00:16:11 Alison Cardy: Josh: 00:16:25 Alison Cardy: They'll find endless amounts of information, but not all of it is effective. 00:16:31 Meredith Holley: My people are googling “how to write a resume.” 00:16:56 Meredith Holley: There’s not a lot of university support for post-docs. 00:17:31 Meredith Holley: I am, in my day job, a hiring manager. My peer group are hiring managers. I’ve worked in the field. I have a good idea of what they’re looking for. 00:17:44 Meredith Holley: The support that is free does not provide the expert knowledge I provide. 00:18:15 Alison Cardy: Most of the resources don't really understand what the landscape is like. When I interview candidates, I do x, y, and z. I've applied to 100 jobs, and I don't even get a callback. 00:18:32 Meredith Holley: Their resume does not do a good job at communicating what is unique about them and why an employer should hire them. 00:18:44 Meredith Holley: How do they as individuals communicate their value and what makes them unique? 00:21:39 Alison Cardy: How do they as individuals communicate their value? Family and friends are great resources for networking. You're a little bit too close sometimes. Don't understand today's job market. I understand how the tools are being used from the employer side. I know the frustration, the challenges, the struggles... saw the problem from the other side. 00:22:59 Alison Cardy: You're getting info from people who may or may not have the best advice for you. 00:23:47 Meredith Holley: The most under used path to get a job is networking. 00:30:12 CK Taneja: How prepared are they for the process 00:30:35 Alison Cardy: One of the most underutilized elements of job searching is networking. A lot of people are looking for some distraction and something to do. I would rather send 10 really strong, structured resumes with an internal advocate than 100 resumes to a bunch of companies. Many companies will provide their employees with referral businesses. You've got to write your own resume. Personality fit becomes very important. How motivated are you to do this work? How prepared are they for this process? I want to work with clients are willing to take advice and implement the advice. Willing to do the work 00:31:13 Alison Cardy: Meredith: 00:31:56 Alison Cardy: The main thing that they try is ignoring the problem. 00:33:36 Alison Cardy: That is like ignoring a broken leg. They try reporting to HR or supervisors. A lot of times we're subconsciously minimizing the impact. 00:34:45 STEM Career Services: The story we tell is negative about ourselves, rather than about the other person’s behavior. which is what needs to be discussed. 00:35:27 Alison Cardy: Discrimination and harrassment happens to weak, stupid people. If we're smart enough nad tough enough, we should be able to navigate this. We start criticizing and blaming ourselves for the other person's behavior. We think that we're accusing someone of evil behavior. We've so stigmatized discrimination in culture. 00:36:03 CK Taneja: We all have bias and feel week if we reported that there was discrimination 00:37:37 STEM Career Services: we identify our feelings at the problem, not their behavior 00:38:48 STEM Career Services: the person’s behavior is a problem, regardless of how we “feel” about it. We can identify the behavior as a problem independent of our feelings 00:47:09 Alison Cardy: One of them is that there are only two choices. This just leads to people moving from job to job to job. We think other people's behavior creates our feelings. We're taught to say your behavior creates our feelings. A lot of people believe that in order to be successful in their jobs their employer needs to like them. We identify as talking about the behavior as more of a problem than the problem itself. You usually advance further if your employer is a little afraid of you. If an employer knows a clear line of what you tolerate and won't tolerate. False reporting at a 2-8% range. 75% go unreported. About 75% of those who report experience a retaliation form their employer. They need to consider how much they care about their career. It's no employees obligation to clean up their work environment. It's always ok to start addressing it early. It's worth taking preventative steps. 00:49:34 Alison Cardy: They don't want this to happen to someone else. CK: Matching job with their personality. 00:49:45 Alison Cardy: They are targeting the same kind of position> 00:49:58 Meredith Holley: People are out of their job because their company found that the ROI was not good enough. 00:50:20 Meredith Holley: Someone who is willing to take less was able to take their role. 00:50:22 STEM Career Services: Companies are looking for cheaper workforce - do more with less 00:50:50 Meredith Holley: I help them find opportunities in themselves and identify where they can bring value, then they can demand more than what they were making before. 00:51:08 Meredith Holley: Now they are able to package and deliver their experience in a better way and understand their strengths in a better way. 00:52:23 Alison Cardy: The companies are always under pressure to cut costs. They think I was in x,y,z position, so now people will return me a favor. 00:57:46 Meredith Holley: I am able to align them to their internal vision. 00:58:16 Meredith Holley: I help them connect to themselves. 01:00:26 Alison Cardy: Somebody will come knocking on my door. They valued what you had, not what you are. When this person left the job no one wanted to talk to him. What about the parts that are not known. There are blind sports or hidden strengths. I am able to align them to their internal vision or internal desire for themselves. If they start seeing themselves differently, their strengths change. Creating that match in heaven. maintain improvement, reduce cost, improve delivery in the virtual environment. 01:00:27 STEM Career Services: helps people find their value propition