You Could Land Your Next Job in Only 30 Minutes a Week


It’s the perfect time to take your job search to a whole new level – without searching and applying yourself.

That’s right. We do the tedious, time-consuming dirty work for you, so you have more time for networking, or for whatever matters most in your life.

  • Get the most relevant job search postings curated just for you
  • Choose to have us apply on your behalf
  • Cut your online job search activity from hours and hours to as little as 30 minutes a week

Register today.

Now through May 1, 2017, we’re slashing our normal rates to give your job search a big boost, and if you register by the deadline, your monthly rate won’t increase.


Sign up now. You can’t get job search help like this anywhere else. Find your next big career adventure without the stress and work of going it alone.

5 Tips for Measuring a Company’s Engagement…Before You Take the Job


Fifty-one percent of employees in the U.S. are actively looking for a new job. That’s more than half, according to Gallup’s 2017 State of the American Workplace report. And that’s huge.

The biggest cause: employee engagement, or lack thereof. Seventy percent of U.S. employees are not engaged at work.

Disengagement can be an individual employee’s problem, for a number of reasons, such as personal challenges outside of work that serve as distractions, lack of interest in the work performed, ability to perform job functions, etc., but more often than not, employee engagement is a companywide issue related to culture, a mission employees can embrace, communication, management style, workplace recognition, opportunities for growth and simply having the right tools and resources to perform tasks optimally.

As a job seeker, a hiring company’s track record on engagement is an important element to consider in choosing to team up. You are more apt to work to your full potential at a company with a high level of engagement. But how do you measure employee engagement before you accept the offer?

Pose the Question

Ask the recruiter, the hiring manager and anyone who interviews you specifically about engagement and what the company does to promote it. Gallup has twelve questions companies can ask employees to help measure engagement:

  • I know what is expected of me at work.
  • At work, my opinions seem to count.
  • I have the materials and equipment I need to do my work right.
  • The mission or purpose of my company makes me feel my job is important.
  • At work, I have the opportunity to do what I do best every day.
  • My associates or fellow employees are committed to doing quality work.
  • In the last seven days, I have received recognition or praise for doing good work.
  • I have a best friend at work.
  • My supervisor, or someone at work, seems to care about me as a person.
  • In the last six months, someone at work has talked to me about my progress.
  • There is someone at work who encourages my development.
  • This last year, I have had opportunities at work to learn and grow.

You won’t ask these questions, but they give you a good idea of what you want in an engaged workplace. You can ask related questions, such as how the employees are recognized, how performance and progress are measured, how employees feel about and embrace the company’s mission, what the company does to create a shared vision, and how employees are mentored or developed.


Turnover Rate

It’s an old, but not outdated, question to ask. It can be an indicator of troubled waters within. Don’t stop at asking for the rate alone. Ask about underlying causes.

What’s a good turnover rate? It’s not one-size-fits-all and depends on the industry. The hospitality and restaurant industries have higher turnover rates in general as a result of the transient nature of the workforce. For example, high school and college students may fill hourly, unskilled labor positions. Turnover rates may be 16-17 percent for all industries as an average, but hospitality may have as much as 37 percent. If you are considering a professional role in such an industry, you can drill down and ask about turnover rates for their management workforce instead.

Employee Reviews

People talk, and in the age of social media, they have a platform to be heard. Glassdoor gives employees the opportunity to rate an organization. Keep in mind, however, that a disgruntled employee or even a job candidate may give a skewed review. Look for a repeated theme of negativity. Additionally, a small number of reviews won’t give you an accurate picture. Five reviews won’t tell you as much as 150 will. Look for other clues too on other social media platforms. A search on Twitter with a hash tag in front of a company name may reveal some surprising insights.

Ask Insiders

Ask existing contacts at the hiring company about their personal experiences, and more specifically ask about their sense of engagement. Do your networking homework and find other contacts working for the organization who may be willing to have a conversation with you.

The Golden Cup

Check a company’s awards and accolades for being a best pace to work and awards for engagement. Some awards and winners include:

Achievers Engaged Workplace Awards

Gallup Most Engaged Workplaces

Fortune Great Place to Work

Glassdoor Employee Choice Awards

Additionally, most local and regional business journals and newspapers host awards for best workplaces as do industry associations. Bear in mind that such awards are achieved through employee surveys and feedback. An award may measure many aspects of workplace, though, such as benefits, and may not measure true engagement, so use multiple channels to gather information on engagement to get an accurate account.

Moreover, just because a company is not on an award list, doesn’t mean it is not a great place to work or that it doesn’t have an engaged workforce. Companies apply to awards; they are not nominated by the award-granting entity.

What Matters Most When Searching for a New Job?



Other than landing a new and better job, what is most important to you in your job search solution?

Take the brief, six-question anonymous survey and help us learn what matters most to you and job seekers across the nation.

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Yep, You Should Still Complete a Job Application


Over half a decade ago, it was predicted that résumés were dead and applying for jobs would be a waste of time. Instead, networking would win you a new job and social media profiles were the new résumés.

Today, résumés are still requested by most companies and the majority of those companies still require that job seekers complete an application, primarily online. Where was the forecasting miss?

Many hiring companies do enable applicants to apply and populate online application fields by applying with a LinkedIn profile. That has made the process easier in some respects, but it also means that applicants have to have a glowing LinkedIn profile that is complete and details work history and accomplishments. The assumption was that every professional would have a LinkedIn profile leading to the death of résumés. As it turns out, five years later, that is not the case.

According to LinkedIn at the time of this writing, a high number of professionals have a LinkedIn profile, but many profiles are still incomplete and lack summaries. That in itself makes it challenging to rely on LinkedIn solely as a résumé replacement.

Additionally, employers need to collect more information than what a LinkedIn profile provides for EEOC compliance and non-discriminatory hiring practices, permissions for background and credit checks, and data for their human capital management systems once an employee is hired. Applicant tracking systems (ATS) are necessary to streamline and ensure consistency in recruitment and data capture. Having candidates complete application also means that every applicant is fairly asked the same questions.

So résumés haven’t gone away, nor have applications. In fact, new ATS solutions have continued to emerge on the market. Changes will occur, but those changes will primarily be enhancements to improve the user experience in completing applications and to make solutions more mobile. The ATS, however, is still the mainstay for organizing recruitment data.

The truth is that job seekers can’t abandon application completion as a part of their job search. It is true that more and more job deals are created and sealed through networking, but in reality a job search needs to be a three-pronged approach to make it really effective. That means efforts need to parsed out to searching for opportunities, completing applications and networking.


To really increase your odds of getting the interview, still apply to a position online, but then devote a significant portion of time to discovering who the hiring manager is for a role plus other contacts who work for the company and can facilitate an introduction or serve as a referral. Then reach out. Get your application noticed so that it doesn’t fall through the cracks in the ATS’s or résumé bot’s automatic sorting and ranking. Sell yourself. Don’t depend on your application alone to get you noticed.

Don’t Give Up; Fuel Up Your Job Search with Less Effort and Stress


Many people give up searching for a new job. Nearly half of unemployed Americans quit searching in 2016. The frustration and added work wears on both the already employed and unemployed job seeker. Passive job seekers who already have a job but are looking for a new one are especially hard hit with the time required to find a new position.

There are better options than throwing in the towel. Most don’t realize the full range of assistance available, especially outsourcing all processes to power on instead of stalling out a search.

Does that mean finding a headhunter? Not at all. In fact, headhunters are more likely to serve the hiring company. They don’t work for you, but rather the companies that will pay them if they deliver the winning candidate. Plus, it’s not easy to find a headhunter to represent you if you are not going to pull in a big commission. Actually, it’s not easy to find a headhunter, period.

There’s an easier way to get help finding a job.

Outsourcing the tedious work of finding opportunities and applying to them is actually available to any professional, making it easier to conduct a search initially and keep one going over time without missing a beat.

At Fridayd, we are dedicated to focusing 100 percent on the job seeker, searching for the most relevant positions and doing the tedious application processes. We don’t represent hiring companies. Our focus is completely on job seekers and making their lives easier. That’s our difference and our advantage.

Yes, there is a small monthly fee, but how much is finding a new job worth to you? And how valuable is it to you to be relieved of the worst pains of finding a new job? Would you pay the average cost of a tank of gas to have job search and application done for you? That’s all it takes. The return on your small investment will fuel your job search and keep you going the distance until you land your ideal job.

Compensation Clues about a Company’s Culture


What does compensation have to do with a company’s culture? A lot, according to Payscale, a leader in compensation management solutions. Payscale’s 2017 Compensation Best Practices Report states that “Compensation is one of the number one culture-definers for organizations.”

If you are looking for a new job or in the negotiation stages, the compensation on the table tells you how much a company values your talent, but also may hint at more, including how well the hiring company treats its employees overall.

Don’t just look at the compensation on the table, though. Go deeper. Ask about the company’s history of annual compensation increases. It’s okay to ask that question. Does the company pay for performance or is tenure a bigger indicator of substantial increases? This will be important to you in judging what your potential increase will be and how fast you can possibly grow your income.

Does the company pay a standard 3-5% annual increase, and what does it take to get a bigger jump in salary? Is promotion the only way to garner bigger compensation increases? Too many candidates are so focused on the initial offer that they fail to investigate what impacts their future earning potential.

As expected, high-performing and enterprise companies typically offer better compensation as opposed to non-profits or underperforming businesses. If you are offered a compensation package that doesn’t stack up at the former, it can be a clue about overall culture and how a company appreciates its people.

Screen Shot 2017-03-22 at 6.05.24 AM

Image: Payscale’s 2017 Compensation Best Practices Report

Some companies play the low-ball salary negotiation game and offer a lesser amount on the first offer, waiting for you to negotiate a higher income. Be leery of that too. A really great company with an award-winning culture knows the value of its talent and communicates it from the get go. They show respect to candidates by cutting to the chase and putting the very best offer on the table—the first time.

Know your worth and know the company you are interviewing with. Look for red flags that can tell you more about the company’s culture and what it might be like to work there. Don’t be fooled by a great brand, mission or accolades that may merely amount to great marketing. Compensation may be a great indicator of what’s really under the hood.

Wrap-It-Up Friday


Everyone loves Fridays, closing out the week and heading into the weekend. It’s no surprise, then, that Fridays are considered one of the least productive days of the workweek.

You may not feel like jumping into a new project on Friday or powering on at full throttle, but Fridays are actually a great day to be super productive in another way and do all of the things that you don’t get to on the previous days of the week because you’re heads down or running from meeting to meeting.

Make Friday a wrap-up and strategic-planning day. Try to keep meetings to a minimum. Take stock of what you accomplished, what projects you moved along and what action steps you need to attack starting Monday morning. Write down and chart out your action items for the following week. This can make you feel good about what you tackled during your week as you wind down for the weekend and have you organized and ready to hit the ground running on Monday morning.

Manage your inbox on Fridays. Answer any emails you couldn’t address on other busier days. Follow up on any sent emails that you haven’t received responses to. Delete or file emails that are lingering in your inbox but don’t require action.

Fridays are a great day to nurture business relationships, which is also considered work. Schedule coffee or lunch with a business associate or team members. Most people are in great spirits at the end of the week, making Fridays more conducive for team building and bonding.

Make and return phone calls on Friday. Chances are that your end-of-the-week cheeriness will make business calls easier and more enjoyable.

Dream on Friday. That’s right. It might sound like doing nothing, but engage in creative and purposeful ideation. What can be done better? How can you do it? Pull other team members into your dream session for brainstorming new business ideas or improvements. Order in the bagels or lunch for your visioning jam. Everyone will be more relaxed and open.

Fridays don’t have to be a waste. Walk away from your desk feeling like Friday was just as productive as any other day of the week – just in a different way. It can be fun to switch gears on Friday, tie up any loose ends and engage more with coworkers or business associates.



Fridayd Breaks the Mold of Traditional Job Search


SuperbCrew recently interviewed Fridayd about how the company is revolutionizing job search. How is Fridayd doing it?

Q: What advantage does Fridayd have over its competitors?

A: Today’s online job search and application process is seriously flawed. Traditional methods of searching across multiple job boards and company websites to find the right opportunities, repetitively uploading resumes and completing online applications are extremely time-consuming processes, leaving little time left for more differentiating job search activities, such as networking and interview preparation.

With Fridayd, job seekers have…

Read the full story.

Should You Give Away Your Secret Sauce in a Job Interview?


You’ve made it through the round of phone interviews. Maybe you’ve even had your first on-site meeting. The next step? The hiring company wants you to complete a project or create a strategy as proof of your expertise. Do you do it?

Testing as part of an interview process isn’t new. Employers want to be sure you know your stuff and can perform job requirements. It’s also not uncommon for companies to not only conduct hiring assessments to gauge your abilities, but also to measure anything from specific skill strengths, communication preferences, leadership style and dominant personality traits as predictors of success in a role. Can pre-employment evaluations cross the line into hiring discrimination, and how much is too much work to offer up for free as part of an interview process?

Pre-employment screening and assessments can be prone to discriminatory practice if administered tests violate Equal Employment Opportunity Commission laws regarding race, color, sex, national origin, religion, disability, or age (40 or older). That’s certainly a concern. However, most professionals have greater cause for unease when they are asked to complete an in-depth, pre-employment assignment that may take a lot of time and require giving away knowledge and strategies as proof of capabilities.

The Problem:

If you are asked to create a strategic plan for your area of expertise, come up with a creative campaign or deliverable, you may be giving a company great ideas, plans and work products free of charge, especially if you don’t get the job.

The Solution:

You want to wow a potential employer and show them your skills, smarts and superior ability to knock it out of the park, but protect yourself upfront.

Ask for details about how the end product will be used if you are not hired. Some companies with savvy legal council will tell you upfront that your deliverable can’t and won’t be used. They may even offer added assurance with a signed agreement to that effect. Other companies may not offer such a safeguard.

Still, you can protect yourself by defining the parameters of what you can provide without pay and you can present a deliverable that meets the requirements but lacks fine details. Otherwise, you may give away your secret sauce that you’ve worked long and hard to acquire through education and experience. It can be disheartening to give it your all and spend hours on a project to find that you didn’t get the job. It may feel even worse, like being swindled or conned, to realize that you literally gave away what would be worth hundreds of dollars in consulting fees.

You may consider creating a non-disclosure agreement (NDA) before accepting the project to protect yourself and your work. Having such an agreement in place can keep your work product confidential and restrict how it may be used. If you don’t get the job and end up seeing your ideas in use by the company, you may have legal recourse.

You can find online resources to help you create a non-disclosure agreement.

If you really want the position for which you are applying, by all means take on the project with gusto, but don’t spend more than a few hours on it and show your business acumen, too, by seeking protection for the end product you provide.

Tax-Deductible Job Search Expenses: Know What You Can Deduct and What You Can’t



Income tax filing deadlines are looming. With less than a month before the regular filing cutoff date, don’t forget to check out the law for job search deductibles and to include them when you file.

What’s deductible and what’s not?

Basically, if you were searching for a job in your same field of expertise, job search expenses, such as resume preparation fees, job search-related travel, employment agency fees, phone charges and mailing costs qualify for deduction.

But there are hitches in the rules for deducting job search costs. For instance, expenses must be more than 2% of your adjusted gross income. If you’re adjusted gross income is $80,000, your job search expenses would have to be more than $1,600 to be eligible for deduction.

College graduates are often at a disadvantage because they have yet to establish employment in a specific field. As a result, they do not qualify for the tax write-off if they are looking for a job for the first time.

You must keep a record of your job search expenses with receipts to prove what was spent in case of an audit and you have to complete a Schedule A when filing if you are deducting job search expenses.

Learn more about job search tax deduction by visiting the IRS website for tax filing guidelines.

Fridayd’s job search solution qualifies for tax deductions under the current rules for employment agencies and outplacement services – if you are searching for a job in your existing occupation.