Talent Tips - Talent Market

Talent Tip #160: Advice for Creating a Buzz-worthy Resume (Part I)

February 20, 2024

If you pay attention to entertainment news, you’re well aware that Hollywood is gearing up for another thrilling television and film awards season. But if you’re anything like us, you’ve only seen a fraction of nominated films up for the big, buzz-worthy, awards and also much prefer the good-natured fun of the Golden Raspberry (aka Razzie) awards, which are given out to the worst movies/actors of the year.

So while we’re not qualified to comment on who should end up taking home Best Actor (obviously Cillian Murphy), the time we spend reviewing thousands of job applications every year does make us a good source for judging the best from the worst on the resume front.

With that in mind, we’ve gathered our top tips to create an Oscar-worthy resume and the mistakes that are more likely to end you up on the shortlist for a Razzie.

(This is the first of a two-part series.)

Oscar-worthy editing: Great films present their plots concisely and compellingly. Similarly, your résumé should be one page, maybe 2, with very few exceptions. Unlike diehard Zack Snyder fans, hiring managers aren’t likely to stick around for the Director’s Cut version of your career and you don’t want your critical skills buried on a third page! Tip: if you’re having trouble trimming down your resume, ask yourself, “What is most relevant to the specific job I’m applying for?” If it isn’t going to help you land that job, cut it.
Razzie-worthy trailer: We’ve all seen eye-roll-worthy bad movie trailers. The type full of cheesy lines and poorly executed special effects. Even for a great movie, a terrible trailer can convince an audience to skip the main event. A summary/objective section is the resume equivalent to a bad trailer. Surely your objective is getting the job that you’ve applied for? And, a résumé itself is already a summary of your experience! Without hesitation, we can tell you this is our least favorite section of the résumé. It’s the area where otherwise sane people are drawn to use jargon, B.S., wild hyperbole, and annoying buzzwords like “synergy.” Whatever it is you want to say here, invest in including it in an Oscar-worthy cover letter instead.
Oscar-worthy screenplay: In scriptwriting, structure is everything. A story that jumps around can easily lose its audience, just like a resume that doesn’t follow a logical order. To gain that clarity in your resume, you must use clear, uniform dates. Include your start and end dates, preferably with months, to delineate exactly how much time you spent at each role. This information is extremely important for hiring managers to understand your experience. Further, leaving out dates is conspicuous and does far more harm than good. And while we’re at it, please make it chronological!
Razzie-worthy plot holes: We’ve all seen movies where the plot twist feels forced or unclear, leaving the audience more confused than impressed (looking at you, M. Night Shyamalan). The same goes for resumes with overlapping or ambiguous roles. If you’ve juggled multiple jobs simultaneously, be upfront about the nature of each position—whether it’s a contract, consulting gig, or part-time work. Clarity is critical; you don’t want hiring managers guessing about your storyline or suspecting you of embellishing your role. Transparency turns what could be a plot hole into a compelling part of your narrative.
Oscar-worthy lead actress: It’s a good thing Oscar-bait movies usually feature the lead cast’s names prominently in both the opening and closing credits – how else would The Academy know where to send their invites? Similarly, your resume must include your (accurate) contact information. This should seem Captain Obvious, but just recently we had a candidate apply with a résumé that lacked contact information. Worse, this person also mistyped their email on the application form. This means we quite literally can’t contact the candidate! And we hate to imagine that she’ll miss out on her opportunity to deliver a memorable (job) acceptance speech because of it.

Speaking of speeches, we can hear the opening notes of the house band playing us off the stage, so we’ll end here for this month. We encourage you to use these points to brush up your résumé and then come back next month for the rest of our tips.

While we can’t promise you’ll end up taking home a golden statue (or in this case, a job) at the end of the night, these tips should help you avoid ending up with an invitation to the Razzies.

Talent Market Turns 15!

January 23, 2024

This year Talent Market turns 15!

We’re still not legal to drive, but that hasn’t stopped us from getting a lot done over the last 5,475 days!

Since 2009, Talent Market has:

Helped 240+ liberty-oriented nonprofits find the talent they need to be successful – Our clients include national policy and research organizations, state-based think tanks, education and talent development institutions, litigation centers, capacity building organizations, media organizations, and university centers.
Placed more than 1,170 talented individuals in critical roles in the free-market movement – We’ve helped talent from entry level to executive level find their dream jobs. We’ve placed talent in every role you can imagine in the liberty movement including development, senior management, communications, legal, policy, IT, external relations, finance, project management, and operations.
Grown from a staff of one to a staff of five – It’s hard to believe Claire flew solo for the first few years. Now she’s got four amazing partners in crime! Katy just celebrated five years with us last fall. Stephanie hit three years this month and Lydia hit two. And Bailey is coming up on one this summer! The teamwork makes the dreamwork, baby!
Witnessed the explosion of virtual hiring – In our first year of existence, only 10% of our placements worked virtually. Last year, more than 60% of our placements worked virtually! Even though Covid is in the rearview, virtual hiring is here to stay!
Reached more than 10,750 liberty-oriented individuals via our outreach efforts, including more than 9,000 young professionals – We continually seek to grow our network of liberty-oriented talent. And since roughly 63% of the candidates we place come to us via personal referrals, we know that our outreach efforts have a multiplier effect when it comes to identifying talent for the liberty movement!
Grown our network to more than 23,000 liberty-oriented individuals – And this is why liberty organizations would be bonkers not to utilize our services! No other organization has been identifyig, engaging, and connecting liberty-oriented with liberty-oriented jobs for the last 15 years!
Witnessed the introduction of AI into the hiring process – We’re well-acquainted with the hiring world’s penchant for gimmicks and passing fads. However, few trends have taken off as rapidly as the adoption of AI Chatbots. From emails, to job descriptions, to cover letters, we’ve seen our share of AI-generated text in the recent past. While the verdict’s still out on how this will impact hiring trends in the long-term, it’s hard to imagine that this won’t continue to have an influence in the coming years (we let ChatGPT draft this point).
Watched the rise and fall of WeWork – We might not have cozy phone booths or kombucha on tap, but Talent Market has outlasted the WeWork craze and are still going strong as a fully-remote team.
Lived through countless ‘End of the World’ predictions – As the Doomsday Clock ticks loudly, some among us might be tempted to sell our earthly belongings and live out our final days on a remote beach sipping Mai Tais. Not us! To hell with Nostradamus: we’ll be here until the bitter end, helping the liberty movement find the talent it needs!
Read more than 3,000 candidate-submitted jokes related to government dysfunction – We invite all of our contacts to share their best jokes and they do not disappoint! Our favorite one as of late: The secret to making Congress more efficient is to replace all the people with horses. Sure, every vote would end in “neighs,” but hay, at least the housing market would be stable.
Shared more than 150 nuggets of wisdom via our Talent Tips – From resume tips, to hiring best practices, to occasional dating advice, our Talent Tip Archive is full of valuable insight and advice for candidates and clients alike.
Created more than $20M in private sector value through our placements – That’s right. If Talent Market were a private sector headhunting firm charging tens of thousands of dollars for each placement, we would have collected more than $20M in fees and the five of us would be on a yacht in the Coral Sea sailing around the Whitsunday Islands. But the good news for the liberty movement is we’re right here, doing what we do as a nonprofit. You’re welcome!

From the entire Talent Market team, thank you for everything you’ve done to help us get to this amazing milestone!

Talent Tip #159: Airing of Application Grievances: Holiday Lessons For Job Seekers

December 13, 2023

The Talent Market Team

Pour the eggnog and erect the Festivus pole – it’s time for our annual Airing of the Application Grievances!

Now, before we jump in, keep in mind that the ladies of Talent Market see a sleigh full of job applications each year (4,000+ this year!). That means we see thousands of reasons for people to land on Santa’s Nice List…and just as many (if not more) for them to end up on the Naughty List!

The good news is our list will help you stay on Santa’s good side!

Be Like An Elf and Read the Instructions
You don’t think Santa’s elves jump willy nilly into toy construction without reading the instructions, do you? Of course not! If they did, they would end up building toy trains made out of Squishmallows.And so it goes with job application instructions.

The application instructions for a search I worked on recently asked candidates to articulate their thoughts on three distinct liberty-oriented principles in the cover letter. Shockingly, half of the applicants failed to do it. And all of those candidates were instantly declined by the client!

Lesson: Following the application instructions will put you ahead of at least half the competition!
AI and Aunt Bethany
You remember the scene in Christmas Vacation when Clark realizes something isn’t quite right with the gift Aunt Bethany brought?Well, hiring managers have a similar feeling when they review cover letters entirely written by AI.

Instead of telling us about their passion for free markets and past experiences, candidates submit ChatGPT’s attempt at a good letter. Unfortunately, AI often produces generic summaries of your resume, fails to communicate a genuine connection to an organization’s mission, and, in some of the worst cases I’ve seen, completely fabricates previous work experience.

Hiring managers are picking up on this trend and we’ve even heard tales of free-market organizations leveraging AI-detection tools to screen applications.

Lesson: Instead of outsourcing your personality to a computer, take the extra time to focus your cover letter on embracing your unique qualifications and sharing your genuine passion. Don’t be afraid to let your personality shine through!
Do Your Homework: Santa Can’t Bring You $1M or a Pony.
Smart kids don’t just waltz up to Santa and ask for a pony. You know why? (Because ponies live 45 years and the poor kid’s parents will be saddled with that responsibility for decades after the kid leaves the house? Well, that, too.) Because ponies can’t fit in Santa’s sleigh! Duh!Likewise, smart job applicants don’t waltz into the application process for a manager role asking for more money than the president makes! Funny enough, I saw this happen recently when a candidate applied for a director role and asked for nearly $50k more than the executive of the organization was earning! Needless to say, the applicant ended up with an empty stocking and a rejection letter.

Lesson: Be sure to do your homework before you apply for a job. Look up the 990s of the organization, research the average pay scale for similar roles, and visit GuideStar to gauge what is happening at other organizations. And, don’t forget to pay attention to the size of the organization! You cannot compare the salaries of a $100M organization to a $5M organization.
The Code of Elves #2: There’s Room for Everyone on the Nice List
Once upon a time, there was a candidate we’ll call “Miles Finch.” Miles was very talented and applied for many jobs. But each time, he would find a way to insult the hiring manager and/or generally suck all of the holiday cheer right out of the process.On one occasion, Miles snapped at a hiring manager for asking about his interest in the role during a phone interview: “Have you not read my cover letter?!” On another occasion, Miles declined to respond to a short list of follow-up questions sent by the nonprofit: “My experience speaks for itself.” And once, Miles sent a ruthless cover letter that criticized nearly every aspect of the organization’s strategy and policy agenda. Despite Miles’ impressive background, the client rejected him in all of these cases.

Lesson: Maintain professionalism and positivity throughout the hiring process. As we learned in Elf, there’s room for everyone on the Nice List. And those are typically the people who land jobs!
No One Likes Farkus or Generic Cover Letters
I recently heard from a candidate (we’ll call him “Scut Farkus”) who was quite angry about not getting so much as an interview for any of the jobs to which he had applied. No one, it seemed, cared for Scut Farkus.So, I decided to review Farkus’ seven applications. It turns out every single cover letter was the exact same!

The cover letters were all addressed “To whom it may concern” and didn’t even make a passing reference to the organizations’ missions and work. His cover letter droned on about his amazing qualities, but he couldn’t be bothered to even mention the organizations’ names, let alone express interest in a particular role. No wonder all seven hiring managers had responded with a lump of coal!

Lesson: Write a tailored cover letter that demonstrates your passion for the role and you’ll get everything you wished for this Christmas!

We hope we’ve entertained you with our Airing of the Application Grievances. If you take these lessons to heart, then when Christmas morning comes, Santa can deliver your Barbie dream house, two tiny champagne flutes, and a bottle of bubbly to toast your new job!

Talent Tip #158: Lessons From the Roller Coaster: A Job Seeker’s Advice for Job Seekers

November 20, 2023

Bailey Drouant

Is it just me or does job hunting feel like a roller coaster ride?

It takes you from the build-up of painstakingly updating your resume and meticulously tailoring cover letters, to the anxiety-inducing anticipation of interviews, to the lows of getting the dreaded “we went in another direction” email, to the highs of getting a coveted job offer. Whew. There’s a reason people throw up on roller coasters, ya know.

Not too long ago, I was right where you are. I was a job seeker riding the same roller coaster. But thankfully, when the ride came to a full and complete stop, I landed a job at Talent Market as an Outreach Manager.

And now that the coaster queasiness has worn off, I wanted to share a few lessons I learned that might be helpful to my fellow job seekers:

Apply for More Than One Job
You wouldn’t spend hours driving to an amusement park, park in Section Scooby Doo/Row 65, walk two miles to the park entrance, and trudge through long lines, just to ride one single coaster and then leave, would you? Of course not.If you are intentionally looking for a new role, it’s like being at an amusement park – you’re there to ride multiple roller coasters, not just one. Odds are, you aren’t going to get the first job you apply for. Or the second. Heck, you might not even get the third or fourth. It can take a lot of time and a number of applications. So, adjust your expectations accordingly. (And don’t eat a big corndog right before going on that upside-down coaster!)
Advertise Yourself Well With a Solid Application
Every amusement park puts up eye-catching billboards, right? And you’ve probably noticed that parks approach advertising differently depending on what they bring to the table. Six Flags pushes thrill and excitement. Disney peddles a dream vacation for the family. Sea World speaks to the animal lovers whose lives won’t be complete until they swim with Flipper.Think of your job application as an advertisement for you.First, your cover letter should explain why you’re a good fit for the role and demonstrate your passion for the organization’s mission. Generic cover letters are a big no-no! (When’s the last time you saw a generic billboard for an amusement park? NEVER!)

Second, your resume should showcase how your specific skillset checks the boxes the organization is looking for. When crafting your resume, ask yourself, “What have I done that proves I’m what they’re looking for?”

Like many people, I found myself wearing many hats in my previous role. But instead of trying to cram everything into a few resume bullet points, I would focus on what the job posting was specifically asking for. For example, for a management position, I would focus on my years of intern management experience. But if it was a communications position, I would shift the spotlight to my experience with graphic design and working with the communications team.

Like an eye-catching billboard, your tailored cover letter and resume should draw in the hiring manager and make them want to interview you.
Utilize Your Network
Think of all the people you encounter at the amusement park who help make the experience possible. There’s the guy who robs you blind at the entrance sells you a ticket, the guy who makes you a scrumpdillyicious corndog, the couple you meet in line who tells you about a newly opened coaster at the far end of the park with NO lines, and the nice lady who persuades you to buy a pair of plastic mouse ears for roughly the price of your home’s down payment.This same type of network exists during your job hunt! (But with fewer people trying to empty your wallet!) Like at the amusement park, you are surrounded by friends and associates who can help you with your job search. They can introduce you to hiring managers, tell you about job openings, serve as references, and help you get a foot in the door.Be sure to thank anyone in your network who helps you along the way!
Before You Ride, Know What You’re Getting Into
I HATE going on upside-down coasters; they make me queasy. And I’d hate to be the girl who gets sick on some poor guy below me. So, before I consider getting on any kind of thrill ride, I do my homework to make sure it isn’t going to go upside down.Before you apply for a job, you need to familiarize yourself with the nonprofit. Are you completely aligned with its mission? Do you agree with the strategy they use to effect social change? Do you like what you’ve heard about the culture? Do the 990s indicate the organization is financially healthy?If you do your research and apply for roles that are a fit for you, you will be more likely to find the heart-pounding thrill you seek (and less likely to throw up on the unsuspecting fellow at the bottom of the loop-de-loop).
Stay Positive!
When you were a kid, your parents may have told you, “We’re going to Disney World!” Do you remember the excitement that bubbled up in your chest about all the amazing things you were going to do there? That excitement and optimism followed you into the park and led to an amazing day. And it stuck with you long after your visit, right?Do you remember having to wait in super long lines? Of course not! Do you recall getting in a shouting match with your sibling about who gets to sit in the front seat of the big coaster? Nope. Do you remember that your father refused to buy you the ice cream cone because it cost more than your entire summer allowance? Negative. You only remember meeting your favorite characters and riding amazing rides!Staying upbeat and positive helps you power through the ups and downs of a job search, knowing that every application and interview gets you closer to your dream job. And when you finally land in the right spot, memories of those rejection letters will quickly fade away!

Job hunting is a wild ride in itself, but keep in mind that is all about finding your seat on the perfect coaster. Keep flinging out those applications and keep your head up because who knows…your dream job could be just a few exciting clicks away. Happy hunting!

Talent Tip #157: Five MORE Tips for Discussing Salary During Your Job Hunt

October 24, 2023

Claire Kittle Dixon, Executive Director, Talent Market

Last month you’ll remember we offered up the first five of 10 tips on discussing salary during your job hunt. This month we’ll finish off the list with the last five.

When asked about salary during an interview, answer…and then stop talking – If you haven’t already provided salary information in an application or cover letter, you might find yourself sitting in front of the hiring manager and being asked, “What is your desired salary?”
It sounds daunting, but of course, you’ve already done your homework and you have a range ready. So, you say it. And then what? Nothing.

The best bit of salary advice I’ve gotten came from a fellow who told me, “After you answer the salary question, stop talking.” Too many people can’t stand the deafening silence that occurs after the number has been uttered; therefore, they keep talking…and talk themselves right down to a lower salary.

I would have thought this was silly advice if I had not received it from the person interviewing me immediately after I had done precisely this!
Don’t play reindeer games – Pretty please with sugar on top: resist the temptation to play games during salary discussions.
Don’t ask for a higher salary than you really want because you are worried about being lowballed.
Don’t attempt to play multiple organizations off of each other in hopes of ratcheting up competing offers.
Don’t provide a salary range that you plan to inflate significantly in the final stages of the interview process without good reason.
Don’t be evasive, dishonest, or manipulative.

I’ve seen so many offers fall apart in the final stages because the employer felt misled. Friends don’t let friends play reindeer games.
Bring up salary if they don’t – Once in a while I’ll hear from a candidate who tells me something like this: “I have had multiple phone interviews with an organization and now they want to fly me across the country for in-person interviews. While that’s great news, they have yet to provide a salary range for the role. Is that a problem?” Well, if you value time and money (yours and theirs), YES!
Why fly across the country for an interview before knowing if you and the hiring organization are on the same page (or at least the same chapter!) in terms of salary? Out of respect for yourself and the organization, bring up the topic before a flight is booked. It doesn’t have to be awkward or painful; simply say, “I would love the opportunity to interview in person. Before we do that, though, I thought it would make sense to briefly discuss salary to make sure we’re roughly on the same page.” Hiring managers will appreciate your thoughtfulness – especially if it turns out you are worlds apart and you save them $1500 in airfare and hotel charges! The situation is less dramatic with local interviews, but the point remains.

I’ll never forget hearing from an executive who told me he interviewed a candidate five times and only asked about salary right before making an offer. The candidate wanted a full 50k more than he could afford to pay. Oops. (And that, my friends, is why you should ask about salary up-front; you should value your time and others’ time too much to do otherwise!)
Factor benefits into your salary considerations – When seriously considering a job/job offer, be sure to educate yourself about the health insurance and retirement benefits the organization provides. Some organizations may offer a higher salary to offset a lack of benefits, but you should do the math about how that works out for you.
Benefits packages can be worth thousands upon thousands (even tens of thousands) of dollars. Will you be on the financial hook to find and pay for your own health insurance or will the nonprofit offer a partially/fully subsidized plan? Does the organization offer a retirement account and, if so, is there an employer match?

Spend a few minutes with your trusty calculator to determine how much these benefits are worth annually and how much they add up over the long haul!
Consider the complete package – In addition to the base salary and benefits, don’t forget to consider bonus potential, cost of living (if you’re moving to a new city), virtual work options, and other perks (gym memberships, parking, tuition reimbursement, etc.).
For instance, maybe you’re getting a 20% bump in pay, but if you’re moving to a city with a cost of living that is 40% higher than where you are now, that’s not good!
Or maybe you have two offers, one that pays a little more but requires a 45-minute commute each way and one that pays less but is virtual. What is 90 minutes a day worth to you?

And don’t be afraid to ask questions about specifics, as the devil is often in the details. For instance, if the organization is touting BIG bonus potential, ask what the average bonus was last year. If they sheepishly reply it was $100 and a membership to the Jelly of the Month Club, good to know that up-front!

Talent Tip #156: Five Tips for Discussing Salary During Your Job Hunt

September 19, 2023

Claire Kittle Dixon

Salary is a hot topic here at Talent Market (right up there with interviewing, dating, the Great Cat Versus Dog Debate, and the proper use of the word “bet”).

And that’s why I couldn’t believe our last comprehensive article about salary was more than 50 Talent Tips ago! I’m ashamed!

Let me make it up to our dear readers by providing 10 tips for discussing salary during your job hunt. You’ll get five this month and five next month.

Here goes!

Be ready to answer the question, “What is your desired salary?” – This might be the most critical piece of information you’ll need at the ready. I usually suggest candidates have a range instead of just one number so that you have built-in flexibility. A range should span roughly 5-10k for mid-level employees and 10-20k+ for senior staff with higher salaries. Note that providing too broad of a salary range (for instance, 50k-500k) looks silly and makes the hiring manager think you’re a smarta$$. And no one wants to hire a smarta$$.
Have a response ready if asked about current salary – As you may know, asking about current and past salary has become less common in recent years. In fact, some jurisdictions around the country have banned employers from asking candidates about current and previous salaries during the hiring process. (We can discuss the merits and demerits of these regulations over cocktails at a later date.)
But just because it’s not as common as it used to be doesn’t mean you won’t get asked (legally!) about your current salary. So, be prepared to respond. You may choose to respond with a straightforward answer (“I currently earn 90k”) or something more vague (“My current salary is in the high 5 figures and I’d like to earn six figures in my next position”). But however you respond, do not be evasive or rude…which brings us to #3.
Don’t give the Heisman – Sometimes candidates try to hedge when asked direct questions about salary. My favorite candidate response is, “I’d prefer to talk about salary later in the process.” Well, I’d prefer to be independently wealthy and have fewer crow’s feet, but as the Stones said, you can’t always get what you want.
Think about why hiring organizations want to know a candidate’s salary expectations upfront: it’s because they have limited resources (time and money), and it simply doesn’t make sense to invest hours of interviews with someone whose requirements are significantly higher than the organization can afford. So, instead of stonewalling, be ready to respond to salary questions with a smile on your face.
Do your homework – Some of you probably read #1 above and thought, “But how do I know what my range should be?” It’s not as complicated as some think; but you will need to take into account a menagerie of factors, including your most recent salary/salary history, your experience, your tenure in each position, the role at hand, the budget of the hiring organization, geography, education, and market conditions. The more homework you do, the more comfortable you will be when it comes time to discuss salary with a potential employer.
Know thy market – As mentioned above, you’ll want to consider market conditions when determining your desired salary range. Make sure to take into account current economic trends, cost of living, demand for your skill set, etc.
One of the quickest ways to be eliminated from the running in a job search is to ask for an outlandish salary that doesn’t reflect the current market (and your market value!). This is especially true when you’re interviewing with a nonprofit organization. Remember that 990s will provide useful information about an organization’s recent budget and pay scale.

Ok, we’ve hit our salary tips quota for the month. But tune in next month when we finish our top ten list! Until then…