Additional Services
Recruiting
Frequently Asked Questions
- The Interview - how did I do?
- The best way to resign
- Help! I was fired.
- Job Hopping
- Salary Verification
- From Military to Civilian Career
Q: In interviewing, I can tell sometimes that the fit wasn't right for me or the company. But I felt good about several interviews, and then nothing happened. Can you recommend a strategy for following up with interviewers, and then for moving them to the next step and closing the job?
A: Your best opportunity to follow up after an interview is during the interview. So many of us make the mistake of not capitalizing on the interviewer's interest level during the interview itself. You have to close while you're still in the midst of the interview --- and here's how you do it.
As your interview winds down, the interviewer may typically ask, "Joel, do you have any questions about us?" Take a moment, pause, and say, "Just to make sure I understand what is expected in this position, you need someone who can do A, B, C, and D?"
These letters represent talking points during the interview and provide a thumbnail sketch of your perception of the job. Get the interviewer to begin to nod his/her head or at least verify what you have heard during the course of the interview. You are attempting to get a "buy-in" from the interviewer. This question may also elicit the interviewer to comment, "Oh, by the way, it also includes these additional duties," which allows you to understand even more about expectations.
Here comes the part the makes some candidates squirm. Ask a direct question of the interviewer, called a trial-close question (used in everyday selling situations). Here are a few that we've shared with candidates over the years. Feedback from candidates has been overwhelmingly favorable, and the question often leads to an offer or at least to another round of interviews.
(1) Are you satisfied that I would be successful in this position?
(2) Are you comfortable with my level of skills for this role?
(3) Do you feel that I could make an excellent contribution to your team?
You'll notice that each question requires the interviewer to say "yes," "no," or "I'm not sure." If it's "yes," you know you will be given strong consideration or possibly get an offer to go to round two. If it's "no" or "I'm not sure," you have another chance to ask why or at the minimum, get another opportunity to overcome objections to you as a candidate. The worst case is that you know where you stand before you leave the interview and hopelessly wait for a call-back.
You stand up, shake the interviewer's hand, and say: "Thanks for the opportunity to interview with you; I'm sorry it didn't work out. Good luck to you, and I hope we can stay in touch on future opportunities." Being told directly "you're out" really isn't terrible and can even help you prepare for the next interview. We all get "Sorry Charlie" many times in our lives, so don't sweat it. Some interviewers may say "yes" to you directly, but think "no" in their own minds, and that's out of your control. However, most people will be honest enough to at least give you some inkling about whether they are leaning toward you as a potential hire. Candidates tell us this method works more often than not, and we agree.
Q: I currently have a job but am unhappy and actively seeking employment at a larger company. I may have landed a great opportunity and would like help resigning my current position. Do I write a resignation letter, or do I speak with my superiors on the phone (they live in another state)? What other information should I know about resigning? Is there any material I can buy for advice?
A: Your concern and worries about resigning are very common. Resignation is one of the three most stressful events we will ever face in our lives, and few of us are comfortable with the process. Here's how we suggest candidates effectively resign from their current employer. You can also find on our web site a well-written article from Bill Radin entitled "The Proper Way to Resign" without having to spend your own money.
Make sure you have an official offer letter or verbal commitment from your new employer. You have probably discussed a potential start date or have a general idea of when this will be. Understand the compensation, benefits, and other "administrivia" so that you have no surprises when you actually start.
Afternoons are always best for resigning. If you have to do it over the phone, so be it. It's less personal but might actually be a little easier than having to face your manager (let's call him Bill). In a friendly but firm voice, say: "Bill, I have some news you're not going to like." Give that a few seconds to sink in with Bill. When you have his undivided attention, continue by saying: "I have found a great opportunity and have accepted a new position beginning around (fill in the date). I enjoyed working with you here but feel my career goals and objectives are better served by moving on. I want to give you a two-week notice that I'm leaving."
You should at this time either have it in writing or plan on emailing the same as soon as possible. Do not continue to explain yourself or your motives at this time. Let Bill gather his thoughts. Hopefully, he will be professional about your resignation and accept it, even though he may not like or agree with your decision.
Bill may try to dissuade you from going ahead or persuade you to wait a few days so the company can put together a counteroffer. Make it quite clear that you have already accepted the offer, given a start date, and want to help make your transition as smooth as possible. Do not let the discussion turn into a finger-pointing session, and keep your cool. Do not dredge up highly-charged or emotional reasons for your decision.
Call someone close to you that knows the stress you have just gone through, and tell them you did it. This could be a friend, family member, spouse, even your recruiter. If you have given your new employer any doubts you would resign, let them know, too. Do your best to continue to perform your job admirably and with as little disruption at all. Do not let your colleagues "bash the boss," and do not give anyone ammunition that may cause ill will or create bad blood. People can sometimes take this too personally, but remember that you were not the first person to do this and certainly won't be the last. It's business!
Q: How do you answer the question "Why did you leave your last position?" when in fact, you were fired? How do you explain that situation to an interviewer without exposing negativity toward the company, especially if you were treated unfairly? If several months have passed, and the interviewer wonders why you are not yet employed, how do you explain that you are not an undesirable commodity, but rather an intelligent, dedicated, honest employee on a particular search?
A: The dilemma you face is scary, stress-filled, and sometimes guilt-ridden. First, most of us have had to get through this most difficult time. Don't be afraid, and don't let this unfortunate situation deter you from moving ahead with your professional life.
As we know, every story like yours has two sides. You need to be able to describe the particulars in an unemotional and straightforward manner. You should respond to the question stated above with "We parted company after it became apparent this wasn't the right job for me." The interviewer will obviously want to probe further, but don't blurt out "I was fired," which is a common mistake. Respond back to the interviewer, "Do you have a few minutes to listen to the story?" If the answer is yes, you have at least bridged the most difficult issue... getting someone to listen.
If not, take your medicine and recognize you are wasting your time with this potential employer. If you can get the person past this issue, you can begin selling yourself and your skills in a positive, pro-active manner instead of backpedaling or feeling inadequate. Don't be cavalier about it, but recognize most people are "Let Go" in some form or fashion.
You make a good point, which is don't badmouth your former employer. Your prospective employer might view derogatory statements to equate a "bad attitude" which may follow you to their company. "Never air dirty laundry" is a good maxim here. Sometimes not saying anything is the most effective way to say everything. Try to keep your response focused, not more than a minute if possible. Get them to ask additional questions that you can address specifically.
Try to reasonably "share the blame" in your termination. You should shoulder some of the responsibility, but don't hold back that the expectations were unrealistic or significantly different than advertised when you joined, the pressures mounted due to monetary or change in market conditions, etc. Do not make excuses, just state facts that can be used in your favor rather than against you.
As a recruiter, we hear and see stories like this every week. You can't become paralyzed by this turn of events. As time goes on, you should attend Career Fairs, employer-related Job Fairs, and morning or lunch networking events every week. Get out of the house every day if you can. Don't wait for recruiters to explain it for you, take action yourself and remember that you weren't the first and certainly won't be the last to experience this situation. Good luck, chin up, you can get past this!
Q: Over the past 10 years, I have had seven different employers. I have not been fired from any of them; rather, I left each for "advancement." My resume and references confirm this. However, now I am looking for a "home." How do I convince an employer that I am willing to settle down with one employer for an extended period of time? I am currently having problems getting interviews. I usually do well on interviews and receive a job offer after getting the interview.
A: Prospective employers reading your resume appear to be passing on your candidacy based on the old job-hopping snafu. Prepare a functional resume, which may help to understate the number of career moves. Although this format usually signals an attempt to disguise frequent moves, it will at least allow you to entice a prospective employer with a list of accomplishments and areas of expertise.
Another option is to attend Job Fairs, where you interview in person with hiring representatives on the spot. If your claim is true, getting past the "read the resume" stage straight to the interview stage will enable you to generate job offers.
Be careful in selecting your next job. You need to show stability, and even if you're not totally thrilled with your next job, you've got to stay put. It is better not to keep moving for the sake of "advancement"; before you accept another position, understand the advancement possibilities with that company.
Q: Recently I was told that prospective employers cannot ask previous employers my salary. Is this true?
A: No, it's not true. Prospective employers can verify your salary once you've left your previous company, and they can certainly check with any other employers with no problem.
When you complete an Employment Application with your prospective employer, you fill out a section that specifies current salary, other bonuses, perks, etc. When you sign your name at the bottom of the application, you will notice that most employers have a written clause to the effect that "everything I've written here is true to the best of my knowledge."
By signing your name, you have agreed to allow your new employer to verify your income level from past employers. Your new employer may not be able to get your past employer to give them an exact salary figure, but what usually happens is the prospective employer asks his HR counterpart, "Did Lisa make between $71,000 and $71,500." The usual response would be yes or no --- and the guessing game could continue.
We have witnessed on a number of occasions candidates being fired because they had misrepresented their income level, academic accomplishments, or embellished chronological dates of employment to hide gaps. Presenting inflated salaries or bonuses to a prospective employer is dangerous and not really worth the risk.
We often ask a candidate to show me a 1099 or current pay stub when this becomes an issue. We won't willingly represent a candidate we believe is inflating his current salary to leverage an unrealistic offer. What you can do, legitimately, is state that you're due for an increase in X months from your current employer. If you are within two to six months of this, a new employer must factor in some portion of that increase to make a competitive offer and compelling financial reason for you to make the switch. The bottom line is job content and being happy doing what you are doing, not always the money, right?
From Military to Civilian Career
Q: How do I overcome the perception by some hiring professionals that I may be "too old" or "too inexperienced" to start a second career in IT. My background: after finishing a 20-year Air Force career, I completed a computer science degree before starting a second career. I will graduate soon and have begun contacting people and sending out resumes. How do I convey to an employer during an interview that I may not have as much programming experience as others my age, but I do have a solid work history and over time would certainly become an asset to their company?
A: Being based in the Washington DC area, we often hear from others faced with the same situation. You would think transitioning from the military would be easier, right? The best way to break in is to identify a target list of companies where ex-military personnel are welcomed; therefore, the path has been cleared, and your experience will be viewed favorably. Many new Military-to-Private-Sector Job Portals have been created in the past few years; and attending Job Fairs geared towards Cleared Military Personnel has also proliferated.
Try national system integration firms like EDS, CSC, IBM, CGI-AMS, Booz Allen,SRA, SAIC, Northrop Grumman, L-3, Lockheed Martin, the Big 4 accounting firms, aerospace contractors, and smaller subcontractors in the food chain. Joining a commercial or private-sector firm may be more of a challenge since many hiring managers tend to overlook military accomplishments and don't recognize the parallels in problem-solving skills.
Have both chronological and functional versions of your resume ready to go. Check out the services offered by the Retired Officers Associations (each arm of the military has one) for its involvement with job fairs, resume posting, placement services, web site listings, and monthly e-mails. In order to compete with graduating seniors who may be able to accept less money than you, remember that you still need a superior resume(s), cover letter, Internet recruiting strategy, interviewing skills, positive outlook, and dedicated effort level. Many have succeeded in making this transition.