Job Search Blog

As a recruiter, I understand that stories are a fundamental part of human communication. They have the power to connect us, teach us, and inspire us. That’s why, as a candidate, sharing your experiences through stories can be a valuable asset in a job interview. It not only provides insight into your past accomplishments but also demonstrates your unique personality and character.

To help you craft a compelling story, here are six types of storytelling tactics that you can use:

“Who I am” stories, which identify who you are and where you come from.

These are stories include personal challenges you’ve faced, your journey through college or work experience, and stories that show you as a loyal and quality employee.

“Why I am here” stories, which explain what you can do for a new employer.

These are stories should be positive and engaging, explaining why you want to change jobs or why you are seeking a new position.

“Vision” stories, which are about the future and what the company could look like with you on board.

These are stories are based on your past experience and the changes and impact you have had on companies you have worked for in the past.

Learning stories, which are about what you have learned from successes or failures.

These are stories are your own or those of others. People love to hear about how you overcame failure and what you learned from it.

Value stories, which showcase values such as honesty, integrity, character, and doing the right thing.

These are stories are about how you learned the value of hard work through having multiple jobs in college.

“I know what you’re thinking” stories, which address potential concerns that a hiring authority may have about your background or experience.

These are stories demonstrate that you are proactive and have thought about how to address any concerns

While it can be challenging to master these tactics, having a few personal and business stories that are concise and highlight key points in your career will suffice. It’s also crucial to have stories that address any potential concerns a potential employer might have before they even bring them up. This demonstrates that you are proactive and have thought about how to address any concerns. By utilizing these storytelling techniques, you can create a compelling narrative that will engage and persuade your potential employer, increasing your chances of securing your next job.

Asking for the job is a crucial step in the job search process, yet many job candidates hesitate or avoid doing it altogether. This is a missed opportunity to show interest and enthusiasm for the position, and potentially secure the job.

The Importance of Asking for the Job

Asking for the job is crucial in the job search process because it shows the employer that you are genuinely interested in the position. It also gives you an opportunity to clarify any doubts or concerns the employer may have about your qualifications or fit for the role. Additionally, asking for the job demonstrates confidence and initiative, which are qualities that many employers value.

Common Excuses for Not Asking for the Job

I have heard all the excuses that job candidates use for not asking for the job, such as:

• “Well, we ran out of time…”
• “Well, it just didn’t seem appropriate…”
• “Well, he was in a hurry…”
• “Well, he said he had to go…”
• “Well, she said she had to get on another video call…”
• “Well, we were on a different topic…”
• “Well, we were talking about personal stuff…”
• “Well, we got off topic…”

Firstly, running out of time or being in a hurry is not a valid excuse because asking for the job does not take a lot of time.

It can be as simple as asking the interviewer if they see you as a good fit for the role or what you can do to improve your chances of getting the job.

Secondly, feeling it’s inappropriate is not a valid excuse either because asking for the job is a natural and expected part of the job search process.

Employers want to know that you are interested in the position and willing to take the initiative to secure it.

Thirdly, getting off topic or discussing personal matters is also not a valid excuse for not asking for the job.

While it’s important to build rapport with the interviewer, it’s equally important to express your interest in the position and clarify any doubts or concerns they may have about your qualifications

Overcome Excuses with The Courage to Ask

I could go on and on, but these are the kind of ridiculously insane, unfortunate excuses that I get from candidates when I asked them, “did you ask for the job?” To increase your chances of getting the job, it’s important to ask for it with confidence and enthusiasm.

One candidate of mine who is a very experienced sales guy, when I asked him if he asked for the job, he said “I told them I wanted the job.” That’s not the same thing as asking for the job.

Here is the truth. Most people can’t muster up the courage to say, “Are you going to recommend me for the job?” And “what I need to do to get the job?” or “Are you going to hire me?”  Phrasing questions that demonstrate your skills and interest can set you apart from other candidates.

Look, I know this takes guts, but most employers will absolutely totally respect a candidate who asks. I can’t tell you the number of candidates over the years that have gotten hired simply because they asked these questions.

I know it takes courage, but once you get in the habit of doing it it’s also very simple.  Avoid using common excuses for not asking for the job and overcome your fears to take the crucial step of asking for the job directly, doing so will increase your chances of getting the job.

Losing a job can be a difficult experience to navigate, especially when you thought you had job security. This is the story of Ted, who got laid off from a consulting firm he had been working for. Despite being told that his job was protected, he was let go, which left him feeling frustrated and disappointed. This article delves into Ted’s experience and examines his job hunting journey.

The Pain of Being Let Go Despite Promises of Job Security

Ted was laid off from his consulting firm, despite being promised job security. His frustration with his employer grew when he found out that he had lost his job after being repeatedly told that he would be protected. Although he had started to look for new opportunities, he decided to stay when he was convinced that his job was secure. However, he now found himself without a job and in need of a new opportunity.

The Importance of a Positive Attitude During the Interview Process

During job interviews, Ted spent too much time complaining about his former employer and being laid off, which affected his chances of being hired. He had to be reminded to move on and focus on his skills and qualifications. Despite struggling in the first two interviews, he performed well in the next three after being advised to change his approach.

Ted faced another challenge when he had to reschedule job interviews due to his current job. The client was frustrated with this and questioned Ted’s loyalty to his current employer. Although Ted assured the hiring authority that he was committed to the new opportunity, his behavior raised concerns.

When the time came to discuss the job offer, Ted postponed the meeting twice due to work-related issues. This frustrated the client, who questioned whether Ted was too busy with his current job to accept the new opportunity.

Letting Go of Anger Towards a Former Employer to Move Forward in Your Career

In summary, Ted’s behavior during his job search, including complaining about his former employer and rescheduling interviews, raised concerns about his loyalty and commitment to a new opportunity. To succeed in his job search, Ted needs to focus on his skills and qualifications, avoid negative talk about his former employer, and prioritize his job search over his current position.

The Significance of “Time Kills Deals”

As a recruiter, I have witnessed time and time again how crucial the phrase “time kills deals” is often used to emphasize the importance of making timely decisions in business, yet people tend to believe it only applies to others. It emphasizes the importance of making timely decisions and not relying on verbal promises until an official offer is made.

This phrase is particularly relevant in the hiring process, where delays can cause candidates to lose interest or take other offers, and companies to miss out on top talent. In a fast-paced business environment, every day counts and waiting too long can be detrimental to both parties involved.

Waiting for a Promised Job Opportunity

I have helped my candidate secure several job interviews. However, the first company did not offer a strong enough opportunity, so she quickly dismissed it. The second company seemed very interested in her, but just three days after her interview, they informed us that the company was on a hiring freeze. The hiring authority asked if she could wait until May or June, with the promise that the requisitions would be open by then. I couldn’t help but laugh and asked,” which May or June do you think he has in mind?” It was only the beginning of March, and in my profession, three months might as well be a year. Waiting for that long means nothing and no candidate should be expected to do so in the normal world of business.

This left us with two good companies, both with good opportunities for her. She liked one of them a little better than the other, and both companies were now in their third week of interviewing her. However, it’s important to remember that time kills deals.

The company she liked the best informed her that she was their top choice and they were going to hire her. Meanwhile, her second choice, which was close to the first, told us they would get back to us in a day or two. However, last Monday came and went without any news from them.

I called the hiring authority of her first choice to explain the situation. Surprisingly, after three weeks of interviewing, he and his boss still needed to get corporate approval. On top of that, they were uncertain when they would receive approval, only being told “in a week or so.”

Her close, but second choice, called her today and offered her the job. She accepted and starts work in two weeks. This situation just proves that hiring can be messy and unpredictable, and it can never be accurately predicted, even when people assure you that you’re going to get the job.

Throughout this whole ordeal, my candidate handled the situation gracefully and never got too upset. She was understandably frustrated, but there was nothing she could do about it. If her first choice gets “approval,” they are going to have to start the interviewing process all over again.

The Unpredictability of the Hiring Process

Never put all your eggs in one basket and never believe someone when they tell you they’d like to hire you until they make an offer. These are two important lessons that my candidate and I learned during this hiring process. It can be frustrating and unpredictable, but it’s important to keep your options open and not rely on just one opportunity.

In the end, my candidate found a good job with the second company she liked, even though it wasn’t her first choice. It’s important to stay patient and be prepared for any outcome. You never know when a company may suddenly change their hiring plans or need to get corporate approval. By keeping multiple options open and not relying on just one opportunity, you can increase your chances of finding the right job for you.

Lessons from FDU

I love basketball. Our son Brian played at LSU, went to the Sweet 16 his junior year and played 10 years professionally overseas. I know there is no such thing as reincarnation, but if I were ever to come back with the skills of a basketball player I’d be awed; that’s my appreciation of the sport.

Sports are fun with multiple metaphors for life and success.

Currently, in March Madness, we saw Fairleigh Dickinson University (FDU) that is ranked 16^th seed in the bracket beat Purdue.  Purdue is the number one seed in the bracket.  It was a real feature, displaying determination and skill.

When FDU got into the game they played with absolute reckless abandonment. They acted like they didn’t really care whether they were going to win or not, they just went out and played like there was no tomorrow. They acted like they can absolutely care less what anyone thought, said or did…they just played as hard as they could. They dominated with their attitude. Purdue had a conference player of the year, 7’4″ guy who appeared to be so intimidated, he didn’t take a shot in the last three or four minutes of the game.

This was only the second time in the history of the NCAA tournament that a number 16 seed beat a number one seed. When it came down to it, FDU simply had a stronger belief then Purdue and then acted on it. Against most odds these kids simply executed on their belief. It was really nice to see their coach, in the locker room after the game, remind them that they need to accept this win with humility.

Winning attitude is everything.

It made me wonder, because I think about people getting interviewed and hired a lot, how many more of my candidates would get hired if they had the same kind of attitude as FDU had.  An FDU winning attitude when going for a job interview can set you apart from other candidates.  Some main attributes for a “March Madness – FDU” winning candidate attitude would include: preparation, adaptability, humbleness, and follow through.  By demonstrating the qualities above, you can show your potential employer that you have what it takes to not only handle the challenges of the job, but also excel and contribute to the success of the organization. So, when preparing for your next job interview, consider channeling your inner March Madness champion and showcase the winning attitude that can make all the difference in landing your next job.

Making a positive impression on the interviewer and avoid coming off as flaky is key. Being flaky can have negative consequences in various aspects of life, especially in job interviews.

Here are some reasons why being flaky is generally considered a negative trait:

1. Prepare in advance: Research the company and the position you’re applying for. This will show the interviewer that you are serious about the job and have done your homework.

2. Be punctual: Show up on time for the interview, or even a few minutes early. Being late is a sign of disrespect and can make you appear unreliable.

3. Dress appropriately: Dress professionally for the interview. This shows that you take the job seriously and are willing to make an effort.

4. Be confident: Confidence is key during an interview. Speak clearly and concisely, and be sure to answer the interviewer’s questions directly.

5. Be honest: Don’t exaggerate or lie about your skills or experience. This can backfire and make you appear flaky or untrustworthy.

6. Follow up: After the interview, send a thank-you note or email to the interviewer. This shows that you appreciate their time and are still interested in the job.

Below is a recent example of the effects of a flaky personality and the consequences on potential job prospects.

The Interview

Our candidate has a great track record of performance, some real stability and, on the surface looked like to be an excellent candidate. And, fortunately, we had a wonderful long-term client who had been looking for someone with her background about three months. We scheduled a telephone interview with the hiring authority first.

Strike One: Lack Punctuality

She agreed to the telephone interview for 8 AM last Wednesday morning. The hiring authority called her cell phone number and got her voicemail at 8 AM. He called back at 8:05 AM…voicemail again. He then called back at 8:10 AM and she picked up. She apologized and said that she was taking the call while she was taking her kids to school and that at 8 AM she was driving through a school zone and couldn’t answer the phone. Keep in mind she knew about this interview two days before it took place and she’s the one that suggested the 8 AM time. When she told the hiring authority that she was in a car, having dropped off her kids, he was disappointed that she didn’t make the interview a higher priority.

The telephone interview didn’t last very long and they agreed to a video interview the next morning at 10 AM. When the next morning came along, the hiring authority had sent a video invite and candidate could not get her computer to work right. She could hear the hiring authority but she could not see him. Later, she could see him for a minute or two and then the video kicked off. This certainly wasn’t a good way to get things going. They had the interview but she suggested that they redo the video interview the next day and she assured our client that she would have her technology fixed then.

Strike Two: Not Prepared

The next day rolled around and, good news her technology worked and a video interview began both with audio and visual. Five minutes into the interview, according to the hiring authority, her cat walked across her PC while she was interviewing. According to the hiring authority, she immediately picked the cat out, apologized, put the cat down on the floor and then the cat jumped on her lap. She asked to be excused for moment so she could put the cat outside the room and shut the door. Okay, then the cat started whining and scratching the door and even though they had the interview, it was about as distracting as it gets.

Strike Three: Unreliable

In spite of this, the initial interview went well. The hiring authority wasn’t pleased with all of the missteps but he was willing to give her the benefit of the doubt and suggested that she go to the next step in the interviewing process. They arranged a time two days later for her to do a video interview with the hiring authorities’ boss. They all agreed to the time, etc. The time came in the interviewing authority initiated the video interview…and waited…and waited…and waited. Our candidate didn’t dial in. Of course the hiring authority was a little embarrassed, but called us and wanted to know what happened. Of course we called our candidate and she said, “oh, didn’t they get my email? Today was a school holiday and my kids were off school and their home. I wrote them earlier this morning and told them I wouldn’t be able to make the video interview.”

Well, neither the hiring authority nor his boss got the email and they were expecting the video. By this time this whole process with our candidate was getting really old. We had been doing this for a week and a half and still hadn’t gotten any reasonable traction beyond an initial interview. In the meantime, we had come up with two other really good candidates. Well, they really weren’t quite as good as our first candidate, but she had created such flakiness that our client just decided to move on.

I don’t have a problem if a candidate doesn’t get an opportunity because they don’t interview well or they’re not as good as other candidates, but when they lose an opportunity because they’re flaky or, at least, act flaky, it’s a real shame. It’s hard to even imagine that a candidate would even consider doing a telephone interview while they were taking their kids to school.

What’s even more absurd about this is that, when the candidate found out they were no longer going to consider her, she was furious. She yelled at me that if they were going to eliminate her for those reasons, they didn’t deserve her. Really sad!

Overall, being flaky can have many negative consequences, which is why it’s important to demonstrate reliability and follow through on commitments. This is especially important during job interviews, where flakiness can make a poor impression on potential employers.

It was a very niche sales profession that my candidate was in. Fortunately, I’ve been around long enough to know exactly where to go and who to call. I’d worked with this candidate about two years ago and he found the situation on his own. But I was still really lucky to get him this go-round.

There are only a few elite firms that can afford guys like this because making $1.5 million-$2 million is reasonable to do even your first year if you know what you’re doing. And this guy had been pretty successful before. So, I picked up the phone and began my quest.

It’s the kind of business that most principles will talk to any solid player and no make room for them if they have to. So, I decided to start at the top of the heap. I left a voicemail for one of the principles. I have to admit it was an excellent presentation.

He calls me back and after a minute or so of discussion, he starts laughing. He says, “you know,… I remember him….. I interviewed that guy twice a couple of years ago and he was supposed to call me back. He never did, not even to say that he had taken another job or that he wasn’t interested or… anything.  I even called him and left two messages and never heard from him. We have an opening for a guy like him, so now you know what I’m looking for. But I’m not interested at all in speaking with him. If he treats clients the way he treated me, he won’t make it here in our company.”

I haven’t had a chance to speak to my candidate about this yet. But it will be interesting.

Never let your ego get bigger than your game.

It couldn’t be more simple than this. I had the good fortune of having an excellent candidate who I believe able to get four really great interviews with really good organizations. One of the firms said that they were really ecstatic about interviewing him, but couldn’t do it for eight days. One of the hiring managers has been looking for two months, thought the guy would be perfect but his “process” is to have his HR department talk to the candidate first. He said that he would have them get a hold of me and initially screen the candidate. That was a week ago and they still haven’t reached out to us. I called the hiring manager and left him a message that they had not reached out to us. He said he’d see what he could do.

One of the hiring authorities, after looking at the candidate’s resume said that he would call him right away even though he was on his way out of town. He did call the candidate right away and over the phone stating real good reasons why he ought to consider coming to work at the firm.  Even though he wasn’t going to be available,  he lined the candidate up with three people that he would have to interview with the encouraged those three people to really sell the company.

Even while the hiring authority was out of town, he called the candidate three times to see how the interviewing was going and expressed his interest in answering any questions that the candidate might have. My other clients moved at a snail’s pace in getting the candidate in the queue. Everyone admitted that he was a wonderful candidate and they could see hiring him, but their actions spoke so loudly I couldn’t hear what they said.

by the time to my clients were ready to interview my candidate for a 2nd round, the 1st company was making him an offer. The reason the candidate said he wanted to go to work for the 1st organization was because the guy that was trying to hire him was so attentive to getting him into the company. The hiring authority built a personal relationship with the candidate and made the company and himself really palatable.

People go to work for people. They don’t go to work for companies

Types of Recruiters

Traditionally recruiters have been defined in two broad camps.  The retained recruiter, who is just that, “retained,” to find an employee which was one group and the other was the “contingency group” that received their compensation only if they were responsible for causing a candidate to be hired.  There is, however, a broad range of even contingency firms that you need to be aware of so that you can decide if they can actually help you find a job.

Understanding the various types of recruiters is important, so that you can seek out proper help.

What Recruiter Professionals Do for You

What you should expect and how you should deal with a “recruiter” totally depends on your understanding of the kind of recruiter that you’re dealing with.  When you know the kind of recruiter that you were dealing with and his or her relationship to the employer, you will know how to manage your own expectations.

In general, here is what recruiters can do for you:

• Provide access and knowledge of opportunities with the firm’s before they are “broadcast” to the world.
• For the most part, (we will see in the exceptions to this below) we have a much more in-depth knowledge about an opportunity than an individual could gain on his own.
• We will “coach” you and sell you and your attributes, as well as sell around your shortcomings, better than you can for yourself.
• Because a recruiter knows how you compare with your competition for positions, they can provide for you the advantage. They know their market.
• We will help you “manage” the process of interviewing and negotiating. Because a recruiter deals with this process daily, we know how to do it better than an individual even if they change jobs often.
• We are going to help a candidate maximize their compensation possibilities. Most of the time the recruiter is compensated based on the salary package the candidate receives.  It is in their best interest to help you reach your compensation potential.
• We can provide you more job interview opportunities quicker than you can do for yourself. Most people don’t deal with the job opportunities, career moves etc. on a daily basis.  A recruiter does.
• The help of a recruiter implies most top professionals do not want their job search to be “floating around” the Internet or anywhere else for that matter.
• A recruiter, many times, has an intimate but objective view of the hiring company, the hiring authorities and the “politics” of the specific hiring process.
• We are comfortable with all of the steps in the process of getting hired.
• We know what to do when things “go wrong” in the hiring process.

Recruiters help job seekers by providing advice and connections to employers.

What this all means to you is simply this: a recruiter most likely can assist you with job placement but, it takes a team. Candidates need to manage their expectations of what a recruiter can do for them, and help the job search process. There are many types of recruiters and each one has their own specialties. You should be able to identify which type of recruiter is best for your particular situation, and then be proactive with the recruiter in the job search process.

If we’re in a recession and I’m not sure yet, it will be the seventh one that I have seen in my experience. I got into this profession in 1973 in the middle of a recession and just didn’t know any better. I remember coming out of higher education and just plain not knowing any better. I was unaware that it may not be a ‘smart move’ to get into the, what was then called, “the employment agency business.”

Our profession is always on the tail end of whatever the economy is experiencing. The people we placed this month started interviewing in the latter part of 2022. Just recalling the last four recessions, 1986, when real estate, banking and oil and gas all went on their butt at the same time in Dallas Texas, the dot bomb, 9/11 and 2008, I realize that kind of hiring we’ve seen up until recently won’t pick up again until companies out there have more confidence in themselves. Expansion and hiring are not things that companies do unless they feel the economy is stable and growing. Let’s face it, we’ve had 10 years of pretty excellent growth in the economy and we all knew that it was bound to get “corrected” somewhere along the line. That’s free enterprise. We just didn’t think something like a virus would cause it.

Life is uncertain!  Plan for the best but prepare for the worst.

So, this is all nice theory to talk about, but even understanding it doesn’t help the 68-year-old engineer who got laid off today and called us, not having any idea what to do. I don’t know if understanding this helps the administrative assistant that we placed four weeks ago who got laid off yesterday. I know it’s really easy, but rather glib to simply say “well, just hang in there things will get better.” We all know that things are going to get better…we just don’t know when. And that’s the problem.

The people who are actively looking for a job full-time must take action, by following key principles of Prayer, Planning, and Performance.

Prayer

Even if you don’t believe in it… start now.  Don’t bemoan the fact that you got laid off and call 10 other people to complain about it.

Plan

Update your resume, LinkedIn account, and make sure you’re going to be able to get a good reference from the people you have most recently been working for/with.

Perform

Volunteer in your industry, network, and set-up interviews in search of the next job opportunity.

One bit of good news. . . .an assistant controller we placed with the company about seven months ago got laid off from that company two or three months ago.  The controller called her last week and said that laying her off was one of the biggest mistakes he had ever made and he hired her back! Good things do happen! She was ecstatic but her hard work and good attitude kept the door open for re-hire.

Have faith/believe and keep a good attitude, this too will pass and you will be better for it in the end.