What does it mean to be ‘Underemployed’?

The National Unemployment rate is at a 17-year low according to The Bureau of Labor Statistics, but this doesn’t paint the whole picture. Many employed workers have jobs that offer less than full-time hours or a job that doesn’t adequately meet the qualifications the employee possesses such as training and education.

This is referred to as “underemployment” and many people across a variety of demographics are affected. College grads, highly skilled foreign workers whose credentials don’t translate, trade workers, and the disabled are a few examples of the underemployed and according to the Bureau of Labor Statistics there isn’t yet a way to quantify its effect on the economy directly. So we don’t really know how many people, though employed, aren’t meeting their professional potential.

What do you do when you’re underworked and undervalued?

Tip 1: Apply for Jobs Within ±2 Years of Your Experience

Don’t be intimidated by the job description. If you’re within ±2 years of required experience, hiring managers will often consider you “close enough.” Be flexible and remember that you don’t necessarily have to fit the job post 100%.

Tip 2: Tough it out while you look elsewhere

We found that people who weren’t currently employed took a hit — they were 149% less hireable. Keep your current job regardless of your hours or the type of work while you look for something more fitting. Take advantage of having a position right now and look while you work.

Our data also shows that toughing it out for at least 18 months improves your hireability by 18%!

how-long-should-you-stay-before-you-quit

Tip 3: Start Freelancing!

Regardless of why you’re underemployed, freelancing can help bring you to the next level. Not only does freelancing provide flexibility in hours and style of work but freelancing jobs and gigs provide the experience you many need to attain your ideal job. For example, if you’re working a part-time in a different industry, freelancing on the side keeps your foot in the door of where you want to be while maintaining your skills and community presence.

Are you currently working a less than ideal job or gig? 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).

Get A Job Fast By Automating Your Job Search

There are plenty of things about the job hunt that can catch an applicant flat-footed. Getting fired unexpectedly or suddenly being asked to navigate confusing benefits systems can rattle even the most hardened of workers. It’s disheartening and that’s before we even get to the truth of the matter: the job search requires you to be an expert in a skill you probably didn’t learn because you hoped to never use it.

While you were out specializing in your field and getting better at what you actually do to earn a living, the rules of the job search were solidifying. Now, recruiters expect you to be versed in their codes before they’ll even give you a call back.

It’s a lot to ask and it’s why we’re here. We know the search and how to cater your application to make sure that it ticks all the right boxes. We can use our troves of data and our AI to remove the hassle from your search and get you back into what you really know how to do.

Here’s just a few reasons why you should consider automating your job search.

Reduce Mistakes

Chances are, you probably don’t work in data entry. (If you do, we can help you, too!) But anyone who does knows that manually entering data only provides more opportunities for mistakes. Introducing the human element into any situation ups the odds of typos and blunders dramatically and that holds true for your application.

If we can optimize your resume and apply to the jobs you want on your behalf, we can eliminate the likelihood of prospect-killing mistakes.

Lean On Experts

We know the job search. We’ve been collecting data on the who, what, why, when and how of hiring for years, scanning millions of  want ads and figuring out what works and what doesn’t for recruiters. Unlike you, we have specialized in the field of getting people hired and we want to share our knowledge with as many people as possible.

Save Time

If you’re scrambling after losing a job (or just looking for something new outside of your already demanding schedule), time can be hard to come by. Trawling through countless job boards and reading untold amounts of postings to figure out which jobs are actually looking for someone like you is more than just a pain, it’s probably costing you money.

That’s time that could be better spent working on something you care about or taking the time to catch up with your family and friends. Let us automate your search to take the searching part out of your daily routine, only offering you the best jobs for your specific skillset.

The best part of all of this? It’s only $5-$10 a week and we guarantee that we’ll get you in the room with the people you need to talk to. Check it out and lose the hassle of self-searching.

 

Resume Tips from Hiring Managers: Pros Tell How To Get Noticed

The job search internet is rife with articles telling you all the many ways that you can get ahead in the job search process. Frequently, these are written by journalists and bloggers, the occupations that most readily come to mind when someone says the phrase “jack of all trades, master of none.” While it might be true that in the land of the unemployed and desperate, the semi-knowledgeable contract worker is king, we want you to live under a somewhat more justifiable monarchy.

That’s why we went straight to the source, pulling our job search tips directly from hiring managers — the true experts in this situation — to find out what advice they would give to people who most need it.

Don’t Lie

While it might be tempting to juice your resume a bit with half-truths, too frequently these become whole lies. Sell yourself as you actually are and avoid an awkward conversation at an interview that is wasting everyone’s time. As USA Today put it, “don’t end up embarrassed or out of your depth because you stretched the truth on your resume.”

Share Your Actual Weaknesses

Nothing irks a hiring manager more than asking for a weakness and getting an eye-rolling answer like “being a perfectionist.” Ask A Manager’s Allison Green says that “candidates who won’t come up with a realistic assessment…make me think they lack insight and self-awareness.”

Use Task/Result Speech

Write actively. List your accomplishments in a way that lets the hiring manager know exactly what you did and what the outcome was. Another tip: quantifiable data is amazing. If you have numbers that can demonstrate your impact, don’t hesitate to use them.

If You’re Overqualified, Address It

Don’t be afraid to mention that a job is below what you’ve typically done. Explain to the hiring manager why you’re willing to take on this role to avoid them thinking you might get bored.

Don’t Use An Objective (Unless It Helps)

Unless you belong to a specific subset of careers (writers, teachers and mission-driven jobs like non-profit work), ditch the objective. While there are plenty of hiring managers willing to tell you outright that they don’t help, we put hard data behind it and found that it greatly reduces your chances of landing a job. If you aren’t a recent grad,  a writer or entering a profession that will get you called “a saint” leave it off.

For even more do’s and don’ts check out our in-depth rundown of all the things to avoid in an application. And if you’re tired of digesting tips, just let us handle it.

For just $10, we can optimize your resume, bulking it up or cutting it down to its leanest, meanest possible self and sending it out to the exact people who want to hire you. And this isn’t some wishy-washy soft science service, we use a trove of data and our own AI to ensure that your resume is the best it can possibly be and is only going to the hiring managers who want to hear from you.

How Many Applications Do I Have To Send Out Before Getting A Job?

The job search can occasionally feel as effective as chucking a stack of resumes off of a seaside cliff. No doubt there’s more than one discouraged applicant out there feeling that they’re as likely to hear a response from a hiring manager as they would be to get a “do you mind?” from the ocean down below.

Job seekers can’t help but ask “how many applications does it take, on average, to land a job?” Unfortunately, we don’t have the hard science right now to give you a straight answer on that topic. But we can tell you why you’re having so much trouble. There are plenty of factors that are contributing to your applications disappearing into the void.

Our recent research found that only 13% of job applicants were given a job interview. And of those that managed to make it to the interview process, only a few people were offered a position. That puts your chances of landing the average job you apply for at less than 2%.

First, let us explain why most resumes end up in a black hole.

What Gives?

The average HR manager spends less than 7 seconds looking at the average resume. And they’re looking at your application with “no” on their minds, trying to find any reason to disqualify you. This is only after the hundreds of resumes have likely been picked over by a bot that scrapes resumes for appropriate keywords and chucks the ones it finds unsatisfactory.

The odds aren’t in your favor. But they aren’t in anyone’s favor, if we’re being honest. Does that help?

What To Do About It

We’re not here to help applicants wallow, we’re here to give them hope. After all, finding the right jobs for the right people is what we do. You need to bump up your application anyway that you can. Here’s a few quick ways that you can game the system to make sure that your resume lands in the lap of an HR manager and might even catch their eye.

 

 

Still not getting it?

We have your back. For just $10 a month, we can optimize your resume for you. We use AI to determine what it is that recruiters are looking for, scanning thousands of job openings and optimizing your resume to garner the biggest response. Then, we send that resume out for you to openings that match your particular skills. It’s a system that works, we guarantee it.

 

The Science of the Job Search, Part VI: Job Applicants With Resume Objectives Were ~30% Less Hireable

Today, we’re looking at the age-old question: Do you need an objective for your resume? Lots of folks say yes, lots of folks say no. We sampled 6,231 recent job applications, resumes and applicants across 681 cities and 115 roles and figured out the real-world answer for you.

tl;dr: Don’t put an objective on your resume (minus a few exceptions, see below). Not only are they unnecessary, but job applicants whose resume contained an objective were 29.6% less hireable than those who didn’t specify an explicit objective.

Objectives Hurt Everyone (Except Recent Grads)

resume-objective-is-bad-for-everyone-except-recent-grads.png
After 1+ year of experience, job applicants whose listed an objective were 20% to 67% less hireable (varying based on experience) than those who didn’t.

Controlling for experience, job applicants whose resume included an objective got 20.1% to 67.1% fewer job interviews compared to those who didn’t.

The only exception to this rule was for recent college graduates: for job applicants with <1 year of work experience, listing an explicit objective got ~7% more interviews. This isn’t a statistically significant gain, but it’s a significant contrast to everyone else.

Resume Tip: If you have less than ~8 months of experience, you might want to consider adding an objective. [+7% HIREABILITY BOOST]

Resume Tip: If you have 1+ years of experience, you should delete your objective. (See one more exception below.) Although it varies based on your specific experience, you’ll likely see a big hireability boost. [+20-67% HIREABILITY BOOST]

What’s Going On?

With the usual caveat that no one has any idea (anyone who claims otherwise is lying), I can give you my best theory as an experienced hiring manager. Here’s the short version: Most objectives are crap.

For example (anonymized to protect the innocent):

Focused and hard-working individual looking to develop new skills to serve the greater good.

Ambitious student working towards a B.S. in Epidemiology (pending graduation May, 2019).

To acquire, and maintain employment. To utilize the training and skills I’ve received in the past 5 years.

Like, really? As a hiring manager, I don’t really care if you want to “maintain employment.” (And honestly, this is a bit like saying your hamburger is 100% beef. If that’s the best compliment you can give yourself, you might have a bigger problem.)

What I do care is that you can do the job. Your objective gives me zero information about that and it’s something I have to wade past to get to the real stuff. But, if while wading past, I see something… well, it can definitely rule you out. For instance: spelling and grammar mistakes (rare), mismatch of interests (possible), a seed of doubt (common).

Here’s my theory: Most objectives convey zero information to hiring managers. At best, you can hope hiring managers will ignore it. At worst, it’ll give hiring managers an excuse to disqualify you.

This theory also explains why recent grads with objectives get slightly more interviews. Entry-level jobs get a deluge of applicants with no work history, and there’s basically no way to tell apart good applicants. If you can write a good objective (see below), you can squeeze out an edge over your competition.

Does Your Industry or Role Matter?

Controlling for role and industry, having an explicit objective still hurts (or doesn’t help) the overwhelming majority of job applicants.

having-resume-objective-doesnt-help-for-91-percent-roles.png
Listing an explicit objective doesn’t help for 106 out of 116 job roles — 91% of all roles out there.

It’s hard to make definitive claims about every specific role or industry (underwater welding, anyone?), but the overall trend is clear:

  • Only 2 out of 116 industries had statistically significant [*] higher hireability for applicants with an explicit objective. (Marketing Managers were statistically insignificant with a p-value of 0.902.)
  • There was a clear pattern for where it helped: they (a) were over-saturated, entry-level jobs where it was hard to distinguish good applicants, or (b) were in mission-driven fields where applicants’ motivations were especially important.

[* This of course doesn’t mean it only helps for 2 industries in reality, it just means that it either actually doesn’t help or the difference wasn’t big enough to be statistically detectable.]

Based on our holistic knowledge (we’ve helped hundreds of thousands of people with their job search) and this analysis, here’s the full list of roles and industries where we believe an explicit objective might be helpful (even if there wasn’t a statistically significant difference):

RoleHireability Gain (%)P-valueWhy?
Budget Analysts121%0.187Hard to distinguish good applicants.
Credit Analysts144%0.456Hard to distinguish good applicants.
Financial Analysts105%0.410Hard to distinguish good applicants.
Counselors~500%-Mission-driven field.
Social Workers~500%-Mission-driven field.
Elementary Teachers~250%-Mission-driven field.
High School Teachers~250%-Mission-driven field.
Writers154%0.060Hard to distinguish good applicants.
Retail Salespeople50%-Hard to distinguish good applicants.
Customer Service Representatives62%-Hard to distinguish good applicants.

Which Kinds of Objectives Work In The Real World?

We took a look at the underlying resumes where objectives were correlated with increased hireability. Here are 3 objectives (details modified again to protect the innocent) from applicants who were 1+ standard deviation more hireable than their industry means:

Seeking a customer service position where I can utilize my multi-tasking abilities and attention to detail to assist in a fast-paced environment. Skills: real-world clerical experience, organizational skills, interpersonal skills.

Summa cum laude graduate with BS in communications studies, graduated May 2015. Proficient in Spanish.

Experienced with Windows, Mac OS X, and Linux OSes; popular social media (Twitter, Facebook, Instagram); OpenTable, AldeloPRO, and NoWait restaurant management software

And here again are the 3 mediocre, low-hireability ones from above (these were all 1+ standard deviation below their industry hireability means):

Focused and hard-working individual looking to develop new skills to serve the greater good.

Ambitious student working towards a B.S. in Epidemiology (pending graduation May, 2019).

To acquire, and maintain employment. To utilize the training and skills I’ve received in the past 5 years.

What do you see? Here’s what I see in the low-hireability objectives:

  • They were generic and basically conveyed zero information to a hiring manager.
  • They spoke to the applicants’ wants & desires (not the hiring managers’ wants & desires).
  • Worse, they sometimes contained spelling or grammar mistakes. (Strictly speaking, the above weren’t grammatically incorrect, but two had awkward punctuation.)

On the other hand, the increased-hireability objectives all name-drop specific qualifications. In fact, they’re almost not even real objectives! They’re objective sections acting as a trojan horse to casually name-drop qualifications in the first few words of the resume. That’s brilliant!

In other words, good objectives weren’t actually objectives at all: rather than summarizing their own personal objectives, well-crafted objective statements gave their audience (hiring managers) what they wanted instead.

Resume Tip: If you have to include an objective, don’t talk about your own wants and desires. Instead, use it to casually name-drop a few of your skills that might appeal to hiring managers (in over-saturated fields) or summarize your motivation (in mission-driven fields).

What Can You Do?

We understand sorting through all the conflicting job search advice (and, hell, even the sheer amount of advice) can be overwhelming. That’s why we try to boil everything down to specific, actionable tips for your resume and back up everything we can with real-world data and concrete examples [*].

job-applicants-objective-30-percent-less-hireable.png
On average, job applicants whose resume included an explicit objective or professional summary were ~30% less hireable than those who didn’t.

Resume Tip: Barring a few exceptions (less than 8 months of work experience, the list of industries above), you should delete your objective ASAP. [+30% HIREABILITY BOOST]

[* If they’re mining your data to sell you crap you don’t need, why not mine their data to help you get a job instead? That’s what we think at least.]

Even so, in just this post itself, we suggested 4 new resume tips. In total, across our six The Science of the Job Search posts this year, we’ve suggested a total 39+ real-world resume & job search tips. (I stopped counting after awhile.) They’re all highly actionable, data-driven tips but honestly, it’s just hard to keep track of it all after awhile.

If you’re looking for a job, you might be interested in signing up for TalentWorks. Among other things:

  • Our AI-driven ApplicationAssistant automatically pre-fills personalized cover letters for you from a template so you don’t have to worry about writing nice things for each of the 100+ job applications you’ll have to submit.
  • Our ResumeOptimizer will instantly scan your resume for all of 39+ tips we’ve written about to date, including optimizing your objective section.

For most things job search, we can just take care of it for you. And if not, one our wonderful TalentAdvocates can help you.


Methodology

First, we took a random sample of 6,231 recent job applications, applicants and outcomes across 681 cities and 116 roles and industries from recent activity on TalentWorks.

For each resume and job, we respectively calculated the MAP global parse tree using a custom, dynamic-vocabulary PCFG (our ResumeParser) and extracted the objective subtree if present and extracted the MAP job role along with 10 other bits of metadata from our index of ~91 million job postings. Finally, we independently regressed hireability for each sub-population with a blended constant-Matern kernel using a Gaussian process.

We did all of the analysis with in-house algorithms and sklearn/scipy in python. All plots were generated with Bokeh in python.

Why Are We Doing This?

With ApplicationAssistant right now, we can boost the average job-seeker’s hireability by ~5.8x. But, what makes ApplicationAssistant work has been an internal company secret until now. We’re fundamentally a mission-driven company and we believe we can help more people by sharing our learnings. So, that’s exactly what we’re doing.

Creative Commons

We’re not only sharing this but also sharing all of it under the Creative Commons Attribution-NonCommercial-ShareAlike license. In other words, as long as you follow a few license terms, this means you can:

  • Share: Copy, redistribute the material in any medium or format.
  • Adapt: Remix, transform, and build upon the material.

 

The Three Job Interview Questions You Should Have Down Pat

Preparing your resume for a new job is difficult, but not impossible. You have the benefit of time — no one is going to burst into the room and demand to look at your CV before you send it — and the comfort of multiple edits to help you feel alright about the part of your history you’re showing to the world.

Interviews are an entirely different beast. You only get one shot one opportunity to look great and whether or not you do is entirely based on your ability to improvise around an interviewer’s pet questions.

Here’s a sampling of a few odd questions I’ve personally been asked:

  • Can you fold a fitted sheet?
  • How do you feel about your name?
  • What kind of animal would you want to reincarnate as?
  • Thoughts on karaoke?
  • (In a windowless room) Which way is north?

These questions are meant to startle, to get you thinking creatively or to get a sense of your priorities without asking about them directly. And because they are so rare they can be hard to prepare for, leading to the dreaded moment of actually having to sit and think about your words before you say them (a big no-no in the job hunting world and nowhere else).

But you can smooth over any potential speed bumps by preparing yourself with a few solid answers to questions you know are going to be asked. I know we just said that interviewers are trying to rattle you with let-field queries, but that doesn’t mean there aren’t a few questions that almost every recruiter is going to ask.

Tell Me About Yourself

This is the opener for 99% of interviews for obvious reasons. It’s a good, open-ended way to get started talking about the subject at hand, allowing multiple jumping-off points for the interviewer to move forward with the conversation. Or, at least, it will if you don’t completely bungle it.

Knowing that this question is coming is half the battle, as a long-forgotten war hero said. And since you can almost guarantee that this question will kick off any interview, there’s no excuse for flubbing it.

The interviewer wants you to recap your experience in your own words, hopefully leading up to the point that you’re clearly qualified for this gig and ending in an explanation of why you decided to apply.

Job Search Tip: Write out your response, going through your history chronologically and run through it a few times until it feels natural.

What are your strengths and weaknesses?

This question is truly tough. It flies in the face of a lifetime of home training, asking you to talk bluntly about things you’re good at. It’s akin to straight-up bragging, but within limits.

Both knowing how to brag on yourself and knowing when to stop are difficult, but that can be fixed if you think of it in terms of resume bullet points. What they want to hear is your most relevant skill backed by an example of you using that skill in the past. “I’m really good at X and I got that way doing Y.” Keep this formulation in mind when practicing for your next interview.

Weaknesses can be even trickier. You don’t want to share anything that might disqualify you, but you don’t want to give a non-answer that will leave the interviewer rolling their eyes. Be honest here and share something that you have struggled with in the past, but follow that up with an explanation of the steps you took or are taking to change that. They want to know that you’re self-aware and adaptable.

Where do you see yourself in five years?

This is a great one for all the dungeon masters out there, because it’s plotting out a bit of a fantasy. Imagine a magical land where job security is assured and you’ve found a job you like doing. Might as well throw in some orcs at that point, right?

What the interviewer wants to hear from you here is how you plan to grow at the company. What do you see yourself doing when you outgrow the position they have offered? What skills will you have honed by that time? And what passions will the job be fulfilling for you? You need to show that there’s something about the job that interests you and that you’ll be willing to grab that part of the gig and run with it.

Job Search Tip: Plot out several trajectories based on the requirements of the job at hand and try and use the one that you feel will resonate the best with the interviewer. If you need to know which skills they are looking for, look out for the points where they ask follow-up questions.

To even get to these questions, though, you have to leap some pretty big hurdles. That’s where we can help. Allow us to optimize your resume and automate your job search to ensure that you’re sweating over interview questions quicker. For just $10, we guarantee that we can land you the interviews you’ve been after.

 

Speed Up Your Job Search With A Cover Letter Cheat Sheet

We all know that sending the same canned cover letters to every job opening is a waste of time. Even if we ignore the fact that every job is different, making it impossible to meet all the requests of every posting in one single document, there’s the person on the other end to consider. Scanning cover letters is their actual job and they’ve developed a strong sense of when they’re being fed a form letter.How Long Should A Cover Letter Be?

It would be a  waste of time to send out letters about your [INSERT SKILLS] to [HR MANAGER NAME GOES HERE]. But writing custom letters from scratch for every application is an equally unjustifiable timesuck. Luckily, there’s a happy medium: a cover letter cheat sheet.

Whazzat?

A cover letter cheat sheet is a form of plug-and-play elements that you can insert into any letter depending on the asks and qualifications of the position you’re throwing in for. It gives you the ability to address the needs of every posting without writing out every last letter by hand.

Beyond the need to save time, a cheat sheet can also save you from costly mistakes. The more you have to type out, the greater chance of typos and other errors appearing in your application. With a cheat sheet, you only have to proof your premade paragraphs.

How’s It Work?

Make a list of skills that you think are relevant for the jobs in your field. It should be easy to find these, they are probably in the “Skills” section of your resume. For every skill, write out a paragraph explaining how you have used or came to possess that talent in the past.

Check out two examples below:

Skill Relevant Experience
Organization & Administration I honed my administrative and organizational skills during my time at SaveTheWhales.org. Tasked with taking minutes, case management, phoning patients, data entry and general filing, I’m able to handle any administrative duties given to me with little to no supervision.
Clinical Interviews During my time at the King County Health Department, I conducted hundreds of clinical interviews with AIDS victims. By being sensitive, sympathetic and understanding of their situation, I was able to distill useful information that subsequently helped educate the community on risk factors of the disease.

With this list of skills in hand, you can quickly customize any cover letter to address the needs of any position.

 

Of course, cover letters aren’t the only thing that need to be tweaked in order to catch a recruiter’s attention. And they are far from the only bit of the application process that can be a pain. Luckily, we can help!

For just $10, we can optimize your resume to make sure that it’s landing on the top of the pile. And we can take that clean, new resume and send it out to jobs you’re interested in on your behalf, automating your job search and landing you an interview that much faster.

Searching For A Job? You Should Have A Portfolio

Listen, you need a portfolio. This isn’t some moment at the open mic where you can pretend the person on stage is talking to someone else. This isn’t a stage production of Ferris Bueller’s Day Off. If you’re reading this, you should know that you need a portfolio.

How do I know you need one? Well, for one, you’re looking for a job and a clean-looking collection of all your accomplishments can only help. But mostly, a portfolio is just something that every person, no matter their field or job, should have.

The Big Reason Why

I know I’ve been telling you that you need a portfolio, now let me show you why they’re necessary. That’s actually exactly it: showing over telling.

Literally every single person who is applying for the same jobs as you is saying that they’re the right fit for the job. After a while, it’s all so much white noise. A portfolio showing that you’ve handled the exact sort of work that they’ll expect from you at this new gig is a surefire way to stand out among all the people who are just saying “trust me.”

If they are looking for leaders, go ahead and share a few projects you’ve lead. If they’re looking for someone with an eye for design, wow them with your work on a website that looks great. There’s no reason not to have examples of your work contained in one easy-to-navigate space.

But I’m Not A Creative

Doesn’t matter. Even if you don’t have copies of projects to share, a personal website with crisp and clean photos of yourself alongside you accomplishments is bound to make the right impression. As we’ve mentioned before, being heard above the din can be hard. You want to do anything that will help you stick out in a hiring manager’s mind even a tiny amount.

Knowing What Type Of Portfolio To Create

Since everybody needs one, quite a few places have cropped up that work well to host portfolios. Which portfolio works for you depends entirely upon what type of work you’re looking to do.

Behance works well for creative work, Medium is the spot for written words and Dribbble is for all the graphic designers. For the B.S. types, GitHub is great for engineering work. If your jobs have been a bit more nebulous, try out Squarespace or WordPress and fill the pages with stories about your experience.

What Should I Share?

Only your best. Seriously, go over all of your potential best projects and ding them. Be as ruthless to your own work as you possibly can. When you get done, you’ll probably be left with 3-5 really good examples and that’s what you want to build around.

Job Search Tip: While you’re in the mood for criticism, pass your portfolio off to friends and have them critique it. A fresh set of eyes never hurt.

While You’re Here…

We’re sure your portfolio is great, but that isn’t going to matter if your application never grabs a recruiter’s interest in the first place. For just $10, we can optimize your resume to make sure that it’s what hiring managers are looking for and automate your job search, sending out applications to all the jobs you want without wasting any of your time. We even offer a money-back guarantee because we know that our portfolio would be stacked with successfully placed candidates.

Making Sure Social Media Doesn’t Hurt You In The Job Search

We all preach keeping our personal life and work life separate. But in this endlessly interconnected age, that’s not always possible. Your personal online life will absolutely intersect with your professional online life at some point. It’s unavoidable.

But this doesn’t have to be a bad thing. With proper planning you can make sure that the crossroads at Facebook & Your Resume isn’t the site of a flaming wreck. Knowing that hiring managers are going to snoop on your social media profiles gives you the upper hand, allowing you to craft your online presence in a way that will show them what they want to see when they come digging.

To make it a little easier to snoop-proof your socials, we’ve put together a few tips.

Visit Like A Stranger

This is the most important part of any steps you might take to make your social media profile more presentable. You have to visit your page as an outsider if you want to have any hope of finding all the things that might pop up and scare off a prospective employer.

Dig around. Click on links that you wouldn’t if you were just using the platform in your day-to-day life. Double check what friends have tagged you in. If anything comes up that you think might throw off an employer, delete it ASAP.

Job Search Tip: Visit your pages in incognito mode to see what they look like to everyone else.

Make Sure You Match

Everyone stretches the truth during the job application process. You’re trying to make the best possible case for yourself, so you go ahead and look at your experience through rose-colored glasses and share that idea of yourself with recruiters. But that carefully constructed rosy reality can come crashing down quick if it doesn’t jibe with your social media profile.

Make sure that any recruiter who would stumble upon your page will find something roughly consistent with what you sent them. Your page doesn’t have to match your resume line for line. People do present themselves differently in different spaces, after all. But your employment history should match in a way that’s not going to send up any red flags.

Use A Professional-looking Profile Photo

This one’s easy. Try and get yourself a headshot. The first picture that any snooper might see should be a clean, clear photo of just you. Bonus points if you’re professionally dressed and smiling in a way that seems candid.

It Ain’t All Bad

I know we’ve made it seem like social media is nothing but a minefield meant to blow up any chances you have at landing your next gig. But social media can do at least as much helping as it does hindering, if you know how to make it work for you.

LinkedIn can be a great resource to provide you with legs-up and ways in if you regularly make a point of connecting with the people you’ve worked alongside. Growing your network (and maybe getting a few recommendations for skills you claim to have along the way) is a great way to show recruiters that real, live people enjoyed working with you.

Beyond that, Twitter is an excellent resource to find out who is hiring in the first place. Following people from the companies you want to work for can provide an inside scoop on a new gig, allowing you to get your resume in ahead of the horde.

We Can Help!

While we can’t paper over the pitfalls in your profile, we can help with everything else. For just $10, we will not only optimize your resume to guarantee that it’s giving hiring managers what they want, we’ll also automate the application process and send out that resume for you. We’re so confident in our method that we’ll put your money where our mouth is. If you don’t land an interview, we offer your money back. Luckily, our success rate makes this an easy bet to make.

 

How To Make Sure Your Resume Is Right For The Job

No resume is ever perfect. You might have selected the perfect font, put together the crispest heading and explained your crazy amount of experience. But all that smooth, flowing work history is bound to need re-arranging once it smashes up against the sharp rocks of the job search.

Frankly, almost every application is going to require little tweaks to your resume to guarantee success. Your painting in broad strokes while recruiters are looking for a photorealistic rendering of the person they want. But that’s no reason to lose hope. You just have to work hard to be given the opportunity to maybe, one day work hard.

Here’s a few tips to make sure that your resume is as close to perfect as any one piece of paper can get.

Include keywords from the job posting in your resume

This is the easiest and perhaps most-crucial step in getting through the callouses that the average hiring manager has over the CV-scanning part of their brain. People are attuned to respond positively to people who speak like them. (Semi-related fun fact: when people like each other, their accents move closer together over the course of a conversation. Cute and scientific!) If you reflect the words that they chose back to them, you’re not only piquing their interest in this way, but you’re guaranteeing that you address their specific needs.

Resume Tip: You can shorten this process significantly by searching for 10-15 jobs in your field and noting the skills that all the listings have in common. Be sure to list those words in your skills section.

K.I.S.S.

Don’t have to talk dirty, baby,  to impress recruiters. While we don’t imagine you’re chucking vulgarities into your bullet points, there’s more than one way that a resume can be unclean. Follow the acronym K.I.S.S. (“Keep it simple, stupid.”) to keep yourself in line of you’re thinking about adding a little too much flair to your application. The less you have going on with your resume, the easier it is for people (and the machines that aid them) to read. A few quick and easy resume tips under the KISS umbrella:

  • Use standard fonts: Arial, Calibri, Georgia, Times New Roman and the like
  • Try to avoid tables, graphs or pictures
  • Save it in a widely used format like .docx or .pdf

The average hiring manager spends less than seven seconds looking at your resume before making a decision on whether or not it’s going in the trash. Make it easy to read or you’re going in the worst kind of outbox.

Use task/result structure

Instead of telling hiring managers what your job responsibilities were, try telling them what you did specifically that made your last workplace better.

Here’s a comparison of two bullet points:

BAD:

  • Ran fundraising campaigns

GOOD:

  • Launched a fundraising campaign that raised $10,000 in 8 weeks which extended runway for X months

Take note of the use of numbers, too. Quantifiable impacts are catnip to hiring managers.

Isn’t there an easier way?

Of course! We understand that all of this can be a hassle. It’s very hard to land a job and making sure that your resume is on point every time is a lot to keep in your head. So, why not use ours? Our collective brainpower and our ResumeOptimizer tool can help make sure that you never send out a bad resume again. For just $10, we’ll clean up your resume to fit the positions you want and automatically send it out to the people who are looking for you! And we stand behind our work, guaranteeing that we’ll land you an interview or your money back.