Foremost Consulting

Do you remember the old television detective series “Columbo”? He would always stop before leaving, turn and say, “Just one more thing…” and then throw in one last question or request that always ended up making a notable difference in the outcome. Well, I am suggesting you do something similar as a last point of consideration near the end of a successful interview process. The next time you are approaching a positive outcome of an interview ritual in which you are being considered, if you have not yet met any of the people you’ll work with, request it. I’m not speaking about those you’ll work for and report to, you’re already meeting them at your interviews, I am rather speaking about your potential co-workers. I am suggesting that you mention to the hiring manager or HR representative, “I’d like to meet

Opinions are mixed about whether or not having a photo on your resume or CV is helpful to your job search efforts. It depends on who is asked. Those who come from a human resource perspective will tell you yes. I do not think it is a good idea and, to be clear, I suggest it can actually be counterproductive to your efforts. Human Resources, those usually the first to receive and process your resume, will always prefer you attach a photo as part of your resume. But know too their job is not to look for reasons to count you in, but rather to look for reasons to disqualify you. Yeah, okay blah, blah, blah, of course they’ll say they evaluate you according to your qualifications but that’s garbage. Hiring managers are qualified to judge your qualifications, not HR; they

In the recruitment industry or market we recognize two distinct cycles, employee-driven and company- driven market trends. Put simply, when the economy is doing well it is more employee driven. In other words, as it was before 2008, when there were, in many respects, more jobs than there were qualified employees to fill them. This meant that companies had to offer more and employees could negotiate for better conditions. However, as it is now, it is the opposite and there are more applicants than there are good jobs. This means companies have the upper hand; they can dictate terms to people resulting in lower salaries and less favorable terms. It’s nothing complex, but simply an issue of supply and demand as it relates to the employment market. With this in mind, what you may have been able to negotiate for

So many people are nervous about the prospect of interviewing. Most of us hate putting ourselves through it and I don’t know anyone who likes to interview. One’s ability to interview effectively comes down to one primary factor – your own level of self-confidence. Fear and indecision is palpable, our basic animal instincts sense fear. Recognizing it, overcoming it, controlling it requires courage, which Hemingway referred to as “grace under pressure”. Though, for most people this takes time and concerted effort to develop. Regardless, there are a few things I suggest you should recognize on your road to building, re-building and galvanizing your own confidence level. There is another aspect to consider that few people want to address honestly – and that is, the manay of those who conduct interviews have no idea what they are doing, they’re following a script

I’m only saying what many who’ve participated in such programs already know. Most outplacement programs are mostly hype, delivering little substance. Or, as I like to say, they are 90% smoke and only 10% horsepower (or less) and a rip-off for the companies that pay for them. The reason is simple, the purveyors of typical outplacement services over-promise and vastly under-deliver how much they will do for those they are supposed to help. Outplacement services are often utilized when a company downsizes headcount for whatever reason. Another example may be universities or trade schools, which offer outplacement services as a part of their programs. Yet another might be outplacement services offered to military service members who are completing their enlistments or careers. Without going into detail because, after all, this is a blog and not an in-depth article, let’s look at

Never trust anyone’s word or assurances. I suppose I sound pessimistic and paranoid but in business it is simple common sense. You may not consider yourself a business person per se, although when you interview you are conducting a business transaction and, therefore, should think of it in this manner. President Ronald Reagan liked to say, regarding his meetings with the Soviets during the 1980’s, “Trust but Verify”. He may have popularized it Stateside but, giving credit where credit is due, he adopted and translated an Old Russian proverb he liked to use during negotiations with them, which states, “Доверяй, но проверяй” (doveryai, no proveryai). It happens to some people when they interview, hearing what they want to hear, they lower their guard and fail to get written confirmation to validate what they’d been told is real. Relying on trust alone,

When I encounter job descriptions, they usually speak about a minimum or an ideal range of experience required. I don’t recall seeing job postings stating a maximum limit of experience and, with good reason, it would be considered discriminatory. Yet, there are job seekers both interested and very qualified, who are ironically disqualified with the excuse of their being overqualified. I suggest it‘s most often used as a generic excuse to disqualify anyone who doesn’t fit neatly into the little boxes or differ from the majority of cookie-cutter people and personalities. It is also utilized, in my opinion, as a veiled form of discrimination.     There are, of course, some valid reasons why companies worry about considering those with experience exceeding the stated job requirement. For example:  someone might say all the right things and accept a position lower than that for

People should always accompany their online job activities with other methods of looking for opportunities, utilizing a combination of strategies. One of them involves literally, physically and actively approaching companies and company managers on your own behalf in-person, with all that entails. Handshake-to-handshake, face-to-face and eye-to-eye, is hands-down the best way to go, anytime you can facilitate such an event. But if you’re only going to passively wait until you are invited as a result of your online activity, well, then you’re missing the whole point. I recognize that for many people this concept is foreign to them. Imagine; there are people with whom I speak, for whatever reason, who act with incredulity and react viscerally, opposed to such crazy talk and very often they’ll respond by telling me they absolutely refuse to sink to the level of going and begging

During the 22 years during which I have been a headhunter or, more categorically, a direct-search recruiter, I have been watching with studious interest the standardization and streamlining of hiring processes. Let me be clear: the processes, and the rules you are told to follow, serve only to benefit companies, not you. Most of the advice you read is presented by those very same people telling you what and how to do it to fit their vision of what’s best for you. It’s rather like asking the prison guard what your rights are from the confines of your cell. That is because you, your concerns and your interests, are not their priority. That which differentiates you from everyone else is a distraction, by and large they aren’t interested. They have a script, a list, a ritual they follow and to

As you read this, if you are looking for a job you will no doubt get depressed, however, that is not the intent but, instead, to jar you out of your walking coma. More about that later -- if you are someone who does not look very often or regularly at the job portals and postings, you won’t notice; but if you do, it is increasingly frustrating. There are jobs, but fewer and fewer are the good jobs that people want. You can get a job, anytime you want. You likely don’t know this, but I have known for years large companies post jobs they have no intention of filling through outside sources. I’ve been told this directly and recently in conversation, by a member of human resources responsible for recruiting at a well-known pharmaceutical company. There was a very good