How Do I Say I Am Willing To Relocate?

Q. I am completely open to moving for the right job. How do I say that I am willing to relocate?

A. The cover letter is where you want to share things like a willingness to relocate. Keep in mind two important things:

• Unless you offer an extremely in-demand skill set, companies will likely be reluctant to cover expenses associated with relocating. Make sure you share that you don’t need assistance with relocating expenses (if that is the case). One very tactful way to accomplish this is to communicate that the move is underway. I suggest something like, “I am currently in the process of relocating to City, State. During that time, I remain fully available to speak with you about this exciting opportunity.”
• Employers will likely be inundated with resumes from local applicants, so applying from a distance will put you at a disadvantage. If you can use an address that is local to the employer, consider doing so.

How To Ace a Phone Screening Interview

Phone screening interviews can be a little confusing... Here are three tips for acing them.

Don’t over talk – A phone screen is an interview but it’s not an Interview. The screener is typically looking to quickly identify if you are a strong candidate and if it makes sense to invest the time in a full interview. Honor the screener’s time and the purpose of the call – to gather a lot of information quickly and narrow down the candidate pool – by keeping your answers brief and achievement focused.

Be engaged – We talk on the phone a lot, so it is easy to believe you know how to interview on the phone. Without the context of a face-to-face interview, it can be challenging for a caller to “hear” your enthusiasm, so step up your game and be consciously enthusiastic. And don’t forget to smile. As corny as it may sound, callers can hear a smile.

Speak clearly – Enunciate and speak slowly. It is easy to assume you always communicate clearly and with good diction. Truth is, you probably don’t. So be mindful.

When Is The Best Time To Apply?

I read an article the other day claiming that Monday was the best time to apply for a job. It states that:

“...getting your application early gives a hiring manager time to discuss it with colleagues and arrange meetings in the same week. Applications that come in later may have a higher chance of falling between the cracks or getting pushed aside.”

That sounds like safe reasoning, but I doubt it really holds much weight. Here is when I think the best time to apply for a job is: before the position close date and after you have had enough to time to thoughtfully target your resume and cover letter towards the specific opportunity. If that coincides with a Monday, great.

Bad Advice™

I see a lot of bad advice when it comes to resume writing and job search strategies. Often times, this is the result of long-held but outdated ideas that get amplified in the cyber-echo-chamber. However, sometimes this advice contradicts commonly agreed upon best practices as a way to differentiate a service, propagate fear and cash-in on people’s general confusion about the often maddening resume writing process. This is what I call Bad Advice™.  Here are a few examples of Bad Advice™ that I’ve recently encountered:

Avoid Certain Words – Every time LinkedIn releases its annual list of words to avoid, the Internet blows up. And that is very likely why they do it. I’m a big fan of LinkedIn but I would brand this particular social marketing initiative as Bad Advice™. As with so much Bad Advice™, this seems to make sense.  If, for example, everyone uses “achieved” on his or her resume, you want to set your self apart by NOT using that word. Right? The issue is that everyone uses “achieved” because it is often the right word. And when you start to try to avoid good words because they are common, you run the risk of using really stilted and silly language.

Avoid Corporate Jargon – This one sounds like excellent advice. But it is misguided at best and often full-on Bad Advice™. I am the first to admit that corporate jargon can sound ridiculous outside of the office. For example, if I used the term “creative” as a noun in everyday conversations, people would probably look totally perplexed. However, in discussions with marketing professionals, “creative” makes perfect sense as a noun. So, while I would agree that it is important to not overuse jargon, speaking in the language of your industry is incredibly important. Tactful use of jargon is a very effective way to show that you are an insider.

Avoid Implied First Person – There are people trying to sell the Bad Advice™ (literally) that you should write your resume the way you speak. The idea is that the resume should read like a conversation. Here’s the thing, the resume most definitely is not a conversation. It is a conversation starter. And most readers – assuming anyone has the patience and time to actually read your resume – are going to perceive this approach as very junior.

When trying to determine the best approach for your resume or job search strategy, it is important to remember that a lot of people are looking to differentiate themselves, products and approaches by contradicting best practices. Don’t buy Bad Advice™.

Is a Creative Resume Right For Me?

I’ve long held that creative resumes are generally a bad idea, even for individuals in creative roles. However, there are always exceptions to the “rule.” But before you ask “Am I the exception?” let me share this; if you are the exception, you won’t need to ask. If a highly creative resume is appropriate for you, you will know. And you’ll know because it will be so natural an extension of the highly creative work you do that you simply wouldn’t consider something else. You would also not think to ask for someone else to create it, because – again – it would be a direct representation of your talent and expertise.

So if you are asking, “should I develop a really creative resume?” the answer is probably no.

Now, even if you are in the (very) small percentage of individuals for whom a highly creative resume makes sense, you will likely still need a standard resume.  You may also need help with content. In either case, reach out.

How to Apply to a Job Via Email

Q. What is the protocol for applying to a job via email? Do I use my cover letter as the body of the email? What do I put in the subject line?

A. I have answered this question before, but since it’s one that still comes through my inbox on a fairly regular basis, let me share them again.

• Attach the resume and cover letter as separate documents.
• Keep the body of the email very straightforward and concise. I don’t suggest using your cover letter as the email content; it is likely too much information for an email. Instead, simply outline your interest in the specific position (include any reference / requisition numbers) and direct the reader to your attached resume and cover letter.
• If you are provided a name, use it exactly as it is provided (i.e. Dear Sally Jones). Never assume gender. If you are not provided a name, consider using “Dear Hiring Manager.”
• Use the subject line to reference the specific title and requisition number. For example, “Resume for Job Title #1234987.”

Manage Your Own Performance

Last week I wrote about performance review shock and discussed where the blame might lie when you are blindsided by a performance appraisal. Of those three areas – you, your manager, or your organization – only one is easy to change. You’ve got to take full control of your own performance.

You might be saying “of course!” right about now. “Everyone knows they are responsible for their own performance.” But here’s the thing... It’s not rare for a client to be completely stumped when I ask them to provide quantifiable achievements for each of their recent roles. As we work together to uncover high impact accomplishments, I can see that the self-evaluation process is a new concept.

Be really honest; if I asked you to tell me three quantifiable ways in which you made a positive impact on your organization, could you do it? If you stalled, you’ve got some (very empowering) work to do.

If you are not in the habit of constantly evaluating your own performance, how are you going to steer a performance review? Or position yourself for a promotion? Or defend yourself when an unfair appraisal gets thrown down on the table?

It’s time to be your own champion and take full control of your performance. 

Your Performance Review Should Never be a Surprise

“I just received by performance review and I was shocked...” I hear it all the time. 

Performance reviews should never come as a surprise. If they do...

You may be to blame. I know it hurts, but the first step in identifying the root cause of your shock should start with you. Are you paying attention to the cues your manager is giving you? Are you really “hearing” her or him during one-on-one sessions? Are you keeping a “win file” and actively sharing your successes with your direct report?

Your manager may be to blame. If you are open to – and actively seeking feedback – and not receiving it, then you’ve got a leadership problem. Your manager should be consistently communicating with you about successes and areas of opportunity. He or she should have clear development plan / goals outlined and should be checking in with you frequently about your progress.

Your organization may be to blame. Unfortunately, there are organizations that have “performance surprise” baked right in. Best case scenario (but still really bad): the organization is operating so full-tilt that there simply is no time allotted for critical things like coaching and frequent performance conversations. Worst case scenario: the organizational culture is not employee centric and the company doesn’t truly value its people.

Regardless of where the blame lies, being shocked by your performance review is an indication that something is not working. When all is said and done, you want to be an employee who welcomes and seeks feedback and you want to work for a company that cultivates and promotes talent.

Considering Your Audience is Not Selling Out

“I want my resume to be a creative expression of my unique gifts!” This not uncommon request prompts me to delicately remind potential clients that the resume is “about you but for them” and that many readers will be turned off by a creative approach. Most people instantly get the differentiation and appreciate the frank advice. But sometimes a potential client balks. “I don’t want to sell out to get a job” is usually the subtext, if not the out-and-out response.

If you feel like following resume writing best practices is selling out, let me allay your fears. Considering your audience is not selling out. And your audience – your potential employer – is what is most important when creating a resume.

I am all for individual expression. There is a time and place for communicating your unique gifts in a creative way. However, as hard as it may be to hear, an effective resume is rarely a creative resume.

Person vs. Machine – Taking on Applicant Tracking Systems

As I’ve shared several times on this blog, Applicant Tracking Systems (ATS) – the systems responsible for scanning your resume among other things – are incredibly common. With companies increasingly inundated with resumes, that makes perfectly good sense. But it means you need to be armed with some tips to keep your resume out of the “black hole.” You already know to avoid creative resume formats. Here are three more tips for taking on Applicant Tracking Systems:

Target your resume first – Because many applicant tracking systems require you to essentially type all of the data from your resume into an on-line application, it can be easy to make small changes to the content as you enter it. A better idea is to target your resume first. You can then use the content to complete the application and you will have the targeted resume to hand over when you meet for an interview (this is key!).

Save your responses to specific questions – On-line applications will often ask you to answer some questions specific to the role for which you are applying. In addition to keeping a copy of the targeted resume you used to complete the on-line application, save all of your responses to those questions in a separate document. This way you’ll be sure to remember how you responded when those questions come up later in the process. Additionally, these questions can tend to be similar from organization to organization, so having your responses handy could save you a lot of time down the road.

Revisit core profile settings frequently – Many Applicant Tracking Systems will allow you to fill out some default profile settings. However, settings change and your experience evolves, so make sure you are checking the default profile from time to time. It would be a shame to go through the application process only to realize that, for example, a new profile question was auto-populated with a “N/A.”

Applicant Tracking Systems save companies a ton of time, but they also add a fairly complex layer of technology to the already confounding job search process. Being aware of how your resume and application are being handled can mean the difference between the resume “black hole” and an interview.