How Your Storytelling Could Impact Your Job Search

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If you’re sad on the inside, don’t expect to show up happy on the outside.

It’s an amazing phenomenon how our inside world gets projected outwardly. We seemingly communicate the way we think and feel not just in words and non-verbals by the way we carry ourselves, facial expressions and overall body language, but also in the confidence, energy and well-being we exude without our knowledge. What’s even more interesting is that it’s hard to mask a negative self-perception with external appearances. What’s buried inside leaks out subtly in expressions we may be unaware of and that others pick up on.

It’s almost as if there is an invisible communication and energy field that operates of its own accord and relays the context of our inner dialogue – the story we inwardly tell about ourselves.

Most people can relate to the following experience. You’re miffed at a friend, colleague or spouse, without his/her knowing that you’re angry. You camouflage what you are thinking with a smile and pleasantries and act as if nothing is wrong. Yet, tension builds. You can feel it, almost cut it with a knife. You can’t swim out of the undercurrent of your thoughts and feelings. They can pull you under even if the surface looks calm.

Our self-narrative is especially important when we seek a new career opportunity. It says more about us than we can say with words.

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This is more than just self talk, though. The inner ongoing story of success or failure we choose to feed ourselves creates the way we feel, and those feelings turn into an identity we relay to others, despite what our words, credentials and crisp new suit might say to the contrary.

Get yourself in the right frame of mind by adjusting your vision of yourself for your job search. Keeping a positive self-image when a job search goes on and on can be challenging, but job seekers need to be vigilant about how they interpret, judge and speak to themselves about the circumstances surrounding their search.

If you have to tell yourself a story about yourself, tell a good one!

It’s the one everyone else will hear too when they look at you.

No Matter How You Slice It, Here Is the Most Important Piece of the Job Search Pie

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A job search is made up of multiple processes, and some can really soak up more time than they should. What are the most important job search activities and how much time should you spend on each for the most streamlined and effective job search?

Surprisingly, many job seekers have the time allocations backwards and spend a significant amount of time online in their quest for the right job opportunities, with considerably more time apportioned to completing and submitting applications. Those are, unequivocally, the most time-consuming activities, and they have to be done; however, no more than 10 percent of job search time should be spent on them.

Yikes! Where should one allot the remaining 90 percent of time?

Take a look:

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Today’s savvy job seekers know that the majority of their time – at least 60 percent – should be spent networking: reaching out to existing contacts, making new ones and uncovering personnel at hiring companies of interest in order to stand out from other applicants and get a foot in the door.

Those on a quest for new employment should spend about 20 percent of their time researching and preparing for interviews and another 10 percent on actual interviews.

The truth is, most job seekers struggle with whittling down their online activities to a manageable degree in order to fit in the more differentiating actions. Why? Because even if you use job search boards with alerts to bring attention to new postings, job search boards don’t catch all of the opportunities and there are a lot of irrelevant postings to sift through to find the needle in the haystack. Job seekers will still find themselves frequently visiting multiple job search boards and company websites to find ideal opportunities, plus allotting more time for filling out applications. Wash. Rinse. Repeat. It’s exhausting.

As more and more job seekers are learning about the extreme benefits of upping their networking game, they are seeking new and better ways to cut online activity. Fridayd was founded for the sole purpose of freeing job seekers from tedious online activities so they can focus on what matters most and what will give them the most advantages in their search. And it works! Using Fridayd, job seekers can cut online processes to 30 minutes or less a week and save on average 40 hours per month.

That’s a tasty time-cutting treat worth trying!

Dig in and check it out.

Tap, Touch and Done. All Job Searches Should Be This Easy

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Why would a job seeker choose to have Fridayd handle their job search processes? For starters, Fridayd makes online job search activities quick and easy. A job seeker can spend 30 minutes or less per week reviewing and applying to jobs rather than hours and hours. On a mobile device, it’s just tap, touch and you’re done!

So simple.

Compare the difference of Friday and traditional job search:

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So smart.

Think Netflix. That’s how Fridayd works. It’s intuitive. The Fridayd engine learns job seeker preferences and serves up the most relevant job search postings. Why does this matter? Most job search boards return a wide array of job search results, many of which are insignificant and cost the job seeker time to sort through them.

So streamlined.

Fridayd makes a job search efficient and stress-free, saving the job seeker on average 40 hours per month in job search time.

What can the job seekers do with all of that saved time? Focus on an existing day job; spend more time networking, preparing for interviews or developing skills; or enjoy family, friends or personal interests.

So sleek for the savvy job seeker.

Get started.

This Is the Best Way for College Grads to Beat the Job Search Numbers Game

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Congratulations, new grads! You’ve worked long and hard on your accomplishment. Degree in hand, you are off and running into the job market – you and millions of other new graduates.

The competition is fierce. Even though the job outlook is relatively good for those leaving college behind and entering the workforce in 2017, finding a new job is not easy and my take some time.

It’s a numbers game when it comes to the applications you may need to submit to get an actual interview followed by a job offer. You may have to submit 100 applications to get 10 interviews that may yield only one bona fide offer. That may sound like a lot and may shatter illusions you have about the rapidity of landing your dream job now that you have the degree that you were sure would open all of the right doors.

But don’t be dismayed. Today’s job search activities involve more than just searching for and applying to jobs, such as networking. Plus, there is help with the tiresome job of finding the right opportunities and completing all of those applications. We’ll get to that, but first, here are some tips to keep your head above water and give you advantages in your search.

  • Have a realistic understanding of the how long it might take to find your first professional gig. Lucky are those that land their ideal job right out of the college gate, so expect your search to span months rather than weeks. It may take on average 7.5 months to find a new job for even the most skilled professional.
  • Take all of the help you can get from your university career services. Ask for help crafting your resume and cover letters.
  • Find a mentor. Ask a more seasoned professional for guidance in your search and career growth. People love to share their wisdom.
  • Work your contacts and build your network. Networking is key today. You should ideally spend most of your time on networking, interview preparation and career development and only 10 percent or less of your job search time on online activities. Start with who you know and ask them to introduce you to contacts in their own networks. Network with college professors, family friends and relatives, neighbors, your college classmates who have already landed positions – anyone who may help refer you for opportunities.
  • Get to know yourself. Understand your greatest strengths and develop a pitch to sell them.
  • Practice interviewing so that you sound natural and confident and can answer all of the tough questions in a positive light.
  • Create a job search support group of recent grads to share tips and provide positive encouragement throughout your search.
  • Believe in yourself. No matter how many rejections you get, there is a “yes” waiting for you out there. Stay the course.

Now back to the help you can get to win the numbers game and keep your job search on track. One way you can be more effective and efficient is not to just find job postings, but to find the right ones with little effort. The second is to eliminate the time spent completing applications.

Submitting applications is necessary. You can’t exclude that chore, but you can get it done without doing the work yourself. And let’s be honest; wouldn’t you rather spend your time doing more differentiating job search activities or doing whatever matters most to you?

This is where Fridayd comes in as a technology solution that searches for the most highly relevant job opportunities, completes and submits applications on your behalf, uncovers networking connections for you…and keeps your job search on course without missing a beat until you find the position that is right for you.

Hundo p this is the best way to keep your job search moving and beat the numbers game.

Get started.

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

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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.

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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

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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.

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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?

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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.

BONUS: Enter your name and email address to win a $100 gift card and one free month of job search and application from Fridayd – whether you complete the survey or not.

Share this offer with friends and family so they have a chance to win too!

Yep, You Should Still Complete a Job Application

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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.

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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

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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

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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.

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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.