Two recent technical writing recruiters, who supposedly know how certain skills may fit with work orders, told me Monster and Careerbuilder were places they found most of their placements and possibilities. I’ve never liked those chronologically-oriented sites, and there have been plenty of possibilities on LinkedIn and FlexJobs, including remote options.
Two basic points: Know which sites work best for your skill set and goals, and my expectation is that perceived “talent gaps” could be mitigated if recruiters AND people with skills try moving the job needle differently. I’m a Boomer with a “Smarter than the average Bear” writer attitude, and I’m looking.
Of the tech callers, one was totally in left field, because he was trying to chat about an online resume from 2015 (Careerbuilder). Trying to steer him to more current information, like LinkedIn, seemed futile. Trying to explain a 2015 post-Recession in retail resume, which represented nothing I was trying to accomplish in 2020 – just, no. Thinking I could turn that option into even a 3-month contract wasn’t reality.
Talking with Recruiter #2, the ‘take over’ local (Charlotte) person I’d scheduled a call with, left me far less confident about success, compared to the CBD company I connected with through LinkedIn right after New Years. Maybe he was describing a totally different job?
I determined a month later he was actually right on about a situation that sounded far above my comfort level regarding *real* technical expertise. While a third recruiter had sounded better, he was ultimately wrong about the role.
On the bottom line, there was a definite difference in needing-to-be-done-a-certain-way, design for multiple layers, starting from scratch technical writing vs. something closer to compilation and interpretation of content with “editorial and technical values.” I’m generally the later.
KEYWORDS – BIG DIFFERENCE
It’s worth noting that early searching for ‘Writer’ roles on LinkedIn often produced more Underwriter and Service writer possibilities than creative positions. Putting ‘content creation’ and ‘writing’ vs. writer in the keyword box, that went from barely a handful to over 100, and often included marketing and editorial manager roles.
Knowing more than one way to look for things is a legitimate piece of any search.
One recruiter indicated a training period, so that contract people were all trained in Open Text. Picking up skills on gigs is always career enhancing expertise for content people. I haven’t been intimidated about using systems listed in job descriptions, and knowing about up front training, that’s nothing but good business.
Recruiter Guy #3 – Online with Clevertech
I’ve made the analogy before, of how better info makes better matches, be it potential clients or dating. https://cdtalententerprises.com/2019/08/05/content-creation-client-needs-same-as-dating-info-to-righter-decisions/
I previously declared that The Super High end of good information was represented by 2 1/2 pages of printed who, what, why, how? relative to one company’s Content Marketing position. A statement of corporate positioning, responsibilities, the necessary skill set, personal qualities, and some bullet points regarding the compensation situation that would be worth knowing, that’s beyond solid stuff to learn, but there’s a new sherrif on my RFP sending front.
Content creation types understand that every CV or cover letter sent involves a judgment of our writing skills.
Almost without question – whether pursuing dates or a potential client – you’d invest more effort in something A-B-C, 1-2-3 clear about extra details to start. From the content creator side, responding to that well-defined description with an equally well-defined reason to investigate further is fundamentally right.
When you’re close to a like mind with what Clevertech CEO Kuty Shalev is dishing, going through some hoops in their information gathering process proves something for both parties. I took a couple hours to answer an 11 question panel that addressed several operational tasks, 300 character responses as I recall.
I ran across their ‘You’re not a Robot’ video on YouTube post-application, and I appreciated the searching questions. I want to put my Boomer journalistic skills to work for this operation, and coding isn’t even on my list of qualities. But, as an element of unique, I got to put my best shots FIRST THING.
What a difference – PRIMO space for ‘Extra’ Good Stuff
Have you wondered if your LinkedIn profile, and how real estate skills regarding database and research figured into project skills, actually got read?
How about blogs that linked job titles regarding career variety, like my “Smarter than the average Bear” writer line? Getting to lay out MY best links, is more than a little gratifying, a major difference maker. https://cdtalententerprises.com/2021/01/18/smarter-than-average-bear-content-writing-boomer-replants-thought-leadership-flag-2021/ I sing their praises, I’d gladly do two a week like this, and its a multi-part process, but I’ve got confirmation my info is safely in their vault, and that’s part of ‘in it to win it,’ right?
The point is finding a totally online company, with a total reversal of standard recruiter ‘interview’ and 8-second rule scanning. Mr. Shalev isn’t rubbing it in anyone’s face that they’ve tricked people into responding in his videos, he does believe they’re above average on unique, especially being totally remote since 2000. Dammit! THESE guys will read what you send.
I still can’t code, but I believe in this process. If it’s a must have, I’ll learn it. Me, 2/20/21
One question involved a social media campaign; was it successful, how could you tell? My year as VP Community Development of the (Albany, NY) Junior Chamber was a taproot of professional skills development through my thirties. How I recruited members to honcho career-enhancing extra projects instead of just raising $$$ by doing ‘thons, I got it in there.
How could I tell? Because the ‘Chairman’s Planning Guides’ (CPGs) were part of the documentation process for gaining three State-level awards. You rarely get asked about things people don’t know are possibilities, and all I had to do was paste good links? DONE!
COMMUNICATION is always the deal, and showing volunteers how this project had succeeded before, touching them with good follow-up was part of understanding how things worked. Having some fun while improving your resume and-or recognition factor – try mentioning being a flying witch for a legendary Haunted House – people will know you’re a good kind of different by Tuesday.
When the bell is rung
Many freelancers and creatives like to think its just a matter of getting in front of a decision maker to ‘get in’ someplace. Perhaps we lack an attribute or two software-wise, or depth of expertise required, but if there’s not an organic height requirement, face-to-face will win the day.
That would be amazingly naive of the one picture dating profile to think, and just as unproductive for a content writing candidate. Don’t ignore the relative clues in a well-written description of how to impress any ‘date’ appropriately.
Immediate, verifiable info regarding candidate
Verifiable intell regarding an All That candidate doesn’t always happen, but a pre-pandemic date was interesting, attractive, way better than just fit, a look-you-in-the-eye type with a compelling story about spirituality (including tarot, the hook in my books) that kept conversation flowing. OMG! she also wanted to go ‘dutch’ from the get-go.
Here’s hoping Clevertech looks at me the same way.
All positive responses constitute a successful ‘first date’ for content writing (with exceptional verbal dexterity) people like me.
Never let it be thought you only did the least that could be done. Quality communications don’t need to be all-revealing bikini shots of one’s career, just promote the belief that we as responders might be that terrific person you’ll want to discuss a future relationship with.