Connect with us

MARKETING

How to Find a Job After College: The Ultimate Guide

Published

on

How to Find a Job After College: The Ultimate Guide

College graduation is just around the corner, which means it’s almost speech season. Don’t get me wrong, I love a good graduation speech and all the platitudes that come along with it, but very few of them give guidance on how to find a job after college. 

We want to help. At HubSpot, we’re lucky enough to interview and hire a lot of recent graduates, so I’ve rounded up some advice below based on interviews, applications, and feedback we hear from hiring managers, recruiters, and job candidates alike. And for free templates and tools you can use to put the advice below into practice download this post’s complementary guide here.

But before we dive into how to find a job after college, let’s first shed some light on why the job searching process is so difficult for college graduates. 

Why is it hard to find a job after college?

One of the leading factors that make finding a job after college difficult is fierce competition.

According to Statista, the percentage of the U.S. population that have a 4-year college degree has steadily increased since the 1940s. As of 2020, 38.3% of women and 36.7% of men have completed four years of college or more.

With college degrees becoming more and more common, graduates are finding it difficult to stand out to employers. The competition can be even more intense for college students who either did not complete an internship in their field studies while pursuing their education. 

Advertisement

With that said, here is some advice to make finding a job after college less daunting. 

12 Tips for Finding a Job After College

1. Narrow down your search.

I asked a recent college graduate how many applications he submitted to companies each week as part of his job search. His response was, “As many as I need to get my parents off my back.”

Unfortunately, sending out countless applications isn’t strategic and is typically unsuccessful because:

  • It’s hard to stick out from the pack of other applicants when you’re trying to be all things to all people. 
  • You can’t properly research and follow up with hundreds of job applications. 
  • Juggling too many applications can increase the likelihood of spelling mistakes, misstating goals, or missing scheduled phone screens. 

Instead, I recommend doing enough homework to reasonably target 10-12 companies. This way you’ll have the time and energy to give each application the attention necessary to ensure they’re filled out properly. And you’ll be able to better hone in on the unique skills you’d bring to the job and really stand out to employers.  

2. Talk to 10 people about their jobs.

I recommend scheduling a 30-minute, well-organized and orchestrated phone interview with someone familiar with the company or its field.  

Ask a friend who graduated recently, a neighbor from your hometown, or check in with your career services office to ask for some input. If your immediate network isn’t a great resource, get to work on LinkedIn — identify individuals with job titles that interest you and ask if they would be open to a quick conversation.

Regardless of the field you choose, you are going to spend a lot of time at work, so it’s worth investing the time beforehand to understand what roles will actually be like after you secure the job.

3. Reach out to entry level employees.

You’ll want to focus on selecting people at or close to entry level jobs as they’ll give a much more realistic sense of what your day would be like and what skills you would need to succeed. This step can help you significantly refine your search and align your applications accordingly. 

While it may be tempting to reach out to senior leaders, it would be better to wait until after you have clear context on the types of roles you’re most interested in pursuing.

Advertisement

4. Ask Good Questions. 

Focus on asking questions about what their average day looks like:

  • What do they work on?
  • Are they mostly working alone at a computer or in meetings with other people?
  • How (if at all) do they interact with their boss?
  • What’s the culture at their organization like?
  • What do they like about it and what do they wish they could change?
  • What’s the most important skill to succeed in the job they have, and why?

These types of questions are specific and give you a real sense for what it’s like to actually do a given job.

5. Listen.

Active listening can be the single most effective tool in identifying the right company and role for your skill set.

Ask your professors and advisors if they know alumni working at companies where you could be a good fit. Ask your previous employers for feedback on what you’re best at and what you can do better. The answers to these questions should help inform your job search, but you need to actively listen to make their advice actionable.

Moreover, take good notes during these conversations. I’d recommend creating a Google doc with:

  • The name of the person you’re talking with
  • The company they work for
  • Key takeaways from the call

After these conversations, make clear follow-ups and carve out time after every informational conversation to thank the person who gave you their time.

6. Identify three job tracks and create a playbook for each one.

After your phone calls and interviews help you identify a few roles that really interest you, visit the career site for a few of the companies in your preferred geography that offer the roles you’re seeking. Take note of the specific skills the position demands. 

Many applicants skip this step entirely, but it’s imperative to understand what the hiring managers are seeking and what experience is most relevant to the career paths you’re targeting.

Recognizing that the best hiring managers can screen for potential and skill, you need to craft a compelling narrative for why you are positioned to succeed in a role. Does that mean you need to check every single box? Absolutely not, but you do need a compelling story for why you are uniquely suited to the position.

Far too many people send the same resume for multiple positions that require very different skills and experiences. 

Advertisement

To avoid this, my recommendation is to fill in the blanks of this sentence before you start on a resume or cover letter: “I would be a great (_______________) because I have _________, ________, and _______ skills as evidenced by my work with ___________ and _____________.” 

This may seem elementary, but when you’re in the thick of a job search it’s easy to get lazy and ship the same materials to everyone. Creating a clear, concise summary of why you are positioned to succeed in a given role is a great foundation for the materials you’ll create next before applying.

7. Craft compelling application materials that tell your story.

Far too many people treat creating their resume, cover letter, and any other necessary application materials as a chore to be completed or a checklist to be generated. In reality, recruiters and hiring managers scan through hundreds if not thousands of resumes on a weekly basis, so make their lives easier by creating a truly compelling narrative on your interest in the role. 

Telling a great story doesn’t mean filling every square inch of space on a page. In fact, the best resumes and cover letters use spacing, italics, and bold text to make the materials more readily digestible and enjoyable to read for the hiring manager.

When it comes to crafting your narrative for applications, don’t underestimate the role of activities outside of work: You don’t need a formal internship or summer job to show that you’re interested in and capable of blogging, or a seasoned job in sales to show that you’re passionate about engaging people.

Did you blog for your college admissions office to help recruit incoming students? You should include that experience if you’re applying for a marketing, recruiting, or human resources position.

Did you use iMovie to create videos for your university’s theater program? Learn enough code to launch a website for your parents’ restaurant? If you’re applying for any role in technical support, design, or engineering, incorporate it.

Far too many people underestimate the role activities outside the classroom can play in demonstrating your potential and drive, so don’t overlook these experiences when you’re crafting your story.

Advertisement

8. Google yourself.

Most hiring managers will run a quick Google search before reaching out to you for a phone screen, so Google yourself before you start applying for jobs and ask yourself what story your online presence tells. If it doesn’t align with the narrative you’re using in your job applications, invest the time and energy to change it. 

Your online presence should reflect your personal and professional interests, and with the proliferation of free publishing forums (from LinkedIn to Medium to About.me), you have no excuse not to put them to work on your behalf in the job search process.

For example, let’s say you are interested in applying to Wistia, an online video hosting platform and one of our neighboring companies here in Boston. How could you convey a passion for video if you’re not an editor, producer, or director? 

You could share remarkable videos you see online as a consumer, or blog about how video marketing can influence the sales process. You can also incorporate your previous experience with video on your LinkedIn profile, or tweet articles covering recent brand video launches, among other things.

Be honest about what your current digital footprint says about your candidacy, and then invest some time and energy to change it from a liability to an asset before you start sending your resume out.

9. Apply thoughtfully.

Before you hit submit, triple-check everything for spelling, syntax, and grammar. Everyone knows someone with a particularly good eye for catching mistakes — pay them in lunch or coffee to help you do a final check of your materials before you ship them. Don’t let a spelling or grammatical mistake be the reason you don’t land a job. 

Also, be sure that you have the right details in the right applications. Create separate folders on your computer for each company so that you don’t proudly state how excited you are to work at Company X when your application is for Company Y.

Once you hit submit, you’re not done yet. I recommend creating a Google spreadsheet with tabs for each of the job types you’re applying for, along with the name of the company you applied to, the date you applied, a link to the job on the careers site (so you can reference it easily if asked down the line), as well as the name of the hiring manager or recruiter if available.

Advertisement

This quick exercise makes follow-up a breeze. If you haven’t heard back within a week, sending an email to your contact to politely check in and ask if there is anything you can do to support your candidacy is a great way to show interest without being overbearing. 

Logging everything (including return phone calls, informational screens, and rejection emails alike) in one document will also minimize embarrassing gaffes such as applying for multiple positions at the same company or missing a scheduled informational interview. Plus, having a centralized location means it’ll be much easier for you to react if something unexpected comes up, such as if a hiring manager calls you to discuss the role in depth.

10. Respect the process.

Treat every element of the entire candidate experience like a formal interview. A recruiter calling you to role-play what it’s like to work on our services team? That’s part of the job audition. The emails the hiring manager sends you with details on what to expect in the interview? Your response and timeliness are part of the interview process as well. 

If you’re taking a phone call from the company, find a quiet place to talk, answer the phone appropriately, and thank the hiring manager or recruiting coordinator for making the time to connect with you.

Part of respecting the process is really doing your homework. Here’s a checklist to consider when you’re doing your research:

  • Can you describe, clearly and concisely, what the company does to make money and the problem they are solving in the market?
  • Have you visited their leadership page to understand the backgrounds of people running the company and how the organization is organized?
  • Did you check out interview questions along with recent candidate experience reviews on Glassdoor to check out what people are saying about the company so you can ask better questions when you meet with current employees?
  • Can you reference any recent news the company announced on its company news page, investor relations site, or blog?
  • Have you followed the company on one or more social media channels so you can see how the organization positions itself in the market?
  • If you’re lucky enough to get an interview, have you checked out the LinkedIn profiles of everyone you’re meeting with so you know their role and tenure at the company?

It’s important to treat every interaction with the company and its hiring team with the highest degree of professionalism and consideration. Visiting a company’s website on the train en route to the interview does not constitute research. 

If you expect an organization to invest in you, invest two hours to properly understand its products, people, and value proposition so you can tailor your approach and responses accordingly.

11. Pass the receptionist test with flying colors.

No one wants to work with a jerk, and if you’re rude or dismissive of the person who greets you upon arrival for an interview, chances are you’re not the type of person I want to be in the trenches with on a daily basis. Plus, receptionists usually have the ear of top executives, so if you underestimate them, it could cost you.

Treat everyone you interact with at the company as though they are your interviewer. People don’t want to work with anyone who can’t make time for general pleasantries. 

Advertisement

In fact, when the co-founder of Warby Parker, Neil Blumenthal, appeared on The Growth Show, he said their entire organization screens heavily for empathy and humility in the hiring process. As Blumenthal correctly pointed out, you spend most of your waking life with coworkers, so hiring people who are jerks just creates “culture debt” — a huge price that your organization has to repay for years to come.

So be nice and gracious to everyone you meet: It will pay off for many years to come.

12. Know how to accept and negotiate an offer.

If you make it through the interview experience and are lucky enough to be offered a job, don’t botch your hard work at the one-yard line.

Instead, start off by thanking the company for the offer and asking clarifying questions to better understand the role you’re being offered, the team you’ll be joining, and the salary and benefits associated with the job. Typically, you’ll receive a call from a hiring manager or recruiter with this information, and then ask for the offer to be sent in writing. 

I generally recommend that people profusely thank their interviewer, then ask for a day to review the offer in detail and return with any questions you may have. Doing so ensures they know you are interested and gives you time to pour over the materials in depth to formulate good questions to ask of your potential employer.

For an entry-level position, you have to strike a balance between negotiating a fair deal and being a high-maintenance hire. I recommend formulating a list of your questions then reviewing the materials a second time to ensure that the answers aren’t contained in the information they sent for you. 

You want to ask questions that are thoughtful, insightful, and reflect what matters most to you. In other words, if your base salary is the most important factor in your job decision, invest most of your time on the phone asking clarifying questions — not on how much vacation time you will have.

There is no better time than the present to pursue the job and career track you love, but it’s not going to fall in your lap. Follow the guide above to narrow your search, target your prospects, and prepare yourself for the application and interview process. It’s an investment of time and energy well worth making — one that will pay dividends for your entire career. 

Advertisement

Apply for a job, keep track of important information, and prepare for an  interview with the help of this free job seekers kit.

Source link

MARKETING

8 major email marketing mistakes and how to avoid them

Published

on

8 major email marketing mistakes and how to avoid them

As email marketers, we know we need to personalize the messages we send to subscribers and customers. I can’t think of a single statistic, case study or survey claiming an email program of one-to-everyone campaigns outperforms personalization.

Instead, you’ll find statistics like these:

  • 72% of customers will engage only with personalized messages (Wunderkind Audiences, formerly SmarterHQ)
  • 70% of consumers say that how well a company understands their individual needs affects their loyalty (Salesforce)
  • 71% of customers are frustrated by impersonal shopping experiences (Segment)

But what marketers often don’t understand, especially if they’re new to personalization, is that personalization is not an end in itself. Your objective is not to personalize your email campaigns and lifecycle messages. 

Rather, your objective is to enhance your customer’s experience with your brand. Personalization is one method that can do that, but it’s more than just another tactic. 

It is both an art and a science. The science is having the data and automations to create personalized, one-to-one messages at scale. The art is knowing when and how to use it.

We run into trouble when we think of personalization as the goal instead of the means to achieve a goal. In my work consulting with marketers for both business and consumer brands, I find this misunderstanding leads to eight major marketing mistakes – any of which can prevent you from realizing the immense benefits of personalization.

Mistake #1. Operating without an overall personalization strategy

I see this all too often: marketers find themselves overwhelmed by all the choices they face: 

  • Which personalization technologies to use
  • What to do with all the data they have
  • How to use their data and technology effectively
  • Whether their personalization efforts are paying off

This stems from jumping headfirst into personalization without thinking about how to use it to meet customers’ needs or help them solve problems. 

To avoid being overwhelmed with the mechanics of personalization, follow this three-step process:

Advertisement
  • Start small. If you aren’t using personalization now, don’t try to set up a full-fledged program right away. Instead, look for quick wins – small areas where you can use basic personalized data to begin creating one-to-one messages. That will get you into the swing of things quickly, without significant investment in time and money. Adding personal data to the body of an email is about as basic as you’ll get, but it can be a start.
  • Test each tactic. See whether that new tactic helps or hurts your work toward your goal. Does adding personal data to each message correlate with higher clicks to your landing page, more conversion or whatever success metric you have chosen?
  • Optimize and move on. Use your testing results to improve each tactic. Then, take what you learned to select and add another personalization tactic, such as adding a module of dynamic content to a broadcast (one to everyone) campaign. 

Mistake #2. Not using both overt and covert personalization

Up to now, you might have thought of in specific terms: personalized subject lines, data reflecting specific actions in the email copy, triggered messages that launch when a customer’s behavior matches your automation settings and other “overt” (or visible) personalization tactics.

“Covert” personalization also employs customer preference or behavior data but doesn’t draw attention to it. Instead of sending an abandoned-browse message that says “We noticed you were viewing this item on our website,” you could add a content module in your next campaign that features those browsed items as recommended purchases, without calling attention to their behavior. It’s a great tactic to use to avoid being seen as creepy.

Think back to my opening statement that personalization is both an art and a science. Here, the art of personalization is knowing when to use overt personalization – purchase and shipping confirmations come to mind – and when you want to take a more covert route. 

Mistake #3. Not maximizing lifecycle automations

Lifecycle automations such as onboarding/first-purchase programs, win-back and reactivation campaigns and other programs tied to the customer lifecycle are innately personalized. 

The copy will be highly personal and the timing spot-on because they are based on customer actions (opting in, purchases, downloads) or inactions (not opening emails, not buying for the first time or showing signs of lapsing after purchasing). 

Better yet, these emails launch automatically – you don’t have to create, schedule or send any of these emails because your marketing automation platform does that for you after you set it up. 

You squander these opportunities if you don’t do everything you can to understand your customer lifecycle and then create automated messaging that reaches out to your customers at these crucial points. This can cost you the customers you worked so hard to acquire, along with their revenue potential.

Mistake #4. Not testing effectively or for long-term gain

Testing helps you discover whether your personalization efforts are bearing fruit. But all too often, marketers test only individual elements of a specific campaign – subject lines, calls to action, images versus no images, personalization versus no personalization  – without looking at whether personalization enhances the customer experience in the long term.

How you measure success is a key part of this equation. The metrics you choose must line up with your objectives. That’s one reason I’ve warned marketers for years against relying on the open rate to measure campaign success. A 50% open rate might be fantastic, but if you didn’t make your goal for sales, revenue, downloads or other conversions, you can’t consider your campaign a success.

Advertisement

As the objective of personalizing is to enhance the customer journey, it makes sense then that customer lifetime value is a valid metric to measure success on.  To measure how effective your personalization use is, use customer lifetime value over a long time period – months, even years – and compare the results with those from a control group, which receives no personalization. Don’t ignore campaign-level results, but log them and view them over time.

(For more detailed information on testing mistakes and how to avoid them, see my MarTech column 7 Common Problems that Derail A/B/N Email Testing Success.)

Mistake #5. Over-segmenting your customer base

Segmentation is a valuable form of personalization, but it’s easy to go too far with it. If you send only highly segmented campaigns, you could be exclude – and end up losing because of failure to contact – many customers who don’t fit your segmentation criteria. That costs you customers, their potential revenue and the data they would have generated to help you better understand your customer base.

You can avoid this problem with a data-guided segmentation plan that you review and test frequently, a set of automated triggers to enhance the customer’s lifecycle and a well-thought-out program of default or catch-all campaigns for subscribers who don’t meet your other criteria. 

Mistake #6. Not including dynamic content in general email campaigns

We usually think of personalized email as messages in which all the content lines up with customer behavior or preference data, whether overt, as in an abandoned-cart message, or covert, where the content is subtly relevant.

That’s one highly sophisticated approach. It incorporates real-time messaging driven by artificial intelligence and complex integrations with your ecommerce or CRM platforms. But a simple dynamic content module can help you achieve a similar result. I call that “serendipity.”  

When you weave this dynamic content into your general message, it can be a pleasant surprise for your customers and make your relevant content stand out even more. 

Let’s say your company is a cruise line. Customer A opens your emails from time to time but hasn’t booked a cruise yet or browsed different tours on your website. Your next email campaign to this customer – and to everyone else on whom you have little or no data – promotes discounted trips to Hawaii, Fiji and the Mediterranean.

Advertisement

Customer B hasn’t booked a cruise either, but your data tells you she has browsed your Iceland-Denmark-Greenland cruise recently. With a dynamic content module, her email could show her your Hawaii and Mediterranean cruise offers – and a great price on a trip to Iceland, Denmark and Greenland. Fancy that! 

An email like this conveys the impression that your brand offers exactly what your customers are looking for (covert personalization) without the overt approach of an abandoned-browse email.

Mistake #7. Not using a personal tone in your copy

You can personalize your email copy without a single data point, simply by writing as if you were speaking to your customer face to face. Use a warm, human tone of voice, which ideally should reflect your brand voice. Write copy that sounds like a one-to-one conversation instead of a sales pitch. 

This is where my concept of “helpful marketing” comes into play. How does your brand help your customers achieve their own goals, solve their problems or make them understand you know them as people, not just data points?  

Mistake #8. Not personalizing the entire journey

Once again, this is a scenario in which you take a short-sighted view of personalization – “How do I add personalization to this email campaign?” – instead of looking at the long-term gain: “How can I use personalization to enhance my customer’s experience?”

Personalization doesn’t stop when your customer clicks on your email. It should continue on to your landing page and even be reflected in the website content your customer views. Remember, it’s all about enhancing your customer’s experience.

What happens when your customers click on a personalized offer? Does your landing page greet your customers by name? Show the items they clicked? Present copy that reflects their interests, their loyalty program standing or any other data that’s unique to them?  

Personalization is worth the effort

Yes, personalization takes both art and science into account. You need to handle it carefully so your messages come off as helpful and relevant without veering into creepy territory through data overreaches. But this strategic effort pays off when you can use the power of personalized email to reach out, connect with and retain customers – achieving your goal of enhancing the customer experience.

Advertisement

Opinions expressed in this article are those of the guest author and not necessarily MarTech. Staff authors are listed here.


About The Author

Kath Pay is CEO at Holistic Email Marketing and the author of the award-winning Amazon #1 best-seller “Holistic Email Marketing: A practical philosophy to revolutionise your business and delight your customers.”

Advertisement

Source link

Continue Reading

DON'T MISS ANY IMPORTANT NEWS!
Subscribe To our Newsletter
We promise not to spam you. Unsubscribe at any time.
Invalid email address

Trending

en_USEnglish