We all have different filters through which we see the world that influence our attitudes and behaviors. One filter that is common to many is that of the “victim”. When circumstances become challenging, we sometimes use this “victim filter”, to ease certain ego bruises we experience. This filter leads us to feel victimized by events perceived to be beyond our control.
When going through the interview process, we subject ourselves to all kinds of vulnerabilities that may compel us to play the victim card. This kind of mentality can be especially detrimental when it manifests during a job hunt.
Your professional documents tell a clear and formatted story
You’re prepared for each interview
If you can’tcheck these boxes, then there’s work to be done beyond adjusting your attitude. However, if you’re confident that you’ve met the criteria discussed above, and you’re still experiencing interview rejection, it’s important to counter the negative thoughts that may result. Let’s examine some common victim mentalities.
1. “If a person I reach out to forgets to follow up, they must not want to help.”
People are usually well-intentioned and willing to help. Before assuming that someone has dropped off the face of the earth to avoid helping you, consider that they may have simply forgotten, or your approach didn’t work! People get inundated with messages all day, so it’s your job to be thoughtful about standing out.
Consider the following strategies before writing a person off:
Take the initiative to follow up and nurture your leads
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2. “I don’t have the right experience, so I won’t bother applying.”
Job descriptions often set out a wish list of qualities required of candidates that are more aspirational than mandatory. Though you might not have the years of experience, your skill set might nonetheless still fit the bill for a given position. Less experience also means a lower pay grade, which can be an advantage for an organization.
Break the job description down into tasks, and if you feel you could succeed in each area, don’t hesitate to apply.
Reframe your thoughts to “I can’t change my work experience, but if I get rejected at least I went for it!”
3. “Job hunting is hard for someone like me.”
Whether you’ve been laid off, fired, or left a job, it’s tempting to think that you’re the only one struggling. You need to acknowledge that job hunting is hard for everyone; and you can’t pretend that there won’t be rejection involved. “You’ll need to build the confidence to move on from setbacks and get back on the horse”, says Work & Life Coach Minda Miloff. It’s important to fill your life with meaningful hobbies and projects, so when a challenge presents itself in one area, your confidence remains intact!
Reframe your thoughts to “Job hunting is hard for everyone. I will show empathy and help those in their job search whenever I can”.
4. “I’ve been rejected from so many jobs — it’s not fair!”
When an organization makes a choice about who gets the job, the decision may not always be based on criteria that is transparent to you. Though the outcome might not be what you hoped, there is always something to learn and a tangible skill to be gained through each interview, says Miloff. Assume that the competition is stiff, and you can’t predict how things will unfold. Focus on what you can learn from each interview, and use that to drive yourself forward.
Reframe your thought to “I’ve been rejected from so many jobs, but I’ve learned from each rejection and I know that all it takes is one person to say yes.”
While you need to project the confidence that you’ll be successful, it’s important to monitor your expectations and be realistic that there is a chance things won’t work out. Interviews should be viewed as a performance about “delivering the best of who you are on the spot” says Miloff. At some point, you have to say, “I did my best,” and that’s a helpful countermeasure to feeling knocked down.
Reframe your thoughts to “I will land the right job eventually. I accept that it might take time, commitment and grit on my behalf.”
It’s normal to indulge in some necessary pity parties. However, career development requires mental toughness, strength to recover and self-awareness to recognize your own weaknesses or alternatives for why things didn’t work out. Rejection is an unavoidable part of the process, and so the quicker you learn to bounce back and re-strategize, the more success you’ll find!
Stacy Pollack is a Learning Specialist with an MA in Educational Technology. She is passionate about building leadership programs that engage and contribute to the success of her organization. She loves to share her perspective on job hunting, career building, and networking for success. Connect with her onLinkedIn orTwitter.
Glassdoor.com | April 16, 2018 | Stacy Pollack
https://www.firstsun.com/wp-content/uploads/2017/11/woman-stressed-on-Laptop.jpeg650434First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2018-04-17 13:17:202020-09-30 20:47:55Your #Career : Five Victim Mentalities to Drop During a #JobHunt …When Going Through the #InterviewProcess , We Subject Ourselves to all Kinds of Vulnerabilities that May Compel Us to Play the Victim Card. Yes You!
Ever noticed the website section while filling out a job application? This is because employers value it just as much as a resume. It gives them direct visual access to your work and a sense of your personality.
Whether you’re applying for a full-time job or looking to acquire some freelance clients, consider building a website. It is the place for you to not only showcase your work, but also tell your story. It’s the one-stop shop for people to know who you are, what you do, how you can help them and how they can reach you.
Now that you know the advantage of having a website, the next step is to actually build it. I spoke to website architect and business strategist Laura Husson about the five things every website must have for optimal traffic and conversions, and here’s what she had to say:
High quality web-hosting
This is key to the foundation of your site. Your web hosting company should have 24/7 customer support, take daily backups and give you access to a control panel from which you or your team can manage your files. Research reviews and ratings rather than company-stated benefits to make your selection. If you find you’ve made a poor choice – be brave and jump ship at the first warning.
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Research tells us that we have seven seconds to make a great first impression. The same is true for visitors of a website. Show and tell them how it’s going to be helpful to them and if you’re selling a service or product, make them feel like they’ve found the solution. Doing this in a concise way can be a challenge – but it’s one well worth taking on. Hire an expert if you have to, but the benefit of clear visual communication is that it captures people’s attention.
Easy navigation
Less is more when it comes to presenting options for your website visitors. It’s so tempting to put it all on display to make sure they don’t miss anything. The reality is, guiding the process by providing a small number of relevant options at each stage of the journey will do a much better job at keeping them interested and moving forward. This can also help with the speed at which things are loading on your website.
Clear calls to action
When building your website, keep your end-goal in mind. Do you want it to generate leads for your business, clients for your freelance work or inquiries from potential employers? Make your calls to action work for you. Whether you’re offering a free resource that’s going to help your potential clients, keep the calls to action very clear and include them in a seamless and obvious way; this will help you achieve your goal.
Glowing testimonials
Customer rave reviews, social media shout outs and media accolades all help a new visitor to your website feel that you are trustworthy. Keep these interspersed at regular intervals inside your web pages to enhance your authority and credibility. A page specifically for testimonials can be a great asset, but make sure to keep the best of that praise in plain sight. Make it easy for your visitors to love what you do and they will keep coming back to you.
https://www.firstsun.com/wp-content/uploads/2017/03/woman-using-her-smartphone-while-working-remotely-on-laptop-picjumbo-com.jpg26674000First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2018-04-11 20:04:082020-09-30 20:48:06Your #Career : Websites Are The New #Resumes — Here’s Why You Need One…Ever Noticed the Website Section while Filling Out a Job Application? This is Because #Employers Value it Just as Much as a #Resume
When you’re job hunting, you’re on high alert for every mistake you can possibly make: you run your resume by every friend you have, carefully craft a cover letter, scrutinize every detail you put into the job application and spend hours preparing for your interview.
But did you ever stop to think that you could make it all the way to a final interview only to lose the job offer due to something as small as an email?
Jennie Ellis, founder and CEO of Recruiting Bandwidth, wants job hunters to understand that every interaction they have with a prospective employer reflects on them, and that goes for the highly visible parts of a job hunt (like a resume, cover letter, application, and interview) and the behind-the-scenes communication that goes on in an email inbox.
If you want to make sure you’re presenting yourself professionally at all times, make sure you’re not making these nine common email mistakes:
1. WRITING MISLEADING EMAIL SUBJECTS
The way you communicate should express respect, and that starts with being accurate and honest. Make sure you’re using email subjects that convey exactly what you mean, not clickbait email headlines that encourage the reader to open but leave them disappointed in the content.
“I don’t appreciate an intrusive, alarmist approach,” explains Ellis. “For example, in email a subject stating someone has an urgent need to speak to me, but when I open it, it’s just a solicitation [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][for] a job. Simply be transparent–include the position title in the subject, or if you were referred by someone who knows the recipient, state that.”
2. USING THE WRONG NAME OR TITLE
In the internet age, addressing an email “To whom it may concern” or an incorrect name often shows a lack of initiative–more often than not, that information is available online. Furthermore, out-of-touch salutations can be a clue for recruiters and hiring managers that you may not fit in with the culture.
“For example, [some] women don’t typically like being addressed as Ms. or Mrs. in email,” says Ellis. “If someone did this to me I would think they were old school and [did] not get our informal tech culture.”
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One danger of communicating with prospective employers by email is that you have plenty of time to linger on your draft until it expands into a mini-treatise on why you should be hired. Skip the long correspondence and try to keep your emails to 3-5 sentences or less.
“Long, rambling emails when I didn’t ask for one in the first place assumes that I have nothing better to do than listen to a candidate go on about themselves,” explains Ellis. “Instead, think about what is the most important thing you need to convey and be clear and concise about it.”
4. CUTTING CORNERS ON LANGUAGE
You don’t want to treat an email like a 10-page term paper, but you also don’t want to treat it like a text to your best friend. No matter how informal a company culture, you’ll always need to write with full words, full sentences and good grammar and spelling.
“I cannot stand it when people use text acronyms in email messages in something that should be as formal as a cover letter,” says Ellis. “It shows an immaturity and disrespect for a job seeker to be that informal to someone they don’t know.”
Using email to build a strong relationship with a recruiter or hiring manager is not the same thing as assuming you have a personal relationship right from the start. Strive to keep your tone warm, but not too intimate.
“Avoid anything that sounds too personal,” says Ellis. “Even ‘Very best regards’ could be construed as too personal. After all, why would someone give me their very best regards if they don’t even know me? For all they know, I could be a total jerk, so that feels inauthentic.”
6. NOT CUSTOMIZING YOUR NOTE
Recruiters get it–you may be a very busy, in-demand candidate trying to coordinate interviews and follow-up materials with several companies at a time. But that’s no excuse to send everyone the same content.
“Sending vague emails that are clearly part of a massive blind copy blast is a big mistake,” says Ellis. “Many recruiters are screening your emails to see if you pay attention to details, and getting obviously copy-and-paste responses without any personal details is a big red flag.”
There’s a time and place for experimenting with the way you work, but it’s not in the way you communicate with a recruiter or hiring manager. The only thing that should stand out about you in the interview process is the quality and efficiency of your work.
“Recruiters read email for the content, not for the creative expression through color and format,” explains Ellis. “Style choices like offbeat formatting and colored or oddly large font does not give off the most professional vibe, and smiley faces and lack of paragraph breaks just send a confusing message.”
8. USING AN UNPROFESSIONAL EMAIL ADDRESS
Your email address should be some combination of your first name, initials and last name. Anything else should be reserved exclusively for personal use.
“Using an inappropriate personal email address to apply for jobs is really unprofessional and it may affect whether or not the hiring manager takes you seriously,” says Ellis. “For example, I once had an email from ‘stoner54@’ come through the ATS once, and I thought it was a joke!”
In a competitive job market, there’s a lot of pressure to express your interest in a position. Unfortunately, this can lead a lot of candidates to be more aggressive than they should be, which runs the risk of turning off the hiring manager. You’re better off directing your energy to following directions for applying for a job and carefully reading all of the instructions you receive throughout the interview process–and nothing more.
“Emailing too often in the course of an interview process–especially if you’ve been told to expect a reply in a couple of days–can be very frustrating for a recruiter,” says Ellis. “Likewise, not responding in a timely manner to an email that necessitates a response from the potential employer can take you out of the running for a job.”
This article originally appeared on Glassdoor and is reprinted with permission.
FastCompany.com | April 9th, 2018 | BY SARAH GREESONBACH—GLASSDOOR 5 MINUTE READ
https://www.firstsun.com/wp-content/uploads/2017/10/man-on-laptop.jpg653981First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2018-04-09 16:08:192020-09-30 20:48:11Your #Career : These Nine Email Mistakes Could Cost You The Job…As a #JobHunter, every Interaction you Have with a Prospective Employer is a Chance to Make a Good–or Bad–Impression.
Companies are increasingly using phone interviews at the early stages of screening candidates, before inviting them on-site for in-person interviews. This is a way to efficiently screen through large candidate pools, as the average job has over 250 applicants. Moreover, the phone screen is typically conducted by recruiters, many of whom may be remote so the phone-screen is a good medium to tap into remote talent and reduce the recruiting overhead for the hiring manager.
The recruiter has three main goals for a phone screen:
1. CONFIRM LEVEL OF INTEREST
Hiring managers have a limited amount of time, and a recruiter’s first filter is to make sure they are passing along candidates that are truly interested in the role. We are in the era where recruiters reach out to candidates more often than the other way around, and often prospective candidates will take a phone screen just to get interview practice and see what the market is willing to pay. As such, recruiters use the phone interview to ensure you have a genuine interest in the company and the role.
2. MATCH CORE SKILLS
A recruiter will not typically conduct a deep-dive on each of your core skills, but rather, they want to make sure you have general experience in the core requirements of the job. For example, if you are interviewing to be a digital marketing manager they are less likely to get into the specifics of how you measure the success of a marketing campaign, but they will want to ensure you have indeed run marketing campaigns of similar size and scope as theirs. This is more of a checklist approach rather than grading your skills in each category.
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Behavioral interviewing is how most companies comprehensively assess “culture fit” in later rounds. However, the phone screen is also meant to do a preliminary check on how well suited you are to the company’s culture. Key areas of interest for the recruiter is whether you have worked in similar environments (e.g., pace of work, level of collaboration), your overall demeanor (e.g., level of humility), and your mindset (e.g., growth orientation).
Here’s how to ace this stage of the interview process:
1. DEMONSTRATE SYNTHESIS
During a phone interview it is easy for the interviewer to get distracted (e.g., check email). This makes it even more important to be succinct and compelling to ensure you capture their attention. This can be applied to the first question the recruiter will ask–“Tell Me About Yourself.” Many candidates ramble and spend too much time on unimportant details, and miss out on highlighting the core aspects of their candidacy. A practical way to solve this and demonstrate synthesis is to focus on the themes of your career progression. For example, you might describe your career in three stages– your first role, your ascension into leadership roles, and your current job, instead of reciting everything on your resume.
You can also describe your career by functional themes especially when your career has breadth and a non-linear path. For example, you might frame your career as being a mix of bringing new products to market, developing and coaching teams, and partnering with cross-functional stakeholders.
2. BE PRECISE ABOUT WHY YOU WANT THE JOB
As mentioned earlier, often the recruiter has reached out to you, and it is important to show you are not passively taking a call, but rather have a clear interest in the role. This is why it is important to do your research on the company to understand them more deeply, and then weave that into why it fits with the career path you are charting. Specifically, you should have clarity on their mission, their ecosystem (e.g., customer segments, key competitors), and their products/services. Ideally, in your research, you will find something that truly connects with your experience and/or professional interests and speaking to that will show a deep interest in the opportunity.
A common mistake candidates make is not recreating the environment that brings out their best, professional self. Often candidates will take a call from home, while reclining on their couch, and this casual attitude shows up in their communication style, dimming their professional energy.
Given this, it is important to find an environment that can simulate a professional aura (e.g., a home office, in front of a desk), and dress accordingly as your communication style will be more polished as your brain picks up on the subtle cues. The right posture will also ensure your voice projects well, as opposed to reclining on your couch and sounding muffled.
4. ASK THOUGHTFUL QUESTIONS
The questions you ask towards the end of the phone screen serve as an indicator of what is important to you in the opportunity so avoid administrative questions such as vacation policy. Instead, focus on high-value questions that show you are thinking about things that really matter such as “What does success in the role look like?” These questions will also better prepare you to engage on a deeper level in the following rounds, especially when speaking with the hiring manager.
5. AVOID RECITING FROM PAPER
Some candidates use phone interviews as an opportunity to script their answers and read them word for word. This takes away from having an authentic conversation, and most interviewers can sense when you are reciting from a script. Instead, you can have a few bullet points written out that you want to make sure you cover in the conversation and also have your resume handy so you can speak to specifics when asked.
FastCompany.com March 28, 2018 | BY JEEVAN BALANI—GLASSDOOR 4 MINUTE READ
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When it comes to job searching, we often hear how difficult it can be for recent graduates, who are somehow expected to have years of experience straight out of school, to even be considered for an entry-level position. What happens when the situation is reversed, and your years of experience begin to work against you? How can job seekers set themselves up for success when recruiters keep telling them they are overqualified for positions they’re interested in?
Hiring managers might challenge you by saying you’ll be bored and leave for a better-suited position, or your compensation expectations won’t be met.
In these situations, your context will influence your course of action. Let’s examine what you can do when you’re considered to be overqualified.
Here, you must explain your motivation for applying to a position that you might seem “overqualified” for on paper. Highlight “how the organization can benefit from your experience, and how taking this position can advance your own skill set,” says Alan Zelnicker, executive recruiter. If the job scope is more narrow and the compensation is less than your old position, you must emphasize what you can contribute in terms of added value and what you can get from the role.
How to respond: Make an important mind shift
Going into any interview, you should always project confidenceand take on the mind-set that recruiters are getting a great deal from you, rather than going in feeling like you’re overqualified for the job. You have to drive the power seat and never feel like you’re getting the short end of the stick. Instead, adopt the mind-set that any company would be lucky to have you! Without seeming arrogant, remind recruiters that the learning curve involved with your onboarding will be cut in half, leaving you more time to learn the organization, and giving you a competitive edge.
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Managing expectations around compensation is a separate conversation. You need to be realistic and accept that sometimes you’ll need to take a step back. Whenever possible, make a direct touch point with the hiring manager over the phone to talk about compensation. This way, you can form a personal connection, and you can articulate all that you have to offer. As mentioned before, what is the win-win negotiation for you that makes taking a pay cut worthwhile?
It is not uncommon for people to switch industries or careers. In fact, millennials report switching jobs four times in their first 10 years out of school. When working with recruiters, highlight any new credentials you’ve earned to demonstrate your commitment toward this new path you’re taking. Emphasize your desire to learn and retrain to create a new path forward for yourself.
How to respond: emphasize the rudimentary
Though you may have 20 years of experience in one field, you must demonstrate to recruiters that you’re ready to check your ego at the door and learn about a whole new world. That being said, relevant and rudimentary skills can always be transferable and should be considered as your added value.
How to respond: know your worth
When discussing salary, make sure to mention that you’ve done your research, you’re aware of the industry standards, and are comfortable with what these types of roles typically offer.
“Fall seven times, stand up eight.”–Japanese proverb
What not to do: The worst thing you could do is tell a recruiter you’ll take anything just to get a job. Though this often may be the truth, people want to see that you possess the right enthusiasm and fit for the role. You must always sell your skills and highlight how you are the perfect candidate for the job.
If you have multiple designations and education, consider only keeping what is relevant to the jobyou’re applying for and removing anything that is redundant
If you can demonstrate how a role will help you develop, and show how you can be an asset, then don’t let a recruiter persuade you that you’re overqualified! Remember, you need to maintain your confidence throughout the process and let your resiliency guide you as you continue your search.
This article originally appeared on Glassdoor and is reprinted with permission.
FastCompany.com | March 23, 2018 | BY STACY POLLACK—GLASSDOOR 3 MINUTE READ
https://www.firstsun.com/wp-content/uploads/2016/11/OlderWorker2.jpg639959First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2018-03-24 13:19:152020-09-30 20:48:18Your #Career : How To Sell Yourself For A Job When You’re #Overqualified …Sometimes Being Too Experienced can Work Against You. Here’s What you Can Do to Prevent that from Happening.
Not hearing back from recruiters can chip away at our confidence and motivation to continue a job search.
Rather than getting discouraged, let’s look at some common reasons recruiters might not be calling you back and discuss your possible course of action to see better results.
1. Your Resume
Your resume is the first critical step to getting you through the door. Some common resume mistakes include:
Format: Color, pictures, funky fonts, wasted white space, misaligned paragraphs, and inconsistency all create an unfriendly experience for a recruiter
Grammar: 58% of recruiters will automatically dismiss a candidate over typos. Make sure to always print your resume out and have someone read it over!
Content: Your professional story and accomplishments should stand out immediately on your resume. If the bullet points are not relevant to the job, it will serve as a distraction.
Consider your resume as a marketing piece that is constantly evolving. Don’t wait until you are unemployed to build your rockstar resume, as this should be a continuous practice.
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Think of your LinkedIn profile as an extension of your resume, and landing page for recruiters to see what you’re all about. When it comes to LinkedIn, two red flags for recruiters include:
Having an incomplete or unprofessional LinkedIn page: Your profile is a reflection of your personal brand. Having a sloppy, incomplete, or unprofessional page will leave a bad first impression with a recruiter.
When your resume and LinkedIn don’t align: If the dates and titles on your LinkedIn don’t match up, this will raise concerns with recruiters and make them question your level of detail, or how truthful you’ve been about your work experiences.
Make sure your LinkedIn profile has a dynamic headline with up to date and accurate information. Like your resume, it must be perfectly formatted, with a professional headshot, and no typos! Highlight your achievements and make sure your skills are listed. There are so many ways to up your LinkedIn game, so don’t miss out on this low hanging fruit!
Unfortunately, you simply might not be qualified for the job you’ve applied to. It’s possible that not all the criteria required for the job was not listed, or the needs of the job have changed. Take the time to properly evaluate the position and consider if there is a strong enough alignment between your credentials and job requirements.
If you’re not qualified on paper, but know you could still add value to the organization through this position, you can always try bypassing the recruiter by reaching out directly to the hiring manager through LinkedIn. This way, you can sell yourself directly to the decision makers and demonstrate how your work has consistently led to successful outcomes.
4. The job was put on hold
Candidates can often make it far down the interview process before the organization decides to put the job on hold. Reasons for this can vary from lack of internal agreement about the role, hiring freezes, or changing needs of the organization.
Ideally, the recruiter should communicate any changes, but unfortunately, this is not always the case. There is not much you can do besides follow up with the recruiter and tactfully ask for an update.
The competition for most jobs is fierce! Typically, a recruiter will consider a handful of candidates before narrowing it down to one person. Additionally, an internal applicant might have appeared and been given preference for the role.
6. Your interview didn’t go as well as you thought
Evaluating ourselves and our performance objectively is quite challenging, even for the best and the brightest of us. Think back to your interview, and really reflect on how things went.
The only way to really make sure you’re performing at your best is to prepare, prepare, and prepare! Ask for feedback whenever possible or consider having a friend do a mock-interview with you. Constructive criticism is important and the sooner you understand where you’re going wrong, the sooner you can make improvements!
There is so much about the recruitment process that is beyond any of our control. Though it can feel like a personal hit when a recruiter ignores your efforts, remember that a big organization can receive up to 900 applications for a single job posting. Control the parts of the process that you can, and take the rest in stride!
Stacy Pollack is a Learning Specialist with an MA in educational technology. She is passionate about building leadership programs that engage and contribute to the success of her organization. She loves to share her perspective on job hunting, career building, and networking for success. Connect with her onLinkedIn orTwitter.
GlassDoor.com | March 20, 2018 | Stacy Pollack
https://www.firstsun.com/wp-content/uploads/2017/07/man-at-couch-with-laptop.jpg350525First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2018-03-23 15:27:432020-09-30 20:48:18Your #Career : 5 Reasons You’re Not Hearing Back from #Recruiters (Prospective Company)……There is So Much About the Recruitment Process that is Beyond Any of your Control. Control the Parts of the Process that you Can, and Take the Rest in Stride!
Kicking off a job search? Or still slogging through one? Until you’ve got an offer in hand, you’ll probably be nursing a few worries and concerns. Dealing with uncertainty is one of the main challenges of any job search, and sometimes it can even derail one. Knowing how to cope with some of the most persistent sources of anxiety is crucial for making sure your job search goes well.
Here’s how to handle these four common fears:
FEAR #1: YOU AREN’T SURE HOW TO POSITION YOURSELF
The most difficult person to market is yourself. Maybe you don’t understand what you bring to the table. Maybe you do, but you just aren’t certain how to formulate a compelling story about it. Or you just don’t like to brag. Whatever the reason is, you need to become an expert at crafting and articulating a career narrative that will interest employers.
Of course, that’s sometimes easier said than done. The best way to start this process is to find out from others what differentiates you. Get outside your own head. Ask a few coworkers what they think you’re good at. Ask some former colleagues for a coffee and get their opinion, too. Then use this information as the basis of your story–it’s more likely to be both compelling and truthful. But if you’re still stuck, consider hiring a recruiter or career coach to help you position yourself. They can often see your strengths in a light you can’t.
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FEAR #2: YOUR RESUME WILL DISAPPEAR INTO A BLACK HOLE
Candidates like searching job sites because it’s easy to feel like they’re moving forward: You can sort by date posted and catch up on the latest openings that way. It’s after you apply to a listing, though, that the anxiety typically seeps in–with disappointment following in its wake when you don’t hear back.
The fact is that applying to openings on job sites does have value, but it’s only one part of a successful job search. If you only do that, you’re in for a long, demoralizing experience. Since many jobs are found by networking, one of the most productive ways to allay the fear that you’ll never hear back is by reconnecting with friends and work associates on social media. This might feel like a distraction from actually applying to jobs, but it isn’t.
Be just as specific and targeted in your outreach as you’d be about your fit for a role in a cover letter. Ask your network for referrals to people in similar roles to the ones you’re gunning for. Stick with it, and your path toward a new job will be speedier and shorter if you keep networking.
FEAR #3: TRYING TO CHANGE CAREERS MIGHT BE HOPELESS
After spending time in the job you have now, you may feel ready to move on but aren’t sure exactly how. Should you make a slight adjustment or a radical shift into a totally new industry? Try not to worry about how hard it might be to change careers dramatically. Your first step is to decide for sure what type of move you actually want, and to do that, ask yourself this simple question: Can you see yourself in your industry five years down the road?
If the answer is a solid “yes,” stop entertaining thoughts about a dramatic career change–at least for right now. Focus your game plan on jumping to the next level at a better company in your industry. If the answer is “maybe,” that’s fine, too. You don’t have to know exactly what you want, but you still have to think just as strategically about your search: Take an inventory of what you like about your job and seek out positions–no matter the industry–where you can spend more time on the type of work you like. This approach will help you zero in on any “transferrable skills” that can help you make the leap into another field if it comes to that.
If you can’t see yourself in your current career path five years from now, it’s time to widen your lens even further. Consider going back to school or picking up some new training. These tips can help you handle the uncertainty plotting a new course.
FEAR #4: YOU’LL NEVER GET THE SALARY YOU WANT
Money is at the back of most folks’ heads even at the very start of a job search, and it can be a nagging source of concern. Your first step for dealing with it is to figure out what the market is paying for your current position, so you can use that as your base. (Yes, you’ll also want to determine market rates for the jobs you’re applying for, but that’s step two.) Check out the usual sites like PayScale and Glassdoor, and consult with a few recruiters in your field.
Once you nail down a salary range for your current role–no matter what you’re actually earning right now–aim for any new offer to leave you with a 10–20% salary increase. Less than that just isn’t worth it unless the new job has really crucial benefits you desire. When it comes time to negotiate your salary, aim for the higher end of your target. This way you can make sure changing jobs is financially worthwhile.
But in the meantime, try not to worry too much about compensation. Once an employer has decided they want you enough to extend an offer, you’ll have more leverage than you did as an applicant.
FastCompany.com |March 20, 2018 | BY DON RASKIN4 MINUTE READ
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If you’re already unemployed and looking, anyone you meet will see what they can do for you, but they won’t know why knowing you benefits them. That’s understandable, since at that point your only goal in building a network would be to help yourself.
In reality, it’s best to make networking part of what you do at all times. When you have a job, it’s OK to network with an eye on the next one. In fact, it’s easier to set up your next position when the people you will be connecting with hear about your long-term interest rather than an immediate need.
What Should You Do?
Even if you have a steady, stable job you like, it’s important to have an eye on tomorrow. That does not mean you’re angling to leave, or are even particularly open to a new position — it just means you’re banking relationship capital for a future day.
This could be a somewhat passive activity where you simply make an effort to attend industry events and meet more people. The best bet, however, is to use the fact that you don’t need anything from potential connections to build some new relationships.
One great way to do that is to seek out people at companies where you might want to work or in jobs you may want to hold. Introduce yourself, explain your situation and ask for an informational interview or even to have a cup of coffee.
This tactic also works well if you’re considering a potential geography switch. When planning a visit or vacation to an area you may someday want to live in, make a few appointments with potential employers. Let them know your future plans and any connections you may have to the area (family, property ownership, etc.). That way, if a job comes up, you won’t be treated as an out-of-town applicant.
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Networking can take on a lot of forms. You may consider volunteering or working with industry groups on projects that are outside the realm of normal business. Even something like joining a softball team increases the number of people you know.
It’s also a good idea to raise your profile outside your own company. That could mean speaking at industry events, contributing to trade journals or participating in after-work events.
Keep It Going
The hardest part of networking on a long-term basis is keeping up connections. That person who had coffee with you two years ago probably won’t think of you when a job comes open if that was your only contact.
Keeping in touch has gotten easier in the social media era. Make connections on all the leading platforms as appropriate, and interact with your network. Make a point of having a personal interaction a few times a year — anything from getting together to sending a holiday card.
Put the effort in to keep your connections from going cold. If you do that then your network will be there either when you need a job, and may even surprise you by putting an opportunity on your plate when you did not expect it.
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It’s not that hard to update your resume when you’re applying for the next role up the ladder in your field. You’re an associate operations manager trying to become a senior operations manager? Just show how what you’ve already done qualifies you to do similar things at a higher level.
Things get trickier when you’re trying to change industries. You’ve got to rebrand experiences here as transferable qualifications there. You need to explain why you’re a better hire than the candidate who’s spent their whole career in the field you’re trying to get into. And you’ve got to decide which parts of your experience just aren’t relevant anymore.
Figuring this out is a highly situational challenge–what works for one career changer’s resume might not work for another’s. But Erica Breuer, founder of Cake Resumes, says there are some straightforward dos and don’ts that can point you in the right direction.
DO: INCLUDE GROUP WORK
“I often work with career changers who don’t feel they have the right to include projects on their resume that were a team effort, especially when these projects fell outside of their normal job duties,” Breuer tells Fast Company. But it’s precisely those experiences you’ll want to rely on the most. “Including them, while nodding to the team-based or ‘special projects’ nature of the work is the way to go,” she says. “If it happened, it’s a fact, and it can go on your resume.”
Think of it this way: The tasks that are small, routine, or specialized enough for you to complete on your own may not be that relevant outside your industry. But bigger, collaborative projects tend to involve processes and challenges of a higher order, which draw on skills that just about every employer needs–no matter their field.
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“Many career changers get the advice to tweak job titles on their resume to look like the perfect fit. This almost always backfires,” Breuer explains. “It risks looking dishonest or, worse, the self-assigned titles they create add confusion more than they align them with a new path.”
While you can’t control your past job titles, you can control how you describe what you accomplish while you held them. Breuer’s suggestion? “Add a tagline of sorts to the true job title, one that states experience related to the new career direction, for example; ‘Director of Operations—Global Recruitment & Talent Acquisition.’” This way a hiring manager in the HR field, which you’re trying to get into, can spot right away that your operations role had to do with recruiting and talent.
(SOMETIMES) DO: DITCH STRICT CHRONOLOGY IF YOU NEED TO
For job seekers with a lot of experience, it’s common to truncate anything that came before the past 15–20-year period. But Breuer says this rule doesn’t always suit, especially “when you have an early-career experience that applies to an upcoming career change. Drawing this line is important, but so is sharing the details relevant at this very moment. If you’re not doing that, the resume is pointless,” she points out.
So feel free to shake up the chronological approach if you need to. “There are a number of ways to loop early experiences back into a resume without the kitchen sink-style timeline,” says Breuer. For example, you might try breaking your work history into subcategories like “Technical Experience” and “Managerial Experience.”
DON’T: GO TOO BROAD
A final common mistake Breuer sees pretty often among job seekers hoping to change careers is “expecting their resume to do too many things at once,” she says. “They want to capture their career wins, life story, hobbies, and persona as a whole, when a resume actually functions best when it’s a compelling and conciserecord of your experiences as they pertain to the role at hand.”
When you’re worried about being under-qualified, you might be tempted to overstuff your resume to compensate. Don’t do that. The key is to give recruiters and hiring managers a clear narrative about why you’re the best fit from the role because you’d be coming at it from a nontraditional angle. No, that won’t be the full story of your career, but it will probably be the most effective one for this opportunity.
To take some of the pressure off, Breuer suggests remembering that your resume–while important–is only one piece of the self-portrait you’re presenting to employers. She adds, “It should stack with other branding platforms, such as a personal website, LinkedIn profile, or even a cover letter, in order to tell the whole story of who you are and the value you bring.”
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When the seasons change from winter to spring, flower bloom and nature is abuzz with new growth. Be inspired by the scenery around you by considering a job change. Switching companies or roles can reinvigorate your career and offer some of the perks you’ve been wanting: unlimited PTO, a matching 401k, ample parental leave, learning and development programs, and commuter assistance.
Dust off your resume and refresh your cover letter. Here are 20 companies hiring like crazy this month.
Advisor Group Where Hiring: Phoenix, AZ: Oakdale, MN; Atlanta, GA; Jersey City, NJ & more. What They Do: “Advisor Group Inc. is one of the nation’s largest networks of independent financial advisors serving over 5,000 advisors and overseeing approximately $180 billion in client assets.” What Employees Say: “The best reason to work for Advisor Group is that there is so much room for growth. The leadership team is awesome. The CEO actually listens to regular employees. The best part is the fact that they actually pay attention to employees who go the extra mile. You are able to be evaluated by your clients and Advisors. Great place to build relationships with some of the best Advisors in the country. The teams are strong and go the extra mile to help each other. The best part is that Teamwork actually makes the Dream Work. I loved working for this company.” —Former Technical Services Processor
Hilton Where Hiring: Santa Barbara, CA; Austin, TX; Portland, OR; Birmingham, AL; Boca Raton, FL; Hawaii; Omaha, NE; Seattle, WA & more. What They Do: “Hilton is a leading global hospitality company, spanning the lodging sector from luxury and full-service hotels and resorts to extended-stay suites and focused-service hotels.” What Employees Say: “I work at the most beautiful resort with amazing views, food and amenities. I pinch myself daily and can’t believe I work here!” —Current Associate Director of Catering
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Aurora Health Care Where Hiring: Oshkosh, WI; Milwaukee, WI; New Berlin, WI; Green Bay, WI & more. What They Do: “Aurora Health Care is an integrated, not-for-profit, and all-for-people health care provider serving communities throughout eastern Wisconsin and northern Illinois.” What Employees Say: “It’s a teaching hospital and they are very good with teaching new employees, interns, volunteers, etc and the workers are very understanding and compassionate people.” —Current Pharmacy Technician
Skullcandy Where Hiring: Park City, UT; London, England; and Salt Lake City, UT What They Do: “If your head craves sweet tunes, Skullcandy has a treat for you. The youth-oriented firm designs and sells edgy, stylish headphones, ear buds, docking station speakers, and other audio goodies, as well as apparel and accessories.” What Employees Say: “Great culture that offers flexibility and interesting work. Good if you are motivated and self directed needing little to no direction.” —Former Employee
National Debt Relief Where Hiring: New York, NY; Los Angeles, CA What They Do: “National Debt Relief was founded on a simple, powerful idea: people should be able to live their lives without the stress and anxiety of overwhelming debt.” What Employees Say: “Been with the company for a couple months now. This was the best training I’ve had starting at new job and preparing myself to be one of the best in the company. Supervisors are very helpful and will provide tips. Great environment. Fun and motivating. Like the different start shifts very helpful traffic wise if you are driving from far.” —Current Debt Specialist
LogMeIn Where Hiring: Boston, MA; London, England; Mountain View, CA; Dublin & more. What They Do: “Simplifying how people interact with each other and the world around them to drive meaningful insight, deeper relationships and better outcomes for all has helped LogMeIn grow to become one of the world’s top 10 SaaS companies.” What Employees Say: “LogMeIn is on an incredible journey. Each quarter the bar is raised and the growth and innovation continues to accelerate. Employees of all levels have plenty of opportunity to grow their skills and career. Bill Wagner is a world class CEO and is focused and fearless.” —Current Sales Manager
RetailMeNot Where Hiring: Austin, TX; Phoenix, AZ & more. What They Do: “RetailMeNot, Inc. is a leading digital savings destination connecting consumers with retailers, restaurants and brands, both online and in-store.” What Employees Say: “I work with smart, nice, collaborative co-workers who are solving interesting problems to grow the company and deliver savings to consumers in new and innovative ways. Some part of my work is fun every day and a large part of that is due to company culture and nature of the business.” —Current Senior Product Marketing Manager
Workday Where Hiring: San Francisco, CA; Salt Lake City, UT; Pleasanton, CA; London, England & more. What They Do: “Workday is a leading provider of enterprise cloud applications for finance and human resources.” What Employees Say: “The company is true to its values, starting with an investment in, and strong commitment to, its people. As an employee, I have always felt very fortunate to work for such a great company, but when the entire management team was pulled into a two day off-site to learn more about how we can do even more to support our employees, I realized just how special this place is. It provides a fast faced environment where hard work and fun go hand in hand.” —Current Employee
Brunswick Where Hiring: Lebanon, MO; Largo, FL; Clarkston, WA; Palm Coast, FL; Chicago, IL; Fort Wayne, IN; Lowell, MI; Vonore, TN & more. What They Do: “The company is a global manufacturer of marine, recreation and fitness products. Its largest business segment, marine engines, comprises outboard, inboard, and sterndrive engines, propellers and control systems.” What Employees Say: “Lots of room for employees with traditional jobs to move up. A great variety of Brunswick companies have a lot of opportunities to grow and make a good living at the same time.” —Former Project Manager
Union Pacific Where Hiring: Rawlins, WY; North Platte, NE; Chicago, IL; Saint Paul, MN; Roseville, CA; Cheyenne, WY; Houston, TX & more. What They Do: “One of America’s most recognized companies, Union Pacific Railroad connects 23 states in the western two-thirds of the country by rail, providing a critical link in the global supply chain.” What Employees Say: “Challenging work, professional growth opportunities, held accountable and rewarded when perform; Very competitive Benefits package.” —Current Employee
Dollar General Where Hiring: Vallejo, CA; Ravenna, OH; Springfield, IL; Monee, IL; Ashland City, TN; Wilmington, DE & more. What They Do: “Dollar General helps shoppers Save time. Save money. Every day!® by offering products that are frequently used and replenished, such as food, snacks, health and beauty aids, cleaning supplies, basic apparel, housewares and seasonal items at everyday low prices in convenient neighborhood locations.” What Employees Say: “Unlimited growth potential on the corporate and retail side. Positive financial growth & rate of expansion. Great mission and vision (“Serving Others”)” —Current Talent Acquisition Representative
Hensel Phelps Where Hiring: Phoenix, AZ; Sacramento, CA; Honolulu, HI; Orlando, FL; El Paso, TX; Fairfax, VA & more. What They Do: “We construct great buildings and our people are our greatest assets; empowered to make decisions and trained to make the right ones.” What Employees Say: “Hensel Phelps is employee owned and puts a lot of time and effort into producing the best employees. Benefits for employees are the best among all GC’s and better than a majority of other companies outside of construction, they set up their employees to be set up for life, even when their careers are over.” —Current Office Engineer
Procore Technologies Where Hiring: Los Angeles, CA; Willmar, MN; Portland, OR; Austin, TX & more. What They Do: “Procore Technologies provides cloud-based construction management software to clients across the globe.” What Employees Say: “Some of the best people I’ve ever worked with. Passionate, Intelligent, Driven, and Humble. The company makes every effort to hire A+ people and then has a high trust of their employees once they get there. Things like unlimited paid time off, amazing benefits, rad work spaces, and kombucha on tap really are a manifestation of the values of the company.” —Current Customer Success Manager
Redfin Where Hiring: San Francisco, CA; Albuquerque, NM; Rockville, MD; Allentown, PA; Salt Lake City, UT; Atlanta, GA & more. What They Do: “Redfin is a next-generation real estate brokerage with the mission to redefine real estate in the customer’s favor through a combination of technology and service.” What Employees Say: “Great balance between a small company and a large company: small enough that things move fast, big enough to have the infrastructure to get your job done.” —Current Employee
Camden Property Trust Where Hiring: Fort Lauderdale, FL; Englewood, CO; Houston, TX; Charlotte, NC; Mission Viejo, CA & more. What They Do: “Camden Property Trust is one of the largest publicly traded multifamily companies in the U.S. Operating as a Real Estate Investment Trust (REIT), we own, develop, acquire, sell and manage apartment communities in 14 major markets with more than 1,700 employees nationwide and headquartered in Houston, Texas.” What Employees Say: “They actually care about you as a person and everyone is incredibly friendly. I was heartbroken to leave the company due to family issues but still the best company I have every worked for.” —Former Employee
Cylance Where Hiring: Irvine, CA; Washington, DC; Austin, TX & more. What They Do: “Cylance is revolutionizing cybersecurity with products and services that proactively prevent, rather than reactively detect execution of advanced persistent threats and malware, enabling a level of security that far exceeds the effectiveness of current industry solutions deployed throughout enterprises, government and institutions worldwide.” What Employees Say: “Cylance made a broken industry relevant again. Cybersecurity and Artificial Intelligence are going to be critically important for the foreseeable future and Cylance combines the best of both.” —Current Employee
Samsung Semiconductor Where Hiring: San Jose, CA; Pasadena, CA; Cedar Rapids, IA; Seattle, WA & more. What They Do: “Samsung Semiconductor, Inc. (SSI) is a wholly-owned U.S. subsidiary of Samsung Electronics Co., Ltd.—the industry’s leader in DRAM, NAND Flash, solid state drives, mobile DRAM and graphics memory.” What Employees Say: “Company is headed in the right direction, great technology, good and dedicated employees. Everyone is committed to winning and making the company successful.” —Current Employee
Treasury Wine Estates Where Hiring: London, England; Oakland, CA; Eastern, KY; Napa, CA; Western, NE & more. What They Do: “With over 14,000 hectares of vineyards, 70 plus wine brands and over 3,400 global employees, Treasury Wine Estates brings together some of the most popular and collected wines from Australia, California, Italy and New Zealand.” What Employees Say: “Treasury Wine Estates is full of passionate, knowledgeable employees who truly enjoy their job. I have had a wonderful time in my employment here finding myself jumping up in the morning to fulfill a career that excites me.” —Current HR Employee
Experian Where Hiring: Schaumburg, IL; San Francisco, CA; Nashville, TN; Austin, TX & more. What They Do: “Experian is the leading global information services company, providing data and analytical tools to our clients around the world.” What Employees Say: “Great place to work in friendly, collaborative environment, as evidenced by long average tenures. Flexible work environment. Strong upper management team. Good benefits including employee stock purchase plans.” —Current Analyst
Bloomberg LP*Hiring Engineers Like Crazy!* Where Hiring: San Francisco, CA; New York, NY; London, England; Princeton, NJ & more. What They Do: “Born in 1981, Bloomberg is the world’s primary distributor of financial data and a top news provider of the 21st century.” What Employees Say: “You’ll succeed at Bloomberg if you work hard, pay attention, have high ethical standards. Editorial is fun as you’re working with some of the best talent around and you get to try new things. The perks and benefits are amazing: not just the famously free food, but the annual summer parties, insurance plans, retirement match, museum memberships.” —Former Employee
https://www.firstsun.com/wp-content/uploads/2014/06/PeopleAwaitingInterview.jpg8001200First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2018-03-06 16:37:012020-09-30 20:48:35Your #Career : 20 Companies #Hiring Like Crazy in March 2018 ……Dust off your #Resume and Refresh your #CoverLetter. Here are 20 Companies #Hiring like Crazy this Month.
