How to get hired, and how to keep you hired

What happens when you get the gift of putting all of your stuff from your desk in a box and take it home? Losing a job and then rebounding your own self worth is challenging for the best of us. George tells us how to build a cadence, how to rebuild your confidence, and how to re-create your own brand to get hired. THEN we turn it completely over on how to retain the employees you have so you don't lose out on the employees that make a difference for your company. Also how Dave really shouldn't open Trygve's mail at the office.



Networking is crucial for job seekers, especially in light of the fact that many resumes are now read by robots. According to the podcast transcript, less than one percent of job opportunities are secured through resume submissions. This alarming statistic emphasizes the importance of networking in the job search process. The transcript also highlights that most resumes are read by automated tracking systems (ATS), which are disliked by HR professionals. These ATS systems use algorithms to scan and filter resumes, potentially leading to qualified candidates being overlooked if their resumes are not easily readable or scannable. Therefore, networking becomes even more essential for job seekers to bypass the ATS and connect directly with hiring managers or individuals who can refer them to job opportunities. The transcript emphasizes that networking accounts for 80 percent or more of securing a job, indicating that job seekers should prioritize networking over solely relying on resume submissions. The episode underscores the need to diversify job search strategies and move away from the traditional approach of solely focusing on resumes. Networking allows job seekers to build relationships, showcase their qualifications beyond what a resume can convey, and potentially uncover hidden job opportunities that may not be advertised.

The podcast also addresses the challenge of ageism for older job seekers. Many people tend to overlook older workers due to assumptions that they are too old, too smart, or better than others. However, there is a growing recognition among business owners of the level of commitment and dedication that older workers bring. In a low unemployment rate, employers are starting to realize that older workers are reliable and less likely to transition into new roles frequently. Over the past decade, older workers have faced difficulties finding opportunities due to age-related biases. However, if older job seekers present themselves as ready to jump into new roles and bring valuable leadership skills, they are more likely to be sought after by employers. The podcast suggests that businesses value leaders and individuals who are excited to contribute, regardless of age.

Furthermore, the podcast episode discusses the limitations of automated tracking systems (ATS) in HR. These systems can screen out qualified candidates and lack the human touch needed to assess compatibility and fit. The host and guest highlight how the ATS process screens out the best candidates, which can be frustrating for job seekers in transition. They emphasize that the ATS has lost the human touch factor, which is crucial in determining if someone is a good fit for a job. While the ATS can determine if a candidate is qualified based on their resume, it cannot assess qualities such as whether someone is a good cultural fit or if they can work well with others. The guest mentions that the scanner bot used by the ATS won't necessarily tell you if a person is a good cultural fit. The host and guest agree that the ATS system and the process of submitting a resume are outdated and not as helpful as they used to be. They suggest that job seekers should prioritize networking over solely relying on the ATS. Overall, the episode highlights the limitations of automated tracking systems in HR and emphasizes the need for a more human approach to assessing compatibility and fit in the hiring process.

Show Notes:
00:02:09 Transitioning after job loss.
00:06:37 Networking is crucial in job transition.
00:11:02 Personal brand is important.
00:16:25 Develop meaningful relationships through networking.
00:21:10 Age should not hinder opportunities.
00:26:45 Leaders must actively engage employees.
00:35:44 Leaders should prioritize employee well-being.
00:36:36 Creating a positive work culture.
00:42:37 Focus and collaboration drive success.

Download the Transcription