The Ultimate Job Search Guide for Millennials

The Ultimate Job Search Guide for MillennialsIf youre a millennial, then youre probably used to reading all sorts of articles, tweets, etc. telling you all about how millennials roll, especially when it comes to jobs. Millennials are job hoppers. Millennials are casual in the workplace. Millennials are obsessed with social networking. These broad-brush statements try to provide a broader cultural context for the generation, but they arent necessarily helpful if you happen to be a millennial, and are looking for career guidance. Thats why weve put togetherbei this pfotey guide, walking you through the job hunt from start to finish. googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) Step 1 Figure Out What You WantMaybe youre just finishing up with school. Maybe youve been coasting in an entry-level job for a while, or bouncing around in short-term jobs that dont really scream long term career options. Whatever the case may be, its never too late to figure ou t what you really want to do with your life, and start building toward that goal.Do what you love is an ever-popular piece of advice. Its also not a hard-and-fast rule. Sure, the concept of getting paid to do something youd do for free is the ideal for most working people. Its also not very realistic in a lot of cases. What you love to do may not pay well, or may not be feasible long-term. Whats most important to consider in setting your career goals is what you can do well, and how you can turn that into a career, not just a job. For example, being an accountant may not be the most glamorous career path, but if youre a math whiz and can binnensee yourself conquering various levels in the field, then its a solid choice. (You can still pursue your passion for interpretive dance in your free time, or turn your dog stylist business into a side hustle.) Thinking now about what your short- medium-, and long-range goals is a great first step because it helps you really focus your time and energy during your job hunt.Step 2 Build Your ResumeOnce youve got your next steps figure out (or have at least identified where you want to target your job search), its time to start building your applicant package. The foundation of this will always be your resume. Resume trends and fads will always come and go (Im pretty sure we all thought wed have video resumes by now), but you can never go wrong with the classic an organized, efficiently worded one-sheeter that gives a snapshot of what youve achieved, and what youre seeking to do next.Youve probably created a resume before and have a da sagst du was doc kicking around already, so what comes next might be a little painful. Scrap it. Create a brand-spanking-new oneone that doesnt just reheat an older version of yourself and your career, with cut-and-paste updates. Take the opportunity to really think about every word youre putting in your resume.Tips for creating your resume masterpiecePick a format.Write a headline or an objec tive statement.Use strong action words to describe your experience.Outsmart the robots.Dont forget You can create a general, foundational resume that has the most up-to-date information about yourself, but its also important to customize your resume for each individual job for which youre applying. You dont have to create a new resume from scratch for each job opening, but you can customize fields like the headline, some bullet points, and skills to match the job description or the target company.Step 3 Build Your BrandNow mora than ever, your brand is a factor in your job search. Your career brand (or your professional story, condensed into an easily pitch-able sentence or two) goes beyond your resume, and now extends to your online presence as well. To build your brand, its important to consider what information about you is out there in the public sphere, and how that might be perceived by potential employers. That means taking a close look at all of your social media profiles, m aking personal accounts private, creating new ones that have a professional shine, and showcasing your work.A personal website is a great way to accomplish this, as is building a robust LinkedIn profile. These avenues are great for giving a recruiter or potential employer more information than you can cram into your resumeshowing rather than telling. As with anything in your job hunt, its crucial to keep your brand (and any public-facing websites, social media, etc.) friendly, professional, and updated as often as possible.Step 4 Build Your NetworkThis can go hand in hand with the brand-building, because its all about forging connections in your professional community. Your network (whether its people you know in person or digitally) can be one of your biggest assets in the job search. This doesnt mean simply collecting names on LinkedIn like those fishbowls full of business cards you see at restaurants. Meaningful connections are the ones that will benefit you the most, either by w hat you can learn, or what opportunities may come your way. Interaction is keywhether thats responding to a blog post, retweeting, or emailing to say Hey, I thought you had a really interesting point on X. And for the professional contacts that you know IRL, keep those bonds alive by having a coffee once in a while to catch up. Even a holiday card once a year can go a long way.Keeping your network fresh is a way to bolster your job search. You never know when someone who knows someone might have the right job opening, or can put in a good word for you. And even if you dont get a perfect job opportunity handed to you via LinkedIn, you can still learn more about how your industry works, and what it takes to move onward and upward in it.Step 5 Upgrade Your Interview SkillsMillennials sometimes get a bad rap (fair or not) for always having noses buried in devices, texting over calling, and generally being digital-savvy over communication-savvy. This means that strong bewerberbewerbungsg esprch skills are essential. Like the resume, the interview is a part of the job hunt that doesnt change much over time. The same sets of skills will likely determine your success (or failure) as they did for your parents before you.Interviews can be a minefield for everyone, so its important to be prepared.Tips for your interview prepHave a go-to interview outfit thats spotless and professional.Work on your handshake, eye contact, and posture.Have your talking points ready to go.Be prepared for all sorts of questions.Ask good questions.The more prep and practicing you do before an interview, the more at ease youll feel on the day itself.Step 6 Become a Follow-Up NinjaAfter youve had an interview (or two) you just sit back and wait for the email to roll in, right? Nope. Dont forget the crucial step of following up an interview (of any kind) with a thank you notenzeichen to everyone who met with you. Prompt, same-day follow-up shows that you have great manners, and are engaged and en thusiastic about the process. Even if you had a terrible interview or didnt get the job, these thank yous can help you stay on the radar for future opportunities.Tips for writing an ace thank you noteGet contact info at your interview. If you didnt get business cards or catch someones email address, its okay to ask the main point person (recruiter, HR manager, hiring manager) for Barbaras email address so you can thank her for her time.Make it short, but sweet. Include the highlights of your interview (skills you want to emphasize, any interesting discussion you had), but only briefly. They already have your resume.Proofread the heck out of it. This could be your last chance to make an impression before the hiring decision is made, so you want to make sure there arent any glaring typos or name mistakes in your note.Send it the same day. If the idea of sending your note from the lobby right after your interview sounds like a bit much, do it after you get home. But timeliness is the k ey, and that way its off your mind.Step 7 Be PatientIn everyday life we get so much instant feedback that we often get frustrated when some things laglike job offers or news about next steps. When looking for your next job, dont get frustrated too quickly. Youre playing the long game here. And if youve done the best you can in setting yourself up for the job opportunity, things will come together for you.

Male & Female HR Leaders Are So NOT On The Same Page About Sexism

Male & Female HR Leaders Are So NOT On The saatkorn Page About Sexism Sexism continues to plague way too many women in way too many workplaces. While this sad reality never becomes any less disheartening, its certainly elend new news. In fact, this past summer, headlines about a certain Google memo and a fake male co-founder among numerous others served as particularly poignant reminders of the blatant and subtle ways in which sexism persists. But there is some new news about sexism and sexual harassment in the workplace that may surprise you. A recent survey conducted by Young Womens Trust reveals a pretty stark contrast between the way male and female HR professionals view womens experiences at work, both in general and within their own walls. The survey, which questioned 800 U.K. employers, found that 76 percent of female HR decision-makers believe sexism still exists in the workplace, compared to 53 percent of men in the same position. And while 40 percent of the women surveyed think their own workplace is sexist, only 24 percent of men hold that same view.Too many young women are facing sexism and sexual harassment while trying to carry out their jobs, says Young Womens Trust Chief Executive Dr. Carole Easton. It is shocking how many employers are aware of this in their own workplace yet the problem continues. Eastons referring to the fact that one in eight of the large employers surveyed (those with 250+ employees) admitted to knowing that sexual harassment has occurred and gone unreported in their workplace, and 10 percent have said theyre aware of formal reports of sexual harassment at their company. Meanwhile, we know that one survey of women in Silicon Valley found that 60 percent of female employees had encountered workplace sexual harassment.This gap between mens and womens perceptions and the attitude that sexism is a problem, but not where I work is reminiscent of a 2016 Fairygodboss survey that explored what men think of gender diversity in the workplace. We questioned over 300 men working full-time in the U.S. and found that while one third of respondents believe women are treated unfairly in the workplace in general, just 10 percent think women are treated unfairly at their company. And while 32 percent of male managers surveyed admit that theyve noticed gender bias in their workplace, 90 percent of these men also reported that they think women are treated fairly in their workplace (responses were similar among non-managers). What can we do to change the way employers and employees alike are thinking about sexism and sexual harassment at work? Those working in HR play can play a particularly important role in shifting the current dynamics, which is why the Young Womens Trust survey is especially relevant. Here are some takeaways and tips1. For starters, we should all resolve to be mora aware of everyday sexism and have a strategy for calling it out when we see it.2. We should also make sure our companys leadership te am and employees are well-aware of the definition of sexual harassment and what that can look like in the workplace.3. Gather data. Companies should do whatever they can to get a better understanding of how men and women perceive sexual harassment and sexism in their workplace. Uncovering this info is the first step understanding how to address issues of sexism and gaps in perception.4. Encourage more open and candid conversations about how these issues affect your workplace. elend sure of how to make that happen? Consider PwC U.S. Chairman Tim Ryans strategy to combating racism and unconscious bias in the workplace (hundreds of other companies are already following suit)5. Train managers, and hold them accountable. Research out of Stanford highlights that when people are assigned to better bosses, they are less likely to leave the firm. The first year as a manager is key for developing skills and habits. Often, managers are judged solely on financial performance yet structured tr aining and clear expectations for leadership quotient should be an essential element of every company.6. Try, learn, iterate and share results Finally, at an organization level, companies should continue to experiment with different approaches, or at least dialogues, to pinpoint their firms unique gender-related strengths and challenges.