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https://www.npr.org/2019/10/25/773158390/how-to-find-a-mentor-and-make-it-work

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It should not take endless interviews to get a job.

Emily Stewart covers business and economics for Vox and writes the newsletter The Big Squeeze, examining the ways ordinary people are being squeezed under capitalism. Before joining Vox, she worked for TheStreet.

In late 2022, Jessica found herself in a predicament that will sound familiar to many job seekers: slogging through an extended interview process with seemingly no end in sight. 

She was up for a job as a fundraiser at a major social services organization in New York. Across the span of two months, she took part in six separate interviews with nine people total, multiple of whom she met more than once. She’d pulled one of her first all-nighters in years putting together a dummy presentation on a hypothetical corporate partnership for interview No. 4, which entailed what she describes as a 15-minute “monologue” from her on the matter followed by a 45-minute Q&A with a panel. It wasn’t until the final interview that she got a real one-on-one sit-down with the person who would be her boss.

“Every time I thought, ‘Okay, this is the final hump,’ there was another thing,” said Jessica, which is a pseudonym. Vox granted her anonymity in order to protect her privacy and keep her out of hot water with her current employer. “It just gets really mentally exhausting, and it’s hard to manage your work schedule because obviously you don’t want your employer to know you’re interviewing.” 

Job-seeking can be a real exercise in immersive futility. It often feels like you’re tossing your resume into the abyss and praying to the recruitment gods for a response. If and when you get that response, the landscape doesn’t always get easier. Companies are seemingly coming up with new, higher, and harder hoops to jump through at every turn. That translates to endless rounds of interviews, various arbitrary tests, and complex exercises and presentations that entail hours of work and prep. There can be good reasons for firms to do this — they really want to make sure they get the right person, and they’re trying to reduce biases — but it’s hard not to feel like it can just be too much.

“There’s no reason why 10 years ago we were able to hire people on two interviews and now it’s taking 20 rounds of interviews,” said Maddie Machado, a career strategist who has previously worked as a recruiter at companies such as LinkedIn, Meta, and Microsoft. “It’s kind of like dating. When you go on a first date, you need a second date. You don’t need 20 dates to know if you like somebody.”

COMPANIES ARE SEEMINGLY COMING UP WITH NEW, HIGHER, AND HARDER HOOPS TO JUMP THROUGH AT EVERY TURN

Jessica describes her recent marathon interview process as basically having a “second job.” As for the actual job in question, she didn’t end up getting it. A week after her last interview, Jessica followed up with the recruiter and learned the organization was moving forward with another candidate. “They probably wanted to go with the other person all along but wanted me as a backup,” she said. 

If you do not have a terrible interview story, sincerely, congrats

If you’ve ever looked for a job, chances are you’ve had some sort of a “what in the world is going on” moment. For Brad, a consultant in Pennsylvania who asked to withhold his last name, that moment came when he went through a series of interviews for a project management position in 2016. All of them went well — until he reached the CEO, who spent a significant portion of their nearly hour-long conversation dwelling on Brad’s somewhat low high school GPA, which the company had requested along with his college GPA and SAT scores. “I had to justify why my high school grade point average wasn’t top of the class,” he said. “I was offended.”

He’d graduated from high school some 30 years prior and had 25 years of work experience. When the company’s recruiter later called him to suggest he spend more time talking to the CEO, he said he wasn’t interested. “I had the luxury of not needing the job,” he said. “You’ve got to like who you work for.”

Reporting for this story, I heard anecdotes about hiring processes that ranged from irksome to hellish. 

One recent graduate described having to take a series of intelligence tests, go through two interviews, and provide five references — all of whom were asked to complete a 15-minute questionnaire — for an entry-level position at a nonprofit he was told he didn’t get two months later. One woman’s job offer was contingent on her getting a reference from her current manager, who wasn’t aware she was on the hunt for a job.

“MY INTERVIEWING EXPERIENCES HAVE BEEN WORSE THAN DATING, WITH THE GHOSTING AND NON-RESPONSES”

Another man was told to start looking for apartments across the country after being flown out for a final interview, only to follow up a couple of weeks later and learn that the recruiter simply forget to tell him he hadn’t gotten the job. “My interviewing experiences have been worse than dating, with the ghosting and non-responses,” he said. 

Among friends and colleagues, swapping interview horror stories can turn into a sort of sport. One of my former coworkers was asked to build out an entire content strategy for a popular financial newsletter and work with the team in the office. She was unemployed and scared, so she felt like she had no choice but to sign a waiver agreeing for her work to be used for free — work that was apparently good enough to be sent out to their readers but not to land her a position with the company. Looking at the company’s Glassdoor reviews, it’s obvious she’s not the only one who’s been subject to this sort of treatment.

“So many employers get away with this,” Machado said. “They get away with making people go through all these hoops because … candidates have absolutely no protection.”

The difference between okay and over-the-top isn’t always so obvious

What counts as a fair ask from a potential employer isn’t always clear-cut. It can depend on the industry, the job level, and the purpose.

“There’s a fine line between appropriate and inappropriate,” said Sondra Levitt, a leadership and career coach with Korn Ferry, an organizational consulting firm. For example, it might make perfect sense for a company to ask a candidate, especially at the executive level, to do some sort of presentation about their vision and what they want to accomplish. Where it gets hairy is when the company asks a candidate to create, produce, and submit a full-blown marketing campaign, which happened to one of Levitt’s clients recently. “The candidate felt like they were just trying to get free information and free work through the interview process,” Levitt said. 

There’s no denying that over the years, in many instances, the hiring process has gotten harder and more convoluted. A 2022 survey from hiring software company Greenhouse found that 60 percent of job seekers were “unimpressed by time-consuming recruitment processes.” There’s no concrete explanation as to why many employers have been so insistent on making the hiring process so hard — it’s likely an amalgamation of factors.

Companies are afraid to make the wrong decision. Hiring is expensive and onboarding is time-consuming, so they really want to get it right. The pandemic and current economic conditions may be exacerbating employers’ anxiety even more. Levitt said she thinks many firms feel like they “jumped too fast” to make hires amid the great resignation or great reshuffle, as for much of 2021 and 2022 workers hopped jobs in droves. The pendulum is swinging the other way now, with managers being extra careful to do their due diligence, especially as the economy looks rocky. 

Becca Carnahan, the founder of Next Chapter Careers, said that companies may see multiple interviews and tests as a way to make the hiring process fairer. “It can reduce bias in the hiring process when you’re actually looking at a candidate’s abilities rather than their past accomplishments,” she said. She added that technology has likely also played a role in making the hiring process more complex. “These Zoom interviews are a lot easier than bringing candidates into the office,” she said. 

Jessica, the nonprofit fundraiser, speculated that in her case, tech and remote work made it possible for her potential employer to drag things out longer. Before the pandemic, she would have probably had to go to the office one day for a string of interviews, the firm recognizing she couldn’t just disappear at random from her current job for weeks on end. But with her simply clicking a Zoom link, the company was able to sprinkle interviews across multiple weeks. 

Machado believes that the increasingly long maze of recruitment and interviewing is driven, in part, by pride and by companies competing against each other to be considered the most elite places to work, especially in the tech world. “You want to be the most challenging interview. If you can get past the Facebook interview, you can get past anything,” she said. The caveat is that the best interviewers are not always the best people for the job, and a difficult interview process does not guarantee the candidate won’t quit. “There’s too much emphasis on screening people out and not on screening people in.”

Perhaps the simplest answer to why companies make it so hard is that they can.

In 2005, it took two interviews for Stacey Aldstadt, an environmental lawyer, to get her job as general manager of the city of San Bernardino’s municipal water department, from which she retired in 2017. While there, she oversaw 300 employees and a $120 million budget. In late 2020, she decided to apply for a job at a cannabis company looking to expand to California. She was subjected to a seven-interview, eight-week hiring process that culminated in an impersonal rejection email without explanation. Aldstadt has hired people in the past, and this seemed incredibly excessive. “I would never do that to someone,” she said. “Not in a million years.”

Candidates can push back, but leverage is limited

If and when candidates feel like the employer is overdoing it in an interview process, the options are a little limited. To a certain extent, you kind of just have to go with it or walk away. But there are ways to navigate.

It’s helpful to ask questions to ascertain expectations around interview assignments — figure out why they’re relevant and how they’ll be evaluated, and get assurances that the work remains proprietary. You can also try to decipher if there are alternatives, such as providing samples of previous work, or asking for compensation, though the answer might be no. At the outset of the hiring process, it’s also a good idea to ask exactly what it’s going to entail — how many interviews, with whom, on what timeline — and hold the company or recruiters to it. 

“If a company is not communicating effectively with a candidate, if they are super opaque about the process and the timing, that’s where it gets really, really icky, and it can leave a candidate just feeling so confused,” Carnahan said. 

“YOU’RE DEFINITELY INTERVIEWING THE COMPANY AS MUCH AS YOU’RE BEING INTERVIEWED”

Candidates should also set some boundaries, which are different for everyone. Machado generally recommends the job seekers she works with do no more than four rounds of interviews. And if they’re asked to do a presentation or take-home assignment, it’s time to evaluate whether it’s a place they really want to work. Sometimes, candidates worry the potential employer will use their work. It might be more often the case that they don’t look at all. “They’re making people do these assignments, and then no one checks it,” Machado said. 

It’s important to remember that if a company’s hiring process feels off, working there might feel off, too. An employer having to reschedule multiple interviews because the interviewers are swamped at work might be a sign that things aren’t great, internally. “You’re definitely interviewing the company as much as you’re being interviewed, so stay attuned to what you are hearing and seeing,” Levitt said. “What’s your gut telling you about this company? About this job? About the organization?”

Companies should take note that being a complete pain to deal with in recruiting is not great for their reputations, either. They can stall so much or put candidates through such a rigamarole by the time they put out an offer, the candidate’s just over it. More broadly, while job seekers may not have a lot of options to fight back, they can talk to others about their experiences, and they definitely do.

Jessica says knowing what she knows now, she still probably would have applied for the fundraising job. Still, she wishes the organization hadn’t checked her references as a last and apparently unnecessary step. “It was a little weird for someone to be like, ‘Oh what happened to this? Did you get that offer letter?’ and you’re like, ‘Oh, actually, I didn’t get the job.’”

How to Interview (Both Sides of the Table)

By: Bruce Hurwitz, Ph.D.

A few times I have been in a "beauty pageant." No, not that kind; one where a business owner considers a number of companies for a project.

If, for example, a company is unhappy with their outside counsel, to whom they pay millions every year to keep them on the straight and narrow, but who nickel and dime them charging for literally everything they do, they might very well invite other firms in to see if they can get a better deal somewhere else. The lawyers, or it could be accountants, parade into the Board Room one after the other. Thus the "beauty pageant" analogy.

But that's not the type of interview with which you are concerned, whether you are looking to hire or be hired. So let's focus on the good ole fashioned job interview. Here's what I recommend should happen.

Window screens are not enough

First, someone should screen the applicant, going through the job description, to make certain the person is, in fact qualified. It seems obvious, but far too often employers are heard saying, "But it says on your resume..." You might want to sit down for this: People lie, exaggerate and misrepresent on their resumes! I know, it's shocking. But it is true. And this is everything from where they live to periods of employment to their academic credentials and professional certifications. So you need to have everything verified by a recruiter, internal or external, before the hiring manager, supervisor, boss, owner, whomever, gets involved. But, let's say that everything checks out and the candidate is honest, as the vast majority are, what's next? Interview them. Here's how:

Questions the employer should ask:

What do you know about our company? This will tell you how well the candidate prepares for meetings and how serious they are about working for you.

Why did you apply for the job? This will, again, tell you how serious the candidate is, but this time it will also show how well they understand the job. And, yes, I have received some very stupid responses. ("The job seems pretty easy," immediately comes to mind!)

Give me an example of a time you took on a responsibility that was not in your job description. This will tell you if the candidate gives 100% or 110%.

Give me an example of your biggest failure and what you learned from it. Believe it or not, I have had people say, "I prepare very well, so I don't fail." End of interview. The person is either totally unaware, a fool or a liar. And then there are those who tell you what their failure was, but don't say what they learned from it. If you have to remind them of the second part of the request, it's either a sign that they do not listen well or that they don't learn from their mistakes. (To be fair, it could also be a sign they are nervous and simply forgot, so be nice!)

Give me an example of your greatest success and what you learned from it. This time they'll have an answer but, again, as before, if they forget the second part of the request, it could be a red flag.

I also like to ask some questions right out of left field: What is the most important thing you have learned in life? This tells me about their values. What are you curious about? This tells me if they are continuously learning. Some of my clients ask questions such as, "What was the last movie you saw?" or "What book are you currently reading?" They want to see how interesting the person is, how good they are at small talk. Some ask a simple mathematical problem to see how well the candidate thinks on their feet. With one exception that I will get to momentarily, there is no guarantee of what an interviewer will ask a candidate.

In any event, the most important question to ask the candidate, and the final question, should be, "What questions do you have for me/us?" If the candidate has none, they are not interested in the job. In any case, even if you did not like their answers to your questions, give more weight to the quality of their questions. Good questions trump bad answers every time. And if the employer does not ask the question, it is a very large red flag: If they don't think enough about you as a prospect to ask if you have any questions, it is safe to assume that they won't want your opinion as an employee!

Questions the candidate should ask:

"Why did you decide to interview me for this position?" This way your part of the interview starts with the interviewers thinking positive things about you, and you will know what they liked about you so you'll know which other qualities you have that you should emphasize.

Show that you prepare well for meetings. Ask, "Why do you follow so-and-so on Twitter? They're a European company. Are you planning on expanding into the EU and, if so, how are you going to deal with the GDPR?" Now you have proven that you research well and know your stuff.

Ask specific questions about the job: "How do you measure success?" "What benchmarks have you established for the position?

Don't ask, "Why did the last person who held the job leave?" That's gossipy. Ask, "What did the last person who held the job do that you would like to see continued and what would you like to see done differently?" That's being a professional.

Ask specific questions about the company: "What is your employee turnover rate?" If they don't know, or won't tell you, that's a big red flag!

No way to predict

It is impossible to know what questions a candidate will be asked, over and above those related directly to the job description (the one thing that I alluded to earlier that you can be certain of being asked). That said, you can prepare for the unknown by having mock interviews, and doing a deep dive into the company so that your questions will be superior to anything your competition will ask. This will also help to make you confident that you can succeed. Nothing is more appealing to an employer than justifiable confidence. (Overconfidence is just obnoxious!)

The key to landing a job offer is differentiation. All things being equal, if your questions are better than everyone else's, you should get the offer and the employer should get a top-notch employee.

After-interview Steps

The interview does not end when the the candidate leaves. If on the same day as the interview each interviewer does not receive a personalized email from the candidate, that directly relates to that person and is not generic, don't hire them. (There's an easy way to do this, but that's a subject for a future article.)

And if the company's decision making process is such that they don't fulfill their promises, "We'll let you know our decision next week," that pretty much tells you everything you need to know about them. If the company disappears on you, doesn't follow through and doesn't keep their promises, why work for them? That said, things happen, so a week later, on a Friday (so you can wish them a happy weekend), send an email and request an update. If you still don't get an answer, well, that's your answer!

(76) How to Interview (Both Sides of the Table) | LinkedIn

Congratulations!! You received an offer and decided to accept. Now what?? Well, simply put, it’s show time! It is time to showcase your skills, you know, all the things you said you could do in your interview, yeah those. Remember that the first three to six months of your employment are crucial because it is your probationary period and you better believe that you are being watched and your performance is being monitored. But don’t sweat it, use this as an opportunity to show them why you were selected in the first place and why you are still the right person for the role.

Be involved:

Whether you are working from home or reporting to the office, it is important for you to be actively involved in your company. Partake in team meetings, attend a lunch and learn, join an employee resource group or attend a summer social event your company may be having. These are all great opporunities for you to learn more about your new company while also networking with other employees in different departments of your organization.

Don’t be afraid to ask questions:

Everyone has been the new person before. Don’t pretend to know anything you don’t and also don’t be afraid to ask questions. Asking questions is a win for you and a win for your company. Asking questions shows your interest and curiosity and it benefits you because you get to learn more about your new role and your responsibilties.

See a need, fill the need:

If you see a particular area in your department where you can offer your help and expertise, do so. Don’t wait for someone to ask. If your manager is in need of something that you know you are capable of doing, volunteer to help. In doing this, you are showing your manager that you are a team player, have a willingness to help and can be counted on when needed.

Showcase unique skills:

I always see those fancy excel spreadsheets or those fancy powerpoint presentations during team meetings and I always think to myself, wow I wish I could do that! While I am highly skilled in other things, I am often in a love hate relationship with excel and powerpoint. If something comes easy to you or you have a unique skill that would be beneficial to your team, speak up and let it be known. Who knows, you may even become the go-to person in your organization for that specific thing!

Nikky Brown

Reference Checking 101

(I am not an attorney, so I am not going to get into the legal aspects of giving a false reference, praising someone who is not worthy of praise, and then, based on that recommendation, they get hired. Suffice it to say, as with everything else, never lie.)

There's no point in checking references. No one is going to give the contact info for someone who will not praise them. No one gets a bad reference.

I have heard many an employer utter those or similar words. And they are wrong.

Now, to be perfectly honest, part of me likes it when they make that statement. The lazy part of me. Because checking references extends the hiring process and I like to be paid as quickly as possible. I'm funny that way. But, I also give a six-month guarantee that if for any reason a placement does not work out, I'll find a replacement for free. I don't like to have to honor that guarantee and the fact that references are checked (either by me or the employer/client) means I rarely have to.

Bottom line: check references. Let me give you two examples of great references.

The first was from a man whose tone of voice immediately changed when I mentioned the person about whom I was calling. (Obviously, he was not expecting my call. More on that in a moment.) He said all the right things, but his tone of voice told me what he really wanted me to know. She was not a good employee and others confirmed it. That was a great reference because it was honest.

The second reference was stellar. I called a surgeon, in fact, a brain surgeon. He was only available to speak with me at 7:30 AM. I called just before 7:30. I introduced myself and told his receptionist/nurse/assistant/whomever why I was calling. She said, "One moment please."

The next voice I heard was the doctor. He said,

"This is Doctor X. I know you are calling about Y. I wanted to take your call but I am about to perform surgery on a young woman with a brain tumor. Y was great. We were all devastated when she left. Is there anything specific I can tell you?"

Ya, right. I'm going to keep a surgeon from a patient lying on the table about to have her head cut open!

I thanked him and wished him and his patient the best.

Around 9:00 AM, I called my client, told him what had happened and asked if he wanted me to check the other two references. (You should always get three references.) He laughed and told me to offer the position to the candidate.

A good reference does not have to be long!

In any event, be aware that some companies have a no reference policy. It is not a reflection on the candidate. All they will do is confirm dates of employment, title and salary range. (I think we can blame the lawyers for this one!) In those cases you have to be flexible and instead of demanding a reference from a past supervisor (which is the best reference), a past colleague or a current (since the rules don't apply to them), client/customer will have to suffice.

There is one other reference which should be noted:

As alluded to, before giving out references candidates must contact their references. This is for a number of reasons. First, to make sure they are available. There is nothing worse than calling a reference and not hearing back from them. Second, the candidate has to tell them about the position so that they will know on what to focus. And, third, they have to know that the person is willing to provide a reference.

(These are also the reasons why references should never be listed on resumes. And there is one more: You don't want an employer making sales calls to your references, using your name! There are plenty of unethical and unscrupulous employers out there. Don't make it easy for them. Never provide the name of references before an employer makes you a conditional offer of employment.)

One day my phone rang and it was the owner of a staffing agency that provided social workers. She said that Jane Doe had given my name as a reference. I told her I had no idea who the woman was. She told me where we had worked together. I said I remembered a "Jane" but her last name was not "Doe." Perhaps, I suggested, she had gotten married in the ten years since we had worked together! I also told her I do not provide references unless the candidate reaches out to me in advance.

I figured that would be that. (Who's going to hire someone who gives a reference who does not remember her, who doesn't check with the reference prior to providing their contact information, and who has not worked with them for ten years?) But, no, Jane Doe, who I had known as Jane Smith, called. (She had, in fact, married.) I told her that I really did not remember working with her on any project but if she wanted me to speak with the business owner I would. I figured that would be the end of that.

But, no, the owner called me. I told her, "I really don't like social workers. I never had a good experience with any of them. But, in her case, the best I can say is I don't remember her messing up, which, coming from me, says something." The owner said, "That's good enough for me!"

So, a woman who did not have the common sense to first contact me, whom I had not worked with for a decade, and for whom I could not provide anything more than a "non-negative" reference, got a job. But not for long. A couple of months later, having learned from the experience, my former "colleague" called and said she was looking for a new job and wanted to know if she could give my name as a reference. I declined, suggesting that she find someone with whom she had worked more recently. (Pleased, she was not.)

As I said, not all references are good but, then again, some business owners, apparently, don't care! Desperate times call for desperate measures. And, this was a good ten years ago, before the Great Resignation. I hate to think what may be happening today...

One last thing: Letters of recommendation are not good enough. Many employers give them out simply to get the employee out of the building with a smile on their face. Following up, to confirm what was written, is crucial, and can be very revealing. The best example I can give was the time the employer told me he never gave letters of reference, asked me to fax (this was a long time ago) it to him, and then told me it was a forgery. The logo was perfect, but the address was wrong!

A cover letter coexists in the three sections of linear time: past, present and future. (Sorry, I forgot to take my medication this morning. I'll be right back.)

OK. I'm better now. But the sad truth is that some consultants actually talk that way. They want to give the impression that they are scientists (This was even before Covid!) and not simply oracles who some believe should sit on the top of Delphi while others think they should be buried under it! What job seeker has time for this nonsense? None with whom I have ever worked.

Yes, a cover letter deals with the past, present and future (the aforementioned nonsense about linear time), but the purpose of the cover letter is simple: To get the recipient to look at the resume. That's it. Period. End of discussion. But it can be more than that.

Sorry, but now we have to do some math:

For sake of argument, let's say that when someone posts an ad for a job, they get 50 applications. (This can actually be a very conservative number.) That's 50 cover letters to read. Figure an average of at least a minute per cover letter since some (the really bad ones) are well over a page in length, that's an hour's worth of reading. And that's why, based on my unscientific surveys of recruiters and hiring managers, most simply throw them away and go straight for the resume. Which is a shame, because a cover letter can help differentiate a candidate from their competition and complement the resume, getting them the interview. That is why it is so important to write a cover letter that will actually be read. Mine are read!

There are basically two formats for a cover letter. As you will read, I prefer the traditional. The other is a "T-Bar" where the candidate lists the responsibilities/qualifications for the job on the left side of the chart, and their experiences/qualifications on the right. The logic is obvious: You are looking for X, I have done X. Clean. Neat. Simple.

The problem I have with it is that the employer already knows the responsibilities and qualifications for the job. It's called "the job description" and they wrote it. So why waste time telling them what they already know? If you list them all, then you are sending the message that you cannot prioritize and don't know what is their key demand or need.

Think of the cover letter as a "tease" or a "movie trailer." You are trying to entice them to see the movie, i.e., your resume. If the cover letter tells your entire story, why should they read the resume? That is why I prefer a more traditional approach:

First, the cover letter must be short. You, the candidate, want the recipient to know that you can get to the point. You also want them to know that you understand their workload. So you want to make things easy for them. You want them to know that you care about getting the job (you don't send a form letter) and, given that it is so rare today, that you can actually write a professional letter in English. (If I see one more "u" for "you" or "ur" for "you are" or "you're,"...)

Second, there is no need in the cover letter to summarize your resume. If you need to summarize your resume because it is not clear, you need a new resume. If you need to summarize your resume so there will be content in your cover letter, you need to continue reading this article because you do no know what you are doing.

Allow me to sort of digress. If they don't ask for one, should you provide a cover letter? I think the benefits outweigh any negatives. Yes, the recipient might think that you do unnecessary work. (If I wanted a cover letter, I would have asked for a cover letter!) But the fact that you know how to write an effective cover letter says enough positive things about you that it is worth the risk which, I believe is, at best, minimal. And this is why I believe employers should demand receipt of a cover letter. A short, to the point cover letter is a pretty good indication (not perfect, but pretty good) that the candidate won't talk too much in meetings and will not digress from the topic.

So how do you write a cover letter?

In the first paragraph simply state "I wish to apply for the XYZ position you advertised on 123." Now you have told the recipient that you appreciate the fact that they may be working on a number of searches at the same time and you want them to know which job you want (granted it should be in the subject line of the email along with any code) and, perhaps more importantly, that you get to the point. So many people start their cover letters by introducing themselves, telling the recipient about their career goals, and some even mention their hobbies, so, assuming the recipient will read the letter, they only know why the person has written them when they get to the bottom of the first page (if they are that lucky!). You appreciate the stress they are under. Again, you know how to get to the point. You know what is appropriate to be included in the cover letter and what can wait for the interview. That is why you keep it simple, just one informative line. So far, you are doing great! You have their attention. They are reading the letter and since they see, basically, that there is only one more real paragraph left, they continue reading.

In the second paragraph you tell them about the one accomplishment that you have had that speaks to the position for which you are applying and will convince them that they want to consider you before you reach out to their competition. You are showing them that you know what they want to hear and can refrain from wasting their time telling them the subjective things that you want them to know. No one wants to hear how great you think you are, they want to know what you can do for them. So: "Having successfully done such-and-such, saving my current employer X dollars, I am not only confident that I can fulfill the requirements of the position, but exceed them." The unspoken questions are: You want me to save you hundreds of thousands/millions of dollars or your competitor? You want me to raise your client retention rate or your competitor's? You want me to lower your employee turnover rate or your competitor's? That's the message of the second paragraph: I did it for someone else and I can do it for you! The unspoken message is: I am not a big risk to interview nor to hire.

The rest is simple:

Attached is a copy of my resume for your review. (Self explanatory.)

Thank you in advance for your consideration. (Always be polite.)

I look forward to hearing from you. (Self explanatory and not pushy. HR does not want you to call them. Imagine if all candidates called; they would not be able to do any work. You emailed them; they got your email. Now move on!)

Sincerely, (That's how professionals end their letters.)

Your Name (And that's why you don't have to start your cover letter with, "My name is Joe Jones." They know your name because it's either on your email address, at the top of the letter, or your signature. When I get one of those I almost expect the next sentences to be: "I am five years old. When I grow up I want to be a fireman.")

This letter can be read in about 10 seconds which is all the time you have. And that's the primary evil secret of the cover letter: No one is going to spend more than 10 seconds reading a cover letter!

The Evil Secret of the Cover Letter | Employment Edification (wordpress.com)

I am a recent graduate from Berkeley College, where I completed the Associate's Degree with Legal Studies as the Major. 

I am looking for a job in the legal fields so that I can gather some experience as a paralegal. As a raw graduate, without any relevant experience there is hardly any possibility to get into any bread earning job.

I need a mentor to help me find something substantial so that I can get some food on the table for me and my family.

Would be grateful, if someone can stand by my side and help me stand up straight in my legal field and walk through the future successfully.

Appreciate any help and assistance.

FIVE HEALTHY HABITS FOR WORKING FROM HOME

By: Nikky Brown

We should all aim to have healthy work habits. While many of us are now working full time from home due to the pandemic, it may be a bit harder to do. I have been working from home for almost a year now and I thought it was going to be a piece of cake. To my surprise, you actually have to be extremely disciplined, dedicated and motivated to ensure that you are as productive as you would be (if not more) if you were in the office. There are many things we can do to create healthy work habits and to be and remain productive while working from home. Here are five things that you can start doing right now: Create a routine: Getting into a routine is so important when working from home. Sticking to that routine is crucial. In the beginning I thought I could just roll out of bed, get ready in a few minutes for my first zoom meeting and be okay for the rest of the day. But by doing that, I actually felt tired and a little lethargic even though I had gotten a full nights rest and it was only the start of the day. I implemented a morning routine and quickly realized how much of a difference that made. My morning routine never really varies now because when I stick to it my energy is up and I am more focused and ready to tackle the day. Take a mental break: It is very important to take a few mental breaks throughout the day. We are not robots. No one should be working 8 to 9 hours with only a lunch break. Taking mental breaks allows you to: give your eyes a rest from the computer, give your mind a break from working and the opportunity to recharge and help you to feel less fatigued. Have a designated area to work: I thought it was ok for me to work in different areas in my apartment throughout the day. I quickly realized that was not a great idea. If I was working in the kitchen or living room, my family would often come and chat with me. Even though they were not trying to be disruptive, I found myself being distracted easily and not as focused as I wanted to be. I eventually purchased a work desk and set up a designated work area in my apartment to work. Upon doing that, it actually felt like I was really in the office and I also found that my family tended to bother me way less when they see that I am at my workspace. Decorating your workspace with files and work supplies as you would in the office helps to give it that in office feel. Work only on work during work hours: It is so tempting to do other things while you are at home but your work hours should strictly be for work and work only. We should not be away from our computers for a long period of time, with lunch being an exception. Now is not the time to catch up on that Netflix series. It is normal to want to take a quick break to grab a snack, stretch your legs, walk around for a bit, but running to the supermarket because you realize you are out of pesto sauce and plan to make pasta for dinner is not a good idea. Stay connected: Remember, you are still at work. It is important to stay connected with your co-workers and what is happening in the company. Try to engage with others as much as possible by zoom or group chat. Having daily zoom calls is a great way to stay connected and engaged with your team. Don’t completely isolate yourself and be responsive and available to help when needed.

KNOW YOUR WORTH

BY: Nikky Brown

Knowing your worth requires you to believe in who you are, your skills and abilities and to know with absolute surety that you are very capable of doing all it is that you say you can do. This is extremely important, especially in the workplace. I find that a lot of employers will know that they have an all-star employee on their hands but will still try to convince them to take less, and if they are successful, that’s a win for them. They get to keep costs low while also scoring an all-star employee. But, you have the power to stop this from happening by simply knowing your worth, bossing up and applying pressure. When you go for a job interview and you are totally killing it, they love you and want to hire you right on the spot do not let this excitement cloud your judgement, especially when salary is being discussed. They know you are good, otherwise they wouldn’t want to hire you right on the spot. Use this to your advantage. Don’t ever be afraid to negotiate. If they want you as bad as they say they do, they will work something out to where all parties are happy. Also, don’t ever be afraid to walk away if what you are asking for seems like too much to them. I have been in situations where I walked away from an offer that I felt did not commensurate with my experience. Weeks later, I get a call back from them asking me if I was still looking. They also offered me my original salary requirement, yes the one they felt was too much the first time around. Stand firm, you know all that you bring to the table. Do not let anyone mark down your worth. Remember, you know all that you are capable of and the right job for you will be able to see that and compensate you accordingly.