How to Ask Your Network for Help (templates included!)

Posted on by aurorameyer
image with hand and graphic representations of people in white depicting How to Ask Your Network for Help (template included) by Aurora Meyer on Dispatches from the Castle

Is there a specific organization you are interested in or job title you are looking for in your next position? No matter where you are in the search process, you absolutely must start making connections with organizations or individuals who can help you make that step.

You should start by scouring the openings at those organizations and measure your current skills with what they are looking for in a new hire.

Additionally, I would suggest reaching out to a friend of a friend or a former colleague to see if you could be connected to a recruiter or a hiring manager, ideally, through an email. LinkedIn is a great place to find connections (just make sure your profile is professional and up to date!).

For example, you could asl your mutual connection to send an email like this:
Hi NAME, my friend [YOUR NAME] is looking to [get back into the industry, take the next step in her/his/their career, change career paths, etc.] and is very interested in our organization. I wanted you to meet her/him/them in case you have any openings that might be a good fit for her skill set or you might have time to connect. I’ll let you two take it from here!”

Here’s an example I recently wrote:
Hello, NAME! I wanted to introduce you to our mutual colleague NAME. [DETAILS about who colleague NAME is and the connection/reason I’m writing].  She’s [job title plus a job-related compliment or achievement] and is an all-around really fantastic person. 

[mutual colleague NAME], please meet NAME. [DETAILS about NAME is and the connection/reason I’m writing. NOTE: this should reflect what you wrote above]. She’s [current job title and reason you are introducing these two people]. She’s [job-related compliment or achievement].
I will let the two of you take it from here!
Aurora 

Then as the person who is looking to make a change, you could reply, reiterate your interest in the organization and inquire if the person would be willing to talk [phone is preferred, though email can also work] suggestions and recommendations to make your candidacy stronger.

You did not build a network to look at, do not be afraid to use it! 

Other Duties as Assigned

Posted on by aurorameyer
Other Duties as Assigned Post Image depicting a computer with Job Description written and a keyboard by Aurora Meyer on Dispatches from the Castle

Almost all job descriptions use the phrase, “other duties as assigned” and this might give some candidates pause, but it shouldn’t.

According to the U.S. Office of Personnel Management for federal employees, the clause, “other duties as assigned” is meant to refer to minor tasks related to a certain position.

“Because minor duties normally do not affect the classification of the position, are usually unimportant to work operations, and change frequently, it is generally not necessary to mention them in the position description,” according to the Classifier’s Handbook. “A statement, such as “Performs other duties as assigned,” covers such situations adequately.”

While some employers may abuse this, there are a few ways to inquire about what these could look like during the interview. As a candidate, you should ask:

  • What about the job isn’t included in the job description?
  • Can you share some examples of projects or responsibilities that could be included in other duties as assigned?
  • Could you share some examples of opportunities for stretch projects?
  • How do you respond to employees noticing something and correcting it or bringing it to your attention?

As both a manager and an employee, I have found that more often than not other duties as assigned may include filling in for someone who is on vacation, mundane tasks such as getting and sorting the mail and opportunities to grow your position or scope of responsibilities. 

The mundane tasks or ones that are completely out of the scope of your job description can be looked at one of four ways:

  • One-time requests to be helpful (ok but be mindful of when and if these cross a line or become more than just once in a while)
  • Other departments asking for your help without going through your supervisor (this article from Muse has some great suggestions for how to navigate those)
  • Covering for a team member as needed (vacation, sick, etc.)
  • General helping out (noticing the copier paper is low and refilling it for example)

A quick word of caution, don’t let the mundane tasks take your time away from your actual job responsibilities because it could prevent you from future opportunities to grow your position or scope of work. 

While the mundane tasks can be seen as ways to be a supportive team member, opportunities to grow your position or scope of responsibilities are what will continue to make you valuable as an employee. Mundane tasks accomplish a specific goal, stretch projects are growth opportunities and are a good indicator of trust. 

(Note: there is a difference in growing your position and scope of responsibilities and coming in with a know it all attitude or intention to fix everything you see wrong. I often recommend those just starting with an organization give it at least six months and ideally a full year before asking for stretch projects or opportunities to try something new. However, during that time, your supervisor may give you stretch projects or opportunities and you should absolutely take those.)

The best supervisor I’ve ever had once told me, my job is to give you the tools to be successful, the objectives you need to achieve and the timeline. How you create that success and reach those goals is up to you. 

In other duties as assigned, you can find opportunities to learn and hone new skills and gain experience to elevate your career. 

Why you should always take an interview

Posted on by aurorameyer
Image of a notebook with the word recruitment depicting Always take an interview by Aurora Meyer on Dispatches from the Castle

I’m an advocate of always taking the recruiter, headhunter or friend’s call when it comes to potential job opportunities. You should always be willing to hear about what is available and more specifically why that person thinks you would be a good fit.

If you are offered an initial interview, I also advocate for taking it, even if you absolutely love your current job.

First, this will give you low-stakes interview practice, something every person needs.

Second, this will give you information about what skills and other tangible items are currently in demand in the marketplace.

Third, it could be the absolute best position in the world and perfect for you but you won’t know unless you go.

For those who may be worried about their current employer finding out, you do not have to tell them (unless you are contracted and do have to tell them) why you are taking the day off. Beyond that, a good supervisor will understand and maybe doing the same thing themselves. Furthermore, an organization sees you as replaceable. If you quit today, they would begin the process of finding someone to fill your role tomorrow. Unless you are contracted to do so, you do not owe your employer blind loyalty.

At least take the call, you won’t regret it.

How to know when it is time to move on

Posted on by aurorameyer
Image depicting an employee and a clock to go with the post How to know when it is time to move on by Aurora Meyer on Dispatches from the castle

Over the course of your career, there will be times when you may start questioning if it is time for a new challenge.

At first, you may dismiss the idea or begin thinking about how much you like your team or feel supported by your boss. You may be able to quash the feeling for a while, particularly if you can pick up a new work assignment, attend a conference to inspire you, gain new responsibilities, or start working on a professional development project.

However, this feeling is likely to surface again. The best advice I’ve ever received about this is to pause and observe before reacting. In that pause, think about what triggered this feeling.

It is important to note that if the situation that triggered you involves harassment, bullying or other serious matters, you should absolutely speak up right away.

Perhaps the trigger was a coworker encroaching on your project or someone taking credit for your work. The trigger is only a portion of the answer you are ultimately looking for in this situation. You want to then think about why you were triggered by this specifically at this moment. Maybe these situations were easier to brush off before because there wasn’t a pattern. Maybe the real issue is you don’t feel supported by your supervisor. Maybe you’re just having a bad day.  Make a note of both the trigger, your reaction and why you feel this is an issue.

The advice part is to do this at least five times before you make a decision. You are ultimately looking for a pattern, which will help you whether or not you decide it is time to move on.

When you’ve done this at least five times, review your notes and see if you find a pattern. Then ask yourself a few questions: Is it consistently the same trigger? Is your reaction the same each time? Is this a solvable issue? Do you maybe need some time away from the office for some perspective? Would this issue exist in another job or with another supervisor? Is this going to steadily make things worse or can I ignore it?

Though only you can answer these questions, there are some instances where you will feel like it is time to move on.

These include:

  • a realization you are unfairly compensated
  • if you are mistreated, undervalued, or disrespected
  • if you find yourself no longer in agreement with the organization’s strategies, practices and direction and are not in a position to change them
  • interpersonal differences that increase over time with your manager or direct coworkers
  • feeling like you don’t fit in with the company culture

Another situation where you may consider moving on is when you are coasting and not learning or growing. Every job comes with skills and challenges. When you no longer feel like you are learning new skills or addressing challenges, it is easy to feel like you are stagnant.  In this situation, it would be a good idea to talk to your supervisor about stretch projects or opportunities to try something new. You could also look into a professional development opportunity and talk to your supervisor about how attending or learning that skill would help you do your current job better.

The truth is only you can decide if your job is no longer fulfilling.

Negotiating A Job Offer Beyond Compensation

Posted on by aurorameyer
Image of Negotiating Beyond Compensation by Aurora Meyer on Dispatches from the Castle

A mentee of mine recently completed negotiations for her dream job and as I reflected on the advice I gave her a few things stuck out.  None of the advice I gave her is necessarily something I created. Instead, it is a culmination of the advice I’ve received and the things I’ve learned along the way myself. 

In this particular situation, the salary offer was firm and the benefits (such as health benefits start date, 401k match, insurance premiums, etc.) were also non-negotiable. Taking those elements out of the negotiation actually made it easier for her to ask for some of the quality of life benefits that meant as much as salary to her. 

Know Your Perfect Offer

When she started interviewing, she wrote out what her perfect offer would look like. I encouraged her to include a salary range, paid time off and dream big items. 

Her list included: 

  • salary range reflective of her experience and education
  • a dedicated stipend for continued learning which could include conference attendance and travel and online certificate programs
  • PTO time (combined sick leave and vacation) to at least match what she currently has
  • sign-on bonus or relocation expenses
  • dedicated salary review timeline with benchmarks
  • student loan reimbursement
  • if permanent work from home situation office furniture allowance 

She used several websites to review the salary range including Glassdoor.com, bls.gov/oes, salary.com, payscale.com and LinkedIn. Then she only applied for positions that were within her range.  

After you receive a verbal offer

Once she received a verbal offer, she made a tiny (and very common!) mistake in naming a number above the initial offer. In retrospect, she should have asked for the full offer to compare the benefits and leverage with the knowledge of the company. 

Since she was number specific, it wasn’t a big surprise when the recruiter came back that the salary was firm but there was an annual bonus tied to yearly company profits. At that point, she asked a few additional questions such as confirming the position will remain remote even after the pandemic and the estimated travel associated with the position. 

Then she waited for the written offer. 

Written Offer Next Steps

Once she received the written offer, she was able to counter with some of the other items on her perfect offer checklist.

“I’d like to take the job, but since we were apart on salary, I’d like to discuss other ways to bridge the gap. As this is a dedicated remote position, I’d like to specifically discuss the paid time off, the possibility of a sign-on bonus, dedicated continuing education stipends, student loan assistance and the salary review timeline. Is this a good time to talk about how we can bridge that gap?”

She was then quiet and let the recruiter take a moment to hear what she was saying. 

The recruiter thanked her for her feedback and said he would get back to her as soon as possible with the answers to her questions. 

At this point, she knew whatever he came back with was the ultimate offer and she would not be able to negotiate again. (Note: two rounds of negotiation is about the max before the recruiter starts seeing red flags.)

The recruiter came back with a small sign-on bonus, the opportunity for a salary review after six months and an extra week of vacation. Knowing she may be able to renegotiate the continuing education stipend in the future and the sign-on bonus would be used for office furniture, she accepted and made sure to say how much she appreciated the recruiter’s work on this offer and that she would be signing it as soon as she received it. 

When she received the offer and reviewed it to make sure everything they discussed was in the offer letter, she signed it and returned it. Then she followed up with a phone call to the recruiter to let him know the signed offer was in his inbox, again thank him for his work and reiterate her excitement about joining the team. 

Then What

She made a few notes to discuss with her manager at the first opportunity that made sense. As she and her manager began discussing the first post-covid all-hands meeting that would involve her travel, she made sure to ask for details on how are travel expenses are handled and what is included. 

As it came close to the designated time for her annual salary review, she sent an email to her manager noting that she would like to schedule a meeting for her salary review and after checking her boss’s calendar offered three dates and times. 

After six months in the position, she is still happy with the outcome. It didn’t meet all the items on her perfect offer list but it met more than she expected. 

Two additional resources for job package negotiation:
https://www.forbes.com/sites/lizryan/2017/06/06/most-people-wont-negotiate-a-job-offer-but-heres-why-you-should/

https://www.shrm.org/ResourcesAndTools/hr-topics/benefits/Pages/when-and-how-to-negotiate-benefits-with-workers-and-job-seekers.aspx