Taking Charge of Yourself and Getting Decisions

That’s what it’s all about, getting a decision. None of us can dictate the outcome of an interview although, if we could, we would. But you do have more influence than you may think. I find, however, that in the digital era more than at any other time I can remember, an increasing number of people feel more separated than ever from the process of which they are personally a part. No wonder, with increasing reliance on web-based processes, there is little room for participation until the time you get the call and subsequent interview. So you had better make the most of it, which is why I write my blog, to help people make the most of the limited time spent in the interview process, while engaged in the give-and-take dialogue with hiring managers. Just to frame this conversation, what is the goal of each step of the interview? To be invited back for the next one, and the next… But first you must recognize you have more power than you are aware to affect your own outcome. 

Frequent readers of this blog know I am a strong proponent of adapting sales methods to your job search and interviewing efforts. You have the power to influence, guide and nudge the process. If you don’t want to feel like a victim of the process, you must  position yourself as an equal participant of the process from which both parties seek a win-win result. 

The sales method for getting a decision is called a close, as in closing the sale, which merely means to bring it to a conclusion (read) decision. There are many different closes, and I can’t claim to know them all, but there are a number of them that are applicable to your interview situation. Sadly, a 600-word blog entry is not sufficient in order to provide readers with the finer points, so I suggest that for anyone interested, my book provides more details on the subject in one handy resource.

As an example of what I am talking about let’s consider one of the simplest closes to use; the assumptive close. Although it is the simplest it can be difficult for some people because it exudes and portrays a level of confidence; some people even think it is borderline aggressive – but this is not the case. 

In a sales scenario, the sales person uses the assumptive close after having answered all the customer’s questions and they have no additional concerns, and they signal that they like what is offered. So, you ask for the sale in an assumptive manner and say, “…how many would you like and when do you want delivery?” And why not, everything points in that direction, doesn’t it? 

Let’s be clear about something, companies are less than thrilled with people who display no confidence in themselves or their efforts so, with that in mind, the assumptive close strikes the right tone; learn to use it. Always be respectful and professional, but you are an individual with dignity. Ditch the submissive and ingratiating wimp words, such as “maybe, perhaps, I hope, I wish…” and replace them with, “when, how, where, I look forward to, can we…” Use these words in both verbal and written communications; for example, in a cover or letter of introduction don’t suggest, “I hope to hear from you” but, instead, use “I look forward to hearing from you”. Following an interview, your thank you note should read “I look forward to our next meeting” and not, “I hope we can meet again.” Comparing the two mannerisms, they convey two quite different perceptions of you as an individual – with which do you want to be identified; how do you wish to be viewed? Do you think it is better to be viewed as someone with a cup in their hand looking for charity or an individual offering a firm handshake on an equally respectful footing? 

In your efforts to influence change in the way you are received and perceived, applying even this small adjustment can cause others to draw a different conclusion about you, not to mention the effect it can have on your own self-confidence and self-image. Learn it, live it and believe in yourself; inevitably better things can happen as a result.

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Accepting a Job Offer While Protecting Your Own Interests

At face value the title seems a little ridiculous and elementary, but no decision should be made without some forethought, even if only a few minutes' contemplation. This topic sounds so basic some may think, “DUH!” But when the time comes, many don’t know how to react in a manner that will protect their self interest when it's decision time. 

There are basically two kinds of job offers; a verbal offer and a written offer. Sometimes a person will receive only the written job offer, without previous discussion, but a verbal offer always precedes the written. The verbal offer is really sort of a test balloon presented by an interviewer because often a company wants to ensure you will accept before they put it on paper. No hiring manager wants to go back to their boss with egg on their face and admit the person they were enthusiastic about hiring and were sure would accept, in fact, didn’t. So when you approach the end of the interview process and the offer stage, this is your last chance to clarify your questions or concerns, as well as any negotiated points, such as compensation. And no one should accept an offer unless all of their questions or concerns have been addressed. 

At a final or near-final interview you may hear something like this, “…we’d like to offer you this position. We would like to offer you a salary of XXX with a possible bonus…” If you have no additional questions and you like what you’ve heard, here is the way to continue in the process to a win-win for both sides and yet still maintain some wiggle room, in case you need or want to get out without hurting your reputation or future status. You’ll say: “Thank you for the offer and I accept conditionally, on a final review of the written offer / contract.”  Deliver it however you wish, if you don’t want to sound like a robot, but the message you want to get across, albeit more politely is this, “Yes, I want the job and if it’s as you say, the answer is yes, for the moment, but I'd like to  see it in writing.” The key is that you are clearly saying yes while making it equally clear it depends on the contract containing the same things.  

In this manner you have accomplished a few things; they know, because you made it clear, that you are interested and to such a degree they will likely stop interviewing additional candidates. This also can help to prevent a last-minute person or internal referral from coming in and scooping this opportunity out from under you because they were either more serious or interested than you’ve been perceived to be – especially if you’ve been elusive, indecisive or vague. Yet, you’ve maintained for yourself a veiled but real escape clause just in case the printed offer or contract differs from what was stated verbally to gain your acceptance. 

But be vigilant, until you have a signed offer or contract in your hand you have nothing, and should continue pursuing other opportunities, until such time. For example, it does happen that a person might get a verbal offer and in between the verbal and written offer they will get a call and someone says, in essence, “Thanks, we like you and it’s been fun but we just instituted a hiring freeze.”  GAME OVER. Then what? Incidentally, an email or text message saying “We want to hire you” is not a written offer. Spare yourself some grief and avoid the emotional roller coaster. You can’t control the outcome but you can influence the process by being at least as proactive as you are reactive.

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Want Better Results? Begin By Adjusting What You Can Most Influence

Yes, it may sound like a bit of a cliché, but the mirror is your best starting point. First things first, using a military analogy, I can provide you with all the cool gadgets and gear, the best toys available but, if you don’t know basic soldiering, all that cool stuff is for show and not much GO. In other words, if you don’t know the basics, the other stuff isn’t of much use, and you can’t get more basic than working on the one aspect you can absolutely influence – you.  

On the surface these things sound lightweight and flimsy. However, I find that three traits are the foundation of all your efforts. Sadly, during the last few years there are many who’ve been beaten down, whether they know it or not, and need to regain their footing in order to resume their forward momentum. So where to start; here’s what I’m talking about: 

Belief in yourself and self-assurance is critical. Can you, as an extension confidently express to a potential employer that what you have to offer is of benefit to a company or organization? If you don’t possess this belief in yourself, it’s hard to convince someone else of it. 

Persistence is one aspect that makes the difference between reaching your goals and almost getting there. When you get knocked down you must be able to shake it off and get back up – for as many times and as long as it takes. Does this describe you? I mean really, do you feel this way? 

These first two will determine how able you are to engage in the third. Be honest with yourself, because in order to gain a favorable outcome you can’t simply rely on good timing and dumb luck. When it’s necessary, can you step beyond your comfort zone and do what is uncomfortable, what is new or different? As with any endeavor to do or create something new, to make changes, innovation and adaptation are absolutely necessary, especially when an environment is in a state of flux. Here’s another secret; things are always changing anyway, are you keeping up with the changes? Whether or not we are able to admit it, most people stubbornly cling to what they know and what has worked in the past, almost certainly under different circumstances. Change and fear of the unknown scares many people but it wasn’t always like this. When we were young we didn’t have any problems embracing new things, but we grow more reluctant as we mature. After all, we did learn to read and write; a few skinned knees didn’t prevent us from learning how to ride a bike, did it?  

So if you think this blog entry is insultingly basic and rudimentary, guess again. During my headhunting career I’ve associated and spoken with, attracted, recruited, represented and placed the top 20 percentile of professionals in various business sectors and different professional levels. If there is one set of traits they all have in common, it is the three I’ve just described, and it’s from those that everything else springs. 

Our self image is a self-fulfilling prophecy of sorts, we are who we think we are in large part; we reach the expectations we set for ourselves. So if you think you’re just a number you’ll be treated like one. As many who have become set in their ways – if your way isn’t working, resolve to make some changes or stay right where you are. Remaining in neutral means stagnation, deterioration and rot. It’s not necessary to be a risk taker and since when did trying something new constitute a “risk”? So what, there’s risk of what -- being told no, or getting a disapproving look from someone? If your tried and true efforts haven’t gotten you positive results, then you’re already being told no anyway. For your own sake, and for the sake of others who might depend on you, commit to taking some small steps from the place which you’ve convinced yourself is safe, and in time as you get more comfortable, reach a little further for a different result. Or, stay right where you are, it’s your choice.

Some People Just Won’t Listen

In my last blog entry I posed a question: if someone offered expertise and advice about a subject directly related to what you were trying to accomplish, would you not only be interested in hearing what they had to offer, but also be willing to apply their suggestions to a varying degree?  

Who wouldn’t want to get some advice, right? Most people are glad to receive help with their efforts. But there are those – and we all know someone like this – who will claim one thing but do something else or, worse, do nothing at all. They’ll readily admit they are stuck in a rut and not getting anywhere but will still fight tooth and nail to remain right where they are, all the while complaining about it.  

I recently spoke with someone who told me she is seriously looking for a job, so I asked, “What do you want to do”, “What are you currently doing to help yourself toward the goal of a new job?” 

She said she doesn’t quite know what she wants to do but is open and would consider any good job. My advice: you should have some idea of what you want or you're going to waste a lot of time and it is difficult for someone else to help you if you don’t first know what you want to do. 

She then explained she’d already sent a lot resumes but wasn’t getting any responses. I asked if she’s conducted any follow-up with the companies with which she’s inquired. She was dismissive and said she couldn’t remember all of them. My advice: follow-up should be an integral part of any resume effort and you need to be proactive, able to recall who and what companies have your resume. If it doesn’t matter, why bother in the first place, if you’re just tossing resumes around? In her frustration she said she was not going to send any more resumes and considers making direct person-to-person contact and introductions to be demeaning, as she put it, “I am not going to go knocking on doors like a beggar.” That’s unfortunate, because anyone who reads my blog already knows that is precisely what she should be doing; but she would hear none of it.  

So I asked her what she wanted from me and she suggested she'd prefer to rely on networking and suggested she would get better results being referred by someone like me. My advice: networking is a good and effective way to find a job; the theory being that through a network of people you can capitalize on their extended contacts and referrals as a multiplier to one’s own efforts. When applied in this manner it’s a good strategy and something in which everyone should consider engaging. Although, some people wrongly assume networking amounts to relying on others to get them a job, thereby putting their monkey on someone else's back. Sorry, but that is not how it works and often people who network in this manner find that over time their network shrinks for obvious reasons. Networking is helpful because you can meet people you otherwise might not, however, you must still be able to demonstrate and explain to someone why you are worthy of consideration. No one else can or should be doing that - it still comes back to you! 

Believe it or not, I speak with a lot of people who sound like the person I’ve just described. In all of these examples I’ve shared, rest assured that due to human nature many people are simply reluctant to adapt their efforts. The good news for those who aim to set themselves apart and willing to do more for a better result,  is the majority of people seeking the same jobs won’t and aren’t willing to do more, unwilling to innovate. Furthermore, it isn’t only about doing more or working harder, but working smarter which means you are planning and calculating your moves and at the same time, ready at a moments notice to innovate and adjust as needed. However, before you implement any clever and innovative measures, I suggest that you first consider three of the most basic things that will lend to your overall job search efforts and success; we’ll talk about that next time.

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We’ve Forgotten Our Way

In recent years there have been increased numbers of people looking for work, such as fresh grads with an earned degree trying to secure work in their chosen field; be they Veterans transitioning from their military service, or perhaps loyal and hard-working folks, who ironically, after turning 50 years old, suddenly find themselves having to start all over again. Plus many others who, for different reasons, are struggling among a lot of people vying for seemingly fewer jobs. At one time or another most people have experienced occasional frustration or a sense of helplessness and feel as though they can’t seem to make much headway under the current circumstances. The availability of good jobs is obviously a big factor and indeed there are some things beyond our control, but we bear some responsibility for our own feelings of insecurity. As the title states, we’ve forgotten our way. 

Since the 1990’s, through convenience as a result of the current digital era, for the sake of expedience we’ve all taken shortcuts. As a trade-off, in that we’ve willingly sacrificed much of our innate ability to help ourselves, our senses have become dulled, our instincts clouded, our abilities diminished. When our ability to impact our personal sphere of influence diminishes, so does our self-confidence. The predictable result is atrophy and no doubt you’ve heard the phrase, “if you don’t use it, you lose it.” Generally speaking, we’re losing it all right and we’ve reached a point of diminished ability to fend for ourselves, instead looking, no, expecting someone or something else to do what we once did ourselves. To illustrate my point, do you do simple math in your head or do you reach reflexively for whatever device is handy and use the calculator function? We know how to do the math but we grow lazy and choose not to and from there it goes downhill in short order.

Since becoming a headhunter in 1992, I have witnessed that within one generation a majority of working-age people don’t know what were once considered the most basic skills for how to find work, much less present and represent ourselves in the most advantageous manner. On one hand, there are those who’ve come of age since the middle ‘90s and rely so completely on tech methods they have no idea how to help themselves without the Internet; they don’t know any other way. Many of the rest of us are just plain out of practice and therefore out of shape, our abilities have gotten soft and lumpy, our edge is dull and rusty. Simultaneously, hiring practices and processes have been streamlined with a clear intention of reducing person-to-person contact, resulting in Human Resource Departments which are – less human. We’re all being edged out, with fast-evolving technology as the ready rationale and excuse. It’s one thing to not know and, having lost the ability to be proactive and, worse yet, to not even know how or be able to simply react – but this is where many people find themselves. I can illustrate countless examples; regardless, does this mean you have no options but those that are rationed and doled out to you? So you’re just supposed to sit at your monitor and prove Pavlov’s theory and react only when you see a job post online? So does this mean your predominant option is to email resumes, submit and apply online only to then sit on your hands and wait until called upon, is that it? Is this to what we’re being reduced? I am not trying to be insulting, you know the obvious answer; there are other options available to you – many others. So then what? 

We must get back into shape and it doesn’t happen overnight, but you can, anyone can do it – that is, namely, to re-empower yourself. So where to start? If someone offered expertise and advice about a subject directly related to what you were trying to accomplish, would you not only be interested in hearing what they had to offer, but also willing to apply their suggestions to varying degrees? Next time we’ll talk more about this and I’ll share examples of people who are their own biggest obstacle.

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Assembling Your “Win” Book, Pt II

(Cont’d)

Take your “win” book with you when you attend a face-to-face interview. It’s up to you when you want to present it; think strategically. You may want to present it in a first interview, or you may not. In my opinion, presenting it to the interviewer at the end of the second interview is the most powerful. Consider for a moment you are meeting for the second time, which means a number of other applicants have been thinned out and the stakes are rising. You’ve referred to your job performance and, to back up your claims, you are offering documentation and, in addition, you are providing written reference letters before your references have even been requested. Presented in a professional way it suggests, “Go ahead and check me out”. This projects a measure of confidence, does it not? If you fail to present it during an interview and have second thoughts, you can always go back and drop it off, sending it to the attention of the person you recently met. Depending on the situation, it likely will have more impact by leaving it with a hiring official who is in line management. Leaving it with HR during an initial screening interview may not have the same impact. Rarely does an initial interview with human resources result in a serious, nuts and bolts discussion about the job. But you never know, so have it with you, at the ready, and play it by ear. Perhaps you will wait until the herd of applicants has been thinned a bit before leaving it with a hiring official you have met. An example of an exception, when it would be suitable to leave your “win” book at a first meeting, may be a group interview or a job fair, when you have limited time to make any kind of impression. Ensure your “win” book contains only copies of your original documents because, once you leave it, you will look a little silly chasing around and asking for it to be returned. Leave your originals at home unless you are later asked to present them for proof.  

If you are concerned that you don’t have any significant materials because you may be in the early stages of your career, utilizing a “win” book may not yet be feasible. It could be an effort in futility when you bang your head against the wall trying to find or rationalize suitable material. Don’t worry, it is helpful but it is not a must-have item. If you can assemble and make use of one, great, but this is just one more of many tools for you to use in reaching your goal. 

If you worry this technique might make you stand out a little bit, if you are new to this blog, that is the whole point! Like everything else I share, my goal is to help people to help themselves by being just a bit different, which I think is necessary in our current generic, bland, plain-vanilla world where they say, “stand in line over there and wait until summoned”. If you resign yourself to be a part of the herd, surely you’re not surprised if  your results, or the lack thereof, match those of everyone else. If you choose not to be any different, you won’t be. I’m not just a number, I’m an individual, is how to see yourself. Last I checked, beyond the institutional bureaucracy, most companies still seek innovative and self-starting individuals – ironic, isn’t it. If I am wrong, if companies actually wanted to hire cardboard cut-out people, why even conduct interviews when they could just hire anyone lining up and competing for the same jobs, if only having a pulse mattered, eh? 

Next time we’ll talk about the most basic and essential thing to which we all have access  when we search for a job and interview, but sometimes fail to capitalize on.

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Assembling Your “Win” Book, Pt I

Everything I share with readers, and all the advice I suggest, is the culmination of best practices I’ve witnessed, learned and apply during the more than 20 years I’ve been a headhunter. They are all proven techniques, otherwise I wouldn’t exercise them; they may evolve to some degree from time to time, but these methods work.  

To set this up, here’s a true story. In the past I was involved in a large recruiting effort in which a pharmaceutical company wanted to grow a nationwide (U.S.), 300 person sales force for a new product launch – no small task. They organized regional assessment centers wherein they funneled applicants. Essentially a two-step process, those who made it through the assessment center successfully went to the next interview and then might receive job offers. It was a brief, fast paced and grueling process, with the primary screening interview conducted, as the best way to describe it, akin to Speed Dating – really, no kidding. They spent 5 minutes per station and then each person moved to the next. It was meant to put people under some pressure; it required them to be decisive. Since there was little time to discuss individual accomplishments they required each applicant to assemble a small binder or folder, what I call a “win” book. I have since adopted this as something I occasionally suggest to applicants depending on their background experience. 

Imagine for a moment if, during an interview, you are questioned about details of an accomplishment listed on your resume and you can reply by stating, “Yes, of course, I have that information right here”, as you retrieve your “win” book. Or, as you exit an interview you can channel Columbo, stopping for a moment to suggest, “One more thing, I have something else to leave with you, it has copies of the source information I refer to on the resume and some additional information.” How much do you want to bet you will have heightened the hiring manager’s curiosity as a result.

A “win” book is the compilation of materials you can present to a potential employer that might enhance your resume and interview performance. Your resume will likely have a listing of your accomplishments described very briefly, but your “win” book has the documentation that backs up your resume and claims. It is a thin but standard size binder or folder within which you can fasten and organize your documents in clear plastic sleeves. It should not be anything elaborate because the binder itself is of the least importance; it’s what it contains that matters. Keep it a low-cost effort because you may potentially create a few of them. Inside, place any documentation that is favorable to you and / or of which you are proud. For example: awards, letters of reference and recommendation, documents denoting exceptional performance. If you are in sales, have sheets showing your successes ranked alongside others; these are examples of what should be contained. You can black out and censor any company-sensitive information, such as the names of other individuals or confidential customer and client info. Ensure the contents are related to your professional job performance and accomplishments. Only if you are a young, fresh graduate and an entry-level applicant should you use scholastic-related items such as student organizational or collegiate sports-related items. Regardless of what you choose to use, it should be relevant information and should not contain fluff and stuff meant only to make it more voluminous -- that is not the goal. Random garbage will diminish the effect you seek. It is up to you, but since college degrees are a dime a dozen these days, I don’t think copies of your diplomas will carry much weight; however, any other certificates denoting specialized status can count. Regarding what to assemble, you might ask yourself, “Of what am I most proud?” as a guideline. It may be 3 pages or 10, depending on your past performance and the depth of that experience. This is also a literal description of what is meant by having a documented track record of success. If you have a lot of material, reduce it to the items with the most impact. If it contains too much or is too large, it is not likely to be passed around and might get lost. Ensure it is labeled “Confidential” on the front cover with your name and contact information, and page(s) should contain your resume.

Next time we’ll continue with more about how and when to use your “win” book.

 

(Part II will be posted on Monday)

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