Job Stuff 59

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.

How to ethically screen candidates on Facebook?

How to Ethically Screen Candidates on Facebook

Short answer, the potential for abuse is too large to ignore.  My thinking is that companies should just ignore Facebook except for professional purposes.

Why lowering your price won’t help you get hired faster.

This says it all.

The best job interviews aren’t interrogations, they’re conversations. But it’s really hard to strike up a great conversation when all you do is ask a series of scripted questions.

No matter how hard you try, the process will feel more like an interrogation… and where interrogations are concerned, there are no winners.

So try this instead. Once you’ve gotten past the small talk, ask one good, compelling question that should spark a lively conversation:

“What is the one skill you possess that will most impact our bottom line?”

There’s no other question that matters.

And another great take in the comments.

 like this. Any high value position should be filled by somebody who can articulate their value to you. But in positions that require a constantly learning and evolving problem solver, I like to ask (Credit to John K and Doug D): “Tell me about a big complex thing you built or solved” followed by “If you did that again, would you do it exactly the same way?” The right answer is no, there are always things you learned in the process that would have you make some different choices for an even better outcome. Good article though, thanks for sharing

The Washington Post is noticing that jobs are harder to get.

Is it time to kill the job interview?

My Beautiful Dark Twisted Fantasy: Why It’s (Finally) Time To Kill Off The Job Interview.

First off, I’m not saying we should entirely get rid of this sort of assessment completely – to do so would be asinine. Instead, it’s time we rethink and reevalutate our definition of what an interview actually is. And if you’re going in there thinking that, as a recruiter, your primary responsibility is to assess them and their suitability for a role by throwing them a series of curveball questions, hypothetical situations and ambiguous, open ended, half-assed attempts at Freudian analysis – well, let’s just say that you’re sorely mistaken.

In fact, if you see the interview as nothing more than a chance to try to cleverly trip up a candidate or deconstruct their motivations, experience or expectations, then you’re already in trouble. Look, these are nerve racking, awkward and more or less perfunctory situations for any job seeker without some recruiter trying to figure out what makes them tick with a bunch of “if you were a car, what make and model would you be, and why?” sorts of questions.

Seriously. Stop it.

We go into interviews expecting them to be painless and pleasant at best; at their worst, they’re as painful as anything ever invented by the Spanish Inquisition, Prince Humperdinck or motivational speakers. That’s why it’s time we kicked the word “interview” from our lexicon completely. It’s just a word, I know, but I’m not being pedantic.

Words carry with them manifold connotations, and in this case, really none of them are any good at all. That’s why I think if we’re going to change interviewing, we might start off fresh and rename the whole damn part of the process. There’s just too much baggage if we stick with current conventions.

The problem with interviewing, in the traditional sense, is it feels too much like an exam. One slip and that’s it. It’s like being in some VR version of Slumdog Millionaire. Now, experience has taught me (both good and bad) that most people don’t ever really reveal their true personalities – or their true abilities – at any time during what’s still a largely transactional process. That’s why it’s imperative we dispense with the idea of the “formal interview” and focus, instead, on making it feel like anything but an interview.

The right atmosphere for making the right recruiting decision, for employer and candidate alike, is creating an environment where it feels like a conversation between equals. Ideally, this discussion will be a wide ranging one, focused not only on professional shop talk but also those personal factors that drive our careers and our companies forward. Those “soft skills” that are so hard to ever get out of the traditional approach to interviewing.

giphy (77)

I promise you this: if you want candidates to relax, and you want to see who they really are beyond the resume and some sweaty cipher in a suit, then remember the fact that you just met them. You’re probably in the same industry, know the same people, at least have the common ground of having mutual interest in making sure the same opportunity you’re hiring for gets closed, and quickly – ideally, obviously, with them as the successful candidate.

There’s no reason the Sword of Damocles has to constantly be hanging overhead – in fact, it only screws up what should be a meaningful interaction and chance to chat as humans, not as another unnecessary component of “human resources.”

If you take a step back and really look at the overall objective of interviewing, there are pretty much four primary points – as far as the recruiter is concerned. The four outcomes every interview ostensibly shares in common are:

1. To assess the candidate’s ability to actually do the job.

2. To compare them with the other candidates you’re considering to see who’s the best for the job.

3. To assess their likely cultural fit for the job.

4. To assess the X-Factor that’s going to determine their viability in the job.

We add a lot of complexity to these foundational factors, but it really all boils down to determining these four things. The rest is buzzwords and bullshit.

Late Registration: 5 Keys For Making Job Interviews Better, Faster & Stronger.

Can’t Tell Me Nothing: Why The Job Interview Needs To Die.

No comment except that affirmative action requirements have made testing unlikely due to legal issues.

Because they are useless?

I have to consider the writer of this piece and point out that Mr. “nudge” Sunstein is partly responsible for the current economy and has no clue about how the current job market works.  I doubt that he’s had to apply for a real job ever.


The Job Stuff Series.

Job Stuff 58.

Job Stuff 57.

Job Stuff 56.

Job Stuff 55.

Job Stuff 54.

Job Stuff 53.

Job Stuff 52.

Job Stuff 51.

Job Stuff 50.

Job Stuff 49.

Job Stuff 48.

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