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- #73 - Laid Off & #OpenToWork
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Hey There!
Welcome to Issue #73 of Jobseeking is Hard!
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This week we’re talking about:
Stupid interview questions
A jobseeking horror story about too many cooks in the hiring kitchen
Highlighting relevance on your resume when trying to transition/pivot
The best (worst?) job posting of the week
And a scam involving a job offer after answering a few questions via email
And for Premium subscribers I’m:
Debunking a post about what you shouldn’t do on LinkedIn
Giving you advice on vetting the legitimacy of jobs that are emailed to you by a stranger
Sharing a tip for evaluating whether an interview process is worth your time and effort
And I’m answering a Premium subscriber's question about looking like a job hopper because of multiple layoffs. I’ll explain whether or not you should address this on your resume, and why!
Let’s get to it!
STUPID INTERVIEW QUESTIONS
“What’s your sexual preference?”
Gif by mashable on Giphy
A member of an interview panel, who was in her first job after college, asked me (a 56-year-old with 20+ years of experience referenced on the resume) what I expect to be doing in TEN years.
Before I could stop myself, I blurted out "Retired!"
How selfish.
Also, I don’t know what I’m having for dinner tonight, let alone what I’ll be up to in 10 years. Not to mention, I don’t think 34-year-old Adam thought he’d be making memes as part of his day job, but here we are.
“Is a hot dog a sandwich?”
Let’s see. A piece of meat placed within a bread product for handheld consumption. It can even have toppings. It’s not even a close call.
Verdict: Sandwich
Now I’m curious…
Is a hot dog a sandwich? |
Want to share your stupid interview questions? Reply or email [email protected]
SPEAKING OF POLLS
Last week I asked you, “Would you rather ride a giraffe to work or an elephant?” More than 58% of you answered you’d rather ride an elephant.
Some of the best responses:
“A giraffe would be easier to park. Maybe I could slide in next to a pile of scooters downtown.”
“My butt is big. Save the giraffe; ride the elephant.”
“You have better sightlines to maneuver in traffic with the giraffe. Plus the giraffe has that snazzy pattern so I can go to work in style.”
But my favorite was:
“I'd force the elephant to wait to poop until I get into work. Ever seen an elephant's poop?”
True thought leadership.
COMMUNITY CATHARSIS
I just went through 7 rounds of interviews in 7 days (9 total if you add the updates from the recruiter). Here's the sad recap:
Round #1: The Hiring manager tells me she had been wanting to start the hiring process 7 weeks earlier—I applied in December—but the owners "wouldn't commit to the buy-in" for the 4 roles she was filling. She finally convinced the owners. It was not a great or confident start.
She then dropped her pen and started circling her desk and twirling in her chair looking for the pen, her face away from the camera the whole time.
She then tells me, as she is scavenging the floor, her behind high in the air, that she has only been in her VP role since June and still hasn't acclimated to the company or role. She also has no background in her role as an Event Marketing VP.
Round #2 - I mentioned a recent acquisition the company had made and asked the Head of Marketing, "If the 2 entities do the same work and provide the same services, what differentiates them?" I thought this was a great question and proved that I had done my research.
She just stared at me blankly.
I read the press release back to her. Still no acknowledgment.
I decided to move on, but now she stops listening to me and eventually finds the article I was referring to online. Then she tells me our time is up. She then asks me if I have any questions, to which I respond, "No—that was the only question I had for you."
As I went to sign off, she shouted, "Wait! I know—I mean—I just realized what you meant." She then spent an additional 10 minutes explaining that there was no difference between the 2 companies (My question was more of a cultural question based on growth).
Round #3—The Junior Event Marketer who is chewing gum like a horse. She spent most of the interview explaining that she left the company TWICE in 9 years for better opportunities—yet here she is. So motivational. By the end of our time, she was complaining about useless on-site stakeholders and not getting on-site help at events. Then the internet froze, and she said, "Now I have to call the idiots in IT—there goes the rest of my day."
Round #4 - Now it's the Marketing Ops Manager's turn. He starts asking questions about marketing plans for a division that has yet to be created. I ask if the parent company would be aligned with the services the company provides. He looks at me like an idiot and says, "Why would we do that?" I ask if they are going to combine advertising and marketing resources as the new business has a massive global footprint and they're basically a start-up. He says he has to "jet" but to call the recruiter if I have further questions.
Round #5 - Another Marketing VP who is already bored. So am I. He is watching something on his screen on Netflix (I can see it in the reflection of his glasses).
Rounds #6 & #7 were a surprise. The CEO and CFO were in the same room, but on separate screens and instead of asking me about my experience they started asking me about my relationship with the company.
Other than being a customer and doing my homework for these interviews, I don't have one. Everything they asked was about their operations and practices. They were concerned that I knew more about evaluations and custom work than their newly trained evaluations staff.
Needless to say, after deliberating for 3 1/2 months, I got the "thank you, no thank you" email today.
I'm beginning to understand why everyone says "more than three, better to flee!"
Let’s be clear: This isn’t an interview process; this is a gauntlet. This is some sort of dark, horrible fairy tale, testing you along the way.
7 meetings in 7 days, and then they made you wait 3.5 months to be rejected. That’s just shameful, with too many cooks in the kitchen. That’s a lot of opinions necessary to make a hire. I’m sorry you went through that.
**Premium Subscribers! Below, I’ll share a tip for evaluating whether an interview process is worth your time and effort. **
If there's a jobseeking horror story *you’d* like to share, reply or email [email protected]
SHAMELESS PLUG
If your job search needs a little more help, Karpiak Consulting offers resume and LinkedIn services, as well as job search strategy coaching.
Who knows…maybe it’ll make all the difference in your search, as it did for this person 🤷♂️
This person had an excellent background but was having difficulty transitioning back into their preferred industry after a few years away.
Ensure your resume speaks to the job posting you are applying for, not your overall experience. Remember, skills are skills, regardless of industry, so you want to focus your resume to attract the roles you want, not necessarily the job you currently have.
This is key for any pivot, including:
Industry transitions.
Taking the next step in your career into a promotion.
Focusing on People Management, either into a role as a People Manager or away from managing towards an Individual Contributor role.
Combining your previous “unrelated” experience with your new, advanced education into an experienced role in your new field, not having to start as entry-level.
You want to control the narrative and highlight your relevance, focusing the resume on the info the reader wants, especially in the Summary and Key Achievements.
Not sure how to show the recruiter/hiring manager your relevance and context? We can show you what the recruiter is looking for, and tell you how to demonstrate success :)
BEST (WORST?) JOB POST
OF THE WEEK
Here’s the job post that got the most people talking on my Instagram this week!
“offering invaluable exposure” can’t pay the bills with exposure 😒
If you come across an irritating job posting, email it to the newsletter or DM me on Instagram and I’ll add it to the list to post!
JOB SCAMS!
A subscriber sent me a job scam that was too good to be true:
"No interview, no phone call, two-day training, and an offer? It's too good to be real!"
(Technically, I think all job scams are too good to be true… that's what makes them scams 😅)
Here's the scammer's email in its entirety so you can look out for it:
Respected Aspirant,
PXP, a pioneering force in creative production, is extending an exclusive invitation for you to apply for the coveted Full-Time Remote Creative Director role—a unique opportunity to lead and inspire within the dynamic landscape of global brand content creation.
About PXP:
With a legacy dating back decades and a team of 4,000+ specialized experts across numerous cities globally, PXP stands as a trailblazing content production agency. Merging expertise previously distributed within Publicis Groupe’s worldwide agencies, PXP now crafts personalized, global brand content that leaves a lasting impression and fosters deeper customer relationships.
Benefits:
Joining PXP is not just a career move; it's an investment in your professional growth. Enjoy a comprehensive benefits package, including 401(k) matching, dental and health insurance, flexible schedules, paid time off, parental leave, retirement plans, and vision insurance.
Job Responsibilities:
As a Creative Director at PXP, your responsibilities will include:
- Leading and inspiring a dynamic creative team in a remote setting.
- Developing and executing compelling visual strategies.
- Collaborating seamlessly with cross-functional teams for cohesive brand messaging.
- Driving innovation in design, staying at the forefront of industry trends.
Qualifications:
To flourish in this role, you should possess:
1. Experience:
- Minimum of 2 years in a creative leadership role, preferably in a content production or agency setting.
- Proven track record of successfully leading and inspiring creative teams.
2. Education:
- Bachelor's degree in a relevant field such as Graphic Design, Fine Arts, or Communications. A master's degree is a plus.
3. Creative Proficiency:
- Exceptional skills in conceptualizing and executing visual strategies that align with brand objectives.
- Proficiency in graphic design tools such as Adobe Creative Suite.
4. Strategic Thinking:
- Ability to develop and implement creative strategies that drive brand differentiation and engagement.
- Strong understanding of market trends and the ability to translate them into innovative creative solutions.
5. Communication and Collaboration:
- Excellent verbal and written communication skills.
- Demonstrated ability to collaborate with cross-functional teams to achieve cohesive and impactful brand messaging.
6. Leadership Skills:
- Proven experience in leading and managing creative teams, fostering a positive and collaborative work culture.
- Ability to provide clear creative direction and constructive feedback.
7. Innovative Mindset:
- Keen interest in staying abreast of industry trends and emerging technologies.
- Demonstrated ability to drive innovation in design and challenge the status quo.
8. Adaptability:
- Ability to thrive in a remote work environment, demonstrating self-motivation and proactive communication.
- Flexibility to adapt to changing project requirements and timelines.
9. Portfolio:
- A robust portfolio showcasing a diverse range of successful creative projects, demonstrating your expertise and style.
10. Passion for Branding:
- Genuine passion for crafting brand stories and experiences that resonate with diverse audiences.
- Understanding of the nuances of global brand content creation.
If you're ready to shape the future of creative production and leave an indelible mark on the industry, reply "Interested" directly to this email. Your journey with PXP awaits, where your creativity will not only be celebrated but will also redefine possibilities in brand content creation.
Best regards,
[name omitted]
PXP Team
Now, PXP Studios is a real thing. What makes this a scam?
The first clue is the email address from which this was sent. Although PXP Studios' website is pxpstudios.com, the email came from careerspxpstudios.com. Always check out the email domain of anyone sending you job correspondence.
To me, the weird thing is "reply 'Interested' directly to this email." That's just not how recruiting works. No recruiting communication will ask you to reply "interested."
Out of curiosity, our newsletter subscriber replied, "Interested." This is what happened next:
We sincerely appreciate your prompt response to our recruiting email, expressing your interest in the Full-Time Remote Creative Director position at PXP. Your commitment to this process is duly noted and reflects your professionalism.
We have carefully reviewed your exceptional portfolio and believe that your creative expertise aligns seamlessly with the dynamic vision of PXP. As the next step in our selection process, we have attached a set of interview questions tailored to gauge your skills and provide us with valuable insights into your approach to tasks relevant to the Remote Creative Director role.
Please be assured that there are no "right or wrong answers" to these questions. Instead, they serve as a tool to measure your capabilities and offer us deductive information regarding how you navigate challenges inherent in the role. Your responses will serve as the entry point for your interview, replacing traditional preliminary interviews.
In addition, we have planned a comprehensive 2-day interactive training program for all staff, including yourself, prior to commencement of work. This program aims to provide deeper insights into the role and our company's objectives. During this training, we also seek to gain a better understanding of your career goals and professional experience. Details about your employment, including salary and benefits, will be discussed personally with you during the training sessions conducted via Zoom.
We appreciate your dedication to our hiring process and request your responses to the interview questions by January 25. Your timely participation will allow us to assess your fit for the role efficiently.
Kindly note that we do not require a phone call for the interview, as our orientation scheme is designed to effectively induct newly recruited individuals.
Should your responses meet our expectations, an employment offer letter will be promptly issued. This letter will contain comprehensive details about your salary and other associated benefits. Therefore, we kindly ask you to ensure that all your information is filled out correctly to expedite the process.
We look forward to the prospect of welcoming you to the PXP team and appreciate your willingness to engage in this detailed interview process.
"We have carefully reviewed your exceptional portfolio." What portfolio? All they did was reply, "Interested."
"Should your responses meet our expectations, an employment offer letter will be promptly issued." Ok, so if you answer some interview questions via email, they'll send you a job offer? That's...that's not how hiring works.
"This letter will contain comprehensive details about your salary and other associated benefits. Therefore, we kindly ask you to ensure that all your information is filled out correctly to expedite the process." And there it is…they want your personal information. The goal here is identity theft or just to get your banking information and drain your savings.
**Premium Subscribers! Below I’ll tell you how to fully vet a job opportunity that’s emailed to you!**
If you come across a potential scam, send it to [email protected], and I’ll warn the community. And if you’ve been a victim of a job scam, the FTC has job scam reporting resources listed here.
I've experienced multiple layoffs in my career, including my most recent role. I'm sure I'm missing out on interviews because of this. A suggestion online was to label these as layoffs on my resume. I worry that that's a weird thing to do, and I know people would judge me for getting laid off multiple times. What's the right way to handle this?
Check out the Premium Section below for my answer! Not a Premium Subscriber? Upgrade here: www.JobseekingIsHard.com/upgrade
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Jobseekers, have a great rest of your week, and good luck with those applications!
-Adam
PS!! If you're enjoying the newsletter, let people know! Forward it, post it on social, tag me, whatever...the bigger the discussion, the better! The idea is to help as many people as possible!
About Adam- Recognized as a leading voice on hiring and workplace trends, Adam has been recruiting and providing career advice since 2003, developing high-trust relationships based on honesty with companies and jobseekers. A highly sought-after speaker, he has appeared in numerous outlets, including Bloomberg News, Business Insider, LinkedIn, and CNNMoney. You can find out more about Adam's resume and coaching services here.
Hey all! Thanks for being a premium member! I hope you find the additional info helpful as you navigate your job search.
DEBUNKING CAREER CLICKBAIT
Last week I read an article from an ex-recruiter giving all sorts of bad advice, including “don’t use the #OpenToWork green banner.”
Yes, it’s ok to use the green #OpenToWork banner. It works. It gets your attention, but most importantly, it gets recruiters’ attention.
Every recruiter I know (and I know a lot of good recruiters) says they like the banner because they know the candidate is actively looking and is a serious candidate, as opposed to someone who might waste everyone’s time. Not to mention, #OpenToWork candidates usually have shorter timelines and don’t need to give notice…and recruiters want their jobs filled ASAP.
There seem to be 3 types of people against the green banner:
1) Ex-recruiters. They no longer recruit, so I don’t know why anyone would take what they have to say seriously about current recruiting practices.
2) Career coaches. They just want to sell you a different solution.
3) Recruiters who want to justify their existence (and their large contingency fees), saying that the best talent is the passive talent (which is code for “Please pay me clients; you can’t find good talent on your own!”)
The article then discusses “oversharing,” and the idea that you shouldn’t be vulnerable and discuss your personal situation or need for help. Because we all know that playing hard to get is always the best way to get help.
It’s a proven fact that storytelling drives connection. Empathy leads to action. Please don’t follow this bad advice. Share your story. Tell people you need help. Don’t suffer in silence. People want to help…they just need to know how.
Watch or read a questionable piece of career content? Send it along and I’d love to debunk it! [email protected]
How to vet the legitimacy of jobs that are emailed to you by a stranger:
Above I told you to compare the sender’s email domain to the domain of the company they are “representing.” If they don’t match up, even if they look similar, odds are it’s a scam.
Keep in mind that buying an email domain is relatively cheap, and there are no rules about buying a domain name similar to a legitimate company.
Feel free to avoid any recruiter (internal or external) who uses a free email address like Gmail. Even if they are independent, the odds are they have a dedicated domain. On the 1% chance they are a legitimate recruiter with a Yahoo email address, assume it’s a scam.
You also want to look up the individual on LinkedIn. Even if they have a profile, pay close attention. They may be spoofing an actual employee from the company with a small tweak/variation in their name, such as a middle initial. With the number of scams out there, I suggest not corresponding with any recruiters who don’t have verified Identities (name or company).
What if you can’t find the individual on LinkedIn? I would go directly to the company’s website (via Google or LinkedIn, not a provided website in the suspect email), find their open jobs, and see if the job you were emailed about is listed. If it is, apply. If the recruiter who contacted you is legit, they will see that you applied since they are recruiting for the role. If it isn’t listed, the odds are that the job is a scam.
You can also contact another recruiter/HR representative on LinkedIn or via the company’s website (typically the Careers section has a general mailbox) and inquire about the legitimacy of the email you received.
A tip for evaluating whether an interview process is worth your time and effort:
When setting up your first interview, ask your contact what the entire process will look like. If they ask why, tell them you want to prepare as well as possible, including blocking off the appropriate time on your calendar to make scheduling easier for everyone involved.
Bonus points if you ask who you will be meeting at each step of the interview process. If they ask why that is important, tell them that you would like to prepare interview questions appropriate for their level/role as they relate to the job you are applying for.
If they don’t want to tell you about their interview process, that’s a red flag and a warning they might be wasting your time. Good companies have defined interview processes…and reasons. If a company doesn’t want to share its process with you, to me, that means 1 of 2 things:
1) They find value in not telling you…which is a weird and abusive power dynamic.
OR
2) They have yet to determine where they will go after the first interview, which is a HUGE red flag. You don’t want to be a part of a company’s figuring-out process. Yes, the role can evolve in meetings, but the process shouldn’t be fluid.
Also, if they DO have a set process, and it is more than 3 interviews, feel free to ask them why. Not in a direct, angry, accusatory way, but in a “Is this your normal interviewing process, or is it specific to this position” way. Followed up with, “Out of curiosity, what insights do you feel all of these people offer in the decision-making process?” Because if you need 5, 6, or 7 people to sign off on a hire, imagine what working there is like to gain buy-in or set a strategy.
I recently experienced a layoff. I've also experienced layoffs multiple times before. As a result, many of my roles were shorter than ideal. I'm now getting questioned for possibly being a job jumper in interviews. I'm sure I'm missing out on some roles for the same reason. A suggestion online was to label these as layoffs on my resume. I worry that that's a weird thing to do, and I know people would judge me for getting laid off multiple times. What's the right way to handle this?
There are many mid-career professionals and millennials who started careers during the Great Recession and just haven't found stability yet.
I'm sorry you're going through that. It's difficult for sure. It's not like you want to find yourself out of work and search for a job every 18 or 24 months. No one is like, "Today I will up and leave my job, completely turning my life upside down and severely impacting my mental and physical health. Because anxiety and dread are so fun."
I don't like adding "laid off" to jobs on your resume. Why? Some hiring managers may have a bias against this: "If they were so good, why were they laid off? Layoffs are for trimming the fat."
NOTE - To a lesser extent, some recruiters also have this bias…but are more empathetic now to laid-off candidates since the recruiting industry experiences a layoff every 37 seconds in this market. I'm exaggerating…but not by much.
Plus, if you list "laid off" for every layoff, what about your other jobs? If you don't list the reason, it'll just be assumed that you were fired (red flag) or GASP you left for a different role, which makes you a flight risk (and also indicates you might not take an employer's sh*t).
So to me, the options are
A) List all of the reasons
Or
B) List none of the reasons
If someone wants to know why you are no longer at a job, let them ask. It drives engagement. Listing you were "laid off" on your resume allows the recruiter/hiring manager to decide your candidacy without a discussion, which is never good.
Look, if someone cares about your "job hopping," they'll care regardless of the reason. You're better off focusing your resume on relevancy, matching the job description, and getting the interview based on your skills.
I hope that helps! Good luck!
If you’re a Premium subscriber and have a question about your job search, email us at [email protected] and I’ll answer it in a future issue!
That's it for now, and send in those questions! Don't forget to put "Premium" in the subject line so I can stay organized!
Do you have any thoughts or suggestions for the premium membership? Let me know! The premium tier is a work in progress, and I want to create something of real value for subscribers.
Have a good one!
Join the conversation