Category Archives: employers

…the ‘other side of the crazy coin’

Last week I wrote about some of the crazy instances of what people do from both the candidate as well as the hiring authority situations. There are lots of folks that also do it right:

  • The candidate who presented a 30 – 60 – 90 day plan of what he would do in the first three months of the job if he got it.
  • The candidate that had called the competitors, dealers and customers of the company he was interviewing with. He also called previous employees as well as some present employees.  He had taken excellent notes and offered a “report” to the hiring authority. (The hiring authority said it was so well done that he sent it two levels up in his company.)
  • The candidate who sold his features, advantages and benefits so clearly that the hiring authority said it was the best presentation that he had ever seen.
  • The candidate who ended the interview by asking the employer, “Have I made it clear about my experience and abilities… Do you have any questions that I might need to clarify? How do I stack up with the other candidates you’ve interviewed?…and ..What do I need to do to get the job?” (he got hired!)
  • The candidate who was persistent enough with the hiring authority that, even though he was told that he came in third in the initial interviewing process, kept calling the hiring authority, sending him emails as to why he was the best candidate they could hire. The hiring authority got tired of the first two candidates putting him off and not being enthusiastic about the job, picked up the phone and simply hired the candidate who wanted it most.

And a few hiring authorities who also do it right:

  • The hiring authority who interviewed for candidates on Monday, had two candidates back on Wednesday to go through a number of interviews in the company and hired one on Friday.
  • The hiring company whose managers who did the interviewing (all four of them) asked the same questions of all of the candidates (all four of them) making it very easy for all of them to compare the quality of the candidates and have a clear system of hiring and everyone knew.
  • The vice president who called every candidate back, exactly as she said she would. She gave them excellent feedback on how they interviewed and, for the ones she was not going to pursue, let them down gracefully. She kept the door open for two of the candidates on down the line.
  • The hiring authority who admitted that he wasn’t exactly sure what he was looking for and admitted it. He simply asked us to send him the five best candidates we had and he will interview them, relying on our judgment, since we see so many candidates and have a better comparison than most any hiring authority.

People might be crazy, but sometimes they overcome their own craziness and manage their business competently.

….the “team interview”…(for the employer)…”if you were an animal, what would you be

“Well, Tony, we’d like to have your candidate in for the ‘team interview.’ We always have the ‘team’ interview the candidate we think we’d like to hire to make sure that everybody will get along.”… kumbaya!

Unequivocally and indubitably, this is the biggest crock of crap that I hear as a recruiter. What this really says is, “I really don’t have the guts or the courage to make a decision on my own, by myself, as an intelligent, wise businessperson or leader. I need to rely on the opinions of other people to help make a decision that I ought to be making by myself.”

Now the truth is, I really never hear this above statement. What I hear is, “Well, we like the group to help out here, because, you know, they all have to get along, you know, they all have to be together, you know, so, we think it’s a good idea that the ‘team’ get a chance to decide whether or not they like them and whether or not they can live with them.” It’s the most exorbitant form of passing the buck that there is in business. It provides a hiring authority the chance to spread the decision around the company so that if the decision to hire someone doesn’t work out, the hiring authority can always claim that the ‘team’ helped make the decision and they were just as poor at the decision as I was.”

Now, don’t let me be taken totally out of context. It is not a bad idea to have one or more people in the company interview a candidate. I’ve always recommended, however, that it should never be more than three people (including the hiring authority) and those people should only be folks whose livelihood depends on the performance of the person being hired. But I do not recommend a group.

The major problem with the group interview setting is that all of the people in the group are just as concerned about being “impressive” with the peers in the group as they are in trying to qualify the candidate. The interview becomes political. People are more concerned about how they appear to each other than they are about the qualifications of the candidate. This puts a candidate in even more of an awkward position. There are two levels of conversations going on.

The group interview becomes a “popularity” contest rather than its purpose of qualifying a candidate’s ability to do a job. If you’d like to find out what all of the people or any of the people in your organization might think of the candidate (which is again, kind of silly unless their livelihood depends on this person) set up one-on-one meetings with the candidate and all of the individuals you wish them to speak with. It’s really simple.

Twice last week our organization referred two excellent candidates to two clients with very hard-to-fill opportunities. One of these organizations has been trying to find the right person for almost four months. The hiring manager in the “four months old” situation was absolutely thrilled with the candidate. He told us that his search was over and he was absolutely thrilled with the candidate we had referred to him. But, he explained that he had to follow company protocol and have the candidate interview with “the team.” The team couldn’t convene for a one-week period of time. When “the team” finally got together to meet the candidate, one of the members’ cell phones went off three times during the interview and one of the team members had to leave the meeting with the candidate early. The feedback to the hiring authority was that “the team” just wasn’t quite sure of the candidate. As of Friday, the hiring authority was so frustrated he couldn’t see straight.

The second situation involved a candidate who is a 20 year veteran of her profession. Again, the hiring manager was absolutely thrilled with her, but “the team” had to meet with her. “The team” consisted of two relatively senior people and one millennial. According to the candidate, the interview went reasonably well until the millennial, addressing a 20 year veteran, asked her, “If you were an animal, what would you be?” The candidate was so surprised, she started to laugh and said she just didn’t know what to say. After a long pause, she said she just couldn’t think of anything. Needless to say, our candidate didn’t pass the test with “the team.” The hiring manager just didn’t know what to do, so he did nothing at all.

These thoughts probably won’t make any difference with organizations that think “the team” interview is really important. I’ve been doing this since 1973 and I’m absolutely certain that the relegation of a hiring decision to “a team” does not make a better hire.

…getting “Yogi’ed”

For those of you that are not local or Dallas Mavericks basketball fans, the recent development is that Yogi Ferrell, who signed a 10 day contract with the Mavs in January 2017, not only got to stick around but was named NBA all rookie second team after that season. He averaged 10.2 points, three rebounds and 2.5 assists a game and was the only Maverick to play all 82 games last season. The reason he made the news this last week was that after signing a two-year, $5.3 million contract with the Mavs, he suddenly changed his mind and agreed to a two-year deal with Sacramento for $6.2 million. In other words, Yogi, after accepting a job and agreeing to a start date, etc. reneged and took another job. The Mavs got “Yogi’ed.”

How often does this happen? A lot! Very few people really want to talk about it. Job candidates who do this kind of thing justify it for all kinds of reasons… Yogi’s was $900,000 more money. I’m sure that just about everyone would agree that this is a real significant reason, especially considering the “shelf life” of a professional athlete. When most people do this kind of thing, however, the reasons are nowhere near as great. However, they do justify them to as great an extent.

If you’re an employer that this kind of thing has happened to either last week or 10 years ago, you remember it. It is an indelible memory. You hired a candidate, made a big announcement about it, told everyone in the world, proudly bragged about your excellent business decision and then had egg all over your face when your new hire (… the second coming of Willie Mays who is going to revolutionize your company) “Yogi’ed” you by taking another job. You and your company are embarrassed and downright pissed off.

The same kind of thing can happen even after your new employee shows up, works for three or four weeks or even a month or two and then comes in to your office and announces that he or she got an offer from a company they had been interviewing with before they came to work for you and they are going to leave. They will give you all kinds of rational reasons as to why they did this…even things like, “I got a $50,000 raise in salary,” (which is always a lie). No matter how devastated you are, they don’t care and are leaving anyhow.

It does absolutely no good to curse the fact that this kind of thing happens or is going to happen. If it hasn’t happened to you, you either haven’t hired very many people or it’s going to. So, here are some of the things you can do to minimize the damage.

First, whenever you hire someone, give yourself a percentage probability that your new “hero” will renege at the last moment. In other words, not only should you be prepared for it, but you should try to figure what probability there is of it happening. You certainly would be more confident at a 10% probability then you would be a 50% probability. What is the “Yogi probability?”

Secondly, make sure you ask a candidate when you hire them what other kinds of opportunities they are considering and how those opportunities stack up with yours and, especially, why they chose your opportunity over the others. If the candidate says something like, “Well I haven’t heard from one of the opportunities that I was really hoping for,” or “The other guys I was talking with were just plain too slow,” or anything of this nature give a higher percentage of being “Yogi’ed” than if you hear, “This is the only offer that I’m seriously considering and you are the best opportunity available,” or “I love the opportunity with you better than anyone else I have spoken with and I see a great future there.”

Third, be prepared for this kind of thing and don’t stop interviewing for the job until you have two, or ideally, three solid candidates that you could consider if you get “Yogi’ed.” There’s no harm in telling a candidate that they came in second and that if something should happen to the first candidate that you’d like to hire, you will call them. About 30% of the job offers made are turned down anyhow. ALWAYS HAVE BACKUP!!!

Fourth, set a start date for as soon as possible. Even though a candidate will mentally, emotionally and physically “stop” looking for a job, the longer he or she goes without starting your new job, the more possibility there is of someone who they’ve been interviewing with, that they might have dismissed as an opportunity, will call them  and offer them a job. Most candidates…at least 85% of the time will turn down any job offers once they have started a new job. (Unless of course there is something like a $900,000 difference in salary!) Starting a new job is an emotionally difficult thing to do and most people don’t like doing it. Once they have begun to settle into a new job one of the last things they really want to do is to start another. They have already mentally and emotionally as well as physically made a commitment and really don’t want to go through it again.

Whatever the hiring authority does, they should not, in my opinion ask the potential employee or the new employee, “What can we do to get you to change your mind?” If a candidate is going to do this kind of thing before they even start a new job or after they’ve started a new job, they are going to feel like they have the upper hand in the relationship. That’s not good. This same psychological issue applies to having counteroffers accepted. When a candidate or recent employee has mentally and emotionally decided to do something else, whatever an employer can do to get them to either recommit our stick around, is temporary. The good feeling that earning more money provides wears off after a while and for whatever reasons the candidate or new employee got distracted from your job are still going to be there.

Being “Yogi’ed” is a fact of business life. Being prepared for it is high business acumen.

Although I’m sure the Mavs ain’t happy…most of us can understand a $900,000 ‘raise.’

 

…inattentional blindness and your job search

Daniel J. Simons is a professor of psychology at the University of Illinois. He studies human’s attention, perception and memory. In most every study he has ever conducted, he has discovered that most all of our skills regarding attention, perception and memory are nowhere as good as we think. His most famous study was conducted in 1999. He asked subjects to view a video of six people passing two baskeballs back and fourth. The subjects were asked to count how many times three players wearing white shirts passed the basketball while ignoring the players wearing black who passed their own ball.After a few passes a person wearing a gorilla suit expectantly walks through the scene. 50% of subjects failed to notice the person in the gorilla suit. ( You can find this video on YouTube.)

Simons’ proves the theory  that there is a big mismatch between what we see and what we think we see. This condition is called “inattentional blindness.” He has even tested the effects of this in real world conditions. Subjects were asked to follow an experimenter on the backof a truck while they were jogging. While jogging, they were to monitoring how many times the experimenter touched his hat. As they were jogging along a predefined route, they ran past a simulated flight scene in which two other experimenters were “beating” a victim. They found that even in broad daylight, only 56% of the subjects noticed the fight.

So, the lesson is that people see about what they want to see and forget to look at the rest. This applies to the interviewing and hiring process more than most people will ever admit. Employers especially will get hung up on one or two issues in a candidate’s background… sometimes for better or for worse… and disregard or don’t pay attention to other aspects of it. One prime example of this is the candidate who is had three jobs in the last two years. The vast majority of employers are going to get hung up on that fact and hardly go beyond it to delve into a candidate’s experience or performance. They simply stop and move on to another candidate. Candidates often do the same thing when they consider looking at a company and get hung up on what other people might say about the company, its size, the kind of business they are in and literally hundreds of other things that distract them from really investigating the company.

What this simply means is that, if you’re a candidate, you need to be aware of the things in your background or experience that may distract a potential employer from interviewing you or realizing all of your abilities and potential once they do interview you. There may even be some positive issues that will distract a potential employer from your negative ones.

Just be aware that inattentional blindness is a reality and it has a phenomenal impact on your job search.

 

 

…more misguided (… Stupid) advice

So this week some job search guru goes on LinkedIn and writes an article about how interviewing and hiring authorities have an obligation to give you feedback about your interview with them… The guy goes on and on about how hiring authorities should and ought to give you feedback on the interview you had with them and how if you keep calling them, the good ones realize their obligation and will give you feedback…

Hokum… Garbage… BS… Laughable… Like what planet are you living on?… It’s obviously clear that this guy has never spent much time finding people jobs… It’s totally misleading to tell people that they’re going to get feedback from an interviewing or hiring authority more than, maybe once out of 15 times…

This guy goes on and on about how good managers, interviewers and hiring authorities should and will give you honest feedback  about your interview…DON’T BUY ONE WORD OF IT… I don’t know what this guy is smoking or where he dreamed this idea up… But the truth is 99.99% of all of the people you will interview with, unless they are really interested in hiring you and are incredibly nice,  are NOT going to give you any feedback about you or your interviewing…

Should they be willing to give you feedback? … Yes!… Will they tell you that they will?… Yes! Do they know it’s courteous to do that?… Yes!… Will they do it?… NO!!! is it rude?… Yes!…  Is it discourteous?! …Yes!… But, are they going to do it?…NO!

It’s not a matter that they are intentionally mean, or insincere, or rude… They are simply unintentionally mean, insincere, and rude… So you ask “how can people be that way?”… Really easy… They just are! You notice me writing about ‘spiritual beings acting human?’… Well, this is a manifestation of spiritual beings acting human…

So, you may ask for feedback from folks you’ve interviewed… Just plain don’t expect it… If you get it, you are blessed… but just don’t expect it. Don’t waste your time wondering why, hoping, wishing, begging, wondering, speculating… Just accept the fact that you’re not going to get it, quit cursing the darkness and move on to the next opportunity…

Having done this for more than 40 years the only reason I can imagine that people will be, at best, inconsiderate is because they are so busy and so wrapped up in their own lives that giving you feedback on your performance in an interview is just  not a high priority to them… Ironically,  when they become a candidate and go to look for a job they can’t believe that interviewing and hiring authorities are so rude…

So, quit losing any emotion over this and move on…

…seven years later

might have metioned it before, but i presented a candidate to an employer…they really liked each other…the deal didn’t work out at the time…

the candidate was smart and kept in the touch with the employer…the employer liked the guy…they did have a more than normal appreciation for each other, but nothing spectacular…

every once in a while, the candidate would call the employer…they would go to lunch..

the employer eventually hired the candidate…seven years after they first met…the employer had changed companies twice and the candidate three times..

lesson: never burn a bridge…be nice to everyone..what goes around comes around

…lessons from dr.phil

went to appear on the dr. phil show…it will air april 29  …spent two days taping in LA…

i don’t know much about television, but i have been watching businesses grow siince 1973…i have never seen such a well run business as the dr.phil show… this guy runs one of the smoothest, most precision operation i have seen

there are 300 people that work for the dr.phil show…there are 10 producers, each with 10 or 11 folks working for them …the rest are technical people…each producer manages one show at a time..

they tape three shows a day, four days a week…and, i mean the “trains run on time”…everything runs on time…the preperation for each show is amazing…everyone knows exactly what they are suppose to do…and they had better do it right..

phil mcgraw is one of the nicest guys i have met…he has tremendous compassion for people and everyone that works there admires him and the organization…some of those folks have been there 13 years…since it started…some have left and come back…

those coming back will tell you that they go to other hollywood shows and they aren’t run near as well as mcgraw’s…they really appreciate working there..

i have really only spent two or so hours with dr.phil himself…but the organization reflects him and his values..it is a tremendous group of people…and, as with most firms, the get their character from the top guy

it was a real pleasure to experience this guy’s business…

even the guy who drove me from the airport was saying how much trouble most of hollywood was having…and that one of the bright spots was the success of the dr.phil show..

i can see why…

..working for friends

..heard from a candidate of mine over the weekend…”well, you told me so..” he began

frankly, i had forgtotten what i did tell him…it was six months ago and i have slept since then…he remnded me that, when he told me he as going to go to work for a good friend of his, in that friend’s small company, i shared with him that it rarely works out…that you loose a friend and usually the job in a relatively short period of time…

and that is exactly what happened..it was even more difficult because my candidate thought that his friend was sidestepping the law on certain issues…i.e. payroll taxes…

apparently it got ugly and my candidate is looking for a job again and did loose, what he thought, was a good friend….

i guess anything is possible, but really think twice about going to work for friends..even “distant” ones…if you have to feed your family and that is the only job you can find, you may not have much choice…but ask yourself before you do, “how easy will it be to quit?”.. “what happens if they fire me?” …”am i willing to loose ‘friendship’ over this?”

…till your butt’s in the chair

two weeks ago, one of our candidates got a verbal job offer…$150,000 plus commissions, etc…start date, end of november..maybe december…maybe the first of the year (..almost 3 months away)

i said, “that’s really strange….doesn’t make sense…” …i told him not to trust it…he should keep looking and not stop..he marginally agreed…but he was convinced he had found a job

friday, they call him and tell him the position has been put on hold..we feel so badly for him but there is nothing anyone can do.

lesson: don’t count on anything in this job market…until your butt’s in the chair (…and even then) …don’t stop looking for a good opportunity… keep interviewing…even if you get a written offer…once you start a job…and have been there a while, then shut the process down..

…snatching defeat from the jaws of victory

candidate is in the finals..down to him and one other.. he is going to interview with the CEO and the president…it is a small, $100 million firm..

so, thinking he can wow them, he comes up with an elaborate “future” plan about how he has contacts to help them expand and double their size by adding lines of products he can bring them…instead of interviewing, he comes across as though he wants to create partnerships for them….bad move..

they agree to pass on him…they were simply looking for a sales person, not a new business….he oversold and snatched defeat from the jaws of victory..

lesson: sell yourself to get the job you are interviewing for..don’t try to make it more complicated than it is