Most people looking for a job put it on hold in December. That’s generally because hiring slows down during the holiday season as people take vacations and lose time to seasonal events, and companies do other year-end activities like budgeting and employee evaluations.
Are you Ready?
December may not be when you’ll land a lot of interviews for permanent work, but it’s still a time of opportunity. If you know you will be seeking a job in the new year, you should take the month to get as ready as you can for the new year and the return of normal hiring rhythms.
Of course, if you’re out of work, you should not put your search on hold for December. Work on all of these things while you keep looking, because a hiring slowdown isn’t a hiring stoppage. And if you’re employed but ready to move on, these are good ways to get ready.
1. GET YOUR RESUME IN ORDER
It’s not enough to just update your resume. You also need to research whether resume format for your industry has changed. For example, in journalism a one-page resume was the standard throughout the 1980s and 1990s. At some point in the 2000s that changed, and multiple pages became not just appropriate, but expected for more senior-level people.
In addition to making sure you have your resume copyedited and checked for other errors, it’s important to make sure it’s current. Talk to hiring managers or other people in your field who have recently gotten hired to find out what’s the current norm.
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Very few people like surprises. Your references may all agree that you’re a wonderful person and an excellent worker, but they probably don’t want a surprise call asking about you.
Let your references know that you plan to start a job search and that you’re using them as references. This will have them expecting calls and give them a chance to opt out–maybe they will be traveling out of the country, or maybe they don’t think they can say anything nice about you.
3. USE SOME VACATION TIME
Vacation policies vary by company. Some carry vacation over into the new year, and some pay you for unused time if you decide to leave, while others do neither.
December is a popular month to take time off, and in some cases, even companies where unused time does not carry over will allow you to book January vacations using 2018 time. If you have unused days, see if you can use them early in 2019, which can give you time to search for a job and go on interviews.
4. POLISH YOUR SKILLS
Consider the type of job you’ll be applying for and examine your skill set. Maybe there’s something you know how to do that you’re a little rusty at. Take an online refresher course or do something that lets you show during an interview that you worked on that area. Even just starting the process can make a big difference to prospective employers.
BEING RESTED AND READY WILL PAY OFF
While December can be a hectic month, it also tends to be a time when most workers in fields that aren’t retail-related get time off. Use that time both to prepare for your job search and to recharge your batteries.
Do things like setting up email alerts for certain job titles and bookmarking company careers pages you want to track. Make sure you have interview outfits ready to go and that you have nicely printed copies of your resume and references. There’s only so much you can prepare, but doing what you can will make it easier once the job market picks back up in the new year.
FastCompany.com |12-03-18 | BY DANIEL B. KLINE—THE MOTLEY FOOL 3 MINUTE READ
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It’s no secret that the right connections can make a huge difference in landing your next job or making a career move. Having a strong LinkedIn network and engaging your connections can be an invaluable resource throughout your career.
Think of your network as a garden–it’s important to plant your garden with intention, tend to your plants regularly, and at some point you’ll likely need to do some pruning.
Here are some tips to help your LinkedIn network flourish:
GROW YOUR NETWORK THOUGHTFULLY FROM THE START
Start by connecting with people you know or trust–including people you know outside of your current field of work. If your network is filled with connections you know personally, it is real and usable, so that each and every connection has the potential to be helpful to your professional life, whether that’s a job recommendation, an introduction, or career advice. Focus on connecting with people from communities such as your company, school, industry, or who share your professional interests.
Once you connect on LinkedIn, you can typically see your connections’ connections, which can open the door to meeting new people who may be able to help your career. Asking your connections to introduce you to someone is a great way to expand your digital network. A warm introduction can be very helpful.
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Your LinkedIn network isn’t a numbers game, but unless you’re a professional recruiter, having a large number of connections doesn’t necessarily give you the edge. All of your connections should add value to your network–and vice versa. If you are considering connecting to someone you don’t actually know, you might actually consider following them instead. When you follow someone, you will still see any posts they share.
Getting invites from people you don’t know or don’t want to connect with? No problem. You can simply hit ignore, and the person won’t be notified. If you aren’t sure if you want to accept or ignore, you can also message the sender for more information on why they might want to connect by clicking Message below their invitation on the Manage invitations page.
NURTURE YOUR NETWORK
Remember that connections go both ways. Being a helpful, available connection is the best way to make sure your network is strong and to drive a shared sense of professional enrichment.
• Make yourself available to others and keep up regular conversations with colleagues and mentors. There are several ways to do that on LinkedIn, whether it’s indicating that you’re open to giving or receiving through our Career Advice feature, or participating in conversations in your feed. • Post your own content (video, article, or text) or comment on other people’s posts. This is another great way to start conversations with people who have similar interests while sharing your personal expertise. You can also use posts to ask your network for help–like if you are looking for recommendations for a design freelancer to hire or even asking a tactical question about a software tool you are having trouble with. • Reach out to schedule a coffee with someone in your field. You never know where a conversation might go.
KEEP YOUR NETWORK RELEVANT–TIME TO PRUNE?
So you’ve made a few career moves and the folks you connected with when you first joined LinkedIn aren’t adding value to your network today. Or, you were eager to build your network and accepted a few too many connection requests that you don’t know or don’t remember meeting. If this sounds familiar, it might be time to go through your network and disconnect with the people who are no longer professionally relevant.
To remove a connection: From the manage connections page, you can scroll through all your connections. Click the More icon (or “. . .” on mobile) next to the connection you’d like to remove and click Remove connection. Click Remove from the Remove Connection pop-up window.
If you do disconnect from someone, know that although they will not be notified of the disconnection, if they do search for you, they will see that you are no longer a connection. Depending on your relationship with that person, this could lead to an awkward conversation. As an alternative, if you want to keep a connection but don’t want to see that person’s posts in your feed, you can also simply unfollow them.
Having the right network will improve the quality and relevance of your feed, the people who send you messages, and who engages with your content. Remember, you and your network are on a professional journey together, and the stronger your network, the further you can go.
Lizabeth Li is a director of product management at LinkedIn.
FastCompany.com | BY LIZABETH LI 3 MINUTE READ | November 25, 2018
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About a third of jobs are filled through recruiters, retained or contingent. So when a recruiter calls, it’s important to know how to respond in the best way as recruiters are usually working on more than one job at a time. They are building a database for the future, and if you help them, most will remember. I believe what goes around comes around, and these conversations could prove to be very important.
So, how do you talk to a recruiter?
1. Accommodate Their Schedule as Best You Can
If a recruiter catches you and you have the time to talk, take the call. If you don’t have time, or are in an awkward spot, ask them to name times that best work for them (or ask them to send you an email with times). Then, try the best you can to accommodate their schedule. While lots of people like to think they aren’t busy, they are, and you could lose their attention if you are too busy to talk to them within a reasonable timeframe.
Try to learn as much as you can from recruiters so that you can, in turn, give them what they need. Find out the answer to two questions in particular: “What is the ideal candidate for this job?” and “What is the hardest part about filling this job?” You can find the answers after you have heard the job spec, and get to the heart of what they are searching for. From those two questions, you should be able to play back what you already have and what you still need to be the perfect candidate for them. Being the perfect candidate means filling the requirements and also being a convenient candidate for them.
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Having a structured, easy and ready-to-re-tell story about you is important. Remember, their job is to go back and sell you to the hiring manager, and if they have a compelling and easy to re-tell story, then they are going to feel more confident in taking your story forward to others. Just because a recruiter pitches a candidate, doesn’t mean the hiring manager is going to say, “Yes”. Giving the recruiter something they can repeat easily and readily is important. The best thing to happen after they get off the phone with you is that they are excited to tell the hiring manager, “There’s someone you just have to talk to.”
Offer not only time and calendar flexibility, but also offer to help them build a profile on you. For example, you could offer to repackage your resume, send them a few additional portfolio pieces, share references or go above and beyond to write a personalized cover letter that explains why you’re so excited about the job and why you’d be a perfect fit. And then, keep the name, number, email, date and notes on what you talked to this recruiter about. Being able to reference previous conversations will score you big points, and if this particular job doesn’t pan out, your courtesy and thoughtfulness might help open the door for future opportunities.
GlassDoor.com | October 24, 2018 | Posted by Glassdoor Team
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Surveys show that nearly 85% of employees have found or obtained their job via networking. Additionally, it’s estimated that referrals are associated with a 2.6 to 6.6 percent higher chance of an accepted job offer, however, all of these statistics are referencing external networking.
External networking refers to broadening your network of industry professionals and other individuals for mutually beneficial purposes including searching for a job or looking for a referral.
Internal networking refers to reaching out and connecting with colleagues within your organization, even if your job doesn’t require you to do so.
What is internal networking? Why is internal networking so important?
Company culture has become increasingly important in the workplace, and part of that is having a strong team of employees who are comfortable collaborating and working between departments and disciplines. When you continually network with other employees within your company, you’re building relationships, establishing rapport, and cultivating a mutual trust and respect that will enable higher productivity and a better overall work experience.
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Internal networking could give you a leg up on job openings
Networking with others in your organization can provide exclusive knowledge on job opportunities before they are public knowledge. If you work for a great company that you want to grow with, knowing about internal positions as early as possible could be a key factor in your career development. Building interdepartmental relationships will help you with that.
Internal networking can help you when you’re trying to make a career shift
When you’re trying to make a career shift, often one of the hardest parts is catering your resume to your new field of work. If you don’t have related work experience on your resume, it can be very difficult for a hiring manager or recruiter to see how you’d be a good fit for the position you’re applying to. This is where internal networking comes in.
If you’re trying to develop more experience in a different area of business, network with other employees in that department. Reach out and make it known that you’re interested in learning more about what they do. Conduct informational interviews or even ask to shadow or take on a small role in a project they might be working on. Even if it is a small role, getting exposure to a different sector of your company will give you more related experience to integrate into your resume.
This first internal networking trick sounds simple because it is. Say hi to people in the halls and introduce yourself! It could be as casual as “hey, I always see you around and wanted to actually introduce myself! My name is x. What’s your name?”
This will open up the conversation so you can ask what department they’re in and establish rapport. From there, you can gradually build a stronger bond and point out that you’d love to grab coffee and chat about projects in your respective departments.
Once you’ve opened up a dialogue with your colleagues, pay attention to little details they share with you. If someone mentions that their child was sick, make it a point to ask how the child is feeling in the following days. If someone also mentions a big project or meeting, ask how it’s going. Paying attention to little details shows others that you care, that you pick up on a lot of information, and makes people feel heard. This will help you network internally and will help build your reputation in a positive light.
Often when people think about networking, external networking comes to mind, but internal networking can be extremely beneficial. The stronger your inter-office relationships are, the more success you’ll have with collaboration. This will benefit you in your current role, and can also be a big help when you’re up for a promotion or looking to make a lateral move to a different area of work.
GlassDoor.com | October 17, 2018 | Posted by Michele Lando
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Recruiters may seem intimidating, but they genuinely want the best for both candidates and the company. Good recruiters want you to have the best experience possible during the application and interview process — but even though they want the best for you, there are some things that they just can’t share.
Salary bands, candidate competition, internal HR tactics — let’s just call them trade secrets. They are the confidential information that, unfortunately, recruiters cannot divulge.
To get to the truth, we reached out to Omer Molad, CEO/Founder of Vervoe, a recruiting company that replaces face-to-face interviews with online simulations for small and medium-sized businesses. Molad built his business on the premise that hiring is painful, and he has unique insight into the frustrations and insights of recruiters.
Here are a few of the secrets that Molad says recruiters won’t tell you, but really want to.
1. “We could have gone higher if you had negotiated.”
Salary negotiations are like a game of poker — both job seekers and recruiters are trying to maintain control and win the hand. “Very few (if any) recruiters will be so bold as to say ‘we took advantage of you and we don’t value you highly,’” says Molad. In fact, there is often a salary band or range that recruiters have for each role. Their initial salary offer is very rarely at the top of their salary band, so base pay — as well as benefits like vacation days, work hours, etc. — can usually be negotiated.
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2. “Don’t go overboard with buzzwords — we can tell.”
It’s smart to include keywords in your resume and to come off as knowledgeable about your particular industry. However, “don’t try to look smarter than you really are,” says Molad unabashedly. Authenticity is key. Recruiters and employers want your personality to shine — not your ability to throw out words and phrases like “synergy,” “move the needle,” “ROI,”feed the funnel,” etc.
“It’s not about specific questions or answers that stand out, but rather the candidates who display a great deal of passion about what they do that really stand above the rest,” says employer Academy Sports + Outdoors.
3. “You never had a chance after that bad first impression.”
Your mother was right: first impressions are everything. And according to Molad, few recruiters can get past a bad first impression. Unreturned phone calls, poor manners and clumsy interviews will all hurt your chances of moving on to the next round. Hiring managers and recruiters will bite their tongues, fighting back the desire to say, “We just don’t like you,” says Molad. However, take it from us: You must really dazzle if you’d like to make up for a rocky first impression.
“Interviewers often care more about the likability of entry-level candidates than whether or not they’re actually qualified for the job,” says career coach Peter Yang. “This is because the person interviewing you will often also be your future boss and mentor, so it makes perfect sense that they would want to hire someone whom they personally like and want to work with. A strong interview performance means establishing a strong connection with your interviewer. Try to show off your personality instead of just answering questions robotically. You can even get a bit personal if you’d like to.”
4. “Your references weren’t very flattering.”
If a recruiter or hiring manager had doubts about you, they won’t let you know if unflattering references just confirmed their doubts, Molad says. “Your references should talk about your strengths in specific situations — not just basic information,” adds HR expert Jordan Perez. “[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”][References] should be ready to provide examples of actual projects where you exceeded expectations. Your reference should easily cite one or two situations that highlight your strengths.”
“Bad references can ruin your candidacy as much as good ones can strengthen it,” says Sam Keefe, Digital Marketing Manager at AVID Technical Resources. Her advice to ensure that only the good shines through? “Give only references who will say positive things about you. Work hard to build good working relationships with coworkers and bosses.”
5. “I back-channeled you, and found out the truth.”
Backdoor references, or back-channeling, is one of the sneaky ways hiring managers and recruiters gather more information about you — it refers to when employers reach out to mutual connections in order to get their honest opinion of you. “This phenomenon is even more prevalent in the last five years or so because of LinkedIn’s growing popularity,” says Keefe. “Even if you choose not to give anybody there as a reference, backdoor references can reveal the skeletons in your closet. Backdoor references can be especially common when you’re looking for a job in sectors like tech.”
6. “We already gave the job to an in-house employee.”
Unfortunately, it’s perfectly legal to advertise a job that is almost certain to be filled by an insider. In fact, some research has shown that internal hires generally perform better than external ones. However, “phantom jobs” can be downright annoying when you’re looking for a new position. Even though federal labor rules don’t require employers to post openings, many HR departments require roles to be listed on a job board for some period of time to ensure a fair hiring process. Therefore, Molad says, don’t expect recruiters to come right out and say, “It was a beauty parade to show management we ran a process, but it was a sham and you were never really considered.”
Instead, shake it off and get back on the horse — there are plenty of opportunities out there, and the job that fits your life is just a few clicks away.
7. “Your last few social media posts were deal-breakers.”
Roughly 80 percent of recruiters and hiring managers use social media to look for and vet job candidates, making it extremely important to have a professional presence on the Internet.
“Hiring managers are reviewing social media pages to become educated about the background and brand the person is articulating and to look for red flags,” says Alan Weatherbee, senior vice president of talent search for Allison+Partners. “They aren’t using it to find ways not to hire someone who is qualified, but to make sure they present themselves in an accurate way.”
According to employment experts, you should make sure that your social media pages, whether it’s LinkedIn, Facebook, Twitter or Instagram, mesh with what you’re saying on your resume, cover letter and other application materials. After all, no one is going to hire someone who claims to be a head of marketing in their resume while their Facebook page is full of complaints about their job answering phones at an advertising company.
Janet Elkin, Chief Executive of workplace staffing company Supplemental Healthcare, says you want to make sure your social media pages are void of any political comments, inflammatory messages or anything else that might offend the person who might just hold your future in their hands.
8. “The team is dragging its feet waiting for another candidate’s response.”
Even the most direct recruiters and hiring managers will hesitate to tell you that you’re “Plan B,” says Molad. So if an employer seems to be dragging its feet or delaying in giving you the green light to proceed — or the red light that you’re not right for the role — chances are they have another candidate in the pipeline.
Don’t take it too personally — being a runner-up isn’t a horrible thing. Often times, other candidates fall out of the running because of personal circumstances or other job offers. Being number two still means you are in contention. If you feel like a recruiter is slowing your process down in order to accommodate a preferred candidate, use it as a challenge to convince the recruiter of your awesomeness and your true fit for the role.
No matter what, remember that the secrets recruiters keep are withheld with the business in mind, not because they are trying to be malicious. If you are faced with any of these, the right opportunity probably just hasn’t come your way yet. Don’t be afraid to be upfront with a recruiter and communicate both your concerns and your goals.
Countless job seekers and employees still struggle with negotiating salaries and advocating for themselves. But let’s say you’ve worked yourself up to asking for a higher salary. You could still be missing out on perks that can further enhance your compensation package–and they may not be that far out of reach.
“The whole salary negotiation process is a conversation,” says Jacqueline Twillie, a negotiation expert and founder of leadership development firm ZeroGap. “It’s not a battle.” With that in mind, here are some negotiation tricks to keep in mind the next time you’re interviewing for a new job or angling for a raise.
NEVER ACCEPT A VERBAL OFFER
“Don’t just flat out accept it, even if it sounds great and you’re really excited,” Twillie says. She recommends that job seekers always hold off on saying yes to a verbal offer, even in cases where they feel sure about the job. “I would always ask for an opportunity to review everything in writing–but express enthusiasm so that they know that you’re interested,” she says. The money might sound good at first blush, but when you look at benefits like healthcare, you may find the coverage is less than you anticipated; if so, you may want to negotiate a better salary.
“It’s much harder to come back and negotiate after you’ve already accepted,” Twillie says. “And it puts you in a stronger position when you haven’t accepted yet.”
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In states like California, pay parity laws that have gone into effect over the past few years could help women negotiate salary increases, according to Tracy Saunders, a former recruiter who started the Women’s Job Search Network. The Equal Pay Act in California states that employees who do “substantially similar work” must be paid equally, even if their job titles are not identical. “Companies are actually adjusting women’s salaries outright,” Saunders says. “Understanding those laws is one way to receive a more substantial kind of increase.”
The same is true of another law that seeks to address the gender pay gap, which prohibits employers from asking about a prospective employee’s salary history in states like Massachusetts and California. In the event that a recruiter does ask for your current salary, try to shift the conversation to your salary expectations; Saunders and Twillie also recommend talking about salary expectations early in the interview process. “It’s really important that in the first phone screen, when they bring up the money, you talk about the market rate and not your current salary–especially if your first salary is less than the market [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”][rate],” Twillie says.
FIGURE OUT WHAT YOU NEED TO BE SUCCESSFUL–AND ASK FOR IT
As you go through an interview process or negotiation, it’s important to get as much information as you can about the role you’re up for. “Try to ask questions that give you a deeper understanding of the work you’ll be doing beyond the job description,” Twillie says. “If you can understand what you’ll be doing upfront, you’ll be able to negotiate for different things.”
That could include a travel allowance or a certification–or it could be as simple as the right equipment. “People think they’ll be provided with the tools,” Twillie says, “but if you don’t ask for those things, you’re not going to get them.” Asking for what you need during the negotiation process, she argues, can prove more effective.
One of the best ways to figure out what a new role may entail is talking to employees. According to Twillie, some companies have started allowing people they’re interviewing to shadow employees, which she suggests job seekers try to do. “If you spend more than 10 minutes with a person, they’re going to drop their guard and be more open,” she says. “So if you can spend that half day on site, it really gives you an opportunity to learn about the culture and to talk to employees.”
GET CREATIVE WITH BENEFITS
As companies race to snag the best employees, many have rounded out their compensation packages with more attractive benefits and perks–say, a flexible vacation policy or the ability to work remotely. Some employers are even offering to assist with student loan repayments. Twillie notes that there are countless ways to negotiate benefits, and that would-be employees can even repurpose a perk that they don’t need: One person she coached asked to put a superfluous relocation package toward repaying her student loans. “If they’re giving you a bucket of money,” she says, “see if you can use it in a different area.”
For parents, another option is to request a bump in pay over the summer, to account for the cost of childcare; and for employees who yearn to be parents, employers might help subsidize fertility treatments or adoption assistance. (“These are really high-ticket, high-price benefits,” Saunders adds.) Both Twillie and Saunders urge job seekers to think outside of the box and ask for benefits that aren’t necessarily included in the “standard” compensation package. “When you’re starting to think about negotiating, it just depends on what your goals are,” Saunders says. “There are some new benefits coming into play that are intangibly valuable–or priceless.”
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At one time, many people had the mindset that jobs were hard to come by, so they should take whatever was offered to them with no questions asked. Today, people are becoming choosier about their career paths, and they know that they are deserving of more than the bare minimum.
In our job seeker-driven labor market, people aren’t content to take anything that is being offered, and they know that they need to ask certain questions to make sure that they are going to be treated like a valued employee and not just a number.
If you are offered a new position, here are nine important things that you need to talk with HR about before you accept the offer.
1. Ask About Benefits
It is important to know what is included in the benefits package. If the benefits are not appealing, this may not be the right company for you to work at. Find out about provider options, how much you have to pay into the health plan yourself, what is covered (including prescriptions and specialty services), if dental and vision care is covered, etc. These days, with the high cost of health care, it is important to know that you have excellent health care coverage through your employer.
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Depending on the employer, and the job being offered, the salary may or may not be set in stone. Most employers aren’t going to come right out and tell you that salaries are negotiable because they want to pay as little as possible. This is information you are going to need to dig for, so you are just going to have to come right out and ask. You will never know unless you do, after all. Besides, you may be pleasantly surprised by the answer. In many cases, if the candidate has enough to offer an employer, the employer is going to be more than willing to negotiate the salary a little bit.
3. Ask About Other Perks
These days, it is not always enough for companies to offer competitive wages and benefits packages. The more perks a company offers, the more attractive the job offer is going to be. So, you need to find out what other perks might be available to you should you decide to accept the position being offered. Perks can be anything from flexible shifts and working hours to office parties to paid time off and more. Some of the best perks to ask about are advancement training and promotion opportunities.
4. Ask about Vacation Time
Now may not seem like the most appropriate time to ask about vacations, but it is as good a time as any. Plus, you need to know before you take the job if you are going to actually be able to take vacations at all. Some companies only let you take time off that is unpaid, while others offer paid vacations once you have worked for them for a certain amount of time. Don’t forget to ask if you can roll over any unused vacation days and use them in the following year.
You can tell a lot about a company by listening to what current and past employees have to say about it. If it is a good company to work for, the HR person should have no problem telling you what employees are saying about the company, and even find people within the company for you to talk to. (Of course, you can always check Glassdoor reviews as well!) If you find out that the employees are happy in their jobs, chances are you will be as well, and that this is a company that you would like to work for.
6. Ask About Incentive Compensation
Some companies will give bonuses to their employees as compensation for certain incentives, such as taking on additional responsibilities, pay raises based on performance, etc. Find out if monetary bonuses are offered, and if so, what the criteria are to be eligible for these bonuses. The more you know about how you will be compensated, the more you will strive to really earn those bonuses and be the very best that you can be when it comes to doing your job.
7. Ask About Relocation Expenses
If you are going to have to relocate in order to take the position, you need to find out if the company is going to help with any of the relocating expenses. Obviously, they are not going to pay for everything, but if they expect you to move for them, they should be expected to help in some way. For instance, they may offer to pay a percentage of the actual moving expenses or put you up in a rental unit until you are able to find an appropriate and affordable place to live.
8. Ask About Education Opportunities
Many companies will offer incentives for employees to go back to school or receive additional training that is going to help them advance in their careers. In fact, this is one way that companies can ensure long-term employees, because these employees are grateful for the help, and want to give back. Some companies will pay for a portion of tuition, and some even allow you to take a leave of absence in order to get your degree. The more education you have, the more you will have to offer your employer, and they often recognize this and will help.
Ask if you can have the job offer, and everything that you have agreed on, in writing. This way, there is little chance that the employer is going to pull back on the offer. A written agreement is much more binding than an oral agreement, and if you have everything on paper, they can’t turn around later and say that something wasn’t part of the offer, add work that isn’t in the job description. If they don’t want to give you anything in writing, it is a good sign that this may not be the best company for you to work at.
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When I was first laid off and trying to build up my professional network as a newly self-employed person, I had the bright idea to join a Meet Up group called “Small Business Owners & Entrepreneurs” that met once a month at a local restaurant to talk about business, marketing and growth.
So you can imagine my surprise when later that week I sat down to dinner with a handful of multi-level-marketing salespeople who were sure their product was the one I should start selling!
If you’re interested in joining a professional group to expand your network or ramp up your development, you’ll need to do some research in order to avoid making my mistake. Because whether you’re considering a free or paid membership to a professional group, it can be difficult to understand whether the benefits are really worth it, or if you’re walking into a scam.
Here are three questions you can ask yourself before joining a group to make sure it will deliver clear career benefits.
1. Is it a legitimate group or a scam? The Internet is connecting people faster than ever before. Most of the time, that’s a good thing. But in the case of professional organizations, it can create a lot of confusion as you sort the legitimate professional groups that will reflect well on you from the overnight scams that just pad your resume.
To make sure the group you’re considering is a legitimate one that will deliver on its promises, ask yourself the following questions:
Does it have membership requirements? The most in-demand groups often have membership requirements such as having a certain amount of experience in the field or a certain degree. For example, Licensed Members of the National Society of Professional Engineers (NSPE) must hold a valid license or certificate of registration as a professional engineer or the equivalent. If there are absolutely no requirements for membership besides paying the fee, that could be a sign it’s more likely to be a hobby group rather than a professional group.
Does it explain membership fees? High-priced memberships that don’t explain their fees are a big red flag. Look for details about how the association spends the membership money or what you get for it, such as a membership fee explanation or benefits page like this one from the Society for Human Resources Management (SHRM).
Is it well-represented in my current network? Social proof can be a good indicator that the professional organization you’re considering is a legitimate one, so take a look at your current connections and see which groups they’ve chosen to join.
For example, if you’re a teacher connected with other teachers, the odds are incredibly high that you know several people who are members of the National Education Association (NEA). If you’re considering a group and you can’t find anyone you know who is a member, contact a school or work mentor to ask their opinion — you never know what you might find out about how your industry perceives the organization.
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2. Will I participate in the group? It’s one thing to join a group because they host a wide variety of trendy and on-point events. It’s another thing entirely to join a group because you actually want to attend those events.
Before you spring for a group membership, consider the schedule of activities and whether or not you would really participate. Do you see yourself making time for events each month, quarter or year? Remember, this doesn’t just mean putting it on your calendar, but making all the other little arrangements to your schedule that it takes to prioritize going to a professional meeting in your personal time.
If you’re not sure, reach out to your local chapter head and ask if you can attend a session or two as a trial to make sure you’ll participate. If not, you might be better off pocketing your money and focusing on building your network solo.
3. Will it grow my network with authentic connections? Finally and most importantly, consider whether or not being active in this group will give you the opportunity to make authentic connections with other people. Because as nice as it is to be invited to free online webinars or in-person presentations, the professional groups that can change your life are the ones that give you the opportunity to meet and engage with new people in your industry. They provide more than just free appetizers and company swag — they become the backdrop for forging new relationships based on common interests and goals over the course of your career.
Beyond providing plenty of opportunities to make new connections, also make sure the group will connect you with the specific people you want to meet, which will depend on your goals.
For example, if you’re a freelancer, you could be looking for a professional organization that can connect you with fellow freelancers so you can build a support network and grow your business. Or you might be looking for an organization within your freelancing niche that can keep you up to date in your industry and make connections with new customers. These are two very different goals, and what’s right for you will depend on what kind of connections you’re looking to make.
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You probably know someone who knows someone who landed a great gig by working with a recruiting agency or professional headhunter.
Maybe you’ve picked up the phone to a recruIter’s call for a reference on one of your former employees or coworkers. Maybe you’ve considered applying to a job listing through a recruiting agency. But at the end of the day, do you actually know what a recruiting agency is, let alone how to best take advantage of one?
Honestly, we weren’t so sure either. It’s a complex and foreign world of negotiation, phone screens, and email blasts so it’s natural if you feel like avoiding recruiters entirely, but this is also your career on the line. We set out to find out exactly how to use (and make the most of) an all-too-often underutilized resource.
Headhunters are recruiters for hire. Often they work for an outside agency and are hired by companies (usually the big guys) to find them talent ASAP. The keyword here is “ASAP”—which is exactly why job searchers often have a negative impression of them. They get paid faster if they make a hire faster, which means they might drop in, ask for your resume, and then professionally ghost you if you’re not the right fit.
Still, there’s a benefit to talking to them. For you, working with a headhunter can be a great opportunity because they bring you positions, cutting down on your time spent job hunting. And if you’re ultimately hired for one, the company pays the recruiter’s fees, not you. These for-hire headhunters often also have access to positions that aren’t posted to the usual job boards, meaning you could beat out the competition early if you are the right person for the job.
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WHAT IS A RECRUITER (AND WHAT’S THE DIFFERENCE BETWEEN RECRUITERS AND HEADHUNTERS?)
Recruitment agencies—or individual recruiters—are essentially intermediaries between you and potential employers slash hiring managers.
Recruiters might work for a firm that’s hired by companies to help them fill open positions or (maybe more often) they might work in-house for a single company. Because of this, there are a few positive elements: they know the company better than a headhunter would, and they’re also interested in finding candidates who fit with the company culture—which they know well since they’re a part of it.
Still, for the sake of how thorough this article is, here are the three types you’ll most likely encounter:
Corporate Recruiters
These are in-house recruiters who are tasked with finding talent for the company where they work, and they’re everywhere. Facebook has a whole team of them. Our founder, Lauren McGoodwin, used to work as a corporate recruiter at Hulu. Some recruitment teams even have their own Instagram accounts.
Typically, these recruiters will contact you—often through your LinkedIn profile, so make sure it’s optimized—but you can also reach out directly to a recruiter about a specific position you find on a Careers page or to request an informational interview.
Okay, so this is a bit of trick. “Contingency recruiter” is another word for headhunter, i.e. an independent professional who doesn’t work for a specific company but is hired by various teams to find the best talent. They’re compensated only if and when they find a candidate to fill the role. Just make sure you pick the right agency to work with—but more on that later in our section, “How To Find The Right One.”
Freelance Recruiters
Less common than the other two, but worth considering if you’re trying to make a living by working for yourself. Freelance recruiters can put you in touch with clients who need contract work. This is especially common in the design and web development industries. In the interest of brevity, we won’t go too much into this type of recruiting, but here’s a great resource if you’re freelancing.
WHY (OR WHEN) SHOULD YOU USE A RECRUITER?
You’re Looking in a Specific Industry
There are some definite advantages to using a recruiter or agency, especially if you’re in certain industries. Many companies in the fashion and beauty industries work exclusively with recruiters to hire new talent. The same goes for many web design, development, and technology jobs.
You Don’t Have a Strong Personal Network (or Just Want to Better Your Odds)
Often, recruiters have contacts at the places you’re applying (or in the case of corporate recruiters, they’re actually working for the company already) so chances are they can bump your resume to the top of the pile if they like your style.
You Want to Leave It to the Experts
Consider this too: a recruiter’s blessed with the stellar ability to sell you. It’s their job. We’re not always our best representatives during a job search (consider any interview you ever botched, and you’ll see what we mean), but it’s in the recruiter’s best interest to get you the optimal gig, and they do it with great form and style.
You’re Moving to a Strange City or New Industry
Then there’s the advantage of someone knowing the environment and competition. While I bounced ideas for this article off a close friend, who works in fashion as a Creative Director, she pointed out that it was in her best interest to go through a recruiter when she decided to move from the East to West Coast. “I had no idea what companies were working out of Los Angeles beyond two or three big names, and I didn’t know many people in my industry working out here,” she explained, “but my recruiter gave me all sorts of insight about my options, in addition to setting up some interviews. Then I started combing through LinkedIn.”
HOW TO FIND A RECRUITER OR HEADHUNTER FOR YOUR HIRING NEEDS
How to Contact a Recruiter
Sometimes you know exactly which company you want to work for (some of us are just meant to work at Github or Everlane, you know?). If you’re after the environment and work style more than the job title or salary, you’re probably primed for reaching out to a corporate recruiter who works in-house at your dream company. Consider optimizing your LinkedIn profile for, and reaching out to, a company’s recruiting team via a carefully crafted cold email or LinkedIn message. If you have a few companies in mind, reach out to each of their recruiters as you see fit.
How to Find a Headhunter
The good news is, they’re everywhere. If you’re at a point where you have no idea what you want to do exactly, but you know you’re ready for a change, try reaching out to a contingency agency in your field (or the field you’d like to enter). Chances are they’re aware of some positions you don’t even know exist yet—and those positions might be a perfect match for your background and goals.
You can start by doing some research just by searching terms like “Fashion recruiting in Los Angeles” or “marketing headhunters in Chicago” whatever it might be. Just keep your expectations in check—if you understand that it’s a bit of stretch for a headhunter to come through for you, you won’t be disappointed if it doesn’t pan out.
BONUS: HOW TO GET (AND KEEP) A RECRUITER’S ATTENTION
Corporate Recruiters
As we mentioned earlier, corporate recruiters tend to reach out to you and not the other way around, but here are a few ways to up your chances of grabbing their attention:
Optimize your LinkedIn profile. We can’t say this enough. We know it’s a headache to navigate the various LinkedIn settings and sections, but it’s also the social platform that recruiters use most often. Make sure you have a killer LinkedIn summary, that all your information is updated, that you’ve optimized your skills list for the roles your seeking (see next bullet), and that you’ve requested as many connections in your field as appropriately possible.
Include resume keywords you know recruiters love. The keywords you use are completely dependent on your industry, but you can glean some insight by studying job listings that interest you. Update the experience and skills sections on your resume to include terms that a recruiter might be seeking for a specific role. If you’re applying for more than one type of job in your industry, create multiple versions of your resume and tailoring them depending on need. And consider these other tips that one Facebook recruiter suggests when optimizing your resume.
Treat any phone call like an interview. When a recruiter does reach out via email or phone, take the process very seriously. Their screening call may mean the difference between never hearing from the company again and landing your ideal job. Even if you don’t fit the open position, a recruiter may go out of their way to find you a place at their company if they like your personality and experience. A friend in the art industry once interviewed with a recruiter for a position at a museum—but they ultimately offer the position to someone in-house. That same recruiter, though, called her in for three more interviews over the next four months until finally, they found her a position that suited her needs and theirs.
Contingency Recruiters
Ask as many questions of the recruiter as they ask of you. The goal is to find a good fit for your goals and industry, so make sure the recruiter you go with has your best interests in mind during the process by asking them detailed questions. You’re kind of like a rising actor picking the right agent.
Don’t be afraid to pick their brain. Just like my friend who asked her recruiter for details on companies in Los Angeles, remember that your agency is working for you as much as potential companies. Don’t be afraid to ask their advice or suggestions on companies that might be a good fit or how they think you can optimize your resume for their field.
Make sure you pick the right recruitment agency for your field. Often recruiting agencies are industry-specific and that’s a great thing. No one wants to go through a Walmart-esque staffing agency to find a job. Trust us, it won’t be good. If you’re unsure what the best recruiting agencies are in your industry try these three tricks:
Start by talking with people in your network. See if anyone has worked with recruiters in the past.
As you’re scanning job boards, take note of any positions that look industry that were posted by a particular agency. When you start to see patterns, that’s the agency for you.
You can also do a Google search and reach out for a screening interview at a firm that looks promising, then browse through their site listings to see if anything appeals to you before contacting them.
FINAL TIPS
Return a recruiter’s calls or emails promptly and please spell check. Even if you don’t think the job they’re pitching sounds like your style, take the time to answer. They’ll have other jobs to fill in the near future, and they’re working hard just like you.
Don’t exaggerate or lie. Recruiters are there to find the right person for the job. Eventually, there will be a right job for you. By being as honest a possible, you ensure you won’t end up in the wrong position and you won’t burn any bridges with the recruiter who you might need to use again in the future.
Include links to your web presence. Recruiters see a lot of resumes and cover letters. In fact, some of them even hate receiving cover letters because going through them is such a time suck. By including clear links to your web presence like your LinkedIn, portfolio, or even an Instagram account, you help recruiters easily access and see your working style, background, and talent in a more digestible way. Include links wherever applicable.
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You’ve spent weeks perfecting your resume and crafting the perfect cover letter, and you’re finally ready to submit your application for your dream job.
But when you scan the company’s careers page, panic starts pouring over you. The job you wanted to apply for is no longer open. It’s gone. And as you stare at your laptop screen in shock, you can’t help but think you’ll never be able to join your dream company.
What should you do in this situation? You can’t just put your job search on pause until the company opens the position again. How do you express interest in joining a company when the position you want isn’t currently available?
One of the most effective ways to grab a hiring manager’s attention and get your foot in the door is by writing a letter of interest to the company.
What Is a Letter of Interest?
A letter of interest lets a company know that you want to work for them in a role that they’re currently not hiring for. In hopes that the company will contact you when they do open this position or another relevant position, your letter of interest focuses on how your skill set and culture fit can benefit the company, not how the company can benefit you. You can send a letter of interest at any time, regardless of whether or not the company is actively hiring.
Sending a letter of interest is a great way to introduce yourself to a company, and it shows them you’re willing to take the initiative to proactively reach out. This can keep you top of mind when the company starts recruiting for the job you inquired about or if they have any upcoming job opportunities that could be a good fit. If you’re really impressive, some companies might even create a position just for you.
Other times, sending a letter of interest can lead to a coffee chat or an informational interview with the hiring manager of the team you want to work for.
Writing a letter of interest sounds like an easy way to get your foot in the door at any company, but it’ll only pique a hiring manager’s interest and elicit a response if it actually resonates with them.
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To compel a hiring manager to read your letter, respond to it, and consider you for a job, there are four crucial elements you need to include in your letter of interest:
1. Hook the hiring manager with proof that you understand their problem.
Hiring managers don’t hire people just to be nice. They hire people to help them run their team better. To immediately grab a hiring manager’s attention, you should show how you understand the problems they’re trying to solve, like the hook below:
“As a two-year blogging veteran in the marketing technology industry at companies like Return Path and SlideBatch, I know how hard it is to write well. I also know how challenging it is to get found on Google.”
By describing a similar experience you’ve had at your current or prior job, you can relate to them on a deep level, which will engage and prompt them to read the rest of the letter.
The hardest part of this step is discovering the hiring manager’s problems. One way to figure it out is by listing off the job’s responsibilities and asking yourself why these tasks are important to their team. If you keep analyzing until you reach a dead end, you’ll usually find their needs there.
2. Agitate the problem to remind the hiring manager they need a solution.
How do you make a hiring manager realize how valuable a solution could be? You remind them just how painful them problems are. And to make them visualize their dreaded problem as vividly as possible, you need to be specific, just like the example below:
“According to HubSpot’s careers page, you’re not currently hiring, but, in the future, if you’re looking for someone who can not only engage an audience with clear, concise and compelling blog posts, but also optimize them for search engines, while hitting every deadline, you can count on me.”
When they realize how much pain they’re actually in, they’ll have more of a sense of urgency to resolve it. And this’ll push them to respond to you because you might be their fastest route to a solution.
3. Prove that you’re the solution with an example of your skills and experience.
If you’re really the solution to their problems, you must prove to the hiring manager how you’ve used your skills to solve similar paint points in previous experiences. Then, you should describe how you’ll be able to use those learnings to help solve their current problems. Check out the example below:
“Last year, at Return Path, I was the top performing blogger, writing weekly posts that averaged 7,500 views, 1,000 social shares and 35 new blog subscribers gained. The year before, at SlideBatch, I devised and implemented a new keyword strategy that increased organic page views for our Visual Marketing 101 blog series by 15 percent.
I’ve read HubSpot’s blog every day since I started my content marketing career, and I’m inbound, content and email marketing certified, so I strongly believe I’ll be able to hit the ground running if I were to work on HubSpot’s blog team one day.
Whether I’d be uncovering high opportunity keywords or crafting blog posts to support and develop your team’s new pillar cluster model, I’m confident my skills and experience can help your team crush their goals.”
By quantifying your accomplishments and researching the company’s pain points, you’re proving your worth. But if you just list your skills and work experience, you’re only proving to the hiring manager that you’ve failed to make an impact.
4. Confidently request to move on to the next step.
At the end of your letter, you should express your interest in exploring upcoming opportunities or ask them to keep you top of mind when an opportunity opens up, like the call-to-action below:
“I’d love to learn about any upcoming roles on your team or be considered for a position later down the road. My resume is attached, and my contact details are listed in my email signature below. Thank you for your time! It was a pleasure connecting.”
These call-to-actions are crucial because they tell them how to get the ball rolling. If you don’t tell the hiring manager what to do next, then nothing will happen.
All together, a successful letter of interest looks like this:
Hi Greta,
As a two-year blogging veteran in the marketing technology industry at Return Path and SlideBatch, I know how hard it is to write well. I also know how hard it is to find get found on Google.
According to HubSpot’s careers page, you’re currently not hiring, but, in the future, if you’re looking for someone who can not only engage an audience with clear, concise, and compelling blog posts, but also optimize them for search engines, while hitting every deadline, you can count on me.
Last year, at Return Path, I was the top performing blogger, writing weekly posts that averaged 7,500 views, 1,000 social shares and 35 new blog subscribers gained. The year before, at SlideBatch, I devised and implemented a new keyword strategy that increased organic page views for our Visual Marketing 101 blog series by 15 percent.
I’ve read HubSpot’s blog every day since I started my content marketing career, and I’m inbound, content and email marketing certified, so I strongly believe I’ll be able to hit the ground running if I were to work on HubSpot’s blog team one day.
Whether I’d be uncovering high opportunity keywords or crafting blog posts to support and develop your team’s new pillar cluster model, I’m confident my skills and experience can help your team crush their goals.
I’d love to learn about any upcoming roles on your team or be considered for a role later down the road. My resume is attached, and my contact details are listed in my email signature below. Thank you for your time. It was a pleasure connecting!
As a [X]-year [Your Profession] veteran in the [Space You Work In] industry at [Most Prominent Companies You’ve Worked For], I know how hard it is to [Pain Point #1]. I also know how challenging it is to [Pain Point #2].
According to [Company] careers page, you’re currently not hiring, but, in the future, if you’re looking for someone who can not only [Solution for Pain Point #1], but also [Solution for Pain Point #2], you can count on me.
Last [Specific Timeframe], at [Current or Old Company], I was the best performing [Your Profession], [List Your Responsibilities and Describe the Impact You Made]. The [Specific Timeframe] before, at [Current or Old Company], I [List Your Responsibilities and Describe the Impact You Made].
[Show Hiring Manager that You’re a Voracious Learner and You Regularly Keep Up with Company News], so I strongly believe I’ll be able to hit the ground running if I were to work on [Company] team one day.
Whether I’d be [What the Team is Working on Now], I’m confident my skills and experience can help your team crush their goals.
I’d love to learn about any upcoming roles on your team or be considered for a role later down the road. My resume is attached, and my contact details are listed in my email signature below. Thank you for your time. It was a pleasure connecting!
Sincerely,
[Your Name]
Steps to Take Before You Send Your Letter of Interest
After you finish writing your letter of interest, you need to make sure the company will actually open it. So before you send your letter, it’d be ideal if someone on the team personally knows who you are.
To do so, ask your connections or alumni that work at the company to introduce you to the team’s hiring manager. If you can’t do that, you could add the hiring manager on LinkedIn, tell them why you want to connect and send them your letter of interest.
Getting your foot in the door will ultimately help you stand out from the crowd of job seekers who are all sending the same “hire me” pitch to them.
https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg00First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2018-08-27 21:01:042020-09-30 20:45:55#CareerAdvice : #CoverLetter -How to Write a Letter of Interest in 2018… You can Have a Great #Resume but IF you Can’t get the #Recruiter to Read it, you Have Nothing. That’s What a Great Cover Letter does.
