Get organized: Why you need a simple system to track your job search

Folder Organization Image

My advice is always to customize your resume for each job opportunity, but how can you keep track of everything?  Create a document folder for each position that you submit a resume for. In this folder include the resume version you submitted for that job plus a copy of the job description, cover letter, and any other related documentation or correspondence. Be sure to save a copy of the full job description rather than just the url to the online posting as the posting may be removed from the company’s web site at any time.

Name your documents in such a way that they can be clearly identified – by the company’s recruiter and/or hiring manager as well as by you. For the recruiter/hiring manager, document tiles should include your name and the type of document; ie resume or cover letter. Don’t overlook the fact that this simple title is a mini writing sample, and so you should make sure that there are no spelling errors. Even if you’re careful to keep the right resume version in the proper folder, you may want to add something that identifies the company and/or position. Here are some examples:

  • Schwartz, Mauri – Resume (Google)
  • Schwartz, Mauri – Cover (Google-VP, Finance)
  • JD – Google VP, Finance [JD=job description]

You may add a date if you’d like but it’s much less important since you can always check the date the document was created and most recently modified using the Properties feature.

  • Schwartz, Mauri – Resume (2015)
  • Schwartz, Mauri – Cover (2015-0418)

Finally, you should create an Excel spreadsheet to track your job search progress and include the following information.  You can find a sample of what this may look like on the Career Insiders web site.

  • Company Name
  • Job Title
  • Person Contacted/Person to Contact
  • Contact Info
  • Action Taken
  • Date Action Taken
  • Next Action to Take
  • Date of Next Action to Take
  • Notes/Comments

Sort the list according to Date of Next Action to Take.  It’s important to keep your tracking spreadsheet up to date. I’ve found that clients who do this make more progress in their search if only because they have a written plan which specifies what they need to do next and when. In this way, they keep themselves accountable.

Here’s a lagniappe: If you use Word’s Tracking feature to show changes you’ve made or those made by someone else whom you’ve asked to proofread your resume, don’t forget to turn tracking off before sending it out! (A lagniappe is a word use chiefly in Louisiana which means “a small gift given with a purchase to a customer, by way of compliment or for good measure; a bonus.”)

 

Mauri Schwartz Head Shot 1 B&W v2 - 2014-0806

Mauri Schwartz, President and CEO of Career Insiders, is a leading figure in the San Francisco Bay Area career and talent management community. Career Insiders consults with companies and nonprofit organizations regarding executive recruitment as well as outplacement for all employee levels, and job seeker services for individual clients. In addition to her outstanding success rate in helping clients achieve their career goals, Mauri is a frequent speaker at conferences, job fairs, and career panels. She has served as Adjunct Advisor of Career Services at the Haas School of Business, University of California, Berkeley where she received her MBA and delivered seminars at other universities (Tulane, Mills, San Francisco State, others), nonprofits, and businesses.  Mauri’s motivational style uses techniques that combine old fashioned interpersonal relationship building skills with the latest technological tools.  Career Insiders has been certified by the City and County of San Francisco as a woman-owned business.

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Interview Questions: Ask this…don’t ask that

 

UnhappyThere is advice everywhere you turn about how to prepare answers to questions you’ll be asked in an interview.  There is less said about questions you should ask…and not ask.

It is my contention that interviewers learn as much about you from the questions you ask as from the answers you give to their questions.  It is crucial that you have intelligent, well thought out questions to ask.  Never say no to Do you have any questions for me?

Your questions should indicate that you understand the role and are knowledgeable about the organization.  Picture yourself in the job – what would you want to know.  I like organizational questions.  Can you please tell me about your organization – how many employees and what are their roles?  You’re asking for a verbal org chart.  What would you say are the strengths of your team?  What’s working well?  Where are the weaknesses, areas where you can use some help?  Depending on the answer, this is a good time to explain how you may be able to help them in those functions.  What other departments does your team [or this role] interact with and how is that going?

Another excellent way to convey what you know about the organization is to preface your question with something you’ve learned from your research.  I understand that name-of-company has made a number of acquisitions in the past year. How have these impacted your team?  From what I understand, your leading competitors are X and Y but that you are gaining market share. What would you say is your competitive edge?

There are some questions that you should not ask, specifically something negative like, I’ve noticed that name-of-company’s stock has been declining steadily.  What’s wrong?  If you’ve received an offer or getting close to it, then you can do more due diligence prior to making a decision.  I advise my clients not to ask about company culture and I receive a lot of pushback.  I ask them what it is they really want to know.  Companies like Google that have distinct cultures they’re proud of have made it well known and/or will offer it to you without your asking.

Are you wondering about benefits and perks such as a game room and catered meals?  Are you wondering if working long hours is expected on a regular basis?  You already know that neither of these are questions you should ask in an interview. What’s more important is how the interviewer will interpret your question.  There’s too great a chance there will be a miscommunication.  Learn the culture by doing research, both online and talking with people who work or have worked there.  Even better, make it a point to pay attention to what’s going on in the office when you’re on site.  Ask the people you meet what they like/don’t like about working there.

Overall, you should stick with questions like those above that relate to the job and company.  You’ll come across intelligent and thoughtful.  Good luck!

 

KRON InterviewMauri Schwartz is President/CEO of Career Insiders, a career management and talent acquisition consulting firm. She speaks frequently at business and professional conferences and career panels. Her favorite client update is, “I did everything you told me to and I got the job!”

Career Insiders’ Talent Acquisition services are focused on executive and senior management level positions in sales/marketing, finance, technology, corporate legal, and HR.

Mauri has an MBA from the Haas School of Business, University of California, Berkeley and a BS in Mathematics from Tulane University. Career Insiders has been certified by the City and County of San Francisco as as a Small – Local – Woman-owned enterprise S/L/WBE.  Contact Mauri directly at Mauri@CareerInsiders.com.

Unhappy with Your Job?

UnhappyAt some time in their careers, most people come to a point when they’re so unhappy with their jobs that they want to make drastic changes in their careers, “I don’t want to do this anymore. I need a change!”

It’s true that many aren’t cut out for their current careers or find they have a strong passion for another field, and should be making efforts to take on something new. However, most of the time, they can achieve change, and job satisfaction, without taking such drastic action.

It is essential for someone in this situation to dig deep to discover the real reason s/he is unhappy before proceeding down a path to change careers. Accordingly, a career coach or counselor should initiate such a conversation before proceeding to help her/his client pursue a new career path.

Keep in mind that organizations hire you because you’ve proven from your experience and achievements that you can be successful in their organization…not for what you think you can do. This is especially true today’s tight job market.Unhappy

How do you know?

Ask yourself, “What is the primary reason you are unhappy?” ( “Burned out” is not a reason.)

  • Are you not getting enough recognition/respect from your manager? Upper management? Your colleagues?
  • Are you not getting paid enough…or what you think you should be getting?
  • Are you working too many long days, nights, and weekends?
  • Are you required to travel much more than you’d like?
  • Are you commuting much more than you’d like?
  • Do you have the necessary skills and/or tools to be successful?
  • Are you spending too much of your time doing tasks that you hate?
  • Do you have ethical or moral conflicts with your manager or the company?

Then ask yourself:

  • If I could change anything about my job what would it be?
  • Is there a realistic chance of getting this change made?

There are several options to take before giving up entirely on your current career.

  • Have a conversation with your manager and ask if there is a way to get what you need.
  • Look for other opportunities in the same company.
  • Look for similar opportunities in a different company, industry, or location.

As Barbara Safani, owner of a NY career management firm, said in a New York Times article a while back, ’A lot of people who say that they hate what they do actually hate who they do it for.

If after doing this analysis, you still feel strongly about pursuing another career, perform your due diligence. Thoroughly research the field and talk to people in the field to learn what it’s really like.

  • What education or skills do I need to acquire?
  • What are the costs involved – financial, time, other?
  • Can I afford these costs?
  • Am I willing to start at the bottom again?

KRON InterviewHi I’m Mauri, President/CEO of Career Insiders, a career management and talent acquisition consulting firm. I speak frequently at conferences, job fairs, and career panels. My favorite client update is, “I did everything you told me to and I got the job!”

Career Insiders’ Talent Acquisition services are focused on executive and senior management level positions in sales/marketing, finance, corporate legal, and HR. Please contact me for more info.