3 ways to get the most out of working with a recruiter

3 ways to get the most out of working with a recruiter

Think you know your recruiter, and what they can do for your career? Think again! Many people vastly underestimate the value a recruiter can provide, and think of them only when looking for a new job. But a good recruiter can do much more than just connect job seekers to new opportunities.

A good recruiter is a career advisor and coach.

They can offer valuable insight into how to present yourself on paper and in interviews, and advice on salary negotiation. Throughout your career, they can help you set goals, assess job opportunities and weigh offers. With an experienced recruiter in your corner, you’ll be able to arrive at the right decision for yourself with confidence.

Recruiters also have an intimate knowledge of the industry or field they serve. (At Freeman+Leonard, we’ve taken this a step further, as many on our team are former marketers and creatives themselves. This makes it much easier to match your skills to the right opportunities!) They’re up on the latest trends in your industry and in the job market, which can be a great asset when you’re pursuing a new role or thinking about a career transition. By understanding what employers are looking for today—and tomorrow—they can provide clarity when you’re considering taking the next step in your professional life.

And best of all, there’s no charge to candidates for working with a recruiter. So don’t squander that support – maximize it! Here's how to get the most out of your relationship with your recruiter:

1. Be open and transparent about what you need in order to make a move, salary-wise and otherwise.

Your recruiter can’t help you if you’re not honest and upfront about your needs. Whether we’re talking about salary expectations, the title you want, your ideal industry or dream company, tell us the whole story – don’t hold back. 

That open dialogue will allow your recruiter to truly understand what you need in order to find the best fit for you, so you can make a successful transition.

We want to help you find your dream job. So tell us what you’re actually dreaming of! Even if it’s a little out of reach right now, we can help you map out how to get there – and then help you find an opportunity that moves you closer to your goal.

2. Give us something to work with! A short bio or talking points helps us “pitch” you to employers.

Many job seekers don’t know that when they work with a recruiter and are being presented for a role, their recruiter is often literally presenting you – with PowerPoint! So help us help you: Make it easy to put together a slide that really sells you.

A super-helpful way to maximize your time with a recruiter is to provide them with a short bio, or at least a few bullet points about your experience and background. Having this at the ready makes it so much easier to pitch you to prospective employers. It gives us an outline to focus on and ensures we cover the experience and accomplishments most important to you, and relevant to your potential employer. 

This bio or short list of bullet points should focus on what helps you stand out from other candidates. Here are a few questions Freeman+Leonard recruiter Brittani Kroog likes to ask job seekers to help differentiate them from other candidates:

1. Tell me something about yourself that's NOT on your resume (talents, soft skills, certifications, etc.)
2. What types of problems do you like to solve?
3. Where do you see yourself in 2 years?
4. What is your biggest motivator for looking for a new opportunity?

If this background is also in your LinkedIn profile summary (and on your portfolio website), even better. It helps if what employers are able to find out about you online aligns with what they’ve been told. And your LinkedIn profile can help them get a better sense for who you are as a person, and whether you’ll mesh well with the team.

3. Keep in touch, even after we’ve helped place you in a role.

Landed a new gig? Congratulations – now don’t be a stranger! We know you’ll be drinking from the firehose for a while at your new job, but once you’re able to come up for air, let us know how it’s going! Even if you land somewhere on your own, we still want to stay in contact. When you make a point of staying in touch, we’ll be more likely to think of you first when there’s another new opportunity down the line.

And, of course, think of us when YOU’RE hiring!

Some of our favorite relationships are those with candidates we talked to and helped in any capacity who later became clients. Since we already know you and your personality, we can easily jump in to address any hiring gaps quickly and efficiently.

Now or down the line, don’t hesitate to reach out. We are here for any questions you have about your career!

Don’t have a Freeman+Leonard recruiter yet?

Let’s fix that right now. Upload your resume at jobs.freemanleonard.com and someone will be in touch. You are also welcome to reach out to our recruiters anytime on LinkedIn:

 

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by routest

Why Q4 is the best time to look for and start a new job

Why Q4 is the best time to look for and start a new job

The holidays are a job-hunter’s paradise.

We’re well into one of the most unusual job markets in history, with no signs of returning to business as usual. Competition for top talent is holding strong despite a shaky economy. And as we head into year-end – a season typically marked by candidates and companies pausing job searches – you may find yourself wondering if now’s a good time to be on the market.

So to set the record straight: Yes, the end of the year is actually a great time to search for and start a new job. Yes, even in this economy.

But we get it; you have concerns. Here’s our take on the questions that have come up in recent conversations with candidates.

1. Don’t let fear be the reason you don’t chase your dream job.

Too often, we hear of talent hanging on to less-than-ideal or downright lousy jobs well past reason — especially when the economy is a bit bumpy. They’ve internalized the fear of being the “last hired, first fired” and cling to the perceived security of staying put. There’s something to be said for loyalty, of course, but not if it’s at a significant cost to you.

The reality is, job security is an illusion. Business is business, and as harsh as it sounds, anyone can find themselves on the chopping block at any moment — especially when the economy is in trouble.

This is why it’s so important to be entrepreneurial about your career, and focus on contributing your talents where you can make the greatest impact and receive in return the most reward and fulfillment. If you’re undervalued or underutilized in your current role, that’s not exactly an advantageous place to be when downsizing decisions are made, either.

In other words, now’s as good a time as any to make your next move and go after the job you really want. 

2. That bonus you’re holding out for could cost you. 

If your total comp package includes a sweet bonus opportunity, you may be hesitant to leave it on the table. After all, you’ve been working all year, gunning for that perk, and you deserve it. Bonuses are an effective way for smart employers to incentivize strong performance (and retention). But payouts are not guaranteed, and you won’t always see the writing on the wall.

With the fear of recession in the air, companies are pulling back and shoring up resources in preparation for a possible storm. This means making tough calls, including canceling plans to pay out cash reserves. If you think your bonus is in the bag because you’re making your numbers, think again. You might get it, might not.

“Now is a great time to negotiate for higher salaries in a new role to combat inflation or to find roles that better suit your lifestyle,'' says Freeman+Leonard recruiter Brittani Kroog. “For the right employee, we are seeing companies go tens of thousands over their range and negotiate more PTO and other benefits.”

Plus, you may be able to negotiate for more money with a new employer to make up for the bonus you’re leaving on the table.

But even if not, you’ll need to decide if missing a great opportunity is worth a bonus you may not even get.

3. ‘Return to office’ is gaining ground, so get ahead of it. 

At Freeman+Leonard, we’re Team WFH. We think companies should be offering more remote work opportunities, not fewer. Alas, not every employer is on board. Many cling to outdated ideas about in-person collaboration (or their commercial leases), in addition to those whose workers must be on-site to perform their jobs.

In the past few months, we’ve seen a sharp increase in job descriptions with in-office-attendance requirements. And quite a few folks in our talent pool have been voicing displeasure about their employer enforcing return-to-office policies. With the pandemic waning, the trend isn’t looking good for home office holdouts in 2023.

If you prefer working remotely and it’s become clear that your employer has different ideas, your best bet is to get ahead of it. Doubly so if you moved farther away from your office during the pandemic (or even to a whole new city!).

Find a new opportunity with an employer that agrees with your thinking and appreciates the value of working from home. The clock is ticking!

4. Your competition is sleeping on the job (or sipping eggnog). 

The job search and hiring front are notoriously quiet at the end of the year. But in our experience, it’s often one of the best times to be on the hunt for a new role. Economic downturn and headline-grabbing layoffs aside, the job market is still strong in many sectors. Heading into 2023, healthy marketing and advertising budgets mean employers are still hungry for top talent. 

It can be tempting to take it easy during the holiday season, but your competition is probably thinking the same way. You may even figure that recruiters and hiring managers have completely checked out for the year, but we can assure you that’s not the case. Sure, some people are out of the office on vacation, but we’re still plugged in and actively looking to fill roles before the new year.

“We often advise clients to swoop in and get good talent now with fewer companies competing,” says Andrea Tipton, EVP, Marketing and Talent Solutions at Freeman+Leonard. “The same can be said for talent. Take the time now to decide what you want and go after it.”

With fewer candidates actively searching, December is a good time to stand out, get noticed and land your next role. 

5. ’Tis the season for searching and settling in with ease.  

The holidays can be a sleepy mix of slowing down at work while getting caught up in hustle-and-bustle at home. But don’t forget, you can always pare back your social calendar commitments and mile-long to-do list. If you’re eager to make your next move, use some of the downtime to polish your resume, update your LinkedIn profile, brush up on your interview skills, and take advantage of the slower pace.

If you land a role near year-end, you may be inclined to push your start date to January. But Q4 is a great time for onboarding without the pressure to start contributing right away. You’ll be able to sit in on planning meetings, connect with your new coworkers and clients during holiday social gatherings, get up to speed on company policies, programs, and technology, and prepare to hit your stride in January when projects are in full swing.

Set yourself up for success next year and beyond.

Overall, the future looks bright for marketing and advertising talent in this market. We encourage you to seize the opportunities in front of you, continuously strive to advance your career, and set yourself up for future success. December could be the month that makes a difference. 

The skilled talent professionals of Freeman+Leonard can help you with your search now and year-round.

Get in touch with a Freeman+Leonard recruiter today by submitting your resume or connecting with us on LinkedIn.

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by routest

Why more employers should offer remote work (and what to do if you can’t)

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by routest

17 unique job perks and benefits to attract and retain top marketing talent

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by routest

Advice from CMOs: How to cut your marketing budget during an economic downturn

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by routest

5 steps to a stellar LinkedIn profile summary

5 steps to a stellar LinkedIn profile summary

As the hot job market continues to burn bright, many strong candidates are still being overlooked and wondering why. Could high-profile layoffs and economic uncertainty be to blame for a hiring slowdown? According to economists and what we’re seeing first-hand every day in the trenches — no way! It’s still a job seeker’s market.  

So, what gives?

The game has changed, and it keeps changing. If you’re on the job market for the first time in years, you may have noticed some things have changed, but one hasn’t: You must always be willing to adapt. 

One of the biggest game-changers? LinkedIn reigns supreme. For snagging professional opportunities, it’s the place to be, more so than job boards or anywhere else online. 

If your LinkedIn profile feels like a time capsule of your former professional life, you’re short-changing yourself. Full stop. It’s time to dust off the cobwebs and polish your profile — especially the “About” section, a.k.a. your profile summary or bio.

But if you’re worried about adding another task to your job hunt to-do list, we have good news: 

The cover letter is officially dead. 

Our clients rarely ask for cover letters, and if you suspect the countless letters you’ve written during a job search have gone unread — you’re probably right. 

“I never read cover letters. Too many resumes to review,” Ashley Allen, Senior Manager, Talent Solutions at Freeman+Leonard confesses. “Recruiters and hiring managers are short on time, so we tend to dive straight into whatever’s going to give us the best picture of the candidate’s potential fit for the role.” 

Every recruiter on our team agrees. So let’s put this to rest — unless an employer specifically asks for a cover letter, you can skip it! 

What’s taken its place? You guessed it: a killer LinkedIn profile summary. 

As cumbersome as the now-defunct cover letter was, it served its purpose — to explain why you want the job, illustrate why your background suits you for the role, fill in any gaps from your resume, and exhibit your writing skills. 

LinkedIn is now where you do that — and it’s far more efficient and effective.

After all, you only need to write your profile summary once and you’re done. Sure, you’ll tweak and update it along the way, but you won’t have to start from near-scratch and go through the motions of flattery and formality every time you apply for a job. 

The beauty of a LinkedIn profile summary is that it serves as a single "source of truth" about your professional history, which helps employers understand who you are and what you contribute — way better than a resume and cover letter. 

In today’s job market, LinkedIn is the one place recruiters go to get the best picture of a candidate and where employers turn to find out more about you. Out with the old and in with the new.

Here’s what you can do to get your profile summary up to speed. 

1. Catch their attention with a hook, and keep it with a story.

As a marketer, no matter the role, you’re expected to know what it takes to stand out in today’s competitive job market. Perhaps that seems a little unfair, as everyone knows that it’s much more awkward to market yourself than it is to market a company’s products or services. But the reality is, LinkedIn is prime real estate for demonstrating your personal branding chops and social media savvy, and the bar is higher for those in this industry. 

Use an eye-catching hook that stops their scroll and piques their interest. 

Put some effort into making your first sentence a statement or question that makes recruiters want to keep reading — something unexpected, intriguing, or provocative. 

Tell a story that connects the dots. 

The key is to frame your background so that seemingly unrelated roles and deviations from a linear path are viewed as the best possible preparation for where you are now and where you want to go.  

Make your profile summary as distinctive and captivating as possible. 

• What makes you different? 
• What motivated your career pivot?
• What is the overarching theme of your career?

And you don’t have to stick with words. Whenever possible, show, don’t tell. Add rich media such as infographics, videos, or images to provide a clear picture of who you are as a candidate.

2. Work the algorithm. 

“You appeared in 3 searches this week.” 

If you've received an email like this from LinkedIn or you’ve checked out your profile’s analytics only to find an equally dismal number of search appearances, it can make you feel dejected — as if nobody’s looking for someone like you and you’ll never find a new job. 

More than likely, that couldn’t be further from the truth. Chances are, recruiters are scouring the platform, eyes peeled for someone with your background and skills. 

But if you haven’t optimized your profile, you won’t show up in search. 

It’s as simple as that. 

What words are recruiters using to search for candidates for your target role? Put those in both your profile summary and your LinkedIn headline.

For example, when we’re looking to fill a Creative Director opening, and the client is looking for a candidate with working knowledge of prototyping tools, we might search for specific software keywords, such as Figma, InVision, and Zeplin. 

Remember, this is about getting the role you want, not the one you have. If you have the chops to be a Creative Director but haven’t held the title yet, make that clear — starting with your headline! You can and should dub yourself a Creative Director (or whatever your next-step dream job is) before any employer does. This is no time to play it too safe or let imposter syndrome get the best of you. Use words relevant to your actual experience and the job you’re after — yes, the specific phrases you see used in ads for Creative Directors. 

No magic tricks necessary. To optimize it for search, you simply need to include keywords in the text — with one big caveat: Write for humans, not robots. 

Your priority should be to ensure that your profile summary is well-written and engaging, not keyword-stuffed. 

In other words, no 2008-era SEO black-hat tricks (for example, "An SEO expert walks into a bar, bars, pub, public house, Irish pub, drinks, beer, wine, liquor, Grey Goose, Cristal..."). If using all the right keywords makes your writing clunky, add a list at the end (for example, "Specialties: keyword, keyword, keyword, etc.").

3. Put your personality on full display. 

Remember, people hire people.

“Show some personality,” says Andrea Tipton, EVP, Marketing and Talent Solutions at Freeman+Leonard. “I want to see a sneak peek into your work style and personal approach to what you do. Think of it as your elevator pitch — you’re on the 10th floor and you need to let the recruiter know who you are professionally and personally before you reach the lobby.”

• What lights you up about your work?

• Why did you choose your career?
• What do you value most? What makes you tick?
• What are you best known for at work or among your friends?

Although we’re looking for the right match on qualifications and skills first, we also want to know a bit about what you like to do outside of the office. Sharing a few words about your hobbies and interests can go a long way toward making a connection — your fellow yogis, true-crime podcast junkies, or world travelers will take interest.

The best way to show off your personality is to write like you speak. 

Most important, ditch the jargon, academic formality, and buzz words, and write as if you’re talking to a friendly colleague — in first person. What not to do: “Highly motivated, strategic thinker with a proven track record of delivering results.” Yeah, aren’t we all? Tell me something I don’t know!

4. Show them you’re the G.O.A.T. 

Crafting a compelling LinkedIn profile forces you to become clear about your career goals, be honest about your background, and present the strongest version of what you bring to the table. 

If there’s ever a place to rock your main character energy, it’s in your LinkedIn profile summary. 

You don’t get a gold star for being modest, making light of your achievements, or downplaying your goals. 

Obviously, you don’t want to lie or stretch the truth if you’re not actually the greatest of all time, but you’ll want to take it further than a mere humble brag. Maybe you were the top performer on your team or you won an industry award or you blew past your KPIs. Don’t be afraid to toot your own horn. 

• What obstacles have you overcome?
• What accomplishments are you most proud of?
• What big lessons have you learned, and how? 

The idea here is not to come across as arrogant, but to confidently assert your competence and credibility. Use metrics and specific examples if you want to make a strong impression.

5. Add a call to action.

Again, you’re a marketer. You should know all about calls to action. What do you want your summary to accomplish? What do you want the reader to do next? Don’t leave it up to chance; spell it out.

They might not take that next step, but by including a CTA you’ve demonstrated that you’re thinking ahead and you have a purpose in mind . 

Encourage readers to view your portfolio or website, and add your URL. Prompt them to book a meeting or coffee chat, and add a link to your calendar scheduling tool. 

Even if you’re not actively on the market, state the kinds of opportunities you’re seeking. Are you open to speaking, side projects, writing guest blog posts, media interviews, volunteering, or mentoring? Say so. Are you looking to grow your network in a certain industry? Mention it. 

All of this — but keep it short!

This might seem like a lot to include in 2,000 characters or less, but you can cover a lot of ground while keeping it short and sweet. Attention spans are fleeting and space is limited, so be concise, make your points, and skip to the good part. 

As with all writing for the web and digital platforms, make sure your profile summary is skimmable and easy to read. Use short paragraphs (1-3 sentences each) with plenty of white space, headings, and bullet points. 

Hint: LinkedIn doesn’t allow rich text formatting with actual bullet points, but you can always copy and paste this bullet character: •

Not sure if your LinkedIn profile summary measures up? 

Run it past your recruiter. We look at LinkedIn all day and know exactly what it takes to stand out and get noticed. Remember, there’s never any fee for our services. Connect with us on LinkedIn and submit your resume at jobs.freemanleonard.com.

 

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by routest

Remote managers: Here’s how to bond with your new hires

Remote managers: Here’s how to bond with your new hires

As a hiring manager in today’s tight job market, you know that top candidates have options. The last thing you want is to see your new hire walk back out of a revolving door – so retention’s the name of the game. Your job as a manager is to ensure they confidently settle into the new culture and set the foundation for a lasting relationship. That can be particularly challenging in a remote environment.

Here’s how to bridge the virtual gap to build a solid relationship with your new hires, beginning on day one.

1. Get the ball rolling on building rapport.

New hires are anxious to get to know you and make a strong impression, so be just as eager to do the same. Within the first few days, schedule a one-on-one, informal virtual coffee or lunch, and make it a regular, recurring meeting on your calendar. Give them an early opportunity to connect with you personally and professionally. This should be treated as a non-negotiable commitment on your end and canceled only in case of an unavoidable conflict.

You remember what it was like to be the new kid on the block, so be the one to extend a lifeline. Help them socialize and get to know the team by assigning an onboarding buddy and create opportunities whenever possible for them to form friendly, collegial relationships with colleagues.

2. Make analog connections IRL and offline.

If your new remote hire is local, plan to meet up for coffee, lunch or dinner. If you have a local office, schedule occasional meetings in-house. If not. and budgets and circumstances permit, fly them into headquarters for meetings every so often or plan to meet at an industry conference or training within the first few months.

Even if you’re not likely to meet IRL any time soon, you can still create a greater sense of connection with the company. To build team spirit, our clients often ship a first-day welcome drop in the form of a gift bag full of branded swag. Popular items include a company T-shirt, water bottle, mug, a goodie bag full of snacks, and desk accessories. If it comes directly from you and you check up on it, that’ll make a difference in how much they value it.

3. Become their biggest advocate.

Consider it your personal goal to champion your new hire’s smooth start. Even if the company already has an established virtual onboarding process, don’t be hands-off and expect human resources or training and development to handle everything.

Make sure your new hire has the right tools, resources, and access to the required systems and knowledge needed to get the job done. Tune in to what they’re learning about the company and the role and be prepared to fill in the blanks. Things slip through the cracks and you’re ultimately responsible for ensuring they receive the support they need from day one.

4. Be an open book.

No matter how many times a new hire has read the job description, there are always aspects of the job they can't fully understand until they’re in the role. And they’re drinking from a fire hose the first few weeks, so don’t expect them to know or remember everything. Let them know what’s most important, what they should look out for, and who they need to know.

As you open up to your new direct report, try to put aside any worries you may have about them potentially not working out long-term. You’ll be more likely to set them up for success by being as transparent, candid, and generous with information as you realistically can be, as early as possible. As their manager, the best way to show goodwill and establish trust is to become their best go-to source for reliable information from the start.

5. Bring them into the mix.

Invite new remote hires into key conversations, collaborations and decisions, even before they are fully integrated into their role. Encourage them to speak up while still learning how things are done around the company. Let them know their buy-in is important, and explicitly state that their contributions and outside perspective are welcome. They’ll appreciate this, coming from you.

This also applies to team updates and wins; even if the work happened before they started, include them in the “we” that accomplished a goal. The sooner they feel connected to the team goals, the better.

6. Show some grace.

Everyone needs sufficient time to ramp up. Allow room for learning and mistakes. Your job isn’t to micromanage, find fault or be overly critical, but to be a coach and encourage growth. If your new hire is off to a rocky start, what can you do to make their job easier?

If they don’t seem to be fitting in or catching on, maybe they need a little more help acclimating. People aren’t perfect, but they can become great. Don’t lose a good employee over an oversight, miscommunication or lack of support on your end.

7. Offer generous feedback.

Don’t leave your new hire in the dark about how things are going from your perspective.

If they aren’t making progress, get to the bottom of what’s happening and determine what you can do to pave a path for improvement. If things are going well, talk about growth, advancement and opportunities within the organization as early as possible. You want them to feel as if there is a future for them at the company and begin seeing themselves as part of that future.

Welcome new hires home.

Managers play a key role in any new hire’s experience – perhaps the most important role. Be the reason they feel at home in the new position and equipped to put forth their best effort. A strong relationship with a supportive manager can make all the difference in reducing turnover down the road.

Don’t hesitate to reach out to your F+L talent expert with questions about the onboarding process. We have insight into the candidate and can help advise you on the best way to ensure a strong ramp-up period. Our role doesn’t end when the candidate is placed!

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by routest

New remote job? Here’s how to avoid an awkward start

New remote job? Here’s how to avoid an awkward start

If you set your sights on a fully remote role and were fortunate enough to land one, the last thing you want to do is complain. But let’s face it; starting a new remote job is awkward.

We’re here for all the WFH hype: the convenience, the PJs, the money saved (y’all, gas is bananas!) But even remote work enthusiasts have to admit that it does come with downsides, especially when you’re the new kid on Slack. 

And few want to say it out loud for fear that the slightest grumble could send us back to our cubicles, actual pants and all — like Elon demands. 

But if you’re finding your new virtual environment challenging, you’re not alone and your concerns are valid. Having never met your boss or coworkers IRL can be disorienting, and building key relationships can be difficult if you start off on the wrong foot or take too long to break the ice. The best way through is to meet this thing head-on.

“Frankly, your best bet is to embrace the awkward and move past it,” says Andrea Tipton, EVP, Marketing & Talent Solutions at Freeman+Leonard. “Later, you’ll be able to laugh about what may have felt like a fiasco at the time.”

Ready to move past the awkward? Here’s our advice:

1. Getting the cold shoulder? Don’t take it personally.

No matter how welcoming a workplace strives to be, the reality is we’re all outsiders until we’re not. You haven’t proven yourself yet. Your coworkers don’t know what to expect from you, and you don’t know what to expect from them. In fact, you don’t know much about each other at all, and that can be awkward. Niceties aside, new relationships are tenuous at best. 

This isn’t meant to make you feel bad; quite the contrary! Remember, everyone’s human, and most people are doing the best they can with the bandwidth available. Besides, people are busy doing their own jobs, and even the friendliest folks can be overwhelmed by change. 

If you feel like you’re getting the cold shoulder, chances are it’s not intentional, so try to shrug it off. 

Be patient, but also be as proactive and as assertive as necessary. You don’t have to find instant besties, but you do need to forge new connections that will enable you to do your job well. Soon enough, with some concerted effort, you’ll make friends and develop a close network of people you can count on.

So, if no one else is doing it, break the ice! Check in with your manager on the best way to handle it, but don’t be shy about making the first move — introduce yourself over email, invite coworkers to virtual coffee or lunch and participate in virtual watercooler sessions. Be proactive about letting people know you’re excited to be there, open to conversation and eager to fit into the mix.

2. Show up as the solution to their woes.

Do you sense an unexpected undercurrent of negative energy? There may be a backstory you’re not privy to yet, but don’t let it distract you from your mission — showing them that they made the right hiring decision. 

In a perfect world, during the interview process you’d get an in-depth explanation of why your role was being filled. But sometimes it’s inappropriate to share the details, especially if it’s a sensitive subject. And your new company probably wants to put its best face forward by focusing on the positives and avoiding the negatives — as you did. 

Eventually, the full story will emerge, and it may explain a lot about the vibe — but in a virtual space, that’s likely to take a while longer. 

You won’t overhear whispers in the breakroom or have a Chatty Cathy pull you aside in the hallway to give you the scoop. Maybe your predecessor was a problem employee who left behind a path of destruction, or maybe it was someone everyone loved and hated to see go. Perhaps jobs were slashed during the pandemic and people resent that their friends are being replaced. It’s possible the role has been a beast to fill or retain, and some don’t expect you to cut it. 

Or maybe there’s just weirdness going on at the company — bickering between departments, executive drama, you name it. 

The bottom line is, none of it really matters anyway. It’s helpful information to know, but you’re there now and it’s up to you to make the most of the situation. Think of it as an opportunity to shine and demonstrate that you’re there to be part of the solution.

3. Don’t put too much pressure on yourself.

When starting a new job it’s perfectly normal to be anxious about making a good impression  – but in a physical office, it’s a lot easier to charm your new coworkers. You can show up early every day, dressed to impress, walk around greeting everyone with a big smile, and bring your coworkers their favorite Starbucks drink. This personal touch can be more difficult to achieve in a WFH situation, but it doesn’t change the game completely.

We understand that you’re eager to hit the ground running and find your place on the team, but despite your best effort it can take time. Remember, your new employer wouldn’t have hired you if they didn’t think you could handle the remote environment and fit in with the team. 

So go easy on yourself, and try to be patient. 

There’s no reason to be shy or second-guess yourself now. Is it possible you’ll make a mistake or faux pas? Of course! Nobody’s perfect, and a good manager doesn’t expect it. Don’t let fear of failure or social discomfort stop you from your best effort.

4. Be a sponge: Soak up all the knowledge you can, as early as you can.

Aside from getting to know people, you also need to learn a whole new set of rules, expectations and even language. The trick is to be observant, inquisitive and flexible. Every company is different, even within the same industry. And though several rounds of interviews convinced them that you’re a culture fit, nobody’s actually a perfect fit on day one. This is why we suggest getting into learning mode early. 

It will take some time to learn the dos and don’ts, lingo and nuances — especially when you’re not able to make key observations in person.

If you’ve ever traveled outside the country, you know the feeling. You get off the plane, barely able to speak the language, and (if you’re a conscientious tourist), you’re anxious that a cultural blunder may offend someone. But it’s also exciting and most locals are happy to help.

This is like that. Your coworkers are probably so accustomed to the way things are that they won’t even realize what you don’t know — but they’ll be happy to help if you ask.

Did an acronym or jargon go over your head? Don’t be embarrassed to ping someone on Slack. Are you surprised to learn X department doesn’t handle Y? Ask around until you figure out who does. Does everyone go quiet on Friday afternoons? Don’t schedule a meeting after noon on Fridays. Are email communications more formal or informal than you’re accustomed to? Adapt to signing off with “regards” or “cheers” and keep it moving. 

5. Focus on what you were hired to do.

Sometimes new remote hires simply let their nerves get the best of them. When you’re hyper-focused on hoping people like you, you can lose sight of what matters most — doing a great job!

Maybe you have social anxiety or tend to feel like you don’t fit in anywhere. Many skilled professionals are drawn to remote work for this reason — only to find that the distance doesn’t preclude awkwardness altogether. You still need to connect, person-to-person. The good news is, in remote spaces you have more control over when and how you communicate; lean into that.  

Maybe you’re an extrovert — a total people person — working remotely for convenience, for flexibility or because you decided to roll with the best opportunity and it just happened to be virtual. You can still find ways to let your charisma shine; it’ll take some adjusting, but you’ll get there. Focus more on how your big personality helps you do your job and less on being the life of the party. 

In all the awkwardness of adapting to your new virtual environment, don’t forget that your job performance doesn’t depend entirely on your likability or popularity. 

The best-known antidote for new hire awkwardness is to ramp up quickly so you can begin pulling your weight, making valuable contributions and hitting your goals. Show up every day and give it your best, speak up to offer fresh ideas and keep your boss updated on your progress. 

As your confidence builds and the team’s confidence in you grows, your trepidation is sure to ease.

Congratulations on your new job!

Seriously, hooray! Hats off to you. Landing a new remote job isn’t easy and you’re past the toughest part. The awkwardness is par for the course; nobody else is as concerned about it as you are. This isn’t middle school. Give it some time and before you know it you’ll be showing the next new kid the ropes.   

If anyone’s familiar with the new-hire awkward phase, it’s your recruiter. We hear about it all the time. If you’re concerned that your jitters are affecting your onboarding, we’re happy to talk through your concerns and offer insight based on our experience with the employer. Don’t hesitate to give us a shout. 

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by routest

New remote job? Here’s how to set yourself up for success from day one

New remote job? Here’s how to set yourself up for success from day one

No matter how much you might love working from home, starting a new remote job isn’t always a walk in the park. 

It can be difficult to get to know your coworkers when you haven’t met face to face. For seasoned professionals accustomed to real face time (not to be confused with FaceTime), adjusting to a new set of expectations in a whole new way can be unsettling. 

And for younger hires, missing out on opportunities to socialize while learning and becoming acclimated to professional life can be frustrating. 

“When you’re new, your job is to be a sponge,” says Andrea Tipton, EVP, Marketing and Talent Solutions at Freeman+Leonard. “It’s hard to do that through a computer screen; it’s possible, but it takes planning.”

Our advice? Approach your remote onboarding as an experience that you play an equal role in shaping. Don’t be a passive participant. Be part of the process and the solution, and help onboard yourself. You’ll learn faster that way, and be included in more conversations earlier on.

To kickstart success in your new remote job, take charge of your own onboarding experience.

We get it: It can definitely be daunting to start a new remote job, even if your manager provides lots of structure and guidance in the onboarding process. However, companies embracing work-from-home usually expect everyone to be high-performing, accountable and self-directed. There’s no better way to show that you’re all of those things than to create the structure you seek.

“Think of your onboarding period as an opportunity to demonstrate to your new boss that you’re truly a self-starter who doesn’t wait around for assignments, and that you have strong ideas to contribute,” says Rachel Runnels, VP, Talent Solutions at Freeman+Leonard. “This is also a chance to show your new coworkers that you’re a proactive, friendly and capable colleague.”

Here are a few tips to make the most of precious ramp-up time in your new remote job:

1. Get into learning mode early. 

There’s no need to wait until your first day to satisfy your curiosity about your new job, or to start setting yourself up for success. Much of what you need to know may already be available to you; use what you find to get ahead of the curve and navigate your early days with confidence. 

Ashley Edmonds, who joined the fully remote Freeman+Leonard team as Client Services Support Specialist last year, says her research skills contributed to her early success in the role. “If you want to get a head start, do your research,” Edmonds says. “Start learning about your new company, your role, who you’re going to be working with, the terminology you’ve heard so far.”

And if you’re already aware you may have an underdeveloped skill that will be important in your new role, don’t wait to strengthen it. “Expand your knowledge, whether that be through technical skills or industry knowledge,” Edmonds says. “Don’t expect to be trained on every aspect of your role, and if there isn’t a specific way to do something, Google it. Use the resources available to you, and study them well.”

2. Create your own onboarding plan.

While we advise employers to map out their new hire’s entire first week, they may not have had the bandwidth or time to do this. In a perfect world, everything would go according to plan, but you may need to take matters into your own hands to avoid lingering awkwardly on the backburner. 

Your new boss will likely set up at least a meeting or two on your first day to help you settle in. During your first few conversations with your manager and other team members, compile a list of every key player on your team and in your organization. If there’s no org chart, create your own in your notes to refer to later. Ask who you should be meeting with, and be proactive in scheduling those meetings rather than waiting for others to make the first move.

If this is intimidating, challenge yourself to step outside of your comfort zone. The sooner you get to know people and settle into the mix, the sooner you can put the new-hire jitters behind you and begin contributing to the team with a can-do attitude.

3. Stay camera-ready.

In the beginning, you’ll want to take as many virtual meetings as you can with your camera on — even if that’s not typical of the culture at your new company. It’s the next-best thing to sitting down across the desk from someone, so make the most of every opportunity to lessen the distance between you and your new coworkers to make a stronger connection.  

Camera-on Zooms can kill creativity, so they’re not so great for brainstorms. But when the goal is to get to know people, you’ll do that much faster if you can see them (and they can see you)!

Be sure to take a few tips from our article on how to nail your virtual interview, like art-directing your background and practicing good on-camera body language.

4. Meet up IRL if possible.

There’s no substitute for meeting your hiring manager and team members in person, especially early on. If your position is remote but your company has physical offices nearby, ask whether your onboarding can take place in person.

Last year, Brittani Harrison-Kroog kicked off her new remote job as Recruiting & Talent Sourcer at Freeman+Leonard with an in-person day at the company’s coworking space. “It was great meeting HR, IT and my manager in person, followed by a team lunch. That was a very personable first day,” she says. “Starting in December also meant I got to have social time with everyone for the holidays, which was so nice.”

If you live in the same area as your boss or at least a handful of your team members, ask around to see when the next team outing is, and suggest one if one’s not already booked. Even an unofficial team lunch or happy hour with a few colleagues at a time will help you get to know your coworkers on a personal level.

5. Show some gumption.

Now isn’t the time to be timid. Taking the initiative to build rapport and solidify relationships early on will set you apart from the start.

If your new boss doesn’t suggest a regular weekly chat with just the two of you, proactively set up a recurring meeting. Then, take charge of these meetings, planning what you’ll discuss before each, and leading the conversation. 

Having a set, consistent time with your manager to ask questions and discuss your progress is key to your success — both now and in the future.

Recent research by Harvard Business School professors shows that regular Zoom calls between managers and new hires can boost job performance by 7-10%, and boost job satisfaction by 3-5%. It also gives workers more opportunities to advance.

In addition to 1:1s with your boss, consistent informal chats or “virtual watercooler sessions” with no particular agenda can also be a win-win for the entire team. Sometimes these are scheduled, and sometimes they take place before or after regular team meetings. Look for opportunities like these to chat informally with your colleagues, and contribute regularly to the conversations.

6. Take lots of notes and stay organized.

The first few weeks at any new job can be overwhelming. You’re absorbing a boatload of information tossed at you from a million places while navigating an entirely new organization, with its own culture, protocols and processes. But the last thing you want is to come across as scattered or make your team feel as if you’re not paying attention. Making sense of it all will be much easier if you get organized, and start early.

Develop a note-taking and organizing system that makes it easy to file away and recall information quickly when needed.

Author, podcaster and consultant Jenny Blake calls this concept an “externalized mind.” Though Blake’s advice is geared toward business owners, it applies just as equally to employees in remote work environments, who must also think and act like entrepreneurs. The more you document everything you’re learning, the faster you’ll ramp up and become an active contributor on the team. Down the line, it may even help you delegate some of your more routine tasks to junior team members!

Ask the people training you whether you can record the conversation. Then, see if you can get those recordings transcribed (by the way, automated transcriptions are cheaper and faster than ever). By working from transcripts, you can create detailed notes and not have to rely on the speed of your typing or handwriting.

Then, make a habit of routinely updating, categorizing and filing away your notes in an easily searchable system, like Evernote, Notion, Google Docs or a tool your employer provides.

7. Break the ice — someone’s gotta do it!

Oh, the joys of being new! If your inbox is a bit quiet at first, don’t take it personally. No matter how awkward you may feel, your team members are most likely just going about their days. They may also just be waiting for you to reach out once you’re ready, and to reveal more about yourself at your own pace. Waiting for the “perfect” moment may make them think you’re quiet or withdrawn. So don’t wait for someone else to break the ice — do it yourself.

Look for moments to share relevant details that help your team members get to know you — both professionally and personally. 

Virtual watercooler sessions are great for this. You can also hit “reply” on any written welcome notes over email, Slack or Teams to share a bit about your background, why you’re excited to join the team and a few “fun facts” from your life.

Not sure how to go about this the right way? Ask your hiring manager or a peer for advice on how to best introduce yourself to the team or get to know people. This may even prompt them to get the ball rolling for you; either way, you’re being proactive, rather than passive, and that’s already a win.

8. Don’t be shy; speak up!

It’s totally normal to feel awkward about speaking up in meetings when you’re the new person. After all, you’re still learning and observing.

But your fresh perspective is an asset to your company, and your team wants to hear what you think. So don’t be shy! 

You don’t have to have a fully formed opinion about everything. Start by telling others what you’ve noticed, and frame these observations as questions, hypotheses and hunches.

“Most people ask questions. But it’s even more important to share hunches,” says Wes Kao, cofounder of AltMBA and online learning platform Maven. “Even if you’re wrong, it opens up conversation and learning moments.”

2. Start developing a point of view.

Write down:

· What you agree/disagree with
· Ideas that provoke a reaction
· Questions & hunches

Most people ask questions.

But it's even more important to share hunches.

Even if you're wrong, it opens up conversation & learning moments

— Wes Kao 🏛 (@wes_kao) May 8, 2022

Sharing your thoughts can certainly be good for building a rapport with your team and positioning yourself as observant and insightful — but it also can boost your own confidence and help you feel more successful in the role.

9. Let them know what you’re up to.

When your boss isn’t around the corner, they can’t always easily see what you’re working on and sometimes might make the wrong assumptions when you’re too quiet. Communication becomes even more important to staying on the same page with your boss and team. Whether this is your first remote job or your fifth, it’s smart to set a tone from the beginning by routinely sending out status updates.

Freeman+Leonard’s Edmonds says, “I send my team what I like to call a Weekly Action Plan: what I’m currently working on and where I am with everything, what I plan to work on the following week, and any updates from the last week. That way my team and my manager know where I’m at with projects, so they aren’t always checking up.”

Not only does communicating these updates proactively build a good relationship with your boss, it can also help you feel more in control of your assignments and how your work product is perceived.

If you’re still a bit unsure of your place in your new company, give it time. 

“In six weeks or so, most of your anxiety will fade,” says Art Markman, Ph.D., in his article for Harvard Business Review, “Why Starting a New Remote Job Feels So Awkward.”

“You will develop new habits, you’ll discover you understand at least half of the new jargon that gets thrown at you, and you’ll have a couple of people who can guide you through the social scene.”

Your recruiter is happy to be a sounding board, too. 

Your recruiter wants you to be successful in the role. If your onboarding experience isn’t going as you’d planned, they’re always available to offer advice or insights about the company or role — so don’t hesitate to reach out.

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by routest

How to refresh your resume for 2022

How to refresh your resume for 2022

The job market is hot, and there’s no denying that skilled marketers are in high demand. Employers are hard-pressed to fill critical roles, so the odds are on your side — probably more than at any other time in your career. We love to see candidates going after exciting opportunities with confidence, but first things first: Does your resume need a refresh? 

From what we’ve seen lately, some job seekers are getting ahead of themselves. 

“Just because employers are having a tough time filling openings doesn’t mean they’re going to waste their time considering candidates that aren’t a good fit,” says Andrea Tipton, EVP, Marketing and Talent Solutions at Freeman+Leonard. “In fact, they have less time than ever to look at resumes!”

The message is clear: Labor shortage or not, if you can’t be bothered to put forth a little effort when throwing your hat into the ring, employers won’t bother to respond to you.

And make no mistake — if you really want to be in the running for your next big opportunity, a strong resume is still how to get your foot in the door.

“A strong personal brand, a consistent presence on LinkedIn, even an impressive list of brands you’ve worked with – these are great things to have, but none of them can make up for a lackluster, generic resume,” advises Ashley Allen, Sr. Manager, Talent Solutions at Freeman+Leonard.

Your resume is what moves you from the big stack of eager hopefuls to a short list of interviewees that stand a solid chance. It’s how employers size you up against the competition. It’s worth the effort to revisit yours and ensure it positions you as the rock star you are.

Here’s how to update your resume so it’s ready to wow hiring managers in 2022:

Keep it brief (2 pages max).

With resumes, size matters. Your resume should be a brief but impactful overview of what you’ve accomplished in the past to demonstrate what you’re capable of achieving in the future.

But no matter how proud you are of the work you’ve put in over the years, avoid the temptation to turn your resume into an exhaustive list of everything you’ve done since kindergarten. Aim to make it just comprehensive enough to be compelling. Why?

1. It sparks curiosity.

As any skilled copywriter can tell you, brevity can actually work in your favor. Just as pithy copy moves buyers to action and snappy headlines get clicks, a well-crafted, concise resume can create the perception that there’s much more to the story.

Confident communicators, after all, avoid the urge to over-explain. They state the facts, but leave out unnecessary details. What’s left to the imagination often paints a much more compelling picture.

So rather than fret over how complete your resume feels, think of each bullet point as a conversation starter, for a dialogue to be picked up later in an interview.

2. It commands attention.

Our attention spans are shorter than ever, and hiring managers are no exception. As Jay Haines, founder of executive search firm Grace Blue, says:

“The days of having a six-page resume or CV are no longer relevant — even for experienced professionals or executives. Candidates have to think about the buying mindset of the person who’s looking at your resume. They don’t have the time or inclination to read your entire life’s story. Your resume shouldn’t be a long diatribe but a highlight reel of greatest hits.”

How short is short enough? 

As a rule of thumb, early-career professionals should keep it to one page. If you have 10 or more years of experience, keep it to two pages, max. You can always add details under the experience section of your LinkedIn profile.

Lead with your achievements and impact.

Keeping it short is not just an exercise in keeping with conventions – it forces you to keep it high-impact, too. 

“The truth is, nobody cares about all the responsibilities you’ve had in each job,” says Freeman+Leonard’s Tipton. “They want to know that you have the right background to step into the new role and are prepared to make a contribution from day one.” 

This is why your resume should focus on your accomplishments. Here’s how:

1. Plug in your metrics. 

To employers, numbers speak for themselves — the size of the organization, the number of people on teams you’ve led, the budget amounts you’ve managed, the growth rates you’ve influenced, and other ways you’ve moved the needle.

“Anyone can inflate their resume by using bolder words to describe their contributions,” Tipton says. “Employers know this, and are immune to it. They want to see hard numbers instead.” 

Cindy Davis, former EVP, Walmart, Disney, and L Brands, suggests incorporating a simple formula: Accomplishment = Action + Results (and lead with Results!)

Example: Increased revenues 15% in year one by better targeting key customer segments

2. Show them the ‘receipts.’ 

Hiring managers are looking for evidence that what you’ve achieved aligns with what they need. Are you able to take on the role’s responsibilities with competence and confidence? What can you show that proves that? 

As Haines says, “You're trying to find points of reference where you can demonstrate immediate cache and value. The employer typically wants someone who's got sector experience and who understands the rhythm, pace and nuances of the role.”

Remember, where you’ve made an impact matters. Is the hiring manager looking for big corporate in-house experience? Are they searching for someone with high-growth startup experience? An agency background? Name dropping can make a difference here. If you’ve worked with blue chip accounts or unicorns, be sure to feature those brands prominently in your resume.

Looking for resume templates? Harvard University’s Office of Career Services has several great resources to get you started.

Of course, not every potential employer will care about the same metrics, brands or experiences – so a generic, one-size-fits-all resume just won’t cut it.

“A tailored resume is really the price of entry now,” Freeman+Leonard’s Allen says. “If it doesn’t speak exactly to the job requirements, it won’t get a second look.”

Present yourself as a modern marketing leader.

Marketing is a fast-moving, ever-changing field. The best candidates recognize this, and they always strive to stay on top of trends. List your technical skills, show how you use them, and make clear that you’re familiar with hot topics, what’s going on in your industry, and major sea changes. 

Your resume should represent you as someone in the know.

Outdated resume faux pas can make you look sorely out of touch. A few red flags that are easy to fix? Having an AOL or Yahoo email account, or a LinkedIn URL that’s a jumble of characters. (You can change it to something memorable!) 

Not taking your LinkedIn profile seriously can also be a red flag to recruiters and hiring managers. “Your LinkedIn profile is often the first port of call,” Haines says. “Once contact is established, this can open the door to the resume stage. Your LinkedIn profile should reflect the same principles of brevity and pithiness as your resume.”

Modern marketing leaders of any rank are savvy. Fair or not, these cues basically “out you” as the opposite — or #cringe, as the TikTokers say. 

Managing your career like a pro means keeping abreast of what’s current and expected. Never miss an opportunity to demonstrate that. 

Sharpen your most powerful tool.

Marketing and creative professionals often have a sharp eye for detail, and can quickly identify gaps in a product’s message, or cut down an unpersuasive advertisement. 

“If you’re in this field, you’re likely accustomed to putting yourself in the customer or end user’s shoes,” Allen says. “So turn the tables and treat yourself like you’re the client.”

“Look at your resume with a critical eye and play devil’s advocate, as if you’re the most cynical hiring manager at the table,” Allen says. “What’s missing? Where are the gaps? How might you fall short? Are there red flags you can proactively address? 

Grace Blue’s Haines also recommends a perspective shift. “Pretend it’s someone else that you’re thinking about interviewing and give yourself a really honest critique.” 

Then ask this make-or-break question: “Is this resume going to get me in the room?” 

Davis recommends, “Once you have a draft, be sure to get input from colleagues, friends and mentors. Most marketers find it challenging when marketing themselves (remember the story of the cobbler’s children not having any shoes).”

Always be coachable and open to suggestions, especially from your recruiter. Make it a team effort and you’re more likely to win. 

Have other questions about updating your resume to perfectly position yourself for your dream job? Our recruiters would love to help. We're not just here to match you to the right job now — we're also career advisors, and there's never any fee for our services. Connect with us on LinkedIn and submit your resume at jobs.freemanleonard.com.

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by routest