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Sarah Johnston's The "Briefs" Job Search Newsletter

October 27 · Issue #21 · View online
The Briefcase "Briefs" Job Search Newsletter
This issue is jam-packed with job search gold including trends in job search strategy, remote work, board diversity and inclusion, attracting and retaining talent, Women in the Workplace and more…

Dear Reader:
One of my favorite parts about my job is sharing resources, knowledge, and advice with clients, my networks, friends, family, and you! I love learning and sharing what I know, hoping it might inspire, motivate and encourage others.
One thing that I hear consistently from clients is that conducting a modern job search requires skills that many of us were not taught in school. I’ve seen firsthand those job seekers who embrace learning and who have a growth mindset land (better) jobs faster than their peers at the same career level. According to Carol Dweck, a psychology professor now at Stanford University, “a growth mindset is based on the belief that your basic qualities are things you can cultivate through your efforts, your strategies, and help from others.” Having a growth career mindset will keep you open to opportunities, help you continue to develop and expand your current capabilities; it’s never too late to learn something new.
Even though I have been in the career industry for over 10-years, I still spend 3-5 hours a week reading articles, case studies, and learning about new tech product launches that will impact job searching.
This newsletter contains a diverse compilation of my favorite articles from the previous month. I truly hope that you find value in this newsletter and that it helps you with new ideas and perspectives for your job search.
Rooting for you,
Ps. Please take a moment to give a thumbs up or down at the bottom of the newsletter….. or send me a quick note with your feedback. I’d love to learn what you enjoy about this monthly newsletter and what you’d like to see less of in the future.
Job Search Strategy
Can I use a resume template? - Briefcase Coach
How to Approach Job Hunting Like a Design Challenge | by Chrysan Tung | Medium
Corporate Board Leadership
How To Get On A Board Of Directors
2020 Global Board Diversity Tracker - Who’s Really on Board?
Bonus Metrics for ‘Doing Good’
Newest Class of Corporate Directors Is the Most Diverse Yet, but Gains Are Uneven
Remote Work
Is It Fair To Pay People Less If They Want To Work From Home?
The 19 Best Remote Job Boards in 2021
Hot Topics
Burnout, leadership, and hope: A year-and-a-half into the pandemic, looking at Women in the Workplace
‘Great Attrition’ or ‘Great Attraction’? The choice is yours
Career Coaches Share Their Best Advice on Handling Job Rejections
What does it mean to be real?
Six Out of Ten U.S. Firms Raise Starting Wages by 10% in Survey
Interview: Using a Job Description to Predict Behavioral Interview Questions
If you have an interview coming up, there is a good chance you have access to the hardest questions / or types of questions that you’ll be asked.
The job description is the road map for the opportunity. The hiring team is (or should be!) assessing their candidate pool based on the requirements in the JD.
Nu Skin General Counsel Job Description
Nu Skin General Counsel Job Description
Take a look at the real job description above that I found on ZipRecruiter. It’s an assistant general counsel opportunity with Nu Skin. I went through the requirements and underlined the content that I thought was important to the role (new term: OPP/opportunity pain point)
Look at each line and consider that they could turn it into a behavioral-based interview question. For example, the third line of bullet point #1 states that the role will involve coordinating the use of outside legal counsel.
💡 Knowing this, it’s highly likely that a question will come up in the interview about managing outside counsel.
What would *𝐭𝐡𝐞 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 𝐜𝐚𝐫𝐞 𝐚𝐛𝐨𝐮𝐭* in regards to outside legal counsel?
- Cost savings?
- Diversity/representation?
- Working with outside counsel
If these are OPPs for this specific requirement, consider the questions that could come from this:
- Tell me about a time that you helped control costs or reduced outside counsel spend? How did you do it and what was the impact on the business?
- Was there a diversity value at your past employer? If so, did you make an impact on this?
-When does it make sense to work with outside legal counsel?
Did you know that you can work with us one-on-one to prepare for your upcoming interview?
Can you do me a favor?
I’m on a mission to help job seekers land amazing jobs. Would you consider doing one of the following:
  • Forward this newsletter to your job searching friends
  • Recommend me as a paid speaker for your company events on networking, job searching or leveraging LinkedIn
  • Recommend my services to high performers wanting to work one-on-one with an executive resume writer / or experienced interview coach
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