How to overcome a hiring manager’s bias

In an ideal world, candidates would compete for jobs on an even playing field. Unfortunately, hiring managers are human and predisposed to inherent bias. If your resume makes it through the ATS (“applicant tracking system”) what type of biases exist and is there anything you, the jobseeker, can do?

Bias #1: Ageism

Our data suggests that your hireability starts dropping by ~8% every year after age 35. Yes, it’s illegal for companies to base hiring decisions around age, but it inevitably happens. Although The Age Discrimination in Employment Act allows legal protection against employers blatantly adding age preferences in job listings, many older workers will hear such things as “You wouldn’t be happy here” or the ever present “You’re too qualified” that are thinly veiled ways of saying your age matters.

So, what do you do if you’re nearing 35? We highly recommend leaving out your graduation dates on your resume and LinkedIN page.

chart

Bias #2: Resume ‘Blemishes’

More than age, race or experience, having even one employment blemish (such as a firing or layoff) was the biggest factor affecting the job search.

fired-laid-off-worst-job-search

Candidates who were fired, laid off or quit in the first 15 months of a job were 43% less hireable when applying to new jobs. Comparatively, their callback rate for interviews was 55% less than people who did not have a resume blemish. Averaging across industries and cities, getting fired meant roughly same as wiping out ~5 years of experience for them.

If you’re applying to jobs with a recent blemish on your resume we recommend concentrating your search around smaller companies. Applications to companies with <500 employees had a 192% higher interview rate. For every additional 1,000 employees, the hireability for people with work blemishes dropped by 19%.

Bias #3: Your Name

If you’re Asian or Hispanic-American and make a resume faux-pas on your resume (such as a misspelling or forget to include your email address) you are penalized much more than white applicants.

Force an objective mindset if you have a non-white name and you’ll increases your interview rate up to +199%. This roughly translated to closing the racial discrimination gap in hiring by 54% (a 1.6x race penalty vs. 2.3x originally). How do you force objectivity? Using concrete numbers to demonstrate your impact will boost your hireability by 23% and help remove subject bias. Also, adding industry buzzwords and acronyms will give you 34% hireability boost.

Conclusion

It’s hard enough that employers give a resume about 6 seconds to decide whether they’ll proceed, but throw in age, a layoff, and an “exotic” last name and the odds of an interview are stacked against you significantly. Take care that you’re being reviewed as fairly as possible by formulating a resume that stands up to potential bias in the hiring world.

For $10/month we can automatically find the best jobs and pre-fill job applications for you based on your desired role, location and years of experience. In addition, you’ll get our Interview Guarantee — if we can’t get you an interview within 60 days, we’ll refund everything back to you, guaranteed. (90% of job-seekers using TalentWorks get an interview in 60 days or less).

 

Prove You’re a Leader On Your Resume (even if you’re not)

Regardless of whether or not you’re specifically applying to a managerial position, all hiring managers like to see leadership skills represented on a resume. “Leaders” are inherent problem identifiers and solvers, efficiently pivot when necessary and have great communication skills. Demonstrating that you possess these attributes will increase the likelihood that you will snag an interview. Our data suggests that using leadership keywords automatically increases your hireabilty over 51%!

demonstrating-leadership-resume-tip-1 (1)

It’s all about catching the eye of the hiring manager. Using specific words like communicated, managed, coordinated, leadership, and organized prove your competency as a leader. So what if you don’t have any leadership experience to speak of? Use the following qualities to beef up your leadership prowess:

Creativity

Are there projects that you helped conceptualize to completion? Was there a creative way you approached a problem? Hiring managers want to see creativity in action! Provide situational examples in your resume or cover letter along with your creative skills to qualify your potential.

Loyalty

People whose shortest job was 9+ months were 85% more hireable than people whose shortest job was 8 months or less. A solid, steady career history shows future employers that you’re committed to both a place and a team.

(Sometimes leaving a company is beyond our control. Learn how to navigate resume blemishes here.)

Communication

Communication skills for leaders include written, technical, verbal and non-verbal qualities. Every good leader understands the importance of communication within the constructs of their immediate team and company as a whole. Include examples where you’re communicating goals and achieving them. This is a great opportunity to plug-in relevant buzzwords! For example, a non-verbal communication skill might be your ability to visualize the greater picture. (Don’t forget to use the exact words in the job description!)

Conclusion

There are many ways to example your potential to lead even if you don’t possess specific managerial experience. Increase your chances for an interview (and potentially a better paying job) by emphasizing leadership qualities. (Remember- If you qualify for at least 60% of the job, don’t hesitate to apply!)

For $10/month we can automatically find the best jobs and pre-fill job applications for you based on your desired role, location and years of experience. In addition, you’ll get our Interview Guarantee — if we can’t get you an interview within 60 days, we’ll refund everything back to you, guaranteed. (90% of job-seekers using TalentWorks get an interview in 60 days or less).

How to Focus your Job Search

The job hunt is a full-time job in and of itself. From networking to writing dozens of personalized cover letters every day, managing your time is fundamental. How do you do so without spinning your wheels, becoming complacent, or going bonkers?

Create a Daily ‘To-Do List’

When you’re at home looking for a job, routine keeps you honest. Make a job search specific list of items you wish to accomplish during the day. Having both daily and weekly goals will motivate smaller successes and help you to keep track of your accomplishments.

Here is an example:

Today’s Goals:

1.) Connect with 3 LinkedIn connections

2.) Follow-up on 5 positions

3.) Apply to 10 jobs

4.) Reach out to 1 2nd degree connection at XYZ Company and request an informal interview over coffee (my treat, of course) to learn more about their experience working there

Weekly Goal(s):

1.) Attend 1 networking ‘meetup’ this week

2.) Search for pro-bono projects

Figure out what you want

Whether you were laid-off, fired, left early of your own volition, or are looking while working, give yourself time to think concretely regarding your next step. In many ways, this may be the most fundamental aspect of the search.

Why? Without assessing where you currently are in your career and why you’re there you are simply going through the motions and may very well end up in the same position in the near future. Make this transition count and it will have been worth the process. 

Give yourself ‘me’ time

Incorporating time to yourself is another extremely important aspect of the job search. Looking for a new job can easily be all-consuming and borderline mentally draining. Avoid constantly checking your phone for recruiter emails. In fact, you might consider snoozing all notifications for a couple hours a day. You’d be amazed what closing your laptop and taking a walk does for your search.

Consider Smaller Companies

Our data suggests that applying to companies with <500 employees gives you 192% higher interview rate; this especially helps mitigate the effects of a recent firing or layoff. Regardless of your industry preference, this may be worth considering.

hireability-employer-size-layoff-fired

Conclusion

Understanding that the job search is another life skill to be mastered will help you to focus your energy and better manage your time. Everyone who needs a job (which is most people) will do this in their lifetime and those who succeed above the rest do so with organization, ambition, and grace. Give yourself the tools to get the job you deserve.

Need some help getting focused? For $10/month we can automatically find the best jobs and pre-fill job applications for you based on your desired role, location and years of experience. In addition, you’ll get our Interview Guarantee — if we can’t get you an interview within 60 days, we’ll refund everything back to you, guaranteed. (90% of job-seekers using TalentWorks get an interview in 60 days or less).

Public, Private, Non-profit: What sector works for you?

Are you looking for a job environment where you’re provided on the job training?

Do you prefer a ‘scrappy’ business setting?

Does working for your city or town interest you? 

Job seekers have many decisions to make. Along with overthinking if you should update your social profiles again or if you should wear a suit, your preference and adaptability regarding different job sectors will inevitably be another decision. The public, private and non-profit sectors all have their own rewards, opportunities, and challenges and it’s up to you to decide what best represents your style of work.

“I enjoy stability, an unambiguous pay-scale, and good benefits”

The public sector constitutes public goods and government services such as public education or law enforcement. Employees who work within this sector enjoy a level of job security that is not offered in private or non-profit organizations. For instance, you wouldn’t have to worry about a possible merger or being sold off to a private company. If you’re interested in making a difference, there are many types of public sector jobs you can explore.

Although a government job offers steady raises and good health benefits/retirement plans there are of course challenges such as slow growth and lack of control. Bureaucracy frustrates both citizens and governmental workers where formal processes are the name of the game.

“I’m looking for significant advancement opportunities, cutting-edge projects, and a high earning potential”

Private sector jobs in the US offer an incredible opportunity for personal and professional advancement with a nice salary to match. According to the National Treasury Employees Union, employees working the private sector received up to a 26% higher salary than federal employees with similar roles. Private sector companies, or ‘for profit’ organizations, offer less bureaucratic protocols which equates to new project approvals and faster iteration in general.

Private sector opportunities also have its challenges. More job instability and less of a guarantee that you’ll be provided with a good healthcare package is a reality that some jobseekers can’t afford to face.

“I’m seeking meaningful work, flexibility, and a highly motivated group of coworkers”

Non-profit organizations consist of both public charities and private foundations and in many ways represents a hybrid of both sectors (i.e.: non-profits/NGOs receive better treatment by the government and are viewed charitably by citizens).

A non-profit organization allows for a great deal of opportunity, as the average employee may find themselves wearing many hats given that their workforce is often understaffed. You will have opportunities to learn what every level of management does (including your boss’ boss) and quickly grow far beyond “your” role. For example, you could be a financial analyst helping to organize the annual gala or the office administrator doing grant research. If you want experience working across various departments and a way to change careers easily, the non-profit sector represents a great way for ambitious people to find on the job training.

Cons? The nonprofit sector faces unique stresses and daily challenges. For one, working environments may consist of antiquated technology and fewer resources. Many well-intentioned people get easily burned out being stretched too thin especially when the stakes are higher.

Conclusion

Whether you decide to start applying to a city job, local start-up or charity there are varying pros and cons you must weigh. Depending on your individual career goals you may find something that either frustrates you or takes your career to new heights.

Need help navigating a job interview within a particular sector? For $10/month we can automatically find the best jobs and pre-fill job applications for you based on your desired role, location and years of experience. In addition, you’ll get our Interview Guarantee — if we can’t get you an interview within 60 days, we’ll refund everything back to you, guaranteed. (90% of job-seekers using TalentWorks get an interview in 60 days or less).

Why Smaller Companies Are Better Early on in Your Career

The allure of large, name-brand companies such as Google, Edward Jones, Deloitte and Hyatt (all included in Forbes 100 Best Places to Work 2018) is understandable. Great perks, brand association, more resources, and exposure to the workings of core business on a large scale (i.e.: processes, performance, making an impact, etc.) make for an environment that can help you reach your career goals…maybe.

Although the corporate mold has major benefits in some respect, applying to smaller or medium-sized companies (<200) especially early on in your career will not only increase your transferable skillset but foster a ‘think outside the box’ mentality that will serve you in any working environment.

You’ll quickly learn a ton.

With varied responsibilities that don’t always fit your job description, you’re expanding your skillset on a regular basis. Getting to wear multiple hats and work cross-functionally with different departments is a highly sought after professional attribute in any business setting.

Creatures of habit will balk at change in responsibility, and if not presented correctly (i.e.: not being offered the proper resources to help you succeed) this type of transition can be stressful. Ultimately for your budding career, more opportunity is best and employees that work in smaller companies are visible and less likely to be siloed where they can’t professionally grow.

You’ll have more influence.

In a small business setting, the work you do is naturally more visible. For this reason, you’re able to make a tangible impact on a daily basis. Larger companies may offer a built-in support system but the connections you make at a smaller company where your immediate team and beyond are regularly witnessing your wins and contributions arguably makes for intimate references and networking connections.

Your professional success is vital to the success of a small business and this is a huge motivator for managers to make themselves to you. Your first job(s) are learning experiences and your boss/mentors have a great deal of information and experience to share. In larger companies (perhaps where the bottom line isn’t the #1 goal) it may be more difficult to gain access to your manager.

More flexibility to discover what works for you.

Larger businesses have corporate policies and regulations that are put in place regarding what an employee can and cannot do; not doing so would absolutely burden a corporate structure of 500+ employees. Smaller companies inherently have the wiggle room to offer things like flexible work schedules/breaks, adaptability in hiring, and even work from home options. This fosters a certain work ethic early on in your career where trust between yourself and your manager/co-workers is vital. There is no room to take advantage of long breaks everyday as your presence is noticed.

Applying to smaller businesses and start-ups requires a different approach. If you’re looking for guidance in how to get a small business interview (or what jobs would best fit your skills), we can help.

For $10/month we can automatically find the best jobs and pre-fill job applications for you based on your desired role, location and years of experience. In addition, you’ll get our Interview Guarantee — if we can’t get you an interview within 60 days, we’ll refund everything back to you, guaranteed. (90% of job-seekers using TalentWorks get an interview in 60 days or less).

5 Tips for Beating Imposter Syndrome in Job Interviews

“What gives me the right to be at this interview?” 
“Do I belong here?”
“Did their HR make a mistake?”

 

Is it difficult to communicate your accomplishments during interviews? Do you feel as if what is on paper doesn’t represent the “real you”?

Many people suffer from interview jitters, but for some it’s an all-consuming feeling where they believe themselves a fraud and their interview a complete fluke despite their quality as a candidate. This persistent feeling of self-doubt may also sometimes hamper a candidate’s chance of moving forward in the hiring pipeline if they are coming across as unconfident. It’s called ‘imposter syndrome’ (IP) and many people from all walks of life will experience it in their lifetime. 

In job interviews especially, the last thing you would want to do is discount your achievements and have trouble remembering all the awesome projects you managed. So, how do you beat it during the interview process?

Familiarity will calm your nerves

Do your homework. Research typical interview questions for your specific job title and of course the company itself. Glassdoor is a great resource for checking out the specific questions candidates were asked and their overall interview experience. (Of course, take it with a grain of salt as everyone’s experience differs.) Realize that it is normal to expect to learn new skills in a new job and practice how you are going to frame questions around areas you need to improve.

Your internal dialogue isn’t reality

You may think you’re tanking the interview, but understand that the hiring manager sees something different and even expects some level of nervousness. While you’re overthinking how they must be perceiving you, you’re actively forgetting that an interview is a two-way street. You are there to interview the company, meet potential coworkers and managers, check out the workspace and generally see if this would work for you. Be present, focused, and try to enjoy yourself.

Hard work>Perfection

High-achievers and perfectionists are vulnerable to imposter syndrome because they’re constantly setting unrealistic expectations for themselves. It’s important to realize that nobody knows everything, and that’s okay! Seeing yourself as a hard-worker who gets things done as opposed to someone constantly chasing perfection will help you recognize your strengths and speak to them authentically.

Take your time

When candidates are nervous they tend to talk fast and immediately respond to every question. Give yourself a moment to absorb the information and ask clarifying questions, if necessary. You might even take notes or request to use the whiteboard. Hiring managers are looking for thoughtful, calm responses and prefer you take as much time as you need to answer their questions.

Post-interview evaluation

After the interview is over, give yourself an honest self-evaluation. Write down all the positive aspects that you believe contributed to your possibly getting the job. This behavioral conditioning exercise will help steer you away from focusing on the negative unnecessarily and instead how well you managed your stress.

Conclusion

Imposter syndrome is the idea that you got to where you are professionally due to some kind of error. The causality is unclear, but there are steps to take to better help you realize your accomplishments with the confidence you deserve. Interviews may seem daunting but, as the job seeker, much of what seems intimidating is controllable.

For $10/month we can automatically find the best jobs and pre-fill job applications for you based on your desired role, location and years of experience. In addition, you’ll get our Interview Guarantee — if we can’t get you an interview within 60 days, we’ll refund everything back to you, guaranteed. (90% of job-seekers using TalentWorks get an interview in 60 days or less).

Women: Win at Negotiating your Job Offer

Women face a unique set of challenges when negotiating job offers. Being viewed as ‘pushy’ when advocating for salary is an unfortunate bias that holds many women back from achieving wage parity in the workplace. It’s no wonder that when compared to men they’re far more likely to take that first offer; comparatively, men are 8x more likely to negotiate a higher starting salary.

A recent study out of Australia also found that when women actually do ask for raises, they are less likely to get one. (Rock, meet hard place.)

Same game, different ballpark.

Negotiation is, unfortunately, different for men and women out of necessity. It’s common knowledge that women in the US earn only 77.4% of men’s annual salary and data confirms the existence of workplace bias. Ladies, effectively sharpening your negotiation skills will help you to achieve your career goals beyond a salary. Whether you’re in the early stages of navigating the job market or you have an offer on the table you should be empowered to negotiate your next job contract.

So how do you prepare, especially if you’re not a “negotiator”? You obviously don’t want to ask for too much and risk coming across as out of touch, or get lowballed (so-to-speak).

But, first — here’s some surprising data:

According to TalentWorks data, being a job seeking woman gives you about a 50% hireability boost over men. Resumes with obviously female names had a +48.3% higher chance of getting an interview.

women hireability

We believe this is indicative of many reasons: women outperforming men in college (last fall women made up 56% of university students on campus nationwide), most recruiters are women, and how hiring and promoting more women boosts your bottom line.

Know your salary scale.

Before you’re offered the job, make sure you’re aware of the industry standard of pay (at least what is typical) for this position. Also, understand that your location, skill set, the industry, years of experience, and education/certifications all represent factors that you should leverage when nailing down the offer.

“To begin with, do your research.” says Erin Feldman, Senior TalentAdvocate with TalentWorks. “Try using a Fair Pay calculator or similar tool to be able to go into your negotiations informed. This will give you an idea of what folks in similar positions are making in your area. Then be sure to consider non-monetary compensation such as benefits, PTO, retirement, flex-scheduling, and the option to telecommute. These can have just as much value (if not more!) than salary alone.”

Frame your requests.

Every administrative assistant, programmer, and business analyst comes with a unique background. If you have skills that range beyond that of the job description, consider positioning them in way that ties back to the business. For example, if you’re a marketing manager with advanced SQL skills you can leverage the fact that not only do you have data analytics chops but database management experience that can directly contribute to advanced lead analysis. Know your strengths and differentiators.

Demonstrate your effectiveness.

Negotiation is an art, and you need to master it. Studies have shown that by using a certain negotiating strategy, specifically, saying “I’m hopeful you’ll see my skill at negotiating as something important I bring to the jobwomen improve both their social and negotiating outcomes. By knowing your worth as a candidate and presenting it in a relatable, personable manner you are not only effectively negotiating but making a good first impression as being a capable employee.

Maintain perspective, but don’t be afraid to walk away.

If you’ve done your research, asked for market rate, and are being reasonable if presented a low offer (and it’s becoming a back-and-forth), don’t be afraid to bail. Understand their constraints (i.e. salaries are determined by departmental budget), but hiring managers do in fact have wiggle room. It’s your job to figure out where they’re flexible (and where they’re not) and if that works for you.

Conclusion

Negotiating a job offer is part of the job search process. The more prepared you are to do so, the better you will fare. Remember that salary is important, but consider the whole deal such as the job’s potential for growth, flexibility with hours, and perks. Your goal is to position yourself effectively and get the job right.

Need some 1:1 practice with an actual hiring manager? For $10/month we can automatically find the best jobs and pre-fill job applications for you based on your desired role, location and years of experience. In addition, you’ll get our Interview Guarantee — if we can’t get you an interview within 60 days, we’ll refund everything back to you, guaranteed. (90% of job-seekers using TalentWorks get an interview in 60 days or less).

Why you shouldn’t be ‘comfortable’ at work

Comfort isn’t inherently a bad thing. Besides hammocks swinging in the wind, being ‘comfortable’ invokes a state of calm and freedom from stress, the latter being both a killer of productivity and good health. Unfortunately being ‘too comfortable’ in the workplace can evolve into stagnation, apathy, mediocrity, and routine; even if you’re satisfied just getting a paycheck, this state of mundanity could hurt both your career and potential.

What is “Eustress”?

Eustress is a state of productively honed stress where stress itself is seen as beneficial. In the workplace, eustress (the opposite being ‘distressed’) means having sweaty palms for managing a big project or campaign, going for that promotion, and forging new ways for better efficiency across different departments. It’s exposing yourself to new opportunities and personal growth in your current job. It’s being a little uncomfortable.

Stop resting on your laurels.

Listen to Grandpa. It’s one thing to feel grateful and satisfied with your career, and quite another to take your job for granted. Remember your first week of work? You were probably eager and fully committed to learning new skills and meeting new people. No matter what stage you are at in your current position if you’re feeling ‘too comfortable’, underwhelmed, or just plain bored, here are some tips to provide you a fresh outlook on your job and abilities as an employee:

Tips for getting “uncomfortable” in your job:

Get paid to learn new skills: When was the last time you updated your resume? Retrieve your long forgotten LinkedIN password and check out what your industry peers are listing under skills and certifications. Many employers will subsidize courses and accreditations if they’re related to your current job. That’s free money!

Meet more people: Push yourself professionally and sign-up for a networking event. (If networking events fill you with dread, have a measurable goal such as meeting 5 people in 1 hour.) Expanding your immediate network through industry events exposes you to new opportunities in a uniquely personal way.

Ask your manager for more responsibility: Getting a little uncomfortable means challenging yourself. If you spend hours watching the clock, it may be that you need a new project. Throw a meeting on your manager’s calendar and come prepared with tangible ideas.

Start the job search: If you’ve been at your place of work for years and you’ve found that you’re not progressing in your role, learning anymore, or not getting the support/feedback you desire it may be time to look elsewhere. Advancing professionally means breaking out of your comfort zone and making a decision that’s best for you.

Conclusion

The average person will spend 90,000 hours at work over their lifetime. If you’re in a comfortable routine in your current job, there’s a good chance you’ve lost the fire you need to grow and evolve both professionally and personally. Break out of living for the weekend and punching a time clock by exposing yourself to little stressors that push you forward and enhance workplace productivity.

Bored at work or stuck in a career rut? For $10/month we can automatically find the best jobs and pre-fill job applications for you based on your desired role, location and years of experience. In addition, you’ll get our Interview Guarantee — if we can’t get you an interview within 60 days, we’ll refund everything back to you, guaranteed. (90% of job-seekers using TalentWorks get an interview in 60 days or less).

Tips for Older Millennials Looking For Family Friendly Jobs

According to our data, the best age for both men and women to get a job is 28 to 35. It’s a sweet spot in your career where you automatically have a 25.1% chance of being hired compared to other age brackets.

Why? Well, it could be indicative of this age bracket’s ability to be flexible in terms of opportunity and salary (i.e.: you’re young enough to take entry-level positions and old enough to have proven yourself as senior level managers). I’d be remiss not to mention that this data validates a stark reality: ageism in the workplace. (God forbid, you’re a 36 year old software engineer or 45 year old educator looking for work).

Sweet Spot on Hiring Chart

In any case, it’s simply the best time to be a job candidate. This age bracket also happens to represent the “most ideal” time to start a family, both financially and scientifically depending on how many kids you would want. Although there are wonderfully effective ways to delay parenthood such as IVF (a treatment 100% covered as a perk in many large companies and counting [yay!]), this is a dilemma that working women especially must weigh at some point, specifically: how do I maintain my career at this pivotal point while planning for kids?

Enter the “family-friendly” work environment.

It’s a job perk that is quickly becoming the new standard at companies driven by a millennial/young Gen X workforce. In an age where equally shared bread-winning and child-rearing is the preferred norm, it only makes sense to accommodate the talent you want to retain. “Family-friendly” work environments are employers that understand that life happens and provide their staff with the necessary flexibility to be a parent. It’s one thing to offer telecommuting opportunities, but if your employees are made to feel guilty about doing so it’s not a perk.

“Employers are beginning to realize that a family-friendly workplace benefits the business as well as the employee. Companies that offer flexibility and family-friendly policies generally experience increased employee productivity, less turnover, and lower absenteeism. This trend, combined with increased demand for flexibility amongst workers, is making the family-friendly workplace more of the rule than the exception.”

Erin Feldman , Sr. TalentAdvocate at TalentWorks

So, how do you find these unicorn-esque, ‘family-friendly’ work environments that not only market themselves as being flexible, but actualize it? Let’s dive in:

5 Keywords ‘Family-Friendly’ Companies Use

  1. “Flexibility”/“Flexible work hours”/“flextime”/“Job sharing”
  2. “Telecommuting opportunities” (“WFH available”)
  3. “Good work/life balance”
  4. “Paid parental leave”
  5. “Unlimited sick days”

Finding the ‘family-friendly’ work environment is not difficult, but you need to know how to search and deduce from the job post the type of company they represent. Although how “family-friendly” a company claims to be is relative (and we’ll get into that), it starts at the job listing and researching the company beforehand.

Interview Questions to Ask Regarding “Family-Friendliness”

  • In terms of this position, what does a typical work day look like?
  • How do you prioritize a work/life balance?
  • What kind of flexible work arrangements do people have?
  • How do you, as a manager, support and motivate your team?
  • How do you incorporate employee feedback into daily operations?

You don’t have to be sneaky or tip-toe around wanting more information regarding flexibility if you ask the right questions. Avoid inquiring if their employees work long hours during the first phone screen for example, and instead, ask the hiring manager during the second interview how they prioritize a work/life balance.

Many companies boast flexibility as an HR hiring tactic, but it’s in the interview with your potential boss and colleagues that you’re given the opportunity to suss out the actual environment. When you’re in office during an on-site interview, take a look around, as well. Do you see decorated desks with family photos, or nerf guns? Do you see people that represent the 28-35 year old age bracket? An intergenerational working environment can be very beneficial in many ways, but it’s important to have colleagues and managers you can relate to when looking for said flexibility. (Not many people in-office around the time of your interview? Look up their employees via LinkedIn to get a sense of who is being hired.)

Conclusion

If you happen to be in the 28-35 year old hiring ‘sweet spot’ (I’m looking at you, Millennials!) you have more options than you realize as a candidate. Finding a ‘family-friendly’, or flexible working environment is possible and your sway as an ideal candidate should lead you to succeed in having both a career and starting your family.

Psst– You can also pay us $10 to do it all for you: we can automatically find the best jobs and pre-fill job applications for you based on your desired role, location and years of experience. In addition, you’ll get our Interview Guarantee — if we can’t get you an interview within 60 days, we’ll refund everything back to you, guaranteed. (90% of job-seekers using TalentWorks get an interview in 60 days or less).