Job Search Tips for the Shy Candidate

It can be a real struggle for job candidates that are shy and withdrawn.  While they will apply for many positions, they often hope their skills will stand for them and they will not need to step outside their comfort zone and network with anyone.  



If this sounds like you, here are a few job search tips you can use: 

• While networking is probably one of the scariest things you could ever do, you must network.  You have heard the phrase, practice makes perfect and it is true in this case.  The more you network, the easier it will become.  Practice your “elevator pitch,” and put it on the backside of your business cards.  Start by handing out your business cards at a networking event, and slowly work up to actually giving your pitch in person. 
• As you start attending more networking events, look for the opportunity to find a mentor, someone who you connect with.  This will allow you to build a relationship, and give you more confidence in speaking with strangers.  In addition, it is ok to look for opportunities to have a private meeting with someone at a networking event.  As you listen to others, find those that you feel a connection to and ask them to lunch.  If you have trouble asking them in person, make sure you get their business card and email the invite. 
• Take advantage of the internet in your job search.  Because you can interact online with hiring managers, recruiters, company employees, etc., it can help calm your fears ahead of the interview.  Learn everything you can, ask questions, and get to know the people involved in the company.  This will make it less about going in to talk with strangers, as going in to talk with someone you know. 

Just because you are shy, does not mean you cannot network and get the job of your dreams.  Consider these tips to help you overcome your shyness and meet the people that will help you get that job.

Copyright: bialasiewicz / 123RF Stock Photo

Hiring Generation Z

As generation Z begins hitting the workforce, many hiring managers and recruiters are struggling to understand them and what they want.  Just as you were starting to understand the Millennial generation, you now have to learn about hiring generation Z.  Here are a few tips to help you in your hiring efforts: 

• This generation is looking to make an impact.  They want to impact their careers, others around them, and change the world, however, they do not want to do this for companies that are considered “big-box.”  They want to work for employers with less than a few hundred employees.  Generation Z does not want to get lost in the shuffle, and they feel that they can have the greatest impact on a smaller company.  They must believe in your mission, vision, and company goals, and understand how they are similar to their own goals.  When looking to attract this generation, focus on showcasing the company’s message. 
• As with many generations today, they are also looking for the perfect work-life balance.  They are interested in fulfilling the desires, both work related and personal.  You will find they question and challenge many things, only because they are so passionate about improving.  They will have different opinions on their perfect balance, and will not be afraid to ask for what they want.  If you are looking to hire this generation, then you must be open to thinking outside the box. 
• Innovation and technology are part of the norm for generation Z, therefore they will expect whatever company they work for to also embrace both.  While they look at the “big picture,” they want a company that is willing to advance with technology and be innovative in their thinking.  This is how they have been raised – find a solution. 

When you begin looking to hire generation Z, consider these tips.  While they have a few similar traits of Millennials, their appreciation for leadership and companies that want to lead by example, will attract them to you!

Copyright: convisum / 123RF Stock Photo

Are Leadership Qualities a Must?

Are leadership qualities a must on your resume?  While there are many different opinions on the importance of leadership qualities, most will tell you that having leadership skills that transfer to other areas are important to hiring managers and recruiters.  Here are a few areas that leadership skills will help with, and that hiring managers will want in their candidates: 

• Being a team player is a trait that every hiring professional wants to see on a resume.  Leadership helps to build this skill and often shows collaboration, conflict management, and team building skills.   
• Communication is a great asset in any job, and the job candidates that can demonstrate they have good communication skills will have an advantage over those who do not.  To become a leader, you typically must have excellent communication and listening skills. 
• How do you handle criticism, as well as hand it out?  Your feedback skills go hand in hand with leadership.  Feedback is critical in today’s work environment; therefore, you must have these skills. 
• Being a leader often involves dealing with sensitive issues.  It is not so much how you dealt with the issue itself, but how you handled the people involved.  Demonstrating the ability to get things done, while still appealing to the empathy of the situation is important as a leader. 
• Leaders take action – this is what most hiring managers are looking for.  It is not about sitting on the sideline while others make the decisions and then you follow – no you are out there making suggestions and leading the fight. 

Leadership qualities are a skill that every hiring manager looks for on a resume.  Do you have any of the qualities listed here?  If so, you might be a leader without really knowing.  Take the time to develop your leadership skills, it will help your career.


Copyright: thingass / 123RF Stock Photo

What Type are You?

Hiring managers and recruiters are diverse and unique individuals.  Most would say it is a prerequisite to working in the field.  However, each professional has a different way they handle their hiring strategies, and make sense of their profession.  What type of professional are you?  



It is important that you recognize and determine what type of hiring professional you are.  Why?  When you understand what type you are, you can then embrace the situation or make a decision to make some changes.  The choice is yours….. 

• If you have been called “old-school” or a traditionalist, you most likely follow old stand fast rules of hiring and do not plan on changing anytime soon.  While you may use some technology, you are a believer of human interaction and making deals on a handshake.  While this type of person is great when hiring someone from an older generation, it will be difficult to appeal to the younger generation. 

• Are you a closer?  You might be the type that can close any candidate, and while you care about what they want, once the deal is closed, you move on to the next.  You do not care to have a relationship with the candidate ongoing.  With the trends moving towards building relationships, you might want to rethink your closing techniques a little. 

• A great networker might also be referred to as the social butterfly, however, it is because of the relationships you build and foster that allow you to fill positions.  Be careful you do not lose sight of the end result and get swept away with just building relationships. 

• If you have been called a whisperer, you most likely have your pulse on all things recruiting and hiring.  You have the perfect combination of “old-school”, closing, and networking that attracts and retains great talent.   

No matter what type of hiring manager or recruiter you are, there is always room to grow.  Consider these types – what type are you?  Do you need to make any changes?

Copyright: stocking / 123RF Stock Photo