Ask a Manager

It’s five answers to five questions. Here we go…

1. I don’t have any work to do at my new job

I am a recent graduate who has just started my first job. When I started on my first day, the company gave me a bunch of self-study materials and a self-training schedule for a month that I must adhere to (which I happily obliged).

But now a month has passed, I have finished all of the self-study materials, and I still have not been given any task to do. I have asked my supervisor about this 3 times (through internal messaging software, email and verbally), but the answer is kinda vague (“I need to find simple tasks for you first” or “study this first for now”). What should I do? Any advice on this? I don’t want to be too pushy, but I don’t want to be seen as ‘that lazy new employee’ either.

I have tried googling about this particular problem, but most of the answers seems to be directed to experienced people (“make a proposal on how you could improve projects that you have worked on”).

Well, first, stop trying to address this over I.M. Instant messaging is for quick, time-sensitive, not super important things; this requires an actual, substantive conversation. Email your boss and say this: “Now that I’m done with my month of self-study, I’m eager to get started! Could we set up a time to meet in the next few days to talk about how you’d like me to be spending my time now?” If the problem continues after that, then say this: “I’m really eager to get to work. How would you like me spending my time over the next week? (Or, if it would be easier on you, I’d be glad to see if I can help Jane or Fergus until you have time to get me started — just let me know if you’d rather I do that.)”

If there are other people in your office who are at your level or just above it, you might also ask them if they have advice for how to handle this stage of things. They might have some insight into how long it usually takes your manager to get her act together with new employees, or about why it’s taking her a while in this case (for example, if she’s preoccupied with, say, an upcoming board meeting for the next two weeks, that could be useful to know).

2. What’s up with this awful resume feedback?

I’ve applied to a few places through online websites and received an email from one site explaining that they offer free “critiques” of resumes to assist in their site users’ success. I didn’t even realize that it wasn’t one of the sites that I submitted my resume to but didn’t care because it was at no cost or effort to me, and nobody’s resume is perfect so bring on the critique, I love getting better through advice. But after reading their elaborate assessment of my resume, I was left confused because everything she was saying went against everything that I had been taught by active hiring professionals. She even mentioned that my document file size was way too small at 17k and therefore I have more room to format. That was a first for me; it’s either .pdf or .doc.

But she offered an email link to contact her with questions so I did and got no response. Just to be sure, I did some research and read your “10 Things Leave off Your Resume” and most of your items matched hers — except they were the opposite. Even I know not to waste space with objectives or bios outside of a cover letter. Then I noticed the big bold package prices for their resume service that they offer and it clicked. My question is, and I’ve attached my resume just so that you can see what she saw. Are my suspicions accurate that this company intentionally rips resumes apart and gives harmful advice to obtain business like a shady mechanic, or was she giving honest, accurate advice?

I doubt this company is doing this to deliberately harm people since I don’t know what would be in it for them — I think it’s rather than they just suck. And they do. I read the critique you forwarded to me and it’s ridiculous. I can promise you no hiring manager in the world cares that your resume file size is “too small.” They might care if it were several gigabytes, but “too small” isn’t something that’s even going to register. This person/company is shady and incompetent. Avoid.

3. I was called for a second interview but the job was reposted meanwhile

I interviewed for a position where I will be the manager of the same type of department I currently work in. I was interviewed by 2 department heads and the administrator. I was called the very next day for a second interview by the company administrator, but in the past 6 days, we have been playing email tag about scheduling it. I was told this was because they were trying to set up a time in which more of his colleagues could attend. This afternoon, which is a Monday, I confirmed it for Thursday at 5pm. However, I was told that there was a department meeting at that time he had forgotten about and he gave me 2 other times. However, the exact same job has been re-posted twice since my interview. In fact, it was re-posted about the same time my interview was cancelled and the offer of re-scheduling was made. I am really starting to feel strung along. Why would a company be scheduling second interviews while still apparently seeking out more candidates?

Many companies keep job listings active until they’ve made a hire. It’s actually the smart thing to do, because they have no way of knowing if their current crop of candidates will lead to a successful hire or not — they might end up not wanting to hire anyone from the current group, or the person they want to hire might turn down their offer. It’s smart to keep candidates coming in until they know they have a certain hire.

4. Interview handshakes when you’ve got arthritis

I’ve got really awful arthritis and I don’t like to call attention to it, especially in interview settings. I write for a living – I don’t want people to think I can’t type! I physically can shake hands, but I can’t *not* wince when someone squeezes powerfully. Is there a tactful way to ask for a wimpier handshake (or turn one down completely) in a professional setting without being too weird?

Just be direct before anyone has a chance to grab your hand, like you might if you were declining a handshake because you had a cold. For instance: “Excuse me for not shaking hands — I’m dealing with a minor issue in my hand right now.” (Or “I’m having some minor pain in my hand right now — nothing too serious, but gets in the way of me shaking hands.”) Say it confidently and it’ll go over fine.

5. What happened after this phone interview?

Recently I discovered that a company had an opening in my weird niche field in a location that I love. I applied, and a friend at who has contacts here (the company is a client of his company) called and put in a good word for me, but warned me that I may be overqualified / too expensive for the position.

About a week later, the HR department called me for what was supposed to be a 30-minute interview, but was actually only 10 minutes. The HR person started off with a question about why I wanted to leave my current job. I responded that I would like to work with a different flavor of teapots and that my current location was hard on my marriage because my wife has very limited career opportunities in our current location. I also mentioned that my company had been very good to me and I would not leave lightly, but if the fit were right and it would help my personal situation, then I would move.

HR asked about my current salary and benefits, and I gave approximate numbers, following up later that day with an email outlining the specifics. In the phone interview, I was very (too?) candid and mentioned that medical benefits were of particular interest because of a past condition that was in remission and likely (but not necessarily) cured. After the phone interview, HR sent me an email thanking me for the interview, attached their benefit summary, and told me that they would be in touch in the next two or three days to schedule an interview with the hiring manager.

I had a question about their medical benefits and called HR the next day and left a message (no details, just a request for a call). I also sent an email ( also no details, just a request for a call). No response. 16 days pass. Still nothing, so I sent a follow-up email: “Hi, (name), I’ve not received any communications from Company since you and I spoke. I wanted to follow up and make sure nothing got lost in the ether. Thanks! (my name, phone number).” Still no response. That was two and half weeks ago.

What’s going on? Did my friend say something that I’m not aware of? Did I commit some gaffe that I’m not seeing? Is the company just terribly unprofessional? My weird niche field is very small, and I’ll likely have to interact with the folks involved again. Yet, I’m curious (and let’s admit it, indignant) about the complete lack of response after having received such a positive, initial interest. What, if anything, should I do?

Well, it could just be that they’re moving forward with different candidates and don’t think you’re as strong as those. It’s really common for companies not to bother to update candidates when that happens — rude, but common. Or it could be that you’re still under consideration but the hiring for this position is taking a back seat to other priorities right now. It’s still rude for them not to get back to you to explain that, but again, very common.

But it’s also possible that you were too focused on benefits too early in the process. Rightly or wrongly, that can be a real turn-off for many employers, who prefer to save detailed discussions of benefits (especially nitty-gritty details of particular medical plans) for once you have an offer.

Regardless of the reason — and you’ll probably never know which it was — they did owe you an answer about your candidacy. But there’s a good chance you won’t get one — that’s just the way some companies do things. I’d write it off, move on, and let it be a pleasant surprise if they do contact you at some point.

It’s five answers to five questions. Here we go…

1. My friend is upset that I didn’t tell her that I was interviewing for a job on her team

I just started a new job today at a highly competitive company where a social acquaintance also works. We’re not BFFs by any stretch of the imagination, but we used to meet up about twice a month for different social outings (movies, dinners, BBQs, etc.). I’ve only known this person for about 18 months and we get along well but, again, we aren’t attached at the hip and I wouldn’t share my secrets with this person.

I had been interviewing for two positions in her department over a period of two months before I received an offer. After one of the interviews, I ran into her on my way out the door and she asked me if I was interviewing and I told her it was an “informal interview.” I said this because I didn’t want to jinx the interviews, but also I wanted to curb her prying. A few weeks after this had happened, she stopped talking to me completely. She even cancelled on a social outing that someone else had invited her to (she texted me to tell the host) and when I got engaged, she never said congratulations. I got the job offer shortly after she started giving me the silent treatment and didn’t really tell anyone besides my family members.

Fast forward to today, I had finished my first day and we got into the elevator together and she passive aggressively started talking about my lack of disclosure about the job. She also told me she had known for a while that I had accepted the job and that I had various opportunities to tell her about it. Mm I wrong for not telling her or anyone who works at this company? Also, if she was aware that I had accepted the job, why didn’t she reach out and congratulate me?

Yeah, it’s pretty weird that you didn’t tell her that you were interviewing with her company, and especially with her department. Usually people share that kind of thing in the hopes that the person will put in a good word for them, or just because it would be odd not to acknowledge it. And it’s definitely weird that you didn’t tell her that you were joining her team once you were hired! This is someone you know well enough to go to movies and dinners with; it’s strange to show up at their workplace one day as their new coworker without any mention of it earlier. (No judgment! I am weird all the time.)

She’s handling it badly too — giving you the silent treatment is immature and petty. She should have just reached out and congratulated you. But I’d suggest just telling her that you’re sorry that you didn’t say anything and realize now that you should have. If you can explain why you didn’t (other than “I wanted to curb your prying”), that would probably help too.

2. Should I ask for a lower title when interviewing for a more senior job?

I applied for a senior analysis engineer position and didn’t really expect to get any response since I didn’t quite meet all the requirements. I have been an analysis engineer for 6 years but in a totally different industry and product. Also, the position asked for 5 years experience with an analysis tool I really only have 5 months experience with. Plus the position responsibilities include teaching/mentoring/and institutional standards setting – something I don’t have any experience in at all and this doesn’t appear anywhere on my resume.

I was very surprised I got called in for an interview. I do have a masters which is required but not the 10 years experience they request. I would like to work for the company as an analyst but don’t think I would be at the senior analyst level. I only applied because it didn’t seem to hurt anything. Do you think I should be honest at the interview, answer their questions about what I know, then ask them whether they would hire me as an analyst engineer but don’t give me the title of senior analysis engineer? I don’t want a title I can’t live up to. Should I ask for a lower title during the interview? I’d more be in the position of needing teaching/mentoring then being a mentor myself. Should I ask if that is possible?

I wouldn’t ask for a lower title; that risks underselling yourself and coming across as lacking confidence in your skills. But it’s totally reasonable to say something like, “I know I have less experience in X and Y than you had in the job posting. How crucial is that experience level?” You might hear that it doesn’t really matter at all (because sometimes job ads don’t line up with reality) and that some other skill/experience you have is more important. Or you might hear that it is indeed pretty important. If that’s the case and you eventually get an offer, I’d ask about it head-on: “I know you mentioned in the interview that you were looking for more experience in X and Y than I have. I want to make sure I’d be able to be successful in the role — can you talk to me about how you think my lower level of experience in those areas would play out?”

3. Asking to work from home as an intern

I was recently hired as a paid, part-time marketing intern or a start-up, but the actual work is completely different than what I expected. It’s more of a data entry job for the company’s clients, but I still want to go through the duration of the internship (6 months).

My contract said I have between 20-30 hours per week, but I wanted to approach my supervisor and ask if I could work from home (since I’m more productive, feel refreshed, no need to commute, etc.) In the employee handbook, it suggests that working from home is alright if there is an emergency or if needed, but our main office should be the company’s headquarters. Since I’m not in a high-level position and my job can be done remotely, I think that there might be a chance that I could telecommute (at least for some of the hours). Likewise, I noticed that a few employees in my division (and other teams) would work from home. How could I approach my supervisor about this alternative schedule? I wanted to propose that I could work during the evenings as well (I have a flexible schedule)— should I incorporate this into my pitch as well?

You can certainly try, but be prepared for a no. Working from home is often a harder sell for interns, who usually don’t have the same level of trust built up that someone in a higher level role would. Working from home is often seen as a privilege that’s earned or that’s given because the company needs to offer it in order to attract talent, so it’s less likely to come up for internships, especially in an office where it sounds like telecommuting is for occasional use rather than a regular thing. Plus, your manager may feel that part of the point of the internship is for you to learn the sorts of things that you pick up from actually being in the office interacting with people.

That said, you could trying framing it as a concession for the work turning out so differently than how it was sold to you. For example: “I was expecting that my role would be more X and Y, like we talked about in my interview, and wasn’t expecting it to be so data-entry-heavy. Do you expect the work to remain like this for the remainder of my internship?” If the answer is yes, you could then say, “I was hoping for a different answer, but I understand that this is what you need me to focus on. But given that the role is different from the one we originally talked about, I wonder if you’d be willing to allow me to telecommute for all or some of my hours each week?”

But again, it’s a hard sell as an intern. Not the outrageous-to-even-ask type of hard sell, but the type where it might just be a no-go for them.

4. I don’t want to train a new coworker who didn’t meet the requirements for the job

How do you handle a new coworker hired when you were out on a leave of absence and who did not meet the requirements for the position, the position being the same grade as I am? Upon my return, I am expected to train this person. If the new hire is hired at the same grade, shouldn’t she have the experience it requires? Am I being too emotional about this?

Probably, if it’s really bothering you. It’s pretty common to be asked to train new coworkers who are doing the same work as you. I’d reserve judgment until you have more exposure to her work. It’s possible that she was a good hire for reasons you’re not yet able to see. Or, maybe she’s a terrible hire, in which case your manager made a mistake. But that’s no reason not to make a good faith effort to train her or to seethe over it. If she’s not picking up on the work, it should become clear soon enough.

5. Listing title changes on my resume

I’ve been at a company for four years now and I am looking to move on. Since being there, my title has changed about four times, not necessarily for promotions, although I have had them, but as part of restructures and re-branding initiatives within the firm. I have steadily progressed and taken on more responsibility and duties but my job titles have never correlated with these duties or my increases in pay. What on earth do I put on my resume? Just my most recent title?

Nope, put all the titles you’ve had there. You could list it like this:

Chocolate Teapots Ltd., March 2011 – present
teapot director, March 2014 – present
spout manager, August 2012 – March 2014
senior teapot coordinator, January 2012 – August 2012
tea drinker, March 2011 – December 2011
* accomplishment
* accomplishment
* accomplishment