Author: burrell.120

Why Your Job Search is not Working

Ruth Sternberg is a career coach who earned her journalism degree at Ohio State in 1985. After a career in her field and a second career in fundraising, she now focuses on helping professionals reclaim their sense of purpose and find clarity, congruence, and confidence, for more fulfilling careers. Reach out to her  ruth@confidentcareersearch.com or LinkedIn. Ruth is certified in five career areas.

Every week, I meet people approaching a job search by sending out hundreds of resumes and hoping for a response.

When not much is happening, they come to me and ask, “Why isn’t this working? What’s wrong with my resume?”

Here’s the short answer:

  1. “It’s not your resume! That’s part of the problem, but it’s not the real problem.”
  2. “You are asking the wrong question.”

Now, here’s what I mean:

You need a resume to get most jobs. Employers need a summary of what you deliver so they can assess whether you might be a good candidate. They don’t know you. It makes sense.

But your resume is not the real reason that you get a callback.

The reason you will get attention is that you have effectively communicated how you can solve employers’ problems. Therefore, your job is to determine what those problems are and connect your successes directly with them.

Here are five tactics that can help you gain clarity and match yourself more effectively to the needs of the role:

  1. Self-reflection. Remind yourself of your values and priorities. Review your career goals and clarify what job you’re seeking and why.
  2. Research. Know what companies fit your goals. Know what those companies need. Read and watch everything—their websites, articles written about them, their social media posts, and their videos. Talk to people who work there and in those industries. Consider attending an industry conference to gain further insight.
  3. Approach. Adjust how you approach your resume by considering what your target employer is looking for and then matching those needs with things you’ve done in your past jobs. Make a two-column table and fill it out.

Then, go a step further to ask, how can I demonstrate that my skills in those areas are of real value?

Consider the challenges you’ve met during your career. How did you help shift situations at your various jobs? How did you make things better? Answer this for each job you’ve held.

Now, go back and write bullet points listing these documented, quantifiable achievements that are relevant to things that the employer needs you to solve.

While you’re at it, use the language and terminology that they are using. This will help you to get found by applicant tracking systems that are programmed to scan for keywords.

NOTE: Do not merely list the responsibilities you had while at your various jobs. Those are not good bullet points. These comprise a job description and don’t add real value.

  1. Networking. Talk to friends, former colleagues, bosses, and anyone else you know to find out (a) if they have connections to the companies where you want to apply and (b) what they are hearing about your industry these days. Talk to them to get feedback about your job search. Listen. Take notes. Ask if there is anyone else you should know and if they will make an introduction.

While you’re at it, follow your target companies on social media. Interact with their posts. Be seen.

  1. Reach out. When you see a job, don’t apply immediately. Reach out first. Contact the hiring team. Let them know you’re interested and why you are a good fit; then ask to set up a chat. While you’re chatting, determine if the opportunity looks good. Then, if it is, let them know you are applying (and add, “Could I also send you my resume directly?”).

These steps will help you to:

  1. Feel more confident
  2. Know how to “sell yourself”
  3. Stop worrying about your resume as much

Will you end up getting a job where you are a great fit? It may take time, but don’t let that stop you from moving on to the next company. Someone is going to see that you are prepared and understand what they are about, and you will be invited to join them.

 

Bridging the Gap: How Shared Learning Unites Generations in the Modern Workplace

In today’s rapidly evolving professional landscape, the workplace has transformed into a diverse tapestry of generations, each contributing unique perspectives and experiences. From the seasoned veterans with decades of knowledge to the fresh-eyed millennials and the tech-savvy Gen Z, the intermingling of different age groups has given rise to both challenges and opportunities. One of the most potent tools at our disposal to bridge the generational divide and foster a collaborative, thriving work environment is shared learning.

Embracing shared learning within the workplace is more than just a trendy buzzword; it’s a transformative approach that fosters a culture of inclusivity, mutual respect, and innovation. In this blog, we will delve into the power of shared learning and explore how it acts as a cohesive force, harmoniously connecting people from various generations. Together, we will discover the numerous ways in which shared learning closes the generational gap, breaking down barriers and nurturing a workplace where all employees can thrive and reach their full potential.

In his book “Back to Human: How Great Leaders Create Connection in the Age of Isolation”, NYT bestselling author Dan Schawbel provides the following insights for today’s workplaces:

“There’s a great cultural and technological divide between younger and older workers, but both can benefit from each other’s knowledge and skills in important ways.

What Younger Workers Can Teach Older Workers

• New technologies that will impact internal collaboration and their profession and industry and how to use them.
• The importance of diversity and how it can benefit the team, since younger employees are the most diverse in history.
• How change is inevitable, why the skills of today may not be as valuable in the future, and how to learn new skills.
• Why they shouldn’t give up on their dreams. Research shows that younger workers are more optimistic and can use that to inspire older workers.
• The collaborative mind-set that will help older workers best interact with them, brainstorm, and come up with new ideas.

What Older Workers Can Teach Younger Ones

• The struggles and setbacks of building a career and the importance of having years of experience.
• The soft skills that have helped them build the relationships that have made them successful.
• The loyalty that makes others on your team want to invest in your learning and development.
• The regrets they might have had in their career and how to not make the same mistakes.
• How to manage corporate politics that naturally occur in any corporation, especially larger ones.
• The skill to handle conflicts in the workplace and the wisdom to use those conflicts to actually solve problems and form stronger relationships in the aftermath (p. 133-135).”

What are your experiences working with people from differing generations? Do these points ring true to you? Feel free to sound off in the comments below!