In the Long-Run, the MARKET Will Determine Work-From-Home/Office/Hybrid Arrangements, not Companies

After Covid, SO MANY people have reevaluated how they feel about working from home and what they prefer to do going forward. So much so, that companies will be forced to adjust their policies if they want to keep attracting top talent.

Based on the conversations I have been having, actual work/life balance, remote work, flexible schedules are becoming just as important as salary and vacation days for so many professionals.

While companies are free to mandate whatever policies they want in the short-term, they will not have this luxury in the long-term if employees’/candidates’ desire for better arrangements becomes a deal breaker.

While not every role can be done outside of an office, many can, and have been for the last 15 months (or more in other cases).

The name of the game is flexibility and many companies will need to embrace this ‘new normal’ if they want to compete for talent once this pandemic is gone for good.

Interviewer: “Where Else Are You Interviewing?”

There are 0 good reasons for ever telling an interviewer (whom you likely JUST met) where else you are interviewing.

First, why is that information relevant? Interviewers should be focusing on their own companies and instead of worrying about your other potential opportunities.

Second, many industries are smaller than they appear and you don’t need anyone speaking to other people at other companies; possibly disrupting your search.

Third, it’s simply none of their business!

If you are asked this question in the future, simply state “I’m actively job searching,” and leave it at that.

Often, questions like these are used to gauge how fast a company will need to make you an offer or how aggressive they will have to be with a salary.

The content of these interviews (business meetings) should only be about your skills and experiences as well as the role and what your responsibilities will be so both you and the company can decide if the opportunity is a mutual fit.

Not Every Work Achievement Has a Metric Tied to It, and That’s Okay

Anytime you can amplify a work achievement with a number on your résumé, you should, however, some professional wins do not have clear metrics to illustrate them.

No problem.

Your résumé is YOUR marketing document 100% of the time.

Knowing that, you need to showcase and talk about whatever small or large achievements you had that made the workplace better in some way…as determined by YOU.

For example, did you:

- Document or improve a process?
- Train or mentor someone?
- Step up during the Covid uncertainty?
- Save money somehow?
- Interview and recommend vendors for projects?

You get the idea.

Take a step back and honestly assess how you helped and then don’t be afraid to talk about it.

ALL wins need to be on your résumé to improve your chances of getting interviews.

Job Seekers: Only Focus on What You Can Control

The job search is a complex, oftentimes frustrating, process. However, by controlling only what you can control, while not worrying about things beyond your control, you can more easily maintain your confidence and momentum.

For example:

Not getting traction with online applications?

- Find the hiring managers and get your resume and cover letter directly to them via LinkedIn.

Not hearing back after an interview?

- Follow up once, one week later, and then MOVE ON, don’t dwell. If companies are interested, they will get back to you.

Getting interviews but no offers?

- Speak with a coach or a trusted advisor to see if there is an area in your interview prep you can improve upon.

The key is to not worry about anyone else’s behavior and only focus on what YOU can control throughout the entire process.

Do this and you’ll keep your mind at ease.

Don’t Be Fooled, Hiring Is Tough for Companies, Too.

Companies are really good about NOT talking about how frustrating finding a new hire can be for them.

I’ve experienced and seen this first-hand and continue to speak with hiring managers all the time.

Companies always want you to believe they are in full control and can choose whomever they want. That can potentially give them leverage in the discussions, however…

The idea that these negotiations are one-sided is often untrue.

Hiring the wrong person or taking too long to make a hiring decision can be incredibly disruptive to the other employees, not to mention create a risk that employees will leave the company if the workload isn’t spread across more people, for example.

Employees are expensive for companies and, often, an internal case needs to be made and a budget needs to be approved before interviews can begin. That often takes time and approvals are never guaranteed.

Jobseekers: please keep this in mind when you’re interviewing. While you want or need a new role, companies also need a solid employee and can’t afford to have a big misstep.

Let this insight give you more confidence and awareness about the hiring dynamics as you move along in your job search.

Other Reasons You Didn’t Get the Job

A form rejection email is often not an accurate depiction of why you were not offered the job. Here are some other (very valid) reasons why you may not have received an offer, despite what you were told.

- Hiring Freeze
- Always Meant for an Internal Employee
- Company is Afraid to Pull the Trigger
- Found Someone Cheaper
- Company Decided to Delay the Hire
- Job Went to the Boss’s Niece
- Company is Restructuring

Keep this in mind the next time you’re told “you weren’t a fit for our needs” or “we decided on a candidate with more experience” or not told a thing.

The ACTUAL reason could have absolutely nothing to do with you.

Of course, if this becomes a pattern, it’s possible your interviewing skills simply need some polishing. That’s easy enough to correct. I work with job seekers all the time in this area.

Bottom line: If a company decides not to move on with you (or never gives you any type of response), realize it’s their loss and continue to progress forward with your job search.

The Key to Your Résumé is Making it Relevant

I get a lot of questions about how long a résumé should be. And while I have my own opinion on this (generally, 1 page if you’ve been working 10 years or less; otherwise, 2 pages max…with exceptions as everyone’s work history is different), the main focus needs to be on your content, not the length.

And when it comes to content, relevancy is the only word you should be thinking about.

Whether you’re applying for a similar role, a step up, or a completely different role, you want your past and current achievements and accomplishments to align in the direction you want to go (the role you want).

This way, whomever is reading your résumé will be easily able to connect the dots and you will increase your chances of securing an interview.

Keep Job Searching Until You Sign an Offer Letter/Contract

Your time, especially during a job search, is incredibly valuable. If you have job searched, especially in the last few years, you know the whole process can take several weeks, or more.

What you may or may not have experienced is having a company completely disappear on you, even after making a verbal offer.

While this is relatively rare, you do not want to be on the receiving end of this unprofessional behavior. In fact, you don’t EVER want to let ANY time slip away waiting on anyone during your job search.

The simple solution is to just remember that until you have put pen to paper for a role, you’re not done.

Do what is in your control and keep job searching until an offer is presented in writing.

Pay Attention to How You’re Treated During Interviews

You only have a small window of time to determine if a company will be a fit for you. You MUST pay close attention to every aspect of your interactions with a potential employer before signing an offer letter.

Organized companies will:

- Communicate clearly with you
- Be on time for all interviews
- Respect your time every step of the way
- Turn on their cameras for Zoom calls, if your camera is on
- Leave plenty of time for questions
- Make you feel comfortable
- Recognize that interviews are discussions, not interrogations
- Clearly present and negotiate the salary and all terms

Companies who fail at these fundamental areas cannot be ignored. If you don’t feel right after speaking to one or more people at a company, than there is a good chance that working there will not be any better.

Alternatively, if you’re comfortable and even more excited about a prospective employer the more you speak with them, then that is an encouraging sign you’re on the right track.

Trust your gut when dealing with companies, pay attention to the process, and you will easily be able to make the right decision when it’s time.

Evaluating Your Potential Manager During Interviews is Critical

When interviewing, it’s important to pay attention to every aspect of the company, but the most important interaction will be the one you have with your potential manager.

Why?

Once hired, this relationship will have a big impact on whether your experience at the company is a positive or a negative one.

Managers do not control everything about you, but you DO want to work with someone who will teach you (not micro-manage you), motivate you, and help you grow professionally by giving you assignments and being available to answer your questions.

The expression “employees leave managers, not companies” is very true and paying close attention during your interview is the best way to evaluate this relationship, early on, to determine if the opportunity is the right one for you.