The Voice of Job Seekers

Mark Anthony Dyson ★ Career Writer ★ Speaker ★ Thinker ★ Award-winning Blog & Podcast! ★ "The Job Scam Report" on Substack! ★ I hack and reimagine the modern job search!

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This is Job Search 2023: Marketing, Engaging, and Branding

This is Job Search 2023: Marketing, Engaging, and Branding

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Thanks for listening to my podcast. I share a personal reason for a four-week break between episodes in this episode. 

I share a small excerpt from my appearance on the blkbox App podcast with Kenneth Johnson. Here are some of the points I made:

  • The future of work and what it will look like shortly.
  • What does it mean to be a business of one?
  • Is LinkedIn a brag book?
  • The importance of being marketable.
  • The branding of Gen Z. 

You are more than welcome to join the discussion. Here are three ways you can:

– Call and leave a voicemail at 708-365-9822, or text your comments to the same number

– Go to TheVoiceofJobSeekers.com, press the “Send Voicemail” button on the right side of your screen and leave a message

– Send email feedback to [email protected]

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9 Dangerous And Scary Job Search Traps To Avoid

9 Dangerous And Scary Job Search Traps To Avoid

9 Dangerous And Scary Job Search Traps To Avoid by Mark Anthony Dyson

Mouse traps are the simplest snares even a child can assemble. Some job seekers set his or her trap before or during their job search.  If you are stuck or stifled in your job search, you need to consider if you are in your way.

Your concern should be the hidden snares you’ve set, but no longer can see right away. Snares in your job search are enabled by subtle explanations, inaccuracies in your story. You can have the credentials and experience, but a faulty presentation ruins everything.

Avoid these 9 traps:

Unfinished business

Applicants with serious merits are vetted online for their activity and inactivity. Are your LinkedIn and Facebook profiles complete? If not, do it today. The goal is to engage people who are looking for what you have to offer. Nothing says, “call me” to voyeur recruiters and employers like a 100% completed profile. Make sure quality pictures posted (with a smile), and it’s only you on the picture.

The white lie

People lie to get jobs but often terminated later as vetting continues after hire. Credentials are checked far after hiring dates. Even if you’re one credit hour short of a degree, you cannot claim the degree. To you, it may be little, but to the employer you have it, or you don’t.

Untouchable or unreliable references

Nothing is more frustrating to an employer are obstacles in the reference checking process. Your references should be on notice, know why you asked them to vouch for you, and have clear means of contact. Make sure you’re clear how many references the employer requires.  Make it as easy as possible for them.

Mishandling job search intelligence

Listen for hints as well as the explicit. For example, your interviewer emphasizes the furious work pace in their call center. Then tell stories of your work in similar environments. Listening is one of your most critical and mobile tools you use.

No accomplishments

There are two ways to look at this. First, hard work is a small part of your job search. Record of your achievements and results is what will endear decision makers to call you. Attempts in any sport mean nothing if you don’t score. Second, you must promote your accomplishments. Often. They must be on the tip of your tongue. Make them a part of your mantra.

No social proof

You want to point to your online presence because it displays a history of competencies. Just having a static profile is so 2010. You don’t want to seem irrelevant, do you? Besides, recruiters would like to see them.

No plan or value

What can you do that only you can do for an employer? You want to know so you can tell everyone you know. Can you teach what you know? Can you put it into $ or %? Your challenge – Explain what you’ve done for the past and current employers.

Little or no preparation

Getting help to answer questions is not hard. Research companies, prepare stories and answers to potential questions. If you’re not, success may be elusive. Prepare for the common questions, but also prepare for the challenging ones too.

No volunteer work

You can bridge the gap of experience through volunteering.   Volunteer work can also connect you to companies you wish to work and network. It is also an opportunity to hone your craft regardless of experience. Candidates usually exclude volunteer work, but you can stand out if it’s strategic and relevant.

There are many snares you have laid but can control better. Job search is hard work and requires focus. Expect snares are whether it’s in your background or your lacking work experience. Whatever your snare is you must avoid it or fall prey to it.

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5 Really Misleading Career Narratives To Overcome

5 Really Misleading Career Narratives To Overcome
Career narratives from the news and hearsay can be confusing and conflicting. You should never rely on one news source, blog, or person. Career advice will vary and such blogs as this one, you must find the best information possible.
I become wary of anyone or anything near 100% of its input toward telling people what they must do to be accepted. I know some are waiting and reading for instruction.

But the importance to think critically and act independently whenever possible in acting or reacting upon hearing career advice. It’s essential to survival and success.

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The last three years have taught us everything we thought collectively about finding a job has changed.
There are so many traditional career narratives to rewrite these days. I chose these five as I’ve heard much of the bad advice given recently:

  1. Men and women must act gender appropriate in their careers

False narrative: Men were taught to be hunters, protectors, and the leaders. This narrative translated to the workplace as men assumed the lead roles in most cases. Men would be outspoken and rally the troops when necessary. Women are expected to take lesser roles.
The Rewrite: In today’s workplace, and even in the job search, men and women are expected to be active in all phases. Some of this comes from women needing to exhibit this in their personal lives through relationships and adverse circumstances. The other is leadership qualities are not gendered specific. As men, we unfairly assigned these behaviors to women. We used God, our will, and bravado to impose the lesser roles to women, none which are exclusively accurate nor customize to an individual. I am totally here for equal pay, opportunity, and treatment for women. It’s better to be an ally rather than an adversary.

  1. Disagreeing is too disruptive

False narrative: To speak up and out is still viewed negatively. Only when requested, you’re expected to bring ideas to the table. It’s also a shame you’re disagreeing is perceived differently contingent on the quality of relationship to the leader, gender, and race.
The rewrite: We can argue for each situation whether the how or where we disagree appropriate or not, but we do know differences are part of the success formula. The diversity of ideas, ethnicities, gender, color and more account for the success of the most successful organizations in the world. I’ve been part of projects recently where I was told by a member of the project to let the ideas come from the project leads. The project leads, of course, encouraged feedback.

What the paradox here is disagreeing is disruptive, but disruption brings a wider and more comprehensive solutions for agreement.

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  1. Accepting traditions (especially when they work against you)

False narrative: Many articles, videos, and speeches in the last few years, suggests employer branding, appeals to companies. What is not said is as you’re a woman or a person of color your choices are not the majority’s preference. People like smooth transitions, not disruptions. If you fall into either category, you will be disruptive and a liability.
The rewrite: You must be you, no matter the cost, or find somewhere who finds you valuable. The problem is your readiness for the pushback to be you. It should be a short time, and you will experience discomfort. To avoid being labeled negative Nancy, offer solutions from the interview to appraisal time.

  1. Where you want to be in five years?

False narrative: When companies took care of their employees, this question would test if the incumbent would be loyal. We know companies will keep employees as long as the job lasts or the employee’s skills crossover to the next project.
The rewrite: Your career view must have agility, and look beyond the current or next opportunity. It’s possible you will need to create your next position even if it’s with another company. It’s an old question company used to ask when they wanted to see how and if you’ll be loyal. Today, no one is owed loyalty because only a few employers or job seekers value the few benefits it has. In fact, many career experts believe loyalty to a company will stifle your career for the long-term.

  1. Job Hopping is a career killer

False narrative: Having so many jobs in five years is not good. Companies will see you as unstable and won’t hire you if there are too many jobs on your resume. Job hopping undermines what you say about your talent. Right now, “The Big Stay,” where people are hunkering down for now in their current jobs, is a thing. While
The rewrite: Untrue, but it depends on the industry. College students who are career focused can have four to eleven jobs from high school to their senior year in college. Summer employment and internships don’t last long. It is necessary to have a lengthier job history before college graduation. Shorter job tenures also mean more opportunities to increase compensation and skill levels.
When tech careers such as network administration, help desk technicians, and other related jobs became hot, job hopping was expected to obtain experience and pay raises. It’s not all that new but has found new life in this economy where the skills gap is real. See what job-hopping looks like in your industry. Maybe the pros outweigh the cons for you.
I can’t help to express my concern in job seekers owning career agility for their future career trajectory. The job landscape in all industries is changing constant and requires constant pivoting. If we have learned anything from the last 8-10 years: As technology advances, the way and the amount we work drastically changes and evolves. Jobs and careers go away, and new jobs target specialization, new occupations arise, and what we learned five years ago is closer to irrelevance.