Sometimes, I have candidates who have clear areas they can improve upon - better resume, better interviewing skills, better networking strategies, etc.
But sometimes, I have clients who apply to roles for which they are 100% qualified, with amazing materials, who have existing (positive) relationships with their target employers, and do everything "RIGHT". The clients network, apply, and interview and still....crickets. Not only do they receive rejections, but the feedback is vague or focused on things totally outside of their control.
Does this feel like you? Here are some of my takeaways from recent conversations with my recruiting colleagues at @ WorkTogether:
1. Recruiters FEEL your pain. Trust me, when they put forth your application to a hiring manager they are compelled by you and WANT you to get hired. They are just as disappointed as you are when the hiring manager chooses someone else. Talent folks go into the work because they love elevating people and making connections between employers and professionals. When it doesn’t work out, they are bummed (I certainly was during my recruitment days). Your recruiter can empathize and share some context about the search overall (i.e. you were one of the final applicants in a very strong pool, or the hiring manager realized they needed someone who had existing relationships with a particular funder as examples) that can give you some possible closure.
2. This market is DIFFERENT. It’s an employer’s market, meaning job openings are flooded with qualified applicants. We see an influx of VERY STRONG applications for a smaller pool of roles.
3. Given the sweeping changes in education policy and funding, and leaner operational budgets over all, employers seem to be seeking out talent with hard technical skills in the finance and operations functions (even if it’s that not the core part of the role). Possessing a track record of success in past roles and strong leadership/team building skills may not be enough.
This looks like:
- Can you build and manage large budgets?
- Can you bring in new contracts? Have you already done this in the past?
- Are you super savvy with excel, quantitative skills, project management software, and other technical tools?
If you have that experience, make sure you are explicitly naming it on your resume and in interviews. If not, seek out courses online (Coursera, Google, etc.) or even bootcamps to strengthen your technical chops and add that experience to your application materials.
4. Consider the roles you are applying for at this time. The reality is that this may not be the season of trying for stretch roles, promotions, or new industries. It might work out, but this will be more challenging. Consider lateral moves to peer organizations and or if you are currently unemployed or in an unstable work situation, don’t dismiss less senior positions for the time being. Plan realistically, but don’t give up on your ambitions. It won’t always be this way. Or instead of looking elsewhere (if you are currently employed), seek new opportunities internally and/or advocate to leadership about ways you can continue to grow and add value at your organization.
5. Pay attention to currently posted job descriptions and the ideal candidate profile for target roles. If you notice that you have the experience, but perhaps it’s more superficial, explore opportunities to gain more of that work under your belt through contracting, continuing education, or volunteering.
6. If you are only applying for hybrid/remote roles, widen your pool to in-person positions. Or if you’re open to relocation, look into less saturated markets (like in the midwest, as an example).
Sometimes just a few small tweaks to strategy can make a big difference for jobseekers. And sometimes, there are things that are simply outside of your control. Continue to lean on your network for support and recharge in the ways that work best for you.
