|
By Brenda L. Peterson, The Layoff Lady Rejection and Negative EmotionsBeing jobless post-layoff and searching for a new role is a rough process riddled with rejection. It starts with your former employer kicking you out of the whole company and, in essence, saying, “You are no longer one of us.” At every step of the way, you’ll experience people telling you no in a variety of ways. Here is how that rejection may look. Applying for a job and:
Having what felt like a great interview for a job and:
Receiving a job offer and:
Accepting a job offer and:
The Necessity of Experiencing Your Emotions Because of all of the uncertainty and rejection, this whole process can be a lot to bear. It’s hard to keep going when there are obstacles at every turn. Sometimes, even well-intentioned people trying to be supportive ask just the wrong question and make you feel even worse. Often, I find that when people are exceedingly negative, they usually have not taken the time to address their emotions. Consequently, those hard feelings fester, come out sideways, and interfere with the business part of job searching. Their complaining comes from a place of fear, pain, sadness, and anger. Unfortunately, as with much of life, it’s nearly impossible to complain your way out of your current situation and into a better one. Instead, it’s paramount that you experience your emotions, then manage your mindset so you don’t let your feelings make the already complicated process of finding a new job even harder. Coping StrategiesHere are a few ideas for strategies to help you work through the unpleasant emotions that will pop up during your career transition. Acknowledge Each EmotionBefriend your feelings. Don’t pretend that you don’t feel how you do. Name them, acknowledge them, and then move on. Pretending those unpleasant feelings don’t exist will not make them disappear. Instead, it may silence them for a bit, but they will pop up later, usually at the worst possible time. Acknowledging each one will help them run their course–and also help you to increase your ability to manage those feelings. Wallow a Little It’s impossible to will yourself into feeling better. Sometimes, you need to just sit with an uncomfortable feeling for a while and let it run its course. Cry a little. Rewatch your favorite movie for the bijillionth time. Have a little ice cream. Do a puzzle. Take a walk. Take the afternoon off from your to-do list. Some will run their course a bit more quickly than others. Research The ProblemIf you’re worried about something, researching answers and managing your expectations often helps. How many job applications does it typically take to get an interview? How long does it take most people to find a new role post-layoff? Which companies are hiring? You'll probably feel a little better by researching options, clarifying goals, and taking useful action. Even if you don’t find a complete solution, you at least know more. Having added knowledge will help you worry less or at least direct your worry toward taking productive action that will help you solve a problem. Take a Social Media BreakSocial media, specifically LinkedIn, can be a great job search tool. Unfortunately, it can also give you the illusion that everyone else is doing great and you are downright hopeless. Posts like “It only took me a week to find my dream job,” or “I’m still employed but I feel SO BAD for my former coworkers who are jobless,” or “Every company ever is doing more layoffs” will only make you feel worse. Remind yourself that social media isn’t real life and disengage. Leverage Basic Self CareWhen everything feels hard, taking care of yourself needs to be one of your top priorities. Here are a few quick and easy ideas to make you feel almost instantly better:
Learn More
0 Comments
By Brenda L. Peterson, The Layoff Lady Demonstrating Your SkillsEmployers are trying to find someone to solve the unique problems their business has. Recruiters and hiring managers will want to make sure that candidates have the skills and competencies included on their resume. Let's look at a few ways employers might verify candidate abilities during the hiring process. About Assessments and Work SamplesDepending on the company, the newness of the position, and the level of the role, there may be more to the interview process than talking with all the stakeholders. Potential employers may also ask you to complete projects to demonstrate key skills. Some employers may rely on your existing portfolio and review your previous work. In other cases, employers may ask you to complete specific work samples as a part of the interview process. This means completing unpaid work during the hiring process to demonstrate your skills as they more directly align with that role. In addition, they might ask you to complete assessments as well. My Experience With AssessmentsAs a part of a few hiring processes, I’ve been asked to take various tests to assess my tendencies, abilities, and aptitudes. Key focus areas often include problem-solving, strengths, work style, spatial ability, logical thinking, and temperament. For one role after layoff #7, the first two “interviews” with one organization were online assessments that compared my test results to a role-specific and company-specific ideal profile. For that job opening, I had 2 “interviews” like this and received a rejection email without interacting with actual people. For another hiring process, I took online exams on logical reasoning, general intelligence, and basic math before I was eligible for a phone screen. In some cases, assessments may be a prerequisite to meeting with a human interviewer or may be included later in the process to gather supplemental information right before making an offer. Concerns With AssessmentsWhile assessments have value, they may not help employers find a better candidate. Assessments can be useful when they are used to verify skills relevant to performing a specific position well. However, some assessments may be checking for skills not required for a given role. In addition, some assessments are not intended to be used during the hiring process and may introduce irrelevant or biased information into the hiring decision. My Experience with Job-Specific Projects: Low Time CommittmentAs someone who works in the field of learning and development, I expect a potential employer to ask to see my portfolio. In many cases, during the application process, they will ask for a link to an online collection of work samples. On occaision, potential employers will ask for reccommendations on which of my work samples they should review more closely that align with the specific skills for any given role. I'm also ready to talk an employer through my work samples and highlighting my process in developing those materials. I also expect to be asked to demonstrate my ability to present content to a group. On many occaisions, I've been asked to deliver an interactive 10-15 minute presentation on the topic of my choosing to a panel of interviewers. For a manager role, I've often been asked to put together a 30-60-90 day plan outlining my initial onboarding and how I would identify and prioritize projects. My Experience with Job-Specific Projects: Higher Time CommittmentAs I’ve progressed into higher-level roles, the projects have become more time intensive and elaborate. Here are a few examples: For a consultant role, I was tasked with creating an innovative plan for employee onboarding for new contractors and full-time employees. For this project, I designed a pitch deck to garner buy-in from stakeholders on the solution. I delivered that presentation to a group including the hiring manager, additional managers, and team members. I also designed a blended learning solution that leveraged subject matter presenters and accommodated people having distributed locations and start dates. For a manager role, in addition to a 30-60 day onboarding plan for myself, and created a list of equipment, software, subscriptions, and additional resources needed to begin creating videos for the company. For a program manager role, I was tasked with creating an innovative onboarding program to teach new full-time staff about company products. I designed a new hire career fair with multiple tables showcasing different products, complete with a passport for trainees to collect stamps. Those trainees who visited each table and filled out their passports were enrolled in a prize drawing for a bigger company-branded prize. For a director role, during the initial application, I answered several essay questions along with my resume and a cover letter. Later in the interview process, after taking two professional assessments, I was also tasked with completing these three projects:
Concerns With ProjectsUltimately, I did not receive job offers for any of these roles where I completed more elaborate work samples. I also found it frustrating to be tasked with what ended up being hours and hours of skilled work without being compensated, or ending up with a job offer. In the abstract, I’ve seen many people bluster on social media about what they won’t do as part of an interview process. I also don’t necessarily disagree with the boundaries those people suggest. I do know that making that decision feels much different in the throes of job searching. When being asked to do a few projects to help you get a job you think you’ll love, it’s often hard to say no. Here are a few suggestions I have for deciding what you personally are willing to do as a part of the interview process. Strategies to Adapt
Learn MoreBy Brenda L. Peterson, The Layoff Lady I Found a Job!After 9 months of career transition, I am gainfully employed again! I'm excited to be working in an amazing organizational development role. Each layoff and subsequent job search brings its own challenges. Take a look at my lessons learned from this time around. New Challenges
Lengths of My Post-Layoff Career TransitionsPeople often ask how long a career transition lasts. To give a partial answer to that question, here is my unscientific, skewed-sample-size data on how long each of my periods of post-layoff career transition have lasted. The time listed starts with my last day of work with my previous employer (aka "Layoff Day") and ends with my first workday in a new role:
Overall, my average time in career transition is 128 days (just over 4 months). Layoff #7 was the longest one I've had so far, and 3 months longer than my previous record. Contributing Factors to Length of Post-Layoff Career TransitionThere are a few key factors that made this period of career transition longer than after my previous layoffs:
The Numbers: Job Applications and InterviewsGiven that my previous employer was starting to make organizational changes, including a few rounds of "quiet layoffs," I started to keep an eye out for a new job starting in July of 2022, which I've included in this summary:
The Insights: More Opportunities and Complexity, Fewer InterviewsOne challenge during this job search is the newly added focus on work location--specifically the following labels: onsite, hybrid, and remote. Part of why I felt comfortable relocating from Minneapolis, MN to Omaha, NE in mid-2022 was the prevalence of remote work. I also realized that the definition of "remote" for companies can vary widely. As I reflect on my job search, I wonder how many positions I applied for with companies who were not interested in or able to hire someone who lives in my current state of residence. While there are, indeed, many remote jobs available in my chosen field of learning and development, I discovered first-hand that companies and job search sites are not necessarily aligned on what each of these words means. Remote jobs mean more applications for me and way more competition:
The Numbers: Working With RecruitersRemember, LinkedIn is your billboard to the world. Be sure to make your profile a good representation of what you bring to the table as a job candidate. Have a strong headline that includes the job title(s) that interest you and a few key skills. Have your professional summary in the About section, your work experiences, and at least a couple of sentences about each of your previous jobs. This is what recruiters will check after you apply. This is what may come up in a recruiter's search when they are sourcing candidates. Make this count. Here are the responses from recruiters this time around:
My Re-Launched Job SearchIn April, when I re-launched my job search, I changed my overall approach.
At this point in my job search, I had also built stronger relationships with my colleagues in my Omaha-area professional development groups. When I first launched my job search in the fall, I had only been in the area for 2 months. Between then and April, I had met more people in person, talked with them in meetings, presented to groups, and helped a few of them solve business problems. I'm sure getting to know me better and working alongside me helped them to feel more comfortable speaking to my skillset and recommending me as my job search progressed. My Overall Insights
Learn MoreBy 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 MoreBy 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:
Learn More
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 More |
Author7-time layoff survivor Brenda L. Peterson, The Layoff Lady, waxes poetic on layoffs, job transitions, & career resilience. Archives
November 2023
Categories
All
|
