by Angela Copeland | Oct 23, 2024 | Career Corner Column, Inclusion, Job Search, Newsletter
Why do you think that most job seekers are looking for a new job? Many managers would confidently report that their employees leave because they are looking for more pay. And, to some degree, this theory makes sense. Employees are often not honest with their previous employer about why they’re leaving. Employees often take a “it’s not you, it’s me” approach to breaking up the work relationship. In exit interviews, employees will often avoid sharing the real reason they are moving on to another job.
As you can imagine, the truth about why they are leaving is typically very different. Most employees are uncomfortable with change. Change is one of the last things that they want to sign up for. An employee looks for a new job as a last resort. Many employees won’t fully commit to a job search until they are crying in the bathroom stall at work, and are unable to sleep at night. And, those tears have very little to do with pay.
Jessica Hardeman from Indeed.com recently interviewed ibelong CEO Rajkumari Neogy on the topic of how leaders can reclaim diversity, equity, and inclusion during a divisive time. Rajkumari shared a personal story about feeling excluded at work, and the unnecessarily difficult experience it can cause for employees. Exclusion is a tool that can be used to make an employee feel like an outsider, and that they aren’t welcome to bring their whole self to work. Neogy shared that after moving on to a new role, it became apparent how much exclusion had made an impact.
Neogy also stressed the importance of psychological safety in the workplace. Walking on eggshells each day can be emotionally taxing, and can create a difficult dynamic both for impacted employees and those around them. It’s hard to share your ideas when you don’t feel they will be accepted or even considered. It’s hard to let your guard down enough to share.
When workers feel more accepted and understood, they are able to perform at a higher level. And, ultimately the company benefits from reduced turnover and increased productivity. In other words, companies where employees feel included and accepted make more money.
In terms of inclusivity and psychological safety, there is one group that stands out as doing a great job. I was initially surprised to see Gen Z employees being so supportive of one another. Gen Z employees seem less competitive with one another, and more supportive of the success of their colleagues. They are not out to try to tear one another down. On the whole, they try to support and build each other up. In addition, Gen Z is far more accepting and inclusive of other people who are different than they are. This creates a more collaborative and effective team.
There is something that we can all learn from Neogy and our Gen Z colleagues. There’s an incredibly positive power in inclusivity.
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
iTunes or
Stitcher.
Happy hunting!
Angela Copeland
@CopelandCoach
by Angela Copeland | Aug 27, 2024 | Career Corner Column, Interview Questions, Interviewing, Job Search, Newsletter
Most job seekers have very strong feelings on one particular topic: job interview assessments. It is not uncommon in today’s job market for an employer to ask you to take an assessment. Yes, they may ask you to take a test.
An employer may ask you to “do a case study.” An employer may ask you to take an IQ test or to write a paper. Or, an employer may ask you to write a sample marketing plan.
Very often, I hear from job seekers that they feel that these assessment are ridiculous. Job seekers believe they are a waste of time. The company is asking the job seeker to do free work. And, many job seekers feel that companies do assessments such as these in order to steal their ideas. Job seekers often feel that their resume should speak for itself.
But, what if we think about the other side of this issue? Yes, assessments do take more time. And, when it comes to test taking, it could be debated that they are not always perfectly fair.
Assessments do however give a company a bird’s eye view into how you think. For example, what if the manager who hires you doesn’t like your ideas, or your working style? Doing an assessment may give you the opportunity to avoid a company that’s not for you.
Plus, it is not uncommon to compete against Ivy League graduates in a job interview. If you only needed a resume, the Harvard graduate might win every interview. An assessment can allow an underdog candidate to be taken more seriously. It can show a hiring manager that you understand their business, and are willing to work hard.
I once used an assessment when interviewing candidates for a graphic artist role. Each person was asked to create an image. In fairness, I provided each person with a small payment for their work. But, this small project allowed me to clearly see who the most talented designers were. It allowed all bias to be set aside, and to focus on results.
Think of it this way. An assessment can help to set you apart from the competition.
And, on the topic of stealing ideas, I hate to break it to you. Your ideas are not that original. Neither are mine. It is not uncommon for two people to come up with the same idea. Not only that, a company cannot sustain on a few ideas that may have been shared in a job interview assessment. The likelihood that a company is interviewing you in order to take ideas from you is low.
Rather than be upset about an assessment, look at it as an opportunity. It’s your chance to shine, and it’s your chance to get a new job offer. Many candidates drop out on the assessment step. Be the candidate who takes a risk, and wins big. You might get the opportunity to implement the ideas you created.
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
iTunes or
Stitcher.
Happy hunting!
Angela Copeland
@CopelandCoach
by Angela Copeland | Jun 25, 2024 | Career Corner Column, Job Search, Newsletter
Do you remember the dot com crash in 2000? And, do you remember the mortgage crisis in 2008? When those devastating events occurred, it felt like things might never turn around. Finding a job felt impossible. And, if you had one, you may have felt stuck. There weren’t many options. I remember friends who both could not find a job, but who could not sell their home. The stress was high all the way around.
When you’re in the middle of a difficult time, it’s hard to picture a different reality. It can feel hopeless. Hard times can bring up feelings of fear and desperation. We may feel paralyzed. Job searching can feel like an impossible task.
But, after events such as the dot com crash passed, we don’t think about it too much anymore. It’s so far in the past that at times, we may forget that it ever happened. Additionally, if you were lucky enough to be in a good situation during tough times, you may not have felt their economic impact.
One hopeful statistic to remember is that economic downturns have historically lasted anywhere from six months to eighteen months. Although this length of time is certainly not nothing, it is not as long as it feels in the moment. And, there is an end to the pain. In addition, companies can sometimes be slow to change just before a presidential election – another event with an endpoint.
In other words, if you are going through a difficult time, just remember that it’s not permanent. It’s not a reflection of who you are, or what you are capable of. It’s not the sign of the end of your career, or of what’s to come in the future. Many very talented people are going through tough times at this moment. Often, these tough times are a reflection of things outside of your control, despite how they feel in the moment.
In fact, the reverse is also true. Many of the billionaires we admire are not only talented, but they also had good timing. For example, imagine if Bill Gates hadn’t started using computers until the 90s. Or, imagine if Mark Zuckerberg were just finishing college today. They likely would have missed their window of success, despite how smart they might be.
During this tough time, give yourself a break. It’s natural to feel discouraged, and it makes sense to feel upset.
Do your best to influence what you can control. Prepare for the future, when things will be more calm and fruitful. This may mean updating your resume. It may mean getting involved in community organizations. It might even mean taking the time to work with a therapist or a career coach.
Take care of yourself, so that when things naturally turn around, you’ll be ready. And, remember, things will turn around. The economy will get better. The job market will improve. You will be okay.
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
iTunes or
Stitcher.
Happy hunting!
Angela Copeland
@CopelandCoach
by Angela Copeland | Jun 10, 2024 | Career Corner Column, Job Search, Newsletter
One thing that is notable about the job search process is just how easy it is sometimes, and just how hard it is other times. If getting a job has always been easy for you, and you’re finding it to be hard now, you may feel like you’re doing something wrong. Or, that perhaps you’ve changed. Although that could be the case, sometimes, it’s really not you. There are many external factors beyond your ability that impact whether or not you get the job.
First, the economy plays a bit part of your job search experience. When the economy is strong, and when it’s a job seekers’ market, interviews move faster and smoother. Companies don’t have the luxury of stringing along candidates, or of finding the perfect unicorn. When the economy is down, companies receive many more applications for each job. Companies are able to pick and choose which candidates to move forward. And, at times, they may even intentionally slow their hiring process in order to save money.
Similarly, where you live can have a big impact on your job search. If you live in a big city with many corporations, it can often be much easier to find something new. There are simply more options than in smaller towns where you may have to wait for something to come open. Although some companies will relocate the right person, they always prefer a local candidate if they can find one.
It can also matter if you have connections within the company where you’re applying. If you are applying online, along with hundreds of other applicants, the chances that someone will see your resume are slim. But, if a friend offers to hand deliver your resume to the hiring manager, you are much more likely to get a job interview.
The story that your resume tells also makes a big difference. In other words, companies often look at small, potentially irrelevant details, when they are sorting candidates. Think of this similar to filtering profiles on a dating app. The company is starting with so many options that they are narrowing them down using random criteria. If you have switched jobs too frequently, they may judge you. If you currently work in a different industry, they may assume your skills don’t translate. This can happen even if you previously worked in the industry in which you are applying.
If your work history is varied, you need an open-minded hiring manager. You need someone who understands transferrable skills, and who can see you as the whole and talented person you are. But, this doesn’t happen every time. It takes many applications to find a boss who understands the value that you bring.
Let me leave you with this. All of the things described above can impact your job search. None of the things described above are about your potential or your performance. Keep looking, and you will find your fit.
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
iTunes or
Stitcher.
Happy hunting!
Angela Copeland
@CopelandCoach
by Angela Copeland | May 29, 2024 | Career Corner Column, Company Culture, Job Search, Newsletter
As children, most people are told that if you work hard, it will pay off. Working hard is the key to success. This makes a lot of sense. Hard work should be the foundation for accomplishments. For each degree you earn or position you hold, you become more qualified. You are checking off more and more boxes that make you a better and better fit for a future role.
This theory works fairly well in fields such as computer programming. It is not uncommon for computer programmers to earn certifications and take courses, even beyond their degrees. The qualifications to be a computer programmer are more clear cut than in other fields, so it is fairly easy to distinguish who the most qualified candidate is.
Unfortunately, there are many other fields where this is not the case. This is true in marketing, for example, where candidate qualifications can vary widely for the same role. And, this is the same situation for executive level roles. These employees can find their path to success through many different roads, and different degrees.
When hiring, what’s a company to do? Very often, the hiring manager is looking for what is known as a culture fit. Culture can become their number one priority. They have a good team in place, and they want someone who will get along well with that team. They want to keep things on track, and someone who fits culturally feels like the answer.
Unfortunately, the desire to find a culture fit creates a few unforeseen consequences. Sometimes, the people who are the most likely to fit culturally are also very similar people. In other words, they may be similar in age. They could be the same gender or have the same religious views. They could be the same ethnicity. Or, they may have similar hobbies or children around the same age.
Have you ever noticed that an entire team of company leaders often has a lot in common with one another personally? It’s more than being good at their jobs. They are also very similar people.
Unfortunately, this makes the bar much higher for interview candidates. Not only must they be qualified to do the job, but they must be like the other employees. And, if they are different, then they must be overqualified. In other words, there has to be a lot of extra perks to the person in order to be selected.
Don’t get me wrong. It is important to get along with your team at work. Companies don’t want to hire someone who is high conflict, and who may cause problems within the company. But, there is a big difference between fitting in with everyone and being high conflict. There’s a big difference in being able to do the work, and being just like everyone else.
Being aware of this potential pitfall will ensure you’re hiring the most qualified candidates, not the most similar.
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
iTunes or
Stitcher.
Happy hunting!
Angela Copeland
@CopelandCoach
by Angela Copeland | Apr 30, 2024 | Career Corner Column, Job Search, Newsletter
Last week, the Federal Trade Commission announced that they are banning non-competes across the country. And, this new ruling applies to almost all workers. You read that right. The FTC does not want your employer to be able to force a non-compete onto you.
Employers have long believed that a non-compete allows them to protect their trade secrets. They believed, non-competes allowed them to protect their financial investment into workers. And, employees often had no choice. If you wanted to take a job, a non-compete was just part of the arrangement.
In reality, non-compete agreements often tie the hands of employees. When an employee has spent the bulk of their career in one industry, it prevents them from going to other companies in the same industry. Often, a non-compete will remain in effect for multiple years, and can sometimes prevent employees from working in entire industries. It’s also worth mentioning that many companies invest less of their resources into workers today than they have in the past.
Non-compete agreements discourage employees from switching jobs. And, they prevent those same employees from pursuing more money, or a better workplace. Non-competes take away the options an employee has when switching jobs. It can lock someone into a company where they are underpaid, and may have an unhealthy work situation.
Even before the FTC decision, I would often hear people say that it’s hard to enforce non-competes. Some people felt they didn’t really matter. But, I would argue that this is not true. Even if an agreement is not very enforceable, the employee must go through a lengthy and expensive legal process to prove it. And, many employers don’t want to risk being involved in such a process with a new employee. Companies would rather play it safe than hire someone with an active non-compete.
The FTC estimates that one in five workers today are bound by a non-compete agreement. That means that this change will impact 30 million people. The FTC estimates this ban will grow startup activity by 2.7 percent. And, they believe an average worker stands to make $524 more per year because of this change. The FTC believes that allowing people to switch companies and remain in the same industry will create more competition. By allowing workers to switch jobs more freely, companies will be forced to pay a higher wage.
Going forward, companies will have to move beyond the non-compete. They may want to look at fair pay and treatment. And, they must focus on protecting their actual intellectual property in more specific ways. Protecting intellectual property is fair. Blindly restricting someone’s right to work is not.
Unfortunately though, the fight is likely not over. It is expected that the FTC will get a significant amount of pushback from companies who wish to keep their non-compete agreements in place. But for now, this change is a big win for workers.
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
iTunes or
Stitcher.
Happy hunting!
Angela Copeland
@CopelandCoach
Why do you think that most job seekers are looking for a new job? Many managers would confidently report that their employees leave because they are looking for more pay. And, to some degree, this theory makes sense. Employees are often not honest with their previous employer about why they’re leaving. Employees often take a “it’s not you, it’s me” approach to breaking up the work relationship. In exit interviews, employees will often avoid sharing the real reason they are moving on to another job.
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