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Haven’t Landed a Job Yet? Maybe Because You Do Things Like This…

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If you find yourself in job transition and feel like you’re stuck because you just can’t land that interview…or maybe you are the other candidate who doesn’t get the job offer, then do a quick gut check and make sure you aren’t doing any of the things described in this blog. Or, if you are on the other side of the recruiting process and reviewing applicants, you probably have other “no-no’s” to add to this list – please send us your comments!

LinkedIn Contact Hoarding

Lazy LinkedIn invitations to connectLazy LinkedIn Invitations to ConnectI put this one first because it is one of the behaviors that I detest the most…when people you do not know invite you to connect on LinkedIn, but are too lazy to change the standard invitation greeting. This should absolutely be personalized, including the reason for wanting to connect, when you don’t know the person you are inviting. Otherwise, what good is it to have one in your network if you don’t know anything about the person when it comes to making introductions, asking for references, etc. From a recruiting standpoint, if you are an applicant inviting a recruiter to connect (and some will accept…while others won’t), use the invite as an opportunity to reiterate your interest in the organization.

Questionable Application Follow-Up Emails

It can be frustrating to have applied to a position, but then never hear anything back from the employer about your status. You might be tempted to email or phone them to inquire about your chances for an interview. That’s okay, as long as the job listing doesn’t say “no phone calls or emails.” But, if you do email…don’t send messages like these please…
Bad Application Emails Not Hired

Bad Application Pleas Not Hired

Bad Application Check-ups Hiring

An Obvious Lack of Interview Preparation

Let’s say you do land a phone interview or even an in-person interview. Make sure you actually do research on the company and have a sense for the products and/or services offered by the organization. Doing some homework in advance will make you more likely to shine in the interview. Not preparing will dramatically shorten the length of your interview and remove any chances of being considered for other future positions at that company. An important part of adequate preparation includes having a list of your own questions to ask the interviewers during the session. Most interviewers will give you a chance to turn the question tables and if you don’t have any you just end up looking bad.

Bitter Twitter Rants

Unless you have your Twitter privacy settings configured to show your tweets only to your followers, be careful what you type in on your smartphone next time…

Bad Interview Tweet 1

Bad Interview Tweet 2

Bad Interview Tweet 3

Weak Answers to Employment Application Questions

Many employers now have electronic employment applications that you use to indicate your interest in a specific position. Many of them, as a part of the company’s applicant tracking system, will ask questions specific to the job. These questions are a great opportunity to stand out as an applicant with a thoughtful, relevant answer. Just don’t stand out for the wrong reasons…

Bad Application Answers on Questions

Failure to Personalize Your Resume to the Position Sought

Since you are seeking a job, its understandable that you are probably applying many different places. If you think you are being efficient by using the same resume for every single application, then you’re mistaken because recruiters don’t want to see an objective statement that describes industries/position types that don’t come remotely close to the job for which they are sourcing applicants. Take the time to customize parts of your resume for the employers receiving it so that it doesn’t go into the reject pile instantly.

Misguided Objective Statement on Application

Looking for a job is a job in itself. Don’t make it harder by committing these no-no’s and erasing your chances for serious consideration by talent acquisition professionals.

ExactHire provides software suited to help organizations improve the efficiency and quality of their recruiting process. For more information about our web-based products, please contact us or visit our resources section.

Image credit: Tapping a Pencil by Rennett Stowe(contact)

Job Interview Went Well – Or So You Thought – But Why Weren’t You Hired?

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I wish the company would tell me why I’m not the right fit for the job! Despite my efforts to find out the details of my apparent mismatch, all I’m hearing on my end are crickets…Bueller?

As frustrating as being rejected from your dream employer can be, it can be even more maddening to not know the reasons for the company’s decision not to move you forward in the job interview process, or ultimately to hire you. After all, how can you improve your approach if you don’t receive any constructive criticism or feedback? Well, consider some of the reasons organizations fail to enlighten applicants about their reasons for non-selection. While some of them may be legitimate, others might just leave you wringing your hands. Nevertheless, perhaps having a better understanding of each can help you recognize areas for your own improvement and/or better equip you to seek out companies that make thoughtful applicant correspondence a high priority.

Will You Bite the Messenger’s Head Off?

This may seem surprising to you (depending on how even-keeled you are), but some company recruiting representatives may avoid getting back to you about your job prospect because they’d rather not expose themselves to the possibility that you will react in an unsavory manner. Speaking from personal experience, I can recall a specific instance where I told an individual that we wouldn’t be moving him forward in the process at the end of my phone interview with him. He didn’t hold back on his opinion, and promptly told me that I could, well…I better not say it here as it was quite colorful to say the least. This isn’t an excuse for companies shirking feedback inquiries; however, the frequency of this type of situation may depend on the “classiness” of the average applicant to the organization.

HR or the Hiring Manager is Non-Confrontational

Some people cringe and cower at the thought of telling someone “no.” Even if its only via email…maybe they don’t want to hurt the other person’s feelings. Others may avoid delivering a “no thank you” to the candidate due to the reasons for the decision, some of which may include:

  • By coincidence, the hiring manager learned some negative feedback about you from a mutual acquaintance (i.e. maybe someone at the company knows you or knows of you).
  • He/she doesn’t want to spend the time to respond because it is evident from your interview that you spent zero time preparing/researching for the interview. For example, did you know what the company sold? (Hope so!)
  • Your professionalism left something to be desired. Whether your manners were lackluster, your natural musk was putrid, or your gum smacking was highly irritating…the human resources person didn’t want to be the one to break it (though arguably this should be obvious) to you.
  • You answered a call or text during the interview. Please note that even if you ask the interviewer if its okay to take it, its not! You’re in a formal interview…turn it off. If you haven’t heard back about why you didn’t make the cut…sit tight…maybe they’ll text you…maybe.
  • Your late arrival to the interview…especially without providing advanced warning. If you don’t make time to respect their schedules, then maybe they’ve decided not to take time out to respond to you.
  • By comparison to other candidates, the answers you provided during the interview didn’t shed you in the best light. Other individuals are just more qualified than you.

The Dog Ate Your Contact Information

This one would be categorized under the inexcusable category in my book, especially in light of all the hiring software solutions today that allow organizations to easily keep track of applicant progress through the selection process. However, maybe you are waiting patiently by the phone because the HR manager really lost your contact info. The likelihood of this being the reason is slim; however, it may be more common at really small (and slightly disheveled) organizations.

Just Following Policy, Ma’am

In the interest of protecting themselves from potential employment-related lawsuits, it’s not uncommon to encounter businesses that refuse to give details about why an applicant was not extended an offer. This is arguably the most legitimate of reasons for refusing to provide feedback to interviewees. Especially in larger companies, managers want to minimize the potential for the many different people involved in the hiring process to accidentally disclose a piece of information that could somehow be used against the business by a disgruntled (and sometimes rightfully so) applicant.

Employment Brand is Not Top of Mind

While organizations are generally more easily concerned with the brand image of their products or services, sometimes employment brand (aka the feelings and expectations others experience when thinking about applying and/or working at your company) is left on the back burner. This is all too true for companies who fail to offer feedback for the following types of reasons:

  • The hiring manager in charge of correspondence is just bad at follow up and follow through…either from being disorganized or just apathetic.
  • Their recruiting professionals are busy and just don’t make time to offer suggestions to candidates for improvement.
  • The company has a super lengthy selection process. Read: It’s been so long that you think they have failed to respond, but really…maybe they will in another two months?

Don’t fret! Even if you can’t always get a post mortem from companies at which you interview, look for organizations that offer content on their website or jobs portal about how to prepare for the interview process, what to expect in terms of length of the recruiting cycle and their tendency to be (or not to be) transparent regarding the reasons for various hiring decisions. Then, at least you’ll have a better idea of what to expect going into the interview…and that helps everyone involved.

ExactHire works with companies to help them leverage software applications to improve the hiring and onboarding processes. For more information about our products, please visit our resources section or contact us today.

Image credit: Get Creative by JD Hancock (contact)

5 Tips for Applicants to Stay Classy in 2014 – Make Ron Burgundy Proud

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I love stupid movies…especially comedies. While I catch a lot of grief for this on the home front, it does occasionally come in handy for blogging purposes. Even more so on the last Friday of the year!

One of my favorite characters is Ron Burgundy — he of the “Anchorman” (and now “Anchorman 2“) fame. Politically incorrect and a walking sexual harassment claim, he’d be a nightmare for any HR professional in real life.

At the same time, it made me think about how Ron might react to all of the cultural and technological changes that have occurred since the 1970’s. You have to remember that he was a product of the 1970’s — things like smartphones, laptops, fax machines and the Internet weren’t even contemplated at that time. So, in his honor, below are the top five tips for job seekers in 2014 as seen through the eyes of Ron Burgundy:

#1 – Buy a new suit

When Ron and his friends suffered from an “existential funk,” their therapy was purchasing new suits. Since all interviews are done in person (no video interviewing or Skype existed in his time), it’s important to look your best.

#2 – Have a glass of scotch

Ron loves “poetry and a good glass of scotch.” When interviewing in person, having a couple of drinks to help calm your nerves is a good thing. Order the way he would — “I’ll have three fingers of Glenlivet, with a little bit of pepper… and some cheese.”

#3 – Make friends with the HR lady

Being as sexist as he is, Ron assumes all human resource professionals are female. In addition, he sees himself as “kind of a big deal.” Thus, from his standpoint, hitting on the person conducting the hiring process makes all the sense in the world. The only saving grace is that there was no Facebook or Instagram in his day — he likely would have been guilty of postings along the lines of Anthony Wiener.

#4 – Act like you know everything

Remember that Ron didn’t have Google. Even if he had, he probably wouldn’t have taken the time to use it. Instead, he preferred to make random guesses as to the meaning for things he didn’t understand. One great example is his definition of diversity — “an old, old wooden ship that was used in the Civil War era.” Another is his inability to recall how San Diego got it’s name — “I’ll be honest, I don’t think anyone knows what it means anymore. Scholars maintain that the translation was lost hundreds of years ago.”

#5 – Don’t bother with an employment application

Applications are for common people. Take it from Ron, they take too much time and can only keep you from getting that dream job. Instead, focus on communicating your strengths face to face. Like Ron in his initial meeting with Veronica Corningstone — “People know me.” “I’m very important. I have many leather-bound books and my apartment smells of rich mahogany.”

I hope you’ve enjoyed these tongue-in-cheek recommendations for job applicants. May the end of the year go smoothly for you and best wishes for a happy & prosperous 2014. Oh, and one more thing…

“You stay classy, San Diego!”

For information on ExactHire’s hiring software solutions, please visit our resources page or schedule a live demo.

Image credit: anchorman by Geoffrey Chandler (contact)

4 Steps For Job Seekers To Better Engage New Employers

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Are you a job seeker that is getting back into the work force? Or, maybe you lost your previous job and are still searching for the next position. Either way, your chances of landing your next great position are dramatically improved if you can undergo an honest assessment of your skill set, identify any gaps that might need shoring up, and then proactively engage new employers. In this blog, I’ll outline four easy steps for better engaging with employers:

Network – as much as possible!

Thanks Captain Obvious! I know this is cliche but it’s so true! Networking may be the single the best way to expand your radar for potential employers. Join a professional group – by interests, profession or geographic area. Find out when they have events and make them fit into your calendar! Beef up your LinkedIn profile or other similar professional social media sites, and then connect with others on social media. However, be careful not to be too needy; try to form meaningful partnerships with these people. Show that you have honest interest in a particular field. If your peers hear of a job opening, they are more likely to refer you if you have given them reason to remember you and shown that you are genuinely interested in a new position.

Find employers that fit your skill set – and follow them!

Here’s another step that may seem trivial to mention, but I am going to say it regardless because sometimes the simplest solution stares us right in the face and we still don’t see it. Narrow your employer audience. If your past work experience is in financial services, for example, then it is probably not the best use of your time to go to career events or networking opportunities that focus on manufacturing or healthcare.

Seek out employers in which you have interest, or that are in the industry that you wish to pursue. Maybe such companies will be at a trade show or networking event and you will be able to speak face-to-face with someone from that organization. Go one step further and ask members of your network to refer your personalized emails/letters & resumes to their personal contacts at those organizations (after doing some research on the company!) to express why you would be a good fit for a certain position, or just a good fit for their company culture, in general. Explicitly demonstrate your interest in companies by subscribing to their recruiting-related newsletters and/or following their organization’s pages on social networks like Facebook and Twitter. Depending on the organization/industry, don’t forget to watch for company updates on newer social networks such as Google+ or Pinterest, too.

Take classes – update your education

I am sure your parents stressed the importance of education to you as you were growing up. Guess what…they were right! That doesn’t mean you have to run and tell them they were right, but it’s a good career move to keep continuing your education in some format. If it’s been years since you have changed jobs, you will find out the job market has changed over time. The process of applying for jobs is not the same as it once was. Many employers now use web-based applicant tracking systems, so it will be necessary to update your approach, and potentially your resume, to mesh with this online format. Take classes on updating your resume and online career profile. Check online or with local colleges for lists of educational opportunities. If you are working with a recruiter, he/she may recommend specific resources for you to use.

Seek out the professionals that are already in your life

Again, this is not rocket science – check with those people in your life that may know of interesting job prospects. Think of your family, friends, neighbors or community members that you know through other civic groups. Also, check with previous co-workers or managers… they may have moved on to different companies or careers. Keeping in touch with these people and partnering with them can be a win-win situation. Cultivate long-term relationships so that when they hear of a job opening, your name will come to mind. This has never been easier than it is now with sites like LinkedIn.

Good luck in your job search and remember, have fun and stay true to yourself! Job fit is vital in our ever-changing job market!

For more information about how ExactHire’s applicant tracking system can engage your organization’s potential applicants, please visit our resources section or contact us today.

Let’s Have a Laugh: Applicant #LOL

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Laughter, like coffee or wine, is best when shared with friends. So let us share these chuckles with one another. #LOL

We have all seen at least one resume, applicant, or cover letter come across our path that leaves us unsure of whether we should be appalled, reach out to help the person…or just laugh. If this has not yet happened to you and you are in a role or industry where you deal with resumes, applicants, and cover letters on a regular basis, it will soon.

Some of my favorite cover letter chuckles.

“I look forward to hearin from ya.”
Oh yes. At first I thought maybe this person simply forgot the “g.” Maybe the applicant was typing too fast? But then when I read the “ya” for you, I realized the applicant was typing as s/he speaks. Bless her/his heart. That is all I could think.

“I am qualified.”
You have got it…that was the entire cover letter. Are you intrigued yet?

There was one cover letter that came through with the closing of, “Needing employment. Much appreciated.”
I thought his/her directness was appreciated. Granted, the majority of the cover letter was actually nicely written…so by the time I read the closing, I was a bit biased.

“please reply back asap. thank u so much & have a great day.”
I personally happen to despise the term “ASAP”. That does not give me a definite deadline to work against and your ASAP might not be the same as mine. But putting that aside, when did texting language become acceptable formal writing language?

Here is another one that has just appeared in my inbox, “In attachment pls find my latest…”
As Michelle Tanner from Full House would say, “Puh-lease!!!!”

So What if Grammar Ain’t My Forte?

There are the standard grammar issues: there vs they’re vs their, your vs you’re, two vs to vs too. These make me roll my eyes, but depending upon the position for which the applicant is applying, I may or may not focus too much on it.

The grammar mistakes that stop me in my tracks are passed vs past, then vs than, wonder vs wander, plane vs plain. The problem is that I read the sentence the way it is written and that takes on an entirely different meaning than the meaning intended. “Some people see me as a plane Jane.” No, I can assure you that no one sees you as a Jane flying through the air like a big hunk of metal.

While all of this makes me laugh, it does bring up a good question:
How much do grammar gaffes (and other instances of Twitter-fied vernacular) affect your applicant screening process?

Then, how much does it vary by position? Clearly, many people are responding to job listings on some sort of mobile device (or at least I hope so since they are using text shorthand.) Should I go so far as to ask applicants to pick the proper usage of a word in a sentence as part of my screening questions? Of course I make these mistakes occasionally, too. It is possible that the person was having an “off” day? Should I add instructions around my cover letter area reminding the applicant that this is considered a formal document where formal language is expected?

What kinds of interesting and/or amusing comments have you come across in cover letters, resumes or interviews? Please share them below in the comments area! We could all use a good laugh now and then.