The Pegasus Group Blog

WHY YOU DIDN’T GET THE JOB- REALLY

2010-01-10T11:51:00.000-08:00

It's a hard concept that most job seekers have trouble wrapping their heads around, but applicants frequently (and inadvertently) display signs that tell a potential employer that they're not the best fit for the job. Here are 10 reasons why employers might have passed you by.

1. You lie
ANY lie you tell on your résumé or in an interview, will come back to haunt you. In a recent survey 49 percent of hiring managers reported they caught a candidate lying on his or her résumé; of those employers, 57 percent said they automatically dismissed the applicant. If you're concerned about something in your past, invention is not the answer. Use your cover letter to tell your story, focusing on your strengths and accomplishments. In person is the best way to explain any areas of concern, if needed. And if you are working with a recruiter, ask them for guidance regarding your particular situation. Trust us, we have heard EVERYTHING, and more importantly, "we know our clients"- or at least the truly good ones do. (But IF a recruiter advises you to lie- do not do it and do not return their calls.)

2. You have nothing nice to say
Speaking negatively about current or previous employers is a good way to commit interview suicide. Take the time to find a way to turn those negative into positives. For example, if you can't get along with your co-workers, inform the prospective employer that you're looking for a work environment where you feel like everyone is driven by a team agenda and that your current employment does not foster such opportunities. But again, make sure that is the truth and take a long look in the mirror to make certain you’re not the fly in the ointment creating the problems.

3. You lack commitment
Employers want people in their organization to work their way up, so it's best to show that you want to and can grow with the company. If you were asked where you see yourself in five years and you gave an answer that wasn't related to the position or company with whom you're interviewing, keep looking. Asking the question "what type of career movement do you envision for the most successful candidate in this role?", shows that you are looking to buy not rent.

4. You have digital dirt
Social networking sites and online searches are the newest way that many employers are checking on prospective hires. As of 2009 almost fifty percent of employers use social networking sites to research candidates. Thirty-five percent of those employers found content that caused them to dismiss the candidate. Give Facebook and Twitter a rest when it comes to discussing how drunk you got last weekend, how much your miss your ex-whatever, or what you really think of the current political administration.

5. You don't know jack
Coming to the interview with no knowledge of the company is another way to insure you remain unemployed. Not asking good questions can cost you as well. Plain and simple, do your homework. Stop your twittering, Internet surfing and whatever else you do all day and actually research the company while you’re spending countless hours online. Write down some interview questions that stumped you in the past, along with well thought out answers. Then have someone give you a mock interview. The more prepared you are, the more you stand out from the three dozen candidates.

6. You act disinterested or worse, cocky
A little enthusiasm never hurt anyone, especially when it comes to a potential new job. (This does not mean drooling.) Playing hard to get may work in the romance department, but you’re not trying to score your boss- at least I hope not. Appearing arrogant is just as costly- unless the job is actually seeking a “hired gun”. Really- need I say more?

7. You have no filter
Not only does personal information offend some people, but anytime you talk about topics such as your hobbies, race, age or religion, you're setting yourself up for bias- unless you’re job interview is with the ACLU. But IF, for some reason the interviewer opens any of these Pandora’s box type of conversations, govern yourself wisely rather than just wallowing in political correctness. Remember, it may be only a test to see how you might handle yourself in those akward social, selling or servicing moments with vendors or customers.

8. You are all about the dollars
As a general rule, you should never bring up salary before the employer does. Doing so is tacky and makes the employer think that you care only about getting paid,not about helping the employer succeed. When the topic does arise, be honest about your salary history. Employers can verify your salary in a matter of minutes, so make it easy for them and keep a copy of your W-2 in your brief.

9. You can't give examples
Hiring managers want people who can prove that they will increase the organization's revenues, decrease its costs or help it succeed in some way. So don’t give vague and ambiguous responses. (“Oh, yeah, I know how to do that- who doesn’t?”, or, “I’ve had a million situations where I had to step in and save the day.”) Candidates make a huge mistake by not clearly and succinctly providing specific examples in the interview. The more you can quantify your work experience when asked situational questions, the better.

10. You lack experience
Managers have little time or desire to train and mentor new employees- unless the job description specifically states otherwise. The more experience you have, the more likely you are to hit the ground running sans the hand-holding. Again, the best way to allay any concerns regarding your ramp up time or learning curve is to give thoughtful and complete examples of your experience as it pertains to the job, your work ethic and organizational skills.

The 49+ Year Old Checklist for the 2009 Man

2009-09-17T11:10:00.000-07:00

Appearance

Outdated clothes. Gray hair. Poor grooming. A negative impression is hard to unmake to a prospective employer. Ask yourself these questions:
• Is my wardrobe polished, professional, current and projecting confidence? (The word “current” does not necessarily mean young and hip. See Brooks Brother’s.)
• Is my hair giving away my age? (When was the last time you had it cut, styled or possibly even colored/highlighted?- which is best left to a professional. And if you’re more than 50% bald already- for God sake, shave/buzz cut that fringe!!)
• Do I keep my facial hair closely shaved/trimmed? (Only college professors and art collectors can get away with the overgrown garden on their face look.)
• Do I look like I take pride in my physical appearance? (Could stained teeth, bitten nails or a paunch that's fast becoming a tool-shed roof be a bit detracting?)

Resume

Don’t let your resume date you. Ask yourself these questions:
• Have I removed older, irrelevant experience and degrees?
• Have I played up my most relevant recent experience?
• Have I emphasized current tech skills- i.e. the latest computer applications?
• Have I played down inflated job titles, if necessary -- like vice president -- in order to avoid appearing overqualified (AKA too expensive or wants my job)?

Interview

Ready to show what you’ve got? Ask yourself these questions:
• Am I truly comfortable with the fact someone younger may be interviewing me?
• Have I kept up with current industry terms and who the players are?
• Do I have team player examples to show my flexibility, loyalty, patience?
• Do I project positive energy and unflappability?
• am I prepared for surprises, such as a group interview (AKA the firing squad)?

Salary Expectations

In this market there are a lot of talented young people out there with lower salary expectations than those who are established. Companies have this idea that it is not motivational to hire someone at a salary that’s 20 percent or 40 percent lower than their regular salary. To combat this, be prepared to explain what motivates you besides salary, but be careful not to come off as desperate. It’s a fine line to walk. A day before the interview, Role Play this part of the conversation with someone you trust.

Techno Savvy

There is an absolute perception that middle-aged workers are less on top of new developments in technology and society. Make sure you use social media i.e. LinkedIn, Twitter, Blogs. And be able to talk about the latest funny moment on YouTube.

Attitude

Although it might be hard to do given the length of time you find yourself in the market, but presenting a positive mental attitude is critical. Desperation has not only a look, but a scent and a feeling that takes over a room, its inhabitants and the cadence of the conversation. Remember what you bring: a solid professional network, historical perspective, levelheadedness and a depth of experience younger candidates can’t. You also belong to the group that will be there early and leave late- and not just during deadline times.

You Said WHAT???

2009-07-31T12:08:00.000-07:00

So perhaps you’re feeling right now as though you made a gaffe in your last interview. Maybe you were nervous, or you thought the employer would appreciate your honesty, or maybe you just have no boundaries. If after reading some of the more benighted responses below and you still feel like you blew it, then I would suggest you visit our CANDIDATE SERVICES tab of our webpage immediately. Otherwise, take a moment to enjoy these very real interview answers below. No doubt, you’ll probably feel much better about your faux pas afterwards.

Why did you leave your last job?
"I have a problem with authority."

Tell us about a problem you had with a co-worker and how you resolved it.
"The resolution was we were both fired."

What are your hobbies and interests?
"Well, as you can see, I'm a young, virile man and I'm single -- if you ladies know what I'm saying.”

Why should we hire you for this particular position?
"I would be a great asset to the events team because I party all the time."

Do you have any further questions? (Here are the top 5 winners plus one more):
1) "Cross dressing isn't a problem is it?"
2) "If you were a fruit, what fruit would you be?"
3)"What is your company's policy on Monday absences?"
4) "If this doesn't work out can I call you to go out sometime?"
5) "How big do the bonuses get once you make associate? I hear it's serious cash."
6) "If I get an offer, how long do I have before I have to take the drug test?"

Why do you want to work for us?
"I saw the job posted on Twitter and thought, why not?"

What are your assets? (as in strengths)
"Well, I do own a bike."

What are your weaknesses?
"I get angry easily and went to jail for domestic violence. But that’s all in the past.”

Is there anything else I should know about you?
"You should probably know I mud wrestle on the weekends."

When can you start?
"I need to check with my wife on that one."

Use three adjectives to describe yourself.
"I hate questions like this."

Tell of a time you made a mistake and how you dealt with it.
"I stole some equipment from my old job, and I had to pay for its replacement."

Have you submitted your two weeks' notice to your current employer?
"What is two weeks' notice? I've never quit a job before, I've always been fired."

13 Hot Industries in 2009

2009-04-19T08:24:00.001-07:00

Some careers are recession proof. Below are the ones remaining strong and several that are bolstered by these tough economic times.

1. Healthcare. Registered nurses, physician assistants, internal medicine physicians, dentists, optometrists, pharmacists, and physical therapy assistants. With the government stimulus package, Health Information Management will be the big winner. If you don’t know what EMR is by now, you have some catching up to do already.

2. Senior services. An increasingly aging population will increase the need for housing, home retrofitting, geriatric care management, and, of course, the aforementioned health care.

3. Government work. Regardless of your like or dislike of the stimulus spending, government jobs are on the rise and will continue to be for the next four years. Homeland Security, IRS, state and federal agencies across the board and the temporary jackpot of jobs- 2010 Census work.

4. Education. Local, state and federal politicians are calling for increased education spending and voters continue to pass education bonds. Community colleges should also thrive. More of the unemployed are returning to school to complete unfinished degrees or to pursue a new one. Now is an excellent time to consider teaching at any and all levels, if you, yourself, have the necessary degree(s).

5. Entertainment industry. During the Great Depression, the movie industry boomed as people craved escapism and had time to burn. That would likely be the same today: the film, video game, sports, and creative arts industries should be viable.

6. Utility companies. This is the classic defensive investment. Even in the worst times, utilities stay cranking.

7. Repairers. Home, car, commercial, industrial -- in a bad economy, the rule is don't replace; repair. For example, in a depression, struggling car manufacturers will more often opt to repair than replace a balky welding robot.

8. Energy industry. Despite all the media attention to solar, wind, etc., the nuclear industry may, over the next decade, create the most jobs.

9. Accounting. Bad times increase businesses' and individuals' desire to wisely account for every last dollar.

10. Law enforcement. Crime doesn't take a break in tough times. In fact, it escalates.

11. "Sin" industries. Jobs related to the liquor and sex industries have always thrived, in good times and bad. This is in no way suggesting illegal activities, but rather the jobs in these industries that can produce a W-2.

12. The clergy. People seek spiritual support in tough times. Maybe that calling you have long ignored can no longer be dismissed.

13. The repossession, foreclosure and debt collection industries. For example, there will be jobs repossessing the big SUVs from owners who knew they couldn't afford them, but took advantage of no-qualification loans.

BEST & WORST STATES TO FIND WORK

2009-03-14T13:04:00.000-07:00

The latest numbers from the Bureau of Labor Statistics* showed 22 states recording measurably lower unemployment rates than the national average -- 7.2 percent -- in December 2008. Since December 2007, employment has risen in eight states and the District of Columbia. Wyoming had the largest increase in employment over the year (2.2 percent), followed by Texas, Oklahoma, Alaska and South Dakota. Below are 22 states where you might want to start your job search, as they have lower unemployment rates than the national average:

1. Wyoming 3.4% Total employment: 293,900 Mean annual salary: $36,110**
2. North Dakota 3.5% Total employment: 371,500 Mean annual salary: $33,650
3. South Dakota 3.9% Total employment: 445,900 Mean annual salary: $31,540
4. Nebraska 4.0% Total employment: 997,600 Mean annual salary: $35,270
5. Utah 4.3% Total employment: 1,383,000 Mean annual salary: $37,080
6. Iowa 4.6% Total employment: 1,671,900 Mean annual salary: $34,650
7. New Hampshire 4.6% Total employment: 739,500 Mean annual salary: $40,780
8. New Mexico 4.9% Total employment: 966,100 Mean annual salary: $35,790
9. Oklahoma 4.9% Total employment: 1,768,900 Mean annual salary: $33,720
10. West Virginia 4.9% Total employment: 800,000 Mean annual salary: $32,310
11. Kansas 5.2% Total employment: 1,506,600 Mean annual salary: $36,300
12. Montana 5.4% Total employment: 505,700 Mean annual salary: $32,640
13. Virginia 5.4% Total employment: 4,159,500 Mean annual salary: $42,880
14. Hawaii 5.5% Total employment: 661,700 Mean annual salary: $40,200
15. Maryland 5.8% Total employment: 2,995,600 Mean annual salary: $45,780
16. Louisiana 5.9% Total employment: 2,061,100 Mean annual salary: $34,060
17. Texas 6.0% Total employment: 11,853,800 Mean annual salary: $37,880
18. Colorado 6.1% Total employment: 2,750,100 Mean annual salary: $43,100
19. Arkansas 6.2% Total employment: 1,370,300 Mean annual salary: $32,450
20. Delaware 6.2% Total employment: 445,300 Mean annual salary: $43,020
21. Wisconsin 6.2% Total employment: 3,094,300 Mean annual salary: $38,070
22. Vermont 6.4% Total employment: 356,900 Mean annual salary: $38,060

The latest numbers from the Bureau of Labor Statistics* showed six states recording rates of 9 percent or more. Overall, 10 states had significantly higher jobless rates than the average and 18 had similar rates. Michigan recorded the highest unemployment rate at 10.6 percent, followed closely by Rhode Island at 10.0 percent.

The largest numerical decrease in employment since November 2008 was in California, which lost 78,200 jobs, followed by Michigan, New York, Illinois, Indiana and North Carolina, respectively. Idaho saw the largest percentage cut in employment since December 2008 (1.6 percent), followed by Michigan, Hawaii and Indiana.

All 50 states and the District of Columbia had considerable jobless rate increases since December 2007. Rhode Island had the highest rate increase over the year (4.5 percent), followed by Arizona and Idaho (4.3 percentage points each), Michigan (4.1 percentage point each) and Indiana (3.7 percent). Nine other states and the District of Columbia recorded increases of 3 percentage points or more since December 2007 and 36 states had smaller, but still significant, increases.

Here are 15 states with unemployment rates higher than the national average and that have seen momentous rate increases since last year. If you're having trouble finding a job and you live in one of the following states, know that you might not be the (only) reason behind your unemployment:

1. Michigan ... 10.6%
December 2007: 7.4% Over-the-year rate change: 3.2% Mean annual salary: $42,210
2. Rhode Island ... 10.0%
December 2007: 5.2% Over-the-year rate change: 4.8% Mean annual salary: $42,210
3. South Carolina ... 9.5%
December 2007: 6.2% Over-the-year rate change: 3.3% Mean annual salary: $34,650
4. California ... 9.3%
December 2007: 5.9% Over-the-year rate change: 3.4% Mean annual salary: $45,990
5. Nevada ... 9.1%
December 2007: 5.2% Over-the-year rate change: 3.9% Mean annual salary: $16,750
6. Oregon ... 9.0%
December 2007: 5.4% Over-the-year rate change: 3.6% Mean annual salary: $40,040
7. District of Columbia ... 8.8%
December 2007: 5.7% Over-the-year rate change: 3.1% Mean annual salary: $64,150
8. North Carolina ... 8.7%
December 2007: 4.7% Over-the-year rate change: 4.0% Mean annual salary: $36,900
9. Florida ... 8.1%
December 2007: 4.5% Over-the-year rate change: 3.6% Mean annual salary: $37,260
10. Georgia ... 8.1%
December 2007: 4.5% Over-the-year rate change: 3.6% Mean annual salary: $38,320
11. Mississippi ... 8.0%
December 2007: 6.3% Over-the-year rate change: 1.7% Mean annual salary: $31,730
12. Tennessee ... 7.9%
December 2007: 5.0% Over-the-year rate change: 2.9% Mean annual salary: $35,380
13. Kentucky ... 7.8%
December 2007: 5.1% Over-the-year rate change: 1.9% Mean annual salary: $34,950
14. Ohio ... 7.8%
December 2007: 5.8% Over-the-year rate change: 2.0% Mean annual salary: $38,640
15. Illinois ... 7.6%
December 2007: 5.3% Over-the-year rate change: 2.3% Mean annual salary: $43,050

*Most recent numbers released by the Bureau of Labor Statistics on Jan. 27, 2009.
**Mean annual salary per state, according to the Occupational Employment and Wage Estimates, May 2007, Bureau of Labor Statistics.

10 Resume Mistakes to Catch

2009-02-14T09:57:00.000-08:00

10 RESUME MISTAKES TO CATCH BEFORE YOU HIT ‘SEND’

Job hunting is a process that has always evolved with the times. Over the last decade we've seen it change radically as job seekers took their hunts online. As a result, many of the rules below have been tweaked for this digital age. Still, one component of the process that hasn't gone anywhere is the résumé. That one document can still be the make-or-break for your new job. Some of the same pitfalls that existed 50 years ago exist today; others are a little different. Here are 10 missteps to avoid when you're writing your résumé.

1. Your Contact Information Is MIA
Teachers, even at the graduate level, tell their students, "Don't forget to write your name at the top of the page." It's an embarrassingly remedial instruction that you'd hope no one needs to hear past the first grade. More résumés than you think follow this trend. An eager candidate with impressive skills will send in a résumé that has a name, but no e-mail address or phone number, making it impossible for the hiring manager to contact you. A big difference between the teacher and the hiring manager is that the latter won't spend a second trying to track you down.

2. Typos!!
Imagine you're on a first date with someone and he or she is sitting across the table from you, talking about his or her job, education, family and anything else. Now, what if you spot a dribble of salad dressing on the chin? Chances are you won't hear what's being said because you're wondering whether or not to say, "Excuse me, but you've got a blob of ranch on your face." Typos in a résumé are like that dressing: distracting. Misspellings in a résumé can be a lot of things -- a sign that you can't consult a dictionary, that you don't know proper business etiquette or that you don't care enough about your presentation to run it through spell check. Ultimately, all that matters is that typos distract from the content of the résumé and much like the MIA name, most in HR will hit delete rather than read on only to catch yet another mistake.

3. Too Much Information
Because your résumé is one of dozens (or even hundreds in this employment climate) that a hiring manager will review, don't allow the pertinent information to get buried. Don't list jobs that you held 10 years ago if they have nothing to do with your current career goals, especially if you're short on space.

4. Not Enough Information
Of course, the opposite approach is just as problematic. If you veer too far into minimalist territory, your résumé won't be overstuffed, but it will leave too many questions unanswered. Don't expect an interview if you list job titles with no mention of your responsibilities or if you don't have a section highlighting your skills. Hiring managers will assume you just don't have much experience to talk about and may not take you seriously.

5. Extreme Formatting
(PLEASE READ THIS ONE THEN GO CHANGE YOUR RESUME NOW!!!)
When most job hunting was done in person or via snail mail, applicants were told not to use bright-colored paper and cutesy borders like balloons or ivy. That's still true, even in the digital era, but you also have to watch out for electronic pitfalls like elaborate fonts and indentions- which is just asking to have your resume thrown away or deleted.. Hiring managers don't necessarily have the same computer programs you do, so when they open your résumé all the pretty formatting will look like a series of jumbled characters. Stick to plain text to ensure they can read your résumé.

6. Lies
When you're writing your résumé, suddenly you become aware that a job hunt is a competition and you want to do anything possible to set yourself apart from the pack. Suddenly, your one year as an assistant manager becomes two years as the vice president of human affairs. The problem with lying is that hiring managers have seen it all, so they can recognize dishonesty in a second. Plus, you unwittingly involve a host of other people when you lie about experience. Think about it: The interviewer might want to talk to your previous boss, colleagues or clients, which means you better have corroborating evidence to support your lie. Bottom line- is it really worth the hassle?

7. Lack Of Focus
Because a résumé is not a conversational document, you can forget that it needs to have a focus from start to finish. Every piece of information should support the idea that you're the best candidate for this position. Whether you choose to use an objective or a career summary and follow it with your education background or your work experience, you want to show that you tailored this résumé for this particular job posting. Hiring managers knows you're not sending out a hundred identical résumés for any job posting you come across.

8. You, You, You
A résumé is about you, but it's not for you. Ask yourself what the employer is looking for to fill this position, and then provide the answers. If you have an objective at the top of the page, don't say that you want a job that pays you a certain amount of money and gives you unbelievable benefits. Explain how your talents will bring something to the table no one else's can.

9. Being Funny
Humor is all about context, which means being funny is relative to the time and the place. If you want to show that you have a good sense of humor, wait until you've landed the interview and can exchange some lighthearted banter with the hiring manger. On paper, your jokes will fall flat or simply appear as inappropriate.

10. Not Enough White Space
Finally, it is not the dangers of ClipArt and colored text that are highest on the danger list; worry more about the damage you can do with regular text. Too many words close together can make a résumé look intimidating and uninviting. Leave space between sections and use bulleted lists so that the readers' eyes can flow freely without getting bogged down in long passages of text.

Headhunters, Recruiters and Staffing.. Oh My!

2009-01-25T10:09:00.000-08:00

Who Is A Headhunter?
(And what’s the difference between, a Recruiter, Staffing Manager and Headhunter?)

Corporate Recruiters are the people who work in a company’s HR department. They recruit only for their own company and are paid a salary. They are the ones that neither accept or respond to candidate phone calls, as they are understaffed and overwhelmed.

Staffing/Temp Agencies are employers themselves. They recruit and hire people, then assign these individuals to client companies. You go to work at the client company every day. The client pays the staffing/temp agency a fee from which the agency pays you, the worker, a salary and benefits. If you want to be employed directly by the company where you show up for work every day, then staffing/temp agencies are not for you.

Headhunters are independent. They are not the employees of any particular employer. They do not hire you. They will not find you a job. Their business is filling positions for their client companies.

While headhunters need good candidates to place, they are not usually interested in unsolicited calls from job hunters. Good headhunters target specific people they want to recruit, and they go after them. They will come to you if you are on their target list. That’s what they’re paid to do: to hunt and find the right candidates, not to filter candidates who come to them. (Contrast this to most corporate recruiters, who wait for applicants to respond to job ads.)

Contingency Headhunters are the standard. They operate like hired guns; the client pays for results. They are paid ONLY when they actually fill a position. They often times compete with other firms who are trying to fill the same jobs, unless they are in the unique position of “owning” a client. Contingency fees are ALWAYS paid by the client and the very best headhunters work on contingency. It keeps them hungry, sharp and industry keen.

Retained Headhunters are paid a fee whether they fill a position or not. Let me repeat that- retained headhunters are paid a fee whether they fill a position or not. The goal, of course, is to fill the job. But they will also interview and consider candidates that their client company introduces to them. It doesn’t matter whether the candidate comes from a company referral or even an actual internal candidate. How can that be?- because the retained headhunter gets paid regardless. Their recruitment process tends to be more formal and structured than that of contingency headhunters, because they have been paid upfront, therefore, they must appear as though they are earning their keep. An obvious result of this kind of “dog and pony show” is that the search may go for months and months and months.

So Let’s Recap- First and foremost, Corporate Recruiters nor Staffing Managers are Headhunters. (As a matter of fact, neither are Career Coaches or Career Marketers- no matter what they spin and tell you- all the while requiring payment from you!)

Secondly, it behooves you to ask up front if the job in question is retained or contingency. If it is retained then you know that the firm may not be truly motivated to place you. Also, they probably will not have the time to give you personalized attention. They simply need to fill their promised quota of candidate presentations in order to demonstrate they are earning their money. (Now you know why retained searches are rare and are usually done at the high-end executive level.)

Finally, when dealing with Contingency Headhunters, what matters most is who the headhunter is. Forget about the firm, how big or small they are, and where they are located. What matters is how good they are at their work and how motivated they are to work with you. So make sure you interview them while they are interviewing you- ask about their background, their last placement, the thing they love most and like least about their job, etc.

Remember- a true Headhunter’s job is not to find you a job. It is to fill their client’s position. But if they find you and the fit is there, the good ones will do everything in their consultative power to make certain both you and your potential new employer live happily ever after.

Top Ten Things To Not Share At Work

2009-01-11T13:08:00.000-08:00

Here are my Top Ten Things you shouldn't share while at work.

1. Medical History/Therapy: Hospitals and human resources departments are prohibited by law from giving out your medical information for a reason. People have a tendency to adjust their behavior when they find out you have or had a medical condition. And by all means, keep your visits with a therapist a private matter- if you don’t know why you should- ask your therapist.

2. Confidential Work Information: Hey, did you hear who's getting fired? YOU- because you couldn't keep private information to yourself.

3. Plans To Quit: When you're hunting for a new job, don't let co-workers know. Loose lips or devious motives can mean your secret search finds its way to the boss. Possible outcomes: You're let go before you're ready or you're quietly pushed out. And if you work in HR or as a Recruiter, you absolutely should know better than to post your resume unblinded. Duh!

4. Online Venting Sites: If you use your social networking profile or a blog to release frustration about your personal and work life, don't send your co-workers a link. And even if you don’t send a link, you would be surprised how many CEOs, managers and HR departments police those sights looking for disgruntled employees just like you. At layoff time, expect your name to be at the top of the list.

5. Matters Of The Heart: Your reputation will suffer if you come into the office in tears one day because you broke up with your significant other and then you dance down the hall the next week because you met the love of your life. Your love life isn't as interesting to anyone else as it is to you- REALLY- and people may be unable to separate your romantic life from your professional one.

6. Politics/Religion: You've seen how out of hand political/religion discussions can get- does anyone remember the Presidential Election of 2008? Do you really want to start that kind of drama at work?

7. Salary Information: Money's a weird topic in our culture. As eager as we are to find out what other people make, we're not as ready to divulge our earnings. Salary is typically associated with worth, and when your salary's known, it invites speculation of whether you're being over- or undercompensated. Why are you getting paid that much when another person with the same qualifications earns much less?

8. Your Privileged Life: Along the same lines of keeping salary information to yourself, your enviable influence with society's high rollers should also stay private. Although you have the good fortune to know powerful business leaders and social butterflies, bragging about how many doors they've opened for you will draw inevitable gossiping and question whether or not you have earned your job and position.

9. Gossip: One of the big reasons you want to keep important information to yourself is to avoid the gossip it can spur. And don't play the gossip game either. Spreading rumors or information that you'd want kept secret isn't going to help your career.

10. Your Chris Rock Routine: In an episode of "The Office," Michael Scott gets in trouble for repeating- verbatim- a Chris Rock stand-up routine full of racially charged jokes and cursings. FYI- Chris Rock gets paid to be edgy, daring and even offensive. You really can get fired for it.

Do I Really Need an MBA?

2009-01-09T13:33:00.000-08:00

MBA’S??

Q: I have received a couple of telephone calls from recruiters over the last month. While I am not currently looking to change jobs both opportunities looked intriguing enough to pursue. We had brief conversations where they outlined the position and asked me some screening type questions. Everything seemed to be clicking until they asked me if I had an MBA. I do not have one. In both cases the recruiters were polite but brought the conversation to an end because their clients required an MBA.

Since I am not looking I am not terribly disappointed but I am wondering in the future if not having an MBA will affect my chances when I do change companies.

A: I have discussed the subject of college degrees in some brevity in the past. This column will focus on MBA’s and their impact on a job search.

I want to start with a couple stories. A number of years back I had a Fortune 50 client that I did a good amount of work for. They were very big on MBA’s, especially at the more senior levels. One time I was doing a search for a director of product marketing (This was a senior director type position with a lot of responsibility, including a large revenue stream for their set of products.). I identified an exceptional candidate who came recommended from a number of sources. He interviewed with two divisional presidents and a number of VP’s. They all loved this gentleman, his experience and abilities. The only issue was he did not have an MBA. He also did not have an undergrad. They hired him without hesitation. The same company, another senior hiring authority in sales, asked me to find a sales director with an MBA. In sales most would think this isn’t really that critical. You would want someone with a proven track record. But there was no bending.

The bottom line is this is all a bit of a crapshoot.

Briefly let me review the creation of the job description. Most good job descriptions will have a list of desired experience and skills. Many times this list would require 2-3 people to fill it. Generally this list can be boiled down to 3-5 must haves. In other words don’t bother if you don’t have these certain credentials. A good recruiter will be searching off this shortened list. Now let’s review the MBA scenario from three perspectives.

Recruiter: As I mentioned a good recruiter has reduced this list to 3-5 must haves. They typically are not going to make exceptions to this list. First of all they know their client well enough to understand what will and won’t be acceptable. So they have already tweaked the list to incorporate that. Next the company might make an exception if they are hiring directly. But they are paying the recruiter thousands to find a pretty close match to what they want. That is the recruiter’s job. So if a recruiter has an MBA as one of the requirements (without a desired behind it) then that is what they want.

Human Resources: Human resources is similar in certain ways to the recruiter. The hiring manager has provided them a laundry list. The good ones will also have narrowed down this list to the must haves. The one advantage they have is they typically know the hiring managers pretty well and know what that manager will overlook. But remember the HR person’s job is screening and reduction, not typically the hiring decision. Also as another fellow coach said in a recent column another one of their unstated goals is to get the hiring manager off their backs. Bottom line if they are also requiring an MBA chances are there is no wavering.

Hiring Manager: This is the person with the most pain, hopefully. Typically they are already “bleeding” and need to fill the position. Someone has left with 2 weeks notice so they have not had a chance to prepare. Most of the time if they see a great candidate that fits everything else they are not going to be burdened by the MBA requirement. After all it is typically theirs anyway. See my example above. Now there will be a few where the MBA is more important than anything else, by far. These people, in my opinion, are being very myopic.

So where does this leave you? It just confirms what you have already heard from the knowledgeable sources. You need to get in front of the hiring manager. That is your best percentages and they are the ones, again, with the pain.

Obviously this is not black and white and can be impacted by different things such as:
· Labor supply. The greater the supply the tighter the requirements can be.
· Pay. An MBA will typically get a few more $$. If the pay is on the lower end of the range it is going to be harder for them to get an MBA.
· MBA School. There are 10-20 top MBA programs, Wharton, U of M, U of Chicago, Kellogg, etc that sometimes make hiring authorities go gaga. Nothing else matters except the candidate has that credential. All other MBA’s are pretty much equal in value.
· Two or more equally outstanding candidates. Many times an MBA can be a tiebreaker.
· The myopic view of a hiring authority. Covered above.
· Size of company. The smaller they are typically the less interested they are in MBAs.

I wouldn’t let all of this concern you. As I have said many times before, “It is what it is”. For every company that is insistent on an MBA there are 10 that aren’t. If you let it concern you or be a hindrance it will. If you don’t then you will have a much greater amount of success. If you come up against an MBA requirement do your best to overcome it and if you can’t, move on. An MBA has nothing, generally, to do with your skills and accomplishments. It is their loss.

I want to close by saying I have no desire to demean or discount MBAs or other graduate degrees. I think it is great that people have pursued them and have them. But there are many that don’t and I just do not want that to be a discouragement to them.

Here’s Wishing You Terrific Hunting,

Bill

Bill Gaffney has 17 years experience as an executive recruiter, and a career coach. Bill can be reached at 937-567-5267 or wmgaffney@prodigy.net. He doesn’t have an MBA but seems to do alright. For questions to be considered for this column please e-mail askamaxa@yahoo.com. -

More of "INSIGHTS FOR THE JOURNEY ... NAVIGATING TO THRIVE, ENJOY, AND PROSPER IN SENIOR MANAGEMENT"

2008-03-06T06:45:00.000-08:00

More of "INSIGHTS FOR THE JOURNEY ... NAVIGATING TO THRIVE, ENJOY, AND PROSPER IN SENIOR MANAGEMENT" Published by The Viceroy Press Inc.

From time to time, I've encountered a very senior executive who makes a point of asking for the most outstanding person that can be found to fill a position and then -- when confronted with several fine candidates -- unerringly chooses the blandest one. What about the extraordinary people I'm excited to deliver? The ones with the head-turning accomplishments? The ones I know their employers will hate most to lose and fight hardest to keep? They are NOT the ones this client wants! Bells and buzzers go off! Instantly, I decide never to buy stock in any company this client leads. Moreover, in my experience, anyone who worries about bringing in a too-successful subordinate is soon personally on the way out.

On one occasion, a respected CEO of a large regional media company told me to find several junior people with enormous potential who could grow up in his organization, lead various units, and wind up with one of them in his chair. To assure they'd fit into his management team, all would have to see his outside corporate psychologist. I didn't like sending candidates to a shrink, but I presented only people who agreed to cooperate. Besides, I was sure my superstars would WOW the psychologist.Not so! Every single one FAILED the psychologist's evaluation. Reluctantly I realized I'd been fooled. Superstars were NOT wanted. Only bland, dull, good, solid average people were wanted, and the CEO had a professional to enforce those limits. I got paid. But having scored so dismally, I was never asked to submit any further candidates. Today, one of that candidate group is CEO of America's second largest magazine publishing company. One heads a famous sporting goods company. One made a killing in the dot-com bubble. And another is CEO of a proprietary education company. And the CEO? Shortly afterward, the NYSE-listed company was acquired by a competitor. I think the CEO made big money on the deal, so his sins were rewarded. I guess everybody won. My candidates avoided relocation for a bum career opportunity. The CEO probably got more cash when the company was sold than he would have if it had continued. The psychologist and I were paid. Most importantly, I got a wake-up call. No matter how eloquently executives specify what they want in their subordinates, they may really want something very different. That's a truth I have never forgotten.

Nonetheless, I stand firmly behind today's Insight. From all that I've seen, it is absolutely true. From here on, you're reading the book... ARE YOU FEARLESS OF GOOD PEOPLE? Who should you delegate to? Obviously the best person you can find. Face it. If your company, division, or department is to perform notably well, you've got to assemble the best possible team to run it. So what, if one or even all of your subordinates are equal or even superior to you?If the business unit you are responsible for can turn in an outstanding performance and if the reason for that performance is that you have found truly excellent people, placed them in positions where their stellar talents will be best used, and empowered and encouraged them to do their best work, your superiors -- and if not they, then outside recruiters -- will be eager to apply your leadership to an even bigger business unit or perhaps the entire company.No one was ever promoted because "he has nobody under him who is quite as good as he is." Plenty of people have been promoted because "I don't know how she does it, but she surrounds herself with terrific people and gets absolutely the best possible performance out of them.

"Warmest regards and very best wishes,
John
From Insights for the Journey.
Copyright, The Viceroy Press Inc., New York, NY.

The Danger of Counter-Offers

2008-02-14T09:19:00.000-08:00

The Dangerous Allure of Counter-Offers

"They'll be sorry when I leave!"What departing employee has not had that thought? In fact, has it crossed your mind? All too often, employers do seem sorry - suddenly offering the kind of salary, promotion or opportunity for recognition that they had refused to grant before. Of course they're sorry. You're about to leave on your timing, not theirs. There is probably work to be done, which they were counting on you to complete. You have just fired your boss, when he or she would prefer to have the right to fire you. You have created a vacancy, which they will need to fill at some expense. And if you weren't a terrific person, they wouldn't have hired you in the first place.

They say:"You can't do this to us." (Have a nice guilt trip)." We need you" (until the project is done, and we can find a replacement)." We never realized you were unhappy" (Our employee communications are not the best). Surprisingly, the very best companies rarely make counter-offers. They believe they treat their employees fairly and wish them well if a better opportunity exists elsewhere. If you work for one of them, don't be disappointed if you fail to receive a counter-offer.

But if you do receive one, take a moment for a reality check:

* First, executive search consultants know from long experience that there have to be strong reasons for leaving a job before most employees will consider taking a new one. If that is true in your case, have those reasons disappeared? Will staying on the job solve them?
* Second, if the counter-offer includes salary or job enhancement, what is the source? Are you simply getting your next raise or promotion in advance? And will you have to accept yet another job to get the raise or promotion after that?
* Third, your employer may appeal to your sense of loyalty. Ask yourself how loyal the employer has been to employees.
* Fourth, statistics are not in your favor. The National Business Employment Weekly reports that four out of five people who accept counter-offers are gone within the year. Like Caesar's wife, you cannot flirt with another and still be considered virtuous. Rest assured that your employer will assume you'll look again.
* Finally, let's not forget that new job. Just as there are reasons for leaving your current company, you have seen significant opportunities at your new company - or you would not have accepted the offer of employment. These do not disappear the moment you receive a counter-offer.

The best way to avoid the messy, embarrassing situation of a counter-offer is to take charge of the situation.Here are a few tips:

* Resign in writing but hand the resignation to your boss. This helps you keep the initiative and stay in control.
* Tell him or her that you've carefully weighed the merits of the two positions and have chosen the new one.
* State specifically that you neither seek nor want a counter-offer and hope instead for an amicable departure.
* Last but not least, avoid the temptation to recite a list of grievances. They will only provide your employer with ammunition for a counter-offer.

To quit or not to quit is often a gut-wrenching decision. It involves one of those "passages" in life that require abandoning the comfort of the old and assuming the risk of the new. Also, there may be guilt about leaving your tasks to others, not to mention the "buyer's remorse" that accompanies most big decisions. Your employer likely realizes the emotions you are going through and will use them in formulating and presenting a counter-offer, if allowed.

To ease the stress, stay in close touch with your Pegasus Group Account Executive from the time you resign until you are actually out the door. The Pegasus Group has helped hundreds of professionals make the right decision.

How to Ace a Job Interview

2008-01-30T06:29:00.000-08:00

How to Ace a Job Interview

Job interviews are a tough nut to crack. You have a short period of time to convince total strangers that you're the right candidate for them. Follow the tips below and your interview may end with a job offer.

1) Be Humble No one likes a pompous ass! A recent mistake I've witnessed is trying to exude confidence but instead coming across as a cocky know it all. Be sure to convey your knowledge and experience but don't turn them off by acting as though you're the best thing that's ever happened to your industry.

2) Be Google-Proof The inevitable question always follows an interview, "Has anyone Googled them yet?" Don't share anything online that you wouldn't want a prospective boss to know. I know of several cases where a promising applicant ruined their chances of being hired by details they revealed on their website.

3) Be Honest If you don't know the answer to a question, just say so. If they ask you to rate yourself on certain skills, keep it real. Otherwise they'll probe further and you'll lose credibility once they break through the facade.

4) Know Yourself My boss always asks some variation of the question, "What 5 words best describe you" or "What 5 words would your previous boss use to describe you." Who do you think comes across better, someone who can list off their strengths right away or someone who stares at the wall trying to figure out how to explain who they are? Make sure you can back your up claims, read the next tip for more on this.

5) Always Know Why An answer to a question often leads to another question. If you make a claim about yourself or your skills, make sure you can explain your answer to the interviewer. If you say "Java is the best development language hands down" but can't come up with a reason for your opinion then you're just full of hot air.

6) Share the Love It's important to figure out who the decision maker is in a group interview and sell yourself to them. However, avoid addressing all your answers and face time to them. What if you picked the wrong person? Or what if the boss will only hire based on a consensus from the team? For example, after a recent interview, our boss left it up to the three team leads whether we wanted the candidate.

7) Keep Skeletons in the Closet Beware questions like "Describe your worst job ever" or "Tell me about a bad experience you had with a co-worker or customer and how you handled it." Keep the answer short, to the point, and free of bad mouthing. Rambling on about your former boss or complaining about a previous co-worker puts a negative spin on things and may bring up questions in the minds of your interview panel.

8) Curb Appeal Show off your skills. Provide a link to your web-based portfolio before the interview and make sure you reference it during the interview as well. You'll have a limited amount of face time; give your prospective employer a chance to review what you're capable of both before and after the interview.

9) Go on the Offensive End the interview with questions of your own. In addition to answering your questions it reminds the interviewers that you're a valuable asset who is evaluating them as well. Suddenly they are trying to sell themselves to you, not a bad way to end the interview.

10) Make a Connection Make use of any personal details you pick up on during the interview. As you shake everyone's hand on the way out bring up these tidbits and it will stick in their head. Wish them well with their new baby son Joshua or good luck on their upcoming project. They'll notice your attention to detail and by human nature will appreciate the kind gesture.

There you have it, 10 tips to help you nail the interview for the job you always wanted.

Interview Thank You Notes

2008-01-23T06:36:00.000-08:00

Post-Interview "Thank You" Notes: A Ticking Time Bomb
By Frank Risalvato

Nothing can be more frustrating than having an offer withdrawn over misspellings and poor grammar contained in an emailed "Thank You" note that the candidate composed.

It never ceases to amaze me how many stupid mistakes are permitted to be passed on in an email. During the late stages of a search, where every move, motion, word uttered and behavior is being monitored with hawk-like vision by studious executives looking for any reason to validate whether or not they are about to make the right decision … it is imperative that the "Thank You" note be flawless.

I'm talking high clarity, brilliant, 10 carat diamond flawless.

Nothing else will do.

This must be so regardless of the intelligence level, education, or academic pedigree of the job interviewer.

In the "old days" of "classic recruiting," (using my son's terminology for what he calls the music I like to listen to), Thank You notes were often mailed in a letter or short card. Back then I used to tell each and every candidate to call me and recite the entire content they drafted before mailing. Knowing our client's sore points and sensitivities, I could at least prevent most of the damage that occurs when a "Thank You" note backfires instead of accomplishing its intended goal.

This is one step in the recruiting process you as a recruiter can fully control. Completely. Yet few recruiters ever bother to exert their ability over the one phase of search they possess almost complete control over. Why play with fire and leave writing of "Thank You" notes in the hands of those who only interview once every few years?

Since the digital age sprung upon us I have required each and every candidate to submit " … all thank you notes via email for immediate consultation prior to sending or corresponding with any client …" Despite my diligent efforts, some hotheads believe the last thing they need is some dumb recruiter's opinion on a thank you note and send such out to the client directly regardless. I'm glad they did so. The results of their lousy work now becomes subject material for this article which without I'd have nothing to write about this month.

In the past three months alone I learned of three offers that were withdrawn, (they were officially made internally but never extended to the candidate), due to flubs, flaws, goofs, and general lack of attention to English grammar and elementary school sentence structure. In one case the client stated in her email: "I can never hire anyone that careless about their grammar and writing skills. It would be an embarrassment to our region."

This is why our automated packet of instructional information that gets sent to every candidate prior to a send-out instructs them to never email "thank you" notes unless running them by an IRES recruiter first. Here are a few samples of some of the more classic botch jobs that occurred in "thank you" emails causing the interview process to come to a screeching derailment.

Actual "Thank You Note" Excerpts:

1. " …. I look forward to being relieved of the yolk my current position is placing on my career objectives and toward joining your organization …"

Frank: Would you like some toast, bacon or grits with those yolks? May I interest you in some albumen?

2. " … I was most impressed with the principals of your company"

Frank: Not only did you never meet any of the company principals, but you most assuredly never will either. Try "Principle" next time.

3. "…I'm looking forward to the opportunity to demonstrate how I can reign in the department's annual …"

Frank: I'm tempted to finish this by adding 'annual jousting event'. Listen up bud: not sure if this company is quite ready for a monarchy.

I get to see tons of this stuff -- an amount sufficient to write an entire book on the subject of "Thank You Note Etiquette" alone as the main topic. I believe an entire recruiter web-based industry could be enjoyed just from providing 24/7/365 Thank-You-Letter-Proof-Reading services to search firms nationally. If you're interested, let me know I may invest in that idea along with you.

But I digress. The fault does not lie with candidates alone however. Even multi-million dollar recruiters and … dare I say …. national recruiting trainers I have corresponded with have sent me emails that caused me lose respect rather than gain such by the lousy prose and poor thought given to sentence structure and format.

Here is a great web site for starters, which you may point your candidates to before they write anything: www.yourdictionary.com/library/misspelled.html This site contains the Top 100 most often Misspelled (that word being one of them) Words. These are real deal killers if used in the wrong context. They are also embarrassing to you, the recruiting firm.

By the way, I do not use www,yourdictionary.com for spelling purposes or definitions. I have found errors within the site itself. The only online dictionary I give credence to is Merriam Webster located at www.m-w.com. Furthermore, Microsoft Word auto spell checking does not help in this category unless you carefully utilize the grammar feature. Technically, none of the words are misspelled; they are simply the wrong word used in the incorrect manner.

As a final suggestion to help you prevent this nasty demon from hijacking your placements, try this:

1. Formulate two or three gleaming thank you notes you know to be perfect and save to a file.

2. The letters should be short, no more than two paragraphs, and use appropriate industry jargon familiar with your discipline

3. Save such in a folder on your hard drive labeled "SAMPLE THANK YOU NOTES"

4. Send them out to candidates either as a template to emulate or work from.

During the decades I've been in this business, I can only recall two well-crafted "Thank You" notes which impressed me so much that I actually added them to our sample thank you note file repertoire which contains 6 of the finest thank you notes ever written by mankind. I send the appropriate sample document out to each candidate (with all original names removed) as the example one should strive toward when crafting a thank you note.

It may be just a "Thank You" note -- but it can be a real deal killer.

Frank G. Risalvato, CPC is president of IRES, Inc. His newly redesigned recruiter training site is updated weekly with loads of original content and is found at www.searchwizardry.com. He has been speaking and providing recruiting training materials to the search profession's trade groups since 1987. His Recruiter Training Guide is available online for electronic download. Contact Frank by phone (973) 300-1010 or email him: frank@searchwizardry.com. Be sure to sign up and be the first for his soon-to-be-released book The Kentucky Fried Secret Recipe to Recruiting Millions®.

Companies Behaving Badly

2007-11-27T11:50:00.000-08:00

ASK AMAXA
by Bill Gaffney

COMPANIES BEHAVING BADLY
11/26/07

My long awaited column on companies behaving badly is here. I will provide a few examples, primarily “job search” related and some solutions. If you are in senior management, getting ready to be or in HR hopefully you can employ some of these. Remember there are no companies behaving badly, only people. Companies are an entity. I would love to hear some of your horror stories. I might run a column of those. It would certainly be good for a few chuckles.

The first one may be more about proper “etiquette” than a company behaving badly. Many times people might travel 2-3 hours one way out of town to do an interview. The question always is, “Should they be reimbursed?” This is a tricky one, depending on the length of travel, etc. If it is an overnight it becomes a moot point. But if it is a same day trip we enter the gray area. Most candidates are reluctant to ask for reimbursement, fearing they will be regarded as petty. And I am convinced most companies don’t think about it. At the price of gasoline this has become a significant expense. So here is my solution (and it might drive my finance friends nuts). Give out gas cards. If they are traveling 50 miles give one amount, 100 miles, another, etc. This is quite simple and painless for HR and the candidate. It is also something unique that might just make your company stand out. Don’t forget a certificate for a national chain like Applebee’s if their day trip involves a good bit of the day.

The next one happened to a candidate of mine with a “former” (notice the word former) client of mine. The candidate was to fly from Cincinnati to Salt Lake City (both major Delta hubs) for an interview. What should have been a non-stop 8-hour trip out and back turned into an 18-hour ordeal. It seems the company wanted to save a few $$ so they scheduled a one stop flight on the way out and a 2 stop flight on the way back. That is why they immediately became former. Folks this does not provide a good first impression.

I had another “former” client who continued to blow off interviews, sometimes 2 and 3 times with the same candidate. This was in the late 90’s when the candidate pool was so tight. After about three of these I “fired” the client. But first I provided him a lesson on etiquette and the labor pool.

I am going to pause here to remind anyone in a hiring position that candidates own the market today, not hiring companies. I have reviewed the demographics in prior columns. The bottom line is if you take too long or continue to display insulting behavior that candidate is going to go elsewhere.

I did some coaching for a gentleman about three years ago. He had been a Vice President of Sales with a three/quarter billion-dollar IBM business partner. This gentleman had been in Houston on business, had a heart attack and flat lined in the airport. While he was in the hospital the HR person had called him to let him know because of company finances he was going to have to take a pay cut. The HR person said he knew this was a bad time but it was something he could not wait to tell him. Now that’s class. Do I really need to make a suggestion on this one?

A recruiter friend of mine once had a candidate out on an interview with one of her better clients. I know this recruiter well and she only submits “grade A” candidates. This candidate was interviewing for a VP position and interviewed with several executives. They rushed this candidate in as the candidate already had an offer in hand from a top firm. The HR person called back the next day, Friday, and said an offer would be forthcoming on Monday. He was going to write it on Saturday. Everyone, including the president/CEO, loved the candidate. Come Monday no offer. When my friend finally got hold of the HR person on Tuesday he sheepishly said there would be no offer made on the candidate. It seems the person the candidate was replacing, who was moving to a different part of the organization, had said no. Every one was afraid to rock the boat and go ahead with the hiring. So here’s a lesson. It is probably not a good idea to have a candidate interview with the incumbent, unless they are going to be their new boss. If they do have to be involved in the process don’t give them veto power. There is too great of a chance of ego getting in the way.

Now a couple of non-hiring related situations.

This first I related to you a while back. I know of a well-known firm that is listed on the most desirable places to work list. They have a GM in one division who is the textbook version of a micro-manager, is rude and arrogant to subordinates and can’t keep subordinate managers for any length of time. And senior management knows this. They have even sent in an HR team to “do an investigation”. Yet this person has been doing this for many years and through many assignments. Why do they keep her? Because she runs great costs. Forget the cost of hiring new people, training them, and losing potentially strong managers. So here’s a thought. If a manager is running “great costs” but is running off employees in droves maybe the costs aren’t all that great. In a labor market like we are in today you can’t afford to burn through employees, especially managers. Besides that she alienated customers, which I would guess is not all that uncommon with this type of individual. Talk about lost opportunity costs.

I once worked for a Fortune 100 company in a start-up division. This division was an entrepreneurial attempt. The person they put in charge of the division was a known axe wielder and cost cutter in the mold of “Chainsaw” Al Dunlap. He was an accountant (nothing against accountants) who had spent years with the company going into operations that were bleeding money and cleaning them up. This is probably not the type of individual you want in this situation. He was also openly prejudice.

In the words of comedian Bill Engvall, “Here’s your sign”.

Finally some other no-no’s I have seen:
· It is not a good idea to give a candidate your salary range and then expect them to settle for something below the upper level. If they would I would suspect the quality of the candidate.
· Hiring out of desperation to fill an open slot is prone to be no more successful than a candidate taking a job simply to get away from one they currently dislike. Both situations are generally prone to failure.
· Interviewing over drinks and/or in a “gentleman’s club” is not a good idea. I can think of better first impressions to give. (Believe me. Both still happen and more frequently than you might think.)
· Firing an employee without giving counseling, documentation, etc. (unless it is for something overt like theft, sexual harassment, etc.) is STUPID!! Let me say it again, STUPID!! Nothing further needs to be said.
· Delaying reimbursement for interviewing costs to get a little cash float, because it is our policy or because “we lost it” does not leave a good impression. Instead the hiring manager or HR should personally walk that expense report, reimbursement request or whatever you use directly over to accounts payable with it stamped with the words “pay immediately”.
· And Last!! I have now said this three times so it must be important. We have a labor shortage. This is a candidate driven market. Do I make my point?

Besides entertaining you I hope this column gets in some of the right hands so companies can behave goodly.