Barbara Schultz, Author at Job-Hunt

Get Market-Ready by Investing in and Using Job Search Skills

Barbara Schultz — Mon, 13 Mar 2023 13:35:00 +0000

Vulnerability is the word that experienced job seekers use to describe something they desperately want to avoid in their next job search. Getting out of touch with the job market can happen surprisingly fast, even if it’s only been a few years since your last job search. Minimize your risk exposure by sharpening or maintaining job search skills.

Are you keeping your job skills up to date? Good move to future-proofing your career! An equally important but often overlooked skill set is the one needed to conduct a job search. Being a savvy job seeker requires a cross-section of skills, including writing, researching, marketing, sales, presentation skills, and cultivating an online presence. Avoid getting overwhelmed when you’ve lost a job by positioning yourself for success today.

Before you throw your hands up in the air, investigate available resources (many of which are low-cost or no cost). Consider a month-to-month LinkedIn premium membership to test features and determine the benefits. When you are ready to launch a search, you can then renew the subscription to take full advantage of the platform.

Take these five simple steps to get started.

1. Consider Your Resume a Living Document

Your resume remains a mandatory ticket to the game. Don’t let it collect dust or you’ll delay entry into the game. Update your resume as needed or at least yearly to include position changes, additions to education, certifications, new skills, etc. Capture accomplishments with contributions cited in performance appraisals, acknowledged by awards won or proven with goals achieved through incentive plans. Memories are short and recall is difficult if you don’t document along the way.

Get on a recruiter’s radar more effectively by archiving your resume on LinkedIn with this feature. On your profile, go to “Jobs,” then “Application Settings,” click on “Upload Resume,” and toggle the switch to “Share your resume with all recruiters.” A recruiter can now use the data from your resume and profile to match your skills, experience, education, and accomplishments with the position they are seeking to fill.

2. Treat Your LinkedIn Profile as a Dynamic Marketing Tool

Setting up a profile is step one to being findable by employers, but all you’ve accomplished at this stage is telling the world you’re open for business. Don’t assume you now have a placeholder and nothing more needs to be done for if/when you start an active search. Understand that recruiters are always scouting for talent. Most are using the behind-the-scenes LinkedIn Recruiter tool, using search criteria to sort through the 875 million worldwide users. Stay current and relevant.

Periodically review and update these three sections in particular: headline, job titles, and skills. These are the most highly indexed by LinkedIn’s algorithms (i.e., they’re given more weight than other sections). Recruiters focus their search here, so give them reasons to keep eyeballs on your story.

Headline: You have 220 characters to play with. Are you updating the most visible part of your profile? A year ago, you may have been a lead generator, but now you’ve progressed to strategic marketer. Out with the old and in with the new. Swap out those descriptors to reflect your current focus.
Job Title: There are 100 characters available. Keep your formal title, but expand it by adding alternate titles and keyword-rich and branding taglines.
- Here’s an example: Formal (Current) Title: VP Special Assets. Change to: VP Special Assets Officer > Loan Officer > Commercial Real Estate > $50M Portfolio.
Skills: Your top three are visible and should reflect the most marketable ones. Review the balance of skills and reorder as needed. Eliminate outdated skills and add new ones acquired. Use the specific skills LinkedIn offers, don’t create your own. Add greater visibility to skills by adding a recommended five to 10 skills to applicable sections of your profile.

3. Cultivate and Nurture Your Professional Community

The single most powerful asset to land a job is your social capital. According to Zippia, “85% of all jobs are filled through networking.” Why do people acknowledge the value of networking, yet avoid it until the eleventh hour?

Don’t repeat that mistake. Make a simple time investment when you don’t need a job. Keep your online and offline relationships going with simple gestures. Message people on LinkedIn with a personal note acknowledging birthdays and work anniversaries, and comment on and share their posts. If you have a close connection, pick up the phone and call them periodically. They will be interested in you if you are genuinely interested in them.

4. Explore Career Options Now

If you are considering a pivot, but you’re unsure of exactly where you’re headed, start looking at options while you have a job. Here are ways to research the possibilities and start the self-discovery process.

Invest in a formal assessment of skills, values, or behaviors. A few to consider are DISC Behavior Inventory, DISC Personality Strengths Inventory, and O*NET Career Exploration. These can serve to identify or validate attributes and traits and may suggest potential career matches to your interests and talents.
Volunteer at organizations aligned with your next career move and test your commitment to the profession. It’s a no-cost, low-risk, potential “feel good” and a great networking opportunity to gather intel and expand people connections with fellow volunteers.
Join professional organizations in the sectors you are considering. Participate in committees, contribute to discussions when attending webinars, and seek new connections with fellow members. It’s much easier to demonstrate your potential and acquire in-depth learning while interacting with other humans.
Access LinkedIn Career Explorer and discover the skills needed for a variety of positions. Identify skill gaps and upskill through the LinkedIn Learning offerings. Check your skill level through LinkedIn’s Skill Assessments and earn skill badges you can later display on your profile page.

5. Develop Research Skills

The more you know about people, available opportunities, and organizations, the better your ability to make informed choices. Where do you start?

Follow targeted companies on LinkedIn and Twitter. Educate yourself on their vision, mission, organizational changes, competition, etc.

The actions you take on LinkedIn (posting, following, and commenting) are captured by AI and tell a story to recruiters and employers about your affinities and level of engagement. Companies prefer to pursue candidates who engage with their brand online, so get active.

LinkedIn is a search engine, so get the motor running by conducting a Boolean search to find jobs. Recruiters use this method in talent searches, with a string of “operators” using “quote marks,” (parentheses), as well as AND + OR + NOT + KEYWORDS.

Here is a super simple example of how to find jobs matching your criteria with titles, location, and preferred sector.

Go to the search bar, enter (“Relationship Manager” OR “Client Success Manager”) AND Private Banks AND New York, New York. Select the “Jobs” dropdown tab. Jobs matching those criteria will appear. Click on job alerts for future opportunities matching those criteria.

The Bottom Line

Don’t wait until you’re out of a job or desperate to get out of a job to acquire and practice job search skills. Prioritize job search skills the way you value job skills, and you’ll be market-ready for your next career move.

About the author…

Barbara Schultz is the founder of The Career Stager and a mid-career job search specialist. She is a Nationally Certified Resume Writer (NCRW) and a Nationally Certified Online Profile Expert (NCOPE) through the National Resume Writer’s Association. Barbara offers career counseling and conducts workshops and webinars on every aspect of the search. Connect with Barbara via her website at Career-Stager.com or on LinkedIn.

The post Get Market-Ready by Investing in and Using Job Search Skills appeared first on Job-Hunt.

6 Simple Ways to Keep Your Network Alive

Barbara Schultz — Tue, 05 Jul 2022 09:49:00 +0000

Reams of content have already been published about how to make connections, but have you considered how to keep them? Don’t make the mistake of expending all your energy building the pipeline to identify your path, connect with decision-makers, land the job, and then abandon those who helped get you there. Your networking strategy should be dynamic. Here’s how to keep it vibrant.

1. Set the Stage for a Positive Experience From the Initial Point of Contact

The “thing” about first impressions applies here, so make sure your introductory call or email leaves people with a favorable one. People have a long memory when it comes to what they did for you and how you managed the initial introduction. When asking for help, offer to call them, do not ask them to call you. While this may seem intuitive, it’s not. In your initial email, indicate the amount of time you’ll need (20 minutes or so), then place the call on time, and stick to the agreed-upon allotment. People remember and appreciate your professionalism and will find it easier to advocate for you.

2. Find Real Ways to Offer Reciprocity

The statement people traditionally offer at the end of a networking call, while well-intentioned, may feel disingenuous: “If there is ever anything I can do for you, please let me know.” Take the burden off them to come up with payback ideas and try this approach instead.

Take a deep dive into the person’s LinkedIn profile to gain a better understanding of what may be important to them. Next, identify ways you might bring value to their careers. Here are some simple and effective ways to strengthen the connection right from the start.

Endorse their skills. Skills are moving to the forefront of keywords used in recruiter’s search criteria. The skills profile section is among the top three highest-ranked areas by LinkedIn’s algorithms. Give your connections this value-add by boosting the credibility and visibility of their skills.
Like, comment on, and share their posts, and tag them or follow them. This works well for connections focused on promoting their brand, those who are thought/industry leaders, and those who depend on the visibility supported by a strong LinkedIn presence. Take note of their activity and use of LinkedIn and confirm if these actions support their goals.
Offer to make a recommendation. Strengthen the quality of your endorsement by first asking if they prefer a focus on a specific aspect of their work experience. The better the information that’s given in a recommendation, the more it informs LinkedIn members of a person’s capabilities and potential.

3. Inform Your Network When You Land a Job

This one seems a no-brainer but is often overlooked by job seekers as the right (and smart) thing to do. Have you self-imposed a probationary period to determine if the job is going to work out, refrained from updating your LinkedIn, and kept your new job under wraps? Fine, but once you’ve crossed over that threshold, contact those who helped get you there.

Call, email, or message them. Communicate your news by whatever channel works for your contacts, but find them and thank them. Go beyond a generic message and tell them exactly how they energized your search. Did they make an employee referral on your behalf, introduce you to the hiring manager, provide great job search resources, or share insider intel about the target company? They may have helped with one or more of these building blocks that led to how you got there from here. Personalize your message; it will be well received.

4. Pay It Forward

Reserve this tactic for business colleagues whose experience and work ethic are well-known to you. When a job or vendor opportunity becomes available at your new place of employment, refer them as a candidate for a position or as a preferred service provider. According to Jobvite, employee referrals have the highest applicant-to-hire conversion rate, so why not give the gift that keeps on giving?

5. Meet in Person When Appropriate

Virtual meetings have been a necessity over the past two years and opened our reach globally to an expanded network. That’s the good news. But was there something lost without having the benefit of the human touch?

If it’s a geographic and logistical possibility, suggest a face-to-face meeting for a coffee get-together, thank them for their help, pick up the tab, and deepen the bond.

6. Use Small Gestures to Stay Engaged

Staying engaged with your network is not only the right thing to do, but it’s also just not that hard to do. Job seekers vow they will never be vulnerable again if faced with a future job search. Unfortunately, life happens, job demands are real, and good intentions…well, you know where they go.

Don’t overthink what it takes to let your connections know that you remember and appreciate them. LinkedIn automatically generates work and birthday anniversaries and change-of-employment notices. Send a personalized congratulatory message. Spend a few minutes and craft words to express your genuine support of their careers. Few people take the time, but thoughtfulness speaks volumes about your commitment to the relationship.

The Bottom Line

Recognize connections as assets; protect and grow them. Build equity in your investment by maintaining the ties to your professional community. It doesn’t require a significant time commitment and is easily accomplished by following these simple and practical ways to keep your network alive.

About the author…

The post 6 Simple Ways to Keep Your Network Alive appeared first on Job-Hunt.

Five Ways to Beat the Waiting Game Following an Interview

Barbara Schultz — Tue, 21 Jun 2022 09:55:00 +0000

You made it past the phone screen, survived the interview, and now are hoping and praying you’ve made the shortlist. Phew! After a big sigh of relief mixed with a huge dose of angst, you determine there’s nothing more to do but sit tight and wait. After all, the last thing you want to do is stalk the interviewer…that would make you look desperate and sabotage your chances. Ummm…no! Stay focused on keeping all communication channels open and your foot firmly (and professionally) lodged in the door.

You’ll find it’s become an even greater challenge to stay connected during the interview process. The reality is that virtual interviews now outnumber in-person meetings, and they’re here to stay. Keep the conversation going with a career marketing campaign using these five techniques.

According to the Society for Human Resource Management (SHRM), “A recent poll of 1,100 U.S. employers conducted by Indeed found that 82% of respondents said they adopted virtual interviews for candidates because of the pandemic, and nearly all—93%—expect to continue to use virtual interviews in the future.”

1. Go Beyond the Compulsory “Thank You for Your Time” at the Close of Your Interview

Of course, a “thank you” is always in order, but go beyond that. You’ve got the attention of your audience, now keep the momentum going by securing a commitment to continue the conversation.

Typically, at the close of an interview, you’ll hear, “Do you have any other questions?” It’s the perfect time to respond, “I don’t have any at this moment, but may I call you if I do?” Then, inquire about the best phone number, day of the week, and time of the day to reach them. You now have their permission to get in touch, removed the stalker concerns, and know the optimal time to make contact.

2. Have a Compelling Reason to Call the Interviewer

You’ve spent time with the hiring manager and maybe their team members. Was there a consistent theme to the stated expectations for the position or the challenges and opportunities expressed? Take careful note of them immediately following the interview and organize a thoughtful response.

Here’s what the follow-up call might sound like:

Thank you so much for agreeing to take my call. I wanted to follow up on the ERP upgrade you mentioned, but we ran out of time. As a project manager, I led the migration from Dynamics AX to Dynamics 365 and achieved all the milestones. I also served as the liaison among the business units to ensure the system requirements were met. I believe you are at the preliminary stages of this initiative and would be happy to share details of my project plan and lessons learned.

You’ve now addressed a top-of-mind issue by telling your success story and offering a possible roadmap.

3. It’s Not Just About Words, It’s Also About Images—Use Them All

Resumes and cover letters remain the traditional calling cards to get invited to an interview. Keep your messaging and branding alive with the tools available to build a career marketing campaign.

LinkedIn is the obvious choice to showcase a portfolio of your work. After the interview process has begun, hiring managers often revisit your profile. Keep it vibrant with interesting content, including media.

Create media using the arsenal of tools in programs including Canva, Visme, and Adobe Creative Cloud Express to create eye-catching infographics, leadership stories, etc., and send them to potential employers post-interview. If you feel you’re “ready for your close-up,” take a bolder move and create a video story in the headline area of LinkedIn. Keep your career story front and center and you may break the post-interview inertia.

Consider emerging technology and invest in professionally produced videos. My top pick is CareerBrandVideos , cocreated by Meg Guiseppi, Hannah Morgan, and André Palko. This clever trio infuses your personality, (but you don’t appear “live”), highlights your subject matter expertise, and features testimonials. They’ll even help put the video squarely in front of your audience with how-to guidelines for distribution to social media.

4. Share Interesting and Relevant Media With the Hiring Manager

Show your commitment to the industry by sending a relevant article, or a link to a podcast or webinar, to the hiring manager. Include a brief comment explaining the relevance to the company’s mission, values, competition, etc. Limit this technique to one or two “shares” to demonstrate your interest but respect the interviewer’s time.

5. Don’t Wait

Create a buzz on social platforms, take back the power, and keep things in motion. Continue to pursue your hottest prospect but market your brand on LinkedIn, Twitter, and Instagram. Try a more subtle way to remain in the spotlight by writing a smart, impactful post—and you don’t have to be Shakespeare to pull it off.

The easiest topic to discuss is YOU. Why not start by posting a brief story about your career experience in the target industry? A real example comes from a colleague who did just that on LinkedIn. He highlighted his past successes at landing contract jobs in his field at age 75. He wrote about his specialized skills as a test compliance industrial electronic engineer and included a (recent) photo of himself cycling down a bike trail. This great, age-defying move led to calls from recruiters and phone screens while his potential employers considered his resume.

The Bottom Line

It’s increasingly difficult to be a standout candidate on a crowded (and virtual) stage. Get creative, stay visible, and beat the waiting game.

About the author…

The post Five Ways to Beat the Waiting Game Following an Interview appeared first on Job-Hunt.

Five Things to Do Once You’ve Accepted a Job Offer

Barbara Schultz — Mon, 23 Aug 2021 10:05:00 +0000

You accepted a job offer and have completed a well-deserved victory lap. Maybe even a little bubbly to celebrate your success? Both are reasonable actions to take after a grueling job search.

Understandably, you’re eager to reenter the long-sought-after work world and hang up your marketing hat because…mission accomplished! Job seekers insist they’ll never find themselves vulnerable again but then abandon marketing strategies once hired. Resist that temptation.

Follow these five steps once you’ve accepted a job offer:

1. Send “Thank You’s” All Around

You didn’t go it alone, and now it’s time to show your appreciation for all who helped. Consider it a professional courtesy to inform connections of your new status. Networking is all about reciprocity, so start by acknowledging their role in your success. Send a personalized email recounting the specific ways they helped you. Never leave it to chance that they’ll discover your news in a LinkedIn feed.

If you haven’t already done this (and you should have), send thank-you notes to all employers who interviewed you, even if no offer was made. Seems counterintuitive? Here’s why it makes perfect sense: You are thanking them for the time spent, the insights gained about their company or yourself, and the opportunity given to share your background. Never underestimate the value of social capital. Building relationships is less about grand gestures and more about simple acts. Be memorable and do the unexpected.

2. Get On Your Manager’s Calendar On Week One

It’s easy to get lost in the shuffle—especially in the virtual world we now inhabit. During the interview process, you may have established some intel about your new manager’s contact information and work habits. Did you determine who handles their calendar? What about their personal preferences (i.e., the general time of day available, the best phone number to use, the preferred mode of communication)? Smart marketers do this and know how to get in front of their target audience.

But why plan a separate meeting with your boss when HR has already set up onboarding? Here are two good reasons:

First, it demonstrates your ability to hit the ground running. You’ve had several rounds of interviews, received job postings and/or job descriptions, and met with HR, the hiring manager, and team members. Now is the time to fine-tune that knowledge of the position, company, and customers. In this first meeting, the objective is to gain insights for building a 90-day plan. Focus on doing more listening and less talking.

Second, don’t assume this manager’s style will be the same as your former bosses’ styles. Save time and avoid missteps by simply inquiring about what works for them. How do they like to communicate? Do they prefer meetings, phone calls, or reports? What level of detail is sufficient for them to feel informed? Getting to know your “customer” will set you apart from employees who fail to understand effective communication.

3. Create a 90-Day Plan

Next on the agenda is writing a three-month plan. Think like a consultant and demonstrate your ability to develop a scope of work by identifying opportunities, pain points, and resources, and include estimated timelines. While data points may be limited, use the information gleaned from the first meeting and focus on the plan’s framework. At this stage, the plan does not need to be perfect; details will follow.

Next, identify issues and areas for improvement and propose solutions. Meet with colleagues for their legacy or nuanced knowledge of the company’s background/history. Conduct independent industry research to be well versed in market trends. It’s time to deliver on the promises made during the interview process. The 90-day plan serves as a great vehicle to articulate your value proposition.

4. Maintain “Social” Presence

During your job search, you were active on LinkedIn and perhaps engaged with Facebook professional groups, Instagram, and Twitter. The value of social media was apparent to ensure visibility, promote thought leadership, and/or demonstrate expertise in your field. You also understood the need to keep current with industry trends, competitors’ activities, and perhaps even regularly contributed comments on LinkedIn posts. Maintain a level of engagement on these platforms or slip into the shadows.

Don’t lose interest in your professional community and expend all energy on 9-to-5 activities. Your job is the number one priority, but carve out time to keep your finger on the pulse by staying active on social platforms. Most importantly, keep your connections alive. They will serve as the conduit to future opportunities.

5. Continue Down a Learning and Development Track

Upskilling was a way to fill gaps in your background to meet job requirements. Remember the role continuous learning played while searching, and maintain intellectual curiosity. Take advantage of all learning and development initiatives employers offer, including tuition reimbursement, presentation opportunities, committee assignments, and training. Your skills have a shelf life—keep them fresh.

Learning comes in all shapes and sizes and is available for a nominal cost (or no cost). Explore online classes, workshops, podcasts, webinars, etc. Don’t limit learning experiences to what employers have budgeted. One positive of the pandemic is that it led to a treasure trove of online courses. Consider classes offered through Udemy, Skillshare, LinkedIn Learning, Coursera, edX, MasterClass, or Udacity (just to name a few).

Future-Proof Your Career

Today’s job market demands agility. Stay current and relevant with your skills, knowledge, and abilities, but don’t stop there. Maintain the marketing strategies used in your job search and you’ll stand out from the crowd.

About the author…

Barbara Schultz is the founder of The Career Stager and a Certified Professional Resume Writer (CPRW) through the National Resume Writer’s Association. Barbara has held senior HR leadership roles in entrepreneurial settings and gives a unique perspective to job seekers from a life spent on the “other side of the desk.”
More about this author…

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Answering Interview Questions Employers Ask During the Coronavirus Pandemic

Barbara Schultz — Wed, 30 Jun 2021 21:49:21 +0000

Hiring managers are currently knee deep in crisis management.

Their key concern in job interviews: How can you assist them in solving their problems during the pandemic?

That is THE question, so be prepared to answer it.

Seize the opportunity to answer it at your next interview, demonstrating your ability to be nimble, to deal with ambiguity, and to show calm in the middle of this storm.

Be sure to clarify the type of interview (video or in-person), and then ask questions so you are well-informed and well-prepared for the interview. Read Questions to Ask Employers in Coronavirus Pandemic Job Interviews for good Coronavirus-related questions to ask before and during interviews now.

The Employer’s Questions for You

The employer will want to understand what experience you have had working remotely and how adept you are navigating this new way of working. Your participation in a video interview will be the first indication of your comfort level with using technology.

Make sure all systems are “go” with your equipment, software, and connectivity by working out any glitches in advance of the interview.

1.Have you ever worked remotely? If so, what changes did you make to adapt to an at-home work environment?

Companies want reassurances that you have a dedicated workspace and can be productive from home. Do you have the proper connectivity to conduct business on their behalf?

While you should not reveal your personal situation (kids, home schooling, etc.), you can indicate that your environment is free of distractions, allowing you to execute work on a timely basis.

Consider: Build out your resume and LinkedIn profile to include remote work experience. If you are a recent college grad, refer to your success at online learning.

If applicable, add the terms “remote work” and “work from home” to your LinkedIn profile plus the technologies you have used, like Zoom, Skype, and Google Meet. Those are valuable keywords being searched much more frequently now. Other keywords critical for today’s job market include self-directed, agile, and worked in, or managed, distributed teams. Read How to Job Search Effectively for Remote Work for more details.

2.What aspects about working from home did you enjoy, and which did you find most challenging?

An employer will get better insight into the kind of work environment you thrive in-home or office. The other aspect they may be probing is your comfort level with the technology used to conduct business — Zoom, Microsoft Teams, even basic technical trouble shooting (e.g. recovering from printer problems, scanning, etc.)

An employer’s workforce planning may not only address filling vacancies but might also include identifying positions or employees who would be eligible for permanent remote work. Consider the type of working environment you prefer.

3.When working remotely, how do you organize your day?

It takes self-discipline, and no set of eyes are supervising your work each day. So, explain your daily routine to the interviewer. This will be easier to answer if you have had experience with a remote job.

An employer will be assessing how much hand holding you may need vs. your ability to work autonomously.

4.What ways would you communicate with your manager and co-workers in a remote setting?

First, express an understanding of the accountability needed and the communication expected when working remotely. Give examples of how you have kept in touch. Do not assume you know the new manager’s personal style.

Be prepared to demonstrate how you will collaborate with team members to get things done. Give specific examples.

5.What are your thoughts on how our teams can collaborate and how we can safely interact with clients once we return to work?

Organizations have, or are now formulating, the ergonomic plans for conference rooms, workspaces, common areas, and are interested in how forward thinking you are. Employers are also gathering input from current employees and candidates to help shape, then support plans they will be implementing to reconfigure office space. Be prepared to share your vision of a safe workplace.

If travel was a significant component of a job, offer views on how to travel safely and/or alternate ways to keep clients and stakeholders engaged.

6.How have you handled the stress of Coronavirus?

Acknowledge the reality of the stressful situation and explain your coping techniques. Do you have a positive outlook? What are the ways you have used to deal with stress? Daily walks? Meditation during work? Connecting with friends?

Employers will probe your ability to be productive in light of stress — this will not be the only time you will face a difficult situation. You may want to also use this opportunity to ask how they are supporting employees who may be dealing with stress related to isolation.

7.What would you personally do to maintain safety in the workplace?

The employer is not solely responsible for keeping the workplace safe. They will also depend on their employees. How do you practice safety in your personal life? Hand washing? Social distancing? What would you do if you saw someone at work engaging in an unsafe practice?

Companies are focused on the health of employees but are also concerned about the liability if a worker gets sick. Demonstrate your willingness to participate in making it a safe place to work.

8.What life lessons have you learned during the pandemic?

This question resembles the classic one concerning how you dealt with a difficult situation. Are you taking advantage of the free online resources offered — webinars, podcasts, etc.? Did you assess the viability of the industry you were in and determine if a career change is needed? Have you developed a greater appreciation for the value of other people? Does networking make more sense now following time in isolation?

Employers cannot grow unless the employees invest in personal and professional development. Tell them the positive impacts the pandemic has made in your life, like learning the new skills and technologies to successfully work remotely.

9. Will you be willing to work in an office again when/if working remotely is no longer required?

Since managing remote employees is a relatively new concept for many organizations or not a practical, long term solution, for the work they do, an employer may be hoping to return to a more “normal” work environment. If they are able to do that, they will want to know if you will be comfortable with that change to a more traditional work environment.

The World Has Changed and So Have the Interview Questions

Expect several questions aimed at your remote-work technical savvy, and ability to be self-directed without the infrastructure and management support available in a physical office.

Conventional advice surrounding interviewing has always included the need to prepare for questions an interviewer is likely to pose, as well as those you are eager to ask.

The pandemic generated new concerns for most employers so expect them to have new questions to ask job candidates. The pre-pandemic questions will still be asked, of course, because employers need to understand your ability to do the job and fit into the organization.

To prepare, spend time reviewing Smart Answers to Common Interview Questions and Smart Strategies plus Sample Answers for Behavioral Interview Questions. Also be prepared to ask your own COVID-related interview questions to understand how the employer manages the new work environment.

Anticipate a different focus in three primary areas representing top-of-mind issues:

Safety
Remote work
Management’s coronavirus response plan

Get ready by preparing and practicing your responses.

Your answers should demonstrate not only the relevance of your experience, but also the currency of your knowledge about the evolving employment landscape and your ability to adapt to the new reality.

The Bottom Line

Employers are hiring, but they often have many applicants to choose from. With your answers and your preparation, demonstrate to the employer that you can successfully do this job in spite of the complications caused by the pandemic.

More About Coronavirus Pandemic Job Interviews

More About Job Search During the COVID-19 Pandemic:

More About Job Interviews:

About the author…

Barbara Schultz is an HR executive, career coach, writer, and co-author of Adulting Made Easy(er): Navigating from Campus to Career. Barbara has held senior HR leadership roles in entrepreneurial settings and gives a unique perspective to job seekers from a life spent on the “other side of the desk.” She is also the owner of CareerStager.com, helping people successfully navigate their careers. Follow Barbara on LinkedIn.
More about this author…

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Answering Job Interview Questions in a Coronavirus Pandemic World

Barbara Schultz — Tue, 11 May 2021 17:14:45 +0000

Hiring managers are currently knee deep in crisis management.

Their key concern in job interviews: How can you assist them in solving their problems during the pandemic?

That is THE question to be prepared to answer.

Seize this interview as the opportunity and demonstrate your ability to be nimble, to deal with ambiguity, and to show calm in the middle of this storm.

The World Has Changed and So Have the Interview Questions

Expect several questions aimed at your remote-work technical savvy, and ability to be self-directed without the infrastructure and management support available in a physical office.

Conventional advice surrounding interviewing has always included the need to prepare for questions an interviewer is likely to pose, as well as those you are eager to ask.

But do not assume you can just simply dust off those questions used in the past because new ones are headed your way, and you will have new questions of your own to ask.

The more traditional questions will remain in the mix. Spend time reviewing Smart Answers to Common Interview Questions and Smart Strategies plus Sample Answers for Behavioral Interview Questions. Also be prepared to ask your own COVID-related interview questions to understand how the employer manages the new work environment.

Anticipate a different focus in three primary areas representing top-of-mind issues:

Safety
Remote work
Management processes

Get ready, know, and practice your responses.

Before the pandemic, approximately 5% of employees worked from home. During the pandemic, that number increased to 40% and around 20% have the potential to permanently transition to working from home. As things improve, assume that companies are phasing in their return-to-work plans and will rely on remote workers for the next several months.

Be Prepared for a New Kind of Interview

Take the new video interviews seriously. Many tales have emerged from job seekers experiencing a relaxed setting for interviews conducted via video conferencing post-COVID.

I have witnessed stories of interviews being conducted with the hiring manager rocking a child on their lap, panelists trying to corral their kids during an interview, and dogs scurrying in the background.

You cannot control how the employer’s representatives choose to behave, but YOU must continue to follow professional protocols for digital meetings. Business attire, no distractions, and quiet on the set!

Do the traditional homework needed and gather intelligence from a variety of sources: colleagues, employees, LinkedIn connections. Pay special attention to the employer’s Twitter feed to see how they are communicating with stakeholders about their response to pandemic issues.

Many employers have posted details of their back-to-work plans on their websites. Access a company’s website and carefully read their COVID-19 Response if one has been posted. Also check out the CDC Guidelines for managing the pandemic.

Gain an understanding of both the government and employer’s response to COVID-19. Find answers to your questions contained in these documents before you arrive at the interview. You can then focus on additional questions related to return-to-work topics either not included in the guidelines or for which you need clarification.

**Questions Before Attending an In-Person Interview**

Although an overwhelming majority of interviews are being conducted via video conferencing and phone, on-site interviews do occur. When invited to an in-person interview, ask these questions before the meeting:

Should I bring a mask and/or gloves with me to the interview, or will PPE be provided once I arrive?
How will I gain entry to the office/office building?
Are there any additional safety rules I should be aware of before arriving?

These requirements will likely change over time, but be sure you feel comfortable with how the employer manages the in-person interview situation. That will give you insight into the working environment when you are onsite.

Observe how the employer and the employees seem to be responding to the coronavirus management best practices.

The Employer’s Questions for You

The employer will want to understand your experience working remotely and how well you have adapted to this new requirement. Your participation in a video interview will demonstrate your understanding of how to use the technology as well as how well-connected you are to the internet (or not).

1.Have you ever worked remotely? If so, what changes did you make to adapt to an at-home work environment?

Companies want reassurances that you have a dedicated workspace and can be productive from home. Do you have the proper connectivity to conduct business on their behalf?

While you should not reveal your personal situation (kids, home schooling, etc.), you can indicate that your environment is free of distractions, allowing you to execute work on a timely basis.

Consider: Build out your resume and LinkedIn profile to include remote work experience. If you are a recent college grad, refer to your success at online learning.

Add the terms “remote work” and “work from home” to your LinkedIn profile plus the technologies you have used, like Zoom, Skype, and Google Meet. Those are valuable keywords being searched much more frequently now. Other keywords critical for today’s job market include self-directed, agile, worked in, or managed distributed teams. Read How to Job Search Effectively for Remote Work for more details.

2.What aspects about working from home did you enjoy, and which did you find most challenging?

An employer’s workforce planning may not just address filling vacancies but also include identifying positions/employees who would be eligible for permanent remote work. What are you looking for?

3.When working remotely, how do you organize your day?

It takes self-discipline, and no set of eyes are supervising your work each day. So, explain your daily routine. This will be easier to answer if you have had experience with a remote job. An employer will be assessing how much hand holding you may need vs. your ability to work autonomously.

4.What ways would you communicate with your manager and co-workers in a remote setting?

First, express an understanding of the accountability needed and the reporting expected on a regular basis when working remotely. Give examples of how you have kept in touch. Do not assume you know the new manager’s personal style.

Be prepared to demonstrate how you will collaborate with team members to get things done. Give specific examples.

5.What are your thoughts on how our teams can collaborate and how we can interact with clients safely once we return to work?

If travel was a significant component of a job, offer views on how to travel safely and/or alternate ways to keep clients and stakeholders engaged.

6.How have you handled the stress of Coronavirus?

7.What would you personally do to maintain safety in the workplace?

Companies are focused on the health of employees but are also concerned about the liability if a worker gets sick. Demonstrate your willingness to participate in making it a safe place to work.

8.What life lessons have you learned during the pandemic?

9. Will you be willing to work in an office again when/if working remotely is no longer required?

Since managing remote employees is a relatively new concept for many organizations or not practical, long term, for the work they do, an employer may be hoping to return to a more “normal” work environment. If they are able to do that, they will want to know if you will be comfortable with that change to a more traditional work environment.

After the Interview

The biggest mistake candidates make is missing an opportunity to keep the door open after the interview. Typically, a thank you e-mail is sent, and then the long, agonizing wait to hear back from the hiring manager begins.

The most critical time for decision making occurs after the final round of interviews, so why go silent now? Show the interviewer you are a problem solver, listened to their needs, and are willing to find creative ways to be a stand-out candidate.

High unemployment and increased competition call for a more proactive approach in your follow-up to stand out from the other candidates, demonstrating your interest in the opportunity as well as the quality of your work

In addition to sending your thank you notes/emails, follow these easy steps to move to the front of the line:

At the close of the interview, ask the interviewer if you may call should you have any additional questions (and you will have questions). Ask for the best time to call and best phone number to use.

The follow up call is used to continue the conversation, convey a solution to a problem discussed in the interview, or clarify a point that may have been left open-ended. Immediately jot down your notes after the interview. Identify 2 to 3 areas where you could add value and prepare examples of what you have already done or would propose to do in the future.

Wait 3 to 4 days for your follow up call. Remember, you will not be viewed as the dreaded “stalker” because you already got permission to call the interviewer.

Consider: Here’s an example of a follow-up call: You answered “No” when asked, “Have you ever worked from home?”

After the interview, you realize that you failed to mention that while working in an office, you did operate remotely by managing a distributed team of workers who were located elsewhere. In that capacity, you held weekly video conferences, reduced travel expenses more effectively using technology, and maintained collaboration within the group.

This example is MUCH better answer, and you can share that experience in the follow-up phone call..

The Bottom Line

Employers are hiring, but they often have many applicants to choose from. With your answers and your preparation, demonstrate to the employer that you cam successfully do this job in spite of the complications caused by the pandemic.

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Questions to Ask Employers in Coronavirus Pandemic Job Interviews

Barbara Schultz — Tue, 11 May 2021 17:14:44 +0000

With unemployment rates at high levels, job seekers wonder if it even makes sense to look for a job.

Many businesses have shuttered their doors, some permanently, but many other employers are still hiring and some are expanding!

As a result of the changes caused by the pandemic, employers have responded in a variety of ways.

Some employers have permanently converted jobs to 100% “remote” (a.k.a., “work from home”) jobs. Many others have temporarily changed the workplace with some employees fully remote while others work from home using a staggered schedule.

Employers Are Still Hiring, But…

Before you accept a job, you will want to understand three top-of-mind issues:

How the employer intends to guard your personal safety.
The employer’s current remote work processes and future remote opportunities.
The employer’s financial stability.

Ask the above questions during the interview process as one way to learn the employer’s response to those issues. Compare all interviewers’ responses to gauge if there is consistency with their answers.

Even before you engage in the interview process, conduct research with all available resources, including a simple Google search and certainly tap into your network connections any insights they may have about the employer.

What steps has the employer taken to ensure the safety of its employees?
What jobs, if any, have been downsized and why?
Are they financially stable, and what are the risks if you join?
Will there be a second wave of people losing their jobs?

While there is never a guarantee of a job being there for as long as you need one, employers are now experiencing unique economic stress. Carefully evaluate the solvency of the company, and conduct your own, independent research of their financials with whatever information is publicly available.

**Questions to Ask the Employer Before the Interview**

In addition to securing the date and time for the interview, also ask questions specifically about any unique requirements relative to either a video or on-site interview so you can be properly prepared.

Obviously, if the interview method has not been shared, ask if the interview will be via video or in-person. Then, ask the following questions, as appropriate:

For Video Interviews —

Most employers are conducting interviews via technology like Zoom and GoToMeeting. As the interview is being scheduled, be sure to clarify the exact method that the employer plans to use:

What technology will be used?
How much time should I schedule for the interview?
Who will be sending the invitation to join the session? When will they send it?

Of course, ask about who will be interviewing you (names and job titles). Check out these 20 Smart Questions to Ask When Scheduling Your Interviews for more information to collect before the interview.

For In-Person Interviews —

Although an overwhelming majority of interviews are being conducted via video conferencing and phone, some employers are conducting on-site interviews. When invited to an in-person interview, ask these questions before the meeting:

Should I bring a mask and/or gloves with me to the interview, or will PPE be provided once I arrive?
How will I gain entry to the office/office building?
Are there any additional safety rules I should be aware of before arriving?

For your safety and the employer’s, be mindful of keeping “touch” to a minimum including no handshakes, exchanging documents, etc. These requirements will likely change over time, but be sure you feel comfortable with how the employer manages the in-person interview.

Observe if the employer and its employees are adhering to Coronavirus management best practices. Their safety behavior during the interview will give you insights about what to expect when working on-site.

Questions to Ask the Employer During the Interview

Having no questions ready demonstrates a lack of interest in the employer and the job. Particularly in this COVID world, understanding how they are meeting the challenges of the pandemic is critical, so consider drawing up questions specific to COVID.

1.Is this job remote?

Some jobs are designated as 100% remote, but many are on a partially-remote basis. Seek clarity on the options for remote work.

Does the employer offer on-site onboarding during the introductory period to the company before the employee transitions to remote? An in-person onboarding program may be especially helpful for individuals entering the workforce for the first time or for those transitioning into a new industry.

Employers will look to strike a balance between offering this benefit of working from home with the value of collaborating in a face-to-face environment, gauging the costs and benefits of both options.

2.What is your return-to-work timetable? Will everyone operate from the office or will some permanently stay home?

Employers should follow CDC and local guidelines. Some may revolutionize the way they work, and you need to understand their vision of the future. If you are a “people” person and/or simply do not have the necessary logistics to operate from home, a permanent stay-at-home position could be a negative factor for you. Or, it could be perfect for you.

3.What tools does the company provide for employees to self-manage while working from home?

Expectations should be clear about the employer’s “onboarding” process (the process for helping you successfully start your new job). What does the first week look like? Do they ship out a laptop? Is IT desktop support available? What is the technology they use to communicate with employees?

A question to ask yourself is can you be successful in this new environment? The answer may depend on whether you are a seasoned worker or new to the industry. You may have to hit the ground running with limited direction in a remote setting. Be honest with yourself about how much support you will need.

4.How do you communicate with remote employees?

Ask the manager the preferred way of getting updates and reports and how someone often they will be available to answer your questions. Will there be weekly team video conferences? What hours is the manager available for one-off questions? How should you alert your manager in an emergency? Text, instant messaging, phone call?

Does the employer provide the communications devices (computers and phones) required or is the employee expected to use their own equipment when working from home? What is — and is not — provided by the employer? Are any increased expenses (Internet upgrades, office supplies) covered by the employer?

5.What lessons has your company learned from this crisis?

Understand how organized and responsive the employer is with their risk mitigation. Did they move quickly to resolve problems associated with the crisis? Were they respectful of their employees’ fears and concerns? Will they be ready if/when the next challenge comes along?

6.How has the company’s leadership viewed working-from home pre- and post-COVID?

This question has many dimensions. What level of trust do employers have in their employees? Do they see remote work as a short-term fix or are they considering it as a long-term solution?

While some job seekers find remote work attractive, others prefer interfacing with co-workers in a physical office.

7.How has the company supported the community during the pandemic?

The answer will give you a sense of this employer’s level of social responsibility. Community involvement speaks to an organization’s values. Generations Y and Z have shown a greater interest in selecting an employer focused on community support. Determine how important this is for you.

8.What changes have you made to ensure employee and customer safety during COVID-19?

This answer will give you a good idea of whether employers are viewing the pandemic in the short term or if they are promoting a safety culture. Until a vaccine has been widely distributed, the best disease prevention tactics involve changing behavior. What measures have been enacted measures have been enacted to ensure the safety of both employees and the customers?

Does the employer provide and/or require employees to wear masks?
Are customers required to wear masks when meeting with employees? Does the employer provide those masks?

As vaccines become more widely available, employers are struggling with the legal and political ramifications of mandating them in the workplace. Many factors will play into a company’s decision to offer or mandate vaccines, including the type of industry you are in, if you are in a union/non-union job, etc.

Employers are carefully weighing their options, seeking guidance from the EEOC and OSHA and will be formulating plans. Do not look for a definitive answer on the vaccine question, as employers are certainly considering a range of responses regarding the vaccine from mandating to strongly encouraging, to providing vaccinations at the worksite

9.What impact has COVID-19 had on current business and what is the forecast for future business?

Depending on the industry, an employer may be experiencing an expansion or a decline in business. This is a great opportunity to understand not only the level of an employer’s solvency, but also your chance to turn their challenges into opportunities.

Consider: You’re interviewing for a Distribution Center Manager position and the company is selling in-demand manufacturing parts. Their business is exploding, but concern is growing that their safety measures do not adequately address infection control.

You recommend an initiative that expands safety in the workplace to build a safety culture. You propose conducting a hazard assessment specific to viruses, revising the mission statement, producing new employee communications covering home and work safe practices, incentive programs, etc. They’re seeking a balance between safety and high levels of production, and you are proposing a solution. Help them get ahead of the curve!

How to Succeed in Coronavirus Job Interviews

Barbara Schultz — Tue, 11 May 2021 17:14:44 +0000

The world of work is spinning on a new axis since the Coronavirus took center stage.

The Coronavirus has added a new aspect of work to be discussed and understood before accepting a job offer.

Conventional advice surrounding interviewing has always included the need to prepare for questions an interviewer is likely to pose, as well as those you are eager to ask.

But do not assume you can just simply dust off those questions used in the past.

The pandemic has generated new questions headed your way. And, of course, you will have new questions of your own to ask.

The more traditional job interview questions will remain in the mix, and new pandemic-related questions will be added. Also, spend time reviewing these top 50 job interview questions to ask the employer plus new pandemic-related questions for you to ask employers.

The World of Work Is Changing

As a result of the changes caused by the pandemic, employers have adapted in very different ways. Many employers have temporarily changed the workplace and the employee’s need to be present in the workplace.

Some employers have permanently converted many jobs to 100% “remote” (a.k.a., “work from home”) jobs when face-to-face interaction with customers/clients or fellow employees is not required like healthcare and food-service workers.

Other jobs are remote for part of the work week or transition from remote to in-person, depending on the work or location positivity rate.

Certainly, remote jobs are becoming more accepted and that trend is likely to continue:

Before the pandemic, only 5% of US workers were working remotely.
During the pandemic, that number grew to more than 40%.
After the pandemic ends, approximately 20% of jobs will be remote.

Assume that companies are phasing in their return-to work plans and will rely on remote workers for the next several months, lasting through 2021 or even into 2022. Some jobs clearly have the potential to permanently transition to home offices.

Prepare for a New Interview Process

Do the traditional homework needed and gather intelligence from a variety of sources: colleagues, employees, and LinkedIn connections. Pay special attention to the employer’s Twitter feed to see how they are communicating with stakeholders about their response to pandemic issues.

Because of the pandemic, this additional preparation is smart today:

Understand the COVID situation.

Many employers have posted details of their back-to-work protocols on their websites. Access a company’s website and carefully read their COVID-19 response if one has been posted.

Also check out the CDC Guidelines for managing the pandemic.

Gain an understanding of both the government and employers’ responses to COVID-19. Find answers to your questions contained in these documents before you engage in an interview. You can then focus on additional questions related to return-to-work topics either not included in the guidelines or for which you need clarification.
Expect “virtual” interviews.

Most employers are starting the interview process with a video or phone interview to protect everyone’s health, unless the job requires face-to-face interaction. If a remote interview is not offered, consider suggesting it.

Video interviews using technology like Zoom or GoToMeeting have become much more common. Take the new video interviews seriously. Many tales have emerged from job seekers experiencing a relaxed setting for interviews conducted via video conferencing post-COVID. I have witnessed stories of interviews being conducted with the hiring manager rocking a child on their lap, panelists trying to corral their kids during an interview, and dogs scurrying in the background.

You cannot control how the employer’s representatives choose to behave, but YOU must continue to follow professional protocols for digital meetings. Business attire, no distractions, and quiet on the set!
Test your home’s technology.

Before you interview for remote jobs, test your home Internet connection to be sure that you can successfully interact with your potential new manager, co-workers, and others. Can you easily participate in a Zoom meeting without losing the connection or experiencing delays in your ability to see and hear the other Zoom meeting members?

If your connection is not sufficient, can it be upgraded? What will be the cost associated with improving your Internet connection: new equipment required and/or higher-speed connection needed?
Prepare for the new questions the employer will ask you.

Because many jobs do not require constant onsite, face-to-face interaction, employees may be spending much or all of their time working from their homes, a.k.a. “remote work.” This new work environment generates a different series of questions for employers to explore your experience with and ability to work remotely. Be prepared to answer these COVID-related questions.
Prepare new questions for you to ask the employer.

Learning how the employer is managing the remote work process is important to help you determine if this job and employer are a good fit for you. Ask questions about the remote work requirements, and any technical support provided. Are you comfortable with their approach? COVID-related questions to ask the employer.

The Actual Interview Process

The interview process varies widely from employer to employer and even job to job. Some organizations have a formal selection processwith very methodical steps while others are much less structured.

The opening few minutes of an interview may be spent with an informal “getting to know you” conversation. Show empathy for the interviewer’s situation by acknowledging the pandemic.

You might say, “Thank you for taking the time to meet with me. I’m sure you’re facing all sorts of challenges, and I really appreciate the opportunity to share my background. I hope you and your family are safe during these trying times.”

Avoid making any political comments.

Hiring managers may reserve 10 to 15 minutes at the end of the interview for your questions. Many job seekers strive to move the interview into more of a conversation, asking their questions throughout the discussion rather than at the end.

Regardless of the timing, have your questions written down, and be respectful of the time limit.

After the Interview

The biggest mistake candidates make is missing an opportunity to keep the door open after the interview. Typically, a thank-you email is sent, and then the long, agonizing wait to hear back from the hiring manager begins.

The most critical time for decision-making occurs after the final round of interviews, so why go silent now? Show the interviewer you are a problem solver, listened to their needs, and are willing to find creative ways to be a stand-out candidate.

In addition to sending your thank-you notes/emails, follow these easy steps to move to the front of the line:

At the close of the interview, ask the interviewer if you may call should you have any additional questions (and you will have questions). Ask for the best time to call and the best phone number to use.

Immediately after the interview, jot down your notes. Identify 2 to 3 areas where you could add value and prepare examples of what you have already done or would propose to do in the future.

Wait at least 3 to 4 days for your follow-up call. Remember, you will not be viewed as the dreaded “stalker” because you already got permission to call the interviewer.

Use the follow-up call to continue the discussion:

Convey a solution to a problem discussed in the interview, or
Clarify a point that may have been left open-ended, or
Provide additional information showing your fit for this job and employer.

Consider: Here’s an example of a follow-up call: You answered “No” when asked, “Have you ever worked from home?”

After the interview, you realize that you failed to mention that while working in an office, you did operate remotely by managing a distributed team of workers. In that capacity, you held weekly video conferences, reduced travel expenses more effectively using technology, and maintained collaboration within the group.

This example is a MUCH better answer, and you can share that experience in the follow-up phone call.

The Bottom Line

#WereAllInThisTogether is a hashtag seen in virtually every corner of social media. It serves as a powerful reminder of the universal solidarity needed to conquer this pandemic. Show your future employer that same willingness to partner with them in creating fresh solutions to emerging challenges.

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How to Beat the Competition During the Coronavirus Pandemic

Barbara Schultz — Tue, 11 May 2021 17:14:41 +0000

Covid-19 has turned the job candidate supply and demand equation upside down.

As job opportunities contract, you will need a different approach to face an ever-expanding candidate pool.

Never aspired to “swim with the sharks” and doing your best avoid those dangerous waters?

In today’s job market, you may need to dive into the shark tank to be considered for that next opportunity.

Winning in Today’s “Shark Tank”

Get creative with a fresh mindset towards interviewing and consider lessons learned from the TV show, “Shark Tank.”

This popular entrepreneur pitch show serves as a perfect model for the dynamics occurring between a job seeker and the potential employer (or shall we say “investor”?).

Use these 5 takeaways from the show before you set foot on the stage of your next interview:

1. Showcase Your Services

Okay, a slight variation on the theme. “Shark Tank” is all about how to sell products to an investor but in this case, you will be selling your services to an employer.

Regardless if you are selling a product or service, be prepared to demonstrate your unique business proposition.

Consider: Contestants on the show often describe their product in terms of “there is nothing like it on the market.”

Transition from simply articulating a litany of things you have done over your career to presenting a portfolio of unique, value-added offerings. Get ready to prove it with your entire career profile, i.e. the knowledge, skills, abilities, education, and accomplishments, but don’t stop there.

It’s not just what you know; it’s also who you know. Optimize the power of your social capital and share your entire “posse” of people who may be of interest to a future employer: candidate referrals, vetted vendors, consultants, and industry leaders you know are capable of cutting through red tape as advocates, legislators, and influencers.

2.Know Your Audience

Understand the needs and interests of the investors. There are typically four investors on “Shark Tank”, each with different backgrounds, expertise, and perspectives. Tailor your pitch to your targeted audience.

Here is a real scene of an actual episode in which contestants promoted a portable outdoor kitchen for camping. Although the product was suitable for the great outdoors, one of the investors was Matt Higgins, Vice Chairman of the Miami Dolphins. Knowing his background, the contestant’s focus of the product’s use pivoted from camping to tailgating, appealing to a different set of consumers in the sporting event sector. Great strategic move resulting in the contestants winning him over as their investor!

In the work world, a set of interviewers will assess your fit compared to their diverse needs.

A panel may be composed of HR, the Hiring Manager, team member, or head of a department with whom there would be significant interface. Do your homework in advance of the interview and gather all the intel about your panel of judges from social media, your network connections, outside recruiters, as well as current employees if available.

Consider: Even if you have limited access to information about the interviewers before the meeting, you may know their titles or departments and can then make some assumptions regarding their areas of interest. Listen for cues during the interview and respond accordingly.

3.Engage Your Audience

Contestants on the show display their wares and literally place them in the hands of the investor panel, enabling them to touch and see how their products work.

In this new age of virtual interviewing, you may be asked to present a PowerPoint.

Capture this great opportunity to help your interviewers visualize your services. Practice and work out any technical glitches before the live show.

Consider: Don’t wait for an interview to build a portfolio of services.

Take advantage of the space provided in your LinkedIn profile and appeal to more of the interviewer’s senses by posting presentations, videos, and authored articles.

Up your game by using SlideShare, a service owned by LinkedIn for hosting PowerPoint presentations. Share your industry expertise, summarize best practices, or highlight a specific “how to” in some topical subject, e.g. how to survive the pandemic within your business sector.

Continue to build your reputation and promote your brand with compelling visual content provided through this powerful, free tool.

4.Address the Return on Investment (ROI) Question

Focus on the “WIIFM” factor, i.e., the “What’s in it for Me” and the “me” is not you. The “me” in this situation is the investor (a.k.a. the employer, for you).

The Sharks listen to the pitch, consider their risks and rewards, and then put forward an offer. And their offer will be in the form of a dollar investment or line of credit to help generate revenue and company growth for which they will expect a certain percent return on their investment, equity in the company, royalties, etc.

Similarly, an employer is prepared to invest in you with time (lead time to get results), money (compensation), resources (people, equipment, space, etc.), and will be assessing their return on investment. The return, in this case, will be represented by sales generated, customers retained, process improvements delivered, results in elevating company’s reputation /culture, etc. along with a turn- around time (pay-back period).

Interviewers are also seeking a clear path leading to the payback.

Consider: Time is generally limited to an hour per interviewer, posing a challenge to fully present the solution to the payback. Use the time immediately following the interview to resolve an identified problem by creating a written, 90-day plan detailing what YOU would do and send it to the panel of interviewers. The plan serves to lessen the risk factor for the company, illustrates the reward potential, and serves as a great example of your strategic thinking.

5.Get Ready to Negotiate

On the TV show, one Shark makes an offer, may duel with the other Sharks to invest in your product, or all four may say no. They will consider sales of your product already made, potential for future revenue, practicality of your product, market penetration, etc.

Know the worth of your services being offered by gathering compensation information for your position, within your industry, and in context of your geographic area (geography may lessen in importance with the increase in remote jobs).

Are you prepared to substantiate the claim, “There’s no one else like me on the market?” You will be if you have prepared your value proposition.

Consider: The Sharks refer to a contestant’s request for funding as “The Ask,” and here is how it plays out in a work setting. Have a range in mind for base salary, but also consider the total rewards (variable pay, benefits, perquisites).

Should you receive an offer that does not meet your requirements, have a counter prepared, but one that is grounded in reality. For example, the base salary is lower than your threshold, but you ask for a salary review mid-year, rather than at the end of the year and propose milestones to support an increase.

Perhaps the employer’s payroll budget is fixed, so you suggest a contract option, eliminating the employer’s long-term commitment and employer-related costs (FICA match, benefits, etc.) This is a short-term solution for you which has long-term potential for both you and the employer.

The Bottom Line

The bottom line IS the bottom line, and a future employer will be assessing your ability to impact their bottom line. Get ready to demonstrate how the employer will get a return on investment by clearly articulating the value you will deliver. And protect your bottom line by researching competitive compensation in your industry. Consider the total rewards being offered, and compare them to your personal financial needs.

Your priority, first and foremost, must be all about what you can do for them before they will offer what they can do for you. Properly set those priorities, and you just may get one of those sharks to bite.

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MORE Great Examples of Coronavirus Pandemic Income Recovery

Barbara Schultz — Tue, 11 May 2021 17:14:41 +0000

Roll the tape forward and we are now 10 months into the pandemic. Does it feel like there is nothing but bad news everywhere you turn?

We continue to grapple with COVID-19 in all aspects of our daily lives, yet there are inspiring examples of hope in the job market.

Here are the stories of three such mid-career job seekers who refused to throw in the towel, jumped over major hurdles, and prevailed in the face of enormous obstacles.

Each of these job seekers has a different personal formula for success, but all have one common denominator.

Pandemic Search Successes

Following are 3 examples of successful adaptation to finding a job as we continue to face the challenges of this new pandemic-impacted world. (For more inspiration, see these earlier examples of Coronavirus job search success.)

Here is how each arrived at the finish line, landing the job they always had set their sights on:

Success # 1: Lessons in Agility and Adaptability: The Instructional Designer Who Worked for a Family Business, Returned to School, and Switched Careers

Cathy held an administrative role in a family medical practice, but felt she had a talent for teaching and would describe herself as a “visual” person who sought high levels of engagement as an essential part of her next job.

After taking stock of her needs with a careful self-assessment, Cathy decided to pivot and pursue an education in learning and development. Then, she quit her job and launched her new career.

Cathy’s challenges seemed impossible odds: mid-careerist with an advanced degree in an unrelated field, having minimal relevant work experience but a passion for the subject matter.

Consider: Part-time jobs can provide temporary solutions — generating income plus increasing networking and other opportunities.

When several months of unsuccessful job hunting depleted her financial resources, Cathy started work at a bakery department in a grocery store chain to supplement income and experience human interaction, satisfying two personal needs while unexpectedly fulfilling a third, professional need.

After a few days on the job, her instructor instincts took hold. Cathy found herself creating process flows to track the “how to” of procedures, including taking over-the-phone orders and preparing the “hand off” process for employees starting the next shift. One small but important step to stay relevant, flex her training skills, and boost confidence as she continued her search.

Cathy’s New Job and Career:

Cathy is now employed and creates Train the Trainer courses for nurses in health-care facilities. She believes she sealed the deal with her dazzling, visual skills embodied in a PowerPoint presentation delivered via Zoom on her final interview.

Learnings from Cathy’s Success:

Prioritize your needs.
Continue a search even with a part-time job.
Have an open mind, and look for opportunities to use your transferrable skills.
If you have the education, but are lacking in experience, demonstrate your knowledge and address any gaps in actual experience with the potential you possess to bring value.

Success #2: Lessons in Upskilling and Job-Search Strategies: The Consumer-Data Analytics Professional Who Created a Scorecard as a Roadmap

Marie had a natural ability to research and assess data, and she leveraged that ability by establishing criteria for her next ideal job. Job search is a two-way street, and she understood the importance of taking inventory of both her needs as an employee as well as the employer’s requirements.

Marie established a scorecard with criteria for the next employer, including compensation, benefits, title, culture, opportunity for growth, etc. The other side of the ledger represented her portfolio of talents, which also served as a sort of gap analysis used as the basis for upskilling efforts.

Marie also kept an eye on market demands, to guide her in the selection of courses and industry events worth attending based on their potential for a return on investment.

Consider: Contract jobs can serve as a bridge to full-time employment, especially when carefully chosen.

When the pandemic hit, Marie had just completed a contract job originally designed as a short-term gig, but one that morphed into a two-year assignment. She learned to never underestimate any job as an opportunity for growth, as a place for learning and certainly as a source of income.

Once Marie launched her job search, she attended industry events and webinars with great attention paid to market trends. Keenly aware of consumer shopping undergoing seismic shifts, she researched the Internet buying behavior compared to brick and mortar in-store experiences.

Marie laser-focused her information, networking with questions for former colleagues based on specific requirements cited in a posting for which she needed more nuanced knowledge.

Marie also used the learnings from network connections to make the best decisions about any gaps in her skill set, then pursued LinkedIn courses, and upped her game with software courses based on their feedback, keeping her finger on the pulse in the consumer products world.

Marie’s New Job and Career:

Marie is now employed as a Category Manager with a consumer-products company, providing consultative services to a pharmacy-store chain.

While the title of the position originally appeared at a lower level compared to her target positions, she understood there were differences in organization structures, continued to pursue the opportunity, and judged the offer against her scorecard. When the terms of the offer checked off the boxes, Marie happily accepted.

Learnings from Marie’s Success

Companies are hiring, but the job you had may not look like the one you are now applying for, so get ready for a changing market.
Mental health is very important and especially difficult to maintain now.
Balance the time spent on job search and take advantage of the activities afforded you with your free-time bike riding, a walk in the great outdoors, even occasionally rising a little later than usual. Once you land a job, your time will no longer be yours.

Success #3: Lessons in Perseverance and Self-Confidence: The Compliance Director Who Never Gave Up His Belief of Finding a Job Match

Mike had a protracted job search, lasting over one year, and could have switched careers or just given up, but he did not. He listened to the collective wisdom of fellow searchers, coaches, and colleagues who suggested he look elsewhere but decided to stay the course. He considered his role in compliance as a calling, rather than just a job.

Consider: Consulting jobs and industry volunteer work keep you relevant, up-to-date, and visible.

Although Mike’s objective was to find permanent, full-time work, he found accepting a consulting job boosted his confidence, filled the employment gap, and provided continuity with his knowledge base. Job seekers may wonder if a consulting job detracts from the search, but this one did not.

To further maintain currency of knowledge and to stay connected, he joined a financial think-tank association. He then served as a volunteer for the association and organized a compliance segment within the group to exchange ideas and develop relationships, building a strong professional network.

Mike’s New Job and Career:

Mike recently restarted his career as Assistant VP with a global insurance company. His cumulative efforts paid off after receiving an employee referral to a position in compliance, but one outside of the SEC-regulated world he knew. Seven interviews and several phone calls later, he received an offer.

While Mike was entering a different setting, he convinced the employer of his ability to create a compliance culture with strong business controls universal to many work environments.

Learnings from Mike’s Success.

According to Mike, the biggest part of transition is “what’s between your ears.”
Seek advice from a diversity of sources, but ultimately decide where you want your career to go, and your willingness to invest the time in the pursuit.
Dealing with rejection can psychologically slow you down, but objectively assessing feedback can accelerate the search.

The Common Denominator for Success

These job seekers were all members of a local Job Search Work Team (JSWT). A JSWT is a structured job-search support group, keeping members accountable. This group was originally conceived by Orville Pierson, author of Team Up! and a former member of Lee Hecht Harrison. In his book, he described the tenets of these weekly meetings.

Here are the rules of engagement followed in the local JSWT group:

Numerical Progress Tracking

Search activities are chronicled to maintain accountability for both quantity and quality, recording the time spent working on resumes and the LinkedIn profile, LinkedIn activities, networking outreach and connections, preparing for interviews, interviewing, upskilling, and associated activities.
Feedback Loop

Barriers to progress are removed by giving job seekers honest, objective feedback.
Shared Resources

Members share search tools available, job boards used, books read, webinars watched, groups joined, experiences encountered; all of which contribute to more efficient and effective tactics.
Shared Job-Hunt Experiences

Members conduct post-mortems on interviews, networking techniques that worked, cover letters that opened doors; all of which add invaluable, real-life perspectives to fellow members.
MORAL SUPPORT

In a world filled with isolation caused by COVID-19, these groups enable you to be in the company of members who have walked in each other’s shoes, who have felt the pain of disappointment, and who will celebrate their successes all along the journey.

In the end, it’s always and ultimately about results these groups achieve. Orville Pierson cites this performance measure in his book: “Team members find jobs 20% faster than non-team members.”

JSWTs are available through some outplacement firms, religious communities, and not-for-profit organizations. If you cannot find a JSWT, look for a local job search support club. Many groups meet now on video via Zoom, Google Meet, or Skype (check the US Department of Labor’s CareerOneStop Job Club Finder).

The Bottom Line:

Research by LinkedIn showed that 96% of employers surveyed would hire a candidate who was laid off due to the COVID-19 pandemic. According to the SHRM’s (Society for Human Resource Management) recent News Alert Bulletin, “about half of the 22 million workers furloughed or laid off at the onset of the pandemic in March and April have now been rehired.” Job search is more of a marathon than a sprint. Remember to always look forward, stay focused, and believe that tomorrow will be a better day.

More examples of Coronavirus job search success.

More About Job Search During the COVID-19 Pandemic:

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