Why people don't apply
I meet qualified people all the time who I have to talk into applying for a job because they doubt themselves.
You’ve taken an important first step toward finding your next role. You’re here. As you browse the jobs below and other job boards, ask yourself this question: What’s holding you back from applying for a job that really excites you?
I have listed a few reasons why qualified individuals procrastinate or refuse to apply for roles. Review these reasons and see if any resonate with you.
My colleague, Kristin Saybe, works with her coaching clients to figure out how much time they have to devote to their search. She says most people looking for mid-level jobs end up applying for 3-4 roles per week.
You are only looking for one job and most processes take around 4-8 weeks to complete.
That means you will likely apply to a lot of jobs by the end of your job search and you will probably receive rejection letters during this time.
You never know what is happening internally at an organization. Don’t take rejections personally.
Trust that you have a lot to offer an organization and that you will find a place that is a match for you. Move on and apply to another role.
I hear people say that they are happy enough, that there is nothing “really wrong” with their current job, yet they still feel stuck.
I get it. I stayed at one organization for 17 years. Looking back, if I had left earlier, I probably would have expanded my impact and network.
Longevity is great but there are also advantages to making a change.
Sometimes it helps to figure out the best next steps with a coach.
Applying for a role is not the same as accepting a job. If it seems like a good opportunity, go through the process.
Even if going through the process doesn’t end in a job offer, it can help you to clarify if you want to move on from your current role. Alternatively, you may become more confident in your decision to stay.
I have met with people who read a job description and say to me, “I don’t have what it takes.” However, I was pretty positive that they in fact did have the skills and experience to excel in that role. When those people chose to not apply, I always felt a little sad for the organization as well as for the person.
If you are really struggling with taking an objective view of your skills and experiences, I recommend thinking about your job search as a process. The goal is to land your next role but you can set other goals as well.
I love it when job seekers set networking goals. This search is also a chance to expand your network. Taking this view will push you to apply for those roles even when you lack confidence.
If you aren’t sure if your experience is a match for a role, you can email the recruiter or hiring manager, set up informational calls, or ask a coach or friend.
You don’t have to make any big decisions until you receive an offer. Don’t talk yourself out of applying because of imagined details that might not happen.
I know there are lots of other reasons why people don’t apply for roles. Now, I want to hear from you. What keeps you from applying for roles you are otherwise excited about?This survey will take less than 1 minute to complete and you can choose to remain anonymous.
AUGUST 7 | 1PM-1:45PM ET
FREE!
LOCATION: Online. We’ll send you a link 24 hours before the event.
DEADLINE TO SUBMIT YOUR QUESTIONS: Monday, August 5 at 9am ET
Why you should attend: Kristin Saybe, NRG’s Coach, will give you practical guidance and resources to help you look at your job search from a fresh angle.
Here are some questions we answered at the previous Ask the NRG Coach session on May 21:
How can I get hired as quickly as possible and why is it taking so long?
Thoughts on how to present a varied job history?
In the nonprofit sector, I see job hoppers’ applications being passed up in favor of a worker who is more “loyal.” As someone who has job hopped in the past, how can I best combat this trend in my applications?
On to the jobs! Check out all of NRG’s searches. Fourteen of those positions are remote.
Chief External Affairs Officer at National Domestic Workers Alliance; $175,000-$190,000; Remote
Chief Development Officer at the Empower Project; $144,000; Remote
Director of People and Culture at the Brotherhood Crusade; $125,000 - $135,000; Los Angeles, CA
Communications Officer at the Aspen Institute; $90,000-$110,000; Washington, D.C.
Director of Development at Massachusetts Alliance for Portuguese Speakers; $75,000-$90,000; Cambridge, MA
Director of Energy Programs at Civic Works; $85,000-$100,000; Baltimore, MD
Development Operations Associate at Community Foundation for Metrowest; $55,000; Hybrid in Natick, MA
Campus Organizer at Project 26 Pennsylvania; $54,000; Pennsylvania
Campus Fellow at Project 26 Pennsylvania; $16.67/hour; Pennsylvania
Director of Development at Atmos; $135,000 - $150,000; Remote
Director of Programs and Partnerships at Discovering Justice; $80,000-$100,000; Boston, MA
Client Success Specialist at Good Energy; $70,000-$75,000; Boston, MA
Executive Director at Madre Brava; $175,000 - $200,000; Remote (US or UK)
Cooperative Business Consultant at ICA Group; $70,900 - $80,900; Remote (NYC metro or Western MA preferred)
Senior Program Associate, Network Leadership at Growald Climate Fund; $79,000-$85,000; Full-time, hybrid role based in Brookline, MA. Staff are in-office three days a week.
Campus Organizer with Rally NC; $4200/month; Multiple locations in NC (relocation bonus available)
National Campaign Manager at National Domestic Workers Alliance; $86,520 - $89,135; Remote, preference for DC
Senior Data Director at National Domestic Workers Alliance; $145,000-$155,000; Remote
Director of Marketing at FuelEd; $90,000-$110,000; Remote
Senior Organizer, Northern California at Mothers Out Front; $70,000-$75,000; Remote in northern CA
Digital Manager at Mothers Out Front; $78,000-$83,000; Remote
Distributed Organizing Manager at Mothers Out Front; $78,000-$88,000; Remote
Senior Organizer, Colorado at Mothers Out Front; $70,000-$75,000; Remote in Denver, CO
Senior Staff Accountant at UTEC; $65,000; Lowell, MA
Grant Writer at UTEC; $70,000-$75,000; Lowell, MA
Director of Housing at UTEC; $86,000; Lowell, MA
Director of Information Technology at UTEC; $86,000; Lowell, MA
Programming Support Coordinator at UTEC; $25/hour (part-time); Lowell, MA
Opportunities NRG is hiring for in education:
Reading Specialist at Shore Educational Collaborative; $56,965-$114,700; Chelsea, MA
Special Education Teacher–Moderate and Severe Disabilities at Shore Educational Collaborative; $56,965-$112,435; Chelsea, MA
Health Teacher at Shore Educational Collaborative; $56,965-$112,435; Chelsea, MA
Middle School Teacher for Students with Autism at Shore Educational Collaborative; $56,965-$112,435; Chelsea, MA
Middle School Teacher at Shore Educational Collaborative; $56,965-$114,700; Chelsea, MA
Academic Educator at UTEC; $55,000-$61,000; Lowell, MA
Assistant Principal of Operations at Jasper & Beaufort; $90,000 - $110,000; Ridgeland, SC
Founding Elementary Teacher at at Jasper & Beaufort; $60,000+; Ridgeland, SC
Follow NRG on LinkedIn to stay up-to-date on all of the roles we are hiring for.
If you aren’t currently a member of the NRG Talent Network, consider joining. The survey takes 3 minutes to complete and then we’ll send you job announcements when your criteria (salary, location, etc.) matches the position.
Let’s move,
Naomi
P.S. If you’d like a thought partner to think through the best strategy for your search, sign up right now for 15 minutes with Kristin to learn how NRG’s coaching programs can help you.
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