Mac Prichard's Blog, page 24

Taking Time To Find The Perfect Fit: Molly Woon’s Job Search Story

When we’re looking for work, there’s a natural tendency to jump for the first available opportunity, even if it isn’t the right fit. While this habit makes sense (especially if you need a paycheck!) rushing into your next job isn’t always the best decision. Mac’s List reader, Molly Woon, discusses the value of taking your time and being “picky” in a job search. Here’s Molly’s job search story.

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

I am the communications director for the Democratic Party of Oregon

How long did it take you to find this job?

My last full time position was as Communications Director for Secretary of State, Jeanne Atkins. When she left office, my time there also came to an end. I did some odd jobs and a temporary stint for Multnomah County Commissioner Sharon Meieran before joining the DPO at the end of August. All told, it took about nine months for me to find this job.

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

I really loved my job at the Secretary of State’s office and wanted to make sure that my next position was also rewarding and meaningful.

For the first time in my career, I gave myself some time to be “picky” – financially, I didn’t have to take the first thing that came along. I thought a lot about what would make me happy and only applied for positions that fit those parameters.

I found my position at the DPO through an open recruitment at the Party. Ultimately, I think patience was the tool that paid off most for me. I’m glad I waited for something that I really wanted and could see myself doing for years.

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

Rejection is hard. I went through several interview processes where I felt I was close to an offer but nothing panned out. I tried to evaluate my interview skills, my cover letter, and how I was using my professional network after each rejection.

At the same time, I tried to remind myself to embrace this time off work while I had it. This was the longest amount of time I’ve ever had between jobs (and I hope it is for a long time!) I made sure to remind myself that this time off was also an opportunity to do things that a 40+ hours a week schedule might not allow – I visited friends and family around the country, traveled overseas for a short while, and read A LOT of books.

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

Figure out who will serve as the best references for you – it may not be the same people every time. Look at who the decision-makers are for the position you want and figure out which people you know in common or what shared experiences you have.

Also, be your authentic self. I am so grateful I found a place where I can by myself and work on issues I care deeply about.

Why do you love your job?

I apologize for being overtly political, but it is my job now! I love waking up each morning and knowing that I’m helping elect Democrats across Oregon and resisting the Trump Agenda. There’s no place I’d rather be at this point in our nation’s history.

Want to learn more about Molly Woon? Connect with her on LinkedIn and Twitter!

The post Taking Time To Find The Perfect Fit: Molly Woon’s Job Search Story appeared first on Mac's List.

Top Misconceptions About Recruiters, Explained

Have you ever wondered why recruiters contact you for positions you’ve turned down already?  Or why you submit your resume to every position they have and never hear anything back? Or why no one explains why you were rejected after having a great interview?

Just about anyone who has worked with a recruiter has encountered a puzzling situation like this. So why do these things happen? And what can you do about it? This article aims to dispel some myths about working with recruiters and give you a peek behind the curtain of the recruiting industry.  While every company is different, hopefully this will give you some insight into the general workings of recruiting.

If any of these terms are not familiar, please review our recruiting terms glossary.

Recruiter Myth #1: Recruiters take your money

Virtually all recruiters are paid by the hiring company, not the candidate. There may be a few “job placement services” that offer services directly to candidates for a price, but these are relatively rare and tend to focus more on improving your resume and developing your interviewing skills.  The vast majority of recruiters will never charge you, and if you find one that does, make sure you understand what you’re paying for.

For direct hire opportunities, the recruiter will usually be paid a fee based on your first year’s pay. The company hiring for the role already knows what salary range they want to pay for the position and what they will pay the recruiter before you are even contacted. Remember also that the hiring company is working with a recruiter because they are struggling to find the candidates they need for the positions they have open. If you are recruited for a position, know that the hiring company wants the process to be a good one so that you arrive happy to be there. Also, you don’t need to worry about being paid less just because you are working with a recruiter;  uncompetitive pay rates only hamper recruiters, so the candidate that is selected will be paid in line with other employees in similar roles.

For staffing or “temp” positions, the recruiter’s fee is most likely based on the hourly rate you are paid. The exact percentage varies widely depending on the client company, the staffing agency, the type and duration of the position, and a variety of other factors. So, why do recruiters get paid for this?

There are many costs covered by the recruiter’s fee. First, the staffing agency needs to pay the recruiter (including a desk, a computer, a phone, etc.). Second, provided you are a W2 employee, they pay for taxes, health insurance costs, paid time off, and any other benefits that come with the position (don’t forget to ask about these!)  Then there are the other expenses like office space, professional insurance, and additional support resources (like HR, Finance, IT)… these costs add up. Staffing companies cover all of these costs through the recruiting fees they charge their clients. Most client companies negotiate the fees they are charged, but not the base rate for your pay as the employee. As a candidate for a job placed through a recruiter, you shouldn’t expect to negotiate that fee; each staffing company likely has built their infrastructure, support team, benefits, etc. based on what they expect to charge per employee.  You should not expect to be told the details of this fee.

Recruiter Myth #2: Recruiters don’t give feedback

Most recruiters want their candidates to be happy with their experience and their clients to be happy with the candidates they submit, so they value any feedback received from the hiring manager at any point in the process. However, the behavior of hiring managers can be unpredictable. Some are very motivated to get their position filled and can be very diligent (and quick to respond to emails and phone calls!) in their interactions with recruiters and candidates. Others are hard to contact, can’t make time to review resumes, and provide no feedback after a phone screen or interview has been completed.

If you don’t hear back from a recruiter, keep in mind the situation they’re in. The recruiter was likely hired because the company employees are all busy, and this can lead to playing a lot of ‘phone tag’ between recruiter, clients, and candidates.  As a result, recruiters often have no feedback to give you. If you’ve been waiting a while to hear back from a recruiter, send them a friendly reminder and ask for feedback. Just don’t be too disappointed if they don’t have an update for you.

Recruiter Myth #3: Recruiters are deceptive

I’ve heard people complain that recruiters post “fake jobs” to collect resumes or that they are submitted for positions they didn’t agree to in advance or that recruiters don’t care about candidates. This behavior is a red flag! We actively resist these behaviors at Cinder Staffing, where I work, and if this is your experience with a recruiter, you should stop working with them.

However, there are a few scenarios that could explain these experiences:

Do recruiters post “fake jobs”?

In cases where it seems like you’ve applied or been submitted for a “fake job”, it may just be that the position has already been filled. The availability of jobs can change quickly, and on many occasions, we’ll find a perfect candidate for a position only to discover that the hiring manager filled the role internally or it was sourced by another agency. Other times, customers are looking for many people with the same basic skill set and ask us to send them candidates throughout the year. However, this doesn’t mean that they’re always hiring, and that can result in some candidates being submitted without any feedback from the hiring company for weeks.

Will a recruiter submit my resume for random jobs I don’t want?

Recruiters should always check with you before they submit you to a position. At the same time, once you are submitted, your resume might sit for an extended period of time. If the client company sees your resume weeks later, and thinks you’d be perfect for a different position, you could be contacted by your recruiter and asked if you’re interested in a position you’ve never considered. In the event that you’re still looking for a new position, this can be a best case scenario, but it can also feel like the recruiter submitted you for something you did not choose to be considered for. Remember that you can always decline if you are not interested!

Recruiter Myth #4: My recruiter will be out of the picture once I start working

In the case of a direct hire placement, typically your interaction with the recruiter after your start date will be minimal. You should notify the recruiter if you have any significant problems in your new role in case they can help, but as an employee of the client company, most of your interaction will be with your new manager and HR team.

However, if you are in a staffing or temporary placement role, your employer is the staffing company, not the client company where you work! As such, payroll or HR questions, PTO requests, benefits paperwork, and performance feedback all fall within the purview of your staffing company.

This is an area that is quite challenging for all parties to navigate, and sometimes it can get confusing. The old wisdom applies: you should endeavor to maintain a regular relationship with your employer, whoever they may be. And they should maintain frequent contact with you as well.

Recruiter Myth #5:  There are a lot of recruiters and they all look the same

For candidates, the sheer size of the recruiting ecosystem can make it seem like recruiters are both numerous and indistinguishable. Some hiring companies work with multiple recruiters at the same time, and each agency wants to submit the best candidate they can find. Some of Cinder’s larger clients work with more than 50 other agencies to source their talent.  This is the reason why you may get contacted by more than one recruiter for the same position!

If you’re lucky enough to have a high-demand skill set, you may want to explore ways to reduce the number of recruiter calls you get. One option is to get a free email and phone number online (for example, Gmail and Google Voice) and use them when you are posting your resume online or applying to new positions. This way, you only need to monitor those accounts when you are actively looking for a new position.

For those of you that want to answer those calls from recruiters, it can be difficult to tell which staffing company is working with which client company. Your best bet to navigate this environment is to develop healthy relationships with more than one recruiter that you would be happy to work with to increase the odds of finding the best possible position. Remember that recruiters talk to hundreds of people each week, and the best way to distinguish yourself is by being friendly and responsive when you are contacted.

Want more help navigating the recruiting ecosystem?  Get more information on how to pick the right recruiter for you.

Recruiter Myth #6: Temp positions are bad for my career

Gone are the days where multiple previous roles on a resume meant that you were a serial job-hopper and no one would work with you. In the modern job market, successful people change jobs frequently. If you are able to stay at a position for a year or longer, that can be helpful to show that not all of your positions are short duration and that you can be productive in the same role for an extended period of time. However, a few contract positions of 3, 6, or 9 months on a resume now just shows your versatility in a volatile market. Make sure you clearly explain any short-duration positions on your resume, so that hiring managers understand the difference between roles you had that ended as scheduled and roles that ended unexpectedly.

Temp positions can also be unpredictable in length. While many are 12 months or less, in some contracting arrangements, you could be with the same company for several years (Cinder has many employees that have been with us over 5 years!). Make sure you get clarity on the anticipated duration before you start a new role with a staffing company.

Recruiter Myth #7: The recruiter is working for me

While recruiters are invested in helping you find a new job, they are ultimately working for the client company, since they pay the bills. And the client company is only interested in hiring the perfect candidate.

Recruiters have limited time. Therefore, if you are not the right candidate, their first instinct is to keep looking. Some recruiters contact over 100 candidates for a tough-to-fill position, but will often skip candidates that have sloppy resumes, even if they are potentially great candidates.  Put yourself in the best position by preparing in advance. You can use organizations like Lee Hecht Harrison, University placement offices, and WorkSource to help review your overall presentation and get assistance.

If you are frustrated that a recruiter won’t submit you for a role outside of your skill set, keep in mind that individual hiring managers ultimately get to decide how flexible they want to be on candidate experience and required skills. You need to trust the recruiter; they have spent time getting to know the hiring manager and will have a good sense of how open the hiring manager will be to your unique combination of skills and experience. Don’t be disappointed, just keep looking until you find the right position for you. Often, recruiters will be able to direct you to other recruiters within their agency that are searching for your skills.

Recruiter Myth #8: Recruiters only place temps and low-skill workers

Different agencies specialize in different areas and there are some agencies that emphasize lower-skilled positions. However, companies of all sizes and industries will tell you that they have a hard time finding “good candidates,” and this applies to every skill and experience level.  From a strictly financial perspective, the higher the skill required, the more a company is willing to pay a recruiter to help find the right candidate. Senior level positions (CEO, President, Vice President) are often filled by agencies who specialize in only that type of recruiting and charge big fees for those services.

On the staffing side, experienced project managers, or experts in Security, Compliance, Salesforce, or SAP are all in high demand and staffing companies are eager to work with these individuals to get them top dollar for their skills. While the number of available positions for these skills is generally low, the companies that need them are willing to pay competitively for the right candidate.

The best part about recruiting is helping people find the “right” job – a combination of interesting work, personal growth, and great company environment. Most recruiters live to celebrate that moment with each person they help place. While there can be hiccups along the way and the process can feel a bit confusing at times, it is in your best interest to get to know a few recruiters in your area and try to develop relationships with them.  Remember that they are people too, and the best way to stand out is to be polite, professional, and engaged in the process of finding your next position.

The post Top Misconceptions About Recruiters, Explained appeared first on Mac's List.

Get Focused, Get Certified, Get the Job: Cheryl Curry’s Job Search Success Story

There are two parts of every successful job search. First, you need to figure out what you really want to do in your career. Then you need a plan to get the experience, training, and connections that will help you reach your goals. Mac’s List reader, Cheryl Curry, followed this exact roadmap in finding her job as a Training and Support Specialist. Here’s Cheryl’s story. 

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

I create and share resources, to solve problems and empower people. Often, this is through “point-and-click” development on a platform called Salesforce. I recently joined the nonprofit Grounded Solutions Network, where I support the HomeKeeper app to help housing programs track their data and their impact.

How long did it take you to find this job?

I consider my job search to have lasted a full year. During that year, I was continually trying new tactics, and talking to trusted friends and professional contacts. When I applied to this job, I felt prepared by my prior experiences.

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

I found this job from a longstanding email alert on Idealist! However, I also consciously sought out people whose work I found intriguing. I attended specific networking events (such as PDXWIT), and subscribed to inspiring email lists, like Fairygodboss.

To work with Salesforce, I knew it was important to become a Certified Administrator. I first took this exam in December 2016, and was disappointed when I did not pass. However, I learned many people I admired had not passed that exam the first time.

In January 2017, I earned a spot in an online study group, which was invaluable. I passed my Certification Exam in April 2017. (For the Salesforce Community – follow Deepa Patel!)

These activities reminded me why I was interested in finding a new role, and exposed me to ideas that kept me motivated.

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

I had to constantly remind myself why I was seeking a new role. I was safe and comfortable in my company, and grateful for that. But I wanted to be challenged and do mission-focused work. I started writing out my thoughts in a stream-of-consciousness style to work out my discomfort and plan next steps. I have done this online (750words.com), but now I typically write 1-3 pages by hand (after I learned about “morning pages”).

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

Hold yourself accountable to pursue your goal. For example – ask a peer to be your “accountability buddy” and check in regularly. My accountability buddy and I would share job search stories, then look for each other’s patterns or opportunities. This relationship was very grounding, and we still cheer for each other.

Why do you love your job?

I love helping people solve problems big and small, and I’m honored to work alongside passionate people.

Want to learn more about Cheryl? Connect with her on Twitter and LinkedIn!

The post Get Focused, Get Certified, Get the Job: Cheryl Curry’s Job Search Success Story appeared first on Mac's List.

The Case for Salary Transparency

This might be controversial advice, but employers should always include a salary range when posting a job.

The modern trend of advertising a job without a salary attached is hurting both job seekers and hiring organizations. A little history: It was common to include salaries when jobs were advertised mainly in newspapers. This was still generally true in the early days of internet postings. Some point to the Great Recession as the start of job ads being posted without salary information. “DOE” or “Competitive salary offered” became the norm. Companies were being flooded with overqualified applicants willing to settle in a tough economic environment, and realized they didn’t need to show salary ranges to get applicants.

But things have changed. So why don’t modern employers share what they plan to pay new hires? When you ask companies who currently don’t post salary ranges, you’ll hear a range of reasons:

They don’t want to alert competitors to their super-secret pay practices.
It’s organizational policy (closely related to: “We’ve always done things this way.”).
They’re willing to pay more than the range would suggest for the right candidate.
They think candidates only see the top end of the range.
Other companies don’t post their salary ranges.
Pay inequity would be broadcast internally (a.k.a.: “We don’t want our current employees to know we’re paying new hires more.”).
They actually don’t pay that well and don’t want to scare candidates off before they apply.
They want to attract candidates who care more about fit than money.

Let’s be honest about hiring: most every company would like to to reduce its overhead and hire as cheaply as possible. The cynical reality is that, if your company can pay someone $42,000 to do a job instead of $60,000, you will probably do that. But this is a short-sighted win.

In the long run, companies who fail to tie salary ranges to job titles and share them publicly are behind the curve, and they’re probably losing money as a result. There are a few key reasons why not posting salaries is generally bad practice.

Why Salary Secrecy Hurts the Bottom Line

Besides the upcoming implications with the Oregon Equal Pay Act, the disregard of a company’s human capital makes bad business sense. A recent Society for Human Resources Management (SHRM) survey found that two-thirds of employees rank compensation as very important to job satisfaction. How is a job seeker supposed to evaluate the role if a crucial piece of information is withheld from the posting?

There are plenty of reasons why you should include salary ranges in job listings:

Get more applicants – Job postings that include salary ranges get 30% more applicants because job seekers don’t want to waste their time on applications that go nowhere.
Avoid losing finalists due to salary surprises – Hiring managers don’t want to come down to the 11th hour only to lose a final candidate who won’t take a pay cut.
No job salary is completely “DOE” – There’s usually some kind of budget, and paying new employees within a stated range retains new talent and maintains internal equity. If a company is willing to pay more for the right applicant, it can always include a “+” on the high end of their range.
Pay transparency is trending – Having and honoring a salary range results in greater wage parity for women and people of color (POC). Minority professionals often don’t ask for more and are penalized when they do, either at the point of hire or throughout their tenure with the organization. If you’re looking to increase diversity at your company, pay transparency is a great place to start.
Secrecy and low pay begets high turnover – If you don’t share salary ranges when hiring, your company might pay less in salaries in the short term, but you shouldn’t be surprised when you’re unable to retain employees over time. Think of all the time and energy  you spend recruiting and training! Estimates say the cost of employee turnover is 150% of a candidate’s annual salary, and more senior positions can take upwards of 6.2 months on average to become productive.

Why Employers Should Post Salary Ranges

We live in an era of increased salary transparency in the hiring marketplace. Job seekers use salary tools like PayScale and Glassdoor, which have become increasingly accurate and targeted. Professionals know what they’re worth, and they are increasingly empowered to avoid companies that aren’t transparent about pay.

Because pay is the most tangible way a company shows an employee how they are valued. An educated prospective employee is going to know what a competitive salary looks like. Hiding your range is a disservice to them, current employees, and the broader economy.

On the other side of the coin, there are arguments against pay transparency. For companies, keeping salaries (including new jobs postings) secret means their current workers are less likely to be angered over poor pay, demand a raise, or flee to a competitor. All of these actions would force companies to increase wages anyway.

However, that kind of secrecy also sounds like the breeding ground for an unengaged workforce.

The arguments against pay transparency ring increasingly hollow given research into the benefits of cultivating a happy, engaged workforce. Today’s job seekers are seeking authentic, mission-driven companies, and salary transparency is becoming a baseline expectation.

Ultimately, posting salary ranges when you hire is a huge step towards a healthier, more ethical work environment. When you’re open about what you pay, your current and future employees will be engaged in their work for your company. And that’s a great foundation for future success.

The post The Case for Salary Transparency appeared first on Mac's List.

Worth the Extra Effort: Terri Johns-Avery’s Job Search Success Story

If we had to distill the entire Mac’s List job search philosophy into two words, they would be “focus” and “networking.” Mac’s List reader, Terri Johns-Avery, used these two tactics to land her dream job as a classroom nurse for Beaverton School District. Here’s her story.  

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

I work for the Beaverton School District as a classroom nurse. I am privileged to work with medically fragile students in the schools.

How long did it take you to find this job?

It took me at least six months; but once I zeroed in and focused on the opportunity, it was actually about two months.

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

This job was recommended to me by a friend, which totally reinforces the idea of networking to get your employment desires out there.

At the same time, timeliness is a huge issue. I missed an email regarding a position with more hours at the District. If I had been more attentive to my email at the time, I would have had a good chance at the earlier position.

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

The most difficult for me was finding my niche, where I could work with children and do the work I love.

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

Visualize what you want and share that with those you know. Continue the networking, including on LinkedIn, even if it takes you out of your comfort zone. It is sooo worth the extra effort!

Why do you love your job?

I enjoy working with children so much, especially in the school system, where our focus is on health promotion for each student. My favorite aspect of health care as a nurse is health promotion, so this position is right in line with my goals.

Want to learn more about Terri? Connect with her on LinkedIn. 

The post Worth the Extra Effort: Terri Johns-Avery’s Job Search Success Story appeared first on Mac's List.

What to Write in Every Cover Letter: A 7-Step Checklist

What is the tried and true wisdom for writing good cover letters? Maybe it’s, “Show, don’t tell!” We’ve all heard this old advice about writing. And we also know you’re supposed to proofread your application materials until you’re cross-eyed. But beyond displaying your brilliance in an error-free letter, what else should you be including in the all-important cover letter?

Simply put, a good cover letter tells your story effectively to an employer. Each cover letter you write should be customized for the job you’re applying for, but following a few common standards will keep you honest. Don’t miss a simple thing again with this list of the elements you should include in every cover letter.

Use the hiring manager’s name

Always address your cover letter to an actual person, not the generic “To Whom It May Concern.” How are you supposed to get the hiring manager’s name, you ask? Surf the company’s website, dig around in LinkedIn, find someone you know at the company and ask them, or just try the old-fashioned method and pick up the phone and call. If you are pleasant to the receptionist, he or she might be willing to give you a name. It may take a little sleuthing, but the end result can pay off in spades, as your materials will go straight to the decision maker instead of getting stuck behind one or more potential gatekeepers.

Write a compelling opener

Hiring managers are only human, and most are tired of seeing a boilerplate “I’m writing to apply for so-and-so position with your company.” Writing a cover letter is a lot like writing a news story – you need to hook your reader early and persuade them to keep reading. The best way to get the manager’s attention is to quickly demonstrate what you can do for them. Use the intro to show how you can help them with whatever problem they’re trying to solve by hiring for this position.

Prove you understand the job

Recruiters and hiring managers want to see that you have done your homework and understand the company’s goals. Show that you’ve read the job description. Examine the listing and then reiterate key points and the organization’s needs in your cover letter so that they know you get it. If you can go beyond the job description with your company and industry research, even better.

Connect the dots: your skills to their needs

Here is where you need to explain how your experience and skills will serve the organization in this role. Paint a clear picture of how you can help them. If your experience isn’t exactly what they’ve asked for, you need to explain why they should still consider you and how your skills measure up. If possible, demonstrate an idea you have for specifically helping the company grow and succeed. Make sure your ideas and examples of work experiences are directly relevant to the company’s needs.

No more Me, Me, Me!

Write more about how you’ll contribute, and less about what you’re looking for. The hiring manager doesn’t really care about how you spent your gap year trying to find yourself. He or she has a pressing problem to solve, or the company wouldn’t be looking to hire a new employee. So focus on trying to find the employer’s pain point, and then show them how you are the person to address it.

Close with an opening

Keep it short and sweet. Invite them to call or email you to discuss the opportunity further – and include that contact info!

Match styles with your resume

It’s so easy to create a professional impression by simply matching your cover letter to your resume. Use the same fonts, font size, formatting, and paper (if submitting a hard copy version). Avoid quirky fonts that can look unprofessional. Also make sure that the information presented in both documents is up to date and consistent. A cover letter and resume that match in appearance and content send a message that you are attentive to detail.

I know, the list above might seem like a lot. It’s significant territory to cover in a few short paragraphs. If it helps, here are a few cover letter templates to get you started, but be sure to customize the text to make sure the writing sounds like you. The key to cover letter writing is about getting the employer’s attention and showing them you’re A. right for the job, and B. professional and prepared. Once you’ve got one or two well-written cover letters under your belt, you will be in a much better position to tailor the next documents to new opportunities. A well-crafted cover letter may not actually land you the job, but it can persuade the right employer to give you serious consideration!

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Eliminate Manual Hiring Processes: The Value of an Applicant Tracking System

Hiring is a critical task in any organization. You simply can’t succeed without the right employees.

But the actual process of hiring—sourcing talent, reviewing applications, moving candidates though the interview process—can be a huge challenge. (I know… hiring a new employee for my small businesses can feel like a full-time job!)

One way to streamline the hiring process is by using an applicant tracking system (ATS) to manage candidates. Even small organizations can benefit greatly from these simple systems that automate key parts of talent acquisition.

However, there are hundreds of ATS products currently available. Each system has its strengths and weaknesses and the particular features offered by each vendor can range from “mission critical” to “worthless.”

How do you find the ATS that best fits your needs and addresses your hiring pain points?

I recently teamed up with HiringThing to present a informative webinar for employers about how ATS systems can improve efficiency and reduce the headaches of hiring. We discussed the value of adding an ATS to your hiring process and critical factors to look for when selecting an ATS provider.

If you’re just getting into the market for an ATS – or if you’re just looking for a faster, easier way to hire – get started by watching this 35-minute webinar.

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Networking to Find The Right Fit: Karly Osten’s Job Search Success Story

Karly Osten started her job search the way most people do: by casting a wide net and looking at jobs online. But she started getting better results when she focused her goals and began networking in her field. Here’s Karly’s story of how she overcame obstacles and landed a job as a Paid Search Specialist at Logical Position. 

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

My background is general digital marketing; I worked as a project manager for web design and development companies, and most recently was the marketing coordinator for an industrial hygiene and environmental services consulting company. At this current role at Logical Position, I’m really diving into paid search campaigns for Google and Bing.

How long did it take you to find this job?

I’ve been looking since the beginning of 2017, initially for marketing roles in the outdoor retail market. In July and August, I decided to look for something more specific and specialized in marketing. I applied for a job at Logical Position at the beginning of August, met several current employees at the SEM/PDX Rooftop Party mid August, interviewed, and was offered the position mid-September.

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

I found this job on LinkedIn but really think it helped to meet the employees at the networking event. Other resources included Mac’s List, PDX Pipeline, Indeed, Monster, and attending networking events. I feel that attending networking events helped the most, as I got to meet folks face to face, talk to acquaintances, and learn about roles and different aspects of marketing to determine what would be an ideal fit for me.

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

The time it takes to find a job was a struggle! Also, having limited experience in all things marketing instead of specializing in one area. Most people look for years of experience, which can be hard to come by. I overcame this by talking with other marketing professionals about various aspects of marketing, networking like crazy, and trying to learn skills at my previous job in order to increase chances of getting hired.

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

Network, network, network! The more people you know, the better your chances are for getting a job, especially in Portland. Go to networking events and do informational interviews with folks in departments or companies you’re interested in working for. Buying someone a $4 cup of coffee can really pay off. People love to talk about themselves and it’s a great way to learn more about the industry. Plus, getting your face in front of people has a longer lasting effect than just seeing your name at the top of a resume. It helps them remember you when they hear about jobs that you are a potential good fit for.

Why do you love your job?

It’s fast-paced, full of young, energetic workers like myself, and is structured in a way that fits me. The company culture is great and, for me, it’s an exciting industry: data-driven but also filled with a lot of ambiguity so you have to be smart and make good decisions.

Want to learn more about Karly? Connect with her on LinkedIn, Instagram, or her professional website, fervent-fernweh.com

The post Networking to Find The Right Fit: Karly Osten’s Job Search Success Story appeared first on Mac's List.

3 Steps to Get a Flexible Schedule

If you were to write a wish list describing your dream job, would a flexible work schedule come to mind? While 9-to-5 workweeks in the office were once the norm for American workers, employers are increasingly offering flexibility as a job perk. It’s more common – and easier – than ever for organizations to opt for remote teams and flex scheduling thanks to the convenience of communication tools like Skype and Slack. Likewise, the explosion of the gig economy in recent years has normalized work-from-anywhere careers that let employees set their own schedules. But it’s hard to figure out how to get a flexible schedule when your current company doesn’t have a policy on remote work.

A recent study found that 97 percent of surveyed employees reported that a flexible work schedule would raise their quality of life. So if you are in the middle of a big career change, you may be looking for a way to start your next chapter with flexible working hours. But what if you are happy with your current role and don’t want to jump ship just because of your preference for a bit more autonomy with your schedule?

If your current employer doesn’t offer flexible scheduling, but you want to adjust your schedule to better fit your life, there are a few things you can do to prove to your boss that a flex schedule will work for the organization as well as for you. Whether you want to work from home more often or you’d like to optimize your calendar to balance work and family life, there are a few things you can do to transform your work schedule from fixed to flexible.

Be a self-starter to build trust with your employer

As with any relationship, it is important to build a solid foundation of trust with your employer before making any special requests like a flexible schedule. Before you approach your employer about changing your hours, spend at least a few months demonstrating that you are a dedicated self-starter who can get excellent work done with minimal supervision. Meet your deadlines and contribute positively to company culture. You also need to show your boss that you communicate effectively and proactively. You’ll become known as a responsible, self-managing professional, and your boss will be less likely to worry about you working outside the office.

Make a plan for your flexible schedule

It’s easier to say yes to a specific plan than a general idea. If you approach your boss with a well thought out plan, you’ll be helping them realize that you have already put the work into figuring out how to sustain or improve your job performance under your proposed schedule. Specificity also gives your boss something to work with. If you would like to propose converting your job to a fully remote telecommuting position, for example, you might explain how you plan to stay on task and in the loop. Go out of your way to answer that unspoken question: “Do remote workers actually get work done?” Your employer may have adjustments to make to your idea, but it’s important that you come in with a structured proposal for how this arrangement will work for your employer as well as for yourself.

Pitch your remote work vision to the organization

Once you have dedicated an ongoing effort to building trust with your employer and developing a concrete plan to succeed with your proposed flexible or telecommute schedule, it’s time to take action. Set a meeting with your boss to discuss your schedule. Concisely share your reasons why you need a new, flexible schedule, but focus on presenting your plan for how work will get done on this new timeline.

It can be daunting to prepare to negotiate a flexible working schedule. But if you can demonstrate how you plan to excel in your position moving forward, you’ll have a strong case to support a flexible schedule that offers you work/life balance and better career satisfaction.ffff

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Using Job Search Lessons to Build a Career: Lori Aoki’s Story

Lori learned a lot from a year-long job search after moving to a new city. Though the search was discouraging at times, she found ways to build resilience while improving her networking strategy and her application materials. Then, when she was ready to move into a new role, her network came out to help, putting her in contact with a new organization where she gets to use the job search lessons she learned to recruit staff for The Vancouver Clinic.

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

I joined The Vancouver Clinic in April 2017 as a Provider Recruiter.

How long did it take you to find this job?

Not long; the job found me! The process took about three weeks from the time I heard about the job, applied, interviewed and was hired.

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

A friend of mine told me about the position and recommended me to the hiring manager.  It proves to me that networking really works. It’s often who you know and not what you know that leads to success in the job market.

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

When I first moved to Portland in 2013 it took me a year to find a job. I got a lot of leads from Mac’s List, I attended the networking events Mac’s List hosted, and read whatever I could about job hunting in Portland. I went on several first interviews, but didn’t have the right skill set to make it to the final round. I got a lot of practice with writing cover letters, tuning up my resume and interviewing, which was extremely valuable.

Job searching can be downright depressing when you keep getting rejection letters. I read somewhere that 25% of people who are hired end up quitting in the first year. That’s what happened in my situation: I had been a finalist for the Physician Liaison job with Adventist Health, but I wasn’t hired. I continued to check the website for openings and saw that six months after I didn’t get the job, it was posted again. I applied a second time for the same job and got hired.

I got a promotion while I was with Adventist Health that ended up not being a good fit. Once I recognized this, I put the word out to my network of colleagues and friends that I was looking for a new position and landed my current job.

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

Be resilient. Acknowledge that job hunting is hard. Learn from every stage of the job search process. Get support from friends and family.

Why do you love your job?

I hire people for a living and match them to their dream job. That feels really great. I’m also hiring people who are going to impact the future of my organization. It’s challenging to find the right skillset and cultural fit, but when it happens, it’s awesome.

The post Using Job Search Lessons to Build a Career: Lori Aoki’s Story appeared first on Mac's List.