by Angela Copeland | Sep 28, 2016 | Advice, Career Corner Column, Media, Social Media
You probably never thought you’d hear the words “social media” and “cover letter” together in one sentence. But today, I hope to convince you to consider them to be related when you’re looking for a new job.
A cover letter is a critical component of your job search. It’s a formal letter or an e-mail that you send to the hiring manager along with your resume. It’s your personal narrative. It explains why your background makes you a perfect fit for a particular role. It is often what determines whether a hiring manager will bring you in for an interview.
In the same way your cover letter tells your personal story, so does your online presence. We can no longer assume our personal life and professional job will have a clear dividing line. Google has given employers the power to find us on every social media site. And, they do! Ask any hiring manager if they look up job candidates online and the answer is yes.
Not only do employers look up candidates, but they also make decisions about whether or not to interview candidates using this information. And, they make decisions about which people to hire.
So, what types of posts could really make a difference on social media? I often say, it’s good to think of job searching like going to a dinner party. A dinner party is often made up of people you don’t know. Those people may have different opinions than you on certain topics.
When it comes to work, many of those topics and views shouldn’t matter. They’re completely separate. A hiring decision shouldn’t be made based on what religion you are or which presidential candidate you may be voting for. Unfortunately, hiring managers are human. Even if it’s unconscious, they may judge those who have a different perspective than them.
During the job interview, you want to be judged based on the quality of your experience, and the good ideas that come out of your mouth – not some other detail that’s unrelated to work. One way to protect yourself from this judgement is to be cautious with your social media.
If you’re interviewing, you may want to go easy on topics related to religion, politics, and money. Never post something negative about your current or past employer. And, be aware of photos that are posted of you. Avoid taking photos while intoxicated, or while wearing an outfit or costume you wouldn’t want a respected elder to see you in.
This can be a tall order I know, especially in today’s political season. Our voice and opinions are important. If you feel strongly about sharing your views online, consider tightening your social media settings. Sites such as Facebook, Twitter, and Instagram allow you to protect your posts, so only your friends see them.
Whatever you do, keep your personal feelings off of LinkedIn. It should be reserved for business. In today’s digital age, social media serves as your personal narrative more than ever before.
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
by Angela Copeland | Sep 27, 2016 | Media, Networking, Podcast
This week, I’m going to try something a little different. I’m sharing a podcast bonus episode!
I was recently a guest on the Find Your Dream Job Podcast with Mac Prichard. We talked about how to make the most of networking opportunities, and I want to share our conversation with you.
Listen and learn more! You can play the podcast here, or download it on Apple Podcasts or Stitcher.
To learn more about the Find Your Dream Job podcast, or Mac’s List, visit the Mac’s List website at www.macslist.org.
Thanks to everyone for listening! I hope you’ve enjoyed this bonus episode.
If you have a question you’d like answered on a future Copeland Coaching Podcast, 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. Don’t forget to help me out. Subscribe on Apple Podcasts and leave me a review!
by Angela Copeland | Sep 21, 2016 | Advice, Career Corner Column, Media
Very often in school, we’re taught to understand both sides of an issue. If you can argue for or against a point, you’re often more likely to truly understand all dimensions of the problem at hand.
In the workplace, it’s also helpful to understand all angles of an issue. Earlier in my career, I worked in strategy roles. My internal “customers” (so to speak) were C-level executives. When I shared my ideas, I often tried to remain balanced, presenting both sides of the argument. I wanted to be unbiased in my approach.
But, one executive I worked for wanted to know my ideas. On multiple occasions, he said, “But, Angela, what do you really think about this issue?” He once shared that I was the only employee he’d ever had whose personal opinion he couldn’t guess. In a way, this felt good. I was separating business and personal.
Over the years, I’ve learned that this is not always the best approach. Recently, something happened to remind me of this point. I’ve been working with a smart person to help me on a project. The person is an expert in an area I know nothing about. I respect their experience, and perspectives. When it was time to make a decision, I asked the person, “What do you think about this?” The person responded with, “Well, I generally try not to influence my clients with my own opinions.”
There are certain times in your career when you’re brought in to work on a project because you know more about a particular subject than anyone else in the room. When that happens, it’s time to share your opinion. It’s time to have thoughts based on your past experiences. To a degree, it’s okay to have biases in that moment. The bias you have is your past experience guiding you. Past experience that nobody else in the room has.
Don’t get me wrong. There are times at work when your employer is just looking for someone to complete a task. They’re not looking for feedback, suggestions, or improvements.
But, when you’re hired to be a consultant, to be a strategist, or to be a high level thinker, you should have an opinion. Your opinion will guide your client to success. It will take them to a level that they weren’t able to reach on their own. It’s why they hired you. If they were just looking for a button pusher, they’d find someone cheaper who could do the job.
So, stand up, and speak up. When it’s your turn to have an opinion, have one. And, if you don’t have one for a specific reason, explain that too. But, be sure the reason is not because you’re avoiding having something to say. It’s true; you may fail. Failure happens to everyone. But, with your experience, and your expertise, you’re the person least likely to fail in the room. Your boss knows that, and they’re depending on you to help out and to have an opinion.
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
by Angela Copeland | Sep 20, 2016 | Advice, Media, Negotiating, Podcast, Working Abroad
Episode 114 is live! This week, we talk with Margaret Buj in London, England.
Margaret is Head of Digital Recruitment at Connect Digital Group. She’s also an Interview Coach, guest speaker, and was recognized as a Power Profile in HR on LinkedIn. She has also worked to place candidates in both the U.S. and in Europe.
On today’s episode, Margaret shares an insider’s view of recruiting, how to negotiate a job offer, and tips for relocating to another country.
Listen and learn more! You can play the podcast here, or download it on Apple Podcasts or Stitcher.
To learn more about Margaret, visit her website at http://www.interview-coach.co.uk/. You can also find her on Twitter at @MargaretBuj, and on Facebook at https://www.facebook.com/pages/Margaret-Buj-Interview-Coach/179079935464761.
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. Don’t forget to help me out. Subscribe on Apple Podcasts and leave me a review!
by Angela Copeland | Sep 7, 2016 | Advice, Career Corner Column, Confidence, Media
When I meet with job seekers, there’s one quality that quickly separates those who are successful in their search from those who flounder. It’s not the college they went to, whether or not they have a MBA, or how smart they are. It’s not if they have a particular certification, or a certain number of years of experience.
Surprisingly, the thing that can make all the difference is confidence in our own abilities. I’m not talking about being completely unrealistic and assuming we can become an accountant with no background in math (for example). What I’m talking about is when you see a requirement on a job description that you know you can do, despite not having done it before at work. Even with no professional experience, it’s in your wheelhouse.
For many people, putting themselves in the running for a job when they don’t meet every single qualification seems like a terrible idea. We assume it’s a waste of time, and we’re certain we’ll be embarrassed when we’re turned down. But, in reality, by not submitting ourselves for a job, we’re saying we’re not good enough – and then company never even saw our resume. They don’t even know our name.
This is an area where youth can beat experience. It’s much more common for a young person to feel comfortable applying for a job they aren’t a perfect fit for. And, it makes sense. They’re just starting out. What do they have to lose?
But, think of this problem from another perspective. When a job is created, a job description must be written. In many cases, the hiring manager enjoys writing a job description as little as you enjoy updating your own resume. The hiring manager may pull it together from old descriptions or random jobs they find on the internet. Ultimately, their list of required skills may or may not really reflect what they have to have. It’s a wish list.
And, consider this – If you were a hiring manager, would you prefer to hire someone who met one hundred percent of your qualifications, but had a bad attitude? Or, would you prefer to hire someone who met eighty percent of your qualifications, and had a great attitude? There are many times that fit outweighs specific qualifications.
Frankly, it’s rare you’ll meet every requirement within a job description. If you do, it’s possible you’re not shooting high enough and the move may be lateral. Perhaps this job won’t be challenging enough for you.
At the end of the day, don’t let a few requirements on a job description slow you down, or make you feel bad about yourself. Focus on the strengths you do bring to the table and go from there. Submit your resume and give the company the opportunity to decide whether or not they would like to work with you. If you don’t, another candidate (who may be much less qualified than you) will.
As J.J. Rowling once said, “Anything’s possible if you’ve got enough nerve.”
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
by Angela Copeland | Aug 31, 2016 | Career Corner Column, Media, Personal Brand
Recent events have brought this very basic idea back to the surface. Honesty should be a critical part of each of our professional and personal brands. Building and maintaining trusting relationships is such an important piece of a successful career.
News coverage from the Olympics was dominated by the actions of a few swimmers. And, those actions have nothing to do with the years they’ve each spent training in the swimming pool. Many of the news reports are conflicting. What really happened or how bad things were is unclear. But, what is clear is that the swimmers were not completely honest when they spoke to officials, their families, and the media. Regardless of how bad their actions were, their characters are now being scrutinized in detail. Their lives will be forever changed, both personally and financially, by something that may have seemed inconsequential in the moment.
In a similar regard, we can often be on autopilot at work. We’re trying to make it through the day. We have more on our plates than we can possibly manage and we’re working to check everything off the list. At times, honesty, ethics, and doing the right thing can take a back seat to getting things done quickly.
In fact, a 2002 University of Massachusetts study performed by Robert Feldman found that sixty percent of people lie at least once during a ten minute conversation. It said that “most people lie in everyday conversation when they are trying to appear likable and competent.”
Although the number seems high, this reasoning makes sense. Someone may initially tell a small lie to make themselves look better. But, if caught, a lie can truly impact how we see that person going forward. We may question everything that person has told us before, and whether or not they will tell the truth in the future.
In an interview, telling a lie can cost you the job. If there’s something inaccurate on your resume or in other information you’ve shared along the way and it’s discovered, you won’t receive a job offer. If you’re fortunate enough to make it through the hiring process and then the lie is discovered, it could be grounds for termination.
With this said, accidents do happen. There are times when we’re trying our best to be honest and something we’ve communicated is inaccurate. When this happens, the best answer is to be straightforward with the truth. Dancing around the issue only sets you up to look like you were being dishonest all along. Apologize to anyone who may have been hurt, take corrective steps, and try to move on quickly.
It’s better to build a reputation as someone who’s a little too honest than someone who isn’t quite honest enough. Honesty will allow you to grow professional relationships that will last for years to come.
Warren Buffet said it best. “It takes twenty years to build a reputation and five minutes to ruin it. If you think about that, you’ll do things differently.”
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
You must be logged in to post a comment.