Career Coach Office Hours: April 5 2022 | JobSearchTV.com
By Jeff Altman, The Big Game Hunter
I answered questions about #jobsearch #hiringstaff #management #leadership and #workplace issues. Join me at 1 PM Eastern on Tuesdays and Fridays and put your question into chat. You can also email questions to TheBigGameHunter(at) gmail.com and put the phrase “Office Hours” into the subject line and I will answer it on my next show. #careercoachofficehours #careercoaching #careercoach #jobsearchtips #jobsearchadvice #interviews #hiring #managingpeople #leadershipskills #linkedinlive #linkedinlivestreams
How Do I Follow Up on an Application When I Haven’t Heard Back for 2 Weeks?
Today’s questions were:
03:04 Is it better to wear glasses during a job interview so people perceive you as smarter?
04:34 Is a first job in a new team without seniors or lead developers a recipe for a disaster?
06:16 Is it better to fire a low-performing employee or take significant resources to develop them?
09:54 How do I explain to potential employers that I can only accept a job if my personal project doesn’t take off?
11:39 Are employers less likely to contact you to arrange an interview if you do not provide a phone number?
13:17 Why does HR select the absolutely wrong candidates all the time and turn away the best candidates?
15:04 Why do some companies have a no feedback policy when rejecting candidates?
16:19 If the hiring manager says HR will contact you tomorrow for interview feedback but the process usually takes around 2 weeks, does that mean I was rejected?
17:04 What questions should I ask a prospective employer if I am being asked to lead an existing software project?
18:47 My bonus is an annual bonus and it’s rumored to be paid the first/second week of April. I also have an offer on the table for another job I’m very excited about. If I were to put my two weeks in before they deposit my bonus, what is the chance that they’ll actually pay it out? Are they required to?
22:01 When is the best time during a job interview to ask what their policy on reimbursement for travel is?
24:16 Under what circumstances should an employee decline an exit interview?
26:08 How will companies and CEOs react to employees quitting because of bad management?
Answering Behavioral Interview Questions The Right Way
Is it better to wear glasses during a job interview? So people think you’re smarter?
They’ll discover soon enough whether you are smarter. So I wouldn’t necessarily encourage that. I’ll also tell you that sometimes with glasses if you’re doing video, and sometimes if you’re doing in person interviews where the lighting isn’t great, you’re dealing with glare off the glasses, that can be a problem. Like, if you look carefully, you can see a little bit of glare on my glasses. And I haven’t even have I use a ring light on days like today where it’s not particularly Sunny. I have a window directly in front of me and glare on the glasses sometimes shows up. And thus they can completely see your eyes. As someone who’s not usually aware of glasses, you don’t know this. But it doesn’t really matter if you look smart. You have to be smarter to So fundamentally, I know what you’re trying to do doesn’t work. You have the people who wear glasses. Like for example, there’s talent on TV that wears glasses, and they are smart, and they look smart. It’s a congruent look. If you can’t back it up, don’t think the glasses are going to make a difference to them.
Is a first job in a new team without seniors or lead developers a recipe for disaster?
So this looks like a technology person. They’re taking their first job. There’s no formal org structure. No a formal leadership and they’re concerned. And I think even without the titles, there are people who you can spot as being the seniors in the group, the lead talent, the people in your group know who they are, and often defer to that. They make the decisions, they’ve been around the block a few times. It’s not about their age, it’s about their capabilities. And as you interview with this firm, I would tell you ask them point blank, I understand you don’t have leads here, you don’t have seniors or managers, like, who makes decisions, how are they made? Who do I go to for advice? Who do I have to follow in situations? And what happens if there’s a disagreement? Like, who do I listen to, under those circumstances, get some advice from management, because it’s not necessarily a recipe for disaster. But unless you know what to do, it’s going to be a recipe for confusion that you as a newcomer in the field. So that’s the way I would approach it, I think you’ll do fine. It’s not a recipe for disaster, if you’re smart about it.
What Do I Do or Say If I Don’t Know the Answer to a Question?
Is it better to fire a low performing employee or take significant resources to develop them?
Neither.
So, you’re giving an either/or false dichotomy choice, as though there’s only two possibilities, I think what you can do is make a statement to them.
I’m not satisfied with your performance, here’s where I think you need to improve. And if you don’t, then frankly, you know, we’re going to have to part ways. So these are the resources I would expect you to work with. In order to get better, and put the onus on them, you don’t have to take it on. And I would say get human resources involved with this if you have a Human Resources organization, and, you know, have them present and do a performance improvement plan for what this person needs to do in order to overcome this problem. And to have it left behind, forgotten about, so that they know what the target is because doing better isn’t a good enough target. You have to be specific about where they’re failing, and what they can do to improve. It’s not up to you necessarily, to do the work to get them to improve, because you’ve got your own job. And if you’re imagining this person, your job is going to be coordinating projects, programs, tasks, people.
And they can do more of it. So, they can come to you for advice, if they’re not sure they can schedule time worth you. But it’s not an either or you can put it on them to improve without it being taking significant resources to develop them.
How do I explain to potential employers that I can only accept the job, if my personal project doesn’t take off?
I don’t think you should do that.
I think you have to set a, what I’ll call drop dead date by which this project has to have taken off by.
And, you know, I wouldn’t suggest interviewing with employers until a month or two before that, because it’s not going to happen instantly that you’re going to land another job. Like, if you work in technology, you’re gonna have multiple interviews, for example, same thing with accounting and finance and other fields. So you’ll know whether this project is going to take off. But if you tell them, I’m only going to accept this job, if my personal project doesn’t take off, well, they’re going to not think you’re really interviewing, because they need someone like now, or very soon. And you’re not ready. It’s like dating and saying, you know, I’m not really ready yet. But you seem like a nice person. So I thought I would go out with you in practice. How would that sit?
Not real well, same thing with an employer, they don’t want to hear about the personal project, which, by the way, you can continue to do on the side if you decide to join the firm. But from their standpoint, if you tell them this, I politely in the conversation and in the interview, so don’t do it.
FEELING DEPRESSED About Your Search? Struggling? Feeling Fatigued?
Is an employer less likely to contact you to arrange an interview, if you do not provide a phone number when the application does not explicitly ask for it?
Like if you have to email the resume, put it on the resume, because they want to call you if they’re interested in talking with you. Why are you playing hard to get? You want it to be easy for them?
Yes, they are going to be less likely to contact you to arrange an interview. Because you’re making it harder for them. They can’t text you they call you. You have to be on email at the time that they’re scheduling. And that’s going to lead the back and forth. That’s annoying. So, you know, we’d like to have a chance to speak with you. Are you available Tuesday at four o’clock? No, I can do 430? No, I booked at that time. How about Thursday at 830? Oh, you think to yourself? I’m at the gym at three? I can’t do that. Or I’m commuting to work? I can’t do that. How about 9:15 9:30?
See, no one wants to go through this. I know I use a scheduling program. When I schedule people because I hated this back and forth. That took place with scheduling coaching sessions. So don’t do it, make it easy. Put it on the resume and let them call you let them text you make it your mobile number so they can reach you under all circumstances. Okay.
Why does HR select the absolute wrong candidates all the time, and turn away the best candidates, this person’s a superintendent and says I get new employees on remote sites that do not have a clue.
HR doesn’t hire people.
There’s someone else in the organization who’s actually doing the hire, could be the business owner could be the investor core group behind this. Whoever it is, it’s not HR. They’re screening resumes. They’re doing a preliminary interview. They’re confirming that this person says they know something related to what was in a job description. Obviously, it seems like you’re not a part of this. But other people are. The other people don’t have the clue. I would suggest contacting the HR people and say, you know, I’m getting frustrated because new employees are being hired, and they don’t know what they’re doing. And the result winds up being you’re spending money on things that you’re not going to regain return on. And the result is it’s harder on me.
And I know that’s not what you’re trying to do. So maybe I could give you some questions. We give the owners some questions that they could ask and what the answer should be. And this will help do some better screening for are not hiring people who are a waste.
When You’ve Been Made Redundant, Fired, Laid Off, RIF’d
Why do some companies have a no feedback policy when they reject candidates?
This person gives a couple of examples, doesn’t really matter who the firm’s are. The reason is pretty clear cut. And that is, people argue with them. But they never asked me about that.
But they did it indirectly, you didn’t spot it. All that happens if they give you feedback as you are you. And that becomes an issue for them in ways through time. It’s emotionally draining, I know you’re upset, and you want to know why you got turned down so that you can improve what’s in it for them, except headaches. They don’t want headaches, they just want you to go away, he weren’t good enough for them to want to hire you. So they do it because they don’t want to get into arguments. They don’t want you as a consumer of their products or services, to be angry at them. Even though by doing this you are. But if you get into arguments with them, you’ll be even angrier. And that’s not good for business.
If the hiring manager says for sure that HR will contact you tomorrow for feedback, however, the process usually takes around two weeks. Does that mean you were rejected? Possibly, it can also mean that they’re going to schedule you back for another interview. Because the two week process doesn’t mean that everything was decided at your first meeting. It could mean that, you know, they have you talked to multiple people. And they want to schedule your back for another round. So yes, it may mean you were rejected. And yes, it may mean you’re getting another round of interviews for them to evaluate you.
What questions should I ask a prospective employer if I’m being asked to lead an existing software project?
Okay, so there’s quite a few. So I’m going to hit on a couple of major points. And one is, what kind of budget to have how large a team? What’s the deliverable? For this project? Where is it currently in the pipeline?
What quality is my team? Like? How are they seen, organizationally, and no one’s gonna tell you you’re taking over the worst group in the planet just doesn’t happen. They’re always gonna lie to you about that kind of stuff. Can I meet my team to get a sense of what they’re capable of? and talk with them about what’s been going on? Was there a predecessor to me in this role? And thus, what did they do? Well, why did they leave? Where are they failing in anything that we need to improve upon? What am I stepping into?
budget size here, how much of the budget has been spent so far, things along those lines give you a sense of the terrain that you’re stepping into. And remember, that’s where it is today, you may be joining three, five weeks from now, how much of the spend will be done? How much further behind my therapy without someone in that room? Again, some things to consider as you go into this.
Why Does Branding Make a Difference to You?
My bonus is an annual bonus. And it’s rumored to be issued the first or second week of April like now, it’s a large percentage of my comp. I also have an offer on the table for another position that I’m very excited about. If I were to quit in my notice before they deposit my bonus, what’s the chance that they’ll actually pay it out? Are they required to?
So even as an employee, you have an employee handbook, that tell talks about this kind of stuff, go look at the handbook for what they commit to doing. If you don’t have a handbook, contact your state labor department. So this way, you get a sense of what the regulations are for someone like you. Every state is different. What exists in New York and California and Massachusetts may not be the same in North Carolina, Georgia or Oklahoma. So this is something that you need expert advice about. If you know someone who’s a labor lawyer, they might be able to advise you then
Normally, the State Department of Labor is an organization that will have an answer for you. And then you follow up, I say, and if they don’t pay me what happens, then, this way I understand it may take years for you to get paid. I know when I left the firm, and I was owed commission, I left with very little my commission money left behind, and I wanted it. So I filed a complaint with the New York State Department of Labor. And I knew it would take a year before a case will be heard. But I gotten out the preponderant portion of the money. And what was left was maybe 1000, or $1,500, of the what had been 40 or 45,000, that had been owed to me.
So when the hearing took place, I went to the labor department offices. The examiner was on video, and this is going back years. And they were doing the examiner was in Albany, New York hearing this case in New York, the business owner that I was associated with, and I both attended, he made his case, I made mine, there was a mediator there was also present, who afterwards said, You’ll get it. But he just wants some concession from you.
And I paused and I said, How about $100? He said, and then they said, I’ll see what I can do. They agreed to it, we were done. You want to just know what is involved in your state.
And if if you’re right, and they don’t pay you remember, it’s going to take time for you to get the money. If you can wait, wait until you they pay out the bonus. And it’s in your account, and then leave on very short notice see get to the new firm promptly.
When is the best time during a job interview to ask what’s the policy on travel reimbursement is?
The answer is when they bring up travel. So for example, if you’re in a job where you’re expected to travel 80%, for example, or you’re a salesperson, you’re going to be in your car a lot. And they tell you this in the course of the interview, you follow up by saying, you know, one question I have for you is how does travel reimbursement work?
So this is a natural follow up questions and making that statement. If you think that would be rude or pushy, you’re wrong. What it is, is normal. So you asked that question as soon as the topic of travel surfaces, because for example, on the 80% travel jobs, like I used to do recruiting for a consulting firm where people were on the plane, Monday morning and home Thursday evening, and they were on a plane. And in effect, they were floating money unless the firm book, the reservation, which they often didn’t do. So, when people would interview I’d ask them to ask so they were here for themselves. How does travel reimbursement work for the Road Warriors? I extra firm. So they would hear the answer and expect the firm to follow up. But they’ve heard it directly from the firm, which I think is always the best way. So when to ask as soon as it surfaces in the interview.
7 Things to Do When Your Job Search Calendar is Empty
Under what circumstances should an employee decline in exit interview?
I think the simplest way to answer this is when you can’t contain your anger and annoyance for something within the organization. Because it’s not like they’re going to change something based upon you telling them that this person is horrible or this manager is awful, or any of that nonsense. So don’t do the exit interview if you can’t hold back your annoyance and anger. If you can, you can do it. And then, may try and prod you into saying something critical. But don’t take the bait. Hey, look, I’ve enjoyed working here. But someone presented me with a terrific offer. And I’m going to be moving on what kind of offer, I’m not going to go into it. It’s more money a higher level position.
I like the team here. I like the team there. The work seems very good, more responsibility, more pay bigger bonus. And just leave it at that keep it all on the surface, they may ask you to critique things there. And I would pause for a second and go, do you really expect them to criticize people who have been so good to me? No, I’m not going to do that. But if you can’t contain yourself, very simply saying, I’ve got a tight schedule for completing my work. So I’m going to politely declined during the exit interview. Please don’t treat this as criticism or complaint. I’m just very busy until I leave.
How will companies and CEOs react to employees quitting because of bad management?
They aren’t. They’re gonna listen to you as a complainer? Because you’re going out because this is really the same question, worded a little bit differently. People want to go out with guns blazing, criticizing all those awful people that are leaving behind. My manager was terrible. I really hated working for them. They were mean.
They don’t care, you’re gone.
They need to make that person happy because they don’t want to be caught short. And if you think your criticism is going to suddenly make them go, you know, maybe we should get rid of them and keep her keep him. Whatever. It doesn’t happen. So swallow your pride. And just accept the idea that CEOs and companies believe these people are better managers than you think they are. And what do you know about management anyway, maybe they’re getting stuff done. You don’t like the way that they’re getting stuff done. Maybe the reason you have all these tight deadlines is because they’re given tight deadlines, by their leadership. It’s not it may not be them. But the people that you’re wondering about how they’ll react, you know, the CEOs of the company presidents in the light, that are issuing these mandates that are making everything come across in tight circles. So, they will not react because they do not care. They just want to get the results that they want to get. And unfortunately, you don’t like it. So move on. Congratulations on your new position. Nothing is going to change.
[svp]http://www.youtube.com/watch?v=dts0Pz6IZkg[/svp]
How to Discuss Gaps in Your Resume During a Job Search
ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves career coaching, as well as executive job search coaching, job coaching, and interview coaching. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with over 2300 episodes.
Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Schedule a discovery call at my website, www.TheBigGameHunter.us
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