Pick a Number, Any Number

by Angela Copeland | Oct 29, 2018 | Career Corner Column, Newsletter

Sometimes, you want to feel like your work means something. You want to feel like a person who is performing a craft. You want to feel like a professional. Somehow, looking for a job can make you feel like a discount item on a shelf at a big box store.

The salary is an area where companies have lost their way. During your first phone call with a company’s HR department, the recruiter will ask you how much money you make – or how much you want to make. Recruiters will tell you that they’re simply trying to understand whether or not you’re inside their budget.

But, this is the thing. Companies have a wide band they can pay employees. Asking this question is like a game of chicken, where the company is hedging their bets to try to get a good deal. But, how much are they saving on this exercise? Is it worth the cost of upsetting and candidate?

Years ago, I shopped for a new car. I went to a typical car dealership where I was treated like prey. Then, I went to a Saturn dealership. Saturn was a completely different experience. There was no negotiation. There was no pressure. If the car worked for you, it was yours. If not, no problem. Despite that Saturn no longer exists, ask anyone who owned one what the experience was like, and you’ll find out just how positive it was.

Along similar lines, Glassdoor.com recently revealed that a ten percent pay increase only raises the likelihood of employee retention by 1.5 percent. So, what does this mean?

It means that employees are looking for the right job. They aren’t looking for the highest paying. They’re looking for fit. And, a lot of fit comes in the form of feeling like you’re treated with respect. Asking salary right out of the gate is the very opposite of respect, and it diminishes you and your work experience down to a price tag – one number.

The good news is, certain states and some cities are beginning to outlaw questions about your pay history. These laws are changing quite a bit, so you’ll want to look at what’s fair game in your area. But, the good news is that these new laws are shedding light on this important issue. Asking pay history can mean that if you’re underpaid today, you’ll continue to be underpaid in the future. Some companies are getting rid of the work history question completely, as the laws are changing.

But, it won’t stop them from asking how much you want to make. Before you answer this question, do your research. Although it doesn’t feel like it, answering this question in the first call can weaken your negotiation power later.

Perhaps in the future, companies will begin to share their budget first. It would allow you to focus on fit, and ensure companies are paying everyone fairly.

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

The Reality of Being Underpaid

by Angela Copeland | Oct 22, 2018 | Career Corner Column, Newsletter

Have you ever had someone tell you that it’s a good idea to get your foot in the door at a company? The theory is that if you get your foot in the door, you can work your way up over time. I understand the reasoning. It’s a career outlook that has been around for a long time. But, in today’s career environment, this approach can backfire.

Many companies no longer prioritize promoting from within. Employees switch jobs so quickly that employers are typically focused on new talent coming in. And, there’s a tendency for the company to want you to show up with all of the right experience. They’re less interested to train you, or to move you into a new department. They want you to be productive on day one, so they can get the most out of you before you leave two years later.

This isn’t the rule, and it doesn’t apply to all industries. However, this new outlook brings up some interesting. In the past, job seekers may have been willing to take a lower paycheck now in hopes of getting a substantial raise at a later time. But, on average, companies now only give employees two to four percent raises each year.

This means that you should try to start off where you want to be. If you’re underpaid today, you’ll be underpaid next year and the year after.

As the economy has tightened and the unemployment rate has fallen, wages have not grown as much as economists predicted. Hopefully, higher wages are just around the next corner. But, there’s something to keep in mind. As long as companies can pay less, they will.

When you are evaluating a job offer, don’t assume you’ll have to take a pay cut. Don’t assume the new company won’t pay you more than you currently make. Do your research. There are a number of online sources where you can find salaries for an industry, a region, and even at specific companies by titles. Check out sites like Glassdoor.com, Indeed.com, and Salary.com to find out what your role pays in today’s market.

If you accept a job that pays less than market value, you’re doing a disservice. You’re doing a disservice to yourself and to everyone else in your industry. Accepting a job at less than the market rate is a signal to the company that it’s okay to underpay workers. It’s a signal that you aren’t valued as an employee. It says that you’re okay making less. And, it undercuts your competition.

So, what should you do? First, do your research. Find out what the going rate is for your job. Then, don’t just interview for one job at a time. Try to interview for multiple jobs, so you’ll have more than one choice, and competitive offers. The sooner we each stop taking less than we’re worth, the sooner we will all benefit.

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

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