Job Search Archives - Page 16 of 24

187 | Working with ADHD | Peter Shankman, Author, Podcast Host, CEO

by Angela Copeland | May 28, 2019 | Job Search, Podcast

Episode 187 is live! This week, we talk with Peter Shankman in New York.

Peter is a 5x best-selling author, entrepreneur and keynote speaker. He is recognized worldwide for radically new ways of thinking about the customer experience, social media, PR, marketing, advertising, and ADHD.

On today’s episode, Peter shares:

What are some of the coping strategies that we might consider if we have ADHD and we’re struggling at work?
If we’re interviewing for a job, should we share if we have ADHD?
When interviewing for a new job, what should we be on the lookout for with regards to spotting a bad boss or a bad company?

Listen and learn more! You can play the podcast here, or download it on Apple Podcasts or Stitcher.

To learn more about Peter’s work, check out his book: Faster Than Normal: Turbocharge Your Focus, Productivity and Success with the Secrets of the ADHD Brain.

Thank YOU for listening! If you’ve enjoyed the show today, don’t forget to help me out. Subscribe on Apple Podcasts! When you subscribe, it helps to make the show easier for other job seekers to find the show!

Seeking: Digital Natives

by Angela Copeland | May 27, 2019 | Career Corner Column, Job Search, Newsletter

I’ve noticed something on job postings lately. Companies are seeking “digital natives.” “Digital native” is used on digital marketing jobs. My corporate career is as a digital marketer. These words are often used on job postings for anything from a search engine optimization manager to a vice president of digital marketing.

This term makes sense at first. But, the definition of a digital native, according to Dictionary.com, is “a person born or brought up during the age of digital technology and therefore familiar with computers and the internet from an early age.”

Those who are turning forty this year probably started to use the internet around 1995, when they were sophomores in high school – if they were lucky. That was in the time of the dial up modem and America Online. Their parents were ahead of the game to have a home computer then. In all likelihood, they really began to use computers when they went to college.

It should be noted that I’m omitting early Mac computers and things like Atari for the purposes of this column. I’m talking about the real deal internet.

Digital natives had the internet in elementary school or middle school. Wikipedia says digital natives “are often used to describe the digital gap in terms of the ability of technological use among people born from the 1980 onward and those born before.”

By this definition, a digital native would be thirty-eight years old or younger today. Let that soak in. A job description that specifically requests that someone is thirty-eight years old or less.

Why does this happen? I don’t have the answer for you. I’d like to know this myself. I thought that the idea of a job posting was to hire someone with a certain skillset rather than a certain age.

I also heard this rumor that discriminating on the basis of age when hiring is not allowed. In fact, I think there may be something called the Age Discrimination in Employment Act.

Yet, despite this, if you search for the term “digital native” (in quotes) on any of the job websites, you’ll find many, many job postings looking for them. A quick search today landed me on a Senior Producer role. The second sentence of the job posting reads, “We want you on the team if you are an experienced digital native with experience in news and politics and are looking to bring your combined expertise to be a leader on MSNBC.com.”

We should be hiring based on skill, not age. The idea that anyone over thirty-eight is unable to work in the digital world is sad and just plain wrong. The phrase “digital native” sounds stylish, but if you’re writing job descriptions, think about what this really means. In what other context would it be okay to say, “If you’re under thirty-nine, please apply”?

Ask for the skills you want in a candidate, not their age.

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

Below Average Recruiter Seeks Above Average Talent

by Angela Copeland | May 20, 2019 | Career Corner Column, Job Search, Newsletter, Recruiter

There’s a dirty little secret in the job search world. It is so common that it’s often becoming the norm. If you are a human resources leader or a hiring manager, this column is for you. There is someone on your recruiting team that isn’t doing their job and you probably don’t even know it.

Before you get angry, hear me out. What I’m about to say in no way applies to every recruiter. Some recruiters are amazing. They connect deserving candidates with bosses who need their help. It’s a win-win on all sides.

Now, let’s talk about what’s happening with the not so great recruiters. Let me describe the typical candidate experience. The job seeker applies online. The recruiter finds their resume and asks them to schedule a meeting. The first meeting is a screening call. The recruiter emails the candidate the same day or the day before and asks them for a time to talk. Sometimes, the recruiter only offers one time. If the candidate is unavailable at a particular time, the recruiter may ghost the candidate.

Let’s assume the candidate and the recruiter schedule a meeting. The candidate cancels their plans to take the call. They study. They practice. They prepare to put their best foot forward! They sneak away to somewhere quiet to take the call.

Then, they wait. And, they wait and they wait. And, then they wait some more. The recruiter calls late, very late. I’m not talking about five minutes late. I’m talking about thirty minutes, sixty minutes, and over two hours late. I have observed this pattern in about 70 percent of recruiter screening calls lately.

If the candidate does not wait, they lose the job interview. But, they are forced to miss all of their commitments and to hide out for an unknown amount of time. When the recruiter calls, the candidate must pretend not to be bothered. If they don’t have time to meet, the recruiter will gladly move on to someone else in their stack of resumes. Without fail, the recruiter will say, “I’m sorry. My last meeting ran long.” As a recruiter, a top skill should be managing a personal schedule. And, if things were reversed, would the job seeker be considered if they were sixty minutes late?

Many recruiters are also not prepared for the screening call. They have not reviewed the candidate’s resume. Sometimes, they believe they’re calling about a completely different job in a completely different department. Oops!

How does this happen you may wonder? Well, as a job seeker, you will never get a job offer if you are the complainer. And, companies very rarely ever ask for feedback on interviews. So, there’s no feedback loop. At the end of the day, as long as a warm body eventually fills the job posting, the company is happy. But, are they really getting the best candidate? This is quite doubtful.

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.

Happy hunting!

Angela Copeland
@CopelandCoach

Salary Laws: Are they helping?

by Angela Copeland | May 13, 2019 | Career Corner Column, Job Search, Newsletter

I hope you’ve heard the exciting news! Many states and some cities have updated their hiring laws. In many places, employers can no longer ask your current salary. And, in some, the laws are even more specific. In California, if a candidate asks for the salary range for a job, the company is required to provide it.

These changes are being put into place to help even the playing field on pay. It’s excellent news all around. First, even people in locations not covered by the new laws are benefiting. Some companies are adopting these changes corporate wide.

Not asking how much you make can help in two ways. If you’re currently underpaid for any reason, your future salary won’t be based on your past salary. This means that you can make more and be paid fairly more quickly. And, if you’re looking to downgrade your career for any reason (or just change to a different path that pays less), you won’t have the employer asking why you want to take a pay cut. You won’t be dropped just for making too much money. (And, yes, this really happens.)

Employers do still typically ask how much you want to be paid. But, you can find information about pay on sites like Glassdoor.com that will help you to answer this question when it comes up. (And, it does come up in the very first screening call, so be prepared with an answer!)

But, this is what I’m wondering. I have seen a number of cases lately where the company (in a regulated state) is choosing to operate in the old fashioned way. They’re still asking salary history and they’re refusing to provide a salary range when asked. This seems especially prevalent when a recruiter is helping to place for a position in a state where the recruiter doesn’t reside. They don’t seem to be up to date on the laws in other states.

So, what’s a job seeker to do? This is such a hard question and honestly not one I have a clear answer to at this point. You can (and should) push back on this question if you feel comfortable. But, be aware, you will catch more flies with honey. Telling the recruiter that they’re breaking laws by asking you certain questions is likely not the way to get a job offer.

That’s the problem with these great new laws. As a job seeker, your goal is to land a job. It’s not to change the world. If you take the time to stand up for this issue, you could very likely lose the job opportunity. But, on the flip side, if job seekers stay quiet on this issue, it’s never going to change.

If you have encountered this issue, I’d love to hear from you and how you handled it. It’s an important and sticky issue that we are all working through today.

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.

Happy hunting!

Angela Copeland
@CopelandCoach

Culture Fit: The lie we’re telling ourselves

by Angela Copeland | May 6, 2019 | Career Corner Column, Inclusion, Job Search, Newsletter

There’s this thing in the hiring world that’s considered important. It’s called “culture fit.”

Often, companies consider it to be one of the most important factors in hiring a candidate. If you aren’t a culture fit, the company won’t hire you. It doesn’t matter how good you are or how much experience you have. You’ll be tossed out.

So, what is culture fit exactly? It’s a good question and one that companies need to think about as they’re prioritizing it so highly. Culture fit is hard to describe. It’s a feeling that other people get when they meet you. It’s how well they think they’ll get along with you. In other words, culture fit is another way to say “popularity contest.”

If you talk to folks who work at startups, you’ll be surprised. After a candidate has left the building, it’s common for the entire team to take a vote. They vote on who liked the person. And, if one person decides they didn’t like the candidate, that candidate won’t be hired. Period.

Think of it this way. Who do we tend to like and get along the best with? People who are like us. We tend to like people who are our age. We tend to like people who are our gender. We tend to like people who like the things we like.

So, what’s the big deal? Well, if we were on a date, nothing. But, we’re not. We’re at a job interview. And, a job interview is about your skills and experience. It’s about whether or not you can do THE JOB.

Now, don’t get me wrong, if a candidate has a bad attitude or is clearly not qualified, that’s a different story. But, when you have a candidate who gets along with the entire team and who has the experience you need, one person should not be able to vote the candidate out because they can’t picture having beers with them.

Because culture fit is all about how we feel about another person, it’s a place where unconscious bias lives. It’s those feelings we may have toward people that are different than us that we don’t even realize.

Unfortunately, when a company makes culture fit a top priority, they are also saying that they may or may not care about diversity and inclusion. They’re not necessarily looking for the most qualified candidate. They’re looking for the most popular one.

A Harvard Business Review article said it best. “What most people really mean when they say someone is a good fit culturally is that he or she is someone they’d like to have a beer with. But people with all sorts of personalities can be great at the job you need done. This misguided hiring strategy can also contribute to a company’s lack of diversity, since very often the people we enjoy hanging out with have backgrounds much like our own.”

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.

Happy hunting!

Angela Copeland
@CopelandCoach

No Side Work Allowed

by Angela Copeland | Apr 29, 2019 | Career Corner Column, Job Interview, Job Search, Newsletter

Lately, I’ve seen something new. Or, maybe it’s just resurfacing. Hiring managers are asking job seekers about their hobbies. But, they’re not asking in the normal friendly way. They’re not simply trying to get to know the job seeker better.

No. Now, they’re asking about hobbies because they want to let the job seeker know what they can and cannot do in their personal time while they’re working for the company. Have you heard of this? It’s quickly becoming a pet peeve of mine.

We all have a certain amount of free time. Most of us have a few hours here and there at night or on the weekend. We may choose to have a big family that we spend time with. We may do volunteer work. We may garden. We may run an eBay store. Or, we may have some other side hobby that generates a few dollars here and there. You get the idea.

The problem is, the hiring manager is trying to put limits around what the employee can do with their personal time.

It would be inappropriate for an employer to ask an employee not to have children because children are a distraction. Don’t you agree? In the same way, it is inappropriate for an employer to ask an employee not to pursue certain hobbies.

Instead, ask the employee how they will excel at their job. Ask them what they plan to do to be the best in their field. Find out what the employee will be doing during work hours to help contribute to the success of the company. Find out about their past track record.

The one time where it makes sense to worry about an employee’s hobbies is this. The hobby should not be pursued during work hours. It should not be done on a work computer, or at a work location. It should not compete with the company’s business. It should not require the use of confidential company information. And, the hobby should follow local laws. These all make sense. Your hobby shouldn’t directly hurt the business or use the business’ resources.

Aside from these things, hobbies are just that – hobbies. Whether yours is to have a big family or to run an eBay store, what’s done off the clock is nobody’s business but yours.

If an employee is underperforming, the deficit should be addressed, not the hobby. It’s the employee’s responsibility to manage their personal time in the way that they choose. The employee should not be forced to choose their job over the rest of their life. Both work time and personal time are important pieces of our individual lives. Having hobbies outside of work most likely makes us happier and even more productive during work hours.

If you’re hiring, only ask questions about hobbies if you truly want to learn about the job seeker. But, beware –personal information can create bias in your process.

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.

Happy hunting!

Angela Copeland
@CopelandCoach