point of view. Establish a regular cadence and commit to maintaining that frequency.

If demonstrating thought leadership is a 2024 goal, consider launching a LinkedIn Newsletter (you need Creator Mode turned on). Establish a publication frequency that aligns with your schedule and content capacity—be it daily, weekly, monthly, or quarterly. And focus on one topic – something that will be of interest to your audience. Strong personal brands are clear, consistent and constant.

8. Embrace Visual Storytelling

Rich media can dramatically increase engagement and add visual appeal to your profile. Share photos, infographics, short videos, your video bio and visually engaging insights that reflect your professional narrative. Use the Featured element of your profile to host this multimedia content.

9. Track and Measure Your Impact

LinkedIn provides data that can help you refine your communications plan. Use LinkedIn analytics to refine your strategy. Assess the reach and engagement of your content and adapt your approach based on what engages your audience most effectively.

By implementing these nine strategies, you’re setting the stage for a transformative 2024. LinkedIn is not merely a platform, but a vibrant community where your brand can thrive. Harness its power and anticipate the interesting opportunities that come your way this year.

Forbes.com | January 3, 2024 | William Arruda

#JobSearch : The Real Secret To Pass Your Final Round Interviews. Question: Think it Lies in Your Skills & Accomplishments? No!

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You might think the real secret to passing your final round interview lies in your skills and accomplishments, but let me tell you that’s not always the case.  Many candidates go into the interview ready to showcase their knowledge and share all their accomplishments. They might also try to present themselves as cool and confident, not wanting to seem overly eager for the position.

However, remember this important point: Hiring managers are looking for someone who they can connect with and who is genuinely interested in the role.  They want candidates who view the position as more than just another job, they’re looking for people who truly want to work at their company and bring value to the team. While they may not need someone there for their entire career, they do want to work with someone who gives them genuine enthusiasm and energy. That’s what is going to separate you from the rest of the pack.

 

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What Skill Sets Do You Have to be ‘Sharpened‘?

 

Did you know?  First Sun Consulting, Llc (FSC) is celebrating over 32 years in delivering corporate & individual outplacement services & programs to over 1200 corporate clients in the U.S., Canada, the UK, & Mexico!   Visit us @ www.firstsun.com  OR Ask for a Quote for Services at  info@firstsun.com

We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

 

Article continued …

So, when you’re competing with others in the final round, remember that having the same skills and experiences as the other candidates may not be enough. The person who ends up getting the job is the person who shows they want the position the most and has the skills to back it up. They know why the team is hiring and how they can help solve their problems with their unique value to the role. The key is to spend more time and energy on being interested in the company and position rather than trying to be interesting yourself.

Now you’re prepared to ace that final round interview! Rooting for you!

Forbes.com | December 28, 2023 | Sho Dewan

#JobSearch : New Year, New Layoffs- 3 Ways To Prepare If Your Job Is At Risk. Question: How Secure are You in 2024?

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A new survey from ResumeBuilder says that 4 in 10 companies are anticipating layoffs in 2024. Over half of these companies are planning on a hiring freeze in the coming New Year. These small and medium-sized businesses join the ranks of several firms that have announced major job cuts. Nike has announced a $2 billion cutback over the next three years, with an uncertain number of job cuts included. Toy giant Hasbro will cut nearly 20% of its workforce in 2024, according to reports from the Wall Street Journal.

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Music service Spotify announced a third round of layoffs. A recent email from CEO Daniel Ek says the company plans to cut its workforce by nearly 20%. Roku is going to be limiting new hires, and laying off about 10% of its workforce, while Amazon layoffs are effecting its new gaming division (all 180 jobs there are being eliminated). Citi CEO Jane Fraser announced layoffs in September, and sources have told CNBC that the bank could let go of at least 10% of its workforce, across several business lines. Flexport Logistics plans to cut up to 30% of its employees, and financial services company Charles Schwab is cutting back by 5-6% of its workforce, according to reports from Business Insider.

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Answer: Simply go to our FSC Career Blog below & Type (Jobsearch, Resume, Networking, etc) in Blog Search:  https://www.firstsun.com/fsc-career-blog/

What Skill Sets Do You Have to be ‘Sharpened‘?

 

Did you know?  First Sun Consulting, Llc (FSC) is celebrating over 32 years in delivering corporate & individual outplacement services & programs to over 1200 corporate clients in the U.S., Canada, the UK, & Mexico!   Visit us @ www.firstsun.com  OR Ask for a Quote for Services at  info@firstsun.com

We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

Article continued …

Leaders from industries surveyed with at least 50 respondents say layoffs at likely the following rates, according to ResumeBuilder:

  • Construction (66%)
  • Software (65%)
  • Information (44%)
  • Retail (44%)
  • Finance and insurance (38%)
  • Education (34%)
  • Health care and social assistance (28%)

Jobs Outlook: Why Are Companies Cutting Back in 2024?

Three factors are driving the cutbacks, for companies both large and small. Number one with a bullet is AI. A recent Goldman Sachs study found that generative AI tools could impact over 300 million full-time jobs worldwide. With new capabilities being uncovered everyday, companies are doing more with less – capitalizing on the capabilities of artificial intelligence, including services like ChatGPT and Google’s new AI, Gemini. The second factor influencing corporate payrolls is the one thing the market hates most: uncertainty. Harvard Business Review offers this viewpoint: “As 2023 comes to a close, the global economy is, in many ways, doing better than expected. The U.S. not only avoided a recession but has grown at a steady clip. Unemployment has been low and, crucially, inflation is falling in most of the world. And yet, the economic outlook remains deeply uncertain.”

War in Ukraine, the Palestinian conflict in Gaza, and uncertainty around the US election are just a few of the challenges that 2024 brings to bear. The third challenge, according to finance professor, Mihir Desai at Harvard University, is the cost of capital. Rising interest rates continue to combine with inflation to create a perfect storm of “wait-and-see” for businesses. While the Fed has hold interest rates steady, and signaled the possibility of rate cuts in 2024, “All the impacts that one would expect from higher interest rates will still happen (and are happening) but just in slow motion relative to expectations,” says Desai.”That slowing process will be less immediately disruptive or recognizable but more long-lasting and harder to engineer an escape from.”

Looming Layoffs: The Time to Prepare Is Now

When certainty is in short supply, so are jobs. At least, that’s what the LinkedIn workforce report shows. Hiring was down 4.9% in November, and that trend is expected to continue. If you’re concerned that your job might be at risk, here are three things that you can do, right now.

  1. Take a Fresh Look at Your Résumé and LinkedIn Profile: as the New Year begins, it might be time to get a fresh start on your next opportunity. Many savvy job-seekers are turning to ChatGPT and other AI tools to craft their résumé. And it’s never a bad idea to make sure your personal brand is clear and compelling, on LinkedIn.
  2. Bring that Side Hustle to Center Stage: what would have to happen, in order for you to turn your side hustle into your main gig? CNBC says that 53% of Gen Zers have a side hustle, and 44% of all those with some income on the side think that they will always need that extra gig. 41-year-old Nadia Liu Spellman left her job in finance to start a frozen food business. Now it brings in $4.5 million per year. Who would you need to be, in order to stop procrastinating and step fully into entrepreneurship? Now may be the perfect time to explore what you are really worth – before your employer makes a choice you don’t really want.
  3. Get the Coaching You Need: Success is often a factor of time. When it comes to your career, you’ve got to wonder: how long do you want to wait? According to Forbes, coaching is the best way to accelerate your results. In your career, if you don’t want to wait and go it alone, consider the value of having someone who is as focused on your success as you are – especially if you find yourself in unplanned career circumstances. Coaching is about helping people discover what’s easiest for them – helping them to discover their own growth, and prepare for the unexpected. When it comes to your career, two heads are always better than one. Especially if you can find a professional advisor that can help you to access greater confidence, even if you find yourself in an unexpected place in your professional life.

If you are concerned about your career prospects in 2024, don’t get depressed – get moving. Even in the midst of uncertainty, there are still opportunities – and maybe a new career is just what you need, in the New Year.

Forbes.com | December 31, 2023 | Chris Westfall

#JobSearch : How AI Can Supercharge Your Job Search. How to Leverage AI in your Job Search. A MUSt REad!

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When I was working in college career services, I noticed nearly all of the students I advised fell into one of two camps: They were either completely overwhelmed by all the necessary tasks of their job search, or they simplified the process so much they created major gaps in their own process.

Over time, I developed a four-step model to address their gaps and “chunk” the job search process into something more manageable. The four steps are very straightforward: Resume, Research, Network, Search. (Note: I’m not sharing the steps for a successful interview or negotiation; we’re only focused on the search process for now).

 

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Daily FSC Career Blogs/Articles: Articles/blogs on today’s Job Search (Over 8K Daily Readers)- Go to ‘Blog Search’ & type in updated info on resumes, job search, networking, social media job search, etc.

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Answer: Simply go to our FSC Career Blog below & Type(Jobsearch, Resume, Networking, etc) in Blog Search:  https://www.firstsun.com/fsc-career-blog/

What Skill Sets Do You Have to be ‘Sharpened‘?

 

 

Did you know?  First Sun Consulting, Llc (FSC) is celebrating over 32 years in delivering corporate & individual outplacement services & programs to over 1200 corporate clients in the U.S., Canada, the UK, & Mexico!   Visit us @ www.firstsun.com  OR Ask for a Quote for Services at  info@firstsun.com

We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

 

Article continued …

From my experience having worked at four different institutions and having advised thousands of students, the majority often do Step 1 (prep a resume and cover letter) — but then skip straight to Step 4 (start searching and applying like crazy). Inevitably, they all report that they weren’t hearing back and weren’t having much luck. That’s because they don’t spend enough time on Step 2 (research) and Step 3 (networking). Thorough and adequate prep in Step 2 and 3 will ensure greater success in any internship or job search process.

I’ve been thinking a lot about this approach lately as generative AI has emerged and many have begun utilizing ChatGPT and other similar tools to manage aspects of their job search. Are the four steps still necessary? I would argue, yes. The four steps remain the same, but the tools you’ll use to optimize each step are now more powerful. My advice to early career job seekers is to pair both human and AI guidance to power up their job searches.

 

Here’s how students can incorporate AI into each of the four steps to maximize their results:

Step 1: Develop Your Resume And Online Profile

The first step in any job search is to prepare your resume and online profile (on Handshake or LinkedIn) and pull together the core components of your cover letter. These documents should list relevant education and employment history as well as your skills, abilities, and interests.

It doesn’t matter if you want to start with gen AI or start with a live human in this step. In the end, you’ll want to utilize both. Gen AI is great at providing you a basic template and giving you sample bullets based on your roles or experiences. It can edit bullets or improve sentence structure in your cover letter drafts. It can also review your resume, profile, or cover letter against job descriptions or roles to provide you with greater insight on whether your skills or experiences might match and if you need to emphasize other areas more strongly in your application materials. If you’re having trouble getting started, gen AI tools are good for unblocking.

Now career advisors or mentors can support this process by helping you clarify your interests, target industries or roles, and synthesize which skills you’ve gained through different school experiences. Using a live human to gain this insight will make it easier for you to craft strong AI prompts which can refine the content on your resume, profile, or cover letter and to make those materials your own.

Step 2: Do The Research

This second step is all about understanding the macro (industry trends, emerging issues and jargon) — and the micro (specific news about the company you’re applying to and the responsibilities of the role you’re seeking).

This step is prime for gen AI to serve as an aggregator. On the macro side, it can help with research like figuring out how an industry is typically structured, what roles exist, what they do, industry jargon, and what are the emerging trends in the space. AI can suggest blogs, publications, podcasts, and other resources you should follow within your industry area to ensure you’re well plugged in and up-to-date on the latest issues. At the micro level, AI can help you dig into the roles you’re interested in and further explain what you might be responsible for or what you should emphasize from your own experience to be a strong fit. It can also help you generate a list of employers who exist in your geographic location and a list of competitors to help you broaden your research.

On the human side, you can take advantage of career events, panels, and programs put on by your school’s career center to hear directly from alumni and employers. After all the research you’ve conducted using gen AI, you’ll be ready to ask more in-depth questions using industry jargon and showcasing the new knowledge you’ve acquired.

Step 3: Network, Network, Network

Networking is a critical piece of the career search process. Use gen AI to help you refine the questions you might ask in an informational interview. Upload the information or notes you’ve taken from your research to help develop strong prompts and informed questions for your conversations. You can also use AI to ask for suggestions of platforms to use when trying to identify peers, alumni, and employers in your field.

At the end of the day though, networking is ultimately about making human connections. It’s about building relationships and taking an interest in someone else. Take the time to meet with alumni, peers, and professionals in the industry or roles you’re most interested in. Ask them about industry trends they’re following, about typical hiring timelines and processes, and allow those conversations to add to the research you’ve already done.

Remember that you can network with anyone. Peers from college, your fellow interns or coworkers from an internship or part-time job, your professors or family friends—all these individuals may be helpful or know someone who could be. Asking questions and being ready to share your own interests or goals could result in great connections. Step 2 and 3 really feed each other and as a result, will help you refine your materials in step 1 and make you far more informed on how to approach step 4.

Step 4: Search For Jobs

Once you’ve done the steps above, you’re ready to start searching for jobs. Once again, the human and AI connections that assisted you with profile-building, researching and networking come together in this final step.

Different job platforms, like Handshake, now utilize gen AI to help you identify open positions in the locations or industries you’re most interested in. And in some cases, can auto populate your information and application materials to make the applying part that much faster.

But remember to use your human connections as sounding boards and sources of encouragement and support. The job search can be taxing and having people to talk to as you go through the process is always helpful.

While the human element remains a foundational piece of any successful job search, it’s increasingly clear that new gen AI-driven guidance can supercharge any process.

 

Forbes.com | December 20, 2023 | Christine Y. Cruzvergara

#YourCareer : Do You Plan To Work After 65? More Americans Are Delaying Retirement, Study Finds. How About You?

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There is an increasing trend of older workers remaining in the labor force. A Pew Research study this month found that the number of working Americans ages 65 and older has nearly doubled in 35 years. The Pew data reveals that approximately one in five Americans in this age group were employed in 2023.

Older workers also work longer hours and earn higher pay than previous decades. The survey shows 62% percent are full-time employees, up 15% since 1987. At that time, the typical worker aged 65 or older made $13 per hour, whereas in 2022, they earned $22 per hour. AARP reported that the average income of retirement-age workers was $78,000 in 2019, which soared 63% from 1985.

Seasoned workers have contributed significantly to the growth of the labor force. Experts predict that the percentage of older workers in the labor force will continue to increase in the coming years. According to the United States Bureau of Labor Statistics, this demographic is projected to comprise 8.6% of the workforce in 2032, up from 6.6% in 2022.

 

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Article continued …

People are delaying retirement to stay mentally engaged and financially secure. As life expectancy has increased, it’s understandable to fear outliving your money, especially as the cost of living skyrockets.

While the employment of older workers has increased, there are still challenges, such as income disparities and ageism in the workplace. However, there are signs of progress, with more employers considering job applicants over 50.

  • Experience and Expertise: Older workers offer a wealth of experience, knowledge and expertise to the workplace, which can be invaluable in various roles. They have often spent decades honing their skills and deeply understanding their respective fields.
  • Reliability and Work Ethic: Older workers are known for their strong work ethic, reliability and professionalism. They tend to show up to work on time, take fewer days off and are less likely to switch jobs frequently, which can contribute to a stable and committed workforce.
  • Soft Skills and Communication: Older workers possess well-developed soft skills, such as professionalism, written communication, analytical skills and interpersonal skills. They are often skilled at communicating with others in the office, which is essential for effective collaboration and information flow.
  • Mentoring and Knowledge Transfer: Older workers can be crucial in mentoring and providing skills to younger team members. They can help transfer institutional knowledge, problem-solving skills and best practices, contributing to the professional development of their colleagues.
  • Job Satisfaction: Older workers report higher levels of job satisfaction, according to Pew. They’re more likely to say they find their job enjoyable and fulfilling most of the time and less likely to find it stressful.

 

Forbes.com | December 19, 2023 | Jack Kelly 

#JobSearch : 3 Hiring Trends For 2024: AI, Optimism And Online Recruiting. Great Quick Must REad!

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In 2024, hiring trends will shift as organizations adapt to a changing global workforce and several key themes emerge, offering employers and job seekers a positive outlook. While 2023 started with massive layoffs and continued with that trend throughout the year to cut costs, the panorama seems quite different for 2024. Now with costs more under control and an interest rate moving in the right direction, the potential of AI technologies shows a clear opportunity for forward-looking job platforms and employers to improve this experience for all.

1) Optimistic Outlook on Global Hiring:

Despite the challenges presented by recent global events, hiring trends for 2024 indicate a renewed sense of optimism. Google research shows that 39% of hiring leaders said they plan to increase their financial commitment toward hiring in 2024, and 70% of surveyed U.S. job seekers were somewhat or very confident about their prospects of finding new jobs.

As economies rebound and industries rebuild, companies prepare for growth, creating a heightened demand for skilled professionals. This positive outlook is demonstrated by increased job opportunities across various sectors, creating a favorable environment for job seekers.

 

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Article continued …

2) Large recruitment websites are the most popular

Technology has transformed the hiring process, and 2024 marks a definitive shift toward online recruiting. Among the hiring decision-makers surveyed in the same research, 58% identified large recruitment sites as the top sources for finding highly qualified candidates — even more so than their company career pages and employee referrals. Active job seekers also identified large recruitment sites as their top source, with 92% using them at least monthly.

3) AI-driven Innovations in Hiring:

Employers and job seekers have similar expectations from hiring platforms. The quality of job seekers’ experiences on these platforms plays a significant role in their job search journey and AI is helping drive this effort.

– Predictive Analytics: Machine learning models predict candidate success by analyzing historical data, allowing recruiters to make more informed hiring decisions.

– Chatbots for Initial Screening: AI-powered chatbots engage with candidates in real-time, conducting preliminary assessments and providing instant feedback.

According to the hiring trends anticipated for 2024, the recruitment industry seems optimistic. This optimism is mainly due to the strategic integration of online recruiting platforms and the increasing influence of AI in the talent acquisition process. The evolving landscape requires organizations to be adaptable and commit to technological advancements. These factors will be crucial in unlocking success in the quest for top talent.

 

Forbes.com | December 19, 2023 | Luciana Paulise

#JobSearch : Why Recruiters Won’t Give You Feedback After Interviewing. How to Get Feedback. MUst REad!

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Much has been written about the parlous state of the post-pandemic job market, with (righteous) anger being directed at recruiters who are ghosting candidates in the middle of interview loops. The unfortunate truth is that recruiting teams were disproportionally impacted by the pandemic, and post-pandemic, layoff cycles. Meta alone went from having more than 9,000 recruiters to fewer than 1,000, and while that’s an extreme example, it’s a barometer of the profession as a whole. There are far fewer recruiters currently in-seat, and those that are gainfully employed are drowning.

The current discourse around candidate experience (or lack thereof) points to an uncomfortable underlying truth. Even at the best of times with fully staffed, and highly trained, recruiting teams, in the majority of cases (in the U.S. at least) you can expect an outcome from your interview loops, but not much more than that. That’s because in risk-averse corporate America, we’re not allowed to give you substantive feedback.

The net result of this risk-aversion are generic boilerplate feedback statements: “there were other candidates that more closely matched our requirements” that recruiters are required to deliver ad nauseam. I recognize that these are almost as infuriating to receive as they are for the recruiter to have to deliver.

Although it is disappointing not to receive actionable feedback after an interview loop, it’s better for your sanity to assume you’re not going to get any, and then be pleasantly surprised if you do. It is even better to accept that whether you receive any feedback or not, it doesn’t really make any difference.

Our Friends In Compliance and Legal

Broadly speaking, most Fortune 500 recruiting teams have strict guidelines around what they can and cannot share with external candidates. Depending on the level of risk-aversion at the company, that embargo can also apply to internal candidates (yes, even employees). Put bluntly these policies originate with compliance and/or legal teams that decide there is too much risk involved, and that the trade-off for a better candidate experience is not worth the risk it poses. So although recruiters often want to give you feedback, there are usually strict guardrails in place preventing them from doing so.

 

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Article continued …

Context Is Everything

Even if recruiters (or hiring managers) were able to give feedback, the only thing they’d be giving feedback on is their assessment of your fit for a specific position, at a specific company, at a specific point in time, amongst a particular competitive set. Put another way, if a hiring manager at Alpha Company decides you’re not right for a Product Manager vacancy, it doesn’t mean that a hiring manager at Beta company will come to the same conclusion.

It is also perfectly possible to go through the same interview process, at the same company, multiple times and get different outcomes. That’s because even when companies control for subjectivity and have well-structured processes, the competitive set you’re up against is the variable factor. There are countless case studies on LinkedIn and Reddit of folks getting hired into their “dream” company on their fourth or fifth attempt.

At worst interviews are unstructured and highly subjective, and at their best they’re anchored to performance norms (competencies) that are specific to an organization. Passing an interview at AppleAAPL -0.3% does not mean you’ll automatically pass an interview at GoogleGOOG +0.5%.

High-quality feedback is critically important to career development, but that is not the same thing as getting feedback from an interview loop. The person interviewing you will be spending an average of 45 minutes with you, and even if the company uses robust interviewing tools, the interviewer may not have been trained on how to use them. All of this to say they are not in a position to provide you with anything substantive or actionable, no matter how much you might want them to.

How Can I Get Good Feedback?

Considering the source is crucial: Has the person giving you feedback spent sufficient time observing your work to be able to offer an objective assessment? Equally important, does the person giving you feedback consistently demonstrate the types of leadership traits you want to emulate? If they’re not the type of leader you’d like to be, there’s no need to internalize anything they offer up.

Lastly, don’t overlook the fact that actionable feedback can come from anyone that works closely with you, including peers and subordinates. Feedback from someone senior to you in the organization doesn’t make it any more valuable in the long term.

The surest way to get feedback is of course simply to ask for it, just remember to manage your expectations around who is in a position to comply with your request.

 

Forbes.com | December 13, 2023 | James Hudson

#CorporateCulture : The Long Goodbye- Why Laid-Off Employees Are Still on the Job. How Did your Former Lay you Off?

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Chris Pinner, a 42-year-old technical writer in Cleveland, knows his last day on the job is Dec. 29. The software company where he works told him so back in April.

“Giving laid-off employees months of notice shows remaining shows how the company treats its people well. That approach, he said, could help the company recruit and retain good hires in the future.”

At first, Pinner was puzzled by the supersize notice that his job would be eliminated. But the advance warning has given him more time to look for a new position, which Pinner said he appreciates. He is still in job-search mode as his end date draws closer.

Pinner and many other workers facing termination are experiencing a different kind of corporate cutting—layoffs with a long runway that can take weeks or months to finally come to pass. Wells Fargo and Disney are among large employers that have done some long goodbyes instead of more-traditional, abrupt ones, in which laid-off workers learn they are cut and leave on the same day, often escorted out by security.

The old way protected companies from security problems or lost clients as laid-off workers walked out the door, and workers had little recourse. Now employers are trying to appear transparent and compassionate when cutting, several executives and leadership consultants said.

“Companies can’t lay people off on the quiet anymore,” said Sarah Rodehorst, chief executive of Onwards HR, a software platform that helps companies with legal compliance during employee terminations. “Whatever they do is much more under a microscope. They have to hold themselves to a higher standard.”

Avoiding a backlash

Demand for white-collar workers has taken a big hit this year, as companies acknowledge they overhired during the pandemic and job openings dry up. The tightening job market means employers are piling on layers of new requirements and lengthy, additional rounds of interviews for a few coveted jobs, dragging out the hiring process as they grow more selective about whom they bring on.

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Article continued …

Layoffs that are seen as insensitively done can spark backlash on social media, with laid-off employees venting online and circulating internal details, said George Penn, a managing vice president at Gartner who advises companies on staff restructuring.

“Layoffs became not only a legal but a reputational nightmare for some organizations”

Federal law requires employers of a certain size to give 60 days’ notice to workers when conducting big layoffs. Some companies have gotten around advance warning by paying terminated workers a lump sum to cover that period.

Some affected employees said they would still receive severance pay after their long layoff notice periods, though it would be reduced if they left before their designated end dates.

In the Houston area, James Ridgway Jr., 40, is working at Huntsman, a chemical company, after learning in August that he would lose his job at the end of the year. The father of two children with another on the way said the news was initially an “existential gut punch.” He said the long lead time has given him more time to network and tighten family finances.

“It’s not a great place to be in, but I appreciate that I do have that runway,” said Ridgway, adding that the notice is helping him as he hands off responsibilities to co-workers.

Ridgway, a communications manager, is still looking for another full-time job. Because his colleagues know he is job-hunting, ducking out for interviews is less awkward than feigning doctors’ appointments, he said.

Wade Rogers, Huntsman’s senior vice president of global human resources, said giving laid-off employees months of notice shows remaining and prospective workers that the company treats its people well. That approach, he said, could help the company recruit and retain good hires in the future.

“How we handle ourselves and how we handle our relationships with our associates matters,” he said.

‘Take every advantage’

Not all workers want to stick around after a layoff. A Wells Fargo employee said staying motivated after being terminated was tough. She was told months ago that her job would be eliminated. No precise date was given, making it hard to plan her job search. “Every day, you go in, and you’re like, is it going to be today?” she said.

Wells Fargo said it periodically needs to adjust its staffing levels according to business needs. During layoffs, “We always treat our employees respectfully, including giving them reasonable time to prepare,” the bank said.

At Disney, a former corporate employee who was given several months’ notice this past spring said she was annoyed that she was expected to keep doing her job even though it was ending, until her manager said she could stay home and stop working. Two other Disney employees said they weren’t asked to work during their advance-notice period; they used the time to consider next career steps.

Earlier this year, a laid-off Disney marketing executive was given two months’ notice of his layoff. While he collected paychecks, he used the time to job-hunt and made use of his employee benefits. He took his children to Disneyland free several times. “I am going to take every advantage of this as possible,” the former executive recalled thinking. Disney declined to comment.

Some companies simply can’t give employees much warning, but some of those are trying to soften the blow.

“If you’re dealing in an environment where you have confidential patents or access to business plans, you just want to protect your company assets,” said Tashia Mallette, a longtime human-resources executive who conducted layoffs last year at Therabody, a wellness-technology company.

Mallette said that workers were notified on the day they had to leave but that Therabody encouraged managers to check on them and created an alumni Slack channel so people didn’t feel abruptly cut off. Mallette herself has left the company.

Companies don’t want workers to feel burned during a layoff. If anything, they want workers to feel that they would rejoin the company if given the chance.

Jennifer Bender managed layoffs of hundreds of people during her years at Change Healthcare, where until this past spring she was a senior vice president of human resources. The company had to trim staff during acquisitions and project and client fluctuations, and it also had to fill hundreds of openings a month, she said.

The company decided to tell people two to four weeks ahead of their layoff dates, she said. It felt more compassionate to workers, and it also made it easier to redeploy some people into other roles the company needed to fill, which was a benefit to the company and employees who were interested in staying on.

While longer notice periods involve risks, including security issues or unmotivated people who don’t want to work during that time, Bender said the company let employees know that performance issues could still result in corrective action, including termination for cause. That meant, she added, that it wasn’t much of an issue.

“It’s really a best practice at this point,” Bender said.

WSJ.com Author(s): Ben Eisen contributed to this article. Write to Te-Ping Chen at Te-ping.Chen@wsj.com and Lindsay Ellis at lindsay.ellis@wsj.com

WSJ.com | December 10, 2023

#JobSearch : How To Survive And Thrive During The Holidays And Into The New Year. Great Game Plan for the Holidays!

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The new year is right around the corner. For some Americans, 2023 was challenging, as they had to contend with high inflation and rising costs eating into their paychecks. White-collar professionals face job insecurity due to threats brought on by the ascendancy of artificial intelligence, offshoring jobs to other countries and corporate cost-cutting, which has included numerous rounds of layoffs for companies.

One of the best things about this time of year is the shift in attitude. It’s the season for taking some time off from work, seeing family, taking much-needed trips, or just relaxing and practicing self-care. The holidays can be stressful for others, as you must wrap up all year-end projects while hosting family and friends.

How To Balance Everything

To get off on the right foot, you must start by being organized. Meet with your manager to calibrate the expectations and deliverables required during the holiday season.

Write down a list of priorities. This should include the tasks you’re responsible for, bringing your staff up to date with their work and continuing to loop in your direct supervisor to ensure everyone is on the same page. Planning helps to alleviate any stress and anxiety. Since you will be pulled in different directions, ensure that you have a structure and routine in place so you don’t get off track.

Minimize distractions when working. Turn off notifications, put your phone in another room and try to find a quiet spot to avoid holiday noise or conversations when you need to be productive. Consider listening to focus music and be sure to take breaks intentionally. Schedule microbreaks during work sessions to recharge. Use them to stretch, meditate, take a short walk outside or do an activity you enjoy.

With so many holiday events and tasks, fatigue can easily set in. Counter this by keeping your sleep schedule consistent and trying to get a good night’s sleep.

You must also allow time for self-introspection. Use the slower days this time of year affords you to reflect on your 2023. What goals did you accomplish? What lessons did you learn?

 

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Article continued …

Looking Forward To 2024

To thrive, you must set your intentions for the new year. Establish what your goals are for 2024 and break them into monthly and quarterly benchmarks. Focus on one to three intentions that guide your days. An intention could be a value, desired trait or action pattern.

Define the position or job title you aim to have in 2024. Map the skills and experience you’ll need through courses, projects or volunteering. Take online courses and certifications. Use extra holiday downtime to gain qualifications and high-demand skills for career advancement.

Attend holiday parties or set up video chats over coffee or lunch to build key relationships. Network and connect with colleagues, bosses, clients and industry peers.

To get a headstart, prepare for upcoming projects and priorities in Q1. Sketch out project plans and brainstorm creative direction. Research trends and innovations in your industry by reading trade journals or books and listening to podcasts.

After self-reflection, you may realize that your current job doesn’t fill you with purpose. If you feel like a job switch is in order, update your résumé and LinkedIn profile and audit your digital footprint to ensure you represent yourself respectfully on social media. To position yourself as a thought leader or leading expert in your space, create content by writing blog posts, making short-form videos or starting an industry-focused podcast to get noticed. Reach out to recruiters to learn about new opportunities.

By doing all of these things, you will set an excellent precedent for the new year. The momentum will keep building upon itself, bringing you closer to your professional goals.

 

Forbes.com | December 11, 2023 | Jack Kelly