As the world of work continues to change drastically and by the minute given COVID-19, Glassdoor launched a new “How to Get a Job, Now” virtual event, to help job seekers find new job opportunities and learn how to catch the attention of employers who are still hiring. We believe it’s our responsibility to continue to keep job seekers armed with knowledge and resources as they navigate the murky waters of the current job market.
Scott Dobroski, Glassdoor Job Search Expert, and special guests Brian Riley, Amazon Head of Recruiting Programs, Strategy & Talent Channel Development for HQ2, and Erika Klics, Zapier Recruiting Lead, shared advice for a successful job search and provided vital insights on what employers are looking for in candidates now. To kick things off, Scott leveraged his own personal experience of having to find a job during the Great Recession over a decade ago to highlight the top five tips job seekers need to know to land a job during these uncertain times. Brian and Erica spoke about differentiating yourself from other applicants, the importance of making your application stand out in the “resume black hole” and how to ace your virtual interview.
Here are the top 5 tips on how to land a job:
Assess your skills.
Establish what you like to do, what you’re good at, and skills you should brush up on. By doing so, you can more clearly identify the skills you would bring to the table as an employee to help you target jobs in which you can use those skills every day. Most employers actually want people to use their strengths as often as possible.
Do your research.
Scott recommends starting to search for jobs and see what’s out there – search for jobs based on your title, but also your skills. You can figure out which companies are hiring by leveraging Glassdoor’s own products, COVID-19 job hub, and hiring surge badges.
Refine your resume.
Help yourself stand out from the large applicant pool during this time by crafting a top-notch resume. Include a unique professional summary at the top, quantify your impact and avoid including details on your entire career — focus on what’s most relevant to the role you’re applying for and tease employers to learn more.
Apply, and then reach out.
Apply for the job formally and respect the application process. But take things a step further and leverage social media profiles to identify the recruiting manager and those who work on the team you are applying to work for. Take the initiative to get in touch with the team you’d work with via professional networking sites or email.
Identify who you know, whether professionally or personally, and who you don’t online. Don’t be afraid to ask for help and seek online virtual events too.
Highlights from “How To Get A Job, Now” virtual event:
Scott Dobroski: What is special about working for Amazon?
Brian Riley: We embrace a mentality about how we run Amazon, which is called “Day One culture” it’s a start-up way of thinking. It forces us to keep ourselves nimble and empowers us to make smart and fast decisions on behalf of our customers.
Scott Dobroski: What is special about working at Zapier?
Erika Klics: We are an automation company. We help connect people with the apps that they are already using. We do a lot of things uniquely, being 100 percent remote from the very beginning means that we really have to think about how we communicate, how we collaborate, so we put a lot of thought and a lot of care into how we connect every day. We make sure we are focused on the work and on the mission, which is to democratize automation and to continue to make our product better.
Scott Dobroski: Our objective here today is to help people find jobs. Amazon has upwards of 37,000 jobs. Can you share more about the range of jobs Amazon is hiring for right now? Are there new types of roles and skills that Amazon is hiring for, given the impact of COVID-19?
Brian Riley: One of the things that are’s unique about Amazon is we think of ourselves as a collection of startups, so there are a lot of different and unique businesses that run across our company and because of that we’re continuing to hire for a broad range of roles, certainly in our hourly employee populations, like our delivery networks. We announced plans in March and April and completed those plans to hire 175,000 people in our delivery and fulfillment networks, and that’s just been due to increased demand. We’re really excited about that bolster in hiring and excited to welcome all of those new employees to Amazon. We’re continuing to hire both corporate and technical employees across a range of businesses.
Scott Dobroski: How should job seekers really approach applying to jobs at Amazon right now? What advice do you have to help them stand out, especially with so many people in the job search pool right now? How can they stand out to you and/or other recruiters at Amazon?
Brian Riley: Scott, you alluded to doing research earlier, and I think that’s really important here as well. Obviously filtering a set of jobs down, we have a number of criteria on our careers page that you can filter our jobs down by and so I think that’s the first thing, is to filter in the requirements that are most interesting to you, whether that’s the job function or job location or other things. There’s a lot of good information out there, not just on our careers page, but we have Amazon’s Day One blog where we’re posting about our culture. I think the other piece is to really research and learn about our culture and the way that we work. I mentioned our leadership principles early, and they’re really central to the way we work at Amazon. I think once you’ve done that research and you’ve sort of understand the leadership principles, jobs that are of interests to you, and what they require, then, I think the applicant really needs to focus on where they’ve applied the principles throughout my career and where can I highlight that in my resume? Or, what is this job requiring, and how can I highlight those pieces of relevant bodies of work that I performed specifically to this job? Although people will use the same resume often for different jobs, I think it’s essential to highlight the things you bring to the table that are specific to a job and/or company that would be beneficial to that company. Be as patient as you can. Taking a role or opportunity because it’s the first thing available or you feel urgency or panic to take on a role, I don’t think that’s a great way to go about finding your next career.
Scott Dobroski: So customization is key?
Brian Riley: Absolutely!
Scott Dobroski: Erica, Many roles have gone 100 percent virtual over the last couple of months, your company, before COVID-19, has already been doing that. So, is there any difference between applying to a company virtually versus being able to meet with them in person?
Erika Klics: The idea of customizing. Remote work environments require trust. You’re not sitting next to each other every day, seeing what’s going on, building that rapport face to face. So, you have to find ways to build that trust in this online environment. For example, if you’re looking at a job description, and it’s a job you really want at a company that you’re interested in, but you’re not a 100 percent fit for that job, say that you’re an 80 percent right for the role, that’s ok! We would absolutely encourage you to apply, but as someone who is reviewing applications, I want to see that the 80 percent fit is solid. I want to know why you’re a fit, I want to see data that can help ground that experience and help me to say, “I can imagine this person doing this job and being successful at it.” Really helping to paint that picture in the application process. We at Zapier don’t take resumes, we have an application project, with essays. It’s essential to take the care and time into showing the person that’s reviewing that you thought about this job.