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How to Make Your Job Search Productive

How to Make Your Job Search Productive

Job searching is a time-consuming, stressful process. If you’re unemployed, it becomes your full-time job, and if you already have a job but are looking for a new one, it’s like taking a second job (that you can’t tell your first job about!). However, there are ways to organize your time and energy to make your job search productive — and a productive job search is one that gets you hired.

First, let’s think about all the parts of a successful job search:

  1. Networking — maintaining current and making new contacts
  2. Monitoring your online presence
  3. Searching for jobs
  4. Researching companies
  5. Updating resumes
  6. Writing cover letters
  7. Applying to jobs
  8. Following up on applications
  9. Interviewing for jobs
  10. Following up on interviews

That’s 10 basic steps for a typical job interview, and at least eight of those you’re doing over and over again. How can you make this a more productive process? Follow these tips:

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1) Make a daily plan for yourself.

For example:

  • Mondays, Wednesdays, and Fridays: Follow up with one networking contact each day
  • Tuesdays and Thursdays: Research new companies to apply to, make one new networking contact
  • Every Thursday: Google your name and update your social networking sites if necessary.
  • Every Friday: Follow up on job applications you sent the previous week

2) Maintain a spreadsheet of your activities.

This should include a sheet for the jobs you’ve applied to (with which companies, on what date, to whom, and with which resume/letter, and dates of follow-up). You should have a separate sheet of the networking contacts you’ve followed up with (who, when, what transpired, leads to follow up with). Make part of your daily routine updating this sheet to stay on track.

3) Use technology to job search for you.

Most job search websites offer you free alerts, via either email or text, when a new job is posted that matches your search. Some even offer Twitter feeds that tweet new job postings as they come in. Choose whichever type of alert is most convenient for you, and choose daily or to-the-minute updates so you learn about new job openings as soon as they are posted.

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4) Always rework resumes and cover letters for specific jobs.

You don’t have to rewrite your entire resume and cover letter for every job you apply to, but you should update keywords, your Summary of Qualifications, and your letter’s content for each job. It may take you longer, but your applications will be much more targeted and effective. Here are some ways to customize your resumes and cover letters:

For your cover letter:

  • Research the company’s website and mention, in one sentence, why you are interested in working for this company specifically. What’s their mission statement? Their community involvement? Their products?
  • Speak directly to the main required and preferred qualifications in the job description. This makes it easy for the recruiter to discover that you are qualified for the position.
  • Clearly explain why you are passionate and excited about the job, and give them a positive sense of who you are.

For your resume:

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  • Circle the keywords in the job description’s qualifications section to pinpoint the employer’s wants in an employee.
  • Integrate some of these keywords into your resume, perhaps by rewriting a bullet or two in your work histories.
  • Use a “Summary of Qualifications” section at the top that can be easily changed depending on the job. Include three to four bullets that describe your unique qualifications for the position.

5) Hire a reputation protector.

If you’re worried that your online image could impact your job search, but you don’t have the time to monitor the web every day, consider outsourcing this to one of many companies that specialize in online reputation management. Companies like Reputation.com will constantly monitor your online reputation, alert you to new findings, and help you resolve issues. You spend less time worrying about this and more time crafting excellent job applications. Find other ways to outsource your job search.

6) Use niche job search sites.

Big box job search sites are like big box stores. They might have every type of job out there, but they’re large, not job seeker-focused, and often difficult to navigate with too many ads and scams mixed in. Smaller, niche job sites are targeted to specific industries, job types, or experience levels so you’ll find a small group of better-fitting job postings, and they’re more likely to be responsive to job seekers’ needs than a large site.

To find niche job search sites:

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  • Google your industry or career keywords and “job search website” or “career website” to see what comes up.
  • Join professional associations and see what other members recommend.
  • Read industry-specific websites to see what job search sites they recommend.

These steps help you save time and become a more productive job seeker and a better applicant. As a job seeker, you need to spend your time on what’s most important — networking, finding the right opportunities, and tailoring your applications to suit each job.

Featured photo credit:  Successful business people standing over blue sky via Shutterstock

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Brie Weiler Reynolds

Senior Career Specialist at FlexJobs

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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?

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Featured photo credit: Emma Dau via unsplash.com

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