Lambentpath

I find that negotiations during the job search can become very intense due to the personal nature of the process.  In reading, I am always interested in finding information that can be helpful to my readers, so as to ensure that this phase of the process is not overlooked and made a stumbling block for those with little experience. 

A few things that I noted from a recent article I read on negotiation blog that I enjoy.

Excellent negotiators are able to identify a wide variety of options to meet the interests of both parties. (Lewicki, 1993) “The more options that are generated, the greater the chances that one of them will effectively reconcile the differing interests of the parties.” (Fisher and Ertel, 1995)

Think about what the above really says.  People that are excellent negotiators look at the whole picture instead of just a small portion of the pie.  I find that when people look at offers, the run to the salary and negotiate little else such as bonus, vacation, PTO, stock matches and other forms of compensation that companies are normally less structured with then salary.

Successful negotiators do not rush to agreement. They explore any unclear areas in the agreement or any reluctance by the other party. (Rackham, 1976)

This is very true and happens all too often.  Time kills deals is something we talk about in recruiting.  But not in the offer negotiation.  You need to ensure that all parties are feeling the benefit of the agreement, and that sometimes cannot be determined over coffee.  People need to consider, signatures needed to be attained from management and other process details need to be aligned.  Do not rush the process and the process will not spit out an offer that you do not like.  It is important to remain focused and patient during the offer negotiation process.

Read the full article here.

I read a great post, and I mean a great and meaningful post over the The Career Encourgement blogearlier.  The part of the post offering the most insight to me was a question that is offered to be considered when considering any opportunity.  “Who are the role models” in the new company or organization you are looking at joining?  To me, this was a red light and siren going off.  What a question?  With its answers, one could essentially answer their internal voice to determine if they should work or not work. 

Think about what the question is asking.  Who are the role models…what does that mean?  Here are few things that come to mind:

1. These are the people whom the company emulates
2. These are the people that the company looks to when things become difficult.  How they would handle something.
3. This offers the morale character of the company.  You can measure it from whom the role models are
4. It gives you a good idea of where the company is headed.  Look at the role models and their paths, that will give you a clue where this company is going
5. Look at the personal lives of the people that they hold as role models.  It will open your mind to what the people in leadership prescribe to.  What they hold important and how you will mesh with their environment.

These are just a few of the things that come to mind when I see this question posed.  I already find myself looking to integrate this into my interviews to better understand people and where they are headed.  The question, which I have not used to this point, symbolizes so much more than the few words that it requires.  It can offer a broad scope picture of a person, or a company, to fully understand whom they are, where they are going, and under what sort of path they will seek to accomplish their goals.  With that, one can make a solid decision knowing the foundation is derived from some good information.

One of the things that most of our posts are about are what not to do, or better yet, what to do for ensuring success in the job search.  How do we learn all of that stuff?  Well simple.  When things go poorly, our mind turns to looking at the matter more carefully to ensure that we do not repeat the same mistakes.  So when things go poorly, what should you do in the job search?

The places where one can make a mistake in the job search process are endless.  Specifically, the opportunity for failure is limitless since we are dealing with personal relationships.  So when things do go wrong, how do we narrow it down to better understand how to improve.  We need to narrow the parts of the process into segments such as: job identification, application process, resume and cover letters, phone interview, in person interview, post interview process, offer negotiation and acceptance.  Once that is done, we can discuss what the possible issue might have caused the problem.

Most of the time it will be difficult to narrow the exact moment the train derailed.  However, that is the point of this post.  What I am looking for is a way for people to understand not to wait till it goes bad to really evaluate things.  In addition, if you are the poor point of your process - do not let it be wasted.  Let it surface to be a true building block of your foundation, making sure not to go down the same road again.  Things going wrong are only a waste of time if you do nothing to learn from, or improve, them.

If you have anything that has gone poorly in your search, let us know as we would love to learn from your experiences.

I love humor and especially when it offers direct connection and effect on something I hold dear.  During my years of working with people, I have been told consistently that I am the person that people come to when they are trying to solve problems.  “Do not go speak to Jason unless you are ready to hear some real advice”.  I sense that I have built a good reputation for people, allowing them a place (when i can offer help) that has solid advice but is aimed at getting a goal attained and not just smoothing something over.  With that sort of approach, this post hit close to home.

Laurie Reuttimann writes an excellent post here.  Take a look at this quick view into what she has to say:

1. Don’t be an asshole.
2. Don’t divert attention away from the mission and vision of the organization.
3. Don’t cause problems that are bigger than the problem we’re trying to solve.
4. If you don’t like it, leave.

I know some people will find the first statement offending but we have all worked with people that are not nice and tend to want to ruin the job rather than get it completed.  People are into self survival, and that really is the focus of #2 for me.  All offices have the people that keep their own jobs by constantly keeping themselves busy doing things that are not required of the company’s goal and vision.  #3 could not be any clearer but something people do all the time, complicating issues far beyond what they need to be and raising small segments of the problem so far that they shadow over the main mission.  I tie #3 and #2 together as I see them joined.  And #4……

#4 is so awesome and powerful but not taken to heart by employees and employers.  Leave.  Not all relationships are going to work, and most important - that is not necessarily reflective of you or the company.  Neither has to be wrong for something not to work.  However when you know that it does not, simply leave and move on.  Too many people stay on longer than they should, developing resentment and forming bad habits in the process.  Unfortunately these are brought to the next job and start a spiraling process downward that is difficult to retreat from.  Make sure not to make that mistake.

KISS - Keep it Simple Stupid.  Something I rely on as to not make things more complex than they need to be.  Though not the nicest of words, I think you can find some solace in keeping things simple and applying some of Laurie’s thoughts.

I have preached on the art of the resume writing plenty of times in the past, however I read a quick brief from another blogger this morning discussing “not to tell the story” which I found so profound.  The style of resume I promote is the impact resume, one with statement, figures and savings.  It should read like a baseball card, not a biography.  Let’s recap some of the things we should be looking for to ensure your resume is successful in its endeavor to get you that interview.

Baseball card.  For all of the non athletes out there, a baseball card is small card no larger than the palm of your hand that show all important stats and accomplishments of the player.  It is a quick synopsis of what someone that likes them would want to know.  Facts, details and figures dominate the content and allow for quick understanding of how positive or negative this person’s career has been.  Think baseball card.

Example of how the start of your resume might look:

Jason Monastra

Address/Phone/ETC

Summary

10 yr executive recruiter and staffing leadership professional with documented ability to build offices, territories, and new companies from the ground up.  Highly skilled trainer of new recruiting and business development talent, having hired/trained/managed more than a 100 person staff.  Personally responsible for increases at the office level of more than 1M annually, with region wide increase of more 5M.

ABC Staffing Company

Partner

12.11.2008-Present

Selected and hired by owners of company to develop southeastern region of IT/Engineering Staffing company.  Developed non-penetrated market through direct sales and team development activities.  Grew region by highest year over year increase than any other region in company.

• Developed new territory in 1 yr into 3.5 revenue foundation for company
• Hired/trained/managed 6 staff members including admin/sales/recruiter
• Exceeded original annual goal by 35%
• Awarded partner status after 9 months
• Being tasked for 2009 with new business development for emerging medical sector
• Saved company 130,000 with new business process that allowed for quicker client fulfillment

Now this is a quick sample that I used for myself, however it will be different for each and every person that does the exercise.  The key component is to sit back and see how you have effected the companies you have worked for.  Once that is done, you can better write the resume and offer value to someone reading it.  Stay away from restating the obvious functions of your job.  No one wants to hear that.  What they are looking for is something that you have done, and responsibilities do not show that.

Keep to the facts.  Do not tell the story and you will quickly develop a resume that people can read quickly, and most importantly attracts them into calling you to discuss what you can do for them.

A subject near and dear to my heart, the cover letter.  For some, the only time they will have to separate themselves from the ever growing stack of applications.  A group of words that can sell oneself to a hiring manager to best understand their skills and application to the job being hired for.  Well, I have written on it in the past in The Cover Letter which describes the must haves of this entry page.

However, when in reading my list of daily blogs, I uncovered one of strong interest….a list of what NOT to do in the cover letter.  Something different.  We all speak to what will make the letter the best, how to write it and make it your own.  But how about a DO NOT DO UNDER ANY CIRCUMSTANCE look at the cover letter.  Lets take a look at it and see what the list includes:

• Don’t overuse “I.” While the focus of the cover letter is on your accomplishments, be sure to indicate how you meet your employer’s needs.
• Don’t have a weak opening. If your cover letter is the first thing an employer reads about you, then the opening is the first part of the cover letter that is read.  You need to be sure it is engaging and keeps the reader wanting to continue reading.
• Don’t omit your top selling points.  You need to sell yourself the to the employer.  Thus, you must include why you are the perfect candidate for the position, and the easiest and best way to do this is illustrate your skills and successes.  Be sure to carefully include key words and phrases from the job posting.
• Don’t make it too long or too short. Too short and you may have not put enough time or effort in, and it may not be enough space to include all the relevant information.  Too long and you may come off as overly confident or the reader may get bored and quit reading.  Three or four paragraphs is probably enough to get all your important information conveyed to the reader.  However, be sure that you are not rambling on and repeating yourself.
• Don’t repeat your resume. Your cover letter is an introduction to your resume, not a regurgitated version of it.  While it is important to include similar information, it gives you a better opportunity to elaborate on your skills and successes.
• Don’t be vague. Be specific as to the position you are applying for, as well as why you are qualified for the job.
• Don’t forget to customize. While it is a good idea to have a general cover letter template, you MUST change it for each job you apply for.  Be sure to change the position title, company name and addressee.  Also try to match your skills and qualifications with the job posting.
• Don’t end on a passive note.  Be proactive and indicate when you are going to follow-up, rather than waiting for a phone call for the interview.
• Don’t forget a thank you. ALWAYS thank the reader for their time and consideration for the position.
• Don’t forget to sign. If you are mailing or faxing your application
• READ the entire article here

Of all of these, I need to highlight the one that means the most to me.  Do NOT repeat your resume.  I think this is one of the cardinal errors of the standard cover letter, as people simply see the cover letter as a summary of the resume.  Major NO NO.  Key criteria of the cover letter is to give a view into the candidate soul and who they are, what makes them tick, and best of all what makes them the person that hiring manager needs to see.  If all you are doing is summarizing the resume, there should be no reason to even attach a cover letter.  Be creative and make the reader want more.

I was reviewing some other articles as earlier we were discussing termination and the effect that can have on people in the workforce.  Though never an easy thing to deal with, there are certain steps that allow for making the process a little more palatable.  A quick review lists the following:

• Deal with the emotional fallout
• Take practical steps
• Take Stock of your Career
• Give resume a fresh look
• Start Networking
• Develop a daily action plan

Read the entire article and get the details of what some people say are the best ways to handle the layoff.

Of all of the subject matter that is discussed in this list, the daily action plan is the best.  I often find that most people do not have a plan that consists outside the norm of applying for jobs online and sending resumes out in the mail.  In 2008, those tactics simply do not work nor count as an acceptable strategy for finding a new job.  Learn how to apply online, pick up some tips on networking, as well as how to seperate yourself will help you with a baseline for finding your next role.

Have some other tips, please let us know….

Termination is a very sticky subject, one that brings about serious feelings and is deeply personal in most people’s lives.  With the developments over the last months in our economic system, and in previous cycles, I have noticed a process that is used by companies to remove professionals from their workforce so they do not have to enact an official layoff.  Terminations are one of the key processes for companies’ to do this.  And in certain states that are right to work, the removal does not need to explained at all.

What has always amazed me is the audacity of some companies and their lack of ethics.  This post is being moved for the forefront for me personally after having dealt with a great engineering candidate that was removed for not returning a phone call.  HUH?  That is exactly what I said.  But the truth of the matter was that the company was finding any excuse they could to fire people, and the reason that handed this professional his papers was a missed phone call.  8 yrs of service, A+ ratings on every review, countless accolades during his tenure.  So what was it….he made too much money and they needed to rid themselves of the cost.

How do we handle this?  Someone respectable with great tenure and let go.  Termination is tough to handle under most circumstances, especially when it appears unwarranted.  Does this tarnish my image to future employers I was asked?  How do I tell them what happened?  Will this effect the rest of my career?  Daunting questions for someone that has appeared to be a standout employee for the last 15 yrs.  The answer is simple, yet possibly not simple to construct.  You need an answer, one that is quick to disarm, one that allows for a person to see your value and truly understand the situation without them seeing you as trashing the employer.  Fine line that one needs to walk, but you need to understand that it is a necessity to overcome the termination.

Look at the situation from all sides.  Yourself, the employer, the economy, etc.  Construct a concise answer that does the above.  Try it out on some people you respect and see what they think.  Make sure it is not too negative, not to fake, but a concise and disarming statement that allows someone to look past the situation and see that it is not indicative of who you are and what you offer.

I would be really interested in comments on this one.  What people have said in the past and how best people have approached the subject with potential new employers.

I was writing comments in response to some thoughts that were brought to my attention.  It really thrust me into a sense of understanding the natural laws that most of us experience in relationships or a group setting vs. those that are needed to be successful in the job search.  I will be the first to say, I am not a psychologist or any sort of human behavior specialist but I think this is something to explore further and I will as I have time.

Human behavior is something that people review and watch all the time.  Careers are made out of it and specialists in very niche verticals are paid large amounts of money to better understand it, as we look for predictive behaviors that can provide insight into how we work.  With that, I think there needs to be an understanding of what we do in relationships and why those might not be the best in a job seeking candidate.  One emotion or behavior that I am really pondering is most people’s need of acceptance or likelihood to follow the crowd.  Now why is this bad?

Most people are followers.  Now I know I will get a good deal of push back that this is not correct or I am being harsh.  But the truth be told, we have a lot less Chiefs than we do Indians.  Which is good, as we all know we need more team players and less leaders for the world to go around.  But with that natural tendency we find ourselves looking to be a part of the group, seeking acceptance from the masses, and conforming our behavior to that of everyone else.  Now take that behavior and apply that to a job seeker.  All of those are not good ways to get a new job.  So how do we overcome.

First and foremost is recognition that this is the way most people are made.  Once we get past the fact that we want to say “this does not apply to me”, we can understand it and head it off at the past.  Job seekers that are successful set themselves apart from the pack, making themselves stand out and indispensable to the company they are looking at.  They go outside the norms, they look outside the box, and most important do not care if it looks aggressive or weird to the someone on outside.  They become creative, looking for a forum to interact with the hiring authorities.  To do this requires a distinct conscious decision to not do what the crowd is doing.  To not worrying about conforming.  I hear people all the time talk about the job search process.  Job boards, some networking and maybe an outplacement agency.  Is that really making you stand out?  Does that make you look like the person that a company needs to hire?  No, you are just like everyone else in the crowd.

Summary: Stand out.  Make yourself the one that needs to be hired, not the one that wants to be hired.  Learn about the people you want to work for and immerse yourself in a fresh strategy that will will them over not only technically, but from a human perspective.  Play the emotional side to your advantage.  Just as people want to be accepted, hiring authorities look to surround themselves with great people.  It makes them look better and usually punches the scorecard for another step towards promotion.  People want to build strong teams so work within that understanding.  Stay from the crowd, stray from the ocean, and I think you will find a little more of yourself plus a lot more opportunities.

I have to bring this to the forefront, simply because people never cease to amaze me.  I will steal a few lines from my one of my favorite holiday movies.  This is how I felt after the discussion one of my recruiters had with someone this morning.

Oh, Eddie… If I woke up tomorrow with my head sewn to the carpet, I wouldn’t be more surprised than I am now.  - Clark W. Griswold, Jr.

That was pretty much the synopsis I gave for feedback.  Given the situation, what else was there to say?  So here is the situation.  My recruiter calls a person that has applied for a role that we have advertised.  She has good skills, but there is a gap in her employment of nearly one year most recently.  They review her skills, technical ability, as well as see if there is a fit with the position.  All is relatively kosher, when the candidate says that she is unwilling to relocate for the role unless the company is offering a comprehensive relocation package, including purchase of house, etc.  My recruiter’s response was polite as she tried to get her to understand the economic climate and the fact that companies are not offering such benefits.  To which the candidate responded that she would wait until there was a company willing to do that.

He has been out of work for almost seven years…….he’s been holding out for a management position.   - Ellen Griswold

I liken the candidate to uncle Eddie and his approach to employment.  A candidate not finding success due to unrealistic expectations and understanding of the market.  Not bettering her position but increasing the gap in employment, causing additional concern as each day passes from a potential employer.  It makes little sense to me, but I have found that people never surprise me.

Let us seriously consider what are relocation expenses that will be picked up from a potential employer:

1. Trip down to the area to look around for housing before making the move
2. Packing and transportation of household goods
3. If needed, a possible temp stay (1 month) when the transition is taking place
4. Out of pocket expenses normally incurred during a move

These are the basics and if a company offers these benefits, one should feel comfortable that the employer is making an investment into you as a long term asset to their environment.  In some cases, the company does not have the luxury of handling all the details and therefore turns that over to the candidate.  Offering a sum of money, the employee is tasked with organization of the move to the new area.  This can be stressful, however it is common that with some elbow grease and some frugal thinking - new employees have pocketed thousands in the process of managing their own move.

Let me know if there is anything else that should be a commonly paid for expense in todays relocation packages.