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4 Useful Tips to Get the Job You Want Without Experience

4 Useful Tips to Get the Job You Want Without Experience

If there’s something more frustrating than searching for the right job, it’s waiting on the phone for that job offer.

According to a 2014 job seeker study, looking for employment is now considered a 24/7 gig. 45 percent of folks are still on the hunt for their dream jobs – although they’re already employed. Meanwhile, 38 percent look for open positions during their commute, and 18 percent hunt for work in the bathroom.

Considering you already have plenty of competition BEFORE you could even bag an interview, this makes applying for employment you’re obviously unqualified for highly challenging. Companies would go for the qualified candidates. They would see your lack of experience and deny you the interview.

Or would they?

But how can you showcase this when you were rejected before they can even interview you? How do you fill that gap in your employment history? What if you’re a new graduate without experience?

If there’s a will, there’s a way. Here are four practical tips to snag your dream job – even when you’re somewhat unqualified.

1. List Relevant Skills/Passions

To avoid the common frustration of getting rejected without meeting the hiring manager yet, focus on building up your resume AND cover letter. Whether you’re a new graduate or a career shifter, you will have gained some “experience” during your lifetime that you could somehow tie into the job you want.

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For example: you’re an accountant but you want to shift into social work. Your target organization prefers someone with at least a year of experience in the field. Highlight relevant skills you’ve acquired through your current position that would come in handy for your future job, such as:

  • organization (refer to how you handled client accounts and that time you planned the company seminar)
  • communication (you did phone calls, created reports, and spoke with clients about their finances)
  • critical thinking (don’t forget about the decisions you had to do to help save your clients’ accounts)

When you write your summary, be succinct yet make sure to highlight these aspects first.

“Current accountant for X company looking to fill the position for social work. Great at organization, communication, and critical thinking. Excellent ability to work under pressure and with highly difficult clients without sacrificing quality of relationships.”

This should present a reasonable enough argument as to why you should be considered for the opening.

2. Consider Related Side Jobs/Projects

“Experience” doesn’t necessarily mean paid work. In fact, it could mean different things to hiring managers. Volunteer work, side hustles, projects for friends or family, extra-curricular activities, etc. could all be considered valuable experience.

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    For example: after graduation, you worked for a few years as a restaurant manager. But what you really want to become is a financial adviser. Don’t dwell on the fact that you’re without experience from a related field. Focus on other aspects such as:

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    • Did you graduate with a finance-related degree?
    • Do you have money-related projects on the side (i.e. help friends with their budgets)?
    • Any other activities that you feel might be suited for the job you’re after (i.e. blogging about money-saving tips, accounting for the restaurant, managing payroll, etc.)?

    List these on your resume under the experience section.

    “Budgeting. Helped friends and family members on issues regarding funds, savings, and investment on a monthly basis.”

    Be VERY specific when citing what you did. If you’re vague, the hiring manager may really think twice about asking you for an interview.

    3. Don’t Forget Soft Skills

    Although experts advise job seekers to go for work they most fit into, they definitely don’t dissuade applicants from running after a position they don’t have experience in. Job search expert Jessica Simko explains in a blog post that it’s because hiring managers typically hire for attitude – NOT skills.

    Are you creative? Do people always describe you as an optimistic person? Do you consider yourself friendly, teachable, and with a high sense of honor? Then you might have an edge over those who are more qualified than you in terms of skill. According to Simko, recruiters are looking mostly for three things: passion, enthusiasm, and presence.

    • Passion. Show that you want this job more than others. That despite the obvious lack in skill, you have something that other applicants lack: your excitement at coming to work every day.
    • Enthusiasm. How interested are you in the job? Are you going to stick although the going will be tough? Or are you going to bail once a better opportunity is presented? Your interest in the position should be showcased throughout the application process – from your cover letter, your resume, to the interviews.
    • Presence. Smile. Display confidence. Give a firm handshake. First impressions DO matter. So make a good one the moment you enter the room. Assure them with your stance that even without experience, you will make up for it in attitude.

    Every day, companies and managers lose money from employees who are disengaged and refuse to learn anything new. So if you’re wondering why an under-qualified candidate is sometimes chosen, it’s likely because the person is more amicable and coachable than others.

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      4. Connect the Dots

      Apart from your interview, the cover letter gives you a chance to really sell yourself and your relevant skills. Whether you have a gap in your employment history or you’re about to shift careers, your cover letter allows you to connect the dots and clear the argument for the hiring manager.

      Turn it into a story. Begin with your relevant skills, align them with the job requirements, and end with WHY you’re the best person for the job.

      “When I saw the opening for the position of X, it was mentioned that you were looking for someone with customer service experience. My years spent helping out at our local café has helped me earn the skills necessary for meeting and handling different individuals. As the café we own is quite small, I had the honor of becoming familiar with most of our customers: calling them by name, knowing their favorite drink, and occasionally joining them for a quick chat. Connecting with people really gives me a high. I look forward to working in a similar environment that will give me the opportunity to work with people every day.”

      A T-formation cover letter will allow you to highlight your passions while hiding the lack in experience. In general, the employer’s requirements would be listed on the left-hand side, while your skills would be posted on the right-hand side. This should help the hiring manager overlook your weaknesses, but at the same time, give you an advantage.

      2-column-cover-letter

        BONUS: Have a Plan B

        Let’s be realistic: even if you are qualified for the job, there are other reasons why you may not be hired. That’s why every job seeker needs a backup plan.

        Creative director and author Katharine Hansen Ph.D. suggests using the “bait and switch” technique. Typically used in the advertising industry, this trick involves enticing the recruiter so you can get an interview (which is great to showcase your skills and charm) even if you obviously lack the credentials.

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        For example: say you’ve worked for years as a caregiver but you want to enter the healthcare sector as a medical secretary. With no money and without experience, how can you break into the healthcare industry? “Lure” the recruiter by emphasizing related skills (warm, welcoming demeanor, ability to handle various individuals, skilled in basic computer skills, etc.) but indicate a willingness to work for a lower position that would eventually lead to your ideal job. In this case, you may consider a job as a medical receptionist while you hone your talents and save money.

        This is NOT going to be easy, but it should help you be invited for an interview. Once you’ve secured that, it’s time to charm them with your attitude (refer to tip #4).

        Remember to avoid using generic buzzwords. Be genuine: pick words that you would use in daily conversation. Hiring managers can read between the lines and get a “feel” for words. If you’re confident with the skills you presented, odds are, recruiters will feel that, too.

        With a little bit of resourcefulness, a sprinkle of wit, and a dash of passion, it’s possible to get the job you really want.

        Featured photo credit: Alex Jones via stocksnap.io

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        Cris Antonio

        Content Strategist, Storyteller

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        Last Updated on December 10, 2019

        7 Strategies to Keep Employee Motivation High

        7 Strategies to Keep Employee Motivation High

        Highly motivated employees are essential to the success of any business. Most people spend a third of their lives at work.[1] That’s a significant amount of time away from home, apart from the people who make us happy and the things we love to do. So keeping employee motivation high is essential for creating an office environment that gets the best out of our people.

        But do you know what motivates your people?

        It’s simple:

        • Is their work stimulating?
        • Does it challenge them?
        • Is there room to grow, a promotion perhaps?
        • Do you encourage creativity?
        • Can they speak openly and honestly with you?
        • Do you praise them?
        • Do you trust your staff to take ownership of their work?
        • Do they feel safe in their work environment?
        • And more importantly, do you pay them properly?

        Every one of these factors contributes to the general happiness of your employees. It’s what motivates them to come into the office each day and work hard, hit goals, and get results.

        In contrast, an unmotivated employee is typically unhappy. They take more sick days, they’re not invested in seeing your business succeed, and they’re always on the lookout for something better.

        Stats show that 81 percent of employees would consider leaving their jobs today if the right opportunity presented itself.[2] So it’s up to you to set aside time and energy to create a work environment that benefits every one of your employees.

        These seven strategies will help you motivate your people to consistently deliver quality work and, more importantly, to stick around for the long term.

        1. Be Someone They Can Rely On

        You rely on your people to turn up to work each day, to come to you when they have a problem they can’t solve, to be honest, and to always engage professionally with customers.

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        But this is not a one-way street. You, too, need to be someone your team can rely on. They trust you to have their backs when a client is unreasonable, to know that the decisions they make are in your best interest, and to make good on your promises.

        If you say you’ll attend an important meeting, be there. If your company makes a profit and you’ve said you’ll pay a bonus, pay it. The goodwill of your people is something you never want to test, let alone lose.

        Be reliable; it’s astounding how much this motivates your people.

        2. Create an Awesome Company Culture

        There’s no denying that company culture trickles down from the top. Your leadership and attitude massively influences the attitudes, work ethic, and happiness of your staff. If you’re always stressed-out, overly demanding, and unreasonable, it’ll create tension in your office which will adversely affect your employees’ motivation levels.

        In fact, the HAYS “US What People Want Survey” found that 47 percent of staff who are actively looking for a new job, pinpoint company culture as the driving force behind their reason to leave.

        So if you have high staff turnover, you need to determine whether your company culture might be the motivating factor behind your churn rate.

        Here are four ways to build a culture that keeps your employees highly motivated.

        • Be conscious of the image you present. Your body language and attitude can positively or negatively impact your employees. So come to work energized. Be optimistic, friendly, and engaging—this enthusiasm will spill over to your people and motivate them to be more productive and efficient.
        • Appreciate your people and be reasonable. Celebrate your team’s achievements. If they’re doing a good job, tell them. Encourage them to challenge themselves and try new things. And reward when deserved. If they’re struggling, help them. Work together to find solutions and be a sounding board for their ideas.
        • Be flexible. Give your people opportunities to work remotely—this is highly motivating to staff, particularly millennials. They don’t want to be battling traffic each day on their way to work. They don’t want to miss their kids’ baseball games or ballet rehearsals. Stats show that companies that offer flextime and the ability to work from home or a coffee shop have happier and more productive employees.
        • Create employee-friendly work environments. These are spaces that inspire and ignite the imagination. Have you ever been to Google’s offices? No headquarter is the same. From indoor slides and food trucks, to hammocks, and funky work pods on the wall, gaming rooms, and tranquil interior gardens, there’s something for everyone. It’s a space where people want to be, catering to their need for creativity, quiet, or team building; you name it.

        So take a look at your company culture and ask yourself, Is my business an attractive workplace for talented professionals? Does it inspire commitment and motivate my people? What could I do to improve my company culture?

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        3. Touch Base with Your Team Weekly

        Make time for your people, whether you run a remote business or work in an office, set aside time each week to talk to your people one-on-one. It’s non-negotiable.

        When there’s an open line of communication between staff members, work gets done. Don’t believe me? A study by Gallup found that 26 percent of employees said feedback from their leaders helps them to do a better job.[3]

        Your people want to feel trusted. They want to take ownership of their work, but they also need to know that when they have a question, they can reach out and get answers. If you’re unwilling to make yourself available, your team will quickly become unmotivated, work will stagnate, and your business will stop growing.

        So block off time on your calendar each week to touch base with your people, even if only to let them know that what they’re working on matters.

        4. Give Them the Tools They Need to Do Their Jobs Well

        Imagine trying to run your business without electricity. How would you contact your clients? What would happen when your phone or computer battery died?

        Technology is super critical to the success of your businesses. It allows you to work more efficiently, to be more productive, and to handle matters on-the-go. That’s why you need to give your people tools that will make their jobs easier.

        Make sure their equipment is in good working condition. There’s nothing more frustrating than a laptop that takes ages to boot up. It’s got to go. Replace outdated software with new software. Don’t make your designer work in Coreldraw; give them access to the most up-to-date version of Adobe Creative Suite. Take it a step further and buy them a subscription to Shutterstock or Getty Images.

        Make working for you a pleasure, not a pain; and watch your employees’ motivation levels rise.

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        5. Provide Opportunities to Learn and Upskill

        Would you believe me if I told you that 33 percent of people cite boredom and a need for new challenges as the top reason for leaving their job?[4] If you want to retain your talent, you need to upskill.

        Thanks to technology, we live in a rapidly evolving world that demands we change with it. A copywriter is no longer just a writer; they now need to be experts in SEO, Google Adwords, CRMs, and so much more.

        A pastry chef needs to be a food stylist, photographer, and social media manager. An entrepreneur needs to be a marketer—or at least take ownership of the marketing message for their business—if they hope to scale.

        Technology makes all of this possible. No matter your location, your people can continuously expand their knowledge and gain new skill sets—something that’s highly motivating to employees. They want to know that there are opportunities to grow and develop themselves.

        If you won’t invest in your people, then your business becomes just another job to tide them over until they find where they truly belong. So be the company that sees value in developing its people.

        6. Monitor Their Workload

        Overworked employees tend to be unproductive and unhappy. Your people cannot be at full capacity every day, month to month. Something’s got to give. They’ll become deflated and their work will eventually suffer, which will negatively impact your business.

        What I like to do is implement a traffic light system. It helps me to keep a finger on the pulse of my business. So there’s red, yellow, and green:

        • Red means they’re fully loaded.
        • Yellow means they’re busy, but they can potentially take on more.
        • Green means they haven’t got enough to do.

        I use this traffic light system because I don’t want my team members to be stressed out of their brains all the time. If they are, they won’t make good decisions and they won’t do good work.

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        If my people are regularly overloaded, I have things to think about. Perhaps I need to hire a new person to help ease the load or take a closer look at what projects are good to go, and which can take a back seat.

        And this is why #3 is essential. If I’m regularly engaging with my people, I’ll know that while they’re coping with their workload, it is impacting their performance and health, and I’ll take action.

        7. Don’t Mess Around with Your Employees’ Pay

        Never mess around with your people’s salary. As a business owner or high-level manager, it’s easy to forget that most people live from paycheck to paycheck. Delayed compensation can mean a missed bill payment, which could result in costly penalties they can’t afford or hits to their credit score.

        So it’s your job to ensure that you pay your people on time.

        The Bottom Line

        A motivated team is an asset to any business. These people never give up. They get excited about coming to work each day and can’t wait to test a new theory or tackle a particularly tricky challenge. They’re proud of the work they do. And more importantly, they have no reason to leave.

        Wouldn’t you rather be part of their success story than the business that drove them away?

        More to Motivate Your Team

        Featured photo credit: Emma Dau via unsplash.com

        Reference

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