This article was written based on highlights from Episode 02 of the SYCK Podcast, Sports to SaaS with Barb Campbell, a Global Escalation Leader with 15+ years of experience as a trusted advisor for large enterprise customers and Fortune 500 brands.
Key takeaways:
After interviewing with a very well-known multi-billion-dollar tech company in 2021, I was rejected for a Sr. Director role even though:
I knew I was competing with a final candidate that did not have some key relevant experience that I had. Unlike most situations, the recruiter was kind enough to give me the actual feedback received from three of the four individuals (the 4th never formally submitted it). I highlighted items in green that were in my favor and red that were working against me.
Alan has a wealth of experience and passion around operations, from Facebook, Google, and Tableau. It showed in the way he answered my questions around putting a revised intake process in place and brought both change management and innovation chops to the table. It was easy to communicate with him. After my conversation with him, I realized that he became my top choice to recommend amongst all the candidates. The rest of the candidates are strong, but Alan's experience and love for the area shows.
Alan brings a wealth of experience that would help us succeed. But Alan is unlikely to be a change agent. For example, when asked about how support, DevOPs and engineering would come together: Alan's answers were very much on the model of having multiple tiers of EntOps support. When I asked how he would break the silos, he talked about setting up few days in a year where EntOPs and Engineers would sit together. This and few other examples reflected a broader mindset of making tweaks to mitigate issue that that exist today as opposed to putting in place a new model that's designed to sidestep those issues in entirety.
Had a great chat with Alan and I feel that he can do the job. Very organized, clear communicator who has dealt with many complex and high-pressure situations. His role in support handling red accounts and his success in the role indicates that he can work well with business partners and peers to drive programs and projects to completion. He gave a good example of revamping the support model and escalation process when taking the role from something that was highly disorganized into a high-functioning organization. I think that Alan is a viable option for the role with the advantage of knowing how [redacted] works.
If the second interviewer probed about the items in red above, I would have taken multiple approaches to explain. However, the interviewer gave me no inkling of his concerns about my response. Instead, he moved on to the next line of questioning.
My point of sharing this is:
The job search is long, illogical, and disappointing. It’s up to you to know what you want, chase it, and thrive in it. Think of self-awareness as your compass whenever you feel lost in your career journey.
Spend some time learning your strengths, weaknesses, and motivations (What is your Why?). It can be difficult, especially with family obligations or financial constraints.
But you’ll be relieved to know that you’re not stuck with your first job forever. You have to choose a career that aligns with you in some way, even just a little, then see from there if it’s a good fit. If not, move on. That’s perfectly normal.
You must know your hard and soft skills to sell them. And don’t just list them. Think deeply about your accomplishments and how you’ve helped others.
On your resume, instead of telling companies what you did, tell them your impact. Quantify it so they know what you bring to the table.
You’ll also want to write a cover letter. It’s not always required, but it can make you stand out. It might be the thing that lands you an interview.
They not only choose you, but you also choose them. According to Barb Campbell:
Consider your growth in the company, your manager, the pay, benefits, culture, and work-life balance. Ask about these in the interview, do your research, and see if they’re aligned with your goals. When in doubt, ask yourself which employer makes you feel the most valued. The best companies are the ones who take care of their people.
Once you’re mindful of how you want to grow with a company, you’ll be more confident in asking for a promotion to accelerate your career. Don’t just wait for it. Asking is a skill that helps you lay claim to what you want.
If you’re not confident enough right now, start small. Ask for projects then work your way up until you’re comfortable asking for more without fearing rejection.
Feedback is also key. Actively ask for measurable and specific feedback to confirm that you’re on the right track. Always remember that growth is never comfortable and happens when you get outside of your comfort zone.
Beware of boredom and know its signs like lowered excitement, slow progression, and small company impact. When it’s time to look for something else don’t be disheartened. Look within yourself. Take stock of all the experiences you’ve enjoyed and the skills you’ve learned even if one of them seems insignificant, it may be your stepping stone into the next chapter in your journey.
Kadima will help you navigate this frustrating process and help you land an awesome job, getting paid what you deserve in an efficient manner. Learn more about the Job Acquisition Coaching Program here.