A Publication of WorkMonger
and TrulyHired
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Leaders come in all shapes and sizes. Regardless of the background, or the makeup of their team, the foundation of their leadership is their ability to “lead a set of people to achieve a desired result.” Empathy, gratitude and the ability to delegate are a few of the qualities
needed to lead others to that result.
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OpEd/Conversation Starter
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Leaders across industries have been spooked by “The Great Resignation.” When employees ask for more flexibility and work life balance, a common overreaction from managers has been to step too far back and be a “cheerleader” for their employees, too afraid to lead in a way that will drive away their staff. This overcorrection has left employees without their flexibility and without their leader.
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What WorkMonger is reading right now.
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Rather than a “sweet spot” on a spectrum of behaviors, this article makes the case for a “sweet range.” A leader's ability to bookend their range and comfortably work within it comes about in three stages.
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Career Corner: Ask a Recruiter
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“Why don’t recruiters update me on my status?”
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“Ana, why don’t recruiters update me on my status after I submit an application? This sucks!” I get this question a lot from clients, family, and friends alike. You spend hours researching an organization, updating your resume, writing a highly personalized cover letter, and then….crickets. I often share with job seekers that applying for jobs is like dating - investing time in putting yourself out there to be judged by someone else. It’s tiring. You’d rather stay home and watch Netflix (or in the case of job seeking, you’d rather stay in a job you don’t love). I get it!
You’d be so frustrated if someone “ghosted” you after a date, and it also stinks when it happens with employers. I can’t change the system and ensure every candidate gets an update after they submit an application (though I wish I could - as a recruiter, strong candidate communication was one of my biggest priorities!), but I can shed some light on why it might happen and what you can do about it.
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Why you might not get a status update after applying for a job (note - I’m not condoning these reasons, I’m simply providing context):
- Talent Acquisition Teams may be understaffed and simply don’t have the capacity to update every single candidate. They may be working on multiple roles, which may have 100+ applicants each. It’s not personal - there just aren’t enough hours in the day. This is the most common scenario.
- Talent Acquisition Teams may be prioritizing early applicants and waiting to review later applications until they’ve interviewed the first batch of candidates.
- Talent Acquisition Teams may not have a sophisticated process that values candidate communication and may only update candidates if they’re moving forward and ignore everyone else.
What you can do:
- If you see a role you’re excited about, don’t spend weeks thinking about applying. Do it ASAP! That’s why it’s important to keep your resume updated at all times.
- Try to get referred. Have a friend or former colleague working at that organization? Send them a message and kindly ask them to flag your name for the hiring manager. One of my clients did this last week and her application was reviewed the same day that she applied for a very competitive position!
- Don’t know anyone at the organization? Don’t fret! See if there is an email address for the recruiter or hiring manager on the job description, or find them via LinkedIn, and send a version of the message I’ve listed below. This allows you to distinguish yourself from a pool of applicants who may be less sincere in their interest, and create a more personal connection with the recruiter or hiring manager (without asking for any special favors - it’s their job to review your application and let you know if they want to chat!):
Dear Recruiter/Hiring Manager Name,
I’ve been following NAMEOFORG for some time and was excited to see your new posting for a BLANK. I wanted to let you know how interested I am in the position. I [Briefly name specific accomplishments that relate to what is listed in the job description]. I am particularly excited by [Company] because [Reason you like that company], so please look out for my application and let me know if you’d like to chat!
Best,
Name
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Create or Update Your JobSeeker Profile
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WorkMonger’s mission is to bring lasting systemic change to the education sector by revolutionizing how education organizations and professionals connect for meaningful, non-teacher positions. Apply today for these remote roles at WorkMonger!
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The State Collaborative on Reforming Education (SCORE) plays a critical role in advancing student achievement, aligning K-12 and postsecondary, and ensuring that all students can achieve career and life success. They are looking for an experienced leader to be their Senior Director of Impact. The Senior Director of Impact monitors, assesses, and conveys the impact of the organization’s work to drive success for Tennessee students. This individual plays a leading role in ensuring that all of SCORE’s programs, initiatives, and grant commitments are aligned with and building toward SCORE’s mission and strategic goals.
The ideal candidate has 7+ years of relevant experience in development, external affairs, and strategic leadership. Three to five years or more of management consulting experience in relevant domains preferred (e.g., K-12 education, postsecondary education, nonprofit sector, etc.)
SCORE is based at Vanderbilt University’s John Seigenthaler Center. This role is eligible for hybrid work with the expectation of 15-20 hours per week in the office and the balance remote.
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IDEA Public Charter School in Washington, DC challenges, motivates, and strengthens the intellect of all of their students, whether they are pursuing paths to college or the workforce. They are looking for a committed and experienced K-12 education leader to lead their campus into the next phase of growth, achievement and partnership. The Head of School and Chief Executive Officer (CEO) is responsible for creating access and opportunity for IDEA PCS scholars. Reporting directly to the Board of Directors, the Head of School and CEO will be a reliable steward of IDEA’s priorities and mission, engage and support our constituent groups to develop and implement a strategic plan, and pursue faithful execution of IDEA’s goals using the school’s resources and human capital.
The ideal candidate has 5+ years of experience in K-12 school leadership, preferably working with students in historically underserved communities.
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Readers 2 Leaders is a 501(c)(3) non-profit organization committed to helping all children in Dallas read at or above grade level. They are looking for an experienced development and partnership leader to be their Director of Strategic Partnerships. The Director of Strategic Partnerships (DSP) is responsible for building strong relationships with all stakeholders of Readers 2 Leaders. This role will spend approximately half of their time working to prospect, secure and steward individual donors, as well as conducting individual donor initiatives. The rest of the DSP’s time will focus on developing partnerships with community stakeholders.
The ideal candidate has 3+ years of relevant experience in the development field, preferably in the social sector. This person also has experience in grant writing or work within the nonprofit sector.
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TrulyHired is a quick, easy, and tailored job board that specializes in providing JobSeekers with non-teaching roles at impact-driven education organizations. Here are a few of the amazing roles we have available. Check them out and apply if you're interested!
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