When Is It Ok To Send Nasty-Grams?

Never, it's never ok to be nasty when you're searching for a job.  In finding employment, communication plays a pivotal role. The way candidates express themselves—whether in interviews, emails or over the phone —can significantly impact their chances of landing a job. While the job search process can be stressful and frustrating, it’s crucial to remember that maintaining professionalism is key. 

While it is rare, I have been on the receiving end over the years of the occasional "nasty-gram" from a candidate that wasn't pleased for one reason or another.  Either they were not offered a position, or over-looked for an interview, or they simply didn't get the response they expected.  Here’s why it’s never acceptable to respond negatively, and how doing so can affect career prospects.

The Industry is Smaller Than You Think:  While you might not mind burning bridges at that particular company, you have no idea who the recipient may share your message with both internally & externally.  

Many years ago I remember interviewing a candidate and when I ascertained that he did not have the required qualifications for the position, I politely let him know that unfortunately I wouldn't be able to move him forward in the process.  That candidate began screaming at me over the phone, using a string of expletives that would make most people's ears burn and then told me how much we'd regret not hiring him because he was the "BEST, MOST QUALIFIED candidate I'd probably ever talk to."  

The only thing he guaranteed by that behavior was never being eligible to work for that company.  Had he been polite and accepted the fact that he wasn't meeting the requirements for that particular job, it may have been possible that he would've been considered in the future for a different role.

Recently I reached out to a candidate via a job-board for a high level remote role.  I included the job description which specified the role was permanent and 100% remote.  The candidate messaged me back with a handful of bullets stating:

Work mode -hybrid or in person
Pay rate - $30 higher/ if in the city $34 higher
Long-term contract work at least 6 months or more
At least one interview
No multiple rounds of interviews

Had the candidate read the job description they could've saved themselves the response time.  Additionally, for the level of job we were recruiting for, multiple rounds of interviews would be required.  I responded letting them know it wasn't a fit because it was remote & would require multiple interviews and thanking them for their time.  They then replied with the following:

Listen!  

This was exactly my expectation from you!!!. Be glad my time wasn’t wasted on a useless phone call or you would’ve received an even more harsh fuckin email!!!!

Don't!!

Keep in mind that Emotional Intelligence is Key: Employers look for candidates who not only possess the necessary skills but also demonstrate emotional intelligence. This includes the ability to handle difficult situations gracefully and to communicate effectively, even under pressure. A nasty response suggests a lack of emotional maturity and may indicate how a candidate would react in a challenging work environment. Employers want team members who can navigate conflicts constructively, rather than escalate them.

 Additionally,  Feedback is a Gift: Rejection is often part of the job search process, but candidates should view it as an opportunity for growth rather than a personal affront. Candidates should seek constructive feedback and use it to improve their skills or interview techniques. A professional response to rejection could leave a lasting positive impression, potentially opening doors later on.

 And finally, Professionalism Reflects Character: Employers want to hire individuals who align with their company values. A nasty response can reflect poorly on a candidate's character. Professionalism in communication is a sign of respect for others, and it indicates that a candidate is someone who can contribute positively to the workplace culture. In a competitive job market, character can be just as important as technical skills.

 

What is Important When Considering a Candidate?

 

What is important when considering a candidate?

I bet your top 3 answers might include:  years of experience, prior work history (longevity) and maybe specific industry knowledge or technical knowledge.

While in many instances those factors are key – in ALL instances the most important thing that is often overlooked is ATTITUDE.  I suppose you could call it “personality” or “demeanor” or any number of other things, but in reality – it all boils down to how someone not only interacts with others, but what their mindset is.  It’s relatively easy to train someone on the necessary technology or job responsibilities but changing someone’s mindset / attitude is not a simple task and isn’t something an employer should have to focus on.

One might ask “how do you screen for attitude?” – it’s not as easy as a technical assessment, or carefully reviewing a resume, it takes time and interest on the employer’s part.

Below are a few ways to learn more about a candidate’s attitude & mindset:

o   *  Review their available social media.  (Do your research!)

a.     What is the focus of their posts

b.     Has the nature of their posts been consistent

c.     Are their posts focused on the positive

d.     What have they shared about their job/employer/management

Of course, everyone has bad days and no one can be expected to have a sunny disposition 24/7 – but if there is a history of negative leaning, angry, off-color or “woe is me” posts, there could be reason for concern.

o   *  Let people talk

Schedule the first interview via phone only, most people feel more comfortable when chatting on the phone.  Allow 45 minutes to an hour if possible.  The more time you set aside to listen, the more insight you’ll gain. In today’s hurried world, interviews are often quick, only cover the basics and the questions are typically canned interview questions like “where do you see yourself in 5 years”.

While it is crucial to keep interviews consistent so that all candidates are given a fair opportunity, asking questions that open the floor for the candidate to provide detailed information is particularly important. Draw on open ended questions that are specific to their work history, and social media content. Examples:  “I noticed on your resume that you left XYZ Company after only 4 months, can you tell me more about what happened there” or “I see you’ve posted quite often about your concern over AI, can you explain how you see AI impacting people in our industry” or “I was reviewing your LinkedIn profile and noticed you posted recently about how having a manager that cares is important to employee retention – have you ever had a manager that didn’t care, and how did you handle that situation”.

By asking open-ended questions that will allow a deeper insight into the candidate’s mindset, you will gain invaluable information on what type of employee they will be.

Maya Angelou once said, “When someone shows you who they are the first time, believe them” and this is true in the interview process as well.  Never second guess your first impression.

o   *  Start out every interview with some friendly conversation to break the ice.

Examples: “heard your area got a lot of snow last week, do you enjoy the winter weather”, or “I was in Columbus for a meeting once, how do you like living there” or even something like - “I see you live in LA, I’ve only been there once and the traffic was CRAZY! How do you handle it”.  Finding something in common is important to establish open communication.  Review their prior work history, maybe you know someone in common? “I see you worked at ABC Inc, do you know Beth Lastname”, or maybe you attended the same college “We both went to University of Alabama! Roll Tide! right?!  I used to love attending the football games, did you ever go to one”

You never know where the conversation may go, often it’s great and you can build a bond with the person, which can help establish a strong relationship if the candidate is hired, occasionally the conversation may take a turn.  I’ve heard some pretty horrific things over the years, most of which I can’t disclose simply because of the nature of the content.  I’ve had people share hateful opinions on other groups
, I once had a candidate talk to me about peeing in a pool (why?!), and I actually had a candidate tell me that if the Manager didn’t hire him he was going to put a speedo on and go sit in the manager’s front yard in a lawn chair drinking beer until they changed their mind!  The list is endless, maybe I’ll write a book one day, but I digress –

In conclusion, investing the time to truly get to know a candidate during the interview process is crucial for several reasons.  Firstly, it allows for a more comprehensive understanding of their skills, experience and personality, enabling better-informed hiring decisions.  Secondly, it fosters a positive candidate experience, reflecting the organization’s commitment to thorough evaluation and respect for individuals.  Lastly, by delving beyond surface-level impressions, employers can uncover hidden talents and potential that may not be evident on a resume alone, ultimately leading to more successful and fulfilling professional relationships, or it might provide insight into some important concerns.  Taking the time to delve into a candidate’s background and character is an investment in the future success of both the individual and the organization.

The Struggle is Real

As a career Recruiter – I thrive on finding the right jobs for my candidates, and having been in this role for over 20 years, I’ve gotten to the point where I consider EVERYONE my candidate :0) – If my friend or someone in my family is looking for work, I’m helping to revise their resume, giving them ideas on how to market themselves, and following along in their journey.

 It’s the same with present and past employees, co-workers and contacts on LinkedIn.  I truly want to HELP people, and navigating the employment process is where my strengths reside.

When I see posts on LinkedIn of people who are struggling to find work, some of whom have been unemployed for many, many months, at risk of losing their homes, desperate for something to land, my heart aches for them.  I want to reach out to each and every one – request their resume, help them to find that perfect role, but I realize that I can’t help everyone, and that’s a tough pill for me to swallow.

I CAN however, provide some tips from the wealth of knowledge I’ve accumulated over the years. If you’re having a tough time finding a job, hopefully you’ll find this information helpful.

1.      Make sure you have an impactful resume.  It should include all your industry “key words” – it should also include your day-to-day responsibilities at each job, as well as milestones and accomplishments.

2.      Put that resume on all the job boards, make sure your LinkedIn profile mirrors your resume, and send it out to friends and prior colleagues you think may be able to assist you.

3.      Have a clear idea of what you’re looking for, but be flexible.  The current job market can be challenging, so lacking flexibility can cost you.  If you demand a specific salary, be sure that’s a hill you’re willing to die on, because you may find yourself being more flexible 8 mos down the road when you haven’t found work.

.      Learn to interview well.  I’ve spoken to some amazing people who probably would be fantastic in the job, but they don’t get the offer because they tank the interview.  It’s so important to bring your “A game” when interviewing.   Be professional, Be prepared, Know your resume, Know your skills, be ready to answer tough questions with finesse, don’t talk over people, don’t ramble on and on and on.  Interviewing is a skill, if you’re consistently being passed over, find a recruiter who is willing to be honest with you, and help you interview better.

5.      Stick to business and keep it positive.  While sharing some personal information is acceptable – stick to business during the interview.  Don’t talk about your problems. The potential employer doesn’t need to know that you’re struggling to find work, that your marriage is on the rocks, that your bills aren’t being paid.  They want to hire someone that can do the work and will be reliable.  Complaining or sounding desperate is a sure-fire way to not get hired. (This includes social media! Keep your message positive) 

6.      Find out everything you can about the company and the role you’re interviewing for.  The potential employer will be impressed!  How long have they been in business?  What things about the company excite you? What about their product or vision aligns with your career goals?  What about the role makes it a sensible next step for you? 

7.      Smile!  Engage! Regardless of how you feel in the minutes leading up to the interview, put a smile on your face and be that person that they want to work with every day.

8.      Mindset is everything – I know it’s tough to be positive when things aren’t going well.  Trust me… I KNOW! However, it’s incredibly important to see the “up-side.”  There is truth in the saying that “like attracts like”.  FIND things in your day to be positive about and focus on them – even if they’re as simple as “I had a hot shower today”, or “the sun is shining”.  There is purpose in your existence.  Keep moving forward.

 

Recruiters.... Do Better!

As a recruiter, I speak to people who are searching for a job every day.  More and more I am hearing stories about the issues people are having when being approached by recruiters. The two concerns I hear about most frequently are:

1. Total lack of communication (never hearing back after an interview, no notification if a job was ever filled, etc)

2. Complete lack of personalization (they feel more like a number than a person)

I always have empathy.  You'd think with the speed of which we can communicate now, and the ability to interview virtually, finding a job would be easier not more difficult.  It seems however, that navigating the interview process has become more challenging, and the process has become more impersonal. People are being treated as a commodity instead of as a human being.

Today I accepted an invite to connect via LinkedIn from a recruiter.  After I accepted the invite I received the following Inmail (with a few edits to conceal the person & company identity)

Thank you for connecting, and I look forward to our next conversation. Here are some of our key differentiators for your consideration:

 30 record years out of 31+ years of business, 100% REMOTE, 100% retained search; no contingency work; therefore, you are always getting paid

No business development. 99% of our searches are high-six-figure opportunities. Premium fee structure at 33% to client Full support, research, and database management. Minimal data entry 90% of leads are already sourced with personal email and mobile numbers.

We specialize in approximately 10 different sectors (Agriculture, Horticulture, Construction, Landscape, Arbor, Facility Services, Restoration, are just a few)

Generous incentive plan: 35% above the industry average. The position is 1099 and commission-based with NO CAP, ideal for ambitious and confident individuals 

To move forward, we kindly request that you complete our assessment, which will allow you to showcase your unique strengths while providing us with valuable insights into your potential to excel in this role. Once you have completed the survey, we will reach out to you promptly to schedule a time for us to connect and discuss the next steps.

Is this the new standard on how businesses are going to approach people? 

Maybe the communication I received was from a Fake Recruiter?  I've been hearing about people being spammed by Fake Recruiters.  Until recently I was unaware that was even a thing.

Candidates are human beings, and they deserve to be treated kindly, and with respect.  Even though its been a number of years, I remember being in the interview process, its a stressful time, particularly when you've interviewed and you're waiting for your recruiter to let you know if the company is interested in moving forward. Things like regular updates, clear and honest communication, and a personal touch are important.

Companies and Recruiters must do a better job at caring for the people they're courting. No successful, self confident, professional will want to work for a company where they are not treated with an element of compassion, and with respect for their time and interest.

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Does AI Have a Role in the Employment Search Process?

We are all familiar with what AI is correct?  You'd had to have been living completely off grid & social media free to not know about AI (Artificial Intelligence). 

AI has been prevalent in the news lately, people are either touting its usefulness, or ringing the doomsday bells of our demise.  Whatever your thoughts or concerns about AI, there might be a place for it in the job search process.  Honestly, I'm a bit shocked at myself for even saying that, since authenticity is so important to me when selecting candidates, but maybe.....just maybe there is room for a bit of assistance along the way?

When recently receiving a tutorial on ChatGPT from my more tech savvy brother, I had him query "Act like a candidate and write a post interview thank you letter".  For those not familiar with ChatGPT - you ask it to "act like a" fill in the blank and it will provide you with the content you're looking for - hopefully.

I was honestly quite impressed with the 3 paragraph Thank You note it generated, and had I received the note from a candidate, I'd have been equally impressed.  I'm not going to waste time discussing Thank You notes here, I've written a previous blog post about that, but I've seen some very lackluster, if not downright deplorable Thank You notes over the years. 

After reading the AI generated Thank You note, I had to have a very serious internal dialog about how married I am to authenticity when it comes to candidate communication.  A lot of people already rely on a 3rd party to help them create a resume, why not rely on AI to assist with Cover Letters, Letters of Interest and Thank you notes?  As long as the person takes the time to carefully read the AI generated content, make it their own, and learn what a good letter looks like, no harm right?

While writing this post I decided to ask ChatGPT to "act like a recruiter and write a few paragraphs on why it is beneficial to use AI to write a cover letter" and here is what it came up with:

As a seasoned recruiter, I've witnessed firsthand the transformative impact of technology on the recruitment process. One area that stands out is the utilization of Artificial Intelligence (AI) to craft cover letters. While some might argue that the personal touch of a handwritten letter or the unique flair of an individual's writing style is irreplaceable, AI-driven cover letters offer several compelling advantages that cannot be overlooked.

Firstly, AI-powered cover letters can significantly streamline the recruitment process. With the ability to analyze job descriptions and candidate profiles, AI can generate tailored cover letters that align perfectly with the requirements and expectations of the hiring company. This ensures that recruiters receive cover letters that are not only relevant but also highlight the candidate's most pertinent skills and experiences.

See, AI-driven cover letters can help level the playing field for candidates. Writing a compelling cover letter can be a daunting task, especially for those who may not have strong writing skills or are unfamiliar with the expectations of a particular industry. By leveraging AI, candidates can access a tool that helps them articulate their qualifications effectively, thereby increasing their chances of making a positive impression on potential employers.

Moreover, AI can also assist in eliminating unconscious biases in the recruitment process. By focusing solely on the content and relevance of the cover letter, AI ensures that candidates are evaluated based on their skills, experiences, and qualifications, rather than subjective factors such as gender, ethnicity, or educational background.

In conclusion, while the human touch in recruitment will always be invaluable, the integration of AI in crafting cover letters represents a significant advancement in the field. By leveraging AI's capabilities, recruiters can ensure a more efficient, unbiased, and inclusive recruitment process, ultimately leading to better hiring decisions and enhanced organizational success.

Hard to argue with that!

Am I Still Relevant?

 I love my career.  For 25 years I've been involved in staffing, primarily as a recruiter.  While the industry I service has changed a few times - my dedication to the people I'm serving has not.  And by "people I'm serving" - I mean the candidates. Of course I care about the clients, their needs and their satisfaction, but my focus has always been, and will always be on the person I am helping to navigate the employment process.

I've noticed over the last 10 years that while my dedication to people has remained strong, my interest in diving into every little niche area of the market, reading endless amounts of data, and belonging to hundreds and hundreds of groups/publications/chapters etc etc etc has lost its appeal.

Staying current is important, and I find that my best source for the most up to date information comes directly from the people I'm interviewing on a daily basis.  I enjoy those conversations, one might even say I thrive on them.  I like engaging with people, learning about them, their experiences, their career objectives, and their passions.  I find satisfaction in helping those people.  Helping them doesn't always mean placing them in a job, it may mean showing them how to update their resume, or providing tips on video interviewing, or passing along their information to an industry colleague if my company doesn't have an ideal opportunity.

I read about some concerns recently over candidates receiving rejection emails on a Saturday.  I can empathize with their concerns.  Sadly - it seems like just about everything has lost the element of a personal touch, including the career search process.  Some recruiters go as far as to use an automated system in the company database to send canned rejection letters to their candidates.  Personally, I'm not a fan of that option.  If a candidate has taken the time to interview with me, and I felt they were strong enough to be submitted to a job opening, I will always send a personal email letting them know if they've been rejected.  Often, especially if it's been a long, arduous interview process, I'll pick up the phone and call them to let them know.  Even if all I did was review the resume and determine they were not a fit for the job at hand, I'll still send a quick email.  The only caveat to that process would be resumes that are wildly unqualified for the job at hand.  If I'm recruiting for a CIO and the resume shows 3 years of experience as a cashier at Piggly Wiggly, I'm sending a canned response. Not that there's anything wrong with being a cashier at Piggly Wiggly mind you.

I don't like to toot my own horn, because honestly - I'm extremely uncomfortable with it - but I've had many candidates over the years tell me how much they appreciate my follow up because they rarely if ever receive regular communication from recruiters.  That makes me sad.  Sure recruiters can get busy, but that is no excuse.  Sending a weekly email update to the candidates you have in process should be the rule, not the exception.

This all brings me back to - maybe I'm no longer relevant?  Maybe the "old way" of recruiting has gone the way of the fax machine and snail mail?  Possibly in 10 more years AI will have completely taken over my industry and the human, compassionate element will be gone entirely.  By that time I'll probably be ready for retirement anyway.

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Texting - When is it appropriate in the interview process?

 Over the years, the options for communication have increased exponentially.  Gone are the days of faxing or dropping off your resume at a place of business.  In our virtual world, recruiters and candidates alike are using job boards, job board apps, LinkedIn, email, Twitter (X), text and other methods communicate.  

With all this technology at our fingertips, during the application and interview process - when is it appropriate to use email, a call or text to communicate?

The rules of engagement are simple:

1. Once you have applied through any of the methods above, if you have not heard back from the recruiter or company representative, it is perfectly acceptable to send an email to follow up on your application.  
2. If you have communicated with a representative of the company via any method, it is acceptable to email or call them directly with any further questions.
3. If you have been interviewed by a recruiter, so a relationship has been established, it is acceptable to reach out with small questions or quick notes via text.  Examples would be:  "I did not receive the invite to the video interview, can you please resend?" or "I'm trying to log into the TEAMS interview via the link you sent, but it isn't working"
4. When you text a recruiter, keep in mind that it is typical for recruiters have a dozen or more candidates in process at any given time.  Due to the volume of candidates, most recruiters do not save candidate's contact information to their phone - so it is imperative that you include your name in your text. Example: "Hello this is Jane Smith, we discussed the sales position on Weds, I did not receive the invite to the video interview, can you please resend to JSmith@gmail.com?" 

 Personally, I spend most of my day using my phone to speak with candidates, clients, consultants and internal team members, I turn my text notifications off, so they do not interrupt these conversations.

It is challenging to receive multiple texts a day with no identifiable information.  The most common text I receive is "any feedback yet?", which requires me to look up the phone number in our database or respond to the text with "I'm sorry, but who is this"?

Simply by signing your texts, you can save time, and limit any potential confusion.

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Knowing When To Quit - Professionalism 101

At one point or another in almost everyone's career, they've applied to a position they feel highly qualified for, only to be turned down by a recruiter or hiring manager because one or more of the requirements for the position was not clearly visible in their resume.

It might be an oversight on the reviewers part, an oversite on the part of the person creating the resume, or the job truly is not the right fit.

The best way to approach this situation, should you feel a mistake has been made, is to respond to the decision maker via email, and provide a few bullets showing your relevant experience.

Example:

Thank you for reviewing my resume.  I believe that I do have the qualifications you mentioned above.

• 5 years of Project Management experience - please note on my resume that between 2014 and 2019 I served a dual role as a Project Manager and Information Analyst for XYZ Company.
• Regulatory & Compliance Certification - While it is not on my resume due to an oversight on my part, I am HIPAA Certified since 2017
• In an effort to keep my resume to 3 pages, I wasn't able to fit all of my 25 years of experience.  I do have all the requirements of the role including (and list what they thought you lacked)

I would truly appreciate the opportunity to speak with you, so I can provide a deeper explanation of my experience and qualifications.

Sincerely,

It is never advisable to respond with the following, or anything similar (all of which I've received over the years):

• YOU HAVE NO IDEA WHAT YOU'RE TALKING ABOUT!!!
• I'm the best candidate you'll find for this position, YOUR LOSS!
• I might not have a lot of the required qualifications, but I'm a quick learner.
• Good Luck! You wont find a better candidate.

Responses like the ones above appear desperate, and some are just rude.  No recruiter or hiring manager is going to react positively to someone who responds in that manner.  Who would want to work with a person who responds in that way to a simple email?  One cannot imagine what this person would be like to work with on a daily basis, handling complex work situations.

The best way to avoid this situation all together, is the make sure that the email accompanying the resume has a note highlighting the experience/qualifications/knowledge fit of the person applying.

In the long run, its always best to take the high road. 

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Acceptable Reasons For No Call, No Show

•  You've suffered a near fatal event
•  You've been abducted by aliens and do not have access to your phone
•  You're in prison
•  You died

A "No Call, No Show" (NCNS) is when you don't show up for work, and don't call/text/email in advance to let someone know you won't be coming in.

While this is obviously unprofessional, no matter how long you've been employed, it's more likely not going to lead to termination if you've been with the same employer for a long time, they know you well, and you've proven yourself to be a reliable employee.  If, on the other hand, you NCNS on your first day on the job, you can rest assured you no longer have a job.

If you find yourself unable to show up for work, the right thing to do is notify your employer as far in advance of your start time as possible.  How you notify them is not important, anything - even smoke signals - is better that nothing.  A quick text, email or voice mail stating that you're regretfully not going to make it in is sufficient, but a more detailed text, email or voice mail stating you're not coming in, why you're not able to be there, and when you anticipate being able to come in is ideal.

Don't be afraid to be honest!  As a recruiter, I'd much rather someone call me the day before they're going to start, and tell me honestly that they're not going to be able to start the job because they've decided to accept another position, than to have someone ghost me and my client, leaving us all in a bad position.

Even in the case of most emergencies, it is possible to find a quick moment to shoot off a text stating that you're sorry you're unable to show up for work.  This is one of many reasons why it is important to have the cell phone number of your recruiter or manager in your phone.

Being professional, and providing a "heads-up" can be the difference between a positive relationship with your employer or termination, bad references & burned bridges.

What Does Your LinkedIn Profile Say About You?

Employers are turning to LinkedIn more and more to research candidates, prior to scheduling an interview. If you're seeking new employment, your LinkedIn profile is likely to play a factor in your candidacy.  Potential employers are typically reviewing your work history, possible discrepancies with your resume, and insights into your personality ("team fit").

What your LinkedIn Profile & Activity should reflect:

• An accurate work history with a few bullets describing each role
• Professional Insight (photo, activity, etc that showcase your career & interests)
• Information that correlates with your resume content
• Activity and Posts that positively represent your career objectives, goals & personality

What your LinkedIn Profile & Activity should not reflect:

• Activity & Posts that are heavy-laden in political, negative, or non-career related content
• Work history that does not align with your resume or is not up to date 
• False information 

It is safe to assume that any potential employer will be reviewing your LinkedIn profile, to determine if they want to consider you to join their team.

Your LinkedIn Profile content is as important, if not more important than the content of your resume.  Take time to make sure that your profile accurately represents who you are, both personally & professionally.

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Why to Steer Clear of the 5 Top Interview Questions

 It seems over the years that the interview process has become more sterile, and there are 5 questions that get asked by almost every company during the candidate interview:

1.  Tell me about yourself

2.  Where do you see yourself in 5 years

3.  Tell me about a problem you solved in the past at work (or some similar question about work related conflict)

4.  What are your strengths & weaknesses (areas you need room for improvement)

5.  Why are you looking for a new job

On the surface those seem like good questions, but the truth is, a savvy candidate is going to answer them with canned and prepared answers that may or may not be the truth.  Most candidates that truly want a job are going to say what they believe is going to land them the position.  

"Tell me about yourself" - is such an open ended question that you could spend 30 minutes listening to the person's life story.  While that would turn any interviewer off, the truth is, just because someone wants to carry on about their history, doesn't mean they'd be a poor employee.

"Where do you see yourself in 5 years" -  is supposed to provide an indication of the candidate's goals in life and business, but the truth is, we all change our minds.  What a person's vision is today could be radically different a month from now.  People get diagnosed with illnesses, get married, start families, get laid off, find new passions - any amount of things.  This question is so expected nowadays that the candidate likely has a canned answer that they know will represent them well. In essence, this is a waste of time.

"Tell me about a conflict or problem you solved in your last position" - I've heard a number of variations on this question.  What I've found is that it often leaves the candidate stimied.  Off the top of one's head, it is difficult coming up with conflict related experiences in the workplace, unless you work in a industry where conflict is a daily occurrence.  The candidate may have solved all sorts of issues, but doesn't feel like they stand out because they where typical occurrences on the job.  Additionally, once one gets accustomed to being asked this question, you're going to get a canned answer which may or may not be true or elaborated on.  

"What are your strengths and weaknesses" - No one is going to tell you their true weaknesses.  If this person sits at their desk and instead of focusing on work, spends 1/2 the day on social media, they aren't going to tell you that.  Typically you'll hear something like "I tend to run a little late" or some other idiom that is far from the truth.  

"Why are you looking for a new job" - 9 times out of 10 if this person was fired from their last job you are not getting a true answer.  Very rarely is someone going to say something like: "Well, I didn't really get along with my last manager, and I got tired of her always bothering me about the way I did things, so I told her off and got fired".

What to ask in place of those 5 questions:

Eliminate "Tell me about yourself" altogether.  Instead of asking that question, take a few minutes at the end or beginning of the interview to just chat with the person.  If they're on a Video interview where you can see photos or books or sports related items in their home - ask them a related question about those items, open them up and learn more about their personality, passions and past.  You will not get to know the person without taking some time to create a good rapport.  If its not a video call, or you don't have a window into the person's life, try to have a more friendly conversation to gain better insight into who they are before you end the interview.

Instead of "Where do you see yourself in 5 years" - ask "If your career went exactly the way you wanted it to, what would be your ultimate position / responsibilities" or just a simple "Why is this opportunity interesting to you".

Instead of a version of "tell me about a conflict or problem you resolved in your last position" - "What do you feel one of your greatest accomplishments in [whatever industry you're in] has been"  People remember the things they're most proud of.  Everyone should be able to tell you about a time they did something they felt pride in.

Instead of "tell me about your strengths & weaknesses" try "what do you enjoy the most about your current job" and "what responsibility do you enjoy the least"  These questions take a person away from having to feel something is a strength or a weakness, and are more likely to provide more insightful answers.  

In honesty, I often do ask someone why they're seeking a new position, understanding that I may not get a reliable answer.  If you ask this question, you must be prepared to dig a bit further and ask follow up questions pertaining to their resume.  "I noticed you've only been at your last 2 jobs for less than 2 years, can you explain why you didn't stay longer".

If you interview candidates on a regular basis, no two interviews should look/sound the same.  Each interview should reflect not only the job you're hiring for, but the individual you are hiring.  Prior to interviewing the candidate, review their social media (LinkedIn, Facebook etc) and their resume.  Jot down some questions you want to ask that directly pertain to the information you've gained.  People want to be treated like individuals.  When someone feels you are truly interested in who they are, they are more likely to open up to you.

*Copyright - Expressed permission must be granted by the blog owner to recreate, copy or use this material* - but please feel free to share the link if you enjoyed the content!

Unemployed Due to COVID (or a lay off), What To Do Now?

COVID-19 has hit many industries financially, causing huge lay-offs across the country.  Many people have been waiting things out for the last few months and are now wondering what to do next.

Regardless of the industry you are in, the first task on your list should be to file for unemployment through your state government website if you have not done so already.  In some states, like Florida, this has been particularly difficult, so the sooner you file, the better off you'll be.  There are also funds available to Independent / Self Employed Contractors.  (Check out your state website for more info)

So, other than chores, what else can you do during this downtime?  Here are my Top 10 suggestions:

1.  Revamp your resume.  Make sure all those important industry key-words are on there.  For tips on how to construct an eye-catching resume, see my previous blogs posts on resume development (there are a few).

2.  Take a class!  Gain some credentials to add to your resume.

3.  Update your LinkedIn profile.  It should mirror your resume so Recruiters that are using LinkedIn to search for candidates can easily find you.  Make sure your profile shows you are actively looking for new opportunities in the "About" section and include your email address.

4.  Connect with Recruiters in your industry via LinkedIn.

5.  Put your updated resume on the Job Boards.  (Dice, Careerbuilder, Monster & other industry related boards)

6.  Reach out to people you've worked for and worked with in the past.  Let them know you're available & looking.  Ask if you can send them your resume to network for you.

7.  Sometimes finding a job is a full time job in itself, plan to spend at least a few hours each day marketing yourself.

8.  Consider moving temporarily to a different industry.  Whatever experience you have, there is potential it will transition.  For instance, if you are an Healthcare Technology Trainer, you could transition to a position in Adult Training anywhere.  Start searching via the job boards & LinkedIn for job openings that are a potential fit for your qualifications in other industries.

9.  Get your references in order.  If you don't already have a short list of people to use as references, get one together.  Ideally you should have 5 people, with at least one being a prior boss/manager, that a potential employer can call for a reference.  Speak with these people, ask if you can use them as a reference and make sure you have their best phone number & email contact info.

10.  Relax.  Easier said than done right?  Worrying is like rocking in a rocking chair, you're doing something, but its not getting you anywhere.  Things WILL turn around!  In the meantime, treat yourself well, do things you've been putting off for a rainy day, and get prepared for your next adventure.

*Copyright - Expressed permission must be granted by the blog owner to recreate, copy or use this material* - but please feel free to share the link if you enjoyed the content!

Fraudulent Resumes and How They Negatively Effect Hiring in the IT Industry

There are many job boards available to job seekers today.  Most everyone has heard of the Big 3:  Careerbuilder, Monster & Indeed, but were you aware that all the major job boards get bombarded with fake resumes?

When you upload your resume onto a job board, you rely on the integrity of that entity.  Unfortunately, on a regular basis, all the major job boards get flooded with fake resumes, particularly in IT related fields.  These resumes are typically uploaded by unscrupulous 3rd party consulting / staffing firms that use them to bait employers/Recruiters into contacting them, they'll usually respond to the inquiry stating that the person you're reaching out to is no longer available but they have a variety of qualified candidates they'd be happy to submit. 

These cases create a hindrance to qualified, honest job seekers by bogging down the system, wasting employer/recruiter time, and making it difficult to determine which resumes are genuine and which are not.

For example; today I logged on to a job board to search for a specific Human Capital Management software experienced consultant.  I entered my key words and the search resulted in about 250 resumes from the last 6 mos.  Of those resumes, about 50% were fake.  I counted 4 resume variations (4 identical resumes), all with different names and all in different metropolitan areas.  It usually takes a few minutes to pick up on the fact that a resume looks familiar, and realize the last 2 resumes you reviewed were almost exactly the same, with the same employers, the same key words, the same experience and summary, just the name and location were different.

This fraudulent activity makes it so time consuming to find the right people that Recruiters are often turning to LinkedIn as the main source for qualified candidates.

If you are not on LinkedIn, set up a profile!  If you are on LinkedIn, make sure your profile resembles your resume, has all the appropriate key words, and mentions in the "About" section that you are open to employment opportunities if it is safe for you to do so.

If you are loading your resume onto a job board - try to differentiate yourself from the fray by putting something eye catching in the Summary section like "Available For New Projects In June!".

Oddly this is a little discussed or recognized phenomenon.  In conversations with some of the job board representatives, they are often unaware of the issue until a client who uses their service to search for resumes brings it to their attention, at which time they will conduct a search and remove the duplicated resumes.   Hopefully the more these issues are reported, the sooner the job boards will make a consistent effort to remove fake resumes from their sites.