My Mom has given me some great advice over the years.

• Choose your own star. Mom always encouraged me to live my own dreams, and she never tried to pigeonhole me or push me to become something I wasn’t. (In retrospect, this is probably why she let me major in art in college! Gasp!)
  
• Follow the Golden Rule. Mom told me to treat others how I would want to be treated. It’s age-old advice that she assured me would pay off over the long-haul.
  
• Life does not stop and start at your convenience. Wait, that wasn’t Mom. That was Walter Sobchak in The Big Lebowski. Still, it’s great advice.
  

Anyway, let’s get back to the the Golden Rule. It occurs to me that some nonprofits don’t employ the Golden Rule during the hiring process. Specifically, they fail to treat candidates in a professional and kind manner. Ironically, this behavior hurts the organization more than it does the candidates.

Here are some classic examples of nonprofits failing to follow the Golden Rule during the hiring process:

• Letting Searches Turn into Sagas
  We’ve all heard about (or been a part of) a search like this.  A search that could have been wrapped up in weeks somehow turns into a months-long saga.  Any momentum that existed in the early stages of the search fades away, and the hiring organization and candidates have lost their enthusiasm by the time things finally wrap up.

  These types of searches, of course, are incredibly frustrating for the candidates involved.  At some point during the search,  candidates come to believe the organization isn’t serious about filling the role, doesn’t really know what it wants, or is too disorganized to make a decision. Candidates usually walk away thinking the organization didn’t respect their time. And they often share this frustration with friends in the liberty movement.

  Ironically, I doubt these organizations would be pleased if candidates treated them in the same way. Picture it: an organization invites a candidate for an interview and the candidate takes three weeks to respond. I imagine the candidate would be gone faster than a Pabst Blue Ribbon at a NASCAR race.

  And while the process is less than ideal for candidates, consider how much it hurts the nonprofit. Searches that drag on for months and months are not only highly inefficient, but they waste staff time, allow the best candidates to slip away, and create a negative buzz about the organization.

  Of course, there are times when an organization must prolong a search for good reason. If that’s the case, the organization should communicate with candidates about the updated timeline or cancel the search altogether. 

• Failing to Communicate Adequately
  On a related note, some nonprofits fail to keep candidates informed throughout the process. They say they will be in touch about next steps within a week, but several weeks pass and the candidate hears only crickets. They indicate a decision will be made by a certain day, but the deadline comes and goes without a peep. Or the process moves in fits and starts with no word about what in the dickens is going on.

  Case in point: we recently had a highly qualified candidate drop out of the running for a senior level role because the organization had done such a poor job of communicating during the search process. The candidate surmised that if the hiring process was dysfunctional, the rest of the organization likely was too. She didn’t tell the hiring manager why she dropped out (understandably so); but for his sake, I hope he put two and two together.

  And what if we turned the tables here and the candidate were to fail to communicate adequately during the interview process? Say, the candidate isn’t responsive to requests for additional information, references,  or salary requirements. Or, imagine if the organization makes an offer and the candidate falls off the grid for days on end.  No doubt the organization would drop the candidate like a faulty transmission.

• Neglecting to Close the Loop with Candidates
  Whether good or bad, candidates just want to hear news about where they stand. This is one reason we implore our clients to let us know about each and every candidate we send them; we want to be able to give our candidates timely answers, even if they are not the answers for which they had hoped.

  When we deliver such news, this is the type of reaction we often get from job applicants: “I really appreciate your letting me know, even though it wasn’t what I had hoped to hear. I usually don’t hear back about the jobs for which I apply.”

  And again, let’s envision candidates failing to close the loop with organizations. What if an organization were to call a candidate to make an offer, only to have the candidate say, “Oh, I’m sorry I didn’t follow-up with you, but I accepted another offer weeks ago.”

  There’s really no excuse for not following-up with candidates. It takes just a few minutes and will build a lot of goodwill. Remember: candidates who never hear back feel disrespected and are more than happy to tell friends and associates as much.

My suspicion is that many nonprofits who fail to follow the Golden Rule during the hiring process have no idea how much damage they are doing to their reputations, let alone how negatively they are impacting the search itself.

One candidate recently told me this behavior drove him away from the liberty movement:  “It is this ‘flaky’ aspect of non-profits, both the slow pace and often difficult to understand logic of their decision making, that led me to leave the sector…”

If we truly care about advancing liberty, we need to care about the people who want to work  with us to effect change. And following Mom’s advice about the Golden Rule is a good start. 

If you follow fashion, you know that off-the-shoulder necklines, fanny packs, and male rompers are going out of style in 2018.

If you are like me (fashionably clueless), you are surprised to learn that fanny packs had even staged a comeback (once in style was too much, amirite?). And you are even more surprised to learn that male rompers are even a thing. (Apparently they are nicknamed “RompHims.” Get it? Instead of “Romp-Hers.” I wish you could see the look on my face as I type this: it’s mostly bewilderment but with a hint of intrigue.)

While I’m not on top of fashion trends, I can tell you about something else that is going hopelessly out of fashion in 2018: asking candidates for salary histories.

Why? Because several states and cities around the country have started banning employers from asking candidates about previous salaries during the hiring process. Furthermore, employers are prohibited from taking a candidate’s pay history into account when determining a new salary offer.

Now, if you have that same “RompHims” bewildered look on your face right now, let me explain why this is happening.

Lawmakers have decided that basing a new salary on a prior one can perpetuate wage gaps. The hope is that gender-based and race-based disparities in the workplace will be mitigated by outlawing questions related to past salaries.

Places that have begun to enact laws related to asking about salary history include (but are not limited to): California, Delaware, Massachusetts, New Orleans, New York City, Oregon, Philadelphia, and Puerto Rico.

While some of these laws are facing legal challenges (and while asking about salary history is still legal in many places), our opinion is that it’s better to be safe than sorry.

So, instead of delving into what a candidate has earned in the past, we recommend that employers — regardless of location — ask a candidate only about about salary expectations. From there, employers can develop an offer based on those expectations and, most importantly, the expected value the candidate will bring to the organization. 

Candidates, of course, are still free to offer up salary information themselves if they wish.

Regardless of how you view this new wave of legislation, I think the opportunity to base future salaries on expected value (without the noise of past salaries) is an intriguing one. I sometimes come across candidates making far more (or far less) than what I would have guessed based on the current market. The thought of employers developing forward-looking salaries makes me hopeful about market corrections.

Speaking of market corrections, let’s hope the fanny pack stays out of fashion indefinitely.

As you may recall, last month’s Talent Tip was about topics to avoid during your interviews with candidates. One astute reader suggested that it would be useful to flip the script and address about what candidates shouldn’t wear to interviews. Thanks for the idea, Meg!

Let’s face it: interviewing is tough.

You don’t know what challenging questions will be thrown at you. You aren’t sure how you’ll stack up against the competition. You’re worried about having sweaty palms. And you have no clue what to say if you are asked about salary requirements (oh wait, you are prepared for this one!).

So much of the interview process is beyond your control.

But there is one thing that is completely within your control and has a big impact on the impression you make: dressing appropriately.

Unfortunately, many people don’t take the time to get this aspect of the interview correct. And getting it wrong can cost you a job offer.

Here are five tips to help you nail the wardrobe portion of the interview process.

1. Better to Overdress Than Underdress
These are the kinds of interview comments I hear from clients:
“Nice guy, but he wasn’t even wearing a jacket.”
“I don’t care if pantsuits are in. Slacks are too casual for an interview.”
“Could he not be troubled to put on a tie, for Pete’s sake?”

And these are the kinds of interview comments I do not hear from clients:
“Nice guy, but he was wearing a suit. He must care too much about wanting the job.”
“I really liked her, but she was wearing a classy dress. She’s too professional for us.”
“Loved that guy’s silk tie and Windsor knot. But clearly he’s trying too hard.”

I think you get the picture. It’s almost always better to overdress than to underdress. Even if the place you are interviewing is business casual, it won’t hurt to come in looking a notch above.

2. No “After Hours” Attire
Before you head out the door to your interview, look in the mirror and ask yourself “Would I wear this to a nightclub?”

(If you just thought, “Nightclub? I’m way beyond that garbage!” then you can skip to #3.)

I cannot tell you how many times I’ve heard clients complain about candidates who showed up to the interview looking like they were headed to a dance club instead of a job interview.

Ladies, you should avoid inappropriately short skirts, tight clothing, or anything that is revealing (you know what I mean).

Gentlemen, you aren’t off the hook on this one. “Skinny leg” pants may be in vogue; but if it looks like your trousers were airbrushed on, you’d better airbrush them right off and put on something that gives you a little more breathing room.  You’ll thank me later.

3. Dress the Part
If you’re interviewing for a role that will regularly put you in front of high net worth individuals, make sure what you wear to the interview signals that you’re ready to do that.

If you’re applying for a position that involves being interviewed on television, dress as though you will be on air that day.

If the job at hand requires public speaking in front of professional audiences, come to the interview wearing something suitable for such an occasion.

In short, make it easy for your potential employer to mentally picture you in the role.

4. Wrinkle Free is Your Friend
Before we got married, I told my future husband that I was happy to cook him fancy meals, but that it would be a cold day in hades before I would iron his clothes. He quickly educated me on the notion of “wrinkle free” dress shirts and pants. Whew. That was one marital spat avoided!

Since my wrinkle enlightenment, I have often wondered why I hear so many stories of interviewees (usually gentlemen) wearing wrinkled clothes to an interview. Even if you eschew modern clothing technology, Wally World will sell you an iron for under 10 bucks.

5. Consider Your 37 Pieces of Flair
I’m all for free expression. That probably explains why my hair used to be so blonde that one friend referred to its color as “transparent.”

As a professional, I recognized that some potential employers would judge me for that, and I was okay taking the risk.

That same risk applies to things such as pink hair, nose rings, gauges, tattoos, and dramatic makeup. When you’re on the job hunt, make sure to take into consideration how a potential employer might view these symbols of free expression.

It may be worth it to take out your three eyebrow rings before sitting down with the organization’s CEO. But it’s also perfectly fine to have this attitude: “If they don’t like me for who I am, I don’t want to work for them.”

There you have it. Five tips on proper interview attire and a bonus tip that might save your marriage (guys, buy wrinkle free!).

As you know, I love to compare interviewing to dating. The similarities are plentiful. It’s all about getting to know someone well enough to determine whether you want to spend the foreseeable future with him.

When I was single, my father offered this sage dating advice:

“On your first date, make sure to ask if the guy is on any drugs — prescribed or illicit. The answer will provide insight about his health and his nefarious activities! Also, ask him what his religious beliefs are. It’s not that they need to conform to yours, but you want to make sure he knows what he believes and doesn’t need to form a committee to tell him what he thinks. You should ask how much money he’s got in the bank, too. Make sure he’s financially stable and doesn’t have debt. Finally, ask him about his family and his plans for starting one. You want to know what you’re getting into.”

Thanks, Poppy. These are valuable dating questions, even if they make for an incredibly awkward first date.

But would you be surprised to know they are all terrible questions to ask a candidate during an interview?

Why? Because discussing these topics could get you into legal hot water when it comes to potential discrimination.

In fact, there are a host of topics you should avoid like the plague during an interview. Steer clear of questions that divulge or are about:

• Race
• Color
• Religion
• National origin
• Age (Incidentally, it’s perfectly legal to discriminate against someone for being too young. It’s when someone crosses the 40 threshold that you need to be careful about things going the other way.)
• Disabilities
• Medical history
• Marital status
• Sexual orientation
• Military discharge status
• Debt
• Bankruptcy
• Arrest record/conviction record
• Social drinking/drug habits
• Child-rearing plans

I know what you’re thinking. “Thanks, Captain Obvious. I would never ask questions about these things!” Are you sure? If you’re not careful, you might inadvertently ask something you shouldn’t. For instance:

• “I love your accent. Where are you from?” Oops. You’ve opened up the national origin can of worms.
• “This role will require a fair amount of outreach to Millennials and Gen X, so we want someone who can relate to them. Do you fall into either crowd?” Oops. You’ve just broached the age subject.
• The candidate comments on the family photo in your office. You instinctively reply, “Thanks. Are you married? Do you have kids?” Oops. You’ve touched on marital status and child-rearing plans.

To be clear, it’s not necessarily illegal to ask or to know about all of these topics; but it is potentially illegal to discriminate based on these factors. So, it’s best to avoid them altogether!

Stated another way, avoid interview inquiries that are not job-related! 

If you’re curious, Dad’s dating advice paid off. I (eventually) asked all of the dating questions he suggested and was pleased with what I heard. And in an odd twist of fate, I ended up marrying an employment attorney, who, by the way, has reviewed this article and given it his tacit approval, which is about as good as it gets when it comes to lawyers!

Disclaimer: I am not an attorney and this article should not be construed as legal advice. And yes, my husband made me include this.  

Last month we talked about why employees lose their hustle. Specifically, we covered three of the six most common reasons people tell me they have fallen out of their groove – lack of challenge, not feeling financially rewarded, and geographic mobility. This month we are covering the other three reasons (which will make last month’s reasons seem like child’s play!) and the big-picture take-aways about how to regain your hustle.

1. Organization dysfunction
Every once in a while I have a phone call that sounds like this:

Bob: Hey, Claire, I gotta get out of here. This place is dysfunctional. It makes the government seem like a well-oiled machine.
Claire: Zoinks. What kind of dysfunction? Is change possible? Can you be part of it?
Bob: Oh, you have no idea! It would take a miracle worker (or a board that is paying attention) to solve these problems.

The sad truth about organization dysfunction is that it is incredibly difficult for any single employee to correct alone. It almost always boils down to senior management problems and a board that either isn’t paying attention or doesn’t want to get its hands dirty.

If you find yourself in a dysfunctional organization and you don’t see any obvious ways to improve the situation, you may want to dust off the resume and start looking elsewhere.

2. Burnout

It’s not unusual for me to have conversations that sound something like this:

Bob: Claire. I’m burning the candle at both ends. I’m completely overworked and I feel as though I spend all my time in one endless meeting.  I work such long hours that Gretchen  growls when I come home because she doesn’t recognize me. I gotta get out of here and regain my sanity.
Claire: Is Gretchen your dog or your wife? In any case, have you told your boss you’re overworked? What did she say about it?
Bob: No, I figured it was obvious. I think half the staff feels this way.

Not so fast, Bob. Your boss may not realize just how overworked and overwhelmed you feel. But before you barge into her office and tell her as much, make sure you think critically about what the problem is. According to the Harvard Business Review article Employee Burnout Is a Problem with the Company, Not the Person, there are three common culprits of workplace burnout:

–Excessive collaboration – Too many meetings, emails, and interruptions

–Weak time management disciplines – An organizational culture that makes it difficult to say no to low-value meetings and other time-wasters

–Tendency to overload the most capable with too much work

Once you’ve identified which of these factors are at play, it’s time to talk to your boss and explain the situation. Make sure you come armed with solutions such as reducing meeting frequency, eliminating time-wasting practices, hiring additional staff, or offloading some of your work on another employee. You might also suggest that the organization employ the use of software such as Microsoft Workplace Analytics, which can track how much time is being spent on meetings, emails, etc.

Of course, this is no easy conversation to have. You may find yourself standing up to a powerful organizational culture that values overwork and excessive meetings. Be prepared for the “You’re not a team player, Bob.” response.  If your boss favors the status quo to improving efficiency and production, you know how to reach me!

3. Irreconcilable differences
The phone rings. You know who it is.

Bob: Claire, I don’t think I’m in the right place. My boss and I are like oil and vinegar, I don’t fit in with the organization’s culture, and I’m just not ethically comfortable with some of the tactics our organization employs. Now, I know what you’re going to say: I should talk to my boss, right?
Claire: Bob, you’re a quick study. But, ironically, I don’t think you need to talk to your boss this time. I think you should send me your resume and we’ll explore opportunities.

Bob and his employer are facing what divorce lawyers like to call “irreconcilable differences.” It’s highly unlikely that a conversation (or even 100 conversations) will lead to a situation in which Bob and the organization are on the same page. In circumstances like this, it’s probably best to move on to a place that is a better fit for you.

So, now you know the six most common reasons employees lose their hustle. But what about the big-picture take-aways? I’m glad you asked.

1. You CAN change things!
There is a very real chance you can have an influence on the very things that made you fall out of love with your job in the first place. Your proactivity may help you fall back in love and regain your hustle.

2. The grass is not always greener.
It may be that you just need to hit “reset” in order to appreciate where you are. Remember the Pina Colada song? It’s possible that you already have a great job in an organization with a healthy culture and stellar people. Finding those things in the next opportunity is not guaranteed.

3. Communication with your boss is critical.
If you complain to your friends, spouse, and strangers on the Metro, but you aren’t proactive at work, then you can rest assured that nothing will change. Communicating with your boss can work wonders. And if it doesn’t, then you can  move on with confidence in knowing you tried to make it work.

4. Don’t give up on the free-market nonprofit world because of one dysfunctional situation.
There are plenty of healthy, high-functioning organizations out there — many of which would love to hire you! So, think twice before leaving the free-market universe!

Of the six reasons I cited that people lose their hustle, you’ll note that “lack of fulfillment” wasn’t one of them. That’s because I never hear from people inside of our world who are unfulfilled. Yet, I hear from countless people outside who are clamoring to get in! Bottom line: we are lucky to be working for liberty!