The Exclusive Career Coach Lesa Edwards

Today, we’re talking about how to increase your chance of choosing an employer who is a good fit for you. I’m dividing this discussion into two parts: How to determine what qualities or characteristics are most important to you and what you can do to assess an employer.  What are you looking for?There are no right or wrong answers here – what IS important is that you separate out your “non-negotiables” from your “gee – wouldn’t it be nice’s.” What am I talking about? When I was applying for positions all over the U.S. back in 1999, I had spent the previous decade working in a literal fallout shelter. We were in the bottom level of the student union in a cement block structure with no windows. So – one of my “gee – wouldn’t it be nice” things was an office with windows.  In other words, not essential, like ice cream for an ice cream sundae. More like the whipped cream or the cherry. What WAS a non-negotiable was campus support for the Career Center. I had worked too long with very little budget and practically no staff – coupled with a campus environment that didn’t appreciate or utilize the career center.  Here are some things that might be important to you: -A particular industry -A product or service you like, have utilized, respect -A certain aspect in their mission statement/vision statement -Whether it is a for-profit or nonprofit organization -Revenues -Number of employees -Some aspect of the organization’s culture -Geographic location of the company/where you would work -Commute distance -If hybrid, the % of each -Amount of travel required -The company’s reputation -The company’s position in their industry -The company’s phase – startup, etc.  -A certain quality of your direct supervisor -The number – and possibly level – of the people you would supervise -Your budget and staffing relative to what you are expected to accomplish -Salary / bonus potential -Benefits -PTO -The expectation for the actual workday/work week – what about weekends, evenings, etc.? How many hours every week?  -4-day workweek -Opportunity for advancement -Access/opportunity for training and professional development  This is not intended to be an exhaustive list.  Next, identify no more than 4-5 non-negotiables. You may even want to weigh them if one or two are far more important to you than the others.  The idea here is to avoid “shiny object syndrome.” You are swayed by things that aren’t on your list while forgetting about one or more of your non-negotiables.  How do you assess these things? The answer, of course, depends on WHICH things you’ve selected as your non-negotiables.  To research something qualitative about the company, you can’t depend on the company’s website. Rather, try Glassdoor.com, news releases about the company, and talking to current/former employees. To research something quantitative about the company, I recommend accessing Data Axle at your local library, Wikipedia, or the company’s website. If they are publicly traded, you can get information from Standard & Poor’s, Dun & Bradstreet, and the EDGAR database from sec.gov.  Some of the information most important to you may not be available until you apply for a specific position (such as a quality in your direct supervisor) but knowing that it is a non-negotiable keeps it on your radar screen as you go through the interview process.   Next,

Gaps in employment. I want to start with the big picture, then drill down to some specifics. If it was several years ago, or more recently for only a few months, it probably isn’t the problem you think it is.  You can eli...

SO…you’ve landed a new position at a new company. How can you make your transition as smooth as possible? Here are 15 strategies:  Exit GracefullyYou don’t want your reputation to be tarnished in the final weeks with your old employer. Finish up any projects you need to, create whatever you need to help your successor in the role, say your goodbyes, and leave gracefully.  Announce on Social MediaBe cognizant of your previous and new employer when you decide the best timing to announce your new job on LinkedIn and elsewhere. Be kind and gracious to your former employer NO MATTER WHAT, and express your excitement about your new position. Nothing even remotely negative is appropriate here.  Take Care of BusinessYou may have paperwork to fill out for your new employer, questions you need answers to, and logistical information around start date and location.  Do Your HomeworkLearn as much as you can about the company and its culture, the department you’ll be working in, the people you’ll be working with, and the role you’ll be stepping into. Review the company’s website, LI profiles of key individuals, and any materials the company has provided you. Get Clear on ExpectationsMeet 1:1 with your manager so you can get on the same page as to expectations for your role, goals, responsibilities, and performance metrics. You should have access to your manager for frequent meetings during your first 90 days or so to ensure you’re staying on track.  Build RelationshipsBe intentional about getting to know your coworkers and others within the organization. If there are company events, by all means attend and get to know people. (It would be a good idea to find a mentor who can help you navigate so-called “optional” social events…are they REALLY optional?)  Limit “This is How We Did it…”You have a grace period of no more than a month to use the phrase “At my old company, we did it this way..” or any of its cousins. You can still introduce new ways of doing things – just don’t attribute your ideas to your previous employer.  Listen and LearnEven if you are highly experienced in your role, you’ll have much to learn in THIS role. Listen and observe, paying close attention to how things are done. Ask lots of questions and seek guidance from experienced colleagues.  Keep Lines of Communication OpenUpdate your manager and team members on your progress, as for feedback, and seek clarification when needed. This is particularly important if you are working remotely. Seek FeedbackActively solicit feedback from your supervisor and colleagues to help you identify areas for improvement. Don’t wait for formal performance reviews to seek feedback. Be Kind to YourselfDuring this introductory period, you’ll be learning a lot of new information – and likely making a few mistakes or missteps. Don’t beat yourself up – understand that mistakes are bound to happen in a new role and show yourself some grace and kindness. Manage Your TimeAs you adjust to your new role, be sure to prioritize tasks, set realistic deadlines, and establish a work routine that works for you.  Stay Positive and FlexibleMaintain a positive attitude and stay flexible as you navigate the challenges of your new role. Approach each day with a willingness to learn and grow. Seek SupportThere are resources to help you succeed no matter what your role is or what challenge you are facing. Reach out to your manager, HR, or a mentor within the organization for help.

I want to talk with you today about what SHOULD and SHOULDN’T be on your resume in 2024. Like many of the topics I bring to the podcast, this one comes from resumes I’ve seen lately with very old-school information.  What Should Be Included-Branding statement & Summary (which I covered in episode #314 last week). -Professional Experience section, written in reverse chronological order and going back 15-20 years. -You can include internships in this section if you are a recent college graduate, but will generally be removed once you have full-time, post-graduate experience. -Remember: a 2-3-line paragraph for your job duties, followed by up to six bulleted achievements that each start with an action verb and lead with results. -Education section, also written in reverse chronological order but generally without dates -GPA is good for recent college graduates but should be removed as your college education gets further in your past. -Include relevant coursework only if you are a recent graduate. -Certifications and Credentials that are relevant and current (non-relevant certifications can confuse the reader as to your true career goal). They should be spelled out and abbreviated, preferably with the granting body listed. -Volunteer experience, provided it is recent or current and relevant, without any controversial element to it. -Foreign languages, with your level of proficiency in each – where this should go will depend on how important it is to your candidacy.  Let’s Talk About the Order of These Sections Think of this as an inverted pyramid – the most important, relevant, and weighty information goes first.  -Branding and Summary always goes at the top above the fold. -For experienced candidates, Experience will be next. If you are right out of college, you may think your Education carries more weight – and it might.  -From there, it’s your decision as to whether your Education, Credentials, and Volunteer Experience is more important for your candidacy – and this may change depending on the requirements of the job you are applying for.   What Should NOT Be Included -An objective, which tells the reader what YOU want rather than what you can do for them. -“References provided upon request” or the actual reference list. -Hobbies, unless they are DIRECTLY related.  -A picture. -Other personal information, such as marital status or children info. -You have the option of leaving off any position on your resume, so long as you include that position on a job application. You may leave yourself with a gap in employment, so weigh that against your reason for not wanting to include the position. Especially if it was very short-term, the gap in employment may hardly be noticeable.   A Note About a Separate Skills SectionApplicant tracking systems (ATS) score resumes higher when skills are integrated into positions where you demonstrated that skill. While you can have a Skills section – I sometimes find this necessary – you can also try to incorporate as many of them as possible into your Experience section.   Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success,

I want to talk with you today about how to approach your resume summary. I will also be talking a lot about personal branding in this section.  If you are new to this concept, the resume summary goes “above the fold” on page 1 of your ...

Over the years, a number of people have reached out to me with concerns about their resume – in some cases, resumes I wrote for them.  They went to a website that offered a free resume critique and got back harsh criticism that worried...