Job Search

10 Reasons You Were Not Referred To The Hiring Manager

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One constant theme I hear from resume clients is that they know that they are well qualified for a job but did not get referred to the hiring manager and they don’t understand why.

Here are 10 reasons why you could be well qualified but did not get referred:

  1. Your resume does not reflect your qualifications for the specific position. For maximum effectiveness, your resume needs to be tweaked for each job. Make sure that your resume mirrors the language of the announcement and questionnaire. For example, if your resume talks about “cybersecurity” and the job posting uses the term “information security,” you should change your resume to include the words “information security.”
  2. You did not submit all required information. Perhaps you forgot to include your transcript (for positions requiring them) or neglected to include your DD214. Without all of the required documents, your application may not have received full consideration or the highest rating.
  3. You did not give yourself enough credit on the occupational questionnaire. If you did not rate yourself highly on the questionnaire, it is unlikely that your application will be scored at a level to be referred to the hiring manager.
  4. You have time-in-grade but do not meet the specialized experience requirements. Without the requisite specialized experience, it is unlikely that your application will be considered best qualified and referred. Be sure to spell out your possession of the specialized experience requirement in your resume.
  5. Your resume is acronym-laden and full of technical language so Human Resources (HR) reviewers have a hard time telling whether you are qualified or not. Remember, the first audience for your resume is HR; if they don’t understand your resume, it will be hard for you to be referred. And, just because you are applying in your own agency, doesn’t mean that they understand the technical work that you do.
  6. Your resume is too short; you are not likely to achieve success with a 1-2-page resume; a typical federal resume is 4-6 pages. From a federal HR perspective, if it’s not on your resume, you did not do it. HR Specialists are not allowed to make assumptions or draw conclusions about your experience—you need to be specific.
  7. Your resume is too long. If your resume is 10, 12 or even more pages (and you are not a scientist with multiple professional publications, etc.), your resume has far too much content and it is likely that a lot of that content is irrelevant to the job you’re applying for. Make good use of your “resume real estate;” everything on your resume should be focused on the job you’re applying for. Everything else should be eliminated. And there’s no need for your resume to go back 15, 20, or 30 years.
  8. Your most relevant experience is not current. While you will certainly be rated qualified if your relevant experience was a long time ago, it’s going to be hard to be rated best qualified when there are likely applicants who are currently engaged in relevant work.
  9. Your resume is missing relevant accomplishments. If your resume is a list of duties and does not include any accomplishments, it’s like saying, “I do this, I do that, trust me, I do it well…” The strongest resumes include relevant accomplishments.
  10. Your resume is missing metrics. Without metrics, readers of your resume do not know if the budget you manage is $1, $100, $100,000, or $1,000,000. Your resume should include metrics so that reviewers of your resume understand the full scope of your work.
  11. BONUS REASON: You are not applying appropriately. If you have status, you should apply as a status applicant; if you do not have status, you should be applying under delegated examining or all citizens announcements. If you are eligible for specialized appointment authorities, make sure your USAJOBS Profile appropriately supports your eligibility and your resume clearly shows that eligibility.

If you are not putting your best foot forward with each and every application, you are doing yourself and your career a disservice. If you are applying for jobs for which you are fully qualified; responding to the questionnaire appropriately; using a targeted, federal-style resume; and following all instructions in the job posting, you should consistently get referred to the hiring manager.

Special Workforce Authorities for Cybersecurity Professionals

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In July 2016, the Office of Management and Budget (OMB) and the Office of Personnel Management (OPM) jointly issued the Federal Cybersecurity Workforce Strategy to address the need to employ a Federal civilian cybersecurity workforce with the necessary knowledge, skills, and abilities to enhance the security of the Federal digital infrastructure and improve the ability to detect and response to cyber incidents when they do occur. The Strategy presents new approaches and government wide actions to identify, expand, recruit, develop, retain, and sustain a capable and competent workforce to address complex and ever-evolving cyber threats.

Here are some things you might want to know:

  • CyberCorps®: Scholarship For Service (SFS) is a unique program designed to increase and strengthen the cadre of federal information assurance professionals that protect the government’s critical information infrastructure. This program provides scholarships that may fully fund the typical costs incurred by full-time students while attending a participating institution, including tuition and education and related fees. Additionally, participants receive stipends of $22,500 for undergraduate students and $34,000 for graduate students. The scholarships are funded through grants awarded by the National Science Foundation. See https://www.sfs.opm.gov/ for more information.
  • Special pay rates are available for entry- and developmental-level computer engineers, computer science specialists, and Information Technology (IT) Management Specialists. These are rates which are higher than the published GS salary tables.
  • Other incentives, including recruitment and relocation incentives, student loan repayment, and advanced leave accrual, may be available for hard-to-fill positions in cybersecurity.
  • Critical Pay may be available for highly technical and/or scientific positions; see: https://www.opm.gov/policy-data-oversight/pay-leave/pay-administration/fact-sheets/critical-position-pay/
  • There is government-wide direct hire authority for Information Technology Management (Information Security / Cybersecurity for GS-2210-9 through GS-2210-15; there are also agency-specific excepted service hiring authorities for the Department of Defense (DoD), Department of Homeland Security (DHS), General Services Administration (GSA), the Office of Management and Budget (OMB), and the Veterans Administration (VA) for IT security and related positions.
  • There is a temporary authority to use excepted service hiring for digital services staff to support the President’s Management Agenda’s Smarter Information Technology (IT) Delivery Initiative. These appointments are not to exceed September 30, 2017.

None of the above is a guarantee, of course. But, if you are a committed Cybersecurity expert, knowing the federal hiring options can help you navigate the federal hiring process and network your way to success. And be sure to look at: www.cybercareers.gov, your updated source for everything cyber..

Federal Benefits Update

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If you haven’t yet heard of the threats to federal benefits contained in President Trump’s 2018 budget proposal, you haven’t been paying attention.  However, if you’re receiving the Solutions for the Workplace monthly newsletter, the odds are good that you’re aware of the danger on the horizon.

Most of the proposals are a re-hash of those that have been presented in the past and have gotten nowhere.  The Congressional Budget Office, the Simpson-Bowles Commission and budget proposals coming from the House of Representatives have made the same or similar proposals over the last several years.  The difference is that now the same party controls both houses of Congress and the Presidency, making the changes somewhat more likely to be enacted.  Note that I used the modifier “somewhat” in the previous sentence; it’s no slam dunk to enact such major changes to long-time benefits.

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Had Enough? Leave Your Job The Right Way

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Most of us have seen the YouTube videos or read about people who have quit their jobs in a very public way. While this approach may be momentarily attractive, it is never a good idea. You owe it to your future career to resign professionally and with grace.

Here are a number of things to help you leave your job the right way:

Make sure you have your new job locked down first. Before telling your supervisor; this includes a written offer with all details, including start date, agreed to.

Don’t quit in a fit. Be sure you are resigning for the right reasons — e.g. you have found a better opportunity — and not because you’re mad about something. The better opportunity could be a better commute, more money, growth opportunities, or whatever. The key thing is to know why you are leaving and make sure the reason is sound and the decision is well-considered.

Prepare to give at least two weeks’ notice. While rarely required, two weeks is considered the minimum notice as a professional courtesy. If you are leaving a private sector job, realize that once you give notice, you may be asked to leave immediately.

Put together a status report of all pending projects, meetings, deadlines and the like. Make sure that nothing is forgotten. You may want to offer suggestions on who could take over specific duties.

Draft a professional resignation letter. Your letter should be short and sweet. Thank your supervisor for the opportunities he or she provided and mention how much you learned working for the organization. Be sure to include future contact information and the effective date of your resignation. This is not the opportunity to provide snark or make nasty comments about your supervisor or your organization.

Give your resignation letter to your supervisor in a face-to-face meeting if possible. Regardless, your supervisor should be told before any of your colleagues. If you are in the private sector, you may want to prepare for a potential counter-offer. The government offers retention bonuses as well (if you present a bonafide offer from a nonfederal organization) but they are not common.

Once you have announced your resignation to your supervisor and colleagues, clean up your workspace and remove personal items. This is a courtesy not only to your employer but also the person who will occupy your space after your departure.

Be professional and work hard every day until your departure. It is important to leave your organization on a positive note. The best way to do that is to complete your pending work and leave clear instructions with your supervisor on anything left unfinished so that the transition can be as smooth as possible. You want to ensure a positive reference and leave to door open for a possible return.

Four Steps to Plan Your Career

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No one cares more about your career than you do. As an employee, you need to be proactive in your career—this includes creating an Individual Development Plan (IDP) with your supervisor. And, if your supervisor does not offer this opportunity, seize the reins yourself! There are four steps to planning your career: Assess, Explore, Plan, and Take Action.

Planning your career can seem like a difficult task, but with the right approach, you can open up new doors without feeling overwhelmed. No matter where you are in your career – whether you are a long-time federal employee, a new employee, or a Veteran entering the civilian workforce – career planning with this four-phase career development model can help you break things down into manageable steps. Here’s how it works:

Assess
During the Assess phase, you get to ask yourself an important question: What do you really want to do with your career?

You can start this process on your own – it’s as simple as brainstorming about your interests, priorities, and goals. Or, you can get feedback from people who know you well.
As you assess yourself, be sure to focus on your strengths. While it’s important to understand and work on your shortcomings, the biggest career growth can actually come from further developing skills or behaviors in which you already excel. Finally, as part of the Assess phase, you should think about the tradeoffs you are willing to make in your career. For example, if your goal is getting a higher paying job, think about how long a commute you are willing to have in exchange. Considering tradeoffs like this can give you more insight into your actual priorities.

Explore
During the Explore phase, you are looking for opportunities that move you toward your overall career goals. This means researching various career paths on your own or through conversations with others.

A good first step in the Explore phase may be to find a mentor in the career field that interests you who can talk with you about next steps or good developmental opportunities for you to complete.

Another great activity is to shadow someone in the workplace. Job shadowing is when you observe someone for a day to learn more about whether that person’s career field or specific job could be a good fit for you. Express interest to the person you want to shadow and see if he or she has enough time available. Then, work with your supervisor or mentor to set it up.

In the Explore phase, keep in mind that any activity that helps you discover more about a career you may be interested in is worth considering. This includes the activities above but can also be as simple as having lunch with someone who is knowledgeable about another career to get his or her insider’s perspective.

Plan
Now that you understand yourself and the career possibilities in front of you, you are ready to create a plan. Coming up with a solid plan can be easy when you approach the process with an Individual Development Plan (IDP). IDPs provide the structure you need to stay on track.

You can set effective career goals in your plan using the SMART (Specific, Measurable, Actionable, Realistic, Timebound) method, which will help you think about the concrete steps you will take to achieve your goals. Is there training you need to complete to be eligible for a new position? Or are there experiences you can get in your current position that will qualify you for your next? For instance, if one of your goals is to improve your communication skills, you might plan to gather feedback on your communication skills from your peers and supervisors and then spend time learning about different communication styles. Or, you could take a course to learn about communicating effectively during meetings.

Take Action
Now, you’re ready to put your plan in motion. Depending on the goals you have identified, you may be taking a few hours of training each week, shadowing another employee to see what it takes to succeed in his or her position, or applying for a new job. As you complete your planned steps, don’t forget to gather feedback on your activities from a supervisor or mentor. You should also review and adjust your IDP as you go based on your progress toward your career goals.

By using these four phases for your career planning, you will be well on your way to the career you want. But remember to be flexible – developing your career is a continuous process. As your priorities evolve, you should feel free to bounce back and forth between the four phases, getting what you need from each.

Make Your Job Search Part of your Routine, Always Network

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I often hear comments along the lines of, “I’ve never had to look for a job, they have always just fallen into my lap.” While that may have been true in the past, for most of us, a successful job search requires organization and effort. You will need to develop a routine to be successful in your job search. It is important to do something to move your job search forward every day. You will need to create a new set of priorities and schedules—and write it down so you can hold yourself accountable.

Since you’re employed but seeking new opportunities, you need to make an extra effort to make time for your job search. Be consistent in the amount of time you spend each week looking for a job. Don’t spend 40 hours one week and then nothing for the next two weeks! The hardest part is getting started. Once you get the momentum into your search, you will want to keep moving forward. Set a schedule and stick to it.

First you need to decide whether you’re looking for another federal job or if you want to transition to the private sector. If you want another federal job, you should create a search agent on USAJOBS. The search agent should target the agencies, positions, grades, and occupations you’re interested in. You should also update your federal resume, making sure to include quantifiable accomplishments and metrics to give your work context. In addition, take a look at your LinkedIn Profile (you have one, right?). While the federal government doesn’t typically use LinkedIn to conduct job search, hiring managers will often look at LinkedIn to “check you out” prior to interviewing. You can and should use LinkedIn for networking—reach out to potential contacts and let them know you’re thinking about making a change, and ask them to notify you if they have an opening that might be of interest. You should also network in person; attend professional meetings if possible and let your friends and others know that you’re open to a job change.

If you have decided to transition to the private sector, the underlying concepts are the same; you need to have a private sector resume that uses key words, has accomplishments and metrics, and shows that value you offer to a potential employer. If you haven’t written a private sector resume in many years, please know that they have changed. The old “objective” statement at the top of the resume has been replaced with a “qualifications profile” that immediately showcases who you are and what you have to offer a prospective employer. Likewise, it is considered old fashioned to include a section on references in your resume; instead, you should have a separate reference page.

Unlike the federal government, most of the private sector uses Applicant Tracking Software (ATS) to screen applicants. If you’re applying online for a position — whether through a company’s own website or a portal like Indeed or Monster — it’s likely that your resume and application will be entered into a database. This makes ensuring that you customize your resume for each job posting essential, as ATS is searching for key words.

Networking is essential for a private sector job search; even with the widespread usage of ATS, it’s humans that still do the actual hiring. Having a referral from someone already in the organization you are targeting is very helpful. Research consistently indicates that more than 40% of jobseekers identify networking as the reason they found their most recent job. Social media is also critical to your private sector job search; many recruiters and companies use LinkedIn to “source” applicants. Your LinkedIn presence should present a positive professional image—and your other social media, such as Facebook, should not undercut that image. You should also make sure that the job titles and dates on your resume match those on LinkedIn.

It is also important to track your job search. Keep a list of the jobs you applied for, the dates you applied, and the results. You may also want to keep copies of the specific job postings so that you can properly prepare for interviews when called. Prepare a list of people in your network and then develop a log of when you reached out, what you discussed, and any appropriate follow up. Sign up with various job search boards, but be careful about putting personal information such as addresses, social security numbers, and the like, in the public domain. Read professional journals so you know what is going on in your industry. Attend job fairs. Develop your references. And most importantly, do something every day to further your job search!