Why Job Seekers Walk Away

by Angela Copeland | Oct 15, 2018 | Career Corner Column, Newsletter

If you’re a hiring manager, there’s a good chance you’re finding it harder to hire this year than one year ago. The unemployment rate just fell to the lowest level since 1969, so the competition is fierce for good workers. In fact, it’s taking 82% longer to fill open jobs than just a few years ago in 2010. And, on average, it’s taking companies 31 days to hire.

I recently had the opportunity to attend an event in Chicago hosted by Glassdoor, and I want to share a few of their findings with you. In particular, I want to focus in on why employers are losing their top candidates.

Glassdoor identified three big frustrations for job seekers that are going through the interview process. Job seekers feel frustrated at a lack of information about the job’s pay and benefits. They also feel frustrated that employers are cancelling or postponing their interviews. And, they’re upset that potential employers aren’t responding to them in a timely manner.

“Job seekers clearly feel that understanding the total compensation package, including pay and benefits, is absolutely essential to fully evaluate a job opportunity,” said Julie Coucoules, Glassdoor’s Global Head of Talent Acquisition.

I bet you can relate. The last time you looked for a job, I’m sure these things were on your mind too. To keep top candidates engaged, consider sharing your salary and benefits up front. Don’t turn the first screening call into a game, where you try to outsmart the candidate to get their number first. Treat candidates the way you’d want to be treated. Be respectful of their time. Keep your commitments, and let them know when you’ve moved on. Nothing is more stressful than just not knowing what has happened with a job you’re applying to.

Glassdoor also found a number of reasons that top candidates would pull out of the recruitment process. In other words, the candidate turns you down before you get the chance to even given them an offer. The top reason identified was an employer that has announced layoffs. This makes sense, right? Nobody wants to sign up to lose their job just after switching.

Other reasons cited were a poor first interaction with a recruiter or hiring manager. 40 percent of those surveyed identified this as a reason to pull out of the process. 35 percent said they would drop the company if they read negative employee reviews online. 33 percent said they would leave if they heard about employee or leadership scandals and 32 percent said they would leave if they read negative news coverage about the company.

The most straightforward suggestion from this list is to treat each candidate with the respect you’d want to be treated with. Beyond that, don’t undervalue the importance of your company’s online reviews or media coverage. With the transparency that’s available online, the hiring process really has turned into a two way street.

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

Purple Unicorns Don’t Exist

by Angela Copeland | Oct 1, 2018 | Career Corner Column, Newsletter

Dear Hiring Manager,

You’re amazing. You’re the gatekeeper to new jobs, and the person who will later help us to get a promotion that will help our careers. But, we have to talk.

The last eighteen years have been great. Unemployment was high. You’ve been able to be picky. You could create a long wish list for your open jobs, and a perfect candidate would appear. They might even take less money than market value. You didn’t have to bother about relocation. They were so happy to have a job, they’d move themselves. And, forget about signing bonuses or extra vacation days. Those things were so 1999.

Landing a great candidate was easy. People were desperate to find work, and willing to put up with just about anything you could dish out. But, the time to rebalance things has come. After all the good years, we are back down to record low unemployment. It’s below four percent.

The good news is, people are feeling excited again. Jobs are coming open that haven’t been available in a while. Things are going well for everyone. You’re probably happy too. You’re able to hire again. You’ll be able to bring new folks into the organization. It will be a great time for fresh, new ideas!

But, there’s one little change since last time you were hiring. The market has shifted to the favor of the job seeker. This isn’t bad. It means that you’re going to find someone who really wants to work for you. They’re not going to join your organization just to escape their current role. They actually like you, and your open job.

This change comes with a catch. You’re going to have to cut back on that big wish list. I know; it’s hard. You want everything in one person. You want someone who understands sales and marketing and technology and operations. They need ten years of experience. They should’ve worked at an organization just like yours. And, they should have used all of the same software that you use.

This is where I have to be honest with you. This person does not exist. In the world of hiring, they’re called a Purple Unicorn (no kidding). As long as you keep searching for the unicorn, your jobs are going to remain unfilled. You are frustrating your company’s human resources team with your unrealistic requests. You’re offending great candidates. And, your jobs are staying open for over ninety days.

So, what’s the answer? It’s time to cut your wish list of twenty requirements back to six. It’s time to look for fit. And, it’s time to look for the person who’s willing to work hard and has the right attitude. That’s the person you want on your team. Not just someone who can check a bunch of boxes. The sooner you can understand this, the faster you will find the right people.

Sincerely,

Angela

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.

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

Getting a Job is a Job

by Angela Copeland | Sep 26, 2018 | Career Corner Column, Newsletter

It’s official. It’s less than sixty days until Thanksgiving. Although you shouldn’t stop your job search when the turkey has been served, hiring will slow down as the holidays heat up. It’s just a fact of life. If you’ve been thinking of finding a new job, this is the time.

But, finding a job isn’t just about wanting one. When you’re passively thinking about getting a job, you can stand to wait a few years until one falls into your lap. But, if you’re hoping to find one now, being passive isn’t going to cut it. You’re going to have to work for it the old fashioned way. You’re going to have to put in time – lots of time.

You may be thinking, “But, Angela, I’m a busy person! I have a full-time job. I have a family. I have commitments! I only have so much time in a week.” I hear you. I get it. I empathize with your situation more than you can imagine. But, at the end of the day, you have to decide. Do you want to find a new job this year or not? It’s up to you.

If it’s important to you, you’re going to find the time. You may have to cut back a little on other activities. You may have to take vacation days to work on your search. You may have to sleep a little less. I know. None of these are fun options. But, they’re the only way. Someone shared with me once, “Look at your schedule and you’ll find the things you value. You make time for those things.”

If you truly want to find a new job, you’re going to have to carve time out. You need time to update your resume, cover letter, and LinkedIn. You need time to network with your old contacts. You need time to apply for jobs, and to perfect your elevator pitch and your personal brand. And, you need time to interview for jobs.

You can’t outsource this work. Your job search is just that: yours. No matter how high up the food chain you are at work, you’re still in charge of your job search. You’ve got to do the writing, the calling, and the looking.

Remember, once you get into a company’s interview process, it can go fast or slow. It’s hard to predict. It could take just a few days, or it could take months. Putting in the time now is the only way to get there. You may wonder how much time I’m talking about. Try to put in at least two hours each day.

Looking for a new job isn’t going to be fast. It’s not going to be easy. Frankly, it’s probably going to be a painful process. But, it is absolutely worth it to take a risk and put in the time to find something that you truly love.

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.

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

Job Offers Are Like Buses

by Angela Copeland | Sep 17, 2018 | Career Corner Column, Newsletter

The title of my column today may sound a bit confusing. It comes from one of my own mentors. Years ago, when I was finishing graduate school in California, I spent a significant amount of time searching for the right job. I would go to job fairs and networking events as if it were my full-time job. I would interview for anything and everything.

Occasionally, a job would pop up that would seem almost right. It would have a great job description. The company seemed stable. The team seemed interesting. But, there was something about the hiring manager that was off – or perhaps the company wasn’t offering a competitive salary.

I would meet with my mentor to tell him about all of the jobs I was considering, and to discuss the pros and cons of each. If a job seemed like the wrong fit, he would encourage me to walk away. The thought of turning down an offer without another in hand was nerve-wracking. My mentor would then remind me, “Jobs are like buses. Just wait; another one is always coming.” The keyword here is always.

He felt it was more important to find the right fit, instead of hoping you could take every job that came along. Looking back, these were wise words. Who else in your life do you spend as much time with as your boss and co-workers? For most, the answer is your spouse. You typically don’t choose to marry your first girlfriend or boyfriend. Why would you expect that at work?

Often, we want to take every job when we’re feeling desperate. We’re miserable in our current position and we think that anything would be better – even if it were just for a short time.

The problem with this strategy is complex. First, your next job may have just as many problems are your current job, if not more. As the saying goes, sometimes the devil you know is better than the one you don’t.

More importantly though, planning to take a job for a short time forces you to explain why you’re looking for a new job just after accepting one. This means that you’ll be explaining all the dirt on your old company, including the ways that you didn’t get along with your boss or co-workers.

When you choose to wait and to select the right job, you’ll find yourself there for more than just a short time. While you’re interviewing, you’ll be able to focus on the positives of what you want in the future rather than the negatives from the past. Whether it comes to interviewing or negotiating your offer, focusing on the positive puts you in a much stronger position.

When you’re having a tough day, just try to remember that jobs are like buses. Just wait. Another one is always coming, and you want to be sure you get on the right one.

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.

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

The Illegal Question in the Room

by Angela Copeland | Sep 10, 2018 | Career Corner Column, Newsletter

The title of this column is a reference to the big elephant in the room. It’s that thing that everybody knows, but nobody is talking about. I’d like to talk about it a little today: illegal job interview questions.

Did you know that in 2018, people are still being asked illegal questions in job interviews? They are. It’s happening.

I’ve wondered how this could be the case. My best guess is this. Illegal questions seem obvious from the outside. Rarely do hiring managers get trained on how to properly interview candidates. Interviewing seems like something we should all know how to do if we’re hiring. Human resources folks know the illegal questions, but the questions seem so obvious that it probably seems pointless to review the questions with hiring managers. But, sadly, it seems we really need to. Interviewing isn’t a skill we’re all born with, and as hiring managers, we may not really think about what we should or shouldn’t say.

A few of the basics we should all avoid include: religion, pregnancy status, disability, age, citizenship, race, marital status, or number of children. In certain states and cities, it’s also illegal to ask how much money someone has made at a previous job. The elimination of these questions helps everyone to avoid discrimination. It also helps us to focus in on what we’re really there for: the job search. Can this candidate do the job?

If you haven’t been asked an illegal question before, I’m glad. I have personally been asked about whether or not I’m married, if I have children, if I plan to have any children soon, and how old I am. It sounds more like I was interviewing to go on a date than to get a job. Don’t you think?

If you’re asked something along these lines, it can be hard to know what to say. If you answer, you may be discriminated against and not hired. If you make a fuss and don’t answer, you definitely won’t be hired.

One interview coach shared with me that he likes to reply with something snappy. If a candidate is asked, “Do you have children?” he suggests responding with something like, “What I think you’re trying to ask is if I can do the job – and I’m totally up for it!”

While I do agree that this technique can be effective, there’s something bigger at play. Do you really want to work for someone who would ask you illegal questions? Do you want to work with someone who is judging you in this way?

I’ll be honest. When I’m asked illegal questions, I answer them. I answer them in a kind and friendly way. Then, I make a mental note about the question and about the hiring manager. I know that anyone who asks questions like this isn’t someone that I’d want to work for. So, my answer doesn’t really matter.

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.

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