People Amazing at Their Jobs

When People Job Search

Here is an hour-by-hour chart of site traffic at "The Ladders." You will see that most job searching happens around lunch and during the work day, not at home during off hours. Interesting...

What's The Cost Of Graduating In 2009? | The New Republic

Here is an interesting article from The New Republic highlighting the impact of today's job market on new college gradautes:

What's The Cost Of Graduating In 2009? The New Republic

The OMB blog has an interesting item up about the effects of entering the labor market during a recession versus a tight labor market. On the one hand, there are the immediate effects you'd expect: lower wages and scarcer jobs. Per the item: "[A]ccording to the National Association of Colleges and Employers, less than 20 percent of the class of 2009 graduated from college with a job offer in hand, compared to 25 percent in the class of 2008 and more than 50 percent in the class of 2007."

More interestingly, though, are the apparent longer-term effects. Relying on the results of this recent paper by Yale's Lisa Kahn, Peter Orszag writes that:

[A] one percentage point increase in the national unemployment rate is associated with a 6 to 7 percent loss in initial wages. The annual wage loss declines over time, but is still statistically significant 15 years later. Comparing the wages earned by the class of 1982 (a peak unemployment year) with the wages of the class of 1988 (a peak employment year) over the first 20 years of a career, the wage difference resulted in a difference of nearly $100,000 in cumulative earnings in net present value.

Apparently the reason isn't just that it takes a while to catch up from a lower starting point. It's also that people who join the labor force during a tough job market are more likely to end up in a poorly-fitting job, and with a less optimal set of skills and responsibilities--all of which can drive wages later on.

One question worth thinking about (and maybe the paper addresses it--I haven't read it): Is the effect likely to have gotten stronger or weaker as the labor market has gotten more fluid? That is, a generation ago, people were much more likely to stay at a single firm for a long period of time. Today, they're much more likely to hop around--professional life is more like serial monogamy than a 40-year marriage. I could see it going either way. On the one hand, you can imagine getting trapped in a lower, long-term trajectory if you have to stick with a single firm--maybe it's easier to break out of that trajectory if you leave the firm. On the other hand, we know that people's salaries at a new job are tied to their previous salary, so you can see how the job-hopping scenario could also produce the lower trajectory.

Dear MSCE, Letter 1

Dear MSCE,

I've been at my job for a few years now and although I enjoy it for the most part, the excessive amount of extra hours I've put in (with no overtime pay) and salary in general, are starting to frustrate me.

Realizing that this probably isn't the greatest time to start job hunting, I still can't help but look through job postings in the search of a better opportunity.

I've seen a few ads listed with fairly established companies that ask for applicant's resumes along with salary expectations. I wouldn't want to sell myself short nor would I want to blow my shot with an unreasonable number. What do you suggest?

What things should I consider if I take further steps entertaining these ideas? If I'm offered a salary higher than my current, can I use this as leverage for negotiating a higher pay with at my current job? How do I schedule interviews if I have to work?

Thanks,

Anon Y. Mouse

Dear Anon Y. Mouse-

I have done my darndest to answer your questions. First, I would like to remind you that I am not a HR professional. I have opinions based on my own experiences and researching. To the extent that you or anyone else is looking to make a job related decision based on my advice, please take it with a grain of salt. And if I say something the rest of you do not agree with, let me know.

Regarding Salary: I suggest assessing your personal skills and then researching online to compare with what others like you are making. Do not look for your job position when comparing salaries, but rather, look for like skill sets. This may help you better understand your current salary potential.

I would also not worry about what the percent difference is between your current salary and desired salary. If your skill set warrants a larger salary, do not limit yourself by not asking for it. Rather, when salary comes up in an interview, be proactive. Tell them what you are looking for and explain why you deserve it. Try to stay away from stating your current salary. Also, try to work potential job offers against one another to help boost your salary (Note: do NOT bring up salary on your own. Wait for recruiter to bring it into the conversation).

Regarding using a new offer to negotiate with current employer: I am a believer that this is good practice, but with one major caveat: be prepared to leave. If you tell your company you have a higher offer, be prepared to leave if they do not match it. If they do not offer to change your current situation and you stay, you become the “boy who cried wolf.” On the other hand, your employer may say that they cannot match the offer and ask you to leave. So be prepared to end your career with your current company when you try and negotiate a new offer. In my past, I have found success in this tactic and ended up staying at my present company with a higher salary and more responsibility.

Regarding how to job search and interview while working: I have attached some excerpts from “The Ladders’s” CEO, Marc Cenedella. He writes:

First, scheduling job interviews is a challenge. There are only so many breakfast meetings and after-work drinks you can make in the course of a month, so, yes, inevitably, you'll need to take some meetings during the work day. Kept to a reasonable number, this is fine – don't stress yourself out if you need to do it two or three times in the course of a month.

For most of us, our formative personal experiences with job-hunting come from a long time ago – applying to work as a waiter during college, interviewing for summer internships, hanging out at the University Career Office. And that leads us to make incorrect assumptions about what's best for our job hunts today, as professionals.

Specifically, conventional wisdom about the professional job hunt is wrong: "If my boss finds out, it's catastrophic for me. Therefore, secrecy is of the utmost importance."

That paranoia may have been appropriate when you were working summer jobs, or just part of a herd of first-year employees – easily canned, easily replaced – but the world is much different for good employees.

"Got fired for looking" is extremely rare in professional positions. The far more likely response of your boss is Relief or Repair.

As a manager, you know how maddening it can be to handle troublesome employees. Just think how difficult it is for you to unload a lazy or ineffective headcount: filling out forms, endless rounds with HR, mandatory job counseling, etc. So finding out that your worker also knows it's not working and is looking for work elsewhere leads to Relief: "Phew, I'm not going to have pay severance or go through the motions on these confrontational conversations about performance anymore."

Or, in the much more likely case that this is bad news for your boss, comes the response of Repair: "Oh, my gosh! He's thinking about leaving? I have to make budget this year and get all these projects done, I can't afford to lose somebody right now. I'd better do something to get things back on the right track!"

Sunday Funday

No No's From The CEOs

My wife recently forwarded me an article that highlights some key factors companies focus on when hiring a candidate. While the article is targeted to undergraduates trying to land their first job, I noticed a lot of the information in the article is true of all job seekers, not just entry-level. I have attached an excerpt below.

When asked to identify the biggest mistakes recent college graduates make during the application and interview process, employers reported the following.

• Acting bored or cocky (63%)
• Not dressing appropriately (61%)
• Coming to the interview with no knowledge of the company (58%)
• Not turning off cell phones or electronic devices (50%)
• Not asking good questions during the interview (49%)
• Asking what the pay is before the company considered them for the job (38%)
• Spamming employers with the same resume and/or cover letter (21%)
• Failure to remove unprofessional photos/content on social networking pages, Web pages, blogs, etc. (19%)
• Not sending a thank-you note after the interview (12%)

In this environment, I would also add that you do not want to look over eager or desperate in your interview. I understand many of you are not happy with your job or currently do not have one, but try not to wear these truths on your face. Yes, you do want to look interested and excited by the opportunity, but you do not want to overdo this and end up looking obsessive or crazy. Also, just because you are unemployed, do not act like you have no other cards to play. You want them to see you caught a tough break in the past, but that you are still a relevant and viable candidate. Do not give them the impression you would take any job. Coming off as confident, selective and controlled is still important.

People Performing Their Job Poorly

Not much else to say here:

I like that the umpires blames instant replay saying that if it didn't exist nobody would know they made a mistake.

How To Get An Interview: Tip 3

When writing a letter to a top level executive, it is helpful to imagine how they might read it. We all agree they are busy people and have limited attention spans. They want information summarized for the most part and they want it delivered in a way easy to read.

I imagine most C-level executives I am writing are barely ever sitting down. They are constantly on the move and probably read most of their emails on a hand-held device (blackberry, iphone, palm pre, etc). Keeping this in mind, you should draft your letters to be easily readable on a PDA.

Keep your paragraphs short. No more than 1 or 2 sentences per paragraph. Make sure you have clear line breaks between paragraphs. And keep your email short in general.

Example:

CEO-

I hope you are doing well. I am a (insert short description (i.e. young professional, experienced accountant) and am passionately interested in finding the right opportunity to work in (insert industry or job role (i.e. professional sports, leveraged finance)).

My background in (insert skilled areas (i.e. marketing, accounting, pharmaceutical sales)) makes me a strong candidate for your team. I would value learning more about your line of business and ways I can work to develop a similar career.

(Insert anything additional that might help your cause while keeping it short.)

I would appreciate the opportunity to meet and learn more about your background as well as tell you a little bit more about myself.

I imagine you are very busy so I thank you very much for your time.


Sincerely,


Job Seeker

How To Get An Interview: Tip 2: Strategery

Top level executives are busy people. They have a lot of responsibility, work long hours, are rarely at their desks and receive a large amount of emails. Keep this in mind when you are writing them a letter and strategize your timing.

Imagine you are the CEO of company X and you receive an email from an assertive and viable young professional on a Friday afternoon. Even if you can relate with their background, do you think you would respond right away? Probably not. In fact, you will probably skim the letter and then quickly move on to the remaining emails you have left so you can get out of the office and see your family for the weekend before the next week consumes your life again. Even if you make a mental note to respond on Monday, you will most likely forget as it is not important to the immediate success of the company (which as a CEO, should be your main focus).

Similarly, on a Monday, senior level executives are busy reviewing reports, catching up on information from the weekend and coordinating plans for the upcoming week. It is easy and likely that your letter will get lost in this shuffle as well.

Tuesday and Wednesday are the best days to send emails to these executives. You have the highest probable chance of eliciting a response on these two days. Friday and Monday are the worst possible days to send them an email.

So keep these tips in mind. Now you know who to write your letters to and when to send them. Tomorrow, I will give you a great tip on what format to write the letters in to increase your chances of getting a response.

How To Get An Interview: Tip 1

Is there a company you are interested in working for? Are you having trouble getting through to HR? Try going around them and directly to the top (Note: Do this AFTER doing thorough research on the company) (Remember: Every CEO was once a college student, has struggled to succeed and had gotten help from someone else during their career.).

After learning about a company and their C-level executives, reach out to certain people directly. If I find a person with a career I am interested in at a company I would like to work for, I simply tell them. I write them professional and courteous letters and sometimes attach my resume (depending on the content of the letter).

I explain my background, what I would like to do from a career standpoint, and how I am impressed by their background and career. I ask for an opportunity to learn more and to possibly speak with someone in their company to learn more about what it is like to work there and what opportunities they have available (Note: Some people may say it is inappropriate to ask for a job interview and to only ask for an opportunity to learn more about their company (i.e. Informational Interview). I personally think it is OK to make it clear you are looking for an opportunity if explained correctly).

If you think you are a great fit for an open position, feel free to mention it, but make sure your letter is BRIEF. Remember, the person you are writing this letter to is not a recruiter. Be short, to the point, highlight what about this person impresses you, and explain why you would be worth learning more about. Give them a reason to want to help you out.

I have found much more success reaching out to companies this way rather than through company resume databases and automated HR/career interfaces. Thousands of resumes flood the HR department, but I doubt many people actually do their homework on a company and can clearly articulate their reasons for wanting to work there. And of those who have done their homework and know why they would be a good fit for a company, how many do you think have the stones to reach out to a CEO, SVP or other top level executive?

Media Convergence

Cool video about how digital media is changing how we need to think. With regards to employment, I think there is a lot of potential in this field and even if you aren't interested in digital media, do not ignore the continiuing growth of this industry. It is either now or will soon become more important in how you do your job, whatever it is. I am sure of it.

Sunday Funday: Resumes

This week's Sunday Funday focuses on your resume direction. Let's look at a few tips to improve the chances youre resume gets noticed:

• Don't be afraid to embellish. This is a cut-throat job market and humility will not help your chances of getting hired (well, maybe at a non-profit, but not at a real company).

• Creativity can help you stand out. With the thousands of resumes flooding HR offices everyday, think about how you can help your resume stand out from the masses.

• We are in the 21st century. Paper resumes are so 20th century. Video resumes are getting more popular by the nanosecond. An informative narration, with clear visuals of how amazing you look and a funky soundtrack can go along way into helping you secure an interview (Tip: I would recommend a Bruce Springstein or Aerosmith song. Everyone likes these bands and they let the employer know that while you may be a hard worker, you still know how to party).

The After Interview Call Screen

Ever notice how HR offices are very quick to call an applicant, answer their phone and respond to emails when they are interested in a candidate? They are excited and eager to answer your questions, set up your interview(s), see if you have any concerns, etc. And after the interview you usually always get their business card (Tip: if you don't, you should make it a habit of asking). This is so you can stay in contact with them later on. Afterall, look at how excited they were to meet with you.

The thing is, I have found that for the most part, the contact ends with the interview. Typically, I have experienced it working like this: After an interview you write a thank you letter to the HR department/recruiter for their time and ask to be notified of the next steps. After no response you may call them a week later to check in or send them an email. You will most likely get their voicemail and you rarely get a response to your email.

A friend of mine works in a company where several HR employees have been screening their calls for several months, avoiding applicants that are not getting hired. So instead, the applicant calls once a week or once every other week looking for an answer, wasting his/her time unknowingly.

• Why can't the recruiter just let the applicant know they are going in a different direction?
• Why does the same thing happen with resumes (I enjoy getting automated emails saying the company is not interested in me. Granted, I would prefer the company was interested in me, but at least I know to focus my energies elsewhere instead of wondering if they will call or if they got my information)?
• Has this ever happened to you or do you have an opinion on the matter? Feel free to comment below.

People Performing Their Job Poorly

I've decided that there is something cathartic about seeing other people struggle in their jobs. So from time to time I will try to provide you with videos, pictures, and anecdotes of people sucking at their jobs. What better way to feel good about yourself than to hear about other people performing poorly?

For the first installment, let's watch a video of Sports Anchor Brian.

The Unemployment Marathon

I recently read an article on Marketing The Ladders that advises how to keep up your stamina on the path to a job. While the marathon analogy is applicable, I hoped the article would give more relevant advice. Below are some snippets from the article with added comments by me. To read the article in its entirety, click here.

"How to Handle Extended Unemployment: Tips from a Marathon"
What to remember when a job search goes from weeks to months, or longer.
By Dan Coughlin (comments by Job Seeker)

Before you can deliver a great performance, you need an opportunity to perform. With at least 15 million Americans out of work, the length of the job search has stretched from a sprint to a marathon. To endure and succeed, you need to be in shape. Here are a few tips to get you through the long haul:

1. Warm up and cool down

… my very first suggestion when you’re looking for a job for an extended time is physically exercise. Get in the best condition you can. This is something you are in control of. Even if this means walking around the block one time to get started, do it. As you begin to get into better physical shape, you will strengthen your self-esteem and remind yourself that you are to a large degree in charge of your destiny.

Comment: Note: you are not completely in charge of your destiny, just to a large degree in charge. And remember this: in a job interview, arm strength always makes up for lack of work related skills. I look forward to the part of the interview where they ask “So, how much can you bench?”

2. Count your calories.

Before you start searching for a job, know what you’re getting into. Research the industry and any targeted companies you would like to work for.

Go on the Internet, and be creative. Put in search words for the type of industry, organization or job that you want. Intelligently use Facebook and Twitter to reach out to people to see if you can uncover opportunities for the type of job you want and the type of company you want to work for. When the actual job opportunity opens up, you will be infinitely better prepared if you’ve been doing your research all along.

Comment: I agree with this whole-heartedly. However, I don’t think this is enough. Just because you know where you want to work and you educate yourself on the opportunities available, you are not necessarily well prepared to succeed. You need to find what skills are necessary to perform the job and then find ways to acquire and sharpen those skills. When given the chance to apply and interview, you need to be able to show the company you already know how to successfully perform in that particular job function. Knowing industry information is great, but not enough on its own.

Further, the longer you are out of work the more you need to justify your lack of work. Employers like to ask "What have you been doing with your time?" Saying you have been aggressively looking for work is not a good enough answer. You want to be able to say something like "I took a course on Excel and have developed a website solely to learn more about digital media analytics and metrics. I have also gone on six informational interviews with Brand Analysts at companies X, Y and Z." In this instance, you have shown that you are actively working to better yourself and enhance your skills within this particular area. Remember: Unemployment is not a vacation. It is a time to reassess and rebuild.

3. Block out time.

Businesses sell products and services. You are selling yourself. Your product comprises your:

• Values
• Strengths
• Passions
• Knowledge
• Skills
• Experience.

Take out a sheet of paper. Under each of those headlines describe what you bring to a potential employer. Then think of an example that supports why you feel you bring that characteristic.

Comment: This may be a fun thing to do during your first week of unemployment, but assuming you are looking for a job for a while (a marathon), you should have already done this and incorporated these findings into your resume and cover letter. If you haven’t, maybe this is the reason behind your marathon job search. This should be priority one when looking for a job. You should know this information from the get go.

4. Don’t train alone.

Take out several sheets of paper. Start writing down every single person you know. Really challenge yourself to think of people who might know you. Write their names down, and then start to contact them systematically. Let these individuals know specifically what type of job you want and what type of organization you want to work for. Remember: Clarity is powerful, vagueness is not.

Comment: for those of us with computers, you can put the paper down. Instead, try leveraging professional networking sites like LinkedIn. Also, don’t be afraid of trying to communicate with people you do NOT know. Writing personal letters to C-level executives at companies you are interested in has worked for me. I have gotten several interviews based on communicating my interest directly to the top. Also, headhunters and alumni networks can be helpful. Regarding alumni networks, people have a loyal allegiance to their alma mater. I have found that fellow alumni that I have never even met are willing to help me out solely because I went to the same school as them (I'd like to understand the psychology behind this. Any psych majors out there with an answer?)

5. Make it a lifestyle.

Instead of thinking of a job search as a once-a-decade activity, think of it as part of your professional life. Not having a job right now isn’t the point. Whatever your current employment situation, you should always sharpen your ability to search for a job. It’s really like running a marathon. Get yourself ready and go after the finish line.

Comment: I agree. Whether you feel confident in your current position or not, you should always have an updated resume and be aware of current opportunities available. Even if you are not interested in leaving your job, it is worth your while to know what other employers are looking for in positions similar to yours. See if there are skills or job functions necessary that you can work on now. And if you are thinking of transitioning careers, learn what the job function entails and then try to gain experience within your own company (i.e. Do you work in finance and want to get into marketing? Well go talk to your marketing department and see what they are doing. See if you can help out with a project. It will go a long way into helping you make that shift down the road).

Webtopia to the MAX

Whether you are currently unemployed or whether you don't like where you are now, remember this: it is hard out there for everyone. You are not alone in your frustration.

30 Rock deleted scene: Jack interviews for a new job

by kdlmd243

As you can see, it is hard, even for the best and brightest. My advice to all of you looking to stand out: STRATEGIZE! The guy below went to his interview with a game plan and that led to success.

The Informational Interview

I went on an interview with a leading NY sports franchise yesterday. I got the interview because I wrote the President of the company a personal letter that explained my interest in developing a career similar to his. I told him that I understand how competitive it is to get an opportunity within professional sports, but that if given the chance I would succeed. He was kind enough to forward my information to HR (One great thing about an HR department getting your resume from the company President – they get back to you immediately. For all they know, I am the President’s nephew).

I knew going into the interview that it was informational (AKA: not for any open position). I usually hate informational interviews and I know they are a waste of time for the most part (I know from direct HR recruiters that the majority of informational interviews are done just to appease senior management. The HR team sees them as a waste of time and after the interview is over they wash the memory from their minds). But I have the time and I have no job, AND beggars can’t be choosers. And who knows, maybe I will impress them and they will remember me for the next available opportunity.

The interview went well. They usually do when your skills aren’t being challenged. The 45 minute conversation consisted of explaining my resume to the recruiter (who had not even looked at it prior (how rude)), indicating what department I would like to work in if given the opportunity (tricky question in my opinion. I have my preferences, but I just want to get my foot in the door of this industry and therefore, would be willing to do anything), and what it was like to work with my old company (from her level of interest here, I thought the recruiter was going to ask for a referral (the grass is always greener I guess)).

That was it. The interview ended, the recruiter thanked me for coming in and said they would keep me in mind. Nothing more, nothing less. You could say the interview was pointless and that I wasted an afternoon, a clean dress shirt and an opportunity to write a better blog post for today. What I like to think is this: the next time my resume comes into their office, the HR department won’t think “Oh great, another resume.” They will think “Oh, sweet. This is Job Seeker’s resume. You know, the tall, funny guy with the coordinated style of dress and pleasant body odor. He seems like a potentially awesome colleague. We should call him in and try to get him hired so we can hear more of his Gossip Girl recaps. Who cares if it is the VP of Marketing position and he is underqualified? Job Seeker is the coolest.”

Sometimes, it helps to shine yourself to keep morale up.
 

The Unfillable Position

In November 2008, a friend forwarded me a posting for a Brand Analyst position at a leading advertising agency. It was a great opportunity for me and I was excited when given a chance to interview. Although my background was not specifically within analytics and data analysis, I believed I could pick it up quickly. On the plus side, I am familiar with brands. I am a rarity in that I find commercials interesting and enjoyable for the most part (Though the Mr. Potato Head/Bridgestone commercial from this year’s Superbowl was stupid).

I met with the head of the department, an alumnus of the MBA program I now attend. We had a great interview. I expressed my interest in the position and gave examples of relevant brands (Victoria’s Secret, Coca Cola, Google), exciting new brands to watch (Under Armor, Vitamin Water (actually a Coca Cola brand now)) and brands that had made mistakes (Pepsi’s new logo and their change of the Tropicana (Tropicana is a Pepsi brand) packaging. I thought both looked better before).

During the interview I also met with everyone else within the department. I seemed to hit it off well with all of them and was not surprised when they asked me to come back in and meet with the VP of the department (Remember: this was November 2008, so I was not as jaded about my employment search. In fact, I was happily employed at this time). I came back in a week later and had another pleasant interview with the VP. I even did some homework on him prior and brought up a recent study he had published during the interview.

Afterwards, I wrote the VP a personal note thanking him for his time and consideration. He wrote back and told me that I interviewed well and was a strong candidate. He then went on to tell me that the company had instituted a hiring freeze due to economic uncertainty. He said that they were allowed to interview candidates, they were just not allowed to hire anyone.

I found this frustrating, but I had a job at the time so I didn’t dwell. I continued on with my job and stayed in touch with the VP and the people in the department (Basically, I just wrote them a note once a month reconfirming my interest in the position and to see if there had been any change in the hiring freeze).

In late August 2009, now unemployed, I learned that one of the other employees in the department was leaving to get her MBA. So I reached out to the VP and asked if this changed anything. I assumed if they needed extra help when they were at their current staff level, surely they would need someone new now that their department was losing someone. The VP agreed that they definitely needed another person now, but said this didn’t change their hiring situation. Instead, his department would just have to work harder for their same salary.

I still follow up with this company and hope the hiring freeze lifts one of these days. Granted, I don’t even know if I would get the job assuming there was no hiring freeze. But they haven’t given the job to someone else yet, so I can’t let it go. In the meantime, this situation seems frustrating for many people. I am stuck hoping to one day get the job, the VP is stuck with frustrated employees and the employees are working harder for their same salary.

If you can’t actually hire someone, why put up a job posting and go through the interview process?

Sunday Funday: Degrees

Gender Bender

I am familiar with the concept of workplace diversification and support its purpose for the most part. Where it gets confusing for me is when it comes to sexual preference and gender role divergence. Why should a person’s sexual preference or sexual identity impact their job opportunities?

I am not sure how common this is, but I know of at least one leading global bank that has instructed their HR department to increase their hiring of homosexuals and transgendered employees. Why? I am guessing because these people will help fill a level of diversity the bank decided it wanted to achieve. But how does a person’s sexual preference or sexual identity have any impact on his or her work performance?

I wonder if wearing a skirt to an interview would help a guy land an associate position. Let me know if you have had any experience with this.

Resume Review

Legally Blonde (2001)

         Dr. Callahan: Do you have a resume?

         Elle: Yes, I do. Here it is.

         Dr. Callahan: It's pink.

         Elle: And it's scented. I think it gives it a little something extra.

          - Victor Garber, Reese Witherspoon

Today, I met with the Career Counseling Office at my graduate school. I had one hour to discuss my career objectives, current strategy and resume as well as ways to improve said strategy and resume. It's a rough job market and I wanted to give my resume a little something extra. After one hour, regardless of progress or clarity, I was on my own again.

The meeting was productive. The Career Counselor (let’s call her “Pam”) began by asking me to summarize what I was doing since I had been laid off. I explained that I established a 3-year plan. I know that I would one day like a job within brand management and that over the next 3 years I would like to broaden my understanding of market research, financial planning, management consulting and, of course, brand management. I said that I was finding the most success in leveraging my network and that the majority of my interviews came from my network rather than through submitting my resume online (Tip: I have also had success writing personal letters to C-level executives at companies I am interested in). I said that in addition to looking for work I was keeping busy by attending student club meetings, career workshops, industry panels, and networking sessions. I decided not to tell her I was writing a blog.

Pam told me I was doing everything right (Sweet, I am doing it all perfectly and still can’t get a job. This reminded me of the complimentary rejection I got from the Managing Director of the Investment Bank). She said that many students she speaks with do not know to leverage their network and do not involve themselves in student clubs. She said they solely rely on job search engines and that they are also less sure of what they want to do (Again, while I know she said this in order to compliment my strategy, I began to question my classmates. They don’t network? They don’t take advantage of student clubs? They don’t know what they want to do? Did they lie on their application essays? Don’t you need a career direction to attend an MBA program?).

We got into the nitty-gritty of my resume and we decided I should make two separate resumes. One should focus more on quantitative skills and be targeted more towards financial planning and management consulting opportunities. The other resume should highlight my analytical skills and marketing experience and be targeted more towards brand management and market research. We also made other revisions:

• Change “Work Experience” to “Experience”
• Incorporate “Activities” (mine consisted of Fraternity President and Varsity Sport Captain) within “Education”
• Leave GMAT and SAT scores on Finance Resume. Take them off Brand Management Resume (we later agreed to leave them on both as long as there was space)
• Use bold font more often
• Find ways to add more “white space” to the resume without taking out information
• Don’t show all the years you attended college (2001-2005), rather , just list the graduation year (2005) (I did graduate within the 4 years expected of an undergrad, but it is still better to just show the graduation year only)
• Keep “Education” on top of resume instead of below “Work Experience” . I am back in school and this is important to highlight (I asked her if being a part-time student might hinder my job search because some companies may not want an employee that has school 2 nights per week. She said it could or it couldn’t. I said that was a true statement.).
• Don’t go smaller than size 10 font. I haven’t, but it was good to confirm this

She told me to check out Vault and WetFeet. While I am usually not enthused by job search engines (When I do a search for Licensing Manager I usually get posts for Licensed Nurse), she showed me that these sites have information about various industries. They have articles highlight experience needed for each industry, ways to improve your experience, information from people in different job functions, how they started, etc. It actually sounds rather helpful and I am eager to read these articles.

I also got a resume template that may help me revise the format of my resume. Maybe if the same information is bulleted differently and different words are bolded and italicized more HR execs will notice me (some sarcasm here, but I do agree that it can help. It’s sort of like that show What Not To Wear. Sometimes you just need a different look.).

I left the meeting upbeat and excited to work on my resume. I do not know if my resume in its current state is the reason behind my lack of employment, but I know changing it for the better won’t hurt my chances. Pam and I are planning to meet again in a week or so to discuss my new resume and talk about the next step: a cover letter. I can’t wait for the meeting where we talk about the next step: what to spend all my money on.

Wait, What?!?

You know those horror stories you hear about your buddy going on a date with a girl he met on an online dating site only to find out she looks nothing like her picture? Well, keeping that analogy in mind, I recently went on an interview with a company only to find out they were nothing like what their job posting suggested.

                                              ONLINE                                           IN PERSON

A month ago I began a part-time MBA program, and while I believe there is a benefit to having this degree in the long-term, I am struggling to find employment in the now-term. I decided it would be better to broaden my experience during my unemployment, so I recently expanded my employment searches to include internships. I figured internship experience in a new industry or job function coupled with my MBA could help strengthen my chances of one day landing a quality full-time position.

A week ago I spotted an interesting internship opportunity. It was within a private equity (PE) firm that specializes in buying brands and leveraging their Intellectual Property (IP). Among other responsibilities, they basically license their acquired brands out to manufacturers and retailers that believe their products would sell better if associated with a known brand (ex. Jeep strollers sell for a higher price than a generic branded stroller). This looked like a fantastic opportunity for me. I have a background in licensing and business development already and thought that this company could teach me more about financial modeling, the valuation of brands, how to structure M&A and acquisition deals and how to acquire and manage private equity.

I submitted my resume and cover letter and hoped to hear back. Sure, it was just an internship, but I knew I was qualified and knew this would be a great chance to learn. That same day I heard back from them asking me to come in at 9AM the following day to talk more. They even said they were very impressed with my background – NBD.

I did my research on the company’s current brands and recent deals. I made sure I was well rested and wore a freshly pressed suit. I was at their office at 8:45AM with extra resumes printed out on quality card stock (Remember: 15 minutes early is on time. On time is 15 minutes late). While going up in the elevator I told myself not to get too excited; this was an internship and was probably unpaid. I told myself I was interviewing for an opportunity to make more money down the road, not today.

I was greeted by a 22ish-year old professional (let’s call him “Ripley”) in jeans and a button up. My first thought was “Sweet, a company where I can wear jeans. They are young, successful and cool.” Ripley brought me into a conference room decked out in branded apparel, soft goods, luggage, electronics, etc. I thought I could get used to this. I sat down and expected to meet with other office people. It turned out the interview was just me and Ripley.

The interview seemed normal through the first 5 minutes. Then I asked what the PE firm would want from their intern. Ripley rather chose to answer with what the PE firm did and what brands they housed (information I knew and figured I should be expected to know coming into the interview). When pressed again, he opened up.

Ripley explained that I would technically be taking the internship with his company, a consulting agency that works for the PE firm. Let’s call his consulting agency “The False Impression Group.” He explained that he formed his consulting practice to work with the PE firm and made a commission-type salary for new business he brought into the PE firm. When I asked who was in his agency, he said it was just him (reminds me of Entourage’s Murphy Group).

My first thought was, why would the PE firm hire a consulting agency of one person rather than hire Ripley directly. I figured something was amiss. Before I had time to think this through further Ripley explained that he would expect his intern to not only handle administrative duties (i.e. phone calls, data entry, lunch orders), but would have other responsibilities like fetching Ripley’s laundry and car from time to time. Ripley explained that “The False Impression Group” works hard and that the intern was expected to work full-time, 50-60 hours per week (Keep in mind: this is an unpaid internship). But to be clear, Ripley assured me I would learn a ton.

While this was sinking in, Ripley explained to me that he would require me to sign a non-disclosure agreement and a non-compete agreement (By this point it was clear to me that I was not interested in this opportunity).

I decided to challenge Ripley’s proposition and his company in general. I asked him to explain to me why I would limit my potential for full-time paid employment by signing a non-compete for an unpaid internship (Answer: because I would learn a ton from Ripley). I asked him why I would be expected to work full-time when he was just a one person company (Answer: there is so much to do). I even went as far as to ask why he had his own agency rather than working directly for the PE firm (Answer: he didn’t want to limit himself. His could be more successful than them).

Upon further discussion, it turns out Ripley is a son and grandson of successful manufacturers in Manhattan. At one point he said, “I am Syrian. Do you know what that means? It means we know everybody in this industry.” I wish I responded with “I am Irish. Do you know what that means?” Sadly, I didn’t.

I gathered from this that Ripley’s father knows the PE firm and asked to get his son a job. Rather than pay him benefits and a salary, the PE firm likely suggested they would pay Ripley a commission on all new business he brought them, but that they would not put him on staff. Ripley most likely took this opportunity to start his own consulting practice, though I cannot find a website or anything on his company on the web. Anyway, this is all speculation anyway.

To tie this all together, I basically met a company online, we hit it off and decided to meet up. Upon meeting, however, I realized that although I was truthful about who I was, the company totally misled me. I feel it is the equivalent of looking at a picture of a 10 on eHarmony only to meet her and find out she is a 2. I guess the moral of the story is: If it looks too good to be true, it probably is.

The Story of Job Seeker and the Three Positions

Once upon a time, there was an unemployed man named Job Seeker. He went into an active job search, leveraging networks, careerbuilder,theladders,teamworkonline, LIMA, individual company websites, family friends, etc. Pretty soon, he came upon various opportunities (Note: this is a fairy tale. According to a recent NY Times article referencing the Labor Department’s numbers from July 2009, only 2.4 million full-time permanent jobs were open, with 14.5 million people officially unemployed ). He looked into the opportunities further and when he found several positions he was qualified for or felt confident he could succeed at, he applied.

On his list of openings, the jobs were grouped by Entry-Level, 4-6 Years of Experience, and 2-3 Years of Experience. Job Seeker was hungry for a job and he applied for the Entry-Level positions.

"You’re too experienced!" the employers exclaimed.

So, Job Seeker applied for the jobs looking for 4-6 Years of Experience.

"You’re not qualified enough," the employers said (I have 4 years of experience. I understand I do not have 6, but I do have 4, which fits within the “4-6” they listed. I also believe I have had opportunity to work on higher level projects than other people with 6 years of experience. So without interviewing me, how can they be sure I do not have enough experience? Is my resume that bad? I will find out tomorrow and let you know. I am meeting with a Career Counselor at my graduate school to fine tune my resume.)

So, Job Seeker applied to the last group of jobs, the 2-3 Years of Experience.

"Ahhh, you look like a strong candidate," the employers said, but we can only offer you half your former salary (So far, I have not taken an opportunity that comes with a severe cut to my former salary. I feel that if I do, it will take even longer for me to work my way back up to where I am now. But while I hold out for a better offer, I am making no money. So which is right? Hard to say.)

Everyone knows how the story continues, and below is how the real fairy tale ends:

Just then, Goldilocks woke up and saw the three bears. She screamed, "Help!" And she jumped up and ran out of the room. Goldilocks ran down the stairs, opened the door, and ran away into the forest. And she never returned to the home of the three bears.

How nice would it be to run away to the forest and never return to home of employment? Just live free like Goldilocks and not worry about the financial burdens that come with real world life. I imagine that is what it is like to be Spencer Pratt.

Oddly, “The Story of Goldilocks and the Three Bears” never addresses Goldilocks’ financial position. Does she have a home? If so, is her mortgage paid off? What are her property taxes? Does she have a pension plan or a 401K? Are her parents rich? Does she have a Sugar Daddy? Did she win a sexual discrimination lawsuit? One can only imagine.

THE END

Thank you for your time...

I have found that my network is my biggest asset in finding a job. With the thousands of resumes being submitted for the few available jobs, it is much easier to get an interview when someone you know recommends you for a position within their company.

My former college roommate/teammate recently recommended me for a position within his leveraged finance department at a leading global bank. He may have offered to recommend me while out late drinking one night, but impaired judgment or not, he kept his word.

Although my work experience was within marketing and retail, I did major in Economics at Dartmouth College and consider myself to be hard working and a quick learning. Being that the open position was an Analyst role, one in which experience is not expected, I felt I had a chance.

I went into my first round of interviews prepared. I spent many hours studying the intimate details of leveraged finance. I made sure I knew how the department works, who they work with, what my job responsibilities would be, etc. I was up to date with the market and came to the interview prepared with great questions and notes about current deals their team had been working on. I even studied up on the little things (how many countries did the bank operate in?, who is on the management team?, what were their earnings last year?). I wanted to make sure I did not embarrass myself or my friend for recommending me. And I wanted to come off as a viable candidate.

When the interview came, I met with the Director and one of the two Managing Directors of the department. After two 45-minute interviews (they were expected to last 30 minutes each) I left feeling pessimistically-confident. I asked good questions, came off personable and made it clear I was excited by this opportunity. It was also evident I understood the job function and could handle the work.

The next morning I received a call from the bank's HR department saying they were impressed with me and would like me to come back and interview with the other Managing Director and a VP within HR. They had met with many candidates and had only asked 5 back for another round. Elated, I immediately confirmed the next interview and went back to preparing. I brought my suit to the dry cleaners and made sure I had a good sleep and a shaven face the day of the interview. I didn't want a sloppy suit or droopy eyes to be my downfall.

I again had a strong interview with the Managing Director and the Assistant VP of HR (the VP of HR ended up taking a personal day). The interview was rather simple and seemed more like a personality-fit-type interview. The only technical comments made were by me. I wanted to make it clear why I was interested in refocusing my career within finance and that I was familiar with position and industry in general. I explained how this was a fantastic opportunity to learn the lifecycle of a deal through a centralized department. I reinforced my interest in finance by mentioning the part-time MBA program I just started at NYU Stern (one of the stronger financially focused MBA programs around).

All-in-all, the interviews felt easy and I felt that I had a chance. Unfortunately, I did not. I had no chance from the beginning. It has been weeks since my last interview and I have still not heard from the bank since. Not even a response to the 4 individually written and gracious "thank you" letters I sent to each of my interviewers.

I received a call a day after my interview from my former roommate, the one that had recommended me for the position. He told me that he had spoken with the Managing Director of the department (the one I interviewed with the day before) and that she said they were not interested in hiring me. It was a complimentary rejection if that matters any. She told him that I was very nice and very intelligent. She continued to say I would be a great candidate for their training program. Unfortunately, for the Analyst position, they wanted someone with real experience who can hit the ground running on day one.

Experience? If they wanted someone with experience, why did they interview my at all, let alone four times? Why couldn't they communicate this to me themselves? Why am I still waiting for a response or why are they not offering me a position within their training program?

This experience made me realize my job search is going to be harder than I even first imagined. The job market is in high demand, low supply. Employers can be very picky in this environment; they have all the power. A couple of years ago an employer may have been willing to give a person a chance. In today's market it seems employers are not only not willing to give a person out of their industry field a chance, and even within their field they are holding out for candidates that fit their job posting perfectly. For most of us, this dramatically limits our options.