The way you are groomed makes that first impression–even before you shake hands–and can knock you out of contention before you say a word.  It’s that important.

First, let’s be clear about what comprises personal grooming:

1. Cleanliness
2. Clothes
3. Hair
4. Nails
5. Make Up
6. Perfume / Cologne
7. Jewelry

Today it’s not so easy to be brief in giving advice on this subject.  Personal grooming standards are highly variable in our society generally, and vary substantially by industry, by company–and even by department within a company.

It used to be safe to advise a man to wear a suit and tie.  But, today there are great variations in how people dress in the workplace.  In some cases, wearing a coat and tie makes you a misfit and leads to an early rejection letter.

Still, there are a few principles that hold true.  Here they are:

• Go in dressed like your boss’s boss.  You may need to get some inside advice to know what this means in the context of the company interviewing you.
• Your clothes, whatever the style, should fit right.   Your pants or skirt needs to fit comfortably around your waist, not under your stomach.  And, get the waist taken in when you’ve lost weight and the garment is gathering in the back.  Make sure your suit coat buttons comfortably–no stressed button look.
• No matter what the situation you need to look and smell fresh-scrubbed
• Go with no perfume / cologne–or VERY light at most.  This is important and you are not a good judge of your effect on people.  Get some input from others on your olfactory aura.
• Try to select an outfit that can be dressed down during the interview.  So, if it turns out you are a little overdressed, you can find and opportunity to slip off an item or two and fit in much better.
• Women, keep your makeup to a minimum.  Have your nails professionally manicured.  Men can get away with doing their own nails, but don’t forget this important feature of your appearance.
• Jewelry is a nice accent to your appearance, but can be overdone too.  Keep it simple but tasteful.  Avoid big clangy bracelets and long dangly earrings.
• Hair…hmmm.  Conservative styles are better.  Men, I know some of you work hard and pay good money to look like you just got out of bed after a hard night of drinking.  Others deny they are balding with comb-overs.  These are not good looks for job hunters.
  Gray hair is generally OK for men…not so much for women.

If you are going to color your hair (men and women), go to a professional.  I once had a white-haired man for a client.  He had dyed his own hair black (he thought).  It looked black in some light, but it turned out the color showed up as purple under fluorescent light.  He had been out in public many times before we started working together and no one had the courage to tell him until I did.  It took several weeks to fix it and delayed his job search.

Another client I had was significantly overweight and the waistline on his pants was far too tight.  It became a sling under his belly.  I sent him on a shopping mission.  He bought a suit that fit and, WOW!, what a difference.  He suddenly looked the executive he was–and he instantly felt so much more confident.

Spend some time on this issue, and some money if you need to.  It will pay dividends and you will feel at your most confident.

Almost every client I work with asks this question about the right way to follow up with recruiters.  They don’t want to be a pest, but they know they shouldn’t just wait by the phone for a call.

So, once a recruiter has your resume, how should you follow up?

Initial follow-up should happen immediately after you send your resume, or post it to the recruiter’s website.  Before you sent or posted the resume, you should have done your best to ID the recruiter within the firm who specializes in your area.  Now, call that person.  If you can’t figure it out on your own, call the main number and ask to be transferred to the right person.

When you reach the person, DON’T say, “I’ve sent / posted my resume.  Have you seen it?”  Recruiters bristle at that approach because it puts them on the spot.  And, immediately,  DO reference any mutual friends, clients, etc. you have in common.

Make the main thrust of the call about whether you have connected with the right recruiter and how she works with candidates.  To figure out if you are talking to the right person, you have to give your background, but keep it to a maximum of 30 seconds at this point.  Once you establish you are talking to the right person you will find out if there are any active searches going on that are a match for you.  If “yes”, you are likely to suddenly be in a full-fledged screening interview, so be ready.

If “no”, you want to start talking about how to work together over the coming weeks.  You can start the conversation with something like, “I haven’t worked with you [your firm] before.  How do you work with candidates?”  You’re trying to find out more about their processes–do they use a database, how often do they purge resumes, can you only be involved in one search at a time through their firm, do they share resumes across all company offices, how / how often would they like to hear from you, etc.?

As to the last point, some will say, “I’ll call you if we have something.”  But, most will say, “Drop me an email, or call, every [X]  weeks so we can give each other a status update.”  Once you have gotten the answer, the anguish about when to follow up is gone.

But, let’s say you have posted your resume and tried your best, but failed, to talk with a recruiter.  Here is what I suggest:

1. Put this recruiting firm’s name on a list that you will show to people in your future networking meetings and ask if anyone has a connection and will make an introduction,
2. Better yet, send an email to everybody in your network you have been in contact with during the search and ask the question [1. above], and
3. Renew you posting on the recruiter’s website at least once each 90 days.

The bottom-line goal is to establish a relationship, then let your new recruiter friend define what is the right amount of follow-up.

Do the Recruiters or Hiring Managers you apply through provide Position Application Closure when you are NOT selected for an offer?

One of the members of a social media group I belong to posed this question online recently.   He then elaborated with, “When you apply for a job, and follow all the processes, participate in 2, 3, or 4 interviews, do the recruiters, hiring managers come back in a professional manner?  Do they thank you for your time, perhaps offer suggestions for future interviewing improvement, and discuss their concerns with you?  Or, do they simply drop out of sight [read Go Dark] and ignore you?”

Most of the comments in response to the post bashed recruiters for their lack of professionalism and for going dark rather than giving the bad news promptly and forthrightly.  Some recruiters weighed in saying this reaction really hurt to hear, and took the opportunity for self-promotion by avowing that’s not the way they operate.

Here is my experience and point of view.  Recruiters are awful and unprofessional about acknowledging receiving your resume in the first place.  It’s no longer believable when you hear them whine, “We get so many resumes it’s just impossible to acknowledge them all.”  [See the crocodile tears?  :O(   ]  They should be ashamed because it is so easy today to set up an automated response system.

However, once you have been interviewed more than once for a given job they get better [not near perfect by any measure].  I find in many cases they will close the loop with a “we’ve decided to go with another candidate” snail mail or email, but rarely a phone call.  That said, they generally wait until the whole hiring process is over which is usually several weeks, or even months down the road.  There is really no excuse for the long delay when they have decided early on in the process you are not a viable candidate.  Man-up, fool!

As to giving you coaching and feedback about where you fell short or how you could do better next time, don’t hold your breath.   But, here I have some sympathy based on my past life as a recruiter.   From the recruiter’s point of view, closing the loop with a communication that you are no longer a candidate is the end of their professional obligation.  I agree.

Additional coaching is optional, and often risky for the recruiter.  Yes, risky.  Oh, rejected candidates say all they want is some coaching to improve skills, etc.  But, when they hear the feedback they take umbrage, engage in debate, try to inveigle another interview, and sometimes sue.  Of course, you would never do this, but after getting sand-bagged a couple of times recruiters are understandably reluctant to make themselves vulnerable again.

However, knowing this should not stop you from asking for feedback.  You will find the occasional recruiter who is willing to take the chance, and you may get highly valuable information.  But, understand if feedback is not forthcoming, or isn’t very detailed and usable.   And, if you get someone who opens up, be appreciative, and be a good listener.

The phone is used extensively for primary screening interviews, and fairly often for secondary interviews.  Some of them happen when you least expect them and others may be scheduled in advance.

Rule #1.  If a call comes out of the blue and you’re in a less-than-ideal situation to talk, ask if you can schedule a more convenient time.  If your caller says it’s a must-do-now situation you have no choice, but don’t go ahead with the call otherwise.

Rule #2.  Always have a folder of important papers at your fingertips [always with you]: resume, background presentation key points, questions for employers, etc.  Make the print over-sized so they are easily read from a distance.  Spread them around in front of you so you can spot them quickly without shuffling.

Rule #3.  Go to hands-free mode if you can and use hand gestures as you speak.  They won’t be seen of course, but they will be heard because, when you use your hands, your voice takes on more vocal variety making you a more interesting person to listen to.  A headset likely gives you the best quality.  A good speaker phone [preferably digital] is next best.

Rule #4.  Stand up while you talk if you can.  It gives more energy to your voice if you can be up and moving.  Definitely avoid lounging back in an office chair or easy chair.

Rule #5.  Smile while you’re talking.  A smile can be heard–ask any salesperson.  You will sound more upbeat and you’ll find it’s nearly impossible to sound down or angry while you are smiling.

Rule #6.  Write down the caller’s name[s] immediately and use it [them] during the conversation.  Doing so will make the conversation more friendly and make you more likable–an important goal.

Rule #7.  Make sure you know the role of the caller [HR screener, potential boss, peer, etc.].  You will want to focus your answers differently depending on the caller’s position.

These rules won’t take the place of knowing your stuff.  But, you’ll make a much more powerful impression and enhance your chances of making it to the next interview stage.

Job searches are taking longer today, so it can seem you are making no progress at all after several months.  However, you may be progressing just fine with the process and it is just taking more time than you imagined for your search to gain traction.

When this happens, you may feel tempted to do some radical things.  You will hear people telling you to “reinvent yourself.”  This could mean investing time and money in re-education or certification in new areas.  Or, it could simply mean trying to rework your resume in an attempt to become a candidate for something new.

But, before doing radical surgery on your career, shine some light on your job search strategy, tactics and results so far.  Evaluate what you have done and what you have learned during the course of your search. 

If you have learned your profession has gone the way of the buggy whip, it’s clearly a time to reinvent yourself.  But, if you have evidence the opportunities will return as the economy rebounds, it doesn’t make sense to reinvent yourself unless you have been an unhappy camper in your current profession.

If it looks like the opportunities will rebound, first make sure you are following a sound search process, and doing all the elements well.  Ask yourself if you are working all the marketing channels, not just some.  Ask yourself if you are getting the results you should [tempered by the realities of a tough market].  Is your resume accomplishment-based and does it represent you well?  Have you gotten some interviews?  Have you gotten beyond a telephone screen?  Have you developed a comprehensive list of targeted companies that employ peope like you?  Have you worked diligently to post your resume on their websites?  Have you worked diligently to make network connections into those companies?  Are you constantly building your network?  Are you circling back to recruiters and your network to get / give updates?  Etc.

If you have evaluated the fundamentals and found yourself lacking, it’s time to suck it up, quit whining and do the work, even though it’s uncomfortable.  Alternatively, if you give yourself high marks but you are getting no measurable results, it’s probably time to rethink your strategy.  Ask, is it time to widen your geographical limitations?  Should you consider bigger or smaller companies?  Are you limiting yourself too much by looking only at public companies vs. privately owned companies?  Changes to any of these parameters will give you access to more opportunities with no change to the type or level of job you are seeking.

Resist the panicky feeling you get from time to time in the search and take the time to analyze your approach and results.  Chances are you are on the right path and only need to do some tweaking, adding a measure of persistence and patience.

This is an important question to be able to answer.  And, a similar question could be asked of the boss by you.

In my book the answer to this question comes in two parts: 1] the boss’ perspective and, 2] the viewpoint of the rest of the organization.  At a general level you can say you are a success if you meet the milestones and goals set out by the boss.  But, this part of the answer can be expressed with better quality when you know more precisely what those goals are.  So, try to find out as much as you can about what the boss’ expectations are as the interview process proceeds.

Of course, the rest of the organization has a stake in defining your success too.  When you do what you are hired to do it enables other, larger goals to be met. 

But, don’t forget the how you do it.  You can meet every goal the boss sets out and yet fail.  If you do things in a counter-cultural way, or you leave bodies in your wake, you are not likely to be a long-term success with the organization.  So, think about how you would measure success vis-à-vis internal customers, colleagues, subordinates, etc.  Adding this element will complete your answer and set you apart from most other candidates.

I went on vacation recently, doing something meaningful.  My wife and I joined in the Ride2Recovery Florida Challenge bicycling event.  www.ride2recovery.com

Ride 2 Recovery is produced by the Fitness Challenge Foundation, (501C3) in partnership with the Military and VA Volunteer Service Office, to benefit Mental and Physical Rehabilitation Programs for wounded warriors that feature bicycling as the core activity.  So far, my wife and I raised about $6,000 and rode the 390-mile bicycling event from Tampa to Jacksonville with veterans and many wounded warriors.  Each day for 6 days we all rode 50 – 80 miles.

These young men and women benefit both physically and mentally through this program.  Working with the VA hospitals, the Ride2Recovery progam provides stationary bikes, training for VA staff, street bikes [nice road bikes], helmets, shoes and apparel.  It also runs events like the Florida Challenge all over the country–Texas, California, Colorado, Virginia to name a few.

We witnessed first hand how this program is making an astounding difference in the lives of our warriors who have sacrificed so much for the rest of us.  We rode beside many multi-amputees [including Noah pictured below] who learned they could do things they wouldn’t have believed they could do as a whole-bodied person. 

We rode beside PTSD victims who find bicycling is a therapy which enables them to move forward in their lives and reconnect with their families and society.  Nick [a vet] and his son, Brandon, [pictured below] were reunited through this event and it was the motivating force that got Nick off the couch to get the help he needed to reclaim his life and his son.  And, there are so many PTSD victims coming from the wars in Iraq and Afghanistan.  Far more than the Pentagon predicted and planned for.

If you’ve managed to read this far, thanks.  The quid pro quo I have in mind is this: if you feel you have benefited from the advice offered in CareerWizard, give something back by donating to Ride2Recovery in my name. 

Credit Card:
Go to www.ride2recovery.com and click on “Sponsor a Rider”; then enter “David Hahn” and give whatever amount you can. 

Or, you can send a check to:
Fitness Challenge Foundation
23679 Calabasas Rd, #420
Calabasas CA 91302 [please enter "David Hahn" in the memo space on your check]

You will be helping a veteran who needs and deserves your help.  Your contribution is TAX DEDUCTABLE to you. Thanks!

This question about a not-so-good situation can certainly be turned to your advantage.  We’ve all made mistakes in our professional lives, but the question is, “Did we learn from them?”

It will pay to do some advance thinking about this.  You don’t want to react in the moment and tell about a situation that ended very badly.  You probably have a few situations from which to choose.  So, pick one that wasn’t a catastrophe and be ready to tell the story in very brief fashion.  Ideally, the story would be about a situation where you were able to pull your own fat from the fire.

Make sure you talk about what you learned, and what you did to prevent its recurrence.  Further, it would be good to tell how you’ve since applied to other situations the principles you learned.  Or, perhaps how you used what you learned to keep others from following the road to Perdition.

Answering this question depends on when it is asked.  But it’s always an opportunity for you to make a good impression.

Let’s say this is a first interview, a screening interview.  They don’t yet know much about you and you have a lot to learn about them.  The question gives you an opportunity to make a few points, showing you’ve done some research about the company.  It also gives you an opportunity to show that you are still evaluating them, just like they are evaluating you.  Here is how your answer might go at this early stage: “I feel aligned with your mission and the products you make; and I like the operating principles you state on your website, but, frankly, I want to learn more before I say for sure this is the organization for me.” 

This answer is likely to lead to a question about what you are looking for in an organization and how you will make the evaluation.  So, be ready.

Now, let’s say it’s the last interview before they make an offer to the winning candidate.  Your answer can be expressed in terms of a union that will have mutual benefits–the only kind of union that lasts, right.  On your side of the ledger, you might talk about learning, developing, growing, making meaningful contributions [i.e. something headier than the short commute, please!]. 

As to their side of the ledger, you want to point out how you can meet their needs and help achieve their goals [which will give you great satisfaction].  Be specific.  Identify key needs / goals of the company which have come to your attention, and be clear you know you are capable of doing those things by relating them to past experiences or other ways you have prepared yourself.