Conseils pour chercheurs d'emploi - Partie 1

Hello, my friends. It's three o' clock in the afternoon and it's almost dark already. We are in November. Every day is getting shorter and shorter because the sun is on an extraordinary journey southward that will bring it to the Tropic of Capricorn on December 21st. On that day, it. It will be at its lowest point as seen from the Northern hemisphere, making it the shortest day of the year. But already now we are starting to see that it is getting dark earlier and earlier. And from then on, from the moment it reaches the Tropic of Capricorn, it will be the winter solstice. And what is going to happen is that the sun is going to be reborn. It is going to rise from its ashes in a way, a kind of resurrection. So from then on, we are going to see that the days are getting longer and longer. A lot of scientific stress, what I'm saying, huh? It's not crazy. And in fact, many, many people, many peoples for a very long time, have based a lot of their festivals and their beliefs and everything on these cycles, these cycles of the sun. I'm not here for that, because I'm here to make a very simple video without any hassle. You know what? I'll tell you the truth. I made several videos in the last few days and I uploaded them to YouTube and before it went live, I deleted them. Why? Because in a way, I didn't want to have a headache. I wanted to. I wanted to rest. I wanted some peace and quiet. Sometimes you have that in your life, you know. So today I'd like to talk to you about an important subject, but one that's not really controversial. There you go. So if you want, there's this video that I'm recording today. It's the kind of video that I might have watched years ago when I was looking for a job. So, you know, we look for a job, we send out resumes to everyone. If you're not looking for a job right now, maybe you should stop watching because this video won't be interesting to you. So if you want, we send out resumes and then we try to get a better response rate to those resumes. We read books, we. We look at websites, they give advice. The classic advice that is mostly valid, right? I don't question that. What I'd simply like to tell you is that over the years, I've found myself on the other side of the resume. That means that at some point in my professional life, I found myself looking at people's resumes and deciding whether to Give them a chance to hear from them, to interview them or something else. So I'd like to share with you a few key insights that I learned once I was on the other side of the resume, if you will, on the receiving end of the resume. This will allow you to learn a few lessons. If you're looking for a job. This comes from my experience, so it doesn't claim to be universal. It's my experience, it's my opinion. And it's up to you to try to find what might interest you. So when a company is looking for one or more employees, the company posts an ad, the ad appears on websites, in newspapers and so on, and job seekers respond. So the job application. Well, here in England we send a cv, a cover letter, the motivational element that I believe in my entire life. I don't know how many people I've helped recruit or not recruit. Ah, I can't remember now that we're talking about it, I can't remember ever reading a single cover letter. So it's important, I think you really have to put yourself into it. But the cv, I think in the English market anyway, the CV seems more important. So that's number one. And if you have an important formula that you want to use, a catchy formula that introduces you in a few lines or something, don't hesitate to put it at the top of the CV as a summary or something like that, that's fine, that's fine because very often the letter will get lost at another time. That was it. That's the first point I'll give you. The second point is that you need to know that the decision making process for hiring someone in most companies, I'm not talking about companies with five people, I'm talking about medium and large companies. This process is very complicated, multi level, if you like. I'll give you an example. To be precise. For example, if you have a large company, the guy who recruits you, the guy who's really going to sign your contract or accept your hiring, is probably someone you'll never see, who's never met you, who you've never spoken to. Do you understand? That means that, for example, if you have a company in England, it has the option of hiring one person or several people. The final decision will have to be submitted to someone who's somewhere in the United States, in an office, or in Singapore or somewhere else who doesn't know you. But during the recruitment process, which starts when you send your cv, you'll have several contacts, none. So some actually. How am I going to tell you there's not one person there who's going to say yes or no, and that's it. It's generally a very collegial process. There are several steps to go through before being hired, which allows me to tell you today to be extremely kind and extremely polite to everyone involved. If you go to an interview, don't yell at the secretary or the receptionist at the entrance. If you're on the phone, be courteous to everyone from the gardener to the plant manager or the general manager. Okay? That's very, very important. Secondly, an essential point here, really essential, where a lot of people fail and you don't know it when you're on the other side, is that very often, very often when you send a cv, it won't always be systematically read first by people who are competent in what you do. And that must really be a bombshell for you. If you're looking for a job now, why take a company with 10,000 employees they have, year in and year out, 50, 100, 300 job openings that are constantly changing, not always the same ones, but constantly open, let's say centralized, perhaps by a small department with young secretaries who don't even understand three quarters of the job titles. They receive advertisements, they're supposed to put them online, they're going to receive applications, they're going to centralize the first applications when they receive your cv. Especially if you're in a somewhat specialized job, but not. In fact, all jobs are specialized. That secretary isn't really up to it. She's the first person who's going to read your cv, but she doesn't have the slightest idea of what you want. Even then, she doesn't even understand half of it. Okay, so what's she going to do? She's going to take your CV or she's going to do it manually? Many people use computer programs, so in fact you don't even have the chance of your CV going to a human in the first place. She'll take the cv, she'll look at the advert roughly. But does it fit? Yeah, I don't really know what that word means. Ah, but it's there. There you go. And in fact she'll do a sort of matching like that. She'll pre select a certain number of CVs that she'll pass on. If you get through this step, you already have the chance that your CV will be looked at by people who understand your job. But at the beginning, most often it's people who don't understand anything. It could even be A super boss somewhere. Sometimes you have a company where you have the big boss who for some reason or another wants to Centralize all the CVs at his place. He wants to look, but he's more of a managerialist. He doesn't exactly understand the subtleties of each person's job, but in fact he doesn't understand anything. That means he's going to do like the little secretary, he's going to look at the keywords. So it's important, when you send a cv, always look at the advert and write a CV that matches the advert. That means you need to include the keywords in the advert in your cv, even if you have to write one CV per request. Because if you tell me I've sent 150 CVs and no one has responded to me, then you've actually spammed. You've sent 150 CVs every day to dozens of people who have all ended up in the trash. So it's better to send 10 CVs, 1 CV per day or 1 CV every two days. But make sure it's highly personalized to what you're aiming for, rather than spamming on a large scale. Because if you want to spam, I know people personally who've sent millions of spam emails and I can tell you the response rate. When you look at the server statistics, you'd be shocked. So you have to be precise and specific. So as we said, the keywords must be in your CV important. Otherwise, when you send a cv, it's a bit like the cv. You're a service provider, the CV is your menu. In a way, it's a bit like let's imagine that you have a restaurant. The CV would be the menu that you present to your customers and the customers decide to buy based on that menu. So your CV has to be, let's say, consistent. Consistent with what? Not consistent with yourself, but consistent with the ad you're responding to. Let me explain. If you're in a restaurant, you open a restaurant. Let's imagine that you open a vegetarian restaurant. Let's imagine that you open a vegetarian restaurant. And let's imagine that among your skills, you still make the best steaks in town. You know how to do it well. You're not going to put steaks on the vegetarian menu just in case someone wants them? No, you're a vegetarian restaurant, you're staying vegetarian, the rest is fine, but you're keeping it aside, you're going to emphasize the vegetarian. So the CV is pretty Much the same. So you'll see it's a sales tool. It's a sales tool. It allows you to sell your services to a company. So in fact, this sales tool has to present the objects or the experiences or the skills or talents that the company is ready to buy. There you go. So that's how it works. Let me explain it to you. It's that once the person who knows your job reads your CV, they read it. Generally speaking, reading CVs is a very boring task. I know very few people who are passionate about reading CVs. When you're looking for someone, you get CVs on the table. And honestly, you have to find a time. It's very boring. It's very annoying. There you go. You look at the CVs. The CV has to present yourself in a way that will appeal to the person who's looking at it. They feel that you correspond to what they're looking for without creating too much distraction and all that. Is it better to say too much or not enough? I've never seen a CV that was rejected because the person said too much. But I've seen CVs rejected because they didn't say enough. So some people say, yes, you have to limit yourself to a certain number of pages and all that. Well, don't send a Zola, okay? Don't send a block of text. But apart from that, a. Apart from that, there's nothing more frustrating than someone who doesn't say enough. So it's true. It doesn't make you want to call him, right? Well, if it's just him. If it's just him. If you've seen this CV this morning, well, you might call him, even if the CV is imperfect. Okay? So there's also a factor of luck that plays a role. Now, if you have eight CVs and the others have said enough to allow you to say, ah, they're interesting, I'll call them and you haven't said enough. Well, we'll. We'll. We'll put it aside because we're less interested in it, that's all. So you have to understand that it's better to say enough than not enough. Anyway, that was it. That's another point. Secondly, something super important. When you read the ads. Some ads, you read them, they're terrifying. Why are they terrifying? Because in the ad you say, sorry, I'm out of voice. Ah, the ad. We say too much. So let me explain. If we are looking for a team of 20 people and we are looking to recruit three or four. We have four. I am being consistent. So what are people going to do? Generally, they will take the talents they need. Okay. Out of the four people, they imagine, and they will throw all these talents into a single ad. Okay? They know very well that there is no one who will correspond to all of that. At the same time, they know very well. They know very well that they will probably have to recruit three to four people to have all of these talents. So don't be terrified. It's when you read an ad, uh, you don't completely recognize your profile, but you recognize part of your profile. If you have 30, 40, 50% of your profile that is in this ad, go ahead. It's for you. Go ahead, go for it. Why? Because people are putting too much into it and they know very well that, for example, we need someone who does networking. We need someone who codes in a certain language to talk about it. We know very well that we will have very little chance of finding someone who codes in Java, for example, and who is also excellent at networking. We know very well that these are different profiles. But we throw all that in the ad and that's it. We don't care. We throw it like that and that's it. Now let's imagine that you are bad at networking, but you are very good at Java. But you are scared by this networking thing. But maybe you are scared for nothing. Not maybe. We have already recruited someone who is excellent at networking, but bad at Java. So we need someone. We don't care about their networking skills. We just need someone who is very good at Java. Do you get the idea? So we have to look at it from that angle. The advert is often not an advert to say that someone matches all that. So that's ideal if we find someone. But often the people who write the adverts are dreaming a little bit. They put too much into it, hoping to find the person who has all that. But in general, after two or three months of searching and then when they see that there really isn't anything, then they start to lower their expectations a little and return to a more reasonable area. There's also a luck factor. So sometimes if you arrive too early in the process, you're the first one we spoke to, you can get rejected. Whereas maybe with the same profile, you would have accepted three months later. Do you understand? A little bit. There's a side. There's a side, you know, so that's. And then the last thing. Well, not even a last thing. 14 minutes of video already. Well, I'll stop there because otherwise it won't go beyond 15 minutes. She has technical issues and then she feels like he's shifting and all that. If you're interested in this topic, I'll do a second one. I still have a few things to say. See you soon, guys.