Career Tips

We’ve helped thousands of job seekers and hiring companies create smart strategies for achieving their goals. Here are a few of the questions we’re commonly asked - and good advice based on our years of success.

Q. I have been with my company for five years and enjoy what I do. But I don’t feel I am being compensated fairly. How should I go about asking for a raise?

A. Assess what you do on a day to day basis and decide if your efforts are extraordinary compared to others in the company. If they are, structure a well thought out, persuasive argument as to why you should be paid a higher wage. However, before having that conversation, I would look at other ways you may benefit the company as well. Be willing to take on additional responsibilities, work longer hours, or help create an additional source of revenue that would allow the company to further benefit from your involvement. In other words, create value for your employer.

The more valuable you are to your employer the more leverage you have in asking for an increase in compensation. If you are deemed an essential person because you help the company make money, save money or become more efficient your employer should be willing to work out a more favorable compensation plan for you.

Q. I accepted a position with a great company located close to my home. When I gave my resignation to my current employer, my boss sat me down and offered to increase my salary to stay. I don’t know what to do now. Any suggestions?

A. Although counter offers are extremely flattering, they inevitably are not in your best interest to accept. Often when counter offers are made they are done as a stop gap because the company now knows you are looking to leave. By appeasing you in the short term the company hopes to buy time to be able to create a contingency plan for your inevitable departure. In other words, they can begin recruiting or grooming someone to move into your role.

Furthermore, there are reasons other than money that made you want to make a move. Many times a person’s judgment gets clouded when money comes into play, allowing them to “forget” the problems that made them consider leaving in the first place. Eventually those issues come back to light as they were not solved when you received a larger amount of compensation. Not surprisingly, frustration will settle back in and you will be searching again for another opportunity outside of your current employer.

Q. I haven’t interviewed for a new position in ten years, but I recently was approached with an interesting opportunity. The interview is next week. What can I do to prepare myself?

A. Preparing for an interview can be just as nerve wracking as the interview itself. Remember you cannot possibly learn everything about the company, the person you’re interviewing with or the opportunity. However you can educate yourself enough to allow you to be successful.

First, do due diligence on the company. If it is a publicly traded entity there will be more information than you could possibly dream of. Make sure you read the latest headlines and find out why they are in the news. Learn about their product and/or service offerings, delivery model and the person(s) you will be meeting with. If you are unable to attain this information call the person that contacted you about the job (referral, recruiter, colleague, etc) and ask them to help fill in the blanks.

Create a list of questions that you will need addressed in order to determine if the company is right for you. Remember, you are interviewing them as well. So it is important that you know how the position will affect you, your family and your career.

Prior to walking into the interview bring with you four things: 1. Extra copies of your resume; 2. References; 3. Any visual aid that will showcase a talent, skill, etc. (i.e. examples of work); 4.The questions you developed while doing your due diligence. Make sure you relax, act like yourself and answer all questions truthfully. Good luck.

Q. I own a company which is growing at an extremely fast rate. I am new to the hiring process and do not want to ask “out of bounds” or illegal questions during the interview. What can you suggest I do to make sure I do not cross the line?

A. Any specific questions aimed at learning a person’s sexual orientation, race, religion or age, are considered off limits. These questions have been deemed in many labor cases as offensive and discriminatory. Any attempt at learning political ideology, family history or obtaining specific industry information are treading a fine line and can considered inappropriate by the candidate. To cover yourself and learn a little about the candidate’s personality you may consider giving the candidate a directive, “Tell me about yourself.”

However, sticking to specific questions about the candidate’s past performance, skill set, business acumen and ability to perform the job that he/she is interviewing for will always be the safest way to conduct your interviews. These questions will allow you to accurately assess their technical abilities and help you get a better determination of their ability to perform. If you are looking to assess work ethic, integrity or other intangibles consider asking a hypothetical question or pose a problem for them to solve.

Throughout the process though, make sure that the interview is as enjoyable as possible as you will want them to accept your job offer if you decide they warrant one.

Q. I want to begin looking for a new position but am thinking of putting it off until after the New Year. When would be a good time to start looking?

A. Many others have the same feeling about the holiday season. They feel that with the current year coming to a close that the opportunities will diminish. However that could be the farthest from the truth.

Often companies have money left to spend in the budgets. Like the government, if they do not spend it may be excluded from their budget for the following year. Therefore a hire will not only allow them to spend the money but secure the money in the next year’s budget as well. Secondly, based on the next year goal planning sessions, a hire may be necessary prior to the year end to attain the stated goals.

Also, so many job seekers feel that the holiday season is not an ideal time to look for a new position. It may be that the season is already busy enough or that they have so much going on that a new position would really shake up their world. But this thinking may be a good reason to start searching. The reason being, with fewer people looking for a new position the competition for a new job is at its lowest during this time of year. Therefore, the chance of landing a great job increases.

Many companies have jobs that go unfilled entering the next year based on the single fact that job seekers stop looking. So it may really benefit you to step up your job search during the holiday season. Happy holidays and happy hunting!

Q. I have been looking for a new job for the past three months but have not been able to find an opportunity that excites me. I have answered numerous on-line job postings but I have never been given a call. What should I do?

A. Understand that if an internet posting looks great to you chances are it looks great to a number of others as well. If you are one of many answering a positing on the internet you may get lost in the shuffle. Since you may not have a way to follow up with the person posting the position you are taking the chance that your resume “reads” better than everyone else’s. Don’t leave your search to chance or luck.

Research the position. Find out the person posting the position and how you may get in touch with them. Seek someone through your network that may have a connection with that person and ask them to make an introduction. A familiar person referring you in works better than answering a job posting.

If you do not have a way to be referred in then pick up the telephone and introduce yourself. Don’t leave a voicemail, get someone on the phone. Be prepared to tell them how you can help the company make money, save money or become more efficient. Send your resume directly to their email address and not through an HR or applicant address. Then follow up to schedule a time to meet. This will allow you to stand out from the crowd.

Q. I have been verbally extended a job offer from a company I am excited about working for. However, the offer is contingent on the successful completion of a background check. When should I resign from my current employer?

A. If you have no major issues in your background I wouldn’t be too concerned. If, however, there are problems that have occurred (i.e. an arrest, lawsuit, poor credit, etc.) make sure the employer making the offer knows about the situation(s) even if you have an expunged record. If you address the circumstances prior to the background check the potential employer may be forgiving of any previous indiscretion(s).

People genuinely like surprises, but not in this case. If a prospective employer is not kept in the loop about these issues the likelihood of them being forgiving is very minimal. They will feel that you deliberately tried to hide these facts from them and that you are not a trustworthy person. Therefore it is always in your best interest once a verbal offer has been extended and you know a background check will be completed to provide full disclosure to the hiring authority.

Once the background check has been completed and the verbal offer turns into a written offer you should then give your two week notice. Do not proceed until you have documentation in hand. Although you may want to give your resignation based on the verbal offer, a written offer solidifies the position and will make you feel at ease when providing you resignation letter.

Q. I have been an engineer for twelve years. Recently I have found that I am pretty good at attaining jobs and working the client side of our business. I have decided that I am tired of the engineering world and want to get into sales full time. How would I go about securing a senior sales role outside of engineering?

A. Changing careers can be a daunting task for several reasons. First moving from one profession to another without the expertise necessary for success will often require a step backwards in compensation. Often individuals will be asked to start from the “bottom” to acquire those skills. Sometimes extra education will be required or an investment in securing training from other sources will be necessary.

If you are looking to transition from one career to another give yourself a time line and create steps. Since you are currently an engineer attaining work for your company, approach your boss and ask if there is a role for someone to do business development and sales full time. Transitioning into a new role within your current company allows you to maintain your current compensation and you’ll find your current employer more forgiving in your learning curve. You may also find all of your needs can be met with your current employer.

However, if you still want to move out of the engineering world begin looking at vendors that service engineers, construction, etc. Once you have realized the basic skills necessary for business development and sales, you become more marketable. Parlaying those skills with your engineering background will make you an attractive candidate to companies that sell to the engineering field. You will be considered an insider and will know how to navigate that area which is generally closed to sales folks that do not have that type of background. In other words you will be able to talk the talk and understand customer needs better than a competitor that does not have the same background.

Q. I am trying to hire an entry level person to work at our newest facility. I am finding that ads in newspapers and on the internet are not producing the results I am looking for. Often the people answering the ads have no experience what so ever or the educational qualifications necessary to perform the job. Where can I find these entry level candidates?

A. Be proactive. Do not run an ad an expect people to come running to you. Identify educational facilities that produce the types of candidates you desire to hire. Often schools attract more and better students based on the school’s ability to attract companies to hire their students. So the likelihood of the schools wanting to hear from you will be pretty high.

Once you have identified the school(s) you would like to attract candidates from, build a profile of the type of person you would seek out. Make sure to include intangibles like personality, reliability, work ethic or their ability to solve problems. After you have those two pieces in place then it’s time to get some exposure within the school.

Don’t just put an ad in the school newspaper or through the career center, seek out a person within the administration to begin building a relationship. This person will want to help the school’s students and will want to help you as well. There are several places to look for people to meet for instance the Dean of Students, Dean of a particular school within the college, professors, athletic coaches and other administrators that have direct contact with the students. These people will be more readily able to identify the candidates that have the profile you are seeking and kind provide an introduction to you to begin the recruiting process.

Q. I have been training individuals in my department while trying to produce at the same time. I have found that once I have trained these candidates how to do the job that often they either leave for a better position within the company or they are promoted. What can I do as I feel like I am being taken advantage of?

A. Well you obviously are in a position in which you have become very valuable to the company! There may be a particular reason as to why you have been chosen to train each individual. If so you should be flattered. You may be the best person the company has ever had in the role or you may do your job so well that management has deemed it impossible to train someone as good as you. Perhaps you have been training your replacements once you have received your promotion but none of them could ever be as good as you.

But you will never know if there is anything you can do to get rid of the exploitation feeling if you do not ask. Sit down with your supervisor and ask him/her why you are not being considered for these other roles or better yet what he/she sees your role is in the near future. Remember you have created value in that you are helping to produce other individuals that are contributing positively to the company. Don’t be afraid to ask for more responsibility or look to move to a different role within the company. If you do not ask you’ll be left thinking you are being treated unfairly. Speak up!!

Q. I interviewed for a position two weeks ago and still haven’t heard from anyone. Should I call the hiring manager or would I be overstepping my bounds and wait longer to hear back from them?

A. I would contact whoever set up the interview first. If a Human Resources person or a recruiter scheduled the interview it is their responsibility to respond to you with feedback.

They may not have any specific feedback because the hiring manager was slow to get back to them or they may not want to be the bearer of bad news. Never the less, it is considerate and appropriate for the person that scheduled the interview to get back to you to tell you what is going on and how your interview was perceived.

If the Human Resources person or recruiter does not respond, then you should contact the hiring manager directly. If you have that person’s contact information (you should ask everyone you speak with for a card so that you can send them thank you notes after the interview), pick up the phone and ask them for feedback. Explain to them that you have not heard from anyone in regards to the interview and you just want to ascertain an assessment on your interview skills so that you can improve for future opportunities. By being proactive you may come across as a more desirable candidate. Also, do not put the hiring manager on the spot as to why you have not heard back. It may be that they have not completed the interview process, the HR person or recruiter has dropped the ball or maybe they have. But, the more uncomfortable they feel the less likely they will give you any response positive or negative.

Q. I am considering leaving my current company to work for a competitor. The opportunity is phenomenal but I am concerned with non-compete issues. Will I be sued? What should I do?

A. First and foremost, did you sign a non-compete or non-solicitation agreement? If so then you should consult with an employment attorney. These attorneys may charge a large amount of money per hour (between $150 - 500) but they are worth it! A good attorney will read the agreement, interpret it the way a judge may and deem if it fits within the confines of state employment laws. He/she will also give you an idea of what your options could be and advice on how to proceed. The one thing they will never do is tell you what you should do. That is still your decision, but after speaking with an employment attorney an informed decision.

If you have not signed any document - Congratulations! You have no legal obligations to worry about in regards to making a switch. The only issues you will have to deal with are the feelings of betrayal that co-workers or supervisors may have towards you. Understand that this is common when you leave to work for a competitor.

Q. I have been seeking an opportunity within my current company to move into a different role. I have been passed over countless times for promotion only to watch my peers attain higher ranking and better paying opportunities. What can I do?

A. I would suggest that you talk with your supervisor and find out why you are not being considered for these “other” opportunities. Maybe your co-workers’ effort is exemplary or that they have different attributes that you do not bring to the table (education, training, experience, etc.). What ever the reason find out what it is. Realize that the information you get from the explanation is meant to help you figure out what you can do to attain another position. It is not a time to be defensive or to argue with your boss. Rather, it is a time to notify the boss that you are seeking an opportunity to gain more responsibility and contribute more to the company.

Ask your supervisor to help you put together a plan that will allow you to attain the skills, recognition, etc. necessary to move into the role that you want. Ask he/she their suggestions and input. Make sure you put together a viable plan that you feel you can execute. Once you have the plan in place begin implementing it. Ask your supervisor to review what you have done daily, weekly, monthly or what ever time frame makes sense. By utilizing your supervisor for help, you will find that he/she will be a big advocate for you once another opportunity becomes available.

Q. I have worked at the same company for the past fifteen years. I was an intern here and accepted a full time position while in college. Recently I have decided it is time to look outside the firm as I feel that my growth opportunities are limited. I have never written a resume and do not know where to begin. Should I hire a professional resume writer?

A. A professional resume writer can save you time and produce several different versions of your resumes. Often these folks are professionals that have viewed numerous resumes in the past and have a good grasp of the latest styles and versions that employers accept. However, they may not be the most economical especially with the types of products on the market and they may not include all of the specifics that you may want highlighted.

There are several products on the market that can help you. Many web sites provide resume templates free of charge. Check out Yahoo and Google a they both have resume writing templates that you can utilize. There are also software packages that can be bought through the internet as well that will walk you through the entire resume writing process.

Understand that there are several types of resumes and resume packages. No one style is the “right’ style or the only “accepted” style. Traditional resumes come as chronological statements of a person’s past work life from latest to previous. The latest trend states a person’s skills and experiences with a limited emphasis as to where a person has worked and what they did before. Regardless, realize the resume is just the first step in searching for a new position. It is only an introduction of who you are and the skills that you bring to the table.

After understanding why counter offers are given the candidate should re-examine the reason for the desire for change. Only when these reasons have been scrutinized, can a candidate truly begin the search process. If the reasons are not concrete or the candidate is looking just for more money, he/she is vulnerable to a counter offer. And if the only reason for change has to deal with increasing compensation, other avenues should be researched prior to seeking new employment opportunities.