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.

Career Advice to cope with a job you hate

Last week a reporter from Australia emailed me, getting background for an article about careers. As it turned out, the questions related directly to my ebook on "Ten things to do when you really, really hate your job." http://www.cathygoodwin.com/hatejob.html An example of the career advice I shared: Q. How do we ‘readjust’ our attitude to be able to cope in a job we don’t like? My answer: You can't force yourself by saying, "I have to like this job. I have to like this job." Instead, think of your job as a vehicle you can use to move to your next job. What can you use: Does your company offer training and education programs? Are you improving your resume every week or at least every month? Are you learning new skills? Another technique is to regard your job as a day job. Be careful to do enough so you won't get fired. But do the minimum and use your energy to work towards your real dream. Often you need to work with a consultant or coach to avoid getting caught up in the day job. It's familiar. You get a check every week. You're in a comfort zone. Let's face it: Cushy day jobs can be hazardous to your career. Believe me: I know!

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.