Episode Transcript
[00:00:00] Speaker A: Foreign hello, and welcome to another episode of Street Level Marketing on NOW Media tv.
We. We got a great guest on the air today. His name is Chris Stambolitis and he's a. A recruiter. And I brought him on the show, really, to talk about how you market yourself in, in this, you know, the job market.
Everybody's, you know, there's a lot of competition out there, especially in marketing, professional positions.
You know, the. You, you really got to look your part and look your best. So we have Chris on the show to really talk about. We're going to break down some of those things to make you really stand out in, in the marketplace when you're looking for jobs, how to make your LinkedIn shine.
So, Chris, thanks for coming on the show.
[00:01:11] Speaker B: No, I appreciate you and thank you so much for inviting me.
I think that this is something that's very important, especially given the market, you know, right now and maybe just to step back a little bit and talk about my background as well and kind of some of the experiences. You know, I used to be an executive recruiting, and then I kind of shifted and I was actually a recruiter at Amazon for a long time where I really focused on kind of the recruitment of kind of finance, operations and engineering. Obviously, Amazon and other tech companies are super competitive, so you really get to see kind of like how there's hundreds of applicants per job. And as that kind of has progressed, obviously AI and other tools have become more and more relevant for, for companies in that space to kind of, you know, help streamline that process of recruiting. So, you know, and that obviously makes it much harder for candidates to figure out and understand how can they actually be, you know, kind of, you know, in. Into the interview stages. How can they get into the interview stages is something that a lot of candidates or job seekers, you know, kind of struggle with today. So, you know, after being in recruiting for so many years, I kind of decided to step out and work on the flip side now as kind of like a career coach, helping individuals kind of at the executive level kind of progress through their job search by, you know, revamping the resumes, the LinkedIn profiles, and then also kind of working on the general networking and the interview strategy part of that process. And, you know, ultimately, after the past two years of working individually with folks, I've now actually started jobsearchacademy.com which is basically a course or a comprehensive job search accelerator course that basically captures all of the knowledge that I've kind of gained in recruiting, but also in the coaching side and helps, you know, so far 1500 people have actually signed up for that course and gone ahead and kind of landed positions. But yeah, I'm very excited to share some of the knowledge and insights in terms of recruiting and kind of how the market works as well with you today.
[00:03:18] Speaker A: Yeah, that's great. You know, this is a marketing show, so it's like, how does recruiting fall into that? And you know, and I, I think it's the one time where, you know, everybody needs to know a little bit of marketing, right. To make themselves stand out, to find a new position. So a lot of the things you got to do, you know, when you're marketing a business, you, you can kind of replicate those to like market yourself and make yourself stand out, you know, creating resumes and things like that.
So tell me, you know, is the job market right now, is it like really tough? Like, how's it going, you know, right now?
[00:04:03] Speaker B: Yeah, no, it's, it's a great question and I absolutely agree with you on like the marketing side. I think that honestly, the job search has become a little bit of like a, it's a sales game, right? So like you need to be a salesperson and like not just sell yourself on paper, but also inside the interviews and the salary negotiation stage.
[00:04:19] Speaker C: Right.
[00:04:20] Speaker B: But I guess in terms of what you mentioned, a little bit in terms of the marketing as well and the marketing of yourself, something that I've noticed that's become, you know, I guess extremely important. Not just from, you know, if you, if you're a business owner, you obviously know that marketing is always part of, you know, what you do. But I think that in terms of being a job seeker, like marketing. Yes, absolutely. And how you sell yourself has become very important. But then also how are you leveraging technology and how are you leveraging AI to kind of help you inside that process? Because a lot of the folks that I will work with, unfortunately the job search has become like a full time job.
[00:05:00] Speaker C: Right.
[00:05:01] Speaker B: Because you just have to deal with so many different applications nowadays and like finding the job, applying for the job, submitting all of the different, you know, people know how, you know, tedious it is to actually deal with, you know, uploading all of your stuff into workday or whatever kind of the portal is where you have to, don't break down every single experience again. And then you have to deal with the scheduling and the interviews and kind of like the multiple different requests that the companies have. You know, a lot of times I'll have folks that go through six, seven, eight different Rounds of interviews, including, like, case studies, presentations, et cetera. Right. So I think that, yes, definitely how you package your materials and sell yourself is important, but then also, are you, you know, kind of a. Using the right tools to optimize your profile and like, your resume, etc. And to also make your search, you know, easier.
[00:05:50] Speaker C: Right.
[00:05:51] Speaker B: And not as yet time consuming.
[00:05:54] Speaker C: Right.
[00:05:54] Speaker B: So, for example, are you using some sort of software AI tool that, for example, I use for my clients in terms of uploading your cover letter, your resume and the job description into like a tool that will then tailor your cover letter for that job? Or are you manually still, like, you know, kind of working through, making those edits? These are some of the things that, you know, like, the effective job seeker will obviously leverage.
[00:06:16] Speaker C: Right.
[00:06:17] Speaker B: So I think that, you know, on the one one hand, obviously, like, AI is something that, you know, is making your life as a job, job seeker more difficult because you really have to work on optimizing all of your materials to kind of pass through the system at the same time. You could definitely leverage it.
[00:06:36] Speaker C: Right.
[00:06:36] Speaker B: And use it, you know, to be more effective as well as kind of generate more traction than others.
[00:06:41] Speaker C: Right.
[00:06:42] Speaker B: So, yeah, I think these are just some of the things that have just, just become very important in terms of, like, the job search overall. And then, you know, just to come back to like, the, the overall market, you know, it's a great question.
[00:06:55] Speaker C: Right.
[00:06:56] Speaker B: And if you think about the job market as well, if you think back like five years ago, people like I, or like businesses, like, what I do, in terms of helping people get hired with their resumes and like, even having, like a whole course of what we have, you know, on Job Search Academy.
[00:07:13] Speaker C: Right.
[00:07:13] Speaker B: In terms of like, hey, here's how you can actually get hired. That never existed, right? Because there wasn't a demand. Typically, you know, how you would get hired is somebody tapped you on your shoulder, former colleague, boss, or whatever, and said, hey, I have this job, you should come work for us. But now it's like you're, you know, it's an employer's market, so you're the one that's actually having to deal with this entire search and kind of trying to, you know, get a job.
[00:07:36] Speaker C: Right.
[00:07:37] Speaker B: Versus typically it was the employer trying to get candidates and not having enough candidates.
[00:07:42] Speaker C: Right.
[00:07:42] Speaker B: So I think it's a horrible job market and it's very tough.
[00:07:46] Speaker C: Right.
[00:07:47] Speaker B: So, yeah, to answer your question, yeah.
[00:07:51] Speaker A: I, I kind of tend to agree with you there. I, I was a CEO of a mental and behavioral health, so I I probably in the last year did, I don't know, four or five hundred interviews. And that in and of itself is, you know, took up so much of my time.
[00:08:08] Speaker C: Right.
[00:08:09] Speaker A: You know, and then you schedule all these interviews, half of them don't come. And, and, you know, it's, it's. It's crazy, right? And, you know, it's like, how can you be more proficient at, you know, scheduling those, you know, things and, and knowing that people are going to show and. And, you know, it just became a lot.
[00:08:33] Speaker B: Right, Absolutely. Agree.
[00:08:35] Speaker C: Right.
[00:08:35] Speaker B: And especially, yeah, I mean, maybe we can dive into this later, but especially I think that, you know, what's become very interesting as well as like, the behavior of employers towards the candidate.
[00:08:48] Speaker C: Right.
[00:08:48] Speaker B: So, like, you used to, you know, I think that there used to be, like, way more respect, right? And like, now it's just like somebody, you know, I see this all the time working with like, executives, right? Somebody will go through 10, 12, you know, different interview loops, right? Whether that be recruiter screen, hiring manager round, panel round on site interview, a presentation, a case study, et cetera, and then you get ghosted, right. And you never hear back about the job.
[00:09:11] Speaker C: Right.
[00:09:12] Speaker B: So I, I think that that's something that fundamentally is wrong and that it's just changing inside, like, the market. I would, I would love if there would be some sort of policy, you know, even if that were to be like, you know, from, from the, you know, general, like, government side, right. Or I don't know how obviously in the private sector or the public sector, if there would be some sort of policy that would, you know, fundamental rules that, you know, companies have to follow when basically going through the hiring process. Like, for example, that you now have pay transparency and like, salaries have to be listed in the job descriptions. I think it'd be awesome if there would be some sort of law or policy around, you know, the treatment of the candidates, if, you know, X amount of interviews has been completed that you by law have to basically follow up with them. Even if it's just to like, say, like, hey, the job is closed, we've moved on with other candidates. But like, the worst thing or a lot of times that can happen is like, you know, you literally. I have people that fly to places to take interviews and then we'll never hear back.
[00:10:14] Speaker C: Right.
[00:10:15] Speaker B: So, yeah, I think that's something that is, you know, definitely changed in the market as well.
[00:10:20] Speaker C: Right.
[00:10:20] Speaker B: Over the past years.
[00:10:22] Speaker A: I was just reading an article, I think it was on maybe one of the marketing publications that I read and get information from. But I found it very interested. It said in, or you know, in the marketing professional world, you should be looking to move on from a position every three, three years to maximize your, your income and things like that. And that's so different from when I grew up.
[00:10:49] Speaker C: Right.
[00:10:49] Speaker A: You know, my grandparents, you know, they spent 30, 40 years at one place. You know, it's.
[00:10:55] Speaker B: Right.
[00:10:56] Speaker A: Years. It just doesn't seem like. But I guess that's the new trend, right?
[00:11:00] Speaker B: Yeah, I, I guess I know what you mean. And I think that used to be, I mean, yeah, loyalty is something that, you know, comes up a lot.
[00:11:07] Speaker C: Right.
[00:11:07] Speaker B: And I think that, um, at this point, I mean, obviously it's, I think that it's awesome and it's great if you find a company that you're super happy with and you can spend 10, 20 years within that company and that, you know, if you grow within that company and get your promotions, et cetera, that's fine. Obviously still your salary might be lower than if you were to be hopping around every couple of weeks, but every couple of years.
[00:11:30] Speaker C: Right.
[00:11:30] Speaker B: But I do think that, you know, at this point, especially with like all of these layoffs, I mean, I often work with people that spent, you know, 15 years, you know, within, you know, especially financial services, for example.
[00:11:42] Speaker C: Right.
[00:11:42] Speaker B: Within a bank. And then, you know, they just get laid off, you know, with just a very quick short note. And it's like, okay, you spent all of these years working at that company being so loyal and missing out on the opportunity to make more money by just hopping around every three, four, five years. And you know, this is how they treat you.
[00:11:59] Speaker C: Right.
[00:12:00] Speaker B: So I think that, you know, obviously there has to be like a balance, but I do think that ultimately for job seekers, it's important that they prioritize or anyone that they prioritize kind of like their profit and their, you know, overall well being rather than like any organizations.
[00:12:16] Speaker C: Right.
[00:12:16] Speaker B: Because at the end of the day we're all just a number to an organization.
[00:12:20] Speaker C: Right?
[00:12:20] Speaker A: Yeah, that makes total sense. Well, we're out of time for this segment. I'm back from commercial. We're going to talk about resumes in LinkedIn.
Welcome back to Street Level Marketing. And this segment we're going to talk about, you know, your Resume and your LinkedIn.
You know, when we're applying for jobs and we're in the job market and you know, now we have all these social media tools, you know, we're worried like when these employers look us up, you know, do I stand out? You know, is my LinkedIn look good? AM I covering everything that's going to show, you know, my experience and, and, you know, you know, am I going to stand out from others?
So, you know, we're here with Chris and he's going to talk to us a little bit of how to, you know, really market yourself through your LinkedIn and, and your resume to really stand out, you know, to other.
[00:13:18] Speaker B: Right. 100 and yeah, happy to dive in. And I think that one thing that I feel that a lot of job seekers aren't really aware of is that there's actually, you know, the separate platform of LinkedIn that recruiters and headhunters are using to basically find candidates. So you, as the regular LinkedIn user, what you're mostly using LinkedIn for is probably like to network with some of your contacts. And then also obviously you're using it for like that jobs tab where you can basically find and apply to positions. Right. On the flip side, recruiters actually have access to the separate software called LinkedIn Recruiter, which I actually pulled up here just to, you know, give you an overview of what that looks like. And what happens is, you know, nowadays it's not so much about you applying to positions, but more so a company, you know, let's say, you know, JP Morgan will hire a recruiting firm like Korn Ferry and say, hey, bring us five to 10 relevant candidates. We're looking for a CFO that we want to hire. Bring us five to 10 candidates and then we'll start interviewing them. And the job never gets posted online. What the recruiter does is they will go into the system where they can basically, for example, say, hey, I'm looking for a cfo and now they're going to get an overview of like, okay, who's out there on the market and who's basically open, right? So we can see we have 580,000 CFOs who are currently open to work. Obviously, that's way too much, right? So what you, as the recruiter would do is, hey, maybe I just am looking for someone in the New York region, right? Because that's where office is. So now I would already trim down my search and now I'm going to see, okay, now we have, let's say, 24,000 people that are open, right? So what I would do next, because that's still too much, is, you know, I'm going to start filtering out by certain skills and by certain keywords, right? Meaning maybe I'm looking for someone that has a background in, you know, hard skills, X, Y and Z.
[00:15:02] Speaker C: Right.
[00:15:03] Speaker B: Maybe I'm looking for someone that has experience with a budget of X.
[00:15:07] Speaker C: Right.
[00:15:07] Speaker B: Plus maybe I'm looking for someone that's, you know, managed teams of 50 plus, like whatever. Basically the requirements are for the job that I'm recruiting for. I would start putting in those filters and then I'm going to hit the open to work button and then the people that show up for me in the first two pages, I'm going to basically mass select the first, you know, 25 to 50 folks, because those are typically the ones that are the biggest fits.
[00:15:30] Speaker C: Right.
[00:15:30] Speaker B: And then I'm going to send them a message here, right? And say like, hey, I noticed that you're currently open to work. Your background seems to match my experience. You know, would you be open to having the first interview for this particular job?
[00:15:41] Speaker C: Right.
[00:15:42] Speaker B: And I guess the reason why I'm just bringing that up is like the way that you structure your profile and what you include inside your profile makes a humongous difference, right. In terms of who's going to reach out to you.
[00:15:53] Speaker C: Right.
[00:15:54] Speaker B: And like, basically are you going to get contacted by these recruiters and headhunters?
[00:15:58] Speaker C: Right.
[00:15:59] Speaker B: So like what do I mean by that as an example?
[00:16:01] Speaker C: Right.
[00:16:02] Speaker B: It's like you actually have this ability, for example, on LinkedIn here to integrate and embed your top five skills into your profile.
[00:16:08] Speaker C: Right.
[00:16:09] Speaker B: A lot of people will not do that.
[00:16:11] Speaker C: Right.
[00:16:11] Speaker B: You also have an ability inside each of your actual individual experiences to integrate and embed your skills here. And you can embed some of the keywords into here. I obviously don't have that because I'm not on the market.
[00:16:23] Speaker C: Right.
[00:16:23] Speaker B: But that would be something that is extremely important. So that on the flip side, when the recruiter is filtering out by those skills and keywords that you're showing up in that search and that you're at the top of the pile, right. So that you get more of those, I guess, inbound leads about like, you know, positions, et cetera, as well.
[00:16:42] Speaker C: Right.
[00:16:43] Speaker B: So I think that's something that's extremely important to kind of consider inside that search and like, you know, just to talk a little bit about. Okay, you know, fine, all of this is great, right? But how do you actually go ahead and generate or, you know, what should those keywords and skills be to generate inside, you know, to kind of put populate into your profile and into your resume, right. So like you and I talked a little bit about in the earlier segment, like how important it is to for example, leverage AI, right? So like what I always suggest you know, to my clients or like, any of, like, the participants of, like, our course as well, what they will go through is to say, okay, fine, let's take five to ten of the different jobs and the descriptions that you've recently applied for that you're interested in.
[00:17:27] Speaker C: Right?
[00:17:28] Speaker B: Let's throw all of those job descriptions into, like, an AI tool, right? And say, like, hey, what are the common 20 different skills, keywords and themes that you see inside these jobs? And then it will give you, you know, the keywords and the skills that are common threads inside those job descriptions. And those would be the ones that you're going to start, you know, populating into your resume and into your LinkedIn and your basically application materials.
[00:17:50] Speaker C: Right?
[00:17:51] Speaker B: So that a, when you're applying to positions that your resume is being marked as, like, okay, this is a good fit. But also on LinkedIn, if a recruiter is using, like, the software and basically trying to search for candidates that you're showing up inside that search at the top of the pile.
[00:18:05] Speaker C: Right?
[00:18:05] Speaker B: So, you know, and like, again, we talked about, like, how in one aspect, like, AI sucks because it's like, preventing you from landing the job. I disagree with that.
[00:18:16] Speaker C: Right.
[00:18:16] Speaker B: I think it's about how are you leveraging as the job seeker AI to basically generate traction and be above, you know, kind of folks that aren't doing that.
[00:18:25] Speaker C: Right.
[00:18:25] Speaker B: So, yeah, I think that's something that's very important to kind of consider for, for anyone that's watching and kind of thinking about, okay, how can I position myself inside the search?
[00:18:35] Speaker C: Right?
[00:18:36] Speaker A: Yeah. Well, one of the things I wanted to talk to you or ask you about, there's like kind of two flips of the coin on how people handle or, you know, deal with adding new connections. You have some that, you know, believe that they should only add the people they actually know and that are really close. And then there's people like, like myself where, you know, I add pretty much, you know, I try to connect with as many people as possible to build a network up. Right. You know, because I'm talking about, you know, marketing stuff and writing articles. What is your kind of experience that. And, you know, what kind of stance do you take?
[00:19:17] Speaker B: I mean, I disagree with the point of, like, hey, you should only be adding with, you know, folks that, you know, because your network is only so big.
[00:19:23] Speaker C: Right?
[00:19:24] Speaker B: So I think that what really matters is you should have two buckets. If you're somebody that's, you know, a job seeker, right, you should have two buckets, one of them being people that are potential recruiters and or talent acquisition, HR related people.
[00:19:37] Speaker C: Right.
[00:19:37] Speaker B: Second bucket would be potential peers and hiring managers at companies or related companies that you're targeting.
[00:19:44] Speaker C: Right.
[00:19:44] Speaker B: And then I would, you know, you know, blast, not blast out, but if you're someone that's active, I would definitely recommend that you add, you know, five to ten different new connections every single week and start strategically reaching out. Meaning like, hey, you know, I'm really curious about, you know, what you're doing at company X, Y and Z. Your background sounds really interesting. I'd love to have a first virtual coffee chat about what you're doing. That would be like the outreach as well, rather than saying like, hey, I'm active, you know, I'm actively looking for a new job. Can you help me? Can you give me referrals?
[00:20:16] Speaker C: Right.
[00:20:17] Speaker B: So I would suggest that, you know, you want to be very active and you want to build a new pipeline of folks inside the network rather than just, you know, relying on the people that you already know.
[00:20:29] Speaker C: Right.
[00:20:30] Speaker B: So I think that, you know, there is like obviously a fine line between just like randomly sending out 200 messages or 200 connection requests a week.
[00:20:41] Speaker C: Right.
[00:20:41] Speaker B: That's obviously not the right approach either. But like, you want to go for quality over quantity in that aspect.
[00:20:47] Speaker C: Right.
[00:20:47] Speaker B: And really get something out of those, you know, new connections. But definitely you should be expanding on the network and not just focusing on like folks that you already are connected to. Right.
[00:20:56] Speaker A: That makes, yeah, total sense. One of the other things I'll quickly, you know, that I wanted to kind of bring up and, and get your feedback on because it's something that was, you know, just recently in the news is what not to do with social media and your LinkedIn and they had the situation with the new DOGE team and they went back in a social media post that he posted, you know, 10 years ago and he lost his position.
I don't think people tend to really think, think about that stuff when you're younger and you know, how important is, is it to really, you know, one of the things that I do or maybe did is went back and cleaned up, you know, maybe some things when I was younger that, you know, you don't want out there.
[00:21:44] Speaker B: Right.
[00:21:45] Speaker A: Do recruiters really go back and research years back candidates, you know, how does that work?
[00:21:54] Speaker B: Right. I mean, yeah, interesting point. I, I would say no.
[00:21:58] Speaker C: Right?
[00:21:58] Speaker B: Because like recruiters barely are managed to like review resumes.
[00:22:02] Speaker C: Right.
[00:22:02] Speaker B: So I highly, and I mean just from my personal experience as well as being a recruiter, I never did that.
[00:22:07] Speaker C: Right.
[00:22:07] Speaker B: Because like I don't have the time to check on all of that stuff.
[00:22:10] Speaker C: Right.
[00:22:10] Speaker B: So unless you obviously, I mean obviously anyone that gets hired at a bigger company, you go through like a background check, unless you've really posted something that is like, obviously, you know, like a very, very bad.
[00:22:22] Speaker C: Right.
[00:22:22] Speaker B: Or just not, you know, appropriate.
[00:22:26] Speaker C: Right.
[00:22:26] Speaker B: And then if you are obviously in a high stakes position, it becomes very different. So like for example, that, you know, when I work with C level execs, the, the background check process takes sometimes one, two weeks.
[00:22:38] Speaker C: Right.
[00:22:38] Speaker B: Versus if you're somebody that, you know, is just going into like the regular analyst or whatever type of manager position. It might just take like 24, 48 hours.
[00:22:46] Speaker C: Right.
[00:22:47] Speaker B: So I would say that it's not something to truly worry about, but obviously be appropriate, be professional, like, you know, have a good, like social media presence that, you know, kind of reflects like your core values and not, you know, stuff that might harm you inside your career.
[00:23:05] Speaker C: Right.
[00:23:05] Speaker B: I also think that to your point, like thought leadership and posting stuff on LinkedIn that actually provides value to people.
[00:23:13] Speaker C: Right.
[00:23:13] Speaker B: Is something that is extremely helpful and important. And you know, I've actually seen, for example, people that engage inside like different LinkedIn posts.
[00:23:21] Speaker C: Right.
[00:23:22] Speaker B: So like, as an example, I've had a former client that I've helped get hired into a position. He posted like, hey, I'm really excited to start this job. And somebody commented underneath that said, hey, congrats, you know, this sounds like a really interesting opportunity. Are you open to having a call? I'd love to find out more about you and the new role. And they never knew each other, you know, they had the call, they had a follow up call and then a couple of weeks later, this person was expanding his team and the first hire he had made was this person that had commented underneath that post.
[00:23:54] Speaker C: Right.
[00:23:54] Speaker B: So I would say like use LinkedIn strategically to network and don't basically just use it, you know, to just be like passive.
[00:24:04] Speaker C: Right.
[00:24:04] Speaker B: I would say be active in terms of comments, networking posts, etc. As well.
[00:24:09] Speaker C: Right.
[00:24:10] Speaker A: Sounds great. Well, we're going to another commercial break, so we'll be back after these messages.
Welcome back to Street Level Marketing. And we're here talking with Chris about, you know, recruiting, making yourself stand out, you know, looking for a job. You know, like I was talking with Chris earlier on the show and you know, it's the only type of role where everybody has to know a little bit about marketing, you know, to, to make themselves stand out and you know, want to, you know, Get a new job. So I want to talk about in this segment, we, we touched on it a little bit earlier about AI and the tools that, you know, are available to you. But I kind of wanted to delve into those a little bit because I know for myself, you know, I, I use these tools pretty much daily chat, GBT and video creators, graphic creators and things like that. So, Chris, you know, making your LinkedIn stand out is one thing when it comes to the text and your job and your things like that. But a lot of these tools can also help it stand out visually as well, right?
[00:25:25] Speaker B: No, I agree. I think that what you kind of pointed out in terms of like, that there's so many different tools that you can use, for example, for your LinkedIn banner.
[00:25:33] Speaker C: Right.
[00:25:33] Speaker B: Or for your profile picture, etc. That are just super helpful. But I would say, I would also say that, you know, very, very cool stuff is if you can use LinkedIn to basically or some of these AI tools to generate like guidebooks or basically useful like kind of tutorials or etc. That, you know, present like thought leadership, whatever the areas that you're focused on.
[00:25:56] Speaker C: Right.
[00:25:57] Speaker B: I think that's something that's really helpful. But I would say, like, in terms of just like the job search, what really helps is like using these types of tools to, for example, collate jobs. Like, you know, as an example, there's various different softwares and tools that you can use where you will actually upload your resume, your background and the jobs you're targeting and also like the compensation that you're targeting.
[00:26:18] Speaker C: Right.
[00:26:19] Speaker B: And then it would actually create for you or start pulling jobs for you from different job boards. Right. For example, from LinkedIn, indeed, you know, different recruiting firms, et cetera, and then show you those jobs and basically say, hey, here's a couple of jobs that were posted today on all of these different platforms that match your background that you should have a look into. Right. And like, by the way, here's also, for example, what's missing in your resume, et cetera, that you should add before applying.
[00:26:47] Speaker C: Right.
[00:26:47] Speaker B: You know, in addition, you know, hey, you need to have a cover letter for the job. Here's like, you know, your template that you have. And like, based on the job description, AI will take your resume and the job description and tailor that cover letter to that job.
[00:27:00] Speaker C: Right.
[00:27:00] Speaker B: So I think there's multiple different ways to use AI inside, like the job search, obviously. Yes, absolutely. For your graphic, you know, the, what you mentioned around graphics and photos, etc. Yes. But I would Say it's a great tool to find positions and then just make it so much easier and faster to apply for those positions with the right materials that match. Kind of like the jobs and like the. The descriptions so that you pass through the system, but also so that even if the recruiter is just screening you, that they can see like, okay, this person is a really great fit for this job because he has X, Y and Z included in his resume, which is exactly what I'm looking for in this position.
[00:27:41] Speaker C: Right?
[00:27:42] Speaker B: Because I think a lot of times folks will underestimate the fact that most recruiters are clueless today, right? Like, most of the time you'll have like, the, you know, psychology grad or like the English, you know, undergrad or whatever that just finished school that is now like, recruiting all of these positions. And they don't know the exact, like, industry terms that matter actually for the job.
[00:28:01] Speaker C: Right?
[00:28:02] Speaker B: They're just looking at the job description and seeing like, okay, what's inside here, what matters?
[00:28:06] Speaker C: Right?
[00:28:06] Speaker B: And they'll start then saying like, hey, okay, fine, you know, I need to basically go ahead and, you know, submit this job.
[00:28:14] Speaker C: Right?
[00:28:15] Speaker B: So I think that's something that, you know, is very important, right?
[00:28:19] Speaker A: Yeah, yeah, that makes total sense. The.
You touched on the, you know, putting the job description in and it making the COVID letter, that's, you know, something that I did. It's actually kind of amazing. Like, you know, when you're prompting, you know, just say, right, hey, you're putting your resume, your complete background, you're copy and pasting the whole job description, and you're prompting Tappy GPT to, you know, make my cover letter and use all my background to apply it? You know, I, I know this is probably picking up steam and a lot of people are doing it. Do you feel that this is gonna become a negative if too many people are doing it? And every, you know, when does it become everybody's using Chat GPT to make their cover letters and everybody's looking to stand out. Does it, like, wash itself out?
[00:29:13] Speaker B: Well, I think it matter or it depends, or what's important is, like, how are you, you know, what are the prompts that you're using?
[00:29:19] Speaker C: Right?
[00:29:19] Speaker B: For example, are you just saying, like, hey, I need a cover letter. Can you create one? Or are you saying, you know, I want to have a cover letter that sounds very personalized and not AI generated and that includes X, Y and Z components. That's a completely different prompt where it can then generate a cover letter that sounds like you, right? Or you could, for example, pull a text from something that you've written earlier, right. That you've manually written and say like, hey, this is the tone of my voice. Can you tailor a cover letter for job X, Y and Z? That doesn't sound AI generated, but that also sounds personalized.
[00:29:53] Speaker C: Right.
[00:29:53] Speaker B: So I think it's more around what are the prompts and like, how are you using, for example, ChatGPT or whatever it is. That's what's going to make a big difference in terms of what it actually spits out.
[00:30:02] Speaker C: Right.
[00:30:03] Speaker B: Whether it's just giving you something that's very generic or whether it's giving you something that's personalized. So I think it's a little bit about a, how are you, you know, what is the, what are the prompts that you're giving it? And then B, obviously you do want to do a final check and like fine tune the stuff that it gives you.
[00:30:18] Speaker C: Right.
[00:30:19] Speaker B: But so I think it's more around the user and like what the prompts are that you're giving it rather than the tool itself.
[00:30:26] Speaker A: Makes total sense. Now on, on the LinkedIn and you know, creating the job descriptions and going through and creating your, you know, all your jobs and how far back should you be going?
[00:30:39] Speaker B: Right, right. Great point. I mean, typically 1212 years is kind of like what I would say, like standard and like the best.
[00:30:47] Speaker C: Right.
[00:30:48] Speaker B: It also depends heavily on like, for example, you're someone that started in, in, in, you know, for example, tech.
[00:30:55] Speaker C: Right.
[00:30:56] Speaker B: And then you shifted into financial services, but now you're trying to go back into tech or fintech. You might want to highlight something that was like 15 years ago or 20 years ago just because it's like industry relevant and you know, relevant for the jobs you're targeting. Or if you're someone that's had a very linear, you know, like you've been in financial services for 30 years, then you might want to admit some of the older stuff.
[00:31:17] Speaker C: Right.
[00:31:17] Speaker B: Because it's just not relevant. So it does really depend a little bit on like, you know, your background and the jobs you're targeting and you like your particular search. But typically I would say, you know, somewhere around like 12 years is like on average what I would suggest for.
[00:31:32] Speaker A: For myself I'm using, I know, for marketing professionals.
You know, I don't just use LinkedIn, Twitter, I use Facebook, I use YouTube, you know.
[00:31:42] Speaker B: Right.
[00:31:44] Speaker A: Is that something more specific to the marketing professional? Is, is that something that maybe to help yourself stand out, you know, others can do?
[00:31:56] Speaker B: Right, yeah. No, I love that. And I think that that's something very marketing specific. Or do you have for example, like UX designers or like these types of jobs there? It's always really helpful if you have like a portfolio, for example, or website or whatever that showcases your work because you are kind of like in the creative space, right? So if you have something like that, like a site or anything, like a portfolio that you can hyperlink into your resume, that's awesome, right? Because typically that's probably what the recruiters and those types of areas are going to be looking for. And that showcases like, hey, here's what you've done, right? But if you're somebody that's like in finance or, or whatever, like the regular boring jobs are where like you're not having like a creative portfolio, right? Then you don't need that, right? But for a marketing professional, you know, such as yourself, I think that's awesome, right? To be able to add some of your like, work and what you've done, you know, in a creative way into the resume, right?
[00:32:48] Speaker A: Yeah. And that's, that's going back to the AI. You know, you can use a lot of. It makes it a lot easier to kind of manage those platforms on, you know, much larger scale because you can use those AI tools to make posts that will, right, design them across the board. So you're not, you know, before, you know, just say even just three or four years ago, right, you wanted to make a Twitter post, you had to make one specific to Twitter, you know, specific to LinkedIn. You spend eight hours a day, you know, making your content. Well now with these tools for AI, you can get it all done like, like that.
[00:33:24] Speaker B: Yeah, it's much quicker, right? And again, I think it comes back to like, how have you trained it? I mean, you could even, for example, train it in terms of like, hey, here's what I do. Here's kind of like the post that I want to, you know, create. I want to, you know, provide my readers with value. My audience is X, right? And now can you every day generate a new post that is creative, that tells a new story and provides my audience with value? Boom, right? Every day you get something that you can fine tune and post, right? So yeah, again, I think that all of this goes back to, again, just because we're using this segment to talk about AI, it's like, how are you leveraging it and how are you adopting it versus are you just the person that is kind of complaining about the fact that your job search is going nowhere because of all of these AI bots rejecting you.
[00:34:11] Speaker C: Right.
[00:34:12] Speaker B: So, yeah, I think that ultimately also moving forward into the future, it's going to become more and more relevant.
[00:34:19] Speaker C: Right.
[00:34:19] Speaker B: I mean, AI at this point is just growing.
[00:34:21] Speaker C: Right.
[00:34:22] Speaker B: So yeah, I think it's really about adopting it versus seeing it as the enemy.
[00:34:27] Speaker A: Right, sure. And one of the things that I, I fell victim to and it's because I deal with AI so much and you know, in my function as a marketing professional and I, I wrote a book on AI called the AI Marketing Playbook, is every day on my feeds I'm getting retargeting ads for.
[00:34:50] Speaker C: Oh, right.
[00:34:52] Speaker A: New AI applications to do this and that and they all look great. And next thing you know, you got the hundreds of dollars a month because you want to try that next one. You want to try that.
It's, it's amazing how many things are out there. Like you've really got to kind of, you know, take a step back and really understand what you would need to do because, you know, you can maybe use tools that you don't really need or some tools might be able to do a couple things, you know, and you can save.
[00:35:21] Speaker C: Right?
[00:35:22] Speaker B: No, agreed. And ideally you have like one system that you're using for everything.
[00:35:26] Speaker C: Right?
[00:35:26] Speaker B: So, no, I think that, yeah, to your point, I think that it can be super helpful, super great tool. I think that there's so much that it can do in terms of finding jobs, helping you apply for jobs, even keeping track of like your follow up notes.
[00:35:41] Speaker C: Right.
[00:35:41] Speaker B: And then just helping you also, like in terms of interviews. Right. That's something we didn't talk about. Like you could literally say, like, hey, here's a job I applied for that I'm interviewing with, you know, the CFO for, you know, what are 20 questions that I can expect in this interview and based on my resume, how should I position myself?
[00:35:57] Speaker C: Right.
[00:35:57] Speaker B: There's all of these different ways that you can integrate it into your search.
[00:36:02] Speaker A: Yeah, yeah, that's, that's great. Well, we're up to another commercial break, so we'll be back after these messages to Street Level Marketing. You know, Chris, we covered a lot of things here. One of the last things I kind of want to, you know, talk to you about is a little bit about the interviewing and how to present yourself and maybe talk a little bit about the career coaching, you know, and when somebody should look at doing that, is it, you know, should everybody take advantage of that that are interviewing or is it just people that are struggling maybe to find new positions that might need some tips? You know, Right.
[00:36:47] Speaker B: No, I think it's a great point. And yeah, I have to say I'm not a big fan of the whole career coaching and resume writing industry. And the reason for that is that, that there's a lot of, I guess, you know, people out there that are doing that that aren't qualified. So like you'll have, you know, a lot of these companies, for example, even for resume writing, right. It's like, okay, you sign up for the service and now it's being outsourced to like India or like whatever and suddenly you have like an executive, you know, whose resume is being revamped by someone that doesn't have like the right industry knowledge or background in terms of recruiting. So I think that's, you know, if anyone is going to do something like this, right. You should definitely do your due diligence, right. And see a. Is there verified reviews from real people?
[00:37:30] Speaker C: Right.
[00:37:31] Speaker B: Can you find those people on LinkedIn?
[00:37:32] Speaker C: Right.
[00:37:33] Speaker B: Preferably is the resume writer or the career coach, do they have like reviews on LinkedIn by their clients?
[00:37:39] Speaker C: Right.
[00:37:39] Speaker B: So like very official stuff. So I think that's something to obviously consider. I think that generally speaking it can be incredibly helpful just to get like an objective lens from someone, right? Meaning it's some, you know, somebody that is showing like, hey, this is what I see in your background and you know, this is how I would position you. I think it's very helpful especially because like as someone that you know is just like working, you sometimes don't think about that and you also don't have as good of a perspective as someone, you know, that is like focused on the job search stuff every single day. You won't have as good of a perspective as like what's relevant in the market.
[00:38:17] Speaker C: Right.
[00:38:17] Speaker B: So I think that yes, it can be helpful. I think you need to find the right person that a matches like your focus on in terms of background and then also that matches kind of like, you know, your personality.
[00:38:29] Speaker C: Right.
[00:38:29] Speaker B: Because it's a very personal process. Especially like if you're working with someone one to one where it's versus just doing a course, right. So like I have two ways of engaging with clients. One of them will be kind of the executive and C level clients that I will work with like one to one on their resumes and the job search versus you'll have kind of like a course that I also do through like jobsearchacademy.com where it's just like a self paced course basically, right. That you can follow. And I think it's very important for the one to one stuff that you also match the person's kind of style. Right? Because it's very personal to work. Kind of like therapy.
[00:39:05] Speaker C: Right.
[00:39:05] Speaker B: It's like you really have to feel comfortable with the other person and like, you know, feel that they also understand your background and care about it.
[00:39:13] Speaker C: Right.
[00:39:13] Speaker B: So like for me, for example, I only focus pretty much on financial services, tech and fintech.
[00:39:19] Speaker C: Right.
[00:39:20] Speaker B: Because that's where my background in headhunting is.
[00:39:22] Speaker C: Right.
[00:39:23] Speaker B: So, you know, if you find someone that is for example, just like, you know, going across the entire spectrum and just like coaching anyone, I don't understand really how that can work.
[00:39:32] Speaker C: Right.
[00:39:32] Speaker B: Because typically you should only have, you know, focus on like where you understand the back end of it.
[00:39:38] Speaker C: Right.
[00:39:38] Speaker B: So yeah, I think that, you know, it can be super helpful.
[00:39:41] Speaker C: Right.
[00:39:42] Speaker B: But I do think that it really, you know, matters that you find someone that's qualified, that knows what they're doing, that cares about what they're doing and obviously that has the right experience, you know, on the back end. Meaning the recruiting side.
[00:39:54] Speaker C: Right.
[00:39:54] Speaker B: So preferably, if you are signing up or thinking about career coaching, the worst thing that you can do is to work with someone that has been like, in my opinion, like an executive or you know, just like somebody that has like worked in the industry but that hasn't been in the recruiting role.
[00:40:10] Speaker C: Right.
[00:40:11] Speaker B: Because you need to understand the ins and outs of like, you know, what we talked about in the earlier segments about AI, how does like that impact the, the applicant tracking system? Like how does how. What type of resumes get filtered out, etc.
[00:40:24] Speaker C: Right?
[00:40:25] Speaker B: And like the only way to actually understand that is if you have been on the flip side as a recruiter.
[00:40:29] Speaker C: Right.
[00:40:30] Speaker B: So if you're somebody that is considering like going into this kind of like career coaching or like, you know, job search support kind of like system, make sure that you really do your due diligence and focus on working with someone that has been like on the recruiting end. Right, yeah.
[00:40:45] Speaker A: And, and people in those roles too, especially with LinkedIn, if they're a career coach, they're going to have recommendations on their LinkedIn from people, you know, 100, you know, so perfectly, preferably.
[00:40:58] Speaker C: Right.
[00:40:58] Speaker B: But there is like, you know, to your point, that's a great point.
[00:41:00] Speaker C: Right?
[00:41:01] Speaker B: Because there is a lot. I know, for example, people that have spent hundreds or thousands of dollars for, you know, services and then, you know, they come to me and they're like, oh, you know, this was crap, it didn't work. And so I go into that person's profile and well, there's not a single review. Why work with this person?
[00:41:16] Speaker C: Right.
[00:41:16] Speaker B: So I think that, you know, people trust. There's too much trust and like you shouldn't have that. Like when I sign up with someone for some sort of service, right. I always do like a very comprehensive deep dive and I recommend that anyone that's kind of thinking about resume writing or career coaching that they do do the same.
[00:41:33] Speaker C: Right?
[00:41:33] Speaker B: Yeah, yeah.
[00:41:35] Speaker A: What is the, just real quickly we, we didn't cover this, so just what is the like maybe the general rule of thumb for follow ups after an interview? Like how soon after the interview you're excited, you just did the interview. You want to kind of.
[00:41:50] Speaker B: Right. No.
[00:41:51] Speaker C: Awesome.
[00:41:51] Speaker B: It's great that you asked me this because I actually just posted something today about three follow ups and templates that folks can use. So typically right away, in 24 hours, you want to follow up on the interview side, right? So meaning like you've had the interview within 24 hours, you should be sending a note of like, hey, I really appreciated the conversation. Here's X, Y and Z that I really loved about the role and the team. You know, I'd love to find out more. Let me know if there's anything that's missing from my end. Look forward to the potential next steps that should happen within 24 hours.
[00:42:21] Speaker C: Right?
[00:42:21] Speaker B: Within like, you know, after that you're probably going to wait, right. And then a week or so later you should be following up if you haven't heard back in terms of just a gentle follow up and like what the next steps are. And then I would always recommend that you also give some sort of value.
[00:42:35] Speaker C: Right.
[00:42:35] Speaker B: Meaning like, hey, I realized that, you know, we talked about X, Y and Z. That's something that I've done previously. And here's like an idea that I have.
[00:42:42] Speaker C: Right.
[00:42:42] Speaker B: Or here's for example, a way that I can see myself contributing in the first 30, 60, 90 days.
[00:42:47] Speaker C: Right.
[00:42:47] Speaker B: Here's some of the ideas I have.
[00:42:49] Speaker C: Right.
[00:42:50] Speaker B: So I think it's like being strategic and timing it right. Is important. But yeah, to you know, very simple question. Within 24 hours, you should always send a follow up note.
[00:42:59] Speaker C: Right?
[00:43:00] Speaker A: Yeah, that makes sense. Well, we're coming to the end of the show and I wanted to give you a moment before we end to you know, just tell the, the viewers and the listeners, you know, how can, if they want to reach out to you, what's your website, how do they can they contact you?
[00:43:18] Speaker B: Like, you know, awesome. No, happy to anyone that wants to reach out to me, you know, Chris Stambolitis on LinkedIn. You can always message me or give me a follow there, but probably easier to remember because my name is so difficult to pronounce. Jobsearchacademy.com so job search academy.com altogether all small. That would be kind of my site where you can also reach out and yeah, send, send, send me a message or have a look into, you know, the job search accelerator course where you'll find everything around resume, LinkedIn cover letter, what type of recruiting firms, head hunting firms to reach out to, how to position yourself in interviews and kind of like the salary negotiation stage. It's kind of a course that I have created with, you know, five hours of in depth content as well as like all of the templates, you know, guidebooks, etc that you would need to land, you know, your next job.
[00:44:14] Speaker A: Well, yeah, thanks again for coming on the show and you know, it was a lot of insightful information and you know, hopefully the viewers, you know, really picked up something that they can use to help, you know, better market themselves in the, in the job market. You know, it's tough out there. There's a lot of tools out there that can really set yourself apart. So I want to thank everyone again, you know, for another episode of Street Level Marketing. And we'll see you next week.
[00:44:36] Speaker B: Thank you so much.
[00:44:41] Speaker C: This has been a NOW Media Network's feature presentation. All rights reserved.
