by Angela Copeland | Jun 8, 2016 | Advice, Career Corner Column, Media
When we’re looking for a new job, we often spend all our time perfecting our resume and applying online to random openings. These tactics can sometimes work, but is there a better way? What about the times when we’re ready for a career change, but aren’t quite sure where to look for something new?
There’s a very special way to boost your search strategy. It’s cheap and easy to do. It can even be fun. In fact, you may be doing it already and don’t even realize it. The secret is called “informational interviewing.”
At first glance, informational interviewing may sound quite intimidating. After all, this phrase contains the word interview. In reality, informational interviews are quite relaxed. They’re more of an educational exercise than anything else.
Instead of calling them informational interviews, perhaps we should rename them “get to know someone new who works in a different industry or company than you do” or more simply, “networking.” Networking sounds a bit more reasonable, doesn’t it?
To set up informational interviews, reach out to those people you’d like to learn more about. Perhaps they work in an interesting industry, or maybe they have a particular job title that peaks your curiosity. Give the person a call, send an e-mail, or write a note on LinkedIn. Tell them that you admire their work, and would be grateful if they’d take just a few minutes to speak with you over the phone. If they seem especially receptive, ask them if you can take them for a coffee, or if you can meet in person at their office.
Before the meeting, do your homework. Learn everything you can about their career and their company. Come prepared with a list of questions. If you aren’t sure what to ask, think of things you’d like to know that will help you to understand more about their company, or more about their career path.
Sample questions include: How did you get into marketing? What convinced you to work at your company? What was the process like for you to switch your career path? What do you like the most about your job?
Be prepared to answer questions about yourself too. The most common question is, “Tell me about yourself.” If you aren’t sure what you want to do next, be honest. However, avoid confusing the other person. The fastest way to do this is to provide a laundry list of possibilities for what you want to do next. If you have a few specific choices in mind, speak about the one most relevant to the person you’re talking to.
Be conscious of time. Show up a little early, and be careful not to keep the person too long. Afterward, send a thank you e-mail and a hand written thank you note. And, don’t forget to connect to the person on LinkedIn and to check in occasionally. The connections created from an informational interview can often turn into a new job offer in the long run.
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
by Angela Copeland | Jun 1, 2016 | Advice, Career Corner Column, Media
In the most difficult of cases, a job search can take a year or more. The process is grueling and emotionally exhausting. We spend many days and lots of money perfecting our look, networking with new people, and trying to find just the right fit.
Once we finally find the perfect job, it would be easy to think that things should be smooth sailing. We went through the difficult part during the interview, right? Things should be easy now.
Unfortunately, that’s not always the case. In fact, in the worse scenario, we can mess up a good thing with just a few wrong moves. When that happens, we’re back to square one – wondering if we should find a new job, again.
To start off on the right foot, the first thing to work on is our perception of our coworkers and our boss. Arrive to work early and stay late. Dress as if you belong at company. In other words, don’t be too casual or too dressy. It can be hard to imagine, but visual cues like these can make a world of difference.
You should also take initiative and avoid office politics. Offer to help your coworkers when they need it. And, when they help you in return, be sure to say thank you often. Avoid those who seem to dwell on the negative or talk badly about one another. Be humble, and don’t attempt to stand out from the crowd (at least not in the beginning).
Take the time to get to know your coworkers. Socialize with them outside of the office. Consider going to lunch with them, or to drinks after work. But, be sure to check your personal life at the door. There may come a time that deep personal sharing makes sense, but that’s not the case when you first start.
It’s also important to learn about your new company. Look up how the company was started and any key facts that may impact the business today. Your boss and coworkers will have respect for the time you’ve taken to learn about the company.
As strange as it may seem, take the time to read the company handbook. When you start out, human resources typically gives you a book of information about the policies at work. If you don’t review it, you may assume that your new company has similar policies as your last workplace. Unfortunately, this isn’t always the case. For example, some companies allow you to post your personal views publically on social media, while others will terminate you for it. This is a big difference!
As you can see, first impressions are often based on things like how likeable you are – or how much of a team player you’re perceived to be. Fortunately, these are things that are easy to do as long as you are aware of expectations. Following these straight forward guidelines will help to make sure you start off on the right foot – and will cement your future 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 | May 25, 2016 | Advice, Career Corner Column, Media
The number one reason employees change jobs varies depending on the source you’re reading. One list includes “appreciation and recognition” while another says, “unsatisfied with upper management.” Whatever the reason given, one thing’s for sure. These answers can all be grouped under one important category – cultural fit.
When we talk about cultural fit in a business setting, we’re talking about a common understanding of expectations. These expectations may be around the time employees arrive at work. They may be a standard of dress required during business hours, the office setup, or how formal or casual conversations should be. They include expectations around how quickly employees should respond to e-mails or phone calls.
Often, we want to assume that as a professional, we can work in any environment. Or, we may feel that if there’s a problem with the environment, we’ll be able to help fix it. Alternatively, it may never cross our mind that different offices operate with a different set of norms than we’re used to.
In reality, these office details that seem insignificant at first can greatly influence our level of happiness at work.
When I meet with a job seeker, they outline their future employer wish list. But, it’s often a list of what they want to avoid rather than what they want. At the top of the list is something like, “I want to work in a respectful environment.” This is the sort of requirement that seems incredibly basic until it’s not.
Unfortunately, many office environments turn out to be unhealthy places to spend our time. We often don’t learn this until it’s much too late. But, we’ve already quit our job and have started at the new one before we find out.
This is a lesson we should all keep in mind when we interview. Interviewing is a two way street. Rather than get caught up in whether or not a company chooses us, we should spend more time thinking about whether we choose the company.
There are a number of ways to answer this question. First, what are our priorities and how do they stack up against what the company has to offer? Is this a promotion over our last position? Does it offer more money, or better benefits?
Then, we can look at sites like Glassdoor.com. Employees are encouraged to rate their companies, much like customers rate hotels and restaurants.
Some of the information gathered is very direct and straightforward. Other information must be gathered through thoughtful observation and research.
At the end of the day, it’s far less important that we receive an offer for every job we interview for. It’s more important to find a job that fits us. This will ultimately lead us to fewer jobs, but the ones that do surface will be much more closely matched to our skills, background, and preferred company culture. This will increase our chances of happiness and therefore, success. After all, you aren’t made for every job. Wait for the best fit.
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
by Angela Copeland | May 18, 2016 | Advice, Career Corner Column, Media
Business networking can be a tricky subject. With that in mind, I received a great question from a reader I want to share with you. The reader writes, “A recruiter recently reached out to me about a particular job they are hiring for. I’m not a good fit for it, but I know someone who is. Should I say anything, or should I keep my mouth closed?”
At first glance, it may feel strange to turn down an opportunity, only to refer someone else. It may feel like you shouldn’t get involved. It could seem inappropriate to speak for a friend. Or, it might even feel as though you’re saying, “I’m not really qualified, but I know someone who is smarter than me. Here’s their phone number.”
Fortunately, recruiters don’t take referrals this way. They understand that you aren’t always looking for a job, or that a job isn’t quite a fit with your skills or goals. Or maybe it’s not located where you want to live. Or possibly, your current job is going great.
By referring a potential candidate, you are both helping your friend – and you’re helping the recruiter. When the recruiter has another position, they very well may think of you again. They’ll know that if you aren’t interested, you’ll help to find someone who is.
I remember one of the first times this happened to me. I was completing graduate school when I interviewed with a large gaming company that was interested to relocate me to Las Vegas. It was a great job, and the interviews were going very well. Midway through one interview however, I realized it wasn’t for me. I looked at the hiring manager and said, “I’m sorry; I don’t think I’m the person for you. But, I know who is!” I had a friend who was a perfect fit. The company was so interested that they interviewed him for multiple rounds and flew him to Las Vegas. I’m not sure how it all turned out, but given the chance, I would definitely do it again.
Now, I’m not necessarily advocating for this specific approach, but for the general idea. It’s best to refer a friend before you have started to interview for the job. But, the thing to remember is that networking is a two way street. It’s not all about getting something for yourself out of every professional interaction. It’s also about giving. In a way, this process is like referring someone to your favorite hair stylist or dentist. You’re sending the recruiter a trusted person you know could do the job well.
Depending on the recruiter, another advantage could be a referral bonus. External placement agencies and headhunters often provide a small financial incentive to encourage referrals. It is typically only paid out if the person you refer is hired.
Providing a hiring referral can be helpful to you, your friend, and the recruiter. It strengthens both your internal and external networks, and can help your own search in the future.
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
by Angela Copeland | May 11, 2016 | Advice, Career Corner Column, Media
One of the most common messages I received as a child was, “work hard and you will be rewarded.” This sentiment was echoed by loved ones, teachers, and mentors. There’s a good chance you heard the same rumor about life being fair and equitable.
Working hard is a critical component to success; don’t get me wrong. However, there’s more to it than just hard work. This can be an especially tough lesson for young professionals.
It’s not an uncommon experience for a newly minted graduate to work harder than their colleagues. They may even be smarter and contribute more new ideas. In some cases, they save the company more money or generate more in sales.
On the surface, it seems obvious. “I’m smarter. I work longer hours. I produce more revenue. I should be paid more.” Right? Not necessarily. At least, not yet.
After working for one to two years at a job, it is not uncommon for a young professional to experience frustration. They have proven themselves. They’ve worked long hours. And, they have figured out just how much more their lazy coworker makes than they do.
They do what seems natural and ask their boss for a raise. They’re shocked to learn that it’s not in the cards for them – at least, not in the way they were hoping. Sadly, companies generally only give two to four percent raises annually. This is the case even if you’re a great employee. Your future pay within a company is almost always based upon your current pay.
Companies also want to ensure that employees have room to grow each year. If you receive the top pay available today, how will they incentivize you over the next five years? That’s their reasoning anyway.
Often, your value is also tied up in perception as much as it is in reality. You may work hard at your desk for hours on end, but if no one knows about it, that value may be overlooked. This perceived value is created through building relationships – with your boss, upper management, and colleagues.
Last, your value may also be tied up in how rare your skills are. How difficult is it to replace you? How many people are available who can also do the same work? The more unique your skills are, the better. If those unique skills also generate a high value of revenue for the company, you’re even more likely to be perceived as irreplaceable.
Just remember, putting in your dues is where it’s at. Keep in mind the valuable experience you’re gaining. When you were in college, you would have gladly worked for free.
After you’ve put in your time and are ready to move up, consider moving on. Even the best internal employees are lucky to receive a small raise. An external move can sometimes increase your overall pay by more than thirty percent at one time. And, when you do receive your next offer, use your negotiation skills to get the best start possible.
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com and on Twitter at @CopelandCoach.
by Angela Copeland | May 6, 2016 | Advice, Career Corner Column, Media
Job seekers often spend quite a lot of time perfecting their resumes. From tiny details such as the font, to the experience and education sections, a resume can be mulled over for days, weeks, or months. It can be overwhelming, and can paralyze a job search. It makes sense. A resume can potentially contain every pertinent educational and professional detail, as far back as age eighteen. Worst of all, this information is expected to fit onto one or two pages at most.
In an effort to find relief and seek out perfection, many people turn to the help of a professional resume writer. This is someone who turns a job seeker’s background into a masterful work of art. They add in a trendy look, the right language, and the job seeker’s professional work experience.
Although this sounds good on the surface, I’d like to present an alternative point of view. I’d like to challenge you to take one hundred percent ownership of your own resume.
There are a number of reasons for this. First, accuracy is the most critical component of a resume. Your future boss can terminate your employment if your resume misrepresents your background or skills. Unfortunately, handing your resume over to a stranger, who likely does not specialize in your field, is a quick way to end up with mistakes.
When you change jobs, you’re also often interested to change the sort of work you do – or the type of industry you work in. Revising your own resume allows you to put some serious thought into the image you want to portray to your future hiring manager. It allows you to think through the examples of your previous work that best align to your future job. It can even help to shape your elevator pitch and cover letter. Essentially, you’re able to craft your own personal brand.
Don’t get me wrong, you shouldn’t revise your resume in a vacuum. Typos are one of the first things a hiring manager notices, and can be a filter for disqualifying candidates. Ask one or two close friends to read over your resume for mistakes, or anything that is difficult to understand.
If you do opt to use a resume writer, work closely with them to ensure they truly understand your background, and what makes you special. When they finish, ask the same one or two close friends to help you proofread it for mistakes.
Above all, remember that your resume will most likely not be what lands your next job. It’s often a personal connection or a chance meeting with a hiring manager that will connect you to your future career. Spending too much time dwelling on the details of your resume will only delay or reduce your ability to network with others.
Take the time to revise your resume yourself, then move on. Get out there and start talking to people. And, when you face rejection, don’t assume you need an entirely new resume. Instead, look for new networking contacts.
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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