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#BestofFSCBlog : How Often Should I Be Posting (job boards) Resumes for My Job Search?

February 19, 2020/in First Sun Blog/by First Sun Team

When searching for a new career position, the job seeker has two options – as an active search or passive candidate. A passive candidate will update their resume, ensure their LinkedIn profile is robust and complete, and post their resume online to the big resume databases (e.g., Monster, Indeed), but then sit back and wait for folks to find them.

An active candidate will update their resume constantly (especially if still employed) and consistently post to open positions. They will also upload resumes into company resume databases, regardless of whether the business has an open requisition that matches their skills. The purpose of loading resumes into company databases is to help recruiters ‘harvest’ skills of qualified candidates from their ‘resume farm’ when that new job requisition is posted.

An active job seeker should be seriously networking with friends, peers, co-workers, clients, and industry group members. Statistics seem to support networking will result in hires for about 65% of the time. It’s also productive to be a part of a trade group or industry organization. For instance, MeetUp.com has trade groups from computer geeks and coding programmers to quilters and writers and website designers and marketers. Members in these network groups join to learn something new or interact with like-minded folks. Recruiters may pop in to scope potentially qualified candidates for future positions. The human resources organization, SHRM, has job opening posted on their website, as well as monthly meetings for continuing education credits, where sometimes as many as a few hundred HR-related members will show up, including recruiters.

Sales reps should track top clients’ point of contact – not just to respond to work-related communications, but to develop friendships beyond work. If the job seeker is an amazing salesperson or customer service rep, that customer will remember you and maybe a great source for industry job openings – as well as being able to provide work referrals.

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One overlooked source is state employment agencies. The Virginia Employment Commission is an example. Job seekers can visit the website, create a profile, upload a resume, and post to positions online or wait until an employer reaches out. Some companies post open jobs to this resource to save recruiting costs (its free to Virginia-based companies). Other companies use this option to ensure Affirmative Action Plan goals by postings jobs to reach the minority, disabled, and veteran job seekers.

There is nothing wrong with driving around a geographic area and looking at businesses located within the desired commute. Alternatively, use Google maps to search. For instance, a Computer Scientist with a desired commute of no more than an hour from Gloucester uses the search term ‘Software Development.’ They may find a few software or IT companies in Gloucester, as well as a dozen potential employers in Richmond, Williamsburg, and Newport News.

So, the answer to the question, “how often should I be posting my resume into databases?” is varied. If you are unemployed, and a serious job seeker, then your full-time job is ‘looking for work.’ You should be posting resumes to job announcements and uploading the resume into company resume databases (ATS) for between 10-20 resume uploads and applications daily. Your goal is to get your resume into as many company databases as physically possible to increase the potential for ‘being seen’ by recruiters.

If you are a passive job seeker, then post your resume to the big databases once and ensure your LinkedIn Profile is ‘open for inquiries from recruiters.’ Both active and passive job seekers should revisit resume databases every 30 days to update (just add a line or space) by reloading the ‘updated’ resume to ‘trick’ the system into thinking it’s an entirely new resume. (Most job board or resumes systems push resumes down in the results queue as they age.)

How long should a job seeker expect to search for a position? If you have a well-written resume and are posting to the perfectly matched job descriptions and getting phone calls from employers for interviews (and you interview well), there is a loose standard for time expectations.

Before the 2009 market crash, during the economic boom, the expectations were an average of one month of job searching for every $10K in salary expectations over $40K annually. The present economic environment is similar, so if the job seeker is looking for a minimum of $60K annually, then about two months would be the average search. To reduce that time factor, it’s vital to post hard, post fast, and apply for the maximum daily time allowance daily. It usually takes about a week for valid job inquiries to come back from most recruiters who are actively searching for keywords and phrases in the resume.

FSC Guest Author: Dawn Boyer, Ph.D., owner of D. Boyer Consulting – provides resume writing, and editing/publishing/print-on-demand consulting in the Hampton Roads and Richmond metropolitan areas. Reach her at: Dawn.Boyer@me.com or visit her website at www.dboyerconsulting.com.

FSC LinkedIn Network | February 19, 2020

Number of words, including title and POC info: ~829

SEO Key Words for web post:

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Bio: Dawn D. Boyer, Ph.D., has been an entrepreneur and business owner 20+ years, with her own consulting firm (CEO) in Hampton Roads and Richmond, VA. Her background experience is 24+ years in the Human Resources field, of which 12+ years are within the Federal & Defense Contracting industry. She is the author of 822+ books on the topics of business, human resources research, career search practice, women and gender study, genealogy and family lineages, quotes for motivation and self-improvement, and Adult Coloring Books. Her books can be found on Amazon.com under Dawn D. Boyer, Ph.D.

#Leadership : 10 Must-Follow Company-Onboarding Techniques.

February 6, 2020/in First Sun Blog/by First Sun Team

Effective employee onboarding is about more than making them feel welcome. It can help employees feel like highly productive and valuable contributors to your mission and success from the start. Plus, when employees have a successful onboarding experience, they’re more likely to feel like members of your team, and this can contribute to employee retention.

Some of the best onboarding processes are unique, creative and a little bit unexpected. If it’s time to change up your onboarding program, you might find the inspiration you need from these 10 effective techniques.

1. Get coffee

During a new hire’s first few weeks with your company, have them get coffee individually with all of their future team members. This works especially well with small businesses, where relationships are crucial. Enjoying coffee outside of the office setting helps to take some pressure off, letting a new employee communicate freely and get to know your staff in a low-pressure setting.

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2. Send them on a scavenger hunt

Give new hires a list of tasks, like finding an employee who’s been with the company for over a decade or who likes to cook. This can make for a fun icebreaker activity. If you have multiple new hires, you can make this into a competition.

3. Schedule team meetings

Any new hire’s first day will most likely include meetings with human resources, orientation sessions and new-hire paperwork. But you should sit them down with different teams so that each member can introduce themselves and explain how they contribute. This is a valuable strategy in companies with many different teams that work together. New employees can simultaneously put faces to names and gain an understanding of how each group works internally, as well as how the company functions as a whole.

4. Take them to lunch

Have a new employee’s manager or team take them out to lunch during their first week. This can make for a valuable team-building experience, since you’re likely to see more of an employee’s personality and learn about their interests when they’re not physically in the office.

5. Schedule a happy hour

Create a more casual setting with a happy hour during an employee’s first week of work. Invite the whole team to the fun get-together.

6. Give them a meaningful gift

Give new employees something that ties them to the company, ideally some sort of gear or clothing that features your branding. If there’s a certain laptop bag or travel mug that all employees use, make sure the new hire gets it. You can even buy printed stickers and give them to new team members. These company-branded gifts can help bind an employee’s personal brand to the business, establishing a valuable connection.

7. Schedule a one-on-one meeting

During the first week, budget time for a new employee to meet with the CEO for a check-in. This will make the them feel valued right away, which can further help build their emotional ties to your organization.

8. Set them up right

It might sound simple, but take the time to ensure that employees are set up with all of the right software, a functional email account, login accounts and passwords and Slack channels. Ideally, do this before they arrive for their first day. If new employees lack these important tools, it can lead to frustration, delays and a slow start.

9. Help them set up their calendar

Navigating a new calendar isn’t always simple, so help with the setup to ensure that new employees have the tools they need to succeed. This is a great time to talk about meetings, conference calls, remote work, an employee handbook or any other helpful communication or information that new hires should have.

10. Give them some immediate goals

Don’t hold off too long before letting people get started in their new roles. Give new team members some immediate projects to work on and goals to meet. Even if these are smaller projects or part of a training program, employees will feel more useful and productive if they have work to do from day one. This also gives you a chance to learn about an employee’s work style and to give them some feedback and establish a working relationship from the beginning.

When you put some careful thought into your new employee onboarding process, you can transform it into a useful tool that helps you learn about who you’re hiring. Plus, your new hires can learn about your company and its teams. Workers can tell when their hiring process has been carefully planned. Remember, team members aren’t only focused on making a good impression. Many of the more savvy new employees will be looking to see if your company can make a good impression on them during the onboarding process, too.

Entrepreneur.com | February 5, 2020 | John Boitnott

We Are In One Of The Best Times Of The Year To Find A New Job. Caution: A New Trend of the “Juniorization” of Jobs is Taking Hold.

February 4, 2020/in First Sun Blog/by First Sun Team

Now that we are in February, the real work starts. The holidays are a pleasant and distant memory. The cold, hard reality kicks in that we’re all back in the office with a lot of work to catch up on and there are no vacations in sight. It’s a sobering, back-to-reality period of time. This can actually be good news for you if you’d like to land a new job.

Why This Season Is A Perfect Time To Start Searching

There are solid and practical reasons as to why starting in February—and throughout the springtime—is a great time to actively engage in a job search.

Budgets and new headcounts have already been approved by companies. Bonus payments, which are a large portion of total compensation in many industries, such as Wall Street, are starting to be paid out. The conversations surrounding yearly reviews and raises have been held. Now, people act upon it. Those who receive their bonuses quickly cash them and are free agents and mobile. If you were passed over for a promotion or given a poor performance review, it means that you’ll likely seek new opportunities. This contributes to the start of the game of musical chairs, in which people seek out new positions that will create open seats that need to be filled.

What You Should Do Right Now

To jump-start, your search, refresh your résumé and LinkedIn profile. It’s appropriate to have several different versions of your résumé. You should customize and tailor it for specific jobs that you wish to apply for to ensure that you stand out. Similarly, tweak your Linkedin profile to highlight your work responsibilities to closely correlate with the jobs you desire.

Studies show that a significant percentage of jobs are found through networking. Make it your priority to tap into your colleagues, friends, college alumni, former co-workers and all other sources. This is not the time to be shy. Politely, but intently, ask the people in your network—which also includes friendly online social media contacts—for job leads and introductions.

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With the swift rise in applicant tracking systems, artificial intelligence and other technology inserted into the application and interview process, there is much less human interaction than ever before. This hurts your chances of being chosen, as you’re dependent upon having the robots read your résumé and push it through. Find contact and booster at the company where you made an application submission. Push yourself out of your comfort zone and ask them to please make sure that the résumé gets in front of the appropriate people hiring for the position you desire.

Be Forewarned—There Are Issues That You’ll Confront

Nothing in life or at work is perfect. There are things that you’ll experience in your job search that you should be aware of. A new trend of the “juniorization” of jobs is taking hold. Companies, in an effort to cut costs, pursue younger, less expensive personnel. Instead of hiring a senior-level person who would be appropriate for the role, the job will be downgraded. At a lower title, the corporation will then hire a more junior person and pay them far less than the position usually offers. To further save money, corporations have been aggressively moving jobs from costly cities, like New York, to less expensive locations (both within the United States and in other countries). Once again, a large percentage of these jobs are filled with more junior people at lower salaries—compared to what would have been offered to a senior-level person based in New York.

This feels like ageism with a twist. It’s not necessarily that the companies are purposely penalizing older workers. Executives understand senior people have more experience and require higher levels of compensation. Younger professionals, for the most part, could be paid less, as it’s viewed by management that they don’t possess the sufficient amount of years of experience to receive a larger pay package. This too seems somewhat discriminatory against younger people who possess the talent and abilities to be paid more.

The job market is not immune to the real world. It’s no secret that while the U.S. economy is strong and enjoying record-high levels of employment, there are dangers lurking everywhere that can derail the euphoria. The coronavirus continues to claim more casualties and more cases are being confirmed each and every day. The U.S. has narrowly avoided a war with Iran with the potential of other countries getting involved. There is constant political bickering, which has divided our nation and even pits friends and families against each other. The stock market can’t go up forever and experts say that we are long due for a market correction. These and other black swan events, which we are not aware of, can stop the rolling economy and cause companies to pump the brakes on hiring.

Timing Is Everything

For now, things look bright. The economy and stock market has withstood the shocks of possible war, the coronavirus, impeachment and other factors. Who really knows what will happen six months or a year from now? Having the right timing is the difference between success and failure. With the job market aligned in your favor, it’s a smart move to start searching now.

Forbes.com | February 4, 2020 | Jack Kelly

7 LinkedIn Tactics To Attract Recruiters.

February 4, 2020/in First Sun Blog/by First Sun Team

Do you wonder what else you should do to get recruiters to discover you on LinkedIn? I had an in-depth conversation with LinkedIn expert Susan Joyce, editor of Job-Hunt.org, as we discussed the strategies must people miss when they create their LinkedIn Profile. These are mistakes and omissions you can quickly correct once you know what to do. Joyce was a former researcher at MIT. Currently, she devotes herself to helping job hunters land jobs by sharing information via her blog and website.

Here are her seven proven tactics to help you get found by recruiters.

Know your goal. You cannot be a jack-of-all-trades. It would be best if you focused on having the right keywords fitting one job title so that targeted employers can find you. Using the appropriate job title is imperative. The purpose of your LinkedIn Profile is to define your work abilities and the job you do well, along with often noting the role you want to do. Sometimes the job title that your employer gave you won’t be found. For example, “administrative wizard,” which was the real job title yet recruiters would search “Administrative Assistant” or “Executive Assistant” as these are the likely keywords recruiters will look for to try to find someone who is an admin assistant.

Use a word cloud. Review the company’s job title and the appropriate job opening and place them into a word cloud, found using Google and typing in Create a word cloud. Word cloud will then look for the most prominent words that come up, making them dominant and more significant. Those words are some crucial keywords you must use in your LinkedIn profile. Joyce recommends you try Tagcrowd.com

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Mark profile for all to see. Most people restrict their LinkedIn profile to just the people who are on LinkedIn. If you do this, you are missing all the recruiters who are using Google or Bing to try to find you. When you look at the settings options, select “Public” to broaden your scope and reach more to recruiters.

Put work titles into the headline. The headline is the most searched part of LinkedIn. Unfortunately, some people have a job title that is not very explicit as to what their skills are. For example, they use Engineer 2 because that’s their real job title. Instead, clarify the work so that it’s more findable in the recruiter’s search. This example:

Structural Engineer l Manufacturing Engineer l Aerospace Engineer

Location is imperative. Employers want you to live where the opening is as relocations are costly, and many employers do not wish to pay for them. Therefore use approximate “location” instead of saying your specific town. For example, instead of Marina del Rey, it’s better to say greater Los Angeles area. Don’t use a small town when LinkedIn asks for a zip code. Use a major city if you can such as greater New York City area as opposed to the actual Bronx zip code. If you want to live somewhere else, select the new location where you want to work even though you don’t live there right now.

Prioritize your skills and endorsements. Recruiters look for skills such as project management, graphic design, leadership, etc. and specialized certifications along with computer skills. This section may be near the bottom of the profile. Still, many people mistakenly think that means the skills section is not essential. That is incorrect. Prioritize your endorsements by the number of people that have endorsed the skill. It is much more impressive to have 99 people endorse your Photoshop skills than only five. The best way to get endorsements is to go out to colleagues’ profiles and give them actively.

Be well-connected. Some recruiters are not going to spend $10,000+ a year to use the LinkedIn Recruiter tool, so if you want to be seen, you need to increase the number of connections that you have. This allows recruiters at smaller companies and organizations to find you. They can only see first and second connections. Be sure to seek out industry connections. For example, if you are in education, find people in the field and add them to your connection list. If you’re looking for a job in higher education, definitely try to find people in that area and get connected to them. One word of caution, some people have fake profiles out there, so be thoughtful and use good judgment when you decide whom you want to connect to.

Forbes.com | February 4, 2020 | Robin Ryan

3 Things You Need To Know About A February Job Search. Here’s What you Need to Know to Maximize your Efforts.

February 3, 2020/in First Sun Blog/by First Sun Team

There’s no bad time to look for a job, but there are seasonal trends that can work in your favor or slow your progress.

Despite robust hiring and low unemployment numbers in the U.S., job seekers still need to prepare for the unique challenges and opportunities each month presents.

If you’re planning to launch or continue a job search in February, here’s what you need to know to maximize your efforts.

1. It’s a lot like January, but better

January is the most popular month to begin a job search. Many people had downtime during the holiday season to reflect on their career goals, and the new year further motivated them to get started.

Though employers open many new jobs in January, the supply of candidates often outpaces the demand. A horde of job seekers start January with optimism, but it can be a rather frustrating month if you are constantly failing to break out from the pack.

This dynamic will begin weeding out your competition as early as February, when job seekers who weren’t truly committed to their search get tired of the endless networking or get distracted by the increasing demands of their current job.

Meanwhile, most of the jobs that opened in January are still seeking candidates, and companies continue to create new positions at a higher than average pace throughout February.

Market conditions continue to improve in February for those job seekers that can stay committed to their search. You won’t need to do anything differently this month than what you were doing in January as long as you don’t let your efforts trail off or slow down.

The length of the average job search is five months and the search can be even longer for more senior roles. Keep in mind that you are just getting starting and need to prepare yourself for the long haul. Finding a new job will probably take longer than you hope, but it’s ultimately worth the effort.

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2. Now’s the time to target your dream companies

There are a lot of reasons that companies need to hire at this time of year. The first motivation is that many leaders start working on a new set of goals that create brand-new positions. This happens all while some of their best and most essential talent are out finding new jobs themselves, quickly creating an additional need to rehire for their positions.

February is when you will start seeing the first wave of 2020 backfill opportunities hit the market.

This means that if you have a specific list of companies you’d like to work for, now is a good time to target them.

It’s fine to canvas LinkedIn and other job sites opportunistically applying to whatever is open, but use your networking sessions this month to inquire about two to three of your most desired companies. There’s a good chance they’ll need someone like you soon, even if they don’t know it yet.

Targeting a company may not be easy if you don’t have anyone in your network currently employed there, but if you are direct in asking your contacts for second-degree connections, you’ll likely be surprised by who they know.

Don’t rule out asking anyone in your network for help because they aren’t in the same industry, live in a different location or lack seniority. While you may be correct in judging their professional network, they may instead have a family member or close friend that can help refer you.

Throughout February, work systemically to get on the radar of one to two hiring managers and one recruiter at each of your targets. But don’t overdo it: reaching out to too many people in the organization at the same time can backfire. Focus on a few people this month and wait to try additional contacts in March.

3. You absolutely need a follow-up schedule

Without a system to track your follow-ups, you run the risk of letting some leads fall through the cracks while you follow up too frequently with others.

Unfortunately, few things are harder to navigate during a job search than knowing when to send follow-up emails.

Timing depends on your previous relationship with the contacts, their temperament and the level of engagement they’ve already shown. While there are no hard and fast rules, here are some guidelines to help you plan and automate your follow-up schedule.

Close contacts, that is, the people invested in you and eager to help, should be followed up with once a month with a quick update on your job search. This is especially true when things are going well and when you finally land that new job. Don’t wait to reach out only when you need something; make sure you continue to nurture your relationships throughout the search.

Loose connections, new introductions and recruiters you don’t have any open interviews with should be pinged twice, spaced about four to six weeks apart, with a short “thanks for keeping me on the radar” email and a hope that you connect again soon.

If someone promises to make an introduction on your behalf but hasn’t yet, follow up with them after ten to fourteen days.

If you’ve had phone or in-person interviews but the recruiting team gave you no idea as to when to expect a hiring decision, you should inquire on the status of your candidacy approximately seven to ten days after your interviews. If you were told you would receive your next update within a specific time frame that has passed, follow up with the recruiter after three to five days.

Finally, if you were contacted about a potential job but that lead hasn’t moved forward to interviews, reach out to the recruiter or hiring manager after five to seven days the first time you inquire on the status of the role, and then wait another two weeks before following up again, if needed.

In general, you shouldn’t have to follow up more than twice to get a job lead moving to the next step. If you feel the need to ping someone more than that, this particular job lead is probably a dead end. By letting it go and not becoming an annoyance, you are more likely to leave the door open for the person to contact you later when they get serious about hiring.

All in all, February is a great month to gain traction in your job search if you stay focused. Take advantage while you can.

Author: Kourtney Whitehead is a career expert and author of Working Whole. You can learn more about her work at Simply Service.

Forbes.com | February 3, 2020

Must Read: How To Use The Five-Hour Rule For Career Success In 2020 And Beyond.

February 3, 2020/in First Sun Blog/by First Sun Team

Professionals are increasingly navigating a disrupted job market where no one can predict with confidence what jobs will look like in five years. The current disrupted job market increases a professional’s need to take proactive steps to keep their career on track. Career success depends on focusing on what you can control, not the unknown, to create a career path that multiplies opportunities and increases income. We live in a learning-driven economy where upskilling and reskilling is a key component to success. Success depends on being a “knowledge worker.”

In 1996, Peter Drucker noted in his book Landmarks of Tomorrow that knowledge workers would be the most valuable assets of a 21st-century organization because of their high level of productivity and creativity. Knowledge workers can solve complex problems, collaborate, innovate and transform organizations. By 2022, everyone will need an extra 101 days of learning to be a knowledge worker. Why is 2022 the pivot point from old skills to new skills? By 2022, the percent of jobs performed via automation will increase to about 42%. Human jobs will increasingly be around innovation and creativity on top of a global digital environment. We are in an age of rapid disruption and increased creativity.

The Five-Hour Rule For A Knowledge-Based Economy

The five-hour rule is a process first implemented by Benjamin Franklin for constant and deliberate learning. It involves spending one hour a day or five hours a week learning, reflecting and experimenting.

Where To Learn

Reading is just the starting point for learning. Staying relevant in a knowledge-based economy requires professionals to become learning “superheroes.” There are several resources and tools for making it easier for professionals to learn.

1. Online Book Clubs: An online book club is different than a typical book club. The book is just the jumping-off point for a bigger and wider discussion. The typical structure of an online book club is reading followed by online discussions started by administrators or members of a Facebook group. Many book clubs also include live discussions with the author.

Book clubs allow you to learn something new, reflect, and experiment with new thoughts and ideas. Every time you expose yourself to different people and ways of thinking, you improve your ability to collaborate and innovate, the cornerstone of knowledge work.

Some examples of popular book clubs include:

• The World Economic Forum Book Club: Anyone can join with a request to the Facebook administrator. Global businesses need professionals who understand Global Cultures. The World Economic Forum Book Club gives you a chance to participate in a global discussion.

• The Next Big Idea Club: In this club, books are hand-selected from some of the world’s most brilliant authors, and the discussion expands even further than the book. There are written course materials, including interactive exercises and a reading quiz, plus a live Q&A session with the book’s author via Facebook Live.

• Now Read This: PBS NewsHour and The New York Times Book Club: Anyone can join via the club’s Facebook group, which is public. Every month, the club will “discuss a work of fiction or nonfiction that helps people make sense of today’s world.”

2. Audiobooks: Listen to audiobooks to and from work or during exercise. There are two great places to start for audiobook ideas:

• Bill Gate’s Reading List, GateNotes: Harvard Business Review suggests that business leaders need to read more science fiction. Innovation and creativity live in a world of possibilities of taking things further. This list is diverse. Gates reads nonfiction and fiction, including science fiction.

• BookAuthority’s “15 Best New Information Technology Books To Read In 2020”: This list is based on reviews and recommendations from multiple sources.

3. Podcasts: According to Citi GPS, for every artificial and machine learning job added between 2002 and 2012, 33 legacy jobs were lost. It’s important to choose podcasts that are focused on emerging technologies and the future.

• Recode: Host Kara Swisher interviews tech executives, politicians and other professionals about big ideas and on how technology is changing our world.

• Stanford’s eCorner: These podcasts discuss the ideas and research coming out of Stanford and are a place for entrepreneurs to find inspiration.

• Killer Innovations with Phil McKinney: This podcast focuses on how innovation is changing our lives.

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4. University And Corporate Online Learning: Online courses offer flexibility in learning and allow you to fit upskilling into your five-hour plan. Some examples of quality online education:

• EdX: You can enroll in classes offered by top global universities and colleges.

• Class Central: Google’s free classes offer training in emerging technologies and digital skills.

• LinkedIn Learning: LinkedIn offers stand-alone courses for upskilling and course paths the lead to new jobs.

Ways To Reflect

Take time to explore your new thoughts and ideas. Try one or more of the following methods of facilitating reflection:

• Write it down. Go old school. Use vision boards with pictures and write on a large poster board or whiteboard. Or brainstorm with colored pencils and markers in a journal.

• Mind map. Mind mapping means visually structuring your ideas. You can use mind mapping software to organize your thoughts more easily. Some examples include MindMup, Mindmeister, Trello and Coggle.

• Share new ideas. This is the best way to get feedback. You can write a blog sharing your ideas on LinkedIn, post a discussion starter on your social media feed to test your new ideas, create and share a video showcasing your new ideas or enter a contest to see how your ideas stack up.

It’s important to create your five-hour plan now. Professionals who take active steps to become knowledge workers will know how to solve complex problems through innovation, collaboration, transformation and will always be in-demand.

Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify?

Forbes.com | February 3, 2020 | Tracy Levine

Job Interview Anxiety: How to Cope.

January 31, 2020/in First Sun Blog/by First Sun Team

Sweaty palms. Rapid breathing. Trouble concentrating. These are just a few of the symptoms of job interview anxiety. When speaking with a recruiter or hiring manager, the goal is to sound and appear confident, in control. Anxiety can come across as a chink in the armor.

“Job interviews cause stress and anxiety because, no matter how experienced someone is, there’s still a pressure to perform,” says Dr. Sherry Benton, founder and chief science officer of TAO Connect. “Interviewers can generally make the assumption that a candidate is uncomfortable without them having to verbalize it. It’s completely normal to feel nervous during a job interview, so it’s best to avoid talking about it and instead focus on managing it.”

Managing your nervousness can sometimes be easier said than done. So we dug into this with Dr. Benton to get her tips on how to navigate job interview jitters and how to tell when the anxiety you are experiencing is more serious.

Glassdoor: Why do job interviews stir up anxiety and stress for job seekers, no matter how experienced they may be?

Dr. Sherry Benton: Job interviews cause stress and anxiety because, no matter how experienced someone is, there’s still a pressure to perform. When we are asked to perform in a situation such as a job interview, our brain produces small amounts of stress, or arousal, which is essential for optimal performance. Without these small levels of stress, we wouldn’t get excited about anything. It’s when our brain is producing high levels of stress, that anxiety symptoms can occur, which can cause our interview performance to suffer.

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Glassdoor: What are some of the ways anxiety may manifest leading up to or during a job interview?

Dr. Sherry Benton: If you find yourself stressed about an upcoming interview, you need to lower your arousal levels and calm yourself down. It’s important to understand that the human brain does not distinguish between a physical threat and a mental stressor. When you’re thinking thoughts like “I’m going to fail this interview” or “I’m not qualified enough so they’ll never pick me,” your brain is producing levels of stress that feed into anxiety symptoms. Other physical symptoms of anxiety that may appear before a big interview include trouble breathing or sleeping, difficulty concentrating or increased irritability.

Glassdoor: Are there ways that candidates can avoid job interview anxiety? Or is it more about managing it?

Dr. Sherry Benton: It is more about managing anxiety and balancing your arousal levels. Psychologically, arousal and anxiety are the same. Too much arousal, and you will experience increased anxiousness and likely decreased performance. On the other hand, if there’s not enough arousal, you may come across and uninterested or disengaged during the interview.

Glassdoor: What are a few tips to cope with job interview anxiety?

Dr. Sherry Benton: Write down the anxious thoughts running through your mind. When you see them written on paper, you can better realize how exaggerated they might actually be. Then you can replace your negative and anxious thoughts with positive self-talk, “I’m qualified for this position” or “I’m a strong candidate and the right fit for the job.”

Mindfulness exercises can also help lower stress levels. Essentially, mindfulness exercises turn off the constant chatter in your brain for a few minutes. The intent is to help your body stop the fight or flight response and increase the relaxation response. There are several meditation apps or online tools available, such as TAO Connect, that offer mindful meditation exercises to practice and develop mindfulness skills.

Glassdoor: Trying to force yourself to calm down can actually backfire. What are two or three tricks a candidate can do to quell anxiety when in front of an interviewer?

Dr. Sherry Benton: 1. Lower your heart rate by controlling your breathing. Try taking a deep breath before answering a question, no one will notice, and it can even make you appear more confident.
2. Don’t let your nerves talk for you. It’s ok to pause or take some time to think about an answer. By answering immediately, you may find yourself talking without knowing how you’re planning to respond.
3. Have those positive self-talk statements ready to go. Your brain will react to them and can make you appear calmer and more composed.

Glassdoor: Should anxious candidates admit they’re nervous to interviewers? Or is that a no-no?

Dr. Sherry Benton: Anxious candidates usually show outward signs of nervousness, so interviewers can generally make the assumption that a candidate is uncomfortable without them having to verbalize it. It’s completely normal to feel nervous during a job interview, so it’s best to avoid talking about it and instead focus on managing it.

Glassdoor: Lastly, when is anxiety more serious than just the interview? How does a job seeker know when their anxiety is bigger than the job search, but something that should be treated in conjunction with a professional?

Dr. Sherry Benton: A little bit of interview anxiety is normal and healthy. Still, it could be more serious if the anxiety begins to feel debilitating and interferes with your daily routine or your relationships. If you believe mental health problems are developing, it’s always best to seek help early. Mental health problems are more manageable to treat if identified earlier, and there are several options available to people looking to take control of their mental health.

GlassDoor.com | January 27, 2020 | Posted by Amy Elisa Jackson

Is It Ever Too Early To Look For A Job? How To Know The Best Time To Start A Job Search.

January 31, 2020/in First Sun Blog/by First Sun Team

In my 20+ years of recruiting and career coaching, a more common problem is that job seekers don’t spend enough time on their job search – not too little time! Too many job seekers wait till they’re burned out or have even left their current jobs before they start looking and then have to launch a job search under duress. (It is still possible to land a job when you are under pressure, but this is not ideal.)

Tom asks a valid question since his ideal transition date is one year away, and companies rarely hire that far in advance. However, interviewing for specific jobs and getting job offers are just two steps in the multi-step job search. Interviewing and closing come towards the end of a job search and should be timed for closer to when you are available (several weeks or months depending on the role). In the meantime, there are other job search activities you can start now, even one year out.

Once you know you want to leave your job, it is never too early to start looking. The best time to look for a job is when you have one — and you don’t have the urgency of needing to land something quickly. Being able to take your time to look for a job is a big advantage. Here are 10 job search activities you can focus on now, well before you start interviewing for jobs:

1 – Confirming your ideal next job

Do you want to do the same job you have done before? Do you want a promotion to management? Do you want a different industry or a new role altogether? Your job search will vary greatly depending on what you want for your next job. Taking the time to get clear on the industry, function and location of your next job ensures you know where to focus your research, networking and marketing. Confirming if you want an established v. new company, small v. big and other work environment factors will help you narrow down the universe of potential employers. Your career exploration may take you further afield than you initially expected.

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2 – Researching possible job search targets

Once you have some definition around the job you want and potential dream companies, you need to do your research. Research takes time, and you don’t want to get to the interview stage and hurry through it.

3 – Refining your marketing material for your ideal job

Your resume, cover letter, online profile and networking pitch need to be tailored to your job search targets. This takes time – to get to know your targets, to make the necessary revisions – especially if you are looking for a job in a different area than you worked before. Even if you are targeting your same industry and function, you need to update your material for your latest accomplishments and level of expertise.

4 – Filling in any skills or expertise gaps

As you learn more about your target companies and roles and update your marketing accordingly, you may find that there are skills or expertise that you are missing. Now would be a perfect time to fill in those gaps, so that when you do go on the market, you are confident in being able to compete with other candidates.

5 – Building genuine and supportive connections in your ideal area

We all know people who only reach out when they need something – many times something job search-related. Now that you have a long time to look, invest that time in building genuine relationships with people that will support you. If you’re targeting a new area, you may need to meet new people – you’ll be glad you have a long runway for your job search.

6 – Strengthening your professional references

While you’re working on your job search, you don’t want your current employer to feel like you have checked out. You want a strong professional reference from your last job. You also want strong references from other employers and colleagues, vendors, customers. Take the time now to identify what references you have, who you need to track down and any problem relationships you need to smooth over. Employer references can be a deal-breaker in a job search, and too many job seekers overlook this.

7 – Confirming the hiring process for the roles you want

Some job search processes take longer than others. Executive-level searches can take over a year when you look at how much vetting is involved, getting sign off from the Board and the transition time for both the outgoing and the incoming executives. Confirm what the typical process is for the level and role you are targeting, and pace your job search accordingly. One year out may not be too early to apply to jobs or let your network know that you are open to opportunities.

8 – Practicing your interview technique

Depending on how long it has been since you have looked for a job, you may be out of practice with interviewing. In addition, you need to be comfortable with phone and video interviews, as well as talking to recruiters. Practice now, not the night before an interview.

9 – Maximizing your energy level – physically and emotionally

People hire people, and people respond to your energy level. If you are tired or anxious, you are not an attractive candidate. Yet, the job search is physically exhausting and emotionally draining. Start taking great care of yourself now, while you still have the runway to make any changes in your sleep, nutrition, exercise routine or other habits that will help you operate at your best.

10 – Getting organized

Just like you want to appear in control physically and emotionally, you also want to control external resources, like your time and workspace. When your job search is in the interviewing stage, you can easily spend 10+ hours on meetings. This time needs to come from somewhere – start planning now to get autonomy over your work schedule. Similarly, you will need to be more responsive to email, LinkedIn notifications and phone calls – get your workspace in order so you can juggle both your current job and your job search.

It is never too early to start a job search

One year out is not too early to start, especially as you view the long list of activities you start right now. There is a lot to do in your job search to be a competitive candidate, well before you even apply for jobs, much less interview and negotiate. Even if you end up not changing jobs, confirming what you want, knowing your market and taking great care of yourself are all essential for ongoing career success.

Forbes.com | January 31, 2020 | Caroline Ceniza-Levine

These are the 4 Sentences you Need to Make your Cover Letter Get Noticed.

January 30, 2020/in First Sun Blog/by First Sun Team

Writing an effective cover letter has changed a lot in the past few years.

Now the cover letter is shorter, to the point, and reinforces your pitch to prospective employers by highlighting what’s great about your “brand.” And its purpose is to get your résumé read.

A great cover letter does this by connecting the positive achievements of your past and future to the present needs of future employers. Your cover letter does this by touching on four points about your career: your yesterday, your today, your tomorrow, and your enthusiasm. One great sentence for each of these points is all you’ll need. And it should invite response by making it very clear what you’re looking to do next and why.

Here’s how it breaks down.

A BRIEF STATEMENT OF WHAT YOU’VE DONE

In your first sentence, share the most relevant details about what you’ve done, and inform your audience of your successes and achievements in your field.

So it’s not:

“I’ve been working at a company since college.”
“I followed my boss to her next job after she was hired there.”
“I’ve been working in the Eastern Division of my company for the past five years.”

None of these communicates any information to your future boss or recruiter about the work you’ve done day-to-day or your successes.

Rather, try:

“I’m a top producing sales professional in pharmaceutical sales.”
“I’m a DevOps expert with deep experience in AWS and security.”
“I come from a creative background where I’ve done award-winning TV ad creative for the automotive industry for the past 15 years.”

In this first sentence, provide the specifics about the type of work you do, who or how you do it, and an adjective or two to describe your success.

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A BRIEF STATEMENT OF WHAT YOU’RE DOING NOW

In your second sentence, explain to your audience your current role and how it demonstrates the connection between your past success and your future achievements.

So it’s not:

“I’m currently Director at Acme Inc.”
“I’ve been working in sales for the past seven years.”
“I’ve always maintained my interest in the water industry”

But rather:

“I’ve been rapidly promoted in the Aerospace industry.”
“I enjoy my work as a client services manager in media companies.”
“The challenges of semiconductor design captivate me and inform my present work.”

Share the energy, interest, or passion for what you’re doing today. It never makes sense to denigrate your current employer or position; instead focus on the positives that you want to carry forward with you.

A BRIEF STATEMENT OF WHY YOU’RE ENTHUSIASTIC

Employers respond to enthusiasm. It’s a great signal of your positive, achievement-oriented outlook, and speaks most effectively to your motivations. By providing a positive spin on your search in your third sentence, you are inviting HR professionals and recruiters to welcome you into an interview process.

So it’s not:

“I’m looking for more money for the work I do.”
“I need to get away from my current toxic environment.”
“While uncertain about where it will take me, I’m just looking for a change.”

But rather:

“I enjoy handling the accounting issues for growing companies and am particularly interested in venture-backed opportunities.”
“I’m passionate about hardware manufacturing and am looking for positions of increasing responsibility in tech manufacturing here in the Bay Area.”
or,
“I love the challenges of data-driven marketing and applying statistical analysis to ad spend—not just for online, but for radio and TV as well.”

A BRIEF STATEMENT OF WHAT YOU WANT TO DO

Your fourth sentence should follow, logically, persuasively, from the professional you’ve described in the first three. It should also be focused on the benefits you’ll bring to your future employer, not your fears, setbacks, or unhappiness.

So it’s not:

“I’m worried about my company’s finances, so I’ve got to move.”
“My boss was terminated last year, and I’ve lost my corporate support.”
“I’m fed up with the office politics and have to move on.”

All of these are inward reasons for a change that hold little appeal to your audience and might, in fact, turn them off. Instead, you need to persuade them that your next step is obviously in their direction.

So you’d rather position it this way:

“I’m looking for bigger challenges in logistics, either inside or outside of retail.”
“I’d like to do project management at the same scale as a defense contractor after my 13 years in government.”
“As I’ve been adding more benefits, compensation, and succession planning work to my portfolio, I’m ready to step up the senior HR business partner role at my next employer.”
or,
“I’m looking to move to a smaller hospital group where I can take a step up the scope of administrative responsibility.”

You may think it is obvious what someone with your background and résumé would want to do next. Pro tip: it’s not. Because people’s careers are as different as snowflakes, don’t make your future boss guess your intentions. Make it as obvious as a drug commercial, and spell it all out.

Finally, cover letters no longer cover anything, and they’re not really letters anymore. In 2020, a cover email with the above four sentences and perhaps a brief introduction and wrap-up is at most two paragraphs in length. It’s even better to write one or one-and-a-half paragraphs.

If you use this format, you can convey a positive, forward-looking image to future bosses and their recruiting assistants in four brief, polished sentences. And that’s what is most likely to get you the invitation to interview in the terrific employment market of 2020.

Author: Marc Cenedella is the founder of job search site Ladders. He is the author of best-selling guides on resumes and interviews. You can read more about High Score Resumes at Ladders News.

FastCompany.com | January 30, 2020

Ranked: The World’s 20 Most Stressed-Out Cities (The Worst In The US Will Surprise You).

January 30, 2020/in First Sun Blog/by First Sun Team

Last year, the World Health Organization (WHO) categorized burnout as an officially diagnosable syndrome stemming from chronic workplace stress. Elevating a condition to a syndrome means it’s been added to the WHO’s official compilation of diseases. But it turns out that burnout is more serious than anyone thought—especially when a 2018 Gallup survey showed that it affects nearly a quarter of the workforce on a regular basis.

Sleep research site Savvy Sleeper recently conducted a study to determine the world’s cities with the highest and lowest levels of workplace burnout. A total of 69 cities from 53 countries were analyzed. The study looked to key health and work-related categories to standardize the research, including percentage of population sleeping less than seven hours a night, percentage of population working more than 48 hours a week, time spent in traffic, mental health disorders and prevalence, lack of motivation at work, employee “presenteeism” and productivity, lack of vacation days, annual work hours and percentage of stressed-out Glassdoor reviews.

While the findings reveal low levels of workplace burnout for places like Tallinn, Estonia; Ljubljana, Slovenia and many other European cities, three US cities—Los Angeles (#9), Chicago (#12) and New York (#17)—ranked among the top 20 cities with the highest levels of workplace burnout. San Francisco (26th overall) and Miami (27th overall) rounded out the list of the top five most burned-out cities in the United States.

With Los Angeles taking the spot for the most burned-out city in the US, perhaps that laid-back Southern California vibe isn’t as prevalent as perceived. Despite Los Angeles’s beautiful weather and outdoor recreation, LA employees face a huge amount of workplace stress.

“The city has a high cost of living, which means employees often live further out from the city center,” says Ashley Doyle, staff writer at Savvy Sleeper. “Our study shows many in LA have over an hour’s journey to work every day.”

In addition, LA workers take an average of only 10 vacation days each year, and over a quarter of the city’s workers sleep fewer than seven hours each night. These factors decrease the ability to concentrate and make decisions, leading to more time spent on work tasks and greater employee burnout. “Time off from work is important to allow people to relax and recharge their batteries,” says Doyle, who also points out that the rise of tech giants in the area may be playing a part in LA’s growing overworking culture.

Another surprise: While New York is constantly referred to as “the city that never sleeps,” this study shows that Chicago, which comes in second on the list, has higher levels of burnout. “For example, Chicago has a higher volume of stressed employee on Glassdoor reviews than New York, and Chicago employees also report longer annual working hours, which is why its scores are worse overall,” says Doyle. In fact, according to Savvy Sleeper, employees in Chicago have the longest work hours of all US cities, with employees putting in nearly 41 hours a week, on average, or 2,123.50 annual hours. That’s 3.46% more than the US average of all cities at 2,051.24 annual hours.

Coming in next is New York City, which ranks as the third highest US city when it comes to employee burnout, but only 17th on the overall list. According to Glassdoor data, New York has a fair proportion of employees experiencing stress (2.21% of 1,082 reviews mentioned the word “stress”).

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So where did other global cities rank? Topping the list of the highest burnout levels in the world is Tokyo, due to some of the lowest scores for motivation and presenteeism, as well as the most number of people sleeping fewer than seven hours each night. Mumbai, which falls just behind Tokyo, sees employees working an average of 65 hours a week—double the average work hours of cities that see the least workplace burnout. Seoul, Istanbul and Manila round out the top five cities with the world’s highest burnout. Hey everyone! My story of ED began about five years ago. The doctor offered several drugs to choose from, but we’ve finally stopped the choice on Cialis. I don’t have any stable relations, so I take a pill only when I’m going to have sex. It’ works quite fast, about 40 minutes is enough for me to feel the effect. Can definitely recommend it.

On the other end of the spectrum is Tallinn, Estonia, which is the least stressed-out city in the world. “It is interesting to see Estonia receives the most positive score in our study, over the typically expected Nordic countries like Norway, Finland and Denmark,” says Doyle. According to Savvy Sleeper, the city offers a generous amount of vacation, with an average of 29.1 paid days off. Plus, just 5.6% of the population work more than 48 hours a week.

And there is good news around the world when it comes to workplace burnout, since cities and companies are becoming more aware of the problem and its effect on workplace productivity. Japan recently introduced a new law capping overtime to less than 100 hours a month in the hopes of tackling the nation’s culture of long working hours. Europe—which already has a reputation for being more laid-back when it comes to its workforce—is even making strides. Witness France’s new law that allows employees to switch off from work emails when they’re not in the office.

“Our research suggests businesses should make addressing some of the factors affecting employee work-life balance a priority. Not only will this ensure staff health and well being is protected, but it will also help companies continue to recruit and retain top talent,” says Doyle.

Read on for the list of the world’s top 20 cities with the most burned-out workers, as well as the list of the 10 cities with the least burned-out workers.

World’s 20 Most Burned-Out Cities

1. Tokyo, Japan

2. Mumbai, India

3. Seoul, South Korea

4. Istanbul, Turkey

5. Manila, Philippines

6. Jakarta, Indonesia

7. Hanoi, Vietnam

8. Taipei, Taiwan

9. Los Angeles

10. Buenos Aires, Argentina

11. Sydney, Australia

12. Chicago

13. Kuala Lumpur, Malaysia

14. London, United Kingdom

15. Bogota, Colombia

16. Beijing, China

17. New York City

18. Johannesburg, South Africa

19. Auckland, New Zealand

20. Hong Kong

World’s 10 Least Burned-Out Cities

1. Tallinn, Estonia

2. Ljubljana, Slovenia

3. Oslo, Norway

4. Sofia, Bulgaria

5. Copenhagen, Denmark

6. Barcelona, Spain

7. Amsterdam, Netherlands

8. Bucharest, Romania

9. Frankfurt, Germany

10. Prague, Czech Republic

Forbes.com | January 30, 2020 | Laura Begley Bloom