Job hunting tips for recent college grads

Q:  My daughter is graduating college in the spring of 2017.  She has replied to many online postings and seems to be getting frustrated.  Many of her friends are landing jobs.  I am sure that job hunting has changed since I graduated from college.  Can you share any tips on job hunting, more specifically for recent grads?  We thought after laying out some pretty big dollars for an undergraduate degree, she would have job offers coming through our front door.

A:  How wonderful that your daughter has just graduated from college!  Congratulations to her!  Finding a job, especially a first job out of college, can be a challenge.  Here’s some practical job hunting advice for your daughter:

1. Make sure that your daughter is using the career services office of her college or university. Part of your tuition likely funded this office! A career services office can help with development of a resume, coaching in interview skills, and connections to employers.  Some employers even visit college campuses with the intention of hiring graduates or students.   Your daughter should also become active in alumni groups.  Fellow alumni are often very helpful in finding job leads and contacts within companies.
2. Review her resume. No typos, spelling errors or wild fonts are allowed.
3. She has probably already received this advice, but your daughter should consider joining LinkedIn. Recent college graduates will often protest and explain that they don’t have any connections. Now is the best time to start building a professional network.  Your daughter can connect with fellow graduates, professors, friends and neighbors.
4. Your daughter should have an elevator pitch. This is a 1-2 minute summary of who she is and where she hopes to land in her next job.
5. Introductions to others can lead to job opportunities. She should never say no to an intro. It is not just the person with whom you are meeting, but all of their contacts too!
6. Your daughter should stay close to email. Email should be checked daily, even on weekends.
7. Sometimes recent grads need to be reminded to send thank-you notes or emails. Even if someone has just met her for coffee, a quick note of thanks should be sent.
8. If your daughter interned with a company, she should re-connect with that company. Companies like to hire interns into regular full-time roles, if they have appropriate roles available.
9. Networking is more valuable than spending time behind a laptop. A reasonable guideline is 75% of a job hunter’s time should be devoted to networking, while the remainder can be spent behind a PC.
10. A social media check-up may be smart. College grads need to make ensure that their social media pages portray them in a positive light.
11. Finally, stay positive. Every interview is helpful, because every interview practices a skill.  Interviewing is a skill!  No recruiter wakes up in the morning and says, “I am eager to hire a negative person today.”  Even though your daughter might be getting frustrated, it is important not to share that frustration with a prospective interviewer.

Your daughter will land.  Have faith!

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Can you file for unemployment benefits after signing a release?

Q: I recently signed a severance agreement.  The title of the document was “agreement and release.”  I was given six weeks of severance in exchange for signing the release.  My question to you is about collecting unemployment compensation during this time.  Do I have to wait until the end of my severance period?  Can I file after my last date with my company.  In case state laws make a difference, I live and work in Boston.

A: Thank you for asking this question as it raises an issue that often causes confusion.  An “agreement and release” document is sometimes offered by an employer to a separating employee.  Perhaps a company is relocating and the employee has expressed no interest in the new location. Or maybe the employee’s role is being eliminated and the work will be automated or handled by other colleagues.  For whatever reason, employers sometimes offer this type of agreement to an employee who is leaving the organization.  Often this type of agreement provides severance pay and maybe some continuation of other benefits, like medical insurance.  It may also provide outplacement benefits, which will assist the employee in finding a new employment.   These additional benefits are only given if the employee signs the agreement.  As you know, employees are often eligible for unemployment compensation upon a separation in most situations, when a job is eliminated.

To help answer your question, I contacted Attorney Jeffrey Dretler, a partner at the Boston office of Fisher & Phillips LLP.  Dretler explains, “In most circumstances, an individual receiving severance pay is disqualified from receiving unemployment benefits during the period of severance. However, when an employee executes a release of claims as a condition of receiving severance, that disqualification does not apply. So, in your case, you should file your claim for unemployment at the same time as you would have done regardless of the severance pay, which is during your first week of unemployment, even though your eligibility to receive benefits would not begin until your second week of unemployment (the first week is a “waiting period”). It normally takes 2-3 weeks for the Massachusetts Department of Unemployment Assistance to process your claim before you will begin receiving payments, which will be retroactive to the end of the waiting period. The impact of severance pay on eligibility for unemployment benefits and the process for filing is determined by each state, so the advice could be different if you had worked outside Massachusetts.”

As Dretler mentioned, unemployment benefits can differ by state. The weekly benefit and the maximum number of weeks vary by state.  However, in Massachusetts, an employee who signs a release of claims is able to file for unemployment upon separation.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

When I walk into a networking event…

Q: I have been told to network at different professional events.  I don’t know where to find these events.  Beyond that, I am nervous about what to do.  How does one actually “network” at these events?  Please give me very basic rules.  I have no idea what people mean when they say I should “network” at professional events to find a job.

A: Network, network, network — it’s our mantra to job seekers.  We encourage, preach and cajole job seekers to network and then network some more!  You are right though – we don’t share enough on the specifics!

Here is my best list of networking events for job seekers:

1. Alumni associations which connect you with others from his or her school (undergraduate or graduate). Often, at these events, you will see friendly faces.
2. Professional associations which link you with others within your profession (HR, finance, IT, etc.). A common profession is easy to talk about with other attendees.
3. Trade associations which are professional groups within your industry (biotech, higher education, etc.). Often these attendees know of companies hiring or expanding.
4. Events which specifically target job seekers. Acton Networkers – www.actonnetworkers.org is a very active group.
5. Meetup groups (www.meetup.com) connect people with common interests, from salsa dancing to meditation. There are also meetups for technology job seekers or those who want to learn more about interview prep.

How to prepare yourself for such an event:

1. Print business cards and make sure that they are simple and easy to read. Include a quick phrase which describes your career interests (e.g. “controller with public accounting experience.”) A phone number and email should also be included.  I think a LinkedIn URL is also helpful.
2. Dress appropriately. Spiffy business casual is what I suggest.
3. Research the event. Arrive on time. The fewer surprises the better.  No one likes to circle searching for a parking space.  Understand the format in advance.  Have your 1-2 minute elevator pitch ready.
4. If it is a larger gathering (20 or more attendees), don’t try to shake every hand in the room. It is better to leave with 3 to 5 new contacts who are most relevant to your search.
5. Follow-up after the event. If you met a few people who could be beneficial to your search, ask to meet them for coffee. Or at least connect on LinkedIn.
6. Be gracious. Always email a quick note of thanks to anyone who meets with you.

With each event, you will gain more confidence.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

How to follow up after an interview

Q:  I have been told repeatedly to “follow up” after an interview.  But how?  Should I mail a thank-you note?  Snail mail seems old-fashioned.  Do I send an email?  Or place a phone call?  What do you recommend?  I have had more than one recruiter ask me to “follow up” with them?  But honestly I am not sure what that means.  Thank you Job Doc.

A:  Following up after an interview is essential.  Candidates who follow up after an interview demonstrate interest and show a commitment to the process.  Alternatively, candidates who do not follow up are perceived as less interested or less serious about the job opportunity.

I recommend candidates ask about how to follow-up before the interview ends.  For example, Marie is interviewing with ABC Company on Tuesday, February 14th.  Before she leaves the interview with Tamara, the hiring manager at ABC Company, one of her final questions should be: “Tamara, can you explain to me the next steps in the selection process?”  Marie will hopefully learn more about the process.  Marie might learn when they hope to fill the role, how many interviews are part of the process and how many other candidates are being considered at this point.  This is helpful too because it can set expectations as to how long each step might take.  If a company explains that they intend to ask candidates to interview two or three times at ABC Company, then that may take several weeks.  If a company explains that they expect to have a decision by Friday February 17th, that is a very different timeframe.  Marie can also ask “how do you prefer that I follow up with you?”  Tamara may offer several options – by phone, with an email or she may offer a specific date.  When we handle recruitment for our clients, I will often ask a candidate to email me by a certain date.

Additionally, always send a thank-you note.  Email is typically the best way to send a thank-you note.  Make sure you email it within 24 hours of an interview.  In the email, you again want to reiterate your interest.  It is also an opportunity to demonstrate professionalism and can serve as a sample for your writing skills.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Hundreds of resumes mailed and no response

Q: The last time I had to find a new job it was 1992.  This time I am not having great success.  I have sent out over 100 resumes along with very carefully written cover letters.  I have only heard back from one person and that was a former colleague who saw my resume and knew me.  I am getting increasingly desperate, annoyed, concerned and irritated.  How do I kick start my job search?

A: Stop what you are doing.  It’s not working, but you knew that.  The days of sending out hundreds of hard copies of resumes along with cover letters are over.  It is not an efficient way to use your time.

Instead, focus on building your network.  You already share one very important piece of information.  “I have only heard back from one person and that was a former colleague who saw my resume and knew me.”  This sentence says it all.

A strong professional network is a powerful job hunting tool.  Yes, candidates still get jobs through sending hard copies of their resume, responding to job postings and through placement firms.  However, your professional network is probably the most critical piece of the job hunter’s tool kit.  Most employees still hear of job leads through a professional contact.  LinkedIn is a great way to continue to build your network.  However, it does not replace face-to-face networking.

I still have the goal of adding three plus new connections every week on LinkedIn.  I have about 4700 connections on LinkedIn and I continue to build my network.

How do you network face-to-face?  You can used LinkedIn and ask to meet contacts for coffee or lunch.  You can attend networking groups.  There is a very active group in Acton (www.actonnetworkers.org) and also a sister group in Hopkinton.  There are Meetup groups all over (www.meetup.com) and you can find groups with common career interests.  On March 16, 2017, I am speaking at the Career Center of Lowell, Networkers event at 9:00am (www.cclowell.org).

Think about the time you have devoted to your job hunt.  Now think about the time you have spent behind your PC vs. meeting contacts face-to-face.  I challenge you to limit your PC work to 25% of your time and then face-to-face networking should be about 70 to 75% of your time.

Good luck in your search!  Congrats to our NE Patriots!

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

“Not a fit”

Q: What do the words “not a fit for the job” actually mean?

A: This is a common response to a candidate when they are not offered a job.  “Not a fit” can have many legitimate meanings.  Some of these reasons include the candidate’s skills are a mismatch for the job requirements.  For example, if a job posting states that QuickBooks experience is required, and the candidate has never worked with QuickBooks, then the candidate’s skills are “not a fit.”  Or the candidate has not worked in a similar environment and therefore wouldn’t “fit” into this work environment.  We have clients who have struggled with hires from large companies, expecting to hire a large team or have generous budgets available to them.  In the job descriptions, one of the requirements is working in a smaller, more entrepreneurial environment.  If a candidate doesn’t have work experience in a smaller environment, then another candidate may be hired (who has experience working in a smaller organization).

I encourage our clients to offer more specific reasons for why a candidate was not hired.  However, truthfully, sometimes it is difficult to deliver negative feedback to a candidate.  And some of the reasons are embarrassing and may be awkward to share.  It is awfully difficult to tell a candidate that they did not receive a job offer because they had body odor or their resume was full of typos or their grammar was less than stellar. Some candidates respond very defensively or angrily if you share honest feedback with them.  This is why some hiring professionals will resort to “not a fit” as a reason for why another candidate was hired.

However, there are also situations where I think employers have used “not a fit” as a euphemism for some other attribute that may be an illegal reason for excluding a candidate.  I have seen sales teams, mostly in the 80’s (although I am sure that they still exist today) prefer to hire men.  The reason that they give women are “sorry, you are not a fit,” meaning you don’t fit our preferred gender.  This is clearly illegal.  I also have seen candidates from different ethnic backgrounds or races be classified as “not a fit.” Let’s face it, discrimination exists.

Finally, there are candidates who seem to apply for every role under the sun, from accounting to engineering roles.  I call them the “perpetual posters.” it is difficult to believe that they are genuinely interested in this one specific role, when you have seen their resume three times in the last week, for other roles.

When a candidate receives this as a reason, a smart response would be “can you tell me why I was not a fit?”  Remember, a candidate has to be open and receptive to the feedback.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

“unwilling to embrace technology” feedback

Q:  Recently I was invited to interview for a company in financial services.  I received some feedback after the interview that I seemed “unwilling to embrace technology.”  I must admit that I get nervous with computers.  How should I handle this in the future?

A: Technology touches most jobs now.  I know of no role in financial services, which does not require some basic PC skills.

It is helpful to understand how a prospective employer perceived you.  Not all employers are willing to share candid feedback.  First, re-think your responses to questions which may have led an interviewer to have these concerns.  Did you mention that you were uncomfortable with technology?
Did you become nervous in response to a question about your skills in this area?  Many interviewers will ask about a candidate’s technological expertise and may even to share a rating on skills.  Or, an interviewer may ask how a candidate used that skill.  For example, “Describe for me a type of project or task, where you were required to use your advanced Excel skills?”  This type of question is fairly common interview question.  If you lacked confidence in these responses, how can you either 1. improve your confidence level and /or 2. build and practice your skills in this area?

If you need to improve your confidence in how you respond to these types of questions, practice sample responses.  Give examples of when you have to use a specific technology in a past job.  Also think about offering an example of when you have to learn a new software or system.

If you need to improve your skills, think about taking a course.  You can explore classes and online tutorials or you could enroll in a class at a local technical school or college.  There are also training companies which offer a variety of training courses.  Online courses are often free and self-paced.  Enrolling in a local college would be more expensive but many offer one or two day courses, which are a bit more cost-effective.

Once you learn the skill, try to use it a few times to continue practicing the skills.  If you have just learned PowerPoint for example, develop a mock PowerPoint presentation on your job search, as an example.

Technology is here to stay.  Those candidates who are willing to learn new technologies often have an edge.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.