Ask the Headhunter

by Nick Corcodilos

Ask The Headhunter, by Nick Corcodilos, speaks to your readers with candor and humor. Each week for more than a decade, Nick's job-hunting tips and concise answers to tough questions have earned him a loyal readership.

In addition to the weekly Q&A format, Nick gives readers a voice of their own with his Headhunter's Challenge section of the feature. Nick poses a challenging career scenario and offers your readers a multiple-choice quiz. Readers can then visit your Web site, where they can vote, track results in real time and read more of Nick's expert advice and commentary.

Samples

ASK THE HEADHUNTER by Nick Corcodilos

MY LAST EMPLOYER IS MAD AT ME -- SHOULD HE BE A REFERENCE?

Q: I left my job after six years at the top of my field in sales due to a crazy, lunatic boss who would not work out a personal issue with me. I have many customers who will provide me with excellent references and recommendations. How do I respond to a potential employer's request to speak to my most recent boss?

NICK'S REPLY

You can't avoid it. Tell the potential employer to go right ahead, but provide a heads-up. "My boss was good as far as supporting my sales efforts, and that's critical in sales. But we reached an impasse, and that's why I left. I'm not sure how my boss's attitude will affect any comments about me." If you refuse permission for the potential employer to talk to your ex-boss, it will look suspicious, and the call may be made anyway.

If you're asked for details about the impasse, you must use your judgment about what to tell and what to withhold. I can't advise you on that. It might help greatly if some other managers from your old company speak up for you. You may get one who will signal the employer about your ex-boss's reputation as a hothead.

You can also take pre-emptive action. Your boss may be a lunatic, but even lunatics realize it's a small world and we all bump into one another again. Ask flat-out what kind of reference you'll be given. "We can part cordially if not as friends. It's a small world and we're going to run into one another again. You have my word that I'll always speak respectfully about you. Can I expect the same?" Mutual avoidance of nasty words is a good thing.

Meanwhile, let's get back to your conversation with the potential employer. "I think a sales rep's future lies in the hands of the rep's customers. That's where reputations are made. Here are five customers you can talk with. Put it all together, and I know you'll get an accurate picture of me."

---

THE HEADHUNTER TIP

How managers should conduct a first interview

Managers often waste time in the first job interview with a candidate. The manager might ask open-ended questions and attempt to assess the person's character and work ethic. Some managers ask trick questions to test the candidate's ability to think quickly. That's all useful, but not in the first interview.

A manager's first interview task is to assess whether the candidate can do the job. If she can't, the rest doesn't matter.

To get the most out of the first meeting, managers should quickly engage candidates in a discussion about the work. If you're a shoe company, talk to them about shoes. If you're a computer company, talk to them about software. Make a judgment about their knowledge of your business. Ask them to show you how they would do the job you want done. If they can't explain their approach to the work, end the interview.

---

THE HEADHUNTER CHALLENGE

How should you deal with a micro-manager?

After months of working independently and successfully at your job, you've been assigned to a micro-manager, a real control freak who wants everything done her way yet insists she doesn't want to micro-manage you. You feel you may need to speak with the senior manager about this. What should you do?

POLL

1. Don't make waves. Just do your job as you are told.

2. Tell the manager you don't like being micro-managed. Continue doing the job your own way.

3. Go talk to the senior manager immediately to avoid further problems.

4. Thank the manager for not micro-managing and show her your plan for doing your job.

(Cast your vote for The Headhunter Challenge poll online at (your newspaper Web site here). We'll post the results along with The Headhunter's expert opinion.)

COMMENTARY (FOR PUBLICATION ONLINE)

First, I would sit down with your new supervisor to talk. Show her a list of the tasks she has assigned to you, as you understand them. Ask her if there is anything she'd like to change or add. Be very polite, very respectful. When the list is complete, ask her what time frames she sees for the deliverables -- that is, when should the tasks be completed?

Negotiate to make these realistic. Once you both agree, tell her this:

"I find I can get the most work done when I'm free to get tasks done my own way, with the full understanding that I'm responsible for delivering exactly what my boss asks. The commitment I will make to you is that all these tasks will get done on schedule. I'd like to ask you for a commitment, too -- to permit me to manage my work on my own. Can we do that?"

Afterward, write up a log of your conversation, date and sign it. Put it in your file. You may need to show it to the human resources manager later. If your new boss continues to micro-manage so that it adversely affects your performance, go talk to the senior manager. Calmly present the problem. "I'm not here to make a complaint. I'm looking for your advice and guidance." Do not make any threats. Do not get angry. Just calmly focus on your work and on your commitment to get it done on schedule. Don't even appear upset. Your goal at this point is to get the senior manager's advice and support.

If nothing changes, go back to the senior manager or to the human resources manager. This time, put it in writing. Use your own words, but consider this approach: "My record shows that I am very successful at my job. Being micro-managed is very distracting and decreases my efficiency by 30 to 50 percent. I accept my responsibilities in my job. However, I cannot do my job if I am micro-managed. Here is the commitment I will make to you: If I do not deliver after being left alone to do my job, you should fire me. The commitment I ask of you is, get my supervisor off my back so I can do my job. Can we do that?"

This is a strong statement. Tune it to suit your situation if you are afraid of losing your job.

If you get no support, you should be prepared to leave the company and find another job. In fact, I would start a serious job search immediately, just in case. As Dear Abby is fond of saying, people are not likely to change. I try not to be cynical and I try to expect the best, but life is short. No one should have to live and work like this. A boss who micro-manages has an emotional problem and is not likely to change. You must have a good contingency plan.

Give your managers a chance to recognize the problem and to fix it. The key is, you must be very respectful about your approach. No anger. No recriminations. Just matter-of-fact business. It's all about doing your job for the benefit of the company.

There is a risk in doing what I suggest. There's an even bigger risk in working with such frustration.

---

Write to Nick at P.O. Box 600, Lebanon, NJ 08833 or www.asktheheadhunter.com.

COPYRIGHT 2010 NICK CORCODILOS

^ Top | View more samples