Do yourself a favor, don't do any of these!

Here's a couple of things which stood out over the last few weeks while I was wondering what should be the topic of my next blog post.
These are things you should avoid as much as possible when you are in the process of making your next career move :

1. Turning up late for your interview. Or worse, not turning up at all. And then coming up with the most inane excuses.
If you are running late because of some unavoidable reason then it's best to call and let the coordinator or the interviewer know that you are running late. Even if it creates a bad impression, it's far better than the impression you would create by not informing at all.
Similarly if you are not able to turn up, make it a point to call as far ahead as you can and request for a rescheduling of the interview. Most people understand, and if they are keen on you as a candidate they will accommodate your request.

2. Chasing aggressively after the interview. It is important to follow up after an interview to understand where you stand and what happens next.
But at the same time it is important to know where to draw a line and where not to go overboard. Following up too aggressively gives the hiring team a wrong impression and makes them wonder if you are 'over eager', which is never a good thing!

3. Moving too soon. No matter how extenuating the circumstances, moving jobs within 6-12 months of your joining reflects poorly on you. Especially if your reason is that the position or scope was far lesser than what you had imagined it would be, or that the culture of the place did not meet your expectations.
At senior levels you are supposed to have a much better idea of the company, its culture, the organisation structure, peers, etc before making the move. If you discover these issues soon after moving and then decide within a year to move again it gives people the impression that you don't think through your decision and make hasty choices.

4. Sometimes I receive mails where people not only share their profiles but also their current compensation package as well as their expectations from the next job. That's a clear no-no! It might seem fairly obvious to most of us, but I'm always surprised by the number of people who still do this.

5. And there are those mail bloopers. Where someone sends me a mail telling me how gifted he/she is and the big difference he/she could make to any organisation he/she joins. And then I notice that the mail is cc'ed to more than a dozen other people from various search firms or placement companies!
Well, no prizes for guessing what I would have done with that mail!

You can't afford to be passive!

If you've read my previous post (When it pays to be passive!) I won't blame you if you assume that I can't seem to make up my mind!

Some people wrote back after the last post and that triggered this follow-up post. So here goes :

The most important point I was trying to make in the previous post is that hiring managers/ companies/ search consultants tend to be biased towards candidates who are not actively seeking a job-change.



Image : sheelamohan / FreeDigitalPhotos.net



But if you do not have that luxury and if you are actively looking for a change, then you definitely cannot afford to be passive. In an ideal world, you are well networked and very well-established in your career, where people seek you out as soon as they hear that you are possibly looking for a change.

But if you are not being approached by people with job offers, you have to go out there and seek opportunities. Yet, you have to do that without coming across as too desperate. You do not want people treating you like an insurance sales-person where they politely excuse themselves or just don't return your calls and messages.

So how do you walk this thin line? Here are a few thoughts to keep in mind to help you in your job search :

(you could also read this related post by the Career Sherpa (Hannah Morgan) at Job Seekers: Change How You Look for Work)

1. Make friends :

The best way you can get a job is your friend referring you to her friend, a hiring manager, who's looking for people.

I can say from my own personal experience; I have at least 4-5 people reaching out to me everyday wanting to meet me or speak to me. While I try speak to as many of them as possible, I do not manage to meet everyone. But I always meet people who are referred to me by my friends/ clients/ colleagues/ etc.

What this means is that you should have been actively networking before you needed to look for a job. You should be reaching out to all the people you know when you are looking for a job (and you'll be amazed at the number of people you know, if you sat down and made a list).

And don't stop at just telling them that you are looking for a job. You'll be far more effective if you could tell them specific things they could do to help; and you'll be surprised at the number of people who are willing to do their bit! (that's assuming you've been building up your quota of good karma over time! :) )

2. Begin before you need to begin :

This would be one of the most important pieces of advice for people who are in leadership positions.
It pays to be connected with other leaders in your industry. It also goes a long way to be connected with the hiring managers and search consultants in your market/ sector. And there are many ways to do this, but that would be the topic of another post.

The key is to be well-connected with the relevant people so that people keep talking to you about opportunities, even when you are not actively looking for one. Do not reject these opportunities outright. Engage with the people who are reaching out to you, understand & evaluate such opportunities and if you are clear that you do not want to make that move yet, help them with references of other credible professionals you know of.

There is nothing more powerful in the world of hiring managers and search consultants than a good deed! These good deeds will come around and bail you out when you are actively seeking a job.

3. Meet people :
In today's world, technology allows us to connect with people around the world without leaving our desk. And this is the reason why most people, when searching for a job, are shooting out hundreds of mails and messages with the hope of landing one.

But nothing is more effective than a face-to-face meeting. (Remember how easy it is put off a person trying to reach you over the phone, than someone waiting for you in the meeting room outside.) Use every opportunity to meet people. Start with your own friends, acquaintances and ex-colleagues. This adds a completely different sense of purpose and seriousness to the whole exercise and the people you meet would be far more inclined to act on your behalf and make that all-important reference introduction.

4. Meet friends of friends :
Use a simple sales-person technique to significantly improve your chances of meeting people most likely to be able to help you with your job-search. Ask every person you meet to give you a few references! You could ask them to do a telephonic or email introduction and then follow it up with a request for a meeting.

Its the simple law of exponential growth. You'll be amazed at how quickly and widely the net spreads!
But while this is happening, it is important to keep track of all the connections. Note all the introductions made and the referee and follow up with all the introductions to their logical conclusion.

Remember to thank the people who have given you the reference.

In fact, remember to thank all the people who have helped you in your job-search exercise! These are 'brownie points' you earn, the good karma you accumulate.... and they will again come to your rescue some other rainy day!

When it pays to be passive!

Most of us through our professional lives have been oriented and rewarded by being aggressive or assertive or actively pursuing our goals. Initiative and enterprise is always appreciated and these are considered to be wonderful traits in any true-blue professional.

But unfortunately these very same traits become counter-productive when you are a job-seeker.

Let me explain.

Image courtesy : http://launchpadu.com/2011/07/the-hidden-job-market/

When companies are looking to hire senior executives they tend to be biased towards professionals who are not actively looking for a change. I am not sure if it has to do with human psychology, but hiring managers tend to be somehow wary of people who are actively hunting for a new job. And this is also how search consultants view active candidates vis-a-vis passive ones.

They prefer to believe that they searched the market, identified some solid candidates and wooed one of them to finally come across and join their organisation. And if they come across a candidate who is as competent and with the necessary pedigree, sills, experience, etc., but who is actively looking for a job they somehow tend to rate him a few notches lower than the previous category of candidates.

Somehow the assumption is that the active job-seeker might be enthusiastic about the opportunity because she needs a job at this point of time, and therefore might not be the best choice for the job.

So what do you do if you are an active job-seeker and are genuinely interested in this particular opportunity? Here are a couple of points to keep in mind :

- Never come across as being over-enthusiastic or eager about the job.

- Communicate a clear logic and reasoning for being interested in this opportunity and what you would be bringing to the table.

- Try to get someone to sell your candidature for you; be it your referee in the company or the search consultant.

- Do not follow up too often directly with the company representatives; it is advisable to follow up with your referee or the search consultant.

- And finally remember, if they need you as badly as you need this job, they will pursue you!

And what if you are a hiring manager and you are evaluating active and passive job-seekers for a position?

- Keep in mind that an active job-seeker could possibly be a better fit for the role than the passive person you are wooing. It would serve you best if you keep aside your bias during the evaluation process.

- Try dig deeper and understand why the person is looking for a change. Why is she keen on the company and this opportunity? Do some referencing and enquiries on your own.

Sometimes being a little aloof and playing 'hard to get' (without being rude or obnoxious) makes you a lot more appealing and valuable to the suitors out there! (Sounds like dating advice? Well, you'll be surprised at the similarities. Maybe its time to discuss your pre-nuptials! :) )

Your call is important to us!

Photo credit : Ambro

Our first interactions with a search consultant or a hiring/ business manager in a company is through a phone conversation. Many of these conversations are the usual connecting or following up or discussing specific details, but often these conversations also tend to be part of the formal interview/ selection process.

And because its a phone conversation many of us tend to under-estimate it and do not accord it the seriousness and important it is due. We assume that we are good at phone conversations, that we do not have to dress formally, travel to the company's office, etc. and therefore we will be able to wing it comfortably.

But we could actually mess up the conversation and blow up our chances of moving to the next stage. A good phone interview can make all the difference between moving to the next round or losing out an opportunity of joining your dream company.

Here are a few tips on how you could ensure that your phone interview is a success :

1. Scheduling :
- ensure that you schedule the phone interview at a time when you know that it would not clash with any other appointments
- try schedule it when you are at home or in office and not while you are on the road, especially if you are driving
- ideally you could try do the phone interview over a land line so that there are no issues of dropped calls, poor signals, voice quality, etc.

2. Background preparation :
- the advantage of a phone interview is that you can refer to documents or websites while speaking on the phone
- use this advantage to keep background data on the company, the interviewer and your own resume accessible so that you could refer to them when you are on the call

3. Right ambience :
- if you are at home during the call, try find a quiet corner where you will not be disturbed by family member, pets, visitors, etc.
- switch off the television & stereo; mute the phone so that other calls don't disturb you during the interview; switch off call-waiting on your phone for the duration of the interview
- ensure that someone will answer the door during the call; if you are alone it is advisable to switch off the bell or to leave a note at your door asking people to return later

4. Conduct :
- it is acceptable to take some time before responding; this allows you to think through your response and refer to data if required
- keep your responses crisp and articulate clearly (doing a practice call with a friend/ mentor is advisable; you'll be surprised how we sound to people when we are trying to speak formally on the phone; this also helps us become aware of the 'aahs' and 'hmms' in our conversations)
- some people prefer pacing while speaking on the phone; but if you are seated at a table you could refer to websites and documents during the call
- body language makes a difference even in a phone interview; smiling during the conversation actually translates into a positive state of mind and better interactions

5. Follow-up :
- after a phone interview it is a good practice to send an email to the interviewer thanking them and also checking with them if they would like any additional follow-up information from your end.

Phone interviews are a critical part of the selection process and I hope these few tips go a long way in your acing the interview!

Do you have any questions related to this topic? Or do you have any suggestions/ ideas you would like to contribute? Add your comment to this post or write in to me at ckguruprasad@gmail.com.

Resignations are like divorces! Or, are they?

Resigning from your job is like going through a divorce. Some might argue about which one is tougher. But that is not our topic of discussion today.

Some senior professionals are resignation veterans and have no trouble going through the process without much trouble. But for most others the entire process can be a stressful, emotional and sometimes traumatic experience.

Here are a few tips on how you could smoothen this entire transition out of your current company.

1. The resignation letter - this is the first step that triggers of the entire process. In most cases it is advisable to have a chat with your manager/ boss about your decision before hitting them blind-side with an email resignation, especially when you or your manager is on a vacation!
(More on this in the next post!)

2. Preparing for the reactions - this is something that most people are least prepared for. There are a wide range of possible reactions that you could come across. And it helps to be mentally prepared for them.
Some of the possible scenarios could include :

a. Extreme displeasure - this catches most people by surprise. The reactions could range from being immediately escorted out of the building by security, to a verbal lashing by the manager, to cold hostile treatment by the entire team, to outright refusal to help with your resignation.
Some managers would even go to the extent of trying to jeopardise your move by speaking to the people in the company you are moving to.
These reactions can never be planned for and can be traumatic if you were not expecting them.

The best way to deal with such reactions would be to
- inform the hiring manager in the new company so that they are aware of the situation
- exit as quietly and as quickly as possible
- not get locked into a verbal/ mail duel with your manager/ colleagues
- take legal advice if contractual obligations are not being honoured or if statutory requirements are not being addressed eg. relieving documents, sign-offs, etc.

b. Emotional blackmail - this is usually witnessed when you have been with the company for a significant period and have built strong relationships within the organisation, especially with the senior management.
You are suddenly made to feel guilty about abandoning the company mid-way; and you are also told about how critical you are for the company's future and how the management has a lot of plans for you and your growth in the company.
Handling this is completely a personal choice. But if you are very clear about moving on then it is best to stand your ground firmly and handle the pressure gracefully and sensitively.
You could best demonstrate your appreciation and concern by helping plan and execute a smooth transition.

c. The counter-offer - this is a common response to most resignations, especially if you are a critical resource for the company.
There is no right way to respond to a counter-offer. But the most important point is to be appreciative of the overtures and to deal with the entire exercise in a sensitive manner so that people are not offended or hurt.
If you are very clear about moving on, then it is best to be upfront about it so that you do not get drawn into multiple discussions on the counter-offer which will only leave the current employer feeling offended and rejected.
And if you want to accept the counter-offer then it is best to inform the new company and the hiring consultant as at the earliest possible.
It is important to keep a few points in mind during this entire process :
- why did your company wait for your resignation to make you the counter offer? Does it mean that you were not able to establish your true value during the appraisal process? Or does it mean that your company doesn't value its employees adequately?
- will your acceptance of the counter-offer cause resentment among the management and your peers? Will they feel arm-twisted or black-mailed? That could then reflect in the way you are treated in the organisation.
- will the hiring consultant/ company feel that you were never serious about joining them and only used their offer to negotiate better terms in your company? This could affect your credibility in case you would ever want to go back to the consultant/ company.

d. CYA tactics - this is also a typical reaction if your current manager/ superior feels that his/her credibility with the management would be affected or that his/her performance would take a hit because of your resignation.
Your resignation has now created a problem for your manager which he/she now has to fix. A replacement has to be identified and the performance gap has to be filled.
He/she also, most likely, has to explain or justify to the management about your decision. And it is far easier for them to explain your exit if they can present you in poor light. Which usually explains the nit-picking and fault-finding with your work during the notice period.
There is not much you can do here, except staying calm and working on an agreed list of deliverables before your last day. It is important for you to ensure that you also get an agreement on the items to be delivered by the company and ensure that you get a closure on these items.

e. Balanced acceptance - this is one of those rare things that happen to a few people whose stars are aligned and who have built up considerable good karma! Here the manager/ superior understands that you have made up your mind and gracefully lets you leave after a quick transition.

3. Serving the notice period - during the notice period you should keep a few points in mind.
- make sure you do not bad mouth the management, company, managers or peers
- stay focused on leaving on a good note
- agree with your manager on how you would go about informing your colleagues and clients
- give a balanced and honest feedback during your exit interview
- make sure that you have made a list of paper-work to be completed and get it completed

I realise that there are many more aspects associated with a resignation. Divorces are never simple or easy. But thinking through your resignation and being mentally prepared for different scenarios would definitely help in smoothening the process.

Please send in interesting or traumatic resignation experiences that you would like to share. Also let me know if there are any other aspects of the resignation process you would like me to cover in my next post.

Avoid 'shot myself in the foot' disease!

I was recently meeting some candidates for a fairly senior-level position in a client company. One of the candidates just didn't show up for the meeting. This was after some mail exchanges, a confirmation mail and a calendar invite sent from my side.


Image: Phiseksit / FreeDigitalPhotos.net

 After waiting for about 10 minutes I tried calling this person's mobile phone. I was disconnected the first time. When I tried again, his wife answered the phone and informed me that he was 'unwell' and therefore couldn't answer the phone!

Now you would say that it is possible that he was really so unwell that he couldn't inform me in advance nor could he ask his wife to send me a message requesting for a change in schedule. But he well and truly shot himself in his foot by not making any attempts to contact me after this incident to apologise or to request for a reschedule.

He was obviously not interested in the role, but because of the way he dealt with it, he obviously faces a good chance of getting black-listed by most hiring or search firms.

Many senior-level people sometimes tend to do similar serious 'shooting their own foot'. And this can badly dent your credibility and image in the job world. Its a very small world out there!

Here are some things you can avoid doing and save yourself from the 'shot myself in the foot' disease. (Most of these sound obvious, but its amazing how often we see people ably demonstrating them!)

- There is nothing wrong in turning down an offer if you are not convinced about the company or the role or if the compensation package doesn't match your expectations.
But what is a clear 'no-no' is indicating your interest in the role, discussing the offer in detail, negotiating the compensation and then doing a disappearing act! Many professionals go through this process to negotiate a better deal with their current employer without realising the long-term impact of such actions on their credibility in the job market.

- And sometimes some job-seekers disappear in a similar fashion, but land up in a completely different company. And the search consultant and the potential employer have been kept in the dark about this possibility. This too reflects poorly on the individual and over time he loses the trust of hiring managers.

- But I think the worst of the lot are individuals who have accepted the offer letter, agreed on a joining date, and have constantly engaged with the search consultant and the hiring/ business manager throughout the process, and then have not showed up on the day they were to join. And they have not given any intimation to anyone about their change of plans! (This is literally like shooting yourself in both your feet!)

Some of the other minor symptoms of this disease include :

- Not showing up for the interview
- Turning up late without bothering to inform the relevant people
- Misrepresentation of information
- Providing fake documentation (eg. experience certificates)
- Bad-mouthing their previous managers/ colleagues/ companies

(This is only a representative list. I would like you to add to this list based on your own experience with people with this disease!)

Nobody understands me!!!

While most people normally tend to take their entrepreneurial leap after spending about 15-20 years in corporate careers, some like me have tended to flow against the tide. I started off as an entrepreneur and only recently moved into a corporate job. Most entrepreneurs I know find it very difficult to get back into corporate life and remain serial entrepreneurs for life.

I recently had two people reach out to me for some inputs and advice. Both had decided to scratch their entrepreneurial itch and now, after marking time in the entrepreneurial wilderness, wanted to get back to the relative comfort and safety of corporate life. But while one sounded completely lost and upset and bitter with his attempt at getting a job, the other sounded far more in control. And therein lies the story for this post!

And here's my version of the entrepreneur's guide to re-entry into the corporate atmosphere without getting burned in the process :

1. Hiring consultants and hiring managers in companies don't see you as demi-gods. It is very likely that they assume you failed at your entrepreneurial stint and are now looking at getting back.

It is important for you to highlight key achievements and specific metrics of your solo flight which they can co-relate with the typical skill-sets and competencies that they are looking for in potential candidates for jobs.

2. Most hiring folk have no clue of who you are and what your claim to fame is. And this is because you dropped off their radars ages ago. And now when you are trying to make an entry with a crash of cymbals and the glare of pyrotechnics in the background, they are not impressed nor are they willing to stick their necks out and recommend an unknown person to their clients or senior management.

During your entrepreneurial stint, it is important for you to network and stay connected with the thought leaders, fellow professionals and your own set of well-wishers and friends in the industry. One effective way of doing this is put together a set of advisors who could help you with valuable inputs for your venture and also double up as a reference group when you are looking to get back.

3. When you approach hiring consultants they are not sure how to slot you and which opportunities would be relevant for you. You come across as a 'jack of all trades, and maybe master of none'!

It is best to position yourself for very specific roles with a focused list of competencies when you approach consultants. It also helps if you define a specific set of roles in a defined list of companies instead of casting the net too wide.

4. You might assume that based on your entrepreneurial experience you would be the perfect choice for the CEO role in most companies. But don't be surprised or get offended when you are politely ignored.

Though the entrepreneurial stint does give you some unique skill-sets it doesn't necessarily make you the best candidate for a CEO role in most companies. There are the issues of scale, culture, processes, politics, etc. And most companies are looking for very specific skill-sets or experience and you come across as a generalist. Long-distance high-precision sniper rifle vs. a 12-bore shotgun, if you get what I mean!

But I have noticed that if you have worked on building your network, built credibility and reputation in the industry, and defined your career trajectory clearly then you have a clear edge over others in the job market!

So here's to a safe re-entry and a happy landing! :)