#ResumeWriting : 5 Good Work Skills To Include In Your Resume In 2024. Question: Do You Have ALL These Skills on Your Resume?

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Skills-based hiring is leading the way as one of the newest talent acquisition trends for 2024. For years, employers and job-seekers alike have been discussing ways in which the candidate experience can be improved, and the talent pool diversified, through focusing on skills rather than the bias traditionally associated with job and educational history.

Now at last, that vision is finally becoming a reality, thanks to the widespread adoption of artificial intelligence within the workforce and particularly generative AI tools assisting the recruitment process. Speaking to the Society for Human Resource Management, Frederick Scott, vice president of talent strategy and inclusion said:

“In 2024, the technology is finally starting to catch up, and generative AI will unlock companies’ abilities for skills-based hiring, especially for early-in-career talent.”

What does this mean to you as a prospective candidate?

If you are on the hunt for a new role, either to expand your career to the next level, or simply for a fresh change due to needing a different work environment, you need to ensure now more than ever before, that you showcase your most important skills at key points throughout your resume. Employers are paying close attention to your skills, so finding creative ways to display them is where the majority of your effort should be concentrated.

But what are the core skills employers need you to include in your resume? According to research and reports from the World Economic Forum, FlexJobs, and LinkedInLNKD 0.0%, here are a few:

1. Communication

Employers need hires who have solid all-round communication skills. This includes communication at the interpersonal level, as well as other aspects such as presentation skills, being professional in your manner and representing the values of the company when composing emails, or when engaged in other forms of correspondence.

This skill is so critical that LinkedIn reported communication skills as being the number one skill for 2024. It was the common denominator in job adverts and the profiles of those who had been headhunted on LinkedIn over the past year, as per LinkedIn research.

 

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2. Teamwork

Employers are looking for evidence of how well you’ll fit in with their company culture. Depending on the role, some jobs may require you to have stronger teamwork skills than others, so it’s very important that you make this clear throughout your resume. And at the end of the day, you will need to engage and collaborate with co-workers at some point, so how well you can succeed within a team setting is critical to your career success.

3. Leadership

Leadership skills is one of the core skill sets that you need to prove to employers, whether or not your plan on taking on a leadership-oriented role. This is because more and more employers are becoming aware that employees possessing leadership qualities are needed for organizations to successfully get ahead and remain star players in the competition.

Having leadership skills means taking responsibility for your actions, owning your mistakes, taking initiative, and jumping in where needed to tackle problems.

4. Problem-Solving

Can you demonstrate evidence of where you’ve put your creativity to work and developed a solution? What were its tangible results within your role, team, project, or department? The ultimate reason why a new employer would hire you is because you are the solution to their problem. If you can show that you think outside of the box and are innovative and unafraid of exploring untapped areas, you’re a star candidate.

5. Self-Motivation

How quickly do you quit? Do you have what it takes to face a challenge head-on and keep pushing forward? Employers are looking for candidates like you, who can demonstrate determination in the face of obstacles, and have the drive and will to succeed, because this leads to higher output and performance.

How To Include Skills In Your Resume

Now that you know what skills are needed, where do you place them, and how do you incorporate these skills?

Here are a couple examples of areas within your resume that are most likely to benefit from adding these skills:

First, always include a skills highlights section near the top of your resume, and use this to list your core competencies, relevant to the job role, in bullet points. Try to ensure that you include the above skills, as well as those that are mentioned in the person specification of the job advert.

Another good way to include these skills in your resume is to show them in practice, and include them naturally in sections such as your professional profile or your work experience section. When approaching each section, ask yourself, how can I highlight that I possess XYZ skill in this particular role?

For example, you might decide to include a bullet point in your work experience section, that speaks to how you demonstrated problem-solving ability, by saying: “Formulated strategies which increased overall performance, leading to the team exceeding target by 140% in my first month and over 200% in the second month.”

Using numbers as above helps to quantify your skills and strengthen the impression that you are confident with them and can provide value to your new employer.

As employers adapt to the needs of the current job climate and begin preparing their systems, policies, and technology for skills-based hiring, what are you doing? How will you prepare yourself—and your resume—for the skills trend?

 

Forbes.com | May 17, 2024 | Rachel Wells

#YourCareer : How Understanding Compensation Can Help You Negotiate Better Pay. Great Read for All!

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With 10 U.S. states enacting some form of pay transparency legislation, there is growing momentum towards achieving pay equity. Because there isn’t yet a federal-level view, companies are responding in different ways, and none yet seem to have moved to full nationwide pay transparency. Despite that, job seekers (and employees negotiating pay raises) now have more information than ever before, and understanding how to interpret publicly available data, and how that fits into corporate compensation structures, is critical to making the most out of salary negotiations.

What Is A Compensation Philosophy?

Compensation teams (also frequently called Total Reward teams) conduct the highly-technical heavy lifting around pay and benefits, though their work is always anchored to an overarching philosophy. It is rare for companies to publicly articulate their compensation philosophy (with NetflixNFLX -1.2% being a notable exception) but understanding that there is one is foundational in thinking about your own pay. For most organizations the pillars of their philosophy can be best articulated by two factors: how they think about cost, and how they think about market positioning.

Many organizations take a “cost of living” approach and anchor their pay to that data set, but equally some organizations take a “cost of labor” approach and anchor their pay to that (often lower) data set. From there, companies decide where they want to position themselves. One of the Fortune 500 companies I worked at had a “market median” philosophy (i.e. pay was anchored at the 50th percentile) and another took an “upper quartile” approach (i.e. pay was targeted to be higher than 75% of our competitive set).

Why does this matter? Companies make deliberate choices about where they set pay, so seeing that the same job pays more in a different company is a limited-value data point in isolation.

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What Is Pay Architecture?

Inside large organizations there are three core components to how base pay is calculated, and salary bands form the foundation of this structure. Salary bands run horizontally across the enterprise, and it is not unusual for a large organization to have 16 bands running from entry-level at the bottom up to the CEO at the top (so if the CEO is band one, their direct reports are band two, and entry level are band 16).

Pay bands are typically quite broad, and they are designed to overlap: so if pay band 16 is $25,000 – $75,000 dollars, then pay band 15 will be $50,000 – $100,000. The core philosophy here is that the midpoint of the pay band is the point at which someone is fully proficient in the role, so while pay band 16 stretches from $25,000 to $75,000, most employees in that band will be sitting at or around $50,000. Modern compensation philosophy also relies on “compa ratios” which look at both the spread of employees in the band, and their positioning in relation to the midpoint, with guardrails around where pay can begin and end.

So while pay band 16 technically runs from $25,000 to $75,000, almost all employees in that band (especially in a larger organizations) will have their salaries fall in a range from $42,500 to $55,000 (or from a 0.85 compa ratio through a 1.10 compa ratio). The underlying philosophy here being that by the time you get to a 1.10 compa ratio you are performing beyond expectations in every area of the role and are ready for promotion (indeed at that point your salary is already beyond the starting point for the next pay band).

In addition to pay bands running horizontally across the organization, roles are organized into “job families” which run vertically, and each job family will have unique pay bands: so in this example, pay band 16 for marketing is $25,000 to $75,000 while pay band 16 for technology could be $40,000 to $90,000. Lastly, for very large organizations that operate multi-state or multi-nationally, there is a further “market zone” qualifier which sits on top of the pay band and job family. It is totally typical for the same job in the same company to pay a higher salary if the job is based in San Francisco versus being based in Chicago, for example.

Why does this matter? Because we’re still in a patchwork of pay transparency laws, and nothing has really been tested yet, companies have choices to how they respond. Some companies are posting their full band ranges, and some are posting partial ranges. Some companies are only posting ranges in places where they’re compelled to (eg. California and New York). Therefore, when you see a wide range of salary data, it’s only telling part of the story, and almost never means you can expect the role to pay at the very top of the range.

Why Do Companies Talk About Total Reward?

Put simply, base pay is only part of the compensation packages large corporations offer. Earlier in your career you can typically expect base pay to represent 90% of your earnings (with variable cash bonuses and benefits such as healthcare and 401k matching making up the rest). As you progress through your career that ratio shifts, with senior managers typically seeing 70% of their compensation in base pay, and the rest comprising variable cash and equity bonuses. At the other extreme end of the spectrum CEO pay is typically 10% fixed base pay, and the rest entirely variable or “performance based.”

Why does this matter? Wherever you are in your career, thinking holistically about compensation is a paradigm shift that will unlock long-term value. Furthermore, moving beyond focusing solely on base pay and thinking about offers in their totality can give you more leverage in a negotiation. Salary is often the least flexible component (in part because of all the factors detailed above), so looking to maximize other parts of the offer can be an easier win and can land you with an offer that is higher when all the variable cash and non-cash elements are combined.

How Are Offers Formulated?

Before recruiters even open a role and start sourcing candidates there is typically an “intake meeting” between the hiring manager, the HR business partner, and the recruiter. For senior level roles a compensation specialist usually attends that meeting too. Before the go-to-market process begins, the HR business partner will look at the available budget for the role, and the median salary of all the incumbent employees in the same role (this process is called maintaining internal equity). From there the hiring manager and recruiter have a clear idea of the parameters they can work with.

Why does this matter? Once you are engaged on a role recruiters will want to try to pin down your salary expectations – this is because they already know the range they can work with, and the genuine reason is that they don’t want to waste your time if your expectations don’t fall within what they can reasonably expect to be able to offer. It’s also important because offer exceptions are incredibly rare, so two-way transparency is really key when you’re working with a recruiter. There’s nothing worse than getting to the end of a recruitment process and finding that we cannot, in fact, meet the candidates’ salary expectations.

Can I Negotiate And Where Is There Flexibility?

The short answer is yes you can, but you need also to remember that if you negotiate too hard, or are too unrealistic, companies can (and will) withdraw the offer. For all of the reasons detailed above, base pay is going to be the part of the offer that has the least flexibility, and most recruiters have already negotiated the maximum they can for you (it’s in our interest to get you the best offer we can, because you’re more likely to say yes, and that is one of the core metrics we’re measured on).

While you may be able to get an additional 5-10% added to the base pay, the greatest degree of flexibility is to be found in cash bonuses and equity. If accepting the role will cause you to lose out on a bonus or equity or 401k vesting, it is common practice to offer a cash signing bonus to offset this loss. The caveat here is that a signing bonus should never be used to offset a differential in base pay, because it’s designed to be a one-time intervention.

Where there is an equity component to an offer, factoring in the vesting horizon is another easy way to increase the total offer. For example if an offer includes $50k of RSU’s that vest 33% each year, it can be totally reasonable to ask for a triple stock grant, so that you’re “fully vested” within 12 months, so that your total earnings don’t dip down in your second year of employment. Lastly don’t forget the significant extra value that can be found in additional PTO, healthcare coverage and education stipends. These too are often an easier sell than increasing the base pay amount.

Although pay is still considered highly personal, and your individual circumstances will guide how and what you negotiate for, greater transparency in this area will start to drive more equitable outcomes for everyone. Becoming literate with corporate pay structures and mechanisms is a critical first step in unlocking long-term wealth building in your career.

 

Forbes.com | March 13, 2024 | James Hudson

#YourCareer : Here’s How To Understand If You’re Getting Paid Fairly. Questions: Are you Paid Fairly? OR Do You Know?

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Are you paid fairly? You probably don’t know, and that’s the case for the majority of candidates. Some states, like California and New York, have laws to mandate salary transparency, but many times, companies don’t share salary data and calculations with candidates.

The reality is the details that go into calculating employee compensation involve several nuanced inputs, such as individual experience, company profiles (e.g. revenue or funding), and market dynamics. Candidates often find themselves scrambling to validate their salaries by calling friends who work in similar fields or by browsing various unverified online resources like Glassdoor, Reddit, Levels or Blind – which are typically inaccurate, outdated, or miss nuances.

Today is Equal Pay Day, which is no accident. This date symbolizes how far into the year women must work to earn what men earned in the previous year. The wage gap is highlighted with women earning 84 cents for full-time, year-round work according to a report from the U.S. Census Bureau. While the exact day differs every year, it serves as a reminder that while equal pay is a conversation that concerns everyone, it continues to remain a real issue for women and many minority groups. The lack of accurate salary data disproportionality hurts women and underrepresented minorities from negotiating their pay fairly.

AJ Thomas, Global Head of Talent Experience at X, the Moonshot Factory and a strong advocate of pay equity, recently told me that “Transparency in pay isn’t merely about unveiling figures; it’s about nurturing trust, equality, and responsibility within an organization, illuminating the path for fairness and collaboration to thrive.”

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How Companies Create Offers

It’s important to understand how companies create offers to better negotiate your pay. Many candidates do not grasp the process businesses follow when assembling an offer for a new hire. Candidates can also fixate on one component of total compensation, such as base salary, and may not consider all aspects of total compensation including benefits and time off entitlements. Generally, total compensation includes some form of short term incentives in the form of base salary and variable pay like bonuses. Some companies, especially in tech, may also include long-term incentives like equity in the company.

An offer is is generated by taking into account the following key elements:

1. Following a company-established compensation philosophy

A compensation philosophy is a business strategy that guides all decisions related to candidate and employee total compensation. It serves as the foundation for pay equity, guiding teams in crafting offers and determining the company’s stance on a role’s market value. Most compensation philosophies are defined by a percentile. For example, if the top of the market pays approximately $100,000 as the base salary for a specific role, and the company’s compensation philosophy aims for the 65th percentile, the business will likely offer around $65,000 as the base salary for that role. Starting a candidate at a specific percentile also allows for growth within their role and rewards for performance over time. These percentiles can also be applied to bonus and equity calculations.

2. Paying for employer-only compensation datasets

Businesses pay for access to employer-only compensation data sets, allowing companies to exchange information about every employee’s salary for industry benchmarking data. Such exchanges enable a deeper understanding of the compensation other companies offer for each role.

Comparing these employer-purchased data sets with the data available to candidates from their network is akin to comparing David with Goliath. While both provide salary information, only one offers a level of accuracy that is comparatively more reliable.

What Can Candidates Do Today to Get Paid Fairly?

So what can you do? The reality is there is no solution for candidates to get accurate information, but here is what you can start with:

1. Ask the company to help you understand their compensation philosophy

Employers often share their compensation philosophies with candidates, although most candidates do not request this information. You can also request assistance in modeling your equity over time. Remember that you should consider all aspects of your total compensation, not just base salary.

2. Do your own research

You should do your own research to best understand the compensation details in your offer. However, it’s important to remember that your research will be based on limited data points that excludes nuances that contribute to your total compensation, such as the internal compensation philosophy.

3. Understand trade-offs: Compensation is not everything

It is important to consider your career goals as you evaluate your offer. The highest compensation may not provide you happiness or fulfillment. For example, I accepted a reduced salary when I switched my career from strategy and operations to the field of Human Resources mid-career. This trade-off eventually paid off several times over after 5-6 years, and also led me to a role I am extremely passionate about.

Looking ahead

The reality is there is no place today for candidates to get accurate salary data that is trusted and verified. Companies only collect and sell market data back from businesses, leaving the employees stranded. As the pendulum will eventually shift back to becoming an employee-driven market, there is an opportunity to help candidates access this data.

I believe that one of the ways to improve pay equity is by providing candidates with a holistic set of data points that is personalized to their role, company and market dynamics. I see a future where AI can help ingest large data sets with the specific job you’re applying for, analyzing market data, and generating a potential compensation and benefits package tailored to you. While there are several complexities involved in making this a reality, I envision a world where salary information can continue to be democratized, thereby helping to bridge the equal pay gap.

I recently discovered FairComp, which intrigued me as they are aiming to build a verified compensation database for consumers vs. organizations. Their initiative claims to help you understand if they’re being paid fairly by using data supplied by employees and verified through technology. I am curious to see how this plays out and the possibilities for other similar tools to follow. I also hope this will encourage existing compensation survey organizations to consider making their data available to consumers in the future.

Forbes.com | March 12, 2024 | Q Hamirani

#JobSearch : Avoid These 5 Common Resume Pitfalls. Hadn’t had an Job Interview in a While? Chances are it’ your Resume. MUst REad!

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If you’ve been on the job hunt for a while now and you’ve barely received a reply, let alone an interview, the likelihood is your resume is letting you down.  Sure, you could be the most experienced and accomplished professional in your field, but if you’re making basic resume mistakes, your application will still be ignored.

The good news is that if you’re aware of the common mistakes that too many professionals are making, you can tackle these issues head-on.  So, here are five of the most common resume pitfalls you need to avoid.

Not Writing An Engaging Summary

One of the biggest resume mistakes you can make is not writing an engaging and persuasive summary.

This is your chance to introduce yourself to hiring managers and this section appears right at the top of your resume. So if you get this wrong, you’re going to lose their attention instantly.

You should avoid long, wordy summaries that are full of vague pufferies like “talented marketing professional looking for next exciting career opportunity.”

Instead, you need to keep it short and sweet, using specific keywords and giving examples of your most impressive achievements.

Remember, the recruiter will skim through this section, so you need to make it as easy as possible for them to pick out those important details.

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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 …

Creating (And Submitting) A Generic Resume

The sole purpose of your resume is to prove to the employer that you can do their specific role and that you are genuinely interested in working for their company.

If you submit a generic resume, no matter how impressive you think it may be, you’re not going to give them the information they need. So, in a matter of seconds, they’ll put your application aside.

Although it might feel like a lot of work when you’re applying for multiple roles, you need to make sure that you do your research to determine exactly what the employer is looking for.

You can use the job description to highlight the relevant keywords and skills they require.

You can then make these keywords and requirements more prominent on your resume.

This will help hiring managers as they scan through your application, to easily determine if you’re a good fit for the role.

Not Showing How You’ve Made An Impact

One of the simplest but most damaging mistakes you can make is not showing your impact, particularly in your work experience section.

It’s not enough to just list your daily responsibilities. Employers want to know how your efforts contributed to the business and made a real impact on the team and bottom line.

The best way to do this is to use powerful action verbs, as well as facts and figures, to showcase your skills, biggest achievements, and how you made a real difference.

Essentially, you need to prove to the employer why having you on their team will benefit the business.

Lying Or Making Bold Claims

While it’s important to show that you’ve made an impact and use facts and figures to impress the recruiter, one of the biggest mistakes you can make is to lie or exaggerate.

It can be tempting to embellish the truth in order to stand out from other candidates, but wild and unproven claims will actually backfire. For example, referring to yourself as “the best car salesperson in the U.S.”

This type of claim is usually impossible to prove and can come across as arrogant and even a little embarrassing.

Similarly, you don’t want to get caught out in a lie. This will make you look untrustworthy and although you might hope to get away with it, if the employer doesn’t work it out whilst reading your application, they certainly will when they interview you.

Spelling And Grammatical Errors

Last but not least, spelling and grammatical errors can stop your application dead. They look unprofessional, and frankly, a bit lazy.

It’s so important to read and reread your application before you submit it and if you’re still worried about your spelling or grammar, have someone else look over it for you.

You can also make use of free online spell checkers just to make sure that your application is free from basic errors and spelling mistakes.

After all, attention to detail is an important skill, and spelling and grammatical errors don’t look good. So always make sure to double, even triple-check your resume before you submit your application.

This might seem like such a small, innocent mistake, but it can cause the employer to immediately reject your application; as can generic, boring, or exaggerated resumes.

So make sure to avoid these five common resume pitfalls and ensure that you always take your time to tailor and perfect every job application you submit.

That’s the key to job-hunting success.

Forbes.com | March 11, 2024 | Andrew Fennell

#JobSearch : Your Résumé Might Be Getting Tossed by AI. How to Push Back. A MUst REad!

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Jennifer Maravegias has been applying for dozens of jobs, so she is ready for questions about work experience and salary expectations. A recent question on an online application stumped her, though.

“Check this box if you want to make sure this isn’t scanned by a machine,” the laid-off project manager says she was prompted before submitting her application.

More job seekers in New York City can now request to opt out of letting artificial intelligence vet their résumés and job applications, thanks to a new law governing AI and hiring in the city. Some companies are extending the choice to non-New York applicants, too. But is skipping AI scrutiny a good idea?

Most major employers use some sort of automation to vet job applications, since companies often receive too many résumés coming in to manually review every one. Though efficient, algorithms can exclude qualified candidates or embed unintentional bias in hiring decisions.

New York’s law—the first of its kind in the nation—aims to bring transparency to the role of software in the job-application process. For any job based in New York, employers must disclose when AI is used to “substantially assist” in hiring and offer job applicants the chance to pass on such vettings in those cases.

But letting prospective workers forgo AI résumé reviews doesn’t ensure a human will review those applications instead, employment lawyers and researchers say.

Like Maravegias, many job seekers are unclear what the trade-offs of opting out are, and some are surprised that machines are reading their résumés at all. Months into her job search, Maravegias hadn’t gotten many bites and wondered whether opaque algorithms were hurting her chances. So she opted out, only to get zero response once again.

“I was still unemployed,” she says.

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Continue of article ……

 

Anxiety over AI

Job seekers remain skeptical of AI’s role in the recruitment process. Two-thirds of U.S. adults said they wouldn’t want to apply for a job with an employer that used AI to help make hiring decisions, according to a 2023 Pew survey on AI in the workplace. The view was even more pronounced among women.

Jeff Sepeta, an IT manager in Chicago, works as a contractor who’s often moved from job to job in quick succession. Companies call him in to troubleshoot problems and move on, he says. But he fears that machines reviewing his résumé will judge him negatively if they misinterpret his short tenures, particularly when applying for noncontractor roles.

“At least when I’m dealing with a human I can explain,” he says.

Among Americans surveyed by Pew a year ago, more than 70% opposed allowing AI to make a final hiring decision, while another 41% opposed using AI to review job applications.

New York’s new rule, Local Law 144, requires employers using software to assist with hiring and promotion decisions—from chatbots that conduct interviews to résumé scanners that look for certain keywords—to regularly audit the tools for potential race and gender bias. Employers will also have to publish the results of those audits online.

The risk of not getting seen

Some employers argue that the New York law doesn’t apply to them because AI isn’t replacing the final human decision makers, said Emily Lamm, an attorney at Gibson Dunn. A Cornell University study of nearly 400 employers earlier this year was only able to identify 18 employers that had posted their audit results online, and even fewer that had posted notices informing job seekers about which automated hiring tools were being used and how to opt out.

For years, hiring software has helped employers winnow down what can be hundreds or thousands of applications to a smaller number of candidates who seem, at least on paper, best-suited to the role. Millions of qualified workers get screened out every year by automated tools that reject people for reasons like résumé gaps or failing to use the right combination of keywords, according to a 2021 Harvard study.

Yet opting out of AI vetting can hurt your chances of getting hired, because companies aren’t obligated to review all the applications they get, employment lawyers and researchers say.

“I’d say you’re more or less guaranteed not to be looked at,” said Joseph Fuller, a professor at Harvard Business School who was the lead author on the study.

AI-assisted screening could ultimately help many job seekers, Fuller said, noting that human-led hiring is also subject to concerns about discrimination.

Unless job seekers have a disability that qualifies them for an accommodation under federal or state disability laws, an employer doesn’t have to provide an alternate vetting process, said Niloy Ray, a lawyer who specializes in AI in the workplace at law firm Littler Mendelson.

“This is but a harbinger of things to come,” Ray said. “You may as well start figuring out how to address this.”

On the applicant side, many have already taken steps to navigate AI-driven hiring, paying for services and coaches that aim to help optimize résumés and make them an algorithmic match.

Know the pros and cons

Athena Karp, chief executive of HiredScore, which supplies AI-powered hiring software to employers, said that more than 80% of job seekers agree to the use of AI during the application process when its function is clearly explained.

AI can offer benefits to job seekers, Karp says, such as scanning for other job postings at a company that might match an applicant’s skills even when the person is rejected from the role initially sought.

The majority of HiredScore’s clients are offering applicants outside of New York City the ability to opt out of AI processing of applications, Karp says.

Robert Kerans, an IT manager based in Lake Bluff, Ill., said a recent experience left a sour taste in his mouth. He agreed to AI vetting while applying for a technology-support manager role at

. He was rejected within 45 minutes. The speed of the snub made him question whether the system really worked, Kerans said, because he believed he was well-qualified for the role.

Accenture said that it uses AI to help inform its decision-making but that humans always have the final say on whether a candidate advances in the recruiting process.

Kerans said he’s happy to have a choice, at least, and has since chosen to forgo AI vetting.

“It can fail,” he says. “The reality is that having the human connection is more important.”

WSJ.com Author:  Te-Ping Chen at Te-ping.Chen@wsj.com

WSJ.com | February 20, 2024

#JobSearch : How To Stay Resilient During Your Job Search. Job Searching, Especially for Extended Periods of Time, Can Be an Isolating Experience.

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The latest figures from the Bureau of Labor Statistics show the average duration for unemployment in the U.S. is currently 21 weeks. For most job seekers this means preparing for a marathon, not a sprint: spending the best part of six months on any new task takes resilience, and navigating the post-pandemic job market can be particularly grueling.

No matter where you are in your career, if you’re entering this job market, it is inevitable that you are going to hear “no” more than you hear “yes.” An open role results in one hire, but getting there often involves more than 100 applicants, of which typically 20+ will be qualified candidates. Usually only six folks will get through to in-person interviews with the hiring team. Therefore even getting to the interview stage gives you, at best, a 17% chance of success.

The asymmetry of information in the hiring process has a compounding effect: as a job seeker you only have as much information as the company is willing to share, and here in the US at least, it’s unlikely that you will receive much actionable feedback as you progress through the process. Preparation for a post-pandemic job search necessarily includes reaching acceptance that six months of activity will likely be conducted in what can feel like a cone of silence.

Get Clear About Your Personal Runway And Likely Length Of Search

In his paper “A Theory of Human Motivation” Abraham Maslow described a “hierarchy of needs” that need to be met in order unlock motivation. Often portrayed as a pyramid, the foundations of human motivation are basic needs such as food, shelter, and rest. Although this theory dates from the 1940’s, it is still relevant in today’s job market: a key factor in creating psychological safety for your job search is being really clear-eyed on what your personal financial runway looks like.

Before you do anything else, compile a basic spreadsheet so that you can understand your household “profit and loss” account. How much does it cost to keep the lights on, and how much do you have available in liquid assets? If your monthly cost of living totals $5,000 and you have $60,000 when you combine your available savings, severance payment and state unemployment insurance, then your personal runway is 12 months.

Getting a realistic view of whether you have enough to cover what will likely be a six-month job search creates psychological safety, but also allows you to plan ahead if it looks like it will be prudent to either try to trim monthly expenses, or to take a “bridge” or “survival” job.

 

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Article continued …

Set Boundaries Around Your Job Search Activity

The adage “your new job is to find a job” absolutely applies, however the critical caveat is that you’re now your own boss, and you get to set the hours and location for this new job. Once you’re into the rhythm of your job search (leveraging the tools that make sense in your industry, but at a minimum setting alerts on job boards to serve you all new relevant postings every 24hrs) you can realistically get all of your daily tasks completed within a 90-minute window.

Whether you get your applications, networking and any interviews done in one sitting, or broken up into smaller chunks, do not allow yourself to spend the whole day doom-scrolling LinkedIn. Being caught up in a layoff is almost never desirable, but one of the small silver linings is the gift of time. Try to avoid squandering that time and confine your job search activity to finite windows, then use the rest of the day to pursue activities you typically wouldn’t have time for.

Get Outdoors, Find Community And Give Back

Job searching, especially for extended periods of time, can be an isolating experience. Finding community can help to replace some of the lost workplace camaraderie. It can be especially beneficial to use some of the extra time you now have to volunteer in your local community. Doing so helps return some structure to your week, it also gives you access to folks that you otherwise wouldn’t meet and can open doors in surprising ways.

Suspending your gym membership for the duration of your unemployment doesn’t mean that you must forego physical exercise. Wherever you are in the country you will find cycling, hiking and jogging clubs that offer up a range of (free) benefits. They give you structure, they provide community, they get you out of the house, and you burn calories along the way.

While your job search is unlikely to be enjoyable, building a framework and support structure for the endeavor is the best way to stay resilient whilst you look for your next opportunity.

Forbes.com | March 6, 2024 | James Hudson 

#JobSearch : What To Do If You’re Ghosted By A Recruiter. Questions: Has this Happened to You? And What Did you Do?

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As thousands of companies cut costs by laying off workers, many people find themselves back on the job market. The good news is that experts have a brighter outlook for the economy. Still, candidates must adapt to a dynamic employment landscape that requires continuous learning and a proactive approach. Unfortunately, that also includes having to deal with potentially being ghosted by a recruiter.

Recruiter ghosting refers to the point at which you no longer hear from a recruiter who expressed interest in your application. It can happen at any point during the hiring process and is more widespread than you might think. In fact, 75% of job applicants say a prospective employer has ghosted them following an interview. That’s based on a recent survey conducted by software company Greenhouse. One woman even shared how she completed nine rounds of interviews for a marketing role before eventually being ghosted.

This behavior happens for a variety of reasons. Let’s look at potential causes and what you can do if you think you are being ghosted by a recruiter.

 

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Article continued …

Reasons for being ghosted by a recruiter

Many people assume that an unresponsive recruiter doesn’t care. Often, it’s unintentional and due to a variety of other reasons.

The recruiter found a more qualified candidate

Ideally, companies have a mechanism to alert job seekers that they were not selected for the role. Yet, many do not. In that case, a recruiter might ghost you because they decided to hire someone else who was a better fit. This situation often happens when there are many applicants or if the position needs to be filled quickly.

There are internal issues you aren’t aware of

Sometimes, job seekers are ghosted by a recruiter because the company is still trying to make a decision. Many organizations have a complex hiring process and require feedback from multiple stakeholders. They might also be negotiating with their top candidates or checking references before feeling comfortable sharing updates.

The recruiter experienced a setback

Recruiters sometimes fail to respond because they are inundated with work and have poor time management skills. If they lack the resources, it’s easy to get bogged down and drop the ball. Recruiter ghosting could also be due to a setback like a death in the family, illness or some other personal issue. It’s also not uncommon for recruiters to be laid off, in which case you may need to contact another individual at the company.`

How to handle being ghosted by a recruiter

With a volatile economy causing recruiting teams to shrink, you may be ghosted at one time or another. If it happens, don’t blame yourself. Instead, take steps so you don’t lose job search momentum.

Follow up within a reasonable timeframe

If the recruiter gave you a timeframe and it’s been longer than a week, follow up with them. You can email them to thank them for their time and express interest in the role. Without being pushy, mention that you have another job offer on the table (if you do) but that this position is your first choice. By being professional and persistent, you will stay top of mind while being seen as genuinely enthusiastic about the opportunity.

Try other avenues of communication

If you already tried following up with the recruiter via email, consider another method. For example, you should contact them via LinkedIn or another professional networking site. If that fails, seek out another point of contact, like the hiring manager or someone you interviewed with. You might even consider finding an internal connection through your network to gain additional information about the hiring process.

Continue searching for other roles

If you are ghosted by a recruiter, don’t let it negatively impact your self-esteem. Try not to take it personally and continue looking for other opportunities. Maintain a positive attitude by researching, networking and applying for positions that are a good fit. Keeping your job search on track will motivate you and make you more likely to find the ideal role.

Dealing with an unresponsive recruiter can be frustrating, but it’s ultimately out of your control. Remember that being ghosted by a recruiter has more to do with the company than your qualifications. By approaching your job search with confidence and determination, you’ll eventually land a position with an organization that deserves your unique talents.

 

Forbes.com | May 3, 2024 | Caroline Castrillon

#JobSearch : Knitting (Artificial Intelligence) vs. Crocheting (Human Writing) a Resume. AI Often Cannot Distinguish Between ‘Bad’ & ‘Good’ Resumes. Thoughts?

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The hottest trend lately is using Artificial Intelligence (AI) for anything related to creating content for stories, blogs, books, illustrations – and resume writing. Clients submit their resumes (designed by AI), thinking they can ‘beat’ the filter. They don’t understand why they are not getting any responses or calls for employment. Here is the secret.

Artificial Intelligence uses a compendium of resumes’ out there’ on the web to ‘learn’ how to create new resumes. Unfortunately, AI often cannot distinguish between ‘bad’ and ‘good’ resumes. The AI algorithm groups both types to create an ‘artificial’ resume. In addition, AI may add elements that gum up the Automatic Tracking Systems (ATS), e.g., tables, icons, and columns, making the resume look like a mess on the other side of the firewall after it gets parsed into the SQL database.

 

While some job seekers pursue AI-generated resumes, thinking the AI resume will get their resume through the firewall, they may gain more momentum and hits on HW-generated resumes in the ATS platforms

Recruiters and ATS are getting savvy to the practice of using AI to build resumes and are incorporating ‘AI identification’ applications. These applications identify an applicant’s resume created by AI and automatically reject that resume. Some websites advertise services to help your resume ‘get noticed’ by recruiters – and these websites use AI to develop suggestions and wording. And the AI suggestions still come from both bad and good resume examples. Recruiters prefer resumes rich in objective wording, rich achievement descriptions, and documentation proven by metrics. An AI system can’t do that.

 

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The method of assimilation and creation in AI is similar to needle crafting. One can build a knitting machine, and the stitches will be uniformly consistent. Knitting is a thread craft using two needles that can be machine-engineered. One can quickly create a machine-generated blanket or sweater, and that machine can make the same item repeatedly. Crochet is a thread craft using only one needle, but one cannot build a crochet machine per se. The manipulation of the needle, ‘catching’ of threads on either side of a stitch, or the complication of the stitch (twists, double, or triple stitches, or catching of threads 1-2 rows down and up again) in crocheting are just too complicated for a machine to imitate.

The same goes for AI-built resumes and hand-crafted (human-written) resumes. Artificial Intelligence written resumes use injections of subjective and vague terminology. Because the resume owner has not contributed specifics (e.g., metrics), the result is a boring conversation of vague and broad terms that don’t showcase the applicant’s career achievements. Job seekers are not professional job applicants or resume writers, so they write what they can, and with most automation processes, their efforts result in – garbage in and garbage out. Artificial Intelligence will not improve a bad resume; it may worsen it.

Recently, in the news, AI users have discovered that biases have been built into AI engines and algorithms, creating artificial ‘prejudicial influences’ on AI-generated results. While the news focuses on images being produced, don’t for a minute believe that AI’ prejudicial influences’ are not built into generating word content. When writing a resume – focus on objectively worded, unbiased, documentable facts about career achievements.

Most resumes that get through the ATS filters are read and analyzed by recruiters. It’s somewhat easy to tell a HW resume from an AI resume. Artificial Intelligence-based resumes concentrate on using ‘fancy’ and ‘impressive’ wording to write the resume. Human-written resumes concentrate on using easy-to-understand layperson’s terms to richly describe what the applicant physically did and what resulted from those actions (e.g., revenue or productivity increases and cost or labor savings).

Scientists working on AI-generated content applications are creating significant technology improvements. But, more advances need to be achieved before AI can be trusted to generate an attention-grabbing, practical resume for job seekers. It is acceptable to consider reviewing an AI-generated resume to get ideas for content in an HW resume.

I am not discounting using AI (I used an AI program to check my grammar in this story). While some job seekers pursue AI-generated resumes, thinking the AI resume will get their resume through the firewall, they may gain more momentum and hits on HW-generated resumes in the ATS platforms. Users should be careful about the weight they emphasize while relying on the process. Artificial Intelligence is not perfect. The final AI result still needs to pass the ‘human’ test for recruiters to provide serious consideration to job applicants’ qualifications.

 

FSC Career Blog Author:   Dawn Boyer, Ph.D., owner of D. Boyer Consulting – provides resume writing, editing, publishing, and print-on-demand consulting. Reach her at Dawn.Boyer@me.com or visit her website at www.dboyerconsulting.com.

 

FSC Career Blog |  February 3, 2024

#YourCareer : How To Stop AI From Taking Your Job. Question: How Will your Industry Look 10 Years from Now? Welcome your Comments.

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To start the new year, we have seen top organizations announce layoffs at a record pace. The ever-changing landscape of the job market is more challenging than ever. And now with AI in the mix, it’s getting even more complicated.

Losing your job due to a financial crisis or being replaced by someone who is a better fit is one thing, but losing it to AI seems pretty disappointing. But just like the changing times, you must beat your competition or offer something they don’t. So, how do you stop AI from taking your job? Here are four ways to secure your career and prevent AI from taking over.

Understand What The Future Looks Like

As they say, you must be one step ahead of your competitor. AI is built for the future, but it also has its limitations. Take a step back and understand what the future looks like for your chosen career. How will your industry look years from now?

Business Insider has reported the top jobs that AI will probably replace and the report mentions media, finance, education, and legal jobs to be at the top of the list. To help counteract that, do your research by checking how AI can be utilized in your chosen career. Instead of fearing this tool, learn how to work with it and how to leverage it for your current role.

For example, the future of the finance industry may rely on AI for daily tasks such as creating reports or invoices. Education may also use AI to enhance the learning experience. To learn more about jobs that will be created because of AI read this article of AI Jobs to Consider in 2024.

 

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Article continued …

List Out the Technical And People Elements

It’s a good step to understand your role and the different technical and people elements that AI can play in it. List down these elements and focus on how you can integrate AI into these tasks. Technical elements include data collection, analysis, reporting, or routine administrative tasks. You can use AI to help you become more efficient in these tasks.

Here’s a quick sample of what your list can look like:

  • Responding to emails
  • Creating reports
  • Scheduling calls with clients

How AI Can Help

  • Use AI to create prompts and templates for email responses. Make sure to personalize.
  • Use AI for research but make sure to verify the information before proceeding
  • Use AI to automate sending out your calendar so clients can book directly

People elements can be communication or customer service focused. A great example would be using AI to create responses but adding a personal touch that these automated tools cannot do. Of course, some projects are better suited to be 100% human. For example, leadership skills and responding to the emotional needs of your clients and colleagues cannot be replicated by AI, which is a good thing!

Level Up Your Technical Skills

In today’s world, staying ahead means honing your tech skills. Whether you’re a coding whiz, a data guru, or a digital enthusiast, leveling up your technical skills is non-negotiable. Ever thought about enrolling in online courses tailored to your role? It’s a great way to boost your efficiency and increase your value for your team.

Let’s not forget the myriads of YouTube tutorials with tech tips and tricks. There’s something for everyone, whether it’s coding hacks, writing techniques, or gadget guides. After all, learning never stops—it’s the secret sauce to climbing the career ladder or navigating new horizons. AI will never be a one-stop shop for everything so being a specialist will help differentiate you as a leader in your space.

Leverage AI In Your Current Role

Don’t let AI intimidate you – let it empower you instead! Imagine making AI your trusty sidekick; you are not just completing your tasks but also consuming less time. And with this newfound efficiency, you can tackle more projects or explore new ventures. AI has your back, whether you’re eyeing career advancement, craving new opportunities, or simply longing for a well-deserved downtime. It can be more than just a tool. It’s your partner in crime, amplifying your efforts and opening doors to endless possibilities.

The digital world is ever-changing, and new devices will emerge from time to time. Do not let these artificial tools replace your skills. Instead, allow it to enhance your capabilities and emphasize your value. Without humans, there will be no AI. Be the master of these tools and pave your way to a better workflow, securing your job, or career advancement.

 

Forbes.com | February 27, 2024 | Sho Dewan

#JobSearch : 6 Common Traps To Avoid At Networking Events. These are Unspoken Rules–Faux Pas you Must Avoid. Great Read!

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Networking events are the watering holes of the professional world. They’re where connections are made, opportunities are discovered, careers are shaped, and free snacks are had. However, just like any social gathering, there are unspoken rules–faux pas that can turn a potential career elevator into a free-fall.

To avoid stepping on it, consider the following six tips.

1. Don’t Oversell Yourself

No offense, but you’re not that great. And even if you are, people don’t want to hear it at a networking event. Resist the urge to transform into a walking, talking infomercial. Yes, you’re amazing at what you do, but relentless self-promotion can be off-putting. It’s like being at a party where someone keeps shoving their homemade guacamole in your face–it might be the best guac in the world, but let people come to it naturally. There is, after all, a lot of guacamole in the world. Instead, focus on building genuine connections. Networking is a marathon, not a sprint.

 

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Article continued …

2. Avoid the ‘Me, Myself, and I’ Monologue

If your conversation sounds more like a monologue, you’re doing it wrong. Domineering the conversation like a talk show host gone rogue means you’re probably not listening. Remember, it’s a dialogue, not a soliloquy. Be curious about others. Ask questions, show interest in their work, and let the conversation flow naturally. Think of it as a tennis match, not a solo chess game.

3. Don’t Be a Business Card Ninja

Handing out business cards like you’re dealing a deck of cards in Vegas is a no-no. Everyone’s online, so a physical card is…kinda humiliating. The goal is to create meaningful connections, not hit a quota. Quality trumps quantity. It’s better to leave the event with a few meaningful contacts than a pocket full of cards from people whose faces you can’t recall. Distribute your business card when a genuine connection is made, not as an opening move.

4. Steer Clear of Controversial Topics

This one should be obvious, but it’s astonishing how often it’s overlooked. Avoid controversial topics like politics, religion, or personal gossip (unless it’s, like, really good gossip, about someone you know they hate). You’re not on a debate team, and this isn’t the time to showcase your strong opinions on the latest political drama. Stick to safe, neutral topics. Think of it as a dinner with the in-laws–play it safe (and avoid it if possible).

5. Don’t Underestimate Anyone

Treating someone as unimportant because they don’t seem like a high-flyer is a huge mistake. Also, it’s rude. Everyone has something to offer, and you never know who might be instrumental in your career down the line. Networking karma is real. Treat everyone with respect and interest – the intern today could be the CEO tomorrow. Remember, it’s a small world, and you’re likely to run into the same people again.

6. Avoid Being Glued To Your Phone

In a world where our phones are like extensions of our bodies, this is tough. But being glued to your screen at a networking event is a no-no. Be present. Engage with the people around you. Your emails can wait – the opportunity to make a meaningful connection might not.

Networking events are unique platforms for professional growth and opportunity. However, they require a certain finesse. Remember, the goal of networking is to build relationships, not just to add names to your contact list. So, the next time you find yourself at one of these events, be genuine, be respectful, and most importantly, be yourself. After all, the best connections are the ones that are authentically made.

Forbes.com | February 14, 2024 | Ginny Hogan