Tony Beshara

Linda was an outstanding candidate… solid skills, worked eight years for the premier organization in her field and a fantastic track record… she had been passed over for a promotion and knew she needed to leave…

She was making top dollar and, since she’d been in her profession for eight years, she knew what she wanted and  the landscape of her business…

We got her an interview with one of her competitors that she was very pleased with it… we got her another interview with another firm she claimed to know… she said, “I don’t want to go on that interview… I spoke to two people that know the regional director and he’s absolutely awful to work for… I never run into them in the marketplace… it sounds like they want to pay less than what I’m making now…I’ve been taking too much time out of the office to interview and my management is going to start being suspicious… I just can’t go on the interview.”

We explained, “Linda, you got to go on every interview you get the chance… you don’t know enough about these companies, even if they are a competitor of yours, you don’t know anything about the director, you’ve never met the guy… you have no idea what kind of money they will pay until you sell yourself to them and give them good reasons as to why they ought to hire you!”

After  five minutes of downright arguing , Linda agreed to go… but she said, “I’m only going because I’m afraid if I don’t, you won’t get any more interviews!”

The company had interviewed 17 candidates over the past six months and not found one that came close. After a two-hour interview with four different people, including the CEO Linda got offered the job and accepted… and by the way she got a $10,000 a year base salary increase…also, the director turned out to  be awesome…

Go on every interview you get the opportunity for… you never know what might happen.

One of the attributes of our new Pope, Pope Francis is that of humility… we don’t see a lot of humility in the world today and it made me think how that attribute of is a great lesson for both job seekers as well as hiring authorities…

Often candidates think that when you sell their features and advantages and benefits to a prospective employer they have to be less than humble and that’s not true… you can still be really good at what you do but present in a humble way… and that’s the key

If you are a job candidate and a have particular skills and attributes that have made you successful, it’s imperative you present those to a prospective employer… but the way you do it, with humility, makes all the difference in the world

Prefacing your features/advantages/benefits presentation on yourself with comments like, “I’ve been very fortunate to be blessed with gifts and I’ve tried to hone them…” or “I’m grateful for the attributes  God has given me, they have been benefits to the companies that I’ve worked for and would be for your company too…” or “I was a little bit better than average in my accounting skills, but fortunately one of my mentors pushed me as well as disciplined me to carry them to the highest degree…”

Make humility part of your skill set… using words like “fortunate… blessed… grateful” etc. will make all the difference in the world

Most people don’t recognize how many interviews, on average, it takes to get a job… if you ask most people, even professionals, they  speculate that it takes four or five initial interviews to get a job offer… well, the truth is that it takes 14… then you read it right… 14…

That’s 14 initial interviews to eventually get an offer that you would like to accept it… this average is based on the 2012 statistics of our recruiting firm… we place professionals in Sales, accounting, engineering, banking, IT… everything except healthcare… the range of these numbers are seven interviews for the people in IT to 18 interviews for people in sales

Most people aren’t aware of just how difficult it is to even get 14 interviews or how long it takes… it could take months… even a year… this number may change as the economy gets better… but you need to be aware of it…

This means that if you were a job candidate you need to take massive action to get interviews… you can’t rely on sending resumes over the Internet, or on friends to help you, or family… you got to pick up the phone and call as many people as possible and get an interview… you got get 14 of them to get a job

…i often talk about the fact that much of the hiring decision is based on the question of “do we like you?”..the answer amounts to 40% of the hiring decision..most hiring authorities won’t admit to this, but they decide this way..

this week the CEO of one of the companies we work with…a $500 million company…started from scratch by the CEO..on its way to $1 billion… shared one of his hiring criteria…he said:

“after we decide we think a candidate can do a good job for us, we ask ourselves ‘would we want to be in the duck blind with this guy..(or gal)’…if our answer is ‘yes’ we are likely to hire the person.’

now, if you have ever hunted ducks for any length of time, you get exactly what the CEO was saying…most of us duck hunters know that the time you spend in a duck blind isn’t shooting ducks..(i wish) it is quietly waiting for them in the rain, sleet, snow and cold…now the folks you are with in the duck blind make a tremendous difference in the success and enjoyment of the hunt…being in a duck blind with someone you really don’t like or don’t want to be around is absolute a-g-o-n-y…it is absolutely a-w-f-u-l…even if you don’t duck hunt, think about the kind of person you’d like to be within one foot of in a dark, cold, wet, rainy 10 ft. by 3 ft. box quietly waiting for ducks for 4 or 5 hours…when the ducks don’t fly, you are gonna talk with the folks in the blind…and what if you don’t like ’em???

get the picture???…think about it..that is about the quintessential ‘do we like you’ test…’would you want to be in a duck blind with this person’….brilliant!!

so, just know that the folks you are interviewing with are asking themselves and each other, ‘would we want to be in a duck blind with this person?’

I interviewed 10 to 15 professionals week… folks who have anywhere from 5 to 25 years experience in their chosen field… in my face-to-face interview with them, among other things, I asked them if they know what they are selling to a prospective employer… most often I get a blank stare or I get some insane answer like, “the fact that I need a job”… (I won’t even address this!)

I then ask, in a very kind way, again, “what are you selling to a prospective employer?… What makes you a good employee?… What’s going to set you apart from the 23 other folks a hiring authority is going to interview?”

Often, candidates say things like, “well, I’m just a really good employee!” So, I ask, “what makes you a good employee?”… Often they’ll say something like, “well I’m just a hard worker!” It’s clear that most often, even the most experienced candidates really don’t know what they are selling to a prospective employer…

Successful candidates need to be able to qualify and identify specific attributes, performance and track record that set them apart from other candidates… these don’t have to be miraculous, mesmerizing, superhuman feats… they can be simple, straightforward quantifiable facts that show you are a hard worker and a good employee… the best candidates have a 30 second, “elevator pitch” about why they’re a good employee and why they ought to get hired…

So, if you are a job seeker, have you sat down and written out ten or fifteen quantifiable, provable, factual aspects of your history that make you a good employee?

Do you know what you’re selling?

Edward had a 20 year successful career with a number of different firms… he took a job as a vice president with a company based in Mumbai, India… even brought over a few of his previous employees to work for him…

Early on in the relationship, Edward caught on that his new employer really didn’t have much respect for Americans and Edward’s clearly arrogant attitude didn’t help…

Edward had never really had a problem finding a job and had always been hired by people he knew or was introduced to by people he knew… there is no doubt he was a top performer and never had a problem finding a job… even though he was earning more than $300,000 a year, he got fed up with the friction between himself and his superiors so he quit…

Edward assumed he would have no problem finding a job… he took a month or two off to calm down and started calling all of the contacts that he had…VP jobs are not easy to find, but,  after all he had never had a problem before… Edward was always very picky about the kinds of companies he would interview with and the kind of job that he would accept… after all, he was good…

Edward didn’t get as many interviews in the beginning of his job search as he thought he would… he turned down three over four interviews for positions one step below a vice presidency as well as a few of them because he didn’t feel, after looking at the company’s websites, they were the kind of organization he wanted to belong to… the calls started dwindling and even when they came,  Edward rationalized not following through with interviews because he had already turned down interviews for better positions with better companies… he also became angry and more frustrated at the situation… he had never had this much trouble finding a job…

Almost a year has gone by since Edward has worked… he has spiraled down to a frustrated, angry person… the company was sold to a group of American investors so emotional challenges of working for a foreign company are no longer there…but Edward can’t go back

Edward will eventually find a job… most likely a lot less of a position that he had for less money and hopefully he will rebound well… the lesson is, never let your ego get bigger then your game… never let your ego lead you to make a rash decision like Edward did… just because you found a job easily in the past doesn’t mean you will now or in the future…

Just this past week we had candidates eliminated from being considered for jobs for these reasons:

not bring a résumé with them to the interview
not taking notes during the interview
not having any questions for the hiring authority when asked
being 20 minutes late to the interview… and not apologizing
falling asleep in a waiting room
perfume that you could smell three offices away
a candidate had gained  so much weight he couldn’t button his shirt collar when he put on a tie
the hiring authority thought she detected alcohol on the candidate’s breath
the candidate badmouthed three previous employers
the candidate claimed to be presently employed when he wasn’t
the candidate complained about the parking to the receptionist

I wish I could tell you that I was making this stuff up… we deal with a pretty high level, professional group of candidates and this stuff still happens…

Fortunately, we are a large organization and many of our other candidates did very well…

I sometimes think I know why people have trouble finding a job…

There is so much ‘noise’ out there about how to get a job and so many people saying so many things, it’s hard to separate the right stuff from the junk…

I recently saw a video by a “job search expert” who talked about how important it was for candidates to have a blog and all of the effort it takes to write a blog, etc…

Please remember that the most important… the most important… thing you can do to get a job is to interview well… the second most important thing you can do to get a job is to get the interview… you gotta  pick up the phone, call a hiring authority who has “pain”  i.e. the need to hire somebody… and ask for an interview… then go to the interview and sell yourself…

I interview candidates all the time who spend hours upon hours crafting resumes, developing their personal “brand,” designing their LinkedIn profile, developing “guerrilla tactics” for their job search,  attending seminars and all kinds of other stuff that causes them to confuse activity with productivity…instead of trying to get an interview.

All of this stuff might be OK, but where the rubber meets the road in the job search is to get interviews and perform well on interviews… you gotta pick up the phone and get an interview, then perform well on that interview… these two things are the only things that really matter…

The major reason that people spend so much time on all of these secondary activities in looking for a job is because they can control them and they don’t run the risk of being rejected by doing them… the sooner a job seeker learns that being rejected as part of a successful job search process, the better off they’re going to be..

So, have a nice LinkedIn profile, write a great blog, craft a great resume, but quit doing this stuff instead of trying to get interviews…

Focus on what really matters…

…twice this week, our firm had candidates who got eliminated from contention because of, one a history of DWIs and the other a history of bruised credit… The mistakes the candidates made weren’t so much that they had these in their background but that they didn’t inform interviewing and hiring authorities about them BEFORE they were going to get offers…

The challenge was that both candidates were told that, after a lengthy interviewing process, they were likely to get hired but their background had to be checked… neither candidate told the companies they were speaking to that they were likely to have problems in their background…

When the companies did their background checks and discovered two DWIs for one candidate and bruised credit for the other, they decided to turn each candidate down…

Now, it’s quite possible that neither candidate would’ve been hired because of these problems in their background… but the biggest mistakes the candidates made was NOT telling the hiring authorities that they had these glitches in their background BEFORE their backgrounds were checked… each hiring authority felt that the candidates had not been honest with them… and that feeling overrode the issue that these problems were in the candidates’ past…

If you have any kind of other problems like this that are going to show up in a reference or background check, you absolutely have to tell the hiring authority BEFORE the hiring authority discovers it on his own…

Over the years, we have seen many, many candidates get hired even with felonies in their background primarily because they told the hiring authority BEFORE the background check that they had a problem in their past.

If a candidate waits for the employer to discover these kinds of things without forewarning them, the employer’s trust is violated… and again, they are as upset with not being told as they are with the issue itself… the time to tell an employer that he or she may discover this in your background is when you find out you were a finalist and you are likely to get an offer once the background has been checked…

One of our candidates… the one with the DWIs… had done his own background check on himself and amazingly enough neither one of his DWIs showed up, so he figured there was a good chance that when the company did the background check, they wouldn’t find out about them… he shouldn’t have relied on this chance…

So, the lesson is if you have any kind of glitch in your background, you need to tell the hiring or interviewing authority before they do a background check… if they discover it and feel like you need to have told them, their trust will seem violated and it’s not likely you will get hired…

There is so much junk and bad advice out there about looking for a job, interviewing, etc… I saw a video posted on YouTube where the authority recommended, when negotiating a salary and you were asked what you are presently earning, you should say “well, I’m being compensated fairly but what kind of salary comes with this opportunity?”

The guy who was giving you this advice is supposedly a career counselor with lots of experience… this is some of the worst advice I have ever heard…

If you, as a candidate, are asked a question about what you are presently earning, then answer in some ridiculous “cutesy” way by doing what the author said, “answering a question with a question”…. you are likely to get eliminated…this advice is downright stupid!

If you answer a straightforward question like that with some stupid answer that communicates you obviously don’t want to answer the question, you are  going to do nothing but piss off  the person who asked the question… where any professional “career counselor” got the idea to do this I have no idea…

When you get asked the question of what you are earning or what you have earned in the past, you need to tell the interviewing hiring authority exactly what you’re making and what you have earned in the past… any answer other than that makes you look like a fool and likely gets you eliminated as a candidate…

Any stuff you read or listen to on the Internet regarding looking for a job, interviewing etc. that isn’t written by someone who actually find people jobs, ask yourself, “does this really make sense?”