In the October 4, 2011 Ask The Headhunter Newsletter, a job hunter asks whether social networks like LinkedIn are a great way to get a foot in the door when looking for a new employer.

I am currently looking at new job opportunities. Your suggestions are to network in order to find out more information about a company and to get to know the right people before you even think of trying to get a job there.

What is your view on making contact with people you don’t know at all via social networking sites, such as LinkedIn? I have joined some of the professional communities and this seems like a great way to make initial contact with people in a particular industry, but is this just a fake idea or is there actually some merit in this method?

My Advice

Getting to know a company through people connected to it is the best way to land the right job, and it’s the best way to avoid mistakes. But social networking sites portray this inaccurately. They show you a cool database of names and information, and they suggest that the links between people’s records constitute “your contacts.”

What’s a link?

That’s absurdly reductionist. It’s like suggesting that because your name sits alphabetically beside another, you share a “contact.” In the database, perhaps you do. But in real life, the fact that we both do business with a certain auto mechanic, or that the mechanic attended the same college we did, doesn’t hold any value. The only thing we share is a coincidence. To make that serendipitous “link” useful, one or both of us must invest a lot to create the shared experiences that lead to a relationship and friendship.

What are you going to do for me?

LinkedIn — like any other online social network — is just another social environment. Imagine walking up to someone at a friend’s party — someone you’ve never met — and asking them to recommend you to the president of their company. Other than the fact that you and the person “share a link” via the friend whose party you’re attending, there are no shared experiences between you. There’s no justification in asking for such a favor, and the person has no reason to trust your intentions. Even if the referral were made, the president of the company would not be able to obtain any useful judgments about you from the mutual contact, because there’s no basis for such judgments. There are no shared experiences. Just that serendipitous meeting.

That’s why you feel so awkward asking a favor of someone you don’t know who doesn’t know you.

The LinkedIn party is not much different. In both cases, the only way to make a real contact is to start a conversation on a legitimate topic you’re genuinely interested in. Use the normal rules of conversation. Invest in a real relationship that takes time to develop. But don’t expect someone who is “linked” to you in a database to feel any obligation to talk to you.

I found you in the phonebook

People construe the existence of a social network as permission to exploit nodes (people) when there’s no substance in the links between them. That is, they think that belonging to a huge list of people means those people should bend over backwards to help them. When help doesn’t come, LinkedIn turns a dumb expectation into a dumber process: Make more links until you get what you need!

LinkedIn is little more than a big phonebook. No one’s going to take your call just because you looked them up. It takes more. (See also: LinkedIn’s New Button: Instantly dumber job hunting & hiring.)

Take a hike

To answer your question, I think a social network is just one more list of people. So’s a phonebook, and I always hang up when someone calls me from a list. I also instantly delete e-mails that say, “I’d like to add you to my professional network on LinkedIn.” That’s the new “Hey, Babe, don’t I know you from somewhere?” and it’s just as presumptuous — and just as offensive.

LinkedIn is a nice directory. Social networks are the new phonebooks. How you make new friends who care about you, however, hasn’t changed. You still have to hang out with them and share experiences that matter.

What do you think about social networks? How do you use them effectively? Hey, is this blog a social network? Have you met anyone on the blog who’s become a friend?

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Gimme a break.

The Washington Post reports: Monster.com finally vindicated.

Say what?

Two reseachers, UC Santa Barbara’s Peter Kuhn and UC Denver’s Hani Mansour, asked this question in a study they conducted: Do job hunters who “use the Internet to look for work” spend less time unemployed than job hunters who don’t use the Internet?

Guess what? People who use the Internet spend less time unemployed. Whoo-wee. How does this study “vindicate” Monster.com or any other job board?

It doesn’t. The researchers mention Monster.com once in their 36-page report, and only in passing. The Post’s reporter, Brad Plumer, makes Monster.com the subject of his story and puts the name in the headline.

There’s no evidence provided by the authors of the study (or by Plumer) about what is the impact of job boards on how long unemployment lasts. The researchers merely speculate and toss out the names of two job boards — Monster.com and CareerBuilder. To suggest that use of the Internet makes finding a job easier due to Monster.com is like suggesting that having a car makes traveling easier — thanks to DeLorean Motor Company. And, by the way, this vindicates the Ford Pinto, too.

The reason more people are finding jobs “via” the Internet is because the Internet is a social venue where people hang out. It’s got little to do with where jobs are advertised, because most jobs continue to be found and filled through — guess what — personal contacts. And the Internet is a great place to make personal contacts.

How about we try a more robust approach to determine how the Internet really contributes to finding a job, eh? What’s up with promoting the idea that a ghost in the machine, like Monster.com, is what shortens anyone’s unemployment time?

A major newspaper like The Washington Post can do better than publish an advertorial for job boards. Well, maybe not. The Post operates a job board for profit. There’s no vindication of Monster.com here; just an indictment of a newspaper.

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In the September 27, 2011 Ask The Headhunter Newsletter, a job hunter says he’s got personal introductions to two C-level execs at a company where he wants to work. He worries, is it even a good idea to use them?

The CEO of my former company just gave me two of the best contacts that one could ever hope for. It turns out that he worked at the company in which I’m now interested. He gave me the direct numbers of the CEO and CIO there, and his permission to use his name liberally.

The problem is that I wouldn’t be reporting directly to either of these gentlemen. I technically fall under the CIO’s umbrella, but far removed — I want a web developer job that they have available.

Another problem is that I don’t know anyone else in this company of about 500 people. So how do I take advantage of these contacts without having the whole thing blow up in my face? Should I even try contacting them if they’re not going to be the ones to whom I’d be reporting? This might be as bad as trying to contact HR. Please advise.

My Advice

Here’s the short version of my advice: (For the entire column, you need to subscribe to the free newsletter. Don’t miss another edition!)

The best thing you could do is ask your CEO buddy to call one of these people and recommend you. This is very powerful. If your old friend thinks so much of you, he should be willing to make the call.

Alternately, you could call the CIO, since that’s the area you’d be in, and say your old CEO suggested you call him. But: Do not ask for a job.

How to Say It

“Joe Smith, my former CEO at ABC Company, strongly suggested that I get in touch with you. He thinks I should consider a job at your company. I’m a web developer and I’m trying to get a deeper sense of what’s important to your company in its web presence. I don’t believe in interviewing just because there’s a job open — I like to make sure I understand a business first, and to make sure I can offer something useful and profitable. Do you have a few minutes to tell me a bit about your IT philosophy and your organization?”

Don’t ask for a job

The point is to focus on what a CIO is interested in: strategy and philosophy of IT. Then let him (or her) talk. At the end, state clearly that you’re interested in working for his company and ask if he feels you’re someone the company would be interested in.

How to Say It

“If you think it’s a good idea, I’d like to talk with someone on your web development team who can tell me more about the operation.”

If he tries to send you to HR, politely explain that you’re glad to talk with HR, but first you’d like to get more information about the web work being done there. Here’s how to say it:

(This part of my advice is omitted. It’s for newsletter subscribers only. Subscribe to the newsletter  to read all of next week’s Q&A! It’s free! Don’t miss another edition!)

Note that you’re not trying to apply for a job through the CEO or CIO. The goal is to use your old CEO’s personal contacts to help you develop the relevant contacts you need in this company — in the IT department – not just to apply for a job.

Use the contact to make better contacts

Don’t be afraid of a C-level contact, and don’t feel awkward making these calls. You’ve been introduced. Talk shop with these execs, not about applying for a specific job. Use your conversations to learn about them and to expand your circle of contacts. Then ask for referrals to others in the company who can talk shop with you, and you’ll be in the door before you know it.

It’s almost always best, when you’re talking to someone higher up than you, to ask for advice and guidance. Use those exact words:

How to Say It

“I’d like to ask you for a little advice and guidance about how someone with my skills could help your web development team be even more successful.”

Have you ever used an executive contact to get ahead? If you’re an exec, have you given this kind of help? This is a topic that doesn’t get much discussion because many people feel awkward about making that call to an exec. How do you get over the hump?

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In the September 20, 2011 Ask The Headhunter Newsletter, a job hunter wonders how to get smarter, negotiate better, and avoid getting taken advantage of:

I had what may be a “Eureka moment.” I’ve been accused of lacking the “cojones” to handle interviewing and the job market, and I think it’s true. I started my career when companies treated people with respect. Today, employers deliberately set things up so that the job candidate is at a huge disadvantage. The rules have changed so that employers can really take advantage of the diligent, loyal folks who have the 1950′s work ethic.

They make an offer and demand you respond within 24 hours, or it is rescinded. They make statements in interviews that they back out of as soon as you take the job. Don’t assume that they will send you a health insurance card, or that the work week is 40 hours, or that there’s even time to eat lunch. One place I worked made everyone buy their own pens and office supplies. You almost need a bulldog lawyer to negotiate everything for you.

People have told me I have a “golden retriever” personality—too eager to please and to be a good employee. I need to be more skeptical, and I need to be a much tougher negotiator. It is hard when you really need a job, but I’ve learned the hard way not to be so trusting. It may be better to risk ticking off an employer, or losing out on a job, than to take the job and find that someone took advantage of your good nature. How can I get smarter? How can I be a better negotiator? Can you help me out?

Here’s the short version of my advice: (For the entire column, you need to subscribe to the free newsletter. Don’t miss another edition!)

The best way to avoid being taken advantage of is to set your standards and expectations high. Then judge others accordingly.

One way to approach this is to politely make the employer jump a few hoops, too. The lousy ones will refuse, and that saves you time. I doubt it will cost you any good opportunities. My advice: Quickly find out what kind of people you’re dealing with. If there’s a problem, move on. Here are some suggestions.

First

Make a list of what you think is reasonable behavior from an employer, so you’ll be more aware of what to look for. If an employer doesn’t measure up, call them on it. Give them a chance to try again. Their reaction will tell a lot by itself. Here’s an example.

How to Say It
“Thanks for the offer. I’m very pleased about it, but I cannot make a decision in 24 hours. I’ll tell you why. I want to stay with the company I join for the long haul, so I want to make sure it’s the right match. Before I accept, I’d like to spend a little time with people I’d be working with, and with people in related departments. Can we schedule some brief meetings with managers and employees in [manufacturing, finance, whatever] asap? Then I can assure you of a quick answer to your offer. I appreciate your consideration. It will help us both to make a wise decision.”

Massage the wording to suit your style. It’s a reasonable request, and I think it will quickly reveal which companies are good and which are lousy.

Second

Another way to be more assertive (and to protect yourself): Ask for the full employee manual and benefits package at your first interview, or before it. Hey, they have all your info in your resume and application, right? You want their info. If they won’t give you copies after your first interview, thank them and walk away. Don’t waste your time.

Third

(This part of my advice is omitted. It’s for newsletter subscribers only. Subscribe to the newsletter to read all of next week’s Q&A! It’s free! Don’t miss another edition!)

There are good companies out there. You have to weed out the rest, and these are some ways to do it. Of course, you must be polite, reasonable and very professional. Never be pushy, demanding, or rude or presumptuous. Wear a big smile, grow some cojones, and be firm. Sure, this will cost you what people loosely refer to as “opportunities”—but they are really nothing at all.

Know what your standards are. Go in with a positive attitude. Stand firm the first time they push you where you don’t want to go.

Some employers demonstrate high standards. Others smile a lot and bite you where it hurts. Learn to tell one from the other by testing them. Today’s Q&A offers 3 suggestions. How do you test a company before you accept a job offer? Have you been bitten?

How can job candidates be smarter and negotiate better? Please share your thoughts in the comments section below.

The Ask The Headhunter Newsletter is 9 years old today! That’s worth a special deal!

To celebrate, I’m offering an extra $5 off the 2-Book Bundle! Discount code: 9YEARS. This discount code is good only until Friday, September 23, and only on the 2-Book Bundle! Click here to order, and type 9YEARS in the discount code box when ordering!

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In the last post, Bankrupt & Unemployed: Will a background check doom me?, we discussed how a reader who is applying for a job (and who is qualified) might overcome obstacles that come up when the employer does a background check. Problems like bankruptcy triggered by long-term unemployment — and a year-old DUI (driving while intoxicated) violation.

Knowing what to do is one thing. Facing the employer and knowing what to say — and being able to say it — is something else. In this edition, let’s discuss How to Say It.

There are two keys to convincing an employer to take a chance on you:

1. Personal recommendations from credible people who know your character and your work ethic.
2. A clear commitment — which the employer will never ask for, but which you must offer in order to get a job offer. To find out what that commitment should be, please watch the video.

What would you say to a hiring manager to get past such obstacles? And if you’re a manager, what would a candidate need to say and do to convince you to give him or her a chance?
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In the September 13, 2011 Ask The Headhunter Newsletter, a reader asks:

I have a challenge that I’m not sure I can overcome very easily in this job environment. I was forced to file bankruptcy due to long-term unemployment. I also received a DUI (“driving under the influence”) about a year ago. I’m afraid that, despite my qualifications, prospective employers may reject me after they do a background check. Any suggestions on how I can overcome this challenge?

My reply:

Here’s the video version of my advice, and below it is the printed version. (I don’t do videos from a script, so this is not a literal transcript.)

1. Avoid job hunting tools that can’t defend you.

Your resume cannot defend you when a manager sees a problem and wonders how it would affect his business. Nor can an online application form. Only someone who knows you can defend you and override objections by emphasizing how you’ll deliver benefits to an employer.

So the answer is clear: Invest most of your time getting someone who is credible and who respects you to contact the employer and recommend you. It’s not easy. But it’s the best tactic. A reference doesn’t have to be your former boss. It might be another manager from your old company who knows your work ethic, or even a customer or consultant. But it must be someone who will make the call and stick their neck out for you. (I know it might be painful to make such a request. But you’re in a painful situation, and like I said, you have to have the stomach for this.)

2. Help the employer focus on what matters most.

The employer is right to be worried. Any red flags pose a risk to his business. So it’s up to you to help the employer stop worrying. Be honest and candid about your bankruptcy and your DUI. But don’t dwell on them. Quickly focus the employer on your clear commitment to help him make his operation more successful. In other words, distract him from your problems in a way that engages him in what matters: his success. Show him that you’re worth taking a chance on.

…(This is where some of my advice is omitted. To get the whole story next week, subscribe to the newsletter. It’s free! Don’t miss another edition!)… 

Just remember: The manager who hires you deserves this kind of effort from you, because he needs convincing. He won’t ask you to do it. You must volunteer.

The economy sucks, and losing a job opportunity because you’ve got problems in your personal or work history sucks even more. What if you’re qualified and have a solid work ethic? Should an employer reject you because you were forced to file bankruptcy due to unemployment? How about a DUI violation? Should it hamper getting hired? How would you handle this?

UPDATE: In part 2 of this pair of posts, learn How to Say It — and about the almost-magic commitment you can make that can move a manager from “No way!” to “I’m willing to take a chance on you!” Please check Bankrupt & Unemployed: How to Say It.

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You know that rude behavior employers dish your way when they recruit you, cajole you, try to woo you, impress you, and interview you — then won’t return your calls, much less decide whether to hire you?

Now it’s happened to a C-level executive, CEO Carol Bartz, who was just fired by Yahoo. While Bartz’s performance, and Yahoo’s justifications for firing her, will be debated, what’s clear is that Yahoo’s board of directors is a bunch of wussies. They fired her on the phone. (For more details, see my column on CMO.com, Stupid HR Tricks: Yahoo Phones It In, and join me in the discussion.)

Gimme a break. Say what you want about Bartz’s performance at Yahoo, the former CEO of AutoDesk never “phoned it in” during her stellar career. She deserved better.

So what’s the point? The point is that Yahoo’s board just sent a loud signal to the community from which the company recruits: We behave without dignity and integrity. Don’t bother seeking a career here, unless rudeness and disrespect are high on the list of attributes you’d like in an employer. Worse yet is the signal to investors and customers: “A reputation that attracts top talent isn’t on our agenda.”

Yahoo Finance just featured an article titled, “Tech Jobs Plentiful, Talent Is Not.” Gimme a break. ”While the tech sector remains one of the few bright spots for the U.S. job scene, firms are having a difficult time finding qualified people to hire, a new survey says.”

No kidding. I hear Yahoo’s HR department is crying, ”Talent shortage!” But who wants to work for a bunch of rude wussies, to whom “phone it in” suffices for “executive action?” Go ahead, laugh your ass off. What goes around, comes around. Trouble is, when companies start doing it to C-level execs, that’s a clear sign it ain’t gonna get any better.

Tip to companies that operate with integrity and treat people with respect and dignity: You have no competition when recruiting and hiring.

Message to “the talent” out there: Those good employers are out there. You’ve just gotta look harder today.

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In the August 30, 2011 Ask The Headhunter Newsletter, a reader asks:

Have you ever heard of JobSearchSite Inc., dba NOW? It sounds good, but how do you check on them to see if they’re the real deal?

My reply:

In this edition, let’s try an experiment: Video. Hope you enjoy it.

There are so many job boards coming and going that it’s impossible to keep up — but I don’t even want to. While your competition is getting interviews and offers, you’d be spending your entire life trying to check these places out. Or you could pick four companies you’d love to work for and go research them instead, to make personal contacts who will give you the real low-down and help you get in the door.

Remember: There aren’t 400 jobs out there for you. Choose carefully and approach doggedly.

I already know how the Ask The Headhunter community feels about job boards… but tell me, what’s your favorite alternative that produces results? (Are there any job boards you like?)

So… how’d this video experment come off? (Other than my novice production values!) Is video Q&A to your liking? Should we do more of these? Hit me with your critique — too long, too short, get a new shirt, stop the rapid eye movements (sorry, I had to use a few notes…), add a CNN backdrop… use hand puppets…?

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In the August 23, 2011 Ask The Headhunter Newsletter, a frustrated reader who’s been on the job for just a couple of months checks the salary surveys and wonders whether it’s already time to ask for a raise…

I love my new job. However, I checked some recent salary surveys and it seems I am underpaid as much as $5k/year. Since I’ve only been here for two months, how long should I wait to discuss this with my boss? Or do you think I’m chasing the salary surveys? This has really been bothering me and I want some peace of mind.

I think salary surveys are fine as general indicators, but do they tell you anything about yourself? I think using them to establish your salary requirements is like checking the cover of Vogue to plan what your face should look like…

What’s this reader to do? Are salary surveys good tools for career development? What do you think of how they present the data?

My detailed advice to this reader is published in the free weekly Ask The Headhunter newsletter, which is delivered only by e-mail. Subcribers and I discuss the question and my advice here on the blog. Please join us! But to read my advice — including frequent How to Say It tips and links to other valuable resources – Sign up for your own FREE subscription! Don’t miss another edition!

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In the August 16, 2011 Ask The Headhunter Newsletter, a rejected job hunter fesses up that he got cocky and didn’t prepare for his interview:

I have five years experience in a technical job and I want to move into a related management role. I’m the go-to guy in the department and I am considered a “vital” part of the team by both my peers and senior management. When I presented a case for the creation of a management role and development of a team, it was largely ignored and placed on the “long finger.” The whole experience made me realize I need to focus on moving my career forward.

I recently interviewed for a management job with a company that I have long admired. The job itself is a carbon copy of my current position, but it would include two or three people working under me. I was called back for a second interview, but I was unsuccessful in moving forward to the next phase.

On reflection, there were several reasons I probably didn’t move forward including being too cocky leading up to the interview, and thus not being 100% prepared. I don’t think my desire to change jobs was shining through in the interview.

The logical next step for me is management. How can I make this transition? Many thanks in advance.

Here’s my reply:

You probably nailed the reason why you failed the interview. You weren’t prepared for the meeting, and maybe a bit cocky. You blew it. While you seem to have admitted your mistake, you said nothing about what you plan to do about this. It’s not even clear to me that you care — you just want to move on to the next opportunity.

A manager doesn’t just tackle a project. A manager gets it done. And if the manager makes a mistake, he doesn’t just walk away. The key here is that you recognize what you did wrong. A good manager figures out what he did wrong, tunes up his approach, and goes back at it. Is it possible that the employer who interviewed you thinks you’re not interested in correcting your mistake? I don’t know, but my concern is that you don’t seem to care.

Before you move on to the next management opportunity, fix what you did wrong this time. There’s probably nothing to lose in taking another shot, and what you’ll gain is self-respect and perhaps a second chance. My advice is not to give up so quickly. Go back to the employer who already invested in two meetings with you.

I’d either call the manager, or send a short note. Fess up and fix it. The note is for fessing up, and the plan that you attach is for fixing it.

How To Say It
“I apologize for being a bit cocky in my interview. The truth is, I was distracted by some issues at my current job, and I didn’t carefully analyze your needs to formulate a useful response. While it may be too late, I need to do this for the sake of my own integrity. Attached please find an outline of my understanding of the job you need done, and what seem to be the key problems and challenges. Along with that, I include a brief plan for how I would do the job for you, describing how I’d achieve the three main objectives, and my estimate of how my work would contribute to your bottom line. This is how I try to approach any job, including the one I’m doing now. I didn’t accomplish this in my interview with you. I’m sorry if I wasted your time when we met. I want you to know I take every job seriously, whether I win it or not. Thanks for your time. I hope you find something useful in what I wrote for you. If you find my comments worthy of further discussion, you won’t regret meeting with me again.”

The details of this approach are covered in detail in How Can I Change Careers?, a PDF book that I should probably re-title, because it’s not just for career changers, but for anyone who’s changing jobs and wants to stand out in the interview. It teaches how to show an employer that hiring you will be a profitable decision. If an employer can’t figure out whether it’s worth giving you a shot at a management job, you must prove that it’s a wise choice. The interviewer won’t figure it out for herself. That’s why you must submit a plan showing how you’ll do the work.

If you want to be the “go-to guy” in a management job, I think you need to get back in touch with that employer. Show that you know how to handle rejection by changing your approach and by acting like a versatile manager. If you hear nothing back, chalk it up to learning. Either way, you will have developed the plan you need to approach any promotion to a management job.

(Here on the blog, I usually print only a part of the advice I offer in the Ask The Headhunter Newsletter — and we discuss the topic here. This week, I ran it all. Next week, it’ll be a partial reprint once again. But don’t miss another issue! Be on top of the discussion! It’s free! Sign up for the weekly newsletter! )

Can you go back after the employer says No?

It happens to everyone at some point. You blow it in the job interview. You know why, and you feel like a dope. You could have performed much better. Can you go back for another bite at the apple? Have you done it? Did it work?

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