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June 20, 2024 0 Comments

Manage Your Image Prior to the Big Job Interview

Not that long ago, employers relied on interviews, reference checks and resumes to determine whether or not they wanted to hire someone. These days, business owners use a variety of other methods to decide if someone is hire-worthy. Some business owners will look into your background as part of the screening process; this may include asking you information about your educational background, any criminal records, your financial history, and the way in which you use social media, the U.S. Equal Employment Opportunity Commission notes. Potential employers may also do a background check, which can include looking up a credit report and any past criminal activity, and they will probably spend some time online learning what they can about you and your activities.

Here are some interview tips to prepare for the background screening and help ensure that your image is as upstanding, responsible and professional as possible.

Research yourself

Since employers often use a search engine like Google to learn more about you, beat them to the proverbial punch and research yourself, Lifehacker suggests. Hopefully what pops up will be a pretty accurate representation of who you are, including recent achievements and awards, articles that may have mentioned your name, and social media profiles. If your name is fairly common or if you are in the unfortunate situation where your name is the same or close to some notorious individual, you may want to go ahead and mention this during the interview. You could even add links and URLs to accurate articles about you to your resume.

Make sure your driving record is spotless — or close to it

Many employers will want or even require that you have a clean driving record. In addition to being a good indicator of responsibility and competency, a lack of tickets and other moving violations can show your future boss that you are capable of good decision making. Of course, this is especially important if the job involves any kind of driving. If your license has expired or if you have recently moved to a new state and you have not been down to the MVD yet, do everything you can before your interview to make sure your driving records are up-to-date. For example, if you just moved and you need to get your driver’s license, you can prepare for your exam by taking the permit practice test online at DrivingTests.org.

Clean up your social media act

Chances are good the person who will be interviewing you will look you up on social media sites. Take the time and go through all of your pages and remove anything that might be remotely questionable. This includes those fun pictures taken of you at that party on your Facebook page — you may not have been doing anything wrong, but it’s probably best to err on the side of caution.

Also, as Wisconsin Job Center notes, never speak poorly of your last boss in a job interview. If you ever did any complaining about your job, boss or co-workers on social media sites, take those comments off, pronto. Assume that your potential future boss will scroll through some of your Tweets, so go back and remove any that make you look less than positive. In addition, if you have a page on LinkedIn, make sure your profile is up to date with your latest job history and references.

Take these interview tips to heart — do anything you can to make sure that whatever someone learns about you online will increase, and not decrease, your chances of being hired.

Check out these other great articles about job search tips as a work from home professional. Also check out our current job postings for mom professionals.

 

 

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February 10, 2024

How Employee Advocacy Can Help You Attract and Recruit Talent

Your employees are your greatest brand ambassadors, and they could be the key to streamlining your hiring process. A record number of people have been quitting their jobs, and recent statistics show they’re on the hunt for opportunities that will offer better pay, professional growth, and work-life balance.

As job hunters become more particular about what they want, recruitment teams are facing new challenges in filling their teams with talented individuals. In a candidate’s market, one of the most effective ways to get through to great candidates and show you have a positive company culture is to use employee advocacy recruiting.

Why employee advocacy recruiting works

Nothing gets through to candidates quite like hearing from an employee about the company culture, growth opportunities, and day-to-day tasks. People are more likely to trust a message from your current employees over your HR team. 

Even the most diligent recruiters and HR staff who have taken the time to really understand employee values are still a less trustworthy source because they haven’t experienced the work first-hand. 

When employees who know everything about your products, services and company culture share their experience organically with people in their circles, this personalized approach helps your brand increase its social reach significantly.

5 tips for successful recruitment through employee advocacy

Here are a few tips on leveraging employee advocacy for your recruitment needs.

1. Put yourself in the shoes of potential candidates

When screening potential candidates for hire, your primary goal is to fill vacancies with the best talent. For this to happen, you must overcome obstacles standing between you and the strongest candidates.

The key is to reach candidates towards the top of the funnel (before they’ve even begun searching for a new job) and build brand awareness, so that when talented candidates decide they’re ready for a career shift, they’ll already have your company in mind. 

This is why it’s especially important to consistently share glimpses into your winning company culture through the eyes of current employees. The most effective messaging isn’t the one with a sense of urgency. 

2. Ensure company public profiles are up-to-date and transparent

Before your target audience forms an opinion about your company, take control and be upfront about your policies and values. Having an authentic voice helps to attract and retain employees you can trust.

The first way to ensure transparency is to provide relevant, up-to-date information on your company’s official site and other social media platforms. For example, you can start by updating your “about us” page to reflect any recent changes in staff or add more value to existing company profiles.

Take some time to navigate your company page from the perspective of someone who has just learnt about your company, and take note of any questions a candidate might have. As they research your company, they should be able to connect the names and faces of the people they see on LinkedIn and other social media sites and walk away with an impression of what your company culture is like. 

3. Make it easy for employees to post on social channels

Your employees already have a lot on their plate, and advocating your brand on social media can seem like an added responsibility. To make employee advocacy programs as effective as possible, the least you can do is streamline the process.

There are many ways you can encourage your employees to get your brand message out there. You can start by providing helpful tips and training. Your employees might be experts in their field, but not everyone regularly shares their personal life on social media. Don’t assume that your employees will automatically know what and how to share.

Train them on promotional messaging and share tips like how to optimize their social media profiles, the best times to post, and topics they can share. Training makes your employees confident enough to promote your company on social channels.

You can also create an internal hub of shareable content. This makes it easy for employees to share consistently on social media, because they can simply add a personal comment and share the post with their personal network. 

4. Encourage employees to review the company online

Most potential candidates will look up your company on anonymous review sites like Glassdoor when deciding whether to apply for an open position. Use them to your advantage by asking your current employees to leave reviews.

Employee reviews are beneficial in several ways:

  • They influence job hunters’ decision-making
  • They have higher credibility than reviews tied to a name or account
  • They help increase your brand’s online presence
  • Reviews are direct feedback on company culture and potential workplace issues

These reviews are an essential part of your brand messaging, as they are seen as a trusted source of information. To preserve the effectiveness of these sources, don’t instruct your employees on how to leave feedback. Glowing reviews and five-star ratings come across as disingenuous and may actually ruin your company’s reputation.

If you want to improve an existing poor rating, try providing employees with suggested points to hit in their review (such as workload, culture, or management style) that you think will reflect well on the company. 

It’s also vital to read these reviews thoroughly so you can gain insight into issues that might need fixing. There could be issues that you’d never hear about unless feedback is collected anonymously. 

5. Don’t micromanage the process

It’s essential that the content your employee advocates write sound natural. Unlike your other promotional and marketing strategies, your employees should take the lead on this one.

As you review your employees’ posts, don’t worry about whether their content matches your ideal brand voice. Hyper-focusing on voice will result in buzzword-filled, unnatural and generic content that comes off as inauthentic and forced, thus undermining the point of employee advocacy entirely.

 

Ida Pettersson is a Content Writer at Resume Genius who enjoys supporting job seekers as they plan their next career moves. She graduated from New College of Florida with a double major in Philosophy/Chinese Language and Culture. In her spare time, Ida enjoys hiking, reading, and gardening.

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July 24, 2023

4 Reasons You Haven’t Landed a Job Yet (and How to Fix Them)

Are you a job seeker who is feeling frustrated about not getting job offers? If so, you’re not alone. Many job seekers struggle to get their foot in the door and land their dream job. The good news is, there are a few common reasons why you may not have had success yet, and there are strategies you can use to fix them.

1) Customize Your Cover Letter

Your cover letter is your first opportunity to impress a potential employer. If it’s not up to par, your chances of getting called in for an interview significantly decrease. If your cover letter sounds like a template that you copied and pasted, the hiring manager is likely to toss it aside. Instead, tailor your cover letter to the company and position you’re applying for. Show that you’ve done your research and understand the job duties and mission of the company.

A cover letter should be concise and to the point, highlighting your relevant skills and experience. Aim for a cover letter that is one page or less. Take the time to proofread your letter multiple times and have someone else review it as well. It’s important to present yourself as a detail-oriented candidate. And while it’s important to showcase your skills and experience, your cover letter should also address the needs and interests of the company. Highlight how your experience and abilities can benefit the organization and its goals.

2) Clean Up Your Resume

Your resume is essentially your ticket to securing a job interview. If you’re not getting any calls or email responses after sending out your applications, it may be time to take a closer look at your resume. One common mistake job seekers make is submitting a generic resume for all job applications. Your resume should highlight relevant experience and skills specific to the jobs you are applying for. This may mean that you spend some time customizing your resume to address the specific experience and skills requested in the job post. It may take some extra effort but will definitely increase your chances of being considered for the position.

However, don’t just list your responsibilities – provide quantifiable examples of how you added value to your previous roles. This could include increased sales, improved efficiency, or successful project outcomes. Showcasing your achievements gives hiring managers a clear understanding of the positive impact you can have on their organization. Ensure your resume is easy to read, with clear headings and bullet points.

3) Brush Up On Your Interview Skills

You might have a fantastic cover letter and an impressive resume, but if your interview skills are poor, it could be the reason why you haven’t landed a job yet. An interview is your chance to make a good impression on the hiring manager, show your enthusiasm for the role, and prove that you are the right candidate for the job. Going to an interview without researching the company and the role can be a deal breaker. It shows that you are not serious about the job, and you have not put in the effort to understand the company’s values, culture, and expectations. 

Communication is key in any job, and it is essential during an interview. You should be able to articulate your thoughts clearly, listen attentively, and respond appropriately. If you struggle to communicate effectively during an interview, practice with a friend or family member beforehand, or consider taking a public speaking or communication class. An interview is also an opportunity to show your passion for the job and the company. If you appear disinterested or unenthusiastic, the interviewer will assume that you are not excited about the role. Show your enthusiasm by asking questions, sharing your ideas, and highlighting your skills and experience.

4) Giving Up Too Quickly

It’s important to keep in mind that the job search process can take time, and rejection is often a part of the process. It can be discouraging to not hear back from employers or to receive rejection after rejection, but it’s important to remember that every “no” brings you one step closer to a “yes.” Instead of giving up, job seekers should use each rejection as an opportunity to reflect on what they can do differently in their job search.

One common mistake that job seekers make is not following up with employers after an interview. Sending a thank you email or note can not only show your appreciation for their time, but it can also remind them of your interest in the position. Also, don’t just limit your job search to only one or two companies or job titles. Expanding your job search to other companies or job titles that align with your skills and experience can increase your chances of finding the right job.

It’s important to remember that the job search process is not easy, but persistence and patience are key. Don’t give up too quickly – keep applying, following up, and expanding your job search until you land your dream job.

If you have reviewed your information and practiced for interviews but still find yourself struggling, then we are here to help! Work with our HR experts to review all of your application materials and coach you through some common interview questions in our job seeker training.

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November 5, 2022

How to Prepare Your Resume for a Remote Work Position

Guest Contributor: Corissa Peterson

Working remotely has become common and acceptable in the last few years. According to Forbes, 97% of people working from home don’t want to go back to work at the office, and an increasing number of companies offer either fully remote or hybrid positions. 

But if you’re looking for a job that lets you work from home, you’ll need to prepare a resume tailored for a remote position. Hiring managers want to know that you can handle the challenges inherent to remote work, so it’s important to make sure your resume demonstrates your qualifications.

In this article, we’ll show you how to customize your resume for an out-of-office job:

Tailor your resume introduction

An effective resume introduction can determine whether a hiring manager looks closer at your resume or simply skims it. If your resume summary impresses them, they’re likely to give your resume a thorough look. If not, it will probably wind up in the “no” pile. 

Your resume introduction is your first chance to catch a hiring manager’s attention in a positive way.

In this section of your resume, you need to make it clear that you can succeed in a remote position. Think about the job requirements and how your specific experiences and skills mesh with them.

Consider this example of a well-written resume introduction.

  • Award-winning graphic designer with six years of experience working remotely to create logos, product illustrations, ad graphics for print and digital assets, and web design. Work independently to develop graphics using Adobe Illustrator, Canva, and Affinity Designer, collaborating with others via Figma and Trello as needed

Remember that the hiring manager will see this short paragraph first, so you need to make every word count. 

If you need help crafting a strong resume introduction, consider using an online resume builder. Resume builders can help you write an industry-specific resume summary that pairs your experiences with the job requirements.

Demonstrate your remote work skills

For a remote job, employers want to know you can work effectively outside of the office. To show them that you’re capable, you need to demonstrate your remote working skills. 

Make sure to showcase both hard and soft skill sets that are relevant to remote work. Hard skills are specific skills you’ve acquired through hands-on experience or training, like use of specific software. Soft skills like time management are also incredibly important for success as a remote employee. 

If you can demonstrate that you have both the hard and soft skills necessary to succeed in a remote position, hiring managers will take your resume more seriously, and you’ll be more likely to get an interview.

Remote work hard skills

Employers will be more willing to consider you for a remote position if you already have the necessary hard skills. Often, this means familiarity with specific software, including project management tools and team collaboration platforms. 

Showing employers that you have these skills demonstrates your added value, and lets them know that they won’t need to invest a lot of time training you in new tools. 

Here are some examples of hard remote skills to include in your remote work resume:

  • Asana
  • Trello
  • Scoro
  • WorkZone
  • HubSpot
  • Zoho Projects

By including these hard remote skills, you can show the hiring manager that you’ll be ready to jump in and collaborate with their team and start making valuable contributions immediately.

Remote work soft skills

When it comes to hiring people for a remote position, it’s important for employers to know that they’re hiring someone they can trust. If you can show an employer that you’re responsible, trustworthy, and can get work done without their supervision, then you’ll increase your chances of landing the job. 

Some soft skills that show employers you’re a capable remote worker include:

  • Self-Motivation: You need to have the skill of self-motivation to work towards your employer’s goals on your own. Show this on your resume by describing an accomplishment you pursued and completed on your own, like completing a programming course you took to develop your skills and elevate your professional performance.
  • Time Management: Do you manage your time well? Employers want to ensure they don’t have an employee who wastes time. Add this soft skill to your resume by relaying a time you managed a tight schedule calmly and successfully.
  • Communication: Good communication skills will ensure that you can effectively navigate the channel of communication with your boss and colleagues while you’re working remotely to make sure everyone is on the same page. To demonstrate your communication skills, include an example of how you solved a problem using strong communication.
  • Organization: If you work remotely, you must be able to keep everything organized, from your home office setup to your work projects and schedule. To show off your organizational skills, think of a time when you brought order or structure to a messy system. For example, perhaps you introduced an office management tool or streamlined an outdated process.

When people think of including skills on their resume, they usually think of a list under a “Skills” section. And while it’s fine to add your skills here, this section is better saved for industry-specific hard skills and maybe two or three relevant soft skills.

Finding ways to demonstrate your soft skills in your work experience section is a better way to include them on your resume, as this shows employers the context for your soft skills and how you’ve used them in the past to benefit your employers.

For instance, here’s an example of how to demonstrate leadership in your work experience section:

“Led a team of 10 software engineers in creation of a new app, communicating with all team members and across departments to ensure clarity of goals. Project was completed on schedule and under budget and the app received an average star rating of 4.9 and raised revenue by 5%.”

Highlight your remote work experience

Demonstrating your past remote experience significantly strengthens your application, because employers can see that you’re already an accomplished remote worker. 

Here are some tips and examples to help you highlight your remote experience:

Make it explicit

When writing your resume, the most straightforward way to highlight your remote work experience is to explicitly mention it in your work experience section. There are a couple of ways to do this.

  1. If you worked from home or out of a virtual office, write “Remote” instead of listing the location of a job under your title and company name. 

Here’s an example: 

Customer Service Representative

Jane’s Footwear, Jan 2020 – Present
 Remote

Making this simple change will draw attention to your remote work and immediately let employers know that you’re experienced.

  1. Describe your remote experience in your bullet points

For example:

  • Worked remotely to answer an average of 100 customer calls each day, providing information about products and services, helping customers with complaints, processing returns, and taking orders.

Consider making a dedicated remote work section

If you have two or more remote work experiences, consider listing them in a separate section titled “Remote Work Experience.” A section like this will draw attention to your extensive remote work experience, and show the employer that you have the capability to succeed at a remote job.

Here’s an example:

Remote Work Experience

Real Estate Acquisition Sales Specialist

Jayden & Lewis Realty

June 2019 – Present

  • Manage sales leads and discover prospective buyers
  • Place calls to possible sellers to understand their needs and concerns
  • Use CRM Daily to stay up-to-date and on task 

Adding a distinct remote work section to your resume will ensure that hiring managers pick up on your experience and take that into consideration when vetting your application, giving you a better chance at winning an interview. 

Quantify your remote work successes

You need to include specific facts and figures to quantify your accomplishments in a remote work setting. Hiring managers don’t just want to know that candidates have remote work experience, they want to know that the candidates were able to perform at or above expected levels. 

Anyone can say generic things about their remote work experience, but when you use numbers to back up your experience, you create a well-defined picture of your abilities. Being exact and including details shows the employer that you can excel in a remote position. 

Add your remote work experiences with precision, quantifying them with facts and numbers, like this:

  • Managed sales team remotely to improve company’s customer service, increasing customer satisfaction by 50%.
  • Created a new company website, collaborating with writers and designers, resulting in a 90% rise in website traffic compared to the previous website.

Adding numbers to your experience helps put your achievements in context for employers and makes your resume more compelling. By making sure to quantify your remote work experience, you demonstrate the tangible benefits you can bring to future employers.

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Corissa is a Career Advisor and Staff Writer at Resume Genius, where she loves equipping others with the tools they need to pursue their dreams. She graduated from the University of Colorado at Boulder with a degree in Philosophy and a certificate in Peace and Conflict Studies.

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May 9, 2022

How do I answer job interview questions?

You already know what you’re going to be asked:

What are your strengths? What are your weaknesses?

Why are you interested in this position?

Do you have experience with x, y, and z?

Every interview, you’re asked the same handful of questions. But, here’s the hardest one yet: do you know the best way to answer job interview questions?

Employers want to know that YOU know your stuff.

We recently participated in an interview for a marketing assistant position. When the job candidate was asked if they were familiar with Photoshop, they said yes, and then they defined what Photoshop is. While employers are happy to hear you know what is being discussed, they want to hear HOW you use it. Instead of defining it, explain that you’ve used Photoshop for many years to edit photos, specifically removing backgrounds and changing colors. Mention a couple of specific projects you’ve used it for.

On the flip side, if you have some of the qualifications mentioned in the job description but not all, let the job interviewer know that. Be honest, but tie it back into experience you DO have. Maybe you don’t have Photoshop experience. That’s fine! Maybe you have experience with Canva or Picsart instead. Let your potential employer know that you are happy to learn Photoshop, but in the meantime, you’ve used Canva or Picsart to create assets and do some photo editing within that online service.

Pay attention to who is in the interview.

Tailor your job interview answers based on who is in the interview with you. Are you interviewing for an accounting position, but a normal HR rep is conducting the interview? Or are you interviewing with the lead accountant? If it’s someone unfamiliar with the technical details of the position, make sure to not spend too much time on super technical answers, and don’t just use big buzzwords to sound fancy. For example, let them know you’ve used Quickbooks in the past to run revenue reports, but don’t go into a step-by-step process of how you ran those reports

If you find yourself with the lead accountant, take some time to get technical with answers of how past experiences apply to this new position; using the example above, mention that you’ve used Quickbooks to run reports for monthly and quarterly pre-tax revenue data points. This demonstrates that you really know what you’re talking about, and this can turn the job interview from an interview into a conversation. We’ve certainly found ourselves a time or two laughing and joking about crazy technical aspects of the job that we encounter daily.

The third option here is that perhaps you’re not sure what your interviewer’s level of comfort is with the topic at hand. Don’t be shy, ask them! Let them know you don’t want to waste their time with too vague or too specific of answers. Never be afraid to ask questions, and always try to ask a few of your own.

Employers ask strange questions out of the blue to see how you handle the unexpected.

Sometimes, you might find yourself being asked something that seems out of left field! One time we were asked, “What’s the most inspirational thing you experienced while traveling?” No, the job was not travel related!

Job interviews can be nerve wracking as is, so if you find yourself freezing up with a weird question, don’t worry about it. Let the interviewer know you weren’t expecting a question like that. If they admit it’s something along the lines of seeing how you handle unforeseen things, then bring the interview back to the job description and how your experience fits that. Give specific examples of how you’ve handled unexpected events. Then come back to the original question. If you can answer it, great! If not, just admit that’s a question you need to think on a little more.

A more tame version of this that we have encountered is that some employers have asked, “What are three values that matter the most to you in your life?” This question is a bit easier to tie into your past job experience, but it’s not a super common one. In one instance, an employer asked for the answer in a rapid response style to see what came to mind first. Answer honestly, then mention specific times you used those values in the workplace.

That all sounds great…but HOW do I answer job interview questions?

Let’s break it down:

  1. Give specific answers about past experiences.
  2. Bring the questions back to the experience you DO have that you bring to the table.
  3. Ask your own questions!
  4. Everyone is human. If you freeze up or stumble, admit it!

And if you need more resources on answering job interview questions, check out the 7 Tips to Rock Your Remote Job Interview. But really, when it all comes down to it, we are all human. If you get a weird question or your mind goes blank, let the interviewer know. We’ve all been there!

Before your interview, go through the list of qualifications the employer is seeking. Write down specific examples of how you’ve used those qualifications in the past, or come up with a list of things that are similar that you can mention instead if you don’t have exactly what’s mentioned in the job description. Having your notes nearby can help. Ask friends, family, even your kiddos to help interview you! In fact, kids say the darndest things (right?) so they might be a great way to prepare if they are old enough to help; it can even be a fun little game to play!

Now we want to know, what’s the WEIRDEST question you’ve been asked in a job interview? Reach out to tell us!

 

 

 

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March 7, 2022

Embrace change: Top 3 Talent Acquisition Trends for 2022

The lasting implications of the pandemic and ongoing digital transformations within our working cultures mean that HR managers are dealing with more challenges than ever. Government payouts and forced remote policies are complicating hiring processes, while reimagined trends and new standards for consumer interactions are shaping what employees have come to expect. This leaves us with the decision to lay off employees, reposition them, or hire people with different skill sets.

It’s undeniable that finding talent might get quite expensive and time-consuming. According to Employee Benefit News, employers spend around 33% of a worker’s annual salary during the replacement process. And it takes approximately 24 days to hire someone—not including reviewing resumes to find the best candidates.

Due to the Great Resignation, the talent pool is wider than ever. The crux of the matter is that many of millions of job seekers don’t have enough experience to do the new jobs requiring new skills. Employers are facing a maze of challenges—and they need to find a way out to stay competitive in the market.

I have worked for years to upskill women and help them find flexible work opportunities. But the current work market needs are broader than that. Here’s my take on what you should do to navigate today’s recruitment challenges, only aggravated by the Great Resignation, pandemic, and global competition over talent.

Upskilling and reskilling to optimize employee performance

Transitioning existing employees into new positions is more cost-effective than recruiting. Furthermore,  workforce training allows companies to maximize employee potential and workers to keep their jobs by expanding their skills to different areas.  

A Gartner report shows that 33% of the skills listed in a typical job posting in 2017 are no longer necessary, and new job posts require 10% more skills than previous years. For instance, collaboration platform management, data engineering, being bilingual, and customer empathy are some of the skills in demand for tech companies.

The first step is to identify what kind of skill sets you need to have to run your business effectively and successfully. Then, you can pinpoint what’s missing and find out whom you need to train to close current gaps. Ultimately, team leaders should outline the roadmap towards growth—employee plans should include goals, training schedules, and a target date for completion.

Second, inspire your employees to join upskilling programs. You might want to avoid employee burnout. Remember that they are already very busy and often feel that they don’t have time to learn new skills. By setting learning time into the workload, you can encourage your employees to improve their skills. 

This way, you can have more qualified employees as well as foster loyalty. According to research by IBM, employees are 42% more likely to remain with a company long-term if they received training that helped them perform their work at a higher level.

As an added benefit, upskilling increases employees satisfaction and retention. The statistics are astounding. Companies with a comprehensive training program have a 218% higher income per employee than companies that don’t. They also have a 24% higher profit margin than companies that spend less on this kind of employee development. 

Industry giants have already put a significant amount of money into upskilling. For instance, Amazon invested  $700 million in training programs. I can hear you saying, ”After all, they have all the money—it’s Amazon.” You also have many options. Encourage knowledge sharing and empower collaborative work in your organization. Workshops can be more informative and inspiring than you might think. Creating a safe zone where constructive criticism and feedback are appreciated will help you point your employees in the right direction.

Take your time to explore platforms like Udemy, edX, or Coursera if you don’t have in-house training opportunities. Besides, some Ivy League universities share their lectures on YouTube. When you have the budget, you can offer to pay a certain percentage of tuition and fees towards a certificate or diploma in qualified fields of study.

Advance recruiter expertise for a better employer brand

According to Glassdoor, 86% of job seekers look at a company’s reviews before applying for a job—your reputation precedes you. But an interview with recruiters is the first personal connection with the company, putting significant responsibilities on recruiters’ shoulders. Not doing the job well means time and money lost as well as employer brand damage.

Make sure that your brand ambassadors—recruiters—represent the company in the best way possible. People say that ‘’The best interviews flow like a conversation rather than an interrogation.’’ It might be true—but it has some issues. You can go off the topic and leave some important questions unanswered. Moreover, being like-minded and having common interests can cloud one’s judgment. 

A structured interview helps you be clear about the role, set your expectations and non-negotiables in a candidate, such as skills and traits. This way, it’s more likely that you provide a better candidate experience. Why does it matter? Because 26% of people decline an offer because they had a negative experience during the interview process. 

Along with the skill sets, it’s key to identify if the candidate is a cultural fit for the team. In this context, I refer to goals and missions for both employers and employees. Choosing someone who is skilled but not a good match for your team can impact overall performance, success, and even disrupt company culture. 

Ask the candidates what type of work environment they are most productive in and what management style motivates them. You can also ask if the candidate has any concerns about your company culture based on their research before the interview. The answers will help you understand what the applicants are looking for. 

Lastly, word travels fast. Any negative experience will come back to you as comments on social media accounts, affecting your employer brand. If this has happened to you before, make sure that your HR team gives the appropriate answers. Job seekers are more likely to apply if your company actively manages its brand by responding to reviews and communicating on social media.

Remote work for freedom and flexibility

After getting a taste of freedom, many employees don’t want to go back to the office. One of the most notable benefits of working from home is being able to have a better work-life balance. On top of that, people can plan their days, have more flexible and appealing childcare and eldercare options as well as reduce some expenses. 

From an employer’s perspective, offering remote work is rewarding. Some recruiters simply realize that virtual interviews and remote recruitment are time-saving and efficient methods. Most importantly, offering remote work makes your talent pool the talent ocean.

Even if we’ve been talking about the benefits of working remotely for some time, 44% of companies still don’t allow it—and these companies are limiting their talent pool by simply not offering remote work opportunities. Your ideal candidate might be miles away from you—don’t let distance come between you and top talent. 

Digital nomads are living proof of rising remote work culture. There are more than 15 million digital nomads from the US alone. The ability to work from anywhere in the world, higher salary expectations, and flexibility won’t let digital nomad growth slow down.

Besides offering remote work, consider paying a competitive salary, offering out-of-the-box incentives and bonuses—while creating a work culture that attracts ideal candidates, you can boost employee satisfaction.

The bottom line is that the talent is out there, and you need to ensure that you set a productive environment for the arrival of future candidates and employees.

 

 

 

 

 

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September 13, 2021

How to Hire a Superstar in a Sizzling Job Market

Hiring is tough for everyone right now–big and small businesses alike are struggling to find the right people. But, as a small business owner, there’s a tremendous pool of workers that you can tap into–moms who are ready to leave the rat race and find work-from-home positions that provide flexibility and meaning. 

The pandemic forced many families to re-evaluate the work-life balance equation and prompted people to reconsider their career trajectories to determine if they are on the right track. Prudential, the global financial services giant’s latest Pulse of the American Worker survey, found that 48% of Americans are rethinking the type of job they want post-pandemic. According to the research, work-life balance is one of the drivers behind the shift.

These changes are leading to the “great resignation” or the “great reshuffling” that you may have heard about. Many are willing to trade the perks and income of a large employer for a more flexible job where they can contribute in a meaningful way. 

As a small business owner looking for a remote team, you are perfectly positioned to scoop up these workers who can bring a wealth of knowledge and resources to the job and your business.

Here’s your guide to tapping into this valuable talent pool to grow your business and add talent that might not ordinarily be available.

 

Focus on Moms 

Focusing on moms is a great place to find your next superstar employee. As the light starts to appear at the end of the pandemic tunnel, many large employers are plotting return-to-work plans. But, many moms who have been working at home for the last year and a half are looking for an alternative to going back to the office and are turning their notice into large employers rather than reshuffle family life to accommodate a commute. 

If you can offer flexibility and a remote job opportunity, you are well-positioned to find an experienced hire who can help your business grow.

To find mom professionals interested in remote job opportunities, partner with a niche job site like HireMyMom to have access to a dedicated pool of professionals looking for remote work. Because HireMyMom charges job seekers a fee to access job listings, all our job seekers are serious about finding work. And, the volume of resumes that flow in is more manageable than the numbers that arrive when jobs are advertised on free job sites.

Employers love us because they know they can find high-quality, highly motivated candidates who want to work from home by partnering with HireMyMom.

 

How to Make Sense of Corporate Speak on a Resume

Once you have created a post and applicants start to roll in, finding the right person may take a little detective work. 

As people transition out of jobs with large employers, resumes may be full of unfamiliar terms and titles that don’t seem to match your needs. But, a few tricks can make those resumes easier to decipher.

As you review resumes, look for department names and activities that line up with your needs. For example, suppose you are looking for someone to do online marketing. In that case, you may review candidates from a diverse pool of experiences that include departments that range from marketing to public affairs. Likewise, titles can vary.

You may see titles as varied as a project manager, marketing associate, or vice president of marketing. Try not to get hung up on the title. 

The key is to look at the person’s specific activities to find the fit for your role. As you look through that list of accomplishments for each job, keep your eyes peeled for the types of skills you need. 

For example, if you know that you need someone with marketing experience, look past the title and department and see if the skills you need are listed. It may be tempting to only look at the most recent job the applicant has held. But, looking back a little can reveal how the applicant’s career has unfolded and provide essential clues about overall abilities and learning agility. Review the cover letter for additional insight.

If all this sounds daunting, you may prefer to use HireMyMom’s Concierge service. We created the Concierge Service for busy entrepreneurs and small business owners, like you, who need to hire help but don’t have the time or desire to go through the time-consuming process.

With our full-service Concierge Service, our HR Specialists will do it all for you from start to finish and present you with the top candidate(s) sourced from a wide array of qualified applicants who will be dedicated to helping your business succeed and grow. 

 

Confronting Common Fears

Many employers look at a resume full of corporate experience or stuffed with fancy titles and decide to take a pass for one of several reasons. Here are some of the most common concerns I hear from employers and some additional things to consider:

Fear: The pay requirements for that person will be too high. 

Reality: The applicant saw the pay range in your posting and decided to apply for the job. Some people value flexibility and opportunity more highly than money at different life phases.

Fear: Experienced workers won’t be happy and might leave quickly.

Reality: Workers with a lot of experience know that it takes time to learn a new job and likely have the breadth of perspective that helps them persevere through the first few months on the job. 

Fear: Experiences at a large organization aren’t transferable to my business.

Reality: Many experiences at large employers still involve small teams, so the experience of a small team is unlikely to be foreign. Also, an experienced employee from a large company may be able to share new ideas or best practices with your team. 

 

Interview to Screen Out Concerns

If you have some of the concerns above or others, rest assured that the proper interview strategy can help you sort through your concerns and find the right person. During the interview:

  • Ask the candidate about her intentions.
  • Inquire about the specific things she is looking for in a new job.
  • Ask about the type of flexibility she is looking for in a job.

These questions can help put your mind at ease and make it easier to feel confident in extending a job offer.

 

Go Ahead, Leap!

If you’ve never hired an experienced person before, the prospect of doing so can feel daunting. But, with a bit of leg work, the right questions, and a partner like HireMyMom, I’m sure you can find the right person to help your business grow.

Once you find your superstar mom employee, send me a note sharing your experience.

 

 

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June 7, 2021

Land the Perfect Job! How to Ask Questions Like a Pro and Close the Deal

You’ve found a job that you think you could love, applied for it, and an interview is on the calendar–congratulations! As you prepare for your interview, don’t neglect two crucial and often overlooked steps–creating the questions you want to ask and developing a plan to follow up after the interview. 

While these steps may seem unnecessary at first glance, asking questions about the job and the company are critical pieces of the interview process. And, having a solid follow-up plan helps show employers that you are a serious candidate. Here are my tips to help you ask the right questions and follow up in the smartest ways.

 

Always ask questions

An interview is an essential mutual assessment of an applicant and the job. Asking the right questions can help you make the most of the opportunity and decide if you want to move further along in the interview cycle. When you ask questions, you show that you are interested in the job and clarify details about the position and the core responsibilities. The answers can give you a better sense of whether or not this is the right job for you. 

For example, imagine you are looking for a job that lets you use and develop graphic design skills, and you are interviewing for a graphic design role. In the interview, you ask about a typical day and learn that most of the work does not include the type of design that interests you. Armed with that information, you can decide if you want to continue pursuing the role or look elsewhere. Self-selecting out early in the process can save time and hassle for both parties.

What’s more, asking smart, probing questions offers an opportunity for you to show off core skills. As you ask questions, you have a chance to showcase your preparation, your personality, and your ability to engage.

 

What to ask about the job

Generally, your questions will fall along two distinct lines:

  • Questions about the job.
  • Questions about the company.

During the interview, it’s tough to think of the right questions. Make the process easier on yourself by planning ahead and creating queries to keep in your notes and ask throughout the interview.

As you create your list, aim to ask open-ended questions that allow the interviewer a chance to respond fully. Be prepared to ask additional questions based on the answers you hear. Here are some sample questions to help you get started:

  • How does a typical day unfold? Ask about the percentage of the day typically spent on a particular task. Inquire about the company’s deadline philosophy. Does a deadline at the end of the day mean 5 p.m., midnight, or before people log in the following day? 
  • What are the communication preferences of the office? This line of questioning is essential, particularly when you are working remotely. Ask what tools they use for communication or if team huddles happen frequently. Ask if any project management platforms, like Trello, are part of the job.
  • What’s your experience working with contract employees and virtual teams? If you are applying to work remotely, you’ll want to know more about how this company operates. If the employer says this is new ground for them or just started the practice last year due to COVID-19, ask how things are going. Inquire about the challenges they’ve faced and how they overcame them. Ask about the benefits that surprised them when they switched to virtual teams.
  • What should I plan to accomplish in the first 30 days on the job? You want to get off to a good start, and having a roadmap of expectations will help you get a sense of the learning curve involved with the job.
  • Why is this role important to the business? This question will help give you a sense of how this role interacts with others at the company and why it’s crucial. There’s no right or wrong answer, but knowing if the position is more behind-the-scenes or front-and-center is an important distinction.
  • How does the growth trajectory look for this role? It’s fair to ask if the position has the potential to grow into something new and different over time. Again, there’s no right or wrong answer to the question–some people and employers want the consistency of an employee with deep expertise doing a particular job, and others are looking to fill an entry-level job for quick promotion. The key is knowing which applies and what you prefer.
  • Is this a new role or an established role that’s open due to a vacancy? This question can help you learn more about the role and the company. An opening due to a vacancy often means a more established job with well-defined tasks and expectations. A new role can mean an opportunity to put your stamp on a job.  

 

What to ask about the company 

Asking questions about the company offers essential insights and highlights vital skills that you can showcase. You get a better sense of the business, how it operates, and the office culture. 

In addition, it’s another way to show interest in the position. Asking questions about the company indicates that you are curious and interested. Most of the jobs available on HireMyMom are with small businesses that don’t share business background information online. So, the traditional Google search for business information is not likely to turn up much beyond customer-facing information. 

But, with the right questions, you can learn a lot about the business and what makes the company tick. Good questions include: 

  • How did this business come to be? Asking about the idea and circumstances that led to business formation can yield a trove of information. Don’t be shy here–most business owners enjoy discussing the journey that led them to their current position. 
  • How has the business changed over time? This line of questioning can tell you how long the business has been operating and give clues about the future.
  • What are the factors that make this business successful? Asking about the secret sauce can give you important clues about office culture and help you understand the hard and soft skills valued in the office.
  • What’s the office culture like? Asking how people describe the work environment can help you decide if it’s the environment you are seeking. For example, do people chat around a virtual water cooler, celebrate birthdays and share kid stories or is it a strictly business environment? Knowing what to expect in advance can help you assess if the office is the right fit for you or if you might find the environment uncomfortable or unappealing.

 

Plan for a strong close

With your questions in hand, it’s time to think about the close of the interview. A strong finish can distinguish you from the crowd. Set yourself up for success with these steps:

  • Thank the interviewer for her time and explain why you enjoyed talking with her. For example, you could say: Thank you for meeting with me today. I enjoyed learning about your business and this role. Then, mention something specific from the conversation that you found interesting.
  • Express your level of interest. If you are interested in the job, say so. Explain that knowing more about the job and the company has increased your level of interest in the role and that you’d love to join the team. If you are not interested in moving forward and are ready to say so, do so delicately. Something like: Thank you for meeting with me today. It sounds like the job opening you have is an excellent opportunity for the right person. But, based on our discussions and your need for skill X and hours Y, I don’t think I’m the right fit at this time.
  • Summarize why you are a great candidate. If you are interested in the job, briefly highlight the reasons you are a good fit for the role. Mention the specific skills you possess and how they could fill specific needs discussed during the interview.
  • Ask about the next steps and timing. Establishing a timeline can help make your wait for news easier. 
  • Send a follow-up email. Whether you are interested in the job or not, send the interviewer a follow-up email within 48 hours of the interview. In your message, thank the interviewer for her time and information, briefly recap your conversation and highlight your qualifications. End with a short pitch explaining why you are the best candidate for the job. Keep the message short, friendly, and focused. If you aren’t interested in the job, eliminate the pitch for hiring you. But, still, send the note as this person could become a valuable contact in the future.

Job hunting can feel like a roller coaster, and the interview is a pivotal step along the process. But, with a bit of preparation and some know-how, you’ll be well on your way to success. You’ve got this! If you’d like to connect with other job seekers for support and camaraderie, head over to our FB Community for a great group of new friends! 

 

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August 10, 2020

How to Hire the Best Candidates for Your Remote Team

There’s nothing better than landing a great new team member-especially a remote team member. It’s a sign that your business is growing and you are ready to support additional people to help you get to the next phase.

But, finding that person is often easier said than done. And the stakes are high. According to a recent article on business.com, a bad hire can cost your business up to 30 percent of that person’s first year’s pay. More, if you factor in the time and expense that went into finding, onboarding, and training that person. If the bad hire hurt team morale or caused you to lose a customer, the costs can quickly grow.

While those numbers can be scary, take heart–it is possible to find and hire the right person. But, like most things in life, it’s easier to do it when you have a well-thought out plan and understand the common pitfalls that can lead to making a poor choice. 

 

Search Your Own Heart Before You Search for Candidates

A key ingredient in successfully finding the right candidate is understanding exactly what you want this person to do. This is easier to do before you start searching for a candidate and is best accomplished by writing a job description. To get started, consider:

  • The goals for the role. A year after you’ve hired this person, how will you measure his/her success? For example, do you want to see sales increase by ten percent? Improve retention rates? Increase your social media presence? Maybe it’s important that this person fits in well with an existing team or brings new ideas to your business. Whatever the goal is, think of it in terms of an evaluative measure that can be used to assess success.
  • The skills and background needed to successfully do the job. Thinking about the objectives for the new role, consider the skills and background that will help a candidate succeed. 
    • If you have people already in this role, get their thoughts on the right background and compare them to your own ideas.
    • Look at similar roles both within and outside your business and see what skills and backgrounds others are asking for in the role. 
  • The things that matter to your team. Do you have a team of night owls who are looking for a morning person to help balance them out or take customer calls earlier in the day? Maybe you have a team of project managers who would love to have someone with sharper design skills join the group. Thinking about the dynamics of your team and organization can make it easier to know more about who you are looking for when you start your search.
  • What “remote team member” means to you. Do you want someone to work set hours or are you more of a core hours shop? If so, what are the core hours? Are you open to someone located in a different time zone? Do you prefer someone who can personally meet with you for an occasional lunch or team meeting? If you have preferences in this area, be sure to make note of them at this stage.
  • Know what you value in this position. Are you looking for integrity, efficiency, intelligence? Maybe you want  someone who is proactive, a team player, organized, attentive to detail, and  handles correction well. Whatever the traits are that matter to you, identify and document them as part of this process.

 

Write a Job Description

Now that the ideas are churning in your mind, sit down and write a formal job description. You may want to include:

  • A functional and descriptive job title.
  • An overview of the job’s responsibilities.
  • Goals for the role.
  • The skills and background required to succeed.
  • Any specific hardware or software skills.
  • Information about why the job matters to your company.
  • Pertinent details about how you expect the remote work relationship to work. 

 

Share Your Thoughts

Once you have a draft, share it with others who know about the job or will be working with this person. Discuss the job until you get to the heart of what you want. Be specific. 

Continue to revise the job description until it really fits your needs and you have agreement that it captures what you’re looking to achieve by adding this role.

 

Create a Plan to Find the Right Person

When you are looking for a remote team member, you have the important advantage of not being limited by geography. You can find and hire a team member who’s located anywhere with good internet access. 

Using a platform like HireMyMom.com is a great way to source qualified candidates who are specifically looking for remote work. You can save time and money by turning to a site dedicated to connecting driven mom professionals with small businesses. 

If the prospect of a nationwide search daunts you, consider our concierge service to help reduce the amount of leg work you need to do. HireMyMom’s Concierge service was created for busy entrepreneurs and small business owners, like you, who need to hire help but don’t have the time or desire to go through the time-consuming process. With our full service Concierge service, our HR Specialists will do it all for you start to finish and present you with the top candidate(s). 

 

Prepare to Interview Candidates

With candidates identified, it’s time to develop initial interview questions before the first interview. What are some questions that would help you spot those who do and don’t have those skills or qualities?

In the Book, “Who” by Geoff Smart and Randy Street, they outline a thorough process for hiring “A” players. The process may be overkill for some smaller remote roles but the basics of the process provide a solid foundation for selecting the right candidate. 

The interview questions Smart and Street recommend are easy and conversational. They recommend an initial phone interview asking the following questions:

  1. What are your career goals?
  2. What are you really good at professionally?
  3. What are you not good at or interested in doing professionally?
  4. Who were your last five bosses and how would they rate your performance on a 1-10 scale when we talk to them?

Each of those questions should be followed up with “tell me more”, “how” and/or “what” to dig deeper to gain more insight about the candidate and their performance, work ethic and skill level. 

Once you’ve discovered who passed your first interview, Smart and Street recommend the “Who Interview” which “is designed to give you more confidence in your selection because it uncovers the patterns of somebody’s career history and is a chronological walkthrough of a person’s career.” They recommend walking through their past five jobs and asking:

  1. What were you hired to do? How was your success measured in that role?
  2. What accomplishments are you most proud of? Be listening for correlations relating to the expectations of your job. 
  3. What were some low points during that job? Or what part of the job did you not like? In what way were peers stronger than you?
  4. Who were the people you worked with? Ask specifically for the boss’ name. Ask what that person will say were their biggest strengths and areas for improvement. That lets them know you will be calling and they are more likely to give you an accurate response. 
  5. Why did you leave that job? Dig deeper into their response with more questions to more fully understand. 

 

The Reference Checks

The last step of the selection process is to check the candidates references. This will be an opportunity to see what others think of them. You may want to ask them some of the same questions from above to see how similar their responses are. 

Taking the time to get a more full and complete picture of someone’s work history, personality, strengths and weaknesses will help you determine who is the best match for your role. Knowing what you want and what your goals are will help guide you in the interview process. The rest will be determined by the answers you receive!

 

Avoid Common Pitfalls

With all the work you’ve done so far, you are likely sailing toward the right pick for your opening. Still, beware of these common pitfalls:

  • Short changing the thought process to determine exactly what you are looking for or needing from this role. 
  • Limiting the job description so that it includes only skills needed or tasks to be accomplished. It does not include the goals and outcomes for the role.
  • Conducting  interviews that are too are short and do not give you an accurate representation of the candidate. 

 

Enjoy the Process!

Hiring the right candidate with the right skills for the right job can dramatically impact your company’s productivity, outcomes and goals. Your biggest asset is usually those you place on your team. They can help you succeed or they can hold you back. Embrace the opportunity and the process to find the right fit.

 

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June 18, 2020 0 Comments

7 Tips to Rock Your Remote Job Interview

Whether you already work from home or you’re seeking your first remote job, an online interview is likely part of that process. Believe it or not, many of the interview tips for a traditional office job still apply to work from home jobs.  Here is our advice for your interview success!

Dress Appropriately

Treat this interview as if you were meeting face to face in an office. Wear appropriate casual work attire. Not only will you look professional but dressing the part will help you feel more prepared and put you in the right mind set. Take those few extra minutes to prepare to look your best, as it will help your confidence and help you come across as a true professional!

 

Check Your Background

Make sure there is no clutter, distractions, people walking around behind you, dogs barking or children making loud noises. Plan your interview for a time when you have child care if needed so that you can focus and the interviewer does not have to wonder if that’s the environment you’d be working in if he or she hired you. An employer is going to want someone completely focused on the job. If kids are there, it will lead them to believe you will not be completely focused on their job. Also check the lighting and make sure it’s bright for a clear picture for a video interview.

 

Be Prepared and On Time

It should go without saying, but be on time. Being punctual is still important in the remote world. If your interview is at 2pm, then sign on at 1:55pm. Don’t wait until the interview start time to download the app or go to the chosen platform to see how it works. Get to know the platform you will be interviewing on. If it’s Zoom, take some time practice and get familiar with it.  Same with Skype, GoTo Meeting or whichever platform they are using.

Be prepared — you will impress the employer if you know something about the company you’re interviewing to work for.  Take some time before the interview to visit their website, social media and blogs. Look for things you can talk about in the interview to let them know that you’ve done your research. In addition to learning about the company itself, know something about the industry.  You don’t need to do an in depth dive, but having some knowledge is key, and allows you to answer questions with more clarity and understanding.

And just like a face-to-face interview, eye contact is important. Be sure to look at the person as if you were speaking directly in person.

Lastly, make sure you read the job description again before the interview. Have a good understanding of what the job entails, as well as the skills, experience and personality needed to succeed.

Ask Questions

In any interview, it’s likely that the employer or hiring person will ask if you have any questions.  This is a prime time for you to show interest and gain more insight into the employer. Spend some time coming up with a few questions ahead of time, but here are a few to get you started:

  • What traits do you most value in someone in this role?
  • How will we communicate as a team?
  • How do you measure success for this position?
  • What are the day-to-day responsibilities for this job position (if not specified in the job posting)?
  • What are some of the qualities of successful people in this position or company?
  • What is the timeline for hiring for this position?

Have it Memorized

Make sure you know your resume inside and out! Interviewers will often have your resume in front of them during your interview, and they might pick out older job positions or positions that aren’t super fresh in your mind.

Take some time to review your resume ahead of time, and be ready to discuss every piece on it.  For bonus points, do this with an eye for what’s the most “stand out” and applicable about each resume item for the position you’re interviewing for.

Sell Yourself Confidently

This is your time to shine and tell them why you are a great fit for this role. Share the traits, skills and experience that you feel make you a great fit for the job.  Along with that, it’s important for a company to know that you really want this job!  Express that when you’re talking.

Say Thank You

Common courtesy goes a long way! Before the interview, begin drafting a standard thank you email.  After the interview has been completed, fill it in with details about your conversation. There’s no need to make this more than 3-4 sentences, but personalizing it can make a great impression.

Thank the interviewer for their time, mention a point of conversation from the interview, and continue to express your interest.  From there, be sure to follow up within a few days to a week – being proactive is key! Unless the interviewer gave you a specific time frame for a decision, there’s no harm in checking in.

For additional help with your resume, cover letter or interview skills, check out our Job Seeker 101 Course and our One-on-One Consulting Services.

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