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Michelle A. Riklan
Certified Resume Writer, Certified Job Search Strategist, Career Coach, LinkedIn Profile Writer, Trainer, Facilitator, Author, Columnist, Speaker
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Career Newsletter
Volume IV, Issue III March 2015
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Riklan Resources, LLC
A leading resume and career services company assisting clients globally.
Are We Connected?
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Welcome to March's career newsletter!
This month's question is pretty interesting. HR experts and career coaches are still divided.
Should you walk out of a bad interview?
 Dylan wrote:
"I went on an interview for a junior architect position at a big company. I have relevant work experience, and was scheduled to meet the lead architect of the firm.
On the day of the interview, the lead architect arrived with the firm's HR manager. I was able to answer their questions confidently, but I spent about half the interview politely listening to the lead architect bragging about his latest projects.
We did talk about my contributions to my past employer's projects, but I strongly felt that there's a huge disconnect. I don't think I can work with this guy. Not just because of his attitude but because of what he has revealed so far about their work culture.
At one point, I was asked to move to another interview room so I can meet the other lead architects. But I didn't want to continue with the interview anymore. I was too scared to say it to their face, however, so I meekly followed them to the next room.
I'm not rude, but I felt like I wasted my time continuing that interview. What could I have done?"
Here's my take:
In my opinion, bad interviews can be classified into three categories:
- Terrible interviews where the interviewers are rude, condescending, or hard on you.
- Bad interviews where the questions are so hard you realize that you're not the one they're looking for.
- Okay interviews where you realize partway through that you either don't like the job, the team, or your future boss.
For the third scenario, which I think is what happened to you; I think it's best to stay until the end. It's not a good idea to burn bridges just because you realized it's not a good, "fit."
Plus, the company might have an opening for a different position--one that you might want--in the future. When third-party recruiters are present, there's also the possibility that he or she can refer you to another organization that's also hiring. Just think of this interview as a networking event, and build the relationship.
Don't be the person they'll remember as, "the guy who walked out of the interview." The same applies for the second scenario.
If it's the first scenario, however, exiting the interview may not be a bad idea. No one deserves to be treated that way. But don't stoop to their level, plan your exit strategy wisely.
Perhaps you can say something like, "Thank you for the time you've spent with me so far. At this time, however, I think that it's best for us both not to continue the process."
Naturally, the next question they'll ask is, "Why?"
Answer them, but don't give too many details because that'll invite further questions--and that's the last thing you want when you're trying to make an exit.
Just say something like, "I don't think I'm the right fit with your company. Right now, I'd prefer to work somewhere (what you like)."
Worse comes to worse, you can just sit through the whole ordeal and think of it as a good story to share someday.
That's it for this month. I hope you found these answers helpful. Until next month!
Don't forget to email me your questions!
Kind regards,
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5 Tips for Creating a Severance Policy That is Fair to Everyone Involved
by Michelle A. Riklan, ACRW, CPRW, CEIC, CJSS
 According to a recent study from RiseSmart, about 40% of companies don't have a severance package for employees. That's ironic, considering how many companies keep touting their dedication to their employee's well-being and motivation.
Many states don't require companies to provide a severance package to displaced employees, but from a long-term stand point, it makes sense to do so. Protecting your public image, avoiding claims for unemployment benefits, and re-hire possibilities are just some of the reasons to implement a package.
Creating a good severance package and conserving your company's resources during tough times is a tough challenge. That's why you need to plan ahead -- Way ahead.
Here are 5 Easy Tips for Creating a Severance Package
1. Don't Wait Until a Layoff Happens It's hard to make tough choices when the world is crumbling around you, so don't wait until three months into the layoff. Planning ahead ensures that you can dedicate enough funds to cover the severance pay of would-be displaced employees, put policies in place, check that you're not violating any labor laws, and communicate the policy to everyone. 2. Ensure the Severance Package Meets Your Goal for Providing It Why are you providing a severance package in the first place? Your answer to this question will determine the costs and included benefits of the package. Consider your motives: - Take care of employees
- Avoid burning bridges with good employees so you have the potential to re-hire them
- Avoiding claims for unemployment benefits and limiting your liability
There's no one-size-fits-all rule in creating a severance package. The best you can do is align your investment with your desired outcome. 3. Come Up with a List of Benefits To Include (Money is Just Part of it) - Money: In general, the amount is equivalent to 1-2 weeks of the employee's salary for each year they worked with you.
- Health insurance: According to the COBRA law, employers are required to give displaced employees the option to continue their group health insurance on their own. It doesn't require you to cover their health insurance after the employment contract is terminated. The law differs per state, however, so contact your local insurance department to make sure.
- Recommendation letters: It won't cost you anything to give displaced employees a good recommendation, so don't be stingy on this.
- Outplacement: Help displaced employees get back on their feet by offering outplacement services such as career counseling, resume makeovers, and interview coaching.
4. Create an Official Severance Policy Document the whole procedure for claiming a severance package. Include who is qualified to receive a package, and the needed documents for the claim, within the documentation. Identify the different severance packages according to an employee's role and tenure. 5. Make it a Part of Your Employee Handbook Severance packages are not required, so I think it's justified to call it an employee benefit. Let new and existing employees know this up front in order to minimize speculation about severance pay when a layoff happens. Offering a severance package to displaced employees communicates your investment in their professional interests, one that extends even after their employment with you ends. Creating a policy, on the other hand, ensures that everyone gets the benefits you intended as quickly and pain-free as possible.
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Suggested Reading: Making a Living Without a Job, revised edition: Winning Ways for Creating Work That You Love
By Barbara Winter
Making a Living Without a Job, revised edition: Winning Ways for Creating Work That You Love
by Barbara Winter by Bantam
Paperback ~ Release Date: 2009-08-25
List Price: $16.00
Our Price: $8.20
Buy Now
For all of the millions of Americans who are out of work, soon to be out of work, or wishing to be freed from unrewarding work-here is the must-have book that will show you how you can make a living by working when, where, and how you want. Newly revised and updated, Barbara J. Winter's guide to successful self-employment is now more relevant than ever before. Drawing on the techniques and ideas of her popular seminars as well as her own thirty years of business expertise and that of other successful entrepreneurs, Winter offers the practical, proven way to launch your own profitable venture. Her indispensable advice ranges from why creativity is more important than capital to how to avoid the most common pitfalls of self-employment and how to develop multiple profit centers. And for this new edition, she has added timely advice on topics including:
- how to find opportunity in a chaotic economy
- why smart, small and spunky is the 21st Century business model
- using the Internet to open the door to fresh opportunities
- the best resources to help you create and grow a business that is uniquely your own
- how to leave Employee Thinking behind and build an Entrepreneur's Mindset
- and much more
Here are all of the tools you need for getting the most profit out of life both professionally and personally. | |
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If you have a favorite career book to suggest or an article that you'd like to submit for our upcoming issues, please send your information to newsletter@riklanresources.com.
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What's Happening at Riklan Resources
I just returned from San Antonio Texas and served on a career panel at the Club Managers Association of America's international conference. I spent several days working with members providing advice on personal job search marketing.
This month, I will be speaking at Lehigh University on March 27th at their Marketing Career Fair. |
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2013 2nd Place Award
Best New Grad Resume
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2011 2nd Place Award
Best Creative Resume
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2010 3rd Place Award
Best Creative Resume
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| How Can We Help You?
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- Resumes that land on the top of the pile?
- Coaching that puts you ahead of the competition?
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We want you to reach your top potential! Contact us today to get started or click here to schedule a free 15-minute phone consultation with Michelle Riklan. Also available for keynote speaking, workshops, and corporate training.
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