by Angela Copeland | May 25, 2016 | Advice, Career Corner Column, Media
The number one reason employees change jobs varies depending on the source you’re reading. One list includes “appreciation and recognition” while another says, “unsatisfied with upper management.” Whatever the reason given, one thing’s for sure. These answers can all be grouped under one important category – cultural fit.
When we talk about cultural fit in a business setting, we’re talking about a common understanding of expectations. These expectations may be around the time employees arrive at work. They may be a standard of dress required during business hours, the office setup, or how formal or casual conversations should be. They include expectations around how quickly employees should respond to e-mails or phone calls.
Often, we want to assume that as a professional, we can work in any environment. Or, we may feel that if there’s a problem with the environment, we’ll be able to help fix it. Alternatively, it may never cross our mind that different offices operate with a different set of norms than we’re used to.
In reality, these office details that seem insignificant at first can greatly influence our level of happiness at work.
When I meet with a job seeker, they outline their future employer wish list. But, it’s often a list of what they want to avoid rather than what they want. At the top of the list is something like, “I want to work in a respectful environment.” This is the sort of requirement that seems incredibly basic until it’s not.
Unfortunately, many office environments turn out to be unhealthy places to spend our time. We often don’t learn this until it’s much too late. But, we’ve already quit our job and have started at the new one before we find out.
This is a lesson we should all keep in mind when we interview. Interviewing is a two way street. Rather than get caught up in whether or not a company chooses us, we should spend more time thinking about whether we choose the company.
There are a number of ways to answer this question. First, what are our priorities and how do they stack up against what the company has to offer? Is this a promotion over our last position? Does it offer more money, or better benefits?
Then, we can look at sites like Glassdoor.com. Employees are encouraged to rate their companies, much like customers rate hotels and restaurants.
Some of the information gathered is very direct and straightforward. Other information must be gathered through thoughtful observation and research.
At the end of the day, it’s far less important that we receive an offer for every job we interview for. It’s more important to find a job that fits us. This will ultimately lead us to fewer jobs, but the ones that do surface will be much more closely matched to our skills, background, and preferred company culture. This will increase our chances of happiness and therefore, success. After all, you aren’t made for every job. Wait for the best fit.
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
by Angela Copeland | May 18, 2016 | Advice, Career Corner Column, Media
Business networking can be a tricky subject. With that in mind, I received a great question from a reader I want to share with you. The reader writes, “A recruiter recently reached out to me about a particular job they are hiring for. I’m not a good fit for it, but I know someone who is. Should I say anything, or should I keep my mouth closed?”
At first glance, it may feel strange to turn down an opportunity, only to refer someone else. It may feel like you shouldn’t get involved. It could seem inappropriate to speak for a friend. Or, it might even feel as though you’re saying, “I’m not really qualified, but I know someone who is smarter than me. Here’s their phone number.”
Fortunately, recruiters don’t take referrals this way. They understand that you aren’t always looking for a job, or that a job isn’t quite a fit with your skills or goals. Or maybe it’s not located where you want to live. Or possibly, your current job is going great.
By referring a potential candidate, you are both helping your friend – and you’re helping the recruiter. When the recruiter has another position, they very well may think of you again. They’ll know that if you aren’t interested, you’ll help to find someone who is.
I remember one of the first times this happened to me. I was completing graduate school when I interviewed with a large gaming company that was interested to relocate me to Las Vegas. It was a great job, and the interviews were going very well. Midway through one interview however, I realized it wasn’t for me. I looked at the hiring manager and said, “I’m sorry; I don’t think I’m the person for you. But, I know who is!” I had a friend who was a perfect fit. The company was so interested that they interviewed him for multiple rounds and flew him to Las Vegas. I’m not sure how it all turned out, but given the chance, I would definitely do it again.
Now, I’m not necessarily advocating for this specific approach, but for the general idea. It’s best to refer a friend before you have started to interview for the job. But, the thing to remember is that networking is a two way street. It’s not all about getting something for yourself out of every professional interaction. It’s also about giving. In a way, this process is like referring someone to your favorite hair stylist or dentist. You’re sending the recruiter a trusted person you know could do the job well.
Depending on the recruiter, another advantage could be a referral bonus. External placement agencies and headhunters often provide a small financial incentive to encourage referrals. It is typically only paid out if the person you refer is hired.
Providing a hiring referral can be helpful to you, your friend, and the recruiter. It strengthens both your internal and external networks, and can help your own search in the future.
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
by Angela Copeland | May 11, 2016 | Advice, Career Corner Column, Media
One of the most common messages I received as a child was, “work hard and you will be rewarded.” This sentiment was echoed by loved ones, teachers, and mentors. There’s a good chance you heard the same rumor about life being fair and equitable.
Working hard is a critical component to success; don’t get me wrong. However, there’s more to it than just hard work. This can be an especially tough lesson for young professionals.
It’s not an uncommon experience for a newly minted graduate to work harder than their colleagues. They may even be smarter and contribute more new ideas. In some cases, they save the company more money or generate more in sales.
On the surface, it seems obvious. “I’m smarter. I work longer hours. I produce more revenue. I should be paid more.” Right? Not necessarily. At least, not yet.
After working for one to two years at a job, it is not uncommon for a young professional to experience frustration. They have proven themselves. They’ve worked long hours. And, they have figured out just how much more their lazy coworker makes than they do.
They do what seems natural and ask their boss for a raise. They’re shocked to learn that it’s not in the cards for them – at least, not in the way they were hoping. Sadly, companies generally only give two to four percent raises annually. This is the case even if you’re a great employee. Your future pay within a company is almost always based upon your current pay.
Companies also want to ensure that employees have room to grow each year. If you receive the top pay available today, how will they incentivize you over the next five years? That’s their reasoning anyway.
Often, your value is also tied up in perception as much as it is in reality. You may work hard at your desk for hours on end, but if no one knows about it, that value may be overlooked. This perceived value is created through building relationships – with your boss, upper management, and colleagues.
Last, your value may also be tied up in how rare your skills are. How difficult is it to replace you? How many people are available who can also do the same work? The more unique your skills are, the better. If those unique skills also generate a high value of revenue for the company, you’re even more likely to be perceived as irreplaceable.
Just remember, putting in your dues is where it’s at. Keep in mind the valuable experience you’re gaining. When you were in college, you would have gladly worked for free.
After you’ve put in your time and are ready to move up, consider moving on. Even the best internal employees are lucky to receive a small raise. An external move can sometimes increase your overall pay by more than thirty percent at one time. And, when you do receive your next offer, use your negotiation skills to get the best start possible.
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com and on Twitter at @CopelandCoach.
by Angela Copeland | May 6, 2016 | Advice, Career Corner Column, Media
Job seekers often spend quite a lot of time perfecting their resumes. From tiny details such as the font, to the experience and education sections, a resume can be mulled over for days, weeks, or months. It can be overwhelming, and can paralyze a job search. It makes sense. A resume can potentially contain every pertinent educational and professional detail, as far back as age eighteen. Worst of all, this information is expected to fit onto one or two pages at most.
In an effort to find relief and seek out perfection, many people turn to the help of a professional resume writer. This is someone who turns a job seeker’s background into a masterful work of art. They add in a trendy look, the right language, and the job seeker’s professional work experience.
Although this sounds good on the surface, I’d like to present an alternative point of view. I’d like to challenge you to take one hundred percent ownership of your own resume.
There are a number of reasons for this. First, accuracy is the most critical component of a resume. Your future boss can terminate your employment if your resume misrepresents your background or skills. Unfortunately, handing your resume over to a stranger, who likely does not specialize in your field, is a quick way to end up with mistakes.
When you change jobs, you’re also often interested to change the sort of work you do – or the type of industry you work in. Revising your own resume allows you to put some serious thought into the image you want to portray to your future hiring manager. It allows you to think through the examples of your previous work that best align to your future job. It can even help to shape your elevator pitch and cover letter. Essentially, you’re able to craft your own personal brand.
Don’t get me wrong, you shouldn’t revise your resume in a vacuum. Typos are one of the first things a hiring manager notices, and can be a filter for disqualifying candidates. Ask one or two close friends to read over your resume for mistakes, or anything that is difficult to understand.
If you do opt to use a resume writer, work closely with them to ensure they truly understand your background, and what makes you special. When they finish, ask the same one or two close friends to help you proofread it for mistakes.
Above all, remember that your resume will most likely not be what lands your next job. It’s often a personal connection or a chance meeting with a hiring manager that will connect you to your future career. Spending too much time dwelling on the details of your resume will only delay or reduce your ability to network with others.
Take the time to revise your resume yourself, then move on. Get out there and start talking to people. And, when you face rejection, don’t assume you need an entirely new resume. Instead, look for new networking contacts.
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
by Angela Copeland | Apr 22, 2016 | Advice, Career Corner Column, Media
A friend called me recently with a question I was not expecting. He said, “Why is it that all the resumes I get from recent college graduates are packed with their leadership experience? I don’t care about that. I want to know what they can really do for my company, work wise. What are their skills?”
To give a little context, my friend is a hiring manager who employees engineers. He would never hire someone right out of college to manage other employees at his company. He’s looking for entry level workers. He’s searching for engineers. After a new hire proves themselves, they might be promoted to management in a few years, but not right away.
What he’s seeing isn’t just showing up on one resume or another. It’s a consistent theme coming from all recent graduates. And, apparently other hiring managers are seeing the same trend.
For example, if the job applicant took a manufacturing course, they might state that they were the team captain of their work group rather than what they manufactured. The hiring manager wants to know what tangible engineering skills they gained, rather than who they led.
It seems there may be a disconnect in the expectations of some recent graduates. Some young professionals believe they will be in management roles immediately upon graduation. Although some people begin managing sooner than others, it rarely happens right away. It’s not clear if this disconnect is happening at the college level or somewhere else.
Don’t get me wrong. Leadership skills are important. Young professionals should continue to step up and volunteer when opportunities come available. It helps to build work skills, and is a nice addition to their resume. But, when it comes to finding a job, a young professional shouldn’t assume they’ll be a manager right away.
On the resume, highlight your leadership experience, but also showcase your nitty gritty skills. As an entry level worker, what do you have to offer? List specific computer programs you know, or other industry specific skills you’ve learned. If you talk about a project you worked on, talk about what you accomplished and what you learned.
If you’re still in school, try to get an internship or two. Even if it’s unpaid, a real corporate or nonprofit internship can make all the difference when it comes to looking for a full-time job. Don’t assume that a job at as a restaurant server will make sense to your post-graduate corporate employer. Pursue opportunities that will enhance your future career. Even if those opportunities are low paying or volunteer now, they will lead to a more impressive resume – and possibly a better job later.
Unfortunately, a college degree alone doesn’t guarantee a full-time job. At many places, it can be little more than a minimum requirement. It’s what you do with the degree, before and after graduation, that matters. Be willing to roll up your sleeves to get real world experience and hiring managers will respect you that much more.
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com.
by Angela Copeland | Apr 15, 2016 | Advice, Career Corner Column, Media
Most of the time, job seeking today feels much more complicated than it did in years past. In addition to your resume, cover letter, and business suit, there’s a new layer to consider: social media. Although we often don’t typically think of social media as part of our job search, it can be helpful for both the recruiter and the job seeker.
As a job seeker, participating in social media can be a positive thing. If there’s more than one person with your name, joining the social media world allows you to take ownership over your own personal brand. If you’re wondering where to begin, start with LinkedIn and then work up to other sites like Facebook, Twitter, and Instagram.
Job seeking is a lot like attending a dinner party. When you’re thinking of what to post on your social media, keep this in mind. If you want to share your religious beliefs, political views, or other potentially controversial thoughts, ensure that the privacy settings on your profiles are locked tight.
But, with LinkedIn, it’s best to keep things as open as you can. It’s a great idea to allow a potential employer to learn as much about you as possible. Be sure to include an updated profile photo, current employment information, and your email address. Make it easier for recruiters to find for you by including words on your profile that are relevant to your career.
Try to make time to interact with friends and colleagues on social media, so you become part of their online ecosystem. Sites like LinkedIn can be a great place to share your latest accomplishments and awards. In today’s competitive market, it’s good to try to remain top of mind. You never know who may be hiring.
Beyond creating a presence for yourself, social media can actually help in your search. First, it’s a great place to research what people are saying about your potential employer. Do their employees and customers love them or hate them? It’s also a great way to research your hiring manager and the other people who will be interviewing you.
And, if you’ve had a hard time getting the attention of the hiring manager through the traditional online application process, social media may be an option to try. It has to be done carefully, but most executives manage their own Twitter accounts, for example. It is surprising how often a C-level executive is willing to engage with positive comments online.
I have even heard of applicants tweeting a video to a company. In the video, the applicant gives their elevator pitch and asks to be considered for a certain role. It’s important to be cautious with such public displays when you currently have a full time job. But, it’s an interesting idea to consider. Wouldn’t you agree?
The degree to which you use social media in your job search is completely up to you. But, whatever you do, use it to brand yourself in a positive light rather than the latest controversy.
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com.
