#040 - Job Search Q&A

Learn about The Job Search Strategy System

We haven’t done one of these in a while, have we?

Plenty of protein below so no extra links or Q&As or screenshots today. Like Mel Fisher, let’s dive right into the treasure:

(Look it up.)

“Are there good practices to Resumes/CVs that will help to stand out with the 10 seconds rule?"

(For context: this question is talking about recruiters spending - on average - 10 seconds reading someone’s CV/resume.)

Whatever the number of seconds is, it’s low. Why? Because most people who apply aren’t qualified. If the person isn’t at all qualified, it only takes a few seconds to see that.

(This would actually be a good use of AI for recruitment, in my opinion - to get rid of the completely irrelevant CVs/resumes. (Please don’t hurt me.))

So yes, maybe it does average out to 10 seconds. But that’s because we can quickly dismiss the irrelevant ones and spend a lot longer on the promising ones.

As for standing out, a well-written summary can do wonders for catching a recruiter’s attention.

Let’s say I was applying for a recruiter position that had the following listed as requirements:

• Experience with strategic sourcing and pipelining

• Strong closing and negotiation skills

• Ability to work with the most senior stakeholders

I could write a summary that included this:

“Senior recruiter with 10 years of experience. Hired 50 candidates in 2023 with 100% coming through sourcing, previous pipelines, or direct application. Offer acceptance rate of 90%+ in the past 2.5 years. Worked with (and received strong feedback from) stakeholders who are Senior Directors, VPs, and Senior VPs (at a company of 10,000+).”

Experience with strategic sourcing and pipelining? That’s covered: “Hired 50 candidates in 2023 with 100% coming through sourcing, previous pipelines, or direct application.”

Strong closing and negotiation skills? That’s covered: “Offer acceptance rate of 90%+ in the past 2.5 years.”

Ability to work with the most senior stakeholders? That’s covered: “Worked with (and received strong feedback from) stakeholders who are Senior Directors, VPs, and Senior VPs (at a company of 10,000+).”

If that doesn’t capture their attention, I’m not sure what will. Maybe send them an email with the subject line “I have your kids”?

(Don’t do this.)

“What to do when you aren't hearing back from companies? Even when applying for entry levels as a professional with a few years experience, I still can't seem to get a response anywhere?”

A few things:

• Check your CV/resume. Do you have all your best results and achievements on there? Are you tailoring it to the role? Is it easy to read and understand? 

• The roles you’re applying for. Are you applying to roles you’re very qualified for? Or are you “shooting your shot”?

• Remote / hybrid / onsite. Are you holding out for remote only? Or are you considering hybrid and onsite?

• The market. Right now - especially for some of the most popular and desirable industries - there are way more candidates than roles. (An “employer’s market” they call it.) That means competition is about as high as the Burj Khalifa.

Also, you mention applying for entry-level roles when you’re a few years into your career.

Maybe it’s time to stop selling yourself short. If a company is advertising for an entry-level position then that’s what they want: an entry-level person. And that’s not you. You have a few years of experience now so you have every right to apply for roles that require a few years of experience.

Focus on those and only those and your job searching will improve as much as Alvin Robertson did in 1986. 

(He was the first ever recipient of the NBA Most Improved Player Award.)

(Too niche? I think even for die-hard basketball fans that was too niche.)

“What's your secret sauce for acing job interviews and making a lasting impression?”

I don’t know if there’s a “secret sauce” - every company, hiring manager, and interviewer is different - but I do think there’s one thing that’s valued almost universally:

Listening.

(Radical, I know.)

First, show you’ve “listened” to the job description. “I can see you’re looking for [x]. In my last role, I did [x].” 

Second, show you’ve listened to what was talked about in the interview by asking related questions at the end. “Earlier, you mentioned [x]. Could you tell me a bit more about how that works?”

I mean, think about it: when was the last time someone made you feel truly heard? It’s rare, isn’t it? To give that to someone, well, not a bad way to go about leaving a lasting impression.

Plus, actually listening and being present to the moment in front of you - rather than to your inner monologue or any nerves you might be feeling - will give you the best insight into what the hiring manager, role, and company are actually like.

Win-win.

How do you see RTO / Hybrid mandates impacting job seekers? Will WFH be mainly for senior people with a lot of experience or niche skills or a tactic for smaller companies to compete with bigger companies?”

Most new roles are now either hybrid or onsite. Remote roles still exist - they always have and probably always will - but, as you say, they’ll probably be reserved for people with niche skillsets who companies need to do more to compete for.

Or for companies who are lesser-known and need to compete for talent with the big boys.

Or for companies who have data to show your proximity to an office has nothing to do with your performance. (That would be nice, wouldn't it?)

One thing to remember with remote work: it didn’t happen willingly. There was a pandemic and we were forced to work from home. Companies didn’t want to do that; they had to. When you look at it through that lens, it’s no surprise they’re calling people back to the office, even if it’s only one or two days per week.

They had something taken from them. And now, they’re taking it back.

(At least, that’s how they view it.)

Your best chance at getting a remote job is probably to get really, really, really good at what you do so that you’re in demand and companies have to compete for the chance to employ you. Things then become a little bit more on your terms and working remotely can be one of your dealbreakers.

You can also - if circumstances allow - only apply for remote roles and roles at remote-first companies. Your job search might take longer - a lot longer - but if you’re in no rush then that’s no problem. 

You can be like Jonathan, the 191-year-old Seychelles giant tortoise: slowly plodding along.

(Just wanted to mention him somewhere. Shoutout to Jonathan.)

“I'd love to know what your most underrated or maybe least-talked-about job search tip is!”

It’s probably the same thing as Robert Greene’s 13th Law of Power:

“When asking for help, appeal to people’s self-interest, never their mercy or gratitude.”

Why?

Because a company isn’t going to hire you because it helps you; they’re going to hire you because it helps them.

Now, the best situation is obviously one where it helps both. The company gets a high-performer who adds a ton to the company - culture-wise and to the profit margin - and you get a role in which you get paid really well, make a big impact, learn a ton, and grow your career in whatever direction you want.

But.

The company - or hiring manager, more accurately - isn’t going to hire you because they want to do you a favour. They’re not going to be looking at your CV thinking, “Hmmm, well they don’t have the skills or experience but maybe they’re a really nice person who could do with a break? Yeah, sure, let’s give them a shot.”

No. 

(I know it can be tough to hear but breathe. Stay with me. Not long to go.)

They’re going to be looking at your CV and thinking, “Does this person have the skills and experience to do this role?”

Not a role. Not any role. This role.

In other words, they’re looking at your CV and thinking, “What’s in it for me?”

If your CV doesn’t appeal to their self-interest - if it’s not relevant or tailored to the role - then you’re not getting an interview.

Speaking of interviews, do you know what they’ll be looking for?

Evidence.

Evidence you can do this role.

Not a role. Not any role. This role.

They want someone who can do this role so they know - so they trust - these particular bits of work will be done to a high standard.

Why is that important?

It’s important because it means they look good. That means their career will go better, they’ll get that raise, that promotion, that big house, private school for the kids, the new Apple VR Headset thing, the Aston Martin Valour, and the all-inclusive 2-week holiday to the Maldives.

Maybe it doesn’t go that deep for some but don’t think for a nanosecond they’re going to hire someone who isn’t a great answer to the question, “What’s in it for me?”

To be clear: I’m not advocating you sacrifice any of your non-negotiables. That would be like literally any episode of SpongeBob SquarePants: awfully silly. (What a show, though.)

I’m simply saying that if you want a role, you must - without bulldozing your boundaries - appeal to the company’s self-interest.

Must.

Thanks for reading. You, like DJ Khaled, are the best.

Oh, also, this may or may not have been a tiny, tiny preview of something I’m working on behind the scenes: The Job Search Strategy System.

Who knows. Couldn’t possibly say.

Anyway.

Until next time, fellow citizen of Earth!

Learn about The Job Search Strategy System

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