A trend I've noticed over many years is the autopilot that gets flicked on for summer. Many people will point out they want to coast through summer and start looking for their next opportunity immediately after Labour Day.
"I just want to enjoy the summer!" And who can blame them? This type of job hunter is in the fortunate position of planning their exit more strategically. They want to hit the ground running in the fall and take time off to enjoy the nice weather in the summer.
While no one will fault you for taking time off and enjoying the summer, here are our three suggestions to ensure your job search is frictionless after Labour Day:
(1) Prepare
You may not want to start interviewing until after Labour Day, but that shouldn't stop you from being ready to interview. Timing is everything and you'll never be able to predict when a dream job will be made available to you.
So what does that mean practically? Update your LinkedIn so it’s ready for top-of-funnel engagement from talent acquisition teams and recruiters. How?
Follow these steps:
- Ensure the contact information in your LinkedIn profile section is current (not an old account you never check)
- Turn on your “open to opportunities" tab
- Update your responsibilities and outcomes/metrics to your most recent
Additional steps:
- Ensure your resume is complete and ready to share
- Set up a Calendly link to make interview booking a smoother process
The time to begin putting these things together is not after Labour Day because that is go-time. Being in a position of readiness is part of ensuring a frictionless experience in your post-Labour Day job search.
(2) Qualify, Qualify, Qualify
When an employer interviews, they do it to get to an outcome - a hire! Your role as a candidate is to qualify the opportunity against the criteria that is important to you. Review the position, the company, and the people you will be working with.
Your time and the time of the interviewers are valuable. The best thing for all parties involved is to end interview cycles as soon as you know it’s not the right fit for you.
Candidates who say yes to every interview then decline an offer for reasons they should have been honest about risk burning a bridge with the hiring stakeholders. Those stakeholders most likely lost other candidates who would have accepted the role if they had not been so preoccupied with booking meetings with you.
Every yes you commit to the process silently communicates, "I am interested in you." If you are not, end it. This will open up your time to find the position right and save the hiring stakeholders time - in a small tech community, you may never know when this will come back to help or hurt you, so act accordingly.
(3) Think Outside Your Bubble
Most people hire people they know or meet through people they know. This is especially true in markets like Montreal and Kitchener.
While this is a great jumping off point, sticking to your connections to help you with your search is also limiting. What if your skills are not what those employers require? Or, what if those companies are not hiring?
Employers conduct a thorough search for their critical hires and you should as well. Completing a thorough search means going beyond your first and second degree connections to get a better sense of the current market and what roles are available for you. To do this:
- Read articles or attend events that give you a bigger picture of what's happening in tech
- Introduce yourself to product leaders (or, if you are a product leader, CEOs) to network and get on their radar
- Connect with recruiters who specialize in your job function
- And most importantly, keep an open mind about companies you might brush off based on biases held (which may not be valid)
Looking for a full-time job is a full-time job. Using the summer downtime to prepare is the best way to set yourself up for hiring success in the fall.