Linked into the haystack

Relationships make the world go ’round, and it’s wonderful to make new friends and contacts. And it’s really great when you find that needle in a haystack — a new contact who changes your business or your life. Such an encounter might be a once-in-a-lifetime event. No one’s been able to figure out how to reliably trigger the unique circumstances that bring two people together, or even how to identify the special characteristics that combine to make a valuable new relationship.

Here are the last five messages people sent me when asking me to join their LinkedIn networks, in the hope that we might make magic, or even that we might just enjoy hanging out together: Read more

If you don’t like rejection

Every week I get books in the mail. Review copies. These are from authors writing about career topics who would like me to plug their books on Ask The Headhunter. I know how hard it is to get your writing published, so I don’t respond when I have nothing nice to say.

Most of the time, even the titles are embarrassing. (No, I won’t tell you the titles. Our moms were right. Sometimes it’s still best to say nothing if you can’t say anything nice.) The material is weak. The methods described are hackneyed, and they still don’t work. Some of these books are preposterous; others, too clever for their own good. Read more

TheLadders: Going down?

Recruiting-industry watcher Cheezhead reports that job-board web-site TheLadders may be for sale. I agree. In Silicon Valley, it’s an old story. Does an entrepreneur start a company to create value, or with a quick exit strategy at the heart of the business plan?

When the entrepreneur comes from another company whose reputation is for bargain-basement wares that don’t work, you don’t even need to ask. Ladders founder Marc Cenedella came from HotJobs, that bastion of quality job-postings whose success at filling jobs doesn’t even warrant mention. Well, heck, let’s mention it anyway. CareerXroads reports that less than one-half of one percent (0.05%) of jobs filled by companies come from HotJobs. The product doesn’t work. (In comparison, Monster’s success rate among employers is around 2%. Whoo-wee. Compliment all the HR brainiacs who have sent billions of dollars to Monster.) Read more

HR’s new dildo: The behavioral interview

Ever hear of the behavioral interview? It’s been all the rage in human resources circles for some time. In fact, the HR community has now grabbed onto the behavioral interview as the right way to have a meaningful interaction with a job candidate. It’s the way to really learn about a job candidate’s actual skills. The idea is simple. Don’t ask candidates about their skills and capabilities, because they’ll tell you what you want to hear. Instead, ask them how they actually handled a particular task or situation in the past. That way you can assess their actual behavior and judge their abilities more accurately. Follow me so far?

The BI lends itself to lots of how-to articles and advice from career experts. You can find all sorts of clever questions to get people to tell you about their behavior. In fact, it has spawned a sub-industry in the career business. That’s why it’s so popular — it’s got legs in the consulting world. It’s easy to sell the method to HR. But, does it work? More important, is the BI what it purports to be — a good way to assess a job candidate’s actual abilities by evaluating their behavior?

I don’t think so. Consider the twist in the monniker. The word “behavioral” seems to lend a great air of credibility to this kind of interview. Why listen to a bunch of talk when you can assess a candidate’s actual behavior? The suggestion is that we’re looking at behavior rather than, as Carole Martin cautions in You Can Survive the Behavioral Interview, the stories that candidates might make up about their skills. Does that give you the logical heebie-jeebies? It should.

There is no behavior in the behavioral interview. It’s talk about the past. I think the BI is a fraud. It’s akin to washing your hands with gloves on. The BI insulates the interviewer from the candidate because it does not accomplish what the name suggests. There is no behavior in the behavioral interview — we never get to see the candidate do anything, least of all anything relating to the job at hand. The BI is HR’s newest dildo. It’s yet another substitute for meaningful interaction with a job candidate.

There is another fundamental problem with the BI. On about.com, career planner Dawn McKay explains that, “The basic premise of the behavioral interview is that past performance is a good predictor of future performance.” Fans of this assessment technique would do well to read an investment prospectus or two, where the cautionary refrain is always, “Past performance is no guarantee of future success.” One of the reasons a prospectus includes such a disclaimer is because numbers can be manipulated to imply something about the future.

Likewise, job candidates can manipulate anything they say in an interview. To demonstrate the great power of the BI, McKay goes on to explain, “When asked simple yes or no questions, a job candidate can easily tell an interviewer what he or she wants to hear… However, if the interviewer asks what you have done in the past to complete a project on a tight deadline, you would have to give a real-life example, detailing how you handled the situation.”

Say what? If I can make up an answer to an interview question, I can certainly make up a scenario and how I dealt with it effectively in the past. (There are books galore to help you. For instance — I love this title — 501+ Great Interview Questions For Employers And The Best Answers For Prospective Employees. Don’t wear the interviewer out.) There is nothing robust about a BI. It does not do what HR expects. The interviewer is still diddling the candidate about the past, rather than assessing what the candidate can do here and now.

Consider: A manager can ask a job candidate anything. So, why do managers and HR folks ask for resumes? Why do they ask about the past? Why do they play games with the Top Ten Stupid Interview Questions? (Where do you see yourself in five years? If you could be any animal, what would you be?) It’s simple: The conventional interview (and the BI is as stupidly conventional as HR gets) is designed to be a deductive assessment. HR gathers any data it can, then goes into the back room and uses expensive tools to deduce whether a candidate can do the job. HR is guessing. It’s what the profession gets paid for.

If a manager (let’s forget about HR altogether in this scenario) can ask a job candidate anything, why not ask the candidate to show how he or she would do this job now? Frankly, I don’t care about your past, even though it might help me understand you better. The first thing I need to know is, can you do this job? Show me. Behave. Do. Prove.

The BI is so pervasively accepted as a hiring tool that career experts actually believe talk is behavior. The result is junk interviews. McKay delivers the sales pitch: “Rather then merely telling the interviewer what you would do in a situation, as in a regular interview, in a behavioral interview you must describe, in detail, how you handled a situation in the past. What better way to strut your stuff?”

If you’re a manager and you want to see candidates strut their stuff, put away the rubber gloves and the dildo, and ask them to show you how they would do the job you want done.

Zen of job hunting

I’m a headhunter and a writer. I don’t know a darned thing about bikes, but when I look at the V-twin engine on a Victory motorcycle in the window of a local bike shop, I see perfection. Smack me, but it makes me feel like I just closed a deal and placed the right candidate in the right job and the match is forever. Of course, one has nothing to do with the other. Right? Wrong. The image of perfection is the image of quality. You know it when you see it. I see it in that V. Read more

Use the Working Resume to blow away your competition

Resumes were the topic last week… well, at least after some professional resume writers pointed out the differences between what they do and what TheLadders does… Up to that point, the topic was my critique of TheLadders’ sales gaffe in its pitch for $1,375 resume services. One should not be pitching pricey perfection in resume writing when one fails to catch one’s own spelling errors. (Hey, I make spelling mistakes, too, but I’m not trying to get you to spend $1,375 to buy my spelling and writing expertise.)

I don’t write resumes for a living. But I do provide advice about how to get an interview and how to win a job. In this week’s (February 12, 2008) edition of the Ask The Headhunter Newsletter, we’re discussing how to commit Resume Blasphemy. That is, how to turn that piece of paper you hand an employer into a Working Resume. Read more

One tiny $100K+ mistake

It’s getting so you can’t avoid the cheesiness of the job boards no matter where you turn in the career industry, because they seem to multiply like the spawn of Bernard Haldane.  After embarrassing themselves at data-base dumps like HotJobs, job-board executives re-form similar operations under new names, and run the same rackets. The trend now is to sucker-punch the “$100K+” market — managers who believe they can buy their way into the next corporate suite for the price of a “Premium Membership.”

Marc Cenedella (formerly of HotJobs), the founder and CEO of TheLadders (“The Most $100K+ Jobs”), sends his members regular solicitations that compete with the ripest junk-mail ad-copy scenting your e-mail box. A reader passed along a sample that had me howling, until tears ran down my cheeks for the $100K+ suckers who swallow it. Read more

Calling for Clark Kent

Talent shortage, my butuckus. Poor management, more likely. Overly-narrow job descriptions are killing companies, and the board of directors doesn’t even know it. A former client who is looking for a new job thought he’d found the right gig in the right company. After several interviews, the recruiter handling the search told him he was one of three finalists. So, here’s what happened, in his own words: Read more