Jason Monastra

My life and thoughts out on the web

For the most part I am normally not impressed with the thoroughness of most “checklists”, however was doing some due diligence and looking around for a comprehensive look at the resignation process, and more importantly major aspects to remember.  I stumbled upon this checklist and really found it to be thorough.

Now each position will have specific differences, as well as depending on the level of role you are working will dictate how certain aspects of this list will manifest themselves.  But for the most part, this offers a solid foundation in which to begin.  Look at the full blog post here.

  
• Give the correct notice period. Follow your contractual obligations with regard to notice period. Two weeks notice is the standard notice period however you must abide by the notice period stated in your employment contract or any union agreement that you fall under. If your employer asks that you stay longer than the required notice period you are under no obligation to so so. Your employer must accept your resignation as long as you have given it in accordance with the terms of your employment contract.  
• Write a formal letter of resignation. How to resign properly includes a written letter of resignation even if you have resigned verbally. Prepare a letter of resignation that, at the minimum, includes the following details: the date your resignation is effective, the position from which you are resigning, and the date of your last working day at the company. Make sure you know who your resignation letter should be addressed to and who else in the company must receive copies (usually Human Resources and Payroll). Always keep a copy for yourself.
• Hand the letter personally to the relevant staff member on the day you write the letter. It can be left unopened in the in-tray or on a desk if not handed directly to an individual. This can lead to problems about when you actually resigned and whether you have given the required notice.
• The announcement to other staff regarding your departure should be agreed with your employer.
• Organize a handover period if necessary. Try to complete assignments and tasks before you go and leave easily accessible information for your replacement.
• Confirm the payment of any outstanding monies for unused vacation time that you have accrued. Confirm any outstanding payments for overtime, bonuses, expenses.
• Find out the company policy on unused accrued sick leave. Generally this is not paid out but ask Human Resources what the organization does regarding this benefit.
• Schedule a consultation with Human Resources or the relevant individual to discuss your insurance benefits including medical and dental, life insurance. Find out about converting or continuing your life and health insurance benefits. If necessary check with your Sate Department for Labor for clarification. Make any outstanding benefits claims. Find out what happens to your pension plan. Some plans provide for a lump sum distribution when you leave the company.
• Find out about your eligibility for unemployment insurance if you are not going to another position. The sooner you file for unemployment benefits, the sooner you will start receiving the money. Eligibility requirements for collecting unemployment benefits vary from state to state. You can check your eligibility and get details on how to file from your State Unemployment Office.
• Complete your exit interview. The purpose of an exit interview is to address any questions, comments and concerns regarding your period of employment at the company. Use it as an opportunity to give positive feedback where relevant and provide constructive comment on areas for improvement.
• Organize a written reference from the company to keep in your portfolio. Don’t wait to ask for a reference when you next need one, get the reference while your employer still clearly remembers you!
• Inform Human Resources of the correct address where any relevant documents or mail can be forwarded to you when you have left the company.
• Make sure your company computer files and email accounts are appropriately closed before you leave.
• Hand back security and parking passes and any other company property such as uniforms, computers, phones etc.
• Remove all personal items and personal files from your work space.

I was reading through my daily blogs today and got hit with the question amongst a short article discussing interview questions.  It was brief, but got me thinking.  What sorts of questions are the best to ask?  We talk often about what not to say, but what questions are appropriate allowing for the most impact in the shortest amount of time?  I think for the most part they are specific open ended questions that allow the manager to open up, discuss obstacles, and give the candidate information to best position him or herself to solve those issues through the answering.

So what does this mean…..well hear are a few I would suggest employing.

“I have had the opportunity to research the company, better understanding the business.  However, can you tell me where the business is facing obstacles and where this position fits into solving them?”

“It appears that this position will be cross functional supporting various aspects of the business.  How would you, if in the role, prioritize the responsibilities?”

“How do you feel that this position impacts the success or failure of the group?”

These are not the end all be all of questions but hopefully you get the idea.  There are basic questions that people ask at the end of the interview, and then there are questions people ask during the interview that make them successful in the process.  Managers want to be engaged and have a conversation, best utilizing their time with people that care about the position in which they are interviewing.  Nothing shows this more than questions that stir real conversation, and best of all - the questions are not written down and do not appear rehearsed. 

We will discuss timing in a future post.  That is the art of when to say these to ensure maximum impact.  But master the questioning process first and you will see a huge jump in the success of your interviews.

Now I am sure that some will say i am beating down the door of personal email addresses again.  As I have discussed this before, however it took a personal meaning this past week as I was looking for an assistant to hire internally.  There was a level of surprise to some of the applications with their email address, with some even getting marked as SPAM due to their poorly chosen email names.  I found myself even at times smirking, wanting to call and let people know the personal damage that their email ID has done to them in the mist of a competitive market.  I refrained.

If nothing else, the fear of being caught in a SPAM filter for a prospective employer should be all the motivation needed to bring about change.  But I have learned, some will never hear the voice of the river running by them.  They simply will not change.  Names like Cheetah were attached to high profile resumes for executive assistants with 10 yrs experience.  One of the prime responsibilities I am looking for in someone is the ability to communicate at the highest levels with my firms client base.  With that comes a good amount of email correspondence.  How does one think that ID makes them appear from a email communications perspective?

One thing I have never looked to do is change someone, but better to guide them so they can be successful.  That does not have to include the loss of ones individual persona for the sake of landing employment.  However with the advent of free email and a host of options, one should show prudence and have a personal, as well as a business email address.  Business email for simply the job process.  It does not need to describe in anyway that you are a job seeker, but should not indicate any personal agenda.  Something like geraldc@yahoo.com or cgerald@yahoo.comis completely appropriate.  Keep from personal interests like soccergerald or bakingdad, as those show a level of casualness not appropriate for the job search.

Remember, this is a simple step that can keep you from causing job search suicide.  Most people do not take the time, nor the effort to understand the impact of their appearance on others.  With a digital world, that appearance is everywhere and manifests itself through everything.  Not just in person meetings.  From email, to phone etiquette, etc. - all showing representing you before you even meet someone.  This is commonly referred to as personal branding, but for the sake of this post we are only discussing the email ID side of things.  Place yourself in the shoes of the employer - what would you think?  I find that most people preach the liberal perspective saying such things would not effect them, however when placed in a position of authority, they become as shrewd as the 30 yr veteran.

Summary - be professional.  If you do not know how, find someone that does.  If you do not know someone, you have internet since you are reading this…look online for tips.  Simple things have great impact.  The slightest difference will be the cavern that keeps you from getting the job, or landing something you never thought you could have.

The holiday season is upon us once again and with that comes a great deal of company and business related events and parties.  To not be too blunt….BE CAREFUL!!  The holiday gossip is something that most people look for during this season.  Who did what, etc?  As trivial and unimportant it might be, the impacts of these events when not taken seriously are severe.  Remember, this is business.

People seem to forget that their surroundings have changed, not their audience.  The people are the same, and happen to be the ones that will dictate your future performance, career path, and longevity with the company.  Company sponsored events are a prime place for people to drop their careers through the floor or benefit by acting appropriate and impressing the powers at be.  This in no way means being a dud, but keeping one’s tongue.  Appropriate conversation is a huge problem, as the presence of a relaxed atmosphere brings people’s guard down thus causing them issues when returning to the work place.  Nothing should be discussed at the company party that would not be discussed at work itself. 

The largest contributing factor in the behavior problems at company sponsored events - Alcohol.  No issues.  We are all adults and hopefully professional ones at that.  No one is saying it has to be a dry party, but this is not a place or time to cut loose and let your hair down.  Extension of work is where you are and with that, same responsibilities.  Be careful to guard yourself against consumption that would lead you to do things otherwise questionable.  Keep to one drink over the course of the evening.  Sip, or simply switch to something non-alcoholic when the first drink is finished.  This will ensure your involvement, but keeping a safe distance from a line that no one with career aspirations wants to cross, or even walk.

To summarize…play it safe.  This is one night out of the holidays in which not to show your other side or re-live college days.  This is the people you work with, and your image should be improved with the behavior you show, not destroyed.  Work parties can always be fun and lively.  Keep them that way by being responsible.

I have the opportunity in my role to listen to a laundry list of reasons from employed professionals on their reasons for leaving their current employer.  Unfortunately most of them are not the level of conscious decision making that I would expect from folks.  However, I see some consistent themes throughout listening to people that cause me to be concerned.  Specific to this posting, the idea of company directional change.

As late as today, someone told me their prime motivator for change was the reorg of their company’s IT, and with that the separation from their respective business unit and assimilation into corporate IT.  With that, nothing changed from his job nor his career path, however the business unit provided insulation from enterprise wide projects and global responsibility - therefore allowing him to essentially fly under the radar.  Now this is of course not what he said directly, but when questioned - what was gleaned from his answers.  This as you might expect would cause concern, raise alarms, what have the.  What is more alarming, his response is not uncommon.

Companies change direction frequently.  With that, the impact across all areas of the business is inevitable.  The people within the company must adapt, be flexible with their jobs, and sometimes even shift their overall focus.  With major changes that effect job responsibility, I will understand the desire for someone to seek alternative employment.  However, when a company shifts its direction - and it does not effect your position responsibilities - there is little reason for a move.  Just because a company changes is not a viable reason for change.  A savvy interviewer pick up on this and it will be marked a red flag.

Leadership within a company can shift direction due to a variety of circumstances, most often financials and the ability for the company to grow and meet expectations.  Sound leadership will require change to some level throughout the history of a company.  The company is looking for solid team players, ones that allow for the flexibility of survival in an uncertain climate and can adapt seamlessly to change.  As a candidate, this can be a positive or negative.  People that display engagement to the prospect of change are viewed highly while resistance is seen as weakness or short sightedness.  The choice remains with you as change is inevitable.

Consider before making a move the following:

• Is the change directly effecting your job functions?
• If so, how?  If they are requiring additional skills, remember that brings better marketability.
• If not, what is the concern?
• Reorg is not always bad and can bring better visibility to your skill set if middle management is removed
• See if the core values have changed, evaluate the focus of the company and its overall direction and service to customer base.  If those are strong and leadership is good, stay still.  Sometimes you will not understand the direction till you see the positive outcome. 
• Patience.  Calm.  Stay still when everyone else is in panic mode.

This comes to me often as people are so quick to jump ship and look for the next best thing.  Most of the time, they realize too late that the best thing was the one they were in.  Make sure there is foundational reasons for change.  Speak to a mentor or close friend to ensure you are seeing the full picture before rendering a decision.

I read a great quick review on points that should be kept in mind when preparing for your first impression.  Take a look at http://mycareermagazine.wordpress.com/ and the most recent post discusses it.  Content below:

• Be on time.  If you have set up a meeting with someone, especially a job interview, make sure you arrive on time.  You may want to plan out your route ahead of time and take into consideration things such as traffic.
• Be yourself and at ease. Try to be calm and confident. If you are uncomfortable and on edge, this can make the other person feel uncomfortable as well.  While an interview can be a nerve-wracking experience, remember to breathe and take it one step at a time.  The more relaxed you are, the more enjoyable the experience will be.
• Present yourself appropriately. This includes your physical appearance.  This is the very first impression the other person has of you, so make sure that you are sending out the right message.  If interviewing, make sure you are dressing appropriately for the position, usually business or business casual.  Make sure your clothes are neat and clean, hair is tidy, nails clean, and you are wearing an appropriate amount of make-up and fragrance.  Be careful to choose items that aren’t distracting, including jewelry.
• SMILE! A sincere smile can do wonders for a first impression while calming your nerves.
• Be open and confident. Watch your body language.  In some cases, body language accounts for 80% of the message we are giving out.  Make eye contact, have a firm handshake and stand (or sit) tall.
• Watch your manners. Be polite, attentive and courteous.  You would be surprised how far this will take you in an interview.

Overall, you have a few seconds to make the best impression possible.  Remember, in an interview situation, your first impression could make the difference between getting the position or not.

Not enough can be said about the making of a first impression.  For the most part, how the person sees you coming in makes a huge impact on how/she views you throughout the entire meeting.  Honestly, most of the time that assessment is unfair or biased, but that is what sticks.  The mind generalizes and if there are red flags that stand out right in the beginning, giving them reason for concern - your hopes for success are limited.  Be prepared and bring your chances for success to the highest possible.

I was looking through some of the career advice on Monster reference a blog I was reading.  Based on the blog, I checked into some of the advice given on the site reference negotiations.  During the due diligence, I came across a link that describes negotiating skills.  Here is the article referenced: Five Negotiating NO-NOs.

I did not agree with some of the details, specifically this area:

Mistrusting the System

Many job seekers operate under the assumption that employers will, without exception, try to lowball them, no matter how well-qualified they are for a position. While there are employers who pay employees below industry standard, you should never enter a negotiation with a them-versus-me mentality. And don’t assume that just because you’ve researched a job’s market value, you’ll get an offer within that range. While market averages are good barometers of pay averages, they’re just that — averages.

The fact is, many companies have a predetermined budget for every position and have pay ranges and benefit packages based on their established compensation hierarchies. An offer may boil down to a take-it-or-leave-it proposition, only because that’s all the budget allows for the position, not because the employer is trying to take advantage of you.

I look at this advice and we know what side of the fence the author was coming from.  Coming from a site like Monster, one who’s revenues are generated by employers - it is obvious the article is written with a distinct sense of bias.  As a recruiter, and yes someone that is paid by the employer, I have the information available to me that is not know to the candidate.  My job is to mediate the difference and bring both parties together.  But here are some facts you need to understand:

• Most of the time, companies do low ball. Specifically they expect to negotiate and starting from a higher point only makes them less flexible when determining the ultimate ceiling they are willing to pay.
• There should not be a them vs you mentality as that could cause lasting issues as your career with the company progresses.  However, you must understand that you starting point within the company is a key indicator of your value to them, plus will dictate raises and compensation as time moves forward.
• Market ranges….this article suggests that not being paid within the average is okay.  That is hog-wash.  For the most part, those averages are low and usually somewhat dated.  They key barometer is looking at the company’s key competitors in the market, seeing what they are making in similar roles and thus understanding what the market is paying.
• The ranges that this article is suggesting are HUGE.  I have worked in this industry for 10 yrs, and most of the ranges for jobs are quite large.  Once you get above 70k, most of the job ranges look like 68-85k depending on skills.  Companies always come back telling candidates that they are missing this and that, therefore determining their pay to be on the lower side.

Negotiations are easy.  Simply put, these skills that are discussed here are elementary and not meant to be used by true professionals.  Companies expect professionalism and you should expect the same.  In the due diligence process of collecting information, one of the compenents of this gathering is budget and compensation.  If you are using a recruiter, this is easy.  Get to the bottom of it.  The recruiter should know the range, but most importantly know the trends of the hiring managers, and specifically within 5k what that manager is looking to pay.  Move the range from 68-85k, down to 73-78k.  Then you really know where the mind of the manager is previous to going in.

I would love to hear some more about this subject and how other people suggest handling negotiations…..