Land Your Next Job: Master Interviews, Research Employers, and Secure Your Best Offer

This month, we're tackling three key areas of your job search: mastering the interview process, researching potential employers, and negotiating your offer. Whether you're gearing up for your next big interview or considering a job offer, these tips will help you make smart decisions and take your career to the next level.


Mastering the Interview Process


1. Practice, Practice, Practice: Preparation is everything. Use LinkedIn's AI-powered Interview Prep Tool to get familiar with common interview questions and sample answers. Record your responses, get feedback, and refine your approach. For extra practice, check out Google's Interview Warmup. It’s a great way to sharpen your skills and get ready for anything that might come your way.


2. Master Your Story: Make sure you have a clear, concise narrative that ties together your experience, skills, and career goals. The STAR method (Situation, Task, Action, Result) is your friend here. It helps you frame your responses to behavioral questions, making it easy to showcase your value.


3. Prepare Questions for Your Interviewer: Remember, an interview is a two-way street. Come prepared with thoughtful questions about the company’s culture, growth opportunities, and role expectations. This not only shows you're interested but also helps you figure out if the company is the right fit for you.


Know Your Potential Employer


1. Do Your Homework: Think of choosing a prospective employer like choosing a long-term partner. You wouldn’t move in with someone you barely know, right? Dive deep into your research using LinkedIn and Glassdoor to understand the company’s culture, employee satisfaction, and leadership.


2. Align Your Values: Take a close look at the company’s mission, values, and culture. Do they match up with what you’re looking for? Check out their recent news, products, and services to get a feel for their business. This insight is crucial not just for the interview but for deciding if this is the place where you want to grow your career.


3. Leverage Your Network: Tap into your LinkedIn connections or reach out to current and former employees for their take on the company. Informational interviews can offer a wealth of information that you won’t find online, giving you an insider’s view of what it’s really like to work there.


Negotiating Your Offer


1. Know Your Worth: Before you start negotiating, make sure you know what the industry standards and market value are for your role and location. Sites like Glassdoor and Payscale can give you a clear picture of what to expect, helping you approach negotiations with confidence.


2. Beyond Salary: Don’t just focus on the paycheck. Consider other important factors like autonomy, flexibility, and recognition. What’s the company’s stance on work-life balance? Do they offer remote or hybrid options? These are just as crucial as salary when it comes to your overall job satisfaction.


3. Ask About Growth Opportunities: Career growth is key. Make sure to ask about training, skill development, and advancement opportunities. Find out if the employer is committed to helping you grow in your career.


4. Get Clarity on Benefits: Understand the full benefits package before you sign anything. What are their policies on vacation, health insurance, and retirement plans? Do they offer support for mental health or other wellness programs? Getting clarity here can make a big difference in your decision.


5. Be Ready to Walk Away: Remember, it’s okay to walk away if the offer doesn’t meet your needs. Know your non-negotiables going in, and don’t be afraid to say no if the offer isn’t right.


Final Thoughts:


Nailing the interview, understanding your potential employer, and negotiating your offer are all essential steps to landing a job that’s not just a good fit now but also supports your long-term career goals. Follow these tips, and you’ll be well-prepared to navigate the competitive job market and make informed decisions about your future.



Best of luck in your career journey!



You're Hired!

Great Hires: That's One of Mine!

July 1, 2025
"That’s One of Mine!" After over 5 years in recruitment, there’s a moment I’ve come to love. I’ll be walking through a client’s office, chatting with someone in a meeting, or reading a team newsletter, and suddenly I’ll spot someone I placed, thriving. And I’ll smile and think, “That’s one of mine.” It never gets old. When a hire really works, you can feel it. The candidate is energized, the team clicks, and the company moves forward. It’s matchmaking, career chemistry, and good business all rolled into one. But not every match works. And when it doesn’t, it’s rarely because the candidate wasn’t strong. It’s usually because something didn’t line up. Sometimes the job changes after the offer. Sometimes the culture that was pitched doesn’t match the reality. On one occasion, I was helping a client hire a Plant Manager, only to find out later they gave the person the title of Director of Operations. The expectations were completely off, and unsurprisingly, it didn’t work out. (Yes, that actually happened.) And while I believe people can grow into stretch roles, there has to be alignment. If not, it sets people up for failure. And I get the call six months later that starts with, “Hey Heather, got a sec?” Now let’s talk about diversity. Many companies say they value it. But if a great candidate is rejected because they “might not fit the culture,” what does that really mean? If everyone is the same, how does a company grow? I’ve seen companies get this right. One of my large-format clients hires people with different backgrounds, supports language diversity, and has a leadership team that truly values its people. They don’t just talk about culture. They live it. Their retention is strong, and their team is thriving. On the other hand, I hear from employees at a large packaging company where micromanagement is the norm and leadership is known for a “my way or the highway” approach. I don’t need a review site to know what’s going on. Their people tell me directly. Let’s touch on sales. If you want someone earning $200K to join your team for $60K and a basic commission plan, you're going to have a hard time. High-performers move for a reason. They want challenge, innovation, strong culture, equity, or leadership that gets it. Why should they take the risk and leave where they are to join your company? How will you make it worth it? That said, I’ve seen companies take smart risks. One client hired a salesperson from an adjacent industry. New perspective, fresh energy, and it worked. What I know is this: the best companies are clear and consistent. They don’t oversell, they follow through, and they know that finding the right fit goes both ways. And I work hard to match people with the roles that fit them. Because when it works, it really works. And I get to say, “That’s one of mine.”

8 TIPS TO ELEVATE YOUR JOB SEARCH

June 29, 2025
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YOUR STORY; The missing piece in your hiring strategy

June 29, 2025
Why Employer Branding Can't Be an Afterthought in Today's Talent Market When it comes to selling capabilities, turnaround times, and quality - the print industry knows how to show up. Printing and packaging companies are proud to share their new press investments, facility upgrades, and customer wins. But when it comes to attracting talent? Most are still relying on hiring processes that feel like they were written in 2005. Here's the reality: the best candidates are doing their research before they ever apply to your open roles. If your online presence doesn't tell them why they should want to work for you, you're losing them before the conversation even starts. And in a tight talent market - especially one where skilled workers and manufacturing experience are in short supply - that's not a risk you can afford to take. What Candidates Are Looking For (That You Might Not Be Showing Them) Today's job seekers want more than just a pay cheque. They're looking for: A sense of purpose - Who are you as a company? What do you stand for? How does your work make a difference? A culture that fits - Will I be respected? Supported? Included? Do you actually walk the talk? Opportunities to grow - Will I be stuck in a role, or can I build a career here? Are you investing in my future? Work-life balance - Does your leadership team "get it," or are they stuck in the old-school "work till you drop" mentality? Which by the way is not sustainable! You might be offering all of this - but if it's not visible, it doesn't count. Period. Here's What You Can Do (Without Hiring a Branding Agency) Refresh your job postings Cut the generic "competitive salary and benefits" lines. In 2025, salary transparency isn't just preferred, it's expected. Post your actual salary ranges. Tell candidates what makes your company different. Speak to the real people reading your ad instead of trying to check a bunch of HR boxes. Update your careers page Include photos of your actual team (not stock photos!). Add a short message from leadership. Share a quote or two about why people stay. Real, human content builds trust. Get visible on LinkedIn Not just for your company page but through your leaders. A quick post about a team win, an employee anniversary, or how you're growing the business gives people a glimpse behind the curtain. And please, stop with the corporate-speak. Talk like a human! Showcase your flexibility options The 2025 workforce expects some form of flexibility. Even in production environments, are you offering creative scheduling, compressed workweeks, or other options that acknowledge people have lives outside work? Make sure candidates know. Train your hiring managers The interview is no longer just about candidates proving themselves - it's about your team showing candidates why they should say yes. Make sure your managers are equipped to sell the opportunity, not just evaluate talent. And for goodness sake, get back to candidates quickly! Ghosting applicants is the fastest way to trash your employer brand. You Don't Have to Be Trendy - Just Transparent Not every company is a startup with ping pong tables and kombucha taps (and most people in print would roll their eyes at that anyway). But candidates are craving authenticity. They want to know what it's really like to work with you. So talk about your values. Share what a day on the floor looks like. Highlight the people who make your business run. Own up to your challenges and how you're addressing them. That's what sells today. In an industry that's literally built on communication, your hiring approach should communicate just as effectively as your marketing materials. Otherwise, don't be surprised when top talent keeps passing you by for companies that get it. Need help making your employer brand work harder for you? I work with companies across Canada to help them hire smarter - and build teams people want to be part of.  Let's chat!