The Cat's Meow, er, Poop

Frustrated with his job search, a gentleman from St. Louis sent bundles of cat droppings to each of those companies who rejected him.  (Article link here:  http://bit.ly/1dHTRvQ).  Aside from the obvious repercussions including two years’ probation, this job seeker will forever be known as the cat-poop guy.  

How does that increase his chances of landing a new job now?

I have a couple of thoughts regarding these antics. First, if he channeled that ‘creative’ energy into his cover letters, or his interviews, could the outcome have been different?  When recruiters google his name (and they will), this article will appear, and he more than likely won’t get a phone call.  Such a shame, too, since at least twenty companies saw value in his resume AND presumably the phone call, enough to warrant a face to face interview.  Better directing his energies could have changed this outcome.

Second, what he did was illegal, as demonstrated by receiving the probation time. His antics (I’m calling them antics, because they were, in fact, childish) reached several people, not just the intended targets, including but not limited to postal workers, receptionists, office workers, other peoples’ mail, etc.  So, multiply the twenty companies he sent these ‘packages’ to by at least four and now you’re reaching eighty people.  That’s a lot of people to piss off because you didn’t think before you acted.  I wonder if there will be any additional charges brought against him by those ‘victimless’ victims?

Third, as one commenter pointed out, ‘Why involve the cat?’.  I get this comment was made tongue in cheek, but I think the bigger question is, what led him to think any of this was OK?!

I understand the frustration in the job search.  I understand the frustration with not receiving return calls from recruiters. I understand unemployment benefits being cut.  I get all of that, and I know it’s hard out there.  I beg, however, job seekers to think about what they are doing before they do it.  Send a nasty email to the recruiter?  Do you think that will actually help your chances?  No, you just burned that bridge.  Try to negotiate after the fact?  No, you should have thoroughly discussed compensation packages BEFORE the offer is made.  Any negotiating after the fact may result in you being unconsidered for the position.  Go behind the back of the recruiter?  Why on earth would you do this?!  They are your ally.  Use them as a resource, but don’t go behind their backs.  All of those ‘antics’ could knock you out of the running.  All of those ‘antics’ are bad.

Leverage your resources and develop relationships.  THIS will help in your job search. Don’t burn bridges, and for Pete’s sake, don’t send cat poop through the mail. 

Able, Willing AND Available

The first time I found myself in a position to file for unemployment was a real humble moment.  I had been ‘downsized’ from a company that said they were closing their doors.  I called my dad as I left the office that final day and was sobbing as I told him I was ‘fired’.  I’m putting those words in quotes, because depending on my mood, I tend to tell the story a little differently. 

Being downsized implies the workload decreased and/or my position had become redundant.  Being fired implies I did something wrong.  Anytime we are let go from a position we can’t help but wonder why, and if we did something wrong.  For purposes of this story, however, I’m going to vary between both as it is relevant. 

As I was on the phone with my dad, he said the first thing I should do was file for unemployment.  I became indignant and said no way was I going to file, I am fully capable of working and if this company couldn’t see that (fired) I would find someone who would!  My dad helped level set me by explaining that I did nothing wrong (downsized) and that until I find another position I was fully able to file for, and collect unemployment (downsized), unless my actions caused my termination (fired).  Since I was in fact downsized, I went ahead and filed for unemployment.

Every time I called in to collect they asked if I had been able, willing and available to work full time those previous two weeks.  Every time, I answered yes.

This scenario brings me to a point that I see becoming more and more prevalent:  people filing for and collecting unemployment while not actively looking for work.  I have heard everything from “I’m in school and this helps pay my bills” to “I have (however much) left on unemployment so I’m not in a rush to find something”.  Regardless of their ‘reason’ (c’mon, these are all excuses for not working), the bottom line is they are able, but NOT willing or available for full time work.  Therefore, they should be disqualified for unemployment.  I would hate for the benefits to go away for those who truly need them, versus those who aren’t working and actually choose not to.

If the state had other controls in place to prevent taking advantage of the system, I wonder what the unemployment rates would look like.  I wonder if those going to school, or waiting until their unemployment ran out, would actually find work that would suit their schedules/needs.  I see ‘help wanted’ signs all over town.  It’s hard to walk past a restaurant that doesn’t have one hanging in the window.  It may not be your ideal job, I get that, but it’s honest work for honest money. 

What these people are doing is wrong. The laws dictate you MUST be able, willing and available for full time work to collect unemployment wages. 

If this post upsets you, please note that it should.

Helicopter Parents Need to Fly On Outta Here!

Every once in a while I receive an email from a parent forwarding their (adult) child’s resume.  While I can appreciate your wanting to help them, it’s best to just hand over the recruiters’ contact info and have them contact the recruiter directly.  Be sure you have them mention you in their email, especially since you are the one with the relationship with the recruiter.  On second thought, if you don’t have a relationship with that recruiter, WHY are you forwarding their resume in the first place!?

I’m getting ahead of myself.  It’s nice to want to help your children, but there comes a point when they need to help themselves.  Give them the contact info and let it go.  Don’t check in with the recruiter to see if your child followed up.  And certainly don’t try to sell your child to the recruiter.  As much as you love your child, please let HIM/HER introduce themselves!

Making connections and tapping contacts are an important part of growing your business, your sphere of influence, if you will.  By all means, do it.  But don’t do it FOR someone else.  You worked hard for those connections and you learned a lot along the way.  Let your kids put forth the same efforts.  If you don’t, you’re robbing them of some very valuable life lessons.

Is Blogging the new Black?

Blogging seems to go with everything these days!  Like quilting?  Start a blog?  Love a recipe?  Blog about it?  Run the operations side of a search firm?  Blog it, baby!

The problem comes in that you have to keep blogging.  Social media experts aren’t very forgiving when you don’t blog often.  Blog now and blog often.  Check your spelling and grammar, too, though, those can turn people off quicker than wearing white after Thanksgiving.

Be sure to get your sayings straight, too.  Otherwise you look like you don’t know what you’re talking about.  We turn to bloggers for expert info, don’t we? 

Blogging goes with everything.  Staying current with your blog makes a huge difference.  Be relevant is important, too.  Maintaining credibility with your audience is critical.  Being true to your self is imperative.

Stay golden, Pony Boy.  Remember, nobody puts Baby in the corner.  

It Just Wasn't a Good Fit (Follow up from yesterday's post)

Following up on the previous blog regarding the candidate who kept saying ‘It wasn’t a good fit’:  After several attempts, days in between conversations, and my sharing with him my concern for him not being able to articulate WHY he left, he finally shared with me his story. 

After he was terminated (previously, he had not answered the question as to whether he was terminated or he quit) he went to HR and asked what went wrong.  He said he had never been terminated before and was quite embarrassed about it.  HR said, ‘We are sorry it didn’t work out, you can simply say it wasn’t a good fit’.  Since he had never been in this situation before, he felt that per the direction of HR, this response would suffice.

Something that he had never thought about was that HR could have been walking a thin line from a legal standpoint if they told him any different.  I explained that HR no longer ‘supported’ him as he is now an ex-employee.  Their loyalty (and legal standing) is with the company, not the former employee, which is what he is now.  Their answer suited their needs, not his.

Once he understood this, he opened up about what happened.  As much as I was looking for a story that could possibly become the next great American Novel, his story was quite simple:  He made a mistake on a report that had consequences.  Interestingly, it sounded like the owner/HR took little to no responsibility in the training process for a relatively new employee, etc., but instead, made a quick decision to terminate the employee.   

While it is a blow to the ego, and goes down in the ‘fired’ category, it’s not the end of the world.  For a company who has a strong training program in place, this would not be viewed as a deal breaker.  It could definitely be looked at as a training opportunity (Do we have measures in place to fully train new employees?  Do we have a check and balance procedure in place for new employees?  Are documents reviewed for accuracy before being distributed?).

Now that we understand the situation, we can work on how we are going to communicate that going forward.  We can form an articulate response to the question, ‘Why did you leave?’.   For the record, flailing arms still scare me.  

Communication, Articulation and Gesticulation

Shortly after reading an article about ‘telling your story’ in an interview, I had the opportunity to meet with a candidate for a high level position. During our conversation I asked why he left his previous position. He smiled and politely replied, ‘It just wasn’t a good fit’. That is such a pat answer, and albeit a safe one, it tells me nothing. What wasn’t a good fit? The responsibilities? The direction of the company? What?! Too many unanswered questions, so I asked a little differently.

‘What wasn’t a good fit?’ His response? It just wasn’t a good fit. Now, to put things in perspective, I’m not being nosy or judgmental on whatever happened (unless it was theft, intimidation, violence, or any other illegal act), but communicating with me the ‘why’ can help possibly prevent you ending up in the same/similar position. So, I ask again.

‘Why do YOU think it wasn’t a good fit?’ The response: ‘I liked it there, but it just wasn’t a good fit.’ So, now I am wondering WHAT HAPPENED that you are SO reluctant to discuss with me. My mind is reeling with different scenarios, which is never a good thing. If someone at this level cannot articulate their own thoughts, I have to question their ability to perform at said level. I’m not asking to breech any confidences, betray any trusts or talk bad about your former employer, but instead I’m asking YOU why YOU thought it wasn’t a good fit.

 Telling your story can be a powerful tool. Communication your story gives great insight to the things that are important to you and indicators regarding your strengths and desires in your role. Not being able to articulate your story prevents recruiters/hiring managers from knowing what truly motivates you to succeed. In order to be in a role where you are set up to succeed is a much better place than the alternative.

I love a good story. It really helps me figure out the right environment for you. Share with me who you are and what you are all about. Let me see the real you. But please, don’t go overboard on the gesticulation. Too much animation may scare me.

There is a PS to this story, and it will be in the next blog….

The Counter Offer and Other Acts of Desperation

At one time or another, we’ve all heard stories about that dreaded counter offer. We’ve either worked next to the guy who stayed because he received a hefty pay increase or we’ve had to pick up the slack for the gal who laughed at their attempt to keep her and left for the new, immensely more glamorous, position. Even though these things are supposed to be confidential, word always gets out.

On one hand you have the employees who are beside themselves for not thinking of it first, but on the other, and probably the most detrimental, you have employees who see it for what it is: an act of desperation. Your weakness. You’ve tipped your hand that at the moment, you feel said employee is worth more than the rest, or at least that’s the message you’re sending. Truth? Does it matter? If perception really is reality, then we now have a problem on our hands.

The Counter Offer isn’t the only way companies scream desperation to their employees. The company who throws money at new hires? What’s that all about? If the economy supports a certain pay range for your position and a company throws money at you (in other words, it means hiring you in at a significantly higher salary then you are currently making), be sure to ask yourself the tough questions. Am I really worth this to them? What do I bring to the table that they SO want? Why is this position paying so much higher than my current one? Is this company successful? Why is this position open? And taking it further…..what is going on with this company that they need to pay SO much more for this position? It’s a desperate attempt to hire employees without examining, or revealing the issue or cause for concern.

The stories we hear around this topic can be heartbreaking. I remember one employee who was approached by a competitor and lured with promise of a pay increase of $7/hr. That’s almost a $15k annual increase. She had done nothing to warrant that increase (no further education/masters degree, management role, etc.) and looked it as a lucky break. I encouraged her to dig deeper, make sure the offer was a good one since her current position afforded her husband to stay home with the kids and paid for their medical benefits in their entirety, as well as flexibility and overtime pay. She chose to stay in her current role and three months later she read in the news that the company who tried to hire her was closing up shop and moving their facility to Tennessee. She chose wisely.

When companies honestly communicate their situation and their intentions during the interview or recruiting process, the fallout will be reduced dramatically. More than likely, the companies will end up hiring like minded individuals who just may even be able to help turn things around. I would much rather discuss the position for what it really is and not in a sugar coated, hope-they-don’t-figure-it-out sort of way. When you do the right thing in communicating your intentions, the right results will follow. Your employees, clients, and competitors will see you as a solid entity, and not as someone acting out of desperation.

A great vantage point, if you ask me.