ou have to have a very good answer for that okay so. I always tell people don't quit. You absolutely have to I know. If it's unethical. If it's difficult. We can't change. You know what to do but going forward. I always try to find another job before. You quit a job folks. Because it's difficult to explain okay let's see Nancy says. If a job you applied to you had two interviews four and has been put on hold until April. When should. You send a follow-up note to get in front of the hiring manager so. If they tell. That it's been put on hold until April.
I would wait until mid-april. You want to give them some time to work through. You literally say it's April 3rd let. Me check in little too eager and Nancy. I think the fact. That you came here and asked first means. You knew that your gut instinct told. That might be too soon followed trust. That gut instinct. It was the right instinct. You want to wait till midway through the month and then. You can check in and see and it's just a simple email and a little extra bonus advice here Nancy. What I would do is not lead with hey I'm just checking in to see. If the you know the jobs still available that's a little too eager instead. What I would do is add value so find a great article or video. Something that you know they'd be interested in based on the interviews.
That you had and send. It to them and say. You know I came across. This I thought of all of you I thought of our conversations. I know the jobs on hold please let. Me know anything changes I'd love to still be considered boom. All right so just accept. What it is and add. Some value and you should be in good shape ok. All right let's see questions so. I stop here just a little friendly reminder folks. You haven't seen. It already we have a special discount code for those of you participating today. If you're somebody that's been coming to office hours every week getting a question answered occasionally and wondering whom should. I join now's the time come join. Us and see the power of having a career coach in your back pocket it's pretty awesome ok.
All right let's see. What other questions do. We have here phowa says from your perspective. How much weight does online assessments and personality tests play in hiring decisions well. I can tell if an employer is utilizing one of these tests they're spending good money on them so therefore they're going to use them so in their particular situation. It will have an impact. Now have I seen companies. That in spite of a personality test. That doesn't match hire. They do but it's it's rare normally. Most companies are going to adhere to whatever they got in the results. Because their company is forcing them to because again they're spending huge amounts of dollars on implementing these personality tests so my advice to you is you can always research.
These tests online find out the name of the test prior to taking it do your homework online. I would also encourage. You to go over to the company's Glassdoor page and get the tab on interviewing at that employer lots of times people will tell. You all about the test and whether or not. They passed. It and what kind of impact. It had on them getting hired that's also gonna give. You a lot of insight into. That personality test and how to do. It and then. You know my last bit of advice is to be careful with those tests on they're looking for extremes so. I tell people. You know answer from the employers perspective. What do you think the perspective the employer would want to hear be self-aware that's the most important thing you can do in those tests okay and if you're right it's a match great. If not then. It wasn't meant to be okay great questions today team great questions be farber hello. This is I had to volunteer. You resign after 10 months.
Any feedback on constructing the answer you've been at the job longer so. You had to voluntarily resign after 10 months you're going to want to be able to explain why you chose to resign and so plain and simple. Because they're gonna want to be able to do a reference check and and you're gonna want those answers to sync up so. One thing I would tell. You is if you haven't already is have. Someone do a reference check on the employer and find out. What they're saying when people call in and do a reference check on you and that way. You can make sure. That your answer is consistent with theirs so you're going to explain why you resigned. You want to be able to articulate. What they're gonna say. When people call and you've got to talk about how you've grown through the experience. Once again experience learn and grow.
I feel like. We harp on that all the time here but it is a model. That is proven and works and you'll learn. You do our interview prep which is literally like stealing the hiring managers playbook I'm telling you. You haven't taken our interview prep course inside work. It daily it's a must-do innit. We walk you through the most common questions you're gonna get and how. You craft these experience learn and grow out answers so Bonnie you're going to talk about why you're there for 10 months. What led to you deciding to voluntarily resign. What you learned from the experience and how you're gonna make sure. It never happens again that's the thing every hiring manager wants to hear folks. They want to hear. How you're going to make sure.
That that doesn't happen to them they don't want. You voluntarily quitting on them so talk about what you've learned to make sure. That won't happen okay. All right great question Darren's asking a question. How lengthy should a Linkedin headline be should. You max 120 character max with listing of skills Darin yes absolutely. I don't think. I can reinforce. This enough to people there are over 660 million people. Now on LinkedIn probably close to 700 million the way the LinkedIn algorithm works is very similar to searching on any other Internet platform it's using keywords and this concept of keyword density so. Some people say oh it's not true but it's the best way for me to describe. I am looking for somebody with skills in digital marketing and they I want them to live in Anchorage Alaska.
I will go into LinkedIn and use the recruiting software tool which recruiters are spending about 10 grand a year on and I'll put in Anchorage Alaska and I'll put in digital marketing what it will do is sort through the candidates and look for candidates. That have that key skill set so they've got skills and endorsements it's in their work history but most importantly is it in their headline. It is in their headline. They will rank higher in the search results. Because in LinkedIn's algorithms mind the fact. That you put. It in your headline means it's pretty darn important to you so choosing the right five or six key skill sets. That you know recruiters are searching heavily on for your skill set is what you want to get in your headline. You want to maximise and use every every character. That you can. I encourage. Everyone to do and you want to do. That with a vertical line divider in between. Now the other thing which you didn't ask about Darren but I want to mention. It and it's some research. That we're doing here within our executive program is hash tags so hash tagging has become.
I would wait until mid-april. You want to give them some time to work through. You literally say it's April 3rd let. Me check in little too eager and Nancy. I think the fact. That you came here and asked first means. You knew that your gut instinct told. That might be too soon followed trust. That gut instinct. It was the right instinct. You want to wait till midway through the month and then. You can check in and see and it's just a simple email and a little extra bonus advice here Nancy. What I would do is not lead with hey I'm just checking in to see. If the you know the jobs still available that's a little too eager instead. What I would do is add value so find a great article or video. Something that you know they'd be interested in based on the interviews.
That you had and send. It to them and say. You know I came across. This I thought of all of you I thought of our conversations. I know the jobs on hold please let. Me know anything changes I'd love to still be considered boom. All right so just accept. What it is and add. Some value and you should be in good shape ok. All right let's see questions so. I stop here just a little friendly reminder folks. You haven't seen. It already we have a special discount code for those of you participating today. If you're somebody that's been coming to office hours every week getting a question answered occasionally and wondering whom should. I join now's the time come join. Us and see the power of having a career coach in your back pocket it's pretty awesome ok.
All right let's see. What other questions do. We have here phowa says from your perspective. How much weight does online assessments and personality tests play in hiring decisions well. I can tell if an employer is utilizing one of these tests they're spending good money on them so therefore they're going to use them so in their particular situation. It will have an impact. Now have I seen companies. That in spite of a personality test. That doesn't match hire. They do but it's it's rare normally. Most companies are going to adhere to whatever they got in the results. Because their company is forcing them to because again they're spending huge amounts of dollars on implementing these personality tests so my advice to you is you can always research.
These tests online find out the name of the test prior to taking it do your homework online. I would also encourage. You to go over to the company's Glassdoor page and get the tab on interviewing at that employer lots of times people will tell. You all about the test and whether or not. They passed. It and what kind of impact. It had on them getting hired that's also gonna give. You a lot of insight into. That personality test and how to do. It and then. You know my last bit of advice is to be careful with those tests on they're looking for extremes so. I tell people. You know answer from the employers perspective. What do you think the perspective the employer would want to hear be self-aware that's the most important thing you can do in those tests okay and if you're right it's a match great. If not then. It wasn't meant to be okay great questions today team great questions be farber hello. This is I had to volunteer. You resign after 10 months.
Any feedback on constructing the answer you've been at the job longer so. You had to voluntarily resign after 10 months you're going to want to be able to explain why you chose to resign and so plain and simple. Because they're gonna want to be able to do a reference check and and you're gonna want those answers to sync up so. One thing I would tell. You is if you haven't already is have. Someone do a reference check on the employer and find out. What they're saying when people call in and do a reference check on you and that way. You can make sure. That your answer is consistent with theirs so you're going to explain why you resigned. You want to be able to articulate. What they're gonna say. When people call and you've got to talk about how you've grown through the experience. Once again experience learn and grow.
I feel like. We harp on that all the time here but it is a model. That is proven and works and you'll learn. You do our interview prep which is literally like stealing the hiring managers playbook I'm telling you. You haven't taken our interview prep course inside work. It daily it's a must-do innit. We walk you through the most common questions you're gonna get and how. You craft these experience learn and grow out answers so Bonnie you're going to talk about why you're there for 10 months. What led to you deciding to voluntarily resign. What you learned from the experience and how you're gonna make sure. It never happens again that's the thing every hiring manager wants to hear folks. They want to hear. How you're going to make sure.
That that doesn't happen to them they don't want. You voluntarily quitting on them so talk about what you've learned to make sure. That won't happen okay. All right great question Darren's asking a question. How lengthy should a Linkedin headline be should. You max 120 character max with listing of skills Darin yes absolutely. I don't think. I can reinforce. This enough to people there are over 660 million people. Now on LinkedIn probably close to 700 million the way the LinkedIn algorithm works is very similar to searching on any other Internet platform it's using keywords and this concept of keyword density so. Some people say oh it's not true but it's the best way for me to describe. I am looking for somebody with skills in digital marketing and they I want them to live in Anchorage Alaska.
I will go into LinkedIn and use the recruiting software tool which recruiters are spending about 10 grand a year on and I'll put in Anchorage Alaska and I'll put in digital marketing what it will do is sort through the candidates and look for candidates. That have that key skill set so they've got skills and endorsements it's in their work history but most importantly is it in their headline. It is in their headline. They will rank higher in the search results. Because in LinkedIn's algorithms mind the fact. That you put. It in your headline means it's pretty darn important to you so choosing the right five or six key skill sets. That you know recruiters are searching heavily on for your skill set is what you want to get in your headline. You want to maximise and use every every character. That you can. I encourage. Everyone to do and you want to do. That with a vertical line divider in between. Now the other thing which you didn't ask about Darren but I want to mention. It and it's some research. That we're doing here within our executive program is hash tags so hash tagging has become.
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