Three weeks till the job starts

You just won the job - congratulations! You gave notice and quit your old job. Or maybe you have been looking for a long time and you finally landed the Big One. Yaay!!!

But your new job doesn't start for another 3 weeks. What do you do?

First, be sure you have a written offer.

Don't be insulted by this suggestion. Many seasoned professionals assume, "Organizations are honorable. They will keep their word."

Usually that's true. But I personally know 2 professionals -- each with over 10 years experience -- who experienced huge losses when a future employer failed to follow up on a verbal offer.

If you don't have a written offer, you don't have a job yet. Keep looking!

Second, if you are still working at your current job, continue to turn in good work. Two cautions:

Do not offer to return after you've left. If your skills are still needed, your company will pay you -- or someone else -- as a consultant.

And do not disclose the details of your new job, no matter how strongly you're asked. Some employers actually say, "We need to know this for our recruiting."

You are not responsible for their recruiting or for helping them determine market value. Worst case, simply say, "I have a written contract that forbids this disclosure" or just turn and walk away.

Third, if you are not working, recognize you have a mini-sabbatical. Make a plan to use the time effectively. You may be able to anticipate knowledge requirements for the new job, so you can hit the ground running. Or you can plan activities that will be satisfying to you -- extra time for family, sports, reading, movies, and more. See my article on
planning a sabbatical.

And just as you don't offer to help your past employer after you've left, don't offer to help your future employer before you arrive. If they have pre-employment requests, they'll come forward.

From beginning to end of your job, communicate non-verbally, "I work for you when I am on the payroll." You'd never say those words aloud, but you need to send a signal.

What are your experiences? Add comments.

Successful job search means demonstrating success

"On paper, my experience doesn't look great. As a project manager, I organize vendors and keep costs down. But in fact everybody wants me to run their projects! Even customers ask for me. Now I'm ready to embark on a job search. How can I communicate my value to a future employer?"

Three ways:

(1) Get it in writing.

When someone gives you a compliment, ask for a testimonial.

If you're self-employed, other entrepreneurs will understand what you need and why. In a corporate setting, you may need to explain a little more.

Ask for letters on letterhead, acknowledging specific achievements. It's not enough to say "Greg works hard and he's nice."

(2) Show the numbers.

"We came in 40 percent below budget on the Sherman project."

Don't lie or fudge. If you're *that* good, you'll have real numbers.

(3) Create a context for comparison.

"I was the only sales rep (out of 40 in the department) to achieve dollar goals for three years in a row."

Encourage your references to make comparisons, too: "We work with over 100 vendors a year. Linda is the only rep who takes the time to learn our unique needs..."

But...

Are you working on projects where your success cannot be documented? If you're doing more than the minimum to stay employed (and that's a judgment call), stop.

Don't quit and don't do anything to jeopardize your current position. Instead, focus on how you can become more marketable, so you can get recognized (and rewarded!) for your work in and out of the organization.

Surprise: Meet Your New Job

Q. "I thought I did all my homework before taking this job - but everything has changed! I'm working 12-hour days to complete assignments they 'forgot' to tell me about. My customer list includes all the problems nobody else wants. What can I do? And what questions should I ask when I look for my next job?"

A. This question has come up a lot recently. Some suggestions:

(1) Before taking any action, try to find out what's going on just by observing, listening and noticing your environment.

(2) Test the waters. If you feel comfortable, say something neutral like, "Based on our interview, I anticipated working on X and Y. I am happy to be working on Q and Z -- new challenges!"

Then listen for the response.

Frankly, many managers walk around in a half-dazed state. They don't even realize they changed your assignment.

Others will go into denial: "Change? Nothing's changed! What are you talking about?"

Or a puzzled, "Yeah - I thought you'd really enjoy Q and Z - I did you a favor."

Or (very rarely) "Yes - Hal had a heart attack and we had to switch everybody around." "We just lost our biggest account and we're all scrambling."

(3) Explore opportunities elsewhere in the organization.

Maybe your department had a vacancy for a good reason: an impossible boss or ridiculous mission. Once you're in the door, it's often (but not always) easier to transfer than to get hired as an outsider.

Once you've concluded, "There's no hope," prepare to do even more homework for your next job. There's no foolproof way to research an organization and anyone can be caught by surprise.

But you should be able to meet with at least 3 or 4 future coworkers, including some recent hires. Observe their work areas, body language and attitude.

And you can ask them some tough questions (worded more tactfully, of course):

"What was your biggest surprise about working for this company?" "What's the best and worst part about working here?" "What changes have you observed in the last few months?" "What's the average length of time most people have worked here?"

And although I avoid pollyanna-ish cheer, people tell me they do find silver linings. After serving a stint in the nightmare department, they find a welcome elsewhere. They discover hidden talents, pick up new skills and/or become more marketable.

It happens. Surprise works both ways.

7 Dumb Career Mistakes Made by Smart People

I was inspired to write this post after reading about a former flight attendant who made a whole bunch of these mistakes. Don't look now but a lot of smart people make at least one. Dumb Mistake #1: Posting a photo of yourself in a provocative pose on the Internet. Dumb Mistake #2: Wearing a company uniform (or carrying an emblem of the company, standing outside company HQ) while performing Dumb Mistake #1. Dumb Mistake #3: Writing a blog about your company "for therapy" and insisting it's for you and your friends. Dumb Mistake #4: Using the company email to send a personal message. I get dozens of queries every year: "Hi Cathy. I hate my job. Can you help?" All written on the company's message system. Dumb Mistake #5: Thinking your boss, the HR department or the recruiter is your friend. Dumb Mistake #6: Expecting free help. Yep, every year I get calls from senior execs who ask if we can "just talk" for an hour or so. Dumb Mistake #7: Working extra hours to help your current company when you've been given notice: you're going to be laid off in six months or less. Recognize yourself? I sure do. Why do smart folks make dumb mistakes ? Secretly they hate their jobs and are into self-sabotage. They're brilliant at career success but not career change. They're nice people who expect others to be nice too. (So far it's worked) All of the above. P.S. If you really hate your job, check this out.

Job Search Strategy: Do You Fit Their Culture?

Q. I’m looking at a job offer from Mega Company that sounds absolutely perfect for me. A big step up: exciting challenges, salary increase, even a good location. But how do I know I can fit in with the culture? I want to land in a place where I can stay awhile. A. Evaluating culture can be challenging, but it’s absolutely essential. Even the most competent professional can be challenged to perform effectively when she’s labeled a misfit or he’s branded as an outsider. A few tips: (1) How did you feel during the interview? Did you find your stomach clenching? Did all the wrong words come out of your mouth? Or were you relaxed – maybe even sorry to say good-by at the end of the day? (2) How did the office look? Clean desks or clutter? Casual dress or formal? (3) Was your interview smooth? Were you left sitting by yourself when someone was late? To get additional perspective on this challenging topic, I consulted with Dr. Janet Scarborough of Seattle-based www.bridgewaycareer.com. She brought up three additional suggestions: (4) How do your future colleagues behave outside the office setting? “People tend to let down their guard when they leave an organizational setting,” says Dr. Scarborough, “and it is more difficult to sustain a false good impression outside of the artificial interview situation. Especially note how they treat the staff at restaurants.” (5) Can you uncover people who know employees of your future company? Mention the company’s name everywhere you go. You may be surprised to find someone who’s got a friend of a friend at your future company. You may even be able to ask questions like, "What type of boss is Ms. Smith?" “The most reassuring responses are glowing,” says Dr. Scarborough. “Neutral or lukewarm comments are probably negative.” (6) Can you google some of your future colleagues? “So many people have Web sites and blogs these days,” says Dr. Scarborough, “you can find out as much information as most competitive intelligence researchers.” Of course in some conservative industries, you may be dealing with luddites who still live in the Dark Ages. In other fieldsl you’ll find people who share a lot more than they should.

The ONE Time You Must Ask About Salary Before The Interview

Q. I have a job. It's not great but it could be worse and it does pay the bills. Last week I got invited to interview for a job that sounds like fun. But I suspect they're offering less money than I'm making now." A. When you're working, you may have trouble escaping for interviews. You have to set limits and screen your interviewers -- a nice position of power. Talk to the interviewer. "I'm interested in the job. I have a job and my job search must be confidential, so I want to save my time and yours as well. Can you give me a sense of the salary range for the position?" Of course, some interviewers will be turned off. You may lose an interview. I would say, "If they don't respect your time before the interview, how will you be treated once you're hired?" No absolutes in the career world! Some companies treat applicants horribly but then honor their employees like royalty. But most don't.

Job Search Strategy: Can you bypass the HR department?

Q. My job search has taken off! I want to apply for an advertised job in the systems group of Mega-Corp. I know folks in other departments but not this one. Do you have tips to bypass HR? A. This question actually came from a client recently. I’ll share my thoughts and hope readers will email with more ideas, comments and controversy. First, success depends on how much nerve you have and how much risk you'd like to take. These strategies carry no guarantees and any job search strategy (including following the rules) can always backfire. As far as I know, these strategies are completely legal and ethical. (1) Call the department and ask for the department head's name. Usually they’ll just give you the name readily. Some job hunters say, “I’m doing a mailing.” Well, I think you are doing a mailing but you get to sort out the ethics, practicality and reality. Once you get a name, you can write directly to the department head. (2) Call the department cold (with or without a name). Ask for info about the position in a calm, confident manner. (3) Send a copy of your resume and cover letter to HR. But also send copies directly to the hiring manager. I’d say don’t bother to cc anybody: if they don’t like your back door strategy, it won’t matter anyway. (4) Google the department and (if possible) the name of the hiring manager to see if you can come up with a connection between you and him (or her). Ideally you will find a mutual acquaintance to perform the introductions. Or who knows: you may discover a strong common bond based on education, fraternity, previous employment or sports. (5) Phone, email or visit everyone you know at this company. Get a list of *all* the names for which they'd agree to be a referral source. For example, you call your trusted friend, Janie. She says, "You can call Frank, Hilda and Bob and say Janie sent me." Now you set up informational interviews with Frank, Hilda and Bob, using Janie’s name. Casually ask if they know someone in the target department or if they have general advice about hiring at Mega-Corp.. (6) You may find informal email lists too. For example, here in Seattle we have an email list of women writers – and I see exchanges of info about UW positions. (7) Attend a meeting of any industry group where the department head will be expected to show up. You may be able to scan a membership list (if you or someone you know is a member) to see if she’s involved. And if he’s a no-show, you’ll use the opportunity to get some deep background on the industry and maybe even MegaCorp’s reputation as an employer.

Laid off? Outplacement For Job Search: The good, the bad and the ugly

This morning's Seattle Post-Intelligencer ran an article about outplacement services, a newswire story that originated in Providence, RI. The story's theme: Companies try to help laid-off workers get jobs by offering outplacement. These services do an inventory of skills and interests, then try to help laid-off workers find new jobs. Company spokespersons note that about 2/3 of lower-level managers and half of senior level managers within 3 months. So are they successful? What I tell my clients (1) Outplacement firms work for your employer, not for you. Their goal is to defuse emotions so you won't sue (or worse). They want to place you as quickly as possible so you'll move on and, incidentally, have no reason to make a claim on your previous employer. If you're earning a good salary, you can't claim financial loss or hardship. (2) Let's get real. Most outplaced workers are employable and even marketable. If you've got a good track record with Firm Blue, if you're not above the age norms for your field, and if your industry isn't about to go belly-up, then you have a good chance to win a similar position in Firms Green, Yellow and Orange. A few job hunting strategies will go a long way. (3) Most aptitude and interest tests are a waste of time and money. See my article on this topic. Outplacement firms use them to gain time: you'll do well on these tests and get into a better mood, so you're more likely to do well on the job market. But when push comes to shove, your outplacement firm doesn't care if you're happy. They want you employed so you make them look good. Is this goal bad? Not necessarily. Getting on a payroll -- any payroll -- often makes a lot of sense. Just don't kid yourself about what's going on. (4) If you're over your industry age norms, outplacement firms may not help. Above a certain age, you need to consider self-employment, whether you have the aptitude or desire. By all means continue looking for a real job with benefits. But insist on an interview with your local Small Business Administration. I have a list of resources to help my own clients and website visitors get started on the Internet. Learn more. (5) You may get lucky. Some outplacement firms have superb consultants and wise leadership. Others do not. Several years ago I met a displaced executive who had no luck with the resume his outplacement firm had put together -- a functional resume that did not show off his superb track record. I made a few suggestions and he was soon happily employed. OK, I am tooting my own horn here, but many career consultants could do the same. I find that outplacement services seem to recommend functional resumes, which turn off employers. Experienced career consultants rarely recommend them. See my own ebook: Irreverent Job Search Guide Bottom Line: If your company offers outplacement, don't turn it down! But stay aware of realities and don't surrender control of your job search to anyone, ever.

Last page of your resume

It must be the time of year: I’ve had several resume questions lately (always happy to hear from readers). In my experience, job changers tend to ignore the last part of their resumes – the part where you put professional memberships, education and “personal.” So here are the 3 resume tips that are easiest to overlook. (1) List only memberships that relate directly to your targeted job and/or those where you have held office or documented significant accomplishments. Membership in an organization sends a signal that you know (or don’t know) your tribal customs. Does everyone belong to American Marketing Association or the Sales & Marketing Executives group? Be aware that listing some professional organizations may actually send a negative message. For example, I’ve found people react strongly to memberships in Kiwanis and Rotary Clubs. Some are positive; others negative. Memberships in Magnolia Historical Society and the local Garden Club are best omitted, unless you’re applying for a job in a museum or a plant shop. If you belong to several organizations, list only those where you have played an active role. After all, many organizations admit anyone who can pay dues. (2) List education at the end of your resume (unless you’re applying for an academic job). Begin with your most recent degree. Include certificates that relate directly to the job you’re targeting. Accuracy is critical. I actually met someone who was asked to explain why she wrote “Minor: French” when no minor was noted on her transcript. She explained that she had taken more courses than most schools require for a minor, but her school didn’t offer that option. Her company seems a little detail-oriented, to put it mildly, but why take a chance? (3) Use “Personal Information” as an opportunity to present a positive view of yourself as a well-rounded individual. It’s not a time to reveal that you have a pet rat and play war games in your basement (unless those qualities would be valued in your field). True story: A manger told me casually, “X has a lot of community service activities and even more hobbies. We work long hours here. Will he want to give up all those commitments? We aren’t willing to take a chance.” And X’s resume went straight to the reject pile. Another true story: In my academic years, my Personal section included “Single with two (2) cats.” I knew I’d raise an eyebrow or two, but the job market was good and I wanted to work with folks who had a sense of humor. Would I advise a client to do this? No way.

[Career Change Strategy] The Real Deal on References

Q. I'm changing jobs. Before leaving my current position, should I get letters of reference? A. Probably not. In my experience, corporate employers rarely pay attention to "To Whom It May Concern" letters. They'll prefer phone calls that aren't recorded. When they need a letter, they'll have their own forms and they'll want letters sent directly to them. But before taking off, take time to set up your references for future calls. (1) Research the way your present boss normally handles references. Some well-meaning managers avoid giving anyone a glowing recommendation. "Nobody's that great," they'll say. "I want to be honest." But of course everybody else exaggerates and your reference's "honesty" comes across as concern. Other references are just clueless. My colleague "Nick" genuinely wanted me to get a great opportunity when he wrote a letter for me. But he added a line suggesting I might be "somewhat eccentric." Luckily an interview committee member asked me, "What on earth does he mean?" "We're friends," I said, truthfully, and reached for the phone. Nick was completely baffled ("I meant it as a compliment") but he agreed to revise his letters so I'd sound like a serious candidate in all respects. (2) Get permission to list references and be sure they're "live." Your boss may be required to refer all calls to Human Resources. Or she may be moving to a new career and you're part of the past she wants to forget. In my former life, students often asked if they could list me as a reference for jobs and graduate programs. But sometimes I'd get a surprise request from someone I barely remembered, creating awkward moments for all of us. (3) Watch for red flags. If your job prospects get derailed mysteriously, over and over again, consider hiring a resource to check your references. They'll call to say, "I'm checking references on Tim Toole." They won't pretend to be an employer; it's rarely necessary. One reference-checking consultant told me, "The manager who answered the phone said, 'Just a minute.' Then, without covering the mouthpiece, he yelled, 'What did the lawyers tell us to say about Tim?'" (4) Discover the common practices and unwritten rules of your own industry and field. University professors and administrators typically submit three letters of reference with each application. Often these references will be mailed directly to the hiring department but they're standardized and prepared ahead of time. By the time you've gained some seniority in your field, you're probably familiar with standard hiring prospects. But when you need to change careers, talk to some well-connected recruiters. Talk to managers who have actually done some hiring in recent months. (5) Be proactive. Let's face it: writing reference letters adds hassle to somebody's day, especially when your reference is not familiar with your target market. If appropriate, offer to follow up or draft a list of key points to emphasize in the letter. If you liked this article, you'll love my Irreverent Guide to Job Search: Download here and jump-start your career change today. Get articles like this one delivered to your inbox each week. Start here.