Photos courtesy of Navy Federal Credit Union.
If you are ready to advance your career, are in the market for a job, or have questions about standing out from the crowd, then we have you covered! Fairygodboss recently had the opportunity to sit down with three talent acquisition leaders at Navy Federal Credit Union who shared their best tips and tricks for researching, applying, and interviewing for jobs.
Did you miss the event? Here, you can learn more about the great advice from the recent Fairygodboss Live webinar, “Landing Your Dream Job: Advice From the Experts.”
Before we get started, let’s meet the experts:
Britt Bloch, VP, Talent Acquisition Strategy & Recruiting
Linda Nguyen, Senior Talent Acquisition Programs Manager, Early Careers
Agatha Farngalo, Senior Talent Acquisition Partner
Tell your story! Your resume tells your story, so make sure that it is easily understood and has a great flow. Be the strong top-third. The top-third of your resume needs to sell yourself strongly. Also, make sure your resume is formatted for easy reading and skimming. Your resume will receive more attention if it's broken down into bite-size bullets and sections, rather than long drawn-out paragraphs of information. Use descriptive keywords, such as determined, competent, influential, passionate, inspiring, and accountable. Also, be specific with success in regards to rankings, dollars, percentages, and awards… Finally, ensure that there are no typos or grammatical errors.
One page is usually the rule of thumb. Exceeding one page may lose your audience. Typically, organizations go back 10 years (max). If you have history past 10 years, you can add a note: “Prior professional experience upon request.”
Internal recruiting processes should mirror external process efforts. It is equally competitive. Your resume should highlight the skills, knowledge, and competencies required for the role, even internally. Company vernacular and acronyms should not be in resume content.
We have experience equivalences. Not having a college degree will not prevent you from being considered.
A brief cover letter is fine. Many recruiters don’t read them and, instead, laser focus on the resume. However, if it’s requested, it’s always best to follow direction. I recommend investing your time in your resume content. In all correspondences, please ensure that everything is well written with no grammatical errors or typos.
Potentially, there could be a compensation mismatch if your expertise far outweighs the scope of the role. If you are passionate about the role, it is critical that you show your passion with a purpose. Hiring leaders will want to ensure that you are comfortable with the compensation and the responsibilities (challenged and rewarded).
The standard format is: "References furnished upon request."
There are so many avenues to network without social media interaction. Scheduling meet-and-greets with leaders or teams in your areas of interest is a great way to network! You can also research professional affiliations and join their groups or identify a mentor who can introduce you to their network.
Thank you’s are critical! They are an opportunity to highlight an interview's discussion points, your expertise related to the role, and your opportunity to close for the job! And, it’s professionally courteous.
Applicant tracking systems do find “high matches” to minimum requirements. Your resume should reflect relevant expertise as it relates to the role you’re applying.
After reviewing the minimum requirements, if you are passionate about the role and meet the minimum requirements, then you should apply! There is zero bias for multiple applications. Use your best judgement and stretch within reason.
Self-disclosed and identifying information has no influence on the recruiting process.
Previous applications are visible to the Recruiting teams; however, the number of jobs you have applied for does not influence decisions. As a caveat, we recommend that you apply to roles that are reasonably within your scope of expertise.
Post-pandemic, employment pauses have been normalized (thankfully). It is about telling your story. ❤
Certifications are awesome! Especially as skill-based hiring gains momentum. It shows initiative and drive, and, often, your certification opens the door to being engaged with practical, hands-on experience! A growth mindset and continuous learning are very attractive!
For the area you are interested in, identify a mentor who can help translate your skills to clearly communicate how they transfer successfully to the role.
We hear a lot about the Great Resignation, but we prefer a different perspective: The Great Re-Engagement. We continually re-recruit our internal talent, and we elevate leaders who lead from heart-whole person leadership. Leaders who invest in the person — not just the work flow. Meaningful conversations with personalized development plans, which are customized plans that include new projects, development road maps, work-life harmonization strategies, recognition…..
Navy Federal invests in dynamic programs to nurture diverse, internal talent communities to elevate development, growth, and internal mobility. We have an integrated talent strategy to grow and optimize our internal talent. The key to retention is elevating programs that support the reallocation of talent across the organization — upskilling, reskilling, and flexing — creating a truly agile employee experience. We are also committed to transparent hiring practices. Our teams have visibility to opportunities across the enterprise, and we fuel a continuous learning culture.
We truly are a Great Place to Work, and our retention is a reflection of our culture. People stay, and there is joy at work.
The TalentNetwork is great! Once you opt in, you can set up alerts to be notified of jobs. Also, you will receive timely updates and Navy Federal Credit Union news!
We have seen substantial spikes in application volume in the past six weeks across the board!
Identify a mentor or participate in Navy Federal Credit Union University’s Career Guide program. Schedule meet-and-greets with individuals in areas of interest! You can also send a quick note to the recruiter, including brief introduction expressing your interest and sharing your LinkedIn Profile link! Please know, the recruiting team navigates a high volume, so please don’t be disappointed if you don’t receive a response. The team does their very best to respond to everyone; however, we do have high volume.
All applications are reviewed equitably. The most qualified candidate, whether internal or external, will be considered. TalentQuest, our employee referral program, is our top three candidate source! It’s an invaluable channel. Our teams know our culture and know top talent! Organically, there is a buddy system post hire, too.
We don’t conduct references; however, testimonials are always a plus!
Talent Acquisition has many exciting career paths: Flexible Work Force (Staff aug), Experienced Delivery, Member Contact Hiring, Military Affairs, Early Career, Executive Search, Operations, an Brand Strategy. And, within all of those functional areas, we have robust levels for career pathing!
With hybrid, the expectation is one to three days a week in-office, depending on the role. We stress the importance of “work for your day” and being in-person for “Moments that Matter.” Permanent remote opportunities are evaluated on a case-by-case basis. Our hybrid model enables flexibility and work-life integration.
Thank you to the experts for sharing your expertise! Fairygodboss is proud to partner with Navy Federal Credit Union. Find a job there today!
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