Candidate Advantage - Job Search Advice & Tips | Career Management Advice & Tips

Read my prior post on why I caution against using video resumes. Anyone trying to convince you that a full video version of your resume will help you stand out from the crowd has likely never actually been a recruiter (and probabaly also runs a website that promotes video resumes!).

But now you're going to hear me talk about how video can actually be somewhat useful. I don't want to come off as flip-floppy...so let me be clear. I DON'T believe in full video resumes as a substitute for a traditional resume application but I DO beleive some portions of video can be leveraged as a supplimental sales tool if you use it for the right sections of information.

Consider using video for only certain "key" parts of your background. This will animate and humanize the facts and also let the screener elect to view this if they want to (as opposed to forcing them to watch this if a video resume is all you provide). You can easily attach a video file to any traditional word resume for areas you'd like to emphasize with this alternative medium. The key is to pick areas of your background that are "meaningful" and will benefit from being communicated on a more personal level.

Here are a few examples of where video can help:

Video a demonstration

Let's say you were a key architect in developing a new product or solution. Doesn't matter if this is a physical product, an online product or service product. If you developed it, a video of you discussing this is a great idea. It's a super opportunity to show off your enthusiasm for the concept and your level of expertise in developing it. Your video could be you using the product physically, touring the features of it online or even drawing a schematic on a whiteboard and walking through how it works.

Video an excerpt from your job history

Everyone has that one "great" moment in their work history. This could be the largest implementation you've ever done, a project that saved the company $X dollars, a watershed product breakthrough or your highest sales performance. This accomplishment is something you could video yourself talking about. Lead off by saying "I'd like to take the opportunity to briefly tell you about one of my accomplishments at work that I'm most proud of..."

Video your objective

This is another great area to video. Reading a cliche objective is boring. In fact, I tend to advise people to blow this off altogether and save the valuable space on their resume for more important things. However, if you personalize this message with video and use this short clip to communicate your passion for the industry, commitment to your work and strong drive and ambition, then this could be a slam dunk idea. Just be careful not to be so specific that you shoot yourself in the foot with what you say. Keep your statement clear and sincere. Read this great post on crafting objectives here. I'd probably say something like "My career objectives are simple...work hard, be part of a stellar team and accomplish something meaningful and important for the company. Job titles, responsibilities, salary, hours are all important. But finding a company and culture that gets me excited to come to work everyday is my main objective."

Video any human interest stuff

Do you have a video clip of you finishing a marathon, doing stand up comedy (provided it's clean!), speaking at a seminar, being interviewed by a local news station because you ran into a burning house to save your neighbor's cat? Then under "personal interests", attach this. Just make sure to only include video clips that communicate POSITIVE and RESPECTFUL qualities that an employer would be interested in (in other words, leave out the clip of you banging out Bon Jovi at the karaoke bar). And even though these are important moments that define who you are, I'd also stay away form attaching anything too personal (ex: fishing with your son, your wedding vows).

So bottom line here...I'll admit that a little bit of video works if done well. Just pick the right things to emphasize, make sure to present yourself as well as possible and keep things brief and to the point. Also, always show your video first to a trusted friend to get their opinion as to whether or not it is worthy of attaching to your resume. Only include this if you are certain it will help you attract employers!

5 Comments |

resumes

Monday

Aug232010

Video resumes could kill your job search

August 23, 2010 by

Video did more than "kill the radio star". They could also seriously handicap your job search if you are not careful. Read this brilliant article by SmartMoney that in my opinion perfectly frames the discussion about the value (or lack thereof) of video resumes.

What really burns me is that there are companies out there who are completely taking advantage of desperate job seekers and convincing them that these types of gimmicky job search tools will actually help them. While I'll admit that there actually are a few good applications for video during the job search process (will post on this next), for the most part I'd say this is a perfect example of a "can't help...might hurt" idea.

PROBLEM #1: The first problem is that most Hiring Managers and HR people won't read them. This means the time and money you'll spend to produce these will be a big waste. Here's why:

Video resumes take too long to digest

Most video resumes will be anywhere from 5-10 minutes (some even longer!). The audience will need to toggle with the controls to get to the speaking part of the resume section they are most interested in and then will have to suffer through the candidate's lengthy discourse on that section. Picture yourself as a recruiter who just had 250 people apply to your job. Resumes are sorted and filtered in a matter of seconds if a computer is doing it and no more than 20-30 seconds if a person is doing the filtering. Are you really going to stop and spend 3 minutes to find out if someone is qualified?

Video resumes don't synchronize with most (any) applicant tracking systems

Resumes need to be sourced and parsed into a company's candidate management platform (otherwise known as an Applicant Tracking System: ATS). This allows profiles to be weighted and fed back to the recruiter in a sensible way. A video resume lives outside the ATS inventory which means you cannot be ranked and called up on a relevant search with the ATS database. Unless you've also submitted a hard resume, you'll be left out of any traditional internal candidate search.

Video resumes present all kinds of compliance and discrimination issues

Once the recruiter has seen that this person is of a certain age or race for example, there is a real issue if the recruiter rejects this person and doesn't have purely qualifation-based reasons for doing so. And even if no discriminatory intentions or actions were taken, the second that a recruiter looks at the video, they put themselves in a position to be judged on this. This is the similar problem recruiters deal with when using Facebook or other more personal profiles during the application phase.

PROBLEM #2: You'll have even more problems if they do actually view your video!

Video resumes risk coming off as a bit amateurish/cheesy

Let's face it. Unless you hired Martin Scorsese to direct it, this is likely to be a low budget kind of thing you film in your basement. Cheap audio, bad lighting, no stylist handy and...oh yeah...the camera adds ten pounds. Is this really your idea of putting your best foot forward??

Video resumes can also make you look boring, self-important or long-winded

Everyone will feel the need to fill up the time and will no doubt "wax on" too much at some point during the video. You could be the perfect candidate for them until the manager hears you go off on a tangent about a project you managed 5 years ago. The risk you run of unintentionally boring the manager at some or many points during this video is way too high to ignore.

Video resumes become a pseudo replacement for the actual interview

There could be some useful clips about certain aspects of your background and these could end up being used as a substuitute for picking up the phone and calling you or inviting you in for an interview to speak about these skills in person. You might say...that's good right? No! The goal is to get an actual interview - an interactive setting to discuss the job opportunity and your qualifications. One-way, asynchronous communication can hurt you here if it pushes offf the need to meet you. Let a strong resume be your bait to land an interview with the hiring manager.

Videos can be a good tool during the job search process (stay tuned for the next post on this topic). But do NOT use it as a flat-out substitute for a traditional resume and assume this novelty will give you some sort of upper hand. Video resumes are more likely to do harm then do good. You've been warned.

Any video resume evangelists out there who think I have this wrong?? :)

2 Comments |

Tuesday

Aug172010

5 tips to minimize a long hiring process

August 17, 2010 by

Question: How long does it take to get hired?

Answer: It depends.

Frustrating I know, but the reality is that hiring decisions are about a lot more than just the obvious of who is the most qualified. Almost every company has a process they must follow. Some are quick with their process...while others are quite slow. And how fast they move isn't always the best indicator of who you should go with. So don't get discouraged by a long process. Get informed! And more importantly, make sure YOU are not the reason for the delay.

Here are 5 simple tips that can help minimize a long hiring process (or at least your level of frustration dealing with this).

Tip #1- Understand the process ahead of time:

In most interviews, the hiring manager will ask if you have any questions. Always ask the appropriate job-related questions first. But then make sure to always ask about their process to hire someone. You can simply say "Thanks for having me in today. I'm very interested in the opportunity. Can you explain your hiring process and when you're looking to make a decision?" Now asking about it isn't likely going to shorten the process. But it will certainly eliminate some of your frustration if you know ahead of time, for example, that it will take 2 months to hire someone. This way you won't be left guessing and can make an educated decision about pursuing this opportunity based on their timing and your level of urgency to find a job.

Tip #2- Find excuses to communicate with the hiring manager:

If you discover that this company has a long drawn out process and will be actively interviewing applicants for the next few weeks, you'll want to make sure you stay on their mind. You may have been the first person the manager interviewed. So reaching out a week or two later could be a critical move to keep you competitive with the more recent interviews they've done. Start by always remembering to send a prompt thank you note (<48 hours). But beyond this, if the process continues to drag on, try to find another reason to reach out and express your continued interest in the job. Now, you don't want to "stalk" the manager. But if you time things well and craft the right message, they may actually respond to you either to keep you updated, address something you've said in the email or hopefully schedule a next step! See if the manager belongs to any of the same social media groups or networks you do or if you two share any common professional connections (especially anyone that could act as a reference). Here's a good example:

Dear Jim,

Thanks again for the opportunity to meet with you last week. I have had some more time to consider the opportunity and would like you to know that I am very interested. Please let me know if I can provide you with any additional information.

I also noticed that you and I are both first level connections to Joe Jones on LinkedIn. Joe is actually one of my references and he can give you more insight on my experience. Feel free to reach out to him at any time.

Sincerely,

Bob Smith

Tip #3- Tell your references about the interview:

One thing that can definitely slow down a hiring process is reference checks. Your references are most often going to be a manager you reported to or a senior person that you work(ed) with. These types of people are always busy (in meetings, on business trips and doing their job). This often spells trouble for the person checking your references who will most likely not easily get them on the phone. In my experience, I've seen the hiring process drag out for weeks because the references were tough to track down. Make sure your references always know that you are in process with a company. Let them know the company and job you're interviewing for and the name and title of the person who is checking your references so they can recognize them when they call in. Politely ask them to return their call as soon as possible by stressing that this could be the last step in landing your next job and let them know you really want this one. Of course, thank them ahead of time for their help. A little urgency and appreciation will go a long way to get your reference check on the top of this person's "to do list".

Tip #4- Complete all applications correctly:

Most companies these days will perform some type of background check that could include checking degrees, places and dates of previous employment, as well as various criminal or credit checks and even drug tests. The more detailed the check, the longer this can take. You don't have a lot of control over this process. However, you could end up contributing to the delay if there are any discrepancies on your application. Make sure not to lie about any information or take any creative license here. For example, if you didn't graduate from college then don't list the one year you attended and think that you might be able to pass this off as your graduation year. Also, be detailed. Give them everything you can so they don't have to hold things up researching a company or person's contact information. And make sure that this information is current and updated. Check it all first. If a company has moved or changed names, you can count on a delayed background check. Speed things up as best you can.

Tip #5- Create Competition:

This job may be your dream job and worth waiting for, but that doesn't mean you shouldn't keep interviewing. If a manager really likes you and knows he wants to hire you, then he will move and change their hiring process to get you. BUT only if he knows he may lose you to another company!!! If you have another offer or you are being brought back for second or final interviews, let your top choice company know this asap. Reach out to the hiring manager and, respectfully, inform them of this in a non-threatening manner. And by all means, DO NOT LIE! Lying will always come back to haunt you. Send them a simple email letting them know what's going on in your job search and always take this opportunity to reinforce your interest level in this job and company. For example:

Dear Jim,

I know you told me in the interview that I was a leading candidate but that the hiring process would take a few weeks. I wanted to touch base to let you know that I'm still very interested and also that I received an offer from another company today. It is a good opportunity. But frankly I am much more interested in working for you.

What is the status of your decision? If I'm still being considered, I'm really hoping we will be able to accelerate things a bit so that I don't run out of time with this other company who, understandably, wants my answer as soon as possible.

Please let me know if there is anything I can do to help in your decision process.

Sincerely,

Bob Smith

The goal is to solicit a response from the hiring manager. If they really want you they will either move the process along faster or, if they aren't, they'll let you know that they are no longer interested. Sometimes we find that managers hate cutting people loose and telling people they are a "no". testing this with another offer will get you to the heart of the matter. It may not be the answer you wanted but at least you know you can move on and explore other jobs.

Do you typically find that companies have an elongated process? Has anyone tried anything that they've found to be successful in managing through this?

4 Ways to Blow Up a Salary Discussion

August 2, 2010 by

Salary discussions are like a bomb. One false move and you could end up killing your chances by either decreasing the offer you get or, worse, not getting the job offer altogether! Your best approach is (believe it or not) to not "negotiate" salary at all. Maximize your leverage at the closure stage by staying away from the four most common mistakes candidates make during salary discussions.

Mistake #1 - Sharing your "opinion" of what you're worth

First of all (sorry to say), the employer doesn't care what you "think" you're worth. They want to know what the facts are so that they can make a sensible decision on what to offer you (or IF they even want to make you an offer at all!). When a candidate discusses salary in too subjective a manner, it comes across as cocky and presumptuous. Stay away from emboldened statements about what you should get offered such as "Let me tell you what I think I'm worth..." or "In my opinion, I should be getting offers in the X to Y range..." Although you're just being honest and frank, you're basically telling them how to do their job and run the strong risk of rubbing them the wrong way. Stay away from opinions and just give them the facts:

Begin with your total compensation broken down by base plus bonuses or any other financial incentives you receive.
Feel free to refer to short-term future revenue channels seperately that you have not recieved yet but intend to such as a year end bonus or upcoming review.
Also, offer up any other valid offers you have on the table. Provided these are current, real offers, they can act as legitimate benchmarks (please, please...don't ever lie about a company making you another offer. You will likely get caught in this lie and most employers will see right through this tactic anyway).

Mistake #2 - Giving a specific number of what you'll accept

I know...I know...it's tempting, but don't do it!!! And be warned, most Hiring Managers are really good at pulling this number out of you. Stand strong and don't reveal this! Why? Because if you give them an actual number of what you will accept, you will inevitably either over or under price yourself against what the Hiring Manager may be thinking. What are the chances that you will say the exact same salary number that they're thinking of? (answer: slim). And if you miss, you'll end up either decreasing your offer or not getting an offer at all because they think they can't afford you. So just simply give them your current compensation and boomerang the question about salary back to them.

Try this when asked for a specific number of what you'll accept ..."I'm currently at a 95K base with a 10% bonus. As far as my salary expectations go, I'm open and interested in the best offer you could make me. What do you think I might be worth to your company?"

Mistake #3 - Blurring the numbers

While most ethical job seekers would never deliberately misrepresent their salary, there are many who come dangerously close to doing this with their use of "creative" math when explaining compensation. Although this is not technically "lying", being sly about how you portray your salary is typically a turn off to the employer and makes you look very manipulative and sneaky. Also recognize that no company is going to take your word for it and will do minimal to extensive background checks to verify your exact salary. So always be completely accurate about how your total compensation breaks down and never use these common "tricks":

Don’t include your bonus into your stated base salary. State them seperately.
Don't ascribe a dollar value to your vacation time and/or benefits and include these amounts in your stated base salary. Apples and oranges...put them in their seperate carts.
Don't state your base salary to include what you will be making soon (ex: upcoming review or bonus). Make it very clear what has currently been earned to date and what is anticipated (and when).
Don't convert your current hourly rate into a full-tme, annualized stated salary unless you have a 12 month or longer contract assignement in place.

Mistake # 4 - Making money your sole focus

No wants to hire Mr. "Show me the money". If in discussing salary you give an employer the impression that salary is the main (or god forbid...only) reason you're taking the job, get ready to have this backfire on you. Hiring Managers want to believe you are taking this position for much more than just cold hard cash. Switch places with them for a moment...how would you feel if the employer told you that the #1 reason they liked you more than the other candidate was because you were less expensive and didn't mention anything else about your background or areas of strength? Get the point? If the other candidate is smart enough to verbalize their more comprehensive and meaningful reasons for wanting this job and deemphasizes money, they will be the one that gets hired...not you.

Don’t talk exclusively about salary during a salary negotiation (yes, you heard me right). You can certainly state that salary will be an important factor...but stress that it is not the driving force. You can tell them the facts about your current compensation, bounce the question of what type of offer you are expecting back to them and immediately shift the discussion to what specifically has you so interested in the position (stating everything else besides income potential).
Be very explicit about this point and flat-out say "Salary is not my #1 priority here...this job's growth opportunity, environment and challenge level are."

And finally, if you are wondering if you will be losing an opportunity to get more money by not being more pushy during this salary discussion, YOU WON'T!! Let me explain why. By communicating that you're an honest person with reasonable expectations who is not driven solely by cash and who trusts in this employer to do the right thing when it comes time to make an offer, you will upgrade your value significantly in their eyes. In my experience, this "anti-negotiation" method will actually get you more money than aggressively negotiating it upfront.

Anyone else ever reap the benefits of using this "anti-negotiation" approach?

8 Comments |

background checks,

closure stage,

human resources,

salary advice

Friday

Jul302010

Should I take the first job offer?

July 30, 2010 by

So you just recieved an offer and you've only interviewed with one company. Should you take it? How will you ever really know if this is the best job you can find if you don’t have anything to compare it to? Are you selling your future short or is a bird in the hand really better than 2 in the bush? If it is a good job do you risk losing that opportunity by continuing to interview for something potentially better? If you find yourself in this position CONGRATULATIONS!!! This is a good problem to have. Do you take the first offer or do you keep shopping? Only you can make that decision but here are some factors that can help.

Know Your Odds

Drew Sussberg who manages a technology placement agency called Workbridge Associates in New York City estimates most people interview with five to seven companies to get one offer. That doesn’t necessarily mean you receive an offer once you finish interviewing with 5 companies. Typically a person will get one offer along the interview process. You could press you luck and keep searching for something better. It really depends on how confident you feel and how urgent your job search is. So if you have an offer after interviewing with your first company and you like the opportunity, just remember it may take five or more companies before you receive another offer and will it be an offer you really want?

Make your decision based on the merits of the offer

You won’t like your new job because it was the first company or the tenth company you interviewed with. People choose to accept an offer because they feel it’s the right fit for them. Obviously the job needs to have the right salary, job responsibilities, location and for most the appropriate title. Beyond these facts base your decision on how you would fit in with your new work colleagues and the corporate culture. Here are five factors to consider when making this decision:

Hiring Manager: This person is responsible for directing you, teaching you, supporting you and motivating you. Don't underestimate this relationship and assume it's cool if you don't make a connection with your boss. While you don't have to be BFF’s, there should be a certain level of connection and comfort between the two of you. If you feel this person is someone you think you can respect, learn from and trust, that's a good sign.
Team Dynamics: These are the people you'll be spending about 50-60 hours a week with! Look to see what you really have in common with them. Did you get along with the team in the interview? Do you share the same work ethic, philosophies towards the job and level of ambition? Your work is likely to be judged by the collective result of your team. So make sure you feel that you could be productive working with them.
Office environment: Are they reasonably up-to-date with their equipment and systems? Is the work space tidy and organized? If a company takes the "don't care" attitude, this is likely to apply to other things they "don't care" about such as your bonus amount, request for a new laptop or ideas on how to improve the department.
Non-work culture: Do people in the company know a little bit about each other outside of work? Do they spend time together occasionally? Are there company organized social events or sports teams? Does the company encourages relationship building and team camaraderie?
Trust your intincts: If you have a positive first impression, that's a good sign. If you feel really great about the opportunity and it hits all or most of what you want in your next job then there is a good chance this is the job for you. Equally important is paying attention to any bad feelings you may have. Some people except offers because they get caught up in the excitement of the process. Slow down and think it thru. What is your gut telling you?

Your new job should be something that excites and motivates you. Don’t worry about how many companies you’ve interviewed with or that it’s only your first offer. If it doesn’t match your needs then pass on it and keep looking. However if it is a job that really interest you don’t risk losing the offer just because it is the only company you’ve interviewed with.

2 Comments |

closure stage,

salary advice

Thursday

Jul222010

Any questions???

July 22, 2010 by

At the end of every interview, you will be asked if you have any other questions. Most candidates commonly make the mistake of saying "no" and don't realize that this can be the kiss of death!

By saying you don't want to continue the discussion, you could end up sending the wrong signal that you're not really interested in the job or, worse, in talking to them personally. Yikes!

Remember that Hiring Managers aren't asking if you have any last minute questions solely because they want to help get you more information. In many instances, this is a calculated move to see how you will respond. Here are some things a manager may want to test you on by asking if you have any final questions...

Are You Detail-Oriented?

They want to see if you are interested in digging deeper into the details of an important topic that was only touched upon lightly earlier in the interview.

Are You Smart?

They want to see if you catch something that was brought up that warrants further discussion. By asking about these things, you demonstrate that you paid attention and could detect that this is something important to discuss further because of how relevant it is to this role.

Are You Prepared?

They want to see how much work you have put into this interview. Asking your own unique questions demonstrates that you took the time to study the website, job description and their product/service line to prepare a few thoughtful questions.

Are You Interested?

They want to see if you are interested in learning more about this job. Asking more questions says "This job intrigues me and I want to hear more about it."

Some candidates just get nervous and draw a blank. Other times, they may have used up their good questions on the last guy they just spoke with. Always have some fresh questions stockpiled and ready to go. Here are a few good ideas:

"I noticed you mentioned XXX before when we spoke about your up & coming project. How would you see someone in this role getting involved with that?" (sometimes topics are brought up that would affect this new role but the manager purposefully doesn't discuss those details. Show them that you caught this and need to know the answer since it will relate to your work)
"You mentioned XXX about the company's strategic direction. I'm really interested in this. Can you tell me a little more?" (managers may bring up an important topic about the company and leave it as a bit of a cliffhanger by not really finishing the discussion. Show them you care about this type of big picture company information)
"I did some research and read about your new product line. Can you tell me a little more about how this works?" (managers want to know that you came prepared to learn more about the company, its products/services and the job itself. Show them you did prepare and are on the beam with questions that dive deeper into any of these areas)
"I understand you have been with the company for 10 years. That's great! What do you like most about working here?" (at the end of the day, everyone responds to good old fashioned flattery and probably would love the chance to talk a little about themselves. Let them share with you why they like it so much over there and why their team is a great one to join)
"I'm sure you've looked at a lot of applicants. If you don't mind me asking, what's going to make you hire someone. What's the most important quality you are looking for?" (hey...why not ask this? Not only is this a refreshing, conceptual and fun question for them to answer, it will give you an opportunity to sell yourself more effectively into this job)

Always ask a final question and use that last moment to make a great impression!

1 Comment |

closure stage,

human resources,

phone screens

Wednesday

Jul212010

Is finding a new job now your full time job?

July 21, 2010 by

Ever have your manager sit down with you one afternoon and lay you off with out warning? Sounds like a nightmare right? Although there are positive signs of a recovering economy there are still stories of good people being let go because of a company downsizing or company closing. Nobody likes looking for a new job especially when you're not in control of this decision. If this happens to you you will need to put the same type of focus into finding a new job as if it's your full time job. Here are some quick tips to help you achieve your new goal of finding your next job opportunity.

Take some time to reflect. Losing your job and searching for a new one can be very stressful. You can make the process of job searching easier by having a clear understanding of what you want in your next job.
Signal the APB. Once you know what you want to do spread the word to everyone you know about your new job search. Update Linkedin, Twitter, Facebook and any other forms of communication you use. Contact recruiters that have helped you in the past. If you don't know any good recruiters ask your friends for referrals to recruiters they've had good experiences with.
Prepare to interview. Believe it or not, great skills alone sometimes won't land you your next job. Interviewing is a skill all to itself. Read up on interview advice. There are plenty of blogs online that can help prepare you to ace even the toughest interview questions. Search the archives of our blog and this alone will help you do better interviews (shameless plug but true).
Practice your craft. You need to stay current with your skills. Remember that anything on your resume is fair game in an interview. Read up on current events in your industry. Take courses or read training books to refresh your memory. You don't want to be caught off guard in an interview just because you haven't done something in 6 months. "I'm a little rusty" is never a good answer to a question about a skill you have listed on your resume.
Know your facts. Research every company and hiring manager you are interviewing with. Go to the companies website, use Google and Linkedin and make sure you understand what the company does. Read reviews about their products and services. Educate yourself on the background of every person you are scheduled to meet.
Be Organized. Keep a running log of each job and company you have applied to. Include the people you've met, notes about what was asked in the interviews as well as questions you may have if there is a follow up interview. Take your notes and rank the pro's and con's of each opportunity to include the role, culture, hiring manager, overall strengths and weaknesses of the company as well as future growth in the role and skills you may acquire that would make you marketable in the future. Sometimes job offers can come quick and you may need to make a decision fast. If you are organized you will be prepared to make important decisions at any time.
Go on interviews. Sounds silly but some people turn down interviews because the job isn't exactly what they think they are looking for. If the job is remotely close and you are just starting your interview process I would suggest taking the interview. Most people are not great at interviews and if it's been a while since your last job search you're probably going to need some practice. It's also good for you to know what types of jobs are out there and more interviews will build your confidence. And you never know; that job that sounded ok over the phone could actually turn into your dream job.
Follow thru on every company you interview with. Start with a follow up thank you email to the person that interviewed you. Don't bother with writing a thank you letter and throwing it in the mail. The process of filling a job can happen so quick now it may not get to the hiring manager in time. Also send any documentation they asked for quickly. If they want references or examples of your work make sure you respond ideally within 24 hours. Same applies to any online tests or applications they request you to fill out. Responding a few days to a week later will be perceived by the hiring manager as a lack of interest or your inability to follow directions or deliver on tasks in a timely manner.

Remember that being out of work doesn't mean you don't have work to do. If you put in the necessary work to prepare yourself you will perform better in interviews and leave a lasting impression in hiring manager's minds. Apply these tips to multiple job opportunities and there is a very good chance you will get multiple offers and be back in control of your future.

1 Comment |

Friday

Jul162010

Should I take a contract job in the interim?

July 16, 2010 by

Contract positions are fantastic (and lucrative) opportunities for many business professionals. However, right now there are many of you that are full-time professionals (who very much prefer this to contract work) who may be considering taking an interim contract job while looking for a permanent position. So this post is not about contract vs full-time work, but rather the pros and cons of taking a short term contract if your full-time job search is taking longer than you thought it would.

If this describes your situation and you're considering widening your job search to look at a contract job, here's the good news...you'll find that the temp/contract job market is quite good. But before you jump into this decision, let's take a rationale look at the upside and potential downside here...

Pros of taking an interim short-term contract job while looking for full-time:

Money! Contract positions traditionally pay a lot more with hourly rates that are much higher than the equivalent base salary broken down. So you will almost always make more on a contract vs. a salaried full-time job for the same skill set.
Credibility! If you get a short contract with either an impressive company or very cutting edge project, you'll be able to add these things to your resume. Whether it was 4 months or 4 years, this still allows you to discuss this work experience in an interview.
Avoiding the out-of-work stigma! When employers see someone that's been out of work for anything more than 6 months, they may be wondering what's wrong with them to some extent ( "I know it's a slow job market, but how come nobody else has made this guy an offer?"). A contract job will make the case that you are indeed employable and a desired asset. This will help you avoid coming off as a guy that keeps getting passed over.
Foot in the door! In many instances, if the project goes well and you make a good impression, the company might want to look for a way to retain you in the long term. We see roughly 20% of our contract placements convert to full-time. And this happens even in situations where the employer was not considering hiring on a full-time employee at all for this role.
Easier interview process! Contract jobs don't typically involve 3 interview rounds and a slew of in-depth feedback and pre-closure discussions. Things move a lot faster. Companies generally can pull the trigger more easily (even after just one interview) since they know it isn't going to be a long term commitment. That also means you will have only a very brief window to sell yourself. So take full advantage of any phone or in-person interview you are given and assume that is all you will get to sell yourself.

Cons of taking an interim short-term contract job while looking for full-time:

No benefits! Most contract positions do not offer benefits. This could be a deal breaker for you given the costs of retaining this on your own or may not be a big deal at all if you can jump on your spouse's plan.
Lost credibility! If you end up taking a short contract with a small/unknown company or doing a project that is beneath you in either skill level or focus, you'll have to add these details to your resume and it will no doubt dilute the value of your background in the eyes of the hiring manager during future interviews. So don't just take any contract job (unless you are in "gotta pay the bills" mode). Remember that anything you do will affect your job search once you resume your serach for a full-time position.
The consulting "label"! You are either a full-time kinda guy or a contract kinda guy. Once you begin to mix the two, be prepared to cover this with any Hiring Managers that are looking at you for a full-time position down the line. Some (not all) employers don't typically want to approach "contractor" types for their full-time positions because they fear that this person might either jump for more money (a higher rate) down the road or lack the depth and longevity of skill associated with long term employment. In the back of their mind, they may also be afraid that you really do prefer the constant change and higher income of short term engagements.
Time off the job market! If it is a very short contract (1 month), you won't have a problem. However, if you sign up for a contract that is 6 months or longer, you can't in good faith maintain your job search for a full-time position since most companies will need you to start within two weeks of making you an offer. You'll have to put your job search on hold with longer contracts until approximately a month before your release date so that you can focus on jobs with an expected start date that you can actually accommodate.

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