Mac Prichard's Blog, page 13

Setting Clear Priorities and Knowing Your Purpose: Jennifer Eskridge’s Job Search Success Story

Jennifer Eskridge’s biggest job search challenge was giving herself the time and space to rediscover her career purpose. Jennifer was able to re-engage with her professional network more intentionally, re-commit to her career path, and stick to a clear career focus, all while pursuing contract work. Read Jennifer’s success story for more career advice, plus, a few book recommendations that helped her self-reflect and narrow her focus.

What do you do for a career? Who do you work for?

I am a Community Outreach Educator at the Oregon Poison Center. The Oregon Poison Center is a free 24/7 emergency management resource for the public and health care professionals.

Located at OHSU, the Oregon Poison Center serves Oregon, Alaska and the territory of Guam and is staffed by nurses, pharmacists and doctors with specialized training. The mission of the Poison Center is to prevent poisonings and to minimize adverse effects of exposure to drugs, poisons, chemicals and natural toxins.

As Community Outreach Educator, I educate the community about poisons, prevention methods as well as promoting the services of the Poison Center. I accomplish this through community partnership, presentations, community events, social media and traditional public health education.

How long did it take you to find this job?

I spent some time contracting before I pursued this position. I found the change of pace refreshing and important to the job search process because it allowed me to explore what was out there and define what I was looking for in a job. Contracting also forced me re-engage with my professional network in a more intentional way. Marketing my business required a level of engagement that for me, naturally evolved into meaningful dialogue that ultimately played a vital role in shaping my job search.

How did you find your job? What resources did you use? What tool or tactic helped the most?

I found my current position through a popular online job board. I subscribed to several of these during my job search. Setting search parameters and subscribing to auto generated email notifications helped streamline the process. Setting aside time to regularly look through the searches and emails is really important because employers may only leave a position posted for a couple of days. If it’s your dream job, you don’t want to miss out!

I have not found traditional networking for job searching purposes applicable in every industry, especially those with highly regulated/structured hiring practices. In these situations I would offer a slightly different perspective—use your network to confirm who you are. As appropriate, in the application or interview, don’t be afraid to describe specific projects and partnerships with relevant organizations and people you have worked with in the past. If it’s a direct hit, the hiring manager will confirm your role with their colleague and hear about your good work. This is a bonus reference, and coming from someone your future boss already knows makes you a stronger candidate.

What was the most difficult part of your job search? How did you overcome this challenge?

The most difficult part of my job search was deciding what I really wanted to do. I had to give myself the time and space to work that out. Once the type of job I was after became clear, I could consider what it would mean for my personal life, career trajectory, etc. Understanding and accepting this before I even interviewed for the position I’m in now gave me a tremendous sense of peace about my future and confirmed I was on the right path.

What is the single best piece of advice you would offer other job-seekers?

Don’t give up on who you were made to be. If there is a purpose set within you, it is there for a reason. Have patience and stay focused. But most importantly, put in the work. Sometimes the job search is hard because we don’t have a clear enough picture of what we want to do. For me this meant self-reflection, reading, and hashing out what really mattered. I had to ask myself some tough questions and prioritize the aspects of a job that were most important. Once I was able to identify and commit to what was most important, the job search became clearer and the right opportunities surfaced. I also sought out friends, colleagues and connections who went through job changes and became curious about their process and what they learned. I’m a firm believer we can’t make these big life changes in isolation.

Book recommendations:

Rising Strong – Brene Brown
Designing Your Life: Building a Life that Works for You – Bill Burnett
Let your Life Speak: Listening for the Voice of Vocation – Parker J. Palmer

Why do you love your job?

I love my job because the work I am doing and my workplace culture aligns with my values. I am passionate about health promotion and disease prevention and have the opportunity to impact my community directly. I love the variety in my work and the flexibility, creativity and freedom to identify and respond to community needs. My colleagues are very smart, engaged professionals who take pride in their profession and go the extra mile to serve the public. I love being part of something that meets an important need in my community.

The post Setting Clear Priorities and Knowing Your Purpose: Jennifer Eskridge’s Job Search Success Story appeared first on Mac's List.

How to Revamp Your Resume To Explain A Career Change

In today’s job market, career changes are inevitable. Whether it’s an organizational shift in your current company or a personal decision to head in a different direction, updating your resume to reflect your career change is imperative.

The average employee changes jobs ten-15 times throughout his or her life, but the key is to build on the skills and experience you’ve developed with each position. When moving from one career to another, transferable skills are often the most important to a new employer. A hiring manager wants to see how your previous work applies to the role at hand. Crafting an effective career change resume will do just that.

In revamping your resume to reflect your career change, it’s essential to keep these points in mind:

1. Determine the best resume format.

Most of us have our resumes laid out in chronological order, e.g., Job 1, Job 2, Job 3. However, when developing a career change resume, you want to emphasize the skill set you’re carrying over to a new role. A functional resume is often the best way to accomplish this. It places the skills you’ve acquired at the top of your resume, with your specific work history following after that. Hiring managers can easily see what you’re providing professionally, even if you haven’t yet held a position in that particular field.

2. Include a summary and objective.

Presenting a summary and objective at the start of your resume demonstrates how your previous professional experience applies to a new opportunity. Tie together where you’ve been with where you’d like to go. Focus on how your skill set is valuable in a new position.

3. Prominently list your transferable skills.

Skills are the name of the game when it comes to a career change. Create a “Skills” section within your resume and emphasize the specific skills that are relevant to a new position. Even if you are a teacher moving into a corporate management role, individual skills can be applied in a new position. These may include “soft skills” such as work ethic and problem-solving or “hard skills” like technology, foreign languages, and professional certifications.

4. Use the right keywords.

Many companies utilize applicant tracking systems to funnel applications. Within these systems, keywords are critical to separating qualified candidates from the not-so-qualified candidates. Optimize your career change resume to fit the role for which you’re applying by including keywords highlighted in the job description, such as “customer service” or “multi-line phone system.” Not sure what keywords to include in your resume? Take time to research the top keywords in your next career path.

When developing your career change resume, remember that your skills and experience are valuable. Tailor your resume to reflect the expertise you’re bringing to the table, and you’ll build a new road to career success.

Take a look at these example resumes to determine the best format for your career change resume:

Functional Resume Example

Jane Wilson

111 Hawthorne Street

Portland, Oregon 97211

503-555-5555

janejane@email.com

Objective

To secure an entry-level tech support role with a major technology firm in the Portland area.

Summary

Outgoing, task-oriented administrative professional with over fifteen years of experience. Proficient in customer service, Microsoft Office, and all major CRM software applications.

Relevant Skills

Customer Service:

Extensive experience both in-person and via phone/email in answering questions, providing feedback, and troubleshooting communications and travel needs.
Recognized as “Employee of the Month” twice during a two-year employment.

Technical Skills:

Assisted with the implementation of new computer equipment (Mac OS) and software (Infusionsoft, Salesforce) throughout the office.
On-call as office technical support for all employees struggling with new equipment/software.

Communications:

Over twenty years of experience with Microsoft Office, including advanced proficiency with Powerpoint and Excel.

Work History

2017-2018 Assistant to the President

Major Shoe Company, Portland, Oregon

2015-2017 Senior Administrative Assistant

Northwest Recruiting Firm, Portland, Oregon

2013-2015 Administrative Assistant II

Your Software Needs Inc., Portland, Oregon

Education

BA – Communications University of Oregon, Eugene, Oregon

Chronological Resume Example

Jane Wilson

111 Hawthorne Street

Portland, Oregon 97211

503-555-5555

janejane@email.com

Objective

To secure an entry-level tech support role with a major technology firm in the Portland area.

Summary

Outgoing, task-oriented administrative professional with over fifteen years of experience. Proficient in customer service, Microsoft Office, and all major CRM software applications.

Professional Experience

2017-2018 Assistant to the President

Major Shoe Company, Portland, Oregon

Responsibilities: Managed communications via Microsoft Office. Coordinated with all travel arrangements with external vendors.

Managed new and current clients within Salesforce.

2015-2017 Senior Administrative Assistant

Northwest Recruiting Firm, Portland, Oregon

Responsibilities: Oversaw day-to-day activities for four managers. Managed daily schedule, meetings, and external communications.

2013-2015 Administrative Assistant II

Your Software Needs Inc., Portland, Oregon

Responsibilities: Greeted office guests. Answered multi-line phones while facilitating office communications. Updated InfusionSoft to include new customers.

Education

BA – Communications University of Oregon, Eugene, Oregon

The post How to Revamp Your Resume To Explain A Career Change appeared first on Mac's List.

Staying Open to New Possibilities: Maggie O’Connor’s Job Search Success Story

Maggie O’Connor was a nonprofit fundraising consultant for over a decade. Last April, she received an opportunity to work full-time with a local nonprofit. Although she was hesitant at first to return to the full-time working world, she stayed open to the possibility and found that it was the right fit for her. In addition to conducting salary research, Maggie recommends keeping an eye on the local job market and being flexible when new careers arise. Read Maggie’s story for more job search tips and techniques.

What do you do for a career? Who do you work for?

I am the Assistant Development Director for Lines for Life, a non-profit dedicated to preventing substance abuse & suicide.

How long did it take you to find this job?

It is odd but I wasn’t looking for a job.  

How did you find your job? What resources did you use? What tool or tactic helped the most?

I have been a non-profit fundraising/Greater Giving consultant for 11 years and was called by Willamette Valley Development Officers because Lines for Life needed help with their April gala.  I took the job as a consultant and quickly discovered I really enjoyed the environment and the people I was working with. They needed to fill open positions and it seems like we found each other at the right time.

I think the most important thing I have done in consulting and in taking this job, is being open to possibilities. If someone had asked me when I started the gig with L4L if I wanted to work there full-time, and actually they did ask me, I would and did say, “No.”

But the days passed and it became clear that this was a great fit for both me and the organization. Their current openings didn’t entirely fit my interests and skills but we were able to create a new position that will help support the expansion of Lines for Life services and present new professional challenges for me!

What was the most difficult part of your job search? How did you overcome this challenge?

It has been many years since I worked in an office setting and I had no idea what I should ask for in an annual salary and how to negotiate with a prospective employer. I knew what I made annually as a consultant; and I used Mac’s List and Indeed to find salary ranges for comparable positions with similar organizations. I wrote up an analysis of open or recently closed positions in the metro area, made a case for my salary request and while I didn’t get the exact number I wanted, it was close!

What is the single best piece of advice you would offer other job-seekers?

Look at job listings even when you aren’t looking for a job. It is valuable to know what is going on in the market.

Why do you love your job?

The organization’s mission is vitally important, I am working with a team developing new fundraising programs, I’m learning new skills and I really enjoy the people I work with. And after many years on my own, I have the stability of having an employer and benefits!

The post Staying Open to New Possibilities: Maggie O’Connor’s Job Search Success Story appeared first on Mac's List.

Creative Recruiting Strategies That Work

Both employers and job seekers have grown tired of the same old recruiting process. Posting jobs via social media has become commonplace. LinkedIn is cluttered with recruiters near and far who may or may not be actively hiring. Job boards are the industry standard, but applicants often find this route impersonal, with hiring managers hidden behind a technology barrier. Exploring creative recruiting strategies is the only way employers in today’s job market can reach qualified job seekers and stand out from the competition.

Spend time searching the web for open job listings, and you’ll find a wall of recruiting noise, from poorly designed websites to months-old listings. Nearly half of recruiters say they’re having a difficult time finding qualified candidates for open roles. Is it a lack of experienced job seekers or a struggle to get the word out to the right people?

Implementing out of the box recruiting strategies may be the key for many employers in this tight job climate. You don’t necessarily need a viral video or witty hook to get the resumes flowing, but creative thinking will help cut through the sea of job listings. Here are a few ways to reach candidates beyond the traditional recruiting routes.

Host a hiring “happy hour.”

Part networking, part recruiting event, onsite gatherings bring candidates and hiring managers together for plenty of open discussions without the stress of a formal interview or application process. Invite job seekers to mingle and gain a greater understanding of your employer brand and overall hiring plans. Regular monthly gatherings help to develop long-term relationships so that when a position opens within your company, you’ll already have a short list of viable candidates.

Connect with college career centers.

College career centers are valuable in employer outreach, particularly when companies are looking to hire entry-level candidates. Internal school job boards help to advertise positions as they become available while college career counselors work with both student job seekers and recent graduates to find and secure new jobs. Increase your chances of job seeker referrals by building long-term relationships with local schools, partnering on career fairs and professional networking opportunities throughout the year.

Reach out to previous applicants.

Over the course of your hiring process, you’ve hopefully kept track of applicants who were qualified for the position but didn’t make the cut. Mine those database contacts for job seekers who fit criteria for current open roles. Previously-vetted candidates are already familiar with your hiring process and may be eager to discuss additional opportunities whether they’re actively looking or not.

Establish an employee referral program.

Inside connections can move a potential candidate to the front of the pack. With an established employee referral program offering employee bonuses for referred candidates who complete the hiring process, you’ll have your current employees doing the leg work for you. Referred candidates are hired at a record rate compared to those discovered using traditional recruiting methods, saving companies a whopping $3,000 or more in hiring costs per candidate.

Create new eye-catching content.

Job seekers are interested in learning as much about your company as they can before applying – and accepting – a new role. Using video to capture your company’s story offers another level of insight for candidates looking for a new workspace. Highlight your company’s culture by recording snippets of events and initiatives. Capture quick Q&As from satisfied employees to share on social media, YouTube, and your company website. The right creative content will inform, inspire, and help to develop an enthusiasm for your brand.

Explore additional promotional opportunities.

With many companies struggling to find qualified candidates, it may be beneficial to partner with other organizations in expanding your reach. Co-hosting events with a company in a complementary industry increases your chances of reaching job seekers who fit your needs. If you’re a non-profit organization, pair with a traditional for-profit business – and vice versa. Event sponsorships can aid in bringing additional recognition to your brand.

For a select approach, determine where your target audience is most likely to frequent. Some companies have found success in reaching out via alternative digital platforms like Snapchat and Reddit. As the use of smartphones continues to accelerate, text-based applications and interview screens have seen a rapid rise as well, with brands like CDW reporting an 87% increase in applicant response.

With a tight job market, creative recruiting strategies can be the difference between a timely hiring process and an endless search for talent. Expand your outreach and you’ll expand your candidate pool.

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Modern Recruiting Strategies: How to Conduct A Better Job Interview

Hiring new employees is a formidable task for employers – and yet many are lacking a plan of attack. Inconsistency in interviews can spawn serious liability, not to mention bad hiring decisions. In a recent study, 20 percent of hiring managers said they had unknowingly asked an illegal question in a job interview. It’s time to align your interview strategy with common best practices and get your hiring team on the same page.

Job seekers will decide if they want to work for you based on their interview experience. According to one study, 83 percent of candidates reported that a negative interview experience could change their minds about a role or company they were pursuing.

A good interview sets the stage for a successful hire. Building an interview checklist, from the location and tone to the staff involved, creates a path of consistency for each interview, and ensures that candidates feel positively about the experience and the possibility of working for your organization. Use this opportunity to showcase everything your company does to invest in employees, and you’re more likely to get an enthusiastic ‘yes’ when you make the final offer. Conduct an effective job interview with the following key recommendations.

Set interview format and questions.

Create a predetermined set of interview questions ahead of time. Putting a clear plan in place ensures that your hiring managers will avoid superfluous questions, stick to relevant questions that are pertinent to the role, and stay away from any questions that get you in legal trouble.
Think about the types of questions you want to ask – behavioral, situational, skill-based – focusing on the details you want to learn about potential candidates.
Avoid “gotcha” questions in order to keep the stress level at a minimum.
Adhere to the laws and regulations of what you can and can’t ask during a job interview. Laws vary from state to state.
Sticking to a consistent interview format ensures that each candidate interviews in a similar manner, without bias.

Make it a conversational two-way street, hiring experts suggest. Remember that the screening process is happening on both sides. Allow the conversation to develop organically.

Give candidates the information they need to succeed in an interview.

No one likes an ambush! If there are skills tests involved in the process, let your candidates know ahead of time. Is there a portfolio review required? Should applicants bring their letters of recommendation? Discuss your interview guidelines and expectations with new hires so they can prepare accordingly before their arrival.

At Mac’s List, we prefer to share a few select questions with applicants in advance, in order to give them the time and space to develop thoughtful answers. Even the most experienced candidates can struggle during interviews, and additional information may help to ease jitters.

Set your interview team.

Different positions may interact with a variety of employees and departments, and it can be beneficial to include these departments in the interview process. If you plan to include team members, prioritize, and stick to a set schedule so the experience runs smoothly. Inviting peers to participate brings added insight. These additional voices offer the opportunity for new hires to ask questions regarding the day-to-day tasks and express any concerns they have with role responsibilities and expectations.

Emphasize your employer brand.

Prepared candidates will arrive with a handful of interview questions of their own, regarding everything from the job role itself to the company’s culture and goals. Employers should be at the ready with complete details of the job itself as well as the company’s story. Engage new hires by sharing the company’s mission and goals, highlighting community partnerships and activities. Incorporate information on how a candidate’s skill set fits into the aims of the company.

Create an environment for a welcoming conversation.

Developing the right setting for interviews is an essential factor for hiring success. Distractions and last-minute schedule conflicts can tank an interview quickly.

During one particular job interview, I sat at the head of a long meeting table with managers from each department peering back at me. The hiring manager explained that once the owner was available, she would “float on through” to complete her part of the interview. The unknown of her arrival made for an air of uneasiness in the room, however, each of us waiting for the door to fly open at any moment.

When it comes to the interview environment itself, it’s critical to create a space that invites the candidate to relax and converse. Bustling coffee shops or busy meeting rooms can be unsettling for one-on-one discussions.

Plan your interviews accordingly by scheduling a quiet space where the Q&A can be conducted without distraction, and coordinating participants efficiently.
Be clear and open about the hiring process and the requirements of the open role. Share the essential technicalities of the position as well as the expectations of the company. If you have a timeline for the interview process, let candidates know what they can expect when moving forward.
Discuss the salary for the role so that both parties are clear on the bottom line. Highlight any additional benefits and perks that come along with the position. It’s an investment from both sides, and transparency is the responsibility of both parties.

Overall, proper interview preparation shows your company in the best light and guarantees that your interview process will be a success.

The post Modern Recruiting Strategies: How to Conduct A Better Job Interview appeared first on Mac's List.

Tailor Your Resume for a New Industry: Ashlan Glazier-Anderson’s Job Search Success Story

Ashlan Glazier-Anderson made the leap from the for-profit sector to nonprofit work. She started by researching the nonprofit field and identifying similar job descriptions to her current role. Then, she focused on the details and tailored her resume to highlight the relevant skills, and customized her cover letter to include specific industry keywords. Ashlan recommends continuing to grow your network and volunteering with local organizations to grow new skills. Read Ashlan’s job search story to see how she was able to find a new job within six months through her network.

What do you do for a career? Who do you work for?

I am the Digital Marketing Manager for  Friends of the Children’s National Office. I manage the national website, email marketing, and social media for the National Office.  Friends of the Children selects the most vulnerable children ages 4-6 from high-poverty schools and the foster care system, and pairs them with a salaried, professional mentor (a Friend) who stays with them from kindergarten through graduation – 12 ½ years, no matter what.

How long did it take you to find this job?

I had been casually looking at job postings for the past six months to keep track of what opportunities were available in the Portland job market. I happened upon this position because someone in my network emailed me the job directly.

How did you find your job? What resources did you use? What tool or tactic helped the most?

I was fortunate enough to work directly with Friends of the Children as part of a capstone project through University of Oregon, Portland’s Master’s in Strategic Communications program. After the project ended in December, I kept in touch with my point of contact at Friends, who had emailed me the job description, requesting that I share it with my network.

What was the most difficult part of your job search? How did you overcome this challenge?

I was concerned about making the transition from the for-profit to the nonprofit sector. I did my research on the nonprofit sector, including reading similar job descriptions and tailored my resume and cover letter around keywords in the industry. I also spent time translating the skills I gained through volunteering for a local nonprofit called Betties360 and the work I did at a digital marketing agency to match the needs of the position I was applying for.

What is the single best piece of advice you would offer other job-seekers?

Keep in touch with your network. You never know where your next opportunity will come from, or who you may be able to help. And also make time to attend networking events to grow your network. Mac’s List,  Partners in Diversity,  AMA PDX,  SEM PDX  are organizations I recommend for great networking and professional development events.  

Why do you love your job?

I love my job because I know it’s having a big impact in the communities Friends of the Children serves. I’m excited to be part of an organization that is growing and expanding, with a goal of serving youth in 25 cities by 2025.

The post Tailor Your Resume for a New Industry: Ashlan Glazier-Anderson’s Job Search Success Story appeared first on Mac's List.

Your Career Change Action Plan: 7 Steps to A New Job

Planning for a career change can mean the difference between success and failure. Finding a job that fulfills you is the ultimate goal, but you have to do the work to figure out where you want to go.  With a clear plan of action, you’ll be able to determine whether you require a simple change of scenery or a complete career overhaul.

Career changes are common in today’s job market. Fifty-three percent of American workers are unhappy with their current job. Are you tired of an overbearing boss or gossiping coworkers? Is your industry struggling in the face of changing technologies? It’s essential to find whether you’re ready for a new job or a new direction.

If it’s time to make a career change, follow these seven steps to determine your next move and find a fulfilling career.

Step 1: Write down your “whys.”

Think about why you’re looking to change careers. Reflect on where you’ve been in your career – the time and training that brought you to where you are, the experiences you’ve had. What do you love about your job? What do you hate about it? Evaluate what’s worked and what hasn’t.

Try to answer what the ideal job looks like for you. If you’re annoyed with coworkers or struggling to make a better salary, finding a different position or new company may be a more straightforward answer rather than a complete career change. You can easily alter daily responsibilities and office environments with a new job or a department shuffle.

Step 2: Assess your strengths and passions.

What tasks have you enjoyed over the course of your career? What would you love to be doing in the future? Understanding where your true passions lie can help guide you in the right direction. If you have difficulty discovering what careers might work for you, talk with a career coach. Discuss your ideas with family, friends, and colleagues for additional feedback. Online career assessments are a great way to learn what other professions might be of interest.

Step 3: Explore your options.

Allow yourself to dream big and consider all career possibilities. Build a list of ideas that are of interest. Outline all of your job considerations, creating a robust list of pros and cons for each option, including salary requirements, location, flexibility, benefits. Narrow your choices down to five options.

Step 4: Pick a career and set clear goals.

Review your career short list and set both short and long-term goals for moving ahead. What kind of education and training will you need for each option? Are there other cities and regions with better prospects than your current location? Before you begin applying for positions, you’ll want to make sure you have all the information you need to succeed.

Step 5: Expand your network.

Now that you’ve decided on a new direction, reach out to your contacts, attend networking events, and immerse yourself in the communities relevant to your new role. Try to build a report with experts already thriving in your chosen industry. Informational interviews can be helpful during a career transition, creating connections to potential employers, and providing insight into day-to-day activities and responsibilities.

Step 6: Try it out.

Along with informational interviews, a new job “trial run” can offer a further understanding of a new career path. You can gain valuable experience by volunteering for a similar role in a local non-profit organization. Explore a new job by shadowing a trusted mentor. Connect with recruiters to discuss the current job market and available opportunities in your area.

Step 7: Update your professional brand.

Once you’re ready to begin the job search, have your professional brand polished and ready. Revise your resume to reflect your career change and be prepared to explain the hows and whys of your professional pivot. Customize your career change cover letter to highlight your skills and experience relevant to the new role. Begin connecting with employers in your intended field. Add new skills and experiences to your LinkedIn profile.

When you’ve completed these steps, prepare to leap! With a career change action plan in place, you’ve done the homework that it takes to succeed in your new career.

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Becoming Known To Uncover New Career Avenues: Meghan Sinnott’s Job Search Success Story

Meghan Sinnott left her previous position in 2017. For over a year, Meghan dabbled in contract work, volunteering, and dedicated her time to supporting local community organizations and nonprofits. Meghan says her biggest setback was self-doubt. She had confidence in her ability to succeed, but she did not know how to convey her strengths and skills to prospective employers. Relying on the support and advocacy of career champions to help vouch for her skills and competencies helped Meghan find new career avenues. Meghan shares how her time spent dabbling in contract work helped her become known and make valuable connections in this Job Search Success Story.

What do you do for a career? Who do you work for?

As Director of Portland Made, I support local makers by providing networking opportunities and events to support their efforts.  Our Maker Meetups happen once a month. These events are typically in a maker space (a functioning shop). Topics covered range from social media smarts and financial literacy, to perfecting your elevator pitch and intellectual property discussions.

How long did it take you to find this job?

I resigned from my role as Global Marketing Director and Brand Manager at Nutcase Helmets in October, 2017.  Between then and February 2019, I did contract work only, accepting positions that aligned with my interests.  It was a great opportunity to work on dream projects with some of my favorite people, and through the work I gained confidence in what I could offer.  

How did you find your job? What resources did you use? What tool or tactic helped the most?

I didn’t use any of the “official channels.”  After leaving my 9-5 job, I only reached out to two companies, and officially applied to only one position.  The only opportunities that panned-out were through word-of-mouth or came to me though the groundwork I’d laid with previous networking.  I tried to work with a recruiting agency, but they never sent anything my way…

My biggest recommendation is for people to volunteer and to accept a few jobs here-and-there in the name of building community, making connections, and honing skills.  During my year-plus not tethered to a desk, I took the time to focus my energy, joining boards for organizations I believe in, and sharing my marketing and community organizing expertise with local co-ops and nonprofits.

What was the most difficult part of your job search? How did you overcome this challenge?

Simply knowing what I ought to apply for was probably the most difficult part of the hunt.  I had a severe case of “I could apply for anything, but I won’t get anything” doubts. As in — I believed I was capable of succeeding at the majority of jobs I came across, but I froze-up when it came time to selling myself.  I couldn’t put into words why I knew I would crush a certain job. In the end, it always came down to someone inside a company being my champion. I would not have gotten as far as I did without the support of people who had seen me in action and advocated for me.

What is the single best piece of advice you would offer other job-seekers?

Don’t be afraid to dabble.  What may feel like distractions or dead-end opportunities are actually often the best way to get yourself known.  Reframe your understanding of the value of contract work and volunteering so you can see the role they play in providing real-life networking opportunities that far surpass attending “meetups” with your pockets stuffed with fresh business cards…  

Why do you love your job?

I get to have my finger to the pulse of the city I love.  Every day I meet new makers and learn about new products and facets of Portland, Oregon.  Makers are at the core of what makes Portland special, and I’m lucky to get to support them.

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Employer Branding in the Pacific Northwest: Examples from Local Companies

Here in the Pacific Northwest, qualified, hireable candidates are in high demand. In this competitive job market, employer branding can make or break a candidate’s decision to accept a job offer. Developing an effective employer brand is not as simple as designing a snappier company logo with brighter colors. Your employer brand is the overarching message you present to the world. It’s a combination of your community service efforts, your office culture, and the company benefits that set your business apart from others.

In a tight job market, building a strong employer brand that captures the heart and soul of your company is critical. Fifty-nine percent of businesses see employer branding as a vital part of their overall hiring strategy, with 55 percent making it a top priority. Job seekers are more selective about where they work. They are seeking out opportunities at trusted companies who align with their personal and professional interests. Solidifying and refining your employer brand is the first step to attracting more qualified candidates.

A comprehensive, transparent employer brand establishes trust and creates a memorable first impression. Today’s job seekers are paying attention to the story your brand is telling before they even consider applying for your jobs. Over 75 percent of candidates will review a company’s website, social media communities, and management bios before submitting their resumes. Whether you’re currently hiring or planning for new hires down the road, you need to verify if the story your company is sharing is the best possible representation of your employer brand.

Building a better employer brand starts with a few key organizational audits, research, and evaluations.

Conduct an audit of your employer brand.

Complete an audit of your current employer brand, including website content, social media, digital communities, and partnerships.
Does your overall message outline the company’s mission and values?
Can a prospective applicant gain a full understanding of company culture and direction?

Research your reputation internally and externally.

Create a discussion with current employees to evaluate whether your branding is missing the mark.
Compare your employer brand to that of your competitors and establish what needs to be improved.
Create an EVP – Employee Value Proposition. Detail what genuinely makes your company different. Try to answer the question, “Why would an employee want to work here?”

Evaluate your branding efforts.

Be sure your employer brand (how job seekers see you) is consistent with your company brand (how the public sees you).
Coordinate with your marketing and communications teams to ensure a consistent message across all platforms.
Utilize analytics to review outreach. Gather information on brand success through employee surveys and feedback, social engagement, and visitor numbers. Take time to consider hiring and retention statistics.

Pacific Northwest Employers with Great Employer Branding

There’s no scientific formula for creating the perfect employer brand, each company has their own style and techniques. For additional employer branding ideas, here are six local Pacific Northwest employers who have established reputable employer brands. Each of these brands has tried new, creative strategies to build a trusting, authentic reputation.

Fully

Location: Portland, OR

Portland’s office furniture hub features a commitment to ergonomics and sustainability across their employer branding, from social media to website content. Fully presents company transparency on their “About Us” page, outlining a pledge to earth-friendly business practices, community involvement, and partner guidelines. As an introduction to its open positions, Fully also details a promise to employee diversity.

Nautilus

Location: Vancouver, WA

Vancouver’s well-known sports equipment leader features a list of employee benefits directly on their website, including plenty of health-related perks. By offering benefit information upfront, job candidates know what to expect when they apply for a role. A “Life At Nautilus” page presents awards won for building a fitness-friendly office environment.

MadFish Digital

Location: Portland, OR

This creative agency features a strong employer brand on their website, with both “Community” and “Culture” pages displaying what candidates can expect when they come on board. A commitment to local organizations is included, along with a full accountability report outlining workplace diversity and inclusion goals.

Logical Position

Location: Lake Oswego, OR

Community activities, company values, and office culture are prominent within Logical Position’s digital presence. Employee bios offer the opportunity to learn about current staff members. A Glassdoor rating ranks at the top of the “Careers” page, and a brief survey provides details on employee satisfaction.

Canvas Host

Location: Portland, OR

As outlined in B Corporation guidelines, Canvas Host provides considerable company transparency, noting eco-friendly web hosting services both in their overall branding and in their employer brand. Their substantial “Benefit Report” details initiatives for social responsibility and environmental impact, with a “Statement of Inclusion” welcoming all applicants.

Zapproved

Location: Portland, OR

It’s difficult to make data services seem welcoming, but Zapproved does an impressive job of defining their culture and mission with plenty of images and information. Amongst their job listings, you’ll find thorough details outlining their beliefs and community activities. Leadership bios offer insight to management, along with event photos, and a list of awards and recognition received for technology advancements and office culture.

Managing your employer branding is essential for hiring success. With these tips, tricks, and employer branding examples, you can create a winning message that impresses new hires and provides value for your current employees.

The post Employer Branding in the Pacific Northwest: Examples from Local Companies appeared first on Mac's List.

Learning New Skills To Uncover New Opportunities: Kenji Sekino’s Job Search Success Story

Breaking into a new industry can be difficult when you do not have a foundation of skills to fall back on. Kenji Sekino‘s biggest hurdle in his job search was landing a technical role despite having limited training and educational background in coding and software development. To learn the right skills, Kenji took the initiative to teach himself programming and database skills so he could uncover more career avenues. Growing these skills is what helped set Kenji apart, as he puts it, “Skills and knowledge tend to compound over time, so the more you have early on, the better off you’ll be later.” Find out how Kenji built a technical career by working for Major League Baseball organizations, including the Texas Rangers and the Los Angeles Dodgers.

What do you do for a career? Who do you work for?

I’m currently Manager of Business Data Systems for the Los Angeles Dodgers of Major League Baseball.

How long did it take you to find this job?

I graduated from University of Puget Sound in May 2015 as a full-time undergraduate student, and proceeded to accumulate a little over three years’ worth of work experience before finding this job in March 2019.

How did you find your job? What resources did you use? What tool or tactic helped the most?

I found this job through a sports-specific job site called Teamwork Online. I wouldn’t have had the opportunity, however, to pursue a full-time role with an MLB team if I hadn’t already completed a baseball operations internship with the Texas Rangers in 2016. The internship allowed me to connect with people who could guide me towards full-time opportunities within the industry.

In general, I would recommend networking as an invaluable tactic with regard to finding job opportunities. Have conversations with people working within fields of interest, and learn as much as you can about the work they do. Along with helping you find potential openings, doing so will also assist you in acquiring the skills needed to land a desirable job within the near future.

What was the most difficult part of your job search? How did you overcome this challenge?

The most difficult part was probably landing a technical role despite a lack of significant formal education or training.

My educational background emphasized economics and statistics, but not coding or general software development. I compensated by teaching myself the programming and database skills needed to land high-level data engineering and data systems management roles.

Intrinsic motivation certainly helped in overcoming challenges faced along this path. The ability to provide for one’s self is important, hence why very few of us are willing to work for free, but material and financial awards should become secondary to some form of intellectual curiosity and internal drive to succeed.

What is the single best piece of advice you would offer other job-seekers?

Develop your skills and your network. Especially early on in your career, avoid the allure of seemingly high pay-rates, seemingly impressive job titles, and companies with strong “brand” names, if opportunities along these lines come at the expense of roles that can truly help you develop your actual talents and competencies. You can otherwise run the risk of encountering a situation where your lack of true ability proves a tremendous challenge, because you didn’t capitalize on earlier points within your career that should have been spent learning and rapidly improving yourself. Skills and knowledge tend to compound over time, so the more you have early on, the better off you’ll be later.

Have an overall positive and growth-oriented attitude coupled with a strong work ethic, and success will tend to come your way. Aside from skill acquisition, network as much as possible. Sending blind job applications doesn’t work nearly as effectively as actually knowing somebody at the company where you’d like to work. And if you meet somebody working within a field of interest, and their company isn’t hiring, odds are often decent that they know of one that is.

Why do you love your job?

I’m appreciative of the chance to pursue dual passions of learning and problem solving within a competitive industry, and to cultivate my love of sports.

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