The Exclusive Career Coach

As a reminder, I will be holding another round of Land Your Dream Job Accelerator in January. If you’re interested or would like to know more, email me at lesa@exclusivecareercoaching.com Body language, or nonverbal communication, can make or break your interview. No matter what is coming out of your mouth, a trained interviewer will pay attention to what you are saying with your facial expressions, arms, posture, and general demeanor. If what you are saying is at odds with your body language, a trained interviewer will believe your body language. The caveat here: Be yourself. Take the advice I give in this episode to perhaps move the needle in a few areas, but don’t try to make yourself over completely – you’ll come across as nervous and uncertain, leaving the interviewer confused. And confused people don’t buy. Here then, are 11 tips for conveying appropriate body language during a job interview: 1.    Posture.Sit or stand up straight – you’ll appear more confident and engaged. Head up, shoulders back, spine straight. Sit back in the chair – you won’t be comfortable perched on the edge of the seat – and don’t slouch or lean to one side. 2.    Eye contact. Maintain almost continuous eye contact with the interviewer when they are speaking – this shows you are actively listening and engaged in the conversation. When you are speaking, you can look away occasionally – as long as you maintain eye contact most of the time. Be careful not to stare too intently, as that can be perceived as aggressive. 3.    Smile.A warm, genuine smile can help you come across as friendly and approachable. Avoid excessive or insincere smiling as it can appear as nervousness. 4.    Handshake.You want to offer a firm, but not bone-crushing, handshake when you first meet the interviewer. Connect thumb joint to thumb joint and pump 1-2 times. Note that a weak or limp handshake can be interpreted as lacking confidence. 5.    Hand gestures.Within reason, your natural hand gestures will appear authentic, and can help emphasize your points and make you seem more animated.  6.    Mirroring.Subtly mirroring the interviewer’s body language, such as matching their verbal pace and tone, can build rapport. Be sure to do this within the range of what is normal for you. 7.    Active listening.Nod your head occasionally and use verbal cues like “I understand” and “that makes sense.” This shows you are actively listening and are engaged in the conversation. 8.    Avoid fidgeting. If you tend to play with your hair when you are nervous, consider wearing it up or in a ponytail. Don’t have a pen in your hand if you tend to click them. Calm that leg of yours that doesn’t stop jiggling when you’re nervous. 9.    Dress appropriately.Dressing well can boost your confidence and create a positive impression. Your clothing should be professional and appropriate for the industry, the job you are applying for, and the company culture. 10. Facial expressions.Your facial expressions can reveal a lot about your emotions – try to maintain a calm and composed expression. Avoid rolling your eyes or showing signs of frustration. 11.Show enthusiasm. Your body language should reflect your interest and eagerness – display genuine enthusiasm for the job and the company. DIY vs. DFYDIYMy favorite free resource for interview practice is one of the free tools on the internet. Google “free interview practice” and find one you like – there are plenty to choose from, and some of them do charge.  DFYOne of the best ways to correct any body language issues is with mock interviews – you’ll get feedback from the mock interviewer and you’ll be able to see how well you did if the session is recorded. My interview coaching package includes 2 sessions, both of which use about 20 minutes in character as interviewer and interviewee, with the remaining 40 minutes being for feedback, coaching, and training. We use the first session to determine where the client’s interviewing strengths and weaknesses lie – then I give homework for the second session. In that second session, I ask some of the same questions – particularly those that gave the client trouble in the first session – then throw in some new curveballs. I see the client’s confidence really shoot up in the second session, as they hear themselves performing better, I am giving them feedback to that effect, and they will be able to watch their improvement on the record. 

I wanted to let you know that I’ll be starting another 4-week Land Your Dream Job Accelerator in January, starting the week of January 4th. If you’re interested in knowing more about LYDJA, email me at lesa@exclusivecareercoaching.com. As a master practitioner of the Myers-Briggs Type Indicator (MBTI), I know well the difference between introverts and extraverts. In MBTI language, introversion vs. extraversion has to do with where you get your energy. Here’s what extraversion and introversion AREN’T: Ability to navigate social situations, friendliness, or whether you like people. When it comes to networking, it’s not about introverts being socially awkward. It’s about the drain on their energy. It’s about having to initiate a conversation (they generally DON’T want to do this). It’s about small talk, which seems pointless to them. I’d like to offer the flip side of networking for introverts: The strengths you bring to networking. You tend to be much better listeners than extraverts, you prefer meaningful conversations with one person or a small group of people over chit chat with a large group, and you tend to be thoughtful before you speak. Here, then, are 13 tips for you introverts to…if not love networking, at least not hate it so much. Maybe even enjoy it a little. 1.    Work on your mindset first – and throughout. Start by filling up a piece of paper with all your thoughts about networking – I’m confident the majority of those thoughts will be negative. Next, identify one of the thoughts you wrote down that you think takes up the most space in your brain – the one you think most often. Find a better-feeling thought you could begin practicing. For example:If you have been thinking “I hate networking,” you might replace it with “Networking is hard for me…and I can do hard things.” You’ve created a neural pathway in your brain around “I hate networking” such that it is in your subconscious, playing on repeat without your awareness. It’s time to create a new neural pathway with a thought that serves you better. Maybe your next thought will be “Networking used to be hard for me…but now it isn’t.” 2.    Start with low-hanging fruit.If you’re starting to network from ground zero, it’s important to begin by reaching out to people you already know fairly well. You want to work out the kinks in your networking skills (there WILL be some) and build your confidence up before you reach for bigger networking targets. 3.    Set realistic networking goals.If you’ve never really networked before, your goal may be one, 30-minute networking coffee. If you’ve networked periodically before, you may set a goal of meeting with three people you used to work with. When attending a networking event, set a goal for how many people you want to meet – or a specific type of person, such as at least one person who works in HR. Then allow yourself permission to leave after you’ve accomplished your goal —this makes the event feel more doable. 4.    Focus on quality over quantity. Don’t compare yourself to your extraverted colleague who tells you she met 13 amazing people at the networking event she attended last night – she probably couldn’t tell you one meaningful fact about any of them. Focus on forming a deep connection with a few people – play to your strengths. 5.    Join groups of shared interests.One of the biggest mistakes I see people making with networking is too narrowly defining what networking actually is…and where it can happen. As I like to say to my clients, you can network anywhere the music isn’t too loud and the people aren’t too drunk. What do you enjoy doing? Find a group of people who also enjoy doing that thing. The people in the group have jobs…their significant others have jobs…they have friends and family members with jobs…you get the idea. 6.    Prepare in advance. Plan your talking points and questions ahead of time. 7.    Leverage online networking. By initiating and maintaining conversations online via LinkedIn and other online forums, you get to become acquainted with someone before meeting them in person. 8.    Attend small events. I don’t recommend you start here, but at some point, you’ll want to begin attending networking events. Do your homework to find out how many people will be expected, what kinds of people attend, the venue, etc. A smaller, more intimate gathering will allow you to engage in more meaningful conversations without feeling overwhelmed by a large crowd. 9.    Arrive early.Networking events may feel overwhelming if you envision yourself walking into a crowded room. Being one of the first to arrive may make it easier for you to strike up a one-on-one conversation. 10.Active listening. Focus on listening more than talking – this can take the pressure off you to come up with things to say, and others (especially the extraverts) like to be heard. 11.Ask open-ended questions. Asking questions that can’t be answered with a simple “yes” or “no” encourages others to share more information and keeps the conversation flowing. 12.Take breaks.You may need to step away for a moment to recharge if you are feeling drained. Find a quite space to regroup, and then return to the event. 13.Follow up and follow through. After a networking meeting or event, follow up with the people you met. Connect with them on LinkedIn. Provide them with any information or resources you promised them and thank them in advance for anything they promised to do for you. DIY vs. DFY DIY My DIY recommendation is to get an accountability partner for your networking! I recommend someone who is good at networking…and hopefully, actually enjoys it. You’ll want your accountability partner to help you set realistic networking goals, help you with your thoughts about networking, mentor you as you step out of your comfort zone, and hold you accountable for achieving the goals you set.  DFYI think the done-for-you option for networking is pretty obvious: Get help from a coach who specializes in networking. Here’s what you can expect: -Training on how to network including how to reach out to people, who to reach out to, how to begin communications, how to set up a networking meeting, what to say during the meeting, and how to follow up afterwards. -Mindset shift: You’ll likely need to begin thinking new thoughts about networking and your ability to network. This work is so important to make sure the networking you do is done with the proper energy. -Practice and feedback: A coach should require you to actually network. You can’t get better at networking without actually doing it. I work with many of my clients on networking – for many, it is a single session, while other clients needed more support. If you’re interested in getting coaching with me on networking, you can schedule a complimentary consult about my networking coaching here:https://calendly.com/lesaedwards/zoom-meetings2

Today, I’m diving into 14 reasons why people fail to prepare themselves for a successful attempt at a promotion. For the purposes of this episode, I’m talking specifically about internal promotions – although many, if not all, of these strategies will apply if you are seeking a higher position with a new company. 1.    Signing on with a company that can’t offer you a promotion. This is an upfront mistake I saw frequently during my time in higher education – people would ask in the interview about the opportunity for promotion, and there just wasn’t any. This is not to say that you don’t want to work there – perhaps it is the right opportunity for you now, and you know you will need to look outside your organization to seek a higher-level job. Just be sure you like your reasons for joining an organization that can’t offer you a promotion. Also – does the company have a practice of promoting from within? Or is this going to be a series of frustrations, where outside people (or those from other departments) are put in more senior roles ahead of you? 2.    Not communicating your desire for a promotion.You may assume your boss knows you want a promotion, but you know what they say about “assume.” Your boss may think you are content with your current role – you want to let her know of your ambition. Be careful here – you don’t want your boss to think you want her job unless she has upward mobility, as well. 3.    Not understanding the new role. We all know of people who wanted a promotion for the additional money in their paycheck – not because they were passionate about, or really understood, the new role. Make sure you thoroughly understand the responsibilities, skills, and qualifications required for the position – and give real thought to whether this is a role you actually want to take on. 4.    Lack of skill development. My favorite strategy for this is to ASK. Find out what skills and experience will be needed, then ask your boss or the hiring manager (if the job is in another department) how you currently measure up. The goal here is to find out exactly what you need to learn and develop so your candidacy is a no-brainer. 5.    Not building a strong track record. One of the very best strategies for getting a promotion is consistently delivering exceptional results in your current role. Never think of your current job as just a steppingstone to bigger and better things. 6.    Not self-promoting. There’s a huge difference between being the braggart who takes credit for others’ work and being an effective self-promoter. It’s important to communicate your achievements and contributions effectively – including relevant ones outside of work. 7.    Ignoring company culture.Everything from your dress, grooming, punctuality, spoken and written communication, and professionalism will be taken into consideration. Make sure you align with the company’s values, mission, and culture. 8.    Not seeking feedback. Not only does constructive criticism help you make improvements that will increase your chances for promotion, but you are also showing evidence of your ability to hear those things – and make changes based on feedback. 9.    Seeking a promotion at the wrong time. Increasingly, I am seeing companies indicate a timeframe for internal candidates to apply for promotions, so take that information as gospel. In general, be mindful of the broader context, such as the company’s financial stability or changes in leadership that would directly impact the new role. 10.Not networking.Building relationships with colleagues, superiors, and mentors can provide valuable support and recommendations, which can significantly improve your chances of promotion. 11.Neglecting soft skills.Qualities like leadership, communication, teamwork, and adaptability can be deciding factors in promotions – and can often be as important as your technical skills, if not even more so. 12.Overlooking the competition. You may have competition within your organization for the same promotion. It is important to assess your peers and their qualifications so you can develop a strategy to set yourself apart. 13.Demanding rather than earning. For most of us, we begin doing the work before we get the new title or salary increase. Promotions should be earned, so demonstrate your value to the company rather than expecting a promotion just because of time in the company, educational credentials, or other qualifications. 14.Inadequate preparation for interviews.Don’t assume the interview doesn’t matter, either because it’s been hinted that you have it “in the bag” or because you assume you know what they will ask. Absolutely, the interview is viewed differently with internal candidates, but your goal is to blow them away in the interview so they can’t say no to you.  DIY vs. DFY DIYThe DIY I want to recommend here is getting a mentor. Preferably, someone in your organization who knows you and the other players – and who will be honest with you about what he sees as your areas for development. From there – consume! Read books, watch Ted Talks, listen to podcasts…whatever you can consume to help with your areas for development. Finally – practice! Try your new learning on at work and ask for feedback from people who will be honest with you – and who aren’t also trying to get the same promotion.  DFYThe most obvious assistance you could get to prepare yourself for a promotion is a career coach. If you choose to go this route, it is so important to pinpoint what kind of help you need. There are coaches who specialize in improving your communication skills, your leadership skills, your professional appearance…you name it. One you’ve identified the help you need, reach out to 2 or 3 possible coaches for a consult, sometimes called a discovery call. This will give you a sense of your connection with the coach, their methods and processes, and their package options. 

Today, I want to talk about how to improve your time management and productivity as a key way to increase your chances for promotion. If you’re like many people, you may role your eyes at the term “time management.” If you’re structured and organized, you may think you’ve already mastered time management. If you are unstructured and disorganized, you may think it’s hopeless…a skill beyond your ability to master. Here’s a definition of time management I really like: “Time management means organizing your time intelligently – so that you use it more effectively. The benefits of good time management include greater productivity, less stress, and more opportunities to do the things that matter.” Here’s a benefit to time management I want to add: It creates boundaries around the things you need to do, should do, and want to do in your life. Think of it like this: You create a container for your work, a container for your play, a container for sleep, a container for your exercise time…you get the idea. The alternative is working until midnight, forgoing exercise, time with friends, and time for basic hygiene. Or conversely, neglecting your work because you haven’t given it a container – and your personal life is encroaching on your work time. Yet another scenario is you, doing whichever thing you’re doing at the moment, but feeling guilty because you aren’t doing something else. Here are my top 12 strategies to improve your time management. In each instance, I’m giving you some of my tips as to how I implement that strategy. 1.    Set clear goals – both long-term and short-term. This will help you prioritize your tasks. And make sure those goals are SMART: Specific, Measurable, Achievable, Relevant, and Time-Bound. Otherwise, you won’t be able to evaluate your success. I have a quarterly planning retreat, where I review my progress on my goals from the previous quarter and set goals for the upcoming quarter. From that planning and goal setting, I create an Action Items list that ties directly into those goals. I estimate how much time each action item will take, and rank them in priority, e.g. A-1, A-2, B-1, B-2. I’ve figured out through trial and error that I can handle about 15 hours of Action Items each quarter – my tendency is to overcommit myself, and then I feel frustrated when I seemingly haven’t made much progress.  2.    Use the quadrants. There are four: Urgent and Important, Urgent and Not Important, Not Urgent and Important, and Not Urgent and Not Important. As you set out your daily tasks, you want to focus on the Important sections of the quadrant: Urgent and Important, and Not Urgent and Important. The idea here is to minimize the time you spend on Not Important activities so you can focus on what’s really important. Some of the tools I use here include limiting the time I check emails, minimizing distractions such as phone notifications, and using blocks to calendar in my activities each day – more about that one in a moment.  3.    Block your time. Allocate time blocks for the various activities you need to complete – this helps you avoid multitasking and allows you to really focus. My entire workday, each day, is completely time blocked. In each block, I can include notes as to what, specifically, I need to do during that time block. I found this particularly helpful when I started spending 15 minutes a day on LinkedIn – my brain kept yelling at me that I needed to be doing something more important/urgent. But I set the timer on my phone for 15 minutes, and I have developed a cadence of the things I do each time I’m in LinkedIn. Another way I use time blocking is for my writing projects. Once I have had the two resume strategy sessions with a client, I go into my calendar (I use Outlook) and write in which day I will work on each aspect of the client’s writing project. I also indicate which day is the deadline to get that client’s first drafts to them.  4.    Create a To-Do List. Whether daily or weekly, include both work-related and personal tasks, and keep it updated. I really like my system for this: Each Sunday, I print out a planning sheet for each day of the week. It already has time blocks for the various activities I do, such as client writing projects and marketing my business, and I have already have certain activities I do each week on there. From there, I fill in specifics for that day – which client projects do I need to work on? Do I need to schedule a doctor’s appointment or follow up with someone? It all goes on that day’s sheet.  5.    Eliminate Distractions. I alluded to this one earlier – social media, notifications, clutter, phone calls, emails, people stopping by – take steps to minimize or eliminate them when working on important tasks. When I’m working on a project at my computer, I close out my emails – I don’t have my computer set to notify me of emails, but I don’t want the temptation to check them. I turn my phone upside down and I don’t answer my phone unless it’s from someone I am waiting to speak with.  6.    Learn to Say No. Avoid overcommitting by saying no to tasks or requests that don’t align with your goals or priorities. I don’t have to deal with this much because I’m self-employed, but I promise the world will not stop revolving if you say no on occasion. Or not right now. Or “let’s discuss this in ___.”  7.    Delegate. Delegating frees up your time for more important responsibilities. Here’s the thing I’ve learned about delegating, both from my days as the director of two university career centers and now, as the CEO of my own company: Those tasks I do not enjoy doing and/or aren’t particularly good at and/or just aren’t a good use of my time are GOLDEN for someone else. I could do an entire episode on delegation…maybe I will. Suffice it to say that Your Trash May Be a Co-Worker’s Treasure.  8.    Use Time Management Tools. Maximize your use of your calendaring system, check into task management apps and project management software, set reminders, use old-school daily planning sheets like I do. Find what works for you and decide to stick with it for at least 30 days.  9.    Plan Ahead. This helps you start your day with a clear agenda. I create my daily task sheets on Sunday and write in the specifics for Monday. Then, each afternoon before wrapping up for the day, I write in the specifics for the next day.  10.Avoid Multitasking. The research is clear: multitasking decreases productivity and quality of your work. My best recommendation to avoid multitasking is to eliminate the distractions I’ve already talked about. Also, when I was in higher education, I had a sign system for our doors to indicate when we should not be disturbed.  11.Take breaks throughout the day.  I set my phone alarm for 50 minutes, then give myself a 10-minute break. Knowing I have a break coming fairly soon really helps me focus during that 50 minutes.  12.Set Deadlines. Even for tasks that don’t have external deadlines, set your own to create a sense of urgency. As I mentioned, I do this with my client projects. I can see clearly when the project is due and what portion of the project I am to complete each day and when. Circling back around to the beginning: Give yourself true free time to do the things you enjoy by blocking time for your work and home obligations.  DIY vs. DFY  DIY My Do-It-Yourself tip for time management has to do with tracking how you are spending your time. For at least one week, make note of each 15-minute block of time – what you did and what quadrant it fits into. (Remember, these are Urgent and Important, Urgent and Not Important, Not Urgent and Important, and Not Urgent and Not Important.) Then take a critical look at your data. Are you making the best use of your time? Are you using your time on the right things? How much time are you wasting – and what are the primary culprits? Then make some changes to better manage your time and be more productive. DFY While you really must manage your time yourself – or at least parts of it – my DFY is a couple of time management books I really like. -The 7 Habits of Highly Effective People by Stephen Covey – a classic, but still relevant -The 80/20 Principle: The Secret to Achieving More with Less by Richard Koch -Atomic Habits by James Clear – not specifically about time management, but about breaking bad habits and creating positive ones                                                                                                                                  

I get a lot of questions about using recruiters in my clients’ job search, so I wanted to dive into this topic and my perspective on the role of recruiters in your job search. First, some definitions are in order. I am talking about a third-party recruiter rather than a person who works in the company you want to work for as a recruiter. Third-party recruiters work for a recruiting firm and find candidates for a large number of employers. In its most simple form, there are two types of third-party recruitment firms: Retained Search and Contingency. Retained Search firms are hired with exclusivity by a company to find a candidate for that company. They are paid regardless of the outcome of the search and are often involved in every aspect of the hiring process including market research, evaluating internal bench strength, locating candidates, conducting initial interviews, and bringing 2-3 top candidates forward to the company. They may also negotiate compensation packages. Retained Search firms are typically used for jobs at about $150K and above annual salary. A retained search recruiter, often called an executive recruiter, will only be reaching out to people to possibly match the criteria laid out by the company they are currently hiring for. Because these searches are highly specialized and labor intensive, an executive recruiter doesn’t have the bandwidth to spend much, if any, time getting potential candidates into a database for possible future positions. They are working on the job search right in front of them – and they will only conduct a handful of these each year. Contingency firms are one of many – a company may send their job notice out to a half-dozen firms to increase the likelihood of finding the best candidate quickly. Only the firm that puts forth the winning candidate gets paid, so it is a race. Because of this, you may get contacted by contingency recruiter not for a currently available position, but to get you in their database for future roles – so be sure to ask about this if you are contacted. When I am working with a client to create their customized job search strategy, they are often surprised that I have “reach out to recruiters I already have a relationship with” as a passive job search strategy – they think it should be an active strategy. The reason I consider reaching out to recruiters as a passive job search strategy is because you have no control over what positions they are hiring for at that time. Recruiters tell me that, for every position they have available, they have 6-10 qualified candidates or more. Also, recruiters don’t make their money from you – they make it from filling roles sent to them by employers. They are not in business to help you. Note that I said “reach out to recruiters I already have a relationship with” – trying to find a recruiter who is looking for you at the same time you are looking is like looking for a needle in a haystack. If you have existing relationships with recruiters, by all means let them know you’re in the market and send them an updated copy of your resume. Otherwise, I don’t consider hunting down recruiters to be a good use of your time and job search energy. A better use of your time, in my opinion, is to have a top-notch LinkedIn profile that acts like “recruiter flypaper” – bringing recruiters that are looking for people with your skills, education, and experience TO YOU. While you’re busy engaging in other job search activities.  Now for the “pros” of working with a recruiter: 1.    Access to job opportunities: Recruiters often have access to job openings that may not be publicly advertised, which can increase your chances of finding relevant opportunities. This is particularly true at the executive level, where the only way to find out about an opening is through the executive recruiter. 2.    Industry expertise: Many recruiters specialize in specific industries or types of jobs, giving them in-depth knowledge about trends, companies, and hiring practices in your field. 3.    Time savings: A recruiter can save you time and effort by matching you with suitable job opportunities, streamlining the application process, and providing valuable insights into the hiring company. 4.    Interview preparation: Recruiters can offer guidance on interview preparation, how to present yourself, and what to expect during the process. 5.    Negotiation assistance: Recruiters can help with salary negotiations and benefits discussions, ensuring you receive a competitive compensation package. 6.    Feedback and coaching: Some recruiters will provide feedback on your resume and interview performance to help you improve your chances of landing a job.  Now for the cons: 1.    Limited control: When you work with a recruiter, you may have less control over the job search process because the recruiter WILL prioritize their clients’ interests. 2.    Not all industries use recruiters: In some industries and regions, using a recruiter is less common, such as situations where there are many more candidates than openings or jobs with excessive turnover. 3.    Limited company options: Recruiters have relationships with specific companies and may not be able to expose you to a wide range of job opportunities. 4.    Quality of service varies: The quality and professionalism of recruiters can vary widely, so it is essential to choose one with a good reputation and track record. I’ve personally heard a lot of horror stories about recruiters ghosting candidates – even when the recruiter reached out to the candidate unsolicited. 5.    Employer requirements: Often, recruiters are tasked with bringing forth 2-3 qualified applicants, so you have built-in competition.  If you decide to work with a recruiter, do your research, ask for recommendations, and choose a reputable recruiter who specializes in your industry or job type. Also – don’t rely solely on recruiters for your job search.  DIY vs. DFYTop of Form The DIY I want to talk about has to do with developing long-term relationships with recruiters. Remember, I talked about reaching out to recruiters you already have a relationship with – how do you develop those relationships? 1.    Keep the door open. Just because a recruiter reaches out at the wrong time for you or has a position you aren’t interested in doesn’t mean you can’t still cultivate a relationship with them. Whether you should cultivate this relationship should depend on your homework – what is this recruiter’s reputation? What industries/job functions do they specialize in? Are they accessible? 2.    Quid pro quo. Think about ways you can offer value to that recruiter – send her qualified candidates, keep her updated on trends or current events in the industry/job function she specializes in, reach out periodically with no agenda in mind. 3.    Be willing to have the conversation. Before saying no, at least listen to the recruiter. If you ignore them or refuse to speak with them, they will likely remove you from their list.  The Noah’s ark analogy is appropriate here – he didn’t wait for it to start raining before he started building. Cultivate relationships with a few key recruiters when the sun is shining.  DFYI mentioned earlier the importance of having a top-notch LinkedIn profile that acts as recruiter flypaper. To get there, I highly recommend a professionally written profile from me or another experienced professional. Writing an effective LI profile isn’t just about the words you use, but where you put what to get the maximum visibility by recruiters. My clients almost always see a significant uptick in both the quantity and quality of recruiter contacts after I write their profile for them. Also, a little curb appeal never hurts – a customized background really helps here. If you would like to speak with me about writing your LI profile and possibly some training on how to maximize LinkedIn to achieve your job search or career goals, here’s the link to my calendar: https://calendly.com/lesaedwards/zoom-meetings2   

Land Your Dream Job Accelerator (LYDJA) starts Thursday, October 6th. To learn more about and to register: https://docs.google.com/document/d/14Dy066dj7gm5chND-FfIcd-vZNeS0y4Tdbbf6Jr_oP8/edit#heading=h.9en890oi4qsu  We’ve gotten very relaxed in our dress since Covid, especially those of us who have worked from home. Even many companies have relaxed their dress standards – so what does this mean for how to dress for a job interview? Many screening interviews and even subsequent interviews are still being conducted via Zoom or Teams. Even though they may only see you from the waist up, I strongly recommend you fully dress for the interview – you’ll show up differently if you do. Of course, you’ll need to dress appropriately from head to toe for an in-person interview. What, exactly, you should wear varies depending on your industry, the company culture, and the position you’re interviewing for. Remember that dressing appropriately shows respect for the company and the position you’re applying for. When in doubt, it’s usually better to be slightly overdressed than underdressed. You might also reach out to the company’s HR or the person who scheduled the interview to ask about the dress code if you’re uncertain. Why is dressing appropriately important? -You’ll likely be more confident in yourself during the interview. -You are demonstrating to the employer that you have a good sense of judgment and can successfully read a situation. -It shows your commitment to professionalism and that you genuinely want the job. -It can set you apart from the other candidates. -It demonstrates your respect for the business you’re interviewing with and those you are meeting with. -Makes a good impression on the hiring manager – you never have a second chance to make a good first impression.  Here are some general guidelines for dressing for the interview:1.    Research the Company: Before the interview, try to learn about the company’s culture and dress code by looking at their website, social media profiles, and even asking current or former employees if you know any. 2.    Grooming and Hygiene: No matter the industry or company culture, it is important that you are clean and neat. Your clothes should be wrinkle-free, shoes polished, nails groomed, and hair clean and neat. If you wear glasses, clean them! Avoid perfumes or even scented lotions or hair products that may offend some people. 3.    Accessories: In general, keep to a minimum. A watch, one bracelet, one ring on each hand, simple earrings that don’t swing or make noise, and one simple necklace. Alternatively, women may choose to wear a scarf; if so, minimize jewelry even further. 4.    Footwear: Men should wear closed-toed dress shoes that are polished. Women should wear comfortable, closed-toed shoes with a minimal heel or flats. 5.    Colors: While you have more latitude with creative roles in creative companies, in general stick to neutral or conservative colors such as black, grey, navy blue, and white for shirts. Petite women may choose to brighten their palette up to give themselves a larger presence. 6.    Try everything on: Before the day of your interview, try everything on to make sure it fits and looks good together. Decide on your accessories and try them on. While I don’t recommend wearing brand-new shoes, if you do, break them in and scuff up the soles ahead of time so you aren’t uncomfortable and don’t slip and fall.  Next, let’s talk about the levels of business attire. Business professional: If the company has a formal dress code or if you are interviewing for a professional or more senior role, it’s generally best to wear a business professional outfit. For men: A well-fitted suit and tie. How loud or creative your tie and shirt choice are depends on the position, the industry, and the company culture – as well as your personality. For women: A pantsuit, skirt suit, or conservative dress with jacket, with closed-toed shoes (low heels or flats). Avoid anything too short, low-cut, sheer, or otherwise suggestive – you want the interviewer to focus on your qualifications, not your attire. Business casual: If the company tells you to dress business casual for the interview, you’re going to need more information, as business casual can range from a blazer with or without a tie for men and a blazer with non-matching skirt or pants for women down to jeans. For men: Unless the company tells you otherwise, opt for khakis with a collared shirt, tucked in. No tennis shoes, but you can wear rubber-soled shoes as long as they are clean and scuff-free. For women: Unless the company tells you otherwise, opt for pants (not leggings) and a blouse or shirt that isn’t too short with a completer piece – either a blazer or cardigan. Closed-toed casual shoes that are clean and scuff-free.  The bottom line: No matter how relaxed the dress code is, you should still look polished and put together. Remember: there is no such thing as business casual when it comes to your grooming.  DIY vs. DFY DIYMy DIY recommendation has to do with WHEN to do your shopping for your interview outfit. I recommend Monday-Friday, during the day – this is usually when the full-time employees work so you may get higher-quality help. Also, it will probably be less crowded, so you can expect to get more personal attention. To get this kind of help, consider a well-regarded department store in your area or a boutique shop that offers professional clothing. I don’t recommend trying to purchase this outfit online – you really need to try things on and get help with what looks good on you. Let the salesperson know that you are looking for an interview outfit, about how much you’d like to spend, and be sure to bring any items (such as shoes) you plan to include.  DFYMy DFY recommendation has to do with alterations. Men’s suits, and many pants, come unhemmed, so you have no choice but to use alterations services, and the store may provide them. If they don’t, ask friends or family for recommendations. Women, your outfit may require alterations as well – hems, waistlines, and shirt/sleeve length may need adjustments. It is so worth it to pay for this service – you’ll look much more polished, and your confidence will likely shoot up when you look in the mirror. A final recommendation that applies for both DIY and DFY specifically for the women: Sit in front of a mirror and cross your legs. Are you comfortable? Does your skirt ride up too far? Does your blouse gape around the buttons? 

Here’s the link to learn more about Land Your Dream Job Accelerator, and to register:https://docs.google.com/document/d/14Dy066dj7gm5chND-FfIcd-vZNeS0y4Tdbbf6Jr_oP8/edit#heading=h.9en890oi4qsu  We will be tackling this issue on two fronts: how to take care of yourself during a job search if you have a chronic physical or mental health condition, and when/if to divulge this information to the prospective employer. My guest for this episode is Jane Springer, who’s been on the podcast several times before. Jane is a life coach specializing in health and wellness for women ages 50+. We talk about what a chronic physical or mental health condition is, how to manage your condition during the stress of a job search, and how to make sure you find a job that can accommodate your specific health needs.  I often get questions about when and how to divulge information about a physical or mental condition during the job search. According to the Society for Human Resource Management’s website: “The Americans with Disabilities Act defines disability as a physical or mental impairment that substantially limits a major life activity. Disabilities outlined by the ADA include (but are in no way limited to) deafness, blindness, non-functioning or missing limbs, cancer, diabetes, asthma, attention deficit hyperactivity disorder, arthritis, obsessive-compulsive disorder, HIV and depression. “Under the ADA, employers generally can't ask disability-related questions, such as whether the applicant has a disability or what the nature or severity of the disability is, or require applicants to undergo medical examinations until after the applicant has received a conditional job offer.“Once a conditional job offer has been made, the employer may ask disability-related questions or require a medical examination so long as all individuals who receive offers for the same job are treated similarly. That means they must be asked the same questions or required to undergo the same medical examination, she said. (Once an individual is employed, disability-related questions and examinations again are prohibited except in limited circumstances.)“Employers may, however, ask applicants whether they can perform the essential duties of a position with or without accommodation.“Federal law also permits employers to ask applicants about reasonable accommodations before a conditional offer is made if the employer reasonably believes that the applicant may need an accommodation due to an obvious or voluntarily disclosed disability, or when an applicant has disclosed a need for an accommodation.” A best practice is for employers to thoroughly describe the steps the candidate will go through, so the candidate can intelligently respond as to whether they will need accommodations.  If you don’t need accommodations to perform the job, you are under no obligation to voluntarily disclose a disability or condition. You may choose to disclose anyway – but you don’t have to.  You can find Jane Springer at jane@janespringer.com or visit her website at janespringer.com.  

Land Your Dream Job Accelerator starts on October 5th. To learn more and register:https://docs.google.com/document/d/14Dy066dj7gm5chND-FfIcd-vZNeS0y4Tdbbf6Jr_oP8/edit#heading=h.9en890oi4qsu  Oftentimes, people who schedule a consult with me are doing so because they have been job searching with little to no success. On the scheduling form, they indicate that they need a resume re-write. One of the questions on the scheduling form has to do with the number of applications they have completed, the number of interviews with different companies they’ve had, and the number of job offers they’ve received. I ask for this information because it helps me begin to narrow down where their problem might be. Let’s look at each step of this process, and what to do if your problem is in that step. Not enough applications. There are three main points I want to make here: 1.    Clients will indicate that they’ve applied to 12 jobs and not yet received an interview. My rule of thumb is 1 job interview for every 10 applications, so while 12 applications should have yielded an interview, we really don’t have sufficient data here. 2.    It’s a numbers game – but those numbers have to be quality. I often hear from clients who aren’t getting interviews that their solution has been to apply for more jobs – even jobs they aren’t that interested in and/or aren’t at least 75% qualified for. Your applications should ALWAYS be quality over quantity. 3.    If all you are doing for your job search is applying to jobs online LIKE THE REST OF THE UNIVERSE, then you’re going to be in for a long haul. Enter networking to access the 70-85% of jobs that aren’t advertised.  Not enough interviews. Here are three considerations: 1.    If a client indicates that they’ve applied to 75 jobs without a single interview – or with just one or two interviews – then I dig down to determine the QUALITY of the jobs they’ve applied for. As previously stated, the client is often in QUANTITY over QUALITY at this point – and they are operating from a place of desperation and lack. Here's what happens when you apply for jobs you don’t really want or don’t think you have a shot at: You get discouraged, and your motivation begins to dip. EVEN THOUGH YOU DIDN’T REALLY WANT THE JOB IN THE FIRST PLACE.  2.    Another consideration if a client isn’t getting enough interviews is, are they customizing their resume and cover letter for that position? Are they completing the application? A resume that isn’t tailored for that position isn’t likely to beat out other applicants who took the time to do so. 3.    Finally, I talk to this client about my “+1” approach – doing one more thing in addition to just applying like everyone else. Who can they ask to advocate for them? How can they make a personal contact? Remember, applying online is like trying to get the attention of the people on stage in the most crowded auditorium there is. You need to make yourself stand out.  Interviews aren’t converting to job offers. Here are four possibilities: 1.    I find that many people think they should have received at least one job offer after two-three interviews. My rule of thumb is the same as with application-interview: 10 interviews for one job offer. And these are 10 interviews with 10 companies, not multiple interviews with the same company. 2.    If the client has had 15-20 interviews without an offer, one possibility is that, while they are qualified for the job, they aren’t really interested in the job – or at least they aren’t conveying their interest in the interview. The interviewer isn’t getting a sense of the candidate’s excitement about the company and the job. 3.    Another possibility is that the candidate isn’t adequately preparing for the interview – they haven’t done their homework. NOTE: This preparation also often tracks with the candidate’s excitement level. 4.    Finally, the candidate may need interview coaching. Some clients who come to me for this service have been given feedback that they don’t interview well; others sense it based on their experience; still others want to improve their interview skills before they start getting interviews. Here are eight suggestions if you aren’t getting enough job offers: 1.    Develop an actual job search strategy – one that doesn’t rely solely on job boards. My rule of thumb is 25% networking if you’re right out of college, 50% networking if you are mid-career, and 75% or more networking if you are at the executive level. 2.    Improve your networking skills so that networking is an equal exchange of energy. Most people who hate networking feel that way because it feels creepy or desperate. I teach a much better way of networking, where you give at least as much value as you give. 3.    Have a professionally written resume, cover letter, and LinkedIn profile. And take the important step of customizing your resume and cover letter each time you submit these documents. 4.    Improve your interview skills. Ideally, work with a coach like me who can give you professional feedback, rather than advice from a friend or family member based on their limited interview experience. 5.    Consider adding certifications, coursework, or other short-term credentials to your resume. Even beginning an undergraduate or advanced degree can work to your favor. 6.    Volunteer or freelance. This is a great opportunity to build skills, network, and gain valuable relevant experience – maybe even earn some income while you’re doing it. 7.    Work with a coach on mindset. I find that candidates who are in the job market for a while often begin to make the rejections and non-responses mean something about themselves and their qualifications. Working with a coach to look at your thoughts, and how to make conscious changes to those thoughts, is invaluable during a job search (and always). 8.    If you suspect the problem is the career path you are on, you’ll definitely want to work with a career coach like me to assess what you really love to do and what jobs would make the best use of your Zones of Genius. DIY vs. DFY DIY: The number one piece of advice I can give you is to use my conversion rule of thumb to determine where your problem might be. Once again, it’s 10 applications for one interview; 10 interviews for one job offer. Tell yourself the truth about the jobs you are applying for – are you very interested in every one of them, and at least 75% qualified? If not, what is the thought driving your decision to apply anyway? Also – use my +1 approach so you aren’t just applying like everyone else. Commit to either going all-in on the jobs you apply for, or not applying at all.  DFY: If you are listening to this podcast when it first comes out, I highly recommend checking out my Land Your Dream Job Accelerator, starting on October 5th for four weeks. In this small group coaching program, you’ll build out a targeted, proactive job search strategy; learn my “bow-and-arrow” approach to networking that teaches you how to give as much value as you get, and how to manage your mindset throughout your job search. You’ll also have two, 20-minute laser coaching sessions with me for targeted 1:1 help with your job search. Here’s the link to learn more about LYDJA and to register: https://docs.google.com/document/d/14Dy066dj7gm5chND-FfIcd-vZNeS0y4Tdbbf6Jr_oP8/edit#heading=h.9en890oi4qsu 

Here’s the link for the October Land Your Dream Job Accelerator:https://docs.google.com/document/d/14Dy066dj7gm5chND-FfIcd-vZNeS0y4Tdbbf6Jr_oP8/edit#heading=h.9en890oi4qsu  I want to start by talking about an internal “red flag” – this has nothing to do with the company you are applying to and everything to do with YOU. Each time you make a job move, it is so important to evaluate your current job. Think of this as a trip you are taking: What do you want to put in your suitcase and bring with you, and what do you want to leave there? In other words, what are the skills you enjoy using and want to utilize at least as much in your new role (Motivated Skills) – and what skills do you want to stop using or minimize (Burnout Skills)? When you don’t do this work, you risk jumping out of the frying pan and into the fire…or, at best, not progressing in your career towards your ideal job. Now let’s talk about the possible red flags an employer could be waving right in front of your face. Unprofessional communicationIf the employer or company representative communicates with you in a rude, unprofessional, or overall informal manner during the application process, it might indicate a lack of respect or a poor company culture. As with most of these red flags, on their own they aren’t necessarily reason to run in the other direction, but rather an indication that you should investigate further. I do think it puts a stain on a company when THE PERSON THEY HAVE HIRED SPECIFICALLY TO DEAL WITH APPLICANTS isn’t communicative or friendly.  Vague job descriptionIf there is very little information about the actual job duties or requirements, or the job description focuses a bit too much on how great it is to work there but without the corresponding information about the actual job duties or requirements, this could indicate a lack of organization or lack of transparency about the role. This vagueness can also translate into the hiring process – are you getting answers to your questions, and in a timely manner? Are they openly discussing opportunity for advancement, job responsibilities, and company culture?  Super quick process and too-good-to-be-true offersBe aware of recruiters that respond within minutes of your application – why are they so desperate that they are waiting around for you to apply? This kind of immediate response often correlates with a rapid, barely-there hiring process and pressure to accept the job offer immediately. There may also be an extremely high salary or benefits that seem too good to be true. This all smacks of a scam – or at best, a job they can’t fill or keep filled.  Negative online reviewsGlassdoor, Indeed, and other sites offer online reviews and ratings for the company, often in a variety of categories such as culture, management, work environment, pay, and opportunity for promotion within. Look for balance and consistency here – are you seeing one negative review about culture and eight positives? Or are 75% of the reviews slamming a specific aspect of the company, such as pay?  Unrealistic expectationsDo the job duties mesh with the job title? With the pay? With the educational requirements? If any of these seem unrealistic for the role, it could mean a lack of understanding of the position. You may not want to be the Jane Goodall that treks into that forest of cluelessness.  Unusual interview processI am hearing about this a lot from my clients – it was especially common during Covid. If there is an excessively long, complex, or intrusive interview process, it shows disorganization and a lack of respect for candidates’ time. Also, this lengthy process typically results in the top candidates bowing out for other opportunities; if you remain in the candidate pool and get hired, you might be working with a bunch of underachievers who didn’t have other job prospects. A note about hiring projects: while some companies are paying candidates to complete projects representative of the work they would do in the job, most aren’t. It’s up to you to decide if you are willing to do the work for no pay and no guarantee of a job – don’t move forward if you can’t do it with a positive attitude, because it will become evident.  High TurnoverWhat can you find out about the turnover for the position you are applying for, the turnover in the department you would be working in, the company as a whole? You are looking for red flags around management, culture, or employee satisfaction. Glassdoor is one good resource here; there may also be info around this in LinkedIn insights if the job is posted there. You can also reach out to a few former employees to find out why they left – you can find them easily on LI.  Lack of growth opportunitiesI talked previously about asking this question – and making sure you get a clear answer. If the company doesn’t offer clear paths for growth, professional development, or advancement, it probably isn’t a viable long-term option for your career goals.  Non-competitive compensationSimply put, outstanding employees don’t accept below-market compensation. Not only will you be underpaid – and likely undervalued – but you’ll be working with a bunch of underpaid, undervalued people. Not a good recipe for a positive work culture.  Payment requestsBe cautious of job opportunities that require you to pay upfront fees for training, materials, or other expenses – these should be covered by legitimate employers. This is most likely a scam. Bottom line: trust your instincts and conduct thorough research before committing to a job opportunity – and listen to your gut. DIY vs. DFY DIYIf you are conducting a job search on your own, make sure your mindset is in the right place. Are you moving towards something new that you’re really excited about – or are you trying to run away from an untenable situation with your current job? The energy with these two is completely different. The first energy means you’ll likely be confident and selective about the jobs you apply to, people you speak with, and how you present yourself. The second energy means you’ll be more likely to ignore the red flags and jump at the first slightly reasonable opportunity that comes along. For help with your mindset, I recommend “Six Things Derailing Your Job Search,” available on my website at: https://exclusivecareercoaching.com/free-resources  DFYIf you find yourself ignoring red flags job after job, I highly recommend working with a professional like me. There is likely an underlying issue around your confidence, belief in yourself, or something else that is holding you back from doing the necessary work to land a job you love with a company you can fully believe in. If you would like to schedule a complimentary consult to discuss working with me on this, here’s the link to my calendar: https://calendly.com/lesaedwards/zoom-meetings2 

Link to learn more about, and register for: Land Your Dream Job Accelerator:https://docs.google.com/document/d/14Dy066dj7gm5chND-FfIcd-vZNeS0y4Tdbbf6Jr_oP8/edit#heading=h.9en890oi4qsu  I think most people have gotten the memo that you are supposed to tailor your resume, cover letter, and any other materials to the position you are applying for. This tailoring, if done correctly, will greatly increase your chances of making it through the ATS – and compelling the human on the other end to want to interview you. I DON’T think most people know what tailoring actually means, so let’s dig into this today. First off – let me say that my rule of thumb is you should spend about 30 minutes customizing your resume and another 30 minutes customizing your cover letter – and this includes careful proofreading. If you are having to do much more customizing than that, it’s likely that you either have a pretty generic, non-targeted resume to begin with, or you are trying to use a targeted resume for a position that is very different from what the resume was targeted for.  Your ResumeCustomizing your resume for a specific position must start with analyzing the job description – which obviously means you must HAVE a job description. Make sure you get your hands on this document. If a recruiter has reached out to you, it doesn’t hurt to ask if he or she has any information in addition to the job description about the company and/or the job to help you with tailoring. Your next step is to highlight keywords and phrases. You can do this manually, or you can dump the job description into ChatGPT with the question, “What are the most important qualifications for this job?” Note that you are looking for hard skills, credentials, certifications, experience – rather than things like “hard worker,” “team player,” or “leadership.” Once you’ve identified these qualifications, I use the “find” function in Word to see if I already have those terms in the resume. If I don’t, then I determine the best way to include them. Can I add an achievement bullet that speaks to that qualification? Do I add the certification or credential to others I already have on my resume? Do I add the skill to my list of Competencies at the top of my resume? Have I taken a course or training on a subject mentioned in the job description? Remember, you want to include the exact language used in the job description. Another aspect of customizing your resume is possibly re-ordering your achievement bullets, eliminating some that aren’t relevant, and including others that are a better fit for this position. As a reminder, your job duties should be condensed into a 2-3-line paragraph, followed by achievement bullets (no more than 5 per job). Achievement bullets should begin with an action verb, be front-loaded with the result you achieved, and include metrics whenever possible.  Cover LetterOne of the main reasons I am still an advocate for cover letters is that they give me the opportunity to address any skills, qualifications, or competencies mentioned in the job description that aren’t easily included in my resume – or that I want to expand on beyond how they are mentioned in my resume. For example, if the job description asks for “Proven ability to effectively interact with individuals at all levels of the organization and build strong, trusted relationships,” I might mention something about building mutually beneficial stakeholder relationships in my resume. However, the cover letter gives me the opportunity to pull together 2-3 examples of how I met this qualification in various positions. Perhaps most importantly, the cover letter gives me the opportunity to express my interest in that specific position with that specific company – not just that I want A job. I want THIS job. In this section of the cover letter, talk about what you like about the company’s culture – and why this is a perfect fit for you and your strengths.  Other MaterialsThere’s a wide range of possibilities here – the job posting may ask for samples of your work or completion of some type of job application exercise. The only points I want to make here are: 1. Provide what they ask for. Yes – some of my clients have told me about extensive, time-consuming exercises they have been put through during the hiring process. You can absolutely decide to bow out if you aren’t willing to do the exercises, but if you decide to move forward, do so at 100%. Don’t try to cut corners – they will see this as a representation of how you would perform the duties of the job. Point #2: To the degree possible, choose work samples that most closely mirror the company and job. If they are asking for examples of your marketing work, when did you market a company similar to the one you are applying to? When did you solve a problem similar to the one stated in the exercise – or a problem similar to one you know the company is facing? The keyword here is RELEVANCE. As I wrap this episode up, I want to emphasize once again how important this tailoring process is. I see so many clients who get frustrated with the job application process – and respond by applying to more jobs. In other words, quantity over quality. I’d much rather see you limit your applications to those you are really interested in and at least 75% qualified for – and then give that process your full attention. Finally – don’t forget the +1 approach I’ve spoken of so many times on this podcast. What is one more thing you can do, in addition to just applying like the rest of the world, to get yourself noticed? DIY vs. DFY DIYThis entire episode has been a DIY special, but here’s one more tip: Remember that your goal is to convince the reader you are a top candidate for the job. Everything you do should be with that in mind – it’s not about what you want (like the old school resume objective), and it’s not about just telling them what your job duties have been. It’s about marketing yourself! DFYWhile you’re still going to need to do the customization I’ve spoken about in this episode, having a strong resume and cover letter to start with makes all the difference. When you work with a professional like me, you are getting someone who can pull things out of you that you wouldn’t think to include. You will have someone who understands ATS and how to write your resume for both the technology and the human. Also, you will work with someone who understands personal branding and can position you to really stand out in a crowded market. If you would like to schedule a complimentary consult to discuss working with me, here’s the link to my calendar: https://calendly.com/lesaedwards/zoom-meetings2