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Customizing Your Resume For Each Job Application

5/30/2023

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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 Want

Remember, 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: 
​

  • Full-time Learning Consultant role at a company in the fields of software/healthcare/finance
  • 100% remote or hybrid in the Minneapolis/St. Paul area
  • Managing learning projects, completing needs assessments, designing comprehensive training programs for customers and employees 

Create a Target Job Resume

To 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 Section

Your 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 Section

Look 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 Details

For 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:
​
  • Implemented a knowledge management strategy for a fast-paced B2B company. Drove platform adoption, standardized training materials, leveraged best practices, and managed a remote team of 5-8.
​
  • Developed a blended learning solution to onboard new SaaS customers. Incorporated virtual instructor-led training (VILT), eLearning, hands-on practice, and post-class assessments. Decreased instructor classroom time, customer wait time, and implementation project length.
​​
  • Managed enterprise-wide training initiatives: producing a library of best-in-class microlearning videos, implementing a Digital Adaption Platform (DAP) for in-tool software support, and creating online user communities based on personas. 

The words in bold are keywords pulled from relevant job descriptions. 

Customizing a Resume: Save As

First, 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 Section

Now, 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 Section

Now, 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

  • The Layoff Lady: Career Planning - Figuring Out What You Want To Be Next 
  • The Layoff Lady: Prioritizing Job Applications
  • The Layoff Lady: I Just Got Laid Off--Now What? ​
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My Top 3: Indispensable Job Search Tools

5/23/2023

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By Brenda L. Peterson, The Layoff Lady

Job Search Challenges

When 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 Resume

Teal 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:
​​
  • When I search for jobs on LinkedIn or Indeed, I use the Teal Chrome extension to bookmark roles of interest, which creates a record in Teal. 
  • Then, I read each job description, review keywords included in the listing, and prioritize jobs by rating them from one to five stars. 
  • Next, I use the keywords Teal highlights to customize my resume for the specific position. 
  • Then, after applying, I update my status in Teal to Applied and include any details in the notes. 
  • As I progress through the interview process, I update my job search status, add notes, and include details (like salary range and key people involved in the hiring process) to keep all information for each position in one place. 

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 Scheduling

Meeting 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:
​
  • When one of my LinkedIn connections expresses interest in meeting, I send them a link to my Calendly calendar. This eliminates the 2-10 messages we would otherwise send back and forth to determine when to meet.
  • They select a time that works for them from the times I provide that I know work for me. They also let me know if they would prefer to meet via Zoom or Phone, provide their contact information, and answer a couple of questions on the purpose of our meeting. 
  • Calendly sends each of us a meeting invitation, including the details they specified. If we're having a webinar, Calendly includes webinar information in the meeting request. 
  • Calendly has features to enable either of us to cancel or reschedule the meeting as needed. 
  • I include my Calendly link on the top of my resume alongside my other contact information to make it easier for a possible hiring manager or recruiter to find a time for us to talk. 

​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 Communications

Your 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:
​

  • Each time I write or customize an email, I run it through Grammarly. It catches the times when I update a sentence to make it more applicable to a specific employer but forget to include enough of the right words to make an actual sentence. 
  • Each time I update my resume, I do one last Grammarly check to ensure I'm using the correct word and that it hangs together. I also remind Grammarly in that case that my statements are written correctly.
  • Each time I make a social media post, especially if I'm thinking and commenting as I write, to ensure that my final product is in actual human-readable sentences. 

Even this English major appreciates having Grammarly as a second set of eyes (or, in this case, AI) to polish my writing. 

Learn More

  • Teal
  • Calendly
  • Grammarly
  • The Layoff Lady: I Just Got Laid Off--Now What? ​
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Prioritizing Job Applications

5/9/2023

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By Brenda L. Peterson, The Layoff Lady

So Many Openings!

​Depending on your chosen field, and your desired work arrangements, there are a lot of jobs for which you could apply. While remote work availability gives us many more work options, figuring out how to prioritize open positions can be overwhelming.

Here is my process for evaluating open roles and prioritizing those which I will submit an application. 

Searching for Available Jobs

As of this article's original publication date, I just searched on Indeed.com for the job title Training Specialist. This search generated these results: 
  • 43 jobs listed within 25 miles of Omaha, NE.
  • 588 jobs categorized as remote. 
​
By any stretch of the imagination, I cannot apply for 631 jobs this week. 

Time to Apply and Available Time

Once I decide to apply for a given role, I take about 30 minutes to research the company, customize my resume, and complete my formal application. In a given week, there are 7 days, which is 168 hours. There are not enough hours in a week for me to apply for that many jobs.

Even if I somehow managed not to eat, sleep, or do even the most basic self-care, I could only apply for 336 jobs. 

Closer to the realm of feasibility, if I decided to dedicate a full 40 hours per week solely to applying for jobs, I could apply for 80 jobs—but definitely not well. There are also so many other valuable activities (meeting people and professional development being two of the most important) to be done during job searching that this is probably not the best way to spend 40 hours. Working this long and this hard can also put you on the fast track to burnout.

Even dedicating 20 hours solely to applying for jobs, possibly meaning you could apply for 40 jobs in a given week, is most likely overkill.

More Is Not Necessarily Better

​The more jobs I try to apply for in rapid succession, the less effective I am. While applying for jobs is in some respects, a numbers game, it’s not as easy as applying to all the jobs and knowing that one will work out. This strategy often causes people to waste time applying for roles where they are not very qualified.

A better strategy is to prioritize jobs that are the best match for your skills and what you want and focus on applying for those well. Instead of solely applying for jobs, spend time building your skills, making new connections, and planning for contingencies. 

In any given week, my goal is usually to apply for three jobs. However, if I see several great opportunities or have not searched for a job in a while, I may apply for as many as six. Beyond that, though, my application quality suffers. ​

Prioritizing Applications

​To apply for jobs well, you need to determine the best way to prioritize your applications. Instead of the “spray and pray” approach, think through what you want and apply with more purpose. This approach favors quality over quantity and will help you focus your efforts on where you can get better overall results for your time investment.

Step 1:  Know Key Characteristics of What You Want

Early in your job search, it’s essential to do at least a little soul-searching and be able to articulate what you want. This may include revisiting your values, identifying your strengths, and thinking about the work you want to do.
 
For example, earlier career Brenda would have a list something like this on what she wanted from a role:

  • Training specialist or related position.
  • Within 25 miles of home or 100% remote with up to 25% travel.
  • Full-time role with benefits and within my established salary range.
  • Opportunities for promotion and advancement.
  • Working in the software, finance, healthcare, or insurance industry.
  • I would rather focus on training design and delivery than only delivering training that other people have designed.
  • I would prefer not to have my main focus be compliance training, developing eLearning, LMS administration, resolving help desk tickets, writing technical documentation, dealing with customer complaints, or recordkeeping.

Having a stated list of preferences, and continuing to hone it as you learn more, is your first step in determining which jobs to target. 

Step 2: Narrowing Your Search

Let's go back to those 631 search results from my Training Specialist searches. By adding additional search parameters, we can narrow our results to jobs that  more specifically meet our specified criteria:

Starting with those 43 roles in Omaha: 
  • Specifying a full-time role takes me down to 37 jobs
  • Putting quotes around "Training Specialist" (to specify those actual words need to be in my results) takes me down to 19 jobs
  • Showing only jobs posted within the last two weeks takes me down to 12 jobs

Starting with those 588 remote jobs:
​
  • Specifying a full-time role takes me down to 391 jobs
  • Putting quotes around "Training Specialist" (to specify those actual words need to be in my results) takes me down to 102 jobs
  • Showing only jobs posted within the last two weeks takes me down to 45 jobs

Step 3: Quick Job Listing Review

Now that I have a more reasonable number of jobs to go through (12 and 45--57 total), I start to do a cursory review of the short descriptions of each role. 

No
  • I rule out these jobs because the job titles show the roles are outside of my area of focus: Cement Manufacturing Safety Training Coordinator, Auto Glass Repair Specialist (Paid Training), and Clinical Training Specialist (for a registered nurse).
  • I rule out one because it is a longer commute than I want, one requires a license I do not have (or want to pursue) and one in a field that doesn't interest me. 
  • I rule out a few because the stated salary is significantly outside of my target salary range. 

Yes
  • Those that appeal to me at a glance, I add to TealHQ. Teal is a free service to track jobs, note progress on applications, and make notes on interactions. One feature I especially like with Teal is that when you add a job, it notes keywords included in the job descriptions and any listed salary range.
  • I add jobs including Technical Training Specialist I-III (remote/Hybrid), Commercial Lines Training Specialist, and a few Training Specialist roles.
  • ​For now, I add jobs that interest me into TealHQ. However, I err on the side of adding something for further consideration.

I have now reduced the number of jobs that interest me to 31 roles.

Step 4: More Detailed Job Listing Review

Now that I have those 31 jobs in Teal, I look more closely at the following:
​
  • Identifying the work arrangements (onsite, hybrid, remote) and comments about these within the job description.
  • Ensuring I have the required and many top skills listed.
  • Assessing if the roles look like a good overall fit.
  • Noting any information about salary range.

I remove jobs where I am not eligible. This includes the following:

  • A required credential I don't currently possess or want to pursue.
  • A hybrid role in a state where I do not live. 
  • An organization who can not hire someone who lives in my current state of residence.

I remove jobs with anything that might be a dealbreaker for me. This includes the following:

  • A focus area that doesn't appeal to me.
  • A commute that I won't be happy with longer term. 
  • A job description that asks for a wide variety of skills with a low salary.

For the remaining jobs, I give them an initial rating of 1-5 stars and make notes on any areas I might want to explore further.

I now have 18 jobs in Teal. 

Step 5: A Little More Research

Next, I investigate a few things outside of the immediate job descriptions. 

  • I visit LinkedIn and see if I know anyone with a specific company who could give me additional information, put in a good word for me, or refer me for a role.
  • For a remote role that doesn't include a list of eligible states, I search LinkedIn to see if a remote company has people currently living in my state of residence. This may indicate if they can hire people in my state.
  • I follow the company on LinkedIn and follow anyone involved in the hiring process.
  • I click the apply link to ensure it works, the position is still open, and they are still accepting applications.
  • I do a quick Google News search on the organization to see if and how they show up in the news. 
​
Now, I have 13 jobs In Teal.

Step 6: Customize a Resume and Prepare to Apply

​From the 13 jobs I have listed, I will apply for the jobs I'm most excited about and continue to reassess other openings listed. I will also add, remove, reprioritize, and take notes on specific roles as needed. 

Learn More

  • The Layoff Lady: Career Planning - Figuring Out What You Want To Be Next 
  • TealHQ.com
  • The Layoff Lady: Job Listing Challenges - Remote, Hybrid, and Onsite Labels
  • The Layoff Lady: Let's Talk Money - Your Target Salary Range
  • The Layoff Lady: I Just Got Laid Off--Now What? ​
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Let's Talk Money: Your Target Salary Range

5/2/2023

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By Brenda L. Peterson, The Layoff Lady

Your Salary Requirements

Most 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 Roles

First, 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 Disclaimer

While 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 Priorities

Now 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 Range

When 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:

  • What you need to make to pay your core monthly bills
  • The absolute minimum salary you are willing to accept
  • What you need, based on your budget, savings plan, and financial goals
  • The minimum salary you would happily accept
  • What you’ve made previously
  • What colleagues make
  • What you’ve seen listed in current job postings
  • What you think you are worth
  • What would you like to make
  • What you’d be really excited about 
  • Your dream salary

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 Paying

Knowing 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 Laws

Take these steps to find out what open positions are paying:
​
  1. Search for your target job title and details in a major city in a state with pay transparency laws. I often search for San Francisco, CA or Denver, CO. 
  2. Find positions that most closely match your target job and details.
  3. Make a note ofthe minimum and maximum salary range numbers, and any descriptors the company has on what qualifications would push a candidate towards the upper end of the salary range.
  4. As needed, use a Cost of Living calculator to adjust the minum and maximum numbers for each role. Make a note of these numbers. 
  5. Repeat this process a few times to identify trends. 

Research Your Job Title and Geographic Location

Many 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 Around

Find 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 Factors

Here are a few factors that might make this process challenging:

  • Salaries vary by industry, geographic region, job title, and individual company.
  • Not all companies (even those that are legally required to do so) always publish salary information on job postings.
  • During the application or interview process, companies may ask you for your salary requiements before you know their target salary range.
  • Some companies adjust salaries by geographical area for the same role, while others do not.
  • Titles are not used consistently across organizations. Titles may have varying responsibilities as well as salary levels.
  • Company benefits can range from few and expensive to plentiful and low-cost. Benefit costs can impact your take home pay significantly.
  • Not all interesting jobs will pay what you want them to pay.
  • Some companies will pay sinificantly lower or higher than the salary information you find. 
  • Not all companies, even with your target job title, will have salary ranges that align with yours. 

Learn More

  • Payscale.com: Cost of Living Calculator
  • Salary.com: Know Your Worth Calculator
  • Nerd Wallet: What is Pay Transparency and Whiche States Require It?
  • The Layoff Lady: Let's Talk Money: Salary and Total Compensation
  • The Layoff Lady: Interview Preparation: The Initial Phone Screen
  • The Layoff Lady: I Just Got Laid Off--Now What? 
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Job Listing Challenges: Remote, Hybrid, and Onsite Labels

4/18/2023

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By Brenda L. Peterson, The Layoff Lady

Onsite, Remote, and Hybrid Work Implications

One challenge during my most recent job search has been the newly added focus on work location. Specifically, the following labels have become more standard on job listings: onsite, hybrid, and remote.

While there are, indeed, many remote jobs available, I discovered first-hand that companies and job search sites are not necessarily aligned on what remote, hybrid, and onsite work arrangements mean. Let's dig a little deeper.

Remote Job Clarifications

Overall, a "remote" job could mean one or more of the following are true:
​
  • The candidate lives in the United States and can work from anywhere.
  • The candidate lives in the United States and must work from their home.
  • The candidate lives within a specific list of states where the potential employer is set up to conduct business.
  • The candidate lives within a specific time zone.
  • The candidate is willing to work hours in a specified time zone.
  • The candidate lives within a specified distance from one of the company's physical office locations.
  • The candidate lives in the metropolitan area of the company's headquarters.
  • The company is "remote first" with no physical office location.
  • The company is "remote-friendly," meaning there may be the option to work in an office location, a designated shared space, or fully remote.
  • The company is "open to remote" and may consider a candidate who does not work in their office location.

Onsite, Remote, and Hybrid Roles in Practice

Regardless of the label, jobs may work differently in practice. Here are a few of the many possible scenarios:

  • A company may label a job as remote, then later in the job description mention preferences for being onsite.
  • A company may label a job as hybrid when it could more accurately be described as remote with some travel to the corporate office.
  • A company may label a job as onsite or hybrid, and in the body of the job description, explain that they are also open to remote.
  • A company may label a job hybrid, expecting people to be onsite (in the office) anywhere from never to 4 days per week. 
  • A company may have an unstated preference for the location of employees.
  • A company may not be clear about their ongoing thoughts on having workers return to the office or the timeline for that change.
  • Many companies label roles as remote but do not clarify additional details about arrangements (which states, preferences for specific geographical locations).
  • Companies may decide on a case by case basis where they prefer employees to be located or if they will be remote, hybrid, or onsite.
  • Any of these designations may also include travel. 

Navigating Job Listings for Remote Roles

As a job seeker, knowing that companies may vary on how they list details in their job descriptions, here are a few strategies for navigating job listings:

  • Review posted job openings for additional details on work arrangements. For remote roles, read the main job description and skim the listing for additional location restrictions (time zones, states, and proximity to a physical office).
  • If you're on a job search site, find the job listing on the company's website. Sometimes they will include additional details on the specific states where they are able to hire and/or want to hire for a given position. 
  • If you’re not sure if a company can do business in your state, use LinkedIn to search for employees at that company who currently live in your state. This would indicate that the company is legally able to hire someone in your state.
  • Connect with and speak with someone at the organization and ask for additional clarification on work arrangements and remote work policies.
  • If it’s unclear, reach out to a company recruiter to clarify details (or, if time is of the essence, apply first, then ask questions later).

Remote Work Implications: Candidate Location,  Job Location, and Pay

There are also a few other implications of remote work to keep in mind:
​
  • Salary ranges will be all over the board for the same role. For example, a title like "Training Manager" could have a salary of anywhere from $50,000 - $225,000 per year, depending on the location of the company's corporate office. 
  • In addition, some companies adjust their salary ranges based on the candidate's geographic area, while others do not. 
  • Even with pay transparency laws in some states, not all jobs list the salary range--even when they are now required to do so. 

Strategies for Remote Work Salary Conversations

Given these variations on how salaries work for remote roles, be sure to think through your financial requirements and how you will address questions about your desired salary:

  • Identify your desired salary range overall. Use this range as a starting point for all conversations.
  • Review posted salary ranges for the role. Make sure they at least meet your minimum salary.
  • During the interview process, when a recruiter or hiring manager asks you for your desired salary range, answer that question with the question, “what is the salary range for this position?” This assures that you’re not selling yourself short.

Learn More

  • The Layoff Lady: Interview Preparation: The Initial Phone Screen
  • The Layoff Lady: I Just Got Laid Off--Now What? ​
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Job Application Follow-Up: Email Messages

3/7/2023

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By Brenda L. Peterson, The Layoff Lady

Eye on the Prize: Getting the Interview

There are a lot of opinions on how to interact with employers early in the hiring process. They include everything from sending a basic “I applied” email to off-the-wall rom-com level gesture like sending the hiring manager a cake with your resume attached to the inside of the box. In this article, we’ll focus on using email to follow up after you have formally applied for the job.
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Regardless of your approach (and my overall follow-up recommendations are closer to the email than the cake end of the spectrum), stay focused on what you’re trying to accomplish. Remember, your goal at this point in the process is to get your application into the “must interview” pile. 

What Follow-Up Email Messages Will and Won't Do

Let’s first set a few expectations on the impact sending a follow-up email message will have:

  • If you are not a generally qualified candidate for the job, you’re not going to “follow-up” your way into an interview.
  • If you follow-up badly, you may very well “follow-up” your way right into the “no” pile.
  • Following up with the wrong person won’t help your cause.
  • If you’re going to follow-up, contact either the hiring manager or the recruiter.
  • Sending a follow-up email may help the hiring team remember your name--which may help especially in remote roles with many, many applicants.
  • Even if you are a strong candidate, and following up with the right people, you may or may not get an interview.

Like with most of the hiring process, there is no guarantee that you will get an interview for any given role. However, doing the right things consistently gives you a better chance of having a positive outcome. 

My Hiring Manager Horror Story: Follow-Up Gone Awry

Once upon a time, I was the hiring manager for an instructional designer position. A person who I had never met, but who knew a colleague of mine, had a background in instructional design and was interested in the job. Through our shared colleague, that person (who I will now refer to as “the candidate”) ended up with my name and work contact information.

What followed was an example of the worst-case scenario of a how a candidate reaching out to a hiring manager can actually be detrimental. From mid-December through the end of the calendar year, over the course of 10 business days, the candidate (who—reminder—I had never before interacted with in any way) contacted me 16 times via phone and email about the open position.

I do not remember what all the candidate asked during each request (because blocking out awful memories is a real thing). I do remember one early request was asking how to apply for the job. Given that this role was with a technology company, and I needed someone who could work independently and solve problems, a candidate who wasn’t sure how to apply for the job through a pretty typical Careers webpage was not going to be a top candidate.

In addition, after they managed to apply, they then called and also emailed the recruiter multiple times, again in the spirit of follow-up.

The good news—we definitely knew the candidate’s name. The bad news (for them)—we knew for sure we were NOT going to interview them.

Worst Practices: Job Application Follow-Up

As a hiring manager, here are the issues I’ve seen when people follow up on job applications:
  • They reach out with no plan or point.
  • They reach out too many times.
  • They reach out many times with too small of a gap between messages.
  • They reach out to the wrong person.
  • They reach out with a large ask.
  • They are DEMANDING about what the hiring team should do for them.
  • They push too hard on next steps. 
  • They disregard specific directions in the job description regarding what follow-up is acceptable. 

Finding the Right People and Contact Information

Remember, typically the two people to follow up with regarding your job application are the recruiter and the hiring manager. The first challenge is figuring out who these people are, then getting their email addresses.

In some cases, the name of the recruiter may be included on the job posting. Through using LinkedIn or the company website, you may be able to find a professional email address to use for them. You can also potentially do some digging through LinkedIn and find out the name of the recruiter through their LinkedIn posts. It could be little to no effort to find their email address, or a genuine project, to find out that detail about the recruiter.

For hiring managers, some job listings will include the title of the hiring manager (who the position reports to), or even sometimes their name. Again, you may be able to use LinkedIn to find their contact information, or you may find the naming scheme a company uses (like firstname.lastname@companyname.com) to figure out their email address. You may also need to contact HR or a current employee to find out more, or there might be fee-based services you can use.

When it comes right down to it, it is important for you to determine how much time and money you want to dedicate to finding this information. You also need to decide if the time you spend on this quest is worth the value you will gain from sending a follow-up message. It's your call.

What To Include In Your Follow-Up Email

Once you’ve identified the person to contact, and have their email address, think about what you’ll say in your message. Here are my recommendations on details to include: 

  • Greet the person by name. 
  • Introduce yourself.
  • Mention that you’ve applied for the job and include the title of the job and the company name.
  • Share a brief summary (a sentence or two or a few short, bulleted points) on why you applied and the skills you bring to the role.
  • Include your contact information (email and phone) and invite them to contact you.
  • Thank them.
  • Your first and last name, email, phone, and LinkedIn URL

How a Follow-Up Message Might Look

Subject Line: Following Up on my Support Manager Application

Body of the Message: 

Hi, Annette. I’m Esme Whitlock, and I'm sending you a quick message to introduce myself, and let you know I just applied for the Support Manager role with Super Cool Company. Because I have a background working in tech support specialist and help desk supervisor jobs in manufacturing companies, I think I am a great match for this position.

As indicated in the job description, I have experience setting up a knowledge base using Super Cool Software and training new staff on using internal resources. I also enjoy hiring and training new associates and helping them grow their skillsets to meet performance goals. These skills, and my desire to grow in my career, drive my excitement for this role with Super Cool Company.

If you’re interested in talking to me directly about the Support Manager role and my qualifications, please contact me via text/phone at 555-555-5555 or via email at myemailaddress@myemail.com.

Thank you!

Esme Whitlock
555-555-5555
myemailaddress@myemail.com
https://www.linkedin.com/in/mylinkedin/ewhitlock

Follow-up Email Timing and Frequency

There are also various opinions on when to contact a potential employer and how many contacts to make.

I suggest emailing once sometime between the day you apply and a week after you apply to briefly introduce yourself and get your name in front of the hiring manager and/or recruiter. If you decide you want to do a second message, I suggest waiting until a week or two after the first message and modifying the message so it is not just a repeat of the first message you send.

Remember, you get to do whatever you want to do. Some hiring managers and recruiters may be very open to messages, and others might prefer to avoid being contacted. I believe reaching out one to two times with a few days in between contacts should show your interest without venturing into being way too much.

Learn More

  • How to Send an Awesome Follow Up Email After a Job Application 
  • The Layoff Lady: I Just Got Laid Off--Now What? 
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Job Searching During the Holidays: Give Yourself a Break

12/13/2022

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by Brenda L. Peterson, The Layoff Lady

'Tis The Season

I'm currently working my way through layoff #7, which is also my fourth layoff in the late fall. Out of these fall layoffs, three of them went into the holidays.

Being in a career transition is rough. Being in a career transition during the holidays—especially the week before Christmas through the new year—is soul-sucking.

I’ve read several of articles touting the benefits of job searching during the holidays--and I mean a lot, a lot of them. (No one else will be applying! You’ll get a leg up on other applicants! Tons of people are trying to fill positions before the year's end!) 

I'm sure somebody somewhere found the role of a lifetime on the day after Christmas interviewing with the one brand new HR rep with no vacation yet who was stuck working. I am not that person. I'm also not going to make the mistake of trying to be that person ever again.

The Challenge of Job Searching Around the Holidays

Even in a fast-moving job market with ridiculously low unemployment, it takes a bit to find a job. Just given the linearity of time, there will be a gap between when you apply, interview, and get an offer you’d like to take. This process can feel like it takes an eternity when people at these potential employers are focused on working. During December, with people taking time off for all things holiday, finding gainful employment moves even more slowly. Take a break and let yourself move more slowly and deliberately.
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My last winter job transition (layoff #5) lasted 5 months. By far, the most frustrating period was a couple of weeks after Thanksgiving until the end of the year. Undoubtedly, the last two weeks of December were the absolute worst. 

​In short, nothing came from my job search at that time. I was either submitting applications to jobs that no one would pay much attention to for a couple of weeks, following up with employers who had other priorities, or bothering former colleagues for recommendations when they were in the throws of their kid's holiday programs and family get-togethers. The job search picked up again the second week in January when people had their heads back in the game at work.

Take Time for Self Care

Here is my advice to job seekers at the end of the year. Take a holiday break. Go do things you’d like to do when you’re gainfully employed but that are harder to find time to do. Go to a noon yoga class. Get together with friends for lunch. Read a novel with no obvious professional development benefit. Go to a matinee. Visit a museum. Take a road trip. Walk around the mall on a weekday. Buy fancy coffee in a café and people watch. Take some time for yourself. Take a break from pounding pavement on your job search and just breathe. I guarantee you'll feel better from giving yourself a reprieve.

Just like we all need vacation time to recuperate from our day jobs and be able to do good work, we also need to take a break from a job search so we can have the mental space to regroup. Take a couple of weeks off—like the week before and the week after Christmas—and reset. Your future self will thank you for this act of self-care.

Learn More

  • 6 Self-Care Tips to Practice While Job Searching
  • The Layoff Lady: I Just Got Laid Off--Now What? ​
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Three Questions Your Resume Should Answer

11/22/2022

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​by  Brenda L. Peterson, The Layoff Lady

Resume Observations

Recently, I have talked with many colleagues who are proactively updating their resumes. After we talk a little about what type of a position interests them, I usually give them additional feedback about preparing a resume to apply for a specific job. 

​As a many-time hiring manager, I have seen lots of bad and lots of sort of okay, and just a few resumes that were really, really good. For me, a resume needs to answer three fundamental questions. Having a resume that addresses these questions gets you out of the no pile and into the “I am excited to talk with them” pile.

Question 1: Does This Person Want This Job?

In a previous job, I was working on filling an instructional designer position on my team at a software company. I received one resume where the person’s career objective stated that they wanted to be a curator at a museum. The good news: this person knew what they wanted and made it clear in their resume. The bad news: they didn’t want the job I had available.

Most (like maybe a good half) of resumes that end up in the “no” pile are so nondescript that they could be applying for any number of office positions. Once, when I was hiring for a technical trainer position, I received a resume for someone with a lot of experience working as a corrections officer. The good news: this person had many potentially transferable skills. The bad news: I didn’t know if this person was interested in this particular role or was mass applying for anything that wasn’t their current job.

For many people, it may be easy enough to tell if a person wants the job based on their past job titles. For example, if they have always been a project manager, and this is a project manager position, or a senior project manager position, it’s a pretty good bet that they are interested in this job. 

​Then there are the rest of us, who are decidedly less well-behaved. Some people have a variety of job titles that don’t necessarily flow together (like people who have changed careers). Others have careers where positions went from managing people to being an individual contributor, to freelancing, to being at a VP level, to being an individual contributor again. Again, no career path is wrong, but when applying for a job, clarify what you are looking for now—and that it is the open position.

​Overall, do just enough tailoring on your resume, so the hiring manager knows you are interested in the available job and applied for it on purpose. Given how costly a bad hire can be, help the hiring manager know that you want to do the job in question.

Question 2: Can This Person Do The Job?

Once I know a given candidate wants the job, I look for some indication that the person has the skills to do the job. Some candidates’ work experience is neat and tidy and points logically toward the open role. For example, they were a call center representative, then a senior call center representative, then a call center supervisor, then a call center manager. If they were applying for a call center manager position, from their job titles alone, I could be reasonably sure they could do the job. With that, adding in keywords from the job description and adding details about their previous education and work responsibilities as they relate to this specific position, it’s not a stretch to think they are qualified.  

If the candidate didn’t have much experience in a similar role, I’d expect them to describe what they did in previous positions and show how their work experience prepared them for this role. For example, if I’m hiring for an instructional designer position, the job description might include “collaborate with subject matter experts to create learning materials for client-facing courses.” If someone with a background as an elementary school teacher applies, they should show how their previous work experience relates to the available position. For example, they might include “collaborated with subject matter experts in the media center to create learning materials for a course for parents on encouraging their children to read more.” Without emphasizing those transferable skills, I might not be convinced they could perform the required tasks.
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Overall, be sure to make it apparent that you can do the core tasks that the job requires.

Question 3: If I Hire Them, Will They Be Happy And Stick Around?

Filling an open position takes a long time and is a huge gamble. The goal is to find someone who wants the job, can do it, and will want to be in that position (or a part of your organization) for a good long time.

This part of resume assessment is teeing up the phone screen and helping me determine the questions I need to ask. For example, will this salary be in line with their desired salary range? Will they be happy working from the office or working from home for the amount required? Will they work well with this organization's structure and formality level? Will they want to travel as much (or as little) as is needed with this job? Are they going to be happy managing or not managing people? As a hiring manager, details in the resume are helpful as a starting point for those questions. 

Learn More

  • How To Write A Resume That Stands Out
  • The Layoff Lady: I Just Got Laid Off--Now What? ​
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Using 1:1 Networking Meetings For Job Searching

11/15/2022

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by  Brenda L. Peterson, The Layoff Lady

The Value of Professional Networking 

When it comes to job searching, professional networking is a critical component of success. Ideally, you make initial connections with people through LinkedIn (maybe even after meeting them in person or at an online group event). While this is a great start, there is value in building relationships beyond that initial connection. A 1:1 meeting can significantly strengthen a networking relationship​ and help you learn how you and your new connection can help one another succeed.

About 1:1 Networking Meetings

So what exactly is a networking meeting? Back in the day, I remember hearing people talk about doing "informational interviews." In short, if you were interested in having a particular job or working with a specific company, you would contact an organization or individual and ask if they would meet you for an informational interview. In this 1:1 meeting, which could take place via phone or in person, you might learn about the company, what they are looking for, skills to acquire, and more. It also allowed you to start to build a relationship with a company--or a possible advocate in the person doling out said information. 

Fast forward to now. Today, a networking meeting is typically between you and another person deciding to spend a half hour-ish together. This meeting, sometimes called a coffee chat, could happen virtually via Zoom or in person, often over coffee.

If you're job searching, the typical focus will be on how to progress in your job search. Someone may agree to a networking meeting because you have things in common (like a field of work, background, professional goals), because they are generally committed to helping people when they are job searching, or because you have a mutual acquaintance to ask that person to meet with you to help you out.

Networking Meeting = Informal Interview

Whenever you have an opportunity to meet one-on-one with someone, remember that you are taking part in a type of informal interview. Whenever I meet with someone in career transition, my goal is to help them figure out their next steps, offer advice (if they ask and are interested), and give them ideas on further steps they might take, including who they should speak with next 

While I go in with this idea, the amount of help I'll provide also depends on how this networking meeting goes. Ideally, we have a good, productive conversation, and I think to myself, "I totally want to help this person more."

If the meeting goes well, I'll refer them to specific resources that might benefit them (like a networking group they might want to join, a company to check out, someone to follow on LinkedIn) and even put in a good word for them to have a networking meeting with someone else who might get them closer to their goals.

In addition, if it goes REALLY well, this is a person who I'll refer to others for openings, pass on job opportunities, and maybe even hire someday. If the meeting doesn't go well, I'll share a few resources, but I may not be willing to help them as actively moving forward. 

Remember, any interaction you have with people will impact their desire to help you in the future.

Types of Networking Meetings

Here are a few common types of networking meetings: 
  • Talking about a particular job opportunity with a specific organization. Usually, the goal of that meeting is to gain insight from someone who works at that company to help you decide if the company sounds like a good fit, how to tailor your application to the organization, or even get a referral in.
  • Talking about someone’s career path to gain insight into what you might do to get into a specific job or field. In this case, you might ask someone about how they got into a particular role—like a manager or an instructional designer or a digital marketer---with the goal of you figuring out what next steps you might want to take to get to a similar role.
  • General job search career advice. In this case, the person you’re meeting with knows that you are in a career transition and is willing to help you figure out your next steps. This could be them recommending job titles that you should look into, companies they know who are hiring, or people you might want to talk to in order to get closer to your goal of finding a job. Sometimes, this meeting might lead to the person saying, “I think you should talk to  [SuperCool Person] who [can help you with an area where you need help].

​Networking Meeting Best Practices

Here are a few best practices for networking meetings:
  • Thank the person for meeting with you and for their input.
  • Let the person know your goals for the networking meeting.
  • Let the other person talk. Remember, you're there to learn from them. Be sure to listen to what they have to say!
  • Ask them for the advice they wish they had received.
  • Ask them for their recommendations on the next steps you should take.
  • Ask them what you can do for them. Remember, they typically meet with you because someone they value asked them or they genuinely want to help. Be sure to return the favor!
  • Be ready to help that person in the future--whether it's liking one of their LinkedIn posts, sharing a post they made, or helping them promote a job opening they have. Be a good LinkedIn/professional networking neighbor. 
  • Send them a quick thank you message afterward and reiterate any next steps you talked about.
  • Follow up with anyone who they introduce you to. Even if you end up not doing a lot with that connection, be sure to be professional about it all. 

​The True Power of Networking Meetings

When people talk about how they "networked" into a new job, typically, that means they leveraged their initial connections to help make inroads with new contacts, who helped them get closer to a new position.

​The holy grail of networking meetings is when the person you meet with agrees to introduce you to someone else they know who could help you. That process repeats until you're talking to a hiring manager or influencer who can help you get an interview for a job. Having good networking meetings is a critical step in that process.

Learn More

  • How Networking Speeds Your Job Search
  • The Layoff Lady: I Just Got Laid Off--Now What? ​
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Three Unfortunate Job Searching Truths (And How To Manage Each)

11/8/2022

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by  Brenda L. Peterson, The Layoff Lady

The Adventure of Career Transition

Since forever, I have worked in the field of learning and development. I have been laid off a great many times due to economic downturns, companies being bought or sold, new company leadership, or good old fashion reorganizations. 

​While each period of unplanned job transition is rough in its own way, here are three core truths that help me weather the storm each time I search for a new work home.

​Truth 1: Working Time Passes More Quickly Than Non-Working Time.

When you're a hiring manager, you have a ton going on, and only one of those things is hiring a new person. You're still trying to manage your team, meet deadlines, troubleshoot customer problems, and juggle all the people you're considering for your open position. In an interview, when one candidate asks about the hiring process, you tell them you should know who will move on to the next steps in the process "by the end of this week"--and at the time, you believe that is a reasonable deadline. Then there is a software release with a bug that causes three meetings to be scheduled with big clients, or someone quits suddenly, leaving a lot of arrangements to be made, or your child has to be picked up from daycare with the flu. Friday comes and goes, and getting in touch with a candidate falls off your radar until next week. 

Meanwhile, as a job seeker, you put a note on your calendar that you'll know one way or another by Friday. Then you analyze every syllable you uttered in the interview, hoping you didn't say anything awful. You rethink a facial expression you interpreted as approving and wonder if it really was that at all. You suffer through Saturday, Sunday, and Monday, secretly worrying that you will never work again. Ever.  

Instead of spiraling, take action to get you closer to your job of being happily,  gainfully employed. 

After the interview, email the hiring manager a thank you message and send them a personalized connection request on LinkedIn. Put a note on your calendar for a few days after the hiring manager said they would contact you. Reach out to them at that time, including a few pleasantries, reiterating your interest in the role, and asking for an update. Will you get the job? Who knows. You did your part, identified what you can work on, and will continue to learn and grow as you go through the process for more roles. 

In addition, network with three more people and apply for three more jobs.

Truth 2: It's Not "Your Job" Until You Receive A Paycheck.

Inevitably as a job searcher, you run across it. THE job. It's the one you know is meant to be yours. It's perfect--easy commute, a great title, the go-to company, exactly what you are qualified (and want) to do. In your head you know it--this is MY job. You picture your new business cards, where you'll park, and how you'll introduce yourself as the "Director of Awesomeness" for this perfect company. You think--why should I even bother applying for anything else because this is SO my job!

Except, well, it's not actually your job yet. You're looking at it and seeing yourself in it, but it's not real. You don't work there. No one is sending you a paycheck for it. They don't even know your name yet. This MAY be the job you eventually get, but nothing is done yet. You know what else? It may not end up being your job. You need to remind yourself that it's not a done deal. Apply for that job--even work hard to get it. Know, though, that you may end up not even getting called in for an interview. This doesn't mean you're not still awesome. There's just a lot going on. There may be an internal candidate, or a previous coworker of the hiring manager, or someone who has a referral from a college friend, or someone who has even slightly more of a qualification that didn't make that job posting. 

Instead of spiraling, take action to get you closer to your job of being happily,  gainfully employed. 

Whenever you fall in love with a job or think of something as "your job,” make an extra effort to apply for additional jobs. If the job you see yourself in works out, great. If not, you're still working towards your ultimate goal of finding a new role (complete with a paycheck), whichever one that might be. 

In addition, network with three more people and apply for three more jobs.

Truth 3: You Only Need One Job.

Applying for jobs is a process. Looking back at my records, I have typically applied for between 40 and 100 jobs when I've been in career transition. It's easy to get discouraged. Sometimes you apply and hear back a fat lot of nothing. Sometimes my stomach sinks when I see a job that I've applied for (and was quickly rejected), and it's reposted, and realizing that they will hire "not me" for that role.  It's hard when the job where you interviewed a ton of times tells you they really liked you, but went with an internal candidate. It's rough to hear that you were great, but that you came in second. There is so much rejection in the job search process that you’ll inevitably feel down, like a loser, and like there is no hope. 

At the end of the day, though, you only need one job. You need one organization to tell you "yes.” You need one place where you and the employer agree to work together. When I remind myself that I only need an ultimate success rate of 1 in 100 to be happily, gainfully employed, it makes it all seem much more manageable. All those no answers get you to the one yes you need. The trick is that you don't know which one will be that yes. 

Instead of spiraling, take action to get you closer to your job of being happily,  gainfully employed. 

In addition, network with three more people and apply for three more jobs. 

Learn More

  • Avoid These 7 Job Search Traps and Land Your Dream Job
  • The Layoff Lady: I Just Got Laid Off--Now What? ​
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    7-time layoff survivor Brenda L. Peterson, The Layoff Lady, waxes poetic on layoffs, job transitions, & career resilience.

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