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Special kids get chance to play
Benefit held for crash victim
'I've decided to relocate'
Sunday, February 08, 2009
Dear J.T. & Dale: I had a job for five months that was a bad fit. It was so high-stress that I was one of six people in the position in just the past two years. I was terminated when my health began to suffer. Should I include this job in my resume and applications? — Ted
J.T.: There probably were skills that you developed on the job that are going to be worth mentioning in interviews. Plus, if a future employer decides to do a comprehensive background check (many do), your most recent employment would show up. So, my answer is: Yes, list it.
DALE: The issue then becomes how to deal with it in an interview, and the rule you want to follow is this: "The less said, the better."
J.T.: Simply say, "The job was not a fit for my personality, and I moved on." If they press you, be honest but brief — something like: "It just wasn't a fit. But I can tell you that it did teach me to look for certain characteristics in the job and an employer, and that's why I wanted to talk to you today."
DALE: Aggressive interviewers won't let that slide — and justifiably so. Then, if you respond by talking about stress and how it affected your health, you'll scare them off. Why? Because virtually all managers believe that they lead high-stress teams. (Ever notice how even the most bland work environment has signs like "You don't have to be crazy to work here, but it helps!"?) So, simply point out that your last job had extreme turnover and you lasted longer than most people. Then smile to let them know it was a victory. Put that job in context by talking about the positions in which you've thrived, and start offering references. Done properly, you'll be seen as a stable guy who got stuck in an unstable environment ... and who can smile about it.
Dear J.T. & Dale: Ever since Hurricane Katrina, companies in the New Orleans area have been downsizing or closing. I've had three jobs in three years. I know the quality of my work is good, and I often get comments that whichever company I'm working for is "lucky to have me." Since there are so few jobs in New Orleans for someone with my skills, I decided to relocate to Houston, but I'm afraid my recent work history will lead employers to believe I'd be a bad choice. — Addie
J.T.: You might try putting something like this in your cover letter: "Hurricane Katrina has continued to affect the New Orleans area. Not only has it been tough to find work, but when I have found jobs, unfortunate circumstances have caused the positions to be eliminated. I've decided to relocate in hopes of finding more workplace stability." I will tell you, though, that when employers see an out-of-town address, they often put the resume straight into the "no" pile. They don't want to bother with the extra time/cost associated with interviewing and hiring someone from a distance. Thus, if you really are committed to relocating, I suggest making the move so you can look there full time.
DALE: You can start by stating that you're in the process of moving to Houston, putting a spin on it: "I've decided to take the opportunity to move to Houston, a city I've always loved." It's always better to be seen as moving forward, toward something positive.
J.T.: Also, try to go back and connect with the individuals who said your employer was lucky to have you, and ask for referrals.
DALE: Great advice. Hiring someone new to town is a risk: Will she get homesick and move back? Thus, you have to offer an employer something to offset the risk, like a recommendation from the right person. Or, it could be a special area of expertise. As for the latter, J.T. has terrific advice at careerealism.com on crafting your career "brand." Your goal is to emphasize expertise that will cause a hiring manager to say, "She's EXACTLY what I need, and I'm glad to give her a chance here in Houston."
Jeanine "J.T." Tanner O'Donnell is a professional development specialist and founder of the consulting firm jtodonnell.com. Dale Dauten's latest book is (Great) Employees Only: How Gifted Bosses Hire and De-Hire Their Way to Success.
