J+M+R Employment News

How to follow up after the telephone interview

2010-03-07T14:20:00.000-08:00

In today’s economy, there are a lot of people applying for the few jobs available. I know this because I’m one of the people doing the applying.

My question is: How long should I wait after a first telephone interview before concluding the employer isn’t interested in me?

Let’s assume I’ve already sent an appropriate thank you note and called a couple days after to confirm it was received (I do). What then?

On the one hand, I don’t want to be pestering the hiring company every few days with messages. On the other hand, I don’t want to be lost in the shuffle, either.

Thanks,
-- name withheld by request

This is a challenging situation to be sure. How can one be at "top of mind" without being "in your face?" When does determination and persistence turn into harassment and pestering?

What the question really addresses is the relationship in a tough economy between the person expressing interest in the open position and the person doing the hiring. Seems to me that the respective roles have changed because of internet postings and the overwhelming number of submissions.

To get better responsiveness and to stand out from the bulk of submissions, the candidate has to set the groundwork BEFORE the follow up phase. For purposes of this discussion, let's break it down into three areas: 1) pre-interview preparation; 2) interview behavior; and 3) post-interview communication.

Pre-interview preparation:
Earlier on this blog we have given some concrete action steps to prepare for the interview. When you learn all you can about the company, products, people and position using the tools outlined there, you will set yourself apart from the competition in the interview.

By using your personal network (as well as LinkedIn and similar sites), you come to the interview knowing people at the company and how the position under consideration fits into the big picture. Better still is knowing something about the person to whom you will be speaking.

If you secure the telephone interview through an online posting, unfortunately, you are in the weakest position possible. You were probably selected for a key word match on your resume by an automated Applicant Tracking System (yes, it's true) or by a recent college graduate who is in a Human Resources department with a very limited grasp of the actual functional role.

If that is the case, you need to establish the predicate during the telephone interview for all future communication.

Interview behavior:
Because these are challenging times and a "buyers' market," candidates with whom I speak seem afraid to ask too many questions for fear of alienating the person with whom they are interviewing ... and not moving on to the next round.

In my experience, people who ask questions and express appropriate interest move farther faster in the process than those who do not ask questions or express interest.

As a candidate, when you set the appointment, it is fair for you to ask some baseline questions:
1. How long will the conversation go?
2. With whom will I be speaking?
3. Any areas of my skills or experience of particular interest?

Then, when the appointment begins, it is appropriate for you, the candidate, to request a nominal amount of time be saved (like five minutes) so that you can ask a few questions.

I recently had an email interaction with a candidate who was phone screened by a contract recruiter for a large sports equipment company. After the phone meeting, the candidate reached out to ask what I knew about the company.

It quickly became apparent the candidate did not know: a) the geographic location of the position or b) the name of the hiring manager. "We ran out of time ... " he said.

During the telephone interview, as a candidate, you need to learn material facts about both the position and the selection process.

Regarding the position:
1. Geographic location
2. Hiring manager
3. Key responsibilities
4. Measures of effectiveness
5. Background suitability

Regarding the process:
1. How many people are getting interviewed by phone?
2. How many of those will move to the next round?
3. When will the next round take place?
4. Who is involved in the next round?
5. How do I stack rank against others in process?
6. What questions or concerns do you have about my background?

If you're spending your time, you deserve answers to those questions.

Post-interview communication:
Send a thank you email immediately after the telephone interview expressing interest and letting the person know you will follow up at the time they noted.

Then follow up religiously at that time. And regularly. Find reasons to communicate. Perhaps there is an article in a trade journal relating to a subject discussed. Or maybe there's a trade show coming up and you want to know if you can connect with anyone there.

No one is "too busy" to respond. Sorry, common courtesy demands a response in a timely manner ... especially if they have asked you to spend time on the phone. No one has ever lost a position because they were too persistent as long as the follow up is professional, has content and is at appropriate intervals.

Networking tips for finding a new job

2009-12-21T13:23:00.000-08:00

(This column was originally published in SNEWS, the most trusted outdoor and fitness industry news source since 1984. www.snewsnet.com)

As the U.S. unemployment rate hovers around 10 percent, a large number of Americans are seeking jobs, and networking has become a critical skill.

There are about 6.3 people competing for each job, the U.S. Labor Department reported in October, so job seekers face plenty of competition. But they must also deal with the fact that many open jobs are not posted publicly. Often, there is less competition for non-posted jobs -- so networking is key to discovering openings not listed on the Internet or in the newspaper classifieds.

But networking is a challenge for most unemployed people because it forces them to step outside their comfort zone. People can feel vulnerable and unsure of themselves as they ask for help or information that moves them toward their goal, whether it’s a new job, new project or the next phase in life.

Networking is less daunting if you break down the process into three parts. First, you should understand normal concerns that arise for those out of work, and how you can overcome those concerns. Second, you should consider basic strategies for success in networking. And third, you should learn certain tactics to create a successful networking campaign.

Concerns with being weak
The most common concerns come from feeling “less than” or weak. A person’s self-inhibiting inner voice might cause one to think, “I’m embarrassed to admit that I’m looking for work. It’s like I’m begging for a job. I don’t want people to think that I’m taking advantage of them.”

Well, looking for work or for the next project does not carry the stigma it did in the past. Studies show the average person changes jobs every five years. Your networking contacts will be much more sympathetic than you think.

Networking is not begging because, in fact, you ARE NOT asking for a job. You are seeking information that can lead to a job. Usually the contacts will not be potential employers, but rather people who know about potential employment.

Good networking creates and sustains a mutually beneficial relationship. Plan to give as much or more than you receive. You will be surprised at how willing people are to help. If approached correctly, people will feel honored that you value their input.

Strategies for success
Networking strategies range from basic to sophisticated. Here are some general ideas on effective networking techniques:

>> Initiate contacts for the sole purpose of networking. Do not just wait to bump into people. The best career self-managers always look to expand their contacts.

>> Develop a networking list. Make contact with each person on the list. Add names of people you meet or to whom you are referred. Update the list regularly.

>> Set networking goals. Write down specific goals for the number of networking contacts to make each day or each week, and then monitor your performance.

>> Set goals for each meeting. Meet with a purpose; don’t just “get together” to see where it leads. Express the goal when you set the meeting.

>> Come prepared. Know about the person you’re meeting. Do research. Have a list of questions to ask. While you are talking, take notes.

>> Ask for referrals. Ask the person if he or she knows someone else you should meet. Ask permission to use the person’s name when initiating contact.

>> Maintain networking files. Keep records of the meeting outcomes and note important information about the person. This will be helpful downstream.

>> Meet in person whenever possible. Telephone contacts are sufficient for most networking events, but face time is much more valuable.

>> Express appreciation early and often. Let them know you value the information and their professional opinion. Send thanks by email or snail mail.

>> Plan the next steps. If you are to follow up, make a note on your calendar. If you agree to do something, be sure to follow through. Set the right tone.

Campaign tactics
There are four basic categories of networking contacts. Each brings a unique value. A good campaign draws the best from each of the four categories.

1. People you know well.
These are the people closest to you: family, friends, neighbors and colleagues. They have the greatest interest in your success and are excellent networking contacts. Also, they are the people with whom you are most comfortable.

This is a good place to begin your networking campaign, because you can ask for the most assistance from this group. However, it is important to set clear goals and expectations. They might want to help more than you want. Remember to acknowledge their value and say “thank you” throughout the process.

2. People you see occasionally.
Examples might be acquaintances and business contacts. More than 25 percent of the people who find jobs through networking received the referral from someone they see once a year or less.

While you might be less comfortable with these people, they also have the greatest potential value. Ask this group for ideas and referrals. When making contact, you might need to reintroduce yourself. State your purpose, acknowledge their value and request a meeting.

It’s a good idea to set reasonable time limits like 20 or 30 minutes, and be sure to stick to your time limit. Come well prepared and be professional and organized in the discussion. This attitude will generate additional referrals.

3. Referrals from networking contacts.
Expand your network by meeting people who are friends, associates and acquaintances of your networking contacts. Remember to ask at each meeting if the person knows anyone else to whom you should talk. Sometimes these will be people with additional information, but they could also be potential employers.

At this point, most job seekers are out of their comfort zone. Simultaneously, this is where you can find the real action. You are getting closer to that next position or project.

When approaching the referral contact, introduce yourself with a lead statement that will get their attention. If given permission, use the name of the person who referred you. State your purpose clearly and request a meeting.

4. Cold calling people you do not know.
Through your research and networking, you will probably discover names of people with whom you should talk. This type of contact takes an additional level of confidence, but the potential is great. Take the initiative and you will discover these contacts can really pay off.

How long should you wait for a business appointment?

2009-11-09T18:08:00.000-08:00

(This column was originally published in SNEWS, the most trusted outdoor and fitness industry news source since 1984. www.snewsnet.com)

King Louis XVII of France once said, "Punctuality is the courtesy of kings." Nearly 200 years later, some businesspeople still haven't perfected this courtesy. If you have an appointment to meet someone, and that person is late, how long should you wait?

No matter where you are on the food chain, there is a basic level of interpersonal courtesy, which is reciprocal. It applies to all people all the time regardless of anyone's given role, i.e., potential employer or employee, and regardless of the economic climate.

We've put together a few scenarios to instruct and inform when enough is enough when waiting for a meeting to start.

Scenario No. 1: First job interview - Candidate and company are in same town
Just like a scout, a person interviewing for a job should be prepared. If the interview is local, drive to the destination in the days before you meet to determine travel time. On the day of the interview, allow enough time for heavy traffic and other snafus. If early, stop a couple of blocks away, check your appearance and go over your notes.

Be in the reception area five minutes before the appointed time. That allows enough "cushion" time to check in with the receptionist and use the restroom. Also, stand up in the reception area -- don't sit down. Standing up sends a subtle message that you are busy and have things to do.

If the interviewer doesn't show up within 20 minutes of the appointed time, step up to the receptionist, politely apologize and explain that you need to move on to another appointment and will call to reschedule.

The absolute maximum wait time should be 20 minutes for a candidate meeting someone from an interviewing company for the first time. Why? Punctuality is an important sign of respect. It's almost like honesty -- an intrinsic value that expresses one's sense of another's worth. Sure, stuff happens and urgent tasks sometimes take precedence.

That's why the candidate should get up and exit after 20 minutes. It actually can take the pressure off.

Scenario No. 2: First job interview - Company paid candidate's travel
OK, the scenario has shifted. The company paid for you to travel out for the interview, but you've been waiting in the lobby for 20 minutes. One hopes the company would not leave a job candidate in the reception area for too long, feeling lonely and unloved. Go to the receptionist and ask if someone else on the interview team is available. It's a touchy situation, so be careful with your language.

In a polite fashion, say something to the receptionist to the effect of, "You know, I'm so excited to be here and I'm really looking forward to getting my day started. Is there someone who can give a little tour until (the interviewer) is able to break free? I appreciate your help."

If you've been escorted to a conference room or an office, but no one has come to start the interview, wait as long as it takes. Use the time to stand up, step out into the hall and get the feel and flavor of the place. Smile and say "hello" to people in the hall. After all, the company paid for the travel. Relax and enjoy.

Being interviewed is a sample of the candidate's work style such as preparation and interest. Conversely, interviewing is a sample of the corporate culture.

If representatives of the company make you wait before the interview begins or if there are long interstitial periods of boredom, that can indicate you how much your time is valued.

Scenario No. 3: Running late for a trade show meeting
Time is compressed during a trade show and the maximum wait time is 10 minutes. Most meetings or appointments aren't more than 20 minutes long, so devoting about half that amount to waiting is more than sufficient.

Once again, stuff happens. Perhaps a major customer showed up unannounced. Maybe the person got called into one of the group huddles that occur quite often at trade shows.

If you have a cell phone number and want to try reaching your appointment -- or you can have somebody at the booth try -- that's fine. They might be right around the corner, saying hello to someone, grabbing a snack or sneaking in a needed dash to the restroom. It's your decision how long you can wait or if you try to call. You can also shift the responsibility back to the person by leaving a business card with your cell phone so they can reach out to you.

Scenario No. 4: Getting a call that an appointment is running late
An unanticipated consequence of cell phone ubiquity is meetings and plans have sometimes become conditional. They float in time based on other priorities.

A cell phone can extend your level of courtesy to other people: "Sorry, there was a major accident on the freeway, and I'm running late. I should be there in about 10 minutes." But because almost everyone has a cell phone, one doesn't have permission to change schedules at will, however, and be insensitive to other people's lives.

If you are called on the cell phone by someone running late, you can restart the clock at the time of the call, or you can take the opportunity to gently disentangle yourself from this obligation or reschedule it -- depending on your schedule, other commitments or the importance of the meeting.

Keep in mind, a challenging economic climate doesn't extend a window of time indefinitely. Twenty minutes max waiting is sufficient. If punctuality is of value in good times, it's also the case in bad times. Ultimately, a bad economy is going to get better, but a bad attitude lasts forever.

Even more surreal ... this mirror

2009-10-05T11:16:00.000-07:00

Well, part two of this extensive interview was posted on the web today. Seems like a pretty fair representation of my background and recruiting philosophy.

If part one wasn't enough ... here's the sequel.

Do your legwork to score that job

2009-09-29T12:57:00.000-07:00

(This column was originally published in SNEWS, the most trusted outdoor and fitness industry news source since 1984. www.snewsnet.com)

OK, you've secured an interview for a position that really interests you. How can you differentiate yourself from other qualified candidates under consideration?

Research on your potential employer will help you stand out from the crowd. The more you know going into the interview, the more comfortable you'll feel and the more confidence you'll project. Knowledge is indeed power in the interview environment.

To the hiring manager, your research is simultaneously a sign of respect and a signifier of interest. Coupled with a clear and direct verbal expression of interest, you are likely to move further and faster in the hiring process than the candidate who is less prepared and does not articulate interest.

Much -- but not all -- of your research can be done on the Internet. But don't be complacent. While the Internet is a powerful tool, there are things you can miss if it is your sole source of information. Be prepared to leave the friendly confines of your desk to get a deeper understanding of the company.

To perform comprehensive research, focus on these four primary areas:

1. Company
What you should know: Is the company public or private? What is its sales volume? How many employees does it have? Where are the locations of its operations, warehousing and manufacturing? What divisions are there? What are its channels of distribution? What are its growth pattern, trend line and future direction?

Tools you can use: The company's website and annual reports; industry websites and publications; competitive word of mouth; retailer and independent rep impressions; and informal discussions with current employees. (Too often past employees have skewed impressions of the company, so we suggest you leave them out of the research to avoid a potentially jaundiced perspective.)

2. Products
What you should know: What are the company's product categories and product families? What is its total number of SKUs? How many new products are introduced each season? What is the average product's life cycle and price point? Who are the company's competitors? What is its unique selling proposition and market niche? What are its areas of growth?

Tools you can use: Visit retailers to get your hands on the company's products. Attend trade shows. Also check out product catalogs, retailers' product information sheets, as well as trade publications or websites with "best buy" guides. Talk to customer service reps at the company.

3. People
What you should know: Whom will you meet? What are their position titles and career histories? What are the reporting relationships? What interaction do they have with the position you are considering? Who is successful in the organization? Why are they successful?

Tools you can use: Use social networking sites like LinkedIn and Facebook. Talk to previous colleagues or employers; tap into word of mouth from industry friends. Utilize the company's website, Google search, trade magazine articles, industry-specific sites and press releases.

4. Position
What you should know: Why is this position available? Why is it important? What is the mission? What needs to be accomplished? What areas need attention? What are the key projects for the first 90 days? How much travel is involved and will it be domestic or international?

Tools you can use: Check out the company's job description and written descriptions of related positions. Use your own industry experience and have discussions with people in similar positions or have had this role in the past. Also talk to vendors and factories for input.

Keep in mind that research is conducted on the computer, on the telephone and in person. If you ask your industry friends and contacts, they can help you network with people at the target company or in positions like the one you're considering.

And, as much as we like to do things online, there is still a wealth of information to be gained at retail. Talk with the people on the sales floor, talk to the repair people, see the packaging and learn about the competitors -- all of which can set you apart in the interview process.

The surreal mirror

2009-09-29T12:51:00.000-07:00

I was interviewed by Dave Mendoza for RecruitingBlogs.com. Have to say ... it's a little surreal looking into the mirror. Take a look here.

Your thoughts?

2009-09-18T14:29:00.000-07:00

The subject line read "Your thoughts?"

I got an unsolicited message from "John Smith, MBA" via LinkedIn. I have never talked to this person or heard the name before.

There are SO MANY things wrong with this approach that it would be impossible to have a meaningful discussion with him:

Eric

I would like to explore exciting and challenging opportunities with a health and fitness or sport company, and specifically within the marketing or business development areas. I was recently developing the launch & marketing plan of a electronic fitness system for [a major fitness equipment brand] with [the Vice President of Marketing]. I was the lead manager promoting & presenting the system to our global network.

I have extensive experience in marketing and project management, both domestically and internationally gained with leaders of the health and fitness industry.

I am confident that my skills, professionalism, and deep passion for sports would be tremendous assets for any team. Please visit my LinkedIn profile for further information. I look forward to speaking with you at your earliest convenience.

John

I couldn't help myself. If this individual had a marketing bone in his body, he would have made at least SOME effort to customize this message.

There's absolutely no indication that he knows about or cares about his target audience. That's Marketing 101.

So my response was:

John:

Congratulations. You started six of seven sentences with the first person pronoun. That's a record in my twenty years of search experience.

Those are my thoughts.

Eric

Is that so wrong?

Why email causes fights

2009-08-28T15:59:00.000-07:00

Here is a very interesting video about why email causes fights. Let's break communication into three primary components: verbal (words used); vocal (tone of voice); and visual (body language).

The actual language contained in email communication (or blogs or comments on blogs) reads "flat." The written or spoken component of any communication is a very thin slice of the pie which creates the overall impression and meaning.

Edward Muzio, CEO, Group Harmonics, extrapolates from research conducted by Dr. Albert Mehrabian which is compiled in a book called "Silent Messages." Some might say Muzio takes the research beyond its original intent ... which is an exploration of nonverbal communication.

Muzio does make some very important points. If the bulk of meaning comes from subtle cues including facial expression, voice quality and body position, simple words on a computer screen unfortunately are too often open to interpretation.

If you keep the email communication to facts and data, you are unlikely to be misinterpreted, Muzio asserts ... and I agree. If the message is sensitive and has to do with feelings or attitudes, one can communicate much more effectively in on the phone or person.

What NOT to do on a job interview

2009-08-25T18:39:00.000-07:00

A friend sent me this link the other day. It's a list of ten things NOT to do during a job interview. I totally agree with the points made here. I'd like to restate these thoughts briefly in the positive.

1. Smile when natural and only when natural.
2. Discuss the job and the company.
3. Try on your interview clothing before the event.
4. Think affirmatively about accepting challenge.
5. Show preparation and initiative.
6. Always tell the truth.
7. Humor is subjective.
8. Let the little things go.
9. Ask questions about substantive issues.
10. Speak positively about your current (or former) employer.

Seems like we can all agree on these.

The money question

2009-08-18T15:20:00.000-07:00

The money question always comes up in job interviews. If you are a candidate looking at a new position, you can safely assume the person on the other side of the desk will ask some form of the money question. Your answer is difference between moving forward and being eliminated.

In an interview, the employer has four basic questions in mind. However they dress them up, whatever creative spin they put on them, employers really want to know four things:
1. Who are you?
2. Why are you here?
3. What can you do for me?
4. How much will it cost?

That final question can make or break the situation. If you answer it wrong, you're done. The correct answer is non - numerical. A number, whether too high or too low, is ALWAYS wrong.

The employer will invariably ask something like, "How much money do you need to consider for this position?" Or else, "What will it take for you to come to work for our company?"

If you want to be considered for the position do NOT, under any circumstances, give a numerical answer. The correct answer is something on the order of, "I'm here to discuss the position and assess my fit with your organization. I want to make sure my talents are a good match for the duties you're outlining. You're probably thinking along the same lines. I am sure, if we get to that place, we can reach an accommodation."

Why answer that way? Because it's the truth.

The demand - interest barometer tells us that, for a candidate, as demands go up, interest goes down. And as interest goes up, demands go down. If you as a candidate articulate a number too early in the process, you're drawing a line in the sand and creating an impression that you're more about reward than effort, more about price than value.

A number which is either too high or too low is wrong for several reasons.

The interviewer will eliminate you from consideration if you articulate a number that's too high. Whether they can afford the amount you say or whether you're worth that amount is immaterial. If you as the candidate create the impression that you overvalue your skills (in other words say any number above the range they've calculated), they are concerned you will never "settle" for the amount they're offering. So they will remove you from the process.

Conversely, if you say a number that's too low, you might inadvertently wind up accepting compensation less than the amount the company budgeted because that's what you said. You reduced your ability to negotiate because you have too little information.

Over the years, in coaching people on successful interviewing techniques, the money question is the one where people stumble most often. Many times people will tell me, "I just wasn't prepared for the question ... the number just popped out of my mouth." Or else they will say, "I told her $X because I think I'm worth it."

Bottom line, it doesn't matter what YOU think you're worth. The magic number is always somewhere in the range between what they want to pay and what you think you should get. I've been in career coaching and recruiting for 20 years. This has been my experience.

When the employer asks, "How much ... ? " the right answer is, "We'll know when we get there." If they ask again, insisting on an answer, defer diplomatically a second time. Something on the order of, "I appreciate you want a number. I'm a little uncomfortable making anything which could be perceived as a demand at this early stage. I'm interested in the position and would like to learn more."

And if they ask a third time, the correct answer is, "My year to date compensation is $Z."

But why give a number that way? Simple. It's a statement of fact, not an estimate of self-esteem. You compensation is verifiable. An employer can ask for and receive verification of income. You pay taxes. Your income is a public record. In the real world, your current or most recent employer valued you at an identified level. That's the number to share.

So ... don't get caught by the money question. Role play with a friend or practice in the mirror. Be prepared for this inevitable question. Your ability to answer the money question with an non-answer can get you the job or get you more money for the job you really want.

The thank you note

2009-08-10T15:07:00.000-07:00

The post - interview or post - meeting thank you note has come up a lot lately in discussions with career coaching clients. I am a very strong believer in this method of expressing gratitude and acknowledgment.

It's a chance for a candidate to re - enter with the hiring manager or potential colleague. It can: reinforce the positive communication; overcome potential concerns; demonstrate writing skill; and differentiate the candidate from others under consideration.

I have a client who immediately removes any candidate from consideration who does NOT follow up a face - to - face interview quickly with an emailed thank you note.

Here is a lovely example and an outline of a perfect thank you note. I've linked to Mark Warren's blog in the past and think he really nails this topic. Especially the simplicity and beauty of the outline:

1. An expression of thanks
2. Matching job needs with candidate skills
3. Enthusiastic expression of interest

In my recruiting career, I have seen people who express interest clearly and directly move along in the interview process farther and faster than more qualified candidates who did not express interest.

My only quibbles with Mark are stylistic ... minor points really. His writing style, in the example of the thank you note, tends to be a bit more verbose than my own. I come from a more declarative or journalistic style.

Important point: An email note is preferred because of promptness and availability.

Ten trade show attendee rules

2009-07-29T14:01:00.000-07:00

I attend two or more trade shows per year. Most of the work (business development, recruiting and client service) is accomplished on the telephone, of course. But there's nothing like getting out there and meeting people in person. Both candidates and clients.

You can see what's happening in the market and people can meet you. There's a wonderful, energized information exchange during the compressed time of a trade show.

Because of my concentration on companies making sports and recreation equipment, I attend Outdoor Retailer and the bicycle industry show annualy. Frequently attend the International Health and Racquet Sportsclub Association show and Club Industry, the biggest shows for fitness equipment.

Have also attended the luggage show, the ski show and the apparel show. During one calendar year, was in Las Vegas for trade shows five times in eight months. (IMO, trade show attendance is the ONLY valid reason for going to Las Vegas.)

Over the years, I developed a code of conduct to get the most out of the shows and avoid issues which might tarnish my professional reputation. Here in no particular order are those ten rules:

1. Book appointments in 30 minute increments. The prospective client is spending a lot for booth space, staff, transportation, etc. Time is at a premium and THEIR customers come first.

2. Someone who doesn't book an appointment makes a clear statement of non - interest in the service offering. Sometimes I " ... stop by the booth" or " ... call on the cell phone." But only once.

3. Research the individual and company in advance. Get a sense of the person's background and accomplishments as well as the product offering. Knowledge is power.

4. Select a hotel some distance from the convention center for two reasons: your privacy and their privacy. Keep a clear separation between work and rest times.

5. In Las Vegas, never gamble or go to strip clubs. Either activity reflects poorly on one's professional demeanor and will have prospects wondering why they would spend with you.

6. Never partake of alcohol during business hours even if offered free at a show booth. Same rules apply at shows that apply at home. Don't want to smell of alcohol before close of show.

7. A social drink after the show is fine. A little wine with a business dinner is fine. Beyond that, you're sending the wrong message. If you want, buy a bottle and take it back to your hotel room.

8. Meet candidates in a public space. Take separate transportation in both directions. That way you can avoid any potential allegations of forward or inappropriate behavior.

9. Trade business cards with each person you have a conversation. When you're back in the office, send an email thank you with some personal reflection on the meeting to each person.

10. Observe who has foot traffic and excitement. Check out the product offerings. When the show is over, call them with market intelligence ... which will differentiate you from others who want their business.

Trade shows can be a valuable selling tool if you understand how to work them well.

Ten expressions to leave at home

2009-07-17T14:05:00.000-07:00

Those hilarious guys from "I Hate People" posted a list of ten expressions to avoid in an interview. Some are overused, some are "power words" meant to convey prestige ... and all represent well worn pathways in the brain.

Confession time: I use one of these expressions on my web site. Embarrassing but true. But I'm not going to call further attention to this grammatical faux pas by mentioning it.

So without further adieu, here they are:
1. Thinking outside the box
2. Deliverables
3. First and foremost
4. Touch base
5. Prioritize
6. Offline
7. Mission critical
8. Core competencies
9. Conceptualize
10. Bandwidth

That's a great start, but, gosh, there must be a lot more that set your teeth on edge. Let's see if we can come up with another ten annoying, cloying clichés which fill a void in communication with blather. Okay, I'll start:

A. Circle back - To check with others and respond to a question.
B. Stakeholders - Other participants in getting a product or project to completion.

Okay, now it's your turn.

Wisdom is where you find it

2009-07-09T16:20:00.000-07:00

Went cruising around the adidas web site the other day. Yes, "adidas" is how they style themselves. And who am I to fight with success?

A friend at adidas got me pit passes for a NASCAR event in this area. I was thinking about getting a t-shirt featuring his sponsored driver, Dale Earnhardt Jr., as a show of solidarity.

Because of my trade, I clicked through to their job board. And then I found this ... a compendium of easy to use, sensible, logical tips for doing well in an interview at their company.

Really like the simplicity and wisdom of this list:
-- Research the company.
-- Research the position.
-- Be on time!
-- Check your appearance!
-- Practice!
-- Conversation!
-- Handshake.
-- Your resume.
-- Follow-Up.
-- Have Fun & Relax!

My biggest criticism is the writer was a little heavy with the exclamation points!

Other than that, I have, over the years expressed all of these statements many times to help candidates do well in interviews. The downloadable "interview tips" pdf files elsewhere on this site contain many of these points.

Kudos to adidas for publishing a tidy list of does and don't for candidates ... which is a great template for interviewing at other companies, too.

All the tech tools and nothing's getting built

2009-07-01T15:42:00.000-07:00

Found this interesting blog post. It focuses on technology tools (Facebook, LinkedIn, Twitter) as barriers to communication ... rather than communication expediters or enhancers.

Duane Roberts says it's critically important to create a real, mutually beneficial relationship beyond the nominal "friend" or "connection" or "follower."

Maybe I'm showing my old school, "back in the day," shoe leather personality. I agree with Duane that being a LinkedIn "Lion" is not a real measure of anything if you can't get a call back or a referral.

This reminds me of Human Resource people who use "resume flow" as the metric of choice. As a recruiting professional, my question is, "How many of those individuals are actually qualified to do the job?"

In referring to the 5,000 Twitter followers one might have, if no wants to help you, " ... give them a reason to change their minds."

Is it really that bad out there?

2009-06-22T12:35:00.000-07:00

An industry friend, who is the General Manager of a small, specialty sport distributor, sent me an interesting email last week:

Desperation seems to have made it to this [specialty] industry. Maybe it's been going on for a while and I just didn't have an opportunity to witness it first hand. But I have been surprised by some recent events.

I had to let a couple people go at my company recently. In my efforts to find replacements I have been stunned by the complete disregard for discussion or negotiation of salary or benefits by the applicants.

Some have tried to posture early in the discussions when I ask what their salary requirements are. But when I give them an idea of the pay range for my open inside sales positions, even when it's half of what they used to make, they say they will take what I'm offering ($30k plus $10k potential commission).

I interviewed someone yesterday who was over qualified for the position. I told him so when I spoke with him on the phone initially. But I invited him in to meet and discuss potential future opportunities - when I have a need for someone of his experience.

We talked. It was a good meeting. When I was wrapping it up, he just came right out and said, "I don't care what the salary is ... I'd like to pursue your current opening."

He was making $85k at his last job and he was willing to take what I was offering, which was less than half his previous pay. He didn't negotiate or ask about benefits.

I've interviewed four applicants. Not one has tried to "up sell" themselves, asked a question about benefits and, if relocation is necessary, would we pay any of the costs.

The basic attitude is - make me an offer, any offer - I'll take it!

Is it really that bad out there in this [specialty] biz?

My friend is a thoughtful, experienced professional with a good heart. I have several reactions to his rhetorical question and the implied questions he's not asking directly.

Here are my responses in no specific order:
1. People who are enthusiasts within a specialty sport derive career satisfaction from their involvement. They are not money - motivated and some are not career - motivated. Their joy comes from immersion in the sport. I would not expect them to have honed negotiating skills.

2. Inside sales people earning $30K plus bonus are probably early career stage and looking to join a thriving business. Maybe they've been laid off from a downsizing firm. Ergo, if a company is hiring, it's probably doing well and therefore the job seeker can take refuge there.

3. My caveat to my friend was to watch out for the "any port in a storm" people like the over qualified candidate. Because once things stabilize and then improve -- and we all know they will -- that's precisely the individual who will be out the door first. With a chip on his shoulder.

4. For all the candidates out there, here's an interesting twist. When interviewing for a position, even at a $30K inside sales gig, the hiring manager EXPECTS you to ask for more ... compensation, incentive, relocation, something. Shame on you if you don't.

5. My friend asks indirectly: Is it really this bad? If so, why aren't we hearing it in the [specialty industry] press? Answer: Because the trade press leads the cheers for the industry. They cannot come right out and say, "The Emperor is naked!"

6. He told me verbally big suppliers are concerned with the level of debt retailers are taking on because they are NOT too big to fail. Further, industry press proclaiming gloom only makes matters worse, he said. But some accurate, realistic reporting would be appreciated.

The relative importance or unimportance of a degree

2009-06-15T15:48:00.000-07:00

Hi Eric,

I was interested in your previous post about candidates who falsify university degrees.

My wife and I are both management types. I hold a bachelor’s and a graduate degree in a liberal arts field from a middleweight institution. She has no college degree.

My experience is my degrees had no impact on getting interviewed or hired. My wife feels the opposite. Her lack of degree prevents her from being interviewed for many positions for which she is otherwise qualified.

Your opinion? Also, what’s the best strategy from those of us who don’t have flashy degrees from top schools?

-- Richard from Arkansas

Well, Richard, thanks for writing. And thanks for reading the previous post. You've touched on an interesting conundrum.

Employers look for a specific degree only in limited cases. A Mechanical Engineering degree is clearly an important credential for someone designing fitness equipment or bicycles because of the liabilities involved.

For most employers, however, a four year degree represents the general training and self discipline required to achieve the certification. It is not the degree per se but rather what it represents.

In your case, Richard, an advanced degree in liberal arts is a "nice to have" accomplishment with, as you indicate, little relevance to your daily tasks on the job.

Your wife, however, has the opposite challenge.

[Position statement: Some of the smartest people I know do not have four year degrees and some of the dumbest people I ever met have Harvard MBA's. It's true.]

Her "non-credentialed" status might get her removed from consideration for some positions. That's part of the reason I place so much emphasis on networking ... because if you network you can get beyond the basic "knock out" from the Hiring Prevention Department.

In most cases, relevant or transferable professional experience outweighs the sheepskin for employers. It becomes a non-issue when an employer looks at the big picture.

In my experience, telling the truth about the degree is most important. The people who lie and say they have the degree when they really don't -- in most cases when the degree is not a critital piece -- are the ones who get caught. And they don't get the job anyway.

The ethics of resume writing

2009-06-12T11:11:00.000-07:00

Okay, let's get it right out there. A resume is a marketing tool. It is created with the intent of helping the candidate shine and capture the attention of a prospective employer.

As someone who reads resumes daily, I can tell you there are cases where people cross the boundary of fact and fiction. Surveys show one in ten candidates lies about receiving a degree they don't have. I know this because I verify degrees of candidates before they get an offer.

Here are some guidelines for creating an ethical and accurate resume:
1. Never misrepresent your achievements. Claim the credit you deserve.
2. Show the right position title. Don't amplify it to seem more important.
3. Make sure dates of employment are accurate. Prepare to explain gaps.
4. Share quantifiable accomplishments which can be verified.
5. Don't lie about the degree. Please. I'm gonna catch you.
6. Avoid talking "tech" on the resume. Especially if you can't walk "tech."

Seems simple enough, doesn't it?

Improve your marketability as a candidate

2009-06-10T15:47:00.000-07:00

Times being what they are ... the challenges faced by recruiters are greater than before. Client companies hire us only when they've gone through their own networks and posted to web sites and sifted through the high volume of unqualified candidates.

Once a client company decides to invest in a real, honest - to - goodness search, they expect us to do a lot of recruiting to bring forward the most qualified and most marketable candidates.

A candidate can be highly qualified but totally unmarketable for a number of reasons. The top ten reasons as enumerated by one blogger are listed here.

Because there is more pressure on the recruiter to perform, there's more pressure on the candidate to be marketable. Some of the reasons listed are obvious (dead fish handshake, too much fragrance). But there are subtle and deadly indicators on this list as well.

For me, number 10 is the most important. Candidates must have sincerity/self-confidence/clarity/conviction for me to pass them through to the next round. If I feel they are measuring their answers or trying to out - think the question or participating for self - aggrandizement, it's game over.

The dreaded counter offer

2009-06-05T13:59:00.000-07:00

Counter offer happens after an employee announces his or her resignation. The current company offers that person additional compensation to stay.

This is a very sensitive subject. As a recruiter, when a candidate is getting close to receiving an offer from my client, I always ask how they will handle the counter offer. We have a discussion about how accepting a counter offer is career suicide.

Did you know they're paying you more to stay while they start to search for your replacement? Where was this money before? What are the reasons you considered the new position? Will those reasons go away with slightly more money?

Here's a lovely post on counter offer from Evil HR Lady. Find the comments as instructive as the piece.

Make sure no one reads your resume

2009-06-04T16:09:00.000-07:00

Here's a brilliant (sarcastic) post to a Canadian recruiting firm blog. The author lists seven ways to make sure that no one EVER reads your resume.

While this is written from the perspective of a professional recruiter -- and therefore has a bit of an "inside baseball" flavor -- it's possible to take away the salient points.

Allow me to translate from recruiter - speak:
1. Target your resume and correspondence to the people who can help you.
2. Use the "blind copy" function in group email. Everyone wants to feel special.
3. Make sure address a specific individual.
4. Please do basic research on the web. It's a sign of respect.
5. Write a brief note before attaching your resume.
6. Avoid self-deprecating comments in your communication.
7. Send the documents in MS Word or pdf format.

Now that you have the key, please check out the original here

How to turn off a candidate and lose business

2009-05-26T16:40:00.000-07:00

A business friend called last week to share an interview horror story. He has managed a $50 million business unit for a major brand and is very highly regarded.

His story was funny and sad at the same time. He was absolutely turned off by the interviewer, the president of the company; was extremely glad not to get the job or even get invited back for a second meeting; and he will probably never buy that company's products because of the downright discourtesy and rudeness of the president.

NOTE: Identities and product categories have been obfuscated to avoid harmful blowback. Don't want my friend to get hurt. Just hope other interviewers learn the obvious lesson: Interviewing is an exchange of information and a chance to build good will. Use the interview wisely and well.

Company X is a popular nameplate of consumer goods looking to expand their brand equity into another item. My friend was very well (perhaps over -) qualified for a category manager position. The president and owner of Company X flew the candidate into his city at his expense.

My friend's $50 million business unit was in the same category at a very large company with a household name. His category at that time was probably as big or bigger than the total size of the company at which he was being interviewed.

My friend met the president at the designated spot in the airport in the president's home city. They exchanged a few social pleasantries.

Almost immediately, as the meeting progressed, the president and owner of Company X proceeded to denigrate and belittle two of my friend's previous companies. Then he went on to dispute several of my friend's statements in a churlish, competitive fashion.

My friend said that he thought to himself, "Why did he bring me into town and ask me these questions if he already knows all the answers?"

Because of the kind of person he is, my friend had done a little research on Company X. He had discovered an issue he wanted to share with the owner in the interests of improving his business. My friend's approach was, "Hey, here's a situation you might want to know about ... because it directly affects market penetration in the category under consideration."

At an appropriate time, my friend said, "I was in [one of the top five US markets] last week. I called your customer service department and asked where in that city I could buy your product at retail.

"The Customer Service Representative said, 'I dunno. Could you call back tomorrow? Or ... why don't you just buy the product online?'"

The president and owner of the company said, "Well, you should have bought the product online." Showing that he wasn't really listening and totally missed the point.

My friend didn't want to buy the product. He wanted to go to a retail venue and see the merchandising. He wanted to understand the product range and line segmentation and to look at competitive products.

Here's the lesson for all interviewers: Represent your company with professionalism. Avoid critical or negative comments about a candidate's previous employers ... or ANYTHING.

Think about it: If a candidate comes into the interview setting and says something cutting about their current company or challenges statements by the interviewer, that would pretty much end the meeting.

Same rules apply to you as apply to them.

And if the candidate makes a gracious suggestion on improving your customer service, make a note and say, "Thank you."

Questioning the questioner

2009-05-26T16:27:00.000-07:00

The candidate at an interview should ask questions. Questions show people how you think and what information is important to you.

Questions show the candidate's level of preparation for the meeting. Questions show the candidates interest in the position and increasing grasp of the scope.

If you are a candidate in a job interview, you should expect the interview to ask if you have questions. That's your chance to shine.

Here's a very helpful post which puts things into context. You can find some very good advice about how to handle questioning the questioner right here.

Job Hunter's Bible

2009-05-15T15:23:00.000-07:00

I have a lot of respect for Richard Bolles. He is the author of "What Color Is Your Parachute?"

This book is an invaluable compendium of information about career changes and job searches. There is much wisdom in this book.

Simple little nuggets like: The interviewer really wants to learn four things: 1) Who are you? 2) Why are you here? 3) What can you do for me? and 4) How much will it cost. Brilliant.

Seems like I recommend it to someone almost every day. Of course they say, "Yeah, sure ... " but never actually get around to it. The same people look for short cuts or want the recruiter to wave the magic wand and make the dream job appear.

In 20 years of search experience, when asked the compensation question, no candidate has ever responded, "Y'know, Eric, I am drastically overpaid."

And in 20 years of search experience, I've never come across a better distillation of the basic truths about job hunting than this book.

Customize the interview questions

2009-05-07T15:36:00.000-07:00

Here is how an experienced interviewer creates unique questions. These questions get to the essential information and help determine if the candidate is right for the position.

With a little preparation, the customized questions create a professional impression of the interviewer and the company. Simultaneously, they ferret out the essentials.

Check out how the big kids conduct an interview.

Stand out in the job search

2009-05-04T17:21:00.000-07:00

Here's another take on the eternal question: How do you stand out in the crowd?

If you're looking for a position or a better position, what can you do to differentiate yourself?

If you go to npr.org and search on "Get Noticed In The New Economy" (make sure to use the quotes), a wonderful segment from "Talk of the Nation" will come up. Worth a listen.

Break through the clutter, connect with the hiring managers, use your social networks. This really encourages LinkedIn ... and using a the same head shot in all location,

Don't just submit your resume blindly to a posting. Waste of time.

Worth a listen.

What about trade shows?

2009-04-27T16:42:00.000-07:00

Here's a great suggestion for enriching your job search: trade shows.

There's a lot of information going around at industry - or product - related shows. It's a great chance to network, see the new products, get the pulse of the industry, sense which companies are hot, etc.

Because of the time and expense associated with exhibiting at the shows, it's important to understand that customers come first. As a job seeker, you might not get an appointment; the appointment could shift; or a brief handshake could be the sum total of your meeting.

I try to get to two or three trade shows (minimum) per year including: the International Health, Racquet and Sportsclubs of America (fitness industry); Interbike (bicycle industry); and Outdoor Retailer (outdoor industry).

It helps to press the flesh and meet people, put a name with a face and continue the constant networking. This post presents a lot of valuable information fo the job seeker on the benefits of trade shows.

Seeing is believing

2009-04-20T12:36:00.000-07:00

A friend in marketing (and regular visitor to this blog) sent me this link.

One who's been interviewing people for years might tell you that people act "funny" in an interview setting. Seeing the behavioral quirks is even better than just hearing about them.

By way of Seth Godin's blog, we see a clever ruse in Seattle. To find out why some people do well at interviewing, the blog author sets up a fake interview scenario.

If I told you people would say they:
-- relocated because their spouse became a full time Bigfoot hunter;
-- described themselves as "loud;"
-- stole office chairs and pens (the Pilot Precise V5, a personal fave);
-- felt like they were just "done" with some jobs at six months;

You might think it was a joke. This guy captured it on tape for all the world.

Yes, seeing is believing.

Ahh, the old in/out list

2009-04-14T16:30:00.000-07:00

This is a wonderful list of things not to do and things to do in the job search.

The wonder of this traditional format, the what's out/what's in list, makes the wisdom contained simply beautiful and beautifully simple.

Oh yea job seeker, print this and keep it in front of thine eyes!

Careers with travel perks

2009-04-07T11:23:00.000-07:00

Someday ... in the distant future ... when I retire from the daily tug and pull of recruitment ... when I get done teaching client companies how to hire candidates ... and simultaneously teaching candidates how to get hired by client companies ... I have my retirement "occupation" planned.

I will conduct tours called "Walking in the footsteps of Vincent Van Gogh." We start Day One in Paris at the Musee d'Orsay in Salle 35. Then take the TGV to Avignon and visit Arles on Day Two. We move on to Saint-Remy during Day Three. Returning to Paris, we take the RER to Auvers Sur Oise on Day Four to see Vincent's final resting place.

For other people who want careers combined with travel, here's a fun piece that outlines occupations to do it.

If you're not careful, I'll show you all the photos from my last two trips to France. How much time have you got?

The (unintentionally hilarious) human condition

2009-03-27T15:45:00.000-07:00

Those of us who work with people in the employment sphere like our work for a number of reasons.

On the altruistic side, we can help people achieve higher levels of self-actualization. Simultaneously, we can help companies grow by improving their talent population.

We have also learned a very challenging lesson: people are the only product which can talk itself out of the sale.

If you deal with people and employment for any length of time, you have some delightful "horror" stories to share with other recruiting or human resources professionals. Like the 20 email string where a candidate maintains they have the degree from a fictitious university.

Sorry, saving that for the memoirs.

Well, here is a delightful compendium of people at their simultaneous best and worst. Enjoy!

Empathic networking

2009-03-22T15:02:00.000-07:00

Marty Nemko (http://www.martynemko.com) is a successful career counselor and radio host here in the San Francisco Bay Area.

Marty does a one hour radio show at 11 AM Sundays on KALW 91.7 FM. It is also downloadable from iTunes as a podcast.

Marty has great advice and a great perspective.

This little gem on successful, empathic networking rings true. Suggest you follow the principles here and listen carefully to form a lasting connection.

And now the legal stuff: © Copyright, Marty Nemko, 2004-2009 (martynemko.com) All rights reserved. Reprinted with permission.

How to advance your career without sucking up

2009-03-20T15:15:00.000-07:00

It never hurts to maintain positive work relationships. Especially in challenging times. Particularly with your manager.

No doubt you've read "Seven Habits of Highly Effective People." Well, now it's time to cultivate the top ten habits bosses love.

Once again, the most simple, obvious things are the behaviors we sometimes forget. It's really pretty easy, straight forward stuff:

1. Communicate frequently
2. Collaborate always
3. Acknowledge statements
4. Build relationships
5. Understand place
6. Learn peeves
7. Anticipate needs
8. Think upwards
9. Open yourself
10.Stay engaged

It's the little things that count

2009-03-13T14:23:00.000-07:00

Sometimes small things can be big problems. A clever email address can be sending unintended (and unprofessional) signals.

You can't swing a hot resume without hitting a free email box today. Please use one professionally.

In addition to the "tech savvy" comments in this piece, I confess to a personal pet peeve: aol.com email addresses.

The Commodore 64 days are gone and they aren't coming back.

Retained vs. contingent search

2009-03-11T17:12:00.000-07:00

There are two basic types of search firms: retained and contingent.

This nifty little piece gets most of the differences right. As a search professional with 20 years of retained work, there are some minor quibbles.

But for the novice, this is a valuable comparison and contrast to the two styles.

Does this make sense? Are these distinctions without differences?

What NOT to say in an interview

2009-03-11T16:56:00.000-07:00

Sometimes essential wisdom comes in a deceptively simple format. Loved this post on Yahoo Hotjobs.

The format is as important as the content. Please skip, umm the uhhhh filler, y'know. And like avoid the totally bogus jargon which can like mess up the whole positive impressionista thing.

If you want to be perceived as a mission critical, best in class professional who has pushed the envelope with all the right stuff ... skip the buzzwords.

Totally.

2009-03-07T18:32:00.001-08:00

A funny thing happened on the way to LinkedIn ...

2009-03-06T15:15:00.000-08:00

Found this comic insightful ... something about recommendations in the real vs. the virtual worlds. Check it out.

What do you think? Had an experience like this?

What's your worst networking experience?

Your job interview IQ

2009-02-25T14:14:00.000-08:00

Here's a clever quiz from Yahoo Hotjobs to see how much you know about successful interviewing:

There's a ton of knowledge, experience and wisdom contained within the breezy tone. Question 4, for example, encourages the interviewee to give an honest assessment of their background without unnecessary self-criticism.

This could almost be a "Top Ten" list for interview success:
1. Prepare for the interview.
2. Imagine the interviewer's perspective.
3. Practice for anticipated questions.
4. Give discrete, honest answers.
5. Have some questions ready.
6. Relax, show confidence, smile.
7. Dress appropriately.
8. Send a "thank you" note.
9. NEVER ask about compensation.
10.Be punctual. Or early.

Good stuff.

"Old School" face-to-face

2009-02-25T13:52:00.000-08:00

This Associated Press story suggests the appropriate balance in the job search between modern digital technology and the old fashioned face to face, press the flesh methods.

The highlighted tips are VERY well done. They effectively blend the convenience of email and social networking, for example, with the more traditional notion of "good manners."

"Stick with land lines" might be hard for PCP (post cell phone) job seekers to understand. But a digitized vocal quality or a dropped call does not a great impression make.

"Manage your digital footprint" makes total sense. Putting up an angry, flaming diatribe on a social networking site ... or showing too many photos with alcohol use could create an impression that's impossible to forget,

Prepare for these 17 questions

2009-02-20T14:58:00.000-08:00

Here is an excellent from piece Career Hub listing 17 questions to expect in interviews:

Interviews follow predictable formats. The interviewers fall back on tried - and - true questions to elicit information. The wording might change and the emphasis might vary. But these questions come up again and again. Expect them.

Review these 17 questions. Prepare your answers in concise, positive terms. You will give yourself a major advantage.

A brilliant person (believe it was Richard Bolles, author of "What Color Is Your Parachute?") said, no matter how they dress it up, employers are really interested in the answers to four questions at the deepest level:
1. Who are you?
2. Why are you here?
3. What can you do for me?
4. How much will it cost?

If you understand the subtext ... and if you prepare for the text ... you will let your light shine.