Don't count out a company that's firing - they may be hiring

By Joyce Lain Kennedy Workplace Q&A | Tribune Media Services

DEAR JOYCE: I’ve read that you should not pass over companies that are terminating people, because they just might hire you. True or false? - M.D.V.

True. Career pros have long recognized this apparent contradiction. A few reasons for this dichotomy:A company is downsizing some departments and booming with others.

• A company is relocating facilities and needs to replace employees who aren’t moving.
• A company is updating with new technology and requires a new workforce that can handle the transformation.
• A company is using the economy as a cover story to ditch high earners and bring less expensive people on board.
• A company is trying to swap out mediocre workers with talented replacements.
• A company has goofed and dumped too many workers and now is faced with critical voids.

Do try to uncover the real reason for the fire-hire scenario before you sign on.

Voice mail a slippery slope DEAR JOYCE: In my job search, I call potential hiring authorities, but they don’t call me back. Maybe I shouldn’t leave a message. What do you think? – K.W.

Not leaving a message is one way to handle it. The catch is that if you hang up after too many calls recorded on caller I.D. technology, you’ll look like a stalker.

Among a number of ways to get someone to call you back, here’s one inspired by Barbara Bruno, a leading recruiting consultant writing in an industry trade publication, The Fordyce Letter. Bruno says to ask yourself how many voice mails from salespeople you return. OK, none. Instead, when you leave a voice mail, focus on the WIIFT (What’s In It For Them), explaining the benefit of them to calling you back:

“Hi, this is (name) at (phone number). I spoke with someone today who suggested we talk. When you call me back, make sure you tell whoever answers the phone to interrupt me no matter what I’m doing. I don’t want to miss your call or have you end up in my voice mail. I look forward to our conversation. Have a great day. Again, it’s (name) at (phone number).” A good impression is vital

DEAR JOYCE: How much value do you assign to making a good impression on the administrative staff before and after an interview? – U.B.

On a scale of 1 to 10, 15. Have you noticed how successful sales reps chat up secretaries and assistants as soon as they come through the door? They do it because they know that feedback from support personnel can influence a buying decision.

As career expert Rick Smith says: “Making a great impression on admin staff shows you value the team and will fit in. Making a bad impression will ensure that you are not asked back.”

Bump Ph.D. off resume? DEAR JOYCE: My daughter has a Ph.D. but no job. A fellow graduate did not put his Ph.D. on his resume and he did get a job. He suggests that she do the same thing. But aren’t there problems with denying one’s education? – H.G.

A doctorate is a dragon slayer in academia, research, consulting and other professional venues. But in the garden-variety workplace, a kingly education can backfire, causing individuals to be viewed as the epitome of being overqualified and elitist. That perception is why there are closet Ph.D.s whose educational attainment remains hidden for fear of joblessness.

Your daughter’s dilemma is complex. She is overdue for an appointment at her university’s career center. If she doesn’t get the help she needs there, or from her professors, she should use her research skills to uncover Ph.D. opportunities – such as those noted on Woodrow.org – before she chucks her wonderful education for a role in a nonacademic workplace.

Have a question: Contact Joyce Lain Kennedy at Jobs Today, The Los Angeles Times, P.O. Box 60164, Los Angeles, CA 90060-0164 or e-mail jlk@ sunfeatures.com.