Posts Tagged “ask”

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I feel like I need more than just a traditional resume or cover letter in order to stand out to the tech companies I want to work for. What else can I do to separate myself from the competition that’s applying to these innovative companies?

 

Dear Desperate to Stand Out,

You really hit the nail on the head. Competition’s tough across the board and tech is leading the way.

Your first step to getting noticed is to get in the right mindset. What does that mean? Don’t think like a recruiter, but more like a marketer. Your product is your experience. Here’s how a marketer would sell it.

1. Focus on Presentation
Maybe you’re not a graphic designer, but that shouldn’t be stand in the way of creating an eye-catching resume. There are plenty of tools that make design easy for everyone—many even offer templates designed by experts.

And don’t just stop there. Think of all the other points of contact a recruiter could have with you—including your LinkedIn profile, other social media handles, a blog, an online portfolio, and so on. Make sure they are all polished and contribute to a cohesive personal brand.

2. Spread the Word
A solid resume or cover letter doesn’t accomplish anything if the right people don’t see it. One surefire way to stand out is to proactively put it in front of the right people and to make it easy for them to notice it.

For example, there’s a story of a candidate who used Snapchat geo filters to advertise his portfolio in front of creative directors at the agencies he wanted to work for. You may not want to go that far, but that core idea has some merit. Think of how you can make yourself discoverable.

Don’t be intimidated. This can be something as straightforward as finding an acquaintance who works at the company and asking for a referral, or even dropping a friendly note to the hiring manager on Twitter or LinkedIn.

3. Make it Personal
Anything that starts with the dreaded, “To Whom it May Concern” will find it’s way to the trash can in a hurry. But, it’s hard to ignore a message when it’s highly targeted and personalized.

Start by showing that you took the time to get to know both the hiring manager and the company. Stand out from the competition by finding unique themes, attributes, projects, values, or needs you have in common and then incorporating those into your application materials.

Proving that you’ve done your homework on the role and the company empowers you to present yourself as a seamless fit, while also demonstrating your high level of interest in that opportunity.

Getting the job you want with the company you want to work for can be challenging. But, the right mindset and approach will help you reach your goals faster.

This article is part of our Ask an Expert series—a column dedicated to helping you tackle your biggest career concerns.

 

Source: https://www.themuse.com/advice/stand-out-against-tough-job-search-competition

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Can you get me a job at your company, please?

Do you know the CEO—and can I talk to her?

Want to see my resume? It’s awesome, I swear.

These are the things we’d like to say to people when we’re networking, but for obvious reasons can’t.

So, the question always becomes, what can we ask?

I recently read Molly Beck’s book Reach Out: The Simple Strategy You Need to Expand Your Network and Increase Your Influence. And in it, she breaks down the art of networking into bite-sized steps—one of which talks about good versus bad favours.

The concept is simple: Some things you choose to ask your network are better than others. And this means the difference between someone wanting to help you out and someone wanting nothing to do with your request.

If you read the quotes above and cringed at the thought of saying them to someone you knew, you already know what a bad favour is.

So, what makes a good favour?

“The key to a great favour is to ask a particular, definable question whose answer cannot be found on Google and can be answered easily in a paragraph or so via email,” says Beck in the book.

Let’s break that down a bit more:

 

It Should Be Specific

Your ask should be tailored to the person and not super open-ended. Beck gives the example “Can I pick your brain?” as both being way too vague and asking too much of someone (and for free, mind you). You’re better off saying something like, “What advice do you have for someone who wants to break into finance like yourself?”

 

It Should Be Non-Googleable

Don’t ask someone a question that you can look up yourself. Beck uses “What open jobs does your company have?” as an example that you could easily search on your own time.

 

It Should Be Short

Many of your requests will be sent over email to someone who’s already pretty busy, Beck points out, so they should be able to answer it without spending hours crafting a response.

 

Now of course, if the person seems excited to chat with you, you can ask to meet in person. But, Beck suggests, “If and when people say yes, keep in mind that you are working around their schedule, not yours, and you should be traveling to go to a place that’s easy for them to get to. Additionally, when you do meet for coffee or even a meal, you should be paying for them.”

Finally, the author says, every favour should come with a gift. Because this person is going out of their way for you, you should do the same—meaning you should include at least two beneficial things in your initial reach-out. Now, before you worry that you have to send a fruit basket and a bottle of wine every time you ask someone to grab coffee, don’t. It can be as simple as a compliment, a book recommendation, or an introduction to someone you think they would benefit from knowing.

(But if they end up helping you out in a big way, you might want to send them one of these thank you items.)

One of the most memorable favours I’ve ever gotten asked was when a reader of my blog emailed me to say that her friend was a big fan of my writing, and would I consider doing a birthday shout-out on the blog to her? It made my day that she and her friend thought so highly of my blog, and it was such a cool way to make someone feel special on their birthday. Of course I said yes. That super-unique favour opened up a great line of communication between all three of us.

Your request may be simpler (or, even more complicated) than this, but that doesn’t mean it’s not worth asking. If you follow the guidelines above, you’ll make it that much easier for someone to say yes—and be excited about it, too.
Source: https://www.themuse.com/advice/a-networking-expert-on-how-to-ask-people-for-career-favors-and-get-a-yes?ref=carousel-slide-3

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Your first few weeks at a new job can be exhilarating. It’s often fast-paced and full of brand new things that can reignite a spark that you lost. After all, that might’ve been your reason for looking for this new gig in the first place.

But, it can also be overwhelming. And when you look at all the meetings on your calendar, you might think that your goal is to survive it. You can always go back and re-learn anything you missed this week, right?

And in a lot of ways, that’s true. Nobody expects you to master everything you learn during your first month, especially when it comes to understanding the finer details about your company. But there is an important question you should ask in every meeting you have (when it makes sense, of course):

How can my work make your life easier?

You might be thinking, “I barely know where the coffee machine is! How can I think about helping anyone else right now?” And that’s totally fair. But on my first day at my current job, my boss suggested that I set up meetings with everyone on my team and ask each of them this question. It was terrifying, and if I’m being honest, I really didn’t want to do it. But I didn’t want to disappoint my new boss more, so I got over my fear and piped up.

And when I did, I was pleasantly surprised by how it went.

Some people had really strong opinions. Others told me that they hadn’t even thought about it, but appreciated that I opened the conversation with that question. But what I ultimately learned was that your intro meetings don’t have to be a one-way street.

As much as you have to learn, it’s important to remember that you were hired to bring something different to the table—and you can do that as early as your first week on the job.

Again, I’m not going to pretend that this won’t be uncomfortable. I also understand that in some meetings, this will be seen as completely out-of-context. But when the opportunity presents itself and it feels like the next natural thing to say—challenge yourself to say it.

And then, before you worry you’re putting too much on your plate, know that you can respond with, “That’s really interesting to hear, once I’m completely onboarded, I’d love to find more time to discuss how can I start making this happen.”

I know. Asking this question might not make your first month any easier, but it’ll make the exact right impression on your new team. Not to mention, it’ll set you up to prioritize your tasks correctly. So take a deep breath and do it!

Source: https://www.themuse.com/advice/the-best-question-to-ask-when-youre-new-at-work?ref=carousel-slide-3

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Omitting your graduation date isn’t “sketchy,” in fact, it’s a very effective technique for older job seekers. There are plenty of tips and tricks out there, but here are three techniques that’ll propel you past the age-specific concerns that are getting in your way.

1. Get Ahead of Objections

Before you head into an interview (regardless of your age) you should ask yourself what in your background might be of concern to the hiring manager. Sometimes frequent relocation or short stints of employment raise eyebrows. For the older job seeker, they might be how your professional experience lines up with the role you’re after and what kind of salary you require.

For example, if you’re interviewing for a more mid-level role that won’t have you managing anyone, a younger hiring manager may wonder why you aren’t after a lead or management position. They may also presume that they can’t afford you based on your years of experience.

You can get ahead of their worries in how you answer the “tell me about yourself” question. Providing examples that proactively address a hiring manager’s age-based concerns is the way to eliminate them. Talking about your desire to remain hands-on can explain your lack of interest in a management position.

2. Align With the Culture

This is possibly the most important thing that you can do. Having a thorough understanding of a company’s core values, and being able to demonstrate your alignment with them is crucial to overcoming the unspoken concern that the rest of the team might be younger than you.

Pay special attention to the office culture, and if possible, try to land an informational interview with someone from the company. Nothing quite compares to having an internal champion singing your praises before you even apply to the job.

3. Do Not (Directly) Comment on Your Age

If you’re interviewing with a person several years younger than you, keeping the focus on your relevant skills is key. Avoid statements that shift the focus to your age. Saying things like “Oh, I’m probably aging myself” in reference to an industry tool or obsolete brand or “I’ve worked with this system—but not since 2004” isn’t helpful. Instead, refer to your experience by employer, not by year.

Try, “I had a chance to use this system with JP Morgan,” or “I’ve been playing with the most recent release”—both better options than unnecessarily dating yourself.

At the end of the day, a company that won’t even look your way because of your age is not a place you want to be. When experience is viewed as a liability instead of a benefit, it’s not a job you will love or a place you will succeed. Finding companies and roles that value employees for their skill sets is key to finding professional happiness.

Source: https://www.themuse.com/advice/ask-a-career-coach-how-do-i-get-around-ageism-in-the-job-search?ref=recently-published-2