There’s Going to Be a Little Pinch

Places Where You Can Ask

There are different venues to reach the destination for a job search or seeking an opportunity It’s about finding the opening to get inside the door and reap the rewards of having made that milestone.

As we move along one path or another, there will be times when we need to ask for something. There are four aspects to this. The first is knowing how to ask. The other is the willingness to accept the answer you don’t want to hear. The third is having the fortitude to say “no” – in a tactful but understandable way. And the last is having sufficient emotional intelligence (also referred to as EQ) to realize “no” does not mean resorting to some type of negative behavior. Oh, and there’s a fifth aspect to this picture which should actually be first. It’s knowing who to ask or getting leads to where the answer can be found.

Who to Ask

Who you ask for a reference or for a lead is dependent on several factors. The most significant is whether you admire some talent they have as well as whether you believe they respect you and the talents you have to offer. If they have neither, it isn’t worth your while to seek their assistance in getting an introduction or even a recommendation. The unspoken assumption here is that the person knows who you are. If they’re merely a stranger, one will question the validity and value of their recommendation.

A person has increased significance as a reference when they have some type of expertise, knowledge of the industry or profession. It’s a plus if they hold a respectable position in their industry or have a good reputation. What they say in regard to advice is positively received and rarely is flawed. They are thorough and ask good questions in order to reach solid conclusions. Likewise, they know good sources to get the right, most up to date answers.

Another way of evaluating who to ask is how much they know of your work ethic and the caliber of your work or the caliber of the content you provide. That content may be input in conversations during meetings, in various exchanges, diligence in making certain of the facts and understanding of the subject matter before speaking (or writing), and attention to details.

Can they vouch for your character? Are you one way today and another the next? People with equivocal records tend to not be very reliable. That’s a two-way street.

How to Ask

Asking for a reference takes some tact. Few relish the thought of being put in the center of the bull’s eye so an outright “I need a reference for a job and I’d like for you to be one,” is not going to go over very well. Perhaps that’s one of the reasons why LinkedIn no longer creates additions to the “Skills & Endorsements” and “Recommendations” sections of one’s profile.

The Endorsements did not require solicitation. If someone was aware of you and respected some aspect of your work, all they needed to do was click a link that added their name to the collection of endorsers.

The need for a recommendation can arise for any number of reasons, in addition to finding employment. Perhaps a recommendation is needed for admission to a school or some type of fraternal organization. A direct approach is appropriate for these types of needs. Still, it’s important that the person is familiar with you, your work, and your style.

In these situations, it is all right to let them know that (1) you’re seeking admission to a program (or consideration for an opportunity with one) and (2) you need a recommendation from someone who can speak to the value you can add to the program. The next part is where sensitivity is required.

As I said before, it isn’t wise to put the person into an uncomfortable position. Here, however, it is appropriate (now that the opportunity is revealed and your motivation for pursuing it is disclosed) that you ask if they would be willing to be a reference for you. Frame it in terms of the fact that you’ve known one another in a professional capacity and you believe their endorsement would add value (it’s appropriate to briefly outline why). If not, Ask if they can suggest someone who may be able to serve as a reference.

Sometimes the reference is needed for an application. The endorsement needs to be verified by the organization hosting the event. Once the commitment is made, the evaluator needs to be made aware that their email address, and sometimes a phone number, will need to be disclosed. Find out what contact information they prefer to have used. Be certain they realize this information is for verifying the recommendation.

Accepting the Answer

“No,” is a difficult word to say. There are times when it’s appropriate to do so. Therefore, rather than give a false impression that the answer is a genuine “Yes,” it’s far better to learn how to say “No” in a clear and unequivocal way so that later, there will be no misunderstandings and confusion. Learning how to say “No” applies to not only the one petitioned for a reference (or permission) but also for the one who does not want to accept a generosity or gift.

Sometimes the response can be couched in an explanation; sometimes the reasoning will remain private. No matter which, it’s important to be willing to hear “No” and abide by it. Retaliation is not an appropriate response. Lashing out also shows lack of maturity.

While working for a boutique executive placement firm, we had an uncomfortable situation arise. The applicant gladly gave a list of references. Some were represented as extremely good, reliable friends. The time for reference checks arrived and people were called to do that step of the screening. Unfortunately, one of the references gave less than a milquetoast reference. To say that left everyone in an uncomfortable state is understatement. Some type of explanation for the rejection needed to be formulated and then contact the applicant to tell them their candidacy was being dropped.

Was there a misrepresentation on the applicant’s part? No. But on face value and from the standpoint of a potential employer who didn’t do enough screening, there was a misrepresentation. Saying “No” can make a huge difference in whether someone’s quest for gaining a foothold is successful or not.

Be Brave

Asking for a reference can be a daunting experience for some. It’s necessary to muster up the courage to ask. On the other side of the coin, it’s necessary to muster up the fortitude to either say “Yes” or “No.”

Sometimes the evaluator is an extremely busy person. They encounter many people in a day. Keeping a mental record of what experience they’ve had with a person can be difficult, especially when the pressures of business are upon them. They may ask that a rough draft of the letter of recommendation be created so that they can edit it. This will also help them know what things to highlight for that particular venue. Not every situation is looking for the same qualities. The standout moments in the relationship – expert advice, superior knowledge of a particular subject, quick and accurate research, ability to explain complex concepts in an understandable way – are some examples of what is needed.

Life Goes On

It may be a disappointment to hear “No” when a request for a reference is rejected. That isn’t the only person in Life’s track of relationships where someone can offer an evaluation. Consider that it’s typical to request at least three references whenever someone is applying for a situation. So there was one who said “No.” That doesn’t mean everyone on the list of co-workers, acquaintances, colleagues, and associates will have the same answer. It also doesn’t mean that the door is forever sealed shut. Move on to whoever may be the next best.

The advantage of asking is learning the answer. It may be music to one’s ears, “Yes.” On the other hand, there may be a little pinch. The good thing about that pinch is that it doesn’t last forever.

Resources:

• The Right (and Wrong) Way to Ask Someone to be a Reference, Anne Pushkal, The Muse.com
• How to Ask for a Reference from an Employer, WikiHow
• How to Ask Your Professor for a Letter of Recommendation Via Email, WikiHow
• Behind the Scenes of Background and Reference Checks, Lewis Lustman, Recruiting Brief (November 14, 2016)
• 4 Effective Techniques to Screen Candidates, Stephanie, The Hire Talent (October 18, 2017)
• Reference Checking: Get Real Information from Reference Checks, Paul Falcone, Monster.com

Related Content:

• Read The Desk on Kindle
• Talent Genius

Oh, the World of Job Search

Places Where You Can Ask

During the past six months, we’ve gone on an exploration of the world of applying for jobs. We looked at using a temp agency and how to get in the door. We also considered the use of job search communities and whether or not to pay the application fee. Many revelations began to surface. So much so that I began curating my findings about what each site offers and its characteristics.

Now that some of the job lead and job search communities have been identified, it’s time to start sorting through the messages that say, “[employer site] is interested in you.” Some are actual job leads, some are simply directing you to one of the virtual job posting sites. Some will have leads but those leads are not for positions you’re qualified to do work. For example, there are a number of leads for medical practitioner positions. When I say “medical practitioner,” I mean a licensed medical doctor who practices in a particular specialty. These types of leads are typically from EveryJobForMe. How they determined that I am a licensed physician is a mystery. As they announce the position, they say, “We wanted to let you know that we have just posted an open position within the last day for a job in your area. Based on your profile and previous searches on our site, it appears that you may be a great fit! Please review this opportunity by clicking on the URL below.” Rather than have you leave and never come back, they share this insight, “If you feel that this isn’t the job for you, search through millions of job listings on the EveryJobForMe site by clicking on the following link.”

Some other leads are for “sales associate.” Those are understandable. The site is simply phishing for job seekers and sending leads on the most popular and most generic of opportunities. What’s needed in that case is to simply go to the site and give it instructions to fine tune the job alerts that are sent.

Many of the leads are for opportunities that are more than 25 miles away. Again, the filter needs to be fine tuned so that it’s sending alerts for the proper radius.

Are these types of leads a waste of time? Well, in a way they are. On the other hand, they bring awareness of opportunities that you hadn’t even considered. That being true, they’re useful for helping to see not-yet-considered options.

Meanwhile, I’ll keep sharing what I’ve learned about these sites.

Sponsored Links:

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Job Search and Job Application Fees

August 25, 2017

Making the Right Choice

It was May 23, 2017, the day I embarked on applying for temporary jobs and researching temporary agencies. It was also the day I started applying for online work. Finally, it was the day I was greeted by an onslaught of mail from various sources holding out information about open positions or interviews ready for me to attend. (Many of those messages are still in several of my email Inboxes.)

Not to be outdone and with the recollection about some very disappointing experiences with another virtual gigs site from a year before, I decided to explore some of those notices. Alerts for the type of work that would be suitable for me and my talents were created. A new onslaught of notifications began to arrive. I finally picked through a few of them, read the description, and decided on one or two that seemed to be a good match.

On the very first one where I was about to submit my resume, I was greeted by a notice that an application fee would be required in order for my resume and application to be accepted. (No guarantee they would be reviewed, just accepted.) Just a minute. Somewhere in the recesses of my legal memory lay a recollection of research that said an agency cannot charge a fee for making an application for work. There was something curious about that particular website. I withdrew my resume and application. I also forgot to take note of which site had that requirement. What I do remember is the only thing they offered was a menu of new openings as well as a submission portal. There were no additional services offered.

The experience made me remember a site that no longer exists and was known as “Sologig” which was an outgrowth of “Hot Gigs”, that became CareerBuilder, and (like Dr. Who) has experienced several re-generations. The freelancing side of its operations is completely different these days. Circa 2006 and ’07, a freelancer seeking work would pay a subscription or membership fee in order to be found for work.

This protocol was very similar to the one eventually used by Remote.com. To justify charging a fee to be hired, the cost was considered a subscription to a community that offered additional services and enhancements. Additionally (you’re going to like this news), the subscription fee was tax deductible as a job search expense. (Please don’t ask me how that type of fee will be treated under the newly-inked tax bill. It’s too soon to have analyzed and comprehended the 10,000-page document.) However, in January 2006, Sologig advised in its newsletter:

Your Sologig membership is tax deductible

The tax season is upon us and, as with other business expenses, your Sologig.com membership fees are tax deductible. The IRS has many valuable resources available to independent contractors. You can find more information about filing, deductions as well as other tips to save you time and money. Read the Sologig News article on filing your taxes as an independent contractor. (The archived link takes the reader to this article.)

So that may be the key to determining whether the job search site is a scam. Is the fee for registering to be found by potential employers as well as apply for work include special services such as training, resume services, skills testing and certification, and so on? Then perhaps this is a legitimate fee-for-services site.

But if you’re paying for the privilege of submitting your application and resume to the company’s website ATS (applicant tracking system) where the only human eyes that will eventually see them are pretty far down the road, you’d best move on to a more robust site with more than artificial intelligence examining what’s been submitted with no fee for your diligence and effort.

Resources:

• Can you charge a fee for a job application?, SJZ, Member, New York Bar / FreeAdvice Contributing Attorney (2010)
• Common Job Scams and How to Avoid Them, Allison Doyle, The Balance: Job Searching (Updated October 12, 2016)
• Learn About Fake Recruiter Scams and How to Avoid Them, Allison Doyle, The Balance: Job Searching (Updated October 06, 2017)
• Beware of This Increasingly Common Job Scam Using FlexJobs’ Name, Sara Sutton Fell (13 Sep, 2017)
• Are Membership Dues Tax Deductible?, Network for Good, Posted in Best Practices (April 2, 2009)
• Are Nonprofit Membership Dues Tax Deductible?, Craig Berman, Sapling (February 11, 2011)

Sponsored Links:

• Talent Genius
• PHR/SPHR Recertification

Getting in the Temp Agency Door

The New Workforce

At one point in time, getting formal temporary work was simply a matter of finding an agency. Well, actually, a little more than that. It was necessary to actually go in and fill out an employment application so that you could become a registered candidate. Then there were screening tests followed by an interview with the agency recruiter. Finally, you were asked about your availability and walked out with (1) a couple of time sheets in order to keep track of the hours you worked for (2) the job you were going to start doing the next business day.

In the Last Century

No, it wasn’t necessary to make an appointment. Having a resume was a nice thing to have. It showed a modicum of professionalism but more importantly, it showed you were prepared to work and show your work history.

Things changed a bit, but not drastically. The industry had little bearing on the protocol. It didn’t matter if it was office, labor, construction, nursing, or care giving. The routine was still the same. Labor agencies were even less formal. Simply go in, register, if the drop-in was not for the first time, simply put your name on the sign-in sheet, then sit and wait to be called for the next job.

Client Priority Changes

Some clients strove to streamline and formalize their operations. Their usual mode was to use their informal registration of applying to work via referral or emailing a resume and cover letter. They contacted their database of past workers to learn whether they were available for the next regular project and then did an new orientation. There was outreach for new workers who were sought by small advertisements and solicited referrals. But some decided to remove the paperwork and management from their workload. They turned to temp agencies to handle the administrative side of the employment issues. So the cadre of workers were required to register with the contracted agency during a registration period. The rest of the steps were the same.

New Game Plan

Sometime between 2008 and May 2017, the manner of working with an agency (from the worker’s side of the picture) changed. No more drop in, complete the application, go through testing, and walk out with a time sheet. Instead, applicants are now discouraged from even going into the agency office.

Instead, the applicant goes to the agency’s website and completes an application that’s accompanied by the applicant’s uploaded resume. In July, Joe Cummings, CEO, President, and owner of Royal Staffing, posted to LinkedIn by encouraging those who were seeking work to do so through his agency. The campaign was very similar to a current one that says, “Looking for a job? If so, we’re looking for you. Make your life easier and visit http://www.royalstaffing.com Look at the great opportunities we have waiting for you or someone you know.” What a great opportunity to find out how to be found. So I asked him to explain the new intake process used for registering temporary candidates.

“What we have our candidates do is fill out the online application. We reach out to each and every one of them once the applications received… If the applying candidate has the skills and a good work history for our niche market, we schedule an appointment for them to come in and interview. Prior to them coming in we do send them the assessment tests online and they complete them at home before they come into the office.”

This is now the protocol used by all agencies. Joe added some cautionary advice here. “[T]he job seeker is also responsible for following up on his or her application submittals to potential employers. The old adage still is very much alive today, the squeaky wheel gets the grease.”

But, What About?

There are still unanswered questions. This also begs the question of how the application / resume needs to be constructed in order to get temporary work – not gig work, just the fill-in stuff that used to be “easy-peasy”, walk in, take a test and complete forms, walk out with a time sheet and an assignment for the next day (and a paycheck the next week!).

Since there was no response by the end of June, I turned to the American Staffing Association to seek information. I explained my association and standing with the organization and asked for clarification about the change in protocol for registering with an agency. The burning questions were, “When did this practice begin and what is the reasoning for it?” Well, there’s been no response.

Digital and Modernization

Perhaps the reason for the change has to do with cost containment as well as the fact that we now do so much in a digital format. As each year since September 11, 2001 has passed, the need for security increases. Perhaps this manner of applying for work via the Internet has a small amount of attention to security issues. There is less need for office space and equipment so overhead is also reduced. Does that in turn mean that the contract workers can enjoy a small pay increase? It’s hard to say.

In the past, workers would choose an agency that was geographically easy to reach. At the end of the week, they could leave the work site and go directly to the agency office to drop off the verified time sheet. That also meant the previous week’s check could be held for them (not mailed) so they could personally receive it and handle it in whatever manner was necessary for their needs. Are checks now done via direct deposit? Security, as mentioned before, is growing to more than just physical site issues. Cybersecurity is now an important business concern. So perhaps that modicum of pay increase because of reduced overhead got absorbed by the expense of shoring up the vulnerabilities from the different weak spots. More open issues with no explanations.

The Same but Different

What remains is applying to work for more than a quick project now requires greater amount of formality. Yes, people do take vacations, go into hospital or take a leave of absence. Some employers manage the contingency by hiring one or two extra staff who have flexible skills. (That can become expensive over the long run.) And contingency work is still a great way to try out the talent before extending an offer of employment (also known as “temp to hire”) to get a 360, in-house evaluation of the talent. If the situation isn’t a good match, at least the “supply chain” of work continued without the usual interviewing / screening / onboarding interruptions created by traditional hiring methods.

And perhaps this is why the gig economy is not only growing but thriving today.

Resources:

• Americans’ financial well-being reaches its highest level in 10 years, Samiha Khanna, Journal of Accountancy (July 27, 2017)
• ASA Skills Gap Index: Top Hard-to-Fill Jobs by Sector (August 29, 2017)
• Trends in Employment, The Desk Annex (May 14, 2017)
• Jobs Growth in April 2017, The Desk Annex (May 5, 2017)
• #JobsReport – Lowest July Veteran Unemployment Rate Since 2001 Veterans’ Employment & Training Service’s (VETS) July Veteran Employment Update, data from the Bureau of Labor Statistics’ monthly Economic News Release (August 7, 2017)
• U.S. Department of Labor — ODEP – Office of Disability Employment Policy – Publications – Strategic Connections: Recruiting Candidates with Disabilities
• How to Use a Temp Agency to Find a Job, Alison Doyle, The Balance (July 16, 2017)
• Here’s How to Apply, Adecco
• How to write a CV for a temporary job, Clare Whitmell, The Guardian (10 June 2014)
• 10 Reasons to Take A Temporary Job, Aaron Guerrero, U.S. News & World Report (May 22, 2013)
• Intuit: Gig economy is 34% of US workforce, Patrick Gillespie, CNN Money (May 24, 2017)
• Is the Gig Economy Working?, Nathan Heller, The New Yorker (May 15, 2017)
• The Gig Economy’s False Promise, THE EDITORIAL BOARD, New York Times (APRIL 10, 2017)
• How The Gig Economy Will Change In 2017, Lydia Dishman, Fast Company (January 5, 2017)

Sponsored Links:

• Management and Organization of Temporary Agency Work (Routledge Studies in Management, Organizations and Society)
• PHR/SPHR Certification Exam Preparation

Interests and Hobbies for Distinction

An article recently came to my attention. The recommendations were dubious. Then an opportunity to share the knowledge with a group of recruiters arose. The group shared my reservations. The recommendation was to include one’s interests and hobbies on the resume and profile in order to distinguish special skills and stand out among the competition. The article proposed that the interests and hobbies would indicate particular strengths and abilities that can be used as indicia of success in the job that needs to be filled.

The group of recruiters voiced opinions on the matter:

• “I don’t normally pay attention to that section.”
• It doesn’t really have any relevance to the job that’s on my desk
• “I don’t use it.”

Job seekers are looking for whatever they can use to set themselves apart in a positive way. No doubt they will read that same article and believe that the advice applies to all job searches of whatever type and all manner of positions. After a lot of research in order to re-locate the correct article, one rose to the surface that made some distinguishing points about using hobbies and interests. They are helpful when the position is in a more esoteric area that requires unique skills that indicate traits such as perseverance, attention to detail, impervious to high levels of stress.

But what about the company that needs to fill a vacancy for a position in a special needs school? The person who knows and is able to use sign language may list that as a language skill and hobby in light of the fact that they do volunteer work at the John Tracy Clinic.

When we speak of job search, there’s an automatic default to ideas about jobs in the office. However, there are many types of jobs in different industries. A person could have a strong interest in health and medicine but they don’t want to be involved in working on people. There are also animals that require similar services. What about forestry as an option. Or that same person simply doesn’t want to be involved in health services but has a strong interest and keen skills in computers and programming. Perhaps their path to success is in the health sciences arena at a hospital or health facility.

So the candidate loves DIY projects. Could that mean they’re good a analysis, have strong concentration and focus skills, and are good at interpreting diagrams? Maybe there’s a niche for them in some form of construction or machine work.

The world of work is becoming increasingly complicated in regard to qualifying for a position and simply getting in the door. Occupations that you wouldn’t think of as requiring a resume now use that tool as part of the entry point. Do hobbies and extracurricular activities have a place and purpose on the resume or application? At times, they do. But they need to be used strategically if they are used at all. Sometimes they can become the bullet that shot the high school cheerleader who is applying for a mid-level management position in the foot. She’s remembered decades after leaving her application but not for the reasons she intended.

Resources:

• 9 Tips for a Surprisingly Helpful Hobbies & Interests Resume Section
• Resume Interests Examples: Resume Hobbies and Interests Examples and Tips
• Use Your Hobbies and Interests
• How to use your hobbies to get a job: top tips
• How to Write a Personal Interests Section on your Resume
• Hobbies & Interests On Resumes
• The Importance Of Hobbies and Interests On Your CV

Sponsored Links:

• Grow Up, Get a Job, Career Exploration Workbook: Activities & Exercises
• Professionalism: Skills for Workplace Success (4th Edition)

Taking Charge

One thing that can lead to marginalization is turning the human into a non-thinking, uncreative entity (as compared with a sentient being who is capable of making meaningful contributions). There is very little to nothing that’s rewarding and motivating about existing in PVS (persistent vegetative state), except perhaps the appreciation that the speed at which activities are successfully executed is at a stellar rate that can be matched by few, if any.

Some grow weary of the monotony. They see the value is automation and encourage use of robotics so that the opportunity to challenge their minds is more available. Even those with the most minimal level of intelligence delight is being able to conquer a new task. Having that reasonable task put before them is exciting.

There are some people who have been conditioned to believe they will be punished for attempting to stretch their role in an organization beyond being PVS. They fear the unknown realm of persecution and retribution for daring to do more than the repetitious. They have experimented with new endeavors and found success nearly every time they’ve done so. Having been exposed to the sweet taste of adventure and new challenges, they want to emerge into the areas where their friends and colleagues are similarly nudged into more involvement – and recognition.

Use Your Skills

That fear of retribution is the inhibiting factor. It needs to be overcome. The only way to do that is to take charge of the situation. If the path of asking permission to be included in the next endeavor doesn’t work out, there are other ways to get from Point A to Point B. Some of them take a little (and some a lot) more effort.

The supervisor or manager seems to have favorites for the project. Sometimes it’s because the manager has been watching the progress of their workers and knows what to expect. They know the quality of the work that will be produced, the amount of attention to detail, the speed at which the work will be done, how well the worker interacts with others, how smoothly things blend. Sounds like networking to me.

How much of a challenge is that task compared to today’s mashed potatoes same as? If it’s the equivalent of going from boiling an egg to preparing a nine-course meal overnight, this may not be the time to experiment. If this is merely turning a boiled egg into an Easter egg (or a deviled egg), this may be an opportunity waiting to happen. How to broach that stupid roadblock of being allowed to get involved is the issue.

Perhaps a facsimile is the answer. “Hey, Boss. I’ve been watching the others working on the [deviled egg] and I’ve been experimenting with making them on my own time. Here’s a sample of what I did on my own. I’d like to do it with the others so I can be involved in doing it in the company style.” Mind you, this is the prime sample that’s being put forth. The BETA version is just not the version that should be used as an example of what’s your best.

Was it accepted? Great! It wasn’t? Get permission to work with the others to learn their technique. Better yet, sidle up to one of those who’s a “friend” and ask them to show you how to make yours better. Sidle up to another chum so that they’ll ask to have you included in their group for the next batch of [deviled eggs]. Or just go to an outside group and make some [deviled eggs] they way they do so that you have practice doing it and an audience that benefits from the fact that you were involved in making [deviled eggs]. No matter which way you go – direct or indirect – you have at least one new skill to append to your resume accomplishments.

It’s one thing to aimlessly drift from one boring and uninspiring situation to the next while waiting (and that’s the critical concept here – waiting) for something better to come along and take you with it. Having a mentor who can push you forward at Opportunity’s knock is great. But sometimes it’s necessary to take charge of your situation and do something to spur your opportunities to open to you.

There will be times when taking charge means quietly looking elsewhere for what’s going to be better in terms of many things you desire and have long-term positive payoffs. There will also be times when taking charge simply means becoming more assertive. Mind you, I said “assertive,” not “aggressive,” that is, demanding what you want instead of stating your case about why you are a great option.

Wait! What was that I heard? Was it Opportunity knocking at your door?

Sponsored Links:

• Assertiveness: How to Stand Up for Yourself and Still Win the Respect of Others
• The Assertiveness Workbook: How to Express Your Ideas and Stand Up for Yourself at Work and in Relationships

Not the Right Time

The email header read, “The State of Screening.” It’s an article about screening applicants with a criminal background. But just looking at the words of the header brings to mind the many different types of screening situations that arise in the employment as well as social fields – situations that have nothing to do with a criminal background. And the words also bring to mind the various attempts to be included in something. In the past, having a criminal background meant not getting hired; it meant learning how to deal with rejection and how to overcome it.

Excluded from access, but why?

The New Millennial form of rejection and saying “no” has taken a new form. It’s also a new bend in the exclusion (even discrimination) formula on how to do it without it seeming to be so.

Tell the one seeking admission to the venue, or opportunity, that it’s reached the maximum number of participants (no quota was ever stated) and the next time the opportunity will be available again will be in 9-12 months. That’s a good way to make them go away and keep quiet. In fact, with that much of a window to the next admission phase, the person will no doubt have forgotten about the opportunity or will have found a better substitute. Some are diligent and will show up for the next opportunity. There’s a remedy for that similar to the old fashioned way of handling the rejection.

A variation on this form of exclusion is to tell the aspirant that the opportunity was just concluded. Again, the next opportunity to become part of the situation will be in 6-12 months.

The pattern used to be prerequisites that needed to be satisfied before admission was granted. The prerequisites can be a great as performing some task or as minor as paying an admission fee that is slightly outside of the expected capabilities of the one seeking admission. Or there are materials that are required before there can be inclusion. Do we know the purpose and use of the materials? Ask about those things. Typically, there will be no response – just dead silence. The underlying message is, “We don’t want you. The requirements are merely shams in order to exclude you. We thought you understood that we don’t want you among us. Your being dense only proves that you don’t belong.”

Some of the old pattern still survives. If the aspirant wants to climb in the environment (and has somehow managed to get in) and has produced useful content that demonstrates their value and insightfulness, simply store it in a remote location where few, if any, are likely to find it. In the alternative, simply delete it on the basis that there have been changes and it no longer has congruence with the rest of the venue.

All of these are also part and parcel of the unanswered phone message or email; the lack of response to the application; the MIA acknowledgement of a submission.

And, of course, when the new window opens (6 to 12 months later), there’s no notice of the event. Meanwhile, many others who also had an interest seem to have been able to enter the venue much sooner (within one month or less) than the protracted waiting period for the excluded one.

Access is also used as a means of exclusion. Those who are confined to wheelchairs and cannot enter a building via stairs are also subtly removed from the pool of participants. The situation is aggravated by virtue of the fact that there is no elevator nor incline. Yes, there are other forms of apparatus that can substitute for the elevator and incline. Crutches or a walking cane are just two alternatives. But why create the barriers to something that’s supposed to be open to all who want to be members of the venue? It sends a message, not a very favorable one, that the person is unqualified or incompetent in some way and therefore does not deserve to be included.

There are other examples of exclusion. An example is when things that are suggested as desirable for a special event or consideration. Content is submitted but there are some faults that result in it not being used; maybe next time. But the rejection becomes chronic. It isn’t isolated to the first, single rejection but becomes the constant for anything and everything proffered. It’s enough to be a discouragement to the faint of heart. They will become disappointed, even dejected, and eventually will go away.  Those who are naive to the dynamic will conclude that they are inferior in every way and opt for either sublimated existence through drugs or alternative lifestyle or escape the discomfort through suicide.

One positive from this exercise in futility is that each rejection can result in fine tuning the content, whether personal or physical. That results in practice that leads to perfection and could mean that it will be accepted in a better place that will display the content to the advantage of the piece and its creator.

Will the one who originally rejected the content be displeased? No. They won’t even pay attention. Meanwhile, the one who was rejected has come to the conclusion that they are not the one who is unqualified – it’s the venue that has the problem and it isn’t a healthy place.

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On Your Shoulders

Reliability Definition Magnifier Shows Trust Quality And Dependability

Taking responsibility for failure to deliver is essential to reaching maturity. Recognizing when circumstances begin to build toward a failed commitment and making necessary, satisfactory adjustments is essential to having the right leadership ingredients. Those involve planning and foresight. Those involve being able to make contingency plans.

Compensation and resourcefulness are important to remember for the sake of projecting professionalism.

Whatever the dynamic, the “slippage” is not the fault of someone else or something else and responsibility for it is On Your Shoulders. Read more about it in the Career Coach Corner.

Repetition

There’s no course on job search

Not long ago I heard a complaint from one of the industry’s more vintage and distinguished recruiters. (I’ll paraphrase.)

“This business would be a lot more interesting if we could get past the how to write a resume and cover letter stuff. And it would be much better if we didn’t spend so much time on how to interview. Why do we have to go through this so much? It should be obvious!”

True enough, it should be obvious to those of us who’ve been around the block several times. But there are a lot of dynamics that are driving the actual need to have this “wisdom” regurgitated on a regular basis. Let’s look at a few of them today.

Babies

For some reason, people keep having babies. Then they send them off to school to learn all the basics – except for how to write a resume and cover letter, how to interview, how to go to work. Somehow, that information is supposed to get distilled before graduation from high school but it doesn’t. So we have these quasi-adults meandering around looking for meaning that’s associated with their existence and wondering where they belong. Some of them get recruited to things such as gangs, sports, lured into competing for a slot on America’s Got Talent or The Voice or any number of other things that bring some form of recognition and prestige. And some of them try to figure out how to get on Survivor or Big Brother. The thing of it is, no one told them they’ll still need to pass the interview to get accepted on the entertainment scene.

We need to keep doing the stories about how to write a resume as well as how to write a cover letter because there are millions added to the next generation on a daily basis. None of them know this and it essentially isn’t taught in school – not middle school, not high school, and sort of in college but that’s a bit late.

Technology

The way we do things in business is constantly evolving. At one time, you just walked into a business and asked whether or not they were hiring. If there was a possibiity of a situation, someone in charge would talk to the person and do some informal screening. Provided the conversation went well, there was a get hired on the spot moment with a start date that ranged from that instant to maybe a couple of days later so that appropriate clothing could be gathered.

Today, things don’t work on the same principle. We’ve stopped walking into the business and asking for work. We’ve, for the most part, even stopped scouring the classifieds for “Situations” because they’re now online at various websites and company Careers sections. Networking sites now offer information about open positions, with details about more specifics.

The rules of the game for submitting applications have also changed. Even with temporary staffing agencies, you now set up an interview time online. Going into the office is a necessity for the sake of completing some of the paperwork and taking the computer administered tests to assess where one’s strongest skills are. (Yes, the screening process is still intact.)

Actually, there’s a very subtle reason for continuing to have the applicant come into the office. Those who show up, and show up on time, have demonstrated an genuine interest in pursuing the opportunity. Those who do not show up, have an excuse about why they aren’t there, are running late, need to reschedule, have lowered their seed position and will need to make a very strong showing when they do get to the office for the in-person screening and interview. And getting into the office is yet another way to evaluate how well the applicant follows instructions.

Fashion

Because we’ve become more accepting of cultural differences, styles that are acceptable for interviewing are beginning to change. What used to be proper attire for Sabbath and not for the office has become appropriate for either venue. How many applicants as well as recruiters and human resource managers are aware of this fashion evolution is still to be determined. However, it is a certainty that finding some lawsuit that challenges failure to hire based on wearing traditional garb will be easy.

En Masse Education

It isn’t always the applicant who needs a verse or so of the hiring mantra. Recruiters could stand a refresher course in what is acceptable. Those who are new to the industry would do well to take time for getting refreshed on what is involved in sourcing, screening, and hiring the right person. Even the government is trying to work out that formula to everyone’s satisfaction. And there’s still the ‘know thy industry’ caveat.

There are a lot of factors that go into the formula for making a successful application for a job. With each advancement in technology, with each new birth each year, there will be more people who need to learn how to apply and more who need to know how to select the right one. Suffice it to say that for each employer or recruiter or manager, there are that many people who have their own idea of who a resume and cover letter should be formatted. It’s all subjective; it takes a lot of sifting in order to get to the standard and then to get to what’s right. And for those who have been at this for a while, it’s important to have refreshers. Today we briefly looked at three aspects of the job search and why these topics keep coming up as repetitious coaching subjects.

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When in the Course

Maybe you’re also a fan of The Amazing Race, a TV reality show that has contestants conquer tests and obstacles around the world in order to win $1,000,000 (in addition to various segment prizes).

A few years ago, a middle-aged couple had the task of counting beads and reporting to the gatekeeper the number they’d reached. Mind you, there was a factory room filled with these beads. Just the sight of them would make your head swim. Counting them, while daunting by the sheer volume, was doable. The husband of the middle-aged team began counting. He kept getting the wrong number and had to begin again. In one clip, there was a record of his losing count by ten beads.

So it goes when you’re standing alone and dealing with an overwhelming amount of content. Things need to be brought into perspective. Things need to be organized into manageable chunks. Some things need to be delegated, if possible, to teams that have more hands, more ideas about how to effectively organize things, more experience in managing the scope of the project.

Sometimes it doesn’t really matter where you start nor what you choose to put first. It’s simply a matter getting an idea of how to organize the project and then choosing what will be the first line of attack. Just stick your hand into the mosh and make it the starting point. There are many great examples of dealing with the jumbled chaos of a huge project.

Bringing order from chaos. (from Kozzi.com)

There will be times when the greatest distraction proves to be external circumstances that need to be resolved before starting the project. If they’re ignored, they prove to be like an elephant in a 4 x 3 room. Every time you try to do something, you find yourself bumping into a blockage. Clear up some of the distractions. Take care of the external; resolve it. Handling it in small bite-sized chunks won’t do because it’s still there being a distraction that needs to be settled. It’s like a burr in your shoe. Just not having it waiting in the wings will be a relief and free your mind to focus on what needs to be done.

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