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The Value of College

College is expensive. Private college is even more. My undergraduate school is now charging approximately $50,000 per year, just for tuition. Assuming you’re paying of pocket, that’s two hundred thousand dollars for a four-year degree, not including room and board.

I love my college, but this is bananas. The idea that a student or parents are expected to come up with this much money for school is difficult to wrap the mind around.

The high cost of college makes you wonder what the money is for. College is more than a finishing school. It’s more than a place to learn about history. It will set the foundation for your future professional career.

To facilitate this career, many colleges offer a career resources center. But, they are typically opt-in. In other words, career resources isn’t a priority.

If finding a job is the ultimate goal, why doesn’t every college offer a mandatory class about just this topic? Along with history, math, and writing, why isn’t there a class in how to get a job? After all, we spend four years learning the skills we need to do the job. Why not have a course in how to get that job?

It seems simple. Universities could use leverage existing career resources staff, or they could find outside coaches or professionals. Fundamentals might include elevator pitch, resume writing, and professional networking.

If students knew how to get a job, they would be more likely to land one upon graduation. They very well might make more money, and in turn, the school would become more valuable. If your school already has a program like this, that’s excellent news. But, sadly, most of the students I speak to don’t have such a course.

If you are evaluating where you want to go to college (or graduate school), consider this. Most schools publish what’s called a post-graduation report. You can typically find it through a straight forward internet search such as “post-graduation report for Harvard University.” This report will typically share information, including: which industries graduates work in, which companies hire graduates, where graduates live geographically, and how much graduates make.

The how much graduates make portion is important. Graduates from certain colleges (or with certain degrees) make much more (or much less) than other graduates. This is real. Companies will very often pay a graduate from a pricey school more than one from another school. Or, they will pay graduates with science or computer backgrounds more than those with art or history backgrounds. This may seem intuitive, but the post-graduation report outlines it clearly.

The next question is – will this education have a good return on investment? Education is an investment. It’s an investment in future income. Fortunately, there are ROI calculators online that can help think through this process. At the end of the day, the college and major you select may be influenced by the ROI of the degree.

Angela Copeland, a career coach and founder of Copeland Coaching, can be reached at

158 | Unhappy at Work – Kathryn Gates, Therapist at Gates Therapy in Austin, TX

Episode 158 is live! This week, we talk with Kathryn Gates in Austin, TX. Kathryn is a psychotherapist and fitness specialist who works with adults, teens, couples and families. Kathryn’s mission is to support her clients in healing their pasts and embracing their creativity to find their unique life purpose. This is Kathryn’s second time as a guest on the Copeland Coaching Podcast!

On today’s episode, Kathryn shares:

  • The types of issues employees are the most frustrated with at work
  • How to decide if you’re in the wrong job — or the wrong workplace environment
  • How Kathryn was able to transition her own career from personal trainer to psychotherapist
  • How to reduce your stress at work

Listen and learn more! You can play the podcast here, or download it on Apple Podcasts or Stitcher.

To learn more about Kathryn, visit her website at You can also check out her new e-book, Do NOT See A Therapist: until you’ve done these 5 things, available in March on Amazon.

Thanks to everyone for listening! And, thank you to those who sent me questions. You can send me your questions to You can also send me questions via Twitter. I’m @CopelandCoach. And, on Facebook, I am Copeland Coaching.

Don’t forget to help me out. Subscribe on Apple Podcasts and leave me a review!


Do your salary research!

salary research
You know that negotiation is one of my favorite things – especially when you’re switching companies! A job transition is the perfect time to negotiate your salary up. When it comes to a successful salary negotiation, one of the most important things you can do is salary research. Take the time to find out what a competitive salary is for your new role, and for particular companies.

Especially in the corporate world, different companies pay very differently for the same position. Even within a company, pay can vary significantly. Companies use pay bands to determine how much employees may make. It may not sound like a big deal, but some positions have pay bands that span a range of $50K or more. In theory, you will be paid more for more experience and more education. In reality, these things do matter – but, so does your ability to negotiate.

You may wonder where to begin your salary research. There are many different sources online where you can do salary research – too many to cover here. I will touch on just a few that will be the best sources of information for beginning your salary researchincluding a new way to research salary that rolls out later this week!

Glassdoor has two options for salary research. The first is researching what a particular company pays for a certain role. In other words, search for a company that you like – by name. Then, enter a location (or you can leave location blank) and select the dropdown for “Salary.”

This simple search will give you a list of different roles at the company, and the pay range for each. You should search through the list to find jobs that are the most similar to the one you hope to interview for. Notice that each job will have both a pay range (shown as min and max), and the number of people who have reported their salary. Glassdoor provides self-reported data, so the data coming out is only as good as the data going in. Honestly though, the data going in appears to be pretty solid.
Their second option for salary research is a tool called the Know Your Worth Tool. It allows you to track your value over time, compared to the others in your area. has been around for years, but still provides basic salary information that can be helpful to your search. The site allows you to search by job title and city or zip code.

It provides a bell curve that will share with you what people with your title are making on average – and at the top and bottom ends of the curve. You can also compare base salary to base and bonus.

Because isn’t industry or company specific, the data provided can be a bit vague, but I would argue that it’s still a decent data point to collect during your salary research.

You may never have thought much about it before, but Indeed also offers salary data. When you visit their site, click the “Find Salaries” tab. You will be taken to a screen where you can search by job title or company. If you search by job title, you’re taken to a second screen where you can narrow down your results by city and company. If you search by company, you will be taken to a screen where you can narrow it down based on job title within that company. Indeed provides a range, similar to both and

Today, you can find estimated salaries on LinkedIn by clicking on the “Jobs” tab and then clicking the link for “LinkedIn Salary.” You can search both by job title and by city. LinkedIn provides a range for both median base salary and median total compensation. And, you can narrow the results down by industry and years of experience.

But, even better than this — LinkedIn is adding a new feature to their site this week that will allow you to access the salary for a specific job posting you’re interested in. They want to help bring more transparency to conversations about salary. You know that I love this.

Here’s how the new “Salary Insights” will work. For many (but not all) jobs, you will begin to see a salary for each job posting. It will be listed as either “Expected” salary or “Estimated” salary. Expected is the salary that is provided by the company. Expected salary is LinkedIn’s estimate based on other data they have that matches the title, company, and location.

This new feature goes live later this week. Try it, and let me know what you think! I’m so excited to see increased pay transparency as part of the application process.

LinkedIn releases estimated salary for salary research

Salary Research Summary

Your ability to negotiate for the best salary will be determined by the hard work you put in to research what you’re worth. But, lucky for all of us, this process is getting easier and easier! The more salary research you do, the more likely you are to be able to ask for what’s fair. And, that’s all we really need, right? To be paid fairly, and to be treated with respect – those two things are key!

Good luck with your salary research! Let me know what you think about these methods.

I hope these tips have helped you. Visit to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here.

Visit to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here.

Also, be sure to subscribe to my Copeland Coaching Podcast on iTunes or Stitcher where I discuss career advice every Tuesday! If you’ve already heard the podcast and enjoy it, please consider leaving a review in iTunes or Stitcher.

Happy hunting!

Angela Copeland


Love Your Job

The month of love is upon us again. Happy Valentine’s Day! It always happens just after we create our latest New Year’s resolutions. We’re often still thinking about career goals, and future plans. All these goals bring up an important question. Do you love your job?

If the answer is no to this question (and you have fallen out of love with your job), this is the perfect time to make a change. The first step is to identify what you like (and dislike) about your current job. Being in tune with your feelings will help you to spot your perfect job, and career, in the future.

If you don’t love your job, what is it that would make you want to go to work every day? Are you looking for more meaning? Would you like a bigger paycheck? Do you prefer more autonomy and respect from your boss? Perhaps you want all of the above.

What do you like about your current job? Hopefully, there are good parts to your less than ideal situation. Do you feel that you’re working on something with a purpose or a mission that motivates you? Does the job give you flexibility in your daily schedule? Maybe there’s something else that you enjoy about your work.

When we’re unhappy at our current job, we often start by looking through job postings for the perfect job title. We assume that the right title and job description will make all the difference. Although this makes perfect sense, it’s rarely that straightforward.

Finding the right job is often about finding the right situation. It’s about finding a supportive boss, and good coworkers. It’s about finding a reliable company in a stable industry.

Would you agree? The perfect job title doesn’t mean much if you hate your boss, or your workplace. Alternatively, you might be willing to make a little less money if you could just find a job you loved to go to each day.

Remember, finding a job is a lot like dating. If we breakup with one person, but we don’t take the time to reflect on what went wrong, we very well might end up in another equally unhappy relationship. This is often the case when we run from one job to another due to a difficult situation.

Once we have a good idea of the pros and cons at our current job, we should start building up our professional network. Even if we’re not ready to switch today, we will need our network when we are. Plus, finding a job through networking gives us a higher chance of success. We may already know our future boss. Or, a friend may share how great their company culture is.

Like dating, the more you know about the company going in, the more likely you are to find a match. After all, finding a job you love is all about fit.

Angela Copeland, a career coach and founder of Copeland Coaching, can be reached at

157 | Alex Smith, Chief HR Officer, City of Memphis

Episode 157 is live! This week, we talk with Alex Smith in Memphis, TN. Alex is the Chief HR Officer for the City of Memphis. She also served on the HR teams at Brightstar Device Protection, Target Corporation, and Microsoft. Alex will be speaking this year at SXSW on a panel called, “Dear HR: Ditch the pool table and pay student loans.”

On today’s episode, Alex shares:

  • The details on the student loan reimbursement plan the City of Memphis has implemented
  • What types of creative benefits companies are offering
  • The differences in interviewing at a corporation versus a government
  • Tips on deciding if you should work at a corporate job, or a government job
  • Tips for transitioning between different cities

Listen and learn more! You can play the podcast here, or download it on iTunes or Stitcher.

To learn more about Alex, you can find her on LinkedIn. Learn more about the City of Memphis on the City of Memphis website. And, learn more about Alex’s SXSW panel on the SXSW website.

Thanks to everyone for listening! And, thank you to those who sent me questions. You can send your questions to You can also send me questions via Twitter. I’m @CopelandCoach. And, on Facebook, I am Copeland Coaching.

Don’t forget to help me out. Subscribe on iTunes and leave me a review!

My Choice to Go to Graduate School

A very difficult decision we often face as professionals is whether or not to pursue a MBA, PhD, or some other terminal degree. I hear from professionals each week that are wading through this important choice. One of the things that makes this decision tough is that many graduate programs prefer that you have work experience. That means that by the time you’re thinking of going to graduate school, you might have a good paying job, a spouse, a mortgage, and kids.

I want to share a little with you today about how I decided to go to graduate school. My hope is that the thought process may help you to sort through your own complex decision making process.

For starters, I suspected in undergraduate school that I wanted to pursue a MBA. The thing is, my major in college was computer and systems engineering, with a concentration in manufacturing. My degree was like a combination of computer programming, electrical engineering, and mechanical engineering.

The problem was, I started to think I might want to pursue a career in another field, like marketing. This was especially tough because hiring managers rarely thought of me for anything outside of technology back then. I remember being invited to interview for an engineering management role with Motorola. I agreed to the interview, if they would also allow me to interview with the marketing managers. But, my interest in marketing alone really wasn’t enough. I needed more credentials.

I considered the idea of going to business school right after college. But, I did a little research. When I spoke to other professionals, I learned that having business experience under my belt would give me a better foundation for my MBA studies. It would give me experience to pull from during class discussions. And honestly, it would give me a few years to confirm that business school was the right route for me (before investing time and money into it).

So, then what? Well, I needed to decide where to go – and what kind of program I was interested in.

When it comes to the type of program, there are a few options. Some programs allow you to study online while others allow you to go in person. When it comes to business school, a big part of the value you gain is through the real life connections you make. And, at least for me, in person learning is typically better than online. So, I knew I wanted to be in an in person program.

Then, I had to decide if I wanted to study part-time, or go back to school full-time. Going back full-time typically requires you to quit your job to focus on school. For me, this was the best option. I wanted to focus completely on my studies. And, I wanted to finish my program in a reasonable amount of time. Studying full-time allowed me to complete my MBA in 15-months. If I had been a part-time student, this may have taken years.

Next, I decided what sort of concentration I wanted to have. I decided that I wanted a concentration in entrepreneurial management. I also wanted a program that was heavy in marketing options. And, I wanted a program that values giving back to the community. On top of these requirements, I was interested to go to a school that was near where technology related things were happening – in California. I was going through this process around 2003, so this list quickly narrowed my choices down. Entrepreneurial management in particular was hard to come by back then because it was still a new discipline for business schools.

Once I had my list of schools ready, I started to look up data on their programs. It’s almost like looking up reliability statistics on a car before you buy it. Long story short, not every MBA is worth the same amount of money. I looked at the rankings in US News & World Report. I looked up a report that’s called the ‘post-graduation report.’ Most schools publish these reports on their career site. They share how much money their graduates are making.

Then, I did an ROI calculation. Yes, you heard me right. A return on investment calculation. Business school is an investment. I compared the amount of salary I would give up (by quitting my job), along with the cost of school and living expenses – to the amount I would make after completing business school (or at least a decent estimate). I was only willing to pay a high tuition if I would end up making a high paycheck after graduation.

Alright, so that really narrowed down the schools. I ended up selecting Pepperdine University in Malibu, California.

Well, the last piece is this. How was I going to pay for the program? This was a tall order. I was in my early 20s and the thought of dropping over fifty thousand dollars on an additional degree was a big decision.

I worked for three years before going to graduate school. I lived cheaply, and was able to save around $1,000 per month for school. I stashed the money in a savings account. By the time I quit my job to go to school, I had saved over $30,000. To make up the extra money I needed for tuition and rent, I did two things. I asked the school for a scholarship, and I took out student loans.

Student loans are a hot topic these days. I won’t dive into all the pros and cons here. But, in my case, with a lot of research, they worked for me. They were low interest, and they allowed me to put myself through school.

So, what happened? Well, I graduated with my MBA in 15 months. Companies started to consider me for jobs outside of computer programming (like marketing). And, I was able to land job offers that were twice what I was making before graduate school.


For me, the decision to get my MBA was a good one. But, as I mentioned before… not every degree is created equal. The only way to make the right decision for you is to do lots of research. Calculate the return on investment. Talk to people. And, time it right. Don’t go too soon, or too late.

I know — it’s a lot to think about. But, it’s a big decision. Best of luck as you make yours. 🙂

I hope these tips have helped you. Visit to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here.

Visit to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here.

Also, be sure to subscribe to my Copeland Coaching Podcast on iTunes or Stitcher where I discuss career advice every Tuesday! If you’ve already heard the podcast and enjoy it, please consider leaving a review in iTunes or Stitcher.

Happy hunting!

Angela Copeland


Diversity in Today’s Workplace

LinkedIn released its report on 2018 Global Recruiting Trends. They surveyed 9,000 recruiters and hiring managers from around the world on the state of hiring. Their research found that the biggest game changer in the hiring space is diversity.

LinkedIn broke down diversity into multiple pieces: diversity, inclusion, and belonging. “Diversity is being invited to the party, inclusion is being asked to dance, and belonging is dancing like no one is watching.” Belonging is a level of psychological safety that someone feels when they’re truly able to perform at their best. LinkedIn found that 51 percent of companies are ‘very’ or ‘extremely’ focused on diversity, 52 percent are focused on inclusion, and 57 percent are focused on belonging.

Interestingly, companies are focused on different aspects of diversity. Employers are the most focused on gender diversity, followed by racial and ethnic diversity. Then, they are focused on diversity based on age, education, disability, and religion.

Beyond attracting diverse talent, companies are beginning to look at how their culture embraces diversity. After all, what’s the point of attracting diverse talent if you can’t retain them? 67 percent of companies said they are working to foster an environment that respects different opinions. 51 percent want to encourage people to be themselves at work. 45 percent are embedding diversity in their company mission and values. And, 44 percent are emphasizing diversity in the leadership team.

One company that’s doing especially well is a Silicon Valley startup called Lever. Of their 150 employees, 50 percent are women. 53 percent of its managers are women, 43 percent of its engineers, and 40 percent of its board of directors.

To achieve this level of gender diversity, Lever employs unusual hiring tactics. First, they have removed the requirements section on the job description. Studies show that women are much less likely to apply for a job if they don’t meet all of the requirements. Lever avoids hiring decisions based on “culture fit,” a technique that often results in more sameness on a team. They have also developed a compensation philosophy that benchmarks the value of each role. It doesn’t rely on a candidate’s past salary to predict their future earnings.

An increased focus on diversity can be seen around the globe, with an average of 78 percent of companies focusing on diversity. In the United States, 78 percent of companies are focusing on diversity, compared with 77 percent in Brazil, 82 percent in the U.K., 73 percent in France, and 85 percent in Australia.

It’s clear that diversity in hiring is here to stay. Companies identified three top reasons to focus on diversity. 78 percent want to improve their corporate culture. 62 percent want to improve company performance. And, 49 percent want to better represent their customers. Companies are beginning to think beyond checking a box. They’re focused now on indicators that impact financial performance, showing that diversity adds value on multiple levels.

Angela Copeland, a career coach and founder of Copeland Coaching, can be reached at

156 | Working with Recruiters – Christine Laird, Oklahoma City Chamber of Commerce

Episode 156 is live! This week, we talk with Christine Laird in Oklahoma City, OK. Christine is the Manager of Talent and Business Growth at the Oklahoma City Chamber of Commerce. Previously, she was a Senior Recruiter for Kelly Services where she was consistently recognized as a top performer both regionally and nationally.

On today’s episode, Christine shares:

  • The pros and cons of working with an external placement agency
  • How to effectively work with an external recruiter
  • How to handle salary challenges during the negotiation process
  • How to follow up with the recruiter, even if we don’t get a job

Listen and learn more! You can play the podcast here, or download it on Apple Podcasts or Stitcher.

To learn more about Christine, find her on LinkedIn. To learn more about the Oklahoma City Chamber of Commerce, visit their website here.

Thanks to everyone for listening! And, thank you to those who sent me questions. You can send me your questions to You can also send me questions via Twitter. I’m @CopelandCoach. And, on Facebook, I am Copeland Coaching.

Don’t forget to help me out. Subscribe on Apple Podcasts and leave me a review!


January Recap: Start your 2018 job search off right!

Happy February! Can you believe it – we are really into 2018. If you haven’t started on your 2018 job search, now is the time.

In celebration of starting off strong, I want to share my January recap with you. I had a number of wonderful opportunities to share tips on job searching throughout the month. Below you will find links to an article I wrote for Forbes about 2018 job search trends, a TV interview from Live @ 9 on WREG News Channel 3, four new episodes of the Copeland Coaching Podcast, and more!

If you haven’t already, please be sure to subscribe to the Copeland Coaching Podcast on Apple Podcasts. It makes the show easier for other job seekers to find.

And with that, I hope you enjoy these tips from January! Have a wonderful week!

Hunting for that perfect job

I had the opportunity to speak about 2018 employment trends on Live @ 9. Huge thank you to Marybeth Conley and Alex Coleman for bringing me back again to talk about what you can do to prepare for your 2018 job search.

If you missed the segment, you can click here to watch the entire thing, and get all the tips.


What to Expect If You’re Hiring or Looking for Work in 2018

I had the opportunity to write another piece for Forbes this month about what job searchers can expect this year.

Last year was an exciting time to find a new job. Despite natural disasters and political changes, the U.S. added over 1.9 million new jobs. This year stands to be another year of change.

Wouldn’t it be great to know just what we can expect in 2018? has released a study to help predict the days ahead. Spearheaded by Glassdoor Chief Economist Dr. Andrew Chamberlain, the study points out the next big disrupters in jobs and hiring.

To learn about all of the 2018 job search trends, and what you should do, check out the entire Forbes piece here.

Copeland Coaching Podcast

I had the honor of interviewing four great guests this month for the Copeland Coaching Podcast. You can check out all of the episodes on Apple Podcasts or wherever you get your podcasts. If you haven’t already, please also be sure to subscribe to the Copeland Coaching Podcast in Apple Podcasts. It makes the show easier for others to find it.

Joe Navaro, Author & Body Language Expert – Joe is an international bestselling author and body language expert. He spent 25 years at the FBI, working as both an agent and supervisor in the areas of counterintelligence and counter terrorism. We talk about non-verbal communication and how to improve your body language during job interviews.

Mark Sanborn, Author of Potential Principle – Mark is an international inspirational keynote speaker and author of seven best-selling books that have topped the New York Times, Wall Street Journal, and USA Today. We talk about escalating your performance at work, and how to be identified for internal promotions.

Amy Wrzesniewski, Professor at Yale University – Amy is a professor of organizational behavior at the School of Management at Yale University. Her research interests focus on how people make meaning of their work in difficult contexts, including stigmatized occupations, virtual work, and the absence of work. We talk about the tie between purpose and meaning of work, and how closely our career is tied to our identity.

Isaac Lake, Career Rebranding – Isaac is a Manager of Brand Performance Support at Hilton. Previously, Isaac worked at the University of Memphis where he was the Manager of Facilities and Programs at the University Center. We talk about the biggest difference in working in corporate and in education – and tips on how you can make a major career shift.

To Market

I joined Dr. Scott Davis on his podcast, To Market. Scott is a professor at the University of Houston. We talked about how to manage your job search, and how to keep the entire process a secret. We also talked about how to negotiate and when to look for your next gig after business school.

Check out the entire episode on Apple Podcasts here.

15 Best Ways To Build A Company Culture That Thrives

I’m thrilled to be included in this piece on Forbes. It may come as no surprise to you that my tip for creating a culture that thrives is to create a respectful workplace.

In 2018, one of the most important parts of building company culture is related to creating a workplace that is respectful. In light of so many corporate problems in 2017, we need to work together to treat others with the same level of respect that we want to be treated with — even when that person is different than us or may have different personal values than we do.

Check out all 15 of the tips for building a great company culture on the Forbes website.

The Emotionally Intelligent Recruiter

I spoke to Caroline Stokes on her podcast, The Emotionally Intelligent Recruiter. Caroline is the Founder of her firm at FORWARD Executive Search & Executive Coaching. We break down the many ways that candidates face emotional challenges when job hunting. We also talk about ways that recruiters and HR representatives can mitigate some of the emotional tolls.

Check out the entire episode on the Emotionally Intelligent Recruiter website.

The Ultimate Layoff Survival Guide

If you’ve been recently laid off, check out this piece by Magnify Money. It gives great tips for the first things you should do if you’ve been let go. Here’s my tip:

Exit your current job with grace. Anything you can do to leave on a good note is a good idea. Thank you notes and goodbye lunches all help to give positive closure.

To check out all the tips, visit the Magnify Money website here.

Dear Hiring Managers: These 10 behaviors are scaring off your interviewees

Notice a theme this month? It’s all about creating a culture of respect. Ivy Exec included me in their piece on how to be better hiring managers. Here’s my tip:

When the hiring manager shows signs of being unreliable or inconsistent, the job seeker notices — and it does factor into their decision whether or not to accept a job offer. The hiring manager should treat the candidate the way they would also want to be treated. Be on time. Be prepared. Provide feedback to the candidate in the timeline promised. Treat the candidate with respect.

Check out all the tips on the Ivy Exec website.

I hope these tips have helped you. Visit to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here.

Visit to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here.

Also, be sure to subscribe to my Copeland Coaching Podcast on Apple Podcasts or Stitcher where I discuss career advice every Tuesday! If you’ve already heard the podcast and enjoy it, please consider leaving a review in Apple Podcasts or Stitcher.

Happy hunting!

Angela Copeland


People Hire People

If you’re looking for a job, there’s a good chance you’re applying online. And, chances are good that applying online is your go to option. It makes sense. The last time you reached out to a HR person at a job fair or on LinkedIn (or anywhere else), they said, “Apply online. If you’re a good fit, we’ll call you!” They may even have said, “Don’t reach out to us. We review every application carefully.”

Don’t be fooled. In most cases, they’re giving you the company line. They’re telling you the official rules of the game. But, this is the thing: people hire people. Yes, you heard me right. People hire people.

Most hiring managers do not post a new job and then think, “I sure hope our company website lands me a great hire this time!”

Most hiring managers post their jobs to the company website because they have to. It may even be automated. When they got the approval to hire someone, the powers that be took a copy of the job description and uploaded it into a system somewhere – and bam, it showed up on the company website.

When a hiring manager gets approval to hire someone, this is what they typically think. “Hmm… do I know anyone who might be able to do this job? Or… I wonder if I know anyone who knows anyone.”

This process makes sense if you think about it. When’s the last time you found a new doctor solely from the internet? You probably asked friends for a recommendation. Iif you couldn’t find a recommendation, you may have looked at reviews online. But, chances are good you asked around first. It works the same way with hiring.

Does this mean you shouldn’t apply online? No. Apply online. But, then think of how you can meet the real life people who will be making this important hiring decision.

If you go the route of applying online only, it may take you hundreds of applications to land an interview. I hear from people every day who have applied to 100 or more jobs online, only to receive very few callbacks.

If you’re the exception to this rule, awesome. There are exceptions. For example, you may have a skillset that’s rare where you live. Or, maybe you do something that’s incredibly specialized. I have a friend who is an Abinitio developer. Ever heard of it? Me either. And because this friend has such a specific (and rare) skillset, he could probably apply online and get a call back. But, most jobs aren’t like that.

Go old school with your job search to find success. Find the hiring manager and get your resume to them – via a friend, email, or US Mail. The internet is amazing for research. Never have we had so much data about companies at our fingers. But at the end of the day, people hire people.

Angela Copeland, a career coach and founder of Copeland Coaching, can be reached at