by Angela Copeland | Dec 10, 2024 | Career Corner Column, Job Search, Newsletter
Have you ever heard that companies don’t hire over the holidays? Me too. I’ve heard it more times than I can count. Many job seekers make the decision to pause their job search around Thanksgiving. They wait to restart it after the New Year, because they assume that the search is a waste of time.
These job seekers could be right. On average, there is less hiring during the holiday season. There are definitely more layoffs as we get closer to the end of the year.
But, there may be another side to consider. As a job seeker, over the years, I have received more job offers in November and December than any other time of the year. It has truly surprised me each time it has happened.
Here’s my theory on why this has happened. First, employers are hiring throughout the year. Yes, there may be fewer job postings near the end of the year, but I suspect that jobs posted at the end of the year are roles that the company definitely wants to fill.
Because many job seekers put their job searches on hold during the holidays, I suspect the competition may be less intense. In other words, you may find yourself competing with fewer resumes during December.
In addition, if a company is going to the trouble to post a job and to interview for it during the holidays, the company really wants to fill the role. They aren’t posting just to see what’s out there. They aren’t trying to waste your time.
Speaking of timing, companies who are hiring near the end of the year are often looking for the next year to start out strong. They hope that the candidate they hire will start their new job in January. So, interviews are less likely to be delayed or to go on for months.
We are all busy during the holiday season. But, if you are in need of a job, I would encourage you to keep an eye on the latest job postings. Don’t assume companies won’t hire during December. They do it every day.
Think of it like going to work out at the gym during December. In December, the gym is empty. There’s peace and quiet. There’s little competition for the equipment. The gym is yours.
But, the minute January first rolls around, the gym is packed. Everyone has a new goal. You have to wait in line. It’s an entirely different experience.
The same thing is true for job searching. Get out there while everyone else is distracted. Show your next company that you’re serious, and that you are ready to start off the New Year strong. A little work this year can go a long way at laying your foundation for a successful 2025.
It’s time to revise your resume, update your LinkedIn, and begin to attend networking events. Keep hope about your job search this holiday season!
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 | Nov 25, 2024 | Career Corner Column, Newsletter
We often ask children, “Who do you want to be when you grow up?” Their answers include firefighter, police officer, and these days, social media influencer. But, is there something deeper that may matter more than the job title? Over one lifetime, a person may transition from a waiter to a financial analyst to an executive leader. What remains consistent is the core of that person: their character.
So often in business, we lose ourselves. We are so set on achieving a goal that we forget about the person we wanted to be when we were that child. Some people even show up as one person at home, and a completely different person at work.
We may go through our day at work as if we are playing a video game. We look for rules and social norms. We look for the way to move from one level to the next. We look to maximize our prize, or our salary and title. But, at what cost?
When I was considering business schools, I stumbled upon Pepperdine University. At the time, one of the things that stood out to me was that they offered a concentration in entrepreneurial management. But, the other thing I found to be unique about their program was that they had a focus on business ethics.
Over the years, I had heard about disasters like the one at Enron. I had seen leaders in my own workplace making decisions that seemed dishonest. I was drawn to the idea of a program that incorporated the importance of ethics into business, and I wasn’t wrong. In many of our courses, we not only discussed how to maximize revenue and productivity, but how to do it in a way that is meaningful and ethical.
C.S. Lewis famously said, “Integrity is doing the right thing, even when no one is watching.” I could not agree more. Whether it’s respecting a patent in the world of manufacturing – or doing the right thing by your customers and colleagues, these decisions often happen when no one is watching.
You’ve probably read articles on what wise older people say was most important in their lives. They talk about relationships and experiences. They talk about living life authentically. Rarely do they ever talk about their achievements at work. Or, if they do speak about work, they remind us that work is not the most important thing in life. When you get to the end, you will rarely regret not spending more time at work.
If you’re a numbers oriented person, I’d ask, what is the incremental gain of operating in a way that’s anything less than ethical in the workplace? You may get your next promotion a little faster, but you will hurt yourself in the long run. You’ll forfeit future connections and trust that you need over the lifetime of your career. In the end, who do you want to be?
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 | Oct 28, 2024 | Career Corner Column, Interviewing, Newsletter
Happy Halloween! In celebration, I want to share one of my frightening job interview stories.
Years ago, I interviewed for a job in Pittsburgh. I flew in late at night, with the interview scheduled first thing the next morning. As I unpacked, I realized I had forgotten the pants to my suit. My mind was racing as I went through the options of what to do.
Could I wear the pants I’d flown there in? No, they were sweatpants. Could I call a cab to take me to a mall? No, it was late and everything was closed. Could I have a pair of pants shipped to me from home? No, all the shippers were closed for the day.
This brainstorming went on for an hour. I wracked my brain as I tried to think of a creative solution to this big problem.
It turned out, packages could be dropped off directly at the airport until around midnight for FedEx, and could be delivered by six the next morning. The only catch was getting the pants to the airport.
My apartment manager was the only one with a key to my apartment, but I didn’t have her phone number. So, I called a neighbor who was friends with another neighbor who had a dog that the building manager walked every day. I knew he would have the building manager’s phone, and I knew my other neighbor had the dog owner’s phone number.
After a few calls, I found the building manager’s phone number. I called and asked her to give my key to a friend who was willing to drive the pants to the airport. My friend entered my apartment and called to locate the correct pair of pants. Then, he drove them to FedEx, and mailed them.
Afterward, I alerted the hotel desk to contact me the moment the pants arrived—which they did. The interview went smoothly and nobody noticed anything unusual.
One of the questions they asked was, “Tell us about a time you encountered a problem and were able to find a creative way to solve it.” It was the perfect opportunity to share my story. The interviewers were both surprised and impressed. What started as a nightmare turned out to be a big win!
I don’t remember if I got that job, but I do remember that the interview went well.
The lesson: When it comes to job interviews, don’t expect everything to go perfectly. There’s often something that will go wrong. If you can plan on that thing, it’s much easier to roll with the punches and have a positive experience.
Interviewing is not about answering every question correctly. The hiring manager is more likely to remember how they felt about you than how you answered each question. It’s like going to a live comedy show. You don’t remember each joke, but you remember whether you had a good time.
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 | 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 | Sep 10, 2024 | Career Corner Column, Newsletter
Managers are often drained by the people part of their jobs. After working for years as an individual contributor, they are finally rewarded with a management role. But, management is not as fun as they had hoped. In addition to their old tasks, the manager is now saddled with a job that feels like a combination of a therapist and a babysitter. But, instead of watching over children, they are tending to middle-aged adults.
The interesting thing about this challenge is that the manager often creates it themselves. You heard that right. There is an easier way to manage that’s less taxing and takes up less time.
There are basics, such as treating your team with respect. Then comes trust and empowerment. Beyond these however, is something not often thought about. Many managers serve as the person who works out the problems of their employees.
On paper, this sounds great. Who doesn’t want a manager that helps them to move boulders? But, many work problems are not boulders. Most problems are comprised of a mix of misunderstandings and feelings.
Early in my own management career, I began to test a strategy that I employ to this day. I’m happy to be a sounding board for employees if something frustrating is happening. Often, an employee will share an upsetting interaction they had in a meeting or on a project. Then, they may ask me to intervene.
This is where managers can waste emotional cycles and degrade their work culture. If they take the problem and run with it, they are hearing only one side. When they approach the other person, it becomes clear that people are talking about one another. And, it doesn’t allow the employees to grow closer.
It can be draining for the manager. And, can create a cycle that is not sustainable in a busy work culture. So, what is a manager to do?
Be a good listener. Most people simply want to be heard. If an employee is venting, they may need a listening ear more than an answer. Keep the conversation confidential, if possible. Employees want to know they can count on their boss to be trustworthy.
Ask the employee what they believe is the best solution. They may already have an idea. If not, this will put them into the practice of their own conflict resolution.
If the employee asks you to step in, consider another path. Encourage the frustrated employee to have one conversation with the other person. Discuss the goals of the conversation. Then, ask that the employee report back afterward.
Assure them that if the entire thing goes off the rails, you are the backup plan. Having this can help the employee to feel more comfortable to try something new.
Surprisingly, most employee conflicts are able to be resolved by having a single conversation. It also builds a closer, more trustworthy relationship between employees. And, it makes management easier.
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
Have you ever heard that companies don’t hire over the holidays? Me too. I’ve heard it more times than I can count. Many job seekers make the decision to pause their job search around Thanksgiving. They wait to restart it after the New Year, because they assume that the search is a waste of time.
You must be logged in to post a comment.