by Angela Copeland | Jun 13, 2017 | Advice, Benefits, Job Interview, Job Search, Podcast, Remote Work From Home, Vacation
Episode 136 is live! This week, we talk with Paul Wolfe in Austin, TX.
Paul is the Senior Vice President of Human Resources at Indeed.com. He oversees all global human resource functions, including talent acquisition, employee retention, compensation, benefits, and employee development. Paul has over 15 years of experience as a human resources executive having served as a VP and SVP at number of well-known companies, including Match.com, Orbitz, Conde Nast and Ticketmaster.
On today’s episode, Paul shares what benefits employees want, including unlimited paid time off, loan assistance, and increased parental leave.
Listen and learn more! You can play the podcast here, or download it on Apple Podcasts or Stitcher.
To learn more about Paul or Indeed, visit the Indeed website at www.indeed.com.
Thanks to everyone for listening! And, thank you to those who sent me questions. You can send your questions to Angela@CopelandCoaching.com. You can also send me questions via Twitter. I’m @CopelandCoach. And, on Facebook, I am Copeland Coaching.
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by Angela Copeland | Jun 12, 2017 | Indeed.com, Job Application, Job Interview, Job Posting, Job Search, Newsletter
You may have noticed on my social media. I took a trip to Austin, Texas in May. But, it wasn’t any ordinary trip. Indeed.com invited me to come as a member of the press to their annual Indeed Interactive conference.
As far as conferences go, this one was awesome for me. It was like a job nerd’s dream. I had the opportunity to interview Paul Wolfe, the SVP of HR at Indeed for my podcast and for my Career Corner newspaper column. Indeed employees presented on all sorts of job search related topics, including the economics of hiring and what job seekers are looking for in a new job. They brought in outside speakers too, including my very favorite author, Malcom Gladwell. If you wondered what was going on with my crazy Twitter feed, this was it!
I will be releasing my entire interview with Paul Wolfe soon, and you should check out my Career Corner Column about him this Wednesday. We talked about everything from employee benefits to why employers “ghost” employees during the job search to the supply and demand of job seekers (and how it can impact your search).
Here’s me with Paul.
I can’t possibly include all the excitement in one newsletter, but I do want to share a few facts and photos from my trip.
First, did you know that career decisions are one of the most stressful life decisions? Of course you did! But, here’s a slide with the data to back up that feeling. Dismissal from work is rated as more stressful than foreclosure on your home!
And, here are some of the top (stressful) issues reported by job seekers.
#1 – Waiting to hear back from the prospective employer.
#2 – Finding the right jobs I want to apply to.
#3 – Circumstances that triggered the initial decision to begin my job search
Can you relate? Of course you can! The job search process can be very, very frustrating.
Speaking of #3 above (“Circumstances that triggered the initial decision to begin my job search”), Indeed found that people often start looking for a new job after a trigger event. For example, you were thinking of maybe, possibly one day getting a new job. Then, your boss acted like a real jerk and yelled at you for no reason. Suddenly, one day just became today. Your job search has started – now.
The conference was geared toward the Human Resources departments at companies across the U.S. It makes me excited to think that HR teams were exposed to so much great information about the factors impacting the job seeker, and the job seeker’s perspective. Here’s one last photo. This is Malcom Gladwell explaining what it is that we (as hiring managers) are getting all wrong about the job search process — and what we can do to make it a little more fair for everyone. Exciting, right?
I hope these tips have helped you. Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here.
Also, be sure to subscribe to my Copeland Coaching Podcast on
Apple Podcasts or
Stitcher where I discuss career advice every Tuesday! If you’ve already heard the podcast and enjoy it, please consider leaving a review in
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Happy hunting!
Angela Copeland
@CopelandCoach
by Angela Copeland | Jun 7, 2017 | Advice, Career Corner Column, Job Interview
Typically, this column is targeted toward the job seeker. Today, I’m going to take a slightly different approach. I’ve received the same question from multiple different employers in the past week, “How can I hire better candidates?”
Although this sounds like a straightforward question, the answer isn’t so easy. But, I’m going to try to share a few observations with you that I’ve seen working with job seekers.
The internet has changed the job search game. In particular, candidates are studying employer reviews. Sites such as Glassdoor.com and Indeed.com both give employees a way to leave a company reviews in the same way that they’d leave restaurant reviews on Yelp. If you’re hiring, check yours and do what you can to improve it.
Beyond online reviews, job seekers are looking for fulfillment and flexibility. Rarely are candidates looking for money alone. They want to be able to work from home on Friday or to have more vacation time with their families. They want to be able to take leave when their children are born. They’ve been down the road of being worked to the bone and they want to get closer to happiness and balance. Although they value money, they’d often give up some to feel happy at work.
Last, but not least, the job seeker wants to feel like a respected human being during the job search process. It makes them uncomfortable to be forced to divulge too much sensitive information such as their entire pay history. It’s upsetting when a company asks them to do extensive homework in early stages of the interview, such as building a portfolio or completing other paperwork beyond a normal application. Job seekers understand why this type of information gathering can be helpful, but wait to ask it of them until they’ve made it to the final stages of the interview process.
And, when you make a promise to the job seeker, keep it. You expect them to keep their promises to you. They expect you to do the same. When you tell the job seeker that you’ll let them know something by Friday, let them know something by Friday. If you haven’t been able to come to a decision for one reason or another, let them know that. They’ll understand. But, what they won’t understand is radio silence.
If you’ve spent hours interviewing a candidate and then decide not to move forward, send them a personal email to let them know. If they email you after the interview, respond. Don’t ignore them or send an automated email. If the candidate asks why they weren’t selected, consider giving them feedback. Candidates are left reeling after a great interview when they aren’t selected. Perhaps there was nothing wrong with the candidate, they were just second in line. Let them know. You may want to hire them for another job one day.
In summary, job seekers want to be treated with honesty and respect. If you value them, they will value your company.
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.
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