Mac Prichard's Blog, page 22

Using Personal Planning to Find a Job: Sarah Esterman’s Job Search Story

Sarah Esterman started her job search with one overarching goal in mind: to land a digital marketing job by February of 2018. She followed a traditional path in her job search, but in the end, an unorthodox tactic helped her land a new job she loves. In this job search success story, Sarah shares how she utilized networking, planning, and goal setting to land a new job in six months.

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

I’m the Director of Digital Marketing at an early-stage fintech startup called Bumped. Before this, I was at Simple, where I built their lifecycle marketing program from the ground up.

But that’s just my title. What I really do is: tell stories, craft awesome customer experiences, and make complex ideas easier to understand.

How long did it take you to find this job?

I first started looking for new roles in August of 2017. I found out about this opportunity in September, was offered a position in October, did some advising, and officially joined the team in February of 2018.

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

My job search was fairly traditional, but the way I got the job was definitely not.

When I’d first started looking for new roles, I was using regular job-hunting websites (Indeed, Glassdoor, Mac’s List, LinkedIn, etc.) and also looking specifically at companies I’d consider working for. I proactively reached out to people on LinkedIn who were at companies I’d want to work for, as well as people in positions I wanted to be in so I could learn about them and any potential opportunities.

All that said, the opportunity at Bumped more or less found me. In September, I got a LinkedIn message from David Nelsen, our CEO and founder about a new tech startup he was building. We didn’t know each other, but a friend of mine had pointed him my direction when he said he was looking for a marketing person with experience in consumer-facing regulated industries. We met for coffee later that week and kicked off the process from there.

You’ve probably heard people say “it’s all about who you know” when it comes to job searching, and while in this case it might seem like that’s true—I’d argue “it’s all about who knows your superpowers.” It can be easy to overlook how important your unique, nuanced experiences are when you’re in a field where a lot of other folks have similar general skills, but understanding the value that niche expertise can bring to a company is key. And it’s important for other people know and understand it, too.

That is to say, don’t let “it’s all about who you know” discourage you. It’s not too late to meet people, share your skills, and let them know what you’re capable of. Going to events (industry-related meet ups or things like Ladies’ Night), asking folks to introduce you to others, or even cold emails seeking coffee conversations can go a long way in connecting you to the right people who can help you find your next job.

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

One huge challenge I had: finding consumer-facing tech marketing roles in Portland was difficult, and not a lot of companies in other big cities offer remote marketing roles. That said, those applications and interviews were in no way a bust; I met some really awesome people I might want to work with at some point in the future, so while it didn’t help me find my job, I ended up making great connections.

Another difficult part of my job search, though, was acknowledging that it was time to find a new role in the first place. Especially when there’s no immediate pressing need to find a new position, it can be really easy to stay where you are because it’s comfortable. It wasn’t until I set an actual goal with a date—I told myself I’d have a new job by February 2018—that I actually got serious about it. That the goal aligned with my actual start date… well, I’ll let you decide if that was purely coincidence or not.

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

Network. Seriously. Go meet other humans who do similar work or are in similar industries. Don’t be afraid to share your work and expertise while you take in theirs.

I personally loathe networking. I always feel super awkward and I basically forget how to be a human-who-can-hold-a-basic-conversation when forced to network. But also I found out about this job because of who I knew, and so I can tell you that networking isn’t just important—it’s worth it. Plus, you can make new friends from networking, and that’s pretty cool.

Why do you love your job?

So many reasons:

I get to spend all day solving fun and interesting problems about how to balance customer and business needs
I love breaking down complicated ideas or language into human-speak (and I’m good at it)
I have the privilege of working with incredibly smart humans that inspire me every day
Also, early-stage startup life is weird and kind of wonderful because we’re all in this thing together, every day is different, and I’m learning so much so quickly

The post Using Personal Planning to Find a Job: Sarah Esterman’s Job Search Story appeared first on Mac's List.

How Telling Your Company’s Story Can Attract Job Candidates

In today’s tight labor market, simply posting a job listing on a job board isn’t sufficient to attract top talent. Successful recruiting requires a multi-tiered approach, including the technology you use, the mechanics of your website, and the way your company empowers employee-based referrals.

To reach the people you want to hire, you need to create a compelling narrative that showcases what makes your open job positions rewarding, and brings to life what it’s like to work for your organization. In essence, you need to tell your company’s story, and answer two key questions: why should people want to work for your company and how does your company add value to the community, the industry, or to your employees’ lives.

Showcase your benefits package

One of the most important considerations impacting an employee’s decision to accept a job offer is your benefits package. Obviously, a competitive salary is a factor, but it’s not the only one. Focus on the benefits that are most important to your target demographic.

Flexible hours, PTO or provided healthcare

Research shows that, after employer-provided healthcare, flexible-hour arrangements and additional paid leave are the most sought-after benefits, particularly with parents and millennials.

Community service or ability to work remotely

You don’t always need to spend money to provide attractive perks. The option of working remotely is important to many candidates, in addition to wellness programs and the possibility of doing community service are also valuable benefits to many job seekers.

Demonstrate your company culture

Gone are the days when employees merely expected a paycheck in return for their time and service. Company culture is incredibly important to current job seekers. Candidates want to know if they will be a good fit, if they will find the work rewarding, and if your organization is a place where they can grow and thrive. To self-select the best-fitting applicants, you need to present a clear, transparent, and authentic picture of your company’s culture.

What is your company’s personality?

First, you need to know what contributes to your organization’s personality. What are your vision, mission, beliefs? What are your company values? What is the social vibe of your organization? What is it that makes you unique?

What are the stories of your employees?

The most important aspect of your culture is the living breathing workforce. You need to let that human element shine through.

Shout-out current employees

Do you value employees’ input and ideas? Do you recognize their accomplishments? Let their contributions feature prominently in all the places you talk about company culture.

Employee testimonials

Create brand ambassadors who want to share your story. Employee videos, quotes, and blog posts can be a fun, creative, and powerful way to give a glimpse into the daily life of your organization.

Monitor your message

What does your social media presence say about you? Do you influence your brand with podcasts and other fresh online content? Do you publish articles where your ideal employee is reading? Do you monitor career sites to see if employee feedback is positive?

Share your community impact

For many job seekers, the chance to be part of something larger than themselves is an important factor in choosing where to apply and where to work. Community engagement is one way you can separate yourself from other organizations in the eyes of candidates.

What organizations can you partner with that align with the people you want to reach? What values do you want to communicate through your outreach work?

Specifically, think about how you can make a positive contribution to your neighborhood. Blood drives, holiday toy collections, fundraisers for natural disaster relief, employee volunteer days, are just a few ways your company can actively give back to the community.

Revamp your job descriptions

Consider your job descriptions as an introduction to your brand.

Use the same voice to describe the job as you use in the language that permeates your website, blog posts, articles, social media posts, and every other communication created by your organization. If your company has a casual, informal culture, for example, make sure that comes across in your job descriptions.

Look at your job descriptions from the candidate’s point of view.

From the job seeker’s perspective, how does your organization’s story come through? Why should he or she apply to your company to work in this position? In addition to listing job requirements, consider describing how the employee will benefit.

When done strategically and thoughtfully, storytelling is a way for organizations to attract, engage, and retain talent who will thrive in their workplaces. It offers you the opportunity to say, “This is why you should work for us.”

So take a good look around  — at your benefits, your culture, your employees, and your community involvement. The makings of a great story are right in front of you.

The post How Telling Your Company’s Story Can Attract Job Candidates appeared first on Mac's List.

Asking for Feedback After an Interview: Wendy Polulech’s Job Search Story

Many job seekers go through the same cycle: they apply for a job, get an interview but then don’t make the cut and are not hired for the position. Wendy Polulech experienced this same cycle during her job search, but instead of getting discouraged, she reached out to the hiring manager who interviewed her to get honest feedback on why she was not hired for the position. This open communication and constructive criticism helped bolster Wendy’s confidence and find a job she loves with Oregon Health Authority.

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

I work for the Oregon Health Authority Public Health Division as a Worksite Wellness Policy Specialist.

How long did it take you to find this job?

It took me a solid 8 months to get this position. That includes a 6 week period where I was offered a job and then the offer was rescinded after the agency had some unexpected upheaval.

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

I found this job on the Oregon State HR website. In the end, I ended up applying for my current position position at the urging of a woman who had interviewed me for another position I wasn’t ultimately hired for. I asked her for feedback about my interview to gain insight into why I didn’t get that job and she was kind enough to talk with me over the phone. It bolstered my confidence. I am not sure I would have applied for this job if not for her encouragement.

Sometimes when you are reading these job descriptions you can convince yourself you aren’t qualified, though, as I dove into the process, I realized I actually was very qualified. Keep in mind – especially with big organizations or government jobs – the job descriptions are wide and meant to cover every possible scenario. You will most likely not be doing everything that is in the job description.

Meeting with several people in the Public Health field for informational interviews helped me the most. Learning how each organization fit together with others was instrumental in filtering out organizations that weren’t a good fit for me.

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

I was surprised at how long it took. And it was difficult to keep applying for jobs but never hearing anything back! I’m not sure how I overcame that….I just kept plugging away.

Really finding quiet time to figure out your transferable skills and apply them to different roles is a great way to see yourself as more than what your last position was.

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

Spend the time to do informational interviews. I was amazed at how willing people were to talk to me! It was difficult to identify the people to interview because I relocated here and did not have any contacts to start with. What I was unable to see at the time, though, is that you only need to identify one or two people and then end each interview by asking if they knew someone you should talk with. Typically this would yield 4 or 5 other people.

As you are talking to these soon-to-be colleagues in a non-threatening environment you really learn what message you are putting out there. If they recommend that you talk to someone who isn’t really in the field you want to be in then you aren’t being clear enough about your goals. Maybe it means your goals aren’t clear enough in your own mind yet.

Why do you love your job?

I recently got a Master’s degree and I am using what I learned every day. I really enjoy being surrounded by so many great minds!

The post Asking for Feedback After an Interview: Wendy Polulech’s Job Search Story appeared first on Mac's List.

Change Your Career Future By Looking Back

You’ve come to a turning point in your career and your future is uncertain. You may know it’s time for  a change but are not sure how to go about it, or even what you really want. You have a lingering feeling that whatever you’re doing right now just isn’t working, but in the midst of uncertainty, finding direction can be difficult.

Steve Jobs famously said, “You can’t connect the dots looking forward; you can only connect them looking backwards.” To move forward and create the career you want, you must look back at the way you’ve come. To ignore what has come before is to ignore significant pieces of who you are. Connecting the dots means evaluating your experiences and identifying patterns, key threads and themes that can point you in the direction of your greatest success.

This can seem counterintuitive, especially when the common advice of “following your passion” suggests that there is one perfect job out there for you, and it’s everything you’ve ever dreamed of—you just have to find it. Instead of chasing an elusive concept, however, take time to identify your strengths, understand your unique contributions and discover where you thrive. Getting to know yourself, or as author, Elizabeth Gilbert puts it, following “your curiosity,” is a critical step to setting clear and achievable goals for your future career. Here are some key questions to ask yourself to identify your career goals.

When was the last time you felt a deep sense of accomplishment?

It doesn’t have to be work-related. Thinking outside of the professional world can be a strong indicator of areas where you experience fulfillment. It could be when you organized a meet up for other local soccer enthusiasts and fifty people showed up. Perhaps it was that sense of invigoration when you mastered a complex piece of software. Looking even further back, were some of your happiest times when you participated on the debate team in high-school? Experts say that activities in which you excel with relative ease are generally very good indications of where your greatest strengths and abilities lie. Excelling in a debate forum might have indicated your early love of public speaking and critical analysis, just as decoding software reveals you’re a problem solver at your core. Take note of these underlying themes to identify what passions are worth pursuing.  

In what situations have you not thrived?

Identify specific times when you’ve felt most unfulfilled and ask why? A difficult relationship with a co-worker may have been the greatest obstacle in your last job, not necessarily the task. Did you dread working  in an environment that wasn’t team focused? This indicates your best work may come from when you’re engaging and brainstorming with others. Were you adept at talent development but got pigeonholed early on and never found the time to explore other skills you were really interested in? Identifying these instances can be crucial to distinguishing between negative environmental factors and the types of job you thrive in.

When did you take the most risks?

It is easy to settle in a career and embrace a certain level of comfort, doing the same job over and over because it’s safe. Change the narrative and think back to a time when you were your most confident and willing to take risks. This can reveal a core strength. When you started a non-profit organization from your living-room, you were fearless. When you worked with a dysfunctional team and saw them achieve greater cohesion, you had no doubt in your abilities. Ask yourself what made you so confident and what gave you the security to take smart risks?

What do you care about?

Taking inventory of your life often reveals what is important to you. Decisions you have made can mirror back to you what you care about and what values or principles have driven you thus far. Now, decide what matters to you moving forward and write it out. Do you value working at home with your family, having a great relationship with your coworkers or being able to bring your dog to the office? It can also be as simple as deciding to pursue a healthier work/life balance. Determining and prioritizing your values  will help you make the right decisions for your future.

What do others say?

We all need outside perspective to assist with feedback and provide us with new opportunities. Consider getting help from a career coach who will ask you questions and offer insight that you may never have considered. They can also provide a sounding board and reflect back what you might have a hard time seeing. Looking back over your entire career with an objective party can illuminate for you common “threads,” both positive or negative. They can help you decide what is valuable to continue pursuing and what you need to let go. If a coach is not an option, contact trusted former colleagues and life-long friends and ask them where they have seen you the most energized and alive.

Becoming curious about your past is the first step to deciding the direction you want to go and managing your career, not the other way around.

The post Change Your Career Future By Looking Back appeared first on Mac's List.

Overcoming Ageism by Reframing Your Skills: Marc Mooney’s Job Search Story

Marc Mooney worked for years as a T.V. news correspondent in Washington D.C. covering the Capitol and the White House. Now, he works as a digital media specialist for The Historic Trust. Read how he navigated ageism and found new skills to find a job working in the nonprofit industry within a few months.

What do you do for a career?

I was a long-time television news correspondent who worked for both local affiliate and network shops. I covered Washington, D.C., the Capitol and White House, and even filed a few stories from overseas.

Who do you work for?

The Historic Trust in Vancouver, WA.

How long did it take you to find this job?

Just a few months, once I was positioned to interview with local nonprofits in need of somebody with my skills.

How did you find your job?

I went to Mac’s List events, where I met the folks of Social Venture Partners. SVP is known as a capacity builder for local nonprofits, and they help match older workers with nonprofits through their Encore Fellows Program.  

What resources did you use?

I used the Veterans Administration Vocational Rehabilitation program to re-tool my skills, in particular web design and development and video production for web.  

What tool or tactic helped the most?

Knowing how to navigate two sides of a demand/supply equation: the nonprofits that need an experienced hand communicating through digital media and the SVP/VA bureaucratic side which has its own special challenges.

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

Personal medical issues and the plague of “ageism” threatened to doom my efforts. But the patient retooling of skills bolstered my confidence.  

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

To older workers, don’t give up, ever. To younger workers, don’t give up, ever.

Why do you love your job?

The Historic Trust is at a crucial inflection point as an organization.  I like being a player in its transformation.

The post Overcoming Ageism by Reframing Your Skills: Marc Mooney’s Job Search Story appeared first on Mac's List.

3 Simple Hacks to Find Talent in a Competitive Labor Market

If you’re involved in hiring, you know it’s gotten more and more difficult to find quality employees for your organization. Employment in the Pacific Northwest is reaching all-time highs, which is great in a lot of ways! But there’s a problem: many organizations are seeing a dip in the number of qualified candidates who apply for their jobs. So, what can you do to attract more talent in a tight labor market?

First, you’ve got to understand just how tight this market is. For the first time since record-keeping began in 2000, the number of available jobs exceeds the number of job seekers. There are literally more job openings than there are people to hire. And the problem is particularly acute in growth industries like healthcare and tech, and in the social service sector where employers can’t compete on price.

Simply put, candidates are shifting into the driver’s seat in the hiring process. In order to get more qualified candidates for your open job in this competitive environment, you need to rethink some of your old hiring policies. Here are three simple things you can do, right now, to attract more candidates, increase your talent pool, and make more great hires.

1. Ditch the degree requirement

Way too many job posts explicitly list a bachelor’s degree as a requirement, even when someone without a college degree could reasonably do the job. These rigid requirements work to the detriment of recruiting in a competitive job market.

Clearly, some positions require specific educational degrees. Doctors need an MD or DO; lawyers need a JD. These credentials signify formal training that can’t be acquired through other means.  

But most jobs–even many professional positions–don’t truly require a formal college education. The skills needed for these roles can often be gained through prior work experience or non-college training. Demanding an undergraduate degree filters out many qualified candidates who could unquestionably do the job.

Degree requirements reflects a longstanding hiring bias that candidates with college education are better than those without one. But data doesn’t support this assumption.  In fact, students and employers alike increasingly acknowledge that bachelor’s degrees aren’t preparing people for the modern workforce. So when you list list a bachelor’s degree as a must, you’re limiting the quantity of applications without getting any actual increase in candidate quality.

To make matters worse, requiring a college degree will likely decrease the diversity of your candidate pool. College enrollment and completion vary widely by race, ethnicity, and income level. Demanding a college degree in hiring may be making this disparity worse, leading to less diverse candidate and employee pools.

So consider whether the jobs you’re hiring for truly require a candidate to have a bachelor’s degree to succeed. Is your degree requirement a real necessity or a vestige of old hiring practices?

2. Share your interview questions

Here’s a tactic we’ve adopted at Mac’s List. Rather than surprising candidates with questions during an interview, we let them know, ahead of time, what we’ll ask in our meeting.

Why do we do this? So we can use the interview to evaluate candidates on their true professional substance, rather than on style points.

In many organizations, the interview is the make-or-break moment. A good interview propels a candidate to the offer stage; a bad one can negate nearly everything else in their candidacy. But it has been well established that interviews aren’t a good tool for objectively evaluating talent. As a result, organizations risk hiring the best on-stage performer, rather than the person who is the best fit for the job.

This is a lesson we learned the hard way at Mac’s List. In our last hiring process, we noticed that many candidates with amazing backgrounds and experience simply wouldn’t discuss these relevant skills in the interview. Candidates weren’t connecting their abilities to our organizational needs; instead we got vague answers.

It felt like we were weeding out solid candidates simply because they were nervous during the interview. So we decided to simplify the interview process itself.

Rather that saving questions until the in-person meeting (a dynamic that can feel like a gauntlet of “gotcha” questions from the candidate perspective) we told people ahead of time what we wanted to discuss. We asked them to come prepared to answer very specific questions topics like:

Tell me about your most successful marketing campaign. What were your goals? What data drove your strategy? What were the outcomes?

Did candidates script out responses ahead of time? Sure. Even so, their answers were more thoughtful and kickstarted more insightful conversations. (Plus, no more awkward silences while the candidate racked their brain for relevant examples.) What we lost in spontaneity, we gained in substance.

The net effect is that we were finding more qualified candidates within our existing applicant pool and increasing our options when it came to hiring.

3. Lead with your culture

Competition for talent is fierce and salaries are going up to attract the right people. This can put the squeeze on smaller organizations that don’t have the flexibility to increase pay. I know many great organizations that can’t compete on pay with big-name, big-budget businesses. The good news is, you don’t necessarily need to. Instead, show them why they want to work for you.

Job seekers aren’t simply looking for a paycheck. Increasingly, they care about the culture and values of prospective employers. According to research by the company iCIMS, 78 percent of candidates rate company culture as an important element in their job search. A GlassDoor survey found that 69 percent of candidates are more likely to apply for a job when the company shares information about their internal culture and workplace. The message here is clear: people want employment opportunities that resonate with their own values, passions, and lifestyle needs.

Most professionals will go the extra mile, and make compromises on pay and perks, when they find an employer that’s the perfect culture fit. This creates a huge opportunity for your organization to differentiate itself in the competition for talent.

Don’t be afraid to talk about what makes your organization special. Share your office culture and organizational values in all your recruitment efforts. You may even want to make culture the primary focal point of your employer marketing.

Here’s what that might look like, in practice:

Starting your job posts with a description of your organization’s culture and values, rather than a description of the job itself.
Showing how the individual responsibilities in each role positive impact the organization’s stated values.
Being completely transparent about your existing work-life benefits, social responsibility efforts and other culture and value-driven initiatives.

Leading with culture helps you stand out from the crowd. In a world where most job descriptions read like a the phone book, a sincere discussion about internal culture and values is sure to capture candidates’ attention. Plus, this kind of messaging is going to be a magnet for the candidates who are most likely to thrive within your organization.

What have you done to find great talent? I’d love to hear about it. Reach out to me at ben@macslist.org and let me know what’s worked for you.

The post 3 Simple Hacks to Find Talent in a Competitive Labor Market appeared first on Mac's List.

Four Ways to Improve Your Summertime Office Policies

For many workplaces, summertime presents unique challenges: juggling vacations, employees managing their out-of-school kids, and keeping the dress code policy enforced. If you go into summer prepared and follow this guide, your summer office policies can make summer one of the best times of year for employees. It’s a time to refresh and recharge, redefine work-life balance, and enjoy the sun. Done poorly, summer policies can be as pesky as mosquitos at a BBQ.

Are your workplace policies ready for summer?

Managing Vacation Requests

Companies field increasing numbers of requests for time off as the temperatures rise during the summer holidays. If not managed properly, vacation requests can cause delays, internal conflicts on overburdened teams, and resentment amongst team members.

And you want your employees to take vacations! We all need time away from daily stresses so that we can return to the office centered, re-energized and motivated.

Here’s some ways you can manage summer vacation requests effectively:

Ask employees to submit their summer schedule early and notify their supervisors in advance of any potential conflicts.
Try to stagger vacations to ensure adequate coverage, being mindful of perceived fairness across your team.  
Keep a pool of part-time employees or employ temporary workers to ensure adequate coverage and a balanced workload.
If there are crucial work periods that fall during the summer, balance blackout periods with holiday pay.

Summer Hours

One of the trendiest new perks in many offices is Summer Fridays. Typically, a company will close the office around noon on Fridays between Memorial Day and Labor Day, giving employees the time and flexibility to enjoy their (long) summer weekends. Since productivity is not necessarily high on Friday afternoons anyway, especially on a warm afternoon, preemptively closing shop lets employees truly enjoy their time off.

Summer Fridays can also help balance out some of those vacation requests – they signal to employees that a company cares about their work-life balance, even during times it might be impossible to grant them the time off for a longer vacation.

It can be a rough transition back to full workweeks in September, but the benefits continue all year round – Summer Fridays are a great recruiting tool and can help with employee retention.

Family-Friendly Flextime

Another great policy to consider as the days lengthen is flextime. Akin to Summer Fridays, flextime is especially great for engaging and retaining working parents, with children on summer vacation.

Summer flex hours typically mean that as long as an employee covers their schedule, they can take time off each week and not be charged against their wages, or paid time off. Generally, flexible summer hours occur during the months of May to August each year.

At most companies, employees can either make an individual request for temporary summer flex hours or management may have a company-wide or department policy for employees regarding summer flex hours. Once in place, it’s important to check in with both individuals using the policy, and the larger team, to make sure everything is going smoothly.

Summer Wardrobe

With hotter temps, fabrics become sheerer, the hems rise, and there is a lot more temptation to stretch the liberties of a dress code. Some offices will implement a summer dress code, relaxing the formality of the office and spelling out guidelines to help employees figure out what to wear when it’s 100 degrees outside and sweater weather near the AC at your desk.

It’s okay to spell out basic advice, but it’s also important for managers to set high standards and gently correct employees who are willfully misinterpreting “sandal” or “sleeveless shirt.”

One great take on dress codes comes from GM, where they’ve shrunk their dress code down to two simple words: dress appropriately. The architect of that policy, CEO Mary Barra explained: “What I realized is that you really need to make sure your managers are empowered—because if they cannot handle ‘dress appropriately,’ what other decisions can they handle? And I realized that often, if you have a lot of overly prescriptive policies and procedures, people will live down to them.”

Summer is already here so now’s the time to review your office policies and make sure you’ve come up with defined clear policies for managing vacation requests, summer hours, and employee dress code. Improved summertime office policies will ensure happier employees and a more productive summer inside and outside the office.

The post Four Ways to Improve Your Summertime Office Policies appeared first on Mac's List.

Play a Better Job Search Numbers Game to Get Great Results

In today’s technologically-driven job market, it’s never been easier or quicker to apply for a position. It’s easier than ever to upload a resume and apply for dozens of jobs with one click. But with all this accessibility, many job searches still last months, and qualified professionals struggle to get noticed. That’s because the old approach to the job search “numbers game” no longer  adds up.

It seems like it should work: applying for as many jobs as possible should improve your chances for landing one. Well, it used to work. This “spraying and praying” method worked for a short time with the advent of Monster in the early 2000’s. For the first time, people didn’t have to pound the pavement to get an employer’s attention and, likewise, by typing in a few keywords, HR managers got an instant list of interested, potentially qualified candidates. It was a win-win situation—for a minute.

It worked back then because there were so few users. If you were one of only a few candidates, your chances of getting an interview were excellent. Within a couple of years however, the marketplace became saturated. Fast-forward to today and there are millions of professionals on a whole host of job search platforms. It’s a chaotic, frustrating mess. Not surprisingly, employers are overwhelmed and are moving away from this model. Now, it’s time for you to move on, too.

The numbers game has changed, and it’s imperative to adjust your strategy accordingly. Instead of setting goals to apply for a certain number of random jobs using generic applications, you should be setting measurable goals around the strategies that actually help you get a job you can love.  Let me show you how setting smarter job search goals get the best results.

Setting The Right Numbers Goals In Your Job Search
Goal One: Stay Focused

Employers are looking for focused, resolute individuals with strong, clearly stated goals. Applying for jobs indiscriminately can come across as desperate and indecisive, especially if one company has several openings and your application appears on all of them. Start by taking  time to evaluate what kind of career you really want, what you’re skilled at, and what you’re qualified for. Then apply for jobs that reflect those specific focuses.

Example Goal: Make a list of five job titles that I want to target, including a one-paragraph job description for each.

Goal Two: Reach Out

When applying in a competitive field, standing out is difficult, especially if you’re relying solely on your resume. Go a step further—find and contact hiring managers directly and express your interest in the position. Additionally, get in touch with as many professionals as possible in your field of interest and request informational interviews. This form of networking is focused and more personal and at the same time allows you to broaden your understanding of the industry. It also puts you on the radar for when opportunities arise.

Example Goal: Contact two individual hiring managers each week to express interest in a particular position or the company as a whole. BONUS: Request an informational interview.

Goal Three: Get Specific

With resumes, there’s no such thing as one-size-fits-all. As time consuming as it may be, it’s critical to tailor your resume to each individual position you apply for. Read the job descriptions and instructions carefully, and highlight your relevant skills and qualifications while ensuring  to include any requested supplemental information. Identify keywords stated in the job position and use them in your resume to show why you’re the most qualified candidate. Tailoring your resume to each job opening reveals that you’ve done your homework and you’re confident you’ll be a good fit.

Example Goal: Send out at least 3 tailored resumes: in a job application, in an email to a professional contact, or directly to a hiring manager.

Goal Four: Be Methodical

Once you’ve applied to a few different places, if you don’t have a clear tracking system, it can be easy to get confused where you have applied, what you sent to each employer  and when you need to follow up. Create a spreadsheet list of each position you’ve applied for and track the following information:

The date you applied
The position’s closing date
Name and contact information of the hiring manager
The dates you’ve sent follow-up emails/phone calls
Any one-on-one communication you’ve had with the hiring manager
The date of a first interview and any follow up conversations
Supplemental information requested and sent such as references, reports etc.

Keeping track of these key pieces of information allows you to focus on developing your professional brand, and connecting with professionals  on social networks instead of spending your time wondering if you forgot to reply to an email from an HR manager.

Example Goal: Check my contacts spreadsheet once a day and send all follow-up messages.

Goal Five: Get Involved

Lastly, spend your energy where it really matters by networking with professionals, connecting with resources and getting involved in your community. Connect with one or two professionals in your field on LinkedIn or Twitter each week. Start listening to a podcast of someone you admire or want to learn from. Find books or other resources to continue growing your knowledge base. Grow your skills by volunteering in a relevant area. Have tech experience? Consider volunteering your expertise at a local non-profit that needs help updating their website. Not only is this a highly effective way to network, it will always look good on a resume.  

Being driven by goals is not a bad idea—provided they’re the right ones. Staying focused on what matters will get you closer to your goal of finding a new position that you’ll enjoy.

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Building Relationships to Unlock New Positions: Connor Snashall’s Job Search Story

You’re probably used to hearing the age-old expression, “it’s all about who you know.” But did you know that by building relationships you can unlock new positions and find great opportunities at some of the most coveted companies in the nation? That’s how Connor Snashall found his job working for Nike. Read Connor’s job search story to see how he utilized patience, relationships and old connections to find his dream job working for an employer he’s been wanting to work for his entire life.

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

I’ve been working in staffing for the past 2.5 years, spent time with two different agencies with my focus being primarily Marketing & Creative. In the last few weeks I accepted a position as a Technical Recruiter here at Nike on the Core Engineering team. My focus will mainly be Technology, Digital and Mobile.

How long did it take you to find this job?

I mean, my whole life to get to Nike! But in all seriousness, about 7 months. The first conversation I had with a recruiter here was in December, we kept in touch and once opportunities became available, the timing worked out well.

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

100% networking. I got referred by a past manager of mine to a recruiter here at Nike, we did an informational and kept in touch. Relationship building and networking is how I’ve found each position in my career so far.

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

Having patience, definitely. After meeting with the recruiter at Nike initally, I was more fired up than ever to want to work here, but the position we originally talked about fell through so it became a waiting game. While keeping in touch it was tough to maintain a balance of reminding her of my interest while trying not to bug her too much and eventually it paid off!

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

Keep your head on straight. A big turn off to most recruiters and hiring managers is someone pestering them nonstop about an opening. Showing desire is fantastic and definitely needed, but keep in mind that finding a job is all about building relationships.

Why do you love your job?

I’ll always tell people what I love most about recruiting is the relationships. I’m a very social person by nature and this job allows me to connect with new people constantly, learn their story and then try to help them on their path. Hands down the most rewarding part of recruiting is touching base with someone a few months into their new job and hearing how well it’s going, knowing you had a small hand in that.

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What’s Your Professional Brand? Own Your Message for a Better Career

They say don’t judge a book by its cover, but we all do it. And, so do employers. It used to be that you’d walk into a room with your resume and wow an employer with your professionalism and charm. Now they get a first impression without ever meeting you. All it takes is typing your name into an online search engine and people can find a wealth of information about you.

Projecting a compelling and impressive online presence, or “professional brand,” could be the difference between getting offered that coveted interview or being passed over. But before you can shape your own professional brand, you need to uncover who you are and how you’re currently seen online. Start by understanding yourself better, and then build a professional brand that will serve your career goals.

What’s Your Professional Brand?

Your professional brand is your story, who you are and what you stand for. It’s how you distinguish yourself as a credible, trustworthy, and skilled candidate. So, it goes without saying that you should be the one in control of how your story is communicated. Do you want to be known as an innovative problem-solver or a tech-savvy team-player? It’s up to you to create that narrative. But, clearly and succinctly articulating your brand can be challenging. Here are some practical exercises that can help.

Step 1: Conduct A Personal Audit

Even if you’ve never considered your professional brand, you almost certainly have one if you’ve spent any time online. Do you know what it is? What do people know about you? Google yourself and you may be surprised. More than half of employers report that they’ve passed on offering a job to a candidate due to their inappropriate content online. Don’t be one of them. Comb through at least the first five pages. Employers are fastidious about checking you out—you should be too. It doesn’t even have to be something offensive. You may be tagged in a video on Facebook where you’re singing Happy Birthday offkey. Funny and harmless—except if that’s the first thing an employer sees when searching for a serious, competent business leader.

Step 2: Get Objective Feedback

Another way to discover what you’re currently known for is to simply ask around. Ask your friends and current or former colleagues to explain how they see you. Create an anonymous survey on LinkedIn or SurveyMonkey and see what feedback you get.

Ask the kinds of questions that will help you understand how you’re perceived. For example:

How do people feel around me?
What am I like to work with?
What was your first impression of me?
How would you describe me to someone new?
Would you say I’m easy to get to know?

Tweak Your Message & Tell Your Professional Story

Now that you know what story you’re currently telling, it’s time to get proactive. If you notice trends in the way people see you that you want to change, figure out how you can start to do that, whether it’s through your online presence or interpersonal actions. And if you find online content that’s inappropriate or inconsistent with how you want to be perceived, delete it or make it private. That part is easier said than done! I offer more in-depth advice about this on our free online branding course How to Woo and Wow Employers Online.

The key to creating a strong professional brand is knowing your own skills, and your goals. Compile a list of words that encapsulates what you’re good at, what you uniquely bring to the table. Now turn it into a clear and memorable statement. For example, “New Seasons Market is a happy place.” Yes, it’s a grocery store, but it’s a happy one! That’s what makes it unique. Perhaps you’re a creative innovator or a strategic thinker driving social change. You decide, and then start building your brand around this core statement.

Like it or not, social media is the most important place to build your brand. For some of us, it’s a minefield we’d rather avoid. That’s not an option any more. Showing you understand its importance is part of branding yourself as current and resourceful. Leverage LinkedIn’s networking capacity by connecting with people, joining groups and contributing to conversations that reflect the brand you want to project. Twitter ranks highly on Google—if you don’t already have one, create a professional account and follow people within the same field as you, underlining your engagement with the topics and areas that you stand for. Establishing a consistent presence on social media will reinforce your brand and get you noticed.

Elevate Your Professional Brand

Once you’re confident in your professional brand, go all out. Don’t rely on resumes to wow employers with your talent—they can be bland and impersonal and rarely show off your individuality. Get creative and communicate in a more personalized manner using your own website. Here you can decide and control what content you include, keeping it dynamic and relevant to the jobs you’re looking for. There are several free or reasonable platforms to choose from that will showcase your uniqueness.

Above all, exude confidence. You’ve done the work to know who you are and what you bring to the workplace. When you are clear and convinced that you’re a valuable and effective contributor, that message shines through. Your professional brand should convince others that you think you’re the best candidate for the job, and they should too!

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