Rejection, especially in this job market, is an unavoidable reality. You won't win every time. It's okay to be disappointed, for a minute, but set a limit and move on. Part of job search success requires self-evaluation. It's important to recognize the possibility you might be doing something wrong and, if so, to be open to positive change.
If you've been on the hunt for awhile and you feel like you're getting nowhere, consider asking your recent interviewers and peers for constructive criticism. Be prepared for the sugar-coated version, but at least you will gain some perspective on what you may be able to change for future interviews.
I find the most frustrated job seekers are those who walk blindly through their job searches. Recruiters and hiring managers are keen at sniffing out those with chips on their shoulders. Not being aware of negative feelings or the inability to control emotions throughout a difficult job search process will quickly send a job seeker to the depths of job search hell, and we all know that is not a pretty place to be.
I know it's easier said than done, but keeping your chin up and sending out positive vibes throughout every step of an interview process is critical to your success. Here are 6 ways to stay positive during your job search:
1. Take responsibility for your happiness.
Too often we let other people determine our happiness. When you let a potential employer, or anyone else for that matter, control your feelings, you'll never end up very happy. Happiness, bitterness, or frustration are all choices. How you decide to react to any situation in a job search is up to you. Many issues in life you won't have any control over. The key is knowing what is within your power (yourself) and what is out of your hands (everyone else).
2. Reward yourself for the small successes along the way.
Celebrate when you get a phone interview or second-round interview. Okay, it's not a job offer, but it's a step in the right direction. Even if you aren't selected for the job, it means your resume is communicating the right things to a potential employer.
3. Find a job search partner and surround yourself with positive people.
Networking should play a huge part in your job search, however, if you find yourself surrounded by "Debbie Downers", find another group! This goes for a job search partner, too. While finding someone to talk to who's in the same boat as you and who understands the frustrations is very helpful, make sure you help keep each other motivated and positive.
4. Set goals. Get up and get out.
Don't allow yourself to sleep in and lounge around. Take your job search seriously and search every single day. Set daily goals and track your progress so you have a good idea of where you are heading. Setting a job search schedule will give you a sense of accomplishment at the end of each day.
5. Find time to do things you enjoy.
Keeping your life balanced will help you stay positive and keep things in perspective. Explore a new hobby. Catch up on your reading list. Eat right and exercise! Stay engaged with your family and friends.
6. Consider exploring a cause you are passionate about through part-time volunteer work.
Not only can volunteering lead to possible job leads and new connections, but it's a good way to add structure to your days and feel like you are contributing to a positive cause.
How do you stay positive when life gets you down?
Photo credit: Wavy1
Q:
How do I find the "best" (if there is such a way to tell) recruiters in a particular field or desired work location? I have just started my job search and am struggling to figure out which recruiting companies or recruiters I can target to contact or send my resume to. Or should one just use the buck shot method and hope for the best?
A:
Recruiting firms are usually either generalists or specialists. Some work nationwide, while others may only work in a specific region or even a single city. Finding the "best" recruiter is really a matter of opinion and who you are comfortable dealing with
The best way to find a trusted recruiter in your industry is to ask around. Ask your college professors or work colleagues. You can also search LinkedIN for recruiters within your field as well — we′re all there. Most than likely, you'll have the best luck finding opportunities through recruiters who are specialists in your field.
Remember: A recruiter works for a client company, not the candidate. Recruiters do not always spend a lot of time with candidates until they have a matching position varies. Some recruiters will take a few minutes to get to know you better for upcoming opportunities, especially if they think there is a good chance of placing you in the near future, but there isn′t always time to speak to each candidate in detail when filling open searches is the priority.
Ensure the recruiting firm has the information it needs. When you present your details to give the recruiter the pertinent information about your background and your search. Your resume, career highlights, your interests, geographical preferences, and salary range are a good start.
Don′t use the buckshot method. You do not want just anyone with a copy of your resume in hand. Unfortunately, not all recruiters will treat your information in confidence. There are recruiters out there who will just float a resume around the industry to see if they can get any interest and an easy placement without even speaking to you. You don't want to be the spaghetti they are throwing against the wall to see if it sticks.
I′ve heard stories of people who are interviewing on their own with companies and all the sudden some unknown recruiter sends the person′s resume as if it were the firms referral without ever having contact with the candidate. It's an uncomfortable situation to be in - so protect your information. This is a unprofessional and unforgivable practice, but it happens — choose wisely!
This is part of an on-going series of candidate questions submitted through this blog. If you have a question you would like featured, please submit it here. Confidentiality is guaranteed.
For other candidate questions, see the archive of questions download Before Night Falls .
Photo credit: Gluemoon [Flickr]
Q:
What is the best way to go about contacting a company you would be interested in working for?
A:
Email is by far the preferred method of companies and recruiters to show your interest and apply for an open position. If there is an open position and you don't have any connection with the company, I'd advise to go through the proper channels- follow the directions on the job descriptions and submit your resume and cover letter to the address provided by the company.
This is NOT where you should stop. Just because you submitted through the proper channels though doesn't mean you can't follow-up through other means. Some positions receives hundreds of resumes, only seen by the human resources department for an initial review and judgment. Other times your resume will be imported directly in the company's applicant tracking system which may only scan for keyword matches to rank the top candidates for the position.
If you are very interested in working for a particular company, you'll have to take it a few steps further. Search LinkedIn or Google search to find out who the hiring manager is and follow up directly to show your interest in a position. Many job descriptions state the reporting structure, if not, make your best guess. Finding out this information isn't difficult with a bit of extra effort. Sometimes a simple follow-up can determine whether you land the opportunity to interview or not. Surprisingly, few people take this step because they fear the risk of being too pushy or coming on too strong.
When following up electronically, your follow-up needs to be specific for the position and how you will add value. There is nothing more obvious than a blanket introduction and follow-up. State why specifically you want to work for the organization and how you will help them be successful.
If you have friends within the organization, an internal referral is always better than a submission through the website. Ask your contact to walk your resume into the hiring manager or HR department and follow up within a couple of days.
All of this takes time — a job search can be full-time job in itself. Putting in the extra effort will pay off in the end and set you apart from the majority who don't invest the time in the job search.
This is part of an on-going series of candidate questions submitted through this blog. If you have a question you would like featured, please submit it here. Confidentiality is guaranteed.
For other candidate questions, see the archive of questions.
Q:
In the current economy in the United States, what are the risks with leaving a job and starting somewhere new? Is it a case of high-risk, high-return or can we still feel comfortable even as newbies?
A:
Change doesn′t come without risks. Leaving one job for another, even in this market, is a perfectly acceptable and normal transition. A common, flawed theory on employment during a recession is the "last one in is the first one to go." The decision to eliminate a position is determined by many more factors than just seniority or tenure within the company. Companies are laying off employees who have spent decades with the firm meanwhile the recent junior hires stay gainfully employed. And you will certainly find cases where it is the other way around.
"Safe" companies or "guaranteed" jobs don't exist, it's only the degree of safety that varies. The circumstances are always changing.
Most firms that hiring right now are doing so because the position is a fundamental piece to the organization′s success. Of course, if you are considering a change, you should always do your due diligence. If you are employed, don′t just get up and quit without having something else lined up. But if you are interested in making a change or approached about an interesting opportunity, don′t let fear keep you from exploring it.
This is part of an on-going series of candidate questions submitted through this blog. If you have a question you would like featured, please submit it here. Confidentiality is guaranteed.
For other candidate questions, see the archive of questions
Photo credit: Anarchosyn (Flickr)
Identity movie
This post is part of series of an on-going candidate question series where the readers post their job search and career questions here and I feature them anonymously.
Q:
I would like to work internationally in either tech or pharmaceutical PR. What resume building steps can I take to best position myself for a job/country change? Are foreign agencies open to hiring US candidates?
A:
You should consider working for an international PR agency that has offices throughout the world. Many of these agencies do offer interested employees the opportunity to work temporarily or permanently in other offices, especially if you have the language skills. Some agencies have international exchange programs allowing employees to experience what it is like to work in another country office for a few weeks up to several months. You may also be able to apply for a full-time transfer if there is a position open in another agency office or transfer to a sister company's international office if the agency is part of a larger entity.
The more international experience you can gain while working in the United States, the more viable of a candidate you will become for these overseas posts. If you have the opportunity to work on a team with international clients and interface with international media, you can make a better case for yourself when you approach your company for a transfer.
Other related Q & A posts:
When Should You Follow Up on Your Job Application
When Should You Start Job Searching
How to Find a Recruiter for an Entry-level Position
Balancing Multiple Offers
Photo credit: Patrick Q [Flickr]
I asked the Twitter community a couple days ago for their job search and career questions. The response was overwhelming! I will be selecting several reader's questions over the next few weeks to answer on the blog. If you have a job search question you would like to see here, please submit it here. Your name and contact information will NOT be posted.
Q:
If a job posting doesn't specify that they will contact you, how long is a sufficient amount of time to wait before checking on the status of your resume?
A:
Waiting one week to follow up from a resume submission is good rule if you have emailed it to a general email address or human resources department. Far too often candidates complain their resume goes to the "black hole." If you′re lucky, you might get an automated response from a job advertisement.
It's important to remember, some ads generated hundreds of responses a day and many companies have tools to automate the entry of resumes into their applicant tracking systems. They may not be looking at every resume individually. The hiring manager may not even be involved at this stage and instead she is relying on the human resources department to pre-qualify and pre-screen candidates.
The best way to make sure your resume gains the attention it deserves for the position is tweak it to fit the job description. Think about what keywords someone might use to search a database to fill an open requisition. Your goal is to be on that short-list.
If you know someone within the company you are applying, it′s always better to have an internal recommendation. If your contact can walk your resume into the hiring manager or the HR department directly, your chances getting an interview improve greatly. Ask your contact to let you know when your resume has been received and follow up directly with the hiring contact in a day or two on the phone if possible or by email.
The Last Samurai release
In both cases, your follow-up should be concise, yet reiterate your interest in the position, and highlight your accomplishments and qualifications that make you a good fit for the open position. Don′t assume the company knows who you are or remembers what position you applied for. As wonderful it as it would be to hear a yes or no, don′t take it personally if you don′t hear back.
Photo credit: Mdezemery [Flickr]
Job seekers often think recruiters can be the solution to finding new employment or making a career change. While it is very true a recruiter can be incredibly helpful in a job search, it is important to understand a few key points in order to avoid a disappointing outcome.
Understand how recruiters work
Recruiters are compensated by their client companies - not by candidates. Recruiters do not work for you, they work with you. A recruiter's time is spent where it will best serve the client since compensation is based on a successful candidate placement. Unfortunately, that means most recruiters can't interview everyone who sends a resume or expresses interest unless there is a good chance he or she fits a current job specification.
Recruiters don't work with career changers
Recruiters are expected by their clients to find people who are an exact match for the position and who are currently working in their field. If you are looking to make a career transition (i.e. sales to PR), then skip connecting with recruiters. Ditto if you are seeking an entry-level job.
If you are looking to make a slight shift into a parallel industry (i.e. tech PR to consumer PR) or a different type of position in the same industry, then a recruiter may be able to help you.
Recruiters are not resume writers or career consultants
It is not appropriate to ask a recruiter to help you write your resume, critique it, give you individual career coaching, or "put in a good word" with their contacts, especially if you are not currently working on an engagement with them.
It's not to say though recruiters won't give you advice. I'm more than willing to give appropriate career advice to candidates who respect my time and expertise. Building a long-term relationship with a recruiter can be a definite career booster, just be careful not to abuse the relationship.
Treat recruiters the same as you would treat a potential employer This means timely follow-up and honesty throughout the process. It also means being respectful of their time. If you wouldn't ask an employer to interview you at 8:00 PM, don't ask it of a recruiter.
Be honest and open throughout the process. download Metoroporisu A good recruiter doesn't want to make a bad match. Nobody wins when an employer and employee break up too soon and there isn't a recruiter on the planet who wants to do a replacement search for free. Make your career goals, questions, and concerns heard throughout the process.
Build a long-term relationship with a recruiter in your industry. If you are not a fit or not in a position to make a move, recruiters will appreciate your referrals. An appreciative recruiter will remember your generosity and professionalism when you fit the bill for future opportunities. The first thing I do when I get a search is write down the top five people I know who would be a good fit for the search before checking my database, posting to my network, or reaching out for referrals. Being on the short list is a good place to be.
This month, Tom Musbach, asked the group of staffing professionals who participate in the Yahoo! HotJobs monthly feature, Recruiter Roundtable, about their biggest pet peeve about job seekers today .
The answers revolve around the same theme - lack of preparedness and a poorly targeted job search.
Here's what the recruiters have to say.
The Price of 'Perfection'
My biggest pet peeve is perfect candidates. They only had successes, are perfect and can't see any improvement to make on themselves -- except maybe to "work a little less." People who are too insecure to admit their shortcomings or even their mistakes make me feel that they lack good emotional intelligence. In all the reference checks we reviewed at Checkster, none were 100% positive, so be realistic. If not, you will be seen as either not daring enough to perform difficult things, or stuck in a myopic belief that you are perfect.
-- Yves Lermusi, CEO, Checkster
Clueless Candidates
As a recruiter, there have been countless times when job seekers have asked, "What position is this for?" Job seekers shouldn't just apply to any job. They need to spend their time effectively finding jobs that are a match for their skills and interest.
-- Nga Nguyen, Technology & Operations Group Recruiter at Wells Fargo
Short-Cut Introductions
With more people looking for work in today's economy, I've been seeing an increase in what I call "lazy introductions" come across my desk. It goes something like this: "I'm writing you to introduce myself. I live in New York and I'm looking for a job," and in the signature is a link to a LinkedIn profile or possibly a resume. A brief introduction should come with a background, highlights, and reason for connecting. A job search is a job in itself and requires some personalization and effort for each and every introduction.
-- Lindsay Olson, partner, Paradigm Staffing
Can't Connect the Dots?
My biggest pet peeve is receiving resumes or applications that describe background and work experience wholly unrelated to the position being applied for. Also there is either no supporting material or a generic cover letter that fails to connect the dots between what's on the application and what's in the posted job listing.
-- Noah Apodaca, lead recruiter for staff at the University of California, Irvine
Don't Go Generic
Job seekers hurt their own cause when they don't focus on specific ways they can help potential employers and instead simply mass distribute their resume. Individuals need to show hiring managers what they can do for the organization, not the reverse. Thoroughly research companies where you want to apply, customize your resume and cover letter for each opportunity, and in your communications with employers highlight your accomplishments and skills that demonstrate how you can positively impact the firm's bottom line.
-- DeLynn Senna, executive director of North American permanent placement services, Robert Half International
"The Recruiter's Roundtable" on Yahoo! Hotjobs is a monthly column that features answers to a question the editor, Tom Musbach, puts forth to a small group of recruiting professionals. For the December column, we were asked to give one thing job-seekers must to successfully land a good job in 2009. I talked about the importance of building your network before you actually need it and four other staffing experts weighed in with their thoughts.
Links
Recruiter Roundtable: Keys to Success in 2009 | Expert advice on what job-seekers must do this year
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Yesterday I wrote about why storytelling will help you land your next job. This is a follow-up post on how to effective tell your stories in a job search.
The STAR Model is a method of answering behavioral interviewing questions. You can also adapt this method to tell stories about your achievements on your resume (bullet points), a cover letter, or non-behavioral interview questions like the dreaded "tell me about you."
Part of your interview preparation should be to write out several examples of your previous successes - just another reason it is so important to keep track of your projects and work achievements. Anticipate what types of challenges you could face in this new role and create 5-7 stories around your previous relevant experience.
To do this, consider using the STAR Model:
S = Situation - describe a situation. This is a where you will set up the plot of your story for the listener. Give a brief outline of a situation you faced and your role.
T = Task - What was the task you had to accomplish? This is your goal or the hoped outcome.
A = Action - What did you do to accomplish the task? Describe what happened and how you attacked the problem through to resolution.
R = Results - What was the result of your actions? Be specific. Try to quantify these results if possible. The more specific you are, the more convinced the interviewer will be you are the person for the job.
Your stories require some thought and practice. Interview questions that begin with "Tell me about a time when...." are answered best using this model, but you can also find opportunities to tell a relevant story in various points in your job search.
Caution:
- When using this approach, be sure to focus on your actions, even if the situation was resolved by the team. It's okay to give credit to your teammates, but don't let the interviewer wonder what part you actually played.
- Be careful to not ramble on. Give concise, but powerful stories and make sure they are relevant to the conversation. Give a specific, measurable result and be quiet. Let the conversation flow from there.
- Your stories should be factual accounts that demonstrate your relevant experience. Opinions and theories can be saved for other types of conversations.
- Don't use the same story for more than one interview question.
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Stories That Stick
This blog is to share my recruiting experiences and discuss thoughts on the job market, PR industry and technology.
Alison Kenney is an independent PR practitioner with more than 15 years of PR consulting experience.
