• 100 Words to Get You Hired

    You Google stuff all the time, right? Whether it’s to find the new Italian restaurant in town, get plane tickets, or track down the name of that song you used to sing out loud on the way to the tailgate, you’re always searching in that little Google box.

    So how do you think recruiters find you on TheLadders.com?

    Well, they type a search into our search box.

    So if you want to get found, you ought to fill out your profile with more detail on your background and experience.

    And to help you do just that, I’m going to give you a little unfair advantage… I’m going to share with you the 100 most popular searches by recruiters on TheLadders.com. These are the words that recruiters are typing into our search box thousands upon thousands of times each week, as they’re looking for you.

    Are you helping them find you? Have you incorporated words like these into your profile and resume?

    Medical Device
    Call Center
    Outside Sales
    Java Developer
    Human Resources
    Java and J2EE
    Supply Chain
    Big Data
    Project Manager

    Good luck with being found, and enjoy the end of summer, Readers!

  • The best employers and recruiters in the country for you

    Congratulations to the best recruiters in the country from TheLadders!

    Each quarter, we put together the list of the best employers and recruiters in the nation. They represent the savviest, most supportive and most successful hiring professionals in the USA, and we are pleased to have them be part of the extended TheLadders family.

    With great pleasure, acclaim, and gratitude, may I present this selection from our most recent “Top Recruitment Professionals in America” list, for Summer 2015:

    Top Corporate Recruitment Professionals

    Frank Merritt Frank MerrittCRMS, CITC, Senior Recruiter at Harvard Risk Management Corporation
    Professional Benefits Sales Consultant – CT
    Professional Benefits Sales Consultant – Waterbury, CT
    Professional Benefits Sales Consultant – Hartford, CT
    Michael Batenburg Michael BatenburgVP of National Sales at Synergy Pharmaceuticals
    Account Manager – Kansas City, MO
    Account Manager – Saint Louis, MO
    Account Manager – Spokane, WA
    Erin Ruff Erin RuffStaffing Consultant at CommScope
    Logistics Continuous Improvement Project Manager – Claremont, NC
    Territory Sales Manager – San Francisco, CA
    Territory Sales Manager – Los Angeles, CA
    Crissy Camerota Crissy Camerota Corporate Recruiter at Pegasystems
    Account Executive – Marketing Analytics – Atlanta, GA
    Account Executive – Marketing Analytics – Washington, DC
    Account Executive – Marketing Analytics – Greensboro, NC
    Kaycee Smith Kaycee SmithSourcing Specialist at Armstrong World Industries, Inc.
    Staff Designer – Lancaster, PA
    Telecommunications Analyst – Lancaster, PA
    Retail Sales Representative – Cincinnati, OH
    Scott Davis Scott DavisTalent Acquisition Partner at Weyerhaeuser Company
    Optimization Analyst / Data / Controls – Raymond, WA
    Electrical Team Lead – Raymond, WA
    Maintenance Project Lead – Plymouth, NC
    Razza Mitchell Razza MitchellMgr of Research & Sourcing of North America at Arrow Electronics, Inc.
    Technical Sales Engineer – Chicago, IL
    HRIS Reporting Analyst – Englewood, CO
    Lean Sigma CPI Project Leader II – Phoenix, AZ
     Yari Quintana Yari QuintanaStrategic Talent Sourcer & Research Architect at Chewy.com
    Demand Planner – Fort Lauderdale, FL
    Merchandise Operations Analyst – Fort Lauderdale, FL
    Senior Operations Manager – Mechanicsburg, PA
    Michael Kent Michael KentSr Talent Acquisition Recruiter at ABB
    Business Development Manager – Connection Products – Memphis, TN
    Business Manager – Spare Parts, Transformer Services – Saint Louis, MO
    Analyzer Engineer – Houston, TX
    Jamaica Booker Jamaica BookerSocial Media Recruiter at City of Houston
    Financial Analyst IV ( Risk Management Financial ) – Houston, TX
    Assistant Director (Asset Management, Environmental & Land Use) – Houston, TX
    Budget Manager (Division Manager) – Houston, TX
    Daniel Parrillo Daniel ParrilloRecruiting Manager at Razer
    Ruby Architect – San Francisco, CA
    Senior Web Application Engineer / Architect (Ruby on Rails, AWS) – San Francisco, CA
    Android System Engineer – San Francisco, CA
    Haley Sasser Haley SasserTalent Acquisition Specialist at Ultimate Software
    Principle Continuous Integration / Delivery Architect – Fort Lauderdale, FL
    Salesforce Developer – Fort Lauderdale, FL
    Systems Analyst III – Fort Lauderdale, FL
    Andrea  Mirabelli Andrea Mirabelli Strategic Sourcing Specialist at Pitney Bowes
    Outside Sales Major Account Manager – Atlantic City, NJ
    Outside Sales Major Account Manager – Hartford, CT
    Pre Sales Business Analyst – Solutions Sales – Los Angeles, CA
    Jahari Soward Jahari SowardSr. Recruiter at Georgia Pacific
    Sr. Internal Auditor – Atlanta, GA
    Tax Manager – Atlanta, GA
    Property Tax Manager – Atlanta, GA
    Jessica  Burgess Jessica BurgessRecruiting at Zones
    Solutions Engineer – Office – Auburn, WA
    Solutions Engineer – Office – Seattle, WA
    National Technology Practice Director – Cloud – Carol Stream, IL
    Alan Speicher Alan SpeicherRecruiting Manager at Web.com
    Human Resources Generalist – Spokane, WA
    Unix Engineer – Atlanta, GA
    Unix Engineer – Jacksonville, FL

    Top Executive Recruiters

    Matty Meyerberg Matty MeyerbergRecruiter at Royce Ashland Group, Inc.
    Chief Compliance Officer / General Counsel – New York City, NY
    Controller – Rock Hill, SC
    Director Regulatory Affairs – Santa Clara, CA
    Ray Miller Ray Millerowner at USA Recruiting Associates
    Inside Sales Rep – Steel – Sacramento, CA
    Electrical Controls Engineer – Material Handling – New Berlin, WI
    Senior Internal Auditor – Omaha, NE
    Lance Coachman Lance CoachmanRecruiter at EXI, Inc.
    Manager Financial Planning and Analysis – Jacksonville, FL
    Manager, Manufacturing Engineer – Atlanta, GA
    Aftermarket Business Readiness Manager – Hartford, CT
    Karen Rager Karen RagerPresident- Talent Advisor at Rager Resources Group, LLC
    Revenue Accounting Manager – San Diego, CA
    Accountant – San Diego, CA
    Software Development Engineer in Test – Newport Beach, CA
    Lisa Cusano Lisa CusanoSr. Technical Recruiter at Task Management
    Senior Paralegal – Consumer Packaged Goods (CPG) – Norwalk, CT
    Sales Account Executive (Market Research) – Dallas, TX
    Senior Software Engineer / Developer – Middletown, CT
    Timothy Wujcik Timothy WujcikManaging Partner at Chase Winters Worldwide
    FlexPLM Solution Architect & Principal Consultant – Seattle, WA
    FlexPLM Solution Architect & Principal Consultant – San Francisco, CA
    FlexPLM Solution Architect & Principal Consultant – Detroit, MI
    Christan Neff Christan NeffSenior IT Recruiter at Pro-Tech Search, Inc.
    Senior Packaging Engineer – Manufacturing – Terre Haute, IN
    Senior Electronics Buyer – Terre Haute, IN
    Senior HRIS Analyst – Springfield, IL
    Peter Ansara Peter AnsaraHR Recruiter at Ansara-Bickford-Fiske
    Sales – VP – Individual Contributor – Media – Web – New York, NY
    Sr Electrical / Project Manager – Bloomfield, CT
    Regional Sales Director – Atlanta, GA
    Jennifer Lau Jennifer LauTechnical Recruiter at Cyber Shield Incorporated
    Senior Systems Engineer – Saint Louis, MO
    Programmer / DBA – Atlanta, GA
    Systems Analyst Architect – Boston, MA
    Vicki Russell Vicki RussellSenior Technical Recruiter at TechPros Recruiting
    Structural Analysis Engineer – FEA – Silvis, IL
    Staff Engineer – Medical Devices – Newark, NJ
    Senior Creative Director – Video Games – San Francisco, CA
    David Horvay David HorvayITC Technology Coordinator at CareWorks Tech
    IT Manager – Application Services – Columbus, OH
    Senior J2EE Architect – Columbus, OH
    Iteration Manager – Columbus, OH

    Congratulations to them all! For the full list of Corporate Recruitment Professionals and Executive Recruiters, click here.

    Good luck to you in your search this week.

  • Get Back!

    It was January of 1969, and The Beatles were a mess. The recording of an album tentatively titled ‘Get Back’ was meant to be a ‘back to the basics’ return to their roots, but personal problems between the Beatles escalated and culminated in George Harrison’s walking out on the band.

    After letting feelings calm down a bit, they got together again at their company’s headquarters on Saville Row in London. On the afternoon of January 30th, 1969, the Beatles walked out onto their roof and into history with a 42-minute gig that brought central London to a standstill.

    With Billy Preston joining on keyboards, the Beatles played a great “Last Concert” that re-energized them and got them through the rest of the year. Featuring now-classic songs such as “Get Back” and “Don’t Let Me Down”, the videos are a wonderful look at the last live performance of the 20th century’s greatest music phenomenon.

    And I think the experience is instructive.

    As The Beatles did, when it’s time to get yourself re-energized and re-enthused, it’s a great idea to break with the past and throw yourself into the new.

    Well, with Summer almost behind us, and Labor Day upon us, what can you do this week to get your job, or your job search, reinvigorated? Get out of your den, go for a run, shake your head in the breeze, grow a groovy beard like Paul, and change your routine. It will give you a fresh perspective and a new outlook on things.

    Oh, and be sure to be as polite as the always-sly John Lennon when he addressed the audience at the end, saying, “I’d like to say ‘Thank you’ on behalf of the group and ourselves, and I hope we passed the audition.”

    I hope you’re having a great Summer… dig a pony this week, Readers!

  • Employers hiring in August 2015

    We have tens of thousands of employers looking for new employees on TheLadders, and we could use your help.

    If you, or your friends or colleagues, could fit the bill for one of the below-listed jobs, please let us know by clicking through and applying.

    Joseph Anthony Vaccariello
    Joseph Anthony Vaccariello
    Owner & Recruiter at Genesis
    Director of Capital Efficiency – Albany, NY
    SRAM Device Technologist – Albany, NY
    SRAM Device Technologist – CA

    Wayne Cozad
    Wayne Cozad
    CEO at Cube Management
    Senior Channel Manager – Enterprise Software – Bethesda, MD
    Director of Sales – Industrial – Chicago, IL
    Inside Sales Director – Sherman Oaks, CA

    Frank Merritt
    Frank Merritt
    CRMS, CITC, Senior Recruiter at Harvard Risk Management Corporation
    Professional Benefits Sales Consultant – THORNTON, CO
    Professional Benefits Sales Consultant – Centennial, CO
    Professional Benefits Sales Consultant – Pueblo, CO

    Abbey Vinuelas
    Abbey Vinuelas
    Recruiter at Collaborative Solutions, Llc
    Workday Compensation Consultant – Washington, DC
    Workday Compensation Consultant – Des Moines, IA
    Workday Compensation Consultant – San Antonio, TX

    Kim Fowler
    Kim Fowler
    Recruiter at Fowler Placement Services, Inc.
    Federal Systems Engineer / Sales Engineer – Washington, DC
    Federal Systems Engineer / Sales Engineer – Norfolk, VA
    Federal Systems Engineer / Sales Engineer – Baltimore, MD

    Rick Slifka
    Rick Slifka
    President, CEO at Exec-Links
    Sales, Business Develpoment – WI
    New Business Developer – eCommerce / Fraud – GA
    New Business Developer – eCommerce / Fraud – NJ

    Matthew Miller
    Matthew Miller
    Business Development Manager at Treeline Inc.
    Inside Sales Representative – Shirley, MA
    Inside Sales Representative – Ayer, MA
    Inside Sales Representative – Leominster, MA

    Steve Taylor
    Steve Taylor
    Search Specialist at Roland & Associates
    Data Science Engineer – San Mateo, CA
    Director, Product Management – San Francisco, CA
    Desktop Support Engineer – Palo Alto, CA

    Angela Boeckmann
    Angela Boeckmann
    Executive Sourcing Strategist at UnitedHealth Group
    Vice President, Medicaid Solutions & Technology – Minneapolis, MN
    Senior Healthcare Consultant – Payment Integrity Domain – Telecommute – Washington, DC
    Senior Healthcare Consultant – Payment Integrity Domain – Atlanta, GA

    Crissy Camerota
    Crissy Camerota
    Corporate Recruiter at Pegasystems
    Software Engineer – Dallas, TX
    Software Engineer – Indianapolis, IN
    Software Engineer – San Francisco, CA

    Have a great week in your search!

    I’m rooting for you

  • When you look in the mirror, I smile

    Let’s face it, the professional job search is a heck of lot longer, more tedious, and more frustrating than any of us can bear.

    Between ducking out for lunch-time interviews and cranking through networking calls, your job search is hectic enough to get you frazzled, hassled, and more than just a bit “down in the dumps.”

    Banging out another four phone calls after an exhausting day in the office — while it could be just the jackpot you’ve been waiting for — is still awfully tough to get excited about.

    And the negative thoughts or bad mood that a rough day can generate have a way of creeping into your voice. You might not even realize it, but you may come across sounding tired or crabby or exhausted, and that undercuts the whole purpose of making the calls to begin with.

    So here’s my bit of job hunting success advice to make your calls sound great:

    Buy a mirror.

    It sounds like a small thing, and probably a funny thing, but a mirror can help wipe away the negative feelings you might unconsciously be transmitting over the airwaves.

    Buy a mirror, and keep it by the phone. Just before you make your networking and interviewing calls, take a good long look in the mirror.

    And what do we do when we look in the mirror?

    We smile.

    So before your calls, take a minute to have a nice, big, warm, fun smile with yourself.

    Think of summer days, or your first kiss, or the birth of your first child, and enjoy watching how big and wide a smile you have.

    And the amazing thing, which scientific research has actually backed up, is that our facial expressions can really change our emotions.

    So you’ll find that even after a bad news day, grinning a grin — a big old grin — for 5 minutes can actually make you feel better. I’ve tried it myself over the years, and it’s really true.

    Those positive feelings help your spirits, help you sound great on the phone, and help you get your next job that much quicker.

    So that’s my simple advice for this week, folks: mirror = smile = good attitude = positive impression. I hope you find it as useful as I have!

    Enjoy and have a great week!

  • Age discrimination is mindset discrimination

    One of the things I was most surprised by when I got into the jobs business over a decade ago was the prevalence and practice of age discrimination in hiring right here in the USA.

    Oh, sure… we’re not like some overseas markets where job ads explicitly demand youth, or a particular gender, or beauty(!), in the applicant, but there it is…

    The blank look on your interviewer’s face when you talk about growing up in the 60s or 70s. The skepticism with which your Snap-twit-facebook-whats-gram-app skills are regarded. The cultural references that pass silently like two Teslas in the night…

    Well, at least the younger generation seems to get your reference to “Gunga-galunga” and giggle.

    Most of the time.

    All of it adds up to a pernicious undercutting of your ability to get hired and get ahead. We have to admit the ugly truth that age discrimination exists — there’s no doubt about it.

    And there’s no silver bullet for those facing it. If you’re in the job market and over the age of 52, you will almost certainly face stereotypes and negative attitudes regarding your desirability because of your age. And in some cities, in some markets, that negative environment impacts candidates as young as 40 years of age.

    While there’s nothing you can do to stop it, I have, over the years, observed which candidates and applicants have succeeded despite their age and which have failed because of it.

    If I had to summarize, I’d say it appears to me that age discrimination is mindset discrimination first and foremost. And you’ll need to review how you are presenting your mindset — your attitude — to your future employer.

    Every hiring manager is asking herself, every HR person is asking himself, these questions about you and every other candidate they’re interviewing…

    Will this candidate:
    - Be able to excel in this role?
    - Be able to learn and adjust as the role evolves?
    - Be able to master the tools and technologies involved today and tomorrow?
    - Get along well with others on the team?
    - Take direction and feedback?

    And it’s important for you to realize that youth is the symptom, not the cause, of age discrimination.

    What I mean by that is that hiring managers are hiring for open-mindedness, flexibility, and a sociability with others. On average, there’s a perception on the part of hiring managers, whether right or wrong, that those attributes are more frequently found in the young, as opposed to the experienced.

    And it’s worthwhile to review why these attributes have so much value in the business world today.

    As the world changes, businesses change even more rapidly. Companies sometimes need to jump on new trends before they pan out, or hedge their bets, or make sure they’re well-prepared for most contingencies. And that means there’s always plenty of “new” to keep up with.

    So a workforce that is flexible, open-minded and interested in learning is far better than a workforce that is determined to keep doing it the old way.

    “The old way works fine” might be OK for you around the home, but in business, it has proven to be an enormous destroyer of value. Take a look at the hard times that old famous companies have fallen upon. Heck, even some of the newer tech companies that were darlings within the last decade have had difficulties mastering new environments.

    So expecting your future employer to be pleased with an “old ways are tried and true” mindset won’t serve you well in your job search.

    So it is not necessarily youth itself that companies are hiring for, rather, it is those attributes that have proven effective in today’s business environment.

    The cause of age discrimination is the perception around older professionals’ adaptability, curiosity, and team spirit; youth is merely a symptom.

    Since you can’t change your age, your goal is to address the underlying root causes of age discrimination — your goal is not to appear or act age-inappropriate — it is to present yourself, effectively, as a constructive, resourceful, “coachable”, team player.

    When confronting misperceptions in your job search, it is always better to “show” than to “tell”:

    - Describe situations in which you adapted new technologies to the problem at hand. It is helpful if these examples aren’t from the seventies, but rather represent transitions that your interviewer herself went through.

    - Recount how you were able to help younger (and older) staffers get to a solution that was stumping all. Detail the challenges you faced and what tactics you used to overcome them.

    - Relate your experiences with receiving and using feedback constructively. Discuss how you used the situation to update your behavior and outlook. Share the process you went through to find where you could perform better and the steps you took to achieve an improvement. Ideally, quantify that improvement.

    - Illustrate with specific stories your interest in, and passion for, the work that you do. Why does it drive you? What excites you about your work? Your younger competition does this out of habit — because they can’t talk about decades of success in the business — so you need to make sure you put yourself on a fair footing.

    As you can see, the important thing is that rather than telling the hiring manager that you’re open-minded, curious, flexible, adaptable to new circumstances, and sociable enough for the role, show him that you are.

    And a final word to remake the point about youth being a symptom and not a cause of age discrimination.

    On occasion, one finds older candidates that mistake having an open mindset with mimicking a twenty-year-old’s mindset.

    There is a difference.

    Arriving at a job interview replete with the names of the latest bands, dropping age-inappropriate lingo into your answers, and wearing clothes that reveal too much about your desperation by trying too hard, all have the opposite effect of what you’d hope for.

    Interactions like these reconfirm your interviewer’s fears that you’ll be obtuse, unsavvy, and a management challenge on the job.

    No, your best tactics are to communicate, verbally and nonverbally, that you are adept at keeping up with the times, and, even more importantly, interested in doing so. And the best way for you to do that is to show them precisely those behaviors and traits for which they are interviewing.

    Good luck in the job search this week, Readers!

  • I had a bad day

    It all went so wrong, so very, very wrong — right from the start.

    You left your notepad with your hand-written questions at home; your CEO pulled you into a last-second meeting that made you a half-hour late to the interview; and you finished it off by saying “I think my background and experience make me uniquely suited to making a big contribution here at Avis,” which was a good point, except you were interviewing at Hertz.


    You had a bad day in the job hunt. A really bad one. You feel embarrassed, and you’re starting to wonder if anybody is ever going to be foolish enough to hire you.

    It happens to all of us. I’ve been through two dozen job hunts in my lifetime and I could spend a couple hours over lunch filling you in on all the stupid mistakes I’ve made.

    I know what it’s like to completely and utterly bomb the interview — the humiliation and the self-doubt and the worry that you’re never going to find a new job because maybe, just maybe, you don’t really deserve one.

    And I know the anxiety that causes you to question yourself and feel like the whole system is set up to frustrate and defeat you.

    And I’d like to tell you that it’s easy to just brush it off and get back up and get going again.

    But it’s not.

    Because while goof-ups are a natural part of the process anytime we’re trying to do something new — a new golf swing, a new app, or finding a new job — and we should just take them in stride, that’s one of those things that is easier said than done.

    In the job hunt, we feel that too much is at stake, there’s too much on the line, for us to just shake it off.

    And that’s the problem.

    At TheLadders, we spend a lot of time studying the best ways to help you get into your next job as quickly and painlessly as possible. And one of the first things we discovered over the years is this sad fact:

    The day after a “bad” day, the average job-seeker only does half as much for their job hunt as they normally do. They only send out half as many resumes, make half as many calls, and do half as much research as they normally do.

    It’s understandable. You’re embarrassed, you’re feeling foolish, you’re having doubts about your abilities. All because of that bad day.

    Shakespeare, as usual, may have said it best:

    Our doubts are traitors, and make us lose the good we oft might win, by fearing to attempt.

    Our doubts are traitors, indeed. They sit there on your shoulder, bend your ear, and whisper negative thoughts into your head. Which is a shame, because that same research shows there is a direct correlation between activity in the job hunt and finding your next job. So in a way, the little buggers whispering negative things in your ear are directly undermining your chances of success.

    Of course, when you sit back to think about it, this drop in activity the day after a bad day is absolutely 180 degrees different from the advice you’d give to somebody you care about, when they are facing a similar situation.

    The day after your daughter falls off her bike while she’s learning to ride without training wheels, you don’t tell her to try only half as hard today.

    And when your college buddy, who needs to drop more than a few pounds, blows his diet at Outback Steakhouse with the Bloomin’ Onion, the 22-ounce Melbourne Steak and that dang delicious Chocolate Thunder from Down Under, you don’t tell him it’s OK to only try half as hard to stick to the diet tomorrow.

    No, you tell the people you care about that the past is the past, that today is a new day, and they should do something new with it.

    So here’s the good news. While the average job-seeker only puts half as much effort into their job hunt the day after a bad day, it’s important for you to remember:

    You’re not the average job-seeker.

    You got here because you’re effective at dealing with business problems, and you’ve shown the leadership and management ability to overcome tough situations.

    It’s often said that finding a job is a job in itself. If that’s the case, why shouldn’t you treat a bad day on the job hunt the way you’d treat a bad day at the office? When the big sale is slipping away, or the budget is late, or the database crashed, or the agency hasn’t turned around the work on time, you don’t sit back. You leap into action.

    And that sense of competence in overcoming the day-to-day problems of your job is the same sense of capability and effectiveness I’d like to ask you to bring to your job hunt.

    The day after a bad day, treat it just like you would any challenge you face in business. Don’t cut your effort in half … Double it.

    You’re one of the top professionals in the country for a reason. And that reason is that when all of the people in this nation were put on a scale, you were found to be one of the best at your job, the best at your business, and the best at making yourself a success.

    And what I can tell you from experience is that you will find your next great role in life. Sometimes the road is long, and winding, and twisted, and the destination feels like it is forever just out of sight, but from watching literally millions of your fellow subscribers here at TheLadders land their next job, I can tell you that you, too, will find yours.

    So this Monday morning, I want you to banish those traitorous doubts and show them who’s really boss by doubling your efforts.

  • “I wasn’t ignoring you, I was bored”

    After a long weekend, a short bit of advice on email I picked up on Twitter this spring:

    Your audience is busy. They’ve got meetings to sleep in, candy to crush, and fantasy baseball teams to rebalance. Stand out from the other five hundred emails they’ve received this morning by deleting most of what you’ve written. A shorter message stands out.

    You see, when you write a long email, your chances of being read, understood, and remembered are much lower. People are receiving far more junk email these days than ever before. Some people have even declared “email bankruptcy” and deleted all of their old emails at once without reading them! So it’s important that you be as concise as possible.

    Fewer words on a bold white background grab the attention of the reader and the message resonates. Longer messages hit the trash can without ever making an impact.

    Follow it and prosper!

  • Knocking down a king on 4th of July

    With the 4th of July coming up Saturday, it’s a good time to reconsider this advice from a great American:

    It is not the critic who counts, not the man who points out how the strong man stumbles or where the doer of deeds could have done better. The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood, who strives valiantly, who errs and comes up short again and again, because there is no effort without error or shortcoming, but who knows the great enthusiasms, the great devotions, who spends himself for a worthy cause; who, at the best, knows in the end the triumph of high achievement, and who, at the worst, if he fails, at least he fails while daring greatly, so that his place shall never be with those cold and timid souls who knew neither victory nor defeat.

    That was Theodore Roosevelt speaking at the Sorbonne in 1910 and I run this quote every Independence Day because, well, it’s awesome & it’s fierce.

    I’m reminded of ferocity often on my morning jogs in Manhattan. I live Downtown and my route takes me down the river and up Broadway past the Charging Bull.

    A favorite part of the run is coming through Bowling Green and the metal fence that surrounds the small park. As you can see in the video below, the tops of all the fence posts have been chopped off — by vandals, you might think…

    …but these were very patriotic vandals as the act occurred way back on July 9, 1776:

    On July 9, 1776, after the Declaration of Independence was read to Washington’s troops at the current site of New York’s City Hall, local Sons of Liberty rushed down Broadway to Bowling Green, where they toppled the statue of King George III. The fence post finials of cast-iron crowns on the protective fence were sawed off, with the saw marks still visible today.

    Knocking down a king and cutting the crowns off the fence that protects him — let me tell you I get a little boost in my pace every time I run by.

    Our American heroes have given us a wonderful country to enjoy this week, and every week, Readers.

    Have a great 4th!

  • It’s not about me, it’s about you… the 21 questions you need to ask in a job interview

    It’s time for my twice-a-year update of the best questions for you to ask in an interview.

    I’ve put this list together because so often we can forget what an interview’s all about. It sure feels like it’s about you, but it’s really not.

    An interview is actually about how you can help your future boss and future employer succeed. It’s about finding out what their requirements and hopes are and matching up your background and experience with what they need.

    Overlooking these basic facts about the interview is easy. There’s so much else going on in your work, your life, and in your job search, that you can forget to look at the interview from the interviewer’s point of view. And that’s a shame, because you need the interviewer to walk away from the interview thoroughly impressed.

    When I ran these questions previously, commenter “spiderji” wrote in and said:

      Marc, I used some of your questions in a job interview today. When I asked how to get a “gold star” on the evaluation, the interviewers faces lit up!” I contrast today’s interview with others I’ve been on where I didn’t have any meaningful questions at the end. This one was electric! I won’t know the results for a couple of days, but if they hire me I’ll owe you a drink! Thank you!

    And reader LBRZ shared:

      I have to thank you! I had an interview yesterday and it went great. When I asked about his leadership style and reward system his face lit up like a christmas tree.

    After he answered the question “how can I help you receive your next promotion?”, he began to give me advice on how I should negotiate for a higher starting salary.

    And that’s exactly the point, Readers. By asking these questions, which focus on the needs, traits, and preferences of your future boss and future employer, you’re demonstrating that you are somebody who is genuinely interested in their well-being. And the more interest we show in others, the more commitment they show to aiding our cause.

    With that in mind, here’s the twice-a-year update to my collection of “best interview questions” below. My aim here is to arm you with easy-to-ask, revealing-to-answer questions for you to take with you to an interview:

    1. What’s the biggest change your group has gone through in the last year? Does your group feel like the tough times are over and things are getting better, or are things still pretty tough? What’s the plan to handle either scenario?

    2. If I get the job, how do I earn a “gold star” on my performance review? What are the key accomplishments you’d like to see in this role over the next year?

    3. What’s your (or my future boss’) leadership style?

    4. About which competitor are you most worried?

    5. How does sales / operations / technology / marketing / finance work around here? (I.e., groups other than the one you’re interviewing for.)

    6. What type of people are successful here? What type of people are not?

    7. What’s one thing that’s key to this company’s success that somebody from outside the company wouldn’t know about?

    8. How did you get your start in this industry? Why do you stay?

    9. What are your group’s best and worst working relationships with other groups in the company? What are the pain points you have to deal with day-to-day?

    10. What keeps you up at night? What’s your biggest worry these days?

    11. What’s the timeline for making a decision on this position? When should I get back in touch with you?

    12. It’s been tough economic times, and every position is precious when it comes to the budget. Why did you decide to hire somebody for this position instead of the many other roles / jobs you could have hired for? What about this position made you prioritize it over others?

    13. What is your reward system? Is it a star system / team-oriented / equity-based / bonus-based / “attaboy!”-based? Why is that your reward system? What do you guys hope to get out of it, and what actually happens when you put it into practice? What are the positives and the negatives of your reward system? If you could change any one thing, what would it be?

    14. What information is shared with the employees (revenues, costs, operating metrics)? Is this an “open book” shop, or do you play it closer to the vest? How is information shared? How do I get access to the information I need to be successful in this job?

    15. If we are going to have a very successful year in 2016, what will that look like? What will we have done over the next 6 months to make it successful? How does this position help achieve those goals? (This question helps show your ability to look beyond today’s duties to the future more than a year away.)

    16. How does the company / my future boss do performance reviews? How do I make the most of the performance review process to ensure that I’m doing the best I can for the company?

    17. What is the rhythm to the work around here? Is there a time of year that it’s “all hands on deck” and we’re pulling all-nighters, or is it pretty consistent throughout the year? How about during the week / month? Is it pretty evenly spread throughout the week / month, or are there crunch days?

    18. What type of industry / functional / skills-based experience and background are you looking for in the person who will fill this position? What would the “perfect” candidate look like? How do you assess my experience in comparison? What gaps do you see?

    19. What is your (or my future boss’) hiring philosophy? Is it “hire the attitude / teach the skills” or are you primarily looking to add people with domain expertise first and foremost?

    20. In my career, I’ve primarily enjoyed working with big / small / growing / independent / private / public / family-run companies. If that’s the case, how successful will I be at your firm?

    21. Who are the heroes at your company? What characteristics do the people who are most celebrated have in common with each other? Conversely, what are the characteristics that are common to the promising people you hired, but who then flamed out and failed or left? As I’m considering whether or not I’d be successful here, how should I think about the experiences of the heroes and of the flame-outs?

    I hope you find these questions useful in your interviews, Readers!

    A final note. Previously, another commenter, “Lenore”, asked:

      Hi Marc. Awesome questions!

    My question for you is…..how do you ask questions when you are meeting with more than one interviewer. I met with 3 to 4 interviewers, one at a time. I didn’t want to come off generic by asking each of them the same questions. I guess you can go by their role to determine what questions you are going to ask. Sometimes they are all top executives. I’m guessing there are enough questions to divide amongst them all. I had asked so many questions in an interview once, that I didn’t want to seem redundant. Do you think this is ok?

    To which I replied:

      Great question Lenore.

    Three options:

    1) Change the wording a little bit each time so you’re not asking the same question in the same way.

    2) Mention that “You know, I already asked your colleague about this, and I’d love to hear your thoughts…”

    3) Divide the list and ask different people different questions, as you suggested.

    Hope that helps!


    OK, Readers, have a great week in the job search!

    I’m rooting for you!