Katherine Turpin

Your Professional Branding Strategist

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Tag: Professional Branding (page 1 of 2)

Be (a little) charming

6 Recruiter-Tested Tips for Standing Out

A handful of the people I get to interview absolutely shine. What are their secrets? Amazingly, it boils down to using a little charm ~ taking authentic interest in both the job opportunity and the people with whom they’re interviewing.

What they do differently:

  1. They use their manners (please & thank you, and they’re on time).
  2. They do their research. Not just the superficial kind, like what the company does and its revenue numbers. These people have a ready answer for WHY they want to work here. You can too: Google ‘press releases’ & follow threads. Look at Glassdoor. Review the company’s LinkedIn profile. See who you know that works there. Check out key leaders (in addition to the ones you’re meeting).

    The best-prepared candidate I ever had the pleasure of interviewing did this: she aligned her desire to work for an innovative company with specific data and examples of what my employer has been doing to innovate. She was well-prepared, articulate, asked great questions, and wasn’t afraid to laugh a bit.

    She was a knockout, and we hired her from overseas on the basis of a couple of really great calls. Whether it’s on the phone or in person, take a genuine interest in the person (people) you’re talking to.

    My star candidate noted that I love to travel, an interest she shares. Review your interviewers’ LinkedIn profile(s) before you speak with them. See if you have common connections or interests.

  3. They ask good questions in the interview (because they are also interviewing the company, in a charming and gracious way).
  4. If it’s a phone interview, they answer the call like they would at work (ie. an energetic ‘Hi, this is x’).I’m amazed at how many people answer the phone FOR A SCHEDULED INTERVIEW with ‘Hello’? They know it’s going to be an interview, and still they sound like they were sleeping when they picked up.Also, stand up for the first part of your phone interview. You’ll automatically sound more compelling. And SMILE once in awhile ~ people can hear it.
  5. They treat whoever’s at the front desk kindly. At Robert Half, I used to ask our receptionist how people treated her. You’d be amazed at how many weren’t very nice. When I pick someone up from the front to take them to their interview, I notice when they remember to say ‘thank you’ to our receptionist.Also (this is so common-sense I almost didn’t include it, except it happened again this week): KNOW your interviewer’s first and last names so the front desk doesn’t need to figure out who you’re there to see.True ‘from the front’ recruiting story: a leadership candidate came in yesterday to interview. She asked for‘Scott’.  No last name. Don’t be that person.
  6. They follow up with a well-crafted ‘thank you’ email referencing something unique ~ maybe a shared laugh from the interview or a common interest that popped up. Send it within 24 hours. Keep it short, sweet, and relevant.

Put each of these tips into practice &
you’ll stand out, too!

Wondering how to polish your professional brand?
Here’s a link to my calendar for a free 15-minute brainstorming session.

Tell a Better (Professional) Story

For many people, writing (especially a resume) is right up there with a root canal.

Assembling details, knowing what to include, and finding the right words to describe one’s professional achievements is…tedious. It can feel like (uncomfortable) self-promotion. Also, there might be awkward gaps and regrettable choices, and now they’re being put on display.

But being seen is unavoidable when job-seeking. Or when ramping up a side business or making a foray into public speaking, for example. Take comfort in knowing that 99% of the population feels the same way (cringey), and then tell your professional story anyhow.

I recommend the following:

  1. Meet your reader where they are: to tell a good story, assume your reader knows practically nothing. If you’ve read any of the Harry Potter books, you’ll recall that JK Rowling takes time in each to thoroughly describe the setting and to review what happened in the previous book. She brings her readers up to speed with context.

Do the same with your resume:  what kind of business do you work for? How many people are there? What’s the annual revenue? Is it global? National? Local? Paint a word picture. Details are important to give context: what size team were you on/did you manage? What is/was the budget you manage(d), what’s the scale and scope of your work? Include accomplishments, ROI, and measurable impacts like $/time saved or efficiencies /profitability gained.

Your first resume draft should be a brain dump: get it all out. Then, revise (which brings us to step 2):

  1. Use the best (word) ingredients: Alice Waters is a Northern California chef who’s known for her exquisite, simple food. Her secret: in recipes with just a few ingredients, use only the freshest and best.

How does that translate to a resume? Here’s how: once you’ve written a first draft, read it out loud. Be on the lookout for redundancy (words or phrases repeated). Find different ways to say things. Get rid of stock phrases that have little meaning. If you’re drawing a blank, Google ‘thesaurus’ to help get you thinking. Slow down a little, and be discerning. When you find adjectives that describe you/your work aptly, use those.

Very important side note: avoid using overly dramatic words. Let others use “visionary”, “vast”, “outstanding”, or “authentic” to describe you. When you apply them to yourself, they sound hollow and self-promoting. Meaningful (and true, not trite) words carry your resume.

Finally,

  1. When you think you’re dressed, take off one piece: Coco Chanel, an early 20th century fashion disrupter, OWNED simplicity. In an era when fussy fashion was the norm, her minimalistic style stood out. Do the same with your resume.

Cluttered, busy, overly full resumes are overwhelming. OVERWHELMING DOES NOT GET READ.

When you think you’ve finished writing your resume, find things that don’t need to be there. Ask yourself, “Does it add value? Does it contribute to the picture I’m trying to paint?”

If not, be ruthless and TAKE IT OFF. Keep sentences and paragraphs short. Use space to your advantage ~ it will emphasize your well-chosen words and phrases. White space invites your reader in.

A resume is an appetizer, intended to whet interest and declare relevancy. It’s a preamble to the meal (the interview, the job offer). It’s not the meal itself (or the entire story of your career).

When you remember to tell your professional story using context, simplicity, and the best ingredients, you’ll stand out.

And isn’t that what you want?

 

Struggling with crafting your resume and/or LinkedIn profile? I can help!
Check out my Professional Branding Package here

The Elephant in the Room

what’s “old”? some insights (and tips) on DEFLECTING age bias

A vital, intelligent middle-aged woman with much to offer recently told me: “A friend who works in HR said I should plan on this being my last job.”

Ouch. 

I’ve also heard this: “I’d like to look for a new job, but I’m worried about companies passing me up because of my age.  So I guess I’d better just stay put.”  Or, “I’m pushing 50; I need to be careful.”

There’s real fear coming from the 50+ crowd. It’s understandable, given past trends of jobs being outsourced or companies getting rid of tenured workers in favor of younger (read: less-expensive) ones.

So we pull back, not wanting to talk about that elephant in the room, age. Notably, OUR age. We start believing that we need to settle, gratefully accept what we have, sit on the sidelines, be passed up or passed by, lucky just to have a job. Never mind stepping out and looking for a new one ~ with all our experience, we still might not get hired.

is this true?
Not so much: SOME (GOOD) news

 

According to this article from CNBC, the unemployment rate for 55+ workers is lower than the general unemployment rate by almost a full 1%.

And studies are showing that mental and emotional abilities peak at different times. It’s not like we thought, a burst of brilliance at age 30 followed by the inevitable slow decline. There are plenty of role models for hitting one’s stride later in life: people who changed careers or built businesses and made it big later, celebrities who got a slow start, people who didn’t follow a traditional path (if there still IS one).

The rules have been kicked to the curb.  People are marrying + having kids later, living longer, waiting to retire (if they do at all) and reinventing themselves along the way. PLUS there’s a shortage of workers. A pretty rosy picture, all in all.

Still, if you’re “of a certain age”, it pays to be a bit crafty. Be bold, be unapologetic, but be mindful of the possibility of age bias.

In other words, don’t give them any ammo.
How?
  1. Your resume: avoid phrases that lead with decades of experience (“25+ years”) or long-in-the-tooth descriptors. Instead of “vast”, for example, use “deep” or “extensive” or “rich”.  Also, don’t go back for decades with your work history. Especially in tech, the last 10 years or so is plenty. Add a “Prior Roles Include” section if you want to capture relevant earlier titles.
  2. Address the “older workers are more expensive” conversation (at the appropriate time): seasoned workers may be more expensive, but I’ve also heard it eloquently said, “I’m at a point in my life where money is less important: I’m an empty-nester, my kids are out of college, I have flexibility to choose the work I want to do.” This one can be a little tricky, though. Don’t lead with “I’m inexpensive” — you want to be fairly paid for your expertise.
  3. Keep learning + adding new skills: find out what the hot ones are, then pick one up that’s relevant. Not just because I told you to. Be interested in it and have some kind of practical application for it. Udemy has skazillions of courses, cheap. There’s also YouTube (free) and all kinds of interesting problems to be solved in the world.
  4. Mingle with all generations: add younger folks to your network ~ your peers may be retiring. How to find Gen Y’ers / Millennials? Go where they are: mentor, teach what you know, volunteer (find a hackathon or a social engineering opportunity). Bring Genesys Works into your company, get invited to your local high school to give a career presentation, hire college interns. Meetup.com and Evite are full of ideas.
  5. Be mindful of your appearance: stay reasonably fit + at a healthy weight. Walk with a spring in your step (want to see how you look when you walk? have someone take a quick video). Hold yourself tall. Cultivate a personal style (that suits you) based on current trends. This includes shoes, glasses, hairstyle, makeup for gals, your pearly whites. Strike a balance, though. You’re not trying to look like a Millennial ~ you be the best version of you.
  6. Listen to yourself: are you talking like a curmudgeon? Steer clear of topics like illness, surgeries, aches and pains, too many stories about the grandkids or decades-old events, how things were “back then” or “we always did things that way”. Your brain is always listening and will faithfully recreate whatever you focus on. The best part: you can reverse it! Don’t do this for them, do it for you. Read this.
  7. Cultivate a youthful attitude: open-mindedness, focused in NOW, flexibility, curiosity, an appreciation of different perspectives and an interest in new ideas. “Old” is a mindset as much as it is a chronology.

I’ve heard that after age 50, we must choose whether we’ll engage with life or drift toward the sidelines. Even though stepping back might seem appealing, decide to stay interested and relevant, whatever that looks like for you. Put energy into learning, experimenting, and getting outside of your comfort zone regularly. Not just professionally, do this in your life.

Chuck Squires, a 35+ year veteran of Robert Half International, role models this beautifully. He’s retired, but stays connected through mentoring, networking, giving back to the business community. On vacations, he’s off hiking in the Andes or volunteering somewhere. His zest for living is infectious and inspiring.

“There is a fountain of youth: It is your mind, your talents, the creativity you bring to your life and the lives of people you love. When you learn to tap this source, you will truly have defeated age.”

— Sophia Loren

At any age, your network is your best professional asset (keep in mind, your network is the people who will help you, not your number of LinkedIn connections). Cultivate it with consistency, and be sure you’re helping others along the way.

A LinkedIn article popped up in my feed recently ~ the topic: could older creatives compete with younger talent? The headline photo: a middle-aged guy with a full gray beard. He was sitting on the ground, MacBook Air atop his thighs.  Dressed sharp, wearing Clubmaster shades, muscles faintly visible under his rolled-up sleeves, sockless-in-oxfords-with-tanned-ankles. My god, he looked HOT. Experience and perspective + curiosity and energy are irresistibly intriguing.

You have much to offer: your unique perspective, your experience, your skills, your sensibilities. Stay in the game. We need you here.

I help mid-careerists tune up their professional brand.
Embarking on a job search? Gunning for a promotion? Launching a speaking sideline?
I use my recruiting and writing experience to help you get clear.
Want to connect?
Here’s a link to my calendar for a 15-minute no-strings-attached call. 

 

Ask a Better Question

When it’s time to change workplaces, the question most people ask is, “Where do I find my new job?”

We gravitate to Careers pages on company websites, search LinkedIn, or head to the job boards. It’s pretty easy to search for a title, spend a few minutes applying  / connecting / asking. The hard part is the waiting for a response. Lordy, the waiting is the hardest part.

But what if we changed the question? Instead of “where do I find my new job?” what if we asked, “Where do I find my new leader?”

I think looking for a new leader is a much more interesting proposition.

In the traditional sense of looking for a job, we match skills and requirements. The leader is kind of an afterthought.

When the new leader is a focal point of a job search, the skills and requirements are still there, but the whole question is elevated: who do I know that I’d love to work for? Who have I worked for in the past that I’d really like to partner with again? Who in my current circle of acquaintances knows someone? Who’s a thought leader? Which companies foster a culture of engagement and innovation?

Looking for a new leader could also mean finding a different leader within your current company. If you’re generally happy with your workplace but need a change, could you network internally onto a new team?

Or how about this: who’s solving interesting problems?

The only way you’re going to find out for sure is to start asking around. Sleuthing, making connections, following the thread.

Recruiters do this all the time ~ we find out where the fire is: who’s changing technologies | growing | shedding | transforming? That’s where the interesting work is.

Find that, and then figure out how to get their attention. Know your value proposition. Come with an idea of how the application of your unique skills and experience can contribute.

The most-satisfied seekers are doing more than just looking for their next job. They’re finding great leaders and interesting problems they can help solve.

 

I help people who are 10+ years into their careers better-tell their professional story. Struggling with yours? Here’s a link to my calendar. Let’s see if we’re a fit.

Get Visible!

Congratulations! Your professional brand’s in place: your resume’s tuned up and you’re happy with your LinkedIn profile. Now what?

Here are some guidelines to help you get visible:

LinkedIn

  • Use the rule of “ABA”: Always Be Adding to your LinkedIn connections. Make it a habit to send a connection request to every new person you meet.
  • Beef up your connections: invite former workmates, leaders, vendors; people you volunteered with to connect (use your resume to help trigger your memory).
  • Ask for LinkedIn recommendations from the people who know your work. You can even write a ‘suggested recommendation’ ~ they’ll appreciate it (makes it easier for them) and you’ll get a more-specific accolade.

    Be a regular on LinkedIn (daily is great, relevant is key) and…

  • Preserve your brand: be mindful of what you’re ‘liking’ and sharing on LinkedIn. A good rule of thumb is 2 professional ‘likes’ or shares + 1 local- or professional-interest ‘like’ or share. It shouldn’t be all about business. What do you want to be known for? Let that guide you.
  • LinkedIn articles are a great way to stand out. Write a 500-word piece about a problem you/your team solved, a technology you’re exploring, a learning you’ve had in blending teams through M&A, a new idea, a personal experience around job interviewing or even a bad boss experience. Use an image (royalty free ~ you can find lots of them at www.pexels.com). Post & repeat.  Note: I help clients with ghostwriting or editing/proofreading their LinkedIn (or other) articles.

Expanding Your Circle

Be intentional. Make it your (fun) mission to see who and what’s ‘out there’. Tell yourself it’ll be interesting.  Keep it light but focused. Make it an experiment and follow the threads. Whatever (time, attitude, expectations) you put in will impact your results. 

  • Do some strategic networking. Think about the places where your next leader is likely to be. Ask others for recommendations of networking groups if you’re not sure. Find some likely targets. Go there.
  • Start & curate a list of target companies, the kind who’d benefit from your experience and that would offer you more satisfaction. Once you have your list, follow the company on LinkedIn, find out who’s running and working for them, and start building relationships.
  • Ask people you know for introductions. Vendors know lots of people. So do most recruiters. Don’t be shy. If there’s someone you want to meet, figure out how to meet them with a warm connection ~ someone you already know.
  • Invite someone you’d like to know better to coffee or lunch. When I want to learn about a new technology, I’ll invite them out. People generally like to talk about what they do, and someone with a genuine interest is, well, irresistible.

Even if you’ve let networking and LinkedIn sit on the back burner while (it seems like) everyone else was connecting, don’t worry ~ it’s fixable!

Use this strategy to get caught up.

GOT QUESTIONS?
WANT TO SEE IF WE’RE A FIT?

Here’s a link to my calendar for a free 15-minute intro call (don’t be shy).

5 Quick Tips for Bias-Proofing Your Professional Brand

I recently watched a TED talk given by a fellow recruiter. In it, she quoted a study done by The Ladders, the first-ever of its kind, which measured the amount of time recruiters spend looking at a resume.

Do you know how much time that is?

Six seconds. 

All the more reason to do two things:  have a great professional brand, and cultivate other avenues to the end goal (your new job), like networking, mentoring, speaking, blogging, and generally being connected “out there” in the world.

To give your brand the best possible six seconds…

  1. Leave location off your resume.
    Provide your email address, mobile phone (not home phone), and a hyperlink to your LinkedIn profile.
  2. Use a professional-sounding personal email address.
    Firstname.Lastname@Gmail is best, in my opinion. AOL and Yahoo addresses, Comcast.net (for Twin Cities dwellers) sound vintage.
  3. Use a modern font like Calibri. No more Times New Roman.
  4. ‘Objective’ is out.
    Use ‘Professional Summary’ or ‘Summary of Qualifications’. Unless you’re a director or above, please don’t use ‘Executive Summary’.
  5. Have a crisp LinkedIn headshot with a neutral background.
    No wedding photos, fish, or 10-year old boudoir shots. Your photo should look like you (how else are your new networking contacts going to find you at the coffee shop?)

Read more about cultivating your network here.

In the end, job hunting is marketing. And marketing is about presenting a clear and compelling product, YOU.

Don’t let subtle, bias-inducing components get in your way. Give yourself an advantage & use these tips for a great head start.

PS: If you’re struggling with your professional brand, I can help.
Here’s 
 a link to my calendar for a free 15-minute get-to-know-you call.

“I hate talking about myself!”

some non-cringey tips for easing into the spotlight

Little kids announce their accomplishments so easily and charmingly (maybe because they’re so dang cute). They’re matter-of-fact and completely unselfconscious.

Most grownups, on the other hand, shun the spotlight . “Oh, it wasn’t just ME, it was a team effort.” “Interviews make me so nervous – I just hate talking about myself.” “Lead a training session? That’s WAY outside my comfort zone!” (= all real-life quotes)

Is this a Minnesota thing? A gender thing? In “Rebel Talent”, Francesca Gino says, “As we climb the corporate ladder, our ego inflates, and we tend to feel even more threatened by information that proves us wrong.”

Voicing an unpopular opinion in a meeting (especially a tense one) can be unnerving. Being the focus of attention ~ giving a speech, teaching a group of strangers or trying something new (like Improv) — alarms most of us.

But a job interview carries a multi-threaded threat: we’re talking about ourselves, with strangers, hoping for a job we really want and we’re the sole focus of attention.

Talk about anxiety! It’s enough to bring out the heart-pounding, stammering, I-can’t-think-straight version of ourselves that we don’t want anyone to see.

 But consider this: if you don’t tell (or show) us, how else will we know?

You could even say it’s a little selfish to keep us in the dark. Your perspective, your path and your skills are unique. So  for the good of all of us, step out of the shadows. It’s cringe-y (but-critical) to show up and help us understand.

It could be a job you’re interviewing for. Or it could be a project you’re about to lead. A new client you’re starting to work with. Or a LinkedIn article you’re about to publish. I know — the spotlight feels alarmingly bright.

Some suggestions:
  1. Reframe it: you’re not asking (for approval, for a job, for the sale, for the audience’s attention) you’re advising (your skills are relevant, you’re the right person for this task, you’re sharing your perspective).
  2. You’re the authority: No one else knows your experience, your point of view, the way you do. You’re the best one to tell this story.
  3.  Get comfortable: you know that person who matter-of-factly talks about their  accomplishments? They do it without apology, which puts everyone else at ease. Be more like them. And (my favorite) most people think about us far less than we believe they do.
What? Get comfortable in the spotlight? HOW??

First, get clear. List your accomplishments. Something like, “I untangled the billing process and decreased my company’s reconciliation from 2 weeks to 2 days”. “I led the charge to consolidate my company’s backup tools from 8 to 1, saving $4.5 gazillion” (I made these up, but you get the idea). When I review work histories with professional branding clients,  they’re often shocked at how much they’ve done, what they know, and the impact they’ve had. You know what you know. Own that.

Side note: in a job search, highlight accomplishments where you enjoyed doing the work.

Second, add context.  Remember how we had to add facts to flesh out a persuasive speech in school? Do that here: add the details. ROI, time / cost savings, measurable impact on customers, improved scores, increased $ revenue. Make it real.

Third, practice. If you’re prepping for an interview, say your accomplishments out loud until they flow.  Tell a mirror. Talk to your dog. Say them to your smartphone, on video. Sing them.  And when you do trot them out in real life, remember to tell a (short) story or give details.

As you speak, watch for social cues. Has the data landed? If  you’re getting a blank look, ask “Does that make sense?” or “Do you need more information?” If they’re good, stop talking.

Think less about your discomfort and more about being a good steward of the data you’re sharing. When you shift focus AWAY from your angst at “bragging” (or being the focus of everyone’s attention) and TOWARD helping your audience better-grasp your message, you’ll find your nervousness falling away.

Some clarity + a little practice will make stepping into the spotlight easier. It’s okay to slip up a little. Be prepared, but give yourself permission to be imperfect.

Don’t you just love hearing different perspectives & stories? All the more when the speaker admits to being a tad nervous or unsure?

It’s what makes work (and life) interesting. So play it loud and proud! We’re all ears.

I help mid-career professionals better-tell their story. Need some help crafting yours?
Click here to schedule a no-strings-attached intro call.

Wait…Job-Hunting is Like DATING?

How to deal with stuck
(because sometimes it feels like it’ll last forever)

Have you ever been doing everything right in a job search and then suddenly and for no apparent reason things came to a screeching halt?

You got your resume & LinkedIn profile all spiffed up, discreetly let a few friends and former co-workers know you were on the market. You found great jobs & applied to them. Had an interview or two, maybe even the promise of an offer. Things were going great. “What’s all the fuss?” you wondered, “This is easy!”

And then, ghosted.

It happens without warming: a search that’s humming along nicely goes silent. Nobody replies to emails (or worse, you get an inane hard-to-interpret reply). Offers are stalled, all activity just STOPS for no reason.

It can be freaky.  Because Waiting is the Worst.

You want to know what you did wrong. Did the market change and now the job’s being done by robots? Naturally, you want to DO something to end the torture and shake things loose.

This probably won’t surprise you, but job hunting is a lot like DATING: it’s designed to rattle you to your core (kidding, not kidding).

But seriously
  1. Don’t take it personally. Stuck happens. Sometimes it has zero to do with you. Hiring is important, but when a company has an ‘all hands on deck’, candidate interviews are the first thing to get pushed back.  So maybe it’s not you, it’s them.
  2. Walk away for a bit. Cosmically, detaching makes you mysterious and alluring. Oh, wait, that’s dating. Well, it’s also true for job-hunting: something magical happens when you stop pushing.
  3. Date around. Give your mission a little time off (you’ll know when you’re ready to get back to it, because your curiosity and enthusiasm will return).
  4. Once you’re not feeling even the slightest bit pissed off or stuck, take a tiny step forward. Do something silly, like applying for a job you’d never consider: zookeeper or barista or dog park attendant.

    See, you have to show yourself it’s not all that heavy and serious. Like “Tag, you’re it”, then you let it go. Forget about it. A playful touch is super important. Like in dating, “I’m interested, but I don’t NEED you.”

  5. Repeat. And keep having fun, staying curious, not being in a rush.
  6. Remind yourself you have valuable skills and that things always work out: yup, even when there seems to be no movement.
    Because you do, and they do.

Those are arugula sprouts, by the way. I love arugula. You know what else? Seeds take time to germinate. Just like the efforts you’re putting into your search (or dating).

We get tons of social cues to push on (damn Puritan work ethic). So it’s not your fault for wanting to muscle through.

But for god’s sake, when you’re stuck, take a break, will you? PS. you’re not really stopping, you’re just pausing. You’re resting a bit to let things unfold in the best possible way.

 

Does your professional brand need some love? Here’s a link to my calendar for a free 15-minute intro conversation.

 

Because Hope is Not a (Job Hunting) Strategy

The old ‘post-and-pray’ model (where Talent Acquisition publishes a job on the company ‘Careers’ page and HOPES that the right candidate applies) doesn’t work well.

We still post, of course, but we’re also reaching out to candidates and actively recruiting them.

‘Apply-and-pray’, the job seeker’s equivalent to ‘post-and-pray’, doesn’t work well either (unless you’re a mid-level developer). You might get lucky if you’re one of the early applicants. But especially at manager- and director-levels, your resume might not even get read unless you’re in the first wave.

I think the way we go about finding a new job needs to evolve.

That’s where marketing steps in.

You’ve heard of marketing campaigns, right? Companies create and run a series of visibility-raising programs to launch new products or to sell more of something.

In other words, while ‘apply-and-pray’ is a possible method (except, hope is not a strategy), there are other more-proactive (and interesting) routes to take.

Here are three:

  1. Create your professional brand 

Which problems do you most often get asked to solve? What kind of work do you love doing (and get paid for, of course)? Where are you happiest and most effective? What are you known for? How do you want to be known?

Are your resume and LinkedIn profile aligned and accurate? Do they clearly showcase your talents & accomplishments?

Once you’ve got your professional brand nailed (and you don’t need to do this with me), TAKING ACTION is important.

Because otherwise, you’re just putting yourself on a shelf and WAITING.

  1. Decide how you’ll market / promote yourself. 

You can do this in lots of ways:

  • Work with a trusted agency recruiter who’ll leverage their relationships (and credibility) to connect you with the decision-maker (but beware: the fees charged by agencies can be a barrier);
  • Find and nurture connections who have relationships with decision-makers inside the company(ies) you’re looking to join;
  • Develop a relationship with the company’s talent acquisition recruiter who can connect you with the decision-maker (best to do this far ahead of need);
  • Get out there in the world and meet new people;
  • Ask how you can help others (really!);
  • Offer your expertise and opinions (by mentoring, publishing LinkedIn articles or blogging, volunteering, attending industry events and workshops);
  • Change your LinkedIn status to ‘open to opportunities’ (passive, but helpful);
  • Participate regularly in ‘liking’ and ‘sharing’ relevant LinkedIn posts (especially those posted by people you’re trying to get to know)
  1. Settle in…this is a campaign

Campaigns are not flash-in-the-pan, do-it-for-a-coupla-weeks strategies. Companies, PACs, the military, and political candidates devote significant chunks of time to them.

This requires consistency, courage, and curiosity. But being visible is a worthwhile practice even when you’re not actively job seeking.

Instead of networking in a burst to find a new job, think of networking as part of your career responsibilities.

Decide to participate in the larger community and make new contacts AT ALL LEVELS regularly. Connect with them in a meaningful way, and of course, nurture your LinkedIn network.

I’ve worked with some job seekers who relish marketing themselves & networking, and others who dread it. Guess which ones land sooner? Guess which ones feel more confident in their futures?

I’ve been taking an informal poll, asking every single (former) job seeker how they found their new role.

And do you know what? 99% said they got connected through someone they knew.

 

Need a jump-start on your professional brand? Let’s chat! Here’s a link to my calendar for a free 15 minute no-strings intro call.

To Cover (Letter) or Not?

The real scoop on using cover letters today
quiz: use a Cover letter (pick one):

a) always;
b) never (they’re old-fashioned);
c) to hammer home why you’re a perfect fit for the job;
d) a and c;
e) b

I know, right?

Back when resumes were snail-mailed, a cover letter was an integral part of the application process, a genteel ‘nice to meet you.’ Today’s online applications have kicked cover letters to the job-hunting curb. Mostly.

So when DO you use a cover letter? What should it say? And to whom should it be addressed?

correct Answer:
use a cover letter when it’s not immediately apparent why you’re the right person for this job.

For example:

  1. Location (you live out of commute range): use a cover letter to briefly address:
    • What brings you to our fair state? (ie. to be near family, partner got a job or grad school placement here).
      We recruiters are leery of relocating someone JUST for a job, especially when Minnesota has things like…winter;
    • Timing (will you find a job FIRST, then move? How soon do you expect to be local?);
    • Will you be visiting the new metro (ie. be able to interview) before your move?
    • Are you looking for a relocation package (we’ll ask anyhow)?
  2. Job pivot : When you’re applying for a job that’s different than the ones you’ve held, help us connect the dots. Use a cover letter to address the reason why your skills/experience are a fit (tweak your resume, too).
  1. Stepping down:  From CIO to director, manager to sole contributor. Again, help us understand. Keep it short, acknowledging that you’re applying to a less-weighty role. Focusing on the value (experience) you can add while dialing your work responsibilities back, ie. “I’m ready to move from a leading role to a supporting role.”

That’s the ‘when’;
Some tips on what to say

 

  • Select 1-2 key requirements from the job description (don’t just match years of experience ~ find something juicier: talk about similar industry, company size, growth trajectory or how you’ve successfully tackled issues your target company may be facing);
  • Craft a couple of sentences about your experience as it relates to those requirements (ie. “with experience creating scalable processes within a rapidly-growing company, my background should be a good fit.”
  • Invite: “I’d welcome the opportunity for a conversation / interview / discussion. I’ve heard great things about <company / company’s transformation / other buzz>.”

And to whom

  • Do a quick LinkedIn search on the company you’re applying to. Can you figure out who the hiring manager is? If so, address it to that person and say something like, “Based on my research, it seems likely that this position reports to you.”
  • If you can’t figure out who the hiring manager is, see if the job is posted on LinkedIn. If it is, who’s the recruiter listed as ‘point of contact’? Use that name. If there isn’t a recruiter named, address your cover letter to ‘Talent Acquisition’ or ‘<company name> Recruiter’ or ‘Hiring Team’.

put it all together: A template
(you’re welcome)

<Date>

<first last>
<title, department>
<company name>
<city state>

RE: <position title + job / requisition number from the company’s Careers page, if you have it>

Hi, <first name>,

I hope your week’s off to a great start. I’m very interested in being considered for the role of <insert job title> at <insert company name>. With my <insert relevant skill #1>, <insert relevant skill or industry experience> + <insert soft skill>, my background should be a good fit.

I look forward to hearing from you or someone on your team!

Warm regards,
<your first and last name>
c 123.456.7890
<your email address>

Want your cover letter to be read?

Keep it short, relevant and curious/confident (not ‘pick me! pick me!’).

There are no guarantees that your cover letter WILL get read, but when you’ve kept it tidy and trim, it’s much more likely.


I’m a word-nerd + recruiter who loves to help mid-career job seekers refine (or define) their professional brand.

Need some help? Here’s a link to my calendar for a free 15-minute chat.

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