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The Job Hunting Paradox
A tweet I came across argued that job hunters (a lot of us these days) needed to: (1) have a good story, (2) dazzle with your energy, and (3) know the company.
There's nothing wrong with that.
And everything wrong with that.
Pro-action is a (very) good thing. So I've argued for years. On the other hand, I believe that there is no force more powerful than effective listening. And the three (fine) factors enumerated above implicitly suggest that job hunters are always on the attack.
A good story is great.
BUT IT NEEDS TO BE THE RIGHT STORY FOR THE RECRUITER.
Dazzling with energy is fine.
BUT BEWARE THE FINE LINE BETWEEN VIGOR AND AIMLESS FRENZY.
Knowing the company is imperative.
BUT KNOWING THE COMPANY CAN DEGENERATE INTO A RECITATION OF STATISTICS ... RATHER THAN AN APPRECIATION OF THE COMPANY'S CULTURE.
I am hardly arguing for applicant-as-shrinking violet. But I am arguing that the attentive listener, listener between the lines in particular, has an advantage that is priceless. That is, job hunting is a paradox. One must exhibit equal adeptness at talking and listening—but maybe with a nod to the latter.
Remember that old one-liner about God giving us one mouth, but TWO ears. Atheist or devout believer, keep that in mind at all times!
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Comments
Yes, yes and yes! Another side effect of the world trying to solve complex issues in 140 characters or less.
Almost like the ultimate version of the quick fix/silver bullet/secret sauce businesses think exist.
As you point out, finding the right job is more complex and nuanced than a few rules. I hope everyone tries to resist the temptation to making it more simple than it is. Rules are a short cut and short cuts rarely win over time.
Posted by Howard Mann at May 17, 2010 11:08 AM
True.
Every applicant should propose a solution to an existing company problem BEFORE they ask for work.
That ensures they're empathic enough (listen listen listen, low self-orientation, hence trustworthy) and willing enough to HELP the company.
It should be a personal initiative too.
Hard. Yes. So?
Posted by Joaquin at May 17, 2010 11:23 AM
Alas, there is research that suggests gender differences on this one. A guy who is not somewhat aggressive is viewed as a wimp. A woman who is somewhat aggressive is looked at as a b&*^h. (And that difference apparently holds whether the interviewer is M or F.)
Posted by tom peters at May 17, 2010 11:41 AM
Hello Tom:
I have a question on "listening between the lines". What do you mean by that concept? Perhaps an example or post would help. I am trying every time I interact with someone (the moments of truth) to become an effective and real listener. It easier said then done. Please help.
Thanks
Posted by Joseph at May 17, 2010 12:25 PM
more "shrinking violets" please!
I have done a fair amount of recruitment in my previous job. In the end I got tired of people trying to sell themselves on their CVs - I am not interested in the fact that you regard yourself as a "Proactive Thought Leader". Please Please if there are any recruitment agencies advisors out there stop telling people to use positive action oriented words on CVs - it's a real turn off.
I have had more success with people who didn't actually interview very well (took a lot of digging and encouragement to get the skills and achievments out of them).
Joseph - it's not always easy. My advice is get curious. You are already equipped with very sensitive receptors (for mood, body language etc) start paying attention to them.
Start practicing before you need it. One example is to listen for how people perceive things. What phrases do they use to explain or understand others? This can often give clues as to how they process information.
I see what you are saying
I think this
I hear you or It sounds like
I feel that we need to....
This may not sound very useful but apply it when listening to everyday conversations and you will start listening more closely and more deeply to the way people talk.
Just get curious
Posted by PaulH at May 18, 2010 1:03 AM
Be yourself. (But do sit up straight, talk clearly and engage.)
Picking up Paul's point, if you are a shrinking violet, don't pretend to be the life and soul of the party. Your employer will feel he recruited someone who isn't what he seemed to be and it gets things off to a sticky start.
Energy? Tom's "aimless frenzy" point is a very good one and I prefer to look for determination and resilience.
Posted by Mark JF at May 18, 2010 3:07 AM
Your cv gets you to see me - that is, it tells me (1)whether you have the minimum technical skills necessary for the job and (2)there's nothing in it about you that puts me off.
At interview I want to see if you are willing to learn the way we do things around here/empathise with what we are about. Have you listened to me and read between the lines - what have I not said and do you understand why? If not, I don't care how good you are, I don't want my brilliant people being upset by you. A willing person who resonates with what we are about and understands what we are not about can always be trained up to give us what we want and more. When she's out there on her own, she may make a wrong call, but it'll be for the right reasons and so will have minimal knock-on effect.
There is a place for the brilliant maverick: when it comes time to destroy and reconstruct the company. As we want the underlying values of the company to remain the same, we look for a person who can maintain the values of the company - and so will still need to understand us/ empathise with us - whilst being sufficiently self assured to smash the company sufficiently to bits such that we are unconstrained when building anew.
Posted by Andrew Baines at May 18, 2010 7:07 AM
"I have had more success with people who didn't actually interview very well (took a lot of digging and encouragement to get the skills and achievments out of them)."
Paul, very nice!
Posted by tom peters at May 18, 2010 8:51 AM
Andrew - "Your cv ...tells me (1)whether you have the minimum technical skills necessary for the job ..."
No it doesn't. It tells you the applicant claims to have the qualifications and experience. Both these points need checking. But I agree it's an indicator of whether the applicant should be given the chance to demonstrate to you that he's worth hiring.
Posted by Mark JF at May 18, 2010 10:27 AM
by the way how many of us hire on pure Gut despite CV or experience mismatch, and have found that our intuition is a far stronger sense than the others we use?
and yes we wait for the Twitter Resume!
Posted by Anurag Sharma at May 19, 2010 3:23 AM
Good point Anurag
The gut or intuitive instinct is a very powerful tool. But it can be made even stronger. By making concious decisions about what it is telling you and how you respond. One of the things I do during interviews is to think about what my gut is telling me initially about a candidate and then try to disprove it with subsequent questions. That way someone who you may not immediatly gel with gets a fair crack of the whip and the person who dazzles you with good looks and personality (it does happen!) is properly vetted.
Posted by PaulH at May 19, 2010 6:40 AM
Great point about listening and the job hunt. I completely agree. Listening is the path to learning...and to rapport.
And I'm honored that you wrote a blog entry based on my tweet :)
Thanks
Terry
Posted by Terrence Seamon at May 20, 2010 6:39 AM