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Monthly archive for February 2016

4 You’re-Kidding-Me Questions & Snappy Answers


msft-technetToday (March 1) we’re joined by some special guests! A big welcome to IT professionals from Microsoft’s TechNet Virtual Conference 2016, where I’m doing a presentation titled “Top Tips From A Headhunter” to help IT folks deal with career crises.

For those new to Ask The Headhunter, I invite you to check out Ask The Headhunter In A Nutshell: The short course. For more in-depth methods to handle your own career challenges, please also see 600 Editions: The Best of Ask The Headhunter! Related to what I discussed in the video you just watched on TechNet: Please! Stop Networking! Advance your career by learning to “talk shop” with people!

The ATH portion of the conference is March 1, 11:30am PT with Q&A to follow. If you’re reaching this in time, please join us: enter the event here.

Microsoft Week! Save 25% on any Ask The Headhunter PDF books this week only! Use discount code=MSFT when checking out! This offer is limited-time only! Save now!


In the March 1, 2016 Ask The Headhunter Newsletter, readers seek wisdom on all manner of things, including how to make big bucks! File under Gimme a break… but we try to cover it all! Is this week’s Q&A tongue-in-cheek? You decide…

Question

I love speaking in public, giving presentations, leading group discussions, and teaching classes. If I were given the challenge of speaking in front of 500 people with 60 minutes notice, I would rub my hands together with glee. Please help me understand how to turn my talents into $100,000 a year.

Nick’s Snappy Reply

snappy-answers

Ask The Headhunter: Where your dreams come true! Ask yourself, What company or organization could make a lot of money and profit by having you do those things you love? That’s who to go to about a job. You need to come up with a mini-business plan for each company you target.

  • What problem or challenge do they face?
  • How can you tackle it to produce profit?
  • What’s the best way to explain it to the company?
  • Who’s the best person to explain it to?
  • How can you track down people that “best person” knows or works with — people who can introduce you?

You’re not going to get hired to do what you love. You’ll get hired to do what you love if you can show how that will pay off to an employer. That’s your real challenge. You must figure it out and communicate it, because no company is going to figure it out for you. For more about this, see The Basics, then rub your hands with glee!

Question 2

I worked in San Francisco and Silicon Valley for 25 years recruiting. I have references from great companies. No one seems to be interested in my valuable experience. In fact, I was told no one would hire me in Silicon Valley. I need someone to check my experience out. I would very much appreciate a referral that could help me track these rumors down.

Nick’s Snappy Reply

Ah, let me get out my little black book… You’d need to hire a private detective. I don’t know any. Just because someone told you that you’d never get hired in Silicon Valley doesn’t mean anyone else feels that way. If you’re concerned about your references, you might ask a hiring manager at any company (someone you’re friendly with) to contact them and ask them what they think of you. You might identify the problem that way, assuming you have one. In the future, Take Care Of Your References.

As for the value of your experience, please see my reply to Question 1.

Question 3

I came across your article, Wanted: HR exec with the guts not to ask for your social security number, after a local recruiter asked me for information I’m not comfortable sharing.

RECRUITER: “I need the last four of your SSN and middle initial to submit you to Company X.”

ME: “Is this absolutely needed at this stage? What is it being used for? Understandably, I’m hesitant to give out that information.”

RECRUITER: “It’s the only way you can be submitted to our client for a job. It’s part of their ATS (Applicant Tracking System) to ensure that candidates are not being double submitted.”

I guess I’m really hoping that you might offer a bit of advice — whether I’m right in thinking this is a red flag, and how I might further respond to her request and comments.

Nick’s Snappy Reply

How to Say It: Up your xiggy with a blowtorch!

Recruiters love applicants who speak the local jargon, so that should go over well. But employers have no legitimate reason to demand your SSN just so you can apply for a job. The recruiter gives away the problem when she admits the employer’s ATS needs your SSN to avoid duplicate submissions of your credentials. They use it as a hash — a unique database key to identify you. That’s how the employer avoids fee battles between recruiters who both claim they submitted you.

Lazy ATS system designers misuse a federal ID number for their own purposes. In the process, the recruiter, the employer and the ATS vendor are intimidating job seekers and putting them at risk of not getting a job over the ATS vendor’s silly database trick. Hence the need for a blowtorch.

Should you play along? That’s up to you. (A related employer trick is demanding your salary history. See Salary History: Can you afford to say NO?) It’s also up to you to hand over any 4 digits you choose, for the time being, to beat the system, and explain later to the employer if the 4 digits don’t match your actual SSN — which will matter only if you’re hired. “Someone obviously made a mistake.”

I don’t like lying. But I also don’t tolerate stupid bureaucratic tricks by employers and ATS vendors — at the expense of job seekers.

What you do is up to you, of course. What I’m suggesting could cause you problems. But what the recruiter and ATS vendor are demanding could cause you problems, too. I’m just telling you what I’d do. Always follow the instructions that come with a blowtorch.

Question 4

Should I disclose in a job interview that I applied to grad school a few weeks ago, and that if I get in I won’t be taking the job? The job interview is in about two weeks.

Nick’s Snappy Reply

First thing I’d do is buy a lottery ticket and put it in your pocket. Would you tell an employer you have that ticket in your pocket, and that if you win, you won’t need the job?

I see no reason to disclose your graduate school application, unless and until you’re faced with a choice about going to grad school. Make sense?

How would you deal with these four situations? Geez, I am on a roll! Post your comments before I slow down!

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The ATH Field Guide: Overcome resume gaps to land a job

In the February 23, 2016 Ask The Headhunter Newsletter, a reader is ready to chuck it all to save his sanity. Should he?

Question

I’ve been a project manager running million dollar software projects for 15 years. However, I’m sick of the stress, never-ending deadlines, and frantic pace of technology. I’m 41 and I can’t keep this up for another 10 years.

field-guide

I’m trained to recognize classic burn-out syndrome but dealing with it in myself isn’t easy. I find myself wanting to go pound nails for a builder or mow lawns or just to do something mindless. I think I could step out of corporate life for a while and come back later, but I will have lost my contacts. What’s the answer? “Would you like some fries with that, Sir?”

Nick’s Reply

No, no fries… but welcome to burn-out. It happens to many talented people. It’s nature telling you to flip the burger because one side is done. It’s time for the other side.

The conventional obstacles

Before I offer you suggestions about how to overcome the resume gaps you’re about to create, so you can land a new job later, let’s consider the obstacles you’re going to face. I’m sure you’ve read or heard the conventional wisdom about what you’re suggesting. Let’s play it:

  • It’s harder to get a job if you don’t have a job.
  • Employers discriminate against the unemployed.
  • If you stop working, your skills will go stale.
  • When you leave the work world, your network dries up.
  • Gaps in your resume are the kiss of death.
  • And so on…

To one degree or another, all those statements are true, of course. But it’s also true that we’re all gonna die… so what’s the point of living? (Consider the killer quote from Ring Lardner.)

What’s the point of being burned out and miserable?

The conventional wisdom doesn’t matter when you’ve got good reasons to do what you’re talking about: You’re free to get out of the kitchen and go kick the can for a while. Give yourself a break, or you will indeed burn up.

Jobs can be replaced, but you get only one body, one mind. There’s no reason to lose your contacts — it’s not hard to maintain the best ones when you take time off. Your skills need not dry up. You can learn new skills.

Afraid to get off the burner?

I was about 40 when I chucked it all to write a book, start a website, and follow my gut. Yes, it was a risk. But getting off the burner is necessary when you feel burnt. With the relief will come new experiences and new choices you forgot you had.

burn out

If you’re good at what you do now, I can almost assure you that you’ll be good at whatever you decide to do after some time off. And if you stay in touch with your best contacts, you’ll always have the support system you need to succeed again. More important, if you don’t get lazy, during the time you take off you’ll make loads of new contacts that can help you get back to work when the time comes.

Here’s the thing: Conventional wisdom is for the conventional person. It’s for whoever wants to nail themselves to a job the rest of their lives. And there’s nothing wrong with that (even if I apply a derogatory metaphor to it). If you’re going to be unconventional — and take time off — then you can’t let the rules apply to you. You must forge your own rules and methods for getting back to work later.

And that’s what Ask The Headhunter is all about. My test of the value of any method for landing a job is this: Does it make enough fundamental business sense that it can work under any circumstances — including taking a break?

Screw convention

I don’t like tricky job-search methods intended to mollify HR managers and personnel jockeys who scan credentials for excuses to reject someone without meeting them. For example, clever resumes that hide your gaps in employment, “functional resumes” that hide your age, and “consulting gigs” that cover up your unemployment.

There’s only one way to get a job under any circumstances without relying on luck, or faking it:

Get someone that knows the person in charge to introduce you and vouch for you, then don’t waste the employer’s time. Show why hiring you will pay off, so the manager won’t be able to do anything but hire you.

Who cares if you’re not employed?

Because what’s far, far worse is staying in the job that’s burning you out, and then showing up at job interviews shell-shocked and demoralized. Then no one’s going to hire you.

My vote — assuming you’ve got your finances in order — is to go away and come back later. Screw convention.

Here’s the secret: If you’re good at your work, then trust your ability to earn a living and to do useful work again. When you’re done kicking the can, you’ll be able to dust yourself off and figure out again what to do next, after flipping burgers and offering fries with that…

Life is short. Do what comes next now, and I think you’ll be better able to do what comes after that.

The Field Guide

Need help getting back to work after you’ve been away for a while — whatever the reason? Maybe you’ve just got gaps in your resume that raise red flags.

Here’s an Ask The Headhunter Field Guide that I’ve compiled from some of the best ATH resources. It’s more than you probably need, but I hope some of these tips will help you get introduced to the right employer and show why hiring you will pay off — even if you’ve been out of the market a long time. All are free online except where indicated:

Career coaches and pundits tend to avoid the “in-your-face” questions job seekers really need answers to. To explore the daunting obstacles that can stop you dead in your tracks — and to choose the help you need — check out the topic titles in the 9 PDF books that make up Fearless Job Hunting: The Complete Collection ($49.95).

Would you dare to chuck it all to survive burn-out on the job? Is this a risk worth taking? If you’ve done it, how did you get back to work — or did you choose another path?

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Protect Your Job: Don’t give notice when accepting a new job

In the February 16, 2016 Ask The Headhunter Newsletter, a reader talks about breaking the “rules.” Good.

Question

There is a good chance that this spring I will score the federal job I’ve wanted for years. I finally have someone pulling for me on the inside and HR is waiting to pull my application as soon as they post the announcement and I apply.

at-your-own-riskIf I get this job — and even with help it’s still a big IF, — it will be my last job. The salary and perks will get me through my last 20 years before retirement, and a few years in, I can even move anywhere I like in the world and work remotely. Sweet.

I’ve done a lot of googling about giving my current employer two weeks’ notice. I despise my job and everything it represents, and sometimes I wonder if they’d even notice I hadn’t come in for days on end. But here’s where it gets complicated and emotional.

A few months ago, I was offered and accepted a position. I had even created an account in their online HR system and chose my benefits. Three days later, the job was rescinded for no more than vague “funding issues.” So, now I’m terrified that if I get an offer, it will vanish after I’ve quit and I’ll be left destitute — a not-so-improbable situation since I lost my job in the Great Recession, was unemployed for two years, and lost my house to foreclosure. It left a lot of emotional damage.

So, finally, my question: Do I really have to give notice? I’m thinking of just saying I’m going on vacation, moving back to D.C., and then calling on my first day and saying I won’t be back. I know that even though I think I’ll never need them as a reference again, it’s a small world and blah blah blah, but honestly I don’t think I even care.

The world has changed a lot and I’d really like to think this won’t come back to bite me. Am I right?

Nick’s Reply

What I love about Ask The Headhunter readers is that you ask the tough, in-your-face questions. The conventional wisdom about quitting without giving notice is etched in stone: Don’t do it! Always give notice!

Bunk. Life and business are full of choices, and the conventional wisdom is always wired to benefit employers and to make life easier for career coaches, who just love simplistic edicts and soft pablum.  So let’s explore deeply the hard choices for your benefit. I won’t let you off the hook — but not for the reason people might think.

You’re asking me for permission to do something that is bad form and bad business practice. I can’t give you that permission — you must decide whether to do it.

You’ve put a new spin on giving notice. Having had one job offer rescinded, you don’t want to risk it again. You want to actually start a new job before you resign the old one — and this hedge against disaster makes giving notice virtually impossible. Let’s distinguish between what’s allowed, what’s bad, and what’s advisable.

Is quitting without notice allowed?

I don’t know of any law that requires you to give your employer more notice than “I’m leaving today.” (You’d have to check with a lawyer if you want to be absolutely certain it will not bite you legally.) So I believe you can quit your job and leave without notice. Bear in mind that in most jurisdictions employment is at will and an employer can fire you on the spot for no reason or any reason. Employers do it frighteningly often.

You’ve already experienced the ultimate termination: A job offer was rescinded, effectively firing you before you started. See Protect yourself from exploding job offers.

The only other consideration here is whether your current employer imposes any sanctions or penalties for what you’re considering doing. I know employers that will withhold severance or other benefits, or attempt to recover educational investments they’ve made in the employee. If you work in sales, there might be a recoverable draw you’d have to pay back. (Readers making job changes between commercial companies should read Gotcha: The Non-compete agreement.) Check your employee policy manual to make sure you’re not missing anything.

If the law doesn’t prohibit it, you can do it, even if somebody else doesn’t like it.

Is it bad form?

Now let’s consider bad form. As you point out, leaving without notice could leave a bad taste in your employer’s mouth — assuming they care that you’re gone. But don’t skip giving notice thoughtlessly; don’t hurt your employer unnecessarily. Lousy references could follow.

If word gets out, your action could tarnish your reputation more widely. You might upset a co-worker who respects you. The HR manager at the company might mention to HR people in other organizations that you left them in the lurch. A bad reputation can grow from leaving without notice.

Will this come back to bite you? It might. Is it worth the risk? If you do indeed spend the rest of your career at the new job you hope to get, it may not really matter.

Is there any chance your old employer might contact your new employer after you’re hired and poison your new well? Scorned employers sometimes do stupid, irresponsible things out of spite. I’m not sure how much I’d worry about this, but be aware of the possibility and factor it into your decision — and take precautions. Since you’d be taking a federal job, I’m not sure how easy it would be to immediately terminate you. (See The 6 Gotchas of Goodbye.)

The warning I’ll give you: Do not disclose to anyone what you’re about to do or where you’re going until you’re already at the new job.

You don’t want your old employer — or anyone else, whether intentionally or not — to nuke your new job or your old job before the deal is sealed. The risk may seem small if you talk, but the consequences could be huge. That makes taking the risk imprudent.

Is it advisable?

This brings us to what’s advisable. An action that might hurt your reputation may be worth the risk and the price — you must make that judgment. It requires balancing the costs and benefits.

In another, related scenario — I call it juggling job offers — I point out that the consequences of a choice that upsets others may very well be worth the benefits. This is from Fearless Job Hunting, Book 9: Be The Master Of Job Offers, pp. 15-17, and I think it addresses quitting without giving notice:

“Do I think it’s a nice thing to do? Of course not. It’s a crummy thing to do to a company… You will have to live with your decision and its consequences. It could affect your reputation. But life hands us painful choices sometimes, and we have to deal with them.”

In other words, calculate the adverse consequences of your sudden departure and be ready to pay for them. The new job could be worth it, and the risks may be acceptable. Hey — nobody said this was easy, and I’m saying there is no free ride.

What did you sign up for?

Finally, there’s the matter of contracts and agreements. People don’t realize what a can of worms they might leave behind when they quit. Think carefully. Plan ahead.

Study your company’s policies, because there could be grounds for legal action against you if you violate agreements you’ve made. Re-read the job offer you signed when you joined up — what did you agree to? Consider what you may have to sign in order to get your last paycheck. HR can be sneaky. (See The HR Gantlet: How to leave your job without getting hurt.) You don’t have to violate a law to get into trouble. You may subject yourself to a breach of contract that could cost you dearly.

Eyes open!

The last thing I’ll point out is that leaving a job — no matter how you do it — poses many routine risks. In Parting Company: How to leave your job, I provide a seven-page “Crib Sheet” about many of the gotchas people don’t think about. Leaving your job can exact costs you didn’t consider. Among the challenges covered in Parting Company:

  • What will happen to your stuff? Will you be able to take it with you?
  • Are you sure your vacation time will not be charged against your last paycheck?
  • Will you lose any benefits you are owed?
  • What happens to your pension plan?
  • Can the company take action against you over company property in your possession?
  • Do you know for sure “what’s theirs” and “what’s yours?”

I’m not trying to scare you. The new job you describe sounds great for you. And if you really despise your current job, it may be worth doing what’s bad form for the benefit of your career.

Hedge against HR

You shouldn’t have to risk your job if you want to accept a new one.

Nowadays, rescinded job offers have become frighteningly common — and as far as I’m concerned, it’s HR’s fault. You should consider whether you need a hedge to protect your current job when you get a new job offer. It may be prudent not to give notice when you get a new offer in case that new offer goes south — but be ready to pay the price of your choice.

If HR managers don’t like this advice, they should call on their brethren to stop rescinding job offers, because that’s what gives impetus to this hedge.

In any case, until employers start behaving with more integrity, proceed with eyes wide open. Protect yourself. Use your best judgment.

Did you ever quit without giving notice? How should this reader handle this situation? What other factors should you consider when deciding whether to give notice?

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Can I play one employer against another to get a better job offer?

In the February 9, 2016 Ask The Headhunter Newsletter, a reader asks whether it’s okay to threaten one employer with a job offer from another employer.

Question

I’m a recruiter and I want to address what happens when people are interviewing with multiple employers. I don’t think there’s anything wrong with letting an employer manipulateknow you’re interviewing at other companies. After all, employers acknowledge they’re interviewing more than one candidate. But I think it’s bad form to use one job offer to leverage another one.

If an offer is not what you want, just reject it after trying to negotiate a better one. But don’t threaten an employer with an offer from another employer. I had two employers pull job offers from candidates when the candidates played hardball during negotiations. They said they had other, better offers, hoping to get the employer to raise their bids. In both cases, of course, the candidates were stunned and disappointed the offers were pulled off the table. Lesson learned for them.

Do you agree?

Nick’s Reply

So, there are rules of engagement in interviews? (I know, I’m baiting you, but it’s friendly.) If there are any rules, it seems they’re all designed to benefit employers.

The double standard

I can’t think of one thing employers are expected to do out of respect for candidates.

  • They waste applicants’ time with silly screening interviews by personnel jockeys. (How is it an HR person with no engineering expertise can judge whether a computer design engineer is worth interviewing?)
  • They arrive late for interviews with impunity. (“We are very busy.”)
  • They want urine samples.
  • They leave applicants hanging for months after promising feedback “in a couple of weeks.”
  • They demand private information — social security numbers and salary history — before even meeting the candidate!

A double standard has long been in place. It’s time to remove it. Job applicants are constantly and sternly warned by HR and “career experts” about what to wear, say, not say, how to act, and so on.

  • “Don’t ask what the job pays.”
  • “Don’t tell us you’ve got other opportunities.”
  • “Don’t try to leverage a better salary.”

Think about it. Would you give your SSN to someone who asked you out on a date? Would you give them your home address, before the date? Would you agree to take a personality test before going to dinner? Of course not. Employers’ expectations are bizarre and self-serving. But there’s an intimidation factor at work: If you want to be considered for a job, learn to heel, learn to beg.

I don’t agree with you

If a job candidate believes using one employer to force another employer’s hand might work, by all means do it. You point out that employers interview lots of candidates. They often say, “We found some other very good candidates, so we’re not making a decision about you yet.”

How’s that statement any more legit than, “I’m talking to another excellent employer who is interested in hiring me, and we’re talking about a higher salary than you’ve suggested”?

On the other hand, if you don’t want to disclose that you’re talking to other employers (or who they are), then it’s also legit to decline to disclose even if you’re asked.

A job interview is a negotiation on all levels. Be honest, be polite and professional, and demonstrate integrity — but you’re not required to pull punches. (See Fearless Job Hunting, Book 8: Play Hardball After The Interview.)

If you think you can get more money by pointing out that another company has made you a better offer, then use that as leverage. Of course, be aware that you might not get a higher offer. (And please don’t confuse my advice about using one offer to leverage another with using a job offer to extort a higher salary from your current employer. See “Don’t use an offer to get a raise” in Naive young grad blows it.)

If the employer plays at being offended or appalled, move on to someone who is an adult and ready to negotiate. (See Only naive wusses are afraid to bring up money.)

Be realistic about negotiating

There is, of course, a difference between trying to leverage a better deal and threatening or offending someone. Negotiating requires tact and integrity, and it requires that you behave reasonably and realistically. Perhaps most important, you must demonstrate that what you’re suggesting will benefit both you and the employer. Never ask for more money just because you want it; show why you’re worth it. (See The Basics: The New Interview and The New Interview Instruction Book.)

As for those employers who pull offers because the candidates played hardball during negotiations, that’s the employers’ prerogative. It’s also up to candidates to decide whether those employers are worth working for. (Please note: I think pulling an offer during negotiations is very different from rescinding an offer that the applicant has agreed to accept. See Protect yourself from exploding job offers.)

Employers have a lot to lose by disrespecting job applicants. Pretending that salary doesn’t matter is just plain goofy — yet many employers act like it’s bad form to talk money before agreeing to a job interview. But, why would anyone agree to lengthy discussions if they don’t know whether the salary for the job is high enough to justify all the talking? It’s just not realistic, and employers don’t get a pass when they’re goofy.

Leverage if you want to

Telling an employer you’ve got a better deal elsewhere may not be inappropriate. Use your best judgment. There’s nothing inherently wrong in playing one option against another — employers do it every day when they interview candidates! It doesn’t make you bad or rude unless you behave badly or rudely. Money is a serious factor in doing business. Just ask the company’s CFO. It matters all the time. So, don’t let employers intimidate you into a corner. Think about your situation, and decide whether to use one employer to leverage a deal from another.

(For what it’s worth, I’ve seen employers end interviews when candidates admit they’re interviewing with other companies. That’s akin to dumping a date who says they’ve been on other dates. We’re dealing with naivete.)

For more about negotiating higher job offers successfully, see these sections of the PDF book Fearless Job Hunting, Book 9: Be The Master of Job Offers:

  • Am I unwise to accept their first offer? (pp. 8-9)
  • How to Say It: I accept, but I’d like more money (p. 9)
  • The bird-in-the-hand rule of job offers (pp. 12-14)
  • Juggling job offers (15-17)

How do you negotiate? Do you let employers impose a double standard? Are you intimidated by “employers’ rules” — or do you insist on candor in the negotiating process?

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What’s the secret to the thank-you note?

In the February 2, 2016 Ask The Headhunter Newsletter, a reader asks about adding value after a job interview.

Question

Your newsletter has been an education for me. First as an employer, now as an applicant seeking to move on. But, there’s one topic you haven’t mentioned: the thank-you, or follow-up letter. When should it be sent? After the first interview, after the interview with the top dog, or both? And, what should it say?

value-addedI just sent one, after talking to the top dog. I repeated that I am interested in the position and told him of my immediate schedule. More importantly, and motivated by your columns, I told him about some activity of a standards committee that might have a strategic impact on his operations. I said I would be joining the committee, ex officio, by contributing some research I was doing, and I also told him what my input would be if I were working for him.

Back to my question: I think the best way to show I can solve his problems (and that I am more “dialed in” than his present staff, who are unaware of the standards committee) is in the follow-up letter. What do you think?

Nick’s Reply

Ah, you’re living proof that the employment system brainwashes us all and that smart people dumb down when they go job hunting! (See Employment In America: WTF is going on?)

You have answered your own question, but I think you’re worried you’re violating some interviewing protocol. Your idea is good — you did the right thing.

When to send a follow-up letter or e-mail is up to you. Trust your judgment. The main purpose of such a note is to add value for the benefit of the employer. My advice would be to send it to the manager you’d work for if you were hired, right after you’ve met with him. That’s the person you need to impress with your value. (See The most important question in an interview.)

I like what you did in your follow-up letter. You provided value. You offered information and a suggestion that could — if used properly — contribute to the employer’s bottom line. That’s a very powerful follow-up to an interview, because it demonstrates your commitment to help the business. Now that I’ve set you loose, here are a few tips that might help you avoid going a little too far next time.

  • Be judicious when communicating your value. Remember that some managers might feel threatened by too much “value” in your presentation. Be careful you don’t come across as a know-it-all.
  • Balance your ability to do the work with your ability to work with others. If this top dog’s team doesn’t know about the standards committee, you might suggest how they could use what you know, rather than emphasize that they don’t know it.
  • Be diplomatic. Avoid expressions like, “I can solve your problems” or “the best way to do this is…” It may seem obvious, but while you’re trying to follow The Headhunter’s approach, it’s easy to fall into the self-aggrandizement trap. You may be the best solution, but the manager needs to feel that’s his conclusion, not yours.

So, how do you go about communicating your value without risking going too far? Pretend you’re sitting around a conference table with the manager’s entire team. All eyes are on you. Your presentation will determine whether these people decide to hire you.

Batter up!

How would you present yourself? How would you articulate your ideas in that setting? Do you want to whack one out of the park, or hit a ground-roll double to knock in a few guys who are already on base? The choice is yours, but consider what the employer is looking for: a team player, or a solo star? Then craft your note to suit the situation. (See The New Interview.)

I think that’s how you want to come across in your follow-up letter. That’s the secret to a powerful thank-you note. (For more tips about thank-you notes, see Thanks is not enough.)

Do you send thank-you notes? Are they even necessary? If you use them, what do you include? To whom do you send them? Please share the outcomes of your best and worst efforts.

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