What's in a job title?

Have you ever felt like your job title did not do justice to what your actual position was within a company?  Or seen someone else's job title and felt it was not descriptive enough?  In my position I see everything from Director of First Impressions to CIO (Chief Idea Officer) to Head Cheese for a CEO.  While being creative in some industries can be good, in the world of insurance it is always best to say what you mean and mean what you say.

The problem with a job title is that it means different things to different people.  If you were to ask Monster you would receive one answer, while CareerBuilder would offer another answer, someone at Indeed or Linked In would provide another perspective, a third party recruiter would have a few thoughts, the HR/talent acquisition team at the employer would have an opinion, the hiring manager would like something completely different, the IT department would suggest particular key words in a specific order and font, and the job seeker would feel strongly about something that none of the aforementioned would understand.  So how do you decipher what is the best way to explain what your skill set is in just a title or two?  Or what your job is really seeking to fill?

This is a complicated question that oftentimes leads candidates to have multiple copies of their resume or online profiles.  Which I don't believe is necessarily a good thing.  It also can lead companies down the path of securing many resumes of people with a similar job title, but absolutely none of the skills they are seeking.  Over time we have counseled many companies and candidates to tweak things accordingly in their titles to make sure everyone is on the same page.  There are a few litmus tests you can apply to be guided in the right direction.

The first is securing some competitive intelligence.  Whether you are a hiring manager or a candidate, do some research into what others in the industry would call a particular position.  When I worked at a broker earlier in my career I was an Account Executive, but at the end of the day I was in sales.  I found over time that most other firms used the AE title to describe service instead of sales.  This hurt me when I was introducing myself to prospects as an AE because they were unaware of the fact that I was in sales.  We help clients all the time when deciding what title to use and/or NOT use based upon what we see in the market.

Next, determine the perception of the general public.  Will it help if a VP or AVP is added to a title?  Or perhaps the word "Senior" in front of an Account Manager or Account Executive title?  You can lean on my first point as a start.  Do other firms call an Account Manager with 5-7 years of experience a Sr. Account Manager to provide some oomph to the title?  If so, that might be something to consider adding to your repertoire to make sure you are attracting the right talent.  Also, think about how your team is structured internally.  If a senior level person is assigned to some indirect reports or higher level clients, it might make sense to add something to the title to show that line of demarcation both internally and externally.

Another easy question, but often overlooked, is how is the title going to fit on a business card or email signature line?  This may seem like a small detail, but if someone is an Assistant Vice President, Account Executive, Small Group Division that is a lot of information.  Would it be easier to simply call that person the AVP, Small Accounts?  In the day and age we live in with social media an exposure on sites like LinkedIn, these types of issues can help make a first impression.

Lastly, is there consistency over a period of time?  If you have had four different job titles for your four most recent employers, do you think that could be confusing to a prospective employer?  Or as a company if you have called someone doing customer service four different titles over the past four years, do you think that might be confusing to a job seeker?  This requires some long term planning, especially for companies.  Having a prescribed path that remains consistent can really help with this problem.  It can especially help with recruiting on the employer side as you can show candidates what the journey would be for advancement, career progression, and timing with each role.  Bigger companies tend to do a better job of this than smaller companies, but it can be a methodology used by all if it is a well thought our plan.

Have you ever been provided with a job title that didn't seem right?  Or hired a candidate that you really liked but didn't know what to call them?

Are you too busy to interview?

You have all likely seen a similar picture like this in the past.  Usually it is related to a salesperson trying to sell round wheels to the guys pulling a cart with square wheels who say they are too busy for a sales pitch.  But it resonates for today's blog topic as well.

One of the struggles of my job is getting everyone's calendars to line up when coordinating interview times.  Especially when both the candidate and the client contact are incredibly busy people.  I can completely appreciate that from both sides of the equation, but oftentimes people believe they are far busier than they actually are.  As far as I know, no one in the history of the world has won an award for being the busiest person in their office, their neighborhood, their zip code, or their family.  If such an award does exist, I don't believe it is one you should strive for.

If you find yourself telling a third party search firm or a prospective employer that you are "too busy" for that upcoming interview, consider these few tips for today:

There is a difference between being busy and having "busyness".  It is fairly easy to fall into the trap of thinking your day is filled with critical business and personal issues that cannot be shifted.  You are inherently telling me as a recruiter, or that possible employer, that what you have going on is simply more important than spending time with them.  I get it - you have to protect your current job before you secure another one.  But if there is a reason you would even consider an interview in the first place, you have to acknowledge its place of importance in the hierarchy of your calendar.

Everyone else is busy too.  I know you don't want to hear this, but it is true.  I adjust my calendar all the time to take additional calls from clients and candidates.  Oftentimes it pushes back my dinner hour at home with my kids.  Or makes me late to Little League practice with my son.  Or forces me to work through lunch.  But if I don't make those sacrifices some of my calls would be postponed by weeks.  And you never know when one of those calls might be the one I really shouldn't have missed.  Same goes for an interview that you continue to postpone and put off.  Perhaps it isn't about your busy schedule, but about your fear of leaving a current employer, no matter how much you don't like the career path you are on.  It is okay to be honest with yourself and work through that obstacle.  If you don't do it now, you may regret it for a long time to come.

Being too busy can be a sign of poor time management.  Yet another point that you might not want to admit may be true.  I remember early in my career when working at a large insurance brokerage that everyone around me seemed so busy.  I wasn't nearly so "busy" and wondered if I was doing my job well.  Then I got to see how much time was wasted in most people's calendars that may lead to time crunches with a project or a proposal that had a hard deadline.  Not being able to manage one's calendar does not necessarily make someone busy.  Don't be that person that waits for the "perfect" week to set up an interview.  You may miss a window to make a first impression.  Or someone else could come along whose calendar is not nearly as busy to take that job you really wanted.

Squeezing in a meeting into a busy schedule shows the importance of the meeting.  Think about it for a second.  You have an opportunity to make a great first impression with someone if you can make it a point to schedule that interview that has been tough to schedule for some time now.  Don't make it a contest to puff out your chest and see who is busier.  Instead acknowledge that both parties are busy, but you are willing and able to make time for it because it is important.  Even if you aren't sure how truly "important" the meeting will be, you can inherently influence the process and send that very strong message to the prospective employer.

Take a moment now in conclusion and be honest with yourself.  Have you ever re-scheduled, postponed, or cancelled an interview purely out of convenience and made an excuse for being too busy?  And do you think the prospective employer really bought it?  Being busy in and of itself is a very happy problem.  Just don't make it the main problem, especially when considering a job change.

Why you should talk about the weather during an interview

I have the pleasure of talking with people all across the country for my job.  One of the first things I almost always ask about is the weather.  You would be surprised how many times I am surprised to find out that Iowa is warmer than Louisiana in February or receiving less snowfall than Atlanta during a freak storm in November.

There are many reasons to talk about the weather, most of which don't have anything to do with whether or not someone is qualified for a job.  Yet I will argue that it is a fabulous topic to discuss for a number of reasons.

First of all, it is NOT on the list of topics you aren't supposed to bring up at work.  You know what I'm talking about - politics, religion, age, etc.  It is an innocent topic that everyone is aware of to some extent.  Especially if the weather pattern on that particular day is abnormal - unseasonably cool, hotter than normal, drought conditions, pending blizzard......you name it and it is likely on the mind of the person interviewing you.  This gives you something to talk about to ease the tension without talking about something sensitive or polarizing.

Secondly, it allows you a glimpse into the other person's personal life without asking probing personal connections.  If someone were to ask me about the weather forecast this time of year I would inevitably start talking about my son's baseball season.  With an extra question or two you would quickly find out that I coach both of his teams and am passionate about the game.  Regardless of whether or not someone shared that passion with me, I am always willing and able to talk about.

Next, it can help set the tone of the interview.  If you ask about the weather and receive a curt answer with no additional banter, you will quickly realize this interview is going to get right down to business.  On the other hand, if you can go back and forth a little, you may see that the other person is willing to talk more freely and openly.  Which may include the culture of the company, details about other colleagues, what the view is on summer clothing options on casual Friday - the list could go on and on.  While this may seem trivial, I would say it is a great way to see the way people interact with each other at that particular company.

Lastly, it could provide an easy entry point to finding things in common with the other person.  Similar to learning about their personal life, you may find out that they are a morning person.  And that daylight savings is their favorite time of the year.  You may find out they like to wake up early to the sunshine and the birds chirping, and they take a walk to start their day.  If you do the same thing, it will provide an instant connection.  Basic human nature is that you want to be around people that share common beliefs or traits.  Heck, this could even spark a relationship that goes beyond the normal 8:00-5:00 working hours should you get hired.

Have you ever brought up the weather and have it turn into an entirely different conversation?  I bet you learned something if it did!

Should you hug it out during a resignation?

This is mostly a rhetorical question, but I am going somewhere with today's blog topic.  You'll just have to trust me as you continue to read my post and ponder the question......

I tried to find the most awkward "work-related" hug picture I could, and this one really took the cake.  But somewhat relates to the inspiration for my thoughts today.  I had a candidate resign last week, and her boss hugged her and wished her well with the new position.  Three things came to mind right away - she must have really been loved and respected by her colleagues, she handled the resignation process well, and lastly she built lasting, impactful relationships at the office.

Let's explore each of these ideas a little further.  First of all, being loved and respected by your peers should always be a goal.  I'm not saying you have to be friends with everyone, and that idea could be its own blog topic in the future - how to separate personal from work.  Instead I am suggesting that to be loved and respected you had to have a good work ethic, a good attitude, or quite possibly both.  The idea of being missed when you leave a job should be celebrated.  I remember when I left my first job almost 20 years ago our department bought a cake, made a memory board, and wished the employee leaving nothing but the best.  That practice changed, however, when one employee left who wasn't really going to be missed.  No hugs, no cake, no fanfare.  Not so subtle message, but I'm sure it was heard loud and clear.

Secondly, handling the resignation process well is a lost art.  Far too often candidates are anxious and nervous to get through a resignation and end up regretting something they say or do.  Or possibly react to something negative that is said by a boss or Human Resources contact.  The best way to avoid that from happening is to prepare accordingly.  Think ahead of time of any possible landmines or turns in the conversation that would lead down a bad path.  And in the worst case scenario that it does happen, but sure to take the high road and not react out of anger, malice, or mistrust.  You might feel good for about five minutes, but then you will regret your actions for the long term.

The last point is the most difficult as you can't go back in time if you haven't already built these impactful relationships.  Even if you don't have this kind of relationship with your boss or someone in management, hopefully you have built it with your colleagues and those you work with closely on a daily basis.  And while you may not always get a chance to tell those people goodbye, it is okay to try and close those doors gently.  Mainly because you never know when paths may cross again.  I can't tell you how many times people have left Company A for Company B, only to have one of their former colleagues join them at the new company.  For that very reason it is important to remember those relationships during the resignation process.

So should you really be aiming for a hug when you resign?  I think by now you know the easy answer is no.  But if it is a natural result, I would argue you've done all three things well that I talked about today.  I can guarantee as well that it won't be as awkward as the picture depicted above.

Does #MarchMadness impact hiring decisions?

Before you scoff at the idea, really think about it.  Or walk down the hall to see if anyone quickly changes their webpage or slides a piece of paper quickly under their desk when you walk by them.  Many studies have shown how much work productivity is lost during the basketball tournament season.  This year you can add in St. Patrick's Day and spring break, and it should be quite an interesting week to see how many people call in "sick" at any point in time.......

I am here to argue that you could actually use this all to your advantage.  Here's why:

1)  With this much going on outside of the office, oftentimes the office atmosphere that is left behind is a little more loose and informal.  Which means you might be able to catch a hiring manager or Human Resources professional in a really good mood as they catch up on emails and pending projects.  If a hire is imminent, they may be willing and able to spend a little more time with you discussing the intricacies of the job.

2)  Other candidates are gone and distracted right now.  So if you make yourself more available and following up on postings or interview de-briefs, you are likely ahead of the curve.  While other candidates that are being considered are watching basketball, going to parades, and disappearing for a few days, you are staying on top of your search and hopefully on top of the pile of resumes.

3)  Use some bracketology to break the ice.  Seriously.  Even if you aren't a huge basketball fan, you should be able to Google some real basic tournament info.  Maybe you can find out that the hiring manager is a fan of a particular team.  If so, they are probably more than willing to tell you all about how their favorite team is poised to make a run in the tournament.

4)  Mention something much more valuable to the hiring process than basketball or Irish holidays - the nearing end of the first quarter.  I guarantee you that hiring managers are looking at the calendar and planning their staffing needs accordingly.  If they have a need they likely were hoping to add within the first three months of the year.  With only a few precious days left before the second quarter, they may be ready to put their foot on the gas pedal.  Help them with that, again while many other candidates are off doing other things.

Here's to hoping both your brackets and your interviews get to the Finals!

Losing focus in your search?

I spoke with a candidate last week who has been active in a search since before the holidays.  Her job was eliminated before the end of the year, she took some time off for the holidays and only looked for something occasionally during the initial time off, and really started the search with gusto after the first of the year.  She had some initial success, even had a few interviews, and then the trail went cold.  She is now worried about the gap on her resume and wonders what to do next.

She admittedly lost focus and is trying to re-set her strategy.  Energy is low, the posting boards are quiet, and questions are beginning to form if it even makes sense to stay in the industry.  My advice to her was to simply re-focus and look at a few crucial things to get back on track.

1)  Re-visit your communication with prospective employers and networking contacts.  Hopefully you have kept track in some fashion of who you have reached out to.  Unless it was a negative response, perhaps it is time to send another email or make another call.  Just because a company said they didn't have any openings at the beginning of the year doesn't mean they don't know.  Perhaps someone quit since then.  Maybe an internal promotion.  Or growth occurred that means an addition to staff is necessary going into the second quarter.  You'll never know if you don't ask!

2)  Revise/update your message.  This can be really simple.  If the last time you reached out you were begging for a job or interview, this time provide some news from your end.  Something you have read recently about hiring trends.  Something you did to expand your knowledge base in your field.  Maybe even a continuing education class you attended to keep all of your licenses and designations current.  This shows you are moving forward and doing something positive in the midst of your search.

3)  Re-think what you really want to do next.  Challenge your thinking and expand your search.  Maybe not looking enough outside the box has prevented you from finding that "perfect" next career move.  Don't go too crazy here and attempt to find a position that you are not qualified at all for, but the job description sounds really cool.  Instead try and find something that will utilize your skills and professional experience, but may be slightly different than what you have done in the past.  Find people you know that have influence in these roles and companies, and try to learn more.

When things are out of focus it is important to find a balance between doing things you have done before and trying new things.  Just because something didn't work previously doesn't mean it was a bad idea.  On the other hand if you're doing the same thing over and over and it isn't working, perhaps it is time to branch out and try new things.  Either way doing nothing is not an option.  If you have lost focus and hope someone else can get you back on track you are in trouble.  You need to take the reins yourself, get focused, and go pursue something worth having!

The wrong way to leverage a counter offer

There are many ways to negotiate an offer when in final stages with an employer.  Some tactics are time tested and work well, while others are shots in the dark and can become epic fails quickly.  As a candidate you certainly want to watch out for your best interests.  You have to realize at the same time, however, that the employer is going to be doing the same thing.  The happy middle ground is usually where most deals get done.

Recently we had a candidate try to leverage a pending offer from another employer with his current employer.  It is a long story what happened from there, but timing was not aligned well and it got complicated quickly.  There are three basic assumptions that were made that were problematic:

1)  Not knowing market value for your position.  This is similar to thinking your house or car is worth more than it actually is when you try to sell either.  As a seller you always want more and as a buyer you always want less.  Even if comps in an adjacent neighborhood don't support your desires on a home price, many sellers will still act irrationally and feel like their home is worth more in their minds than any buyer or real estate agent.  The problem is that you're trying to balance fact with emotion.  The same can happen when trying to leverage a counter offer.  If you think you are currently underpaid and a position you are interviewing for has a salary range 20-30% higher than your current salary, that does not mean you'll automatically qualify for the high end of the range.  Plus if you come it busting out the high end, there will be no room for growth in the future.

2)  Not defining your motivation for leaving.  If you are only looking for a new position because of money, that can become a slippery slope.  Even more dangerous is making a job search or interview process about the money when it isn't really about the money.  You may be happy in a position, feel like you're not being compensated fairly and enter into a job search to see if more money is out there.  The problem is that if you can procure the money, but don't want the position, that isn't going to automatically make your current employer want to pay you more.  In fact it could backfire and they could question why you were looking to leave in the first place.

3)  Not seeing the bigger picture.  Keep in mind that if you attempt to leverage a counter offer and it doesn't work, you may alienate yourself from both parties.  If you have a third party search firm or consultant involved it can go even deeper.  You don't want to bite the hand that feeds you as the world is such a small place any more.  The reward may seem worth the risk at the time, but you really have to balance everything between fact and emotion carefully.

The bottom line is that there is nothing wrong with being unhappy or feeling underpaid.  Many people are trapped in conditions that are unfavorable, do nothing about it, and are unhappy for a long time.  Just keep in mind that as you enter into a job search that you may have to make a decision on an offer or counter offer and you are bound to disappoint someone.  The fewer people you disappoint the better for your long term career options.

Have you ever seen a counter offer situation go badly?  If so, how was it handled?