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#BestofFSCBlog : Reality Check- Recruiters are Not your Friends. There’s No Such Thing as a Professional Job-Finder. MUst REad!

October 13, 2022/in First Sun Blog/by First Sun Team

This fact may burst a bubble for most job seekers. The hard reality is job seekers have the wrong idea about what recruiters and headhunters do for a living. When one starts a search for a new job, the first professional they may try to connect with is a recruiter. A recruiter would know where to find a job…right? They can take the resume and push it to everyone they know…right? Dead wrong.

Here is the hard-core truth. Recruiters are too busy to call anyone their company isn’t ‘interested in’ for a specific job. Recruiters will not return phone calls, voice mail, email, or text messages to strangers or applicants who don’t meet the minimum job requirements. They are already overwhelmed with communications trying to find the ‘perfect candidate.’ If you are not ‘the match,’ – you can talk ’til you’re blue in the face,’ but it won’t change circumstances. You will only waste your and the recruiter’s time.

There’s no such thing as a professional job-finder. Resume writers, career advisors, career counselors, life coaches, or outplacement service professionals may operate with parallel tasking – but they’re not job-finders. Recruiters are candidate finders. It’s not their responsibility to find a job for job seekers. Don’t blindly contact recruiters and ask them to help you find a job.

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What Skill Sets Do You have to be ‘Sharpened’ ?

Did you know? First Sun Consulting, LLc (FSC) is celebrating over 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, UK, & Mexico!

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

Article continued …

It’s also a numbers game – job seekers submit resumes, aim for multiple interviews, and hope for an offer letter. Recruiters review hundreds of resumes from websites, headhunters, or employee referrals for each position, query the resumes for matching keywords, and send the top 5-10 results to a hiring manager. The hiring manager picks the top three to interview and make a decision based on salary (budget), availability, knowledge, skills, experience, abilities, and personality in the interview.

It sounds harsh, but it is reality. Finding a job is not a matter of justice, fairness, or luck. No one owes anyone a job. Recruiters are your ‘friend’ only if you meet the immediate requirements of an open job requisition. Recruiters don’t have time to invest in job seekers, their inconveniences, and their car or family problems. Recruiters do care about recruiting, filling jobs, keeping hiring managers happy, and staying within a staffing budget. They will be polite to qualified candidates and perform the steps necessary to get that candidate hired. Likewise, hiring managers do not care about applicants’ inconveniences and problems. Hiring managers care whether the qualified candidate has great skills, stays within a labor budget, and can get the job done.

Recruiters and headhunters are ‘people finders,’ not ‘job finders.’ They have a set number of specific openings at any given time and usually only hire one person per seat. One. Recruiter’s jobs are to conduct a ‘high throughput’ process. It is a matter of getting the right resume with the needed skill set to the recruiter to solve a company’s problem.

Job seekers must ask when the decision will be made during the interview. If the company is interested in hiring, they’ll call. If you know when the position closes, call the day after if you haven’t gotten a ‘sorry, we found another more qualified candidate’ message. One call…no more. Drop that job lead into the dead file if you get a voicemail and no callback. Most recruiters have an email management system within their ATS, and there is a chance they’ll notify the ‘rejects.’ But most likely, they don’t have time for follow-up.

To summarize, there is little point in calling a recruiter to ask them to help you, the job seeker, to find a job. Job seekers should recognize the recruiters’ viewpoint for what they do for a living. It is up to the job seeker to find that job and apply. It’s not a recruiter’s responsibility to help the job seeker find or get that next career position.

FSC Career Blog Author:

Dawn Boyer, Ph.D., is an associate of First Sun Consulting, and the owner of D. Boyer Consulting – providing resume writing, editing, and publishing consulting services. Reach her at: Dawn.Boyer@DBoyerConsulting.com or http://dboyerconsulting.com.

Bio: Dawn D. Boyer, Ph.D., manages and operates a consulting firm in Norfolk, Richmond, Colonial Beach (Dahlgren), and Gloucester, VA. Her background is 24+ years in the Human Resources field, of which 12+ years are within the Federal & Defense Contracting industry. She is the author of 940+ books on business, human resources research, career search practice, women’s studies, genealogy lineages, and adult coloring books. Her books are listed on Amazon.com under her author’s page for Dawn D. Boyer, Ph.D.

FSC Career Blog | October 13, 2022 | Dawn Boyer, Ph. D.

SEO Key Words for Internet Posting:

applicants, ATS, Candidate finders, Career advisors, Career counselors, career position, communications, dead-file, email management system, employee referrals, experience, fairness, follow-up, friends, headhunters, high throughput process, hiring manager, hiring managers, interview, job finders, Job requisition, job seekers, justice, keywords, knowledge, labor budget, Life coaches, minimum job requirements, offer letter, Outplacement service professionals, people finders, perfect candidate, personality, Phone calls, professional, professional job-finder, qualified candidates, Reality check, Recruiters, resume, Resume writers, review, skills, strangers, text messages, voicemail

#JobSearch : Surprise -The Hiring Manager Is More Anxious Than The Job Seeker. What Hiring Managers Obsessively Worry About. MUst REad!

June 28, 2022/in First Sun Blog/by First Sun Team

Here is a hack that will make you feel more confident in your job search: the interviewer and hiring managers are more nervous than you are.

It’s hard to wrap your mind around this concept, as people are indoctrinated to think that job seekers should be the ones who are nervous and anxious going into an interview. They worry about being judged. Job hunters must contend with the shame of not moving onto the next level in the interview process. Even worse, they don’t receive feedback and get ghosted. The hiring process feels—to the job seeker—like the company, human resources, management and internal talent acquisition professionals hold all of the power.

What Hiring Managers Obsessively Worry About

A supervisor needs to hire. They want to make sure that the applicant possesses all of the requirements listed in the job description. The interviewer also wants to feel that they can click with the candidate and forge a mutually beneficial relationship.

If a person is a software engineer, the company can test their skills during the hiring process to tangibly assess their coding abilities. It’s not that easy for the average job seeker. You almost have to just hope for the best. The manager is at a disadvantage, as they rely upon what the candidate says about their background, skills and experience. While references are called upon, most candidates scam the system. They only provide the names of people who they know will say warm and glowing things about them.

If the manager decides to make an offer and it doesn’t work out well, the supervisor loses political capital and is embarrassed. For instance, once an offer is extended, it takes time to be reviewed and approved by senior-level executives.

Oftentimes, especially in hot job markets, there is a lot of haggling concerning compensation, stock, options, benefits and corporate title. There may be an uncomfortable debate over the permitted work style—remote, hybrid, in-person, relocation to a lower-cost location or being a digital nomad.

The back-and-forth changes to the offer letter, which drags in human resources and a layer of management can start to irritate the bosses. They have their own work to do and feel that the direct manager can’t handle it.

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What Skill Sets Do You have to be ‘Sharpened’ ?

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

Article continued …

What Could Possibly Go Wrong?

A job seeker, who said they love the job, spends weeks nitpicking the offer letter, finally accepting the offer. Everyone involved breathes a sigh of relief. The team members are ecstatic over the news, as they’ll get some relief with the new hire.

The day before the new hire is supposed to start, the person emails the human resources representative involved with the process and copies everyone else, writing, “I’m sorry to have to let you know, but I’ve accepted another offer from a different company.” The now-former incumbent adds, “The other organization is paying significantly more money, is allowing me to work remotely and didn’t give as much pushback as you did. At the end of the day, I’m sure you appreciate that I need to do what’s best for my family.”

The direct supervisor is mortified. They feel betrayed and embarrassed. Over the three-week notice period, they were reassuring the senior executives, human resources and everyone else involved that things were going well. The office was already set up, including a computer, phone, desk, chair, paintings on the wall and a welcome gift package with balloons.

The team was anxiously awaiting the arrival of the new team member, as they’ve been putting in long hours and weekends, helping with the extra workload. Now, they’re confronted with the harsh reality that there’s no help coming to the rescue. Even if the company commences a new search, it could take months. The workers will likely all complain and at least one person may quit for another job elsewhere, placing additional stress on the remainers.

The candidate in question moved on with their life. They are happy to have received a great offer. Meanwhile, the manager is miserable. The person feels that they let everyone down. The next level up is upset that this turned out so wrong. They now have to worry about the safety of their own job.

Lack Of Interview Training And Time Constraints

For some reason, leadership feels interviewing is an easy and natural thing to do. A quirk in the corporate system is that a sizable number of managers, who may be great at their jobs, don’t possess the social skills and etiquette to effectively interview people. It looks easy, but it’s not. Companies generally don’t offer interview training courses. They just assume managers will know what to do. This accounts for why you always get the clichè job questions. For many professionals thrown into the hiring process, interviewing is a frightening, nerve-wracking experience.

It’s also stressful, as they’re pulled away from their core responsibilities to read through dozens of rèsumès, coordinate and meet with three to 10 applicants over six months. For an extended period, the hiring manager needs to juggle his workload, oversee the staff and stay heavily invested in the recruiting process.

The next time you go to an interview and notice that the boss looks harried, worn out, unprepared and clearly didn’t read your rèsumè or view your LinkedIn profile, you can understand why, as you are now aware of what goes on behind the scenes.

The Paralyzing Effect Of Groupthink

It used to be that a candidate would meet with human resources, the boss and maybe one or two other people within a few weeks to a month. The current trend calls for a candidate to meet with the human resources, the manager, the manager’s boss, other executives within the division, peers, underlings, business counterparts and some others who clearly don’t know why they’ve been invited.

With so many people involved, the process becomes long and clunky. As up to 10 people need to be looped into the interview process, there will always be someone who is out sick, stuck on a conference call, running late or simply forgot to put it into their calendar. This process needs to be repeated over and over again for around six to 10 candidates.

No one wants to be the one to make the final decision, as they don’t want the finger-pointing and blame, in case the incumbent employee turns out to be a disaster. The hiring manager will lean on the other interviewers to weigh in with their opinions. If there are a few dissenters, a low-confidence manager will remove the person from consideration and the process starts all over again. This is similar to the annoyance of trying to get family members or a group of friends to all agree on a movie to watch or where to go for dinner.

Fear Of Lawsuits Or Being Called Out For Biases

This topic is largely avoided in polite circles. Ten-plus years ago, human resources or the hiring manager would offer feedback and constructive criticism throughout the hiring process. If the candidate was not selected for an offer, the HR person or hiring manager would tell them the reasons why they were not chosen. It was an uncomfortable conversation, but it was made. The company deemed it the right and fair thing to do by offering its reasons as to why the applicant wasn’t moving forward—giving the job seeker closure.

In today’s litigious society, everyone is worried about lawsuits or being labeled. There is a fear that if feedback is offered, it could be misconstrued as being sexist, racist or some other prejudice or bias. People involved with hiring are afraid of having their reputation ruined and being fired or viewed as a pariah. An allegation could lead to their career being over. No other company would touch them. The path of least resistance is to ghost the applicant and not say or write anything at all.

How You Can Benefit From The Situation And Close The Deal

Now that you know what is happening behind the curtains, you realize that the people responsible for hiring have to deal with stress, fear and anxiety. Of course, if you are in between roles, you suffer from similar feelings. However, the applicant can always walk away. The HR professional and everyone involved with the recruiting process are still at the company.

You can use this information to your advantage. You know now how to play the game. Make the interviewer’s life easy by offering days and times that work best for the hiring manager. Show up with extra copies of your rèsumè. Have a tight, concise elevator pitch handy, in case they didn’t do their homework on you. Be polite and understanding, as you know the hoops that they are made to jump through. You also won’t get as offended now that you understand their challenges.

A key takeaway to closing the deal is to say, “I enjoyed the conversations with everyone. The company and people are all great. My experience, background, talents and education meet and exceed all of the requirements on the job description. I believe that I would be a great candidate and offer value to your organization.”

Then, you go for the close, “If you would offer me the role at the compensation we discussed, I’d happily accept the offer!” Add, “I promise that if the offer is extended I won’t entertain a counteroffer for a competing offer from another company.”

This will make the nervous hiring manager relax, as they know they found the right person who will take the offer and end the laborious hiring process. The boss can go back to their job, the staff gets additional help, you get a great new job and everyone is happy.

Forbes.com Author: Jack Kelly

Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.

Forbes.com | June 28, 2022

#BestofFSCBlog : Six(6) Things To Remove From Your Résumé. Note: Manager Spends Less than 10 Seconds Looking at your Resume.

August 20, 2020/in First Sun Blog/by First Sun Team

A résumé serves as the first impression you make on a hiring manager, so it needs to be laser focused to include only what’s most relevant and most likely to help you get the job.

With the average amount of time a hiring manager spends looking at a résumé clocking in at less than 10 seconds, it’s important that in those few seconds they see information that makes them want to put your résumé in the interview pile. To improve your chances of that happening, remove these six things from your résumé.

Dates other than listing your work history.

Unfortunately age discrimination, whether intentional or unintentional, happens more often than it should. The only dates that belong on your résumé are the dates of your work history. Graduation year and dates from any other certifications or qualifications should also be left off. Your degree and any other qualifications are what matter, not when you got them.

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What Skill Sets Do You have to be ‘Sharpened’ ?

Article continued …

Details that give away your age.

There are some subtle and not so subtle details that can give insight into your age.

Including your GPA, using your school email address, and embellished job descriptions for entry level positions (ie, managed customer expectations while expertly crafting espresso beverages as a description for a barista position) are indicators of a younger candidate. On the other hand, using a font like Times New Roman, having an AOL or Hotmail email address, and even something as subtle as double spacing after a period are indicators of an older candidate.

Large blocks of text.

You want to optimize your résumé to be both easily skimmed and read. Large blocks of text require more effort to read and are more likely to be skipped on a first glance. Use bullet points for easier readability and to ensure that the information you want to highlight actually gets read. The easier a résumé is to skim, the more likely it is that the hiring manager will take a thorough look.

A photo.

Having a photo opens you up to potential discrimination. Whether that discrimination is intentional or unintentional, it’s still detrimental to your chances of being hired. Your appearance has no bearing on your ability to do the job, so therefore your photo has no place on your résumé.

Links to social media that aren’t relevant.

Your LinkedIn profile should always be included on your résumé, but choosing which other social media channels you list needs to be intentional. Remember, everything on your résumé needs to serve a purpose, so any social links you share need to showcase your professional abilities.

The social links you include will be highly dependent on the industry and specific job you’re applying for. Think of it this way – will sharing your social media do anything to improve your chances of getting hired? Does it serve as example of your work? If you answer yes to one or both of these questions, include it. If not, leave it off.

Your address.

Listing your address gives the hiring manager another factor to consider that you don’t want them to – your location. Especially now with remote work being the norm, where you live is practically irrelevant. For example, if you live in California and apply for a position in New York, the hiring manager might not consider your application even though the position is remote due to the time difference. You’re fine working in a different time zone, but the hiring manager has no way of knowing that. To prevent this issue, leave your address off of your résumé.

Forbes.com | August 20, 2020 | Ashira Prossack

Hiring Talent -12 Key Actions Managers Should Perform During The Hiring Process.

December 13, 2019/in First Sun Blog/by First Sun Team

Potential hires are always on their best behavior in interviews. The hiring company needs to do the same, and hiring managers, being the first point of contact, have the most responsibility for a good impression.

A business that intends to hire the best talent has to show candidates why they should consider working here. That’s where the ability of a hiring manager to engage the potential hire and upsell the company as a workplace comes in handy.

Below, 12 members of Forbes Human Resources Council offer actionable advice on how hiring managers can engage potential employees during their interview and how to make them feel more at ease.

1. Provide A Personalized Experience

Today’s candidates should be treated like customers. Hiring managers must keep them informed throughout the hiring process and leverage technology to improve the candidate journey. If an applicant isn’t suitable for one role, they may be suitable for another in the future, so relationship building is key. – Kim Pope, WilsonHCG

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What Skill Sets do You have to be ‘Sharpened’ ?

Continue of article:

2. Remember You Represent Your Organization

As a hiring manager you are the face of the organization. How you dress, speak and act on your social media, in your organization and outside shows your level of professionalism. You need to be aware that you should be speaking to the values of the organization when you representing your organization. If you work in the health field and you are seen with a cigarette, that would not be aligned. – Tasniem Titus, Dentsply Sirona

3. Give Them Your Undivided Attention

Turn away from the laptop, put down the phone and close your door. When a candidate comes in for a job interview, they are nervous, no matter how good they are. Your focused attention is the first step toward giving them a reason to trust you as a future employer. – Joyce Maroney, Kronos Incorporated

Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?

4. Stay Energetic

Remember that everything you say and do during the process sends a message. Don’t treat it like drudgery. How upbeat you are during the interview, your overall attitude and how you dress for the interview are all part of their experience. You are representing your organization so try to maintain a high energy level at all phases of the process that meets or exceeds that of the candidate. – Regina W. Romeo, CPS HR Consulting

5. Do Your Homework Before The Interview

Just as organizations expect candidates to research the company to which they’re applying, hiring managers should do their due diligence by spending time reviewing the candidate’s brand (e.g., resume, social media and professional websites) to get a sense of who the candidate is. This avoids wasting everyone’s time by having candidates answer questions that their brand already answered for them. – Dr. Timothy J. Giardino, Cantata Health & Meta Healthcare IT Solutions

6. Answer Questions Thoughtfully

We all know that candidates are interviewing us as much as we are interviewing them. In a candidate-driven market, this is all the more critical. Hiring managers should ensure they allocate time to accommodate the candidate’s questions and then be thoughtful about answering them. It’s always good to offer examples of their own experiences at the company to help the candidate best understand the culture. – Aimée Meher-Homji, Sodexo

7. Be On Their Side

Enter the interview with candidate success as the key priority. Hiring managers that create a positive and welcoming environment can give candidates more meaningful opportunities to do well throughout the interview, ultimately getting to a great hire more quickly. Show up prepared, supportive and present for your candidate, and treat it as you would treat any meeting with a current colleague. – Bianca McCann, SAP SuccessFactors

8. Don’t Ask Why They Want To Switch Jobs

Hiring managers have to switch gears completely and become sales experts. The basics: be on time, be prepared (i.e., read the resume!) but also, don’t ask, “Why do you want to leave your current job?” Instead, ask “What new challenges are you seeking?” and “How do you see yourself growing with us?” Take the time to sell the candidate on your organization’s amazing culture, opportunities and team. – Dr. Kelly Lum, Luminous Business Solutions

9. Respect Their Time And Their Presence

When you are interviewing a candidate, please remember that this is a first step toward a partnership. You are representing the organizational culture, practices and persona by your behavior and the questions you ask. Don’t be late and if you are a bit late, apologize for doing so. Don’t be checking your phone or laptop, or looking around when the candidate is talking. Speak to them with respect. – Srikant Chellappa, Engagedly

10. Welcome The Job Seeker As A Guest

Going through interviews is uncomfortable. As a job seeker, despite all you’ve done to prepare, you’re in a new place trying to impress people you probably have never met. Hiring managers should help candidates feel welcome and comfortable enough to shine. If they’re comfortable, they’ll not only be able to better share their strengths, but will also leave with a better impression of your company. – Lindsay Putzer, Curology

11. Follow Up With All Applicants

It’s so important for hiring managers to follow up with applicants. Even if you haven’t made a decision, keep in touch with applicants and let them know where you are in the process. This will assure them that they are still being considered for the position, or if they are not, it doesn’t leave them in limbo. – Michele Markey, SkillPath

12. Be Empathetic

As a hiring manager, remember to respect that this candidate has likely had to take time off work to meet with you. Perhaps they’re jeopardizing their current role to be there, they’ve likely spent time preparing and are probably nervous (regardless of their career level). Be empathetic, treat them with respect and set realistic expectations in terms of next steps. – Jamie Hoobanoff, The Leadership Agency

Forbes Human Resources Council

Forbes Human Resources Council is an invitation-only, fee-based organization for senior-level human resources executives across all industries. Find out if you qualify a…

Forbes.com | December 13, 2019

#Leadership : #InterviewingQuestions – 4 Questions that Employers Should Ask every Job Candidate

December 18, 2018/in First Sun Blog/by First Sun Team

When it comes to recruitment, good hiring managers look beyond credentials and the idea of finding someone they’d want to “grab a couple of beers with.” That kind of approach is rife with unconscious bias and isn’t always an accurate prediction of how good they’ll be as an employee.

Good interviews examine candidates holistically. Among other things, this means asking questions that gauge their level of emotional intelligence, how they go about problem solving, and their motivation and driving force at work.

We like to ask the following questions when we’re interviewing applicants. They tell us a lot about the individual, in just a few words.

“DO YOU HAVE ANY QUESTIONS FOR US?”

If you’ve been in a job interview, you’re probably familiar with this question. Hiring managers tend to ask this question at the end.

However, we like to ask this question both at the beginning and at the end. When we ask this at the beginning, we want to know whether you’ve spent time researching our firm and your prospective role. A question like, “What benefits do you see in your day-to-day to your firm being 100% employee-owned?” for example, demonstrates your willingness to really understand us.

When we ask this question at the end of our conversation, we want to find out how you perceive the company as you learn more about us and the role. It’s helpful for us to understand what type of hesitation you might have about the company, and address it early on.

The questions you ask can also demonstrate your experience in the field. The more open-ended and higher-level they are, the more we’ll be able to see your operating style. Are you a quarterback, a wide receiver, or a cheerleader? Are you interested in our autonomous teams and how they operate, or are you more curious about the specific type of software you’d use in a project?

Remember, there are no stupid questions. The only way you can screw this up is by not having any questions at all.

“SAY WE HIRE YOU, BUT SIX MONTHS DOWN THE LINE YOU DECIDE TO RESIGN. WHAT HAS HAPPENED?”

This one’s harsh, we know. But is there any better way to gauge your hesitations about our firm and address them right then and there? This question says a lot about how accommodating the employer will be. We use it as a way to flag any possible long-term problems, and we want to identify how we might overcome those roadblocks together. In addition, this question can also help us train and onboard you in an effective way.

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What Skill Sets do You have to be ‘Sharpened’ ?

Continue of article:

“WHAT WOULD YOUR DREAM PROJECT AT OUR COMPANY BE, AND WHAT WOULD YOU NEED TO MAKE IT HAPPEN?”

Yes, we’re interested in your passion, but we also want to know what you focus on at work. Can you get stuff on your own? Do you need guidance? Are you able to ask for help? Do you delegate non-important tasks, or get bogged down by the minutiae? Are you thinking big or small? Where do you see yourself in a hierarchy?

There are no right answers here: It all depends on the type of person we’re looking for. If we’re looking for a project manager, for example, we want someone who can think about the big picture, and delegate the appropriate work to the appropriate team member. If we’re looking for a customer service representative, we want someone who knows how to stay calm under pressure.

“WHEN WAS THE LAST TIME YOU SAID YOU WERE SORRY?”

This question is my absolute favorite. We all make mistakes at work, but unconditionally, human employers understand that screwing up is part of life. What matters is how we bounce back from setbacks, and how we take others around us into consideration.

Whether it’s yelling at your fiancé the previous evening because they didn’t make a restaurant reservation, or pulling a teammate aside to apologize for an off-handed comment, how you deal with your mistakes is an indication of your willingness to reflect and grow. Just don’t tell us that you’ve never been sorry.

We’ve learned that in order for an interview to be effective, you need to have a two-sided conversation rather than an interrogation. These days, people no longer see work as a place to clock in and clock out–so it’s only in everyone’s best interests to ensure that what we offer as a company is consistent with the employee’s priorities and goals. At the end of the day, that’s the key to a productive and happy workplace.

Eetu Blomqvist is the North America CEO of Reaktor. Nikke Ruokolainen is Reaktor’s head of talent and human resources.

FastCompany.com | December 18, 2018 | BY EETU BLOMQVIST AND NIKKE RUOKOLAINEN 3 MINUTE READ

#Leadership : #HiringEmployees – Here’s What Most People get Wrong about “Passion”….These Days, many People See Passion as Something they Either Have or Don’t Have. Here Are the Reasons Why That’s the Wrong Mentality.

July 29, 2018/in First Sun Blog/by First Sun Team

Yes, it’s cliché. But while we all seem to get that marriage requires more than a little love and affection, there’s still this pervasive myth that passion is the secret key to your career.

Don’t get me wrong. Passion counts for a lot, especially if you’re tasked with convincing someone to give you a shot.

When it comes to making career transitions for happiness, I’m not just a poster child–I’m a freeway billboard. In my own work, I’ve made not one pivot but three, and in each of those instances, I convinced someone to take a chance on me despite an unconventional resume. They saw something that didn’t fit on one page of cream-colored paper, and I benefited from that. So talking the talk definitely counts for something.

But there’s something about this post-millennial era that’s got it twisted (post-millennial Rihanna reference definitely intended). Too many of us have lost track of the nuances.

With the rise of buzzwords like “manifesting” and “passion projects,” there’s another underlying belief system at play: that wanting something badly enough actually makes you qualified to have it.

Much like a happily-ever-after plot line, underneath all the talk about boundless passion or a candidate’s personal goals-slash-dreams, there’s just not much meaning.

THE MYTH OF THE BIG ENTRANCE

I often see this mentality in cover letters when we’re hiring. Sentence after sentence argues (usually incredibly articulately) about how transcendent the experience of working with us will be.

“There’s nothing I’ve ever wanted more than to work at Career Contessa improving the lives of women every day.”

These are lovely words, and I imagine many people automatically react to them the same way I did: It feels good to hear that the work your company does means so much to someone. And it’s easy–especially after that ego boost–to think that their chutzpah equals professional tenacity. But does it really?

I’ve had an interview where someone told me I should hire her because she was ready to harness her abundant creativity. Others have told me they can’t wait for a flexible work environment that will let them explore their outside interests. Once, a 23-year-old told me that getting hired would help her grow her personal brand and following (lucky me?).

As I’m listening, there’s a common thread that’s hit-you-over-the-head clear, and it’s not “this person is star employee material.” It’s more like: me, me, me.

“I want a career that fulfills me.”

“I love that this job gives me flexibility, so I can work on my other projects.”

“This is the perfect stepping stone toward my ultimate goal of working for myself.”

It’s not that these are bad things to think, exactly–it’s that there are more complex thoughts and conversations to have. Thoughts like these are big-picture thinking taken to extremes like a climactic scene from some ’90s Meg Ryan movie. Much like a happily-ever-after plotline, underneath all the talk about boundless passion or a candidate’s personal goals/dreams, there’s just not much meaning.

Almost every time I’ve hired someone who sells solely their unbridled passion, breezing over their past work, or concrete experiences, I’ve come to regret it.

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CUE THE FLAGGING DEDICATION

What these conversations lack is the collaborative element that real, lasting professional relationships need. Because if work is about innovation and empathy, there’s more to it than what any one of us wants to do. It’s about how we can adapt and change each other and do real work together.

There’s this inherent privilege in the passion-is-everything perspective, and maybe that’s why it bothers me so much. If you’re responsible for making rent and paying down student loans, you don’t get to plan your life solely around your passion projects. You earn time to focus on those, courtesy of a whole lot of hard work. So this idea that passion is The Answer, that’s reserved for a very few people–the ones who can “just quit” when the going gets tough.

Almost every time I’ve hired someone who sells solely their unbridled passion, breezing over their past work or concrete experiences, I’ve come to regret it.

They fail to meet deadlines. They balk at busy work. They give notice after three months because they’ve committed to too many other side projects. They’re the sort of personalities who wind up with two- or four-month jobs on their resumes and not much more. They fall through.

When you’re focused solely on the personal endpoint–your own success, full stop–how can you make space for all the work that needs to get done in between? And if your eye is only on the prize, how are you supposed to stay energized when the process takes longer than expected?

Newsflash: It always does.

AND THEN THERE’S THE PASSION JUDGMENT

There’s more to it than that as well. There’s also the fact that many of us don’t know what we’re passionate about, and thanks to the rise of the passion-first mentality, we tend to feel like we’re failing if we don’t. We look at others with all that conviction and energy, and we think they must have it figured out. That comparison can affect us in various ways, but the scariest is that it threatens to have an adverse effect: It can stunt our growth.

If you approach every job with an open perspective, chances are the experience will help you with your growth. Even a terrible job can teach you what industry suits you or make you realize what you’re innately great at. But if you don’t give it a chance–because it’s not what you think is your passion, right now, right this second–how will you ever really keep evolving?

Passion these days is a black-and-white myth. We tend to believe that either you have it or you don’t. And like most things, inflexible thinking will ruin us.

Work first, passion second. Because what is passion, really, if you’re not willing to fight for it?

GIVE ME THE DEDICATED DOERS, NOT THE PASSIONATE DREAMERS

I’m not interested in the passionate dreamers or the “currently working on” hustlers as much as I’m interested in the people who work in the gray zones somewhere in between. These are the people who never cease to impress and surprise you. They’re also the ones who challenge you. They make you think–and work–differently.

A friend of mine, a creative director for a fashion brand, once listened in silence as a 19-year-old told her that once her modeling career finished, she’d “just become a creative director since I love styling.”

Just become.

That friend climbed ranks over a decade one production assistant job at a time, worked 60-hour weeks or more, and moved across the country twice for new opportunities. She loves her job today more than anything, precisely because she worked her ass off to get there. Passion came later.

Work first, passion second. Because what is passion, really, if you’re not willing to fight for it?

There’s a similar adage that goes something like this, “Don’t do anything for five minutes that you wouldn’t do for five years.” It’s one that people rarely linger on, maybe because it makes us uncomfortable. Such a span seems dramatically out of sync with our iPhone-laden era. And that’s precisely why the five-plus-yearers are that much more impressive to me.

It’s not that I’m asking people to give up all their passion or to stick it out in a job that makes them miserable. But when I think about the sort of people I see with flourishing careers, they’re never the Passionates, they’re the Commitments. The ones who don’t treat “passion” as their everything but simply as the product of putting effort into working, questioning, and exploring. They’re not the biggest show-stealers, but they’re doing more than alright.

FastCompany.com | July 29, 2018 | BY KIT WARCHOL—CAREER CONTESSA 6 MINUTE READ

#CareerAdvice : #JobSearch – Why Most Hiring Managers Can’t Just “Take A Chance On You” …Are you Considering a #CareerChange ? We feel for you! This will Help & Get your Head Together.

July 24, 2018/in First Sun Blog/by First Sun Team

It can be tough to realize that the role or field you’ve dedicated years of your life to isn’t working out. So tough that you start wondering how you’ll ever make a change and maybe even develop the discouraging sense that you can’t make the change yourself — that if you’re going to have any chance at all, it’s up to someone else to give you a lucky break.

If you find yourself feeling insecure about your prospects for a new job and starting to think you need a hiring manager or recruiter to “take a chance on you,” it’s time to check your attitude. Wanting a lucky break might seem like an innocent enough idea, but in reality, it does a great disservice to you, your prospective employer and your job hunt. Here’s why:

Where Does This Idea Come From?

The origin of this idea could be that grandparent’s story we’ve all heard about showing up in the office and being so persistent that, despite a lack of work experience and a naive approach to business, they got the job. Another source might be the despair that comes with a career change — we doubt ourselves, our decisions and our ability to do something new, so we put the pressure on someone else to make it happen.

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Why Is This Idea Unhealthy?

First, this attitude dismisses all of your skills and qualifications and removes your power from the situation. Instead of being a smart, talented candidate, you’re acting as if you’re unqualified, desperate and in need of a favor. Not only is that a damaging way to think about your own career, but — outside of a lot of pressure from mutual connections — no hiring manager in their right mind would consider you a front-runner for the job.

Second, and most important to your case, this attitude kicks off a professional relationship by expecting someone else to put their necks on the line for you. It sets up hiring managers as cruel gatekeepers to your dreams who just need to have mercy on you; and if they don’t, it’s not your fault — they’re just mean.

In reality, hiring managers are honest people trying to do their jobs. When they read your resume, they’re thinking, “Does it make sense for me to hire this person for this job?” and “Am I reasonably certain they can perform this job with the regular amount of training?” If the answer isn’t an obvious yes, they could get in trouble for hiring you, and it could have serious consequences for them!

Wherever we get the idea that “we just need someone to give us a chance,” it’s important to understand that job-hunting has changed over the past 10 years. It’s no longer difficult for employers to find candidates with bachelor’s degrees and industry intern experience, so they rarely need to resort to hiring an unknown entity or sit poring over a resume trying to figure out how your skills can work for them.

What Should You Think About Instead?

Remove the idea of getting a lucky break or a once-in-a-lifetime chance from your mind. Turn your attention towards things that you actually have control over: a compelling cover letter that explains the passion and careful thought behind your career change and a resume highlighting the transferable skills that make you a good fit for the job you want. Make it your goal to show hiring managers and recruiters that they aren’t taking a chance on you; they’re making a hiring decision that will bring new insights, skills and talents to the role they’re looking to fill.

When you find yourself standing at the beginning of a career change journey, it’s natural to feel intimidated. But keep in mind that you’re not alone. While this might be your first career change, others have gone before you and made the leap with great success and still more have made significant pivots in their career that add up to big changes, too. Surround yourself with a support network, tap into the resources here on Glassdoor, and take a chance on yourself!

GlassDoor.com | May 3, 2018 | Posted by Sarah Greesonbach

#CareerAdvice : Include These Things in your #Resume to Get the #Recruiter’s Attention…Don’t Give Them a Reason to Say No. Instead, Wow Them with Reasons to Advance your Application.

July 23, 2018/in First Sun Blog/by First Sun Team

Did you know that–on average–recruiters and hiring managers spend only seven seconds reading your resume before signing you up for an interview–or tossing that precious piece of paper in the trash?

That’s not a lot of time to impress a potential employer. But the slush pile doesn’t have to be your job-search fate. Dawn Rasmussen, certified resume writer and founder of Pathfinder Writing and Career Services, along with Glassdoor’s own tips from its Ultimate Guide to Resumes, will help you craft a resume that’ll grab a recruiter’s attention.

1. CLEAR AND CONCISE FORMATTING

You may think that adding graphics or other infographic elements will make your resume stand out. But before your resume makes it to a recruiter, it will most likely have to pass through a computer scanning program, and those fancy shapes and symbols can confuse a computer. “If you’re sending your resume as an online submission,” Rasmussen explains, “those sexy graphics won’t make it through the software system that is set to scan through your document. In that case, it is important to have a graphic-less document so you can get through the software.” Another tip to get your resume into the right hands, literally? Scan the job description for keywords you can add to your resume, our guide instructs. If the job calls for a “self-starter,” a “leader,” or someone “eager to learn,” be sure to add those in.

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2. ORGANIZED INFORMATION

According to Rasmussen, “ask any recruiter or someone tasked with looking at resumes day after day, and they’d say that most people do a horrible job organizing information.” By organizing your resume in a clear way, you’ll already be steps ahead of the competition.

There are many ways to organize a resume, but two good formats suggested by our guide are the chronological resume and the functional resume. In a chronological resume, you focus on “your recent work history above all,” our guide instructs. “List your positions in reverse chronological order, with the most recent positions at the top and the oldest ones at the bottom.” In a functional resume, your aim is to “emphasize the relevance of your experience,” according to our guide. “To create a functional resume, you’ll prominently feature your professional summary, your skills, and a work experience section organized by how closely the positions relate to the one you’re applying to. This format is best for those who want to minimize resume gaps, or are transitioning into a new industry.” You can also do a mixture of these styles, which is called–surprise!–a combination resume.

3. DEFINED SECTIONS

No matter what kind of resume you decide to create, whether a chronological or functional resume, you will want to make sure each section is defined. “Guiding the reader through what you are going to discuss next is key,” Rasmussen explains. “They don’t want to be left guessing what you are discussing.” Mark each section of your resume in bold, she suggests.

4. QUANTIFIED RESULTS

Don’t just say you increased your company’s sales–show how much you increased those sales with numbers, our guide instructs. “Use your resume to explain concrete accomplishments,” it says. “Make sure your statistics are consistent, percentages are properly placed and business jargon is used appropriately based on the industry.”

What’s more, you may want to bold those numbers and accomplishments. “Bold and front-load your notable accomplishment stories underneath each employment record,” Rasmussen suggests. “Want to get to the point even more? When you are talking about your on-the-job wins underneath each employer, bold the numbers and outcomes from each story. That makes them pop–especially when recruiters are doing the quick once-through on their initial review of your document. Numbers and results bolded at the front of each sentence make it easy for them to see to what degree you are getting stuff done.”

5. EFFICIENCY

If you go on and on and on in your resume, you may lose your reader–and the opportunity for an interview. “Being efficient in how you move the reader through the document makes it cleaner and easier to understand,” Rasmussen says. “We are now in a skimming economy, so getting right to the point cleanly is critical. So, try this tip: If you have held multiple positions at the same company, stack your job titles and dates worked, starting with your most recent and going down to the oldest, instead of having a separate job entry for each position. This stacking maneuver attracts hiring manager attention because by putting the positions underneath each other, it demonstrates that you were progressively promoted.”

One way to keep your resume short and to-the-point is to “only include the skills that truly make an impact–not ones that are basic requirements [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][such as Microsoft Word or an ability to use email] or irrelevant to the job you’re applying to,” according to our guide.

6. WELL-CRAFTED DESCRIPTORS

Guess what? Everyone is a hard worker on their resume. So our guide advises you to ditch the generic and vague descriptors you might be apt to use, such as “hard-working” and “self-motivated,” which are a dime a dozen, and use more specific phrases. “Focus on the skills and accomplishments that set you apart from the competition,” the guide advises.

7. DEMONSTRATED RELIABILITY

One thing every recruiter will want to see on your resume is reliability. “If you frequently change companies without changing levels or positions, it can be a red flag to recruiters that you are unsure or unreliable,” our guide warns. So that you’re not flagged as a flaky employee, “consider only listing the companies that best align with your desired industry.” If you do that, our guide adds, “you can always add a footnote [that reads like] ‘prior work experience in a different field, more information available upon request.’ ”

FastCompany.com | July 23, 2018 | BY JILLIAN KRAMER—GLASSDOOR 4 MINUTE READ

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#CareerAdvice : #JobSearch – How to Find Out Why You Didn’t Get the #Job …Want an Example of What Exactly you could Say to a #HiringManager ? We’ve got it.

July 12, 2018/in First Sun Blog/by First Sun Team

You send in a stellar resume. You blow the recruiter away in the phone screen. And you wow everyone you speak with during your in-person interview. And yet, you still don’t get the job. Worst of all, you don’t know why you didn’t get it — you either didn’t hear back at all, or received feedback so vague that it’s virtually useless (e.g. “We decided to go with another candidate who was a better fit.”) Is there anything worse?

It’s incredibly frustrating when a recruiter or hiring manager doesn’t share a concrete reason why you were passed over, but if it happens to you, don’t worry. Often, there’s still a way to figure out what went wrong — here’s how.

1. Reach Out to the Decision Maker

If you have the contact info of the hiring manager, it’s best to chat with them rather than a recruiter or HR representative, says Ren Burgett, career coach and owner of 3R Coach.

“An HR manager or recruiter is more likely to give you a programmed HR response such as, ‘We found a candidate that was a better fit for our needs.’ The hiring manager is more likely to give you a candid response,” she explains.

If you haven’t already been in touch with the hiring manager, though, you may want to reach out to someone who can point them in your direction.

“If you don’t have their contact details, you need to get in touch with whoever your point of contact was throughout the recruitment process. Even if they can’t provide feedback themselves, they will be able to pass your query onto someone who can,” says Steve Pritchard, HR Manager at Cuuver.com.

When you haven’t been given the hiring manager’s contact information, it can be tempting to bypass your point of contact and look them up on LinkedIn or Google their email address, but this is a mistake, Pritchard says: “They may not feel too comfortable with you contacting them using a number/email they didn’t provide you with.”

2. Express Gratitude

Nobody wants to engage with a candidate who sounds demanding or presumptuous, so make sure to open your message with a note of thanks.

“Thanking someone for [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][taking the] time to interview you and provide the opportunity can always start the conversation in a positive manner,” says Shanalee Sharboneau, President/Technical Recruiter at Staffing Science, LLC.

In particular, you should express gratitude for the fact that they are going out of their way to read your note. After all, they don’t have to share feedback with you.

“Show in your request for feedback that you appreciate the recruiter/hiring manager is likely to be busy. This way, you don’t sound too pushy or demanding,” Pritchard adds.

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3. Be Positive

You may be upset that you didn’t get the job, but remember: you catch more flies with honey than with vinegar. It’s okay to acknowledge that you’re disappointed with the outcome, but don’t express resentment or aggression.

Show “that you are understanding of their decision not to hire you, otherwise, you may sound bitter about not getting the job rather than someone looking for honest feedback to help them with their job search,” Pritchard continues.

And instead of taking a self-deprecating approach like “How did I screw up” or “Where did I go wrong”, frame the conversation as a quest for personal growth.

“Don’t make your question about ‘why’ you didn’t get the job, make your question about ‘how’ you can improve. People are more likely to respond to someone that seeks out growth as opposed to someone that just wants answers,” Burgett says.

4. Keep It Short and Specific

When reaching out for feedback, “make your email no more than one paragraph,” Burgett recommends. After all, they are probably plenty busy with their day-to-day tasks, so you want to make sure to honor their time.

You can save them even more time by avoiding general questions like “Why didn’t I get the job?” and instead drilling down into a few precise issues. Burgett recommends including “two to three specific questions [that] you would like feedback on from the interview process.”

One questions that Laura Handrick, Career Analyst at FitSmallBusiness.com, recommends asking is “what might you have done, said or provided differently that would have made the company choose YOU instead of the other candidate.”

5. Open the Door for Future Opportunities

Just because you were rejected from a job doesn’t always mean that you can never apply there again — you may have been a close second. At the end of your message, reiterate your interest in the company (if you are truly interested) and consider adding something like “if anything changes, I’d love to connect regarding future opportunities.”

“That will go far, and many times, new hires fail in the first few months. They’ll remember your graciousness,” Handrick says.

You can also see if they might be willing to refer you to another opportunity.

“Always end the email by asking if they know of anyone else you can reach out to as you continue your job search. If you didn’t get the job, perhaps you can get a lead [for] another job. Use this as an opportunity to network,” Burgett says.

6. Be Patient & Ready to Take No for an Answer

If the person you reach out to fails to respond, don’t ping them every day until they do.

“Giving feedback, particularly constructive feedback, is hard, so allowing time for preparing will likely get you more thoughtful responses,” points out Dr. Dawn Graham, Career Management Director at the Wharton School and host of Career Talk.

Even if they never respond, you shouldn’t pester them, Graham adds.

“Companies tend to avoid giving candidates feedback to avoid opening themselves up to risk,” she explains. “In addition, many hirers have trouble putting their fingers on a clear definition of ‘fit’ or likability, which are two powerful aspects of hiring decisions that can be challenging to put into words. Therefore, they may pass on giving feedback to a rejected job seeker for the sheer reason that even they are unable to verbalize their final decision in a way that will be meaningful to the overlooked applicant.”

Sample Message

Want an example of what exactly you could say to a hiring manager? Burgett recommends the following:

Hi (Hiring Manager),

I wanted to thank you for the amazing opportunity to interview for the position of (job title) with your company. I really enjoyed learning about (company name) and getting to know you and your team during the interview process. I understand you have decided to move forward with another candidate that better fits your current needs.

As I continue my job search, I would love to get your feedback on how I can improve as a candidate. When you have a minute, could you provide insight into what I can improve upon to help me stand out and progress in my career? Specifically, I would appreciate feedback on the following:

1. What is the one skill I can improve upon to help advance my career that may be holding me back?

2. If I had the opportunity to redo my interview, what is the one thing I should have done differently?

I appreciate any candid feedback you can offer as it will help me understand the areas I need to improve. Additionally, if you know of any companies that may be hiring for similar positions or anyone else I should reach out to as I continue my job search, please let me know.

Again, thank you for the opportunity to interview for the position. I wish you and your team continued success.

Sincerely,

Your Name

There’s no doubt that getting rejected from a job you were interested in is upsetting, and it can be doubly so if you don’t hear actionable feedback from the hiring team. But odds are, it’s nothing personal, so try not to take it that way. And remember — the right job is out there. It’s only a matter of time until you find it.

GlassDoor.com | May 31, 2018 | Posted by Emily Moore

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Your #Career : Use this One-Paragraph #CoverLetter to land your next #JobInterview …Most #Recruiters just Skim Cover Letters, so Here’s How to Craft a Short and Effective One that Can be Read in 60 Seconds or Less.

May 23, 2018/in First Sun Blog/by First Sun Team

Cover letters are dead, or so we’ve been told. Many recruiters and hiring managers don’t even bother to read them, opting to skim resumes instead. But however their influence might be waning, plenty of people who are faced with making hiring decisions still rely on cover letters in order to size up candidates and determine who might be worth calling in for an interview.

So how can you make your cover letter as effective as possible? Make it short. Emily Liou, career happiness coach at CultiVitae, says you can probably boil your full-page cover letter down to a single paragraph (or two), without rehashing your resume. Here’s how.

WHAT TO CUT

That formulaic opening line. “A big mistake I see candidates make,” Liou says, “is they start off very cookie cutter with the, “It’s with the utmost enthusiasm that I apply for this position. I am a great fit because . . . I bring years of . . .’” Not only do these openers waste precious space (and the hiring manager’s time), they instantly make candidates blend into the pack, when the whole point is to stand out.

All those basic “job skills” that aren’t really skills.“It seems as if everyone is detail-oriented, has strong communication skills, and is a fast learner,” Liou points out. Those descriptors have no place in a short, compelling cover letter. Chances are if it’s a meaningless buzzword on your resume or LinkedIn, it’s just as useless in your cover letter, too.

A chronological recap of your entire work experience. Don’t feel obligated to squeeze in a mention of every job you’ve ever held in the order you held them–it won’t do you or recruiters any favors. “Your resume is going to be reviewed first,” Liou says. “If the recruiter sees potential in your background, then they will read your cover letter.” So write your cover letter based on the premise that the reader is already familiar with the general outlines of your career trajectory.

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WHAT TO INCLUDE

One great thing you’d be able to do the week you start. “When writing a cover letter, it’s really important to get into the mind of your reader,” Liou explains. “The job description’s summary and main responsibilities often highlight what this successful candidate will be doing on a daily basis. Try to picture the role and ask yourself, ‘Why would I be able to immediately contribute to their team?’ In other words, be sure to highlight what specifically about your entire background and experiences sets you apart from other candidates.” Focus on productive, positive actions you’ll be able to take right away based on your current skills.

Tell a story. It can even be about them, not you. “Aim to capture their attention by telling them what about their product, service, or mission really drew you to apply for this role out of all the other similar positions out there,” Liou advises. Otherwise get autobiographical and offer an anecdote, she says. “If you have an interesting story or way you learned about the company, share this! People connect with stories and it will make your application memorable and unique.”

PUTTING IT TOGETHER

Can you fit all this into a single paragraph? Liou says it’s possible. She sketches it out like this, using a hypothetical job opening at Netflix by way of example (in her words):

Sentence 1: Strong opener that captures their attention: “Confession: I recently binged two full seasons of Narcos last weekend.”
Sentence 2: Explain why the company’s mission, product, service, etc. resonate with you so much: “As a film and TV enthusiast with a Netflix membership since 2013, I’m impressed with the user interface and features that are continuously released.”
Sentence 3: Share why you’re so passionate to see the company grow in the role: “I believe Netflix has disrupted the entire entertainment business, and I would appreciate an opportunity to provide bold recommendations backed with data in the data analyst opening.”

The next three to five sentences, Liou continues, “would then immediately dive into background and why you’re a match.” In her example, this is where you’d explain how you’d be able to start contributing to the organization right away–since you’ve already offered an anecdote in your first sentence.

You could hit “return” twice and start a new paragraph before sharing that, but you’ll still be left with a lean, clean cover letter that’s compelling to read. Which, of course, is exactly the point.

FastCompany.com | May 23, 2018 | Rich Bellis