From the Northeastern Section of the ACS, focusing on career management and development

December 2021
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Transparency in your job club, buddy system or network
Filed under: Interviewing, Position Searching, Networking, Mentoring, First Year on Job, Recruiters, Mature professionals, Technicians
Posted by: site admin @ 8:58 am

Let’s be real, “Job clubs,” “buddy systems,” ‘social
,” and “networking” are terms relating to
similar functions in a job search.  They focus on
the FOUR I’S–
  interviews and
the emerging fourth, ‘internet presence (texting,
etc–. one-to-one, one-to-many, many-to-one).’

Recently, a person asked if she should share all
her job leads with her job-club, buddy-system,
network [you put in the term…].  “My boyfriend
doesn’t think I should, as it will bring in more
competition for the opening.” 

My response was:  whatever you do will come
back to help or “haunt you”.  If you really do want
to network with integrity, share the job leads.  Help
each other make the best impressions.  Share what
you learn so that each person can benefit.  Employment
these days seems more fluid, and it means more than
just going with the flow.  Recognize:

Not every position is right for you.  Location,
travel and time requirements, responsibilities,
skills required, etc.

You are not the best person for every position.
While you will learn new things, it is equally
important to be challenged and find satisfaction.

You cannot possibly apply for every opening.  As
well, consider narrowing down what you seek in
a position.

Personality fit, commitment and adapting to
circumstances and needs stand out as behaviors
that lead to success early in one’s career.

Chandlee Bryan emphasizes five strategies.
Please let me “tweak” them–

1  Be selective in friends and colleagues in your
network.  It is not as important to have many
names, as it is dependable friends who you can
help.  This highlights “Choosing as a skill.”

2. Be a good friend by responding promptly
and studying different segments of the job
.  (Each of you do not have to replicate
the same elements.)

3. Be meaningful by reviewing each others’
documents, offering suggestions and offering
ideas on questions and situations.  Share
mentors viewpoints.

4. Be Observant on each others’ small things.
Help make each opportunity lead to new ideas
and new successes.

5. Be open and transparent about your goals and
aspirations, as they will be similar and different from
others.  Share your evolving needs, desires and

Now, another person then asked what should be done
in the circumstance that a member of her network
got a call back from a screening interview.  In the
call back, the interviewer seemed short, demanded
responses without hesitation, and pushed for
specific commitments.  This seemed like it was
a ‘bruising’ way to attract a candidate.  It may have
been a “stress interview” revealing how the
candidate deals with stress from a higher up or

Think about tactics you might use to defuse the
situation.  Learn about what specifically his needs
and time constraints were.  Explore items you, the
interviewee,  seek in a professional and well
articulated manner.  Share this with your network and
use this one call back interview as a lesson for all.


2 Responses to “Transparency in your job club, buddy system or network”

  1. site admin Says:

    Interesting note on the person who was called
    back after her screening interview: she provided
    incomplete, incorrect and misleading information
    on her application.

    This was despite being the first choice during

    She had moved into the state where she attended
    school within the last 4 years and had not changed
    her drivers license. This being so. She probably
    incorrectly listed items on various forms.

    Remember after you graduate you are no longer a
    student. So, after you graduate you need to
    consider residency regulations. In her case, the
    prospective employer might have been concerned
    that she would not stay on the job after the initial

    The application call back, after she was offered
    the job, not only asked her to correct the residency
    and licensing issues, but also for the third time
    asked if she understood and could work later hours
    and on weekends.

    They were concerned about how long she
    might stay after the training program she
    would be provided.
  2. site admin Says:

    The story goes on.

    The person started working in the role, but decided after
    one week that it was not what she wanted. It was 90%
    desk and computer input position. She decided to offer
    her resignation.

    The younger generation who has fewer constraints
    seems to feel this is their prerogative. Earlier generations
    and people in mid-career might stay longer in the role
    to see if it can improve and they can adapt.

    Should she list this company on her resume…working
    there less than a month?

    Will this affect he winning other interviews or job offers?

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