Mac Prichard's Blog, page 7

The Bonding Power of Happy Hour: Jake Neilson’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, Jake Neilson, Brand Manager at Widmer Brothers Brewing and Square Mile Cider, shares how exuding kindness and prioritizing networking made a difference in his job search.

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

I make and talk about beer and cider for a living. Best job I could have ever hoped for. I am proud to work for Widmer Brothers Brewing here in Portland, OR. 

How long did it take you to find this job?

While I have been working for this company for six years now, it took me close to four years of networking, emails, LinkedIn and follow-ups, and a couple of pints among friends to finally get the chance to work here. 

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

I actually found myself at a networking happy hour at Prichard Communications as a young professional in Portland while working at a small agency in town. 

I met a person who would soon become a good friend of mine at this happy hour, and we connected over the beers that were being served (Widmer Brothers). The connection was made over a good pint of beer, some fun shared stories at the happy hour, and an exchange of contact info. 

The tactic was staying in touch. The following day I connected with this person via email, and we stayed in touch for over four years – emailing and meeting for lunch every six months or so. 

When there finally was an open role, my contact introduced me to who would soon be my future superior, and I was able to chat and then apply for the role officially. 

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

Persistence and patience paid off. It got frustrating at times, but my goal was to work at Widmer Brothers. In the meantime, I kept advancing in my career and learning about the brewing industry so I would become the best candidate when I finally had the chance to apply. 

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

Be kind to everyone you meet, no matter who they are, because you never know who might have the knowledge, experiences, or connections to help you go where you want to. 

Respect goes a long way in any industry. Treating every person you work with, with the same respect as you give your CEO gives you a huge advantage in developing strong work relationships and trust with everyone on your team and organization. This is the same for life as well. 

Also, sometimes a beer helps in the creative process. As long as it’s after 5 p.m.

Why do you love your job?

Not only does working for a craft brewery sound as fun as it seems, one of the best parts of my job is that almost everyone is happy to meet you. It’s been an honor to share beers with some of the coolest, smartest, and most inspiring people in the Pacific Northwest, and I love that I can bring a smile to everyone I meet with an extra six-pack or fun story as to how we created our latest brew.  

The post The Bonding Power of Happy Hour: Jake Neilson’s Job Search Success Story appeared first on Mac's List.

Six Tips for Making a Successful Career Change, with Laurie Erdman

Statistics show that people change careers around a half-dozen times over the span of their working lives. No matter how many times you switch jobs, you will face obstacles. Silencing your internal objections and taking concrete action, says Find Your Dream Job guest Laurie Erdman, are the first steps towards a successful career change. Laurie adds that getting rid of self-doubt and reaching out to others for help can make the transition smoother. Taking time off to practice self-care is also a non-negotiable for anyone in a career transition. 

About Our Guest:

Laurie Erdman is Senior Change Management Consultant at Cambia Health Solutions where she supports teams in creating people-focused health care.

Resources in This Episode:To read more from Laurie, visit her on LinkedIn.

The post Six Tips for Making a Successful Career Change, with Laurie Erdman appeared first on Mac's List.

Showing up as Your Unique Self: Emma Holland’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, Emma Holland, the National Community and Volunteer Manager at StartOut, shares how she sought support and embraced her authentic self during her job search.

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

I am a community professional, which means I support a lot of an organization’s efforts to maintain and sustain satisfaction/retention with clientele, strategic partners, sponsors, and public brand trust. Community Managers engage audiences on a variety of outlets, including online forums, online events, Slack, small in-person groups, and more. Uniquely for StartOut, I also manage our volunteers via industry programming boards while directing community strategy for org growth, scale, and member retention.

I currently work for StartOut, the national nonprofit working to increase the number, diversity, and impact of LGBTQ+ founders. Our small team works to amplify our founders’ stories to ultimately drive the economic empowerment of our community. Please visit us: www.startout.org. 

How long did it take you to find this job?

Somewhere between three and four months. I began applying while I was still a full-time employee for another organization. 

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

I was eager to find a new role. After working in a space that supported career switching for adult learners, I decided to put some of that strategy to use for myself. I applied for 4-6 roles a day, Monday through Friday, for three-ish months. I updated my resume formatting after researching applicant tracking systems. I created a new personal website. I sent messages to professionals on LinkedIn working in roles similar to those in which I was applying. I conducted at least one informational interview per week. I had a notification for LinkedIn to email me about remote roles posted with titles similar to mine within 24 hours, knowing I needed to catch them early.

I used LinkedIn, Idealist, Mac’s List, and (mostly) Slack to find opportunities and speak with hiring managers. Our local icon, Rick Turoczy, maintains an incredibly robust Slack group for the Portland Startup community, and the Out in Tech team has a vibrant group for LGBTQ+ folks in the job-search, providing career and resume advice. A dear friend and former colleague is a career coach based in Chicago. She gave me a ton of advice on my materials, my process, and how to negotiate. If you’re financially able, working with a coach can really be a game-changer!

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

At one point, after months of rejection, I had a verbal offer from a Portland-founded finance company. My new manager had reached out, people were connecting with me on LinkedIn, and the recruiter told me at the end of the week they would send over the written offer. The very next week, only days later from my offer, news broke that their parent company intended to shut down all operations of this company by the end of the year. An hour after I caught the headline, I received an email letting me know they would not be able to move forward with my offer and had stopped hiring for their Portland operations. I was shocked and disappointed, having already canceled some of my following interviews – but thankfully held onto one that felt too good to be true. The following day, I had my final interview with StartOut’s Executive Director.

I don’t think I did 100% successfully overcome all the things constant rejection had me think about myself or my abilities. My current manager tells me regularly that my work is tremendous, shows me the data, and she’s telling me regularly that I should be proud (and not doubt myself). But there is some gaslighting that happens throughout a job-seeking process. Getting ghosted by a recruiter is terrible and makes you wonder if you’re actually worth someone’s time. Getting told after five rounds of interviews that they went with another candidate, on multiple occasions, really makes you wonder, “why am I not good enough?” After a couple of months, I decided to reach out to my community to share that I was struggling and the Program Director for Out in Tech became such a champion for me, offering intros and singing my praises. It was awesome knowing someone believed in me, and I felt stronger by asking for help in a trusted space. 

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

Most of these systems are not designed for all the uniqueness you bring to the table, so don’t take everything to heart or you may doubt your worth. Also, some job postings list “requirements” but should be branded as “guidelines” – if you think you only have 70% of the experience they say they require, apply anyway! My main experience was in eLearning and EdTech, but I was interviewing with healthcare, finance, nonprofits, marketing agencies, and production companies. Practical moment: Make sure your resume shows your impact in your roles, with key data figures like “improved retention of clientele by __% in 6 months.” Also, look at the skills the listing is hiring for, then include the applicable ones (as comma-separated-values, not bullet points) in your resume!  

Why do you love your job?

I am still amazed that as a nonprofit, my organization was willing to pay me more than the giant corporation I was working for, with better healthcare, all while supporting me being fully myself in a public role. My manager is incredible as a coach and collaborator. The team is intentionally diverse (this is the first org I’ve ever worked for with transgender representation on the Board of Directors) and our overall team focus is consistent: “what is our impact?” We are consistently centering on the experiences of our members and clientele. I’m trusted with autonomy and consistently have collaborators all across the organization supporting my work while helping me refine our strategy. I feel aligned with the mission and encouraged to be my authentic self – and I’m encouraged to take the time away I need to care for myself without guilt. It’s pretty remarkable how much better I sleep!

The post Showing up as Your Unique Self: Emma Holland’s Job Search Success Story appeared first on Mac's List.

How to Craft a Job Posting that Attracts Great Candidates: Top Tips from Three Local Experts

The workplace has changed so much in the last few years. Employers everywhere have struggled with the pandemic’s uncertainty, adapting their hiring practices in real-time. But hiring new talent still starts with your company culture and creating a compelling job listing on your website or a job board. And this time has created an opportunity to be thoughtful and intentional about attracting the best candidates for your organization.

During the recent Strategic Management Conference, Mac’s List partnered with the Portland Human Resources Management Association to share a pre-recorded webinar that discussed compelling job postings and employer culture. 

We were glad to be joined by local experts Tia B. Coachman, the Founder and Principal of Affirma Consultancy; Abby Engers, an HR Manager at Boly: Welch; and Jenny Foss, an internationally recognized job search strategist and career coach who is the voice behind JobJenny.com. Check out the recorded webinar here! And read on for a high-level recap of the webinar.

The Context: How COVID-19 Has Affected Job ListingsMeet Candidates Where They Are

We’ve had almost two years to reflect on what’s important to us and how we want our lives to look moving forward. Many people are contemplating whether or not to return to the workforce. Job seekers have become more discerning about finding opportunities that align with their values and allow them flexibility.

Passive sourcing isn’t enough anymore. By rethinking your hiring practices, you can meet candidates where they are. Give them a holistic view of a job and illustrate the employee value proposition. Why would a person be interested in this role, and what sort of benefit would they gain from joining your team?

In today’s landscape, postings should indicate whether a role is remote indefinitely, a hybrid model, or requires in-office time. If the position requires being in the office regularly, this is an excellent opportunity to address safety concerns around COVID protocols. 

What’s the Sizzle?Showcase Your Company Culture 

Now more than ever, the hiring process needs to be compelling, from the moment job seekers land on your website to the moment you seal the deal and hire them. This is your opportunity to appeal to their emotions, highlighting who you are and what you need in the person you hire.

Employees continue to seek out jobs that offer not just financial rewards, but a great workplace culture, a high degree of flexibility, and professional development or career growth opportunities. 

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?

Remember that there is room for levity and humanness in these job ads while still conveying that you are a professional organization looking to hire a professional. You want to send a strong, authentic message to job seekers that your company is a great place for them to work. Help potential candidates imagine themselves in the role.

Prioritize AccessibilityStart with an Inviting Job Posting 

While it’s good to have a detailed job posting, the application process itself should be as easy and “frictionless” as possible. Don’t make candidates re-enter their resume and references into an online system or sign in to multiple ATS systems! This is an easy way to deter candidates.

Software such as Textio can help you determine whether you’re using words coded as masculine or feminine, potentially affecting who responds to your posting. Meanwhile, shifting your language to “preferred,” “a plus,” “bonus,” or “nice to have” can help a larger pool of candidates imagine themselves in the role.

Think simple, engaging, and skimmable when you write your job posting, with bold headings and bullet points. Your website, jobs page, and other online documents should complement the job listing and give candidates a feel for your organization.

The images your organization uses on marketing materials also matter. If diversity isn’t reflected in your images, this sends a message to candidates. 

Work Smarter, Not HarderJob Listing Essentials

You don’t have to go it alone as you update your job listings and hiring practices. Know that there is a treasure trove of HR resources available to you online. Don’t just dust off an old listing with the plan to post and pray! Get support as you make your updates, then create a template you can follow moving forward. 

Before you write a listing, start by asking, “Who’s the type of candidate that would be best for this role?” By creating a candidate profile of what’s required for the role and what you can train for, you’ll better understand how to approach the listing. 

After this, you can narrow down a title candidates will search for, such as HR Manager (versus Chief Happiness Officer), specify the location (whether the role is remote, hybrid, or in-office and where), and develop your listing like you would a marketing document.

What to Include in Every Job ListingJob SummarySpeak to a candidate so they can imagine themselves in the role and get excited to apply from the get-go. For example, “If numbers are your jam, this might be the role for you!”List the core requirements and capabilities of the position for a candidate to perform successfully.Be straightforward and clearly articulate your needs.Equity, Diversity & Inclusion Best PracticesBe inclusive when it comes to years of experience and education required to widen the candidate pool. Encourage a diverse candidate pool by making gender-neutral word choices, including where you are in your equity journey, and focusing on value-add instead of fit. Does the image you project encourage job seekers to imagine themselves on your team?Company DetailsThis is where your value proposition comes into the job listing. Play up your company culture, mission, and values. Share about your equity journey and where you aspire to be in the future.Salary TransparencyPeople want to know what they will be paid and what the range for their position will be. This best practice will help increase your number of applicants and save you and the candidates time.Total RewardsHighlight the rewards and additional perks that will attract your ideal candidates.Additional benefits (beyond salary) like remote work, flexibility, healthcare, career pathways, and training programs have become baseline expectations among Millennials and Gen Zers.

Want to learn more?  View the recorded webinar presentation on YouTube!

The post How to Craft a Job Posting that Attracts Great Candidates: Top Tips from Three Local Experts appeared first on Mac's List.

Be Precise in What You Want: Daniel Thornton’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, Daniel Thornton, a training associate with Management Systems International, shares how he leveraged his knowledge and connections to enter his ideal field. 

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

I work for Management Systems International, an international development firm. My job is a branch of the HR department and I help implement company-wide trainings that allow different branches to communicate standards or processes with each other.

How long did it take you to find this job?

4 months 

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

I found this job through a coworker. He had worked at the company previously and notified me when the position was available because he knew I wanted to go into this field. Connections, I suppose, really helped the most.

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

Not being bogged down by past jobs that I had taken to get into the field that were outside the scope of the job I wanted was challenging. I got over it by leveraging the knowledge I had of the system and focusing on my knowledge of international development.

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

Be precise in what you want. The problem with applying for everything is you can get sucked into a job that you don’t want to do and be even more miserable than when you started.

Why do you love your job?

I do enjoy my job.

About Daniel

Daniel is a Training Associate at an international development firm and host of the Will Work 4 Podcast. He hopes to help those in their job search learn from his mistakes.

The post Be Precise in What You Want: Daniel Thornton’s Job Search Success Story appeared first on Mac's List.

Networking Opens New Opportunities: Melissa Erickson’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,  Melissa Erickson, the Director of Development at Saturday Academy, shares how networking allowed her to feel confident in her skills and access job opportunities she wouldn’t have otherwise.

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

 I am a fundraising professional. I am a Director of Development for Saturday Academy.

How long did it take you to find this job?

 It took me 1.5 months to find this job. 

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

I used websites like Mac’s List, Indeed, and LinkedIn to search for job postings. I found the posting for this job on all three of these sites. I contacted my network for support and advice. They helped me by reviewing my resume and alerting me to other job postings. I secured a lot of interviews through connections with my network. I also reached out to a recruiter for help on how to market myself. I made sure my LinkedIn was up to date, since most employers look to that as a representation of you as a person and your career. The most helpful tools were LinkedIn and Mac’s List for finding jobs in my field, the advice I received from my network of contacts, and lots of practice with interviewing.

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

Explaining why I left my previous job so suddenly was really difficult. I knew that everyone would ask about it, and I needed to explain it in a way that didn’t make me look bad. The advice I received from the recruiter helped me a lot to see how to promote myself and not let this experience in a toxic workplace ruin my future prospects.

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

Network, network, network! Although my network didn’t help me get this specific job, they really helped me feel confident in my skills and access jobs I wouldn’t have normally applied to. In the end, I was in the final stage of interviews for four jobs, because of my amazing network in different industries. Use LinkedIn to connect with people your contacts know and don’t be afraid to ask for introductions. Also, maintaining a great relationship with past supervisors really helped me to get great references for the job I secured.

Why do you love your job?

My new manager is very supportive, encouraging, and wants me to succeed. I also love expanding on my past roles and learning new skills that will add to my resume.

About Melissa 

Melissa Erickson grew up in Philadelphia and has a B.A. in Writing, Literature, and Publishing from Emerson College and an M.A. in Cultural Anthropology from Oregon State University. She completed a year of AmeriCorps and has worked in nonprofit organizations for over 10 years with a focus on volunteer coordination, fundraising, and corporate engagement.

The post Networking Opens New Opportunities: Melissa Erickson’s Job Search Success Story appeared first on Mac's List.

Four Benefits of a 4-Day Work Week for Employers and Employees

The pandemic ushered in a new era of workplace flexibility, sparking conversations about a four-day work week. Globally, work-life balance is now front and center in our discussions, and we are rethinking the traditional structure of a work week. In the U.S., the standard five-day work week dates back to the early 1900s, when unions advocated for a weekend and business owners concluded a shorter week could increase productivity.

“The pandemic has created a moment for businesses to take stock and consider more radical reconstructions of the workplace,” said Andrew Barnes, author of “The 4 Day Week” and co-founder of the nonprofit 4 Day Week Global. “It is a time for experimentation and a reevaluation of what it means to be productive.”

Barnes advocates that a four-day work week is better for people, business, and society. His organization has found that 63% of businesses found it easier to attract and retain talent with a four-day week. Furthermore, 78% of employees with four-day weeks are happier and less stressed. If your organization is exploring a four-day work week, here are some key considerations and resources. 

The Benefits of a 4-Day Work WeekEmployee Well-Being 

One of the biggest arguments for a four-day work week is that employees get an extra day back in their schedules. That’s time they can invest in themselves, their families, and their communities. Employees can rest, exercise, take care of appointments, enjoy time in nature, volunteer, pursue hobbies, and care for their loved ones — all without sacrificing pay or career advancement. 

“Rise and grind” culture with 24/7 connectivity and ever-lengthening work days is not sustainable. Employees are more engaged with improved mental and physical health, take fewer sick days, and experience less burnout. Employees are also more likely to pursue skill building with extra free time and energy on their hands. This can translate to increased productivity, a more robust talent pool, and better retention rates for employers. 

Increased Productivity

In pilot studies conducted by governments and businesses in countries such as Iceland, New Zealand, Spain, and Japan, workers reported a 25 to 40 % increase in productivity when they shifted to a four-day work week. 

The world’s largest trial of a shorter work week in Iceland was dubbed an overwhelming success. Trials took place between 2015 and 2019, with workers paid the same amount for shorter hours. Researchers concluded that productivity remained the same or improved in most workplaces, including preschools, offices, social service providers, and hospitals.

According to researchers, 86% of Iceland’s workforce have either moved to shorter hours for the same pay, or they will gain the right to soon.

A Reduction in Environmental Impact

Shorter working hours can help lower energy consumption, carbon emissions, and commuting time. A report published by the 4 Day Week Campaign in the U.K. shows that shifting to a four-day work week could reduce the entire country’s carbon footprint by 21.3% per year — or the equivalent of taking nearly every car off the road. 

The report also found evidence that people were more likely to spend their time outside work engaged in less carbon-intensive activities. This might include preparing their own meals and walking or cycling instead of driving.

A contributor to Forbes, Jack Kelly writes how seventeen percent of Americans drive fewer miles on the average weekend day than the average weekday. Introducing a third weekend day would reduce carbon emissions in the U.S. by 45 million metric tons — more than the total emissions of Oregon and Vermont combined.

An Opportunity to Redesign How You Work

In an article for TED, author Alex Soojung-Kim Pang describes how companies successfully shifted to a four-day work week. He notes they didn’t just lop a day off their calendar but instead meaningfully redesigned how they worked. This redesign included tightening their meetings, introducing “focus time” to concentrate on key tasks, and using technology more mindfully. 

“Studies show that while technology has made knowledge work much more productive, office workers are wasting two to four hours a day thanks to outmoded processes, multitasking, overly-long meetings, and interruptions,” Soojung-Kim Pang writes. “Deal with those, and you go a long way towards making a four-day week possible.”

There are also options outside the four-day work week. Your organization could explore trying 4 to 5-hour work days, half days, and staggered, flexible schedules where employees come and go based on their lifestyle needs and your organization’s needs.

Four-Day Foresight

Are you taking a serious look into a four-day work week for your organization? The Society for Human Resource Management recommends asking yourself these six questions:

Why are you considering changing the time table? It’s important to have goals, such as increasing productivity or retaining employees.How will you determine effectiveness? Set parameters for what a successful four-day work week would look like for your organization. Will you move to four 10-hour days, or four 8-hour days? Ten-hour days could become exhausting, but 8-hour days could make it challenging to complete work. Will you adopt the program for the whole staff? Keep in mind managers who oversee schedules, and create an equitable set-up that considers all employees. What will clients and customers think? Communication and planning are crucial so that clients and customers know how this schedule will impact them. Is it feasible for your industry? Industries such as manufacturing and hospitality require a certain number of workers to run smoothly. Look at how you can stagger schedules to cover hours.

The post Four Benefits of a 4-Day Work Week for Employers and Employees appeared first on Mac's List.

Staying True to Your Values: Steph Routh’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, Steph Routh, the Strategic Communications Manager of Sightline Institute, shares the importance of community and staying true to your values. 

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

I have joined a variety of workplaces filled mostly with people I love, doing work I find meaningful. I’ve co-founded a theatre department at a public school in Thailand, led post-tsunami disaster recovery teams, served as executive director of a statewide advocacy organization, coordinated coalition work regionally, managed local campaigns, and knocked on a lot of doors (that’s an incomplete list! If I worked with you and it’s not listed, know that I love you and want to catch up soon!). I now work with Sightline Institute, a think tank providing leading original analysis of energy, economic, equity, and environmental policy in the Pacific Northwest. I also serve as co-director of the Portland Underground Graduate School (PUGS), but that is a story for a different day.

But who do I work for? I work for myself and my community, in joyful service to my values, with love for those around me, in pursuit of a just future. The idea that any corporation owns me is something I am constantly in a state of unlearning.

How long did it take you to find this job?

My entire life, three years, it fell into my lap. All three are true. When I saw the job description last summer, my first thought was, “Every step I have taken up to this moment has brought me to this door.” I had been working as an independent contractor for about three years, and by the time the job posting came around, I was looking less for a full-time job than I was searching for a home team for policy work. 

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

A few friends had shared the posting with me. Even though I knew of Sightline’s work, I still researched them before applying by speaking with people who worked for, with, and near them, and by reading up on their past policies to make sure their work fit with my values. Especially for a communications role, this is critical for me. I’d much rather work a factory or service job (which I have done many times) than put messages into the world that I can’t in good conscience stand behind. Sightline passed all tests.

During past job searches, I often got to the final round of interviews but didn’t get the position. So I asked my talented friend, Shelli Romero of Rose City Chica, LLC (whom Mac’s List previously interviewed!), for advice on how to up my interview game. I also told my friends that I was excited about the position, and it’s, umm, possible that a few may have sent independent messages to Sightline staff in support. (Thanks team!) 

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

Others have said it, and it bears repeating: Looking for a job is grueling. I applied for at least 40 jobs over the past few years and was a finalist for many of them. This means I spent the maximum possible effort without securing any of those positions. After the first devastating few processes, I changed the goal post for myself. My goal became exploring new possible futures, meeting people, and having good conversations. This is not easy, because, you know, the bills aren’t going to pay themselves (related: Sightline advocates for Universal Basic Income). But this helped me keep body and soul together during a meandering search. On a couple of occasions, the hiring organizations became my clients, which I don’t think would have happened if I had seen a job rejection as a dead end in the relationship.

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

For job-seekers: Get therapy if you possibly can. The job search can bring up a lot, and it’s important to have someone to talk to. Your friends love you, but your best friend is not your therapist. Let your friends be your friends, and let a therapist be your therapist. Note: It’s frustrating that therapy is not easy to attain because of our healthcare system! I was only able to find therapy later on in my search, and what a difference it made.

For people hiring: Please communicate with candidates during your hiring process. Candidates are expending emotional and physical labor; they are doing you a favor by applying; and the odds are not in their favor. Even if you can’t offer them the job, you can offer resources, informational interviews, and support in the industry or field that you are all in together. This contributes to the health of your network and is a solid way to demonstrate gratitude for candidates’ efforts in ensuring a great talent pool!

Back to job seekers: When you get that job, and you end up on a future hiring committee, please see the above advice for people hiring. You know what it feels like to be a candidate. Be the hiring team member that you wish you had met on your journey.

Why do you love your job?

There is so much to love about my job. I think the biggest thing is that the organization’s culture prioritizes staff as human beings first (and they’re amazing human beings), and people working in a specific capacity second. It’s wonderful! It makes me feel closer to my colleagues and more generous and present at work. Also, I love everything that Sightline works on. It’s like I’m being paid to be myself, and I’m learning and challenging myself every day to do better. The first time I heard one of our researchers say, “What are we wrong about here?” regarding their latest work, I fell in love with Sightline all over again. It’s one of the most important questions we can ask. Normalize being curious; normalize being wrong; normalize learning and growing.

About Steph

Steph has 25 years of professional experience encompassing organizational development, policy research and advocacy, program planning and implementation, curriculum creation, communications, and fundraising. She served as the first Executive Director of Oregon Walks. Steph is Strategic Communications Manager at Sightline Institute, Co-director of Portland Underground Grad School, and currently serves as Vice Chair of Portland’s Planning & Sustainability Commission.

The post Staying True to Your Values: Steph Routh’s Job Search Success Story appeared first on Mac's List.

The Great Resignation Has Arrived: Here’s How to Navigate it as an Employer

As we continue to ride the waves of the pandemic, 41% of workers globally are thinking about quitting their jobs. A poll from Monster reports that 95% of employees are at least contemplating a job change. “The Great Resignation” – a phrase coined by Anthony Klotz, an associate professor of management at Texas A&M – predicts that workers who stayed put during the uncertainty of COVID-19 are now considering jumping ship. 

Already, employers are witnessing a mass departure across industries and experience levels, especially in service and retail. A record 4 million people quit their jobs in April 2021, followed by 3.6 million in May, according to the Labor Department. At the same time in April, employers posted a record 9.3 million job openings in the United States. 

What Sparked The Great Resignation?

“The Great Resignation is propelled by three forces: the changing generation, the economic crisis, and the realization people have had that they can have a different social contract, spending more time with family when they work remote and skip the commute,” Shahar Erez, CEO of the freelance talent platform Stoke, told Fast Company.

A Rebounding Economy and Shifting Priorities

Many employees planning to quit before COVID-19 pressed pause on their resignations amid job market uncertainty. During the past year and a half, they had a chance to evaluate what matters to them and shift their work priorities.  It’s not surprising that as the job market recovers and employees regain confidence, they’re ready to take the leap. 

Burnout and a Desire for Better Work-Life Balance

While the pandemic ushered in newfound flexibility through remote work, a report from the National Bureau of Economic Research (NBER) showed that the average workday lengthened by 48 minutes. Employees are burnt out from the past 17 months of changing job responsibilities and collective trauma. They’re quitting to take care of themselves and to find a better work-life balance. 

A Return to the Office and Lack of Flexibility

As COVID-19 vaccination rates increase and restrictions loosen, some employers are calling employees back to the office. But employees have grown accustomed to remote work flexibility. Employees are ready for a reset on what work looks like – not a return to 2019 normal. As a result, employees are open to new opportunities that afford them the ability to work remotely. 

How to Weather The Great Resignation

“The truth is that no organization will emerge from The Great Resignation entirely unscathed,” Matthew Kosinski writes for Recruiter.com. “The factors driving this sea change aren’t all within your company’s control, but there are certain steps you can take to minimize the damage and set yourself up to outperform your competitors in this difficult job market.”

Proactively Retain Current Employees

Invest in your employees and show tangible concern for their well-being. Connect employees to your mission, vision, and values. Continue flexible remote work arrangements. Encourage employees to take vacations and mental health days. Offer programs and perks to reduce burnout. Check-in with working parents and caregivers on the support they need to stay with your organization.

Hire Independent Contractors to Lighten Workloads

More and more employees are exploring the flexibility of freelance careers. Creating a blended workforce of full-time employees and independent contractors is a great way to support your existing employees and potentially retain talent as independent contractors. Hiring independent contractors can help generate more flexibility and reduce employee burnout or stress.

Get Innovative Serving Your Employees

Employers often focus on innovating to meet customer needs, Naz Beheshti writes for Forbes. What would that look like if they served their employees in the same way? Sisense, a New York company, started offering employees “Coming Up for Air Days” days each quarter. Meanwhile, Cisco, a Silicon Valley-based company, developed a digital care platform called Wellthy that helps employees manage the logistics of their caregiving responsibilities.  

“The Great Resignation signifies that employees have emerged from the pandemic with new insight into what truly matters,” Beheshti writes. “Employers must do the same and move forward with a strategy that sees employee well-being and the quality of work as inextricably linked. We now know that companies who make employee well-being a priority are going to be the ones with a competitive edge and best able to attract and retain top talent.”

The post The Great Resignation Has Arrived: Here’s How to Navigate it as an Employer appeared first on Mac's List.

Fundraising for Social Justice: Em Bookstein’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, Em Bookstein, the Development Coordinator at Next Up, shares how they took time to examine their strengths, and pivoted from software engineering to nonprofit fundraising and development.

What do you do for a career?

I feel excited and privileged to say that nonprofit fundraising and development is now my career. In my mid-twenties, I stumbled into software engineering as a career, and for five years, I enjoyed that work. I also got involved with Resource Generation as a volunteer and plugged into local social justice efforts. Over time, I found that all I wanted to do was organize my coworkers – namely, asking them to commit time and money to social justice movements – and to focus on organizing projects outside of work. I became more and more checked out at work, before quitting in 2019 to try and make a leap into full-time organizing. 

A little over a year ago, I came across a job post for a part-time Development Associate on Mac’s List, applied, and found that development work really suits me. I’ve since moved into a full-time position as the Development Coordinator at Next Up, and took a 9-month certificate program through Willamette Valley Development Officers to expand my skills. In my role, I sit at an intersection of development planning, grant writing, community organizing, data management, anti-racist learning and action, self-examination, and asking for money to support work led by Black, Indigenous, and people of color (BIPOC). I’ve appreciated every opportunity I’ve had to deepen my experience and knowledge, and see a long trajectory for myself in a role like this. As such, I now consider fundraising my career.

Who do you work for?

I work for Next Up, formerly known as the Bus Project. We work on making democracy more equitable and accessible, including winning policy victories that made Oregon the No. 1 easiest state to vote in, and shift power through youth leadership development and civic engagement. Our programs train young people ages 14-35 to be community organizers and activists, centering the needs and experiences of BIPOC. Next Up staff, board, and youth leaders are all under 35 years old.

How long did it take you to find this job? 

My active job search took me about two months total. But I didn’t start looking right away after quitting my tech job – a privilege afforded to me by how ridiculously overpaid many software engineers are – because I wasn’t sure what to look for and where to apply. For a few months, I mainly focused on volunteer work, such as raising money for the regional foundation Social Justice Fund NW, which funds grassroots community organizing led by the communities most impacted. I also took that time to think about what I could bring to the table at a future organization.

I think those reflections were actually what led me to fundraising at all – originally, my goal was to find a job as an organizer. But when I looked at the volunteer experience I had, and what I clearly gravitated towards, so much of it revolved around donor organizing through Resource Generation, and raising money for Social Justice Fund through organizing and building relationships. So I created two resumes and set up two job searches: one for work as an organizer, and one for work doing development. I found the Development Associate job post for Next Up on Mac’s List within a month of starting my search.

How did you find your job? 

I set up a couple of alerts on job websites like Idealist, Glassdoor, and LinkedIn. I was seeing a lot of posts for jobs in Seattle, and also a lot of posts for organizations I was not at all interested in. But I found Next Up’s Development Associate job post on Mac’s List. I don’t know how I got lucky enough to find Mac’s List at all – I had never heard of the platform before. And when I saw Next Up come up in search results, it immediately stood out to me. I realized I knew of the organization already, through someone on its board. I reached out to her to learn more, loved what I heard in terms of values alignment and mission, and excitedly applied.

What tool or tactic helped the most? 

Informational interviews are my favorite tactic during a job search. Every time I’ve had to search for work (and/or consider what the heck to even apply for), I’ve reached out to people whose work is interesting to me, ask them about their stories and how they came to do that work, and invite their advice on how I might follow in their footsteps. In this latest job search, I reached out to several people with organizing and fundraising roles, and asked if we could have coffee. A couple of these emails were cold emails, but others came as e-introductions from mutual connections. Those conversations not only gave me information about what these jobs were like and what skills they required, but also gave me some confidence. In one case, the conversation also led to some informal mentorship after I started at Next Up, which was so valuable to me.

What was the most difficult part of your job search?

The two biggest barriers were a lack of clarity about what to search for, and moments of low confidence about what I could bring to the table. Changing careers felt vulnerable: I felt unsure if I had the relevant skills and experience to actually contribute to work I felt passionate about. I also didn’t know for sure if I’d like what I found. I wondered if I’d made a mistake in trying to leave tech. I thought perhaps I was chasing an illusion, or that I’d over-estimated my potential or capabilities.

How did you overcome this challenge?

It meant a lot to me to have important people in my life cheering me on. I felt bolstered by the fact that they saw something in me. There were also the facts of my own experience to look to.  One nice thing about writing a resume is that it reminded me of all I’d already done, and forced me to think about my active role in contributing to many different projects over the years. I tend to underestimate myself, but writing about past experiences, I was reminded of what I have to offer.

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

Well, this comes with a heavy grain of salt, considering the privileged position I was in as someone who could take my time and be choosy in a job search. But I think I really benefited from doing some self-examination on what my strengths are. Even if I had trouble fully believing in them as strengths that somebody might hire me for, at least I knew what I’d bring to the table by looking at my actual experience doing those things. I’m somebody who feels most purposeful, energized, and happy when I’m clear on what I have to offer, whatever that looks like in practice. 

I didn’t know exactly what kind of role I wanted to play in the nonprofit sector, and I wasn’t sure I’d like what I found or that I’d be any good at it. Still, I did feel clear about the organizing and fundraising experiences I was bringing with me into the job search. Having those two separate resumes highlighting different parts of my experience let me pursue different options while feeling grounded in both possibilities. If you’re searching for a job but don’t know exactly what you’re looking for, I recommend creating those different avenues for yourself, highlighting your strengths in a variety of ways.

Why do you love your job? 

It may be cheesy, but I feel thankful to have found Next Up. I appreciate that I get to be in this environment where all of us are genuinely committed to the values of collective liberation, in which all our struggles and movements are interconnected, and where I get to learn so much from my coworkers and board about what that looks like in practice. We act on our values by building youth power centered around BIPOC, by integrating an intersectional understanding of justice, and by always seeking to unlearn and challenge the conditioning of white supremacy culture. These practices are a piece of what gets us closer to a world where Black, Indigenous, and people of color are truly free, where we are all free, and where we can be the most healed and whole versions of ourselves. 

So even though liberatory movement work is so much bigger than the limits of the nonprofit sector, I feel that my job at Next Up brings me closer into alignment with the deep, soul-level work I will do my whole life. On a day-to-day level, I also love my job because I get to do a lot of the things that bring me satisfaction: writing (grant proposals), talking to people (about what they care the most about), and developing plans and budgets (I adore a well-organized spreadsheet). Anytime I start to get bogged down about asking for money, I remember that it goes towards the young organizers and leaders within Next Up, who are changing the world.

The post Fundraising for Social Justice: Em Bookstein’s Job Search Success Story appeared first on Mac's List.