The Most Essential Piece of Career Advice You Need

Never Burn Bridges

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It’s that simple. You’d think this would be a matter of common sense, but unfortunately, in a lot of cases, it is not.
 
I get it. Finding a job requires a lot of rejection and some people aren’t as equipped to handle rejection as well as others.
 
 
But please, before you call up a hiring manager and tell him that his wife looks like a dead horse or hope that her first child is born crippled because you weren’t their first choice for the job, please, REFRAIN.
 
Take a moment. Work through it. Get over it.
 
 
To harbor resentment is only to hurt yourself in the end. Not only will it reinforce in the mind of the hiring manager that they made the right decision, it will guarantee that they will never call you again, even if the right position opened up.
 
So you weren’t their first choice. That’s okay. You could have been their close second and if you’re good enough, they’ll find a way to make it work eventually. I once knew a girl who went into an interview at a law office and aced it. They decided to go with another candidate for the job, which came down to nothing more than experience. She thanked them and wished them well. A week later they called her back to inform her that another position had opened up and they wanted her to come back to talk about it.
 
She’s worked there ever since. 
 
Never Burn Bridges.
 
True Story
 

A young gentleman came into the office several weeks back for an interview. It was for a junior technical position. He’d been working part-time in a non-technical role for some time (not really a red flag anymore in this day and age) but on paper he had what we needed.
 
He interviewed and was deemed not a fit by the hiring manager. Never fear, I thought, this hiring manager can be picky and a challenge. I’ll keep him in mind for other things.
 
As luck would have it, the next day a new position arose which did not require the one skill that the candidate had fallen short on. I advised the talent. If he worked this job for sixth months and proved himself he’d be able to transition into the one he applied for. Simple. I asked him to write me a paragraph outlining his experience to be submitted to the hiring manager for reconsideration. Everyone wins, I thought.
 
That was until I got an e mail from the upset young gentleman who insisted that he get the position he applied for, re-sent me the job description that I wrote, insisting I read it again and asked me why half an hour of interview time was discounted because of one skill he didn’t have.
 
Before I could respond, he was on the phone. He tried to apologize, saying he was having a bad day; saying he was stuck in traffic; saying that his friend had been in an accident. All to which, my sympathies aside, my reply was the same: Not My Problem.
 
 
What was once a kid who knew a lot about hardware that I wanted to do what I could to help, was now a risk and a potential liability. Would he start smashing monitors or printers on the job every time he had a bad day? Would he be able to take criticism from a supervisor without wanting to drop everything and walk off site?
 
Not good questions to be inspiring before the second interview.
 
Needless to say, that’s a bridge burnt for that kid; not a good thing in an economy where there is probably a hundred other people in line behind you for the same job.
 
Maybe he wouldn’t have gotten the job anyway, but now, moving forward, if one of my Recruitment peers asks me if I’ve ever heard of someone, and that young gentleman’s name comes up, I will say, “Yeah, let me tell you a bit about him.”

The Recruitment industry is small. We talk.

 
Never Burn Bridges 

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