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Posted September 23, 2019 by

5 Transferable Skills You Need to Succeed

Did you know that most people will have at least three different careers during their working life? And, as you might expect, many of the skills used in one job will be transferable to another.

Transferable skills are skills and abilities that are relevant and helpful across different areas of life—academically, professionally and socially. These “portable” skills can make the difference between getting the job you want and being passed over. While technical skills are important, employers place a very high value on these softer skills because they are difficult, if not impossible, to teach on the job.

The good news is that you’ve acquired many transferable skills throughout your life—from home, school, jobs and even social interactions. So, while you may think that a lack of industry-specific experience will prevent you from getting a job, that is not always the case. This is especially true as you look for your first real job, when many employers are looking at potential versus experience.

The Top Five

There are certain transferable skills that employers recognize as being present in the most effective employees. In fact, many employers use some form of psychometric testing in the interview process, which assesses a candidate’s personality type and interpersonal skills. That’s because these skills are valuable in all industries.

While there are many transferable skills, industry experts have consistently named the following skills as the most important when considering a candidate’s overall potential:

  1. The ability to work effectively in a group or team. Many positions will require you to work as part of a team to achieve goals. By demonstrating your ability to work well with others through examples on your resume or cover letter, you reassure employers that you will “fit in” and offer valuable contributions to the team. You can use examples from previous work experience, team projects in schools, sports teams or even social groups.
  2. The ability to lead others. Even if you’re not applying for a leadership position. you may be asked to take the lead in certain situations. Leadership skills are also key to moving up within an organization (remember, they are looking at your potential!). Of course, being a good leader involves many skills, such as knowing how to motivate others, take responsibility for actions, and delegate tasks, to name just a few. Offer some examples of situations where you took a leadership role and accomplished a goal.
  3. The ability to multitask (organization and time management skills). While the ability to multi-task is considered one of the most desirable skills in today’s digital world, numerous studies also show that multi-tasking is causing a great deal of frustration and stress in the workplace. The people who manage to do it effectively (without having a meltdown!) are those that understand how to manage their time and have strong organizational skills. In other words, successful multi-tasking requires establishing priorities, planning and organizing tasks, and then managing your time well. You can demonstrate these abilities by mentioning occasions when you’ve structured and arranged resources to achieve objectives, planned and executed an event or large project, or met a series of deadlines. For instance, how did you manage your coursework with extracurricular activities?
  4. The ability to communicate effectivelyboth verbally and in written form. Remember that communication involves both listening and conveying ideas clearly. Even if the position you’re applying for is highly technical, most jobs require some type of written and verbal communication. Your resume and cover letter provide one example of your writing skills (so make sure they are free of errors, as well as clear and concise), and an interview can demonstrate your listening and verbal skills. But what other evidence can you supply? Do you have experience producing reports or marketing materials? Have you contributed to articles or written an essay that you’re proud of? Have you given presentations or used your communication skills to inspire or motivate a group? Did you take a public speaking course?
  5. The ability to be creative. You don’t have to be an artist or take up crafts to be creative! The type of creativity that employers look for has more to do with your ability to see patterns within challenges and come up with solutions. Lots of people have ideas, but creative people know how to bring those ideas to life. It also involves critical thinking or problem-solving skills. If you think about it, you’ve been developing problem-solving skills your entire life! Try to highlight examples of being faced with a challenge, asked critical questions, brainstormed ideas, decided on a course of action and then made it happen.

These are just some of the transferable skills that will help you land the right job and succeed throughout your career. Remember that employers aren’t looking for just one or two of these skills, but a combination of them. When applying for a job, you should highlight the transferable skills that are most relevant to the position, but don’t be afraid to provide examples of others, especially if they represent your strengths.

Most importantly, keep developing your abilities. These transferable skills will apply in all professions and provide the foundation for whatever careers you pursue over the years.

Sources:

Knock ‘em Dead: The Ultimate Job Search Guide,” by Martin John Yate, CPC, Simon and Shuster, 2017.

“The 7 Transferable Skills To Help You Change Careers, by Martin Yate, Forbes, 2018.

“What are Transferable Skills,” Skills You Need, Updated 2019.

Posted September 19, 2019 by

Employing People with Disabilities Shouldn’t Be a Challenge

(Note: Both interviewees, Paula Golladay and Gerry Crispin, will be panelists at the upcoming College Recruiting Bootcamp on D&I at EY on December 12th in New York City.)

While there has been an increased effort over recent years to create a more diverse and inclusive workforce, the focus has been primarily on gender and ethnic diversity. That leaves out a large and important group—people with disabilities. Although the Americans With Disabilities Act became law in 1990, many would agree that employers have failed to live up to the promise of this act.

According to the Bureau of Labor Statistics, only 29 percent of Americans ages 16 to 64 with a disability were employed as of June 2018, compared with nearly 75 percent of those without a disability. The unemployment rate for people with disabilities who are actively seeking work is 9.2 percent—more than twice as high as for those without a disability (4.2 percent).

Fortunately, a recent study (the first of its kind) has dispelled many of the misperceptions about employing people with disabilities. In fact, the results, as reported by Accenture and the American Association of People with Disabilities, show that companies that hire people with disabilities outperform other organizations, increasing both profitability and shareholder returns. More specifically, revenues were 28% higher, net income was 200% higher and profit margins were 30% higher.

As it turns out, employing people with disabilities is good business.

“Persons with disabilities present business and industry with unique opportunities in labor-force diversity and corporate culture, and they’re a large consumer market eager to know which businesses authentically support their goals and dreams,” said Ted Kennedy, Jr., Disabilities Rights Attorney, American Association of People with Disabilities. “Leading companies are accelerating disability inclusion as the next frontier of social responsibility and mission-driven investing.”

So, how do job seekers with disabilities find opportunities, address their disability with potential employers and advocate for inclusion? We talked to two experts on the subject to answer some common questions. While you’ll find more agreement between our experts than not, there are some differences in opinions, which provides some thought-provoking insights to consider.

1. Should job seekers with disabilities bring these to the attention of a prospective employer and, if so, when and how?

Paula Golladay: This can be a touchy area, and one that’s very personal. Overall, you are not required to disclose the fact that you have a disability, unless hired under the authority of Schedule A. Schedule A refers to a special hiring authority that gives Federal agencies an optional, and potentially quicker way to hire individuals with disabilities. The other exception is if your disability requires a special accommodation. For instance, if you have a mobility issue, you need to disclose this to ensure that you can gain access to and navigate the building. In general, I tell people to wait to disclose their disability until they must do so, because, unfortunately, people still have biases.

Gerry Crispin: Absolutely and fearlessly. It’s better to learn whether acceptance is an issue as quickly as possible. However, timing is essential. If the hiring process will require an accommodation for testing, interviews, etc. then you must make the disclosure upfront. If an accommodation to the job itself will be necessary, then I’d suggest discussing the disability at the end of the interview as a precursor to employment—assuming you’ll be offered the job. If your disability/different ability is not relevant to the job, than it should not be an issue. If you demonstrate that you have trust issues before there is evidence to be concerned, then you’re leading with a negative attitude. Let the employer’s representative, the hiring manager or the recruiter be the one to accept your disability, or not; selecting you based on your ability to do the job alone, and then manage the evidence they present regarding acceptance accordingly.

2. Is it easier for those with disabilities to find career-related employment with some employers than others and, if so, how should job seekers identify which employers are more likely to hire someone with a disability?

Paula: Yes. For instance, the federal government has a mandate to hire a certain percentage of people with disabilities each fiscal year—12% with non-targeted disabilities and 2% with targeted (more severe) disabilities. Of course, some federal agencies do better than others at fulfilling these requirements. And, certain jobs have medical or physical requirements to consider. In addition to the federal government, I would look for a business that owns one or more contracts with the federal government of at least $10,000 annually. These companies must meet similar hiring mandates. Do your research. Disability.gov lists information on user-friendly sites designed for those with disabilities. Also, every public college or university is required to provide career services for people with disabilities.

Gerry: There are many ways to find employers that are more likely to hire those with disabilities. Employers typically want to publicize their commitment to diversity and hiring candidates with disabilities. If you do some research and look at the career section on companies’ websites, you may find evidence such as photos of employees with disabilities, testimonials, videos of employees with disabilities doing their jobs, and employee affinity groups dedicated to mentoring and promoting opportunities and acceptance of people with disabilities. Companies may also display awards they’ve received from national disability organizations or feature case studies. In addition, you may note whether the company is involved with community activism and/or philanthropy that is consistent with the values of people with disabilities.

3. Some employers, particularly those which are small, have little experience managing employees with disabilities and so may be reluctant to extend an offer of employment to a disabled job seeker. What should a disabled job seeker do when they encounter such an employer?

Paula: Technically, that’s discrimination, but it’s usually very difficult to prove. Certain questions are illegal, in which case you are within your rights to say, “You can’t ask that.” For example, an employer can describe the job and ask if you are able to perform the functions, but cannot ask “Are you disabled?” or “Have you ever filed a worker’s compensation claim?” The best thing to do is to be your own advocate and demonstrate that your disability doesn’t affect your ability to do the job. It may not be fair, but it is a reality that disabled persons must often go the extra three miles to prove themselves. Come to interviews prepared to address potential issues. You must sell yourself and your ability to do the job. In truth, your attitude can be your biggest barrier or your greatest asset. Be knowledgeable and confident in your behavior.

Gerry: Ask them “Are you aware if any of your employees have friends or relatives with disabilities—here or, perhaps with a different employer? What have you learned from them about how people with disabilities want or need to be treated?” Their answers will tell you whether it’s useful to move forward.

4. Is there a difference between diversity and inclusion and, if so, what?

Paula: Oh, yes there is! As mentioned in the introduction, employers are making an effort to increase diversity, but when it comes to making people feel included, they often fall short. For example, if there’s a meeting or a company function that an employee with a disability is unable to attend due to accessibility or telecommunications issues, then the company is not being inclusive. It could be as simple as making restrooms accessible, or more complex, such as offering accommodations for those who are Deaf or Hard of Hearing, or those with cognitive issues to take part in presentations, meetings, etc. To advocate for inclusion and acceptance, you must own and accept your disability. If you can’t accept your disability, then how can you expect others to do so? Overall, it’s important to be positive and address issues professionally.

Gerry: I’m told there is, mainly by folks who believe that diversity is too aligned with more traditional issues around race and compliance. To me, inclusion tends to point to how we are all diverse…and the same. If there is a difference, then diversity tends to focus on what we can see—observable behavior, gender, skin color, etc., while inclusion offers a path to how we might all behave to ensure we understand, respect and learn from our differences.

Right now, the labor market in the U.S. is very tight, and yet, many people with disabilities remain unemployed. The Accenture analysis reveals a very inspiring statistic: Hiring only 1% of the 10.7 million people with disabilities has the potential to boost the GDP by an estimated $25 billion! Perhaps, once companies begin to realize the economic benefits, as well as the fact that diversity of all types provides fresh insights (especially into developing and marketing products and services that meet the needs of diverse consumers), they will embrace the idea of creating both diverse and inclusive workplaces.

_________________________________________________________________________

Paula B. Golladay

Paula Golladay’ s previous employment was within the profession of a Sign Language Interpreter for over 25 years. Currently, Paula serves as the Schedule A Program Manager for the Internal Revenue Service. She has helped the IRS develop leveraged partnerships nationwide to include, but not limited to, colleges and universities, non-profit organizations vocational rehabilitation centers that foster employment for Individuals with Disabilities (IWD). Paula has developed presentations that encompass all aspects of disability employment. In addition, she has presented on topics such as disability culture and diversity and inclusion. Paula has been recognized by the Office of Personnel Management (OPM), Department of Labor (DOL) and other federal and private sector organizations as a subject matter expert regarding Schedule A hiring, promotion and retention. She has participated in local and national workshops both within the interpreting field and employment arena. Her expertise regarding how to prepare a federal resume is well recognized by established partnerships.

She has presented previously at Deaf/Hard of Hearing In Government, now Deaf in Government, Amputee Coalition of America, Freddie Mac, Internal Revenue Service national and local conferences. She has been an invited panel member for various college and university disability awareness events. She has presented at Veteran’s Day events, as well as several National Disability Employment Awareness events. Paula is one of the contributors of the development and evaluation of the anticipated OPM Special Placement Program Coordinator training curriculum.

Paula has received several awards in her career as the Schedule A Program Manager. In 2018, she was honored by receiving The Careers and the disABLED Employee of the Year award.

Gerry Crispin

Gerry Crispin describes himself as a life-long student of how people are hired.

He founded CareerXroads in 1996 as a peer community of Recruiting leaders that today, in its third decade, includes 130 major employers who are devoted to learning from and helping one another improve their recruiting practices for every stakeholder…especially the candidate. 

In 2010, Gerry co-founded a non-profit, Talentboard, to better define and research the Candidate Experience, a subject he has been passionate about for more than 40 years. Today the ‘CandEs’ has firmly established itself around the world and establishes benchmarks for employers each year in North America, Europe, Asia and soon South America as a ‘bench’ that shares their Candidate Experience data and competitive practices.

In 2017, Gerry helped launch ATAP, the Association of Talent Acquisition Professionals.

Additional Sources:

Getting to Equal: The Disability Inclusion Advantage 2018, a research report by Accenture and the American Association of People with Disabilities

“Hiring People with Disabilities is Good Business,” by Ted Kennedy, Jr., New York Times, 2018.

Join Paula and Gerry, along with your fellow university relations, talent acquisition, and other human resources leaders from corporate, non-profit, and government organizations at the:

College Recruiting Bootcamp on D&I at EY
Organized by College Recruiter and hosted by Ernst & Young
Thursday, December 12, 2019
9:30 AM – 2:30 PM (EST)
Ernst & Young World Headquarters
121 River Street
Hoboken, NJ 07030
GET YOUR TICKETS: www.CollegeRecruiter.com/BootcampOnDIatEY

Posted September 16, 2019 by

Things You Should Know About a Company Before Applying

As a job seeker, statistics say you have all the power: today’s tight job market puts applicants in the driver’s seat as they shop around for the right position. You also possess another type of power­—the ability to access mountains of information about companies with a quick internet search. It’s wise to take advantage of that ability and research companies before you send out a slew of resumes.

Important Clues

Think of yourself as a “job detective” when you research companies that you’re interested in. Sure, salary and benefits are a huge consideration, along with job responsibilities, but what about the aspects that aren’t always advertised? Here are five things you should know about a company before considering a position:

1. The company’s reputation.

According to a recent survey, 95% of employees said insight into a company’s reputation is important. This should be considered basic background information that encompasses many areas. For instance, does the company have a reputation for burning out employees with unrealistic workloads and long hours? (Some companies see this as a badge of honor!). What is their turnover rate? Do employees complain about lack of training or poor management? Has the company been involved in lawsuits regarding discrimination? If a company has a bad rep, you’ll find evidence on the internet if you dig deep enough.

2. The company’s stability.

Before you commit to working for someone you should get a feel for how long they’re going to be around. Of course, nothing is certain, but a company’s stability is fairly easy to gauge. Are sales, and more importantly, revenues increasing or decreasing? What is the overall trend for the past five to ten years? If the company is a start-up­—which could offer the potential to grow along with it­—there may not be profits yet, but you can still look at growth trends. It’s also fair to ask about plans for growth in an interview.

3. The company’s policy on flexibility.

For many of today’s job seekers, the ability to work remotely, participate in job sharing or other flex options is a very important perk. Thanks to numerous studies that show that workplace flexibility can improve work-life balance, boost productivity and improve employees’ mental and physical health, more companies are offering some type of flexibility. If this is high on your wish list, be sure to check out the company’s policies.

4. The company’s opportunities for growth and development.

Unless you want to stay in the role for which you’re applying forever, it’s a good idea to find out if the company offers training, leadership programs or educational assistance. Also, do they outline career paths and tend to promote from within? Many companies will provide information on career development on their websites, particularly if they support growth and development.

5. The company’s values and culture.

“Fit” is a two-way street: companies want to find the best candidate for the position and their company culture, and you want to find the best company for your personal strengths and values. Lots of companies will say they’re a “great place to work,” but what exactly does that mean? Do they provide insights into the day-to-day work environment? Do they support the community or other charitable causes that are important to you? Do they proudly display photos from company team-building events? Does the mission statement or company values sound like they mesh with your own values? Do they have a formal or informal atmosphere? Decide what means the most to you and then look for a company that offers the best fit.

While you can glean a lot from a company’s website, don’t stop your search there. As you research companies, look for online reviews, as well as how the company responds to negative reviews (there are websites dedicated to company reviews). You can also check out the company’s LinkedIn page, do some research on the leadership, talk to people in your network, and look for general news about the company.

You may not find the perfect fit, but with some research, you can get closer to the mark!

Posted August 02, 2019 by

How to Use Your Disability as a Strength When Applying for a Job

Lois Barth is a Human Development Expert, Speaker, Life and Business Coach, and Author of the book, “Courage to SPARKLE; The Audacious Girls’ Guide to Creating A Life that Lights You Up.” Lois will be a panelist at the College Recruiting Bootcamp on D&I at EY on December 12th in New York City.

Did you know that bones that were broken and healed properly are stronger than bones that have never been broken at all? It’s a fact, as well as a great metaphor for those with disabilities. As a life and business coach, I often tell my clients to use that fact in an interview, not harping on the disability, but being strategic in sending the message that adapting to, and in some cases, overcoming a disability, makes them a far stronger candidate than someone who has never gone through adversity.

There are, in fact, many ways to turn a disability into a desired ability when applying for a job. Of course, it all depends on the type of disability, the position and the company culture.

Start with Some Research

There are many factors to consider about a company before applying for a job. I guide my career-coaching clients who are getting ready for an interview to think of themselves as an investigator out to solve a mystery. Begin the process by looking at the company on a broad-stroke level. What does the website tell you about the organization? You can learn a lot about the culture from the messaging, the use of buzz words (such as diversity, inclusion, team engagement), company values, charitable contributions, community involvement and recent initiatives. Additionally, pay attention to the images: Do they include photos of employees who are diverse? Do the images reflect a company that is more conservative, or one that is more progressive?

You can also Google them to discover any current or past newsworthy trends in both their industry and their organization that may impact hiring. For instance, if they just received a “Best Places to Work” award, it’s likely that their culture is positive and inclusive. On the other hand, if you find a backlash for recent marginalizing of a group, you may want to steer clear. Review sites like Glass Door can be tricky because it’s usually the employees who have extreme experiences (they either love it or hate it) that take the time to write, which means you’re not getting the full picture. You may, however, notice themes among the reviews.

Once you get a company overview, take a deeper dive into the job description. What are the primary functions? Whom are you serving? What core competencies are they looking for and is your disability an asset (it often is) or a deficit? How do you spin it to either show how your disability will make you a better candidate or at the very least, won’t hinder your performance?

Use Story-Selling to Make Your Pitch

Recently I worked with a client whose disability was fairly obvious from the get-go, but given his non-profit focus, it was an asset, because he had overcome so much to get where he is and the job that he was interviewing for was serving an underserved and neglected population. I strongly suggested that he lead with his “story-selling pitch” which was a wonderfully touching story about learning to deal with his disability, and how, in the process, he learned so much about empathy, persistence, critical thinking, and determination, all of which were desired qualities for this position. Within the story, we weaved in his hard skills that embodied a whole slew of accomplishments that were germane to the position. The interviewer became intrigued and after several interviews with board members, he was offered the job.

If your disability is blatantly obvious and may be perceived as a deficit, but nobody’s talking about it, using a well-crafted story that highlights the key qualities the employer is looking for can be very impactful. Many job descriptions list qualities such as critical thinking, determination, adaptability, and self-starter, to name just a few, that people who have successfully navigated their disability have had to develop.

However, if your disability may bring to question functionality and the ability to perform a job, then that needs to be addressed head-on. It’s best to do this in a fluid, conversational tone, using examples from the past to dispel any concerns a potential employer may have.

As a rule, I suggest candidates do more listening than talking. Ask thoughtful questions and focus on being interested versus interesting, which works for people with or without disabilities! Don’t play the disability card, but don’t try to avoid it either. Rapt attention, genuine interest, enthusiasm and energy are rare these days, which means demonstrating these qualities will take you far. Of course, you also need the hard skills to back up your competency.

Finally, don’t be afraid to bring humor to the situation. When appropriately stated, humor can go a long way to dispel any tension that may be present. It shows that you are not overly sensitive, that you have a sense of humor and humility, but you’re not ashamed of your disability. In general, people hire people they like; people whom they can relate to and trust, regardless of a disability.  

Know Your Strengths 

One of my colleagues had very intense dyslexia and ADHD. She couldn’t sit still for more than 20-30 minutes, and paperwork that should have taken 10-20 minutes took hours and was tortuous. On the positive side, she was amazing with people, could pivot on a dime, had tons of energy and loved making people feel special. She was also hilarious, passionate about health and loved helping people.

Fortunately, the health club where she was working saw her strengths and was smart enough to move her from a stifling mid-level administrative position to a sales job where she could meet and greet clients. Her people skills, creativity and natural curiosity about others, made her very good at this position and, in turn, the position made her very happy. Within the first month, she became head of sales.

Before you begin applying for positions, take a realistic assessment of your strengths: What do you bring to the potential employer? Do your abilities mesh with the job description and the qualities they value? Again, be sure to do your research on the industries, companies and jobs that provide a good fit with your unique assets.

For instance, if someone has ADD, a job that demands constant switching of tasks or mostly short-term projects takes advantage of this person’s proclivities. Meanwhile, someone with OCD may excel at a job that requires being very precise and detail oriented. For people who don’t pick up social cues and operate at their best by themselves, a strong analytic research job that requires long hours of solitary focused work may be a perfect fit. In other words, depending on the job, “alleged disabilities” may be a huge benefit.

Do Your Research. Lead with Enthusiasm. Make it About What You Can Provide.

Those are the three main takeaways when applying for any job. Remember, you may have a disability, but you are much more than your disability. You’re a whole person, with skill sets and talents that are valuable to the right employers. With every disability, there is another ability that has gotten strengthened to compensate. That’s why, even though it’s become quite PC, I do like the phrase “learning differences.” We all have challenges and we all have assets. Nobody’s exempt from the human being club that’s full of complexity and diversity. The more you embrace it as just one of the many facets of your humanity, the more you can celebrate (and sell) the one-of-a-kind gem that you are.

Lois Barth is a Human Development Expert, Speaker, Life and Business Coach, and Author of the book, “Courage to SPARKLE; The Audacious Girls’ Guide to Creating A Life that Lights You Up.” Lois supports her clients to overcome their negative self-talk, manage stress and advocate for themselves and dynamically create the next chapter of their life. She has worked with over 800 clients and on a professional level has helped them in every area from career transition, interview skills training, communication and building their business. The creator of Smart Sexy TV, she has been the makeover life coach for SELF Magazine; Fitness Magazine and Fit Blog (Sears) as well as the “Stress Less–Thrive More” Lady for C.T. Style TV (ABC Affiliate). A sought after expert, Lois has been quoted and published in The New York Times, The Wall Street Journal, Fast Company, College Recruiter, SELF Magazine, to name a few.  Her speaking clients include L’Oreal, Women in Banking, Capital One, Mid-Atlantic Women in Energy, Society of Women Engineers, and the American Heart Association to name a few. 

Join Lois Barth, along with your fellow university relations, talent acquisition and other human resource leaders from corporate, non-profit and government agencies at the:

College Recruiting Bootcamp on D&I at EY

Organized by College Recruiter and hosted by Ernst & Young

Thursday, December 12, 2019

9:30 AM – 2:30 PM (EST)

Ernst & Young World Headquarters

121 River Street

Hoboken, NJ 07030

For more information and tickets, go to: http://www2.CollegeRecruiter.com/BootcampOnDIatEY

Posted August 01, 2019 by

Job Search Tips to Help You Find the Right Opportunity

While there may be more job openings than qualified applicants, that doesn’t mean finding the right opportunity is easy. In fact, searching for a job is hard work! And, like any task, it requires some “best practices” to get good results. Here are some tips to help you make the most of your job search.

Broaden your scope.

Instead of simply looking at specific job titles, take the time to look at the skills the company is seeking in a candidate. Job titles can differ among industries and organizations, so why limit yourself to a title. Matching your skill set to those required for a position can ensure a better fit and provide more options including some that you may not have considered.

Decide what is non-negotiable.

More is not always better. You could send out as many applications as possible and hope for the best, or you could narrow your search to positions and companies that offer a good fit. Finding a good fit includes knowing what you’re unwilling to accept. Make a list of things that are deal breakers. For instance, you may not be able to relocate due to family obligations. How far are you willing to commute each day? Are flexible hours a nicety or a necessity? Is a positive corporate culture high on your priority list? In other words, do some research before sending out applications and start with those companies that fit the bill.

Keep good records.

Being organized can help you in several ways. First, even if you receive a rejection, there could be another opportunity at this company in the future. Or, there may be something about the job description that really resonates with you and could lead you in a new direction. Second, if you do get an interview, you will want to refer back to the job listing to prepare. Finally, if you receive specific feedback from a company, it may help you change tactics, revise your resume or improve your cover letter.

Customize your cover letter and resume.

Jobs are not one size fits all. Just as you’re looking for a job that fits you, every company is looking for the “right” candidate with specific experience, skills and personality. With that in mind, be sure to tailor your cover letter and resume for each position you apply to, highlighting the experience and skills that the employer is seeking. Also, if you’re working off a form letter or template, be sure to double check that all the names are correct before sending it!

Prepare for the interview.

Don’t just show up. Remember, you’re trying to set yourself apart from other candidates, so come prepared with information about the industry, the company, the position, and if possible, the person you are interviewing with. Doing your homework will not only make you feel more confident, it will also demonstrate your enthusiasm for the job and your willingness to go the extra mile.

Have questions ready.

Most people will wrap up an interview by asking the candidate if he/she has questions about the company or position. A surprising number of interviewees don’t come prepared with questions and fumble needlessly to think of something to ask (especially when you may already be nervous). Stand out from the pack by preparing a few thoughtful questions in advance. This is also a great opportunity to learn more about the company, it’s culture and the position. For some great questions to consider, read “8 Questions Job Seekers Should Ask.” https://www.collegerecruiter.com/blog/2019/07/01/8-interview-questions-job-seekers-should-ask/

Don’t forget to respond.

Manners matter! Always send a thank you note within a day or two of your interview. Make sure it reflects your enthusiasm about the position by sharing why you’re excited about the company and the job. To keep the conversation going, you can ask another pertinent question. Also, it’s a good idea to let some of your personality shine through instead of sending a standard, formal thank you note. After all, you want them to remember you!

(This article was adapted from “10 Job Search Tips to Help You Find Your Best Opportunity Every Time, by Nina Zipkin, Entrepreneur, 2010.)

College Recruiter is the leading job search site used by students and recent graduates of all 7,400+ one-, two-, and four-year colleges and universities who are searching for internships, part-time jobs, seasonal work, and entry-level career opportunities. Our customers are primarily Fortune 1,000 companies, federal government agencies, and other employers who want to hire dozens, hundreds, or thousands of students and recent graduates per year. Our mission is to connect great organizations with students and recent graduates.

Posted August 18, 2016 by

Why don’t employers get back to me when they hire someone else?

Photo courtesy of StockUnlimited.com

Photo courtesy of StockUnlimited.com

I wish that I had $1 for every conversation I’ve had with recruiters and other talent acquisition leaders at small, medium, and large employers about why they don’t promptly acknowledge the receipt of every application — even via automated email — and why they don’t inform all applicants that they’ve hired another candidate.

Most of the employers state that with the added attention being given to creating a positive candidate experience that they personally get back to candidates if they’ve interviewed those candidates and use automated systems to acknowledge the receipt of resumes.

But when you talk with candidates, you hear a very different story. Most candidates will tell you that most employers never get back to them, even when the candidate has spent hours going through round after round of interviews and sometimes even traveled at their own expense to be interviewed at the organization’s headquarters.

There is no doubt that some organizations have a process in-place to ensure that every candidate receives an answer, good or bad. But those organizations are the exception so one candidate may be treated quite differently from another even when they’re equally well qualified and apply to the same job with the same employer.

Why do some recruiters fail to provide bad news to candidates? There are a number of reasons. Most who admit to not getting back to candidates will claim they don’t have time, but it seems to me that we should all have enough time to send a copy-and-paste email especially to candidates who have been interviewed. It’s just basic, minimal, courteous behavior.

Posted August 15, 2016 by

5 things recent grads must do when applying for jobs

Photo courtesy of StockUnlimited.com

Photo courtesy of StockUnlimited.com

Many recent graduates are looking for their first professional job now that graduation ceremonies have concluded. This is a scary yet exciting time in a young person’s life and there are tons of potential opportunities in front of them. However, it’s essential for job seekers to do a few things while applying for their first entry-level jobs. Some universities will have career centers that can point students in the right direction before they graduate while others will be left to search through their professional network to look for advice. The job application process can vary greatly from field to field, but either way there are a few universal things recent grads should do to ensure success when looking for jobs.

1. A positive social media experience

These days almost every person has a social media profile, or several, that can be a positive or negative representation of themselves. Recent graduates who do not yet have a LinkedIn profile should set one up straightaway and make sure they have a professional photo as well as a list of whatever they have done so far in their career. It’s absolutely okay to provide unpaid internships, volunteer experience, or extracurricular activities done while in college. Additionally, recent grads should make sure their Facebook and Twitter pages convey a professional representation of who they are as a person.

2. Practice interview skills

Most job seekers dread the thought of making a mistake at an interview. It’s one of the most nerve-wracking experiences a young person will have, and it doesn’t get much easier as time goes by. As a result, recent grads are encouraged to heavily practice their interview skills until they feel more at ease in the situation. There’s no way around it, the interviewer could decide to give the applicant a chance to start their dream career or pass their resume by. Although it’s great to practice interview skills with family and friends, students are also encouraged to seek the advice of a professional at their university’s career center who can give them constructive criticism. Another alternative is to have an informational interview with somebody in their potential field who can give them honest feedback about their performance.

3. Answer tough questions with ease

Complicated and unexpected questions can be very challenging to answer. Although students and recent grads can practice certain universally difficult questions, the reality is they will probably be caught off guard. Students should practice answering questions that may seem ridiculous or off base so they can control their reaction when it comes to the real deal. In many cases, the interviewer just wants to see how a potential employee will react as opposed to focusing on the specific answer to their question.

4. Be (the best version of) yourself

It’s really important for applicants to be themselves and let their genuine personality shine through. It’s important for the interviewer to know that the applicant is sincere and would be able to get along with other people in the office environment. However, it doesn’t hurt to be the best version of you. This means dressing nicely, being prompt, being flexible with the interviewer’s schedule, and setting aside the correct amount of time for the interview.

5. Have a sense of humor about the job application process

In addition to being pragmatic, recent grads are encouraged to maintain their sense of humor throughout the interview process. In the modern economy it’s quite possible that a highly qualified applicant won’t find and entry level position in their dream field right away. They may end up doing a second internship, working part-time in their field and moonlighting elsewhere, or they may have to keep the job they had when they were a student for a while. As long as students are improving as they go through the process they shouldn’t get too down on themselves. Eventually, most graduates find a good entry level position in their field but keeping a great sense of humor can keep spirits up during this transition.

Robyn Scott, guest writer

Robyn Scott, guest writer

For more job search and interview tips, follow us on LinkedIn, Facebook, Twitter, and YouTube.

About Robyn Scott, author: Robyn Scott, a guest writer for College Recruiter, is a private tutor with TutorNerds LLC. She has a BA from the University of California, Irvine, and a MA from the University of Southampton, UK.

Posted May 09, 2016 by

6 common mistakes grads make when searching for entry-level jobs

First Job word; business man touching on red tab virtual screen courtesy of Shutterstock.com

PhuShutter/Shutterstock.com

Recently, research from the Australian government shows how the shift from college education to full-time employment is becoming more challenging. Job prospects for young Australians are decreasing and on the other hand, recent graduates are making key mistakes when searching for entry-level jobs. Open Colleges, one of Australia’s leading online educators, has gathered information from a variety of recruiters to help recent graduates understand their mistakes when applying for entry-level jobs. Avoid these most common mistakes to avoid when searching for entry-level jobs.

1. Negative attitude towards work

Australian government research confirmed young people do not have enough of a positive attitude towards work. Recruiters recommend job seekers be more motivated and demonstrate enthusiasm to potential employers.

According to the study, young people need to be more responsible and reliable concerning their behavior and approach to their jobs. Recruiters suggest working with a business for a while, coming in to shifts, being punctual, and showing respect to colleagues, and customers or clients.

2. Think learning is over after college

Recruiters ask young professionals to be more open to learning when they start their first entry-level jobs. We all need to continue learning during our professional lives to stay updated with industry changes. But when starting a new job, it is especially important to have the right attitude towards learning because everything is new; employees will need to gain knowledge of the working process in their new companies and the different procedures to complete work correctly and in a timely manner. Your first employer is giving you an excellent opportunity to learn and gain valuable experience, so absorb as much as you can.

3. Underestimate the importance of previous work experience

Even though job seekers are applying for their first full-time entry-level jobs, having some related work experience will give them a competitive advantage. This may be some volunteer work done while still in school or some unpaid jobs during the summer. Don’t underestimate this experience; include it on your resume and tell your interviewers about it.

Studies are essential, but having first-hand experience shows employers that you have some practical skills and a better understanding of work responsibilities and professional work life.

4. Failure to make a good first impression

Whoever says his opinion is not influenced by the first impression is lying. In an interview, job seekers only have a few seconds to convince interviewers that they are the right candidates, so along with their studies, work experience, and the right attitude, their presentations during interviews will play an important role in their success in landing their first full-time jobs.

According to the research, recent graduates often dress inappropriately for work and have untidy hair, so recruiters recommend paying special attention to appearance. Not every company’s dress code is the same, so make sure to verify details about the company culture before an interview in order to dress appropriately.

5. Poor job search and application skills

When looking for their first jobs, Australian young professionals are making very common mistakes, according to research. These skills improve with time and practice, but a couple pieces of advice recruiters give are: make sure each application (resume and cover letter) is tailored to the position for which you are applying, and always double check your application’s spelling and grammar. Recruiters see these types of mistakes as a lack of attention to detail and unacceptable in today’s marketplace.

Recruiters also suggest job seekers approach employers directly after providing their resumes and personally following up with them.

6. Unrealistic work expectations

When applying for their first entry-level jobs after college, recent graduates need to understand they cannot “start at the top.” They have to make an effort to work their way up through the business.

Another common mistake is to expect high compensation. This will also come with time as employees gain experience and assume more responsibilities. The nature of the work they do may not be exactly what they want initially, but as long as workers are learning and doing something they like, they are on the right path.

Need more tips for your job search? Check out our blog and follow us on Facebook, LinkedIn, Twitter, and YouTube.

Maria Onzain, guest writer

Maria Onzain, guest writer

Maria Onzain is a content marketing expert writing for Open Colleges about education, career, and productivity. She is passionate about all things digital, loves technology, social media, start-ups, travelling, and good food.

Posted February 08, 2016 by

Job candidates: How to find them

Choosing amongst job candidates courtesy of Shutterstock.com

aslysun/Shutterstock.com

Organizations often overlook having an open house or another face-to-face meeting as a relatively inexpensive way to hire multiple people for one or more roles. The best candidates do not apply for jobs simply because they’re open to taking new jobs, and they happen to be qualified for jobs recruiters want filled. College students and recent graduates are far more likely to be interested in applying, interviewing, accepting job offers, and staying with a company for years if they understand the organization, the work environment, and the team they’d be working with from the beginning of the process. (more…)

Posted January 20, 2016 by

9 ways job seekers can stand out

Whether it be college students or other young job seekers, finding employment doesn’t necessarily come easily to college students. However, the more effort college students put into their job searches, the more they will get out of them. Amber Stover, Director of Talent Acquisition for Edmunds.com, provides tips for anyone seeking to improve their job searches and stand out from the crowd. (more…)