New Capstone Blog

Thanks for visiting my blog! 

Effective July 29^th, 2016 I will start contributing content directly to Capstone Search Group’s Blog at http://www.csgrecruiting.com/blogs. 

Please visit the BLOG to read my posts plus more from other contributors at Capstone Search Group.

Chris Winterboer, CPC, RHU| Partner, Senior Search Consultant | Capstone Search Group
2480 Berkshire Pkwy, Ste A | Clive, IA | 50325
Main: 515-987-0242 x453 | Direct: 515-216-5453
cwinterboer@csgrecruiting.com / www.csgrecruiting.com

Recruitment 101: How to greet a candidate for an interview

It may seem like a simple idea, but it is so often mis-handled - how to greet a candidate coming into your office for a face-to-fact job interview. I would like to explore a couple of easy remedies to avoid making a poor first impression at your workplace.

Recently I had a candidate show up for a first meeting with a potential. The receptionist did not have anything on the calendar, the hiring manager had the wrong time on their calendar and was unavailable, and the person that filled in for the initial greeting was so distracted that it was not productive at all. They could have written a blog about how NOT to greet a candidate.

Here are some basic ideas to make sure you are putting your best foot forward to make a candidate feel comfortable coming into an interview:

1) Have an agenda prepared ahead of time for the interview. One of my favorite clients even does this before the interview. They email the job description, an application, directions to the office, and a clear agenda of who they will be meeting with and for how long. Now the candidate knows what to expect, can prepare accordingly, and will be ready to jump right into a conversation upon arrival.

2) Have a meeting place set aside. I can't tell you how many times candidates have followed up with me saying that they did not have a good place to interview. It was at someone's cubicle with a lot of outside noise and distractions. Or a conference room that was double booked and they were kicked out midway through an interview. The worst I've ever heard is that there was not a place at all to interview, so they cancelled the interview altogether. With just a little planning, this can be avoided.

3) Be ready at the appointed time. Another faux pas that is all too common is being late for the interview time. The candidate arrives ten minutes early, waits another fifteen minutes for the hiring manager or interviewer to be ready, and now they're nearly a half hour into waiting awkwardly for the interview to begin. Being so busy that you are late for the interview impresses no one. Instead, make the good impression by being ready a few minutes early to respect everyone's time.

4) Have water available. This one may seem unnecessary to some, but it is such an easy touch to add. If you are expecting someone to be talking for a good portion of the time, a glass or bottle of water is a welcome sight. It is a very small touch that could have a large impact.

5) Shut down all computers and mobile devices. Nothing is worse than sitting down in an interview and within two minutes the hiring manager or interviewer takes a call, looks at a text, or checks emails. No matter how "important" the subject matter, it sends a terrible message. Avoid the temptation altogether by shutting everything down and focusing on the candidate sitting across the desk or table.

While this all may seem too easy, I am here to tell you that many companies do not do any of these actionable items before an interview. You could already be several steps ahead of your competition for good talent by implementing even one or two of these options!

The first 90 days of a new job

When is the last time you tried a new workout? Did it have a 90-day plan to begin? If so, I would imagine it outlines the ups and downs that come with changing your diet, your exercise, and your sleeping patterns. In many ways, the first 90 days of a new job are similar.

First of all, you have to commit to leaving behind an old way of life. With a workout plan it might be most difficult to give up eating the foods you love. Or perhaps sleeping in until 7:00 instead of waking up to an alarm at 5:30 am. With a new job you may tend to focus on the good you left behind in your previous job. There was obviously some reason that you left in the first place, but as you adjust to a new work schedule and environment, it is human nature to wonder if you made the right decision. Maybe you used to have a perk or two at your previous employer that you don't have any longer, and it creates some doubt in your mind. Don't allow that to creep in, especially in the first 90 days. Focus instead on the reasons why you left the old way of life (or job) behind.

Next, you have to acknowledge there is bound to be some pain with the gain. When you start a new workout, you are bound to have muscle soreness and fatigue. That is your body's way of re-building and healing as you gain strength. The same concept will come with a new job. You have to learn new office politics, build new friendships, take some risks, and be uncomfortable at times. If you can really embrace this and pull the Band-Aid off early, your transition will be much more smooth.

Then after some initial gain, you might plateau and not see results. With a workout that can be really frustrating. You see immediate results in a few weeks and then for a few weeks don't see much at all. With a new job this part may not be quite as frustrating, but it happens quite often. The first few weeks are exciting and may even involved a bigger company event or accomplishment. Then a few more weeks go by and you're waiting to start a new project or something is put on hold. I have even had candidates tell me during this part of the transition that they are bored. While certainly not a good thing, some of this is bound to happen. Patience is the best medicine here, along with having someone to talk to, like a mentor or third party recruiter. These moments usually don't last for long and you are back on track before you know it.

Lastly, you get to the end of the 90 days and almost have another decision to make. With a workout plan it is whether or not to dial it down or try something different. With a job you can't be quite so cavalier. But there is certainly some truth to the idea. You will have had a chance to see most of the inner workings and culture of a company or department in 90 days. Be honest with yourself and assess if this is what you really signed up for. Most times it is in my experience, and then it is time to face all of the challenges of maintaining and improving upon your routines to have a "happy and healthy" next 90 days!

What Kevin Durant can teach us about a job search

I heard over the weekend that Kevin Durant plans to fly to New York next week to host up to six teams and hear their individual pitches as he embarks upon free agency. I got to wondering how those teams may feel about it and what they will do to prepare.

While most job searches will look and feel nothing like that circus that will ensue, I did think of a few common denominators that may help in your individual situation:

1)  Be open-minded. While I truly believe there is a good chance Durant doesn't leave OKC (his current team), he wants to hear how other teams may better position himself for a chance to get his elusive NBA championship. As you consider career opportunities, at some point most people believe that not making a change is the easiest route. No one likes change. But if you have serious career goals that you hope to achieve, perhaps you need to wear your heart on your sleeve a little more and listen to new ideas.

2)  Be good at what you do. Let's be honest - the reason six teams are willing to go through with this charade is that they all believe they have a chance to make an offer Kevin cannot refuse. Those teams would not be pursuing him so actively and risking so much if he were not one of the best players in the NBA. Especially with this summer's free agent class. If you are good at your job, you will get noticed by others. You can use that to your advantage.

3)  Be likable. In addition to being a tremendous basketball player, Kevin Durant sure seems like a good teammate. It is one thing if you can be a good employee and do your job well. It is an entirely different thing if in addition to that attribute, everyone likes you. This is sometimes called the "X Factor" when companies look to make an integral hire. Possessing that skill will take you far.

4)  Make those around you better. Showing that you will impact the development of others is huge. The manner in which you contribute to the bottom line is exponential if you improve morale, teach skills, or mentor others. Far too often people watch out only for themselves. While that may work in the short term, it is always better in the long run to help others along the way.

The final thing is that if you can find a way to have six employers fly to one place at your request, you're bound to get the job you really want. Keep me posted how many of the six respond if you do go down that path.......HA!

How to deal with distractions in a job search

Many of you have probably seen the movie "Up" and recognize this picture for today's blog.  If you are anything like me with young ones at home, it also can describe your children at any moment.  Unfortunately it is also something that plagues candidates I work with on a daily basis.

Instead of squirrels, there is a laundry list of distractions that candidates encounter during an interview or job search process.  Personal issues, work issues (if currently employed), changes in an interview schedule, new opportunities that arise, comparisons of two (or more) job interviews, doubt, fear, surprises, concerns, questions.......the list goes on and on.

So how does one handle those external pressures and white noise to stay focused?  I turn to the world of golf for some answers.  For those of you that might not have seen the final round of the U.S. Open yesterday, something amazing happened that included one of the biggest distractions I have ever seen in a major championship.  Dustin Johnson was getting set to make a putt on the fifth hole.  The ball moved, he asked a rules official to come over to talk through a possible penalty, and they agreed that there would be no penalty.  He made the par putt and continued his round.  Only to have another rules official approach him on the 12th hole to let him know a possible one-stroke penalty could be assessed at the completion of his round.  They also let all other officials and golfers know so that they could strategize accordingly to finish their round.  Which obviously set up a chance for an enormous controversy depending upon how things shook out.  Fortunately for everyone, Dustin went on to finish three strokes ahead of the field, even with the one-stroke penalty assessed after the 72nd hole.

Here's how he did it:

1)  He controlled the controllables.  That is actually a phrase that one of the announcers (Paul Azinger) talked about during that treacherous six-hole stretch when the final outcome was in question.  Dustin never wavered, made some crucial par putts, and even birdied the final hole to put an exclamation mark on his championship.  The same can be said for a candidate in the midst of a changing interview process with plenty of distractions.  Do not become frustrated if the process goes longer than expected.  Do not waver in your professionalism if something goes wrong on your interview day.  If it rains and ruins your perfect hair going into the interview, stay in control and give your best interview.  It is much easier said than done, but such sage advice - control the controllables.

2)  He learned from his failures.  If you rewind a year, history will show that Dustin had a chance to win on the 72nd hole of the U.S. Open.  Instead, he three-putted the final hole, including a very short putt to force a playoff, and remembered that going into this year.  It is likely that your past interview history is not perfect, and that is okay.  Remember back to when something didn't go quite right and think about what you took from that experience.  Maybe it was even recent and you are still stinging from it.  Use that to your advantage to fuel your future job search activities.

3)  He had support from others.  In an amazing display of professionalism, Lee Westwood (Dustin's playing partner for the day), patted him on the back after the rules official let him know of the pending bad news.  This is a competitor of his, vying for the same trophy, who just so happened to be in the middle of a terrible round where he played himself out of contention.  He encouraged Dustin to stay focused, was his biggest cheerleader during the final six-hole stretch, and even Lee's caddy made a gesture at the end praising Dustin's efforts.  If you have the luxury of a good support system around you with mentors, other professionals, or friends and family, you should absolutely lean on that in the midst of the distractions that come with a search.  If you do not have that luxury, try and find someone that could be that person for you.  Even if it is someone you don't know personally.  Read a good business book from a reliable author, check online for resources and ideas, or even look to social media.  There is so much content available on the "do's and don'ts" of a search or interview process that you'll be able to easily find a source of help or focus.

The world is full of distractions.  The sooner you acknowledge them and overcome them, the more success you will have in your search.  Or even life in general.  Here's to hoping that "squirrel" doesn't prevent you from achieving success!

How to be courageous in a job search

The great Muhammad Ali once said, "He who is not courageous enough to take risks will accomplish nothing in life."  As we remember his legacy, those words ring true in many facets of our lives.  One of those areas is certainly our career decisions and pending job search(es).

Fear is undoubtedly one of the greatest obstacles to many candidates that I meet.  The fear of the unknown, the fear of change, the fear of loss, the fear of embarrassment, the fear of failure - the list could go on and on.  While fear can be an ally in certain circumstances, it is almost always an obstacle to be overcome.  So how does one do that courageously?

My first recommendation would be to face and embrace the fear.  There certainly is some inherent risk with reaching out to another employer while currently employed with another company.  It is likely, however, that on some level you are not happy with your current situation.  Otherwise you would not consider making a move in the first place.  Really spend some time thinking about why you are looking to leave, embrace the idea that there could be problems with a new employer as well, and begin early on building out a pros and cons list.  If the fear of leaving is stronger than the possibility of a greener pasture on the other side of the fence, perhaps now is not the time to enter into a job search or interview with other companies.

Next I would consider the risk factors involved.  Will my current employer find out that I am looking for another job?  What will they do to me if they read an email or someone sees me out interviewing at a restaurant or coffee shop?  You must be able to reconcile this if you are looking to interview for another job.  While there is no foolproof way to prevent your current employer from finding out, there are certainly precautions you can take.  Don't use your work email for communication.  Don't check your personal email on work time and on a work computer.  Don't tell colleagues about your search, even if you think you can trust them implicitly.  They might slip up and let something out inadvertently with no bad intentions.  Ask the employer you are talking with to please keep the conversation confidential.  Again, there is no 100% way to know something won't come out, but again if you weigh the risk/reward ahead of time and plan accordingly, things will go much more smoothly.

Another way to mitigate some of the risk or fear is to speak to a trusted advisor, business mentor, or good friend about your intentions to engage in a search.  If you can really trust one of these individuals, they will hopefully provide you with objective advice.  Sometimes hearing the truth hurts a little, but coming from someone you believe in could really help in developing your search strategy.  Oftentimes I even talk with candidates that I am not directly representing about how to handle turns and twists in the search process.  No two searches are alike, but over time I have learned some tips to navigate a bumpy and windy road.

Lastly, at some point realize that you just have to go for it.  If you really believe in something, you can control your own destiny.  I read an article about Ali and the author argued that Ali's legacy was GREATER because he stood up for something he believed in and did not enter the draft in the late 60s.  It hurt his professional growth at the time as he was banned from boxing for three years.  But in retrospect history is showing he was even more of a figure in our minds because of that decision.  I am certain he thought of all the advantages and disadvantages to his decision, spoke with those he trusted, made a decision, and went for it.  One of his other famous quotes is "It's the lack of faith that makes people afraid of meetings challenges, and I believe in myself."

If you believe in yourself, the idea of "going for it" should not be something to be afraid of.  Be courageous and bank on yourself.  It could be the best thing you have going for you!

How to be yourself in a job interview

Have you ever seen that La Quinta hotel commercial where the sales guy is calling on a client, closes a deal, and is then invited to play golf?  He proceeds to rip away his suit and is wearing a golf polo and sweater underneath.  Then the new client suggests tennis instead.  The sales guy rips away his golf polo to reveal tennis gear.

Not only do I hope you don't have to change clothes during an interview to impress the employer, but I hope you don't have to change who you are either.  Unfortunately I hear about it all the time after a failed interview.  Case after case of a candidate waffling between what the employer wants to hear and what is actually true about someone's background.  Here a few easy tips to prevent that from ever happening to you:

1)  Stick to your strengths.  If you are usually a quiet, contemplative type of person, don't enter into an interview trying to act like Cheri Oteri on Saturday Night Live when she is an over-eager (and over-bearing) cheerleader with Will Ferrell.  The employer may really like that energy and expect it on a daily basis.  Be careful who you portray yourself to be just to get the job and then show up on the first day as an alter ego.  I can tell you exactly how that will turn out after a few months on the job.

2)  It is okay to say, "I don't know".  If an employer is looking for a very specific answer, and you don't know the answer, the worst thing you can do is fake your way through it.  Or point to how you are a quick learner before admitting you don't know the answer.  Stay true to yourself and focus instead on what you do know.  Or ask a follow up question to see if it is in fact something you could learn quickly.  If you jump too quickly to an answer that isn't you, it will be evident quickly.  I once had an employer tell me that a candidate took so long to improperly answer a question that the hiring manager forgot what the original question was that the candidate clearly didn't have an answer to in the first place.  The interview was unofficially over after that.

3)  You can adjust your answers on the fly, but don't abandon what has worked in the past.  I had a healthy debate with my son last night during Game 7 of the Golden State/OKC game.  He complained that all the Warriors do is shoot threes and hope they go in.  I argued that is their game and has been all season.  Why change now?  They certainly had to change a few things as the Thunder defense threw different looks at them, but if they had decided to not shoot any three-pointers at all during the pre-game strategy, it likely would have been a different outcome.  And not in their favor.  Again, if you are hired for a job based upon an interview process where you pretended to be Superman, and you're really just Clark Kent on a daily basis, the new employer will feel like you pulled the wool over their eyes.

4)  RE-LAX.  Now don't take this to an extreme - I am NOT advocating taking your shoes off and kicking up your feet on the desk.  Instead focus on the small details.  Breathe more intentionally, talk more slowly (people always speak more quickly when nervous), really consider your answers before blurting them out, be aware of your surroundings, etc.  Another story I can think of is a candidate who spoke for so long and in such circles that they had to ask the hiring manager to repeat the question that was asked ten minutes earlier.  The opposite of my story from above.  Can you seriously imagine such a verbal barrage coming out of your mouth that you couldn't even remember the question that was asked?

5)  Be the best version of yourself.  There are a few ways to accomplish this without much effort, but these concepts are often overlooked.  They include getting a good night's sleep before the day of an interview, eat a good meal beforehand, allow plenty of time to arrive early at the interview so that you're not flustered, use the restroom before the interview to make sure you don't have to later (this is also an opportunity to see if any of that pre-interview meal is stuck between your teeth or spilled on your collar), this list could go on and on.  Yet so many people fail to do this little things that would give them a better opportunity to truly be themselves.

The bottom line is that companies are going to hire based upon who they see and hear in an interview.  If that isn't who you really are, those first few weeks and months could be really awkward when they find out they hired Clark Kent and not Superman........

Why a job interview is like an audition

Do you ever have those moments in your life where personal and professional worlds collide when providing advice?  I had that happen this weekend, and it made me think of the job search process.

My daughter is auditioning this week for a show choir at her school, and she was rehearsing both the dance and the song portion over the weekend at home.  As my wife and I provided tips and helpful feedback, there were moments I thought to myself I could have been in a conversation with a candidate, prepping for a job interview.  Here is why:

1)  It only matters what you are doing, not who you are up against.  My daughter is really good at math (fortunately or unfortunately) and she knows exactly what her chances are mathematically to make the show choir.  But if she focuses only on that, it will likely impact her performance.  While it may seem contrite to tell her (or a candidate) to "just do your best", that is exactly what I would expect.  Put out the best version of yourself and the results will be what they will be.  Regardless of the result, you will know you went in prepared, did your absolute best, and will be chosen on that merit alone at the end of the day.  If it goes down any other way, the system was rigged.

2)  Be nervous.  I would be more worried if my daughter was NOT nervous ahead of the audition.  That would mean she either doesn't really care or is over-confident and won't try her best.  If on any level she thinks 80% effort is good enough, there is a good chance it won't be.  Same thing goes for an interview.  Frankly I think sometimes candidates go into an interview with the attitude of "Well, we will just see how things go."  That completely undermines the ability to impact the process in your favor.  Why anyone would just go through the motions in an interview is beyond me.  To what end would you want to do that?  My favorite candidate is the nervous one because that confirms to me that they are fully engaged.

3)  Pay attention to the small details.  We told our daughter to greet the judges immediately upon entering the room.  Shake their hand, acknowledge their efforts, thank them for their time, leave with a smile on your face - the list could go on and on.  Sure, they will be watching her audition.  But I guarantee they will also be watching how she conducts herself in every setting.  Same goes for an interview.  From the moment you park your car or walk in the building, you should be acting on the premise that the interview has begun.  You never know what tiny detail is going to be the tipping point for making the first or final impression.  Leave nothing to fate.

4)  Have fun.  If you look like you don't want to be there, it will be assumed that is the case.  People naturally want to be around other people that are happy.  You can certainly go overboard on this one, but if you strike a good balance it pays off every single time.

5)  Be ready to say yes.  While it would be exciting to be accepted in the show choir, we have tried to communicate to our daughter that is when the real work begins.  Practices, rehearsals, time at home, and much more will come with the territory.  Be sure you are ready to commit to that, knowing that is what is required to put a good product on the stage.  Same with an interview - be ready to accept an offer if it comes.  No one should need practice interviewing.  If you are doing so, it must be for a good reason.  Go into that interview knowing you might get the job and what that means.  Otherwise you are wasting everyone's time.

The only thing left to say if you are preparing for an interview is "Go and break a leg!"

What "culture match" means in a job interview

There are many important factors when considering a new job - career progression, salary, vacation time, work/life balance, location, and many more.  But how often do you hear the phrase "culture match" during an interview process?  And what exactly does that mean?

Business management author and guru Peter Drucker once said that "Culture eats strategy for breakfast."  There are many ways to dissect this statement, but at its core I think he is trying to say that having a good company culture is always going to trump having a good "strategy" for conducting business.  So how exactly does one determine a company culture during the interview process?

The first thing I would suggest is ask everyone you meet in the organization.  If the answer varies dramatically with each new person you meet, there is likely not a cohesive culture that everyone adheres to.  Instead they likely go to the beat of their own drum, and that can cause many problems down the road should you decide to join the company in any capacity.  I know some companies that have such a top-down approach that everyone from the CEO to the receptionist would have a pretty similar answer to that question.

Next, I would do extensive research online and with social media.  What do others say about the company, including former employees?  Glassdoor is a newer resource for employee reviews that show the good, the bad, and the ugly.  While you certainly have to take those reviews with a grain of salt, you might be able to detect some trends.  See if your philosophies line up with what others say about the company and then ask follow up questions in an interview setting or as a follow up email with the hiring manager.

Another way to determine company culture is reviewing the overall benefits package.  One of my colleagues recently noticed that a few more companies have pet bereavement policies.  That is a new and innovative way to tell your employees how you care about them.  A company that says they care about their employees but have strict PTO policies, poor medical coverage, no retirement plan, and very few on-site perks probably don't really mean it.

Lastly, you have to really ask yourself if you can live with what you learn about a company's culture.  If you really like who you would be working with, but feel like the company is a little too strict with a dress code, is that something you can work through?  Or perhaps there is too much of a buttoned-up feeling with the management team, but the ability to work flexible hours is available.  The idea of determining culture match can prove to be a tough balancing act.  There is no such thing as a "perfect" culture, but learning as much as you can about a company's overall culture can be a huge determining factor in your decision to work for them or not.

Is no news really bad news in a job search?

I tell people all the time that no news is no news when awaiting feedback.  Seems simple, right?  Far too often, however, the idea that there is no news is usually perceived as bad news.  In a job search it can seem even worse as you wait for your phone to ring with feedback.

I could turn this blog into a ten-part series to outline all of the crazy reasons why employers and candidates alike have failed to provide feedback or thoughts in a timely manner.  The idea that time kills all deals is something that hovers in the back of your mind.  Especially when someone says they'll be back to you in a few days and a week or more has already transpired.  Of the many reasons why no news could simply be no news, here are some of the most popular ones I have seen lately:

1)  Life happens.  Okay, this may seem broad, but it is honestly quite common.  A hiring manager gets called out of the office unexpectedly for a personal reason.  Another matter in the department becomes top priority, and that is the short-term focus.  A client needs something and that is the first thing to take care of before looking to fill a position.  Of the millions of reasons that fit into this category, there are likely a few that are less explainable than others.  But if you can accept the fact that this is a possibility, it will help you sleep at night when a few extra days have gone by without any feedback.

2)  The company is interviewing other candidates.  Sometimes they will tell you this, sometimes they won't.  You have to remember it isn't necessarily a bad thing.  It is only a bad thing if you are the only candidate they have interviewed so far, they have no one else in the pipeline, but then say they want to talk with ten more people before they proceed to next steps.  That could be a red flag.  But if they have four resumes and want to meet four people, that is going to take some time.

3)  There is another position that is a better match.  I have had clients in the past that take longer than normal to provide feedback because they are talking internally about another team or division that would be a better culture match.  They still really like the candidate, but feel like going in a different direction will benefit both parties.  Sometimes these discussions take some time and employers want to have their ducks in a row before making those decisions.

4)  The employer is waiting for feedback from a panel member.  Perhaps you met with five people, four really liked you and told the hiring manager or HR contact, but they want to make sure the fifth person has a chance to respond.  This can be maddening because the chances are usually good that the last person will give the thumbs up.  Until that happens everyone is waiting.

Have you ever waiting longer than expected for news, only to find out it was good news?  I would love to hear stories of people that have had something unusual happen to add to my long list that never cease to amaze me.

How to improve workplace relationships

How many of you woke up this morning thinking you might be able to glean some workplace relationship advice from Steve McMichael?  #Mongo  #FourHorsemen  #SuperBowlChamp

Since I am likely the only one who woke up with that thought, allow me to explain why.  I was in Chicago over the weekend to catch a Cubs' game with my son.  Since the game was rained out, we went downtown to check out NFL Draft Town.  We stopped in a NFL Store right outside of Grant Park and Steve McMichael was signing autographs.  My son got in line, and I told him when he got up there to ask Steve what his favorite memory was of Walter Payton.

After Steve first managed to make fun of the Cubs for not playing in the rain (you know, since football players wouldn't have minded), my son was able to ask the question.  You could tell it was something that had an impression on Steve as he paused for a few seconds, got down on a knee to make sure he was eye level with my son, and proceeded to tell him how hard Walter practiced.  How he never took a day off.  And that he was never afraid to sneak up on Steve and wrap him in a giant bear hug to remind Steve how tough he was.

Along with being a fun moment for me as a huge Bears' fan, it made me think of how Walter would probably have a few more ideas to share about working with others.

1)  Always show up.  Walter didn't only do this at games when the bright lights were on.  According to Steve, he did it every day in practice too.  I have a feeling he didn't do it for accolades, but it was simply who he was.  He showed up every day, ready to go and have an impact on his organization.  What a great quality in a teammate and a colleague.

2)  Have some fun.  I imagine along with showing Steve how tough he was, Walter was trying to lighten the mood at practice by sneaking up behind McMichael.  Sure he was paid a lot of money for playing a game, but Walter wanted to enjoy what he was doing on a daily basis.

3)  Be memorable.  As the moment on Saturday impacted me, it was almost more so because it reminded me about how both players were likely wonderful teammates.  To have such good memories about something that happened 30 years ago is a sure sign they made each other better on and off the field.

4)  Set goals.  I am pretty certain Steve and Walter didn't show up to practice hard just to say they had a good practice.  They wanted to win games, win their division, and ultimately win a Super Bowl.  They would not have been able to do any of that together if they had not set goals and worked hard every day to achieve them.

5)  Be intentional.  In the short story that was shared by Steve, I got the sense that something like the bear hug was not a one-time occurrence.  Walter likely sought out Steve (and others) on a daily basis.  You can't build a good long-term relationship with one moment or a couple of moments.  Instead they are built up over time by seeking out others on purpose to learn about them, be with them, and share knowledge when you can.

How to celebrate workplace successes #PurpleRain

I think it is safe to say the world was shocked with the news of Prince's death last week.  What has been amazing to watch unfold is how many stories about his work and career have been coming out.  Those closest to him knew many of them, but the world is just getting a peek into some of it now.

It got me thinking about why people are recognized for achievements after they are gone and not before.  It also happens with good employees at companies every day - good work goes unnoticed and is not truly missed until it is gone.  Here are some suggestions to prevent that from happening to you and your company:

1)  Use social media outlets to celebrate successes, anniversaries, achievements, and more.  One of my partners here at Capstone recently celebrated her ten-year anniversary.  We got her a cuckoo clock with the inscription, "Ten years with us, and you haven't gone cuckoo yet."  We are proud of her and want the world to know about it!

2)  Use small rewards to keep employees motivated.  I don't care how successful you are, or what point you are at in your career, a $25 gift card to your favorite restaurant for being a good team player should mean something to just about anyone.  Heck, even if you don't use it, you know that someone else paid attention to a good deed or contribution.

3)  Just say it.  Just like the infamous Nike tag line, it isn't that difficult.  If you see someone working hard and even staying late to complete a project ahead of a deadline, give that person a high five and tell them "Nice work!"  Or better yet, perhaps you were recently helped by a colleague, subordinate, or boss.  Someone did something for you that was extra effort and not asked for.  Give that person mad props and even find a way to re-pay that down the road.

4)  Encourage others to do the same.  It should not just be the boss doling out gratitude and gifts.  Build others up in the organization so that they feel empowered to recognize others as well.  I know some companies even have formal programs for this.  If you see someone committing a random act of kindness, put an anonymous note card in the drop box to make sure others are aware.  You see it all the time on Facebook, YouTube, and other outlets - strangers seeing other strangers doing good things and letting the world know about it.  If you would consider doing that for a stranger, why not consider it for a fellow employee??

The bottom line is that it is always good practice to be pro-active and intentional when celebrating workplace successes, big or small.  Don't wait until it is a too late and an employee has left for another company to know how great they were.  This can be a powerful retention tool!

How to handle an employee's resignation #MambaOut

Many interesting stories came out from the Lakers in the past several weeks regarding Kobe's last day in the purple and gold.  Some of which we can learn valuable lessons when dealing with employees who are resigning or retiring.

One of the more intriguing ones from my perspective actually came out after Kobe's final game was over for a few days.  The Lakers' General Manager was reflecting before a press conference regarding next year's roster.  The story goes that he has a marker board in his office where he outlines the next year's roster.  There are always changes and very few players do not get erased at some point.  Well, for twenty years Kobe's name was there.  The GM tried to erase it for the first time in a long time, and it didn't come off.  He had to get out some cleaning spray and really scrub it before it faded away.

Kobe's legacy will be forever remembered, but as any organization that loses a good long-time employee, the Lakers will have to move forward and re-build.  Here a few things to keep in mind when your organization loses an employee to a resignation or retirement:

1)  Embrace the future without forgetting the past.  Now that Kobe has finished his illustrious career, more than just the media can speculate if it was the right decision to keep him those extra two years and almost fifty million dollars.  Without focusing on the negative, it is a healthy part of the process to talk about strengths and weaknesses of the employee who is leaving.  What qualities do you want the replacement to have that the former employee may or may not have possessed themselves?  

2)  Don't try to hire the exact same thing.  Hear me out as many of you may be thinking that is precisely what you want to do.  Think of the Lakers - is there another player out there right now, either through the draft or a free agent acquisition, that is guaranteed to be the next bedrock of the franchise?  Very unlikely.  Same thing can probably be said of your organization.  If it is a good employee especially that is leaving, it may be difficult and take time to find someone even close to the same ability, price range, and skill set.  Be patient and open-minded to what might be best for the near future of the company.

3)  Treat the process with respect, even if you are glad to see the person go.  We've all had those employees that left and no tears were shed.  That does not mean you should throw a party because the office gossip leader is gone or that employee who always seemed to be complaining about something.  Others are going to resign in the future and/or may even be considering it now.  Vilifying a former employee will put some fear and disrespect into the process that is unnecessary.  It might feel good for about five minutes, but don't say or do anything you would regret later.

4)  Be quick to think about the future.  The Lakers did right by Kobe this year by many measures.  On the other hand, they have done the prudent thing and nearly immediately started talking about their future.  Who their head coach would be, what players they may want to draft, what free agents they may try to recruit, and how their efforts could impact fans, sponsors, and the overall future of the organization.  They have not forgotten about Kobe.  Not even close.  Nor have they forgotten that this is a business, and they need to get to work right away.  When you have an employee resign, that means you will have clients with un-met needs, colleagues who have to cover more work, and a management team that may be running thin for while.  You don't want any of that to last for long.

The bottom line is that far too many companies treat the resignation process as a necessary evil, but not one you need to pay too much attention to.  I am here to tell you the companies that do it right and do it well are extremely likely to have better retention rates and risk fewer resignations in the future.

Would you agree?

A tale of two offers

We have all heard the infamous saying, "a bird in the hand is worth two in the bush."  How about a little Office humor from Dwight to really drive the point home on a Monday?

As silly as that idiom may sound, I can't tell you how many times I have used it when counseling a candidate during offer stage.  It usually occurs when a candidate has already received an offer from a company that is their #2 or #3 option.  Their #1 option is still interviewing them (and possibly others) and may not have a decision on an offer for a couple of weeks or more.  So what is a the objective answer or guidance to provide in that situation?

I wish there were always a cut and dry answer.  It isn't that simple.  What if the candidate is unemployed?  Objectively one in the hand far surpasses two in the bush.  But does it subjectively?  What if the other opportunity provides more compensation, benefits, or career progression?

While I don't possess a magic eight-ball that predicts the future, I do have some experience working with candidates finding themselves in this unenviable position.  Here are some things to consider that have been helpful to others in the past:

1)  Admit that on some level it is a happy problem.  No, I am not trying to be a wisecrack with this comment.  If you embarked on a job search, chose to interview with two companies (or more), and one is already at the point to extend you an offer of employment, you have to appreciate that for what it is on its own.  It is likely that what you have received is at the very least equal to your current situation, if not better.  One of the first things I always tell candidates when they receive an offer is "Congratulations!"  It may sound over-simplified, but it is an accomplishment and you should celebrate that.

2)  Make a t-chart of pros and cons.  Again, this may seem elementary, but it is incredibly effective.  If currently employed, be sure to include your current situation in this effort.  What will life look like, good and bad, if you a) stay put, b) take the first offer (one in hand), or c) wait for second offer that is not a guarantee (two in the bush).  If the third option is better than the first two on many levels, then you have your answer.

3)  Tell the employer that is extending the first offer you have other interviews.  Yes, you heard me - be transparent and honest in the process.  I know many people will tell you otherwise, and there is an inherent risk with this, but there are also many benefits.  First of all, it shows you are able to be honest, even with difficult topics.  Secondly, you may be surprised by how open the employer is about waiting.  Lastly, you may see the true colors of the employer if they become incredibly defensive and threaten to rescind the offer.  Like I said, there are inherent risks with this.  But even if that worst case scenario unfolds, you might learn something about the employer's culture if they respond that negatively.

I have seen people make the wrong decision on both sides of this equation.  Some take the first offer on the table and regret it immensely right out of the gates.  Others turn down the first offer and then wait for the second offer that never comes.  At the end of the day you must reconcile that interviewing for any job has its risks.  There are, however, many rewards that often outweigh the risks.  Bear that in mind when caught in tough situations like these.

Who is your best Buddy in a job search?

I understand that oftentimes job searches are confidential and very few people know about your intentions or desire to leave a current job.  But at some point it is likely a good idea to seek counsel from a friend, a colleague, or a significant other.

The clear value in seeking out some of that objective advice is having another pair of ears and eyes to review the details.  Someone with a vested interest in your success, but also someone that will tell you what you need to hear.

Another person that you can count on to advise you during a job search or interview process is a third party recruiter.  It does not have to be someone currently representing you either.  Many times I am introduced to a candidate that I cannot directly help, but I eventually review an offer, de-brief after an interview, or prep them for a final meeting.

Whoever you have in your close circles, be sure they meet a few criteria if you are hoping for serious dialogue:

1)  They can be objective, especially when talking money.  One person that may not be able to do that is your spouse.  Don't hear what I'm not saying - I am not suggesting leaving your spouse out of this discussion.  They are the first and the last person to always talk to in these situations.  They may not, however, have as good of a pulse on the job market as a former boss or colleague.  Someone you trust inherently.

2)  They will tell you the truth, not just what you want to hear.  We all have friends that are eternal bubbles of optimism.  While we all need more people like that in our lives, they may not be the best ones to ask about a job change.  You need someone who will ask you directly why you are looking to leave your current employer.  Is staying possibly the best thing for you right now?  What do you know about a potential employer you are interviewing with?  Do they have a good reputation for a employee-friendly culture?

3)  They have experience with job changes themselves, have managed others, or have counseled others successfully through a job change.  I tell people all the time that I am not necessarily smarter than anyone else, but you see a lot in 13+ years of recruiting.  Maybe I have seen a familiar experience with another candidate that could prove helpful for someone else's current search.

The last thing I will tell you is that it is good to have more than one of these people in your life.  And preferably before you get in the 11th hour of an interview or job search.  No one person is going to have all of the answers and it is good to have more than one "Buddy" in your corner at all times.

How to avoid cold feet with a job offer

It is natural to have a few lingering questions when considering a job offer from a new employer.  Especially if you have been with your current employer for a long period of time.  So how can you ensure small doubts don't turn into cold feet and getting stuck in place?

The first thing I always recommend to candidates is to look back at the beginning of the interview process.  What were the reasons in the first place that you decided to look for another job?  Are those still viable reasons or not?  Most likely nothing has changed.  Which means it is much more about the job offer itself or something about the idea of change that has you spooked.  Which is a very natural feeling.  This confirms the idea that leaving is the right thing to do.  You now simply have to determine if the offer you have in front of you also accomplishes your long term career goals.

Which is actually the second thing I recommend when considering an offer - does making this move help serve the greater goal of progressing in your career?  If you are simply running "away from" a bad situation and not running "toward" a better one, then the offer may not be what you need it to be.  Take some time to reflect if this really gets you to a better place.  In some regards you should have already had some of these thoughts during the interview process, but now is when the rubber really hits the road with your decision.

Next I ask candidates what attracted them to this new opportunity in the first place.  Was it more money?  Was it a better commute?  Was it a bigger title?  Whatever it was, if that is still in play, then the offer will really boil down to the small details.  Which you have likely vetted out by the time it gets to offer stage.  If the basic tenets of the role are the same or better than when you first started interviewing, you likely have the answer you are seeking.

Lastly, I always tell candidates to go with your gut.  Again, it is natural to have some questions about the future.  Will this next move be your next ten-year stop?  Will it all be smooth as silk in the transition period?  Will I like my new colleagues and boss?  Many of these questions cannot be answered until you actually start working for your new employer.  So if you've done your research, enjoyed the interview process, and now stare down a good (or maybe great) offer, listen to what your gut says.  It may sound too simple, but simple is good!

Timing is everything in a job search

Is anyone else feeling a little out of whack to start this week with the time change?  In addition to daylight savings, this week is spring break for many schools in our area.  Add in St. Patrick's Day on Thursday and the start of March Madness, and this could prove to be an interesting week.

I am not ashamed to admit this year really threw me off with the time change.  I didn't roll into my usual coffee shop on the way to work until about 7:15 and figured I would face a long line.  To my amazement there were only four cars in the parking lot and there was no one in line.  Then I realized that many others were sleeping in and/or off on spring break.  It still felt really weird, and I wondered if I would face a quiet morning in the office.

Instead I found a long list of unread emails, several voicemails to return, and my phone has already been ringing off the hook.  This is a very happy problem and proof that people are still paying attention to their job search in an "off" week.  Here are a few reasons why this week could be incredible timing to follow up on an interview, check in with a prospective employer, or even embark upon a job search in initial phases.

1)  First quarter is coming to an end.  This is usually a time of year when employers make all kinds of hiring decisions.  This is the 13th first quarter I have seen come and go in the recruiting business, and it is the 13th in a row that is very, very busy for us.  Companies have a firm grasp on their financials from the previous year, they know what bench strength looks like for any replacement hires, and now is the time to execute on any strategic hires for the new year.  Especially in the insurance industry.

2)  More people are working this week than you might think.  Take myself as a prime example.  My three kids are at home this week, my Iowa Hawkeyes are playing on national television later this week, and the weather forecast in Iowa is fantastic.  But I'm here at the office taking advantage of the time to really catch up on some items.  Which means I will be readily available for phone calls, emails, and candidates checking in.  Chances are that other employers are in the same boat.  Whether it be the hiring manager, someone in talent acquisition, or even the finance department - now could be a GREAT time to check in with these folks.

3)  You have many ice-breakers to start the conversation.  We could start an entirely different discussion about how to approach the topics I mentioned earlier (NCAA tournament, St. Patrick's Day, daylight savings, etc.) but each provides a natural conversation starter.  And with this week being a more relaxed week, it could be more natural than other weeks.  Why not give it a shot?  You might find out you have something in common with the person on the other end of the phone.  Heck, I just spoke with a candidate whose son played in the boys' high school state tournament final on Friday night, and it turned out this small school in Northeast Iowa is where one of my colleagues went to high school, and she knew some of these family members.  What a small world!

4)  Important decisions could be made this week.  I don't want to be too melodramatic here, but this week could be a tipping point in making hiring decisions.  They could be made in a quiet office, or even over a few beverages at a local restaurant during a March Madness game.  Don't miss out on the opportunity to be a part of that.  Check in with an employer who is interviewing you, circle around on your references to see if they have been contacted, look at job boards that might be updated this week.  The list goes on and on for reasons to check in and stay on top of your job search.

The bottom line is that timing truly is everything when it comes to a job search.  Take advantage of the extra hour of daylight this week and make hay while the sun shines!

When to "hang it up" in an interview

You have likely heard the saying "hanging up your boots" in retirement.  Or possibly hanging up your shoes for a sports' analogy.  I had that come to mind twice yesterday - once when I heard Peyton Manning was announcing his retirement and again when my son concluded his youth basketball season.  The second one was a little bit more humorous as my son literally thought I was asking him to hang up his basketball shoes in the closet.  I don't think he appreciated the metaphor for what it was, at least not at first.

There is some contrast between what Peyton is doing and what my son is experiencing.  Peyton is likely to never play another snap of professional football.  Heck, he may never even take another snap in a charity flag football game.  Whereas my son is simply taking a break between seasons.  He already has camps planned for the summer and is eagerly anticipating next season already, less than 24 hours removed from this season.  How can this apply to an interview process?  In many ways.

Oftentimes I hear from a candidate who is exasperated with an interview process.  Perhaps it is taking too long between interviews.  Or even an initial response from submission of a resume that looked certain to quickly turn into an interview.  Maybe they were told that everyone loves them, but three or four days have passed from the last meeting and no additional feedback is forthcoming.  Or everyone in a meeting claims to "love" your background, yet they want you to go through a battery of personality profiles, online testing, and independent psychological review to be sure.  Even recently I had someone who thought they were close to receiving an offer when some more questions came up that even turned into a request for more meetings/interviews.

So how do you know when it is time to "hang it up" and walk away from an interview?

1)  NEVER.  To quote the great Jim Valvano, "Never give up.  Don't ever give up."  Is this a little extreme?  Absolutely.  But it is predicated on a few factors, so hear me out.  First of all, we have to make the conclusion that you are interested in the job you are interviewing for.  Because if you're not, the first minute you agreed to an interview was when the waste of time began for all parties.  Secondly, how a company interviews is NOT always how they are going to conduct business.  So just because an interview process may be lengthy and laborious, it does not mean the company is a bad place to be.  It is very difficult to have a perfect process because there are many moving parts.  This doesn't mean I am advocating putting up with crazy requests or shutting things down if it goes in a bad direction.  Just don't let little hiccups make you question the job until you've made it through an additional step or two.

2)  When you find out the salary range is entirely unacceptable.  This one may be more of a gray area then we have time to explore in a blog, but it is an objective factor in a subjective process.  If you need to make $75,000 to consider a move and the role you are interviewing for cannot go above $50,000, that is a gap.  If you handle this correctly, you still may be in the running for other opportunities down the road with the same employer.  Honesty and transparency communicated in a professional manner can help with this.  Employers will appreciate that more than you can imagine.

3)  When the job description or role changes in such a manner that you know you could never accept an offer should it come.  One example I can think of is if you were told at the outset that working remotely from home could be possible.  Then you find out you need to move your family three states away instead.  Unless you are willing and able to consider that, it is likely time to walk away.  The game has changed enough that it is time to move on.

4)  If you are asked an inappropriate or even illegal question.  Your gut is always your best guide on these, and it should not happen very often.  But I have absolutely had candidates follow up with me feeling a little uneasy about something.  It should never be a difficult decision - if you have had it happen to you, it was probably easy to walk away at the end of that interview.

If you notice, the general theme here is that there shouldn't be a long list of reasons why you should leave an interview process too early.  I know from direct experience that it happens all the time, and I wish candidates would have a little more patience and faith in the process.  Far more often good would come of it than not.

Recruiting Strategy - Hiring Baby Boomers

PART THREE | Hiring Baby Boomers

Over 75 million people were born between 1946 and 1964, which is broadly referred to as the Baby Boomer generation. Of the three generations we have profiled in this three-part series, this is the one with the most working/professional experience. So recruiting, hiring, and retaining this generation presents its own unique set of advantages and disadvantages.

First, let's dispel some baby boomer myths:

ONE
Baby Boomers don’t understand technology – they actually embrace it in many cases and have had their children, and even grandchildren, bring them up to speed quickly. Indeed conducted a survey in December 2014 and found that 73.4% of Millennials clicked on jobs through mobile while Baby Boomers clicked on jobs through mobile at 48.4%. That is still almost half of the market!

TWO
Baby Boomers are looking to coast into retirement and not work hard – with increased costs for healthcare, many Boomers are looking to work 5-7 years or more than originally anticipated to help close the gap in paying for healthcare.

THREE
Baby Boomers cannot learn new skills – more and more we are hearing about “second careers” after semi-retiring from professions such as teaching, skilled labor, public sector, and government jobs.

Here are a few things to keep in mind when recruiting Baby Boomers:

They are happy taking direction from others. Remember when the Baby Boomers grew up: strict upbringings, expectations on behavior, and even career paths are pre-determined and follow a set of unspoken rules. These candidates can fit in very well in individual contributor roles without aspiring to run the department in six months or expect a 50% pay raise for staying past their two-year anniversary.

Money is not the main motivating factor. While still an important factor, it is not as important as early in a career when a mortgage payment is a mainstay, student loans are being paid off, likely multiple car payments, and expenses coming along with children. Those fixed costs are eliminated and the focus becomes standard of living and providing for important upcoming expenditures like healthcare.

They can still manage and mentor younger workers.Some companies intentionally pair up Baby Boomer generation employees with Millennials and Gen X/Y employees to impart some wisdom. The Millennial generation especially is interested in this as they strongly desire to achieve what many Baby Boomers have already achieved. If they can ask directly someone in that generation, they will take it to heart and apply it to their own career.

They may still work longer in one position than a Millennial. Some data suggests that Millennials will only stay in a job for three years or less in most cases. So if an obstacle to hiring a Baby Boomer is lack of upside or tenure, there is a pretty good chance that they would stay with your company longer than a Millennial that you might hire at the same time.

They will work when expected to work, especially during traditional working hours. Many Millennials demand a flexible working environment, remote/work-from-home roles, casual attire, and much more. Baby Boomers will be prepared, ready, and able to work more of a 9-to-5 schedule with a 20-minute lunch and expectation of business or business casual attire. They will still desire vacation time, holidays off, and work/life balance, but to a lesser degree. It is more of a privilege to be earned and not an entitlement.

The Baby Boomers will come to work as former business owners, balanced expectations, and a wealth of knowledge from seeing the world change exponentially in the 50-65 years they have been alive. That can bring a great sense of perspective, good attitude, and experiences that can help shape the next generation in your current workplace. Maybe it is time to starting hiring more of them!

The art of a job offer - how to get the "enthusiastic yes"

How do you extend a job offer to a candidate?  This is not a rhetorical question - I really would like to know how companies think in the moments leading up to a job offer.  I know from direct recent experience that some companies think about it an awful lot, while others spend so little time on it that they usually find a way to mess something up.

I always tell my clients that the goal should be to receive the "enthusiastic yes" from a candidate when extending an offer.  Frankly, why else would you be extending the offer in the first place?  Desperation?  Lack of planning?  Poor execution?  Most times when I mention the idea of the "enthusiastic yes", clients think I am pushing for more money.  That is not even close to the heart of the matter.

Here are a few things that can help lead to the "enthusiastic yes" that I have learned over the years:

1)  Extend the offer in person.  Seem a little over the top?  Maybe even pushy like you're hoping to put pressure on and close the deal in person?  Absolutely not.  It screams a message loud and clear that you want to sit eyeball to eyeball with the candidate to express how excited you are for them to join the organization.  In these cases you don't even need to have an offer prepared in writing to send the right message.

2)  Talk about the tenure of others in your organization.  This can only happen, of course, if you have good, loyal employees that have been with the company for many years.  But if you don't already have that, you likely have problems that extend beyond your practices regarding job offers.  This should be hugely appealing to the right candidate because most people are looking to make long term career changes.

3)  It is the little things.  I'll never forget an offer I saw back in the day that had such an extensive list of perks that it included free boxes of Kleenex in the break room to take to your desk.  It may not seem exciting to most to have a few free tissues at work, but it sent the clear message that they cared about their employees and had some practices in place to show that love and appreciation.  Someone at some point in time must have requested that, and the idea stuck.

4)  Allow access to other employees during acceptance of offer.  This one may seem a little tricky, but when executed well this can be a powerful recruiting tool.  While the hiring manager or someone in Human Resources possess all the ability in the world to extend an offer well, knowing that your future colleagues will have an eye out for you even before you start can mean a lot.  It can create an instant bond that will lead to future productivity once the candidate starts.

I could probably list out another dozen or so ideas, but these ideas above are hopefully easy to execute and implement today.  I also hope to hear from you to find out what practices you use well that could be beneficial for others to know to secure that coveted "enthusiastic yes"!

There is no "gimme" in a job search

For most weekend amateurs, any putt within five feet is "inside the leather" or a "gimme".  Unless there is money on the line in a friendly foursome and the pressure is on.  So when Phil Mickelson lined up his putt of 5' 1" on the 72nd hole of Pebble Beach, the golfing world assumed he would make it to force a playoff.  It was a "no-brainer" kind of gimme for someone as good as Phil.  He even said afterward that he felt there was "no chance" he would miss it.  Well, he did.  He lipped it out, virtually handing the victory (and subsequent $1.26 million check) to someone else.

The really maddening part of the saga is that he drained much more difficult putts on the 70th and 71st hole to even get the chance to force the playoff on the 72nd hole, merely one stroke back of the leader.  A few things went wrong, which can also go wrong in the final stretch of an interview.

1)  He didn't think he could miss.  While on the one hand you could argue that is confidence, I believe he likely looked ahead a little.  Starting to prepare for the playoff and what it could mean, he didn't give enough attention to the actual putt.  Companies sometimes do this with candidates.  They have gone through a long and strenuous interview process, believe it is a done deal, and then don't focus on making sure the process is complete.  I had this happen recently where a candidate narrowed their choice down to two companies, admitted to us that our client was his first choice, we assumed the offer would be accepted, and the other company swooped in and made all kinds of accommodations with their offer.  They really went after the candidate, while we simply waited for the signed acceptance letter to come in.  Could we have changed the eventual outcome?  Hard to know for sure, but we certainly could have done some things differently.  No chance for a playoff if you don't make the first putt to get there.

2)  He didn't want it badly enough.  Again, I think we could all agree this is unlikely, but really think about it for a second.  Here's a guy who has won 42 times on tour, makes over $40 million a year, and is likely nearing the end of his Hall of Fame career.  Sure another trophy would be great, but do you really think he is waking up this morning agonizing over this being a game-changer in his legacy?  Doubtful.  I am sure he is disappointed, but he is more likely preparing for his next tournament and especially the next major.  Candidates and companies alike in final stages sometimes don't invest too much emotionally because they've "been there before" and don't really care if a particular offer is accepted or not.  I think this is incredibly short-sighted.  If you have invested the time and energy to interview someone, and then decided to extend an offer, you should really want it to be accepted.  Always put your best foot forward and go for the win.

3)  He was nervous and uncertain.  I don't think Phil gets too terribly nervous any more, but he is human after all.  For some unknown reason maybe he did really want this one and yanked the putt a little because of his nerves.  Employers and candidates alike get nervous when it gets to be the goal line as it means some tough decisions, maybe even life-altering decisions, are about to be made.  If you don't treat that with the right level of respect, little things could go wrong.  Stick with your process, especially if it is a good one, and go through all of the appropriate steps to really close out an offer with a candidate.

I know I've made a lot of assumptions here regarding what was going through Phil's mind yesterday afternoon.  I do know for sure that he wishes he had made that putt to force the playoff.  Any good competitor would want that opportunity.  So when considering what to do in final stages of an interview, be reminded of what is necessary to really close out a deal.  Maybe Phil's misfortune could be a tipping or learning point for you.  I know it was a good one for me!