This week’s recurring theme was the “salary apology”. Time after time, I asked candidates about their salary objective and their responses went like this : “Um…well…I am paid pretty well and I just want you to know that I could be flexible. Money is not that important to me.”
That is not the way to answer that question – especially when a recruiter asks. You know what we come away with? You are flexible and will take any old, low-ball salary.
You are paid what you are paid. You have done the work and now you earn that much money. The only reason to deviate from this is if you are looking to move to part time work or get into another occupation. That’s really the only time to drop your expectations.
You can offer to be flexible but definitely don’t lead with that. If you really love the sound of the role or if the commute is going to save you a ton of time or money or the company is offering a bunch of non-salary perks (like a car or a house), you can offer a salary range that gives some potential wiggle room.
If there is a big difference in what you are making and what the job is offering, chances are there are other things that will be misaligned as well. The company may be much larger or much smaller or the role might be much broader or much more narrow.
Then there is the perception a weak answer gives to the hiring manager. If they hear you say you would take less money for their role and that is something they would never do themselves, they will wonder what is wrong with a) you or b) your present situation.
Maybe the most important reason to be clear on your salary objectives is this: it is absolutely heart breaking to get through the interview process, learn that you are one that has been selected for the role and then get presented with an offer that is 20% lower that what you make now.
So be clear and honest about your compensation objectives. It’s for your own good.
I learned last summer, that taking vacation can be complicated. Essentially, vacation should be about having a break from your every day routine. Now that we work from home offices and Wi-Fi gives us email access everywhere, taking a break requires a concerted effort to disconnect.
My first week off last summer was not a break. I was planning to use the week as if it were six Saturdays in a row. I was going to catch up on house chores, run errands and gorge on Netflix. Because I was feeling pretty low key about it, I did not plan appropriately.
I didn’t tell my clients or make arrangements to hand over my projects to my capable colleagues. I don’t think I even put my out of office notifier on.
Guess what happened? I worked every day. Not all day, like I usually do, but every day.
Halfway through the week, my husband declared that I was not on a stay-cation but rather a fake-cation. (And in his opinion, I was fooling no one!)
But I learned my lesson.
I am planning for my summer time off now. I am blocking the time on my calendar and sharing it with my colleagues. When the time off gets closer, I will work it into project plans and let my clients know who will be driving while I am doing other (non-work) things.
I will make plans for each day – special stuff that I would not ordinarily do. I’ll leave some flex time so that I could take advantage of any particularly good weather. The only things that will be outlawed will be Zoom, Teams and Slack.
It feels good to make some plans. Go ahead and make some of your own.
There has been a strong theme in my conversations this week. People are tired. Not tired from lack of sleep but tired as in weary. The novelty of staying home has long since worn off and we are aching for the chance to get out and do at least some of the things we used to do.
So there are no career tips or interview strategies today. Instead, I am gifting you with five minutes. Look straight ahead and close your eyes and if anyone interrupts, tell them you are reading something important and you will be right with them.
So you have scored an interview….cool. Now what?
After you make sure that your shirt is pressed and you have plenty of dental floss, you can move on to the research phase.
Research is not just looking up the address and the company’s stock price. It’s more than reading the company’s website.
Research falls into two basic areas: the person you are meeting and the organization for which they work.
Is the hiring manager on LinkedIn? How long have they worked at the company? Have they been promoted? Where did they go to school? Have they always been in this business?
Is the company public or private? What does the corporate structure look like? Where is the headquarters? Have they won awards or been recognized for special activities? Are they expanding? Do they have a new product line?
Investing this time will pay big dividends. It will give you just that bit of extra confidence when you log in and smile at the interviewer. It will also help you pick the anecdotes from your career that you are going to use as examples in the inevitable behavioral questions. You can pick stories that are going to really resonate with the hiring team.
The last and maybe the biggest reason to do all this research is to make sure that the organization is aligned with your own values and mission.
There is nothing worse than bragging about your new job offer to your friends and having someone ask how that massive product recall is affecting them or whether the class action lawsuit has been settled. Sure, it’s never too late to back out but wouldn’t it be better to have known about it from the get go?
Picture this: you are in a job interview and it is going really well. You feel like the conversation has flowed nicely and your answers have been thorough and thoughtful. The hiring manager has provided a great outline of the job and the expectations. Then she says, “Do you have any questions for me?”
The answer to this question should always be yes. This is a chance to continue the conversation and to get some more candid responses from the hiring manager.
It also demonstrates that you are interesting and the type of person to go beyond the typical answers. A good questions has the potential to get you a few extra checkmarks.
You can ask questions about the manager.
- What do you like about this firm?
- How was transition when you joined the company?
- What are you most proud of?
Or you can ask questions about the organization.
- Where do you think this company is headed?
- What does the competition look like?
- How does this organization innovate?
You want to be mindful of the person’s time. You won’t have the chance to ask all of the questions so try to pick the best one.
A good interview with comprehensive questions should answer most of your questions about the day to day details of the job. You can finish strong with some juicy questions of your own.
It’s spring and my LinkedIn feed is full of people’s job change announcements. It is refreshing to see so many changes. It takes courage to change jobs during normal times so I thought perhaps people might be reticent to do it during a pandemic.
It just goes to show that we can figure out how do lots of things during challenging times. There are many people who have been successfully hired and onboarded over the last year.
They networked, heard about an opening, went through phone calls and Zoom interviews. They did case studies and presentations and aptitude tests on line. They lined up their references. They resigned on Team, had virtual going-away beers and promised to stay in touch.
Modifications to the process? Yes. Does it continue? Of course it does.
If you are feeling blue or stuck or bored or lonely, take a look at a few jobs. Find some that look interesting. Find other people who do that work – do they seem like your people? If you met them at a virtual conference, would you have enough to talk about?
Take the next step. Zhuzh up your resume and put it out there. Connect with new people on LinkedIn, Twitter, Instagram or Clubhouse. Talk about your interests and your challenges and listen to theirs. Spend time thinking about you learn. Carefully evaluate the opportunities that come your way (and they will). Are they better that what you have today? If not, that’s okay.
You may not end up with a new job but you will certainly end up with a fresh perspective on what you are doing today.
My team has conducted hundreds and hundreds of video interviews over the last year and we have learned a thing or two about what it takes to be successful in this new-ish virtual world.
Floss more – we are up close and personal all the time. Where I used to advise people to check their buttons and zippers before a meeting, now my advice is to check your teeth for errant kale or bagel seeds.
Pants less – we all joke about not wearing pants anymore but a word of caution: when you jump up to close your door, we will all know that you are not wearing pants.
Check your mug – I was talking to my straight-laced colleague, Stephen, yesterday and he kept staring at something and moving closer to the camera. Finally, he asked me what my mug said. I realized I was using a gift from my sister-in-law with some colourful language that seemed appropriate for women our age but not really for a Zoom call. We both turned all kinds of red but had a good laugh about it.
Find a phone stand – do not hold your phone in your hand. Get a phone holder or lean it against something. A moving phone is nausea inducing for your audience. Trust me on this one. Your hand is never as still as you think it is and if you sneeze, all bets are off.
Watch the angle – people don’t want to be looking up your nose or at the side of your face. Pay attention to what your audience will see.
Check your background. Sure, it’s fun to check out each other’s home office set up but you don’t have to share that if you don’t want to. Here’s how you can change your Zoom background (link) and blur the background in MS Teams (link)
Video calls on one of the best tools we have to keep ourselves together and connected. Use them well and often.
I read resumes for a living. I read other stuff too but resumes are the main focus during the day (and sometimes evenings, much to my husband’s consternation).
It never gets boring, Each resume, like each person, is interesting and unique. People take different paths to the same role, have different educational chapters and insert more or less of themselves in their resume.
- Spelling mistakes
- Fonts with curly cues
- Indented boxes and sidebars that get mangled by my software
- Leaving out dates or titles
- Not describing the scope and scale of an employer
- Squishing in too much information by using narrow margins and 8 pt letters
- 20 bullets for one role and only three for the others
- Acronyms that are not widely understood
These are all things that take away from the positive impression that your resume is supposed to provide. It’s as if you are strolling along and you suddenly trip on the rug. Once you recover, it can be hard to remember what you thinking about before.
So before you send me your resume, have someone read it for you. Ask them if it’s smooth. They make look at you funny but it will give them a constructive perspective which should generate good, usable feedback.
Let’s start a movement. Let’s make tomorrow an official LinkedIn recommendation day.
Today, when you are in those mind wandering moments that we all have, think about someone you would recommend.
- Perhaps a former colleague or manager
- Someone who provided great service like a vendor webinar host
- A fellow volunteer
To make a recommendation, go to your contact list, find the person and click recommend beside their name. Choose the relationship that you have/had and then go crazy. Remember that this will be seen by the world. This is not Facebook. Drunkface comments are not welcome. Be clear about how you know the person, what they did and how well they did it.
Think how great it will be when they open their inbox to find an out of the blue recommendation. It will surely make their day. It’s like sending a thank you card without the hassle of the envelope or stamp.
Of course we make recommendations for altruistic reasons but imagine if you are one of the recipients. Remember, it is a bit of a traditional that one recommendation deserves another.
So give it some thought and mark your calendar. Let’s start a wave in the big LinkedIn stadium.