The Stress Interview: How employers abuse job applicants

In the January 7, 2014 Ask The Headhunter Newsletter, a reader takes on employers who play games in job interviews:

You have an awesome newsletter and I am glad that I have subscribed to it. I wish more people (especially companies that hire) would read it. Have you ever heard of an interview process where there is more than one interviewer, and the second or third interviewer just sits there and acts bored or is rude the whole time (yawning, etc.)? How would you recommend dealing with it? What is this type of interview ? I have found no information on the web about it.

I have never personally had this happen to me but I have had friends tell me these things have happened to them. One interviewer will ask a question and, when the interviewee attempts to answer, the second or third interviewer will start talking to another interviewer or yawn in what seems like an obvious attempt to throw the interviewee off guard.

I was in the Army some time ago and I heard that this was frequently done during oral board interviews for promotion. The military I get, but not a company that is supposed to be professional.

Nick’s Reply

Thanks for your kind words about the newsletter — glad you enjoy it. Believe it or not, there are lots of HR folks who subscribe. They tell me they’re not the “personnel jockeys” I write about. I figure if they keep reading, maybe they’re not!

rude-interviewThe situation your friends are experiencing is a variation on the “stress interview,” where an employer will introduce something to stress out the job candidate. The classic move is for the interviewer to start yelling at the applicant, just to see what he’ll do. (Of course, your friends might just be visiting employers that have actual, rude employees or managers in those interviews!)

But it doesn’t matter to me whether we’re talking about rude interviewers, or about interviewers who intentionally abuse applicants to test them. My advice is the same: Stop the interview.

Calmly but firmly explain that you’re there to talk shop — to demonstrate how you’ll do the job profitably for the employer.

“But I don’t work for jerks, or tolerate bad behavior in any business environment, including this interview.”

Then I’d walk out calmly, without raising my voice or being rude in any way. Because you’re dealing with jerks.

If you really want to drive home the point to those interviewers,explain it to them this way:

“If you worked in sales and treated a prospective customer like this, would you be surprised if the prospect got up and walked out? Of course not. You wouldn’t be surprised, either, if your VP of Sales fired you. Now, what do you think I’m going to tell people in our professional community about my experience here?”

Honest — that’s what I’d do. People who behave like that are either naturally jerks, or they’re “manufactured” jerks who behave that way because someone told them it was a cool way to interview people, by abusing them. None of it is acceptable.

The minute you convince yourself that it’s acceptable, and try to appease your abuser, you become a sucker for an employer that (1) has no idea what it’s doing, or (2) has just revealed what life will be like if you take a job there. I’ve walked out of meetings like that, and I’ve felt great. I couldn’t care less what “opportunity” I might have missed, because dealing with people like that is no opportunity.


This isn’t the only way employers will abuse you.
Learn how to Overcome Human Resources Obstacles, and find out how to Play Hardball With Employers.


A company that tests you to see how you will deal with jerks is risking its reputation. I believe such “techniques” are invented by failed human resources managers who are clueless about how to judge people, so they start “HR consulting practices” and invent goofy tricks that they then “sell” to their clients. And it goes around like an infection.

If the Army uses this technique, I’m surprised. What kind of salary would you expect an employer to pay you to go to boot camp and be a full-time soldier for them?

Have you ever been abused in a job interview? What did you do? How would you advise this reader?

: :

How can I cheat on employment tests?

In the December 10, 2013 Ask The Headhunter Newsletter, a reader has a friend who doesn’t do well on tests:

A friend of mine has an important job interview coming up. It’s for a pretty high level job. Before she goes to the interview, they want her to do a personality type of test, and she’s very worried because she doesn’t test well. Her idea is to have someone else do the online test for her because no one would know. I think that’s cheating, but I understand her concern — she could miss out on a really good job over a test that won’t mean anything once she starts the job. Is there any way they could find out it’s not really her taking the test?

Nick’s Reply

That’s a scary question.

cheaterWe live under an employment system where people think they can buy resumes, interview answers, keywords and clever methods to beat the filters employers set up when they’re recruiting.

There are about five issues of integrity in your question, but all I’ll say about this in general is, don’t lie, don’t cheat, don’t fake who you are. Even if you survive the guilt and even if you beat the risks, there’s a good chance that the “payoff” might be that you’ll “win” a job that’s not right for you because you misrepresented yourself. Doesn’t your friend understand that this is a big part of employment testing? It can be to her benefit as well as the employer’s to do the test honestly.

My second point: I don’t like employment tests. I wish employers didn’t use them. If they’re going to truly assess a job applicant, they should do it directly, by spending time with the applicant and observing them in real-life work situations. Not indirectly through tests. So there’s my personal bias.

Now let’s put all this aside and deal with the very real problem of getting busted, because cheating on employment tests isn’t an option.

I recently published a book everyone should read long before they go job hunting in earnest: Employment Tests: Get The Edge… when you compete for a job, by Erica Klein. It’s the first book under the Ask The Headhunter imprint that I didn’t write — and it’s a key “insider’s edge” to getting ahead of your competition.

Don’t wait until you’re faced with an employment test, because it’s not a matter of whether you’ll have to take one of these tests (and there are many kinds — Erica’s book covers the gamut) but of when. If you’re not ready to deal with employment tests, you’re toast.

Your question is the perfect example of how ignorance about employment tests could needlessly cost you a great job — or even get you into bigger trouble. (Yes, bigger trouble. Read on.) There’s a section of the book that addresses your very scary question very directly, and I’m just going to reprint it below.


From Employment Tests: Get The Edge by Erica Klein (pp. 9-10):

What about cheating?

High quality pre-employment testing benefits both employers and job applicants by matching them to help ensure mutual success. One way to think about cheating is that, if you cheat, you can hurt yourself by getting shoe-horned into a job that is not a good fit for you.

What is considered cheating? Usually the rules for taking the test are laid out for you before you start the test. Rules for test taking vary but usually require doing your own work, answering factual questions honestly, not accepting help from anyone else and not accessing other sources of information while taking the test. The rules for different tests will vary. For example, some tests allow you to use a calculator and some will specifically instruct you not to use a calculator.

Some tests are set up to catch certain kinds of cheating. One increasingly common practice is to provide two versions of the same test. The first test you take is “unproctored” — you take it from your own computer and nobody is watching you. If you are in the top group of applicants, you might be invited to take the test again, but in a proctored environment where you are watched while you take the test and your identity is verified. If your score on the second, proctored test is significantly lower than the score on the unproctored test, then the employer assumes you probably cheated and excludes you from further consideration.

[Get it? There’s nothing to stop an employer from insisting that your friend take the test a second time, with someone watching. -Nick]

Applicants sometimes try to get a better score on personality or integrity tests by choosing answers that reflect what they believe would be a perfect person’s answers. Test manufacturers are aware of this strategy and they have built in “lie detector” scales that catch applicants who portray themselves as perfect people with no flaws. This is sometimes called “claiming uncommon virtues” or “faking good.” If you score high on a built-in lie scale, you may be excluded from consideration for the position. One example of a question that could be part of an uncommon virtue/lie scale is “Have you ever told a lie no matter how small?” It is a rare individual who has never told even a small lie in his or her entire life.


I mentioned that ignorance about testing can lead to bigger trouble. Erica adds this warning in one of the many Get The Edge sidebars in the book:

If you get caught cheating on pre-employment tests, you might ruin your chances for employment not only in the job you applied for, but also with that employer, and even possibly with other clients of the test vendor.

That’s right: Cheat on one test, and you could get blown out of many jobs, because the test vendor can keep track of your results from one employer to the next.

It’s quite an industry, isn’t it? That’s why I asked Erica Klein to write this book. It’s rare for someone like her — a specialist in employment testing — to address job seekers. Industrial psychologists like Erica normally conduct and interpret research only for the benefit of employers. I wanted her to translate it and make it useful and understandable for job hunters — to give you the edge.

I think the lessons Erica Klein teaches in her book are so important that I’ll give you a 25% break on the price to get you to read Employment Tests: Get The Edge. Use this discount code when ordering: EDGE. I’ll happily subsidize 25% of your cost of getting the edge.

Have you ever been surprised by an employment test? How did it turn out?

: :

Join My LinkedIn Gang-Bang!

In the December 3, 2013 Ask The Headhunter Newsletter, a reader wants to join my network:

I wanted to send you a LinkedIn invitation to connect, but I noticed on your LinkedIn profile page that you only accept connections from people you already know. How can you expand your network if you don’t want to meet new people? I respect your policy, but I don’t think it’s a good idea. I could introduce you to people you can do business with. What’s wrong with that?

Nick’s Reply

gang-bangPlease check my LinkedIn profile again. It’s changed since you last looked. Send me that request — I’ll accept it.

My profile used to say: “Don’t ask me to join your LinkedIn network if we don’t know one another or if we haven’t done business together.”

That was a lofty standard, and one I maintain in the real world.

If you don’t get it, think about it this way. If I get a call from an employer (or any business person) that wants to check your references, I need to know what I’m talking about, right? If I don’t know you well enough to give you references, why would I accept you as a LinkedIn connection? We’d both look like idiots.

But that was then, and this is now

Welcome to the new world of LinkedIn b.s. connections, where phony relationships are the coin of the realm and everyone can pretend to know one another.

In the real world, I have standards. On LinkedIn, I’ve deleted my aforementioned linking policy, because there are no standards. (I know a guy who has 118,000 connections. He’s an idiot, and the “influencer” articles he posts are as phony as his relationships.)

So, send me a connection invitation. I don’t care who you are any more than LinkedIn does — I’ll connect, because it means about as much as being in the old Ma Bell phonebook, or being findable on Google. Everybody’s already connected “because they’re in there.”

Don’t get me wrong. I love LinkedIn. It’s the best online phone book ever assembled. It’s incredibly nice to be able to look people up.

But I propose that LinkedIn do away with connections altogether, and just let users query the system when they want to get in touch with any other member, without pretending there’s a pre-existing relationship. Even LinkedIn seems to think there’s nothing special about your (or my) connections. It doesn’t care which button you click when you invite someone — colleague, classmate, friend… the system lets you fib.

My subversive agenda

In fact, a class action lawsuit filed recently in San Jose federal court says that LinkedIn doesn’t even recognize the value of contacts. The litigants claim LinkedIn hacks new members’ e-mail accounts and appropriates their contacts — to advertise LinkedIn, to get new members, and to implement the company’s mission. (LinkedIn refers to this as “new growth optimization efforts.”)

So, who am I to tell you I won’t accept your link requests? I do admit to a subversive agenda. If we all connect to one another, then we don’t need to pay LinkedIn for access to people outside our connections, and LinkedIn can’t block any of us from using its network the way it uses its our e-mail lists: To make money.

According to Bloomberg, LinkedIn programmer Brian Guan spilled the beans on his own LinkedIn profile. He describes his job as

“…devising hack schemes to make lots of $$$ with Java, Groovy and cunning at Team Money!”

“Team Money” used to be a business network with standards that rose above, say, those of Facebook. It was, after all, a place for business people to transact business. But LinkedIn started cashing in its chips even before it did an IPO, and now it’s just one big data gang-bang. LinkedIn has signaled clearly that it’s just in it for the money — and any semblance of exclusivity, or integrity about connections, or concerns about members’ welfare is gone.

Here’s what led me to my decision to open up my network

  • LinkedIn charges for Premium membership, but users say there’s no need to pay a fee to access the most useful feature — viewing profiles.
  • LinkedIn expert Jason Alba agrees: “The most important thing is to have a really solid profile. If you want, you can walk away after that. People will still find you.”
  • If you haven’t noticed, all LinkedIn seems to do any more is sell. Its sales force grew from 207 reps in 2010 to 1,822 this year, but where’s the investment in network benefits to users?
  • LinkedIn recently issued $1 billion in new stock. Some might see growth; I see somebody trying to cover the costs of an unsupportable sales operation.
  • LinkedIn recently opened the doors to 13-year-olds. The company says it’s “so they can make the most informed decisions and start their careers off right.” (That must have something to do with the Profitable Child Labor discussion group, eh?) Gimme a break. I think it’s so LinkedIn can tap the teenage data set, which is now worth around $300 billion in the U.S. alone.

LinkedIn is the new TheLadders, the world’s last failed “exclusive” network of businesspeople. Both companies have thrown the doors open to anyone and everyone, after making highfalutin’ representations about “networking.”

  • Both companies are now the subject of consumer class action suits.
  • Both companies are manned by the same people who invented the “churn ‘em and burn ‘em” model of the job boards — alumni of HotJobs and Monster.com.
  • And both companies tout the value of high-quality “connections” while de-valuing those very connections. (Endorsements, anybody?)

Join my LinkedIn Gang-Bang!

It doesn’t matter whether we know one another or have done business together. Send me your LinkedIn invitations, and I’ll accept them. No offense to you but, like LinkedIn, I want to use my connections to make money — and so do you. Unlike LinkedIn, I do have scruples — I’ll never sell your data to advertisers. But keep in mind that what I do with your data doesn’t matter. LinkedIn will sell our data to anyone that will pay for it. We’re all in the phone book, after all.

My only quandary: As a parent concerned with my own children’s safety, what do I do when 13-year-olds start asking me to connect?

What’s your take on LinkedIn connections? Do you limit your list, or is it a gang-bang like mine? Just how much b.s. will people pay for?

: :

4 Fearless Job Hunting Tips

In the November 26, 2013 Ask The Headhunter Newsletter, there’s no Q&A. Instead…

autumn-leaf1I normally take a break during Thanksgiving week and skip publishing an edition of the newsletter so that I can cook, bake, and fill the larder with goodies for Thursday. But I’m cooking up something different for you with this edition. Rather than normal Q&A, I’d like to share four tips from the latest Ask The Headhunter publications. If you find something useful in them, I’ll be glad.

The idea behind the new Fearless Job Hunting books is that finding a job is not about prescribed steps. It’s not about following rules. In fact, job hunting is such an over-defined process that there are thousands of books and articles about how to do it — and the methods are all the same.

What all those authors conveniently ignore is that the steps don’t work. If they did, every resume would get you an interview, which would in turn produce a job offer and a job.

But we all know that doesn’t happen. The key to successful job hunting is knowing how to deal with the handful of daunting obstacles that stop other job hunters dead in their tracks. Here are some excerpts from Fearless Job Hunting — and if you decide you’d like to study these methods in more detail, I invite you to take 20% off your purchase price by using discount code=GOBBLE. (This offer is limited until the end of the holiday weekend.)

4 Fearless Job Hunting Tips

You just lost your job and your nerves are frayed. Please — take a moment to put your fears aside. Think about the implications of the choices you make. Consider the obstacles you encounter in your job search.

FJH-11. Don’t settle

From Fearless Job Hunting Book 1: Jump-Start Your Job Search, p. 4, The myth of the last-minute job search:

When you’re worried about paying the rent, it seems that almost any job will do. Taking the first offer that comes along could be your biggest mistake. It’s also one of the most common reasons people go job hunting again soon — they settle for a wrong job, rather than select the right one.

Start Early: Research the industry you want to work in. Learn what problems and challenges it faces. Then, identify the best company in that industry. (Why settle for less? Why join a company just because it wants you? Join the one you want.)

Study the company, establish contacts, learn the business, and build expertise. Rather than being just a hunter for any job, learn to be the solution to one company’s problems. That’s what gets you hired, because such dedication and focus makes you stand out.

2. Scope the community

From Fearless Job Hunting Book 3: Get In The Door (way ahead of your competition), p. 6, It’s the people, Stupid:

FJH-3You could skip the resume submission step completely, but if it makes you feel good, send it in. Then forget about it.

More important is that you start to understand the place where you want to work. This means you must start participating in the community and with people who work in the industry you want to be a part of.

Every community has a structure and rules of navigation. Figure this out by circulating. Go to a party. Go to a professional conference or training program. Attend cultural and social events that require milling around with other people (think museums, concerts, churches). It’s natural to ask people you meet for advice and insight about the best companies in your industry. But don’t limit yourself to people in your own line of work.

The glue that holds industries together includes lawyers, accountants, bankers, real estate brokers, printers, caterers and janitors. Use these contacts to identify members of the community you want to join, and start hanging out with them.

3. Avoid a salary cut

From Fearless Job Hunting Book 7: Win The Salary Games (long before you negotiate an offer), p. 9: How can I avoid a salary cut?

FJH-7Negotiating doesn’t have to be done across an adversarial table — and it should not be done over the phone. You can sit down and hash through a deal like partners. Sometimes, candor means getting almost personal. Check the How to Say It box for a suggestion:

How to Say It
“If I take this job, we’re entering into a sort of marriage. Our finances will be intertwined. So, let’s work out a budget — my salary and your profitability — that we’re both going to be happy with for years down the road. If I can’t show you how I will boost the company’s profitability with my work, then you should not hire me. But I also need to know that I can meet my own budget and my living expenses, so that I can focus entirely on my job.”

It might seem overly candid, but there’s not enough candor in the world of business. A salary negotiation should be an honest discussion about what you and the employer can both afford.

4. Know what you’re getting into

From Fearless Job Hunting Book 8: Play Hardball With Employers, p. 23: Due Diligence: Don’t take a job without it:

FJH-8I think the failure to research and understand one another is one of the key reasons why companies lay off employees and why workers quit jobs. They have no idea what they’re getting into until it’s too late. Proper due diligence is extensive and detailed. How far you go with it is up to you.

Research is a funny thing. When it’s part of our job, and we get paid to do it, we do it thoroughly because we don’t want our judgments to appear unsupported by facts and data. When we need to do research for our own protection, we often skip it or we get sloppy. We “trust our instincts” and make career decisions by the seat of our pants.

When a company uses a headhunter to fill a position, it expects [a high level] of due diligence to be performed on candidates the headhunter delivers. If this seems to be a bit much, consider that the fee the company pays a headhunter for all this due diligence can run upwards of $30,000 for a $100,000 position. Can you afford to do less when you’re judging your next employer?

Remember that next to our friends and families, our employers represent the most important relationships we have. Remember that other people who have important relationships with your prospective employer practice due diligence: bankers, realtors, customers, vendors, venture capitalists and stock analysts. Can you afford to ignore it?

* * *

Thanks to all of you for your contributions to this community throughout the year. Have you ever settled for the wrong job, or failed to scope out a work community before accepting a job? Did you get stuck with a salary cut, or with a surprise when you took a job without doing all the necessary investigations? Let’s talk about it! And have a wonderful Thanksgiving!

If you purchase a book,
take 20% off by using discount code=GOBBLE
(This offer is limited until the end of the holiday weekend.)

: :

Top 10 Stupid Interview Questions: #6 – #10

In the November 18, 2013 Ask The Headhunter Newsletter, a reader asks about the rest of the stupid inteview questions… In the November 5 edition we discussed the first five of The Top 10 Stupid Interview Questions. (There are of course lots more than 10, but who’s counting?) Let’s recap the reader’s question, then tackle #6 – #10.

I am preparing for an interview with one of the big consulting firms, and I thought I would send you some sample interview questions that I retrieved from the Internet. (The article provided answers, too, but I thought they were ridiculous.) How would you advise answering these questions? Any help is appreciated. Here goes:

  1. Tell me about yourself.
  2. Why do you want to work here?
  3. stupid-questions-moreWhy did you leave your last job? (Or, Why do you want to leave your current company?)
  4. What are your best skills?
  5. What is your major weakness?
  6. Do you prefer to work by yourself or with others?
  7. What are your career goals? (Or, What are your future plans?)
  8. What are your hobbies? (Or, Do you play any sports?)
  9. What salary are you expecting?
  10. What have I forgotten to ask?

Nick’s Reply

6. Do you prefer to work by yourself or with others?

Gimme a break. If you hire me, I’m working with you, right?

Clearly, the purpose of the question is to assess whether you are a solitary type who prefers to avoid interacting with other people. Like you’re going to fess up if you’ve got asocial tendencies… In any case, if you take a guess and tell the interviewer what you think he wants to hear, you might be wrong. Worse, you risk getting a job that’s wrong for you.

I think the best answer to this question is an offer.

How to Say It: “I’d like to offer to come in for half a day to show you how I’d do this job. Perhaps that would involve shadowing another team member, or working alone, or participating in a group work meeting. I’m happy to invest the time, so you can see how I work, and so I can experience first-hand how you and your team work together.”

What’s not to like about such a direct assessment, where everyone can relax, forget about silly questions, and actually do some work? (Caution: Don’t let this turn into you doing lots of free work!) You’ll learn lots more about this approach in Fearless Job Hunting Book 6 – The Interview: Be The Profitable Hire.

7. What are your career goals? (Or, What are your future plans?)

“My long-term goal is to chuck it all, become a sailor, and sail around the world with my schnauzer. Do you like dogs and boats? If not, I suppose you won’t hire me.”

You could also try this:

How to Say It: “My goal for the foreseeable future is to help you increase your revenues and/or reduce your costs, and to improve your profit line by doing a better job than anyone else you could hire. I’m not perfect, but I’m determined. Let me explain how I’d do these things in this job…”

8. What are your hobbies? (Or, Do you play any sports?)

This is the proverbial loaded question — and most “experts” advise avoiding it because any answer may turn off the interviewer depending on what her interests are. (I’ve seen people rejected because they play golf and the manager recently blew a game.)

If the employer pays close attention to your answer and seems to be extrapolating from your hobbies — using some look-up table that explains what it really means when you say you like to read in your spare time — to decide whether you’d be a good hire, then this question is the least of your problems.

Your hobbies are no one’s business. But don’t lose the interview over this one. My advice: Tell the truth and damn the torpedoes. If the employer can’t deal with your interests and won’t hire you because of what you do in your spare time, to heck with her because she’s going to micro-manage you.

Everyone thinks they’re a psychologist. Thank you, Dr. Phil.

9. What salary are you expecting?

If an employer asks you this question instead of, “What’s your current salary?” you’re probably dealing with a smart employer. Smart employers don’t care what you’re making now, because they can figure out for themselves what you’re worth to their business — and that’s what they’re going to offer you, no matter what you made last year.

Show your respect and your own intelligence like this:

How to Say It: “Every good job is dynamic — it evolves and changes quickly. Let’s discuss what I’d be doing day one, week one, month one and by the end of one year — the actual work, the tasks, the deliverables. Then we can discuss how, and perhaps how much, I can add to your bottom line. That’s how I expect to come up with a salary range that I think represents my value, in terms of what I could bring to your bottom line.” (For more about how to handle salary topics in interviews, see Fearless Job Hunting Book 7: Win The Salary Games (long before you negotiate an offer).)

10. What have I forgotten to ask?

How to Say It: “You didn’t ask me the single most important question in an interview: How am I going to do this job profitably for your company? If I can’t demonstrate my ability to do that, you shouldn’t hire me.”

End of interview.

Now I’ll repeat what I said in the first installment of “The Top 10 Stupid Interview Questions”:

If you memorize these answers and use them, you’re a dope. (No offense.) Every person, every employer, ever interview, every situation is different. Use the answers I provided as a spark to get you thinking in the right direction. Preparing your own actual answers will require an immense amount of work on your part, for every single job you interview for. The details will be different in every case.

One more note: Never take anyone’s advice about your job search, including mine. At best, leaven your own approach with something you’ve learned here — but make it your own, make sure you’re comfortable with anything you say or do, and never, ever, ever complain that you blew it because you did what Nick told you to do… :-)

Remember that giving the “right” answers is not the point. That could lead to a job offer for a job that’s totally wrong for you. You don’t want to just succeed in the interview; you want to succeed in getting the right job. And some interviews reveal lousy jobs that you should walk away from.

The key to the ATH approach is figuring out the connection between the work you do and the profit you can add to a business. Without that, your answers to interview questions don’t matter.

I hope you find my suggestions useful.

How do you answer the top 10 interview questions (stupid or otherwise)? What makes your interviews work — and when and how have you failed?

: :

Outplacement Or Door Number 2?

In the November 12, 2013 Ask The Headhunter Newsletter, a reader asks about outplacement:

My company is downsizing and I know I’m going to get cut. HR tells us they’re going to give us help finding a job from a top firm that specializes in this. What do you think of outplacement?

Nick’s Reply

When you get fired, outplacement is often the consolation prize. The employer spends 10 or 15 grand to help the employee “transition” (that’s used as a verb, so help me) and the gullible departee is grateful that someone is going to find her a job.

door-no-2Now read my lips: Outplacement might extend your unemployment rather than help you land a new job. So take ownership of your status, and maybe put some extra cash in your pocket. Here’s how.

Some years ago, when AT&T was doing a big downsizing, I got a call asking if I’d like to help with outplacement. I explained that I don’t scale — I can’t coach 5,000 people into new jobs because I don’t think anyone can do that. No, no, no, they said — you’ll be working with just a handful of managers who really need your help. So I took the gig.

The handful of managers comprised the career development team — that branch of the human resources department responsible for outsourcing “transition assistance” for 14,000 employees to a bunch of huge outplacement firms at a cost of $15,000 per person.

But the career development team didn’t want to go sit in cubicles with thousands of other newly minted job hunters. They wanted something better. They wanted highly customized help. Now, this was a huge feather in my cap. I represented “something better,” and I was proud of it. I did a good job helping every single one of them land in new jobs, and I got paid well.

But the point of this story is that the HR exec who hired me explained that outplacement isn’t so much for the departing employee. It’s mostly for the legal protection of the employer. I’ll over-dramatize how it plays out in court:

Downsized employee: “Your Honor, after 20 years on the job, they cast me out on the street!”

Judge: “Did they give you expensive outplacement services to help you find a new job?”

Employee: “Well, yes. They spent 15 grand on Transition Gurus, Inc. to help me, but they never found me a job.”

Judge: “Fifteen grand on a big-name company like Transition Gurus?! Why, they gave you the best! No matter that it didn’t work. No company ever got sued successfully for retaining Transition Gurus, Inc. Case closed! Next!”

While there are some boutique outplacement firms that do good work, the outplacement industry is dominated by a few big players that process the downsized like cattle. Make sure you know what you’re getting into.

Here’s how big-time outplacement often “works”:

  1. You don’t choose the outplacement firm or the counselor you work with. Your employer does. So from the start, you’re in the back seat of this adventure.
  2. The outplacement firm works for your employer, not for you. The firm’s job is to get you out of your employer’s hair, keep you busy, and make you feel like someone’s going to get you a job so you won’t sue your employer for wrongful termination. Outplacement is mostly about the company’s liability, not your future.
  3. Outplacement firms earn more money when you don’t find a job. Say what? Just what I said. Some of these firms drag out the process to milk the client for more fees, and to make it look like their “process” is thorough. Many programs are boilerplate presentations conducted by lightweight trainers. In some cases, they’ll talk you into buying “premium” services with your own cash.
  4. While you try hard to swallow the drivel some greenhorn counselor is feeding you (after all, you really do need help…) months drift by and your status deteriorates due to protracted unemployment. The firm looks busy, while you look like damaged goods.

Outplacement might be helpful, but never forget that you are responsible for your next career step. Don’t be lulled into thinking that a high-priced consultant — who works for your former employer — has any real skin in your future. The skin is yours alone.

(Special Case: Rip-Off Edition: Who’s trying to sell you a job? This is where outplacement and “career management” turn into scams. Beware.)

Some employers are willing to give you cash in lieu of outplacement services if you ask. (You might have to sign release to get it. Talk to your lawyer.) It might be the best deal, and it might help you get into high job-hunting gear faster. If you decide to spend the money on outplacement with a good small firm, that’s up to you — you get to choose the firm and the counselor. If you use the money to tide you over while you conduct your own job search, that’s also up to you. I’d take Door Number 2: Go for the cash.

Have you ever been downsized and outplaced? Tell us about your experiences!

: :

Top 10 Stupid Interview Questions: #1 – #5

In the November 5, 2013 Ask The Headhunter Newsletter, a reader asks about “sample” inteview questions and answers:

I am preparing for an interview with one of the big consulting firms, and I thought I would send you some sample interview questions that I retrieved from the Internet. (The article provided answers, too, but I thought they were ridiculous.) How would you advise answering these questions? Any help is appreciated. Here goes:

  1. Tell me about yourself.stupid-questions
  2. Why do you want to work here?
  3. Why did you leave your last job? (Or, Why do you want to leave your current company?)
  4. What are your best skills?
  5. What is your major weakness?
  6. Do you prefer to work by yourself or with others?
  7. What are your career goals? (Or, What are your future plans?)
  8. What are your hobbies? (Or, Do you play any sports?)
  9. What salary are you expecting?
  10. What have I forgotten to ask?

Nick’s Reply

Ah, yet another version of The Top 10 Stupid Interview Questions! I’m sorry you didn’t share the suggested answers, because whoever wrote this is ushering you toward your interview demise.

Are there really stupid questions? Of course — they’re questions that are old, loaded, and worn out. They are not worth asking because any fool can find dozens of clever rejoinders in books and articles (like this one) and regurgitate them with a smile. Interviews shouldn’t be about questions — they should be about two-way discussion.

But let’s get back to what you asked. There used to be a book titled The Top 2800 Interview Questions… And Answers. I have this fantasy: You walk into an employer’s office, shake hands, and say, “I know you have a lot of questions for me. So let’s save us both a lot of time.” You slide that baby across the desk toward the manager… “So here they are, along with all the answers. Now can we cut the crap and talk about the job and how I’ll do it for you, okay?”

Most interviewers are clueless about how to interview and hire good people. Like most job hunters, they’re brainwashed by the employment industry to focus on everything but the one thing that really matters:

How are you going to do this job profitably for my company?

Your challenge is to turn the interview around to a discussion based on that one question. But, here’s how I’d handle those Top Ten questions, because interviewers do ask them. Heads up: If you use my suggested answers, you’re a dope. Don’t be a dope! Use what follows as a first step to re-thinking how you manage your interviews. Turn them into discussions or working meetings.

1. Tell me about yourself.

Before you start talking, think about how people nuke their own job interviews: Don’t Compete With Yourself.

You’ll note that I’ve abbreviated that article because it’s now part of Book Six, The Interview: Be The Profitable Hire in the Fearless Job Hunting collection. But here’s a tip from it:

“Most job candidates sit like cornered mice, waiting for the interviewer to start the action. Don’t wait for the employer to ask you the first question— the question that will bring your anxiety to a head. Speak first. Get the ball rolling on a topic your scared self can’t interfere with. Talk about something you know absolutely nothing about, and which your scared self can’t screw up.

“Start an unexpected conversation. Ask the manager about himself, about his successes, or about the state of the industry. There’s nothing to be nervous about, because you are letting the manager perform. You’ve immediately handed him the ball while you acclimate yourself. In the process, you are learning something that might help you with this interview.” (pp. 2-3)

(Hint: You should ask the interviewer about this before he asks you.)

2. Why do you want to work here?

“You are one of only three companies I want to work for. The others are A and B. I believe your business model makes it possible for individual employees to make a clear impact on the bottom line. With your permission, I’d like to go up to your whiteboard and outline how I think I could do that.”

(You’d best have done your homework and know for a fact that what you’re saying about this company is accurate. Otherwise, why interview?)

3. Why did you leave your last job?

If you can answer question #2, all you have to say is that your last employer didn’t view each job in terms of how it contributed to the company’s success. “A job was a job unto itself. I believe all jobs are interconnected, and how I do my work affects how effectively others can do theirs. I left that employer because I want a job where I can contribute to the business.”

4. What are your best skills?

“My most important skill is that I can ride a fast learning curve without falling off. Every job is different and requires new skills, new approaches and new ideas. I’m a quick study, and I can break down a task so I can get it done. In fact, if you’d lay out a live problem you’re facing right now, something you’d want me to handle if you hired me, I’d like to roll up my sleeves and show you how I’d apply the necessary skills to tackle it.”

(This requires lots of preparation in advance. If you’re not willing to do it, then you have no business interviewing with this company.)

5. What is your major weakness?

(Smile when you say this.) “That’s one of those Stupid Interview Questions Nick Corcodilos talks about on Ask The Headhunter. By the time I’m done showing you how I would do this job profitably for you, my weaknesses won’t matter. If you think I have critical weaknesses when we’re done with this interview, then you shouldn’t hire me. (Smile again.) Look, I don’t mean to be rude, but I really believe that one thing matters above all: You should evaluate me based on what I show you I can do, not on some clever answer I found in a book.”

Next week, we’ll cover Stupid Interview Questions #6 – #10. I’ve already got them worked up, but if you offer different questions that are better qualified for this notorious list, I’ll substitute your choices for the ones in this reader’s list.

Of course, if you’ve got better suggestions than mine above, I expect to see them posted below as comments. Remember: This is about having a discussion with an employer. Not about clever answers to stupid questions.

What’s the most ridiculous “serious” question an employer has asked you? Are canned questions really useful for assessing job applicants? What do you do when such questions come up in interviews? Join us on the blog!

: :

Ask questions. Be likeable. Get hired.

In the October 22, 2013 Ask The Headhunter Newsletter, a reader tries to keep everybody happy in the job interview:

I was wondering what to say when asked, “Do you have any questions?” when you’re seeing many different people from the same company during a day’s interviews. Most of the questions I have could be addressed by any of the interviewers.

I’ve tried coming up with as many questions as possible and asking one per person, or just asking the same questions over and over and pretending to be fascinated when I hear the same explanation the sixth time. But I’m not sure which one is right. I either seem like I don’t have many questions, or I’ll seem insincere if the interviewers compare notes.

Nick’s Reply

any-questionsYour questions about the work might all be the same, but if you frame the questions to allow each interviewer to discuss his or her perspective about the work, you will learn a lot, and your questions will not seem gratuitous.

If you want to send an interviewer (or all eight of them) into rapturous mental contractions, you need ask only one question:

“I’m curious. What brought you here, to this job?”

People love to talk about themselves. When you encourage them to do that, they will feel closer to you and they will be more likely to judge you as a “better candidate” because you let them talk about themselves.

Does that sound a bit glib? It’s not, if you really want the answer.

“I’m curious. What have been the greatest challenges you’ve faced in your own job?”

People love to talk about their successes. Help them do that, and you will learn a great deal. The more they talk, the more they will perceive you as being interested in their work. And that raises their estimation of you.

These suggestions stem from one of the fun facts from the world of psychology: When someone shows an interest in us, we tend to like them.

I’m not trying to teach you tricks; just a simple interpersonal skill. The key, I believe, is to ask intelligent questions that keep the interview focused on the work. Lots of intelligent questions about the work start out as questions about the interviewer. Take advantage of that.

What do you ask employers during job interviews? While ability to do the work should be an employer’s #1 concern, likeability ranks high as a reason employers make a hire.

: :

Optimize your first day on the job

In the October 15, 2013 Ask The Headhunter Newsletter, a reader asks how to start a new job off on the right foot:

I’m starting a new job soon, and I’d like your opinion on how to make a great first impression. I can do the handshaking and small talk, but what else? I’ve read that one should meet with the boss at the end of the first day to check in. What other advice can you give me?

Nick’s Reply

It’s a good idea to stop by your boss’s office at the end of your first day to say thanks for the job and to “check in.” But you should also check in with your boss regularly, to ensure you’re meeting his or her expectations and that you understand your objectives.

Be diplomatic and be confident. But don’t just say “hi.” Introduce some substance into your conversation so your boss will take notice of your diligence — because the early impression you create will influence your relationship for a long time to come.

After you’ve been oriented and assigned your first tasks:

  • Take some time to outline the work you have to do.
  • Put it on paper. It need not be fancy, but it should be carefully thought out.

optimizeAlso outline how you’re going to do the work:

  • Lay out an overall strategy.
  • Detail the specific steps you’ll take.
  • Describe the tools you’ll use, and so on.

Don’t forget to:

  • List obstacles you might encounter.
  • Questions you’ll have.
  • Include milestone dates and measures of your own performance.

Then sit down with your boss:

  • Ask for input and comments about your work plan.
  • Discuss how your work will contribute to the company’s (or department’s) profitability.
  • Explain that you want to shape your plan so you’ll fit in with the rest of the team.

Don’t wait for your boss to “review” your performance. Review it for him early and often (without irritating him). That’s the best way I know to Start a Job on The Right Foot because it shows the boss that you’re thinking about the work and about the company’s success. After all, that’s what you were hired for, right?

Best wishes on your first days!

How do you keep your job? Your boss always needs good reasons to keep you on board. How do you do it?

: :

LinkedIn For Kids: The biggest lead-gen pimp on the Internet?

reidhoffmanWhat’s LinkedIn chairman Reid Hoffman looking at? 13-year-olds — LinkedIn’s newest big-money data set. And my bet is his sharedholders are going to be looking at the Internet’s biggest privacy nightmare yet.

Advice to Moms and Dads: Take your kids off his street.

Under the guise of helping 13-year-olds “start their careers off right,” LinkedIn is launching a massive initiative to tap the $300 billion teen market — selling advertising and selling access to kids’ data.

Ever since LinkedIn went public, it abandoned its mission to be the world’s biggest and best professional network. It has quickly evolved into an advertising business.

With a hot IPO behind it, LinkedIn’s management team rushed head-long into silly commercialization, betting that its public relations campaigns could keep its reputation afloat — while the company furiously drained all the integrity out of its ever-growing pool of users.

First, LinkedIn ejected its team of salaried relationship-builders and brought in a boiler room full of telemarketers working on stiff quotas. According to SEC filings, in short order LinkedIn’s sales and marketing operation skyrocketed from 207 people to 1,822. LinkedIn founder Reid Hoffman and CEO Jeff Weiner realized that their company’s value wasn’t in the business networks it had created. The big money was in keywords. So they started selling members’ data to employers, just like Monster.com and CareerBuilder do.

Just another job board

LinkedIn launched its IPO, and re-launched itself as a job board. Chucking connections for cash, LinkedIn has been charging job seekers for “Premium” services. (See Is LinkedIn Cheating Employers and Job Seekers Alike?) For $29.95/month, you can buy empty promises of status and top position on the list of resumes employers pay to access. (You also get to write a dozen or so “InMails” using LinkedIn’s cumbersome, proprietary mail system that tracks who you communicate with.)

linkedinbuttonWith a wink and a nod, LinkedIn cautions members to apply only for jobs they are truly qualified for — but gave them a button to easily and instantly apply for any job they encountered. Like the job boards, LinkedIn is facilitating a jobs lottery: The more tickets you buy, the more chances you have to win!

And as LinkedIn members started flooding employers with applications, employers paid LinkedIn to drink out of a fire hose.

But, everyone knows that job boards aren’t just in the job board business. They’re in the lead-generation business. Your “profile” is chock full of incredibly valuable information to salesmen and marketers. If you don’t believe me, just create a faux membership on any job board using a faux e-mail address and watch your in-box to see who’s buying or renting your data.

Hacking Members’ E-mail: The new business model?

If anyone thinks LinkedIn is in the “relationship” and “professional networking” business, listen closely: LinkedIn is an advertising company collecting data to linkedin-hacksell. At LinkedIn, “innovation” means “We make more cash from your data.” And members don’t like it. They’re complaining that LinkedIn hacked their external e-mail directories and — without permission — is sending solicitations to their contacts. Last week, a group of LinkedIn members filed a class action about this practice in San Jose federal court. (The New York Times says “the company is treading dangerously.”)

Hoffman and Weiner have found the Holy Revenue Model: Charge everyone, and convince everyone this is the only game in town!

Gone are some of the most useful services that LinkedIn used to offer to members. The company killed LinkedIn Answers, a powerful way to network and share information — and introduced a service its users find laughable: Endorsements — the equivalent of cheap come-on lines thrown at girls in bars.

Then LinkedIn itself started courting girls and boys — 13 and older, just two weeks after issuing $1 billion in new stock. Now kids can connect with adults. What’s going on here is obvious. LinkedIn is scrambling to acquire more personal data, from yet another valuable demographic, to prop up its stock price.

Hey, little girl…

In what must be the most laughable bit of bullshit published online this year, LinkedIn’s Eric Heath announced that kids are invited to join LinkedIn “so they can make the most informed decisions and start their careers off right.”

free-candy-vanGimme a break. This new “age of consent policy” has nothing to do with 13-year-olds’ “careers” and everything to do with collecting personal data.

LinkedIn’s intentions and motivations are obvious. Reid Hoffman is driving around the Internet offering memberships to a demographic that spends $200-$300 billion annually (teenagers) — and that’s just in the United States. Hey, little girl… how about a nice piece of e-candy…?

This is all about personal data for sale

LinkedIn is now all about advertising. To monetize the 13-year-old data set — and your profile, too — the company just hired Groupon ad exec Penry Price, signaling that “connections” are the bait, and that the real name of this game is advertising.

Has LinkedIn become the biggest lead-gen pimp on the Internet — now featuring kids, their personal data, and their money? Moms and dads can start sweating bullets, too, wondering who’s protecting their little girls’ and boys’ information.

But stockholders can rejoice, at least for now, because everybody pays the house. As litigation mounts, Hoffman and Weiner may find they’re going to pay the piper.

Have you noticed more LinkedIn solicitations in your e-mail? Do you think your e-mail addresses have been hacked by LinkedIn? Is this “business network” looking like a dog to you?

: :