The SafeHire blog

Using Your College's Career Services

Posted on 1 year ago

The benefits of a quality education don’t end in the classroom; strong higher-ed institutions provide plentiful resources to help you launch your career.

Finding a quality job isn’t as simple as having the right skills, and the process has become anything but intuitive. You are likely competing against hundreds of other applicants with similar qualifications and work experience. When boiling down years of workforce preparation into a cover letter & resume, presentation is everything.

Only once in your life will there be a team fully dedicated to your career success. Your college’s career services department is that team. From landing internships, cover letters, job interview prep, and more, students who leverage their college’s career services gain a substantial advantage.

As with all other acquired skills in life, you don’t know what you don’t know. What may strike you as a perfectly compelling cover letter may have obvious flaws to an experienced career advisor. This is why approaching your job search alone is a bad idea.

Crafting a powerful application is more than merely avoiding grammatical and punctuation errors. Career advisors can help you humanize and strengthen your application, boosting your chances of landing quality interviews.

You are more than your resume; you just need to show it.


Posted in Jobs

References are the best evidence of an applicant's potential

Posted on 1 year ago

The best evidence of an applicant’s future work ethic and behavior is their past work ethic and behavior, not what they claim about themself in an interview. This qualifies the experiences of past employers and educators as the most valuable evidence for what future employers can expect.

Without this early evidence, the qualified candidates who advance in interviews are those with the biggest claims and best interview skills, not necessarily the best workers. This is dangerous when up to 53% of resumes contain a lie, and 70% of college students say they would lie if it meant getting the job. It’s also wholly unfair to the best workers.

How is it possible that a jobseeker can make incredible workplace contributions for a decade, only for future employers to never know unless the jobseeker makes it through the first three interviews? It’s not that hiring managers don’t appreciate the value of quality references; references from existing employees are a primary driver of hiring decisions. According to SHRM, references are the most common assessment measure for Executive level candidates.

References are underutilized because reference checks are time-consuming and often fruitless, so hiring managers can’t request and call the references for hundreds of applicants. Hiring managers know terrific candidates slip through the cracks, but there is not much they can do about it.

Exceptional jobseekers are eager to display the experiences of their past superiors; that’s why we built SafeHire. With your profile, you can capture the attention of hiring managers and establish your credibility with upfront references from validated sources. Hiring managers simply click the link on your resume to see your short written or video reference(s), along with the provider’s validated professional email address.

High-quality, upfront references alone aren’t enough to land you the job but will dramatically improve your chances of landing quality interviews.


Posted in Jobs

Stand out with upfront testimonials

Posted on 1 year ago

It’s never been harder to stand out and land interviews. With the universality of online applications, jobseekers can apply with a single click and spam their resume to hundreds of employers. In 2015, Glassdoor estimated 250 applications for the average job opening; that number has only risen since.

Hiring managers wade through hundreds of nearly identical resumes, seeking qualified candidates who can capture their interest. In turn, desperate jobseekers pack their resumes full of “action verbs,” experiment with different formats, and pray for a call.

After years of educational excellence or stellar workplace contributions, the best candidates lose interviews to those who are better at “tooting their own horn.” The modern hiring process is anything but meritocratic.

How is it possible that the experiences and insights of a candidate’s past superiors only come into play after a candidate has already made it through the first 3-5 interviews? Because reference checks are incredibly time-consuming and often fruitless, they were moved to the end of the hiring process.

Hiring managers crave high-quality references. That’s why internal references drive so much hiring; they can’t spend endless hours trying to contact references. This is a problem that proactive candidates can solve. In fact, SafeHire started after a candidate first solved this problem for us and earned the job.

By applying with upfront, validated testimonials from credible sources, you can stand out immediately as the most credible candidate. This is what SafeHire allows you to do. Easily gather compelling testimonials, then link your SafeHire URL in your resume’s contact info section. Add emphasis by highlighting your testimonials in your resume’s summary section.

The best way to stand out and land quality interviews is by problem-solving for hiring managers, not using “action verbs.” Why leave it up to chance for hiring managers to find out your superiors thought you were exceptional?


Posted in Jobs

The Problem with LinkedIn Recommendations

Posted on 1 year ago

LinkedIn is the world’s go-to professional networking platform. Their efforts have resulted in over 700 million users and countless work opportunities. However, a pure focus on networking has come with a few tradeoffs.

LinkedIn endorsements and recommendations are built to be reciprocal to increase user interaction. Friends, family, and work acquaintances will give endorsements & recommendations, expecting to receive one back. This creates too much complexity for employers to find useful, especially when they cannot even contact recommendation providers without first paying for InMail messages or sending a connection request. SafeHire’s founder, Karli, even effortlessly gained many LinkedIn endorsements for “Hostage Negotiation,” despite precisely zero experience.

Those most qualified to give credible recommendations, such as employers & educators, face hazards for providing LinkedIn recommendations. Recommendations provided show on a user’s own profile for all to see, leading one's other connections to feel entitled to an equally complimentary recommendation. For employers & educators, it’s safer not to give any recommendations than to become obligated with continual requests and expectations.

SafeHire solves references for hiring managers, jobseekers, and reference providers, focusing on verification, not networking. References may only come from workplace superiors, HR officers, and educators, using their verified professional email addresses. Reference providers can know their references will only be visible to employers with access to an applicant’s custom URL. Each reference contains the provider’s professional email address, enabling employers to easily reach out to confirm their sincerity.

With SafeHire, providers can write a reference or even easily record a short reference video, which many employers will find especially credible and compelling.

In summary, LinkedIn will serve as a great networking resource, while SafeHire is the best way to share compelling, upfront references with employers and land interviews.


Posted in Jobs

The Power of Concise Credibility

Posted on 1 year ago

Most people have no problem talking extensively about their work, often in detail far exceeding their audience’s interest. It’s natural for our experiences and responsibilities to seem far more interesting to us than they do to others.

This propensity to overshare can become dangerous when fitting one’s entire professional profile onto a single-page resume. Many jobseekers assume they should squeeze as many details, action verbs, and power phrases into their self-presentation as possible.

This is where applying with empathy comes into play. A hiring manager with 250 resumes to review just isn’t that interested in detailed lists of your many duties. The best way to stand out is by concisely showing your unique value and credibility.

Start your resume by linking your experiences and qualifications to those listed in the job description. A detail-dense resume only makes it harder for hiring managers to find those important links. Even worse, the utility of less relevant information quickly turns from diminishing returns into negative returns as hiring managers become more likely to skip a dense resume.

Instead of adding density with claims of self-excellence and unsubstantiated skills, why not stand out and establish credibility by letting others do the bragging for you? With your free SafeHire profile, you can begin gathering compelling, validated testimonials from educators & employers. Just link your SafeHire URL in your resume’s contact info section to quickly catch hiring managers’ attention and start landing quality interviews.


Posted in Jobs

Sell Your Services

Posted on 1 year ago

Like it or not, selling is non-optional. When you apply for a job, you sell your services to a customer (the hiring manager). Hiring you is an incredibly important (and expensive) decision for the customer. Fortunately, you happen to be the world’s foremost expert on your services.

This isn’t cold sales; an open job means there is a recognized problem requiring a solution. It’s your responsibility to fully understand the employer’s need in order to present yourself as the perfect solution. You likely even have a job description to work with. Start by matching your services and capabilities to the job description; the employer shouldn’t have to think very hard to see how you as the perfect fit.

Next, do something to grab the employer’s attention. When you and I shop for a product or service, we may look at 3-5 options. For every job-opening, a hiring manager is likely to receive around 250 competing applications. It isn’t enough to have the right qualifications and credentials; you have to set yourself apart from the competition.

Many applicants mistakenly attempt to stand out visually with something like a unique resume format, which only adds hassle for the hiring manager. The key is to quickly differentiate yourself in a way that adds value or eliminates hassle.

What do you look for when making important purchasing decisions? For example, my wife and I always use Google reviews before eating at a restaurant and Rotten Tomatoes before watching a movie.

Would you make an expensive purchase from a company that wasn’t eager to share customer testimonials? Would you buy an expensive product with bold claims but that didn’t make evidence readily available for customers? Probably not.

As customers, we expect credible sellers to eagerly provide evidence, not just claims. Hiring managers know that most resumes contain just as many embellishments as online dating profiles, making credible candidates the best candidates.

You can become the most credible candidate by applying with validated written/video testimonials from your past employers and educators. If you have achievements to be proud of, you can do better than hoping potential employers will take your resume claims on faith. With your SafeHire profile, you can easily provide employers with upfront, compelling testimonials and evidence of your achievements. Simply link your custom SafeHire URL in the contact information section of your resume.

Best of all, you can get started by creating your free profile today.


Posted in Jobs

Think Like a Hiring Manager

Posted on 1 year ago

Your application isn’t about you. Your application is about helping a hiring manager quickly decide to move your application forward while simultaneously deleting one-hundred other resumes.

How can you help the hiring manager? Start by putting yourself in their shoes.

Hiring managers have priorities, incentives, fears, and time-constraints. When they first look at an application, they will take a few seconds to determine whether to hit delete or keep reading. Their initial decision depends upon a few questions, such as:

  • Is this candidate looking to solve our problem or wanting us to solve theirs?
  • Does this candidate’s history and skillset fit our need?
  • Does some information appear to be omitted?
  • Is the candidate forthcoming with high-quality references?
  • How many of these resume claims would I need to investigate?
  • Could advancing this candidate waste my time or backfire?
  • Is this the kind of person I’d like to work with?

Most applicants fail to reflect on how quickly and directly their application addresses these concerns. This is the power of applying with empathy.

When you set yourself apart by identifying and solving hiring managers’ problems, you dramatically increase your interview chances. If problem-solving is in your nature, show it.


Posted in Jobs

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