by Angela Copeland | Feb 13, 2017 | Informational Interviewing, Interviewing, Job Posting, Newsletter
You know the drill. “If you’re interested in a job, apply on our website. If you’re a good fit, we’ll call you.” That’s what the company’s telling us anyway.
So, what’s wrong with this approach? And, what should we really be doing?
This is a great question. The first thing that’s “wrong” is that applying online almost never works – really. There’s a good chance the applicant tracking system (the online website) the company uses doesn’t work. It’s not the company’s fault. They’re probably relying on a third party product they purchased to help them to manage their hiring process. But, when you put your resume into one of these systems, there’s a pretty slim chance that it will make it to the hiring manager. And, even if it does, there’s a smaller chance the hiring manager will select you.
Why is that? Well, when a hiring manager is hiring, they try to think of someone they already know. Or, they may ask around to find a friend-of-a-friend. They’re definitely not going to look at online applications first.
So, if you don’t know the hiring manager already, what can you do? I often advise job seekers to find a way to connect to the hiring manager. Perhaps you reach out to them on LinkedIn. Or, maybe you find their email address and send them a note.
As you can imagine, reaching out to a total stranger can be a scary thought. I often hear questions like, “Won’t I scare the hiring manager away?” This is a good question, and in all honestly, it’s possible that you might. But, let’s consider this.
- The hiring manager may never learn your name otherwise.
- You could be just who the hiring manager was looking for. And, they may be grateful that you reached out.
- The hiring manager may network in the same way. Being a competitive job seeker may be the way they became the boss.
- Nobody has ever not been hired because they were too excited about a job.
- What do you really have to lose?
So, let’s look at it this way. What’s the worst thing that could happen? The worst thing that could happen is…. Wait for it…. Your email is ignored.
Yep. Almost always, the worst case scenario is that the hiring manager ignores you. Is it because you “scared” them away? Probably not. It’s more likely that:
- They were busy.
- They misplaced your email and forgot to respond.
- They gave your application to HR, and asked them to add you to the list for consideration (but never emailed you to tell you).
- You weren’t a good fit for the role.
Picture this: You’re a perfect fit for a job. You are so excited that after you apply, you reach out to the hiring manager directly via email. You send a killer cover letter about how excited you are about the role, and you attach your resume.
In this example, what are the chances that the hiring manager responds by thinking, “Man, that person is the perfect fit. I mean, their resume is just what we were looking for. And, they’re super excited about the job. And, they’re proactive too. But, no. Let’s not interview them. It’s totally weird that they sent me an email. I’m sure we can find another equally qualified candidate in the stack of applications from the internet.”
I’m exaggerating, but you get the idea. The chances that this occurs is slim.
So, get your courage together and test out contacting the hiring manager directly. You’ll show that you’re excited, qualified, and proactive – all great qualities to have when you’re interviewing for a job.
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
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Happy hunting!
Angela Copeland
@CopelandCoach
by Angela Copeland | Jan 25, 2017 | Advice, Career Corner Column, Interviewing, Media, Unemployment
Questions around past legal trouble has come up multiple times recently, so it’s worth addressing. A reader writes, “I’m a job seeker with a felony record, and a college degree. I can’t expunge the record, and I’m not sure what to do. Where should I begin?”
First, I’m sorry to hear that this is a common issue being faced in the work world. It can be difficult both from the employee and employer perspective. One common scenario is someone who made a mistake at a young age who has learned from the experience, has grown up, and has moved on. Unfortunately, their past legal record has not.
In the competitive job market we’re in, even if those past issues should be in the past, they may still impact your ability to land gainful employment. People hire people, and people have biases. Given this challenging reality, here are a few tips if you find yourself in this situation.
First, check to be sure there’s no possible way to clear up your record. Then, begin to work on your job search strategy. Much like someone just starting their career, you will need to prove yourself to a future employer. And, one very good way to do that is through relationship building.
Start out with a list of potential employers. Consider targeting employers that are relatively small, so you may be able to connect with the owner, executives, or hiring managers more easily. Look for opportunities to network within these companies, and within your target industries. You want to get to know decision makers.
Consider volunteering your time in the community. Work on projects that demonstrate leadership, and personal growth. Include these accomplishments on your resume. They will help to build a positive brand, and show the person you are now.
The overall goal is this: Rather than be another number who applies online, you want to be someone the company already knows and trusts. If they know you, when they have a job available, they may even call you before the job is posted. You want to be someone they know can get the job done.
And, when asked about your past, be honest, but brief. Share as much information as the company needs, and if they ask more questions, answer them honestly. Then, explain how you have learned, grown, and moved on. The most important thing is that your future employer trusts you, and by being open and honest, you are more likely to build that trust.
This situation is a difficult one, but it’s not impossible. Remember that every job seeker has something in their past that worries them about getting a new job. It may be their age, their lack of a college degree, or something else. Rarely does anyone have a perfect background. I realize that this is more difficult than the other examples, but relationship building with decision makers can make it much easier. It make take more time and more effort, but it’s worth it in the end.
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
by Angela Copeland | Jan 18, 2017 | Advice, Career Corner Column, Interviewing, Media
Interviewing for a job is an incredibly personal process – at least for the job seeker. If you’re looking for a new job, you know the frustration when a company doesn’t call you back. It stings like rejection. It can leave you reeling – wondering what’s wrong with you.
First, let me say that I don’t think companies truly understand what this experience is like. If they did, they would take the time to let you know when they’ve moved on to another candidate. They would thank you for the hours you put into their process. They would treat you like a person worthy of respect.
But, given the reality of things, this often doesn’t happen. So, let’s talk about why you may not have been hired. It may be less personal than you realize.
First, think back to how you applied for the job. Did you apply online? If so, it’s possible the hiring manager doesn’t know your name. That’s right. They may not know you have applied. That sounds counter to what companies are telling us when they say, “Apply online and if you’re a fit, we’ll call you.” But, put yourself in the shoes of the hiring manager. If you were looking to hire someone, where would you start? Chances are good you’d think of people you know. Then, you’d look to friends to recommend their friends. You wouldn’t pay attention to online applications unless you didn’t have someone in mind.
If you were selected for an interview, and gave it your very best, you may wonder why you didn’t make it through to the end. Often, when a manager decides to hire a new employee, they have a candidate in mind. That person already works for the company and they can easily move into the new spot. They have experience and insider knowledge. Unfortunately, this doesn’t stop the hiring manager from interviewing others. And, you can bet that in no interview will the hiring manager ever say to you, “We appreciate you coming. Unfortunately, this interview is for show. We already know who we’re really going to hire.” You have no way to know when this is happening.
One last reason you might have been hired – the job is not available. Of course, it was available at some point, but there are a number of situations where a job will be put on hold or canceled. For example, if the hiring manager is promoted, or leaves the company, the position may be put on hold. Typically, the company will want to backfill the hiring manager’s position first. Rarely will the company reach out to you to tell you the hiring manager has quit or was fired, so it’s doubtful that you’ll know this either.
As you can see, none of the things listed above are really about you. They aren’t about your experience or whether or not the hiring manager liked you. So, take heart. Keep applying, and keep networking. Eventually, you will hit one out of the park.
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 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 | Jul 19, 2016 | Interviewing, Podcast
Episode 107 is live! This week, we talk with Kevin Tomczak in Orange County, CA.
Kevin is the Senior Director of Product Strategy and Innovation at APT Metrics, where he manages the sales and business development efforts. APT provides evidence-based talent management solutions. They devise practical solutions to help clients connect, assess, select, develop, and retail their top talent. Kevin also holds a MBA from Pepperdine University in Malibu, CA.
On today’s episode, Kevin demystifies job search assessments, shares common mistakes, and talks about big data’s role in job searching.
Listen and learn more! You can play the podcast here, or download it for free on Apple Podcasts or Stitcher. If you enjoy the program, subscribe today to the Copeland Coaching Podcast on Apple Podcasts or Stitcher to ensure you don’t miss an episode!
To learn more about Kevin’s company, visit their website at APTMetrics.com. You can also find Kevin on LinkedIn, or send him an e-mail at ktomczak@aptmetrics.com.
Thank you to those who sent me questions! You can send your questions to Angela(at)CopelandCoaching.com. You can also send me questions via Twitter. I’m at @CopelandCoach. And, on Facebook, I’m Copeland Coaching. Don’t forget to help me out. Subscribe on Apple Podcasts and leave me a review.
by Angela Copeland | Jul 22, 2014 | Advice, Change, Informational Interviewing, Interviewing, Podcast
Episode 9 of the Copeland Coaching Podcast is live! I’m so excited to share this great episode with you!
This week we talk with Julianne Watt, Project Coordinator at RedRover Sales and Marketing. Julianne shares her secrets to changing career fields, and how to find your perfect next job.
Listen and learn more! (You can play the podcast below, and you can also download it on Apple Podcasts.)
If you’re not familiar with RedRover Sales & Marketing already, it’s an advertising agency that integrates sales training and coaching with marketing and public relations, combining traditional and guerrilla strategies.
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