by Angela Copeland | Nov 28, 2016 | Advice, Newsletter
One of the biggest mistakes job seekers make is to stop looking for work over the holidays. Once Thanksgiving rolls around, our priorities shift. We decide companies aren’t hiring anyway, and we move on to other things. We begin to focus on putting up decorations and buying gifts.
Unfortunately, this routine can put you at a disadvantage when January comes. Although the hiring process over the holidays may be slower, it doesn’t stop. New jobs are posted every day. When you stop looking, you have no idea what new jobs are available. You’ll be missing out and won’t even know it.
Besides, the hiring process is just that – a process. At many organizations, you’ll find that the time between you first apply for a job and are presented with an offer can been weeks or months. It’s not uncommon for a non-profit to take three months or more to make a decision.
By exiting your job search during the holidays, you’re losing sight of your goal to find a job. When the New Year arrives, you’ll be at least a month or more behind your competitors.
The good news is that keeping up your search over the holidays doesn’t take a lot of time. Set a few simple goals and you’ll be on your way. It shouldn’t take more than a few hours a week. This isn’t a lot of time, especially if getting a job is a priority for you. Spend a few minutes each night or few hours on the weekends.
First, ensure your resume is up to date. Ask a few friends to review it. You want to be sure they understand it, and that there are no typos. I often recommend asking someone to review your resume who works in a different career field than you do. That way, if you’re using confusing language, such as industry specific abbreviations, they’ll let you know.
Once your resume passes the test, move on to updating your LinkedIn profile. Use your resume as the foundation for your LinkedIn profile, and then build on it. Add your photo. Pick one that’s recent, clearly you, and doesn’t contain other people. Add your volunteer experience and any awards and publications. Ask previous bosses and coworkers to write recommendations of your work. These are a great way to showcase the positive things others have to say about you.
Then, when you’re at holiday parties over the next month, if someone wants to connect on LinkedIn or asks for a copy of your resume, you’ll be prepared. And, be sure to always bring your business cards. If you don’t have any, getting them is simple. There are many websites like Moo.com that allow you to design and order online.
Finding your dream job during the December holidays isn’t a sure bet. But, being prepared ensures that if something does arise, you’re ready to defeat the competition at a moment’s notice. You’ll also be prepared to interview in 2017 when job postings and interviews heat up.
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
Apple Podcasts or
Stitcher.
Happy hunting!
Angela Copeland
@CopelandCoach
by Angela Copeland | Nov 23, 2016 | Advice, Career Corner Column, Media
Can we agree that the interview process can be stressful? It can be exhausting. You spend weeks, sometimes months, going through many rounds of interviews, tests, and background checks. You do all this in secret, slipping out of work and trying not to spill the beans to coworkers and friends. Your current job stress may be growing, and you cannot wait for the process to be over.
Most often, when a job offer comes, it’s delivered by a human resources representative or the hiring manager. They call you on the phone and offer a few quick stats, including starting salary and vacation days. Then, they ask if you accept, and what date you can start.
Often, your first instinct is to accept right away. You want to keep the hiring manager happy, and to ensure your future at the company. You definitely don’t want to rock the boat.
Unfortunately, this approach can have pitfalls. For example, your hiring manager may not end up being your actual manager. This sounds unlikely, but I once had my own hiring manager announce his departure on my second day. If we had not agreed to our terms in writing, there’s a chance I might have had to renegotiate with the new manager.
When you receive a job offer, the best approach is to thank the company and express your gratitude and excitement. Then, you should thoughtfully ask if they are able to send you the details of the offer in an email or official letter. Tell the recruiter you have a personal policy that you must sleep on the decision overnight.
When you receive the offer in email, review it closely. First, ensure that all the details explained on the phone are outlined as expected. If something is left out, or is different than your understanding, ask clarifying questions.
Sleeping on an offer also gives you a chance to discuss it with your family. And, it can give you an opportunity to decide if you want to negotiate the offer up. There are two key things that candidates are concerned with: salary and vacation. To ask for more of either, follow up with the company. Express your gratitude and excitement again. Then, ask if they would be willing to adjust their offer.
Select your requests carefully. A good negotiation is one where both parties walk away feeling as if they have won. Neither should feel like they were taken advantage of. But, don’t avoid asking for what you need. As long as you communicate in a professional manner, the company should respect your request. The worst case scenario is that the company will not increase the offer – not that they will resend it.
And, note – if a company cannot increase your salary, many corporations have flexibility around vacation (even if they have a standard vacation policy).
But, again, get everything in writing – no matter what you agree to. It will ensure there are no misunderstandings and help to solidify your future success within the organization.
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
by Angela Copeland | Nov 21, 2016 | Advice, Newsletter
This week, we will celebrate Thanksgiving. It’s an opportunity to gather together with loved ones, eat way too much good food, and watch a little football. It’s also an opportunity to express gratitude for our good fortune.
While you have a few days off this week, I encourage you to allow Thanksgiving to inspire your job search.
- Be Grateful – Focus on the positive things about your current job. Perhaps you like your boss, your team, or even the location of your office. Even in negative work environment, there are usually a few things to be thankful for. Move your attention to those items.
- Reconnect – Thanksgiving is the kickoff to an entire holiday season. Take the opportunity to reconnect with friends, coworkers, and loved ones you haven’t seen in a while. Not only is it good for your soul, it’s good for your network. When you’re looking for a job, it’s critical that you keep your network up to date.
- Networking Events – In addition to connecting with those who are truly close to you, keep an eye out for networking events. Many workplaces put on pot luck Thanksgiving lunches – and groups host “Friends-giving” events. These are other great opportunities to keep your networking moving forward during the holidays.
- Reflect – Holidays are a great time to think back about the past year, and start to make plans for the future. What went well in the last year? What would you do differently? Write these things down, along with goals for next year. When would you like to find a new job? What are the attributes you’d prefer in your next job?
- Help Others – Networking is a huge part of finding a job. Sometimes, when we’re in the middle of our own search, we forget about those around us. Remember to take the time to help those in your life who are also looking. In return, they will help you.
- Relax – Looking for a job can be a long, and at times, stressful, process. Don’t forget to take a little time for yourself. It will help you to keep moving forward in your search when you return to work.
- Thank Others – Take the time to thank those in your life who help you every day. Whether it’s a friend, coworker, or supervisor, take the time to wish them a happy Thanksgiving — and thank them for the impact they make on your life. You might even consider giving thanks in the form of a written recommendation on LinkedIn.
Try to stay upbeat. The holiday season can be a tough one if you’re looking for a job. It is a time of increased financial responsibilities and decreased opportunities.
But, staying positive will help to draw good people to you. It will help to lay the foundation for your job search, so they will think of you when they’re hiring or hear of a job.
I hope you have a wonderful Thanksgiving!
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
Apple Podcasts or
Stitcher.
Happy hunting!
Angela Copeland
@CopelandCoach
by Angela Copeland | Nov 16, 2016 | Advice, Career Corner Column, Media
I received a question that’s important for job seekers to consider: “Should I work with an external recruiter, and if so, how does it work?” If you’ve never tried it, enlisting the help of a placement firm can appear to be a confusing proposal. It can be tough to know where to find a recruiter, how to begin, and what to expect.
The good news is, working with an external recruiter (aka a “headhunter”) is not hard to do. First, you should know how they work. Typically, headhunters are paid a commission if they are able to help place a job seeker in a job. The hiring company pays this commission and they are only paid when and if a placement is made. Think of a recruiter as a matchmaker, or a salesperson, of sorts. They help source candidates that fit well within the companies they work for.
Arranging a meeting with a headhunter isn’t hard. You can find local recruiters online. Then, you can reach out to them by phone or email to request a meeting. Most placement firms are open to meeting with new candidates because it allows them to keep the pulse on the available talent in the job market. They will keep your resume and personal details in their database.
Along with your resume, you must typically disclose all your salary information right up front. This is a bit different than applying directly to a company, where you can often skirt the salary issue until the end of the interview process. In addition, you may also be asked to take exams in order to demonstrate your competency in certain subjects.
Keep in mind – headhunters meet with many candidates every day. You need to work closely with them in order for the process to be effective. It rarely works to sit back and hope the recruiter will show up with the perfect job completely on their own. Keep them up to date on your employment status, what kind of job you’re looking for, and of any changes that occur. If you stop reaching out, they’ll assume you found a job.
Although there are many positives to working with a headhunter, there are also pitfalls to consider. We often feel that because a placement firm makes a commission, they work for us, the job seeker. Although they are there to help, they ultimately must keep their client happy – the hiring manager. Additionally, they will only be paid a commission if they make a placement. If you’ve ever sold a house, you know that there are times when a real estate agent would be happy to sell a house at a lower than ideal price, in order to ensure a commission.
Placement firms can be helpful, but like other parts of the job search, they’re a tool rather than a complete solution. To maximize success, continue looking on your own. You’re your own best advocate, and after all, you’re searching on behalf of just one job seeker: you.
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
by Angela Copeland | Nov 15, 2016 | Advice, Podcast
Episode 118 is live! This week, we talk with Cheryl Rich Heisler in Chicago, IL.
Cheryl is the President and Founder of her Chicago-based business, Lawternatives, through which she helps lawyers to negotiate career transition. As a former, large law firm practicing attorney turned Kraft Foods Associate Brand Manager, Cheryl has experienced the joy of career change first hand and went on to coach others through the process.
On today’s episode, Cheryl shares her own experience transitioning from law to a corporate position and what you can do to make a big transition.
Listen and learn more! You can play the podcast here, or download it on Apple Podcasts or Stitcher.
To learn more about Cheryl, check out her website at http://lawternatives.com/.
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 | Nov 14, 2016 | Advice, Negotiating, Newsletter
You know by now, my biggest pet peeve is pay. You should be paid fairly. Period.
You should be paid fairly for your industry. You should be paid fairly for your tenure. You should be paid fairly compared to your peers.
Keep in mind that fairly doesn’t mean “the most money ever.” It means equitably. For example, a non-profit may not be able to support the same high salaries that a big corporations provides. But, they ought to be paying their employees similar amounts within their organization (for similar roles).
Don’t you agree?
I’m going to be honest. I think we’re probably all on the same page here. Everyone wants to be paid fairly, right? Everyone wants to be paid based on their results, and their experience — not some other irrelevant detail.
Well, one of the GREAT perks the internet brings is data. And, not just any data — salary data. The internet is cracking open salary information every day. It’s creating an environment that’s more transparent.
It’s giving you, the job seeker, more power! It’s increasing the likelihood that you will be compensated fairly. Yay!
There are a handful of sites with salary data you can use to better understand this worth (and to negotiate for more money!). But, there’s one taking the lead. One that you should pay attention to:
Glassdoor.com!
Glassdoor recently released a new salary tool. It’s called the “Know Your Worth” tool and it’s tagline is “Are you paid fairly?”
How much better does it get than that! (Can you hear how excited I am??)
If you want to try the tool, visit Glassdoor.com here.
You’ll be asked to provide your employer name, employer location, job title, number of years experience, salary, education level, university, and major. But, don’t worry — Glassdoor is sensitive with your data. Their site says, “Glassdoor is committed to your privacy. Your market value is only shared with you.”
To figure out if you’re being paid fairly, Glassdoor compares your salary to others in your city, and to those of open jobs in your area.
Below is a sample salary I tested out for a project manager. In this example, the employee is being paid about $13K less than market value, or -16.6%.
How amazing is that? It gives you data to support your request for more money — and a fair salary! I am so excited to share this tool with you!
Please know that I’m not compensated in any way to share the Know Your Worth tool — I just think it’s that great.
Please check it out! And, if you learn something interesting about your salary, I want to hear from you! Let me know what you find out.
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
Apple Podcasts or
Stitcher.
Happy hunting!
Angela Copeland
@CopelandCoach
by Angela Copeland | Nov 9, 2016 | Advice, Career Corner Column, Media
There are few groups I have more respect for than our US Military. These honorable men and women are on the front lines of our country each day. In fact, they spend many of their most employable years in service.
At the end of that service, they must begin a new career. This often occurs somewhere between the age of forty and forty five – a time when many professionals are just peaking in careers they have been developing for twenty years.
Starting over can be a daunting and humbling task, but there are a few things that can make the transition a bit easier.
First, plan ahead. Finding a new job can take a year or longer, especially when you’re changing your career path. Start looking before you have left the military. Create an emergency fund for yourself that could be used to pay your bills if you were out of work during the transition.
Seek outside help. Many former military personal rely on military resources to find their next job. Use those resources, but don’t stop there. Reach out to friends and family for help. Begin looking for opportunities to meet new people within the community, so your professional network will expand beyond the military.
Revise your resume and LinkedIn profile. Your future employer will be very impressed with your military career – but, only if they understand it. Ask a few civilian friends to proofread your resume for you. Get them to share what was confusing, and make adjustments. And, if you were managing hundreds of people, be sure to spell that out. Although this may seem normal in the military, it is both unusual and impressive in the civilian work world.
Learn as much as you can about how the corporate interview process works. Getting a civilian job is often about knowing the right people. It’s about going around the online process. It’s about bending the rules a bit. This goes counter to much of the military structure you may be used to.
Identify your strengths. What is it that makes you good at your military job that you could bring with you into the corporate world? Perhaps you are an outstanding communicator or a great manager. In order to land a job in the civilian world, you have to know what makes you stand out.
Select a target job (or jobs) and target companies. Narrow your search down as much as possible. If you keep your options too broad, friends and family won’t know how to help you. But, if you know exactly what you’re looking for, it empowers them to act.
Last but not least, remember that finding a job isn’t easy – for anyone. If you struggle to find something right away, keep trying. It’s often a numbers game. Try not to fall into the trap of believing that nobody understands your background. Assume that you just haven’t met the right company yet and keep looking.
Good luck with your transition, and thank you for your military service!
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
by Angela Copeland | Nov 7, 2016 | Job Posting, Newsletter
I’m certain I’m going to get negative feedback for saying this, but I just have to. Every day (and I really mean every day) I spend at least an hour trying to convince job seekers to do something that seems completely crazy — apply for a job.
Why does it seem crazy? It seems crazy to apply for certain jobs because the job seeker’s work history doesn’t match up 100% with the employer’s job description. The job seeker is convinced that they won’t be considered and it will be a big waste of time (and possibly embarrassing).
So, why would I encourage someone to apply for something that they are clearly not qualified for? I encourage them to apply because they CAN DO THE JOB!
Our educational history and experience are both important. But, do you know what’s more important than which degree you have? That you can do the work. Seriously.
Employers create job descriptions in the most random ways. When I was a hiring manager, I studied job descriptions for other similar positions (to the one I was hiring for). I did my best to compile all the good parts of the other job descriptions I studied. I wanted to be sure the job description was perfect, and that I didn’t leave anything out. I was going to ace that assignment. I’m 100% certain that in the process, I came up with a wish list of qualifications that was a mile long. Did it mean that I wouldn’t consider anyone who couldn’t stand up to all my wishes? No. It was just that – a wish list. It would have been unreasonable for me to expect a candidate to have all those qualifications and I knew it.
Here’s another real life example to demonstrate this point. I recently heard from an employer who is looking to fill a super interesting role. We’re talking fun work, impressive title, great company. The job description is very comprehensive and is what I described above – a wish list. And, the employer knows it. They told me that they put out a long list of skills hoping to attract as many candidates as possible.
(Notice: They are trying to attract as many people as possible — not eliminate as many people as possible.)
I forwarded that great job to a few qualified people. I got an immediate response from multiple job seekers along these lines. “This looks awesome, but I’m not fully qualified to do it. Too bad I can’t apply!”
Do you see what’s happening here? We are assuming the company won’t want to hire us, so we eliminate ourselves from the list of qualified candidates. Then, the company never even hears from us. They don’t know we exist. We have taken ourselves out of the race (not the company).
Let’s think of this in another way. I often say that looking for a job is a lot like dating. At this day in age, let’s be honest — we’ve all tried online dating at one time or another. On sites like Match.com, singles are able to specify their preferences for things in a partner including age, height, hobbies, and musical taste.
But, if a dater comes across someone that seems interesting, they don’t just ignore the profile when they’re not a 100% match in requirements. They send the other person a message. They let the other person know they exist and that there was something about their profile that seemed interesting. Then, the other single (the one being contacted) can decide what they think. Their choice will depend on things like how important those qualities are to them (something you can’t know from a profile).
Job descriptions are the same way. A company may toss in some random requirement that they don’t really care about. If you don’t apply, you’ll never have the chance to be considered. If I could stand up on a table to shout this out, I would.
By not applying, you are not allowing the company to make their own decision about their interest level. You are making the decision for them. You are effectively telling them that you’re not qualified to do a job you know you can do.
Applying for a job often takes just a few minutes. It’s not a huge waste of time. If you think you can do the job, take the time and submit yourself. If you are called for a job interview, it means that the company sees something in your background that’s promising. And, they are flexible on their requirements (something you can’t know from a job description).
If there was only one piece of job search advice I could give, it would be this: APPLY MORE! Put your hat in the ring. The more you apply for jobs you know you can do (whether or not you meet all the “requirements”), the more choices you will have in the end.
You are your own advocate — you are your own salesperson. Do your part and SELL YOURSELF!
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
Apple Podcasts or
Stitcher.
Happy hunting!
Angela Copeland
@CopelandCoach
by Angela Copeland | Nov 2, 2016 | Job Posting
I’ve recently been sharing fewer jobs than in the past, but this particular position is really worth mentioning. It’s at an agency named Oden located in Memphis, TN. If you’re in the Memphis area (or would like to be in the Memphis area!), and you’re a marketing and technology person, you should check this out. I’ve been incredibly impressed with Oden, and this is a great opportunity for someone.
Below is the entire job description. If you are interested, email Oden your resume and cover letter at resumes@oden.com.
Creative/Marketing Technologist
The Creative Technologist empowers enterprises to take advantage of advancements in technology that streamline processes, improve communications with internal and external stakeholders, and steer companies forward while driving revenue.
You will lead, inspire, and grow staff surrounding technology, sharing your knowledge across departments and helping position Oden as a leader in digital experiences. On a daily basis, you will be tasked with working as a technical lead with teams that include developers, strategists, creative leads, IA/UX designers, web and video producers, production artists, database engineers, and outside technical resources to ensure exceptional customer experiences.
The Creative Technologist’s role is bridging ideas and technology.
Key Responsibilities
Lead solution evaluations with appropriate stakeholders in defining business, functional, and technical requirements to ensure tools and systems effectively enable operations.
Participate in client meetings where technology/development is discussed.
Assess requirements and explore feasibility and scope for projects.
Work closely with strategists, creative leads, and the broader project team to guide the execution of digital projects from an IA/UX and development perspective.
Provide system and application architecture guidance on project and client levels.
Provide ongoing management of live systems in collaboration with clients and internal and external partners.
Present to both internal and external audiences to help educate, inspire, and provide thought leadership on current and emerging digital technologies.
Qualifications
Bachelor’s degree in business, computer science, management information systems, engineering, or equivalent work experience. MBA or graduate school experience a plus.
5+ years’ ad agency or digital agency experience.
3+ years’ management experience.
Minimum 3 years’ experience developing applications using structured and/or object-oriented programming languages.
Minimum 3 years’ experience developing web-based applications.
Minimum 3 years’ experience implementing and customizing content management systems.
Demonstrated experience in designing and developing relational databases.
Experience and Skills
Experience delivering digital and marketing solutions in a B2B environment.
A deep understanding of modern web and mobile development along with an appreciation for compelling user experience and visual design.
Understanding of the strengths and limitations of current and emerging platforms.
Skill in business process workflow design, documentation, and technical implementation.
Problem solving, with sound judgment in complex situations.
Ability to provide strategic guidance and counsel to stakeholders in the assessment and development of existing and/or proposed processes and systems.
Self-motivation and proactivity; ability to work effectively with limited oversight and direction; attention to detail; organization skills; ability to manage resources, constituencies, projects of varying size, and multiple and competing priorities and deadlines.
Excellent written and verbal communication skills demonstrated through ease in presenting work and actively gathering feedback, both internally and with clients.
An enthusiasm for keeping up to date on emerging digital concepts and trends with the ability to translate that knowledge into actionable recommendations.
Expertise in various content management systems, digital platforms, online solutions, and middle-ware applications with a desire to maintain technical expertise and hands-on experience with cutting edge technologies.
by Angela Copeland | Nov 2, 2016 | Advice, Career Corner Column, Media
In the 1989 film Field of Dreams, Kevin Costner’s character builds a baseball field after hearing a voice say, “If you build it, he will come.” As job seekers, it seems we often try to take a similar approach.
Let me explain. When looking for a job, we focus a tremendous amount of energy building the perfect resume, making a fantastic LinkedIn profile, and writing a compelling cover letter. We pour hours of work into these items. Then, the clock starts. Months pass by and we become increasingly frustrated. We begin to wonder, “Why haven’t I found a job by now?”
The problem is, a rumor has been going around. The rumor is this: if you’re interested in a job, the only thing you need to do is apply online. If you’re the right person for the job, the company will call you. It makes sense that we’d believe this rumor. It’s the official line companies have been telling us every day for years.
This approach seems perfectly reasonable – and, it allows is to avoid our biggest job seeking fears. For example, contacting a hiring manager directly can be a scary thing. We might be rejected. We might bother them, and they won’t want to hire us. So, we stick with the safe online route.
Then, when we receive the automated rejection e-mail, we try to make up a list of reasons as to why we weren’t the best candidate. We assume something must be wrong with us and our resume. It might be our experience, our education, or even our age. It’s an awful process that can damage even the best self-esteem.
Unfortunately, many of the online systems companies use (called applicant tracking systems) aren’t as perfect as we might hope. If we only submit an application online, there’s a good chance another human may never see our resume, no matter how qualified we are.
And, even if a real live person does see our online application, will the company really want to hire us? Hiring can be a risky undertaking after all. A hiring mistake can cost the company both time and money.
To avoid mistakes, hiring managers typically start with their own network first. They think, “Do I know anyone who might be a good fit for this job?” Then, they think, “Do I know anyone who knows anyone who might be a good fit for this job?” Rarely does the manager begin a search wondering who they might find on the internet.
Rather than be a passive stranger, we should take a bolder approach. We should introduce ourselves. Find the hiring manager. Find the head of the department. Find the HR person. Send an email. Send a LinkedIn connection request. At worst, the company may ignore us. But, otherwise, they may not have ever seen our resume in the first place. This is the kind of risk that’s worth taking.
As Babe Ruth once said, “Every strike brings me closer to the next home run.”
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.