As you can imagine, we get dozens of job applications each week. While the majority of them are well thought-out, it’s clear that some of the applicants barely read beyond the job title.

And I’m not just referring to novice job seekers. Some of the most head-scratching applications come from experienced professionals.

As such, we thought it might be helpful to outline four things to do before you apply for your next job.

1. Read the job description. Forgive me for sounding like Captain Obvious, but you would be shocked how many people apply for jobs without actually reading the entire job description. Now, we’re not asking you to read War and Peace (1,296 pages, if you’re curious). Job descriptions are typically a page long, maybe two.And why read the job description? Well, in order to find out two things: whether the job appeals to you and whether you’re a fit.First, are you interested in what you’re reading? Most free-market nonprofits try to be very straightforward about what the role will entail, whether that means extensive travel, fundraising responsibilities,  long hours of running regressions, or time spent entering data into Salesforce.  If you’re not excited about the role, move along.Second, are you a fit for what you’re reading? Again, most job descriptions clearly outline what the ideal candidate looks like. If that’s you or pretty close, apply! But if you’re not even in the ballpark, probably best not to throw your hat in the ring.

   While Nancy Pelosi might apply for the job so that she can know what’s in the job description, there’s an easier way: just read the dang job posting!

2. Research the organization. Again, this seems like a no-brainer. But if I had a dime for every candidate who confessed he hadn’t researched the organization before applying, I wouldn’t buy my wine in 1.5 liter bottles.Before you apply for a job, make sure you know what you’re getting into. Are you aligned with the organization’s mission? Better yet, are you passionate about it? And if the organization focuses on multiple issues, are you comfortable with all of them?In addition to mission alignment, dig into other critical factors.  Do you like what you’re seeing about the organization’s approach to social change? Are you confident the group is making a difference? Who is on the board? Who are the key staff members?On one occasion, we were interviewing a candidate for a role with a state-based think tank in the southeast.  When we asked why the person was interested in this particular organization, he responded, “Well, it’s pretty much the same thing as the state-based organization in New York, only in the south, right?” Yes, exactly! State-based think tanks are just like Starbucks franchises. Same coffee, different state. Sigh. 

   On another occasion, we had a candidate back out of the interview process when she discovered she did not agree with one of the organization’s stances on a policy issue. I was surprised and disappointed that the candidate hadn’t done more research before applying for the job. The organization’s stance on that issue was well-known and could have been discovered in several clicks on its website.

3. Check the organization’s 990. Not only will a 990 reveal lots of interesting information about financial health and other goodies, it will also give you a sense for what salaries look like (at least for some senior staff). This is especially important if the organization has asked you to provide salary requirements in your application. Why? Because if you’re applying for a mid-level role, it’s probably not wise to ask for a salary that is $10K higher than what the president makes.
   
4. Ask around about the organization.Ask your friends and associates about the organization’s reputation, culture, and achievements. If possible, ask a trusted former employee for his/her thoughts; when someone is no longer dependent on an organization for a paycheck, the honesty increases exponentially.Find out all you can. What is the leadership style? What is the turnover like? What is the culture of the organization? What is the board’s relationship with the executive leadership? Does the board help the organization flourish or does it stymie progress? Does the organization partner with other like-minded groups or is it a silo?There’s a lot to learn about an organization that you can’t find online.

That wasn’t so painful, was it? And for the record, I was kidding about buying my wine in 1.5 liter bottles. That’s shameful. I buy it in a box!  

As you can imagine, we get a lot of questions about resumes. For the most part, people just want to know how to make their resume stand out from the crowd. 

Or, in the words of Spinal Tap’s Nigel Tufnel, they want to take their resumes to 11. 

Before you reach for the volume knob, you first need to make sure your resume covers the basics. You can find several articles about this on Talent Market’s website, including Resume Tips, Your Resume and Cover Letter, Creating a Clear, Logical Story About Your Career, and The Six Second Resume.

Once you’ve mastered those bits of advice, here are three tips that will help crank your resume amp past 10.

1. Quantify your work/accomplishments. Whenever possible, use numbers to explain what you’ve done. Doing so will provide employers with much needed context about your work.For instance, instead of this:
   -Supervised interns
   -Recruited college students to the internship program
   -Set intern schedule

   Do this:
   -Supervised 100 interns per year over the course of three internship programs (spring, summer, and fall)
   -Recruited potential interns by traveling frequently and connecting with 1,000+ students per year at conferences and events
   -Organized and scheduled 50 lectures per semester with 30+ different speakers

   After all, there is a big difference between supervising three interns and 100 and between organizing five lectures and 50! Providing these numbers illustrates the depth and breadth of your experience.

2. Specify results. You’ve heard people talk about outputs versus outcomes. In addition to providing relevant numbers (outputs), make sure to include specific results (outcomes) when possible.For instance:
   -Increased the competitiveness of the program over four years, taking the average GPA from 3.2 to 3.8 and improving the average SAT score by nearly 20%
3. Highlight instances of going above and beyond. In addition to using numbers and metrics, you should explain the ways you exceeded expectations and/or went beyond your job description.For instance:
   -Proactively took ownership of the research, selection, and implementation of a new donor database to increase efficiency and functionality
   -Identified previously unknown vulnerabilities in our technology security protocols; led the development/implementation of new, more secure system
   -Recognized a lack of engagement with students and recent graduates on our social media platform; proactively created new social media plan, sought and received senior management buy-in, and executed plan that has resulted in a four-fold increase in engagement of that demographic

If you can create a resume that addresses these three items, you’ll be on your way to rock star status.

During the holidays, thoughts about meaning and purpose abound. As such, I thought it would be an appropriate time to share this story of fulfillment with you.

Many moons ago, I was a young pup running my own company in the private sector. By all accounts, I was living the dream — self-employed, making good money, working from home in the bustling city of Atlanta and calling the shots. 

It sounds great, right? It was. But two things happened. 

1. I stroked my first quarterly tax payment to the government. It was a large check, and all I could think was “What in the **** did the government do to earn this?” I was irritated. Very irritated. Kind of like the bear that got poked. 
2. I realized I wasn’t fulfilled. I was working my tail off, but I wasn’t sure why. If I worked harder, I could make a few more bucks. But so what? That would just mean more to give to the government!  My interest in liberty had steadily grown since college, and I couldn’t shake the feeling that maybe I should be doing something about it. 

So, I packed my bags, sold my house and my company, and moved to Washington, DC, to change the world. Some people said I was crazy, but I didn’t blink. In retrospect, it was the most naive, cliché, and insanely idealistic decision I ever made.

And also the best one. 

Now, years later, I am working to advance liberty and couldn’t be happier. Sure, I still pay the government more than it deserves, but I am working with organizations every day that are fighting that and other government abuses and largess.  I’m not driving a Range Rover, but the money is still plenty good. And every night when my head hits the pillow, I know that I’ve done work that makes the country a freer, more prosperous place. You can’t put a dollar figure on fulfillment. 

For those of you working in the liberty movement, let this holiday season be a reminder that we have been given the gift of fulfillment. Sure, our jobs exhausting, occasionally frustrating, and far from perfect. But we are incredibly fortunate to have jobs we enjoy that are making a difference. Let’s not take this gift for granted. 

For those of you toiling away in the private sector itching to advance liberty, please know there is room for you here! You may have to adapt your existing skillset or relocate for the right job, but it can happen. In fact, more than 70% of the individuals we place come from outside the free-market nonprofit sector. You might be the next one! 

And for those of you who know someone who loves liberty but is currently making widgets for a living, please let that person know there’s a better way!  Forward this email and suggest he reach out to us. What better gift to give this season than the gift of fulfillment?

As I like to say, would you rather work for liberty or work for Lumbergh? (And if you don’t know who Lumbergh is, drop everything you’re doing and watch Office Space, a classic workplace comedy circa 1999.)

Thanksgiving is right around the corner. And while that means reflecting on our  many reasons to be grateful, for some of us it also means dreaded interactions with difficult family members. 

Maybe it’s good ol’ Uncle Bob, who never fails to have one too many glasses of Scotch and upset the whole family by trash-talking his ex-wife. Or perhaps it’s your mother-in-law, who, like clockwork, passive-aggressively reminds you and your spouse that she would like to be a grandmother before she “kicks the bucket.” Or it could be Cousin Rose, who smugly prattles on about being a gluten-free vegan and insists on bringing a separate Thanksgiving meal to satisfy her own nutritional dogma.

It’s amazing how one toxic personality can spoil the holiday.

Now, imagine how much damage one toxic personality can cause in a work environment.

The toxic employee is never happy, always complaining, and quick to stir up trouble. He barters in rumors, malice, conflict, and negativity. If left to his own devices, a pernicious personality can poison an otherwise healthy culture faster than you can say “water cooler gossip.”

Unfortunately, this is a situation we encounter far too often. 

We recently heard separately from three employees in the same department at the same organization — all of whom wanted to jump ship. Further investigation revealed the reason for the mass exodus: a toxic personality had been promoted to a management role. 

In another instance, we heard from an employee who told us this:

“It only took one person to poison the well. Smiles to your face and arrows in the back. I left because it was miserable to work with that person, and frankly,  I lost all respect for the leaders because they allowed it to continue. It wasn’t worth staying, even though the work itself and the mission were meaningful.” 

Yikes! So, what do you if you’ve encountered a toxic personality at the workplace?

Employees:

• Have a frank conversation with your supervisor about the toxic personality. (Unless, of course,  it’s the supervisor who is toxic, in which case go to the next person up in the food chain.) It’s daunting to consider offering such serious feedback; but if you truly care about the organization, say something. Is it risky? Maybe. But it’s probably riskier to say nothing at all. Remember that management may not know there is a problem unless it’s brought to their attention. 
• Limit interaction with the toxic employee. If possible, mitigate contact with the person and give management time to correct the situation. 
• Brush off your resume. If the toxic person is affecting your happiness and you have reason to believe the situation will notimprove, consider looking for a new place to work. Life is too short to remain in a negative environment.

Managers:

• Have a frank conversation with the toxic employee TODAY. Unless you don’t mind hemorrhaging talent, you need to address the situation immediately.  Make it clear to the employee that his behavior will no longer be tolerated and set clear expectations moving forward. Track progress and solicit feedback from staff as necessary. Give a second chance, but not a third. 
• Move the toxic employee into a silo.There may be instances in which a difficult employee can be siloed to mitigate trouble.  But this approach is not without danger. Even if you move someone away from a team environment, there will still be unavoidable interactions with staff. 
• Set him free. If you can’t find a workable solution, let the employee go. Having even one toxic employee means you do not have a healthy culture. 

As for toxic personalities at Thanksgiving, I can’t help you there. But I do recommend you pour yourself some of Uncle Bob’s Scotch.