Tag Archives: interview

Nailing the interview process, Part 1: Be Mentally prepared

Succeeding at the interview begins before you sit in the hot seat. The first step is being mentally prepared. This means overcoming the negative feelings that came with losing your previous job.

To lose a job for any reason can be a blow to your self-esteem. Even if you were let go simply because the company had to cut costs, you may feel like you’ve failed. Some of my clients feel responsible for being laid off, even though it wasn’t their fault.

It can be particularly devastating if you’re let go because of performance issues or because you didn’t see eye-to-eye with your manager. You may feel that you’re incapable of becoming again the productive employee you once were.

The same applies to having to quit under pressure. Your boss was constantly harping on you for small mistakes or accused you of missteps that you know were the correct actions. Because they’re the boss, though, they hold the power.

Many unemployed can’t let go of what went wrong. They lose sight of what they did well at work. Negative thoughts swim through their minds. What can a person do to get back on track?

1. Don’t deny your despondency

You may be experiencing feelings you’ve never had before: bouts of crying for no apparent reason, a short temper with family members and friends, a lack of motivation. These feelings are symptoms of unemployment. You’re not going crazy.

When I was out of work, I tried to recognize the feelings I was experiencing. It wasn’t always easy, but I realized my unemployment was temporary. You should also realize your situation is temporary.

2. Take a hiatus

You’ve heard the saying, “Get back on the horse.” This is always a good idea, but you don’t have to do it immediately. I’ve known job seekers who have taken a week off to regroup and get their bearings again. While some might believe that you should begin your job search the day after you lose your job, it would be better to clear your mind first.

This said, don’t take a full-on vacation, as many job seekers do. Even during the seemingly slow summer months, employers are hiring. Take a hiatus, but don’t waste long periods of time.

3. Evaluate the situation; be able to explain why you’re out of work

Given three reasons why you are unemployed – you were laid off, let go, or quit – determine which applies in your situation. To be able to explain to others why you lost your job, particularly in an interview, you must be able to explain it to yourself.

If you were at fault, own up to it. Then, determine how you will act differently next time so as not to repeat the same mistake. Most likely you’ll have to explain, albeit briefly, your situation in an interview. Show self-awareness. This is a big step that you’ll need to make.

4. Tell people you’re out of work

There’s no shame in being out of work. Whenever I say this, I’m sure many job seekers mutter under their breath, “What would you know?”

Plenty. When I was unemployed, it wasn’t easy for me to tell others I had been laid off, even though it wasn’t my fault.

In order for others to help you, they need to know you’re looking for work. The people you tell shouldn’t be limited to your former colleagues and supervisors. They should include family, friends, and acquaintances. Even your brother who lives thousands of miles away might hear or read of an opportunity local to you.

5. Be willing to ask for and accept help

I find this to be one of the most challenging roadblocks for many people; they just can’t bring themselves to ask for help.

There are two things to remember here: One, your job search will be shorter if you have help; two, most people like to help those in need.

Helping others gives people a feeling of achievement. As someone out of work, you will experience the same, so pay it forward.

This isn’t to say you should approach everyone in you community and ask, “Do you know of any jobs for me?” To tell people you’re out of work and explain the kind of job you’re seeking should be enough.

For safe measure, you may want to ping people to stay top of mind. An occasional request like “Please keep your ear to the pavement for me” should suffice.

6. Don’t sleep the day away

As difficult it may be, you need to develop a routine. You don’t have to rise at 5 a.m. so you can go to the gym before work, but getting up every morning at 6 a.m. to take a walk, eat breakfast, and get out of the house would be much more productive than sleeping until 10 every morning.

You’ll feel much better if you are productive than you would if you rose late and watched television all day. I honestly believe that developing a routine is essential to your mental health – and to finding a job.

7. Seek professional help if necessary

You’ll probably experience many feelings, such as anger, fear, and self-doubt. If you become consumed with these feelings, it might be best to seek the help of a therapist. This is not unusual – trust me. I went through a plethora of feelings and, yes, I did talk with a professional. It allowed me to clear my mind.

If it gets to the point where you can’t see the future – where all you can think about are the past and present – this may indicate you’re experiencing depression. It’s worth talking to a therapist when you reach this stage.

It’s hard for some people to understand how difficult unemployment can be. It hurts your self-esteem, destroys your familiar routine, and can even cause embarrassment. Following the above steps can help you mitigate this negative experience.

Look for part 2, Know Thyself, next week.

Photo: Flickr, Silja
Photo: Flickr, David

This post originally appeared in Recruiter.com.

10 ways that test your courage in the job search

“Why did you leave your last company?” How to address 3 possible scenarios

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“Why did you leave your last company?” is an interview question that can be a cinch for job candidates to answer or difficult, depending on the reason for leaving your position.

Always expect this question in an interview. It only makes sense that the interviewer would like to know why you left your last company. Were you laid off, let go, or did you quit. Those are the three possible scenarios.

How you answer this question—most likely the first one asked—will set the tone for the rest of the interview. Many people interviewing for the first time are surprised when they get this question. It’s as though they didn’t expect it.

Not only should you expect this question; you should have the answer to this question already formulated. It should not take you by surprise. Expect it. Be prepared. If you get it wrong, shame on you.

Also, be aware of a zinger like, “Steve, tell us why you want to leave (company X) and come to work with us?” To answer this two-part question successfully requires an in depth knowledge of the company and position. Both of which are topics for another article.

What are employers looking for?

Is there a wrong answer? Not really. It’s how you answer it, for the most part. There’s no way to change the past, so your calm response is the best policy. They want transparency, not lies. They also don’t want a drawn-out story; your answer should be brief.

If you become emotional, it will send a negative message to interviewers. If you hesitate, they may distrust you or question your resolve.

Three possible scenarios

Let’s look at the reasons why people lose their job and how to address them.

1. You were laid off

This is easiest way to answer the question, “Why did you leave your last position?” As mentioned above, your answer should be short and sweet. You may say, “The company had to cut cost and restructure after a poor second quarter.”

To beat them to the punch, you might add, “I was among 15 people in my group who were laid off. I was told by my manager that she was sad to see me go.” The reason for doing this is because you might get a follow-up question about how many people were laid off.

Caveat: some people think being laid off is the same as being let go or fired. It is not. Being laid off is do to company failure.

2. You were let go

This is harder to explain, but not impossible to come up with a viable answer. This especially needs a short answer. It’s important that you are transparent and self-aware with your answer. In other words, if you were at fault, be honest about it.

You must also explain what you learned from the experience and state that it will not be repeated. Perhaps it was a conflict of personality between you and your manager, poor performance, or a “mutual departure.”

Conflict of personality. “A new manager took over our department. I was used to the way the previous person managed us. The new manager had a different style, which I didn’t adapt to quick enough. I now understand I need to be more adaptable to other types of management.”

Poor or inadequate performance. “As the project manager of my department, I was responsible for delivering a release of a new data storage software. We failed to meet the deadline by a week. My VP saw this as unforgivable. I see where I could have done a better job of managing the team.”

Caveat: the interviewer might want to dig deeper into the situation. Be prepared to answer the questions directly with little emotion. Always keep a cool head. Resist the temptation to speak negatively about your previous boss.

3. You quit or resigned

To quit a position—especially without a job in hand—means there was an existing problem. One common reason I hear for quitting is a conflict of personality with the employee’s supervisor. Another one is a toxic work environment. And a lame reason I hear is because advancement was not possible.

Regardless, a red flag will go up with interviewers if you quit your position. What some people don’t realize is that you give up your right to collect unemployment, if you quit; another reason why this is not a great scenario.

Conflict of personality. “My previous boss and I didn’t see things eye-to-eye on certain decisions he made, and tension was high, so I decided the best move for me was to resign. I realize I could done a better job of accepting his ideas.”

Unsafe environment. “I felt the work environment was not as safe as I was comfortable with. For example, there were many fire hazards in the warehouse. Additionally, the air quality was tested, and it failed. I feel fortunate that my wife brings in a substantial income; otherwise I might have stuck it out longer. My only regret is that I miss the people with whom I worked.”

Caveat: again, it is important to be transparent and honest when answering this question. To simply say you quit or resigned is not good enough. Do not be bitter when you answer this question; just state facts.

Always expect the question, “Why did you leave your last job.” Any interviewer who doesn’t ask this question isn’t doing his job. The reason for departure is essential information. I find this traditional question to be one of the most important ones for job candidates to able to answer.

6 ways to interact with one of the most important people in the interview process

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Who is one of the most important people in the interview process? The recruiter? Sure they’re important; you go through them to get to the interview.

Human Resources? They’re important, as well. Like the recruiter, you may have an initial phone interview with them.

The hiring manager? Definitely important. They make the final decision. You don’t have the goods, you don’t get the job.

There’s one other person you may not be considering. That person would be the office guardian.*

Why the office guardian is so important in the interview process

Read the following brief story which illustrates why the office guardian is important in the interview process.

A job candidate was applying for a position at the organization for which I currently work. He called for directions to the career center, which is common practice; however, he was so belligerent that he reduced our office guardian to tears.

Apparently this man thought he was all that and could treat our office guardian like a third-class citizen. This was a huge mistake on the candidate’s part.

This interaction was relayed to the director of the career center. He took it upon himself to promptly call the applicant to tell him not to bother coming in for the interview, and lectured the candidate on how NOT to treat one of an organization’s most important assets.

If you’ve never considered the importance of the office guardian, than you should change your thinking. Whether you’re applying for a CEO, vice president, middle management, or individual contributor position, you damn well better treat this person with respect.

How to interact with the office guardian

1. Getting the call for an interview. In some cases—especially at a small company—the call for an interview may come from the office guardian. Answer the phone professionally, e.g., “Hello, this is Bob McIntosh. How may I help you?”

Then thank the office guardian for calling and that you look forward to the interview and hopefully meeting as many people at the company as possible.

For good measure, ask the office guardian to restate their name. And repeat their name to show you’re paying attention.

2. Calling for directions or the agenda. As depicted in the story above, calling for directions is appropriate, and most likely the office guardian can provide the best possible directions, including when rush hour occurs, or if there’s road construction along the way.

You were astute enough to ask the office guardian for the interview agenda, including who will be present in the interview. The office guardian gladly disclosed the information, giving you an advantage for the interview.

Make the office guardian feel special for the help they’ve given you.

3. Meeting the office guardian. This is it. The time you’ve been waiting for, the interview. So the question is when the interview actually begins. You guessed it: meeting the office guardian. They are your first point of contact. Here are the steps you need to take:

Smile, but don’t overdue it. You don’t want to come across as insincere.
Extend your hand, especially if the office guardian is a female, and initiate eye contact.
Say, “I’m Bob McIntosh. I’m here for the interview for the marketing specialist position. Please don’t announce me until they’re ready to interview me. By the way, Steve, I appreciate the directions you gave me. I made it here without any trouble. Thanks!” Saying their name shows you payed attention during the phone call.
If the office guardian asks if you’d like water or coffee, say that you would if it wouldn’t be too much trouble. (Some suggest against accepting a drink, but I feel if you’re thirsty, accept it.)
You may want to ask for the interviewer/s business cards before the interview begins. If the office guardian doesn’t have them, thank them anyways, always being polite and grateful for their help.

Go into the interview and kick ass!

4. Dropping by unannounced. This rarely succeeds. However, one of my customers stopped by the HR department of a bank to deliver a pain letter. She was greeted with warmth, asked if she’d like to meet the HM, and promptly left.

Her introductory letter was well received. She was offered an interview and landed the job. This is one of a few instances I’ve heard that yielded a positive result. I don’t discourage it, but be ready for rejection.

5. Saying good bye. Make sure you say good bye to the office guardian, even if it means waiting for them to return from a task. Say, “I just wanted to make sure I had the opportunity to thank you for all your help. I hope we have the opportunity to work together in the future.”

You may have forgotten to ask the office guardian for the interviewer/s’ business cards. This is your opportunity to get them if the office guardian has them. If they don’t have the business cards, simply ask if they can clarify how to spell the interviewer/s’ names.

6. The thank you note. You may not have considered sending the office guardian a thank you note. This would be a mistake. Because the office guardian is an important part of the interview process, they deserve to be thanked as well.

Whereas you might send a unique email to the interviewer/s, I suggest you consider sending a thoughtfully written thank you card. The reason for a thank you card, as opposed to an email, is that cards can be hanged on cubicle walls for everyone to see. They’re a reminder of the good work you’ve done.

I hope after reading this, you realize how important the office guardian’s role is in the interview process. No, they don’t conduct telephone interviews. No, they don’t ask difficult questions in the face-to-face interview.

But they do observe your first impressions and if asked what they think, they will give an honest account of your first impressions, over the phone and in person. Do the right thing; treat the office guardian with respect.

*Instead of calling this individual the receptionist, I’m referring to them as the office guardian. I could be snarky and call them the “gatekeeper,” but this would be derogatory.

Photo: Flickr, vperkins

6 topics to include in your interview follow-up note

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Some job candidates believe the interview is over after they’ve shaken hands with the interviewers and have left the room. Well, that went well, they think, and now it’s time to wait for the decision.

And perhaps it went well. But perhaps one or two other candidates also had stellar interviews and followed up their interviews with notes sent via e-mail or a thank you card.

So here’s the question: when is the interview really over?

The answer: after you’ve sent the follow-up note.

If you don’t believe that a follow-up note is important, read the article, Write a Post-Interview Thank You that Actually Boosts Your Chances to Get the Job, and note that by not sending a follow-up note (according to CareerBuilder):

Employers are less likely to hire a candidate–22%.
Employers say it shows a lack of follow-through–86%
Employers say the candidate isn’t really serious about the job–56%.

If these figures aren’t enough to convince you to send a follow-up, then don’t hold out much hope of getting a job, especially when smart jobseekers are sending them. I hope this gets your attention.

So if you’re wondering how to go about sending a follow-up, consider to whom you’ll send it and how you’ll send it.

Who do you send it to? If you’re interviewed by five people, how many unique follow-up notes should you send? That’s correct, five. Take the time to write a unique follow-up to everyone who interviewed you.

(Read my post on a thank you note that was sent to my daughter after a college visit.)

How do you send it? You can send your follow-up note via e-mail or hard copy. This depends on your preference and/or the industry, e.g., someone in the humanities might prefer a thank you card, whereas someone in high tech might appreciate an e-mail.

Here’s an idea: send both, an e-mail immediately after the interview and a professional card a week later.

What do you say in your follow-up note?

1. Show your gratitude. Obviously you’re going to thank the interviewers for the time they took to interview you; after all, they’re busy folks and probably don’t enjoy interviewing people.

2. Reiterate you’re the right person for the job. This is the second most obvious statement you’ll make in your follow-up notes. Mention how you have the required skills and experience and, very importantly, you have the relevant accomplishments.

3. Interesting points made at the interview. Show you were paying attention at the interview. Each person with whom you spoke mentioned something of interest, or asked a pertinent question. Impress them with your listening skills by revisiting those interesting points.

4. Do some damage control: How many candidates wish they could have elaborated on a question, or totally blew it with a weak answer? Now’s your chance to correct your answer. This may be of little consequence, but what do you have to lose? Besides, interviewers know you were under a great deal of pressure–it’s hard to think of everything.

5. Suggest a solution to a problem: Prior to the interview you were unaware of a problem the company is facing. Now you know about the problem. If you have a solution to this problem, mention it in your follow-up or a more extensive proposal.

6. You want the job: You told the interview committee at the end of the interview that you want the job. Reiterate this sentiment by stating it in you follow-up note, which can be as simple as asking what the next steps will entail. This shows your enthusiasm and sincere interest in the position.

After you’ve made it this far in the process–networking, writing a tailored resume and cover letter, and multiple interviews–it would be a shame to blow it by not sending a follow-up note. Take the time to send a unique follow-up note (within 24-48 hours). When you get the job offer, you’ll be happy you did.

5 ways dwelling on your age will hurt your job search

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I’ve added one more reason why dwelling on your age will hurt your job search. As with anything you try to achieve, attitude is key.

One of my connections sent me part of an email he received in response to a job lead he shared with a networking group. The damning part of her email to him was when she wrote, “Most of their workers are under 30. So…that puts me out of the running.”

Some of you might be thinking this person is absolutely correct in writing this. You may have experienced some age discrimination and it pissed you off. I get this. But the point is that this woman already hurt her chances before even getting to any interview. She let her age hurt her job search.

Yes, it can be difficult landing a job the older you get, but your age can also be a selling point. Before you get to the interview to sell yourself on your job experience, maturity, dependability, and life experience, there are four distinct aspects of your job search that need attention.

Your attitude shouts angry

A successful job search will take a positive attitude and a projection of friendliness, or at least civility. One thing I’m acutely aware of in job seekers, as well as people currently working, is their anger.

Job seekers need to contain their anger, if not in public, certainly online. You must realize that the majority of people on LinkedIn, Facebook, and Twitter are currently employed, and don’t share your anger.

Even most job seekers do their best to contain their anger, and are careful of what they write. How do I know? I’m constantly trolling LinkedIn and checking out my connections.

When I see comments about how it’s the employer’s fault that a person didn’t get hired, two thoughts come to mind: maybe it’s true. Maybe said employer practiced ageism. The second thought is “Ooh, people are watching; they’re looking. And they’re not liking what they see.

As I said, most people on social media are employed and may be in a position of hiring employees. If you don’t think employers keep track of you on social media, think again.

Jobvite’s 2014 Social Recruiting Survey found that 93% of hiring managers will review a candidate’s social media profile before making a hiring decision, states an article on Namely.

One instance of releasing your anger can be all it takes. So all I’m asking is that you think twice before hitting “Send.” No, give it a night.

Your résumé is NOT your life story

He who retires with the longest work history doesn’t win. I’ve said this to my Résumé Writing workshop attendees after looking at their résumés, some of which show 30 plus years of work history.

Years ago a job seeker showed me his résumé, which went back to the time he graduated college…30 years or so. I told him, “Paul (that was his name), your résumé goes back too far in your work history. And it’s four pages long.”

“I know,” he told me. “I want people to know about my life.”

Paul’s résumé is not uncommon. I’ve had job seekers who hold the same belief, the more experience they show the better. Stop the record. First remember that what interests employers most are the most recent five to seven years of your experience.

Second, they want to see job-related accomplishments. I’ll repeat what many professional résumé writers spout, fewer duties and more accomplishments are what will impress employers.

Third, your résumé has to be easy to read and must be conventional in appearance. White space and shorter paragraphs (no more than four lines) improves readability. Today’s résumé is written in sans serif font, such as Arial. Stay up with the times.

Fourth, limit your work history to 10 or 15 years at most. Don’t show your age immediately and give an employer the opportunity to think you’re too old.

Marc Miller of Career Pivot offers other suggestions in a great article, 5 Things on Your Resume That Make You Sound Too Old.

Your LinkedIn profile lacks vitality

Does your LinkedIn profile present a poor first impression and turn people away? I can’t tell you how many times I’ve seen job seekers with photos that look like mug shots from the eighties. This alone is inviting age discrimination.

I know this sounds weird, but if you guys are concerned about being judged based on your photo, color your hair. I’ve seen plenty of fine color jobs. But if coloring your hair is not your style, at least smile.

Other ways to show vitality include using positive language in all sections of your profile. One line I show my workshop attendees is one from a LinkedIn member’s Summary, “I love what I do and I’ve been doing it successfully for 10+ years.”

What about you job seekers who feel compelled to explain your unemployment status? Don’t make this the gist of your Summary. Instead sound more upbeat with something akin to: “Currently I am enthusiastically searching for a career as a registered nurse. I am increasing my skills by taking courses at a accredited university.”

Use the media feature in the Summary, Experience, and Education sections. Show your vitality like my former customer who landed a job as a landscape architect. She shows off momentous work, both residential and commercial, that she produced. Think about producing a YouTube video the wind turbine you engineered just recently, including rocking music.

Take a look at a video produced by Al Jazeera America about one of my connections photographing models and homeless people. This is a great example of bringing a LinkedIn profile to life.

Update often with positive messages. Read articles and write supportive words about said articles. When you write about how employers are essentially the devil in disguise, employers take note of what you write.

Don’t turn people off at networking events

Most older workers I know can carry on an intelligent conversation because they’ve had years of practice. At our career center networking events, they carry on conversations far beyond the two hours allotted for the event. Much of what I over hear is positive talk about the progress of their job search, about their personal commercial, about their daily lives.

On the other hand, I will occasionally hear negativity seep through like black bile. This is when I hear one networker tell another that he can’t get an offer because of his age. “Not necessarily true,” I pipe in.

What I didn’t tell you about the email I mentioned at the beginning of this post is that my customer said this woman’s attitude seems rampant throughout the networking group.

If this attitude is rampant throughout the group, it may not be a healthy group to belong to. Networking groups should not provide a forum for commiserating with fellow networkers; they should offer positive support.

It is essential that you talk positively about your job search. Leave out of the conversation the fact that you experienced ageism at one of your interviews. Instead focus on the value you’ll deliver to potential employers.

Do this through a natural elevator pitch that doesn’t sound too rehearsed. Be a listener, as well as a talker, and be genuine. Most importantly, sound positive, even if you’re hurting emotionally. I always remind my workshop attendees that those who appear positive are more likely to receive help.

One of my connections, George Armes advises older workers to “Get out of the house. If there’s a certain industry you’re interested in, join an association connected with it and seek out volunteer openings. Attend industry and professional meetings and conferences. You never know who will know someone who is hiring….” Read the full article.

Your attitude sets the wrong tone at the interview

It begins when you enter the room. According to a study of 2,000 interviewers, a third of them will make a decision of whether to hire you based on your first impressions, which include your eye contact, smile, handshake, and how you enter the room.

Let that sink in.

If you walk into the room slowly, with your shoulders slumped, a frown on your face, eyes diverted, and offer a weak handshake; your chances of success are nil to none. You need to enter with a skip in your step. Stand erect. Smile to show your enthusiasm. First impressions matter.

Expect the obligatory question, “So why did you leave your last position?”

Do not answer with, “There was a conflict in personality. My new supervisor was a 30-year-old woman. She knew less than I did about managing an assembly process. We didn’t see things the same way.”

The interviewer who’s asking the questions is 40 and will be your direct supervisor. He’s thinking chances are you won’t do all that well when working together. So leave reference to age and gender out of your answer.

You’ll probably get the directive, “Tell me about yourself.”

Do not begin by telling the interviewer that you have 35-years of experience in project management in the telecommunications field. This comes across as your main selling point.

Instead focus on the fact that for the past four years you’ve consistently cut costs by applying agile techniques.

You may be asked why you’re willing to accept a position that offers less responsibilities and lower pay. Many of my older job seekers are fine with this, as they’re tired of managing others and the bills are paid.

One of my former customers accepted a job that will require him to be a mentor to younger technical writers. This is a valuable skill older workers can perform at their jobs, and a viable reason for accepting a position that offers less responsibility.

Practice makes perfect

So what’s the solution? I’m brought back to the statement the woman made in response to my customer reaching out to help the networking group: “Most of their workers are under 30. So…that puts me out of the running.”

This attitude has to be dropped. You may feel that you’ll experience ageism around every corner, but don’t give into these fears, or at least try to veil them when you’re conducting your job search. I don’t buy that people will instantly right themselves at the interview. I believe it’s a prevailing attitude that travels like a speeding train that can’t be stopped.

By the way, my customer Paul I told you about took his four-page resume and came back to me with a resume that was three and four quarters long. I guess he took some of what I said to heart.

Photo: Flickr, Oliver Nispel

7 reasons to say no to a job offer

4 reasons for NOT saying at an interview that you’re a Perfectionist

I can say with certainty that I am not a perfectionist. Today, for instance, I’m wearing brown shoes, olive-green pants, a black belt, a blue striped shirt, and a Mackintosh plaid tie. And, oh, my socks don’t match. I attribute this imperfection to my upbringing in a chaotic household, where no one really knew how to dress.

My colleague won’t mind me telling you that she prepares her room the night before her workshops. She puts aside exactly three Starbursts, a cup of lukewarm water, two paper towels, and enough sharpened pencils for twenty attendees. Not only that; she reviews her presentations before every workshop. Is she a perfectionist? Quite possibly.

If you claim perfectionism as a strength at an interview, you’re likely to lose the job before the interview’s over. Here are four reasons why:

1. Interviewers have heard this claim far to often and it insults their intelligence. Someone I once interviewed answered my question, “What is your greatest strength?” with a smug look on his face, that he was a perfectionist. I immediately thought he was a con man.

2. A perfectionist is someone who has a difficult time finishing projects or assignments because she thinks it must be perfect,which is a tough bill to fill. I knew a person who would prolong delivering something as simple as a PowerPoint presentation because the thought of handing it in imperfect terrified her.

3. A perfectionist is most likely going to irritate those around him because he will expect perfection from them. CBS Money Watch repeats, “It also messes up the people around you, because perfectionists lose perspective as they get more and more mired in details.”

4. An astute interviewer realizes that there are negative ramifications that accompany perfectionism. Psychology Today states, “A one-way ticket to unhappiness, perfectionism is typically accompanied by depression and eating disorders.”

Those who consider themselves to be perfectionist are so concerned about being successful that they’re more focused on not failing. It’s a recipe for disaster.

Bad news for perfectionists abound when Wikipedia also claims there’re serious psychological ramifications associated with it: “Researchers have begun to investigate the role of perfectionism in various mental disorders such as depression, anxiety, eating disorders and personality disorders.” Yikes. This makes me glad that my ties rest in my drawer at work like a nest of snakes, instead of hanging neatly on a tie rack at home.

However, there seems to be some contradiction when Wikipedia describes perfectionists as perfectly sane people who simply excel: “Exceptionally talented individuals who excel in their field sometimes show signs of perfectionism. High-achieving athletes, scientists, and artists often show signs of perfectionism.” This makes sense. I suppose that if I were to be operated on, I would want a perfectionist as my surgeon.

I’m certainly not a perfectionist, and it hasn’t hurt my performance–my performance reviews consistently garner “Very Good”–but I wonder what it would be like if my clothing were perfectly matched. I’m sure I’d suffer some malady. One thing is for certain, it’s better to choose a different strength to give at an interview.

Dear recruiter, 15 reasons why you lost the best candidate ever

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As a career strategist I’m privy to conversation from job candidates who are at the mercy of internal and third-party recruiters. I say mercy because before they can sell themselves to the hiring manager, they have to get past the recruiter.

In the grand scheme of things there seems to be a misunderstanding of the importance the role job candidates play in the hiring process. They are the bread and butter of the process because they’re the ones who are going to solve the employer’s most dire need, the need to fill a position.

While we see many articles written on what jobseekers do wrong, rarely a word do we see on what recruiters do wrong. I personally don’t see the justice in this inequity of blame; and I’m not even applying for jobs. I’m just the messenger.

Some recruiters (a small number) are treating their job candidates like shite, Mate. This seems counterproductive to achieving the goal of hiring people for the jobs that need to get filled. And there are numerous jobs to fill. I know, recruiters are busy (#11 on the list of job candidate complaints) vetting candidates to present to their clients, but their lack of sensitivity, courtesy, and plain logic is sometimes baffling.

I realize there are some great recruiters and some lousy recruiters (the number favors the former); and the same applies to job candidates (ditto). But some of the behavior I’ve heard about recruiters is well…baffling. Without further ado, let me relay what my customers have told me over time.

You told me I was your number one and then didn’t call back. Didn’t that make me feel cheap.
You knew less about the job than I did. (Ouch.)
You thought I was too old. Hint: don’t ask a candidate how old she is. One of my former customers was actually asked during a telephone interview, “Just how old are you?”
You took the liberty to revise MY résumé. Imagine my surprise when I showed up at the interview to find the interviewers holding a different version of the résumé I sent.
Do you really think what I did after graduating from college (25 years ago) is relevant? The last time I checked, no one was using DOS.
You called me an hour late and wondered why I was pissed. I had to pick up my child from daycare, which by the way takes up most of my UI benefits.
You wanted to connect with me on LinkedIn so you could have access to my connections. I’m not stupid, stupid.
You sent me to the wrong interview. Imagine my surprise when the hiring manager started describing a position that I wasn’t aware of applying for.
You overlooked me because I was out of work for three months. No, technology in finance doesn’t change that much in three months. Oh, I get it; I’m damaged goods.
I may not be as beautiful as your dream date, but I can manage a project with my eyes close. Incidentally, you’re no looker yourself.
You complain about being sooo busy. I’m not exactly sitting around watching Oprah and popping Bonbons. I am out beating the bushes.
Really? “What is your greatest weakness?” Why do you ask idiotic questions like this? Do you think I’ll really tell you my greatest weakness? Besides, I have the answer memorized.
I wasn’t a fit? Couldn’t you get a better explanation than that. I only want to know if I need to improve my interviewing techniques.
Speaking of interviewing, couldn’t you have told me that I was going to be the oldest person in the building? I can rock with the best of them, but it would have been great to have a heads up.
No means no. I don’t want to take a position that pays half the amount I was making at my last job. I know salaries may be lower these days, but doing twice the amount of work for half the pay doesn’t add up.

Many of the people I serve have had favorable experiences with recruiters, but the process could be a lot better if some of these common complaints are addressed.

Read the follow-up post, Dear hiring manager, 15 reasons why you lost the best candidate ever. There are 15 different reasons!

Photo: Flickr, Kev-Shine

4 reasons why eye contact is important

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Recently I conduced a mock interview for one of my customers, and what struck me most was her lack of eye contact. As career advisors we advise our customers to maintain eye contact. Never has this advice been more relevant than during this mock interview.

Here is an article I posted almost three years ago, which is still very relevant…as I’ve come to find out with my recent experience.

If you’ve seen the movie Love and Other Drugs, you’ll totally agree with Jamie Randall (Jake Gyllenhaal) when he tells Maggie Murdock (Anne Hathaway) that she has beautiful eyes. No?

Not only does Anne Hathaway have beautiful eyes, but she has such tremendous eye contact that her eyes seem to become the only thing the viewer can think about. To me, her eyes signify complete trust and honesty in the movie. They are part of her physical presence, yet they talk to the viewer—as if she didn’t have to say a word.

So what do Anne Hathaway’s eyes have to do with the job search? Well everything if you consider the importance of your eyes and how you use them. I’m speaking specifically when you’re networking and, most importantly, when you’re at an interview.

Eye contact is something career counselors harp on, along with a firm handshake. It’s what we believe to be a major element of your first impression. Like Anne Hathaway, your eye contact can capture the immediate attention of the person with whom you speak.

Steady eye contact with the person to whom you speak can say a number of things: I’m warm and personable; I’m attentive and listening; I’m trusting and honest; I’m confident. These are all traits we want the interviewer to see in us. In some cases when eye contact is too steady, it might relay the message that you’re scrutinizing the other person. If it’s unwavering, it may “freak the person out”; make her feel threatened. We don’t want that.

Unsteady eye contact will most certainly hurt your chances of landing the job. Personally, when I talk with someone who can’t look me in the eye (like the customer I mention above), I become suspicious. What is she trying to hide? Unsteady eye contact usually implies that the person lacks confidence. It can also say: I’m bored; I’m distracted and thinking of something or someone other than you; I’m devious and a liar. I’m sure the last statement isn’t true of my customer.

There is unsteady eye contact that is natural and necessary. Usually when we divert our eyes from a person it’s because we’re concentrating hard on what we’re going to say next. We introverts have a tendency to reflect in such a manner, while extraverts think while they’re talking and eye-gazing.

The interviewer considers body and facial language when determining the strength of the candidate. Some experts believe that 60% or as high as 90% of our communications is nonverbal, which means our countenance may be more important than our words. Although, don’t rely on batting your eyelashes and making those eyes sparkle; the verbal messages you provide are ultimately vital in your success at an interview.

Also be aware that hiring managers and HR professionals are trained to examine face-to-face language, and certainly eye contact is an important part of overall body language. Note: it has been determined that 30% of interviewers know whether they’ll hire someone within the first 90 seconds.)

Interviewees must maintain a fair amount of steady eye contact at the interview. This means that at least 90% of the time you’ll look into the interviewer’s eyes, giving yourself sufficient time to look away as you organize your thoughts. If you’re at a panel interview, the majority of the time will be spent making eye contact with the one who poses the question, while the rest of the time you’ll scan the other interviewees sitting at the table.

Back to Anne. If you think I’m in love with Anne Hathaway, you’re mistaken. I love her eyes, and yes she is a beautiful woman, but I harbor no fantasies. My only wish concerning Ms. Hathaway is that she continues to captivate viewers with her stunning eyes that do enough talking on their own.

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