September 28, 2023 • 47 mins
It's time for a special edition Q&A episode with At Work With Gen XYZ! In this segment, Pete from Generation X and Ashley from Generation Z dissect and deliberate on various aspects of career development, job seeking, and interview preparation. While (Generation Y) the millennial expert is away on vacation, Pete and Ashley are seamlessly blending the wisdom and experience of Gen X with the innovative and adaptable perspective of Gen Z to bring you comprehensive career advice. They’re answering your questions, addressing concerns of those re-entering the workforce, and providing actionable insights to help you traverse the professional landscape.
This episode is particularly exciting as Gen X and Gen Z jump into real-world work problem scenarios sourced from Reddit, allowing Pete to share his seasoned advice spontaneously. From discussing strategies for those looking to pivot in their careers to providing guidance for stay-at-home parents eager to jump back into their professional journeys, this conversation is a melting pot of experiences and advice aimed at addressing the challenges of today’s ever-evolving job market.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Pete Newsome (00:00):
Welcome to At Work With Gen XY a little bit
different today.
We'll go ahead with theintroductions, as we always do,
since that's a tradition we justcan't get away from, especially
since Peter doesn't like it.
But Peter's not here today, sowe're gonna go go.
Anyway, I'm Pete.
I'm the gen X.
Ashley Mapelli (00:17):
I'm Ashley, I'm the Gen Z, and then we have Loma
Millennials not with us today.
Pete Newsome (00:25):
He's with us in spirit.
We put him on here in histypical millennial style.
Where is he today, Ashley?
Do you know what?
Why is he not here?
Ashley Mapelli (00:37):
He's going on vacation, right, is that?
Is that what he's doing?
Pete Newsome (00:42):
I think you need to find a safe space.
That's what.
That's what you know.
Every once in a while,millennials need a safe space.
I think he needed to be be inthat today.
Ashley Mapelli (00:50):
I think he was feeling a little burnt out,
that's right, that's right.
Pete Newsome (00:56):
We're doing questions in Q&A day.
We've received a bunch ofquestions, but we Don't have
Peter to help answer them, soperhaps we need to come up with
them, the Gen Y Perspective,ourselves.
I don't know, or do we justjust regard it all together?
Ashley Mapelli (01:13):
Let's forget him about.
Let's forget him today.
Who cares about millennialstoday?
They don't.
Pete Newsome (01:19):
He doesn't care about leaving us in the dust, so
no no, he knew he knows fouro'clock on Thursday, that's our
time, and, and you know, he saidlet's reschedule that I can't
do it today.
And we said, no, the show goeson.
So we have him here.
We'll refer to Peter as we goand we miss him, of course.
Hopefully he'll watch usrecording it, enjoy it.
(01:41):
Probably won't, though, becauseI'm sure we won't speak to
fondly of him as we go.
Ashley Mapelli (01:46):
No, of course not.
Pete Newsome (01:50):
So, if you're bigger watching, we would love
questions from for anyone who'sjoining us today.
So we'll take them live.
Head us up Whatever is on yourmind, put us through the test.
We're, we're gonna, we're gonnastart running.
Let's do it.
Ashley Mapelli (02:03):
Yes, for sure, especially if you're having a
problem at work right now.
Let us know what your scenariois and how we can help.
So I'm gonna start off rightnow reading some of the
questions.
I'm a recruiter and constantlystressed what should I do about
it?
Pete Newsome (02:19):
I.
Ashley Mapelli (02:21):
Don't know much of the recruiter space like you,
pete.
So what do you?
What do you think about this?
Pete Newsome (02:28):
So that that is.
I hear that a lot.
I hear it see it on LinkedInconstantly.
The recruiters are stressed.
Right, it's a stressful job,but I think that becomes a
matter of perspective first ofall.
So actually, let's have alittle fun with this.
What like?
If you go back through history,what would you say like?
What would you say was a topjob over like the last, let's
(02:50):
say, 500 years?
It's the most common job thatpeople are in.
Ashley Mapelli (02:55):
I want to say Gonna go out on a whim here and
say, teacher, I don't know theteachers up there.
Pete Newsome (03:00):
But farming, right , farmer, farmer, of course,
easy to understand.
Now, that is stressful, right?
I mean, if you're a farmer andyou know you don't make a living
, you don't eat, you don't get,you can't survive if, if your
crops don't come in, if there'sa drought, if there's flooding,
if, if there's bugs or fungus,again, you are out in from sun
(03:23):
up to sundown, right throughthrough the past 500 years,
that's what humans have done.
Now that to me is stress, right.
Other popular job soldier,soldier.
Right, I mean, that isstressful and I know it's all
relative and I'm just kind ofhaving a little fun with it.
But when you're a recruiter, youare sitting in an
air-conditioned room, odds are.
You're sitting down, you'retalking to people, you're on a
(03:46):
screen like this, you're infront of a computer.
So anyone who feels overwhelmedwith that, just know that your
ancestors had to deal with awhole different level of stress
and that may not make you feelbetter.
But you have to work hard,right, life's hard, we know that
.
So take it in stride.
Understand that it's a job, doit the best of your ability.
(04:07):
Try to leave your emotions atthe door when you go home at
night.
What, what tips do you have forsomeone who's stressed as a
recruiter?
I, I, I don't think it's themost stressful job.
I have to say I think there's alot more stress, stressful
things you could do for work outthere.
Ashley Mapelli (04:21):
I mean I'd say if you're stressed, it's
probably just temporary, you'reprobably just in a funk and you
just need to get over thathurdle and push through again,
like the whole farmers and theircrop scenario.
They're in that littleDisasterous moments that they
just have to get through andjump over and figure it out and
in the end there's a rainbow atthe end of the other side.
(04:44):
So again, even if you'restressing out, if you're
freaking out, just keep in mindlike it's not always going to be
like that and just remember tojust reading your thoughts and
keep her cool.
Pete Newsome (04:55):
So here's the thing, though recruiting is not
for everyone.
I know that.
I've been in in this industry along time, and when people are
your product and I've said itthat way to illustrate the point
if you're in retail, forexample, a lot of people work
retail at different times intheir life.
If it's at the end of the nightand you leave a shirt on a
(05:15):
shelf, that shirt is going to bethere the next morning, right,
it's not going to move, it's notgoing to get up, it's not going
to go out drinking, it's notgoing to have bad influence at
home, it's going to be there inthe morning.
But when you're a recruiter andyou work with people, there are
an infinite number ofpossibilities.
It could go wrong in anyscenario.
So I think it's really important.
(05:36):
We're all joking aside about,you know, farmers and soldiers,
we, we know you're not compareyourself to that kind of stress,
but it is a challenge.
When you have to work withpeople on both sides, right, you
, the person you're recruiting,the client you're working with,
trying to keep happy, so thatthat is a challenge.
For sure.
(05:56):
It's a difficult thing to do,but understand, that's just part
of the deal.
Like you said, and you know,try to try to leave that at the
door.
Ashley Mapelli (06:04):
For sure.
All right, now I'm gonna goahead and ask you the next
question Are you ready Now?
I thought we could do our Q&Asession with the twist grab
questions from our audience andgrab questions from Reddit users
who are genuinely stressed orhave problems at work, and I
need some advice.
So next question I'm gonna askis a Reddit question and then
(06:26):
we'll go back to an audiencequestion.
So Okay, and I've never seenthis question before, so I want
to see your take on it, my boss.
Pete Newsome (06:35):
You're really gonna put me on the spot here,
aren't you?
Ashley Mapelli (06:38):
Yeah, my boss makes me use my personal money.
Is it bad if I say no?
Pete Newsome (06:46):
No, it's not bad if you say no.
So personal money, is that all?
Do we have any further context,or is that all?
Ashley Mapelli (06:52):
pretty much it.
So I guess this person is justtrying to get everyone's opinion
up there, like should you sayno or is your boss gonna be mad
if you say no?
Pete Newsome (07:02):
Yeah, that's an odd one.
It you know, hopefully, if well, there's a lot of companies, at
times it may need Individualsto front money and then they
reimburse them.
So I hope that that's whatwe're talking about here Not use
your personal money forbusiness expenses.
That's really out of theordinary, but without further
context, a lot it's.
It's difficult to give toogreat of an answer on that, but
(07:24):
no, I think the In mostscenarios, if you, you should
have a conversation with theperson asking you to do that.
Make sure you get on the samepage.
There's no confusion aboutwhat's being asked versus how
it's interpreted.
And If they're, if they reallyare asking you to spend your
personal Dollars on businessexpenses, then yeah, maybe it's
(07:46):
time to consider Doing somethingelse.
Ashley Mapelli (07:49):
I think that's good advice.
We do have something coming infrom our audience, and it's do
you have any tips for buildingmy LinkedIn profile?
Oh, man boy, do we?
Pete Newsome (08:01):
We do.
Yeah, so LinkedIn is yourpublic resume.
We know that Everyone who's onLinkedIn which is probably most
people who are watching us hereif you're not watching on
Facebook or or YouTube and youneed to treat it like a resume.
So start, start at the top.
It needs to be professional innature.
(08:23):
Linkedin is becoming verysocial as a network, as a social
network, but I think at the endof the day we've talked about
this a lot on our, on our livestreams it's it's for business.
So start with a professionalphoto, a professional appearance
.
Not that you have to have aphotographer, a professional
photographer take it, but aprofessional appearance in your
(08:44):
photo.
Spell everything out clearlyyour headline, your objective.
Make sure that it's easy toread, easy to understand and
highlights your or youraccomplishments and your
achievements and what you put onthere is how you're going to be
perceived by recruiters.
Assuming that's why you careabout your LinkedIn profile you
(09:05):
want to be found for the rightreasons and then make sure that
it's consistent with your resume.
The last thing you want is arecruiter to receive your resume
for a job application.
Go and check your LinkedInprofile and realize they don't
match up.
Ashley Mapelli (09:19):
It happens a lot , so just make sure it looks
very similar to how you presentyourself on your resume and, of
course, if you have anyCertifications and if you don't,
I recommend you go get some,because they always look good on
your LinkedIn profile or onyour resume you can add a
section on there to your profileand it makes it look great.
You can have people go andendorse your skills, even
(09:42):
endorse your certifications, andI'm pretty sure you can even
have some references listed onthere.
So just some comments that theyhave.
That, I think, would also makeyour LinkedIn profile stand out
and in, of course, we'll plugZin gigs website.
Pete Newsome (09:57):
Go to Zin gig.
We have blogs written aboutyour LinkedIn profile.
We, if we had the, if themillennial was here today and we
had more hands.
We try to link them in thecomments, but we don't.
But we have blogs written aboutthat.
We have checklist for LinkedInprofile.
I've done podcasts on it.
So lots of content on the Zingig site for that for sure.
(10:18):
And I'll add get help with aset, another set of eyes to look
at.
It doesn't have to beprofessionalized, but get, get
someone you trust, someone whois Strong with grammar, to make
sure that they proofread it foryou and catch mistakes.
It's very common for us to Notbe able to catch our own
mistakes when we write something, and so we should always have
(10:40):
someone else look over yourshoulder and proofread it,
because you can have somethingreally Invert and in there that
everyone else sees in your eyes.
Just don't don't catch it.
So, yeah, there's a lot of luck.
Or Zin gig site about, aboutLinkedIn profiles a little fun
comment about LinkedIn profiles.
Ashley Mapelli (10:57):
As a recruiter, I think it is very important
that LinkedIn profiles match theresume, shows attention to
detail and consistency.
Pete Newsome (11:04):
Yeah 100%.
So I just was responding tosomeone on LinkedIn in a post
that I made About somethingalong those lines you don't want
recruiters to have to to spendtoo much time figuring out your
resume or your LinkedIn profilelike it's a puzzle.
You want you want the oppositeof that.
So if if there's overlappingdates, for example and it's a
(11:28):
little off topic from thequestion, but that is something
that jumps out at recruiters,they want to see a consistent
story on a resume.
They don't want to have tostretch To find out who you are
and what it is that you'retrying to accomplish.
Remember, recruiters are onlylook at each resume initially
for a few seconds, so that story, those headlines, really have
(11:48):
to jump out and they have totell a consistent story, just
like what Katie said.
And then, when they look atyour LinkedIn profile, they want
to see that you're the sameperson.
Everything doesn't have to beexact.
Don't don't misinterpret that,but it can't create confusion
either.
Ashley Mapelli (12:06):
And little hack I was playing around with the
TikTok video the other day and Ithink we have in one of our
blogs.
We talked a little bit aboutbeing jobs and I think you can
create a resume through thereand it lets you take your
LinkedIn profile Imported in andit translates everything into a
(12:27):
resume for you.
Nice, how awesome is that?
That just makes it super easy,quick.
And then there's thatconsistency, because it's taking
every point you have yourexperience, any certifications,
all that info and funneling itinto a resume.
Pete Newsome (12:45):
So we've had a couple other questions along
those lines what's your advicefor job seekers?
Well, that's, that's greatadvice right there.
When it comes to LinkedIn, youcould start with that just what
you said that that is perfectway to build your resume, and
there's so many tools that areavailable for free.
I know there's lots of servicesthat exist for resume writing,
(13:05):
resume writers my LinkedIn feedis is filled with those folks
sometimes, but there's so manytools and resources for free.
So, again, go to Zin gig.
We have a resume section onthere for every scenario.
Now, someone also asked us aboutWomen returning from work to
work after having a family.
Well, it turns out we haveresume advice for that too.
(13:27):
So if you go to go to a resumesection, you'll you'll see that
some tips on how to present that, how to Display it on your
resume.
And here's the good news isthat there's a lot of really
good ways to address thatwithout Having to shy away from
it, to have to feel like it's anegative.
I think now more than ever,people realize that there's a
(13:50):
big value to hiring women whowere, who've taken time off for
family.
I will tell you that I wouldalways love a mom because
they're the they're the mostorganized people on the planet,
right?
So if there's bias out there,it's probably in the favor of
Mothers because they they haveto do so much with such a little
(14:11):
time, right?
The most productive people onthe planet.
So Lots of great tips andadvice for that.
I think we don't have a specificprogram for it, but I will
point you to a website Hire mymom calm I believe it is is jobs
specifically for for moms, andI'm sure they would hire other
folks, but those are what thejob, the job board, is intended
(14:33):
for.
Leslie pile I think it's hercompany, someone I've
interviewed on a podcast before.
So a really cool service hiremy mom calm Mom calm check it
out and they put up jobs all thetime that really target Moms
who are getting back in theworkforce and I want to say
again if you want to take alittle step further, go on tick
tock, go on mom talk and Connecta network with other moms via
(14:57):
tick tock.
Ashley Mapelli (14:58):
See what they're doing and Start communicating
with them, and you never knowwhat they might get you into.
Pete Newsome (15:04):
Mom talk, is that that's?
Ashley Mapelli (15:05):
mom talk.
It's a mom community in ticktock and a lot of them are
either returned to work, whohave great advice.
So jump on there, see, see whatthey have to offer nice.
Pete Newsome (15:18):
Do we ask the millennials opinion on that?
See what.
Ashley Mapelli (15:21):
Still not with us today.
Probably drinking a pina colada.
Pete Newsome (15:25):
Still in a.
Ashley Mapelli (15:27):
Yeah.
Pete Newsome (15:29):
All right, so what's next?
So?
Ashley Mapelli (15:32):
I Got to kind of make spice things up a little
bit.
I thought it would be cool tothrow you off with a little
scenario.
I also found on redditreal-life scenario coming from a
job seeker.
So here we go.
So my friend and I signed upfor a company and have an
(15:54):
interview today, but atdifferent times.
He did the interview and a fewhours later they called him
offering him the job, eventhough I and another person had
yet to be interviewed.
My friend wanted to wait untilthe next day to decide, but I
didn't know how to feel aboutthis.
Is it normal for a company tocontact a potential employee
(16:16):
before interviewing everyone?
Pete Newsome (16:19):
so I'll Assume that that last line met.
Is it normal for a company tomake an offer to to an employee
before interviewing everyone?
Boy, I mean typical?
I don't know that there'sanything typical.
Is that a good idea?
Is?
Is that something that peoplewould appreciate?
No, so, without knowing who thecompany is or the specific
(16:42):
situation maybe there was morethan one job.
Now I did as a recruiter I hearthat there's three people all
talking to each other about thesame job and you never trust
anyone else other than thedirect source in your recruiting
process, because it's a reallycompetitive market right now.
Who knows what those otherfolks are saying.
(17:04):
People hear things incorrectly.
They interpret thingsincorrectly.
At times it went in doubt.
Go directly to the source andask the question directly to
them, right?
What if a job has already beenoffered to someone else?
You certainly don't want tospend your time going to an
interview, so get away from thatposition as soon as possible.
(17:24):
If they confirm that that'sactually the case and they did
offer it to someone else.
Ashley Mapelli (17:30):
No, that makes sense, no it's not normal.
Pete Newsome (17:31):
No, that's not a good practice.
Ashley Mapelli (17:33):
No, especially.
I mean if it's one role andyour friend got it, and then
you're about to go interview tooand they're about to waste your
time.
Basically it's I don't.
I don't think it's a good idea.
All right, question fromaudience.
What resources or tools wouldyou recommend for someone just
starting their job search?
Pete Newsome (17:53):
Nice.
So just know that this is avery competitive market right
now.
So if you are going in for thefirst time, if you're a student,
if you are someone who's new tothe workforce, it'd be a very
different answer potentiallythan someone who's been in the
workforce a long time and isjust starting a job search.
(18:15):
So, without having a littlemore detail, let's just go
through some of the things thatare very important.
It starts with your resume.
As you just said a few minutesago, linkedin is a public resume
, but it's a perfect format tobuild your resume and to think
about what you've done in thepast, right, how you want to be
seen, what kind of job you'relooking for, how, and you can
(18:38):
highlight your accomplishments,accolades that you've had.
Linkedin does a pretty good jobof kind of giving you the
blanks to fill in on that stuffwith a different slot.
So complete your LinkedInprofile, translate that into a
resume.
There are lots of free resumeresources out there where you
can just download a template.
We have templates on Zengig andwe have scenarios for different
(19:01):
resumes.
I recommend a chronologicalresume by default.
That will list the jobs thatyou've had if you've had any in
detail One of the other things.
That's important early in a jobsearch is to consider who your
professional references can be.
If you are new to work, thatmight be former teachers,
coaches, leaders of groups.
You've been in academicadvisors, even neighbors at
(19:24):
times, so a lot of this reallywill depend on where you are in
your career.
The answer again for a21-year-old is it's going to be
different than it is for a51-year-old who does have a long
work history.
The next thing I'd recommenddoing is getting a resume on job
boards.
It's not just LinkedIn.
There's Indeed, there's ZipRecruiter, there's Zengig's Job
(19:46):
Board.
Put your resume up there.
Get your resume on Monster andCareer Builder.
So those are the big ones.
If you put your resume on there, you have the basis pretty much
covered.
Another big thing to doimmediately is connect with
recruiters.
If you haven't worked with athird-party recruiter before,
know that they're a source forlots of positions that wouldn't
(20:06):
be available on the open market.
So when companies decide to usea third-party, they almost
always give exclusivity toeither one company or maybe a
few, but it means they're notgoing to be recruiting for that
position themselves.
So if you're not working withrecruiters, there's millions of
jobs that are open every yearthat you'll never have
(20:27):
visibility into when you canfind recruiters.
The easiest place that we alwaysrecommend is Clearly Rated
clearlyratedcom.
You can search the top-ratedrecruiters by industry, by
geographical market, byspecialty.
So Clearly Rated is a greatsource to find who's, because
not all recruiters are createdequally, just like anything else
(20:48):
.
There's some good ones and notso good ones.
Clearly Rated is a source thatinterviews former clients and
active clients and contractorsand candidates who've worked
with the recruiting firms, whogive independent ratings.
So that's a great way todetermine whether how good the
(21:10):
recruiting firms are in yourarea and then get in touch with
them.
Pick up the phone, call them,connect with the recruiters on
LinkedIn.
That's a big way to do it.
And then the last thing I'llsuggest is again go to ZidGig's
job board.
Go to ZidGigcom, look at ourjob board and sign up for alerts
.
You can subscribe by using youremail address, by geography and
(21:34):
keyword and job title, andyou'll have daily open jobs
emailed to you the newest onesthat come out on the market.
So you do all that.
I mean, that's a lot.
You can take care of all thatstuff in the matter of probably
a day or two, but that will getyour job search off to a really
good start.
And the last thing is telleveryone you're looking,
everyone you know friends,neighbors, family, former
coworkers.
(21:54):
Get that word out to everyone.
Ashley Mapelli (21:57):
You never know where that next lead's going to
come from from a new job 100%,and I believe you can create
profiles as a job seeker usingZidGig's job board, so you can
even put yourself out there andplayers can see your profile,
which I think is an amazing toolthat I'm pretty sure we just
released recently.
So go and use it.
(22:17):
And then just advice for my GenZ peeps, because I know all of
you that are just starting a jobsearch right now you probably
really want remote jobs.
Try to expand yourself.
There's probably so much outthere and don't just limit
yourself to remote work, eventhough it seems nice, because
everyone wants to work remoteright now.
(22:37):
You don't want to miss out on agreat opportunity and you might
actually enjoy it.
So go give office work a chanceto.
Pete Newsome (22:45):
So what do you think about that?
So let's go.
Yeah, usually talking aboutgenerational differences and
perspectives, anyone who'sjoining us now, our millennial
is not here today.
He's out of the office, offdoing something fun, so we're
remembering him in a special way, but we'll be back next week,
of course.
(23:05):
Oh darn what?
Yeah, have you listened?
We tolerate, we tolerate.
Ashley Mapelli (23:11):
Oh.
Pete Newsome (23:13):
So it all serious to snow.
Your generation has so manyopportunities to not go in the
office.
Do you think that is ultimatelya bad thing?
Do you think it's a detrimentto your professional and even
maybe personal development?
Ashley Mapelli (23:29):
I mean I don't think it's a bad thing,
especially since I feel like alot of opportunities are more
remote than an office right now.
A lot of companies justswitched over and it's kind of
hard at this point to find anoffice job.
So again, wouldn't consider ita bad thing, but I guess you
don't.
Maybe the development lacks alittle bit because it's
(23:51):
different from being aroundpeople versus just being in
front of a computer.
There's not much you can reallypick up on, since your
environment is literally justyour dog.
So I guess that's the onlything that I'd say that lacks,
especially for my generation.
I haven't experienced the officelife necessarily, maybe once a
(24:14):
month when it was our companyreview.
But I mean I feel like that'swhy I'm kind of expressing
everyone that's just startingtheir job search.
Give it a chance.
You know remote work isn't foreverybody and you never know, it
might be good just to start anoffice and then go to remote.
I'd say if I was looking in thebeginning maybe I would have
(24:37):
considered office at first andwasn't paying attention to just
remote work.
Pete Newsome (24:42):
Yeah, the grass is always greener to some degree,
right, I mean, there's pros andcons to both.
But I, you know this.
I worry that young people,young professionals, don't have
the same developmentopportunities that they would if
they were around moreexperienced people, more
knowledgeable people.
There's something that islacking with that.
But you have to balance thatagainst the benefits of being
(25:05):
able to work from anywhere inthe world, and I'm envious of
that.
I wish I could have had thatopportunity when I was younger.
So definitely pros and cons.
Ashley Mapelli (25:17):
For sure.
All right, I'm going to goahead and give you another
scenario.
I love these.
These are fun.
Are you ready, all right?
This one is called co-worker,going on vacation for a month.
Hmm, sounds like our millennialfriend here, but at least he's
not going for a month.
I don't know what else.
(25:37):
So I work on a project with myco-worker we are the only ones
who do and she is more senior tome.
She's going on vacation forfour to five weeks.
This project is already on fire, with missing items, delays and
very intensive um outstandingitems.
I'm feeling very overwhelmedthat I have to undertake it for
that amount of time alone.
(25:58):
In my opinion, she should be onvacation room for max two weeks
at a time.
Four to five weeks alone onthis project will drive me crazy
.
Not to mention I have tocomplete her work and cover for
her.
So double the workload.
What are your thoughts?
Oh, poor person, that seemsawful.
Pete Newsome (26:19):
That's weird, so that's an anomaly.
That's not something that weencounter regularly.
How someone's able to take fourto five weeks on vacation.
Maybe there's some extenuatingcircumstances there, maybe it's
not exactly a vacation per se,maybe there's other issues, but,
uh, that's something you haveto talk to your direct manager
(26:43):
about and see how you're goingto accommodate.
Ask for um, ask for advice andguidance.
I think one of the um thingsthat is really important for
someone who's, uh, I'll say,younger in their career to learn
is how to deal, uh, with thosekinds of things.
It happens, adversity happens,challenges will come up through
(27:04):
everyone's career.
So that sounds like a problem,uh, that needs to be solved, and
the best way to solve it is toaddress it head on.
I don't really have a muchbetter advice than that.
Um, but don't ignore it, don'tsit and complain.
That's a something that, uh, Iknow happens a lot.
We all.
We all know that it's andthere's perhaps a lot to
(27:27):
complain about at times, butit's much better to address
these things openly,professionally, right?
Not emotionally, uh, and if youcan lay out a problem for uh
and and state your case as towhy this is an unrealistic thing
to um, uh to have to contendwith, then I find that most,
(27:48):
most people are prettyreasonable right.
Ashley Mapelli (27:50):
I have to say too, this is your moment to
shine.
Like this opportunity kind offell in your lap.
It's time to take initiative,you know, show everyone what you
can do.
So you might have to put in alittle extra hard work for a
month.
You're kind of beating yoursenior person.
Like that person's going tocome back and be like hey, it's
(28:10):
done, I didn't need you, andpeople are going to look at you
for that and they're going to belike wow, like maybe we'll move
this person into a differentposition because they're capable
of doing more than they can.
Pete Newsome (28:21):
Great advice.
I love that and that's animportant point.
If you have to manage your owncareer and make sure that if you
are doing double the work, thenthe right people know right and
if you, if you have to suck itup and do it, you know to your
own horn in that scenario, yeah,and people know that this
person's going to be away for amonth.
Ashley Mapelli (28:42):
They know that this project is going to fall on
you.
So the cards are in your table.
They're kind of testing you tosee what you're going to do.
Are you going to complain?
Are you going to takeinitiative, organize yourself
and, like, tackle this head on.
Pete Newsome (28:54):
So how about vacation for a month, though?
We just talked about how I meanmillennial.
Do you think that that'sappropriate?
No, he's okay, we'll wait fornext.
Ashley Mapelli (29:07):
No, I mean a month.
Gosh.
I feel like even I I don't knowif you're going to come back
and your workload is going to beoff the wazoo Like you're going
to be so behind.
I feel like I don't know ifit's always a good idea.
I feel like two, two weeks maxout of time.
Pete Newsome (29:28):
All right.
So I have a question for you.
I saw it as a poll on LinkedInthis week.
When you're not working, shouldyou answer texts and emails
that come in?
Ashley Mapelli (29:42):
I feel like it depends on the person and the
role that you're in.
If you're working on a clientor like working and helping a
client and they urgently needyour help, like you might have
to help them, especially ifthat's just the role you're
taking.
You know your responsibilityand sometimes you might just
have to reach out.
(30:03):
But being that I'm not in thatposition, I feel like me
personally, I like beingorganized and I like being ahead
of the game.
So if I, let's just say, get anemail or a text over the
weekend and I check it out, likeI feel like I'd respond, or
just like put in my notes, liketackle this, this is like a
(30:23):
priority for like Monday prettymuch.
Or, again, just respond Doesn'treally hurt.
To respond, it's like sending atext message back.
So I guess it depends on you.
You shouldn't have to.
If you don't want to Again,it's your off time.
But if you feel like you wantto and you want to show for it,
then go ahead.
Pete Newsome (30:43):
Yeah, I think Every job is so different in
terms of expectations and thoseare things that you should
understand going into a role.
If you're in a sales job,you're only hurting yourself if
you don't respond after hours,so I would.
I would say that's probablyprobably not a good fit if
you're someone who doesn't wantto look at messages when you're
not on the clock.
In sales you're kind of alwayson the clock and a lot of
(31:04):
professions do work that way.
So I didn't.
I don't know how the poll cameout.
I think it's it's still going,but I think most people said
they'll respond.
They think they should respondto urgent, urgent messages.
Ashley Mapelli (31:15):
Yeah, and I feel like you know You're gonna be
curious and I feel like theperson who's gonna look anyways,
because they're gonna be like,oh, what is this, what am I
getting?
Don't just ignore it.
If you saw it, just, you'realready looking at it.
Just tackle it really quickly,see what's going on.
Pete Newsome (31:32):
Well, so what do you say to those who would say
well, wait a minute, it's justnot my job description, I'm not
being paid for that.
What do you think of thatattitude?
Because that's.
Ashley Mapelli (31:44):
That's gonna show.
For I mean, you're not gonnaimpress anybody with that kind
of attitude.
You're just gonna be in thesame Same route, same boring
route.
Pete Newsome (31:54):
You're not going anywhere All right, all right, I
know I don't know that everyonewould agree with that.
Ashley Mapelli (31:58):
I mean, I definitely not, definitely not.
But I feel like I Kind of havelike an old-school mentality.
Sometimes maybe it's because ofmy parents, but I know most
people, especially my generation.
They're like nope, I'm notanswering till Till whenever I
come back, like I'm not here.
Even if I look at it, I'm nothere.
Pete Newsome (32:20):
So so you could do it right, especially if you're
not expected to or if it's notpart of your, your job, what you
signed up for.
Ashley Mapelli (32:27):
But I'm just not gonna wow anybody.
Pete Newsome (32:29):
Yeah, it's gonna be lemon.
You're probably not gonna bethe one that gets tapped for the
next promotion, and as long asyou're okay with that, then and
that approach makes sense.
Now we missed, we skipped overa question about job fairs.
It was asked so what, what,what?
I think about job fairs?
Well, as, as a candidate, Ithink it's.
They're worth going to.
(32:50):
A lot of times, a job fair willbe like applying on LinkedIn.
These days and if I'm still,we've been posting jobs on
LinkedIn I get blown away by howmany applicants we receive for
every opening.
The numbers can be overwhelmingand Nobody wits when that
happens.
It there's just too manycandidates for a single position
(33:13):
, which means there's a reallygood chance the best candidate
on paper, the best candidate whocould be hired to do the jobs
Never even gonna be seen by therecruiter.
So I'm not a fan of theone-click apply option that
exists out there right now.
I see I actually saw adviceearlier this week where someone
who calls himself a career coachI'm not sure what that meant
(33:34):
exactly, but a career coach whosaid I tell everyone to apply
for jobs even if they're notqualified, and I think that's
terrible advice.
You will annoy recruiters.
So, even if there's a job thatyou meet may be qualified, a
different job you may bequalified for.
If the recruiter sees youblatantly applying for jobs,
(33:55):
you're not gonna be favorable,they're not gonna look fondly on
you, they're probably not gonnawant to work with you as a
candidate.
So I reject that advice to sayit's terrible idea.
But the, the Way that jobs areso easy to apply to right now
has sort of created this messthat we're in.
So that's how I think of jobfairs.
At times it's just lots andlots of people all trying to
(34:17):
compete for the same attentionand it's going to be hard to
stand out.
So if you go to job fairs, do acouple things upfront know
who's going, know who you're,who, what companies are gonna be
there.
Do your research, do yourhomework on those companies.
Find out what they have open.
Find out what, what kind ofpositions they have.
So know something interesting,interesting about those
(34:38):
companies.
That's how you're gonna setyourself apart.
Get the layout of the, of thethe job fair if it's in person.
Figure out where thosecompanies are, who you want to
target.
Don't try to see everyonePrioritize a list and then
attack those who wanted a timewith with a strategy, so make a
plan in advance, before you goto a job fair, so they can be
(35:00):
beneficial.
I typically like finding waysfor candidates to stand out from
the crowd, not be part of it.
So if you're gonna go to a jobfair, though, just just know
that you need a plan going in.
Ashley Mapelli (35:13):
And I can show some apps, especially for, like,
college students.
I never went to a job fair andthat's one of my biggest regrets
.
Just go make the effort, go putyourself out there, start
networking there and Telling youit's gonna go a long way.
So you're gonna regret it ifyou don't, because then you're
Gonna have to wait a little bitto start networking and it's
(35:33):
gonna be on LinkedIn.
Pete Newsome (35:35):
So If you have any more questions from anyone
answering already and watchinganswer on the fly.
Otherwise, let's do.
Let's do one or two more today.
I just yeah.
It's hard to do this withoutPeter.
I miss it.
Ashley Mapelli (35:48):
I know, am I, is Genzi not good enough?
Pete Newsome (35:53):
Genzi's.
Yeah, I mean, I know, don't getemotional, right, that's,
that's not.
Yeah, no, it's, it's good tohave, it's good to have Peter's
perspective and because, becauseit is different, right.
Ashley Mapelli (36:03):
I mean how I like.
Is is different than someonewho's born in that generation
looks at so and I think hedefinitely has more experience
out in the workforce than I do,because as a Genzi, we're all
just starting to get out there.
So At least he, you know alittle, knows a little bit more
than me, I guess.
Pete Newsome (36:24):
whatever, Better at technology.
Ashley Mapelli (36:26):
We're still better at technology.
Okay, next question.
Hmm, trying to find a good one.
Should I read you one fromReddit or from our audience?
Pete Newsome (36:40):
Well, let's, let's see from the audience.
So we just had a question comein, which I think is good, about
Networking.
So where to network?
All right, so a little moreperspective would help.
But start with your, yourprofession, professional
associations that that you arein, or they that exists for your
skill set, and there areprofessional associations pretty
(37:03):
much for every type of group.
So maybe there's a, a localorganization you can be part of,
a national organization you cannetwork with, so that's always
a place to go.
Look back to where you went toschool Is.
Does your school offernetworking opportunities?
Connect with people that way,or their groups that get
together.
There's civic groups that youcan connect in network with.
(37:24):
But when you're connecting,when your network on LinkedIn,
the first thing I'd recommend ifyou haven't done this already
we talked about this earlier wasget on clearly rated comm
search by your local geographyor your industry or your skill
set.
You can do any of those andStart connecting with recruiters
and when I say connect, I don'tjust mean on LinkedIn, I mean
(37:45):
pick up the phone, call them,have conversations with real
humans, let them know who youare, get to know who they are,
find out kind of jobs theyrecruit for, make sure they're a
good fit and the way recruitingworks best, and I'll tell you
this from if there's a recruiterAnywhere third-party recruiter
on the planet who disagrees withthis, I'll be shocked.
(38:06):
You want to know who thecandidates are for the job
before the job comes in.
Recruiters love to have aNetwork in place, a pipeline of
candidates who they know.
They already know what they'relooking for, they already have
rapport with them.
That's been established andthey can pick up the phone when
a new job comes in, call thatperson, make the connection
(38:29):
right away and fill the job.
There's nothing better for arecruiter than to fill a job
with one phone call because youknow who the candidate is
already.
So a lot of Recruiting, whenit's done right, happens Even
when there's not an immediateopening.
So we're in Orlando, which is apretty big market, I would.
(38:50):
I will estimate there'sprobably 40 staffing companies
that exist here in Orlando.
That may be low, so if you'rein Orlando, for example, and if
you're in it, there's probably20 staffing companies that focus
on it.
You should have a relationshipwith each of them because, as we
started to talk about earlier,so our staffing company is one
(39:13):
of the biggest ones in Orlando.
We are the top rated in IT inOrlando.
I'll say that a little plug forfour corner resources.
But I would still recommend tonot work with us exclusively,
and the reason is we onlyrecruit for the companies that
are our clients.
And even though we have a lotof clients in Central Florida,
(39:34):
that still represents a reallysmall piece of the overall pie.
And you could go down the linefor any staffing company, any
market, even if they're thebiggest one out there, they're
going to have a small overallpiece of the pie.
So the best thing you can do iscover your bases with as many
staffing companies that arecredible.
(39:55):
They have good ratings.
So, again, go to clearly rated,see which ones are the top ones
out there and establish rapportwith them at the individual
level.
So one of our recruiters fromfour corner is here watching
Bella.
If Bella would love nothingbetter than to have candidates
up front who she already knows.
So when she gets a job thatmatches her skill set, it's a
(40:15):
really quick turnaround and,like I said, every recruiter on
the planet looks foropportunities for that.
And the last thing I'llrecommend is call directly into
the companies and ask speak withthe people who recruit in your
space.
You won't always get them live.
In fact, most of the time youmay not get them live, but don't
be discouraged by that.
I promise you that, if you'relistening and you're on the job
(40:36):
market, that recruiters lovemotivated candidates.
They love candidates who willtake that extra step.
Show that they'll go the extramile, even if they can't help
them in that moment, and that'sa really important thing to
understand.
So don't take the fact thatthere's not an immediate job to
be placed in, or immediateaction can be taken.
(41:00):
It all adds up and you neverknow when that next call is
going to come from.
So get in touch with localthird party recruiters and get
in touch with talent acquisitionteams, or at least leave a
message.
Put your name in front of themso they'll remember you and be
able to pick you out of the pilewhen the next job opening comes
up.
So hopefully that was a lot ofstuff.
(41:20):
If you do all that, you have apretty big network within a
couple of weeks.
Ashley Mapelli (41:26):
Yeah, 100%.
All right, we have one morequestion.
I guess this will be the lastone, if no more come in.
What are your suggestions tothose looking to find a
different career path?
Pete Newsome (41:41):
Understand, first and foremost, what a new job
requires, and every role has itsunique set of experience and
background that are necessaryfor someone to enter into it.
We have around 500 careerguides on Zengig.
If you want to go there, if youhave a particular profession in
(42:02):
mind, we try our best to lay itout.
On what it takes to become aproject manager, what it takes
to become an attorney, weactually have a section how to
Become.
So start there for theprofession that you want to
pursue, see what kinds ofcertifications are available for
that.
There's a lot of free tools outthere, whether it's companies
(42:24):
like Microsoft or Google thatoffers free trainings.
We talk a lot about Courseraand Udemy.
We try to have links to thosecertifications and training
classes on our career guides.
Sometimes you need to pay toget the actual certificate, but
you can do a lot ofself-training right now through
(42:46):
online free options.
Youtube is another great sourceof information and a way to
train yourself.
So if you're serious about it,you may have to invest
significant time and effort tobecome qualified.
And then the next thing I'llsay is be willing to take a step
backwards.
That's sometimes hard if yourincome is up here and an entry
(43:09):
level or close to entry level isdown here for the job you want
to go into.
But I truly believe that topperformers rise quickly, and
just because you start at a lowpoint doesn't mean you can't
rise really, really fast.
So do your homework, do yourresearch.
Start with our career guides.
(43:29):
By the way, if you see aprofession that we don't yet
have, let us know.
We're adding to the careerguides constantly.
Zincig's only a year old, so wedon't have the site complete.
We just launched what we calledphase one a year ago.
We have so much more to produceand we take feedback, and that
helps us prioritize what'smissing.
So if you have a career thatyou're interested in, you don't
(43:49):
see it on Zincig, we'd love toknow, because we're trying to
prioritize our content creationin additions based on what's
most popular and in demand outthere.
Ashley Mapelli (43:58):
And again, as Gen Z, I don't have much advice.
But the only advice I do haveis don't put all your eggs in
one basket.
See what the career is likefirst before really truly making
a decision.
Job shadow.
So again example I thought Iwanted to be a radiologist and a
(44:18):
teacher.
Luckily I got to job shadow aradiologist and I was like nope,
never mind, this career is notfor me.
And I ended up changing.
So imagine if I put all my eggsin that one basket.
I would have been a radiologistand I would have been very,
very unhappy.
So just be very, very cautiouswhen you're changing career
paths and really immerseyourself and see what it's like
(44:40):
first before taking that step.
And you can always just go onTikTok and TikTok the if there's
someone in the career that youare looking for.
They always have videos on them, like dental hygienists, they
post videos or teacher talk.
So go see what it's like.
Pete Newsome (44:56):
Yeah, and, generally speaking, I think
people really like to helpothers.
So find profiles of people atLinkedIn who are in the
profession you want to be a partof and ask them for advice.
Ask them where they would startif they were in your shoes.
That's probably a prettyunderused thing to do on
(45:16):
LinkedIn, but people likehelping.
That's something that I'mpretty confident saying, and so
if you ask for help from others,odds are that they'll give it.
Ashley, that's great advice withthe job shadowing, just know
that job and major careerchanges happen frequently.
The reason why, when we werethinking of Zengegg and coming
(45:39):
up with the name and our logo ayear and a half ago, it's a Z
because it was a winding pathand our original logo that we
thought we were going to havewas a winding path up a mountain
, because that's how careerstypically go Rarely, are they
just a straight line?
So we know that and that's oneof the reasons why we put the
content on the site that we have.
(46:00):
It's because it's common.
It's very common.
I mean most people look, I'm 52now.
That's why I'm the Gen Xer, asif that was a surprise that most
of I would say probably morethan half of my friends and
associates near my age have mademajor career changes along the
(46:21):
way, so it's a very common thingto do.
It's intimidating, it'suncertain, but well worth it if
you know the direction you wantto go in 100% OK, looks like we
have no more questions coming in.
Peter, no, he's with us.
Ashley Mapelli (46:39):
I guess that concludes our episode for today.
Pete Newsome (46:41):
Yeah, thank you, and we did miss our millennial.
He'll be back to add to theconversation next week.
We look forward to it.
We'll get back to somecontroversy next week, ashley,
and I'll see you in a minuteonce he's back.
Ashley Mapelli (46:54):
Oh for sure, I miss fighting with him 100%.
If you've been on the stagejoin in.
Pete Newsome (46:59):
We appreciate all the questions and thanks for
watching.
Ashley Mapelli (47:02):
Thanks for watching, see ya.
Welcome to At Work With Gen XY a little bit
different today.
We'll go ahead with theintroductions, as we always do,
since that's a tradition we justcan't get away from, especially
since Peter doesn't like it.
But Peter's not here today, sowe're gonna go go.
Anyway, I'm Pete.
I'm the gen X.
Ashley Mapelli (00:17):
I'm Ashley, I'm the Gen Z, and then we have Loma
Millennials not with us today.
Pete Newsome (00:25):
He's with us in spirit.
We put him on here in histypical millennial style.
Where is he today, Ashley?
Do you know what?
Why is he not here?
Ashley Mapelli (00:37):
He's going on vacation, right, is that?
Is that what he's doing?
Pete Newsome (00:42):
I think you need to find a safe space.
That's what.
That's what you know.
Every once in a while,millennials need a safe space.
I think he needed to be be inthat today.
Ashley Mapelli (00:50):
I think he was feeling a little burnt out,
that's right, that's right.
Pete Newsome (00:56):
We're doing questions in Q&A day.
We've received a bunch ofquestions, but we Don't have
Peter to help answer them, soperhaps we need to come up with
them, the Gen Y Perspective,ourselves.
I don't know, or do we justjust regard it all together?
Ashley Mapelli (01:13):
Let's forget him about.
Let's forget him today.
Who cares about millennialstoday?
They don't.
Pete Newsome (01:19):
He doesn't care about leaving us in the dust, so
no no, he knew he knows fouro'clock on Thursday, that's our
time, and, and you know, he saidlet's reschedule that I can't
do it today.
And we said, no, the show goeson.
So we have him here.
We'll refer to Peter as we goand we miss him, of course.
Hopefully he'll watch usrecording it, enjoy it.
(01:41):
Probably won't, though, becauseI'm sure we won't speak to
fondly of him as we go.
Ashley Mapelli (01:46):
No, of course not.
Pete Newsome (01:50):
So, if you're bigger watching, we would love
questions from for anyone who'sjoining us today.
So we'll take them live.
Head us up Whatever is on yourmind, put us through the test.
We're, we're gonna, we're gonnastart running.
Let's do it.
Ashley Mapelli (02:03):
Yes, for sure, especially if you're having a
problem at work right now.
Let us know what your scenariois and how we can help.
So I'm gonna start off rightnow reading some of the
questions.
I'm a recruiter and constantlystressed what should I do about
it?
Pete Newsome (02:19):
I.
Ashley Mapelli (02:21):
Don't know much of the recruiter space like you,
pete.
So what do you?
What do you think about this?
Pete Newsome (02:28):
So that that is.
I hear that a lot.
I hear it see it on LinkedInconstantly.
The recruiters are stressed.
Right, it's a stressful job,but I think that becomes a
matter of perspective first ofall.
So actually, let's have alittle fun with this.
What like?
If you go back through history,what would you say like?
What would you say was a topjob over like the last, let's
(02:50):
say, 500 years?
It's the most common job thatpeople are in.
Ashley Mapelli (02:55):
I want to say Gonna go out on a whim here and
say, teacher, I don't know theteachers up there.
Pete Newsome (03:00):
But farming, right , farmer, farmer, of course,
easy to understand.
Now, that is stressful, right?
I mean, if you're a farmer andyou know you don't make a living
, you don't eat, you don't get,you can't survive if, if your
crops don't come in, if there'sa drought, if there's flooding,
if, if there's bugs or fungus,again, you are out in from sun
(03:23):
up to sundown, right throughthrough the past 500 years,
that's what humans have done.
Now that to me is stress, right.
Other popular job soldier,soldier.
Right, I mean, that isstressful and I know it's all
relative and I'm just kind ofhaving a little fun with it.
But when you're a recruiter, youare sitting in an
air-conditioned room, odds are.
You're sitting down, you'retalking to people, you're on a
(03:46):
screen like this, you're infront of a computer.
So anyone who feels overwhelmedwith that, just know that your
ancestors had to deal with awhole different level of stress
and that may not make you feelbetter.
But you have to work hard,right, life's hard, we know that
.
So take it in stride.
Understand that it's a job, doit the best of your ability.
(04:07):
Try to leave your emotions atthe door when you go home at
night.
What, what tips do you have forsomeone who's stressed as a
recruiter?
I, I, I don't think it's themost stressful job.
I have to say I think there's alot more stress, stressful
things you could do for work outthere.
Ashley Mapelli (04:21):
I mean I'd say if you're stressed, it's
probably just temporary, you'reprobably just in a funk and you
just need to get over thathurdle and push through again,
like the whole farmers and theircrop scenario.
They're in that littleDisasterous moments that they
just have to get through andjump over and figure it out and
in the end there's a rainbow atthe end of the other side.
(04:44):
So again, even if you'restressing out, if you're
freaking out, just keep in mindlike it's not always going to be
like that and just remember tojust reading your thoughts and
keep her cool.
Pete Newsome (04:55):
So here's the thing, though recruiting is not
for everyone.
I know that.
I've been in in this industry along time, and when people are
your product and I've said itthat way to illustrate the point
if you're in retail, forexample, a lot of people work
retail at different times intheir life.
If it's at the end of the nightand you leave a shirt on a
(05:15):
shelf, that shirt is going to bethere the next morning, right,
it's not going to move, it's notgoing to get up, it's not going
to go out drinking, it's notgoing to have bad influence at
home, it's going to be there inthe morning.
But when you're a recruiter andyou work with people, there are
an infinite number ofpossibilities.
It could go wrong in anyscenario.
So I think it's really important.
(05:36):
We're all joking aside about,you know, farmers and soldiers,
we, we know you're not compareyourself to that kind of stress,
but it is a challenge.
When you have to work withpeople on both sides, right, you
, the person you're recruiting,the client you're working with,
trying to keep happy, so thatthat is a challenge.
For sure.
(05:56):
It's a difficult thing to do,but understand, that's just part
of the deal.
Like you said, and you know,try to try to leave that at the
door.
Ashley Mapelli (06:04):
For sure.
All right, now I'm gonna goahead and ask you the next
question Are you ready Now?
I thought we could do our Q&Asession with the twist grab
questions from our audience andgrab questions from Reddit users
who are genuinely stressed orhave problems at work, and I
need some advice.
So next question I'm gonna askis a Reddit question and then
(06:26):
we'll go back to an audiencequestion.
So Okay, and I've never seenthis question before, so I want
to see your take on it, my boss.
Pete Newsome (06:35):
You're really gonna put me on the spot here,
aren't you?
Ashley Mapelli (06:38):
Yeah, my boss makes me use my personal money.
Is it bad if I say no?
Pete Newsome (06:46):
No, it's not bad if you say no.
So personal money, is that all?
Do we have any further context,or is that all?
Ashley Mapelli (06:52):
pretty much it.
So I guess this person is justtrying to get everyone's opinion
up there, like should you sayno or is your boss gonna be mad
if you say no?
Pete Newsome (07:02):
Yeah, that's an odd one.
It you know, hopefully, if well, there's a lot of companies, at
times it may need Individualsto front money and then they
reimburse them.
So I hope that that's whatwe're talking about here Not use
your personal money forbusiness expenses.
That's really out of theordinary, but without further
context, a lot it's.
It's difficult to give toogreat of an answer on that, but
(07:24):
no, I think the In mostscenarios, if you, you should
have a conversation with theperson asking you to do that.
Make sure you get on the samepage.
There's no confusion aboutwhat's being asked versus how
it's interpreted.
And If they're, if they reallyare asking you to spend your
personal Dollars on businessexpenses, then yeah, maybe it's
(07:46):
time to consider Doing somethingelse.
Ashley Mapelli (07:49):
I think that's good advice.
We do have something coming infrom our audience, and it's do
you have any tips for buildingmy LinkedIn profile?
Oh, man boy, do we?
Pete Newsome (08:01):
We do.
Yeah, so LinkedIn is yourpublic resume.
We know that Everyone who's onLinkedIn which is probably most
people who are watching us hereif you're not watching on
Facebook or or YouTube and youneed to treat it like a resume.
So start, start at the top.
It needs to be professional innature.
(08:23):
Linkedin is becoming verysocial as a network, as a social
network, but I think at the endof the day we've talked about
this a lot on our, on our livestreams it's it's for business.
So start with a professionalphoto, a professional appearance
.
Not that you have to have aphotographer, a professional
photographer take it, but aprofessional appearance in your
(08:44):
photo.
Spell everything out clearlyyour headline, your objective.
Make sure that it's easy toread, easy to understand and
highlights your or youraccomplishments and your
achievements and what you put onthere is how you're going to be
perceived by recruiters.
Assuming that's why you careabout your LinkedIn profile you
(09:05):
want to be found for the rightreasons and then make sure that
it's consistent with your resume.
The last thing you want is arecruiter to receive your resume
for a job application.
Go and check your LinkedInprofile and realize they don't
match up.
Ashley Mapelli (09:19):
It happens a lot , so just make sure it looks
very similar to how you presentyourself on your resume and, of
course, if you have anyCertifications and if you don't,
I recommend you go get some,because they always look good on
your LinkedIn profile or onyour resume you can add a
section on there to your profileand it makes it look great.
You can have people go andendorse your skills, even
(09:42):
endorse your certifications, andI'm pretty sure you can even
have some references listed onthere.
So just some comments that theyhave.
That, I think, would also makeyour LinkedIn profile stand out
and in, of course, we'll plugZin gigs website.
Pete Newsome (09:57):
Go to Zin gig.
We have blogs written aboutyour LinkedIn profile.
We, if we had the, if themillennial was here today and we
had more hands.
We try to link them in thecomments, but we don't.
But we have blogs written aboutthat.
We have checklist for LinkedInprofile.
I've done podcasts on it.
So lots of content on the Zingig site for that for sure.
(10:18):
And I'll add get help with aset, another set of eyes to look
at.
It doesn't have to beprofessionalized, but get, get
someone you trust, someone whois Strong with grammar, to make
sure that they proofread it foryou and catch mistakes.
It's very common for us to Notbe able to catch our own
mistakes when we write something, and so we should always have
(10:40):
someone else look over yourshoulder and proofread it,
because you can have somethingreally Invert and in there that
everyone else sees in your eyes.
Just don't don't catch it.
So, yeah, there's a lot of luck.
Or Zin gig site about, aboutLinkedIn profiles a little fun
comment about LinkedIn profiles.
Ashley Mapelli (10:57):
As a recruiter, I think it is very important
that LinkedIn profiles match theresume, shows attention to
detail and consistency.
Pete Newsome (11:04):
Yeah 100%.
So I just was responding tosomeone on LinkedIn in a post
that I made About somethingalong those lines you don't want
recruiters to have to to spendtoo much time figuring out your
resume or your LinkedIn profilelike it's a puzzle.
You want you want the oppositeof that.
So if if there's overlappingdates, for example and it's a
(11:28):
little off topic from thequestion, but that is something
that jumps out at recruiters,they want to see a consistent
story on a resume.
They don't want to have tostretch To find out who you are
and what it is that you'retrying to accomplish.
Remember, recruiters are onlylook at each resume initially
for a few seconds, so that story, those headlines, really have
(11:48):
to jump out and they have totell a consistent story, just
like what Katie said.
And then, when they look atyour LinkedIn profile, they want
to see that you're the sameperson.
Everything doesn't have to beexact.
Don't don't misinterpret that,but it can't create confusion
either.
Ashley Mapelli (12:06):
And little hack I was playing around with the
TikTok video the other day and Ithink we have in one of our
blogs.
We talked a little bit aboutbeing jobs and I think you can
create a resume through thereand it lets you take your
LinkedIn profile Imported in andit translates everything into a
(12:27):
resume for you.
Nice, how awesome is that?
That just makes it super easy,quick.
And then there's thatconsistency, because it's taking
every point you have yourexperience, any certifications,
all that info and funneling itinto a resume.
Pete Newsome (12:45):
So we've had a couple other questions along
those lines what's your advicefor job seekers?
Well, that's, that's greatadvice right there.
When it comes to LinkedIn, youcould start with that just what
you said that that is perfectway to build your resume, and
there's so many tools that areavailable for free.
I know there's lots of servicesthat exist for resume writing,
(13:05):
resume writers my LinkedIn feedis is filled with those folks
sometimes, but there's so manytools and resources for free.
So, again, go to Zin gig.
We have a resume section onthere for every scenario.
Now, someone also asked us aboutWomen returning from work to
work after having a family.
Well, it turns out we haveresume advice for that too.
(13:27):
So if you go to go to a resumesection, you'll you'll see that
some tips on how to present that, how to Display it on your
resume.
And here's the good news isthat there's a lot of really
good ways to address thatwithout Having to shy away from
it, to have to feel like it's anegative.
I think now more than ever,people realize that there's a
(13:50):
big value to hiring women whowere, who've taken time off for
family.
I will tell you that I wouldalways love a mom because
they're the they're the mostorganized people on the planet,
right?
So if there's bias out there,it's probably in the favor of
Mothers because they they haveto do so much with such a little
(14:11):
time, right?
The most productive people onthe planet.
So Lots of great tips andadvice for that.
I think we don't have a specificprogram for it, but I will
point you to a website Hire mymom calm I believe it is is jobs
specifically for for moms, andI'm sure they would hire other
folks, but those are what thejob, the job board, is intended
(14:33):
for.
Leslie pile I think it's hercompany, someone I've
interviewed on a podcast before.
So a really cool service hiremy mom calm Mom calm check it
out and they put up jobs all thetime that really target Moms
who are getting back in theworkforce and I want to say
again if you want to take alittle step further, go on tick
tock, go on mom talk and Connecta network with other moms via
(14:57):
tick tock.
Ashley Mapelli (14:58):
See what they're doing and Start communicating
with them, and you never knowwhat they might get you into.
Pete Newsome (15:04):
Mom talk, is that that's?
Ashley Mapelli (15:05):
mom talk.
It's a mom community in ticktock and a lot of them are
either returned to work, whohave great advice.
So jump on there, see, see whatthey have to offer nice.
Pete Newsome (15:18):
Do we ask the millennials opinion on that?
See what.
Ashley Mapelli (15:21):
Still not with us today.
Probably drinking a pina colada.
Pete Newsome (15:25):
Still in a.
Ashley Mapelli (15:27):
Yeah.
Pete Newsome (15:29):
All right, so what's next?
So?
Ashley Mapelli (15:32):
I Got to kind of make spice things up a little
bit.
I thought it would be cool tothrow you off with a little
scenario.
I also found on redditreal-life scenario coming from a
job seeker.
So here we go.
So my friend and I signed upfor a company and have an
(15:54):
interview today, but atdifferent times.
He did the interview and a fewhours later they called him
offering him the job, eventhough I and another person had
yet to be interviewed.
My friend wanted to wait untilthe next day to decide, but I
didn't know how to feel aboutthis.
Is it normal for a company tocontact a potential employee
(16:16):
before interviewing everyone?
Pete Newsome (16:19):
so I'll Assume that that last line met.
Is it normal for a company tomake an offer to to an employee
before interviewing everyone?
Boy, I mean typical?
I don't know that there'sanything typical.
Is that a good idea?
Is?
Is that something that peoplewould appreciate?
No, so, without knowing who thecompany is or the specific
(16:42):
situation maybe there was morethan one job.
Now I did as a recruiter I hearthat there's three people all
talking to each other about thesame job and you never trust
anyone else other than thedirect source in your recruiting
process, because it's a reallycompetitive market right now.
Who knows what those otherfolks are saying.
(17:04):
People hear things incorrectly.
They interpret thingsincorrectly.
At times it went in doubt.
Go directly to the source andask the question directly to
them, right?
What if a job has already beenoffered to someone else?
You certainly don't want tospend your time going to an
interview, so get away from thatposition as soon as possible.
(17:24):
If they confirm that that'sactually the case and they did
offer it to someone else.
Ashley Mapelli (17:30):
No, that makes sense, no it's not normal.
Pete Newsome (17:31):
No, that's not a good practice.
Ashley Mapelli (17:33):
No, especially.
I mean if it's one role andyour friend got it, and then
you're about to go interview tooand they're about to waste your
time.
Basically it's I don't.
I don't think it's a good idea.
All right, question fromaudience.
What resources or tools wouldyou recommend for someone just
starting their job search?
Pete Newsome (17:53):
Nice.
So just know that this is avery competitive market right
now.
So if you are going in for thefirst time, if you're a student,
if you are someone who's new tothe workforce, it'd be a very
different answer potentiallythan someone who's been in the
workforce a long time and isjust starting a job search.
(18:15):
So, without having a littlemore detail, let's just go
through some of the things thatare very important.
It starts with your resume.
As you just said a few minutesago, linkedin is a public resume
, but it's a perfect format tobuild your resume and to think
about what you've done in thepast, right, how you want to be
seen, what kind of job you'relooking for, how, and you can
(18:38):
highlight your accomplishments,accolades that you've had.
Linkedin does a pretty good jobof kind of giving you the
blanks to fill in on that stuffwith a different slot.
So complete your LinkedInprofile, translate that into a
resume.
There are lots of free resumeresources out there where you
can just download a template.
We have templates on Zengig andwe have scenarios for different
(19:01):
resumes.
I recommend a chronologicalresume by default.
That will list the jobs thatyou've had if you've had any in
detail One of the other things.
That's important early in a jobsearch is to consider who your
professional references can be.
If you are new to work, thatmight be former teachers,
coaches, leaders of groups.
You've been in academicadvisors, even neighbors at
(19:24):
times, so a lot of this reallywill depend on where you are in
your career.
The answer again for a21-year-old is it's going to be
different than it is for a51-year-old who does have a long
work history.
The next thing I'd recommenddoing is getting a resume on job
boards.
It's not just LinkedIn.
There's Indeed, there's ZipRecruiter, there's Zengig's Job
(19:46):
Board.
Put your resume up there.
Get your resume on Monster andCareer Builder.
So those are the big ones.
If you put your resume on there, you have the basis pretty much
covered.
Another big thing to doimmediately is connect with
recruiters.
If you haven't worked with athird-party recruiter before,
know that they're a source forlots of positions that wouldn't
(20:06):
be available on the open market.
So when companies decide to usea third-party, they almost
always give exclusivity toeither one company or maybe a
few, but it means they're notgoing to be recruiting for that
position themselves.
So if you're not working withrecruiters, there's millions of
jobs that are open every yearthat you'll never have
(20:27):
visibility into when you canfind recruiters.
The easiest place that we alwaysrecommend is Clearly Rated
clearlyratedcom.
You can search the top-ratedrecruiters by industry, by
geographical market, byspecialty.
So Clearly Rated is a greatsource to find who's, because
not all recruiters are createdequally, just like anything else
(20:48):
.
There's some good ones and notso good ones.
Clearly Rated is a source thatinterviews former clients and
active clients and contractorsand candidates who've worked
with the recruiting firms, whogive independent ratings.
So that's a great way todetermine whether how good the
(21:10):
recruiting firms are in yourarea and then get in touch with
them.
Pick up the phone, call them,connect with the recruiters on
LinkedIn.
That's a big way to do it.
And then the last thing I'llsuggest is again go to ZidGig's
job board.
Go to ZidGigcom, look at ourjob board and sign up for alerts
.
You can subscribe by using youremail address, by geography and
(21:34):
keyword and job title, andyou'll have daily open jobs
emailed to you the newest onesthat come out on the market.
So you do all that.
I mean, that's a lot.
You can take care of all thatstuff in the matter of probably
a day or two, but that will getyour job search off to a really
good start.
And the last thing is telleveryone you're looking,
everyone you know friends,neighbors, family, former
coworkers.
(21:54):
Get that word out to everyone.
Ashley Mapelli (21:57):
You never know where that next lead's going to
come from from a new job 100%,and I believe you can create
profiles as a job seeker usingZidGig's job board, so you can
even put yourself out there andplayers can see your profile,
which I think is an amazing toolthat I'm pretty sure we just
released recently.
So go and use it.
(22:17):
And then just advice for my GenZ peeps, because I know all of
you that are just starting a jobsearch right now you probably
really want remote jobs.
Try to expand yourself.
There's probably so much outthere and don't just limit
yourself to remote work, eventhough it seems nice, because
everyone wants to work remoteright now.
(22:37):
You don't want to miss out on agreat opportunity and you might
actually enjoy it.
So go give office work a chanceto.
Pete Newsome (22:45):
So what do you think about that?
So let's go.
Yeah, usually talking aboutgenerational differences and
perspectives, anyone who'sjoining us now, our millennial
is not here today.
He's out of the office, offdoing something fun, so we're
remembering him in a special way, but we'll be back next week,
of course.
(23:05):
Oh darn what?
Yeah, have you listened?
We tolerate, we tolerate.
Ashley Mapelli (23:11):
Oh.
Pete Newsome (23:13):
So it all serious to snow.
Your generation has so manyopportunities to not go in the
office.
Do you think that is ultimatelya bad thing?
Do you think it's a detrimentto your professional and even
maybe personal development?
Ashley Mapelli (23:29):
I mean I don't think it's a bad thing,
especially since I feel like alot of opportunities are more
remote than an office right now.
A lot of companies justswitched over and it's kind of
hard at this point to find anoffice job.
So again, wouldn't consider ita bad thing, but I guess you
don't.
Maybe the development lacks alittle bit because it's
(23:51):
different from being aroundpeople versus just being in
front of a computer.
There's not much you can reallypick up on, since your
environment is literally justyour dog.
So I guess that's the onlything that I'd say that lacks,
especially for my generation.
I haven't experienced the officelife necessarily, maybe once a
(24:14):
month when it was our companyreview.
But I mean I feel like that'swhy I'm kind of expressing
everyone that's just startingtheir job search.
Give it a chance.
You know remote work isn't foreverybody and you never know, it
might be good just to start anoffice and then go to remote.
I'd say if I was looking in thebeginning maybe I would have
(24:37):
considered office at first andwasn't paying attention to just
remote work.
Pete Newsome (24:42):
Yeah, the grass is always greener to some degree,
right, I mean, there's pros andcons to both.
But I, you know this.
I worry that young people,young professionals, don't have
the same developmentopportunities that they would if
they were around moreexperienced people, more
knowledgeable people.
There's something that islacking with that.
But you have to balance thatagainst the benefits of being
(25:05):
able to work from anywhere inthe world, and I'm envious of
that.
I wish I could have had thatopportunity when I was younger.
So definitely pros and cons.
Ashley Mapelli (25:17):
For sure.
All right, I'm going to goahead and give you another
scenario.
I love these.
These are fun.
Are you ready, all right?
This one is called co-worker,going on vacation for a month.
Hmm, sounds like our millennialfriend here, but at least he's
not going for a month.
I don't know what else.
(25:37):
So I work on a project with myco-worker we are the only ones
who do and she is more senior tome.
She's going on vacation forfour to five weeks.
This project is already on fire, with missing items, delays and
very intensive um outstandingitems.
I'm feeling very overwhelmedthat I have to undertake it for
that amount of time alone.
(25:58):
In my opinion, she should be onvacation room for max two weeks
at a time.
Four to five weeks alone onthis project will drive me crazy
.
Not to mention I have tocomplete her work and cover for
her.
So double the workload.
What are your thoughts?
Oh, poor person, that seemsawful.
Pete Newsome (26:19):
That's weird, so that's an anomaly.
That's not something that weencounter regularly.
How someone's able to take fourto five weeks on vacation.
Maybe there's some extenuatingcircumstances there, maybe it's
not exactly a vacation per se,maybe there's other issues, but,
uh, that's something you haveto talk to your direct manager
(26:43):
about and see how you're goingto accommodate.
Ask for um, ask for advice andguidance.
I think one of the um thingsthat is really important for
someone who's, uh, I'll say,younger in their career to learn
is how to deal, uh, with thosekinds of things.
It happens, adversity happens,challenges will come up through
(27:04):
everyone's career.
So that sounds like a problem,uh, that needs to be solved, and
the best way to solve it is toaddress it head on.
I don't really have a muchbetter advice than that.
Um, but don't ignore it, don'tsit and complain.
That's a something that, uh, Iknow happens a lot.
We all.
We all know that it's andthere's perhaps a lot to
(27:27):
complain about at times, butit's much better to address
these things openly,professionally, right?
Not emotionally, uh, and if youcan lay out a problem for uh
and and state your case as towhy this is an unrealistic thing
to um, uh to have to contendwith, then I find that most,
(27:48):
most people are prettyreasonable right.
Ashley Mapelli (27:50):
I have to say too, this is your moment to
shine.
Like this opportunity kind offell in your lap.
It's time to take initiative,you know, show everyone what you
can do.
So you might have to put in alittle extra hard work for a
month.
You're kind of beating yoursenior person.
Like that person's going tocome back and be like hey, it's
(28:10):
done, I didn't need you, andpeople are going to look at you
for that and they're going to belike wow, like maybe we'll move
this person into a differentposition because they're capable
of doing more than they can.
Pete Newsome (28:21):
Great advice.
I love that and that's animportant point.
If you have to manage your owncareer and make sure that if you
are doing double the work, thenthe right people know right and
if you, if you have to suck itup and do it, you know to your
own horn in that scenario, yeah,and people know that this
person's going to be away for amonth.
Ashley Mapelli (28:42):
They know that this project is going to fall on
you.
So the cards are in your table.
They're kind of testing you tosee what you're going to do.
Are you going to complain?
Are you going to takeinitiative, organize yourself
and, like, tackle this head on.
Pete Newsome (28:54):
So how about vacation for a month, though?
We just talked about how I meanmillennial.
Do you think that that'sappropriate?
No, he's okay, we'll wait fornext.
Ashley Mapelli (29:07):
No, I mean a month.
Gosh.
I feel like even I I don't knowif you're going to come back
and your workload is going to beoff the wazoo Like you're going
to be so behind.
I feel like I don't know ifit's always a good idea.
I feel like two, two weeks maxout of time.
Pete Newsome (29:28):
All right.
So I have a question for you.
I saw it as a poll on LinkedInthis week.
When you're not working, shouldyou answer texts and emails
that come in?
Ashley Mapelli (29:42):
I feel like it depends on the person and the
role that you're in.
If you're working on a clientor like working and helping a
client and they urgently needyour help, like you might have
to help them, especially ifthat's just the role you're
taking.
You know your responsibilityand sometimes you might just
have to reach out.
(30:03):
But being that I'm not in thatposition, I feel like me
personally, I like beingorganized and I like being ahead
of the game.
So if I, let's just say, get anemail or a text over the
weekend and I check it out, likeI feel like I'd respond, or
just like put in my notes, liketackle this, this is like a
(30:23):
priority for like Monday prettymuch.
Or, again, just respond Doesn'treally hurt.
To respond, it's like sending atext message back.
So I guess it depends on you.
You shouldn't have to.
If you don't want to Again,it's your off time.
But if you feel like you wantto and you want to show for it,
then go ahead.
Pete Newsome (30:43):
Yeah, I think Every job is so different in
terms of expectations and thoseare things that you should
understand going into a role.
If you're in a sales job,you're only hurting yourself if
you don't respond after hours,so I would.
I would say that's probablyprobably not a good fit if
you're someone who doesn't wantto look at messages when you're
not on the clock.
In sales you're kind of alwayson the clock and a lot of
(31:04):
professions do work that way.
So I didn't.
I don't know how the poll cameout.
I think it's it's still going,but I think most people said
they'll respond.
They think they should respondto urgent, urgent messages.
Ashley Mapelli (31:15):
Yeah, and I feel like you know You're gonna be
curious and I feel like theperson who's gonna look anyways,
because they're gonna be like,oh, what is this, what am I
getting?
Don't just ignore it.
If you saw it, just, you'realready looking at it.
Just tackle it really quickly,see what's going on.
Pete Newsome (31:32):
Well, so what do you say to those who would say
well, wait a minute, it's justnot my job description, I'm not
being paid for that.
What do you think of thatattitude?
Because that's.
Ashley Mapelli (31:44):
That's gonna show.
For I mean, you're not gonnaimpress anybody with that kind
of attitude.
You're just gonna be in thesame Same route, same boring
route.
Pete Newsome (31:54):
You're not going anywhere All right, all right, I
know I don't know that everyonewould agree with that.
Ashley Mapelli (31:58):
I mean, I definitely not, definitely not.
But I feel like I Kind of havelike an old-school mentality.
Sometimes maybe it's because ofmy parents, but I know most
people, especially my generation.
They're like nope, I'm notanswering till Till whenever I
come back, like I'm not here.
Even if I look at it, I'm nothere.
Pete Newsome (32:20):
So so you could do it right, especially if you're
not expected to or if it's notpart of your, your job, what you
signed up for.
Ashley Mapelli (32:27):
But I'm just not gonna wow anybody.
Pete Newsome (32:29):
Yeah, it's gonna be lemon.
You're probably not gonna bethe one that gets tapped for the
next promotion, and as long asyou're okay with that, then and
that approach makes sense.
Now we missed, we skipped overa question about job fairs.
It was asked so what, what,what?
I think about job fairs?
Well, as, as a candidate, Ithink it's.
They're worth going to.
(32:50):
A lot of times, a job fair willbe like applying on LinkedIn.
These days and if I'm still,we've been posting jobs on
LinkedIn I get blown away by howmany applicants we receive for
every opening.
The numbers can be overwhelmingand Nobody wits when that
happens.
It there's just too manycandidates for a single position
(33:13):
, which means there's a reallygood chance the best candidate
on paper, the best candidate whocould be hired to do the jobs
Never even gonna be seen by therecruiter.
So I'm not a fan of theone-click apply option that
exists out there right now.
I see I actually saw adviceearlier this week where someone
who calls himself a career coachI'm not sure what that meant
(33:34):
exactly, but a career coach whosaid I tell everyone to apply
for jobs even if they're notqualified, and I think that's
terrible advice.
You will annoy recruiters.
So, even if there's a job thatyou meet may be qualified, a
different job you may bequalified for.
If the recruiter sees youblatantly applying for jobs,
(33:55):
you're not gonna be favorable,they're not gonna look fondly on
you, they're probably not gonnawant to work with you as a
candidate.
So I reject that advice to sayit's terrible idea.
But the, the Way that jobs areso easy to apply to right now
has sort of created this messthat we're in.
So that's how I think of jobfairs.
At times it's just lots andlots of people all trying to
(34:17):
compete for the same attentionand it's going to be hard to
stand out.
So if you go to job fairs, do acouple things upfront know
who's going, know who you're,who, what companies are gonna be
there.
Do your research, do yourhomework on those companies.
Find out what they have open.
Find out what, what kind ofpositions they have.
So know something interesting,interesting about those
(34:38):
companies.
That's how you're gonna setyourself apart.
Get the layout of the, of thethe job fair if it's in person.
Figure out where thosecompanies are, who you want to
target.
Don't try to see everyonePrioritize a list and then
attack those who wanted a timewith with a strategy, so make a
plan in advance, before you goto a job fair, so they can be
(35:00):
beneficial.
I typically like finding waysfor candidates to stand out from
the crowd, not be part of it.
So if you're gonna go to a jobfair, though, just just know
that you need a plan going in.
Ashley Mapelli (35:13):
And I can show some apps, especially for, like,
college students.
I never went to a job fair andthat's one of my biggest regrets
.
Just go make the effort, go putyourself out there, start
networking there and Telling youit's gonna go a long way.
So you're gonna regret it ifyou don't, because then you're
Gonna have to wait a little bitto start networking and it's
(35:33):
gonna be on LinkedIn.
Pete Newsome (35:35):
So If you have any more questions from anyone
answering already and watchinganswer on the fly.
Otherwise, let's do.
Let's do one or two more today.
I just yeah.
It's hard to do this withoutPeter.
I miss it.
Ashley Mapelli (35:48):
I know, am I, is Genzi not good enough?
Pete Newsome (35:53):
Genzi's.
Yeah, I mean, I know, don't getemotional, right, that's,
that's not.
Yeah, no, it's, it's good tohave, it's good to have Peter's
perspective and because, becauseit is different, right.
Ashley Mapelli (36:03):
I mean how I like.
Is is different than someonewho's born in that generation
looks at so and I think hedefinitely has more experience
out in the workforce than I do,because as a Genzi, we're all
just starting to get out there.
So At least he, you know alittle, knows a little bit more
than me, I guess.
Pete Newsome (36:24):
whatever, Better at technology.
Ashley Mapelli (36:26):
We're still better at technology.
Okay, next question.
Hmm, trying to find a good one.
Should I read you one fromReddit or from our audience?
Pete Newsome (36:40):
Well, let's, let's see from the audience.
So we just had a question comein, which I think is good, about
Networking.
So where to network?
All right, so a little moreperspective would help.
But start with your, yourprofession, professional
associations that that you arein, or they that exists for your
skill set, and there areprofessional associations pretty
(37:03):
much for every type of group.
So maybe there's a, a localorganization you can be part of,
a national organization you cannetwork with, so that's always
a place to go.
Look back to where you went toschool Is.
Does your school offernetworking opportunities?
Connect with people that way,or their groups that get
together.
There's civic groups that youcan connect in network with.
(37:24):
But when you're connecting,when your network on LinkedIn,
the first thing I'd recommend ifyou haven't done this already
we talked about this earlier wasget on clearly rated comm
search by your local geographyor your industry or your skill
set.
You can do any of those andStart connecting with recruiters
and when I say connect, I don'tjust mean on LinkedIn, I mean
(37:45):
pick up the phone, call them,have conversations with real
humans, let them know who youare, get to know who they are,
find out kind of jobs theyrecruit for, make sure they're a
good fit and the way recruitingworks best, and I'll tell you
this from if there's a recruiterAnywhere third-party recruiter
on the planet who disagrees withthis, I'll be shocked.
(38:06):
You want to know who thecandidates are for the job
before the job comes in.
Recruiters love to have aNetwork in place, a pipeline of
candidates who they know.
They already know what they'relooking for, they already have
rapport with them.
That's been established andthey can pick up the phone when
a new job comes in, call thatperson, make the connection
(38:29):
right away and fill the job.
There's nothing better for arecruiter than to fill a job
with one phone call because youknow who the candidate is
already.
So a lot of Recruiting, whenit's done right, happens Even
when there's not an immediateopening.
So we're in Orlando, which is apretty big market, I would.
(38:50):
I will estimate there'sprobably 40 staffing companies
that exist here in Orlando.
That may be low, so if you'rein Orlando, for example, and if
you're in it, there's probably20 staffing companies that focus
on it.
You should have a relationshipwith each of them because, as we
started to talk about earlier,so our staffing company is one
(39:13):
of the biggest ones in Orlando.
We are the top rated in IT inOrlando.
I'll say that a little plug forfour corner resources.
But I would still recommend tonot work with us exclusively,
and the reason is we onlyrecruit for the companies that
are our clients.
And even though we have a lotof clients in Central Florida,
(39:34):
that still represents a reallysmall piece of the overall pie.
And you could go down the linefor any staffing company, any
market, even if they're thebiggest one out there, they're
going to have a small overallpiece of the pie.
So the best thing you can do iscover your bases with as many
staffing companies that arecredible.
(39:55):
They have good ratings.
So, again, go to clearly rated,see which ones are the top ones
out there and establish rapportwith them at the individual
level.
So one of our recruiters fromfour corner is here watching
Bella.
If Bella would love nothingbetter than to have candidates
up front who she already knows.
So when she gets a job thatmatches her skill set, it's a
(40:15):
really quick turnaround and,like I said, every recruiter on
the planet looks foropportunities for that.
And the last thing I'llrecommend is call directly into
the companies and ask speak withthe people who recruit in your
space.
You won't always get them live.
In fact, most of the time youmay not get them live, but don't
be discouraged by that.
I promise you that, if you'relistening and you're on the job
(40:36):
market, that recruiters lovemotivated candidates.
They love candidates who willtake that extra step.
Show that they'll go the extramile, even if they can't help
them in that moment, and that'sa really important thing to
understand.
So don't take the fact thatthere's not an immediate job to
be placed in, or immediateaction can be taken.
(41:00):
It all adds up and you neverknow when that next call is
going to come from.
So get in touch with localthird party recruiters and get
in touch with talent acquisitionteams, or at least leave a
message.
Put your name in front of themso they'll remember you and be
able to pick you out of the pilewhen the next job opening comes
up.
So hopefully that was a lot ofstuff.
(41:20):
If you do all that, you have apretty big network within a
couple of weeks.
Ashley Mapelli (41:26):
Yeah, 100%.
All right, we have one morequestion.
I guess this will be the lastone, if no more come in.
What are your suggestions tothose looking to find a
different career path?
Pete Newsome (41:41):
Understand, first and foremost, what a new job
requires, and every role has itsunique set of experience and
background that are necessaryfor someone to enter into it.
We have around 500 careerguides on Zengig.
If you want to go there, if youhave a particular profession in
(42:02):
mind, we try our best to lay itout.
On what it takes to become aproject manager, what it takes
to become an attorney, weactually have a section how to
Become.
So start there for theprofession that you want to
pursue, see what kinds ofcertifications are available for
that.
There's a lot of free tools outthere, whether it's companies
(42:24):
like Microsoft or Google thatoffers free trainings.
We talk a lot about Courseraand Udemy.
We try to have links to thosecertifications and training
classes on our career guides.
Sometimes you need to pay toget the actual certificate, but
you can do a lot ofself-training right now through
(42:46):
online free options.
Youtube is another great sourceof information and a way to
train yourself.
So if you're serious about it,you may have to invest
significant time and effort tobecome qualified.
And then the next thing I'llsay is be willing to take a step
backwards.
That's sometimes hard if yourincome is up here and an entry
(43:09):
level or close to entry level isdown here for the job you want
to go into.
But I truly believe that topperformers rise quickly, and
just because you start at a lowpoint doesn't mean you can't
rise really, really fast.
So do your homework, do yourresearch.
Start with our career guides.
(43:29):
By the way, if you see aprofession that we don't yet
have, let us know.
We're adding to the careerguides constantly.
Zincig's only a year old, so wedon't have the site complete.
We just launched what we calledphase one a year ago.
We have so much more to produceand we take feedback, and that
helps us prioritize what'smissing.
So if you have a career thatyou're interested in, you don't
(43:49):
see it on Zincig, we'd love toknow, because we're trying to
prioritize our content creationin additions based on what's
most popular and in demand outthere.
Ashley Mapelli (43:58):
And again, as Gen Z, I don't have much advice.
But the only advice I do haveis don't put all your eggs in
one basket.
See what the career is likefirst before really truly making
a decision.
Job shadow.
So again example I thought Iwanted to be a radiologist and a
(44:18):
teacher.
Luckily I got to job shadow aradiologist and I was like nope,
never mind, this career is notfor me.
And I ended up changing.
So imagine if I put all my eggsin that one basket.
I would have been a radiologistand I would have been very,
very unhappy.
So just be very, very cautiouswhen you're changing career
paths and really immerseyourself and see what it's like
(44:40):
first before taking that step.
And you can always just go onTikTok and TikTok the if there's
someone in the career that youare looking for.
They always have videos on them, like dental hygienists, they
post videos or teacher talk.
So go see what it's like.
Pete Newsome (44:56):
Yeah, and, generally speaking, I think
people really like to helpothers.
So find profiles of people atLinkedIn who are in the
profession you want to be a partof and ask them for advice.
Ask them where they would startif they were in your shoes.
That's probably a prettyunderused thing to do on
(45:16):
LinkedIn, but people likehelping.
That's something that I'mpretty confident saying, and so
if you ask for help from others,odds are that they'll give it.
Ashley, that's great advice withthe job shadowing, just know
that job and major careerchanges happen frequently.
The reason why, when we werethinking of Zengegg and coming
(45:39):
up with the name and our logo ayear and a half ago, it's a Z
because it was a winding pathand our original logo that we
thought we were going to havewas a winding path up a mountain
, because that's how careerstypically go Rarely, are they
just a straight line?
So we know that and that's oneof the reasons why we put the
content on the site that we have.
(46:00):
It's because it's common.
It's very common.
I mean most people look, I'm 52now.
That's why I'm the Gen Xer, asif that was a surprise that most
of I would say probably morethan half of my friends and
associates near my age have mademajor career changes along the
(46:21):
way, so it's a very common thingto do.
It's intimidating, it'suncertain, but well worth it if
you know the direction you wantto go in 100% OK, looks like we
have no more questions coming in.
Peter, no, he's with us.
Ashley Mapelli (46:39):
I guess that concludes our episode for today.
Pete Newsome (46:41):
Yeah, thank you, and we did miss our millennial.
He'll be back to add to theconversation next week.
We look forward to it.
We'll get back to somecontroversy next week, ashley,
and I'll see you in a minuteonce he's back.
Ashley Mapelli (46:54):
Oh for sure, I miss fighting with him 100%.
If you've been on the stagejoin in.
Pete Newsome (46:59):
We appreciate all the questions and thanks for
watching.
Ashley Mapelli (47:02):
Thanks for watching, see ya.
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