… doubt, uncertainty and fear

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AND NOW WITH THE BLOG:

They all came to roost this week regarding the employment situation and the coronavirus. We have been inundated with professional candidates who have summarily lost their jobs because their companies want to be sure they’re going to survive.

We have been extremely blessed, because this quarter has been one of the best quarters, if not the best in our firm has experienced in three or four years. Remember, though the candidates we placed this month started their process of interviewing, on average, a month or before they got hired.

if we’re in a recession, and I’m not sure yet, it will be the seventh one that I have seen in my experience. I got into this profession in 1973 in the middle of a recession and just didn’t know any better. (I remember billing a $1440 fee and it was the largest the the company had billed in a year.) I came out of higher education and just plain didn’t know any better. I didn’t know that it was a dumb time to get into the, what was then called, “the employment agency business.”

Our profession is always on the tail end of whatever the economy is experiencing. The people we placed this month started interviewing in the latter part of January and the beginning part of February before all of this mess started. Just recalling the last four resessions, 1986, when real estate, banking and oil and gas all went on there butt at the same time in Dallas Texas, the dot bomb, 9/11 and 2008, I realize that kind of hiring we’ve seen up until recently won’t pick up again until companies out there have more confidence in themselves. Expansion and hiring are not things that companies do unless they feel the economy is stable and growing. Let’s face it, we’ve had 10 years of pretty excellent growth in the economy and we all knew that it was bound to get “corrected” somewhere along the line. That’s free enterprise. We just didn’t think something like a virus would cause it. Life is uncertain!

So, this is all nice theory to talk about, but even understanding it doesn’t help the 68-year-old engineer who got laid off today and called us, not having any idea what to do. I don’t know if understanding this helps the administrative assistant that we placed four weeks ago who got laid off yesterday. I know it’s really easy, but rather glib to simply say “well, just hang in there things will get better.” We all know that things are going to get better…we just don’t know when. And that’s the problem.

None of us have any idea if this government stimulus is going to help us or not, especially in the long haul. Ain’t nothing free and somebody’s got to pay for it down the line. But maybe just the idea that the government is trying to do something to help people out will really help them.

Most everyone of the employers that I spoke with this week are in shock, don’t know what to do and are suffering doubt, uncertainty, and fear. That’s the way it’s always happened. The people who were actively looking for a job full-time, are even more afraid than they were before. The people who have been summarily dismissed are in shock and there will be more for sure.

So, if you’re hiring authority and now have to hold off hiring, try this:

Pray, even if you’re not accustomed to doing it…start

Take massive action to do the things you know to do. Please don’t sit around wondering,              “what if this happens… what if that happens”…etc. it will do you no good to do that

Think about Plan A, Plan B and Plan C… Write them out as best you can

Circle all of your employees and tell them exactly where the company stands, especially                economically. How long can the company go if worse comes to worse. Even if it’s ugly, tell            people that it’s ugly. It’s amazing what people will do if they know the truth.

Only lay off people if you absolutely have to and please do it with grace and style. (I had an          excellent candidate call me on Friday to say that she got laid off by an email. I assure you              either now or later she will go to work for a competitor and she is so mad she will do                    whatever she can to get back at her most recent employer when she can.)

If your job is in jeopardy, be honest about it with others as well as yourself.

Do whatever you need to do, but do gracefully without negative emotions.

Realize that the law of karma states that how you deal with the most difficult times will bless       you or curse you in the future.

Keep praying! (The words of Jim Rohn keep playing in my head: “don’t pray for things to               become easier. Pray that you become better.”)

Be nice to people… even when you don’t feel nice. (I got a call from a vice president of the           company that I try to do business with a few years ago. He got fired last week and he needs a     Job. He may or may not remember it, but I called him a few years ago to see if he could use a       good salesperson. He was terribly rude and laughed in a really smug, condescending manner,     said: “you’re a recruiter? I can’t imagine anybody ever needing a recruiter. I know how to hire     through my network and I’ve always gotten jobs from my network. Don’t ever call me again!”       And he hung up on me. He may not remember it, but I do. He called because he needs a job       and was wondering if I would help him. Of course I will, but it’s hard not to remember how           rude he was.He’s been out of work for six months.)

Be grateful!

 

If you are a candidate that is beginning to look for a job because you just got downsized:

Pray, even if you don’t believe in it… start now

Don’t bemoan the fact that you got laid off and call 10 other people to complain about it.

Make sure you’re going to be able to get a good reference from the people you have most           recently been working for.

Take MASSIVE ACTION… Put a plan together to start looking for a job and really go after it.

Many employers are going to think that they will be able to pick up some great talent that            wasn’t available a month ago.

Make finding a job a job in itself.

Be Grateful

Have faith that this too will pass and we will all be better for it.

One bit of good news… An assistant controller we placed with the company about seven months ago got laid off from that company two or three months ago. The controller called her last week and said that laying her off was one of the biggest mistakes he had ever made and he hired her back! Good things do happen! She’s ecstatic!

 

 

…. the new sheriff in town

So, our client tells us that they have to hire six customer service reps and have them trained by March 15. They told us this two weeks ago. One small glitch was that the new customer service manager had not been hired just yet, but management wanted to get a jump on having a number of people available for him or her once they found the manager. On paper, not a bad idea.

So, the VP tells us to line up as many good candidates as we can so that he can interview them even before the new customer service manager has been hired. He did tell us that once the customer service manager was hired, he or she would have to talk to the people and get the blessing of the new manager. Fair enough!

So, over a period of two days the VP interviews nine people. He tells six of them, on the spot, that they are exactly what the company is looking for. These candidates walk out of the interview thinking that not only did they do very well, that there was a real high probability that they were going to be hired. Having been down this road a few times before we gracefully explained to each candidate that, “It ain’t over till their butt’s in the chair.” We explained that we still had to get them to speak to the new customer service manager whenever he or she was hired.

The new customer service manager was hired within two or three days of the VP interviewing. Not bad! The VP let us know that the new customer service manager would interview all of these candidates via Skype this last week because she had not started her new job yet and of course, for dealing with the coronavirus scare. Again, fair enough!

The new manager was told by the VP about six of the people he really liked and told the new manager to interview them. The new manager interviewed all of the candidates. The new manager was very nice to all of them, very respectful, made it clear what she was looking for in people and did a good job of, at least acknowledging that she was new to the company also and there would be a learning curve for everybody.

These six people were really good. As far as customer support/service people they were actually excellent. It would be very hard to find candidates that were better. The new customer service manager encouraged all of the candidates, but in the final analysis, only hired two of the six people. Four of these people were pretty devastated.

The client has told us that they still need to hire others. Nobody is going to start on 15 March; obviously that has come and gone. In fact no one is sure of the start dates, even though the vice president was pretty adamant about these people being really good. The new customer service manager obviously wanted to put her “mark” on the fact that she was THE MANAGER and was going to make her own decisions about who was going to get hired.

Now, don’t get me wrong, it’s certainly the prerogative of a manager, even a new manager, to do what they think is best. That’s what they get hired to do. But the point is that we pretty much know the market for the kind of people that these folks are hiring and they really aren’t going to hire people any better than the ones they’ve already seen. We’re certainly going to try to help them, but we know that the candidates we come up with aren’t going to be any better than the ones this new customer service manager turned down.

The moral to the story is that whenever a new manager comes into interview with the “finalists” no candidate should ever make any assumptions based on what the previous interviewing authority said. Even if the VP loved all of these people and told them that he thought they were pretty perfect, that new manager is going to try to make his or her authority known by hiring who they like and being relatively sure that they say “no” to at least a few people because, of course, they are a m-a-n-a-g-e-r.

We’re pretty confident that the new candidates we will come up with will be no better than the ones this new manager turned down. Again, a new manager certainly has their right to do that. So, if you are a job candidate just remember that because everyone might just love you, doesn’t mean the new manager will, even though you’re told by a group of other people that you’re “perfect.”

The new sheriff in town can change a lot of things.

 

….. bad breaks with spring break

I’m beginning to hate spring break. And, if I’m correct, this last week was only one that some people took and next week there will be another.

Over the past, maybe 20 years “spring break” has been a part of our society. When I was growing up “spring break” was one day, Good Friday, and instead of going to school, you went to work at any job you could find. If you are out of work and looking for a job I can’t imagine how anybody could even dream of taking a week off, even with your wonderful kids, and miss the opportunity to interview. I know I sound cynical, but twice this week two candidates of mine “went on spring break” and lost job opportunities to two candidates who were here to interview second and third rounds. Each one of these positions paid more than a base salary of $120,000. One of them had the attitude that the company should wait for him to come back from his skiing with his family. The problem was, our client didn’t see it that way. His specific attitude was, “What’s he going away to spring break for, when I think I might want to hire him?” So, he hired another candidate.

Hiring authorities aren’t much better. Two of them, in two different companies went on spring break this week. They told our candidates that they will be back next week and hire them. As of today both candidates took other jobs. Both of these employers are going to be really disappointed come Monday.

So, I’m sure nobody’s going to cancel spring break because of what I have to say. But, if you’re looking for a job, either presently employed or not, I think interviewing is more important than taking a spring break. If you’re an employer and want to run the risk of losing candidates you have in the queue, I guess that’s your prerogative. But this market’s a lot different than it used to be. Good jobs are still hard to find and so are good candidates.

…..lesson from Luka

 This kid is a blast to watch. It’s not only that he is so good…. Probably about as good as anybody has ever been. Only the future will reveal that.

But what makes this kid such a phenomenal player is that he is just out there having fun. He’s laughing all the time, even when he misses. It doesn’t matter that you can argue that he’s better than LeBron was at his age or Kobe. What matters is he’s having fun. He takes what he does seriously, but he doesn’t take himself too seriously. He’s intense, but relaxed.

Now, I know one could say, “Well if I was that good, I could be that relaxed.” One thing about basketball is that all of those players are so darn good, playing against each other, we have a tendency to take for granted how good they really are. But when you see someone that good having that much fun competing you have to just admire it.

A couple weeks ago I wrote about the work ethic of Kobe. Luka obviously has a phenomenal amount of talent, and you got to know that he works his rear end off. But he is still having fun. He laughs and even pokes fun at himself. Now, I realize it’s a whole lot more fun when you win and a person probably laughs more when they’re winning. But even when this kid is losing or misses a free throw, he laughs about it.

So often we get so wrapped up in what we do and take ourselves so seriously. We forget to have fun. We forgot to laugh.

 

…counteroffer mania

Well, I’ve been doing this since 1973 and I’ve seen markets for labor go up and down so many times I probably can’t count them. But when this market is like it is today, and you’re a hiring authority, you better be ready for candidates to accept counteroffers to the job offers that you make them.

Twice this week we had two very senior positions offered to candidates who accepted counteroffers from their present employers. Both of the hiring authorities that we worked with took way too long in the interviewing process. One of them took three weeks and another one took almost 2 months. Each one of them insisted on pursuing only one candidate at a time and, both of them, when they got to a candidate they really liked, wouldn’t interview other candidates as backup.

We try to explain that in this market, a hiring authority should be constantly interviewing even though they think they found the “right person.” But they were phenomenally busy…. Just couldn’t take the time to interview other people… were confident that the candidates they had were going to work for them. Both candidates told both employers multiple times that if they had the chance to take the job they would. Both employers put off making offers for all kinds of ridiculous reasons. Their biggest mistake was that they didn’t continue to interview our other candidates, even though we warned them they needed to have backup. One of them even told us, “look, I just don’t have the time to interview other candidates besides we’re going to hire Jerry. Quit suggesting that I talk to other candidates.”

Well, sure enough, both employers are now back to square one having to interview other candidates. Both of the candidates who were offered jobs took counter offers from their present employers. We had warned both candidates about the disaster of doing that before they got their counteroffers but, of course, they did what they thought was best for them.

It didn’t do any good to rub it in for both of our clients. Saying, “I told you so” or “you should’ve listened to me,” just doesn’t do any good we will start all scratch. We will start all over with them and hope they don’t get “interviewing fatigue” and put the whole thing off longer. Starting all over is really hard to do.

The lesson here is to keep interviewing even if you think you found, “the one.” If the candidates you are interviewing are presently employed be sure to ask them what they will do if they get a counteroffer. (We have scripts available for our clients to use in asking about counteroffers with a candidate.)

Most importantly there are two things. First of all, expect that candidates, who are employed, are going to be offered counteroffers by their present employer. Make sure, if you’re hiring authority, that you get a real good feel for what a candidate is likely to do when that happens. The second thing to do is to move your process along quickly. Time kills deals. The longer a hiring authority drags the interviewing and hiring process out, the more likely the candidate is to not only get distracted by other things and other opportunities but questions the decision-making ability of the person doing the hiring.

I’m not suggesting you hire a candidate during the first interview. I am suggesting that you move the process along quickly. And prepare yourself for the candidate being offered a counter offer. It might be even a good idea to explain to them why that’s not a good idea (we have scripts for that to).

…….. if you are the job seeker, no matter how passive or aggressive please stop:

…. Keeping your voicemail full, so when I call you I can’t leave a message

….. Texting me as though you think I’m on my cell phone all day… I’m not…Most of us that are true recruiters… on the phone all day… aren’t paying attention to their cell phones. They don’t have time

…… Having a third of  your resume taken up with your picture… Your “summary”… your “objective”… stupid bullet points like “great communication skills, both verbal and written”… anything on your resume that doesn’t tell me in a quick SCAN…(NOT read) who you work for, what they do, what you did and how well you did it… I’m going to spend 10 seconds on scanning your resume and it needs to tell me “why would my client be interested in interviewing this candidate?” remember, YOUR RESUME IS SCANNED, NOT READ

…. Having no picture on your LinkedIn profile

… Having your picture on your LinkedIn profile looking like you are trying to get a date

… Having a picture on your profile to communicate anything except “I’m a professional”

… Having circles, boxes, quadrangles, octagons, charts and graphs, maps, instructions on how to put together your kids latest toy…on your resume

… Having your phone number “hidden” somewhere at the bottom of your resume in such small print that I can’t read it

… Trying to communicate with me exclusively through LinkedIn, so that I have to “view message” every time I go to communicate with you. I will stop doing it after I tell you to email me

…. Only being available at certain narrow times during the day

…. Telling me that you can’t come interview with me in my office because you can’t afford to take the time off, but that you’d be willing to take time to go interview with an employer. (I’m not anymore wild about interviewing you face-to-face anymore than you are about interviewing me face-to-face, but I really have to do it if I’m going to represent you well.)

… Not stating your name on your voicemail for your cell phone…. you’ll feel really stupid if three years from now I have an excellent opportunity for you, call your cell phone and, not being sure it’s you, hang up…tell people who call you who you are in your message

….. Having a ridiculously stupid email address that is anything but professional… i’mastud@gmail.com will not get a positive response

… Using an @aol account… you will appear to be old

….  Anything political anywhere… or any political discussion… (Years ago I was on the Dr. Phil Show a number of times with Elizabeth Warren… She was a kook then and she’s still a kook… I’m embarrassed that she is an Okie like I am, but I don’t discuss it… At least I was born in Muskogee and, yes I’m an “Okie from Muskogee.”)…. Yes, I can get away with this because I’m not looking for a job

… Telling me that you really need a job and then not returning my phone call

…. Not telling me that you found a job while I’m trying to get you interviews… No problem, but please just tell me

…Going totally silent when I tell you I have an interview for you…and then when you need me 3 years from now, calling me and acting like w’ere old lost cousins… best of friends, etc.

…Being extremely rude to me when you are an employer and then, of course, drastically changing that tune when you need a job. (Of course, I’m never going to say anything about it, but I do remember it.)

 

…so, what’s the market like?

I get this question especially at the beginning of every year. I’m on the phone four and a half to five hours a day making and receiving more than 100 calls to candidates and employers and I gotta tell you that the market is, as Jim Rohn used to say about what the future is going to be like, “just about the same as it’s ever been…It’s up… and then it’s down.”

People have a tendency to think that since the unemployment rate is so low that there are all of a sudden 100 jobs that they will automatically qualify for. We had a candidate a month or so ago who had been selling insurance for the past few years come in and tell us that he wanted to make $100,000 selling software, “because, I hear the market is really hot and that people are really hard to find.” Oh, brother!

From a candidate perspective, there are more opportunities out there than there have been in the last few years. But employers are just as careful and just as picky as they’ve ever been. They may not have as many people to interview, but they are still in the mode of, “what are you going to do for me today?” Every candidate is going to have a challenge in the interviewing process. And they still have to interview very well. They have to provide really good reasons as to why they ought to get hired.

There has always been a tendency for candidates, no matter how often they change jobs, to think that the work world can’t live without them and that every company out there in the universe would like to hire them. They have absolutely no idea how difficult it is or how long it will take. Their spouses, relatives, the people they work with and most everybody they know are always telling them how wonderful they are at what they do (… for all kinds of different reasons) so they think the rest of the world thinks that too. They don’t! There is still at least 12 to 15 qualified candidates for every opportunity and candidates need to be aware of that. The idea like the insurance salesperson had, of “where’s my job?” just isn’t real. It never has been.

From the hiring authority point of view, they are as relatively unrealistic as they have always been no matter what the market or the economy has been. There is a tendency to think that, “we are absolutely wonderful people to work for and everybody in the world wants to come to work here.” There is a tendency for hiring authorities to think that just because they have a job opportunity they can hire just about anybody that they want to for the same money that they were paying two or three years ago (that same money that they were paying the person that just left).

We spend a lot of our time trying to set expectations for our hiring clients. We try to explain that the market isn’t anywhere near what it used to be when they hired the last time, that they aren’t going to see as many candidates as they used to by just snapping their fingers and if they drag interviewing out over any length of time the number of them is much more finite and they can easily come to the point where they aren’t getting any at all. (We have one national client who has been looking for their only national account sales rep in Dallas for 18 months. The CEO is, by many standards, ridiculously picky as well as mercurial. The word on the street is so derogatory it’s hard to even get anybody to interview with them.)

And on top of all this, many companies are still stuck with the same salaries that they have been paying the other people in the department, which are usually 3 to 5 years old. Candidates are seeing salaries greater than that and expecting increases from the jobs they are leaving or the jobs they had. This is probably one of the biggest challenges we and our company clients have. Whenever the economy advances at even a reasonable pace, the salaries candidates expect increase also. So, if a company has a whole department at salaries they hired them in at 3 to 5 years ago, even with generous raises, they are still behind the times.

And please don’t give me that stuff (like Perot Systems used to say they insisted upon) that, as a policy, people are not going to discuss their salaries or earnings. That’s about the dumbest thing any group of managers should expect from anybody. And, yes, the nightmare of present employees coming into a manager’s office complaining that the company just hired somebody in their same job for $5,000 a year more is a reality. To avoid this problem many companies simply lower the amount of experience or quality of experience of the candidates they interview and expect to hire.

So, candidates have more of an advantage than they had three years ago. Employers have a harder time finding good candidates than they have before, they have to pay more and they can’t take as long to hire people as they used to.

It’s up… and then it’s down!

 

 

…the power of BAD and the job search/hiring process

The Power of Bad…How the Negativity Effect Rules Us and How We Can Rule It …This is a great book written by John Tierney and Roy F. Baumeister. It points out that the majority of people look for the “bad.” They claim and prove that “bad is universally powerful!” They bring up the phrase “the negativity effect.” They go on to prove that we are much more conscious of negativity then we are of positivity. They reveal the “negativity bias” and prove that bad is much stronger than good. They point out that 80% of the people who are exposed to a terrifying event do not experience posttraumatic stress syndrome. But we emphasize the 20% that are negatively affected. They point out how the power of bad inspires virtuous behavior and why hell is such a common believe in religious practice.

They cite the fact that our fine-tuned sense of bad is debilitating. This is the power that governs our moods and guides our decisions. It drives news and shapes public discourse. Even though the past quarter-century has been extraordinarily peaceful by historical standards we think we have witnessed more battles and bloodshed than ever before. The rate of violent crime in America has plummeted but most people think it’s gone up because we see so much of it on television and in the the public media. The steady diet of bad news makes people feel helpless and therefore negative.

The truth is that we are richer, healthier, freer and safer than any of our ancestors could ever hope to be yet we don’t enjoy our blessings and we think we are in terrible shape. The authors say that we prefer to heed and vote for the voices telling us that the world is going to hell. (Here’s an interesting side note. They cite the fact that the number of people killed worldwide by Al Qaeda and ISIS and their allies in the past two decades is smaller than the number of Americans who died in their bathtubs. But as the authors say, we see victims of terrorism over and over on the screens but not victims of bathtub accidents.)

I could go on and on, but I’m sure you get my point. It is an absolutely fascinating book and it proves that we have a tendency to look for what the authors call the “crisis crisis.” So, you ask, what does that have to do with interviewing and getting hired?

Well, here is what it has to do with the interviewing and hiring process. Interviewing authorities are going to look for more of the negative in your candidacy than they are going to look for the positiveI can’t tell you the number of candidates that I interview weekly who come out of interviews thinking that they absolutely nailed it. They claim that they did an absolutely phenomenal job and that everything went just about perfectly. And then I talk to the interviewing or hiring authority and they mention some very small part of the conversation and use it to cast doubt on the candidate.

Just this week, one of the Presidents of the firm I sent a vice president candidate to said to me, “You know we talked for an hour and a half and I really like the guy. I like everything about him. I like his mannerisms and I like the way that he would get along with the people that work here. I like his accomplishments and I think from a character point of view he would fit into our company really, really well. But, you know there was something I really didn’t understand. Back at one of those jobs that he had, I think he said that they brought somebody in over him. Now I’m not really sure what happened and if that’s true. But why, if he was the vice president of sales, would they bring somebody in over him if he was doing a really good job. So, it made me wonder, maybe he’s not the leader that I think he might be. I mean…if they brought somebody in over him…why would they do that? I think I understand that’s what happened.”

One hour and a half’s worth of positive exchange and the president was concerned about something he thought he understood and began his negative bias concerns. It turned out that he totally misunderstood the candidate and the other person that was brought in the company was brought in for a totally different reason. The candidate, apparently, didn’t explain that very well. The candidate has not had a chance yet to explain it clearly to the president of this company.

The moral to the story is that both candidates and hiring authorities need to be aware of the “negative bias” syndrome that we all have a tendency toward. Hiring authorities especially are just plain afraid of making a mistake. There is a big tendency to look at and focus on all of the negatives. Candidates have a tendency to focus on all of their positives not realizing that the hiring authority or interviewing authority is going to lean more toward remembering and over emphasizing the negative issues. In this case, one slight misunderstanding is now a hurdle that the candidate has to overcome.

If you’re a job candidate you need to analyze everything you say in an interview and everything you’ve done in the past and ask yourself if it can be a topic of negative bias. Some of the things many candidates think are absolutely positive turn out to be the very things that cost them the job.

Remember… the power of bad outweighs the power of good. It does no good to curse this issue. Both sides of the desk need to be aware of its impact.

….mamba lessons

like many of the people in the country, I mourned Kobe Bryant’s passing this week. He’s the same age as one of our sons who played basketball at LSU and successfully played 10 years overseas.

But always struck me about Kobe was his work ethic. Many of you may not know it, but what if we all worked like and practiced like Kobe: and

  • He’d show up to practice at 5 AM and leave at 7 AM…. In high school
  • After practice he makes some of his high school teammates play one-on-one games to 100
  • Once with the Lakers is coach found the 18-year-old Bryant shooting in the dark gym two hours before practice
  • he was always the first player in the gym even when he was hurt
  • when he broke his right wrist, while it was in a cast he would practice dribbling in shooting with his left hand
  • he once played left-handed because he injured his right shoulder
  • He even practice without a ball
  • he once held a workout from 4:15 AM to 11 AM refusing to leave until he made 800 shots
  • he was all about improvement, even in the tiniest ways
  • he decided to lose 16 pounds for the Olympics in 2012, citing the need to keep knees pain-free
  • he scored 81 points in a game
  • he iced his knees for 20 minutes three times a day and did acupuncture so he wouldn’t get hurt
  • he eliminated sugar from his diet and only a lean meat
  • he used to watch film of himself at halftime
  • he went through super intense workouts on game days
  • he taught himself to play Beethoven’s Moonlight Sonata on piano by ear
  • he co-called business people and entrepreneurs to learn about them and their secrets to success
  • he texted business leaders at all hours of the day… Even 3 AM to pick their brains

What if we all worked like that. How successful would we all be?

When Kobe met God, and God asked him, “Kobe, I gave you all kinds of gifts. Did you use them to the best of your ability?” I’m certain that Colby was able to say, “yes, God. I did.”

So the lesson is simple. Life is very short! And, when God asks us if we really used all the abilities that he gave us, what will our answer be?

….. forget the trendy look

This is especially for guys, but you gals can listen up to. It is short and sweet:

WEAR A DAMN SUIT TO AN INTERVIEW….

SHAVE (in spite of what you think and what the trend is, that fuzz on your face looks stupid)…

POLISH YOUR SHOES. Ladies, follow the same appropriate advice.

Dress like you are going to the bank to borrow $1 million.

Three times this week I had three candidates, what were really good for the respective jobs I was referring them to, get eliminated because of the way they dressed and the first impression that they didn’t make. One guy wore a plaid sport coat over a blue shirt with dark gray pants and a T-shirt under the blue dress shirt. Along with the fuzz all over his face, it totally turned the hiring authority off before they got started.

I don’t care what the trend is, I don’t care what your spouse thinks looks cute…like your bow tie or your wraparound dress exposing your cleavage… a hiring authority isn’t going to like it.

It’s amazing that I even have to write about this. But three good candidates lost before they even got in the game.