Tag: Joe Arrigo

Don’t Forget your Significant other When Looking for a New Job

Accepting a new job is as much your choice as it is your significant other’s. The amount of job offers that have gone completely sideways due to a significant other not being involved in the process is higher than anybody wants . In my experience, the core issue is not bringing the significant other into the process at the very beginning. In conjunction with that, there are a number of conflict areas that need to be resolved before a job can truly be accepted.

New Job Conflict Areas

Here are a couple of areas where a new job will directly or indirectly affect a spouse:

  • Work/Life Balance: depending on where one is in their career, this may not be as big an issue as happiness gurus make it out to be. For those that have obligations like young children or an aging parent requiring caregiving, this is likely to be a top priority for your significant other. Those who are single or not planning on having kids are likely to de-prioritize this area.
work - life balance
  • Benefits: Salary is one thing, but more weight is given to healthcare and 401(k) than just the base salary. Certain job seekers prefer to stay on their current healthcare plan and will turn down a job if their current plan is not offered. This is way many job seekers clamor to get into a state or federal job, as the benefits far outweigh the salary.
Progressive Perks: How to Build a Strategic Employee Benefits ...
  • Bringing work home/Stress: How much work after work is going to be required? For example, a new business development rep is likely going to spend an entire year building there book of business and network. This can require 50-60 hours a week of work to become successful. A spouse will need to weigh how this will effect the home life with their partner being unavailable for longer periods of time. Similarly, is this the type of job that ends after 5pm, or does the workplace drama follow you home?
Stress and the Brain | Academic Success Center Online | RIT
  • Relocation: This is a conflict area that surprisingly causes a high amount of job offer declines and upset companies. I have personally had a job offer declined at the last moment due to a significant other that “suddenly” came into the picture. In addition to making sure their spouse is OK with relocation, candidates need to assure themselves that they are OK with relocation. All too often the “are you OK with relocating for this position?” question is quickly glossed over without any real thought.
Play Internet Games Free Online | Time

The very simple and straightforward advice is to keep your significant other in the loop when you’re interviewing, and get a temperature check if it looks like an offer is going to be made.

I know life is more complicated than 4 bullet points, but these are the most prevalent ones I’ve seen. Please let me know what you have experienced in your job hunt and message me directly.

To message me directly, find me on LinkedIn at https://www.linkedin.com/in/joe-arrigo/

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Job Seeker: How to Apply (or Not) Apply for a Job

Applying for a Job


It’s very easy as a job seeker to earn a reputation that you are not even aware of and is actively subverting your chances of getting a job. That reputation can take many forms, but there are a couple common types that stand out. One is of the person that applies to every job no matter if they’re qualified or not, and the other is the person who applies to jobs and then never returns calls or messages. Another common job seeker is the “always keeping my feelers out there” who is not quite committed to any job they are in. I think I can explain and address each candidate in this short article and provide some insight so you can avoid getting mislabeled.

Job Searching Online: 8 Best Practices You Need to Know | FlexJobs


Types of Job Seekers


Recruiters and HR managers who have been working in their market for over a year start to see the same candidates coming up in job board searches and as job applicants. When you are a candidate who applies to all jobs no matter what, this is not being perceived the way that you think it is, and will likely result in you being seen as an unserious job seeker. There is a pervasive idea that job descriptions are written as a list of “nice to have’s” instead of mandatory, and or can be negotiated during the interview process. So, you should apply even if you don’t have some of the so-called mandatory qualifications for the role. This method may have worked a couple times for some outliers in the industry, but it is not a recommended practice as it does harm your online reputation.

The other confusing tactic is applying for a job and then not responding to calls and messages about the job. In a way, as a recruiter, you are calling their bluff by saying “okay if you think you’re qualified, let’s have a conversation” and then that’s where the candidate ghosts you. In my career, I’ve always mentally red-flagged people that do that in case their name pops up again.

job search

There is also that unfortunate job seeker who is unaware that the Apply Now or Easy Apply button has the older version of your resume, which signals to anyone viewing it that you are bad at managing small details. This may or may not disqualify you right away, but we must avoid it right out of the gate.
Likewise, the candidate that is always keeping his “feelers out” is not somebody that a company wants to hire because their perception is “This guy will jump as soon as something pays him a little more.”

How to Write a Cover Letter for a Job Application | WordStream
Linkedin Easy Apply


Start your Job Search


The absolute first step in the job search process is locking down your resume. Then you work on locking down your references and then doing a mock interview where you go through questions and responses.
Before you start your job search, make sure all your ducks are in a row. You are seeing a trend here with my advice over the past few articles which is, BE HONEST. Make it an honest and transparent job search. Don’t portray you or your skills as something they aren’t.

To message me directly, find me on LinkedIn at https://www.linkedin.com/in/joe-arrigo/

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Accepting a Job Offer

Receiving that call saying you got the job offer is one of the most satisfying and relieving parts of the job seeking process.  As a recruiter, it’s one of the most satisfying parts of the day, if not THE most satisfying part of your day. The joy in getting the privilege to make that call, balances out the other negative duties of recruiting, such as giving someone a rejection call. But this is not where the story comes to an end. The job still has to be accepted; and this is where, in the 11th hour, the entire train can derail.

evaluate your job offer

Where most candidates and recruiters go wrong during this process is not continually getting a temperature check. Much can change throughout the long interview process, and interest can falter. Not keeping in close contact with each other lessens the certainty of an offer being accepted if/when it comes. Recruiters tend to have tunnel vision when working with a candidate and neglect to realize that really smart candidates are probably interviewing with multiple companies and, theoretically, will have multiple offers to consider. It falls upon the recruiter to constantly get honest feedback whether or not this particular role is the one that would win out in a competition between competing offers.

tunnel vision as a recruiter

Meeting Face to Face

Equally as important is the candidate being honest with the recruiter as to the likelihood of their offer being accepted. Trust has to have been built at the very beginning of this relationship in order for both sides to have any sort of chance of coming to an honest conclusion. This is why I have always known and pontificated about meeting every single person that you are going to represent in front of your client. It’s the most important aspect of getting the end result that you both desire. Any experienced recruiter will tell you that the likelihood of someone backing out or ghosting you dramatically lessens if they’ve met you face-to-face. This way, they know you are an actual human and not a faceless corporation.

faceless corporation

If the foundation has been laid from the very first interaction that we will be honest, transparent, and forthcoming, then there will be no surprises when/if the offer comes in. Despite the possibility of feelings getting hurt, I believe it is justifiable for a recruiter to tell a candidate, or vice versa, that they are not getting a good feeling that they are  being honest with them. Oftentimes a recruiter will feel dishonesty creeping in it when seems like a candidate is using one job to leverage a counter-offer at their current company. This is an unfortunate landmine that everyone will step on at one point in their career.

The Job Offer

If an offer is accepted; it needs to be accepted– for real. I know that sounds a bit redundant, but you should not be accepting offers in hopes that it will buy time for another offer to come in. This creates a negative feedback loop that is detrimental to your reputation, and to society in general. The reality is that the world is a small place, people talk, and your reputation will precede you into your next role whether you believe it or not. Please do let me know what your thoughts are on this highly debated topic.

To message me directly, find me on LinkedIn at https://www.linkedin.com/in/joe-arrigo/

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How to Properly Do Your References

References are an essential part of locking down a job offer. The higher up the corporate ladder the reference is, the better the chance you will be taken seriously as a candidate. There are some pitfalls I’ve observed as a staffing recruiter that will help as you move through the hiring process. Anybody that is working with me will get this same advice.

In today’s litigious society, most companies will not give a thorough reference. Instead, they will simply confirm the dates of employment. The reason for this is that companies fear a lawsuit for defamation if there is an assumption that a “bad reference” led to someone not getting a job. It’s all to avoid a lawsuit. References are harder than ever to come by, and can be increasingly disingenuous.

Reference Pitfalls

The first pitfall is your reference not being a previous/current manager. I see a lot of candidates using their co-workers as a reference; this is not going to play well. Best practice is to get at least 2 superiors that you directly reported to. Listing a colleague can come off as lazy, but even worse, can come off as suspicious. Questions start to percolate that the reason you are looking for a new job/left your last job has to do with why you are not listing your manager. Managerial references will speak to your work ethic and your character, along with your culture fit. A colleague or “equal” will likely say whatever you coach them to say, thus giving your potential employer no solid information.

The second major pitfall is not giving your references a heads-up that they will be contacted. I can’t tell you how many goose chases I’ve been on attempting to track down a reference who was not aware they were a reference. Furthermore, best practice is always to inform your reference that somebody will be calling them soon. Management tend to screen their calls and are thus difficult to connect with. On the same train of thought here, is verifying that this person is an appropriate reference. It might sound shocking, but I have had references remove themselves as a reference due to hardly knowing the candidate (or worse, having a bad relationship with them).

Conclusion

The final thought on references is that some people prefer to write at the bottom of their resume. “References available upon request”. It’s certainly not a deal breaker, but it’s unnecessary filler. Everyone should have references no matter what, and the fact that its not explicit that you have them won’t stop a company from demanding them. From my experience, you are better off either listing them at the end, or not at all.

For the time being, references are still checked, albeit with more legal restrictions. Always let people know you are listing them as a reference, inform them when they will be called, and always list those who were truly your manager.

To message me directly, find me on LinkedIn at https://www.linkedin.com/in/joe-arrigo/

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Resume Aesthetics

The 80/20 rule is also known as the Pareto principle, which states that for many events, roughly 80% of the effects come from 20% of the causes. In certain fields, its easy to see how this plays out. In a sales organization, 20% of your team will account for 80% of your sales. In a class science project, 20% of your team will do 80% of the work. You can easily list many examples within your day to day that fit this principle. Similarly, though not quite as applicable, is the relationship between content and aesthetics contained in a resume.

80% of your resume should be content, while the other 20% should be aesthetics. While there is no consensus on the correct format or aesthetic, I want to share some tried and true methods that can help avoid potential pitfalls.

Structured format, clean layout, tight spacing, no fancy design

This resume is the format I use professionally. I have formatted and submitted 100’s of resumes to clients using this format and it has not done me wrong. The spacing is set to Single and the Before and After are also at 0. This helps save space as an added bonus to the tight formatting. The header replaces the typical objective statement and instead summarizes your job roles and skillset without needing a whole paragraph. This method is much appreciated by the hiring manager and the ATS. Font is size 12 with Bookman Old Style looking classically noble.

Multi-colored, confused format, non-linear

This resume looks creative–that can’t be denied. The issue is its distracting and overly intricate. The color scheme is pleasing, but the format is non-linear which should be the top goal of a resume. Readability and flow should always be top of mind when formatting your resume.

It’s clear what the goal of the profile picture is trying to do (convey motherly wholesomeness), but its violating a huge no-no in resume writing which is putting a picture on your resume. There are managers who will simply throw resumes away or delete from their email if they see one with a picture. Lawsuits and claims of discrimination result from considering candidates with pictures are a main driver for this. Don’t do it. Furthermore, the picture isn’t you, so there is no added value to the content.

The header with the arching background graphic is more style without substance. The only time this is going to be to your advantage is when you are applying to a graphic design type role where resume creativity is a deciding factor. Other than that, it comes across as attempting to distract from the content. What is notable is that this resume does have great content in the job duties, so that already speaks for itself without the fancy design.

I guess that is the essential crux of all resume writing– content is king and should be 80% of your resume. The spacing, readability, and concise-ness should be the other 20%.

To message me directly, find me on LinkedIn at https://www.linkedin.com/in/joe-arrigo/

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Repost –Corporate Communication and Personality Type (MBTI)

Communication, according to corporate consultants, is the #1 factor for any and all issues within the workplace. And they would be correct. However, the solutions that are typically employed are unable to solve the underlying issue– personality type amongst colleagues.

The 3 solutions implemented are:

  1. Increased communication, even “over communication”
  2. Clearer and more concise communication
  3. CC’ing a superior to accelerate response times

You can pick and choose the cases where these methods were effective, but an alternative may have longer lasting results.


Myers-Briggs Type Indicator

Most are familiar with the Myers-Briggs Assessment that breaks down everyone into 1 of 16 personality types, designated by a 4-letter acronym (ex. ESFP, ENTJ, ISTJ, etc.). Each letter has a distinct opposite, as follows:


• E vs I (extroversion vs introversion)
• N vs T (intuition vs thinking)
• T vs F (thinking vs feeling)
• J vs P (judging vs perceiving)

The focus here is on the Judging vs Perceiving function that I believe is where most communication breaks down. Therefore, an increase in communication only exacerbates the problem instead of clearing it up.


Judgers have their minds made up about nearly everything. Things are black and white and there is a finality to their opinions on every topic. They tend to stick to deadlines and draw lines in the sand, remaining uncompromisingly rigid.


Perceivers weigh their options and never lock themselves into a concrete answer. New information could arrive at any moment that would negate their past beliefs. They see both sides of an argument and the pros/cons of nearly every form of action. They tend to be flexible with schedules and keep the door open to new ideas.


Example

Being as clear and concise as possible, you ask, “Can you come into the office on Monday?”
As a Judger (J), there is no possible way to misinterpret this question.
As a Perceiver (P), there are several responses and interpretations:
• “Mondays are tough for me, I might not be able to make it…”
• “What time?
• “It depends on my schedule”


This is infuriating for the Judger as the answer is clearly either Yes or No. The unclear response demands a longer conversation that to the (J) is not needed. To the (P), there is simply not enough information in the question to give the right answer. The Perceiver is frustrated with this question as it forces them to make an ill-informed decision.


Compromise

At the bare minimum, let’s compromise and start out with Yes/No and then the rationale.
• “Yes, depending on the time “
• “Yes, but only after 10am”
• “No, I am out of town that day”

Relating back to “clearer and more concise communication,” the above compromise is what should be implemented. Understand the type you are communicating with and proceed accordingly.

If you are restructuring your org chart, this is going to be the most useful way to decide how teams are put together, who leads them, and who makes the decisions.

In the following short articles, I will go over the 3 other functions of the Myers-Briggs Type Indicator and dig deeper into possible workplace solutions.

To message me directly, find me on LinkedIn at https://www.linkedin.com/in/joe-arrigo/

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