I FINALLY DID IT

Out of the blue, I finally got an offer! For reference, I’m an agency recruiter (I joined this subreddit to help me improve my recruiting/hiring skills) and I’ve been trying to leave my company since October last year. Even as someone who understands hiring, inside AND out, this job market has been ROUGH. This was the 8th company I did a final interview with. I’m lucky enough to job search while employed, but we went through an acquisition starting in October that changed my whole job essentially. I’ve never hated my life more but I couldn’t afford to resign. I interviewed with one of my companies clients since I had the relationship there. GUYS PLEASE DON’T GIVE UP. I can make a separate post if you all would like about resume/application tips. I’m still an entry level professional but I stg I heard back from 25% of my applications.

Editing post and adding tips below. BTW I want to make it clear, everything I have listed out is not an opinion. It is simply what I've observed as industry standards. (I'm pulling these tips from my previous LinkedIn posts) LET ME KNOW WHAT YOU GUYS THINK <3

  • Use a Word/Google Doc ATS-friendly resume. DON'T EVEN USE TEMPLATES OFFERED BY MICROSOFT. Format your resume using bolded/underlined/italicized text. Other things to keep in mind: avoid graphics, keep resume saved as a .pdf, .doc, or .docx, use a traditional font, avoid text boxes, avoid only using acronyms/abbreviations, don't add information into headers/footers

  • Apply to jobs as soon as you see them. After a certain amount of time, recruiters will not look at new applicants when they have already looked at applicants from the first week. They will have already moved on to the next steps. If you are frustrated with not hearing back about applications, check how old the job posting is! The older the job posting, the lower the chance of hearing back from the recruiter! Most job postings won't be taken down until the role is filled.

  • In addition to the above bullet point, applying for jobs on Indeed/Glassdoor is going to increase your rate of hearing back. Anyone can post a couple of jobs on LinkedIn FOR FREE. That’s why there are so many scams. You must pay at least $5/day to keep a posting on Indeed. No person is going to pay $5/day to scam someone. That defeats the purpose. I’m unfamiliar with Monster or ZipRecruiter, but I firmly push candidates to apply on Indeed or Glassdoor.

  • Try to avoid looking desperate. This is what desperation looks like according to this monster article: https://www.monster.com/career-advice/article/proactive-desperate-job-seeker Signs of desperation make hiring managers feel like candidates are pursuing roles for the wrong reasons. They want people passionate about the industry and interested in the role because of the scope of work, or maybe they want someone with a similar mindset. There’s nothing wrong with actually being desperate, though!

  • If you're looking to elevate your resume (and you no longer have access to a career center like you would at a university), I would recommend looking into some AI resume-building tools, especially if you'd like to have different versions of your resume based on the types of roles you apply for. Rocket Resume https://rocket-resume.com costs $1.95 for a 14-day trial and generates resumes with thousands of templates. You can use plenty of other resume generators, but I understand that Rocket Resume has a good reputation. You don't need to use the generated resume; you can choose the parts you like!

  • This is a list of employers that do a lot of entry-level hiring if anyone is interested: https://collegegrad.com/topemployers

  • A guide on how to take a professional headshot https://www.indeed.com/career-advice/finding-a-job/professional-headshots#:~:text=What%20is%20a%20professional%20headshot,as%20your%20head%20and%20shoulders please make sure you have one if you work in a professional setting! Even if you think you have a good picture, you probably still need a professional headshot.

  • You can reply with anything you want to the question, "What do you want to do?" EXCEPT "I don't know what I want to do." This will always be a wrong answer, even for the most straightforward job in the world. An answer like this makes it impossible for the interviewer to determine whether or not you could be a long-term fit for a role they're hiring for. There's nothing wrong with communicating what you want in a job. It helps the talent acquisition team avoid hiring you for a job you know you will hate if you want a tedious job with lots of gaps of free time, great! If you want a job with busy work, great! If you want a job that has a promotion structure, great! Or you can lie and give the answer they want based on context clues :) Just don’t be ambiguous!

  • Another link: https://resumeworded.com/ and it’s FREE to use. It will score your resume (higher scores = more requests for interviews after you apply), and it makes recommendations of things you can change to increase your score! My score was in the high 60s, and I heard back from applications frequently.

  • Please make sure you’re discussing topics like pay/growth opportunities at the appropriate time. A good recruiter will make sure they won't proceed with a candidate if they know they can't provide an offer at least a candidate's bottom line in the first interaction. However, if you begin a conversation with, "If this role can't pay me $XX,000/year, this is a waste of my time", AND the role does pay what you're looking for, your first impression appears rude and impatient. Give it a few minutes. The recruiter WILL ask what you're looking for regarding compensation and raise structures. We want to make sure we're on the same page first.

  • Similarly, if you learn that the pay rate is not as high as you like, you cannot negotiate a higher salary in the first interview. Suppose you want to proceed with the hopes of negotiation (which is best when interviewing with higher offers already on the table). In that case, negotiation can only occur AFTER an offer is received. Regarding growth opportunities, a good recruiter will also ask, "What are you looking for?" This is your opportunity to discuss what you want in compensation, titles, responsibilities, etc. A good recruiter will clarify if the role does offer growth opportunities. If you seek growth opportunities and the role does not provide growth opportunities, the recruiter will pause the interview process.

  • Similarly, if you're looking for a stagnant role and the recruiter wants to hire someone motivated to grow, they will pause the interview process. Do not lie in this stage to win the job. They can sniff you out, LOL. In roles that offer growth opportunities, they want to hire people they believe will go above and beyond. People who go above and beyond earn promotions. Vice versa, if a company is hiring for a stagnant role, they don't want to hire someone motivated to grow, such as a "flight risk," and start the process over again when that hire leaves. Save specific questions about raises/growth opportunities for the final interview stage. As frustrating as this is, requesting this information at the beginning of the process when you haven't gotten far in the interview process appears impatient. We know that you don't want to waste your time. We don't want to waste our time either.

  • DON'T SPAM APPLY TO JOBS. As a recruiter with access to an extensive database, I can see everything that you apply to. I can see this when you apply for 100+ different types of jobs. Unfortunately, in talent acquisition... This can be a red flag. When you spam apply to various jobs, it demonstrates that: 1. You didn't read the job description/requirements 2. You don't have a clear motivation or path to success in your career. Talent acquisition can tell when you spend 10 seconds on your application. This is not going to prompt them to call you. You can apply to many jobs, but there needs to be a theme, such as a career path, industry, skill set, etc. Managers will invest their own time and put their names on hiring decisions. They will not be interested in hiring people who do not have clear goals.

  • Please don't use an unprofessional email on your resume like [email protected] or [email protected]. Make a new one if you have to. It's free and easy.

  • THERE ARE NO RULES TO RESUME LENGTH. Many people will say the ideal length is 1 page, long enough for three jobs with five bullets of description each, a skills section, and personal info at the top. If you are someone who's in the latter half of your career... You have probably worked more than three professional jobs. Maybe you want to delete the earlier jobs since they were more entry-level? However, deleting them may make you appear to have fewer years of experience. Perhaps you took a more straightforward role after losing a more career-relevant job to make sure bills were made, and you're thinking about deleting it, but you don't want to have an extended gap. Everyone has different opinions on handling this situation. What is the best middle ground I can recommend? Just list the earlier or less relevant roles with the following information:

  • Company

  • Start date - End date

  • Job title

  • LIST YOUR METRICS AND ACHIEVEMENTS. If you list “driven” or “natural leader” on your resume, unfortunately, no one will take that seriously. However, mentioning KPIs and achievements will be taken very seriously. Describe your KPIs, the projects you lead, the #people you trained, the methodologies/software you've implemented, the money you've saved, the processes you've improved, or even the volume of your bare minimum duties.

  • FOLLOW UP WITH A THANK YOU NOTE TO STAND OUT. I wouldn't say thank-you notes are standard for many interviews, but 9 of 10 times, when a candidate has the initiative to write a thank-you note, I witnessed an offer follow! You can still get an offer without one, but if multiple people are interviewing for the same role, who do you think will stand out the most? Some main points to hit on:

  • Thank them for their time

  • state what you learned

  • state what interested you

  • double-down on why you think you're a good fit (review the job description before answering)

  • reiterate that you're interested

  • When interviewing, candidates always seek out and focus on the most challenging questions that could be relevant to their role. Many forget to be prepared for the easiest, commonly asked questions and get tripped up during the interview. Below are some examples:

  • Why do you think you're a good fit for this role? (please review company/job information before you answer this)

  • Why are you interested in this role?

  • Where do you see yourself in 5 years

  • What do you know about the company/job?

  • When I prepare candidates before their interview, I always tell them to have questions prepared at the end. Below are example questions I provide that are appropriate for all levels of roles:

  • What would a typical day look like for this position?

  • What qualities would make me successful in this role? 

  • Is there any training to be expected?

  • What will I be evaluated on?

  • Who will I be working alongside?

  • Some things I specifically tell my candidates not to say in their interviews: -don't say you don't have any questions (makes you appear disinterested) -don't negotiate a salary (wait until you've received their offer) -don't speak negatively about previous employers -don't use inappropriate language -don't tell the interviewer, "It's in my resume." -don't beg or tell the interviewer that you NEED the job -don't say you don't have questions about what the company is or express that you have no idea what the company does -saying you are "willing to do/learn anything" (this demonstrates that you aren't interested in anything specifically, especially when their hiring manager is looking for someone passionate in the specific subject) -admitting you don't have that much experience (be confident, you looked good enough to interview on paper!) -saying "I don't know" or one-word responses -not going into detail with your answers (you're most likely interviewing with someone who's not in your field; you need to convince them that you know what you're talking about) -discussing your professional ambition to grow quickly, whether that means promotions or starting your own business (this may make you appear like a flight risk instead of super driven)

  • If you are going to advertise on LinkedIn that you are on the job market, you need to make sure that your account is open to accepting InMails, and no one needs to enter personal information to message you! Nothing is more frustrating than finding the PERFECT candidate open to work, but they make themselves UN-CONTACTABLE. So check your LinkedIn settings.

  • Here are some things to look for when identifying who you should use as a reference

  • Someone who remembers you. If your reference is from 7+ years ago, they probably won't remember most of the details that a recruiter/hiring manager will ask them about. Please get in touch with the people you plan to use before listing them as a professional reference. You will look silly for using someone who says, "I can't remember if they made a lot of mistakes; it was ten years ago."

  • Someone who can speak to your skills. The recruiter will ask for your reference to describe the skill sets you're applying for. They should have a relevant background. Do not list your warehouse manager from college for a data analyst role or a person from HR that you were buddies with from your old job for a new finance role. (They also need to know what kind of software you use daily and what it is used for! )

  • Someone who can speak to how you should be managed. Typically, references should be supervisors or managers. However, it may vary from hiring manager to hiring manager. Sometimes, hiring managers will want to know how you should be managed. Whether you're comfortable working closer to your manager, if you need more space to be independent, and whether your strengths and weaknesses complement their current team and culture. A manager or supervisor can best answer these questions.

  • The place of work you and your reference shared must be listed on your resume. A reference can also be used for a work verification/background check. If your ex-colleague feels important enough to list as a reference, the workplace you shared MUST be your resume.

  • There is no ideal length for a job description on your resume. It's hard to jam years of work onto a sheet of paper, but I will say that if one job description is over half a page, it’s probably too much. I can only speak to my experience, some recruiters, and some hiring managers, but no one will read a full page of bullets. Hiring managers won't check word counts like your professors and teachers did. They don't have time for that. Stick to the keywords/duties and quantifiable achievements.

  • Far too often, I come across applications from resumes listed in cities or even states away from the location of the job posting. Usually, I presume that this is a mistake. Still, when I do decide to call, since some people are willing to commute up to an hour, it’s usually due to applicants not updating their resume after relocating. UPDATE THE LOCATION ON YOUR RESUME. I am not a hiring manager. A hiring manager will not pursue someone who is located too far away. They will assume that you applied by mistake and won't even consider you an option. If you have issues hearing back after applying, ensure you have the correct location.

  • Before spam applying to 50 job postings, look at 5-10 job postings you like and review the descriptions and requirements. Do they require experience with certain software or specific duties? CRM? ERP? Maybe even just Microsoft Excel??? IF YOU HAVE THE SKILLS ON THE POSTING, MAKE SURE THEY ARE ON YOUR RESUME. Similar jobs will have similar requirements. If you are applying to similar jobs but don't have the specific software/skills ON YOUR RESUME, you will be DISQUALIFIED. No one will call you and ask, "Have you worked with Oracle?". Hiring managers will focus on the people they KNOW have the skills instead of spending 10 minutes on the phone trying to figure out if someone else does as well. You will get exhausted and disappointed from spam applying without making the proper adjustments to stand out. A few alternations could mean breaking through the first stage and getting that job offer. I would recommend seeing if AI could generalize 10+ job descriptions so you could figure out what to add to your resume! After all, it’s simply a matching game.

  • Grammar isn't going to be make-it or break-it with every hiring manager, but it’s better to be safe than sorry! When writing job descriptions, please ensure your past roles are described in PAST-TENSE and your present role (if applicable) is in PRESENT-TENSE. Bad grammar could indicate a poor candidate due to a lack of detail orientation, inadequate writing skills, or simply whatever a hiring manager would imagine. Please don't allow a hiring manager to make up their own stories about you before talking to you! They will always be bad stories.

  • Not only am I sourcing talent through resumes, but I am also sourcing talent through LinkedIn. Similar to the infamous keyword searches you've heard of in resumes, there are keyword searches on your LinkedIn profile! Here are some tips you can use to improve your LinkedIn profile. Use it like a "social resume" and make it more keyword-search-friendly. Ensure your LinkedIn profile is updated and has nearly identical information to your resume. Copy your job descriptions on your resume and paste them to your job summary on LinkedIn. Copy your resume overview and paste it into your LinkedIn "About" section. Add the skills listed on your resume to the bottom of your LinkedIn so your peers can endorse them! Copy the achievements listed on your resume and put them in your header! EVERYTHING on your resume should be on your LinkedIn. Similarly, ensure you provide some contact information on your profile if you know you won't be active enough on LinkedIn to check your messages every few days.

  • You don't need to blow up your resume with keywords, but you can use the footer on your resume to throw in some keywords and change the font to white. This allows your resume to appear in a keyword search without messing up the format of your existing resume.

  • Bring multiple copies of your resume to your in-person interviews! Give a copy to everyone you sit down with, whether it's a shadow or someone interviewing you. It makes you appear prepared, AND being able to read what someone has done is easier to remember than listening to what they've done.

  • Don't be afraid to create a cheat sheet to bring to your virtual or in-person interviews! Google a list of commonly asked questions for your role and prepare answers in a notebook or digital document. Store it in a folder or binder, and bring this prepared list for your interviews! This will make you appear prepared and proactive. In addition, it can help you answer questions clearly and make you feel confident. Just don’t read directly off of them. Interviews aren't a memory test, just a conversation.

*DONT PICK UP THE PHONE THE FIRST TIME YOU ARE CALLED. Let them leave a message, review the job you applied for (you will be asked why you applied/what interested you) THEN CALL THEM BACK