You’re happy at work. Should you interview anyway?

On March 20, 2023
You’re happy at work. Should you interview anyway?

Question

I’ve worked for my company for five years. I get assigned to different jobs often enough that I never get bored, and I keep learning new skills. So I’m not in danger of getting rusty or falling behind on training. I’m really pretty happy and I’m treated well. I envision staying in my industry a few more years, then I would look around for something else, maybe even in another city where housing prices are reasonable. So, should I apply to the occasional job posting online and interview anyway, even if I’m happy? My vacation time is precious, and I’d hate to waste my time or other people’s time on job interviews when I’m not really looking.

Nick’s Reply

should you interviewWhen you walk into a restaurant because you want maple-glazed salmon, do you think the chef runs out to go fish for your salmon while the sous chef taps a couple of maple trees? My guess is the restaurant developed ready sources of ingredients long before it needed them, because planning ahead is good.

So you, too, should line up now what you will need later: new friends and contacts, opportunities, employers and options. In fact, you should have started two years ago because that’s how long it can take to land a good job. In other words, you should always be doing that.

Should you interview even if you don’t need to seek a job? It doesn’t have to involve applying for jobs or interviewing. Exploring future job opportunities doesn’t have to culminate in discussions about a job today. But here’s the key: It’s enough to pinpoint companies and people where you might go when the time comes. Knowing where you want to go and who can help get you there, before it’s time to move, will give you an incredible edge in your job search.

Should you interview now?

Sure. But it’s more than that — and it’s even less. There are things you must do before you can get good interviews.

  • Start meeting people who work in companies where you think you might like to work. If these companies are out of town, meet them via e-mail, on the phone, via Zoom – or when you’re traveling. These connections will grow in value, often slowly, but there are no returns in isolation.
  • Did you read a good article about a certain company or business line? Drop a note to the author (or to the people mentioned in the article) or call them. Explore the subject of the article further. Ask about their company, about their career, about the place they live. Make a new friend.
  • Stay in touch. Trade useful information as an ongoing habit. I find people are more inclined to respond when you’re not fishing for a job.
  • Attend some trade shows or training programs where you can easily meet people in your industry. Have a beer with someone you don’t know. The more people you meet, the more likely you are to become “the person that’s wired for the job.”
  • Take advantage of virtual meeting tools, but make no mistake. You are not likely to compete effectively against someone who makes first-degree contact — that is, in person — with people you need to meet.
  • At these events, participate in discussions about jobs and employers. Add your two bits. Offer to give someone who’s interested in your company a “cook’s tour,” or to make an introduction. (I’m sure your company would love such referrals!)
  • What goes around comes around. It’s good to do career favors for others. These need not be big favors. Don’t expect something in return each time, but trust that contributing to the pool of good deeds produces more good deeds, and that will make your life better. It may even help you find your next job.

But, should you interview now?

It’s not really about interviewing, but going on an interview now and then, if a company really sparks your interest, can be a good thing. (See Which companies should I apply to?) There’s no guarantee they’re going to hire you, so don’t feel you have to be ready to accept a job. As long as you’re genuinely interested in the people, the business and the work, don’t worry about misrepresenting your intentions. The purpose of interviews is for employers and workers to meet one another and explore.

You might have noticed a common thread in all these suggestions: They all involve taking the initiative to meet new people and doing it all the time, even if you’re not interviewing. That’s where future job opportunities come from. That’s how you can keep your supply chain of opportunities stocked without wasting anyone’s time. Do your fishing before you need to eat.

It’s good to hear from someone who likes their work and their employer. Thanks for a new spin on an old question.

For real? A last word

I know many people will read my suggestions and scratch their heads. “For real, Nick? Who has the time or inclination to do all or any of that? It all sounds great but it’s not realistic in any job market!”

If you don’t do some of the things I suggest, you’re left with the status quo. You will get rejected again and again for jobs you applied for just because they came along — not because you really want them or can do them, or because they’re good for your career. The Employment System is an overly automated database-numbers game. Cynics play along and hope for the best, which usually means they get hired for a job they will likely soon quit or get fired from because it was wrong for them to begin with.

There is no easy, automated way to let the Employment System lead you to a job. This System leaves personal and business catastrophes in its wake every day. Pretending it might work when you need it is, I believe, a big mistake.

Do you wait until you need a job to find a job? How much time do you invest in cultivating relationships and connections in advance of a job search? Should you interview regularly to stay ahead of the game? What’s the best way to do it?

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Burned out, quit without notice. What now?

On March 13, 2023
Burned out, quit without notice. What now?

Question

I’ve been working for a very dynamic manager who gives me lots of opportunities for advancement. I’ve learned a lot, but I think I blew it. The last three months have been very stressful and two days ago I quit. I left my boss in the lurch — I quit without notice. I was just burned out and didn’t know where to turn. He’s a great guy, but he just kept piling on the work and I got to the point where I couldn’t keep my head above water. Some tasks really required someone higher-level than me, but I managed to get them done, working till after midnight at home and on weekends. My husband and kids just learned to live without me for a while.

How do I explain my sudden departure to future employers? I do not just leave jobs, but I just didn’t feel capable any more. I know it was poor judgment to not give notice. Please help.

Nick’s Reply

quit without noticeSometimes stress pushes us to our limits. Sometimes it pushes us beyond. You’re right, you shouldn’t have quit without notice — or without first discussing your problems candidly with your boss. You will never know whether he might have adjusted your work load.

There are two things you should do.

Quit without notice: Fess up

First, you should go back to your employer, apologize, and offer to cover the job while he finds a replacement. That would be hard, I know. He may not even want to talk to you. Fessing up is the only way I know to try and salvage the relationship and your self-respect.

Second, face up to what happened when you interview with another employer. Whether or not your boss was being reasonable in piling on all that work, the bottom line is that the job and the company were not for you. You have to be able to explain, very briefly, why that’s so. Even if not speaking up was your error, your employer is at least as much to blame. Try something like this:

How to Say It

“I love my work, and I want to work in a better company where I am free to do my job effectively.”

If they ask you what the problem was with your recent employer, be honest:

“I’m looking for a good job with a good company, but I never disparage anyone I’ve ever worked with… I came to you because your company seems to be one of the shining lights in this industry, and I’d like to show you how I will be a profitable hire…”

Focus on the company you’re meeting with, not on your past or your old company. Be ready talk about what you can do for the new employer. That’s what matters. (See Stand Out: How to be the profitable hire.)

Lack of skills or too much work?

I’ve seen this burn-out syndrome before and it concerns me. You say you didn’t feel capable in the position you were in. I take that to mean you either weren’t skilled to do the job, or it was just too much work for you even if you could do it. Don’t let that get to your ego. There are jobs we can do, and others we can’t. Problems arise when we don’t know the difference, and when we can’t say stop before a disaster occurs.

I’ve known a number of talented people who have dug themselves into a hole they could not escape, except the way you did. It’s a vicious cycle.

Snapped and quit without notice

Sara was a very smart and dedicated worker who enjoyed great success at her company for three years. But she failed to recognize that the work became more than she could handle. The harder she worked, the more responsibility the boss gave her. Bosses are guilty of making this situation worse, because they often take advantage of this kind of worker.

Sara got deeper into the hole. She became physically ill. But she was afraid to turn any work away. Finally, she snapped. Late on a Friday she slipped a one-line resignation letter under her boss’s door and disappeared. She couldn’t face him, her co-workers, or herself. Her self-confidence was shattered.

Is this job for you?

This is what happens when someone takes on more than they can honestly handle. The truth is, the job is not for them, and burning themselves out trying to do it hurts everyone.

This message is not just for workers. It’s for bosses, too. If a job is too much for someone, stop and face the problem. Don’t create more problems by ignoring it till it’s too late.

My advice to you: find a job you want to do and that you can do well. Be honest with the interviewer, and focus on what you can do for the business. Interview your future boss thoroughly. Ask to meet other team members and inquire about the boss’s management style when there’s a crunch. Don’t ignore warning signs.

If you take the job, grow your career slowly and carefully, and base your success on the new skills you build – not on how much work you’re willing to take on to prove something. Let your boss know when the work gets to be too much. There’s a difference between “not doing your job” and “having too much job to do”.

I wish you the best.

Have you ever burned out and quit your job without notice to your boss? What precipitated it? What was the outcome? Do you believe it was your own fault, or your employer’s? What should this reader tell other employers?

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More employment hoops to jump through

On March 6, 2023
More employment hoops to jump through

Question

employment hoopsI recently applied for a Senior Sales position for a medical device supplier, having 15 years of national experience in health industry sales across Australia and New Zealand. The employment hoops they expect me to jump through are bizarre. The employer requires all applicants to pass an outsourced online “assessment test.” This is completed in the local office or remotely with a junior HR person monitoring to ensure the applicant is not cheating.

I found this approach rather bizarre for 3 reasons.

  • 50 questions in 15 minutes means 20 seconds per question. Some can be answered in seconds, others not. The candidate is told to guess rather than waste time on solving the question – not real-world since in business guesses ultimately don’t pay.
  • Mathematical reasoning questions (no calculators allowed) take quite some time to gather the facts and determine an answer – maybe easy for a Master of Mathematics.
  • The expectation to have a vocabulary way outside the normal range is unreasonable. I do not know how the junior HR lady passed the test as her native language is Mandarin. When we chatted some of her sentence structures were not correct. She too admitted having difficulty with the US phraseology used in the questions.

I don’t understand how a U.S. company recruiting for a sales job in Australia is using an assessment test where examples are U.S.-centric and not international (e.g., Outside the U.S. all measurements are metric, not miles, yards and inches). And how does the company expect applicants where English is not their first language to score a passing result?

I would be interested to read your comments on this recruitment approach.

Nick’s Reply

This isn’t recruiting. It’s trolling for meek job seekers. They’re not assessing how good a match you are to do this job. They want to see how submissive you are.

More employment hoops

This falls under the category “jumping through hoops for a job,” a troubling topic we’ve discussed before.

The details you provided suggest these issues:

  • By definition, these tests are “canned” — one size fits all. While the employer may use testing judiciously, the reality is that HR is often seduced into letting someone else do the hard work of judging a job candidate; in this case, the test vendor. Tests conveniently become the determining factor in candidate selection. That can be a big mistake, especially in an economy where jobs go begging.
  • The instruction to not guess suggests the test is scored on a curve. It is designed to make takers fail on many items. So, it’s not really about what you know or what skills you possess. It’s about how you compare statistically to other test takers. That’s not an assessment. It’s a comparison. In other words, they’re looking for the candidate with the smallest number of “incorrect” answers, more than they’re looking for skills and knowledge.
  • Using U.S. standards to assess candidates who live — and who will work — in a different country and culture is, well, the wrong answer. In testing, we talk about validity and reliability. A test is valid if it actually measures what it is supposed to measure. How can an Australian be judged on their communication skills when the test items are written using U.S. vernacular? (A test is reliable if you take the test again and again and score the same each time.)

Subjecting yourself to any canned assessment tool is to put yourself at a disadvantage, unless, perhaps, the employer can show you verification of the test’s validity and reliability, and unless the employer is willing to discuss your results with you. The American Psychological Association publishes a good selection of articles about the Rights and responsibilities of test takers: Guidelines and expectations.

What employment hoops do you encounter today?

Your reservations about such testing are valid. You should worry about how you are being judged, and whether you’re being judged appropriately and fairly.

When an employer uses testing as just one part of a thorough assessment and interview process, it may have a place in hiring. When the assessment you’re asked to do raises the kinds of questions you have, the time to ask those questions is before you consent to it.

As I said at the outset, we’ve discussed tips about how to deal with testing requirements, so I won’t repeat them here. But it’s been a while since we’ve enumerated the kinds of employment hoops — perhaps more accurately, obstacles — employers want you to face before they will even interview you.

  1. Are you willing to walk away from employers whose “hoops” seem unfair or unreasonable to you?
  2. Have changes in the economy and job market changed the kinds of hoops you’ve encountered in recent job searches?
  3. Are employers more or less likely today to forego testing until after interviews?
  4. How do you handle employers who make such demands?

Let’s get up to date on what employers expect of job candidates nowadays. You’re much closer to this than I am, so please share your experiences. This is one of those Q&A columns where I expect the Comments section to be more chock full of good advice than anything I’ve written.

What employment hoops do you face, and what do you do about them?

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Ditch college degrees for the Columbo Method?

On February 28, 2023
Ditch college degrees for the Columbo Method?

Question

Some states are removing the requirement for college degrees when posting most of their government positions. Do you have any thoughts on this and how it will affect recruiting, and how it might affect the commercial world if it adopted the same rule? For instance, if a recruiter can’t rely on a degree, what can they look at?

Nick’s Reply

college degreesI know you’re referring to the controversy in the labor market about whether job descriptions that specify a college degree actually require one to do the job. Is the degree really necessary? But let’s get underneath that: What can an employer — whether government or commercial — rely on to make a sound hiring judgment?

What do college degrees mean to recruiters?

What good does a candidate’s college degree do a recruiter if they don’t verify it? We’ve seen enough of this in the news — and by the time phony claims of degrees and fake resumes are exposed it’s always too late! The damage has been done to the individual’s reputation (and career and income), but also to the employer’s credibility. (Who wants to invest in, buy from, or work for a company that embarrasses itself like that?)

Removing a degree requirement will make little difference to a good recruiter who relies on more meaningful and reliable assessments of job candidates. On the other hand, it will drive inept recruiters nuts because now they actually have to do the hard work of qualifying applicants. Likewise, college-educated job seekers may find themselves having to demonstrate actual ability to do a job, rather than rest on their academic credentials.

Don’t get me wrong. I think college degrees are useful to a recruiter, but they are not sufficient for making judgments about candidates. The real message in the elimination of degree requirements is that employers need to do a much better job of assessing candidates directly, rather than relying on proxies like sheepskins, certifications, third-party reference checks, and indirect algorithm-driven evaluations. This goes for all kinds of jobs, not just government or “professional” ones.

So let’s answer your question.

If not college degrees, then what should recruiters look at?

Next to a demonstration of how they’d do the job, I think the single best indicator of a good candidate is their references. The best recruiters do their own reference checks. The lazy ones don’t do it all or outsource it — and I think this is a critical mistake. (See References: How employers bungle a competitive edge.) A third-party reference checker who’s just asking canned questions is not going to “read between the lines.” Even written references aren’t sufficient. You need that phone call and you’ve got to hear the voice.

I have always done reference checks myself on all my candidates – before I send them to a client employer. I want to know whether their resume and other claims they make are confirmed by people they’ve worked with. If the references conflict with any conclusions I might draw from the resume or the degree, it’s “no dice.” I’ve placed people with no degree who are stars – more expert than degreed people. And I’ve tossed out candidates with degrees when their references fail to support what their college degree implies.

What’s most interesting to me are candidates with no degrees and weak resumes. These poor people just don’t know how to portray themselves. But if their references SING! — that makes me take another look, and that’s made me lots of dough. Nothing makes me look better than finding a star everybody else has missed! But what about the recruiter who just skims the surface and misses a great candidate?

The Columbo Method

There’s something I ask at the end of every reference check that helps me test whatever I’ve already concluded. It’s an interrogation technique made famous in an old TV show, Columbo, starring Peter Falk as a disarmingly casual police detective. As I’m saying thanks and goodbye to the reference, I stop and ask, “Uh, just one more thing. If you could hire this person again today, would you?”

Like Columbo, I want to catch the reference off-guard. What I’m looking for is any hesitation before a YES. That is to say, even good references might not be enough! No automated reference check is going to give you that data point – nor will a degree.

Unfortunately, the elimination of degree requirements will likely make a bigger mess of inadequate recruiting practices. Maybe direct assessment of ability to do the job and talking with people who have first-hand experience working with the candidate will suddenly appear to be a really good idea. Which recruiters can do it?

Uh, just one more thing… College degrees, or…

Here’s an idea for a test I’d love to see. Line up 20 job candidates who have no college degree and 20 with degrees. Let employers interview all of them — for job postings that do and don’t specify a degree — without disclosing who does and does not have a degree. Who gets hired? How do the employers decide?

Have you ever gotten a good job that “required” a degree you didn’t have? If you have a degree, think you could win a job without relying on it? Ever hire someone without a degree for a “degreed” position? If you’re a recruiter, how much stock do you put in college degrees? What else do you rely on to assess a candidate?

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Asking workers to return to the office

On February 13, 2023
Asking workers to return to the office

Question

How do you feel about companies asking workers to return to the office after three years of working from home?

I’m one of the lucky ones. I don’t have child- or elder-care issues and my company is only requiring workers to return to the office two days a week. Yet, I find this very disruptive. My team and I have long commutes (2+ hours each way) and we have been applying that time to our work. In addition, our larger team is global and we have always met via Microsoft Teams. Our workstations have been eliminated in order to create a “collaboration space.” This means we will have to reserve space each week in order to come into the office and bring our laptops and whatever else we need for our work that day,

What disturbs me the most is the tone of the message from our CEO. It was a unilateral announcement that “this is what we’re going to do” without any consideration for colleagues’ concerns, and there are many. (There is a process to apply for an exception, but I have little faith in the outcome.)

As always, thank you thank you for your guidance to those looking for a job and for those already employed.

Nick’s Reply

return to the officeYou’re not alone.

Return to the office? Really?

The consulting firm McKinsey reports that 87% of Americans want to work in a flexible environment — in an office setting and remotely. Adzuna, an employment website company, reports that from November 2020 to 2022, job postings increased by over 6.2 million — but less than 2% were in-office jobs, while job postings for remote jobs increased by 10%.

Just last month (January 2023) Forbes reported, “Over the past two years, hybrid and remote positions have dominated advertised vacancies, reshaping workplace norms and giving employees power when it comes to flexibility and where they work.”

Yet, as you’re experiencing, many employers are blundering through this sea change, alienating employees and job seekers alike. Your CEO may be untutored in how to manage and communicate with the company’s employees.

Wrestling with a plan

You asked what I think. This problem will vex many companies and workers for time to come. Some are wrestling with new plans but, as you suggest, management cannot do this alone. A CEO laying down the law is, frankly, silly when the issue impacts everyone in the company. The harder the CEO comes down, the harder it’s going to be to re-fill jobs when you and others quit.

I believe this is a huge opportunity for employers to save money on traditional office infrastructure – money they can then invest in their employees (rent subsidies for those who work from home?) and in collaboration tools (which might include new software and better but lest costly collaboration spaces). But a workable plan that’s intended to avoid business disruptions requires input from all stakeholders.

In your case:

  • Four hours of commuting that can be spent working (and living!) is a no-brainer. They could let you work from home unless something makes it impossible to do your work.
  • If your company’s global teams can work virtually, why can’t local ones?
  • The very fact that there is an “exceptions process” suggests the company recognizes remote work is an option. (So, I would fully exploit it and see what concessions you can get!)

Why a return to the office may not be best for business

One thing is clear at all these very confused companies: They don’t know how to manage work and workers remotely. So get ahead of this. I suggest explaining to your management how you’ll get your work done at home, how four hours not commuting translates into more time working and higher productivity (be ready to prove it), and how this will save them (and you) money.

This is where an organized effort of colleagues is key. As a team, you must make a clear commitment that you will deliver as promised, and suggest some (creative new?) metrics so your managers will feel confident about what you’re doing not matter where you are.

I can’t emphasize this enough: You may have to explain it to them. That means you and your co-workers may have to take the initiative. (There’s also power in numbers.) Your bosses and their crack HR team probably have not figured it all out on their own. In such times of upset, there are usually opportunities, too. With things in flux, everybody loves a good “solution.” You and your peers could be the ones to suggest solutions!

The costs of ordering a return to the office

According to CNBC, while about 50% of corporate leaders — including Apple, Citigroup, Disney, Goldman Sachs and Salesforce — are demanding their employees come back full time, many employers could pay a stiff price. Your employer needs to think twice!

In Forbes, Doug Dennerline, CEO of Betterworks, says forcing a return to the office will cause a spike in turnover: “Organizations are guaranteed to lose great people, not only for lack of flexibility, but because many of the best employees moved out of expensive cities during the pandemic and won’t be moving back.”

I agree. I think employers that post all-remote jobs will snag more of the best workers.

The other part of a strategic answer to “Where will we work?” is to start quietly developing some options should this go south. Many companies now explicitly advertise jobs that are all remote. So your employer is facing competition. Hedge your bets. Start interviewing. (If this is the path you take, be aware of the 6 ways to avoid trouble when you resign.)

While you may feel stuck between a rock and a hard place, you’re not alone, and the job market may be on your side. The question to be asked may not be whether we should return to the office, but whether we should return to the same employer.

Have you returned to the office (if that’s the kind of work you do)? What’s your employer’s policy? Did a desire to work remotely lead you to change employers? If you’re an employer, how are you handling this? Do you believe work will increasingly be done remotely?

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Only 1 reason to sign Non-Compete Agreement

On February 7, 2023
Only 1 reason to sign Non-Compete Agreement

Question

There’s been a lot in the news about Non-Compete Agreements being outlawed. I got stuck with one when I took a job about 10 years ago. When I quit and got another job, they claimed I joined a competitor and threatened to sue me. (I didn’t consider it a competitor.) Things got nasty but they finally backed off after my lawyer sent them a nasty-gram. I’m interviewing again, and the matter of an NCA has come up again. Is there a way to escape these things until the law changes?

Nick’s Reply

non-competeMany years ago I worked for a time at a small, nimble, regional technology company. We were successful because our managers and employees were very smart, hardworking and highly competitive. There were no NCAs. Until a bigger, national company bought us out.

Soon, all managers received an e-mail and an NCA. We were instructed to sign and return it to HR. Every manager signed it. Except me. I ignored it completely. HR called me again and again to remind me. All they got was, “Okay, thanks for your call.” They finally gave up.

Sitting around shooting the breeze with other managers, it came out that I didn’t sign. They were all stunned: “You’re gonna get fired!”

“They won’t fire me. They want me to sign an NCA to stop me from joining a competitor and taking business with me. Since I have not signed, they’d be foolish to fire me because then I’d join a competitor and compete with them —and they won’t be able to do a thing to stop me because I never signed.”

Nobody fired me. And not long after, I joined a competitor.

You have the power right now to just say no, and I don’t think it’ll hurt your chances of getting hired.

What is a Non-Compete Agreement?

A Non-Compete Agreement is a contract that in essence interferes with a person’s right to work where they want and for whomever they want. Employers used to require NCAs primarily for new executive hires, but today even fast-food workers are sometimes required to sign them.

Except in one case, which we’ll discuss because it’s the only reason to sign an NCA, these agreements on one-sided, protecting only the interests of the employer. NCAs have been controversial for decades. A few states have outlawed them. While NCAs have proved difficult to enforce, few departing employees can afford the legal costs of fighting to protect their rights.

NCAs can’t hurt you if you don’t sign

Now, the Federal Trade Commission has proposed a rule that would forever ban NCAs in employment for an estimated 160 million working Americans. But it’s not law yet.

Whether the law is on their side or not, many employers will try their luck getting you to forfeit your right to work for a competitor — simply because it costs them nothing to try. And they know most job applicants are likely to give in and sign an NCA. They rely on the ages-old fear job hunters have of being rejected. Many job hunters quickly rationalize that “I can’t worry about this — I need the job” or “they’d never come after me.” In either case, intimidation works wonders.

Certainly, even if they have an NCA, some employers will not come after you if you go to work for a competitor. And some will fold their cards if you firmly but politely decline to sign an NCA. They will hire you anyway.

But employers that are serious about NCAs will throw their legal might at you and you probably can’t afford to fight that battle, whether you can win it or not. Few people are willing, or able, to spend money on lawyers.

So why risk it? If you don’t sign an NCA, they can’t sue you for violating it.

Negotiate

Of course, if you decline to sign, you might not get hired. Still, my advice is to decline, because you’ve got a lot in your favor, especially right now.

  • Unemployment is way down (which means it’s harder to fill jobs).
  • The number of new jobs being created is way up (which means it’s harder to fill jobs and job seekers are likely to have more options).
  • Employers are paying higher salaries because… it’s harder to find workers and to fill jobs.

You’re in a good negotiating position because an employer likely needs to hire you today more than it can afford to worry about losing you to a competitor tomorrow. So negotiate. (See also: Salary Negotiation: How much to ask for.)

There’s only one reason to sign an NCA

If you feel you really must comply and sign the thing, there are two ways to protect yourself. First, consult an employment attorney that works only for executives and employees. Spend the money to get help negotiating.

Second, consider what an NCA really does. It protects the financial interests of the employer. Not yours.

The only reason to sign a Non-Compete Agreement is if the company pays you to sign it.

Two can play at this game. If a job offer is made contingent on you signing an NCA, ask for a severance agreement. Consider this approach.

How to Say It
“I understand that you need to protect your company’s financial interests. And I need to protect mine. If you’re concerned that you’ll lose money if I compete with you, then we’ve established this NCA is worth money. Now the question is, how much? If you want to restrict my ability to make money so you can avoid competition, you need to compensate me. A one-year NCA that prohibits me from working for your competitors is worth at least my salary for a year, plus whatever raise I’m likely to get in today’s market. So I’ll sign if you give me a severance package to compensate for locking me out of the industry.”

By the way — employers routinely give this severance deal in conjunction with an NCA to executives they hire. If they’re going to apply this to managers and other employees, employers need to pay for that which is worth money — your NCA.

If they won’t?

How to Say It
The next time you’re faced with a job offer that requires an NCA, just say, ”No thanks, but I’ll take the job without it.” If they balk: “In that case I’ll take an offer elsewhere and be your competitor.”

If you’re good enough to hire, you’ll also be a formidable competitor.

Still nervous about refusing to sign an NCA? Please consider again the three truths I listed above about the job market today. I believe the job seeker has the distinct negotiating advantage. But as always, don’t just do it because I said to. Consider what I’ve said and use your best judgment to do what’s right for you.

Did you sign a Non-Compete Agreement as a condition of getting a job? Why? Has an employer ever come after you for violating an NCA? Do you believe job seekers today have the negotiating edge?

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How to hire an ex-convict

On January 30, 2023
How to hire an ex-convict

Question

I got in trouble with the law and I spent six years in jail.  I wasn’t sure a good company would hire an ex-convict but when I got out I got a good job. I’ve had a few of them, but I kept the main job for four years. I recently moved back to my home state. I’ve always been honest about my past so I used the same approach, but since I have been here I have been shot down because of this.

I have had plenty of interviews that went well until the subject of the drug charge came up. I have been proud of the fact that I have turned that part of my life around. I have some college, but no degree, just a certificate that I received while I was incarcerated. I sure could use some real advice. Please help if you can. Thanks.

Nick’s Reply

hire an ex-convictYou need only one good employer to give you a chance. Sorry if this sounds corny, but that company is a shining light you must search out. You’ve already chosen (wisely) to not hide your past. There’s a shining light out there.

As long as you are clean and have been out of trouble all this time, here’s what I suggest. First, you need references and recommendations. Talk to people you’ve worked with who will vouch for you, especially those who’ve known you as an ex-convict. Let them know that over the next year they may get several calls from employers who need to know you’re a good worker and a good risk.

Hire an ex-convict who is now a valued worker

Decide in advance how you want to phrase your request. Brief is best.

How to Say It
“I just need you to tell them the truth about me as a worker, so they will know me as more than an ex-convict. It will mean more to me than I can say.”

Let them know the problem you are encountering and ask for their advice. Provide these references before you go to an interview so the employer will know that people you have worked for respect you.

You’re wise to be up front

Second, I think you’re doing the right thing about your conviction. Let the employer know up front about your background.

How to Say It
“I made a big mistake a long time ago. For six years I’ve been building my reputation and now I’m very proud of it. Here are my references.”

Third, complete your college degree, even if it takes a few years. Do it part-time if you have to. Apply for grants and scholarships, but avoid loans. Community colleges are perfect for this approach. This will further enhance your reputation, your credibility, and your confidence — in addition to educating you.

Invest in yourself

I believe that before you ask someone to take a chance on an ex-convict, it can help to show you are investing in yourself. Even if a degree is not required for jobs you want, the mere fact that you are working on a degree will impress some employers. It’s more proof that you are living for the future. In a few years you will look back. Will you chastise yourself because during that time you could have earned a degree, but didn’t? Get started now.

Don’t ask for a job. Give a commitment

If you sense there’s going to be a problem, understand that human nature is what it is. People will worry about taking a risk. So make it easy for them. Take the first step and give them something they will probably never ask you for. I can’t guarantee this will work, but it’s my best advice:

How to Say It
“If you have any concerns, I’d like to help you put them aside. If you hire me and you have any problem with my performance or you’re just not happy, I welcome you to fire me, no questions asked. No hard feelings. I won’t complain. But you won’t fire me, because foremost in my mind is one thing: I want you to be very glad you hired me. That’s the commitment I’ll make to you. Keep me a week, two weeks, a month. For as long as you’re happy. Ask my references: they’ll tell you how committed I am to my work.”

Some might tell you not to take this kind of chance. But I believe in removing obstacles to help people make good choices. It’s up to you to help an employer remove the obstacles to hiring you so they can experience what a great worker you are. But this is your choice: You must do what you think is best for you.

My highest compliments to you for turning your life around. Do not let employers who reject you get you down. You will encounter many. The only ones that count are the ones that say yes — and they are always worth pursuing. I wish you the best.

The Library of Congress publishes an excellent guide to re-employment for ex-convicts. I recommend it.

Here on Ask The Headhunter, you will find some realistic encouragement from other readers in the comments section of Grand theft HR. I especially recommend the suggestions posted by “S Kendall.”

Employers: Hire with purpose

I’d like to close with a suggestion to employers. You may say your goal is to hire with purpose. You want to hire people who “think out of the box.” You want to hire people who can demonstrate an ability to change and grow. Yet your HR department likely hires people who closely fit your “qualifications list” and who sit on the fat hump of the performance curve.

Take a good look at older workers; people with handicaps who can do the job; reformed ex-convicts; former substance abusers who have been clean for years. These are people living with a new purpose. What better examples of people who can change, who overcome adversity, and who can demonstrate the ability to perform?

I’m not suggesting you take a foolish risk. You can make a sound deal to protect yourself and your new hire. Hire with purpose. Think out of the box yourself. Hiring someone who has overcome a personal problem may net you a good worker who has the confidence to help you overcome problems your company faces.

Did you ever work with or hire an ex-convict? What was your experience? What advice would you give this person?

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Go around HR to get the job

On January 23, 2023
Go around HR to get the job

Question

For 30+ years I’ve been going around HR when looking for a job and I will continue to do so. I want to talk directly to the hiring manager, or no dice. I am just curious how things get done on your end, because I think many people attempt this but fail. They bypass HR because of all the red tape and lack of feedback or communication, but then the hiring manager will re-direct them back to HR. In your experience, do you find that hiring managers are beholden to HR, despite your best efforts to short-circuit the process?

Nick’s Reply

go around hrIt’s a good thing to encounter a spineless hiring manager who allows HR to run roughshod over the best candidates. Those are the easy ones. You know not to pursue a job with managers like that. Move on.

I’m hardly the only headhunter who will go around HR and make it his business to deal directly with the hiring authority. If HR gets in the way too much, I’ll move on to another client. I’d still “do business” with that company, but instead of placing people there, I’ll recruit people out. (My policy is to never recruit from any company that’s my client. It’s unethical and it’s bad business.)

Who controls candidate selection and hiring?

I’ve found that when a hiring manager allows HR to control recruiting and hiring, I’m going to wind up wasting my time — and so will my candidates. A new hire does not report to HR. They report to the hiring authority or manager. If that manager is too weak to assert control over a critical function like candidate selection and hiring, they’re not worth working for, or the company itself is unworthy because it lets HR run the show. HR’s job is to process the “paperwork,” not to decide who is qualified for a job, or who gets hired.

In companies where HR makes decisions about candidates and jobs, you will need to go around HR simply because HR is not qualified to judge you — unless perhaps you’re applying for a job in HR.

Many, many hiring managers insist on personally controlling candidate selection and hiring. These managers will insulate the candidate (and the headhunter, if one is involved) from HR. They go to bat to get the hires they want simply because they can move more quickly than HR in companies competing for the same candidates. That’s a manager you should want to work for.

Go around HR

I know hiring managers who go around HR and hand-walk job offers to the CFO to get the offer signed and the hire done expeditiously. HR finds out later. It’s the smart manager who understands filling a job quickly and accurately is the fastest way to business success. And it’s your best bet to get hired. Don’t get bogged down with HR while your competition is talking directly with the manager.

If a hiring manager doesn’t control candidate selection and hiring, what do they control as a manager? If you encounter a weak hiring manager, consider moving on because you’re not being hired by the authority who owns the job. You’re being processed by clerks who understand little, if anything, about the job — or about you.

One last thing. You didn’t ask, but here’s How to get to the hiring manager if you haven’t already.

Do you find that HR keeps you away from the hiring manager? How do you deal with that? If you’re a hiring manager, do you defer to HR on candidate selection and hiring, or do you take the lead?

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How to screen all those headhunters

On January 17, 2023
How to screen all those headhunters

Question

How can we screen headhunters? I know you’ve spoken at length about the difference between a real headhunter and those that are just casting a huge net and hoping to find someone to apply. Do you have any advice about what to look for, or what types of questions I can ask these headhunters off the bat to know whether they’re worth my time or not?

Nick’s Reply

screen headhuntersYou already know the odds that a job solicitation is a real opportunity are tiny, and that it’s far more likely you’re dealing with someone who will waste your time — again! Most job solicitations are about as helpful as an e-mail pitching a tinnitus cure.

If the solicitation e-mail or text reads like boilerplate, delete it. If the caller is a fast-talking salesperson, hang up. It’s that simple.

“Uh, Nick, how does that help me?” you’re wondering. “I don’t want to miss out on any good opportunities.”

If you’re going to work with a headhunter, first you must qualify them — and that means you’ve got to test them before you can believe anything they say, and before you put yourself in their hands.

How to screen headhunters

If the caller sounds like an earnest business person politely asking for your help with an assignment to fill a job, you should keep talking — because there really are a few good headhunters out there. If you pay attention, you’ll find the best headhunters demonstrate high standards of conduct and reveal the same qualities they look for in candidates.

  • They are easy to work with because they are straightforward. They speak clearly and directly. They are not secretive or cagey.
  • They don’t waste time playing games or putting on airs. They make you feel special, rather than imply they are.
  • If they start with an e-mail or text, they quickly follow up with a call or Zoom.
  • They are not in a hurry. They take time to talk. They pay attention. They answer your questions.
  • They are knowledgeable about their business, their client, the job they’re trying to fill and about you.
  • Good headhunters don’t call on anyone blindly. They already know quite a bit about your background — not just what they found on LinkedIn — or they wouldn’t contact you.
  • A good headhunter reveals integrity by being honest and trustworthy. They will do what they say — including returning your e-mails and calls.
  • A good headhunter is conscientious. You’ll see this in the questions they ask. Rather than ask for your resume, the headhunter will learn about you by talking with you extensively.
  • They will exhibit a sincere interest in your work and abilities, and in your interests and goals.
  • They will give useful advice if you ask for it.
  • Finally, a good headhunter is effective. If you’re a possible candidate for their client, you’ll get an interview in short order. If you’re not a fit, they’ll say so. They won’t lead you on.

Does that sound like any headhunter who has solicited you? I’m sure you’re shaking your head: What headhunter is going to do any of what’s in that list?

Right-O. Just a very few will. That’s why it’s so important to test or screen headhunters for those rare qualities immediately and every time. Most will fail, and that’s why you should test them all.

Try this test

When you’re done communicating (hopefully, talking) with a headhunter who contacted you, ask yourself, Could this headhunter write an adequate resume about me based strictly on our phone call?

I sometimes write a candidate’s resume just like that, after a phone call, and I provide it as a summary to my client. It’s a good test of my own grasp of a candidate’s credentials and value.

If a recruiter’s call is so cursory that you don’t think they could write your resume from it, that reveals an unskilled headhunter or an inadequate recruiting call. A headhunter who merely requests your resume or just asks you to fill out an application is no better than a job posting on the Internet. They’re going to waste your time. You don’t need them.

When you meet a good headhunter, you’ll know it from the characteristics listed above, and you’ll recognize someone with whom you’ll want to cultivate a long-term relationship.

Let’s get real: screen headhunters

You are likely shaking your head and maybe laughing at what I’ve said. “Nick, Nick, Nick! Let’s get real! The good headhunters you’re talking about don’t exist!”

A few good headhunter do exist — but they’re quite rare. So, why do most people who get bombarded with job solicitations respond to virtually any headhunter solicitation and waste time? (Loads of people fall for out and out job scams.)

The answer is easy, and embarrassing:  It’s lazy, wishful thinking. People don’t want to do the hard work of finding the right job. They want Mommy — a headhunter — to serve it up to them. But they don’t bother to screen headhunters. So they comply with too many silly solicitations and complain when these turn out badly.

Let’s get real. There really are very few good headhunters out there. That’s no excuse to entertain the worst ones when you know better. Think of the hours you’ll save that you could better invest in actually finding the right job opportunity yourself!

(For more on this thorny topic, please check out How to Work With Headhunters… and how to make headhunters work for you.)

What percentage of headhunters (or recruiters) that contact you offer good, realistic job opportunities? How do the best ones behave? What behaviors tip you off to the worst?

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Just Hired: New boss, salary & job eliminated!

On January 9, 2023
Just Hired: New boss, salary & job eliminated!

Question

I got really good vibes from the manager that interviewed me. The offer was very good, and everything went so well that I turned down another offer to take this one. After a week of training, POOF! I learned there was a management upheaval, with my new boss and job eliminated. I may have to take a salary cut and get reassigned, or just leave and start my job search again. But what I want to ask you is, is it even possible to avoid something like this? Is there anything I could have done?

Nick’s Reply

job-eliminatedThis is a twist on the rescinded job offer. You’re still employed — with your boss and job eliminated, and your salary cut! While a company’s imminent restructuring may be highly confidential, there’s a way you might have gathered critical information that could have kept you out of trouble.

The key to this approach is understanding that people love to talk and to gripe. Help them do it. No company can totally hide upcoming management changes, especially from employees. If you have enough conversations with a company’s employees, I think you’ll find that more than one will hint at imminent changes and potential problems — if they don’t come right out and tell you what’s wrong.

Chart the players

A legitimate approach is to chart and meet the players. It’s prudent to know who you will be working with, how good they are at their work, and how they will affect your success. These are also the people who can tip you off to possible problems in the organization.

While you may not be able to actually pull off what I’m about to suggest, consider this an exercise to work through. I think as you try it, you’ll come up with one or two tactics that you can actually apply that will be helpful in the future. When you’re done, you should know enough about the organization to avoid getting blindsided by a management change that could hurt you.

Does it all add up?

Look for inconsistencies across all the conversations you have. Does information add up about the job and who the boss is?

  1. Before and during your interviews, draw an organization chart around the job you’re considering.
  2. Overlay a picture of what your workday and your work month would look like.
  3. Lay out the tasks you’ll be doing, and then draw lines to all the departments and specific people who will be working with you and whose work will impact your ability to do yours.
  4. Ask the manager to help you create this chart.

Then explain that you’ll need to meet some of these people — all of them, if possible. The meetings can be brief, but they’re critical.

Sound farfetched? If you were a professional sports player, you’d know who’s on the team you’re joining, and exactly what your role would be. That would affect your decision to join up. It’s the same here.

Look for the truth

If the employer balks, explain yourself simply: “I work hard and I’m a great producer. Some people will be significantly affected by my work, and they will affect my ability to do my work as well. It’s in all of our interests to make sure we can work together. So I’d like to meet everyone.”

You need multiple data points to get an accurate picture of this “opportunity.” The more people you meet in the organization, the better.

Managers are a special case in your little drawing. If you had met more managers in the company, I’m betting you would have learned the truth, that a change was afoot. (Such a thing is difficult to hide.) Once an interview gets serious, it’s reasonable to ask, “Will I be working for you personally for the next year? If I’m your direct report, will I report to anyone else on a dotted line? Do you foresee any changes in this job in the coming year?”

Of course, they might lie to you. All you can do is test them.

I’m sorry you were blindsided. Companies are of course free to eliminate jobs and change managers. That’s why you must control your interviews and learn all you can before they leave you holding the bag. You deserve to know in advance whether a job is about to be eliminated, your pay cut, or the boss removed.

Ever report to a new employer only to find the boss and job eliminated, and the pay not what you were told? How do you ensure you know what you’re actually getting? Should this reader just quit and try elsewhere?

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