Interview Question: No, No and No! (Part 1)

I read this today in a career newsletter that those who are finding a job assume has expert and therefore correct, job advice.  This newsletter has  a HUGE circulation.  This entry goes with the one on my Facebook fan page (http://tinyurl.com/how2careercoach) that starts out HEINOUS!  In fact, maybe I’ll just start a HEINOUS! category.

I’m not naming the career ”expert” who posted this – the name is irrelvant anyway - but they’re a recruiter and they should know better.  

Here’s their advice:

Toward the end of an interview the interviewer will typically turn to you and ask “do you have any questions?” It is always good to be prepared for this question and to have good thought out questions to respond with. Things that are always good to ask about are company benefits, pay day schedule, management set-up, what does a typical day in this job look like? – those kinds of questions keep the conversation going and show your interest in the position.

Aye carumba!  Can anyone spot the NO NO NO part?  Yes, it’s the “company benefits, pay day schedule” part. A little psychological insight into why I’m so emphatic.

The money/benefits/vacation part is a game, but it’s not really a game.  Some people make money the priority in their job search,  but that’s putting the cart before the horse.  First, if you focus on money to the exclusion of the people with whom you’ll be working, the philosophy and culture of the company, whether the new job has the components that motivate you and make you happy to be there (and about ten other things I’m not going to go into now because it’s off the topic of this post),  you might very well be unhappy in your new job at this company.

Sell yourself to the highest bidder without regard for all the other factors and if you’re unhappy, eventually the money you’re making isn’t going to be enough to compensate you for work ingat a place you hate.  And once the relief of your new job wears off and reality sets in, that’s what you could very well discover.

That’s why salary doesn’t get talked about first (it does with companies, but again, that’s a whole separate topic and post).  Because the point of an interview is to find out if they’re who you want and you’re who they want.  Additionally, it’s ridiculous to talk about money when neither side has attached value to the other.

If you’re going to buy a car for $30K and you won’t go over that price, and someone calls you up and says “Hey I have this cherry red convertible that runs like a dream; cream leather seats and brand new stereo – it’s $37K – you want it?” You’ll be like, “no, too expensive.”  So say – just say – you decide to go look at it.  And you fall in love with the color and you drive it and feel the wind in your hair and the sun on your face and maybe you begin to rationalize why $37K is okay.

The point here isn’t actually about going higher or lower than your salary, as much as it is about value.  Once you get to know something – or someone – and decide you want it – or them – then you look at how you can make it work.  So salary up front, and making a decision on that, might eliminate getting the information you need.

This isn’t to say money is unimportant.  One of my clients right now has an offer on the table with a company who has offered her $74.  In her previous job, in a slightly different capacity, she was making over $90K.  She really likes the place and wants the job.  Every single other one of the 8 points I put so much emphasis on is ranking very high.  There are some other issues we’re discussing that aren’t relevant to this blog post, but what is relevant is that the difference is enough that it poses a serious problem, not the least of which might be compromising her salary in future positions.  She was willing to bottom line at $80K.  So we’re embarking on a negotiation strategy.

Had the salary been discussed up front, she’d have walked away and never learned that she really wants to work here.  Perhaps we can work it out, perhaps not.

From the company’s side, it’s a huge turn off.  Yes, I know they violate that by asking you up front, but like I said, that’s a different circumstance and for another time.  At the point they’ve decided to bring you in, your asking about salary at the beginning of the interview communicates that that’s all you care about.  It tells them that your head is in the wrong place for all the reasons stated earlier.  A company wants someone who wants them for who they are, not someone who is all about the paycheck.  Ask those two questions ever, much less in the first interview, and you’ll be dropped from consideration.

In fact, don’t ever, ever bring up the topic.  Period.

That advice, and HEINOUS #1, just underlines that just because an expert is out there, doesn’t mean they’re an expert.  There are some good career people and columns out there though that offer excellent career advice, and I’ll be bringing those up too.  It’s not all about ME!  LOL

How to handle your layoff explanation on a job interview

Here’s a good article titled “The do’s and don’ts of explaining your recession lay-off.”  This is a thorny problem that leaves a lot of people feeling defensive, even if they’re one of millions of layoffs contributing to the 10% unemployment rate. That’s because it’s hard not to take it personally, especially when there are others who weren’t laid off. 

Most of the time you were just in the wrong position or the wrong department at the wrong time and thus became a statistic.  So in line with this excellent article, I’m going to take each point and in some cases, add some psychological insight and additional information as to why the author is making the points she is, because frequently that brings greater understanding. 

http://tinyurl.com/ygf4o39

DO be the first one to address your layoff - In my opinion, regardless of who brings it up, you still get to frame it in your own terms, so in the case of this tip, there’s much more t.  The reason you want to bring it up is because it lessens the impact.  If you bring it up, it doesn’t appear that you’re trying to hide anything, which is what most job seekers do.  And by the way, know how you’re going to present it, and practice it in the mirror with a pleasant face and confident, comfortable tone of voice before you go on the interview.

DON’T weave a complex story - As Shakespeare said, “Methinks you doth protest too much.”  So sidestep Shakespeare by following that guy on Dragnet, Joe Friday, who said “Just the facts, ma’am.”  The more you talk, the more you sound defensive,  as if you’re trying to convince yourself that what you’re saying is true.  

DO mention if it’s a recession-related layoff - You’re one of millions.  There’s safety in numbers.  People default to the negative in order to find and avoid problems. Without inserting this point, you leave the interviewer the option of assuming “laid off” is a euphamism for “fired,”  thus concluding you’re a problem employee.  Control your spin!

DON’T speak poorly of your last employer - Besides what the author says, it’s immature.  If you make an immature decision in this area, what other immature behaviors will you bring to the company if you were to work there?  Additionally, it smacks of a victim mindset, rather than one who takes responsiblity.

DO mention if you were involved in a mass layoff - She covers this nicely.  Plus, see the “recession layoff” point above.

DON’T be afraid to say you’re not comfortable answering - Again, she handles this well and I’m glad she brought this up because so many forget that it’s a two-way street and hand every ounce of power over to the interviewer.  They’re afraid that if they don’t answer the question, if they don’t behave, they won’t be liked and they won’t get the job.  You’re not a 5-year old at dinner with your parents.  You can go against the grain.  Be respectful, and be polite and don’t give a whole paragraph on why you don’t want to answer the question.

DO discuss how you’ve filled your time - This, too, is covered well.  Especially the point about being honest. 

Preparation is key to knowing what you’re going to say and pulling it off poised and confidently.  Winging it isn’t a smart strategy.  When I was a recruiter, it was amusing to listen to how many canddiates who were actively looking would say after about the third interview,  “This is getting easier!”  So why not get some of those awkward answers you regret out of the way by shaping what you plan to say before you arrive?

Looking for a Qualified Career Coach...

I had been looking for a qualified career / job coach for sometime. I belong to several networking groups although I am not a strong networker because I am an introvert. Even though I think the people I talked to about career coaches are sincere when looking at their credentials they just didn't have what I was looking for.

I started looking around on the web and found your name and looked at your web site. At first I was skeptical because you said a whole lot of things on your web site but I did not see any tangible proof that I could analyze and take time to consider. I had gotten burned by two other supposed career coaches and felt a little uneasy going through spending money then finding out what they told me was worthless. What clinched it for me was the first two times I talked to you, you were patient answered my questions and didn't push your services on me. I didn't cut you any slack and asked real tough questions, which you satisfactorily  answered. 

I finally got lucky with you, fortunately for me you listened and asked a lot of questions in order to get a true picture of what I wanted and needed to do to become successful.  You literally put your whole heart, soul and self into working with me and the other people you work with. I could tell by the way you handled the webinar's.

Another thing great about you is you tell it like it is. (You are a straight shooter) You don't sugar coat it, you explain why you take the position with examples that I can relate to. And will listen to challenges which I have done more than once and will really consider what I say.With this in mind I feel stronger about being back in the market place when my resume and the other classes are done. I have enjoyed some of the more vocal emails between us and have learned from them. 

I look forward to working with you in the completion of my career project and feel it will be a success. Thanks you for all your help and continued success helping others.
---Mike. W., South River, NJ

Will Protection Help?.....Or Not?

It was about two years ago when I began learning from  emailers and clients and job seekers in general that unemployed job seekers were being discriminated against.  It’s great to see an issue getting national exposure that we in the career niche have known about for awhile.

Obama’s proposed bill prevents companies with 15 people or more from not hiring someone who is unemployed.  Cheers, right?  Advocates of job seekers have applauded the proposed measure.  But others say it fosters discrimination in favor of the unemployed and may well result in unnecessary litigation. 

According to Wikipedia:  “Unemployment (or joblessness), as defined by the International Labour Organization, ocurrs when people are without jobs and they have actively looked for work within the past four weeks.”  Not hiring the unemployed goes back further than you might expect.


Wikipedia also says that in the 1576 Act each town was required to provide work for the unemployed. The Elizabethan Poor Law of 1601, one of the world’s first government-sponsored welfare programs, made a clear distinction between those who were unable to work and those able-bodied people who refused employment.

I googled various phrases to see what’s happened in the past, but didn’t find much.  In 2006, Gary Aguirre was hired by the SEC, but sued them for not hiring him when he earlier applied for the job.  In 2010, a job applicant asked on a Colorado website if he could sue a company for not hiring him when they required a degree, hired someone who didn’t have one, and he didn’t have one either.  In 2004 a male wanted to sue Hooters for not hiring him as a waiter.

In a 2007 blogpost, one executive advises HR people on how to “delicately” handle the subject of why someone wasn’t hired by issuing any number of vague phrases – none of which are new to so many of todays job seekers.   I can’t count the number of times job seekers have asked me what to do when they have the qualifications, are ignored, and see the job ad remain or even be reposted on a job board.


Personally, I can argue both sides of this.  In deference to the job seekers, I’ve written several articles about the stupidity of companies not hiring the unemployed (here’s the most recent: 

http://findtheperfectjob.com/archives/264.html   In deference to employers, I know from having been a recruiter and now from working with my clients there are an awful lot of job seekers who think they are qualified….and aren’t. 

Companies who don’t hire the unemployed are discounting a valuable resource.  After all, it’s not as if it’s a candidates’ market and thus those who are unemployed are, generally, not the cream of the crop.  These days, there are a lot of very good people who were  let go individually or as a group for reasons having nothing to do with their performance. 

On the flip side, there are going to be job seekers who have a history of not accepting responsibility for their actions and aren’t going to change that if this law goes into effect.  In a world where people sue for spilling hot coffee on their lap, for getting cancer from cigarettes and equally absurd reasons that spend taxpayer dollars and tie up the courts, this attempt at fairness will most definitely have its boundaries tested.

It may well be that a few cases have to be litigated in order to set some sort of a precedent, with or without EEOC guidelines.  This issue isn’t really anything new – it just has a different shape to it. So, whether it’s enacted or not is a moot point, really.  Only in an ideal world will companies consider candidates based solely on their capabilities and credentials, and will job seekers take responsiblity for their decisions and actions and not look for the easy way out.

I’m just wondering………so you sue a company for not being hired and then…..you get lots of money for not being hired which underlines your lack of interest in conducting  a  productive job search in the first place (and shows what type of person you really are) or you get to work there after all.  You lose either way , no?  

Or you can look at it this way – if they don’t want to hire you because you’re unemployed, it’s not likely to be a place you want to work anyway.  Then you’re at a meet up group and run into the hiring manager who put you in the “no” stack because you were unemployed, you can quietly hope he’s learned something from his earlier decision.

looking for the right answers to the wrong questions?

A  job  seeker sought me out for a consultation last week.  She was feeling lost (not uncommon) about what direction she should go in.  She’d not had any luck turning anything up; her resume hadn’t gotten her any response and she was wondering if she should get another degree or a certification in something and if that would help.  She wanted feedback on her resume.

No response to the resume is a common problem  But the solution isn’t the same from person to person -  aside from probably needing their resume fixed.  Fortunately for her she sought some answers to her questions instead of just running pell mell off into some solution that seemed sensible. to her

The first problem was her resume (which she’d had done professionally.) And after all my questions, part of my solution to her was to refer her to the two people I consider very good at what they do (and I endorse very few professional resume writers).  Despite having seen over half a million of them and the results people have achieved with ones I’ve done, I’ve chosen to no longer do them. 

Her resume was functional rather than chronological – a good choice for her though it was poorly done.  It was hard to read.  The bullet points had no bullets.  They were job description statements instead of ones that really highlighted what she could do and had achieved.  Her jobs were concurrent but only the years were listed, not the months.

She had a hodge podge of job titles, although a steady employment record, and an advanced degree and the result was that you couldn’t tell what she’d done, you couldn’t tell what she wanted, and the degree said “expensive” so the result was that after about 3 seconds, her resume went in the “no” pile.

It was clear to me that her strengths were leading things behind the scenes; making sense out of chaos; pulling a hodgepodge of details together into one organized, cohesive grouping and establishing a prioritized timeline; talking to the different parties and making sure that all groups were represented in a manner that was equitable, agreeable, and satisfying to those involved, etc.

The resume conveyed none of that.  Nada. Zip. Zilch.  So my first piece of advice was to tell her to make sure the new resume writer knew that’s what needed to be conveyed on her resume.  So that handled the resume problem for now.

But an extra degree or certification, such as a PMP, wasn’t necessary – at least not now.  She was more a project manager in theory rather than in an industry requiring that certification and using that title, and not every industry does.  Sometimes project manager is a functional part of another title rather than a formal title and formal job description.   People with this skill (and I’m not one of them) are always in demand – but you have to know that it’s your “thing” and be able to convey that.

So rather than running off to school, I counseled her on how to use Indeed.com for research to pull things up to research titles, industries, requirements etc in searching for opportunities that had those skills as the essence, but in which the industry or company or context varied.  That’s considered looking horizontally rather than vertically.

The purpose of this exercise was to see what the varied titles were – and as I was doing this on Indeed while talking with her, the titles varied greatly – and if there were any trends.

Project Management positions that require PMP certifications are usually vertical – IT; setting up a complex, company-wide safety program (usually manufacturing, nuclear technology, oil & gas, etc); things like that vs a more horizontal focus, that is, companies looking for someone with project manager skills – event planning, marketing communications liason, student development coordinator – all of which pulled up and necessitated a closer look.

I showed her what steps to take, how to asses each result, etc.  Based on her results, then she’d know if she needed to go back to school and  she could decide if she wanted to do that. 

As for the advanced degree and the random assortment of companies and titles – that was easy to pull into one coherent sentence for her to utilize by means of an explanation, but it put a great deal of emphasis on the cover letter, which is where it needs to be handled, and not through a generic one.

I see this problem with so many job seekers and I’m always thankful that the ones who seek me out for a consultation do so.  I applaud them for it too because it means they’re thinking things through clearly enough to not just run knee jerk into the night in some random – but seemingly plausible – way to solve whatever they perceive to be the problem.

But if all she’d done was had her resume redone, her strengths still might not have been uncovered and highlighted.  Or if she’d gone and gotten a degree or certification in something, it could have been unnecessary – especially as she didn’t even know what she wanted to do in the first place. 

If she’d done that and started all over again, she still wouldn’t have had the primary questions resolved and furthermore, the hiring authorities would still be rejecting her resume, not the least because of the advanced degree and how it was interfering with their perception of her because she wasn’t shaping the perception she wanted them to have.

Finding a new job is a skill – and it’s really not a skill many job seekers have, which is why so many of them are operating at about 25%.  Issues they think are one problem are actually an entirely different problem.  If you haven’t properly defined the issue, whatever action you take isn’t going to provide a satisfying resolution or put you any closer to your goal.

Let the Beauty of What you Love be What you Do:

Friday night Steve and I went to a great little venue in Pawling, NY, called The Towne Crier Cafe.  It’s an intimate little place with tables up front where you can get a superb dinner and a separate small section in the back if you’re just coming for the show.  They’ve got musical acts there – mostly ones that are on the upward or downward trajectory as the place seats only about 100 people.

We saw Joe Louis Walker - serious rocking blues guy who’s played with Jimi Hendrix, BB King, Muddy Waters, etc – and Murali Coryell (son of fusion guitarist Larry Coryell), and the rest of the band that travel with Joe Louis Walker.

Which brings me to my point.  Friday night, they’d just returned from 6 weeks in Europe.  Saturday morning they were leaving NY to head to Florida for 6 shows on successive nights. Then back north for 1 show in PA, then 4 shows in New York City, then back again to Florida for another 8 shows.    By January 20, 2012.

Artists are driven by what they do.  Musicians, writers, painters – creators.  They can’t not do it.   So what’s the deal with so many other people?  Many of whom don’t see themselves as creators and thus are creating by default?

BusinessWeek ran an article a few months ago that said according to Deloitte’s Shift Index survey, 80% of people hate their jobs.  The article’s question was “Passion or Paycheck?”   I want to know – why do you have to choose?  Because I don’t believe you do.  My clients who do the work aren’t – they’re finding both.


Part of it is the questions you – and I say “you” because I do love what I do, and firmly believe it’s my life’s purpose – part of it is the questions you ask yourself and the beliefs you hold: 

1. 
   
   “How can I make money?” ….rather than “What do I love? And how can I make that work for me?”
2. 
   Flinging yourself at any job ads that look remotely viable and collecting possibilities like marbles, clutching on to them…rather than “What would be my perfect job?  What would it look like?”
3. 
   “That won’t work.  I can’t do that.  This is the real world.”….rather than “How can I make that happen?”
4. 
   Limited thinking……..rather than expansive thinking.
5. 
   Fear.  Job seekers are full of fear.  The way conventional wisdom is advising job seekers these days hugely perpetuates that……rather than self empowerment, being yourself, letting the process taking care of itself, not jumping through hiring companies’ hoops, and realizing you don’t have to sit at the table like a 12 year old who’s been told to eat all your vegetables! or you can’t get up from the table.

When you love what you do and you have your heart and passion in it, the stress isn’t so stressful.  You find ways to create solutions and feel in control of your life and decisions, rather than feeling as if you’re at the mercy of a job that robs you of something….your time, your health, your soul.

It’s no accident that my company and URL is Find the Perfect Job.  I know it’s possible.  I see people who are doing it – like Joe Louis Walker and his group.  I’ve guided job seekers to achieve it.  I’m doing it… and guess again if you think the road has been easy from the moment I chose it.  More like….it chose me and I said “YES!”

There’s more that factors in to being happy, identifying what you love and moving into it.  There’s mindfulness as well.   No matter what you are doing and whether or not you love it, be mindful of the time spent doing it.  Whether you’re looking for another job or just looking, your attitude, attention, and focus contribute to your results.

Whatever you’re doing at that moment, whether you like it or not, choose to do it with love, care, and attentiveness.   This leaves the door open for new ideas and possibilities you might otherwise miss.  It fosters blooming, if you will.  Grumbling shuts things down.  Choose to be involved and connected with what you’re doing, even if you don’t – at that moment – like it.  Sure, when you love what you do it’s easier and more natural, but that doesn’t mean that’s the only time to practice it.

Back to Joe Louis Walker.  I was fascinated watching Murali Coryell play guitar.  After the show I told him it was amazing to watch how clearly he connected with his playing and how that contributed to the music.   He said a lot of people think he’s tuning out the audience. ” Totally not,” I said.  “You’re tuning in the music precisely so you don’t miss connecting with the audience.”   (He closes his eyes and practically goes into a trance)

Am I perfect? Do I do this mindfulness / gratefulness / choice / deliberate-creation-of-my-life thing all the time?  No.  But thankfully, I get a little bit better at it every day in all areas of my life.   When you love what you do, it facilitates that.  So don’t make the recession an excuse.  You’re creating your life.  Doing what you love is possible.  All you have to do is choose to make it happen.

When is an Offer Not an Offer?

I received an email from a woman who was “elated about an offer for employment for a long awaited job opportunity.”  She’d been looking for a while and hadn’t been having much luck.  Despite her elation, she went with her instinct and turned down the offer.  

They’d been “sweating” her about coming in for training while she was working notice on her current job.  She felt she needed to have fully resigned one job before she began another.  They countered with they needed to train her before she started with them. 

She wrote, because she wasn’t sure she’d made the right decision.  I told her she absolutely had made the right decision and applauded her for making it.  It takes guts to turn down an offer when you want a new job badly, even if you’re employed. 

That wasn’t a job offer.  It was “sort of” an offer.  It was a dangling carrot.  “Don’t quit your job yet because we want to see if we actually like you before you start, and if we don’t, then you won’t actually be starting, and you’ll still have a job.”

Later she emailed me again.  They’d been calling and “pestering” her.  She wanted to know how to handle it.  Not coincidentally, in this email she wrote  “this company is also known for its high turnover due to its unpleasant working environment.”  So perhaps they didn’t want her to quit because they realized she might quit them first, rather than what I’d initially surmised.

No matter.  Either way, it would have been a losing proposition for her to accept it.  Even if she’d made it through the transition she’d have been there just a few months, and having left her current job…where would she be? Nowhere.

So in answer to the pestering lady question, here’s what I advised:

Don’t give in or second guess yourself- stick with your original decision!  Just say “Thank you very much but I’ve decided to withdraw myself from consideration.  I’m no longer interested.”

If she calls again, repeat the message, but start with “As I said last time we spoke (etc)…”

And if she calls a third time, then it’s time to get a little….not rude or nasty, but certainly emphatically insistent.  “As I’ve told you twice, I am no longer interested in working with your company.  My decision is final.  Please do not call me again as I will not ever change my mind.”

Gotta be FIRM.  Not apologetic, not “nice.”  Just firm.  It’s a FIRM statement.  No room for debate.  As far as I’m concerned, if she calls a fourth time, just hang up on her! 

My point being, that at the point, the one who wasn’t getting it was the pestering lady and her invasive behavior.  If she hadn’t understood and respected the message by then, she probably wasn’t going to.  So why not save your breath and your energy?  

For those of you who might not have gone that route and worried about who knows you and who they know and if it would affect a job somewhere else and what about references and will it have an adverse effect, save your worrying.  The possibility of that is slim.  And quite frankly, anyone that knows this company and is worth working for (small things telling!), would probably call you precisely because you handled it as you did.

You don't really want to find a new job.....Do you?!?

Much of what I teach isn’t just technique, it’s the psychology of the strategy and behavior.  I like to help people see what’s going on with them that they don’t realize.  I also like to give insight into why certain behaviors, actions, and strategies work or don’t work, by showing how hiring authorities and others might interpret or react.

 When I took retained clients, and even still in consultations, so many clients find a lightbulb going off.  Major epiphanies.  It’s great – because they’re reaching out for help, looking to define a problem, and when they’re open to a solution, the wall breaks and information flows through.

Here are some examples of people I haven’t worked with.  They’re just behaviors I’ve observed and noted within the course of doing what I do.

ONE

One of the emails I received today was from some one I didn’t know.  It didn’t have a subject line.  I open them – and always check my spam folder – because I don’t want to miss anything legit and I know from experience many people don’t give much thought to the subject line.  Or in this case – any thought.  It was a resume!  It was cut and pasted into the message form.  There was no introduction, no note, no information, no nothing.  


TWO

People comment and ask questions on this blog, my facebook community fan page (www.facebook.com/howtocareercoach), and another blog on which I post (www.jobadviceblog.com).  I often comment back and do my best to answer their questions.  Often however, I need more information, and I offer them the opportunity to send me an email with whatever information I request and sometimes their resume.
 Most of them don’t.  Jeff LeFevre, who runs Job Advice Blog, notices the same thing.  When someone offers free help, and is there to answer your question, why aren’t you jumping on that?

THREE

I do free Q & A sessions every other Tuesday (www.AskFindthePerfectJob.com)  See above post.  Same thing


FOUR

When I was taking retained clients, and even now on a smaller a la carte or consultation basis, I have people come to me for help.  Most of them are serious about doing what they need to do to get where they want to go.  It wasn’t an easy program.  But there were some who I began to call “Magic Bullet” people.

Usually they were at the mercy of whatever anyone happened to tell them at the time.  Frequently they’d come back to me and challenge what I’d said, and when I shared with them why whatever it was they were asking about didn’t make sense, they said “Oh, I get it.”  Then did the same thing again shortly after that.

They were kind of running around in circles, looking for the easiest way or the perfect way or the “thing” of the moment.  Changing with the wind – every 15 minutes.  They each did one month with me.

Guess what – I’m not naming any names but  all 3 of them are still unemployed over 1 year later.  By contrast, the ones who hung in there with me for 2 months or 3 and stuck with it, became employed.

 My point isn’t that I’m great.  I am great – and I bring results, but I’m not the only coach who does that.  At a certain point – it’s up to you.  So my point is that whatever coach you choose, give it a chance.  There is no magic bullet.   Subscribe to their newsletter, read it a while, and if you like one of them, lock in and follow the program instead of looking for problems and hats with rabbits.

FIVE

You know the defniition of insanity, right?  I see a lot of that.  Here’s an example: one lady wanted a resume done because she wasn’t getting any results.  But she couldn’t afford my price.  So I gave her some lower costoptions that would help, all the way down to the special report I have on resumes, which is $10.00.  I urged her to do something, if not through me, then somewhere, somehow.

I followed up with her a few months later.  She hadn’t bought anything, done anything or changed her resume.  And she still wasn’t getting any results.  I wonder why?

You get the picture.  Self sabotage.  Unwillingness to chase it down.  Kidding oneself.  Making excuses.  Unrealistic expectations.  Discomfort with change.  Hoping for magic.  Lack of self confidence that continues on a downward spiral.

There’s lots of help out here.  When you’re ready to get serious, face your fears and demons, and make something happen, we’re here.

Job Advice: The Good, The Bad, The Ugly!

ONE – ugly
I’m working on a national publicity campaign, and I was talking with a guy who runs multiple national trade shows.  We were talking about some of the books he receives that people want him to promote.  He said (more or less), “Most aren’t worth the paper they’re written on.  What makes some speaker think they know about how to get a job, I don’t know.  They’re only capitalizing on the market needs.”  Caveat emptor, you know?

 Here’s a good example.  This guy has authored over 55 books.  He’s a national motivational speaker. He’s an exec on a major pro sports team.  All good stuff – and definitely credible.  He’s written a book called “Nail It! Top Ten Secrets for Winning the Job Interview.”  A few of his secrets:

Being prepared.  Exuding self confidence. Display professionalism.  Radiate energy and enthusiasm. Reveal your creativity.  Did anyone not know these types of things were important?  No  word on what types of questions you’ll be asked, what they mean, or what they’re looking for or any insight into the psychological or sales aspects of addressing them.  Caveat emptor!

 TWO – bad

A job seeker in one of the LinkedIn groups responded to the this question: what do I put in the online applications that ask me for my desired salary?

“Just put $1 if ‘Negotiable’ isn’t available. It will be an item on their ‘To Ask’ list and hopefully you can get a better understanding of what they are looking for from your conversation if they don’t offer a salary range.”

Don’t do that.  They’re not going to ask you because they’re not going to bring you in.  You’re going to be jettisoned for being flip.   Assuming you’re interviewing in the same line as what you’ve been doing, then the salary range is roughly in the same area as what you’ve been making.  Put what you’re making now.

THREE – good
 Ten Commandments for Better Networking – an article written by Dr. Ivan Misner, who is the founder and chairman of BNI, the world’s largest business networking organization.  His latest book, Networking Like A Pro, is probably very good because….it’s something he knows and it’s what he does.  The article offers very good advice in brief, digestible paragraphs.

Resume Bullets: Informative or Boring?

The most problematic part of a resume for people seems to be crafting their accomplishments. The confusion between an accomplishment and a responsibility is the difference between generating excitement by selling what you can do, and making a bland statement that elicits the question “So what?”   It’s the difference between being invited in for an interview….and getting no response at all.           

A responsibility reads as if it was taken from your job description.  It fails to distinguish you from any other person that held that title before you, or holds that title at any other company.  It says your function, but it doesn’t speak to your ability to perform that function.           

By contrast, an accomplishment is what differentiates you from any other person that does, or has done, that job.  It not only indicates how well you perform your job, but what type of person you are.           

How does a factual accomplishment reveal something as subtle and subjective as a personality trait?  Measured with the length of time you were at a company, your number of accomplishments indicates the degree to which you are a go-getter.  It says if you’re motivated to go beyond the average job, and how much pride you take in your work.           

It tells the hiring authority if you look for problems and find ways to solve them, or if you are content with saying, “That’s good enough.”  And it also tells him how well you know your job by how well you solved those problems.  Let’s look at an example.  If you’re a teacher, a responsibility might read:

1. Developed innovative, education-based curriculum

Which leaves the following questions: 

1. For what classes did you develop a curriculum? 
2. Why did it need to be developed? 
3. What was going on before it was developed?
4. What was the result of the development? 

Interviewers want answers, not questions. Since the responsibility statement doesn’t indicate how well you performed your job, it’s easier not to invite you in for an interview. Interviewers don’t know if you have accomplishments hiding behind your responsibilities. They assume you don’t have anything to say, because you didn’t say it.  They don’t care that perhaps you didn’t know how to say it.  If your resume doesn’t sell you, it’s not their problem.  It’s yours.            

By contrast, the accomplishment version of the same statement might read:

1. Created and implemented innovative, education-based curriculum that engaged students more actively, resulting in 75% of student body raising grades by average of a full point  

This says you’re worth talking to.  Then at the interview, it opens the field for the interviewer to ask you for more information about what types of programs you implemented and how you implemented them           

An accomplishment is a results-oriented statement.  It shows the benefit of hiring you by telling what you can do.   What you’re saying is, “I know what you want done, and I’ve done that.  I’ve done it successfully for my previous company; therefore, I can do it successfully for you.  When you hire me, you aren’t risking an unknown.  You’re hiring someone who has a proven ability to do the job successfully.”           

That’s what interviewers want to know.  That’s what they want to hear.  They don’t want to wonder, and they don’t want to figure it out.  If your resume doesn’t indicate what you’re capable of, the chance of an interview in which to sell yourself is slim.           

If you’ve been sending out resumes and getting nothing in response, take a look at your bullets under each company name.  Do they just say what you did, or do they say how well you did it?

You’re selling a product, and the product is you.  The interviewer is the buyer, and your resume is, in effect, your marketing brochure.  But if the buyer isn’t interested, you can’t close the sale.  And that’s your problem, not theirs.

Give a Clue (and Get more Results!!!)

You’re selling a product and the product is you, so much of what I teach involves advanced sales techniques as they apply to job hunting.  That’s because job seekers are too “me” focused when the buyer, which is the hiring company, wants to know what’s in it for them. 

When the buyer is about “me” and the job seeker is about “me,” the interview won’t be very successful because both parties are thinking “what’s in it for me?”  They’re neglecting to take into consideration the other side of the equation.  That’s okay for the company to do, but it’s not okay for you. 

Failing to consider the other person’s side extends to following up on resumes.  “Hi my name is Mary Johnson.  I sent you my resume last week, and I was wondering if you received it.”  The response, invariably, is “If you sent it, we have it.”  And Mary hangs up the phone frustrated, no wiser than before she called.

The reason is that she was expecting the person to remember her.  Failing that, she expected the person to invest their time in finding the answer.  The odds are very low on both.  Had she said, “Hi my name is Mary Johnson. I have 10 years experience in marketing, specialize in product rollouts and spent last summer in Italy.  I sent in my resume for the Director of Marketing position and was wondering if you’d received it?”  She’d have had better luck receiving an answer. 

The reason this method is more successful is because first, she clued the person in as to the position to which she was connected.  Secondly assuming product rollout experience was a requirement in the ad, she indicated she had relevant experience.  And third, she’s mentioned something that probably has made her stand out among the others who sent in a resume.  

The memorable fact doesn’t need to be related to the position, but it does need to be something unique so it’s likely to cause a bell to go off.   Odds are very few resumes listed spending any time in Italy.  And lastly, she hasn’t assumed anything.  She’s made helping her convenient for the person with whom she’s speaking by giving that person a clue as to who she is.   

Another common example of failing to give a clue occurs in emails.  People have an annoying habit of hitting reply and typing their message without giving any thought to the subject line.  Consequently, it’s assumed that the sender’s name is sufficient enough to get the email read.  The subject line is there for a reason: to indicate the contents of the email message.  

When the recipient is making decisions as to which emails to read first, the sender’s email may be deleted, designated as not urgent, or mistakenly filed without ever being looked at. If you’re emailing with a hiring authority during the hiring process, this can cost you time, being heard, lack of recognition or worse, a bit of annoyance – connected to you – every time they read your emails.  Additionally, when a thread continues with the same subject but the topic changes, it’s difficult to find the email you’re looking for. 

In the message people commit the same violation they do in the phone example above. They fail to fill in the circumstances or tag themselves to facilitate identification.  They behave as if the person they’re emailing doesn’t email with anyone else or has been sitting at their desk, waiting for this particular email. 

In the Q & A teleseminars I do, I frequently ask people to email me with more information, and what I receive is an email that requires I either send it back and ask the person to refresh my memory as to which question they asked, or go looking for it myself. 

 Pay attention.  Think your communication through from the other person’s viewpoint.  Don’t take it for granted that they know who you are. Wouldn’t you rather your name be connected to appreciation rather than annoyance?