Cutting Through the Fakery

The term “Fake” seems to be in vogue lately. We see it applied in a lot of ways, most notably with regards to news and current events – it’s everywhere you look. Applied in this manner, it used to be otherwise called propaganda and disinformation, but perhaps I see it on both sides, from job seeking candidates as well as from the companies and hiring managers. To varying degrees, it’s always been happening but I recognize it more than ever the last few years. It is one thing to put your best face forward, but quite another to mislead, obfuscate, hide or conceal information.

For example: it is now well-known that gaps in employment on a resume can be unhelpful and viewed negatively by HR and hiring managers. I personally think most gaps can be adequately explained away due to the fluctuations in the markets for almost the last decade. Regardless, I see people using fake jobs as gap fillers – I’ve even seen examples of some, whom I know are not working, who have something on their resume stating otherwise. It seems to me they are working harder at avoidance than simply addressing the issue. Yeah, I recognize this is a minority of job seekers; instead many people just exaggerate their feats and daring do.

On the employer side, job descriptions as they are presented provide virtually no real info about the job and during an interview, the rosiest picture is painted of what the job entails.

However, cutting through the fog can be as simple as a little extra application of critical thinking skills. Job seeker or hiring manager - your mission, should you decide to accept it, is to ask more questions; well formulated, investigative questions. Let me simplify it as much as I can:

·        Interviewees: (don’t say this, but your mindset should be) “Tell me more - and what aren’t you telling me that I should and need to know about this job”

·        Interviewers: (don’t say this, but your mindset should be) “Your resume describes what you are supposed to be doing – but explain to me what you are doing and have done; prove it and tell me why I should consider hiring you”

It is really this simple to get to the bottom of what is real and what isn’t, but I often see interviewees sitting mute, nodding their heads as if on cue. Or hiring managers relying on a silly personality profile to do their job for them. And then, when decision time arrives I hear people lament, “I’m not sure I can make a decision, I need more information”. If you reach the offer stage of the interview process and you still don’t have the info you need, whose fault is that?

Sometimes in our personal and profession lives, it only takes a little extra (real) effort, to go from mediocre, to exceptional. Look, it is your career we’re talking about here, regardless of on which side of the table you’re seated during the hiring process. If you want to just get by so be it – it is a choice.

If you think this topic has relevance and you would like to be better prepared and improve your chances; to have the information available for quick reference or someone you know will need it - then no question about it, you need my handbook. Think of it as a career survival guide providing useful and effective tips for every step of the job search and interview process, ready when you will need it. It is recently updated and there’s stuff in it you’ll find nowhere else; you can find more information here: Control Your Career

Intelligent but Not Very Smart

I encounter it increasingly too often; highly intelligent and educated people who demonstrate a seriously deficient ability to navigate common tasks. I am referring to the chore of interviewing for a new job. To be clear, few people like to interview, it is something we do as part of a process of evaluation while being compared and judged against others who are seeking the same job. Unfortunately, many people have only themselves to blame for failing to make it beyond the first interview, unintentionally sabotaging their own efforts.

We need to look no further than the virtual collapse of soft skills in many people. For 25 years I have recruited and placed professionals of all types, but a large percentage of my work during the last few years has been in the legal market -- lawyers. As you can imagine, lawyers are smart folks but let me point to an example that applies to many people, regardless of their profession. Some people want to maintain a reasonable work / life balance and, no doubt, young lawyers put in a lot of hours and they know this, when they pursue their career choice. Before interviews I generally brief those I represent. I don’t tell anyone what to say but I know how this ritual works and often they don’t, so I share with them some of the things they should expect and should be prepared to answer.

On the minds of most people are things such as what the job demands in terms of their time invested, on a daily and weekly basis. This is reasonable but have you ever heard the phrase, “It’s not about what we say, but rather how we say it”?   

I suppose words like “finesse” aren’t familiar to many of these people because contrary to my advice, during the very first interview they ask, “How late do I have to work each day?” And yeah, they really say it like that. Then they can’t figure out why they don’t get a 2^nd interview. Whether intended or not they have telegraphed to the interviewer they are a clock watcher and cannot be relied upon for more than basic daily tasks nor exceeding the bare minimum effort expected from them – sorry but perception is reality in the minds of many. Note: there is nothing wrong with their question but this is clearly a soft skills screw-up and here’s where the intelligence and smarts thing comes into the equation. If you want to ask that question, use your head and ask instead, “Can you please give me an example of a typical workday and workweek at your company?” It is the same question, delivered and perceived differently. 

Some people get offended when I inform them of their mistake and retort, “well, I wanted to know?” Which just goes to show there are some people you just can’t help, sadly they don’t even know what it is they don’t know. I don’t care how well educated you may be, or how bright and shiny is your resume. If you cannot effectively communicate you are selling yourself short. Because, after all, the resume and what’s listed on it is only meant to get you in the door – and then what are you going to do?
  

If you think this topic has relevance and you would like to be better prepared and improve your chances; to have the information available for quick reference or someone you know will need it - then no question about it, you need my handbook. Think of it as a career survival guide providing useful and effective tips for every step of the job search and interview process, ready when you will need it. It is recently updated and there’s stuff in it you’ll find nowhere else; you can find more information here: Control Your Career