Recruitomatic & The Social Jerk (Or: Why you hate recruiters)

On January 19, 2012

This week we started a “pound Nick with questions” thread — and you’ve been pounding! Great questions and topics — and pointed insights. A recurring theme on that thread is recruiters — the inept, the inane, the ones who waste your time, and the ones who leave you frustrated and angry. (There are good recruiters out there, but that’s another topic.)

Reader Dave started to boil it down in his 1/18 comment on the previous posting:

One other thing…

Just recieved the occasioal newsletter from a so called “head hunter/recruiter.”  He said he has developed a relationship with an offshore vendor in order to provide services/people to do work.  One of the reasons he gave for doing this is because companies “can’t find the right people.”

Quite frankly, this made my blood boil for all of the reasons Nick states in his blog post.  You can’t tell me that with all the unemployment, underemployment, people who gave up looking for now, people looking for a change and all the people graduating from college, that you cannot find anyone to fill your positions? 

This is a prime example why I dislike most “search staff.”

Dave draws a whole new thread from the strands that come together in that discussion. I was going to respond to him briefly, but then I realized Dave has generated a whole new topic. He deserves to know…

Why You Hate Recruiters

It’s no accident. It’s a well-orchestrated con game run by experts. HR departments pay expensive consultants to define the “best practices” ($$$) and to promote the “best technologies” ($$$$$$$) that enable HR to maintain the 4:1 ratio of unemployed people to unfilled jobs in America. (That’s 14.2 million unemployed, and 3.2 million vacant jobs.)

Translation: Corporate America pays a lotta money to act dumb when it recruits and hires.

Thanks, Dave, for sharing that newsletter you received from the recruiter who’s going offshore to fill American jobs. But the problem is higher up the food chain. Employers are the ones spending the money here. Recruiters like this one just chase the low-hanging fruit. I’d love to see Congress haul these people in front of a committee and ask them:

“So, when you interview talented job applicants, then what do you do to cultivate them into productive employees?”

The answer is splattered all over the popular media:

“We hire only perfect fits! With these intelligent databases, we don’t have to take chances on training anyone who can’t already do the job with their eyes closed!”

People and companies want to believe that technology can meet the hiring challenge. Savvy, insightful managers who know how to judge talent are no longer required. Give HR a database of jobs and resumes, and they’ll throw money at it forever, waiting for a payout. The job boards are like slot machines for HR wonks: An addiction. The only beneficiary is “the house” — in this case, HR consultants and database vendors who cater to employers who want to believe.

Selling The Mess to HR: A full-time gig ($$$$)

Example: Check out RecruitingBlogs, where “internet recruiting gurus” tout the databases and the social thingies that they get paid to explain to their clients:

“…we’re going to release a ranked list of the Top 25 Online Influencers in HR. This list is completely generated by algorithm (think Google). The list ranks the Top 25 voices in HR based on their online footprint…”

Gimme a break. Online footprints? That’s how we judge value? That’s what consultants teach HR — and HR pays big bucks. That’s why job hunters like Dave are left swinging in the breeze. The recruiters are part of a big social jerk, fantasizing about social media. The blogging consultant goes on to describe his brethren:

“So, I was at this party a couple of weeks ago. All sorts of twitterati were there…”

Then it gets down to brass tacks: Making money by “explaining” the databases to HR rubes with deep pockets:

“There is money to be made in the field today because the techniques required to find people are arcane and confusing. Additionally, with the strong exception of Avature and Broadlook’s products, there are no useful tools for the automation of the process.”

What’s he touting with those two products? Expensive databases that employers use to intoxicate their personnel jockeys. Note the implicit focus on automation of recruiting. The more automated HR becomes, there’s more “money to be made” because nobody can understand this crap. (Try to scrape this one up off the ground in one piece, from the HR Examiner Blog: “Meaning and data in the social web.”)

One of the “strong exceptions” blogger John Sumser refers to, Avature, has a tagline:

“Bring Social Media and Web 2.0 tools together and create unique and innovative solutions to your recruiting challenges.”

How about getting the consultants out of the bars (where they’re being wined and dined by the “arcane and confusing” online recruiting tools vendors), and the recruiters off their asses, and bringing together a few brains to meet some of the 3.2 million “talents” that the software can’t quite figure out? HR is bogged down, and employers are dying for good workers, because HR doesn’t recruit — it pays consultants to distract it with non-stop workshops, white papers, and “best practices” designed to facilitate deep contemplation of the HR navel. ($$$$$)

(By the way, John Sumser is not the only consultant driving HR down into the whirling blade that’s waiting to process you. There’s the aforementioned RecruitingBlogs.com, which delivers non-stop juice to keep the blender going; ERE.net, where recruiters go to talk it all through; and a host of sycophants that have figured out “there is money to be made in the field today…” so let’s get together for another mind-expanding party and to count our money.)

Recruitomatic: It’s all in there

Then RecruitingBlogs.com refers to “Mr. Recruitomatic.” That’s where I rest my case. This is a cluster duck.

Mr. Recruitomatic could be the title of a book about the state of unemployment in America, or it could be an inside joke about how HR rotates on its consulting budgets. It’s all one big database blender, grinding up people into keywords with no decision-making or intelligence beyond the algorithms. Mr. Recruitomatic is churning out swill that nobody wants — or there wouldn’t be 14.2 million unemployed, and 3.2 million vacant jobs, would there?

Or maybe it’s just your fault, Dave. You ignorant, behind-the-times, unemployed slob — you’re just not prepared to be “the perfect fit.” Get some new keywords. Find some meaning and data in the social web. Reduce yourself to what HR is willing to hire.

Welcome to The Social Jerk

“We have a shortage of talent!” Yah — in HR. No shortage of consulting fees, though. ($$$$) No shortage of jargon to mix up with algorithms and some social sauce. But the farther HR sticks its head into the blender, the more it’s clear the talent shortage is in the corner office where the consulting bucks are spent.

Dave, this is what drives HR departments stupid. This is why you hate recruiters. There is an entire industry that earns big bucks mixing up the HR mess that you describe. It’s the motor driving the HR Recruitomatic. Why do I rag on it so? Because the consulting crowd doesn’t have any idea what’s going on outside the blender — they don’t see you getting splattered with muck. There are no fees to be had from you.

While these twitterati advise their eager HR clients about what’s “completely generated by algorithm,” ($$$Cool) they have no idea what is the impact of their only-half-clever, inbred “initiatives.” They’re not out on the street, where guys like you don’t see what’s “social” about software deciding whether you can ride a fast learning curve so you can do a job.

The Recruitomatic and HR’s database-itis — this is why there’s a 4:1 ratio of unemployed Americans to vacant jobs. It’s why you get splattered with HR’s mixed-up rationalizations while you’re trying to earn an honest dollar for doing honest work with an employer that knows how to run a business. And that knows how to hire.

Anyone’s odds — if they’re unemployed — are about 4:1. But what are the odds the board of directors at any company has a clue what’s going on? They don’t get why you hate recruiters. They don’t get why so many jobs at their companies are vacant and work is left undon. They don’t get that the “talent shortage” is largely manufactured by consultants who make out only when HR is playing with Mr. Recruitomatic — not when HR actually hires anybody.

The social jerk is a profitable $$$$$proposition, Dave. Except for you and your 4.2 million buddies.

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Open Mic: What’s your problem?

On January 16, 2012

Special Edition

I periodically do webinars and teleconferences for professionals, where I make a brief presentation — then we have an “open microphone.” Anyone may ask any question about job hunting or hiring, and I do my best to provide useful advice on the spot.

I love doing such events because I don’t have to prepare. In fact, I can’t prepare. I have no idea what anyone will ask. I also enjoy doing it because it tests me — how much value can I deliver, to someone with a problem, in the space of a few minutes?

These events grew out of a series of online chats I did a few years ago, before audio was really possible for large groups online. (The webinar I did for Harvard Business School attracted hundreds of MBA students and Harvard alumni.) We always promoted the old chats like this:

Show up online at noon tomorrow — and pound Nick with your questions! We’ll see how many he can answer, and how fast he can type, in the course of 90 minutes!

Chats aren’t very popular any more (and I can talk faster than I can type!), so I’ll be doing more webinars and teleconferences for various groups in 2012. But I’ve never done an “open mic” here, for my own Ask The Headhunter community. So here we go!

It’s Open Mic: What’s your problem?

Every week in the newsletter I answer one question from a reader in the traditional Q&A format. This week, I will do my best to answer any and all questions you post here on  The Blog — and I welcome our community to chime in on the discussions. The more variety, the better!

  • Lost your job and don’t know how to start hunting for a new one?
  • The employer wants you to do a stress interview?
  • Wondering how to deal with a headhunter who just called you?
  • They want your salary history, but you don’t want to share it?
  • Your company posted a job and you got 5,000 applicants. What now?
  • The manager made you a good offer, but HR just called to rescind it?
  • What’s your problem? Please post it and we’ll tackle it.

(You don’t have to include any identifying information.)

I’ve answered over 30,000 questions from Ask The Headhunter readers since 1995. This week I’ll answer as many as you post. So… please ask away!

(This column was published before the comment threading feature was added to Ask The Headhunter, so my replies to questions do not appear immediately below each comment. Please scroll down in the comments and look for my reply “@commenter-name” to each question. Sorry for the inconvenience!)

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You’ll never get hired if you’re self-employed

On November 28, 2011

In the November 29, 2011 Ask The Headhunter Newsletter, a reader who’s run a business for years wants to know whether it’s true that the self-employed are unemployable.

I was on a discussion forum today where the consensus is that you’ll never get hired if you’ve been self-employed. Is that true?

I have had my own consulting business for the past 19 years. My original client base is drying up, but happily I have had some luck with a new market. I can definitely stay on my own, and there are good reasons to do so. BUT… I have not explored many job options over the years. Lately I have seen friends & neighbors get good-to-great jobs, things I would love to do professionally and personally. New challenges, terrific companies… and I find myself envying those folks.

I have been going on some job boards where I’ve seen jobs I would love to have. I’ve studied your approach and I feel confident that I could make good contacts with good companies. I know I would be a great, business-enhancing employee.

Then I came across that discussion forum today. Would it be hopeless for me to even try now? Given what you have written across-the-board, I feel like that forum’s assertion can’t be right. But I figured I’d rather ask you before embarking on a doomed-to-fail effort. (The people on the forum suggest all kinds of subterfuge to hide the “shame” of self-employment. I am very much against subterfuge!)

I have also read that people will “never get hired” if they’re over 50, stay-at-home moms, job-hoppers, or felons (!). I figure that, with the exception of the felons, there must be plenty of people in those categories who get good jobs. Yes?

Here’s the short version of my advice: (For the entire column, you need to subscribe to the free newsletter. Don’t miss another edition!)

My Advice

I’ll tell you what I said to a young man I know who is applying to colleges. He wants to study physics. Princeton is virtually impossible to get into and everyone has told him not to bother. But he wants to go to Princeton.

I told him that if you want to do something, then go after it like it’s the only thing in the world. Your goal is to succeed, not to worry or even to think much about the so-called odds. And you certainly should not listen to the comments and speculations of people who are afraid of failure.

Odds matter only if we’re talking about a population of people, because odds are descriptive of a population. They don’t matter much when we’re talking about an individual. Odds don’t prescribe the right action for an individual. That is, just because Princeton rejected 20,000 applicants is no reason not to apply. What matters is what one person is capable of doing — and what he’s motivated to do.

So, ignore and stop reading that stuff on the forums. Do what you want to do. Do it the best way you know how. People with their own businesses get hired. I don’t know how many, and I don’t care. Even if every single one of them has failed to date, your objective is to be the first one to succeed. If you think you can be a great, business-enhancing employee, that’s what matters. It’s better yet if you can demonstrate those qualities. That’s what will get you hired.

My advice is to ignore everything you’ve been told. Then go do what you set out to accomplish. Either smile or smirk at the naysayers. They don’t matter. They’re pretty pathetic. Failure in America is built upon their fears and chatter.

A 63-year-old reader told me last year she’d landed the new job she wanted — in part because she ignored all the discouraging things she’d heard about age being a obstacle. The young man I mentioned applied to Princeton. Will he get in? Will his outcome affect whether you pursue the jobs you want? Go for it. Stay away from the “You can’ts.”

Did anyone ever tell you you’d never get hired? What’s the secret to success in a “lousy” job market? (Hint: There’s no such thing as a job market.) Tell us what you’ve pulled off in the face of incredible odds — that’s what matters.

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Jumping Employment Gaps

On November 21, 2011

In the November 22, 2011 Ask The Headhunter Newsletter, a successful executive who took time off then worked as a consultant says headhunters won’t touch him. What’s up?

I was an executive with a financial services software company for 20 years. I joined when it was a start-up. After the company was sold, I took a package and left, as did the co-owners and, eventually, all of the senior management. I have a five year gap in my resume after which I had a couple of consulting engagements, one of which lasted a year, the other approximately six months. I speak with recruiters frequently, but invariably the gaps prevent me from getting an interview. The recruiters will not even present me to the client. I would truly appreciate any advice.

Here’s the short version of my advice: (For the entire column, you need to subscribe to the free newsletter. Don’t miss another edition!)

My Advice

Most recruiters suffer from a buzz words syndrome. If the buzz words aren’t on your resume, then you’re not a candidate.

Happy Thanksgiving!Those recruiters obtain lists of “candidate criteria” from their clients, and they pattern-match those criteria to someone’s resume. My guess is that among those criteria are “stable work history” or “must be currently employed.”

You had a long, successful career building a company from the ground up. That’s trumped by “currently unemployed” only in the mind of a foolish recruiter.

If you had been as narrow-minded as those recruiters about whom you hired while building your start-up, the business would likely have failed. I’m willing to bet you hired people who spent time consulting or running their own businesses. You relied on your ability to recognize what people could do; you didn’t judge them on buzz words or on what they had done in the past. You probably hired people that others wouldn’t touch.

What I’m telling you is, those recruiters are helping you weed out companies you should not work for. I know this sounds like sour grapes, but think about it. We all have a selection process in mind that supports the way we live and work. We pick people and we make choices that reflect who we are and how we operate.

Now, think about what that means. You’re being rejected by recruiters and companies that are looking for “the perfect fit” to their narrow criteria. But when did you ever encounter “perfect circumstances” and “perfect solutions” to the business problems you faced at your start-up?

Kiss those recruiters goodbye, because they’re working for narrow-minded employers that you probably won’t be happy working for. Instead, track down insiders who work with the kinds of companies where you’d shine. Start talking to lawyers, bankers, investors, realtors, landlords, accountants, consultants and other folks who do business with dynamic, growing companies that want talent — not perfect fits to static job descriptions. (You and I both know there’s no such thing in either case.)

Those recruiters don’t work for the companies that will hire you. You will find your next employer through external consultants (like those I listed) who work with companies like the one you helped grow. The company that hires you next won’t be looking at the gap you’re facing — it’ll be looking at how effectively you can leap over that gap to help grow its business.

How did you leap over an employment gap? Did you ever hire someone with a gap? What the heck does a gap really say about a person, anyway?

Happy Thanksgiving!

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How to manage gang-up interviews

On October 17, 2011

In the October 18, 2011 Ask The Headhunter Newsletter, a manager indicts “panel” interviews and says he’d never consent to one — or conduct one. Are panel interviews a bad idea?

I was taken aback recently when my HR department scheduled me as a part of a panel interview. When I queried our hiring team, they claimed this was the “latest thing” and it provided a “challenging atmosphere for the candidate while minimizing expenditure of company resources.”

I was on my way to register my discontent with the HR VP when my Blackberry indicated the interview had been cancelled because the candidate had accepted another offer. That didn’t shock me—I wouldn’t accept a panel interview, either. Shortly thereafter, the HR VP “innovator” left to “pursue other career opportunities.” Good riddance!

This doesn’t mean some other “idea person” in our company won’t try to resurrect this sort of thing, but not on my watch. I believe in giving each candidate a chance, as much as possible, to “do the job.” It’s much more productive.

Don’t get me wrong, I’m all for candidates meeting the teams they will work with, just not in a formal interview environment. Is this panel interview approach really creeping into our already dysfunctional job interviewing system?

Kudos for the continuing wisdom emanating from your Ask the Headhunter empire! Your straightforward approach is a win-win for employers and candidates and removes the HR-injected “smoke and mirrors” from the hiring process. It certainly has helped me in many ways. Good luck and keep ‘em coming!

Here’s the short version of my advice: (For the entire column, you need to subscribe to the free newsletter. Don’t miss another edition!)

My Advice

Thanks for the laugh, and for your kind words. No, I don’t see ganging up on a job candidate as a new trend — although in some organizations this has long been routine. Innovative HR VPs… unfortunately, they’re not a trend, either.

It’s refreshing to hear from a manager who doesn’t support contrived methods of assessment. It seems that many HR execs think the more over-defined the interview process is, the better. They’ll accuse me of being a yokel, but whatever happened to just talking with someone and working together, to figure out if there’s a match?

I believe that a simple, engaging, no-tricks, personal interview experience is what gets people’s attention and interest. The more direct and one-on-one the assessment, the better. As you point out, there are good ways for candidates to meet the entire team. Candidates are sick to death of “the process.” They want to work with managers and people who truly want to get to know them. The happiest candidate is one who’s hearing about the work that needs to be done, and who’s being asked how he or she would help do it. I encourage you to go that route at your company.

A thorough assessment can include other activities, but any interview should start with a respectful, “working” meeting — not a confrontation by a gang.

So, what should a job applicant do when the employer schedules a panel interview? Like the candidate who took the other offer and declined the panel interview, the manager who asked this question has the answer: “I wouldn’t accept a panel interview.” What you do, of course, is up to you. (Maybe you like panel interviews!)

While an employer may be taken aback, there’s nothing wrong with saying you’d prefer to meet the hiring manager one on one, and that you’d be glad to meet the rest of the team if that first meeting goes well. Remember — the candidate gets to judge the employer in an interview, too, and doesn’t have to proceed with more discussions unless the experience is satisfactory. Alternately, if you find yourself stuck in a panel interview, try this: How to Beat The Stress Interview.

You can get relief from situations you don’t like by politely and firmly saying no. It’s the sign of a credible job candidate.

Are panel (gang-up) interviews legit? If you’re a manager, do you do panel interviews? What’s your experience been?

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The truth about headhunters

On October 11, 2011

In the October 11, 2011 Ask The Headhunter Newsletter, a job hunter who’s tired of high-pressure headhunters asks how to recognize the good ones:

The sales pitches I get from cold-calling headhunters are intense. They’re in a hurry, they avoid sharing details I need and they are high-pressure. How do I know when I’m talking to a good headhunter?

My Advice

This week’s Q&A is an excerpt from my PDF book, How to Work with Headhunters… and how to make them work for you. The book is 130 pages, packed with 62 myth-busting answers for fearless job hunters. I hope you enjoy this sample!

If the caller is a fast-talking salesman, hang up. It’s that simple.

Judging a headhunter and qualifying a headhunter are two different things. You can judge a headhunter’s character whether you decide to work with him or not. This kind of judgment is largely based on observation. If you’re going to actually work with a headhunter, first you must qualify him — and that means you’ve got to test him before you put yourself in his hands. Let’s discuss judging headhunters. (For a thorough discussion of how to qualify a headhunter, please check pages 28-33 of the book.)

  1. If the caller sounds like an earnest business person politely asking for your help with an assignment, you should keep talking.
  2. The best headhunters reveal high standards of conduct and reveal the same qualities they look for in candidates.
  3. They are easy to work with because they are straightforward. They speak clearly and directly. They are not secretive or cagey.
  4. They don’t waste time playing games or putting on airs. They make you feel special, rather than imply they are.
  5. They are not in a hurry. They take time to talk. They pay attention. They answer your questions.
  6. They are knowledgeable about their business, their client, the job they’re trying to fill and about you.
  7. A good headhunter doesn’t call anyone blindly. He already knows quite a bit about your background, or he wouldn’t call you.
  8. A good headhunter reveals integrity by being honest and trustworthy. He will do what he says — including returning your calls.
  9. He is conscientious. You’ll see this in the questions he asks. Rather than rely on your resume, the headhunter will learn about you by talking with you extensively.

If you’re a possible candidate for the headhunter’s client, you’ll get an interview in short order. If you’re not a fit, he won’t lead you on. He will move on. You may feel you’ve been dropped, but a busy headhunter won’t spend more time with you than his assignment warrants. He’s not being rude; he’s doing his job.

Try this test.

When you’re done talking to a headhunter who sought you out, 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 he could write your resume from it, that reveals an unskilled headhunter or an inadequate recruiting call. A headhunter who calls to merely request your resume is no better than a job posting on the Internet.

When you meet a good headhunter, you’ll know it from the characteristics listed above, and you’ll recognize him as someone with whom you want to cultivate a long-term relationship. (Needless to say, the headhunter could be female.)

(For more answers about headhunters, check the Table of Contents. 30 sub-sections of the book include 62 Q&As that teach you how to conduct your job search with and without headhunters… plus How to Say It examples and Insider’s Edge tips.)

How do you judge headhunters? What tips you off to a good one, and how do you avoid the lousy ones? Have questions about how headhunters behave? Post them and we’ll discuss.

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3 Ways to Be a Smarter Job Candidate

On September 19, 2011

In the September 20, 2011 Ask The Headhunter Newsletter, a job hunter wonders how to get smarter, negotiate better, and avoid getting taken advantage of:

I had what may be a “Eureka moment.” I’ve been accused of lacking the “cojones” to handle interviewing and the job market, and I think it’s true. I started my career when companies treated people with respect. Today, employers deliberately set things up so that the job candidate is at a huge disadvantage. The rules have changed so that employers can really take advantage of the diligent, loyal folks who have the 1950’s work ethic.

They make an offer and demand you respond within 24 hours, or it is rescinded. They make statements in interviews that they back out of as soon as you take the job. Don’t assume that they will send you a health insurance card, or that the work week is 40 hours, or that there’s even time to eat lunch. One place I worked made everyone buy their own pens and office supplies. You almost need a bulldog lawyer to negotiate everything for you.

People have told me I have a “golden retriever” personality—too eager to please and to be a good employee. I need to be more skeptical, and I need to be a much tougher negotiator. It is hard when you really need a job, but I’ve learned the hard way not to be so trusting. It may be better to risk ticking off an employer, or losing out on a job, than to take the job and find that someone took advantage of your good nature. How can I get smarter? How can I be a better negotiator? Can you help me out?

Here’s the short version of my advice: (For the entire column, you need to subscribe to the free newsletter. Don’t miss another edition!)

The best way to avoid being taken advantage of is to set your standards and expectations high. Then judge others accordingly.

One way to approach this is to politely make the employer jump a few hoops, too. The lousy ones will refuse, and that saves you time. I doubt it will cost you any good opportunities. My advice: Quickly find out what kind of people you’re dealing with. If there’s a problem, move on. Here are some suggestions.

First

Make a list of what you think is reasonable behavior from an employer, so you’ll be more aware of what to look for. If an employer doesn’t measure up, call them on it. Give them a chance to try again. Their reaction will tell a lot by itself. Here’s an example.

How to Say It
“Thanks for the offer. I’m very pleased about it, but I cannot make a decision in 24 hours. I’ll tell you why. I want to stay with the company I join for the long haul, so I want to make sure it’s the right match. Before I accept, I’d like to spend a little time with people I’d be working with, and with people in related departments. Can we schedule some brief meetings with managers and employees in [manufacturing, finance, whatever] asap? Then I can assure you of a quick answer to your offer. I appreciate your consideration. It will help us both to make a wise decision.”

Massage the wording to suit your style. It’s a reasonable request, and I think it will quickly reveal which companies are good and which are lousy.

Second

Another way to be more assertive (and to protect yourself): Ask for the full employee manual and benefits package at your first interview, or before it. Hey, they have all your info in your resume and application, right? You want their info. If they won’t give you copies after your first interview, thank them and walk away. Don’t waste your time.

Third

(This part of my advice is omitted. It’s for newsletter subscribers only. Subscribe to the newsletter to read all of next week’s Q&A! It’s free! Don’t miss another edition!)

There are good companies out there. You have to weed out the rest, and these are some ways to do it. Of course, you must be polite, reasonable and very professional. Never be pushy, demanding, or rude or presumptuous. Wear a big smile, grow some cojones, and be firm. Sure, this will cost you what people loosely refer to as “opportunities”—but they are really nothing at all.

Know what your standards are. Go in with a positive attitude. Stand firm the first time they push you where you don’t want to go.

Some employers demonstrate high standards. Others smile a lot and bite you where it hurts. Learn to tell one from the other by testing them. Today’s Q&A offers 3 suggestions. How do you test a company before you accept a job offer? Have you been bitten?

How can job candidates be smarter and negotiate better? Please share your thoughts in the comments section below.

The Ask The Headhunter Newsletter is 9 years old today! That’s worth a special deal!

To celebrate, I’m offering an extra $5 off the 2-Book Bundle! Discount code: 9YEARS. This discount code is good only until Friday, September 23, and only on the 2-Book Bundle! Click here to order, and type 9YEARS in the discount code box when ordering!

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Readers’ Forum: The ethics of juggling job offers

On September 20, 2010

In the September 21, 2010 Ask The Headhunter Newsletter, a reader asks how to deal with two job offers, when you accept one then a better one arrives a few days later.

Question

I am in this dilemma and read your article about Juggling Job Offers. Yours is the only one that says to accept the first job offer, and when the second job (which would be a better offer and more suitable) presents itself, then retract acceptance of the first job offer.

However, the other articles and guidance suggests not doing this at all as it is unethical and can damage one’s reputation in a given industry. I have gone back to the first company and gotten a decision window of one week to decide. The timing is off as I need one more week for the second job’s response and possible offer.

Do I ask for yet another extension? Any thoughts?

Nick’s Reply

Here’s the short version of my reply. (You’ve got to subscribe to the weekly newsletter to get the whole story!)

Sorry, but I don’t buy the ethics angle on this. As I point out in the article, if a company lays you off six months after hiring you, is it behaving unethically? No. It’s a business decision. What if it lays you off a week after you start, due to unexpected financial setbacks? What’s the real difference?

How many job offers do you really have?

The fact is, in a situation like this, you are not making a choice between two job offers. You are making a binary choice: Yes or No to one job. While I hope the other offer comes through, I can tell you that in many years of headhunting I’ve seen most “sure thing” offers go south. Either they are delayed indefinitely, or they never come through.

Is this about ethics or business?

I agree that accepting then rescinding your acceptance can have an effect on your reputation. But likewise, a layoff has an effect on an employer’s reputation. Still, sometimes it happens out of necessity. It doesn’t make the company (or you) unethical. It’s a business decision.

I’m not trying to downplay the seriousness of rescinding an acceptance. But to behave as though the second offer is a sure thing is to put the first offer at risk. Is it unethical to continue to ask the first company — which has stuck out its neck and and made a commitment to you — to keep extending the decision deadline?

How many times will the second company need “one more week” to produce the offer, if it produces one at all?

Sorry, but a bird in the hand is the only bird you’ve got! Decide about that, and then deal with the future later.

For more about this thorny topic — and how to deal with job offer challenges — see Fearless Job Hunting, Book 9: Be The Master Of Job Offers.

Am I being unethical? Is it wrong to accept an offer then change your mind because a new offer is better?

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