I'm struggling with finding my next role.

12 Comments

1. Tamara GMay 3,2024 at 12:25PM UTC

   From what I have learned. I think you need to do more research on the company and when you get to those final interviews, really interject what you can do that the company is looking for. Show them you care, show them you've done your research. If you noticed some metric within their hiring practices, mention it and provide a proposed solution. Also, if you know the software they use, mention it and how you've used it in the past. Also, be sure to send a thank you email that reiterates something they said in the interview and how you agree with in, coupled with something new you forgot to mention or something that would benefit them. Illustrate your value on those finals. Use sites like Builtin and Crunchbase to do additional research.

2. AnonymousMay 3,2024 at 12:46PM UTC

   When I got my current role, I was able to discuss the history of the organization, answer their questions with examples of expertise and viable experience

3. ChrishoggMay 3,2024 at 12:51PM UTC

   Hi Anonymous ---

   1) You may be doing nothing wrong, and none of us out here would be able to address that.

   2) If you're getting more than 2 interviews with an employer, that suggests that your skills, experience, and knowledge are good, so "the problem" (if there is one) is happening in the interviews.

   3) If you're getting all your interviews by applying directly, you might have better ultimate success by networking and informational interviewing (see The Job Closer and The 2-Hour Job Search (Second Edition) by Dalton.

   4) Your grammar in this post suggests to me that language may be an issue during your interviews, and at the end of the day, employers are simply picking other candidates who "sound better" for the role (do you have a couple of folks you trust that you could ask about this?).

   5) Be encouraged, you're getting interviews, but again, those 2 books.

4. Jessica FerlandMay 3,2024 at 12:54PM UTC

   Are you able to ask for feedback from the interviewers, especially if you've made it to the 3rd/final round? I don't feel like I can tell you what's wrong from this limited information, but that may help more specifically.

5. Jonna Ferguson, ACCMay 3,2024 at 1:26PM UTC

   It sounds like you're prepared from a resume and interview prep standpoint based on your experience. A couple of questions:

   You mentioned you're currently an HR Director. Are you applying to lateral positions or hoping to level-up to a VP-level role in a mid-large sized company?

   In these new roles, would you be responsible for leading a larger team or more direct reports?

   Have you led transformational change initiatives, managed through times of steep growth or reorganization and supported/communicated with executive level leaders and their teams through significant culture shifts?

   I'm not asking these questions to challenge your qualifications, but ensure you're sharing all of the "goodness" when telling your "career story." Demonstrating during the interview that you have the skills to lead and delegate to a larger team, have championed and executed transformational change initiatives and are capable of guiding more complex organizational structures may be what companies are looking for you to illustrate. Put a spotlight on your transferrable skills and experiences that explain you're capable of leading and communicating during culture shifts, change efforts and under potentially higher pressure.

   If you'd like to chat in more detail, DM me.

6. OLIVIA JOHNSONMay 3,2024 at 3:26PM UTC

   Hi there!

   Great job at impressing all with your resume and initial interviews. Sounds like you have a good handle on those areas. In some cases, there may be nothing you can do. It could be just timing, there may be internal candidates already slated for the role or specific needs they are looking for that another candidate may have. However, being that you shared that it is multiple occurrences on 3rd round interviews, I am going to dangerously assume (I always tell others not to make assumptions lol) that these interviews are with Executives, this far into the interview process and then recommend exploring if you are adjusting your interview style to fit the audience.

   Executives are visionaries! They are also simply looking to see if you would be a good fit for the organization and the needs of the organization. So, in these interviews you want to:

   • Build rapport - Think conversation versus interview! In your questions, find out what excites them about the direction of the organization, etc.
   • Ask the right Questions - For visionaries, you want to ask questions that show your interest in the overall mission and success of the organization and not just for your role and career. For example, instead of asking about the day to day of the role or expectations of the role, you can ask, "How do YOU see this role successfully adding impact to the organization/department/team?"
   • Be a part of the solution - Ask about the top challenge or challenges that the organization currently faces and how this role can assist in being a solution AND then share how you can assist in being a part of the solution. (You can kick this off by asking about the WINS of the organization first and then transitioning to this for better conversation flow.)

   Hope this helps!

7. Joan Williams, Senior Talent Acquisition SpecialistMay 4,2024 at 12:51AM UTC

   So congrats on getting "tons of interviews" - how many is tons? Your resume is obviously doing its job since you're getting interviews.

   You're a Director responsible fo 160 employees - what level positions are you interviewing for and what size are the companies? What is your background within HR? Generalist? Talent Acquisition? Total Rewards? How does this align with the positions you've been interviewing for?

   When I used to recruit for HR leaders, there was a big differentiator between tacticle and strategic in HR. Where does your experience come down within that spectrum and what about the positions you're interviewing for.

   Has no one in these tons of interviews you've done asked you why you're looking to make a move?

8. Brijesh PrajapatiMay 4,2024 at 1:14PM UTC

   HI guys

9. Ellen RaynorMay 4,2024 at 5:32PM UTC

   Well, you must be doing something right to get as far as you have, multiple times. Are you able to any kind of feedback from the recruiter and/or hiring manager? Have you asked assertively for it?!

10. Eileen MMay 5,2024 at 2:19PM UTC

    Excellent advice! Especially at a Director level+ in HR, the roles gets more scarce but also the organizations may be trying to solve for specific needs that at the moment aren't reflective in your experience. My advice, beyond what's being shared, is really dig into what problems the organization is solving for in the 3-5 years early in the interview process. Then, during the subsequent rounds, tailor your responses to your experience + their problem. Interviewing, resumes, phone screens -- they are an opportunity for storytelling. The more they can see you in the part, the more likely you are to be selected.

11. AnonymousMay 5,2024 at 7:08PM UTC

    Great feedback thanks. When I have asked a few for feedback I received what I consider a canned response.

    I know it is tough out there and I am leaving for various reasons, I am open to lateral roles or a VP role.

    Thanks again

12. AnonymousMay 7,2024 at 10:30PM UTC

    It may simply be a matter of internal candidates moving up and you participated in a sham interview process. If you haven't been going to professional conferences, that would be my first suggestion. It would be even better if you could come up with a presentation, even if just a poster session. Mere competence is not enough the higher you go.