resume

Why do Recruiters Hate Phone Screens

May 16, 2017

Okay, I’m back! Recruiting got busy for a minute so I took a much needed break. During this heavy recruiting season my disdain for phone interviews has increased. Trust me I’m not the only one! It amazes me how many people want jobs and those that get the opportunity to interview don’t prepare themselves.

Phone interviews can be tricky because you have to put a level of energy and preparedness into a conversation where you can’t see the person. If you want to get your dream position, most likely a phone interview will be a part of the equation. Here are some tips that will guide you in preparing for a successful phone interview:

Familiarize yourself with the company
- This is almost a deal breaker for me. To know that a candidate is “interested” in a position with a company they know nothing about is truly disappointing. Research the company website, use LinkedIn and other social medias sites to find out about the organization and it’s inner workings as much as you can.
Smile and stay engaged
- Make sure you are energized and smiling before you get on the phone. This can help translate your interests and level of engagement to the interviewer.
Know your resume
- Please make sure you are familiar with the work you’ve done (i.e. dates, companies, major projects, project results, etc.). If you don’t have a copy of your resume readily available study your work history, so you are better prepared.
Be able to give specific examples
- Not only are hiring managers looking for results-oriented individuals, recruiters are as well. If a question begins with, tell me about a time… or give me an example of… it requires an example that is specific (Behavior, Action, Results).
Have questions prepared
- Nothing like asking a candidate if they have any questions and they say, “No, I think you’ve answered most of my questions” or “No, I don’t have any questions”. If you are interested in a position you should ALWAYS have questions. Not only is the company interviewing you, but you are interviewing them as well.
Send a thank you note
- Follow-up notes are scarce these days but I believe in them for all stages of the interview process. Even if it’s just a phone interview, thank you notes can separate you from other candidates.

I hope these tips get you started on the right track to becoming a better phone interviewee!

Smiling Faces

April 6, 2017

You think you’re awesome…In fact, you do good work and it’s regularly documented in your performance reviews. I hate to be one that has to bring out what goes on behind the scenes, but this will help you if you let it. Corporate America and some of the leaders it produces will have you living a farce. If you are not having regular discussions with your manager discussing your performance, key performance indicators, constructive feedback, etc. you might not be doing well as you think. I’ve heard many stories and seen things (i.e. out of the blue terminations, performance improvement plans after years of mediocrity) that indicate there are managers who are scared to manage, which is a disservice to your career.

Let’s take a recent case study, Pepsi (a moment of silence)… There are many reasons why the advertisement was a disaster but that’s for another post. Who was the rockstar marketing executive who signed off on the mediocre misguided musings of their direct report(s)? It’s unfortunate, but leadership is fading and the consequence is your reputation and your job. Leaders need to step up and tell the truth instead of going behind closed doors with their colleagues to say “Johnny isn’t cutting the mustard” or “Becky is good but not great.” Where are the fruitful honest conversations that are needed to produce high-performance? I’ve seen many managers that are afraid to have direct conversations in the workplace, that then want to fire an employee without warning or documented conversations. If you wear a passive aggressive ‘banner’ you should not be a manager.

I’m very passionate about great leadership as you can tell but don’t let management’s incompetence diminish the responsibility you have for YOUR career. You have a duty to be proactive and take control of your career. Don’t take what your manager has to say for face-value. Have those conversations and really dig deep on your work performance. We all have areas of improvement and those need to be discussed on a regular basis along with the kudos. Here are some recommendations on how to be proactive with the status of your work performance.

One-to-One Meetings – If your manager is not facilitating bi-weekly or monthly conversations with you, take it upon yourself to set those up. Be proactive when it comes to your career. Receive and give feedback on a regular basis.
Thought out goals/objectives – Make sure you have carefully thought out goals and objectives. Consider your company and team objectives to come up with individual goals that are achievable and challenge you to do something amazing.
Professional mentorship – Reach out for mentorship within the company and another point of view. Sometimes higher level individuals within the company who don’t manage you directly can give feedback or suggestions that are more direct especially if your manager is not forthcoming enough.

Sometimes when I think about passive aggressive managers in Corporate America, a tune by The Undisputed Truth, “Smiling Faces” comes to mind:

“Beware. Beware of the handshake that hides the snake,
I’m tellin’ you beware of the pat on the back it just might hold you back.
Jealousy, (Jealousy) misery, (misery) envy.
I tell you can’t see behind

Smiling faces, Smiling Faces, Sometimes they don’t tell the truth.
Smiling faces, smiling faces tell lies and I got proof.
Your enemy won’t do you no harm, ’cause you’ll know where he’s comin’ from;
don’t let the handshake and the smile fool ya.
Take my advice I’m only tryin’ to school ya.”

https://youtu.be/8CJZcVi5BA4

Caught up in the Rapture

March 15, 2017

A most wonderful season is upon us…BONUS SEASON!! Many corporate professionals who work on the calendar, fiscal year are waiting with anticipation on performance bonus checks that will be distributed this month. What most people don’t know is that this is one of the most common occasions for voluntary attrition. On the recruiting side, I somewhat dread this season because I know for a fact, I will be backfilling positions due to people getting their bonuses and resigning to take new jobs, external to the company. There are two sides to this season, the employee that is looking to leave after they receive their bonuses and the other is the employer that has to fill the vacant spot. For the purposes of this blog post, I’ll focus on the side of the employee. Here are a few things to keep in mind if you are leaving a job during bonus season:

Don’t leave before you get your bonus
- Yes, I know people who have left their jobs weeks before they actually get their bonuses! The smart thing to do is stay if you can.
- If you need to Get Out before bonus time, negotiate a sign-on with the future employer.
Make sure you always ask why a position is available when seeking other employment
- This topic may seem a bit awkward to ask about but it’s necessary. You need to know why the vacancy is open to adequately vet out the position and company.
- Employers may try to be politically correct and skirt around the answer to this question but be sure to ask probing questions.
Give the courtesy of at least a 2-weeks notice
- You may have relevant reasons to leave your job, but don’t burn bridges.
- If you are a high-performer you are most likely leaving your current company in a bind. Be sure to write a humble and professional notice and offer to be available for questions in the future.
Have a job-transition fund
- Before starting a new job most people don’t ask about the payroll period (beginning, middle, end). It’s just good practice to have a little cushion while transitioning jobs, in case you are at a point in the payroll cycle where you might not get a paycheck for a while.

Have you ever left a company during bonus season? Share your experience in the comments.

Loyal…

January 24, 2017

I intended to write an article today about office potlucks and how they are the bane of my existence (to come at a later date), but I ended up in a discussion recently regarding the level of loyalty employees have to their employers, of which, is rarely reciprocated. My close friends and colleagues are well aware of how passionate I am about leadership and constructive behavior in the workplace. It is with this, Chris Brown’s song, ‘Loyal’ came to mind.

There is a mutual descent of loyalty in the working world today. Companies are outsourcing, avoiding the maternity/paternity leave conversation, bucking against flex time, decreasing overhead as much as possible, and the list goes on. At the same time, employees are taking on entrepreneurship opportunities and hopping to various companies as they see fit. Being in recruiting for over a decade I can truly see both sides of the coin. I have experienced the pain of organizational disloyalty and it definitely hurts the workforce in a major way.

While loyalty and trust is a two-way street, the bigger part of that burden in my opinion, is on leadership. A major gap in employee/employer trust is lack of sufficient leadership. In HR you see everything, for the most part, and a majority of relational issues in the workplace stem from inadequate management. I’ve have been exposed to so many companies where managers do not get the necessary training to manage people, especially in a way that is human and understanding. I’m not stating that people should be able to do whatever they want and the company just has to deal with it. Depending on the environment, if a company has a person working above capacity, meeting deadlines, attracting clients, and making a positive change in the bottom line, why wouldn’t said company want to be flexible and extend a few liberties to encourage the employee to stay the course.

This is where loyalty comes in. For the employees that put their all into their work, as much as they think it counts towards their future, companies don’t seem to hesitate when they make changes and send employees home with a pink slip and severance. Employees seem to have gotten a good glimpse into this scenario, which leads us to the “job hopper.” I hear so many hiring managers say, “I don’t want to see candidates who switch jobs every 18-24 months.” I understand the sentiment but as I mentioned, many companies lack the leadership to retain loyal employees, don’t foster growth and development, or provide resources to be successful. In those cases, I would have left the company too. On the other hand, employees shouldn’t be so quick to throw away the benefit of the doubt with regards to their employers, creating a track record of not being able to complete things long-term (a top reason for a rejection when pursuing a job these days).

The best way to build a bridge of loyalty and trust is to be open and honest. Lots of things can be solved if employers and employees have conversations from the beginning that foster a healthy and trustworthy relationship.

What are your thoughts on loyalty in the workplace? Share in the comments.

If it doesn’t fit…

January 3, 2017

Happy New Year!!! Glad to be back in the saddle again. I took a much needed break over the holidays and I’m back! While relaxing and catching up on movies, shows, and documentaries, I watched for the second time, OJ: Made in America. I remember vividly, the actual trial while in high school. One of the most prominent figures of that controversial trial was, Johnnie Cochran. This is not a post to share my specific opinion on the events of the crime, trial, or outcome. I want to specifically focus on the sound bite of Johnnie Cochran.

The most contentious part of the trial, was the famous closing statement of the defense namely, Johnnie. If it doesn’t fit, you must acquit…I remember it like it was yesterday. I want to take that statement out of the vile context of a criminal trial and use it for impact for what I’m about to say. It’s a new year AGAIN and most Americans are still unhappy with their work. How much time must you waste to pursue your passion and do the work that makes you happy and fulfilled?

I want to encourage all of you, “If it doesn’t fit, you must acquit,” Johnnie Cochran. Free yourself from the bondage of just collecting a paycheck. All of my posts to this point have been about how you can skillfully maneuver through your career and techniques on how to maximize your potential and achieve success. It doesn’t matter if you have goals or resolutions if you are not complimenting them with hard work and tenacity. If you don’t see yourself growing, becoming an adequate fit for the company culture, maintaining healthy relationships with clients (internal and external), etc. then it’s about time pursue other avenues. I’m all about making things work and being loyal but loyalty doesn’t stand a chance against a company’s bottom line, insatiably, or misguided leadership.

Typically, I’d have a few key takeaways for next steps. In this case, I just want you to be FREE. What are you going to do to create the path to your purpose and not just collect a paycheck?

Horrible Bosses!

November 16, 2016

With all that’s been going on, it’s made me think about leadership and how much it impacts one’s career. Leadership is a HUGE responsibility and many don’t understand how that influence or lack there of, can follow you along your career. I can’t even describe to you my experience with horrible bosses (I’ve had my share, unfortunately). You can have an amazing job and equally awesome co-workers but if your boss is horrible, it can make for a bumpy ride. Being in recruiting for so long, I’ve experience and read numerous studies and articles about people not leaving the company but leaving that “horrible” boss, a subject we can unpack for weeks.

If your boss is condescending, unethical, unaware of your regular contributions, or just unwilling to collaborate with you on a career path within the organization than you should definitely consider some changes. Bosses can encourage you forward or hold you back. If you are a person with ambition and big goals for yourself that is definitely cause for you to have a collaborative boss who can provide support. Here are a few things to consider if you don’t have the greatest boss:

1. Be honest with your boss in regular one-to-one conversations (Ask questions and document)
2. Make sure you are exceptional in your work so those conversations will be positive and productive
3. Practice patience to see if changes occur
4. Seek another environment where your manager/employee relationship can be agreeable

Have you ever had a horrible boss? How did you handle it? Let’s chat in the comments below.