Category Archives: CV writing

Resumes: Dazzling or dull?

Career coaches and search consultants spend inordinate amounts of time encouraging job seekers to dazzle and to stand out in the candidate crowd.   However there is one area when it’s OK to be the diamond in the rough,  unexciting and utilitarian, and when dull is completely OK if not advantageous.  That is in the context of CV formatting.

I mention this in every workshop I do, but I am pretty sure  as all the  sophisticated CVs flood into my inbox , that most don’t take this seriously ! Every job search tool box should include one CV in bog standard, Word format. In my whole, somewhat long career I have never heard anyone suggest that they are seeing a candidate exclusively because of a pretty looking or creatively designed resume.

Why?
Many large organisations retrieve candidates’  CVs from their data bases via  A.T.S. (Applicant Tracking Systems) or H.R.I.S.  (Human Resource Information Systems) which  strip resumes of formatting when the information is imported into their own systems.

Some ATS systems are sophisticated enough to complete this process without difficulty.  Others are not.  Very often recruiters have to copy/paste information from a CV,  into a client  template to forward to the HR or hiring manager.   I very often replicate contact details and if I have to retrieve those embedded in a header or  PDF format, that only takes time. Others dealing with hundreds of CVs per  day with a wide field of candidates,  have the luxury of not needing to be vigilant.

Additionally, many companies have rigorous anti-virus software  which are especially punitive of attachments. I had one client who failed to get any  CVs I had sent  in connection with a search for an International Tax Specialist position. We found out that their firewall blocked all mails and documents which included the letters  “cialis”  (a male drug).

PDF
In general,  although very popular PDF format is not advisable because it’s quite often incompatible with some systems which require additional software to convert back to Word,  or to align with their own company templates.  Candidates use PDF because they fear that their CV will be modified. Honestly – no one has time and if it is tweaked it’s usually for their benefit.  Other  bells and whistles which may also cause your CV to slither into the ether are:  graphics  (tables, charts) section divides, columns and even photos.

Think small
Importantly,  most CVs are now read on a screen,   frequently a phone, tablet, or  laptop,  not even a full size desk top.  It’s important that your CV, particularly the top half of Page 1 is very clear and where the punch is packed.  Even then, the reader might be accessing it via a preview or cached version when complex formatting will not produce the best results.

If you do have a story to tell that requires a sexier look or illustrates a more creative side of your personality or career, fear not you still have a number of options.

  • Include your LinkedIn url and use the slide share function in your profile
  • Add a hyper link to your website
  • Take a hard copy of your fancy CV with you to the interview

The most important goal is for your resume to be easily retrievable. This is when dull not dazzling works in your favour.  Resumes don’t get you jobs – interviews do and  what you need is the opportunity to shine in person.

Job search: Are you missing in action?

Off the radar

Getting on the job search radar!
I have spent the past week with two different women, of two different ages. Their backgrounds could not be further apart. One is a young graduate, seeking entry-level employment, the other a woman in her 40s, with extensive supply chain and procurement experience, as well as an MBA. She has taken an eight year parenting break, relocated internationally with her husband and is now dealing with the inevitable challenge of explaining motherhood and her CV gap.

Both want to enter the workplace. Both are struggling. Both are drifting off the job search track and are M.I.A. Despite feeling they had nothing in common, even just idle chat reveals the numerous common elements. Not only were they simply failing to get the jobs they wanted ( when they could even find a job they were interested in) they were receiving no response to their CVs, sometimes not even a rejection letter.

Back on track
All job search candidates regardless of age, gender or time in life need to have some basics in place, so here are some easy tips to get back on track:

  •  Identify and articulate transferable skills. It doesn’t matter how you do this but this is a critical exercise, taking time and thought. I repeat my mantra – if you don’t know what you’re good at, how do you expect anyone else to know? Recruiters and hiring managers are not telepathic and don’t have the time to drag it out of you.
  •  This basic but critical exercise leads to the creation of an effective mission statement and elevator sounds bites. CVs should stop disappearing into cyber space and interview performance will be strengthened. If there is any hesitation in delivering your USPs – practise and practise again!
  •   Establish and develop a professional online presence. This is vital for anyone, male or female, young or old, entry-level or transitioning. Failure to do this is tantamount to professional suicide. The entry-level woman had received no advice from her university careers advisor to create this type of profile, which in my view is a scandal in itself! Careers advisors – read my open letter! The older candidate needs to resurrect and tap into her existing network from her days as a professional woman and connect with them virtually on platforms which simply did not exist when she was in the workplace ( LinkedIn, Twitter, Google +) This small step shows you care about your professional image and that you are current in your approach. Your LinkedIn profile url can also be used in an email signature or on other online profiles as a way of extending the reach of your CV.
  •  Create a modern CV with targeted keyword usage. Their current versions are probably not getting past ATS ( Applicant Tracking Systems) or coming to the attention of recruitment sourcers. 97% of CVs, it is maintained, are not read by a human eye! Once again this could account for a failure to obtain an even a first interview.
  •  Most jobs (estimated at 85%) are not advertised. Creating a strong online presence and strengthening a personal brand will drive traffic to your professional profile. It’s no longer about looking for a job – it’s also about raising visibility to ensure you are found. Many jobs are also only advertised on LinkedIn.
  •  There is no substitute for strategic networking at any age and stage. No matter how young you are, or how long it’s been since you were in the workplace, we are all connected to someone! Have some simple, but good quality business cards printed – you never know when you need them! Connect and re-connect. Join networking groups and professional bodies especially if any membership has lapsed during a career break.
  •  Be active. Inactivity is not just a barrier to getting top jobs, it’s a barrier to getting any job! It’s also a great way to beat negative thinking, and maintaining your confidence, vital in job search. It also gives you data to monitor, from which you can make any changes to your job seeking strategy.
  •   Tweak those strategies . Don’t panic and especially don’t be afraid to change. Nothing is set in stone and what works in one set of circumstances may sink like a lead balloon in another! Be flexible

But most importantly never give up. The estimated time to get a job is reported to be on average a minimum of 7 months currently. If you carry on struggling – seek professional help. It will be worth it in the long-term!

Good luck!

When length matters

CVs: One page or two?

“The golden rule is that there are no golden rules.” said Mr George Bernard Shaw and nowhere is this more applicable than the job search sector when it comes to CV creation. We loves rules. The sector is heavily populated with books, articles and blogs dealing in absolutes, usually including “always”, ” never” and ” how to” tips. Many people invent these rules, some globally famous, some only famous in their own coffee breaks. Large numbers of rules fizzle out just as soon as they are created, others endure from one decade to another.

Technological change
Back in the day, a hard copy CV was the norm. Today, as the triage of candidate applications increasingly uses sophisticated technology and software, new guidelines are required for job seekers, as old assumptions become outdated. When there is human interaction most of the golden oldie rules are clearly still valid. Although times and technology may change, generally people don’t, so strong basics will always have relevance. Now job search needs to be strategic and flexible and each situation viewed on its merits. That’s why it’s called job search strategy! This doesn’t make the job seekers task any easier, because the answer to any situational question will frequently be “it depends on the circumstances”.

Ideal length
One of the most hotly debated questions is on the ideal length of a CV. That also depends! The two most common situations that job seekers will encounter with regard to their CV are: uploading it electronically on to a company data base, or sending it by email to a central HR department, where it will be subsequently uploaded. At some later time, your opus will eventually be screened by ATS , before a human being ever claps an eye on it. Here keyword-searchable content is mandatory to avoid slipping into, and remaining in, resumé oblivion. The second occasion will be where a CV is emailed or given (printed) to a known contact.

One page CVs
For many years having a one page CV in one’s portfolio was considered to be the major weapon in the arsenal. Where this rule came from I have no idea, but I see many people reducing text to size 8 font and eliminating all margins to cram their career content onto 1 page of A4. Today, when most resumés are read on a screen (even a phone) and are uploaded onto company databases and accessed by keyword searches, resume length takes on a new significance. Short in these cases may not actually be sweet.

Much confusion can be eliminated with a clear understanding that the purpose of a resume is generally considered to be the instrument necessary secure an interview or meeting. The purpose of a meeting is to get the job.

Entry level
This poor group is possibly the most beleaguered of all. College and MBA graduates are very often counselled to ensure their CVs are one page only. This definitely depends. Many individuals in this demographic have significant achievements, have worked in multiple internships or volunteer roles, have gained international scholarships, travelled globally and excelled in extra curricular activities. Those success stories are all worthy of succinct mention with metrics, so don’t worry about spilling over into two pages. However, beware, this is not to be confused with listing mundane activities by rote.

In his new resumé, a client detailed the metrics of a student bar/restaurant job, specifying the nightly headcount, staff managed and the number of covers served per sitting. They were extremely high and it takes special skills to deal with that kind of volume. Sufficiently impressed, a hospitality management company called him for interview and offered him a job. The hiring manager factored that experience into the decision-making process. I have also coached entry-level candidates who have represented their countries on national junior teams or started their own businesses, some with pretty good turnover. They are worthy achievements and speak volumes about their talents, discipline, commitment and energy.

A couple of weeks ago I emailed Lee Cooper , author of the Recruiters Little Black Book who has also penned his own thoughts on the subject. He told me he believed that a one page CV involves a risk ” .. you end up being considered as lacking in experience / content / depth”

Two pages
For most of the job seeking population a two-page resume would be considered to be a good average in which to show case any skills and achievements. Everyone should be able to do this and the discipline will encourage focused thinking. There should be no need to pad a resumé out with extraneous and repetitive vocabulary. Font size should be 11/12 points, with adequate margins to create enough white space to make it readable. Recruiters take on average 15 seconds read a resumé and focus on the mission statement (quite different from the old-school personal objective) for an estimated 8 seconds.

What about longer?
Some C level executives at the highest levels, worry that two pages may not contain enough information to fully detail an extended career history. Once again this will depend on the circumstances. If the search to fill the position is being managed by an executive search consultant, a two page resumé would be best to score the initial interview. Following that , the executive search consultant will write an extensive brief for the client, based on one or even more detailed interviews and perhaps psychometric testing. However, if the candidate has been approached directly via a contact in his/her network, with a face to face meeting as the first step, then a lengthier CV may be completely acceptable. Clare Ireland, Senior Partner at Hansar International suggests ” .. at a senior level, with some highly complex especially technical careers, a more detailed CV can be helpful.”

In general , the best advice I can give is to assess each situation on an individual basis … not forgetting the real basics: no typos and no lies! And in the words of the wise “A few strong instincts and a few plain rules suffice us” Ralph Waldo Emerson

With special thanks to Anne Perschel, Lise Moen, Wally Bock and Tanveer Naseer. Sages all!

A plea! Keep job profiles real!

Lost in translation
As both an executive search professional and a career coach, I am frequently bemused how hiring managers and job seekers fail to communicate with each other and misunderstand or even misrepresent themselves in the process. I’m very mindful there is a strong sales role involved, with both parties wanting to present themselves in a positive light, but sometimes things are taken too far. The end result is ill feeling, frustration and lost time for everyone involved in the process. Nowhere is this clearer than in the preparation of, and response to, the job profile.

Over qualification
For the hiring manager the seniority and level of a team can be an in-house status symbol. This is why on some occasions the academic requirements demanded for some positions, would ordinarily be sufficient to split the atom or find a cure for cancer or HIV. MBAs are not essential for all openings! If we are absolutely honest, a number of jobs don’t even require a degree, let alone any post grad qualifications. Provided that literacy, numeracy and social skills are in place as well as any relevant professional experience, the university of life would be just fine. Heaven forbid if the Receptionist should look for a financial instrument in a tool box.

Misnomers
We also have zany, inaccurate or simply incomprehensible job titles, which switch from time to time because they are closely linked to trending buzz words. Some of these are meant to be fun or to give lower level jobs some clout, but they can be misleading. Gallerista (art sales) Head of People or People Officer, ( sounds like something from the Red Army), Nail Technician ( carpenter or beautician?), Strategic Focus Specialist ( thought strategy was focused) , Head of Culture, Bakist (cake maker?) Certified Scrum Master ( rugby team coach?) Managing Co-Ordinator (seems to be a misnomer – do they co-ordinate or manage?) or any bizarre combinations of technician, engineer, specialist, consultant, executive or other words with the ” ist” suffix.

Experience
The same can be said for years and type of experience required. Sometimes I see profiles asking for experience levels which when totalled, would cumulatively take even entry-level candidates to retirement age. Or demanding experience in certain technologies which have only been around for less than the time period required (10 years in social media, some softwares) The reverse also applies, I see ads for experienced interns! Isn’t the whole point of an internship – to gain experience?

Old jokes
There are also all the old recruitment jokes about hiring speak:
fast paced environment = no time to train you.
ability to handle heavy workload = You whine, you’re fired.
some overtime required = some time tonight and in fact, some time every night
flexible compensation package = sometimes we pay you, sometimes we don’t
high level of travel = family life will become a distant memory

Candidates need to get it right too
But the converse can be said for candidates. I posted an ad earlier in the year which clearly stated “fluency in German essential” After being inundated with applications from all corners of the world where the candidates clearly didn’t know a brockwurst from a bratwurst I had to add ” fluency in German mandatory. I will be unable to respond to candidates not meeting this requirement” which did seem a bit rude. Or there was the “social media genius” with 10 LinkedIn connections and 5 tweets to his name, applying for a position as a Social Media Consultant. This is one reason that so many CVs drift into cyber space – they are not on target!

So why don’t we all make life easier for ourselves and just tell it how it really is!

What do you think? Add any crazy things you’ve seen! A prize for the most obscure or off beat!

Visumés: The new way forward

PLEASE NOOOOO!!

Many people have talked about the concept of the visumé and their almost certain roles in our futures. Well, I was sent my first one yesterday and I have to tell you, that thought fills me with total horror.

As a coach, I can see they might have potential. The exercise would give individuals the motivation to focus on the content of their mission statement and USPs, as well as to the opportunity to perfect the delivery of their elevator sound bites to camera. It would certainly make any job seeker stand out if done professionally. As a recruiter, the thought of sifting through hundreds of 3 minute You Tube type presentations, delivered by what look like robotic newscasters of the lowest calibre, or possibly worse still the swaggering arrogance of Apprentice wannabes (see below), would frankly be intolerable.

So is this just my narrow-minded European view? Am I being a reticent Brit who sits there cringing through webinars and promotional clips from even quite highly regarded and rated amateurs? I decided to ask some contacts in the US, the home of “Show and Tell”, to let me know exactly what their thoughts are on the other side of the world.

Think hard
Jacqui Barrett-Poindexter, Career Strategist at Career Trend suggests ” before stepping into the abyss of creative resume production, consider the goal of a resume: to hook the audience for further conversation (aka, the interview). As such, the buyer of your product initially is less interested in clicking on a 2-3 minute video and more interested in quickly absorbing your message through a glimpse of your written resume story.”

Professional
So to get past people like me  if you are going to do it – it has to be done well.  Creating a video resume  will mean more than sitting on a sofa, in front of a web cam in your living room and reading your CV.  But as interactive on-line video resumés become more commonplace,   I anticipate (dread?) a time when candidates will,  as part of their job seeking  and brand management strategies,  start crafting an on-line video presence to add to their search portfolios. 

There are also some basic operational issues as Jacqui mentions “ the viewer is required not only load up a video (and not all computer and smart phone systems will easily load up your video, causing frustration), but to listen and watch for 1-3+ minutes, versus an initial 15-30 second scan of a written resume. Most hiring and recruiting decision-makers I network with still prefer the written resume vs. a video for the initial touch point.

Performance
When you send or upload a CV or deliver your sales pitch,  the recipient reads your message before he or she hears it or sees it. With a visumé , you are essentially skipping the early parts of the process which are part of the job seeking building blocks and going straight for an audition. Julia Erickson, Career Expert at Careerealism.com, suggests that this is “actually not a resume at all, it’s a performance where you are attempting to show your personality as one the employer would like. So even if you have the qualifications, if the person watching the visume doesn’t like you or how you look or what you’re wearing, you won’t get an interview. “.

Image
There are advantages to both search strategies, if you are actually a skilled presenter. But as I know from my days of working in corporate HR for a major British TV company, working to camera goes one step beyond normal presentation skills and even the best presenters need on-camera training, with additional focus on image: clothes, hair, make up (even the men) and body language, more so than in an ordinary interview. Dan Harris’s sunglasses on his head are a definite NO!

Julia adds ” It’s been fascinating to watch some of the video resumes on-line and it confirms my opinion about them. It is even tougher to produce than a regular resume. If you are not using a professional videographer, you can make a mess. Vault.com is promoting them to a certain extent; they have a YouTube “primer” on how to make one that contains very basic tips. If you spend some money, you probably could get a video resume that was OK – if you want one

Across the Atlantic divide we agreed wholeheartedly, that as video is not an interactive medium, any personal chemistry is removed and there is no opportunity to respond to any body language or obviously questions. The candidate’s performance is generic and static, but each viewer will have a different perception of the delivery and you will not be there to engage.

Visual Resumés
Visumés are not to be confused with visual resumés. LinkedIn is a visual resumé site and I also have many clients who have added visual resumés to their own web site with great success. Julie cautions ” The important thing is to make your paper resume consistent with your virtual/visual resumes. All the information needs to be the same“.

Both sides of the pond also agreed that a Visual CV would never be used to replace a paper one especially when organisations have their own software application methods. Anything that creates extra work for hard pressed hiring or recruiting managers puts the candidates at risk. If you do go that route Julie recommends 2 sites : “Slideshare allows you to create a visual CV, and VizualResume that put your basic information into a jazzed up format”.

Visumés and VisualCVs allows candidates to give employers a look at your work product or portfolio, so as part of a wider approach they can certainly add value. They can also be added to a LinkedIn profile or website to enhance any job search strategy.

The general intercontinental consensus is that to rely exclusively on a Visumé as the only tool in your job search box would be high risk – unless of course, you are looking for an opportunity on television.

Special thanks for great insights to :
Jacqui Barrett-Poindexter, MRW, CPRW, CEIP, Chief Career Writer and Owner – CareerTrend
Julia Erickson: Career Expert at Careerealism.com http://julieannerickson.blogspot.com/ http://twitter.com/juliaerickson

Living in the shadow of your own resume

Are you what it says on the tin?

I received a CV from a candidate ( let’s call him John). My eyes lit up. A complex search had just become much easier. His CV was powerful, positive, succinct. But unhappily John was not. His responses ranged from arrogant and overbearing to hesitant, unclear and evasive. If his resume had not been on my screen I would have had no idea what John did. Who was this person?

Many candidates suffer from  what I call Resume Shadow Syndrome. This is when a CV is stronger than the candidate’s personal presentation of themselves, whether in person or on the phone. They therefore live in the shadow of their own resume. This means that they will be called for interviews or contacted by telephone, but will either come unravelled at the first screening stage, or the face to face interview. Basically for different reasons, they don’t own their message.

No quick fixes
They believe that having a strong CV is the magic carpet solution to career change, where they can float over the whole process, preferably at speed. In fact constructing a strong resume is probably only the 3rd or even 4th step in a building block process to success and by leap frogging all the basics they crash and burn. It’s like thinking you can tackle black ski runs because you have bought top class equipment and look good. Not happening. Or finding out from the small print that the “top quality fresh ” product is full of dubious additives and unpronounceable, 10 syllable chemicals.

Why is this so important?
Having a powerful CV is only part of the job search process and although it will open doors, it won’t get you the job! It’s only part of communicating your message (brand) so that people hear you! If you are not connected to your own message and you are not what it says on the tin, then you’re in trouble.

What can go wrong?

No self insight: The CV has been prepared with professional help but with insufficient time on core “discovery” work and follow-up. You have to do basic discovery work and spend some time reflecting on your achievements and skills. If candidates don’t really know themselves, how can they expect other people, who don’t know them at all, to glean any understanding of them.

Poor delivery : The message might look good on paper but it has not been converted into an elevator pitch or soundbites. Not enough practise! Laziness, ignorance or arrogance – or a combination of all three

Poor first impression. Body language, general appearance and demeanour are incorrect or inappropriate.

Insufficient preparation. No research is carried out on the companies and individuals involved in the process. Most companies make it easy for you to learn about them on their website and LinkedIn. Use Google! Even if it’s not an interview, but just a networking session or an informal chat, make sure that you know who will be involved in the process and practise your elevator speech.

Inferior content : Be concise, precise and relevant in your delivery with crisp presentation to avoid detailed questioning, because your point is fuzzy. See point on preparation, research and practise. Understanding your core mission statement and practising the delivery of your message , over and over again if necessary, is key here. Don’t expect it to be alright on the day. Even confident people get nervous and forget things. Be direct and professional in terms of language and topics covered. Interviewers don’t want to know about your kids sports games – unless you are asked.

Fuzzy : Be honest and don’t exaggerate or evade. Skilled interviewers can detect spin or lies instantly and will pick at it until the truth is out. You want to avoid the ” Let’s go back to…” unless it’s a major achievement and even then you should have sold that thoroughly. Fuzziness creates doubts. If there are real doubts – you will be cut.

Negativity : Be positive – don’t run your ex company or colleagues down. It’s a small world and you never know who knows whom. If you do that about one company you could well do it for the hiring manager and organisation.

Anyone who thinks because they have one strong document they can short-circuit running the hard yards can be in for a serious wake up call. You have to be who you say you are on the tin!

Just make sure you are a brand and not a white label!

Red Alert Resumés


I’m going to come clean. I hate functional CVs. With a passion.

As someone who reads possibly hundreds of CVs a week, there is nothing more frustrating than reading a list of qualities and so called achievements and still having very little idea of what the candidate did, does now and where he/she did or didn’t do, what they claim they could do in the future. See how confusing it is?

Smoke screens
The notion of a functional CV seems to be put forward by career columnists and consultants who no longer work , or have never worked, in search and recruitment. Ironically what totally functional resumes do is send out an immediate red flag alert to any savvy recruiter that something isn’t aligned with the required job profile. Functional CVs are in effect a smoke screen. They are a band -aid thought up to help candidates feel better, without necessarily producing better results.

Functional CVs take time to figure out and most recruiters do not have the time to work anything out at all. Those abstract ideas included in a functional CV are supposed to supplement content not distract from it, or worse still , replace it. We want ” eureka” , not head scratching moments. No content at all will almost certainly mean hitting the reject pile.

Functional CVs are based on self assessment. To give them any meaning metrics are needed. “Strongly entrepreneurial ” could mean anything from running a garage sale , to your own business. Turnover figures and market demographics are needed. So why not say you ran your own business with dates and figures and save everyone a lot of time. “Financial acumen ” is another one I frequently see. If this acumen is gained in a Fortune 500 company, or as a School Treasurer with a budget of millions of Euros, then that sends out a different message to managing a lunch group with a budget of several hundred, kept in a tatty envelope in a desk drawer.

Context matters

Functional CVs send out the following possible messages:
• There could be a lack of required experience or gaps in a CV ( including time off for parenting)
• There has maybe been some job hopping
• There has possibly been a termination ( firing or redundancy)
• There could be unrelated work experiences
• There are possibly skills acquired outside the workplace rather than in it: volunteer work or social or sporting activities
• Most recent work experience is not relevant to the job, but past experience is
• There perhaps has been a period of self-employment , freelancing or consulting
• There are concerns about age at both ends of the spectrum

Identifying transferrable skills plays a key part in the creation of a powerful resume. For me, their rightful place is in a strong mission statement, which is a quick snap shot of your skills and achievements. But they do need to be put into context, with a clear career chronology and details of your educational and personal development background. One line manager I dealt with recently almost binned the functional CV of a potential candidate because he thought it was a long ( and very boring) cover letter, not a resume!

Camouflaging
The antennae of any experienced recruiter are finely attuned to identify immediately the lengths anyone might go to hide their concerns. Elaborate camouflage techniques can jeopardize chances of being selected for interview, just as surely as a straightforward explanation of your circumstances and the actions you have taken to deal with them. Understanding those challenges and gaining insight into yourself and the skills that were required to overcome them will prove to be vital, not just in the creation of a resume but in the interview process.

Being up front can help

If you lost your job last year – say so. Lots of people did. If you retrained, attended courses and volunteered that sends an important message about how you responded to the challenge.

If you took time out to raise a family – say so . What you did during that period to stay professionally connected will show.

If you have been fired – don’t say so, but be prepared to offer a constructive explanation. If you have been fired repeatedly, then some self-examination or professional support would seem imperative.

Avoid the use of the word ”problems”. Of any kind. Recruiters home in on that word and then avoid it like the plague.

If you have relevant experience early in your career you might need a refresher course or to completely re-train. Do it and then say so!

If you are in a certain age demographic, then I agree , don’t put your date of birth, simply because you maybe cut by ATS. But do make every effort to be up to date and current – and say so.

If you are young and trying to demonstrate potential and have very specific achievements which you can highlight with metrics. Say so.

If you freelanced, set up your own business or consulted – say so. That requires very different skills to being a full time employee. What are those skills? Share them.

So on balance, is it really best to deal with any issues up front and early?

I think so.