Sign California Banking Job Description Template Safe

Industry sign banking california job description template safe

even know what it is and i don't want to assume that everybody can be at different levels but presumably everyone has at least encountered one of these before in their life if anybody has not let me know i'll go back an extra step but assuming everybody has let's jump in and keep going forward okay uh i want to tell just you know a little bit obviously jill talked a little bit about i'm lavita i'm not going to talk a whole ton about amla beta until the very end um but just an overview for anybody that's new to our organization or hasn't been on a webinar with us before we are a total love your life coaching company and one of the things that we do to try and help everybody love their life is these these sorts of webinars are always going to be on our agenda we try to hit hot button things we try to hit universal evergreen things um you know please be in our community we love these events we love having the crowd that we do it's a really great community so always check out our events calendar always check out our blog there's tons of these resources here's me uh i'm john i'm the director of career services here at amla vita that means basically everybody that has any sort of career coaching relationship with us at some point i've probably heard your story and i'm talking with the other career coaches i came to this to career coaching after a long long long time being a recruiter a hiring manager and i've even professionally written job ads so i owe everyone an apology every bad encounter you've ever had with a recruiter with a job ad with any of it i was once part of that terrible machine this is part of my penance is doing this to try and redeem my soul for all those terrible years so that's what we're gonna start with now here's what we're going to talk about today big high level topics we're going to talk about how to understand job ads they are cryptic and weird and terrible in so many cases so we're going to talk about what do they even mean how to how to parse them we're also going to talk about how to make them work for you as badly written as so many of them are they are still a cheat sheet they are still a powerful tool in your application arsenal if you learn how to mine them for information well you can really be leagues ahead in your job search uh we're also going to talk about red flags because there's a difference between badly written and bad plenty of good things are badly written but there's some that are bad only after i get through all of that am i going to talk a little bit about how we can work together i'm going to pitch myself a little bit to you i'm going to talk about career coaching i promise not to do it until then and i promise when we get to that point if you want to you can leave but because i want you to stay i'm also going to bury an extra bonus tip in on that section so if you do stay and hear the pitch i'm going to have an extra little bonus tip about job ads for you and then we're going to have some q a so how many of you most people have a resume right and i assume that you've heard or maybe encountered yourself this idea of resume fluff right and this one is a funny little picture that i saw once that i've shared on my linkedin and i think it's hysterical you know how would you write i changed a light bulb on a resume single-handedly managed the successful upgrade and deployment of new environmental illumination system with zero cost overruns and zero safety incidents which i think is just absolutely hysterical because it's so true i've read 10 000 resumes in my life as both a hiring manager and a career coach i have seen this and worse uh on there but what you don't realize is there's a flip side to that and it's on job ads i'm going to share and i want to see if you can parse this and figure this out because it's a job ad that i actually saw and i clipped a piece of primary responsibilities outreach telephonically to the end the rest of that sentence was current and prospective customers outreach telephonically throw in the chat see if you can guess what the english word for outreach telephonically is i would love to hear if people can figure out what this is what do you know everybody else all of you you must have a lot of humans on this call instead of whatever sort of weird alien wrote this because yeah it's call call but people do the same sort of fluffing on job ads as they do and now this job ad was for a pretty basic call center agent right entry level um maybe calls them maybe customer service uh but they were trying to fluff it up they're trying to make it sound uh more prestigious than it really is so they changed it to uh outreach telephonically so what is the process how do people get there right there's this imagination this myth that the process is very formal very well documented and is done very well that is not the case i have been in that process here's how these job ads get written sometimes if i'm trying to hire for a new let's say junior marketing associate sometimes what maybe 90 to 95 of hiring managers or recruiters do especially in companies that maybe don't have their own dedicated hr department uh they go to indeed or monster.com or ziprecruit or any of those they search for that ad they search for another company's junior marketing associate and they copy paste maybe they copy paste and add a bullet point at the bottom adding something about their own company maybe they hopefully they at least change the name of the company to their own but i've definitely seen ones where they forgot to do that i've seen plenty where they forgot to change city so that's that's a common way but if each person that copy and pastes it adds a bullet point and then the next person copy and paste it adds a bullet point and it gets whispered down the lane so if you ever see a job ad and it looks like it has 14 bullet points too many and some of them are just rephrasings of the same thing but they they don't seem to have the same grammatical cadence that's what happened so that's one way of doing it another way of doing it is just guessing people don't really have a scientific process they're not really analyzing what the true requirements for this role are in the best case scenario they're going to their own team uh the manager or director of the department and asking for a few high-level bullet points and then just like with a resume they're fluffing it out or maybe they're trash picking which means they just go back to an old dad when's the last time we hired a junior marketing associate uh six years ago okay we'll run the same ad except things change if you haven't used your resume for six years and you dust off the same resume uh is it going to be effective you know things change you have to update everybody has a resume everybody 99 of people have a resume but just like how maybe only a small percentage of people that have a resume have hired a professional resume writer or have engaged with a professional process uh only about maybe five percent of hiring managers engage with any sort of professional process and have somebody who really knows what they're doing write it so keep that in mind now i don't want to get too harsh on hiring managers not every hiring manager is a 20-year human resources veteran sometimes hiring manager means the head of a department who got told by their boss hey you need to hire two more people for your team and and they also have 50 hours of their own duties to do that are not related to hiring and they're just trying to get it done uh sometimes it's somebody who is under the gun somebody quit walked out unexpectedly and there's a big project coming up there's a million reasons why these things can happen so i don't want to get too harsh i want to remember that their goal is to make a hire they're not writing these job ads badly on purpose they're not writing them to try to keep you out or try to obfuscate things they want this to result in a hire bad hires cost money a mistake in hire is a huge blow to a company empty seats aren't productive i spent a long time as a hiring manager in the sales world and if you look at the math you know if you'd say hey an average sales person even at the entry level is generating 400 000 a year in revenue for our construction company wealth in every sales territory that you don't hire someone for is costing you that much money so they really are trying their best so keeping that in mind that's what you want to focus on they're trying and in the same way that you're trying to get a job and your resume might be imperfect they're trying to hire you and their job ad might be imperfect so it's two people trying to find each other in the dark it's not a gatekeeper trying to keep you out it's someone trying to filter through the noise and find the right person just like how you're trying to filter through the noise of bad jobs and things that don't match to try and find the right one just adopt that mindset and read these with a little bit of a kinder understanding so i want to i want to pause for a minute i want to temperature check here because a lot of times i talk about this with individual clients and it blows their mind it shocks them people don't really think about it so go to the chat real quick i just want a yes or no have i have i dispelled the myth here that job ads are written by flawless robots who never make mistakes give me a yes or no does it feel like you get you can kind of picture a person sitting there trying their best they're sweating they're under pressure they've got a ceo telling them you've got to make a hire here that they don't know good good i see i'm seeing a lot of yeses they're kind of just like flashing up because i don't have the chat box open so i'm just seeing each one um so good so it seems like a lot a lot of yes's good that's that's the reality so now let's talk about what the job ad looks like uh and i have this little meme in here because sometimes you see a job ad and the whole thing start to finish with bullet points like three lines long um i i one of the best ones of these i said i saw and i wish i'd copied a picture of it when i saw it because this is a true story and you won't believe it i once saw a job ad on indeed where the only thing that was in the job ad was a picture there was no text of any kind the picture was of the front of a restaurant with a help wanted sign in the window where the help wanted sign had the phone number on it and that was it somebody just took a picture of that and then posted that picture too indeed so people are trying their best doesn't mean they're great at it so there's four main categories and you're probably getting the wrong impression from a lot of them and you're probably focusing on the wrong area so we've got a title and description right hopefully the title makes sense sometimes titles are twitch ninja or marketing wizard and those are weird um hopefully there's a description of the job in the company then you've got your duties and responsibilities what the job entails uh and then you've got the section that everybody skips to which is the qualifications a ton of people skip right to this they read this first i hear this all the time they go right to the qualifications they don't even read anything else they're looking to see if they match the qualifications and i i sort of get it i sort of get why somebody would jump right to the qualifications because they think if i don't meet the qualifications why even bother reading the rest of this if i if i won't get the job because i don't meet these things why waste precious brainpower reading something else getting psyched up about it i'm sure a lot of people do maybe not everybody i don't think this one's necessarily universal but i know a lot of people do it so i some of you are probably nodding along i'm gonna take you back from that during this and then the last section which is a really sad trend is that this does not appear as much as it used to is that compensation and benefits piece you know an actual block of telling you why you should even want this job uh sadly a lot of those are left out but we can talk a little bit about how to find it anyway so in the title and description there's a couple things you want to look for that can help you parse whether or not you would even want to go further but you really should start here don't go down to the qualifications yet first off when i say who's being described you were the company sometimes a job description describes the person in the role right they're kind of painting a picture of who this person is what the job is like what the day to day is like that's nice sometimes they paint a very dreamy picture of the company and they don't talk about the position almost at all like maybe there'll be a title for the job uh the job itself but then everything else in the description is about the company those are a little bit tougher to parse i mean obviously they're proud of their company great they've got a maybe a great company culture but it's tough to get a feel for what the job really is from that if that is the case though what that tells me is i'm going to be able to follow clues and breadclum breadcrumbs to other things that that company has put out into the world maybe their social media maybe they're going to have a better web page maybe i'm going to be able to get a better feel for what people do in their day-to-day that way so if you get to that point and there's not a lot there that's what you want to have to do what can you tell from the title too if the title is relatively standard you can make certain assumptions about you know where it's going to fit in the hierarchy where it's going to whether it's going to match with your skill set what you can also tell from the title though is a little bit about how they organize themselves and a little bit about how they value their their team their team members um if you see a job title that says for instance uh marketing ninja right is a job title that i've seen out there okay i could tell a lot about the company by marketing ninja being a job title i can tell that this is probably a startup kind of culture i can tell that it's probably very tech based i can tell that this is someone that is going to want maybe a non-traditional approach even in the application process i can tell that they're not going to be really hung up on you know traditional titling so that's that tells me something whereas when i see you know senior level associate vice president of whatever i can tell that that's a an organization with a decent hierarchy they're going to be pretty structured they're going to be somewhat formal they're going to want to do things in a more formal way that's the sort of company where a really weird application process might not serve you as well as checking off all the right boxes and doing things in a formal way so you can gauge those things from that title the other thing to watch out for though is the discrepancy between title and description uh this is really common in sales but i know it's also common in a lot of industries where people would sort of hide what the job was because they didn't think that it was a really prestigious title so sometimes you do outreach telephonically to try and hide the fact that it's a call center job but if it's a telemarketing call center agent and it's the title is call center agent great at least i know the company's honest about that sometimes you see you know the title is something like senior client success and onboarding specialist and then when you read the job description the job description entails cold calling prospects and selling them the product there's nothing wrong with cold calling prospects and selling them on a product but that's not what a senior client success and onboarding specialist does so be wary of that be wary of somebody that's trying to hide right from the start and trying to be dishonest with you if that's the case we're already starting to see something that might make you not want to go forward so now let's get to the job dues and again i'm gonna remind everybody we're not at qualifications yet there's a reason for that don't don't go to the qualifications there yet so look at the actual job duties this is a good point to reality check for yourself and remember the person that's writing this list of job duties is often taking their best guess at it even if they're the department head the department head does not always know what the true eight-hour workday of the people they're managing actually looks like they know what the high-level goals are but unless they're a really really cringe-worthy micromanager which hopefully they're not they don't necessarily know how they spend every five minutes so some things you may have to infer a little bit but you want to look and see be honest with yourself how many of these things have you done have you really done forget about how many of these things you have a certification for don't go down that road yet forget about how many things uh on here are necessarily provable or anything yet just be honest and say okay i have done that in some capacity i've done this i've done something very similar to this etc because now if you're getting excited about this role and you're saying i know i've done a lot of these not only i've done them but i enjoyed them i'm good at them they fit within that sphere of jobs i want we can move on to making it happen on the resume on the application process but you have to be honest with yourself here first is this something i want to do and have i done look for clues as to who they report to make a note of it why because if if you see for instance um sometimes in job duties will be this great little clue that says reports to and it will list who that is oh highlight that circle that because if you see reports to and there's a title you're going to be able to find out who that is later you're going to be able to go to linkedin and look up who is that person at this company and that's a great person to reach out to to send a connection request to to make an impression with because at some point they're going to be involved in this hiring process if that's who they're going to report to almost never it happens very rarely but almost never does a hiring process take place that does not at all involve the eventual manager of that role they might not be the primary interviewer um they might only have maybe a veto interview at the end but they are are going to be involved it's a really good person to know likewise if you get that i mean if you go to that person's social media and they seem like a huge jerk should know that you know if they're writing stuff like oh one of my employees was two minutes late um the day after she gave birth and came into work anyway and i fired her for being two minutes late you know seat post like that every once in a while take that as a red flag so this is the stage before you go on to qualifications stop say to yourself could i do this job save yourself if there was no qualifications after this and the hiring manager just point blank called me and said can you do this job there was no other question in the interview would your answer be yes if your answer is yes move forward if it's not go somewhere else if it's yes let's make it happen now we're into the qualifications these are divided into two categories and and they won't divide them for you you have to know how to divide them and i'm going to show you how there's hard requirements kind of soft intangibles hard requirements are technology that they use that you need a particular skill or quality that is extremely important how do you know if something is a hard requirement versus a a soft intangible and nice to have sometimes it's just a matter of of what type of skill they're describing for example uh great team player you see that on a lot of a lot of job ads is there anybody here who if asked in an interview are you are you a good team player would say no nobody says that so good team player is kind of a hard thing to quantify so it's really soft and tangible that doesn't mean it's meaningless we're going to get back to that but it's not necessarily a hard requirement a hard requirement is again something you couldn't do the job without something that you actually have to know i can't be a sales force administrator if i don't know salesforce so how do we tell well it's tough to tell from one job ad you shouldn't be looking at one job ad here's a great way to tell if something is a hard requirement or not go find 10 job ads for similar positions it doesn't matter if they're in your city doesn't matter if they're you know these are just for research but if you find 10 of them and they all have a list of qualifications and let's say on average they all have a list of eight qualifications and there's one or two that appear on every list you see this all time people say wow um you know no matter what i looked at all of these roles and every single one of them required experience in uh adobe illustrator every one of them okay if you're seeing that requirement in every job ad chances are that's a hard requirement uh it's going to be a deal breaker you're going to need to learn that so if you don't already know it now's the time to skill up now is the time to add that uh if you do know it great now's the time to go look at your resume your cover letter your linkedin and make sure it's shown up because maybe you know you've been using illustrator for a long time but you know what you never thought to put it on your um resume because you didn't use it your last job so very important to put those things down now the soft skills are things that maybe only appear on on one or two lists every company culture is different everybody emphasizes different things the real reason a lot of those are there is kind of filler uh again not meaningless but if the only thing that's really necessary to do this job is well you have to know adobe illustrator and that's pretty much it because the job is using adobe illustrator and everything else is just your ability to work with a team then they're going to fill in those intangibles so it's not one bullet point so what do you do with hard requirements things that are there you show them right you show that you have that skill this is a great time to add a piece to your portfolio it's a great time to put something on linkedin it's a great time to include something in your resume show that you have that skill how do we talk about the soft intangibles we're going to talk about them but first let's do a test so here's little snippets of lists of requirements from four different job ads so in the chat if you want to or just for yourself but in the chat school which thing do you think is a hard skill based on these four different uh based on these four different job ads what would you need to know to apply to any of these something that absolutely can't be skipped that you have to put on your resume put on your linkedin great i'm seeing a lot of of the chat here pop up with the with the correct answer here excellent excellent okay this is not and this is not really a simplified i mean so maybe a little bit but it's not much more complex than this so salesforce is written in a few different ways but that salesforce word appears i come from the world where this really did appear on every job ad you had to have knowledge of salesforce now the other things on each of this lit these lists are not irrelevant but they're specific to that company and their cheat sheets what you do with those other things depends on which job you're applying for so the first one in the upper left-hand corner here the one that starts salesforce proficiency team player collaborative if i'm looking at this job ad well i know i need salesforce i've done my research this is industry research i know salesforce is a non-negotiable so i've got that but the other ones team player and collaborative that tells me something about their culture that tells me that this uh this company really values that working together environment uh they really value maybe multiple people on the same project they don't want people split up so i'm going to emphasize that in my communication this is the cheat sheet when you're writing a cover letter or when you're customizing your resume when you apply because you're all doing that right you're all customizing your resume when you apply you want to make sure these words are there just find a way to put it in find a way because again team player is something that everybody is just not everybody says right so just find a way to fit that into your professional summary um find a way to write about the times that you had a collaborative cross-functional team in a cover letter likewise if you look at the next one over on the right multitasker autonomous and knowledge of salesforce what does that tell me i'm reading this i'm immediately thinking very little support this is a fire and forget sort of organization this is probably a sales organization that's gonna you know give somebody tools and say okay go i'm gonna measure you on results at the end of a week a month a quarter but i'm not gonna hold your hand you're gonna have to juggle all of these things yourself maybe a very different environment so if that environment speaks to me and i want to be in that environment i'm going to speak to those things i'm going to speak to projects i handled myself i'm going to speak to times when i had to juggle multiple job duties and still get the job done i'm going to talk differently than i do for that first one that's the cheat sheet these words that have been chosen even though they might be fluff even though they might be filler they're still fluff and filler that resonates with the person that wrote them that resonates with the person that posted this ad so whatever they think is important you know that that's going to resonate with them so you want to make all of your copy mirror those sorts of things you're going to use as often as you can use the same words they use directly and if you find that you're getting a little repetitive use some synonyms but keep in that space so again quick breath we just hit a lot of stuff we really hit a lot about what to mine out of this so again give me a yes or no in the chat i'd like to get a temperature check here because you know i can revisit this a little bit uh in the time we have but do you feel more comfortable at least knowing what you're what you're looking for when you look in a job at do you at least feel a little more comfortable knowing maybe how some of that can translate onto a resume or a cover letter uh and if you're feeling again totally gobsmacked and lost we could talk a little bit uh and i don't i don't expect anyone to be perfect but once you come into it with this framing and you start looking at these job ads i guarantee you the next job ad you look at after this webinar today if you have some time today go look at a few job ads even if you're not hunting right now or you're not ready to apply right now just look at a few and you'll start to see some of these things good i see a lot a lot of a lot of guesses see yes maybe yes a little bit and a little is good a little better is the first step to a ton better so that's where we want to be now this is the fun part let's talk about red flags i've got some funny ones for you too here uh some of this stuff is pretty serious but there's some real real humorous ones out there i have three major red flags i always look for and then there's a couple of smaller ones but there's three like big big big ones um the first one john doe at company incorporated sometimes you see a job ad and you cannot figure out what company it's for uh you know you'll see like a description of the company but no name uh sometimes this is because it's posted through maybe a third-party recruiter but that's very strange too when somebody says to a third-party recruiter i want you to post this job at but don't tell anything about my company there's occasionally reasons for it but most of the time those reasons are not helpful to you and they actually work against you you want to know who you're going to be applying for who you're even going to be interacting with two reasons one why are they hiding it you know if they're hiding that they're hiring is it because they have a bad reputation is that bad reputation deserved uh is it because they're in the middle of some you know major legal battle i know a lot of times uh companies do this when they're in the early stage of a merger uh or something like that or if they're in some sort of financial trouble and they don't want recent news events to cloud their candidate pool but the other reason that you want to avoid these is the real key to a successful job application is being able to do some outreach beyond just clicking whatever button is presented to apply you know every online job ad has either an easy apply button or an apply now button and you fill out some forms you upload something and if that's all you do you're gonna be frustrated because you're putting yourself in a very deep pool of other people the really best applications do something else and we talked about if you see reports to the senior vice president of marketing oh great i'm going to go find the senior vice president of marketing if you can't tell anything about that to be able to do that you're really not giving yourself any advantages here the next one is is what's the actual job i have seen job ads three pages deep that never tell me what i would do when i worked there uh there's some sort of very obscure title uh there's a bunch of description of the company there's a bunch of requirements listed and here's the real way to spot this flag is when the requirements section is 80 bullet points long and it's all just describing really positive character traits that are sort of complementary to you you know like are you an energetic creative team player who loves success and wants to be you know fantastically successful do you want to be qualifications that aren't really qualifications because you know wanting to be successful is not really a qualification for any job so if they're being described this way it's buttering you up uh it's sort of trying to get you to apply and forget about the fact you don't even know what you're applying for uh likewise the last red flag is too much or too little selling all companies starting with the job ad starting really before that should sell to you a little bit meaning there should be something that they're giving you in their job description uh you know if you imagine somebody who is writing a dating profile and i love dating analogies uh when it comes to job ads but if you imagine a dating profile and the entire profile is just here's what you have to have you have to earn this much money a year you have to be this tall you have to be this good looking you have to be this successful drive this nice of a car drive all that and if you have all of that you can apply to be my significant other okay but why would i you know even if i have all of those things what are you bringing to the table here or likewise but imagine the opposite right imagine a uh job ad that talks nothing about themselves at all uh or nothing about what you want which is i'll be the best significant other in the world and i'll always cook and i'll always clean and i'll always work and i'll always do this now you're like whoa what's wrong with you that you're saying all this those are big red flags in either direction if a job ad almost talks down to you is condescending to you you know like oh if you have all of these things then i'll let you send in an application to me and you'll be thrilled to do it no i won't no i don't grovel uh likewise if someone if again it's that other thing hey everybody should come over here we have ping pong tables and we have uh free beer on fridays and we have uh firework displays every thursday night all these things it's too much it's too much you have to wonder what are they hiding what is that compensating for it should be a nice mix in the middle it should be hey we know we're a good team we're looking for good people here's what we're looking for and here's what we bring to the table and why someone who is that person would want to join our team let's look at some examples uh these are these are all real real job ads um i love this one as a red flag what is the highest level qualification achieved by eith r of your parents by the time you were 18 what type of school did you attend from 11 to 16 did you receive free school meals at any point at age 14 did the main household earner in your house work as an employer with a self-employed you think there might be some coded language in here that there might be some things that uh they're trying to suss out that are i don't know woefully inappropriate and also totally irrelevant to a job are you trying to hire my parents are you trying to hire what are you trying to get out of this but this this is real uh i like this one on the left it starts out you know a little old-fashioned but not not crazy hard-working punctual okay physically presentable suddenly becomes you know you know i get that you don't want to be disheveled at work but fashionable she must be attractive as bullet point number five uh note that this is not a job ad for you know a model actor or something like that able to do modeling dancing for social media promotions uh organizational skills willing to train in massages to help the boss relax they were just banging a path to the door to apply for this one huh um willing to train the massages to help the boss relax i'm going to massage maybe he wants to talk to me then look at this other one this this other one is barely a job ad but it was on a job at board um you know i think you should get a paycheck just for showing up is the very first line how many people are reading this and getting excited i think a lot of times people forget that in posting a job ad you also kind of have to convince people to come apply um there's some really i mean i'm not going to read this out loud because of the language and this is so bad but look at just how bad some of these truly are all right i i absolutely love this one uh small chiropractic office looking for office manager personal assistant start immediately okay too bad uh common sense anytime someone asks for common sense that means they're a real condescending jerk by the way nobody puts that as a realistic qualification um knowledge computer etiquette computer skills required all caps words are also a red flag for i mean obvious reasons and my personal red flag is this overuse of ellipses i think that's a pretty pretty major one uh do not apply if you cannot turn on a computer have problems clicking with a mouse or don't know how to work chrome no public transportation must have their own car it's nobody's business how you get to work by the way um right now obviously not as relevant but nobody there uh but look at some of these look at some of these things that i can't imagine that they didn't get sued into the stone age uh no extremely long nails or huge earrings or really high hair weaves can you imagine somebody in the modern world typing those words on a computer and at no point did some like maybe even tiny alarm go off in their head that this is not something that they should write uh it's pretty pretty insane so these are things to look for and this is the difference between badly written and bad some of these things please don't be fooled into thinking that's just the standard you have to put up with it you do not not everything you're going to encounter is that bad but i want you to see these flags for what they are and just close it out if there is one thing i am sure of is that there are a million more job ads you do not have to waste your time on that one so another give me another yes no in the chat just kind of check in with me here do you feel like you have a better idea on how to spot some red flags some things that truly should chase you away uh that really should tell you uh this is not you know john said the beginning give them the benefit of the doubt don't give this one the benefit of the data should really run so give me a yes or no do you feel like that's the case do you really have a better idea of uh how to have those alarm bells go off in your head excellent most and you know i saw uh someone said most are pretty obvious absolutely they are when they become not obvious is when the they start to run together you've been doing it for a while you're fatigued they also start to become more obvious when you're kind of a lower point emotionally which happens when you're at a lower point emotionally maybe you've been looking for a while maybe you just had uh you know kind of a rough you just had kind of a rough rejection maybe or you you went on an interview it didn't go real well and that self-doubt starts to creep in i want to tell you now don't listen to that self-doubt but me telling you that now is not necessarily going to work in the moment and in that moment that's when you start to tell yourself these lies that say oh well you know what that's just the way it is or that's just what i have to put up with in order to get a job or et cetera i don't want you to listen to that voice i want you to say some things are just bad and i can reject them okay before we get into q a uh now is the time when i said hey i'm going to pitch a little bit i'm going to talk about what all this looks like in in real practice with my clients uh and as i said if you wanna you wanna peace out now you don't wanna hear my spiel which i promise take only a few minutes for i no worries uh but if you do i snuck in an extra kind of bonus tip on how to use job descriptions to your advantage after this so i love working with clients in exactly the space i love working with clients that are trying to parse these things that are trying to you know figure out what do job descriptions mean what do they mean for me how do i connect myself with these people people that have gotten it in their heads that um i'm on one side of a puzzle there on the other that's great we're trying to match but how how do we breach the information gap how do we get there i absolutely love working with exactly that kind of client i love bridging those gaps i love helping come up with creative ways to control your career what i don't do in one-on-one sessions is just focus a hundred percent on how to get a job i focus on how to build a career that's very different so at the on this screen here and i'm going to ask jill if you wouldn't mind to take this because i know you can't click it from the pdf but that link that's right there um if you wouldn't mind putting that in the chat because what i want everyone to do um when jill posts this into the chat is i want everyone to click on that link and open it in a new tab and i i promise this is not like a trick there's not gonna be like a screaming person that spooks you um i also promise it's not a link that takes you immediately to anything to buy or anything like that i just want you to open up that link so that you can see what is over there if you haven't worked with us before if you have you know this but if you haven't worked this before just open up that link working with omlavita whether it's for career whether it's for life whether it's for health but you know jill myself any of us it starts with a conversation about where you want to go in the long term i am one coach at amilavita many people that are on this call have worked with me in the past i would love to keep working with some of you the future but not everyone on this call is going to be a great match for me as a coach so if you've opened up that link what you see is there's a calendar in there uh that calendar lets you book a 30 minute phone call totally free with one of our relationship strategists they are awesome i think if she's still on here at least one of those on this call i think i saw brittany on this call she's absolutely fantastic they know all of us coaches inside and out they know the other coaches much better than i know them uh even though we're together all the time she just knows them because that's her job to know them she knows everything there is to know about amelia she knows everything there is to know about how to work best with a coach so you're not sure where you want to go but you know you want to go somewhere and i'm going to make a bold assumption which is that if you're attending a webinar like this there's something you're missing there's something you're trying to do there's that calendar go in book that 30 minutes and as a little gift for everybody that does that uh anybody that does eventually you know work with us having clicked on that link here today we'll give you your first session on us so sign up as a member you're going to have your first session paid for i encourage you to go over a click it's a free 30 minute conversation brittany is awesome if you're in the chat britney you can say hello so everybody knows her you can check her out on linkedin so you know she's a real person not a robot we haven't been able to program a robot to do this yet uh as soon as we do we'll replace brittany but um no there's no replacing should probably program the robot honestly so everyone open that up i really encourage you to do it if if this is the only thing standing in the way of you and the next step is a free 30-minute phone call then i really encourage you to just break over that hump okay enough spiel from me you've got a lot of me up there and i promised i wouldn't do this very long so thank you i really look forward to all the stories brittany's going to tell me about all of you awesome people um ah but i totally promised you a bonus tip so here's the bonus tip for everybody that stuck around through the spiel when you are looking at job descriptions i want you to always have an open document you can use any kind of document you want but it should be electronic don't don't use a physical notebook and i'll explain why but this can be a google doc it can be a word document it could be evernote i use whatever just have a document open that you title ideal job description and every time you see a job description every time even if you don't apply to it as you look through it if you see any single line that you think you know what that's really good the whole rest of this was junk or it was average but i love this line i love this one sentence about how they described a particular task or i loved this the way they phrased this one requirement or this particular job duty is what i really want to do anything that really resonates with you i just want you to copy and put it into that document in the appropriate section in title and uh description job duties qualifications and i want you to keep those things over there if you had a previous job description that was maybe 90 percent there something you're really excited about you can even start with that you copy paste the whole thing and then change it as you go every single time you encounter something new that's great i want you to copy and put it in there eliminate something bad you know replace something and the reason you're going to do that is this is a living document living documents will never be done as long as you are career crafting you will have this but it will serve two purposes one it is a motivational tool you will look at that and you will align your perception to the best of the best instead of going down that dark rabbit hole where you say well all jobs are bad everything's terrible i have to settle for something awful instead you're going to be focused on that best of all possible worlds job that's where you really want to be focused and your mind's going to always prime to that and as you look through other job ads and you look through other postings and other recruiter calls you're going to mentally even subconsciously compare what you're looking at to your ideal and if it starts to get closer you'll get excited if you see something like wow this is really close to what i've been crafting as my ideal job description it's worth it here's the other reason to keep that though the job descriptions of almost every job are mutable that means they can change you can change them sometimes there isn't even a job description have you ever seen this a new trend in many modern companies where on their job page at the very bottom there's an extra job that just says don't see something for you but want to join our team apply you know send us a cover letter send us something like that this is becoming more and more common as a way of capturing great talent even when there's not a current open role likewise you may just interact with somebody through more natural networking means forge a great connection and they say you know i would love to work with you what do you envision yourself doing you know or if we work together what could you do to bring value to the company instead of having to think of it then boom what do you have i could do this and you can just send that document over this is what i would do oh i see a company i love they don't have an open world that fits me but they have that thing at the bottom don't see one you like apply now for just a general position and you can send that along you have been crafting the whole time a job that you would be great at that you know you're qualified for because you wrote it uh and already shows that level of preparation it is a great tool to have in your pocket it's a great tool to bring to the negotiation table if you get farther in the process you know you've interviewed they love you they've made an offer and now it's time to negotiate you can bring that down and say hey i'd like to change a few things to maybe better contribute to the team just a lot of ways that that tool really really helps you so do that starting today just open up a document and start crafting that ideal job description kind of frankenstein out of the parts you like from others okay that's my last big tip today we're 10 minutes from the end which is great we got like a perfect 10 minute hit here uh i'm gonna open it up to q a i have seen the chat pop up but i don't have it in front of me because i'm sharing the pdf jill is going to open up and uh she's been monitoring the chat and is going to grab questions for me um we probably will not get to every single question so i'm going to have to pick out the ones that seem either really relevant or that maybe a lot of people echoed um and then anybody that didn't get the their question answered here hey remember there was that link i shared about a free 30-minute conversation and then my email address there's lots of ways to connect this after that so if you feel like you've got to end this webinar and there's still more to do and there's more you want awesome here we are but let's get to 10 minutes of these questions now awesome thanks john all right so we do we have a few good ones um first one at what point should you connect with the supervisor on linkedin before you apply or after you apply two minutes after i'll tell you how what i do i apply because you have to cross the t's and dot the eyes you have to have uh you know your ducks in a row because everyone's had that or not everyone but i've had this happen to me i know a lot of people have it happen where you reach out to somebody to make a personal connection on linkedin or on email and you talk about this job and their response is oh great go to our website and apply and that's i rollingly bad but it does happen so if instead you you click apply and then immediately you reach out and you say hey i'm so excited i just applied to this position and you want my golden tip on how to reach out i just applied to this position and the reason i did was because i really admire your content on linkedin or i really you know have enjoyed reading what you post if your company has a referral bonus i'd love to put your name down now you're offering to do a favor you're immediately putting something on the table for them you're showing that uh you're you're a collaborative team player so have your ducks in a row first put the application in then sent because then that person is going to go to their whoever is the heart department manager hiring manager and say hey did jill reach out to you uh because boy she reached out to me with a really great message i want you to pull up her resume and put on top of the stack awesome love that all right next question is it true 97 of web job applicants are rejected jobscan is a great resource can you mention question mark i have a free accou t and they have some great free features um jobscan is awesome that's a real quick jobscan is awesome what jobscan does you can actually do by hand but jobscan just automates it really well um is you posting your resume on one side and the job ad on the other and it sort of it syncs them up and says hey uh just what i talked about uh they use the word collaborative four times and you don't have it at all in your resume maybe you should so it's just an automated version of the process that i talked about so it's really a great tool it can speed things up it can help you customize um so yes i do love job scan i will tell you that uh that stat of 97 of web ads don't even get read or get me rejected uh that's not true it's closer to 98 or 99 and i'm going to tell you what happens um and i'll tell exactly why hiring managers are human no hiring manager can read 500 resumes with anything close to objectivity uh anything like that so what all hiring managers do is they have some process of separating the initial pile which is you know everyone into two stacks the short list in the long list different hiring managers use different methods to sort the short list some use that applicant tracking system that keyword filter but there's a way to cheat the other way to get on the short list is to go around that and reach out privately um recently at amobide i managed the hiring process for someone with aveda and we had 500 applications in the first four days 500 4 days out of those 500 fewer than 10 did anything other than clicked easy apply on linkedin we only post the job on linkedin fewer than 10 reached out to me privately sent me an email sent me a connection request sent me a linkedin message um did the same with other people in the organization fewer than 10 490 people clicked that blue button and didn't do anything else so guess what the short list is the short list is those 10. now that doesn't guarantee that if you're in that 10 you'll get the job but it means that that's the first pool i'm looking at and if i find what i'm looking for in that pool i will not go to the next because i can't i'm a human i have you know other things to do i can't sit there and objectively read 400 or 500 applications so your goal is to get onto the short list and you can do it through tools like job scan and matching up that's part of it but you can also do it through tools like finding a way to make a connection by looking in that job ad for the cheap sheet for looking for who to message how to message them what language to use what's going to resonate with them that's what you sent to awesome love it love it all right next one job specification and person specifications which takes priority um job specification versus person specification meaning the the duties of the job versus like the qualities that you have clarify that question for me a little bit whoever asked that yes i meant the duties against the person's specification that was a typo oh oh i'm sorry so what so justification do you change no basically i i've seen some vacancies that would list what the person will be doing and then discuss the person's specific specification so if you're tailoring your cv to that role what which you focus on if you're tailoring your cv or your resume you want to focus on the the qualification side of things the job duties that's a mental checklist for you that's where you want to say can i realistically do this or not and if you can make sure that everything that they're reading about you whether it's resume cover letter linkedin tells the story that you can so for instance if they're saying every day what you're going to be doing is you're going to be designing landing pages for our clients our clients need good user experience design graphic design you're going to be doing that for our clients all day every day well if you've gone through the mental checklist and you've said i can do that i've done it in the past i definitely can do it take an objective view then of your resume your linkedin does it tell the story that you can do it are there examples of times you've done it do you talk about it in your linkedin comments is your professional does your professional summary include it just make sure that storytelling piece is there everything that happens in this exchange between you and a potential hiring manager is all about a continuous story thread can they envision the story of your life up to this point continuing with them in in a efficient way if they can hired if they can't if that disconnect isn't there that's when you don't move forward so just make sure that the the story of the hypothetical person they're writing about is also the story of you but then when you're qualifying your skills make sure they're covering those things that maybe deal breakers like we talked about the sales force versus the other things make sure you have those in there okay thank you great i think we have one time for one more yes we will have we'll do one well we have two more but um this one we'll do this one round yes if i see a job posted on linkedin is it better to apply through linkedin or directly to the company's website i i'm a big fan of doing it through linkedin and the reason i like doing it through linkedin honestly people monitor their social accounts a little bit more heavily than they monitor their company inbound box social accounts are usually monitored by a minimum of two people you're gonna have whoever is managing the social account plus then whatever hiring manager hr person posted that so you got kind of a minimum of two people doing it um there's more alerts um it also gives you the opportunity to reach out directly to the same platform so i recommend doing it on on linkedin first um if you if you check out the the career page on their company website um oftentimes it will just redirect you to something like linkedin or workday anyway uh so yeah i recommend doing it through linkedin great all right um okay so the last so i'll just throw this out we have two more that if not i we have two more that haven't been answered um so the last one for just now and also i know john mentioned this um anyone if you have additional questions or if they've not been answered we will answer them and we'll include that in the follow-up email so don't worry they will get answered um okay last one um what is your opinion on companies that do not list the hourly rate or doe i'm not sure what that abbreviation is on job descriptions i absolutely hate that the majority of job descriptions don't unfortunately that has now become the trend uh they they don't list however my rule is by the second interview so if a phone screen or something like that counts as the first by the second interview you should be able you should feel very comfortable asking for at least a salary range or budget for the role if they are not comfortable sharing that with you by that point huge red flag back out um you're not going to be getting what you're worth it's just the trend of the market now that we've moved away from it being in the job ads but it's still very important that it be up front if you're not even finding out what salary is until you get to an offer uh that's that's a really major red flag but you can't always expect it to be in the ad and that it's so common now for it not to be there that i don't count that as a red flag anymore because it's really just industry standard practice to not include it awesome all right well look at that we are right on time um for those who do not i think there were just two right now some might might fly in but um for those who did not get your question answered don't worry they'll include in the follow-up email um all right well thank you all so much for joining um i'll also include the um the consult link as well um if you didn't get a chance to open it right now i'll include that in the follow-up and then if you have any questions john is copied on that email um and we are humans behind those emails that we sent so i promise we'll we'll get your questions answered um john any last words for everyone i i hear britney's phone ringing already yes so good please do it because there's absolutely a ton of value here this is a tiny fraction of what's there uh and brittany's also just very pleasant to talk to so go ahead and pair the phone you have nothing to lose and if you're again i'm making the assumption that if you are on this webinar if you cared enough to spend an hour of your time on something like this it is because you are out there working trying we want to help book that appointment absolutely that's awesome all right everyone well thank you so much for joining and um we hope to see you again soon on some of our other events that are coming up this month so if you're not on our i'll also include a link to um where you can keep track of all of our free trainings free events um if you're not already on that so thank you all so much hope to see you again soon see you soon bye guys