Have you ever experienced an interview where managers are looking at hiring candidates that are clones/replica of themselves? And then you get back from the discussion wondering if it was for a role that you didn’t fit into. Or, you got hired for a role that held much more promise than the one you eventually got.
It’s not an uncommon scenario. The easiest way for a manager to conquer the hiring heights is to look for candidates that match the job description 100% and yet would bring in a bit more competency to the table. It’s an ideal scenario that has, less ramp-up time, good fit and most importantly easy to manage. They’re easy to manage (or at least so it seems) because they already know what needs to be done. Zero conflict situation. Perfect.
Except that they are far too many issues that will crop up in due course of time. That’s when the ‘safe’ managers will take a hit. Imagine a situation where the product needs a new roadmap to be defined and everyone at the table thinks alike! Breaking news: The product just got killed.
What should you do if you are a manager stuck in this hiring situation? First and most importantly, don’t benchmark candidates against the last person in that role. Treat each candidate’s competency differently. Assess your current team’s strength and hire to fix gaps. Be prepared to accept new perspectives. Give the candidate some room to learn things in the role. Finally, be ready to take risks (at least the calculated ones) as a manager. If you can’t, then ask yourself if you are in the right role.
What should you do if you are a candidate stuck in this situation? You were promised a meatier role, but ended up in a role that’s identical to your last job. It’s time to communicate with your manager. Understand the duration of your current responsibilities in the role. If it’s for a fixed duration, then ask for a timeline to start taking on more/newer things. I’m quite sure there’s no manager (in their right senses) that would say ‘No’ to a team member asking to take on work. If the answer is no, the responsibilities will continue for an indefinite time, it’s a call you need to take. Are you willing to continue or move on?
Showing posts with label Careers. Show all posts
Showing posts with label Careers. Show all posts
Thursday, May 12, 2011
Managers, clones and hiring
Friday, March 25, 2011
Candidate Tip - Part 10
I started the ‘Candidate Tip Series’ on this blog with the intent to answer recruitment related questions from readers. The series was also introduced in an attempt to avoid redundancy in replies. I tweet these tips on my twitter account too, and use the hash-tag #candidatetip.
If you are a candidate, hope this helps. If not, you can help send this post to people searching for answers. I’ll continue to take questions and should you have one, you can send it to thehrstore@gmail.com
Looking for the earlier posts on candidate tips? You can read them here
Not a good idea to place an interviewer 'on-hold' during an interview. And not return to the call even after 5 mins! Enough reason to reject.
Words like 'hyper-active' don't sound great on your cover letter. You may want to rephrase.
Using wi-fi connectivity during interviews is fine. Just don’t get hooked to it and forget the very reason for being there.
Use your name as the file/doc name for your CV. Eg: .doc/.pdf. Names like 'Cool Boy', 'HR Bull', 'Chosen One' sound insane!
If you're referred by a friend for a job at the company he works, let him know you'll meet him after the interview. Stay focused.
Avoid using acronyms in interviews. Else, first give context and then use it. Saying BRX, MNJ, XYZ means nothing to anyone outside your current company. Explain it.
It's ok to follow-up with the recruiter/hiring manager on the status of your interview. A couple of mails should be fine. Don’t go over-board. If they still don’t reply, you wouldn’t want to work for them .
It's not a good sign when you want re-negotiate the job offer after you’ve accepted it. Think.
Take time. Read. Re-read. Ask questions. And only then say ‘Yes’.
It's ok to ask the hiring manager a few questions on his/her style of management. You'll know if it works for you or not.
Try to not change your contact number(s) in the middle of an interview process. If you really have to change it, keep the recruiter informed.
It's not a great idea to take another interview on phone, while you wait in the lobby for the present one to start! Not. A. Good. Idea.
Coming from a competitor definitely gives you an edge, but you still need to ace the interviews. Take nothing for granted!
Aggressiveness is an asset. Don't demonstrate by hitting the discussion table, to make ur point! It's not the same trait.
Getting a presentation to an interview is fine. Just don't force it on the interviewer; unless it was asked of you.
If you're invited for an interview outside the employer's office, it's your call whether to want to take it there or not.
Good hiring managers look for two must-have things in managerial candidates: (1) Emotional Quotient (2) Intelligence Quotient. Go prepared.
If you are a candidate, hope this helps. If not, you can help send this post to people searching for answers. I’ll continue to take questions and should you have one, you can send it to thehrstore@gmail.com
Looking for the earlier posts on candidate tips? You can read them here
- Putting your spouse's contact number on your resume isn't a great idea. Recruiter's would want to talk to the candidate.
Wednesday, March 23, 2011
Things to do in your notice period...
- Plan, document and share a list with things that you will to complete during your notice period.
- Prepare a manual that captures everything that your team or manager might require in your absence.
- Documentation would help your colleagues to deal with things in your absence or at least till they identify your successor.
- If you have some time to spare, volunteer to help out colleagues with their work.
- Help your manager with the process of identifying your successor. Even helping with interviews would suffice.
- Be ready to take calls or mails (for atleast a week) from your manager/team member asking for your help while your successor/manager works through the transition period.
OR
- Walk in late to work everyday.
- Don’t care a damn about the remaining work in the project. Someone else will clean your mess. No?
- Delay sending your reports and don’t get on any conference call(s).
- Don’t agree to take on more work, after all you’ve resigned. How can they allot new/more work to you? Absolutely crazy, no?
- Spend a ton of time on social networking sites.
- Delete everything from your mailbox. Everything.
- Send a farewell mail ranting about everything from the a/c, cafeteria, and size of your cubicle and color of the walls!
Sunday, February 27, 2011
Dream Company or Dream Job?
Here’s the scenario:
You’ve heard the company and researched a lot about them too. It’s the company that you’ve dreamt of from the day you got into college. You’ve been waiting for a chance to interview with them ever since. Now, they’ve called you for an interview! You’re totally thrilled and expect them to put you into a role that you had in mind. You’ve cleared the interviews and got yourself a job offer. Based on the interview evaluations, they deemed you fit for another role. Unfortunately, it’s for a role that doesn’t interest you. However, it’s your Dream Company. What do you next?
Should you take the role because it’s in your dream company? And wait for them to give you the desired role at a later stage? Or should you focus on your career and the role that you want to get into? It might be with another company.
It really isn’t a tough decision, if you know what would keep you going. Typically, the idea of a dream job evolves over a period of time, even leading to major changes in your career path. Have you watched MasterChef, the cookery show? Most of the contestants come from diverse career backgrounds and their passion – cooking is something they do at home. I wonder if they knew when they started their careers, whatever they studied for, would eventually lead them to becoming chefs?!?
Sorry, I digress!
Coming back to the dilemma (if we can call it that) at hand. The truth about careers is that once you choose a particular area of interest, you start investing your time and effort into that role. Before you know it, you start getting slotted as a specialist. So, effectively every day at work you are digging deeper into that particular role. It isn’t necessarily wrong, since you are increasing your chances of getting a better offer in your “dream role”. It’s more like spreading your net wider in the industry. It’ll open up newer avenues. There’ll be more companies interested in your profile, rather than just one specific dream company. In this mode, you’re chasing a specific goal; single-minded approach to being the best available talent in a particular area of work. It will no longer be about the company, it will be everything about you…and your job profile.
On the other hand, what if you choose your dream company irrespective of the role? I can only speak from experience; that at some point in time the dissatisfaction of the wrong role will begin to have negative effects. Think about it, eight to ten hours in a company that gives you awesome benefits, perks, salary and a role that isn’t interesting! On the contrary, you’d be getting lucky or may even be noticed for potential role match in your dream company. I guess that’s a minority. Maybe it’s just my own perspective. You might have your own thought process.
Bottom line, I would place my bet on people who work on increasing their chances of gaining knowledge and expertise in a particular field. Rather than opt to work for a dream company, which might require compromises in the role.
What’s your take?
Monday, December 27, 2010
Things to leave off your resume!
- Links to your Facebook fan page, Twitter ID, blog (unless you manage a professional one for the business)
- Quotes from references. Really! Your reference will be contacted at a later time and given sufficient time to talk about your candidature.
- Your photograph. Take it off, unless you’re asked explicitly to add one to your resume.
- Confidential information from current employer, such as, links to your work that you’ve placed on a personal site (I’ve come across such a resume!)
- Personal information: about your spouse (where he/she works, company name, etc.), kids or neighbor’s dogs.
- Leave the resume looking professional. Don’t jazz up the background or have a font that’s best used on a greeting card!
- Weird email ID’s. Here’s why: http://bit.ly/2UphZ6
- Redundant contact details. If you don’t want to be reached, then don’t send out the resume!
- Abbreviations, acronyms and writing the entire resume in CAPS!
Saturday, December 18, 2010
Candidate Tip - Part 9
Few months back, I started the ‘Candidate Tip Series’ on this blog with an intention to answer recruitment related questions from readers. The series was introduced in an attempt to avoid redundancy in replies. I tweet these tips on my twitter account too, and use #candidatetip for the tips.
If you are a candidate, hope this helps. If not, you can help send this post to people searching for answers. I’ll continue to take questions and should you have one, you can send it to thehrstore@gmail.com
Looking for the earlier posts on candidate tips? You can read them here
If you are a candidate, hope this helps. If not, you can help send this post to people searching for answers. I’ll continue to take questions and should you have one, you can send it to thehrstore@gmail.com
Looking for the earlier posts on candidate tips? You can read them here
- It's not a good idea to get your spouse to answer the phone, when an interviewer calls at a scheduled time. It's awkward!
- If you're sharing your LinkedIn profile as a resume, don't include your personal Twitter/Blog Link. http://bit.ly/aTLGfm
- Think twice before you take a role that requires you to report to a friend.
- Why on earth would you want to put your sun-sign on your resume?! Beats me. Unless off course you're asked. That would be weird!
- There's no real benefit in adding a redundant/not-in-use LinkedIn link in your resume. Avoid it.
- Coming from a competitor definitely gives you an edge, but you still need to ace the interviews. Take nothing for granted!
- It's not a great idea to take another interview on phone, while you wait in the lobby for the present one to start!
- Try to not change your contact number(s) in the middle of an interview process. If you have to, keep the recruiter informed.
- Yes, your spouse might be a financial analyst/genius., but the job offer and its components will only be discussed with you!
- It's ok to ask the hiring manager a few questions on his/her style of management. You'll know if it works for you or not.
- Your colleague(s) might be leaving the team, but it isn't a reason for you to look for a job change! Unless the entire project/program is canned.
- It's not a good sign when you want re-negotiate after having already accepted the job offer. Think, ask questions and then say yes.
Friday, July 16, 2010
Candidate Tip - Part 8
Few months back, I started the ‘Candidate Tip Series’ on this blog with an intention to answer recruitment related questions from readers. The series was introduced in an attempt to avoid redundancy in replies. I tweet these tips on my twitter account too, and use #candidatetip for the tips.
If you are a candidate, hope this helps. If not, you can help send this post to people searching for answers. I’ll continue to take questions and should you have one, you can send it to thehrstore@gmail.com
Looking for the earlier posts on candidate tips? You can read them here.
If you are a candidate, hope this helps. If not, you can help send this post to people searching for answers. I’ll continue to take questions and should you have one, you can send it to thehrstore@gmail.com
Looking for the earlier posts on candidate tips? You can read them here.
- Find a way to explain the difference between your 'needs' v/s 'wants'. Leaving it ambiguous, could result in interpretations.
- When you're invited for lunch in between interviews, eat just enough to keep you going. Please don't binge! Burping isn't likeable.
- If you're scheduled for an interview but decide against a job change, let the recruiter/manager know in advance. Saves everyone's time & effort.
- Collecting job offers from many firms = burning bridges with ones you'll reject. Think & apply. Do you need that 2nd offer?
- Speaking fast when you don't know the answer doesn't help your cause. Say, "I don't know" & ask for the answer.
- Coming from a direct competitor doesn't guarantee you a job. You'll still need to ace the interview.
- Interview slots are well planned (atleast at most firms), so if you choose to take a phone-call in between, make it quick.
- An 'open' offer is a great thing. Yet, I would suggest you have detailed discussions before saying 'yes' to the offer.
- Don't use your official email ID to communicate with a prospective employer!
- At interviews, use the white board (when available). Helps interviewers visualize your explanation. It works in your favor.
Tuesday, July 13, 2010
Started at the first job. Got a better second offer. What now?
From a reader:
I came across your blog while doing some research on Google.
I have a big dilemma and I wanted to hear what you would like to say.So I interviewed with a couple of companies around the same time for entry level positions. I got an offer from one and I accepted it. It is employment at will and the compensation package is decent. I tried negotiating the salary with the HR rep before accepting the offer, but it seemed like she wasn't willing to budge. I even questioned whether the package was competitive enough, but she insisted that it was and since I had no other outstanding offers, I decided to just accept the offer. I have begun work, but it’s only been about three days at the new position when another company calls me and gives me an offer.
Now, this new offer is MUCH more attractive, and MUCH more competitive. It is literally paying 50% MORE than the current position that I am in.
Now my question is: is it okay for me to call the HR from the first company that I am now working for, and quit since its employment at will? 2 weeks notice is unnecessary because I just started and it will just drag time, and waste man power. My opinion is that a 2 week notice will be detrimental to both me and the company since the company will have to waste 2 weeks of training me(since I am still at that 'training' stage), and I would basically be learning the functions of the team and the position for no reason. So that's my mentality of quitting without a 2 week notice. I know, I may be burning bridges here, but I know it is a dog eat dog world out there and my friends tell me, its all about survival of the fittest, and which position is clearly better for my career.
It is mostly about the money, because if I continue working at this company and reject the new offer, I would feel unmotivated and know that I am worth more than what I am currently being paid. I would not feel happy doing my job because I know I can do better for myself. Another thing is, I have been neglected at this new position for the most part. My team has been too busy to bother getting me acclimated and started at my post. I didn't like the culture since day 1, but I needed a job. Another thing I am complaining about is my desk space and my comfort level. The area that I am in is very uncomfortable, and I really don’t like my space, but I can’t do anything about that. But, if I decide to quit and go to the new job, I face a lot of 'what if" scenarios. Like what if, I don’t like it at all? What if I have no social life? But I can also answer it myself, and say that I am young and I have time to explore. I really want to quit and go to the new company to venture out and live without regrets. Because if I don’t go for it, another what if scenario is: what if I DID go for it? What could have become of it?
There is also a question of ethics, but I feel like I should push that aside, and be shallow for myself because it’s very important to me where I begin my career. I am almost certain that I want to quit and go to the new company, but I would like to know from your perspective, what is the best/most professional way to go about doing it, without causing too much damage to the original company? Can you describe it from both sides of HR? (first company and the second company).
Looking forward to hearing from you!
Thanks a lot!
Well, to start with, you’ve captured most of the situations that could crop up from this move. I’ll just go with a candid outlook of the way that it would look from either side.
Thoughts from the first company:
Yes, you got it right. It would burn bridges. Period. It would seem unethical to back out from a job you started just three days back. If your area of work is niche, there’s a good chance that people from the first company could end up working with you or even end up as hiring managers at a firm you might apply later on. Then there’s the bit about networking. People network. When they network, they share information and they aren’t going to say good things about your move.
Assuming you took the second offer, it would be a breach of commitment with the first company. Based on your commitment managers would have spent a lot of time and effort to plan things for your role. Again, the past three days might not be sufficient time to assume otherwise. Now, you would be gone just when they were about to settle down. They’ll need to invest the same amount of time and effort to find another candidate for the job. Most of whom, would have a got a ‘rejection’ email by now, based on you accepting the role. Also, to be honest, three days is an extremely short duration of time to judge the work culture of a company.
Here’s the deal, you might not be allotted work during the two weeks of notice. But generally HR would ask you to serve out the two weeks, with fear of setting a precedent among people in a similar role. You really can’t walk-in and walk-out of a job that easily. By not serving the two weeks notice, you run the chance of getting yourself on the wrong list. HR wouldn’t necessarily be giving you the best reference. Stick to the exit process and leave after completing the formalities. There’s a high possibility that they are ready to relieve you faster.
Would the HR go out of their way in tracking your next move? Not really. Unless the second employer comes asking for some background. Unlikely.
Thoughts from the second company:
Their reaction depends on the couple of things. First, if you choose to not tell them about the previous job. Nothing changes. They’ll go about the normal offer process and on-boarding activity. Second, if you choose to tell them about the previous job, then their reaction might vary. It would be along the lines of, “Great! We’ve got him with us. For now.” You’re wondering why just for now? They’ll watch your every move. Really. If it was mostly about the money that got you in, then it takes only that much more from a competitor to get you out of there. The move can be justified only if the second company is offering you a role that you were searching. HR’s feedback to the manager would be to treat you as a high risk employee. It’s a feeling that won’t go away quickly.
Would they do a background check? Yes, they would do it for information that you’ve provided on your resume or ‘candidate application form’. Is there a chance that they might stumble upon your first job? Maybe, yes.
What can you do now?
Well, I would start with talking to the current manager. Explain the situation and let him/her know that you weren’t expecting the second offer to come your way. That the offer is good and you would like to take it up. Follow the exit process and offer your help to find a replacement (with references) during the two weeks notice period. It’s not an obligation, but it does leave a good impression. Nobody wants to be left high and dry.
Apart from the money, I hope you’ve evaluated other factors of the second offer. If you don’t like the role, the money will soon cease to be of great interest. You wouldn’t want too many job changes early on in your career.
Good luck with your new job!
I came across your blog while doing some research on Google.
I have a big dilemma and I wanted to hear what you would like to say.So I interviewed with a couple of companies around the same time for entry level positions. I got an offer from one and I accepted it. It is employment at will and the compensation package is decent. I tried negotiating the salary with the HR rep before accepting the offer, but it seemed like she wasn't willing to budge. I even questioned whether the package was competitive enough, but she insisted that it was and since I had no other outstanding offers, I decided to just accept the offer. I have begun work, but it’s only been about three days at the new position when another company calls me and gives me an offer.
Now, this new offer is MUCH more attractive, and MUCH more competitive. It is literally paying 50% MORE than the current position that I am in.
Now my question is: is it okay for me to call the HR from the first company that I am now working for, and quit since its employment at will? 2 weeks notice is unnecessary because I just started and it will just drag time, and waste man power. My opinion is that a 2 week notice will be detrimental to both me and the company since the company will have to waste 2 weeks of training me(since I am still at that 'training' stage), and I would basically be learning the functions of the team and the position for no reason. So that's my mentality of quitting without a 2 week notice. I know, I may be burning bridges here, but I know it is a dog eat dog world out there and my friends tell me, its all about survival of the fittest, and which position is clearly better for my career.
It is mostly about the money, because if I continue working at this company and reject the new offer, I would feel unmotivated and know that I am worth more than what I am currently being paid. I would not feel happy doing my job because I know I can do better for myself. Another thing is, I have been neglected at this new position for the most part. My team has been too busy to bother getting me acclimated and started at my post. I didn't like the culture since day 1, but I needed a job. Another thing I am complaining about is my desk space and my comfort level. The area that I am in is very uncomfortable, and I really don’t like my space, but I can’t do anything about that. But, if I decide to quit and go to the new job, I face a lot of 'what if" scenarios. Like what if, I don’t like it at all? What if I have no social life? But I can also answer it myself, and say that I am young and I have time to explore. I really want to quit and go to the new company to venture out and live without regrets. Because if I don’t go for it, another what if scenario is: what if I DID go for it? What could have become of it?
There is also a question of ethics, but I feel like I should push that aside, and be shallow for myself because it’s very important to me where I begin my career. I am almost certain that I want to quit and go to the new company, but I would like to know from your perspective, what is the best/most professional way to go about doing it, without causing too much damage to the original company? Can you describe it from both sides of HR? (first company and the second company).
Looking forward to hearing from you!
Thanks a lot!
Well, to start with, you’ve captured most of the situations that could crop up from this move. I’ll just go with a candid outlook of the way that it would look from either side.
Thoughts from the first company:
Yes, you got it right. It would burn bridges. Period. It would seem unethical to back out from a job you started just three days back. If your area of work is niche, there’s a good chance that people from the first company could end up working with you or even end up as hiring managers at a firm you might apply later on. Then there’s the bit about networking. People network. When they network, they share information and they aren’t going to say good things about your move.
Assuming you took the second offer, it would be a breach of commitment with the first company. Based on your commitment managers would have spent a lot of time and effort to plan things for your role. Again, the past three days might not be sufficient time to assume otherwise. Now, you would be gone just when they were about to settle down. They’ll need to invest the same amount of time and effort to find another candidate for the job. Most of whom, would have a got a ‘rejection’ email by now, based on you accepting the role. Also, to be honest, three days is an extremely short duration of time to judge the work culture of a company.
Here’s the deal, you might not be allotted work during the two weeks of notice. But generally HR would ask you to serve out the two weeks, with fear of setting a precedent among people in a similar role. You really can’t walk-in and walk-out of a job that easily. By not serving the two weeks notice, you run the chance of getting yourself on the wrong list. HR wouldn’t necessarily be giving you the best reference. Stick to the exit process and leave after completing the formalities. There’s a high possibility that they are ready to relieve you faster.
Would the HR go out of their way in tracking your next move? Not really. Unless the second employer comes asking for some background. Unlikely.
Thoughts from the second company:
Their reaction depends on the couple of things. First, if you choose to not tell them about the previous job. Nothing changes. They’ll go about the normal offer process and on-boarding activity. Second, if you choose to tell them about the previous job, then their reaction might vary. It would be along the lines of, “Great! We’ve got him with us. For now.” You’re wondering why just for now? They’ll watch your every move. Really. If it was mostly about the money that got you in, then it takes only that much more from a competitor to get you out of there. The move can be justified only if the second company is offering you a role that you were searching. HR’s feedback to the manager would be to treat you as a high risk employee. It’s a feeling that won’t go away quickly.
Would they do a background check? Yes, they would do it for information that you’ve provided on your resume or ‘candidate application form’. Is there a chance that they might stumble upon your first job? Maybe, yes.
What can you do now?
Well, I would start with talking to the current manager. Explain the situation and let him/her know that you weren’t expecting the second offer to come your way. That the offer is good and you would like to take it up. Follow the exit process and offer your help to find a replacement (with references) during the two weeks notice period. It’s not an obligation, but it does leave a good impression. Nobody wants to be left high and dry.
Apart from the money, I hope you’ve evaluated other factors of the second offer. If you don’t like the role, the money will soon cease to be of great interest. You wouldn’t want too many job changes early on in your career.
Good luck with your new job!
Monday, May 31, 2010
Candidate Tip - Part 7
Few months back, I started the ‘Candidate Tip Series’ on this blog with an intention to answer recruitment related questions from readers. The series was introduced in an attempt to avoid redundancy in replies. I tweet these tips on my twitter account too, and #candidatetip for the tips.
If you are a candidate, hope this helps. If not, you can help send this post to people searching for answers. I’ll continue to take questions and should you have one, you can send it to thehrstore@gmail.com
Looking for the earlier posts on candidate tips? You can read them here.
- Don't act surprised when you get a 'scheduled' call from an interviewer. You were asked for a good time to be reached. No?
- If you're sending your LinkedIn profile for a role, then take out your wedding picture on your profile! Doesn’t look professional.
- Please wait for the interviewer to finish the question. Else, u might miss out on answering the actual question in its entirety.
- It's critical for your new employer to know your start date. Don’t commit to a start date without thinking. Keep some buffer.
- Interview questions are NOT always about 'Yes/No'. Some are asked to understand your approach in getting to the solution.
- Use interviews to ask as many questions. Really. You don't get rejected for asking questions. If you do get rejected for that, you don’t want to work there.
- Show discretion when you want to disagree with an interviewer.
- It's ok to have an exploratory talk before you dive into interviews. But once you decide, stick to it. Reneges aren't liked!
- Ask for a 'job description' before you take up an interview. It'll give you some context to the role & future discussions.
- Keep in touch with your references. Sending them a mail one fine day doesn't work at all times. Result: Job offer's on hold!
- Don't be the one to end an interview. Let the interviewer end it. You can end it you aren't keen on the role. Saves time.
- Use the word 'expert' in your resume, with utmost discretion. Any 'expert' claim will get validated with more rigor.
- If you're talking to the hiring manager, ask for an email ID. Might be of help later (interview feedback, thank you note, etc)
Friday, May 14, 2010
I don't know.
I don’t know, are the three words that I would like to hear from interviewees, when then don’t have an answer to an interview question. It's much better than rambling on with answers that absolutely make no sense. Really.
Beware! Show some discretion (Read: common sense) in using them for questions for which you really don’t have an answer. Those questions don’t include, “Why are you looking for a change?”, “Why do you want to work here?” or something along the same lines.
Fear of getting rejected at interviews or even getting judged, puts undue pressure on some candidates to come up with answers that absolutely make no sense. While on the contrary, the very reason to reject that person would have been the answers. A good interviewer isn’t expecting you to know answers to every question. They only try and check your approach towards a solution for a certain problem (or question). The way you approach a problem will tell a lot more than the actual solution itself.
Now that you have told, “I don’t know”, what’s next? There is a couple of ways that might help you gain the interviewer’s confidence.
First, ask for the answer. In my experience, I’ve noticed that candidates tend to go on the back-foot or get defensive or go into a shell, when they don’t know an answer. It’s that awkward minute between an unanswered question to the next question that you should grab with both hands. Ask for the answer. Yes, it’s that simple. You could say, “I don’t know, but I’d like to know the answer to the question. It will help me understand the topic.” You’ll be surprised that a trained interviewer actually looks for such traits in candidates.
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Second, don’t use the clichéd, “I don’t know the answer, but I’m a quick learner.” It means zilch to a person trying to determine your approach. In case you are uncomfortable asking for the answer during the interview, it’s ok. Make a note of that question. Get back home. Dig for answers, either through books, blogs, online, whatever it takes to get the answer. Mail it to the interviewer with mention of the sources you used to get to the answer. This is an approach that very few candidates take and it could help you stand out in a crowd. Your efforts will definitely be recognized by good interviewers.
Saying “I don’t know” is one of the easiest answers for a question that one doesn’t know the answer to. It’s what you do about the don’t-know-part that counts.
Good luck!
Beware! Show some discretion (Read: common sense) in using them for questions for which you really don’t have an answer. Those questions don’t include, “Why are you looking for a change?”, “Why do you want to work here?” or something along the same lines.
Fear of getting rejected at interviews or even getting judged, puts undue pressure on some candidates to come up with answers that absolutely make no sense. While on the contrary, the very reason to reject that person would have been the answers. A good interviewer isn’t expecting you to know answers to every question. They only try and check your approach towards a solution for a certain problem (or question). The way you approach a problem will tell a lot more than the actual solution itself.
Now that you have told, “I don’t know”, what’s next? There is a couple of ways that might help you gain the interviewer’s confidence.
First, ask for the answer. In my experience, I’ve noticed that candidates tend to go on the back-foot or get defensive or go into a shell, when they don’t know an answer. It’s that awkward minute between an unanswered question to the next question that you should grab with both hands. Ask for the answer. Yes, it’s that simple. You could say, “I don’t know, but I’d like to know the answer to the question. It will help me understand the topic.” You’ll be surprised that a trained interviewer actually looks for such traits in candidates.
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Second, don’t use the clichéd, “I don’t know the answer, but I’m a quick learner.” It means zilch to a person trying to determine your approach. In case you are uncomfortable asking for the answer during the interview, it’s ok. Make a note of that question. Get back home. Dig for answers, either through books, blogs, online, whatever it takes to get the answer. Mail it to the interviewer with mention of the sources you used to get to the answer. This is an approach that very few candidates take and it could help you stand out in a crowd. Your efforts will definitely be recognized by good interviewers.
Saying “I don’t know” is one of the easiest answers for a question that one doesn’t know the answer to. It’s what you do about the don’t-know-part that counts.
Good luck!
Wednesday, April 28, 2010
Entrepreneurial instincts
Here’s a question that I’d recently asked on Twitter.
Does HR value people with entrepreneurial instincts ? Or do we try and fit square pegs in round holes?
Surprisingly, I got consistent replies from across geographies. The answer was – No, HR doesn’t value entrepreneurial instincts. We try and fit square pegs in round holes. There are multiple answers to this question. Some may work, others might not. Some have the required flexibility, while others deal with rigidity.
As clichéd as it sounds, entrepreneurs are a rare breed. They come with characteristics and traits that differ a lot from most people. Traits include (but not limited to): high competency, high levels of risk taking, high self confidence and very competitive, creative bent of mind, innovative spirit, proactive behavior and need for freedom at workplace.
Given that we know certain traits of an entrepreneur it brings me to ask a couple of questions:
What can HR do to value entrepreneurial instincts?
Does HR value people with entrepreneurial instincts ? Or do we try and fit square pegs in round holes?
Surprisingly, I got consistent replies from across geographies. The answer was – No, HR doesn’t value entrepreneurial instincts. We try and fit square pegs in round holes. There are multiple answers to this question. Some may work, others might not. Some have the required flexibility, while others deal with rigidity.
As clichéd as it sounds, entrepreneurs are a rare breed. They come with characteristics and traits that differ a lot from most people. Traits include (but not limited to): high competency, high levels of risk taking, high self confidence and very competitive, creative bent of mind, innovative spirit, proactive behavior and need for freedom at workplace.
Given that we know certain traits of an entrepreneur it brings me to ask a couple of questions:
What can HR do to value entrepreneurial instincts?
- To start with, it can improve the talent management system in the organization that gives flexibility to entrepreneurs to choose their career paths.
- Map the entrepreneurial traits identified and create performance management systems that include innovation at the center of the review. Look towards the results achieved rather than the approach.
- Encourage and train managers to accept or have for a higher tolerance for failure. Not all entrepreneurial ideas will take off.
- Get the recruiters to hire right. If the Company doesn’t have a culture that supports entrepreneurship, then it doesn’t make sense to get someone who will eventually leave you just as quickly. It’s critical to identify what’s needed for the role.
- Work closely with managers to indentify what percentage of their workforce needs to be entrepreneurs. Not everyone needs to be an entrepreneur.
- Have a robust feedback system. Entrepreneurs need to be given feedback on a regular basis.
- Bring in transparency into the performance review system. Employees need to know the parameters that define the role of an entrepreneur. However, there’s a catch to this approach. You cannot have performance review processes that make it mandatory for innovation! It’ll back-fire big time, since this approach will ask employees to take up roles that they aren’t comfortable with.
- Promote the jobs internally within the organization and then share it with the outside world. Employees must be encouraged, based on their competencies, to take up roles that require innovation. And they’ll appreciate the role was shared with them first.
- Money matters. Even to that entrepreneur who tells you that he wants freedom for innovation above all else. Really. Pay structures need to be flexible depending on the role that one play’s in the Company. Entrepreneurs should have a high incentive plan, that’s directly linked to their performance. Better performance means more money.
Why doesn’t HR value entrepreneurship instincts in employees?
- The challenge is not in accepting the need for entrepreneurship within the Company. It’s the lack awareness on how to make the fit happen. The need to look for a way to fit in innovation, risks and costs involved, are a bigger challenge. There’s already a team in place and business has defined its goals and objectives. Challenging status quo in a process oriented Company might not work in the best interest of the Company.
- Company culture plays an important role for hiring/retaining entrepreneurs. If the culture doesn’t support the system to fit in entrepreneurs, then it’s a disservice to both the candidate and the Company to come together to work.
- HR might not have been given the authority to take the call on hiring entrepreneurs. It means that HR/recruiter will eventually fall back on the hiring manager who’ll make the decision.
- Lack of transparency might make it really hard to determine if the Company really needs an entrepreneur. If not, not amount of talking/incentives/promises will keep them back.
- It could also be a result of of not identifying the candidate's entrepreneurial instinct at the hiring stage.
What’s your take? Your replies will give some food-for-thought to HR readers of this blog.
Saturday, April 17, 2010
Dealing with career change
From a reader:
Why is it so difficult to change the sectors and profiles one is working in? I have worked in an industry for 3 years, beyond which I would like to try out something new, a different industry. But somehow one doesn't get calls for these kinds of roles or opportunity. For example, someone who has worked as a fresher in the IT industry, as a Business Analyst, does not get calls for sales in FMCG or marketing in a non IT company despite the appropriate educational background. What can one do to pursue such kind of a change?
Thanks.
Good question! Yes, I agree it’s difficult to change careers after spending three years in an industry, but it not impossible. Yes, your competition changes significantly when you want to carve out your career in a different field. Yet, there are ways to get calls from the desired industry. That’s not going to happen if you’re trying to squeeze in time while holding the current job. You’ll have to go the extra mile.
Here are some tips to get you into a career in the industry of your choice:
Understand the industry landscape: While there’s an intention to change your career, you may want to take that step forward with enough information at hand. There’s a ton of information available online, on blogs, networking sites, white papers, webinars, etc. Try and get yourself educated with enough info from the industry. You’ll know whether you have the required info when you are able to answer the question: What does it take to get into the new role?
Map overlapping skills: After you’ve gathered enough info to understand the required skills for the new role, map them to the skills that you possess. It will help you analyze the gaps in certain skills required for the role and work on it.
Start networking: It’s obvious, isn’t it? Your best source for info/jobs in the industry, must and will, come from people working in that field. Get on to those networking sites (LinkedIn, Twitter, Facebook, etc.) Just a word of caution, networking is a 2-way street. You’ll have to invest time and effort in discussions and interactions. People will show interest only if you show potential and are aware of the know-how of the industry.
Be flexible: Three years work experience needn’t necessarily mean anything to a recruiter or hiring manager from a completely different industry. They’ll be ready to give you an opportunity, only if you show some flexibility. And flexibility could be around: role, work status (full time v/s contract), salary, benefits, perks, etc. Show them you’re willing to put in extra to learn the ropes. Chances of getting hired on potential are very high!
Get yourself a mentor: This could be the single most important thing for anyone looking for a career change. Invest time in locating the key people in the desired industry and identify a mentor for yourself. Go get yourself a mentor who will guide, train, prepare, provide expertise and share contacts with you, from the field. It will help you improve your learning curve. The mentor wouldn’t do your job for you, but will help you get on the right track to achieve your goals.
Informational Interviews: Well, you done your part of understanding the landscape, networked like never before, identified a mentor. What next? Ask for informational interviews from experts in the field. If need be, go out of your way to accommodate yourself to their schedule. Remember, you want this more than them. Informational interviews are an excellent opportunity to get you aligned with the needs of the industry. They also act as an opportunity for you to showcase your potential. For all you know, the person taking the interview might actually end up hiring up! You can never rule out possibilities. No?
Shadow-work with professionals: Another area where networking will pay off big time. Try and locate experts/professionals from the desired industry and check if you can shadow-work with them. It’s a great opportunity to learn on the job. If possible, share your views with them. It helps refine your approach to the task at hand. Yes, you don’t get paid. Maybe, you don’t want to get paid, since you have a contract with the current employer.
Patience: Your career change isn’t going to happen overnight. You’ll have to spend loads of time and do the right things to get to where you want to be. Patience plays a big role in your decision. The more you have it, the better it get for you. It might even include lifestyle adjustments (including financial decisions) that need to be made.
Resume that captures your preparation: This is the crucial point in any career change. Do you have a resume that speaks of your effort that has gone into preparing and learning for the role?
Career changes are possible. Really. I’ve seen people make it happen. But there really isn’t any shortcut to reach your goal. Atleast, not one that I know of.
Good luck!
Why is it so difficult to change the sectors and profiles one is working in? I have worked in an industry for 3 years, beyond which I would like to try out something new, a different industry. But somehow one doesn't get calls for these kinds of roles or opportunity. For example, someone who has worked as a fresher in the IT industry, as a Business Analyst, does not get calls for sales in FMCG or marketing in a non IT company despite the appropriate educational background. What can one do to pursue such kind of a change?
Thanks.
Good question! Yes, I agree it’s difficult to change careers after spending three years in an industry, but it not impossible. Yes, your competition changes significantly when you want to carve out your career in a different field. Yet, there are ways to get calls from the desired industry. That’s not going to happen if you’re trying to squeeze in time while holding the current job. You’ll have to go the extra mile.
Here are some tips to get you into a career in the industry of your choice:
Understand the industry landscape: While there’s an intention to change your career, you may want to take that step forward with enough information at hand. There’s a ton of information available online, on blogs, networking sites, white papers, webinars, etc. Try and get yourself educated with enough info from the industry. You’ll know whether you have the required info when you are able to answer the question: What does it take to get into the new role?
Map overlapping skills: After you’ve gathered enough info to understand the required skills for the new role, map them to the skills that you possess. It will help you analyze the gaps in certain skills required for the role and work on it.
Start networking: It’s obvious, isn’t it? Your best source for info/jobs in the industry, must and will, come from people working in that field. Get on to those networking sites (LinkedIn, Twitter, Facebook, etc.) Just a word of caution, networking is a 2-way street. You’ll have to invest time and effort in discussions and interactions. People will show interest only if you show potential and are aware of the know-how of the industry.
Be flexible: Three years work experience needn’t necessarily mean anything to a recruiter or hiring manager from a completely different industry. They’ll be ready to give you an opportunity, only if you show some flexibility. And flexibility could be around: role, work status (full time v/s contract), salary, benefits, perks, etc. Show them you’re willing to put in extra to learn the ropes. Chances of getting hired on potential are very high!
Get yourself a mentor: This could be the single most important thing for anyone looking for a career change. Invest time in locating the key people in the desired industry and identify a mentor for yourself. Go get yourself a mentor who will guide, train, prepare, provide expertise and share contacts with you, from the field. It will help you improve your learning curve. The mentor wouldn’t do your job for you, but will help you get on the right track to achieve your goals.
Informational Interviews: Well, you done your part of understanding the landscape, networked like never before, identified a mentor. What next? Ask for informational interviews from experts in the field. If need be, go out of your way to accommodate yourself to their schedule. Remember, you want this more than them. Informational interviews are an excellent opportunity to get you aligned with the needs of the industry. They also act as an opportunity for you to showcase your potential. For all you know, the person taking the interview might actually end up hiring up! You can never rule out possibilities. No?
Shadow-work with professionals: Another area where networking will pay off big time. Try and locate experts/professionals from the desired industry and check if you can shadow-work with them. It’s a great opportunity to learn on the job. If possible, share your views with them. It helps refine your approach to the task at hand. Yes, you don’t get paid. Maybe, you don’t want to get paid, since you have a contract with the current employer.
Patience: Your career change isn’t going to happen overnight. You’ll have to spend loads of time and do the right things to get to where you want to be. Patience plays a big role in your decision. The more you have it, the better it get for you. It might even include lifestyle adjustments (including financial decisions) that need to be made.
Resume that captures your preparation: This is the crucial point in any career change. Do you have a resume that speaks of your effort that has gone into preparing and learning for the role?
Career changes are possible. Really. I’ve seen people make it happen. But there really isn’t any shortcut to reach your goal. Atleast, not one that I know of.
Good luck!
Friday, April 9, 2010
Candidate Tip - Part 6
Few months back, I started the ‘Candidate Tip Series’ on this blog with an intention to answer recruitment related questions from readers. The series was introduced in an attempt to avoid redundancy in replies. I tweet these tips on my twitter account too, and #candidatetip for the tips.
If you are a candidate, hope this helps. If not, you can help send this post to people searching for answers. I’ll continue to take questions and should you have one, you can send it to thehrstore@gmail.com
Looking for the earlier posts on candidate tips? You can read them here.
If you are a candidate, hope this helps. If not, you can help send this post to people searching for answers. I’ll continue to take questions and should you have one, you can send it to thehrstore@gmail.com
Looking for the earlier posts on candidate tips? You can read them here.
- You don't need to put your photograph on the resume, unless you're asked to put it. Looks very tacky and needless to say a good recruiter/hiring manager isn’t going to hire you for the looks, unless the role demands it.
- It's ok to mail the recruiter/hiring manager, asking for an interview feedback. Moderation is the key. Don’t flood them with calls/mails every waking hour.
- It’s fine that you are the kind who laughs a lot, but please answer the question. Laughing is not an answer. Yes or No, are the only two choices.
- It's a phone interview. Didn't you know you shouldn’t talk when you have food in your mouth? Basic manners. Well, it’s a scheduled interview. You either eat or you talk.
- If you reject a job offer, then I assume you've given it enough thought before deciding. Asking to reconsider might not always work.
- You don’t need to put on a 'fake' accent in an interview! Why would you want to? Beats me. Talk slow. Listen well. Be precise.
- Telling an interviewer that you got delayed because you went shopping before an interview, doesn’t really going down well. Retail therapy before an interview? Seriously!
- I know music is soothing, but please switch off that radio in the b/ground. It's an interview! Not a music-fest.
- On Skype video-discussion, make sure you keep your pet away from the screen. Yes, I understand he’s excited too, but this is an interview!
- If you've given a secondary contact number, then please keep the owner of that number informed. An interview isn’t a spam call!
- Attending an HR interview doesn’t mean you'll get an offer! Its part of the interview process and your callous attitude could cost you the job. It’s never over, until it’s over. Remember?
- If you want to take the interview in a different language, then let the recruiter know your preference while scheduling the call. They either come prepared or send someone who understands the language or use an interpreter.
Saturday, March 20, 2010
What to do with a second job offer?
What should a person do if he gets an offer or an interview within a short time like 1-2 month of joining in a new job?
Would it look inappropriate on the CV to have worked for a month in an organization?
Thanks.
Did you go in search of another offer after you joined the current firm? Or did ‘Firm B’ call you with an offer after you joined ‘Firm A’. The answer lies in these questions.
If it’s the former case, that’s you went looking for an offer then the answer is, “Yes, take up the offer from Firm B”. I would say yes, because there must be something about your current offer that’s not working out for you. It could be any of the following reasons or more: compensation, role & responsibility, travel, benefits, perks, bad manager, work culture, etc. The lack of NOT having a component that you wanted most in an offer must have triggered your search for a better one. You should still bring it up with the current manager and see if you can work things out. I’m pretty sure they’ll value the time and effort gone into selecting you for the role.
Well, there’s not guarantee that the second offer will be any better. You can only hope that it’s better.
Now, let’s take the latter situation. That’ Firm B came with an offer after you joined your current firm, my answer would be, “No, let it go”. Even if it’s a tad better than the current one. Here’s why. You’ve already spent a month on the job and that would mean your team/manager has spent enough time & effort to get you to speed. You don’t want to screw them over by leaving them now. You’re sure going to burn bridges and might have long term implication. If you are in a niche market, it gets tougher; either the manager/team member will know someone in the other firm. Or at a later time period, you could interview with a Company that they might have joined. Rest assured; they aren’t going to pick you after your past act.
When you accept an offer, it’s a commitment you make. You don’t break that unless you have a very strong or valid reason. Further there’s no stopping Firm B from questioning your commitment. They’ll wonder if you’ll leave them just as easily for a better offer in a few months. Long term implications. Remember?
There’s even a remote possibility that Firm A will be ok with your exit. You can make only one mistake like this. Is the offer Firm B’s offer worth that move now?
If you still choose to go ahead with the second offer, I would suggest you don’t need to show the one month work period in your resume. It might be perceived as indecisive and that you might have taken a hasty or immature decision. Leave it off the resume.
Good luck!
Would it look inappropriate on the CV to have worked for a month in an organization?
Thanks.
Did you go in search of another offer after you joined the current firm? Or did ‘Firm B’ call you with an offer after you joined ‘Firm A’. The answer lies in these questions.
If it’s the former case, that’s you went looking for an offer then the answer is, “Yes, take up the offer from Firm B”. I would say yes, because there must be something about your current offer that’s not working out for you. It could be any of the following reasons or more: compensation, role & responsibility, travel, benefits, perks, bad manager, work culture, etc. The lack of NOT having a component that you wanted most in an offer must have triggered your search for a better one. You should still bring it up with the current manager and see if you can work things out. I’m pretty sure they’ll value the time and effort gone into selecting you for the role.
Well, there’s not guarantee that the second offer will be any better. You can only hope that it’s better.
Now, let’s take the latter situation. That’ Firm B came with an offer after you joined your current firm, my answer would be, “No, let it go”. Even if it’s a tad better than the current one. Here’s why. You’ve already spent a month on the job and that would mean your team/manager has spent enough time & effort to get you to speed. You don’t want to screw them over by leaving them now. You’re sure going to burn bridges and might have long term implication. If you are in a niche market, it gets tougher; either the manager/team member will know someone in the other firm. Or at a later time period, you could interview with a Company that they might have joined. Rest assured; they aren’t going to pick you after your past act.
When you accept an offer, it’s a commitment you make. You don’t break that unless you have a very strong or valid reason. Further there’s no stopping Firm B from questioning your commitment. They’ll wonder if you’ll leave them just as easily for a better offer in a few months. Long term implications. Remember?
There’s even a remote possibility that Firm A will be ok with your exit. You can make only one mistake like this. Is the offer Firm B’s offer worth that move now?
If you still choose to go ahead with the second offer, I would suggest you don’t need to show the one month work period in your resume. It might be perceived as indecisive and that you might have taken a hasty or immature decision. Leave it off the resume.
Good luck!
Tuesday, March 9, 2010
Should I quit?
Dear HR Store,
I have a query. Is it time to quit a company when an employee is depressed and stressed out? With end results sometimes leading to an employee in tears.
The problem can be attributed to a horrible manager and repeated escalations aren't helping as well.
Thanks.
Well, with the limited information that you have provided, my answer is ‘yes’. You should look for another job.
I really can’t think of a good reason to ask you to stay back in a job that’s only going to make it worse for you. That’s assuming you’ve done your part of having discussions/ tried sorting out any issues/ taken & given feedback, with your manager. It might not have worked out in your favor, but that effort is required to find out the real cause of the problem. Might just help you deal with similar situations in future.
You mention that you escalated the situation. Whom did you escalate it to? Was it his boss? Or HR? I’m keen to know.
Did you escalate the issues after having a candid discussion with the manager? Or did you escalate it to the next level without having a discussion with the manager? If it’s the former situation, then it’s fair since you went through the reporting hierarchy. If it the latter (by-passing reporting structure) that’s not a comfortable situation for your manager to be in and that could have worsened the situation. The second line manager will have only your version of the issue and he’ll then approach your manager for getting his version. You can bet your last penny, that if this happens, your manager isn’t going to be very happy with it.
Now, I’ll assume you must have spoken to your manager’s boss (second line manager), rather than with the HR. If that hasn’t worked either, I’ll have to assume that the second line manager has backed your manager’s work and stands by your manager. Their working styles could be functioning just fine for each other. In that case, I don’t think you stand a chance to counter argue or escalate. It will go eventually go against you. You could even try and get help from HR (employee relations). It might bring a fresh perspective to the issue.
Your references for future jobs might be dependent on the manager. Therefore, keeping HR informed might work in your favor, should the next employer try and reach them for your reference.
I do have one more question, are you the only person affected by your manager’s behavior? Or are the other members on the team equally affected? The answer should tell you the something about the manager’s way of dealing with things and you could then either align yourself to his way of working or leave. That’s a call you can take with some objectivity and which could also lead to some very truthful answers. It would be futile to try and change the way your manager approached things at work, unless he is the ready to sit down and have that one candid discussion. Better yet, be open to receive feedback. In your case, the situation seems to have gone too far for trying that approach.
Get your resume updated. Start applying for a new job. Get an offer in hand. And then quit.
Good luck!
Previous posts that might be helpful:
Are you hit by 'Hurricane Micro-Manager'?
Abusive Managers: Confront or Walk-out?
PS: I got these wonderful tips on Twitter from @preethe, who read this post. She suggests a couple of things that might work too. Thanks!
I have a query. Is it time to quit a company when an employee is depressed and stressed out? With end results sometimes leading to an employee in tears.
The problem can be attributed to a horrible manager and repeated escalations aren't helping as well.
Thanks.
Well, with the limited information that you have provided, my answer is ‘yes’. You should look for another job.
I really can’t think of a good reason to ask you to stay back in a job that’s only going to make it worse for you. That’s assuming you’ve done your part of having discussions/ tried sorting out any issues/ taken & given feedback, with your manager. It might not have worked out in your favor, but that effort is required to find out the real cause of the problem. Might just help you deal with similar situations in future.
You mention that you escalated the situation. Whom did you escalate it to? Was it his boss? Or HR? I’m keen to know.
Did you escalate the issues after having a candid discussion with the manager? Or did you escalate it to the next level without having a discussion with the manager? If it’s the former situation, then it’s fair since you went through the reporting hierarchy. If it the latter (by-passing reporting structure) that’s not a comfortable situation for your manager to be in and that could have worsened the situation. The second line manager will have only your version of the issue and he’ll then approach your manager for getting his version. You can bet your last penny, that if this happens, your manager isn’t going to be very happy with it.
Now, I’ll assume you must have spoken to your manager’s boss (second line manager), rather than with the HR. If that hasn’t worked either, I’ll have to assume that the second line manager has backed your manager’s work and stands by your manager. Their working styles could be functioning just fine for each other. In that case, I don’t think you stand a chance to counter argue or escalate. It will go eventually go against you. You could even try and get help from HR (employee relations). It might bring a fresh perspective to the issue.
Your references for future jobs might be dependent on the manager. Therefore, keeping HR informed might work in your favor, should the next employer try and reach them for your reference.
I do have one more question, are you the only person affected by your manager’s behavior? Or are the other members on the team equally affected? The answer should tell you the something about the manager’s way of dealing with things and you could then either align yourself to his way of working or leave. That’s a call you can take with some objectivity and which could also lead to some very truthful answers. It would be futile to try and change the way your manager approached things at work, unless he is the ready to sit down and have that one candid discussion. Better yet, be open to receive feedback. In your case, the situation seems to have gone too far for trying that approach.
Get your resume updated. Start applying for a new job. Get an offer in hand. And then quit.
Good luck!
Previous posts that might be helpful:
Are you hit by 'Hurricane Micro-Manager'?
Abusive Managers: Confront or Walk-out?
PS: I got these wonderful tips on Twitter from @preethe, who read this post. She suggests a couple of things that might work too. Thanks!
- Explore the option of changing projects within the same Company. That could lead to working with a different manager.
- Taking the issue to HR and then talking to the resourcing manager for a new project might solve the issue.
Tuesday, March 2, 2010
Candidate Tip - Part 5
Few months back, I had started the ‘Candidate Tip Series’ with the intention to answer hiring related questions from readers. The series was introduced in an attempt to avoid redundancy in replies.Further, I tweet these tips on my twitter account too using #candidatetip.
If you are a candidate, hope this helps. If not, you can help send this post to anyone searching for answers. I’ll continue to take questions and should you have one, you can send it to thehrstore@gmail.com
Looking for the earlier posts on candidate tips? Here’s part – 1, 2, 3 and 4
http://bit.ly/astvvv)
Tuesday, February 23, 2010
Will I get rehired?
From a reader,
Read your blog...you have a lot of interesting information. I have a question and I am wondering if you could provide some advice.
Here is my situation: a week ago my former company let me go due to poor economic times. I was still billable, but their current backlog was not there to support me. They were waiting for a couple projects to move before hiring people back. From talking to my former co-workers and other consulting firms, work is suppose to increase around 2nd quarter. This would possibly mean that my former company would hire me back.
Would it be reasonable to negotiate a higher salary? My stance is, they see value if they are willing to hire me back, I handle their clients good, I work hard, and it would give me some security if they are willing to go a little bit extra to convince that I am valued employee.
Would this be a good stance for me to negotiate on?
I am currently sending on my resumes, with no other job offers on the table. My concern is rejection and blowing an opportunity on possible income.
Any advice you have would be appreciated.
Well, I’ll have to be honest in my reply.
Based on your question, there are some assumptions that I feel could backfire. For one, while you got this information from your ‘sources’, they aren’t really valid until the projects have come through, agreed and have been signed on the dotted line. I might sound pessimistic (really don’t want to), but until the projects are officially agreed to, it can be the second quarter or much later. Secondly, even if the projects do come across, how do you know you’ll be rehired? That’s a scary assumption, because you are then counting on getting rehired without credible data! On the other hand, if they had let you go saying they’ll reconsider hiring you when the market improves, you at least stand a chance. Again, they might have ‘told’ you but they don’t have to. I don’t know of any law that says they must rehire employees, off course there might be a few exceptions. But under normal circumstances they don’t need to rehire. You can still apply and try your luck.
Next, assuming you do get rehired, chances are slim that they would make any changes in your salary. Since, the very reason for letting go in the first place was poor economic situation. It’s obvious that cost plays a major factor in such decisions. I then don’t know why they would spend more on rehiring you, while they can hire someone new by paying a lesser salary. Makes sense? No? It’s excellent that you’ve done a great job handling their clients, but that doesn’t in anyway indicate that the next person might not go one step ahead.
Alternately, here’s what I would have done. I wouldn’t count on getting rehired and instead focus my energy on finding another job. If the rehire does come through, it’s great. Else, I’m at least making sure there’s Plan B in place. Further, your chances of getting a better/expected salary package are higher at a new Company.
So what can you get from your previous company? You can get yourself some excellent references that can vouch for your work. That will go a long way in your job search.
Good luck with your job hunt!
Read your blog...you have a lot of interesting information. I have a question and I am wondering if you could provide some advice.
Here is my situation: a week ago my former company let me go due to poor economic times. I was still billable, but their current backlog was not there to support me. They were waiting for a couple projects to move before hiring people back. From talking to my former co-workers and other consulting firms, work is suppose to increase around 2nd quarter. This would possibly mean that my former company would hire me back.
Would it be reasonable to negotiate a higher salary? My stance is, they see value if they are willing to hire me back, I handle their clients good, I work hard, and it would give me some security if they are willing to go a little bit extra to convince that I am valued employee.
Would this be a good stance for me to negotiate on?
I am currently sending on my resumes, with no other job offers on the table. My concern is rejection and blowing an opportunity on possible income.
Any advice you have would be appreciated.
Well, I’ll have to be honest in my reply.
Based on your question, there are some assumptions that I feel could backfire. For one, while you got this information from your ‘sources’, they aren’t really valid until the projects have come through, agreed and have been signed on the dotted line. I might sound pessimistic (really don’t want to), but until the projects are officially agreed to, it can be the second quarter or much later. Secondly, even if the projects do come across, how do you know you’ll be rehired? That’s a scary assumption, because you are then counting on getting rehired without credible data! On the other hand, if they had let you go saying they’ll reconsider hiring you when the market improves, you at least stand a chance. Again, they might have ‘told’ you but they don’t have to. I don’t know of any law that says they must rehire employees, off course there might be a few exceptions. But under normal circumstances they don’t need to rehire. You can still apply and try your luck.
Next, assuming you do get rehired, chances are slim that they would make any changes in your salary. Since, the very reason for letting go in the first place was poor economic situation. It’s obvious that cost plays a major factor in such decisions. I then don’t know why they would spend more on rehiring you, while they can hire someone new by paying a lesser salary. Makes sense? No? It’s excellent that you’ve done a great job handling their clients, but that doesn’t in anyway indicate that the next person might not go one step ahead.
Alternately, here’s what I would have done. I wouldn’t count on getting rehired and instead focus my energy on finding another job. If the rehire does come through, it’s great. Else, I’m at least making sure there’s Plan B in place. Further, your chances of getting a better/expected salary package are higher at a new Company.
So what can you get from your previous company? You can get yourself some excellent references that can vouch for your work. That will go a long way in your job search.
Good luck with your job hunt!
Friday, February 19, 2010
What will get you rehired? Or not.
Your chances of getting rehired are blown away, if:
You’d sent your resignation via voicemail / text / fax.
As silly as it sounds, I’ve come across people who chose to send their resignation over phone! The only way to do it is in-person, unless you are working remotely.
You didn’t serve out the required notice period.
Yes, we know you got a better job offer elsewhere. That doesn’t give you the right to walk away without serving your notice period. Your unfinished work landed on your colleague’s plates, not that they don’t already have enough to do!
You left your team members high & dry in the middle of a critical project.
Again, we know you got yourself a great job, but your team members haven’t forgotten your act.
Performance was the primary reason for your exit.
The job still requires the same skills. Not many companies take it well even if you’ve been away from over a year.
You were fired for disciplinary action.
Remember that sexist comment you passed on your colleague…during work hours? Yep, people haven’t forgotten that. Nor have they forgotten that drunken incident on that fateful Friday. Drinks were on-the-house, so was your behavior!
On the contrary, you’re chances of getting rehired increases, when:
You left on a positive note. (Captain Obvious? Yes!)
Searching for a job can get one to do crazy things, like asking to get rehired after burning bridges with the previous employer. No, they aren’t interested.
Ready to start afresh.
That would mean salary, benefits, perks and insurance. Everything. Your ego too. Period.
Good rapport with the team members.
You might the manager’s pet, but nobody wants to work with a team member who doesn’t gel well.
Your team members want to refer you back.
Managers are employees too. Chances are that your previous manager has quit as well. That would leave your team members to refer you back. Would they?
What have you gained since the time you left?
Very important question that deserves a well thought out answer. Be honest.
You’re ready to undergo the interview grind, one more time.
Being in the role earlier doesn’t guarantee you a place in the team. Get yourself prepared for the interview grind.
Your previous Company wants you back!
This has to be the best case scenario for getting rehired.
In the end, opting to get rehired starts with answering a very basic question: Is this your ONLY option?
What would you do? Take a quick poll.
You’d sent your resignation via voicemail / text / fax.
As silly as it sounds, I’ve come across people who chose to send their resignation over phone! The only way to do it is in-person, unless you are working remotely.
You didn’t serve out the required notice period.
Yes, we know you got a better job offer elsewhere. That doesn’t give you the right to walk away without serving your notice period. Your unfinished work landed on your colleague’s plates, not that they don’t already have enough to do!
You left your team members high & dry in the middle of a critical project.
Again, we know you got yourself a great job, but your team members haven’t forgotten your act.
Performance was the primary reason for your exit.
The job still requires the same skills. Not many companies take it well even if you’ve been away from over a year.
You were fired for disciplinary action.
Remember that sexist comment you passed on your colleague…during work hours? Yep, people haven’t forgotten that. Nor have they forgotten that drunken incident on that fateful Friday. Drinks were on-the-house, so was your behavior!
On the contrary, you’re chances of getting rehired increases, when:
You left on a positive note. (Captain Obvious? Yes!)
Searching for a job can get one to do crazy things, like asking to get rehired after burning bridges with the previous employer. No, they aren’t interested.
Ready to start afresh.
That would mean salary, benefits, perks and insurance. Everything. Your ego too. Period.
Good rapport with the team members.
You might the manager’s pet, but nobody wants to work with a team member who doesn’t gel well.
Your team members want to refer you back.
Managers are employees too. Chances are that your previous manager has quit as well. That would leave your team members to refer you back. Would they?
What have you gained since the time you left?
Very important question that deserves a well thought out answer. Be honest.
You’re ready to undergo the interview grind, one more time.
Being in the role earlier doesn’t guarantee you a place in the team. Get yourself prepared for the interview grind.
Your previous Company wants you back!
This has to be the best case scenario for getting rehired.
In the end, opting to get rehired starts with answering a very basic question: Is this your ONLY option?
What would you do? Take a quick poll.
Thursday, February 11, 2010
And then HR screws it up....
From the reader who sent the previous query:
Unfortunately, the company has offered someone from my hometown before I could negotiate with them and convey my decision!
Situation: When they had offered me, I’d mentioned that I would need a couple of days to decide on the offer. And exactly on the third day when I contacted them, I was astonished to hear that they had offered someone else and the position was closed! They had found someone who could accept the offer (without negotiating) and join immediately. However, nowhere in my interview had they mentioned about immediate joining. As per policy in most companies an employee needs to serve out a notice period. During my interview I’d clearly mentioned my notice period and also willingness to join the company as per their requirement by negotiating with my current employer on the release date.
This is something strange to experience. Especially since this tells me about the HR's behavior & attitude towards candidates. It’s absolute unprofessionalism. I decided of not pursuing the offer with them. I can't imagine working with such an organization.
Thanks again for your time in replying to my mail.
I’m sorry the offer didn’t work out. Understandably, it sucks to be in such a situation. While it might seem strange for a person experiencing this for the first time, such senseless practices do exist. Even extreme cases such as revoking an offer, changing components of the offer after the candidate has joined, are among other senseless practices that are prevailing in the market. Is it unprofessional? Off course it is. But it is unavoidable? Sadly, the answer is, No. The current job market isn’t helping either. There are far more number of highly qualified candidates, than the number of the jobs available.
Well, you at least have a couple of positive things going for you: a) you haven’t resigned upon receiving the offer; (b) you got away from working for such an employer. That tells me that you did give it sufficient thought before taking the next step. Excellent approach!
You also can take away some learning from this experience. You’ll know exactly what to ask in your future interviews. Maybe even spend more time in finding out details about the prospective employer (not that you already aren’t doing that) before you take up interviews with them.
Hope you land with a job that meets your criteria.
Good luck!
Tuesday, February 2, 2010
Job offer negotiation
From a reader:
I came across your blog while searching for some info. Really must appreciate your efforts in answering our queries.
I’m writing to you to seek your advice on a job offer.
I’ve been working for 4 years with an IT company that’s in another city. I‘ve been in search of a job opportunity in my hometown for over six months. Currently, I’ve got an offer from a company in my hometown. But I’m not that excited with the offer. Though I’m getting a very good role, responsibility and position (designation), the salary which they are offering is not that good. When I’d mentioned to them that I’m expecting a better hike, they countered that by saying I’m relocating to my hometown and as per my experience their offer is the best in the market. I’m not concerned about the fact that I am relocating to my hometown (it can wait a little longer if needed), my concern is that I’m pretty sure that I’ve not been given a fair offer considering both my experience and skills.
At times I feel like compromising on the salary front, thinking that I’ll prove my skills & experience while performing on the job. But when asked about appraisals, I was informed that I would be eligible for the next appraisal cycle (next year). That would mean that I would have to remain on the same salary for another year and I would be underpaid. This is another factor which is not attracting me to accept the offer.
I’m due for an appraisal in a month’s time with my current organization. Assuming, I get a decent hike post-appraisal, my salary would be way beyond what they are offering me. Is there a room to negotiate for a better salary? Please suggest.
Thanks.
Congratulations on the offer!
Well, there are many things that come to mind. First, are you moving from a tier-1 to a tier-2 city? The reason I’m asking is because offers vary depending on the geographic location/city. Many factors such as cost of living, talent pool, tax liabilities, legal compliance, etc, are taken into consideration while deciding the salary range. So effectively, an offer of $x in a tier-1 city might be seen as high in a tier-2 city. Now, this might or might not be true in your case. Especially since you mention that they cited your experience as being a major deciding factor in the offer. On the contrary, they are also referring to you relocating to your hometown and that their offer is the best in that market. So, it comes down to you answering my question.
Second, you’ve been trying since six months to move back to your hometown. I assume then that this must be your first job offer there. Does that tell you something about the job market in your hometown? Either way, the current situation has more candidates (and good ones at that) than the number of jobs available. Is the job movement from a generalist role to a specialization? That could complicate things too. If four years of your work exp is spread across various skills and you were interviewed for a specific skill, then your technical competency gets rated on that particular skill.
Third, have you made a list of things that are important to have for your relocation? Yes, there’s role, responsibilities, salary, etc. However, in this case since the salary is lower (than your expectations) there might be benefits that might be part of the job offer. Like, relocation benefits, flexi hours, telecommuting, vacations, insurance coverage, bonuses, stock options, etc, that add to the whole offer package. Did you explore those as well? I assume you did.
Next, you mention that you are pretty sure that the offer isn’t a fair one. Well, what’s the benchmark you are considering? If it’s based on objective data then it makes sense. If not, you may want to re-evaluate the offer.
Finally, let’s move to the upcoming appraisal. There isn’t any concrete data on the possible percentage of hike that you might expect, especially given the current market conditions. Expecting the next employer to compensate you with a hike for work that you’d done in your previous company, isn’t really the way to bargain for a hike. No? If that’s the case, then you might as well wait for the appraisal and then start interviewing. Given that your move to your hometown can wait a little longer, I suggest you don’t take up an offer that you are not satisfied with. Period. Cause it will catch up with you sooner than later.
Is there room to negotiate for a better salary? Yes, there is if you have decided on things that you are ok to let go and others which you must have. Off course, you can still go ahead and ask for a hike. The max that they’ll say is a ‘No’. But that discussion will have more weight if you went in with researched data. Negotiations are really about giving as much as getting. I see there’s a lot you can take away from this interviewing experience.
Hope you get the offer you are expecting. Good luck!
I came across your blog while searching for some info. Really must appreciate your efforts in answering our queries.
I’m writing to you to seek your advice on a job offer.
I’ve been working for 4 years with an IT company that’s in another city. I‘ve been in search of a job opportunity in my hometown for over six months. Currently, I’ve got an offer from a company in my hometown. But I’m not that excited with the offer. Though I’m getting a very good role, responsibility and position (designation), the salary which they are offering is not that good. When I’d mentioned to them that I’m expecting a better hike, they countered that by saying I’m relocating to my hometown and as per my experience their offer is the best in the market. I’m not concerned about the fact that I am relocating to my hometown (it can wait a little longer if needed), my concern is that I’m pretty sure that I’ve not been given a fair offer considering both my experience and skills.
At times I feel like compromising on the salary front, thinking that I’ll prove my skills & experience while performing on the job. But when asked about appraisals, I was informed that I would be eligible for the next appraisal cycle (next year). That would mean that I would have to remain on the same salary for another year and I would be underpaid. This is another factor which is not attracting me to accept the offer.
I’m due for an appraisal in a month’s time with my current organization. Assuming, I get a decent hike post-appraisal, my salary would be way beyond what they are offering me. Is there a room to negotiate for a better salary? Please suggest.
Thanks.
Congratulations on the offer!
Well, there are many things that come to mind. First, are you moving from a tier-1 to a tier-2 city? The reason I’m asking is because offers vary depending on the geographic location/city. Many factors such as cost of living, talent pool, tax liabilities, legal compliance, etc, are taken into consideration while deciding the salary range. So effectively, an offer of $x in a tier-1 city might be seen as high in a tier-2 city. Now, this might or might not be true in your case. Especially since you mention that they cited your experience as being a major deciding factor in the offer. On the contrary, they are also referring to you relocating to your hometown and that their offer is the best in that market. So, it comes down to you answering my question.
Second, you’ve been trying since six months to move back to your hometown. I assume then that this must be your first job offer there. Does that tell you something about the job market in your hometown? Either way, the current situation has more candidates (and good ones at that) than the number of jobs available. Is the job movement from a generalist role to a specialization? That could complicate things too. If four years of your work exp is spread across various skills and you were interviewed for a specific skill, then your technical competency gets rated on that particular skill.
Third, have you made a list of things that are important to have for your relocation? Yes, there’s role, responsibilities, salary, etc. However, in this case since the salary is lower (than your expectations) there might be benefits that might be part of the job offer. Like, relocation benefits, flexi hours, telecommuting, vacations, insurance coverage, bonuses, stock options, etc, that add to the whole offer package. Did you explore those as well? I assume you did.
Next, you mention that you are pretty sure that the offer isn’t a fair one. Well, what’s the benchmark you are considering? If it’s based on objective data then it makes sense. If not, you may want to re-evaluate the offer.
Finally, let’s move to the upcoming appraisal. There isn’t any concrete data on the possible percentage of hike that you might expect, especially given the current market conditions. Expecting the next employer to compensate you with a hike for work that you’d done in your previous company, isn’t really the way to bargain for a hike. No? If that’s the case, then you might as well wait for the appraisal and then start interviewing. Given that your move to your hometown can wait a little longer, I suggest you don’t take up an offer that you are not satisfied with. Period. Cause it will catch up with you sooner than later.
Is there room to negotiate for a better salary? Yes, there is if you have decided on things that you are ok to let go and others which you must have. Off course, you can still go ahead and ask for a hike. The max that they’ll say is a ‘No’. But that discussion will have more weight if you went in with researched data. Negotiations are really about giving as much as getting. I see there’s a lot you can take away from this interviewing experience.
Hope you get the offer you are expecting. Good luck!
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