The Career Encouragement Blog

Job Search Rule #24 - "Dance with the one what brung ya!"

Some time ago I was filling a job for a small company and I brought in Alex to meet with the Hiring Manager (Marlys) and her boss Ron.  Alex had a great resume and had done a nice job in the phone interview of relating his skills to the company and to the broader industry.  I had high hopes for him.

He showed up for the interview dressed appropriately and with samples of his work.  So far so good.  He met with Ron first and then Marlys.  After he left we got together to debrief and I heard two totally different perspectives.

In his interview with Ron he did a fantastic job.  He was insightful and compelling.  He was curious - prepared with dozens of questions about the company and future directions.  He left Ron with a very good impression.  However, in his interview with Marlys he was brief with his answers and had no questions for her.

I was puzzled by the apparent contradiction in his behavior, but things became more clear when Ron received the following e-mail (which was cc'd to myself and Marlys) from Alex the next morning:

"Thank you so much for the chance to come in and meet with you.  I thoroughly enjoyed our conversation.  It sounds like ABC Co. is headed in a very favorable direction under your leadership and I would like to be part of your winning team...etc."

Apparently, Alex doesn't understand the old Southern saying "Dance with the one what brung ya!"  - which essentially means to be true to the person you are with.  He was so busy kissing up to Ron during and after the interview process that he neglected to pay proper attention to the Marlys - the one who would be his boss if he got the job.  Alex should have come prepared with a list of questions for Marlys about her leadership style, her vision for the position, and what she hoped the new person could accomplish.  He may have asked Ron those same questions, but that was no excuse for showing no attention to Marlys during his interview with her. 

I don't know if Alex made this error because:

1. He routinely blows off women in the workplace, or
2. When his interview with Bob went so well, he assumed he had the job in the bag and could relax, or
3. He's a conniving jerk who will work around others whenever and however he can to promote himself.

Frankly, it doesn't matter.  Ron respects Marlys' judgment and values her as a member of his team. He wasn't about to hire someone who would blow her off like that.

So next time you go into an interview situation, make sure you are professional and polite to everyone you meet, and be sure to dance with the one what brung ya!

Job Search Rule #23 - Be FUN to Interview (a.k.a. Learn to EXCEL at casual banter!)

A few years ago I was interviewing candidates for a really cool job.  The position was Special Projects Coordinator for the President of a public organization.  The lucky person to get the job would work on a wide variety of projects involving public and private stakeholders and would have the chance to meet many smart and influential people.  It was the type of job that carried a high degree of ambiguity with it, but could also really be a career builder for someone. 

We knew when we posted the job that we would get a lot of resumes - but I never expected to get over 200 resumes the first couple of days, and another 200 in the weeks that followed.  I spent a lot of time screening resumes and ended up doing phone interviews with about 20 candidates before bringing about 7 in for the first round of face to face interviews.

Celia made it to the first round of face to face interviews.  Right away I noticed her polished professional presence when I met her in the lobby (very important in this job).  She walked behind me as I led her to the conference room to meet with two members of the Leadership Team who were doing further screening before bringing candidates back to meet with the President.  We all sat down and within 60 seconds I knew Celia was not the candidate. 

She completely collapsed in front of the panel and had a very difficult time giving the succinct, articulate answers she had provided during the phone interview.  Further, she kept gazing at the ceiling to gather her thoughts before responding to our questions.  One of the interviewers signaled to me that he was ready to cut the interview short (yes - we have signals for situations like this).  Because she had driven all the way downtown, and because she really was a pleasant, earnest person (and not one bit glib ) I wanted to give her a soft landing.  So I threw her a softball question to start to wrap things up:

Me: "The President serves on many Public Committees around the state.  Occasionally he cannot attend the meetings but wants our organization represented. Typically the Special Projects Coordinator will fill in for him.  Are you comfortable in situations like that?" 

[Note: Naturally every candidate we asked enthused about this opportunity.  Celia completely caught us off guard with her response, though.  She snapped her head down from gazing at the ceiling, looked us all in the eyes for the first time since the interview began, smiled gleefully, and gushed with confidence:

Celia:  "I would LOVE to do that! I absolutely EXCEL at casual banter!"

As an interview team we were slightly stunned by this sudden display of clarity and energy, but managed to ask a few follow-up questions.  Celia responded with story after story about interesting people she had met, how she approached them and initiated conversations, how she continued the relationship, etc.  She had us listening, laughing, and literally on the edge of our seats with her tales. 

We ended the interview much more pleasantly than we began.  However, during the debrief session we concurred that she simply hadn't demonstrated the conceptual thinking and project management skills that were important to this role, and we just couldn't move her forward in the process.  But trust me, we had a hard time deciding not to move her forward.  Why?  Because she was FUN to interview and for a few brief moments we forgot that we were spending our days talking to and rating candidates that were all starting to look and sound the same while work was piling up back on our desks. 

So what's the point?   Be a fun person to interview.  I am not advocating that you go into an interview prepared to tell jokes and tap dance.  But I am advocating that you try to understand the interviewer's perspective when you go in.  While you may be nervous and keyed up for the interview, it's very likely the at least one of the people you are about to meet with is bored with interviewing, possibly fatigued by it, or just plain frustrated by how hard it is to tell candidates apart and select the one that can make a positive difference.  Being fun won't help you if you don't have the skills to do the job.  But if you are one of the many candidates who is qualified, then being a little fun can help you stand out from the crowd.  If you can make the interview process easy for the interviewer, and a little bit entertaining too, then you have a good chance of being remembered and moving forward.

It also helps if you have a memorable line to leave them with - something uniquely you.  I will never forget Celia saying "I absolutely EXCEL at casual banter!"  I personally get fatigued going into work events and committee meetings in the late afternoon and evening.  Often in the parking lot, I will pump myself up by silently telling myself "I absolutely EXCEL at casual banter!"  It brings a smile to my face every time.

And Celia - wherever you are, I truly hope you landed well and you are having a great (and fun) career that uses your considerable talents and brings you joy!

Job Search Rule #22 - Don't be Glib

Glib (from Dictionary.com):

1.	readily fluent, often thoughtlessly, superficially, or insincerely so: a glib talker; glib answers.

Being glib in a job interview is never a good idea.  Why?  Because a job interview is about:

• Demonstrating what you can do
• Building a relationship with potential co-workers

Talking in a manner that smacks of insincerity is counterproductive to both of these goals.   Recently I encountered two candidates who were glib and took themselves out of the running as a result.

Example #1 - Being Glib in a Phone Interview

Sarah applied for a PR job that I am currently filling.  Her cover letter was thoughtful and her resume was right on target.  I called her to learn a little more and our conversation went like this:

Me: I see you are currently employed.  What has you looking for a new position?

Sarah (somewhat bitterly): I work part-time right now and I love it.  But since my husband got laid off I have to go to work full-time to pay the bills.

Me:  Oh. [pause]  Do you have any questions for me?

Sarah: No.

Me: Okay.  Well thank you for  your time and we will be in touch.

Sarah:  Um, don't you have any questions for me?

Me:  Nope.

Based on Sarah's answer to my question, I don't know if she really wants to find a job or if she is just playing some game with her husband to pressure him into stepping up his search.   Frankly, I don't care.  Her comment about her husband crossed professional boundaries, was negative, and certainly didn't demonstrate that she had any PR savvy.  She completely missed the opportunity to tell me how she was ready to grow in her career and why her skills made her a great match for the position we have open. 

Now I know a lot of interviewers would have made nice and thrown Sarah a few questions just to keep the conversation from ending so awkwardly, but I simply didn't have the time or energy to do that for a candidate I knew we could never hire.  Besides, by continuing the interview I would have allowed Sarah to think she could get away with a comment like that.  Ultimately, she'll be better off in the long run if she can reflect on the harsh outcome of our conversation and perhaps alter her responses a bit. 

Example #2 - Being Glib in an Interview with the Boss's Boss

Christa applied for the same PR position.  Her resume showed about 5 years of progressively responsible experience.  She'd job hopped a bit, but the overall picture was coherent and organized. After a successful phone screen, I brought her in to meet with the hiring manager.  She did great in the interview! She was engaging, thoughtful, and obviously well prepared.  The final step was a meeting with the Hiring Manager's boss.  This was scheduled as a 15-30 minute "meet and greet" to get his final approval.  The conversation went something like this:

Boss's Boss:  I see you've had several jobs in the past few years.  What does that mean?

Christa (somewhat flippantly):  Everyone in my generation does that.

Boss's Boss (to himself):  And if everyone in your generation jumped off a cliff, would you do the same?

The conversation ended fairly pleasantly, but Boss's Boss was adamant - no way do we hire her.  Why?  Many reasons.  First, her answer was inaccurate.  Generally speaking, people do change jobs much more frequently than they did in the past.  But it's not true that every young person switches jobs frequently.  Any employer in his/her right mind is going to want to know the story behind the a lot of job changing.  Second, she totally missed the point that this meeting was about relationship building not about defending herself.  Her answer didn't do anything to further a relationship with the President of the Company.  And finally, like Sarah, Christa's answer did not demonstrate PR savvy.  She didn't recognize that this was a chance to show how her broad and varied experience had set her up to be successful in this new position. 

Bottom line: she was glib, and glibness doesn't play well in interviews.

The point of these examples is not that you have to be stiff and formal in interviews and mince your words carefully.  To the contrary, I love it when candidates are fun to interview (look for a Job Search Rule on that topic coming your way soon!).  But the fun has to be with a purpose - joking and off-handed comments are acceptable if they further the two goals of the interview process:

• Demonstrate what you can do
• Build a relationship with potential co-workers

If you make joking comments that are glibly defensive or inappropriate, you run the risk of distracting the interviewer from the reason why you were selected for an interview in the first place - because you are great for the job! 

Job Search Rule #21 - Use Good Telephone Skills - Part II

The previous posting on telephone skills listed 3 do's and don'ts.  Here are a few more points about using the phone that I've collected over my years of talking to candidates on the phone:

#4 - Don't answer the phone if you can't talk.  If you are looking for a job and have sent out your resume and left phone messages, it's highly possible that someone will call you back.  When they do, you want to sound confident and professional.  I have called candidates before and when I told them who I was they began whispering, "I really can't talk to you right now - I am at work."  This leaves me wondering, "Why did you answer the phone if you can't talk right now?" and "Who would you have forsaken your work to talk to?"  Either way, I am not interested in playing covert espionage games, so I move on.

#5 - Don't give out a phone number unless you want people to call you on it.  This is similar to #4.  If you put a phone number on your cover letter or resume, make sure it is a number that is okay for people to use to reach you.  I once had this conversation with a candidate:

Me:  Hello.  I'm calling from ABC company.  I received your resume for the Coordinator job and wanted to ask you a few questions.

Candidate (sounding panicked):  Please don't call me at this number - I can't talk here!

Me:  This is the number on your resume.

Candidate (sounded irritated):  Well it's the only one I had to put down at the time.

Me:  I apologize for the inconvenience.

I don't know if the phone number on the resume was a work number or a family member's phone.  And frankly I don't care.  When the candidate called me back, I let her know we had "moved forward with other candidates whose skills and experiences more closely matched our requirements."  Meaning, of course, that we had a minimum expectations that job candidates know how to communicate accurate information (i.e., give the right phone number) and behave professionally on the telephone (not rudely and illogically).

#6 - Give succinct, targeted answers and check for understanding.  This is a hard one, especially on the phone.  Because you cannot see the caller's facial expressions and body language it can be difficult to know how they are responding to what you are saying.  The temptation is often to keep talking.  However, it's important to remember that just as you cannot see the face of the recruiter or hiring manager who called you, she also cannot see your face.  Very likely she is taking a few notes to help distinguish you from other candidates, and she is probably looking for a few key phrases in your answers vs. lengthy explanations.  So when you get asked a question, first pause for a split second.  The pause serves two purposes.  First, it ensures that the interviewer is done talking and you don't accidentally overtalk her.  Secondly, it gives you a split second to collect yourself and organize your response.  Then briefly answer the question as it is asked.  It's perfectly okay at the end of you answer to check-in by asking, "Does that answer your question?"  Pausing and checking-in are basic business skills in today's world of global conference calls.  Employing these skills during a phone interview shows good professional savvy.

I cannot emphasize enough the importance of having good phone skills.  In this age of text messaged acronyms and e-mailed bullet points, it's easy to forget that a telephone call is about building rapport as much as it is about delivering information.  So few people actually use good phone skills that it is a great way to stand out from the other candidates and start building a good relationship with the hiring company right from the start.  Look for more on this topic in the future!

Job Search Rule #21 - Use Good Telephone Skills - Part I

If you are looking for a new job and your resume has cleared the initial screen, it's likely that your next step will involve a telephone conversation of one kind or another, so it pays to be exceptionally skilled at telephone basics. 

Following are some telephone do's and don'ts if you are looking for a job:

#1 - Do answer your phone professionally.  If you have sent out your resume to employers and don't have a caller ID system that you can be perfectly sure of, then answer your phone with a professional greeting such as, "Hello, this is Margie."  Most recruiters and hiring managers are sitting at a desk in a professional environment.  If they call you and you answer the phone with "Talk to me!" or "Yeeellooow!" (my personal pet peeve) it can be a bit of a jarring disconnect with the role they are looking to fill. 

I am currently seeking candidates for a job that pays in the $50K range - it is a good position that a lot of people would love to have and I would say that at least 30% of the candidates I called blew the phone interview due to an unprofessional greeting.   One of my friends was shocked when he heard this - he told me, "You can't ding out a candidate in the first 20 seconds."  I said, "Yes, I can."  Why?  Because I have about 10 more folks to call and experience tells me that about 3 of them are going to be great on the phone and at least one of them will be great in person and will get the job.  I am sorry for the person who loses out in 20 seconds, but getting a job is a bit of a competition after all.

#2 - Do have a professional system for taking messages if you can't answer the phone.  If you have sent out your resume for jobs, have a professional message system at any contact numbers you have given employers.   I personally find the barking dog bit kind of funny, but having young children giving a garbled greeting on voice mail, or worse, having a trick voice mail such as "Hello?............You've reached my voice mail...etc."  are definite no-nos.  Remember, a recruiter or hiring manager is likely contacting several people and will quickly move on to the one who seems most competent and capable.

Another message system no-no is having young children answer the phone. I know, I know, I sound like I don't like kids.  Not at all - I love children, and I enjoy talking to them on the phone. But not when I am at work, and definitely NOT when I have 15 calls to make.  It's annoying to be told by a child to "call back later" when I could have simply left a quick voice mail.  Here's a secret - sometimes I don't bother to call back.

And finally on these lines, if you have a spouse or partner at home you'll want to be careful how they answer the phone.  I don't know if it's because I am a woman and my dulcet voice generates suspicion, but I have called candidates before only to be quizzed by neurotic wives about "Who are you? Why are you calling him?  What company?  What job?"  I tend to move on quickly. 

#3 - Don't re-dial numbers without listening to the message first.  The other day I left a detailed message for a candidate explaining who I was, that I received his resume, and offering 2 different times to schedule a phone call.  A few minutes later I got a call.  When I answered he breathlessly blurted out, "I got a call from this number..."  I asked if he heard my message and he said, "No - I just called back.  Can you repeat it?"  I did, but I was unimpressed with his phone skills.  Why?  Because I have a pile of resumes and a lot of work on my plate and he just put me in the position of having to repeat some of that work.  Not the worst thing in the world, but certainly not the way I want to start a relationship with him.  Oh - and what if we employ him and then he pulls that stunt with clients?  I just can't take that chance.

I could go on and on...and I will in Part II of this posting at a later date!

 

Job Search Rule #20 - Don't Treat Interviewers Like Enemies

In Job Search Rule #17 I said:

"The unwise candidate treats a job search as if he is waging war.  He views getting his resume in front of the right people, passing a phone screen, and securing an interview as mini-battles to win on the way to victory."

I can always tell when a candidate has this approach to his job search and frankly it makes me kind of sad for him.  Why?  Because it is a defensive, self-focused, and unproductive approach to an interview.  Here's a fundamental truth about HR Reps, Recruiters, Managers, and anyone else you may interview with:  They really want you to succeed! 

If I am interviewing you, then I have an open position and that probably means that some work is not getting done.  I have likely already screened through several other resumes, and I've made time in my day to meet with you.  Since I am a rational, productive worker, my goal is not to torture you, but to have a positive outcome for my work. 

Ask A Manager addresses this concept in a recent posting on How to Answer: What are your Weaknesses? He says:

"When I'm interviewing you, I'm not your adversary, so don't treat me like one by trying to snow me. If you're a good fit for the job, I want to find that out and hire you ... and if you're not a good fit, I want to find that out so that I don't put you in a job that you'll struggle with and even risk getting fired from. Assuming you want to land a position where you'll thrive, this should be your goal too -- and honesty is more likely to get us there."

So next time you go in for an interview, relax and be confident - the interviewer is on your side and wants you to succeed!

Job Search Rule #19 - If you apply for a job as a writer, be typo-free!

I am currently filling a PR job for a client.  The position description states that 70% of the accountabilities are writing related - writing press releases, web content, and speeches; as well as editing the written work of others.  Based on these requirements, I have no choice but to summarily dismiss any applicants whose cover letters contain typos and grammatical mistakes.  It's a shame because some of these applicants have neat backgrounds and would probably really enjoy this career opportunity. 

I hate to see smart, skilled people lose out on great opportunities because of a "technicality." However, they've compromised their own candidacy by not demonstrating that they have the discipline to take the time to proof their own work.  This sends a signal that they won't be a match for a position that requires them to write for the public, and to proofread the work of others.

Sometimes you can get away with errors in your writing when the job you are applying for doesn't emphasize writing skills, but that's simply not the case for most PR and Marketing jobs, and for many administrative and project management positions as well. 

So if you're in a rush, or it's late at night, set your application aside and look at it again later with fresh eyes.  You'll be surprised at some of the silly typos you catch in your own work.  And who knows?  You may just rise to the top as the candidate best suited for the next writing job that you apply for!

Job Search Rule #18 - Don't be pushy!

[I toyed with calling this rule "Don't be a Pain" - I just may re-name it yet.  Leave a comment and let me know what you think!]

A few months ago I was filling a sales job for a client.  I had a candidate scheduled to interview at 10:00 AM - let's call him Russell.  When I walked by the lobby at about 9:40 AM, I noticed a very large man standing directly in front of the receptionist's desk.  He wasn't hovering so much as he was looming over her.

I went back to my desk and called Tanya.  Knowing that the candidate couldn't hear me on the phone I asked, "Is that Russell?"  She said, "Yes."  I asked if she had offered him water and a seat.  Again she said, "Yes."  Hmmm...so why is he looming over her, I wondered.

I went back out to the lobby, greeted Russell and introduced myself.  I explained that the interview team would be ready promptly at 10 AM, asked if he would like something to drink, and suggested he have a seat while he wait.  To my shock he replied, "No thank you, I am comfortable right here." 

At 9:57 AM I escorted Russell to the interview room where in short order we discovered the rationale behind his mysterious looming behavior.  After a few introductory questions, our Sales Director asked Russell to describe his approach to securing appointments with decision makers.  Here Russell's face lit up. He placed his elbows on the table, leaned forward, and gleefully explained how he had learned to use his size as an advantage in his career.

"When I am waiting for an appointment," he said, "I always remain standing.  This way the company knows I am serious, so they take me and my message seriously.  Perhaps you noticed how I stayed standing in front of your Receptionist.  You probably came out to greet me faster than you would have otherwise, right?"

Well...he had me there.  I did go out to greet him prior to 10 AM.  But that was because Tanya was a valued member of the company and I didn't like the idea of anyone bullying her (which is how I interpreted this poor fellows behavior), or just plain being a pain in the neck to her.   It's interesting to note that Russell was also breaking Job Search Rule #17.  He was fighting a battle with Tanya that he had already won - he had an interview scheduled, he didn't need to bully her to get in the conference room faster!

Needless to say, Russell didn't get the job.  Lesson for job seekers?  Treat everyone with respect.  Don't be pushy....and don't be a pain, either!

Check it out!

A real-life example of why it pays to learn how to accept rejection gracefully!

Job Search Rule #17 - Don't Fight a Battle You've Already Won

Looking for a new job is a process that has some predictable phases to it.  The wise, and emotionally competent candidate navigates these phases with a combination of patience and aplomb.  The unwise candidate treats a job search as if he is waging war.  He views getting his resume in front of the right people, passing a phone screen, and securing an interview as mini-battles to win on the way to victory.  If you've read even a little of The Career Encouragement Blog, you'll know that I do not endorse the latter approach.  However, since there are many job-seekers out there who persist in treating the job search as a war, I feel compelled to at least encourage them to do it well.

If you are going to insist on approaching each phase of the job search as a battle in a larger war, you would do well to remember this sage piece of advice: 

Don't fight a battle you have already won.

Fighting a battle you have already won is counter-productive for 2 reasons:

1. It takes time and energy away from strategizing for the next battle.
2. It annoys the people who are running the search effort.

Grant is a perfect example of someone who created chaos and stress in his job search because he kept fighting a battle he had already won.   A few years ago I was filling a Regional Sales Director position for a client.  Grant had been unemployed for nearly 5 months and had a large family.  He was getting desperate.  Although his edge of desperation came through in the interview (which I've said before is not a good idea), he did possess the skills and experiences we needed, and he demonstrated a creative flair and articulate nature that we all (myself, HR Director, VP of Sales, and VP of Marketing) liked. 

After all candidates had been through the interviews with the VP's, I called Grant to let him know that we were interested in pursuing his candidacy.  I told him that my assistant Connie would be calling him to set up a final interview with the SVP of Operations, a man named Charles.  Grant had not yet won the war, but he had definitely won a big battle here!  He was one of two finalists selected to move forward. 

Grant did not do the logical thing which would have been to breathe a sigh of relief and then start to prep for the SVP interview.  Instead he continued fighting a battle he had already won - the battle to get to the final round of interviews with the SVP.  Not 15 minutes after I called Grant informing him that we wanted him to meet with the SVP, he called Connie and told her that I had said she would call him, and that he wanted to know when he would meet with Charles.  Connie is a pro, so she politely said she hadn't spoken to me yet, but she would be in touch.

Connie called me to relate what had happened.  Frankly I was a little irritated to hear that Grant had called her within minutes of speaking to me.  I hadn't had a chance to talk to her about setting up this interview.  I chalked it up to nerves and/or a misunderstanding on his part and we moved forward.  Connie called Charles' secretary Betty to set up the interview.  She found out Betty would be out for the rest of the day and made a note to call her the next day.

Connie was shocked to get a phone call from Betty at 8:30 the following morning asking why a candidate was calling her directly (if you've ever worked in a large corporation where the Executives have personal assistants, you can appreciate just how Betty was throwing her weight around here). Connie learned from Betty that Grant had called and said, "The Recruiter wants me to meet with Charles but Connie hasn't set it up yet."

I was furious with Grant.  He had insulted Connie's professionalism by jumping in to do her job, he had spoken negatively of her to Betty, and he had my capable and overworked assistant all in a lather.  All this chaos about a battle he had already won!  He had been invited to the final round of interviews, but instead of preparing for them he was continuing to fight the battle to get to the next interview.  In doing so, he was creating chaos in our process and insulting possible future co-workers along the way.

I don't like dis-inviting candidates from interviews, so I allowed Connie to go ahead and set up the interview for Grant.  Then I let Charles, the VP's, and HR Director know that I had learned more about Grant that had given me some concerns about his candidacy.  What Grant will never know is that we sent 2 gentlemen with equal skills and experiences to the final round.  If he had spent his time strategizing about how to succeed in that interview instead of fighting the battle to schedule it, he had a fair shot at coming out on top.  Instead his fate was sealed before he ever met Charles.

Bottom line: whatever phase of the job search you are in, focus on performing well and then prepare for the next phase.  Don't keep focusing on a phase once you've completed it - don't fight a battle you have already won.  Obviously this rule is as applicable to performing well and advancing in your current role as it is to the job search - I will try to write more on how you can use this approach to develop your career in a future posting.