Here's a conversation I had with a rejected job applicant today. He left me a voicemail inquiring about the status of his application, and I checked and saw that we had sent him an email two weeks ago to let him know that we would not be able to consider him for a position. Feeling bad for the guy, I broke my own "no rejections by phone" rule and called him back to tell him. Here's what happened:
Me: We sent you an email on July 22 to let you know that we wouldn't be able to further consider you. I'm sorry you didn't get it! Sometimes emails inadvertently end up in a spam folder, so you might check there.
Candidate: I don't have a spam folder.
Me: Well, I'm very sorry you didn't receive it. In any case, we'd certainly welcome an application from you in the future if we have other openings you're interested in.
Candidate: But I don't have a spam folder. So where is the email?
Me: I'm not sure. I'm looking at a copy of the email right now, and it went to (redacted) email address.
Candidate: That's my email address, but I don't have it.
Me: I'm not sure what happened. I have a copy of the email here, so I know it was sent on our side. In any case, I'm sorry we weren't able to move you to an interview.
Candidate: So you're not considering me for any positions?
Me: No, I'm sorry, we're not.
Candidate: Whatever. (Hangs up.)
Lovely. So I'm thinking, well, at least our screening process works and we rejected this guy right off the bat.
Two minutes later, my phone rings again. It's him.
Me: Hello?
Candidate: Is this because I listed (name redacted) as a reference?
Me: I'm not sure what you mean.
Candidate: I listed (name redacted) as a reference and then he told me that there's bad blood between him and your organization.
Me: No, it's nothing like that. We have a very competitive hiring process and generally have many well-qualified candidates to choose from. We only interview the top few who are the best matched with the position.
Candidate: So you're really not going to interview me?
Me: No, I'm sorry.
Candidate: (Hangs up on me again.)
Seriously, what is wrong with people?
See also: Job rejections and vitriol and Job rejections and vitriol, part 2
Wednesday, August 6, 2008
50 days, 4 interviews, a consultancy offer, and a missing contract
A reader writes:
I’m a consultant and I have been looking to join a larger consultancy. In hunting around, I found one... on its face, the organization seems to be perfect. My personal philosophy meshes well with their stated philosophy, etc.
I sent off an unsolicited e-mail, asking if they needed someone like me. Their CEO responded in 3 days. Over the course of the next two days, I talked extensively with the first interviewer. By day 7, I’d spoken with him at length and he passed me onto another interviewer.
Three days later (day 10), the second interviewer got in touch... We went on to speak that day. They also asked me to fill out two “team” psychological/personality inventories. I completed them that afternoon.
Five days after that (day 15), the first interviewer e-mailed to say that he wanted me to talk with two others on their team and to scheduled the next interview. Three days later (day 18), that interview was scheduled for the following afternoon.
Day 19 was interview three. It also went well. I didn’t want another long delay, so I e-mailed the first interviewer to tell him things went well. Four days later (day 23) I got a response saying that that was great... and that I now needed to talk with interviewer four.
At this point (day 24), I e-mailed the CEO again, as he had asked me to keep him abreast of how things were progressing. I told him that this was a gauntlet interview process. He e-mailed back to say that I’d not seen anything yet... that interviewer four was killer.
Interview four happened on day 28... and I received an e-mail on day 29 responding to my latest thank you with notice that they were going to start checking references.
On day 35, I sent a note to interviewer four, making sure that things were progressing well and that they were getting the info they needed from my references (I knew that they’d been talking with my references as I was getting feedback from the references after each call).
Nine days later (day 44), I finally talk with the CEO. He is interested.... but now wants to hire me as a consultant for the first few months to “try before he buys” me as a full-time employee. I tentatively agree, stating that I’m really on the market for full time work... but that as long as we were moving forward towards full time employment, I would be happy to work for him.
He seemed pleased and told me that he’d have someone on his staff get me a contracting agreement via e-mail to get us going.
One day later (day 45), and I received an e-mail from that staffer asking for my contact details to fill in on the template agreement. I responded almost immediately. I didn’t get anything back by the end of that day, so I e-mailed to make sure he received my info. On day 46, he wrote to say that he’d been having e-mail difficulties... that he now had my info (I had to resend) and that he’d be preparing the agreement.
It’s now 5 days after that (day 50) and I’ve not yet received the document.
Quite frankly, at this point, I’m more than a little frustrated. I obviously have continued to look for employment (thank god I didn’t stop when I had the first great conversation almost 2 months ago)... but this seems a little excessive. I don’t want to get snippy and send off an e-mail I might later regret. I’m looking for an outsider’s perspective on timing and pacing to know whether I’m being unreasonable in thinking that they’re REALLLLLLLLLLY slow.
I have a couple of thoughts and none of them are all that conclusive:
1. On one hand, they're not being all that slow in terms of response time. You got an initial response to your resume in three days and an extensive first interview within one week.
2. On the other hand, they appear to have 72 steps to their interviewing process. I'm actually all for being thorough, but I do think that when you have an extensive process like this, you should tell the candidate what the process will be at the start. You shouldn't have been left in the dark on that.
3. The "try before you buy" thing irks me for the same reason. This should have come up earlier. I might consider asking them, "Is this typical or is there something about my candidacy that has you less certain than usual?" The answer might be interesting.
4. All that aside though, the only thing that really bothers me about the timeline itself is what has happened at the end -- the delay in getting you the contract. I would contact them and ask for an ETA and explain that if you're going to accept the position, you need to begin wrapping up other commitments, and imply that you're not able to stop your job search until that contract is signed.
There could be a perfectly innocent explanation -- the guy preparing the contract has been out sick, swamped with other work, or whatever. But they owe you a status update, at least. If you can't get that out of them, something smells bad. But at this point, I wouldn't draw any conclusions just yet -- just keep sniffing around and remain skeptical.
I’m a consultant and I have been looking to join a larger consultancy. In hunting around, I found one... on its face, the organization seems to be perfect. My personal philosophy meshes well with their stated philosophy, etc.
I sent off an unsolicited e-mail, asking if they needed someone like me. Their CEO responded in 3 days. Over the course of the next two days, I talked extensively with the first interviewer. By day 7, I’d spoken with him at length and he passed me onto another interviewer.
Three days later (day 10), the second interviewer got in touch... We went on to speak that day. They also asked me to fill out two “team” psychological/personality inventories. I completed them that afternoon.
Five days after that (day 15), the first interviewer e-mailed to say that he wanted me to talk with two others on their team and to scheduled the next interview. Three days later (day 18), that interview was scheduled for the following afternoon.
Day 19 was interview three. It also went well. I didn’t want another long delay, so I e-mailed the first interviewer to tell him things went well. Four days later (day 23) I got a response saying that that was great... and that I now needed to talk with interviewer four.
At this point (day 24), I e-mailed the CEO again, as he had asked me to keep him abreast of how things were progressing. I told him that this was a gauntlet interview process. He e-mailed back to say that I’d not seen anything yet... that interviewer four was killer.
Interview four happened on day 28... and I received an e-mail on day 29 responding to my latest thank you with notice that they were going to start checking references.
On day 35, I sent a note to interviewer four, making sure that things were progressing well and that they were getting the info they needed from my references (I knew that they’d been talking with my references as I was getting feedback from the references after each call).
Nine days later (day 44), I finally talk with the CEO. He is interested.... but now wants to hire me as a consultant for the first few months to “try before he buys” me as a full-time employee. I tentatively agree, stating that I’m really on the market for full time work... but that as long as we were moving forward towards full time employment, I would be happy to work for him.
He seemed pleased and told me that he’d have someone on his staff get me a contracting agreement via e-mail to get us going.
One day later (day 45), and I received an e-mail from that staffer asking for my contact details to fill in on the template agreement. I responded almost immediately. I didn’t get anything back by the end of that day, so I e-mailed to make sure he received my info. On day 46, he wrote to say that he’d been having e-mail difficulties... that he now had my info (I had to resend) and that he’d be preparing the agreement.
It’s now 5 days after that (day 50) and I’ve not yet received the document.
Quite frankly, at this point, I’m more than a little frustrated. I obviously have continued to look for employment (thank god I didn’t stop when I had the first great conversation almost 2 months ago)... but this seems a little excessive. I don’t want to get snippy and send off an e-mail I might later regret. I’m looking for an outsider’s perspective on timing and pacing to know whether I’m being unreasonable in thinking that they’re REALLLLLLLLLLY slow.
I have a couple of thoughts and none of them are all that conclusive:
1. On one hand, they're not being all that slow in terms of response time. You got an initial response to your resume in three days and an extensive first interview within one week.
2. On the other hand, they appear to have 72 steps to their interviewing process. I'm actually all for being thorough, but I do think that when you have an extensive process like this, you should tell the candidate what the process will be at the start. You shouldn't have been left in the dark on that.
3. The "try before you buy" thing irks me for the same reason. This should have come up earlier. I might consider asking them, "Is this typical or is there something about my candidacy that has you less certain than usual?" The answer might be interesting.
4. All that aside though, the only thing that really bothers me about the timeline itself is what has happened at the end -- the delay in getting you the contract. I would contact them and ask for an ETA and explain that if you're going to accept the position, you need to begin wrapping up other commitments, and imply that you're not able to stop your job search until that contract is signed.
There could be a perfectly innocent explanation -- the guy preparing the contract has been out sick, swamped with other work, or whatever. But they owe you a status update, at least. If you can't get that out of them, something smells bad. But at this point, I wouldn't draw any conclusions just yet -- just keep sniffing around and remain skeptical.
Monday, August 4, 2008
5 bad pieces of career advice
I'm sometimes unnerved by some of the bad career advice that gets repeated over and over in job-hunting guides and career columns. At U.S. News & World Report today, I talk about five particularly bad pieces of advice that I cringe every time I see. Head on over and leave your own additions in the comments.
Friday, August 1, 2008
fired worker badmouthing company to current employees
A reader writes:
How would you deal with a terminated employee who keeps calling active employees here on the job to speak badly about HR? It is sadly at the point where she is making things up and defaming the abilities of the HR team by spreading rumors. Any advice?
I would probably do nothing.
If you try to prevent her from reaching your employees, you'll look heavy-handed and like you have something to hide. It will actually add credence to her story, which is the opposite of what you want.
Let her rant. You'll be taking the high road, many employees are going to be annoyed by her, and she'll end up discrediting herself in the eyes of a lot of people. Who wants to be called at work by a former coworker who wants to complain about HR? Most people are going to think she should move on.
But here are two subpoints to consider:
1. If there's any grain of truth to what she's saying, make sure you do consider whatever her beef is and decide if you should be doing anything differently. Don't discount her points just because of the way she's handling herself.
2. If you feel you have to do something, you could make your managers aware of your side of the story so they can combat any rumors among their own staff. One of the really annoying things about terminations is sometimes you'll get an employee who complains loudly about being "unfairly" treated, telling coworkers the firing came out of nowhere and had no grounds, while you know her performance was abysmal and she was given numerous warnings and chances to improve. Since very few people tell their coworkers, "Wow, I'm really doing a bad job" or "I did get three warnings before they let me go," the fired person's coworkers often have no idea that the firing was handled fairly and was for good cause ... and because of privacy concerns, the manager usually isn't going to announce the details, so coworkers often hear just one, twisted side of the story. One way to combat this is to fill your managers in on the other side, and then figure they'll at least be able to give others the sense that there's another side of the story.
But really, I'd probably advise doing nothing. If your remaining employees know the company to be fair, that personal experience is going to carry more weight than the rantings of one disgruntled former employee.
How would you deal with a terminated employee who keeps calling active employees here on the job to speak badly about HR? It is sadly at the point where she is making things up and defaming the abilities of the HR team by spreading rumors. Any advice?
I would probably do nothing.
If you try to prevent her from reaching your employees, you'll look heavy-handed and like you have something to hide. It will actually add credence to her story, which is the opposite of what you want.
Let her rant. You'll be taking the high road, many employees are going to be annoyed by her, and she'll end up discrediting herself in the eyes of a lot of people. Who wants to be called at work by a former coworker who wants to complain about HR? Most people are going to think she should move on.
But here are two subpoints to consider:
1. If there's any grain of truth to what she's saying, make sure you do consider whatever her beef is and decide if you should be doing anything differently. Don't discount her points just because of the way she's handling herself.
2. If you feel you have to do something, you could make your managers aware of your side of the story so they can combat any rumors among their own staff. One of the really annoying things about terminations is sometimes you'll get an employee who complains loudly about being "unfairly" treated, telling coworkers the firing came out of nowhere and had no grounds, while you know her performance was abysmal and she was given numerous warnings and chances to improve. Since very few people tell their coworkers, "Wow, I'm really doing a bad job" or "I did get three warnings before they let me go," the fired person's coworkers often have no idea that the firing was handled fairly and was for good cause ... and because of privacy concerns, the manager usually isn't going to announce the details, so coworkers often hear just one, twisted side of the story. One way to combat this is to fill your managers in on the other side, and then figure they'll at least be able to give others the sense that there's another side of the story.
But really, I'd probably advise doing nothing. If your remaining employees know the company to be fair, that personal experience is going to carry more weight than the rantings of one disgruntled former employee.
Thursday, July 31, 2008
job searching: when does persistence become stalking?
A reader writes:
Let's do a mirrored image of your posting on an applicant missing a phone interview. Let's say the prospective employer called me and wanted to set up an interview for either that day or a couple of days down the road. Then they explained that they needed to make sure the hiring manager was going to be available and would contact me when they had more info.
Great! However, since that point this prospective employer has disappeared! NO return phone calls, no letters, nothing. I have called back 3 times now. Once to find out if anything had been set up (got voicemail), next to leave cell number (was not sure if I had the first time) and the next scheduled day to meet this person to once again express my interest and ask them to call to schedule a time stating that I was once again dedicating my whole day to wait for a call from them.
Is this “pushing the envelope” and am I coming off desperate or pushy? I am stating things like, "I have researched your company and feel that I would be a good fit for the position."
I simply want to know do I dare call again? Or would it be out of line for me to drive to the company and do a personal introduction and ask if they have the time to see me now? (The company is less than 2 miles from my house.)
I have heard wonderful things about this company and would just like a shot at proving myself. I have had a few bad years with employment but have stayed constantly employed and am hoping that that is not one of the reasons they are not contacting me.
Do not drive to the company.
This company is being rude. If you call a candidate to propose an interview and say you'll get back to them about scheduling, you get back to them. Period. Even if it's to say, "I'm sorry, but we've just filled the position" or "the hiring manager didn't feel your experience was the right match," or whatever. You do not leave the person hanging. And for the love of god, if the candidate is calling and asking what's going on, you don't ignore them.
But of course companies do.
I know I like to rant about interviewing and hiring being like dating, but this is another example of it. It's rude to tell a date you'll call and then not, and it's rude (actually much ruder) to blow off a job candidate like that.
However. Just like if you were calling a prospective date and leaving messages expressing interest but getting no return call, you need to take silence as lack of interest. Just like you wouldn't drive over to a girl's house and ask her out in person if you couldn't get her to call you back, you can't show up at this company's office in person.
Either there is a reason they haven't contacted you yet or they are blowing you off. (There is a small chance they will contact you in the future. They said they'd contact you when they had more info, so maybe they don't have that info yet.) Do not stalk them.
And do not tell them you're devoting your whole day to waiting for their call! Not to be all "The Rules" on you (do people still know that horrible book?), but that's way too available -- it's unreasonable to spend your whole day waiting for the call of anyone, unless the call relates to the health of a friend or family member, and certainly not in a situation where you don't even know if they're available or interested in calling you that day. (If I'm in meetings all day and it's impossible for me to call someone back -- or if I were on vacation or something -- I would be annoyed and a little taken aback to find a message telling me the person was building their entire day around the expectation of my phone call, which I never promised to make that day.)
The important point is this: You have expressed interest. They know how to reach you. Now there's nothing more you should do other than sitting back and seeing what, if anything, happens. Remember: As with dating, you do not want someone who does not want you.
Let's do a mirrored image of your posting on an applicant missing a phone interview. Let's say the prospective employer called me and wanted to set up an interview for either that day or a couple of days down the road. Then they explained that they needed to make sure the hiring manager was going to be available and would contact me when they had more info.
Great! However, since that point this prospective employer has disappeared! NO return phone calls, no letters, nothing. I have called back 3 times now. Once to find out if anything had been set up (got voicemail), next to leave cell number (was not sure if I had the first time) and the next scheduled day to meet this person to once again express my interest and ask them to call to schedule a time stating that I was once again dedicating my whole day to wait for a call from them.
Is this “pushing the envelope” and am I coming off desperate or pushy? I am stating things like, "I have researched your company and feel that I would be a good fit for the position."
I simply want to know do I dare call again? Or would it be out of line for me to drive to the company and do a personal introduction and ask if they have the time to see me now? (The company is less than 2 miles from my house.)
I have heard wonderful things about this company and would just like a shot at proving myself. I have had a few bad years with employment but have stayed constantly employed and am hoping that that is not one of the reasons they are not contacting me.
Do not drive to the company.
This company is being rude. If you call a candidate to propose an interview and say you'll get back to them about scheduling, you get back to them. Period. Even if it's to say, "I'm sorry, but we've just filled the position" or "the hiring manager didn't feel your experience was the right match," or whatever. You do not leave the person hanging. And for the love of god, if the candidate is calling and asking what's going on, you don't ignore them.
But of course companies do.
I know I like to rant about interviewing and hiring being like dating, but this is another example of it. It's rude to tell a date you'll call and then not, and it's rude (actually much ruder) to blow off a job candidate like that.
However. Just like if you were calling a prospective date and leaving messages expressing interest but getting no return call, you need to take silence as lack of interest. Just like you wouldn't drive over to a girl's house and ask her out in person if you couldn't get her to call you back, you can't show up at this company's office in person.
Either there is a reason they haven't contacted you yet or they are blowing you off. (There is a small chance they will contact you in the future. They said they'd contact you when they had more info, so maybe they don't have that info yet.) Do not stalk them.
And do not tell them you're devoting your whole day to waiting for their call! Not to be all "The Rules" on you (do people still know that horrible book?), but that's way too available -- it's unreasonable to spend your whole day waiting for the call of anyone, unless the call relates to the health of a friend or family member, and certainly not in a situation where you don't even know if they're available or interested in calling you that day. (If I'm in meetings all day and it's impossible for me to call someone back -- or if I were on vacation or something -- I would be annoyed and a little taken aback to find a message telling me the person was building their entire day around the expectation of my phone call, which I never promised to make that day.)
The important point is this: You have expressed interest. They know how to reach you. Now there's nothing more you should do other than sitting back and seeing what, if anything, happens. Remember: As with dating, you do not want someone who does not want you.
Tuesday, July 29, 2008
illegal interview questions?
A reader writes:
I am a legal assistant/secretary with 18 years of experience. I am in the process of interviewing for a position with several law firms in the small southern city where I currently live. Repeatedly during interviews, I am being asked the following questions: Do you have children? Where do you live? Is your husband in the Army?
My answers are yes, I have one child (he's 10), I currently live on a military post and yes, my husband is in the Army (and has been for 22 years). What I would like to know is whether or not these are legal questions to ask. What, exactly, does the fact that I have a child, the fact that I live on a military post and the fact that my husband is in the Army have to do with the fact that I have 18 years of experience, a solid resume, great references, am well organized, and can type 85 wpm? I am sick and tired of answering these questions. It is my belief that they have nothing to do with how well I can do the job. I am most upset by the question about my husband. Yes, we are an Army family. Yes, we move around every 3 to 5 years. However, other employers have hired me despite the fact that they know I will eventually leave, and have been satisfied with my work product. My husband claims I am being asked this question (about him) because we are in the South, where the wages are lower, the "good-ole-boy" network is strong and where I'm considered an "outsider."
In the meantime, I continue to interview, continue to get asked these questions and continue to become frustrated to the point that I no longer wish to answer these questions. In my opinion, quite frankly, this is not their business. I have 18 years of experience, my resume speaks for itself and I can type like crazy, yet I'm continually asked these questions. Do I have a leg to stand on if I claim that these are illegal questions? I'm asking you because I can't get a single attorney to actually answer this question -- ironic, isn't it?
There's a widespread but incorrect belief that these sorts of questions are illegal. The act of asking them actually is not illegal. What can be illegal is rejecting you based on your answers to them. Therefore, since employers aren't permitted to factor in your answers, there's no point in asking them and smart interviewers, or interviewers who have ever spoken to a lawyer for more than two minutes, don't ask them.
So how do you handle it if an interviewer asks you one of these questions? Educating the interviewer on employment law probably isn't going to endear you to them. Instead, figure out what the question is getting at, and answer that instead. If you think an interviewer is concerned that you'll leave the job when your husband gets transferred, speak directly to that: "I can commit to the job for at least several years." If you think they're concerned that parenthood will get in the way of your job performance: "There's nothing that would interfere with my ability to work the hours needed and get the job done."
That said, something about the specific questions you're being asked, combined with your husband's take on it, make me think that these interviewers aren't necessarily worried and trying to screen you out on illegal grounds, but rather are making small talk and not realizing that they're treading on risky ground. There's no way to know for sure, but there's a decent chance that the questions in this particular context are harmless, not factoring into the hiring decision, and just the product of interviewers who aren't sensitive to the law in this area. It's certainly your prerogative to make an issue out of it, but on a practical level, I think you need to decide if it's a battle you feel like fighting or not.
I am a legal assistant/secretary with 18 years of experience. I am in the process of interviewing for a position with several law firms in the small southern city where I currently live. Repeatedly during interviews, I am being asked the following questions: Do you have children? Where do you live? Is your husband in the Army?
My answers are yes, I have one child (he's 10), I currently live on a military post and yes, my husband is in the Army (and has been for 22 years). What I would like to know is whether or not these are legal questions to ask. What, exactly, does the fact that I have a child, the fact that I live on a military post and the fact that my husband is in the Army have to do with the fact that I have 18 years of experience, a solid resume, great references, am well organized, and can type 85 wpm? I am sick and tired of answering these questions. It is my belief that they have nothing to do with how well I can do the job. I am most upset by the question about my husband. Yes, we are an Army family. Yes, we move around every 3 to 5 years. However, other employers have hired me despite the fact that they know I will eventually leave, and have been satisfied with my work product. My husband claims I am being asked this question (about him) because we are in the South, where the wages are lower, the "good-ole-boy" network is strong and where I'm considered an "outsider."
In the meantime, I continue to interview, continue to get asked these questions and continue to become frustrated to the point that I no longer wish to answer these questions. In my opinion, quite frankly, this is not their business. I have 18 years of experience, my resume speaks for itself and I can type like crazy, yet I'm continually asked these questions. Do I have a leg to stand on if I claim that these are illegal questions? I'm asking you because I can't get a single attorney to actually answer this question -- ironic, isn't it?
There's a widespread but incorrect belief that these sorts of questions are illegal. The act of asking them actually is not illegal. What can be illegal is rejecting you based on your answers to them. Therefore, since employers aren't permitted to factor in your answers, there's no point in asking them and smart interviewers, or interviewers who have ever spoken to a lawyer for more than two minutes, don't ask them.
So how do you handle it if an interviewer asks you one of these questions? Educating the interviewer on employment law probably isn't going to endear you to them. Instead, figure out what the question is getting at, and answer that instead. If you think an interviewer is concerned that you'll leave the job when your husband gets transferred, speak directly to that: "I can commit to the job for at least several years." If you think they're concerned that parenthood will get in the way of your job performance: "There's nothing that would interfere with my ability to work the hours needed and get the job done."
That said, something about the specific questions you're being asked, combined with your husband's take on it, make me think that these interviewers aren't necessarily worried and trying to screen you out on illegal grounds, but rather are making small talk and not realizing that they're treading on risky ground. There's no way to know for sure, but there's a decent chance that the questions in this particular context are harmless, not factoring into the hiring decision, and just the product of interviewers who aren't sensitive to the law in this area. It's certainly your prerogative to make an issue out of it, but on a practical level, I think you need to decide if it's a battle you feel like fighting or not.
Monday, July 28, 2008
recent grad frustrated by job search
A reader writes:
I'm a new reader of your blog and I'm already fascinated. I had no idea there was such a wealth of excellent career advice out there.
I got my B.A. at a prestigious university over six weeks ago, and since then I've been actively pursuing a job in government, law or policy. But after a few dozen applications and several interviews, I have no offers. I realize that many people go far longer without having a job, but the pressure is on and desperation is beginning to set in.
In fact, I've gotten to speculating about the reason for my failure thus far to find anything. Among the possibilities I've considered are that my major (Sociology) isn't very valuable, that my location (California) is too far from the policy jobs in DC, and that the labor market is simply too loose (I know I lost a $40,000 position to a M.A.) Qualifications and interview performance are of course possibilities as well, but I have good grades and relevant experience, plus interview coaching from the school's career center.
I'm sorry, I know I'm coming off as selfish and possibly arrogant, but the uncertainty is killing me. I'd love to hear your take on this situation.
Not selfish and not arrogant. Normal. Really, your situation is totally and completely normal. It sucks, but it's normal.
Six weeks isn't very long, as job searches go. The job market isn't great right now, and you're competing for the same jobs with people who have been in the workforce a bit longer and thus have more experience. You will find a job, but you need to hang in there.
Things that will help:
* Focus your job search. You don't say what your strategy has been, but if you're like many recent grads, you're applying all over the place to all different types of jobs. Focus your search in and go for quality over quantity with your applications -- meaning at a minimum, a cover letter that is tailored to each position you apply for. (And I mean really tailored -- at least several fresh paragraphs per job, not just plugging in the name of the company.)
* In fact, it's going to be all about the cover letter for you. Go read this post and follow my orders.
* Rework your resume. I took a look, and right now, the first half of the page is taken up by education, notes on coursework, and honors, and your work experience doesn't start until the second half of the page. Move the education information to the end or at least shorten it dramatically (get rid of the coursework section entirely, which takes up a huge chunk of valuable real estate), and beef up the work experience section. Remember, a hiring manager is going to spend maybe a minute (or less) on the initial scan of your resume. What do you want her to see in that minute -- a list of college courses you took, or work experience directly relevant to what she's hiring for?
* While you're at it, drop the high school honors (National Merit finalist, AP scholar, etc.). Nothing before college counts, unless it's something really unusual. I was going to tell you to get your SATs off of there too, but you got a perfect 1600, so I'm going to allow you to leave those on.
* Ask for feedback from any interviewers with whom you felt like you clicked (or even those you didn't click with). It doesn't matter if it's been weeks. Email them right now and tell them you really appreciated their time and ask for any advice they have for you on how you can become a more attractive candidate. Some won't answer you and others will tell you something so vague as to be useless, but someone may tell you something good ... or point you in the direction of a job lead.
* Start networking, if you aren't already. Ask everyone you know if they have any connections to the types of jobs you're looking for. Don't be afraid to exploit the connections when you uncover them. Oh, and ask your school career office to hook you up with some alumni connections in whatever field you're interested in. That is what they do; make them do it for you.
We all go through this. But it ends eventually, I promise.
I'm a new reader of your blog and I'm already fascinated. I had no idea there was such a wealth of excellent career advice out there.
I got my B.A. at a prestigious university over six weeks ago, and since then I've been actively pursuing a job in government, law or policy. But after a few dozen applications and several interviews, I have no offers. I realize that many people go far longer without having a job, but the pressure is on and desperation is beginning to set in.
In fact, I've gotten to speculating about the reason for my failure thus far to find anything. Among the possibilities I've considered are that my major (Sociology) isn't very valuable, that my location (California) is too far from the policy jobs in DC, and that the labor market is simply too loose (I know I lost a $40,000 position to a M.A.) Qualifications and interview performance are of course possibilities as well, but I have good grades and relevant experience, plus interview coaching from the school's career center.
I'm sorry, I know I'm coming off as selfish and possibly arrogant, but the uncertainty is killing me. I'd love to hear your take on this situation.
Not selfish and not arrogant. Normal. Really, your situation is totally and completely normal. It sucks, but it's normal.
Six weeks isn't very long, as job searches go. The job market isn't great right now, and you're competing for the same jobs with people who have been in the workforce a bit longer and thus have more experience. You will find a job, but you need to hang in there.
Things that will help:
* Focus your job search. You don't say what your strategy has been, but if you're like many recent grads, you're applying all over the place to all different types of jobs. Focus your search in and go for quality over quantity with your applications -- meaning at a minimum, a cover letter that is tailored to each position you apply for. (And I mean really tailored -- at least several fresh paragraphs per job, not just plugging in the name of the company.)
* In fact, it's going to be all about the cover letter for you. Go read this post and follow my orders.
* Rework your resume. I took a look, and right now, the first half of the page is taken up by education, notes on coursework, and honors, and your work experience doesn't start until the second half of the page. Move the education information to the end or at least shorten it dramatically (get rid of the coursework section entirely, which takes up a huge chunk of valuable real estate), and beef up the work experience section. Remember, a hiring manager is going to spend maybe a minute (or less) on the initial scan of your resume. What do you want her to see in that minute -- a list of college courses you took, or work experience directly relevant to what she's hiring for?
* While you're at it, drop the high school honors (National Merit finalist, AP scholar, etc.). Nothing before college counts, unless it's something really unusual. I was going to tell you to get your SATs off of there too, but you got a perfect 1600, so I'm going to allow you to leave those on.
* Ask for feedback from any interviewers with whom you felt like you clicked (or even those you didn't click with). It doesn't matter if it's been weeks. Email them right now and tell them you really appreciated their time and ask for any advice they have for you on how you can become a more attractive candidate. Some won't answer you and others will tell you something so vague as to be useless, but someone may tell you something good ... or point you in the direction of a job lead.
* Start networking, if you aren't already. Ask everyone you know if they have any connections to the types of jobs you're looking for. Don't be afraid to exploit the connections when you uncover them. Oh, and ask your school career office to hook you up with some alumni connections in whatever field you're interested in. That is what they do; make them do it for you.
We all go through this. But it ends eventually, I promise.
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