July 24, 2024 Leave a Comment

Ask the Employment Specialist: Prepare for the Second Job Interview

Dear Joanna,

I am so excited to report that I have been invited to a second interview for a position as a Human Resources Manager. After a year of looking for work and going on interviews, I really would like to succeed in this part of the process and finally get a job offer.

Please could you provide me with some suggestions as to what I need to know for the second interview. I was told that I would be meeting the person who would supervise me if I got hired for this position.

Signed: Almost at the finish line (AFL)

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July 24, 2024 1 Comment

Ask the Employment Specialist: Religious Accomodation

Dear Joanna,

I am an observant Jew who wears his kippah all the time, including at the interview meeting. Also, I keep Shabbat and all of the Jewish holy days. I will be required to leave early on Fridays during the late fall and winter months, not to mention the weekdays that I will have to leave work early and even miss a few working days. I was recently interviewed by a leading company for a driver position, and did not get the job offer because many of the required shifts fell over Shabbat and holy days. I do however, feel that the interviewers discriminated against me because of my kippah. Needless to say, I didn’t get the job because they said I was unable to work the mandatory shifts.

I’m curious to know at which point of the job search process do you recommend that I discuss my religious accommodations?

Signed: Kippah Man

Dear Kippah Man,

Religious accommodations in the workplace is a hot topic on the Internet. According to the Ontario Human Rights Commission (OHRC)’s policy on accommodation of religious observances, a “job applicant’s religion cannot be used as a selection criterion for employment.”

Therefore, the OHRC states, “invitations to apply for employment and job application forms cannot contain:
1. questions about availability for work that are asked in a manner that reveals the applicant’s creed
2. questions designed to reveal that religious requirements may conflict with the prospective employer’s work schedules or workplace routines
3. inquiries as to religious affiliation, places of worship that are attended, or customs observed.”

The OHRC also discusses flexible scheduling for employees, once hired.The purpose of this measure is to allow a flexible work schedule for employees, or to allow for substitution or rescheduling of days when an employee’s religious beliefs do not permit him or her to work certain hours. For example, Seventh Day Adventists and members of the Jewish faith observe a Sabbath from sundown Friday to sundown Saturday. Observant members of these religions cannot work at these times.

Blogger Matt Youngquist on Career Horizons points out the complexity of religion, and the impact it can have on career choices and finding new work. Drawing on the following strategies suggested by Youngquist, as well as the perspective of our JVS Employment Counsellor (and Editor of this blog), Karin Lewis, I suggest you consider this:

1. Research the company.

Learn as much as you can about the business and job before applying. Read the website, their LinkedIn page and other social media to find out the hours, the flexibility and workplace culture, and anything you can about the company, prior to the application process and interview. If you learn that one of the “bona fide” job requirements is that a flexible shift work schedule is “considered reasonably necessary to the normal operation of a particular business”, and you will therefore, be expected to work on Shabbat and holy days, then you might wish to reconsider this job application. Try to find out if there is any flexibility with the shifts by identifying current employers for an information interview.

2. Consider whether you want to disclose in the job interview.

I have to admit that I have heard the occasional success story from clients who chose, after making an excellent impression during a job interview, to disclose their need for religious accommodations. In one case, the employer accommodated the Shabbat and Holy days schedule and hired the person for an IT position. In your case, if you are already in the interview room, I would present the hours you ARE available, rather than when you cannot work. Needless to say, you will not be able to work at this company if you cannot get this time off.

To establish trust with employers, it’s critical to come clean in the job interview about your needed accommodations with the work schedule, and to negotiate alternative ways to make up the time. If you are going to do so, Karin Lewis stresses that candidates must be crystal clear about the accommodations required as well as what you are willing to offer in place of this lost time. Lewis emphasizes the need to reiterate to the employer that you are willing to whatever it takes to do a great job!

3. Know your legal rights.

Employers cannot legally ask you direct questions about religion on a job application or during the interview process. There are some minor exceptions to this rule, but you will not be asked about your religion or accommodations regarding your faith. Youngquist adds that employers have a “don’t ask, don’t tell” policy: interviewers don’t ask about this subject, and candidates are not obligated to discuss their religion or accommodations. That’s one way to handle things.

4. Avoid risky territory.

Youngquist posits that being too candid about your religion (or proselytizing) can be damaging to your candidacy and hurt your chances of getting the job offer. If you are being interviewed with an organization and/or interviewer from a similar background, I still wouldn’t discuss the specific details of your religious philosophy or ritual practices, or any other personal matters, as this could cross into risky territory. Youngquist warns to avoid raising the faith issue pro-actively; only bring up the subject if it’s relevant to the job, or to a legal question where your beliefs “would be an integral part of your answer that you don’t want to leave out”. Don’t ask the interviewer about their particular beliefs, faith, or religion; if they choose to share this information voluntarily, that’s their decision, but you shouldn’t try to draw it out of them.

5. Job Search Basics.

Engage in a very targeted job search, by identifying lists of companies and hiring managers where you will be free to practice your religious observances. You can find this information out through speaking with employees of companies on the phone or through social media, building your professional network, attending employer events and job fairs, and being thorough in your analysis of the job descriptions and postings to which you are applying.

Joanna

July 24, 2024 Leave a Comment

How to Explain the Pandemic Employment Gap

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When the COVID pandemic first struck, we assumed it would pass quickly. Faced with a flood of newly unemployed clients, employment counsellors expressed reassurance that this was short-lived and temporary and that resume gaps would be barely noticeable. Frustratingly, the pandemic kept resurging like a never-ending hurricane, leaving in its wake an unanticipated economic crisis.

Many of my clients have described their resumes as having a “hole” in them where 2020 should have been, worrying that with increased unemployment and fewer jobs, it might be even harder to find work. Some have been forced to stay home during the pandemic, homeschooling kids and caring for vulnerable health issues in themselves and others, while others have taken survival jobs such as warehouse workers, grocery clerks, or delivery drivers.

The question that matters most is what employers think: how are they responding to this gap? It is probably fair to assume that they are very familiar with this issue and are willing to look beyond it to consider candidates, so it might not necessarily prevent you from being called to an interview. However, it is very likely that the question “What did you do during the pandemic?” will come up in interviews, and job seekers should prepare a well-thought-through answer.

When preparing an answer to the gap question, keep these strategies in mind:

1. Prepare a clear and specific explanation about what exactly happened.

Think through how you would describe what happened when you were laid off. Remember that even if you have been furloughed/temporarily laid off and are still considered an employee, an employer may still want to know about what you have been doing while at home.

Be truthful – remember that many job seekers have been out of work and that it does not necessarily reflect on your ability or value in the job market. Everyone has been through the pandemic, and we all know someone who has taken parental leave or taken off time to care for a loved one or to deal with a health problem. Explain in simple, clear terms – don’t dwell — and move on to focusing on the future or present.

Your ability to talk about the gap with self-awareness and confidence can be impressive and can go a long way to convince employers that the gap has not affected your confidence or sense of self-worth.

2. Describe what you have been doing during the gap, focusing on what matters.

List the activities you have engaged in since the layoff, such as volunteering, homeschooling, survival work, hobbies/personal projects, online courses and job search. Focus on the activities that indicate skills employers would value, such as initiative, collaboration, and learning new skills. On the other hand, try not to exclude things such as caregiving, which might reflect on your values and resilience.

Think through everything you have done since the pandemic hit. Adaptability and innovativeness are highly valued in this new economy. How did you adapt to the changes? Did you set up a home office? Did you learn new remote job skills or job search skills? Show that you had some control during the time—talk about what you did confidently and assertively without sounding regretful or apologetic.

3. It’s not too late to get active now.

If you feel you should have more to tell employers about what you have been doing, remember that it is not too late to volunteer, work, or learn new skills/knowledge online. Check out our blog about online learning opportunities. Consider volunteering – Volunteer Canada, for example, offers a list of COVID-related volunteer opportunities and remote opportunities for those who need to stay home.

July 24, 2024 1 Comment

How to Negotiate the Salary You Want

A common concern for job seekers is how to deal with the issue of salary; and because society tends to discourage conversations about our salaries, it makes sense that this is a challenging issue. As a result, job seekers often report feeling uncomfortable, even rude or selfish, when raising this issue with employers. This makes it even harder; employers don’t always want to talk about it, and candidates are unclear about how much to ask for or how to go about it.

Considering how difficult this question is, the best way to ensure you get what you need is to be as prepared as possible.

Prepare. Gather the information you need.

Let’s look at what it takes to prepare for the salary question:

1. Figure out your specific minimum acceptable income

Consider your particular financial situation and ensure you know what minimum income you need for yourself. Evaluate how much you would be willing and able to accept. Look at your budget and expenses. Consider your need for benefits such as health, vacation, and others, which might also be useful to discuss as part of the salary negotiation.

2. Gather information about what you could realistically expect

Not everyone will be paid the same for the same job. Salaries ranges will vary, depending on where you live, and given the experience and skills that you bring to the job, you will not necessarily be paid the same salary in a big city as you may in a small town, nor would you not be paid the same salary if you have ten years of experience, versus if you are entry-level.

This information is not easy to find. To get information about salaries offered by local employers, check online—look at websites that offer salary ranges, such as salary.com, and large job sites, such as indeed.ca. Another excellent source for this information is the Government of Canada’s Job Bank, which will help you see the salary ranges across the country and provide you with additional information about your field, such as labour market trends and more.

One of the most accurate ways to gain relevant, detailed information is to consult with people in your target field. Contact people (LinkedIn is a great place to do that) and tell them you are researching the field. Don’t worry: you won’t be asking for their salary, but rather a general idea of the pay range and benefits.

Other factors to consider might be whether the position is unionized, which would restrict space for negotiation. Also, the size of the company and its capacity to pay higher salaries should be considered. Other factors to be aware of are whether the position is permanent, full or part-time and permanent, contract, or temporary.

Look closely at the company to which you are applying. Check its website to see if it has indicated salaries on the hiring page. Also, do an online search; sites such as Glassdoor might offer insights into the salary ranges paid for that particular position at that company.

3. Formulate your “ask”

Next, identify the salary range that would work for you based on existing salary ranges, your skills and abilities, and how much you are willing to accept.

To negotiate effectively, it helps to be able to explain why you deserve a particular salary. For example, if you know that the company offers a range of $50-$60,000 for the job, consider how much you could ask for and why; if you think you deserve the higher end of that range, be ready to defend that request. Be prepared to tell the employer what you bring that makes it worth their while to pay you more — maybe it’s the amount of experience you have, the special expertise you might bring, or any other unique assets you think you bring to the position.

The Negotiation

Once you are clear about the salary range and your argument for your specific expectations, think of how and where you will have this discussion.

Some employers will raise the salary issue early during the hiring process, even in the job posting itself. If the employer asks for you to specify a salary in the posting, I would not necessarily recommend answering it specifically in your cover letter — it may be better to simply say in your letter that you are open to negotiating the salary at the interview; otherwise, you might be restricting your capacity to negotiate later.

Unless the employer raises it first in the interview, it’s generally a good idea to hold back raising the salary question until later. Your goal is to make such an outstanding impression on the employer that by the time the salary discussion comes up, the employer has become firmly invested in your candidacy and might be more open to negotiating. So focus on making a great impression during the interview, and as the interview ends — possibly when they ask you whether you have any questions — raise the salary issue. If the interviewer doesn’t invite you to ask questions, squeeze it in anyway… “I just have one question…”. Word your question carefully: it may be easier to start the discussion by asking, “At what point will salary be discussed?”. But be prepared for them to say, “Let’s talk about it now.”

Some candidates understandably prefer to accept the given salary and to negotiate later, perhaps a few months after starting the job. That’s a perfectly reasonable approach as well.

To sum up:

Be prepared for the salary question. If you indicate to the employer that you take this seriously, the employer will, too. Be prepared with a good suitable range and be willing to defend your particular request. Keep in mind the other factors influencing your decision — if the job is more important than the wage for you right now, perhaps you’ll accept an entry-level salary; if the wage is essential for you to be able to survive, then perhaps fight a little harder for the salary that you need.

The more confident and well-prepared you are, the better an impression you will make on the employer.

April 15, 2019 2 Comments

The Power of a Thank You

Job seekers may underestimate the power of sending a simple, well-written thank you letter after a job interview. Some think that employers don’t expect or appreciate a thank you and wonder whether it is worth the effort.

Apparently, employers disagree. A recent survey of 300 employers shows that 80 percent describe the thank you messages they received after an interview as either somewhat or very helpful; yet, only 24 percent of candidates bother sending a letter.

Expressing gratitude is a highly effective strategy

Some people embrace the practice of expressing gratitude with a few well chosen words whether by letter, email, by LinkedIn message or endorsement. It can be an effective way of making a lasting positive impression and reminding people of your thoughtfulness and likability.

During the job search process, there are many opportunities to express gratitude. Acknowledging a helpful administrative assistant, a resourceful network contact, a referral to a job, or even your employment counsellor can be a valuable way of solidifying a relationship that may serve you for a long time into your career.

Writing thank you letters during job search as well as after interviews

Thank you notes are almost always a good idea. Whether the interview went well or not, whether you got the job, or even whether you don’t want the job, that should not impact your decision to write a thank you note. If a person has dedicated time and effort to help you with information or spent time considering you for position, send them a note. That includes the person who conducts the pre-screening interview on the phone.

Think of it as paying it forward; feeling appreciated is a powerful force that strengthens your ties to others in your network.

Tips for writing a thank you note after an interview

Send your email as soon after the interview as possible – preferably within 24 hours.
Keep the email brief, well-punctuated and carefully spell-checked.
Send a separate email to each person who interviewed you. If you cannot, at least mention each interviewer by name.
Remind the reader about the job title and day of the interview – either in the email subject or in the email itself.
Thank the person for their time and effort.
Restate your interest and enthusiasm in the position and the company.
Briefly point out why you are a good match for the position.
If you can, personalize the note in some way, such as thanking them for a special tip they offered, a conversation that was had, or a comment they made.
Offer to answer any further questions or concerns the employer might have. Include your cellphone number to make it easier.

For more tips on writing thank you letters, as well as links to samples, check out this blog post.