…don’t be cheap…remember this story

…i call my client and present a excellent candidate…my client starts laughing and say, “oh, yea i know him..no way…yea, his background is perfect but i wouldn’t hire him on a bet..”

so, i say..”can you tell me why?”

he says…”yea…after i got out of college for a number of years i was a bartender at a very upscale restaurant in dallas…i got into this company seven years ago…but i tended bar before that…”

“this guy you sent me use to bring clients to our place…spend lots of money buying drinks and dinners for them as well as lots of his different women…but, no matter how well we treated him, he would hardly ever tip…i mean hardly ever…and when he did,  it was an insult…we hated to see him come it…all fancy and a big shot…but didn’t treat us right…”

“so, i figure he’d mistreat others when he didn’t have to be nice…so i’m going to pass…he’s an empty suit…won’t hire him”

…lesson speaks for itself

…”i’m very interested”

…this is sooooooo weak …and it is the last idea most candidates give a hiring authority…

mamby-pamby…has absolutely zero impact…if that is the best emotional effort you can express to a hiring authority…go home!

your competition is gonna eat your lunch…

try this: “your opportunity is an excellent one…you should hire me because ………(and if you can’t think of two or three short, compelling reasons to be hired, you don’t deserve the job)….what do i need to do to get the job?”

even if you may not want the job…you have nothing without an offer…

i had a candidate that was simply “practicing” this technique with one of my clients..he didn’t think he wanted the job even if it was offered…

he got the offer…$42,000 MORE than what he was making for a salary…not bad..especially in this market he took the job! 

…why i don’t like ‘objective’ on your resume

…employers and hiring authorities don’t care what your objective is…they don’t care about what your goals or objectives are…they don’t care what you want….

they care about what they want

so, most objectives describe what the candidate wants…they are usually written with global language that means nothing..they don’t get read by a hiring authority and if they do, most of the time, it will eliminate the candidate..

your resume should explain what you have done, who you have done it for and how successful you have been…it should say…”i have done a great job for my employers in the past,so i will do a great job for you”

what you want should have nothing to do with your resume

go look at the objectives on most resumes…you’ll see what i mean…

..download my resume…go to my linkedin profile

i get candidates that send me a cover letter, telling me how good they are…fair enough..bu then, instead of attaching a resume, the want to get fancy and tell me to go to their website and download their resume…or to go to their linkedin profile and view their experience..

DON’T DO THIS….hiring authorities and guys like me who get 100 resumes a day, don’t have time to go to another website or to a linkedin profile and download information…there are simply too many resumes..

now, a few years from now, when there are more jobs than people…and it will come.. ( i remember the mid 70’s, late 80’s, late 90’s when people could get a job without a resume) you can tell hiring authorities and recruiters to download your resume or go to your linkedin page…but for the foreseeable future, send your resume the traditional way..

the other day i got a “power point resume”…a well put together power point presentation…unfortunately, it did not contain the candidates contact information and it was a mess when i printed it out….don’t do this either

…DWI’s, bankruptcy, misdemeanors and felonies

not a week goes by that some candidate represented by our firm reveals one of the above just about the time they are going to get a job offer from one of our clients..

most of the time, these issues stop the offer..sometimes they can be worked around by the hiring authority and the company…but they are always  problems

unfortuantely felonies are almost always insurmountable…in professional positions, only once in 36 years have i had a company hire a candidate with a felony in  their recent past..

the empathetic part of me realizes how sad this might be…but the business side of me realizes why companies can’t run that risk..

now there are some jobs that a felony may not make a difference…our firm doesn’t know where they might be..

DWI’s and misdemanors can often be explained and overlooked by some firms…but it is hard…i suggest people get an attorney to find out how, if enough time has elapsed, these records might be removed from a persons public background..

if you aren’t sure of what is on your record, run a background check on yourself…for around $40, you can see what most employeers will find..identity confusion other odd things do happen…you need to know..

if there are some of these issues in your background, i’d recommend discussing them with the hiring authority if you think you are going to be a finalist for the job opportunity..

don’t be angry or try to justify how you were “wronged”… it won’t work…be remorseful, appolgetic and have an “how can we work this out” attitude..

if a company simply can’t work around the issue, be graceful and understanding…

banckruptcies are a bit different…some companies don’t care..others might…we had a banking client that refused to hire one of our candidates because of  a previous bankruptcy… they really wanted to hire the candidate but they had just fired an officer for embezzlement…they couldn’t take the chance

as with the other issues..if you think it will have an impact on your getting an offer, bring it up toward the end of the interview cycle.. 

….explaining the ‘stop gap’ job

this is tricky…when you have taken a stop gap job and it dragged on longer than you ever intended…like six months or so, you are now going to have to explain it to a hiring or interviewing authority

do this carefully and humbly…

do not justify the job flipantly by saying something like, “hey, i had to do something to put bread on the table…can’t blame me…now the market has changed and i can do better…i’m ready to leave”

that tells an employer that you would do the same thing to them…when the market gets better..no, no…

the way you explain it is like this, “well, i never intended for this job to last so long…it was meant to be a stop gap to put food on the table…however, the people were great and very nice and it seemed to go on a longer time…”

“it really isn’t a career for me and it has dead ended pretty fast…i am not growing personally…they are aware of my situation and understand that i really need to get on with my career with a very challenging opportunity as this one..”

say it humbly..then drop it…ask a new question

…so stupid you won’t believe it

…good candidate..looks like a good track record…i placed him 10 years ago…looks like he has done well since..

he calls…i get him three interviews…one of my clients really likes him…brings him back for follow up interviews…he does well…going to the regional VP for final…

one of the interviewing authorities decides to find him on linkedin…fair enough…my candidate has two differentplaces that he has worked at in the past two years listed on his linkedin profile than is on his resume…

this is so dumb, i couldn’t even make it up…but it is true..

obviously, they drop him…so do i…even after 36 years of doing this, i still find people doing things that is simply can’t believe


we had a candidate today that simply casually walked off her job ’cause she just didn’t like the environment…or maybe it was the boss…or maybe she said  didn’t like the people she worked with an more…she gave no notice…just told her boss it wasn’t working out and she was leaving..

at any rate, she had been there two years and figured it was simply time to go…left the job as casually as you and i would go to lunch…oh, well…

that was six months ago…she has since been evicted, loosing her car, moving in with family…beside herself about not being able to find a job..mad, angry, upset, sad and depressed

where are people’s heads…do they think that it can’t happen to them…she can’t believe she simply casually walked off that job…she even tried to get it back…now, why would someone hire another back who walked off the job…

…too late for her, but in this market you can’t be that clueless…

…terry mcdonald got a job

…terry…the last guy i worked with on the dr.phil show…see the video on the blog pages…well, he got a job on friday…nine months almost to the day after being out of work..

terry kept trying…went after everything that moved…kept interviewing and inteviwing..setback after setback…but he kept trying …

he simply followed the instructions in the Job Search Solution Program….and kept doing what he needed to do and got a job…OK, less money than he was making a few years ago…but he go a job..

lesson: …it’s out there…the job you need..you need to keep trying and trying and trying…but it’s there

don’t quit…don’t ever quit…

…the ‘stop gap’ job

i’m  asked every day about the wisdom of taking a ‘stop gap’…’put food on the table’ type job..it is a very tough question..

on the one hand, folks need to eat…you can’t blame someone for doing what they have to do by taking a ‘get by’ job and continuing to look for a more professional job commensurate with what they had before…

here are some challenges with a ‘stop gap’ job…even if you can find one…

they get in the way of interviewing for a better job…can’t tell you how many times a candidate has said to me, “well can you change the time of that interview, tony…i  have to be at my ‘get by’ job then”…

interviews…good interviews are hard to come by…OK…but the last thing a candidate wants is to miss one because of a job they aren’t going to keep, but have to in order to put bread on the table..it is frustrating and…if it happens too often, most recruiters won’t run the risk of getting this candidate an interview, only to be told that the candidate “can’t make it” because of their ‘stop gap’ job… there are too many qualified candidates that are looking for a job on a full time basis..

another challenge is that candidates start comparing a good job opportunity with their ‘stop gap’ job…they’ll say things like..”well, i’m making almost that much now in this ‘stop gap’ job…so if i can’t get more than what i was making in my last real job, i’ll keep this one until i find exactly what i’m looking for…” or they get picky about the location of the better real job interview, or the kind or size of company or all kinds of other things that keep them from interviewing…

a ‘stop gap’ job often creates a “fear of success” mentality… it happens when the candidate sets their sights so high about the real job they want, they never can seem to find it, because they get unrealistic about what kind of jobs are really available and they become so comfortable with their ‘stop gap’ job they use it as a crutch…they are always going to try to find a “better” job that only exists in their imagination… they never really have to leave their ‘stop gap’ job because they can’t find what they really want in a new job…

‘stop gap’ jobs e-l-o-n-g-a-t-e into months …even years…it is hard to convince a hiring authority that you are serious about your career when you explain that you have had your ‘stop gap’ job for eighteen months r two years…

this happens a lot…it isn’t intentional…candidates take these kind of jobs with the intention of leaving for a real job…but time passes and all of a sudden they see that they have been on the job eighteen months or two years…now they really have a ‘gap’ in their professional resume…it is really hard to explain…and most hiring managers, forgetting how difficult this market is, won’t believe that the candidate was really trying to leave the ‘stop gap’ job… 

 one tip is to take a ‘stop gap’ job that allows a lot of daily time to interview….an early morning shift at Starbucks…an evening gig as a waitstaff person at a local restaurant…even a night shift janitorial job…anything that leaves you free during the day to search for a full time, professional job…

take a ‘stop gap’ job if you must…but be aware of the challenges