Ask the Headhunter Q&A: Finding a good job in a challenging economy

On June 8, 2009, job-search expert and Ask the Headhunter columnist Nick Corcodilos answered your questions about finding a good job in a challenging economy. Read the discussion below to learn how you can stand out in a crowded job market.

Q: I feel confident with my resume, however tend to feel that I don't come across right at an interview, especially in more corporate environments. Is there one thing I can say or do that will "win 'em over" every time? What is the #1 most common mistake you think people make in an interview that would kill even the best candidate's chance of getting that job?

A: Check this tip out. The big mistake is that people do not do this.

Q: What can I do to prepare for either a phone or personal interview? I just had one and didn't do very well in it. What questions will I encounter other than how does this job fit in your long term goals? How can I answer such a question when the short term goal is to find a job and stick with it. I feel at a lost. Hope you can help me better prepare for any interviews coming up.

A: Interviews focus too much on canned questions and canned answers. (You can buy books with all the Q&As listed!) Try this at some point during your interview if you want to stand out: "Could you please lay out a live problem that you'd like to have your new hire tackle? I'd like to show you how I'd go about it..." Then go for it. Yah, you must have done your homework and be ready to think on your feet! But nothing impresses me more than someone ready to do the job in the interview...

Q: As a headhunter, what do you feel are the most viable qualities a person can stress, to have a competitive edge on landing interviews and offers for respectable positions?

A: I mentioned these in another post:

1. Street smarts
2. Enthusiasm
3. Self-motivation

The person who has these does not use resumes and ads to get interviews. Think about it.

Q: I will have a AA degree in Engineering in two semesters. My question is do I really need to get my BA to get a better job?

A: It depends on the company and the job. Invest some time to get the name of an engineering manager in a company you want to work for. Use your school contacts, friends, articles in tech press to find that name. Then contact that manager and say this: "I just got my A.A. in engineering. I want to start working to get my hands dirty doing anything in engineering. I will work my butt off for a good manager. I will get a B.A. next. I'd like to ask your advice: Do I stand a chance of getting an entry-level job with an A.A.? Or is a B.A. necessary?" Then be silent and listen. My guess is that if you call enough companies and talk to enough managers (NOT HR MANAGERS), you'll find one who recognizes true motivation -- and may help you out.

Q: I'm an experienced professional (that means over 50!) with valuable depth in my fields. In order to get the best response when submitting a resume, I concentrate on the highlights of my career over the last ten to twelve years. In person, however, it is clear that I am more 'experienced' than just those years would imply. My standard approach has been to exude the energy and passion that I bring to all my projects, as an indicator of my ability to hit the ground running and be an asset to the prospective firm. So far I have not been made a offer to join the team. Any other advice on handling this situation better?

A: Pick the best target company. Offer them an abbreviated "business plan" that shows how you'll do the job profitably for them. Don't offer so much that they can run away with it... enough to whet their appetite. The problem with a long resume is employers just don't know what to do with it. All your experience and credentials don't really matter. What matters is your ability to hone in on the problems and challenges one particular company has -- and showing them how you're going to deliver on their needs. You must SHOW them. They will not figure it out on their own. Managers stink at that ;-)

Q: I am looking to return to work after a divorce and seven years of raising children in the home. I have a bachelors degree and some graduate education in the medical field. Do you have any advice for someone like me who has not worked outside the home for a number of years?

A: You're asking for an entire job search strategy, which I can't provide in a short posting. Please visit my Web site, try the free newsletter, visit the blog and keep reading the Ask The Headhunter column in The Seattle Times... My main advice is this: Figure out exactly what work you want to do, and for which company. Pick one kind of work, pick 4-6 companies. Go after them like it's all that matters to you. Blindly pursuing job listings will get you to a dead end. Learning about the companies you want to work for will help you meet the people who can help you get in the door.

Q: Should I say in an interview that I really need this job? Or just that I would like the job and feel I have the qualifications. I have been on several interviews with no luck.

A: Employers are not in business to give out jobs. Telling them you really need the job tells them having a job is more important to you than the work they need done. Don't do it. You can't feel you have the qualifications. You must SHOW them you can do the work. Ask for a task they'd expect the new hire to do. Show them how you'd do it.

Q: I have a Class C Felony on my record from 2001. It occurred over the Internet, I completed my probation in Aug. 2004. Since that time I've struggled to find/keep steady work. I understand that various companies have different guidelines that they use for background checks. On job applications, I am open and honest about this, yet I continue to be denied an interview, and I'm sure that there's some form of communication between different companies within the same industries. I'm not able to physically do manual/blue-collar type work, but rather only clerical, office types of things. Any suggestions on how to improve my chances of getting an interview and/or hired full or even part-time permanent?

A: I approach extreme situations with extreme measures. You need to break through the mentality that says, "Why take a risk on an ex-con?" I've written about this before. You should consider doing two things.

1. Have one or two solid references who will stick their necks out and tell the employer that you are trustworthy and a great worker. Pick the jobs you want carefully, and ask these folks to call and offer a reference BEFORE you are called by the employer. This is assertive. You can't waste your references' time -- you must pick your targets carefully, and you must get them the names of the MANAGERS they are to call.

2. Offer a guarantee. "Look, I have a criminal record. I paid my dues. Since 2004 I've been off probation and I take my career very seriously. I will cooperate with any background check. But I'd like to offer you something more. If you hire me, and you find any reason that you're not happy with my work, I will leave. No questions asked. I have one goal -- to show you such quality of work and such integrity that you'll never do that." All you need is one employer to take you up on it, and then you need to deliver. That becomes your reference for the next job, and it helps you rebuild your record. I find that good managers respect cold, hard facts given to them straight. Add a personal commitment that helps protect them from failure, and good managers will take a chance on someone who shows they can contribute to the business. I wish you the best.

Q: I have an application in to a University for a great position there. What's your opinion on answering the tricky question about salary expectations? How can I find out what this job really pays? Some experts say never put a number in that question, just "negotiable" or some such. I know I can get this job if I get an interview.

A: I take a very assertive position on salary information. Mine is not any employer's business. The Ask The Headhunter community discusses this at length here. I would ask what the salary range for the job is before applying. If they won't tell you, there's a problem. If your desired range fits their range, then tell them. But also explain that your expectations will depend on what the job requires and what the objectives are. "With the understanding that our ranges overlap, will you be open to discussing salary if I can show you that I can deliver more than you might be expecting in terms of performance?" That sets the stage to negotiate later. If you're filling out an online application form that requires a number, fill it with all 9s. Then explain later that you don't divulge your salary history, and your expectations are negotiable.

Q: How much of the job description should I "filter" into the resume I use to submit for a position? Is copy/pasting bullet points from the job description into the resume I use to submit for a position a little too much?

A: If you're going to count on your resume to get you in the door, and you think they're using key word scanning, then just dump as much of the job description as you can into the resume. If you think that's kind of kooky... well, so is relying on a dumb piece of paper (or an e-document) to get you in the door. Consider the insanity of it. Companies judge people by whether their key words match. No thanks. While HR is busy filtering all those words, I'd get busy finding out who the manager is and call her.

Q: I have an excellent resume, strong cover letter, interview well, and have a wonderful work history with diverse talents and skills that are able to assist any business that would hire me. And, I am above 40 years of age. How do I deal with the age discrimination issue? A lot of businesses seem to want all the experience that I have, but want the experience enclosed within a 25 to 27 year old body. I have been called many times for interviews based on my work experience, my resume and my cover letter. The interviewer is impressed and pleased with my interview, and usually lets me know. However, I have discovered many times that the person that was hired was in their mid-twenties, just out of school with no experience. What can I do to allay their fears or change their views regarding hiring an older, dependable, experienced worker; and, make myself stand out?

A: You're asking a question whose answer is complex. I address it at length in this article, which I hope you'll find helpful. It focuses on three things:

1. Shifting the interviewer's focus from your age to your ability to drop profit to the bottom line
2. Shifting the candidate's concerns from being worried about being discriminated against to (1) above
3. Recognizing employers who are just plain bigoted and stupid about age... and not wasting time on them

Hope you find it helpful.

Q: During these times, how do we negotiate an appropriate salary when employers would rather hire someone with little experience or education in order to maintain a higher profit margin?

A: The last two words in your question point to the answer. Want more money? Show the employer how you're going to produce more profit. Study the company's business. Provide a mini business plan that shows how you will make the department more successful. Don't give away so much that they take the advice and run... give them a taste to get the interview, or to get an offer. BTW, "profit" is not just more money. It might mean higher customer satisfaction, more efficient operations, etc.

Q: Should we still put an "Objective" at the top of our resumes? I don't like limiting myself in that fashion, as I'm a bit of a "Jill of All Trades".

A: You are very smart. Don't use an objective. It's the biggest B.S. line on any resume. "I want to work for a great company and to advance my career." Gimme a break. Try this instead. Use a "value offered" statement. Tell the company how you're going to improve its bottom line in a brief statement at the top of the resume. Of course, this means what? It means you must write a new one for each company. THAT is what makes you stand apart. So do your homework, write the best statement you can for each company. Bonus: This helps you weed out companies. Who wants to do all this work for companies not worth pursuing?? ;-) This article will get you going in the right direction. My compliments for seeing through the nonsense of the Objective statement...

Q: In this competitive time for trying to land a job how can you make resume standout or any tips to standout beyond your resume?

A: Yep. Don't use a resume. The more resumes a manager receives, the tougher your competition. Some obstacles are best conquered by GOING AROUND THEM. Spend whatever time it takes to work backwards. Find someone who knows the manager, ask for their advice and insight about the manager, and get yourself introduced. Talk to: employees of the company and their friends. Vendors to the company. Its customers. Its bankers, its landlord, reporters who write about the company in business journals. Take 10 minutes and you'll think of 20 sources of introductions if you take this approach. Call those people. Ask for their insight about the company. "I'm considering doing business with them, and I'm checking them out. Can you give me your unvarnished opinion? Is there someone at the company in the X department you could refer me to for more information?" Personal contacts pay off more than resumes. And they're lots more fun!

Q: I am interested in knowing, as a young male adult, just now completing an associates degree, how do I compete with more experienced and better educated workers?

A: I love it. I tell older workers all the time that younger people feel just as "discriminated" against! I tell people that as a headhunter, I will jump over 10 candidates who have credentials and experience to get to one who has these three things:

1. Street smarts
2. Enthusiasm
3. Motivation to get the job done

Your competition is applying for jobs. Managers slog through their resumes. You can invest your time meeting managers through contacts that you develop -- and while those managers are talking to you, your competition's resumes are sitting gathering dust. The key is, when you're talking to managers, don't sit and answer questions or tell them you want to work for them. SHOW THEM. Ask them what problems and challenges they'd want a new hire to tackle. Then dive in with enthusiasm, and try to show how you'd do the work. With a smile. With enthusiasm. Then ask the manager to "grade" you. "How'd I do? If I were your employee, would you fire me, promote me, or give me a raise?" Managers want self-motivated candidates who dive in. Your competition is probably not doing that. So stand apart. Do the job in the interview.

Q: Is Face Book a place to let people in general know that you are searching for work?

A: I'll be blunt. Who cares that you're searching for work? The question is, which companies could you help produce more profit? That's what to focus on -- very specifically, not by broadcasting. I think that people who broadcast their "availability" appear desperate. Or worse, they seem like they're looking for anything that comes along. If your boss gave you an assignment that was new to you, would you broadcast for help to do it? Probably not. It could make you look bad. You'd focus on getting the specific help you need and just go do it. Same deal with job hunting.

Q: I am looking to relocate to Seattle from Atlanta. I was recently told by a recruiting firm that it would be very difficult to find a job in Seattle since most companies want local canidates. What obstacles will I face in trying to find employment from out of town and how can I overcome those obstacles?

A: It's true of many areas. Companies don't want to pay relocation costs. So decide if you're ready to "eat" that and pay your own way. If you are, try this. Identify 3-6 companies you want to work for in Seattle. Do your homework on them. Then call managers in the depts you want to work in. (You can do this with HR, but chances of success drop.) Introduce yourself NOT as a job hunter, but as a peer who does the work they do in another city. "I've always admired your company. I'm going to be in Seattle in 3 weeks on business... I'd like to introduce myself because at some point I may make the move out there. 15 minutes of your time to get the lay of the land in the business out there would mean a lot to me. Could you spare that much time on [list the dates]? I'd be in your debt." If you can get 3 managers to agree to meet with you, reconfirm all the meetings, then buy a ticket and go. If you can't get as many as you'd need (in your opinion), then politely cancel those you committed to. There's no pretense here -- you'd indeed be "out there on business" if you take these meetings. I wish you the best.

Q: I am trying to change careers back to what I used to do about 10 years ago (incidentally this is also what my educational background is as well). If I do a chronological resume, my recent jobs don't make me look qualified, but I've heard that employers don't like functional resumes. What is your advice around this?

A: Functional resumes are a weak excuse offered by some resume writers to clients whose resume poses problems. Headhunters hate them. Employers hate them. Functional resumes are very difficult to decipher -- and they imply there's a problem from the get-go. Avoid them. I'd go with chrono, but your resume is not your problem. If people in your "old" field don't know you anymore, that's your problem. Your resume becomes just one more in the stack. I'd invest most of my time re-establishing your old contacts. When you reach them, don't ask for job leads. (People hate the "monkey is now on my back!" approach.) Instead, ask for advice and guidance about how to return to the field. This will take time, but I think you'll find that once you break the ice and get back in the door of the community you left, you'll be able to navigate better than by sending out resumes and holding onto blind hope for dear life...

Q: I understand that in this tough economy we cannot be too choosy about which jobs we search for or accept. However, where do you draw the line between not being too choosy and "settling" for a job that you won't be happy with a few years down the line?

A: First you have to eat, pay the rent, and take care of your family. If you have to take a job to do that, then do it. But I don't think the problem is people "settling" because they need to take care of the basics. People tend to settle because they want to STOP. They get tired of job hunting, and I understand that. They take an offer because it's there, not because it will help them achieve their career goals. Rejecting a job is a risk. But it's a decision you have to make -- one way or the other. To pretend you do not have a choice is to forget about your long-term objectives. I offer some detailed suggestions here: It's called "Peeling the Offer." Hope you find it helpful.

Q: I would like to have more structure to my job hunting. Could you offer some advice on what a typical day should consist of when searching and applying for jobs?

A: Yep... don't shoot me because this is not what you'll expect... spend your day talking to people who do the kind of work you want to do. Between 40%-70% of jobs are found and filled through personal contacts. If you're not doing that, you're going to fall way behind. This is all about circulating among those you want to work with.

Q: I hear a lot about headhunters, but what is the actual role of a head hunter? Do they evaluate candidates and then try to pair them with jobs, or just point people in the right direction with contacts or leads, or none of the above. Second part, how do you know when you need a head hunter?

A: None of the above. Headhunters are independent consultants who work for employers. Their job is to go find the right people to fill a certain job. NOT to help anyone find a job. That's why they usually don't respond to job hunters who want help... You don't need a headhunter. You just need to learn to do it the way they do it -- by developing a network of industry contacts who can help you get the introductions you need. That's what headhunters are paid for: their network, their contacts, and their ability to use those to find the right candidates. You can do it in reverse: Use the same kinds of contacts to find the right opportunities. It's a lot of work. But it's the only reliable way to control your own future. It's what we discuss every week in the Ask The Headhunter column...

Q: How should on deal with to many years of work on your resume. 10 yrs here, 5 yrs there, 7 yrs there and 5 years there? Which may get you passed over because of age?

A: The problem is overreliance on your resume. Some employers react negatively to "too many years," others react negatively to "too few years." Yah, some younger workers feel THEY get discriminated against for TOO LITTLE experience! In this competitive market, you must make contact with managers and insiders. They can guide you, to help you understand what the employer is looking for. It's too long a discussion, but I'll point you to this article. It will help you make the contacts you need!

Q: I am in the process of developing my resume and cover letters, and I am having a quandary tying to quantify the value of things I did. Most of my career has involved computer infrastructure and application support. That included support of systems, and responding to disruptions, but also preventative activities and migrations to newer platforms or applications. Most of the examples I see for highlighting accomplishments seem to have dollars for results; it seems like they are oriented towards CEOs, accountants and sales personnel. How can I quantify something for which the result was really one of quality? For example, a routine part of my job was spent keeping systems to the most recent versions of applications. I cannot say that users would have experienced disruptions since many of the fixes involved specific events and I have no idea if our users would have encountered those events. So, it could be said that not upgrading would not have resulted in any disruption, but it seems to me there is some sort of value in having done that, and I would appreciate some examples or strategies for articulating that.

A: I know it's hard to quantify a benefit sometimes. The benefits you deliver relate to mitigation of risk. There is a value to that. So outline the factors and let the reader draw conclusions. For example, you could list "migrated X system to newer platform A." Then briefly explain how this "avoids downtime costs related to older, unreliable technology; adds new features that enhance customer experience and satisfaction." The benefits you deliver need not be expressed in dollars, as long as you can briefly express them in terms familiar to the reader.