Tag: hiring

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Job Searching? Here’s where you should start, Pt.1

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Ok so your goals, your skills, your imposter syndrome (or other internal gremlins), and your workplace traumas walk into a bar…

…and then they fight and it’s real bad.

For real though, I get asked what I do frequently, and my response is some version of:

I help lots of people, especially people who work in or adjacent to education, transition into jobs they actually want to go to. Jobs that make them feel better about having to work. Jobs that actually pay them what they deserve.

I also get asked *HOW* I do that.

See, a lot of job seekers KNOW they want a new job. They have goals they want to achieve elsewhere, or they know their current work environment isn’t good for them anymore, or they just feel stagnant, etc.

The problem is…they don’t know where or how to start.

“Should I redo my resume first? I haven’t touched it in a while.”

“I need to organize my thoughts and steps somehow.”

“Is there something I should do to make sure that my next job will be one I actually like?”

“Wait…I don’t even know what type of job I want!”

“I just need to get off the couch and do…SOMETHING! But what…?”

There’s a million questions and challenges. A million things you could try. A whole lot of potential starting places. And it can be overwhelming. You know what happens when we get overwhelmed? We tend to get stagnant.

You know that feeling you get when you know there’s something you could be doing for your career, but you’re a little overwhelmed by the thought of it so you just put it off? And then you get a little annoyed? Well I do.

If that’s a familiar experience for you, let’s dig a little deeper. Keep reading.

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Job Searching? Here’s where you should start, Pt.2

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Let’s go back to the question from earlier: How do I do what I do?

What’s the first step I take people through in order to help them land a job that they like, pays well, and makes them feel good?

The first step–the place where you should start–is YOU.

Anytime you go into a job search, or really any major life shift, you should start with what’s going on inside. Fully flesh out what your goals are. Have you actually spelled those out? When was the last time you sat down and actually wrote out your goals in specific terms? Do you really know what they are? Think short-term, long-term, and think about different areas of your life.

And what about your values? Do you know what they are? I mean specifically. What are the things you need in life and in your career in order to feel…good. What will happen if you don’t have those things? How do you know those are your values?

You want to know what your goals and values are, and mapping those out BEFORE you start applying is a great starting point. Not doing this is what leads a lot of people into jobs that burn them out. Jobs that underpay them. It makes some people feel like life is kind of just passing them by, but they’re not sure why.

The reason why is because you’re not so clear on your values and goals, and that’s being reflected in your life circumstances. And if you’re not clear and strategic about your goals, how do you know if what you’re currently doing is building towards what you actually want in life?

Mapping all that out can be hard, though. And it’s something most people haven’t done particularly thoroughly or clearly. 

Want help with that? Let’s talk about it!

Sign up for a free consultation with me. Let’s chat about some of your goals, and discuss steps you can take to secure the balance and fulfillment you’re looking for in your career.

I can help you get started going in the right direction, and at no cost to you. You just have to sign up for a time before slots fill up.

But wait! There’s more! Knowing your goals and values is a critical first step. But it’s far from the only step in an organized, strategic, and purposeful job search campaign. Make sure you subscribe so you can get more tips!

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The Real Reason Some Of Us Hate Being Asked “So What Do You Do?”

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So there you are, on a cool little outing with your friends: vibin’, slidin’, dippin’, glidin’ around like a feather. Cocktail in hand, you’re making conversation with your best friend’s new co-worker when they look you in the eyes and ask, “So what do you do?”

*Record scratch*

You can’t believe they had the audacity. The impudence. The GUMPTION. Why would they ruin your vibe with THAT question?

You look at them, they look at you:

In your mind, you push them. In reality, you give a quietly frustrated answer and transform into this meme:

Ever been there before? Because I have. 

It sucks.

There are definitely many reasons why someone might hate this question, but there’s one in particular that I’ve come across several times now with people I’ve spoken to, and it really stands out to me:

They’re not proud of their job.

It’s more than just not liking it. They find it uninteresting. Uninspiring. In their mind, their work and impact are insignificant.

And because they really feel that way, they assume others will too when told about it.

So being asked that question can feel dreadful, embarrassing, sad. Not because what you do is embarrassing or sad or dreadful, but because you feel that way about it for one reason or another.

Maybe because it’s boring to you. Or because you don’t feel respected by your co-workers, supervisors, students, customers, or whoever. You probably put out high quality work, but maybe your job doesn’t allow you the opportunity to have the impact you want to have. And honestly, I can relate. When I worked in Higher Education, I felt respected by my peers, but I didn’t feel particularly proud of the impact I was having. It didn’t start off that way, but so much of my work started to feel mundane to me over time. I couldn’t stand being asked about my work by friends, family, or new acquaintances.

If you find yourself feeling a little bit annoyed when someone asks you about your job, I have a task for you. Ask yourself this question:

Why?

Go sit somewhere quiet, pull out your favorite wooden pencil (are those a thing of the past now?), and write out some of your thoughts on why you feel that way. If you find that it’s at least in part due to the fact that answering “So, what do you do?” makes you feel kinda small, then I have another question for you to ask yourself:

What about your job or career makes you feel that way?

Do you feel embarrassingly underpaid? Does it feel ridiculously mundane? What’s the pain?

Most of us want to do work that we feel is important and fulfilling. And we want to be able to make a real living doing that work. Is that too much to ask?!

Nah, of course not. Believe it or not, there are real people that don’t mind being asked about what they do for a living. There are people who actually feel excited by it! And I would bet that for many of them it’s because they don’t feel like they’re doing unimpactful work. They’re actually inspired by some of their daily tasks. They wake up in the morning at peace with the work day ahead. They feel good about where they’re at.

So it’s possible. I’ve seen it, experienced it myself, and worked with others who have too. But it can be challenging to get there. If you’ve read this far, I’d guess that you’re already well aware of that.

And I have some news for you: I want to help you get to a place where talking about what you do makes you feel excited.

Schedule a call with me and let’s talk (CLICK HERE). It’s free, it’s one small positive action, and you’ll feel good about it. Let’s start you on the path to being able to answer “So, what do you do?” without the stress and frustration.

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1 Helpful Tip If You’re “Overqualified”

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Imagine working so hard all your life and gaining all this valuable professional experience, just to identify a job you really want and be told you’re “overqualified” for the role.

Boooo! It’s a really crappy situation.

Unfortunately, it really happens. And it isn’t fair

If it’s happened to you before, you might feel frustrated and cheated.

And you might feel confused about how to navigate your job search moving forward. Is it a bad thing you went and got several degrees in pursuit of depth of knowledge? Is it really all that terrible that you’ve spent YEARS acquiring valuable experience and skills?

It’s not.

And fortunately, there is something you can do to help you manage it. Let’s dive a little deeper.

WHERE’S THIS COMING FROM?

First, it’s worth it to understand where the hesitation to hire an “overqualified” candidate comes from.

The hardest part about hiring is actually keeping the people you hire–retention. Hiring managers fear that if they hire a candidate that checks off every box in the job description and much more, that candidate will get bored quickly and want to leave (and possibly come for their job). They’ll be right back in hiring mode way sooner than they wanna be, and as I’ve mentioned before, hiring can be a wildly expensive chore.

On the other hand, they’d rather find a candidate that maybe isn’t fully qualified but is eager to learn and grow into the role.

And there, my super qualified friends, lies your potential advantage in this game.

THE TIP YOU’RE LOOKING FOR

When you have a huge amount of experience or education or skill, it’s natural for you to rely on it as a selling point. 

Because…why wouldn’t you?

The problem is, rely too heavily on it and it could come off as a red flag, leaving you labeled as overqualified. A flight risk of sorts. So what do you do instead?

You take a page out of your less qualified counterparts’ book.

Instead of leaning heavily on your experience and education to do the heavy lifting, rely on your motivation to learn and grow in the role.

Remember: At the interview stage, the hiring team has already seen your extra juicy resume, so they already know you have the required skills and experience and then some.

So what else can you show them? Show them that despite your years in the game, you’re just as hungry to join this team, learn from the experience, and contribute to the culture. Be ready to explain how THIS role gives you the opportunity to still grow over time.

BONUS TIP

Get a referral from someone the hiring team can trust. Maybe a former colleague of the hiring manager, or someone who already works at the company or institution.

The hiring team is gonna be thinking: “Hmmm…why is Brandon applying for this job? This would be a step back for him. What’s his game? Can we even afford him?”

From a hiring manager’s perspective, it’s a little odd to see someone who’s significantly overqualified in the pool. Being that there’ll probably be at least a little bit of suspicion, it’ll go a long way if you can get a referral that can really vouch for you.

And lastly, I gotta say this because I want you to get all that you deserve. Ask yourself if you’re really ok with applying for jobs you’re overqualified for. Are you at peace with potentially settling for a role that has a lower pay range than what you can likely get by applying for bigger roles?

If so, go for it. Otherwise, maybe it’s time for you to start applying for those roles you’re a little bit underqualified for.

WHAT TO DO FROM HERE

Whether you’re overqualified or not, I want you to ask yourself (and be honest–no shame in the Gallant community!) if you feel like it’s time for a change in your career.

Do you feel like you’re burning out? Do you feel like you’re underpaid? Are you just not satisfied at work anymore?

It IS POSSIBLE for you to land a job that you actually want to go to (speaking from experience here).

If that sounds interesting to you, it’s time for us to have a quick little conversation. For free. Click here and sign up for a free consultation with me.

Let’s get you organized and started down a path that’s more fulfilling for you.

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1 Key Screening Factor Hirers Love

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“How do I know what the hiring manager is looking for?”

“How do I make the right impression in my interview?”

“What if I’m not totally qualified for the role I want to apply for?”

Good questions! Tough questions.

Hiring managers, of course, look for different things depending on what they’re hiring for. So, of course there could be many things you should be mindful of!

But still, every hiring manager I’ve ever met, interacted with, or heard from (including myself) loves one thing in particular in a candidate: Motivation.

WHY MOTIVATION?

Hiring managers feel like a motivated candidate can be trusted to do good work. A motivated employee will show up. They’ll learn fast. They’re more likely to stay engaged and produce tangible results.

Of course, there’s always a bit of responsibility on the employer to keep their employees engaged, but they know that someone coming in with their own motivation will benefit them.

Why?

In part, because motivation can overcome a lot of challenges and barriers. That could even include the dreaded “required years of experience” factor in some cases.

Lead from a place of motivation or energy.

BUT WHAT IF I’M UNDERQUALIFIED TO BEGIN WITH?

Every once in a while, someone will tell me how they lack the experience in years for a job they want to apply for. “Should I apply for it anyway? How do I get my foot in the door?”

I get it. It can be tough to get past certain requirements like that. 

My response: Work with what you DO have. If you lack the amount of experience an employer is asking for, approach from a place of motivation!

If you can find opportunities to weave in demonstrations of your motivation overcoming barriers, you can improve your chances of impressing employers in the best of ways.

OK SO HOW DO I GENERATE MOTIVATION?

Well, you have to be working toward the right things. It’s hard to be motivated about things you couldn’t care less about, so it’s best if you can position yourself to be doing work you’re truly invested in.

Get to know your ambitions and values. What’s important to you? What gets you up every day? What inspires you to do good work? What goals do you have and why do you have them?

Beyond that, it helps to then break your goals down into smaller steps (small steps are good). When you break them down into smaller goals, they become more manageable, which helps you gain momentum and drive.

And make yourself an action plan–something tangible. When you have a written plan that breaks things down into steps, not only does it help you get organized, but it also gives you an opportunity to track your progress and measure your success. It’s cathartic and energizing to cross something off your list.

Organization is hard, and you don’t have to figure that out on your own. Click the link below and sign up for a free consult with me so we can discuss how to conduct your job search without all the confusion. [Click Me!]

Build healthy habits outside of your goal. No one can stay in a constant state of motivational energy 24/7. At some point, you’re gonna have to remember to take care of yourself. Rest is a productive act. Doing things outside of the goal is a productive act. Taking care of yourself holistically will help you maintain the energy you need to keep motivated.

Finally, celebrate your successes. Reward yourself. You like cake (I don’t)? Gift yourself some cake! High-five yourself! Get you a margarita! This sort of feedback can help positively reinforce your motivation.

WHEN CAN I WEAVE MOTIVATION INTO THE JOB PROCESS?

There are a few opportunities, actually!

  • Your resume: demonstrate taking initiative, improving your learning, building bridges where none existed previously
  • Your cover letter: highlight experiences where you went above and beyond
  • Interviews: show genuine interest and excitement; give examples of how you’d solve problems in the role
  • Networking and outreach: send follow-up emails (don’t overdo it) after interviews; request informational interviews BEFORE you apply
WRAPPING UP

If you want to impress your hiring manager, demonstrate that you’re motivated. Show them you want to show up and be consistent. Show them you take initiative. Show them you learn fast. Remember, a motivated candidate is often perceived as someone who will make a trustworthy employee. 

So even if you do lack in some other areas, you can overcome deficiencies with the right touch of motivation.

FEELING LOST, STUCK, OR CONFUSED?

Getting a job in something you’re actually motivated to do is tough sometimes, especially if you’re unmotivated NOW. So if you’re in that boat, here’s the ONE thing I want you to do:

Click this link –> [Click Me!] and sign up for a free consultation. It’s time to talk about getting you the job that makes it easy to be motivated!

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Next Issue on August 3rd: 1 Helpful Tip to Manage Over-qualification

Do you feel like you’ve been passed on because you’re overqualified? Have you been told by an employer you’re too old for the job (not legal btw)? I have a tip for you! Subscribe today to make sure you get it!

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Is Job Hopping Good Or Bad?

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How long should I stay in my job before I leave?

Will future employers care if I’ve left a job after only 1 or 2 years?

If you’ve ever wondered anything like these questions up here, the job hopping stigma has made its way into your gray matter!

Job hopping can be described as changing jobs frequently in a short amount of time. Think 1 or 2 years.

For decades, it’s been frowned on by employers, which has put pressure on workers to stay at their jobs for better or for worse. Hence the “How long should I stay in my job before I leave?” questions.

But job hopping has become more and more common over the years, with Millennials and Gen Zers leading the way, and the COVID-19 pandemic spurring a whole lot of job overturn.

So with job hopping becoming more prevalent, has the perception of leaving a job after a couple years changed? 

The answer is easy.

Just kidding, it’s not. It’s complicated and a little frustrating.

WHAT’S THE BIG DEAL?

The stigma around job hopping mostly comes from employers looking at it as a sign that the candidate has no loyalty or is unstable.

“If we hire them, they’re just gonna leave in 12 months and we’re gonna have to hire for the role all over again.” And hiring can get expensive. Employers generally don’t like having to replace people, especially after they just hired them.

Unfortunately, that’s led to many employees staying in their jobs longer than they probably want to, even in the face of low pay, lack of growth opportunities, burnout, etc.

The tide is turning quickly and kind of dramatically for Millennials and Gen Zers, with Millennial turnover costing the US economy an estimated measly $30.5 billion every year.

WHY ARE SO MANY PEOPLE JOB HOPPING?

Probably a lot of reasons. One of the big ones is lack of engagement. Boredom and a lack of emotional/mental engagement can lead to stagnation and burnout, so people are scramming for greener, more engaging pastures.

Job hopping can also come with lots of practical benefits: better pay, more opportunities to move up, develop new skills…the list goes on.

HAS THE PERCEPTION CHANGED THEN?

For some employers, yes. There are some hiring managers who actually see multiple work experiences as a plus because it signals more experience with different work cultures and an ability to network and build new relationships.

Others don’t mind it. They may just chalk it up to “the way things are now” or life experiences necessitating more movement for some people.

However, there’s still a portion of employers who cringe at the thought of hiring someone with a history of leaving jobs after only 2 years.

So if you’re going to leave your job after 1 or 2 years, job hop thoughtfully and with purpose. In other words, make sure you’re able to explain to a future employer how your varied experiences will add value to them, and go for roles that will allow you to learn and grow in your career.

SO WHEN IS IT COOL IF I DO IT?

Well…

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WRAPPING UP

So it’s not necessarily good or bad. Although it’s historically been looked at negatively, there are good ways to do it, and there are employers who don’t feel negatively about it in all cases. Way more people job hop now than they did 20 years ago, so the standard has definitely changed.

You just have to be thoughtful and intentional about your pivot. And guess what! There’s support for you if you’re thinking about it! Book a free consultation with me and let’s talk about what your next steps should be.

FEELING LOST, STUCK, OR CONFUSED?

Maybe you come home at night and vent to your friends about how much you can’t stand your job. Or you wake up and lay in bed wondering, “I need to start job searching soon.” You know you want to take your career in a different direction, you’re just not sure where to begin.

Then it’s time for you to take the Career Compass Assessment and

  • Address the frustration of knowing you have transferable skills, but not really knowing what they are exactly
  • Understand exactly what’s causing you pain in your current job, and what’s standing in the way of having a career you really want
  • Finally deal with your current career confusion that has you complaining about your job, but not doing anything about it

You’ll walk away with a personalized report detailing what your skills indicate about your career journey, and you’ll know what step you need to take next to get yourself in motion!

How it works: You’ll do a brief online assessment and then hop on a 45 minute 1 on 1 zoom session with me.

The Career Compass Assessment Program is currently being offered at $83. Hurry, because the price is going back up to $97 soon!

At the end you will know:

  • What transferable skills you ALREADY HAVE to offer that are currently in-demand
  • Potential job fits that would actually energize you instead of drain you
  • What steps you should take in the short-term to finally move you toward a job you’ll love

Contact me today to get started!

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Next Issue on July 20th: One Key Screening Factor

Next time, I’ll hone in on one key screening factor that hiring managers love. Don’t miss it!

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How to Ask for an Informational Interview

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So networking is a crucial part of a job search, and it can be somewhat of an uncomfortable thing to engage in. Specifically, what can be one of the more socially awkward networking activities is the dreaded informational interview.

Not all informational interviews involve cold-messaging a complete stranger on LinkedIn–sometimes you have the luxury of just asking one of your friends or mentors about their work experience. However, we often find ourselves needing to reach out to a complete stranger. 

Dang.

This is especially true if and when we’re looking to pivot our career or enter an industry in which we don’t already have an established network. Maybe that doesn’t intimidate you, and you know just how to go about it. If that’s the case, congrats! Get out there and request those informational interviews!

If it is a little intimidating to you, and you’re not really sure how to go about it, read on. I have Gravy for you.

SETTLE DOWN

Deep breath innnn.

Hold for 3 seconds.

And releasssse.

Try to relax your nerves a little. Asking for an informational interview may seem awkward, but it’s a totally normal thing to ask of someone. You don’t have to put so much pressure on yourself, or on the other person. Remember, you’re not asking them for a job, you’re not asking them for a job interview. You’re asking them for time and information.

Speaking of information…

DO SOME RESEARCH

Before you reach out to anyone, you should spend some time (1) thinking about what kind of information you’re looking for, (2) identifying people who might have useful information for you, and (3) researching their work experience.

If you’re totally lost on where to start, here’s a tip: Make a list of skills, strengths, job titles, or job functions that are relevant to your career goals. Take that list of keywords and input them into the search bar on LinkedIn in different combinations. For example, if you’re interested in UX Design, writing, collaboration, and policy, you might enter “UX Design, writing” into the search bar. Or “UX Design, policy.” You get the idea. From there, you’ll get a list of people who have those terms in their profile!

Take a look at some of those people and see what you can learn about them. Do you have mutual connections (you should try to find people you have mutual connections with)? Is what they do actually interesting to you? What are some of their major accomplishments?

Another tip: Try not to target recruiters or hiring managers. Find someone on the team that can get you good insider information.

It’ll take time, but it’ll be well worth it.

And speaking of time…

BE RESPECTFUL OF THEIR TIME

Informational interviews should be relatively short–somewhere around 20-30 minutes. They’re doing this for you for free, and like most of us, they’re probably got other things to do. So keep the timeframe of what you’re asking for short–something easy to say yes to.

And when they do say yes, you want to make the time count by having good questions to ask. Which is also why you want to do your research on them beforehand. Don’t waste their time (or yours) by setting up an informational interview and then just staring at them and expecting them to just give you a bunch of information.

Of course, you might get more no’s than yeses to your request for time. Again, that’s normal, don’t let it discourage you. Try someone else and keep going!

THE ASK

When you reach out, you should start with a brief introduction of yourself and how you found them (i.e. they’re doing work that interests you and you saw that you have mutual connections, you listened to their podcast, someone recommended them to you, etc.)…

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P.S.: If you’re interested in some good sample questions to ask in an info interview, contact me and let’s talk!

Next Issue on July 6th: The Job-Hopping Stigma

Have you ever wondered if job-hopping will hurt your career? Let’s talk about it next time!

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Update: Career Compass Assessment

Are you feeling lost, stuck, or confused in your career?

Maybe you come home at night and vent to your friends about how much you can’t stand your job.

Or you wake up and lay in bed wondering, “I need to start job searching soon.”

You know you want to take your career in a different direction, you’re just not sure where to begin.

Then it’s time for you to take the Career Compass Assessment and…
  • Address the frustration of knowing you have transferable skills, but not really knowing what they are exactly
  • Understand exactly what’s causing you pain in your current job, and what’s standing in the way of having a career you really want
  • Finally deal with your current career confusion that has you complaining about your job, but not doing anything about it

You’ll walk away with a personalized report detailing what your skills indicate about your career journey, and you’ll know what step you need to take next to get yourself in motion!

How it works:

You’ll do a brief online assessment and then hop on a 45 minute 1 on 1 zoom session with me.

The Career Compass Assessment Program is currently being offered at $83!

At the end you will know:

  • What transferable skills you ALREADY HAVE to offer that are currently in-demand
  • Potential job fits that would actually energize you instead of drain you
  • What steps you should take in the short-term to finally move you toward a job you’ll love

Contact me and include “Career Compass” below to get started!

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How To Navigate Cultural Fit

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Cultural fit, aka culture fit, aka fit.

Maybe you’ve been told, “We decided to go with a candidate that was a better culture fit for our department.”

Or, maybe you’ve heard of employers saying something like, “We liked them, they just weren’t really a fit for us. We want to make sure we get a good fit.”

Well, what does that mean? Culture Amp says culture fit hiring is “the concept of screening potential candidates to determine what type of cultural impact they would have on the organization.” It’s more or less based on perceived compatibility of values, beliefs, and behaviors between the employee and organization.

The idea behind it is that if you match the company’s culture, they’ll be more likely to hire you.

But is hiring for culture fit actually a good thing? The case against it has steadily been growing in recent years.

Opponents say that culture fit hiring is bad for diversity and inclusion, breeds incompetence, and upholds the status quo. In other words, if a company is looking to move forward and improve, screening for culture fit may not be the answer.

Still, lot’s of companies screen candidates for culture fit. So what are you to do as a candidate who may or may not “fit” with the culture of the company you are interviewing for? That’s tricky, but let’s take a look at two things you should be aware of.

FOCUS ON CULTURAL ADD

You may not be able to control what the culture is, but what you can do is highlight what you can add to the culture.

Do you have a different and productive opinion on best practices? Do you possess a value set that offers an opportunity to improve morale?

Most leaders within a company want the company to improve. You may not be a common or traditional hire, but if you can show that you can add to their culture by bringing in new perspectives, behavioral habits, or personality traits that can spark innovation and improvement, you can show them that you’re exactly the hire they need.

On the other hand, this highlights the importance of doing your best to get to know the company or department, ideally before you even interview with them.

REALLY DO YOUR HOMEWORK

What exactly is the culture of this company? Is it homogenous and bland (read: boring)? Why wouldn’t I fit? Do I want to fit? Would I be tokenized here?

Because some places that are really into cultural fit hiring are homogenous. Many of them are stuck and drowning in the status quo. And maybe you really would be tokenized in some of them, especially if you’re Black, Indigenous, or a person of color.

Do your best at digging in and finding out what the culture on the inside is like. That means:

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Next Issue on June 23rd: How To Ask For An Informational Interview

Ever thought about asking for an informational interview, but you just weren’t sure how to go about it?

Don’t miss out on the next issue! Subscribe today to make sure you catch it: How To Ask For An Informational Interview.

Update: Career Compass Assessment

Are you feeling lost, stuck, or confused in your career?

Maybe you come home at night and vent to your friends about how much you can’t stand your job.

Or you wake up and lay in bed wondering, “I need to start job searching soon.”

You know you want to take your career in a different direction, you’re just not sure where to begin.

Then it’s time for you to take the Career Compass Assessment and…
  • Address the frustration of knowing you have transferable skills, but not really knowing what they are exactly
  • Understand exactly what’s causing you pain in your current job, and what’s standing in the way of having a career you really want
  • Finally deal with your current career confusion that has you complaining about your job, but not doing anything about it

You’ll walk away with a personalized report detailing what your skills indicate about your career journey, and you’ll know what step you need to take next to get yourself in motion!

How it works:

You’ll do a brief online assessment and then hop on a 45 minute 1 on 1 zoom session with me.

The Career Compass Assessment Program is currently being offered at $47 (goes up to $97 on June 15th)!

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  • What transferable skills you ALREADY HAVE to offer that are currently in-demand
  • Potential job fits that would actually energize you instead of drain you
  • What steps you should take in the short-term to finally move you toward a job you’ll love

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The 5 Major Screening Factors That Get You Hired

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Do you ever wonder what hiring managers are looking for in their candidates?

The specifics of what a hiring manager needs for a particular job will vary depending on the job, the company, and potentially a variety of other considerations, of course, but there tends to be a pretty consistent 5 themes.

These 5 themes make up the 5 Major Screening Factors. Master these screening factors, and you’ll position yourself as a frontrunner in your job search.

SCREENING FACTOR #1: PERSONALITY

That’s right. When it comes down to it, and all the remaining candidates are technically qualified for the role, the deciding factor is often personality.

Do they like you?

Do they feel like you’d work well with the other employees?

Does your communication style vibe with theirs?

Would your energy level work well for this role?

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Cover Letter Troubles? Here’s How to Write Them Well

THE GRAVY, ISSUE 5

Cover letters scare lots of job seekers. 

“How do I write a good cover letter?” 

“How long should it be?” 

“What about the heading and address and all that stuff? What do I do about all that?” 

“Should I write a general cover letter, or a specific one for each job?”

Let’s talk about cover letter writing. And guess what! Cover letters (in my opinion) are actually pretty easy. Especially compared to resumes.

FIRST THING’S FIRST…

Cover letters are easy because they’re short. Really short. The whole thing, including the heading, the addressing, and content, should be 1 page. That means your actual content should be around half a page–4 paragraphs, 14-17 sentences.

You can do that.

If your cover letter is longer than 1 page, it’s probably too long. Kinda like resumes, nobody likes reading cover letters. Hirers read them mostly out of necessity, so don’t give them a whole essay. It’s overwhelming. Give them the highlights in 1 page, single spaced, and standard font size/type.

YOUR HEADING AND ADDRESSING

Your cover letter heading should be the same as your resume heading:

Name nice and big, with your contact information and maybe your LinkedIn profile (if you have one and it’s ready to go) below it. The consistency will help you stick in the minds of your readers.

Then comes the addressing. Personally, I think this part is just a relic of a time when people would actually mail in application materials. It’s not the most important thing in your cover letter, but it’s nice to include it correctly since it’s still convention. Here’s what you should include:

  • Date
  • Hiring Manager’s Name
  • Hiring Manager’s Title
  • Company Name
  • Company Address Line 1
  • Company Address Line 2

Followed by: “Dear [Hiring Manager’s Name],”

Here’s the thing. It’s often kinda hard to find the name and title of the hiring manager because it’s not always listed anywhere. If you can’t find it, just leave it out of the address part and instead start your letter with “Dear Hiring Committee/Manager.”

Pretty easy, right? Stick with me!

LETTER CONTENT: INTRO

This is the part where people’s struggles begin, but there’s a strategy and organization to writing a good letter. Again, I recommend 4 paragraphs, starting with an intro.

Your introduction paragraph should be just that: An introduction. Introduce yourself, how you found out about the job posting, what you’re excited about, and what the reader will discover about you as they continue to review your candidacy.

You want to do this in a way that is unique to you. For example, you’re not just a talent acquisition professional, maybe you’re a bilingual talent acquisition professional with a passion for building reliable relationships that produce mutually beneficial outcomes. The opportunity to hone in on the details of the company’s acquisition process excites you, and you’re confident that you can leverage those details to attract and hire top tier talent.

Think of it like this: Imagine that the candidate pool is 100 people. You want to write an intro that maybe 15 other candidates could write. That’s how you stand out from the crowd. 3-4 sentences.

LETTER CONTENT: PARAGRAPH 1

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