Holiday tips for your job search

It seems like this time of year everyone has a few tricks or ideas to get through the holidays.  Either to enhance the joy of the season or is some cases flat out survival.  From gift ideas to travel tips to party planning to baking and cooking gems there is an expert willing to dispense their knowledge at a high level.  So I thought I would throw my hat in the ring to provide some holiday thoughts related to your job search.

1)  Seek balance.  With party after party after party with sweets, drinks, and extra meals, have you ever craved a good salad over the holidays to put an end to the seemingly endless stomachaches?  In the same way, take some time off of your search to spend with loved ones or flat out "me" time.  Catch a few movies, sleep in, and enjoy some down time.  It is still okay to stay active during the holidays, but with many hiring managers away from the office the response rate may be delayed.  So don't feel guilty if you're not online ten hours a day looking for that "perfect" opening.

2)  Set goals now.  Have you ever noticed how many people use New Year's Resolutions as a crutch to do whatever they want to do over the holidays?  Go ahead and put on fifteen pounds because you are going to vow to lose twenty by January 1, right?  Why not set a reasonable goal to lose ten pounds in the new year and gain no more than five over the holidays?  In the same way, think of where you hope to be with any pending career moves NOW and then generate activity in the coming days and weeks that move you closer to those goals.  No sense in waiting.

3)  Be thankful for what you have.  Instead of asking our kids what they want for Christmas each year we like to remind them what they already have.  It makes the idea of asking for everything in the Toys R Us catalog seem a little more ridiculous because they are already reflective on how blessed they truly are.  In your job search the first question you should always ask yourself is why am I not happy now?  Or better yet, am I happy and I don't even see it since a few things here and there don't go my way.  News flash - there is no such thing as the "perfect" job or "perfect" employer.  Maybe, just maybe, you should be more focused on how you can make your current situation better before you jump the fence to see if the grass is any greener on the other side.

4)  Take time to reflect.  I have seen a lot of commercials recently for shows coming up in the next few weeks that are reviewing the year of 2014.  If pop culture, music, TV, celebrity news, and world events are all worth reflecting on, isn't your current working situation a good one to think about too?  Try to be objective and view things from a 30,000-foot perspective.  We always live in the now and sometimes forget to look back to see what has shaped us and led us to where we are now.  This is particularly poignant for a job search.  Why are you even looking in the first place?  How many moves have you made in the past five years?  How many of your career goals have you achieved?  If you even set goals in the first place.

5)  Find a mentor or thank the one you have.  I am fortunate to have several people in my life that I can always count on if I am facing a difficult or important decision.  Career moves definitely fit into that category.  If you don't have this voice of reason to rely on during a job search you might make a move that goes bad and could have been prevented.  As a third party recruitment consultant I like to think I fit into that category for my clients and candidates alike.  But if you don't have that luxury, lean on the shoulders of those that have gone before you.  People that have made mistakes, recovered from them, and have learned something that could be valuable to you.  Mentors are ALWAYS willing to provide their wisdom and knowledge.

What other tips have gotten you through the holidays that have coincided with a job search?  Have you had something happen recently that would be good for others to know?

Happy holidays to you and yours.  I have enjoyed sharing my thoughts through blog over the past year and really look forward to more topics to explore together next year!

Don't give up, don't ever give up on your job search

For those of you that are not sports' fans and possibly have not heard about Jim Valvano's infamous speech many years ago, you should Google it and watch it.  Even if you don't know the first thing about basketball you will be inspired.

It holds more significance for me as I coach my son's fourth grade basketball team.  My son and I watched it together during Jimmy V week, and he didn't quite understand why I was crying throughout the entire piece.  I even used the inspiration to get the boys fired up over the weekend in a game where we were down 18 points and it looked like it was over mid-way through the second half.  I asked if anyone wanted to give up, and of course none of them did.  We came all the way back to force triple overtime and lost in heart-breaking fashion on a made free throw by the opponent.  We could have all thrown in the towel, had the same outcome (a loss), and on paper we would be in the same place today.  I was thrilled the team didn't want to go down that path.

I can't tell you how many times I have worked with candidates and clients alike that were ready to throw in the proverbial towel.  The candidate(s) couldn't find the right job or get the offer on the job they really wanted.  The client(s) couldn't find the right candidate or get themselves talked into extending an offer on a candidate that really wasn't their first choice.  Here are some thoughts that Jimmy V would probably offer to someone caught in that situation:

1)  Give it your best, even when you don't feel up for it.  The night of his infamous speech Jimmy V needed help getting up and down from the stage.  His body was worn down from tumors, treatments, and general weariness.  He admitted to not wanting to be there to accept the award, but he came despite his exhaustion and pain.  You would never know by watching his speech how awful he must have really felt.  If you are experiencing pain in your life, no matter how significant, show up to an interview or a meeting giving 120% as you don't know if that is your only shot at making an impression.

2)  Don't listen to others telling you to stop.  At one point during his speech Jimmy V mocks the red light that is the sure signal from the producers of the show that your time was up.  He joked that he is about to die from the dreaded cancer taking over his body and they wanted him to wrap up his thoughts in a matter of seconds.  He seized the opportunity and powered through, giving one of the most memorable speeches in recent sports' history.  During you search you might come across people that think you should just stay put and remain miserable because that is just what work life is all about.  Don't listen to those people.  Go blaze your own trail!

3)  Let people know you care.  Some professional business coaches and recruiters say to keep emotion out of the interview process.  I don't necessarily agree with that.  At one point during the speech Jimmy V says, "To me there are three things everyone should do every day.  Number one is laugh.  Number two is think, spend some time in thought.  Number three, you should have your emotions move you to tears.  If you laugh, think, and cry, that is one heck of a day."  Maybe keep most of the crying out of an interview, but you get the point.  Being relate-able is a lost skill in today's world of sterile social media posts for updates on peoples' lives.  Tell some stories, live a little, and show the person on the other side of the desk that you are a real person.

If you really listen to the speech you will notice that Jimmy V doesn't talk much about basketball despite being a coach.  His sage advice can be applied in many aspects of life, and I'm here today to insert it into the conversation regarding your job search.

What inspires you to look for a new job?  Or procure the one you are in final stages with a prospective employer?  The holidays and year-end usually bring up many of these questions.  Happy to hear your stories and thoughts as always as you reflect this time of the year.

How to overcome a mistake during a search

We have all been there at some point in our careers.  Considering a move, talking to another employer or two, and you fear you stumble by making a mistake or misstep in the process.  I would make the case that a mistake is bound to happen at some point.  It is not necessarily about prevention, but rather how you react when it inevitably happens.

I thought this picture was perfect for my blog topic today as it is an everyday item tripping someone up.  The proverbial slip on a banana peel is something you have likely never seen happen in person, but everyone can relate to the story that is being told.  I also think this time of year about slipping on that patch of ice you don't see coming after a winter storm in the Midwest.  After the slip you always find yourself looking around to see who saw that slip.

When a mistake is made during a search you may do the same thing.  Maybe you were a little late to the first interview.  Or you forgot to add an accomplishment to the most recent copy of your resume before the meeting.  Maybe even brought the wrong copy of your resume to the employer.  You can really sit and wonder if you blew it or you can work through the mistake when it happens.

I am all about moving on.  You must not pretend like the mistake never happened, but you have to keep going forward.  Acknowledge that it occurred and then try to overcome any lost momentum.  My son's youth basketball team had a game yesterday and on an out-of-bounds play accidentally scored on the other team's basket.  Two points for them and a lot of confusion for our team.  As the coach I decided to let them play through it and talk about it at the next timeout.  I brought the play up, asked if anyone was still thinking about it, and of course the answer was no.  They had already moved on and we ended up winning a close game.  By that time the mistake was a distant memory.

Now what if the mistake is a big one and can't just be overlooked as easily?  First thing I would suggest is to own it.  Do not act as though it did not happen.  Recently I had a candidate show up over two hours late to a meeting.  Granted traffic was the main cause and out of the candidate's control, but that is a big problem.  The client still met the candidate, had concerns afterward, we all talked about it, and everyone acknowledged it was not a deal killer.  The candidate really took ownership of the issue and apologized for not allowing enough cushion up front.  It is still likely something in the back of my client's mind, but that idea of accountability really seemed to resonate.  Joan Collins once said show me someone who has never made a mistake and I'll show you someone who never achieved much.

Lastly, what about the mistake that you don't even know happened?  This is the hardest one to overcome and requires a little more work.  This is when you can sense some tension during an interview or when receiving some feedback.  You sense some hesitation and wonder if you went wrong somewhere.  I would recommend digging into it a little more.  Without being overwhelming ask the direct and honest question - is something wrong?  I can't tell you how many times candidates and clients alike have admitted to something when I pushed politely for an answer.  Sometimes it is told to me in confidence, but without being able to process bad news occasionally we would all be left wondering.

How about you?  Have you overcome a mistake during a search that turned out well?  Or perhaps even one that did not turn out well but sharing with others could be a learning experience.

Why you should practice your laugh before an interview

I have spoken in the past about the need for preparation ahead of an interview - think of questions that might come up, form some initial answers, and be sure to research the company before going in for the interview.  So you may ask - why in the world should you practice laughing before what could be a very serious and challenging interview?

I can think of plenty of reasons, but there are really a few that are most relevant if you really try to break it down.  This thought for a blog about laughing all came about when my family sat down for our weekly viewing of America's Funniest Videos.  I was upstairs getting the popcorn ready when I heard raucous laughter coming from our basement.  I feared they had started without me and seen a really classic clip already.  I raced downstairs only to see the DVR still paused and nothing happening.  Meanwhile my wife and children are rolling around on the floor in hysterical laughter.  Turns out they were "practicing" their laughter to get warmed up for the show.

They were immediately in a good mood and expecting the show to be hilarious.  Almost like a self-fulfilling prophecy.  Which brings me to my first point about practicing your laugh before an interview.  If you think going in that it is going to be an enjoyable experience, I argue you have already increased your chances of that happening.  Think of the opposite thought - if you are nervous and anxious going into the interview, so much that it impacts your ability to coherently outline your professional experience, do you think there is a chance you might come across as nervous?  Instead why not walk into the room with a smile on your face?

Secondly, a good laugh can always break the ice.  I once had a meeting with a very important client and I was scheduled to sit down with the hiring manager who was known to be incredibly serious and dare I say occasionally grumpy.  It happened to be a Wednesday, so I asked my HR contact before the hiring manager arrived if she had seen the Geico hump day commercial with the camel walking through an office.  Which at the time had recently aired for the first time.  She started laughing and said it was her favorite new commercial.  The hiring manager came in while we were in the midst of our laughter, and we shared the story briefly with him.  He admitted to having just seen in the night before and said it was the funniest commercial he had ever seen.  We jumped right into a very productive meeting with a smile on our face.

Lastly, a good laugh can be memorable.  When interviewing for a position where you might have significant competition, being memorable is necessary.  I am certainly not suggesting an out of control hyena laugh, as that would create a bad memory.  Having a genuine, heartfelt, really solid laugh could be something that could put you over the edge.  Am I stretching things a little here?  Absolutely.  A good laugh alone will not get you hired.

The bottom line is that you need every edge you can get out there in a competitive job market.  If not a laugh it could simply be your smile.  Or your posture.  Or being articulate.  Or prepared.  Or well dressed.  The list could go on and on and on.  So I challenge you to think outside of the box when considering how to prepare for an interview.  And if laughter some day gets you the job, I want to know about it!

When to add an accomplishment to your resume

This morning I was reminded in a powerful way that it is never too early or too late to accomplish something meaningful in your life.  I attended the installation of class officers and representatives for the elementary school my son attends.  They elect individuals from each class in third through fifth grade.  After the election they attend meetings to make the school a better place.

I felt challenged and inspired by these young up and coming leaders.  The mayor of our city also attended to swear them in to their newly elected positions.  She made a few remarks and told the children that it is never too early to begin showing leadership skills and aspiring toward higher offices or greater accomplishments.

It got me thinking about all of the parents sitting in the audience, myself included.  It first led to an even simpler question - what have I accomplished recently at work or at home that I was proud of?  I was able to come up with a few good examples and felt encouraged to add to that list in the coming weeks and months.  I am not a job seeker, but my job is obviously to counsel those that are.  So what have you accomplished recently as a job seeker that may benefit your search?  And how to you properly outline those on a resume?

I have a couple of thoughts.  First of all I think accomplishment or achievement sections on a resume have officially replaced "hobbies and interests".  When I started in the business over a decade ago it was commonplace to see people listing things like fishing, hiking, golfing, etc. at the bottom of their resume.  With social media there are many more opportunities to make that information known without listing it on your resume.  Today what most employers are looking for are prospective employees that have actually done something noteworthy that could impact their performance on the the job.

Secondly, it is important to have current information listed in this section of your resume.  Not to slight anything that might have happened fifteen years ago, but unless it is incredibly significant I want to know what you have done recently.  For instance I went through a powerful leadership course about 12 years ago.  It was an incredible experience that I cherish and still keep in touch with many people that I met.  But if that is the only "recent" accomplishment that I can list I am probably in trouble.

Next, show me the direct correlation that accomplishment has to your professional experience.  If you read my blog from a few weeks ago you would know that one of my partners at Capstone completed her first half marathon.  If her only goal was to lose a few pounds or raise money for a worthy cause that is still great, but doesn't necessarily correlate to making her a better employee for our organization.  I know for a fact, however, that it impacted her work product in a very positive manner.  She set similar goals for herself here at work and it inspired all of us to keep pace with her aggressive goals.  It was related to the achievement and absolutely helped her professionally as well as personally.  

Lastly, I would emphasize that treating accomplishments as more of a verb than a noun will provide exponential benefit going forward.  Keep accomplishing on an ongoing basis and challenge yourself to make a change to that section of your resume every single year.  After nearly twenty years of professional experience I can say I hope my greatest accomplishments are all still ahead of me.  Surround yourself with like-minded individuals, find ways to incorporate this into all of your job search, and absolutely add them to your resume when you can.

What is something you accomplished recently that you were proud of?  Did you add it to your resume if you are in fact in an active job search?

Why you don't need all the answers in an interview

Have you ever had that one tough question you just didn't have the answer to during the course of an interview?  Or walk out of an interview stewing over an answer you thought of to a question that came early in the conversation and you simply didn't give the best possible answer?  It happens all the time from my experience, and I am here to tell you it is okay.

My wife and I went to a movie over the weekend that had a cliffhanger ending.  It really left you wondering with more questions than answers.  It drove both of us crazy for a period of time until I told her that in my opinion that lack of clarity in the ending made it the best possible ending.  The director did their job very well as it is something I will likely talk about for a long time to come.

Don't get me wrong here, I don't want a hiring manager or someone in HR finishing an interview with you simply scratching their head like they don't know what just happened.  Quite the contrary as I am suggesting that the best possible outcome of an interview just might be everyone wondering and talking about you for a long time to come.  And not because you had mustard stains on your shirt or totally blew the interview, but rather a sense of intrigue and numerous directions for the conversation to go well in the near future.

I can give you a real world example from something that happened recently for a candidate of mine.  He went in for an interview for Position A.  That hiring manager was not available and he instead interviewed for Position B and Position C with two other hiring managers.  The candidate was not prepared, but handled it with grace.  The client got back to me that he could possibly be a candidate for those positions, but they wanted to bring him in again for Position A.  He nailed it, the client hired him, and everyone was pleased with how well he handled the situation.  Had he tried too hard to answer all of the questions in the first interview with the positions that weren't as well matched to his background he might have looked like he was just trying to get any job he could other than his current one.

The other thing to keep in mind is that companies don't often have all of the answers regarding a position or role that may open up.  If that is the case, how can they then expect you to have all of the "right" answers as a candidate?  Instead I always encourage productive dialogue that seems like it is progressing in some sort of linear fashion.  As long as that is happening, you are usually heading in a good direction.  If you simply have no answers at all then you have a problem.

Lastly, I like to empower candidates to say "I don't know" in an interview.  I know I have been caught in questions before where I tried to make up an answer on the fly.  It usually hasn't turned out well for me.  Instead try to focus on your ability to learn quickly or relate to something that is along the same lines as the original question.  You don't want to say it too many times as you eventually look incompetent.  Admitting up front you may not know an answer to a question shouldn't disqualify you from the job on the spot.  Maybe the company has interviewed five people before you, and they have all replied "I don't know" as well.

Have you ever had a difficult question you couldn't answer in an interview?  If so, how did things shake out at the conclusion of the interview?

Importance of goal setting in a job search

When is the last time you set out to accomplish something and actually sat down to outline a strategy?  A plan that has achievable goals and steps to consider in some sort of linear progression.  Whatever that goal was, I bet it was something that was satisfying upon completion.  Similarly, you should really sit down and clearly identify your goals when considering a job search or career move.

Yesterday I got up early, went to downtown Des Moines with my family, and watched my brother-in-law and business partner run a marathon and half-marathon respectively.  It was inspiring, especially considering I had my children there who previously had no concept surrounding how difficult it might be to train for such an event.  I am also a realist and looked back to what the past six months must have looked like for them, along with the other 10,000 runners.

First, I am confident they made a conscious decision to push through any pain that might occur in early training or even the day of the race when they hit the proverbial runner's "wall" where you think about quitting.  Similarly you must enter a job search knowing there could be some pain.  It could come when you realize you have to leave an employer that has been pretty good to you for a number of years.  It could be when a current boss finds out in the middle of your search that you are considering leaving.  It could even come when you resign and your boss and colleagues are extremely disappointed that you have left them down in some sense.  Keep in mind that to really achieve your goal you may have to overcome obstacles.

Secondly, I know that more than just going out and running more was part of the preparation for these runners.  They incorporated good nutrition, rest, weather forecasts, and general work/life balance into their training regimen.  It may sound silly, but all of these things matter during the course of a job search as well.  Get good rest the night before an interview.  Plan out your meals the day of an interview, especially if it going to spill over a normal meal time.  Prepare accordingly if you have a before work or after hours interview to accommodate hiring managers.  You will have to do things that take you out of a normal routine during a job search, and it will be important to think of that before, during and after the actual interview process.

Next, you can see from the photo above that we had made some clever signs to wave in the air when the runners we knew went past us.  We were hopeful that would be encouraging and remind them that they have fans that wish them well.  You may want to consider having a cheering section for your job search as well.  Again, don't laugh.  If you don't have some trusted advisers (spouse, parents, friends, former colleagues) that can help you through, you might really be missing out on some key advice.  I actually think having a third party recruiter holds a ton of value here as well.  We can listen to how things are going, help prepare for tough interview questions, and even look over any materials you plan to present during the course of the interview process.

Lastly, remember to not give up at the end.  I have seen countless interviews that were going extremely well turn into a candidate fearful of making a change.  Or an employer just not quite ready to pull the trigger on an offer.  If any of the runners yesterday were hurting toward the end of the race, I am sure they looked back to everything they had done to prepare for this moment and persevered.  You must do the same if you are in an interview process and doubt creeps in.  It is unlikely that the reasons you considered leaving an employer have changed at all.  So if you don't get the exact raise you were looking for or a better title, that doesn't necessarily mean you shouldn't cross that finish line.  Always remember to take a look at the bigger picture as the framework for making that final decision.

What goals do you think are important during the course of a job search?

How to balance multiple interviews

I don't know if you are anything like me, but most days it is difficult to balance a schedule.  Between internal and external forces there is always something demanding your time and energy at work.  Which means things naturally get turned upside down when you add in the idea of interviewing for another job.  Then it is compounded when you decide to interview with multiple companies at the same time.  So how do you balance it all?

The first thing I usually tell people is to clearly communicate your goals regarding timing.  While you cannot completely control timing in an interview process, it is fair to go into a job search with an end date in mind.  If you cannot express this then it is likely that different companies will move at a different pace for their interview process.  And the end result may be your first offer coming from a place that is not your first choice.  Then your hand is forced to make a difficult decision earlier than expected.

This becomes even more critical once you get into middle and final phases with a few of your interviews.  If you need to adjust, be sure you communicate the change to everyone.  You may have had a 60-day window of time at the outset of your search, yet find yourself nearing offer stage with a couple of companies after only 20-30 days.  It is okay to adjust, as long as you fairly communicate the adjustment to all parties.

The other thing to keep in mind is being fair to your current employer.  Most people are not going to tell their boss that they are interviewing for other jobs, but these interviews cannot become a full-time obsession.  Unless you are willing to quit your job before taking another job.  Which is not a good idea.  Besides, the conclusion of a search may show that where you are at is still the best place for your career at this time.  I always encourage candidates to think like that.  The grass is NOT always greener on the other side of the fence.

Finally, if one opportunity is clearly becoming the favorite it is okay to admit that to everyone involved in the interview process.  Candidates are usually reluctant to tell me as a third party recruiter that another option not represented through me is becoming the most appealing.  I would much rather know about it during the interview process than find out about it after the candidate has accepted an offer with another company that I didn't even know about.

Have you sensed a trend here?  Communication is everything.  Be honest, be focused, and be consistent.  That will help you juggle the daunting task of interviewing with more than one company at the same time.

Anyone out there had to balance a demanding interview schedule with more than one employer in the recent past?  What helped you through the chaos?

How NOT to resign from a job

I have recently been helping candidates deal with some sensitive and unique resignation processes.  It is undoubtedly the toughest part of the interview process to help navigate as so many different things can happen.  Especially depending upon how it is all handled by the candidate.  Watching the end of the Ryder Cup coverage yesterday helped crystallize some thoughts for me.

This photo could also go hand in hand with my blog last week titled "You said what?!?".  For those of you that did not watch the Ryder Cup, this was a picture from the press conference after the American team was defeated with ease.  Phil was answering a question about what went wrong over the weekend and how they could do things differently.  With Tom Watson (this year's captain) on the other end of the table, separated by only a few other players, Phil basically outlined everything that he felt Tom did wrong in putting together foursomes and strategy for the competition.

The thing is that much of what he said was pretty good and behind closed doors would likely make sense to everyone on the American team.  The bad news is that instead it seemed like Phil was throwing Tom under the bus on national television for some decisions he didn't agree with.  And today the Twitterverse is filled with opinions and funny quotes about what might have been going through the other players' minds in the extremely tense air of the press conference.

So how does this relate to the resignation process?  In so many ways that I will actually have a hard time whittling it down to a couple of relevant points.  First of all, airing grievances in public is seldom a good idea.  If you had a bad experience with a boss or colleague, lashing out at them during the resignation process is not going to gain you much, if anything.  I even read another blog recently that recommended not even saying anything to HR in the "confidential" exit interview.  Anything  you say may make you feel good for about ten minutes, and then there is a good chance you will regret it from there on out.

Secondly, be sure to take the emotion out of the resignation.  Regardless of whether or not what Phil said is factually correct, to me he said it in the heat of the moment after losing an intense competition.  And getting pretty badly beat as the end result.  I'm sure there are a few of his teammates that would probably have liked to see a few decisions go a different direction.  But they didn't.  The media were looking for an emotional reaction, and they sure got one.  Similarly, if your employer (now ex-employer for all practical purposes) is looking to dig for dirt, make absolutely certain what you share is factual and devoid of emotion as much as possible.

Thirdly, make it short and sweet.  Not only did Phil spend some time at the press conference talking about what happened at the Ryder Cup, he was caught coming off the 18th green and had some similar comments.  Rather than let those air out and be disseminated, he decided to expand on them and it seemed like somewhere his P.R. team or agent was wishing he would stop talking.  All Phil had to do was look to his left and see how uncomfortable Hunter was with his bulging eyes.  It was the same all the way down with the other players' expressions.  When resigning it has to be clear to everyone in the room that something wasn't right with the company or the job.  Otherwise you wouldn't be having the discussion.  So why focus on that?  Instead focus on wishing everyone nothing but the best and emphasize the positive reasons you are looking forward to the move.

Lastly, always be a professional.  In a somewhat unrelated moment just before this Phil Mickelson moment the broadcasters were asking a popular (and former) European golfer (Darren Clarke) about his thoughts on the Ryder Cup this year.  They also asked him about his desire to sometime captain a future team.  His answer was perfect.  He said you have to be asked.  It is not something you lobby for, ask for, or hint at.  It is either going to happen because of what he has done or it is not.  When you're leaving a job and they ask what you what could have been done differently to keep you as an employee, why answer that with all kinds of input they likely won't ever take to heart.  Again, look to my third point to make it short and sweet.  No need to say doubling your salary, doubling your staff, or doubling the size of your office would have been enticing.  Because it is not happening.  :-)

Have you ever had a resignation go badly because you were drawn into the emotion of the situation?  Or been tempted to and held your tongue?  I would love as always to hear your stories in the hope that it might help someone else who is about to resign and having questions or doubts.

You said what?!?

We all have experienced those moments where we wish we could take back something we said.  Or perhaps someone else says something so outrageous that you wish the "rewind" button on your TiVo would work in real life.  Maybe you have even cringed lately while watching any of the news surrounding the NFL crises or something in Hollywood and you wonder if these people regret anything that is taken out of context from an interview.  Bottom line is that it happens.  So how do you react?

In my job I hear stories from all angles of something that was said in an interview situation or general conversation with a candidate or client about an opening.  Sometimes it is comical and a tipping point in a good way.  Other times it is so bad that it completely kills the conversation.  And even occasionally it borders on illegal or unethical.

One of the classic ways to head down a bad path of saying something you regret is when discussing former employers.  Recently I had a candidate find out that the hiring manager who was interviewing him shared a common former employer.  Taking the opportunity to "dish some dirt" he began a rant about the people he didn't like, the bad working conditions, a terrible boss, and much more.  What he didn't realize at the time was that there was a personal connection to this former employer and she did not necessarily leave on bad terms.  Needless to say it left a bad taste in her mouth.

Another common mistake is talking too much about current events in the media or world around us.  Like George Carlin's "Seven words you cannot say on TV", we all know the 3-4 topics to avoid in an interview or work situation.  But I would argue there are many more than that.  Instead of focusing on whether or not everyone in the room agrees on the fall TV line-up or the recent news from Washington, focus on whether or not the candidate can do the job and if the culture is right for the candidate.

Vulgar language is yet another common problem in interview situations.  I have seen all spectrums from employers that curse in an interview just to see how candidates react to situations that become obscenity-laden in short order.  This becomes awkward if there are more than a couple of people in the room.  I was recently in a meeting myself with a client and there were four people in the room.  One of the hiring managers let go a couple of F-bombs and the air went right out of the room.  It took about five minutes for everyone to take a breath and recover.  It's not like we hadn't heard that word before, but it was in poor taste and bad overall context.

Lastly, be careful what you say when mentioning someone by name.  It is a small world out there after all and you can never afford to be caught saying something bad about someone else.  It could be a vendor partner, a competitor, a former colleague, an old boss, or anyone else you have been associated with professionally.  In the age of Facebook, Twitter, Glassdoor, and many other sites, it is incredibly easy to go down this path.  But you will eventually get caught in your words and it seldom ends up well.  Just like your grandmother always used to say, "If you don't have something nice to say, don't say anything at all."

So what is the best course of action if you say something inappropriate or witness it in an interview situation?  If you are the one to say something, be sure you own it.  Maybe even apologize right there in the moment.  It can happen to the best of us, but ignoring it will not make it go away.  And if it happens to you, try to extend grace but don't feel like you have to make excuses for someone else.  Talking that way could be a pattern, and just like I encourage you to own it, they should as well.  If they do not, then it may be best to move on.

How to resolve conflict in an interview

Have you ever been in an interview (on either side of the desk) and faced conflict?  Perhaps an uncomfortable conversation about something that happened in the past.  Perhaps it was a recent job change that is questioned.  Maybe even something in your personal life comes up in the course of the interview and presents an awkward moment.

Imagine the five people in this picture are just wrapping up an interview and trying to determine if the candidate is right for the job.  Likely a little extreme, but smaller battles are waged all the time when considering candidates for a critical role within the organization.  So how to move past the bottleneck of conflict and find a happy place?

The very first thing that must happen is admitting that on some level the conflict resolution will not make all parties happy.  Sometimes candidates will be hired that are not unanimous decisions.  Occasionally you may even get it wrong.  Having that idea present at the beginning of the journey to resolution will make the path much less frenetic.  The key to this concept working is having professional respect for everyone that has skin in the game for the hire.

You also have to embrace conflict as it occurs.  Most people have a tendency to avoid conflict altogether.  Try to take the conversation in another direction.  Think of a clever way to distract your audience.  That seldom works unless you are a master communicator or even better actor.  If there is a tough interview question or moment where things seem to go off the rails, face it head on.

Next you should try to take emotion out of the conversation.  Keep it simple, Sam.  Make sure your talking points are objective, direct, and based on fact.  I have seen too many employers make rash decisions (both good and bad) based on emotion alone, and that is dangerous.  Or candidates react too strongly to something that happens during the course of an interview or shortly thereafter.  This oftentimes happens when an employer promises to have feedback within a certain amount of time and that deadline is missed.  Candidates tend to over-react and get angry.  Once that happens you are already in a bad place and have to claw your way out of that disappointment.

Finally, you should learn to enjoy conflict on some level.  There is conflict in every job, every employer, and every team of professionals.  If you can't find a way early on to work through those conflicts, you are doomed to an unpleasant existence if and when you do get the job.  You must learn to work together to accomplish greater things, and it could very well start with the interview.  Getting through some tough questions or case studies could help show your true colors as a team player and valuable prospective employee.  Why wouldn't you want the hiring manager/team to know that?

The bottom line is that conflict exists.  How are you going to resolve that conflict in an interview WHEN it arises, not IF.......

How to achieve an "A for effort" in an interview

What comes to mind when you hear the phrase "You get an A for effort"?  I know I usually think of something that was a good attempt but did not yield the desired result.  Which probably makes you wonder why I would blog about that as something to try for in an interview situation.

This one is pretty simple, however, if you really break it down.  It is the principle of the matter.  Why in the world would you go and interview for a job if you were only going to give a 50-60% effort?  Or as an employer why would you interview a candidate and only be slightly engaged?  Yet I see it all the time.  When de-briefing with candidates and companies alike I hear story after story of an interview that just didn't really seem to go anywhere.  To make it worse we even hear about people who give up on an interview mid-way through.  It is evident to all parties and just leaves a bad taste in the mouth of everyone involved.

Here are three additional reasons why it is a good idea to always give the best effort possible:

1)  Anyone in the room could be your boss some day.  While this could seem like stretch, it really isn't.  Just imagine with me for a second that you don't like the company culture, but you really like the hiring authority.  You don't get that particular job, but six months later that hiring authority changes employers and goes to work for a company you have always wanted to work for.  I guarantee you that hiring authority held onto your information if you left a good impression.  Or even crazier, think if someone in the room that you thought would simply be a prospective colleague gets a promotion three months after you accept a job with that company.  Again, if you gave the best effort during the interviews this person may now be an immediate advocate to your career progression.

2)  You may get another job that wasn't even available at the initial interview.  In other words you come in to interview for a particular job, it gets filled internally, but you nailed the interview.  Another position pops up down the road, and you are the first person they think of because they loved you the first time but timing simply didn't work out.  This actually happened to a friend of mine right after both of us got out of college.  I went to work for a company in a role that my buddy interviewed for and didn't take.  On my second day of work something occurred where another opening was created.  They called my friend after not talking to him for six months, offered him a job on the spot, and he literally started the next day.

3)  You may be meeting with someone that has great influence on the process.  This one is a little more complicated, so stick with me as I unpack the idea.  You get an agenda to meet with five different people at a prospective employer - one hiring manager, one HR person, and three people on the team.  Conventional wisdom may tell you to focus on the person with the most influence.  Commonly thought to be the hiring manager.  But what if one of the team members is the daughter-in-law of the president of the company and her opinion matters a lot when it comes to final hiring decisions?  Even if this seems a bit far-fetched, why not go into the interview with the concept of impressing everyone equally because you just never know.

There is no reason why you shouldn't go into an interview with the sole purpose of being memorable.  You may not always get the job.  You may not always impress the interview panel.  The employer may not always knock the socks off of the candidate considering employment with the organization.  But if the absolute worst case scenario is everyone can agree you gave maximum effort, that seems like a very solid target to shoot for every single time.

How to avoid dumping cold water on your search

We have all seen pictures or videos about the Ice Bucket Challenge, and it got me thinking about my blog for this week.  By the way, be sure to check out Capstone's Facebook page for video of our challenge from last Friday.  The boys raised more money than the girls and had the privilege of dumping giant Rubbermaid containers filled to the brim with ice cold water on them.  Talk about team building.......

I have countless stories of candidates and employers who have dumped the proverbial bucket of ice water on themselves to completely kill the momentum in an interview process or general job search.  Follow these simple tips to avoid doing it in your own search:

1)  Talking poorly about a former colleague or employer.  Most people think this isn't a big deal, especially if the hiring manager brings something up first.  But it is never, ever a good idea to jump on that train and go for a ride.  Sometimes it can even be a trap.  If an astute interviewer knows something about a former employer they may ask a leading question to see what comes up.  Or throw out a jab themselves.  It is far better to take the high road 100 times out of 100.

2)  Sharing inappropriate stories from the past.  If the hiring manager begins talking about last year's tailgate parties for your football team, it is best to just listen and not over-share on your end.  It is fine to root for common teams and that can actually prove to be a good tipping point in some conversations.  But it crosses the line when you start mentioning things that could be deemed inappropriate for the workplace.  Especially if you are in a group interview setting.  It is quite possible others in the group don't want to hear about your pre-game shenanigans.  It could very likely reflect poorly on you.

3)  Talking too much.  I just had this happen last week with an interview.  On paper the candidate was perfect for the job.  It was the final stage in the process and the candidate had already impressed several people on the team.  The sales leader was the final say in the hire, and the candidate simply said too much.  Never asked a single question about the sales leader's background, the company, their process, or anything related to the job.  Simply spoke and spoke and spoke and spoke about them self.  Game over.

4)  Being unprepared.  Unfortunately I had a candidate show up to an interview (that we had prepped them for) only to say she had no idea what job she was interviewing for.  As you can imagine that did not get the conversation off on the right foot.  And we heard about it from the employer.  The interview lasted about fifteen minutes and the candidate couldn't believe that she wasn't invited back for another conversation.

Have you ever dumped cold water on an interview?  Or seen it happen from the other side of the table as an employer/hiring manager?  I would love to hear your stories!

Connecting with your past to help your job search

In an age where the future is talked about more than the past, I had a reminder this weekend that looking back can sometimes provide good perspective as well.  This weekend marked the 20-year anniversary of my high school graduation, and the picture attached is of the float our class put together for our town parade.

One of the first classmates I connected with came all the way from Wyoming to attend.  I asked what he did for a living out there and ironically he works in the insurance industry.  Fun fact for an insurance recruiter, eh?  As the day wore on I re-connected with a few more old friends that are also in the insurance industry.  It made me wonder how many people in my past from high school, college, and my early working years are tied to the industry that I work in on a daily basis.

Then I got to thinking how this could be valuable advice for anyone in a job search or considering a job change.  It is one of those "no duh" moments where you may have had the idea cross your mind at some point, but perhaps you didn't do something about it.  Here are three practical times during a job search where it might make sense to connect with your past:

1)  Before.  As you consider a career change, why not tap into the network you know well to see if there are others doing what you are considering.  Or maybe they are working at an employer you would have on your target list.  These are people that could help open a door.  Or be good to know once you engage in an active interview process.

2)  During.  When a company is large, it may be tough to name drop during an interview to see if the hiring manager or HR contact knows Bob Smith.  There could be a dozen Bob Smiths that work at the company.  But how many times do people go to work for a new company and THEN realize a neighbor or an old friend works in a department that is just down the hallway.  Don't wait until it is too late to take advantage of a possible recommendation or valuable insight regarding the company.

3)  After.  If someone helped you make a connection or introduction, aided during the job search, or was directly involved with getting you hired, be sure and thank them.  Get connected on LinkedIn, Facebook, and anywhere else you can to continue to keep in touch.  You may be able to return the favor some day or even have that connection continue to help your career progression down the road.  A good connection is always a good connection.

Seems pretty basic, right?  Unfortunately the basics are often overlooked during a search because people charge forward 100 MPH and try to go through the brick walls instead of finding creative ways to get around or over them.  And if your experience is anything like mine was this weekend you just might have some fun along the way going down memory lane!

When to withdraw from an interview

For those of you that are not golf fans, Tiger Woods had to withdraw from competition yesterday at a golf tournament when he was only nine holes from completing his weekend rounds.  Even if you are not a golf fan, you probably know Tiger and realize that he had to be in pain to do that.  I believe he played seven holes after his back started bothering him because he is such a competitor.  But couldn't go on after his tee shot on the ninth.

Tiger didn't really want to talk about his decision to withdraw immediately after as he remained in considerable pain.  It will certainly be talked about for some time to come and eventually he will provide a little more explanation.  Unlike the heavy media spotlight on a well known athlete like Tiger, oftentimes candidates withdraw from an interview process with hardly anyone noticing.  With that in mind, when is the right time to remove yourself from consideration as a candidate?

There are many answers to this question, but I want to talk about a few of the most common ones we encounter.  The first is when a candidate is interviewing with multiple companies and receives an offer from one of them.  As obvious as this might seem to be the right time to withdraw from other interviews, we see candidates not do it.  Sometimes they want to receive multiple offers if possible.  Other times they simply fail to tell other employers.  In my opinion, however, you should always be up front and honest when you get to that point in the process so that everyone is aware of your availability.

The second time we see withdrawal from an interview is when something unexpected happens.  A large bonus is received.  A promotion with a current employer occurs.  A personal situation changes a candidate's availability to continue an interview.  Communication is key here as you want to be sure you are on top of what you are saying should you want to keep your foot in the door later.  I have seen multiple times where something occurs to delay an interview, only to fire back up again later.  So this withdrawal is one with a possible tail and should be treated differently.

Thirdly we see candidates bow out of an interview when something doesn't go quite right.  This is one that bothers me quite a bit if not handled properly.  This is when a candidate finds out something about a prospective employer from a friend or acquaintance in the industry that has something bad to say about an employer.  I always think that is a slippery slope as it could be hearsay or rumor instead of truth.  Another example is when a candidate meets with five people and one of them doesn't leave the best impression.  That blows up the entire interview for the candidate and the employer is left scratching their head.

Lastly, I see candidates withdraw simply because they get cold feet.  They start their conversation with me ready to walk out on their current employer with a 24-hour notice.  Then they start interviewing, have second thoughts, and simply give up on the interview process.  This is not a good way to withdraw.  If you had reasons for leaving originally, those reasons will likely not go away.  Then when you call me or the employer back in six months when things continue to get worse, it could seem like the proverbial boy crying wolf if you aren't too careful.

I have intentionally outlined a few good and few bad examples of withdrawal to engage in conversation.  Really try to make you think about when the "right" time is ever to withdraw from an interview process.  It is usually a moving target, but the key always comes down to communication.  Being open and honest will create valuable dialogue.  Especially when engaged with a third party recruiter.  At some point you have to trust that your best interests are in mind when given advice.  Perhaps you will re-consider this idea of when to withdraw in the future after reading this blog.

As always, I love to hear reader feedback and real life stories if you have them related to this blog topic!

The best way to speed up an interview process

We've all been there before - the traffic jam on Monday morning when you're already late for work or an important meeting.  There are cars behind you, cars ahead of you, cars trying to merge into the already chaotic scene, and my personal favorite, the cars that are trying to continually switch lanes to gain an advantage in the race suited more for the tortoise than the hare.

We also all know the answer to the question, "What can I possibly do to make the traffic go faster?"  It is NOTHING!  Whether it be an accident ahead, busier than normal traffic for the day, or sometimes even weather-related delays, there is nothing you can do as a driver to make the traffic jam go away or even get just a tiny bit better.  It either will or it won't.  All you can control is how you react to the situation.  Make a few phone calls, listen to the radio, or maybe for once just enjoy some quiet time.  While doubtful you will enjoy the traffic jam, at least you can choose to not let it ruin your day.

For today let's run with the same argument as it relates to the interview process.  Let's cut right to the chase and give you the valuable wisdom and insight you were hoping for when you clicked on my blog today - there is NOTHING you can do to speed up the interview process.  Seem a little harsh?  Thinking right now of all of the ways you could disprove that theory?  I would be too.  But hear me out.  The more you accept this reality the better off you will be.

Just like not losing your cool in a fit of road rage with the aforementioned traffic jam, taking a deep breath when a deadline is missed in an interview process could be your best weapon.  Instead of worrying so much about what you can do to influence the process, just letting the process be the process could work in your favor.  That won't make it any less frustrating if the hiring manager doesn't get back to you by the weekend as promised.  That won't make your spouse feel any better if you have to go unemployed for another two or three weeks while waiting on interview feedback.  But sometimes the process just needs to play out, as imperfect as it may seem at any point in time.

Think back to that traffic jam.  If you spent fifteen minutes grumbling about how this messed up your day only to find out there was a terrible accident that totaled several cars, then your day all of a sudden doesn't seem that bad.  In an interview process there are many things that occur to slow down the process.  And most times the employer dislikes it as much as the prospective candidate.  It doesn't mean you can't get frustrated occasionally.  Or seek answers along the way.  But the more you can let go and just focus on what you can control, the better you will find your attitude is during the final stretch of that interview process.

My final thought is to re-assure you that as a third party recruiter I want the process to go quickly just as much as you do, if not more.  Over time I have simply realized I can't control everything.  It is a sobering thought for a control freak like myself, but has certainly helped me to retain my sanity after eleven years in the business........here's to hoping it helps you as well!

How to recruit an All-Star producer

As I often do I got to thinking over the weekend about the parallels between life outside of work and life at work.  I was watching part of the Futures' game for the MLB All-Stars.  This is where the best players in the minor leagues get a chance to shine as possible faces of Major League franchises.  I know many of the stories already, but it is fun to hear where these guys came from and how they often overcame some sort of adversity to get to where they are today.

When I think about how to advise clients on sourcing, recruiting, and retaining top sales talent I can't help but think some of my conversations are similar to GMs within Major League Baseball.  Here are some important factors that apply to finding a superstar producer.  I'll let you decide if you think Theo Epstein is utilizing this data or not going into his 2015 plans for the Cubs' final roster.

1)  Remember that 9 out of 10 fail.  Especially in the first year.  A really devoted sports' fan (and particularly in baseball) will know the prospects of their team.  While it is okay to get excited about someone's potential, you must always reflect back on what has worked in the past.  The fact of the matter is that past performance does not always guarantee future success.  I'm not say you should hire 10 producers next year just planning on firing 9 of them after 90 days.  Instead set realistic expectations.  If you do this well, no one will be surprised at who makes the final cut and who doesn't.

2)  Stats don't lie.  This is more important for someone with 5-7 years of experience.  If a producer has the right pedigree, has worked for the right firms, runs in the right circles, but has absolutely no verifiable past sales success, that is likely not a good sign.  It sounds like basic logic, but I have seen clients over and over again hire someone who looks good on paper and likely even tests well.  But if someone has not had success with multiple opportunities at multiple firms, that is usually a red flag.  The excuses of not having the right team or having the right resources just can't cover an under-performing producer's flaws into perpetuity.

3)  Sometimes it can be the coach.  I know I just outlined above that you can't make excuses for lack of performance, but this point is slightly different.  It is possible to struggle to early success if a boss is not aligning a salesperson with the right colleagues or overall strategy.  If a player is a contact hitter and the coach is preaching the importance of home runs, that can be a problem.  We have seen younger producers struggle to take things to the next level because they have been formally trained to do nothing, yet expected to close Fortune 100 clients within the first six months on a job.  As long as that producer candidate is not bitter about a current situation, there could be some truth to the fact they are simply with the wrong mentor.

4)  The really good ones have the "it" factor.  You hear this all the time when describing players that seem to transcend the sport.  You have a hard time even describing "it" but whatever "it" is these people have lots of it.  This can happen with the really good producer candidates too.  Sometimes I see candidates actually get hung up on this point.  Everyone that meets the candidate knows without a doubt that they have this "it" factor.  But negotiations get hung up on compensation or testing or bottlenecks in the process.  Sometimes risks are just worth taking when you see someone that you know has "it".

5)  Experience matters.  While there are certainly some young players in the MLB All-Star game, there is a reason that fans vote in the perennial All-Star players as well.  They can still play, they come with a ton of knowledge for the younger guys, and they are simply smarter about their game.  Hiring a producer that has a ton of sales experience can sometimes be considered too much of a risk.  They cost a lot more, may not seem as motivated to get their teeth knocked in with cold calls, and may seem to just be looking to collect a paycheck.  I would argue the really good ones never lose the hunger and can be well worth an investment.  Just because someone wants to work smarter and not harder is not always a bad thing.  The really good producers have learned from past mistakes made in their careers and they build upon them.  Some of the best producer candidates I have seen recently have over twenty years of experience and they can't wait to show everyone they can still produce at a high level.

Have you used any of these recruiting ideas to build your producer team?  Anything else we could add to the list?  As always, I enjoy hearing from readers and would welcome your comments!

The grand finale of an interview

With only a few days to go until the Fourth of July, we can all envision the grand finale of a fireworks show.  No matter how long or short, low budget or grandiose, there is always a finale to cap off a night of fireworks around dusk.  The promoter saves the best for last and usually throws such a barrage at the audience that you go home satisfied and ready for next year already.

This got me thinking about how to "finish" during the course of an interview.  While you don't want to save everything for last and overwhelm a hiring authority, there are many parallels if you really think about it.

1)  Incorporate the highlights of the interview into the final thoughts.  If you pay close attention, many of the best fireworks through an entire show are in the finale again.  Or at least portions of them are.  So as you complete an interview, be sure to remind the hiring manager of all of the best parts.  Having it scripted doesn't make it any less fantastic, just as seeing the smiley face firework again at the end along with loud booms and bright explosions isn't still awesome.

2)  Make sure you haven't saved too much for the end.  If you were at a fireworks display that was lacking for the first 20-25 minutes, you might be tempted to head to the car early so that you can be the first one out of the crowded parking lot.  But watching from your car just isn't the same if the ending is wonderful.  Be sure to sprinkle in plenty of goodness during the early and mid parts of the interview to keep your audience excited for the finale.

3)  Be ready for a dud.  We've all seen them before.  That firework that shoots up into the sky, you wait for a good 5-10 seconds, and then absolutely nothing happens.  In a fireworks show everything is so well choreographed that you should be able to overcome a dud.  But in an interview it could take a lot of momentum out of the conversation.  If you don't answer a question well or sense you are losing the audience, be sure to follow with something good.  If you're not ready for it, the entire interview could be lost.

4)  Leave them wanting more.  As I mentioned, a great show should make the kids begging to stay a little longer just in case there is one more wandering firework that may be out there.  You may not always get the job or the offer in an interview (especially if it is a final interview), but you better hope the hiring manager wants to see you again and make the final push for an offer.

The final parallel I will draw is to remember with fireworks you are playing with fire.  You have to plan ahead and balance the risk/reward.  That is a big part of a successful interview as well.

Be safe and have a wonderful Fourth of July!

How to overcome the dreaded "late goal" in an interview

We have all heard the phrase "expect the unexpected" and it should apply to the interview process as well.  I have had many a candidate shocked in the 11th hour of an interview process when they thought they had it in the bag.  So what went wrong and how can one anticipate the twists and turns of a topsy turvy and imperfect process?

I don't watch much soccer admittedly, but did watch the moment depicted in this picture from last night's stunning draw for the U.S. team.  The goalkeeper's expression says it all.  This was not supposed to happen as the game was literally only seconds away from being over.  The soccer pundits will dissect this game and provide their thoughts with the benefit of hindsight.

Instead of looking back and wondering why you didn't get the job after a lengthy interview process, I am here to tell you how to stay ahead of the curve.  It is certainly not a foolproof plan, but applying some of these time-tested ideas can possibly save some heartache for you at some point as you consider a career move.

First of all, don't be afraid to ask if there are other candidates in the pipeline.  Far too often people think that is an inappropriate question, and they may not want to really know the answer.  Especially if there are indeed qualified candidates that might be in the mix.  My thought is, however, that this notion should push you to perform at your highest level when interviewing and following up with the potential employer.  If there are no other candidates in the pipeline, you may relax and not really put your best foot forward.

Secondly, be educated on the interview process of the particular employer you are engaged with for a possible opportunity.  Be mindful of what next/final steps may be and try to complete additional steps ahead of time.  If they require an online application, go ahead and do that right away.  If a personality profile must be completed, ask to do that early.  If professional references need to be called before an offer is extended, be sure to have contacted those individuals to provide a heads up that a call could be coming.  Although every employer's process differs, many of these types of steps in the process are near universal.

Third, know the timeline of the interview process.  While not always a perfect science, the timeline can be projected to some extent with most interviews.  Especially if you think logically.  Right now, for instance, you should be aware that summer schedules may play a role in setting up an interview.  The HR contact could be on vacation in the coming weeks.  Or the hiring manager.  Or you as the candidate.  Look ahead as much as possible to see what possible obstacles could arise and tackle them head on early rather than late.

Finally, handle defeat as a good sport.  If you do find out you finished in second place for a particular role, be sure to handle the situation with a lot of grace.  I have seen candidates finish in second place, only to find out the first candidate ended up declining the position.  Or perhaps another role opens up down the road.  Or the employer decides to hire two people instead of just one.  As I've read some of the headlines this morning for U.S. soccer, they appear to be making some excuses for what happened.  Instead they should just be focused on their next opponent as they still have a chance to win.

Have you ever experienced the unexpected in a job interview?  How did you handle it?

How long is an interviewer's attention span?

You all know the old saying that you make an indelible first impression in the first fifteen seconds of meeting someone.  In my world I have found there is a lot of truth to that statement.  Maybe I will allow for a cushion and say it could be the first fifteen minutes, but it is without doubt that an interviewer is going to have an internal clock ticking from the minute you shake their hand.  If you can't manage to impress some positive thoughts upon that person's mind, you are unlikely to ever see past round one of the interview.

So what can you do to ensure you are keeping the attention of the person on the other side of the desk or the table?  We will assume you all know how to keep good eye contact, maintain proper posture, and not stammer through answers like a nervous Nelly on a first date with someone that is not in your league.  So let's move onto the items that may be a little bit more difficult to define.

1)  Ask the interviewer what they like about working for the company.  If they brush off the question and say they are quarantined in HR or Talent Acquisition, dig a little deeper and ask what they think someone would say if asked that question after their first 90 days.  Or perhaps after their first two years.  This is a more creative way to ask about the culture of the company.  If you come right out and as about the culture, they will likely point to their website or a mission statement that is too generic to help you at all.  If you are going to work there some day, you really want to know what a daily routine may look like.

2)  End your answers with a follow-up question back to the interviewer.  You may not want to do this every time to show your hand, but it can apply to just about any question if you think about it long enough.  Salary, job description, your past work history, motivation to make a move, the list could go on and on.  This is especially effective if your answers are concise and to the point.  If you blather on and on about your past three job changes and then ask a question related to how often the position you are considering undergoes turnover, you have likely already lost the person's attention.  It is all about timing.

3)  Ask something personal without it being too obvious.  Anyone can look around an office or cubicle to find pictures of family, or a recent vacation, or perhaps a diploma to know where someone went to college.  There is nothing wrong with asking those questions, but again you're trying to keep the attention of the interviewer.  Try to ask a subtle question early in the interview about something personal, and then come back to it later.  This can even be done on the phone.  If I am speaking with a candidate for 10-15 minutes and they told me about a weekend adventure coming up in the first two minutes, I usually tell them at the end of the conversation to have a good adventure.  Most people seem surprised that I remembered that detail from earlier in the conversation.

4)  Be memorable.  I know this sounds esoteric, but it is also fairly basic.  If an interviewer speaks/meets with 10-12 people a day, you want to be sure you're at the very least in the top quartile.  Make them remember SOMETHING about you so that they can associate your background with the resume sitting in a pile of resumes on their desk.  But don't try too hard.  Back in the day it was common to put "hobbies" or "interests" at the bottom of your resume.  Nothing wrong with that in theory, but it isn't awe-inspiring, and you better hope the person reading your resume has the same hobbies.  Otherwise you're in trouble.  Instead try to find out what the interviewer's hobbies/interests are and ask some questions of them.  Or find a way to insert one of your personal life experiences into the conversation if you think it could resonate with the interviewer.

Bottom line is that you only have one chance to make a first impression.  If you don't think about that before you enter the interview, you are already behind the eight ball.

What other tricks of the trade have you learned over the years that could be good for others to hear to keep the attention span of an interview alive and well?

What the first day of a new job really looks like

For those of you that equate a first day on a new job to jumping into the deep end of the pool before taking the swim test, you are not alone.  As much as you might think you are prepared for the transition and what a first day (or even first week for that matter) will look like, there are always surprises, twists and turns.  So what is the best way to handle the transition?

The advice I have for this particular blog topic is going to be simple.  We could have much more in-depth discussion about the idea, but to Keep It Simple Sam (K.I.S.S.) can help you avoid over-thinking anything as you work on making your first impressions with your new colleagues.

The first thought is to have no fear.  I was at a pool with my kids yesterday, and they had a high board that was about ten feet above the water.  I was absolutely amazed at the size of some of the children jumping off with reckless abandon.  As a parent it freaked me out a bit, but if they had been hesitant going off that high board it could have ended badly.  Instead they were all giggling and having a great time.  Why not enter into your first day with the idea that it is only going to be exciting and not terrifying?

The second idea is to be prepared.  To go off of this high board the kids had to pass a swim test.  Although you won't know all of the ins and outs of your new job and new co-workers, at least be ready on your first day with the appropriate paperwork, identification, dress attire, etc.  This may seem simple, but you would certainly feel awkward if your first meeting with HR you had to admit that you left your completed application by the back counter at home and promise to bring it in the second day.

Thirdly, know that there are people interested in your success.  At the pool there were no fewer than six lifeguards at any time near the slides and diving boards at the pool.  At your new employer there will be many parties that are invested in your success.  Know that you can count on them.  Ask them questions and pay attention to what they have to say.  They are there for a reason.

Lastly, have fun.  This may seem counter-intuitive for the workplace, but I am telling you that it works.  I'm not saying to fool around all day and not get work done.  Rather show up with a smile on your face, warmly interact with those around you, and be the first to extend a hand and introduce yourself to anyone and everyone.  It will quickly be learned that you are the "new kid on the block" and people are bound to respond favorably to that.

More than anything, remember that everyone you talk to on your first day at one time also had their first day at the company.  You're all in the same boat and may as well enjoy the ride!

Do you have any interesting stories of first day adventures?

How to write an effective cover letter

I had a candidate reach out to me last week seeking advice on how to write the "perfect" cover letter.  She wanted to get her resume to the top of the pile and make a good first impression.  All good goals, but I believe my advice may have surprised her at first.

How many times have you seen online posts for cover letter writing tips?  Or the guide to a perfect cover letter?  Most of those authors have solid ideas and if implemented correctly could really have an impact.  But I'm here to argue the opposite - writing a cover letter can harm you as much as it can hurt you.  Here's why:

1)  Being too generic shows lack of thought process.  I can't tell you how many cover letters I get that start with "Hello, Ms. Winterboer."  I may not be the most handsome man, but I would sure like to think that if someone had taken enough time to look at our company website or my Linked In profile that I am not a female.  Seems like a minor point and even a bit humorous, but I will let you guess where those emails end up in a priority rating in my inbox.......

2)  Being too assumptive or arrogant is a death sentence.  Another common way to start a cover letter is to say something along the lines of "Don't look at another resume, I'm the person you are going to hire next."  While some may argue that is a differentiating factor and could wake up the reader, I tend to think again this person didn't research the position at all and just hopes to get on the phone with me to sweet talk me into an interview.  I am looking for facts and objective reasons first why you might be worth a second look.

3)  Being redundant shows lack of effort.  When a candidate sends me their resume for different positions, yet has the same cover letter, that lets me know again they are just seeking a token interview.  If you are a sales/service hybrid and want to apply to both a sales and a service position separately, I am actually okay with that.  But clearly outline in each case why you are good at sales and why you are good at service.  Then follow up directly with me to let me know you may fit in the middle, but wanted to talk through what your greatest strengths and weaknesses are.

4)  Being unable to have a grammatically correct cover letter is a bad thing.  If you have plenty of time to create and structure a complete message that provides me with a first impression of your writing skills, be sure you have at the very least conducted a spell check.  It is incredibly simple and seems like a "no duh" sort of thing, but I receive cover letters all the time with misspellings, grammatical errors, and no sense of what a paragraph should look like.  It is hard to make me believe you will be effective in your job if you cannot even complete this task with a fair amount of clarity.

I almost titled this blog "Why NOT to write a cover letter", but I think they can still play a role in an introduction.  You just have to really think things through if you really want to make it to the top of the pile.

Any other ideas regarding a cover letter?  Have you ever seen horror stories like mine?

How to weather a storm in your career search

It is officially storm season here in Iowa with some up and down weather patterns.  My family spent a good portion of last evening in our basement through a severe thunderstorm and tornado warning.  As usual when I can't sleep I start thinking about work.  I thought this would be an apropos blog topic for this morning after waking up this morning thankfully to minimal damage and kids who weren't too terribly tired.

Over my years of recruiting I have assisted many candidates through a "stormy" interview process or career decision.  There a few keys to survival that mimic what you would do in an actual weather event:

1)  Be aware of what may be ahead.  This may be an obvious one, but not many people adhere to the philosophy.  Just as you can't wait until the tornado sirens to go off to make sure the batteries in your flashlight are charged, you can't wait until an obstacle pops up to overcome it.  Be ready for your current employer to find out you are in an active search mode.  Be ready for a difficult resignation if you are nearing that turning point.  Be ready for your boss asking why you were seen in another agency's office by a marketing rep or old friend.  If you are not aware of these possibilities they can really trip you up in the midst of a search.  Last night we had the TV on late to watch the weather report, charged our cell phones for weather alerts, and jumped out of bed as soon as the sirens went off to shuffle our kids to the basement.

2)  Stick to the basics.  When bad weather approaches many people panic and forget the things you were taught all the way back in elementary school - go to an interior room, don't be near a window, don't go outside, unplug major appliances, etc.  There are also some really basic ideas when it comes to a search as well - always be professional in interviews, never bad mouth a former employer or colleague, be courteous even when told no regarding a new opportunity, don't become too impatient.....the list could go on and on.  But there is a reason there are career counselors all over the place - we all need them!

3)  Don't panic.  If something does go bad during an interview or search process, oftentimes people panic and make a decision they will later regret.  If you were caught in a bad storm, forgot that you left something outside from the day before, and then went outside only to get injured by a falling tree branch, that would seem like a bad choice afterward.  Similarly, don't make a decision you will later regret if something doesn't quite shake out the way you had anticipated with your search.

4)  Use common sense.  Yet another one that should be a no-brainer.  During one of the weather reports last night they were talking about flash flooding and reminding viewers that it only takes a couple of inches of standing water to possibly sweep your car away.  But how many people would see a few inches of water and think they could just drive right on through?  When faced with decisions during an interview or a search, listening to your gut and using common sense will benefit you 90-95% of the time.

Despite all of this advice, sometimes you just have to go through a storm to fully appreciate all of the tips that come before the storm even hits.  Have you ever been through a storm in your search, survived to tell the tale, and vowed to not repeat any mistakes?