April 9, 2014
The First Commandment: Thou Shalt Not Attempt Contact With The Client
Here’s a reality that’s best to just get out in the open. If the Client wanted to be in touch with you, they wouldn’t have come to me.
They’re busy, they have priorities, they can sometimes barely be bothered to return my calls, let alone need to be bothered by yours. Even if they say they’re open to hearing from you, they’re not. Remember when your girlfriend told you she didn’t want anything for Valentine’s Day? And remember her reaction when she found out that’s exactly what you got her?
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Do NOT Try To Contact The Client. It will only lead to heartbreak.
All client contact filter’s through me. Maybe they gave you a business card, smiled at you and told you that if anything comes up to let them know. I didn’t put all this time into prepping you for you to blow it after the interview. If you reach out to them, and I don’t know about it, we both look bad. I know that the temptation can be strong. Don’t give in.
If you have a question for the client, send it to me. If you want to write a thank you e mail, send it to me. I want to read it first. If it’s good, I’ll gladly forward any relevant correspondence their way. If it’s bad, filled with typos or inappropriate in any way, you’re going to be rewriting if you want them to see it. This is the make or break stage for you. Don’t get to the finish line and blow it just because they gave you their e mail address.
I once had a candidate who would have gotten the job had he not told the female hiring manager in the thank you e mail he decided to forward himself that he “Looks forward to being able to work with your nice smile in the future.” He was trying to be nice. It didn’t help that English was not his first language and something may have gotten lost in translation. She didn’t take it that way. He didn’t get the job. I didn’t get the commission. We all wasted our time.
Do Not Try To Contact The Client.
I once had a candidate who was so frustrated that I didn’t have feedback for him a week after his interview that he decided to follow-up with the VP of Finance himself. Although I appreciate the courage of calling up a top executive in a bank and asking him why he can’t get his business together, the candidate lost the position, I got an angry phone call and the agency almost got kicked off the vendor list.
When you try to contact the client everyone loses. Don’t do it.
The Moral Of This Commandment: No matter how badly the temptation tugs at you, DO NOT TRY TO CONTACT THE CLIENT. If they need to know something, they’ll come to me. If you feel you need to tell them something, I’ll let you know if I’m willing to forward it to them. Reaching out directly risks killing both your chances at the job and my relationship with the client.
April 7, 2014
The Second Commandment: If Brought Up Thou Shalt Revert All Salary Negotiation Back to Thine Recruiter
Let’s Reiterate
The hiring manager shouldn’t ask.
What I send them upon submission is:
-Your name
-Your resume
-Your availability
-A blurb about your background
-Any additional documentation you want to provide
–Your rate/Salary expectation
They know this. If they ask you about salary during the interview, they either haven’t prepared to meet you or are playing Jedi Mind Tricks
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Good thing you’ve come prepared with a Jedi Master of your own.
Let The Recruiter Negotiate For You
Your job is to make The Client want you. Once you’ve done that, we’ll happily take care of the rest.
Everyone is trying to save a buck and Recruitment is expensive. One permanent agency hire could cost a company anywhere from $15,000 to $20,000 depending on the position. Contractors cost even more. Good managers like to keep their costs low and budgets on target. Some prey on the fact that people are gullible, easily intimidated and in most cases, more than anything, just want a job.
I’ve worked with employers in the past who have gone so far as to tell candidates they will hire them so long as they tell the Recruiter they weren’t interested and took another job. The company gets the talent and saves on the finder’s fee. The Recruiter get’s the shaft.
Companies play all kinds of games to try to get out of paying a Recruiter their finder’s fee. We want to keep them to a minimum.
A free word of advice: If the company is trying to pull funny business with you before you’re even hired, imagine what’s going on behind their closed doors. If they don’t want to pay my fee, you think they’re going to want to pay your raise next year? Remember, Past Behaviour Predicts Future Behaviour. If it happens, tell your Recruiter about it. We’ll take care of it.
Because jobs are scarce and people are scared that any wrong move they make will lose them the chance at that coveted position, you’re probably worried about how it’s going to look in an interview if the hiring manager asks you a question you don’t want to answer.
So here’s how you handle it if it arises.
Hiring Manager: So what are you looking for salary wise?
You: I’d prefer all contract negotiation to go through my Recruiter but am ready and willing to accept a fair offer.
Simple. You’ve let them know that you’ll accept if you both agree you’re worth about the same, and that they can have that discussion with your Recruiter.
The Moral Of This Commandment: If the topic of salary arises it could be because the employer is trying to get you to shoot yourself in the foot. Don’t let them put you in a situation where you’re willing to devalue yourself. At any point a negotiable term arises, revert that discussion back to your Recruiter. We’re happy to have it for you.
April 4, 2014
The Third Commandment: Thou Shalt Not Talk About Salary
Salary negotiation is one of the many free perks you get when you make the decision to work with a Recruiter.
If You So Choose To Use It.
When we have our initial meeting we’re going to talk about salary.
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What were you previously making? What do you ideally want to be making? How flexible are you for the right opportunity?
When I call you about a specific job we’re going to talk about salary again. This is what it’s paying, this is what we discussed, are you okay with that?
No matter what, I will never submit you to a job until we have discussed how much the client is looking to pay and how okay you are with that amount. Before that phone call ends, you will have agreed to an exact number that will be submitted to the client. Make sure you’re comfortable with that number. Once it’s locked in, it’s locked in for good.
Some people, rightly so, believe Recruiter’s are only out to screw them over. You think they want to keep as much of your wage as profit as they can. That can be true if you’re going on contract and that’s a topic for a post still about a week away.
However, if we’re discussing a permanent job, none of the agency’s profit is coming off of the employee’s wage. We have an agreed-upon mark-up (a percentage of your first year salary) that the client pays as a “finder’s fee.” Think of it like a mandatory tip for the delivery person.
Here’s the reality: We want you to make as much as possible. It’s in our best interest for you to make as much as possible. The higher your first year’s salary, the better your Recruiter’s weekend is going to be.
Which is why we want to do the negotiation with the client for you.
The client, in most cases, knows they shouldn’t be asking you about salary during the interview. Regardless, sometimes they will. If they do, it could be because they’re trying to play Jedi mind tricks.
And guess what young Skywalker? They work.
If I tell the hiring manager you’ll do it for $75,000 and you go to the interview and tell them you’d consider doing it at $70,000, the phone call I’m going to get will go something like this:
Hiring Manager: Mike buddy, listen, loved meeting with Eric. Want him on the team. Let’s make it happen.
Me: Great news. I had a feeling he’s what you were looking for. I’ll get the references going and get the paperwork ready to send over.
Hiring Manager. Great. Thanks Mike. Say, how much did you say his salary was?
Me: I believe, just let me check, ya, we had submitted him for $75,000.
Hiring Manager: Really? Interesting. Could you double check that for me buddy? He said something about doing it for $70,000 during the interview. I just want to confirm that.
You’re mouth just cost you $5,000 and my President’s Club Trip to Mexico next week. Thanks a lot.
The Moral of this Commandment: Recruiter’s handle salary negotiation every day of the week. The more you make, the more we make, so why not leave that conversation to the professionals?
April 3, 2014
The Fourth Commandment: Thou Shalt Not Take Thy Former Employer’s Name in Vain
I get it and I relate.
It was a toxic work environment. You hated your boss. Your manager was having an affair with their director. There was no structure. No one knew what they were doing. You were never given any guidance.
What a terrible place to work.
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We’ve all made bad career decisions. In fact there’s always a 50% chance that any given career decision you make could be a bad one. Don’t let it bog you down.
You’re angry, confused, broken, hurt, confidence shaken, sad. You don’t know what to do. There’s now a blight on your resume that can’t be easily explained away. Did they promise you paradise only for you to show up to a slave ship? Did you one day wake up and decide whatever it is you’re doing just isn’t in your heart anymore? Did you get fired due to a difference of opinion in an environment where personal opinion is not considered an asset?
Guess what? Me too. You’re not alone. You just need to get over it.
I’m not the client. It’s my job to prepare you for the client. So if you need to vent to someone, I’ll happily listen. People are an unpredictable resource. They make mistakes. They don’t think clearly at all times. And even the best judgement is prone to error. Let’s talk about it in a calm, controlled and truthful way.
But remember this, I’m not your personal life coach. If I feel you’re being honest with me and genuinely had a bad work experience through no fault of your own, I’m going to help you find a way to best tailor your story so that the client doesn’t get any bad impressions or wrong ideas.
HOWEVER, let’s make this perfectly clear. If you come into the office and start bitching, complaining about, or hating on any former employer, I’m going to smile, nod, go back to my desk and file your resume in my special bin for people just like you.
Telling a prospective employer that you didn’t like a previous employer is like hooking up with a guy who’s cheating on his girlfriend. If he cheated on her, chances are he’ll cheat on you too. Past behaviour predicts future behaviour. It’s a dumb move.
If you couldn’t get along with people at your last place, you’re probably not going to get along with people at this place and in a year you’ll probably be looking to not get along with people at a different place.
Past Behaviour Predicts Future Behavior
Hiring managers want to see that you not only have the skills and knowledge to do the job, but that you’re going to fit in as part of the team, get along with others, have a good time, and contribute in a meaningful way.
If your past employer pissed you off, treated you like dirt, made you feel worthless in every way imaginable, I’m sorry to hear that. Go home, cry about it, punch a wall, smash a vase, whatever it takes to get it out of your system.
AND THEN GET OVER IT
You don’t want to come off as bitter, jealous, unforgiving or grumpy. It’s no coincidence that I’ve never seen a job description that listed any of those traits as requirements. It’s because nobody wants them.
The Moral of This Commandment: No matter what you do, do not say anything negative about a former employer. If you’re feeling angry, betrayed or cast out, those are all perfectly fine human emotions. But not in an interview. As hard as it is to do sometimes, leave it in the past. Look to the future, see that the grass is greener and get over it. No one wants to hire the person who carries around resentment and anger. If you’ve felt it about employer in the past, there’s nothing stopping you from feeling it again, about them. They don’t want that and won’t take the risk.
April 2, 2014
The Fifth Commandment: Thou Shalt Carry Mints
What does Trident, TicTac and Mentos all have in common?
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April 1, 2014
The Sixth Commandment: Thou Shalt Know Who They Are Meeting With
LinkedIn is my best friend.
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LinkedIn is my soul mate.
LinkedIn completes me.
For one reason.
It connects me to everyone I’m clever enough to search for.
To all those LinkedIn employees who are reading this because I sent them an InMail with the link to this page, look me up. Let’s talk opportunities.
See how easy it is?
So there is no reason for you to not know as much as you possibly can about the person you are interviewing with before sitting down with them.
When you’re on someone’s LinkedIn page, you’re on a hunt for clues that could give you an upper hand in the conversation.
Some of the things you should be looking to uncover:
- Current job title
- Length of position
- Average length of former positions
- Number of promotions within current company
- Professional organizations joined
- Awards or accolades
- Education
- Connections in common
- Links to publications
Remember, you could be the sixth person this week who the hiring manager has had to go through these questions with. Anything that you can use to help break the ice in an interview will be to your advantage.
See the difference:
Hiring Manager: What makes you want to work for X company?
You: I need a job.
Vs.
Hiring Manager: What makes you want to work for X company?
You: It’s been a dream of mine since my Western days to work for X company.
Hiring Manager: I went to Western.
You: I saw that, you were in Psychology? Did you ever have Bryant?
Hiring Manager: Only failing grade I’ve ever gotten.
Who do you think got the job?
The Moral of This Commandment: In an age where a few clicks and clever search terms can get you connected with the highest levels of management within the largest organizations in the world, there’s no excuse to not know as much as possible about who you are meeting with before sitting down.
March 31, 2014
The Seventh Commandment: Thou Shalt Have Three Questions Prepared.
It might be up for some debate, but in my humble opinion the most important question asked in an interview is if YOU have any questions.
If you haven’t shined up until this point, here’s you chance. You’re holding the conch Ralph. Use it.
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When an employer asks you if you have any questions they’re shining the spotlight on you. They’re giving you one last chance to impress. You need to be prepared to take full advantage.
When an interviewer says “That about wraps up what I had to say. Do you have any questions?” And you respond “No, you did a pretty good job of explaining everything.” I can guarantee that you’re not getting the job.
In essence what you have said is: “No, I just came to hear about the job because I need a job and I’ve applied to hundreds, and I need money, so why doesn’t someone just give me a job already? I can do this one. Tell me when to start.”
No manager wants to think of theirs as just another job. Some employers think their job is so special that if you’re not doing cartwheels over it in the office, you’re probably not excited enough to be doing it.
The best way to show interest is to ask questions. It shows that you’ve done some research. It shows that you know something about the company and want to know more. It shows that you’re thinking about yourself and your career and the value that this position could add to your resume. Most importantly: It shows that you’re looking for more than just any paycheck.
Nobody wants to hire the person that shows up, punches the clock in, does only what their job description entails of them and punches the clock out. Don’t be that person.
Where do you come up with these questions? Do a Google search of the company. Have they been in the news recently? Have they just been acquired by a major Fortune 500 company? Surely you must be seriously interested in how that will effect the team, the department, your position, etc.
Maybe the company has recently done some important work in the community and you want to know if that’s something you’d be able to get involved in. Maybe they’ve just won a prestigious award. What better way is there of getting on an employer’s good side then asking them to talk about their recent success?
Remember, an interview is two sided. When a hiring manager asks you if you have any questions, they do want to make sure you’ve done some homework and have an active interest in their opportunity. But you also need to make sure the opportunity is right for you. Any good employer will appreciate you doing this. And what better way to do it than ask questions in the interview?
Ask how big the team is. What direction they are headed in. Any new initiatives for growth. How much growth. Why did the position become available. And so on. Be inquisitive. Know what you’re getting yourself into.
So have three questions prepared. Why three? Because some of them will get answered during the interview. That’s inevitable. You want to be sure that you have enough prepared so that, come time, you’re not only ready to take over the conversation, you’re ready to Own It.
Mike’s Personal Pointer: Of these three questions, two of them should be related directly to the position, the department, the company, etc. However, one great question that I always encourage candidates to ask is: Based on our conversation and the requirements for the job, how do you see me fitting in? This question requires you to have built good rapport. Don’t ask it if you know the interview has gone south.
However, if things are going well and your confidence is high, go for it. Put the employer on the spot. This gives you a chance to get feedback before the interview is over, but more importantly, it gives the employer a chance to address any problems or concerns on his or her mind that may have never occurred to you.
Maybe there was a misunderstanding about something in your past experience. Maybe a certain turn of phrase caught them off guard. Maybe there’s a gap in something you said that hasn’t quite been explained away. It could be anything for all we know. Nobody knows anything.
The Moral Of This Commandment: Managers want to hire people who are passionate about their opportunity, their company, their way of doing things. They need to be able to picture you as someone they’d be happy working with. If you have questions prepared to ask the interviewer you’ll look inquisitive, excited and prepared to name a few. If you don’t have any questions prepared you look like you’re just out to collect a pay cheque. No employer really wants to hire that person. Don’t be that person.
March 26, 2014
The Eighth Commandment: Thou Shalt Always Leave a Good Impress at Reception
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A man approaches, hand extended. “You must be Mark.”
The VP of Finance leads Mark into an interview room.
Mark aces the interview.
He smiles and nods at the receptionist on his way to the elevator.
March 24, 2014
The Ninth Commandment: Thou Shalt Assume A Blazer is Appropriate Attire
If you don’t own a blazer, stop reading, make the conscious decision to invest in yourself, and go get one.
The blazer is the most versatile article of clothing in any professional wardrobe.
It looks great on men
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It looks great on women
It elevates that shirt and tie to a new level of professionalism
And it transforms jeans and a t-shirt into something work appropriate
If you’re ever in doubt about what to wear in an interview, Wear a Blazer.
If the hiring manager comes into the interview room in a suit and tie, at least you’ll be wearing a jacket that shows you’ve made an effort to look professional. And if the hiring manager comes in wearing a polo and khakis, you’re not so overdressed to appear as though you wouldn’t fit in to the culture.
Show me one other article of clothing that can do so much.
Dress is very important in an interview. Improper dress can result in an immediate bad first impression.
Again, FIRST IMPRESSIONS ARE IMPORTANT.
You don’t want to blow your shot before even making it into the office.
You’d be surprised how many people will show up to interviews in shorts, t-shirts, jeans, sneakers or hats, if you don’t tell them otherwise.
The Moral Of This Commandment: Making a good first impression counts. You want to make sure you are dressed to impress. Ask your Recruiter for insight into what the company culture is like. If they assure you it’s okay to wear jeans, then wear jeans, but a blazer can make just about any outfit, no matter the style, into something smart and professional.
March 21, 2014
The Tenth Commandment: Thou Shalt Not Arrive Any More Than Ten Minutes Before The Interview
Here’s scene for you:
INT. – OFFICE – AFTERNOON
A clock reads 2:10 pm. A MAN sits in a chair in front of a desk. His
VP looms above from behind it.
VP: What do you mean you lost it?
MAN: It was on my phone. I was in the club. There were these girls.
I don’t know what happened to it.
VP: Where are the back up files?
MAN: What back up files?
VP: Do you know how embarrassing it will be for this office if those files
aren’t sent by 4:30 today? I could lose my job.
MAN: I’ve got an idea.
VP: It better be a damn good one.
MAN: I could —
He is cut off by A BUZZ.
RECEPTIONIST: Paul, someone here to see you.
VP: Who is it?
RECEPTIONIST: She says she’s a Developer.
VP: A Developer? That’s not for another 20 minutes.
RECEPTIONIST: She’s here now whenever you’re ready.
The intercom clicks. The VP turns back to the Man.
VP: Just what I need, this, and now a
f&@king Developer who can’t tell time. It never ends.
If you schedule a meeting with me for 2:30 pm and I get a call from reception at 2:10 pm saying you’re here, I hope you brought reading material. You’ll be waiting.
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If you show up ten minutes before an interview it looks punctual, professional, prepared, and probably several other positive adjectives starting with P.
If you show up more than ten minutes early it looks like you’ve got nothing better to do. Well guess what? The hiring manager probably has better things to do and they’re probably doing them as you sit in the waiting room. They don’t need to be interrupted twenty minutes before their next scheduled task.
You don’t want to make a bad first impression.
First impressions are everything. Don’t blow your’s before they’ve even met you.
I know what you’re thinking:
But this is Canada. People are Nice here. We have Beavers and Maple Syrup and Royal Canadian Mounted Police. They Understand.
Yes, but this is also Toronto where we have the TTC, The Toronto Maple Leafs and The Don Valley Parkway.
Some people won’t understand.
Why risk it?
The Moral of This Commandment: Be punctual, be professional and if you can impress the manager that is so picky they’re ready to take you out of the running for showing up too early, you’ll be able to impress anyone else.
