March 2009

job candidates who need to stop talking

March 30, 2009

I have a workplace and interviewing pet peeve: people who go on and on and on and on and on and don’t get to their point reasonably efficiently, especially when they ignore cues that their audience is getting impatient. In job interviews, this is one of the most direct ways to torpedo your chances. And not just with me — while my hatred of it may be at a crazy level, it can sink you with many/most interviewers.

Over at U.S. News & World Report today, I bitch and moan about this. Please check it out and leave your thoughts in the comments over there.

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Posted in interviewing

advice for a recent grad

March 28, 2009

A reader writes:

As a recent grad who is looking for my first real job in a market that quite frankly sucks, I’ve become an avid follower of your blog.

I have a bachelor’s in Business Administration from a private university. Not exactly ivy league, but respectable nonetheless. My professional experience is limited to just over one year doing administrative tasks as part of my work study scholarship and a three-month international trade internship at a U.S. embassy abroad.

It seems like every job description (besides those entailing telemarketing) requires substantial experience. I was even told by one recruiter, “I don’t doubt you’re a smart girl, but you just don’t have the experience.” My question is, what options do I have in terms of my first job? It’s frustrating applying for positions that I don’t have a shot at, but at the same time, I want to gain some valuable experience.

I’ve been applying mostly for marketing assistant and sales/marketing positions. My concentration is in international business, but I’ve yet to find anything promising with an international twist. Also, I should forewarn you that the career placement office at my university is shamefully substandard and thus offered me little direction in terms of career options.

Thanks for whatever advice you might be able to offer!

This does suck.

A job market like this one is bad enough regardless, but having very light experience is posing an extra obstacle for you (and many, many others) because you’re competing for the same jobs with people who have more experience.

First, a quick tangent that won’t help you now but will help others still in school: Do internships every semester you can, so that you have work experience on your resume. Paid, unpaid, whatever it takes.

Okay, back to you. It feels like a catch-22, of course; how are you supposed to get experience when no one will hire you without it? There are actually two time-tested ways to do exactly that:

1. Temp. By temping, you’ll get additional experience to put on your resume. It also has the added benefit of giving you an inside track for upcoming job openings wherever you’re temping.

2. Volunteer. At a minimum, it will give you more experience to put on your resume. And it may also expand your network of people who can assist in your job search. (It will also make you feel good.)

So you’re temping and/or volunteering and putting it on your resume. Meanwhile, you should also:

1. Expand the types of jobs you’re looking at. I’m curious about why you’re focusing on marketing positions. There’s a whole world of other interesting work out there — broaden your search to include other types of work, and you’ll raise your odds. (Relatedly, be flexible on salary and location. You’re not locking yourself in forever.)

2. Go for quality over quantity with your applications. This may feel counter-intuitive, but a smaller number of really well-done applications is going to get you better results than a generic resume blast to 100 places. This means, at a minimum, a cover letter that is tailored to each position you apply for. (And I mean really tailored — at least several fresh paragraphs per job, not just plugging in the name of the company.) Read this post on cover letters. And read this one too.

And don’t be afraid to show a bit of personality in your cover letter; hiring managers read so many dry cover letters all day long that coming across one that sounds like a real person, and one you might enjoy talking to, can really make a difference.

3. Be willing to pay your dues, meaning be open to low-level jobs that might have a decent amount of drudgery to them. (Nothing about your letter indicated you’re not, but I want to emphasize this.) Take on the on menial stuff and do a good job with it, and eventually someone is going to let you do something more interesting.

You will get a job eventually, by the way. Hang in there, and good luck!

{ 8 comments }

Posted in job searching

when your ex is a coworker — and a silly one

March 27, 2009

A reader writes:

I work for a big technology company. We are the market leaders in what we do, and we are looking at doing more cool stuff everyday. And I work for HR in the global headquarters.

I have a ‘frenemy’ here. We used to date – our company is ok with employees dating and many employees are married to each other – and he treated me pretty badly. I am with a great guy now, but I still hang out with my ex socially.

Me and my ex are from two different cultures, and I am four years elder to him- I am in my middle 20s ( and no, he is not under 20 years ). We have not told our colleagues that we were dating, or that we broke it off.

My ex has posted his almost naked pictures online, posted drunk updates in various social networking platforms detailing his sexual exploits and his level of sexual frustrations, etc. He has even posted on public forums that he is going to apply for a job with a few competitors and has publicly disparaged our products in the past.

My question? To what extent can and should I be concerned? Personally, I would not hire a guy who is like this ( but that is my opinion). But I want to keep my comments professional. I am not sure that many people know that he talks that way about our products online. And yes, he proclaims that he works for us in his social networking profiles. I am yet to see him use our internal feedback and discussion channels to air his concerns about our products and services though.

My dilemma is this – I know more about how he is because of my past and current proximity to him. I have been with the company for around four years and do have a good HR network. I am not sure if I have to tell people who think of hiring him that he exhibits such behavior online. Many of my senior colleagues are not very well versed in social media and are not aware of all this happening in front of a large and varied public audience.

Should I mention that this guy is behaving in this way when someone mentions to me that they are planning to hire him? Or should I keep quiet? I want to be professional, and don’t want my behavior to be any way affected by my personal equation with this guy.

Why not talk to your ex and tell him directly that this is the kind of thing that could hurt him professionally? You’re in HR so you’ve probably got some stories of how you’ve seen this hurt candidates or employees; if he’s skeptical, use those stories to clue him in. Tell him that you’re worried that it’s only a matter of time until this ends up hurting him.

In particular, tell him bluntly that if others in your company see him disparaging the company’s products, chances are very good he could end up fired.

(What is up with this guy’s judgment?)

Of course, a second option is to ask yourself how you’d handle this if it were any other employee, and then do that. And you could argue that your company is entitled to know that this guy is behaving like an ass. But he’s your friend, and it sounds like you have the info that you have specifically because of that friendship and might not have it otherwise, so why not give him a chance to clean it up?

However, if you feel like you’re in an awkward situation because you feel you have an obligation to share the info, a middle ground would be to tell him that this is the sort of thing that your job could obligate you to share, and that it’s putting you in an awkward position, but that you want to give him a chance to clean it up before it comes to that. Then leave it in his hands and see if he pulls it together or not.

What do others think?

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Posted in advice about your coworkers

how to screw yourself in a job interview

March 27, 2009

Kerry at Clue Wagon has a great post up called “how to completely screw yourself in a job interview.” Read it, and make others read it. (Also, subscribe to her blog. I’m a big fan.)

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Posted in interviewing

stop telling me you’re a great writer

March 24, 2009

It’s not a great idea — nor is it necessary — to brag about your writing skills in your cover letter or on your resume, via subjective assessments of yourself like the following that I’ve seen recently:

“Outstanding writing skills”

“Highly conceptual and great at expressing ideas in a fresh, new way”

“Able to present strategic concepts in clear, persuasive, technically sound writing”

Here’s why. If you have great writing skills, I’m going to see them in the cover letter. You don’t have to tell me they’re there. If I care about candidates’ writing skills (and oh, how I do), I’m going to be looking for them in your cover letter and other communications anyway.

But all too often, candidates give me their own assessment of their writing skills. And when it doesn’t match up with the not-so-great cover letter they’ve written — which is often the case — now I’m doubting the other subjective statements they have on their resume too. If they’re wrong about their writing skills, why wouldn’t I think they might be wrong about other skills they’re claiming for themselves?

Frankly, I don’t like any subjective statements on a resume. As I’ve written before, resumes should present factual information about what you’ve done, not subjective self-assessments. That’s because I don’t yet know enough about you to have any idea if yours is reliable or not.

Telling me that you’re a fantastic writer when I can see that you’re not pretty much answers that question for me, and not in a good way.

Now, you might think, “But since I know that I am a great writer, it’s okay for me to do this.” And maybe you really are (although a lot of people think they are when they’re not). But you still shouldn’t do it. If you’re a great writer and you want me to know that, write a great cover letter. That’s how I’ll know.

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Posted in resumes

disgruntled Facebook postings

March 23, 2009

I was just reading this post by Martin Burns about a Facebook status update that read as follows:

“___ is jealous of people that love their jobs — wish I was one of them..or at the least had a manager that gives a crap!@@%%&&”

Martin raised the question of whether this kind of post is job suicide.

I think it depends on who you are and who your manager is.

If I saw this kind of thing from a good employee, I’d be concerned about her unhappiness and would probably sit down with her and say something like, “Hey, I saw your Facebook status update. Was that just normal blowing off steam, or something more? If you’re unhappy, I really want to know about it and figure out how we can help.”

On the other hand, if it came from a bad employee or an employee with attitude problems or whatever, I’d take it as symptomatic of that, and our conversation would have a very different feel — more along the lines of “rather than stewing in your unhappiness, let’s figure out if you can be happy here or not, and if you can’t, let’s talk about where to go from here.”

And then, of course, there are managers who would handle it totally differently — ignoring it entirely, penalizing the person for it, or whatever.

What about you guys?

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Posted in work habits

how to tell your boss he’s breaking the law

March 21, 2009

A reader writes:

I am the tech supervisor for a pharmacy. I am responsible for completing the monthly tech schedule. I also work only on weekends and Monday evenings.

Today, I told my boss that I was going to try and find coverage because I wanted to spend my daughter’s first Easter with her. He told me that if I could find coverage then it was fine, but he then said, “We have to have coverage, so if it is between Easter and work, which one is it going to be?” I did not answer the question and just looked at him.

In previous situations where an employee requested a day off and nobody would volunteer to cover, my boss would step in a talk to some of the employees and get the day covered. I would like for him to do the same for me for Easter, seeing as how I worked Easter last year, thinking I wouldn’t have to work it this year. But, my boss seems to think that Easter is not a true holiday and like it is not going to be a big deal if I do not find coverage.

I know that most people don’t make a big deal out of Easter, but my family does, and spending it with my family is VERY important.

So, if I do not find volunteer coverage, how do I politely tell my boss that I would like for him to talk to some of the employees and push for coverage for me? How do I politely convey to him that the answer to the question he asked me (Easter or work) is Easter with my daughter and family? Do you feel it was inappropriate of him to ask me that question? I was kind of offended and shocked when he asked me that. Should I say something? How do I approach this whole thing?

I wrote back to this reader and asked who the other techs report to. She replied, “I am their trainer and conduct their evaluations. I also manage them as far as minor/moderate personnel and performance issues go, but ultimately, they report to him. He is the director. I cannot demand that they work Easter and them have to do it.”

Federal law requires that employers “reasonably accommodate” an employee’s religious practices, unless doing so would cause undue hardship to the business. In a situation where an employee wants to take off a religious holiday and other employees can easily be scheduled to work that day, allowing you to take off Easter would fall under the “reasonable accommodation” portion of the law, assuming that you’re asking for the day off for reasons of religious practice.

Your boss is likely not even thinking of the law. He may not even be thinking of Easter as a religious holiday. Your job, then, is to point this out to him without coming across as overly aggressive or litigious. I would start out without getting into the law at all and would escalate only if it becomes necessary. First, I’d say something like this: “We talked recently about Easter and you asked me to pick between Easter and work. Generally work comes first for me, which I think you know, but in this case we are talking about my religion. Easter is a religious holiday for me, and I know there are many employees who don’t feel their religious practice requires them to observe it. I’d like to ask that we schedule them on Easter. In the past, you’ve asked people to work on days that someone else wanted off. Can you do the same here?”

If he refuses, then I’d say: “I think we’re actually required by federal law to make those sorts of accommodations for employees’ religious practices.” Note that use of “we” rather than “you.” The tone here is that you’re making a helpful, neutral observation about the law, and you are looking out for the store, not making a legal threat — say it the same way you’d say it if you were talking about another employee’s request. You do not want to sound like you’re hinting at any legal action. (You have the right to sound like that, of course, but it’s rarely good for your career.)

If he still refuses, you have a decision to make about how far you want to push this. If you want to push, I’d then say, “I hate having to frame it this way, but there’s actually a law about this. I think you know I’m not the legal action type, but we’re talking about what’s required by law.”

Now, some people will disagree with me about that “I’m not the legal action type” disclaimer, arguing that employees should assert their legal rights more forthrightly. And you’re absolutely entitled by law to do so — but your goal here is not just to assert the law but also to keep a good relationship with your employer. It is possible to do both, but not if you wield the law like a weapon. Fair or not, the reality is that few relationships are unaffected when legal threats are made. There are times when an employee may have no other choice, but when the question is “what is the best way to handle this in order to maximize my chances of a good outcome?” and not “what am I legally entitled to do?” then outright threats should be a last resort.

The law, by the way, is Title VII of the Civil Rights Act of 1964.

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Posted in advice about your boss, law + order

being asked to “fix” a coworker

March 19, 2009

A reader writes:

I work for a very large company, on a very small team of specialists that does a ton of work. About a week ago, my boss pulled me aside for a one on one. I have a really good relationship with my manager, I can say without hesitation that I really enjoy working with the guy and he’s very fair – and understanding to a fault.

A while ago I actually sent in an inquiry to you about a slacker employee on my team, and how to bring it up to my manager. Well, let’s just say that this individual finally dropped the ball on something pretty big, and I had no choice but to clean up the mess. Let us also say that I suspect my manager took a fair amount of heat for the mistake once it was made, and came to a realization about how severe the nature of this person’s slacker-hood is.

My boss moves my team around sometimes, and we basically had a conversation about how I would be moving next to this individual in hopes that my stellar work ethic and leadership skills will somehow rub off on this less than effective employee and make him a better worker. This happens to me at jobs. People assume that because I work hard, I am going to be able to help them make poor performers better at their job. It’s never worked thus far, probably a reflection of my less than stellar leadership skills, but here I am again in this same situation, being asked to help this person who frankly has been in their position much longer than me and who is much older than I am better at their job.

I expressed this concern and frankly some doubtfulness to my boss that I could accomplish this given my track record, but he seems confident I can do this, yet has assured me he will not hold me accountable if this tactic does not have the desired effect.

Can you offer me suggestions on guiding this guy? The conversation between my boss and myself was definitely a confidential one, but I do feel I need communicate to this guy that if he doesn’t shape up, he’s shipping out – how can I accomplish this without letting on how much I know about his performance issues? I want to do this right (if possible) because I am trying to view it as an opportunity to develop some leadership skills and frankly, some cajones myself, but I have absolutely no experience with making this “Good Employee Fixes Bad Employee” thing work, so I am hoping for some expert advice on doing it in a tactful, clear, and concise way – IF it can be done.

Hmmm.

First, unless your boss has specifically told you that you can talk to this guy about the fact that his job may be in jeopardy, you shouldn’t address that with him. That’s the manager’s job, not yours.

Speaking of things that are your manager’s job, addressing poor performance is one of them. I hope that your manager’s plan for this guy is something more than asking you to mentor him. A good manager would be addressing his concerns frankly with the guy, telling him what the issues are, the ways that he’s falling short, and what the consequences are of not improving. I hope your manager is doing all that, and that having you model good behavior for the employee is just a bonus, but I have a feeling that might not be the case.

Your manager should not be putting you in a position where you feel responsible for a problem employee’s success, because (a) that’s his responsibility, and (b) you don’t have the tools to make an impact — because you don’t have the authority that you’d need to address this head-on.

What exactly is it that your boss wants you to do? Just be a good role model? Or something more proactive? If the latter, you need to find out exactly what your role is supposed to be and what you have the authority to do. Without some authority over him, the most you can offer is help and guidance on specific projects. But if this guy is a slacker, I doubt he’ll care to benefit from that, and that brings us back to your manager needing to manage.

For the love of god, what is up with managers who try to avoid managing? That’s what it sounds like you’ve got here.

{ 8 comments }

Posted in advice about your boss, good management

repulsed by office culture

March 18, 2009

A reader writes:

I work in a corporate setting within the Technology department. My direct supervisor who is a Vice President chews tobacco during business hours. The fact that he chews tobacco doesn’t necessarily bother me. It’s the spitting in a cup during departmental meetings that does. The only saving grace from me not puking is that the cup is coated with print and you cannot see the mucous.

Just for a moment’s time can you picture the following: “Now for this data set we are going to *SPIT* replicate this to the backup *SPIT* server then on every last *SPIT* day of the month the data should go *SPIT* off site.”

His repulsive habits are not only disgusting, but it challenges my ability to take him seriously or even respect him as a superior. Furthermore, during said meetings he constantly checks his Blackberry for calls or emails with no regard to the persons actually talking to him. This type of behavior comes across as arrogant and makes you feel irrelevant.

This type of childish behavior is rather common place within my department. On a regular basis I deal with co-workers who don’t wear belts and bend over often, cuss at the top of their lungs, slam objects in their office as if mommy didn’t buy them that special toy, and computer equipment named after genitals (not kidding).

This is a small company with tight-knit relationships. I don’t feel comfortable confronting the issue head on and even contemplated talking to the President. However, he is friends with the offenders and is aware of the situation. I’ve overheard him making comments in a jokingly manner like “That stuff will kill you” or “Does your wife know you do that stuff?”

I take my job very seriously. I am very proud of my work ethic and quality of work. However, I feel as if I work for frat boys that only want to play in a sandbox. Am I just nitpicking or should I head for the hills?

I don’t think you’re nitpicking, but I don’t think you can change this stuff.

This isn’t a matter of one or two things that you’d like to see change; you’re talking about an entire culture. And it’s a culture that most other employees apparently like, including the president. Whether or not they should like it is beside the point; the fact is that they do. You can’t singlehandedly change an office culture. And in this case, it’s not really yours to change.

The thing you probably have the best hope of changing is your boss’ habit of checking his blackberry while talking to you. This won’t necessarily work, but you can try saying to him, “I’ve noticed that when we meet, it’s usually at times when you need to be monitoring your blackberry. Is there a time we could meet when you wouldn’t need to?” Might work, might not.

But it sounds like you simply don’t like the office culture, and there’s nothing wrong with that. No office culture will be right for everyone. My advice is to figure out if you can find ways to live with it and be reasonably happy. If you can’t, you can’t, and you need to proceed accordingly. But I wonder if there aren’t ways for you to live in it peacefully.

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Posted in advice about your boss

liberated

March 18, 2009

I’ve fallen so far behind on answering questions that there’s no way I would ever catch up. So I’ve discarded the 200+ emails sitting in my in-box that were sent before March. My in-box now has only March emails, and I might actually be able to answer most of them. It feels good.

If you emailed me a question earlier than this month and you still want it answered, please re-submit it. Otherwise, my apologies for never getting to you.

This was incredibly liberating.

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Posted in Uncategorized

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