Another exploding job offer

On August 10, 2020
Another exploding job offer

A reader’s entire family gets seriously hurt by the fallout from an exploding job offer in the August 11, 2020 Ask The Headhunter Newsletter.

Question

exploding job offerA few weeks ago my husband applied for a new job. It took weeks just to go through the process. They ran a background check, had him take a drug test, gave him a start date, and told him when he would be flying out of state for training.

He passed the drug test and he was cleared on the background check. Now, my husband is a felon, but his conviction was 15 years ago and he has had no other problems since then. The company only went back seven years on the background check, so he saw no reason to discuss a problem 15 years old. Technically he did not lie. When they asked him about his past, he was honest and told them everything. Everything was going great. He had his dream job. I moved all of our belongings into storage and we were going to move in with family until we got the relocation fee from his new company to get a house.

The night before we were leaving my husband got a call saying he might not get hired because of the old conviction. Still, HR told him not to worry because he should be fine. So I drove my children to the new town. Then my husband gets an e-mail saying, “Upon further review of your background we have to deny you the position due to the severity of your crime.”

Are you kidding me? They gave him a start date, a date and time of his flight, how long he would be gone for training, etc. The hiring process took weeks and he passed everything. Then they tell him last minute — after I already started moving out our belongings that they changed their mind? Can they do that?

I’ve been doing all the moving by myself. I’ve gotten so sick from the stress. I can hardly eat, I’m breaking out in hives, my husband is depressed, my girls are crying because we were told he had the job, when he was going to start, and when he was going to catch a flight to go to California for training. And now — nothing. Now, I have to worry about getting evicted from my home and worry about having to go through this all over again. Is there anything we can do?

Nick’s Reply

I’m very sorry to hear about this, but it’s not the first sad story I’ve heard about an exploding job offer. A 15-year-old conviction is a lifetime ago — but your husband’s good performance and reputation are current, and in my opinion that should have held sway with this company. But I don’t run the company.

In a column about a related problem — a reader’s DUI history — I discussed some ways to deal with adverse background-check results: Bankrupt & Unemployed: Will a background check doom me?

How an exploding job offer happens

I see two problems. The employer is responsible for one; your husband, for the other. First, it appears the company did not actually give your husband a written offer, but encouraged him to believe there would be a written offer so that he’d get started on his transition immediately. That’s unethical. They should have cautioned him that he should take no actions on the new job until they delivered a written offer. (This is another reason why I believe HR should get out of the hiring business.)

Second — and this is a mistake lots of people make in their excitement about a new job — your husband should not have taken any action, including moving the family, until he had a real offer in hand in writing. I know that’s hard to swallow. But it’s just not smart to risk it all without a written offer. If he had waited until all the contingencies were resolved, he’d still lose the new job but your entire family would have been spared such trauma.

What really troubles me is the number of stories readers are submitting to me about job offers being extended — then the employer pulls the plug with no consideration for what this means to the applicant. It really stinks.

What can you do?

If this job is in a state where employment is “at will,” there’s probably little you can do. An employer can fire you at any time, for any reason or no reason — even on day one of the job.

However, you still might want to consult an attorney about this. It depends on the laws in the state where the job is and on the details. A lawyer might be able to make the case that even an oral offer is bona fide. I think it’s important that the employer told your husband “not to worry,” implying it understood his reliance on the offer. It would probably not cost a lot to consult with a good employment lawyer. No matter what you learn, you may at least feel better knowing what your options are.

The one other thing I’d suggest is that your husband reach out directly to the hiring manager that wanted to hire him. It seems only HR is handling this matter. If your husband has any respect left for this company, it’s possible that a rational appeal to the manager could turn this around. That job vacancy is costing the company money. Some assurances and a direct discussion may lead the manager to make a new judgment call. See Hiring Manager: HR is the problem, you are the solution.

I wish I could be more helpful other than telling you to be more careful next time. Since this is affecting your health and your children, please try to find some counseling. Your trauma is clearly very real. Do not let a lousy employer ruin your health and your family’s peace of mind. It’s important to be able to talk it through and deal with it.

Bad stuff happens, and sometimes dishonest employers cause it. The people at the company did not behave with integrity. The best thing your husband can do is immediately move on to the next opportunity, with a better employer. I wish you the best — I really do.

Do you have a story about an exploding job offer? How did you handle it? What advice would you offer the reader in this week’s Q&A?

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Why recruiters get paid fast-food wages

On August 10, 2020
Why recruiters get paid fast-food wages

Two Reasons Why HR Stinks (and How to Fix It)

Source: EvilHRLady
By Suzanne Lucas

recruitersAn acquaintance just got her first job after being a stay-at-home mom for many years. She’s a recruiter. Salary? $10 an hour.

Take that in for a minute.

She could make more money working fast food, yet a company is trusting her to be part of finding the best possible candidates for their company, and they only value her work at $10 an hour.

That’s problem number one. Inexperienced and untrained people recruiting for you will offer a less than great candidate experience. A less than great recruiting experience puts off good candidates and reinforces the notion that HR doesn’t know what they are doing.

Continue reading

Nick’s take

Those recruiters in the HR department of the company where you want to work — those officious people who control whether you get interviewed for that job you want… they get paid what?? Wait’ll you read what Suzanne Lucas says about their bosses in the HR department.

Now do you get it? Now, how much do you guess the last recruiter you spoke with gets paid?

 

 

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Am I good enough for a higher-level job?

On August 3, 2020
Am I good enough for a higher-level job?

A reader faces a crisis of self-confidence when considering a higher-level job in the August 4, 2020 Ask The Headhunter Newsletter.

Question

higher-level jobHow can a programmer know that they’re good enough to work as a developer? I found this interesting perspective posted on Quora from someone who has worked in software a long time: “If I only applied for jobs I was qualified for, I’d still be living with my parents.” The person said some companies will take a chance on you. Do you find this to be true?

Nick’s Reply

First, let’s clarify something for readers who don’t know a lot about computer software jobs. In simple terms, a programmer writes the code for a software project. A software developer can code, but is involved in almost all aspects of the project, including creating the concept for a product, designing it, and following it through to production. (Of course, not every programmer wants to become a developer!)

But what we’re going to discuss applies to almost any kind of job, and it applies to your desire to do more so you can earn more.

A chance at a higher-level job

I like that quote: “If I only applied for jobs I was qualified for, I’d still be living with my parents.”

Put another way, loads of employers may reject you because you haven’t already done the job they want to fill. They want to hire someone who’s been doing the job for the last five years — for less money. But you need just one employer to give you a chance to do something new and more advanced for higher pay. So you have to reach!

There are employers that will hire you because they need help and because they believe you will be able to rise to the demands of a higher-level job than you’ve ever had.

I find this to be true in almost all areas of work, not just programming and software development. Some of the best, most highly experienced professionals I know earned their chops by talking their way into jobs they had never done before. They learned through self-study, by taking necessary courses, by doing and by learning from others. I refer to them as people who can ride a fast learning curve without falling off. Companies hire them not just because of what they can do, but for what they can learn to do.

A programmer is good enough to work as a developer if they can show they are good enough, and if the employer allows for a learning curve (and perhaps also provides mentoring or training). For the employer to take a chance putting you in a higher-level job, you must take a chance and try to justify it.

Find an employer that values learning

Peter Cappelli, a labor researcher I know at the Wharton School, has studied why people can’t get hired. He found that one big reason — obviously — is lack of skills. But he also found that there’s a shortage of specific skills because many employers don’t offer existing employees the training required to do more sophisticated work. They’d rather hire someone new who doesn’t need training.

Related

I stopped shortchanging myself and my career

Which managers hire the best?

Cappelli found that over the past 40 years employers drastically reduced their investment in training and development. I think this is partly the reason people started “job hopping.” They want to do new things. Programmers want to be developers. Customer service workers want to be be sales people. Bookkeepers want to be cost accountants.

Some of these people make a leap by finding employers who welcome them. Moving up in your chosen career requires learning, even when employers don’t value training. So you may need to get your own training.

Help an employer take a chance on you

You cannot wait for an employer to judge whether you’re “good enough” to do a more sophisticated job. Figure it out yourself first, then help the employer take a chance on you. You may invest in appropriate training, or you may study and practice on your own. Then prepare a mini-business plan showing how you will do the job you want.

Your plan might include some guesswork because you can never know all you need to write up this kind of plan. But what impresses a good manager is how you defend and support your plan. If you can explain this clearly and simply, a good manager may decide you are a good investment and may be more likely to take a chance on you. (See The New Interview.)

It’s up to you to make a commitment, then don’t let your new boss down. Do what’s necessary to come up to speed quickly and prove you’re smart, dedicated, capable and dependable. I know managers who would jump over 10 complacent software developers to hire an enthusiastic programmer who shows evidence of self-motivation and an ability to learn fast.

You may have to hear a lot of No’s before you get to one Yes. But you need only one Yes.

Please don’t misunderstand. I’m not suggesting that any programmer can start managing a software development project, or that any bookkeeper can get hired as a cost accountant. But if you apply only for jobs you are qualified for today, you’ll never get the chance to demonstrate that you can ride a fast learning curve to the next step in your career.

How do you know you’re good enough? When you can convince that manager.

Do you ever apply for jobs that you’re probably not qualified for? Tell us how you pulled it off! Is it better to wait for a promotion than to change employers to move up? Is this a chicken-or-egg problem, since employers want to hire without offering any training?

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Explaining A Bad Reference

On July 28, 2020
Explaining A Bad Reference

By Matt Bud, Chairman, The FENG

bad reference

I am always impressed by the eternal truthfulness of the many members of The FENG (The Financial Executives Networking Group). Unfortunately, it is one of the many things about us as financial folks that gets in the way of our finding a new job.

As many of you know, I spent nine years as Chief Financial Officer of an advertising agency. I won’t say from this public platform that I worked with a bunch of liars (please keep in mind that I didn’t say this), but it often felt like those around me were lying even when it wasn’t necessary, just so they wouldn’t get out of practice.

Kind of like on that old TV show “Get Smart” — “Would you believe…?”

Anyway, the issue at hand is coming up with an appropriate explanation for whatever negative experience you had at your last job. Perhaps you got into an ongoing argument with your immediate boss. (He wanted to cheat the government or the stockholders and you didn’t think it was a smart thing to do, and you fought about it.) Frankly, it could be just about any topic. The net result is that you are again in the market and you have this little hole in your resume.

Well, join the club. I was out of work for almost two years and that was followed by a five-month stint in a job from “heck.” I really was in need of an explanation for that one!

And, as one of my friends who was a recruiter would tell me, inquiring minds want to know why you left!

My first suggestion is to tell the truth. Now I am not talking about the whole truth. I am talking about the essence of the truth. (As you can imagine, we each in our own way can sure rattle on. FASB what?)

To supplement the truth, you also need to know what exactly your former boss is going to say about you. Sure, you would rather not use him as a reference, and you probably won’t list him, but you need to be concerned that someone who may want to hire you knows him, or knows others who do.

I thought I knew every method a job seeker could use to deal with a bad reference. My favorite is The Preemptive Reference. But my good friend Matt Bud has surprised me with this disarming and smart recommendation. -Nick
So, the approach is to call and ask what he will say. Don’t suggest things for him/her to say. The reason I say this is that in the heat of the moment your carefully scripted response may be forgotten. Call and ask what will be said if he/she is asked for a reference on you and carefully listen to and write down the answer. DON’T RESPOND! First of all, there is no point, and second, that is not how you are going to use it.

If asked for a reference from your most recent employer you are going to repeat the exact words you just recorded (for the person seeking the referral) and then you are going to add that they need to understand the circumstances under which you left. Don’t rattle on at length or you fall into “The lady doth protest too much, methinks” syndrome. Just be matter of fact about it. Hey, you’re an adult and your boss was an adult and you agreed to disagree. End it with, “You may call if you want to, but this is what will be said.”

If they call, there will be no surprises on the part of the person seeking the referral. This is the important part. Since you copied down the exact words, they should pretty much match with the “caught off-guard response” from that individual “with whom you spent so many pleasant hours.” Since there is no difference, their opinion doesn’t matter. You have already explained it away!

Matt Bud is founder and Chairman of The FENG — The Financial Executives Networking Group — a forum where senior financial executives share job opportunities and experiences with over 40,000 members spread across the United States and internationally.

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Do I need the job offer in writing?

On July 27, 2020
Do I need the job offer in writing?

A reader needs a reality check about job offers, in the July 28, 2020 Ask The Headhunter Newsletter.

Question

How important is getting the job offer in writing? And specifically what should I look for when I receive it? Thanks.

Nick’s Reply

job offer in writingJob applicants are often so grateful to get an offer that they cast prudence aside and put their future in jeopardy. Don’t succumb to the thrill of an incomplete job offer. I would never, ever accept an offer I didn’t have in writing, and I’d certainly never resign another job to accept it. Any company that declines to put it in writing is trouble.

Is the job offer in writing?

A purely oral offer of a job puts you in a bad spot. If the terms expressed to you don’t match what you find when you start work, you’ll have little to rely on. Good luck arguing your case without anything to prove it.

Now, an employer can rescind even a written job offer. We’ve discussed this elsewhere. But this is not just a matter of the offer being bona fide; that is, for real. The more likely problem you’ll face if you don’t insist on a job offer in writing is that the details of the deal could deviate significantly from what you thought you agreed to. For example:

  • The offer the manager expressed to you was for the job of Marketing Manager, but the business cards issued to you list you as Marketing Representative.
  • The offer was for “$75,000?” But your bi-weekly paycheck is for $2,790.
  • Your new boss said, “No problem, it’s part of the offer” when you asked for three weeks’ paid vacation, but six months into the job HR says “No dice!”
  • Healthcare benefits were described as “industry standard,” but don’t include levels of coverage you’ve always had.

Either you get the job offer in writing, or you’ll probably be disappointed.

What to look for in a written job offer

“Contract” jobs

Getting a job offer in writing is all the more critical when you’re being offered a “contract” job through a third party. These firms demand your agreement on compensation before they disclose the employer or what the job is. Be careful!

Always insist on a written offer letter before you take an action you cannot undo, for example, quitting another job for this new one.

Here’s a short list of just some of the key things to look for in your written job offer:

  • Does it include all the terms that were agreed to in your discussions?
  • Is the job title what you understand it to be?
  • Does it include a firm start date?
  • Does it refer to other documents, like the company’s benefits plan and employee policy manual? (You’ll want copies of any documents incorporated by reference.)
  • Does the “fine print” include surprises that were not discussed, like a non-compete agreement that might restrict you from pursuing jobs with other companies in your field and industry?
  • Is the compensation explicitly and clearly stated?
  • Do any promised bonuses, commissions or incentives include a clear, objective definition of what they’re based on? (A bonus might seem generous until you realize it’s not achievable.)
  • The offer should state who your supervisor will be. It’s not uncommon to interview with one manager, but to report to someone you’ve never met – and can’t get along with.

There’s more, but we’ll stop here for now. (I hope readers will add to this list!)

The offer should be signed by a manager of the company, not by a headhunter or other agent. If you have it in writing, you’re in a better position to protect your interests if you need to take legal action. If an offer is made only orally, you don’t have as much leverage, though successful legal action has been taken over unwritten offers, too. (Bear in mind that I’m not an attorney, and this isn’t legal advice.)

The more complex the job offer or employment agreement, the more you should consider having a good attorney review it. Bottom line: Get it in writing.

Have you ever been burned by a job offer that wasn’t in writing? What do you insist must be included in a written job offer? How would you advise this reader?

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Get feedback from your boss early and often

On July 20, 2020
Get feedback from your boss early and often

A reader has gotten no feedback at work and wonders what will happen at a performance review, in the July 21, 2020 Ask The Headhunter Newsletter.

Question

feedbackI’ve been at my current job about ten months. My first review will be coming up but no one has brought up anything about it. Other employees tell me it’s rote. The boss gives you feedback after filling out some forms, you sign them and then HR meets with you. I think my boss is happy with me. She’s had no complaints that I know about and I’m basically happy here except I’d like more interesting work. Should I be worried about my upcoming review?

Nick’s Reply

I worry about people who wait for review time to ask for feedback from the boss. Of course, your boss should be talking with you regularly about your work and your performance. She should be expressing any concerns and letting you know what you’re doing right. Unfortunately, formal performance reviews have become so bureaucratic and rote that many managers avoid them and employees are glad when the meeting is delayed.

Feedback

Don’t  wait for your boss to tell you how you’re doing. Without frequent feedback it’s very difficult to adjust your work behavior so you’ll perform well. In fact, feedback is so fundamental a control mechanism throughout our lives that I wonder how people could miss its significance in their careers.

Almost every life science (biology, psychology, medicine) involves the study of feedback. I remember this question on a biology exam in college: Why do animals have their brains at the front of their bodies rather than on the back end or in the middle? The answer is that, as the processor of sensory input, the brain is near the eyes, ears, nose and tongue. An animal’s sensory apparatus is positioned at the part of the body that goes first when the animal moves.

Why is that important? Because survival depends enormously on the ability to process input quickly. When an animal moves forward, instant feedback about the results of that action is crucial to the animal’s survival. The human brain is on top of the body because that’s where the most important sensory input arrives: a few feet off the ground. (Or so we’re told.)

Imagine what would happen to a horse galloping towards the edge of a cliff. If its brain and sensory apparatus came last, the animal would likely go over the cliff before it could process the visual input that provides feedback about danger and motion.

Get feedback early and often

This is why, when you’re doing your job, it helps to gather feedback early and often – to help you avoid going over a cliff. There’s very little difference between that horse and the employee who fails to get regular feedback and is fired for not doing the work in the way expected.

Make your case

Feedback is also a great tool to help you make more money: How should I ask for an overdue raise?

Studies have shown that people who ask for feedback tend to do a job the way the boss wants it done, and they tend to get promoted. Even more interesting is that younger workers seem to ask for feedback more than older workers. (They get promoted more often, too.)

Asking your boss, “How am I doing?” doesn’t imply that you lack confidence. It shows that you’re trying to do the job the way the boss wants it done. While you may have great suggestions about how to do the work better, what matters most is that you talk to your boss and listen to what the boss has to say. The feedback you receive should direct your behavior on the job.

Create a feedback loop

If there’s a problem, a feedback loop can help you identify it early and give you (and your boss) time and a chance to adjust your behavior, or to make other necessary choices before the matter is beyond your control.

Creating a regular feedback loop is not hard. Keep it informal. One or more of these tips should get you started on a path that avoids surprises at review time.

  • When your boss gives you a new assignment, map out your approach, show it to your boss, and ask for comments and suggestions.
  • When you complete all or part of a project, show the results to your boss and ask for feedback on how you did it.
  • When you encounter problems or challenges on a project, outline the issues to your boss, suggest how you’ll deal with them, and request guidance.
  • A month before your review meeting, make a brief, informal list of your accomplishments during the year. Discuss it with your boss and ask, “Can you give me an idea of what I’ll be working on next year?” Be ready to express a short wish list of your own.
  • Stick your head in your boss’s doorway (or e-mail box) and casually ask, “So, how’s our company doing?” or “How’s our team doing on delivering what management expects of us?” This opens a discussion and a channel for important dialogue on how you fit into the business.

Tune these suggestions to suit your situation, your boss, and your style. The idea is to make your work an ongoing discussion without appearing to lack confidence.

Don’t wait for a performance review

To get a measure of control over your forthcoming performance review, engage in regular discussion about your work and how you do it. By talking about it you’re helping your boss verbalize and express judgments about you. Another fun fact from the world of psychology is that people tend to remember opinions they have expressed out loud. Help your boss say it to remember it and believe it!

Obviously, you want to have discussions that put you and your performance in a good light! When your formal performance review arrives, both you and your boss will be on the same page. No surprises. No worries.

While factors beyond your control can affect your job (the economy, the pandemic, changes in management), don’t let your relationship with your boss depend on an annual review. Don’t wait until review time for your boss to tell you how you’re doing. Make it an ongoing conversation about your work.

(The studies referred to above are described more fully in From the Outside in: Seven Strategies for Success When You’re Not a Member of the Dominant Group in Your Workplace, iUniverse, 2005, by Renee Blank, Sandra Slipp and Vincent Ford.)

Do you ever ask your boss about your performance at work? How often? Has a performance review ever turned into a nightmare? How do you know where you stand?

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Pssst! Want job referrals? Bribe me.

On July 17, 2020
Pssst! Want job referrals? Bribe me.

A Startup Is Selling Referrals for Jobs at Facebook, Google, and Amazon

Source: OneZero on Medium
By Seth King

referralsIf you’re looking for a job at a tech company like Facebook, Amazon, or Google, you’re probably also looking for a referral. Just buy one. Rooftop Slushie, a website created by the makers of the anonymous tech forum Blind, has facilitated more than 11,000 referral purchases since launching last year, Daniel Kim, the site’s product manager, told OneZero.

Candidates fill out a form listing their desired companies and the amount they are willing to pay per referral — usually between $20 and $50, according to Kim — and upload their resume. Verified employees at the listed companies, known as “vendors” on Rooftop Slushie, can view their resume and asking price, then decide whether or not to accept their offer. Facebook and Google referrals, according to Kim, are the biggest sellers.

After purchasing a referral, candidates will often receive a confirmation email with the next steps from their desired company. If candidates don’t receive a referral from the vendor, they can email Rooftop Slushie for a refund.

When asked if selling referrals for a small fee was an ethical concern, [one] vendor quickly dismissed the notion. “Whether or not a candidate gets a job is beyond my control,” he said. “There is no silver bullet to making it through the recruitment process. It’s really a coaching platform.”

Continue reading

Nick’s take

What do we know about a company when its employees will openly take bribes for referrals to their boss about a job? We know Amazon, Google, Facebook and other employers have lost control of recruiting and hiring. When an online pop-up store can charge $50 for “referrals” to a company’s recruiter, you know one thing: that company’s HR department is running a numbers game. Stay away from HR, especially if you have to ante up to submit your resume. (See also 10 reasons your company’s HR can’t fill jobs.)

Is this practice ethical? Would you pay Rooftop Slushie to bribe somebody for referrals to a recruiter? What does this “business model” tell us about America’s Employment System? Most important, how does this really affect your ability to get a job?

 

 

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Over-Worked: Boss is killing us softly

On July 13, 2020
Over-Worked: Boss is killing us softly

A reader who manages a shrinking team asks how much extra work the remaining workers can possibly do, in the July 14, 2020 Ask The Headhunter Newsletter.

Question

over-workedMy boss just laid off five members of the team I manage and directed that we pick up the slack. So we’ve each been doing multiple jobs. At first it seemed like a challenge and everybody got to it, but now it’s killing me and my team. We all want to prove we’re worth keeping in this grim economy, but we are working over 60 hours a week, some of us including Saturdays. Our “normal” was around 45 hours, maybe 50 when there was a crunch. I need minimum two new staff to stay on top of the work, plus new software and tools. I’m afraid some of my employees will get sick, and others will get fed up and quit (me included). There’s only so much people will take. What do you advise?

Nick’s Reply

“A man’s reach should exceed his grasp,” Robert Browning famously wrote. I don’t know whether he had met Elizabeth Barrett yet, or he might have said “peoples’ reach,” but you get the point.

We’re all capable of doing more, and challenges test us and often make us better. But Browning never suggested falling into the abyss by reaching too far.

There is no easy, certain or risk-free solution to your problem — especially as the job market spirals down as a result of the pandemic. But tolerating unreasonable work demands is no solution, either. It’s worth discussing options. I’m going to present one, and ask readers to propose others so we can talk about them.

Over-worked

Your boss seems motivated to find out what your limit is. A good boss who tests you will closely monitor your health and manage accordingly. A lousy boss will keep piling on the work and kill you softly and slowly. You should ask yourselves what kind of boss you have.

More important to me is how you manage your boss. My advice is to tell your boss the truth. I know that’s risky, but part of your job as a manager is to speak up. You’re expected to get the work done, but keeping your own team members healthy is also your job. As you note, losing more of your team because they are over-worked is another risk — to the company.

Over-worked and candid

Insecurity can lead an employee — including a manager like you — to interpret unreasonable demands to work longer and harder as a threat: “Do or die!” An insecure manager won’t dare to confront the boss candidly for fear of getting fired. Does your boss want to hear the truth from you? Or does your boss not care? Getting the answer requires a frank conversation. Then you need to present your boss with a realistic and honest choice.

One approach is to say yes to your boss’s extreme expectations, and to qualify it with “but…” Yes, but.

How to say it
“I’d like to give you an update on our productivity. Since the layoff, the new requirement for the smaller team is to add A and B to our deliverables without increasing company headcount. I’ve outlined a plan. Please have a look. As you can see, YES, we can deliver A and B. BUT, to deliver one or the other, we need to transfer one more company employee to our team. To deliver both A and B, we need to transfer two more employees to our team, and we need some new tools. In either case, we can keep up this level of performance for about six months. Then, as you can see in my projections, the stress on the system and my team will adversely affect product quality and delivery schedules. I know this is not what you’d like to hear — it would be great if we could do A and B with current resources, but it puts the rest of our operation at risk. Can we discuss the trade-offs, what is the best choice, and what is a realistic business plan and delivery schedule?” (A related approach works when negotiating salary.)

Of course, you will have to think through your own plan in your circumstances. But this is part of your job. The company is trying to do more with less, when what it needs to do is decide what its priorities are and choose what has to go.

Risk my job?

I know some will suggest that, in the current economy and job market, no one can afford to risk their job by questioning increased work loads or unreasonable employer demands. Everyone must set their own tolerance level. But everyone has a breaking point. It’s important to know in advance where you’ll draw the line.

The cost of consent

If you avoid the discussion with your boss, and are fearful of appearing uncooperative or even incapable, you’re likely to dig the hole even deeper. When you’re already over-worked, quiet compliance just makes the boss think you can do even more. So the weight on your back will likely be increased. There is no good outcome for you. That’s poor management and poor business.

Where I’ve seen this happen in particular, even in good economies, is with managers who are insecure because they lack a college degree, or they are insecure about their skills and judgment. (See impostor syndrome.) They consent to staggering workloads to avoid appearing somehow unqualified, or to avoid calling attention to themselves. All of them almost invariably burn out or take it so far that they get fired.

Yes, BUT

It’s your job to do the best you can so your company will succeed, and sometimes that means working harder and longer in a crunch. But don’t make it your goal to prove you can do whatever is demanded, that you can figure anything out, and that you can be counted on no matter what. That’s the path to catastrophe because you will lose your job soon anyway — perhaps after you become very sick. The only outcome is doom.

Our reach should exceed our grasp, but not kill us. Never over-promise just to “prove” yourself. Part of what you’re paid for is to tell your boss the truth, even if it’s bad news, as long as your assessment includes proposing rational, prudent choices to protect the business and the employees that make it successful. Don’t say “Can do!” to what can’t be reasonably done. Say YES, BUT — and outline the options and their costs. Otherwise, you’ll either go out on unemployment, or get carried out on a stretcher.

There is no easy answer to this problem. So let’s talk about the hard but honest answers. When the chips are down and your company asks the world of you, how much should you deliver, and under what kind of deal? How would you explain it to your boss? Would you even try? What risks would you face? Are there any benefits?

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Poker & Job Hunting: Why poker is a better bet

On July 9, 2020
Poker & Job Hunting: Why poker is a better bet

Poker and the Psychology of Uncertainty

The game has plenty to teach about making decisions with the cards we’ve been dealt–on and off the table.

Source: Wired
By Maria Konnikova

pokerOutside the realm of games, accurate probabilistic thinking is a rare skill. The betting in poker forces you to pay attention. If you keep following your hunches instead of the mathematics of the thing, you’re doomed. Sure, you might get lucky a time or two. But eventually, variance will catch up with you.

When Chicago economists Steven Levitt and Thomas Miles looked at live play and compared the ROI, or return on investment, for two groups of players at the 2010 WSOP [World Series of Poker], they found that recreational players lost, on average, over 15 percent of their buy-ins (roughly $400), while professionals won over 30 percent (roughly $1,200). Poker isn’t just about calibrating the strength of your beliefs. It’s also about becoming comfortable with the fact that there’s no such thing as a sure thing — ever. You will never have all the information you want, and you will have to act all the same. Leave your certainty at the door.

In many ways, poker is the skilled endeavor. The job market is the gamble. How did my job talk go? Where did I go to college? To grad school? Did I rub someone the wrong way in an interview? These details, all subject to a big dose of chance, can make or break me. At the table, I play how I play. And I rise or fall on my own merits.

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Nick’s take

I think job seekers are so consumed by job applications and accustomed to losing that they actually forget they’re gambling with real money! This Wired article explains why it’s smarter to play the job market like a professional poker player. This means boosting your odds by applying sound probabilistic thinking. This means stop betting on every job posting!

Is job hunting a crap-shoot? Who or what controls your odds of winning a job? Maria Konnikova hints at how to apply poker skills to job hunting. Okay, let’s deal some good ideas of our own! How can we actually improve our probabilities of success?

 

 

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Predictions for post-pandemic job market

On June 29, 2020
Predictions for post-pandemic job market

A reader asks what will be different in the job market in the June 30, 2020 Ask The Headhunter Newsletter.

Question

The coronavirus pandemic is a game-changer for the job market. What changes do you see coming in the new normal? Any tips on how to be one of those who can get a job again as things open back up?

Nick’s Reply

post-pandemic job market

This could be a long discussion! I’ll try to stick to a few points that I think I’ll be able to defend when the discussion starts in the comments section below. I can’t offer much evidence yet, but my gut tells me employers will be more selective when hiring going forward, so you will have to adjust your job-search methods accordingly.

Why?

Selective hiring in post-pandemic job market

Over 40 million people have lost their jobs and filed for unemployment since the pandemic began. That’s a lot of jobs. I don’t think it’s hard to predict that when employers start hiring again they will re-fill only a portion of them.

It seems Federal Reserve chairman Jerome Powell agrees. He recently told a gathering of bankers there will be “well into the millions of people who don’t get to go back to their old job. In fact, there may not be a job in that industry for them for some time.”

Employers will have to be more selective simply because they won’t be able to hire as many workers. The reason is elementary: In the post-pandemic job market, companies will have to save money, many of them without choice.

Managers will do their own recruiting

Wharton labor researcher Peter Cappelli has pointed out that modern corporate accounting systems treat vacant jobs as a reduction in costs, and thus as an increase in profits. My good buddy Jeff Pierce, an executive in the IT services industry, calls this “junk profitability.” I think he’s right.

UPDATE: The Economic Policy Institute reported on June 29, 2020 that Nearly 11% of the workforce is out of work with zero chance of getting called back to a prior job.

“Of the 164.8 million workers who are either in the labor force or who have dropped out of the labor force as a result of the virus, 11.9 million workers, or 7.2%, are out of work with no hope of being called back to a prior job; 5.7 million workers, or 3.5%, expect to get called back to work but likely will not; and 14.8 million workers, or 9.0%, may reasonably expect to be called back. In other words, even if all workers who can reasonably expect to be called back to their prior jobs were called back, the share of the workforce out of work would still be 10.7% (7.2% plus 3.5%), higher than the highest unemployment rate of the Great Recession.”

As businesses try to recover, I believe they will spend less on staffing. But managers will likely face the same, if not higher, productivity expectations. Managers will have to operate on lower staffing levels, and this will force them to step up to the challenge by hiring more carefully.

I think the best managers will handle more recruiting on their own because they know HR has no skin in the game. Fed up with HR organizations that have always shoveled the wrong candidates into interviews, managers will rebel. They will take hiring into their own hands because not to do so could risk their own jobs.

Job seekers who’ve got game will prosper

Employers will invest their salary budgets prudently and selectively. I believe managers will be much more receptive to job candidates who walk into an interview and demonstrate, hands down, how they will do the work and do it profitably.

In a recent article, Job Search During The Pandemic, Jason Alba suggested that job seekers need to be on their best game: “The pandemic makes it necessary to do more of what we know works best.”

This means:

Job ROI will matter

The University of Chicago’s Becker Friedman Institute projects that up to 42% of the pandemic-related layoffs in the U.S. will be permanent. If you are a victim of these cuts, how will you position yourself for a new job?

If managers have less money to spend, they will monitor hiring ROI (return on investment) much more closely. Every hire will matter more. This means what you can offer employers in the post-pandemic job market will matter more.

I think this will be a smart employee’s market where the best workers will pursue jobs where they show how they’ll make a difference — and thus be able to negotiate good compensation packages. Job seekers who keep dialing for dollars by playing the numbers game with job applications will lose.

We’ll see if I’m right. Now let’s hear everyone’s comments.

What are your predictions for the post-pandemic job market? How will the massive, pandemic-related job cuts affect your ability to get — or to fill — a job? Will those jobs ever come back? What will make you worth hiring in the new economy and job market?

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