The 18 Hole Interview

Today, Seth Godin writes about Google's "memory" and the affect it has on personal branding. Long story short, don't do anything on the web that might come back to haunt you later. Google can be an effective applicant screening tool.

Nowadays, recruiters and hiring managers use it all the time.

Images, blogs, tweets, recommendations, business, personal and social connections all provide insights into the type of person you are (versus the type of person you claim to be, in your resume).

I'm currently enjoying a couple of days golfing in southern Florida. I love golf. (In my case it is an unrequited love.)

Somewhere on the back nine, it struck me that a round of golf might be another great filter. Imagine taking three equally qualified finalists golfing, to help determine who to hire.

How people play the game provides valuable insights into a person's character.

1. Are they risk takers or do they play it safe?
2. How well to they manage the course? Adjusting for pin placement, wind, undulations of the green..
3. Do they take the opportunity to "improve their lie" - change the rules of the game to accommodate their situation?
4. Are they honest? Do they count all their strokes and assess the correct penalties?
5. Are they easily frustrated?
6. How well to they socialize with the other players (after a good shot, after a bad shot?)
7. How do they handle adversity?
8. How do they perform under pressure?
9. Do they listen to (or ask for ) advice from other players or their caddy?
10. Did they have fun? Were they relaxed?
11. Would you want to golf with them again?

My advice: Once you've used Google to cull down candidates for that important senior position, and conducted the interviews, book a tee time before making an offer.

Image credit: www.pro.corbis.com

Networking for Life

I had lunch with a friend and former colleague this week. He's in the midst of a job transition (who isn't these days?) and we talked about the value of maintaining network contacts.

His career has included positions as Controller, General Management, Corporate Change Leader, I.T. Leadership, Global Sourcing and Supply Chain leadership. He's even worked in several countries.

He's a very organized individual and admitted that one of the ways he stayed organized as he rose from position to position, was by doing an audit of his collection of business cards and culling those (for his successor) who no longer were relevant to his latest position.

I admit that I used to do the same.

These days it absolutely, positively, pays to stay connected. In this economy, no one's job is 100% secure and chances are, that if you need to search for another job, you'll land it as a result of your personal or business network. So, if you haven't explored any of the online business networking sites (LinkedIn, Plaxo as examples) it might be wise to do so.

It's easy to connect with past colleagues from previous companies, link to the same people you have in your Rolodex, our Outlook contact list. Begin to make it a habit, that when you meet someone and collect a business card, connect with them online as well.

Search out groups and communities of people in your field. Many of these are available to join right from your preferred networking site. Participate in these groups. Answer a few questions. Show off your expertise. Begin to think about developing your online reputation. Almost all HR professionals I know, now search online as part of their recruiting or candidate evaluation process. No longer are resumes enough.

Finally, don't be afraid to ask a friend or business associate for a recommendation. In most cases, they'll be more than happy to oblige.

These days expecially, it pays to be networking for life.