Can I trust Glassdoor reviews?

Filed under: Changing jobs, Heads up, Job Search, Q&A, Stuff I worry about

In the September 2, 2014 Ask The Headhunter Newsletter, a burned employee sparks controversy about anonymous employer “reviews” on Glassdoor.com:

Have you ever written about Glassdoor reviews? Based in part on positive reviews I read about a start-up company on Glassdoor, I accepted a job. This company was nothing like it presented itself to be. It was terrible. Two months into my tenure, another position came up and I left. (My rule is never to shut down the job search process until I am sure I want to stay somewhere.) It still bothered me that this company was so crappy and I felt I had been taken for a ride.

I had lookeglassdoord at the reviews in Glassdoor prior to the interview and, though there were negative reviews, there were overwhelmingly positive ones as well. I was concerned about the negative reviews, so I brought it up in my interview. The recruiter stated that the office prided itself on being different from its corporate parent, and he felt I was a good fit. So I took the job.

Here’s why I’m asking about Glassdoor. After I quit the start-up, I continued to follow the company on Glassdoor and checked LinkedIn to see what kind of turnover they had. It turned out some of the people hired during my time have since left. Strangely, when a negative review shows up, an overwhelmingly positive one shows up within a week. Interestingly enough, two of the most current negative comments say that HR is posting its own positive reviews! The recruiter I worked with left after a year. So, are these reviews worth anything? What do you think?

Nick’s Reply

I’ve never written about Glassdoor.com because I think its business is worthless except as a generator of revenue. At best, this public database of anonymous reviews about employers is a curiosity. (I’m skeptical about any kind of anonymous reviews, even on Amazon.) The very idea of a website that encourages people to anonymously critique employers is ludicrous and irresponsible. I think its use is widespread because it makes money. That fact impresses HR executives and the public, leading them all to base business decisions on admittedly untrustworthy information.

Just think about it: Any disgruntled employee or job applicant can trash a company publicly. An HR department can spam Glassdoor, singing its own praises. (It seems this happened with the company you quit.) Honest comments will get lost. Meanwhile, Glassdoor has no incentive to keep it all clean by making participants accountable. (The argument for anonymity is that people wouldn’t post honest comments if employers knew who they were. Duh. That justifies graffiti?) They make money with every posting. That’s how Glassdoor is like the job boards.

In fact, Glassdoor is a job board. (Like LinkedIn, the site uses the honeypot of “community” to lure you into an ulterior revenue model. See LinkedIn: Just another job board.) Employers pay to post their jobs. Where does the job seeker traffic come from? Job seekers show up every day that Glassdoor dangles its clever bait: “Come share your reviews and salary information — anonymously. Then look at job postings!” The revenue model is built on unverified reviews and unverified salary data. (Imagine if Glassdoor’s business model were legitimate: It would pay you for your honest reviews and salary information.)

In other words, HR departments pay Glassdoor to subsidize anonymous ratings and salary surveys. You suggested that HR departments use fake IDs to give their own companies good reviews I don’t doubt it.

The obvious problem is that, when no one is accountable for praise or complaints, every comment on Glassdoor is suspect. Your experience with the terrible start-up highlights the problem. Anyone can create an account without anything but an e-mail address. If Glassdoor were to require true identities, it would be another story. But it’s not.

Along the same lines of Glassdoor is a new app created by the founder of TheLadders, Marc Cenedella. He basically lifted Glassdoor’s concept and made it more personal. Knozen.com lets people post anonymous comments about their coworkers’ personalities. That’s more of a bathroom wall than even Glassdoor. I can’t wait for more lawsuits.

Reading anonymous customer reviews when you buy a camera or a waffle iron is one thing — if you make a mistake, you’re out a few bucks. But when you’re checking out an employer, due diligence is crucial. We’re talking about your career and your income. Check credible sources. Your best bet is always to seek out current and former employees at a company to learn the truth — but make sure they have real names. In Fearless Job Hunting, Book 5: Get The Right Employer’s Attention, you’ll learn the powerful “scuttlebutt” method of researching even privately held companies — by talking to their competitors (pp. 22-24).

Here’s another important tip from the same book, in the section titled “How to pick worthy companies” (pp. 10-12):


Talk to the company’s customers and vendors
This is where you will find the hidden skeletons, and you will learn who are the real decision-makers in the company. This is also where you may find a hidden opportunity. It might not be with your target company, but with one of its customers or vendors, or with some other associated company. By extending your research and meetings to such companies, you’ll get a valuable, industry-wide view — not just of your target company, but of the work you want to do.


It’s not so hard to evaluate an employer. Invest the time to do it right next time, because anonymous reviews of employers can get you into serious trouble.

Is it real, or is it crap? The reader in today’s Q&A learned the hard way that, if information smells, it’s probably crap. Would you trust anonymous reviews and salary surveys to make a career decision?

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Resume Blasphemy

Filed under: Fearless Job Hunting, Getting in the door, How to Say It, Job Search, Q&A, Resumes

In the August 26, 2014 Ask The Headhunter Newsletter, a job seeker asks whether I’m serious about the Working Resume:

I recently stumbled upon your website and found it most useful. Thank you for sharing your insights and advice. I am starting to implement them in my job search. With respect to the Working Resume article (Resume Blasphemy), are you simply referring to a pitch book or some kind of presentation that acts as a discussion facilitator? Do you have any examples to guide someone looking to build something similar?

Nick’s Reply

resume-blasphemyHere’s the blasphemy: You write your resume only after you’ve talked to the hiring manager. It’s not your “marketing piece” and it doesn’t “introduce you.” You introduce you.

I have many examples of blasphemous resumes, but I do not publish them — everyone should create their own because the point is, each is and must be unique and tailored to a single employer. Besides, the examples I have belong to people who wouldn’t want their edge shared — it’s an enormous amount of work.

You can think of your blasphemous resume as a pitch facilitator or whatever works for you — but I intend it as an actual resume that takes the place of the traditional one. (See The truth about resumes.)

The reader follows up

At what point do you submit this “alternative” resume? Most trolls in HR don’t know the difference between a Working Resume and a blank piece of paper. I can see how preparing a Working Resume would help with the interview because one would be very well prepared, but getting through the screening round is usually the toughest part (unless of course someone within the company recommends you).

Are you still helping people find work or are you mainly focused on publishing?

Nick’s Reply

You’d never give a Working Resume to HR — that would be like needing a doctor but asking the doctor’s receptionist for a diagnosis! HR is usually clueless.

You need to get the document to the hiring manager. The catch is, if you can’t identify and talk to the hiring manager in advance, then you can’t possibly produce a Working Resume — that’s why virtually no one tries this and why, when you do try it, you have virtually no competition. It’s a lot of work. (That’s part of what’s so blasphemous about it — nobody wants to do the work!) But I believe that without this effort, no one has any business in a job interview. It’s the reason most interviews result in no job offers — just a waste of time.

In Fearless Job Hunting, Book 5: Get The Right Employer’s Attention, there’s a How to Say It box that suggests how to get the information you’ll need from the manager:


How to Say It

“I’d like to make our meeting as profitable as possible for both of us. It would help me to know a bit more about the job, so that I can prepare to show you how I would apply my skills specifically to the tasks you need done. May I ask you a couple of brief questions?”


That’s a powerful request and a powerful indicator to the manager about what you’re going to deliver in your interview — and in your Working Resume.

Unfortunately, job seekers and employers have it backwards. They start with the resume when they should start with a conversation about what the manager needs a new hire to do. So, commit resume blasphemy: Talk first, plan your Working Resume next, share it with the manager — and only then should you meet to show why you’re the profitable hire.

As a headhunter, I don’t help anyone find work. My clients pay me to find them the people they need. I publish Ask The Headhunter to share my expertise with job hunters. I also do very limited one-on-one coaching by phone, one hour at a time — I don’t believe in long-term “career coaching.” I think it’s a racket.

How blasphemous is your resume? Do you throw resumes around and wait for employers to catch them and call you? A Working Resume is a lot of work — but so’s that job you want. Do the work to win the job. Let’s talk about how.

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How and when to reject a job interview

Filed under: Changing jobs, Fearless Job Hunting, Interviewing, Job Search, Q&A

When I answer readers’ questions, we don’t usually learn about the outcome. In this week’s edition, a reader follows up and we see what happens when someone takes my advice.

In the August 19, 2014 Ask The Headhunter Newsletter, a job seeker interviews an employer before the interview:

thumbs-downI have been invited to interview for a management job at a small firm. I researched the company and reviewed the job description and requirements, which are vague at best but, in general, I meet all the criteria.

After agreeing on a date and time for the face-to-face interview (set by the HR specialist), I inquired about the possibility of a phone screen with the hiring manager so I can get all the larger particulars out of the way and then determine if there is any synergy between the company and my own employment interests. I was informed that the company prefers to do all screening in person.

I take interviewing seriously, but I have a good job now and I have very specific career goals. Also, I try not to waste time away from work unless I am certain the job interview will have a high likelihood in piquing my interest. So, with a few days to go, I sent an e-mail asking for the basic information in written form. This is how I phrased it:

Hello,

May I impose on you for a few details about this position that I will be interviewing for soon?

  • Is this a hybrid managerial/hands-on position? Can you guess-timate the percentage of hands-on to managerial time?
  • Is there a large amount of travel associated with this position?
  • Can you give a salary range?
  • Will this position have an annual training budget to keep up the skill-set needed to grow with the company?

Thanks very much!

I received no reply for three days. When I politely inquired again, I was told, “My apologies for the late response. Our management team will be able to answer all of these questions in the interview tomorrow.”

My instinct is telling me to cancel this interview. If the company cannot provide basic information to a prospective candidate, why should I spend three hours of my time? It’s a crap shoot at best, and a waste of time at worst. The interview is tomorrow afternoon. How would you handle this?

Nick’s Reply

Thanks for sharing a good example of when it’s good to turn down a job interview — even in today’s economy.

The questions you’re asking are all reasonable. In fact, they’re important to help you decide whether to go to the in-person interview. I wish everyone did what you’re doing. It’s smart and it’s professional.

I agree with your instincts, especially if you’re under no pressure to get a new job. But here’s what I’d do. I’d call the hiring manager if you can, and otherwise the person who has been e-mailing you from the company. (If e-mail is your only choice, fine, but I’d really try to talk with the person.)

Just as politely as you’ve already handled it, I’d explain that your work schedule is very busy, so you do your best to confirm whether a job is right for you before you attend interviews. Say you’d like to interview for the job — if they can first provide you with answers to the basic questions you’ve asked. Do your best to have this discussion with the actual hiring manager.

If the person you speak with will not answer your questions, or insists that you show up for a meeting, I’d politely explain that, unfortunately, in the absence of this basic information which you need to make a reasonable judgment, you’ll have to respectfully decline the interview. I know someone will chide me for telling a job seeker to walk away from an opportunity, but not all interviews are worth attending — they’re not opportunities. What’s shocking is how employers waste so much time and resources on ill-advised interviews. (See Half-Assed Recruiting: Why employers can’t find talent.)

I admire your integrity and your sense of doing good business. If you don’t get the information you need, I wouldn’t go to the interview. Every job seeker needs to draw a line somewhere. (Here’s another line: Pursue Companies, Not Jobs.) Just bear in mind that the company may put a big X on your file and never consider you again. On the other hand, you may not want to reconsider them any time soon yourself.

I’d love to know what you decide to do, and the outcome. It would be a shame to miss a good opportunity over something like this – but this is a data point that more people should think about more carefully.

Employers are crying there’s a talent shortage and that they can’t make good hires. Then they behave like rule-bound fools when a candidate they want to meet demonstrates the kind of intelligence they’d like to hire. Go figure. You’re trying to save them time by demonstrating good judgment and good business practices. As a buddy of mine likes to say, people who behave like this make it easier for those of us that “get it” to succeed – because there’s less competition.

The reader responds

Nick, thanks very much for your reply! I managed to find the e-mail address of the director of the department that has the open job. I sent this e-mail:

Hi <name withheld>,

I hope this e-mail isn’t too intrusive. I have been invited to interview in person for a manager position later today. I’m contacting you because HR has declined to provide me with some basic information about this position. (I asked about travel requirements, salary range, hands-on vs. managerial, education budget.)

If you know the hiring manager (or maybe you are the hiring manager), would you please pass my number and e-mail on to that person and ask them to contact me? I am hoping to get some basic questions answered before committing time out of my work schedule to attend an interview. I have specific career goals and usually like to have a brief ten-minute conversation with the hiring manager before the actual interview. In my experience, this strategy saves time for everyone involved in the process.

I appreciate any effort you can make in this area and look forward to possibly meeting you. Thanks…

After a few minutes, I received a response:

Thank you for your e0mail.

We use our interview process to ask and answer questions. We have not been in the position before that an applicant requested to have questions answered prior to the interview. Frankly, given the size of our company and resources, we do not have a good avenue to address these types of requests, as multiple team members would be able to address different types of questions in the interview. I understand your position, and agree that it does not make sense to waste the time of either party. If you prefer to not go forward with the interview, please let me know and I can take you off of the schedule.

It sounds like they aren’t using logic at this point. She states that they “have not been in the position before…” where an applicant asks questions before showing up, which I find unbelievable. Is there really no “good avenue to address these type of requests?” Seriously, are my questions that difficult? Am I the only one that finds this puzzling? Anyway, I will decline the interview at this point. Again, your advice and column are extremely helpful and appreciated!

Nick’s Reply

In the time it took to write all that, the director could have answered your questions. Or, perhaps the director didn’t have the answers. That’s another problem altogether. I do admire the fact that you were given the choice about whether to proceed — they didn’t reject you for pressing them.

Nonetheless, I smell a management problem. Too bad. Here’s what bugs me the most:

“We do not have a good avenue to address these types of requests, as multiple team members would be able to address different types of questions in the interview.”

Your questions are all simple, factual ones that the director should be able to answer easily in advance. I think you’re doing the right thing.

The cost of interviewing job applicants is significant for employers and, as you’ve pointed out, you incur a cost, too. Too often, job seekers think any interview itself is the big payday, and they are loathe to pass it up, even when it’s irrational to go. Your questions were all legitimate make-or-break issues that a company can easily respond to in e-mail or on the phone. If applicants asked more questions before interviewing, and if employers were more candid, then fewer interviews would be a waste of time.

All I can say is, keep on truckin’. The point is to meet a company that’s a match, not to talk to every company that comes along. Again, I admire your integrity.

Think twice

I’d like to make one comment to job seekers who might think you (the reader in today’s Q&A) can “afford” to turn down this interview because you’re secure in your job — while they may not have that “luxury” because they’re unemployed. Every interview requires an investment of time, energy, planning, and — yes — gas money. The point isn’t to get more interviews; it’s to get interviews where the job meets your objectives, whatever they are. There are multiple downside costs to every wrong interview because it takes you farther from truly good opportunities. Pick your jobs carefully before you pick your interviews — and that requires thinking twice when an employer can’t give you good answers before you buy more gas.


Additional Resources

If you want to check out employers more thoroughly, see “How to pick worthy companies” (pp. 10-12), “Is this a Mickey Mouse operation?” (pp. 13-15) and “Scuttlebutt: Get the truth about private companies” (pp. 22-24) in Fearless Job Hunting, Book 5: Get The Right Employer’s Full Attention.

To dig even deeper before you take an interview, in Fearless Job Hunting, Book 8: Play Hardball With Employers, you’ll find “Avoid Disaster: Check out the employer” (pp. 11-12) and “Due Diligence: Don’t take a job without it” (pp. 23-25).


What makes you reject an interview invitation? Or, nowadays, is it just best to take any interview you can get? What do you think the reader in this week’s Q&A should have done?

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An insider’s biggest beefs with employment testing

Filed under: Ask The Headhunter Products, Employment Tests, Getting in the door, Job Search

cover-shadowLast fall I was tickled to publish the first guest author in the Ask The Headhunter Bookstore: Dr. Erica Klein, who wrote Employment Tests: Get The Edge. The book stemmed from enormous interest in a short article Erica wrote for the Guest Voices section of the Ask The Headhunter website. I asked Erica to turn it into a book, and boy, did she!

Employment Tests: Get The Edge is the only book of its kind — we dare you to find anything like it on Amazon! It’s been a runaway bestseller, providing insights and advice about employment testing from someone who has been developing and administering employment tests since 1998. (Erica has also taken more of them than she can count!)

Following a recent spirited discussion I had with Erica, she came back to me with a list of her concerns about employment testing — concerns that I think every job hunter who has ever faced such a test has, too. She’s turned her worries into a great article that serves as a companion piece to the book — and she asked me to publish it as a way to help job seekers deal with three more daunting obstacles they’ll encounter when employers want to test them. You may read her full article here:

An Insider’s Biggest Beefs With Employment Testing

It’s housed in the Guest Voices section of the website, but I wanted to share with you here the gist of her three biggest beefs — because I’d love to have a discussion about your comments and experiences with employment testing.

Erica writes in her new article:

My #1 complaint about pre-employment testing is the disrespectful treatment of test takers. This can start when you are asked to take a test without warning or explanation. It continues through tests that seem to make no sense in the context of the job, and it can culminate when employers provide no feedback to test takers about test results.

My #2 complaint about pre-employment testing is lack of “face validity.” Face validity is a subjective judgment the test taker makes about at test, not a quality of the test. A test is face valid if it appears to be measuring what it is actually measuring. Since pre-employment tests are always measuring and predicting attitudes, behaviors and knowledge related to work, the test is face valid when it asks questions related to the work.

For example, in my opinion, face-valid pre-employment tests should not be asking about how you act at parties, your personal life, whether you take the stairs two at a time (I’m serious: this is a famous, real test question!) or anything that does not appear to be related to the work.

My #3 complaint about pre-employment testing is that some employers use tests that are no better than horoscopes. [An article about bad tests] by Dr. Wendell Williams: “Is Your Hiring Test A Joke?”… says it very well: “When something looks good on the surface, but [is] completely without merit, it is called a joke. You might not have thought of this before, but many hiring tests fit that bill. I’m talking about tests that deliver numbers and data that look good on the surface, but do nothing to predict candidate job success.”

Employers have an obligation to use tests that are good at predicting success, and you have a right to expect that any test you take will indicate your chances of doing well at a job. As a job applicant, you might find it difficult to tell bad tests from good tests — especially given that not all good tests will look like what you think they should (see complaint #2).

Dr. Klein goes on, in the article, to suggest what you can and should do to protect yourself in these three key testing situations — because it could have a significant effect on the outcome of your testing — and job application — experience.

Please read her tips — and come back here to share your thoughts!

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How employers help scammers steal your Social Security number

Filed under: Getting in the door, Heads up, Hiring, Interviewing, Job scams, Job Search, Stuff I worry about, Stupid HR Tricks

It was inevitable: Scammers are stealing job seekers’ identities using over-the-top interview protocols established by employers to gather sensitive personal data. Have employers gone too far demanding too much of job applicants before they even need the information?

Great news! A well-known employer in your area sends you an e-mail saying it wants to interview you by phone — they found your resume online or your profile on LinkedIn. You answer the phone at the appointed time and have a job interview. Perhaps the interviewer makes an offer on the spot — your lucky day! He helps you complete the job application right there on the phone. What’s not to like?

steal-ssnHighmark, a BlueCross BlueShield healthcare company, warns on its website that the interview you think the company just conducted with you was a fraud — and someone stole your private information in the process:

Important Notice
Recently, Highmark has received several reports of possible fraudulent online activity in which an individual posing as a Highmark human resources representative contacts job seekers by e-mail or phone/text, conducts interviews and makes employment offers on behalf of the company. In most instances, those contacted have never applied for a position with Highmark. These false job offers are likely made in an attempt to gain access to your private information, such as your social security number.

– Warning posted on Highmark’s Careers page, detailed further in this notice

While fake online job postings are common and used to get you to fill out forms with personal information that can be used to steal your identity, this fraud is bold. Someone posing as a well-known employer actually calls you up and interviews you — and by the time it’s over you’ve got a phony job offer and the scammers have your very real social security number and other private information.

How can this happen?

An alert job seeker might recognize a phony e-mail address behind the official-sounding name of the company and the recruiter. But some won’t. Job seekers are understandably excited to get an e-mail asking for an interview and will quickly follow the “script” we’re all accustomed to — an e-mail expressing interest, a phone interview with a recruiter, and an intimidating demand for highly detailed “job application” information that includes private personal data that no employer really needs — but demands anyway.

Of course, not all victims will believe they just got a job offer on the phone without an in-person interview — but some will. And even if the “recruiter” doesn’t make an offer on the phone, he makes it awfully easy to “complete the application” on the phone while he does all the writing for you. He’ll even write down your social security number and your home address and phone number. What’s not to like?

How employers help scammers steal your SS#

Employers have programmed job seekers to quickly disclose private, confidential information — when there’s no real benefit to doing so, but lots of risk. Long before the employer decides you’re even a serious contender for a job, it demands your home address, your social security number, names and contact information of your references and permission to contact them, your salary history (which you should never disclose) and loads of other information that’s none of their business at this juncture and which they don’t even need. (When you fork over your references, you’re putting them at risk, too — probably not a good idea if you want good references!)

Why do HR departments routinely demand all this information? Simply because they can. You’ve been trained to  deliver “the required information” just to apply — while the employer hasn’t even checked your qualifications or indicated the slightest interest in talking with you much less hiring you. (See Does HR Go Too Far When Screening Candidates? — especially comments by HR manager Earl Rice. As you’ll note from the 2003 date on this article, this is not a new employer protocol.)

That’s why you become an easy target for scammers. Scammers exploit the intimidating “script” employers have taught you to follow. That’s how unreasonable, over-the-top job application requirements put you at risk. But it’s even worse.

Where’s your data?

Even a real, live employer that collects your private information puts you at risk. Many employers use third-party applicant tracking systems (ATSes) to log your application information and personal data. It all goes into “the cloud” — and good luck protecting it. When you complete that application, you’re usually asked to sign a waiver that gives the employer and its “agents” (translation: any third parties it deals with but that you don’t know about) permission to do with your data as they please.

You have no idea where your data goes, who has access to it, or how well (if at all) it is secured. Personal job application data is stored in unregulated, central repositories that even employers have no control over. Who controls these enormous databases? Companies like Oracle Taleo, Bullhorn, HRIS, IBM’s Kenexa, iCIMS, JobVite, HireBridge, JobScore, and ADP VirtualEdge among others. (For more about the applicant tracking system racket, see Employment In America: WTF is going on?)

Of course, to apply for a job you must provide basic information. But it’s up to you to be judicious about what you share and at what point in the recruiting process. Do they really need your social security number — when they haven’t even met you or given you any clear indication that they’re going to make a job offer? Most people today have already been brainwashed by the employment system to hand over anything and everything an employer says it “needs” to “process you.”

BAM! It’s that misconception that turns you into a sucker when a phony recruiter calls you and asks for all your data.

It’s time for employers to behave

It’s time for employers to stop demanding information they don’t need to recruit you. Today, HR departments ask for the kitchen sink simply because they have a database for kitchen sinks. “We’ll just get all the person’s data up front, so we don’t have to do it later.” More cynically, “We’ll get all their data before we even decide they’re viable candidates because then we can use a keyword scan to quickly reject people we haven’t even talked to yet.” (Less politely: Presumptuous Employers: Is this HR, or Proctology?)

When employers put some of their own skin in the game, then they can ask applicants to do the same. For example, what’s the salary range on the job? How much did you pay the last guy in that job and the one before that? What’s your Employer Identification Number? May I see some references from your customers, vendors and former employees? How about your credit rating? You’re privately held? I still need that information — I’m privately held, too. Are some of those questions over the top? Hmmm…

It’s also time for job seekers to stop being suckers. You are always free to politely but firmly decline to disclose any information you think is too private to share — until you think it’s warranted to process your job offer. Don’t be a sucker for either a legitimate employer who asks for too much — or for a scammer. See Fearless Job Hunting, Book 8: Play Hardball With Employers for tips about how to stay in control when you’re talking with an employer.

(For more on this story, see the Pittsburgh Post-Gazette, which interviewed me about the scam: Insurer says swindler posing as Highmark job recruiter.)

Where do you draw the line when disclosing private information to apply for a job? Do employers ask for too much, too soon? How do you apply for jobs while protecting your private information?

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LinkedIn: Busted for U.S. wage law violations, sued for “injury” to users

Filed under: Heads up, Job scams, Job Search, Stuff I worry about

LinkedIn busted by U.S. Department of Labor

It’s no big deal, suggests LinkedIn.

linkedin-hackAccording to a Computerworld report (LinkedIn pays almost $6M for U.S. wage law violations), LinkedIn was busted by the U.S. Department of Labor (DOL) when it “violated overtime and record-keeping provisions under the federal Fair Labor Standards Act.”

DOL investigators found that the online networking and job-board company “did not record, account and pay for all hours worked in a work-week.”

359 current and former employees were affected at LinkedIn’s branches in California, Illinois, Nebraska and New York. LinkedIn agreed to make restitution to those employees. “The payment to the workers under the accord includes over $3.3 million in overtime back wages and about $2.5 million in damages,” says Computerworld.

The high-tech database company, which tracks the online profiles and behavior of over 300 million members, many of whom pay for the service, told Computerworld that the violations were “a function of not having the right tools in place for a small subset of our sales force to track hours properly.”

Judge says consumer class action against LinkedIn can proceed

A judge in the U.S. District Court for the Northern District of California has ruled that a case against LinkedIn can proceed. Computerworld reported that “LinkedIn will have to face a lawsuit that alleges it damaged the image of users by repeatedly sending emails to their contacts inviting them to join the social network.”

At issue is whether LinkedIn derives “economic benefit” by using its existing members’ names to solicit other people to join the service. This is illegal in the State of California.

According to Computerworld’s report, Judge Lucy Koh ruled that, “The Court notes that this type of injury, using an individual’s name for personalized marketing purposes, is precisely the type of harm that California’s common law right of publicity is geared toward preventing.”

LinkedIn has taken a lot of heat from its users for its practice of cleverly scraping addresses from their private e-mail directories, and then spamming their contacts repeatedly with solicitations to “connect” on LinkedIn. LinkedIn has also been accused of conflict of interest because it charges employers to search its database for the best job candidates — while LinkedIn also charges members for “premium” positioning in those search results. (See LinkedIn Payola: Selling out employers and job hunters.)

Against LinkedIn’s protests, the court ruled that the case may proceed.

Is LinkedIn a network marketing scheme?

LinkedIn holds itself up as the standard bearer of ethical networking — yet more than half its revenues come from selling access to members’ information to third parties. In a Fortune article (LinkedIn’s Networker in Chief), LinkedIn CEO Jeff Weiner says:

  • “values are the first principles we use to make day-to-day decisions”
  • “Compassion has essentially become my first principle of management”

But based on these news stories, this quote says a lot about Weiner’s motivation and priorities:

“I didn’t realize until I got to LinkedIn that without access to economic opportunity, nothing else matters.”

It seems LinkedIn may have become too focused on its own “economic opportunity” and that the cost is being borne by its employees and members. Has the leading professional network turned into a sort of network marketing scheme?

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Help! I’m a floundering headhunter!

Filed under: Changing jobs, Headhunters, How to work with headhunters, Job Search, Making money, Q&A, Recruiting

In the August 5, 2014 Ask The Headhunter Newsletter, a headhunter’s troubles reveal how job seekers can help themselves:

flounderingI just read your expose on CareerBuilder (Employment In America: WTF is going on?). I have used them over the years with very mixed results, and now they’re eliminating my discount and almost doubling my cost. A major disappointing rip-off.

I am a niche technical recruiter in a sector that has thousands of jobs not being filled because there is a lack of heavy-industry engineers. I am on Linkedin with up to 14 million connections to the 3rd level. There are some legit contacts, but the recruiter tools are a rip-off. And like CB and Monster, their sales people are relentless and care little for their customers’ results.

I have been doing direct e-mail campaigns and making calls, and I’ve been posting to niche boards. I got slammed by junk resumes on Indeed. Monster wants to sell me a $5,000 per month program, and I am hitting the wall. I have used some professional sourcers and it has been a struggle. One sourcer’s fee would be 50% of the fee a client would pay me.

I am floundering. All the techie features of these online systems can be a distraction! What else can I do to find good candidates for my clients? This is still about finding good people for good companies. Part of the problem is that the people I am searching for in heavy industry don’t publish, don’t attend conferences and don’t operate or participate on blogs. The companies that I work for trust me and they know their positions need to be filled with leprechauns riding unicorns chasing purple squirrels. Nick. I don’t want to be a lousy recruiter. It is still an important service that changes lives… hopefully for the better. Any advice is appreciated.

Nick’s Reply

I hope job seekers, whose questions we usually discuss here, can learn something from my advice to a troubled headhunter.

The solution is old-fashioned. You have to go where these people (candidates) hang out — wherever that might be. You talk to people who know people in the business – and ask for referrals to other possible sources. You do this primarily on the phone, but as much as necessary by e-mail, too. The point is to create a potent network of solid contacts so that insiders in heavy industry will know who you are and refer others to you.

LinkedIn is little more than a fancy phone book. Everyone is in it, but consulting it isn’t recruiting. As you can see, a list of 14 million people and their data is useless in itself. And the job boards deliver swill by the bucket. The reason a company uses a headhunter like you is that this takes hard work and there are no shortcuts. That’s where the huge headhunter fees originated – for all the hard work. Those professional “sourcers” you mentioned — they actually identify appropriate candidates in very challenging industries, and that’s more than half the work of headhunting. Of course they want half your fee! The online shortcuts just don’t do it.

I’m not trying to give you a hard time, just a reality check. Headhunting is 90% meeting and talking with people all day long. That’s where assignments and candidates come from. I know you know this, or you wouldn’t be telling me how all these “services” don’t really work.

You can start with your clients. Meet with them and ask them where their best hires have come from – what cities, what companies, what schools, where? Then I’d start cultivating contacts in those places.

Then go to heavy-industry engineers you have placed. What competing or related companies do they admire? Do they know engineers there? What continuing education courses do they take and where? Sign up for some of those classes — it’s where you’ll meet engineers and sources of good contacts. What conferences do they attend? Attend them yourself. (I don’t buy what you’re saying. Engineers congregate with other engineers. Your challenge is to figure out where.) Don’t just talk to attendees; talk to the organizers and presenters. They are great sources of candidates. Just don’t forget to return favors!

I’m sure you know people in manufacturing, finance, operations, marketing and sales. Many of them know engineers who know the engineers you’re looking for. That’s who those “sourcers” are talking to. Your job is to talk to them, too.


For the job seeker

How Can I Change Careers?Networking is not about using people. It’s about hanging out with the people you want to work with, where they hang out — talking shop, contributing to your professional community and making friends. The How Can I Change Careers? Answer Kit (36 pp., PDF format) provides tips and tools for career changers and job changers alike, including:

  • A good network is a circle of friends
  • The basics of good networking
  • How to initiate insider contacts
  • Tell me who your friends are
  • PLUS: Create your next job
  • PLUS: Put a free sample in your resume
  • PLUS: A crib sheet to help you explore, choose and research the right opportunities; tips on how to enter a circle of friends; how to define an employer’s needs and map your skills; and how to create a business plan for a job that will make you the profitable candidate in an interview.

I’m also sure you know quite a few heavy-industry engineers who are not looking to make a change. Buy them a nice lunch anyway and pick their brains — express an actual interest in their work. Become more of an expert in the field you recruit in, and you will start to see connections and opportunities you never saw before. Don’t ask these engineers for referrals; instead, offer them introductions to other people that might be beneficial. For free. Become a hub of good contacts without expecting any return and those engineers will start referring their friends to you because they will come to see you as more than just another headhunter who throws buzz words around — they’ll see you as a valuable industry resource.


For the job seeker

The best headhunters are looking for you in places where the best of your peers are talking shop. They cultivate potent networks of solid contacts — and job seekers can do exactly the same for themselves. For a more structured approach to how job seekers can meet and work with the best headhunters, see How to Work With Headhunters… and how to make headhunters work for you (130 pp., PDF format). It includes these sections and much more:

  • htwwh1Why don’t headhunters return my calls?
  • How should I judge a headhunter?
  • What are all the different kinds of headhunters?
  • Are online job boards a good way to find headhunters?
  • What’s the secret to getting on a headhunter’s list?
  • What kind of resume will make me the headhunter’s #1 candidate?
  • How can I find a good headhunter?
  • How should I manage a call from a headhunter?
  • Should I divulge my salary to a headhunter?
  • How should I negotiate with a headhunter?
  • Can I boost the salary range for a job?
  • Can a headhunter hurt my reputation?
  • Should I tell a headhunter who else I’m interviewing with?
  • PLUS: How do I keep a headhunter from squeezing me out of negotiations?
  • PLUS: How do I avoid having my resume tossed in the trash?

Like good jobs, good candidates are found through relevant contacts and hard work. (Who is relevant depends on how creative and insightful you are. That’s another thing that makes those big headhunter fees hard to come by.) The contacts you need will grow out of your active participation in the professional community you recruit from.

I admire how seriously you take your work. But no one is going to do it for you, and no online service will replace you. Take that to the bank.

How do the best headhunters you’ve met operate? We’re always talking about what’s wrong with headhunters. Some of them are very good at what they do. What’s right about them? Please share your experiences. Let’s talk about how to use the best headhunters’ best methods yourself!

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WTF! Inflatable Interviewer Dolls?

Filed under: Hiring, Interviewing, Job Search, Q&A, Recruiting, Stuff I worry about, Stupid HR Tricks

In the July 29, 2014 Ask The Headhunter Newsletter, a reader doesn’t feel like doing a solo job interview:

What do you think of an employer that uses a video service such as Montage to conduct its pre-screening of job candidates? I was recently asked to do this and found the experience awful. You don’t get to hear responses played back before submitting them, and there is no conversation with the interviewer.

Nick’s Reply

inflatable_manI think it’s bulltarkus. Any company that asks you to do an interview by yourself on video might as well hire an inflatable doll. If an employer asks you to invest your time to apply for a job while it avoids investing time in you, think twice before doing it.

In fact, I think the decision to interview you by yourself on video was made by an HR doll that was inflated by a very lonely venture capitalist who will end up unsatisfied. It’s all overblown.

The Journal Sentinel reported that Montage — the Talk To The Doll App you’ve encountered — was funded to the tune of $4 million by Baird Venture Partners and — get this — the State of Wisconsin Investment Board. All you need to know is this comment posted to the article: “Very simple technology that will have little value in the future. It’s a groomed Skype with recording abilities.”

Montage is a “solution” that only a puffed-up HR executive with too big a budget could love. Next time, insist that a human show up to interview you.

WTF is up with venture capitalists (VCs), anyway? Didn’t we just cover a bunch of venture embarrassments in the recruiting space? The Stupid Recruiting Apps just keep coming, and you need to watch out for them.

Montage is just one notch up from another new app, Yo. According to The New York Times, Yo raised $1.5 million from Betaworks and other investors. Yo makes a “new smart phone app whose sole purpose is to let people send text messages saying ‘Yo.’”

“People think it’s just an app that says ‘Yo.’ But it’s really not,” said Mr. Arbel, one of Yo’s founders.

Rumor is that several Fortune 500 employers will be notifying job applicants whether or not they were hired with one word: Yo. “We like to call it context-based messaging,” says Arbel. “You understand by the context what is being said.”

Ask The Headhunter readers will be relieved to get any sort of feedback after their job interviews. (See Question 4 in 4 Tips for Fearless Job Hunters.) But, can’t we send one-word Tweets without having an app that sends only one word? Yes?

cenedellaThis is not to suggest there aren’t some seasoned recruiting industry veterans getting funded today. The former CEO of TheLadders, Marc Cenedella, has what’s probably the winning entry in the Totally Useless Apps category — Knozen. Business Insider says it’s “a new iPhone app that lets coworkers rate each other’s personalities anonymously… it’s like Yelp is for restaurants.”

I’d rather have an employment app that’s like OpenTable — it would guarantee me a place at the table! VCs including FirstMark Capital, Lerer Ventures and Greycroft Partners gave Cenedella $2.25 million. And here’s where you — the job seeker — come in. Business Insider reports that, “Eventually, Cenedella wants his app to become a ‘personality API’ that businesses can tap into during the recruitment process.”

Uh-oh — Cenedella is talking tech: API. So’s Yo investor John Borthwick: “over time [Yo] has the potential to become a platform.”

You can’t make this stuff up. “Cenedella feels Knozen is an extension of the work he was doing at The Ladders, a career site that matched executives with job opportunities that paid six-figures.”

And how’s Cenedella’s last start-up faring? Today TheLadders is fighting a consumer class action in Southern New York District Court for breach of contract and deceptive practices. Word is his lawyer dolls are keeping Mr. C. out of breath.

“The Ladders was about showing the intangible qualities of yourself to employers,” says Cenedella. Yah — actually, it was about letting you lie about your salary to employers so they’d interview you for “$100K+ jobs.” (See TheLadders: Job-board salary fraud?) Does Knozen somehow guarantee honesty?

How does Cenedella explain that TheLadders is now a Hazbeen while Knozen is new and cool? “I got more interested in how people present themselves when they’re already in a job, not hunting for it.” No shit. One Business Insider comment sums up this start-up: “Stupid app. Nark app.”

I usually limit the levity and try to rise above all this. But when:

  • We start talking about a single word “that over time has the potential to become a platform;”
  • Employers want to snooze while you talk to the hand about a job; and,
  • A discredited recruiting entrepreneur gets over $2 million from venture capitalists…

Then it’s impossible to keep a straight face. We’re talking about a total of about $8 million worth of phony “recruiting technology” that you might face when you apply for a job.

So what’s my advice? Do what my mentor Harry Hamlin taught me: Use your judgment, and do the best you can. Then remember what my other mentor, Gene Webb, said: “Never work with jerks.” And don’t talk to inflatable doll interviewers.

Are new recruiting apps helping you land a job? Who’s become more stupid — venture capitalists, or employers? Want to buy an inflatable doll from me — to send to your interviews?

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4 Tips for Fearless Job Hunters

Filed under: Fearless Job Hunting, Job Search, Q&A

In the July 22, 2014 Ask The Headhunter Newsletter, four questions yield four tips to help you overcome some of the daunting obstacles you’ll face in your job search.

  • What should a job seeker always say to the employer at the end of an interview?
  • What should I do about application forms that “require” my salary history?
  • How can I avoid a salary cut?
  • What should I do about employers that won’t give me a decision when they promise to?

Recent questions submitted by readers reinforce the idea that it isn’t the “steps” of job hunting that matter most. It’s the unexpected obstacles. In this week’s edition, I’d like to share four important tips to help you overcome obstacles in your job search. My answers in each case are excerpted from the Fearless Job Hunting PDF books. I hope these tips give you an edge!


FJH-6From Fearless Job Hunting, Book 6: Be The Profitable Hire, pp. 14-15:

Question 1

What should a job seeker always say to the employer at the end of an interview?

When I was job hunting, I always made it clear that I wanted the job. As a hiring manager, I want to ensure that positions are filled by qualified candidates who I know, undisputedly, want the job. Can you discuss the importance of this basic and obvious technique in interviewing that is often overlooked? That is, the applicant must always say to the potential employer, “I want this job.”

Tip 1: Learn to say “I want this job”

There’s a story I tell in my first book about a talented sales executive who interviewed for a job and failed to get the offer. I asked him whether he closed the interview by saying he wanted the job.

He argued with me that making such an explicit statement is awkward and that it suggests the candidate “has no class.” My response: “It’s good you weren’t hired. Failure to say you want the job shows you don’t have enough interest in working for the employer.”

“Of course I wanted the job!” he exclaimed. “The manager knows that! That’s why I’m interviewing!”

No, the manager doesn’t know that. Not unless you tell him. Interesting, isn’t it, how unacceptable some think it is to make an explicit commitment, when that’s exactly what an another person needs to hear.


FJH-4From Fearless Job Hunting, Book 4: Overcome Human Resources Obstacles, pp. 11-12:

Question 2

What should I do about application forms that “require” my salary history?

Some companies I recently applied to have established online application forms that include the infamous salary question. Many of these forms have the field flagged as “required,“ which prevents you from moving forward without disclosing this information. Can you give some advice on how to handle this situation?

Tip 2: Beat the application form

There may be ways around it, if you’re willing to risk getting the application screener ticked off at you. (Ever wonder who screens those apps? Ever wonder why a company lets some clerk decide who managers will and will not interview? It’s crazier than nuts.)

Such forms don’t distinguish between text and numeric entries. Try entering CONFIDENTIAL instead of a number. If a number is required, I’d use lots of 9’s to make it clear that you’re not misrepresenting your salary, but protesting the field.

You might be considered a smart aleck, and your response inappropriate. So make a frank statement about your intent elsewhere on the application. (There is usually a field for comments.) I believe it’s perfectly legitimate to politely but firmly state that your salary is confidential, and that you prefer to withhold it until a serious mutual interest develops between you and the employer. What better way to get a screener to actually pick up the phone and call you? (That’s the point of applying, right?)


FJH-7From Fearless Job Hunting, Book 7, Win The Salary Games, pp. 7-10:

Question 3

How can I avoid a salary cut?

I had an excellent rapport with the CEO who interviewed me. The job is just what I was looking for. It would be a next step in my career. The salary, however, is 20% less than my last job… The CEO asked me to think it over during the weekend and call him next week if I have any ideas that could bring us closer to an agreement. He asked me not to accept the position unless I could be happy for the long haul. How can I avoid a salary cut?

Tip 3: Avoid a salary cut

It’s up to you to show the CEO how the work you will do will pay for that salary boost… Sales doesn’t mean convincing. At its best, sales means showing how you’re going to help the other guy make profit from your work, so he can pay what you’re asking. This simple idea is foreign to many people, yet it’s at the heart of any salary negotiation — and at the heart of any good business transaction.

Avoid a salary cut by showing the employer how you will help him avoid a dip in profits. Make the employer want to pay you more, by showing him how you will help him make more, too. Give the CEO some good reasons to work with you, and you may get some or all of what you want.


FJH-8From Fearless Job Hunting, Book 8: Play Hardball With Employers, pp. 15-16:

Question 4

What should I do about employers that won’t give me a decision when they promise to?

Two weeks after my interview, I called to ask if a decision had been made. The HR person said the job was not filled, and that I was a top candidate… I have waited another two weeks without any word. I suppose I have several options: Continue waiting, call the company again to reiterate my interest, or give up and look elsewhere. Which do you recommend? How long is it reasonable to wait “patiently” after interviewing?

Tip 4: Play hardball with slowpoke employers

Never call the personnel office to find out where things stand. After the agreed-upon deadline, call the manager. Whether you talk to the manager or get voice-mail, leave this hardball message: “I’d like to work for you, but I’m considering another job offer.” Say no more. (Note that you have not closed the door to an offer.)

If none of this yields an offer or believable timetable information, then stop investing time and emotion in this deal unless it comes back. Move on.

I know only too well how frustrating this is, and how angry it makes you. The sooner you understand that many employers are too preoccupied to care, and that you’re not going to change their behavior, the sooner you can get on with your life. If you spend your time waiting for someone to make a decision about hiring you, then you give up control of your destiny. This is me playing hardball with you: Stop calling the employer.

There aren’t any “steps” to getting hired. If there were, you’d follow them and you’d have the job you want. Getting an offer is about knowing how to overcome daunting obstacles that stop other job hunters dead in their tracks. Let’s talk about the obstacles you face in your job search!

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The employer is hiding the salary!

Filed under: Changing jobs, How to Say It, Interviewing, Job Search, Q&A, Salary

In the July 15, 2014 Ask The Headhunter Newsletter, a reader complains about wasting vacation time interviewing for the wrong jobs:

I applied for a position in another state and got a call right away to set up an interview. I scheduled vacation time for this meeting and it went very well. I liked what I was hearing and my would-be future boss obviously liked what he was hearing so much that he scheduled another interview with the “powers that be” right away. So again I scheduled more vacation time for this interview. This also went very well.

At the end, when it came down to talking salary, all involved were very disappointed. My low end of expected salary was much higher than the high end of what they could offer. It was a good enough fit that the hiring manager e-mailed me a couple of weeks later wondering if there was any way I could come down in my salary expectations. After I turned him down again, he e-mailed me a few days later telling me how much he was disappointed that we couldn’t work things out. I asked him to keep me in mind for other opportunities.

It would save me countless hours of wasted vacation time and interviews if employers were not so secretive about their salary ranges. If I had known the salary range ahead of time, or at least at the end of the first interview, we could have saved each other so much time and disappointment. How do you suggest handling this?

Nick’s Reply

hidden-moneyIf I didn’t know better, I’d think that, as the economy improves, employers are trying to take advantage of job seekers by hiding the money. Perish the thought!

The other explanation is that it’s become a cultural problem. “Oh, we never talk about money… it’s so declasse…” Yah, and it’s also ridiculous.

Would you visit a Tesla salesroom for a $75,000 car if all you can afford is $25,000? Of course not (unless you’re just out for entertainment). Imagine if there were no way to find out the ballpark price of cars in advance. Would you visit a dealership twice, hoping the price might turn out to be right on the third visit? Of course not.

In one of the Fearless Job Hunting books I discuss how to respond to your boss when he offers you a promotion but fails to mention a raise in salary. Is there one? How much? The same method works perfectly before you agree to interview for a new job.


This excerpt is from the section titled, “The Pool-Man Strategy: How to ask for more money,” pp. 13-15, in Fearless Job Hunting, Book 7, Win The Salary Games:

“You should have asked about money first. Some might consider that presumptuous, but I don’t. It’s business. Setting expectations early is usually the best way to accomplish your goals. The psychology of this situation can be more complex than you might realize. If you embark on this meeting… without setting an expectation about money up front, you will wind up like a puppy waiting for a treat after you’ve jumped the stick 20 times.

“How to Say It: Keep it short and sweet: ‘What’s the pay like?’

“Those are the only words I’d respond with. It’s not a demand, or even an expectation. It’s a top-of-the-head, disarmingly honest, enthusiastic question that must be answered before any further discussion. Note that you’re not even asking for a specific number… I think the best way to ensure that compensation will be a part of negotiations is to put it on the table from the start.”


This is business. Get an answer before the interview, or move on to the next employer. The only reason employers don’t like to disclose a salary range — like the manager who kept challenging you to lower your salary expectation — is that they want to hook you early in the hopes that you’ll compromise. And, once you’ve gone to multiple interviews, you’ll be more likely to compromise your negotiating position to justify all the time you’ve already invested. It’s an old sales trick.

The manager you interviewed with is just astonishing. He asked you to lower your salary requirement — twice! Why don’t you send him an e-mail now, and explain that you’ve thought about it and you’d love to work on his team. Is there any way he could come up to your required salary?

See what I mean? It sounds kind of awkward and presumptuous for you to do that — right? Yet he did it with no problem. Maybe it’s worth trying. Maybe he’ll realize he can’t find who he needs for the money he wants to spend. (You might want to be ready to explain, How do I prove I deserve a higher job offer?)

This is the salary double-standard. The manager wasted your vacation time twice and keeps asking you to to give up even more… for what?

I’m not asking these questions rhetorically. Employers like this need to do a reality check, because they’re a bit nuts and more than a bit unreasonable.

Next time, when an employer hides the salary for a job, ask. Save yourself some grief. (There’s another side to this double standard: Why do companies hide the benefits?)

Have you interviewed for jobs where you didn’t know the salary? Were you surprised later? What do you think would happen if you insisted on knowing the salary range in advance?

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