I've been working in Talent Acquisition for 5 years, more specifically technical recruitment.
I know how frustrating the job search can be and I'd love to help answer any questions you lot might have about this side of things.
My own general advice has probably been echoed many times before, but here it goes (disclaimer; this was typed on my phone):
- Keep a spreadsheet and track your applications. This means Job Posting/Description, Date Applied, Resume/Cover Letter used, etc - try and track as much as you can
- The above will help when you get a call out of the blue and forgot which role this was, which resume/CL you used, etc
- Don't stress about making it look fancy, most recruiters I know love a clean, simple and straight to the point resume
- If you are currently working or were recently, open your resume with this. Especially if it pertains to the role you are applying for. Avoid having things like objectives, skills, education come before the bread and butter (your experiences)
- its always nice to mention specific, quantifiable achievements and not just responsibilities
- keep your cover letters short and sweet. Talk about your interest in the role, your backround and achievements as it pertains to what skills they are looking for, and for brownie points throw in something the company is doing/stands for as you wrap up with your sincere interest in joining
- add your LinkedIn profile hyperlink to your resume. Create a great LinkedIn profile, have a nice headshot. Flesh out each experience, have a short and intriguing intro and flick on "Open to new opportunitis" in the settings. If you can, get access to the free trial for LinkedIn Premium. This will allow you to send InMails directly to job posters expressing your interest and eagerness (trust me, this works wonders)
- this may go without saying, but do some research if you get a first interview. Sure, check out the website but also dig a bit deeper: maybe some recent news, scope out their LinkedIn page and look at their headcount growth, etc
I assure most interview processes at some stage you will get asked something like "So what do you know about us?" And its fair enough, hiring leaders feel good when a candidate knows and seems excited about what their up to. Also, creep the interviewers LinkedIn page - always good to know their background.
- think about the roles you've held and brainstorm certain examples you think might interest them based on what they are looking for in a candidate. Don't overwhelm yourself with a script, just have certain experiences in mind so that when you are asked a question you know where to pull right away without needing to think much
- talk about yourself, your accomplishments, your contributions - not we, we, we - atleast not the entire time
- a good answer to "so why are you looking?" Is always key. Unfortunately this is where recruiters and hiring managers find or THINK they found red flags. Be honest and come across geniune. Sure you can say no opportunities for advancement, but why? And what does advancement look like for you? Why is it important to you at this point? Just think about how the other person could be thinking based on what you say at this portion of the interview
- dont beat around the bush with compensation. Honestly. Say what you were/are earning and what you would be looking for in a role like this. Straight to it. Come across confident, which you won't if all you say is "well, I havent thought about it much" or "i'm flexible, what are you offering?" Etc
- don't feel pressured to ask questions at the end if you don't have any. If the interview went well, had converational aspects, and went back and forth, then you may not have a list of quesions left to ask and that is fine. If you have interesting and thoughtful questions that have not been answered, then do it. Dont ask just cause you think its better then not asking
- follow up. Within a day. Seriously, sounds obvious but you'd be surprised. Thank them, state how it was a pleasure to learn about ____ and ___
And reaffirm your interest
