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).

10 Ways You’re Killing Your Chances for an Interview

At TalentWorks, we’ve heard it all.

From submitting your resume to the wrong job (!) to sending resumes with formatting that doesn’t render correctly, it often seems as though candidates are trying to tank their chances for a job.

Once you’re at the interview stage of the applicant process, you already have a 10-15% chance of getting the position. So, how do you make it there? 

1.) Don’t be a “Team Player”

It may sound counterintuitive, but mentioning any of the following collaboration-oriented words more than twice in your resume will penalize you -50.8%:

  • team player
  • results-driven collaborator
  • supporting member
  • assisted
  • collaborated
  • helped

Why? Everyone works with a team in some capacity. As a hiring manager, how would I know how much you, the candidate, contributed. It says very little about your skills and job responsibilities which leads me to #2…

2.) Don’t be Vague

Using concrete numbers to exemplify your successes and personal impact removes any bias and gives you a +23% hireabilty boost over your competition. For every 3 sentences, use at least 1 number to demonstrate your (concrete) impact.

3.) Don’t Forget to Demonstrate Leadership

Hiring managers see “leaders” as people who are communicative, pivot easily after bumps in the road, and get the job done. We’ve found that adding strong, active, leadership-oriented words greatly helps to demonstrate your candidacy.

Some of the words we detected as strong, active words:

  • communicated
  • coordinated
  • leadership
  • managed
  • organization

(Using a combination of these words boosts your hireability by +50%!)

4.) Don’t Send the Same Resume to Every Job

While we highly recommend applying to as many jobs as you can, you need to tailor your resume. A cookie cutter resume that includes irrelevant job experiences and skills is an automatic ‘no’.

(Also, when you’re tailoring your resume/cover letter please don’t forget to change the company name!)

5.) Don’t Make Grammatical Errors

One of the last positions we advertised for had an applicant pool of which nearly 10% made dumb grammatical mistakes, such as misspellings and forgetting to include an email address. Eight out of ten times, hiring managers will dismiss the application altogether. Proofread, proofread, proofread.

6.) Don’t Apply After 4pm

Our data suggests that applying to a job before 10am can increase your odds of getting an interview by 5x! It’s admittedly tough if you already have a full-time job and the only time you may have is around lunchtime or after work. Unfortunately, those are the worst times to do so.

what-best-time-apply-for-job

The best time to apply for a job is between 6am and 10am. During this time, you have an 13% chance of getting an interview — nearly 5x as if you applied to the same job after work. Whatever you do, don’t apply after 4pm.

7.) Don’t Use Personal Pronouns

Any usage of personal pronouns (I, me, my, myself) automatically hurts your hireability by 54.7%. Yes, doing so is a bit arbitrary as you’re obviously referring to yourself, but it is a recruitment standard.

Instead, use action words and you will increase your chances of an interview by 140%. Here is an example:

Say this:

Developed a world-positive, high-impact student loan product that didn’t screw over people after 100+ customer interviews.

Not this:

After 100+ customer interviews, the world-positive, high-impact student loan product was developed by me.

 8.) Don’t Forget Buzzwords

Surprise! We’ve found that using industry jargon throughout your resume actually increases your hireability by 29.3%!

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We recommend name dropping a buzzword every 3-6 sentences. Companies often use parsing tools to help widdle down large applicant pools and doing so will help you to get past the robots. (Avoid going overboard though, because using too much jargon can be a turn off to actual, non-robot hiring managers.)

9.) Don’t Send off Your Resume Without A Cover Letter

Although there are companies that will never explicitly ask for cover letters (or read them for that matter), you should always include one. A cover letter is an opportunity to go beyond the resume and provide information you maybe didn’t have room for in your resume such as clarifying examples. There isn’t a hiring manager out there that doesn’t appreciate the effort even if they never open the file.

10.) Don’t Include Objectives

In May, we did an analysis of the hotly debated issue of resume objectives and found that job applicants whose resume contained an objective were 29.6% less hireable.

resume-objective-is-bad-for-everyone-except-recent-grads.png

Unless you’re a recent college graduate or dramatically changing job industries, objectives hurt your chances of landing an interview. Why? They provide zero information regarding how your skills relate to the position at hand. At best, you can hope hiring managers will ignore it. At worst, it’ll give hiring managers an excuse to disqualify you.

Need more job hunting “dont’s”? There’s plenty where this came from. 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).

Stagnant Wages and How to Negotiate from the Start

Picture this: You just received a job offer after months of searching. It’s now time to discuss salary. The initial offer is tempting, in fact, it’s 10% higher than what the recruiter offered during the preliminary screening. You take it. Months later your landlord hikes your rent. What was to be meaningful financial progress did not get you ahead at all.

That’s the reality many workers are facing. A recent Pew Research Study suggests that today’s wages have the same purchasing power as they did in 1974, especially for lower wage workers. Despite low unemployment and higher paychecks (adjusted for inflation) we’re just not financially progressing.

pewresearchcenter

It certainly seems bleak but you have control regarding your income. What can you do as a jobseeker to ensure your personal financial progression? 

“That’s a good place to start”

If you’re being lowballed in a salary negotiation, don’t be afraid to literally say “That’s a good place to start”. Hiring managers have wiggle-room and expect to use it if you plead your case. This initial offer does not anchor you to a set amount, so understand what the responsibilities are worth and where you need to be financially to re-anchor, so-to-speak.

Understand your buying power.

What do you need financially and what can you do about it? Firstly, understand your regional labor market. Wages vary depending on where you live; do your research before you go into negotiation. It stands that you should be making a reasonable salary per your city. An administrative assistant in the Bay Area should make more than one working in Cincinnati.

At Talent Works we’ve found that going back to school or earning additional accreditations actually improves your professional acumen by +21.9%. If going back to school isn’t possible, check-out what skills/online courses you can take to give you the edge over competition.

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Negotiation makes a difference. Need help? We’re the Jiminy Cricket to your job search.

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).

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).

Will Robots Take Your Job? Sort of.

At TalentWorks there’s no secret that we’re big fans of AI and automation, in fact, “automating your search” is at the core of what we do. We promise advanced resume optimization that is guaranteed to improve your chances as a jobseeker and increase your hireability by 5.8x.

With automation comes an inevitable disruption of the workforce, and that’s understandably scary. The McKinsey Global institute’s new research suggests that by the year 2030 approx. 15% of the global workforce could be displaced…BUT, the jobs created from this shift will make up for those lost. In the past, large-scale sector employment declines have been countered by the expansion of other sectors that have absorbed workers. (This chart shows the total employment by sector in the US 1850-2015, courtesy of McKinsey Global institute).

Screen Shot 2018-07-30 at 12.57.13 PM

So in a time of automation, how is the workforce transitioning in the near future and should we be afraid?

Robot + Human

Jobs susceptible to automation include processors and assemblers and are anticipated to drop by 25,000 (word processors) and 45,200 respectively by 2026.

The thing is, the same factory that eliminates human jobs still requires a convergence of both robot and human intelligence. Sure a robot can assemble faster than any human could, but the domain of expertise lies within the human worker who has valuable knowledge and has been on the assembly floor for 10+ years.

Automation in your workplace

The same McKinsey Global institute study found that even a CEO’s job can be automated (25% of it to be exact). An implementation of AI means the time they spent analyzing reports can be better used to manage people.

So how will embracing workplace automation in the near future help, you, the employee? 

  • The elimination or reduction in human error
  • Higher productivity
  • Convenience

Repetitive tasks that would otherwise take a toll on employee satisfaction would be completed much more efficiently freeing you up to focus on the more creative side of your job. Live chat widgets, grocery store self-checkouts, and marketing data platforms are just a few examples of automation that exists in the workplace today.

Working with automation and AI harmoniously means setting yourself up for success. In a world where workforce dynamics are ever evolving, being adaptable is key.

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).

Why your Bachelor’s Degree isn’t worthless

Many job seekers rightly question whether their decision to attend college was a good investment. College today requires a great deal of time and money and the return on investment (ROI) isn’t always clear–especially when you’re simultaneously seeking work and paying Sallie Mae. Certainly there are different ways to evaluate the worth of your degree (some majors are considered to be more “valuable,” the name recognition of certain universities over others, how you decided to finance it, etc.) but the value of higher education in the job market today versus not having a college degree at all is clear.

It’s the new standard.

According to the US Census Bureau, over a third of American adults are graduating with Bachelors degrees, an 18% rise from just a decade ago. (It was only 4.6% in 1940!) Due to the oversaturation of the baccalaureate, it is now seen as the minimal credential necessary to attain an entry-level job. “Degree inflation” is commonplace across industries from administration to dental lab techs. Where the high school diploma was once suitable, the BA represents a basic point of entry into the workforce.

You still need the competitive edge.

Although a bachelor’s degree is viewed with less “prestige” than years past, not having one is a red flag for recruiters and hiring managers screening candidates. For one, a college degree acts as a litmus test for dedication and a certain commitment to one’s future; if you’ve pursued higher education there’s a certain cache you hold over a candidate without a degree. Secondly, many entry-level positions require a basic understanding of technical skills that in many ways are assumed with a college degree in 2018. In this respect, college grads are seen as more capable than non-grads.

You’ll earn more money.

On average, college graduates earn $1 million more over their lifetime than high school grads. Millennials with only a high school diploma earn 62% of what college grads earn. If you’re in the job market with only a high school education, you may be forfeiting a great deal of your earning potential.

Also, according to the Bureau of Labor Statistics, unemployment rates for people holding only a high school diploma are double that of those with a BA. Yikes.

It’s a buyer’s market.

Oversaturated markets and technological advancements in the workplace allow the buyer (aka the hiring manager) to set the price, so-to-speak. LinkedIN ssThe new standard for obtaining a “good,” middle-class job starts with the minimum ticket for entry and hiring managers recognize this trend in the labor force. Their ultimate goal is to secure the best candidate for the lowest price, and given this new standard, there is rising competition among education groups for the same positions (i.e.: Masters degree-holders in the same job pool as BA-degree-holders).

In addition to job hunters with MAs competing for positions that traditionally only require the 4-year degree, employers across industries are pushing education requirements towards even higher degrees.

Conclusion

In an ideal world hiring managers would focus on the whole person and the different experience each candidate offers when looking for top talent. Unfortunately, lack of time and resources precludes many employers from being so open-minded and certain standards are set to whittle down applicant pools. The undergraduate degree in 2018 is the basic investment towards a path to middle-class job opportunities; whether this is “fair” relies on new standards for opportunity being set.

If you’re currently in the job market and resenting your college degree as you tread through the endless slough of online applications, TalentWorks can help. In addition to optimizing your resume and matching you to jobs (that actually interest you) we have 24/7 mentorship with experienced hiring managers.

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).