10 things to do after getting laid off

May 30, 2012 2 Comments


I recently saw a question that was posted on the LinkedIn’s Answers feature that read, “You just got laid off. Which is more important, start networking or spend a week writing your résumé?”

I thought this was a great question but also believe jobseekers have to think of other important activities when starting their job search after a lay-off. Below some of the must doe’s for people who are starting their job search.

  1. Take time to regroup. This is perhaps one of the most important things you can do when starting your job search. It’s also something people neglect to do by jumping right into the hunt the same day they’re laid off. Conversely, some people wait too long to begin the search, considering this a time to take a “vacation.”
  2. Dust off the résumé. Ideally you should have been updating your résumé  while working, but we know how work demands leave little time to do this, and when we return from a hard day of work we have little if any energy to work on our résumé.
  3. Begin telling everyone you know–everyone. That’s right, everyone. You may think your sister in New York would never know of opportunities in Boston, but you never know who she may know who knows someone in Boston. As well, LinkedIn provides the best way to reach more people in more places than any face-to-face networking. Don’t focus only on the people with whom you worked; you’re limiting your reach.
  4. Assess your greatest skills. This is tough for many people, especially those who have a hard time promoting themselves, so solicit the help of others with whom you worked or know in your daily life. Create a list of your strongest skills and accomplishments. These will make good fodder for your new and improved résumé.
  5. Get out of the house. One person who answered this question, advised people to visit their local One-Stop career center. This is good advice. Your style might lean more toward attending networking groups, professional affiliations, volunteering, or using your local library’s computers (even if you have your own). Get out of the house.
  6. You’re not on vacation, you’re back to work. Finding work is a full-time job. Enough said.
  7. Step up your exercising or begin exercising. Nothing is better for the mind than improving your physical condition. You don’t have to join a club. Simply walk every morning or do yoga. Make sure you get up at the same time you rose from bed when you were working. Do not let your routine slip.
  8. Think about what you want to do. Now is the time to think about what you really want to do, not what you feel comfortable doing. When I was laid off, I realized that I wanted to change my career. I had direction.
  9. Speaking of direction. You need direction in order to conduct a successful job search. Determining your direction could take some contemplation, especially if you’re changing your career. Without direction you’re lost.
  10. Develop your company list. Getting there includes knowing what type of companies for which you’d like to work. Identifying the companies can help you with your research on them and career possibilities. Your list will also come in handy when networking with jobseeker groups and informational contacts.

The list of must doe’s could be endless, but it’s important to keep in mind the important actions needed to properly start your job search. If you are having difficulty getting motivated, speak to close friends, relatives, or trained job search professionals who can help you with this serious problem. Motivation is required in order to put our plan into action.

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“Hey, listen up” revisited

May 26, 2012 Leave a comment


I wrote this blog nearly a year ago, but I continue to encounter people who haven’t mastered the art of listening. These people would prefer to talk over actively listening. The short story below illustrates what I mean; and this was many years ago.

I recall a time when my father was shopping for a car. In his mind he had a series of questions for the eager salesperson—who had been trained to go over all the bells and whistles with the potential buyer—and wanted clear, concise answers.

The salesperson proceeded to introduce himself and launch into a monologue on all the interior features of the car, before my father even had a chance to ask about the performance of the car—the engine’s power and mileage. My father could have cared less for the seat warmer, radio controls on the steering wheel, and climate control.

Needless to say the sales person didn’t have a chance to get my father to take a test drive and certainly didn’t get good ole’ Dad into the buyer’s chair. The sale was lost before it began, and it’s too bad because my father was a willing buyer at that moment. The sales person had failed in the art of listening.

The art of listening is never as apparent as it is when you’re at a networking event. Those who attend these meetings know that one of the main goals is to show your willingness to listen and share advice and information. Here you must not only acknowledge the person with whom you’re speaking by maintaining eye contact, smiling, holding a firm posture, etc.; you must also process the information for follow-up conversations, if appropriate. Thus, active listening is an essential component of networking.

The appearance of listening is not only important; actually hearing what the person is saying is paramount. One of the tricks to help you remember what someone says is to jot down notes on the back of the person’s business card, much like taking handwritten notes at an interview. But mainly you must enter a conversation with complete willingness to listen, resisting the urge to speak until it’s your turn.

The art of listening is just as important when you’re engaged in superficial networking. Let me give you an example of a recent interaction I had with a basketball dad who will be out of work in a week’s time. He will be looking for a new position in engineering in the defense industry. Even though I was there to watch my son play ball, I was listening to the man’s current situation, what type of company he’d like to work for next, what his skills and strengths are, etc. I now have my antennae up and will certainly keep my ears to the pavement for him. Some believe that more jobs are gained through superficial networking than organized networking.

Who make better listeners, introverts or extraverts? Experts, who are usually introverts, will say that their kind are better listeners. Extraverts are better verbal communicators and feel more comfortable “working a room,” whereas introverts prefer the intense one-on-one conversations with a few people. Hence, introverts will give you that undivided attention and process more of what you say. This is the theory, at least.

I’m an introvert and wouldn’t necessarily say I’m a great listener unless what the other person has to say is of great interest to me. I work with extraverts who are great listeners, though they tend to talk a lot. So this theory is a generalization at best, in my mind.

Listen and follow up. Master networker Joe Sweeney, Networking is a Contact Sport; harps on the importance of follow-up. To keep people in your network, whether in business or in the job hunt, you must follow up with the people you meet. Without listening intently to what they say and jotting down notes on the back of their business cards, this can be difficult when it comes to recalling a conversation you had four days ago. How uncomfortable would it be to call someone you met at an event and say, “Hi, Bob, I’m just calling to follow up on our brief chat the other night, but I can’t remember what we spoke about”? It would be very uncomfortable.

Sweeney writes, “Be a great listener and ask open-ended questions. Remember, God gave you two ears and one mouth, so use them in proportion.” I think this sums up the importance of listening when it comes to networking.

I’ll reveal my little secret. I sold cars as a foolish young adult. I was terrible at it for various reasons, but one thing I knew how to do was wait for the customer to tell me what he was looking for in a car. I resisted the urge to launch into the benefits of the Subarus I sold. For this reason, I never had someone walk away before a test drive. It was during the test drive that I lost many of my sales. We all have to realize that listening is key in effective communications, whether we’re selling cars or networking.

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5 tips on writing a résumé recruiters and employers will want to read

May 23, 2012 2 Comments


Here’s a fact: Very few people like reading résumés, especially those who read hundreds of them a week. Ask any recruiter or employer. I critique and write résumés as part of my job. I’ve read hundreds of them and have conducted numerous critique sessions, but I’ve got nothing over recruiters and employers.

The only bright spot in this whole process is reading a résumé that doesn’t give me a sharp pain between my eyes, one that is relatively sound. A résumé that is outstanding–now, that’s a WOW moment.

Once you understand that recruiters and employers are not dying to read your résumé, you can focus your attention on writing one that pleasantly surprises them, one the prompts them to recommend you for an interview. To make them want to read your résumé, you must, at the very least, avoid making the following mistakes:

An apathetic approach to writing your résumé. Don’t let your apathy show in the quality of your product. It shouts, “I’m not into writing a résumé. It means I have to think about what I did.” I come across people who feel this way. They resent having to write a résumé and would like others to do it for them. Do not rely on others to write your résumé; it’s your responsibility.

It lacks accomplishments. I know, you’ve heard this a thousand times. But it’s worth repeating because you want to stand out from the rest. Many people think accomplishments should only be highlighted in the Employment History section or under Career Highlights.

Some of your accomplishments should be stated in the Professional Profile. Develop processes that improve operations and result in decreased costs, exceeding dollar amounts in the tens of thousands. This assertion must then be backed up in the Employment History with explicit examples and dollar amounts.

Failing to show recruiters and employers what you’ll do for them. Recruiters and employers don’t want to know what you did; they want to know what you can do. You’re probably thinking, “If my work history is in the past. That’s what I did. How do I show employers what I can do?” It’s what we in the field call prioritizing your statements, or targeting your résumé to each company to which you apply. In other words, illustrate how your qualifications and accomplishments match the employers’ requirements in order of importance.

You don’t know what recruiters and employers want. Many people don’t take the time to dissect the job ad to discover the most important skills and experience the employer wants to see on your résumé. If the ad is skimpy, go to the company’s career section on its website.

Better yet, if you know someone at the company or know someone who knows someone at the company, call him/her and ask more about the position. LinkedIn is a great tool for finding influential people at companies. The bottom line is that you can’t write a targeted résumé if you don’t understand the requirements of the job.

You lack keywords and phrases. Keywords are the skills applicant tracking systems search for to determine if your résumé will be the first of many to be read by employers. Your branding title, much like the title on your LinkedIn profile, is the first place on your résumé where you’ll utilize keywords. Then you will make sure they’re peppered throughout the rest of your résumé.

These are but five faux pas you must avoid if you want to write a powerful résumé that gets you a spot in the hot seat. Once you’re at the interview, you’re one step closer to a job offer.

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When the interviewer is doing 100% of the talking

May 20, 2012 2 Comments


Have you experienced a situation like this at an early-stage interview–you’re excited to be there, a bit nervous expecting the difficult questions to be fired at you, but the interviewer is doing 100% the talking?

Then toward the end of the interview, you ask if he wants to ask you any questions, to which he replies, “No, I read your résumé. We’re good to go.” You’re wondering what the hell happened. You didn’t have the opportunity to sell your skills, experience, and accomplishments.

Some of my customers complain to me about similar scenarios, while others tell me they felt relieved and grateful for not having to talk. Those who felt relieved erroneously believe the interviewers were doing them a huge favor.

Interviewers who do all the talking are not doing you a favor; they’re hogging your precious time. And although you’re nervous at the time, it’s essential that you achieve what you went there for–to sell yourself.

You never want to come across as controlling the interview, but sometimes you have to break in so you can inform the interviewer why you are the right person for the job.

So how do you break into the conversation?

First of all, don’t make assumptions. One assumption might be that it’s an inside hire and the interviewer is just trying to take up time. Another might be that the company is required by law or according to their policy to interview a few candidates. There are a number of reasons why the interviewer is blabbing like a fool, but chances are he’s simply self-absorbed and unaware of his duty.

Know when enough is enough. After the interviewer has rattled on for a number of minutes, it’s time to put a halt to the monolog. There’s a chance the interviewer might get on a roll and sabotage the whole process.

Don’t get belligerent. Saying, “Aren’t you going to ask me questions?” won’t leave a good impression. You’ll come across as rude and trying to control the interview.

Break into the conversation in a seamless manner. “The management around here leaves a lot to be desired,” he is saying. This is your cue to answer one of the most popular questions; what kind of manager do you prefer?

“Where I last worked, management was very good,” you break in. “They were fair, communicative, and had their priorities in order. I’ve worked under many different management styles from hands-off to hands-on. I’ve thrived wherever I’ve worked because I can adapt to all types of styles.”

Later he says, “Our customers are very needy. They require a lot of hand-holding–a real bunch of idiots.”

You counter, “Interacting with difficult customers is one of my fortes. In fact, many of the difficult customers were routed my way because I had a very patient attitude which the customers could sense. I managed to revive many failed customer relations.”

This may put a halt to the interviewer’s loquaciousness, or he may continue to drone on and on. But you can’t give up your efforts of getting yourself heard. The next time you hear a break in his monolog, engage him again by summarizing your job-related skills and accomplishments, declaring you’re the person for the job.

At the end of the interview inform him that you’ll send along an e-mail outlining how you can address many of the problems he was so kind to elaborate on. You may want to ask him if you should forward it to his manager and HR.

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4 components employers are looking for in job candidates.

May 17, 2012 Leave a comment


Okay, now Forbes magazine’s article, Top Executive Recruiters Agree There Are Only Three True Job Interview Questions,  has confirmed what employers are looking for in candidates. This is not new news. Employers want people who can 1) do the job, 2) will do the job, and 3) will fit in (or be tolerated).

But there’s a fourth piece to the puzzle Forbes doesn’t mention, which is “can we afford you?” Unfortunately, this seems to be almost as important as the other three requirements, as evidenced by the phone screening, where you’ll most likely get the salary question.

Let’s look at the four components employers look for in a candidate.

Of course interviewers won’t ask the questions phrased as such: Can you do the job? Rather they’ll pose them as: “What skills do you see being necessary to do the job?” “Tell me how you’ll handle problem X.” “What kind of experience do you have in the areas of Y?”

Having the technical know-how is essential to performing the job and advancing in your career, but there are other qualities employers look for in candidates, perhaps qualities on par with the hard skills.

For the motivation part, they’ll want to know if you’re in love with the responsibilities and the mission of the organization. Will you work until the job is finished? “Why do you want to work for this company?” may be a question you’ll have to field. Were you ever given the directive, “Tell me why you applied for this job.” Nerveracking, to say the least.

How can you prove your desire to work for the company? Stories using the Situation-Task-Action-Result (STAR) formula are a great way to demonstrate competencies that talk to your desire to do the job.

Showing that you’ll be a good fit is a tough shell to crack and a concern many employers have. It’s about your personality. They don’t want to hire someone they’ll have to let go because he can’t get along with co-workers. In this area you’re likely to get behavioral-based directives, such as: “Tell me about a time when you had to deal with an irate colleague.”

A surprising figure stated in the article claims that: “40 percent of senior executives leave organizations or are fired or pushed out within 18 months. It’s not because they’re dumb; it’s because a lot of times culturally they may not fit in with the organization or it’s not clearly articulated to them as they joined.”

Are you affordable? Salary negotiation makes some people’s skin crawl because they see it as a confrontational discussion, when in fact it’s straight forward. Companies don’t want you to resent them by paying you too little. However, a smart company sees this as business, so they’re not going to give away the farm.

Martin Yate, in Knock ‘Em Dead, page 249, says, “They want you! Before you sign on the dotted line, however, you should be well schooled in the essentials of good salary and benefits negotiation.” He advises to be a master negotiator but be reasonable about your expectations. Do your research.

“What do you think you’re worth?” might be a question you’ll get. Or, “What did you make at your last company.” Be prepared to answer it so you don’t lose out on the salary you deserve. As well, don’t be surprised if you’re out of their price-range. The final piece.

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Six ways to sell a Millennial with your job description

May 16, 2012 Leave a comment


Guest post by Jennifer King

In this excellent article, Jennifer talks about the need for better job descriptions.

Most job descriptions are awful. They make the hiring company sound boring. They make the work sound tedious. And they all sound pretty much the same, citing the need for a “self-starter” who is a “team player” and whatnot.

“Most job descriptions don’t even reference a person. There’s no ‘him/her,’ ‘you,’ or ‘us.’ They must be hiring a robot, I suppose.” — Keesha Galindo, director of HR for Moolala

This could be a real problem for employers when they try to hire Generation Y Millennials (read: not robots)–people like me. Read more.

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4 tips for promoting yourself in the job search

May 13, 2012 2 Comments


When I was a kid and made our town’s Little League baseball team, I ran to my neighbor’s house where my father was helping our friend fix a lawnmower. I burst into the garage and told my father with pride that I’d made the team. His response was to tell me not to brag.

I’ve thought for a long time that my father taught me that day an important lesson about humility. Now I’m not so sure it was a good lesson. It seems that we, as a society, don’t promote ourselves enough. This is particularly true about my valued customers who need to promote themselves. According to Myers Briggs experts, it’s also true about introverts.

I read an article, Why You Should be a Shameless Self Promoter, in which the author, Kevin Daum, speaks of three reasons why entrepreneurs should promote themselves. It resonated with me because he broaches a topic that many people feel uncomfortable about, self-promotion.

While we need to self-promote, the author claims, we also can’t cross that line that is unclear to many. He writes: “So we need to shamelessly self-promote, loud, strong and often. And yet somehow we have to keep from crossing that line of being annoying and offensive.”

I understand there are reasons why my jobseekers–especially introverts–don’t feel comfortable promoting themselves. One obvious reason is that their confidence is shattered; and when you’ve been kicked in the gut, it’s hard to muster up the ability to talk about yourself in a positive, objective way—which is to say, not brag.

But there are three tips the author provides entrepreneurs for “shameless self-promotion.” I agree with them but have adapted his tips for jobseekers. I also think the word “shameless” is a bit strong.

  1. Be interesting. Know what interests potential employers. If you have the same goals in common, this makes self-promotion all that much easier. This gives you free reign to highlight your accomplishments and related experience, as long as they apply to the job, which is what interests the employer.
  2. Be authentic. The author advises “getting others to promote you openly will actually work even better than talking about yourself. If you can’t engage other people to talk about your accomplishment, then maybe it’s not worth talking about.” The situation is a bit different when you’re looking for work. You have no one who will be there day and night to talk on your behalf, so it’s really up to you to take charge and accurately promote your job-related accomplishments.
  3. Provide value. Getting back to reason number two; any self-promoting you do for the employer’s sake has to have relevance. If he’s looking for someone who has demonstrated superb written communications, you should not talk about the numerous presentations you gave before packed houses; ones that brought the crowds to their feet and applauded your verbal communication skills. You will come across as a round peg for the employer’s square whole.
  4. Don’t over-due it. This is my own reason for self-promotion. Avoid using words like “great,” “outstanding,” “the best,” etc. It is far better to provide facts than conjecture. For example, “I was the best counselor on the staff“comes across as bragging without any substance. Better put would be, “Among my colleagues, I was given the highest-level customers on a regular basis. I was trusted by management to give them the service they needed.” Yes, you were the best.

The simple fact is that you as a jobseeker must promote yourself, because you can’t rely on others to be there by your side in your job search (related to number 2). The author talks about how we were taught not to brag, like the time I rushed to my father proud of my accomplishment. Don’t brag, but don’t refrain from self-promotion when the time is right, like while networking or at an interview or in your written communications. The time is now.

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5 possible reasons why you didn’t get the job

May 10, 2012 2 Comments


The process of getting a job at a company for which you’d like to work can be grueling, cruel, and full of questions and uncertainties; but I don’t need to tell you this if you’ve been conducting a rigorous job search.

A jobseeker who attended a number of my workshops and sat with me for a mock interview and a résumé critique, recently got a job. I was extremely happy to hear of his success, but it wasn’t an easy process for him. He worked diligently to land his job, while suffering through multiple rejections.

He and I knew he was qualified for the positions for which he applied. He made it to many last-round interviews only to find out he wasn’t selected. Recruiters continued to knock on his door to set him up for increasingly more interviews; at least one a week. He was becoming despondent, and I was trying to be supportive. His story ended positively.

Sandra McCartt writes in her article, It’s Not Your Fault—It’s a Negative Flawed Process. Deal with It Positively, jobseekers who enlist the help of recruiters often don’t understand what goes on behind the scenes during the hiring process, what goes terribly wrong when jobseekers think they have the job wrapped up.

You may have not considered or want to accept this, but there are various reasons why employers erroneously hire who they do. “First, this process does not always result in the best candidate being selected. There are a whole host of good reasons for this to occur,” writes Ms. McCartt. There are also as many poor reasons for why candidates aren’t hired.

  1. Legitimate reasons. Ms. McCartt mentions legitimate reasons such as relocation, compensation, or other financial issues. Hiring a candidate is a business transaction, so if you’re going to put too much of a dent into the company’s pocketbook, there’s only one solution—the company ends the business transaction.
  2. They went with someone inside. It’s very common for a company to advertise a position even when they have an internal hire in mind. But the company wants to make certain that they hire the best possible person, so they test the water and conduct a traditional search. You’re better qualified but not as well known as their internal candidate. As well, the company is fostering good will among its employees.
  3. You’re too good. Many jobseekers have told me that the hiring manager who interviewed them was less knowledgeable; that they could do the HM’s job. Understandably the HM felt insecure, harboring “you’ll-take-my-job” feelings and decided to go with a safer, less qualified candidate. Perhaps one of the other candidates the recruiter sent to them for consideration.
  4. Hiring managers are sometimes incompetent interviewers. Many HMs aren’t trained to conduct interviews to capture the most complete candidate. Their priority is usually hiring someone who has the best technical qualifications. In finding someone who can handle the responsibilities in their sleep, the HMs neglect another important aspect of the job—the personal fit. Great interviewers realize an interview that involves a combination of traditional and behavioral-based questions is the most effect way to find the best overall candidate, you.
  5. Unfortunately hiring managers make decisions based on personal biases. Nepotism is one blatant reason why people are hired for a position. One of my customers was told she was being let go so the owner could hire his cousin. He actually admitted it. And there’s always a candidate’s appearance, attractive or not, that may come in play. “Am I going to tell a less than attractive candidate that they didn’t get the job because the hiring manager thought they were butt ugly?” writes Ms. McCartt. “Of course not, they can’t do anything about it. The next hiring manager may be double dog ugly and think that candidate is a doll.”

What we’re left with after a candidate isn’t hired for one, or many, of these reasons mentioned above is a disheartened jobseeker; a recruiter who won’t receive her bonus; and an HM who hopes he has hired the ideal person for the job. There’s only one winner out of the possible hundreds of candidates in the process. I’m not stupid enough to believe telling you the reasons why you didn’t get the job will provide you any solace, but hopefully you’ll understand that you’re not to blame.

Unfair as this seems, it’s a fact of life that makes the job search process suck. What should you do in the face of such adversity? “Accept the rejection as just that, the result of a flawed process with vague outcomes,” Ms. McCartt advises. And never take it personally.

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When your LinkedIn profile says practically nothing; 8 key areas

May 7, 2012 1 Comment


I recently read an article by Laura Smith-Proulx, Quick Fixes to Improve Your LinkedIn Profile, that addresses the “Minimal-Effort Profile.” She writes, “Here it is—your name, college education, and current job. Wait – where’s the rest?”

While Laura points out the profiles that show little effort on the user’s part, I’m going to talk about the profile that contains practically nothing. You wouldn’t think it possible, but I’ve seen and immediately abandoned such profiles. I bet I’m not the first either.

Has no photo. This makes me wonder, “Are you faceless?” Can’t you see how a photo can make you easily recognizable and say more than thousand words about you? When I see a photo, I see possibilities–a person who’s a manager, a caring therapist, an established resume writer, a CEO, an aspiring actor.

Lacks a branding, keyword-rich title. Laura nicely states it this way: “This is where you make your opening statement. The key in altering your Headline is to use terms that will trigger your hit rate for both your job target and current position (and potentially your industry).” I say, “No branding title, time to move on.”

Is devoid of a story-telling Summary. Can you believe I’ve seen summaries that…don’t exist? Not even a heading. Why? Because the person hasn’t gotten around to writing one? Here’s where you get to explain your professional experience, state your aspirations, tout your accomplishments. Write in first person if it suits you. Explain why you’re looking for a new career and how your transferable skills make this possible.

Contains no descriptive Experience section. Essentially it says the person has done nothing, accomplished zilch. It says, “I worked as a Graphic Designer at ABC company from 1996 to 2012, and this is all I want to share.” This is where you can dump the content of your résumé or highlight four or five accomplishments. I prefer the latter. How far do you go back? My opinion is stay consistent with your résumé–10-15 years.

Has nothing in the Education section. If you went to college or just high school, you must list it. Not only that, list the activities and societies to which you belonged. In Additional Notes list the most relevant courses and internships in which you partook. You interned at the New York Times? My god, boy, that needs to be said.

Doesn’t make use of Applications: A great way to brand yourself. Do you blog? Show your expertise and writing abilities by starting a blog. WordPress is free (this is not a plug) and there are others. Excellent work to show, like a PowerPoint presentation on the 10 Must-Haves to Be a CEO. This can be placed in Box.net Files. These are just a few.

No Skills section. This is a fairly new LinkedIn feature that requires at least three skills on your way to 100% completion. It is essentially replacing the Specialties feature. Show visitors, including employers, the skills you demonstrate, as well as increase your SEO potential. Check out the bells and whistles this feature provides. People with whom you should connect and projected growth of a skill are just a couple.

Haven’t requested and written recommendations. The last section I’ll address is recommendations, which do a tremendous job of telling visitors who you are through the eyes of your former supervisors, colleagues, vendors, partners, etc. Ask for and write at least five or six recommendations. A profile without recommendations tells employers 1) you haven’t taken the effort to request them and 2) no one will write one for you.

It’s frustrating for me when I see a profile that is bare and demonstrates no effort. My reaction is to move on. And if I’m sent an invite from someone whose profile contains practically nothing, I click “Ignore.” I don’t think I’m superior–I really don’t–but I see a bare profile similar to meeting someone at a networking event who doesn’t talk. Says nothing….

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5 rules not to break in the job search: in response to a dismayed recruiter

May 4, 2012 Leave a comment


A recent entry, The Angry Young Job Seeker written by Amy Ala, speaks of the ignorance and downright audacity of a talented gentleman this recruiter was trying to place. Demanding, belligerent, arrogant, are just some of the adjectives I would use to describe the subject of Amy’s account.

In reading the article, you get a sense that the author was trying to help the jobseeker, while also keeping in mind the needs of her client. She demonstrated patience, diplomacy, and understanding. In the end she couldn’t in good conscience recommend the jobseeker for the job. There are those who go to great lengths to help jobseekers find employment.

So when a jobseekers commits follies–like the one Amy was trying to place–it’s hard to believe the lack of common sense they display. It makes one scratch her head and wonder, “What makes people behave this way?” Let’s go over some basic behavior to avoid when engaging in relationships with recruiters, HR, and hiring managers.

  1. Don’t forget your manners. Remember when your parents taught you manners? These manners were meant to be practiced throughout your life. In Amy’s article, the jobseeker surely didn’t exercise his manners and this did him in. He verbalized his displeasure with having to go through another round of interviews, was inflexible in terms of meeting for an interview, and demanded “relo” fees.
  2. Understand the role of a recruiter, Human Resources, and hiring managers. It is their job to find the right person for a position that needs to be filled. If they recommend or hire the wrong person, it doesn’t bode well. Your job is to make them see you as the answer to their prayers, not expect them to be the answer to your prayers.
  3. You are not the center of attention. You are a means to an end, namely serving the organization that hires and houses you. This is an extension of the previous point. Your objective is to get an interview, land the job, and keep the job. As you rise in the ranks, your leveraging power will increase. Until then, do as you’re told.
  4. When the workday ends, those who can help you realize your goal have other obligations. This is my little rule. When the workday ends, I have my kids’ events to attend, not unlimited time to conduct business. Some recruiters, et al, may be more flexible of their own free will or because their job calls for it. In other words, they don’t work for you.
  5. You are better than a buffoon and a squabbling fool—If you’re a bit irritated but generally  agree with what I’ve written, thank heavens. If by chance, you’re saying who the @#%& is he to be stating these rules, chances are you’ll find it very difficult to land and keep a job. But honestly, you’re better than someone who would break these rules, including the jobseeker mentioned in the article.

Keep your dignity. With all this said, don’t be taken advantage of. Any recruiter, HR professional, or hiring manager who treats you wrong isn’t worth his…or her…weight in salt.  Many jobseekers approach me and ask what they should do if they haven’t heard from a recruiter or employer after many attempts of contacting them. I tell them to continue to follow up but don’t hound or stalk them. They’re sending you a message, albeit a poor one. Your dignity is worth more than hounding fools who don’t know your value.

Read the article, and you’ll wonder how The Angry Young Job Seeker could be so clueless. The landscape of the job search has changed and the rules may not favor the jobseeker; but as I tell my jobseekers, eventually it will be a sellers’ market. What a wonderful thing that will be.

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