Edition #003 - This Is Why You Haven't Gotten Your Dream Role (Yet)

Part 1: This Is Why You Haven’t Gotten Your Dream Role (Yet)

Part 2: Q&A (not hearing back from applications, how to network when new to an industry, discussing your first raise, and more)

Part 3: In Conclusion

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This Is Why You Haven’t Gotten Your Dream Role (Yet)

If you’re looking for a job right now, there’s a chance you’re feeling discouraged, disheartened, distressed.

Burnt out.

I hear you. And I feel for you.

Not in a patronising way, but because I care about you.

I say this because some of the below may feel somewhat ‘harsh.’ My only intention is to give insights based on reality that I know will help you, rather than some ‘feel-good’ post that pretends things are different than they actually are.

I respect you so much for being here and doing all you can to find a new job. Believe that.

Okay, here we go:

Let’s say you’re looking for your dream job in your dream industry but haven’t broken through just yet.

Or perhaps you’re simply looking for any role that treats you right and pays you well.

Here’s an exercise you can do that might help you but you also might hate:

Name 5 impressive things about yourself that employers would find useful. Write them down or shout them into the void.

But here’s the catch: you’re not allowed to list anything you are or any internal characteristic you have. You can only list things you do or have done.

That means you can’t say, “I love the gaming industry more than anyone” or “I’m the most collaborative team-player ever” or “I’m more passionate, more dedicated, more driven than anyone else.” Those are all either things you are or they’re internal characteristics.

Go ahead. 5 things you do or have done that would help you get your dream role.

If you found that difficult, well, that might be why you haven’t broken through yet.

Hey! Let’s do a metaphor:

Imagine the person you love most in the world gets stabbed.

(Breathe. It’s just imaginary. Stay with me.)

They’re lying in the street, bleeding and screaming.

(It’s all going to turn out okay, I promise.)

A guy rushes over. “Move,” he says. He has a first aid kit.

You ask, “Are you a first aider?”

“No,” he says.

“A doctor? A nurse?”

“What? No,” he says, confused.

“But you know what you’re doing right? You’ve been trained, or…?”

At this point the guy stands up and looks you in the eye. He tells you that he’s a really nice guy, that he always listens to people, and that he’s never late. He’s a great husband to his wife and loves his friends very much.

Confused, you say, “How does any of that matter when they’re laying there bleeding out? I need someone who can save them. Can you do that or not?!”

Now the guy is angry. Why are you being so difficult? Do you not care about all of the good, admirable qualities he just mentioned? In light of those, does it really matter if he knows how to perform first aid or not?

You take your bloody hands and grab him by the shirt and say, “Literally none of that matters because in this specific situation I just need someone who can stop the bleeding, you moron!”

Okay, and we’re back. Don’t worry, your loved one is perfectly fine. Probably. Maybe check.

Anyway, if you haven’t already unsubscribed, you’re probably wondering what on earth I’m talking about. Well, here it is:

When it comes to your job search, you’re the confused, angry guy and all companies are the person who’s been stabbed.

Companies need things. Hiring managers need things. In this case, what they need is someone who can do their role.

Not just someone who wants to do their role; someone who can do the role.

So, you either need to demonstrate that you do indeed have the skills and experience to do the role, or you need to go out and get the skills and experience to do their role.

If you can’t or don’t or won’t do those things, you will never get that dream role in that dream industry you’ve been wanting forever. Another candidate will.

“But I’m more passionate than they are! I’ve been dreaming about this industry for years! Plus I’m great with people and I love the products!”

Same with plenty of other candidates, and some of them have 5 years of high-performing experience in this exact role at the most famous and successful companies in the world. If you were a hiring manager, who would you choose? Who’s the more reliable choice, objectively speaking?

Yes, being passionate is great. So is the fact you’re a team-player, selfless, motivated, fun, generous, and whatever else you are.

How do those characteristics show up in the real world? Do they help people get things they need? Will they help the company fill their role?

“People have needs and thus assign value to the people who meet them. These are simple mechanisms of the universe and they do not respond to our wishes.”

Do not try to negotiate with the above. If you do, not being able to get your dream job might end up being the least of your problems.

Let’s try another example:

Lots of people have trouble when it comes to dating and relationships because they only think about what they want.

“I want a woman who’s beautiful, kind, smart, would make a great mother, has money, does yoga, keeps fit, and would never cheat on me.”

No problem with wanting that. Totally fine. But what do you bring to the table? Why would she want you?

“Well, I’m a nice guy. I’m smart, I’m funny, I’m creative. I’d never cheat on her. I’d love her to death.”

Okay. Great. And what do you actually do to demonstrate those attributes in the real world? Because there are a million guys like that. Some of them also eat healthy and go to the gym four times a week. Some of them can play the piano and tell great jokes. Some of them volunteer at the homeless shelter on weekends and have an every-night skin-care routine.

Employers don’t want to hire someone who wants their job. They want to hire someone who can do their job.

Your ‘soft’ skills and qualities - passion, dedication, kindness, humility, a team player - only matter because of what they make you do.

If you’re a passionate, dedicated, kind, humble, team player who doesn’t produce actual results, why on earth would a company hire you?

I’m sorry, I know that might feel uncomfortable to hear. Maybe you even think I’m a Richard for saying it. I get it.

But I’m saying it because I want you to get your dream job. I really, really, really want you to get it. And it’s entirely possible for you to get but only if you change your mindset from this:

‘How can I get my dream job?’

To this:

‘‘How do I make employers want to hire me into my dream job?’

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Q&A

1. 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?

I feel for you, jobseeker. I really do. I’ve been there myself.

First, the market is a bit nuts right now. I know I keep saying it but I don’t want you to forget it and start thinking there’s something wrong with you or you’re not good enough somehow. Those things aren’t true.

There may, however, be something wrong or not good enough with your job search strategy.

If you can’t get a response anywhere, it might be that there’s something wrong with your CV or resume. Have a read of this LinkedIn post and make sure you’ve done everything on there.

It could also be that the companies you’re applying to are looking for genuine entry-level candidates and so anyone with even just a few years of experience isn’t being considered.

(And yes, I know some companies say they’re looking for ‘entry-level’ talent and then also ask for a few years of experience. Not ideal, but it happens. Saying that, entry-level can mean different things at different companies - for some it means no experience whatsoever, and for some it means a few years of experience because, to that company, that’s their definition of entry-level. Again, maybe it’s not ideal, but it is reality.)

It could also be that you’re applying for these roles but just have the wrong experience. If you’re trying to change industries or roles right now, it’s likely to be tougher than normal because there are more candidates than there are jobs and so you’re probably competing with people who do have the right skills and experience. From the company perspective, who’s the more reliable hire?

My suggestion, as well as the above, is to network. Start with your current network - reach out to people you know, ask to catch up, meet up, grab a coffee, whatever. Don’t be shy about asking for help. After all, if someone you knew reached out to you and wanted your advice and help, you’d probably want to give it to them, right?

You’re so much more likely to get responses from your current network than you are new people. Start there.

2. One topic I'd love to hear you reflect on at some point is the cultural differences you encounter while recruiting for an international company. Some things that you have recommended to avoid have popped out to me as things I consider normal in my country, such as having a photo on your resume, or discussing your current salary. That's interesting to me, and surely something to be aware of when applying for jobs to international companies.

For context, I’ve hired people into the UK, Sweden, Spain, Germany, and the US.

There are some really interesting differences in how different countries hire - having a photo on your CV or resume is a no-no here in the UK but seems to be more accepted in the rest of Europe and the US, for example - but I generally advise against anything that opens you up to being biases against.

Like it or not, if you include a headshot, you open yourself up to bias. And you don’t want to open yourself up to bias in this way because what you look like couldn’t be more irrelevant to your job (unless you’re a model or maybe an actor).

Could including a headshot also work in your favour sometimes? Yes. Maybe that shouldn’t be true, but it is. As a recruiter, I’d always advise against it. The risk isn’t worth the reward.

Regarding salary, it’s a similar answer in that your current salary isn’t relevant to whatever the salary is for this new role.

A salary should be based on level of role, type of role, and location (although that’s debatable). That’s it. Your current salary shouldn’t play into it but if you tell an employer what you’re currently on, they might lowball you. (I do think we’re getting away from this whole lowballing thing but again, it’s not really worth the risk.)

One last thing I’ll add is that, as always, there are exceptions. If you’re particularly good at negotiating, you could use your current salary and package as bargaining power. But that’s a discussion for another day. In general, best not to disclose it.

3. Do you have any recommendations for someone who is newer to the gaming industry on how to approach networking with others?

With kindness, patience, interest in the other person, and the idea that networking is a long-game rather than just a short-term transaction.

If you’re newer to the industry, you can also - strategically - appeal to the person you’re reaching out to by asking for some small bit of advice. A lot of us are dying to impart our wisdom, and tapping into that could be a smart way of networking - they get to feel good about sharing what they’ve learned and what they know, and you get to benefit from that knowledge and the fact that you’re starting a relationship - or at least a dialogue - with someone in the industry you want to be in.

I’d also suggest - as mentioned in the previous newsletter - to keep it short and specific. Rather than saying ‘How did you get to where you are today?’ perhaps try something like this:

“Hi [name]. I saw you’re a [role] at [company]. I’m new to the industry but yours is a role I’d love to be in at some point. Do you perhaps have one small piece of advice you could give me as I try to get where you are? No rush to reply - would love to hear from you.”

4. I don't know if you've covered it, but I'm a transitioning professional (museum/non-profit management to scrum/project management). I've been applying since the end of February without a single interview. I've done multiple resume & LinkedIn profile rewrites, upskilling, and the like and I was wondering if you had any advice for someone in a position like mine.

I covered this a little bit in the last newsletter but the truth is this:

It’s not easy to transition at the best of times. And when the market is the way it is right now - more candidates than jobs - it becomes even harder. Why? More competition. Simple as that. There are probably a ton of project managers on the market and that’s who you’re going up against. And, as we discussed above, hiring managers and employers want someone who can actually do their job.

Maybe you’d be a great project manager. Maybe, with time and repetition, you’ll run circles around these other project managers who have applied. And maybe, when the market changes - and it will change - you’ll get your chance to prove it. But right now? That’s unlikely.

I know that might feel disappointing or frustrating to hear. I get it. Still, there are a couple of things you can do in the meantime:

1. Upskill. Take project management courses, get certifications, ask any project managers you know to share their knowledge and wisdom. This won’t only help you, but it’ll show employers that you really do want to transition and that helps them feel more confident in hiring you.

2. Network. Start with your current network. Do you know any project managers? Do you know anyone who would know project managers? Reach out to them. After that, use LinkedIn to connect with project managers in your target companies and industries. Then, do as we discussed above: try appealing to them by asking for a small piece of advice. (And always remember that networking is a long game.)

5. What is a good moment to discuss your first raise, and how to do it efficiently? I recently was in an interview and decided to take the first salary offer I was given. That was because the first contract will be a short, fixed term contract. I was planning on asking for a raise after the term (3-4 months), would that be too soon? Did I do goof'd on myself for not fighting for a higher salary right off the bat?

You usually have the most negotiating power and leverage when you’ve been issued an offer. The company has found someone they want to hire and it can be disheartening and stressful to have a candidate reject an offer and have to go through the whole recruitment process again.

So, in general, the best time to ask for more money is after you’ve received an offer.

In your case, it’s not necessarily too soon but it really depends on how you’ve performed and whether or not you can demonstrate that you’ve been a very high performer.

If you’ve got numbers, figures, stats, etc then that will help. If you can combine that with feedback from stakeholders, even better. That way, you’ll show you have tremendous value to the company and deserve to be compensated as such.

What I advise against doing, especially in your position, is negotiating from a point of view of self-interest. If you say something about the fact you should’ve asked for more money upfront, or the cost of living, or wanting to get a mortgage, it’s very unlikely you’ll get more money. It’ll probably also come across pretty badly and could even harm your rep within the company. So, do this at your own risk.

Focus on the value you’re bringing the company and will continue to bring and you might have a chance.

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 In Conclusion

What did you think of Edition #003? Any thoughts or feedback? If so, please do reply and let me know.

By the way, there are over 500 of you now. Very cool. You are most definitely an ‘early adopter’ of this newsletter and I appreciate it wholeheartedly.

Take care. Talk soon.

Cheers!

PS If you’re on TikTok, let’s connect: https://www.tiktok.com/@matthhearnden 

PPS Anyone else on Threads? I just downloaded it the other day. Let’s connect: https://www.threads.net/@matt.hearnden

PPPS I gotta stop doing this.

PPPPS If you read all the way to here, reply with your most-used emoji.