It comes as no surprise that networking is the toughest component of the job search. This is according to a poll I conducted on LinkedIn. The other poll options were interviewing, writing resumes, and interacting with recruiters.
What the results reveal is that oral communications is most difficult for job seekers. Clearly networking and interviewing require one to express their value, both in technical and soft skills. But writing a resume and communicating with a recruiter in writing also require the ability for one to express their skills.
Nonetheless, when the rubber meets the road, it’s the ability to interact with fellow networkers and interviewers that brings home the banner. Is this an extravert/introvert thing? Not necessarily.
Although, it’s believed that introverts are the better of the two at writing, and extraverts excel in oral communication. (One fault of the survey was not specifying that interacting with recruiters means doing it in writing.) Regardless, I think we can all agree that networking and interviewing are tough.
Networking
With networking comes the realization that results aren’t immediate. It’s about building relationships and being willing to give, as well as take. This is tough for someone who is trying to secure a job to comprehend. Sure, networking while working is also hard to do, but for many the stakes aren’t as high.
Take this scenario: you’re at a large networking event where it resembles herding cattle. The first person you approach is ready to deliver their elevator pitch. She stuns you with her elevator pitch, but you are not practiced at delivering yours, rendering you speechless.
Kevin Turner, comments on the value of networking:
“‘Networking Always Beats Not Working!’ This holds true whether we are looking for a job or not. By focusing on building mutually beneficial relationships, we open up greater exposure, and that leads to greater opportunities. Networking isn’t easy for many, until they experience the doors that it opens. My advise for Job Seekers is dive in to networking.”
This statement is easier said than done for many job seekers I come across, who see a networking event as “What’s in it for me?” With this attitude, their efforts are fruitless. Other people in the room or on a Zoom call can smell this a mile away and will reject said person.
If you’re the exception to the rule, you’ll be much more successful in your networking efforts. You realize that immediately asking for help from the first person you meet is the wrong way to approach networking. As mentioned earlier, this is a slow process that might begin before you start looking for work.
“If you continually push yourself out of your comfort zone and into places where people realize your value as a professional, that’s networking. Then, when you reach out and let others know you are seeking work, the pieces fall into place more easily. Yes, there are times when your industry is faltering or a recession is looming or other troubles arise, but regular relationship-building (combined with continued upskilling and volunteering for new challenges) WILL work in the long run.“
Interviewing
Do you remember the first time you interviewed? Chances are you arrived to the interview unprepared. You didn’t research the position and company as extensively as you should have and, therefore, had a difficult time answering the questions.
Or perhaps you did fine.
Orlando Haynes, asserts that most job seekers find the toughest component of the job search is interviewing:
“Being in Talent Acquisition for 20 years now. Interviewing is where I see the biggest gap across all levels of professionals. I would spend time developing strong interview skills.“
Is this easier said than done? There are job seekers who will put in the time researching the position and company, but how many will spend time developing strong interview skills? Be honest with yourself. Are you anticipating the questions that will be asked, writing them down, and practicing answering them?
I recall one job seeker who took the time doing this. But she wrote down typical interview questions and the answers to them; not specific job-related questions. The thought of doing this is probably the reason why interviewing came in second as the toughest component of the job search.
Teegan Bartos writes that job seekers might be more confident in their interviewing ability than they should:
“And interviewing is probably what people say they feel the most confident in but anyone who’s ever been in a position to interview people before can tell you that’s the opposite of what they see.”
I concur with this assessment. Interviewing is tough. There’s a lot riding on the interview. These days, the interview process can involve multiple meetings via phone, video, in-person, and presentations. We’ve all heard of candidates who went through as many as 11 interviews (Jack Kelly wrote a popular post on this topic).
Writing a resume
To a person an executive resume writer would say writing a resume is difficult, but most (the good ones at least) would say it’s not the most difficult component of the job search. This aligns with the results of the poll, where this component ranked third as the toughest job-search component.
Laura Smith-Proulx agrees and writes:
“Writing a resume is tough, especially for people with long, complex leadership careers (my specialty), but networking is very difficult when job seekers aren’t sure a) what it is; and b) how to do it without feeling like they’re asking for a job.“
But to say writing a resume is easy would be ridiculous. I’ve come across resumes from executives that are full of fluff or are overly technical and, basically, show no value. This is how some people think:
I’m dynamic, therefore I am, or
I’ve used every software language under the sun, so I need to list them, or
I have to list every duty I’ve performed because this will impress the employer, or
All of the above.
Another misconception is that the job search starts with the resume. This is understandable, as the resume is an important document that is required by all employers. But in order to write a solid resume, a job seekers needs to know what the employer’s pain point is. Ergo, networking.
Communicating with recruiters
This poll was born because of a guest speaker event, where I interviewed a recruiter named Marisol Maloney. The guest speaker event was a result of a post she wrote on how to reach out to a recruiter.
As I mentioned earlier, reaching out to a recruiter is usually done in writing, which can happen via email or LinkedIn messaging. So this is probably why this option came in dead last as the toughest component of the job search.
The writing approach is more passive than communicating with recruiters via phone or in person. Angela Watts points out that, “at a certain point, the Recruiter is going to want to have a conversation.” This is a valid point.
Back to reaching out to a recruiter via writing: Marisol Maloney gives the following account as an improper way to contact a recruiter:
“‘Can you look at my resume and let me know if it qualifies for any positions your company may have available. I’m seeking positions in (state/city).'” in which I have no roles available. They would know that I don’t have any roles available in their desired location if they’d just looked at the website.
The mistake many job seekers make is assuming that a recruiter works for them, when it’s quite the opposite. Marisol suggest the following as better verbiage to use:
“Hi (recruiter’s name), my name is Jane Doe and I saw on your LI post/careers page that you are looking for a Physical Scientist in Lorton, VA. I have an active security clearance and 10 years of experience as a Scientist and am interested in applying for that role. I do have a question about (state your specific question that has not been answered already by the job description).“
Of course once a conversation is started with email or LinkedIn direct messaging, it must continue via phone or in person. Perhaps the reason this option ranked last is because not everyone communicates with recruiters.
Nonetheless, the other three options: networking, interviewing, and writing a resume are tough aspects of the job search. More than a few people commented that all four components stump them. I understand their frustration.
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You’re a job seeker and who’s put forth your best effort in researching the positions and companies before interviews. You feel you’ve performed well in the plethora of interviews employers have dragged you through. But you haven’t received the feedback on the progress of your candidacy.
The silence you’re experience could be for a number of reasons. Firstly, the hiring authorities don’t have time to respond. Secondly, they haven’t made a decision. Thirdly, they don’t have the authority to provide feedback. And lastly, as harsh as it may sound, they simply don’t want to answer your inquiries.
For whichever reason you’re experiencing radio silence, it isn’t right. It isn’t good business. But there are times when giving hiring authorities some slack is in order. The first of the four reasons is one that is often out of their control.
Don’t have time
Many recruiters have a hard time managing their day job, let alone walk the dog. They make multiple calls a week to source candidates, read numerous resumes, interview a ton of candidates, or they perform a combination of all of these responsibilities.
One recruiter I spoke with says she does her best to get back to her candidates, but if she gets so many applicants at once for just one requisition she “basically triages who will get contacted first and when.” Eventually she responds to her candidates.
Personnel in large HR departments also suffer from lack of time. They conduct multiple rounds of interviews, including phone and in-person screenings. Even though HR isn’t the final decision maker, their role of screening up to 40 or more applicants for a role is vital in the hiring process.
If you think hiring managers have the time to conduct interviews and send you an email on why you didn’t get the role, you’re sadly mistaken. In addition to their hectic schedule, they might sit in on up to 10 interviews for four candidates. Multiply 40 interviews by at least an hour, that’s a whole week of interviews.
Don’t know what the next step is
It’s quite possible that the employer doesn’t have its act together. In other words, they have the time to answer your email or phone call but can’t because they’re trying to decide between you and one, two, or three other people.
Another reason for not replying to your inquiry is that the hiring manager is waiting for an answer from a candidate to whom they’ve made an offer. With the job market being in better shape than it’s been in a while, job seekers have two or more offers from which to choose.
One of my clients recently landed a job. She had two companies courting her, which means there were at least two people waiting in the wings for the companies to make their decisions. In this case the companies didn’t want to muddy the waters explaining to the runners-up how the process was evolving.
Lastly, their hands are tied. They want to offer you the position but the requisition hasn’t been approved by HR or legal. This conundrum is beyond their control and, again, they don’t want to explain the mechanics behind the scene.
How many job seekers have heard apologies from employers for these reasons? More than a few of my clients have.
Don’t have the authority
The hiring manager might have authority to up date you on the hiring process, but very few of them will. The chance of being sued for discrimination is slim to none, but it only takes one candidate to scream ageism, or any other ism, to ruin their week. It’s not worth it.
One of my clients wanted me to reach out to the hiring committee on his behalf, as he was getting no love from them. I sent an email to one of them and never heard back. Responding to an email from a rejected candidate is particularly risky for any hiring authority. No one I know in this position would put an answer in writing.
Recruiters and HR don’t have the authority to respond to your request for an answer. As the go-between people, they must have the blessing from the hiring manager. However, the hiring manager might not be able to respond to your inquiry because of company policy. Again, the chance of being sued it too great.
When my clients attempt to get an answer from hiring authorities, they usually get a pat answer, “you’re not the right fit” which leaves them deflated because it’s basically no answer.
Don’t want to
I can honestly say there have been times when I receive a request for free help, and I don’t respond because the requester asks in such a way that turns me off. Sure, it could be a matter of time. But usually it’s because of the way in which the inquiry is posed.
I’ve received queries similar to this: “Hello, I would like a resume remake. Why should I hire you to do it?” I could have responded like this, “Hello, I would do a great job remaking your resume, but whey should I help you?” But I have better manners.
Do you get what I’m saying? Sometimes it’s a matter of how you ask for an answer to how you did in the interview.
As a career coach, I tell my clients to follow up on the process. Some hiring authorities might say that it’s futile to do this or that it will anger them and result in you not being considered for the position. Hogwash! No employer would disqualify you for performing your due diligence.
What you should do
It would be unfair of me to explain the reasons why you’re not hearing back from hiring authorities without providing solutions for you.
The obvious solution is to apply diplomacy in sending an email to the decision maker/s. I don’t suggest that you boldly ask how the hiring process is going. Rather, boost their ego.
The header of the email should read like: “Thank you very much for interviewing me.”
Because you’ve sent a thank-you note in which you’ve reiterated why you’re the best person for the job, you don’t need to repeat this. Instead, offer the hiring authorities who interviewed you something of value. I encourage an email be sent to each person who interviewed you.
For example, you write to one of the interviewers: During our conversation, you indicated you are an avid skier. Here is a list of the best kept secrets in the Boulder, CO, area. This has nothing to do with the position, but it keeps you top of mind.
The next question is how often should you follow up? I have recommended in the past that three times is the limit. I now recommend two times. After that, no answer is your answer.
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You were let go from your job because of lack of performance. Your boss said you were uninspired, and she was correct. It was time to go. Now you’re wondering what the hell you’ll do. You had 15 years of productive program management, until you lost the fire in your gut three years ago.
You ran into stagnation. There was nowhere to go in the organization. You wanted a change. No, you needed a change.
Technical training was a component of your job, and you loved and did it well. You were a natural. You made technical content easy for a layman understand. You loved seeing the Ah Ha moment register on the faces of the people you trained, your colleagues and the company’s clients.
That was then, now it’s time to look for a new position.
The problem for you is that the training positions you see online are entry level. As well, they’re low-paying. If you want to focus purely on training and get paid well for it, you’ll have to pursue jobs for training coordinators and managers. This is a leap that makes you nervous but also excited.
Out of curiosity, you look up on LinkedIn the description of a technical training coordinator. The requirements are daunting at first but you know you can do it. One job description reads in part:
“Participates in, and conducts technical training programs,” it begins. “Determines training objectives. Writes training programs, including outline, text, handouts, and tests, and designs laboratory exercises…” Sounds like a lot of work.
“...Administers written and practical exams and writes performance reports to evaluate trainees’ performance. Requires a bachelor’s degree in a related area…” Bachelor’s degree. This could be a problem; you don’t have one. You rose to the top of your field through job experience.
In your heart, you know this is what you want to do.
Here’s the good news: challenges are a good thing
Employees excel when they’re mentally stimulated. When they encounter new, interesting tasks, they rise to the occasion. Conversely, when employees are unchallenged and bored, they don’t perform well. Stagnation sets in when they’ve been at their job too long.
How many years is too long? This depends on an employee’s unvaried responsibilities, or if they no longer enjoy what they’re doing. Among your various tasks, you enjoyed training your colleagues and the company’s clients more than your other tasks and now realize training is what you want to pursue.
Although you have no experience in writing online manuals, administering practical exams, and the other administrative tasks, as the job ad describes, you have extensive experience training your colleagues and the company’s clients and were told you write well.
The biggest challenge is looking for work after eighteen years of working for the same company. Making a career change adds to the challenge. You’ll have to learn how to search for work the proper way.
Ask for Network Meetings
You must go into your career change with your eyes wide open. To do this you should talk with people in the training occupation. What are the major tasks you’ll perform? What do the people with whom you talk enjoy most about their job? What do they find to be a drag? These are all questions you must ask.
How will you find said people? The largest Rolodex in the world is LinkedIn. You can find technical trainers by simply typing “Technical Trainer” in the search field, but that won’t be very productive. Instead, determine which companies for which you want to work, and DM them with your InMails.
Note: your requests will most likely be granted if you include a reference in it.
When you ask for 15 minutes of their time, be sure to keep track of the time and tell them when it’s been 15 minutes. They’ll probably answer more of your questions as long as they are illuminating ones.
After talking with each person, you ask them if there are other people with whom you can talk. Some of the people who grant you networking meetings mention one or two other people with whom you can talk, others mention three people, others four. And so it goes.
These meetings are considered a success because the networking chain keeps growing and if there aren’t immediate results, don’t worry; eventually leads will turn into opportunities. This is action that happens behind the scenes. You’ll apply for positions online.
Write your job-search documentation
You begin writing your resume and LinkedIn profile highlighting the training experience you had as a program manager. Training was a portion of your duties but don’t disregard other elements in your position that were key, such as leadership, management, organization.
More specifically, you’ll make note of all the skills and experience you notice in the job ads. Put together a spreadsheet with the skills you pull from six or so job adds and write from top to bottom the skills that most prevalent. It’s not what you’ve done that counts; it’s what you can do.
Some of the skills you notice are: Learning Management Systems, Instructional Design, Curriculum Development, Technical Training, Learning Development, Workflow Management. There are more skills you notice, but make sure to include the most prevalent ones.
Your resume is matching about job ads at 50%, but don’t worry too much about this. The feeling of excitement is great, and although you don’t come in as strong as you’d like based on your keyword matches, you have spoken with many people who have heard your desire to switch careers.
Make sure your accomplishments are at the top of your resume, beginning in the Summary, the Skills area, and most importantly the Experience section. It’s no stretch, for example, to write about delivering technical material to a diverse audience:
“Delivered highly technical information to hundreds of sales and marketing staff of varied abilities, providing a clear understanding of the material.”
Be prepared to answer interview questions
The interview question you’ll get 100% of the time is, “Why did you leave your last job?” Be ready with your answer, but don’t make it sound canned. Also, don’t begin your answer with, “That’s a great questions.” Interviewers hate this opener.
Simply state, “My position at ABC corporation was running its course. I was losing interest and it showed in my work. My boss and I agreed that it was time for a change. With the responsibility of this position, I’m sure I will excel.”
“How will you make the transition from program manager to training coordinator?” is another question you’ll get. Be sure to have an answer for this one and try to deliver a STAR story. Interviewers love stories because more skills come from them.
“I’ve given this much thought,” you begin. “I wouldn’t be here if I didn’t think I could handle this opportunity. May I tell you a story about how I’ve coordinated multiple trainings that required not only delivering them, but pulling together the content?” The interviewers welcome your story.
“There was a period of three weeks when we were rolling out multiple products and our clients needed training to understand the products. My task was to train our staff. Train the trainer if you will.
“I had never written training manuals but knew if I didn’t, the other trainers would be lost, so that’s where I began.
“It was challenging at first, but I enjoyed the act of researching our products and how to best describe them.
“I led many sessions with our staff in which I encouraged them to present the material I created in front of each other.
In the end, they did very well. I saw excitement on their faces and heard enthusiasm in their voices.”
Now it’s time for you to ask questions. Don’t use canned questions you gleaned by reading articles on the Internet; rather ask questions about the position and the company. Make them thought-provoking. Show that you listened during the interview and ask question based on discussions.
After three rounds of talking with various employees at the company, including the VP of operations, you are asked to perform a 15-minute training on one of their products. You nail it and are offered the job. The salary is lower than you’d like, but this is work you will enjoy. Begone stagnation.
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The life of a recruiter is not an easy one. It requires a lot of digging and scrapping for talent to fill positions for their clients, the employers. It’s not unheard of for a recruiter to have as many as 30 plus requisitions at a time to fill. For the mammoth companies, hundreds of requisitions (as one recruiter says) are possible.
Perhaps the most difficult aspect of the job for recruiters is trying to satisfy the ultimate hiring authority who is looking for the ideal candidates. As hard as they try, some recruiters fall short of meeting the expectations of the hiring authority, while others succeed. Those who succeed more often are the ones who stay in the game.
From my observation of the life of a recruiter–talking with them, seeing their posts on LinkedIn, and reading their brutally honest banter on Facebook–their most pressing struggle is bridging the gap of communication between job seekers and their employers.
The communication gap can’t be understated; it’s real. Who gets more frustrated, recruiters or job seekers? I would wager the frustration is weighed differently. Recruiters are trying to maintain their employment, and job seekers are trying to…get employed.
If you’re a job seeker who is having trouble finding the right way to communicate with recruiters, this article is for you. You see, there’s an art to communicating with recruiters. It’s not a subtle art; it’s a common-sense type of art.
Are you wondering what an application tracking system is? You’re not alone. In this article a recruiter will break it down for you. What about ghosting? You might have experienced a time when a recruiter didn’t get back to you upon sending them your resume or after an interview.
These are just a couple of topics this article will address from the point of view of recruiters. There are seven topics in all, so take some time to absorb what the recruiters in this article have to say. Here they are in order:
How to connect with a recruiter
What to write when connecting with a recruiter
Ghosting and whether you’re being ghosted
Writing resumes that appeal to recruiters
That dang ATS and why not to fear it
The steps to writing a compelling LinkedIn profile
Preparing for an interview with a recruiter
Before I go any further with this article, I have to make one thing clear; the recruiters/former recruiters who contributed to this article are people who want you, as job seekers, to succeed.
How to connect with a recruiter
Ed HanTalent Acquisition Geek | Job-Hunt.org Contributor | JobSeeker Ally | I’m not active on LinkedIn: I’m hyperactive! | Wordsmith | Recruiter at Cenlar FSB | Ask me about IT opportunities in the 19067 and 08618 ZIP codes!
Everywhere you go, people are talking about the importance of networking in a job search. And people talk about the importance of talking with recruiters because we’re the ones with the jobs.
But how?
As a recruiter and avid networker, here is what I would recommend you do to network with us.
Before we get into that, it would be a good idea to understand the two major kinds of recruiters, in order to help you tailor your approach and strategy.
Agency/external recruiters. Employees of a recruiting firm, agency recruiters work on job requirements assigned by their clients. When they are able to place one of their candidates with the client, an external recruiter earns a commission.
Internal/corporate recruiters. Often part of HR, internal recruiters are employees of the hiring organization and work on job requirements from within that entity. When they are able to get one of their candidates hired with the hiring manager, a corporate recruiter still gets paid a flat salary.
Whether agency or internal, recruiters tend to have areas of specialization. It could be industry-driven for external recruiters (obviously not relevant for internal recruiters), but quite often is oriented by skillset: creatives, IT, finance, etc. In some large organizations, they might specialize even further, such as within IT, software engineers vs infrastructure.
And you know what? We tell you on our LinkedIn profiles! There just aren’t a whole lot of recruiters who do not have a LinkedIn profile–which is great, because the odds are that is where you will find us most readily.
Sending someone a LinkedIn invitation to connect is good–but recruiters get tons of invitations to connect, and you want to stand out from the others.
Do that with a note sent along with the invitation. And here is where a lot of people take a sub-optimal path.
Do you possess a skill set that the recruiter specializes in?
Hint: look at the profile and scope out their employer. A quick look at the company page will tell you.
Strike up a conversation with the note you send to connect. “Hey, I’m a [profession] professional. Your profile suggests that you work with my skill set. Can we have a conversation?”
See? That’s all it takes: starting a conversation.
Networking isn’t a transactional exchange. It’s a relationship in which the parties both get something out of it.
What to write when connecting with a recruiter
Kelli HrivnakRecruiter partnering with companies to hire Digital Marketing & Technology Talent | Dream Team Builder Career Growth Catalyst
Contrary to what you may have heard, recruiters can be a valuable resource in your job search. But do remember this: A recruiter’s objective is to find people for their jobs. Not to find jobs for people.
Ed Han explained the two types of recruiters and their roles in the recruiting process. Now that you have narrowed in on recruiters aligned with your area of expertise, it’s time to craft your message.
Here’s what you should not do:
Hi ________, I am starting to explore job opportunities. Do you have any jobs that would be appropriate?
Why this isn’t efficient:
Unless we have communicated recently, I don’t know what your strengths or career objectives are.
You are putting a lot of trust in the recruiter to guide your career path.
Recruiters are slammed right now. Succinct details will help a recruiter customize what clients and searches would be the best match for your career growth.
Some call it your elevator pitch or value prop. I need the hook–What information do we need from you instead?
What are your skills/strengths?
Positions/titles
Target salary range/benefits/comp
Remote/in-office presence
Industries/target companies
Here’s how to fine-tune your messaging :
Hi ___________,
I am starting to explore job opportunities. I’d prefer to work for a mature, structured company with over 500+ employees (non-consulting), with a company that respects work/life balance. I am open to hybrid/remote, within a 30-mile radius of Baltimore City. Compensation 120k+.
I’ve been doing UI design but also managing design operations, and I’d like to leverage that experience to shape the operations of a future UX department. My base resume is attached.
****************************************
Do your research. Do you have any shared connections? If you were referred, name-drop.
Keep it short. Don’t ask for a coffee chat as your call-to-action. Trust me–the recruiter will reciprocate communication if they are interested.
If there is a specific job posting you are interested in, include the URL. Some recruiters are working with companies that have 200+ job openings.
Are you making a career transition or believe you can choose a variety of career paths? It’s okay if you don’t have 100% clarity of your next steps, but do spend time identifying your options and transferable skills. Career coaches can help with this process and planning if you are having a difficult time determining focus.
Recruiters want to find the right talent for their open jobs, but they don’t have time to uncover your interests and wants. Help us help you and make this a win-win situation by communicating what you bring to the table.
Before getting into whether or not you are being ghosted, I want to highlight two things. The first is that while I am a recruiter, I spent the first 17 months of the pandemic as an unemployed job seeker navigating the market like so many of you. I have seen what you have seen and felt what you have felt…I get it.
The second thing I want to highlight is: Is Ghosting a real thing? The obvious answer is yes. However, in my experience, there are a few different kinds of ghosts. Below I will break them into what I have found to be the 3 most common types of ghosts to help you understand.
The mass reach-out ghost: This type of ghost is the one that sends you a template e-mail saying something along the lines of, ‘based on your experience we feel you could be a good fit for X (company). You get this e-mail; your hopes are high…but then nothing.
This type of ghost has probably sent out thousands of emails prior to looking at any one resume. Once you respond, it either gets put in a massive pile of other responses only to be forgotten in time or after looking at your resume, they realize you are not the right fit…and don’t let you know because ‘it’s awkward.’
The Recruitment Influencer Ghosts: Let’s be real, because of the pandemic and the reliance on social media and specifically social audio, many recruiters, myself included, have become somewhat of micro-influencers.
This group gets hundreds of inbound messages per day and while it is a nice theory to say this type of influencer can get back to everyone, it gets incredibly overwhelming and even the most diligent recruiter may miss their fair share.
The Ignorant Ghost: These are the worst kinds of ghosts. These are the people you have had multiple communications with…you may have had multiple interviews and then nothing. I could give you potential reasoning for why this may happen, but there is no excuse for this. It is just absolutely horrible and these kinds of ghosts should not be recruiting.
Regardless of the type of ghost, it makes for a horrible experience. As a job seeker the natural instinct is to wonder what it was that you did wrong. It is in those moments that I will ask you to pause, take a breath and realize that getting ghosted by a recruiter is not a reflection on you, it is a reflection on them. You are better off at a company that values you and your time.
Keep your head up, your spirit high…your time is coming.
Writing resumes that appeal to recruiters
Matt Warzel, CPRW, CIRHelping Job Seekers Find Their Next Career Move 20% Faster With A Pay Increase of $15K on Average Award Winner Jobstickers.com Blog WriterSpread Joy, Be Empathetic, Make a Change, Then Make Your Impact
The resume needs to be logical first and foremost. If the reader is wrinkling their forehead, you’ve lost the initial battle.
With this said, have a target in mind and build your messaging around this target. Have a vision of your dream job. Think of your job drivers. What’s important to you? Time, money, benefits, 401(k)s, location, product offerings, company image, culture, values, progressive versus traditional setting, remote versus on-location, passionate project opportunities, etc.
Each is different for each person. What motivates you? What’s your passion? What can you do that will make you happy in 2 weeks, 3 months, a year? The candidate should research his or her new career field/job target! You need to do your research. You need to get a feel for the way the industry and respective companies function in the world, the services they provide to others, and the types of jobs out there in that industry that could pose as a potential new career.
I love using Google News, Google alerts, Salary.com, Glassdoor, Indeed, and LinkedIn to uncover industry and job research. Using this research can be a good way to spot industry and job keywords (for the core competencies and summary sections), role responsibilities (for the experience section), and important transferable contributions (for the accomplishments section) for inclusion on your resume. Read trade journals of major industry players to stay on top of insights in your space.
Be realistic in what you can achieve. While taking chances and risks are a good thing, do not over-stretch yourself into a role you simply are not a fit for (yet). What industry do you want to live in, and in what role? Be specific in what you want, clarify it, write it down, consume knowledge of it, live it.
Recruiters cannot help you if you nor they know what you want to do. Most people have skills and experience that can transfer nicely to another industry or job. The key is knowing how those skills reasonably transfer, and what sort of value they bring to the prospective employer. The challenge is that most are unsure of how their skills are exchangeable to other duties.
If you’re an accomplished professional, it’s best to use actual methodologies, processes, skills, or technologies relating directly to the open job description and your experience. These are good ideas for those greener candidates. Also, opt for free experiential learning like internships. Work freelance projects for friends, neighbors, etc., and continuously build your portfolio, skills, and competencies.
Back to the resume – next, make sure it has optimized keywords, quantifiable content (even if there are no metrics, but metrics are preferred), and a format/layout that adheres to applicant tracking system mandates. Think quantifiable content and write it pragmatically. Also, stick to brevity while making those bottom-line accomplishments shine. Again, as long as you aren’t wrinkling the readers’ foreheads (I love this visual, LOL) when they’re reviewing your resume, you’ve done your job…now if you match the qualifications, it’s interview time!
That dang ATS and why to not fear it
Amy MillerSr. Recruiter – I build the teams that build the satellites. Recruiting Truth Teller & Mythbuster. Somehow, LinkedIn Top Voice 2022
A quick Google search of “How To Beat The ATS” yields over 6 million results. SIX. MILLION. RESULTS.
All about how to “beat” something that usually amounts to a digital filing cabinet.
Job seekers are frustrated. Recruiters are confused. How did we get to this point, where alleged best practices around job search have created a mythical bot standing between you and your dream job?
First of all, let’s understand how most companies utilize their ATS – our first clue is in the name. ATS stands for
Applicant
Tracking
System
Essentially, most ATSs are simply large (albeit complex) databases that track a candidate’s journey from application to onboarding. It is literally a System that Tracks Applicants – and considering many recruiters are juggling hundreds of applicants at a time, you WANT us to have some mechanism to keep it all straight!
Many job seekers fear the ATS as something to be “beat” or even want to find a way to get AROUND an ATS – which is unfortunate, considering the ATS is a critical tool that helps recruiters keep all this activity straight.
Let’s start by walking through the candidate journey in the typical ATS.
APPLICATION
This is where it begins, and often the only part a job seeker will see. Candidate information is stored in a profile – searchable by name, email, or candidate ID (random personalized number generated for each new profile).
Candidates can apply directly to roles they choose, current employees can refer candidates, and recruiters can sometimes “tag” a candidate to an open role. (Open roles are ALSO created in the ATS, generating their own “profile” and job ID).
ACTIVITY
Once a qualified candidate has been identified, there is typically a process flow. Resumes/profiles are sent to hiring managers. In some cases, assessments are requested or calendar invites sent. These invitations can be for initial recruiter calls, technical screens, even interviews.
MOST ATSs aren’t even that complex, and scheduling can be done the old-fashioned way (typically via email). However, NOTES about all that activity should be recorded in the ATS note fields, so other recruiters or hiring managers with access can see at a glance the status of roles and applicants.
There is a LOT that happens in the “activity” portion of the ATS – we could write a novella about all that! Documentation is CRITICAL. Required documents, interview notes, feedback and next steps – ALL TRACKED IN THE ATS.
OFFER
Congrats! An application was successfully reviewed, interviews scheduled and documented, and a hire decision has been captured in the ATS. Now we can make an offer!
Many ATSs can create offer letters that allows for the requisition to be closed, and the candidate record updated/sent to the appropriate HRIS database once it’s accepted. In the event of a decline, we can still see that candidate history, in case we want to try recruiting you again!
BUT WHAT ABOUT THE BOTS?
Unfortunately, there is no shortage of misinformation out there about “bots,” auto screeners, or rejection emails. I have yet to work with ANY system that does any kind of filtering without human intervention.
What further complicates this, is the sheer number of ATSs on the market. There are literally hundreds of ATSs and a near-infinite number of configurations. I’ve used Taleo at 3 different companies – the experience was COMPLETELY DIFFERENT each time.
WHAT IS A JOB SEEKER TO DO?
The best way to “beat” the ATS? Pay it no mind. Seriously. Forget about the tool being used, and worry more about where you are spending your time. Write a targeted resume written for a human audience (recruiter AND hiring manager).
Network with people who hire (or do) the kind of work you want to do. Understand how companies hire. If you’re a new college grad trying to break into FAANG – applying to senior roles and hitting up SWE Managers is hardly going to get you the results you want – those companies generally hire new grads through very specific University Recruiting programs (and they use the same ATS!).
Other recruiters might choose to use Boolean strings, or trust a ranking system to identify the top applicants (I don’t, but others may). Talking to recruiters at your target companies can help demystify how THEY use their ATS – so you can focus on more important things.
I WAS REJECTED. NOW WHAT?
The good news? Your information stays in the ATS. Smart recruiters will actually START their search when recruiting for a new role – IN THE ATS. We can conduct searches, review “silver medalists” on previous roles, even read other recruiters’ notes and feedback. Not to mention we have your contact info and can quickly get in touch!
There are certainly land mines to avoid when job searching – the ATS just isn’t one of them.
The steps to writing a compelling LinkedIn profile
Your resume gives recruiters a glimpse into what you’ve done and when you’ve done it,
but recruiters want to know “WHAT(ever) ELSE” they can about you when considering
whether to reach out or move on to the next profile. Be sure you’re making it easy for us
to get an authentic glimpse into:
Who you are
What you do
Why you do it
How you do it
How you think & communicate
What it might be like to have you on the team
Be authentically, genuinely, unabashedly yourself, because there’s no reason not to be. Those recruiters who like what they see will reach out with opportunities they think are a good match. Those who don’t like what they see, won’t, but as far as you’re concerned, you don’t want to be considered for jobs that your personality doesn’t fit into anyways.
Use all the LinkedIn profile real estate you need to tell your story the way you want to. As a recruiter, there is nothing quite as satisfying as reading a well-written profile, which means:
Create a banner that reflects you & your personal brand (Canva is great for this)
Turn on Creator Mode and record a 30-second cover story in your headshot that shows your personality & value add. Bonus points if you can make me laugh.
Use your headline summary as more than just your title & company. Tell us more about what you are and what you care about. I like to think of mine as a representation of the things that fascinate me.
Use the featured section to populate examples of your work or things you’re proudest of. Could be anything – a LinkedIn post, a PowerPoint, a video clip, a PDF certification of a course you took. Just don’t NOT use that prominent real estate – it would be like choosing not to run free billboard ads.
Create a compelling About section that elaborates on the whole “fascination” theme and makes it easy for recruiters to get a sense of how you communicate, think, and dare I say… live! Yes, that’s okay to share too!
Be sure to provide any additional context in your experience section that you don’t feel was fully captured in your resume bullet points.
Solicit skills endorsements & recommendations from others in your network. This is especially helpful in technical fields where keywords play such a critical role in the success of your visibility and consideration on LinkedIn. Bonus points if you complete skills assessments and feature those there as well.
Last but not least, don’t ignore the obvious fact that LinkedIn is fast becoming a social network as much as it is a professional network. Posting your thoughts on business, life, family, and whatever else you’d ever care to talk about with colleagues in a professional setting is not only okay, it’s encouraged.
Preparing for an interview with a recruiter
Teegan Bartos, CCMC, CCMMid-to-Senior Level Leaders Accelerate Your Career Land Your Perfect FIT Job Quickly Making More Money Than Ever Before Career Coach, Job Search Strategist, Resume Writer
Congratulations! Your referred resume, LinkedIn profile, or application just captured the attention of a recruiter and you’ve been extended an interview. Now, you may be thinking the recruiter is only a box-checking gatekeeper, but wowing the recruiter is imperative if you want the hiring manager to select you for the next round.
So, how do you prepare for this interview? By understanding what the recruiter’s role is and what the recruiter is looking for so you can strategize accordingly.
The Recruiter’s Role: Recruiters are compensated and evaluated on their ability to place people in open positions, often being judged on retention, quality placement, and speed to fill. That said, they are looking to create win-win situations for not only the hiring manager but also the candidate.
Box Checking: More often than not, a recruiter is not going to be asking the “tough” technical questions, so for this round, know yourself, research the company, and study the job description to prepare tailored interview answers to prove you understand and can meet the companies needs.
Know Yourself: Truly know why you’d be open to new opportunities and what it would take for you to leave your current organization. Here are some examples because this can be challenging:
“My company’s direction recently shifted and when I saw {Company Name} was embarking on {fact from your research}, I had to explore it further.”
“I currently make $225K with 20% bonus being paid out in March and was awarded $50K in equity two years ago that vests over 5 years. With a company as good as yours, I trust that the offer would be competitive.”
Tailored Interview Answers: Nail your opening “tell me about yourself” answer by incorporating details you learned are important to this role. Be prepared to give examples of times you’ve done what is in the job description with SOAR (explain the situation, reference obstacles to success, state what action you took, and most importantly finish it off ideally with quantifiable results.) And lastly, be prepared to ask questions that you couldn’t find via a google search.
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Here you have the thoughts of seven recruiters on how to get to an interview. It begins with How to connect with a recruiter, what to write when connecting with a recruiter, understanding that ghosting is something to expect, writing resumes that appeal to recruiters, that dang ATS and why not to fear it, writing a compelling LinkedIn profile, and preparing for an interview.
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You’re unemployed and wondering why you’re not landing a job as fast as you’d like. You’re hearing there are plenty of jobs out there and wondering why you haven’t been contacted by employers. After all, you’re a great fit for all the jobs you’ve applied for.
We’re in the midst of the Great Resignation and employers are working with a skeleton crew. Yet, they aren’t hiring candidates fast enough. What gives? Here’s the issue: they’re scared. More accurately, they’re afraid of hiring the wrong candidate and then having to do it all over again.
It costs employers a significant amount of money to replace an employee. SHRM estimates it can cost 50%-60% of an employee’s annual salary to bring someone onboard which can include recruiting, interview, training, and other administrative costs.
So employers are taking their sweet time to find the perfect, it seems, candidates. Glassdoor.com puts the hiring process at 10-53 days, but this doesn’t factor the time to fill (putting employees in their seats) which can take weeks.
Knowing this probably doesn’t make you feel better about being unemployed. However, you can take solace in knowing you’re not alone. “But the unemployment rate is low. They say there are jobs out there.” you protest.
True, the unemployment rate is hovering around 4% and there are jobs out there, but it’s obvious that employers need your help with speeding up the process. To help employers make their decision to hire you easier, you need to understand what you might be doing wrong and make adjustments to correct your mistakes.
Here are nine mistakes you might be making and solutions to correct them:
1. Your job search lacks focus
If you’re saying to yourself and others that you’ll take any job, this is the root cause of your problem. Without direction, you are spinning your wheels, spreading yourself too wide.
What’s more, employers can detect job seekers who lack focus if they’re applying for multiple jobs in their company.
What to do about it: Stop applying for jobs for one day to determine exactly what you want to do. Create a spreadsheet of two or three jobs you’d consider taking. Also make a list of your strongest job-related and transferable skills. Lastly, make a list of your values that employers must meet.
Now type in the search field of the job board/s you use five of your most pertinent skills. Make note of the job titles that pop up and determine which ones are appropriate for you. It’s not out of the realm of possibility that you were a compliance officer and one of the job titles that comes up is business operator.
When you engage with people during informational meetings or other networking events, mention your five greatest areas of expertise. This will help people to better understand what you can do going forward, instead of pigeonholing you into one particular job.
You’re using job boards 100% of the time. This is a recipe for a very long job search. Some estimates put this method of looking for work as low as 3% success if used alone. I’ve heard and read accounts of job seekers who’ve submitted 600 applications with a few or no interviews as a result.
On the flip side is using networking alone as a job-search method. Career coaches will swear by networking—I’m one of them—but they don’t expect you to abandon applying online. That would be ludicrous.
What to do about it: It’s no secret that one should employ various methods to search for work. Some people even put a percentage on each method. I’m guilty of having done this.
However, I’ve learned that everyone’s job search is different based on their occupation and industry. A salesperson might find more success putting more emphasis on networking, whereas a software designer might benefit from putting more emphasis on connecting with recruiters.
This said, determine which plan of attack is best for you. Some methods to consider are:
Networking with other job seekers, professional associations, in the community, at your religious affiliations, friends, relatives, neighbors, basically everyone.
Connecting with recruiters in your industry.
Networking on social media, such as LinkedIn, Facebook, Twitter, and Instagram.
Joining a buddy group.
Cruising the job boards including industry specific ones.
I’m also of the opinion that you shouldn’t spread yourself too thin. Like deciding what you want to do, you should decide what methods work best for you. For example, someone in my industry (nonprofit) would benefit in order: networking in person and online, and utilizing industry specific job boards.
3. Your resume is not written for human consumption
As of late, there has been a great deal of discussion surrounding applicant tracking systems (ATS’) and what they’re capable of doing. The misconception is that all ATS’ will automatically eliminate resumes based on lack of keywords. Thus, job seekers are writing resumes to “beat” the ATS’.
Hiring Authorities are making it clear that applicant tracking systems (ATS’) is mostly a vessel where resumes are stored. Yes, some ATS’ can parse resumes for keywords and reject them. Yes, some ATS’ have “knockout” questions. And yes, some ATS’ can rank resumes.
In 2022 Job candidates will heed the words of hiring authorities and write resumes that speak to the needs of the employer if they want to succeed in getting their resumes into the hands of hiring authorities, not to “beat” the ATS‘.
For candidates to earn a chance to be interviewed, their resumes must accomplish the following:
Be tailored to each job. This is huge if candidates want their resumes to demonstrate they have the qualifications for the job at hand.
Demonstrate value. Instead of writing: “Led a team of software engineers to complete 4 projects.” Write: “Saved the company $493,020 in projected salary by championing a team of 6 software engineers to complete 4 projects in 2020. The projected number of projects was 3.”
Only show 10-15 years of work history. The main reason for doing this is for showing relevant experience. The second reason is to avoid any possibility of age discrimination.
Be easy to read. No paragraphs longer than 3 lines. No bullet point statements longer than 2 lines.
The labor market offers job candidates great potential but only if their resumes are written with the employer in mind. Worry less about the ATS and more about speaking to the employer’s needs.
4. You’re not on LinkedIn or not using it
Not being on LinkedIn hurts your job search three ways: recruiters and other hiring authorities can’t find you, it hinders your networking abilities, and it tells employers that you lack the interest or technical skills to use the most popular online networking tool out there.
I can’t tell you how many times I’ve heard, “I have a profile, but I haven’t touched it in years.” Or, “I’m on LinkedIn but just started using it.”
What to do about it: Take the plunge and join LinkedIn. I know it seems scary, but it’s not that hard. First you need to join Linked and create a profile. I tell people to simply copy their resume and paste it to their profile at first. Then they need to take it a step further and make it more personal.
Next you’ll need to build a like-minded network. The obvious people to invite to your network are former colleagues, but you’ll need to reach out to people you don’t know. These folks would include people at your target company list (mentioned below), as well as people in your industry and recruiters.
Finally, you’ll need to engage with your connections. “Out of sight, out of mind,” the saying goes. I suggest commenting, not just reacting, to what others write to start out with. Then get bolder and posting your own content or sharing articles and commenting on the articles.
5. You’re not networking
I mentioned above how networking should be part of your job-search process. In fact, I listed it at the top of of ways to search for your next job. You’re most likely stalled in your job search if networking is not part of your menu. It doesn’t have to be 100% of your job search, but it should be a good chunk of it.
What to do about it: Remember that there are different ways to network. If attending large networking groups via Zoom is not your thing, try joining smaller groups. However, the principles are the same. You must a willing participant and offer help to others in the group.
One example that immediately comes to mind is one participant of my job club (another networking venue) who was contacted by a recruiter about a position for which she wasn’t qualified. She turned around and shared it with the group. This is the essence of networking.
There is more than one way to network. What comes to mind for most job seekers is initiating contact with other job seekers and nurturing a relationship until a game-winning interview occurs.
This is great, but what about contacting recruiters on LinkedIn, handing your resume to a neighbor who delivers it to the hiring manager of a company for which you’d like to work, or following up with employees in the company after applying online to initiate further contact with the hiring manager?
Lastly, take your job search into your own hands. Develop a company target list of 15-30 companies. Research said companies and then send an approach letter to each company asking for an informational meeting. If your ROI is six meetings, you are closer to your next job.
I’m of the opinion that most job applicants fail in interviews because they don’t conduct research. If you’re not researching the position, company, and even the interviewers; you will most likely fail in the interview.
Another important component of interview success is practice answering question which, again, I see job seekers failing to do. They go into the interview thinking they can “wing” it. Don’t be that person.
What to do about it: I won’t harp on researching the aforementioned topics other than to say that this should be your first act for each position. Not only will it help you prepare for interviews, it will help you write a focused resume. Don’t neglect this important part of your job search.
You’ve dutifully researched the position for a project manager. Now it’s time to practice answering questions you predict will be asked in an interview. Follow these steps:
Write at least 10 anticipated questions based on your research. For example, you read in the job ad that written and oral communication is a strong requirement.
For this question, write, “Tell us about a time when your written communication was integral to the success of a major project.”
Write the answer to this question. This might seem like hard work, but if you want to blow the interviewers away you’ll do this hard work.
Practice answering questions like this in front of a mirror or with a willing networking partner. If you really want to take practicing questions to the next level, have your partner record the practice session on Zoom.
In addition to conducting research and practice answering the questions you predict will be asked, leverage your network to gather valuable information in terms of the position and company. Try to discover the pain points of the employer. Use the information you gain through networking in the interviews.
7. You’re not adapting to interviewing technology
According to Monster.com 40% of interviewing is conducted via smart phones. Gen Zs prefer this mode of interviewing because it’s easier for them; they can interview candidates anywhere and at anytime. This is one example of how interviewing has changed over time.
Even before the pandemic, interviews were conducted via video platforms such as Zoom, Skype, Teams, Facetime, and others. Personality and analytical assessments were the norm for large employers who want to hurry the process.
What to do about it: Embrace technology if you haven’t already. We won’t be returning to the “old fashion” method of in-person interviewing primarily, especially during the ongoing pandemic. You must accept this fact and take measures to correct your old ways.
Your first assignment is to create an area for interaction via video platforms. I’ll attest that proper lighting is huge in your presentation. A dark area hurts your first impression, as does sunlight washing out your face.
Poor Internet connectivity is frustrating for interviewers when they have to wait for you to connect. To make eye contact, don’t look into the interviewers’ eyes, look at the camera. These are just a few must dos for proper presentation.
Part of adapting to change in the interview process is accepting that employers are receiving hundreds of applicants for each job. Therefore, they need a way to cut out the chaff. Their solution is employing personality and analytical assessments that, to you, is a huge waste of time.
It might well be a waste of time. It certainly doesn’t wave in the best candidates. Understanding this is part of the process will help you in your job search, just as accepting the idea that ATS’ are here to stay.
Not literally. You’ve prepared for interviews by researching understanding the technology, but you’re just not there. You’re not answering the tough interview questions. This is the big ball game, so bring your A game.
What to do about it: I’m brought back to a great piece Dan Roth from Amazon wrote for one of my articles. In it he advises to be prepared for the types of questions, most importantly the behavioral based ones, instead of focusing on certain ones.
Yes, you need to be prepared for the traditional ones, such as, “Why should we hire you?” There are also the situational ones, such as, “What would you do if you had to persuade your manager to agree with how you wanted to conduct a certain procedure?”
Most difficult of all are the behavioral-based questions because they require you to provide proof of what you’ve performed. These questions require a S.T.A.R. answer. Confused? Here’s what Dan writes:
“As recruiters a recruiter, I get asked all the time, “What is the hardest interview question you have ever heard?” I always pause, knowing I am not going to give them the answer they are expecting to hear.
“Instead of a specific question, my response is always, “It’s not the question that is hard. The hard part is making sure you are answering the question how the interviewer wants you to.” Roughly 90% of the time I get a quizzical look so I explain….“
Following up with the interviewers completes the interview process and demonstrates excellent customer awareness. If you think this part of the journey doesn’t matter, you’re mistaken. As many as 75% of employers take note of candidates who don’t follow up, and as many as 20% base their hiring decision based on follow up messages.
What to do about it: There are two ways you can follow up, with email or via snail mail. The former is preferred more by employers and job candidates. It’s immediate and allows you to include more in your note. One might argue that thank-you notes show your age.
When you follow up is key. Generally speaking, you don’t want to wait longer than 24 hours. If an interview takes place on a Friday, following up on Monday is acceptable.
The third consideration is with whom to follow up. The answer is simple; everyone who interviewed you receives a thank-you note. And each note is personalized. Don’t send the same email to each interviewer and don’t send one note to the lead interviewer, asking her to thank the other interviewers.
Lastly are the elements of your thank-you note:
1. Show your gratitude. Obviously you’re going to thank the interviewers for the time they took to interview you; after all, they’re busy folks and probably don’t enjoy interviewing people.
2. Reiterate you’re the right person for the job. This is the second most obvious statement you’ll make in your follow-up notes. Mention how you have the required skills and experience and, very importantly, you have the relevant accomplishments.
3. Interesting points made at the interview. Show you were paying attention at the interview. Each person with whom you spoke mentioned something of interest, or asked a pertinent question. Impress them with your listening skills by revisiting those interesting points.
4. Do some damage control: How many candidates wish they could have elaborated on a question, or totally blew it with a weak answer? Now’s your chance to correct your answer.
5. Suggest a solution to a problem: Prior to the interview you were unaware of a problem the company is facing. Now you know about the problem. If you have a solution to this problem, mention it in your follow-up or a more extensive proposal.
To succeed in 2022 you must shuck off the bad habits you’ve developed because of lack of job search or simply because you haven’t considered better ways to look for work. Do better in gaining focus, researching, writing resumes for human consumption, networking, preparing for interviews, adapting to technology, and following up.
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The other day I was searching in our local grocery store for Sriracha Chili Sauce which my wife needed to make Thai Noodle Salad with Peanut Sauce. She had told me it was in the third aisle with the other sauces, but I couldn’t find it.
So, I asked the nearest associate where this elusive ingredient was. To my surprise, the associate told me it was in the third isle with the other sauces. I swear I looked everywhere. When I looked at him puzzled, he said, “Come on, I’ll take you to it.”
And sure enough it was in the third aisle where the other sauces were. Did I leave the store thinking, “Bob was being Bob,” that the Sriracha Chili Sauce was hiding from me? No. I left the grocery store thinking how the store associate had demonstrated great customer awareness.
Like the store associate, job seekers must demonstrate great customer awareness in their search. In the previous article, I pointed out how employers should show customer awareness. Now I’m going to address four areas where job seekers must show customer awareness:
Research the position and company
Write a resume that speaks to the employer, not the ATS
Perform well in the interview
Follow up respectfully
Research the position and company, at least
How does this demonstrate great customer awareness? First of all, the employer is a customer. And not doing your research is akin to the store associate not knowing where the Sriracha Chili Sauce was. You will not only hurt your chances of landing the job, you will also offend the employer.
Have you ever interviewed someone, and has that someone shown up without being prepared? I bet it was embarrassing for the job candidate. And I bet you were squirming in your seat. So don’t be that person who arrives unprepared and makes interviewers squirm in their seat.
Start researching the position by carefully dissecting the job ad. List all the important requirements in a column and next to them write how you can meet the requirements. Hint: the important requirements are listed in the job ad under Basic Qualifications or Major Qualifications. Also take note of the Preferred Qualifications.
Sarah Johnston, a career coach and former recruiter, suggests:
“Read between the lines to better understand the culture, reporting structure, and the actual job requirements. Consider that every bullet point in the job requirement section could be turned into an interview question.”
When you research the company, don’t rely solely on its website. The content you’ll find there is marketing material and won’t tell the whole story. Dig deeper if the company is public by reading press releases and annual reports. This will give you a better ideal of the company’s pain points.
Go one step further and try to ask people who work for the company if they can give you more info. Knowing someone in the company will be of great help in gathering information about the position—some of the hidden requirements—and the company culture and some issues it might be facing.
Write a resume that speaks to the employer, not the ATS
There’s been a lot of scuttlebutt as to what the applicant tracking system (ATS) is. Some claim it’s a system that selects resumes for hiring authorities to read based on keywords and, therefore, you must write resumes to “beat” the ATS.
Others claim it’s merely a system that stores resumes like a file cabinet where hiring authorities can pluck them based on keywords they enter for particular jobs. For the sake of argument, let’s agree that both scenarios are possible. Let’s also say for the sake of argument that your resume must be read by human eyes.
Teegan Bartos, a career coach and former recruiter, sums it up nicely:
“At the end of the day a human codes an ATS, a human enablesvarious features of anATS, a human sets up the knock-out questions the ATS asks, a human being chooses to read or not read each application, a human is conducting the keyword boolean search in their ATS database, and it’s the human being that clicks the button to send the rejection notices out.”
Will it serve as excellent customer awareness if job seekers write their resumes to satisfy the ATS the company’s using, while disregarding the integrity of their candidacy? Of course not. The resume must be created to speak to the needs of the employer. It must shout, “I know your needs, and I can solve them.”
Among the many attributes of a winning resume are strong relevant accomplishment statements. The keyword here is “relevant.” When you can show accomplishments that mean something to the employer, you’re speaking their language and indicating that you can repeat them in the future.
Perform well in the interview
The ultimate sign of strong customer awareness is pulling it all together in the interview. You’ve conducted research and submitted a resume that speaks to the employer’s needs. Now you must speak to the traits that make you the best candidate.
These are traits that not only show them you can do the job—those listed on your resume—but also speak to your outstanding character. Remember to speak to some pain points you noticed in the job ad. One of them might allude to being resilient.
Lisa Rangel, an executive resume writer and former recruiter sums it up nicely:
“One trait is to be prepared to demonstrate is resiliency. Have stories prepared on how you pivoted to succeed in an unexpected situation or business change. Use mishaps that could naturally occur in the interview as an opportunity to show how resilient and inventive on your feet you are. I firmly believe how someone handles a mishap on an interview tells me more about their resiliency than anything they could prepare for.”
This is a great example of how to handle the tough questions thrown at you during an interview. Demonstrating great customer awareness doesn’t only mean being able to answer questions that call for positive results. One question my clients get is, “Tell me about a time you made a mistake, and what did you learn from it?”
Let’s get back to research. Sarah Johnston states above that being able to read between the lines is a key component of predicting which types of questions might be asked. She gives this example:
“Let’s say that the job description reads: ‘Identify, initiate, and drive process improvement solutions that will ultimately provide operating efficiencies and synergies within the supply chain, resulting in cost reduction and increasing service level to customers.’
“This could be turned into a behavioral question in the interview: ‘Tell me about a time that you identified and drove a large process improvement solution in a previous role that led to increased operating efficiency. Tell me about the solution and the results of the implementation.'”
Lastly, keep in mind that first impressions do matter. I mention this because all too often I hear from my clients that they felt they did poorly because they talked too much, or they failed to make eye contact, or they weren’t dressed appropriately. Details like these matter; they demonstrate poor customer awareness.
Because interviews are often conducted via Zoom and other video platforms, you need to take into account the following details: proper lighting, what’s in your background, reducing noise and distractions, and how you’re dressed. All of these details are part of demonstrating excellent customer awareness.
Follow up respectfully
Following up with the interviewers completes the interview process and demonstrates excellent customer awareness. If you think this part of the journey doesn’t matter, you’re mistaken. As many as 75% of employers take note of candidates who don’t follow up, and as many as 20% base their hiring decision based on follow up messages.
There are four considerations when following up: how you follow up, when you follow up, with whom you follow up, and what do you include in your follow-up notes.
There are two ways you can follow up, with email or via snail mail. The former is preferred more by employers and job candidates. It’s immediate and allows you to include more in your note. One might argue that thank-you notes show your age.
When you follow up is key. Generally speaking, you don’t want to wait longer than 24 hours. If an interview takes place on a Friday, following up on Monday is acceptable.
The third consideration is with whom to follow up. The answer is simple; everyone who interviewed you receives a thank-you note. And each note is personalized. Don’t send the same email to each interviewer and don’t send one note to the lead interviewer, asking her to thank the other interviewers.
Lastly are the elements of your thank-you note:
1. Show your gratitude. Obviously you’re going to thank the interviewers for the time they took to interview you; after all, they’re busy folks and probably don’t enjoy interviewing people.
2. Reiterate you’re the right person for the job. This is the second most obvious statement you’ll make in your follow-up notes. Mention how you have the required skills and experience and, very importantly, you have the relevant accomplishments.
3. Interesting points made at the interview. Show you were paying attention at the interview. Each person with whom you spoke mentioned something of interest, or asked a pertinent question. Impress them with your listening skills by revisiting those interesting points.
4. Do some damage control: How many candidates wish they could have elaborated on a question, or totally blew it with a weak answer? Now’s your chance to correct your answer.
5. Suggest a solution to a problem: Prior to the interview you were unaware of a problem the company is facing. Now you know about the problem. If you have a solution to this problem, mention it in your follow-up or a more extensive proposal.
6. You want the job: You told the interview committee at the end of the interview that you want the job. Reiterate this sentiment by stating it in you follow-up note, which can be as simple as asking what the next steps will entail. This shows your enthusiasm and sincere interest in the position.
Demonstrating excellent customer awareness in the job-search process is key to your success in getting that desired job. Remember to conduct thorough research, write a resume that is written based on your research, perform stellar in the interview, and complete the process by following up.
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It’s inevitable. When an older job seeker delivers their elevator pitch to me, they lead with something like “I have 20 years of experience in project management.” My reaction to this auspicious beginning is that it’s not…auspicious. In other words, the person’s years of experience doesn’t impress.
The same principle applies to a resume; touting years of experience in the Summary doesn’t impress a reader. It certainly doesn’t impress me. And I imagine it doesn’t impress hiring authorities, as evident by a raging poll that is only two-days old on LinkedIn.
What impresses me AND employers is what you’ve accomplished most recently, say in the last five to seven years, and that your accomplishments are relevant to the employer’s needs. In addition, because you have 20 plus years of experience doesn’t prove you’ve been productive.
Angela Watts is a former recruiter turned recruiter has this to say about showing value over years of experience:
“Years of experience in and of itself means nothing… you may have been doing a job very poorly for 20+ years. Show me the accomplishments… the pattern of success across roles and companies… your compelling value proposition for THIS open position.”
Hannah Morgan is a career coach and speaker who advises candidates to talk about relevant value and using a hook to begin the elevator pitch and the resume Summary:
This has been a pet peeve of mine since I started! It’s always about what you know how to do (problems you solve). The number of years is irrelevant. Explain the level at which you perform your job! And yes, always get them with a hook. Make it relatable!
If you ask 10 people how someone should deliver their elevator pitch or begin their resume Summary (more about the Summary below), you’ll get 10 different answers. This doesn’t mean the answers will be wrong; it simply means the components of each will vary slightly or be arranged in a different manner.
Your elevator pitch
Following is my opinion on how to deliver the elevator pitch without stating years of experience.
Start strong
Instead of beginning your elevator pitch with the number of years you’ve been in occupation and industry, explain why you enjoy what you’re doing. That’s right, tell the interviewers or fellow networkers what drives you in your work. I’m tempted to say what you’re passionate about, but why not?
People like to hear and see enthusiasm. Especially employers who are hiring people for motivation and fit. Sure, technical skills matter. Employers need to know you can do the job, but your years of experience doesn’t prove you can do the job. “I have 20 years of experience” is a “So what?” statement.
Let’s look at a sample answer to “Tell me about yourself.” The following statement shows enthusiasm and draws the listener’s attention, especially with inflection in your voice:
I knew marketing communications was the route I wanted to take as soon as I realized what an impact it has stakeholders. Playing an integral role in getting the company’s message out to the public is one of my greatest pleasures, (slight rise in voice) especially when it increases awareness of our products or services.
Back it up with relevant accomplishments
This part of your elevator pitch is the most important, as you will speak to the employer’s needs. Two or three relevant accomplishments of what you’ve achieved most recently is best. But keep in mind they don’t want to hear your life story. Keep it brief, yet impactful.
(Big smile) One of my greatest accomplishments is having recently led a social media team of five who were able to increase traffic to my previous company’s website 250% since I took over. I was hired for the role because of my (slight rise in voice) leadership abilities and intimate knowledge of the platforms we used, such as: Facebook, LinkedIn, Twitter, Instagram, and YouTube.
(Slight pause)
One of my favorite aspects of communications is writing content for press releases, whitepapers, customer success stories, newsletters, and product releases. My former boss said I was the most prolific writer he’s seen. More importantly, (slight rise in voice) I increased our organization’s visibility by 40%.
(Another slight pause)
I know you’re looking for someone who can create and conduct webinars. I have extensive experience over the past five years delivering three webinars a week on a consistent basis. These were well received by our (spread arms wide) 10s of thousands of viewers. One of my favorites was interviewing the VP once a month.
Wrap it up with energy
You’ve made it to the concluding statement. Maintain the energy that makes you the go-getter all employers want. Make them look past your age and focus on what you’ve achieved. A strong ending will set the tone for the rest of the interview. Use the word “energy.” If you say it, they’re more likely to believe it.
I’d like to end by saying that I’ve received multiple awards of recognition from my colleagues for not only the expertise I demonstrated (slight rise in voice) but also the energy I exuded. In addition, I was often told by my boss that if she could clone me she would. I will bring to your company the experience required and the energy needed to get things done.
You might be an older candidate, but by not letting interviewers to focus on your 20-years of experience and more on what you’ve accomplished, your chances of wowing them will be greater. They would if I were interviewing you.
What about the resume Summary or Value Proposition?
I propose that your Summary shows personality as well as value you’ll deliver to the employer. You might consider it a miniature elevator pitch. The example below is written in first person point of view, which gives the Value Proposition more personality.
I Identify and minimize risk by predicting the demand for products and adopting new technology with no interruption to the process.
One of my fortes is implementing strategies to speed up the processes of packing, loading and delivering products, thereby increasing customer satisfaction.
“Shannon has brought innovative supply chain strategies to (company) which made us more efficient and save cost. Our customers were extremely pleased with Shannon’s attention to their needs.” Bob Jones, VP Operations, ABC Company
The quote is not a mistake. Quotes can be very impactful because what others say about you weighs heavier that what you say about yourself, especially if it’s coming from someone as high as the VP of operations.
Selected quotes from the poll
Kevin D. Turner: Experience naturally is both Quality & Quantity but I recommend not leading with Quantity. XX Years of Experience was once a perceived value and now can be a limiter to a sizable % of those decision makers who are doing the hiring.
To many, XX years of experience, could bring up thoughts like; ‘they are set in their ways and won’t do it our way,’ ‘they have so many years of experience, we just can’t afford them,’ or ‘How will Bob with XX years of experience relate to 95% of our staff that are Millennials and Gen Z’s?” Put Quality first and let them figure out quantity.
Karen Tisdell: In Australia starting a profile with “I have 20 years experience in…” is standard. It’s also counter to our culture of mateship. 20 years implies that you are better than someone with only 2 or 5 years, and yet we all know that people don’t always have to have years of experience to be brilliant at their job.
Only recently a client of mine won an industry award and he has only been in the industry 5 years, and two of those were part-time. I dislike the ‘where’s my crown?’ implication in the 20 years rhetoric, as you say Bob McIntosh – it’s far from auspicious. It’s snooty, top-down, hierarchical.
Rich Ormond: I think that years of experience are very relevant, although certainly not the totality. If what you say is the default way of thinking, then people like me are in trouble. I’ve essentially had three careers so far — renewable energy, international aid, and now career services.
What’s more, I’ve gone back and forth between them (especially the first two). If I can only count what I’ve done in the last five to seven years, then I can never transition back to a former career.
No, if I ever decide to do so, you can be sure that I will be relying heavily on my years of experience in those fields, citing my recent years only as building complimentary skills. For those like me who do not have linear careers, listing your years of experience in a field is a must, I think.
Virginia Franco: I agree completely — your years of experience isn’t nearly as important as what you’ve done during that time. That being said, it’s confusing for job seekers because job posting usually list desired years of experience!
Meg Applegate:I wholeheartedly agree, Bob! Lead with your unique value not length of tenure. Answer the “why does this matter?” question and the WIIFM questions that hiring managers are asking when reading your resume.
LAURA SMITH-PROULX:I cannot stand to hear elevator pitches (or read resume / LinkedIn summaries) that tout XX years of experience, Bob McIntosh, because there are SO many better ways to describe oneself!
I have the unfortunate lens of having worked at an organization with longtime employees who’d simply clung to their jobs, with no real innovation or achievements to claim. Mere survival in one’s industry is of little value.
The other problem with this statement is that you could be up against candidates with a similarly lengthy career – and THEN what will you use for differentiation? Employers can quickly read or interpret your age and length of experience. Your career branding approach (throughout your elevator pitch and documents) must take care of the rest
Debra Feldman: ⚠ Years of experience can set off an alarm for older candidates. Rather emphasize accomplishments that are relevant to the needs of the employer. What’s that saying about it’s not the years in your life but the life in your years!
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Three career strategists recently weighed in on ageism in this post. All three couldn’t deny that ageism exists, but the question is when does this deterrent to employment effect older job seekers? The most obvious of stage in the job search is the interview. This is why older job seekers need ways to combat ageism.
Unlike other career coaches, all my clients are active job seekers, not ones who are gainfully employed and looking to pivot to a new opportunity. It’s a well known fact that some employers erroneously prefer to hire passive job seekers. Ding one against my clients.
Job seekers are seen by some employers as “damaged goods.” Coupled with being an older job seeker, the label “damaged goods” takes on new meaning. It means that their ability to grasp technology isn’t as great, they are slower to perform, they are inflexible, and they get sick more often; all of which isn’t necessarily true. Ding number two.
The average age of my clients is 55. The age disparity isn’t great, probably between 45 and 65. Anyone who’s over 40 is considered an older worker, according to the Department of Labor (DOL), which means their tax bracket is a deterrent for employers. In other words, you expect too much money. Ding number three.
One complaint my clients express is they’re being told that they’re overqualified for the job at hand. While this might be true, some of them are willing to take on jobs that require them to utilize skills they’ve used in the past. They’re also looking to step down and be an individual contributor. Ding number four.
The final hurdle they have to face is the economy which has contributed to their long-term unemployment, being jobless for more than six months. As we all know, the chances of getting a job at this point is very difficult. In the Job Club I run, many attendees have been out of work for longer than a year. Ding number five.
Does this mean my clients don’t have a chance of landing a job? Of course not. Many of them are securing employment, albeit slower than they’d like. They have acknowledged the challenges with which they’re presented and see it “as the way it is.” However—a big however—this doesn’t make their job search easier.
How to do well in the interview
These are four stereotypes employers have of older job seekers. To succeed in the interview, you’ll need to dispel them with the correct verbiage and attitude. You’re skilled and have rich experience. It’s your presentation that matters.
You are actively looking for work
This means you’re hungry for work. No, you’re starving for work. And the good thing about you is that you’re not running from a current employer; you’re running toward this potential employer. You and I know employers should hire you for a number of reasons. Nonetheless, the question will be, “Why did you leave your last job?”
Regardless of the situation, you learned a great deal from your past experience and want to pass it on to this new employer. You acquired skills that will make you the obvious choice for this role, as they closely match the ones required by this employer.
Break it down during the course of the interview addressing the must-haves as well as the skills and experience that can be a bonus to the employer. Most importantly, demonstrate the value you’ll bring to the table by telling your S.T.A.R. stories to answer behavioral-based stories.
But don’t wait to be asked. Open with, “I’m truly excited about this role, not only from what I’ve gleaned through my research, but also because my experience closely matches your requirements. For example, you need someone who can manage projects that are completed on time and under budget. I’ve done this at my previous two companies….”
You are “damaged goods“
This is ding number two and, quite honestly, offensive to my senses. This is the running belief and needs to be put to rest. In the interview is the ideal time for you to prove they’re capable of getting back in the saddle, that you’re vibrant and as capable, if not more, than younger workers.
Cut the interviewer/s off at the pass. You’re hungry for work and have most of the required skills, so you need to express this with your first impressions and an answer to questions like, “Why did you leave your last position?” You’ll be asked this question to slip you up. Don’t let the interviewer/s do this.
Tell them that you enjoyed your last position and the people with whom you worked but, unfortunately, you were laid off among other people in your department or company. To the best of your knowledge, your boss thought you did a great job, and that you expect your performance to stay on par.
It might be that you were let go for poor performance, conflict with your boss, or some other reason. Own this and say that you learned a great deal from the situation. You’ve had time to reflect and are ready to return to the great employee you were prior to your unfortunate departure. Make this answer short and sweet.
You expect too much money
First of all, you better be or else you’re in the wrong room. There’s no faking this. Be real with yourself and don’t expect to take a job that pays half of what you made in the past. When my clients tell me they’ll settle for 80% of what they made in the past, I tell them they might have a case for accepting the position.
If you’re willing to take less than what you made in your previous role, it’s because you can swing the cut in pay with little or no impact on your life style. Most of the major bills have been paid, such as tuition, mortgage, car payments, etc. You’ll actually be better off by accepting this role because you’re in a better space.
Beat them to the punch by telling them that you are aware from speaking with the recruiter that you’ll be taking a cut from your previous job which is fine because of the aforementioned reasons. Explain this with conviction. Don’t leave doubt in their minds because if there is doubt, you won’t be able to make the sale.
You’re overqualified
This is one of the toughest objections to beat. When you’re literally told, “You are overqualified for this job,” it’s a hard pill to swallow, especially if this is true. You’ve probably been told to say, “I’m not overqualified, I’m fully-qualified,” which is all good and true.
But here’s the thing: employers are afraid you’ll be bored and be looking for more money, so you’re going to look for the next best thing. We have to admit this is a valid concern.
Here’s your rebuttal: you are fine with taking on responsibilities you’ve performed in the past. Why? Because you want to take a step back. You’re tired of the stress that comes with being a VP, manager, or supervisor. This is understandable and needs to be expressed during the interview in a diplomatic and compelling way.
Another tactic you might take is by saying, “I understand your concerns. I would have the same ones. However, I will add more value to the organization with my skills and experience, and I’ll be a mentor to the other purchasers. Would you rather hire a Ford Focus or a Mercedes?” You might want to leave this last part out.
You’ve been out of work for more than six months
Long-term unemployment is a beast. You’re among the age group that is hit hardest by it. According to TradinghEconomics.com, the U.S. unemployment rate is 6% which only counts those who are filing for unemployment. Finding a job not an easy task but not impossible. Ask many of my clients who’ve landed jobs.
When it comes to first impressions, first and foremost enter the room like you own it. Enthusiasm is key here. And you need to maintain it throughout the interview/s. I can tell which ones of my clients get this when I advise them on interviewing and conduct a mock interview with them.
It’s the vibe they give off. They smile, their eyes light up, and their handshake is firm, yet gentle. There’s no hint in their tone that they’ve been out of work for too long than they want. Conversely, I can read the ones who can’t pull off the act like a book. They just haven’t mastered the attitude yet. And for some of them, it takes a while to master and ultimately land.
In the interview you’ll have to demonstrate your ability to perform the job, despite being out of work for more than six months, by answering the job-related questions. This speaks to your knowledge of the position, so make sure you’ve done your research.
You’ll most likely be asked why you’ve been out of work for X number of months. COVID-19 is a good cover, but be able to explain how you’ve been improving your skills by taking training, attending networking events (particularly valuable for salespeople), volunteering, or working on a contract basis. Being able to address this question will do you well in the job search.
In order to succeed in an interview, you’ll need to be prepared to address these stereotypes employers hold against older job seekers. They aren’t insurmountable and have to be handled with the right attitude. My last bit of advice is to not enter the interview thinking you’re going to face ageism. If you do this, the battle is already lost.
When it came to baseball, my dad used to say, “You won’t get a hit if you leave your bat on your shoulder.” This was his way of saying to try. He also said a big league ball player who bats .333 was considered a very good hitter. “That’s 3 hits out of 10, Bob,” he said.
Here’s the thing, you sure as hell won’t get even close to batting .333 in the job search if you don’t try. Here’s the other thing about the job search; you probably won’t nail every land the jobs for which you apply, but that’s okay. If you interview with 9 companies and get 3 job offers, Dad would say that’s a great batting average.
Try
Dad’s advice on trying wasn’t just about baseball. He was a brilliant man and offered advice on academics, but I didn’t heed what he said as much as I should have. That’s neither here nor there. In the job search you need to try, but more importantly you need to be smart in your search.
Research
The best big league hitters know who they’re batting against. They’ve either faced them many times or they watch film. The ones who’ve faced the pitchers before are more likely to succeed because they know when and how well their opponent can throw a curveball; slider; change-up; or worst yet, a knuckle.
Or they could strike out every time because some pitchers own opposing batters.
Researching a position, company, competition, and even the interviewers is the most underutilized method in the job search. Why? Because it takes grit and the rewards aren’t immediate. Many job seekers don’t see the value in it. But if you don’t do your research, it comes back to bite you in the ass.
You know it and the interviewer/s know it come interview time that you haven’t done your researched. You’re asked simple questions like, “What can you tell me about this position,” or “Why do you want to work for out company.”
You struggle to recite even the simplest requirements of the job or the products and services the company offers. It’s embarrassing for you and the interviewer. It’s like when a ball player swings at a pitch in the dirt and walks back to the dugout with his head hung low.
Apply online
Dad was an excellent baseball coach; my coach, in fact. What made him so great was his strategic mind. Applying online takes a strategic mind. One thing recruiters would say is don’t apply for jobs for which you’re not qualified. It’s a waste of your and their time. This is my first piece of advice.
Not to belabor the point, but if you’re applying for jobs through job boards and company websites, make sure you’ve done your research (first point) and that your resume is tailored to each job and speaks to the employer’s needs.
Additionally, when you tailor your resume, recruiters find it easier in their applicant tracking system (ATS) by entering a Boolean search. Therefore, it’s among the first read. A resume with the proper keywords and density of keywords gets more attention.
Perhaps most important is that a tailored resume will show the employer you understand their needs whether it’s reducing costs, improving processes, or other ways your can help the company. You also should prioritize statements by listing the most relevant experience and accomplishments closer to the top of the resume.
Network
When I ask my clients if they enjoy networking, the majority of them are either uncomfortable doing it or downright hate it. Dad’s other advice about baseball is that the season is long. A great hitter might start the season with a .235 average but by the end of the season is hitting .333.
The thing about networking is that it takes time. There’s an amount of relationship building that needs to take place. For example, here’s the way it might go:
First: ask one of your first-degree LinkedIn connections to introduce you to introduce you to one his first-degree connections. If you’re more of the in-person networker, pick up the phone and ask one of your closest contacts to facilitate a phone call with your target contact.
Second: when an introduction is made, begin a light conversation with said person, while also fitting into your experience and the value you bring to companies. Ask the person if they’d like to have a follow-up correspondence and when you should call them.
Third: after a certain number of conversations, ask if your contact would like to meet for coffee providing they feel safe in this current environment. If they don’t, video conferencing is always an option.
Fourth: by this time you and your new contact are on the same page in terms of the mutual value you and they can provide. It’s time to make “the ask” for an informational meeting where you can discuss their company and the role you’re seeking.
Or you might want to indicate through your research that you see the possibility of making a contribution to their company. If the former isn’t possible, always try to leave the conversation with another person with whom you can speak.
Outcome: after developing a network of decision makers or strong allies, when jobs are developing in companies, you’ll be one of the first to know. Or if a job is advertised, you could have your resume delivered to the hiring manager of the department for which you want to work.
Note: it might take more conversations before you’re comfortable making the ask. Some believe it takes 7 points of contact before a relationship is truly established.
Or, networking can be as simple as handing your resume to your neighbor, who hands it to the hiring manager of the department for which you want to work, many talks ensue, you’re interviewed for the job, and you’re hired.
This happened to a customer of mine who told me he hadn’t networked to get the job. I didn’t want to bust his bubble and tell him he had. Networking comes in many shapes and forms.
Prepare for the interview
This leads us back to research and a bit of networking if you can. My dad got me good one time. It was when the Russian national hockey team came to play our hockey teams. Dad bet me five dollars that the Russians would beat the New York Rangers–the first team they met.
When I watched the game and saw the massacre, Dad laughed at me saying he had heard about the victory on the radio before the game was televised. He had done his research…in a way. But this is how you will have a leg up on the competition who, for the most part, won’t do their research.
You can research the position by reading the job ad. You can research the company by going to their website. And you can research the competition by going to their website and Glassdoor. But a far better way to research the aforementioned is by talking with someone who works for the company. Leading us back to networking.
Practice hard. Great baseball players will practice with the team, of course, but they’ll also practice on their own, taking hundreds of additional at-bats and fielding ground balls. Along with researching the position and company, practice answering the questions you think interviewers will ask.
Another area you’ll need to prep for is your background and other important factors when being interviewed via video. What is an appropriate background, you might wonder? Anything that doesn’t distract the interviewer. A bookshelf or wall with tasteful paintings are fine. Also make sure the lighting is right.
Land the job; do well in the interview
“Teams win when batting, fielding, and most importantly pitching are doing well,” Dad would say. “Teams must have all three.” Dad also said errors will be the downfall of a team. “Mental errors are a killer.”
Try hard to get all in place and don’t make mental errors. This can sum it up when it comes to interviews. This means your interview road started with research. Smart job seekers will do anywhere between four to 10 hours of research.
Let’s touch lightly on first impression. As interviews are being held in person and via video platforms, eye contact is essential. Look at the camera, not the interviewers’ eyes. Smile as much as you can without overdoing it. In other words, don’t come across as fake.
You’ll be asked three types of questions, traditional, and behavioral-based. Technical questions follow under traditional types. A question like, “Why did you leave your last job?” Is also traditional.
Note: most traditional questions are predictable; you should know the answers for them before arriving at the interview.
Situational questions are a little more difficult, as they make you think of how you would solve a particular situation, such as, “What would you do if two of your employees were having a dispute?” You should answer this one successfully if you’ve read the job ad and know questions about leadership will be asked.
Behavioral-based questions are asked because interviewers believe how you behaved in the past is a true predictor of how you’ll behave in the future. They’re also asked to measure your emotional intelligence.
An example of a behavioral-based question is, “Tell me about a time when you came across two of your employees having a dispute.” See the difference between this and the situational question? To answer this question successfully you must have experienced this situation.
You also have to have your S.T.A.R story ready. Explain the situation, your task in the situation, the actions you took to solve the situation, and the final result/s.
Don’t settle
Know the kind of company for which you want to work
Earlier I said batting .330 in the job search and landing only 3 out of 10 jobs for which you apply is pretty damn good. Well, it’s only good if you land the ones you desire.
Go after companies that support your values. Don’t simply apply for jobs that are advertised–that’s reacting. Reach out to the ones for which you want to work, which brings us back to research and networking. Identify those companies and network your way into talking with people in those companies.
Has it always been the case that shorter is better? I’m sure there was a time when verbosity was appreciated; when long-winded stories captivated the listeners. Even elevator pitches—statements that answer, “Tell me about yourself”—were longer. I remember a workshop I led where I encouraged two-minute elevator pitches.
But times have changed. I’ve changed. An elevator pitch that’s anywhere between 30-45 seconds is more digestible. One that’s 90-120 seconds is a tad long. Two minutes is way long. This is my opinion. The trick job candidates need to learn is mastering a short, yet value-packed delivery. Again, my opinion.
It matters where you deliver your pitch. At a networking event, your elevator pitch can be 15-30 seconds. Any longer is considered obtrusive. In an interview keeping it under 45 seconds is advised.
But wait? you ask. To answer the directive, “Tell me about yourself” requires a longer explanation in an interview; certainly more than 45 seconds. Here’s my question for you? How long is the average attention span of a human being? I’ll tell you. Eight seconds.
This isn’t to say that after eight seconds we zone out and stop hearing what others are saying. No, we zone out and zone in. Here’s another fact, the attention our attention span has decreased from 12 seconds in 2000 to 8 present day. Says Time magazine, the Telegraph, the Guardian, USA Today, the New York Times or the National Post.
Dr. Gemma Brigg from the BBC disputes this: “It’s very much task-dependent. How much attention we apply to a task will vary depending on what the task demand is.”
This article is not about the average attention span of a human, though. It’s about the proper length of an elevator pitch. According to a LinkedIn poll, which has garnered more than 7,000 votes, 16% say the pitch should be approximately 15 seconds, 46% 30 seconds, 31% 45 seconds, and 8% more than 45 seconds.
Here’s are the outlines some interview-prep pros and I offer to structure your elevator pitch. Notice, like snowflakes, that no two are exactly alike, save for the fact that expressing your value is a key element of all elevator pitches. These outlines are laid out in the discussion of the poll.
Sarah Johnston ✔ The hook ✔ 2 Strengths that relate to the job ✔ And WIFM (Which stands for “what’s in it for me?)
Rachel Montañez ✔ Story ✔ Story climax/intrinsic motivation ✔ Evidence of your capabilities and not just your skills ✔ Current goal – Tie it to the corporate values
Me ✔ Ask yourself, “What are the companies pain points?” ✔ Demonstrate your value in form of your passion for the job. ✔ Next talk about your relevant accomplishments. ✔ Why you’re a fit.
KRISTIN A. SHERRY ✔ Three strengths you bring to the job ✔ Plus, the value results ✔ Plus, a story to back it up
ALEX FREUND ✔ Provide some concrete facts the of work you performed. ✔ Give an example of a professional success story. ✔ To follow up immediately on that, ask the interviewer a question about the job’s responsibilities.
This still leaves us with the question of how long the elevator pitch should be. Here are the stats again: 16% of voters say the pitch should be approximately 15 seconds, 46% 30 seconds, 31% 45 seconds, and 8% more than 45 seconds.
Let’s hear it from some career-search strategists
Of the 7.065 who voted, some had opinions on the length of the elevator pitch. Most agreed that it depends on the situation, but given the nature of LinkedIn’s polls, listing all the variables is not an option.
Hannah Morgan—Context matters A LOT. Is this pitch being delivered during a job interview? Is it a first interview? Who is asking the question (HR, recruiter, hiring manager).
All these things matter and that’s why one answer won’t work all the time. Attention spans are short. But if you are interviewing for a job, you have up to 1 minute to convey why you are interested and a fit for the role.
Austin Belcak—I’d encourage people to time themselves before answering Bob! I’m a BIG fan of being direct and concise but it’s pretty darn hard to get everything across without leaving out value in <30 seconds even if you have it down pat.
Jim Peacock—I voted longer than 60 seconds because I often think it is more like a conversation about value you bring to the company…specifically that company. If it is in an interview situation then less than 2 minutes for sure.
KRISTIN A. SHERRY—Being able to share your pitch in 60 seconds or less demonstrates confidence and clarity about the value you bring. People can ask for more detail if they want it, so it’s best to be concise. Thank you for the mention!
Angela Watts—As we know, there is rarely a one-size-fits-all approach to these kinds of things. I think it’s always a good idea to err on the side of speaking briefly and allowing the other person to hone in on what interests them most.
Ideally, you would give the pitch and they would be so intrigued by something you said that they will ask for more. When this happens, you’ve got their full attention and intrigue.
Jayne Mattson—If you are referring to being asked “tell me about yourself” as the first interview question, your answer needs to apply to the position. Your examples ideally should be related to what you will do in this role. Have it be 2 minutes and well prepared, so you don’t ramble.
I work with clients on answering with their head and their heart. I always encourage someone to share something about their human side too. After all they are hiring a human being and you can use something that relates to the culture or mission
LoRen 🚀 gReiFf —I advise for 60 seconds; right not rushed. Which means no fat. And the other key to getting it right is lots of practice. “I fear* not the man who has practiced 10,000 kicks once, but I fear the man who has practiced one kick 10,000 times” – Bruce Lee *Of course the goal isn’t to generate fear, but the take away still applies!
Wendy Schoen—This is a question that is asked in EVERY interview. And a canned answer isn’t going to do it. I am a believer in the 60 second answer. It needs to be tailored to the specific job/company you are interviewing for/with.
It needs to cover who you are, WHAT you have accomplished and WHAT/WHY you are sitting in that chair today! IF you are able to craft the answer in a story, all the better for you. Engage the interviewer with your answer!
Ed Lawrence—In my MCOA sessions, I advocate a concise answer for networking situations. I follow Stephen Melanson’s approach—aim for 15 seconds: continuing if there is clear interest or a question from the other party.
I direct people to work on their 30 second elevator speech, if they want to. I then say it can be the basis for their interview answer to “tell me about yourself.” I think the goal there is one minute. Two at the absolute max and only then if you have led a fascinating life.
Becca Carnahan—I go with three relevant strengths, brief examples/stories, why you’re looking to make a change (in brief- one major reason related to growth/investment in industry/function/role, and why this company is the ideal fit. I recommend 60-90 seconds because the extra length helps answer the interviewer’s next question and ties the interviewee’s experience directly to the role.
Paula Christensen—The pitch length depends on the audience. I recommend between 30-90 seconds. Job seekers need to use their intuition here. The elevator pitch will be longer for someone in your industry who is engaged, like an interview with a hiring manager. Use a shorter version for networking.
Sweta Regmi—It depends on the role, industry and job description. I have coached up to 2 minutes. Use the tactics of commercials we see on TV. If you could pick one pain point on tell me about yourself and say “why you can solve their ongoing problem.” it hits the hiring manager’s head.
Have them at hello. “I understand that your customer satisfaction survey was only 60% last year. I have a formula on how to get that higher. I have saved xxx for my previous company” Dare to show numbers on tell me about yourself.
Rebecca Oppenheim—This is a really important topic – but I strongly disagree with a “one size fits all’ approach. It’s like telling people their resume needs to be X amount of pages. Too many variables. Unfortunately, many interviewers start out with “so tell me about yourself.” And if you go on for a long time, monopolizing the conversation, you’ll lose the interest of the interviewer before you even get started.
Ana Lokotkova—The way I see it, anywhere between 30 and 60 seconds works well. You want to be concise, but at the same time give enough “flavor” to leave the other person curious for more.
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