What to Do if Your Job Offer Is Put on Hold

 

I was recently asked by eFinancialCareers.com “what should a person do if a job offer is put on hold?” Here is what I shared:

If a job offer is put on hold, I suggest the following:

  • Follow up with a note of thanks that emphasizes the value that you add to the organization. Sometimes it helps to show that the ROI of offering you a job is more beneficial to the employer than the cost savings of not offering the job at all.
  • Suggest a temp-to-perm or contractor role on a trial basis. This is your best way to get your foot in the door. TTP and Contractors offer a direct cost-savings vs a full-time employee because they are not paid benefits and do not count towards an employers mandatory employer tax burdens. While this may not be an ideal way to start off, it secures income and allows you to perform on the job rather than not having the job at all. Consider it like one of those 30-Day Money Back Guarantees that we see so much on TV these days. Their risk is minimize and you can really excel if you save the employer while they are in a pinch.
  • Continue pursuing other opportunities. Until you have a firm offer, you don’t have a job. It is in your best interest to continue to pursue other job opportunities because you never know – something better may come along and/or the current offer may fall through.

Just as a bonus…

Why job offers are put on hold:

  • Hiring Manager is still unsure that you are the best fit for the job (or they may still be unsure about what they want from the person in the role).
  • The company is considering re-aligning internally and want to give their experiment time to catch on or not.
  • You have a snag in your references or background check (if this is the case then I suggest looking for a new position especially if they uncover a lie or some other misleading information about what you have previously communicated to them).
  • The company wants to wait until a new fiscal season to ensure budget allows bringing someone on.
  • Hiring Manager would like to see more candidates.

Three of the Biggest Myths About Branding Yourself Online

While researching and reading current articles and blogs on career and professional development, I’m noticing an interesting trend. Most of the articles that I read are all about personal branding online. Now, please don’t read this and think that I’m not a fan of personal branding as it pertains to professional branding and networking ( I LOVE personal branding and being your most authentic self). All I am saying is that in the quest to craft and curate your best personal brand online for the purpose of professional growth, let’s just consider some of the biggest myths about personal branding so that we’re all clear.

 

Let’s begin:

3. Developing your personal brand should be the primary focus over skill development. Again, I am a big fan of personal branding but in the landscape of career development articles, you’re going to see most or your advice leaning towards developing your LinkedIn account and learning how to write the perfect Twitter bio. As an employer, would you hire the person with the most skill or the person with the best presence online? Let us not forget that the real reason why employers aren’t hiring:

“Indeed, one of the perennial complaints of employers is that they cannot find qualified workers. Ancestry.com, a genealogy Web site in Provo, Utah, has openings for 150 engineers, data mining specialists and developers of mobile apps. “While we find a lot of people who are unemployed,” said Eric Shoup, a senior vice president, “they are not the people who bring the skill sets we need for our business.”

He said the company did virtually all its hiring away from other companies.”

– Job Gains Reflect Hope a Recovery Is Blooming (New York Times – 2/3/2012)

2. You can trust everyone’s “expert” opinion online. Twitter can be a very tricky place to get professional advice online. While there are great business and career management experts like @YouTernMark, @SmallBizLady, @MeghanMBiro and @HRMargo (just to name a short list of a few) who spend their time sharing relevant tips from results-based personal experience and tapping into their deep networking pools, there is room for everyone to have a voice online even if they don’t have credentials. Check out this advice from a recently published Forbes.com about the perils of networking just for networking’s sake (and the same can be said about social media networking):

“”It’s all about who you know.” Well, not entirely, say recruiters. Rather than building a quantity of connections, build quality connections. Also ask yourself: Have I been carrying myself in a way that I’m a good referral? Strong connections help, but be sure you can back it up with experience and competence.”

The Worst Career Advice (Forbes.com)

1. Personal Branding is a relatively new concept.  While social media is a great equalizer for introverts and extroverts, the concept of personal branding isn’t new. Before social media started to change the way we did business and built interpersonal relationships with one another, “Personal Brand” was simply named “character, integrity and reputation.” We have always had to ask ourselves questions like “how do I want to be remember?” and “what value can I add to the conversation?” The only difference is that now the things that we say and do have become 24/7 online marketing material for our backgrounds and opinions in a virtual space as opposed to memories left in the hearts and minds of those who we’ve come in contact with.

A great book to check out on personal branding/networking is called “Dig Your Well Before You’re Thirsty” by Harvey Mackay.

 

Have I left out any myths? Do you think we place personal branding over skill development?

Share your thoughts on the blog by commenting below.

How to make positive change: Do everything you’ve never done.

Want to know a secret?

There’s a gift and a curse behind all of your success in life and leadership. What got you to this point in your life and your career should be celebrated but it should also be challenged. Learn to challenge the good and bad parts about your development as a person and as a leader so that you aren’t hindered from growing to the next step.

Self Reflection. I have come to find in my HR career that there were certain traits that I had to acquire in order for me to be successful at the next stage even though I may not have had them or been good at them when I first reached the next step. For example, before serving a four-month term as an interim HR director for a 1,200 employee, multi-state organization, I was terrified of delivering bad news. I hated to be the bearer of bad news because I wanted to always be liked. However, wanting to be liked in the workplace sometimes has to come secondary to keeping the integrity of the workplace in tact and heck, even keeping your job! When counseling managers and employees (who were all older than me by the way) I had to get over my anxiety of leading individuals older than me. Had I not overcome these fears I wouldn’t have been able to serve in the capacity that I did and our business would’ve suffered as a a result.

Fixing What Was Needed to be Fixed. If I had not been able to deliver bad news, personnel problems could have gone from minor infractions to monstrous catastrophes. Yes, I may have been elevated to that position due do a combination of education, having proven myself in the workplace and circumstance, but there were still things I needed to become better at in order to step into the role and not fail miserably. Never underestimate the need to grow to respond to new challenges.

If you are stuck in a rut or have hit a plateau then perhaps you should change things up a bit and do everything you’ve never done.

Here are a few suggestions:

If you’ve been a talker, start listening. If you are a leader, there’s a strong chance that your followers who have something to say about your leadership. There’s probably good and probably bad. Ask your team members about your progress as a leader and see what they say as your positives and negatives.

If you’ve been slow to action, speed up. Organizations and departments on the move can only move as fast as their leadership. If you’re the type to cautiously and meticulously analyze decisions, try pulling the trigger a little bit sooner. The problem with mulling over a decision too much is that you can actually talk yourself out of a really good plan or opportunity. Paralysis by analysis is real. Take some chances and see what happens!

If you’re a micromanager or task hoarder, loosen up. If this is your mode of operation and you have been successful, I have great news – life gets so much better when you loosen up! It’s a better use of your time to teach people how to do things than trying to do them yourself. Trust your team members to do a good job, coach them, and set up quality assurance measures so that you can go on to do more leadership activity for your team.

If you want to be liked, ask yourself why. This one obviously personal but maybe you can relate. You will need to realize that whether or not someone likes you, you still have to do your job effectively. Of course not everyone is going to like “bad news” or like “change” but if it is better for them and for the organization then you must do what it takes to ensure that everyone’s best interest is taken care of.

 

These are just a few things to help get you started. Work with your team and a consultant to discover your leadership blind spots. It will save you time and money in the long run and even allow your team to flourish in all the ways that you might have been holding them back.

 

Here are a few takeaways:

Leadership Takeaway: Never be afraid to challenge every aspect of your leadership toolkit. Your team members can help you figure out blind spots that may be holding you back and sweet spots that need to be sharpened. Learn the difference between the two and adjust accordingly.

HR Takeaway: Employee engagement is tied to their response to leadership. Ensure feedback channels are open and effective to help increase productivity, motivation and retention.

Professional Development Takeaway: Learn to lead by understanding that the key to leadership is understand how to motivate people and get them to produce results. As you grow in your career, be conscious of the different factors that motivate different types of colleagues.

Bad bosses hurt the bottom line

Working Under Bad Bosses:

Workers tend to disengage under bad bosses, losing motivation to complete work and build rapport with their supervisor. The Gallup Management Journal’s semi-annual Employee Engagement Index reports that 54% of employees are not engaged, and 17% are actively disengaged at work and only 29% are actively engaged. Also, turnover increases under bad bosses.

The top three reasons why employees leave work are (in order):

  1. Poor management
  2. Lack of career growth
  3. Poor communication.

All factors that are in some way, shape or form influenced by direct supervisors.

Disengaged workers affect the bottom line. A 2006 Gallup Management Journal study found that 15% of U.S. Workers are “Actively Disengaged,” costing the U.S. Economy $328 billion.

Bad bosses fail to stimulate their workers and it can tremendously affect potential organizational gains.

Do you know of a bad boss? Have you been affected by one? Let us know!

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