Mac Prichard's Blog, page 23

Setting Goals To Find a Job Faster: Amanda Temby’s Job Search Story

Setting goals in your job search is an essential step to find the best opportunities through your network. Amanda Temby decided to move to Portland from another state, but at first she wasn’t sure where to start her job search. Connecting with her network, conducting informational interviews and having clear job goals helped Amanda to find a job only one month after she started her job search. Read on for more of Amanda’s best advice for job seekers.

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

I am in an operations and administrative position on the sales team at NBC Sports Northwest.

How long did it take you to find this job?

I started looking for jobs in Portland in November 2017 and found this opportunity in early December 2017.

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

I initially found another job posting for the same company after searching independently and applied for that role. I visited Portland in December to meet a few professionals for informational interviews. During one of my interviews, my connection referenced the same role I had found online and said that they knew someone on the sales team at NBC Sports Northwest. They forwarded my resume to their connection who then passed it to their Director of Sales. Because I had operations experience, the Director of Sales suggested I apply for the traffic role instead.

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

It was tough searching for opportunities in another state. I was able to overcome this challenge by reaching out to connections I had made a few years ago while visiting Portland the first time and asking them for advice or to connect me with other professionals. I also made a trip in December to meet professionals for informational interviews. Having a clear intention and vocalizing this about the types of roles I was looking for also helped me to overcome the challenges of job searching.

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

Have a clear intention of what you are looking for and vocalize it to as many people as possible. By doing this, others will know exactly how to best help you.

Why do you love your job?

I enjoy the variety that comes with this role. Not only do I support the office through general administrative duties, I also support the operations and sales staff. I am able to work on many projects and interact with staff from other departments. I am also able to employ my creativity when working on projects!

The post Setting Goals To Find a Job Faster: Amanda Temby’s Job Search Story appeared first on Mac's List.

Building A Valuable Network: How To Keep in Touch with Professional Contacts

Professional networking can feel shallow when you meet people quickly at big events and never see them again. The key to building a valuable network is following up and investing in deeper connections with people.

I know you’re thinking that you don’t have time to spend getting to know everyone you meet one-on-one. It’s true that you need to be strategic in who you network with. But taking time to build rapport and genuine relationships with certain contacts is crucial for your career! Learning how to follow-up and check in effectively will help you stay on their radar, and it is more likely to yield results for you than continuing to meet people you never see again.

The tricky part is keeping in touch with your network in an authentic way, so you don’t come across as opportunistic or creepy. Whether you’re checking in with new friends or reconnecting with old colleagues, here’s how to do it to produce the greatest connections.

Follow Up After the First Meeting

If you meet someone at a networking event whom you’d like to keep in touch with, make a point to reach out immediately after the event. To help with this, jot a note on the back of their business card with the date you met and what you talked about. The next day, send a short email or LinkedIn message about your conversation and ask to meet for coffee. If you can, offer something small bit of value, like forwarding an article that relates to your conversation. Only reach out to people you are genuinely interested in connecting with on a deeper level.

Take It to the Next Level: How to Stay Connected

Meeting people and establishing relationships with new professional contacts is the first step. Next, you’ve got to stay on their radar and deepen the relationship. There are several ways to develop stronger, more meaningful relationships within your professional network. Here are some ideas to get you started and help you continue to nurture your new contacts:

Commit to follow-up by getting organized. If you’re going to do this properly, you’ll need to track your contacts and create a schedule for following up – like a Google doc or Excel spreadsheet.
Request a catch-up meeting occasionally just to check in. Obviously, the frequency and timing will depend on the nature of the relationship. Be appropriate and don’t make your contact feel like he or she is being stalked. Check out these email templates for reaching out to people under varying circumstances.
Be genuinely interested in getting to know people – and not just about careers. Ask about their interests and projects outside their job. Find common ground you share. But also be willing to connect with people whose experiences are diverse from yours – it will enlarge your circle of contacts to people you might not otherwise meet.
Consider their needs and add value before asking for favors. No one likes to feel like they’re being used. Invest in the relationship before you try to draw from the account. Do your research about what the people in your network are doing and what they need. It could be as simple as forwarding an article or offering to make an introduction. Or it could involve more of your time and resources like pitching in to help them with a project they’re working on.
When you do request assistance, ask for insights or an introduction, not a job. Most people like to help if they can, but it can be awkward or uncomfortable to be put on the spot and asked for a job interview. Do reach out to a contact for thoughts about their company or where they see the industry going or their personal experiences.
If your contact helps you in some way, let them know! Send an email or handwritten note to show your gratitude for their assistance. People like to know if they’ve been helpful.
Arrange group meetings if appropriate. If you have a cadre of people who know each other, such as a group of former coworkers, arrange a get-together over lunch or happy hour. This can be an efficient way of using networking time, while giving everyone the chance to catch up.
Keep your contacts list up-to-date. When you discover that someone has changed jobs, make sure to update your master networking list. And by the same token, be sure your own information is current so that people can find you and see what you’ve been up to.
Know when to let go. Don’t keep pestering your contacts if you don’t hear back. People are busy, so definitely follow up once or twice more. But if you’ve made several attempts to get in touch and haven’t gotten a response, your contact may not have the time or interest in developing a further relationship. That’s okay. There are plenty of other people who will be willing to connect.

Use Social Media Wisely

We can’t say it enough – LinkedIn is your friend! When you first connect with someone on the platform, be sure to send a personalized note. And then scroll through your feed regularly, so you can see updates and announcements shared by your contacts. Send occasional notes to congratulate, comment on their posts, offer assistance, or just say hello.

If you are networking correctly, you are in the relationship business. Spend time sowing seeds of genuine connection, and you will ultimately reap the rewards of mutual assistance.

The post Building A Valuable Network: How To Keep in Touch with Professional Contacts appeared first on Mac's List.

Approaching Job Hunting Like Advertising: Darol Ball’s Job Search Story

Your job search is unique. Every job seeker has their own unique value, target audience, desired position and unique skills. That’s why job seeking can be a lot like advertising a product and marketing yourself to potential employers. See how Darol Ball, registered radiologic technologist at Columbia Pain and Spine Institute applied this strategy to his job search.

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

I am working in pain management at Columbia Pain and Spine Institute.

How long did it take you to find this job?    

6 months.

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

A doctor at Columbia Pain and Spine Institute heard about me and looked me up on Indeed. He then sent me an email asking if I would be interested in a position using a C-arm for pain management. I said yes and we set up a time to come in and interview. I used Mac’s List, LinkedIn, Work Source Oregon, job seeker boards like Indeed, Monster, Glassdoor. I did informational interviews and watched podcasts on how to get a job. I also had my resume looked at by a professional.

I feel that by using Mac’s List I learned what information was needed and how best to get the information out so that it would be seen. The other tactic that helped was the informational interviews. Just relying on job boards doesn’t get it done.

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

Dealing with ageism, computer screening of resumes and understanding that it takes a lot more than just throwing your resume up on a job search site to get the job you want.

I deleted information and dates from my resume that was not relevant to the job I was looking for. I only went back 10 years of history unless it was relevant to this job.  I also used the company job description to formulate my cover letter.

By seeking out resources and help from organizations and people who have the expertise to maximize my search. Like Mac’s List and Work Source Oregon. Easterseals was also a big help to me; they have programs specifically to help older workers get retrained and back into the job market.

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

Unless you are an experienced job seeker find the people or organizations to help you get the job you want. Job seeking is a lot like advertising, you have to know your product (you) and your worth. You have to research and know your target audience and what they are looking for (Company or organization) and develop a strategy to highlight your skills with what they need. Then saturate the market with the information and talk to people in the company (informational interviews) to get word of mouth going about the job you are looking for.

Why do you love your job?

I love my job because I work in a doctor/patient relationship area that gives me fulfillment and a direct impact on the patients’ health.

The post Approaching Job Hunting Like Advertising: Darol Ball’s Job Search Story appeared first on Mac's List.

Your Guide to Negotiating Your Salary for the First Time

The prospect of negotiating your salary can feel daunting. In one study, 71% of U.S. workers – and even more women – didn’t try to negotiate their salary in their current or most recent role. That’s a lot of people who are just accepting the first offer they’re given.

Negotiating your salary is extremely important, especially if it’s your first job or if you’ve never negotiated over money before. Your starting salary serves as an anchor throughout your career, with raises, bonuses, and even retirement savings influenced by that initial amount. Starting too low could be a costly mistake.

Salary negotiation is also challenging because our culture can be pretty secretive about money. Many of us were taught growing up that it’s rude to talk about it, so we don’t have much practice. You might be new to the workforce and have never had the opportunity to talk about compensation with an employer. Or you might not know what your skills and experience are worth financially, so you feel like you don’t have ground to stand on.

Whatever has held you back from negotiating in the past, it’s OK! But you can and should be negotiating your salary. Let’s discuss some ways to feel more confident and some concrete action steps to set up your first salary negotiation.

Address & get past anxiety about asking for money

Part of the reason it’s so difficult to negotiate is the nagging feeling that you’re replaceable and that there is someone out there who will do your job for less. You don’t want to jeopardize your chances of landing – or retaining – a good job. Even though it might feel scary and presumptuous, negotiating may actually improve your standing in your manager’s eyes. It demonstrates that you are confident in the value you bring to the table.

If you’re negotiating salary for a new job, remember: by the time an employer has gone through the hiring process and decided to make you an offer, they are invested in you. Salary negotiation is a perfectly normal part of the employment process. So even entry-level candidates have some bargaining power.

And if you’re negotiating at your current job, don’t forget that you’ve already proven yourself. Hopefully you’ve been delivering real value to your company, and you can demonstrate that as the reason for a raise.

TIP: Acknowledge your successes – it helps to write them down! – to pump yourself up before asking to negotiate.

How to prepare for your first negotiation

It might be impossible to over-prepare for your first salary negotiation. You’re probably going to be nervous in the conversation, so it’s especially important to document what you want to say and bring it to the meeting.

Work ahead of time to document these three talking points:

Your key skills and expertise that are valuable to the company. If you’re already working there, list your top accomplishments since you got hired. You’ll be making a case for why you’re qualified and are worth the money you’re asking for.
Your “market value,” which is the salary range that’s standard for your job title, industry, experience level, and location. You get these numbers by doing online salary research (more info below)!
Your ask. Write down the salary you’ll be asking for, as well as anything else that’s up for negotiation; you can negotiate more than money. Think vacation time, transportation or parking assistance, and other benefits.  

TIP: It’s also a good idea to draft an email before your negotiation that includes all of the above information. That way you can follow up after your meeting with what you said and what the conclusion.

While you have plenty of personal reasons to want more money, it’s important to approach the negotiation as objectively as possible. Build an evidence-based case for your desired salary. Don’t mention personal needs. Instead, focus on market statistics and the value you bring to the organization.

Speaking of statistics, let’s talk about the power of data. Anyone with an internet connection has access to real salary data that can be searched by industry, roles and responsibilities, experience, expertise and education, and geographic location. That means you can find out how much real people in similar situations are getting paid. That gives you real leverage to work with in a salary negotiation, and it should help you feel confident when you ask for what you want, because it’s also what you could be getting somewhere else.

Ready to find your market value? Check out Mac’s List’s Salary Research Guide to find reliable online sources of salary data.

You’ll find a range of numbers online, and you can adjust what you find to tailor it to your situation. For your negotiation, you should have a range that you want to land in, but ask for the top of that range.

Once you have your numbers in order, practice. Print out your list of skills and accomplishments, your market value, and your ask, and practice speaking about them. Know what you want to say and how you want to say it, before you schedule your meeting. Rehearse your pitch at least once before the actual negotiations. It might feel silly, but it will help you feel relaxed when the big moment arrives.

How to Ask to Negotiate Salary, and Deal With What’s Next

When you have the information you need, it’s time to set up the negotiation. If you’re approaching a new job and negotiating your starting salary, you should avoid accepting the first offer. How? By asking for a day or so to review the offer. Even if you love what they’re offering, you need time to look at it and prepare your talking points to negotiate the pay. Schedule your next meeting for the next day or two, and come back with your talking points.

If you want to negotiate your salary at your current job, it may be trickier to get a meeting right now. Look for opportunities to bring up your salary beyond an annual review: at 3-, 6-, and 9-month anniversaries of your hire; after you’ve been assigned a new project or taken on more responsibility.

TIP: When you’re talking with your boss, look for moments when they’re acknowledging your hard work or thanking you for staying late last night. Take one of those opportunities to pivot into a salary conversation with your boss that approaches your salary.

Once you’ve broached the subject, follow up with an email requesting a formal salary discussion. Get your meeting on the books!  

Next, here are a few tips for what to do in the meeting:

Keep your demeanor friendly and professional. Whether you’re talking to your current or future boss, you need to keep that relationship healthy!
Imagine that you’re negotiating for a friend. Some studies show that people tend to do better when they negotiate for someone else.
Know when to stop. Make your ask, and allow them to respond. If they say no outright, be diplomatic. Ask for feedback on ways to improve your work, and request another salary review on a set date.
Have a plan B and a plan C. Don’t forget you can negotiate for your benefits package. If your employer offers a salary lower than your ask, counter with a request for more vacation, flexible schedule options or other opportunities that might be easier on their budget but would improve your life. Be creative in your thinking about a solution that will work for both you and the employer!
Finally, be gracious. No matter the outcome, be understanding, appreciative, and thankful for the opportunity.

 

The post Your Guide to Negotiating Your Salary for the First Time appeared first on Mac's List.

Starting Conversations to Create Opportunities: Mariana Lindsay’s Job Search Story

Job searching can feel difficult if you’re approaching it alone. One way to go farther in your job search is to team up with friends, coworkers and mentors to lighten the load and make your job search journey more bearable. Mariana Lindsay relied on the advice, knowledge and feedback of her work colleagues to broaden her perspective on the types of positions available for her next career move.

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

I’m coordinator of American Leadership Forum (ALF) of Oregon’s new Urban Rural Connection Program.

At a time when our communities and nation feel acutely divided, ALF is leading dialogue and helping foster collaboration across differences. Throughout the 30-year history of ALF Oregon, the urban-rural divide has been a part of every class and it is an issue that affects each of our local communities. Through gathering community partners, funding, and staff capacity to bring together a diverse cohort of leaders to explore what’s causing the divide and what solutions can be generated, ALF works to better understand how the divide is defined, how it impacts communities, and when the divide is used as a weapon or as a tool. 

How long did it take you to find this job?

2.5 months

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

I previously spent nearly 5 years at the Center for Women’s Leadership (CWL) in Portland, and served as interim Executive Director during my last year. Once we announced new Executive Director, Traci Rossi, I felt comfortable scheduling coffee with colleagues to discuss my job search and what opportunities might be available. It’s easy to get stuck in a professional bubble, so having those conversations re-opened my perspective on the types of positions and sectors available. I’ve always been a believer in reaching out to people who I’ve worked with and learned from to get their best thinking and advice. And, on the flip side, I believe in trying to always be open and ready to return the favor when they reach out. There is so much that can be learned, accomplished, and built through relationships. I think we often times are discouraged from reaching out to learn from others (see: fake it till you make it), but we can’t be perfect at everything and by asking for partnership, we give another person the chance to shine and teach.

ALF Executive Director, Kendall Clawson, has been a mentor and friend for 7 years, and we’d collaborated on projects and shared more time over coffee than I can count. Our history meant we’d developed a good sense of each other’s passions and professional backgrounds. She approached me about the new Urban Rural project and it being a fit for my skillset. I applied, and was fortunate enough to get the job, partly in thanks to some of my professional contacts (including the former CWL Board Chair Martha Pellegrino) who were ALF Senior Fellows and were generous enough to vouch for me.

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

Above is the short and sweet version, but it doesn’t encompass the parts of the job search that weren’t slam dunks: applying for jobs that I didn’t get, contemplating moving to another job market, and the self-doubt of starting a new chapter.

You can’t pursue it all, no matter how much you want to. There are only so many hours in the day, and not every job is right for you.

Sifting through job announcements and figuring out which ones really fit my professional experience, values, and ambitions was time-consuming and often exhausting. I tried to go on a run most days and check in with friends – the time to reflect internally on a run and externally through friends helped me distill where I should be putting my energy. During the in-between time, I pursued contract work, which helped me stay active in my professional networks and eased my financial concerns.

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

It’s hard to know which meeting, application, or random conversation will be the door that opens to the next career chapter. So be present where you are and with who you’re with in the moment. Job-seeking is usually a stressful season, so it’s easy for the mind to drift to the long to-do list and the seemingly omnipresent worries, but you can only be in one place at a time and you want to get the most out of the now.

Why do you love your job?

I love the daily chance to collaborate with leaders across regions and sectors who believe in an Oregon that thrives because diversity is welcomed, communities are heard and supported, equity is paramount, and the state is bursting with thoughtful innovation.

My job affords me the chance to think deeply, feel passionately, and work with people who inspire me.

The post Starting Conversations to Create Opportunities: Mariana Lindsay’s Job Search Story appeared first on Mac's List.

How to Create a Better Candidate Experience To Serve Applicants, and Serve Your Business

“Thank you so much for the quick response and for letting me know!” – a candidate after I told them they didn’t get the job.

Let’s be real: employers hold all the cards in the job search process. A job seeker can play everything in their hand strategically, but the employer is the House, and the deck is stacked. Yes, the candidate can reject the offer, but the employer has the upper hand – and the ability to never make an offer.

This is an important fact to keep in mind when you’re hiring: looking for a job can feel like a very adversarial process to a candidate. They’re operating in a void, doing their best with an incomplete set of facts, often receiving very little feedback, and feeling interrogated throughout the recruiting process. How can your hiring process improve this dynamic and encourage candidates to stick it out? 

Why Candidate Experience Matters

The power dynamics between employers and job seekers are changing, with the dramatic shifts in the working age population and the rise of social media. Even a decade ago, a candidate who had a poor experience during an interview would probably not apply again, letting everyone in her inner circle know about her interaction. Today, though, social media communities and employer review sites have radically changed what that inner circle looks like. Imagine if thousands of potential employees heard that your hiring managers were rude or left a candidate waiting in the lobby.

Moreover, candidates are much better informed in their decision-making. The same candidates who look at six reviews before they pick a restaurant won’t apply to your company when they hear about or read negative experiences from other candidates. People barely wait around for shipping that takes more than two days – why should they wait for six weeks while you wrangle a team together for interviews?

Employers Set the Tone for Candidate Experience

Employers want to find the best candidates, yet find themselves faced with a dwindling number of qualified applicants and mountains of wasted time while culling through stacks of resumes.

As an agency recruiter, I hear employers worrying about the volume and quality of applications they receive. Having a great candidate experience didn’t matter as much in the pre-social media days, when candidates had less information and fewer choices. With unemployment now creeping toward a 50-year low, having a bad candidate experience can actively harm your business.

Let’s review some common employer frustrations: candidates not completing steps in the application process correctly, dropping out before submission, or accepting other positions before a decision has been reached. Take a look at your process before assuming that these shortcomings were a failing on the candidate’s part. If your process takes 6+ weeks, requires multiple forms of testing, or asks a candidate to fill out an application that takes an hour to complete before a preliminary interview, you’re likely asking too much and giving too little.

If candidates aren’t already excited by your culture and employer brand, you could be losing out on talent by adding multiple barriers to your application process. 

How to Center Candidates in Your Recruiting Process

Too many organizations and hiring managers still don’t get it: the way you treat candidates during your recruiting process matters. As you design or improve your hiring process, keep the candidate experience front and center at all times. 

Some things to remember as you create or improve your process:

Respond. According to one statistic, 47 percent of candidates were still waiting to hear back from employers more than two months after they applied. A disappointing fact. It’s even worse to be left hanging for months and months after a candidate had actually interviewed for a role. Even if the answer is ‘no’, people want closure. If they are still in contention, let them know when they can anticipate an update. If they’re not a front runner, show compassion: “What else do you need to hear?” to close the process.
Move quickly. Or at least be ready to move quickly if you’re worried about your company’s process. This is a personal opinion, but if your hiring cycle is more than a phone/Skype interview and two in-person interviews (max!), your process is too long and you’re not managing yours – or your candidate’s – time efficiently. You should also be timely during interviews. Many candidates are on the job search while still working, so beginning late, being disorganized, or having repetitive questions from different team members indicates that your time if more valuable than theirs.
Be transparent. If you really want to gauge a candidate’s fit for a role, and let them evaluate whether the company and position is right for them, indicate the key functions of the job, including the salary range and key aspects of the role, at the beginning of the process. People value authenticity more than most companies might think.
Set the candidate up for success. An interview is tense by nature, so do your best to move beyond frustration, nerves, and canned answers by giving the candidate an introduction that includes background and context for both your company and the role, rather than putting them on the spot by asking the dreaded first question: “Tell me about yourself.” Also, the more information you can give them before the interview on who they’ll be meeting, dress code (e.g. “Just a heads up – we’re a pretty casual office, and jeans are totally acceptable.”), the key interests of the team…all of this information will go a long way toward making sure you’re seeing the candidate put their best foot forward.
Be prepared. Your team should also be prepared for the interview. They should know, logistically, when and where they’ll be meeting, and make sure the space is neat and private. Come to the table with an agenda. Your staff included in the interview should know what questions are okay to ask and which are not. They should be reminded to be friendly and welcoming.

There are lots of ways to improve the way candidates view your company! If you’re still asking yourself how you can create a great candidate experience, here’s the short answer: practice empathy, think about what candidates experience at every step of your current process, and find ways to make that process more positive!

The post How to Create a Better Candidate Experience To Serve Applicants, and Serve Your Business appeared first on Mac's List.

The Value of Networking and the Power of Career Coaching: Ginny Sorensen’s Story

Everyone faces their own challenges when job hunting and trying to determine their next move for their career. Ginny Sorensen is a management consultant for Propeller, a consulting firm with offices in Portland and San Francisco. Ginny reveals how she overcame the burn out and tiresome nature of the job-hunting experience. She shares how a combination of personal networking, a career coach and online courses helped her to make a move to a new position in an exciting new industry.

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

I’m a consultant at Propeller, a management consulting firm with offices in Portland and San Francisco full of folks who love the adventure of solving complex problems.

How long did it take you to find this job?

About 9 months.

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

The shortest answer: Networking.

The short answer: Thoughtful networking (mostly via informational interviews with friends of my network or folks I found via LinkedIn, but also with professional association events and trainings), working with a career coach, volunteering on pro bono consulting projects with folks already working in the field, reading/listening to oodles of job search resources and stories on the Mac’s List website and elsewhere, forming a small group of fellow jobseekers for practical and moral support.

The long answer: I was on a hike in Forest Park with a former coworker of mine, brainstorming ideas for informational interviews and she recommended I connect with her cousin who was in love with a job she’d recently started. Turns out she’d transitioned out of roles in nonprofit management and corporate social responsibility to become a consultant at Propeller. We had lunch and after her description of the way she worked, the culture of the company, and how much she enjoyed her coworkers, I was super energized and quickly launched into learning as much as I could about the company and its work, as well as the industry in general.

From there I focused subsequent informational interviews on getting suggestions for how to translate my nonprofit work into language more commonly used in business. When Propeller opened recruitment again, I met with a colleague of my original contact and another Propellerite I met through a pro bono consulting project I did with the Organization Development Network of Oregon, a local professional association. I had great impressions of everyone I met and decided to apply. After four rounds of interviews I was offered and accepted a position. I’d had interviews for positions I’d applied for elsewhere, but these really stood out for me because I left each one even more interested in the company and more energized by the possibility of working there.

Advice that helped the most: I’d already worked closely with a career coach to define my work values and identify some fields to explore and I’d had over 20 informational interviews before I made my first contact at Propeller. Two prior interviewees really helped me focus—one suggested to me that I’d narrowed my interests enough that my “informational” interviews had shifted to being actual interviews where I was not only gathering information, but also being evaluated as a potential employee. She encouraged me to weave information about my skills and knowledge into each chat. Another asked a simple question that really hit me: “I can tell you have several ideas about what direction to go next, and that’s great, but what information are you missing that’s preventing you from picking a direction and seeing how it plays out?” She spotted the fear I had about changing directions in my career and really prompted me to stop and dissect what was holding me back—it was an important turning point.

As someone who hadn’t searched for a job in over a decade, I found the resources available through Mac’s List to be invaluable. I attended an in-person Mac’s List networking event, read the blog, took the “How to Woo + Wow Employers Online” course, and even downloaded hours’ worth of old podcasts on the topic of interviewing to listen to on a road trip prior to my first interview. I also had some valuable insights from conversations with Mac’s List staff.

It’s tough to identify what was most helpful—when I look back, I think having different people, tools, and resources available at different times in my journey kept me on track.

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

There was a time a few months into my search where I was getting discouraged and just plain worn out. I had a bit of a crisis of confidence about whether I could make the pivot to a new industry as I’d hoped, and was feeling discouraged that I wasn’t finding many open positions that looked interesting. My career coach (friend of Mac’s List, Aubrie De Clerck) helped me refocus and build my confidence with an assignment to reach out to former colleagues and community partners for their feedback about my greatest gifts and talents. I was overwhelmed with the support and response I got from those who replied. Having “evidence” of my value from this exercise gave me the confidence boost I needed and helped me get unstuck.

About the same time I also stumbled into a small group of other jobseekers after meeting someone at a networking event. We started meeting regularly to support each other—the practical help and cheerleading from that group was a game-changer. It was great to have the help and accountability, but almost as important was knowing I was also of help to others in the group.

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

Don’t underestimate the value of networking, and don’t assume the only way to do it is going to big events where you have to make small talk with strangers. Those types of events make me anxious, but I spoke one-on-one with over 40 folks who were either in my direct network, connected to someone I knew, or connected to someone I met along the way. It was a total blast. I was amazed by the generosity of the people I met when it came to their time, information, and contacts—there are so many interesting people and jobs in the world. There are some great suggestions worth checking out in Mac’s List blog posts and podcast episodes for how to approach informational interviews.

Why do you love your job?

I’m just getting started in my new job and it’s a complete industry and sector shift, so it’s tough to know what I’ll enjoy the best, but what I’m most excited about are the many opportunities for learning and problem-solving coming my way, and for the chance to have project-based work that could take me to a new company or industry with each new engagement.  

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What You Need to Know About Applicant Tracking Systems

If you’ve applied for a job online in the past decade, you’ve probably used an Applicant Tracking System (ATS). Most employers – and up to 90% of large organizations – now use this technology to automate parts of their hiring process. And there’s plenty of mixed sentiment about whether automation helps or hurts in hiring. Plenty of professionals get frustrated by the lack of human interaction in the traditional job search these days! But the fact is, Applicant Tracking Systems aren’t going away. Why not do everything you can to get your application through that ATS?

When you’re applying for jobs online it’s important to know what ATS software does and why employers use it. That way you can make sure your application stands out in a good way.

What is an Applicant Tracking System?

So, what does ATS software actually do? In a nutshell, it acts as a gatekeeper, helping employers conduct an initial screening of resumes. It’s meant to screen out folks who don’t have the requirements necessary to do the job, bringing the best candidates to the top. The software does this by tracking certain words in each application, checking that applicants follow instructions, and more. Note: ATS software is usually highly customizable, so different employers use it differently! At their best, Applicant Tracking Systems accurately remove unqualified candidates and help hiring managers find the best people for the job in less time. handle the recruitment process. Some studies estimate that as many as 70% of employers use an ATS!

Let’s examine all the tasks that most ATSs can perform:

It can check to see if you’ve followed instructions in an online application.
It screens for keywords that relate to the job in your application documents.
It assesses whether you meet minimum qualifications for the job.
It filters top candidates for the human hiring manager to review.
It tracks applicants through the hiring process.
It keeps track of candidates in a database to match with future positions.  

Why do so many employers use an ATS?

As you can see from the list above, an ATS can be a powerful time saver for hiring managers! These systems also help employers stay organized throughout the hiring process, keeping track of numerous applicants. It can also help identify candidates who are more likely to be a good fit for the organization. However, an ATS can also screen out candidates that might be a fit if the resume doesn’t work well with the system’s particular requirements.

There are dozens of different ATS systems on the market, but they are all based on algorithms that identify candidates who are theoretically the best fit for the job. Keywords are central in determining which resumes are identified for further consideration, a phone screen, and then ultimately an interview. The higher the ATS scores your resume, the more likely your application will end up being reviewed by a human reader. Simply put, if your resume doesn’t contain a number of these job-specific keywords, your resume won’t be found, and a live person won’t ever read it. It doesn’t matter how qualified you know you are. You have to tell that story strategically in your resume for the ATS to know it, too.

How to build an ATS-friendly job application

Before you panic, know that there are ways to work with an ATS when you’re applying for a job. ATS software is now a given in the hiring world, and it’s not going anywhere. It’s never too late to learn how to improve your applications to maximize your chances in an automated hiring process. Here are some tips:

Use the critical keywords from the job description. Essentially, it’s all about keyword searches that closely match the qualifications outlined in the job description.  Be sure to tailor your resume to each job that you are targeting. Don’t get cute and try to use synonyms—only the exact words will be a match in the ATS. Use the keywords in a few different ways, but don’t go overboard, and make sure your usage sounds natural and reads well.
Incorporate a skills section or summary of qualifications to list keywords that might not fully show up in the positions you have held. You can include a list that highlights the skills and experience the employer is seeking and is filled with ATS-friendly keywords.
Use social media. Make sure your LinkedIn profile is listed on your resume. If current employees of the company have social media profiles on LinkedIn, see how they describe their role and use that language in your application.
Keep the format simple and avoid fancy graphics. This is not the place to showcase your creativity. Avoid non-standard fonts and colors other than black text on white background. Plain text Word documents are usually the most easily digested by ATS systems. PDF documents can sometimes get held up.

In sum, we don’t want to keep harping on keywords, but it really pays to identify the crucial ones and use them throughout your resume. Also, keep formatting simple, and you’ll be on your way to landing in front of an actual person who has the power to grant you an interview based on your qualifications and fit for the job.

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Using LinkedIn to Attract Attention, Explained: Zerline Hughes Spruill’s Job Search Story

Sometimes your dream job finds you. Zerline Hughes Spruill optimized her online presence, engaged on LinkedIn, and was contacted by a recruiter. After a two-month hiring process, she landed in a job she loves at an organization that aligns with her personal values.

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

I am Managing Director of Communications for Advancement Project. I manage the strategic communications and outreach for a mid-size nonprofit that is dedicated to racial justice, particularly as it relates to voting rights, immigration and education.

How long did it take you to find this job?

Though I wasn’t actively looking for full-time employment, the process from start to finish took two months during the summer.

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

LinkedIn really works! I wasn’t looking for a job, but heard with regular updates to LinkedIn, including weekly posts, comments and keeping your profile updated, that other users will notice you. This was the case with a headhunter who apparently found me on LinkedIn.

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

Because I wasn’t actively searching, there was no difficulty in the hunt. However, being patient over the two-month period with the one employer was difficult. As a contractor, I was squeamish about taking on new contracts in the event I was, in fact hired. But I understood that the process was going to take time because the organization wanted the right person for this leadership role; it was summer and staff wasn’t readily available for panel interviews and they didn’t want to rush into such a big decision.

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

When working with a search firm, ask them questions. Let them truly guide you by asking for their input on your resume, cover letter, interview input. They want you to succeed as much as you do yourself.

Why do you love your job?

I love my job because after only two weeks, I feel valued, appreciated and needed. I also love my job because I know what I’m doing – what we’re doing – makes a difference. Finally, I love my job because they hosted a staff retreat where staff really got to “retreat,” and relax, and team-build.

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How to Show Employers You Can Work With a Younger Boss

If you are an older worker trying to land a job in which you will have a younger boss, there are a few ways you can keep your competitive edge and demonstrate that you can bridge the generation gap with professionalism and ease. While most professionals don’t have issues working for folks of all ages, it’s undeniable that hiring managers still have bias against older workers, especially at younger companies. If the company you’re applying to has a generally younger staff, it’s a good idea to go out of your way to prove you can work well with someone who’s younger than you, right from the start. Let’s dig into why this is a smart strategy, and how to actually show you can work with a younger manager through networking and in the hiring process.

Why multiple generations in the workplace pose a challenge

Age discrimination in the workplace is never okay, and there are steps you can take to make sure you don’t miss opportunities because of your age. Older workers bring so much to the table, from their experience to their loyalty to their robust contact lists.

But sometimes hiring managers can spend their time worrying about how workers of different generations might have trouble communicating effectively. They want to avoid a culture clash between Gen Xers and Baby Boomers with younger bosses. This is especially a concern when older workers will be reporting to a young boss. It turns the expectation of working one’s way to the top over time on its head. Hiring managers may worry that people with bosses younger than them could come to resent the power dynamic or won’t want to listen to someone with less life experience.

These assumptions may not reflect your outlook at all, but you can gain an advantage by expressing your willingness and enthusiasm to work in a mixed-age environment, even one in which you will be reporting to someone who was not yet born when you took your driver’s test.

Explore any personal biases toward your younger coworkers

We would all like to think that we don’t bring any biases to the workplace. But even the most professional of employees can harbor certain judgements and misgivings that can pose problems if left unexamined. Take a good look at any biases you might have when it comes to working with a younger boss. What are the assumptions you might make about this person? How could those assumptions block the way to a healthy and productive working relationship?

Be specific and concrete when you examine any potential biases, and figure out how you might overcome them before your job interview and onboarding process. For example, you might have a bias toward your younger boss in which you assume that they don’t have the know-how to tell you what to do. Realize that although this person may not have the years of experience you do, there is a reason that they hold this position at the company you’d like to work for. They have likely proven themself to be fit for the role.

Remember, everyone always have something new to learn! And sometimes that knowledge comes from someone younger than us. You may be pleasantly surprised by your new boss’ innovative approaches and expertise!

Tips for how to present yourself as young-boss-friendly

As an older professional on the job market, there are several ways you can show hiring managers that you are well equipped to work well alongside young managers and coworkers. Here are a few helpful tips for positioning yourself to land a job with intergenerational workplaces:

Networking: Volunteer and network with younger folks. Look at local networking events in your industry taking place at trendy hangouts where there are likely to be many younger professionals. Rubbing elbows with these new contacts will help you feel like you know the ins and outs of your industry from both a seasoned and modern point of view. Plus, you may find that if you are referred to a job by someone younger than you, it will help your personal brand as a competitive prospective employee.
References: Speaking of references, ask some of your younger coworkers if they would be willing to write LinkedIn references for you or testimonials for your professional website. If you are applying for a job that requires references, look to your younger contacts as possibilities for boosting your perceived willingness to thrive in an intergenerational workplace.
Cover letters: Subtly address possible misgivings in your cover letter. For example, you might include a passage along the lines of: “I thrive in dynamic environments and look forward to taking direction from your talented team.” This can help hiring managers realize that you are the perfect candidate for working with a younger boss.
Culture: Learn what you can about company culture and extracurriculars before you go in for your job interview. Does the company sponsor kayaking trips once a year for all employees? Do they hold a happy hour in the office kitchen once a month? Express interest in blending in with your office’s culture and getting to know your coworkers in casual, company-hosted settings.

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