How to Lose a Job!

By Steve McKinney
President, McKinney Consulting, Inc.

In the 70’s there was a USA television program entitled “Kids Say the Darndest Things.” The surprising thoughts that came out of those little children’s mouths were hilarious. On more than one occasion I rolled on the floor of our living room laughing so hard that my muscles ached.

However, when it comes to job seekers they also have been credited on occasion for saying or doing some of the darndest things, but with them it is no laughing matter. A candidate rarely has the job locked up the moment he walks in the door.  No matter how good the resume is, a job can still be lost. If the candidate is not going in with the mindset that the job must be fought for and won, he’s already made the first mistake. It’s a big one, and usually leads to more mistakes, some of which can be fatal.

The fundamentals
The fundamentals of winning a job are much like those any good salesman would practice. Listen closely to the customer and her needs (the hirer), believe in the product (yourself), show your enthusiasm and desire for the job, focus on the need rather than features (what you can do for the company not how good you are), and don’t try to close too early (more about that below!).

Darndest thing #1 - Taking extra materials to an interview

Example:
One job seeker wanted to surprise and dazzle the hiring manager by bringing sensitive, private and confidential material about the hiring manager’s company to an interview.

What was the candidate thinking?
He thought that by doing this it would show his ability to get any information that the company might need. He thought that this would be a positive attribute that the company could benefit from.

Results:
The client was not impressed or amused. He quickly determined that he could not trust a candidate that would do such a thing. Also, he was very concerned about where the leak in his company was coming from. If this guy had his confidential information then his competitors probably had it too.

Darndest thing #2 - Failure to research the hiring company

Example:
We can also learn from a lady who went for an interview without first studying the material provided on the hiring company.

What was the candidate thinking?
She decided not to waste time finding out about the company until she was sure the opportunity was serious and worth the effort. What she failed to recognize is that first impressions make a big impact on the opportunity ever becoming serious in the first place. A committed job seeker will lose to one ‘playing the field’ every time.  In attempting not to waste her own time, she inadvertently was saying it was okay to waste everyone else’s.

Results:
One of the first questions that the hiring manager asked of the candidate was, “What do you know about my company? The candidate admitted that she had not studied or learned anything about the company but if they were interested in her she would learn everything there was to know about the hiring company. The hiring manager was not impressed. He felt that she was just wasting his time. She had not even done the minimal task of checking out their web site. How did she even know if she liked the company?

Darndest thing #3 - Talking negative about your current or previous employers

Example:
A particular candidate described his former employer as jealous of him and threatened by him. So, for these and other reasons he was passed over for promotion and forced out of the company. He had nothing good to say about his former employer and according to him there was absolutely nothing wrong with his performance.

What was the candidate thinking?
His mind was full of anger and bitterness against his former employer and he used every chance that he had to redeem himself or to save his face. He felt by getting it all out that people would believe him more than his employer. This was a private matter and it would have been best to keep it private.

Results:
This candidate did not make it past the first level of screening to being considered for a new position. His resume went straight into the round file.  It is never ever a good idea to speak bad about a previous employer. The interviewer was thinking, “If he’s saying that now, what’s he going to say later about me? What’s he going to say about me while he’s still working for me?!”

Darndest thing #4 - Talking about money and benefits too early

Example:
On more than one occasion a candidate interviewing for a job has brought questions about compensation and benefits. How much will you pay me and what kind of benefits do you provide? This is the “closing too early” part.  It is like discussing the size of your wedding ring on the first date.

What was the candidate thinking?
This is often another attempt to save time and effort. Usually, when considering fit for position compensation and benefits are critical pieces of the puzzle. Candidates often get anxious and want to discuss that first when it is to everyone’s advantage to hold those conversations off till last.

Results:
While these questions are fair to ask the timing is all wrong. It is best for the candidate and the hiring manager to steer away from such sensitive questions relating to compensation and benefits during the initial interview.

The initial interview is designed to get to know each other and to determine if there is a possible fit. Later in the process sensitive and delicate questions pertaining to compensation can be addressed – if it gets to that point. Many times if either the hiring manager or interviewee brings up money during the first interview they will fail to move forward.

Darndest thing #5 – Not being prepared to ask questions
When interviewing for a job an interviewee and the hiring manager both should come prepared with questions. On occasion a candidate will go to the meeting ill prepared with no intelligent questions prepared.

Example:
On a particular occasion a candidate was asked by the hiring manager what questions did he have?  The candidate stated that he had done a great job and had answered all of his questions.

What was the candidate thinking?
The candidate was under the impression that only the hiring manager would ask questions and that his should be limited or none. In his culture asking questions was disrespectful. So, while he was honest and sincere he failed to recognize what was expected of him.

Results:
While the candidate was being honest, this did not impress the hiring manager. He knew that he had left out many things about the company and position yet the candidate was satisfied to accept what he had been given. Or, the hiring manager thought he was either lazy or was not interested enough in the position and company to be prepared with questions. Since interviewing can cause pressure a candidate can relieve some of this by being prepared with questions.  Think back to the sales analogy. Do you want to buy anything from a salesman who doesn’t care enough about your needs to ask you about them?

Darndest thing #6 - Not sending thank you notes
It is a good habit to send thank you notes to anyone that takes the time to interview you for a position. Even if you do not like the interviewer or the position you should send a thank you note. It is your reputation and it is up to you to maintain it.

Example:
On more than one occasion hiring managers have difficulties deciding between two or more good candidates. We have seen where in the decision making process one candidate has sent a thank you note and one has not.

What was the candidate thinking?
The candidate that did not send a thank you note was thinking that it did not matter. The hiring person knew that they wanted the job so why send a meaningless thank you note? Well, their attitude towards thank you notes has changed.

Results:
The candidate that sent the thank you card received the job. The professionalism of sending a thank you card made just enough difference in the hiring manager’s mind to swing in their direction.

In conclusion, by and large most people mean well. They are usually well educated and are hard working. Unfortunately, some lack just plain old good common sense or are unaware of the cultural differences that exist between peoples of different countries. Remember the “Golden Rule” and “Do unto others as you would have them do unto you.” This will usually serve you well.

Steven B. McKinney is the founder and president of McKinney Consulting Inc., who has over 12 years of experience as an Executive Search Consultant & is a Certified Master Coach. He serves on several boards including the American Chamber of Commerce-Korea and was bestowed Honorary Citizen of Seoul in 2007. Prior to the establishment of McKinney Consulting he had over 10 years of senior leadership experience in athletic footwear company giants, Adidas, Reebok and Converse etc.

About McKinney Consulting: McKinney Consulting is an executive search firm (sometimes simplified as executive recruiters or headhunters) which has placed hundreds of bi-lingual middle-senior level executives for multinational companies in Korea & Asia and was established in 2001. McKinney Consulting is a member of the Association of Executive Search Consultants (AESC). In addition, McKinney Consulting provides behavioral-based coaching services with scientifically developed tools in coaching executives and businesses to excellence and success. McKinney Consulting coaches are members of the International Coaching Council. Also, McKinney offers Talent Management services such as the outsourcing of candidates and payroll services etc.