Career Briefs: ATS Secrets Revealed

Dear Reader:

Curious about the top question job seekers ask me about crafting the perfect resume? Spoiler alert: it's not "How do I write impactful bullet points?" or "What's the best way to tailor my resume for the job I want?" And no, it's not even about eye-catching design or color schemes. The burning question on everyone's mind is: "Is this resume ATS-friendly?"

In the quest to outsmart the “bots”, we've (collectively) become so focused on navigating applicant tracking systems that we've forgotten the real goal—standing out as the best candidate for the job.

I've also discovered that most people don't even fully understand what "being ATS-friendly” means. To make matters worse, much of the job search advice floating around online is outdated, often recycled content from as early as 2007.

In 2024, I've been on a mission to cut through the noise and go straight to the source. I've been fortunate enough to interview several developers, founders, and marketers of leading applicant tracking systems so I can share how they work. I'm thrilled to announce the release of my first "behind the scenes" article—an interview with Jon Stross, President & Co-Founder of Greenhouse ATS.

I hope you’ll find it enlightening.

Rooting for you,

In this Issue:

• Behind the Curtain of ATS

• How to Get Promoted

• A California Exodus?

• Why AI is Making Your Job Search Harder

• The “Gold Rush” for AI Talent

• New Job Search Resource

• Expanding the CMO Role

• Food for Thought: Should You Tell Your Boss You ar …

How to Get Promoted

People often quit their jobs because they don't see any chances for growth. But guess what? Companies that focus on promoting from within tend to keep their employees around longer. In my most recent Career Conversation, I talked with Arpad Szakal, an executive leadership expert. He shared advice on how to climb that corporate ladder and land those internal promotions. Plus, we dive into why it's also a win for companies to hire leaders from their current talent pool.

A California Exodus?

There's been a buzz about companies leaving California, particularly tech giants, heading to states like Texas and Arizona. While some reports paint a dramatic picture of an exodus, it's not a clear-cut mass departure.

Here's the gist: Some companies are indeed moving out. High costs (housing, taxes), regulations, and a desire for a fresh start are cited reasons. Big names like Tesla and Oracle have relocated headquarters. But California's job market is still strong. More businesses are opening up in California than leaving, which remains a hub for tech talent and venture capital.

What does this mean for job seekers? More options. Jobs are popping up in other states with lower costs. If you're flexible on location, this could open doors. California's job market is still hot. Plenty of opportunities remain, especially in tech.

The landscape is shifting, but California isn't a job wasteland. It's a good idea to stay informed about trends in your field and monitor both established and emerging job markets.

Why AI is Making Your Job Search Harder

AI is making job searching and hiring harder, according to this Wall Street Journal article. Job searchers use AI to craft cover letters and resumes and then apply to hundreds of jobs simultaneously. As a result, companies are being inundated with applications and using AI to help make hiring decisions. The competition between AI bots makes it harder for applicants to land interviews and jobs.

Prefer to listen, reporter Lindsay Ellis discussed the topic on WSJ’s Tech News Briefing podcast. Listen here.

Key Takeaway: Networking and using the hidden job market are always more effective than mass-applying to hundreds of jobs online.

The “Gold Rush” for AI Talent

The Random Recruiter (@randomrecruiter) shared this graphic (below) depicting the unprecedented “gold rush” among companies to navigate the complexities of investing in and integrating AI solutions. The job market for software engineers (SWEs) is dismal, while the demand for AI experts is soaring. As companies strive to stay ahead of the curve and leverage AI's potential, the need for talented individuals who can drive innovation and deliver impactful solutions will only continue to grow.

New Job Search Resource

Jon Shields, the former Head of Content at JobScan, has recently launched an exciting new project. He is curating a website that features a collection of job boards, including lesser-known and highly specialized sites. I had the opportunity to speak with him about this venture, and he mentioned that the website is receiving daily updates. Knowing Jon's expertise and dedication, I do not doubt that it will be an excellent resource. Be sure to check out Job Board Database.

Expanding the CMO Role

The chief marketing officer (CMO) role has undergone some major changes in recent years. CMOs aren't just focused on managing a brand and its messaging anymore; they have much more on their plate now. Some CMOs have even made the jump to becoming CEOs. The CMO Survey from Duke University's Fuqua School of Business reveals that senior marketers are taking on more responsibilities like pricing, innovation, and competitive intelligence. According to an article in AdWeek, this shift is driven by factors like consumers wanting things fast and the rapid pace of technology. Despite the challenges, many CMOs see this as an opportunity to level up their role and impact the business more.

Last year, I spoke with several seasoned CMOs about how they landed their first role. Click here to read their insights.

Food for Thought: Should You Tell Your Boss You are Considering a New Job?

Some job seekers find themselves in a tricky situation. Should you tell your boss you are considering a new role? Would this be advantageous to your job search or detrimental to your current position? I posed this question on LinkedIn recently and most people said to keep your job search quiet.

I think it depends on your boss. They might hold the pivotal link to your next career move. Good leaders measure their success by the success of their people. If someone from their team gets promoted or poached to lead a team, they see it as a testament to their team's capabilities.

Back when I was a W2 employee, my husband took a new job out of state. We had a pretty long lead time and since I had a great relationship with my former boss, I let her know that I was moving and would be leaving my job. I gave three months' notice and helped train my replacement. She was a real networking powerhouse and made it her personal mission to help me make connections in my new city.

On the flip side, I had another boss who wasn't exactly swimming in social capital, both inside and outside the company. She struggled with confidence in her role as a leader. When I knew that I had outgrown my position, I kept quiet until I was ready to turn in my two-week notice officially.

Now that I'm in a leadership position managing a team, I've had firsthand experience with both scenarios: employees who openly discuss their career aspirations with me and those who keep their intentions under wraps. Personally, I value it when an employee trusts me enough to include me in their career planning process. Whenever an employee confides in me about their goals, I make it a priority to support them in any way I can. This might involve making phone calls on their behalf, crafting recommendation letters, or facilitating introductions to relevant contacts.