Job Fair Preparation Tips

You’ve heard of a post-interview thank you note. Now get ready for the post-rejection thank you note! I see WAY too many job seekers viewing rejection as the end of the line. They cut ties with everyone at the company. These are people you spent 30-60+ minutes connecting with! They know your value, they know what you offer. They can be some of the best leads for new roles if you let them. So instead of letting rejection be the end of the line… Send a Post-Rejection Thank You note! Here's how to write one in 4 parts: 1. Thank them for taking the time to consider you 2. Wish them a ton of success with the hire they made 3. Mentioned specific things that you loved about the company, team, and speaking with them! 4. Ask if it'd be ok for you to stay in touch For example: "Hi Jamie, Thanks so much for taking the time to chat with me last week! I heard the team made a hire, I'm super excited for you all and I'm wishing you a ton of success with [Initiative]. I really enjoyed interviewing at [Company], and I especially enjoyed our chat about the future of blockchain in the health tech space. If you're up for it, I'd love to stay in touch! Either way, have an awesome rest of the week." Now set a calendar invite to follow up with these people once / month. Aim to add value with your touch points. I promise they'll lead you to more opportunities.

Rejected for your dream job? Here's what you can do: 1. Review the job description and do an honest assessment of alignment with your resume. For ex, the job asks for experience in finance for a multinational corporation - you've worked in a national company - this alone could be a deal breaker if the company really needs that understanding navigating accounting principles internationally. Maybe you've done B2C sales and they need B2B. Maybe you've been a Director of Marketing with a team of 2, and this Director manages a team of 10. Industry, account size, scale - these are all things that companies will be looking for. 2. Consider whether you now think this rejection was warranted. If yes, then stop - nothing more needed. Feel free to send a message like "thanks for the update, while disappointed, COMPANY is my top choice company, so please do consider me if anything else that's a better fit comes along." But if you think they missed the mark, or that your resume didn't fully convey everything you've done, then take that list you created in step 1 and highlight how you've actually done those things. You can then send a message like this one: "Hi recruiter, I can't say I'm not disappointed by this news - this position seemed like such a great match and I am passionate about COMPANY'S <fill in something you love about them, their mission, etc> In revisting my resume, it occurs to me that I may not have fully highlighted why this role is such a good fit. This wasn't included in my resume, but <insert 1-2 really compelling examples that you think best align with what they may have declined you for, for example "Although I manage our smaller accounts in my current role, I managed a book of $20M+ at PREVIOUS COMPANY"> I know it's a competitive market right now, and I'm sure you have some wonderful applicants, and honestly, I just appreciate you getting back to me so quickly. If anything does change with your applicant pool or if you have roles that might be a match in the future, I would love to be considered. And, of course, I welcome any tips you might have about how I can land an interview next time. And now you wait, you're done. Look, there's a 95% chance that they just send a nice response back or ignore you altogether. But on a handful of occasions (including for me, once early in my career!) an approach like this has worked. Or has led me to float a candidate by the hiring team. This is also how you stand out from other applicants and build a bit of a connection with the recruiter - they are more likely to remember you and let you know about a position when it opens up. Obviously, it takes a lot of effort to take these steps - that's why I say do it when you're in dream job territory. And don't expect magic, they likely DO have a ton of strong candidates. But it's your best shot - and certainly better than an email that says "you wouldn't know talent if it slapped you in the face" (which, yes, I've received).

I once interviewed a candidate who was rejected after the panel. The team liked him, but another candidate was a better fit. When I shared the news, he was naturally disappointed; this was his dream company. But he didn't probe why he wasn't selected. Instead, he asked me a question that I feel is worth sharing: "What can I start working on today that will make me a stronger candidate the next time?" I happily shared some tips and career suggestions. Knowing why you're not fit isn't always motivating, but having an illuminated path forward can be. Try asking this question instead if you get rejected. You may just learn what to do to get the job next time.

The worst thing you can do after receiving a rejection is to abandon the relationship you’ve built with the recruiter or hiring manager. If you’re tempted to walk away because of a “no,” try looking at it from a different angle. You never know what other opportunities could come your way. When I was rejected from Apple in the semi-final round, I reached back out to the recruiter, highlighted two other roles I was qualified for, and asked if she could introduce me to the respective hiring teams. Because of how I performed throughout the process and the genuine connection I developed with her, she sent two introductory emails on my behalf. Although I ultimately didn’t land those positions, I gained new contacts and received positive feedback on my file. Here’s my three-step process after a rejection: 1. Follow Up 2. Research other roles you qualify for 3. Send your findings to the recruiter/hiring manager and keep the conversation going You never know what might happen: recruiters and hiring managers could move to other companies where you might be a perfect fit. Or you might discover another role that leads to a “yes.” Don’t underestimate the power of maintaining relationships and following up. #StephSynergy

Raise your hand if you like to be rejected? 💁♀️ Nobody. Nobody likes to be rejected. But in the job search, this is a reality that almost every candidate faces (and news that every recruiter and hiring manager dreads giving). But... how do you respond to that rejection? Especially if the reason for rejection is not a no forever, but a no right now? This is not the time to show a low EQ. Or to lash out. Or to bash the company online for not hiring you. Or to say something snotty to the team that recruited you, even if you disagree with the feedback. Recently, we were recruiting for a development position and we had a wonderful candidate, a referral, who did very well in the interview process. But this applicant was missing a critical skill for the job and the team simply did not have the time to train and meet the project deadlines they had. We provided the feedback to the applicant, who was naturally disappointed. But this person wrote a wonderful note outlining their desire to work at this company, their work they had already done towards learning that skill, and asked that we share it with the hiring team. We assured the candidate that this no was not a no forever and encouraged that person to keep lines of communication open and that we would think of them if anything changed. Fast forward and less than 2 months later a new headcount was approved. The hiring managers did not want to conduct another full search or interview process. They wanted to go straight to this candidate (if they were still available) and make the offer. Both candidate and company were thrilled it worked out. While this is a best case scenario, and I acknowledge many don't always have two months to wait, imagine how this would have played out if the candidate had reacted to the rejection differently? As a leader who hires myself and as someone who has been responsible for thousands of placements in my career, I see all too often when rejection gets the better of people. And their reaction to that rejection changes a "not now" or "not the right time" response to a hard no. And rightfully so. Just because one position didn't work out for you at that time, doesn't mean that another one at that same company won't be a fit. Or that as soon as the next role opens, that they won't immediately think of you and call you first for that next opening!

The hardest person to manage is ourselves. In 2005, Peter Drucker wrote an Harvard Business Review article that feels like it was written for today’s world. He emphasized something powerful: the ability to manage ourselves. In a time when career paths are no longer linear and change is constant, his insights are more relevant than ever. Drucker challenged us to ask three big questions about ourselves: - What are my strengths? - How do I perform best? - What are my values? These questions aren’t just for the Napoléons and Mozarts of the world—they’re for anyone navigating the complexities of the workplace. Here’s how to reflect on these ideas and manage yourself more effectively: 1. Discover Your Strengths Most people think they know what they’re good at—but many are wrong. Drucker proposed a simple solution: feedback analysis. Write down your expectations every time you make a key decision. A year later (or maybe a few months later), compare the actual results with what you expected. Patterns will emerge, showing you where you truly shine—and where you don’t. Tip: Focus on your strengths. Instead of trying to fix every weakness, double down on what you naturally excel at to achieve excellence. 2. Understand How You Perform People work and learn differently. Are you a reader or a listener? Do you learn by doing, writing, or talking? For example, Eisenhower excelled as a Supreme Commander because he prepared with written questions but struggled as President because he had to answer spontaneously in press conferences. Tip: Align your work style with what suits you best. If you’re a listener, seek discussions; if you’re a writer, carve out time to process through writing. 3. Live by Your Values Values are your internal compass. They define not just what you do but how you want to show up. Drucker shared the story of a diplomat who resigned rather than compromise his values. Knowing your values ensures your work aligns with who you are at the core. Tip: Periodically ask yourself: Does my work align with my values? If not, it may be time to pivot. As work evolves, so must we. By understanding our strengths, adapting how we perform, and living by our values, we can chart fulfilling, impactful careers. For me, this is a reminder to pause and reflect—not just on WHAT I’m doing but HOW and WHY I’m doing it. The hardest person to manage truly is ourselves, but when we embrace that challenge, we create opportunities to grow, contribute, and thrive in ways that feel deeply aligned with who we are. #reflection #learning #clarity #growth #improvement #leadership #humanBehavior #curiosity #values https://lnkd.in/enjcH4VJ

Before you apply to a marketing role, define what’s unquestionably YOU about your experience, skills, and interests. Here’s how to start! Categorize your background across these four categories: 1) Career Progression - Define your seniority level, years of experience, number of direct reports, and the budget size managed to date. 2) Company Exposure - Identify the size of the companies you’ve worked at, industries you have experience in, and types of organizations and business models you’ve supported. 3) Marketing Expertise - Highlight the core marketing skills you have developed (usually the top three to five hard skills) and the select marketing channels and marketing tools you’re an expert at. 4) Strengths and Strides - Finally, explain the main soft skills (three to five) you possess as a professional, three to five major career accomplishments, education credentials and certifications you have, and lastly, unique attributes about your personally and professionally like you’re a DJ on the side, multi-lingual, a winner of industry awards, or a Nascar enthusiast etc. This is my Career Positioning Matrix, which I use with coaching clients to define what’s special about their background to better communicate it to others. Often the way marketers explain their background — whether on a resume, cover letter, LinkedIn, or while networking — ends up sounding pretty similar to every other marketer with an equivalent background. You don't want to blend in. Instead, use this matrix as a creative constraint to focus on what you’ve uniquely done to date, the scope and impact of your accomplishments, and what’s most memorable about you. Once completed, it’s a visual representation of who you are as a marketer, ideally helping you better see and understand how others perceive you. Of course, you’ll need to explain how your background aligns to the responsibilities of a particular role, but that gets much easier when you’re crystal clear on where you stand. If you'd find this Career Positioning Matrix helpful in any way, happy to share a link to the slides. The comments and my inbox are open!!!

Checklist for Job Seekers: 1. Focus! What is (are) the exact role(s) you are targeting? 2. How do you get to a place where you are competitive for that role, from a skills, project, and experience perspective? 3. How do we display that effectively on your resume? 4. Who should be your target in terms of networking? 5. How do you develop those networking calls into meaningful relationships? 6. What do you need to prepare for the interview to help you stand out? 7. Where should you be applying for roles? 8. How do you keep track of all of this information? 9. What is your follow-up strategy w.r.t networking and the interview process? 10. How do you learn from your failures? This is how I approach coaching with my clients. We DO NOT just clean up your resume and start spamming jobs. You need to organize your mind, develop a strategy, and track everything you are doing; not just for this job search but for the benefit of your entire career.

Rejection hit harder than I expected. I had spent my entire career getting promoted early, landing top assignments, and proving my value. I thought employers would line up to talk to me. They didn’t. 🚫 Dozens of applications. No responses. 🚫 Referrals leading to interviews. No offers. 🚫 LinkedIn requests. Ignored. 🚫 Job fairs. Interviews happening all around me—but not for me. 🚫 Four-month interview process for my dream job. Came in second. 🚫 A major job referral. Blew the interview. I started wondering: Was I the problem? Then suddenly—a job offer at a great tech company. What changed? I stopped taking rejection personally. Instead, I treated it like a training cycle. ✅ I dissected every experience. What went well? Where did I fall short? ✅ I treated interviews like reps. Informational interviews, mock sessions, refining my message. ✅ I asked for honest feedback. Recruiters might be vague, but the people who referred me weren’t. ✅ I found mentors in the field. They helped me reposition my resume, improve my responses, and fix what I couldn’t see. ✅ I stopped chasing one perfect job. Tunnel vision was hurting me—so I expanded my search. ✅ I celebrated progress. Getting an interview meant I was moving forward. ✅ I leaned on my people. Friends, mentors, and peers kept me sane. The truth? Rejection isn’t a roadblock—it’s a refinement process. Every “no” shaped me. Every misstep made me better. Every setback pushed me forward. If you’re in the middle of it, don’t stop. You’re getting sharper. You’re getting closer. And when you break through? You’ll be glad you didn’t give up. 👉 What got you through rejection? --------------- If this post resonated with you, I’d be grateful if you liked it and followed me (Tony Grayson) for more insights and veteran videos. And if you’re feeling generous, a repost would mean the world. Thank You. Infrastructure Masons Compass Datacenters US Navy Naval Submarine League United States Submarine Veterans Compass Datacenters Northstar Technologies Group, Inc. Nomad Futurist #veterans #veteransupport

Yesterday I reviewed around 600 applications. 600. Here’s the truth: when the volume is that high, small details make a big difference. If you want to stand out, here’s what actually catches a recruiter’s eye in the middle of a sea of resumes: 🔹 Tell me what the company does. You worked at "X Corp"? Cool — but I don’t know every company on Earth. A single line like “SaaS company focused on AI-powered logistics” helps me immediately understand the context of your role. 🔹 Stick to the classic format. There’s a reason the traditional resume layout still dominates. Don’t get “creative” with colors, shapes, or 3-column designs. I’m not hiring a graphic designer (unless I am). Keep it simple, clean, and scannable. 🔹 Give me numbers. “Improved efficiency” sounds fine, but “Reduced processing time by 28%” gives me a reason to believe you’re effective. Quantifiables always beat adjectives. 🔹 Tailor your resume to the job. Generic resumes get generic results. A brief, targeted summary at the top — aligned to the role — sets the tone. 🔹 Make your LinkedIn match. If your resume catches my eye, your profile is the next stop. Make sure it’s updated, aligned, and includes a headline that reflects what you actually do. Most of all? 🔸 Help me help you. The clearer your story, the easier it is to advocate for you. And that’s all most recruiters really want — a reason to move you forward.