Job Stuff 66

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.

Top Five reasons that HR Pros disqualify candidates.

Top 5 Mistakes That Cause HR Pros to Reject Resumes:

  1. Spelling Errors: HR pros said that this is the biggest offense a candidate can commit on their resume. But we all know the truth: no one is perfect, not even that candidate who says that perfectionism is their biggest weakness.
  2. Grammar Errors: This is the second biggest crime, according to HR pros — but maybe HR pros are coming down on candidates too hard? Let’s face it: who really cares if that amazingly kind nurse is a grammar expert?
  3. Not Listing the Specific Desired Skills Up Front: If a candidate’s resume isn’t customized to the specific job to which they are applying, it is likely to be trashed immediately. But keep this in mind: 83 percent of job seekers search for jobs on a mobile device, and we all know that mobile devices sometimes limit our capabilities. A candidate might not have the time or ability to customize their resume when applying via mobile, so let’s give them the benefit of the doubt. Besides, if you just look briefly at their resume, you may see that they do have the skills you need.
  4. Not Listing the Exact Experience or Education Required: Since when do transferable skills not count? For example, some of the best recruiters are former salespeople and vice versa. While hiring someone who can hit the ground running is nice, 73 percent of HR pros say that they would hire someone who needs some training and demands a lower salary over someone who costs a lot of money but has a lot of experience. Consider the costs that can be saved if someone that needs a little bit of training is hired!
  5. Listing a Most-Recent Job Title That Is Unrelated to the Company’s Search: Does this mean that we’re opposed to career changers? Can we really afford to be, given that it is harder to hire now than it was six months ago? Plus, how valuable is a job title really

https://www.recruiter.com/i/top-5-reasons-why-hr-pros-disqualify-candidates


From a recruiter:

I  recently interviewed a large group of recruiters, and a few of them mentioned that they still call candidates directly while they are at work. In fact, they said it can be time-consuming but oftentimes one of the most successful avenues of prospecting candidates – especially from competing companies. As a recruiter, do you follow this practice? If you do, has it been successful for you?

Calls like this don’t end well.


Entry level hiring.



Ten mistakes to avoid when hiring?
https://www.linkedin.com/pulse/ten-mistakes-avoid-when-hiring-lisa-shuster-mba-sphr-shrm-scp?trk=hp-feed-article-title-comment

1.   Not being clear about what you need

A surefire way to hire the wrong candidate is to be vague or unclear about what the job requires. Identify the specific outcomes you are looking for the position to achieve, and the specific skills needed to achieve those outcomes. And, when someone leaves your company and you intend to backfill a position, take the opportunity to review current needs, since positions can evolve over time.

This is hard because being too specific will limit the available pool of potential people who might want the job.  It will all too likely reduce the pool to zero, without You even realizing what is happening.

2.   Only focusing on skill

This is simple: skills, for the most part, can be taught. Sure, some people learn more quickly than others, but hiring someone who does not fit into the culture/work environment just because they have a slightly more impressive resume and skillset can have a negative impact on others and ultimately your company and its performance.

The problem with culture is that there is NO way to know in advance how it’s going to work.  Even the best may not work out because of simple personal differences.  The best you can do is try to tell if the person is willing to get down to the work.  The more yo try to create the perfect culture, the less actual work gets done.

3.  Not seeing potential

Foresight is key, and even though you shouldn’t hire people who are unqualified, you should give weight to intangibles and motivation when making hiring decisions. This is another example of what to look for beyond the concrete skills someone possesses. Factor volunteer experience, learning agility, attitude, and career aspirations, as well.

4.  Not checking references  

Hiring isn’t a scientific process, but a good clue as to how a candidate will perform is through references. It can be time-consuming to speak with references, but it’s an important step to understand your candidate’s background and personality. Don’t overlook insight into your candidate’s past because it’s the best predictor of the future. And, don’t forget about “back-door references.”

 

5.  Not phone screening

Failing to conduct a phone screen before an in-person interview can cost you a lot of time. This is an opportunity to ensure that your candidate meets the basic qualifications of the position, communicates well, and that the salary that you are offering aligns with your candidate’s expectations.

Make sure that you remember to sell yourself here.  Remember that at this point the job seeker is not sold on YOU.  Don’t make it just about interrogating the job seeker.  Also tell them the salary range you are planning to pay, don’t ask the job seeker what he was paid.

6.  Hiring the best that comes along

Key to your company’s success is retaining the best employees. One way to keep them happy is to not settle for mediocrity when hiring. A string of bad or average hires will water down not only the productivity of the company, but also the culture. It can be tempting to hire to get a person in a seat; however, it’s much better to be patient and find the “right” person.

Don’t wait too long. A job that sits unfilled for a long period doesn’t send good signals.  And job seekers do notice if they are watching you.  Which they are.

7. Low ball offer 

It’s important to know the market value of your positions, and it’s even more important to recognize that candidates know their value. Making a lowball offer to a candidate is basically saying, “we don’t value your skills and experience.” And, instead of inviting negotiation, it’s likely to backfire and insult the candidate, sending them seeking employment elsewhere. But not before they share their experience, which can negatively impact your ability to attract top talent.

8.  Forgetting about referrals

You have a large pool of potential applicants and candidates that you may be forgetting — the friends and past associates and schoolmates of your current employees. Utilize your staff as in-house recruiters and encourage them to reach out to their acquaintances. Referrals are consistently rated as the best hiring source, achieving greater performance and productivity in shorter periods of time.

9. Not involving others in the hiring process

Your opinion should not be the only one that factors into the decision to hire a candidate. Have other employees talk with candidates, and make sure to confer with those who will directly work with the hire. Having more people involved in the interview process can provide you with a broader perspective and more insight into the candidate and also reduce potential biases.

10. Moving too slowly

While patience is a virtue and you don’t want to jump the gun, and hire the wrong person, taking too much time to make a hire is also not acceptable. The onus is on your staff to pick up the slack when a position remains vacant, so you owe it to them to actively seek out candidates. If you are apathetic about filling the position, it will become an increasing headache for you and your staff.

David Hunt’s comments:

nice article, but if I could offer a few bits of commentary? 1. Yes. But first you need to understand WHAT you need. And have that “wish list” comport with what can actually be found in a single person. 2. Marries nicely with 1; people have the capacity to learn. 3. One of the single biggest things these days is hiring for the immediate need – a GREAT leader looks to the future, and finds/develops people with the capacity to move up (instead of being paranoid about being supplanted). 4 & 5: Due diligence is important. But that leads into… 6: Yes it’s critical to hire the best; just understand, if you’ve decided you need to hire, you have enough work to fill that position and that work is NOT getting done now. The need to “hire the best” must be balanced by the realities of the situation. Always keep in mind “The perfect is the enemy of the good.” 7. You get what you pay for. 8. And when people take the time to “tunnel in” through networking, that’s a sign they’re interested – don’t ignore them. 9. Multiple perspectives are important. But ultimately, YOU the hiring manager need to make a decision, and own it. 10. Feeds back to 6. Ultimately, every decision is made in the face of incomplete and sometimes contradictory evidence, and with the clock ticking on the decision-making need. There is no such thing as a risk-free hire, and a real leader grasps this.


 

Japanese factory using cute calendar girl to try to attract new employees.

Japanese factory lures new workers with calendar featuring beautiful cosplayer


Things you must NOT do at an interview.

https://www.linkedin.com/pulse/what-do-job-interview-debra-wheatman-cprw-cpcc?trk=hp-feed-article-title-comment


An infographic that shows why the system is broken.

http://www.careerarc.com/blog/2016/06/candidate-experience-study-infographic/

Remember that there are two sides to the story.

https://www.recruiter.com/i/in-the-hiring-process-there-are-two-sides-to-the-story-are-you-paying-attention-to-both/


The arrogance of a bad recruiter who seems to have forgotten that her job.

https://www.linkedin.com/pulse/how-alienate-recruiter-bust-your-career-chere-b-estrin-chere-estrin

After reading this, would anyone want to work with a recruiter who could possibly be vindictive enough to try to trash their career.



Ten jobs that employers are having trouble filling.

http://www.aarp.org/work/job-hunting/info-2016/top-jobs-in-demand-photo.html

 


Welcome to the gig economy.

http://www.zerohedge.com/news/2016-12-23/


The Job Stuff Series.

Job Stuff 65.

https://theartsmechanical.wordpress.com/2016/12/19/job-stuff-65/

Job Stuff 64.

https://theartsmechanical.wordpress.com/2016/12/12/job-stuff-64/

Job Stuff 63.

https://theartsmechanical.wordpress.com/2016/12/05/job-stuff-63/

Job Stuff 62.

https://theartsmechanical.wordpress.com/2016/11/28/job-stuff-62/

Job Stuff 61.

https://theartsmechanical.wordpress.com/2016/11/21/job-stuff-61/#more-46075

Job Stuff 60.

https://theartsmechanical.wordpress.com/2016/11/14/job-stuff-60/

Job Stuff 59.

https://theartsmechanical.wordpress.com/2016/11/07/job-stuff-59/

Job Stuff 58.

https://theartsmechanical.wordpress.com/2016/10/31/job-stuff-58/

Job Stuff 57.

https://theartsmechanical.wordpress.com/2016/10/24/job-stuff-57/

Job Stuff 56.

https://theartsmechanical.wordpress.com/2016/10/17/job-stuff-56/

Job Stuff 55.

https://theartsmechanical.wordpress.com/2016/10/10/job-stuff-55/

Job Stuff 54.

https://theartsmechanical.wordpress.com/2016/09/20/job-stuff-54

Job Stuff 53.

https://theartsmechanical.wordpress.com/2016/09/12/job-stuff-53/

Job Stuff 52.

https://theartsmechanical.wordpress.com/2016/09/05/job-stuff-52/

Job Stuff 51.

https://theartsmechanical.wordpress.com/2016/08/29/job-stuff-51/

Job Stuff 50.

https://theartsmechanical.wordpress.com/2016/08/22/job-stuff-50/

Job Stuff 49.

https://theartsmechanical.wordpress.com/2016/08/15/job-stuff-49/

Job Stuff 48.

https://theartsmechanical.wordpress.com/2016/08/08/job-stuff-48/

Job Stuff 47.

https://theartsmechanical.wordpress.com/2016/08/01/job-stuff-47/

Job stuff 46.

https://theartsmechanical.wordpress.com/2016/07/25/job-stuff-46/

Job Stuff 45.

https://theartsmechanical.wordpress.com/2016/07/18/job-stuff-45/

Job Stuff 44.

https://theartsmechanical.wordpress.com/2016/07/11/job-stuff-44/

Job Stuff 43.

https://theartsmechanical.wordpress.com/2016/07/04/job-stuff-43/

Job Stuff 42.

https://theartsmechanical.wordpress.com/2016/06/27/job-stuff-42/

Job Stuff 41.

https://theartsmechanical.wordpress.com/2016/06/20/job-stuff-41/

Job Stuff 40.

https://theartsmechanical.wordpress.com/2016/06/13/job-stuff-40/

Job Stuff 39.

https://theartsmechanical.wordpress.com/2016/06/06/job-stuff-39/

Job Stuff 38.

https://theartsmechanical.wordpress.com/2016/05/30/job-stuff-38/

Job Stuff 37.

https://theartsmechanical.wordpress.com/2016/05/23/job-stuff-37/

Job Stuff 36.

https://theartsmechanical.wordpress.com/2016/05/16/job-stuff-36/

Job Stuff 35.

https://theartsmechanical.wordpress.com/2016/05/09/job-stuff-35/

Job Stuff 34.

https://theartsmechanical.wordpress.com/2016/05/02/job-stuff-34/

Job Stuff 33

https://theartsmechanical.wordpress.com/2016/04/25/job-stuff-33/

Job Stuff 32

https://theartsmechanical.wordpress.com/2016/04/18/job-stuff-32/

Job Stuff 31

https://theartsmechanical.wordpress.com/2016/04/11/job-stuff-31/

Job Stuff 30.

https://theartsmechanical.wordpress.com/2016/04/04/job-stuff-30/

Job Stuff 29.

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