by Angela Copeland | Oct 26, 2016 | Advice, Career Corner Column, Interviewing, Media, Networking
Sometimes, the devil really is in the details. This is especially true when it comes to the questions you ask when you’re looking for a job. Asking the wrong question, or not asking the right question can get you into trouble when you least expect it. And, it can be tricky to know when to ask which questions.
There are a few good rules of thumb to follow. The first applies to networking. When you’re meeting someone new, they want to get to know you first. They (in theory) have no specific ulterior motive, and they hope you don’t either. When you meet someone at a networking event, avoid asking if they’re hiring. Chances are good that they’re not hiring, and if you ask this up front, you may send the message that you’re not interested to get to know them unless they can give you something. But, do ask them if you can stay in touch. Ask for their business card. Ask to connect on LinkedIn. Ask to have coffee. Relationship building may eventually lead you down the path of a new job.
Another situation to be on the lookout for is when you find a job posted. You’ve found the perfect job at the perfect company. And, you’ve either found a great connection there – or you already have one. When you’re reaching out about a specific job, be up front about it. A hiring manager will want to know that you‘d like to be considered, so be sure to ask. Ask them if they have time to meet with you to discuss the position. Don’t hint around and hope they’ll get the drift. Be direct.
The most important place for questions is the job interview. It’s truly amazing how much your questions can influence the outcome of an interview. First, have questions – lots of them. Having a long list of questions doesn’t mean you have to ask all of them, but it does mean you’ll have options to go to when it’s your turn to ask questions. One of the primary complaints I’ve heard from hiring managers is that the candidate didn’t ask questions. The hiring manager assumes the candidate isn’t interested in the position (or worse, is lazy), while the candidate simply feels all their questions were answered during the job interview. Avoid this situation by asking a few questions at the end. But, keep your questions focused on the job. Do not ask questions that reflect an “all about me” attitude. Topics to stay away from include pay, vacation time, whether or not you can work from home, or anything else that isn’t specific to the work itself. And, always ask about the company’s timeline and what their expected next steps are.
As important as qualifications are, so are first impressions. The questions you ask will influence a hiring manager’s decision. Fortunately, there’s time to plan. If you draft your questions in advance and ask a friend for feedback, you’ll be on your way to success.
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
by Angela Copeland | Oct 25, 2016 | Advice, Employment Law, Podcast
Episode 117 is live! This week, we talk with Chip Cavagnaro in Memphis, TN.
Chip is an employment lawyer at Evans Petree. He represents clients in state and federal courts in all aspects of labor and employment law. He was selected by his peers for inclusion in the The Best Lawyers in America 2017 in the area of Labor and Employment Litigation for the second year. Chip is also a member of the Society of Human Resources Management and the Labor and Employment Law Section of the Memphis Bar Association.
On today’s episode, Chip shares his tips on employment law. Topics include: illegal interview questions, getting an offer in writing, and when to seek outside help.
Note: This episode is meant to provide general tips. It does not offer specific advice for one situation. If you have a specific issue that you need help with, it is recommended that you contact an employment lawyer in your area.
Listen and learn more! You can play the podcast here, or download it on Apple Podcasts or Stitcher.
To learn more about Chip or to contact him for assistance, check out his website at http://evanspetree.com/professionals/charles-w-chip-cavagnaro-jr/
Thanks to everyone for listening! And, thank you to those who sent me questions. You can send your questions to Angela@CopelandCoaching.com. 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!
by Angela Copeland | Oct 24, 2016 | Career Coaching
Dear Friends,
Today is a very special day! I’m excited to share that Copeland Coaching has passed a big milestone. Copeland Coaching is THREE YEARS OLD!!!
It’s been a fun, exciting, fulfilling journey. Thank you to everyone who has helped me out along the way. First, thanks to those who helped me setup the business. From help with my podcast to my company logo to putting together my office furniture, I couldn’t have done it without you. Thank you for your help, and thank you for believing in me!
To my clients, thank you for taking me along with you on your special journey. Helping you to find your purpose has been the most fulfilling work I’ve had the opportunity to do. Thank you for sharing your story with me. Thank you for letting me in. And, thank you for taking a risk to find your own true path. Thanks too for introducing your friends and family to me. I’m humbled every day when I receive referrals that weren’t just sent from one person, but from multiple people. Thank you for your friendship.
This has been an awesome journey. I’m looking forward to even more exciting things in 2017. Stay tuned, and happy hunting!
Sincere thanks,
Angela
by Angela Copeland | Oct 24, 2016 | Advice, Networking, Newsletter
I keep running into the same issue, over and over. Today, it’s weighing heavy on my mind, so I wanted to take a moment to share my thoughts with you.
All the time, I see job seekers who are working really, really hard. They’re at home, perfecting their resume and cover letter. And, they’re spending countless hours applying for jobs online. And, I mean HOURS. It could literally be their full time job.
After months of going through this exercise with no results, they’ll come to me. By this time, the job seeker is completely demoralized. They’ve lost hope. They’ve decided that they don’t have enough skills to procure any kind of job. They clearly are not a desirable candidate. And, they’re frankly not sure how they made it this far in life WITH a job. Clearly, they aren’t cut out for today’s new job market (…or so they think.)
It’s a terrible situation. The job seeker is giving up on themselves. And, why?
Because we are being conditioned (I hate to sound so dramatic, but frankly, it’s true) to think that ALL we need is our computer to find a job. As long as we have an internet connection and a LinkedIn account, we should be all set, right? Wrong.
I know that times have changed. I know that job seeking has evolved in the past twenty years. I get it. I’ve been here the entire time.
But, what hasn’t changed is this: PEOPLE. And, people make hiring decisions. When is the last time you hired someone from a blind ad on Indeed? It’s probably been a while. Instead, you reach out to your friends to see if they’d be interested. Then, you reach out to their network to see if someone they know might be interested.
I get it. Companies have been telling us all, “Submit your application on our website. If you’re a fit, we’ll call you.” Heck, the computer engineer in me wishes this were true.
But, it’s not! The online application systems are flawed. And, even if they weren’t flawed, there is no substitute for a personal connection.
The next time you get an automated rejection e-mail that says you weren’t a good fit for the job, don’t take it so personally. It’s not a reflection of your skills. It’s a reflection of the medium you chose to apply.
Instead of relying on technology to get a job, use it as a tool. Use websites like LinkedIn to find the hiring manager. Then, reach out to them directly and network with them — the old fashioned way. As much as technology has changed, one thing stays the same — people hire people. If you know the ones who are hiring, you’re more likely to be hired. It’s as simple as that.
I hope these tips have helped you. Visit CopelandCoaching.com 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
@CopelandCoach
by Angela Copeland | Oct 19, 2016 | Advice, Career Corner Column, Informational Interviewing, Media, Networking
Inevitably when I meet a job seeker, I ask a question that makes them pretty uncomfortable. Most of the time, the question is along the lines of, “Why don’t you send that hiring manager an email on LinkedIn?”
The person has very often found a job posting for their perfect job at a great company. But, they don’t have any connections at the company. So, I will suggest that they introduce themselves to the hiring manager – via LinkedIn or in an e-mail.
The most common objection is that the job seeker doesn’t want to bother the hiring manager. They feel that contacting the hiring manager directly would be breaking the rules. It would be going around the online system the company has designed. On top of that, they assume they’d be a bother to the hiring manager.
The thing to remember is this. It’s a great idea to apply online. But, online application systems aren’t perfect and there’s a chance your resume will never be seen by human eyes if you only apply online. In all likelihood, the hiring manager knows this. If you’re a qualified candidate, they will be more than happy to hear from you. They’re probably dying to find the right candidate to fill their opening.
On top of that, most hiring managers are themselves networkers. The higher you go up the food chain at most companies, the more your own networking abilities help to promote you. So, there’s a good chance that the hiring manager you email has done the very same thing before too.
And, the risk is pretty small. In a worst case scenario, the hiring manager will ignore your message. The chance that they will send you an angry response is very low. And, if you don’t contact them via e-mail, they may never know you exist in the first place.
You may be reading this and wondering how in the world you would find the name of the hiring manager if you don’t know them already. It can be tricky, but it’s often more possible than you think.
I’ll give you an example. Years ago, I was searching for a job when I came across a perfect digital marketing opportunity at a large company. I didn’t know anyone there, so I used LinkedIn to research who the hiring manager might be. I looked at the company’s page on LinkedIn. Then, I looked at all of the employees who worked there. I scanned each employee’s title until I found the vice president of digital marketing. I used LinkedIn to send him a message asking for a networking lunch, and the rest is history. Granted – I didn’t get hired right away, but after the company got to know me, my email paid off and I got the job.
The next time you’re hesitant to break the rules, ask yourself why. What’s the worst that will happen? And, if the worst isn’t too terrible, bend them a bit. It just might pay off.
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
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