Category: Uncategorized

Job Seeker: How to Apply (or Not) Apply for a Job

Applying for a Job


It’s very easy as a job seeker to earn a reputation that you are not even aware of and is actively subverting your chances of getting a job. That reputation can take many forms, but there are a couple common types that stand out. One is of the person that applies to every job no matter if they’re qualified or not, and the other is the person who applies to jobs and then never returns calls or messages. Another common job seeker is the “always keeping my feelers out there” who is not quite committed to any job they are in. I think I can explain and address each candidate in this short article and provide some insight so you can avoid getting mislabeled.

Job Searching Online: 8 Best Practices You Need to Know | FlexJobs


Types of Job Seekers


Recruiters and HR managers who have been working in their market for over a year start to see the same candidates coming up in job board searches and as job applicants. When you are a candidate who applies to all jobs no matter what, this is not being perceived the way that you think it is, and will likely result in you being seen as an unserious job seeker. There is a pervasive idea that job descriptions are written as a list of “nice to have’s” instead of mandatory, and or can be negotiated during the interview process. So, you should apply even if you don’t have some of the so-called mandatory qualifications for the role. This method may have worked a couple times for some outliers in the industry, but it is not a recommended practice as it does harm your online reputation.

The other confusing tactic is applying for a job and then not responding to calls and messages about the job. In a way, as a recruiter, you are calling their bluff by saying “okay if you think you’re qualified, let’s have a conversation” and then that’s where the candidate ghosts you. In my career, I’ve always mentally red-flagged people that do that in case their name pops up again.

job search

There is also that unfortunate job seeker who is unaware that the Apply Now or Easy Apply button has the older version of your resume, which signals to anyone viewing it that you are bad at managing small details. This may or may not disqualify you right away, but we must avoid it right out of the gate.
Likewise, the candidate that is always keeping his “feelers out” is not somebody that a company wants to hire because their perception is “This guy will jump as soon as something pays him a little more.”

How to Write a Cover Letter for a Job Application | WordStream
Linkedin Easy Apply


Start your Job Search


The absolute first step in the job search process is locking down your resume. Then you work on locking down your references and then doing a mock interview where you go through questions and responses.
Before you start your job search, make sure all your ducks are in a row. You are seeing a trend here with my advice over the past few articles which is, BE HONEST. Make it an honest and transparent job search. Don’t portray you or your skills as something they aren’t.

To message me directly, find me on LinkedIn at https://www.linkedin.com/in/joe-arrigo/

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Accepting a Job Offer

Receiving that call saying you got the job offer is one of the most satisfying and relieving parts of the job seeking process.  As a recruiter, it’s one of the most satisfying parts of the day, if not THE most satisfying part of your day. The joy in getting the privilege to make that call, balances out the other negative duties of recruiting, such as giving someone a rejection call. But this is not where the story comes to an end. The job still has to be accepted; and this is where, in the 11th hour, the entire train can derail.

evaluate your job offer

Where most candidates and recruiters go wrong during this process is not continually getting a temperature check. Much can change throughout the long interview process, and interest can falter. Not keeping in close contact with each other lessens the certainty of an offer being accepted if/when it comes. Recruiters tend to have tunnel vision when working with a candidate and neglect to realize that really smart candidates are probably interviewing with multiple companies and, theoretically, will have multiple offers to consider. It falls upon the recruiter to constantly get honest feedback whether or not this particular role is the one that would win out in a competition between competing offers.

tunnel vision as a recruiter

Meeting Face to Face

Equally as important is the candidate being honest with the recruiter as to the likelihood of their offer being accepted. Trust has to have been built at the very beginning of this relationship in order for both sides to have any sort of chance of coming to an honest conclusion. This is why I have always known and pontificated about meeting every single person that you are going to represent in front of your client. It’s the most important aspect of getting the end result that you both desire. Any experienced recruiter will tell you that the likelihood of someone backing out or ghosting you dramatically lessens if they’ve met you face-to-face. This way, they know you are an actual human and not a faceless corporation.

faceless corporation

If the foundation has been laid from the very first interaction that we will be honest, transparent, and forthcoming, then there will be no surprises when/if the offer comes in. Despite the possibility of feelings getting hurt, I believe it is justifiable for a recruiter to tell a candidate, or vice versa, that they are not getting a good feeling that they are  being honest with them. Oftentimes a recruiter will feel dishonesty creeping in it when seems like a candidate is using one job to leverage a counter-offer at their current company. This is an unfortunate landmine that everyone will step on at one point in their career.

The Job Offer

If an offer is accepted; it needs to be accepted– for real. I know that sounds a bit redundant, but you should not be accepting offers in hopes that it will buy time for another offer to come in. This creates a negative feedback loop that is detrimental to your reputation, and to society in general. The reality is that the world is a small place, people talk, and your reputation will precede you into your next role whether you believe it or not. Please do let me know what your thoughts are on this highly debated topic.

To message me directly, find me on LinkedIn at https://www.linkedin.com/in/joe-arrigo/

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How to Properly Do Your References

References are an essential part of locking down a job offer. The higher up the corporate ladder the reference is, the better the chance you will be taken seriously as a candidate. There are some pitfalls I’ve observed as a staffing recruiter that will help as you move through the hiring process. Anybody that is working with me will get this same advice.

In today’s litigious society, most companies will not give a thorough reference. Instead, they will simply confirm the dates of employment. The reason for this is that companies fear a lawsuit for defamation if there is an assumption that a “bad reference” led to someone not getting a job. It’s all to avoid a lawsuit. References are harder than ever to come by, and can be increasingly disingenuous.

Reference Pitfalls

The first pitfall is your reference not being a previous/current manager. I see a lot of candidates using their co-workers as a reference; this is not going to play well. Best practice is to get at least 2 superiors that you directly reported to. Listing a colleague can come off as lazy, but even worse, can come off as suspicious. Questions start to percolate that the reason you are looking for a new job/left your last job has to do with why you are not listing your manager. Managerial references will speak to your work ethic and your character, along with your culture fit. A colleague or “equal” will likely say whatever you coach them to say, thus giving your potential employer no solid information.

The second major pitfall is not giving your references a heads-up that they will be contacted. I can’t tell you how many goose chases I’ve been on attempting to track down a reference who was not aware they were a reference. Furthermore, best practice is always to inform your reference that somebody will be calling them soon. Management tend to screen their calls and are thus difficult to connect with. On the same train of thought here, is verifying that this person is an appropriate reference. It might sound shocking, but I have had references remove themselves as a reference due to hardly knowing the candidate (or worse, having a bad relationship with them).

Conclusion

The final thought on references is that some people prefer to write at the bottom of their resume. “References available upon request”. It’s certainly not a deal breaker, but it’s unnecessary filler. Everyone should have references no matter what, and the fact that its not explicit that you have them won’t stop a company from demanding them. From my experience, you are better off either listing them at the end, or not at all.

For the time being, references are still checked, albeit with more legal restrictions. Always let people know you are listing them as a reference, inform them when they will be called, and always list those who were truly your manager.

To message me directly, find me on LinkedIn at https://www.linkedin.com/in/joe-arrigo/

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Resume Aesthetics

The 80/20 rule is also known as the Pareto principle, which states that for many events, roughly 80% of the effects come from 20% of the causes. In certain fields, its easy to see how this plays out. In a sales organization, 20% of your team will account for 80% of your sales. In a class science project, 20% of your team will do 80% of the work. You can easily list many examples within your day to day that fit this principle. Similarly, though not quite as applicable, is the relationship between content and aesthetics contained in a resume.

80% of your resume should be content, while the other 20% should be aesthetics. While there is no consensus on the correct format or aesthetic, I want to share some tried and true methods that can help avoid potential pitfalls.

Structured format, clean layout, tight spacing, no fancy design

This resume is the format I use professionally. I have formatted and submitted 100’s of resumes to clients using this format and it has not done me wrong. The spacing is set to Single and the Before and After are also at 0. This helps save space as an added bonus to the tight formatting. The header replaces the typical objective statement and instead summarizes your job roles and skillset without needing a whole paragraph. This method is much appreciated by the hiring manager and the ATS. Font is size 12 with Bookman Old Style looking classically noble.

Multi-colored, confused format, non-linear

This resume looks creative–that can’t be denied. The issue is its distracting and overly intricate. The color scheme is pleasing, but the format is non-linear which should be the top goal of a resume. Readability and flow should always be top of mind when formatting your resume.

It’s clear what the goal of the profile picture is trying to do (convey motherly wholesomeness), but its violating a huge no-no in resume writing which is putting a picture on your resume. There are managers who will simply throw resumes away or delete from their email if they see one with a picture. Lawsuits and claims of discrimination result from considering candidates with pictures are a main driver for this. Don’t do it. Furthermore, the picture isn’t you, so there is no added value to the content.

The header with the arching background graphic is more style without substance. The only time this is going to be to your advantage is when you are applying to a graphic design type role where resume creativity is a deciding factor. Other than that, it comes across as attempting to distract from the content. What is notable is that this resume does have great content in the job duties, so that already speaks for itself without the fancy design.

I guess that is the essential crux of all resume writing– content is king and should be 80% of your resume. The spacing, readability, and concise-ness should be the other 20%.

To message me directly, find me on LinkedIn at https://www.linkedin.com/in/joe-arrigo/

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Why Certain Personalities Should Start Their Own Business

Source: https://www.truity.com/

According to the book Type Talk At Work and the over 10,000 individuals the folks at OKA have interviewed over the last couple decades, over 60% of managers in corporate America are of the Thinking-Judging preference. As you climb the corporate ladder into the C-suite, this consolidates even further to about 90%. And of course this makes sense as you want to surround yourself with those who are most like you.

The issue with this is quite obvious. A whole ton of people aren’t of the T/J persuasion and fall into the Feeling-Perceiver preference. The major conflict comes with the J vs P function and the (J) manager’s inability to be flexible to the (P) employee’s agile work mindset and methodology. As a (J) Judger, deadlines are met, tasks are checked off in a linear manner, and projects plow full steam ahead with little room to change direction. And for the corporate leader, this is a very desirable trait to have. As a (P) Perceiver, flexibility is a must. There needs to be room to adjust schedules and deadlines as things come up as they are guaranteed to do. The ability to be successful comes down to having room to fly by the seat of our collective pants.

In addition, having a preference for (F) Feeling over (T) thinking will cause strife when it comes to conflict resolution and interpersonal communication. (F)’s make considerations based on the group and who it will effect. They want to make sure there is a consensus and that the group comes away harmonious after a decision is made. The (T) wants to take an objective stance and be pragmatic. What is best for the business, despite the feelings of the group? What makes the most sense? So, the conflict is awfully apparent and is one of the harder workplace conflicts to reconcile in the short term.

MBTI T vs. F. I'm an INFP but must be close to 50-50 because I ...

My advice to those who consistently find themselves in this predicament is to consider starting your own business. Or, at the very least, finding an outlet where you can put your own schedule, talent, and creativity to the test. Most recently, I have spoken to a number of F/P types who are starting an Etsy page to sell their art or pursuing other creative avenues where their flexibility won’t be challenged, their timelines can be in flux, and not everything comes down to what is most pragmatic.

There is no better time than now to start pushing for the things you want out of life. The first step is to know yourself. Once you do that, consider if you are utilizing your strengths to their absolute max, or if you are being held back.

To message me directly, find me on LinkedIn at https://www.linkedin.com/in/joe-arrigo/

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The (Myth) of 1 Page Resume

I cannot know for certain where the myth of the 1 page resume comes from, but if I had to guess, I’d say our high school teachers or career counselors. The premise is that a one-page resume is going to be concise enough that people aren’t going to assume you’re exaggerating your experience, and more importantly, short enough that someone will actually read it. It makes sense in that very precise context, but it’s certainly the vast minority when it comes to job seekers. When you don’t have any job experience, one page might even be a stretch. Most of what you can list is volunteer or internship positions, but generally its not physically possible to go longer than one page with extra curricular activities, hobbies, or other fillers.

Poets&Quants | The Worst (and Best) Things Students Say About ...
Peddler of the 1 page myth

Let’s take the extreme opposite of this and assume that you’re a 25 year senior executive that’s held many titles throughout your various companies. You better have a resume longer than one-page! (In later articles, I’m going to be digging a lot deeper into how to write a resume catering to your personality type).

The key to writing a resume is based on understanding 3 things: 1) what a hiring manager is looking for 2) what an applicant tracking system (ATS) is looking for and 3) what a recruiter who’s looking to place you at a client is looking for. You can and should elaborate where needed and for jobs like a Project Manager, expand where needed with bullet points and specific projects. Like I’ve mentioned before, the 3 C’s are Clarity, Concise-ness, and Cnot lying.

How to Create an ATS Resume - Jobscan Blog
Standard ATS Keyword Search

Consider also those who are contractors. They have worked 2 to 3 times as many roles as full-timers and will need space to add all their contracting roles. We can’t be asking them to chop that down to 1 page. Typically those are the resumes that go 4-6 pages without breaking a sweat.

My advice for someone just entering the job market from college or high school is to not try to make yourself look like someone you aren’t. If you need a little over a page, do it. If not, keep it right at 1 page.

What’s going to happen if you try to condense your resume down too far is that the interview will likely be a trainwreck.

“So it looks like you haven’t used Quickbooks before.”

“Oh no I have… I just didn’t know how to fit it in there…I have it on another resume…but I’ve definitely used it before, yes.”

Now you are backtracking and the manager can’t quite tell if you are dishonest or were lazy when you wrote your resume. Neither are going to lead to a job offer. However long you need to write out the specifics of each job and the duties contained within them, please take advantage and leave nothing out. The absolute tragedy of the 1 page resume is candidates missing out on a dream job because they had to choose between words, phrases, key terms, etc to keep the resume within this arbitrary limit.

Book of the Day

Why We Get Fat by Gary Taubes.

I want to showcase what I’m about other than recruiting, resumes, and Myers-Briggs, so I am going to include a short plug for the latest book I’m reading/have read and include a link at the end of my articles. I will elaborate within my videos, but not here on the articles.

If you think somebody has some issues with their resume or needs some general counseling as the approach the job market, send them my way for a consultation.

To message me directly, find me on LinkedIn at https://www.linkedin.com/in/joe-arrigo/

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