Frequently Asked Career Questions Answered By Jack Kelly

We are always happy to help offer advice, guidance and counsel to people who are interviewing for a new job or seeking to advance in their careers.

Here are a few questions asked of us on and our answers.

Please feel free to submit your career, job search, and related questions to Christine Moukazis, Editor of ComplianceX, at (WeCruitr is a new start-up we founded—please check it out!) and we’d be happy to help you.

***Also, visit our career section on ComplianceX and Jack Kelly’s Forbes articles for additional advice.

Should I contact the interviewer about my interview even after they’ve turned me down?

Usually, after an applicant is turned down, it is considered bad form to then contact the interviewer. However, if the interviewer/manager did not offer any meaningful feedback or constructive criticism, it seems only fair that you should contact him/her and inquire as to the reasons why you were not selected.

When you get in touch with the interviewer, be polite and diplomatic. Inquire as to why you were not offered the job and  ask if they have any ideas on how you could improve your interviewing technique. If you get belligerent, defensive, or try to squeeze in a second chance interview, it could be very off-putting. Then, instead of gaining valuable insight, the hiring manager will cut you short and view you as a headache that they have luckily avoided hiring.

A good way to play this is to let the hiring manager know—via an email or phone call—that you appreciated their time, enjoyed the conversation, and would love to work for them and the company. Ask the hiring manager if another similar position arises in the future, could you try again or would they be comfortable recommending you for another role within the organization.  This way you leave on good terms and may have opened a door to possibly a better job with the company in the future.


What should I do to succeed in a corporate job?

Here is your game plan for corporate success:

  1. Make sure that you only accept a job that you like, have the appropriate skills and temperament for, and are passionate about.
  2. Arrive earlier in the morning before everyone else and stay until you’re one of the last ones there at night.
  3. Live and breath what you do for a living.
  4. Learn as much you possibly can about your job and the business you’re in.
  5. Seek out mentors to guide you.
  6. Find out what your boss wants, then exceed all of his/her expectations.
  7. Always show up to work hard.
  8. Even if you are tired, cranky, hungover, don’t show it.
  9. Give it 100% all the time.
  10. Come in happy, motivated, eager to get shit done.
  11. Stay far away from haters, rumor mongers, and losers.
  12. Treat the janitor and the CEO the same—always with respect and dignity.
  13. You’ll be cheated, taken advantage of, lied to, misled and treated horribly. Don’t let it break you. Harness that hate to push yourself forward.
  14. Never give up no matter what happens.
  15. If you have a better offer, don’t be afraid to take it.

If you like this advice, please let me know and I’ll be glad to keep adding to it!  


Do recruiters take pleasure in seeing the prospective employees suffer when waiting to be notified about their interview results?

Absolutely not!

You may not be aware of this, but recruiters at search firms are inextricably linked to their candidates. The vast amount of recruiters work on a contingency basis. This means that the recruiter only gets paid if their candidate accepts the job, starts working at the company, and remains there for a certain time period. If a recruiter’s candidate doesn’t get the job and the company either hires a person directly, obtains them from an internal referral, or ad response, he won’t get paid anything for all his time and efforts. Also, recruiters earn a placement fee, which is a percentage of the candidate’s first-year salary. The candidate never has to financially compensate their recruiter.

The recruiter/candidate relationship is built on mutually beneficial interests. They either fail or succeed together. There is no rational reason why a recruiter would enjoy seeing a job seeker suffer while waiting for results. The applicant, if working, can go back to their job if the feedback is not good and the don’t get the job. The recruiter will be just as anxious as the job seeker, but also bears the risk of not earning a fee if it doesn’t work out.

Internal corporate recruiters are also motivated to fill an empty seat with a candidate. If the job stays open for too long, their manager will be unhappy. The hiring manager with the job opening will be disappointed with the internal recruiter since it means extra work for them and their staff. Similar to outside recruiters, internal recruiters have a self interest in getting feedback to candidates and hiring them quickly to prove to everyone that they’re doing a good job. If they can’t fill openings in a timely manner, the internal recruiter won’t have a job for long.

Leave a Reply

%d bloggers like this: