How to find a job and make your job search less daunting
Lots of job listings lately – but have you tried to apply? Despite a record number of job openings in the United States, many people looking for work are having a hard time getting it.
To complicate things, most of the jobs out there don’t have to be the ones you want. Maybe they didn’t pay enough, had bad benefits, or you had to put yourself in a risky situation where you could contract Covid-19.
Even if you find the job you want, it’s as if your application is lost in the ether. The problem is a combination of getting software for no reason excluding the perfect people who can be agile and a corporate procurement process that, for various reasons, is not always good at bringing in right people for a conversation.
While you can’t always resist an algorithm or an arrogant corporate acquisition system, there are a few ways you can give yourself an edge. We’ve talked to many job experts about how to navigate our current system to make finding your job less daunting:
- Get up early. “If you’re not one of the first 20 people to apply to LinkedIn, you probably won’t find it,” JT O’Donnell, founder and CEO of Work It Daily, a career coaching platform, said.
- Scan LinkedIn to find out what skills and certifications people have in the job you want. Make sure you list them if you have them or get them if you don’t. Don’t chase your own tail by applying for a job you don’t want to get.
- Don’t give up on skills, even if it’s as standard. Are you good at Excel? List it. “Your likelihood of getting a conversation and a job if you have a Microsoft Office facility is very high,” Fuller said.
- Don’t leave unexplained gaps. If you took a year off to write the Great American Novel, say so. Otherwise, it’s as if you didn’t do anything, and you might be filmed.
- Make sure your résumé, cover letter, and application are used to describe the job. To some extent, this means using the same phrases in your application that you see on the list, even if that feels a little cheap. According to Joseph Fuller, a professor of management at Harvard Business School and co -author of a in this new paper in the disconnect between employers and employees put it, “Being robotic is good when you’re talking to a robot.” This doesn’t mean, however, that you have to play the system and use terms that never apply to you, according to O’Donnell. Doing so, he says, can get you enrolled.
- Show that you can handle change. Skills change faster than ever. Instead of getting to know every new technology, you might be better off explaining that you used to be good at getting new software. That could include using words like “change,” “migration,” or “upgrade,” and really explaining how you handle change in other jobs. “What employers are looking for is agility,” said Tim Brackney, president and COO of management consulting firm RGP. “If you can show that in your story, and pull those elements out when you’re in person, you have the best shot.”
- Go to someone. Try to block the algorithm, or try to communicate with someone who works for the company. That way, you at least have a shot to tell your story. O’Donnell said, “If you apply online because they say to apply, you also need to work your back channels.”
- Also consider your priorities. O’Donnell tells his clients to make a list of the requirements they are looking for in a new job-and always find that the list they make is very long. It’s something you don’t want to sell yourself short of, it’s something else that’s more specific that you find that doesn’t fit right. His advice: Shorten your list to two or three things you really need.
- Keep up the work you have. It’s easiest to get a job if you have one. You are automatically as fit for the same position, and you avoid gaps in your résumé.
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Not filling positions is a problem for employers, too, and there are many things employers can do to make sure they get the talent they need (nearly three-quarters of employers say they find it difficult to attract workers). So while we’re here, a few tips for companies looking to take on:
- Update and fix the standards used in your AI. Rather than looking for people with accurate job description skills, look for those who have qualities that are similar to your best employees – those who are most productive or have stayed with the company the longest. It also means making sure your algorithm doesn’t have to exclude multiple candidates, including parents who have come out of work to care for children, people with criminal backgrounds, or those with disabilities in their work. . Fuller has some depth suggestions on what to do with his report.
- Changing job descriptions. Make sure the job listings are up-to-date and that they focus on the key skills that the person absolutely needs. This requires the involvement of the person directly supervising or working with the candidate to weigh what is needed for the job.
- Retirement education or other requirements. “Hire someone who hits seven out of 10 of your needs, instead of 10 out of 10,” In fact director of economic research Nick Bunker said. “Sometimes what they know is that people can do a good job but not hit all of their high standards.”
- Provide job instruction. Lots of people potential do the work if they have little instruction.