For many years, I worked directly with job seekers doing
case management, job development, and general helping of people so to speak.
Everyone had a story. Each customer came in with a different theory as to why
he was not employed. Some stories were great stories- passionate tales of true
crime, conspiracies, discrimination, missing skill sets, and the ever popular
blaming of congress. I have heard so
many, but why can’t some people get a job offer?
It doesn’t matter
what your position is at the One-Stop, everyone’s job is to help people become
employed. That means figuring out why someone can’t seem to get a job. The list
can be endless, but this feat usually requires detective work. The questions, the analytics, the labor
market information, could all be part of the equation in my calculation, but
nothing that I have ever done to figure people out has helped me as much as
having been part of hiring myself.
Since making the transition to middle management, I have been able to have some
say in who gets hired and who does not.
I have sat in on interviews that were disasters, fantastic, and even hysterical
comedies that could make great movies. Getting to make the decision or getting
to be part of the final decision has helped me understand fully why some people
are not getting job offers. I am not
talking about job retention here. I am just talking about the process of
applying and interviewing successfully.
My goal in this post is to beam that limited wisdom to the
folks that have to figure out the why in order to help someone. So here is my list of basics:
- Résumé- I have been called a résumé snob by co-workers, but let’s talk common sense. It doesn’t have to be the prettiest thing, but it has to make sense to me. What skills and experience does the candidate have that directly relates to the job? That means it needs to be targeted to meet the needs of employers. Is the résumé just a list of stuff or has the candidate actually achieved anything at that list of jobs? I don’t need a rock to sit in a chair. As an employer, I need a worker bee, a producer. Another point on the résumé. I shouldn’t read it and have more questions than answers. That is a red flag. Where has the candidate been for the missing years between 2002 and 2006? I see the dates of jobs overlap. Is the candidate confused or did he work more than one job at the same time?
- Job Application- In my company everyone fills out a formal job application after they have submitted a résumé and cover letter. I like to read line by line and compare it to the résumé. If it doesn’t match, the flag goes up the pole again. For example, on the résumé, it states that the candidate is attending the State University for a degree in Counseling. On the official legal job application, it states that the candidate attended the State University at some time, but is now attending Online University for a degree in Information Technology. Another thing (if hand written) is the application in poor handwriting? Is it legible? Does it say “see résumé” all over it?
- About Cover Letters/Thank You Notes- Yes I read them. In fact, with cover letters, I study them. Is the letter in business letter format? Is it unique or copied from a book? Is it actually addressed to my company or did the candidate accidentally forget to change the addressee’s information? Does it sell the candidate and make me want to talk to the person? Thank you notes. When I was working with job seekers, I used to get asked what was better- typewritten/emailed or hand written. In the world of everything is combo meal generic, I have learned that as an interviewer, I like the personal touch of a handwritten thank you note. Have I ever refused to hire someone that did not send a thank you note? No, but it’s like a cake without frosting. Something is missing and I am not sure what until I get a blob of butter crème. That just happens to be my preference. Not every interviewer likes the same kind of frosting.
- Interview- Just because I ask you standard questions, does not mean you memorize answers from a book. Do you have a personality? I am trying to figure that out. Robots are built and bought, not hired. What makes you the person you are? What about your experience up until now has brought you to interview with me? Don’t lie to me either. I can see through that. Even if it got by me in the interview, the person would not last very long because he would not be able to keep up the charade for long. Being arrogant will not get you hired, but lack of confidence will not get you hired either. Confidence, a positive attitude, sincerity, and a little humility are the winning combination. Crazy no-no’s: accepting the interview without knowing anything about the job or company, chewing gum, demanding relocation opportunities, interrogating the interviewer, and not dressing appropriately. I can see through it. I can also tell when you don’t have the skills you claim to have. I can test you if I want to. Another pet peeve is the answer to the question “Tell me about yourself.” Personal stuff doesn’t belong there. I don’t need to hear about marriage, divorce, parenthood, illness, injury, etc. Oh, and don’t turn on the water works. Crying will not get you the job.
After all the applications and interviewing, is over, it’s time to make a
decision. How are decisions made on who
I should pick? It is based on the company’s need, not the burning desire, or
hard luck story of the candidate. This
is the hard part for people to understand as job seekers. It’s not personal. Just because you didn’t get the job, doesn’t
mean I didn’t like you. There are many applicants that I liked. There are many
applicants that I have interviewed that I felt would be awesome additions to
the company, but not for the position that was open. So many times, I have
thought “if only there was an opening for a _____ instead.” Ultimately, my concern is my existing staff
and the performance of the team. There are many people that I have wanted to
hire, but may not have made the cultural fit too. As someone who manages staff performance, I
always have the concern that the dynamic of the team will change with the new
person and performance will drop.
Sometimes I learn that this position will not fit the long term goal of the
candidate, so I pass. Why should I hire someone that will be miserable and
ultimately leave?
With
that advice, I learn new things from people every day. Each time someone is
hired, it’s like being at the craps table in Vegas. The dice are rolled. I am
not sure who the winners are or if there are losers. Some people do great as
applicants, but just don’t cut it as team members. No matter what, I still
cannot be sure about a person until the rubber meets the road, the candidate is
an employee, and he is asked to perform.
Pondering Points:
- How can we help job seekers be better candidates?
- How can a candidate learn about the company and the culture of the company?
- As a candidate, do you have an interviewing experience that could be shared with a job seeker that would help him be more successful?
Feel free to leave questions or comments. I can be reached at kcirincione@gmail.com. Thank for reading! ~ Karen Cirincione
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