plus 1, Job seeking shouldn’t end with interview - Atlanta Journal Constitution

Job seeking shouldn’t end with interview - Atlanta Journal Constitution

Posted: 31 Jan 2011 06:56 AM PST

By Amy Lindgren

For the AJC

One of the most common frustrations described by job seekers is the lack of courtesy they feel from employers, particularly after an interview.

Amy Dickinson, an advice columnist for the Chicago Tribune, recently handled this topic when a reader asked, "Are we, as a society, becoming such cowards that we cannot be courteous? If one has gone through the interview process, shouldn't the person at least be notified of the outcome? Come on, employers. Where are your manners?"

In her answer, Dickinson noted that the phenomenon may not be new, as she applied for numerous jobs in years past and was notified only once that she wasn't getting the offer. She goes on to advise the reader to stay in touch with the employer, since "no news is not necessarily bad news," and concludes by reminding job seekers that they have a greater incentive to keep the contact alive than the company does.

I agreed with Dickinson as I sat munching my toast over the morning paper, but I knew she was going to get at least one angry response. Sure enough, the next week's column included a strongly worded letter decrying Dickinson's "gall standing up for employers' rights to treat job seekers without respect."

I still think Dickinson gave a good answer, but I can understand why it wasn't very satisfying. Employers do behave badly when they don't respond to people they've interviewed. There really isn't an excuse, other than being caught in a tsunami or getting hit by a bus on the way back from the meeting.

But job seekers aren't going to change anything by feeling hurt and angry. Nor is that a good position from which to re-contact the employer. Do you really want to sound upset when you make that follow-up call?

You were planning to make a follow-up call, right? Ah. Here's the thing that I've come to know, but not understand: An awful lot of candidates go to interviews, go home and never follow up. But they still get steamed when the employer also skips the followup.

Rather than argue about who should be doing what, I suggest that job seekers anticipate following up not once, but five times. Yep, five. Further, I'd like to introduce the idea that the employer may never respond at all. If you keep your expectations low for them, and high for yourself, you'll feel more in control of the situation. What's more, you'll suffer less disappointment, since people will be acting exactly as you anticipated.

Curious about those five followups? Here goes.

1. Handwritten thank-you note sent by snail mail the day of the interview: "I was delighted to meet with you today and look forward to our next conversation. Thank you so much."

2. Formal follow-up letter emailed within five days of the interview: "I wanted to thank you again for our meeting last week, and to express my interest in this position. Upon reflection, I realized that we did not get a chance to discussâ€¦."

3. Follow-up call a day or two after the email: "I wanted to touch base to be sure you have all the information you need from me as you prepare for the next round of interviews. I'm very interested in this position and I'm excited about the prospect of telling you more about what I can contribute to your department."

4. Follow-up call (or voicemail message) five days after the last call: "Just a quick message to touch base on the interview I had 10 days ago for the ___ position. I'm still very interested in the position, but I'm a little concerned I may not be able to keep my schedule open for the next round of interviews. You can reach me at _____."

5. Last follow-up call (or voicemail message) five days later: "I wanted to reconnect about the ___ position I interviewed for earlier in the month. I'm still very interested but I've had to focus my attention on interviews with other employers, so at this point I think I'll stop touching base. Don't hesitate to call if you want to bring me in for another conversation; otherwise, I'll reconnect when I have a new position and we can get together for a cup of coffee."

I know, that last call might involve a white lie, but don't you like the idea of making the employer think they missed a good candidate? I can't promise that making five followups will transform you from job seeker to employee, but I'm certain that it will feel better than simply waiting for the phone to ring. What have you got to lose?

Amy Lindgren owns Prototype Career Service, a career consulting firm in St. Paul. She can be reached at alindgren@prototypecareerservice.com or at 626 Armstrong Ave., St. Paul, MN 55102.

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Your talents, conversations can create job for you - USA Today

Posted: 31 Jan 2011 06:41 AM PST

All this talk about how someone or something like legislation, the stimulus, the president or the government needs to create jobs is making me impatient.

Why not create your own?

It can happen — and does a lot — if you're paying attention. Here's one way it can happen right before your eyes.

Janice, an executive who is one of my clients, has been faithfully meeting with people who have the power to hire — senior managers and company owners — to talk about her career. Her goal is to make the rounds with people in her industry to get their perspective, learn more about their firms and let them know of her value. No pressure. She's not asking anyone for a job.

She's gotten darn good at talking about herself. In fewer than four minutes with her, you know how she can turn around an ailing company into a profitable one, that she's a strategic thinker and understands how to get things done through others. She makes you feel comfortable. Confidence oozes from her.

Before a meeting, she does her homework. She knows the kinds of problems the manager faces and how her expertise could help.

Without bragging, she lets him know in the meeting that she's handled those issues. She asks intelligent, insightful questions.

Then on several occasions, something happens. The conversation shifts. It goes something like this:

Senior Manager: "Mmmmm, that's very impressive that you were able to get your company into a global market like that. What would it take to do something like that at a company like ours?"

Or: "You know, we've never done anything like that. But I've been thinking about it."

What if this happens to you? What if the conversation goes from just talking about yourself to exploring the possibilities at this company?

Start paying close attention.

Then ask an open-ended question like "Tell me more about what you're thinking. ..." Or "How would you see something like this happening?"

As you explore together, you'll hear more about how you could be involved. So share you interest into delving deeper. Ask another open-ended question like "How do you think we should proceed?"

One approach is for you to come back with a proposal.

I'm not suggesting you spend hours developing detailed marketing plans, competitive analysis, specific strategies and budgets. That's something you would get paid to do.

One woman told me she was a finalist for a job and had been asked to write a marketing plan.

The company was not only picking her brain for free, but it was taking advantage of the vulnerable position she already felt she was in. She really wanted the job and was willing to do whatever the company asked.

I'm talking about a proposal that outlines specific problems the potential newly created position would address. It's not necessarily a job description — although you could talk about some of the responsibilities.

Think of it as a description of the company's overall objective and how this position would contribute to that, listing specific goals of the position and general ways you would address them.

Since the job hasn't been hatched yet, the outline would help you and the employer understand the scope and shape of the role. And that can lead to your another conversation and another until you get it hashed out.

• So, step 1: Figure out what problems you solve.

• Step 2: Define where those problems exist.

• Step 3: Let people with those problems and the power to hire know what you can do.

• Step 4: Pay attention when the conversation shifts and possibilities open up.

You just may find it's easier to create your own job than to wait for someone to create one for you.

Career consultant Andrea Kay is the author of "Life's a Bitch and Then You Change Careers: 9 steps to get out of your funk and on to your future." Click here for an index of At Work columns. Send questions to her at 2692 Madison Road, #133, Cincinnati, Ohio 45208; www.andreakay.com or www.lifesabitchchangecareers.com. E-mail her at andrea@andreakay.com.

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