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

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

 

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

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

 

Article continued …

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 : Top 5 Stay At Home Jobs For Moms Or Dads. Question: Would you Like to Work at Home?

Working from home is a great way to improve your work-life balance because it allows you to spend more time with your family. The average remote worker has an estimated extra five hours per week to do the things they enjoy. Those hours are recouped from commuting. According to Zippia, it takes the average American 27.6 minutes to travel to work. That makes a total of 55.2 minutes per day traveling to and from work.

While a lot of companies currently allow their employees to work from home part-time, you can acquire full-time remote work. Here are the top five stay at home jobs for moms and dads.

1. Call Center Agent

A call center agent answers calls, responds to emails, and deals with customer enquiries over webchat. Depending on the company, you will either deal with inbound calls only, or inbound and outbound calls. Employees who take both calls are referred to as, ‘blended agents.’

Median Pay: $35,389 per year

Qualifications: Typically, a high school diploma is enough to secure a call center position. But if you want to earn more money, you will need additional qualifications. However, you will receive on-the-job training.

 

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

 

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

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

 

Article continued …

2. Virtual Assistant

As a virtual assistant, you are responsible for providing remote assistance to an organization, or an individual. Their duties include interacting with clients or customers, organizing data, conducting research, sorting documents, and updating calendars.

Qualifications: Virtual assistants do not need any qualifications. But, you will need to have excellent computer skills because your employer will require you to use specific programs to complete your tasks.

3. Online Tutoring

Students looking for additional help to pass their exams or get them through the school year will hire an online tutor. Online tutors work with one student at a time. What you teach them in is dependent upon your area of expertise.

Median Pay: $51,058 per year

Qualifications: The qualifications required for an online tutoring job will depend on your area of expertise and what you plan on teaching. However, you will need a GED to work on most tutoring platforms. To teach English, you will need a Teaching English as a Foreign Language (TEFL) certification.

4. Remote Software Developer

A remote software developer designs and creates systems and software programs for their employer. They also test and maintain existing programs and websites.

Median Pay: $111,000 per year

Qualifications: You don’t need a degree to become a software developer; however, you will need to know how to use programs like JavaScript, HTML, and CSS. If you are not familiar with these programs, there are courses available to teach you how to use them.

5. Data Entry Clerk

A data entry clerk is responsible for inputting, maintaining, and updating accurate information into computer systems and databases. They may also correct errors, verify data, and organize files to ensure data integrity.

Median Pay: $40,000 per year

Data Entry Clerk: You will need a high school diploma to become a data entry clerk.

How Do You Land A Great Remote Job?

The job application process for a remote job is no different than it is for an office job. Make sure your resume is up to date and start sending them out to companies who offer remote work. You will find vacancies posted on jobsites, but you can also ask friends and family if they know of any remote working opportunities.

While working from home seems ideal, it is important to understand that it is a very different dynamic to an office. You will need to create an office space, structure your day, and organize your time. Additionally, you will need an extra dose of self-discipline because there are so many distractions at home. You won’t have a manager overshadowing you, all of which make it very easy to slack off. However, if you know you can handle being self-motivated and self-reliant, working from home is extremely rewarding.

Forbes.com | February 7, 2024 | Goldie Chan

 

#JobSearch : 5 Effective Marketing Tips For Professionals Who Just Got Laid Off. Great REad for ALL!

Many professionals went through a tough time with their jobs last year. A large number of planned job cuts reached 89,703, going up by 15% since February. From the beginning of the year until now, job losses have gone way up to 270,416, shooting up by a massive 396% compared to the same time last year.

Around 1,450 folks working in the U.S. tech sector have lost their jobs, as counted by Crunchbase News. And if that’s not enough, Layoffs.fyi tells us that a whopping 1,157 tech companies have let go of a staggering 257,778 workers in 2023. If you’ve recently experienced a job loss, know that you’re not alone. Numerous individuals are encountering comparable challenges. Here are five practical tips to help you navigate tough times and get back on your feet.

1. Take a Pause to Figure It Out

Experiencing a layoff is tough and can bring a lot of stress to you and your loved ones. Studies show that being laid off is the seventh most stressful life experience. Rather than getting stressed, think of a layoff as a chance to start over somewhere new, with different opportunities and challenges.

The initial step to realign your professional path is to take a brief break. Given the increasing number of layoffs, it becomes crucial to strategize your next moves. Taking this pause enhances your likelihood of discovering new opportunities in the months ahead. Use this time to think about your skills, strengths, and the job market. This will help you plan your next moves wisely.

 

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

 

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

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

Article continued …

2. Invest Time In Skill Development

The job market is evolving rapidly, and continuous skill development is crucial. Dedicate time to enhance or acquire new skills. Online courses are a great way to start, offering a flexible and accessible way to boost your capabilities.

This investment in yourself makes you more capable, and companies are likely to notice your efforts when they’re looking to hire. The goal is to become someone companies find hard to resist hiring because of your valuable skills.

3. Craft A Compelling Personal Brand

Today, making yourself known online is like having a secret weapon for job hunting. It’s a strong tool that helps you stand out. Your mission? Make a personal brand that shows off what makes you special – your skills and what you’re great at. Start by updating your resume or CV with all your latest achievements.

Now, take your skills online. Use social media like LinkedIn to make a consistent and real online image. Share your work journey, talk about what you know, and connect with others. Your personal brand, when done well and kept the same everywhere, becomes a story that tells employers why you’re awesome.

4. Build Strong Professional Connections

When you’re promoting yourself after a layoff, it’s not just about how you show yourself but also about the folks you link up with. Get in touch with people in your industry—colleagues, mentors, and friends from previous jobs. Keep the connection alive by regularly checking in and participating in professional conversations. This could open doors to valuable mentorship, career advice, and even potential job opportunities.

Moreover, attend online events, join communities, and participate in networking activities to grow your connections. Remember, your network might be the key to reclaiming your dream job, so utilize it wisely. They could offer valuable insights and even help you find new opportunities.

5. Be Consistent in Your Job Hunt

Finding a job after being laid off can be tiring and downright frustrating. But here’s a straightforward tip to keep you moving forward: commit to doing at least one job-hunting task every day. This small but consistent effort can make a big difference.

Your daily tasks could be updating your resume or online profile, applying for a specific job, creating a new profile on a job search website, or having a conversation with a mentor. The key is to stay engaged with the job search process regularly.

In addition to exploring traditional employment, consider other options like freelance work, contract positions, or even starting your own small business. These alternatives may open new doors and provide valuable experience while you navigate your job search journey.

As we enter deeper into 2024, job seekers are bracing for more challenges. A recent survey by ResumeBuilder.com reveals that a concerning 38% of larger companies anticipate layoffs in the coming year. Shockingly, 96% of organizations have already made cuts in the past 12 months, and 92% plan to do so again in the next year, as reported by Randstad RiseSmart. The uncertainty surrounding job losses persists, leaving many wondering when this cycle will end.

In times like these, the strategies shared in this guide can be a lifeline for those navigating layoffs. Remember, while the road ahead may be uncertain, your ability to adapt and follow these effective tips can make a real difference in facing the challenges that lie ahead.

Forbes.com | February 5, 2024 |

#JobSearch : 7-Step Plan For ‘New-Collar Workers’: The Next Generation Of Career Candidates. Managers are Motivated to Hire Non-Degree Workers. A MUst REad!

They’re called “New-collar workers”—not white- or blue-collar jobs—a new category in hiring that leaves college degrees in the dust and gives more attention to skilled employees with a nontraditional education. According to the Harvard Business Review, many workers are unable to advance because they don’t have a bachelor’s degree and are stuck in low-paying jobs.

Meanwhile, companies are looking for workers to meet their diversity goals and reduce social and economic inequality. These problems could be alleviated, the authors say, if employers focused on job candidates’ skills instead of their degree status: “There’s a huge, capable and diverse talent pool out there that companies aren’t paying nearly enough attention to: workers without college degrees.” The Bureau of Labor Statistics predicts that between 2020 and 2030, 60% of new jobs—some yielding six figures—will be new-collar occupations that won’t require any type of college degree.

 

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Updated NEWS: #BestofFSCBlogAug23 we hit Two Milestones: #1Hit over 1.2 million impressions on our FSC Career Blogs within 7 days on LinkedIn……. #2Over 3.5 Million participates on our FSC Career Blog page below within three years!  Both the Team/myself want to thank you all for participating! …… Chris G. & Team,www.firstsun.com

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

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Best Daily Choice: Follow the Best of FSC Career Articles/Blogs  @

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Question: Searching for ‘the Best Daily Career Search Articles/Blogs on the web’ on Job Search, Resume, Advancing/Changing your Career, or simply Managing People?

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

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

 

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

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

 

Article continued …

‘New-Collar,’ Skills-First Approach To Hiring

The skills-first approach to hiring “new-collar workers” goes against the long-held traditional grain that the four-year college degree—a symbol of accomplishment, prestige and pride—is imperative for social acceptance and career success. For as long as many of us can remember, high-school graduates were encouraged to pursue a college degree for financial and psychological security. That message has been drilled into students’ heads from parents and schools, according to James Neave, head of data science at Adzuna—the world’s most comprehensive job search engine.

But since the pandemic, the tide has been changing. More business leaders are saying ditch the four-year degree because it’s no longer necessary for jobs that can earn top dollar. Neave insists that a college degree is not necessary to be successful or earn a good salary. “The Adzuna data indicates that skills, rather than degrees, are the top requirement candidates must have to secure a ‘high-paying job’ today, whether job candidates are looking for deskless or corporate positions,” he emphasizes. “In particular, leaders with skills that can boost engagement in today’s workforce are in hot demand.” And Don Gannon-Jones, vice president of content at Karat agrees.

 We’re slowly creeping up on a post-degree era. Industries everywhere are realizing that for a lot of fields, colleges and universities aren’t teaching what businesses actually need,” he asserts. “Without a doubt, students are more reluctant to go tens of thousands of dollars into debt for a degree that doesn’t necessarily create a straightforward path to financial security.”

 

Implications Of Having Degree Requirements

A report by Accenture, argues that degree inflation—the rising demand for a four-year college degree for jobs that previously did not require one—is a substantive and widespread phenomenon, making the U.S. labor market more inefficient. The report found more than 60% of employers rejected otherwise qualified candidates in terms of skills or experience simply because they did not have a college diploma.

“When companies choose to put ‘four-year degree required’ (or even ‘preferred’) on a job listing, they’re automatically shutting out a gigantic swath of the population,” Gannon-Jones points out.

“Any effort to create a workforce that offers truly diverse perspectives and backgrounds is essentially stillborn if you insist on a college degree —or worse, if your hiring teams have opinions about which colleges are ‘good enough’ to produce candidates they’ll accept. It’s no surprise that smart organizations are putting a strike through in that ‘four-year degree required’ bullet in their job descriptions.”

 

Neave adds, “As this year goes on, we expect businesses will continue prioritizing skills over degrees to fill open roles, including those that come with top pay checks.” According to Business Insider, Tesla CEO Elon Musk and Apple CEO Tim Cook also have questioned the need for college degrees, and more companies are following suit, acknowledging that degree requirements put them at a competitive disadvantage. Dropping the four-year degree requirement is a welcoming and encouraging win-win for both employers and employees from a disenfranchised segment of the workforce without a degree. A framed diploma on the wall is no longer necessary for these highly-qualified job seekers to find the job of their dreams—one that is gratifying, pays a high salary and leads to career success.

“Managers may be more motivated to hire non-degree workers—and feel that it’s less risky—if they have direct incentives to do so,” according to the authors of the Harvard Business Review piece. To encourage managers to embrace the skills-first approach, the authors suggest organizations develop a seven-step plan that includes:

  1. Providing extra funding or budget lines for “new-collar jobs”
  2. Writing job descriptions that emphasize capabilities, not credentials
  3. Creating apprenticeships, internships and training programs for people without college degrees
  4. Collaborating with educational institutions and other outside partners to expand the talent pool
  5. Helping hiring managers embrace skills-first thinking
  6. Bringing on board a critical mass of non­-degree workers
  7. Building a supportive organizational culture

“IBM, Aon, Cleveland Clinic, Delta Air Lines, Bank of America and Merck are among the companies taking this approach—and demonstrating its benefits for firms, workers and society as a whole,” the authors conclude. According to another source, 41% of U.S. adults report they’d get a certificate that would instantly qualify them for an in-demand job over a college degree. At the same time, there are more than 600,000 openings for manufacturing jobs in the U.S. and more than three million skilled trades jobs are expected to go unfilled by 2028.

Austin King, co-founder and president of Steel River, believes not everyone is meant to go to college, but there should still be equal opportunities for blue-collar workers to earn higher wages without a four-year degree. He contends that employers need to do a better job at closing this gap by providing better work environments including higher wages, equity programs and more learning opportunities—especially if they want to attract younger generations. “With such competition for skilled workers in trades like manufacturing, those who provide higher wages and strong company culture will win over top talent,” according to King. Instead of slashing service costs to acquire more customers, he recommends giving half of all price increases back into employee salaries to make roles more enticing to those looking for steady and secure wages that rival white collar roles.

 

Forbes.com | February 4, 2024 | Bryan Robinson, Ph.D.

#JobSearch : 5 Reasons Why January And February Are The Best Months To Look For A New Job. Hunt for Job, Don’t Miss this Window!

While festivities and holiday cheers often steal the spotlight early in the new year, it is worth recognizing the unique opportunities for career growth that January and February offer. Some believe that this season may slow down hiring activities, but employment data reveals a significant rise in companies seeking new talents within the early months of the year. In January specifically, there is an average 15% increase in job postings.

Capitalize on these opportunities to look for a job during these first two months of the year if you’re in a hunt for professional development this 2024.

1. Recruiters Are Back From Their Vacation And Ready To Hire

As the holiday season comes to a close, the professional landscape on the other hand undergoes a positive transformation marked by a resurgence of recruitment activities. Recruiters and hiring managers are more attentive and are engaged in responding to job applicants after recharging during their vacations.

Recruiters during this time of the year also have a clearer understanding of their hiring goals and organizational needs, so submitting applications during this active hiring phase can increase the chances for consideration in open roles.

 

Like this Article?  Share It!    You can now easily enjoy/follow/share Today our Award-Winning Articles/Blogs with Now Over 3.5 Million Growing Participates Worldwide in our various Social Media formats below:

Updated NEWS: #BestofFSCBlogAug23 we hit Two Milestones: #1Hit over 1.2 million impressions on our FSC Career Blogs within 7 days on LinkedIn……. #2Over 3.5 Million participates on our FSC Career Blog page below within three years!  Both the Team/myself want to thank you all for participating! …… Chris G. & Team,www.firstsun.com

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

https://www.firstsun.com/fsc-career-blog/

New- FSC LinkedIn Newsletter– Daily articles/blogs on Today’s Job Market & Seach. Subscribe Today!

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Best Daily Choice: Follow the Best of FSC Career Articles/Blogs  @

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

Question: Searching for ‘the Best Daily Career Search Articles/Blogs on the web’ on Job Search, Resume, Advancing/Changing your Career, or simply Managing People?

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

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

 

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

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

Article continued …

2. Companies Have Renewed Budgets

Calendars reset at the start of the year which signals an opportunity for companies to recalibrate and allocate resources for achieving success in upcoming business endeavors. Talent acquisition gains prominence during this period as companies commit to cultivating skilled and dynamic teams, highlighting their dedication to attracting and securing top-notch candidates.

In fact, a recent survey in the U.S. shows that 57% of company respondents plan to add new permanent positions, while 39% anticipate hiring for vacated positions. This means that applying for positions during the early months of the year puts candidates in an opportune situation where companies and teams are more receptive to new members and are willing to offer more competitive compensation packages and benefits.

It also translated to making swift and decisive hiring decisions which expedites the recruitment and placement period of successful applicants.

3. The Beginning Of The Year Is All About Goal-Setting

Just as individuals set personal goals during the new year, companies also actively establish and pursue strategic objectives to foster growth and success. As they define these goals for the year ahead, they also augment their workforce with individuals offering diverse skills and perspectives. These new hires will take on roles for new and continuing projects, initiatives and expansion.

Jobseekers wanting to land a role in the opportune months of January and February should match their skills and aspirations with the companies’ goals and strategic plans for the year. They should also showcase how they can be potential contributors to the realization of the business objectives.

Considering these will favorably position them in the roster of applicants before the competition intensifies throughout the rest of the year, amid a currently competitive job market with the unemployment rate in the U.S. at 3.7% in January 2024.

4. No Holidays Coming Up

Humans are simply more productive when they are well-rested. Research says there is an 80% increase in performance following a vacation, like the recently concluded Christmas and New Year holidays. As recruiters and hiring managers return to work in January when there are no major holidays, they tend to be on a continuous hunt for talent who will help their companies and teams achieve the goals they are eyeing for the year.

They are also more readily available to review applications, conduct interviews, and make hiring decisions without holiday-related disruptions. As a result, this period witnesses an increase in hiring activities as companies start executing their strategic plans and allocating budgets for new hires.

5. People Are Just More Motivated

The fresh start offered by the new year brings a collective sense of renewal, goal-setting, and increased motivation which positively impacts the hiring landscape. As companies seek to expand and enhance their teams to achieve business objectives, employers also approach the new year with a proactive mindset.

Companies during these early months are more open to onboarding new team members, encouraging a more welcoming atmosphere for job seekers who are eager to contribute to the success of the company. This can have a contagious effect on individuals where motivation translates to approaching work with much enthusiasm.

Leverage the positive momentum associated with the new year to set the tone on your journey to achieve a more productive and successful year ahead.

By capitalizing on this early hiring season, job seekers maximize their chances of securing meaningful employment, position themselves at the forefront of opportunities, and approach the new year with a strategic decision that lays the foundation for a successful and fulfilling professional path. So if you’re in a hunt for a job, don’t miss out on this opportunity window!

Forbes.com | January 29, 2024 |

#JobSearch : How To Network. for People Who Don’t Like The Idea Of Networking. As an Introvert, Here are a Few Approaches that Work.

I’ve never been comfortable with the notion of networking, at least in the conventional sense of the word. I’m an introvert, and I haven’t been able to figure out the art of moving in and out of conversations during, say, the cocktail hour at a conference. I’d much rather have a long discussion with one person, and so my default strategy is to spot another introvert and approach them.

But it is important to build a network, of course. Your career path, after all, is going to be determined as much by the people you know as the work you do, especially if you’re ambitious. “When you talk about getting to the most senior levels, it’s less about the work and more about the network and your impact and how you market and brand what you’re working on,” said Mary Elizabeth Porray, global deputy vice chair for client technology for EY, the consulting firm. “So make sure that you’re focusing 50 percent on what you know and 50 percent on who you know.”

If you’re a fellow introvert, or the idea of networking feels transactional, then here are a few approaches that have worked well for me over the years.

60-Second Research

In my line of work, I meet a lot of new people, mostly on video calls. I always make it a habit of taking a minute before the call starts to check the person’s LinkedIn profile and social-media feeds. I’m looking for things we have in common. Maybe they spent a few years working in journalism early in their career. Or perhaps they’re from Canada originally, like me. Or perhaps they went to school in New Orleans, where I live now.

Those points of shared interest or background help create instant connections. Best of all is that they feel authentic, rather than forced. I do this with pretty much everyone I’m about to meet in a business context, and I’m always puzzled as to why more people don’t do the same. The return on investment of that 60-second search is huge.

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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 …

Work On Something Together

To me, the best way to build a lasting relationship with someone is to work on something with them, rather than just sharing a coffee, drink or meal. For example, companies are always forming committees to work on some new initiative. Raise your hand. Show colleagues what you can do, make an impression, and be reliable. Treat it as if you were auditioning for a new job. Impress people and they may think of you when an opening comes up.

More companies are starting internal gig platforms so that workers can move around and build new skills. Take advantage of them and build your reputation as a reliable team player. And look outside, as well. Industry associations offer great opportunities to build connections. Or join a nonprofit. Don’t feel like you have time? Remember that work tends to expand into the time you have to do it, so those other meetings can act like forcing functions to get you to work smarter and in a more focused way on your day job.

“Play In Traffic”

I first heard that memorable phrase—“play in traffic”—from Joseph Plumeri, who was CEO of Willis Group HoldingsWSH -0.6%, an insurance brokerage, when I interviewed him. “Everything that I have done started because I went out and I played in traffic and something happened,” Plumeri told me. “It means that if you push yourself out there and you see people and do things and participate and get involved, something happens.”

And that doesn’t mean that you should say yes to everything. Figure out a useful framework for what you sign up for and what you turn down, because “no” is an important word to add to your vocabulary. For me, the simple filter has always been, is this directionally in line with where I want to go? If it would broaden my skills as a journalist (earlier in my career) or if I would learn more about leadership (the current chapter of my career), my default was and is to say yes. I figured I’d learn something new and perhaps expand my network, and I’ve now got enough years under my belt to see the benefit of playing in traffic.

 

Forbes.com | January 31, 2024 | Adam Bryant

#JobSearch : Lost Your Job? Announce It On Social Media, like LinkedIn. Instead of Keeping your Job Loss to Yourself, Leverage it on LinkedIn.

Losing your job is a traumatic experience. All at once, your life dramatically changes. You immediately start to worry about the financial implications. How long can you last in between roles? What are all the paperwork and other things that need to be reviewed and signed?

You fear telling your spouse and kids. With the labor demand cooling for white-collar workers, it could take a long time to find new employment.

Instead of keeping your job loss to yourself, it is essential that you leverage social media platforms, like LinkedIn and TikTok, to alert others that you are in need of assistance in procuring a new opportunity.

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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 …

Why Go To Social Media?

Social media has become an integral part of the job search and career development process, offering a range of tools and opportunities for individuals who have lost their jobs and are seeking new employment or career advancement.

LinkedIn and other social networks are widely used for job searching, networking and professional development. They allow individuals to showcase their skills, connect with potential employers and stay informed about job opportunities.

Social media offers individuals the opportunity to build and showcase their personal brand and engage with industry-specific content. It can also help individuals stand out to potential employers and recruiters.

Tips For Creating Your ‘Job Loss’ Post

These tips can help professionals effectively share their experiences with job loss online. Simultaneously, you must leverage social media for networking, job hunting and providing support to others in similar situations.

When sharing about job loss, it’s important to be authentic and transparent. This can help others relate to your experience and provide a sense of community for those going through similar situations.

It also gives you a sense of agency, as it is a bold and empowering move. When discussing your downsizing, instead of dwelling on the layoff itself, it can be beneficial to shift focus on what you want to do next in your career and how you plan to grow your skills set.

Many individuals use social networks to provide motivation and support to others who are also experiencing job loss. Sharing your journey can help motivate others and create a sense of purpose.

LinkedIn offers an #opentowork feature that signals to recruiters and hiring managers that you are in the market for a new job. It is important to go beyond the green banner. You want to clearly describe your background, prior experiences, what you want to do next, the type of company and industry and the ballpark corporate title and compensation. This way, people will know more about you and could better offer assistance. If you’re looking to make a career pivot or explore something new, highlight the transferable skills, so it makes sense to prospective employers.

Recruiters and companies are active on social media, and some individuals have received job leads and opportunities as a result of their posts.

Your online content can also be the reason you don’t get a job. Nobody is happy about being given the pink slip. There will undoubtedly be hurt feelings, anger and resentment. Although it’s difficult, always avoid talking negatively about your former employer and co-workers. It will backfire, as those inclined to help you will feel that you might not have the right temperament to recommend you for any job openings. In your layoff announcement, focus on highlighting your positive experiences with the company and some of your success stories.

Forbes.com | January 23, 2024 | Jack Kelly

#JobSearch : 10 Things You Should Do When Messaging Recruiters On LinkedIn. A MUst REAd!

If you’re someone who’s on the hunt for a new role this year, your ability to effectively find and approach recruiters on LinkedIn can have a direct impact on your job prospects. With LinkedIn recently crossing 1 billion users globally in 200 countries, it firmly remains the world’s most popular and powerful online professional network.

According to data from LinkedIn, 65 million job seekers visit LinkedIn Jobs every week. Members submit 140 job applications every second, and six people are hired every minute through LinkedIn. Additionally, an average of 20 InMails are sent every second with job opportunities, according to data from last year.

Although many recruiters do appreciate speaking with candidates, reaching out to recruiters through LinkedIn is a very effective way to make initial contact. LinkedIn has found InMails are 3x more likely to be accepted than a cold call and 6x more likely to be accepted than emails, according to LinkedIn data from January 2022.

Still, with recruiters getting inundated with incoming contacts, they simply can’t respond to every single candidate who reaches out. To get an actual response from a recruiter, candidates should approach them in the right way by following these 10 steps.

1. Target Relevant Recruiters

Before even crafting your LinkedIn message, consider investing time into figuring out which recruiters work with companies in your target sector. Sending a generic message to a bunch of random recruiters is unlikely to yield any responses. “Only target those who recruit within your space to increase the likelihood of you receiving responses,” says Matt Collingwood, Managing Director of IT recruitment agency VIQU. “These recruiters will be actively looking for talented people in your space to place into roles.”

You should also target only those recruiters who have roles relevant to your professional background according to Sarah Doughty, Vice President of Talent Operations at TalentLab. She says recruiters get a bad rap for not responding to applicants, but the reality is that recruiters can get hundreds of applications each day from candidates with no relevant background. “Recruiters’ main focus is to find the right person for the role, and that’s a tougher task than many realize. If they believe for a second there’s a chance a candidate could be hired for the role, they’ll respond,” states Doughty.

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

 

Article continued …

2. Know The Recruiter’s Profile

You must do your research on the recruiter before reaching out. Familiarize yourself with his/her professional history, interests, and educational background before contacting them. “A great way to stand out amongst the crowd is to find common ground. If you have a connection to the recruiter in any way, whether that’s a college, town, or personal connection, definitely mention it.” says Patrick Cahill, president of #twiceasnice Recruiting. “It shows you’ve done research into them, and likely the role. Plus, it gives a nice, personal touch.”

The vast majority of candidates will skip this step, focusing on the role and not the recruiter. However, connecting with a recruiter is as much about building a relationship as it is about applying for a role. Investing some upfront time in getting to know the recruiter and figuring out how you can help them can go a long way in fostering a positive, longer-term professional relationship that bears fruit in the long run.

3. Reference A Specific Job

Candidates should not leave the legwork for uncovering a potential role to the recruiter. Instead, identify a target role before sending any message to a recruiter.

Claudia Garcia, senior talent acquisition partner at Adecco, cautions against putting the burden on a recruiter to find job openings that align with your interests or background. “Recruiters may receive hundreds of messages on LinkedIn every month. A common trend we see is candidates overlooking the importance of doing their research before reaching out.” Garcia states that too often, candidates will send their resume to a recruiter and ask for a job without referencing a specific job opening or explaining how their background aligns with that role.

Maria Ada Santos, senior recruiter and founder of the Nettle Agency, agrees that job seekers too often reach out, asking whether a recruiter can find potential roles. “Those messages tend to make recruiters feel like they’re being asked to do extra work, and many recruiters ignore them entirely,” Santos says. “The most important thing to do is be clear about which specific job you’re interested in. Reference the specific job you’re interested in and share a 1-3 sentence summary of why you’d be a good fit.”

Remember that recruiters’ primary responsibility is to fill roles, not to help candidates find jobs. They work for and are paid by their clients, not candidates. Therefore, the easier you can make it for them to connect the dots between you and these open roles, the more likely they’ll engage with you.

4. Customize Your Message

All recruiters who weighed in on this article stated that mass copy-and-paste outreach is extremely obvious and should be avoided. Garcia encourages candidates to focus on quality over quantity by dedicating more time to research when contacting a recruiter on LinkedIn. “Tailor your messages to specific roles, as opposed to sending generic and random messages that may not yield positive results,” Garcia recommends.

According to Dave Curtis, European a managing director at Harnham, recruiters receive thousands of chatbot or sales messages, so quickly making your message personal and relevant to that recruiter is critical. “While it’s understandable candidates want to apply for multiple jobs, investing even a small amount of time into tailoring their approach will go a long way and could make the difference between a recruiter reading it or not,” Curtis states.

Also, if someone referred you to the recruiter, Kyle Langworthy, a partner at Riviera Partners, recommends you mention that person’s name in your initial message. “When you tie into the recruiter’s network, you have now called their social capital into the mix, increasing the weight and importance of a reply.”

5. Include Only Relevant Details

Err on the side of keeping your message concise and to the point. Recruiters operate under time constraints, so a lengthy essay on LinkedIn won’t likely capture their attention and could potentially deter them from exploring your profile,” say Craig Furniss, senior principal consultant at TechNET CxO.

Think of your message as a short conversation opener rather than a full story or job application. “Although it’s tempting to try and get everything across all at once to convince a recruiter that you’re a good candidate right away, they’re likely to be overwhelmed and switch off if your first message to them reads like an entire cover letter,” says James Lloyd-Townshend, chairman & CEO at Anderson Frank. He says a LinkedIn message is just not the right place for a candidate’s full pitch.

At the same time, you should include some details about your professional situation and ambitions. “Include your location, whether you’re looking for permanent or contract work, expected salary, and core skills and experience,” says Collingwood. He also recommends giving the recruiter some talking points to eventually share with clients. “Recruiters love providing their clients with impressive metrics and facts about candidates. Consider including a few short bullet points that detail positive things you have done in previous roles.”

6. Articulate Your Value

The onus is on you as a candidate to explain exactly why you’re the right candidate for a role, rather than leaving it up to the recruiter to connect the dots. “Instead of asking ‘Which jobs fit my background?’, highlight how your skills and experience align with the specific role you’ve applied for,” says Garcia.

Make it easier for a recruiter to engage with you by sharing a brief summary of skills, experience, and value you’ve added to past roles and organizations, according to Geoff Shepherd, CEO of iSource Group. “Don’t make the recruiter do the work for you,” he says. “Be as specific as you can about what you are looking for and what aspirations you have. This makes it much easier for the recruiter to align your requirements with their clients’ needs.”

7. Don’t Ask For Too Much Too Soon

Just like going on a first date and asking someone to get married would certainly scare someone off, immediately putting recruiters on the spot to present you with a promising job opening in your first outreach is unrealistic.

“Avoid directly asking if there’s a job for you,” says Garcia. “Instead, apply through the company’s career page first. Introduce yourself and indicate that you’ve already submitted your resume with an application, expressing your interest in learning more about the role.”

You as the candidate should be doing the legwork rather than expecting the recruiter to find a role for you, especially since recruiters primarily answer to their clients who hire them rather than candidates who approach them.

8. Attach Your Resume

Assuming you’ve identified a promising role for which you feel you’re a viable candidate, you can make a recruiter’s life easier by attaching your resume to your LinkedIn message. Even though people can access your LinkedIn profile, attaching your resume just saves a round of back and forth, enabling a recruiter to immediately review it rather than having to request it.

“For all LinkedIn communications it’s beneficial to attach a copy of your CV at every opportunity,” says George Barnes, CEO and co-founder of Hamilton Barnes. “Time is gold dust to a recruiter so anything that you can do to cut down the number of steps involved will doubtlessly win you brownie points.”

Surprisingly, many candidates seem to overlook this simple step of making it easier for a recruiter to not only conduct an initial screening but also follow up. “You’d be amazed by the number of candidates who message me with no contact details in their message or on their profile,” says Collingwood. He says messaging back and forth on LinkedIn can burn a lot of valuable time, so recommends you include your email and phone number to make it easier for them to quickly connect with you.

9. Facilitate A Further Discussion

Speaking of making life easier for a recruiter, don’t forget to reduce the friction involved with having an actual live conversation, especially if a recruiter is interested in speaking with you. This means simplifying the process of scheduling a time to speak.

Barnes points out that recruiters tend to prefer speaking with candidates rather than qualifying them over a single LinkedIn message. “If a candidate can propose several times that they can speak that week in their initial message, that will be hugely beneficial.”

He also suggests candidates consider using a scheduling tool that can save some scheduling back and forth. “Personally, if I received timeslots from a candidate via Calendly, I’d be far more inclined to schedule a call to chat, simply because they took the initiative to make it so straightforward for me.”

Simply expressing a desire to speak can also help differentiate you from other candidates overly reliant on virtual communications. “Asking the recruiter for a live conversation, whether by phone or video, to discuss the details of the position and your potential aptitude communicates to them that you’re serious about the role and that you’re looking to move things forward,” says Lloyd-Townshend.

10. Follow Up Proactively But Patiently

Following up is generally seen as acceptable and even welcome if you don’t overdo it. Given the large volume of incoming messages a recruiter receives, your message may have just been missed or overlooked.

Rob Scott, managing director of Aaron Wallis encourages candidates to follow up within about a week. “By following up, you show the recruiter that you are genuinely interested in the role and are willing to go the extra mile to get noticed,” he says.

Curtis agrees, stating that candidates should proactively follow up to demonstrate sincere interest. “If they feel that they are right for a job, candidates shouldn’t be afraid to be bold with their approach,” he says.

However, there’s a fine line between demonstrating enthusiasm and nagging a recruiter. Doughty cautions that candidates should not be pushy or follow up too much, which can be off-putting and signal you might approach your interactions with their clients in the same pushy manner. “Messages where candidates demand a meeting or come off as entitled will scare off a recruiter, who will think twice before presenting them to a hiring manager as a solid option.”

Make Your LinkedIn Profile Stand Out To Recruiters

One final point. You should also ensure your LinkedIn profile is crafted in a way that stands out to recruiters. And if you’ve ever wondered whether putting the “Open To Work” photo frame around your profile photo makes any difference, it can. According to LinkedIn, members who turn on Open to Work on their LinkedIn profile are 40% more likely to receive InMails from recruiters.

Ultimately, increasing your chances of recruiters responding to your messages on LinkedIn requires a combination of targeting and customizing your messages, clearly articulating your unique value, and making it easy for recruiters to speak with you. By following these 10 steps consistently, you can significantly increase your chances of building a relationship with a recruiter who may just open the doors to your next dream job.

 

Forbes.com | January 16, 2024 | Joseph Liu

#JobSearch : How To Ace Your Job Interview: Insight From A Recruiter. Great Checklists . MUst REad.

Having spent the past two decades leading recruiting teams around the world, I’ve conducted and observed tens of thousands of interviews. Honestly, I still see things that surprise me. For all of the effort that goes into the interview phase (it’s the most labor-intensive, and therefore the costliest part of the hiring process), the quality of the execution is often, at best, mixed.

This poor execution can be attributed to several factors but is primarily because training hiring managers on how to interview is a rarity in most organizations. Furthermore, it’s a muscle that is used relatively infrequently (unless the company is particularly high growth, individual hiring managers are probably hiring once a year, not once a week).

The first step to being better at interviewing is therefore to recognize that you’re about to participate in an imperfect process. You may even have more experience of interviewing, albeit from the other side of the desk, than the person interviewing you.

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Updated NEWS: #BestofFSCBlogAug23 we hit Two Milestones: #1Hit over 1.2 million impressions on our FSC Career Blogs within 7 days on LinkedIn……. #2Over 3.5 Million participates on our FSC Career Blog page below within three years!  Both the Team/myself want to thank you all for participating! …… Chris G. & Team,www.firstsun.com

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

 

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

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

 

Article continued …

Before The Interview

Conducting some focused research is the best way to set yourself up for success. Follow these three simple steps ahead of every interview:

  1. Review the LinkedIn profile of each person you’re due to meet with, and prepare your questions accordingly (e.g., I see you joined Acme Corp a year ago, what made you want to join and what have you been most surprised by since you started?)
  2. If the company is publicly traded read the most recent annual report and/or quarterly earnings statement. Many larger organizations have an “investor relations” section on their website which contains a wealth of enterprise information.
  3. Search for mentions of the company in credible journals (e.g., here on Forbes, in the Harvard Business Review, The Economist) rather than a broad Google search.

Most importantly, remember that interviewing is just storytelling – your job is to distill your unique career journey into a compelling narrative. Get used to condensing your work history into a two minute “elevator pitch”, specifically focusing on moments of transition (why you left one job for another), and key learnings and achievements along the way. Practice with friends and loved ones.

During The Interview

The single most important thing you can do is be your authentic self: letting your personality show helps to establish a rapport. Whether the interview is in-person or conducted virtually, try to remember it’s just a human-to-human conversation. This is your opportunity to make the most of your time with the hiring team:

  • Try not to let nerves get in the way (easier said than done) – remember hiring managers probably do this less than once a year so in many instances will be just as nervous as you!
  • Make notes and ask questions (both pre-prepared based on your research, and to clarify things you learn from the folks you meet with).
  • Don’t forget that you’re interviewing them too! Can you work with this person? Will you learn from them? Are they inspiring?

After The Interview

One of the hardest lessons to learn is the ability to trust our gut reaction on walking out of an interview, especially in an economy like this one. If your gut is telling you no, listen to that voice. It is easy to let our scarcity mindset to take over, but one of the most powerful things you can do is walk away from an opportunity, especially if you’re getting the feeling that you might not be able to thrive there in the long term:

  • First make an honest assessment – do you still want the job based on what you learned? If the answer is ‘no’, that’s OK! The interview process is a two-way street, and sometimes it’s just not a good match.
  • Irrespective of what decision you make be sure to send thank you notes (email is fine) to the hiring manager, to the interview panelists and to the recruiter.

There has been some discourse on whether the practice of sending thank you notes is outdated, which is a premise I strongly disagree with. At a minimum, sending thank you notes allows you a further touchpoint with the hiring team, and gives you the opportunity to expand or double-down on key points you made during your interview. Furthermore, it demonstrates that you are familiar with longstanding professional etiquette, and that you are the sort of person that follows-through.

Lastly thank you notes can help cement relationships with the folks that you met during the interview process. Even if you are unsuccessful, these “warm” relationships will be useful either for future applications at the company, or indeed elsewhere, as you never know where folks will work next.

Although the interview process is far from perfect (indeed the same can be said for the broader talent market), the best way to set yourself up for success is to be prepared, and to take a pragmatic view of the process you’re about to participate in.

 

Forbes.com | January 17, 2023 | James Hudson

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

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

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

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

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

 

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

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

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

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

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

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

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

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

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

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

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

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

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

Forbes.com | January 7, 2023 | William Arruda