Mac Prichard's Blog, page 4

Exploring New Horizons: Rowena Paz Norman’s Job Search Success Story

Meet Rowena Paz Norman, the Strategic Planning Manager at Tillamook County Creamery Association (TCCA). In this job search success story, Rowena shares how she transitioned from a career in sales to strategic planning. Through graduate school, experimentation, and a willingness to take risks, Rowena found fulfilling work in strategy and shares valuable advice for job seekers seeking to make a career change.

What do you do for a career? 

I am a Strategic Planning Manager who leads company-wide strategic planning and review processes to ensure the organization maximizes its long-term goals and stakeholder impact. I also manage and provide insight into strategic growth and business development initiatives to support long-term ambition and growth. For example, I am part of a team leading our international exploration. Very interesting problems to solve!

Who do you work for? 

I work for Tillamook County Creamery Association (TCCA), a farmer-owned co-op founded in 1909 that makes incredible dairy products. My favorite is our Tillamook Mudslide ice cream!

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

For 13+ years, I was in business development and sales in emerging markets at Google and Feeding America. Even though I “climbed the ladder,” I was unfulfilled and wanted more from my career.

After taking courses at Portland Community College, I decided to return to school full-time and get my MBA at Portland State University with the hope that graduate school would open new opportunities. To make a career change, I experimented through my classes, school projects, internships, and networking. Experimentation helped me discover what I liked or didn’t like and gain new skills.

I also utilized school internships to experiment. While it was scary starting over as an intern (especially at 36 years old!), my internships were transformative experiences. I’m grateful for my internships because they gave me humility, focus on learning, and the ability to experiment with changing careers in a low-stakes way. My internship in strategic planning at TCCA actually resulted in a full-time offer for the work I do today!

How long did it take you to find this job? 

Two weeks or two years, depending on how you look at it. 

I interviewed and accepted a full-time offer during the last two weeks of my internship. The internship allowed me to show TCCA and its leaders that, though I didn’t have formal strategy experience, I am smart and hard-working. I am grateful that my manager saw my potential, and the success of the internship led to my full-time position.

The two years are the time I spent in graduate school experimenting with new career options and growing emotionally. Internships, coursework, and school projects allowed me to test out different careers and industries in a low-risk way. My leadership classes and therapy also supported my emotional growth to take risks and change careers.

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

The uncertainty of what comes next can be terrifying. Sticking to what is known, while unfulfilling, can be easier. I sometimes wonder if I stayed in sales, would I be a vice president and make much more money? But then I realize how miserable I would be because the work was no longer interesting and challenging.

Recognizing that my worth is not derived from my work and that my title and paycheck do not determine my value gave me the ability to take the risks necessary to seek more fulfilling work. Strategy, innovation, and operations –– this stuff is fascinating, and I am thrilled that at TCCA, I get to develop these skills every day. 

I will note that starting over in a new career and industry is hard. It is humbling. I was great at what I did in my previous work; success was clearly defined, and I knew how to win. With my new career in strategy, there is no clear win, and the work is more about influencing others. There is so much I do not know and cannot control. However, growth happens in the discomfort.

I would not want it any other way.

What is the single best piece of advice you would offer other jobseekers? 

Give yourself the emotional and financial space to experiment and take risks with your career.

Recognizing that your salary and title do not determine your value gives you the freedom to pursue work that is interesting and challenging. The most valuable job title I have ever had was “intern” because it gave me the humility to recognize that my work is not my worth. This emotional space opened the door for me to pursue work that was interesting and aligned with my values over a fancy title.

Beyond the emotional space, financial space is also important to be able to experiment and take risks with your career. Living below your means gives you the freedom to make career choices that are not driven by finances. My husband and I made lifestyle and financial choices so that it was possible for me to go back to school and make career choices where money wasn’t the determining factor.

I’m grateful for the emotional and financial freedom to experiment and take risks with my career. 

Why do you love your job? 

I love my work because I help shape the future of an organization that has the heart and charm of a small nonprofit and the vision and ambition of a Fortune 100 company. I am developing my strategy, innovation, and operations skills to help me reach my long-term goal of starting my own business. As I do this work, I am surrounded by people who are smart, driven, and kind and love to eat as much as I do. Also, all the free cheese and ice cream is always a plus.

Everyone’s job search story is different, but each individual story can inspire and empower others who are on their own unique path. We love to hear how our readers have found rewarding careers in Portland, and we want to share these stories with you to inspire you in your job search and to help us all better understand the local job market!

The post Exploring New Horizons: Rowena Paz Norman’s Job Search Success Story appeared first on Mac's List.

2023 Oregon and Washington Employer Survey Highlights Local Job Market Changes

Does the job market feel different to you compared to four years ago? 

You’re not alone.

Unemployment rates in Oregon, Washington, and across the United States remain at historic lows. And the current labor shortage shows no sign of slowing soon. 

But it’s not only the unemployment rate that has changed since the start of the COVID-19 pandemic in 2020. 

For many professionals, how you work, where you do so, and what you can expect when you look for a job has shifted fundamentally. 

Employers have embraced hybrid and remote work, and job seekers continue to hold an advantage in the current labor market. 

And more change is coming. Transparency in job postings and employee satisfaction will be key factors in shaping the future of work in the Pacific Northwest and elsewhere. 

A new annual survey from Mac’s List outlined in the Oregon and Washington Hiring Report 2023 confirms these transformations in both the workplace and the job search. From June 26 to July 26, we surveyed 115 employers in Oregon and Washington across various industries.

Here’s what these local employers told us: 

Key Findings from the Mac’s List Employer Survey 2023Hybrid and remote work is the new normal: 50% of surveyed employers plan to hire hybrid or remote workers in the next 12 months. This marks a significant shift from the pre-pandemic era when only 9% of Portlanders worked remotely in 2019. In 2023, 12.7% of U.S. full-time employees work from home, with 28.2% adopting a hybrid model. By 2025, an estimated 36.2 million Americans will work remotely, emphasizing the role of adaptability and technology in reshaping the modern workplace.Job seekers maintain their advantage: Employers continue to find it challenging to identify the right candidates, with 56% of respondents citing this as their biggest hiring challenge. The job market remains favorable for job seekers, as 53% of surveyed employers foresee no significant changes in the job market in the coming year.A strong job market ahead: 80% of employers state that they plan to hire new workers in the next 12 months, aligning with labor market analysis projecting job growth in Oregon and Washington. These opportunities reflect optimism about economic growth and demand for diverse skills.Salary transparency is the norm: In a significant shift, 90% of respondents now include salary information in their job postings. This trend toward transparency aligns with national changes and benefits job seekers by reducing wage gaps, clarifying expectations, and streamlining the recruitment process.The Great Resignation eases: The trend of employees leaving their jobs in large numbers has receded, with 51% of employers reporting that retention rates are about the same and 23% indicating higher retention than usual. This suggests that businesses have adjusted to the evolving labor market with improved retention strategies and better working conditions.Download the Oregon and Washington Hiring Report 2023

By completing this form, you’ll be added to our monthly employer newsletter, with other valuable hiring resources. Don’t worry, you can unsubscribe at any time! 

 

 

The post 2023 Oregon and Washington Employer Survey Highlights Local Job Market Changes appeared first on Mac's List.

How to Embrace Authenticity: Shae Noble’s Job Search Success Story

Meet Shae Noble, the Interim Chief People Officer and Senior Vice President of Human Resources at Pacific University. In this job search success story, Shae shares how she embraced authenticity and leveraged LinkedIn and personal outreach in her search.

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

I am a passionate HR professional who leads with purpose and impact, having worked with companies around the world. Strategic and innovative by nature, I love to transform culture by aligning employee experience and optimizing people operations. I am recognized for my unique approach to human resources, which includes people-first, trauma-informed leadership with an emphasis on human connection to maximize business growth and stability.

Essentially, “I grow your business through pampering your people and protecting your ass…ets!” Currently, I am serving as the Interim Chief People Officer and SVP of HR at Pacific University, where I have provided stability and strategic leadership through the search process for a permanent replacement. As I onboard the new CPO, I am actively searching for my next fractional or full-time role.

How long did it take you to find this job?

It took me about six weeks to find this role.

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

I found my job by leveraging LinkedIn and my personal network. The first step I took was reviewing my resume and scratching anything I had done previously that I wanted to avoid repeating. I amplified the projects that were my sweet spot and ensured my branding documents aligned with what I wanted to do in the future. I cast my net wide and did a combination of applications, personal outreach, LinkedIn posts (for visibility), and registering with recruitment firms. 

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

The most difficult part of my job search was determining how I wanted to market myself. The HR field has changed so much and has so many components that it felt like the words I used to promote myself would determine the type of companies or roles I would attract. Learning to lean into imperfection was incredibly important for putting myself out there and not sweating the small stuff. I find the more I post authentically on sites like LinkedIn, the more I am attracting the type of roles and companies I am interested in working with. 

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

Hone in on your superpower trifecta, including who you are, what you value, and the type of company you want to secure an interview at. Then, ensure your branding materials (i.e., your resume, LinkedIn profile, portfolio, etc.) reflect those sentiments. As a certified recruiter previously, I’ve observed the employment market become highly specialized, and to land an interview at your dream job, you need to cater to the role you want to attract.

Why do you love your job?

I love my job because of the direct impact I can have on employee experience and company culture. It is fulfilling to see individuals take pride in their work when they know the organization and their direct manager support them and set them up for success. I especially enjoy mentoring young professionals and helping managers find new ways to foster collaboration among their teams. Ultimately, I believe in the power of human connection to transform the workplace, improve our net-promoter scores, and increase overall job satisfaction. Contributing to a purpose-driven and community-minded organization’s success is incredibly rewarding. 

Everyone’s job search story is different, but each individual story can inspire and empower others who are on their own unique path. We love to hear how our readers have found rewarding careers in Portland, and we want to share these stories with you to inspire you in your job search and to help us all better understand the local job market!

The post How to Embrace Authenticity: Shae Noble’s Job Search Success Story appeared first on Mac's List.

Dust Off Your Resume: Amanda Green’s Job Search Success Story

In this job search success story, Amanda Green, director of finance and administration for Oregon Consumer Justice (OCJ), shares how word of mouth and support from friends and a recruiter played a pivotal role in her quick, successful job search.

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

I’m a CPA specializing in nonprofit financial leadership. I work for nonprofits with missions that are aligned with my personal values. I currently work as the director of finance and administration for Oregon Consumer Justice (OCJ). 

How long did it take you to find this job? 

This particular job hunt was relatively quick. I wasn’t exactly on the market, but I had two friends who were familiar with my background and interests that saw the job with OCJ posted on Mac’s List, told me it was a perfect fit, and encouraged me to apply.

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

The only resource I used for this job was word of mouth, which led me to the Mac’s List listing. I think the resource that helped the most was talking through the job posting with the recruiter I worked with and the interview process itself. I was able to clarify my understanding of both the job and the organization so that I knew it was a good fit for my skill set and professional personality.  

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

Getting my resume in shape was a bit of a bear. I wasn’t looking, so I needed a quick turnaround when I discovered this job. I had a few friends help me edit it. I also worked with a recruiter working for the organization I applied to who gave me feedback on my resume and helped me prep for the interview process. 

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

Dust off your resume, as you never know when the right job will find you. If you are actively searching, put it out there to all of your friends and networks. They might be the people that lead you to the job. Also, consider working with a recruiter. They will do a lot of the legwork for you and even help you with your resume, which is invaluable. 

Why do you love your job? 

My team! I work with an amazingly talented and values-aligned group of people. That’s rare and wonderful. I’m so excited about the work we’re doing together. 

Everyone’s job search story is different, but each individual story can inspire and empower others who are on their own unique path. We love to hear how our readers have found rewarding careers in Portland, and we want to share these stories with you to inspire you in your job search and to help us all better understand the local job market!

The post Dust Off Your Resume: Amanda Green’s Job Search Success Story appeared first on Mac's List.

Keep Your Chin Up: Amelia Johnson-Lewis’ Job Search Success Story

In this job search success story, Amelia Johnson-Lewis, marketing director for Corios, shares how to be your own source of encouragement and maintain a positive attitude during a job search.

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

I am a career marketing professional working as Marketing Director for Corios, a management analytics consulting firm in Portland, Oregon.

How long did it take you to find this job?

In February 2022, after consulting for about 15 months, I once again considered the idea of seeking a permanent role in senior-level marketing. Over the course of six months, I went from curious to candidate to hired following interviews with three companies.

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

I have used LinkedIn exclusively to find my last two full-time roles – this position with Corios and my previous full-time position at Intel. In both cases, LinkedIn made things simple, from application to leveraging my network of contacts for research and referral as I progressed through the hiring process. From an approach standpoint, the most valuable tactic I trust is establishing goals and criteria for the ideal role and employer before I start a search. Deciding upfront makes choices easier and helps me hold strong against the temptation to give in on non-negotiables, whether evaluating a job and description, interviewing, or considering offers.

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

Frankly, the hardest part of the job search remains the hit to self-esteem and keeping imposter syndrome at bay. One would think that with experience and wisdom, those might be in the rearview mirror. Nope. Fortunately, there are so many great resources to find perspective on these two things in podcasts and blogs that just didn’t exist when I started my career. And it’s so valuable to pursue that kind of insight and prepare yourself; even with a strong resolve, it’s easy to be caught off guard by ‘left field’ feedback or worse – no feedback or follow-up at all. Make it a part of the pre-job search plan: declare you will move forward and not let it distract from your confidence in your skills and capabilities.

What is the single best piece of advice you would offer other jobseekers?

It sounds cliché, but “keep your chin up.” Be your own source of encouragement and maintain a positive attitude. It pays dividends when it’s time to tailor a version of your resume, write a cover letter or submit a job application form. And it comes across to the people in your process, from a recruiter to those in your network and those who may hire you. When in doubt, return often to the goals you set up front to remind yourself why you’re in this hunt, and then smile.

Why do you love your job?

I love working in marketing today for the same reason I originally pursued a career in journalism and PR: the storytelling and opportunity to combine creativity with problem-solving. And I love my current role, where I get to lead marketing strategy while also keeping my hands in the “work.” I value staying fresh on marketing trends, and the transformation that AI is driving in marketing, I believe, will make branding and selling more human for the opportunity it offers to shift our focus away from the mundane and back to the magic of it all.

Everyone’s job search story is different, but each individual story can inspire and empower others who are on their own unique path. We love to hear how our readers have found rewarding careers in Portland, and we want to share these stories with you to inspire you in your job search and to help us all better understand the local job market!  

The post Keep Your Chin Up: Amelia Johnson-Lewis’ Job Search Success Story appeared first on Mac's List.

How ChatGPT Can Help You Craft Engaging Job Listings to Attract Top Talent

Attracting the right talent in today’s competitive job market can take time and effort. As an AI language model, ChatGPT can assist you in crafting engaging job listings that capture job seekers’ attention and entice them to apply. 

Before leveraging ChatGPT to craft job listings, ensure you clearly understand the position you want to fill. Identify the key responsibilities, required skills, qualifications, and any specific attributes you seek in a candidate. Here’s how ChatGPT can lend a helping hand in crafting engaging job listings.

Understand your target audience.

To create job listings that truly resonate with potential candidates, it’s crucial to understand your target audience. ChatGPT can analyze and interpret the characteristics and motivations of different candidate profiles, helping you tailor your job listings accordingly. By understanding the audience’s interests, aspirations, and pain points, you can create job listings that resonate with potential candidates.

Craft clear and compelling job titles.

The job title is the first thing that catches a job seeker’s eye. It should accurately reflect the position and entice candidates to learn more, striking a balance between clarity and intrigue. ChatGPT can generate creative and attention-grabbing job titles, incorporating relevant keywords to ensure maximum visibility in search results. 

Write engaging job descriptions.

Job descriptions play a pivotal role in capturing job seekers’ attention. ChatGPT can assist you in writing informative and captivating job descriptions. It can also help you refine the language and structure of your job listing, ensuring it’s clear, concise, and effectively communicates your requirements while avoiding jargon that might confuse potential candidates.

Showcase company culture.

Job seekers often seek organizations that align with their values and preferred work environment. Incorporating information about your company’s culture, values, and mission can make the job listing more appealing. ChatGPT can help you highlight these aspects, allowing job seekers to understand the company’s ethos and envision themselves as part of the team.

Highlight growth opportunities.

Top talent seeks opportunities for professional growth and development. Employers can utilize ChatGPT to articulate the potential growth prospects associated with the advertised role. By highlighting opportunities for advancement, skill-building, and learning, employers can attract candidates eager to progress in their careers.

Emphasize inclusive language and diversity.

Promoting diversity and inclusivity is a critical aspect of modern job listings. Employers must adopt inclusive language that appeals to a diverse pool of candidates. ChatGPT can suggest inclusive terminology, steer you away from biased language, and help you foster an inclusive environment through your job listings. 

Optimize for SEO.

ChatGPT can assist you in identifying relevant keywords and incorporating them throughout your job listing. By optimizing your job listings for SEO, you can increase your visibility and reach a larger audience.

Answer Candidate Questions.

Chat GPT can include a section in your job listing that addresses common candidate questions or concerns. It can provide pre-written responses to FAQs, saving applicants and your HR team time.

Provide a call to action.

Encourage potential candidates to take action by including a clear call to action at the end of the job listing. This can be a simple instruction to apply, contact HR, or visit the company’s website for more information.

While Chat GPT can provide valuable assistance, reviewing and tailoring its generated content to align with your company’s voice and values is important. If you want to refine or enhance certain sections of the job listing, you can use ChatGPT to generate alternative wordings, rephrase sentences, or seek suggestions for improvement.

Ready to ensure your listing reaches its intended audience? Check out our blog post about creative strategies to market your job listing.

The post How ChatGPT Can Help You Craft Engaging Job Listings to Attract Top Talent appeared first on Mac's List.

Staying Open and Curious: Bridget Bimrose’s Job Search Success Story

Everyone’s job search story is different, but each individual story can inspire and empower others who are on their own unique path. We love to hear how our readers have found rewarding careers in Portland, and we want to share these stories with you to inspire you in your job search and to help us all better understand the local job market! In this job search success story, Bridget Bimrose, associate dean of admission communications and special projects at Reed College , shares how staying open, curious, and adaptable has served her in her career.

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

I am currently the Associate Dean of Admission Communications & Special Projects at Reed College, located in Portland, Oregon. In my role, I am responsible for developing and implementing comprehensive marketing and communication strategies for various groups in the admissions process. This involves overseeing the creation and distribution of compelling content across multiple channels with the ultimate goal of improving yield and conversion rates. Additionally, I work to cultivate strong relationships with key vendor partners to enhance the visibility and reputation of the institution within the higher education community.

How long did it take you to find this job?

Actually, I wasn’t actively seeking a new job at the time. I was already employed and enjoying a successful career in the private sector, specifically marketing affinity member-based travel programs at Criterion Travel. However, I’ve always valued staying informed about the job market and keeping up with professional development opportunities. That’s why I have been following Mac’s List and occasionally scanning their email outreach and special-interest articles. For me, it’s just good business to stay in tune with industry trends and job-related news.

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

For me, networking and meeting new people has always been a priority. I don’t limit myself to niche or industry-specific connections, either. I currently serve on the board of the Goose Hollow Foothills League neighborhood association, and I make it a point to attend at least one professional development or networking event each month. I believe in taking a multidisciplinary approach to both my career and education, and I stay genuinely curious about business models and career paths. In my experience, opportunities can present themselves in unexpected ways, so it’s important to stay open and adaptable.

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

I think the most difficult part of the job search process is being honest with yourself about your non-negotiables. It can be challenging to balance your desire to be employed with expectations around remote work or bandwidth requirements. For me, it was important to think through the impact a new role would have on my quality of life before rushing into anything. At this point in my career (I’m in my 40s), I’ve only worked for two employers, and I take those commitments very seriously. 

When I was offered my current role as Associate Dean of Admission Communications & Special Projects at Reed College, I had to carefully consider the impact of returning to an office environment after working remotely for years. I took into account factors such as my commute, doggy daycare costs, and my overall lifestyle. Ultimately, I decided that the leadership role and opportunity to work with a high-performing team at one of the best colleges in the country was worth the adjustment to my routine. It’s all about weighing the ROI and being mindful of what matters most to you in both your professional and personal life. 

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

My advice to job seekers is to always consider their long-term value in the workforce. When I began my career in marketing and communications as a temp at the University of Portland, I worked hard and sought out mentors. I was honest with myself about my strengths and weaknesses and tried to be adaptable and realistic about deliverables. In today’s ever-changing job market, the ability to adapt to new situations and continue to learn is crucial to success. 

Looking back at my career path, taking a step away from higher education public relations to manage marketing in the affinity member-based travel industry really increased my hireability. I learned so much about the backend of a small business operation and leadership during the pandemic at Criterion Travel, which enhanced and refined my skills. This ultimately made me more competitive when I threw my hat in the ring for a leadership role at Reed College. So, my advice would be to always be open to new experiences and opportunities to learn, as they can often lead to unexpected paths and increased value in the workforce.

Why do you love your job?

In many ways, my job at Reed College is my dream job. I have the privilege of working with a high-producing team of both industry veterans and newly minted employees who are passionate, data-driven, and lead with kindness. I’m particularly drawn to mission-driven work and higher education, and being able to lead the Admission Communications team at a highly esteemed institution like Reed College is a point of pride for me. 

Despite being new, I’m not shying away from the learning curve and appreciate the opportunity to continuously grow and develop. Additionally, the Admission Office staff brings me joy, and the beautiful nature reserve on campus makes my lunchtime power walking sessions truly spectacular. Overall, I feel incredibly fortunate to be working in a role that aligns with my values and allows me to work with such a talented team in such a beautiful environment.

The post Staying Open and Curious: Bridget Bimrose’s Job Search Success Story first appeared on Mac's List.

The post Staying Open and Curious: Bridget Bimrose’s Job Search Success Story appeared first on Mac's List.

Creative Strategies to Market Your Job Listing and Attract Candidates

You’ve crafted an enticing job listing that will motivate candidates to click the “Apply” button. Now it’s time to ensure your listing reaches its intended audience. Relying solely on traditional approaches may not capture the attention and enthusiasm of qualified candidates. To stand out and make an impact, it’s crucial to think outside the box and be innovative. Here are 10 creative strategies to maximize your reach and attract top talent.

Make your job description even more compelling.

Edit your job description to go beyond a simple list of responsibilities. Highlight the unique aspects of the role, company culture, and growth opportunities. Use engaging language and storytelling techniques to capture candidates’ attention.

Optimize for mobile.

Ensure that your job application process is mobile and user-friendly. Many candidates use mobile devices for job searches, so optimizing your application process for mobile can increase your number of applicants and create a seamless experience for candidates.

Elevate your employer brand.

Invest in building a strong employer brand that showcases your company’s values, culture, and employee benefits. You need to present a clear, transparent, and authentic picture of who you are and why employees want to work for you. This can include creating an appealing career page on your website, highlighting employee success stories, and showcasing your community involvement.

Spread the word with a social media campaign.

Leverage social media platforms like LinkedIn, Facebook, Instagram, and Twitter to promote your job listing. Create eye-catching graphics, use relevant hashtags, and encourage your employees to share the job posting among their networks. Consider running targeted ads to reach a wider audience.

Showcase success stories with employee testimonials.

Feature testimonials from current employees to provide authentic insights into what it’s like to work at your company. This can be written testimonials, video interviews, or even an employee takeover of your social media channels. Your authenticity as a brand will shine through if you showcase real, unique stories and perspectives from the people who make up your company. 

Lights, camera, action! Share your story through video.

Create short, visually appealing videos that showcase your company, its culture, and the job opening. Share on your social media platforms, website, and job boards to grab candidates’ attention and offer a glimpse of what it’s like to work for you. The right creative content will inform, inspire, and help to develop enthusiasm for your brand.

Bolster your talent pipeline with a referral program.

Implement a referral program that rewards current employees for referring qualified candidates. Incentives could include cash bonuses, extra vacation days, or special recognition. This encourages your employees to actively share the job opening with their networks.

Reach out to previous applicants.

Leverage your applicant database for potential candidates who were qualified but not selected in previous hiring processes. Reach out to those who meet the criteria for current open roles. These candidates are already familiar with your hiring process and may be interested in exploring new opportunities, whether actively job searching or not.

Connect and engage talent through virtual events.

Host virtual job fairs, webinars, or Q&A sessions to engage with potential candidates directly. This gives them an opportunity to learn more about your company, ask questions, and get a feel for your culture. You can promote virtual events through your website, social media channels, and industry-specific platforms.

Connect with college career centers.

College career centers are valuable in employer outreach, particularly when companies are looking to hire entry-level candidates. Advertise job openings on internal school job boards and collaborate with career counselors to connect with students and recent graduates. You can foster long-term relationships with colleges by creating networking opportunities throughout the year, such as job fairs.

Get started

Remember, creativity is key, but it’s also important to tailor your strategies to your target audience and industry. By thinking outside the box and trying new approaches, you can attract top talent and make your job listing stand out from the crowd.

The post Creative Strategies to Market Your Job Listing and Attract Candidates first appeared on Mac's List.

The post Creative Strategies to Market Your Job Listing and Attract Candidates appeared first on Mac's List.

Taking a Proactive Approach: Natalie Roger’s Job Search Success Story

Everyone’s job search story is different, but each individual story can inspire and empower others who are on their own unique path. We love to hear how our readers have found rewarding careers in Portland, and we want to share these stories with you to inspire you in your job search and to help us all better understand the local job market! In this job search success story, Natalie M. Roger , recruitment and people ops manager at Trovata , shares how she actively networked and marketed herself to find her next opportunity. 

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

I manage all recruitment efforts at Trovata (sourcing, interviewing, creating job descriptions, job postings, managing the ATS, and shepherding the interview process). I also help with people operations, which includes onboarding, offboarding, benefits, payroll, HRIS management, reporting, comp benchmarking, and ad-hoc questions and projects. 

Trovata is a fintech company that offers a cash management platform for individuals and businesses to analyze, report, forecast, transact, and essentially manage all of their cash, regardless of who they are banking with. We have about 100 employees right now and have been around since 2016. We work with some top technology companies as well as other businesses. We recently partnered with J.P. Morgan, who is also one of our top investors. Our CEO and founder is Brett Turner, and he does a great podcast with our CTO.

How long did it take you to find this job?

About a month. I was in the final rounds with another company when they contacted me. I told them I was interested, but only had two days to run through their interview process. They made it work, and I loved everyone I interviewed with and the company’s overall vibe. I interviewed and signed my offer letter within two days.

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

They reached out to me via LinkedIn. But most of my jobs have been found via LinkedIn (either me reaching out or them reaching out), or by employee referral. I’m a big fan of LinkedIn, and I believe they have the best offerings of any job board available right now.

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

Working in the “start-up/tech” space can be gratifying in many ways, but there are also a lot of uncertainties. It is common for many of these types of companies to experience lay-offs at some point in time, and I have gone through three in my career so far. I was laid off during COVID when many companies weren’t hiring, so the uncertainty of a paycheck in a dry market is the most challenging. Getting noticed as much as possible is the best thing you can do. Reach out to all your connections, scour job boards, post on LinkedIn, and follow up when necessary. I even worked at the hospital for a year until the tech world opened up for me again.

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

Don’t just apply for one or two jobs and sit and wait. You need to be applying a lot! Get yourself seen. Also, spruce up your resume and LinkedIn page as best you can. Recruiters often look for keywords and want to see what you contributed to a company. If you were a one-person team and wore many hats, mention that! Also, only apply to jobs you are qualified for. If you want a job and don’t meet all its qualifications, try to meet them or tailor your experience to those requirements before applying!

Why do you love your job?

I’ve been here about eight months, which is enough time to get the feel of a job and the company. I feel like my job covers all my needs. Many jobs I’ve had have only checked a few boxes for me. We have a great leadership team and staff and a positive, inclusive, and uplifting culture. I work with some brilliant people, but we also look for emotional intelligence when hiring. People are kind and work well together, but they are also the type of people I want to grab a drink with outside of work and chat about life. 

We have excellent perks and benefits. Examples: They pay for 99% of medical, they give you a phone and internet stipend, they will pay for a new phone every two years, we are fully remote (outside of a small office in Solana Beach, Calif.), so they send you a home office when you join. 

I love how passionate everyone is about our product. We won the best start-up fintech company! My main selling point, though, was my boss. She is a great mentor and has a wonderful personality. I feel comfortable sharing things with her, and she always supports me. 

Another big perk for me is the work/life balance. I can manage my time, and I’ve never felt like I had to miss an appointment or couldn’t take time off. We have unlimited PTO, and they are good about encouraging people to take it! I get to fly down to our office about once a quarter, meet with colleagues, and enjoy sunny California.

I like the size of our company. You can wear many different hats, so every day is different. It’s large enough that we have the needed resources but small enough that people know your name.

The post Taking a Proactive Approach: Natalie Roger’s Job Search Success Story first appeared on Mac's List.

The post Taking a Proactive Approach: Natalie Roger’s Job Search Success Story appeared first on Mac's List.

Back to the Basics: How to Write a Job Listing that Converts

Most prospective candidates learn about your business first through a job description. If your job listings don’t tell your company’s story in a compelling way, you’re missing a huge opportunity to connect with potential applicants. Give candidates a reason to click “Apply now!” In this guide, we’ll walk you through how to write a job listing that converts.

Consider your job descriptions as an introduction to your brand

To reach the people you want to hire, you must create a compelling narrative that showcases what makes your open job positions rewarding and what it’s like to work for your organization. Use the same voice to describe the job as you use in the language that permeates your website, blog posts, articles, social media posts, and every other communication created by your organization.

Revamp your job descriptions to meet candidates where they are

Job seekers have become more discerning about finding opportunities that align with their values and allow them flexibility. Give candidates a holistic view of the job and illustrate the employee value proposition. Postings should indicate whether a role is remote indefinitely, a hybrid model, or requires in-person office time. 

Appeal to employees’ emotions

Let the human element of your workforce shine through by painting a picture of your company. What does the day-to-day work environment look like? What kind of benefits are you offering that are above and beyond what other employers offer? Where are you in your equity journey, and where do you aspire to be in the future? Shout out your employees’ accomplishments and create employee testimonials.

Prioritize accessibility

The application process should be easy and frictionless. Think simple, engaging, and skimmable when you write your job posting, with bold headings and bullet points. Be inclusive when it comes to years of experience and education required to widen the candidate pool. Shifting your language to “preferred,” “a plus,” “bonus,” or “nice to have” can help a larger pool of candidates imagine themselves in the role.

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

Employers should answer two key questions: why should people want to work for the company, and how does the company add value to the community, industry, or employees’ lives? When done strategically and thoughtfully, storytelling is a way for organizations to attract, engage, and retain talent who will thrive in their workplaces. 

So take a good look around – at your benefits, your culture, your employees, and your community involvement. The makings of a great story are right in front of you, now it’s up to you to tell it to your candidates! 

These are 10 of our tried and true tips for writing job postings that convert:1. Use a title that people can easily understand. 

Remember: when candidates browse job postings, they usually only see the job title. They have to click the link to get the details. If a job seeker doesn’t understand the job title, they are likely to skip past your listing. Use titles in your job posts that outsiders can easily understand. Either pick commonly known job titles or emphasize the responsibilities within the job.

2. Include a salary range. 

The biggest barrier that keeps candidates from applying for a job is a lack of salary information. Job seekers look for transparency when applying for jobs. Employers who don’t post a salary are viewed with skepticism and distrust.

3. Talk about other benefits.

If you’re limited in the amount of money you can offer candidates, then you have to find other ways to attract the best employees. One way you can do this is by playing up your other employee benefits like healthcare, retirement, and vacation time. You can also highlight perks like flex scheduling, remote work, summer Fridays, or even the ability to bring your dog to the office. Whenever possible, try to attach a monetary value to your benefits package. 

4. Share your company’s culture and brand.

Professionals are looking for employment opportunities that jive with their own values, passions, and lifestyle needs. Don’t be afraid to talk about your office culture and organizational values, as this can be a real magnet for the right kind of candidates.

5. Post early in the week.

To connect with the most possible candidates, you need to post your jobs when people are most engaged. Don’t post your jobs on Friday evening. By Monday they’ll be last week’s news! Instead, post jobs early in the work week. This schedule better aligns with how candidates look for jobs. You’ll get the most possible views from engaged candidates.

6. Avoid gendered keywords.

Unconscious gender bias has a way of sneaking into job descriptions. One way this plays out is in the words we use to describe jobs. The words you choose impact the types of people who will want to apply. One study showed that gender-neutral job descriptions generated 42% more applications. 

7. Prioritize job requirements.

Job descriptions are often a wish list of requirements that your ideal candidate might have. You don’t need to lower the qualifications posted in your job description. But you should prioritize your requirements. Think critically about what the true mandatory, must-have requirements are, and label them as such.

8. Give detailed application instructions.

Make it easy for people to submit the application materials you want. Sometimes simple employer errors slip in, like having a typo in the email address or URL where candidates are to send their applications. The other thing you need to be crystal clear on is what you expect in terms of application materials. If you really want a cover letter, writing sample, or references, make sure you say so.

9. Communicate with applicants.

How you treat candidates in the hiring process is one way that you can project your values. Even a little communication goes a long way toward this goal. Set up an auto-responder to confirm that you have received a candidate’s application. Let people know when they’ve been eliminated from the process.

10. Track candidate sources.

Whether you’re posting on a single site or on multiple job boards, you need to know whether you’re getting the results you want. You can’t know if a job posting is working for you unless you’re tracking performance. That’s why it is so important to know the source for your applicants, the people you interview, and the candidate you hire. 

If you do these 10 things, you’ll make the most of your investment in a job post and are more likely to find the right candidate for your open jobs. If you have any additional questions about optimizing your job posts, feel free to contact Mac’s List at any time. We’re here to help you succeed in finding the right candidates for your company!

The post Back to the Basics: How to Write a Job Listing that Converts first appeared on Mac's List.

The post Back to the Basics: How to Write a Job Listing that Converts appeared first on Mac's List.