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My Job Search During COVID-19: Keep Dreaming

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Hey, all. 2019 graduates. Recent 2020 graduates. Early-hires. Young professionals. Those who have been laid off. Those in furlough. Those on unemployment. I know it feels like everyone is looking for a full-time job (or any job right now). As a recent graduate from SUNY New Paltz, who majored in journalism and minored in Spanish — and experienced the job market during a pandemic, I’ve learned this: don’t let a virus dash your hopes for a dream job.  I’ll share some of my own takeaways to keep your dreams alive during this time. 

1. Start with introspection. 

Did I solely want to be a reporter/journalist, or was I open to ideas where I could potentially use my journalism skills in other fields? I encourage you to ask yourself what skills you want to keep building on. That will lead you to answering what other roles you’re open to exploring. And it led me to understand that writing, reading and researching have been in all the jobs I’ve ever loved and grew from. Those skills and passions needed to be integrated in the job I chose for the future too. Then I asked myself: Did I solely want a full-time job or was I interested in part-time or freelance work to get my foot in the door? Keeping the answers to these questions in mind helped me widen my search, and apply to jobs more focused on the quality of work than the quantity of jobs. That way I’d still be able to make a stable living even if the full-time jobs weren’t coming. 

2. Use all the job boards.

I looked for jobs in my field via Linkedin, Twitter, Indeed, Glassdoor, PND: Philanthropy News Digest, and Idealist because as aggregators, all the potential jobs were in one place. Generally, Linkedin and Twitter are great social media tools to follow the company for job posting updates and connect with potential employers. Indeed allows you to customize job alerts that land in your inbox and provides resources about all-things career-related. Glassdoor is useful for learning about company culture, salary, and benefits offered. PND and Idealist make reaching out to the employer and applying abundantly clear: who to email, who to address your cover letter to, and how/where to submit. 

3. Go long and go hard.

I applied for dozens of writing jobs in a total of 10 months since graduating. A Google Sheet titled, “Dynahlee Padilla Job Shopping,” was my BFF (thanks to an alumna and friend who tipped me). This sheet included the company name, title of the role, date I applied, compensation if stated, the name of the contact/hiring manager, and link to the original job posting. This structure helped me keep track of who I needed to follow up with, who I should be connecting with on social media, and the types of jobs I was looking for. It served as my timeline of progress.

4. Find a good fit.

Yes, we all need to be working for a company that’s a good fit. Can you see yourself enjoying the role based on the job posting and any interviews you’ve participated in? Can you see yourself doing the responsibilities asked of you well and with passion? Do you agree 110 % with every part of the company’s mission statement and values? Can you see yourself grow with the company now and later? I once went all the way to D.C.  to interview — for a Booking Producer role at a media company with an extremely conservative perspective, and I knew right away it wasn’t right for me. So, don’t compromise your values to fit in. You can choose to be a part of the company, the same way it can choose and consider you to join the company. 

5. Keep your resume, your professional and personal story on paper, crystal clear. 

Maintain a resume that’s up-to-par: education, succinct summary, publications/achievements, language skills, and relevant experiences that relay your skills in chronological order from the most-recent. Include keywords that target the roles you are looking for. When I worked at ABC’s “7 on Your Side” as an intern (post-grad), I learned that data journalists were trending in the media industry, so I tagged the word “data” and “producing” onto experiences that included those skills to stay on potential media companies and employers’ radar. Also, update your resume (and your LinkedIn) as soon as you begin a new role. Always proofread, and have editors in your trusted circle review for you. And for recent grads, add a “Professional Experience” headline — because now you are a professional — still learning but not a student.

6. Cover letter

A cover letter should never be optional. Job postings often say that, but as I’ve learned on TalentCulture, sometimes job postings are poorly written or generic or do not meet the needs of the company. Include a compelling signature with contact info. Use this piece of writing and ready-to-go clips/samples as your power tools to stand out! 

7. You’re not done yet.

Getting a callback or interview doesn’t mean the work is done. Continue to apply for other jobs, because in this particular economy and market, we never know where these opportunities might take us. 

8. You’re really never done.

Remember: job hunt is like dating. Brace yourself for rejection. Many times, we’ll get ghosted. Sometimes we’ll get led on — to nothing. So keep applying, and keep dreaming. And don’t stop. Ever. Check in with your own network and build on it — colleagues, friends, alumni, professors, family members. I reach out to my network often, especially during these times, because cultivating relationships are important to me — and not only when you need or want something. I usually ask: How are you doing? What are you working on? And then include, by the way — “I am working on this, and still looking for this. I’d love to get your thoughts. And keep in touch.” 

9. Have faith and focus. 

Make sure you check LinkedIn and job portals like you check Instagram, or any other platform you are obsessed with. Be obsessed. Your dreams will come true if you put in the time and energy to stay focused and follow through. 

10. Landed a remote job? Here’s how to shine. 

Let’s say you’ve got a job — but you’re not going anywhere but home. You can shine anyway. Be vocal with those you live with about the space, time, and tools you need in your home to work productively — not just busily. Natural lighting, a comfy chair, and privacy works for me.

Talk with your employer about your needs. I moved out-of-state amid the health crisis, which wasn’t easy. I spoke to my immediate supervisor and others I work with and got a few extra days off to get settled. 

It’s OK to feel overwhelmed. There are various crises happening while our lives are still happening. So, take actual breaks. Step away from the screen. Do breathing exercises, stretches, therapy coloring, a walk/run — whatever works for you. Take the time to process what you are feeling and become recharged. And keep dreaming! New goals await. 

Cover Letters: Necessary or Not, Here’s How They’re Done

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Cover letters, are they necessary?

Applicants don’t know. Recruiters don’t care. And leaders? Well, leaders seem to be divided on the issue. But let’s assume for a moment that you should, in any position for which you are applying, include a cover letter. If it IS read by your future boss, what should it say?

Not these three scary examples from David Silverman over at Harvard Business Reviewc:

The recap: The résumé in prose form. It’s redundant, harder to read than the résumé, and provides no additional insight.

The form letter: This says, essentially, “Dear Sir or Madam: I saw your ad in the paper and thought you might like me.” And it’s clearly a form letter where maybe they got my name and company right. If they’re lucky, I will still take the time to read their résumé after being insulted with a form letter.

The “I’m crazy”: This one’s rare, and it expands on the résumé of experience with some personal insights. Examples range from the merely batty (“I find batik as an art form has taught me to become both a better person and project manager.”) to the truly terrifying (“I cast a pentagram hex and the central line pointed towards your job listing. I know you will find this as comforting as I do.”)

There is a 17% chance a hiring manager will read a cover letter. With one minute and one page, a candidate can make or break their chances at employment. Here’s how to ace that 1 in 5 (roughly) chance.

Keep it Short

Cover letters should be no longer than about one minute. Don’t write a story. The hiring manager won’t care about childhood dreams or the time the family dog died. Leaders are busy people; don’t burden them with a wordy cover letter. Many applicants think if they are verbose or use those ten dollar MBA words, a leader will be impressed. They won’t. If there is a shorter way to write it, do it.

What to make sure you DO include: A personalized greeting (To Whom It May Concern is gross), professional skills, and why the candidate is a good fit for the company. If there is room, point out why the company is a good fit for your dreams. As the head of an agency that works exclusively with HR Technology, I’d like to know if that’s something that my applicants actually care about.

Do What I Say

Follow the tradition and follow directions. A paper copy or word document form of a cover letter is the norm, but email is far more popular in today’s marketplace. I would know instantly if someone sent in their paper resume that they are not a fit for Red Branch Media. Conversely, someone who sees my job posting and applies solely via Facebook instead of my career site, is not going to be considered either.

Many larger companies use an Applicant Tracking System (ATS). The ATS will read an email and analyze it for keywords and leverage phrases. Roughly 50% of mid-size companies use some form of ATS. Read the application to see whether the hiring manager prefers an email cover letter or another form. Leaders notice if a candidate doesn’t follow directions. The result: a quick rejection from the talent pool.

Pay Attention

Hiring managers look for reasons to disqualify applicants quickly simply due to the amount of applications they receive (an average of 250 resumes for every opening!) Phrases like the aforementioned “to whom it may concern” and “the reason I left…” are ways candidates eliminate themselves from the race. HR departments in large companies spend an average 6-15 seconds looking at a cover letter. They don’t have time for candidates who don’t at least personalize the salutation.

“We trash generic inquiries (i.e. form letters) automatically. If you don’t care to put in a little effort to tailor your communication to my company I sure don’t care to read it,” says Ash Arnett from PARTICULAR.

PROOFREAD

Typos, like generic statements, will automatically remove talent from the candidate pool. Seventy-six percent of hiring managers will not look beyond the cover letter to the resume if there is a typo or grammatical error. These red flags lead the hiring manager to think the candidate does not pay attention to detail or simply didn’t care enough to edit. Neither of those are qualities leaders look for in talent.

Personality?

A well-written cover letter prepares the hiring manager for the resume and gives the resume context.  Leaders want to see clear and concise language. They want to know why a particular candidate wants to work for the company and why they are a good fit for the position.

Janet Albert says, “The best ones let a bit of personality shine through, without being over-the-top… but you really want to stick with how your experience lends itself to the job you’re applying for.”

Cover letters open the door for candidates. Leaders want to see thoughtfully written cover letters. This means covering all the bases as seen above while remembering that despite all your hard work, a leader may never take the time to read it. However, the ones who DO, will be very impressed!

Cover Letters: Necessary or Not, Here's How They're Done

/ /by

Cover letters, are they necessary?

Applicants don’t know. Recruiters don’t care. And leaders? Well, leaders seem to be divided on the issue. But let’s assume for a moment that you should, in any position for which you are applying, include a cover letter. If it IS read by your future boss, what should it say?

Not these three scary examples from David Silverman over at Harvard Business Reviewc:

The recap: The résumé in prose form. It’s redundant, harder to read than the résumé, and provides no additional insight.

The form letter: This says, essentially, “Dear Sir or Madam: I saw your ad in the paper and thought you might like me.” And it’s clearly a form letter where maybe they got my name and company right. If they’re lucky, I will still take the time to read their résumé after being insulted with a form letter.

The “I’m crazy”: This one’s rare, and it expands on the résumé of experience with some personal insights. Examples range from the merely batty (“I find batik as an art form has taught me to become both a better person and project manager.”) to the truly terrifying (“I cast a pentagram hex and the central line pointed towards your job listing. I know you will find this as comforting as I do.”)

There is a 17% chance a hiring manager will read a cover letter. With one minute and one page, a candidate can make or break their chances at employment. Here’s how to ace that 1 in 5 (roughly) chance.

Keep it Short

Cover letters should be no longer than about one minute. Don’t write a story. The hiring manager won’t care about childhood dreams or the time the family dog died. Leaders are busy people; don’t burden them with a wordy cover letter. Many applicants think if they are verbose or use those ten dollar MBA words, a leader will be impressed. They won’t. If there is a shorter way to write it, do it.

What to make sure you DO include: A personalized greeting (To Whom It May Concern is gross), professional skills, and why the candidate is a good fit for the company. If there is room, point out why the company is a good fit for your dreams. As the head of an agency that works exclusively with HR Technology, I’d like to know if that’s something that my applicants actually care about.

Do What I Say

Follow the tradition and follow directions. A paper copy or word document form of a cover letter is the norm, but email is far more popular in today’s marketplace. I would know instantly if someone sent in their paper resume that they are not a fit for Red Branch Media. Conversely, someone who sees my job posting and applies solely via Facebook instead of my career site, is not going to be considered either.

Many larger companies use an Applicant Tracking System (ATS). The ATS will read an email and analyze it for keywords and leverage phrases. Roughly 50% of mid-size companies use some form of ATS. Read the application to see whether the hiring manager prefers an email cover letter or another form. Leaders notice if a candidate doesn’t follow directions. The result: a quick rejection from the talent pool.

Pay Attention

Hiring managers look for reasons to disqualify applicants quickly simply due to the amount of applications they receive (an average of 250 resumes for every opening!) Phrases like the aforementioned “to whom it may concern” and “the reason I left…” are ways candidates eliminate themselves from the race. HR departments in large companies spend an average 6-15 seconds looking at a cover letter. They don’t have time for candidates who don’t at least personalize the salutation.

“We trash generic inquiries (i.e. form letters) automatically. If you don’t care to put in a little effort to tailor your communication to my company I sure don’t care to read it,” says Ash Arnett from PARTICULAR.

PROOFREAD

Typos, like generic statements, will automatically remove talent from the candidate pool. Seventy-six percent of hiring managers will not look beyond the cover letter to the resume if there is a typo or grammatical error. These red flags lead the hiring manager to think the candidate does not pay attention to detail or simply didn’t care enough to edit. Neither of those are qualities leaders look for in talent.

Personality?

A well-written cover letter prepares the hiring manager for the resume and gives the resume context.  Leaders want to see clear and concise language. They want to know why a particular candidate wants to work for the company and why they are a good fit for the position.

Janet Albert says, “The best ones let a bit of personality shine through, without being over-the-top… but you really want to stick with how your experience lends itself to the job you’re applying for.”

Cover letters open the door for candidates. Leaders want to see thoughtfully written cover letters. This means covering all the bases as seen above while remembering that despite all your hard work, a leader may never take the time to read it. However, the ones who DO, will be very impressed!