Nancy

Are You Part of the 92%?

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Hand with pen filling out a blank job application form.

Appcast, a leading provider of recruitment data, reports that 92% of people who click “apply” on a corporate website do not complete their job application. I haven’t been able to find the abandon rate for USAJOBS but I’m sure it’s high since I constantly hear how complicated USAJOBS can be. From an organization perspective, high abandonment of applications started but not completed means fewer candidates than anticipated. From an applicant’s perspective, it could be good news.

How can you position yourself to be one of the 8%?

  • Don’t wait for the last minute. If you know you have an interest in a particular organization or company, see if you can sign up for an account ahead of time. Create your user name and password, and if possible, fill out any generic information and upload any documents such as transcripts, etc., that might be needed.
  • Have your resume ready. Some organization’s Applicant Tracking Software (ATS) requires that you use their builder; others allow you to upload your resume. Either way, you should have your basic resume ready in advance. That resume should be in Word (not a PDF or drive) so that you can copy and paste relevant parts of your resume into their builder if required, or do a simple upload. Of course, you should tweak your resume for the specific posting but your baseline resume should be ready to go.
  • Give yourself time. Although applying for corporate jobs through an in-house ATS takes an average of 5 minutes, according to InFlight, a user experience provider; applying through USAJOBS can take an hour—and if there is additional testing required, even longer. Many more organizations are using 2-factor identification to log into their systems so be prepared with all necessary information before you sign in.
  • Get the phone number of the help desk. Sometimes these application systems are not as intuitive as their creators had hoped. If you can identify the specific ATS being used (sometimes the name is available on the login page; common ATS include Oracle Taleo, IBM Kenexa, Jobvite, SmartRecruiters, iCIMS—this is not an inclusive list), go onto their website and see if you can find a phone number or other assistance. USAJOBS has its own Help Center: https://www.usajobs.gov/Help/ with a lot of information for jobseekers.
  • Find an insider if you can. Use your network to see if you know someone who works where you are applying—or know someone who knows someone. Make contact; let them know you’re applying.
  • Remain patient and positive. The hiring process takes time; the higher your target job, the longer your search is likely to take. Don’t put all of your hopes on one job; keep searching and applying—and you’ll be able to take that next step in your career!

Are You Getting Passed Over for Promotions?

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Have you been applying for promotions and not getting picked despite the fact that you think you’re qualified? Here are some possible reasons why:

Man distraught over not getting job promotions.
  • You may not have the skills you think you do. Perhaps you’re really good technically but haven’t exhibited the interpersonal or soft skills the next level requires. Or one of the technical skills needed for that promotion may not be your strength—even though you can perform that function at a basic level.
  • While you do everything asked—and do it well, you may not be seen as someone who takes the initiative. Do you proactively problem solve or look to management to help? Do you go above and beyond—all the time?
  • You may be seen as too casual or unprofessional. Do you gossip? Dress too casually? Sign off the minute you’re able? Again, you may get everything done but these other issues—or your reputation—may hurt your chances for promotion.
  • You’re not really known outside your work group. As you move up the ladder, people you do not interact with regularly may weigh in on promotion decisions. Do you the people above you—and do they know you?
  • You have communicated that it’s “your turn” to be promoted based on tenure. This never goes well; promotions need to be earned and it needs to be clear that you’re ready. Organizations need to be convinced that you can add value for them.
  • You haven’t communicated that you’re looking to move up. Have you spoken to your boss about your career interests? Actually applied for the job? Shown that you can “do more”?
  • Your organization doesn’t have higher-level work. You may have simply reached as far as you can go in your organization. Are you competing with lots of high-potential employees? Is your organization flailing or otherwise not doing well? Is the work you do fairly routine? Assessing whether promotion is possible in your current environment is important.

What can you do to better position yourself for promotion?

  • Sit down with your supervisor and share your short- and longer-term goals. Ask for feedback—and listen to what you hear. Show that you’re trying to implement suggestions.
  • Track your accomplishments. It is important for you to recognize and share your achievements. This does not mean being a braggart. But it does mean that you should know and communicate your achievements to your boss. You can do this during your performance discussions and in writing during your end-of-year evaluation.
  • Build and leverage your professional network. You need support to get promoted—and that support needs to come from more than your peers and subordinates. Make yourself known to leadership in a positive way. Use LinkedIn and other tools to stay in touch with colleagues outside your organization to stay current and understand how other organizations view your position.
  • Consider getting a coach and/or a mentor. It’s always helpful to hear another unbiased opinion on your situation.

Remember, no one cares about your career more than you do. Take charge!

Are You Following to Bad Career Advice?

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There’s a lot of career advice available—some of it is current and informed –other advice, not so much! If you do a simple search for career advice, you will get literally millions of potential hits. And that’s before you hear from friends and relatives. How do you wade through this advice?

Graphic of a jobseeker covering its ears as others speak through a megaphone towards them.
  • Look at the source. Are they a “flash in the pan” or are they credible, credentialed, and currently working in the career field and publishing? I see a lot of people writing about resumes and careers and it is clear that many are not up-to-date.
  • Are they telling you to include an objective and references on your resume? If so, keep looking for more updated advice! No employer cares what you want (objective)—they want to know what you offer. And every employer knows that you’ll provide references if requested; no need to mention references on your resume at all.
  • What about page limits for your resume? If they’re telling you to limit your resume to 1 page and you’ve been working for more than a couple of years, 2 pages for private industry is totally appropriate. And, if you’re looking for a federal job, a one-page resume will never do (and neither will a two-pager).
  • The focus is on finding your “passion.” Most of us have to work, period. If you find yourself in a career that you consider to be your passion, congratulations! But do not expect every job to fulfil every part of yourself. Looking only at jobs that you are passionate about may have you pass by jobs that don’t fit into your ideal job—but might be equally fulfilling.
  • You’re being told to take the first job offered. If you need the money and you need it now, then taking the first job offered may not be the worst thing you can do. But if you can afford to wait a bit and have other potential jobs in process, you may want to try and delay making a decision. This will allow you to see if something else comes up and do your due diligence on the position offered. Of course, you cannot a delay a decision indefinitely.
  • The person offering advice may have an underlying bias. Whether the bias is about what women can do career-wise, or has a generally anxious approach to life, or wants you to make a certain amount of money, or whether they do not want you to leave your current job situation for personal reasons, or something else entirely, consider who is offering the advice and what they may personally get out of your decision.
  • If you set your mind to it, you can do anything; this is common advice—mostly from friends and relatives. You need to be qualified (at least mostly) for the jobs you’re targeting, and your resume has to show it.

No one cares more about your career than you do—manage it strategically. Engage professionals along the way to help, for sure; just make sure that what they’re offering makes sense and represents current best practices.

Are YOU Up-to-Date on Federal Hiring Flexibilities?

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We have all heard that getting a federal job can be a laborious process. While that can certainly be true, federal agencies have more hiring flexibilities than ever before. If you are looking for a federal position, it behooves you to know that agencies can hire in multiple ways.

The flag of the United State of America in front a federal building.

While it is likely that not all the hiring flexibilities apply to your personal situation, nor are federal agencies not required to use these flexibilities—they may be available, depending upon your and the agency’s situation.

Here are some of the hiring flexibilities that exist. The appropriate use of these flexibilities is nuanced and varies for each authority/flexibility—this list is a good place to start.

  • Veterans’ authorities: Veterans Recruitment Act (VRA), 30+% compensable
  • Veterans Employment Opportunities Act (VEOA) and Veterans Opportunity to Work (VOW) Act
  • Military Spouse
  • Returning Peace Corps  and AmeriCorps Volunteers
  • Schedule A for People with Disabilities
  • Direct Hire (available for Contract Specialists, Cybersecurity Specialists, Veterinarians, among others)
  • STEM Hires (Economists, Biological Sciences, Fishery Biologists, General and Civil Engineers, Physical Scientists, Actuaries, Mathematics positions, Mathematical and regular Statisticians)
  • Reinstatement eligibles
  • 30-day appointments to positions for which a critical hiring need exists
  • 1-year, 1040-work hours per year appointments in remote/isolated locations
  • Temporary Appointments, not-to-exceed 120 days
  • Reemployed annuitants (when the retiree’s salary is offset by the annuity amount)
  • Contracting with private sector temporary firms
  • Student hires
  • Postal Career Service Employees*
  • Government Accountability Office*
  • Administrative Office of the US Courts*

* these positions are in the excepted service are not regulated by the Office of Personnel Management.

Again, the above list is not all-inclusive but meant to give you an idea of the myriad of ways that federal agencies can hire people. If you believe that any of these flexibilities might apply to your situation, reach out to an agency Human Resources Specialist for more details.

Getting a federal job does take time and effort but by understanding the process, you can make that process easier on everyone.

How to Resign

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Perhaps you have reached the point of no return. Or you have decided that you want to be part of the “great resignation.” Or maybe you have gotten another job (congratulations!) If any of the above are true (and of course there are other reasons too), you will need to resign from your current employer. And ideally you want to do so gracefully.

An employee holding a resignation letter and packed things in a box while leaving a job.

Here are some tips for how to (and how not to) resign:

  • DO NOT forget to give notice. Two weeks is standard; depending upon your role in the organization, more time may be appropriate.
  • DO NOT burn bridges. You may need a reference—or you may decide you want to return to the organization.
  • Do NOT take the opportunity to share everything you think is wrong about the organization.
  • DO NOT brag about your new opportunities.
  • Do put your resignation in writing—and provide your contact information.
  • DO understand your separation benefits; COBRA, whether you’ll be reimbursed for unused vacation pay, 401(k), etc.
  • DO meet with your boss to tell her personally that you are leaving.
  • DO thank your organization for the opportunity – and share something you learned or enjoyed about the job.
  • DO offer to assist with the transition.
  • DO return all property that belongs to your organization.
  • DO be sure to delete any personal files from your work computer.
  • DO say goodbye to your colleagues.

People will remember how you resign. Take the time to do it right!

Thinking About Personal Pronouns on Your Resume and/or LinkedIn Profile?

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You may have noticed pronouns (he/him/his, she/her/hers, they/them/theirs, ze/hir/zir) being included on social media profiles, email signatures, and in the job search process in general. Including pronouns can prevent accidental misgendering, helping you avoid having to correct a hiring manager or recruiter using incorrect pronouns. It could also help you identify an inclusive workplace. There is no one blanket rule/policy that can apply to all, and your decision to include your pronouns is a very personal one.

There are a few ways that you can clarify your pronouns within a job application process. If you want to include on your resume, you can simply add your pronouns under your name in the header (before your contact information). Another perhaps less obvious way to include your pronouns is in your cover letter, beneath your signature at the bottom of the page. You can add your pronouns in parentheses next to your name, or you can add an additional line under your name/title.  Sometimes, job applications will ask you to identify your salutation of Mr./Ms./Dr./other.

If you do want to include your pronouns on your career documents, there are a couple of ways to do so.

  • On the resume, add your pronouns in parentheses next to your name, or under your name. You can also choose to put your pronouns in a different color text to make them stand out.
  • On your cover letter, you can include your preferred pronouns under your signature at the bottom of the page. Or you could add them in parentheses next to — or underneath — your name at the top of the cover letter.
  • When sending an email to a hiring manager or recruiter, you can include your pronouns in your email signature.
  • On job applications, there may be a place to select your gender and/or pronouns. If you identify as nonbinary or transgender, you can leave that question blank if there is not a suitable choice.
  • On LinkedIn, you can add your pronouns to the “Last Name” field (so they appear after your name), or LinkedIn has now added a “Pronouns” drop-down to select your pronouns (or input custom pronouns).

While there can be many benefits to including your pronouns, the unfortunate truth is that there is still hiring discrimination in some quarters, so delineating your pronouns on your documents is ultimately your choice. You may have other opportunities, during the interview or after hiring, to share your preferred pronouns.