• Companies Hiring Remote Workers (During the Holidays)

    Let’s face it – seeking employment during the holiday season can be a tremendous challenge, with hiring managers on vacation and decision makers out of pocket. While that sounds discouraging, the truth is that an astounding number of job seekers give up in December, opening more doors for people like you who refuse to quit forging ahead.

    What you really want to know is who is hiring remote workers this holiday season, and who is hiring right now.

    There are three types of work we’ll dive into – seasonal, freelance, and permanent roles. We’ll talk about the benefits and disadvantages of all three, and for each, we’ll offer some creative options you might not have considered yet.

    Option #1: Seasonal Remote Work Jobs

    Even if you’re looking for full time employment, while you wait for the pieces to fall into place with that process, seasonal work is a phenomenal way to keep food on the table.

    The advantage of seasonal remote work is that the onboarding process is much faster since they need you for the holidays and are in a time crunch. People once hid their side gigs or seasonal work, but the stigma has quickly faded as people recognize that times are tough and we all need to keep food on the table. There’s no shame in providing for your family, even if you take on a temporary or seasonal job to make sure that happens!

    The downside to seasonal work is that it ends, it is often very hard work crammed into a short time period, and it can lack flexibility that other remote work might offer.

    You already know that in-person seasonal jobs for retail are currently booming, but what about remote options?

    Don’t just think about holiday gigs – did you know tax preparation season is already here and companies are hiring, which could lead to work beyond just December?

    If you don’t have any experience yet, TaxSense is currently hiring entry level tax preparers, saying they’ll train you. If you already have experience, Intuit is hiring bilingual tax prep specialists, and Deloitte is also staffing up already.

    Also consider sports that are seasonal – searching each team’s site for seasonal help, as well as the league’s careers pages can lead to some creative and cool holiday roles. For example, the Disc Golf Pro Tour is coming up and they’re already interviewing for who will manage their social media beginning in February.

    Sometimes roles pop up while someone is on medical or parental leave and they’re promoted as “seasonal” jobs, so it’s always worth searching your favorite companies’ careers pages from time to time just in case.

    If you’re looking for something to just get you through the holidays without having to have certifications galore, data entry is always something companies hire for on a temporary basis. Take for example Bainbridge’s seasonal data entry role currently hiring (with an immediate start date). Those projects can be pretty big and require lots of hands, so data entry is always an option for remote workers seeking temporary roles.

    If you live the RV life, a creative option is working at camp or travel sites that need seasonal help. Right now, the Grand Canyon Conservancy is looking for a Visitor Experience Specialist, and Rondout Valley Campground is looking for a new Team Member. While neither of these is a traditional remote role in the sense that you can work from anywhere so long as there’s a computer, it can certainly be part of a RVer’s travel plans.

    Finally, an option often overlooked is the burgeoning online education space, not just software tools to help homeschooling parents, but companies popping up to educate adults (the sector is called “EdTech”). Many online education companies need part time, seasonal, and contract workers not just to teach or tutor, but to manage surges in people being educated, and to create content for their platforms (like Khan Academy which is currently seeking seasonal contract workers to create Physics Content as well as General Science Content. Fascinating!

    Pro tip: A way to speed up your seasonal search is to go directly to search sites or company careers pages and search for the words “seasonal,” “temp,” “temporary,” and “contract” separately, as they are often used interchangeably.

    Option #2: Freelance Remote Work Options

    If you’re currently a freelance worker, we’ll share some options you might be less familiar with. And if you’re currently considering freelance work, the main advantage is that you’re the boss. The primary disadvantage is that you’re the boss, which means you’ll have to know or learn business basics so you don’t get in any trouble with the IRS or local regulators.

    Pro tip: When job searching, it’s important to know that the word “freelance” is not the only word used. You’ll also see “contractor,” “gig,” “contract,” and “1099” to reference companies hiring outside help. This is true on job search sites as well as employers’ careers pages.  

    There are also two types of freelance work – one where you have an area of expertise and you lend that out to companies (so a public relations expert will seek out and consult multiple companies at once), and another type where you work for another company on a freelance basis (so you set your own availability, but they bring the work to you, like Uber drivers).

    While we’ll focus on freelance roles that lean on your expertise, for seasonal work, it is also worth considering supplementing your income with in-person options like ridesharing companies or final mile delivery jobs. You’ve seen Amazon deliver your package from someone’s personal car’s trunk, right? That’s an example of a final mile delivery job.

    Here are just a few of the creative options for freelance remote work:

    IAPWE, GAMURS Group, and ShoutVox are all seeking remote freelance writers

    1. Clair is looking for a social media freelancer
    2. Likeable Media needs a freelance community manager
    3. Arbox and AGS are hiring freelance sales representatives
    4. Barrel is seeking a freelance UX/UI designer
    5. Arbox is also hiring freelance account managers
    6. Arvie is an example of a company seeking ambassadors (and affiliate sales folks)
    7. Welocalize needs a search quality rater
    8. 2U Bootcamps is seeking freelance mentors for their technical courses
    9. Together Education is hiring part time talent recruiters
    10. SuperRare Labs needs a part-time entry-level security engineer
    11. Exploding Kittens (it’s a game) is hiring a part-time game development assistant

    If none of those job titles are within your area of expertise, we have a few tips on finding niche work. First, consider the career center of any university you attended, or any continued education option you’ve tapped into – many offer career placement for life, and few people realize that!

    Secondly, a great place to find high quality freelance work is at professional associations, even extremely small groups. These are sometimes specific to a geography, and always specific to your career, so even if you don’t enjoy offline conferences or Zoom happy hours, member dues can sometimes be worth it for the job boards and forums that are kept from public eyes. At tighter organizations, people often share leads they want to refer out to a trusted person, so be there for that, too.

    Lastly, whether you love or hate social media, there are tucked away communities dedicated to remote and freelance work. Search on Facebook and Linkedin for most well developed groups, and ask around for recommendations (people love giving recommendations).

    Option #3: Permanent Remote Work Roles

    Permanent salaried roles are obviously a popular option, given their perceived stability and benefits, but the process to hire can take longer.

    That said, many employers are still finding the hiring process right now to be arduous – hiring managers aren’t the only ones on vacation, job seekers are also out of pocket. Use that to your advantage right now to find those stressed recruiters who are just trying to do a good job and deliver high quality talent like you!

    Here are just 25 of the full time remote work options we’ve found that are currently hiring, regardless of the holiday calendar. And pay attention to the companies – they’re almost all hiring for other roles, too!

    1. RV LIFE – Lead Product Designer
    2. Mobile Must Have – Customer Service Representative
    3. Upstatement – Lead Engineer
    4. Administrate – Global Sales Development Manager
    5. Lume – Content Creator
    6. Signifyd – Senior DevOps Engineer
    7. COLAB – Digital Project Coordinator
    8. Karat – Interview Engineer
    9. Power Home Remodeling – iOS Developer
    10. Session Lab – Senior Product Designer
    11. Red Hot Marketing – Finance Lead
    12. CleverTech – Senior Ionic Engineer
    13. Files.com – Tech Recruiting Sourcer
    14. Stimulus – UX Engineer
    15. Knack – Product Designer
    16. Hotjar – Sales Operations Coordinator
    17. AlphaSights – Senior Front End Engineer
    18. Kanopi Studios – Drupal Developer
    19. Growth Cave – Customer Support Representative
    20. Kinsta – CRM Administrator
    21. Trustworthy – Cloud Security Engineer
    22. Semaphore – Release Engineer
    23. AssemblyAI – Senior Python Engineer
    24. Gravity Wiz – Customer Support Wizard
    25. Interfolio – Corporate Counsel

    Don’t let the holidays stop your search, because despite traction being difficult as people start taking their vacations, there are still plenty of companies that are frustrated because they need these positions filled. You’ve got this!

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  • Top 5 Remote Work Trends for 2023

    As we look at remote work trends for 2023, we’re finding that what was once trendy is now here to stay. Remote work has become an integral part of many companies and survey after survey indicates a deep desire for workers that have been remote to remain so.

    Friction between some business leaders and the workforce remains as we collectively struggle to reemerge from a global pandemic. That said, Google Search trends indicate interest is only increasing. 

    Because the pandemic shook up cultural norms of commuting and overworking, many people are now seeking an improved work-life balance and prioritizing their family. Remote work options can be the solution to this. (If remote work is still new to you and your career, check out these tips for transitioning to remote work.)

    The downside for remote workers is that there is more competition in the workforce for remote roles. The upside is that availability of those roles has rapidly increased in recent years and will continue to do so in most sectors.

    There are five remote work trends we’ll be watching in 2023, and a bonus sixth trend that we’ll be watching far beyond 2023. Whether you’re hiring talent or seeking roles, every single one of these trends are relevant to you as they shape the overall workforce and what your experience will be in the coming year. 

    Top 5 Remote Work Trends for 2023

    Table of Contents
      1. Hybrid Options
      2. Freelance & Fractional Options
      3. A Boom in Bossware
      4. A New Emphasis on Culture 
      5. Locking Down Security

    Remote Work Trend #1: Hybrid Options

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    We previously mentioned friction between some business leaders and their employees. Many workers who have worked remotely don’t intend on commuting for the same role they now know can be done just as productively (if not more productively) from home.

    Meanwhile, many business leaders are struggling with the challenge of not being able to physically see their workforce. They feel like they can’t keep a finger on the pulse as well if teams are not in person. There remains a strong connection to the culture of maintaining large commercial real estate leases and offering in-person perks, a trend that many hope will return.

    To get these two opposing forces into alignment, we suspect that hybrid work options will emerge as the winning factor as we culturally negotiate next steps in the future of work. 

    A recent McKinsey & Company study indicates that 90% of employees offered a hybrid situation will choose it over onsite work. This is especially important for parents who struggle with the logistics (not to mention the high cost) of childcare, often solved with remote work or hybrid options of employment. 

    And because a repeat factor that has drawn people away from the office is experiencing life without the cost and time it takes to commute, the McKinsey study indicates that talent will compromise for hybrid work and not necessarily just demand fully remote options. 

    While some people do not intend on ever returning to an office, the data indicates that hybrid options could be the solution to keeping employers and employees in alignment.

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    We believe that it’s not just about the number of days in the office, but flexibility with hours. If an employee can regularly leave on Tuesdays to spend time with their kids, or work from home after lunch, the flexibility will more likely keep them in their role. 

    The remote work trend to watch for is employers offering customizable schedules and flexibility in when or where an employee does their best work. Companies that adapt to this trend will be able to attract top talent, while those that refuse could experience a retention problem. 

    We also know it can be hard for an employee to break free from the clock-in/clock-out, 8 hour workday. If this is you, check out this article on 6 Methods to Move Away from “Punching the Clock.”

    Remote Work Trend #2: Freelance & Fractional Options

    The good news of remote work going mainstream is that almost all employers now have experience with it in one way or another. 

    The bad news is that it has opened many minds to a distributed workforce. As employers become more comfortable working alongside people who aren’t in their office, they also become more open to hiring freelancers or fractional service providers. 

    If you follow the money, venture capital (VC) is betting big on sites that pair employers with this kind of talent. Fiverr and Upwork have a combined market cap of over $3.43 billion. That’s compared with less than $2 billion in 2019. Interest from VCs is red hot right now, so most certainly expect this trend to continue. 

    Remote Work Trend #3: A Boom in Bossware

    Bossware is a term also known more lovingly as monitoring software that is installed on employee work devices. Bossware boomed during the pandemic and we expect this trend to increase in 2023.

    In January 2022, digital.com reported that 60% of employers with remote workers have monitoring software installed on employee devices. They also reported that an additional 17% are considering it.

    A new study indicates that more than 6 in 10 (62%) of workers feel more productive when working remotely.

    Combine the sentiment of remote workers with the use of bossware, and you can see where this is going – remote work is sticking around, and so is bossware.

    What do employers hope to get out of using bossware, and how do they work?

    The most common reason cited for the monitoring tools is to understand how employees are using their time, followed closely by ensuring their teams work full days. 

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    Some tools take random screenshots, others are keystroke tracking or recording mouse movements, all of which are fairly standard now. More invasive tools randomly activate the device’s webcam or microphone so they can be seen or heard. More advanced tools monitor productivity through AI, learning behaviors and ranking all actions taken. 

    Only New York, Delaware, and Connecticut require companies to inform their employees that they are being monitored. We suspect that federal regulations around disclosure and privacy will be part of this trend someday.

    Watch for bossware to evolve and continue to boom into 2023 and beyond. 

    There ARE employers out there who want a more trusting relationship with their employees. If this is you (or your employer), we have a couple of suggestions on how you can empower your remote employees to do their jobs well without micromanagement.

    Remote Work Trend #4: A New Emphasis on Culture

    Fully 66% of executives surveyed by the Society for Human Resource Management (SHRM) indicated that maintaining company culture is a primary challenge as remote work has gone mainstream, and that communication and collaboration is also a top concern. 

    For decades, companies have carefully cultivated their culture to attract and keep top talent.It has long been a way to retain talent as employees better connect to a company’s mission. But those efforts have become more complicated in a society that suddenly values a work-life balance, having gotten a taste during a global lockdown.

    There was a day that adding a ping pong table to an office added “culture,” but a virtual workforce complicates these efforts, so we’ll be watching for more employers to give it a more concerted effort in 2023. 

    What Could Remote Culture Look Like?

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    Some efforts will be superficial, perhaps offering a quarterly “online happy hour” on Zoom after work hours. Others will be more meaningful like mental health benefits, subscriptions to meditation apps, and an exploration of non-Zoom options to better connect teams.

    Burnout is a tremendous risk for remote workers, especially those who struggle to unplug. How will employers commit to combating this challenge in 2023? We’ll be watching. 

    The first wave of innovation to answer this conundrum is tech software designed to improve connectivity of teams. This goes beyond Zoom to visual collaboration tools and gamification of team achievements, for example. VC money is also flowing very heavily into this sector. 

    Remote Work Trend #5: Locking Down Security

    With the world accepting remote work as part of our shared fate, larger companies are making increased investments in cybersecurity. It makes sense that highly confidential and regulated industries like banking can’t just send entry-level employees home with laptops and full access, but other sectors are vulnerable in other ways many of us don’t immediately see.

    For example, companies with large supply chains can be hacked and attacked, disrupting the entire flow. Governmental agencies are particularly vulnerable to phishing attacks given the nature of how much sensitive (and expensive) data they are sitting on.

    With 85% of cyber attacks initiated by a human factor, the touch points of a human are the most vulnerable. This can be addressed with more training and security investments. Varonis reports that only 5% of American companies’ file folders are properly secured, and with cyber fatigue at an all-time high, the average person has simply accepted hacking as an inevitability.

    internet-gd86510d54_1280

    Considering how easy it is to manipulate the emotions and the desire of Americans to be perceived as kind, the following is no surprise: America was the target of 46% of all cyberattacks in 2020 alone, more than twice the rate of any other nation. 

    How Can Companies Combat This?

    Because of these concerns, the remote work trend we expect in 2023 is companies of all sizes

    • investing in anti-malware software
    • requiring multi-factor authentication for employees’ use of devices
    • revoking high levels of permissions from more staff
    • implementing requirements to keep software updated
    • and new or increased training on company data.

    Bonus Trend: Virtual Reality?

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    Many are dreaming of a virtual reality (VR) future for remote work. They hope to emulate the feeling of sitting in the same room with all team members and creatively collaborating.

    And why not? VR headsets have rapidly advanced. With Meta Founder Mark Zuckerberg saying his Quest Pro headset will replace our computers, and Apple now gearing up to release their own mixed-reality headset, we very well could be remote working with different versions of VR headsets someday.

    But don’t count on this one happening anytime soon. For now, it’s still a nerdy pipe dream that is slowly coming to fruition. They’re great for gaming, but for starters, putting blue light that close to your eyeballs for extended periods damages vision. The added weight to your head could potentially damage your neck and back.

    It sounds like a managerial dream to be able to hover ever so slightly above remote teams and see what they see. Thankfully, this isn’t in our immediate future. 

    Watch out for 2023 to be a big year for remote work technologies in these ways; to better align employers with employees, and for security and bossware to skyrocket, while employers consider adding freelancers to their distributed workforce lineup. It’ll be an interesting year as many suspect a “new normal” emerges.

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  • 12 Easy Ways to Boost Your Job...

    For remote work, workamping, and all job seekers alike.

    ALL JOB SEEKERS

     

    1. Update your resume

    Having an up-to-date resume at-the-ready is crucial to making your holiday job search a success. You never know when the right role will come along, so be sure your resume:

    • is targeted to the roles you’re pursuing, 
    • highlights your strongest and most relevant skills (with real-world examples whenever possible!), and 
    • showcases your most impressive results (including specific metrics/numbers/percentages, etc. whenever possible!) 

    Check out our blog on How to Position Yourself for Remote Work for more info on updating your resume!

    2. Develop your elevator pitch

    An elevator pitch is a short, succinct introduction of who you are (in your career) and what you have to offer a potential employer. This should be just a few sentences, and should really highlight and showcase your unique value. 

    3. Determine your job search strategy

    Plan your strategy and daily/weekly/monthly schedule now, so you’re ready to hit the ground running in the new year. Determine how and where you’ll be applying for jobs and how you want to conduct your networking (ie. how often you’ll be on social media, how many you people you want to email/direct message, and how you want to follow up to maintain these relationships). Read more about networking strategy in our blog on Job Search Networking Strategies that Actually Work.

    4. Practice common interview questions

    Since you can’t ever predict what questions you’ll be asked in an interview, the next best thing is to prepare your own unique answers to common interview questions. This will help you to do well in answering those questions, and will also help you to feel more confident and able to answer other, unexpected questions more easily. Learn more about prepping for interviews in the Interview video on our Career Fair Resources page from our virtual career fair this month. 

    REMOTE WORKERS

     

    1. Update your LinkedIn profile

    LinkedIn is the most important social media platform for remote work and one of the best networking sites available for business/corporate jobs. You want to make sure your LinkedIn profile is up-to-date and matches well with you resume. You should also incorporate as many relevant skills as you can, both in the 50-skill Skills section of your profile, and in the 5-skill section they now allow you under each different job listing.

    2. Follow companies on LinkedIn

    3. Follow people on LinkedIn

    Following both companies and people on LinkedIn is a great way to stay connected and learn more about the companies/jobs you’re interested in, which helps you to better position yourself to land those jobs, now or in the future. Learn more about using Linkedin for your job search in our blog about LinkedIn for Networking in Your Job Search.

    4. Establish a LinkedIn routine

    LinkedIn is not just meant to be a static profile. Sure, it can function that way, but you won’t get the most out of it unless you’re being active. Establishing (and following) a routine will help accelerate your job search and make it easier for you in the long run.

    WORKAMPERS

     

    1. Determine what you want in a workamping job

    The term workamping encompasses a large variety of different types of jobs. It’s important to determine what you want (and DON’T want) in a workamping gig. Learn more about the types of workamping jobs that may be right for you in our blog about Different Types of Workamping Jobs.

    2. Identify employers of interest

    Once you know what types of workamping jobs you’re interested in, you can start to narrow down the companies that offer those types of jobs. There may be large companies, widespread organizations, or small single-location businesses for you to choose from, and it’s important to decide what feels like the right fit for you.

    3. Research employers online

    Once you have a list of employers you think you may be interested in, you can research them online to determine if they’re truly a fit. This research will also help you be more prepared in the application and interview process.

    4. Follow employers on social media

    Following your target companies on social media is a great way to stay connected and learn more about the companies/jobs you’re interested in, which helps you to better position yourself to land those jobs, now or in the future.

    Job Seekers: Want direct access to companies that hire RVers?

    Learn more about how the RVer Job Exchange can help!

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  • Attending Job Fairs Online: Is This the...

    Are in-person job fairs a thing of the past?

    Has the world moved towards only preferring a job fair online? The answer isn’t quite a simple yes or no to either. Online job fairs were rare prior to COVID, and were particularly reserved for specific niches and typically for “teleworking” employees, a phrase which has evolved into “remote workers.”

    Now, remote workers exist in almost every sector, even at companies that provide tangible services. For example, much of the sales and marketing teams may still be remote, as may accounting, and so forth. Hospitality workers, repair staff, IT, and the like are required in-person, but other moving parts can be remote now.

    In-person job fairs are still fewer today because COVID remains classified as a “global pandemic,” with many cities still imposing restrictions. Event organizers are eagerly awaiting conditions for offline events to be back in full swing, but in many sectors the appetite for that is not quite there yet.

    One of the few good things that has come out of the tragic conditions of a global pandemic has not only been remote work, but the transition to fully online conditions for conferences, networking events, and online job fairs.

    What many people on the outside don’t know is that even now, the options for a company to host an online job fair remain minimal, and we’ve found that it is a series of complex softwares that must be duct-taped together to form a professional, cohesive online event. Further, hiring people to run an online job fair is difficult given how few have that experience under their belt compared to offline job fairs.

    So, while in-person job fairs are NOT a thing of the past, remote workers will most likely stick to online job fairs, so what can one expect?

    What to Expect from a Virtual Job Fair

    With the rise in online job and career fairs, it’s fair to assume they will take on a niche of their own, developing into a unique networking opportunity separate from in-person events. Even so, there are a couple of common things to be aware of to ensure you’re investing your time wisely and safely.

    Pro Tip: Do your homework before attending. Has this company hosted an online job fair before? Search Twitter and Facebook for what people have said about it, and see if you know anyone who has been.

    If you can’t find out what company is hosting, there is no contact information, no individuals listed as humans involved, no companies are listed as hiring, it’s just a vague event page about a vague online event, it’s potentially fake. There are always scammers looking to snag info or trick people into sending them money for equipment they’ll never send.

    For example, if it looks like an Amazon hiring event, but the URL is something wholly unrelated, like peanutbutter999.mx or wearehiringatamazongwarehousesandsuch.co instead of Amazon.com/hiring-event-Dallas-July-2023-warehouse, it’s fake. It’s easy to fake an online event, it’s hard to fake an offline event.

    Don’t be fearful, just be observant and do some homework up front before registering.

    When you find a high-quality job fair to attend, you can expect that when you register, they’ll immediately email not only your attendance tickets, but all of the information you’ll need. They should inform you of what technologies are required, for example, whether you can use a smartphone or if it’s better that you use a laptop or desktop.

    As they set expectations, they might not all offer you tips, but they’ll at least tell you what time to show up and how.

    But WE can help with some tips on preparing for an online job fair, and how to stand out during an online job fair.

    How to Prepare for an Online Job Fair

    Any good preparation includes homework. Research any and all companies that are going to be there, and look at what roles they are hiring for. Some may not be on their page yet, but don’t ever approach a recruiter and say, “so what are you hiring for?” because your resume is trashed before you say anything else. Do your homework – read their Careers page online, and their Glassdoor reviews.

    Get your resume perfected. Hire a resume writer if it’s in the budget, or have professional contacts and mentors review it for you and ask for harsh criticism. Use numbers whenever possible, and avoid vague language. “Responsible for managing a growing team” is less impressive than “Expanded a team of 12 to 33 while improving individual efficiencies by 27% in one year.” Brains remember numbers, not vague phrases. Also, power words are your friend when resume writing, and passive language is your enemy. If you’re transitioning from on-site to remote work, you may find these resumes tips helpful, too.

    Do a run through with all of your technology. If you can avoid being on wifi on event day, plug into the wall if possible. Otherwise, do a dry run with wifi – if their event is on Zoom, make sure the morning of the event that Zoom doesn’t want to do a 3 hour update. If the job fair is on some strange platform, make sure you have your browser updated. If you’ve never been on cam where you are, do a run through of that even if it’s just you on video alone – what is the lighting like? Can people see or hear you? Don’t chance it by waiting.

    Do a run through of your verbal answers. Even though it’s online, a job fair may still be face to face with another human, or several humans, so you may end up being asked simple questions to screen you on the spot. YouTube has so many good (and bad) mock interviews where a human asks you questions on video and gives you time to answer in your own home. Here is one mock interview worth practicing with, and there are many great videos available like this one on how to prepare for a video interview.

    If you need any accommodations, reach out to the event organizers immediately. Sometimes they know what to do, sometimes they don’t, so be sure to practice kindness when guiding them. For example, if you’re hearing impaired, you likely already have the technology on hand, but the event organizer should give employers a heads-up that they might need to speak clearly for accessibility purposes. If you’re uncomfortable asking for accommodations, we won’t judge you, but because you have skills, we encourage you to see that you’re worth it! 

    How to Stand Out During an Online Job Fair

    Consider your attire. If you’re in tech applying for a customer support role, and the job fair is online, you aren’t required to wear a suit, but depending on the location they’re hiring from, you’ll want to aim for business casual or a top with a collar. If you’re applying for a Sales Director role in the insurance world, a blazer without a tie is a good call. You don’t have to dress quite as nicely as you would for an offline event, but don’t wear pajamas. Be comfortable so you can be confident, but know your audience. When in doubt, email the event organizers and just ask.

    After the event is where the magic happens. They’ll meet so many candidates on the day of the event, so the post-event action is the secret to shining. Of course you should apply with any special instructions, and try to do that within 24 hours of the online job fair so you’re still top of mind. If you wait a week or forget to use any special instructions they’ve asked you to follow, you’ve hurt your chances. At the event, find out what communication method is best if you have follow up questions, and use that to reach out with a quick thank you note. These tips on networking via LinkedIn can help, too! You’d be surprised at how few people actually do that, and how easy it is to stand out when you write a brief message thanking them for their time, and that you applied, and you look forward to seeing if you’re a fit for each other.

    Consider that everyone involved is nervous – the event organizers need it to go smoothly, every candidate is job hunting for an important reason, employers have openings they may be struggling to find the perfect person for, and as humans, it’s just nerve-wracking to be in this situation. If imposter syndrome is holding you back, you aren’t alone. Here are some ways you can conquer it so your skills and assets shine. So take a deep breath, then dive on in!

    Offline job fairs will be back eventually, but virtual job fairs are here to stay, and will just keep getting better. So while you shouldn’t expect a universally phenomenal experience quite yet, it’s more important that YOU stand out as a candidate. You’ve got this – we’re pulling for ya!

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  • Part 3: Why Working RVers are the...

    Diversity has recently taken a front seat as a business consideration across numerous industries worldwide.

    It’s no secret that diversity breeds innovation.

    Turns out, it also breeds profitability. 

    According to Inc.com, “A 2020 McKinsey study tracked six years of data and found that more ethnically and culturally diverse businesses are as much as 36% more profitable than the least diverse companies.” 

    The same Inc.com article quotes Miriam Lewis, chief inclusion officer for Principal as saying, 

    “Diverse companies with inclusive cultures outperform more homogenous companies. Revenue, market share, smarter teams, retention–there’s just no lack of evidence.

    “While it’s always the right thing to do to have equity in our organizations, it’s also the profitable thing to do.” 

    Which makes sense, because innovative solutions become unique differentiators that can help elevate a business from its competitors. 

    The common types of diversity include:

    • Ability diversity
    • Age diversity
    • Cultural diversity
    • Linguistic diversity
    • Racial diversity
    • Sex / Gender diversity
    • Sexual orientation diversity

    But like many social concepts, the idea of diversity is always growing and expanding. 

    digital worker 350x250

    Nomadic workers are the next step in expanding diversity

    People who travel often are shown to offer more varying perspectives than people who don’t. 

    The term digital nomad was popularized in 1997 by Tsugio Makimoto and David Manners in their book, The Digital Nomad. 

    This fairly new concept stands to be the latest expansion of diversity. 

    Nomadic workers, digital nomads, and working RVers are able to bring a diversity of experience and a diversity of thought that is virtually unmatched by any other segment of the population. 

    If a major benefit of diversification is bringing in widely varying perspectives and experiences, that’s exactly what nomadic workers, digital nomads, and working RVers offer. 

    This geographically dispersed and constantly moving population better understands various local regions, people, cultures, and markets.

    • What’s transportation like in Chicago vs. Kansas? 
    • What’s the grid like in Texas vs. Washington? 
    • What’s the music scene like in Austin vs. Seattle?

    Anyone who’s spent time traveling away from home can tell you that people, cultures, and societal norms differ across different parts of the country.

    Which makes sense, because the environment around us is part of what makes up our background and contributes to who we are. And that environment changes drastically in different parts of the country. 

    Environmental factors include societal views, types of jobs in that area, typical classroom makeup in local schools, whether it’s city, suburb, or rural – and all of these things contribute to who we are and the knowledge base we bring into our work. 

    Working RVers, digital nomads, and other nomadic workers bring a LOT of value to companies through their widely varying perspectives and experiences from traveling across the country.

    *Written with contributions from Xscapers member Jason Boone.

    Employers: Want direct access to remote talent?

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  • Part 2: Why Working RVers are the...

    It’s undeniable that adaptability and resourcefulness have long been important skills for the workplace. And that’s even more true for remote work, where autonomy is the name of the game.

    So how do companies target candidates with those qualities?

    One way is to hire RVers.

    Being an RVer – especially a full-time, working RVer – adds more complexity to everyday life than what a typical in-office or even work-from-home employee has to deal with from work.

    Which means RVers have had to become more adaptable and resourceful to handle and overcome those obstacles.

    Some examples of this include:
    • Using numerous apps to plan travels (and work)
    • Always being prepared to change locations
    • Carrying multiple redundancies for power and internet
    • Dealing with continuous unexpected RV maintenance issues

    Let’s break down each of these to see how they relate to success in the workplace.

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    Using numerous apps to plan travels (and work)

    As working RVers, there are a lot of considerations to make for every new location we visit.

    • Cell and Internet service availability
    • Power (often solar) availability
    • Good weather (enough sunshine for solar without extreme temps)
    • Researching parks, campgrounds, and off-grid spots that accommodate all of the above
    • Researching fuel and food stops that accommodate larger vehicles

    All these things (and more!) are considerations RVers make to live and work nomadically. Fortunately, there are plenty of apps to help us find the information we need.

    How it translates to value in the workplace:

    First, it shows tremendous resourcefulness.

    It’s a lot of work having to look at 10+ different apps for every trip you take, especially when you’re moving every couple of weeks.

    But because work is a top priority for working RVers, we make sure to get it done.

    Another high-value transferable skill this brings to the workplace is the ability to aggregate data from a variety of sources and use it to make important decisions – which can provide value across a number of roles at any company.

    We also consistently create backup plans for places to stay, because we have to be able to work and we want to be prepared in case Plan A (or B or C) doesn’t work out.

    This is another strong transferable skill and mindset that working RVers bring into the workplace.

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    Always being prepared to change locations

    Speaking of creating backup plans…working RVers are always prepared to hitch up and hit the road if we need to. While this doesn’t happen often, we always know it’s a possibility.

    Whether because of disruptive neighbors, the weather, internet signal going out, or some other unexpected issue, we may wind up having to move to a new location. 

    How it translates to value in the workplace:

    This requires a huge level of adaptability and openness to change that we bring in our everyday lives – which are two more high-value transferable skills we can also bring into the workplace.

    The strongest and smartest companies know you have to adapt to survive, and having adaptable employees is the best way to give yourself a competitive advantage.

    And while it may be hard to pinpoint where adaptable candidates come from, one sure way to find them is to target working RVers.

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    Carrying multiple redundancies for power and internet

    Location flexibility isn’t the only way RVers show our adaptability and resourcefulness. 

    We also demonstrate it by carrying multiple redundancies for power and internet. 

    Since cell signal and internet are so important to us getting work done, working RVers often have hotspot devices from the top 2 (or even 3) service providers. That way if one provider isn’t strong in that area, we have other options. 

    Read more about internet and other redundancies working RVers use here: Why Working RVers are the Best Hire for Remote Jobs: Part 1

    How it translates to value in the workplace:

    Having this mindset of creating backups and redundancies carries into the workplace and helps us to be better prepared for unexpected situations that may arise. 

    This helps reduce potential delays and additional expenditures that occur when roadblocks come up, and overall keeps businesses running smoothly and moving forward. 

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    Dealing with continuous unexpected RV maintenance issues

    RVs break a lot.

    Like, A LOT.

    As working RVers, many of us have had to become “YouTube experts” in RV maintenance and repair to avoid the time, trouble, and expense of constantly going into a repair shop. 

    From repairing water heaters (in extremely tight, jigsaw puzzle-like spaces), to troubleshooting wiring issues, to replacing the kitchen sink and so much more – working RVers do what it takes to stay on the road.

    How it translates to value in the workplace:

    This takes a lot of resourcefulness, determination, strong work ethic, creative problem solving, and willingness to learn, which are all valuable transferable skills for any workplace. 

    Whatever issues may arise or challenges we may face, we’ll meet them head-on with curiosity and a problem-solving mindset. 

    It also shows we’re open to continuous learning and development to keep up with the work we do. In today’s rapidly evolving world, this skill shouldn’t be overlooked.

    Employers: Want direct access to remote talent?

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  • Part 1: Why Working RVers are the...

    When the pandemic hit in 2020, our working world started to change.

    A great many companies across most industries had to – almost instantaneously – learn to adapt their operations to become remote friendly. 

    Since then, the remote work trend has continued to accelerate, and shows no signs of slowing down any time soon. 

    According to Forbes: 

    Researchers from Ladders have been carefully tracking remote work availability from North America’s largest 50,000 employers since the pandemic began. Remote opportunities leapt from under 4% of all high paying jobs before the pandemic to about 9% at the end of 2020, and to more than 15% today. 

    The number of remote work roles is increasing. 

    At the same time, the number of full-time RVers is also increasing. 

    According to the Annual North American Camping Report by KOA (the world’s largest system of privately held campgrounds), the number of full-time RVers increased by 10% YOY. 

    But that doesn’t mean those new RVers are giving up on work.

    CamperReport.com says, “Up from previous years, 40% of campers say that they sometimes or always work while camping.”

    But, many companies are missing out on the awesome talent available from working RVers.

    Many feel hesitant to hire a digital nomad or working RVer because they think someone who travels won’t be as reliable as someone who is always in a stationary location.

    But the truth is, the remote workforce is way more prepared for work than a lot of people realize.

    Heck – we’ve had to be. 

    For years, we never wanted our employers to know we weren’t working from a landline internet connection or a stationary “sticks and bricks” location – because we were afraid we’d get fired. 

    So, in order to hide the fact that we work nomadically, we’ve learned to be over-prepared for remote work. 

    How did we do that?

    By creating redundancies. 

    Backups. Contingency plans. Alternative options and strategies.

    All created to make sure we could work from the road without interruption.

    Turns out, many of us do it with even less interruption than working from a stationary home.

    Having multiple redundancies for the most important aspects of our work – Internet, Power, and Environment – is a huge part of how the remote workforce brings even more value than stationary work-from-home employees. 

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    Internet Redundancies

     

    Multiple Service Providers

    Internet connection is one of the most important components of being able to work from the road. 

    For RVers, the most common way to access the internet is through an internet hotspot, either from a standalone hotspot device or from their cell phone. 

    Since the hotpot is provided by a cellular service provider, the internet connection is dependent on cellular service in that area from that particular provider. In areas where a given service provider has a weak cell signal, the internet signal will be weak, as well.

    To combat this, many RVers create a redundancy by having phones and/or hotspot devices provided through multiple carriers. 

    Of the top 3 carriers in the U.S. (commonly understood to be Verizon, AT&T, and T-Mobile), many RVers will choose to hold plans through at least 2 of them; some go even further and opt for all 3. 

    This means that if internet signal is weak through one carrier, they can just switch to using another. 

    Which gives them an advantage over most stationary work-from-home employees, who usually don’t have backup internet if their primary one goes out.

    For RVers, having these backups is just a normal part of living and working on the road. 

     

    Signal Boosters

    Beyond having backup carriers for cell and internet access, many RVers also use signal boosters to maximize usability from each carrier. 

    The 2 most common types of signal boosters for RVers are cell signal boosters and WiFi boosters.  

    Cell signal boosters amplify cellular reception, which allows for better cell phone calls and stronger internet signal from any hotspot devices. 

    This helps RVers take business calls, access the internet, and get work done from remote areas of the country.

    WiFi signal boosters help lengthen the reach of a wireless internet signal, which helps RVers have stronger internet when staying at an RV park or campground.

    So no matter if we’re camping off-grid or staying right in town, we have devices to make sure we have strong internet access.

     

    Starlink

    Starlink is a satellite internet network by SpaceX that uses advanced satellites in a low orbit to provide high speed, low latency internet that enables high data rate activities like video calls.

    And through its new Portability feature, it’s making high-speed internet more accessible than ever for RVers. And since Starlink fills the gaps left by major carriers in more remote areas of the country, even the most adventurous RVers can get work done from wherever they go. 

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    Power Redundancies

     

    There are two main default ways an RV gets power: from being plugged in to an external power source or from onboard batteries.

    External power sources often come from ‘shore power’, which is usually the electrical box at an RV park or campground, but can even be an electrical outlet in a home garage. 

    As for RV batteries, while many of the factory-installed ones are small and don’t provide much power, most full-time RVers level-up to lithium batteries, which provide exponentially more power. 

    Another common power source for RVers is a generator, which is another external power sources that provides power in much the same way ‘shore power’ sources do.

    Finally, many full-time RVers opt to have solar power as an additional back-up (or even primary) option. 

    Most full-time RVers who work from the road choose to have all 4 options for power, so we’re almost never in a situation where we can’t power our devices and get work done. 

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    Environment / Location Redundancies

     

    Pre-planning

    Working RVers use a multitude of resources to research and choose our destinations. 

    There are apps, tools, and other online resources to plan travels based on weather, cellular coverage, WiFi signal, and so much more. 

    By using those tools to pre-plan our travels, and having back-up options just in case the first 1, 2, or 3 don’t work out, we’re able to make sure we land in a spot that lets us get work done. 

     

    Adaptability

    Because we know we need to have back-up options, RVers are usually more adaptable to changing environments. 

    So, for instance, if the location we’re in has been good for a few days, but all of a sudden there’s construction or an influx of loud adventurists – we can hop in the truck and head to the nearest town to get work done in a coffee shop or restaurant for the day.

    Many of us even do that research ahead of time, so we’re prepared to do that if we have to. 

    And we’re usually already equipped with remote work tools like a hotspot device, laptop, and earbuds, so it’s not much hassle for us to change locations on the fly. 

    That’s not always the case with stationary work-from-home employees.

     

    Location Independence

    Speaking of changing locations on the fly, the best part about living in an RV is that your home is on wheels, so you can always move it if you need to.

    No matter how much pre-planning we do, there will always be things out of our control. 

    But for RVers, if plans A, B, and C don’t work out, and we wind up in a spot for a night with less-than-optimal working conditions, we’re always prepared to sleep on it, regroup the next day, make a new plan, and get to somewhere we can work from. 

    Stationary work-from-home employees don’t often have the option to go somewhere else if a 3-month construction project starts in their neighborhood. 

    That’s the beauty of being a digital nomad. 

    And hiring one. 

     

    Employers: Want direct access to remote talent?

    Learn more about how the RVer Job Exchange can help you bring diverse and highly skilled talent to your company. 

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  • How the Zoom Ceiling is Holding Back...

    Have you heard of the Zoom Ceiling?

    You’ve heard of the glass ceiling, but have you heard of the similar “Zoom Ceiling”? Coined by TinyPulse’s People Scientist, Dr. Elora Voyles, the phrase describes how remote workers are being passed over for promotions in favor of on-site staff.

    Put simply: Out of sight, out of mind.

    She says the phrase is used to describe “favoring those who are in the office compared to those who are not, which can keep remote workers from getting promotions and leadership positions.”

    We would add to that assessment that it also impacts bonuses, raises, and work assignments wherein remote staff are often put on lower profile projects.

    Not only is this a hidden cost of remote work, it disproportionately impacts already-marginalized workers, according to Dr. Voyles.

    The problem predates COVID-19 and was most certainly exacerbated by the pandemic. But we are cautious in approaching the topic, as most studies commonly referred to in the industry tend to reference other nations and occurred before Covid.

    We all lack current data, but one may extrapolate that because the Zoom Ceiling existed prior to Covid, and because the number of remote workers skyrocketed during Covid, the effect of the Zoom Ceiling is accelerated now.

    Why is this happening?

    The Zoom Ceiling isn’t necessarily a dark, nefarious plan to punish remote workers. Instead, it is a phenomenon that is believed to be based on subconscious biases.

    If the pandemic proved anything, it’s that the outdated metric of measuring productivity based on how long your butt is in a chair (in an office in front of a manager) was wildly flawed. When folks took their company-issued laptops home for what we thought would be “15 days to slow the spread,” productivity actually improved in most cases.

    Imagine if a CEO outright rejects remote work as an option, as Goldman Sachs’ CEO famously did during the pandemic (calling it an “aberration”) – that not only impacts individuals working remotely, but that attitude trickles down to individual managers who feel they must reward on-site workers first to save themselves. (Curious how other CEOs and leaders perceive the future of remote work? Take a look at this article.)

    The likelihood of a remote worker getting a promotion may now depend on an individual manager’s attitude, which is impacted not just by the CEO, but by where they work from. A manager who commutes and works 9-5 on-site will likely favor others who follow suit, leaving hybrid and remote workers in a less favorable position.

    An advantage of working remotely is avoiding the time-wasting gossip around the watercooler and the subsequent microaggressions, and potentially a healthier work-life balance, but a tremendous disadvantage is not being able to have spontaneous sidebar conversations with managers and other leaders in the company that an on-site worker benefits from.

    The Society for Human Resource Management (SHRM) explains that this all boils down to a “proximity bias.”

    Organizational assessments once reviewed promotions and raises based on gender, race, and age, but going forward should include an employee’s work location, be it remote, hybrid, or on-site.

    So what can you do to avoid the Zoom Ceiling?

    Regular one-on-one conversations with your supervisor can help avoid the Zoom ceilingAs a remote worker, the onus should NOT be on you, and companies should be adapting to this problem as they become aware of it, but for now it is a weight put squarely on your back.

    While we await the cultural shift to unfold and for companies to take action, there are several things you can do to avoid the Zoom Ceiling yourself, especially when a company doesn’t have any policies in place to address the problem.

    1. Seek out more one-on-ones with your manager. Don’t be out of sight or out of mind, but don’t be annoying. If you request an ongoing 1:1 scheduled with your manager, you’re more likely to remain top of mind rather than an afterthought. If they won’t agree to a regularly scheduled meeting, try to request one-on-one time with them every other week or so to make sure you’re soliciting feedback.

    2. Secure a mentor, a coach, and a sponsor. They’re not the same thing. The saying most commonly used is that a coach talks to you (is typically someone you pay to guide you), a mentor talks with you (can be anyone in your industry that is a few steps ahead of you in your career, who can provide feedback and advice), and a sponsor talks about you (a long-term relationship with a senior stakeholder willing to use their influence in the company to serve their protege).

    3. Take your professional development into your own hands. If you can show your manager that you’re remote but you’re still engaged, you’ll easily stand out, especially in companies that aren’t encouraging or paying for professional development. Ask peers at other companies what online courses they’re taking or certifications they’re pursuing – some will be in leadership, others will be in hard skills to improve workplace viability, and many are free.

    4. Speak up! If you accomplished something, speak up (no one’s going to do it for you) – forget humility, that’s not an option right now. If you don’t feel connected, speak up. If you feel left out of projects because you’re remote, speak up. You can be direct but kind as you advocate for yourself. But if you assume your manager knows that you’re struggling OR that you’re succeeding, you might be wrong.

    5. Try to keep regular hours and communicate that to your manager. Wait, hear us out on this… Remote work allows many to keep flexible hours and is even encouraged by some employers, but if a manager reaches out at 4:10pm with a last-minute question and you stopped working at 4:00pm, they may question you about that and subconsciously doubt your dedication. So be clear with your hours kept, even if it’s not 9 to 5, and if you can keep it regular, that will help you in the long run to remain accessible to your team. And as a bonus, if everyone knows your hours, they’re less likely to ping you during your afterhours.

    6. Optional: Turn your camera on. If there are no accessibility challenges you’re contending with, keep your camera on whenever possible. People on-site have ample opportunity to let their personality shine, but remote workers don’t. So, IF it’s possible, use your camera as much as you can, even when you’re looking like a hot mess.

    7. Optional: Show up in the office sometimes. If you’re in the same geographical area as the company’s offices and it is physically possible for you to show up, do it from time to time. Face time can be a huge advantage, so if the office is accessible and it’s possible, make yourself known. This one isn’t always possible due to physical restrictions or the fact that many people work from their RV or a truly remote location, but, when possible, it is a bonus act of visibility that can help crack the Zoom Ceiling.

    Remote work has so many advantages not only to workers, but employers. But the emerging data regarding the Zoom Ceiling is a tremendous setback that we’ll culturally be addressing together in real time.

    It is unjust that the responsibility to address the Zoom Ceiling falls primarily on workers right now, but in the long run, ethical employers will take steps to remedy the biases that have created this uniquely modern problem.

    For now, be as visible as possible as a remote worker, and you’ll improve your odds of breaking that Zoom Ceiling!

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  • Business Leaders’ Attitudes Towards Remote Work

    Employers are thinking about the future of their remote workforce


    Some CEOs have a bad attitude about remote work as they look at empty meeting rooms at the office.At no point in history has a remote workforce been such a figurative and literal lifesaver, with many companies weathering a global pandemic by keeping their people out of offices when it isn’t necessary.  Attitudes about remote work have come to the surface along the way. Although the beginning of the pandemic was rough because there was no playbook, many executives are feeling the itch to call workers back, with 40% saying they’ll fire workers who won’t return to the office when that time comes.

    That itch may be difficult to scratch in an environment where 65% of remote employees say they don’t want to go back into an office, and a whopping 40% say they’ll quit if called back in.

    These studies have well-documented the growing tensions between employers and employees and, like at the beginning of the pandemic where there was no playbook of established procedures, so to goes the reemergence from the pandemic. It’s going to be rocky.

    Small- to medium-sized companies are already experimenting with hybrid options and staggered schedules to keep offices populated, but only minimally. Large companies are more prone to rapid blowback if they don’t get it right, so they, too, are experimenting without any sweeping proclamations of “come back or get fired.”

    It is impossible to predict with accuracy what a 2030 workforce will look like, but it will most certainly include more remote work options than in 2010 – a silver lining in an otherwise tragic global pandemic.

    We are, however, getting glimpses into what the future could look like as we peek into business leaders’ attitudes toward remote work.

    Some want butts in seats, others are betting big on fully virtual and dispersed workers, while others are leaving it up to individuals. Let’s take a look at the wide spectrum of current attitudes:

    Applebee’s franchisee email goes viral

    First up, let’s dive into the viral Applebee’s franchisee email from March 2022. In Kansas, a director of operations at a franchise was placed on leave after a memo they issued internally went viral.

    With the subject line “Why gas increase is good for hiring,” the director is applauded by several in the email chain for suggesting that skyrocketing gas prices could allow employers to lower wages, that it will “increase application flow and has the potential to lower our average wage.”

    The reason this viral memo is so critical to the future of remote work is that hospitality and retail are experiencing their own growing tension with an abundance of open roles, and a growing ill sentiment towards workers that “just don’t want to work,” (a sentiment we strongly disagree with).

    With workers being more empowered by employment options, employers that carry negative attitudes towards those workers and believe that butts in seats are the only metric for performance, are very likely to be exposed and to go viral. The tech sector is a good example of an industry that is absorbing the talent from hospitality and retail as negativity from some employers is making that sector less appealing to many.

    This means more competition in the remote workforce as people explore their options. While some business leaders have an attitude that relies on taking advantage of workers, remote employers that are welcoming of a diverse workforce are already benefiting from the exiting talent.

    Facebook ties salary to location and is fully invested in a virtual future

    In 2020, Facebook announced that they want their workforce to log in from anywhere, declaring that remote work is the way of the future. The only catch is that their salary will be in line with their new location, so Valley workers moving to Huntsville, Alabama would see their salary slashed dramatically.

    The move was early on in the pandemic and sparked other tech executives to adopt a similar policy, which trickled down to other industries and to smaller companies. But it is a move that has not been without debate or blowback. At first, it sounded great, but for someone already struggling to make ends meet in San Francisco may also struggle to make ends meet elsewhere when their pay is decided by a faceless algorithm.

    Another move Facebook has made is an apparent Flag On The Moon moment, staking their claim on virtual reality and insisting it is how the world will experience all office life will be experienced in the future.

    It appears that Mark Zuckerberg wants to be the king of remote work, hoping to win the talent wars and be the authority on how work itself has changed.

    In a world where ping pong tables and free snacks are no longer enough to attract top talent, companies are looking for new ways to snag the best.

    And Zuck is hoping the virtual reality world of Meta will be the hub for remote work, proving its value as his own executives scatter across the nation.

    But many people don’t trust him. Or this move.

    What companies are not telling you is that in more moves to attract talent, the pay still isn’t the primary focus. They’re still trying the old schtick of throwing shiny things your way in hopes that you’ll get distracted.

    Remote work will eventually benefit from virtual reality workspaces, but it is currently not a possibility for full-time use – headsets are heavier than they need to be and get warm after a bit of time, plus no studies on long term effects have gone mainstream yet.

    For now, it is still a novelty.

    FinTech startup tells people to do whatever they want

     

    While the Zuckerbergs of the world hope you’ll jump into the virtual world and forget about remote policies, another CEO (Dan Price, Gravity Payments) says his entire remote work policy is, “Do whatever you want. As a CEO, what do I care? If you get your work done, that’s all that matters.“

    Bingo. Many thoughtful executives are rejecting the notion that the number of hours you sit in a chair in front of them is how your results should be measured. It is not likely that this is the attitude that all CEOs will adopt, but it could definitely be a factor as other companies explore how business leaders are responding to what feels like could be the inevitable end of a pandemic.

    (Note: Regardless of allegations against Price, prior to those allegations, he did inspire many employers to consider their position on the topic and to be sincerely flexible. It is why he is worth mentioning as a thought leader in regards to remote work.)

    What to watch for next

    Watch for a fracture coming to the corporate world as some CEOs will follow Zuck (let’s have distributed teams and use VR to connect!), others will follow Price (do whatever), while a growing number will require in-office work.

    We’ll see the rift between the three camps widen soon, and the divide couldn’t come sooner. There are plenty of people that truly want (need) to work on-site and perform better in that environment, then there are those of us who are already sitting in the chair we’ll be sitting in regardless of who signs the paycheck.

    (Find yourself working for one of these companies that no longer supports remote work? Check out these strategies for your next job search and networking!)

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  • Job Search Networking Strategies (That Actually Work)...

    When is the best time to start networking?

    It’s now- the best time is now.

    And, let me just say that if you’re anything like me, you’ve heard this piece of advice before, and it irritates you because you think to yourself, ‘Sure, it’s important to have a network, but I don’t have one and it takes time to build one, so that really doesn’t help me out right now.’

    And because I’ve been in that position, I can tell you that you just have to start somewhere.

    (After you finish here, learn about leveraging LinkedIn to maximize your networking and your job search success in this blog’s companion piece here)

    Why Network

    Having a strong network is important and it can work for you on multiple levels in your job search.

    For one, referral candidates have always been a preferred source for companies to find high quality candidates.

    The reason for this isn’t because these referrals are magically better than everyone else who applies. It’s because they can be trusted more easily by the recruiter because there is a well-known mutual connection who is ready and willing to vouch for them. And studies show that referral candidates can be hired more quickly and onboarded more efficiently than any other external source.

    That’s why it’s so valuable to leverage your network to get a referral for a role, because it lets you bypass the ‘anonymous submission’ phase of the recruitment cycle and go directly to a decision-maker with ‘referral hire’ status, which puts you in a way better position and gives you much better odds overall.

    Building a strong network will help you gain access to resources that will foster your career development. It will help you stay on top of the latest trends in your industry, keep a pulse on the job market, and meet prospective employers, referral connections, and/or mentors.

    Another reason networking is a valuable piece of your job search is because of a theory called Planned Happenstance. 

    Career Theorist John Krumboltz created this theory and clarified it as “constructing unexpected career opportunities”. 

    Krumboltz found there were 5 traits that significantly increased a person’s “luck” when looking for work: 

    • Curiosity 
    • Persistence
    • Flexibility
    • Optimism
    • Risk Taking

    Through each of these traits, job seekers were able to seemingly curate their own luck by simply taking actions and placing themselves in situations that were most likely to lead to success.

    Below are some examples of how you can use each of these traits as calls-to-action to help construct unexpected career opportunities. 

    Curiosity

    Let’s say you see a friend on social media who seems extraordinarily happy in their career. Like, just overjoyed to be doing what they love for work. 

    If you notice that and have a closed response like, “Wow, so-and-so seems really happy in their career – good for them. Moving on…” or even, “Wow, so-and-so seems really happy in their career – I wish I was that happy in my career. Must be nice. Oh well, moving on…” – then that won’t lead you to any new opportunities. 

    But if you let curiosity serve as a call-to-action for you to take a step in a new direction, then that could possibly lead you to new opportunities. 

    So instead of closed responses like the one above, you can try to adopt more open and curious responses like, ‘Wow, so-and-so seems really happy in their career – I wonder what’s involved in their role that they like so much? Maybe I should see if they’ll talk to me more about that.”

    This will allow you to be more open to the possibilities and opportunities around you, thus increasing your odds of finding yourself in a ‘right place at the right time’ situation. 

    Persistence

    Let’s say you’ve identified your dream company. A company that makes you feel like, “If I can get a job there, life will be good from here on out”. 

    You spend hours preparing your resume, LinkedIn profile, and application, but when you apply – you never hear anything back.

    Do you give up, or try again?

    If you’re practicing using persistence as a call-to-action, you try again. 

    And you do even more than that. 

    You research more about the company and role, and figure out where you can make improvements to your resume, LinkedIn profile, etc. 

    You reach out to people you know to see if they know anyone within that company they can introduce you to.

    You look people up on LinkedIn (more about that in the companion blog here) who work within that company, and you follow, connect with, and perhaps even reach out to them in order to learn as much as you can about what it takes to land the role you’re targeting within that company. 

    Through persistence (and probably some curiosity, too), you think outside the box and find your way in. 

    Flexibility

    Same scenario: you’ve identified your perfect company. Only this time, the position you want (and you’re qualified for) isn’t even available. 

    What do you do?

    Give up – or get creative?

    If you’re willing to be a little flexible, you may be able to find a similar role in that company that you can take in the short term that will get you into the company, that you can then parlay into a future opportunity to get into the role you really want.

    Optimism

    The idea is that whether you approach situations with optimism or pessimism, your brain will be more likely to see opportunities which confirm that mindset. 

    So, if you can stay more optimistic than not, your brain will be more like to see opportunities around you, because it wants to confirm that optimism. 

    And, vice-versa if you’re pessimistic and don’t believe there are good opportunities around you, your brain may miss or even ignore good opportunities in favor of confirming that pessimistic mindset. 

    Risk Taking

    Of course, you want to be as informed as you can when taking any risks into consideration. That said, taking well-informed, calculated risks is a great way to bring about new opportunities.

    And the final WHY I’ll mention about networking is that human connection is good for you.

    I firmly believe we are better people when we surround ourselves with others who are better than us at some thing or in some way.

    And the only way we can do that is by connecting with one another. 

    Networking Strategies

    Networking is best when considered as a long-term strategy. That said, in a job search there are times when a short-term strategy can be effective.

    Short Term

    The best short-term networking strategy involves the people closest to you: your friends and family. 

    (Many job seekers I’ve worked with were initially hesitant about this, but in almost every case they’re surprised by how many people are willing to help them if they ask.)

    Reach out to all the people you know well, who like you, and who are really in your corner. Tell them your situation and include as much relevant detail as possible. This isn’t a time to be vague. 

    Let them know what role, industry, or company you’re looking for, and why you’re great for that role, industry, or company.

    Ask them to keep you in mind if they hear of any openings and ask them to consider whether they know someone in that role, company, or industry they can introduce you to. 

    When doing this, always be mindful of the person you’re reaching out to, and always show gratitude for any time or help they give you. 

    Long-term

    For your long-term strategy, think of growing your network strategically with people who can help you get where you want to go – even if it’s just through the example they set.

    Networking isn’t just going to be about people you wind up creating a close connection with, it’s also about the people you follow, look up to, and learn from – even from afar. 

    Adopt networking into your daily / weekly routine. Connect regularly with your network – something that’s truly never been easier, thanks to social media and LinkedIn, especially.

    Start with people you know: friends, former and current colleagues, people you went to school with. 

    Check out who they follow or are connected with, because those may be good people for you to follow or connect with, too. (more about Follow vs. Connect on LinkedIn in the companion blog here)

    You can also look for people who graduated from the school you went to, people in your ideal company / job / industry.

    Overall, you want to network with people you like, respect, and can learn from. 

    So, what do you actually say when you go to connect?

    The first thing I’ll tell you is that flattery will get you everywhere. Do some research into each person and find something they’ve done, said, posted, etc. that you like – and start by complimenting that. 

    You can also look for commonalities between the two of you to help break the ice. I’ve found that sharing an alma mater (i.e. having both gone to the same college) can often be a great starting point. 

    (Total insider tip on finding the right people and researching their content on LinkedIn in the companion blog here)

    Some important things to remember:

    (1) Don’t start with an ask and (2) connect based on the other person’s best interests, not just your own.

    You’re genuinely trying to make lasting connections based on mutual interest, so don’t make it all about your needs.

    Maintaining a Strong Network

    In all of your connections, try to be helpful, thoughtful, and/or supportive as much as possible. Bring positivity into people’s lives – people appreciate that. 

    And if anyone helps you in any way – be thankful and show gratitude. 

    In the beginning, you can track your activity with an excel spreadsheet or a tracker you find online. 

    Keep track of the important people you connect with, when you last contacted them, and what your communications have been thus far. 

    Again, LinkedIn is the best way to start and maintain your professional network, so don’t miss out on the great tips for using LinkedIn to maximize your job search (and get hired faster) in the companion blog, here.

    To truly help you get started, I’ve included 5 example scripts to help you network both on and off of LinkedIn. 

    Example Scripts

    Email

    1. Someone you know who your advocate and/or supporter is already

    Hi [Name],

    I hope all is well!

    As you may or may not know, after being at my current position as [Job Title] for [Company Name] for [Tenure], I recently decided to look for a new challenge in the [Industry] field. 

    I’m reaching out to you to ask for your help with any leads or contacts for a [Level] [Job Title/Function] position in [City], ideally in the [Industry] or [Industry] field. I’m particularly interested in joining a [Type of Company] but I’m also open to [Other Type] work.

    I’m sure you must be super busy, so if you don’t have the opportunity, I completely understand.

    But if you happen to know of any job opportunities or leads that you could to share with me, it would mean the world to me if you would send them my way. I’ve also attached my resume, in case you can pass it along to anyone.

    Thanks in advance for your help! I hope you’re doing well and hope to catch up with you more soon.

    Sincerely,

    [Your Name]

    2. Asking a Friend for a Referral for an Informational Interview

    Hi [friend’s first name],

    Hope all is going well in your world!

    Working as a [what you do] at [where you work] for [number of years] has been great. But it feels like time to move on to a new [employer, career, or industry]. Given your vast experience and really great network, I’m hoping you can help me connect with a few people. 

    I’m focusing my exploration on [employers, location, or name of field/industry] for opportunities as a [job title] or [job title]. Since you’re so familiar with that [location or field], I would really appreciate your help by introducing me to anyone you know who works [in your target field or for one of the employers].

    My goal is to set up a short conversation with a few people to learn more about their experience and maybe ask a few questions. I won’t be asking for a job — only for information.

    I’ve heard great things about [these employers or these jobs], and learning more about them would be very helpful. I am particularly interested in an introduction to people who work [at any of these employers or in any of these jobs]:

    • • [Employer A name or Job Title A]
    • • [Employer B name or Job Title B]
    • • [Employer C name or Job Title C]
    • • [Employer D name or Job Title D]
    • • A [similar employer or someone doing a similar job] you recommend considering.

    I really appreciate your consideration and any time or referrals you might be able to give me. Feel free to reach back out if you have any questions.

    Let me know if there is anything I can do for you!

    Regards,
    [Your Name]

    LinkedIn Conversation Starters

    (Remember, it’s important for you to do research before-hand so you can customize these.) 

    1. A Former Co-worker

    Hello again [Name],

    I really enjoyed working with you at [Company] from [Year] to [Year]. Your [blank] skills were so impressive—I really learned a lot from you! If you have the chance, I’d be thrilled to catch up and learn more about what you’re doing in your new role at [Company].

    Best,

    [Your Name]

    2. Someone You Met at a Networking Event

    Hi [Name],

    It was great speaking to you at the [blank] event in [City] last month [or whenever]. Your [blank] work at [Company] sounded really interesting [/fulfilling/important/complex/etc.]! I’d like to follow your career and learn from the work you do.

    Thank you,

    [Your Name]

    3. Someone You Admire

    Dear [Name/Title],

    For the last year, I’ve been following your work for [Company], and it’s really impressive. I particularly loved your recent [blank]—it was [blank] and [blank]. 

    I’m a [blank] interested in working in [Industry]. If you have 20 or so minutes in the next couple weeks, it would mean the world to me to hear more about how you started working in the field and what skills you think are most important in the profession.

    Thank you so much,

    [Your Full Name]

    For more networking, job search, and remote work tips slow-dripped into your social feeds, follow me on Facebook and LinkedIn!

    Lezlie Garr
    Continue Reading
 
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