job searching Archives - Blue Signal Search

Interview Tips – Downloadable Guide

February 13, 2020 by Amber Lamb

Companies often use interviews as the first step in the hiring process. An interviewer’s goal is to determine whether the candidate possesses the technical skills for the position, can speak to the desired qualifications and accomplishments, fits the company culture, and is truly interested in the opportunity. The candidate’s goal is to gather information about the role, company, and hiring manager while also trying to make it to the next step. From the first impression to the negotiation phase, it’s your job as a candidate to make sure you are properly prepared.

The best way is to work with a recruiter - like the ones at Blue Signal - to help coach you through the process and give you even further insight into the company, the role, and what they are looking for. Even without this expertise, you can ensure a positive impression by following the interview tips outlined in the following download!

Download our 2020 Interview Guide

If you are interested in learning more about what a recruiter can do for you as a candidate in the process, contact one of our experienced and discrete recruiters today to talk about the opportunities available for you.

When Job Searching, Less is More

February 27, 2019 by Lacey Walters

By Trevor Gamble

There’s something fundamentally backward about the mindset most people have when searching for a job. The thought process goes something like this: “To earn a role, I need to submit as many applications and resumes as possible, cover all my bases for every company that relates to my experience, and gather as many interviews as I can. Only then will I have enough opportunities and an option or two to choose from.”

The Problem

Working a search like that will quickly lead to burnout and unravel even the most experienced job hunters. We’ve all heard the phrase “less is more.” This is so true, and particularly applicable to a job search. I talk with seekers who are employed and those who are unemployed. The advice I give both types of people is the same: be intentional in your search, and you will not only feel better, you’ll perform better.

I’ll be the first to raise my hand and admit that I’ve been guilty of that strategy! I’ve applied everywhere, sent countless resumes, tried to become like a magnet for interviews, and hoped for responses, most of which never came.

By working that way, I created a ton of work for myself, applying to roles, updating my resume for each, tracking email sends, coordinating phone screens and an occasional in-person interview. On and on I went, and I found myself stretching my resume to the limits of my actual skill set, in hopes that I would possibly fit the required skillset of roles I was applying to. I was over-distributed and under-performing.

The Hub and Spoke Model

So, how can a job searcher perform better? Start by narrowing the focus as much as possible. There multiple methods for this, but one great exercise is called the “hub and spoke” model.

Start by sitting down with a clear mind and a clean sheet of paper. In the middle, write down a single broad industry you have experience in, and circle it. Then, draw lines or “spokes” off the “hub” word in the middle. At the end of each line, write a related industry or a company name that connects to the previous word. This can be a vendor, a skill, a service provider, or a customer. Continue fleshing out the model with more details. Add people in your network, technologies, even geographic locations. By the end, you should have several starting points of information, including company names and specific niche areas of the “hub” industry. See an example below.

Moving Forward

Equipped with a focused list of companies and niche targets, you’ll find it much more effective to begin a search for opportunities. Start with the most detailed information (network contacts, specific technologies, and core skills), and work with those before launching a broad industry-wide job search.

Doing this type of exercise also makes it more likely a professional recruiter can align with you and help you. We do our best work when there’s less ambiguity about what a candidate wants. More is not always better!

Stay focused, stay committed, and stay positive. Job searching and career development is always a journey, never a destination!

Need help with your job search? Drop us a line at [email protected].

5 Tips to Write a Better Job Description

August 11, 2016 by Lacey Walters

Picture the last time you searched for a new job—you’ve grabbed your coffee and popcorn (because if you’re anything like me, you deserve a reward of caffeine and snacks for even considering this dreaded task) and you open your laptop. You begin your search with hope. You know the perfect job is out there and you are taking matters into your own hands. You type “project manager jobs” into Google and thousands of job postings come up.

After a few location filters, you start at the top of the page and work your way down. As you scroll, you’re having a hard time staying interested. “Wait, is that the same job I just saw?” “This doesn’t sound like what I thought my job title was” “What’s a ‘software ninja’?” After a few more cups of coffee and some Buzzfeed breaks, you realize that as you are going through the motions, you are nowhere closer to finding your dream job.

Is your job posting compelling enough to make candidates click on it, let alone apply?

Why do many job descriptions fail to attract top candidates? Answer: JOB POSTINGS ARE DULL.

Here are 5 tips on how to write attention-worthy job postings to interest the most sought-after candidates:

1. Make it search friendly.

In his book On Writing Well, William Zinsser says, “The most important sentence in any article is the first one. If it doesn’t induce the reader to proceed to the second sentence, your article is dead.”

Most job descriptions are boring. Do top candidates move on after they read yours?

With respect to Mr. Zinsser, the most important part of a job posting is the title. Without a compelling title, readers will not even click to see the first sentence. After the title, however, the first few sentences are certainly the most important part—not just to impress the candidate, but to rank well for SEO keyword searches. When creating a new job posting, it is crucial to think of it as an advertisement, not a legal document.

Choose relevant job titles and keywords. Advertising, “Software Ninja” may seem like a good way to stand out, but the post may get buried under more keyword-heavy organic searches. Elevate the title by making it searchable and pertinent. If the best job candidates can’t find the job listing, then it makes no difference whether it is great or disastrous.

The more relevant a job title and summary are, the higher they will rank in search results. This is the best way to get attention without paying for a premium spot. A great tip is to do a search on the job posting websites in the mindset of a job-hunter. Find the most common keywords and use these (as well as synonyms) to get the best visibility and search results.

2. Make it aesthetically pleasing.

Advertisements are intended to sell something. Job postings sell the company and the available position. The better the ad, the better candidates it attracts. Think about what attracts candidates to job advertisements—they need to be aesthetically pleasing, compelling, and thought-provoking. Include logos, links, videos, and imagery where appropriate. It is not enough to just dust off an old job description from 10 years ago! Times (and technology) have changed. In order to see the best results, producing the best and most current job description is crucial.

3. Prioritize the most important must-haves and tasks in the job description.

Although this seems obvious, it’s the biggest pitfall. Many job descriptions make a good job sound like slave labor. Every good employee understands that they will sometimes need to take on tasks that were not listed in the original job description, so it’s unnecessary to list off a dozen possible side responsibilities. Avoid scaring off a potential top candidate by overdoing it the “must-haves.” A long laundry list of tasks gives little perception into what is most important, and it can make good people wary of what they’re signing up for. Target the top five or six pivotal responsibilities of the position and focus on those.

4. Know why your company is great. Advertise culture and benefits.

Show some personality! In a Glassdoor survey, 76% of job seekers said they wanted details on what makes a company an attractive place to work. Use the job description to answer this question. While the primary focus should be on using clear and concise language, try to give applicants a sense of the company’s fun side. Company culture does not need to be outrageously unique, but convey it with enough precision to stand out from the pack of generic descriptions. The right position at the wrong company can make a new hire walk right back out the door, which costs the company time and money.

5. Optimize for mobile.

In today’s job market, a job listing that does not work on mobile is missing out on more than half of the potential candidates. Americans are more connected than ever before, and job seekers are looking for convenience.

Make sure that the job posting is mobile-responsive and friendly to all devices from smartphones and tablets to laptops and traditional office computers.

A job posting is the company’s version of a resume. A great job description will encourage more qualified candidates to apply by getting them excited about the position. Accelerate the hiring process by following these tips.