Episode 6 Transcript

Transcript

Mia: “Welcome to All The Little Things, the podcast that explores the small habits and subtle changes that can transform your life. We believe that real, lasting change doesn't come from massive overhauls or big leaps. It comes from the small, consistent actions we take every day, whether it's refining a routine, embracing uncertainty, or taking mindful steps forward for the future. This podcast is about honoring the little things that create a big impact. 

Kiki: Graduation is right around the corner for many of us, and while this moment is filled with excitement, pride, and a sense of accomplishment, it also brings a lot of questions. What comes next? How do I stay motivated during the job hunt? Is it okay for my path to look different from everyone else's? That mix of emotions is completely normal, and it's something a lot of us are navigating right now. In this episode, we're getting honest about what it really feels like to leave the structure of college and step into the unknown. The job search can be overwhelming. It's not always linear, and it doesn't come with guaranteed outcomes. It's tough to stay patient when you're sending out applications and hearing crickets “, or watching others land roles while you're still figuring things out. But this season isn't just about landing a job. It's also about building resilience, gaining clarity, and learning how to stay grounded in the process. 

Brooke: I'm really excited for today's conversation because it's one that so many of us need to hear. Joining me is Jim Byrnes, Vice President of Operations at Asset Staffing. With 27 years in the staffing and recruiting world, Jim has helped thousands of people launch and reshape their careers through patience, preparation, and perspective.” “But Jim, before we get into job search strategy and motivation, I'd love to hear what originally sparked your interest in this field. Was there a particular moment early on or before your time at Asset Staffing that helped you realize you wanted to help people find where they belong professionally? 

Jim: No real moment. I was graduated college and I became a broker. Did that, received my licenses, and then went down before New York Stock Exchange to work for a broker down there. And was clerking for him. And then I entered an ad in the paper, because that's how we found jobs back then. And it was with a staffing agency. I met the owner, and he offered me a job to work for him, placing financial roles in. If I found anything that I liked, I could hopped into it. So that was, I guess, 27 years ago.” 

Brooke: “And then, so I wanted to talk a little bit about navigating the uncertainty of the job search. What is something that you have seen recent grads struggling with the most during the job hunt right now? And why do you think this is happening? 

Jim: Most common struggle is that they'll submit the resume to a company and never hear. You know, I meet with a lot of candidates at different levels, but also a lot of entry-level candidates. And that's the most common gripe, if you will, that it seems like the resumes are going to a black hole. That's the most common thing that I hear.  

Brooke: Yeah, that's kind of how I personally feel right now. I mean, we're all seniors here. We've been sending in our resumes, and I mean, I don't know about you guys, but I've been tailoring most of them to my cover letters based off of the job description. And I've probably almost sent around 100 copies of my resume out to different companies. And it really just feels like you're kind of talking to a wall, like you're not hearing back. Is there kind of a reason why, I mean, I know these jobs and these companies are so big and they have a ton of people applying to them, but I mean, you can't really answer everybody. Is there, I don't know, a reason why or any advice that you'd give somebody who needs to stay optimistic during this process?” 

Jim: “Yeah, when you go through that process, you really have to stay positive. You have to know that there's going to be a lot of rejection. You know, you made a good point tailoring your cover letter and or resume to the actual specific position. A lot of times, these big companies have systems where they'll search out certain keywords rather than looking at experience. So, you know, the first meet your resume is going to have is with an algorithm, if you will. So I think it's important that, you know, you have different versions of your resume tailored to a certain job description. But I think that's kind of that in like a million other candidates applying as well. So. 

Brooke: So with AI, I know that a lot of, you know, students, people in this generation are kind of very tech savvy understanding how to use it. But would you say a lot of companies can tell, you know, what are genuine resumes that kind of reflect an actual person and I don't know, their capabilities, job descriptions, skills. Can they tell the difference, do you think, between that and, you know, an AI version?” “Is it like, noticeable, would you say? Because some people can probably get away with it very well. But I know some companies probably can catch it pretty fast. 

Jim: I'm sure there's ways to catch it. I mean, I vet the candidate to traditional way. You know, I'll receive a resume and I'll see that the line with, you know, what we do, whether it's for an open job that I'm currently working or for jobs that I've seen in the past on a consistent basis. And the only way I can really tell is by being a person and going over the background. And if they have trouble, you know, explaining past jobs or roles or anything, it's kind of a tell in that that they use some sort of artificial means to bump up the resume. 

Brooke: I gotcha. And did you want to ask him?” 

Kiki: “You said that you have to meet with the people to understand if they're the right fit, which makes a ton of sense. What is it that you're looking for? What is the most, I guess, easily seen attribute that you're searching for, you're searching that they don't have when you're looking, when you're talking to these potential candidates? 

Jim: Well, I'll tell you two things. Obviously, the resume is going to be first thing that I'm going to say. So I'm looking for someone that has attributes in line with what I'm looking for, in terms of maybe education, internships, things like that, skill sets. The second part is the actual personality of the person. Ideally, what my role here is to basically find my client's most qualified candidates for the roles. So I see a lot of resumes, I meet with a lot of people, I have to vet them, make sure they're good representation of Asset Staffing and make sure the most qualified candidate for that role.” “So paper is a big thing when evaluating that, but also the personality of the person or candidate, I should say, someone motivated, eager, energetic, somebody that presents well, corporate professional, somebody that wants to start a career in whatever field I'm currently recruiting for and wants to grow within that industry. But, you know, it's kind of two different factors that I weigh in my mind when I'm vetting a candidate. You know, obviously, like I said, what's on paper, but also to personality of the candidate. You know, I often think, you know, would I want this person working for me? So that's a big thing as well. 

Brooke: What would you say one of the most common misconceptions recent grads have about entering the job market, and how would you challenge that thinking with their misconception? 

Jim: I guess it would be the pursuit of the perfect job. You know, a lot of that. You know, I'll see candidates on the first run when I meet with them, and they're looking for a specific role within a specific field.” “You know, and if I can't provide that for them, you know, I may hear back from them in three months or six months after their search, and they've kind of exhausted all their methods. I think it's important to go after your goals and try to find that, you know, perfect job. However, it's kind of difficult to do that. What I think is important to do is to align yourself within an organization that maybe can support that end goal of that perfect job. So you may have to take a job that isn't in line with specifically your long-term goals, but would be able to support those long-term goals after a certain amount of time. 

Brooke: Yeah, I would agree with that, because I personally feel like there is a lot of pressure to lend that perfect job right out of college. And I think it does appear that it is important to stay open-minded about roles that might not seem like the dream job at first glance. Do you have any stories or can you think of a time when someone you may have worked with or mentor took on a role that wasn't “exactly what they envisioned, but ended up finding new opportunities or growth through it? And what did their journey look like? 

Jim: Yeah, I mean, it happens all the time. There's one individual who actually the other day came up on my LinkedIn feed. I found him a role with the Bank of New York back in, I don't know, 98, 99. And he's now an executive director at some investment bank right now. So the process works. It's, you have to work for the process.” “You have to put your time in, you have to do the work and move up on that ladder. But it does happen, it happened all the time. 

Brooke: So we want to talk a little bit about, I guess, the stigma about people moving home after graduation. Again, I feel like I'm speaking a lot for myself right now, but me personally, like I, sorry mom and dad, but don't really want to move home, not looking to move home. But I know there could be good for moving home. What would you say to somebody who feels like that's a step backward, moving home after graduation? 

Jim: I don't think it's a step backwards. I think it's kind of a necessity. You get to regroup, figure out what's important, and maybe target those jobs that you want without any extra pressures of rent or expenses or anything like that. It also makes you a little bit more humble, a lot more hungry to get out. So it's a good idea, you know? A little bit of time, not too much, though. A couple months.”  

Brooke: “What's one thing that new grads often overlook when preparing for interviews? I feel like this year, I've done a lot of interviews, and I feel like for the most part, they have similar structures depending on if it's an entry-level job or even a manager job. But what is one thing that you would say most people overlook when preparing for actual interviews and how can they stand out in that area?  

Jim: Well, for me, there's two sets of advantages. There's the meet with mate where I'm going to go over the background, go over their education and their personality and make sure they're good for the client. So it's more of a kind of get to feel you, know you kind of meet. Second part is actually meeting with a client when a candidate submitted into the role. And they're going to have to meet with hiring manager, coworkers, things like that. Don't be too confident.” “Just be really eager, energetic, motivated. Do your research on the role itself, functionalities of the role, products you're going to be supporting within the role. They're not necessarily looking for subject matter experts on that, but someone who can have the baseline knowledge and can understand what the client does, how they do it. And you want to make them feel comfortable that you're going to understand all that and be able to execute what they need done. 

Brooke: Do you have any tips? 

Jim: And the research on the individuals you're going to be meeting with as well. On LinkedIn, see where they go to school, see how they progress in their career. I'll get talking points to discuss with them during the interview. 

Brooke: Do you have any tips regarding group interviews, like a first-round interview? I've had a couple where there's like four other people on the call who are also being interviewed. And I would say each person probably gets around like two minutes total to speak and pretty much give their elevator pitch.” “So, it feels like not as personal as like a one-on-one, but do you have any tips for how to stand out in that regard? 

Jim: That I would not. I'm not a big fan of those. And I advise my clients not to do those. But I mean, look, your personality will stand out no matter who's on the call or not. Just, you know, do the research, you know, be positive and eager. 

Mia: So I've always been told, like, networking is key, like, to get a job and everything. But how important really is networking? Because, like, personally, I haven't really had an opportunity, I feel like, to network with a lot of people. But, like, what's the best way for someone like me in a new job in the market to approach it? 

Jim:  “Line yourself up with as many as recruiters as you can, apply to as many jobs as you can, market yourself out, network, networking is great. You know, it's just a different way to, you know, get that job or get in front of that manager or, you know, meet people. The more people you meet, the better chance you have, you know, if you get in front of someone. So it's not the main process, it's part of the process, if you will.  

Brooke: And I know we talked a little bit about, you know, resume tweaks, but what would you say would be the most common mistake, not even for recent grads, but just anybody in terms of resumes? I mean, I took a professional development class for my major for sport management, and the teacher emphasized one page, that's it. If it's more than a page, good luck. You know, now AI has scanners that scan for keywords that are, again, tailored to the job descriptions, but it seems like that resume is like kind of your one way ticket in. And if there's anything that doesn't align with, you know, what the company values, then good luck. So what would you say is the most common mistake you'd see most people in general making with resumes? 

Jim: So for entry level type roles? Yeah. Keep the resume, obviously, like you said, to one page. There's no reason you should have multiple pages. You'll see like a PhD candidate or something like that. But keep it clean, keep it at one page. Make sure your education is up top. Make sure you have a clear objective. The objective should change for every job that you're applying to, because every job is about the same. And keep in mind those keywords. If they're looking for strong cell skills, pivots, pivot tables, VLOOKUPs, make sure you have that in your resume, and cite examples, and ask internships or roles where you've used it. But not specific to that, but anything they may be asking for that wouldn't be on your resume that maybe should be, that you've done, or you've had experience with, definitely include it based on the job description.” 

Brooke: “And what's one small change a job seeker can make today that could have the biggest impact on them in the job search? 

Jim: Small change. Just apply, apply, apply, and stay positive. You know, apply directly through the company's website. You know, like you said, network, and try to reach out to as many third-party recruiters. Make sure that we jet, obviously. But those recruiters, that spend for most of those companies, at least on my end with my clients, comes from a different head count and a different budget. We primarily staff within the contingent workforce space, so they're temporary consulting jobs, which tend to be longer term and convert a lot of times into permanent roles. So it's just a different budget. And, you know, a lot of times people have a lot more success going that route than directly to the company. So, you know, align yourself with as many recruiters as you can and get that resume up there.” 

Brooke: “Now, I've heard of mixed things, mixed opinions with reaching out to a company after you apply. What is your opinion on that? Would you say it's annoying if people seeking jobs do that, or does it show kind of an effort and, I guess, want to get yourself to the top of the list of applicants? 

Jim: Well, I encourage individuals that I meet with that I intend on using to reach out to me on a weekly basis, email, call, text, whatever it is. Hey, it's Jim. I'm still available. Let me know if you have anything going on. It's important. It's not an annoyance at all, and it definitely does show eagerness to work and motivation. 

Brooke: Well, Jim, this has been such an insightful conversation. Some of the key takeaways I got out of this conversation is that rejection can be normal, especially right now in this competitive market. You have to stay open-minded to the unexpected because different doors may open that you may least expect. And that small steps in minor tweaks to your resume and cover letters can lead to real momentum. But before we wrap up, is there anything else you'd like to “share? Any last piece of advice for someone who's about to graduate and step into this new chapter of life? 

Jim: Just stay positive. Stay positive and continue the search and send out as many resumes as you can. Stay diligent about it. LinkedIn, job boards, whatever it may be, something will pop, and good luck with everything. 

Brooke: And where can people connect with you to learn more about your work? 

Jim: They can email me, Jim, at assetstaffing.com. I'd be more than happy to speak with anyone. Send me your resume, do what I can do. We staff in multiple different states as well, so.” 

Brooke: “Jim, thank you so much for sharing your wisdom and stories with us today. Your expertise in helping people find their path is a huge encouragement to anyone navigating what's next. If you enjoyed today's episode, please take a moment to like, follow, and share this episode. And a reminder to follow us on Instagram at all the underscore little things. If this conversation resonated with you, send it to a friend who's also figuring out life after college. We're all in this together. Thank you again for listening.”