WHAT WILL THE AUDIENCE LEARN?
The audience will learn some tools and strategies for succeeding in a career search or a job search; The audience will learn how to position themselves to combat the effects of ageism in the hiring process.
EPISODE SUMMARY:
Hiring the right job candidate is a challenging task for any employer. The decision of which person will fill a position, if done too hastily or without proper vetting, can lead to many headaches, including time spent in training, then firing, and searching for / training a new candidate.
It is no surprise that many companies are extremely selective in reviewing their candidates’ LinkedIn Profiles, resumes, and cover letters.
With the changes in the workforce from The Great Resignation, the Work-From-Home movement, and a potential recession, many middle-aged and older employees and candidates are facing unique challenges of ageism in the hiring process. What can you, as a candidate, do to combat the bias of ageism when applying for new positions or new jobs? What are the latest trends in developing a winning Resume? Are cover letters a waste of time, or a valuable asset? How do you build a LinkedIn profile to stand out during these challenging times?
Tune in this evening, when my guest, the very talented executive career services coach, Soozy Miller, and I discuss these issues, along with tips for candidates for a winning chance at being hired.
LinkedIn Profile: https://www.linkedin.com/in/soozymiller
Websites:
Email: soozyg@yahoo.com
Twitter: SoozyPR
EPISODE QUOTE:
Tune in for this informative conversation at TalkRadio.nyc or watch the Facebook Livestream by Clicking Here.
Eric welcomes his guest Soozy G. Miller, and introduces the topic for tonight’s discussion. Soozy is a career services coach, certified personal resume writer, a certified communication and behavior consultant, and a DiSC practitioner. She also helps reduce employee turnover, improves hiring practices, connects leadership to employees, and engages the workforce to improve the workplace culture. Soozy has been a marketing and business writer for about 35 years. She mentions that one day a career agency asked her to write resumes for them. They believed that she was a very good writer. She declined their offer. Though after many emails, she finally accepted their offer. As soon as she started writing resumes, every client got the job that they landed. She found this to be gratifying to help someone find their next opportunity and fulfill their dreams. Eric asks Soozy about a common mistake she sees a lot of job seekers make. She says that using one resume to apply to all positions and basing everything on only the title of the position. Soozy coaches clients on tweeking their resumes and reducing the amount of jobs they apply to.
Eric and Soozy continue their discussion on applying to many jobs but not really applying to the right jobs. Soozy says that job seeking is not sales. Job seeking is more marketing and making sure that when you're marketing yourself, your experience addresses the points of what the company is looking for. She also mentions that with many companies, it's not about moving up the ranks anymore. Some people may be hired for a certain duration to solve a problem and then move on. Soozy also mentions that the hiring cycle is longer because people are more picky about their jobs. She says that the great resignation has made people rethink what they really want. Do you want to work in the office? Do you still want to work the same amount of hours? Soozy says that the one reason many people have left their job in recent times has been to move onto a lower salary in return for a more comfortable job. Most complaints have been about bad leadership and management. Eric and Soozy also mention companies offering amenities such as a ping pong table, free lunch and more. Eric challenges this thought by saying that some people might see this as putting a “bandaid” over the problem.
Eric and Soozy talk about ageism in the workplace and hiring process.soozy says that this is a big topic that she sees on Linkedin, she has seen posts recently from middle managers and above saying that they feel like they are being discriminated against. Younger hires are being more favored. With landing a job, she says that a lot of executives don't show their best selves on their resumes even when they've had so much success in their careers. The benefit she says to being older is that they have all of the experience and expertise. But if you don't know how to write and talk about yourself, employers and companies will miss this. Soozy helps her clients bring out their values and talk/write about why their experience matters. Eric asks Soozy whether there is a worry that with a lot of great points shown in one’s resume one can be seen as overqualified or other issues. She says that if you are looking for the right type of job, this is not an issue. She also mentions other points when matching yourself to the right job and getting your position. She says that soft skills and leadership skills also need to be shown. She gives the example that if many people in the IT industry are looking for a specific position, showing the technical skills won't set you apart as everyone would have them.
Soozy talks about some methods she has to help her clients. She says one thing she advises to do is to reject 90% of the job offers and postings you see. Also , pay attention to the whole job posting and not just the title. She also says to adapt your resume to whatever you are applying to. This will be easier because you're rejecting most job postings and applying to a few a week and focusing on the right ones. She also emphasizes showing your soft skills and leadership skills as well as improving how you talk about yourself. It's about “how your expertise can address the pain points.” She gives an example of talking about an impact you made followed by how you made that impact. Saying things like “I’m a team player” is fine, but you want to mention something that they are looking for and how you've shown or done this in your experience. You can learn more and get in touch with Soozy Miller visiting controlyourcareer.net.
00:00:58.720 --> 00:01:27.500 Eric Sarver, Esq - Employment Law Today: There we go. Good evening and welcome to employment law today. I'm. Your host, Eric Sarart. I'm an employment law and business law, attorney and I, host this live weekly talk radio show is live video broadcast every Tuesday night from five P. M. To six P. M. Eastern standard time, for I have guests who discuss some of the most interesting and novel and timely topics and challenges that employers and business owners are facing during these running times,
00:01:27.510 --> 00:01:36.180 Eric Sarver, Esq - Employment Law Today: and in that regard I love to welcome to the show this evening a very special guest. This is Susie G. Miller, through the welcome to the show.
00:01:44.280 --> 00:02:03.719 Eric Sarver, Esq - Employment Law Today: Ah! Part of that was from a nice so yes, two weeks vacation proceeded, unfortunately by a week or two of a Covid mount in the family, but all healthy and well, and ready to jump back in with some fresh live shows here. So i'm really glad, grateful that you're on this this evening for a topic, and i'm going to um just ah tell audience what they can expect tonight on the topic,
00:02:03.730 --> 00:02:10.160 Eric Sarver, Esq - Employment Law Today: and then i'll give you a proper instruction, and If I' to work with you, we can engage our lively discussion.
00:02:10.169 --> 00:02:11.500 Soozy Miller: Sounds great,
00:02:11.510 --> 00:02:20.600 Eric Sarver, Esq - Employment Law Today: all right, excellent, all right. So our talk for tonight folks is combating ages in the workplace. I think very entirely these days.
00:02:20.690 --> 00:02:23.600 Eric Sarver, Esq - Employment Law Today: You know, Susan, I was talking about the fact that
00:02:24.100 --> 00:02:26.189 Eric Sarver, Esq - Employment Law Today: hiring and the right job candidate
00:02:26.200 --> 00:02:28.729 Eric Sarver, Esq - Employment Law Today: and the challenging task for any employer,
00:02:28.740 --> 00:02:35.189 Eric Sarver, Esq - Employment Law Today: and the decision of which person will fill a position. It's done too hastily without proper vetting
00:02:35.200 --> 00:02:43.270 Eric Sarver, Esq - Employment Law Today: that can lead to many headaches, including time spent in training and then firing, and then searching for and training a new candidate.
00:02:43.280 --> 00:03:03.190 Eric Sarver, Esq - Employment Law Today: So it is no surprise that many companies are extremely selective, and reviewing their candidates, linkedin profiles and resumes and the coverage. But with the changes in the workforce from the great resignation and the work from home movement as well as a potential recession.
00:03:03.200 --> 00:03:07.790 Eric Sarver, Esq - Employment Law Today: We're finding that many middle-aged and older employees and candidates
00:03:07.800 --> 00:03:27.410 Eric Sarver, Esq - Employment Law Today: are facing any challenges of ages in the hiring process, so the question becomes, What can you as a candidate, do to combat the bias ages? Um. When applying for new positions or new jobs? The important question for a company is asking themselves as well, what are the latest trends in developing a winning resume?
00:03:27.420 --> 00:03:31.379 Eric Sarver, Esq - Employment Law Today: Are couple letters a waste of time, or are they a valuable asset?
00:03:31.600 --> 00:03:43.700 Eric Sarver, Esq - Employment Law Today: And how do you build a link and profile to stand out during these challenging times? So tune in this evening, when my guests, the very talented executive career services. Coach Susie Miller and I discuss these issues
00:03:43.710 --> 00:03:53.889 Eric Sarver, Esq - Employment Law Today: along with tips for candidates for a winning chance of being hired. So usually when you talk to the employers and business owners, but today a special shout out special attention to
00:03:53.900 --> 00:03:56.890 Eric Sarver, Esq - Employment Law Today: to them, but also to the employees and candidates as well.
00:03:57.260 --> 00:04:14.040 Eric Sarver, Esq - Employment Law Today: And with that I first want to, of course, give Susie the proper instruction that she deserves from her impressive background and time spent in this field. So my guess is, he thinks to use E. G. Miller, A. Cp. R. W. C. Dcc. And Cdp.
00:04:14.050 --> 00:04:33.310 Eric Sarver, Esq - Employment Law Today: A certified professional resume writer, a certified communication and behavioral consultant, and a certified district practitioner is also a member of the professional association of Resume writers and career Coaches, also known as P. Ar. Wcc. She's, a disc virtual coach and a recruiter.
00:04:33.350 --> 00:04:43.890 Eric Sarver, Esq - Employment Law Today: Well, letters there, but they all represent a lot of hard work she has, and rather as advised companies on their marketing and branding for more than thirty five years,
00:04:44.030 --> 00:05:02.700 Eric Sarver, Esq - Employment Law Today: and now uses that knowledge to help hundreds of job seekers worldwide to control their career for the job. Search Tuesday helps executives reduce their time and stress by coaching them to reject most job postings and offers, ensuring that they apply to the right job at the right time.
00:05:02.710 --> 00:05:11.290 Eric Sarver, Esq - Employment Law Today: She also evaluates leadership, communication and soft skills to create better search materials, to improve interviewing
00:05:11.300 --> 00:05:29.220 Eric Sarver, Esq - Employment Law Today: and to help executives Better adapt to the new workplace. Um, Susie understands hiring software, the hiring lifecycle, and what companies want to see from candidates regarding their resumes, their cover letters, their link, their profiles, their executive professional biographies and career coaching
00:05:29.230 --> 00:05:33.889 Eric Sarver, Esq - Employment Law Today: and for companies and corporations that's to the employers out there, listening as they do each week.
00:05:33.900 --> 00:05:38.780 Eric Sarver, Esq - Employment Law Today: Susie reduces employee turnover improves, hiring practices,
00:05:38.790 --> 00:05:54.089 Eric Sarver, Esq - Employment Law Today: connect leadership to employees and engages the workforce to approve the workplace culture very importantly in these times. So employees at all levels can look forward to coming to each day, and that's really a win win for the employer, I think. I'm.
00:05:54.100 --> 00:05:55.970 Eric Sarver, Esq - Employment Law Today: So
00:06:00.800 --> 00:06:08.890 Eric Sarver, Esq - Employment Law Today: that's good. Give me a question, all right. The question number one. Yes, you got it. The question was my guess, which is,
00:06:08.900 --> 00:06:19.459 Eric Sarver, Esq - Employment Law Today: Tell us a bit more about yourself, Susie, mainly what drew you to the world of executive coaching and and career coaching, And what promised you to start your own business?
00:06:19.550 --> 00:06:24.689 Soozy Miller: Okay. So I've been a marketing writer and a business writer for about thirty five years,
00:06:24.700 --> 00:06:33.990 Soozy Miller: um, And one day a a career agency came to me and said, Right for us, right as a maze, and I said, No, you're crazy. And I clicked delete,
00:06:34.060 --> 00:06:51.339 Eric Sarver, Esq - Employment Law Today: and the second time they came to me, and they said, We think you're a really good writer, but we want you to write resumes, and I said, No, thank you. I'm good. Where I am. Click the week after, like twenty emails. Later, I finally said, Okay, maybe they have something here. I'll try it, and the thing that happened was
00:06:51.570 --> 00:07:00.610 Soozy Miller: even before I had any methodology, even before I talked to any professionals, even before I knew what I was doing with resumes.
00:07:00.740 --> 00:07:04.589 Soozy Miller: As soon as I started writing them. Every client got the job that they landed, but
00:07:05.100 --> 00:07:19.190 Soozy Miller: so I started off with a bang, and what I noticed was that where i'd been writing social media posts and I have been writing marketing material and writing website content. I find this to be much more gratified,
00:07:19.200 --> 00:07:29.320 Eric Sarver, Esq - Employment Law Today: helping someone out of their stressful situation to get their next opportunity, or even if they got fired to make sure that they could put food on the table.
00:07:29.340 --> 00:07:42.989 Soozy Miller: Um! I got a lot of very positive responses, and people were very appreciative of the success with the resume. So it started off with a bang when I when I started doing it, and so it up positively right away. Then
00:07:43.000 --> 00:07:55.590 Soozy Miller: I started doing research. I started taking training. I started going to every single Webinar I could, and talking to others doing the same thing. And I developed my methodology, which is kind of unbreakable now, which is cool,
00:07:56.210 --> 00:07:57.490 Eric Sarver, Esq - Employment Law Today: well
00:07:57.500 --> 00:08:11.049 Eric Sarver, Esq - Employment Law Today: interesting back by their interesting, you know. Situation. Um, I think it's great that they kept the company resistant. They kept, you know, persistently going up to you, and I guess I saw something there so, and I like what you said about the how you
00:08:11.110 --> 00:08:13.390 Eric Sarver, Esq - Employment Law Today: I felt satisfied, and I didn't have it.
00:08:13.400 --> 00:08:37.419 Eric Sarver, Esq - Employment Law Today: Yes, it's very satisfying when someone comes to me, I mean I mostly work with executives, but when somebody comes to me and said, Suzie, I need help. I don't. I don't know what i'm doing. I I need to, you know, like my severance is running out, or you know, whatever it is, I suddenly have a problem, and they're stressed. If I can turn that around and make them confident and get them what they need that's going,
00:08:37.700 --> 00:08:41.400 Eric Sarver, Esq - Employment Law Today: you know. I think there's something about that I find interesting. Excuse me, it's like
00:08:41.409 --> 00:09:10.450 Eric Sarver, Esq - Employment Law Today: different types of you know jobs, but the type of jobs that you and I, you know where you can directly so see the fruits of your labor. See the health thing. It's like. You see the media results at times for what you're doing for clients like. I think that's very gratifying to me as well. I'm writing, content, marketing, or all great stuff. You know many lawyers do you do research or policy work for the long run next grade. But
00:09:10.460 --> 00:09:32.339 Eric Sarver, Esq - Employment Law Today: I know, and today I talked to a client. We've just hashed out a strategy, for, you know, addressing a fertilizer, so it against their company. And I don't think possible when I, you know, say, follow a response to Department of Labor, or help a company to form their operating agreement. There's that some immediate do you see? There? I believe they thank you, and there's some some kind of result that comes about. So I hear you about that.
00:09:32.370 --> 00:09:45.390 Eric Sarver, Esq - Employment Law Today: And they and the helping people. You really can't eat that, you know. It's interesting, right? Right? And actually my favorite kind of client is the one that comes to me. This I don't know what to do. I'm stuck, and they're a little bit angry, but anxious,
00:09:45.400 --> 00:09:52.770 Soozy Miller: and to get them to what they need. It's just, and I just love that just helping people fulfill their dreams. It's really nice
00:10:07.300 --> 00:10:14.640 Eric Sarver, Esq - Employment Law Today: are rewarded and calm, and that I see it on people's faces here, and I know that's a great feeling, and i'm sure you do as well.
00:10:14.650 --> 00:10:24.940 Eric Sarver, Esq - Employment Law Today: Um, you know talking about job seekers. I'm wondering. My first question is where I guess my second question technically would be so, Susie, what is the number? One mistake that
00:10:24.950 --> 00:10:40.550 Eric Sarver, Esq - Employment Law Today: you see job secrets? Oh, yeah, by far, Absolutely no question using one resume to apply to all positions, and then using that one resume to apply to
00:10:40.900 --> 00:10:47.589 Eric Sarver, Esq - Employment Law Today: many positions. And we're talking about people doing one hundred and fifty applications in a weekend kind of thing,
00:10:47.600 --> 00:11:01.939 Eric Sarver, Esq - Employment Law Today: using one resume to apply to all positions, and basing the application on just the title of the position very ineffective, inappropriate waste. Everyone's time, but a lot of people do it.
00:11:13.500 --> 00:11:31.949 Eric Sarver, Esq - Employment Law Today: You don't want to do the work that's part of it. If they don't want to have to adjust the resume for every application. With my resumes, you Don't, adjust the entire, resume. You adjust only parts of it to fit. So you don't have to rewrite the whole thing every time that would be insane. I mean, it's a waste of time,
00:11:31.960 --> 00:11:48.810 Eric Sarver, Esq - Employment Law Today: so I I coach my clients on how to? Only ah ah! Adapt specific parts of the resume to every application, and that's assuming they're applying to the right type of job. That's why I spend a lot of my time coaching clients on reducing
00:11:48.820 --> 00:11:52.240 Soozy Miller: the number of jobs that they're applying to. Because that takes time.
00:11:52.740 --> 00:11:54.690 Eric Sarver, Esq - Employment Law Today: Yeah,
00:11:54.750 --> 00:12:08.989 Eric Sarver, Esq - Employment Law Today: it's interesting right. Sometimes you don't less is more right. And if you're not right, school, if you're not wasting time, what you're saying on jobs that maybe not the right fit, or will only lead to wasting time. Injection maybe wrap some demoralization.
00:12:09.000 --> 00:12:11.889 Eric Sarver, Esq - Employment Law Today: Yes, it's on the better shots, I suppose. Right makes sense.
00:12:11.900 --> 00:12:17.289 Eric Sarver, Esq - Employment Law Today: Yes, There are a lot of posts on Linkedin now, mostly from middle managers
00:12:17.300 --> 00:12:33.179 Eric Sarver, Esq - Employment Law Today: about how they've just had it. They've applied the jobs and applied to jobs, and they've just had it, and they think that with the great resignation that there are more slots open, therefore they would have one account of getting a job. And yet there's so many posts on linkedin from people saying
00:12:33.190 --> 00:12:47.549 Eric Sarver, Esq - Employment Law Today: Um, i'm stress I can't take it anymore. I just go to projection after a direction. No one's telling me what's wrong. No one's telling me what's wrong with the resume. I'm getting no feedback. I just get injection. I can't take any more. I don't know what to do. I'm running out of money. I see a lot of them.
00:12:47.570 --> 00:13:06.490 Eric Sarver, Esq - Employment Law Today: Yeah, you know, like I can see. I can imagine that must be hard to see, and I think you're right. People don't eventually know what's wrong with the res. Me. They don't get that feedback from the rejecting employer, because it all the time to say. Well, you know, I thought this was too wordy, or the format was off. But I suppose that's where you come in, and
00:13:06.500 --> 00:13:09.190 Eric Sarver, Esq - Employment Law Today: you know great to have that kind of as as the um.
00:13:09.200 --> 00:13:26.749 Eric Sarver, Esq - Employment Law Today: So the the main mistake people make were actually believed or not. Ah, at our first commercial break or a minute away. But I might as well take it down before I get into the next question. So with that i'll just let our audience know once again. I've been listening to employment law today. I'm your husband and sober, I guess. Tonight.
00:13:26.760 --> 00:13:42.329 Eric Sarver, Esq - Employment Law Today: Executive career, coach and and um candidate, that trainer um a certified communication, behavioral assault, and Suzy J. Miller. We're talking also about combating the ages of in the hiring process. So we come back. We'll talk more about the ages. I'm. And more about
00:13:42.350 --> 00:13:51.339 Eric Sarver, Esq - Employment Law Today: how the what landscape changes, and what you can do to prep for your job. Search. So stay tuned. I'm talking to Mit. We'll be back in a moment.
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00:15:50.050 --> 00:15:55.359 www.TalkRadio.nyc: Welcome back to employment law. Today i'm Eric sober close to the show. My guest.
00:15:55.430 --> 00:15:58.850 www.TalkRadio.nyc: You're talking about combating each of them in the right place.
00:15:59.420 --> 00:16:00.959 I'll show you
00:16:03.270 --> 00:16:05.870 www.TalkRadio.nyc: from music. I think it may come to you soon,
00:16:08.670 --> 00:16:36.850 Eric Sarver, Esq - Employment Law Today: as I was saying,
00:16:36.860 --> 00:16:43.049 Eric Sarver, Esq - Employment Law Today: make abuse in the recipe for every position or the way. The fact that they don't get the feedback, and they just made it
00:17:06.099 --> 00:17:14.619 Eric Sarver, Esq - Employment Law Today: a man in a buckshot of hitting every possible company to number scheme. But I imagine if there are plenty of positions that
00:17:14.630 --> 00:17:22.589 Eric Sarver, Esq - Employment Law Today: they're not a good fit, and if they're using the same residue without achieving it. They you do the same thing, all but already they'd expect to get the results on the Saturday to
00:17:29.300 --> 00:17:31.450 Eric Sarver, Esq - Employment Law Today: so they think, Okay, Can I give you more.
00:17:31.940 --> 00:17:33.689 Eric Sarver, Esq - Employment Law Today: And I think what I'm going to say is,
00:17:33.700 --> 00:17:37.389 Eric Sarver, Esq - Employment Law Today: I've got somebody to work doing it smarter to do a different thing.
00:17:37.400 --> 00:17:41.930 Eric Sarver, Esq - Employment Law Today: That was Yes, So what I tell people is
00:17:41.950 --> 00:17:45.469 Eric Sarver, Esq - Employment Law Today: um Job-seeking is not sales
00:17:45.480 --> 00:17:49.810 Eric Sarver, Esq - Employment Law Today: right. It all depends on numbers. Yes, the numbers are a big part of that
00:17:50.170 --> 00:18:07.310 Soozy Miller: job. Seeking is more marketing, and that's different. Marketing is making sure that your experience when you, when you're marketing yourself, it's about making sure that your experience addresses the pain point of the company you're applying to.
00:18:07.340 --> 00:18:34.389 Eric Sarver, Esq - Employment Law Today: That's a very, very different thing, and that's why it's not about numbers. It's about making sure that your experience as the leader as the executive, your your expertise, your value at matches, what the company is looking for, and as a result of this, and we mainly going to get to this a little bit later. But I want to touch on. It is that because of the great resignation and everything that's
00:18:36.660 --> 00:18:38.420 Soozy Miller: companies are
00:18:38.850 --> 00:18:42.989 Soozy Miller: executive positions have become more project-based.
00:18:43.130 --> 00:18:53.189 Soozy Miller: It seems that what used to be longevity is the favorable thing You've been at the company for ten, twenty thirty years. You've worked up the ranks. That makes you a better candidate,
00:18:53.200 --> 00:18:56.980 Soozy Miller: and in some cases that's still true. But in a lot of cases
00:18:57.000 --> 00:19:00.289 Soozy Miller: ever since Covid came, and the great resignation.
00:19:00.300 --> 00:19:01.880 Soozy Miller: The leadership
00:19:01.940 --> 00:19:17.259 Soozy Miller: positions are more about solving a specific problem. Go in. It's a project-based you go in because you have a specific talent, a specific value ad go in, fix the problem on contract, and then leave,
00:19:17.270 --> 00:19:27.939 Soozy Miller: and then you go into the next one. So resumes for leadership. Look a little bit different these days, because they're fixing a problem and then leaving It's not necessarily about moving up the ranks.
00:19:47.310 --> 00:19:48.490 As you said, there's a
00:19:48.600 --> 00:19:49.660 Eric Sarver, Esq - Employment Law Today: out of the
00:19:49.670 --> 00:19:52.789 Eric Sarver, Esq - Employment Law Today: just, you know, like the problem of
00:19:52.800 --> 00:19:56.169 Eric Sarver, Esq - Employment Law Today: It's interesting because that was the best question for you. We're talking about
00:19:56.180 --> 00:20:08.490 Eric Sarver, Esq - Employment Law Today: in what ways their representations change the world. They're recruiting from a candidate perspective, too. I'm wondering what's changed in terms of how you evaluate and find can be.
00:20:08.500 --> 00:20:12.290 Eric Sarver, Esq - Employment Law Today: How is it work? Are we getting satisfaction to like tracking your employees.
00:20:12.300 --> 00:20:22.529 Soozy Miller: All right. So a couple of things have happened. The hiring cycle has gotten a little bit longer, because people are being pickier about their next job.
00:20:22.540 --> 00:20:28.589 And I get this question all the time because everyone everyone says, Well, it's like nine over eleven people recessing their lives.
00:20:28.600 --> 00:20:29.290 Yeah,
00:20:29.300 --> 00:20:31.219 Soozy Miller: Nine over eleven was about,
00:20:31.230 --> 00:20:42.490 Soozy Miller: you know, changing your whole lifestyle. Where do I want to live now? Do I want children, or do I not? They were questioning their whole life. The great resignation is more about. I don't want to work for a lousy boss anymore.
00:20:42.500 --> 00:20:54.940 Soozy Miller: I don't want to work for a lousy culture. I don't want to work nine to five anymore, because I I can get my work done in a shorter time. There's no reason for me to be in office for forty hours a week, so the great resignation is more about.
00:20:55.360 --> 00:20:59.530 Soozy Miller: I need to find something that i'm comfortable doing.
00:20:59.540 --> 00:21:09.780 Soozy Miller: I want to like my next job. I don't want to feel stuck there, and so companies are scrambling to try to figure out how to get their employees back
00:21:09.830 --> 00:21:11.160 Eric Sarver, Esq - Employment Law Today: when
00:21:11.200 --> 00:21:22.009 Soozy Miller: Everyone has their unique skills, and they still have to fill these positions. It's a challenge. It's a challenge for leadership. It's specifically a challenge, because they saw all of their employees going
00:21:22.020 --> 00:21:36.969 Eric Sarver, Esq - Employment Law Today: um on the leaving. They're like. Well, I don't want to have to do six times the work, because my play is left, and the other thing that happened with leadership is, not only did they see their employees leave, but they say, you know, I think I want to do something different. But I have the money
00:21:37.270 --> 00:21:54.889 Eric Sarver, Esq - Employment Law Today: to sit here for a year and figure out what I want to do. So the arc of hiring that a little bit longer and a little bit more complicated again. Now, of course, because of the great designation we're heading to a great recession, and companies are letting people go. Yes, there's that way for customers
00:21:54.900 --> 00:22:01.960 Soozy Miller: for leadership. It's about. What do I do next? Now? The interesting part about this is that
00:22:02.290 --> 00:22:13.390 Eric Sarver, Esq - Employment Law Today: the number one reason why people left was not for a better salary. But people are actually taking a reduction in salary for a more comfortable job,
00:22:13.400 --> 00:22:14.890 Soozy Miller: a more comfortable job.
00:22:14.900 --> 00:22:29.079 Eric Sarver, Esq - Employment Law Today: They're willing to make less money. It wasn't about salary, every complaint or most complaints were about the management. I don't want to work with this kind of manager anymore. My manager is horrible. I don't want to work with that anymore.
00:22:30.800 --> 00:22:53.390 Eric Sarver, Esq - Employment Law Today: Yeah, you know, I think all good ones I've seen. And you're right that the resignation is not just about people quitting and disappearing off the face of the employment through the landscape it's often residing and going to find that better fit, whether it's working for themselves for a small company or remote operation. So I hear what you're saying in there. I hear that changes. I guess it can impact me
00:22:53.400 --> 00:22:55.790 Eric Sarver, Esq - Employment Law Today: both. You know the hiring company
00:22:55.800 --> 00:22:58.640 Eric Sarver, Esq - Employment Law Today: and the candidates right? Because you know they're actually now
00:22:58.750 --> 00:23:15.460 Eric Sarver, Esq - Employment Law Today: um, perhaps in different situations where they're you're up against. Let's say, other candidates are also resigning and looking for new work, and then the other recession. As you mentioned to me one thing I should about later, but the recession that's coming, or it might be coming. We've come up but um just assigned to that. Now that can be the company layoff
00:23:15.470 --> 00:23:26.790 Eric Sarver, Esq - Employment Law Today: um, and I think it's. It's as if everything's sort of all connected, you know. I think I think I've heard that they like the pandemic was not so much the creator of these awakens. It was a catalyst. It was like,
00:23:26.800 --> 00:23:46.190 Eric Sarver, Esq - Employment Law Today: yes, right like these things were, you know people were kind of clamouring talking. There was some chatter about. Ah, these these type of issues, people not being happier, their job people not like living, their micro management in their office, or the politics, or you know, the wanting to work remotely.
00:23:46.200 --> 00:23:48.390 Eric Sarver, Esq - Employment Law Today: They, with these on their people's, radar for it
00:23:48.400 --> 00:24:00.610 Eric Sarver, Esq - Employment Law Today: a while, and then the pinema just made people either see how it can be done. Well, I try to work remotely, or something, really, you know, hold up a sort of a mirror to their experience, and saying, You know, this is not what I want to do,
00:24:00.620 --> 00:24:28.629 Eric Sarver, Esq - Employment Law Today: and a lot of companies thought they would be more successful with attracting talent if they were more Googleesque if they can't get more like Google, which had, you know, ping pong tables and lunches and a rooms, and they had what was called Boot X, which you could take time off a day off something like that sale of every month. To think of a new idea for that disappeared that went into the
00:24:28.640 --> 00:24:44.790 Eric Sarver, Esq - Employment Law Today: But companies thought they saw Google having so much success that they thought, Oh, maybe if they get a big round table in or make it more fun. Unfortunately for their resignation, it didn't work for a lot of companies because they're just not that way, you know. Google is a more liberal company
00:24:44.800 --> 00:24:55.519 Soozy Miller: about my company like Ibm. We talk about like a restaurant coming like Wendy's. They're probably going to be more conservative, and they're not going to go for the paying timetable for the
00:24:55.940 --> 00:25:10.489 Eric Sarver, Esq - Employment Law Today: yeah. And I think you're saying, too. And also, you know, because arguably one might say that from the Kansas's perspective, having no your place at the big bunk table, you know, or you know, free lunch or a beer tap. There's five on Fridays, I mean.
00:25:10.510 --> 00:25:16.889 Eric Sarver, Esq - Employment Law Today: I think some people might do that as like, sort of, you know, putting a Band-aid a lot of them right like, you know, giving someone a candy bar.
00:25:16.900 --> 00:25:18.290 Eric Sarver, Esq - Employment Law Today: Yes, from that.
00:25:18.300 --> 00:25:19.490 Eric Sarver, Esq - Employment Law Today: Yes, I have.
00:25:19.500 --> 00:25:27.319 Soozy Miller: Yeah, I totally see that. And I actually know some people who the company offers so many um,
00:25:27.510 --> 00:25:37.860 Eric Sarver, Esq - Employment Law Today: so many extras, you know, and amenities, and because their manager is bad, they're like No, I still don't want to work here, even with all these amenities. I don't want to work here anymore.
00:25:38.900 --> 00:25:43.389 Eric Sarver, Esq - Employment Law Today: They can play in pool or ping pong, you know, on their own time, in their basement with their son or daughter; or
00:25:43.400 --> 00:25:48.489 Soozy Miller: if the point is that because of those surveys that I saw. Also, if your manager is bad,
00:25:48.500 --> 00:25:53.639 Soozy Miller: if your manager does not know how to manage well, you're going to leave, regardless of what they throw out
00:25:53.650 --> 00:25:55.489 Eric Sarver, Esq - Employment Law Today: right money. Otherwise.
00:25:55.500 --> 00:25:58.090 Eric Sarver, Esq - Employment Law Today: Yeah, I think all we know about it is the excellent points there
00:26:13.350 --> 00:26:27.779 Eric Sarver, Esq - Employment Law Today: most impacted. I just think that the middle man was impacted first, like people, had to assume their responsibilities after they were gone, and then it affected leadership.
00:26:27.790 --> 00:26:55.909 Eric Sarver, Esq - Employment Law Today: Um! I also think that Covid and quarantine heavily affected leadership. I know of Um, an executive um executive human resources. Colleague of mine was talking about two people who were married to each other who were in the the C-suite, their executives at the same company, and they had some kids, and when Quarantine hit and Covid hit, they had to go, they went home to meet their kids, and the company was like, Well, we need you to still do what we're doing, and they said we can't get to what we're still doing.
00:26:55.920 --> 00:27:04.060 Eric Sarver, Esq - Employment Law Today: We have two kids at home. We're quarantine. The kids can't go to school. What are we supposed to do? And they were like. Well, we still need leadership, but they're like,
00:27:04.070 --> 00:27:19.490 Eric Sarver, Esq - Employment Law Today: Give you what you need. That kind of stuff happens. So I think it's a combination. I don't think one got hit more than the other. I think they all had just different responses to it,
00:27:19.500 --> 00:27:28.489 Eric Sarver, Esq - Employment Law Today: knew what they needed, and and I think it was harder sometimes to just give a company the same thing they were doing before. When you have zoom schooling and kids at home.
00:27:28.500 --> 00:27:39.829 Eric Sarver, Esq - Employment Law Today: Yeah, it changes. It's just gonna change. And if you're not going a company as a company, if you're not going to change with the Times and and be more human about things that have a problem.
00:27:40.130 --> 00:28:01.489 Eric Sarver, Esq - Employment Law Today: I've seen that you know, too, with other guests talking about their work from home and the Hr perspective of how companies that are not going to be flexible even with the hybrid thing, you know. Two days and the hours away from two or three, you know, and two, you know, one in one week, three the next, or um if they're assisting on five days in the office. Very often it's just that virginity that is not
00:28:01.500 --> 00:28:04.090 Eric Sarver, Esq - Employment Law Today: really matching the Times. The people
00:28:04.100 --> 00:28:15.590 Eric Sarver, Esq - Employment Law Today: getting used to a different thing that you know the daily commute, the jelly, you know, drag, and I think they're just not having it. So it's in. You know all the ways that we're talking about, You know.
00:28:15.600 --> 00:28:17.489 Eric Sarver, Esq - Employment Law Today: I I definitely um
00:28:17.500 --> 00:28:27.490 Eric Sarver, Esq - Employment Law Today: want to move into another question after a commercial break more about the middle-aged older employees. Yeah. Kind of difficulties with ages that they're facing and so
00:28:32.420 --> 00:28:37.269 Eric Sarver, Esq - Employment Law Today: for me after our commercial break. So you know, for Now let everyone know that you are
00:28:37.280 --> 00:28:55.669 Eric Sarver, Esq - Employment Law Today: uh watching and listening to employment law today on talk for you and Ny. Our guest tonight. Very talented right now with Susie Miller. When we come back we're going to talk about this issue of combating ages of in the workplace and really have a apply for jobs that you're middle age and older years. So stay tuned right back.
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00:31:00.020 --> 00:31:06.490 Eric Sarver, Esq - Employment Law Today: Welcome back to employment law. Today i'm your host, Eric. Sovereignt an employment. Live business law attorney
00:31:06.500 --> 00:31:25.710 Eric Sarver, Esq - Employment Law Today: here tonight with, I guess Tony Miller discussing issues around candidates applying for jobs and issues and strategy as well as ah ages in in, in the hiring workforce in the workplace, and how older employees and candidates can overcome some of those obstacles, pages of what are buying their positions
00:31:25.720 --> 00:31:29.989 Eric Sarver, Esq - Employment Law Today: so once again to the It is terrific. Having on the show tonight. Glad you enjoyed it. Thank you.
00:31:30.000 --> 00:31:31.580 Eric Sarver, Esq - Employment Law Today: Thank you. I'm having fun.
00:31:31.590 --> 00:31:50.950 Eric Sarver, Esq - Employment Law Today: Yeah, we see what I always enjoy. I think this shopping like It's really, you know the conversations and the gas, the interesting topics we cover. Um! I've heard a few back from our audio, which may seem very happy, so let's get to the the meat of it but the ages of if we will. Um. And uh, you know my question. I'm wondering here is that,
00:31:59.560 --> 00:32:02.610 Eric Sarver, Esq - Employment Law Today: and if so, what factors do you think you're responsible for it,
00:32:02.620 --> 00:32:04.760 tech and ages in the hiring.
00:32:05.060 --> 00:32:10.869 Eric Sarver, Esq - Employment Law Today: Okay. So this is a really big topic on social media, particularly linkedin
00:32:10.880 --> 00:32:16.090 Eric Sarver, Esq - Employment Law Today: going to happen to everybody. Sorry, I said. I'm sorry, I said. We've got a half an hour. We're going to.
00:32:16.100 --> 00:32:17.789 Okay.
00:32:17.800 --> 00:32:29.710 Soozy Miller: This is a really big topic for people on Linkedin, because I've seen so many posts recently from middle managers, and about saying how
00:32:29.720 --> 00:32:44.689 Soozy Miller: they just feel like they're being discriminated against, and and companies are going with younger hires, and in meetings, company decisions are being. The younger people are making the decisions that everyone's going with that kind of stuff they're given the priority.
00:32:44.700 --> 00:33:05.789 Eric Sarver, Esq - Employment Law Today: I actually have a couple of colleagues who are working on this very issue. One of the things is, i'm, a disc practitioner, and they're trying to use this to address ages and issues in the workplace. So they're actively doing that they're trying to bridge gaps between the age, between different ages in the workplace.
00:33:05.800 --> 00:33:22.240 Eric Sarver, Esq - Employment Law Today: Okay. So the challenge that I see with landing a job with ages is that a lot of executives, even though we've done a lot of great stuff, and they have so much value, and they have so much to give.
00:33:22.510 --> 00:33:33.789 Soozy Miller: They don't show it on their resume, and they don't know how to talk about themselves. And we're talking about accomplished people who, when I finally get it out of them,
00:33:33.800 --> 00:33:35.990 Soozy Miller: they have a page full
00:33:36.000 --> 00:33:38.889 Soozy Miller: a value and a page full of impact,
00:33:38.900 --> 00:34:04.589 Eric Sarver, Esq - Employment Law Today: and there's no way the hiring manager is going to oversee that one, and they're just they are in. They will. They will. They're going for the right type of job. It's all but the the challenge that I get with with job seekers with the executive job seekers is they come to me. They don't know where to start. They don't know what they're doing wrong. They don't know how to land that job, and they don't realize that they have to change the way they talk about themselves,
00:34:05.070 --> 00:34:14.590 Soozy Miller: the benefit to being older, the benefit to being over, let's say four thousand five hundred and fifty is you have the experience.
00:34:14.600 --> 00:34:33.349 Eric Sarver, Esq - Employment Law Today: The uncle crowd doesn't have that experience. They don't have all the accomplishments that you have. You have earned as the executive as the leadership you have built your reputation. You have built your expertise. You have definitely accomplished things in impacted companies,
00:34:33.679 --> 00:34:48.570 Soozy Miller: but if you don't know how to demonstrate it, if you don't know how to talk about yourself. If you don't know how to write about yourself, then the company is going to miss that. So that's why there tend to be a problem like Yes, I want to hire you. I'm, you know
00:34:48.580 --> 00:34:57.490 Soozy Miller: I want to-i perfect So from the hire's point of view I want there's energy, new perspective. They know the market. They can reach the young people,
00:34:57.500 --> 00:35:13.089 Eric Sarver, Esq - Employment Law Today: but they're not going to have the expertise that the older crowd does that over forty, five or over fifty does so. What I do is I work with those executives to help them demonstrate that importance.
00:35:13.100 --> 00:35:26.890 Eric Sarver, Esq - Employment Law Today: Stop now, you. I get into complications. With that. I was working with a finance director who was very frustrated because he didn't know what he wanted to do next. If he was a finance. He wouldn't do anything other than finance. He's a finance guy.
00:35:26.900 --> 00:35:27.890 Eric Sarver, Esq - Employment Law Today: Mhm Yeah,
00:35:27.900 --> 00:35:39.289 Soozy Miller: And I could tell that he'd accomplished a lot, because I can tell in his most recent position, his most recent company. He had started overseeing one division, and had been given
00:35:39.300 --> 00:35:40.790 Soozy Miller: two more divisions,
00:35:40.800 --> 00:35:43.600 so I know that he was very accomplished.
00:35:43.610 --> 00:35:52.720 Soozy Miller: But when I talked to him and asked him questions about it, the only thing he could say to me was, Susie. I work really hard, and you're not going to understand what I do.
00:35:52.810 --> 00:35:56.899 Soozy Miller: And my thought was, if I don't understand it,
00:35:56.910 --> 00:36:02.390 Eric Sarver, Esq - Employment Law Today: a recorder is not going to understand it, and you were thinking you're recruiters in the industry that were career to understand it.
00:36:02.400 --> 00:36:07.389 Eric Sarver, Esq - Employment Law Today: Not necessarily. Or who's ever looking at your resume when it comes to the
00:36:07.400 --> 00:36:12.689 Soozy Miller: that applicant tracking system, or you email it in the person on the other end is going to recognize your talents.
00:36:12.700 --> 00:36:14.890 Eric Sarver, Esq - Employment Law Today: Not necessarily. You're not a
00:36:14.900 --> 00:36:15.689 get it.
00:36:15.700 --> 00:36:34.789 Eric Sarver, Esq - Employment Law Today: You need to present yourself in a way that shows your family. He wasn't able to do it. He just kept saying, Susie, I work really hard, and I kept telling him, and if you can't express it to me what you've done, I can see what you've done. They gave you two more divisions, for he did. But if you can't talk to me about it,
00:36:34.800 --> 00:36:38.590 Soozy Miller: you're not going to be able to talk to anyone else about it, and you're going to be less hireful.
00:36:38.600 --> 00:36:49.189 Eric Sarver, Esq - Employment Law Today: Yeah. Another gentleman came to me. It's who is a car sales executive high-end cards his resume had nothing on it.
00:36:49.200 --> 00:36:51.629 Soozy Miller: His resume is gold now,
00:36:51.640 --> 00:37:17.989 Eric Sarver, Esq - Employment Law Today: because we went through and again brought out his value. But you have to be able to talk about yourself and talk about the expertise and talk about why the experience matters. You have to be able to write about yourself. So when he tells you about something, you have to be able to say what it is about you. What's unique about your leadership that fits with what the job needs.
00:37:18.000 --> 00:37:21.990 Eric Sarver, Esq - Employment Law Today: You have to be able to talk about yourself to people.
00:37:22.000 --> 00:37:27.310 Eric Sarver, Esq - Employment Law Today: Yeah, um at every phase of the Heinrich cycle.
00:37:27.320 --> 00:37:44.089 Eric Sarver, Esq - Employment Law Today: Um. So from that point of view on my end it gets a little bit frustrating. The hiring gets a little frustrating because people are like what it is. I say well, because you don't have a You don't have a geography problem. You're finding where you are. You don't have a Jobs availability problem
00:37:44.100 --> 00:37:53.190 Eric Sarver, Esq - Employment Law Today: and that was available by you. You don't have a job gap that's an issue. There's a whole other topic. You don't have a job yet. It's an issue.
00:37:53.200 --> 00:37:59.060 Soozy Miller: You don't even have a Covid problem, because recruiters and everyone are forgiving everyone for their Covid time. Gas.
00:37:59.070 --> 00:38:01.690 Eric Sarver, Esq - Employment Law Today: Yeah, you have a resume problem,
00:38:01.700 --> 00:38:04.589 Soozy Miller: it'll down the res me and linkedin profile.
00:38:04.600 --> 00:38:12.859 Eric Sarver, Esq - Employment Law Today: You have a resume problem. If your resume doesn't show your value for unique expertise, you're not going to get higher
00:38:13.240 --> 00:38:26.890 Eric Sarver, Esq - Employment Law Today: what I hear you saying. You have to sell yourself and let them, and exhibit and demonstrate why you're important to company, and why they need to, and how talented you are, and it's not a time to be modest or quiet about.
00:38:26.900 --> 00:38:32.010 Soozy Miller: But i'm not talking about this. This is not necessarily modesty. This is not showing off.
00:38:32.020 --> 00:38:34.069 This is saying:
00:38:34.110 --> 00:38:41.889 Eric Sarver, Esq - Employment Law Today: I increased sales thirty percent right? Because I saw that I did an analysis because i'm an implicit person.
00:38:41.900 --> 00:38:56.190 Eric Sarver, Esq - Employment Law Today: I increased sales. I I increased revenue thirty percent because I saw that we needed more sales managers in the mid district here. So we hired more sales, managers and increase our remedies.
00:38:56.200 --> 00:39:14.089 Eric Sarver, Esq - Employment Law Today: Right? That's valu it. I looked at the numbers. I saw what we needed. I got it accomplished our primitive increase. That's not being. I don't think that's showing off. That's just saying, here's what I can do for you. Here's what i'm going you what how I can improve your company.
00:39:14.100 --> 00:39:34.729 Eric Sarver, Esq - Employment Law Today: Sure. Yeah. And it's it's it's to be clear. They might think of it that way, but it's actually not being like acceptable. So you're not saying just empty saving stuff. You know how i'm the greatest person in the world where it's the right you're saying. But if I've done, someone will do the the i'm saying, Well, this person is very smart, very talented, very creative, very hard working all the things that you know.
00:39:40.000 --> 00:39:40.589 Soozy Miller: Yes,
00:39:40.600 --> 00:40:04.029 Eric Sarver, Esq - Employment Law Today: but I think it's. It's a very good point, you know. I do wonder. Do you think people have twenty or this a misconception, if that if they present all their accomplishments, that the the hiring person might think that that the candid, let's say, is either A overwhelming or A. B is going to. Oh, he's going to take, you know she usually to take my job, you know, and things like that. I did not say,
00:40:04.040 --> 00:40:10.990 Eric Sarver, Esq - Employment Law Today: you know, hiring that person. They get fair, the smartest person in the room. I want that to be me. Could that be what the candidates
00:40:11.000 --> 00:40:13.490 Eric Sarver, Esq - Employment Law Today: it was that even an issue people would worry about, you know,
00:40:13.500 --> 00:40:19.119 Eric Sarver, Esq - Employment Law Today: if you are looking for the right type of job, it's not an issue.
00:40:19.130 --> 00:40:41.600 Eric Sarver, Esq - Employment Law Today: If you're looking for the right type of job that matches your experience. It will not be an issue if you've done sales for one hundred years, and they're looking for a sales assistant. You're not getting back. I mean, that's a silly example. But my point is that if you go for the right type of job, your chances zoom up
00:40:41.610 --> 00:40:43.290 Eric Sarver, Esq - Employment Law Today: of you being successful.
00:40:43.300 --> 00:40:49.589 Eric Sarver, Esq - Employment Law Today: Now, the other thing that comes in part here is off skills, leadership skills.
00:40:49.600 --> 00:41:02.769 Soozy Miller: I can't tell you how many executives come to me with a resume that is filled with technical skills. I did this I used. I don't know salesforce. Whatever I use this, I use this.
00:41:02.830 --> 00:41:08.489 Eric Sarver, Esq - Employment Law Today: Here's the challenge is every other executive. It's at your level. That does what you do
00:41:08.500 --> 00:41:13.390 Eric Sarver, Esq - Employment Law Today: has used those same thing. Sure, you look like everyone else.
00:41:13.400 --> 00:41:22.590 Eric Sarver, Esq - Employment Law Today: So it comes in as big as this practitioner. I run a disc assessment on them to determine their unique leadership skills that are unique to them.
00:41:22.600 --> 00:41:43.239 Eric Sarver, Esq - Employment Law Today: And then I have questions about their leadership impact and their leadership value based on those based on that assessment based on those skills, those softer skills that always helps. Because if you are an executive and you're an it, Director. How many it directors are there out there? You can't just compete against
00:41:43.250 --> 00:41:54.840 Eric Sarver, Esq - Employment Law Today: other it. Directors based on your technical skills, because three more at that level. You're all going to have the same technical skills. How you've been doing this for a while.
00:41:54.850 --> 00:42:12.399 Soozy Miller: So your stock skills and your leadership skills. That's what's going to make you the better candidate that you have that's going to make the difference in your value. Add, in your expertise is showing how your brand of leadership has impacted the company as an it director.
00:42:13.100 --> 00:42:17.390 Eric Sarver, Esq - Employment Law Today: Right? It sounds me as if perhaps some some of the executives out there,
00:42:17.400 --> 00:42:20.590 Eric Sarver, Esq - Employment Law Today: you know, who are looking for jobs and people that come to you.
00:42:20.600 --> 00:42:27.389 Eric Sarver, Esq - Employment Law Today: It sounds that maybe some of them might be underestimating the value and the value of those soft skills
00:42:27.400 --> 00:42:29.590 Eric Sarver, Esq - Employment Law Today: totally right. They totally are actually
00:42:29.600 --> 00:42:30.790 Eric Sarver, Esq - Employment Law Today: they. Yes,
00:42:30.800 --> 00:42:38.379 Eric Sarver, Esq - Employment Law Today: they are totally underestimate. This obstacles and soft skills are what hiring teams are looking for.
00:42:38.390 --> 00:42:52.180 Eric Sarver, Esq - Employment Law Today: I think you've got the hard skills on hard skills. We will disqualify you immediately If you don't have a hard skills. That's where you find out that people do think that you don't have the basic hard skills, but it's the sort of skills as executives that they want to know about.
00:42:52.190 --> 00:42:58.309 Eric Sarver, Esq - Employment Law Today: How did you enhance the team? How did you improve the process? How did you increase revenue?
00:42:58.320 --> 00:43:11.690 Eric Sarver, Esq - Employment Law Today: Those are the juicy things that they're looking for in the candidates, and sometimes for me It's like pulling tea to get them to talk about them stuff because they're like. No, I can do this, by the way. Yes, we know you the bed
00:43:11.700 --> 00:43:16.190 Eric Sarver, Esq - Employment Law Today: right like you have to show it to make it obvious.
00:43:16.230 --> 00:43:35.499 Eric Sarver, Esq - Employment Law Today: Um! Talking about soft skills and the job. Search right? I I am working with a senior person to your analyst, and I ran an assessment on her, and it turns out she's going for the wrong times of jobs she was. She's going for
00:43:35.510 --> 00:43:49.889 Eric Sarver, Esq - Employment Law Today: compliance, kind of jobs data jobs behind the scenes jobs. And then, when I ran the assessment on her, it turns out she was an influencer. She's a people person she develops for relationships. But she doesn't want to go for that kind of job. So it's going to be in
00:43:49.900 --> 00:43:55.790 Eric Sarver, Esq - Employment Law Today: Rhoda Howe. Oh, yeah, that's it expression. That's it.
00:43:55.800 --> 00:44:05.829 Soozy Miller: If she keeps on this, I think I should be doing data, I think. Well, you're not a data person, so you might be a little bit frustrated when you go for the wrong type of job.
00:44:06.140 --> 00:44:17.490 Eric Sarver, Esq - Employment Law Today: So i'm hearing you. It's about having people to see what their skills are helping them to emphasize those soft skills.
00:44:17.500 --> 00:44:37.889 Eric Sarver, Esq - Employment Law Today: Right? It's right. And to your point. If it's the right job, then, if it's true in the right position, they're right, fit the right match. The person on the other and is hiring is not going to say, Oh, this person's here across to me, you know, is more far right than me or older, Bobby, and they'll say, this is what this job requires, and and they just have say, I know they have the soft skills and the hearts those I think, like your point to.
00:44:42.500 --> 00:44:43.290 Soozy Miller: And
00:44:43.300 --> 00:44:54.259 Eric Sarver, Esq - Employment Law Today: your question reminded me of another story, which is way back one year to go before I only worked with executives. I was working with an interior designer. Okay, and
00:44:54.380 --> 00:45:01.190 Eric Sarver, Esq - Employment Law Today: she had worked in all these places. She was just so talented. She had been ham. We were all these places all around New York,
00:45:01.200 --> 00:45:16.400 Eric Sarver, Esq - Employment Law Today: all around New York, the top one percent kind of people, and she wouldn't give me good stuff like. I kept asking her. What about this with that? Oh, no, we don't have the time. But I kept saying to her, this is where the juices tell me the good stuff, and it was because
00:45:17.330 --> 00:45:18.920 Soozy Miller: she said,
00:45:18.950 --> 00:45:21.860 Soozy Miller: I don't want to blow anybody away.
00:45:21.970 --> 00:45:28.989 Eric Sarver, Esq - Employment Law Today: Don't want to overwhelm anyone, and I was like you're not gonna overwhelm anyone
00:45:29.600 --> 00:45:31.189 Eric Sarver, Esq - Employment Law Today: they want you. They want that.
00:45:31.200 --> 00:45:43.050 Eric Sarver, Esq - Employment Law Today: They want the goods. They want your value. You're not going to overwhelm everyone and make them feel like no higher than I've ever known, because I feel small.
00:45:43.060 --> 00:46:10.760 Eric Sarver, Esq - Employment Law Today: These are excellent in these stories. I think I hope that our guests can see themselves, maybe, and see where they might be able to improve, and we've got our next commercial break. But when we come back we'll talk more about, you know, getting more of the spread of vice versa, choosing for for for a job such a career change. So stick around folks. You're listening to our watching employment law today. I'm your host, Eric Sober, our guest tonight, Suzie Miller. We'll be back in just a moment
00:46:13.730 --> 00:46:37.799 www.TalkRadio.nyc: anybody who's coming, Dean, and non-profit sector, can actually coming at you from my attic each week. Here on top radio.
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00:48:10.530 --> 00:48:30.389 Eric Sarver, Esq - Employment Law Today: Welcome back to employment law. Today i'm your host, Eric Sober, Our guest tonight is Susan Miller, with some great advice for candidates for job and career. Search particularly for the executive and the middle-aged and older group of which I'm now officially, a warning of of have been throughout her little
00:48:30.400 --> 00:48:45.919 Eric Sarver, Esq - Employment Law Today: more time, and I care of it. Um! But you know, when the great invites you, the I think people need to hear my thing in your perspective, because they have their own, perhaps ammunition, that they don't. Maybe they underestimate this hospital, as you were saying, but when they don't
00:48:45.930 --> 00:48:55.689 Eric Sarver, Esq - Employment Law Today: realize that it's not just about either of them or in time to yourself. So I think we're doing great stuff here. You know what? I'm glad that we're in. Discuss this topic today.
00:48:55.700 --> 00:48:56.620 Really
00:48:56.900 --> 00:49:00.719 Eric Sarver, Esq - Employment Law Today: good to be here. It's awesome. It's fun. I like your
00:49:00.730 --> 00:49:05.169 Eric Sarver, Esq - Employment Law Today: it definitely is alright. So we're talking about some of the you know typical music that
00:49:05.180 --> 00:49:06.890 Eric Sarver, Esq - Employment Law Today: middle aged older folks
00:49:06.900 --> 00:49:20.359 Eric Sarver, Esq - Employment Law Today: face and and rep, you know, responsible for that. So I guess I might take it to you and talk about like, what are some of your methods and strategies for helping your clients? You talked about something ready, but maybe a little more about that.
00:49:20.530 --> 00:49:26.949 Eric Sarver, Esq - Employment Law Today: It's a meeting method you have, so that people get the job exerved without being injured by their age or other.
00:49:27.060 --> 00:49:40.599 Eric Sarver, Esq - Employment Law Today: Right? So there is a method to all this madness, and it works really well. If you work it, if you follow my methodology, you will land at least one job on, for within a week the right job offer, and at least
00:49:40.610 --> 00:49:52.520 Soozy Miller: one Excuse me at least like one interview within a week, and at least one job offer in three months, but it usually takes sooner than that. But again get a follow methodology. So
00:49:53.550 --> 00:50:08.979 Eric Sarver, Esq - Employment Law Today: what I want people to do the first thing I want people to do is to reject ninety percent of job offers. Ninety percent of job posings that they see and don't just go by the job title. I can't tell you how many people apply to a job that says Director of Marketing,
00:50:09.010 --> 00:50:23.179 Eric Sarver, Esq - Employment Law Today: and it's going to be very different. And one corporation that is going to be in another corporation. Okay, read the job posting top to bottom. You want to reject ninety percent of job
00:50:23.190 --> 00:50:35.580 Eric Sarver, Esq - Employment Law Today: jobs that you see, including offers from recruiters. That's the first thing. Because if you're prime to more than five jobs a week and you're not hearing anything back, you're doing something wrong.
00:50:35.980 --> 00:50:44.020 Soozy Miller: Okay, So that's the first thing we take the job offers. The second thing you want to do is not use the one resume.
00:50:44.030 --> 00:50:49.259 Soozy Miller: You really want to adapt your resume to everyone, and it's going to be easier
00:50:49.270 --> 00:51:07.739 Eric Sarver, Esq - Employment Law Today: because once you've rejected one of the most of those job postings and most of those offers. You're only talking about adapting your resume to two to four a week. That's not that much. If you're being really discerning about the jobs, then you're only applying to a few
00:51:07.750 --> 00:51:12.129 Soozy Miller: week, and you're concentrating and focusing down to the right ones.
00:51:12.140 --> 00:51:20.650 Soozy Miller: The other thing you want to do is emphasize your soft skills and your leadership skills, and I know we talked about this earlier, but I cannot tell you
00:51:20.660 --> 00:51:36.639 Soozy Miller: how important this is. You want to change or improve as an executive. If you're job searching, you want to change or improve the way you talk about yourself to people. Stop saying you're a team player.
00:51:36.760 --> 00:51:39.800 Soozy Miller: Stop saying you are a good communicator.
00:51:39.900 --> 00:51:43.889 Eric Sarver, Esq - Employment Law Today: Stop saying you're you're a team builder.
00:51:43.900 --> 00:51:47.790 Eric Sarver, Esq - Employment Law Today: Stop saying that you're passionate about your work.
00:51:47.800 --> 00:51:57.189 Eric Sarver, Esq - Employment Law Today: Yes, that stops great to feel. But it's not about you. It's about how your expertise can address the pain points.
00:51:57.200 --> 00:51:58.200 Soozy Miller: Now
00:51:58.450 --> 00:52:07.500 Eric Sarver, Esq - Employment Law Today: you want to change your language yourself, talk to talk about your value, and What that means is
00:52:07.790 --> 00:52:25.710 Eric Sarver, Esq - Employment Law Today: impact followed by how you created that impact. I increased revenue thirty percent because I hired more regional managers. After analyzing this district right, you get down to specifics. The impact
00:52:25.720 --> 00:52:31.789 Eric Sarver, Esq - Employment Law Today: followed by how you created that impact, and those are the statements you want to make about yourself.
00:52:31.800 --> 00:52:36.590 Soozy Miller: You can use adjectives. You can use it like I am collaborative,
00:52:36.620 --> 00:52:38.310 Soozy Miller: I am.
00:52:38.320 --> 00:53:03.489 Eric Sarver, Esq - Employment Law Today: You can use detail oriented. I mean it's, general one, but you can. You can use. I am cerebral. I am liberal. You can use words like that, but you want to match them with a valuelet. Match them with an impact, because if you go to someone and you say, i'm very cerebral. They're going to go. Okay, What does that mean to us? I don't understand That's great, that you are
00:53:03.500 --> 00:53:07.420 Eric Sarver, Esq - Employment Law Today: right. How does that benefit us like? Why am I talking to you about that? Why did you bring that up?
00:53:07.780 --> 00:53:26.350 Eric Sarver, Esq - Employment Law Today: So you want to match it with a value app, and then you are gold. Because then you will. When someone asks, Why should we hire you instead of the other candidates? You're not gonna say, because i'm passionate, and i'm a collaborator, and i'm I a team player because they're gonna go.
00:53:26.720 --> 00:53:43.950 Eric Sarver, Esq - Employment Law Today: Ah, right, you know they're not. They're going to listen. If you say well, because I saw as part of a job you need x um, And because I am analytical, I was able to take care of X for this company by doing this.
00:53:45.300 --> 00:53:54.089 Eric Sarver, Esq - Employment Law Today: That's what you want to do. It's changing the way you write about yourself changing the way you talk about yourself changing the way you think about yourself,
00:53:54.100 --> 00:54:16.560 Eric Sarver, Esq - Employment Law Today: so that you're different than other people like, I said. If you're an it director, hundreds of thousands of it. Directors are out there. You can't just say you're an it director. You can't just say you're a human resource investment. That means something different to every company you want to find a job that has a pain point that you know you can solve
00:54:16.570 --> 00:54:23.979 Eric Sarver, Esq - Employment Law Today: right, and then address it with your resume and address it. We were supposed to go over. Cover letters too weren't We
00:54:23.990 --> 00:54:45.890 Eric Sarver, Esq - Employment Law Today: i'm sure they can get to that very of the show come back. But but I love what you're saying because it's like they're thinking the model changing the thinking from the candidate, saying they're going to hire me because they're impressed with that radio. So i'll tell. I'm a team player out of hard working as opposed to. They're going to hire me because I can give and contribute this system. This, based on those other skills. Right? So it's like.
00:54:45.900 --> 00:54:52.100 Eric Sarver, Esq - Employment Law Today: Yes, you want to be specific. So many people come to me, and they say, Well, I want you know
00:54:52.580 --> 00:55:10.919 Eric Sarver, Esq - Employment Law Today: i'm supposed to be general right. If i'm general, then they'll be interested in me, and they'll like it specifically. No, that's not the way we're the opposite you want to be specific, so that they will engage you in conversation and talk to you more about that. The best kind of interviews are the ones
00:55:10.930 --> 00:55:38.680 Eric Sarver, Esq - Employment Law Today: that are given takes. So you're figuring out if you're a match. What kind of interviews are the interrogation interviews? Because who's ever interviewing you? It's more information because your resume isn't clear enough about what's going on. If your resume is clear enough about the value right, then the conversation changes, the interview changes, and now they're figuring out. Are you just a good leader for us as a culture Match your personality
00:55:38.730 --> 00:55:40.089 Eric Sarver, Esq - Employment Law Today: right?
00:55:40.100 --> 00:55:49.590 Eric Sarver, Esq - Employment Law Today: If your restway is not good, the recruiter or the injury is going to spend all their time. Well, what do you mean by this? What happened to you? You're not going to be able to get to talk about whether or not you're a match.
00:55:49.600 --> 00:55:50.390 Eric Sarver, Esq - Employment Law Today: Right,
00:55:50.400 --> 00:56:17.280 Eric Sarver, Esq - Employment Law Today: Susie. Fantastic. Wow! What a way to pandemic it! You have so much information There, We've got about two minutes to be a minute and a half left, so I want to before you tell us how to meet you What? All right. So my my website, aptly. Name is control your career dot net. Um. I do have a flyer, a require for everyone about how to reduce your job. Search ninety percent. As I mentioned earlier, like at Myyer
00:56:17.290 --> 00:56:34.500 Eric Sarver, Esq - Employment Law Today: Um. So meeting that info at control your career dot net, So it's brutal, your career net or info at control your career net. If you send me a request, I will send you the Pdf. About how to reduce your John's. Search ninety percent.
00:56:34.860 --> 00:56:43.610 Eric Sarver, Esq - Employment Law Today: Wonderful, Suzy. Well, we've got about. I first of all, I want to thank you again for being on the show, and I give your audience such a wide,
00:56:43.620 --> 00:57:12.770 Eric Sarver, Esq - Employment Law Today: a wider perspective on this very complicated a time and challenging issue of job searching. It really covered a lot with your methodology and your perspective. So, folks, if you like what you heard tonight. You can check out Cesy website, as she mentioned, and if you enjoyed the show, tell your friend and tell your colleagues. Tell your coordinators to tune in Tuesday nights by ten to six. Pm: Right you're on and talk free to at Nyc. You also catch a streaming live on a Google day out of the podcast, a stitch, or spotify Amazon.
00:57:12.780 --> 00:57:23.990 Eric Sarver, Esq - Employment Law Today: So once again i'm very sovereign of one of we love business law. Attorney Susie Miller, a pleasure to have you on the show today and look forward to keep in touch with you, and thank you once again for all your insights.
00:57:24.000 --> 00:57:28.390 www.TalkRadio.nyc: Thank you, everyone. Bye, i'm glad I didn't want to take care of you next week.
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