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By Brenda L. Peterson, The Layoff Lady It's Interview Time! Make It Count!No doubt, you've been applying for a lot of jobs--and now a company wants to talk to you! Since you're over the first hurdle, it’s time to get ready to make a good impression. Your goal is to help your interviewers see how amazing you are! To do that, you need to figure out how to shape and share your story. Let's look at what you're likely in for and how to set yourself up for success. About Behavioral Interviewing QuestionsDuring the job interview process, hiring managers and recruiters often ask behavioral interview questions since past actions often predict future behavior. Old-school interview questions rely on asking how you would handle a hypothetical situation (which, of course, would be perfectly). Conversely, behavioral interview questions require you to share a story of what you actually did in a similar situation. The stories you share come from your previous work experience and demonstrate how you think, solve problems, measure success, and overcome obstacles. Anticipating Behavioral Interview QuestionsTraditional interview questions usually start with, "How would you?" while behavioral interview questions often begin with, "Tell me about a time." Here are a few examples of old-school questions and behavioral alternatives:
Finding Your StoriesWhen answering behavioral interview questions, you will tell a story. It's valuable to think about your previous jobs 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 address 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. The Non-Plan: Start Talking and Hope For The BestHere goes nothing: Gosh. 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 its 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 couple of days--maybe it was like two weeks. I can't quite remember. Anyway, 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 a week or so of in-person training without traveling to a customer site. We really didn't know how we were going to pull that off--and we were really worried that we were going to totally screw it up. I mean, who even knew what was going on early pandemic? What a mess that whole thing was. So anyway, we had to figure out how to do that well--and we had to figure it out in literally 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, ResultsHaving a plan for your answers will make the whole interviewing process better. PAR 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 the instructor 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 plan. 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 question answering models.
In the end, it doesn't matter as much which one you choose, just that you structure your answers to minimize rambling. Learn More
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By Brenda L. Peterson, The Layoff Lady The Value of Information GatheringIf a career opportunity comes your way, it is to your advantage to be ready to pursue that job. Doing a little extra information gathering ahead of time will help you fill out a detailed job application, include a particularly relevant class, or remind one of your references of when you worked. Since time may be of the essence when applying, this will help you meet that tight deadline with fewer headaches. Gathering this information, which is really your career backstory, will help you to tell the story of your professional life consistently. Your Work HistoryWhen filling out job applications, having a thorough list of where you worked and basic information about each job can come in handy. Depending on the application, you may be able to submit a resume alone and be done with it. Other companies may ask you for specific start and end dates for each role. They may even ask for contact information for your immediate manager and the organization itself. To make filling out more thorough job applications a little easier, I suggest you create a spreadsheet including information for your previous workplaces for the past 10-15 years. Depending on what stage you are at in your career, decide how many years of work experience it makes sense for you to gather. Make sure to compile this information for each role:
While you’re busy gathering information, you may want to note these items, too:
Your Education HistoryEmployers like to have assurances that a given candidate really has the knowledge, skills, and abilities they claim to have. This is why it’s helpful to list the classes you’ve taken, groups you’ve joined, certification tests you’ve passed, and degrees you’ve completed. Having this type of external validation for your skill set adds to your credibility. To customize your resume and make filling out a detailed job application easier, I suggest you create a spreadsheet to list the formalized ways you continue learning and growing. I list my college degrees, Association of Talent Development (ATD) membership, a business analysis class I took, a vendor-specific train-the-trainer course I attended, and a few technical certifications. Here are the core details to gather on each line item:
Keep in mind that this list is intended to accommodate everything from a 1-hour seminar you took once upon a time on sales prospecting all the way to an advanced degree. You may want to make separate lists for different activity types. Use the format that works best for you. Learn MoreBy Brenda L. Peterson, The Layoff Lady Managing Curious and Well-Intentioned PeopleOne of the hardest things about being laid off is telling other people about it--specifically fielding their uninvited questions. I'm not talking about work people or your professional network, either. I'm talking about the family friend you run into at the grocery store, that parent you went to a PTA meeting with once, seldom-seen relatives at a holiday gathering, and the neighbor you pass by only occaisionally. Worse yet, it is interacting with a group of well-intentioned people who express their curiosity, worry, and opinions regarding your wellbeing. Here are a few suggested talking points for managing those conversations that pop up at just the wrong time. Getting Your Patter DownAfter you've chatted with your inner circle, it’s time to think about addressing this topic with everyone else. This includes people who make random comments about your situation, those who don't really know how layoffs work, and the ones who genuinely want to help but may not have the best advice. These conversations may be rough, especially if you feel vulnerable. Your goal may be to get through the awkwardness and move on to other topics. To prepare, it is helpful to know how to respond. Here are a few suggestions for talking points to get you through. Talking About Your Current State and Plans
Talking About The Job You No Longer HaveThe question: I heard you’re unemployed. What happened there! Your core message: My job ended. It is a thing that happened.
Talking About What Is Next For YouThe question: What are you going to do now? I would be freaking out! Or I’d be scared to death if I were you. Are you sure you’ll be okay? Or A person I sort of know lost their house/was unemployed for years/had to take a pay cut/never worked again. Your core message: I’m going to keep on keeping on and also look for a new job.
Talking About STILL Not Having a JobThe question: So--do you have a job yet? Or Are you STILL unemployed? Or Did that thing you were interviewing for work out? Your core message: I am job searching and something will work out.
Acknowledging People's ReassurancesThe question/comment: Don’t worry. It’ll be fine. Hang in there! You’re so talented! Your response: Thanks. Addressing Well Intentioned and/or Awful AdviceThe comments:
Your core message: I appreciate you. I will make the right decision for me.
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By Brenda L. Peterson, The Layoff Lady Learning About YourselfWhether you’re considering making a career change, are currently in the midst of a job transition, or want to be more effective in your role, increasing your self-knowledge is a great place to start. It's hard to figure out what kind of work will be the best fit for you if you're not clear on who you are, the life you want, and the role work plays in that equation. A Good Starting Point: Values and StrengthsIn other articles here on The Layoff Lady, I’ve outlined ideas for exploring your values and discovering your strengths. Knowing more about what you truly value and what you are good at will help you think about the why, what, and how of the type of work you are driven to do. Reflecting on your findings will also help you have better conversations about your skillset and what motivates you personally and professionally. A Solid Next Step: Discovering Your Saboteurs It’s incredible how our strengths and values also show up when we are in challenging situations—often in good ways, but sometimes in more destructive ways. Learning about how you can get in your own way is a valuable strategy for making better decisions when you’re mid-crisis. Enter Shirzad Chamine. He is a professor, professional coach, and the author of the best-selling book Positive Intelligence. He introduces strategies for how to be mindful of what we know (IQ) our overall emotional intelligence (EQ), and how to leverage our positive intelligence (abbreviated as PQ). The end result is learning to be more effective and increase our overall. Nine Ways We Self SabotageHere arer the nine saboteurs outlind in Positive Intelligence listed in alphabetical order along with my brief description of each:
Yikes. We're certanly not our best selves when we show up this way. Let's look at how you can identify your saboteurs and use that information to improve how you show up. About The Assessment To Find Your Top SaboteursSet aside time to take the 9 Ways We Self Sabatoge Assessment from Positive Intelligence. The assessment takes 5-10 minutes to complete. In addition, I suggest giving yourself 30-45 minutes to review your results and reflect. This assessment consists of 45 questions. Each question includes of a statement, and you'll rate your agreement with that statement on a 5-point scale ranging from strongly agree to strongly disagree. The directions encourage you to answer each question relatively quickly and go with your initial response. The final 7 questions are about demographics and finding out where they will send your assessment results. Your Assessment ResultsThe results you receive include a ranking of your top sabateurs and your score for each. In addition, you will receive the following information about each of your saboteurs:
Reviewing Your ResultsI find these types of assessments fascinating. As someone who is committed to ongoing professional development, I appreciate getting insights that might be hard for someone else to share. These insights are valuable, and also help me understand why I do what I’m doing as well as helping me to recognize those non-helpful patterns so I can adjust my approach going forward. Not at all surprising to me, my top three saboteurs are as follows:
My Initial Reflections On My ResultsHere were my initial thoughts as I saw my top three identified saboteurs:
My Additional Reflections On My ResultsUnder Controller, here are a few statements resonated with me from the details included within my report:
Reflecting on Your Results
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by Brenda L. Peterson, The Layoff Lady Insights From An Unemployed Job SeekerAs someone who has been laid off a lot, I have applied for about three bijillion jobs throughout my career. I've become a resume nerd through this whole ordeal. I’m always learning about the best format, writing a punchy introduction, tailoring my resume to each position, and having the right level of detail on my LinkedIn profile. Which leads me to... Insights From A Hiring ManagerOn the other side, I’ve also been a hiring manager searching for new software trainers, learning and development specialists, instructional designers, technical support specialists, and technical writers. As a hiring manager, believe it or not, I very much want you to be the perfect candidate for the position I have open. However, while searching for a new career opportunity is no picnic, being on the other side of hiring is also challenging. Unfortunately, many candidates who apply for a job are either not qualified or represent themselves poorly on a resume. Which brings me to my... Top Five Tips For A Strong Resume
A Secret About Hiring ManagersAs a job candidate, it may often feel like you are at odds with hiring managers, and the companies trying to fill open positions. Want to know the truth? As a hiring manager, I’m really hoping that you are the right candidate for the opening I have. I’m trying like crazy to find just the right person who can do what I need done and who will enjoy working at my company. Each time I come across a resume that includes a great list of skills, but who makes one or more of the mistakes listed above, you're making it harder for me to sell your skills to my boss. Having your resume in a good place makes it easier for me to advocate for you as the right person to fill the available role. Learn More
By Brenda L. Peterson, The Layoff Lady About ReferencesWhen you’re getting ready to apply for jobs, at some point, those companies will ask for professional references. Some organizations will ask for references during the initial application. Other employers will ask as they approach the final stages of their interview process. Let's look at how you can select and communicate well with these people who you want to vouch for you and your skills. About Professional ReferencesYour professional references will speak well of you and help potential employers see your value. While personal references are generally people who can vouch for your character, professional references can share their experience with you in a work-related capacity. Typically, you'll need the names and contact information for three people who can share their experiences with you. Selecting Your ReferencesWhen selecting your professional references, here are a few ideas on who you may want to use:
Overall, it's helpful to find people who have worked for you doing relevant work (paid or volunteer) and who can attest to your skills. Here are a few of the people I have used a reference in the past:
Which References To UseWhen I apply for jobs, I have two references I use consistently.
Depending on the role for which I am applying, I will choose which other reference might be the most helpful:
Overall, make sure that your references can speak to your skills as they might pertain to the specific job. Information To IncludeMake sure to collect the following details on your potential references so you are ready to share it with possible employers:
Asking People To Be Your ReferenceBefore you start giving out people's contact information, be sure to confirm they are okay with being your reference. I suggest doing this before a specific job asks for references. I usually send them a message via email, LinkedIn, or text that reads something like this: --------------- Hi, [first name]. I'm launching my job search, and I'm wondering if you'd be willing to be one of my professional references. If so, please share the following contact information details with me:
Thanks for your help! -------------- The Heads Up MessageAfter you have their initial permission to give out their name as a reference, be sure to also inform them if they should expect someone to reach out to them. In addition to letting them know who may contact them and the type of position, it's also good to share a reminder of your previous work relationship so they aren't scrambling. Here is an example of that type of message. --------------- Hi, [first name]. Thanks for being willing to be my reference! I recently applied for a [job title] position with [company name]. I am in the final stages of their interview process, and they may contact you via phone or email. As a reminder, you and I worked together at [company] from [date range] when I was a [my job title] and you were the [their job title]. Thanks again! --------------- Learn MoreBy Brenda L. Peterson, The Layoff Lady Your Target JobAs you begin your job search, you need to identify key characteristics of your target job. To begin, make sure you do a little soul-searching and have a clear picture of what you want from your next role. For guidance on how to go about that process, check out my article entitled, "Career Planning: Figuring Out What You Want To Be Next." Here are a few of the main pieces of information that will help you move forward:
About Your What I Want StatementNow, let’s figure out how to take that information and make it into a clear statement outlining key components of what you want. Remember, the purpose of this statement is to help you clearly communicate what you are looking for in your next work opportunity. The more you talk with people about what you want, the clearer the details of what you are looking for will become for you. Your What I Want Statement: Job TitleIf you are targeting a specific job title, your What I Want statement might look like this:
Each of these examples highlights a job title, type of organization, and even the specific skills each person would like to use in their new job. Your What I Want Statement: Open To OptionsIf you are open to multiple roles within different types of organizations, you will write your statement differently. For one, start with the soul searching you did and pinpointing key characteristics of what you want in your next job. Review your list, and prioritize which factors are the most important to you. It could be the type of company you’ll work for, the geographic area, work arrangements, or specific skills that you’ll use more. Focus your statement on the aspects that are most important to you. Here are a couple of examples that I have used in previous job searches: Earlier pandemic, I used the following What I Want statement:
For another job search, I used the following What I Want statement:
Overall, since I wasn't focused solely on one job title, I prioritized what mattered to me and went from there. Notice that I start with specifying the field, and the work arrangements that were most important to me. Then, I reviewed a few key skills I had that I wanted to use, and in one case talked mroe about the employer. Since the goal with these statements is to help communicate what you want, this is a good way to narrow it down so people are better able to help you in your job search. Using Your What I Want StatementWriting a clear and concise What I Want statement can help you as you review job openings you encounter and empower you to prioritize your job applications to those that most closely align with your job search goals. You can also include a version of this statement in the following contexts:
Learn MoreBy Brenda L. Peterson, The Layoff Lady Getting To Know Your LinkedIn ConnectionsConnecting with someone on LinkedIn is a great way to start a formalized relationship with someone in your professional network. While that is a great start, deepening those relationships is a helpful next step to get more value out of LinkedIn. Let's look at a few ways to do just that. Interacting with PostsInteracting with posts on LinkedIn is a great way to continue to build relationships with your connections and demonstrate your professional value. Not only is this a great way to build your credibility with many connections at the same time, it also gives you an opportunity to showcase your knowledge without having to choose the initial content for the post. You can also use your comments to interact with others and even use this as a starting point to invite other commenters to connect. Adding Your ReactionThe easiest way to interact is by adding a reaction to a post. With a click of a button, you can like a post or select from the other available responses. When you react to a post, your name will be listed on the post as well. This is an easy way to have people see your name and affiliate it with the content you liked. Adding your reaction also helps more people see the original post. Commenting on a PostAn even more valuable way to interact with a post is by commenting. Once you have connected with someone, reading and commenting on their posts is an excellent way to build on that relationship. This way, they are starting the conversation, and you are helping expand on that content by adding your ideas. In addition, you can comment on other people's comments and share additional value. You can thank the initial poster for sharing the idea, add your thoughts, share your experiences, and illustrate how you have used the concept in practice. Commenting on posts also gives you an inroad to connect with someone else who is also interacting with that post. Commenting is a great way to interact with others in your profession, build credibility, and make more meaningful connections. It also helps to achieve one of your LinkedIn goals of showcasing your knowledge and also sharing valuable information. RepostingIf someone posts something of value to your connections, you may want to comment on the post itself and then consider reposting it with your comments. When you repost content, first, you'll see anything you typed, then LinkedIn will include the entire original post. This helps the original post get additional views and also enables you to share useful content with your network. When I repost content, I usually include "Thanks [original poster] for sharing this information!" To include the original poster's name, include the @, then type the first part of their name, and choose their name from the options provided. (This is often called an "at mention." This will tag them in the post so they can interact with your new post, which will help boost the number of people who see the post. Sharing Your Own LinkedIn PostsSharing content on LinkedIn is a great way to engage with your connections, add value to your professional relationships, and promote who you are and what you know. Unfortunately, very few people ever post anything at all--which is a huge missed opportunity to differentiate yourself from others in your field. Another question that comes up is the frequency of posting. I recommend posting on LinkedIn no more than once a day and posting one to four times per week. Use your favorite search engine for recommendations on the best times and days of the week to post to get the most views on your posts. As for content, you don't have to write a lengthy, original manifesto to post on LinkedIn and make an impact. Personally, most of the content I share on LinkedIn includes some version of the following:
Once you make a post, be sure to like any comments other people make on your post and even reply to each comment. The more likes and comments you receive on your post, the more people will see it. This will continue to build your professional brand and add value to the networking relationships you are fostering through LinkedIn. Learn More
By Brenda L. Peterson, The Layoff Lady What Do You Want To Be Next?We often ask children, “What do you want to be when you grow up?” As an adult thinking about your future, it’s time to ask yourself, “What do I want to be next?” Whether you are lookinh got your first professional role, in a post-layoff career transition, or you're employed and contemplating your future, it's always a good time to think about what you want from your professional life going forward. Shouldn't I Just Take What I Can Get?As a job seeker who is unhappy with their current situation, I understand the tendency to feel like you are in no position to be picky. However, when I talk with job searchers having difficulty landing a new role, not having a focus for their job search actually slows their progress considerably. Most of the time, employers are less likely to hire someone who wants what I would call “any old job.” Most companies would rather hire a person who genuinely wants to do a specific type of work, has the necessary skills, and is targeting an identified role. One of the best things you can do for the success of your job search is to figure out what you really want to do, then use your resume and LinkedIn profile to promote yourself as a match for your desired role. Take a BeatWhen you're not currently employed and nervous about your future, it's natural to think, “I need a job as quickly as possible.” or to skip thinking altogether and seek out exactly the same job you had before. It’s not that you can’t seek the same type of work—because you can. Just make sure to reconfirm with yourself that you are going toward a role you want. Here are ideas for how to go about that process. Reflect on Your ValuesA good starting point is thinking about what really matters to you in life and how you express those values. Personally, I also find that it's challenging to think of the right words to articulate those high-level ideas that matter to you. I discovered the think2perform Online Values Exercise at a previous job when I was designing a retirement planning seminar. Since thinking about your money (or your work, for that matter) starts with what you care about on a larger scale, this is a great starting point. Personally, I take this assessment on at least an annual basis because the process helps me revisit my values in general and helps me more thoughtfully talk about what I do and why I do it. The assessment itself includes 51 named value cards and 4 rounds of reviewing the cards. The total time to complete this activity is about 15 minutes, and perhaps more, depending on how much contemplation you do during the process. You also have the option to add your own values as needed. In the end, you'll have 5 value cards with descriptions that name and describe key areas that matter to you. After you identify your top 5 values, think about how you live those values in your life and how you would like to express those values in your work. Use these as your guideposts as you move on to the next steps. Identify Your Work StrengthsThe CliftonStrengths Assessment (previously known as Clifton StrengthsFinder) is a wonderful tool for identifying what you are good at, how that manifests, and how your version of each strength shows up. It not only helps you identify your top strengths but also gives you language to talk about skills you didn't even realize everyone else didn't have. To access this assessment, you can purchase the StrengthsFinder 2.0 Book (which includes a code for the new CliftonStrengths Online Assessment) or you can directly pay for and access the CliftonStrengths Top 5 Assessment on Gallup.com. Either option should cost around $25 for the basic assessment and results, with the option to purchase additional assessments or training based on your level of interest. The 30-minute online assessment includes 177 questions including paired statements. On a scale you select which of the statements is more like you. From there, you'll receive a report identifying your top five strengths along with a more detailed description of how those strengths are exhibited in how you interact with the world. Reading a report about yourself (one that is freakishly accurate, by the way) is downright life changing. After taking the assessment, you'll be able to see your unique talents and have language to explain how what you do sets you apart from others. Having a way to put your abilities into words can translate directly into your resume, and how you talk about who you are and what you bring to the table. Reflect on Roles and Identify What You WantThink about your previous jobs and life experiences and reflect on what you liked and didn't like. As yourself the following questions and write down your answers:
Talk To People In Roles of InterestOne helpful way to find out more about possible career options is to talk to people who are currently in those roles. By reaching out to individuals in your professional network and asking them to put you in touch with people they know who could help, you can make new connections and find out more. This will help you start to bridge the distance between your skills, and possible job titles and companies that might be a good fit for you. Learn More
By Brenda L. Peterson, The Layoff Lady Resume ObservationsRecently, I have talked with several colleagues who are proactively updating their resumes just in case. After we chat about what kind of a position interests them, I often share a few additional tips about how to customize 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 in order to position the candidate for success. Having a resume that addresses each of these will help get 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 working at a software company, I was working on filling an instructional designer position on my team. 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: I was not searching for a museum curator. 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. Overall, make sure you customize your resume just enough so the hiring manager can see that you are interested in the role they have available. Given how costly a bad hire can be, help the hiring manager (and your chances at getting an interview) by reassuring them you applied for their opening on purpose. Question 2: Can This Person Do The Job?Once I know a given candidate wants the job, I look for indicators 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. If the candidate did not have obvious work experience in a similar role, I need them to help me connect the dots. I’d expect them to explain to me how their previous education and jobs 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 a teacher applies, I need them to help me understand 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 realize they could perform the required tasks. Help the hiring manager by making the tie between your skills and the role for which you are applying clear. Question 3: If I Hire Them, Will They Stick Around?Filling an open position can take 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. Sharing information on what you want in a role, and drawing comparisons between the role you're applying for and what you want, will help make this process easier for all involved. Learn More |
Author7-time layoff survivor Brenda L. Peterson, The Layoff Lady, waxes poetic on layoffs, job transitions, & career resilience. Buy The Book!
Were you recently laid off? Need a roadmap for what's next? Or planning just in case? Check out my book, Seven Lessons From Seven Layoffs: A Guide!
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