INTERVIEW MYTHS AND OTHER BAD JOB-SEARCH ADVICE

By David A. Molnar, President

National Register Columbus, Inc.

dmolnar@nrcols.com

In the 20+ years that I have been an executive recruiter, I have been amazed at the volume of information floating around “out there” regarding job search and interviewing. To be sure, there are lots of opinions on how to write resumes, conduct interviews and go about the entire job-search exercise. There is no one way that is right or wrong. But there are a few errant ideas that have taken on lives of their own. Recruitment insiders know that some of these bits of bad advice can negatively affect the job-finding experience. I would like to address some of these in the hopes of making your job search more effective.

Myth: I should have a one or two page resume.

Truth: Not if it means leaving off something that is relevant. While it is a good idea to be concise (and two pages is a good target size) it is more important to tell your story than be locked into a format. Your story for each relevant position is basically this: a) give a concise description of your job; b) give statistical evidence that you were good at it (I like to see bullet points detailing successes). If it takes three pages (or occasionally four), so be it. Be careful to strive for clarity and brevity.

Myth: Never say anything negative about your previous job.

Truth: If there was nothing negative why are you trying to leave it? The reality is, you have to discuss reasons for leaving and those reasons often include unpleasant details and incidents from the last position. So here’s how to handle it: when giving your reason for leaving, make the discussion unemotional and fact-based. Never comment on personalities or engage in what might appear to be character assassination. For instance, you should not say, “My last boss was the devil incarnate and no one on earth or beneath it could work for him.” It is fair to say, “In my last position, 8 people in a department of 10 turned over during my time there. Most of them felt that the team environment didn’t exist to complete the work we were assigned to do.” You can talk about negatives as long as they are fact-based and unemotional.

Myth: You should never take notes in an interview.

Truth: While there may be interviewers here or there that are so myopic that they would make a hiring decision on this type of triviality, it has been my experience that most interviewers would prefer seeing a candidate who is interested, excited and eager to jot down relevant facts for future investigation and comparative evaluation.

Myth: Never seem too eager for the job.

Truth: If you don’t show some excitement, you will lose out to the next candidate who does. Corporate interviewers are usually proud of their company, think they offer a great opportunity and want someone who “gets it;” who “catches the vision.” There is nothing wrong with professional, controlled excitement. It is, in fact, necessary to make the connection with the interviewer and take away the mystery about your level of interest.

Myth: If I act too eager, I’ll lose my negotiating power.

Truth: If you don’t win the job, you have nothing to negotiate. Enthusiasm and professional excitement are ingredients that will put you in the position to win. Only after you are selected as the top candidate do you have any negotiating power at all.

Myth: You shouldn’t brag in an interview.

Truth: Hall of Famer Dizzy Dean was quoted, “It ain’t braggin’ if you done it!” Bragging occurs when people spout unsubstantiated bravado about themselves. What interviewers want to hear (especially from sales people) are factually based, true examples of successes. It’s not bragging to explain that you are a President’s Club winner; that you have been over quota 5 years in a row, that you are ranked #3 in sales of 57 reps. Tell your story! If you are outstanding at what you do, tell them you are outstanding. And tell them why! Tell them of the things that you do that less successful people don’t do. It ain’t bragging if you done it.

Myth: I should only use an executive recruiter after I have failed to find a job on my own.

Truth: Executive recruiters have access to positions that never get to the general public. You are only cutting yourself off from a subset of opportunities when you avoid headhunters. In many cases, recruiters have the access and influence to get you an interview even after your resume has already been rejected. The recruiters are hired to evaluate a host of other factors not on the resume including the candidate’s communication skills, professional appearance, personality characteristics, fit for the corporate culture, etc. I have placed many a candidate later found to be in the client’s database.

Myth: I should “exaggerate” my current income to get a better offer.

Truth: If the company asks for W2 verification, you will lose the offer. Too many candidates inflate their current income and disqualify themselves from positions they might otherwise want to consider. The best course of action is to state the facts: state your base salary as it is today (identify a raise if one is coming), state your last year’s W2 (if you had bonus paid the following year, identify it as such—don’t add it to last year), state your expense plan (don’t add to the W2). Give yourself the power of choice. Don’t screen yourself out with overstated income figures.

Myth: I can combine past jobs and fudge the dates.

Truth: With modern databases over the Internet, it’s just too easy to check these kinds of facts. While many companies will not give out a qualitative reference, they will confirm dates of employment. Many an offer is lost when the dates don’t match. For many hiring managers, the turndown is not because the facts are insurmountable, it’s because the truth has been compromised early in the relationship and the manager doesn’t fee that that candidate will ever be trustworthy.

Myth: I am only two courses short of a four-year degree. I’ll show a BS on my resume. No one will check it anyway.

Truth: Yes they will. The information is too easy to check and companies that offer the more highly-sought positions will do these kinds of background checks. We frequently see candidates turned down for this deception. Ironically, the employer would have hired them without the degree! As far as those companies who absolutely require a degree, why waste all that time interviewing only to be turned down for lack of a degree by a person whom you have never met who is following “company policy.”

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INTERVIEW MYTHS AND OTHER BAD JOB-SEARCH ADVICE