Talent Tips

Talent Tip #22: You Can’t Always Get What You Want: Advanced Degrees, Higher Salaries, and Marrying Orthopedic Surgeons

June 14, 2011

As a follow-up to last month’s tip about graduate degrees, I wanted to tackle the topic of how advanced schooling affects salaries in the free-market nonprofit community.

When I inquire about desired salary, here are two common responses I get:

“I am currently at 50k, but I’ll be finishing up my master’s degree next month. Therefore, I’d like to earn 70k in my next position.”
“I understand the pay range for this role is 50-60k. However, since I have a master’s degree, I’d like to be in the 65-70k range.”

Well, I’d like to marry a dashing orthopedic surgeon with a small ego, a big dog, and a stellar sense of humor, but that’s probably not going to happen, now is it?

The bottom line is that many free-market nonprofits are willing to pay more for advanced degrees, but only if the degree is relevant to the role at hand or if they see added value in the additional education. And if the role doesn’t call for an advanced degree, don’t expect the organization to go above their stated salary range for you just because you have a few extra letters beside your name.

Again, I want to be clear that I’m not trashing graduate degrees in general. Depending on the job/career path, an advanced degree is often quite useful if not absolutely necessary. But what I see too often is folks with more schooling wanting more money despite the fact their degrees are not relevant to the job at hand.

Now, let’s get serious: does anyone know any cute, single orthopedic surgeons for me?

Talent Tip #21: What Do Lady Gaga and a Graduate Degree Have in Common?

May 17, 2011

Both have values that have been overinflated by society.

Oh, I jest. Well, a little. I’m not saying graduate degrees aren’t valuable; they are often quite useful, depending on the career field. But what I see all too often are folks heading back to school without a solid reason for attaining more education.

For those considering graduate school, my advice is to think critically about why you want an advanced degree. Hint: “Because my dad got one.” and “Since the economy is bad, I think I’ll go back to school.” are not good answers.

Ask executives and hiring managers about advanced degrees for your career path. Find out if they are necessary and how having one might help (or hinder!) your career options. Finally, do some homework on whether advanced degrees actually pay off.

Now’s a good time for me to come clean and admit I have a graduate degree that serves arguably no purpose other than allowing me to cheer for one more college team during March Madness. So, much of this is advice I wish I had heard a few years ago.

Next month I’ll tackle the issue of graduate degrees and how they play into determining salaries.

Talent Tip #20: Take Rejection Like a Champ

April 12, 2011

Anyone who has ever dated knows a little something about rejection. The same can be said for anyone who has interviewed for a job. No matter how devastatingly beautiful or talented you are, you will eventually meet with a stinging, “Thanks, but no thanks.”

When it happens, we’re often tempted to bite back. We say or do things that leave us sounding bitter and not in control of our emotions; and in doing so, we burn bridges for future interaction.

But not always. I recently had to let a candidate know he was not chosen for a role for which he had been a finalist. His response was inspiring. He thanked me for my time, acknowledged the organization’s thinking and subsequent decision, and took the time to express gratitude about the entire interview process. He left me feeling so warm and fuzzy that you can bet your bottom dollar I’m going to try to help him find another job.

So next time the hiring manager calls with bad news or the girl you took out last Friday gives you the Heisman, try to respond with grace and humility…you never know when you might get the call that you’re back under consideration!

Talent Tip #19: Free-Market Karma: A Lesson in Retaining (or Losing) Talent

March 15, 2011

A friend of mine who used to work for a prominent free-market nonprofit recently told me a disturbing story. After he was laid off, he worked diligently to find another job in the liberty movement. During his search, he was shocked by how he was treated by many of our own organizations. Two examples he cited:

He often never heard back from hiring managers after engaging in lengthy interview processes. Even after his own follow-up, he rarely got responses.
He received promises for further introductions and recommendations that were rarely fulfilled, despite periodic, polite follow-up.

So how did the story end? He took a great job in the private sector. Good for him. Bad for us. Let’s call this Free-Market Karma. We didn’t treat him well in his search, and now we’ve lost a talented mid-level manager.

free-market-karma4 In my job, I often see talent like him leave the movement, and it breaks my heart. We may have been able to keep him in the movement had we treated him a little better during his search. So next time someone reaches out to you for help in the free-market movement, take a few extra minutes to lend a hand. After all, that might be the person who hires you next time you’re looking for a new job.

Talent Tip #18: We Need More Lloyd Doblers

February 15, 2011

Do you remember Say Anything? (Note to Millennials: it’s a classic. If you haven’t seen it, do so immediately if not sooner.) The main character – Lloyd Dobler – has passion. And he makes his passion known to those who matter. Ultimately, it is his passion that lands him the girl.

As I review dozens of cover letters and introductory emails each day, I long for more Lloyds. Candidates’ banal letters leave me wondering if they are truly passionate about advancing liberty, or if they are just going through the motions of finding a job…any job.

Well, folks, apathetic job seekers need not apply. We’re not making widgets here; we’re changing the world! My nonprofit clients want candidates with fire in the belly and a sincere enthusiasm for what we’re trying to do.

Take the time to explain your interest in the mission of the organization to which you are applying (even if you’ve been working in the liberty movement for some time) and highlight your demonstrated interest in your résumé/cover letter. Do not take it for granted that hiring managers fully appreciate your passion. Tell us and then we’ll know!

Lloyd, I look forward to hearing from you.

Talent Tip #15: Beware the Candidate Who Doesn’t Follow Instructions

November 16, 2010

I get dozens of applications every day, and you would be amazed to see how many seemingly intelligent candidates do not follow instructions. If I had to put a number on it, I’d guesstimate 50% of applicants fail to send me what my clients request.

I used to give all candidates the benefit of the doubt…I would follow-up with them and ask for the information they neglected to send the first time. But I learned that those same candidates often still fail to follow instructions on the second (and third!) attempts, and worse – they frequently get belligerent about being asked for more information!
These are the same candidates who – if they make it to the interview stage – are difficult to manage. Consider this scenario:

You: “Are you free for a phone interview Friday at noon? If so, what’s the best number where you can be reached?”

Candidate: “Yes, that will work!”

Sigh. Now I’ll only throw the life preserver to candidates with very strong resumes, but I still file away the fact they didn’t send the right information off the bat.

All of this begs the question: if the candidate can’t follow instructions for a job application, how will that person perform on the job? Will they take direction? Will their work be sloppy? How will they treat your customers? It’s hard to say for sure, but the initial data points don’t bode well for their future as an employee.