Q: I've worked for my current employer for the past eight years as the controller. The company is under extreme financial strain and may not be able to overcome it. I would like to look for a new job, but people in the industry are close, and I do not want to let prospective employers know what is happening at my company. What should I say is my reason for leaving, and how do I keep my search confidential?

A: Because you're a controller, employers know you have financial information on your company. If you conduct a job search on the sly, they will know either that you disagree with management's current philosophy, have a sudden personality conflict with others, or suspect that the company is going under. If you value professionalism and your reputation, talk to your company's president about the situation and forecast the amount of time you think the company will be able to hold out. Then you can discuss what type of plans the company should make for possible severance packages and closing its doors to business. Leaving at the end without advance discussions with upper management will tarnish your credibility with all — current and future employers. Being forthright and honest is valued in any job, but in a management position, it is crucial to one's reputation. After eight years of serving the company, you may want to show respect for the company president and other management executives by not leaving at a time when you cannot be replaced.

Protocol and Manners Are Learned and Should Be Passed On

Q: I have 28 years of executive-level experience and have been on four interviews during the past three years. My sister also is interviewing at a management level and has had four interviews. In all instances, the interviewers have been in their late 20s or early 30s. Although both my sister and I received positive feedback from all the interviews, neither of us received letters or notices of any kind that others were hired. One person who raved about my résumé and even commented that I could do his job never called me, though he said he would, and never returned my phone calls. After leaving many messages, I finally received a letter saying someone else was hired. It's extremely rude, cruel and highly unprofessional to lead on applicants with praise and expectations of callbacks and then just blow them off. They have taken the time to show up and put forth the best they have to offer in face-to-face-interviews. When I have interviewed people and known they wouldn't be hired, I told them right then and there. If they had potential and I ended up not choosing them, I called them personally or, at the very least, sent personal letters thanking them for their time and letting them know other candidates were chosen for the positions. This trend of treating potential employees with disrespect should be dealt with.

A: Many people in their 20s and 30s are uncomfortable interviewing and hiring what they consider to be "older" employees. Different generations certainly exhibit differing levels of manners and customs, but the behavior that "older" people consider rude may be caused by lack of experience, lack of training or lack of knowledge. Direct and honest communication takes courage, confidence and maturity. As the work force ages, let's hope upper management trains less experienced employees for what seems obvious to others.

Please send your questions to: Lindsey Novak, c/o Creators Syndicate, 5777 W. Century Blvd., Suite 700, Los Angeles, CA 90045. E-mail her at LindseyNovak@yahoo.com, or visit her Web site at www.LindseyNovak.com. To find out more about Lindsey Novak and read features by other Creators Syndicate writers and cartoonists, visit the Creators Syndicate Web page at www.creators.com.

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