Mac Prichard's Blog, page 14

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.

The post Learning New Skills To Uncover New Opportunities: Kenji Sekino’s Job Search Success Story appeared first on Mac's List.

Investing Your Time Wisely: Christy Cushing’s Job Search Success Story

Christy Cushing spent her four month job search reaching out to professionals contacts, meeting with a career counselor, and listening to the Find Your Dream Job podcast. After a series of 20 interviews for various positions, Christy decided to invest her time in the positions that actually had more to offer, versus taking every possible interview opportunity.  Christy notes, “During the process it’s all about the company, but it’s also important to actively listen to what their saying, their attitudes and ask pointed questions to find out if they’re right for you.” Read on for more of Christy’s job search advice, tools, and resources and see how she found her focus and a great job.

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

I joined the Utah Department of Health, Tobacco Prevention and Control Program as a Policy Analyst in December 2018. Specifically, I analyze and develop statewide and municipal tobacco control policies intended to reduce tobacco use and prevent youth from starting to use tobacco, as tobacco consumption continues to be the leading cause of preventable death.

Despite Utah’s low cigarette smoking rate at under 9% for adults and under 3% for youth, smoking and vaping among disparate groups ranges between 13-27%. Several factors impact these rates such as geography, employment status, socioeconomic status, education level, race, ethnicity or if you are a member of the LGBT community. Focusing on health equity and eliminating these health disparities, I work to identify potential negative consequences and benefits of specific tobacco control policies to achieve the goal of reducing tobacco use.

How long did it take you to find this job?

Four months, I started looking in last August. I interviewed a total of 20 times in the 16 week period, many of which were 2nd or 3rd interviews for a specific position.

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

Initially, I relied on local job boards, reaching out to some of my contacts to use as references. Having worked in marketing, employment policy and having a SHRM-CP certification, I applied for marketing, policy-focused and HR-specific positions. Feeling unfocused, I met with a career counselor who gave me the courage to apply for dream job positions I’d originally thought were out of reach.

After a series of successful interviews with no offers, I began consuming the Find Your Dream Job Podcast, listening to a different recorded podcast everyday. I also took an in person class about interviewing.

The emotions of excitement when I found a new position opening, educating myself about the company and interviewing was exhilarating. Then the waiting to hear anything, finding out the company wasn’t actually hiring for the position or someone else was selected felt like a never ending rollercoaster you couldn’t actually get off. Listening to other people’s tips, successes and challenges on the podcast grounded me. It gave me hope when I felt discouraged even if I succeeded in continuing to be invited to interviews.

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

Interviewing for companies that wanted free consulting was one of the most challenging aspects of my job search.

At least six companies wanted an entire presentation about a specific question or how to solve a scenario. I quickly learned that these questions were actual problems the organizations faced and they didn’t have an answer to. They choose to use candidate interviews as unpaid brainstorming and consulting opportunities. Only one of these companies actually filled the position.

Instead of going through the time and effort of trying to solve such overarching problems, I learned to spot the one-sided opportunities. Wanting to work for a company that valued my expertise and treated staff as collaborative team members, I began to decline to participate in these types of interviews.

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

Invest in taking the time to find out about the position, company and team to learn if they are a good fit for you. During the process it’s all about the company, but it’s also important to actively listen to what their saying, their attitudes and ask pointed questions to find out if they’re right for you.

Why do you love your job?

I love solving multi-layered policy problems. Tobacco policy involves the layers of federal, state and municipal policy, case law, and the historic master settlement agreement signed over 20 years ago. Though policy tries to be all inclusive and predictive of future issues, emerging tobacco products have posed unforeseen challenges requiring the consideration of new ways of thinking and different targeted solutions.

The post Investing Your Time Wisely: Christy Cushing’s Job Search Success Story appeared first on Mac's List.

From Portland to Denmark: Bjarke Kronborg’s Job Search Success Story

Bjarke Kronborg has spent his career working for various organizations in Portland, Oregon and Denmark. In his most recent job search, Bjarke started by identifying appealing job positions. Then, he researched the employers on LinkedIn. Finally, Bjarke searched his connections for mutual contacts at the company to get an insider’s perspective on the companies’ challenges and needs. With a persistent approach and an effective goal tracking method, Bjarke was able to land a new job in roughly five months. Discover his additional advice and career resources for job seekers in his success story.

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

I work for the Foundation for Environmental Education, where I oversee all aspects of the financial management of the organization from bookkeeping to financial forecasting and risk mitigation.

How long did it take you to find this job?

About five months or so.

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

I found it very hard to network without a specific goal or job in mind, so I started focusing on identifying appealing job openings using popular job sites.

Once I found an interesting job, I would search my network for connections in that company — mostly via LinkedIn. Once I found a connection, I would reach out to my contact for an introduction to the people in the target company, and then try and have a chat with one or two people related to the job before writing/finalizing the written application. This gave me a good understanding of the organization and their challenges that allowed me to write an application that got my foot in the door.

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

Keeping up my spirit, because it is so hard to see your progress.

I read an article that described a piece of research that people submit an average of 50 job applications before being hired. So I told myself to not despair until I hit that number. Knowing this data also gave me a target to work towards and I could see my progress. Every time I submitted a new application, I was 2% closer to my goal.

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

Figure out how you measure your progress, so you can see that you got closer by the end of the week. In my case it was number of job applications submitted.

Why do you love your job?

I get to work with a diverse group (18 people and 12 nationalities) and also support the global environment, which is one of my passions.

The post From Portland to Denmark: Bjarke Kronborg’s Job Search Success Story appeared first on Mac's List.

10 Ways to Lose a Candidate in a Tight Job Market

Work has changed. Since the beginning of the industrial age, we’ve moved from factories to remote workspaces; from industrial and labor relations into people operations; from pensions to the gig economy. The way people look for work has changed too, with a trend toward online job boards, ATS applications, and video interview screens.

Historically low unemployment is driving the current market, giving candidates plenty of options to choose where they want to work. Although there are definitely frustrations with how talent acquisition works at most companies (the high-volume black hole), the internet has empowered potential employees in many ways. Your potential employees can, without ever talking to you:

Research salary comparisons and market ranges with increasing accuracy
Read reviews from prior candidates and customers about your business
Explore your company in-depth and make a judgment call about whether it’s a match for them

The rules of engagement have changed and as a result, your hiring plan needs to change. Here are ten common ways employers who have not kept up with the changing market and future of work can lose candidates.

Negative online reviews.

Think of the last time you wanted to go out to a new restaurant. If you didn’t read about it beforehand or it didn’t come recommended already, you probably spent some time scrolling through reviews and ratings before you settled on the pizza place down the street.

A candidate that won’t even try a new restaurant without reading a couple reviews won’t apply to your company if you have a lousy online reputation. Nearly one-third of candidates have declined a job offer because a company had negative online employer reviews and 92 percent of working candidates consider reviews to be important when deciding to apply to a job.

A difficult job application process.

Not-so-fun fact: 60 percent of job seekers quit in the middle of filling out a job application because of its length or complexity. In the past, companies have claimed that the lengthy applications would screen out apathetic candidates, and good, motivated candidates will push through. However, this turns out not to be the case at all – both good and bad, motivated and unmotivated candidates are turned off by a lengthy application.

Candidates are especially annoyed by having to reenter information that’s on their resume, having to create a login, and having to include reference information and salary requirements before ever having a conversation.

A bad first impression.

Just as you are forming impressions of candidates based on their sloppy attire or bad attitude, candidates are judging you too.

Were you ready for them? Had you looked at their background, experience, and skills?
Did you ask them good questions?
Did you put them at ease, and make them feel welcome and seen?

If you didn’t make an effort from the beginning, why would a candidate want to work for you? It’s like being asked out to a second date after the first one was a total disaster – it’s not likely to lead to a long-term relationship.

An extended screening process.

Related to having a lengthy application, making a candidate work through multiple steps – maybe a personality assessment, or a (probably unpaid) work sample, or a presentation – without a solid reason is going to turn a lot of them off. Imagine what you would feel if you were being asked to take time off from your current role to spend four hours presenting to a management team after already going through a phone screen, three interviews, two personality assessments, and a work sample. Annoyed?

Sure, the risk of a mishire is high and as an employer you want to make sure you find the right person. However, make sure you question the necessity of every step of the process or you’ll lose plenty of candidates who are tired of additional steps that may or may not have any correlation to their success in a role. You’ll also definitely burn bridges with candidates who went through the extended screening process and didn’t get an offer.

A long wait for a job offer.

A common recruiting metric is time to fill – how many days it takes from a job being opened to an offer being accepted. This time has been increasing steadily for the last few years, and the average time-to-fill now hovers around 36 days. This metric is heavily specific to industry and location, but within the context of your company and industry segment, your recruiting efforts will be more successful if you don’t push a second interview out for weeks because someone on the team is on vacation or because you want to see additional candidates “just to compare.”

If the quality of candidates rose with the amount of time it took, we’d encourage it, but it actually has the opposite effect. You’ll also:

Miss out on candidates who are in high demand
Lose revenue and productivity from vacant positions
Develop a reputation as being indecisive
Damage your brand with future candidates when past candidates take their grievances online
Dramatically reduce a candidate’s excitement for your company

In summary, candidates really hate having a great conversation and then waiting…and waiting…and waiting for the next steps.

Limited salary transparency.

We live in an era of increased salary transparency in the hiring marketplace. Job seekers use salary tools like PayScale and Glassdoor, which have become increasingly accurate and targeted. Money information is out there.

Also, professionals know what they’re worth and care about it – a recent Society for Human Resources Management (SHRM) survey found that two-thirds of employees rank compensation as very important to job satisfaction. How is a job seeker supposed to evaluate the role if a crucial piece of information is withheld until the offer stage? Think about putting the salary range in the job posting, or bringing it up during an initial phone screen, so you don’t get down to the eleventh hour with a candidate who can’t take a pay cut to work for you.

No workplace flexibility.

There are many different types of workplace flexibility (compressed hours, part-time, truly flexible hours, remote, etc.), but regardless of the type, 77 percent of employees consider flexible work arrangements as a major work consideration when evaluating future job opportunities. This is true across all age groups – it’s not just younger workers who want the ability to work when and where they are most productive and engaged.

We’re not dealing with a Mad Men era workforce where employees have a partner at home taking care of everything, and technology has extended how and where work can be done well, often well outside of the traditional 9-to-5. It’s important to embrace this future of work. Also, most researchers believe flexibility is one of the major ways we can combat the gender pay gap and the drain of talented employees (usually women) leaving the workforce. So, be flexible!

A forgettable employer brand.

Although you’re sitting on opposite sides of the table, the interview doesn’t need to feel like an adversarial experience. Rather than interrogating candidates, you should spend a good amount of time selling them on your company’s culture and the perks and benefits of the office, team, and role. You want them to leave any interaction excited about working for and with you – not feeling like they were just judged and found lacking.

A lack of interest in the candidate.

After every interaction with a candidate you want to keep in the process, you should ask them: “What other offers do you have?” Unless they’re looking to use the offer as leverage to get you to make an offer, a candidate probably won’t disclose that they’re also interviewing with three other companies until they already have an offer in hand.

Asking candidates about their current opportunities means that you:

Know their timelines and the competition, and can adjust your process accordingly
Can differentiate for them why your opportunity is a better match than their other potential offers (e.g. the commute is better, the type of work or rewards aligns with what they want, your role addresses another “career wound”, etc.)

No counter for the counteroffer.

In today’s competitive job market, companies are apt to give counteroffers when their employees give notice. They know that it will be difficult to find a replacement at around the same salary and they don’t want to worry about finding and training someone new. It’s seen as easier to offer the departing employee more money or another benefit they’ve been seeking.

As an employer, it’s important to have a conversation with a candidate you’re making an offer to about counteroffers. We know that 80 percent of people who take counteroffers are gone within a year – make sure your top candidate knows those odds and remind them of why they’re looking in the first place.

The post 10 Ways to Lose a Candidate in a Tight Job Market appeared first on Mac's List.

10 Ways a Lose a Candidate in a Tight Job Market

Work has changed. Since the beginning of the industrial age, we’ve moved from factories to remote workspaces; from industrial and labor relations into people operations; from pensions to the gig economy. The way people look for work has changed too, with a trend toward online job boards, ATS applications, and video interview screens.

Historically low unemployment is driving the current market, giving candidates plenty of options to choose where they want to work. Although there are definitely frustrations with how talent acquisition works at most companies (the high-volume black hole), the internet has empowered potential employees in many ways. Your potential employees can, without ever talking to you:

Research salary comparisons and market ranges with increasing accuracy
Read reviews from prior candidates and customers about your business
Explore your company in-depth and make a judgment call about whether it’s a match for them

The rules of engagement have changed and as a result, your hiring plan needs to change. Here are ten common ways employers who have not kept up with the changing market and future of work can lose candidates.

Negative online reviews.

Think of the last time you wanted to go out to a new restaurant. If you didn’t read about it beforehand or it didn’t come recommended already, you probably spent some time scrolling through reviews and ratings before you settled on the pizza place down the street.

A candidate that won’t even try a new restaurant without reading a couple reviews won’t apply to your company if you have a lousy online reputation. Nearly one-third of candidates have declined a job offer because a company had negative online employer reviews and 92 percent of working candidates consider reviews to be important when deciding to apply to a job.

A difficult job application process.

Not-so-fun fact: 60 percent of job seekers quit in the middle of filling out a job application because of its length or complexity. In the past, companies have claimed that the lengthy applications would screen out apathetic candidates, and good, motivated candidates will push through. However, this turns out not to be the case at all – both good and bad, motivated and unmotivated candidates are turned off by a lengthy application.

Candidates are especially annoyed by having to reenter information that’s on their resume, having to create a login, and having to include reference information and salary requirements before ever having a conversation.

A bad first impression.

Just as you are forming impressions of candidates based on their sloppy attire or bad attitude, candidates are judging you too.

Were you ready for them? Had you looked at their background, experience, and skills?
Did you ask them good questions?
Did you put them at ease, and make them feel welcome and seen?

If you didn’t make an effort from the beginning, why would a candidate want to work for you? It’s like being asked out to a second date after the first one was a total disaster – it’s not likely to lead to a long-term relationship.

An extended screening process.

Related to having a lengthy application, making a candidate work through multiple steps – maybe a personality assessment, or a (probably unpaid) work sample, or a presentation – without a solid reason is going to turn a lot of them off. Imagine what you would feel if you were being asked to take time off from your current role to spend four hours presenting to a management team after already going through a phone screen, three interviews, two personality assessments, and a work sample. Annoyed?

Sure, the risk of a mishire is high and as an employer you want to make sure you find the right person. However, make sure you question the necessity of every step of the process or you’ll lose plenty of candidates who are tired of additional steps that may or may not have any correlation to their success in a role. You’ll also definitely burn bridges with candidates who went through the extended screening process and didn’t get an offer.

A long wait for a job offer.

A common recruiting metric is time to fill – how many days it takes from a job being opened to an offer being accepted. This time has been increasing steadily for the last few years, and the average time-to-fill now hovers around 36 days. This metric is heavily specific to industry and location, but within the context of your company and industry segment, your recruiting efforts will be more successful if you don’t push a second interview out for weeks because someone on the team is on vacation or because you want to see additional candidates “just to compare.”

If the quality of candidates rose with the amount of time it took, we’d encourage it, but it actually has the opposite effect. You’ll also:

Miss out on candidates who are in high demand
Lose revenue and productivity from vacant positions
Develop a reputation as being indecisive
Damage your brand with future candidates when past candidates take their grievances online
Dramatically reduce a candidate’s excitement for your company

In summary, candidates really hate having a great conversation and then waiting…and waiting…and waiting for the next steps.

Limited salary transparency.

We live in an era of increased salary transparency in the hiring marketplace. Job seekers use salary tools like PayScale and Glassdoor, which have become increasingly accurate and targeted. Money information is out there.

Also, professionals know what they’re worth and care about it – a recent Society for Human Resources Management (SHRM) survey found that two-thirds of employees rank compensation as very important to job satisfaction. How is a job seeker supposed to evaluate the role if a crucial piece of information is withheld until the offer stage? Think about putting the salary range in the job posting, or bringing it up during an initial phone screen, so you don’t get down to the eleventh hour with a candidate who can’t take a pay cut to work for you.

No workplace flexibility.

There are many different types of workplace flexibility (compressed hours, part-time, truly flexible hours, remote, etc.), but regardless of the type, 77 percent of employees consider flexible work arrangements as a major work consideration when evaluating future job opportunities. This is true across all age groups – it’s not just younger workers who want the ability to work when and where they are most productive and engaged.

We’re not dealing with a Mad Men era workforce where employees have a partner at home taking care of everything, and technology has extended how and where work can be done well, often well outside of the traditional 9-to-5. It’s important to embrace this future of work. Also, most researchers believe flexibility is one of the major ways we can combat the gender pay gap and the drain of talented employees (usually women) leaving the workforce. So, be flexible!

A forgettable employer brand.

Although you’re sitting on opposite sides of the table, the interview doesn’t need to feel like an adversarial experience. Rather than interrogating candidates, you should spend a good amount of time selling them on your company’s culture and the perks and benefits of the office, team, and role. You want them to leave any interaction excited about working for and with you – not feeling like they were just judged and found lacking.

A lack of interest in the candidate.

After every interaction with a candidate you want to keep in the process, you should ask them: “What other offers do you have?” Unless they’re looking to use the offer as leverage to get you to make an offer, a candidate probably won’t disclose that they’re also interviewing with three other companies until they already have an offer in hand.

Asking candidates about their current opportunities means that you:

Know their timelines and the competition, and can adjust your process accordingly
Can differentiate for them why your opportunity is a better match than their other potential offers (e.g. the commute is better, the type of work or rewards aligns with what they want, your role addresses another “career wound”, etc.)

No counter for the counteroffer.

In today’s competitive job market, companies are apt to give counteroffers when their employees give notice. They know that it will be difficult to find a replacement at around the same salary and they don’t want to worry about finding and training someone new. It’s seen as easier to offer the departing employee more money or another benefit they’ve been seeking.

As an employer, it’s important to have a conversation with a candidate you’re making an offer to about counteroffers. We know that 80 percent of people who take counteroffers are gone within a year – make sure your top candidate knows those odds and remind them of why they’re looking in the first place.

The post 10 Ways a Lose a Candidate in a Tight Job Market appeared first on Mac's List.

Networking with Intention: Stephanie Raso’s Job Search Success Story

Stephanie Raso found her job primarily through networking and volunteering. Despite being nervous about networking in the beginning, Stephanie stayed committed to an active approach to tap into the hidden job market and found new opportunities. Stephanie emphasizes the importance of knowing your limits, and when it’s time to take a break and find time for self-care during a job search. Stephanie also shares how networking with intention will serve you better than randomly gathering business cards.

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

I work in human resources for a non-profit called Youth for Tomorrow in Virginia.

How long did it take you to find this job?

I wouldn’t say I necessarily found this role, I would say it found me; I heard about the job opening through a connection of mine.

Last year in 2018, I found myself unexpectedly on the job market when the company I had been working for hit financial challenges. After I lost my job I decided to hit the ground running, and started volunteering extensively with my local Society of Human Resources (SHRM) Chapter and studying for my aPHR certification. Through this volunteering work, I met a woman who worked for Youth for Tomorrow. We connected at a Volunteer SHRM Leadership Conference and stayed in touch.  

I landed an HR role with another company in 2018, but it wasn’t quite what I had been looking for. Then in late 2018/early 2019 my connection reached out to me and indicated there would be an opening in their HR department soon. My connection at Youth for Tomorrow immediately thought of me as she knew I was looking for a new opportunity. I interviewed for the position in early Spring and started my new job as an HR Generalist I in March 2019 at Youth for Tomorrow.

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

I found my job through volunteering and networking. I remember I used to dread networking and never felt like it worked. But I kept giving it a shot, it seemed like everyone I talked to would say they got their job through a connection and through networking. I figured I had nothing to lose and everything to gain, so why not network and volunteer!

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

The most difficult challenge was PATIENCE! I have learned it can take time to build strong connections and land a job, and usually it takes longer than you want it to.  Sometimes it can be exhausting, but I have discovered with the challenge of job hunting and networking to make sure to take care of myself. Do things that allow you to recharge, whatever that might be. In my case it is going for walks or hiking, doing yoga, or reading a good book.  In the end if you put in the hard work you will succeed, just don’t forget it will take time and to take care of yourself in the process.

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

Besides having patience, I would say network with intent! Don’t go to a networking event and toss business cards at just anyone who will talk with you. Try to cultivate connections, offer to help someone who you are networking with. Ask them what challenges they are facing and lend a hand or connect them with other people or resources, if possible.

Why do you love your job?

I love my job because HR can have a major impact on the success and wellbeing of a company, and I love being a part of that. If you take care of your employees, they will help your company be successful.

The post Networking with Intention: Stephanie Raso’s Job Search Success Story appeared first on Mac's List.

Staying Connected and Keeping in Touch: Candace Salim’s Job Search Success Story

In late 2017, Candace Salim received a LinkedIn message from a recruiter regarding a role she might be interested in. It didn’t work out at the time, but Candace kept the connection. Two years later, Candace reached out to the recruiter who had previously contacted her to discuss a new role that had opened up. Candace’s candidate experience with Thinkful was so positive, that she knew right away that this company was the right place for her to work. By staying connected with her network and keeping in touch with friends and colleagues on LinkedIn, Candace was able to find a new role in less than a month.

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

I work for an incredible, 100% remote EdTech startup called Thinkful. Though primarily based in New York City, we have employees all over the U.S. (including Portland)!

My role as Program Manager for the Atlanta market is to provide non-technical pacing recommendations and overall support to Thinkful students and alumni. Typically, I work with students from the moment they are admitted until their graduation.

How long did it take you to find this job?

I’d been looking for a new role, in general, for about one year. However, once I reached out to Thinkful, specifically, the entire candidate process only took about one month.

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

In late 2017, Thinkful landed in Atlanta and I was contacted via LinkedIn by a member of their Recruiting team regarding a role that, in the end, didn’t seem to be the best fit for me. However, I knew that I wanted to keep in touch with the company because I really enjoyed our conversations as well as their product offering and growth trajectory.

In early 2019, a colleague (who also works in the EdTech space) mentioned that she had a friend who recently joined Thinkful and recommended that I get in touch. I reached back out to my contact from those prior conversations in 2017 and we reengaged immediately. Within 3-4 weeks of that conversation, I became a candidate for the Program Manager role and went through several interviews (values/expectations, behavioral, take home assignments, etc). I enjoyed it every step of the way.

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

The most difficult part of my job search, when working with other companies/recruiters/hiring managers, would always be the time I spent waiting on responses.

Thinkful did a fantastic job of never leaving me without contact for more than a day or two and that let me know, very early on, that this would be the company for me. Their consideration for my time, as well as very clear layouts of the candidate process, allowed me to feel informed every step of the way.

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

Network and keep in touch with your contacts. Send that email introduction (always brief and with a direct ask/offer, of course). Make that cold call. Let your friends and LinkedIn community know what types of roles you’re looking for. There are so many different ways to get yourself in front of the stakeholders who make hiring decisions aside from simply submitting your resume online.

Why do you love your job?

I love my job because my fellow Program Management team members/supervisor, and the company in general, match my personality so well! This allowed me to come in and immediately identify with the culture, which made me feel more comfortable and productive.

The post Staying Connected and Keeping in Touch: Candace Salim’s Job Search Success Story appeared first on Mac's List.

How to Write a Salary Negotiation Email

Approaching a salary negotiation, whether a few years into your job or at the start of your tenure, requires thought and preparation. Clear communication is key, and research into the local job market and standard compensation for your role is crucial for tailoring your ask.

There are two times at which a salary negotiation email may come into play during your career – at the acceptance of a new job or during your current time with a company. Both require careful thought, with examples of your value and work experience, in addition to consideration for the overall compensation package. While companies may offer a lower-than-average salary, many will try to offset financial compensation with benefits and perks, including flexible schedules and transportation subsidies.

Initial job offers tend to be on the low end of the salary scale, and an email is often the best way to begin the discussion. Utilizing a salary negotiation email template tailored to your particular position – increasing your salary offer, asking for more money in correlation with advanced job duties, requesting an annual salary review – will help to start the conversation with your boss or potential employer. You may even find yourself blazing a path in companies without a formal salary compensation structure.

Writing A Salary Review Request Email

When writing a salary negotiation email, take a moment to outline the purpose of the email. Who is the correct person to address? What are you hoping to accomplish with the email? Having your salary goals clearly outlined before you start will help you craft the correct words.

For example, if you’re addressing the email to a potential employer who has already extended a job offer, be sure to connect with the person who can make the salary decisions, such as the hiring manager or recruiter coordinating the new role. Interviews often include more than one employee in the company, and the Vice President you met during your interview rounds probably isn’t the best contact for negotiation.

Likewise, if you’re already employed and looking to increase your regular compensation, work with your direct manager rather than connecting with your original recruiter or someone above your manager’s level. Proper workplace etiquette is always important and “pulling rank” can lead to a dismal response.

Once you’ve determined the right contact, keep your email on point. A clear subject line with a simple introduction explaining the purpose of the email will start you off on the right foot. Remember, it’s more than just an “increase my salary” email! In your own words, share your value within the organization, highlighting professional accomplishments that have led you to the salary negotiation. If applicable, make note of the last time you experienced a salary review. End your email by requesting an in-person meeting to discuss the salary negotiation.

Keep the email succinct and professional, using facts and details to bring merit to your compensation case. Negotiating a salary for the first time? Do your research and be ready with a Plan B (and Plan C) if you experience a pushback from your (potential) employer.

Following Up On Your Salary Negotiation

Once you’ve secured a meeting to discuss an increase in compensation, make sure to have your elevator pitch at the ready. Enter the meeting with those same professional details utilized in your email. Argue your case in a professional manner, using both facts and feelings. Be sure to thank your manager or potential employer for their time.

And then follow up.

Writing a follow-up email after a salary negotiation is a good opportunity to summarize the experience for both you and your boss. Ensure that you’re both on the same page by recounting the meeting and the key points of your compensation discussion. Offer suggestions for next steps in the process as a way to guide the conversation to your salary goals. Express your gratitude for their time and consideration on the matter, reflecting on your enthusiasm for both the role and the business.

Etiquette for Salary Negotiation Emails

When discussing money, you should know your value and worth, but including specific numbers isn’t recommended. Don’t make a particular salary ask via email unless you’re prompted to do so – it’s better to talk numbers in person! You can discuss the fact that you’ve done your research, ex. “I’ve taken a look at the typical compensation for my position within Portland and the current market value of my professional experience.” But wait until you’re face-to-face to determine specifics.

And always keep it professional. Salary negotiations can be tense for both sides – an employer wants to make sure they’re getting what they’re paying for and an employee wants to feel valued in their role – but a lack of composure and precision can distract from your intended goal. Even if you have a personal relationship with your manager, money is business, and salary-related emails should reflect your business acumen.

Salary Negotiation Email Templates

Here is a sample salary negotiation email template if you’re currently employed and looking for a higher salary.

Subject: Request for Salary Review (Annual Review, Job Review, Salary Discussion)

Dear Ms. Smith,

I truly enjoy my role as Marketing Manager here at Big Corporation Inc. Over the past year, I have gained a great deal of experience working with Mr. North and the Marketing team. Not only have I had the opportunity to build on my skill set, I’ve been able to bring additional knowledge to the table, including my work on the recent rebranding project.

As my role has adapted since my initial hire, I am writing to request a meeting to discuss my current compensation. I value my position within the team and I look forward to bringing additional insight to our future projects.

I would love the opportunity to meet with you to discuss a salary increase. Certainly let me know when you might be available. I appreciate your consideration.

Sincerely,

Jane Wilson

Here is a sample salary negotiation email template if you’ve been offered a job and want to discuss a higher salary offer.

Subject: Salary Discussion

Dear Mr. Martin,

Thank you so much for offering me the role of Marketing Director for United Letters. With my experience, I’m confident I can contribute a great deal both to the team and to the company as a whole.

As you know, I have a strong portfolio of work from my previous fifteen years in the typography industry. While I am grateful for your initial salary offer, I would love to discuss a number that may better reflect my skill set and experience.

Certainly let me know if you’re open to the idea, and look forward to connecting.

Sincerely,

Adam Smart

Haven’t heard back from your employer? Here is a sample salary negotiation email template to follow up once you’ve had the salary discussion.

Subject: Salary Discussion Follow Up

Dear Mrs. House,

I wanted to follow up on our meeting last week regarding my salary. During our conversation, we agreed that my position required a greater compensation given the scope of work and my professional experience. We discussed a possible range of $000 to $000, which is ideal for me moving forward.

I would be happy to revisit the conversation if you have further questions about my request. Again, I truly appreciate your time and consideration.

Warm regards,

Pam Lake

The post How to Write a Salary Negotiation Email appeared first on Mac's List.

Career Advice for College Grads: Kyrie Hughes’ Job Search Success Story

Jumping into the working world after getting your college degree can be intimidating. But, there are ways you can stand out from the competition and reach out to your network to discover a great career. Kyrie Hughes kept in contact with connections she made during her college years and overcame rejection to land a new job successfully three months after graduating from college. Read Kyrie’s success story to find out how your college connections can make all the difference in your first post-grad career.

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

Currently, I’m a social media manager for a non-profit organization called Give Us The Floor.  Give Us The Floor is a company where teens help teens with daily life issues.  Almost all content is produced by our teen interns so that it is more relatable to everyday high school students.

How long did it take you to find this job?

It took me about three months out of college in order to get hired at this job.

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

The two most important things I did in college was network and keep all of my school work pertaining to my career! If I hadn’t networked, I would not have this job.  I met an amazing woman named Gretchen Fox, who’s a very successful woman in her job field, through my old boss at Southern Oregon University. Gretchen and I had an informational interview where she reviewed the past work I had done.

She told me to follow up with her right out of college and she’d keep her eye on any jobs she saw that would be a good match.  A few months later she got me in touch with my current employer.

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

One of the hardest things to deal with is the disappointment.  Not having a job or internship lined up right out of college can take a toll on your self-esteem because there are 45+ candidates competing against you for one position.  So when you get rejection emails or phone calls repeatedly it really hurts.

It took me a while, but I personally overcame this factor by not dwelling on the fact that I didn’t get that job.  I told myself “Okay you didn’t get it, what job application is next?” If you constantly think about all the jobs you weren’t hired for it’ll hinder your job search.

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

Make a daily routine!  

When I exited college I didn’t have anything lined up for me job wise and I no longer had classes so the schedule that I had for four years went out the window.  One thing I quickly learned is that by getting up at the same time every day, going to the gym, reading etc. helped me get out of my head during the tough time between college and the workforce.

Why do you love your job?

It took me a long time to find a career I enjoyed. I was originally a nursing major before changing to communications, where I found that I was a natural at strategic social media.

I currently love my job because I am constantly busy, I get to be creative and I’m working for a company that stands for a good cause.

The post Career Advice for College Grads: Kyrie Hughes’ Job Search Success Story appeared first on Mac's List.