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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Dive Deeper Into Your Job Search Tools For Success

Dive Deeper Into Your Job Search Tools For Success

Within a couple of months of substitute teaching, I subbed for a first-grade class as a regular teacher for six weeks. Despite what most people experience, it taught me valuable lessons about resources and people and today’s modern job search.  By no means, what I’ll be suggesting is scientific. It’s just an observation.

For the first week, I had a mountain of resources thrown at me. I mean, I could have used a different resource for every day of the school year. Yet, I was not offered how to facilitate except through what I could glean through the other first-grade teachers who actually saved me.

In short, the more the kids learned deeply about the few tools, the more engaged they were in my class. If you have ever taught school, you wouldn’t believe how important engagement is to a teacher. It’s everything. I probably broke all of the expectations of what they should have been learning per the curriculum, but my job was easy because I understood the price of getting and keeping the attention of six and seven years old. It expends your energy as much as being a parent with two small kids.

The other revelation was the number of toys, educational gadgets, and stuff in a classroom. It diminishes imagination. The more engaged students only cared about one or two toys. The more distracted students will pull out seven or eight toys to only leave around the room.

I think job seekers succeed with a few tools and resources deeply. Offering a ton of “toys” is distracting and unproductive.

So, the valuable lesson I learned about people…

I get so many requests for help, to answer questions, and suggestions for resources. The job seekers who seem to understand the most about job search and experience use tools and resources they access deeply. The ones who are constantly at work to understand are looking for more tools and resources and lack action. The latter are job seekers who are the kids who pull out seven or eight toys and never use them to their potential.

Results take patience, which you have, but don’t employ.

Start here with tools, resources, tips, strategies you can do more deeply:

  1. Network deeply

My friend Marc Miller suggests the sweet spot is in the 2nd and 3rd-week tie connections. You deepen your network through introductions of people who know other people. It’s never been easier to ask for email introductions or even to introduce yourself on LinkedIn. Just be tactful and respectful.

      2. Research deeply

The job site and the company’s website is limited in gathering information about the company. You find out more about the company in real-time from current employees and even deeper from past employees on the same team.  Even during the interview process, continue meeting employees and gain as much insight about the company, interviewer, or names dropped during the interview. If you are approaching your interview process knowing the problem(s) they want you to solve, the more people will help bring insight into how you would solve their problems.

       3. Question deeply

The deeper you understand the company’s problems, the more value you can offer the company relevant to them. It’s better to ask questions that stem from two or three questions rather than five or six different questions. Starting with questions that start with “how” and “what” goes further than “why.” “How” and “what” in most cases will provide more intel than “why,” which puts them on the defensive. Of course, there are times to ask “why,” but if you’re gathering information initially, the more information, the better.

 

You might be able to add more depth to this conversation as you think about the companies and industries you’re interested in, but this will get you started. If you’re frustrated with your job search, you’ll need to creatively dig deeper and maybe wider. More tools may overwhelm you.

 

 

 

 

 

About Mark Anthony Dyson

I am the "The Voice of Job Seekers!" I offer compassionate career and job search advice as I hack and re-imagine the job search process. You need to be "the prescription to an employer's job description." You must be solution-oriented and work in positions in companies where you are the remedy. Your job search must be a lifestyle, and your career must be in front of you constantly. You can no longer shed your aspirations at the change seasons. There are strengths you have that need constant use and development. Be sure you sign up to download my E-Book, "421 Modern Job Search Tips 2021!" You can find my career advice and work in media outlets such as Forbes, Inc., Fast Company, Harvard Business Review, Glassdoor, and many other outlets.

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References Must Speak to Your Current Skills

References Must Speak to Your Current Skills

Your job search should be a lifestyle. But, unfortunately, there are too many components to ignore in 2021 and beyond.

I bet your references and mentors are perpetually in motion.

References can be that landmine if you didn’t vet them, what they will speak to, and share the value you are adding to the inquiring company. Employers want to be assured you can solve their problem, and your reference needs to speak to how you effectively solved past ones.

Some of your references are mentors who will have progressed in their careers in similar ways you would like to. But I bet you call them to mentor, and you’re unaware of how they successfully navigate their career.

You can learn from them, so it’s a good idea to keep them engaged. But if it’s been more than 10 years since they worked with you, find five to seven references you’ve worked with more recently who can also vouch for you.

Simply, references if not vetted or relevant to the problem you’ll solve for the employer is hazardous to your job search.

Think about it:

How many of your references have worked with you in the last 5 years? The last 10 years?

Think of the technology, what you’ve learned, and the life changes in the last two years?

I’ll let that simmer with you. It’s time to get new references if you are convincing employers and recruiters of your value. Your references need to match your relevance no matter your age.

Remove the landmines

On #JobSeekerNation this past week, we talked about landmines in your job search and during the interview process. You can see the entire show here.

Here are other landmines that can entrap you and make your job search more difficult:

Background checks

I tell a story about a client who once lied to her potential employer. But, first, let’s say that a “white lie” is still a lie if it misrepresents you and your integrity.

Afraid of Potential Consequences of Being Fired

The most successful CEO has been let go due to performance. It’s not because they didn’t work hard. I offer some suggestions here that should help you overcome the antiquated narrative about being fired.

Sharing accomplishments that help your potential employer

What sells you sharing expected results and strategies used to get the job done. The more you offer showing how thoughtful you are, increasing the chances of continued conversations. Using words like “great” or “excellent” matters less if the stories you share demonstrate elements an employer needs.

Being unteachable and unflexible

Nobody wants to hire someone who stays stuck in their own mud. But, that’s how a good leader or manager will see someone who doesn’t absorb new information and doesn’t customize a current strategy to fit the situation.

You don’t listen

Most people try to listen for words that seem wrong. You have to listen for what people don’t say because there’s much intel to gather from silence or omission. You can actually listen for the intent of an omission through your silence and being present in the moment.

There are opportunities left on the table because job candidates are not as thoughtful and reflective of what an employer says. And it often shows through the lack of engagement and discernment from the application process to the reference checks. It is possible to defuse the mines before they go off by investing time into what the employer wants and needs.

About Mark Anthony Dyson

I am the "The Voice of Job Seekers!" I offer compassionate career and job search advice as I hack and re-imagine the job search process. You need to be "the prescription to an employer's job description." You must be solution-oriented and work in positions in companies where you are the remedy. Your job search must be a lifestyle, and your career must be in front of you constantly. You can no longer shed your aspirations at the change seasons. There are strengths you have that need constant use and development. Be sure you sign up to download my E-Book, "421 Modern Job Search Tips 2021!" You can find my career advice and work in media outlets such as Forbes, Inc., Fast Company, Harvard Business Review, Glassdoor, and many other outlets.

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Researching Jobs, Your Future Boss, and Work Culture

Researching Jobs, Your Future Boss, and Work Culture
Koan.co  published a study today of bosses, companies, and their relationship-building abilities to show the importance of feeling a part of a team may be the difference of who you would want to work with and who you would avoid. Well, maybe.
Please take a look at their study as I break down key takeaways I think benefit job seekers.
In researching culture, you would want to know the culture of your team and the leadership style because we all know it matters. No one in this new world of remote work desires to work on teams that don’t value communication and camaraderie, right? It means everything to show you’re able to contribute to the team with hiring managers. Intel that informs your interview conversations and questions will show you’re a fit or not.
Koan is a company that says they “…help teams to set goals, build positive habits, collaborate on progress, and deliver results.” They just released survey results of how people fared mentally and emotionally at this point of the pandemic.
Koan states that their survey methodology included “Koan surveyed 646 anonymous full-time office workers spread across the US, UK, Ireland, Australia, and Canada on 5/5/21 via SurveyMonkey.” 
The critical leadership traits workers valued:
The leadership created psychological safety on their teams.
The team and leadership made camaraderie and a sense of belonging.
The leaders allowed created a bi-directional dialogue.
While researching a company, you want to understand the team dynamic and company culture as much as possible. Therefore, you’ll need to dig deeper than just checking the company website to glean and understand how to be a standout contributor.
By using Koan’s survey results, you can use their findings as a guide in seeking out the best place for optimal work performance:

  1. Ask both employees and team leaders about how they created psychological safety on their teams.

According to a McKinsey & Company survey, teams shifted away from an authoritative leadership style to a more consultative style. Its implementation shows that leaders “consult their team members, solicit input, and consider the team’s views on issues that affect them.”
Workers are concerned about the differential treatment of those who work at home vs. the office. Yet, in the news, we hear the views of CEOs stating people should be comfortable with and not workers or teams seeing it as a viable option. If the CEO speaks into existence the mandate of how employees will work, doesn’t this create a more hostile environment than a safe one?
A job seeker looking into company culture should talk to employees about how employers provided psychological safety on their teams during the pandemic. Also, asking how much collaboration occurs between team leaders and employees will give you an idea of how much belonging people feel.

2. The leadership created psychological safety on their teams.

Most people will agree without hesitation work is not a social club, although bits of socialization make work more pleasurable. Yet, some prefer isolation and maintain sparse interaction outside of work (and that’s fine).
During the pandemic in the Koan survey results, the distance between coworkers showed, “During a time when we were physically isolated more than ever, 84% of people felt a sense of belonging on their teams.” Workers experiencing isolation during the pandemic swung between loving the independence and freedom in workflow and being home. Yet, employees embraced the growing camaraderie between coworkers because of the trials of the pandemic that brought them together.
After the twin towers attacks of 2001, the whole country felt a sense of concern and togetherness. It was a moment where people were concerned about each other’s well-being and state of mind. Of course, since pandemic, feelings vary, but the camaraderie buffers work pressures.

3. How did they create a bi-directional dialogue? 

Koan states 53% of respondents got feedback from their boss regularly and were able also to give feedback upwards. Although this is not good if little more than half of the companies establish 360 feedback, some teams and companies are making progress while working remotely.
Merriam describes bi-directional as “involving, moving, or taking place in two usually opposite directions.
Koan also discovered:
  • Employees who are engaged with the company mission and have a sense of purpose related to their work are 5x more likely to make progress on goals.
  • Employees are satisfied with their direct manager, and they are 6x more likely to make progress on team goals.
  • When employees knew their work mattered to the company, they were nearly 7x more likely to produce work they were proud of.
Discerning job seekers should expect candor as they ask employees of the company how satisfied they are with their boss and the management personnel they engage. A lack of openness should be taken as a red flag if the company says bi-directional dialogue exists, but others say it doesn’t. If you’re usually an engaged contributor to a team and like the dynamic, this dialogue could disrupt what makes you happy about the group dynamic. Without bi-directional dialogue, could trust exist within the team or company?
Employees need a water cooler place, whether virtually or at the office. A safe and engaging work environment is having leaders understand and respect the team dynamic from the meetings to the small talk.
As a job seeker, asking the right questions about the company and team dynamics is vital to your role as a contributor. Very often, if feedback and questions aren’t a staple to establish good performance, it’s hard to perform at a rate that complements the team.
Be ready to dig a little deeper while researching a company. Talk to former employees and current ones to ensure you have the information you need to establish yourself as a fit on any team during job interviews. However, people will then need to ask what will be the usual office dynamic and if there needs to be a return to the way it used to be.
Other surveys on remote work dynamics and well-being:

It’s time to reimagine where and how work will get done

PWC, Jan. 2021
Cisco, July 2020

About Mark Anthony Dyson

I am the "The Voice of Job Seekers!" I offer compassionate career and job search advice as I hack and re-imagine the job search process. You need to be "the prescription to an employer's job description." You must be solution-oriented and work in positions in companies where you are the remedy. Your job search must be a lifestyle, and your career must be in front of you constantly. You can no longer shed your aspirations at the change seasons. There are strengths you have that need constant use and development. Be sure you sign up to download my E-Book, "421 Modern Job Search Tips 2021!" You can find my career advice and work in media outlets such as Forbes, Inc., Fast Company, Harvard Business Review, Glassdoor, and many other outlets.