Tips for phone interviews

How to interview on the phone

Advice and tips for having a great phone interview

Following the pandemic, many initial interviews have switched to over the phone. Sometimes this will be followed up with an in-person interview, and sometimes the phone interview is your only chance to land the job. Here is our advice for having a great phone interview to get the job.

6 tips for improving your next phone interview

Dress up (or at least be presentable). There is an unconscious effect that happens when you dress professionally–you generally feel more professional. This small psychological trick can help you perform better. Also, sometimes interviews will be changed to video interviews at the last minute and you don’t want to be left scrambling.
Plan for a spot with good reception. Unfortunately, it’s all too common that a candidate sounds garbled on the phone due to a bad connection or we get disconnected and the interview just ends prematurely. Seek out a place where you can ensure a good connection and if you think there’s any risk of dropping a call, ask your interviewer for a call back number in case you get disconnected.
Minimize distractions. It can be tempting to take these interviews “on the go” like at the grocery store or at a restaurant. Similarly, it might be easy to forget about your barking dog at home because you’re so used to it. Remember that we can hear everything going on the background and might be easily distracted by these small things. Focus solely on the interview and minimize auditory distractions.
Speak up. Most people sound softer on the phone than they are in-person. Also, bluetooth headsets sometimes don’t pick up your voice as well as you think they do. Speak up and focus on annunciating during your interview. It’s also important to start the interview by asking if they can hear you clearly.
Sit up and smile. When you sit up, you naturally project your voice better. Similarly, when you smile, as you would in an in-person conversation, your voice sounds more up-beat and dynamic. These small adjustments can help you sound more charismatic and confident when taking the interview.
Get “in front” of them. If you’re having an interview at 9:00 a.m., email them a copy of your resume and a link to your LinkedIn profile at 8:30. Then send a thank you email right after you’re done! If a recruiter is doing multiple phone interviews in a day, it can be hard to keep them all straight. This helps us differentiate you as a candidate.
Treat it like an in-person interview. It can be easy to treat phone interviews casually. Don’t! Take the time to research the company, connect with the people talking to you, and otherwise make a great impression.

Professional Employment References: A Job Seeking Guide

A solid employment reference can make a significant difference when seeking a new job.

This article explores the pivotal role references play in shaping employers’ perceptions and influencing hiring decisions. From the different references to selecting the right people, we’ll delve into the nuances of creating a compelling professional narrative.

Understanding Professional Employment References

Professional references are your way of providing proof that you can do a job and that people like and respect you. As part of your application, a prospective employer might ask for these references. Contact details such as your phone number, email address, job title, and possibly even your work address will be requested from you.

Do people still check references?

A SHRM survey found that 92 percent of responding employers conduct employment background screening and reference checks, where 87 percent conduct checks during the pre-employment stage and 10 percent screen their employees when someone is promoted or switches jobs.¹

Additionally, education organizations and competitive, specialized professional fields are more likely to rely on references. Even if not all employers check references when requested, the SHRM survey suggests it’s advisable to assume they will. Employers may even attempt to contact references multiple times, depending on their policies and preferences.

Personal vs. Professional: What’s the Difference?

Personal references provide insights into an individual’s character, ethics, and interpersonal skills from a non-professional perspective. It offers a holistic view beyond the workplace since it’s typically sourced from friends or acquaintances.

On the other hand, professional references focus on an individual’s work-related competencies, performance, and reliability. Colleagues, supervisors, or mentors often serve as professional references, offering potential employers valuable insights into an applicant’s work history and qualifications.

While personal references contribute to a comprehensive understanding of an individual, professional references carry significant weight in gauging job-related suitability. A well-rounded endorsement combines both to present a comprehensive and authentic representation of an individual’s capabilities and character.

If you don’t have work experience, you can use references from volunteering, teachers, professors, or respected community members. Avoid using family members, as they may not be seen as credible.

Providing References to Potential Employers

Only provide references when asked. Job seekers often mistakenly list references on resumes they send out, but it’s best to avoid over-sharing contact information.

Avoid adding ‘references upon request’ on your resume to save space for employment history, education, and achievements. Some application forms offer designated spaces for providing your references’ contact names and/or information at the initiation of the process. Make a separate list of references if the employer asks for it and the application form doesn’t have a specific section.

Related Reading: 6 Tips for Resume Writing

Occasionally, employers may request a reference letter. If a reference letter is preferred, it is customary for your reference to send it directly to the company. In cases where your reference entrusts you with the letter, they should sign or stamp over the envelope seal, demonstrating that it was delivered unopened.

Preparing Your References: How to Find the Right People

Ensure effective reference requests by adhering to these guidelines.

1. Carefully select references who can speak highly of your qualifications for the position, emphasizing those who know you well and can effectively communicate your skills, character, and ethics. Choose people you shared a good relationship with, those you think knew you best during your stay in the same organization.

2. Initiate the request whenever possible. Schedule an in-person meeting, send an email, or make a phone call to seek their assistance in your application process formally.

3. Remind them of your relationship and what you did in your previous work. Provide a brief update on your current activities if it has been a while since you last interacted.

4. Craft your request to allow them to decline if necessary. Use a polite inquiry such as, “Would you be interested in providing a reference?”

5. Offer a detailed job description to help your reference prepare for potential inquiries from the hiring manager. Specify the skills, traits, and experience relevant to the position.

6. Share copies of your resume with your references. This lets them understand your professional skills, career progression, and recent projects.

7. Tell them about the position you are applying for. This gives them relevant information to discuss with the employer or hiring manager. This is most important if you have various work experience in different industries.

8. Allow your references sufficient time to consider your request. Provide a timeframe for when you need their information, ensuring they have time to review your resume and the job description.

9. Confirm their contact details, including their preferred email address and phone numbers. Verify the accuracy of their information and confirm their preferred contact method and current job title.

Remember to Ask for Referrals

If you’re asking people to be your references, don’t forget to ask them for referrals to people and companies they know who are hiring. A personal reference is more valuable if the person or company knows the other person.

Professional References Help You Advance

Strong professional references are crucial in establishing credibility, showcasing capabilities, and securing opportunities. A well-prepared list of references bridges your qualifications on paper with your character and competence. Placed at the end of the job-seeking process, they boost your credibility, affirm your suitability, and leave a lasting impression on employers.

PEAK PERFORMERS CAN HELP YOU IN PURSUING NEW CAREER OPPORTUNITIES

Searching for a new opportunity can be exhausting, especially if you want to find something meaningful. You must exert more effort to find the best opportunity to match your skills and experience.

Having the right references to support you can make things easier, but a better solution is partnering with experts like Peak Performers to help your job search journey be more efficient and worthwhile.

Our team at Peak Performers can help you land a job you’ll love. We have job openings for Office/Professional, Accounting/Finance, Information Technology, and Engineering roles.

Let us help you access your best job match. Contact us today!

References

1 “Conducting Background Investigations and Reference Checks.” SHRM, www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/conductingbackgroundinvestigations.aspx. Accessed 18 Dec. 2023.

A Better Way to Online Job Search

Advice for Online Job Search

The Problem with Indeed and Ziprecruiter

Here’s how most people look for work these days: they scroll through Indeed or Ziprecriuter, apply for promising roles, and then keep scrolling endlessly. Most of the time, they never hear back. There is a better way to do your online job search.

The problem with this technique is that most jobs posted online are not actually posted on these platforms. It costs companies hundreds or thousands of dollars to advertise jobs on these platforms. Companies, just like you or me, want to save money. In fact, many companies never or rarely advertise their jobs on the prominent job boards such as Indeed and Ziprecruiter.

Also, there’s typically a delay between when a job is posted, when an applicant sees it, and when their resume appears in the recruiter’s applicant tracking system. During this delay, they could have already found someone for the role.

Looking for jobs online–done right!

If you see a promising role on Indeed or Ziprecruiter, by all means apply for it. However, you should also follow these steps.

Look up the company online and visit their job board directly. See if you’d want to work for them.
Bookmark this page into a job search folder in your browser.
Open the page once a week to look for roles.
Apply for jobs that are posted–you’re probably one of the first people to do so!

Use this for Networking

Additionally, use this list of companies to add connections on LinkedIn to target people who are

Lateral connections (people who are in similar roles to the one you want)
Recruiters (who will often post the job on LinkedIn and are routinely scanning their connections for job fits)
Hiring managers (the ones who might ultimately be offering you a job)

Why this works

While this is more work, it is a much more effective technique because of three main reasons:

Most jobs are not posted on the major job boards due to cost. You see more jobs than what Indeed presents.
You are competing with less people since most job seekers don’t take this step.
It’s estimated that 75% of all jobs are never posted online at all. These are filled through networking.

One more thing…

It’s important to note that some companies never post their jobs on due to the cost. So how do you find them?

There’s a lot of great smaller, local job boards out there they might still use. Locally, you can check out WorkinTexas and LaunchPad Job Board for some examples.

Additionally, I recommend the old-fashioned approach to job seeking. Drive around your city (or explore with Google Maps), take notes of all the companies you’ve never heard of. Then look them up online later.

Are you looking for work?

If so, we’re hiring! Don’t go to Indeed, go directly to our job page. Don’t forget to bookmark it and check back regularly for positions.

Video Resumes (and Video Cover Letters)

Tips for Video Resumes

Everything you Wanted to Know about Video Cover Letters

Video cover letters (sometimes called “video resumes” or even “video CV”) were pioneered by TikTok in 2021. Since then have seen more job seekers filming them, and more employers requesting the. A video cover letter can be great to put on your LinkedIn in order to help you “jump off the page” from your resume.

In this article, we address some of the top questions about them. Also check out the video featuring Eliana De La Garza from Austin Community College sharing her thoughts on video cover letters.

Watch this video on YouTube

What are video cover letters/resumes?

Video Cover letters are short videos that showcase your core skills, your passion, your work experience, and your connection to a company. These are typically filmed and put on your LinkedIn profile or can be sent to employers as a link. Some employers will require video cover letters.

Do I need a video cover letter?

Video cover letters are mostly optional but can be a great way to stand out. Some companies may require a video cover letter as part of their application process.

Who should use video resumes?

All job seekers should be aware of what v. While this medium is not for everyone, here are a couple groups of people who can benefit from utilizing video cover letters:

Those seeking customer-facing roles. If you’re looking for a role where your relatability is a success factor, such as customer service or sales, video cover letters can be a great way to stand out and showcase your unique personality.
Those seeking to demonstrate tech-savvy. If you are struggling to overcome biases such as age-ism or you are otherwise being judged for lacking technical prowess, a video cover letter can be a great way to “prove them wrong.”
To stand out. Most job seekers do not take the time or don’t have the self-confidence to film and post a video resume. Thus, it’s a great way to get attention or even to get a recruiter to slow down and consider your application more carefully.
If really, really want to work there. If part of your pitch is your passion for the company, a video cover letter is a great way to express that passion.
To tell your unique story. Sometimes, we’re not always the “obvious choice” of a candidate. Recruiters and HR managers are often looking for the obvious choice so this gives you a chance to tell your unique story and why you’d be a great fit!

Where do I find a video resume editor?

You don’t need any special software for filming. Utilize a web camera and off-the-shelf consumer software such as iMovie or an application such as Zoom to film it. If you can edit the video, even better!

Drawbacks to video cover letters?

The most obvious drawback is that in can take some time to put together a video resume, especially if you haven’t edited or recorded video before.

There are also some people concerned about privacy–if this is the case, a video resume might not before you. If an application requires it but you’re concerned about privacy, you can upload it to YouTube as “unlisted” to make sure that only people with the link can view it.

Finally, there are some concerns about bias in the hiring process: such biases against underrepresented groups, women, and people with visible disabilities. Unfortunately, hiring managers will likely be Googling you anyway so if you have a photo posted online, they might well see you anyway. That said, refraining from posting videos and pictures of yourself can help protect you from being subject to this bias.

How do I record a video cover letter?

You can use a web camera on your computer. If you’re filming on a cell phone, make sure to hold the phone in “landscape mode.” Also make sure you’re in a quiet room, have a decent microphone, and have yourself well lit so the viewer can see your face.

You may also want to record yourself a couple of times to practice and to pick out the best segment.

Also, while you want to be personable, make sure that the video cover letter represents demonstrates your professionalism. Don’t get too casual!

What should I talk about on my video cover letter?

Some things you might want to talk about include:

Key accomplishments
Your vision/passion
Where you’ve worked and the kind of job you’re seeking
Your connection to the company (if you know someone who works there)
Your approach to work
And don’t forget to include your name and contact information!

How long should video cover letters be?

They should be short: usually about one minute in length. It can be hard to fit everything in there but remember you’re just trying to give them a sample, not tell them your whole life story.

Difference between “video resume” and “video cover letter?”

For the most part, these terms are used interchangeably. While “video cover letter” is a bit more accurate in its description, a “video resume” is more commonly used.

Austin Strategies for Job Seekers Class

While you’re here, make sure to check out Eliana De La Garza and Austin Community College’s “Strategies for Job Seekers Class.” Kind of like a job seeking bootcamp, this is a free class for Austin locals that can help you answer all your burning questions about job seeking and get you ready to look for work.

Time is money while job searching

Even if You’re Unemployed…

Your time is still valuable

We all know the adage: “time is money.” But it’s easy to forget this if we’re not employed and not currently making any money. Furthermore, it’s painful to think about spending money/time on job seeking activities that don’t pan out. However, it’s critical that you approach your job seeking as though your time has a monetary value.

Why This Matters:

1) Focus and productivity

Thinking about your time as money means that you will focus harder on job seeking. Each time you submit a resume, scroll Indeed, and drive to an interview, you’ll think to yourself: is this activity worth $XXX / hour? And while much of this activity will not actually yield results, thinking of it this way will help ensure that as little time is wasted as possible. The pain of money lost and the sunk cost focuses us and drives us to do better.

2) Professionalism

If you’re at work and making money, you are more likely to behave professionally. This means proofreading emails, connecting with people on LinkedIn, sending thank you notes, and even making small talk with the people you meet. When we don’t treat ourselves as “on the clock” we might let our guard down–but don’t! Remember: everyone you are interacting with is at work and they expect you to behave the same way.

3) Self worth

When you lose your job, a small part of your identity goes with it. Many of us are at least partially defined by “what we do” and when we “don’t do anything”…who are we? When you think of your time as valuable, you are protecting your self worth. You may not have a job right now but your time and your attention is still valuable and you are still valuable.

4) Business decisions

All of us are a small businesses. We are renting ourselves and our time out to our employer and expecting fair compensation and treatment in return. Sometimes we can get lost in the emotional roller coaster of job offers. Perhaps we find out the compensation will not be as much as we expected? Or maybe we discover the benefits are lackluster? Maybe we meet a few future co-workers and realize that they’re not excited about working there? Thinking of yourself as a business cushions the emotional highs and lows boils these decisions down to a math equation. Furthermore, it helps you be able to engage confidently in offer negotiations if you already know your hourly worth.

We Value Your Time

Are you looking for work? We’d like to talk to you about our open roles.

Showing them you want the job

Expressing your passion while looking for work

Last week I was working with a job seeker who almost got declined for an interview, despite being incredibly well qualified. This was due to his not being overt about his desire to work at the organization. I had to convince the customer that he wanted to work for them.

Sometimes a job is just a business arrangement where one party gets talent and the other gets a paycheck. However, many organizations view themselves in a more egalitarian light. (Here at Peak Performers Staffing Agency, passion for the mission is critical to getting a job with us!)

Tips for showing them your heart

1 – Match the emotional tone of the company.

Some companies are out there to make money, some are there to get the hard work done, and some are seeking to change the world. Thoroughly evaluate the mission statement, marketing, and the about page of the company. Dial up or down your emotive language and personal pitch to match that of the company’s.

2 – Consider your job title.

Customer-facing roles typically require you to be more of a cheerleader for the brand. When I worked at Apple retail, being a “promoter” was key to getting promoted. If you will be interfacing with the public, mimic the tone you expect you would use when interacting with the public.

3 – Put your work desire in your cover letter/cover email.

Resumes are for facts, dates, summaries, and bullet points—resume’s are not places for “passion.” If you’re applying for a company where your emotional connection is a competitive advantage, write that cover letter/email to express it!

4 – Research your interviewers on LinkedIn.

Once you have an interview scheduled, look up your interviewers on LinkedIn. What kinds of things do they post? Channel their tone, energy, and the language they use into your own.

5 – Dial up your work passion during an interview.

Often, a resume and initial recruiter screen is there to check boxes. You’re being evaluated as to whether you possess the basic skills needed to do the job. An interview is often for digging into the “culture fit.” So dial up that passion during the interview. Channel that energy and let them know you want to be with them.

#recruitertips #jobseekeradvice #austinjobs #nowhiring #peakperformers #interviewtips #passionandpurpose

Competitive, Integrated Employment for People with Disabilities

Sheltered Workshops vs Competitive, Integrated Employment

When you hear hear “employment for people with disabilities,” what do visualize? The first picture that enters many people’s head is a sheltered workshop. In sheltered workshops, groups of individuals with disabilities work side-by-side. Often these people with disabilities have similar disabilities to each other. Sheltered workshops help many people but are not competitive, integrated employment situations.

Sheltered workshop image — Light assembly work being performed by people with disabilities in a sheltered workshop

Sheltered workshops are often run by nonprofits to employ people with disabilities.
Employment in sheltered workshops is often based on their disability.
Their work is often light assembly.
Pay to people with disabilities in sheltered workshops is usually very low, sometimes even below minimum wage.
People who participate in sheltered workshops can often only earn up to a certain amount before they become ineligible for state assistance.

My great aunt participated in a program like this. Due to the extent of her intellectual disability, this was a good environment for her to do something during the day. Also, it gave time back to my grandparents, who were her full time caregivers. For this reason, I would argue that these programs do have an inherent value in our society and are appropriate for some people with disabilities.

Competitive, Integrated Employment Matters

When sheltered workshops are the only thing society envisions when they picture “work for people with disabilities,” we are discounting the abilities of many people.

Every person with a disability also has a unique range of abilities. We cannot make assumptions about a person’s ability because many people with disabilities are capable of competitive and integrated employment in the regular workforce.

Competitive and integrated employment means:

Competitive: Their employment is primarily contingent on their ability to perform the work.
Integrated: They are working side-by-side with people who do not have disabilities.

Peak Performers Staffing Agency was established to help people with disabilities find competitive, integrated employment. This means:

The most qualified applicant who has a disability gets the job. (We cannot help every job seeker with a disability find work.)
Some if our employees we have to terminate for failure to meet expectations.
Our employees are paid competitive wages and offered competitive benefits.
Some of our employees will work for Peak for multiple assignments.
Many of our employees will go onto get hired by the client or find other competitive jobs.
Sometimes a client will know an employee of ours has a disability (since it is visible) and sometimes they won’t (if it’s an invisible disability).

People with disabilities are a large group of people with varying abilities and also varying limitations–just like people without disabilities! If you are ready to hire people with disabilities, first look at the person and then at the disability. If you utilize this mindset, you’ll be surprised by what they’re capable of.

If you’re not sure how start but are interested in employing people with disabilities, we can help!

Answering the Phone to Recruiter Calls

Answer the Phone to Recruiter Calls

Many people dread phone calls. They will do just about everything to avoid phone calls, even if they’re looking for a job. But in the business world, the phone is still the go-to communication tool. That means if you’re looking for work, answer the phone. You should answer your phone when job hunting because it might be a recruiter phone call.

Phone Etiquette for Recruiter Phone Calls and FAQs about Answering Recruiter Calls

Question: If job hunting, do I need to answer an unknown or out-of-area number?
Answer: You should absolutely answer unknown numbers. You never know if it’s a recruiter phone call. Also, many recruiters may be using their personal cell phone to call you…and they might not even be in the same state they’re recruiting for–which means it’s likely to be out of area. Answer all calls when possible.

Question: Can’t I just call recruiters back?
Answer: The recruiting world is fast-paced. We don’t know how long it will take someone to call us back (or even if they will) and so we may not wait. This means we might call down a list of people and hope someone picks up and forget about the rest of the people.

Question: What if I’m in a noisy place…or at my current job? How do I answer recruiter phone calls?
Answer: That’s ok! Whether you’re in a noisy place or just don’t want to be interrupted, still take the call and politely schedule a time to call them back, preferably later that day during business hours. Most recruiters will be totally ok with this.

Question: Can I use Google voice to screen recruiter calls?
Answer: Our experience with Google voice has been pretty spotty. Google voice calls are often garbled. Also, from our perspective it feels presumptuous to have a “personal assistant” asking for my name and why I’m calling. Many recruiters might just hang up as opposed to trying to talk to you.

Question: Can I text recruiters instead?
Answer: You can try to text back recruiters–our systems support this! But phone lines (and especially land lines) shared by a group of people may or may not be able to deliver your messages. It’s safer to just answer the phone if possible.

Question: What if I really can’t answer?
Answer: At the very least, make sure you have a professional sounding voicemail that’s set up and that your voicemail is not full. Seriously, check it right now and make sure!

The Bottom Line

Often, the difference between who got the interview and who didn’t was who answered their phone to recruiters. Do your job search a favor and answer the phone to a recruiter phone call.

Are you looking for work? Our recruiters are here to help! Here you can find a list of all our current job openings. Want to read more phone tips with recruiters, check out what Chron has to say.

Top Rated Staffing Agencies in Austin

Picking the Best Staffing Agency

Whether you’re a job seeker or an employer, picking a top rated staffing agency in Austin is key to your success. Staffing agencies are key partners. Here are some considerations to keep in mind to help you pick the top rated staffing agency.

Staffing Agency Considerations

Staffing Specialization

When considering the best staffing agency, consider first your industry specialization. Many staffing firms will specialize in particular kinds of staffing. The leaders of these staffing firms often have experience recruiting for that industry and plenty of connections. Furthermore, the search process for an accountant or information technology professional may look very different than recruiting for a warehouse worker–the staffing firm might have to go to different places to find those workers.

And if you’re a job seeker, seeking out a staffing firm that specializes in your field means you’re more likely to find a job faster.

Finally, you may want to pick a company that has the kinds of service offerings you’re looking for. Peak Performers, for example, offers temporary, temp-to-perm, and direct hire opportunities.

Retention and Re-deployment

Unfortunately, some staffing firms, even top-rated ones, have a “revolving door” reputation.

As a job seeker, you don’t want a company that doesn’t value your loyalty. And as a business, having employees constantly coming and going costs you time and money.

Ask about the company’s retention and re-deployment focus. For our part, both are key to our success and our nonprofit mission and we have a turnover rate that is half that of the industry average.

Benefits Offered

Key to keeping employees happy is offering them benefits. Many staffing agencies have little-to-no benefits that they offer, or their benefits are substandard. It’s no wonder then that their employees keep looking for other work and they struggle with retention.

For our part, we offer health, dental, and vision insurance after 60 days. Also, we have an Employee Assistance Program. Finally, we recently rolled out a 403(b) retirement program to help employees save. This helps keep our workforce engaged and committed to their current job.

Ratings and Referrals of Staffing Agency

These days, every staffing business in Austin is rated online (you can find our Google ratings and reviews here). As a job seeker, this is important so you can hear honest feedback and insights into the company. But it’s also equally important for businesses to use this evaluate staffing agencies. After all, staffing agencies are acting as an extension of your brand and representing your jobs.

What’s also valuable is asking for referrals from your network.

Recruitment Costs

If you’re a job seeker, a staffing agency should never charge you to consider you for employment. This is most likely a scam.

If you are a client, consider staffing agency cost from multiple perspectives: hourly bill rate, conversion cost, direct hire fees, and other add-on fees. Also ask about their “placement guarantee,” which is like insurance on your direct hire. Also, keep in mind that you may not want to pick out the “cheapest” staffing agency. (Sometimes, you get what you pay for.)

—

Are you looking for work? If so, browse our jobs or join our talent pool. We’re happy to consider you for employment.

Are you looking to hire a top rated staffing agency in Austin? Peak Performers has solutions temp, temp-to-hire, and direct hire staffing needs. Also, we service both government customers and private companies.

Job Search Recommendations and Referrals

Job Search Referrals

Ask around for job recommendations and referrals when looking for your next job.

When I first moved to Austin, I needed to find a dentist. So I asked my co-workers and friends. Who do you use? After talking to a few people, I found one who was in my area, covered by my insurance, and well-regarded by multiple co-workers. And they’ve been great–which is especially valuable to me since I’m afraid of going to the dentist!

The jobs we see online are typically the ones that are best advertised. After all, Indeed and Ziprecruiter make a lot of money through paid advertisements.

These jobs may not be the best one for your skill set…or the best paying…or even the best company. They’re simply the most visible. Perhaps ABC Dentistry is going to treat me and my smile right, but I’d feel a whole better about it if someone I knew recommended them as opposed to them just popping up in my Facebook feed.

Ask for Job Referrals and Recommendations

Are you looking for work? If so, call up your friends and colleagues (past or present) to ask them:

Do you know anyone who is hiring?
Can you get me in touch with someone to discuss the job and the organization?
What kinds of organizations in the area could use my unique skills?

Then seek to build relationships with each new person you meet and ask them these same questions. This core to your networking strategy!

Most people want to help you. Even if they can’t think of any job referrals right now, they may help you keep an eye out for future opportunities.

—

Want to know what people think of us? Check out our testimonials page or visit our listing on Google.

Focus on What You Can Control

Job Seeking Challenges

If COVID-19 and the last couple years has taught me anything, it’s to take a step back and focus on what I can control (because there’s an awful lot of things I can’t!)

I feel the same goes for job seeking…

I talk to many, many job seekers who are feeling frustrated, burnt out, and like their situation is hopeless. They feel like they’re either stuck in a job that they don’t like or stuck without work altogether. This in spite of employers nationally struggling to find workers.

So what can you control?

-What jobs you apply for
-How often you apply for jobs
-The follow up you do with recruiters and hiring managers
-Your networking activities
-Your interview preparedness
-The presentation and quality of your resume, cover letters, LinkedIn, etc.

How to Stay Motivated while Looking for Work

The job search process can be a long one, especially if you’re trying to get back into the labor market, switch careers, have an employment barrier, or are trying to find your very first job.

But I will tell you what I tell all the job seekers I talk to: no matter how many “no”s you get, it only takes one “yes” for you to get hired. The best job search strategy I have seen is persistence. If you keep trying, the odds are in your favor.

—

PS: Peak Performers is hiring! Furthermore, you’re always welcome to follow up with us if you submit a resume and don’t hear back. Check out our many open jobs!

Take Advantage of Peak Hiring Cycles

Timing Your Job Search

Hiring often comes in cycles. As a job seeker, you can take advantage of these cycles in order to apply at the right time. Here are several examples of hiring cycles:

Budget-based Hiring Cycles

Typically we see an increase in hiring activity towards the end of the fiscal year for government agencies as they seek to fill headcount and get projects done with their leftover budget. The federal end of fiscal year is September 30 and state of Texas is August 31. Many private companies begin their budget year January 1st.

Seasonal Hiring Cycles

Retail will start aggressively recruiting in the summer in order to bolster their workforce for the coming Christmas season. By contrast, construction and landscaping companies in colder parts of the country will slow hiring during the fall/winter and accelerate in early Spring as the weather warms up. Think about your industry and when do they hire most people?

Surge Hiring Cycles

Tax preparation, for example, is a $10.8 billion dollar a year industry. The Internal Revenue Service also must surge its workforce to handle all of the annual returns. These two entities will often start recruiting heavily around January 1, though the IRS will often keep workers well into the summer to handle all the tax returns.

Staffing firms are often used during these surge hiring cycles to help handle the need for extra workers. If you’re hired during one of these cycles, don’t be afraid to work for a staffing agency.

Project-based Hiring Cycles

The recently passed infrastructure bill, for example, will mean construction and public transportation across the country will see a huge boost. Currently, many of our customers have hired workers to handle COVID-19 -related projects. You can look at other macro trends in your area and your industry to anticipate what workers will be needed.

New-business Hiring Cycles

When a new business moves into town (such as Tesla here in Austin) they will need to hire a lot of people. Local news such as Austin Business Journal and Community Impact Newspaper can help give you a head’s up that there’s a newcomer in town. These businesses will need a lot of people and may want to see your resume!

—

*You know who’s always hiring? Peak Performers Staffing Agency is! We can help you navigate these cycles to get your resume in at just the right time!