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    What is Workplace Ageism? (+ 5 Ways to Combat Ageism in the Job Search)

    In recent years, organizations across all industries have made strides when it comes to building diverse and inclusive teams. In fact, companies are increasingly hiring and promoting employees from historically underrepresented groups, and they’re also extending offers to more and more women, who now make up the bulk of the US workforce. But despite this progress, there’s still a lot more work to be done, as outlined in Hired’s 2022 Wage Inequality Report. 

    While organizations might have improved the gender and ethnic diversity of their teams, many are still discriminating in other regards, such as against employees who are further on in their careers. This form of discrimination called ageism.

    Related: What is DEI? How Does it Improve the Sales & Tech Job Search Process? 

    What is ageism?

    Simply put, ageism is a prejudice causing organizations to overlook qualified older candidates and hire younger workers instead. 

    According to the AARP, ageism is pervasive in America. They found nearly 25% of workers 45 and older have been the subject of disparaging comments due to their age. What’s more, roughly 60% of older workers have seen or experienced ageism in the workplace. Ageism is perhaps most prevalent in the tech sector, where the average worker is 38 years old (compared to 43 years for non-tech workers).

    Add it all up and it comes as no surprise the same AARP survey found 76% of older workers agree ageism is a major obstacle standing in between them and a new job. 

    Youngism: The Reverse Ageism 

    This facet of ageism, now increasingly studied, focuses on bias against younger individuals. You might imagine someone muttering, “kids these days” or rolling their eyes as they groan, “millennials.” 

    Although positive words like “intelligent” and “tech savvy” surfaced, one study found common negative responses in descriptions of younger generations included “entitled,” “coddled,” and “disrespectful.” 

    In the same way ageism can hold back older adults from opportunities, youngism does the same to younger individuals. 

    What causes ageism?

    Ageism is a bias that makes businesses see older employees as liabilities more than assets. 

    In an age of technological innovation, companies may think older employees might not be technically proficient enough to work productively. At the same time, older individuals are thought to be stuck in their ways, making it harder for them to embrace change or try something new.

    In some instances, ageism might be linked to the fact that older employees tend to earn more than their younger colleagues due to their deeper professional experience. Cash-conscious companies might opt to extend offers for candidates just out of college who are happy to work for less.

    While the deck may be stacked against older workers to some extent — all hope is not lost. With the right approach, older professionals can overcome the bias of ageism in the job search, ending up with meaningful employment on the other side.

    With all this in mind, let’s take a look at some of the tactics you can employ to navigate your job search in your later years.

    How you can combat ageism and be confident in your job search

    First things first: Update your resume so it fits on one page and is reframed to reflect your current goals. After you’ve done that, it’s time to start looking for work.

    Related: How to Handle an Employment Gap on Your Resume (Flip the Script!) 

    As you begin your job search, here are five tips to keep in mind tohelp you overcome the challenges associated with ageism — and move forward to the next chapter of your career with a positive mindset.

    1. Demonstrate your enthusiasm

    At the end of the day, companies are looking to hire energetic, passionate individuals. Perhaps you worked for 25 years in corporate America and have all the requisite skills and experience. Still, if you come across as apathetic or as if you’re just going through the motions, hiring managers may hesitate to gamble on your candidacy. 

    Instead of reciting your experience, lead with your passion and excitement for the company and role.

    We also encourage you to market any mentoring skills. Your experience may be more valuable to other team members than you realize! Frame your experience as an advantage in this way and an opportunity to share your wealth of knowledge.

    2. Develop new skills

    Commit yourself to continuous learning and always try to develop new skills and learn new things. One easy way to do this is to complete certifications through popular business platforms like General Assembly, Exponent, Educative, and AWS. 

    3. Be curious and teachable

    Succeeding in today’s ultra-collaborative business landscape requires being a team player and a willingness to be flexible. By demonstrating your curiosity and teachability throughout the interview process, you can prove you have the right mindset to become a critical contributor to the team.

    Two ways to show your willingness to learn and ability to quickly acquire new skills are:

    Taking up interesting hobbies (e.g., learning how to write code) 

    Taking on volunteer opportunities (e.g., mentoring at-risk youth)

    4. Lead your interviews

    Acing an interview isn’t just about giving good answers to each question. It’s about forming a personal relationship and connection with the person on the other side of the table (or the Zoom call).

    By connecting with your interviewer on a deeper level and bringing a positive, pleasant attitude to the session, you can make a great first impression. This can carry you to the finish line and lead to a job offer!

    Related: Video Interviews 101: How to Impress in the Digital Age

    5. Arm yourself with data

    When you’re older, be cognizant of how your interviewer might perceive your age as a disadvantage. So, be prepared to defuse those objections right out of the gate.

    Related: 7 Interview Questions You Never Have to Answer (& How You Should Respond) 

    One way is to proactively bring data to the table. For example, research suggests workers continue building knowledge and expertise well into their 80s — traits correlated with job performance. Furthermore, data suggests the average successful startup founder is 45 years old. 

    It’s also important to make sure you have a good understanding of what a fair salary is for your experience and role. Make sure you leverage tools like Hired’s Salary Calculator to understand your value before the interview.

    Related: What Does Your Tech Salary Look Like? A Review of Salary Trends 

    The more nuggets of information like this you have, the more confident you will be when you finally sit down at the table.

    Ready to land your next job?

    With the right mindset and a determination to land a new job, it’s possible to overcome the challenges associated with ageism and start the next phase of your career. Keeping these tips in mind as you begin your next job search. Good luck!

    Continue reading our Ally Series: More

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    Tech Candidate Spotlight – Decebal Dobrica, Software Architect

    Why did you choose Hired for your search?

    Compared to other platforms I’ve tried, Hired stands out because of the quality of employers, especially those in London.

    Related: How to Get Approved on Hired

    When searching for a new role, the ability to have a direct contact with the company looking to hire is extremely useful. It’s more efficient to be in touch with a CTO or someone with an active role, as opposed to going through an agency.

    As for specific features on Hired, I love the “Profile Preferences” section. It allows me to filter out specific technologies and characteristics. I can get search results that reduce the need for further filtering after meeting the companies.

    What would you tell someone who’s curious about Hired?

    Hired puts you in front of the best employers in London while helping you refine the way you present yourself to them. Hired gives you tips based on employer feedback to optimize your profile. This makes your edits so much more relevant than what you might come up with yourself, and helps you stand out to companies on the platform.

    Related: Meet Hired’s Candidate Experience Team: Supporting Jobseekers Every Step of the Way

    How does Hired compare to other methods you have used in your job search?

    Hired was the fastest in terms of helping me connect with new employers and streamlining the recruitment process. Companies come to you, instead of the other way around, which I have experienced with many other platforms. When I get matched with an employer, I already know the company wants to have a conversation tailored to me. I don’t have to make the effort to convince them my profile is what they should search for.

    What was your job search experience like before you joined Hired?

    Before Hired, I was jumping between recruitment agencies to get more exposure to different types of employers. Most couldn’t even tell the difference between Java and JavaScript, as most of their own filters were backfiring!

    What tips would you give to other jobseekers using the platform?

    Take advantage of the tips Hired offers and remember to apply them when creating your profile. Most importantly, make sure to be available and be respectful to employers. Being responsive and active helps build employers’ impression of you when making a decision about whether to interview you. More

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    FAQs from Jobseekers: Approaching the Technical Interview with Confidence (VIDEO)

    Technical interviewing takes skill and is actually a skill in itself. In this AMA-style discussion (now on-demand!), experts helped jobseekers problem-solve their way to nailing their next technical interview. Keep reading for candid and actionable advice from the experts.

    You’ll hear from:

    Sophia Koehl, Partnerships, Hired

    Omkar Deshpande, Head of Technical Curriculum, Interview Kickstart

    Nate Becker, Candidate Experience, Hired

    Read the beginning of the conversation here and scroll down to access the full webinar. 

    What are the fundamentals of a technical interview? 

    Nate

    I think it’s important to note this is a multi step process. It’s not a one and done situation. I would read and reread the job description, do some research on the company, and review the fundamentals of your own technical specializations. For the more personal side, practice talking about your professional background. I recommend Interview Kickstart’s Technical Interview Checklist. 

    Consider the stages of the interview ahead of time. First, you have a phone screen, a sort of a “tell me about yourself and why are you applying.” Then, there’s usually a take-home assessment, which is preliminary and usually done through a test coding platform or a shared doc. From there, you’d have an on-site or in-person evaluation where your programming skills are assessed in real time by an interviewer. 

    If you are on the Hired platform, you could take advantage of assessments to showcase your skills to employers. A lot of the companies on our platform prioritize candidates who have taken these Hired assessments. Keep in mind that this doesn’t replace a coding interview and is more of a preliminary screen. 

    Omkar

    In an ideal coding interview, you are given a problem, or an unseen question. The interviewer wants to see whether you can design an algorithm or a recipe that correctly solves the given question by relying on fundamental computer science principles and problem solving strategies. Your solution also needs to run fast, take the least possible time, and use very little space.

    Once you have designed a correct and efficient algorithm, you have to implement it in the programming language of your choice with a high probability that the code would run correctly the first time you execute it. They’re testing your problem solving ability and your coding fluency. Both of these depend on knowledge of computer science fundamentals. That’s how I look at the structure of a coding interview. 

    Why is it worthwhile to spend more time on interview prep instead of jumping straight into applying and interviewing?

    Nate

    It would be to your advantage to consider the state of the market. Look at the time we’re in right now. This is a great time to take advantage of the downtime and prep. Take the time now to land an interview you really want. It may benefit your career in the long run to invest time and energy up front. When I say timeliness, I’m talking about the recent layoffs folks have been experiencing and the impact of that. Really consider if you have free time and do the prep work. We have a great eBook on layoffs and how to bounce back better than ever.

    Omkar

    The reality is that competition is high. People share frequently asked questions online on platforms like Leetcode. Everyone knows what questions are likely to be asked and they’re not easy to solve. Prep is necessary, otherwise you’re going to stumble on the spot. 

    There’s a misconception that interview prep is a waste of time because you basically have to memorize the solutions to those frequently asked problems. If you prep the right way, it’s an opportunity to relearn the fundamentals of computer science. Preparing properly increases your chances of getting multiple offers and thereby a significantly higher salary.

    When you start a new job, you have that confidence in yourself because you cracked the interview based on your understanding of computer science principles. You become a better engineer as a result of preparing in the right way.

    Other key topics from the conversation include: 

    Which programming language to use for a technical interview 

    How to create a study plan

    Technical interviews at FAANG companies vs smaller companies

    How to present your tech experience 

    And more!  More

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    Interview to Get Hired: What Top Employers Want in 2023 (VIDEO)

    What are top employers looking for from jobseekers? Watch this on-demand webinar to hear experts from Top Employers Winning Tech Talent discuss key findings and data from Hired’s What Top Tech Employers Do Differently: New Hiring Data to Win in 2023 report. They share top tips for impressing employers and guide you in the job search. 

    You’ll hear from:

    Career Expert, TopResume, Amanda Augustine

    VP of Product, Hired, Hector Angulo

    Talent Acquisition Manager, Funding Circle, Dominic Heeraman

    SVP of Data, Analytics, and Machine Learning, Bark, Olly Downs

    Career Lead, Pathrise, Kass Moore

    Read an excerpt of the conversation here and scroll down to access the full webinar. 

    How can tech jobseekers build a more responsive resume? 

    Dominic

    I particularly like targeted and specific applications. Make it specific to the role, job title of the role, the company. Make sure if you read the job spec you’re trying to add some of those things into your CV or resume. It should be well-written and well-formatted. I’m really big on presentation so really clear and concise is good. 

    I also like details so for example, if you spent a length of time in a role I want to see what you’ve done and your achievements. If you work in an environment where you can add facts and figures, that’s a good thing too. Quantify any of your successes. Having those details in makes it a lot easier to understand. 

    Two to three pages in length is fine. I’ve had some people write half a page CV and others give me a 64 page CV. Nobody has time for that. I want to see 2 to 3 pages. That’s the sweet spot.

    I’ve always hired software engineers for the permanent side of things so I want to see a good length of time at a particular company – not a jumpy CV where it’s six months here or one year here. I want to see progress in people’s careers. Maybe they start as a junior engineer, then get to mid or senior engineering manager, or a senior IC. 

    I don’t mind if it’s sentences or bullet points as long as it’s clear and I can understand what you’ve done in your role. 

    I also like to see what you’ve done as an individual, not what your team has done. It’s great that you’ve achieved this in the project but what did you do? What is your contribution?

    Then, obviously the tech stack. I want to make sure you use the relevant technologies in each of your roles. 

    Related: Interested in a Tech Role? Here’s Your Resume Guide 

    What are best practices around creating a Hired profile? 

    Hector

    First, craft a headline that doesn’t just repeat your job title, but highlights something unique about a skill that you have or a passion. You want that to be the first impression and the lens they review the rest of your resume or experience.

    Instead of saying something like “Technical Lead at X,” you can say, “Technical Lead designing scalable software for tens of millions of users” or “Expert in recommendation and personalization systems.” 

    If you are early in your career and don’t have an area in which you are a deep expert, show another part of your personality or abilities. Even something like you’re a “Three-time Hackathon champion” elicits thoughts of competitiveness and creativity. That adds a touch of context to the rest of your resume or profile. 

    This next one is really unique to Hired. It is about making sure you stand out to the right fit companies by making clear what the wrong fits are. We focus the Hired profile a lot around being upfront about your preferences: deal breakers, nice-to-haves, and must-haves. 

    This is to ensure you stand out to companies that are a ‘good fit,’ while avoiding ‘bad fit’ companies from reaching out in the first place and wasting anyone’s time. 

    We have a ton of categories but these are the three most used: remote/hybrid preferences, company size, and company industry.

    Related: 6 Common FAQs from Jobseekers: Answers to Help You Prepare for & Dive Into the Job Search 

    Watch the full collaborative panel discussion to learn:  More

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    Need Help with Job Interviewing Skills? | Coaching Session (VIDEO)

    What do companies look for when interviewing potential employees? Hear what they prioritize first-hand in this on-demand panel discussion featuring:

    Senior Manager, Recruiting, Brightspot, Avery Davila

    Technical Sourcer, Hired, Gabe Morabe

    Candidate Experience Manager, Hired, Alice Tan* 

    Candidate Experience Manager, Hired, Maria Coffey*

    What are recruiters really listening for?

    Avery Davila

    I think it’s really important in the interview process to be engaged. It comes across as you’re genuinely interested in the company, you’re genuinely interested in the role, and you’re excited to be there. Look engaged, have good posture, pay attention, and maintain good eye contact. This is a little difficult with the virtual world nowadays but you get the gist!

    Gabe Morabe

    Ask genuine questions and follow up. Perhaps I say something in the introduction of the interview and you mention it during the middle of the interview. Say it’s how interesting this product is or you have experience doing this in the past. It shows me that you’re 1) actively listening and 2) relating it back to your previous experiences.

    Avery Davila

    I suggest also having a notepad handy and jotting down a few notes, perhaps key things that stick out from the conversation. For example, if there’s any discussion around role expectations and you have notes to reflect back on. I think it also shows you’re interested and comprehending the information. I did that during my interview with Brightspot actually and I even used it to reflect back on before my first day so there’s a double positive. 

    Gabe Morabe

    You can take those notes and apply it to all your other interviews as well. It’s not just for one company. All these companies are probably going to be looking for the same thing especially if you’re applying for a specific role.

    In regard to concise stories of previous work experiences, I’m definitely looking for how you take your preview experiences, look at the job description, and apply it to how your experience fits in with this role specifically. This can be alignment with certain projects, an initiative you’ve led, a certain amount of sales within a certain market.

    Avery Davila

    I recommend, as you’re preparing for interviews and trying to be concise, outlining your experience and making sure that you hit all the key points. If there are metrics, challenges, successes, or specific projects you want to highlight, make a quick outline. Jot down about two sentences to help you concisely articulate so you’re not going back and forth in a story or you leave the interview realizing you wanted to mention this. That’s a good tip for preparation to help you be concise and clear when you’re explaining your background.

    Definitely ask questions too. It shows you’re genuinely interested in the company. Have questions prepared even if they’re simple ones and even if they’ve been answered earlier in the interview process. You can ask the same questions to different interviewers because you can get that different perspective based on the role and the unique experiences they’ve had, how long their tenure has been, etc.

    Watch now to discover: 

    How to appear confident (with examples of how candidates excel without knowing what to expect)

    What recruiters see as red flags and how to avoid them 

    Resources for interview tips and more!

    *Since this event, Alice and Maria have taken their CX insights to new roles as Pre-Sales Enablement Specialist and Customer Success Manager with Hired respectively.

    Curious how Hired helps jobseekers find great roles in tech and sales? Learn how our platform helps you create meaningful connections with top employers.

    Haven’t joined yet? Complete your free profile with Hired and let employers come to you. 

    Watch the original presentation below.

    [embedded content] More

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    Tech Candidate Spotlight – Efrem T., Sr Software Engineer

    Welcome, Efrem! Can you start us off by sharing a bit about your educational background? 

    I am an Electrical Engineer by training. I was excited on the impact of software and its scale. To develop my skills, I joined a Master’s program in Computer Science. This led me to roles in Software Engineering. 

    My Computer Science degree made a huge impact by offering me a holistic understanding of software development and the infrastructure involved with it. 

    What areas would you like to learn more about?

    I would love to improve my leadership skills and emotional intelligence, which would help me take more ownership of projects. I also hope to have a better understanding of the start-up world to help me work toward entrepreneurial goals. 

    What led you to pursue a career in tech?

    I believe the network effect of tech is quite impressive. Once built, it can scale without having a huge cost. From the development point of view, it is engaging as I can immediately see the impact of my work on users all over. 

    How has your skillset evolved over the course of your career?

    I have grown from being a person who found it hard to write one piece of code to someone who can visualize the different intricacies of applications. This led me to challenge myself with problems and algorithms to find optimal solutions that improve performance. 

    What are did you choose to specialize in?

    Building software from scratch involving the front-end, back-end, and architecture of a system. I would also like to specialize in using data to assist in better decision making. 

    Is your new role different from previous ones?

    Yes, I am now working for start-up. In the past I worked for larger companies. My current role is also in a fast paced environment with a smaller team. 

    I’m excited for the chance to work with a growing start-up and in that process, wear many hats involving multiple facets of the software development cycle. I will be work alongside smart and engaged individuals who, I know, will push me to build my craft. 

    What was your job search experience like before you joined Hired?

    It involved a lot of calls just to set up an interview – and many times for an opportunity that doesn’t lead anywhere. With Hired, the process was smooth and companies that interviewed me were committed. The matching was precise! 

    If you are using Hired to find your next role, do as many interviews as possible. I encourage you to enjoy the process of interviewing as it challenges you mentally and is rewarding. Respect the time and effort of everyone involved in potentially offering you your next job. Also, don’t forget you can negotiate your salary. 

    Hired is a robust platform that does a lot of filtering to send you openings that are relevant, increasing your chances of landing a job in a short period of time.

    Any advice for other tech professionals?

    During the interview process, don’t stress yourself. Be as mentally prepared as possible and mitigate fear as much as you can. Anyone coming to interview you is there because they see your potential. So, all you have to do is shine!

    Great advice and congrats on the job! If you’d like to level up your career like Efrem did, complete your free profile on Hired today!

    About Lilt

    Lilt combines people, processes, and technology to guarantee the highest quality language translation services with the industry’s most rigorous QA program. Founded in 2015, Lilt has between 51-200 employees and is headquartered in San Francisco.

    Benefits

    Health/dental/vision/life/disability insurance, 401k matching, unlimited time off, work from home flexibility, management training, mental health benefits, and more. More

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    Anxiety, Fear of Failure? You’re Not Alone: How to Overcome Imposter Syndrome

    Have you ever felt like you’re in way over your head in your career? Or maybe read a job description and thought, ‘there’s no way I’m qualified for that’? If so, you may be experiencing imposter syndrome. 

    Imposter syndrome is the appearance of anxious thoughts and feelings leading you to believe you’re out of your depth in a certain situation or like you’re a fake who may be discovered at any point. You might feel like you’re not deserving of success, praise, or even a new job or promotion. 

    While imposter syndrome doesn’t gender discriminate, this scientific study explains how imposter syndrome manifests within professional women: “Despite objective evidence of success, these women had a pervasive psychological experience believing that they were intellectual frauds and feared being recognized as impostors. They suffered from anxiety, fear of failure, and dissatisfaction with life.” 

    Imposter syndrome has become a bit of a buzzword in many tech and business circles — but it’s not without reason. It is a common underlying fear in many professionals with up to 82% of people experiencing it. Imposter syndrome is especially prevalent in those looking for new jobs. Read on to understand the root causes of imposter syndrome, how to detect it, and actionable tips on how to combat it during the job search process.

    Identify ways to spot imposter syndrome

    These feelings of inadequacy can be insidious and not altogether apparent. You may not even realize you’re experiencing imposter syndrome. 

    As Jessica Bennett, author of Feminist Fight Club, explains in her FastCompany article, imposter syndrome comes in many flavors. Bennett outlines the most common ways you to identify you’re experiencing it: 

    Feeling sure you’re going to fail or embarrass yourself.  

    Feeling like you’ll be exposed at any moment and tricked people to get your position.

    Devaluing your worth or minimizing your accomplishments, even if others are actively championing you. 

    Underestimating your expertise, like thinking you’re not qualified for a new job (more on this in the next sections).  

    Understanding the impact on underrepresented groups

    Unfortunately, imposter syndrome is more common amongst women and underrepresented groups. Studies show female entrepreneurs experience imposter fear to the degree that it hinders career growth. Even prior to entering the professional world, college students found links between imposter feelings and certain ethnic groups, leading to mental health problems. 

    We recommend Sheryl Nance-Nash’s BBC article for a deep dive on how oppression, systematic racism, and unequal representation leads to more instances of imposter syndrome for women of color.

    In a personal reflection from a member of our partner Diversability, Puneet S. says, “I only apply or do something if I am 110% sure and prepared. At times, I still doubt if I am good enough for the project. Some say historically marginalized groups tend to self-select opportunities so we should apply even if we don’t meet every criterion. This has helped me become aware of my unconscious bias and pushed me to show up and self-advocate.”

    In a conversation on imposter syndrome, it’s important to recognize and understand the impact of structural issues embedded in it. Addressing imposter syndrome is really tied to fixing these broader societal institutions. An article from Harvard Business Review urges the narrative to switch from fixing people to fixing bias, as feeling like an outsider is often the result of systemic issues. In this context, the onus is on leaders to help stir change. 

    Shifting from a big picture view, let’s review how amid these larger structural problems, you can practice self-care and resilience to face imposter syndrome. 

    5 ways to defeat imposter syndrome in the job hunt

    Imposter syndrome may manifest itself within your job search. If you’re on the hunt for a career change, but find yourself doubting your experience, abilities, or strengths, it may keep you from applying to certain roles. You might look at a job description and think there’s no way you could measure up, even if you have both the preferred proficiencies and experiences listed in the description – that’s imposter syndrome rearing its ugly head. 

    Qualify yourself 

    Brittany King, Senior Manager, TA-Talent Intelligence & Diversity, and a member of our partner Sista Circle says, “As someone who has been in the Talent Acquisition space for some time, I often hear about the effects imposter syndrome can have on jobseekers, namely early career talent or talent looking to break into a new industry. 

    Ultimately, the circular dynamic of “experienced required” vs “I need a job to get experience” leaves many feeling hopeless and lost. After all, how should one actually get experience without experience? 

    For me, it’s a simple answer: ‘Qualify yourself.’ I don’t mean wake up tomorrow and pursue the role of CEO fresh out of college, but I do mean checking-all-the-boxes is not required for success in a role. Good companies know that. This is especially important if you’re a member of a historically marginalized community. 

    For example, research has shown women only apply if they meet nearly 90% of the requirements of a role whereas men tend to apply when they meet only 50-60% of the requirements. This is a good case for the reality that it’s not always the “qualified” who get the job, but those who had the temerity to qualify themselves.”

    Below you’ll find our tips for countering feelings of inadequacy and gaining the courage to confidently apply to more positions.

    1. Keep a “Wins Folder”

    When you’re feeling unqualified, it’s easy to forget the amazing things you’ve done. Cataloging your accomplishments and milestones is a great way to reinforce your worth. Start a “Wins” folder, either on your desktop or in Google Drive. The idea is to organize and track your professional achievements. 

    If you’re ever feeling unsure and incompetent, open the folder and scan some entries. Pull it up before you go into any intimidating situation—an important meeting, performance review, or even a casual catchup with someone impressive in the office. As a bonus, you likely need some of this information for job applications, so it will be easy to access.

    Ideas of the collateral to save:

    Collect any positive feedback from colleagues, supervisors, clients, or customers, i.e., performance reviews or project assessments. You could even screenshot encouraging emails as a PDF. 

    Keep track of benchmarks and goals you hit in your previous roles (sales quotas, effective campaigns, etc.). 

    Notate any promotions you’ve received and any positive evaluation accompanying it.

    LaShawnda Rodgers is VP of Community Outreach for Blacks In Technology RDU among other roles including Founder, Leadership Coach, and Corporate Trainer. Based on her experiences with clients, she shares advice for jobseekers.

    “Keeping a detailed list of your accomplishments is imperative in job hunting to defeat imposter syndrome. It allows you to see and acknowledge how brilliant you are… I have my coaching clients ask themselves where those negative thoughts come from and if they are facts. Facts can be proven. If the answer is no, then they aren’t true. 

    Remember, the unfamiliar is scary but necessary for growth. Change your language about things that are unfamiliar. Instead of saying, ‘I have no knowledge of XYZ,’ say ‘I am in the processing of learning about XYZ.’” 

    2. Develop constant feedback loops

    People who experience imposter syndrome are often hesitant to ask for feedback. It makes you more vulnerable. Yet, getting frequent feedback is actually a powerful way to combat insecurities at work. 

    For starters, good feedback loops surface constructive criticism and an opportunity for positive reinforcement. Setting up the right feedback mechanisms with your manager and colleagues helps you see what you’re doing well in the eyes of others. It also offers up more evidence to add to your achievements (get it in that Wins Folder!). If you notice particular instances when you feel imposter syndrome creep in more, try to establish feedback around those events. 

    Further, frequent feedback gives you more real-time input into how your performance and behavior comes off to others. If you get nervous in meetings, for example, ask for feedback on a specific meeting or presentation soon after it happens. Those who suffer from imposter syndrome might dwell on a minor detail (like stumbling over a sentence) for months. Hearing from someone else on what went well and what didn’t will help reframe your thoughts.

    3. Set and track achievable goals

    Setting small, realistic goals, allows you to identify tangible accomplishments and celebrate meeting them, effectively bolstering your self-esteem. 

    As the productivity experts at Hubgets explain, “without specific, decisive goals to point you in a clear direction, it can be a challenge to find motivation and purpose… Establish your main target each day and set out to achieve it before working hours are over. The thrill of pursuit and the pride of success are excellent motivators.”

    When job hunting, your goals might be small tasks like: update my resume or apply to three positions this weekend. Then, make sure to recognize and celebrate when you meet those objectives. This consistent reinforcement will help boost your self-confidence and keep you motivated during the job search, especially when feelings of doubt or low self-worth pop up. 

    As we all know, looking for a new job can be a discouraging process. This practice will help!

    4. Network with peers

    Comparison may be a dangerous habit during the job search. Keep this in mind: the goal of networking isn’t to measure yourself against others in your industry. It’s more so to give you perspective. 

    When you join new groups or attend events, you’ll receive a broader sense of the current job landscape. Additionally, you’ll create invaluable relationships with folks who may be outside your current organization but still understand what you’re going through. As such, you’ll receive support, positive reinforcement, and validation.

    Also, look for those who’ve successfully completed a job hunt and ask about their experiences. You might be surprised how many others felt imposter syndrome during the process only to end up in a role they rightfully deserved. 

    Related: Hired Partners: Community and Networking for Jobseekers

    5. Fill up your tool box 

    There are many tools to incorporate into your daily life to reaffirm your worth. You just need to understand them, experiment with them, and see what works for you. 

    To get started, try these practices:

    Meditate while asking yourself questions to gain clarity. For example, “What am I trying to achieve? What am I doing that works?”  

    Focusing on abundance by listing what you’re grateful for in your life and career.  

    Take self-assessment tests to better understand your personality, strengths, and weaknesses, i.e., Meyers-Briggs, Enneagram, PATH Assessment.  

    Journal to dig deeper into issues or release negative thoughts. 

    Avoid imposter syndrome and find the perfect role

    Imposter syndrome can rob you of your confidence and make you doubt your unique skills and experiences. Even worse, it might make you second guess applying for a new position that’s perfect for you. 

    Instead of beating yourself up or getting lost in negative thoughts, take action against imposter syndrome. Use the above strategies to reinvigorate your mindset and banish thoughts of skepticism and worry. Know you’re not alone when you feel doubt, and remind yourself of your qualifications. 

    Happy job hunting! 

    Continue reading our Ally Series: More

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    How to Get Approved on Hired

    Hired is a closed, curated marketplace that strives to create the best experience possible for jobseekers and hiring managers alike. In order to achieve this, our machine learning algorithm vets candidates and companies before they receive an invite to go live on Hired. 

    Candidates must have an in-demand skill set (meaning active Hired employers have open roles requiring those skills), ideally 2+ years of relevant experience, and a completed profile with a resume and/or LinkedIn URL included. Candidates must also display an intent to start interviewing right away.

    Companies must have a clear need to hire, and be willing to provide compensation and role details in the offers they make on our platform.

    In which locations can I find a job through Hired?

    Hired works with companies primarily in the US, UK, and Canada. Traditionally, we see our strongest presence both in terms of company and candidate volume in major tech hub cities. However, Hired now offers remote talent around the world. Provided candidates are open to remote work or the possibility of relocation while meeting our other criteria, they can go live to employers whoo source talent from all over the world. 

    What skill sets are companies looking for on Hired?

    Our primary focus is technical roles but we recently added some customer-facing positions, such as account executives and customer experience manager. Currently, open roles favor candidates with 2+ years of full-time experience in software engineering, product management, engineering management, data analytics/science, quality assurance, devops, design, and sales with a wide variety of specialties for each role. That said, we are constantly working with employers to scale their teams, so check this list periodically for additions.

    What type of roles does Hired support?

    Companies on Hired are looking to fill full-time/permanent and contract roles. These roles can be on-site, remote, or hybrid. Currently, we do not support internship, part-time, or C2C roles. 

    I am looking to begin my career in tech or transition into a technical role. Can Hired help me?

    Our companies are typically seeking jobseekers with 2+ years of full-time experience in a relevant role. As a result, Hired isn’t best suited for jobseekers fresh from a career transition or graduation. However, we partner with General Assembly and graduates of their software engineering and data science immersive programs can go live to our companies with less than 2 years of full-time experience. 

    I’m just interested in seeing what I’m worth. Is the Hired platform for me? 

    The Hired platform is meant for candidates who intend to start interviewing right away as the companies we support are looking to hire immediately. If you’re ready to start a new role within 30 days, we encourage you to create and submit your profile (for free!). If not, you are welcome to check out the Hired Salary Calculator to view offer salary data from others with similar skill-sets, specialties, and years of experience.

    Once approved, the platform promotes your profile to employers ‌for at least 2 weeks. When the platform detects a potentially good fit, the employer can request an interview and your job search progresses from there! More