by Angela Copeland | May 31, 2017 | Advice, Career Corner Column, Job Search Fear, Media
Okay, this is going to sound strange. But, bear with me. After having coached hundreds of folks on their job searches, I’ve noticed a pattern. And, it’s not one I would have expected.
What’s one of our number one fears when it comes to job searching? It’s actually that we will get the job! That’s right. We are afraid of being offered a job.
Why in the world would that be the case? It’s a great question, and the answer to this important question could unlock a key to the job search.
First, let’s rewind a bit. Think back on how you got your current job. Then, think about how you got the job before and the job before that. If you’re like most people, you got most of your jobs through a networking contact. Someone happened to know who you were. They thought you might be a great fit, and they offered you a job. It was as simple as that.
This makes our deliberate job search so much more difficult. We have much less experience selecting what we want to do, and then going after it. We’ve typically just gone with the flow. If a friend thought we might be good at sales, we tried sales. If an uncle had an operations role available at his company, we gave it a shot.
Proactively and deliberately searching for a job takes on so much more responsibility for our own futures. So, why would we fear a job offer when we are clearly looking for a new job?
Well, if you’re like most people, you have taken most every (if not every) job you have ever been offered. When your friend or your uncle told you about a great opportunity, you went for it.
The thing is, when you aren’t quite sure what you want to be, you might be afraid of getting a job offer because it could mean taking a job that’s not right for you. We are afraid that we will be offered something because we assume that being offered a job means taking a job.
So, we sit and stir. We think and think about what we might want to be – one day. But, we are so paralyzed with fear about making the wrong choice that we make no choice.
But, what if – what if we decided that it would be okay to say no to a job offer that didn’t feel like the right fit? What if we decided that it wouldn’t be wasting the company’s time to go through the interview process, even if we didn’t take the job?
My guess is that we would be less paralyzed by fear. We would look at job searching more like a fact finding mission rather than a scary commitment. And, why not? The company would happily interview a candidate five times before walking away if there wasn’t a good fit. Why wouldn’t we as candidates be willing to do the same thing for ourselves?
Angela Copeland is a Career Coach and Founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
by Angela Copeland | May 24, 2017 | Advice, Career Corner Column, First Job, Job Search
Today’s young people are more thoughtful and kinder than many of the older job seekers they’re competing against. They care about making a difference more than their own personal finances or another self-serving endeavor. From the outside, it seems that parents are pouring more of themselves into these young hearts and minds than ever before. This effort is incredibly admirable.
But, can I please make a plea to you, Mom and Dad? Once your kids are on their way out of college, please let them grow up.
Very often, parents want to perform a job search on behalf of their child. The parents mean well. They don’t want the child (or should I say adult) to struggle on their way into the real world. The problem is, brokering the child’s job search doesn’t do the child any favors.
Many young people today seem to be so used to parental involvement that they don’t recognize their parent’s behavior as unusual. This means that they don’t push back when the parent has crossed a line.
But, you know who does think it’s unusual? The hiring manager and the other people in the child’s life who might otherwise help them to find a job. Whether they share their thoughts or not, they’re thinking it.
Struggling to find a job is part of life. That may sound strange, but the process of finding a job doesn’t just land us a place to work – it teaches us how to look for a job. It teaches us how to network. It teaches us how to solve problems. And, sometimes the process of looking can also teach us what we do and don’t want to do for a living. Those are very important lessons. Lessons that we will miss if mom and dad serve us a job on a platter.
Don’t get me wrong. Advice from a parent is incredibly valuable. Talk to your kids. Answer their questions. Give them guidance. You’ve been down the road and you have so much helpful information to share.
Then, take a step back. Let your child do the work. You wouldn’t take a math test for them in high school. You’d help them study and then you’d let them prove themselves in the classroom.
Last year, I interviewed a Chief Marketing Officer for my podcast. He described a situation to me where a young employee received a performance review they didn’t like. You won’t believe what happened. Mom called him to talk over her child’s concerns. Can you imagine how much that hurt the child’s future? The child missed the lesson, and in the process, they lost the precious respect of their boss.
I get it. Parents are just trying to help. But, at this stage of life, parents will be the most helpful from the sidelines. Trust that you’ve been in enough work to this point. Your young person has their head on straight. They know what’s important to them. Now, let them go out and get it.
Angela Copeland is a Career Coach and Founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
by Angela Copeland | May 17, 2017 | Career Corner Column, Interviewing, Job Interview, Media
Sometimes, getting a job is dependent more on what you ask than what you answer. Let me explain what I mean by this. We spend so much time preparing for how we will answer the hiring manager’s questions, yet very little time thinking about what we want to know.
I often compare job interviews to dating. And, I don’t know about you, but I’ve never been on a first date where I hoped that the guy sitting across from me would propose. That would be crazy, right? But, somehow, we do it every day with job interviews. We show up just hoping to be picked. We forget to think about whether or not we actually like the company.
The place where this is especially problematic is with the questions we ask. Very often, during a job interview, the hiring manager will say, “Do you have any questions I can answer for you?” If we’ve been in an all-day interview, it’s not uncommon to have gotten all of our questions answered over the course of the day. We may respond with an honest, “No, thanks. I’ve already gotten all of my questions answered.”
This response seems reasonable. Unfortunately, many hiring managers don’t think so. It surprises me the number of hiring managers I’ve talked to who are stuck on this issue. When the job seeker doesn’t ask questions, the hiring manager doesn’t assume their questions were really answered. They assume the job seeker isn’t interested. That’s right – they think you don’t care about the job.
Well, we all know that isn’t true. You didn’t take off an entire day at work to interview for a job you don’t care about!
Let’s avoid this unnecessary hurdle of the job search process. Make a list of questions. Research questions online. Keep more questions on hand than you’ll need, with the expectation that you will only ask a few of them.
If you find that by some chance, the hiring manager does manage to answer all of your questions, don’t stop there. Think of more on the fly. I know this can sound daunting, but here is an example of a question that the hiring manager probably didn’t fill you in on already.
“Why did you choose to come work here, and what’s your favorite thing about the company?”
This is a good question, because it helps you to learn more about the hiring manager. It gets them talking about themselves. It helps you to learn more about the company. And, most likely, it will be a question the hiring manager didn’t answer before. As hiring manager’s, we tend to focus on asking the candidate questions – and on sharing information about the role. We are rarely talking about our own personal experiences.
Before your next interview, list everything you want to know. Decide whether the company is a fit for you, and avoid being the desperate candidate. It will help you get your questions answered, and will increase the chance of a job offer.
Angela Copeland is a Career Coach and Founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
by Angela Copeland | May 10, 2017 | Advice, Career Corner Column, Job Search, Media, Thank You
How many times have you heard the phrase “don’t forget to say thank you”? When we were children, adults reiterated this phrase over and over again. Yet, somehow, as adults, we are forgetting this simple lesson.
The Wall Street Journal recently cited a poll that found of employers surveyed, 75% complained that job applicants didn’t send thank you notes after an interview. In addition to the after interview thank you notes, I have seen this trend inside cover letters. We are increasingly leaving out the thank you at the bottom of our cover letters.
The crazy thing is, a thank you is essentially free to give. It doesn’t require going back to school or paying for some expensive certification. It’s a simple acknowledgement of someone’s time and consideration.
But, given that we all mean well, I have to think that this trend is not intentional. It has to be connected back to how busy we all are, and how blurry the lines have become about social rules. We focus on being the most qualified candidate rather than the easiest to get along with. Yet, we know that hiring managers are people too. And, their decisions are often based on the little things, like first impressions.
Given the importance and the simplicity of the thank you, here are a few guidelines.
First, include a thank you in your cover letter. For example, near the end, you could say, “Thank you for taking the time to review my request.” This thank you is important because the hiring manager is very possibly reviewing hundreds of applications.
Then, as you correspond with the hiring manager, the human resources representative, or anyone else from the company, be sure to close all communications with a thank you. “Thank you for your help” or a simple “thank you” at the end of emails works great.
In person, thank the hiring manager for inviting you to interview. Thank them for their time.
After the interview, do two things. First, send electronic thank you notes by email. These are short emails sent to each person you interviewed with – thanking them for meeting with you. This can be a great place to mention something specific that you discussed with the interviewer.
Then, follow up with a hand written thank you note to each person. I know it sounds old fashioned, but it works. And, it’s cheap. Include a personal message for each person, and drop in your business card. It helps to remind them about who you are.
Sending a thank you note and a thank you email after an interview may sound redundant. But, think of it this way. The hand written note is the most powerful one, but it may get lost or take a while. The e-mail is the sure fire way to ensure the hiring manager hears from you before they make a decision.
The best news is, with so few people sending thank you notes, this simple gesture will make you stand ahead of the pack.
Angela Copeland is a Career Coach and Founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
by Angela Copeland | May 3, 2017 | Career Corner Column, College Graduation, First Job, Media
You’ve made it through four years of college. Now what? Getting your first job after graduation can feel like a daunting task. We have such high hopes of finding the perfect career quickly and easily – until we hit a wall. Based on a recent piece by the Wall Street Journal, many college graduates can relate.
The National Association of Colleges and Employees reports that companies plan to hire 5% more young workers this year than last year. This sounds like a great forecast. It makes you wonder what’s going on that’s impacting new graduates.
It seems there’s a mismatch of what companies are looking for and what applicants have to offer. Approximately thirty percent of applications aren’t meeting the minimum requirements for entry level jobs. To compound the issue, some jobs require higher level minimum requirements than are really needed to perform the job. This means that companies aren’t able to find the candidates they want. And, young job seekers are left without jobs.
In addition, ninety percent of college seniors believed their interviewing skills were strong. This was a stark contrast to the perceptions of hiring managers.
What’s a young person to do? First, know that finding your first job can be tough, no matter what you studied. Decide that you’re going to commit to your job search in the same way you committed to college. It’s a process that takes hard work, time, and dedication.
But, don’t assume your college degree along is enough to land a job. Do everything you can to grow your skills and increase your work experience. Search for internships, paid or unpaid. Volunteer your services for nonprofits that will allow you to grow your marketable skills. Target opportunities that will help you to beef up your resume, not just your pocketbook.
If your college has a career center, this is a good time to get to know them better. Get help with your resume, cover letter and LinkedIn profile. Give your elevator pitch to anyone who will listen. Write out answers to common interview questions and review them. In other words, prepare and practice, practice, practice.
When you search for a new job, don’t rely on the internet to serve up your next opportunity. Betting that the company will call you after you apply online rarely works. Network as much as you can. If possible, contact the hiring manager directly to express your interest.
Last, but not least – take a little pressure of yourself. When you first take a new job, it can be tough to know if it’s a good job for one year or for your entire career. Only real work experience can help to give you this information. Don’t feel like you have to find the perfect job for your first try. Look for a good job that you find exciting and that you’ll be proud to put on your resume.
If you stick to these principles and treat job searching as a job, you’ll land yours faster.
Angela Copeland is a Career Coach and Founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
by Angela Copeland | Apr 26, 2017 | Advice, Career Corner Column, Interviewing, Job Search, Media, Rejection
Being overlooked for a job is the worst. It’s especially bad after you’ve had a series of interviews. You took off work (multiple times), bought a new suit, and updated your resume. How could they reject you after all of that hard work?
First, I’m with you. It’s pretty awful when a company puts you through the ringer, just to toss you aside in the end. Sometimes they don’t even notify you. They aren’t shopping for a new pair of shoes. You’re a person.
So, what are you going to do now that you’ve been rejected? If you’re like most people, you are going to stay as far away from the company as possible. It’s like a bad breakup. They rejected you. Clearly, they didn’t want you. Why would you want to pour salt in those wounds?
This is totally reasonable. But, what if we chose to see the situation from a different perspective? What if it wasn’t a complete rejection? Just maybe, hiring could have been put on hold. Another candidate could have been preselected. Your salary history could have been a bit high for the role. Or, perhaps the hiring manager felt you were overqualified for the job. Often, we don’t know what the real reason was. We make assumptions; assumptions that the company didn’t like us.
What if we decided not to take it personally? What if we looked at the interviews as the start of a longer conversation?
If we did this, we would probably reach back out to the hiring manager in the future. We’d keep an eye on new jobs in the same department. And, we might even meet up with someone from the team every now and then for a coffee.
What’s the worst that could happen? The hiring manager might get to know you better. They might really like you. And, they might call you the next time they’re hiring. In fact, they might call you before the position is posted online.
But, this approach takes two things. First, it requires you to separate yourself from the rejection of not being selected the first time around. You have to be confident enough in your skills to say, “This wasn’t the right fit this time” instead of, “this will never work.” Second, it takes longer. It requires you to put in more time. It’s not an immediate answer, and it could even take years to build a relationship with the company that rejected you.
I’d argue that it’s worth it. If you take this approach across the board, you will grow your network more than you can imagine. Instead of searching for a new job, jobs begin to come to you. Hiring managers will call you when you are a good fit. They will call when they can pay you enough and when they have a job that really meets your skills.
But, it requires looking at things differently when you’re not picked. So, what’s your next move – complete rejection or conversation starter?
Angela Copeland is a Career Coach and Founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
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