10 pieces of job-search advice I give my daughters, as the former governor of Massachusetts

• Jane Swift, former governor of Massachusetts, shares the job advice she’s given to her daughters.
• Swift advises them to employ personalized applications and impactful communication in interviews.

This as-told-to essay is based on a conversation with Jane Swift, the 61-year-old former Gov. of Massachusetts and the CEO of the national work-based learning nonprofit Education at Work, based in Boston. It has been edited for length and clarity.

I’ve always loved leading organizations and finding ways to make a positive impact on younger generations. I was elected lieutenant governor of Massachusetts in 1999 and served as acting governor from 2001 to 2003. My family moved to Vermont while I was CEO of Middlebury Interactive Languages, a role I held from 2011 to 2017.

Now, I’m the CEO of Education at Work, a nonprofit that helps students become financially independent by providing paid, flexible opportunities with companies that need the talent students offer.

I understand what employers and job seekers need today

Today’s job market is competitive, and AI has made it easier for applicants to submit a high volume of applications. That can make it harder for employers to identify the right candidate. Some employers use automated screening tools, making tailored, clearly written applications especially important.

Elizabeth is my oldest daughter, who earned her master’s degree from Emmanuel College. She handled security for the Red Sox and also has a math degree from UMass Amherst. Lauren has a degree in psychology from Northwestern and worked for the Northwestern football team. Sarah holds an integrative education degree from Trinity College and a master’s degree in social work from Case Western Reserve University. Lauren and Sarah are twins.

Currently, Elizabeth is a video operations engineer at KISWE, Sarah works as a business analyst for Education at Work, and Lauren is a consultant at Echo Group and Edmentum.

I’ve been guiding them since they were in elementary school. I gave them the option to come with me on one of my business trips each year. They’ve grown up seeing me talk during board calls in our minivan and drafting RFP responses at the kitchen table late at night. I’d say they’ve been preparing for the job market since childhood without realizing it.

Here are some crucial suggestions and job search coaching I’ve given my daughters.

1. Prepare for each and every conversation

You don’t know when you might make an impression outside a formal interview, which could help land a job. Try showing up to any and all opportunities as if they could help your career.

That’s what I asked Elizabeth to do, as she wanted to work for MLB. During an online informational group session, about 20-30 people attended, most of whom had their cameras off and were unprepared. Elizabeth dressed professionally with questions ready, and the host remembered her. When a position at MLB Replay became available, she was chosen from a pool of candidates on that Zoom call.

2. Before the conversation comes the application email

You can use AI, but make sure you’re personalizing each job application. Avoid generic, identical email copy, and include specific details about your experience that relate to the job to show hiring managers you’ve put in some effort.

Keep it readable and scannable. You can add a short “why you” paragraph that includes an example or mentions a recent update the company has posted.

If it’s an online application, look for a warm connection, which can often get more attention than a cold email. Instead of sending emails to a generic inbox, reach out to a named person at the company, such as a recruiter.

3. Highlight your “win themes”

I’ve taught my daughters to identify their “win themes” — the two or three strengths and accomplishments they want an interviewer to remember. Use specific examples to show how you achieved results.

Before an interview, choose your three win themes and rehearse examples that illustrate each. Transferable skills can be part of that, too. Lauren and I often attend events with donors to sports programs, and she makes a point of explaining how her experience translates to the work she wants to do.

4. We all make mistakes at work

Create a journal dedicated to your career and profession. If you have a bad day or make a mistake, work on solving or correcting that. Journal how you turned your worst day into your best day, and how you resolved an issue eventually.

Add a star next to that journal entry and use these star entries as examples during your interviews. Writing it down helps you memorize it faster and more effectively in the long term. Ask yourself: Did I rush? Should I have asked for clarification? Build a strategy so you don’t repeat the same error.

5. Dress appropriately for both video and in-person interviews

Whether you’re on screen or in person, interviewers notice how you show up and engage. Reach out to the organizer and ask, “What is the standard dress code for the office?” so you don’t have to guess or arrive completely out of place.

Try to level up. For example, if they say the office is business casual, interpret that as your baseline, not your final outfit.

6. Lots of full-time job opportunities get advertised as paid internships

Try applying for those roles as well, and keep your perspective open. You may think a position or an internship is below your level, but don’t always apply for the title; if possible, apply based on the description.

Even if it’s not the right fit, it can still be a valuable experience. At an event I managed in 1996, a Williams alum said, “You will learn the most about the job and career you want from the job you hate,” and that quote has been with me ever since. Knowing what you don’t want to do is equally as important as discovering what makes you happy.

7. Improve your problem-solving and communication skills every day

These are skills you never stop building. Ask for feedback and adjust your approach based on it. No one can be perfect, but employers value professionals who incorporate feedback and grow from it.

This is also something you can use in interviews: share how you incorporated feedback, improved, and worked your way up.

8. Research the role and the people you’ll be interviewing with

Ask thoughtful, personalized questions that you’re actually curious about. You might ask, “What do you enjoy most about working here?” or “I noticed you worked at X before; what made you transition, and how has the experience been?”

Those questions show you’ve done your homework and want to learn more about the people you may work with.

9. Show, not tell

If you’re empathetic, instead of saying “I’m empathetic,” share an anecdote.

For example, Elizabeth used to be a summer camp counselor and volunteered to do extra work with a child with Down syndrome. She realized she got a lot of satisfaction in helping others, and she can highlight this in interviews.

10. If you get nervous, sip a glass of water

If you have a video interview and worry you’ll go blank, post sticky notes on either side of the camera, or stop for a drink of water. No one is perfect, so remember to smile and breathe.

If it’s an in-person interview, you can bring a neat, professional-looking notebook with your key points written in it. Remember, an interview is a conversation, so try to build a connection and avoid getting buried in your notes.

Read the original article on Business Insider

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