Here’s short video on how a good reference can go bad, and what to do if that happens…
Abner J. Mikva, notable Chicagoan, is credited with telling the following story about his introduction into politics:
“On the way home from law school one night in 1948, I stopped by the ward headquarters in the ward where I lived. There was a street-front, and the name Timothy O’Sullivan, Ward Committeeman, was painted on the front window. I walked in and I said, “I’d like to volunteer to work for [Adlai] Stevenson and [Paul] Douglas.” This quintessential Chicago ward committeeman took the cigar out of his mouth and glared at me and said, “Who sent you?” I said, “Nobody sent me.” He put the cigar back in his mouth and he said, “We don’t want nobody that nobody sent.” This was the beginning of my political career in Chicago.”
Often job hunting feels like politics. Doors won’t open unless you know the right people. Employers are looking for people who are the “right fit” for their organization, as well as have the right credentials and skills. It’s not uncommon that in some companies, coworkers spend more time with each other than their own families, so employers have good reason to consider how a new employee will fit in. When a potential employee is referred by a current employee, there is a presumption that “birds of a feather flock together.” And, on a more practical note, recruiting costs are much lower for a new employee hired through referral over one hired through traditional recruiting methods.
So, how do you overcome the “We don’t want nobody that nobody sent” mentality? First, don’t overcome it…work with it. Set a goal to meet two or three new people every week through traditional and non-traditional ways. Put your ego on hold for a while and be willing to ask for help. Understand that 99 out of 100 people enjoy helping other people. It makes them happy to do a good deed. Also understand that 99 out of 100 people cannot hire you. So, you’re not asking for a job at this point, you’re asking for information, advice, resources and support: ask if they can share job leads, refer you to career experts and recruiters, ask for a second pair of eyes to review your resume, ask for introductions to influential people and for any pearls of wisdom that would help keep your job search moving forward.
The first move is yours. The best way to let people help you is to make it easy on them. Be clear in your messaging. Don’t say, “I can do anything,” when someone asks what type of job you’re seeking. Succinctly explain the skills and experience you have, what type of work you are looking for, and specific employers (or types of employers) where you want to work. (If you’re having trouble with this messaging, make an appointment with me. We can quickly come up with a great elevator pitch crafted specifically for you.)
Assuming your intro message or elevator pitch is ready for prime time, here’s how to make it work for you:
- Let everyone know on Facebook that you are job hunting with an upbeat post based on your elevator speech. (I get it. You want FB to be happy and friendly. You don’t want all of your FB friends to know your ‘private’ business. Get over it, because cat videos are NOT more important than your livelihood. Everyone you know on FB has their own network. The only way to tap into that network by asking your way into it.)
- Conduct Informational Interviews with people who already work in your desired industry, and at companies on your ‘hit list’. Read my February 4, 2015 blog entry to learn more on informational interviews, The Power of Informational Interviewing Can Not Be Denied!
- Get away from the computer and meet people where they are. Fill your calendar with professional networking events and social activities that give you a chance to meet people with similar interests. Here are a few ideas: professional association meetings, volunteer work, fundraising events, job search clubs, Meetup.com events, recreational learning activities, park district classes, non-credit courses through your local community college, sporting lessons, self-awareness/improvement seminars, foreign language instruction, afternoons spent with your 4-legged best friend at a dog park, etc.
Becoming the somebody that somebody sent will work for you as it did for Abner J. Mikva, who enjoyed a career as a Chicago politician, a judge, a federal judge and a U.S. representative. (In 2014, President Obama awarded Mikva the Presidential Medal of Freedom, the country’s highest civilian honor.)
And as your career evolves, you can pay it back by becoming the somebody who in turn helps the new pack of ‘emerging’ somebodies.
The first time I appeared on the WGN Morning News, I was asked to talk about new careers that most people do not know exist. Here is a summary of the new careers.
Sustainability Expert – Consults with companies to integrate sustainable practices into all parts of their business.
Chief Listening Officer – Analyzes social media posting all over the web to determine what people are talking about and how their employer should design promotions around what their current and future customers want.
Healthcare Liaison – Partnered with a patient by the hospital, or hired by a family, to make sure that healthcare, or eldercare, is optimized for the patient. Families also hire a Healthcare Liaison to make sure their family member is happy, safe, and secure in their assisted living center or in their home.
Talent Management Coordinator – Works for companies in employee retention, mediating between employees and supervisors to make sure employees are performing fulfilling work and do not want to leave the company.
Natural or Green Funeral Planner/Director – Use special training, materials, and procedures to assure that all portions of the funeral process are environmentally friendly.
“Wassup y’all? At work serving these rude ass white people.” Earlier this summer, these two sentences were posted by a young concession stand employee, to her Facebook page. In addition to these two sentences, she tagged her employer, Brookfield Zoo (Brookfield, Illinois), and in the picture she was wearing her employee uniform. This was a teen girl who wasn’t enjoying her job that day, and decided to vent. In response to her vent, the internet roared.
Brookfield Zoo reported getting countless phone calls and online messages, demanding that she be fired. Members threatened to cancel their memberships, trips and parties if swift action wasn’t taken. The two-fold complaints were valid – the post was seeped in racial overtones, and this girl was openly insulting her employer’s customers. The next day it was confirmed that the young woman did indeed lose her job. In follow-up interviews, the former employee acknowledged that she was very sorry and had learned a lesson. I believe her, and I believe she’s fully capable of moving on from this and doing great things in her education and career.
Every time I read a story about an offensive Facebook post (or actually read one posted by someone I know), I’m thankful that Facebook didn’t exist when I was a teen. Surviving high school, my first job, my first boyfriend, my first break-up and all the other things teens juggle was difficult enough without an audience of thousands. It’s easy for us Gen-X and Baby Boomers to have a ‘clutching the pearls’ moment when we read these misguided vents. In this case, it cost this young lady her job. Is that fair? Yes, absolutely. Posting negative things about your work is not smart, but tagging the employer’s name in the post and adding a picture wearing the uniform makes termination an easy call for any manager to make. Is it legal? That’s where the issue becomes a little less clear, although I’m confident Brookfield Zoo acted fully within their rights. Full disclosure – I’m a Resume Writer, not an Attorney. I see issues like these from the career advancement…or career regression angle, but not from a legal angle. Therefore, I reached out to Attorney Nina B. Ries of Ries Law Group in Los Angeles, who quickly pointed out that “employers should keep in mind that some states prohibit employers from poking around their employees’ social media profiles, including Facebook. California’s social media law took effect on January 1, 2013, and Illinois, Michigan, New Jersey, Maryland, and Delaware have similar laws. Even states without social media laws are limited in what they can do.” The National Labor Relations Board has more information about this on their website, www.nlrb.gov. Keep in mind that if your employer sees you complaining about work on Facebook, but the law prevents her from using that against you, that employer could find other, legitimate reasons for disciplining or firing you. These laws can only do so much to defend you against a boss who would rather have a happy, non-complaining employee.
I wondered what employers think about their employees’ Facebook pages. I reached out to various business owners in my network and learned that we all feel about the same – do what you want on social media as long as you don’t create a problem for the business, and that you don’t waste company time. But some of them, such as this high-end event planner, take a proactive approach: “I have my employees sign a social media clause in my employment package. If they decide to disclose that they are an employee for my company, they are not allowed to post comments or negative interactions with clients…if something is brought to our attention, like negativity about a different employee or direct comments that may be considered harmful to the well-being of our business, it may be grounds for dismissal…Haven’t had an issue yet.”
A manager at a Human Resources Consulting company tells me that just like Brookfield Zoo, they also have terminated employees for negative social media posts. “Employees should be aware that employers watch for the company to be ‘trending’ online and will see all company-related posts. We’ve let people go for talking negatively about their position or company while on the clock.”
Facebook posts that discuss things such as underage partying can mean losing out on career-boosting offers. An owner of a computer forensics firm offered the following example: “we had an intern that had publicly posted references to partying, including ‘420’. That intern, although very bright and with much potential, was not provided further opportunities to move forward with our firm.” (That’s the nice, corporate-speak way of saying that he was shown the door quickly, and told never to come back.) Think about how much time, energy and money was spent by this intern and his parents towards his career development, and how one unwise post took away a dream opportunity.
I also asked employers about consistency in disciplinary actions. (This is where the responses to my questions started to get interesting.) Of the employees who get fired for negative Facebook posts, most of them are younger, entry-level. This demographic is usually easy to replace. But what if a Manager or even C-level employee posted the same thing? Would the consequences be the same? Some pointed out that people don’t make it to the higher levels if they have a tendency to bad-mouth the company or clients. If that happened, it would probably be a first offense. Overwhelmingly, employers told me that the higher the position, it would be looked at on a case-by-case basis. But I found that no one is completely insulated. A quick google search of “fired for Facebook comments” turned up plenty of professional, management and executive-level people who lost a great job with just a few misguided sentences.
So what can be learned from this? First of all, don’t post your unhappy work thoughts on Facebook. If the public sees it, they will probably react…LOUDLY. Secondly, disciplinary action is not always doled out equally. Before you hit ‘enter’, stop and ask yourself if your comment is really worth public backlash, making your boss angry, or even losing your job. No matter what your position is on the totem pole, once in a while you’re going to be unhappy at work. When that happens, don’t go for Facebook. Go for a walk, instead…especially if you work at a zoo!