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Job Hunting: Don’t Chase Perfection

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Job Hunting: Don't Chase Perfection or the Ideal Job Pursuing an ideal job can feel like searching for the elusive “perfect soulmate,” a notion that can mislead and hinder job seekers. Believing in an ideal job can create unrealistic limitations, just as thinking there’s only one perfect romantic partner does.

Avoid the trap of believing in a perfect job, as this mindset leads to unrealistic expectations. Every job has its flaws and challenges. Instead of fixating on unattainable ideals, accept these imperfections and focus on overall job satisfaction and growth. This approach results in a more realistic and fulfilling career.

Rather than nitpicking job details—like thinking, “I like it, but it’s missing this one thing,” or “I love the job, but not the industry,” or “It’s perfect, but I won’t settle for less”—aim to strike a balance between being selective and overly demanding.

Idea for Impact: While it’s important to find a job that matches your values and goals, believing in a perfect job can hold you back. Differentiate between what you can negotiate and what’s non-negotiable. Set clear boundaries so you can focus on your “must-haves” and move from thinking to taking action.

Wondering what to read next?

  1. Job Interviewing #2: Interviewing with a Competitor of your Current Employer
  2. What’s Behind Your Desire to Job-Hunt and Jump Ship?
  3. Job-Hunting While Still Employed
  4. Before Jumping Ship, Consider This
  5. Don’t Use Personality Assessments to Sort the Talented from the Less Talented

The Myth of Passion

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The Myth of Passion at Work: Passion Can Burn Bright, but it's Fickle and Rarely Lasts A common piece of advice from successful folks is to “find your passion,” but that idea is misguided, as I’ve pointed out before. Sure, passion can burn bright, but it’s fickle and rarely lasts. The more you chase after it, the unhappier you become when your job isn’t perfect. An idealized version of work is hard to come by, and when reality doesn’t match up, disappointment kicks in, often leading to burnout. Plus, people driven by passion often struggle with repetitive tasks, seeing them as boring and resisting work that doesn’t fit their idea of passion.

Idea for Impact: The key to job satisfaction lies in finding work that is moderately challenging—difficult enough to engage you without being frustrating, yet not so easy that it becomes mind-numbing. Pick something you enjoy and that you’re decent at. Seriously, only a toddler expects to be keyed up all the time!

Wondering what to read next?

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  2. From Passion to Pragmatism: An Acceptable, Good Career
  3. “Follow Your Passion” Is Terrible Career Advice
  4. Before Jumping Ship, Consider This
  5. Don’t Use Personality Assessments to Sort the Talented from the Less Talented

Wouldn’t You Take a Pay Cut to Get a Better Job Title?

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Venture capitalist Ben Horowitz on giving employees ego-boosting new job titles to appease them for not receiving a promotion or a pay increase:

Marc Andreessen argues that people ask for many things from a company: salary, bonus, stock options, span of control, and titles. Of those, title is by far the cheapest, so it makes sense to give the highest titles possible… If it makes people feel better, let them feel better. Titles cost nothing. Better yet, when competing for new employees with other companies, using Andreessen’s method you can always outbid the competition in at least one dimension.

Millennials tend to consider work as the defining aspect of their identity (see Horowitz’s What You Do Is Who You Are (2019.)) Job titles aren’t just descriptors of what they do but a reflection of who they are—not just service technicians at an Apple Store, but Geniuses. A self-elevating job title helps them cling to the notion that work has meaning and, consequently, their work-lives make sense.

Moreover, since they’re experiencing more of their lives online than any generation before them, millennials tend to be conscious of their personal brands on social media. Being a ‘senior numbers ninja’ rather than a mere ‘cost accountant’ offers instant branding appeal.

Idea for Impact: However superficial they sound (“bogus grandeur,” I called them previously,) a fancy title could help you land a better position further down the line. Get creative with your job title even if you have to take a hit on your expected salary—it could pay off in the long term.

Wondering what to read next?

  1. I’m Not Impressed with Your Self-Elevating Job Title
  2. Not Everyone’s Chill About Tattoos and Body Art
  3. Job-Hunting While Still Employed
  4. What’s Next When You Get Snubbed for a Promotion
  5. Don’t Use Personality Assessments to Sort the Talented from the Less Talented

Why You Should Interview For a Job Even if You Don’t Want It

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When you’re uncertain about a position or the company that’s invited you, attend the interview anyway. Do your best. At the very least, it’s an excellent opportunity to practice your interviewing skills.

It’s good to endure the uneasiness—or panic—leading up to interviews. The more interview styles and settings, and the variety of interviewer personalities you’re exposed to, the more prepared you’ll be when you land that dream job interview. Presenting your best self in an interview is a rehearsed performance.

Better yet, any interview could open doors. You may discover details of a position, team, or company that you may end up liking. Job descriptions tend to be nondescript, and you don’t get a real sense of a role or a company until you’ve had a face-to-face or telephone conversation. Too, if you make a positive impression, the interviewer may refer you to another job opening that’s a better fit.

If the interview is definitely not what you were going for or if you have an attractive job offer lined up already, don’t waste your time—and the interviewer’s time.

Idea for Impact: Every interview could be worth your time, even if you don’t want the job.

Wondering what to read next?

  1. Job Interviewing #2: Interviewing with a Competitor of your Current Employer
  2. Job Hunting: Don’t Chase Perfection
  3. Job-Hunting While Still Employed
  4. Before Jumping Ship, Consider This
  5. Don’t Use Personality Assessments to Sort the Talented from the Less Talented

Not Everyone’s Chill About Tattoos and Body Art

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Over the last decade or so, body art has gained more acceptance as a form of personal expression—akin to clothing, jewelry, or hairstyle. Workplace attitudes toward body art have slowly shifted.

Certain trades—especially arts and media—value individuality, especially in creative roles. Visible tattoos and body piercings are common and acceptable. However, consulting, law, management, recruitment, and other “traditional” trades are likely to find body art less compliant with the industry norms. Having a tattoo can even be seen as unprofessional and defiant—even intimidating.

You have the right to express yourself as long as you are respecting the company’s norms

For some conservative people, visible art suggests that you may have a problem with authority. One study showed that tattooed people are perceived to be less honest, motivated, and intelligent.

At some workplaces, your insistence on leaving large earrings and nose piercings on or dressing in short sleeves that reveal your tattoos signals to that employer that you don’t care about norms. You may be judged as a willful person insistent on exerting your individuality rather than fit in and belong.

Your appearance and behavior are expected to reflect your workplace’s values and culture, particularly in customers’ presence.

Employers are free to impose dress codes and grooming guidelines. Discrimination law does apply to matters related to age, gender, sexual orientation, race, ethnicity, nationality, and religion—but not your sense of fashion.

Idea for Impact: Offensiveness is subjective, and everyone draws their lines differently

Don’t put yourself at a disadvantage. Consider the micro-cultural stereotypes concerning body art.

Seek a happy medium between personal style and dressing for work. Cover up and limit the number of visible piercings.

If you’re starting a new job and aren’t sure how body art will be perceived, consider a pilot. Instead of going “all in,” test the waters by displaying a little body art and see what sort of response you get.

Wondering what to read next?

  1. I’m Not Impressed with Your Self-Elevating Job Title
  2. Wouldn’t You Take a Pay Cut to Get a Better Job Title?
  3. Job-Hunting While Still Employed
  4. One of the Tests of Leadership is the Ability to Sniff out a Fire Quickly
  5. Five Questions to Spark Your Career Move

I’m Not Impressed with Your Self-Elevating Job Title

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Ben Horowitz of the venture capital firm Andreessen Horowitz discusses giving employees ego-boosting new job titles to appease them for not receiving a promotion or a pay increase:

Should your company make Vice President the top title or should you have Chief Marketing Officers, Chief Revenue Officers, Chief People Officer’s, and Chief Snack Officers? There are two schools of thought regarding this.

Marc Andreessen argues that people ask for many things from a company: salary, bonus, stock options, span of control, and titles. Of those, title is by far the cheapest, so it makes sense to give the highest titles possible… If it makes people feel better, let them feel better. Titles cost nothing. Better yet, when competing for new employees with other companies, using Andreessen’s method you can always outbid the competition in at least one dimension.

And, as a counterpoint, the pitfalls of job title inflation:

At Facebook, by contrast, Mark Zuckerberg… avoids accidentally giving new employees higher titles and positions than better performing existing employees. This boosts morale and increases fairness. Secondly, it forces all the managers of Facebook to deeply understand and internalize Facebook’s leveling system which serves the company extremely well in their own promotion and compensation processes. He also wants titles to be meaningful and reflect who has influence in the organization. As a company grows quickly, it’s important to provide organizational clarity wherever possible and that gets more difficult if there are 50 VPs and 10 Chiefs.

It’s become trendy to create and bandy about outlandish job titles and inflate career profiles.

I’m never impressed with self-elevating titles (e.g., Revenue Protection Officer for a Train Ticket Inspector, Director of First Impressions for a Receptionist) that make you sound like a pretentious, egotistical, and obnoxious person.

Your job title is supposed to help me understand what you do without having to open up the dictionary.

Yes, vague and puzzling job titles surface partly because the world is changing, and so are trades and occupations. Some new job titles are going to be needed.

But it’d be great if we could get by with a much smaller and simpler inventory of descriptive job titles.

Idea for Impact: Avoid bogus grandeur—challenge job title inflation. Don’t assign senior-sounding job titles to those with middle-ranking wages.

Wondering what to read next?

  1. Not Everyone’s Chill About Tattoos and Body Art
  2. Wouldn’t You Take a Pay Cut to Get a Better Job Title?
  3. Job-Hunting While Still Employed
  4. What’s Next When You Get Snubbed for a Promotion
  5. Don’t Use Personality Assessments to Sort the Talented from the Less Talented

Don’t Use Personality Assessments to Sort the Talented from the Less Talented

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Personality assessments have featured in personality development and career counseling for almost a century. Myers-Briggs Type Indicator (MBTI) and other tests form the basis for helping people deal with conflict, understand team interplay, outline career search, sharpen decision-making skills, and cope with stress.

Personality Assessments Cannot Predict Performance

Even as their use has grown significantly over the last two decades, personality assessments—including strengths inventories, and emotional intelligence assessments—have been criticized at length:

  • An individual’s personality cannot be summed up by a personality assessment. Individuality is described best by continuous (not discrete), normally-distributed attributes. For example, the MBTI Step I classification of individuals into 16 categories (or 4 dichotomies from Carl Jung‘s book Psychological Types (1921)) does not encapsulate the full range of personality variance.
  • An individual’s behavior cannot be limited to one side of a dichotomy. For instance, every person can be outgoing and assertive in the external world (extraversion,) while requiring time for some contemplation (introversion).
  • Many academic studies question the tests’ predictive validity and poor reliability. Moreover, personality assessments have poor test-retest consistency. Test takers have been shown to change at least one dichotomy when they take the MBTI Step I survey a second time.
  • Personality assessments can initiate confirmation bias (“Barnum Effect”)—the test scores are self-fulfilling because people tend to behave in ways that are predicted for them. In other words, a person who learns that he or she is “outgoing” according to MBTI may behave that way.
  • Personality tests are decidedly fakeable, especially when used to evaluate future career opportunities. All personality assessments are contingent on a degree of honesty, but MBTI test-takers are often motivated to match up to extraverted, sensing, thinking, and judging (ESTJ) proclivities in the modern organization.
  • Assessments are regularly offered as universally applicable. Not only do they tend to mirror the biases of the test developers, but also they are skewed in preference of the social groups the developer studied.

Personality Assessments are Starting Points for Change, Not a Predictor of the Outcome

Academics have long acknowledged the previously mentioned criticisms of personality assessments. They’ve argued fruitfully that many of the criticisms should be directed to how HR practitioners understand personality tests and use them in the development arena.

MBTI and many other personality assessments were never intended to sort the talented from the less talented. They are designed for the individual who takes the assessment, and not for the HR practitioner. In other words, personality assessments were designed to help individuals discover their underlying preferences regarding learning styles, problem-solving styles, self-awareness, ethical inclinations, emotional intelligence, and stress management.

Intended for Increasing Self-awareness, Not Appraisal

On the contrary, HR practitioners tend to interpret test scores speciously to gauge behavior, rather than as pointers of categorical preferences. Besides, HR practitioners often fail to factor in the test-takers’ past and current environmental influences.

And then there’s the risk of people being pigeonholed or pushed into a particular course regardless of his or her preferences. HR practitioners and career counsellors who put too much emphasis on personality assessments may compartmentalize people into rigid categories. This flies in the face of a central tenet of the MBTI premise—that individuals could choose to act against their preferred type if the occasion demands it. People’s attitudes and behaviors often change over time because of emotional experiences or socialization into specific work and social cultures.

Idea for Impact: Use Personality Assessments to Facilitate Self-Awareness, Not for Categorization or as Predictors of Achievement

If you’re a manager or a HR practitioner, don’t use personality assessments to categorize people or as predictors of achievement. Encourage people to take personality tests, but help them interpret these pieces of data about themselves—only they could make sense of test results in the context of their life history, social environment, and ambitions for career and life.

Before Jumping Ship, Consider This

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Dissatisfied with your job? Considering jumping ship? There’s no guarantee your next job will be any better. Many people who jump ship in frustration run into the same problems that were an obstacle with previous employers.

Consider working on a solution before trying to jump ship. Try to discuss your future with your boss.

  • Examine your motivations. Insist on realism. Do you have clear goals and priorities? Step back and assess what’s happening in your career journey. Don’t have unrealistic assumptions.
  • Start with a plan. What specifically are you seeking to make your job better? How can you get it? If you feel your career has become stagnant, realize that people who stay in one function or one industry may move up quickly in the beginning of their careers but often reach a ceiling later when they become too specialized.
  • Be brutally candid with yourself. Make sure you’re capable of handling the roles and responsibilities you’re seeking. Determine if they’re available.
  • Meet formally with your boss to discuss your plan. Take the initiative to lead the discussion; unlike at a performance review, here you drive the discussion.
  • During the meeting, ask your boss to evaluate your skills and your potential. Hear him out. Use active listening—repeat what he said to make sure you understand each other.
  • Give the boss your perspectives after hearing his. Don’t be confrontational. Try to cooperate. Think before you respond: reacting too quickly will set your boss on the defensive and guarantee an argument.
  • Once you’ve agreed upon a solution, do everything to progress it. Example: One woman wanted to be reassigned to her company’s trade sales unit. At her own initiative, she attended her industry’s trade shows, developed contacts, and learned what was necessary to succeed in sales and marketing.
  • Don’t expect quick action: changes take a little time. Perhaps you may be happier with a lateral move: many people think that careers should follow an upward trajectory. In fact, most jobs transitions don’t entail a promotion. Most successful careers involve a mix of lateral and upward movement.

Idea for Impact: Try to ask for honest feedback about what’s holding you back from a promotion. You’ll find it easier to tackle career frustrations in a familiar environment at your current employer rather than at a new company where you’ll be under pressure to learn the ropes and produce results quickly.

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  3. What Every Manager Should Know Why Generation Y Quits
  4. What’s Next When You Get Snubbed for a Promotion
  5. How to Improve Your Career Prospects During the COVID-19 Crisis

Job-Hunting While Still Employed

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Searching for a new job without revealing that you aren’t very pleased at your current job or getting fired can be a challenge. Here are four ways to job-hunt with caution.

  • Examine your motivations before job-hunting. Many people who jump ship in frustration run into the same problems that were an obstacle with previous employers. Try to ask for honest feedback about how you’re perceived by your managers and what’s holding you back from a promotion. You’ll find it easier to tackle career progression frustrations in a familiar environment at your current employer rather than at a new company where you’ll be under pressure to learn the ropes and produce results quickly.
  • Respect your employer’s time and resources. Don’t job-search on company time—your current job responsibilities are your priority. Looking for another position typically involves having to be away from your office for interviews; use your vacation days—not sick days—for job-searching and interviewing. Be careful about using your work computer to look up jobs, contact recruiters, or update your social-media presence.
  • Be tactful about whom you tell that you’re looking for another job. Even if you trust your coworkers, you can’t limit what they may share with others. Some of your coworkers may be ethically obligated to keep your boss and your company informed about any prospective changes in staffing or anything that might affect the organization’s goals. Be cautious about how you promote yourself on LinkedIn and job-search websites.
  • If you are offered a new job, be straight with everyone. Inform your boss immediately. Give as much notice as required, plan to tie up loose ends, and offer to help transition your responsibilities to a successor. Don’t be unreasonable in leveraging your new job offer to negotiate a counteroffer from your employer. Do your best to leave on the right note. Be consistent in what you tell different people about why you’re leaving. Do not burn bridges in the job-transition process.

Wondering what to read next?

  1. Job Interviewing #2: Interviewing with a Competitor of your Current Employer
  2. I’m Not Impressed with Your Self-Elevating Job Title
  3. Not Everyone’s Chill About Tattoos and Body Art
  4. What’s Next When You Get Snubbed for a Promotion
  5. Before Jumping Ship, Consider This

What’s Behind Your Desire to Job-Hunt and Jump Ship?

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The primary motivations for seeking a new job are a more enjoyable job, better compensation, and opportunities for career progression. Talent management firm Caliper’s analysis of exit interviews from 180 companies confirmed that the principal reason employees quit their jobs is a lack of personal fulfillment and the feeling of not being well matched to their jobs. 40% of exit interviews complained about poor advancement potential, insufficient recognition, and not being challenged on the job. Just 26% mentioned wages and 11% mentioned workplace conflict.

Examine Your Motivations Before Job-Hunting

Many people who jump ship in frustration run into the same problems that were an obstacle with their previous employers. So, if you’re considering a change and seeking a new job because you’re not moving forward at your current job, first get honest feedback about how you’re perceived by your managers: what do they think your strengths are, where you need to develop, and what’s holding you back? Without such feedback on your career challenges, you may run into the same problems at your new employer.

You’ll find it easier to tackle career progression frustrations at your current employer in a familiar environment rather than at a new company where you’ll be under pressure to learn the ropes, form new relationships, produce results quickly, and work with superiors who may be less forgiving. Indeed, many people who change jobs fail or flame out at their new employers and don’t meet their job-change objectives after two years. Their premature departures and undue job-hopping reflects negatively on their career progress.

When You Must Seek a New Job

By all means, explore the job market in pursuit of career advancement if,

  • you’ve been passed over many times and haven’t been told how you need to develop to move ahead, or
  • you’ve been locked into your current job because of a long-tenured manager and can’t find another position within the same employer.

Be discreet about whom you tell that you’re looking for another job. When you find a new job, inform your boss immediately, give as much notice as required, and offer to help transition your duties to a replacement. Don’t use your new job offer to try to negotiate a counteroffer from your employer.

Wondering what to read next?

  1. Job Interviewing #2: Interviewing with a Competitor of your Current Employer
  2. Job Hunting: Don’t Chase Perfection
  3. Job-Hunting While Still Employed
  4. Before Jumping Ship, Consider This
  5. Don’t Use Personality Assessments to Sort the Talented from the Less Talented