I set an interview for Monday. Candidate says he has kid stuff. I suggest Saturday night. He says Why don’t you have a date? No job for him.
Nick Corcodilos has an article about a new site called Dayak that “lets employers bid to see how cheaply they can hire talent.”:http://corcodilos.com/blog/54/on-the-edge-of-the-curve As he points out in the article, you get what you pay for.
I think “this page from the Dayak website”:http://www.dayak.com/index?type=howItWorks is all you need to know about them. That much cheesy stock photography is never a good sign.
Seriously, this is just bad news for everyone. When you’re treating people like eBay items, like interchangeable commodities, you’re going to hire the absolute most average people, or worse.
The always-insightful Seth Godin writes in Not so grand about the silliness of grand openings on a business.
Most overnight successes take a decade…. [T]he best way to promote something is consistently and persistently and for a long time.
The same holds true for your personal brand, and your relationships with others in the working world. The term I like to use is “time and repetition.”
I’ve enjoyed Penelope Trunk’s Brazen Careerist blog for months now, and I finally picked up a copy of her book
Brazen Careerist the other day. It should be no surprise that I love a lot of it, and disagree vehemently with plenty as well. It’s more a collection of related columns than a cohesive whole, but I’m enjoying it.
Since I’m working on my Soon-To-Be-Officially-Titled book on job hunting, I turned immediately to the chapter on job interviewing. This phrasing caught my eye: “Prepare to close the deal.” It’s common advice to specifically work to get a job offer in the interview, and it’s one I hammer on in my book. From the current draft:
You must ask for the job, explicitly. It may feel awkward, or seem like it’s pushy or egotistical to come
out and say “I want this job,” but not doing so leaves things vague in the mind of the interviewer.
You can blow an otherwise fantastic interview by
seeming uninterested in the prospect of working for the company.
Don’t delude yourself into
thinking “Of course he knows I want the job, or else I wouldn’t be here.” What you see as obvious may look like
indifference to the interviewer. Don’t worry about being too enthusiastic by asking to move
forward. Part of what you’re being interviewed for is your enthusiasm and
interest in the company, the department, the team.
Trunk puts it in more sales-oriented terms in her book: “Prepare to close the deal. Leave nothing open-ended at the end of the interview.” I can’t disagree, but I know that for many of my technically-oriented brethren that that’s a level of assertiveness, and salesmanship, that may be tough.
Maybe the way for geeks less accustomed to closing a sale to think about it is like nailing down requirements on a project. Programmers hate to work on a project milestone without knowing what the milestone is, and so it is with an unknown interview outcome.
It’s worth practicing, out loud before the interview, how you’ll ask for the job. Train yourself to get over any discomfort of asking to close the deal. Write out a few sentences that you can practice saying. Try something like this:
I wanted to thank you for the time today, and I’m very excited
about working here at Football Town. My expertise in scrum and XP methodologies fit
where you’ve told me the IT department is going, and working in the sporting goods industry would be a dream for me. What are the next steps?
Does that feel weird to say? Practice until it doesn’t. You’re not memorizing the exact words, but getting used to expressing something that direct. When you’re in the interview, if you follow that structure, the words should come out naturally. If it’s true, and it comes from your heart, that’s gold.
On the other hand, if your practice deal closing isn’t true, that will come out in the interview. It won’t just be in your closing, but throughout the entire encounter. Lack of enthusiasm stinks, and interviewers can smell it a mile away.
In a job interview, it’s crucial you don’t pretend to know things that you don’t, but you
don’t have to just say “no, I don’t know about that.” Here are three
responses that are better than “no”, in order of preference.
Please don’t use the clichéd answer “No, I don’t, but I’m a
quick learner!” It’s good to try to turn a negative into a positive, but
“I’m a quick learner” is meaningless because anyone can say it. Use one of
the three above.
Finally, don’t think of it as a pass/fail quiz and worry that you’re
doomed for not knowing. I once asked a candidate, out of the blue, if he
knew anything about LDAP, because I had been thinking about it as
something my department might use. I thought he was going to have a heart
attack as he stammered out his “Uh, uh, no, but, uh, I can learn pretty
quick!” I reassured him it wasn’t something we were using, but I was just
curious. Chances are if you’ve been called in for an interview, you’ve
already the core basic knowledge that truly is pass/fail.
This brilliant list comes from http://www.execupundit.com/2006/12/career-manifesto.html.
My favorites are #6 and #9. I’m devoting a chapter in my upcoming book to the ideas hidden within #6, which technical people are notoriously bad with.
When faced with the daunting task of summarizing themselves, whether on paper in a resume or face-to-face in an interview, job hunters often fall into the trap of trying to encapsulate everything into a few simple, pithy phrases. I’ve seen these chestnuts far too often:
The hiring manager’s mental response, assuming his eyes haven’t glazed over, is likely to be “You and everyone else, pal.” Is there anyone out there who would not feel justified in using all of the assessments above to describe themselves? (I certainly hope that you wouldn’t be foolish enough to vocalize it if not.)
The next response to such vague summations is “According to whom?” A “hard worker” at a big faceless corporation or a government 9-5 job may be very different from a “hard worker” at a startup, or at a video game company. (And whatever you do, don’t put down that you “try to work smarter, not harder”, which is as trite as they come.)
What to do instead? Provide facts and stories, not judgments, when telling someone about yourself and your work history.
Back on the old radio and TV show Dragnet, Sergeant Joe Friday would question witnesses about a crime that had been committed. If she strayed into personal opinion about a suspect, he’d steer her back with “All we want are the facts, ma’am.” Imagine you’ve got Joe Friday reading your resume.
Instead of “I’m a hard worker,” give details of projects you’ve completed. Include points that make clear you were a hard worker, without you having to say “I worked hard.” For example, you might say:
I recently completed a five month, 50,000-line conversion project. Even though we we lost one of the four team members with only three weeks left, we pulled together to make the deadline.
You’ve described a big project, hard work, and made no self-assessments.
Got a strong work ethic? Explain it: “A few weeks ago, my team rolled out an upgrade to Office in our 300-seat location. We did it over the weekend to minimize work disruption. Sunday night we had to order in some pizzas, but Monday morning everyone was able to come in and get work at 8am sharp.”
Every manager wants reliable employees: “My projects are consistently done on time, never more than 10% over budget. Here are the planned vs. actual charts for the last three projects I worked on.” Then you can show the actual work products from your portfolio. “Plus, I’ve only had unscheduled absences twice in the past four years.”
Good listening is great, too: “I find that I’m able to help my team with listening carefully. The other day, we had a meeting and one of our developers and the guy from accounting were having quite a disagreement. As I listened to their arguing, I saw that they were agreeing, but didn’t even realize it. I gently interjected some restatements of what each of them was saying, and they came to see that their differences were very minor.”
Working well with others is a cliché, but critical in all but a few jobs: “As a web page designer, I usually work with three or four different teams throughout the week. They’re all very different in their makeup, but I work hard at fitting in with each as necessary. Ted in Marketing even sent me this gracious thank-you note for my work, which I was very proud of.” You can then open your portfolio to the printed copy of the email to show the interviewer.
When it comes to the pride you take in your work, you need not explain at all. Your resume and interview should be enough. The pride you take in yourself and your accomplishments must shine through without additional words being necessary.
Note that all these examples use recent examples, and not stories from years past. They emphasize teamwork and other people, which every manager should have high on her list. And they document facts that let the interviewer draw her own conclusion about you and your value to her company.
The examples above are taken from an interview setting, but they apply to any printed work as well. You’ll have less room to stretch out verbally, but you can certainly replace your “Reliable worker” bullet point with “Projects mostly completed on time, never more than 10% over estimates.”
Right now, I challenge you to take a look at your basic resume and scrutinize every sentence. If a claim is vague, replace it with a concrete example, or remove it entirely. If something applies to everyone, then it means nothing.
When you’re in a job that makes you unhappy, it can be easy to start thinking about making a move elsewhere. Maybe the work’s not as fun any more, or you’re not advancing when you should be. While there are plenty of good reasons to leave, there’s one that shouldn’t enter your mind: Not liking the people you work with, even if it’s your boss.
It doesn’t seem like something you’re likely to be able to get past. You deal with them every day. But don’t think that you can go to a new job that will be jerk-free.
The jerks of the world follow you around. Remember how there were people in school you didn’t like? And then in college there were people just like them? And then your first job, you get a new set of people, most of whom you like, but some are jerks, too? They are everywhere.
What’s more, they move around. You can be in a perfectly swell department, with a great boss and great co-workers, and blammo! In comes some socially stunted goober who screws it all up. Or who can’t code his way out of a paper sack. Or maybe your boss decides to take off and gets replaced by some micromanager who calls you “Pal”.
You might think a bad boss is a bigger deal than a bad co-worker, and it is to a degree. When a boss is bad, it has bigger effects on you than just an incompetent co-worker in the next cube, so that much is the case. When you dig deeper, though, it’s more an issue of the company and company culture than about any individual person.
Imagine working at the Scranton branch of Dunder-Mifflin (on the US version of the TV show “The Office”). It’s not that so much that Michael Scott is a terrible boss, but that he’s allowed to keep his job in the face of his egregrious shortcomings. Michael has problems, but the company doesn’t care, or doesn’t seem to care. You take pride in your work, but why doesn’t the company show the same pride?
The distinction between the bad co-workers and the company that allows them to work is an important one. The bad co-worker or bad boss may go away over time, but the company is a larger problem that may be well entrenched. Before you make for the door, make sure you know what the problem actually is. If it’s just a person or two that rub you wrong, you’re probably better off to live with it for a while until things change.
You’re working on your resume, trying to give the recipient an idea of what a determined, hard worker you are, and you drop in this sentence.
After my wife and I arrived from Germany at age 35, I trained my son to play piano at our church.
You’re showing that you’re a committed family man with strong roots in your heritage, that you have the skills to raise a child, and you’re active in your church community, right? Wrong. You’re making the person reading the resume very nervous, and probably excluded yourself from a job. That one little sentence covered five bits of information it’s illegal for an interviewer to ask you.
Providing information that is not relevant to the job, or would get me, as a hiring manager, in trouble if I asked for it, makes me very nervous.
The rule to follow is: If the employer can’t ask you, then don’t volunteer it.
I once got a cover letter that started “As a proud black woman, I am…” It immediately went into the discard pile. Not only was it foolish for her to put her gender and race on her resume, because I was not legally allowed to ask it, it made me wonder why would she tell me those things. Could I expect someone with a big chip on her shoulder? If I didn’t hire her, would I get accusations of racism and sexism?
The following items should never be mentioned on your resume or cover letter, or discussed in an interview, even indirectly:
These are the big eight that are just absolute no-nos, and that most people know are illegal. Nobody reading this article is being cast in a movie that needs a 65-year-old wheelchair-bound Jewish man, so none of those are bona fide occupational qualifications, or BFOQs.
Sometimes unscrupulous employers can ask questions that get at this information. For instance, if you answer the question “when did you graduate high school?” with “1984”, he’s found that you’re roughly 39. By extension, you should leave dates of high school off your resume.
Other items that may not be illegal, but may cause problems, include:
There may be exceptions in certain cases. For example, my friend Tom Limoncelli is socially and politically active. In 2003-2004, he worked as a sysadmin for the Howard Dean presidential campaign. In this case, working for Dean is valuable work experience that should be noted on his resume, and it directly relates to the work that he’s known for.
Clubs and groups may not be obvious red flags, but are best left alone. To you, it might be cool that you race motorcycles on the weekend, but someone reading your resume might judge you as having a hobby that’s detrimental to the environment, or overly risky. Your weekend volunteer work at Planned Parenthood could be a black mark in the eyes of someone strongly pro-life.
The type of outside work is relevant, too. Handing out literature for an activist group has no place on a resume, but that might not be the case if you overhauled their web site using PHP. It partly depends on what job you’re applying for. You might exclude your Planned Parenthood website work if applying to a Catholic school, but include it when applying to Ben & Jerry’s. This is another example of why there’s no such thing as having “a resume”, a single static document you send around.
In general, follow the rule that if something does not directly relate to your skills, and how you would perform the job in question, leave it out.
You might think “I wouldn’t want to work for someone who would discriminate against me because I fit into group X,” but that’s not the point. The issue isn’t overt discrimination as much as the perception of the possibility of discrimination. I wouldn’t discriminate against a black woman, but I did immediately exclude someone naive or foolish enough to mention being one.
Finally, even if all this verboten information is available on the web with minimal web searching, it’s not OK to put on your resume. The issue is what you present as yourself, not what people can find.
And don’t think employers won’t search Google about you extensively before interviewing. But that’s a topic for another article…
For more information about hiring discrimination, see the EEOC website.
Articles like this one seem to surprise folks, but they shouldn’t.
As we’re often being reminded, the Internet has irrevocably changed the way that we look for and apply for jobs. But the web works both ways. So you may want to think twice about what you say in your blog or avoid posting photos from your last toga party online just in case a potential employer takes a look and changes their mind about you.