Straight from the Horse's Mouth

It’s been nearly a year since my last post and, in that time, this blog’s title has been fully realized. Yep, you’re reading that right, I’m now the hiring manager. More specifically, I’m the Director of Talent Acquisition at mid-stage startup in the tech-centric Cambridge, MA neighborhood that is Kendall Square. After several awesome and rewarding years in career services, I set off in search of an opportunity to try my hand at the other side of the job search equation, recruiting young (and some experienced) professionals.

I’ve found myself in a fortunate place, which is in a culture of innovation, entrepreneurship, and creativity. While I’m new to the role, and often learning on the job, I’ve been given the opportunity to truly own this company’s recruiting efforts. So, from here on out, the advice on this blog is straight from the horse’s mouth. Or at least this horse’s mouth.

I’ve known for a while, and often told my students, that there were no absolutes or hard truths in job searching. Everything should always be qualified. And that’s only become more apparent since I’ve started in this role. I’ve made exceptions to my own rules, disregarded my own presumptions, and flipped my own thinking on it’s head, all in the name of hiring the right person for the right role. From here on out, this blog will likely be more of those musings, including, but not limited to, thoughts on the industry, the job search, and hiring processes. I’m still learning and figuring out my own best practices, but if you’re interested in tagging along for the ride, please check back often from time to time (let's face it, I don't have the best track record with consistent blogging).

Things Employers Really Want

This was too funny not to post (and who doesn't love xkcd), but from a professional standpoint I've got to disagree - and also I need to defend my liberal arts education.

Year after year, employers tell us that the skills they most desire are not technical in nature.  Rather they desire employees with strong communication, teamwork, and problem solving skills.  Yes, technical skills are up there, but they're not the most important.  Following is the list of the employer ratings from the Job Outlook 2013 report published by NACE:

Of course, chances are that if you are an 11th grader spending your free time playing around with Perl you're going to do okay career-wise, but it likely has more to do with your intelligence, personality, and love of learning.

Following is the list of the employer ratings from the Job Outlook 2013 report:
Employers rate the importance of candidate skills/qualities
- See more at: http://www.naceweb.org/s10242012/skills-abilities-qualities-new-hires/#sthash.pqQ0N668.dpuf

Following is the list of the employer ratings from the Job Outlook 2013 report:
Employers rate the importance of candidate skills/qualities
- See more at: http://www.naceweb.org/s10242012/skills-abilities-qualities-new-hires/#sthash.pqQ0N668.dpuf

You're Not Alone: Some Law Students Also Write Horrible Cover Letters

Thanks to my brother for sending me this article on How Not To Write A Cover Letter from the legal blog "Above the Law."  Cover letters are tough to write - as evidenced by this law student's attempt.  I'm not totally sure what this guy was thinking, but this nearly incomprehensible letter and overuse of $10 words suggests that law schools may indeed need to rethink what it is they're teaching.

An excerpt from the shamed cover letter is below:

The Outlook Chronicles: Writing Samples

So here's the set-up: without fail, I meet with students who, upon leaving my office, have a million more questions. Some of these questions they figure out on their own, some they e-mail to me for my two cents. Not surprisingly, I tend to see a lot of the same questions. So for those of you are asking yourselves those ground-breaking questions, like "should I text the hiring manager?," here are my answers to some frequently asked questions.

A Student Writes:

Dear Ms. Paley,

I am in the process of applying for summer internships, and most of my applications request a 2-3 page writing sample. I was wondering if you have any advice on choosing and editing appropriate writing samples.  I don't believe I have any assignments from the past year or two that are less than 3 pages!

Thank you for any advice you might have.

Josh

And I answer:

Josh,

I recommend sending a product no longer than 5 pages and ideally between 2-3 pages. I often recommend sending an excerpt from a larger body of work. If you opt to send an excerpt, provide the entire work’s title, which a brief caption indicating that it is an excerpt. Usually an introduction or a chapter from a larger work make good writing samples.

If the employer has not indicated what type of writing they’d like to see, I’d hone in on a piece of work that matches the job description, i.e. a research paper, literature review, or program evaluation. Usually, the writing sample is used to vet a candidate’s writing skills, rather than verify they are capable of specific type of writing.

Best,
Shimrit

The Outlook Chronicles: What's a Salary History and How Do I Write One?

So here's the set-up: without fail, I meet with students who, upon leaving my office, have a million more questions. Some of these questions they figure out on their own, some they e-mail to me for my two cents. Not surprisingly, I tend to see a lot of the same questions. So for those of you are asking yourselves those ground-breaking questions, like "should I text the hiring manager?," here are my answers to some frequently asked questions.

A Student Writes:

Dear Ms Paley,

I've finally been applying to some jobs that I've found and I was just wondering what employers mean when they ask applicants to provide a resume, cover letter and salary history and desired salary?

Thank you and have a great weekend!
- Lisa

And I answer:

Hi Lisa,

You should address these questions in the last paragraph of your cover letter. You do not need to attach a separate document (unless otherwise stated). Compensation and salary history can get a little nuanced if you’ve had a yearly salary with benefits, which we can talk about when we see each other next week. In these situations, you may want to mention not only your most recent or current salary, but also your total compensation package, which might include benefits, bonuses, and even stock options.

However, since you, as a senior, have yet to hold a full-time job, you might say, “In my most recent roles as a summer intern and on-campus student worker, my salary has ranged from $8.50-$12.50 per hour. My desired salary for this position is negotiable, but ranges from $$-$$$ depending on benefits and responsibilities.” In order to get a good feel for industry salaries, I recommend using websites like Glassdoor.com or Salary.com.

Best,
Shimrit

Way Too Busy Thursday

It's been awhile, but rather than apologize for my lengthy absence, I'm leaving you all with this gem. You're welcome.  Click here for for more solid career advice from the oatmeal.com

The Outlook Chronicles: Connecting With Recruiters on LinkedIn

So here's the set-up: without fail, I meet with students who, upon leaving my office, have a million more questions. Some of these questions they figure out on their own, some they e-mail to me for my two cents. Not surprisingly, I tend to see a lot of the same questions. So for those of you are asking yourselves those ground-breaking questions, like "should I text the hiring manager?," here are my answers to some frequently asked questions.  

Sometimes, my smart and talented friends e-mail me their job search questions, too.  This e-mail is adapted is from a question I received from one of those friends.

A student writes:

Hi Shimrit,

I have a question about contacting recruiters on LinkedIn. Sometimes, through connections, I see recruiters at places I want to work, or a specific recruiter’s name next to a job posted on LinkedIn. What's the best policy on contacting these folks? A lot of times you can only contact them by clicking the “Connect” button and sending a brief message. Is it cool to do that and say something to the effect of, "Hey, I applied for job X, I am very interested, and just wanted to see if the position was still available?" Also, there will sometimes be over 10 different recruiters (say at a place like Google) and it's hard to tell which one would be the best to contact. Is it worth just shooting a line to a random recruiter to ask which person would be the best to email about job X I found on the company website?

Thanks,
Corey 


And I answer:

Hi Corey,

LinkedIn is certainly an amazing tool (as my blog indicates, I’ve drank the LinkedIn kool-aid), but proper etiquette and best practices for using this behemoth of an online tool are at best confusing. Hopefully my attempt to answer your question will not be similarly confusing – though you can expect it to be long-winded. And, in the spirit of long-windedness (is that a word?), I’m going to preface my answer with a disclaimer: while I consider myself something of a LinkedIn aficionado, my expertise largely relates to using LinkedIn as a networking tool. I very infrequently deal with the "recruiter question” as I mostly counsel undergraduate students – whose best bet is to connect and network with employees at their target companies, rather than directly with human resources.

Of course, the same does not necessarily apply to you given your previous work experience and graduate degree in statistics. You, as opposed to recent college grad, have a much better likelihood of being courted by recruiters. So back to your question . . . almost. You keep referring to recruiters in your e-mail, but I actually think you may be talking about human resources professionals, or even hiring managers. These are not recruiters per se. Recruiters are generally third-party professionals, who are seeking to find excellent candidates for open positions at their client sites. They receive a commission based on whether they are able to fill a given role with their candidate, but are not internal to the firm. Human resources folks are in fact internal to the company (and are often viewed as the gatekeepers to getting past the resume screen). A company like Google might employ hundreds of human resources professionals (this is totally a guess), so your chances of connecting with the appropriate contact is pretty slim. To make matters even more confusing, these internal human resources people may in fact be called recruiters. The people internal to a company who may be doing the hiring might have titles ranging from recruiter, to talent acquisition manager, to human resources coordinator.

That being said, a polite e-mail, or connection request, shouldn’t hurt your chances of getting the job. But there’s a better approach! If you actually know someone at Google (check the alumni network), I’d start by connecting with that person first. Before just shooting off a random e-mail, I would in fact check with your company contact to see if they can make an introduction, or even better, direct you towards the hiring manager.

Now, for the part about seeing a “specific recruiter’s name next to a job posted on LinkedIn.” If that person is in fact in human resources, then they likely are responsible for the job. In this case, yes, you should contact them! If the job is still posted you can assume it is not filled (it costs money to post jobs on LinkedIn) and use this brief message to say something along the lines of “Dear ____, I have applied for this job of XXX through the online system, however if you have any additional questions about my candidacy feel free to review my LinkedIn profile or contact me at xxx-xxx-xxxx. Thanks for your consideration, Corey.”

Similarly, if the position is posted by an external recruiter, you should also definitely connect. In fact, you want to connect with them even if you’re not exactly a match for the posted role as many recruiters are continuously looking for candidates with a similar set of skills. I would write, “Dear ___, I am interested in learning more about this position, as well as other opportunities in the field of XXX, and would like to add you to my LinkedIn network. Best, Corey.” And if you’d like recruiters to contact you - and many recruiters use LinkedIn for this exact purpose – make sure your profile is entirely complete with strong keywords.

Lastly, you’re right in recognizing that it’s nearly impossible to message someone you aren’t connected with without asking them to connect. NEARLY! If you have a group in common with someone, you can message them without connecting first by following these (admittedly convoluted) steps. First, find out what group you have in common with them (or join a group they are in). Then go to that group’s page. Click the “member” tab at the top and earch for the person’s name. Hover over their name when it appears in the returned results, which will cause a button to appear to the right of the name that says “send message.” Click “send message” to e-mail the contact without ever actually connecting with them.

Good luck and happy job-hunting!

Best, Shimrit

Have I Shared Too Much?

I'm loving this video for a whole bunch of reasons: the jabs at LinkedIn and the consulting industry; the reference to Bieber Fever; and how this job interview is at the same time both totally ridiculous and absolutely believable.  Check it out for yourself.

In Defense of Cover Letters

Please forgive my zillionth link to an article that I found on Jezebel (this one came from Deadspin actually). While I clearly like pop culture (don’t judge me) and good writing, I actually enjoy the career related articles published on this site – and apparently find them worthy of being talked about on this here blog. And, usually, I agree with the takeaways from these articles (a Tina Fey intern movie will be funny!)

However, this recent article about the value of a cover letter left me down right agitated. As a career services professional I spend a great deal of my time forcing convincing students to write cover letters. So imagine my outrage when I read this:

I've never understood why some employers demand a cover letter sent in with a resume. It's a dick move in so many ways. It's giving you extra homework that you shouldn't have to do. And it's basically saying to people, "Can you please waste both paper and time in the clumsiest way possible?" No HR department lackey is gonna spend time reading a cover letter. All they wanna know is if you went to a decent school and if you aren't a registered sex offender. If you make it past that round of cuts (and you probably won't, because American employers expect way too much of people), then they have to bring you in and meet you face-to-face to make sure you aren't an asshole.

So, for Drew Magary and anyone else who reads my blog (Hi Grandma!), here is my defense of cover letters. Bulleted out. Because it’s just easier that way. And yes, you can use bullets effectively in a cover letter.

• Cover letters do in fact have value. Perhaps most importantly, cover letters serve as a writing sample (you’d think a journalist would realize that). If you plan on applying for any job with some modicum of writing, you’d better be able to articulate in a clear, concise manner why you are qualified for the job you are applying for.
• A cover letter allows you to show fit. It allows you to make yourself stand out from the rest of the pack. It’s true, chances are HR will not look at your cover letter. But when HR hands the Hiring Manger 15 resumes, you’d better believe that she’ll look at attached cover letters before inviting candidates to participate in a phone screens or in-person interviews.
• Cover letters allow you to show you did your homework. Have you ever hired anyone? There is a feeling of pure joy that exists when you read a cover letter addressed to yourself by name.  So feed the hiring manager's narcissistic cravings show you did you homework and whenever possible do not begin a cover letter with “Dear sirs.” For goodness sakes, at least use the more gender friendly “Dear Hiring Manager.” 

I know that students and career-changers alike will continue to wonder if they must write a cover letter. Applicants will continue to wonder if anyone will read their cover letter. (Hint: the answer is probably not). But do you want to be the candidate who gets thrown out for lack of a cover letter? (Hint: the answer is no). Here’s the honest truth. If you’re actually a strong candidate, prove it. Write the gosh darn cover letter. And if you bring it into career services, I promise to read it.

Just in time for next summer . . .

Though there are many downsides to unpaid internships, it looks like one upside is that they may prove to be solid movie fodder as two intern-focused comedies are going into production in the next year.  I will definitely be seeing these.

Practicing What I Preach

Last night A week and half ago I attended a networking event for the graduate program I completed in 2010. Alumni, faculty members, current and prospective students came together to hear Larry Bacow, former President of Tufts, speak about how some of the Boston area universities have weathered the financial crisis and then, following his talk, to network and mingle. The event reminded me, once again, how lucky I am to be a part of the fantastic community that is the Higher Education program at the Harvard Graduate School of Education. From Larry’s insightful remarks, to the questions of the audience, to the stories of my peers now working in various departments and organizations across higher education, I was blown away by this community. In an attempt to capture some of my own thoughts and reflections about last week’s event, I’m bulleting out some of my take-aways:

• I hate to put this as a take-away, given that I just mentioned this, but I was amazed at how talented, passionate, and engaged the Higher Education students at HGSE truly are.
• Students, take note: alumni networking events are not about food, but rather networking.
• Practice what you preach. I wanted to catch up with old friends and head straight to the buffet table, but instead I dedicated much of my time to speaking to those attendees in my field. In fact, I had a really great discussion with a fellow career services professional who I really admire. I’m looking forward to taking her up on her offer to grab a cup of coffee sometime this summer.
• Everyone should/is always thinking about moving their career forward. Case in point, I chose networking over food (I know, crazy!) Additionally, several of my colleagues were debating, speaking about next steps, and even more education. Two years ago I remember being at this event praying hoping that I’d have a job soon enough and be able to attend these types of event without consideration for my future. This year, the pressure may have been off, but I’m placing an ever increased value on the networking opportunities these types of events allow for.
• Someone reads my blog! Hi Samantha!

The Career Counselor's True Test

The career counselor's true test is her ability to assist a loved one (especially one they live with) navigate the job search.  Now I'm speaking from personal experience here when I say that it is not easy for a career counselor, often times known for their interest and expertise in all things "job search," to live with a job-seeker that might lack some of the same enthusiasm for the topic.  Okay, by now you probably realize I'm not speaking in the hypothetical.  My boyfriend finished graduate school without a job offer in hand.  Since we live together and spend a lot of time together, I naturally wanted to share all my resources with him.  My desire to impart to him every teeny bit of knowledge was not deterred by his evil looks, overt sighs, and avoidance of me.

Fast forward 6 months and boyfriend, now fiance, has finally secured his first, full-time permanent, job within his desired industry.  No, he did not spend 6 months sitting on his you know what.  From a maternity-leave coverage, to weekly per diem jobs, to a permanent position in a physical therapy clinic, the fiance was doing pretty well for himself.  So, needless to say, we were happily surprised, not to mention unsure of how to proceed, when a long-forgotten interviewer called him out-of-the-blue to ask him to come back in.  Turns out their former first-choice candidate "hadn't worked out."

Needless to say, his job search is an excellent example in perseverance, hard work, and luck - all of which proved to be essential in this job search story.  And, as far as this career counselor's concerned, I am more than glad that I won't be taking my work home with me anymore.  I'm pretty sure the fiance's glad about that, too.

Cover Letter Woes

So I've been totally ignoring this blog - and I'm not saying that this post is any indication of my return to weekly posts - but I had to post a link to this absolutely embarrassing cover letter sent to JP Morgan.  Given my line of work, I generally try to refrain from laughter at the expense of college-students/internship-seekers, but I'm hoping this letter will encourage future cover letter writers to avoid appearing like a pretentious, clueless, and lazy (note the typos and mention of Morgan Stanley) applicant.

The Outlook Chronicles: Including Salary Requirements In Your Cover Letter

So here's the set-up: without fail, I meet with students who, upon leaving my office, have a million more questions. Some of these questions they figure out on their own, some they e-mail to me for my two cents. Not surprisingly, I tend to see a lot of the same questions. So for those of you are asking yourselves those ground-breaking questions, like "should I text the hiring manager?," here are my answers to some frequently asked questions.

A student writes:

Hi Shimrit,

I'm working on finding jobs and networking, as per your recommendations, and I've come across a job that I would really love. It's as a program associate at a non-profit. They ask that applicants send in a resume and cover letter, which is no problem, but they also ask that applicants include past salary history and desired salary in the cover letter. Given that I've never had a salaried position, nor have I ever considered what my "desired salary" could be, I'm at a loss for what to do on this. Any suggestions?

Thanks,

Ann

And I answer:

Hi Ann,

This is a common request by employers.  Often, it is made in order to ensure that the applicant understands the industry standards regarding salaries. You have a couple of options here. You could simply state a range based on research and industry standards.  Glassdoor.com is a great resource for ascertaining salary ranges. You could also refrain from giving any actual numbers, but still indicate that you are aware of these norms, and that you didn’t get into this kind of work to become rich.  This second option is probably what I would do, though you run the risk of angering the employer by not answering the questions. Still, here's what I might say:

“My salary requirements are negotiable and dependent on benefits. I am aware of the salary ranges in the non-profit industry and believe that the value of the work I am doing is as important a consideration as the amount of money I will be earning.”

Of course, this type of statement has to speak to your own beliefs, so don't say this unless you mean it.

If you have any other questions, or want to run what you think a reasonable salary range for this position might be by me, feel free to reach back out.

Best,

Shimrit

How do you handle job descriptions that ask you to include salary requirements in your cover letter?

A "Real" Grad School Ad

I'm not saying that graduate school isn't the right step for some people (hey, I did it myself), but this video is not only hilarious, but in many ways sort of true. Also, it it wrong that this video made me miss both college and grad school.

Check out the video/social commentary on graduate school from the folks at College Humor.

The Thank You Note Question

To e-mail or not to e-mail, that is the question. The “thank you note” question to be exact. In an age of “every little bit counts,” I’m increasingly seeing students stressed over the appropriate format for a thank you note. So these students have come into our office to ask the career guru her advice, but unfortunately, there’s not straight answer to this question. That being said, I do have my own thoughts on the subject.

Send personalized, conversation-specific thank-you note via e-mail within 24 hours of the interview to ALL persons you interviewed with. This ensures that your note will be received before any immediate decision-making discussions take place. If this is all you do, you’re fine. Really, you are.

If you really want to go the extra mile, you may also drop hand-written thank you note in the mail ASAP. This is in addition to, rather than instead of the e-mail described above (see reasoning above). While most employers tell us that a thank you note sent via e-mail is fine, or that thank you notes don’t matter at all (WRITE THEM ANYWAYS!), some employers maintain that a hand-written note does set one very strong candidate apart from other very strong candidates.

The Outlook Chronicles: Questions From Real Students

Alright, I've been busy. And yes, I may have neglected this blog just a tad. But I'm back, and I've found a way to incorporate some of the daily e-mail advice I give to the students I work with into this blog. So here's the set-up: without fail, I meet with students who, upon leaving my office, have a million more questions. Some of these questions they figure out on their own, some they e-mail to me for my two cents. Not surprisingly, I tend to see a lot of the same questions. So for those of you are asking yourselves those ground-breaking questions, like "should I text the hiring manager?," here are my answers to some frequently asked questions.

A student writes:

Hello Shimrit,

I hope that you had a very nice Thanksgiving. I have a couple of questions:

My informational interview is tomorrow. Do I need to bring a cover letter if I am going to hand him my resume in person? Also, what is the best time to hand him my business card (beginning of meeting or end)? Finally, should I bring a copy of the proposal for the startup I'm working on/with, in case he wishes to talk about it?

Thanks so much,

Taylor

And I answer:

Dear Taylor,

I wouldn't worry about a cover letter just yet - since a cover letter implies you are applying for a job and this is an informational interview, which you've requested. An informational interview is an opportunity to ask for advice about a specific industry, and how to best pursue a job in it, but you should not ask for a job.  If you hand the person you're meeting with a cover letter, it may imply that you don't really get that this is an informational interview - or you're trying to pull one over him - neither of which are good things. For these same reasons, you should also be careful about handing him your resume. If you'd like him to take a look at your resume,  you might ask him if he'd be willing to provide some specific feedback on it, such as whether you're objective is appropriate - or even necessary. Despite these warning to tread lightly with your resume, you should certainly bring it - as well as the copy of your proposal.  He may ask for them, and they could be great conversation points depending on how the discussion flows.

As for business cards, they are typically exchanged towards the end of an encounter. You can conclude your meeting by asking him for his card, and if it would be okay for you contact him with any additional questions you might have. You can also hand him yours at that point.

Good luck tomorrow. I know you'll do great - it sounds like you are preparing in all the right ways.

Best,
Shimrit

"Taking Time Off"

The other day a colleague of mine pointed out an interesting trend – students referring to the years between college and graduate school as “time off.” As my colleague astutely claimed, “it’s not called ‘time off,’ it’s called work!” As a member of this generation, it’s not altogether surprising to me that I failed to recognize this absurd characterization of “life-after-college” on my own, but that didn’t stop me from sharing her outrage over the use of this terminology.

For one thing, “taking time off” insinuates that work is a privilege, even a vacation of sorts. Trust me, it’s not (and this is coming from someone who really does love her job). Additionally, it suggests that not only is there a finite end to “work,” but assumes that graduate school is a given (again, it’s not). Have other noticed this trend? What do you think about students referring to post-graduate work as “taking time off?”

LinkedIn Etiquette: Do Not Ask For A Job

I can't tell you how many times I've told job-seekers not to send out vague and unspecific e-mails inquiring about "jobs in Boston," "finance jobs," or "any jobs where I can use my [insert elite private institution] degree."  These type of e-mails are not only indicative of a lack of thought, but also suggest that you have no idea what you really want to do, which generally does not bode well for your job search. So what should you do?  Target specific individuals for networking conversations.  Ask pointed questions to learn more about their field/work and make a good impression.  This type of networking works.  Asking absolute strangers for help with a broadly defined, vague job search does not.

Don't Freak Out Just Yet AKA: Understanding Hiring Timelines

Around this time of year, we career services folk see even the least corporate of careerists in our office wondering where are all the jobs for them?  They've been to the career fair, they've scoured our online job posting platform, and they're ready to throw their hat (i.e. resume and cover letter) into the ring.  But wait! Job postings in the industries they're looking to start careers in are no where to be found.  Surely, they figure, the absence of healthcare, non-profit, or education industries is a simple oversight - or perhaps an intentional one deliberately done by corporate leaning career counselors.  Yet I assure you, this is not the case.  A major reason that these industries are not at fall career fairs and participating in on-campus recruiting en masse is that they do not generally hire Seniors graduating in the spring this early in the fall.  These industries, due to less predictable budgets, the inability to predict spring-time workforce needs, or industry norms simply do not recruit their workforce 6+ months in advance.  Yes, these industries will hire Seniors - but they will do so in the spring months.  So don't freak out yet just become your Economics major roommate is applying for jobs and getting ready for interviews, your time will come.  Instead, relax, network, and get ready for a busy and job-application-filled spring.