Dear Mentors: I’m early in my career and mostly just trying to get hired—what actually matters most right now for job candidates?
Editor’s Note:
Sometimes in life, you just want someone to cut through the noise and tell you the truth. That’s where a WCA Peer Mentor can be so helpful. Each mentor has a wealth of career and life experiences to draw upon, as a communicator, a manager, a person who has taken a different path than you.
This mentee wants pragmatic help standing out in the current job market. Our mentors take some of the mystery out of applying for a job and demonstrating that you have what hiring managers want.
You’ll hear several of the mentors talk about the importance of networking and how your connections can help you during a job search. For more pointers on meaningful networking, see our earlier blog, How can I approach networking in an authentic way?
And, no surprise to anyone, developing your AI skills will increase your value to employers who are hiring right now.
Even if you are not “early in your career,” there are good reminders here for how to be a job candidate who gets noticed. So read on…
Dear Mentee,
When I’m interviewing and hiring new employees—especially those early in their careers—what I’m looking for is potential, clarity and a genuine interest in growing.
A strong resume is a great starting point. Instead of vague descriptions, I want to see specific projects, experiences and skills. Tell me what you did. Did you lead a team project? Build something from scratch? Solve a real problem? Concrete examples help hiring managers understand where you are in your skills and professional development.
Equally important is how you show up to the interview. Enthusiasm goes a long way. I expect candidates to be polished, prepared and engaged. Treat the interview like a conversation—not an interrogation. It should be an opportunity for both of us to learn more about each other, not just for me to evaluate you.
Preparation matters, too. Take time to read the company’s website so you understand its mission, values and what it’s trying to achieve. When a candidate clearly knows who we are and why we exist, it shows initiative and respect for the opportunity.
For those just starting out, attitude and curiosity can outweigh experience. A willingness to learn, ask thoughtful questions and adapt quickly is incredibly valuable.
Skills can be taught. Mindset is much harder to develop.
Dear Mentee,
If you are focused on getting hired, one of the most important questions to ask yourself first is this: how flexible am I willing to be right now?
There is a real difference between surviving, meaning needing income quickly, and landing a role that truly aligns with your longer‑term career goals. If urgency or money is the driver, taking a contract role, freelance work, or a flexible gig can be a smart interim solution while you pursue what you actually want. Being clear about that distinction helps you make better decisions and manage expectations.
From the perspective of a hiring manager at a large agency, my biggest piece of advice is to work your connections. Before you apply to a company, go to LinkedIn and see if you know someone who works there. If you do, reach out before submitting an application. Here’s how:
Start with a warm, personal note and share that you are currently in a job search and have come across a role that feels like it could be a strong fit. Be sure to make it easy for them–include the link to the job opening and ask whether they are familiar with the team and if they would be open to sharing any initial insight. If their response is encouraging and it feels aligned, ask if they have 15 minutes for a quick call. During that conversation, confirm that they enjoy working at the company and ask why specifically, since those insights can be valuable fodder for your cover letter and interview. From there, you can ask whether there is an internal referral process and if they would feel comfortable submitting you. Most companies incentivize referrals, and an internal advocate can make a meaningful difference. If you apply first and reach out later, there is usually very little an employee can do.
When I am hiring for a communications role, one of the first things I look for is a cover letter. I know this can sound antiquated, but it is critical for assessing storytelling and clarity. If it is clearly written by AI, that is a red flag. If AI is used thoughtfully to enhance your natural voice, that is different and compelling. Importantly, use the cover letter to tell me why you are right for the role, not to restate your resume.
As for LinkedIn, I will always review your profile before deciding whether to move forward with an interview. Make sure it is polished and complete. Strong recommendations from credible professionals go a long way as well.
In interviews, I am looking for specific examples that show how you think, problem‑solve, and collaborate. Skills matter, but so does mindset, particularly curiosity, coachability, realistic expectations, and the ability to work well on a team.
Lastly, a resource I recently learned about came directly from a new colleague. She discovered our agency through JobBright, which seems like a great tool.
Good luck!
Dear Mentee,
Looking for a job is never easy — especially early in your career. But there are things you can do to help set yourself up for success in the job search process.
In my experience as a hiring manager, the candidates who stood out early in their careers were not necessarily the ones with the most experience. They were the ones who communicated clearly, showed initiative, and demonstrated they could (and genuinely wanted to) learn. I look for resumes and LinkedIn profiles that show me what someone is capable of. I want to see who they are and what they’ve contributed to, even if that experience came from internships, freelance projects, student organizations, or volunteer work.
Clear, clean writing also matters immensely when applying for a communications-focused role. I can’t emphasize enough the importance of double-checking your cover letter, resume, and any communication you send to a potential employer. Real talk: I have absolutely passed on candidates because of a poorly drafted cover letter.
Adaptability is also becoming one of the most important skills employers look for right now, especially in communications. Because AI tools are rapidly changing workflows, candidates who embrace technology, experimentation, and show a genuine excitement for innovation will shine. At the same time, it’s the human skills that still matter most: communication, collaboration, reliability, emotional intelligence, and simply being a good human that people genuinely want to work with.
And finally, don’t underestimate the value of relationships. Recommendations, networking, and professional connections can open doors. While building your skills is important, cultivating your network is equally valuable. I wouldn’t be in my current role without people in my network helping me along the way, and I’ve had the opportunity to do the same for others through recommendations and endorsements.
Good luck. You got this!
Dear Mentee,
One thing I did not fully realize early in my career was just how important networking would be. When I was in college, I spent a lot of time building relationships with people at companies I admired or thought I might want to work for someday, and looking back, that made a huge difference. No matter where you are in your career, I highly recommend investing time in networking and building authentic relationships. So many opportunities come from people remembering you, recommending you, or thinking of you when a role opens up.
For entry-level roles, especially, most hiring managers already know they are going to have to teach and train you. We are not expecting you to know everything. Sometimes, culture fit, mindset, and your willingness to be coached matter more than having every technical qualification on paper.
I also think it is important to invest in yourself and in the skill sets you want to grow, especially if you did not get direct experience with them in school. My degree is in marketing, so I had to teach myself a lot about communications over the years. I invested in professional development organizations, read books, sought out mentors, and found opportunities that helped me build a stronger foundation in communications on top of my marketing background. That willingness to keep learning is something employers really value.
In the last communications role I hired for, we honestly cared less about someone checking every single box and more about whether they had a solid foundation and the right mindset. We were looking for someone who genuinely cared about our mission, would be a strong asset to the team, was willing to go the distance when needed, and had a real heart for the work.
I am also very big on LinkedIn. I absolutely review resumes, but I personally tend to lead with LinkedIn because it often gives me a fuller picture of someone’s experience and personality. Sometimes candidates leave things off their resumes because they do not think they are relevant to a specific job, but then I will see something on LinkedIn that catches my attention and makes me think, “That could actually be really valuable here.” My advice is: when in doubt, include it on LinkedIn. You never know what skill, volunteer experience, certification, side project, or interest could help set you apart.
Finally, if you have extra time, I strongly encourage people entering the workforce to learn AI tools and platforms. AI is absolutely shaping the future of work, especially in communications and marketing, and the sooner you become comfortable with it, the more valuable and adaptable you will be as you enter the job market.
Got your own career conundrum you’d like advice on?
Then sign up for the WCA peer mentoring program. It’s free to members!
Not ready to sign up yet? Submit your question to Ask a Peer Mentor. It’s all about peers who care about helping their fellow WCA members.
Compiled and edited by Paige Booth
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