With only 1 day left in this presidential campaign, I thought it was about time I let this entry out of my brain.  McCain v. Obama.  As tempting as it is to rant on about who I think you should vote for and why – it is far more intelligent for me not to do so since I am in the service business and want to continue to provide service in a bipartisan fashion to my valued clients.  I will continue to reach across the aisle to provide you the best people.

However, you need some last minute commentary that will hopefully last longer than your selection’s first term.  So, I have chosen to point out the trait I like in both of the candidates that I think can make you a better employee and a better person.  So let’s look at these traits in alphabetical order by candidate.  McCain.  Obama. 

McCain’s Congruence

McCain uses “Country First” as a slogan and he has a right to do so – He put “Country First” as a soldier and subsequently a POW in Vietnam.  In my perusal of some of the finer points of his career his words and his actions align and so should yours.  Whether you are facing a project deadline, a quarterly earnings call or need to get home by 6 – and no later – after a trip to the gym, words and actions aligning is always a good thing. 

Since work expands to fill the time allotted – always – how about adding a little time to your promise and turning something in early.  I think you get the point.  Your people are listening – the co-workers, the boss, the subordinates, the wife, the husband, the significant other – they expect it – whatever it is – and your kids – do they ever forget something you say?  Not if entails a park, or candy – I know you are with me here.

Words and actions in harmony.  Basic skill with daily application.  You can still be a maverick – just make sure your words and your actions are congruent. 

Obama’s Empathy

Empathy, showing empathy, empathic listening – Obama does very well in the empathy arena.  I think this a like the graduate school level people skill.  It is also one of those traits you really don’t label immediately but it is more of an endearing quality.  Bottom line, empathy can serve you well at any level in any situation.

You need to listen – and listen with intentionality here to practice this.  Most of us are ready to rain down solutions, preach judgment, or ground someone for the weekend with kneejerk precision.  I think it is very safe to assume that you will never get to the root cause of problems without some empathy.

Empathy in your inventory of people skills and congruence in your words and actions if not already present are definitely change you need regardless of who you vote for tomorrow.

I hope YOU approve this message.

The Internal Reference – you know someone at the company you are about to interview with this week.  Do you call them and let them know you are interviewing or not?  Do you mention to the interviewer that you know someone at the company or not?   How are they perceived in the organization – do you know?  Might it be a not so good thing to know this individual?  I think these are good questions and are worth pondering.

But first, last week – I was in Nashville for a few days at an NPA annual meeting – a great time with my fellow independent recruiters.  The best part of these events is the networking time (time spent in bars talking about various situations we encounter with our hiring managers and candidates) – this particular evening the discussion amongst the 4 of us went to the political arena – and the question was raised does Bill really want Hillary to win?  Hmmmm…..nice.

(Can we get a good caption considering the topic of this entry?)

Does he want to be the first First Man, First Gentleman?  Really.  The consensus in the group I was with was No.  His words would certainly speak to this not to mention his ego – geez.. and his legacy.  This would not be your typical internal reference but I think you get the idea – maybe. 

Conventional wisdom would be that he owes her (ya think?), he should be her biggest fan, at one time he was the face of the democratic party, he has invaluable insight, all that.

OK – back to you – you might think the same of your former co-worker/ former colleague/current neighbor, why wouldn’t they recommend me?  I am not sure they wouldn’t but don’t be so sure they will.  I don’t think most people like this accountability.  The hiring manager asks this person about you.  They give some canned answer but they typically leave themselves an out.  Why?  IN CASE – IT DOESN’T WORK OUT.  They hedge and they bear no responsibility.  Once again, the hiring manager is left to his own inference and logs it away somewhere in his dome.

Just as Bill curiously brings up Sniper Gate when it has fallen off the front page of the Decision ’08 machine – your former colleague, co-worker, fellow church member, soccer mom, whatever – says something positive but is highly capable of subtle comments that can taint your chances.  This has very little to do with you and everything to do with them.  In other words – their ass is more important than your career.  Quite frankly, this is a main reason companies have poor results with their referral bonus program.

I am tempted to offer an exhaustive list or tips on how to handle but I am going to leave that to you.  Just think about this one and take the action you think best.

You know someone at the company you are interviewing with but do you know what they will say about you?  Do they want you to get that job?  Would they be a help or a hindrance?  Go find out – somehow.  Do something. 

I had a great discussion yesterday with a candidate of mine about references.  I asked for his permission to check his references and asked him some typical stupid question like – "What will they say about you?"  I got a typical answer like – "they will give a good reference."  I have heard that type of generic response many times before as well and not thought twice about it.

For some reason, it struck me this time – You really should know what they will say about you.  Do you know what your references will say?  Really.  Do they just give dates and titles or do they say more?  What would they say your strengths are?  I know you don’t have weaknesses so that won’t be an issue.  Did you get along with co-workers?  Hmmm.  Would they rehire you?  If not, why?  I think you should know and deserve too.  After all, your career rests in their hands, most of the time.  Doesn’t it?

So next time, you ask someone’s permission to use them as a reference – why not mix in a "By the way – what do you typically say when you provide a reference?"  I think you want to know.  For instance, does a previous employer of yours have a policy against rehire?  Imagine the reference checker getting a "No, we would not rehire, Joe" but doesn’t follow-up with a why or why not and fails to ask – "Do you have a policy against rehire?"  That would suck.

I am sensitive to the fact that it might be slightly uncomfortable to say – "Hey, former boss/dear peer – what are you gonna say about me when given the chance?"  I think what I am saying here is we need to scrap the whole notion of asking permission for a reference(let this appear to be the purpose of the call) and take it up a level to say – "Hey, I am interviewing for (said new job) and I know they are looking for (keys to said job) when you get a call could you say (this stuff) about me."  I think the real purpose of that call is to say "I am counting on your reference to help me not hinder me in getting this job" – without saying that.  I believe that call will make your point.

References are not about hearing glowing remarks of your past exploits.  References are about your new employer sighing and knowing they have nothing to worry about.  I am proposing you have a hand in that process so you will know they have nothing to worry about.  I like that for you.

I don’t like the word passive.  Selective is probably the better word.  Are you a selective candidate?  You should be.  You should get your resume updated now, keep it updated and immediately declare to yourself you are a selective candidate for the long haul. 

I am not a selective candidate, I am a loyal employee.  Let’s talk about you in a minute.  So now we have the selective candidate, the loyal employee, and let’s say the active candidate.

I think these are the only category headings available for those working or desiring to work.  If you have planned your retirement party, are retiring from your company in the near future – you are not one of these three, best of luck, stay healthy, enjoy your retirement – we are all jealous of you.  Thanks for your service.

Back to you three people – the selective, the active and the loyal.  I love the term loyal employee – had someone say it to me the other day.  I think loyalty is an admirable quality.  I hope your boss returns the loyalty as well and they probably do.  Could your boss take care of you? – not would they want to – but could they take care of you?  As an employee, you don’t set the tone for loyalty.  Everyone has a definition of loyalty and unfortunately with all the changes taking place in work environments today – loyalty is an elusive moving target.  Loyalty is really only as good as today’s end of business.

I hate reading what I just wrote – we want to think we are different, our boss would never do that, my company is solid and I am secure.  Are you serious?  I have known high level executives who should have known what was going on that were not privy to key business decisions, mergers, all that.  Aren’t most of us are being directed by folks with golden parachutes who have some level of security?  It is what it is. 

Since job security is fleeting aren’t loyalty and his entourage right behind?  Ask 54,000 Ford employees?  Freaking Ford – didn’t they invent the car?  Shouldn’t they have been stable?  How does that happen?  People.  Lack of inventory control.  Union BS.  Retirees with out of control benefits.  All those reasons.  I had a friend who once told me an American auto manufacturer actually had like 200 or so different types of gas pedals.  200?  I am not kidding.  Stupid.

I think the horse is dead now – you need to be a selective candidate, you need to listen when a recruiter you can trust calls, you need to keep the resume updated because you don’t know what is going on in the board room, behind closed doors, or in the mind of one individual.  One quick story – I had a client whose company headquarters moved for only one reason – the new CEO wanted it to happen.  It did.

Get your resume updated – you can be a loyal employee and a selective candidate.  You do not want to be an active candidate.   

The first blog of 2008 and I have to say inspiration finally struck.  I have several entries roaming around in my head but this one has escaped.  I was so tempted to do a best of 2007 recap with some highlights of stuff – like a greatest hits of interviewing but I wasn’t feelin’ it. 

The NFL playoffs hit and the Colts were 1 and done – I am almost over my playoff loss hangover so I was delayed until today – however – here it is a service I am thinking about offering this year – 24 Hour Recruiting Care.

Last Friday morning, I am watching Fox News Channel and the story is on Britney Spears.  Before you start the eye rolling – is there any more tragic combo than an idiot with cash?  The NBA, Rappers, Pop Tarts that are so important we know them by their first name.  Crazy world. 

So back to the new concept of 24 Hour Recruiting Care.  I didn’t create it – I stole it from this Fox News Story on Britney.  The interview is with Stacy Schneider – an attorney who evidently has the solution for Britney Spears and all her drama – 24 Hour Legal Care.  At first, I was like sure that would solve her problems.  We all need that.  She goes on to say she wants Brit to contact her and that she is offering to live with her and provide 24 Hour Legal Care.   I think – wait this could work and I could repackage as 24 Hour Recruiting Care with many of the folks I encounter – but what would I offer with this.

The whole amenity package would look something like this (based on the quality feedback I have gotten from my clients – many of these are inspired from actual events) –

Module 1 – Nightly Verbal beatings until your resume is done.

Module 2 – Wardrobe review and an introduction to the world of dry cleaning.

Module 3 – Hobbies not to discuss on an interview – starting with Internet gambling.

Module 4 – How to tell your spouse your job really sucks and that you are interviewing.

Module 5 – How to tell your recruiter what he wants to know – what you are not telling him.

Module 6 – Tattoo and piercing cover-up.

Module 7 – Temporary dismantling of your My Space or Facebook page during interview phase.

Module 8 – Urgency and how to use a work phone, home phone or mobile device to call your recruiter back.

Module 9 – Voice mail greeting review and email names not to send your resume from.

Module 10 – Removing the evidence of bitterness and defensiveness from your vocal tone – avoiding words like hate and pissed when referring to your former employers.

Module 11 – How to blame yourself occasionally.

Module 12 – How to avoid complaining about a Japanese work environment when you are interviewing in another Japanese work environment.

Module 13 – Eliminating odd verbal stuff – like saying "OK?" demonstratively after making a point or using phrases like "Look, here is how we are going to do this."

And Much More…

Never has there been a greater need for a program like this.  I know – I got the feedback.

24 Hour Recruiting Care – I think I am on to something – I think it is just around the corner.  I will keep you posted.

A former candidate of mine called me the other day – she is now a recruiter.  Welcome to the dark side!  She sends me a follow-up email and asks me to blog about this – her words – "I’ve had candidates accept offers then back out prior to actually starting.  We try to do everything humanly possible to ensure this doesn’t happen but sometimes it is not enough."  She asked me to elaborate on what I do.

Well, imagine that – someone accepts and then backs out.  This is something I have no experience with – as it has never happened.  Unfortunately, we have all had this happen.  I have stories that still piss me off.  Was I pissed that I lost a deal?   Sure.  But I was pissed that the individual lied to me and did not take a job they should have.  Enough with the emotion.  This is a tough topic but as tempted as I was to avoid this topic publicly I am going to embrace this request and share with you what I do to avoid and try to incorporate this into something edifying.

#1 – The candidate has to have a reason to leave or they will probably end up staying.  Why would you leave?  What would you change?  As recruiters, we need facts not speculation.  We need tangible information so we can help you locate what you are looking for in a new gig.  FACTS.

#2 – You have to have rapport to get these facts.  I likey, I talkey.

#3 – When someone wants to leave – they will give you the facts.  They will tell you all the stuff.  All the information.  Think about the candidates that you have placed and enjoyed talking with.  They were pretty damn transparent.  Transparent – good.

#4 – What they are looking for typically corresponds with why they would leave.  In other words, if they want a future – why can’t they have that where they are?  why won’t that happen in their current situation?

#5 – Determine the candidate’s attitude on counter-offers.  Are they open to one?  What has happened to others that have resigned?  If they are open to one, does it make sense that they would stay after examining the facts on why they would leave?  or do you need to re-visit this topic?

#6 -  Realize and remember people run FROM jobs not TO them – most of the time.

#7 – and as harsh as it is – Some are going to lie to you.  Some are not going to tell the truth unless you ask them specifically.  I think people like to live vicariously through the recruiter – opportunity knocks and I have to answer or at least let them hang out on my porch for awhile and then later tell them to get the hell off my property via email. 

Hope this helps. 

So I guess, it comes down to two reasons why people accept and then change their mind – counteroffers and lies..I mean… facts you did not have for whatever reason.  Let’s be honest (hey, great idea!) – Memo to candidates – half truths are lies – not facts – in any forum. 

I really can’t make it – I have got something going on I forgot about – whatever the excuse, whatever the reason – you just cannot cancel an interview.  You cannot do it.

You cannot control how the employer interprets the cancellation and the inference they make about YOU.  However, I will be happy to offer a behind the scenes look at what they say to me.

Let’s start with my favorite topic – MAINTENANCE.  I hate maintenance, you hate maintenance, apparently the neighbors that keep their Christmas lights up all year agree as well.  Managers hate maintenance as well and if you cancel prior to joining the team chances are you will not be their newest employee.  With many employers, you cancel – you are out.  1 and done.

Let’s end with MAINTENANCE – your willingness to cancel is indicative of your level of interest in this job and a gauge on do you really want to leave – whether that is true or not – it is true.  Perception is reality applies here in every case.

As harsh as it is to say, I think death, something extremely critical involving health and/or accidents involving your immediate family are the only exceptions.  Sorry pet lovers – someone will need to take Rover to the Vet – you have an interview. 

Your employer knows one thing – along with all your skills and that stellar resume come your drama.  Canceling indicates potential drama.  Here is the word picture of drama – the person always needing to step away from their cubicle, mobile phone in hand ringing, about to go low talker as they manage their latest saga in what others call everyday life.

Is it just a convenience thing?  Do you really need to cancel?

I had a great interview with a qualified candidate last night on the phone.  We discussed his career, why he has moved around, compensation, how his company is closing his location in the next 6 months or so, and what he is looking for in the next career chapter of his career.

I offer up to him that I may just have what he has been looking for all along.  I offer a verbal description of what the job would entail and also some credibility on this is an established client of mine.  Does he know this? – No.  I could be making it all up.  Maybe there isn’t a real opportunity.

Candidates, here is my advice.  If a recruiter calls you up peddling an opportunity – I think it is more than fair to ask for a job description.  If this is their process, they are weak.  They may just be fishing for candidates.  They may just be screening you.  The first item is are you being screened or are you being qualified.  Here is the difference – watch this –

Do they ask closed ended questions like – Do you have SAP experience?  or do they ask what systems have you utilized?  That is a brief example.  If the question is closed ended and you do not give them the correct answer – here is what you will hear – the air come out of the conversation and the interview will in effect be over in a matter of seconds.

I think for the recruiting process to work – you have to have a competent intermediary surveying the talent pool but also understanding the need of the hiring manager.  If a recruiter is willing to call you up and say – I have an opportunity, let me send you something, tell me if you are interested – they are only interested in making a "deal".  Don’t get me wrong, I love the deal – the deal is good.  However, I don’t have any interest in putting you in a job that is not the right gig for you.  The principled recruiter will have a genuine interest in you – you should be able to hear the difference.

The process of understanding why you would leave and what you are looking for is a thorough process filled with a lot of listening, qualifying and requalifying.  I am interested in helping good people find the right place – I cannot do that without talking with you, asking you some critical questions and then listening to your responses and sometimes challenging those answers in attempt to understand what the real issues are in your workLife.

So – Can I send you the job description?  Yes, I can.  Will I?  No, I will not.  However, I will really listen to your situation at 10PM on a Monday night and call you when I have the opportunity you described.   

Once you decide to resign and subsequently leave, you are about to experience a career phenomenon like no other – the reality that although you invested many an hour implementing integral systems, driving projects through your company, playing golf with the big boss at his standard tee time, giving your all and doing whatever it takes – well, the reality is that you were never worth a crap.

Why do I note this? One, it’s true. In fact, I have experienced this on at least two occasions in my career – and in sharing this gem with many a client – others have validated that this is the absolute truth. The stories are endless.

Maybe you know someone like this. They were a good co-worker, they resigned, you were sorry to see them go, many were surpised by it, they had been recognized for their accomplishments, you even went out and got margaritas with them the Thursday before the Friday that was their last day. You heard HR shed crocodile tears over their pending departure, the boss made them a counteroffer – twice, and you along with many other employees were gonna miss them. The following week was different though.

You could feel it in the air – in the parking lot, the lobby, the cubicle quadrants, everywhere. The coffee bar, maybe you only have a coffee maker with cups that suck, was abuzz with negativity. It resembled a scene from the nightly news where political figures are burned in effigy – where those employees left behind are the crazed insurgence and the …well, you know who is getting roasted.

The other reason I share this is because if this happens it is actually good news. In fact, you want to be this person. Why? Companies have to cover the loss of good employees. Nothing is wrong with the environment, the culture complete with an outdated management style is fine, the company mission statement is lived out – right. They cannot explain the departure over top performers, so they announce their resignation, publicly say, “We wish (insert name here) well,” and pick them apart privately. Sure.

Please do not let my cynicism cause you to think that it is like this at every company. The rest of the story is this, when you resign if you do not fall into this category – maybe, just maybe…it is possible…possible that at this moment in time – you aren’t worth a crap. In this case, people will not talk about you when you leave – they are talking about you now though. Sorry.

Here’s to hoping that when you resign – you are a couple of weeks away from being a former employee that was never worth a crap. I will see you at the meetings.

Tell them why, share with them why, show them why. You so need to ponder this before showing up for that interview. I talked to a client hiring manager last week and she told me the answers she gets are "horrible" most of the time. She used the word horrible. These are candidates who have passed phone screens and have been flown into corporate for a face-to-face.

Why? Why are candidates ill prepared for interviews. Here’s a few reasons why and my thoughts on overcoming them.

1. You need concrete, real, recent examples of your work.

2. You need to get to the company’s website and do research on the company.

3. You need to have a great answer to why you want to leave your current employer.

4. You need to know how to answer the money questions.

5. You need to not worry about what they can do for you right now.

6. You need to anticipate the difficult questions and how to answer them.

7. You need to list your 10 best assets and the 2 accomplishments you are most proud of.

8. You need to be able to articulate your skills.

9. You need to THINK about this interview.

10. You need to THINK some more about this interview.