Talent Tips - Talent Market

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.

Talent Tip #13: Top 3 Blunders Young Liberty-Loving Job Seekers Make (And How to Avoid Them, Land an Amazing Job, and Live Happily Ever After)

September 14, 2010

Last week at the SPN annual meeting in Cleveland, I had the distinct pleasure of talking briefly with the Generation Liberty Fellows about job seeking. I thought it might be valuable to share with you what I told the Fellows about the three common blunders young job seekers make and how to avoid them.

They don’t tailor/personalize their job applications.
Your cover letter should explain your affinity for liberty, your interest in the organization’s mission, and why you would be well suited for the particular role. The organization won’t know unless you tell them!
They don’t utilize their networks.
It’s not what you know, it’s WHO you know. Utilize your friends, associates, professors, former employers/co-workers, club/group members, etc., as well as LinkedIn, Facebook, and Twitter.
They want to run the show before they answer the phones.
Have the humility to understand you’re not ready to be President and be willing to work for free (or beans) for a while to prove yourself. If you create a lot of value, you’ll get noticed and promoted or hired away.

A special thanks to Kurt Weber for inviting me to meet the Fellows. They were a lively and talented bunch, for sure! For more tips on job seeking in the free-market nonprofit sector, visit our website: www.talentmarket.org.

Talent Tip #11: Managing Millennials: Understanding Your Gen Y Employees

July 13, 2010

If you’re a manager born in the age of disco or before, you’ve probably had a few water cooler discussions about what it’s like to manage Millennials, or Gen Y employees. No doubt they require special care and feeding – just like an aquarium of saltwater fish or a vegan boyfriend with gluten allergies.

Many Millennials are products of dual-career families with Boomer parents who indulged them in part to make up for the time they didn’t spend together, which led to the sense of entitlement characteristic in Gen Y. This generation also witnessed their parents lose jobs in the waves of downsizings, which created the self-preservation attitude Millennials often exhibit in the workplace.

As off-putting as these traits may seem on the surface, knowing more about who the Millennials are and why they tick will help our movement better manage their ability to add value. They are tremendous multi-taskers with strong technology and networking skills. Gen Y workers are also team-players and risk-takers with the confidence to take on challenges other employees may fear. If you manage them correctly, Millennials can be a huge asset.

Here’s an article managers may find useful: Managing Millennials: Eleven Tips for Managing Millennials. And if you’ve got a bit more time, check out these books: Generation We and Millennials Rising.