For the last eight years I have owned an executive recruiting company focused on gaming/casinos and high tech. My experience is that 80 percent of candidates don’t get the job offer simply because they don’t understand the interviewing and hiring process—and these are good, talented executives that should have landed the job. So to help my candidates avoid these miscues, I created a top 10 list of typical candidate mistakes. This two-part series will help you avoid these mistakes so you can land that dream job. Here are the first five.
1. Being a Narcissistic
MegalomaniacThe No. 1 reason that candidates do not move forward in the interview process is arrogance. No one likes a self-absorbed, self-serving elitist candidate. Ever. Period. And if your reaction is, “that’s not me!,” then it probably is you. As an executive recruiter, it is not “an honor and a privilege to represent you.” This is Depression 2.0 (since 2008), and there are a hundred candidates for every high-end executive search. Most recently I worked on a C-level role. My preliminary list was a dozen highly qualified candidates. The CEO said, “Pick your top three.” This is a competition, and hiring companies have many alternatives for the big jobs ($100,000+). This also applies to if/when you land the job. You will get the job based on a combination of your education and experience; however, you need to be grateful to those who helped you get there. That includes the family and friends that supported you. All your professional peers that provided referrals and recommended you. And if you went through an executive recruiter, send a thank you note or even a small gift. (I just received a box of steaks from an executive just for getting him an interview.) You will get the job because of your talent, but be appreciative of your support network and executive recruiter. Humble and genuine is attractive!
2. DNDC
In his book UNCOMMON, former NFL coach Tony Dungy talks about one of the primary reasons he will not draft a football player: DNDC, which stands for Do Not Draft Because of Character. Hiring companies and executive recruiters have that same motto. Candidates that are dishonest or unethical are DNDC. And since the wheels came off the economy in 2008, that has turned into a real challenge in my business. Candidates that were not honest about their education. Candidates that were not honest about their experience. And the one that frustrates me the most: candidates that apply to an online job posting, then ask me to submit them for the same job. As a recruiter, I can only represent a candidate who has not applied to a specific company in the last 12 months. And, since I’m being candid, I don’t represent candidates who apply to online ads. It is pretty surprising the number of executives who swear they have not applied for a particular job, then when I submit them, the hiring company comes back with, “he applied online.” Honest and ethical is attractive!
3. Being a Gloomy Gus or Debbie Downer
Companies want to hire upbeat, positive, enthusiastic executives. Making negative statements about former supervisors or companies is a huge mistake. Let me say that again—never, ever say anything negative about your former employer or boss. And the same goes for your personal information. I once had a CIO candidate interview with the CEO of a large publicly traded company. When asked why he left his last job, his response was, “I went through this nasty divorce. Let me tell you about it.” End of interview. Pretend today is the first day of the rest of your life; write a happy, positive ending. Positive and enthusiastic is attractive!
4. Not Pricing Your House to Sell
One of the most common mistakes with selling a house is not pricing it right. If your neighbor just sold his for $200,000 and you have the same model, you can’t price it at $300,000. That’s why God invented comps. Candidates make this same mistake. If you are currently making $100,000, no company is going to offer you $150,000. You are underpaid? Not their problem. You are “worth it”? Not their problem. Even if I, an executive recruiter, believe your market value is $150,000, no human resources executive is going to give you a 50 percent raise in base salary. Not going to happen. Don’t price yourself out of the market by making unreasonable compensation demands. Price your house to sell!
5. Being Too Busy to Get a Job
Finding a new career opportunity is hard work. You need to make yourself available to recruiters and hiring managers throughout the interview process. If you don’t, they will quickly drop you from consideration. I wish I had $20 for every candidate who came to me for a job but was always inaccessible when I needed them to interview. To be candid, if finding a new job is not a priority for you, it is certainly not a priority for me. Never be too busy to get a job!
Mark Wayman is the Founder and CEO of The Foundation, an executive placement firm focused on gaming/casinos and high tech. For more information, visit www.godfatherlv.com.
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