This is more or less a newsletter for job seekers like myself. I try to find good job search strategies, bad job search strategies, pure BS and job related articles every week. So far I’ve never run short. Please pass this around. I’m not doing this for any reason other than the desire to help and communicate with other job seekers. If you have any good links or stories, especially stories please comment. If you want the story private, just put that in the comment and I will trash it and not let it post.
Things that hiring managers do that piss off candidates.
But some hiring managers may inadvertently insult job seekers when they:
Exaggerate the role
Some job descriptions list so many requirements and qualifications that only a superhero could do the work described. Hiring managers should share a realistic and accurate description of the duties and expectations — not a fantasy. This way, both the hiring manager and applicants can make well-informed decisions.
Ignore qualified applicants
Many hiring managers rely on software to screen thousands of applicants. But job seekers complain that their qualifications get lost in these systems, offering them little hope that a human on the other end will ever see their resume. In fact, one company reportedly received 25,000 applicants for a routine engineering position, but their screening software yielded no qualified matches. What?
Skip their homework
Some hiring managers do not take time to glance at a candidate’s resume or LinkedIn profile before an interview — and the lack of preparation is stunningly obvious to the candidate once the questions begin. The candidate leaves the interview feeling shortchanged and a little slighted.
Rather than treating the interview as a conversation, some interviewers use it to root out the truth (and nothing but truth.) For the sake of convenience, they put the candidate through a one-day barrage of aggressive back-to-back interviews with different managers that seem more like a trial by jury.
Fail to follow up
Some hiring managers never follow through and notify finalists of their status or hiring decision — even if the answer is “no.” While companies expect to receive follow-up notes from candidates, they often do not extend the same courtesy. Showing appreciation and letting candidates know the status of their application helps them gain closure and move on with their job search.
A job search should be a two-way street of mutual respect. But from what I am hearing, it does not feel that way to job seekers, who walk away feeling undervalued, ignored, frustrated, and no closer to landing a new job.
Maybe it is time for hiring managers to see if they can restore some humanity to the process — not just because they may be losing out on good candidates, but because it is the right thing to do.
More social media tips, from “experts.”
Toxic work environments can be hazardous for your health.
When things start to go toxic, take steps. Go to HR, the first time it happens. Don’t wait and try to make it work. It doesn’t get any better, trust me. The kind of people who create toxic workplaces feed off of it. That’s what happened at my last job. And if HR won’t make the right changes, bail. You don’t owe them anything. You are probably on the short list for the next restructuring anyway.
I think that the people interviewing think that it’s a game. Or a sick sort of test. All those stupid questions. I mean, seriously, what magazines do you read?
Six ways to future proof your job.
This is good stuff, but it might be easy. For instance you might be working for a company that forbids moonlighting or wants title to any IP that you create as a result of side projects. And networking might be difficult if you can’t get to conferences and shows. Still there are ways around this.
The “experts” are probably wrong.:
One thing about the 80% of jobs/networking argument thing is that it didn’t seem to jibe with the reality that I was seeing. Also, if networking was so good, how come you never see people doing it when they are at conferences? How come so many professional associations have faded? I think that the 80% claim has been way overblown for too long. One thing is that presumed experts need to actually have data before making statements.
This is absolutely right. The whole system is doing it wrong.
This is right on topic and absolutely right. Give the job seeker(I hate the word “candidate”) a chance to sell what he brings to the table. You learn if you have the person you need and the job seeker knows if it can work. You are far MORE likely to find the right person than asking the same fluff, irrelevant questions.
There’s no way the poor sucker in the chair can win.
At least if HR types keep listening to stuff like this.
Another good post from Liz. Interviewers take note. Doing things like this is a HUGE turn off to the job searcher.
The Job Stuff Series.
Job Stuff 38.
Job Stuff 37.
Job Stuff 36.
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