Tag Archives: new job

resume tales

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The tale of 2 resumes & their associated references:

I was hiring for an open position. 2 candidates came as technically qualified per their resumes for the job. 
Candidate #1 - Sent 3 references, with multiple points of contact along with the resume. 

Candidate #2 - Sent no references, but since I had time & a little interest, I requested the information from the C2, to which I received back what I needed – names, #’s, context for employment (in a timely fashion).

Called on C2 references first. First call amounted to leaving a voicemail. Called the second reference, again left a voicemail. Called third reference on the list, no voicemail even available. Put resume down and moved on with biz and life. After 3-5 days, I email C2, detailed my attempts to contact references and recommended C2 have them call me, which I even facilitated with my personal cell #. I never heard from ANY of the references for C2. 

Started calling on C1 references. Dialed first call… it got picked up immediately. Stated my reason for calling and the reference wanted to call me immediately back from a line where she could hear better. The phone conversation that followed literally floored me. Suffice it to say I have NEVER heard a more positive reference about an interview candidate. The reference used was positive, energetic, effusive with praise AND C1 was still working at her place of employment doing stand out work. The reference did NOT want to lose her current employee BUT she desired for the employee to keep moving on towards their dreams & career aspirations. REMARKABLE! To make sure it wasn’t a fluke, I called reference #2 on the list. Dialed, Answered…. same EXACT experience in the second conversation but different employer, different company, different type of job. C2 no longer worked their but the reference wished they did. This reference was only the second best reference I have ever heard because I just got off the phone with the best reference I had ever heard. 

Impact References: (Yes, we do check, as should ALL people worth working for.) 
  • Don’t make me ask for the references (translation to me = they don’t know you are using them AND/OR your current employer doesn’t know you are looking to move on)
    • + Make sure that are easy to get a hold of!
  • Choose people who are:
    • interested and ready to give a reference about you
    • desire for you to still work there even if you are moving on
    • positive about YOU!
    • can detail your strengths
    • endorse your work ethic
    • identified that you worked hard to learn your job
    • honest about your areas for needed growth
C2, whose references came through, finally decided to send me an email follow-up which I have included here, in its’ entirety, for your enjoyment:
     “I don’t think it’s very professional to contact my references, then never contact me about the      position. Or even follow up with an email informing me on any decision you had made.” – C2

Are you wondering why C2 is unemployed?

essential deliveries

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Integrating into an new environment can be challenging. Unless you are working at Burger King, I think it will take you at least 3 months to start to get your bearings about how things work, what is expected of you and how to deliver what ‘they’ are looking for. Even then, it will take you 3-9 months more to really get some great traction. Problem = employers are often impatient. In their heads they are thinking,

 ”I am paying you. You should be making my life easier and getting more things done.”

You need to figure out what the MOST important things are that you were hired to accomplish. Typically there are 3 priorities for leadership type of roles for which every boss holds expectations.

Priority 1 = “more than anything, I am counting on your for _______.” (You need to deliver ‘A’ quality work in this area; if you aren’t near an ‘A’ in the first 30-60 days, you can probably kiss the job good-bye if you are in a competitive environment.)

Priority 2 = “you also need to deliver this ________.” (You will be be allowed to deliver ‘C’ quality work in this area at first, but a minimum of ‘B’ quality work will become the expectation in the first year.)

Priority 3 = “here are some misc. items that I would like you take take responsibility for.” (The quality of your personal work in these areas isn’t often as important as the fact that you take responsibility for them and are conscientious that they need to get done within some reasonable timeline.)

HERE IS THE PROBLEM / CHALLENGE —>

MANY young leaders don’t discern quickly enough what these priorities are from their boss, which order they go in and also what ‘A’, ‘B’, or ‘C’ work looks like according to their boss. They ‘why this happens’ is various and relatively not important.

You need to do at least 2 things in your new role. 1. = ASK your boss directly what the priorities are and what success looks like in each area. 2. = pay CLOSE ATTENTION to the signals and signs in your environment to be sure the verbal &/or written priorities are actually the REAL priorities. CLUE = sometimes they are NOT the same.

insider info.

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been new on a scene before? sure you have – grade school, college, a sports team, a neighborhood, a gym or a party with others who are close friends. there are probably plenty of approaches to these new situations BUT i believe there is one critical key, particularly when you are new to a leadership environment:

Learn as much as you can about the new culture while engaging as yourself - not who you think they might want you to be.

don’t over power the situation by drawing attention to yourself with humor, credentials or your ‘knowledge’. don’t hide in the corner or withdraw either – you won’t get everything you really need to know by observing from that distance. your first impression will invariably last for quite a while so be sure to be authentic and intentional.

here are some things to consider:

  • ask questions about the environment
  • take note of the relationship dynamics
  • watch who follows who (especially when it isn’t related to an org chart)
  • engage in one-to-one conversations
  • push through your feelings to just ‘hang out’ or lay low
  • accept as many social invitations as will fit into your schedule (select a healthy limit)
  • make connections that you can follow up on in the future (get an email address at the very least)
  • be a gracious guest
  • serve other, don’t just be served
  • wait on drawing conclusions or assumptions — give yourself time to get to know people.