Your Last Day?

It seems like only yesterday that I was sitting in front of my Western Union teletype in the police press room, a man in his mid-20s trying to make sense of something that made no sense at all – the death of five children in an apartment fire caused by adult carelessness, a mind-numbing indifference to responsibility and accountability.

deathI was drinking coffee as I wrote – I would have preferred something a little stronger at this point, but at 7:45 PM, it was a little too early in the day.  So I had to focus and tell a gruesome story for the 375,000 plus readers who would deal with this horror with unhesitating conviction that a tragedy like this could never happen to them.

There were a lot of these dreadful days if you were a crime reporter in one of the fastest growing major cities in America.  In my newspaper career, I probably saw more than 250 dead bodies, men, women and children; someone’s uncle, a bride and groom, an estranged husband who turned around his life, a mom, or someone’s children.  They all died suddenly, frequently without much warning.  Certainly with no time to say goodbye or I’m sorry.

At the scene of a tragedy, there is no greater cry of anguish than from a mother who learns that her 10-year-old son, who was going to be everything her drug-dealing husband wasn’t, was lying dead in the living room, the unintended victim of a narcotics deal gone bad.  Or the poor working mom who returns home to smoldering ruins and the sudden realization that everything she cared about, her children, were now gone.  Or the mother and father who learn in an early morning call from a stranger that their beloved only child, a daughter and her new husband died in an accident after only one day as man and wife. 

These experiences happened a long time ago.  But today they continue to happen across the nation, around the world.  There is no question that my newspaper experience, those events, shaped my life.  I still enjoy being in the know, telling stories – sharing information with others, a requisite for a reporter.  Now I enjoy the challenge, and the reward, of digging into a candidate’s background to understand what makes them tick as a leader and as a person. The aggregate of my experiences helps me do my job better, to appreciate life and to overcome adversity.

Those early days in the newspaper business also helped me understand the importance of appreciating each day we have on earth.  The suddenness of a traumatic death is both stunning and shocking.  For the survivors, the immediate horror gives way to a sense of loss that is so deep that it is hard to comprehend. 

Many people talk about how much they appreciate life, that they live one day at a time.  Nice, but for most it is just talk. Our lives are so busy they blend from one day to another.  And then they are gone.

Would you scream at your kids, disrespect your wife, or publicly disparage your colleagues or your employees if you knew that this day would be your last? 

It could be.

© 2013 John Gregory Self

Managing Your References During the Job Search

Managing references is an aspect of the job search process that far too many take for granted. Candidates would be surprised at how often they lose an offer because of mistakes made in the selection of references.

Here are some key issues to think about:

  • Candidates who are out of work will, in all likelihood, go through multiple searches before landing the right job, so be prepared with two or three reference lists.  Not overworking your references is the best way to show them your respect and appreciation.  This also allows you to target your lists to particular types of searches or types of organizations.
  • Be mindful of the time requirements for a typical reference interview – 20 to 40 minutes.  This means a reference can spend 90 minutes or more on the telephone with recruiters if you are a finalist in three searches.
  • In addition to the reference’s telephone number, provide the recruiter with their email.  This allows the recruiter to set up a specific time for the call without the involvement of an executive assistant.
  • When putting together your reference list it should be done in a clean, professional manner just as you would for your resume. Be sure to include not only the key contact information for each reference contact, but also where you worked together, what your relationship was – supervisor, direct report, colleague, etc. – plus, their current employer and position.
  • Give your references a heads up if you know a call is forthcoming.  There is nothing more frustrating for a recruiter than to inadvertently surprise a person on a reference list.
  • Periodically touch base with references to make sure nothing has changed with their contact information. Calling the contact number provided by the candidate only to find out that the reference is no longer employed at that organization or that the telephone number has changed, screams to the recruiter or the decision maker:  “I do not pay close attention to details!”
  • If you come up as the bridesmaid twice, you need to take a step back, rethink your interview presentation, how you have handled tough questions and, most especially, you need to focus on who you are using as references and what they might be saying.  Damning by faint praise is a common reference occurrence.  One less than sterling reference report could doom you in an intensely competitive job market.
  • Be thankful.  When a recruiter contacts references, be sure you communicate with them regarding the outcome of the search and to thank them for their continued support.  It is always appropriate to ask if you can use them again in another search.  A “snail mail” note of appreciation is always appreciated by references.

The question of reference letters continues to come up in career management seminars.  The most frequently asked question is:  Can I use letters from my references to minimize the time they have to take to assist me in my job search? As a recruiter who works exclusively on senior-level executive assignments, I prefer to personally talk to candidate references.  Letters of reference rarely touch all of the candidate personality traits, their level of emotional intelligence and their performance within targeted areas of interest.

When we ask for a list of names in specific categories and the candidate sends multiple letters of reference it raises a caution flag. Although many good candidates use letters to be respectful of their references’ time, it raises eyebrows and creates concern that perhaps there are issues that the candidate is trying to manage by controlling the reference process.  Send the recruiter the information requested.

There are times in the search process when you do not want to stand out, and this is one of them.

© 2012 John Gregory Self