Richman: Teachable moments, part 2: Lessons learned
Richman: Teachable moments, part 2: Lessons learned
Last week I described young John (not his real name), a new college graduate, eager to get a job with a reputable company. Thanks to family connections in the business community, John had been invited to several networking meetings and interviews. Socially skilled and well-spoken, he came across well while making small talk, but fell well short of the mark during more substantive discussion. As the saying goes, he was “all hat, no cattle.” He answered questions in circular and superficial ways. When challenged to be more specific, he dodged, weaved and countered with answers to questions he wasn’t asked. As the interview continued but did not progress, the frustrated and now impatient interviewer dismissed the young man from the meeting.
Within hours, both the interviewer and his boss received letters and voice mails from the young man’s parents, each demanding the interviewer be terminated immediately and their son hired.
The interviewer’s opinion and decision ultimately prevailed, but bad feelings on the part of all concerned have continued. Well-meaning parents, well-intentioned employers and newly graduated offspring can learn from this troubling, uncomfortable experience and outcome.
New graduates: Thank your lucky stars that your parents have access to professionals willing to meet with you. That willingness to meet is the best chance you’ll get to make a case for why you deserve to be hired before others with similar education and experience. Social skills and position help, but they’re no substitute for the substance that comes from having done your homework. If you want a job, be willing to work for it. Research the company, what it does and how it sets itself apart from the competition. Find out about the responsibilities, skills and strengths necessary to do the job. Make your case succinctly, honestly and directly. Time is money for a company, so don’t waste it. If prospective employers believe that you are promoting privilege at the expense of competency, you won’t advance.
Parents of applicants: You are welcome to use appropriate means to help get your children in front of decision-makers. Effective networking is key to that process. However, anything beyond that basic introduction is considered out of line. Any effort that parents or friends make to force an interview or an employment decision will likely backfire, harming all relationships touched by the encounter.
Networking contacts: It’s easy to balance friendship and obligation when the person you’re asked to help acts like a pro and is clearly appreciative of your time and effort. It’s much harder to pull off when you feel manipulated and if you are embarrassed by the performance of the person you’re asked to introduce to your organization. There are ways you can remain neutral, honor friendship, and at the same time provide the would-be applicant advice and counsel. You can help out by participating in mock interviews and provide candid, professional feedback about what they say and how they say it. If warranted, you can offer redirection regarding their career objectives and ways they may better achieve them. And if, as a result of your joint efforts, you fully believe in the potential of the applicant, make a call on his or her behalf. If you’re not comfortable, shake hands, step back and stay out of the way.
Joyce Richman is a speaker and career coach conducting seminars and workshops throughout the United States, and the author of “Roads, Routes & Ruts: A Guidebook for Career Success.” You can reach her at 288-1799 or JERichman@aol.com. Watch Richman’s latest career advice Wednesdays at 6:35 a.m. during “The Good Morning Show” on WFMY News 2.
