Don’t forget to say “Thanks”

Sending a Thank You note following a job interview, an informational meeting, or a networking event is a simple way to stand out. I always thought this was a common courtesy, but I discovered last spring just how uncommon it really is. Then I recently attended a meeting where a panel of recruiters agreed that receiving a follow up Thank You note is so rare that it makes the candidate really stand out. One of the recruiters said:

I get so few Thank You notes that if you send one, you automatically stand out. And if it is handwritten, you really, really stand out.

This is both exciting and troubling to me. It seems incredible to me that I could “automatically stand out” just by doing something as simple as writing a Thank You note. Thus it is exciting because it seems almost like winning the lottery — getting so much return for such an easy investment.

And yet troubling because it is so uncommon. If writing a Thank You note is so easy and yields such a great return, why isn’t everybody doing it? Have our collective manners eroded to the point that we have we have forgotten how or (worse) don’t care to be gracious?

Why handwritten?

Sending a Thank You note by email may be better than no thanks at all, but there is great value to a handwritten note. In her recent excellent blog post on this topic, Ruth Sherman writes

A handwritten note rises above the clutter of email so effectively. Think about it: You may not respond to most of the hundreds of emails you get each day. But I’ll wager you immediately open a piece of mail with a handwritten address and that doesn’t come in a #10 envelope. I know I do. I love getting these thoughtful notes.The act communicates so much: The writer took time, she or he cares, the receiver is important. When was the last time an email made you feel that way?

Handwritten cards are better because they stand out. Not everyone will open and read your email, but you can almost guarantee that they will open a hand-addressed envelope received in the mail. And it communicates a thoughtfulness that can’t be captured in an email. Handwritten notes are more heartfelt.

True Gratefulness

And that leads to my final thought about Thank You notes. Sending a Thank You note simply because it is a good job-search or networking strategy seems disingenuous, so I hesitate to advocate it as such. I know I’m guilty of writing Thank You notes filled with empty platitudes simply because I know it is a good strategy. Or maybe because it’s what my mom taught me to do. And maybe I wasn’t even that grateful, but was just pretending to be (ouch!).

Instead of writing something bland and staid like “Thank you for taking time to visit with me yesterday blah blah blah,” perhaps we should try to express what we are truly grateful for. Did the person share some particularly useful information or wisdom with you? Did the person challenge you in a positive way? Did the person go out of the way to do something special for you? Was the person unusually patient in answering all your questions? If so, try to express that in your written note.

This requires a little more thought, and I suspect is not as natural for most of us. As Thanksgiving approaches, this seems like a perfect time to start practicing gratefulness and honing that mindset. And perhaps our future Thank You notes will be expressions of true gratefulness instead of just a strategy.

Informational Interviews, part 2

A couple of weeks ago, I wrote a post about conducting informational interviews. Today, I noticed that Marci Alboher added a different perspective to the topic by discussing her pet peeves about informational interviews in her New York Times blog.

In her article, Ms. Alboher (she called me Mr. Wilson) specifically mentioned 4 pet peeves:

1. Never overstay your welcome. Whether it’s lingering too long in person or on the phone or engaging in too much follow-up, it’s important to read signals and respond accordingly. I’m currently being stalked — by e-mail, IM, and now Facebook, by someone who wants me to be his mentor. He’s blown it. Never, ever IM someone you don’t know, unless there is some odd situation in which they’ve made it known that’s an appropriate thing to do.

2. Always think of how to give back to those who give you time. It may take years to do it, but if you keep it on your mind, one day you’ll figure out how.

3. Be prepared. It means something different in each context. At minimum do a Google search. Make a point to keep up with what’s going on in that person’s world. If the person’s employer has just had a managment shakeup, for example, read about it and try to understand what it could mean for that person.

4. Don’t presume anything. I’ll never forget when a young lawyer e-mailed me asking if he could drop by my office to meet and talk careers the next week. First of all, my friends don’t even “drop by” for meetings with me, so there’s no way that was going to work. Second, I work at home, which made the request a little creepy.

It’s important to think from the interviewee’s perspective. I haven’t been approached for an informational interview, so I can’t speak from that perspective. So thanks to Marci Alboher for adding her very important perspective.

Tips from recruiters

I recently had the opportunity to listen a panel of recruiters sharing tips with an audience of job seekers. The panel included two internal recruiters (one with a large multi-national corporation, and one with a smaller, local corporation), and one external recruiter. The questions and discussion yielded some really good information, and a few surprises. Following are some of my notes and key take-aways from the meeting.

About resumes

Always send an electronic version of your resume (paper resumes are more difficult to track and manage). If you provide a hard copy, use light colored paper that reproduces well on a photocopier.

Formatting is less important (unless it relates to the job you are applying for). It is best to keep special formatting to a minimum.

Recruiters typically sort resumes into three categories: Yes, No, and Maybe. Here’s how to get your resume into the “Yes” stack:

• A clear skills match. Write your resume to match the job requirements listed in the job ad. Yes, this requires customizing your resume for each application, but it pays off. If the position is for a “programmer,” use that term instead of “software engineer.” If the position is primarily responsible for database management, move that experience to the top of your resume. Write your resume so it’s impossible to miss the connection between your skills and the job requirements.
• A clear benefit to the company. Focus your resume on the future (how you can help the company) rather than the past (what you did). Your resume should be a marketing document, not an obituary. Yes, you have to describe your past experience, but do so in a way that sells what you can offer in the future.
• A connection. The best way to get your resume in the “Yes” stack is to send it through a connection. If you know someone in the organization, send it through them. If you don’t know someone in the organization, start networking. Even a casual contact with the recruiter at an event like this is enough to get your resume extra attention.

Here’s how to get your resume into the “No” stack:

• More than 2 pages. The resume is an introduction, not a life history.
• Spelling errors, or (I can’t believe people actually do this) hand-written corrections on the resume.
• Special characters or unusual formatting (electronic resumes) that don’t translate on the recruiter’s system.
• No clear skills match.

There are some key factors that recruiters are looking for to determine a potential match:

• Where did you work? For how long?
• What industry?
• How big was the company?
• What are your credentials?
• What is your progression?

About cover letters

Surprisingly, only one of the three recruiters indicated that they ever look at cover letters. The one who does considers them to be very important. The ones who don’t look at them say it doesn’t hurt your chances, but just doesn’t add much value for them.

If you do include a cover letter, it should be brief (about two paragraphs) and provide information not included in your resume. Don’t simply rehash your resume in the cover letter. That wastes the recruiter’s time.

About interviews

Sell yourself. If you can’t or won’t sell yourself, the recruiter can’t sell you either.

The receptionist has a lot do do with first impressions. When you arrive, treat the receptionist like one of the interviewers. You never know…

Be alive and be vibrant. Shake hands. Smile. Make eye contact.

Be focused. People don’t do what they want to do or get where they want to be because they never decide what it is. Know what you want.

Know and be able to articulate your strengths. Don’t be afraid to sell, sell, sell. Be confident.

Never use “we” when describing your accomplishments. Interviewers don’t want to know what your team or group did; they want to know what your contribution was. Never give philosophical or theoretical responses to questions. Be specific about your accomplishments, strengths, etc.

Know something about the company. Not just “about” the company, but be aware of current news and issues. There is no excuse for not doing at least a basic Google search on the company and/or industry.

Be persistent. Be consistent. Be prepared. Be passionate.

About follow up

Get a business card (or at least a name) of every person you meet. Send them a “Thank You” note. One of the recruiters said he gets so few thank you notes that writing one makes you stand out. Handwritten is better.

Be persistent in following up with the recruiter and interviewer. Don’t be afraid to send an email or make a phone call.

Conclusion

Well, that’s all my notes. There was so much more good stuff, I could not write it all down. Hope some of these ideas help you along your journey.

Informational interviews

The informational interview is one of the most useful and yet under-utilized career management tools. I’ve become a big proponent of informational interviews ever since conducting my first one several months ago. When I’m among job seekers, I often ask if they are including informational interviews as part of their strategy. Many have never heard of them, and many of those who have tend to shy away from them. If you are not using informational interviews, you are missing a great opportunity.

What is an informational interview?

Sometime called an informational meeting, a referral meeting, or a research interview. It is a brief meeting (usually anywhere from 15 to 45 minutes) between you and somebody currently in a career or industry that you want to learn more about. You can use the interview to gain new knowledge, or to validate your understanding, or to sharpen your focus.

An informational interview is not about asking for a job. Never, never ask for a job. That is the cardinal rule of informational interviews.

And therein is the rub for many job seekers who disdain informational interviews. They seem to view them as an underhanded and sneaky way to get a foot in the door when the interviewee knows they are really looking for a job. Or, they may feel that the informational interview puts them in an awkward position by making them appear desperate.

What these job seekers don’t realize is that informational interviews are not strictly the domain of job seekers. Such interviews are an essential part of networking for both the unemployed and the employed. (Note that I earlier referred to the informational interview as a career management tool, not a job search tool.) Most professionals recognize this as an ordinary part of business and are not offended by being approached for an interview. In a 2004 Career Journal article, Pamela Peterson, director of business development for IPSA International, said “Eighty percent of the time people are delighted and willing to meet and to help, primarily because they recognize the value of networking as well the satisfaction that comes from being able to help someone.”

What are the benefits of an informational interview?

Compare the informational interview with a job interview.

• Informational interviews are generally easier to get.
• With an informational interview, you ask the questions and are in control.
• An informational interview is typically more relaxed for both parties.
• Informational interviewees may become part of your network, and may provide referrals.
• Informational interviewees may be less guarded in sharing information.

In addition, you build your professional network. You gain knowledge of a career or industry. You gain confidence in presenting yourself and your ideas to others. And you develop name recognition and a positive reputation in your professional circle.

Okay, I’m sold… Now what?

Watch for additional posts in the coming days about

• How to obtain an informational interview
• How to conduct an informational interview

Update 11/20/2007: Be sure to see Part 2 of this discussion.

Business cards and job seekers

I attended a career fair this week where I rubbed shoulders with hundreds of recruiters and job seekers. (Okay, it was more like hundreds of job seekers and a handful of recruiters). I arrived with a stack of my own business cards, expecting to hand a few to interested recruiters, and drop a few more into various fishbowls for the free prizes.

During the event, I noticed that several job seekers were passing out their business cards almost indiscriminately. Several people approached me, told me their 15-second pitch, and offered me a business card. While I appreciate their assertiveness and diligence, I’m not sure their approach is the most effective.

When I got home, I had collected a much larger stack of business cards than I anticipated, and had the task of deciding what to do with all those cards. Do I add them to my Outlook contact list? Should I invite them to join my LinkedIn network? Do I file the cards in a plastic business card file and put them in a binder? Do I keep some and toss the others? How do I decide which ones to keep?

Edith Yeung offers some ideas in her recent article, “12 Reasons Why People Want to Keep Your Business Card.” Her list seems to focus on the attributes of the card itself: is it colorful, unique, multi-purpose, etc.? These seems to emphasize the marketing aspects of business cards.

However, I find that I don’t make decisions based on the attributes of the card. I’m more likely to keep a card based on my interaction with the person. Did we connect on a personal level? Is there way that I can help that person professionally? Would this person be a valuable addition to my network? Chances are, I’ve made that determination long before the other person places a card in my hand. The business card, therefore, is less of a marketing tool, and more of a correspondence tool.

Which brings up some interesting questions. Is it best to pass out as many cards as you can (shotgun approach), or wait until someone asks for your card? Is it best to spend the extra money for special cuts, graphics, paper and color; or will a simple, inexpensive card (assuming it is still professional) suffice?

I suspect that most business cards end up meeting the fate described by Michael at Execupundit, but I would love you hear your thoughts:

• How do you use business cards?
• How important are design elements?
• What do you do with business cards you receive?

Job search vs career management

There is a big difference between job search and career management. Job search is more like an event that commences when you need a job and ends when a new job is secured. Career management, on the other hand, is a mindset that transcends job changes.

Back when the average worker went to work for a company and retired from the same company 40 years later, job search skills were sufficient. In today’s market, however, the average worker is expected to change jobs as many as nine times. Our career is no longer tied to one company, one industry, or even one profession. Therefore, it is essential that today’s employees learn how to manage their own careers.

In a recent interview with Vancouver 24 Hours, Jason Alba of JibberJobber illustrates the differences between job search and career management by contrasting various attitudes. For example:

• Job Search: I network to find immediate job opportunities, and hope that my network isn’t too stale.

• Career Management: I have a very strong set of relationships and continually strive to add value to them.

There are many more examples in the article. Be sure to read it.

———-

UPDATE 10/18 – I forgot to add the link to Jason’s blog. If you haven’t already, you need to check it out.

Chimby search engine

I just recently discovered Chimby, an innovative career advice search engine. What exactly is Chimby? According to the site:

CHIMBY is a vertical search engine that lets you search over 400 career advice sites at once. We crawl the sites of career coaches, career blogs and other media sources in order to provide the best answers to your career advice questions. Each source is hand-picked to ensure fresh, relevant results from an exclusive club of career advice experts.

You can find current news, articles, and discussions tailored specifically for career search. I added a link to Chimby in my list of favorite web sites. Check it out.

Introducing Jobfox

I just discovered this really cool new career site called Jobfox, and wanted to pass it along. You can read more about it in this Forbes.com article.

The site is designed to compete directly with the mega job boards Monster.com and CareerBuilder.com. One might think it is crazy to take on these giants, unless you consider the fact that Jobfox was created by Rob McGovern — the founder and former CEO of CareerBuilder.com. Also consider the fact that jobfox is a truly innovative twist on the typical job board, and you have a pretty good recipe for success.

What makes Jobfox unique? Here are a few things I’ve observed. There are probably many more:

• The site is not a typical job search site. Rather than allowing you to search for jobs, Jobfox matches you to the best jobs based on the 10 Dimensions of a Great Job Fit (sm). These 10 dimensions include your skills, experience, education and desires; like salary, travel, commute, etc.
• The Jobfox Job Fit Matching Engine is designed around the 10 dimensions. As you enter details about your work experience, Jobfox asks questions about the specific types of activities and responsibilities, what tools you use, etc. For instance, one of my jobs was a technical writer for a software company. As soon as I select “technical writer” from the job function list, jobfox asks me if my role was editing, creating new documents, or updating existing documents, etc.. Then it asks if these were installation guides, user manuals, training materials, and on and on. Finally, it asks me which tools I used most frequently. You can select multiple items for most questions, and then rank them. I thought the tool was very comprehensive.
• When Jobfox finds a fit, it score the fit on a 10-point scale. It also displays a comparison table of your fit criteria and how it matches with the job criteria, so you can immediately see where the differences are.
• Jobfox offers “trackable resume” service. One of job seekers biggest complaints is the “black hole” of resume submission. When you submit your resume to Jobfox, they immediately send back a trackable version that looks just like the original. When you submit this version to potential employers, Jobfox will notify you — through SMS, and through a history log on their site — when the employer has opened and reviewed the resume.
• Jobfox allows you to control who sees your portfolio, when it’s available for viewing, and many other security features.

Jobfox is not just an incrementally-better or prettier job board. It is a game changer with the potential to revolutionize the way employers and employees are matched. It’s not clear how many employers are using the site, though, which seems to be a critical component to the site’s success; McGovern gently sidesteps this issue by emphasizing that the site is more about quality of jobs posted than quantity. But if the site can reach critical mass in terms of number of candidates and employers, it looks like Jobfox will indeed be a winner.

Career in a Box

Are you living in a box? Is your career in a box?

Too many people live and work in a box of someone else’s choosing, often because they don’t know any better. Some people don’t even know they are in a box; they just acquiesce to others’ expectations and think this is all life has to offer. Others know they are in a box, but have no idea how to escape.

How do we get in a box?

We are conditioned by many influences in our life — our parents, teachers, friends, pastors, spouses, employers, etc. — to behave in certain ways. Much of the conditioning is positive, but sometimes we are conditioned to behave in ways that are contrary to our natural personality. Sometimes we are conditioned to behave in certain ways because of our gender, our nationality, or race.

A recent study in Scotland found that even career advisors put job seekers in boxes, frequently reinforcing gender and job stereotypes. What’s the lesson? You need to be in charge of defining who you are and what your best career fit is. Don’t let others put you in a box.

In his groundbreaking 1997 article The Brand Called You, Tom Peters’ wrote

“You’re branded, branded, branded, branded… We are CEOs of our own companies: Me Inc. To be in business today, our most important job is to be head marketer for the brand called You.”

Like it or not, you already have a brand. Everybody has a brand. Is it the brand you chose, or the brand someone else assigned to you?

How do we get out of a box?

Okay, so you find yourself in a box and want to get out, but you don’t know how.

The first and best place to start is to develop self-awareness of who you are and what you were created to do. You should be aware of your personality and behavioral preferences, your abilities and talents, and your passion.

Studies have shown that personality can be effective predictor of both job satisfaction and job performance effectiveness. When you understand your personality traits — your true nature — you can begin to identify the types of tasks and work environments that you are best suited for. While there are a number of good profile instruments on the market, such as DiSC and MBTI, I’ve found that CORE MAP is the most effective profile for identifying conditioned behavior patterns and revealing your true nature.

Developing self-awareness may take a lot of effort, but it is the essential first step to getting out of the box that others have put you in.

 

Interviewing advice

If you want to succeed in your job interview (and who doesn’t?), it’s good to understand the perspective of the interviewer. What is he or she expecting from the candidate? What kinds of actions can kill the interview?

The folks at Boost Your Career With LinkedIn offer some excellent advice on preparing for an interview, based on common complaints from recruiters. Knowinging — and avoiding — these pitfalls will help you make a positive impression.