Bite Size Your Job Hunting Strategy

When you are job hunting, you are bombarded with so many decisions. Where to search, what job titles to search for, what geographical area to target, what you’re qualified for, what you want to do. It’s overwhelming.

And we all know that decision fatigue results in analysis paralysis. It’s real, folks. Analysis paralysis is an affliction that most academics suffer from, seeing as we’re smart and trained to follow every research lede, and analyze (ahem, overanalyze) everything.

So step back from job hunting. Have you broken this down into bite-sized chunks yet?

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How to Move Forward When There Is No Up

Let’s take a look at my inbox. A question from a reader is as follows:

My college is – literally – the only higher ed game in town. And so even though I work in a staff job that I generally enjoy, there’s no upward mobility. I’ve been here for 3 years and I’m really ready to take on more challenging assignments. I’m in my early 40s and at a place in my life where I just am not interested in getting another degree (already have 2 Master’s). I’m trying to be patient but I just don’t see it happening. The people who are the next level up from me have been here for at least 8 years. What would you recommend?


I can already hear many of my readers nodding their heads. I know I can relate. In my last organization, I put in 8 years and still wasn’t at the level I wanted to be at. And the people who were in the job title I wanted? They’d been there 10+ years. I had proven my abilities – I had excellent performance reviews and was clearly capable of the next level of responsibilities. There just wasn’t a job above me to be given to me. Ultimately, I wasn’t willing to wait it out yet another couple of years…so I left.

So that would be option one.

Moving on to another organization.

You should do this only after you’ve 1 – made clear your desires to your boss, and 2- made a strong case for your abilities to take on something new. Repeatedly. Because it’s not fair to duck out on a boss / organization if “but I want more challenging work, and I deserve the chance” would be news to them. You need to give them the chance to meet your demands.

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No Time to Network? Send an Email

It’s not just introverts who hate in-person networking. It’s also people who are time-pressed. My workplace is pretty good about having networking events during the day – a first-thing-in-the-morning type thing, or a networking lunch – but let’s face it, most places are not. Most networking events are after-hours, often off site at a bar (which raises its own issues of shutting out people who don’t want to be in that environment). People who have dogs who need to be let out, long commutes, loved ones to go care for, groceries to grab just simply do not have time for this.

But fear not! You can network from behind your keyboard. I’ve written about this a bit before, but today I’ll walk you through a foolproof method for connecting with someone new via email.

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The Top 5 Types of Jobs in My Job Alerts

One of the gripes I hear most frequently from clients and colleagues is that there just aren’t any jobs right now. And, of course, what you mean when you say that is: I see jobs, but they just aren’t right. Or they’re perfect, but I’m not ready for that level yet.

Know that you are not alone. It takes patience. I just sorted through my own job alerts (yes, even career coaches are ever-looking!), and thought I’d share with you the 5 types of jobs in my alerts.

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This Gen Xer’s Thoughts On Job Hopping

I am an old. I will fully admit I am an old. A proud Gen X-er. One way that colors how I see the world of work is that I look askance at job hopping. I fully admit that I shouldn’t. As a manager, the people who work for me job hop all the time. Most folks – at least the Millennials I have on my team – stay in a job about 2 years these days. They are talented, capable, skilled, and really great workers! And yet, I still mentally ding them for job hopping. As if it will catch up with them one day.

Perhaps it will, but if it does now, I don’t see that indication yet, and they don’t seem to care. Obviously, if someone leaves my team after 18-24 months to take another job, that other hiring manager doesn’t care about longevity and loyalty. So I’m guessing it doesn’t impact their careers, and so I continue to conclude that I’m the old-fashioned one here and that this particular bias of mine is one I just need to ignore.

Actually, I can think of one way it impacts their careers.

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