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By Brenda L. Peterson, The Layoff Lady A Different Resume for Each Job? Won't That Take Forever?When applying for jobs, customizing each resume is one way to help you stand out. Unfortunately, it’s easy to spend a lot of time and effort updating your resume. Let's look at shortcuts for customizing your resume that is less time and labor-intensive. Articulate What You WantRemember, when you're at the point when you're applying for jobs, you should have already done some prework. By now, you should know what specifically you're looking for in a job. This includes details like your target job title(s), industries, core work responsibilities, geographic location, day-to-day responsibilities, pay rate, and work arrangements (onsite, remote, hybrid). If you don't have a clear idea of what your target job looks like, it makes everything else harder. I encourage you to take a moment to figure out what your target is. This act will help you be more efficient as you search for a role, decide what to apply for, create your target job resume, and everything after that, too. For me, in a previous job search, here is how that looked:
Create a Target Job ResumeTo start, create a target job resume. You could also share this resume with those people who say, "Can you send me your resume?" who may not have a specific job description to share. This resume should be a solid representation of your skills, the type of work you do, and the unique value you would bring to the role. Your target job resume should also include keywords commonly appearing in job descriptions for the type of work you do. To be clear, this IS NOT the resume you use to submit whenever you apply for a job. Instead, this is the resume you customize just a bit for each job for which you apply. Let's look at what to include so you have a robust resume that you'll only need to customize in a few ways for each role. Target Job Resume: Professional Summary SectionYour resume should start with a professional summary section. The goal of this summary is to let the reader know if it's worth reading further. This summary is comprised of a few sentences that summarize who you are, what drives you, and how those factors align with the available role. This is also an opportunity to highlight important keywords that will resonate with employers. For me, here is how the Professional Summary in my target job resume looked: Proactive learning consultant driven to help organizations succeed. Thrives when partnering with leaders and stakeholders to improve performance. Able to think strategically and execute tactically while managing multiple projects. Committed to constant learning, continuous improvement, and delivering training that drives results. Target Job Resume: Relevant Skills SectionLook at your list of terms included in job descriptions that interest you. Prioritize the ones that you really want the hiring team to know about. Include those in a Relevant Skills section near the top of your resume. Limit what you include to a couple of lines. Here are key skills that I seem the most generally relevant: Here are keywords I saw in multiple Learning Consultant Jobs and included in my Relevant Skills section: Blended Learning, Coaching, Collaboration, Communications, Consulting, Facilitation, Instructional Design, Needs Analysis, Onboarding, Project Management, Relationship Building, Strategy, Video Production Target Job Resume: Work Experience DetailsFor each role, I include bulleted points describing responsibilities common to people who do this work. This includes a wider variety of keywords to help even the least experienced recruiter see the tie between what I describe and the words used in many job descriptions. Here are examples of bulleted points under job descriptions that include keywords relevant to my skills:
The words in bold are keywords pulled from relevant job descriptions. Customizing a Resume: Save AsFirst, I pull up my target job resume file in a word processing file format. Then, I save a copy of my job-specific resume using the following naming convention: [My name] Resume, [Job Title] with [Company name]. For a Lead Learning Consultant role for ABC Inc, the name would look like this: Brenda L. Peterson Resume, Lead Learning Consultant with ABC Inc Now, I'll edit this new resume so it aligns more directly to the job for which I'm applying. Customized Resume: Professional Summary SectionNow, I will customize the Professional Summary Section to align with the language used in the Lead Learning Consultant role. Remember, here is how the Professional Summary in my target job resume looked: Proactive learning consultant driven to help organizations succeed. Thrives when partnering with leaders and stakeholders to improve performance. Able to think strategically and execute tactically while managing multiple projects. Committed to constant learning, continuous improvement, and delivering training that drives results. Here is the Professional Summary would look for this Lead Learning Consultant role: High-performing lead learning consultant who thrives when delivering engaging employee performance solutions. Thrives when partnering with internal and external stakeholders to design innovative talent management programs. Able to think strategically and execute tactically while managing multiple projects. Committed to constant learning, continuous improvement, and delivering talent initiatives that drive engagement. The sentiment is similar, but now I'm conveying my value add using the employer’s words to describe this position. Note the bolded words were pulled directly from the job description. Customized Resume: Relevant Skills SectionNow, I will customize the Relevant Skills Section to align with language used in the Lead Learning Consultant role. Remember, here is how the Relevant Skills section in my target job resume looked: Blended Learning, Coaching, Collaboration, Communications, Consulting, Facilitation, Instructional Design, Needs Analysis, Onboarding, Project Management, Relationship Building, Strategy, Video Production Here is the Relevant Skills section would look for this Lead Learning Consultant role: Blended Learning Solutions, Employee Coaching, Collaboration, Communication Skills, Consulting, Facilitation, Curriculum Design, New Hire Onboarding, Project Management, Relationship Building, Strategy, Talent Management Programs To mirror language the company used, I added "solutions" to blended learning, changed "instructional" to "curriculum", and added a few terms emphasized in the job description to this list. Realize these skills are also included in bulleted points for each role. This is just another opportunity to help the recruiter align the skills needed with the words listed in the job description. What Do You Think?Do you customize a resume for each role? What are your tips, tricks, and strategies? Include your thoughts in the comments. Learn More
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By Brenda L. Peterson, The Layoff Lady Job Search ChallengesWhen you're looking for a new role, there is a lot to do to help move your job search along. Getting your resume where you want it to be, tracking application progress, and scheduling meetings with others can take a lot of time and effort. Here are three excellent tools to help manage, streamline, and optimize your job search. The tools mentioned here all have a robust set of features in the free version with the option to pay for additional functionality. I'll focus on currently available features included as a part of the free version. Links for each tool are included in the "Learn More" section.   Teal: Tracking Applications and Customizing Your ResumeTeal is helpful in multiple aspects of my job search. Teal enables me to save jobs of interest, evaluate highlighted qualifications, and track my application progress with roles. Here is how I use Teal in my job search:
Teal continues to evolve and add new features--and offers much more than I currently use. This is the cornerstone of how I track my current job-searching activities. Calendly: Managing Meeting SchedulingMeeting with people during your job search can be very valuable. Whether you're meeting to learn more about a company, find out what tasks one does in a given line of work, or catch up with a former corworker, streamlining your scheduling process is a big timesaver. Enter Calendly. You can create a Calendly account, add your personal branding, and add language to describe yourself and what you want. You can also link Calendly with your Google Calendar and your webinar account (like Zoom or Google Meetup). Without paying an additional cost, you can select one free meeting type. I use the half-hour meeting, and I call mine "Virtual Coffee." It’s also helpful because our meeting can last as long as it needs to last (beyond that specified half hour) with no issues. Within Calendly, you can set up your available days and times, choose how far out in the future people can schedule a meeting with you, and even decide how many meetings you are open to having on a given day. In addition, you can select the mode of the meeting (phone or online) and include a few questions to help clarify the goals of the meeting. Here is how I use Calendly in my job search:
Calendly automates key components of scheduling. With a minor setup on the front end, I can spend less time finding a meeting time and more time on other valuable job searching and networking tasks. Grammarly: Clarifying Your CommunicationsYour job search is all about communicating your value to hiring managers and recruiters. Ensuring your writing is clear and correct is essential to demonstrate your professional value and credibility. Enter my new best friend, Grammarly. This spelling and grammar checker goes above and beyond what you may already have in word processing or email platforms. I run any communication I will put in front of job-searching influencers through Grammarly. Here is how I use Calendly in my job search:
Even this English major appreciates having Grammarly as a second set of eyes (or, in this case, AI) to polish my writing. Learn MoreBy Brenda L. Peterson, The Layoff Lady Your Salary RequirementsMost of us work so we can pay for our lives. When you are job searching, it’s important to determine your target salary range to make your job search more effective. Having this information will help you prioritize which jobs to apply for and help you have those early salary conversations. Let’s look at a few strategies for answering the question, “What are your salary requirements?” Start With Your Target RolesFirst, ensure you’ve done the requisite amount of soul-searching to determine what you want to be next in your career. Have a list of what you want to do, possible job titles, relevant skills, core responsibilities, daily activities, focus areas, types of companies, and industries. Having these details on your desired job will help as you start to do salary research. The DisclaimerWhile I feel comfortable discussing various financial and insurance concepts, I do not currently hold a license or any certification that deems me inherently qualified to give financial advice. The information provided here is intended to be used for educational purposes only. Sometimes, the core challenge is knowing how a system generally works, the terms used to describe what you’re asking about, and where to go for additional help. My goal for this article is to share information to guide you as you navigate the murky waters of job searching. I hope my personal experiences can help you cut a path through the wilderness as you try to figure out your next steps. Feel free to take my recommendations or not. Whatever you do, double-check my facts--and everyone's purported facts, for that matter. This is your life, and you will care more about your financial and healthcare decisions than anyone else. Use this information as a starting point for further research as you ultimately decide what’s right for you. Identify Your PrioritiesNow that you understand your target job and what that looks like, think about what you value in a job. For example, some may prioritize having a specific job title, receiving tuition reimbursement money to earn their next credential, and opportunities for a promotion within the company. Another person may prioritize having interesting work while also having schedule flexibility, the ability to work remotely most days, and low health insurance premiums. Still another person may prioritize alongside colleagues in an office, having the opportunity to mentor new employees, and finding a job they can keep for the next 20 years. Think about what is the most important to you. In addition, think about what you value in an employer. Working for a non-profit, government entity, start-up, family business, or Fortune 500 company will have salary, benefit, job security, and total compensation-related implications. Overall, think about what matters to you, and be aware of the salaries that align with your overall job preferences. Factors That Influence Your Target Salary RangeWhen considering your salary requirements, I suggest using a range instead of one specific number. Let’s look at strategies for determining your target salary range. Here are numbers you might have in mind that could impact your range:
I suggest the salary range you share with potential employers includes the lower number that is the minum salary you would happily accept and the maximum number is what you'd be really excited about. What Companies Are PayingKnowing what companies are paying for what you do should also factor in to your target salary range. Here are a few strategies for finding out more: Search For Open Positions in States With Pay Transparency LawsTake these steps to find out what open positions are paying:
Research Your Job Title and Geographic LocationMany websites have salary information. Two that come highly recommended by recruiters are Salary.com and Payscale.com. In fact, Salary.com has a Know Your Worth calculator where you can add details like your job title, location, education level, and years of experience and see the impact each factor has on your potential market value. Ask AroundFind out from other job searchers, recruiters, and hiring managers what salaries companies are paying for specific roles. You can also inquire with professional development organizations to see if there are industry or job-specific studies available that include salary-related information. Confounding FactorsHere are a few factors that might make this process challenging:
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By Brenda L. Peterson, The Layoff Lady Contract vs Benefits Eligible RolesWhen you're looking for work, it's important to know what salary range you have in mind. As you are initially searching for jobs, a key factor in deciding which jobs to pursue and which to pass on will be what you will earn. If you are looking at contract positions, the salary you will receive is the same as your base salary. Usually, you are paid a set amount for each hour worked with no additional benefits. Consequently, contract positions often have a higher hourly rate knowing that each contractor will have to cover their health insurance and other additional benefits that may be included in other job offers. However, If you are in a benefits-eligible role, you will receive additional value above and beyond your base salary rate. Let's consider what factors may be included in your total compensation package. A DisclaimerWhile I feel comfortable discussing various financial and insurance concepts, I do not currently hold a license or any certification that deems me inherently qualified to give financial advice. The information provided here is intended to be used for educational purposes only. Sometimes, the core challenge is knowing how a system generally works, the terms used to describe what you’re asking about, and where to go for additional help. My goal for this article is to share information to guide you as you navigate the murky waters of job searching. I hope my personal experiences can help you cut a path through the wilderness as you try to figure out your next steps. Feel free to take my recommendations or not. Whatever you do, double-check my facts--and everyone's purported facts, for that matter. This is your life, and you will care more about your financial and healthcare decisions than anyone else. Use this information as a starting point for further research as you ultimately decide what’s right for you. Your Work IncomeFirst, let’s look at a high-level, generalized overview of the money you may receive:
Employer Money You May Recieve For A Specific PurposeIn addition to receiving money in the form of a check or payment payable to you, you may also receive money earmarked for a specific purpose.
Insurance and Benefits, At Least Partially Employer PaidIn the United States, many people obtain different types of insurance through their employers. Employers often pay administration costs of the plan and help cover some of the costs.
Access To Purchase Additional BenefitsMany employers offer the option for employees to purchase additional benefits. These can include vision insurance, short-term disability, long-term disability, enhanced disability coverage, supplemental life insurance, spouse life insurance, child life insurance, accident insurance, condition-specific health insurance, a legal protection plan, or orthodontic benefits. PerksCompanies may also offer a variety of perks. These can include items you can purchase for a lower cost or resources you can take advantage of that you might otherwise pay for elsewhere. These could include an onsite gym, onsite daycare, free parking, entertainment discounts, stamps, bus passes, use of the company van, cell phone plan discounts, or reduced entry fees for area attractions. Perks can also be anything that makes work easier, more engaging, or more pleasant. These could include shift bidding, flexible work arrangements, remote work, work-from-home days, summer hours, four-day workweeks, onsite flu shots, overtime opportunities, or company events. Time OffEmployers also often pay you for specific hours when you do not work. Here are a few standard categorizations for different types of paid time off: paid time off (PTO), sick time, vacation time, paid holidays, floating holidays, volunteer time, bereavement leave, jury duty pay, or military leave. Instead of having a specific number of paid days available for sick or vacation time, some companies have unlimited time off policies. In most cases, instead of earning and then choosing to use paid time off, you work with your manager whenever you want to take off. In general, as long as you are performing your job to an acceptable level, you can take time off. The Salary Question: RevisitedRemember, when a recruiter asks about your salary range, there is a lot more going on than just your base salary. Overall, I suggest giving a salary range instead of a set number to account for possible differences in company-offered benefits. Learn MoreBy Brenda L. Peterson, The Layoff Lady About Behavioral Interviewing QuestionsDuring the job interview process, hiring managers and recruiters often ask behavioral interview questions. The logic here is that past activity predicts future performance. Instead of asking a theoretical question about how you WOULD do a given then or solve a given problem (which, of course, would be perfectly), the answer here requires a story. These stories usually come from previous work experience and demonstrate how you think, how you solve problems, how you measure success, and what you learned along the way. Behavioral Interview QuestionsBehavioral interview questions often begin with the phrase, "Tell me about a time" and require you to mine your personal experience and answer by telling a story that relates to your responsibilities and accomplishments from you previous jobs. Here are a few examples of old school interview questions (that ask for what you WOULD do) and behavioral interview question alternatives (that ask for what you DID do):
Finding Your StoriesWhen answering these types of questions, you will tell a story. It's valuable to think about your previous work experience and be ready to mine that experience for stories to explain key points to your interviewers. Your goal should be to give a 1-3 minute answer that showcases your skills in ways that addresses the question. The tendency is for people to either not know what to say or to ramble and hope they stumble upon something useful. For the next little part of this article, we'll explore different strategies you could use to answer the following question: Tell me about a time when you had to finish a project with a short turnaround time. Answering With No PlanGosh. I've done a lot of projects where I had to get something done quickly. Those have included software implementations, making a video, and even designing or updating a class with little to no notice. I usually just work really hard and put in extra hours to get something done. So one case I can think of was right when the pandemic started in 2020. I worked for a software company that delivered most of it's training in person at customer sites. Since government guidelines for dealing with COVID were changing daily during the early part of the pandemic, over the course of a week--maybe it was like two--we realized that we would not be able to travel to customer sites to deliver their training like we had always done. We had to figure out how to deliver what was usually four days of in-person training without traveling to a customer site. We really didn't know how we were going to pull that off. We had to figure out how to do that well--and we had to figure it out in a couple of days. I had the trainer cancel their travel plans. Then a few of us--including a salesperson, a trainer, and an instructional designer--sat down and tried to figure out what to do. We didn't want to bore people to death or make it an awful experience. We thought about doing videos, but those take a lot of time to create and produce. We also had to figure out a short term plan for the next week, and figure out a more interim plan after that. It was really hard to figure out. I mean--the whole WORLD had changed! [Note we're still on the stage setting part of this and not even on to the question answer. So. Much. Talking.] PAR: Problem/Project, Action, ResultsPAR is one method you can use to structure your answer. Here are key components and what each letter represents:
A PAR AnswerProject/Problem: In March of 2020, when COVID was declared a pandemic, I worked at XYZ Software Company and my team trained new users right after their software went live for each customer. Because we did new user training in-person at each customer's site, and travel restrictions were going into place, we had to figure out what to do instead--and we only had a few days to figure something out. Action: I talked with my manager about how to deliver this training the following week to ABC Company. We thought through options and decided to use a combination of Zoom meetings and hands-on practice. I repurposed some of our materials to be self-paced activities, and my manager and I talked with the customer about our plans. We agreed to do a 90-minute instructor-led session in the morning, and another one in the afternoon each day that week. Learners would also do self-paced activities, and I would be available to answer questions as needed. Result: This resulted in us delivering the training during the planned week using the time already scheduled, but in a different way. In the end, the customer was happy that we were still on schedule, and end users appreciated the combination of instructor-led training and self-directed time. CARL: Context, Action, Results, LearningCARL is another method you can use to structure your answers. Here are key components and what each letter represents:
A CARL AnswerContext: In March of 2020, when COVID was declared a pandemic, I worked at XYZ Software Company and my team trained new users right after their software went live for each customer. Because we did new user training in-person at each customer's site, and travel restrictions were going into place, we had to figure out what to do instead--and we only had a few days to figure something out. Action: I talked with my manager about how to deliver this training the following week to ABC Company. We thought through options and decided to use a combination of Zoom meetings and hands-on practice. I repurposed some of our materials to be self-paced activities, and my manager and I talked with the customer about our plans. We agreed to do a 90-minute instructor-led session in the morning, and another one in the afternoon each day that week. Learners would also do self-paced activities, and I would be available to answer questions as needed. Result: This resulted in us delivering the training during the planned week using the time already scheduled, but in a different way. In the end, the customer was happy that we were still on schedule, and end users appreciated the combination of instructor-led training and self-directed time. Learning: Through this process we learned more about how we could deliver effective learning at a distance. We also found that encouraging learners to turn their cameras on during training helped build a sense of community among class members. We built upon our lessons learned to improve our training with each customer. Additional Question Answering ModelsIn addition to PAR and CARL, here are two more models that have similar components. It doesn't matter as much which one you choose, just that you use one of these models to structure your answer and minimize endless rambling:
Learn Moreby Brenda L. Peterson, The Layoff Lady Adding Value Through CommunicationIt’s amazing how much of the job search process involves waiting to hear back and trying to communicate with the hiring team in a way that adds value. One easy way to strengthen your relationship with the hiring team is by sending a thank you note. While you could send a paper thank you note, I usually opt for a thank you email message given the prevalence of virtual interactions. But Why?During the interview process, your main goal is to position yourself as someone who would be an excellent direct report to the hiring manager and an awesome team member for your future coworkers. One easy way to be more likable is to be grateful and appreciative of people and their time. Sending a thank you email is a great way to do just that. Thank You Message BasicsSending a thank you message is another chance for your interviewers to see your name and have a positive experience with you. Who doesn’t like to be thanked for doing a thing? Here are key details to include in your post-interview thank you message:
Here’s the core content to include in a thank you message: Hi, Peter. Thanks so much for meeting with me earlier this week to discuss the Super Cool Support Manager position with Best Company Ever. It was great getting a chance to talk with you, Paul, and Mary about the support team and this opportunity. I am definitely interested in learning even more about the role. If you have additional questions, feel free to contact me via email at myemail@gmail.com or via text/phone at 555-555-5555. Thanks again! --Brenda Next Level Thank You Message MagicIn addition to the basic message, without writing a full-on manifesto, take the time to add a little more relevant information. This is an excellent opportunity to add more details and value to the interaction. This will also help make you more memorable. Here are a few suggested points to cover:
Here's what the message to the hiring manager might look like: Hi, Peter. Thanks so much for meeting with me earlier this week to discuss the Super Cool Support Manager position with Best Company Ever. It was great talking with you, Paul, and Mary about the support team and this opportunity. Learning about your new knowledge base and help desk ticket prioritization model was great. I’m excited to join an organization committed to documentation and continuous process improvement. As we discussed, here are a few relevant skills I bring to the table:
In addition, here is the link to the article I mentioned entitled “18 Knowledge Base Examples That Get It Right." Chapter 9 in this article covers some of the metrics we were discussing: https://www.helpscout.com/helpu/knowledge-base-examples/ If you have additional questions, please feel free to contact me via email at myemail@gmail.com or by text/phone at 555-555-5555. It was great getting a chance to talk with you—and I hope you have a great time on your fly-fishing trip this weekend! --Brenda Here's what a message to one of your future coworkers, Mary, might look like: Hi, Mary. It was great meeting you earlier this week to discuss the Super Cool Support Manager position with Best Company Ever. I enjoyed talking with you, Paul, and Peter about the support team and this opportunity. My experience working at Not Quite As Cool Company will help me add value to the team. I also hope you have fun on your upcoming trip to Minneapolis. As a fellow coffee lover, I suggest you stop at Dogwood Coffee Company. It’s honestly the best cup of coffee I’ve ever had and well worth the trip. It sounds like you’ll be staying not too far from their Northeast location. Here is the address: https://www.dogwoodcoffee.com/pages/locations If you have additional questions for me (professional or coffee related), feel free to contact me via email at myemail@gmail.com or via text/phone at 555-555-5555. Thanks again! --Brenda Thank You Note TimingI used to quickly send thank you messages right after I completed an interview. That way, the message would arrive in each person's inbox within a half hour after our conversation. Now, I wait until the next day, or even two days, to send the thank you. This puts time between our initial conversation and when they get this "remember me--I exist, and I'm awesome" message. Much like commercials, ads, or billboards remind you of the existence of a product or service you might want, I used my thank you messages as a second touchpoint with that person. Learn MoreHooray! You Have an Interview!After goodness knows how many applications, FINALLY, you have heard back from a company who wants to talk with you! There is hope after all! Welcome to what is often step one of the interview process: the phone screen. Remember, each company may handle their interview process just a little differently. Regardless, some version of a phone screen is the starting point. A phone screen can be anywhere from the basic 30-minute voice-only call where they make sure you can speak coherently and understand what you applied for all the way up to a full-blown deep dive into your resume. Typically, you'll be speaking with a recruiter, not the hiring manager, at this point in the process. In this article, we'll talk about the more basic initial phone screen, how to prepare, and typical questions asked. ...And So It Begins: Email or Voice Mail From a RecruiterIn many cases, a recruiter will reach out to you directly to schedule a phone screen through email. Many companies are using a scheduling program (like Calendly) so you can select a time that works for you. If this is the case, I would suggest taking a slot as soon as you can get in and comfortably complete the interview. For me, that would be the next day if possible. In other cases, you may receive a phone call from a recruiter that invites a callback. In these cases, they may be asking to schedule a phone interview with you, or they may just launch right into the phone screen while they have you on a call. Personally, I'll usually do my interview preparation before making that initial phone call back to the recruiter just in case they want to do it right then and there. Interview Prep: QuestionsDon't let the supposed informality of a phone call fool you. This is for reals an interview. You need to be ready to make a good impression and answer key questions. Here are the phone screen interview questions that you for sure need to be prepared to answer. Keep these in mind as you research the role, the company, and your interviewer. (We'll talk more about answering these questions well in a bit.) Here are the most common questions I have experienced on a phone screen:
Interview Prep: The RoleGiven that you may have applied for many, many jobs since the one for which you are interviewing, it's important to refamiliarize yourself with this role. Make sure that when you speak to your interviewer, you are positioning yourself as a strong candidate who is able to do (and wants to do) this specific job.
Interview Prep: The Company and Your InterviewerNow that you remember what the role is about, take time to learn more about the company. Remember, you're learning information to help you present yourself well, answer questions about the company and what they do, and even know about current initiatives and news about the organization.
Interview Prep: Your AnswersNow, back to those questions and strategies for answering each one. Is this still a good time for us to talk? Ideally, the answer is yes. This is a courtesy question recruiters often ask. Tell me about yourself. This is your opportunity to tell the recruiter a quick summary of your professional history and the unique knowledge, skills, and attitudes you bring to this role.
Why are you looking for a new job? Companies are interested in why you want to make a change. They may also be leery if they perceive that you have made many changes within a short time. They may be wondering if how they are promoting the position is working. They may just want to see if you trash your previous/current employer or are respectful. Again, be truthful, stay positive, and keep it short.
Why are you interested in this role? Companies often want to make sure you actually want the available position, not just any old job. Speaking about why you want to work in this particular role is a way to show you are being intentional about your next career move. This question also allows you to talk about who you are, what you know about the role, and the skills you bring.
What do you know about our company? Each company has its own personality. This question shows that you, as a job candidate, are a good fit for the organization and that you've taken the time to learn a little more.
What is your desired salary? While having salary ranges in job descriptions is becoming more common, it is not included in all job descriptions. Often, this question comes up very early in the process. You need to have a sense of your desired range and what is a typical range for the type of role for which you are interviewing.
What questions do you have for me? This is your opportunity to ask questions. Given that you have a job description and not much else about this role at this point, take time to think about questions to ask. There are also countless lists online of possible questions to ask. Google them and see which ones seem right for you. Remember, too, that some of these questions might be more appropriate for the hiring manager than the recruiter. (If you continue in the hiring process, you'll meet with the hiring manager soon.)
Learn Moreby Brenda L. Peterson, The Layoff Lady Learning About YourselfThe first step of job searching is figuring out what kind of job you even want. Instead of jumping right into the same job you did before, it's wise to take a step back and reflect. A good starting point is thinking about what is truly important to you in your life and how you express those values. The Question: What is Important to Me?Identifying what matters to you is helpful whether you're thinking about how you spend your money, what kinds of activities appeal to you, who you want to spend time with, and (go figure) what type of work you want to do. Unfortunately, I also find that it takes a lot of work to find the right words to articulate those high-level ideas that matter to you. Part of the Answer: think2perform Online Values ExerciseWhen designing a retirement planning seminar for clergy, I discovered the think2perform Online Values Exercise at a previous job. Since thinking about your money (or your work for that matter) starts with what you care about on a larger scale, this is a great starting point. Personally, I take this assessment on at least an annual basis because the process helps me revisit my values in general and helps me more thoughtfully talk about what I do and why I do it. The assessment includes 51 named value cards and 4 rounds of reviewing the cards. The total time to complete this activity is about 15 minutes, and more, depending on how much contemplation you do during the process. You also have the option to add your own values as needed. In the end, you'll have 5 value cards with descriptions that name and describe key areas that matter to you. For me, as of the last time I completed this activity, my top 5 were (in no particular order) autonomy, education, helping others, health, and relationships. Applying Your Values to What You Want and How You Show UpWhen I think about the type of work, my desired way of working, and my work preferences, using my values as a starting point helps me articulate how I think about these things in a more meaningful way.
Learn Moreby Brenda L. Peterson, The Layoff Lady Interviewing for a New RoleAs a many-time layoff survivor, I have done quite a few job searches and had lots of interviews. Recently, I read an article about a job searcher who opted out of one hiring process. He did this after making it through three rounds of interviews and having the organization ask about arranging the next six (yes, six) rounds of interviews. I felt compelled to share my story about one seemingly never-ending interview process. Unfortunately, like with many things in life, it took a bad experience to teach me how to make better decisions. Job Interviewing Boundary Setting is HardLet me start by taking a moment to acknowledge that this is not always easy to do. It is hard to set boundaries when you’re hip-deep in a job search, especially when you’re unemployed. The longer the search goes on, the easier it is to tell yourself that you’ll summit Everest if a potential employer asks you to as part of possibly FINALLY getting a paying job. Consider this your reminder to realize that jumping through more and more hoops doesn’t necessarily mean that you’ll end up with a job at the end of the process. Do your future job-searching self a favor and think through what your boundaries are when it comes to participating in a given company's hiring process. (We'll revisit this a little later.) The Perfect Job! (or was it...)During this particular job search, I was laid off at the end of the summer. From previous job searches, I hoped to find a new position before Thanksgiving because otherwise, it might be until February or March before I secured a new role. I was very excited when I ran across THE PERFECT JOB! It was an opening for a training director position within an easy commuting distance where I even knew someone who had connections within the organization. Lesson Learned: Don’t fall in love with a job. Even if it seems like “the perfect job,” it is not yet “your job.” Apply, and hope for the best, but keep on applying. Until you have an actual accepted job offer, it is not “your job. The Inside ScoopI met with my professional connection, and they filled me in. I learned about the organization, their clientele, their mission, the key players in the hiring process, and helpful background information. My connection even put in a good word with the organization (they had left on good terms.) I also learned that the company had some turnover in this position, so they were trying to make sure they did their due diligence and hired the right person this time around. Lesson Learned: Gather and synthesize information even when you’re excited because you found THE PERFECT JOB. This company having gone through two people in the role in a relatively short time period and being concerned about making another hiring misstep is something I heard and noted. Still, I didn't really take it to heart. In this case, the company was trying (maybe a little too) hard to hire the right person for the role. It may have also indicated something about the company or the position that caused people not to stay. My future self knows to synthesize information more carefully--and not overemphasize only the good things. The Phone InterviewsI applied, and my connection put in a good word for me. The company quickly reached out to me for an initial phone screen. Then a phone interview. Then another phone interview. Then yet another phone interview. After four phone calls—each where the new interviewer seemed excited about me as a candidate and talked about who else I needed to talk to—I started to wonder what the game plan was for this whole process (aside from their overwhelming and often stated goal of not to make a hiring mistake). Lessons Learned: In the initial phone screen or the first interview, ask about the hiring process. This includes their estimate of when this process will be over (a week? a month? 6 months?) and the critical steps in the process. Decide your boundaries and be ready to decide the number of hours you are willing to dedicate to interviewing for this role. Remember, you are interviewing them, too. Make no assumptions. Don't get so excited that they keep wanting to talk with you that you keep going, not knowing how many hoops there are to jump through. The Work SamplesIn addition to talking to different interviewers on multiple occasions, the company wanted to see instructional design work samples from me. I emailed work samples and reviewed them with a subject matter expert who was well-versed in adult education and instructional design. They complimented me on the trainer guide, videos, and job aids I had created. They told me they were impressed with my work and learned from what I told them. At this point, they told me the next step was for me to meet with the company founder. Lessons Learned: Have a portfolio online that people can access, or let people know that you are happy to review work samples (and your process) with them in an in-person or Zoom meeting. I keep my work samples online with a note that these are intended to showcase my work and that they are not to be downloaded and distributed. The Zoom MeetingsI was excited to meet the company founder, who was also a published author. In preparation, I bought and read their most recent book, researched their accomplishments, read their blog articles, and reviewed their body of work. During the interview, we had a great conversation, which included a lot of “when we work together” and “next steps” language. This meeting was followed by multiple Zoom meetings with different stakeholders (again, one at a time) explaining the next steps in this process—which they called an “in-box experience.” During this phase, I would come into their office and work for a half day. I would have a chance to interact with multiple people I would work with, including consultants and a client. This would require me to sign a non-disclosure agreement, work on a project for an actual client, and present information to a client. Lessons Learned: No matter how many interviews you have, or how much they seem to like you, remember you do not have the job until they have made you an offer and you have come to an agreement about your compensation. Remember that the goal of this process is that the employer decides if they want to work with you, and you decide if you want to work with them. Looking back, I'm frustrated with myself that I invested SO MUCH TIME with this potential employer without talking about salary expectations. The In-Box ExperienceThe Wednesday before Thanksgiving, at 8:00 am, I arrived at the company's downtown office location for my in-box experience. I brought my computer and the work I had done so far. (BTW--there was a project and pre-work that I did, which took way too long. Holy time suck.) I was told that I needed to use their computer for my work that day. During the four hours that I was there working (for free) for them, I had an in-person panel interview with people I had talked with via phone, interviewed via Zoom with a consultant, ran a project meeting, completed work on instructional materials for a client, and got feedback on my performance along the way. I had a final conversation with one of the decision-makers before ending my day. I was told I'd hear back early the following week. Lessons Learned: Determine ahead of time how much you are willing to do for a role, and when to call it. Remember, you're interviewing them, too. And, for the love of God, don't do a ton of unpaid labor for a business that is not paying you for your work product. Thanks, But NoIn the middle of the following week, I got a call. It was very brief. Thanks for my time, but they had decided not to proceed with me as a candidate. If I like, though, they would be willing to add me to their possible consultant database for future contract work. Lesson Learned: Never again. In short, I spent about 45 hours total, including about 15 hours of unpaid work that I did for the company, to end up with no job offer. Time to transition all of these lessons learned into new personal guidelines. My Fancy New Job Search BoundariesRemember the boundary setting I mentioned before? Here's where we revisit it. After going through this process (and getting mad all over again while writing this article), I am reminded of the outcome of those lessons learned for me.
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