The Roosevelt University Office of Career Development hosted a panel discussion with three employers about the current job market and their perspective on conducting an effective job search during the COVID-19 pandemic.
Contact the Office of Career Development at career@roosevelt.edu or (312) 341-3560 for more details.
Originally presented: May 27 from 4-5 PM
00:00
writing of the Job Description to
00:02
betting the sources of where we’re going
00:04
to be distributing the Post or
00:07
recruiting from and then also going
00:09
through the different resumes before
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involving the hiring manager to review
00:15
the resumes of the selected candidates
00:16
all the way through again the onboarding
00:19
and yeah the firewall of when does my
00:22
insurance kick in and what are my
00:24
benefits and how can I sign up for a
00:26
transit benefit so I’m the recruiting
00:31
for full-time part-time and internships
00:34
as well and my name is Darryl Savage I’m
00:38
one of four sales district leaders in
00:40
the Chicagoland area I I would say
00:44
supervised that’s the closest word I’m
00:46
not technically the boss of what I
00:48
partner with insurance agents for
00:50
American Family Insurance thirty eight
00:52
of them and they have about a hundred
00:53
employees or team members themselves so
00:56
what I’m looking for are sales agents as
01:00
well as team members who work for those
01:02
agents cases by social media and face to
01:11
face in the past to meet with people who
01:13
I think would be a great fit for our
01:14
organization and our agencies to get to
01:16
know each other better
01:27
Chris
01:29
sorry about that oh we’re gonna dive
01:32
right in um join these unprecedent at
01:36
times what are some essential job search
01:38
tips you have for students who are
01:41
looking for either internships or
01:42
full-time employment look for the people
01:47
that are hiring obviously there are
01:50
companies that have shut down their
01:53
company is that are laying off employees
01:54
so you are looking for the companies
01:57
that are still in business that haven’t
02:00
necessarily need an essential that are
02:03
essential to the survival of all all
02:07
humanity I work for a company that works
02:10
in food we’re still we’re still working
02:12
today or we’ve not shut down we’ve got
02:14
laid off employees you’re looking for a
02:17
company and that still is working I have
02:20
to agree with Cristina
02:21
is keeping your options open and
02:24
aligning your search with with what’s
02:27
still what’s still viable industry and
02:31
how does your background and your
02:33
preparation align with that industry you
02:36
know and sometimes we have to step back
02:38
and perhaps consider roles and and
02:42
working for companies that many men may
02:44
not have necessarily been in our mix
02:46
previously and then also I would also
02:52
recommend that you don’t get lost in the
02:56
sea of the indeed resume submissions or
03:01
LinkedIn again align yourself with what
03:05
is who is still surviving in this in
03:08
this pandemic and how do I fit and go do
03:11
some research direct to directly to
03:14
their websites and see and see what’s
03:16
there you’d be surprised and I would
03:20
build on what Christine and Connie have
03:22
said a lot of people are feeling it’s
03:25
the end of the world and we know that
03:27
some businesses are really struggling at
03:28
the same time there are some businesses
03:30
that are they hit the jackpot with how
03:35
they are considered essential or all of
03:36
a sudden maybe they are more in need
03:38
than others insurance
03:41
happens to be one of those that’s as
03:43
close to recession proof like food as
03:45
anything else because people still need
03:48
it so to do your research and figure out
03:51
where you have a good opportunity
03:53
because we know there’s a possibility
03:56
that the last one hired can be the first
03:57
one let go so you want to be looking for
04:00
a company and an industry that you think
04:02
is healthy and you know what you only
04:04
get one chance to make a first
04:06
impression and to make sure that you
04:09
your resume no matter what you want it
04:12
to look like is ready to go at that time
04:14
that you reach out because you can’t go
04:16
back and say oh I should have said or I
04:17
should have changed my resume to
04:18
whatever make sure that you are ready
04:22
job and interview ready when you reach
04:24
out to people
04:28
all right
04:30
thank you our next question is how can
04:33
students effectively network during cold
04:36
in nineteen as we are practicing social
04:38
distancing what tips do you have around
04:40
that also media it’s all about using the
04:45
tools that we have and we are all using
04:47
today you’ve got zoom we’ve got you know
04:50
who got LinkedIn and you’ve got Twitter
04:52
all the things that you are using right
04:55
now in your homes are where employees
04:58
employers are looking so if you have
05:01
LinkedIn feed or you don’t have a
05:04
LinkedIn profile make one you’ve got
05:06
things that are updated that needs more
05:09
updating make sure that you’ve got those
05:11
updated because we are looking for the
05:13
candidates that I’m looking for I am
05:16
looking for someone who is active and
05:18
that’s someone who is gonna be checking
05:21
the site so if you make those leaves you
05:23
me it’ll LinkedIn profile and you’ve not
05:25
visited it in the last two weeks you’re
05:28
probably not gonna pop up in my search
05:31
keep active mm-hmm I would also say
05:35
volunteer is a good opportunity to get
05:39
your foot in the door somewhere where
05:41
you might think there could be a future
05:43
for you and and using your network of
05:46
family and friends on social media and
05:48
any anybody that you you know forever
05:50
connected with professionally as
05:52
Christina said and it’s in these times
05:55
it’s it’s all about who you know and who
05:58
they know that might be able to crack
06:00
open a door for you and I would say
06:03
whether you think it’s a wonderful time
06:06
to start your career or a horrible time
06:09
the fact is you’re right
06:10
it’s mindset so knowing that if you
06:13
focus on your uniqueness and your skills
06:16
you have opportunities a reality is the
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fact that a lot of people have lost
06:22
their jobs so you’re competing with more
06:24
but rather than thinking that puts you
06:27
at a disadvantage think about who you’re
06:29
competing with maybe you have more
06:31
technology expertise and skill focus on
06:36
your uniqueness and what makes you
06:37
different
06:38
think about what is beyond what may be
06:42
on a resume
06:43
makes you the best candidate and and do
06:47
some research about who you are
06:50
contacting what is that company about
06:52
what are they looking for if you’ve done
06:54
your homework that really really stands
06:56
out rather than connecting with somebody
06:59
like Connie or Christina and myself and
07:03
say who are you looking for what do you
07:05
want your role is to call us contact us
07:09
and say hey I know what your company
07:11
does and what you’re looking for and I
07:12
think you’d be a great I think I’d be a
07:14
great asset for your company so yourself
07:17
if you won’t who will I see that cody
07:20
has asked a question off to the right
07:22
there he’s asking about voluntary
07:24
separation and what are our thoughts for
07:27
this time – job change it depends it
07:29
depends on what you want if this is not
07:32
the job that you have wanted all your
07:34
life and it’s not making you happy maybe
07:37
it is the time for you to look for
07:39
another position but again think of the
07:42
job market it is a tougher job market
07:45
than it was three months ago
07:47
so keep that in mind – is that if you do
07:51
have an opportunity that has knocked on
07:53
your door okay maybe it’s time for you
07:55
to step aside but never ever step away
07:58
from a position that you have and it’s
08:00
that you are secure in without securing
08:02
another rule and having that offer in
08:04
hand because I’ve seen that too many
08:06
times as well where a friend has decided
08:09
I’m just gonna quit my job and look for
08:11
something else there’s plenty of jobs
08:12
out there and then it’s been a year
08:14
later and they have still not found that
08:16
job so keep that in mind as well don’t
08:19
don’t jump the gun before you have
08:22
before you have things settled and if I
08:27
could say when you’re out there and
08:29
you’re looking network professionally
08:31
make sure your profile is professional
08:34
if you end up interviewing and this is
08:37
one thing that I can only imagine the
08:39
other ladies are doing as well and it
08:41
ends up being via zoom or Skype what’s
08:44
your background how’re you addressed are
08:47
you eating
08:48
don’t things like that can be a real
08:52
benefit or can really have somebody
08:55
remembering that you just were not
08:57
professional in your opportunity to show
09:00
who you are so to take advantage of that
09:04
it’s one thing to see somebody who’s
09:07
really funny or silly or doing something
09:09
crazy on Facebook for kicks as a friend
09:12
that’s not necessarily the presence you
09:15
want on a professional networking
09:18
opportunity and you don’t want to start
09:20
by having to apologize or explain
09:22
something that doesn’t really make a lot
09:24
of sense
09:26
I definitely have to agree with that
09:28
employers are looking at your social
09:31
media presence so make sure that it if
09:35
you don’t think you want to show it to
09:37
your parents you definitely don’t want
09:39
to show it to your employer so be smart
09:45
hey you can also add X questions in the
09:50
chat box so if you have any questions
09:51
coming up and you want the panelists to
09:53
answer I just want to remind you that
09:55
you can ask questions there I’m going on
09:58
a more personal level
10:00
how has Kobe 19 affected hiring in your
10:03
organization’s I can take that one it’s
10:07
actually how to step back and reassess
10:11
what our needs are and what we can
10:14
actually pause as far as our search goes
10:18
and what we continue doing surprisingly
10:21
you know what we thought we needed ended
10:25
up opening an opportunity for a much
10:27
bigger role within the company and
10:30
despite the circumstances we’ve had a
10:33
very successful search have been able to
10:37
move paid search in house and and hired
10:41
a very talented young man to do the to
10:44
actually keep the role so you know we we
10:48
thought we needed you know two different
10:50
positions it ended up being that you
10:53
know what I think at this point we can
10:54
pause and and really look at for for
10:58
future growth what makes more sense
11:01
unfortunately you know one of the things
11:03
that we did pause was was internship you
11:06
know being in downtown Chicago
11:09
surrounded by institutions of higher
11:11
education who’ve all gone home you know
11:14
since the middle of March unfortunately
11:16
has also had to have us pause the search
11:19
and in fulfilling the summer intern
11:22
intern roles that we were looking for at
11:26
this point we might be able to resume
11:28
that that search and you might be what
11:31
to still identify some very strong
11:33
candidates it all depends on timing and
11:36
as we all know we’re sitting here in a
11:38
day to day so
11:40
that’s that’s that’s what we’ve seen
11:42
happen in house I keep an eye on that
11:47
chat box and I said a couple of
11:48
questions that are coming here so for
11:51
those who are homemakers or we’ve taken
11:54
the time to take care of their children
11:57
I’m at time we as employers notice the
12:00
gap on your resume so if you have that
12:03
time frame and you we see a gap we’ll
12:06
ask you about it you can address that by
12:08
saying that I was here from this this
12:11
year to this year as working as a
12:12
homemaker and then listing those
12:14
responsibilities as job duties because
12:16
technically when you’re working at home
12:17
I’m taking care of your little ones we
12:19
know it’s a job especially if hiring
12:22
manager is a woman or even if they’re a
12:25
man because they might be a bit sailing
12:27
the same experiences as well so you can
12:30
do the same but if we notice a gap and
12:33
you are not comfortable with it and you
12:35
omit it will still ask you about that
12:36
time frame hmm for more applicants and
12:41
candidates who are interviewing in
12:42
person we are doing I know from my
12:46
company we’re doing virtual interviews
12:47
as much as we can so getting yourself
12:51
ready for a virtual interview making
12:53
sure that your background is not crazy
12:55
that your kids aren’t running around
12:57
that your dog is I’m barking up a storm
12:59
those things are important during
13:02
virtual interview settings if you are
13:04
going on-site absolutely wear a mask the
13:08
employer should have those protocols set
13:10
in place they probably have a
13:12
questionnaire that you have to answer to
13:14
make sure that you not you aren’t
13:17
currently experiencing any symptoms that
13:18
you have checked your temperature before
13:21
they might even ask you if you’re going
13:23
on site to check your temperature
13:25
beforehand because as we are in a
13:28
pandemic it is an okay question to ask
13:31
now if the curve has flattened and
13:34
there’s no immediate threat we don’t we
13:39
don’t have to ask that question but
13:41
because we are still in a pandemic where
13:43
we are allowed to ask that question
13:46
so absolutely wear a mask they should
13:49
have Santa hand sanitizer for you you
13:52
don’t have
13:53
yourself bringing along or they don’t
13:55
not sure brain along okay um what other
14:01
questions then I see another message in
14:03
here okay well and I would say to build
14:07
on what Christina and Connie have said
14:09
don’t run away from the fact that if
14:12
you’ve taken time off to raise a child
14:13
or be at home because quite frankly if
14:18
that’s something that is has not been or
14:21
isn’t received the way you want it to be
14:23
when you clearly state it you probably
14:26
don’t want to work there anyway if
14:28
they’re not gonna value that then why
14:30
would you put yourself in that position
14:32
male or female
14:33
so I think that’s I think that’s
14:35
important why cover it up if somebody
14:37
doesn’t value how important that role is
14:38
then that’s that’s either as an
14:41
organization or as an individual
14:42
somebody maybe you don’t want to be
14:44
associated with and the other thing is
14:46
become very savvy when it comes to the
14:51
new way of networking get comfortable
14:54
with zoom and with Skype and with Google
14:57
duo if somebody asks you if you can do
15:01
that if you have done it before you
15:03
don’t want to say I’ve never heard of it
15:04
I haven’t tried it because this is the
15:06
way that we’re interviewing in many
15:08
cases for the foreseeable future
15:10
unfortunately so to know how to manage
15:14
your background to know how to mute
15:16
yourself to know how to change the video
15:18
is those are things that are important
15:21
to do so get comfortable with that there
15:22
are all sorts of aids out there that can
15:24
help you understand how these different
15:28
technology resources work so I would I
15:32
would stress that and I would say how
15:34
has it changed for us there’s more as a
15:38
company more of a remote mentality we
15:41
are expecting more and more people to
15:43
now work from home not come into the
15:47
office whether it’s part of the week or
15:49
maybe even all of the week I know I’ll
15:53
speak for my organization it’s it’s
15:55
easier if you have a relationship with
15:57
someone first and then they move to
15:58
remote rather than have somebody from
16:01
the get-go working remotely when you
16:03
don’t really know their their work ethic
16:05
and
16:07
and their their skillset so I would say
16:11
this is a wonderful time you will be the
16:13
first generation that comes out knowing
16:17
that companies are expecting more people
16:19
to work remotely and check in virtually
16:23
like this so own that lead in that don’t
16:27
be surprised by it I would say get
16:30
comfortable with it because that that’s
16:32
a real fail to have somebody asked about
16:34
being technologically or virtually savvy
16:37
at this point and you haven’t done it
16:38
yet so get comfortable what are the
16:41
questions that I see that popped up here
16:44
is how has coded changed our the way
16:47
that we recruit in regards to requiring
16:50
an individual to relocate geographically
16:52
versus working remote I can speak for my
16:55
company specifically we’ve always been a
16:58
flexible schedule remote type of format
17:02
so when when we saw our some of our
17:06
partners you know scrambling and
17:08
struggling to set up remote their
17:11
employees remote and giving them access
17:13
to be PN’s and equipment and phone lines
17:17
we were very fortunate that we just said
17:20
okay Monday everybody’s just work from
17:22
home starting Monday you know in our
17:25
search specifically we always bring that
17:28
off as part of the conversation that’s
17:30
you know we’ve we’ve recruited people to
17:32
come work for us all the way from you
17:35
know New York and and other places and
17:38
in some instances they choose to
17:40
relocate it’s not something that we’ve
17:43
always said you know no you know in this
17:45
position is strictly out of the office
17:47
and in Chicago we were open because
17:51
we’re set up to to work in that in that
17:54
capacity you know in the office or
17:56
remote I think I’m on the other side of
18:01
that we weren’t prepared super for Cova
18:05
night team and the remote working so all
18:08
of our employees did have laptops so we
18:10
did transition to remote working but we
18:14
are still recruiting as well so I did
18:16
hire actually just hired two employees
18:18
that have started and are starting in
18:20
the next
18:21
a couple of weeks I just had one start
18:22
yesterday I have another one starting
18:24
June first so their first weeks are
18:28
gonna be virtual but eventually they’ll
18:30
have to come into the office do some
18:32
hands-on training because it’s not like
18:34
we can train them on our machines at
18:36
their home we can’t ship the product to
18:39
them because it weighs a good amount and
18:41
it requires a crate so they actually
18:43
have to come into our office techs to do
18:45
that training and we do have we do have
18:48
those protocols set up we do have a
18:50
questionnaire that they have to answer
18:51
they do have PPE in the office we do
18:54
have social distancing guidelines in
18:56
place so there are a lot of things that
18:58
we can do but there are a lot of things
19:01
that you still have to to move towards
19:04
as we are becoming eligible to go back
19:08
into the office some of it will be
19:12
voluntarily in these first couple of
19:14
months but eventually we will be
19:17
progressing towards back to the office
19:20
so just keeping those things in mind
19:23
hopefully the PPE and the mitigation
19:26
factors that we’ll have set up in that
19:29
time will be enough that’s my hope
19:31
anyway and I would say to be nimble and
19:36
to be flexible we were asking right now
19:39
for our employees to be more flexible
19:43
than we’ve ever asked and I don’t think
19:46
any of us are probably in a position and
19:48
a first impression from someone to feel
19:51
that there’s somebody who’s not willing
19:53
to do things differently because we
19:55
don’t know what the rules are moving
19:57
forward so I think it’s really important
19:59
to know that somebody is comfortable and
20:01
ambiguity comfortable and not knowing
20:03
exactly what the future holds because if
20:06
somebody’s not comfortable with that
20:08
right now they’re just not going to be
20:11
comfortable period because we don’t know
20:13
what’s going to happen none of us do
20:14
and I would say and I know Christina
20:17
mentioned it as well to make sure that
20:21
the impression that you give initially
20:23
is appropriate because nobody will
20:27
believe that you can have a crying child
20:29
or a dog barking or people walking back
20:32
and forth behind you and asking you
20:34
in the interview and I think that’s not
20:36
gonna happen during your work day so
20:39
it’s about trust and having somebody
20:41
believe that you can get the job done
20:44
and separate out your scheduled show
20:47
that you can prioritize and you can
20:50
compartmentalize and you can find a way
20:53
to be effective in a different and new
20:55
environment right now because that’s
20:57
that’s what we’re looking for to
20:59
Christina’s point we are hiring people
21:01
for inside as well but I don’t think we
21:05
will ever go back 100% to the way we
21:08
were this it’s just not happening
21:09
there will be more remote opportunities
21:11
than we had before this happened
21:17
I see Caitlin asked about average wait
21:21
times for applying for jobs that really
21:25
is dependent upon the employer and how
21:27
quickly they are looking to hire their
21:28
for their role I know certain employers
21:33
do you take a long time I mean I I know
21:36
we take a ridiculously long period of
21:39
time to find their a candidate so it
21:41
really is dependent on the employer
21:44
themselves check to see how long the
21:46
positions been open how long has it been
21:48
post it if it’s just recently posted
21:50
maybe it’s something that they’re really
21:52
looking to fill if it’s been out there
21:55
for a few months they’re probably taking
21:57
their time and waiting for the right
21:58
candidate that has all the bells and
22:00
whistles that they’re looking for so it
22:02
might be a little bit and might be
22:03
faster it’s okay to follow up I’m
22:06
absolutely so they reach out to the
22:09
contact person the HR person the
22:11
supervisor whomever is the hiring
22:13
manager for that role and say hey I put
22:15
in an application here I just want to
22:17
make sure that you received it and where
22:19
my status is it’s perfectly okay to do
22:21
that we know that for candidates that
22:26
are inquiring that they are active and
22:28
they are interested in our role if they
22:30
do that so that gives them a little bit
22:32
of a leg up in that search so it’s okay
22:35
to ask I would say don’t take the delays
22:41
personally right now every day we were
22:44
waiting to hear what our corporate
22:46
decisions are about how we reopen how
22:49
many be people can be in the office and
22:51
don’t take silence for the fact that
22:53
somebody doesn’t like you or oh I really
22:56
blew the interview or my resume wasn’t
22:59
good enough that person you’re talking
23:00
to may just be waiting for the next set
23:02
of instructions or the number of people
23:05
are hiring is that different how many
23:08
people are gonna work from home how many
23:10
people are gonna come into the office so
23:12
just know to have patience at this point
23:14
because it could just be a process that
23:19
is changing within hiring and within the
23:22
organization itself so know that none of
23:25
us know the answer right now
23:28
I agree completely with Darrell so it’s
23:31
it’s it’s a waiting game sometimes again
23:35
it’s okay to ask things could get
23:39
involved it also depends on the time of
23:40
the year I know right now May is a
23:43
horrible month for me because that’s the
23:45
end
23:45
it’s beginning of her fiscal year I’ve
23:47
got open enrollment that’s just closed
23:49
I’ve got performance reviews that have
23:51
just started so it’s it’s just a really
23:54
busy time for me and I’ve got a job
23:55
search going on so I’m a little
23:58
inundated so don’t take any board to to
24:04
heart it’s just it’s that time of the
24:06
year for some employers and if you have
24:09
to follow up and say hey just one make
24:11
sure you got my email again it’s okay to
24:13
ask it is I will draw in a word of
24:17
caution though did that become the
24:18
stalker you know you know i-i’ve been in
24:22
that position it’s like okay you know
24:24
you can’t just show up in the office and
24:26
ask me about the open position just just
24:30
practice them a little bit of courtesy
24:31
there I think an email once a week maybe
24:37
a call once a week anything more than
24:40
that it’s like I understand you’re eager
24:42
and you’re gonna send out one email is
24:49
perfectly fine take a little bit too
24:52
much you just want to tone it down there
24:53
and those don’t show up unannounced
24:56
please don’t especially now we did get a
25:03
question from an international graduate
25:06
asking of course a challenging time for
25:10
everybody right now especially for
25:12
international students do any of your
25:14
companies take international graduates
25:17
and what kind of advice do you have for
25:19
international students at this time I
25:26
would say for my company
25:28
it’s about customer service it’s about
25:31
sales it’s about relationship and the
25:36
majority of my agents are first
25:40
generation they’ve come from
25:42
Mexico they’ve come from Eastern Europe
25:44
Poland in particular and Russia and
25:47
Guatemala and Croatia
25:49
that’s what Chicago is so I would say
25:54
for us it’s about people who are
25:56
establishing an opportunity here long
25:59
term um I will say as a sales
26:01
organization and people who are building
26:03
their careers American Family Insurance
26:06
and other insurance companies working as
26:08
an agent that’s not something you do for
26:11
five years then you move on generally
26:13
it’s building a career so it doesn’t
26:17
make sense to spend a lot of time with
26:22
the investment of paying and not getting
26:24
to the point where you’re rewarded for
26:25
the fruits of your labor so I would say
26:28
in a number of sales jobs if you’re
26:31
going to be here for a long time
26:33
game on we love it for a shorter period
26:37
of time it may not make enough sense for
26:40
you not not for the company just
26:43
thinking about the right thing that’s
26:45
for you we do as a as a corporate
26:48
corporation our headquarters are in
26:49
Madison Wisconsin and we are continuing
26:55
to hire that’s not changing at all in
26:57
fact 4rc you know that’s something is
26:59
very very that’s very variable important
27:02
that we reflect our community
27:07
unfortunately for us we don’t take
27:09
international students at this time we
27:13
just don’t have the funds to support the
27:16
visa and costs just unfortunate for us
27:20
but and I’m sure there are opportunities
27:24
out there that we can probably connect
27:26
you with that we all have networks that
27:29
we can tap into you if you aren’t eating
27:31
up some assistance yeah our company did
27:35
go through that process and we do have
27:37
an international employee it is a
27:40
process it is an investment and you know
27:43
I think looking at it from you know one
27:46
employee at a time and and and looking
27:48
at the length that they’re approved for
27:50
to to work in this country
27:55
very quickly with the process again
27:59
leverage your network and you know
28:01
you’re an international student you
28:03
probably went to school with other
28:05
international students where are they
28:08
reaching out who do they know or you
28:11
know who in your circle came from the
28:14
same type of background and what are
28:15
they doing that that would be a really
28:17
good place to start and I would say I
28:22
know I’m biased because my job is in
28:26
part sales but I will say everything is
28:29
sales you’re selling yourself developing
28:32
a new relationship with an individual
28:35
you sold yourself in order to have an
28:37
opportunity to get into Roosevelt
28:39
University everything you do is selling
28:42
this is your chance to say to a company
28:45
yes there’s the opportunity for them to
28:47
hire an international student why is it
28:49
their their best interest to do it that
28:51
that’s your role not the the company’s
28:55
opportunity or expectation to try to
28:59
figure out why it’s good for them to
29:01
take you this is the chance for you to
29:04
do your homework about that organization
29:06
and find out what are you bringing that
29:07
makes it so you are a very very strong
29:09
asset now we know that there are some
29:12
issues when it comes to timing and costs
29:15
so I’m talking about if it’s an option
29:17
to look at that and not give up thank
29:25
you
29:26
we have
29:27
other question come up I’m guessing this
29:30
person was referring to when we were
29:32
talking about
29:33
resumes if you’ve stayed at home to take
29:35
care of your children there’s a same
29:38
goal for people who’ve cared for aging
29:40
parents so they’re those same rules kind
29:42
of still apply all the same address the
29:46
gaps otherwise you know as the recruiter
29:50
you’re you’re making assumptions and you
29:52
don’t want us to do that I transparency
29:57
is is something highly valued and
30:00
addressing whatever it is that you were
30:02
doing between between those timeframes
30:04
is important that you that you do
30:09
and just know that when you explain
30:11
something like that that’s not a
30:13
weakness that’s not that’s not an excuse
30:16
that’s nothing to be ashamed of just
30:18
just to explain what the situation is is
30:21
something that that you should expect to
30:25
do why did you switch from school to
30:28
school why did you not stay at a job for
30:31
a longer period of time why did you have
30:33
a gap in your work history we have to
30:36
explain things all the time just be
30:38
confident going in that whether it’s
30:41
Connie or Christina or I probably can I
30:43
asked about it so don’t be taken by
30:45
surprise get ready with your answer
30:47
before you’re sitting down in front of
30:48
us the gaps that we’re gonna see now is
30:51
the same as we have seen as 2008 hit
30:55
with recession and a lot of people got
30:57
laid off now that there’s going to be a
30:59
gap in 2020 from March to whatever we’re
31:02
gonna know that it was because of this
31:04
time all HR managers directors we’re all
31:09
going to know and recognize that this
31:12
timeframe is because of the pandemic so
31:15
don’t be frightened of it but be open
31:18
and be transparent just like Connie just
31:20
like Darrell have stated always be open
31:26
with the things that you’ve done
31:27
especially during the time frame because
31:29
employers from probably also ask you
31:31
what did you do during this time frame
31:34
so what what things have you embarked on
31:37
while you were quarantined did you learn
31:40
something new
31:41
did you take a course did you learn a
31:43
language did you volunteer by making a
31:46
million masks you know we want to know
31:48
those things to you because that kind of
31:50
gives us an understanding of your
31:52
personality and it gives us an
31:54
opportunity to know you a little bit
31:55
more and how you would fit within our
31:57
company take every opportunity as a
32:02
competitive advantage what is your story
32:06
that you can tell they have somebody
32:08
fall in love with you to say oh that’s
32:11
the sort of person that I want in my
32:14
organization so when something like this
32:16
happens that is totally unexpected
32:18
unexpected that that’s someone who’s
32:21
creative and it’s gonna make the met the
32:23
best of it rather than wallowing and
32:24
change and not being comfortable with
32:26
not not knowing what’s happening next we
32:29
want to see somebody who makes eliminate
32:31
out of limits and if you can explain
32:33
that and what you’ve done that’s great
32:36
and these these questions about taking
32:39
care of families what a wonderful way to
32:42
show your commitment and loyalty to the
32:44
family quite frankly we need more of
32:46
that in this country so to not go in
32:49
with your tail between your legs
32:50
thinking it’s a bad thing but this is a
32:52
decision you needed to make to take care
32:54
of your family but now maybe the story
32:57
is how eager you are for an opportunity
33:00
to get back to what you were doing
33:01
before and this is what you’re gonna do
33:03
to position yourself so you’re
33:05
successful use it to your advantage
33:08
hey we have another question how do you
33:12
explain a gap when you’re not taking
33:14
care of a parent or children can you say
33:16
more than I’ve been looking for work and
33:19
also what if you’re volunteering only
33:22
once a week say at a food pantry sterols
33:27
stated you you’ve got to make sure that
33:29
you’re prepared to demonstrate that you
33:31
haven’t just you know been applying
33:33
online you know sitting at home behind a
33:35
computer what else have you been doing
33:36
have you been immersing yourself in your
33:38
community
33:43
you know we’d like to see that your
33:46
people are there self-motivation there’s
33:49
a self-improvement
33:51
and and says a lot about okay the
33:55
impetus of this person to to do things
33:57
on their own and app being hey you have
34:00
to go to do this thing even if you’re
34:02
volunteering once a week an hour an hour
34:05
a day once a week that still says a lot
34:07
you’re executing a job for no pay for a
34:12
very worthy cause I’m sure and as we’ve
34:17
all said that that shows attributes in
34:19
an employee that I think will influence
34:23
the type of employee that you’ll be in
34:26
the office and I would emphasize that if
34:30
you have those gaps whatever happened
34:32
you left school they were layoffs please
34:37
do not blame things happen and I’ll tell
34:41
you it’s not a turn-on to me when
34:43
somebody starts by saying well they
34:45
really shouldn’t have done this then my
34:46
supervisor said that and then and then
34:48
because of that I lost my job or oh no
34:52
it’s it’s really about how you respond
34:55
to things that have happened and and if
34:58
your opportunity is just say so I took
35:02
some time to research to make sure this
35:04
is what I learned from the last
35:05
experience and I realize I didn’t want
35:06
to do that so I spent some time looking
35:09
for X there’s nothing wrong with doing
35:12
the work the Connie’s point sitting on
35:14
your hands and doing nothing and open an
35:16
employer calls you that’s not doing the
35:17
work so to demonstrate what you’re doing
35:22
actively and creatively to move forward
35:24
and make an impact in your community and
35:26
in looking for work and I think just to
35:29
kind of go along with what Darrell has
35:31
stated you can’t change the situation
35:34
but you can change how you respond to
35:36
the situation so making sure that no
35:41
matter what that you’re still being
35:44
optimistic and you may have just just
35:48
been searching for the right job you
35:50
might have just been taking that time to
35:52
do research on all the companies or you
35:55
been preoccupied with your volunteer
35:58
work it’s perfectly fine but just be
36:00
prepared to answer those questions
36:02
openly and honestly when the time comes
36:05
in the interview ask you that question
36:13
you
36:15
we got another question about
36:18
interviewing if you’re interviewing in
36:20
person what if you want to wear a face
36:23
shield versus a mask how would that be
36:25
perceived during the interview it’s it’s
36:29
your choice of PPE if that’s what makes
36:31
you feel safer then do that we’re not
36:34
gonna fault you for knowing that you
36:37
know the base shield is gonna protect
36:39
your eyes from those water droplets that
36:42
come in from kovat 19 we know that but
36:45
it’s it’s all up to your your comfort
36:49
level we know that it’s a very odd and
36:52
very strange time for us and that the
36:55
proper PPE is necessary so if it comes
36:58
in the form of a face shield we’re okay
37:01
with it honestly I’m okay with it I
37:04
don’t know what other employers think
37:05
but I’m sure Connie and Darrell will
37:08
probably think the same yep no I’m
37:10
absolutely offended by it the reality is
37:16
if somebody’s not going to let you show
37:18
up in a manner that you feel is
37:19
necessary to be safe again you probably
37:21
don’t want to work there weren’t there
37:23
if they’re gonna do that to you in the
37:25
first appointment you have together what
37:28
other things are they gonna make you do
37:29
that you’re not comfortable with so it
37:31
so they don’t know oh the age of family
37:34
members or the vulnerabilities of health
37:36
so I would say do what you need to and
37:39
what you’re comfortable with and that
37:40
that may be a barometer for you to just
37:43
see as you court each other if that’s
37:46
the sort of company you want to work
37:47
with based on how they react and I think
37:50
honestly it’s okay to ask for virtual
37:53
interview and say hey I’m really not
37:54
comfortable at this time can we will see
37:57
a zoom interview can we move this to to
37:58
Microsoft teens or whatever outlet is
38:01
comfortable you so absolutely pushed for
38:05
a virtual interview ask for that if
38:07
they’re not comfortable with it and
38:09
maybe the kovin response has not been as
38:12
proactive as it should have been agreed
38:15
agreed
38:20
okay we have another question how are
38:23
older say 50 to 60 euro applicants
38:26
perceived even though I know for for me
38:34
for candidates that come in that have
38:36
more experience especially in sales we
38:40
know that they’re more savvy than are
38:41
not as sales or junior sales persons so
38:44
absolutely bring them in but for certain
38:49
individuals 56 years old coming in for
38:52
like a customer service representative
38:53
entry-level position probably not the
38:57
best fit um it really is dependent upon
38:59
the role that you’re applying for it
39:01
depends on what you’re looking to do
39:04
again if you have a great amount of
39:09
experience being in that age bracket 5
39:12
all the things that you think that you
39:14
want and that you think you can get and
39:16
then make it make your resume sing to
39:19
those attributes I agree with Christina
39:23
it’s not it’s not the age doesn’t matter
39:26
it’s what you’re what you can
39:28
demonstrate on paper because let’s face
39:29
it that that is your calling card we’re
39:32
going to peruse the resume and see you
39:36
know why you thought you know your
39:38
experience is a fit with the position
39:40
that we have open um regardless of where
39:44
you went to school or how old you are
39:46
and just the fact that you asked the
39:49
question tells me that internally you’re
39:53
thinking maybe other people are
39:55
wondering about a 50 or 60 year old so
39:57
I’m thinking why dodge it explain the
40:02
rationale and and why specifically have
40:05
you made the decision at this point
40:06
rather than pretending that the elephant
40:08
is not in the room why not address it
40:11
and I would just say do not fall into
40:13
stereotypes do not talk as a 50 or 60
40:17
year old all about well you know all of
40:19
this LinkedIn in the social media stuff
40:21
I’m not with that technology I’m don’t
40:23
do that
40:24
that’s not gonna help or back in the day
40:26
don’t say back in the day talk about the
40:29
fact that here’s how you’ve gotten up to
40:31
speed not only
40:32
do you have the strengths that christina
40:35
and Connie are talking about but here’s
40:36
a surprise something you may not have
40:38
thought about me and I think that just
40:40
positions you differently now you have a
40:42
competitive advantage it really comes
40:45
down to do you have the experience for
40:47
the job is the experience applicable to
40:51
what you’re applying for and would you
40:55
make that position better or would you
40:58
determine the other candidates that have
41:01
applied so Ari why are you the better
41:04
candidate and it might actually not have
41:06
to do anything with your age it might
41:07
just have to do with your experience
41:09
level maybe you’re not the best
41:11
candidate because you don’t have a
41:13
certain amount of experience and
41:15
whatever it may be maybe it soon costs
41:18
maybe it’s you know database or
41:21
spreadsheets who knows whatever it is
41:23
but don’t also stereotyped yourself
41:26
don’t think of those biases upon
41:28
yourself
41:29
don’t put don’t pigeonhole yourself and
41:31
say okay well I can’t apply for this
41:33
because I don’t have this experience
41:35
demonstrate that you can learn it figure
41:38
out the things that you’ve not had
41:42
experienced before and demonstrate how
41:44
you’ve learned those things and made
41:45
yourself better by this there’s a thing
41:49
about question here are older candidates
41:51
viewed as expensive and I think that’s a
41:53
really good question
41:55
you know when you’re applying to jobs
41:57
you know we we should be doing our
41:59
research you know and be prepared to
42:03
answer the question of you know you’re
42:05
applying to a $50,000 a year job tell me
42:08
tell me why
42:12
poor Connie I’d like to make sure that
42:15
are you aware that this is this is this
42:18
this is the job and this is what it pays
42:21
are you so interested in speaking with
42:23
me today and you’d be surprised how many
42:25
times yes and the conversation that
42:28
comes up as to why you know I I need to
42:31
reorder my priorities I have other
42:34
things happening at home and this type
42:36
of role would lend itself to that and
42:38
yes my resume has a wealth of experience
42:41
but that doesn’t mean that I’m looking
42:43
for a six-figure salary because this is
42:46
what I’m looking for and so it’s you
42:50
know older candidates are not
42:51
necessarily expensive no it really is
42:54
dependent upon the experience level so
42:56
if you’ve been in a sales position from
42:58
I don’t know 1982 like 2020 absolutely
43:04
you’re gonna be more expensive because
43:06
you’ve got 40 plus odd years of
43:09
experience in sales from that time we
43:12
know you’re we know you’re at a certain
43:14
level right but if in fact you have
43:17
switched from role to role and different
43:19
roles in different capacities of those
43:22
positions we know if you’re a savvy HR
43:25
person you know okay well this is the
43:27
job median and salary range for this
43:30
position and this person has this amount
43:33
of experience in this role so we already
43:35
know how much you’ve made so it doesn’t
43:38
necessarily have anything to do with
43:40
being older and being more expensive it
43:43
again has to do with the experience
43:45
level of the position of the position
43:47
you’re playing for and how much
43:48
experience you’ve had in that role and
43:51
one thing Teresa and Kristen if you guys
43:54
if you guys don’t mind one thing I want
43:56
to make sure we address because I
43:57
thought it was a really telling question
43:59
and a good one and that’s about the the
44:02
cover letter and how important that is a
44:04
lot of these things that we’ve been
44:05
talking about what a great place to
44:07
explain it you know you are with the
44:10
resume there are certain expectations of
44:12
Education and the employment history and
44:15
information about yourself you do get to
44:17
a point where you run out of space and
44:19
there can be some things that just in
44:20
that format aren’t explainable about
44:23
the history this is a great place to
44:25
jump off of the page show your
44:27
personality show your uniqueness and a
44:30
cover letter is a great way to explain a
44:33
number of these different questions that
44:34
you’ve had I think I mean let’s let’s
44:37
face it you’re not gonna be addressing
44:38
your age in the resume national person
44:44
so anyone already has that on their
44:46
resume um but for the United States it’s
44:50
completely different absolutely you get
44:52
a chance to tell your story how you got
44:54
to this point what you’ve learned and if
44:58
you talk about something you’ve learned
44:59
and you made a decision that career
45:01
changes then that tells us well that
45:03
person’s gonna be older they tried some
45:05
other things now they’re doing something
45:06
different so I would say keep that in
45:08
mind and you don’t use a cover letter as
45:11
a filler like it’s an obligation oh I
45:13
don’t like doing these I’m just gonna
45:15
send it this is the chance for me to see
45:18
something different other than the
45:21
obligatory things that have to be quote
45:23
unquote on a resume that shows the
45:26
creativity to me so I think that’s a
45:29
that is definitely the a dealmaker more
45:35
than a potential resume being a breaker
45:39
in some cases for me because there are
45:42
things that can be explained there that
45:44
really can’t be addressed in a resume um
45:47
if I if I may I’ll be honest I I don’t
45:51
recover letters I go straight to the
45:54
resume I look at you
46:00
there’s one again I look at your
46:03
experience and I above that I look at
46:06
internships did you pursue any and we’re
46:09
all were they also aligned with the role
46:11
that you’re applying for
46:13
I’ve seen not to say that I haven’t seen
46:16
cover letters and I haven’t read them
46:17
but I don’t necessarily prioritize
46:20
resumes because they have a cover letter
46:22
I’d rather see a very well-organized
46:25
resume with that tells me that you
46:30
understand the job that you’ve applied
46:32
for you
46:36
I mean I mean I know for myself I don’t
46:39
really they’re just hitting apply apply
46:41
apply so Mike I want to see those
46:45
resumes I want to see the alignment
46:49
absolutely that resume is very important
46:51
but I know for myself I don’t know
46:53
Darrell or Connie how many cover letters
46:55
you actually see I don’t see virtually
46:57
any anymore you know I mean just because
47:01
of how the job markets been because
47:03
we’ve been pulling candidates ourselves
47:05
from our own searches I don’t I know for
47:07
myself I’ve not received a lot because
47:09
the candidates that are applying are the
47:11
people that I’ve asked to apply for the
47:13
job I don’t see too many cover letters
47:17
anymore
47:17
not to say that they’re not important
47:19
absolutely if you have something that
47:20
you need to say that you can’t get
47:22
across in your resume absolutely right
47:24
in a resume sure but I know I don’t see
47:27
too many because just the nature of how
47:29
my job searches go and to be clear and
47:32
build on to what Connie said the fact is
47:34
if there’s a real poor resume there’s no
47:37
way I’m getting to the cover letter it
47:38
really it starts with that because I
47:41
will not wouldn’t waste my time if there
47:45
are now back to professionalism
47:46
there’s typos typeset and things just
47:51
look sloppy I don’t care what you can
47:55
control in a cover letter doesn’t matter
47:58
because we’re not gonna look at it so I
48:00
think it’s really important to know that
48:02
one thing bills to the next but just the
48:05
way now we we submit a lot more resumes
48:07
online and things like that just don’t
48:11
have that as much I’ve definitely turned
48:13
away candidates because they’ve had more
48:15
than a few grammatical errors and typos
48:18
on their resume because they’ve just
48:20
been sloppy and when the job
48:23
responsibilities actually say attention
48:25
to detail that detail in your resume
48:29
it’s absolutely critical so you have to
48:32
be really really prepared to make sure
48:35
that those things are very neat and tidy
48:36
before using them out mm-hmm and I would
48:40
say a special perhaps two rows about one
48:44
of the things that your school appeal
48:46
was to me so much is is non-traditional
48:49
students and so
48:50
so many people of different languages
48:52
now that said the excitement with that
48:54
not an excuse for saying well I can be
48:58
sloppy they’ll understand there’s a big
49:00
difference the goal is to be the best
49:02
that you could be and whatever the
49:04
situation is let someone if I was
49:07
applying for a job as a chemist that’s a
49:11
different language I would have somebody
49:13
else look at it maybe who can help me
49:15
through that to make sure I’m not making
49:17
those mistakes even though it may not be
49:18
natural to me put yourself in a position
49:21
where you have a chance to be chosen and
49:24
not turn one of us off so badly because
49:26
of those mistakes that we don’t get to
49:28
the next step hey we have another
49:32
question if you qualify for more than
49:34
one row at a company is it frowned upon
49:36
if you apply for multiple positions no
49:42
but just
49:45
you
49:47
just make sure that you are qualified to
49:50
do either one of those no matter what
49:57
the position I think I want to see a
50:00
logical reason based on your skill set
50:03
in what your ultimate goals are or that
50:07
you would want to be in that role where
50:09
to me I would frown upon it is when it’s
50:12
clear that there’s a natural match in
50:14
one place and then the next person that
50:16
there’s no way that person should be
50:18
applying for that role it becomes
50:20
clearly they just want to get into the
50:21
building and it’s not necessarily the
50:24
right thing for them so nobody wants to
50:26
hire in that second that number two
50:28
department if it’s not the right person
50:29
so I would just say be really careful if
50:33
it’s not the right fit you could have
50:35
two that are fit and then I agree that
50:37
maybe it makes sense if you’ve got a
50:44
prudent HR manager that knows the open
50:46
positions and sees all the resumes
50:47
they’ll know that you qualify for more
50:50
than one rule and they’ll give that
50:51
resume to the other hiring manager so I
50:54
wouldn’t be too concerned by applying to
50:56
all of the jobs all the resumes may just
50:59
go to one location so you might just be
51:01
sending multiple copies of your resume
51:03
to the one person who’s reviewing for
51:05
all of the jobs okay so we’re going to
51:10
end up our questions you guys have
51:13
answered so beautifully and the
51:15
questions that have come in have been
51:17
awesome so for the last one what are
51:20
absolute musts purses absolutely no nose
51:24
on a resume
51:30
absolute must for me education so many
51:35
times you see resumes come through and I
51:37
can’t I don’t know where you went to
51:43
school or I don’t know what year you
51:46
started working for some reason people
51:48
are opting to or for forgetting to
51:52
include years on their resume so that
51:54
for me that’s that’s an absolute must
51:56
make sure your school is there make sure
51:58
your your degree and and when you
52:02
attained it your your jobs your
52:05
progression in your and your different
52:07
jobs and some story
52:09
give me a timeline objectives I don’t
52:14
think are necessary on resumes anymore
52:16
so you don’t have to put an objective on
52:18
a resume
52:19
absolutely your career experience and
52:21
your positions your responsibilities the
52:24
time for each of those roles if you’ve
52:27
had advancements in those companies so
52:29
if you’ve had more than one position for
52:31
the same company
52:32
absolutely list those out in detail may
52:35
I have this position from this time
52:37
frame I then was promoted to this
52:38
position at this other time frame and
52:40
then go from there so those are musts
52:44
for me to see don’t necessarily need to
52:47
see a lot of your extracurriculars from
52:52
school unless you feel as though they’re
52:53
important if you feel that your time on
52:58
the baseball team has led you to be a
53:00
team player and it’s good for Salix okay
53:03
but it’s not super necessary unless you
53:08
feel it’s unless you feel it’s super
53:10
important to you but you want to make
53:12
sure that you know hey I know that this
53:15
this hiring manager used to be a
53:18
professional or minor league baseball
53:20
player I want to I want to make sure
53:21
that I’ve got you know that simpatico
53:23
with them go ahead and put it on but not
53:26
super necessary for me anyway well one
53:29
thing I will recommend do your research
53:31
on keywords that are related to the job
53:34
that you’re applying to and make any
53:40
times the autumn
53:42
automated services our our scanning
53:45
resumes that way so either you know as
53:49
as Christina mentioned objectives may
53:51
not necessarily be that important
53:53
anymore but listing your very specific
53:56
skill set and integrating those keywords
53:58
is yeah if if the position you’re
54:01
applying for requires that you need to
54:03
know Salesforce
54:06
SPSS Excel you know list all of those
54:09
things because we’re important for for
54:12
the position itself so absolutely the
54:16
other thing that you should be doing is
54:17
tailoring those resumes to the positions
54:19
that you’re applying for so if you are
54:21
if you’re applying for an accounting
54:23
role and you need to know it Excel
54:25
absolutely make sure that you have excel
54:27
in your your resume if you’re applying
54:29
for that sales role make sure that
54:31
you’ve got all of that customer
54:32
experience that you had from your years
54:34
at Shake Shack I don’t know that you
54:38
that you’ve have been able to handle a
54:40
lot of different customer situations and
54:42
different scenarios and you have that in
54:45
your your bag of tricks so to say and
54:49
the only thing I would add on to what
54:51
Connie and Christine have said is if
54:54
possible multiple accurate ways of
54:57
contacting you that are personalized
55:00
when there’s just one or when the person
55:03
who picks up the phone is someone else
55:07
rather than you if it’s going through a
55:11
work email that isn’t personalized and
55:14
other people have access to it then that
55:16
makes us uncomfortable too you know so
55:18
we just want to make sure it’s the right
55:19
way to contact you and that it is
55:21
updated
55:22
there have been numbers that are wrong
55:24
and phone numbers that obviously is a
55:27
major turnoff you just want to make sure
55:30
if your email is something that is not
55:33
your and your your name at all I’m might
55:38
want to change that we don’t need to
55:39
know that you are crazy into cats 24 at
55:43
aol.com
55:44
okay so just make sure that you’ve got a
55:47
professional email address mm-hmm
55:52
all right well on that note we are going
55:55
to wrap up but thank you again
55:57
Darrell Connie Kristina for sharing all
56:00
of these tips and your expertise with
56:02
our students and alumni
56:04
Amy provided great information I’m sure
56:06
it’s been very helpful to all of our
56:08
attendees so thank you again for
56:10
participating I am going to share with
56:15
you guys just our contact information so
56:19
students alumni keep in mind that if you
56:22
are wanting to schedule a career
56:25
counseling appointment this is our
56:28
contact information our office is
56:30
currently closed but we are doing phone
56:33
appointments and appointments via zoom
56:35
as well so if you are interested in
56:37
scheduling an appointment to go over
56:39
your resume mock interview need help
56:41
looking for a job please feel free to
56:44
reach out to us at either our email or
56:47
our phone number and also keep in mind
56:49
our next workshop that we are going to
56:53
be hosting is going to be on June 11th
56:56
at 4 o’clock and that one’s going to be
56:58
on self-care and work-life balance so
57:01
please stay tuned for more details to
57:03
come about registering for that workshop
57:06
and if you do have any questions about
57:07
that or any other workshops that might
57:09
be coming up this summer please feel
57:11
free to reach out to us so thank you
57:14
again everybody for joining and enjoy
57:17
the rest of your day
57:21
[Music]