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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. 

Warning Signs: How to Spot Lies or Exaggerations on Resumes

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Resumes are one of the most important tools for evaluating the experience and skills of job candidates — but unfortunately, they aren’t always what they seem.

Amber Eastman, owner of recruiting and hiring firm Eastman Group, says exaggerations and outright lies on resumes are more common than many people realize. She says it’s critical to verify all resume information through research, conversations with past employers and co-workers and by asking candidates to elaborate on the experience and skills they cite.

A skeptical eye toward a few common resume red flags can help identify a dishonest resume, Eastman says. Here are some warning signs that a candidate is not being completely honest.

Job Title and Experience Don’t Add Up

Eastman says inflated job titles are common on resumes. If a candidate only a few years out of college or who worked for a short stint with a company claims to have held an executive position, it could be a sign of something fishy, she says. At the very least, it warrants verification and careful questioning during an interview or screening process.

“People will sometimes give themselves a grander job title, but when you see someone with three years of experience become a practice leader or CEO, there should be further investigation,” she says.

Before contacting the candidate, Eastman says, she does her own research on the individual and the industry they work in to verify as many details as possible, such as on companies where they say they worked or divisions they say were shut down to precipitate a job change.

She says that some industries present special challenges when verifying information through reference checks because they can be insular ecosystems in which everyone knows everyone else. In some cases, she says, references may be unwilling to do much beyond corroborate what a candidate says on their resume. In these situations, Eastman says she turns to her own industry sources to verify as many of the resume claims as possible and to get an outside view on what really happened.

Job History Differs from Previous Resumes or LinkedIn Profile

Job histories help potential employers accurately evaluate a candidate’s experience and abilities. If a candidate’s work history departs from a previous resume they submitted, or is different than their work history on their LinkedIn profile, it could be a red flag, Eastman says.

“We often get multiple resumes from the same people,” Eastman says. “If there are discrepancies with dates or employers, then there should be a really good, detailed and verifiable explanation.”

Vague Details of Achievements

Eastman says this red flag is most commonly seen on the resumes of applicants for sales positions, but it occurs across all industries. For example, a candidate may brag about having increased sales by 200 percent at a previous position without giving any frame of reference for what the actual sales were or whether that mark met their sales goal.

“They don’t say the prior sales numbers were $50 and they sold $200 worth, versus prior sales of $2 million and they sold $6 million,” she says.

Eastman suggests asking the candidate to offer more context for these types of claims by having them tell the detailed story behind how they achieved their goal. The full story is more likely to come out this way and may well differ from the rosy picture presented on the resume.

An Overall Lack of Specifics

Eastman says she’s leery of resumes that contain general buzzwords without any concrete details that spell out the “what, how and why” of a candidate’s experience and successes. “It could be possible the candidate just added fluff to make their experience seem more impressive,” she says.

This is commonly seen in the education portion of resumes, Eastman says, where candidates will intentionally leave out the full context of their school experience. “Often people will list schools and course of study, but not specify that they did not complete a degree or certification,” she says.

Smart employers take the extra time to double-check.

Ditch the Resumes, Hire for Learning Ability, Expert Says

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Accenture Global Head of Recruiting Jennifer Carpenter believes that resumes will become extinct in the near future, prompting employers to adopt superior evaluation and screening tools and heralding a shift in thinking about sourcing, assessing and defining talent.

“A candidate’s potential is far more relevant than any skill pedigree they may show up with,” she told attendees at LinkedIn Talent Connect, a conference for recruiting professionals held by the professional networking site. The first thing to do is toss the resume, she said. “Resumes are screening out exceptional people.”

Carpenter described resumes, especially from recent college graduates, as awkward attempts to try to convey their skills and experiences. “And let’s admit it, we … increased the font size a smidge to make it look like we had more relevant work history to put down on paper,” she said.

Resumes lack any information about creativity, willingness to work hard and love of learning, she said. “That’s what is most important when we’re trying to evaluate potential in people. Why do we continue to look at these pieces of paper and think they will tell us anything valuable? I believe we can do better than resumes to try to understand people’s true potential.”

Carpenter added that resume screens are inherently biased and may be the most biased evaluation tools used by recruiters. She cited a 2013 Yale University study that found that both male and female faculty at top U.S. research universities were biased toward male students based on fictional student applications—half from a man named John and half from a woman named Jennifer. The faculty were asked to evaluate identical applications and to determine how competent the student was, how likely they would be to hire the student, how much they would pay the student, and how willing they would be to mentor the student. “Hiring managers consistently believed that Jennifer was less competent than John,” Carpenter said.

In addition, she cited the startling, now-infamous 2004 study from Harvard University where candidates with white-sounding names received 50 percent more callbacks for interviews than similar candidates with black-sounding names.

Carpenter said that currently LinkedIn merely offers an online version of the paper resume—a listing of past experiences and skills. “I would encourage LinkedIn to enable signals about a person’s values, their passion points and traits. Imagine the insights employers could glean from that. All of a sudden, you would see diversity of thought and personality and we can open up hiring managers to new definitions of what great talent looks like.”

Carpenter also believes that more employers will recruit and hire based on a candidate’s ability to learn rather than on his or her current skills. “A candidate’s learning quotient is [his or her] ability to come into new situations, learn and adapt,” she said. “It will be a critical skill for the future workforce. Basically, can you learn, and relearn and relearn again with a smile on your face.”

A 2017 Accenture study found that 85 percent of 10,000 workers across skill levels said that they were willing to spend their free time over the next six months to learn new skills. “How can employers harness the power of that trend?” she asked.

One way could be by creating online learning lounges and inviting candidates to visit them.  She asked attendees to imagine giving candidates access to the same learning and development courses employees receive. “It costs virtually nothing and, at the same time, it creates a talent pipeline. We have a fallback candidate upskilled, and we’re creating an engagement experience that candidates love.”

She said she would use the same concept for all the people who apply to an organization each year but end up walking away without an offer. “Imagine if you could offer them upskilling opportunities they can tap into, and maybe they reapply or get a job somewhere else, but education is empowering, and if we give workers more options, the future for the whole workforce will be brighter.”

This article was first published on shrm.org.

7 Ways Candidates Blow A Phone Interview

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I’m consistently amazed by how unaware the average job seeker is of how to establish a positive first impression on a phone interview. I hear the same frustrated complaints from employers of all industries and sizes – that candidates who voluntarily submitted their resumes in hopes of discussing a position they’re supposedly interested in just can’t seem to get it together. Remember when all you needed was a solid resume to be guaranteed a face-to-face interview? For the sake of saving time, resources, and money, recruiters have become much more selective on who they decide to meet in person. In an effort to weed out time-wasters and soft-skill-deficient candidates, recruiters are conducting phone screens to find out who’s off their game.

1. They’re unprepared to take the call.
If you’re 4 beers deep at a Yankees game or trying to wrestle a dirty diaper off a screaming baby, you probably shouldn’t answer a call you don’t recognize. Yet, most of the candidates my recruiting team speaks with are under the impression that it’s better to answer a call you’re not completely prepared for than to miss the call altogether. It’s not. If you find yourself in a situation that isn’t suitable for a professional conversation, don’t pick up. Instead, call back within 24 hours, after you’ve collected your thoughts, can speak confidently, and have locked down a quiet location.

Not to mention, they start timing you from the second they leave a voicemail, which brings me to my next point. If you’re actively looking, you should have a professional voicemail with specific instructions to avoid an unwanted game of phone tag. For example, “Hi, you’ve reached Mark Smith. If you’re calling in regards to my resume, please leave your name and number as well as the best times for me to reach you.”

2. They expect the recruiter to fill in the blanks.
“Hi, what job did I apply for again? What company are you calling on behalf of?” It pains me to admit this, but these responses are the norm when an employer reaches out to a candidate, even for high-level positions. You’re a job seeker, which means you probably apply to several jobs each week. We understand that it’s tough to keep track, but it’s essential – if only for the sake of a recruiter’s sanity – that you start taking notes. Just by picking up the phone and saying, “Hi Wendy, you must be calling in regards to the Customer Service position I applied for last week.” Mind blown.

3. They conduct an unorganized job search.
This goes hand in hand with my last point. Today, it’s not enough to print out a handful of resumes and call it a day. We always recommend that our candidates keep a spreadsheet of every job application they submitted with corresponding dates, company names, and relevant contacts. Or, if you’re a tech wiz, try these awesome job search apps. That way, when the phone rings, you’ll have a handy guide that’ll save you from playing guessing games. Also, it’s important to keep your background information and portfolios within arms reach to provide some quick material for preliminary questions. It says a great deal about your personal brand if you’re prepared to answer a challenging question, and even have some on-hand stats to back up your argument. And for bonus points, don’t forget to browse company websites and connect with HR personnel on LinkedIn. Taking that extra step makes a huge impression.

4. They don’t understand why recruiters really call.
More often than not, recruiters aren’t calling to simply schedule a personal interview; they’re calling to conduct a prescreen. In other words, to decide whether they want to move you forward. Remember all that research you were supposed to do when you applied for the gig? Use it to show recruiters you know something about how their company culture works and that you’re serious about the job.

5. They have a bad “radio personality.”
Phones are tough – all you have to make an impression is your voice. Candidates, especially introverts, often fail to heighten their energy over the phone. Nobody’s expecting you to sound like Ron Burgundy, but you should at the very least sound excited, confident, and prepared. Excessive “umms,” stammering, or sounding like you’re dead inside are huge turnoffs to recruiters. The only way to overcome this obstacle is through practice. Record yourself on any device you have handy, and ask yourself this difficult question: “Would you hire you?” Getting your career narrative down in a way that engages and connects with an employer is essential to winning that face-to-face meeting.

6. They have a weak or unprofessional online presence.
Chances are, if recruiters are interested in what you have to say, they’ll be googling you before then end of your conversation. A half-complete LinkedIn profile or a racy Facebook picture is all it takes to eliminate you from the game. Just last week, one of my recruiters found a candidate with a stellar background and scheduled her for an interview right away. But just minutes before their call, she discovered an R-rated photo online that involved a stripper pole. Needless to say, the recruiter’s mind was made up before the conversation started.

7. They fail to treat a phone interview with the same decorum as they would a personal one.
Just because you didn’t put on a suit or block out time in your day doesn’t mean it counts any less towards your chances of securing the job. Request follow up procedures, send personalized thank you notes, and be sure to highlight any takeaways to reinforce your sincerity. Take it from me, the small things really do matter.

photo credit: Phone Talkin via photopin (license)