Tips For Your Job Search
It’s December, the job marketing is tightening, and many are experiencing layoffs. Searching for a new role in this environment can be daunting. See our answers to some of the commonly asked job search questions:
Q: Does putting Open to Work on my LinkedIn profile look desperate?
A: Nope! Recruiters often search for candidates using Open to Work as a filter. This helps us get to active and available candidates first. If your search is confidential, be sure to adjust your profile accordingly. *See below on how to set your profile to Open to Work.
Q: Should I adjust my salary expectations in this market?
A: Your salary expectation should be a combination of your experience level, skills and measurable accomplishments. Market demand for specific skillsets also plays a role in salaries. Companies have set budgets for positions. During 2021 and 2022 many companies increased salaries for certain positions in order to compete for talent. For many junior and mid-level employees, this meant being offered salaries that weren’t necessarily reflective of their skills and experience. As the job market shifts, expect some of those inflated salaries to return to previous levels.
Q: Is anyone hiring in the 4th Quarter?
A: 4th Quarter is historically a slower hiring time than the rest of the year. Interviews and offer approvals are delayed due to holiday closures and PTO. That doesn’t mean hiring comes to a complete stop. We have always continued to place candidates in December and don’t see this year as any different. There are companies who still have healthy budgets and open positions and will continue to hire through the 4th Quarter.
Q: I was laid off in 2020, then again in 2022. How do employers perceive a short job history?
A: Most seasoned hiring managers have been affected by a layoff or market downturn at some point in their career. Seasoned, professional recruiters are very in tune to job market conditions. The point is, we’ve all been there. With that said, if your entire resume is a list of short-term employment stints, you should be prepared to talk about why you left each position. Most employers feel it takes at least a year or two to make a measurable impact in an organization, so having some longevity in your resume is still preferred.
Q: What’s the best way to cut through applicants to get my resume seen?
A: Many companies have employee referral programs. (Of course, we’d love to place every candidate, but this post is to help you, not us). When you see a position you’re interested in, do some digging to see if you know anyone within the organization. It doesn’t matter if their role is related to the position. With many people making job changes over the last few years, you may be surprised by who you know at the company. A resume coming from an employee referral will (should) get seen.
Another approach is taking the time to tailor your resume to mirror the job description. (More on that in our next post on Resume Basics).
Q: If I see a position posted on LinkedIn and it already has hundreds of applicants, should I even bother applying?
A: Yes! LinkedIn tallies the number of applicants, not the number of QUALIFIED applicants. When we see a high volume of resumes for a job posting, many do not meet the basic requirements of the position.
Q: What’s the difference between a conversation with a recruiter and an interview with the hiring manager?
A: Your first conversation may be with either an internal or external recruiter (recruiter who works at the company, or a recruiter helping the company hire). This call is an initial screen. It’s to cover the basics and make sure it’s a fit for both parties before moving to the interview process. Topics that should be covered in this call include: salary, location, job requirements, your job history, timing/availability. You may also talk about why the position is open, the team structure, health and history of the company. If both parties agree, then you will move to the interview process. At that point you’ll interview with the hiring manager and various team members and go into more detail about the position and your experience. NOTE: If during the initial screen you find the position isn’t the right fit, connect with the recruiter for future opportunities.
Q: How should salary conversations unfold?
A: In some states, salaries are required to be disclosed in the job description. Some companies proactively post salaries. It’s absolutely acceptable to ask the salary range during the initial conversation with the recruiter, or when scheduling your call with the recruiter. Rest assured, recruiters want to get to this conversation as quickly as you do to be sure the position is a match. TIP: You are not required to disclose your current salary to a potential employer. You may wish to disclose your current or previous salary for negotiation purposes. This is completely up to you. BONUS TIP: If the role isn’t within your salary range, simply say so and make the connection with the recruiter for future opportunities.
Q: On-site, hybrid, remote? How do I communicate my preference?
A: Where you’ll be working, how many days you’re required to be on-site and travel requirements should be listed on the job description. You should still confirm this in your first conversation. If you have expectations to work from home, or have limits around travel, be specific and upfront. Many companies are learning to be flexible, but this should always be clearly communicated. NOTE: Working from a home office and working from an airstream in the wilderness are two different things. Most employers expect full-time remote employees to be available, engaged and able to connect during work hours – unless otherwise agreed upon.
Other questions? Feel free to reach out to us at hello@catchrecruiting.com.
* Tap your profile picture > View Profile. Tap the Open to button in your introduction card (at the top of your profile). Provide the requested information in the screen that appears. You can choose whether all LinkedIn members or only recruiters can see that you're open to job opportunities.