Never take yourself too seriously

One of the last things I always try to tell a candidate before an interview is to just be yourself.  Sure you want to research the company.  It is absolutely a good idea to consider answers to basic interview questions.  Even trying to learn about who you will be interviewing with is a swell idea.  But at the end of the day they are hiring you, so why try to be someone you aren't??

Take this picture for example.  This is from last Friday's ugly sweater party we had at our office.  Right after we took this picture we went out for lunch as a group.  Was it silly?  Absolutely.  Did we have a tremendous amount of fun?  You bet.  Did we get a few looks as we walked into the local restaurant?  Uh huh.  We also came back to the office and posted an update to our Facebook page.

Please don't hear what I'm not saying - I am not suggesting you head to the thrift store before your next interview to buy a leisure suit for the interview just to express yourself in a funny manner.  Instead think of what your best qualities are and how you can exhibit those during an interview.  Admit what your weaknesses are and consider how you are trying to improve on those.  Be honest with yourself in what you want in your next job and if the interview isn't heading in that direction that is okay.

As you consider reflecting over the holidays about the year that has passed and then move on to the possibility of New Year's resolutions or big changes in the year to come, remember to be yourself.  Even if it involves some silliness or unique characteristics.

Happy holidays and best wishes for a prosperous 2014!!

What to do when you get the offer you don't want

I am currently working with a candidate who is in an active job search.  This individual has interviewed with several companies and really likes two of them.  In the midst of that another company is moving quickly and heading toward an offer.  The fork in the road could come any day where this individual will have to make a decision on one in the hand versus two in the bush.  So what to do if confronted with that decision?

I think this picture says it all - do you go with thumbs up or thumbs down on the first money on the table?  Especially when first money on the table is not your first choice?  I usually recommend one of three options, which are outlined below:

1)  It is okay to say no.  Most active candidates feel some apprehension with this advice.  They are actively seeking a new role and may feel like ANYTHING is better than their current situation.  The problem with this mentality is two-fold.  First of all, if you are running away from a bad situation and not toward a good situation, your job move is bound to fail.  Secondly, you still don't know yet if something better is out there but simply not at offer stage.  Patience is a virtue for passive candidates, not active candidates in most situations.  But as I blogged about a long time ago, good things do come to those that wait, and I'm not just talking about a classic ketchup commercial.

2)  It is okay to be honest with the employer and ask for some time to make a decision.  Although most times I recommend an answer within 24-48 hours, this could be the exception.  This does not come without risk as an employer upon finding out that you are waiting for some other options to pan out may pull the offer.  But if it is really what you are hoping for, then honesty is the best policy.  You might be surprised how an employer may be willing to wait.  It is not likely to be an open-ended timeframe, but they might give a week's extension or something along those lines.

3)  It is okay to tell the other employers you are interviewing with that you received an offer and it is not your top choice.  This may not necessarily prompt them to act, but it at least provides that opportunity.  Upon finding out this news they could ramp up their timing and perhaps conclude their interview process with you more quickly.  It may not eventually lead to an offer, but you could complete the process.  Then you would not have to look back and question "what if" had you not communicated this update.

The bottom line is to not panic.  Any time you get an offer that is fantastic news.  That means an employer saw that you could add value to their organization and should be taken as a huge compliment.  Have you ever received an offer you didn't want?  If so, how did you handle it?

How to spot a satisfied employee

I read an interesting article recently titled "Are your best employees thinking about leaving?" and it got me wondering about the attributes of a satisfied employee.  For the vast majority of the candidates we speak with they have one reason or another to be seeking a career move.  We do, however, speak occasionally with a passive or happy candidate who is not interested in having a conversation about a new role.  So what exactly is it that keeps them satisfied at the outset to not even take a call?  And how can you integrate these ideas into your company to ensure your best employees are not one call away from being lured away?

The first sign of a satisfied employee is when compensation is not even a factor.  If I call with a job opportunity that would provide a 20% raise and the candidate says that it would take more than money to entertain a conversation, that is a satisfied employee.  I can relate to this.  When people ask me the question would I ever consider another role I always say that my salary would have to increase ten-fold.  And that still may not get me.  The point being is that everyone has a "price", but if it is artificially inflated to an astronomical figure then it is fair to describe that individual as satisfied with their current employment situation.  Happiness is clearly worth something.

The next sign of a satisfied employee is someone who has a great deal of respect for their boss.  A crucial question I always ask when gauging a candidate's interest is "What would your boss think if you resigned today?"  You would be surprised how many times candidates answer that it would be incredibly difficult to tell their current boss.  Which is a huge red flag for me as a recruiter, but is a sure sign that they like their boss and don't want to do anything to hurt them.

Yet another sure sign of job satisfaction is directly related to tenure.  Once an employee has been at a job for more than five or six  years, it will naturally be more difficult for them to give up that tenure.  If you are with a company for that long you have seen all the warts, can see past them easily, and likely think you are in the best place for the long run.  With people changing jobs every 2-3 years any more, someone who stays with one employer is likely to want to continue that journey.  Their employer has most likely done many little things over the years that add up to a satisfied long term employee.

Lastly, the biggest sign of a satisfied employee is someone who talks all the time about work in a positive manner.  We all know someone like this.  They post pictures on Facebook about company outings, they recruit other people to come work at their company, they are friends with many of their colleagues, the list could go on and on.

So the question is at the end of the day, are you a satisfied employee and why?  What is your company doing to make sure you are NOT taking calls from a recruiter about other opportunities?

Do you work for a grateful employer?

After seeing so many posts recently on Facebook and Linked In articles, I have decided to succumb to the pressure and have a blog topic that relates to the theme of the season.  I am looking for help from all of you to make it really powerful.  Last week I spoke about how to give respect to gain respect, and this week I want to look at it from the employer's perspective.

Let me start with an example that occurred recently with one of my clients.  A personal situation required that my candidate postpone a start date.  There were many reasons why my client could have easily said no.  Instead they chose to be flexible and clearly communicated a message of support to this candidate.  I can guarantee you that this individual will have a better sense of belonging on the first day of employment.  It all started with a sense of gratitude as my client was thankful for the open communication instead of assumptions and posturing by the candidate.  Sense the continued theme here - give respect, gain respect.

I can also proudly tell you that I work for a very grateful employer.  The principals of our company know we work hard and give maximum effort throughout the year to make all of us successful.  So they have rewarded us with a long weekend of shutting down the office early on Wednesday and having the Friday after the holiday off as well.  I am sure we will all come into the office next Monday refreshed from the time away.

So what other examples are out there?  How are your employers grateful to you as an employee?  If you are an employer, I would also like to hear from your perspective.  I look forward to hearing any and all stories to catalog in this season of being thankful.

How to gain respect at the office

Have you ever heard the phrase "Respect is earned, not given"?  I want to go against that conventional wisdom and explore the idea of giving respect on a daily basis.  Think of another popular phrase this time of year - it is better to give than to receive.  What is it about giving respect that will gain respect?

First, let's explore this idea from a company's perspective.  You have just hired a new employee and most new employees have some sort of 90-day probationary period where they are watched carefully for progress and how well they integrate.  I believe companies have an equally important obligation to prove to new employees why they made a good choice to join the organization.  Give your new employees words of encouragement, bigger responsibilities, invite them to team and client meetings, and basically show them all kinds of respect.  This will endear you to them and probably motivate them to work at a higher level of efficiency and productivity.

Now think of in from the employee's perspective.  Why would it be important to give all kinds of respect to your hiring manager and/or boss?  This is not just your run-of-the-mill butt kissing that I am suggesting, but rather giving genuine respect for the position that is held by this individual.  Try to find out what has made your boss successful in the organization and try to emulate that yourself.  If it worked for them, chances are it could work for you as well.

Lastly, this can apply to co-workers.  And it applies to both sides of the equation that I outlined above.  Companies should encourage their employees to welcome new employees with open arms and show them all kinds of reasons why the company is great to work for.  Be intentional about it.  New employees in turn should go out of their way to get to know other employees, both those that they directly work with and those they indirectly interact with.  The more you give, the more I can guarantee you will get back.

One quick personal example from long ago in my career.  When I started with Principal Financial Group I worked in a very large office building that had a lot of security.  You had to flash your employee badge every time you entered the building.  And if you forgot your badge, you had to stop at the reception desk, provide another form of identification, and receive a temporary badge.  I made it a point to get to know the security guards on a first-name basis.  One of them pulled me aside after about six weeks and told me I was the only person that had bothered to ask her name in her time as a security guard.  She in turn knew my first name and each morning she was making eye contact with me and telling me to have a good day.  Everyone else she was only focused on their badge as I had received her respect by giving a little on my end.

Can you tell me about a time where giving respect gained respect from a colleague or boss?

How to deal with the fourth quarter "pause" button

Quite often in life I wish there was a "pause" button to slow things down.  As I get older, it seems more and more appealing to be able to do that.  With one exception - job searches and interviews hitting a brick wall in the fourth quarter.  Budget crunches, busy schedules, holidays, quarter end, renewals, and much more tend to slow down interviews that may have started with a lot of steam.  So what is the best way to deal with the one time we wish we didn't have the pause button?

1)  Communication - this may seem obvious, and it is exactly why I start with this simple concept.  Whether it be the actual interview, an offer, a start date, or even review of a resume, there is no reason to not communicate effectively in the midst of that.  I had a candidate accept an offer last week with the idea of a start date after the first of the year.  On its face it is terrifying as that provides a minimum of a two-month gap between acceptance and the employee actually commencing employment.  What brings me comfort in this particular situation is the fact that I know my client is going to have all kinds of communication with the candidate.  In the past in this sort of predicament I even had a client invite the candidate to the company Christmas party BEFORE they started.  It all begins with effective communication.

2)  Patience - I know I have preached this before, but both clients and candidates alike can practice this strategy with fabulous results.  Throw the idea that this is the fourth quarter out the window and simply look at things from an objective perspective.  If you do that, it will become clear that next steps in an interview process will happen naturally when they are supposed to.  The biggest key to any interview working out is timing.  It has to be right for all parties to have a successful partnership.  In the fourth quarter that timing simply tends to fluctuate a little more.  If you can go with the flow, you will have fewer sleepless nights wondering what the other party is thinking.

3)  Creativity - if you are not having a lot of formal interview activity, why not find another reason to be in touch?  If you are the candidate looking to stay on an employer's radar screen, find a way to celebrate something with the employer.  Oftentimes they are having a Halloween party or posting something on their company Facebook page about healthy eating habits during the holidays.  Compliment them on those efforts and send a quick note.  If you are an employer looking to remain engaged with a candidate, why not check in and see what fall activities are happening in the lives of your prospective candidates?  Although this is a slippery slope if taken too far, it is a fabulous way to enhance the relationship between the company and the candidate, especially if employment is pending after hitting "play" again from the temporary pause in the conversation or interview process.

The bottom line is that the "pause" button while inconvenient at the time can sometimes be completely necessary.  I like to live my life in fast forward sometimes, so I suppose hitting "pause" occasionally isn't all bad.

Would you agree?

Can money buy a loyal employee?

As the economy and general job market continues to progress upward we have seen another interesting trend - more money in an offer or counter offer is not always the most important component of a total package for candidates.  So what is impacting careers decisions if not the almighty dollar?

You might be surprised with the first answer to this question.  It is the ability to work from home.  Don't hear what I'm not saying.  This is NOT an employee requesting to work from home one or two days a week.  This is simply requesting the ability to have the resources available to do work from home when necessary.  Whether it be a sick day, an evening, a weekend, or simply a day where you can't be in the office until mid-day because of a doctor's appointment or children's activity after school.  With smartphones, wireless internet, laptops, and much more technology available this is a great way to allow your employees to get work done outside of the normal 8:00-5:00 work day.  It also shows great respect for someone that you trust they will get their work done if provided with the right resources.

The second answer is more predictable, but I will argue that it ties into the first in some ways.  It is asking for more vacation/PTO time in lieu of a raise or bonus.  Work/life balance is becoming increasingly more difficult in a world that demands it.  Speaking as a parent of three small children, it means a lot to be able to leave every Thursday in the summer at 3:30 to get to baseball practice in time to help coach.  Then if the employee has ability to connect at home as described above, I would argue that the individual will be motivated to log in from home later that evening to stay on top of work projects/deadlines.  While still needing the ability to have enough vacation days to set up a flex schedule like that.

The third answer is more abstract but could be the most powerful.  It is the sense of purpose or belonging.  I recently had a candidate interview with a client on multiple occasions.  After the first interview there was still interest, but a few questions and concerns as well, including the salary range for the role.  The candidate had the opportunity to meet one of the principals during the second interview and came out with a very different perspective.  Words like vision, strategy, long term, and passion were used to describe the energy of the interview.  I asked if the questions and concerns from the first interview remained, and the candidate said that even if they still existed it did not matter.  Purpose trumps money every time.

I could probably construct a list of 10-12 more items, but I really want to hear from you.  I read another article recently talking about how more money does not buy loyalty, but only rents it.  Would you agree?  What other items can trump money when trying to recruit or retain an employee?

Why an interview is a marathon and not a sprint

Recently I have had some situations where employers and candidates test each other's patience as the interview process has been more protracted than anyone expected.  But with the exception of one that did not work out, the extra time proved to be priceless in ensuring the right long term match for both parties.

There was also a marathon held in Des Moines over the weekend, so I got to thinking about the differences in training methodologies between a marathon runner and a sprinter.  And how those differences may relate to the interview process.  Quick caveat as we tackle this topic together - I am NOT a runner.  So the perspective will be mostly related to my profession.  Heck, I have a hard enough time keeping up with my eight-year old son in our backyard these days.

The first tip is to think about the long term.  A sprinter has to lay it all on the line in a short period of time.  If you have a bad start, you likely can't make up for it.  A marathon runner in contrast has many different opportunities throughout a race to make up for lost time.  When interviewing for the first time with a prospective employer it is important to realize they don't need to know your whole life story in sixty minutes.  I often challenge candidates to see if they can get the employer to talk more than they do during the course of a first interview.  That way they can avoid talking way too much about their background, especially the parts that are irrelevant to the job they are interviewing for.

The second tip is to use your mind to your advantage.  In a sprint a runner is only focused on running as hard as they can in a short burst.  A marathon runner may need to intentionally slow down occasionally to store energy for the final few miles.  At any point in an interview both parties need to carefully select when and why to share particular details about the opportunity.  This is why several meetings may need to occur before knowing the position is a match for everyone.  Recently I had a candidate who wanted badly to share letters of recommendation during a first interview.  I advised why it could be much more powerful later in the process as it could look too much like it was forced.  This person took the advice, the company fell in love with the background, and the letters were only presented at the end as icing on the cake to confirm how good of an employee they were getting.

The final tip is to always run your own race and not let anyone else dictate your pace.  In a sprint you want to be the first out of the gates and push hard until the end.  In a marathon you could start in the back or middle of the pack and still easily win the race.  One of the comments I dislike after a first interview with a candidate is the fact that they hope to meet with several more candidates and will only be back in touch after that occurs.  It is de-moralizing to hear that as it might give the impression that the company did not like the candidate.  It seldom matters, however, because the employer most times either liked the candidate or they didn't.  And over time it will either be further reinforced or shown that there is indeed someone else that will win the race.  Bottom line is that at that point you have already done what you can.  So stay focused on what your plan was going into the interview and don't sweat the small stuff.

Have you ever needed a reminder that an interview is a marathon and not sprint?  If so, how did you respond?

How to remember past professional experiences

There are two clear ways to incorrectly remember your past professional experiences - first by denying they ever happened and secondly by only remembering them in a negative light.  None of us are perfect and our past includes both positive and negative experiences.  So how can we use these experiences to shape our future?

We all know the saying that hindsight is 20/20.  So why not use that to our advantage?  Regardless of whether it is a client or a candidate, I hear all the time about a recent bad experience.  A client who hired the wrong person for a role and wants to avoid doing that again at all costs.  A candidate who felt was promised a lot in the interview process, only to have those promises unfulfilled once the job is taken.  An initial response for either party could be predicted as I outlined above - deny the experience was bad at all, or only focus on how bad it was.  Neither move you forward.

Don't hear what I am not saying - we can all learn from past mistakes.  But simply dwelling on them or trying to hide them will not propel you forward.  Let's first explore why it is a bad idea to go down the path of denial.  If you are a candidate or an employer that feels like a bad job or bad hire was a one-time experience, you could be sorely mistaken.  Without having it be a recurring theme of an interview, it is okay to explore why something did not work out.  The manner in which you approach this topic makes all the difference in the world.  I had a candidate recently take a new position, was happy for about three months, and then the bottom fell out.  She admitted that she saw some tendencies in a new boss during the interview process that reminded her of an old boss.  But she chose to ignore those tendencies in the new boss and really hoped things would be different.  Instead of admitting that it might be another bad career move.  Something that could have been easily avoided through a little introspection.

The second idea here is even more dangerous - only remembering a past experience in a negative light.  I had a client recently go through significant turnover in a department.  The common thread was that a few of the new employees were coming from the same type of employer.  Hence the idea surfaced that everyone from that employer must be considered a bad option for a new hire.  You can probably see where I am going with this.  I sourced a candidate from that employer that happened to be fantastic.  The client would not even consider an interview as the experience was so bad with the other employees from that company.

The bottom line here is that regret is not something I recommend when looking in the rearview mirror of your career or your hiring patterns.  Instead learn from negative experiences, acknowledge that they are okay, and instead look forward to build a better future.

Have you ever looked back with regret or thoughts of negativity?  If so, what did you gain from it?

When to say "I don't know" in an interview

Conventional wisdom may tell you to never admit not knowing something.  Especially during the course of a job interview.  But I am here to tell you of three instances where it is actually a good idea to do just that.

1)  The first time it is okay to say "I don't know" is pretty obvious - it is when you really don't know the answer to a question.  Sound like common sense?  Of course it does.  But I can't tell you how many times I have had candidates lie, embellish, concoct, and dance around the answer to a question that they don't really have.  If you don't have experience in a particular area, and the employer is asking about that area, don't be afraid to tell the truth.  Instead point to being a quick learner or ask a follow up question regarding how critical the knowledge is to the daily job duties.

2)  Another opportune time to say "I don't know" is actually before an interview even takes place.  It is when an employer or a recruiter or a networking contact asks you if you are interested in even considering another job.   It is okay to be uncertain of whether or not you would leave your current employer.  It is also okay to consider a conversation when the outcome could be to stay put.  I see candidates far too often shut down the idea of any discussion about another opportunity.  While it could be seen as ultimate loyalty to your current employer, you will never know what else is available without exploration.  Or perhaps you will need someone to help with your search down the road and you'll want people to remember you fondly.

3)  I suspect this point will foster some debate, but saying "I don't know" to this interview question is far better than making something up that you don't plan on executing.  The question is "Where do you see yourself in five years?"  Most people will tell you to have an answer prepared for this question.  But I see a healthier dialogue coming from providing "I don't know" as your answer.  Clearly you will want to follow up with some additional details or questions on your end.  But unless you have received all kinds of assurance from the prospective employer that they can provide a good foundation for these five-year goals, you have some work to do to understand their culture and how many employees they have that celebrate their five-year anniversary with the company.  Until you know that, I don't know how you could honestly paint a picture of hitting that milestone.

Have you ever experienced another time in an interview where "I don't know" was the best answer?

Are you playing it too safe in your job search?

One of the top priorities of any candidate's job search should be confidentiality.  It only makes sense that you would not want your current employer knowing that you are exploring other job opportunities.  But there is a huge difference between being an active vs. passive candidate.  I want to explore a few of those concepts today to help define "safe" parameters when talking with other companies or recruiters.

1) I should NOT link to a recruiter or another company's HR person on Linked In.  I understand that some companies view the public profiles of their employees more than others, but in theory this should be pretty innocent and explainable if you do accept the LinkedIn invitation.  Especially if you are handling your search discreetly.  Most candidates I work with know enough to have all communication with me via cell phone and a personal email address.  Linking in to a recruiter or HR professional does NOT mean you are considering leaving your current role.  It could serve to be an excellent source of information for a myriad of reasons.

2) I will never take a call from a recruiter if I am not actively seeking another position.  Yet another myth to dispel here.  You may know of someone else that could be perfect for the job the recruiter is calling you about.  Or perhaps your paths may cross again in the future.  Give yourself some credit that you will be able to see through the smoke a recruiter is blowing if they are just trying to waste your time.

3) I don't need a Plan B for my career.  While I applaud you if you are so happy with your job that you would never consider leaving, keep in mind that your employer could always "leave" you.  We live in a day and age where companies make decisions on budgets and finance over any other form of common sense.  While you shouldn't live your life in daily fear of losing your job, you are fooling yourself if you think it will never happen to you.  Just like you don't plan on dying soon if you purchase life insurance, you are instead making a plan for the "what ifs" in life.

Please don't hear what I am not saying - you should not approach your job search too loosely.  There are plenty of people out there trying to take advantage of candidates all the time.  But sometimes to truly get the rewards in your career you do have to take a few risks.  If you are calculated, yet intentional, you will likely move forward and take things to the next level.

What risks have you taken in the past that paid off?

How do you build your brand? (Part Three)

This message will conclude my three-part summer series regarding branding.  I have enjoyed conversations with clients regarding this topic to not only help with the content of my messages, but also to learn valuable perspective on what is happening in the broader market.  While it is critical to create your own identity and brand presence, knowing what your competition is doing is of equal or greater importance to creating sustainable practices.  As a refresher, here are the three questions I have explored for the past several months:

1)  What do your current employees say?

2)  What does the market say?

3)  What does your competition say?

Today we will be focusing on the last one – what does your competition say about your brand?  I was intentional in leaving this topic for last as it is probably the last thing you worry about when creating your unique company branding strategy.  But I will argue it is something you should be possibly paying the MOST attention to going forward.  I believe there are three main reasons for this:

1)  Your competition in the market exploits not only your weaknesses, but also your strengths when talking to your clients and prospects.  The weaknesses are obvious as they would be trying to gain a natural competitive advantage if they feel they do something better than you do.  Or that you have historically done badly.  But think about this for a second – they are also talking about what you do well.  If they know part of your sales and marketing process or a service you provide is solid, they are going to try and do something similar.  What is the old saying – imitation is the greatest form of flattery?  If you can get your competition talking about YOU and not their OWN products and services, I would argue that you have already won.

2)   In the interview process it is critical to have a good reputation in the market.  If your competition has a healthy respect for what you do, that will translate into a positive vibe in the general market.  I recently had a candidate interview with two agencies.  The first one asked during an initial interview who else she was speaking with in the coming days.  When she mentioned the name of the second client, nothing but good was said about the agency and its reputation.  Keep in mind this is someone talking about their direct competition!  It left a very powerful impression on my candidate.

3)  Your competition is not only speaking to your clients and prospects (and trying to take them away from you), but they are also speaking with vendors, networking contacts, spouses, charitable organizations, and basically anyone within their spheres of influence.  I recognize that you won’t always be able to get your competition to say fair and enviable comments about your organization, but at least don’t provide them an opportunity to say something bad.

I hope this series has been thought-provoking for you as you continue to consider a formal branding strategy.  We have seen many clients in the past 8-12 months focus more and more on marketing strategy, advertising, social media, and general branding.  Many are even hiring outside firms or internal employees to focus on the message.  When used correctly, it can be a very powerful marketing tool to attract new clients, retain existing clients, recruit talented new employees, and keep the ones that you have very happy.

The death of the five-year career goal

I read an interesting article last week that focused much more on what you should be doing on a daily basis as opposed to focusing only on long term planning.  At first I really struggled with the idea, but the more I thought about it the author may have been onto something.  Let me explain.

First of all, focus on the things that you can control.  If you put together a great list of things you want to accomplish in five years but fail to execute the little steps along the way, I can guarantee you will be disappointed when that five-year anniversary rolls around.  The graphic I picked out for today was very intentional.  Goal setting should also include immediate and achievable ideas.  Otherwise you are just floating along and hoping to survive.

Secondly, be aware of your surroundings.  If you are not on a team that can otherwise support your long term goals, then perhaps something needs to change.  Conventional wisdom will tell you that staying at one employer for five years is a great thing, but I would argue otherwise if you are being held back in your greater career aspirations.  Don't hear what I am not saying - do not take this chance to chase new opportunities every six months to prove me wrong.  But rather just pay special attention to what is happening around you to see if it aligns with both your short term objectives and long term goals.

Thirdly, take some risks.  Far too often candidates and companies alike choose the safer route when making big decisions.  It could be related to staffing, strategic planning, infrastructure, and much more.  For candidates it is usually a decision to "stay put and make do" instead of making a career move that could be more rewarding.  For companies it is usually doing nothing that is the safest move, but provide very little upside.  Risk does come with some downside as things can go wrong, but the greater success must be kept in mind.  A risk right now might pay off to enhance your five-year goals and make them a reality.

Lastly, don't entirely forsake the five-year goal for the five-week or five-month goal.  Although I have made several points alluding to the "death of the five-year career goal", it was mostly to spark dialogue and debate.  With the holidays and inevitable New Years' resolutions around the corner, we all know what is going to happen.  We will put on 5-10 pounds from holiday eating, vow to work out more on January 1, stick with it for a few weeks or even a month, and then drop back into our regular routine.  If you really want to keep your weight down, make a plan now, execute it DURING the holidays, and simply continue the routine after the New Year.  Same can be said for goal setting.  Sit down and really determine where you want to be in five years.  And then don't waste another minute wondering how to execute those goals.  Make it happen now.  Even if you encounter some bumps in the road or fail on a short term goal, keep pressing forward every single day with new ideas.  Then in five years we can celebrate together for being in a better place.

What are your five-year goals?  Have you ever written them down?

Should you rehearse for a job interview?

Although you may not need to prepare an entire script ahead of an interview, I have seen from firsthand experience how a prepared candidate has much greater impact than one who wings it during an interview.  Lack of preparation is common blunder for first interviews especially as candidates get lulled into a comfort zone.  They are focused on providing a good "first impression" or aim to "be themselves".  While there is nothing wrong with that idea inherently, I am convinced that some rehearsal time can pay big dividends before an interview.

Oftentimes I will ask questions of candidates ahead of an interview just to see how they would answer.  I am surprised at how easy it is to catch someone off guard.  Sure you could argue that they will have their "game face" ready before the actual interview, but why not be prepared before that day even comes.  There are some common questions that even if you are expecting them can be answered with more precision if you think about your answers ahead of time and literally say them out loud.  It does not have to necessarily be in front of a mirror like the picture above, but small tweaks/edits can make all the difference in making the "right" impression instead of simply a "first" impression.

I thought of how simple this can be when driving my son and his friend to a basketball tryout this past weekend.  I told them that I felt there were really two things they needed to focus on during the tryout.  Instead of telling them what they were, I asked what they thought the two ideas could be.  They came up with one right out of the gates (which was to listen to the coaches), and between the two of them provided four really solid additional answers - have fun, stay hydrated, hustle, and be a good teammate.  Once they came up with the final list, I had them repeat the five ideas.  After practice I asked them how they felt it went.  Without pause my son answered, "We had fun, and I drank lots of water!"  His friend piped up, "We also hustled and listened to the coaches!"

So will they make the travelling team simply because of these five ideas?  Likely not for those reasons alone.  But were they more prepared and able to leave the "right" impression with the coaches?  Absolutely.  Lesson here is that if it can work for eight-year old boys who can't focus on much of anything for more than five minutes that it can absolutely work for professionals looking to make a career move.

What have you done to rehearse for an interview in the past?  And was it effective?

How to think outside of the box with your job search

This picture summarizes how many candidates approach their job search, especially at the outset.  They have likely read about some prescribed methodologies online and will move forward conservatively so that they do not break any "rules" early on.  While there are some benefits to this, I want to challenge the idea of going along with the crowd and show the benefits of thinking creatively with your job search.

First of all, think of every day like it is the day you could meet your new boss.  While the chances of this may seem quite slim, I have personally experienced it and benefited greatly.  Exactly ten years ago I started my new job with Capstone.  My boss reminded me of one of our first meetings when I was the insurance broker for Capstone as it opened its doors eleven years ago.  I brought doughnuts to that meeting and he liked the personal touch.  Simple, yet effective.  

Secondly, connect with people that might be impactful for your search.  As the world gets smaller and smaller each day that you meet more people, it is valuable to know who knows who in that sense.  You may connect with someone today at a networking event, a LinkedIn group, an industry-related convention, or any other number of places that could become a co-worker, boss, or ally in a job search.  Be memorable in those meetings as it could be a tipping point later on in an interview process.

Lastly, think like a child.  All three of my own children are fairly shy, but there is no stranger in their world.  If you give them five minutes to warm up to anyone they meet, they will quickly chat up a storm and share details of their day or recent past memories.  Very seldom is it something negative.  It is usually related to something fun we did as a family, a recent summer vacation, a fun story about a friend, or a general happy thought.  Far too often candidates are guarded and don't want to make a personal connection during a job search.  While you don't want to go overboard listing forty hobbies on your resume, these small details can make a good impression that could lead to your next job.

Bottom line is that once you stop listening to others telling you what NOT to do during a job search, the sky is the limit on what you CAN do.

What experiences do you have from a previous or current job search that were "out of the box"??

Choosing a job from the best of the worst available

I will do ANYTHING to get out of my current job.  I hate my boss right now.  The working environment is so hostile that I can't take another day!  These are all phrases I have heard from candidates recently as they embark upon a job search.  They are so miserable with their working conditions that any option sounds better than staying put.  There are some obvious dangers with this line of thinking.

First of all, I would never recommend taking another position just for the sake of getting a different job.  I can tell countless stories of candidates that have done so, only to find out that they weren't actually in the worst working environment.  They manage to find something even worse!  You may think that doesn't happen very often, but it is becoming an epidemic.  Finding the "right" job is harder than ever these days.

Secondly, if you have to talk yourself into all of the reasons to take a new position and refuse to look at any downsides, you are doing yourself a disservice.  We have all made the infamous "T chart" to compare strengths and weaknesses of a potential employer, but how many of us have taken that exercise seriously?  If you are anxious to leave a bad employment situation are you really looking at both sides of that chart, or are you completely focused on the minimal "good" aspects of the position just to fool yourself into taking the job?

Thirdly, are you actually comparing the good and bad aspects of your current job with the one you are about to take?  Or are you simply hatching your escape plan and only considering your job now to be 100% bad?  Candidates often reach out to me AFTER taking a job that would fit the category of "best of the worst" and lament about how the new employer doesn't have something that the former employer did.  No matter how bad this now former employer was, there was likely something you liked about the company.

Lastly, how are you approaching the interview process?  If you are walking into any prospective employer's door hellbent on telling them how awful your current employer is, do you really think they're going to outline some of the negative aspects of the role or company?  You just gave them a perfect excuse to tell you everything you want to hear and leave out anything that could potentially be a reason to not take the role.  I tell candidates all the time that in an interview you must always focus on why you are running TOWARD another opportunity and not AWAY from your current position.  See the small difference?  This change in philosophy could end of being the difference between taking a job because it is the best available in a bad market or really remaining patient and finding the right opportunity.

Have you ever known someone to take a position just to say they got out of a bad situation?  How did it turn out?

The best way to scare away a possible recruit

Quite often I hear from candidates after interviews who have had a bad experience of some kind.  The person they were supposed to interview with was thirty minutes late.  Or even worse totally forgot about the interview.  The hiring manager was unfriendly.  Or even worse asked an inappropriate question.  Once I even had a candidate run into someone they knew in the lobby that was also interviewing for the position.  At the exact same time with the exact same person.  Awkward!

I could share hundreds of stories like these from my ten years of recruiting, but there is one thing in particular that seems to consistently send candidates running for the door.  It is when a current employee speaks poorly of the company during the course of an interview.  Seem unbelievable?  While it should be, this happens way more often than it should.  Don't hear what I am not saying - this is not always intentional or even intended to cause harm when discussed.  It can absolutely be prevented though with just a few simple steps.

This problem stems from something more systemic in most cases.  Very few companies have a consistent process when it comes to interviewing a new candidate.  Which means they don't discuss HOW to interview a potential recruit with the internal team ahead of time.  Or they don't sit down as a team after an interview to discuss what went well and what did not go so well.  Most people are not professional interviewers, and that is an okay thing.  Your employees will probably spend less than 2% of their time ever interviewing someone else.  Which could be the question "What difference then does it make?"

The issue here is that candidates will talk after an interview.  You know the old saying - if someone has a good experience they tell one person, if they have a bad experience they will tell nine people.  So if you have no plan of action before, during or after an interview, you are exposing yourself to liability to your brand and what the market is saying about your company.  If you let a current employee interview a possible recruit and they do not have a course of action to take they could vent about a boss who is difficult to work with.  Or how the benefits really aren't that good.  Or maybe there is a lack of flexibility to work from home and this person really wants a part-time schedule.  These are all pitfalls that can be avoided.  Or mitigated if there is a better plan in place ahead of time.

One of my best clients actually has HR meet with a candidate last.  They will come into the office, interview with 2-3 people on the team, and THEN sit down with HR.  They will discuss how the interview went.  What does the individual think of the company after the interview.  What was discussed in the course of the interview?  It is a brilliant safeguard to ensure the message about their company is consistent.  Seems like a simple concept, but very few companies care enough about the actual process to make sure possible recruits are not running for the door after a bad or even mediocre interview.

Have you ever experienced something that sent you running for the door?

Is your recruiter full of bull?

I had a candidate reach out to me recently that I am actively working with regarding her search for a new position.  She had received a call from another recruiter who claimed to have found her resume online and knew that she was looking for a job.  It freaked her out a bit as she has NOT posted her resume to any boards and very few people know she is considering a move.  I reassured her that this individual likely found her on LinkedIn or a company directory and it was a pure cold call.


So how was she supposed to know this individual was "full of bull"?  For a little clarification, I have chosen this title for two reasons.  First of all I did not want to use the other half of the word commonly referred to in the shortened version - B.S.  Secondly this week is the great Iowa State Fair, so you knew I was going to find a way to incorporate that into my blog.  The photo above is of a former "Big Steer" champion.  This year's winner was quite similar to this one and weighed in just over 3,000 pounds.

Now that you have your fill of State Fair stats, here are some great ways to know if your recruiter is full of bull or knows what they are talking about:

1)  Do they really have an opening?  Oftentimes larger recruiting firms have staff that are dedicated to nothing more than casting a wide net and collecting candidate profiles.  On the surface there is nothing wrong with this idea.  The problem is that you will likely be thrown into a database with hundreds, if not thousands, of other candidates.  They may or may not code your professional experience correctly and subsequently you could get random calls in the future about openings that are not even close to a match.  Or even worse someone else in the office could send out your resume unbeknownst to you and breach your confidentiality.

2)  How much do they know about their client?  We try to know as much as possible about the details of an organization when we are partnering with them.  If a recruiter calls you up about an opportunity and struggles with the details, that is not a good sign.  They might be piggybacking off of a posting they saw online and only guessing at who the employer is.  Once they gain access to your resume, they will THEN use that information to track down a client and hopefully secure the permission to send over a resume.  It is backwards logic and again could breach your confidentiality.

3)  How did they get your contact information?  If a recruiter is initiating the contact, they should be able to tell you where they found your information.  Even if it is simply a cold call from finding you on Linked In, that is not necessarily a bad thing.  Especially if the first two questions above can be answered with confidence.  That means that some research was completed ahead of the call to ensure a good match for the potential opening.

Have you had an experience where a recruiter tried to call you and sell you a line of bull?  How did you react?

I got the job - now what?!?

A common question I get after a candidate interviews for a job is "What is the next step?"  Most interviews go in a linear progression that end with either a job offer or an eventual declination.  During the course of the interview process I have discussions all the time with candidates and clients alike regarding appropriate communication before, during and after each step.  But one area that is often forgotten is that time period between acceptance of an offer and a candidate's first day.  How much communication is necessary?  Who should initiate the communication?  Is any necessary at all?

In ten years of recruiting I have seen a wide spectrum from very good to very bad.  From candidates not showing up for their first day to clients forgetting a person's start date, it is not a good sign if things start off that badly.  On the other hand I have seen clients invite new employees to company picnics before they even start, go out for dinner with a prospective client the week before a start date, and one time even had a candidate help someone else in his new employer close a deal before a start date.

I have three simple suggestions to ensure your first day on the job is as good as possible:

1)  Speak with HR at least once before your start date.  You will likely have communication during the acceptance stage to exchange paperwork, run a background check, and coordinate details with I.T. to get your work station/office arranged.  But I am suggesting even one more email or call.  Perhaps the week before you start.  Ask if there is anything else you need to bring on your first day.  Confirm what the dress code is on a daily basis.  Show some excitement about the start date.  Outline your general plan for your first day, week, and month to show some forethought.  All of this will show a high level of engagement on your part.

2)  Ask to come into the office once before your start date.  This may or may not be necessary, but most people bring some personal belongings to the office.  Whether it be pictures of your family, basic items to have at your desk, or even something to hang on the wall.  These are all things that can be taken care of after you start, but you might as well knock it out ahead of time if the employer is willing to allow it.  This creates a sense of buy-in and sends a strong message that you want to be ready to focus on work the minute you arrive the first day.  You won't need to move six boxes of personal items in the first morning instead of attending training or meeting some of your colleagues.

3)  Do something for your new boss.  Connecting on a personal level can be a fabulous way to gain trust and generate excitement.  Hopefully during the interview process you learned something about your boss that will help in this regard.  Maybe he/she is a big fan of a particular coffee or bagel shop.  Bring in a dozen bagels from that bakery a week before your start.  Perhaps there is a team that individual follows.  Send an email or call about a recent game that you watched and thought of them.  This does not have to be done on a grand scale and I always recommend being creative without going overboard.

As you can see, none of these suggestions are rocket science.  A surprisingly small number of people, however, even think for a second about any of them.  All of these (and many more if we had more time to discuss) can serve as a reminder to your new employer why they hired you in the first place.

Have you ever employed any of these tactics?  Or perhaps have one not listed here that worked well?

Feeling trapped in your current job?

Let's see if I can pull off this comparison - feeling trapped in your current job vs. feeling trapped in the incredibly small cars/trams that take you up into the famous St. Louis Arch.  I don't know if you can tell that the picture above is that tiny compartment, but it is.  My family traveled to this legendary landmark a few weeks ago and it had been almost twenty years since I had taken the ride to the top.  My kids are not very big, but squeezing our family of five into that space was pretty interesting to say the least.

There were many thoughts that ran through my head, but one was overwhelming - I don't want to be in here, even if they say it is only four minutes to the top and three minutes back down.  That was seven minutes too long in my book!  So the question is, have you recently had this thought at your desk?  The thought of working even one more day in your current job almost unbearable?

In my opinion there are three very clear cut ways to handle this dilemma:

1)  Run for your life.  Life is short and you could quit on the spot to save any additional pain and suffering.  If things are really that bad at work, then you have to take this option into consideration.  The problem with this is that you immediately become unemployed without a job if you quit without something else lined up.  I can also tell you from experience that it will appear as a red flag to prospective employers.  Even if your reasoning is solid, this will create some unnecessary tension when someone asks in an interview why you left your former employer.  So this is not an option I hardly ever recommend even though many candidates consider it.  Usually it is based off of emotion, and you have to think with your head, not your heart, in these tough situations.

2)  Talk with your boss.  This option also comes with some risk, but I have also seen it come with reward.  Perhaps there is a change coming that you didn't know about that could resolve some issues.  Or your boss could see some mutually beneficial ways to solve any existing problems.  When I first meet new candidates, I always ask how they would feel if the end result of a search is that staying put is the best option?  Most people can't fathom considering that, but it happens more often than you would think.  Timing is everything in this business and sometimes the timing simply isn't right.  You may need to work extra hard to make your current employer the place to be instead of pushing a square peg through a round hole and change just for the sake of change.

3)  Grin and bear it.  Prospective employers are looking first and foremost for candidates that are not unhappy with their current jobs.  So even if deep down inside you are miserable, you have to remember that no one wants to hire someone that is running AWAY from a problem.  They would much prefer to hire someone running TOWARD a better solution.  This will start with your attitude at your current job.  I can tell you right now that it will also help you get through your daily grind.  I know it sounds like a bad fortune cookie prediction, but sometimes putting a positive vibe into your work will create a positive result.  You sure have nothing to lose as you're likely not going to be with the employer for much longer.  It is always better to end on a good note as well, if possible.

Any other suggestions on how to handle the feeling of being trapped in your current job?  Or comparisons other than the St. Louis Arch elevators?  As always, I welcome and covet your thoughts!

How do you build your brand? (Part Two)

This is part two of a three-part series I began a few months ago regarding branding.  If you recall I was hoping to explore three facets of branding your company.  This could help to create awareness about your culture, working environment, and much more.  Those three items regarding branding are:

1)  What do your current employees say?

2)  What does the market say?

3)  What does your competition say?

Today we will be exploring #2 – what does the market say about your brand?  At an organic level there are only two general responses.  The market either has a positive perception of your brand or a negative perception.  The truth could lie in the middle, but for the purposes of this conversation I only want to focus on these two.

Let’s first talk about the positive end of the spectrum.  I will break this into two categories as well – intentional and unintentional.  Intentional branding is an effort to communicate a clear message regarding what you are doing surrounding employee recruitment, retention, employee benefits, and overall working culture.  Your current employees can then take this message into the market when talking with friends and family, vendors, former colleagues, future colleagues, and any one in general.  This provides an invaluable positive image in the community.  That seems easy, so what do I mean by unintentional branding?  These are the little ways that you take care of employees that end up being communicated at home around the dinner table and in personal and professional circles.  You allow some flexibility with working schedules around holidays.  You remember employee’s birthdays and surprise them with cupcakes.  You provide some tokens of appreciation throughout the year with gift cards to a local restaurant.  It may seem small, but I have spoken with many placed candidates over the years that get so excited about the little things that it turns them into longtime and loyal employees.

Now the negative end of the spectrum.  No company in their right mind is going to intentionally brand themselves as a “bad” place to work, but it happens in everyday communications and interactions with employees.  I recently had a candidate who switched jobs about six months ago.  She thought she was going to a better situation.  You know the old saying – the grass is greener on the other side of the fence.  Well, in this case it clearly wasn’t.  So as this individual begins another job search after such a short period of time, the market will quickly learn that this particular employer is not stable, does not have a good working culture, has very few actual resources to support client service, and in general is not a good place to work.

These may seem like small things, but perception is everything in today’s ever-increasing competitive marketplace for good talent.  We have been helping clients for the past several months create a completely new idea of branding so that the message is concise, clear, and consistent.  The more positive things the market is saying about working at your company is going to lead to more productivity from current employees, the desire for more good talent to join the team, and an overall good public perception of your company.

What are you doing to create this positive branding in the market?

When to hit the gas vs. the brakes during an interview

One of the most difficult parts of my job as a recruiter is balancing the expectations of candidates regarding timing with what the client's expectations are during an interview process.  I happened to think about this over the weekend as I attended the Good Guys' Autocross at our State Fairgrounds.  There is nothing like seeing and hearing these machines race around the track on a hot summer day.  What struck me was how they all approached the course differently.

The cars that clearly had the most happening under the hood oftentimes struggled the most with the tight corners.  As shown in the picture above, if the driver gave it too much gas, the brakes may not slow things down quickly enough before taking out a few cones.  In stark contrast there were also some cars that were clearly not out there to set any records, like a pink 1971 VW Bug convertible.  Amazingly though, it was one of the few cars that did NOT knock over a cone at some point or get loose on a corner turn.  So which is better when approaching an interview - slow and steady wins the race, or go all out and hope for the best?

My answer may surprise you - it is both.  You have to create a strategy going into an interview, yet also be willing and able to adjust mid-way through as the circumstances may change.  We were standing close enough to the pits to hear some of the drivers and crew discussing the best approach to getting around the track and what they may tweak on the car.  If you can adjust on the fly with your interview, especially in regards to timing, that will greatly benefit you.  There are many ideas/tips that I could share, but below is one example of when to hit the gas and one example of when to hit the brakes.

It is always a good idea to hit the gas if you have multiple interviews going on at the same time and one of them picks up steam.  Don't hear what I'm not saying - it is never a good idea to back anyone into a corner if one interview moves along more quickly than another.  But what is always fair and something I recommend is open and honest communication.  Let your recruiter (and employers you are interviewing with) know a reasonable expectation of your timing in regards to other interviews.  You may not always see if coming, but if you can give more than a 24-48 hour heads up, that is ideal and shows your cards without overplaying them.  This is particularly critical if the interview picking up steam is not your #1 choice.

Now, when to hit the brakes.  Believe it or not the best time to hit the brakes is when you're moving too fast and the employer is not keeping pace.  Similar to the autocross drivers not wanting to hit the cones by flying through a corner or hairpin turn, you don't want to press too hard with a company you are interviewing with even if in a perfect world you want things to move more quickly.  There are only a few conclusions an employer can come to if a candidate presses too hard on timing.  First of all, the candidate could appear desperate to get out of a bad situation and needs to land a job quickly.  Secondly, the candidate could be perceived as attempting to get two offers at the same time in order to leverage one over another.  Lastly, they could simply be seen as impatient and that is not always a good quality to have as a new employee.  So as much as hitting the brakes could seem counter-intuitive, it could be the best thing to do at the time.

Bottom line is that there is no one answer on the perfect time to hit the gas or the brakes.  The best thing to do is feel your way along the track so to speak and listen to those around you in your "crew" as they might have a different perspective than you behind the wheel just doing everything you can to keep the car on the track.  Or in this case the interview process.

Do you have any examples of recent interviews where you have either had to hit the gas or the brakes?  I would love to hear about them!

Is your interview prep a high wire act?

Can you imagine preparing for a walk across a two-inch high wire over the Grand Canyon without doing a little homework ahead of time?  Perhaps you saw this death-defying act yesterday on the Discovery Channel.  I am sure it took months and months of prep work, homework, research, and statistical analysis to ensure the utmost safety despite the overall danger of the act.

I realize this is a little extreme when compared with a job interview, but some common themes can easily be applied when considering how to prepare for a job interview at any level.  Here are a few ideas:

1)  Expect the unexpected.  I heard that Nik Wallenda (pictured above) practiced with high powered fans to know what a 50 mph wind gust might feel like and how he would need to react.  In a job interview this could translate into thinking ahead of time for very direct questions such as "When have you experienced conflict with a colleague and how did you handle it?" or "When have you used a unique closing technique to land a sale?" or even "If you were a tree, what kind of tree would you be and why?"  True story, that has been a question I have had a candidate tell me about after an interview.  You can never be fully prepared for off-the-wall questions such as these, but just thinking ahead of time about some zingers could put you in the right frame of mind for the interview.

2)  Bring the proper tools.  Nik decided to do this walk without any kind of safety harness, but I guarantee you that he had a particular kind of shoe designed for this profession, a perfectly balanced pole with an exact design, and he likely had a team double check every place the wire was connected to the ground for stability.  In the same way it only makes sense to make sure you have the basics for an interview - extra hard copies of your resume, any applications that were required before the face-to-face, examples of your work if and when necessary, and even possibly a professional looking portfolio with a pad of paper and a pen to take notes.  Seems simple, but many people just "wing it" and are not fully prepared.

3)  Clear your mind before the interview.  I don't know what was going through Nik's head before he took his first step, but I am pretty sure he wasn't thinking about what groceries he needed next week or how much laundry he needed to get to later that day.  He was laser focused on the task at hand and certainly cleared his calendar ahead of the event.  Again, sounds simple, but I hear often from candidates after an interview that they hadn't allowed enough time to get to the office and were almost late.  Or another conflict that arose before an interview that caused them to be a little hectic.  These types of small mistakes can cause you to be distracted before an interview.  If first impression is everything, the last thing you want to do is walk into an interview thinking about anything other than the interview.

The favorite thing I like to hear before an interview is that a candidate is a bit nervous.  The means they are fully engaged, thinking only about the interview, and hopeful for a good outcome.  If you do the little things ahead of time, you are much more likely to have a good outcome from an interview.  Again, I realize that no interview is life or death like a high wire act, but extreme examples like this can help put you in the right frame of mind to have success in an interview.

What are other ways you have heard to prepare for an interview that might be more out of the ordinary?  I would love to hear your stories!