The Recruiting Edge, 2006-09-20…how times flies and recruiting shortcomings linger.
I read far too many e-zines – some from finance (CFO.com’s newsletters are tah die foah – if you are passionate about business performance and metrics, these are must reads), some IT (Baseline and Techrepublic come to mind), CRM (CRM Weekly) and obviously some are from HR (I’ll list them all in a future post). One I really like is ExecutiveTalent.net because it’s so darn practical. [Note: Sadly…no longer alive]
In this week’s issue comes an article written by Peter Newfield is President of Career-Resumes.com entitled, ”8 Reasons You Are Not Getting a Job Offer”, the eight reasons most commonly given by HR people for rejecting applicants:
Lack of enthusiasm
You don’t have to be a Zig Ziglar or a David Letterman, but you must express enthusiasm for a job if you don’t want to be weeded out immediately.
Lack of interpersonal skills
When a candidate even hints at an inability to get along with others, it dramatically weakens that person’s chances in an interview. While this sounds obvious, it’s surprising how open some people are about their faults.
What’s in it for me?
We know you want to know about the benefits, vacations, etc. but don’t lead with these questions! First, the employer will want to know what you can do for them. You can’t negotiate for more vacation time before you have been offered a job. Convince the employer that you are the right person for the job, be sure that you want to work there, then you can discuss pay and benefits.
Unclear job goals
Don’t be a generalist. Be clear about the job you are seeking. If the interviewer gets the impression that you are just looking for a job rather than a specific opportunity to use your skills, you will sabotage your chances.
Poor personal appearance
The key here is to fit in with the organization that you are contacting. I will defend your right to wear cutoffs and a baseball cap, but if you really want a job, you must dress appropriately. Many times I hear people who are irritated about not being given a job when they have a nose ring, bad breath, and unshined shoes.
Unprepared for the interview
If you fumble when asked basic questions, you will appear unprepared and uncaring about the process. When asked, “Tell me a little about yourself” you should have a concise 2 minute answer: 15 seconds about your personal background, 1.5 minutes about your work experience, and 15 seconds about what you can do for this company. Your time spent in preparing for the interview will be time invested wisely.
Not being clear on your strengths
You should be able to state without hesitation, three characteristics that would make you a great candidate for any given job you are applying for. If you cannot clearly identify your strengths, no interviewer will convince you what they are.
Not selling yourself
Even if you would not enjoy selling vacuum cleaners door-to-door, you have to realize that in the interview process, you are selling yourself. Especially in today’s market, you have to promote yourself. Follow up immediately with a thank you note and a telephone call three or four days later.
So what about companies? Here are my ”8 Reasons Candidates Reject Job Offers”:
Lack of enthusiasm
Recruiters and hiring managers who cannot convey the joy of working at their company might as well take out an ad in their local newspapers begging people not to apply. Word will get around.
Lack of interpersonal skills
Recruiters and hiring managers who are as personable as pieces of lint are telling candidates that if they think I’m dull now wait until you work for me. I’m always taken back when company ambassadors don’t make eye contact or give the impression that they’re fun to work with. Heck, I might as well spend my time in the dentist’s chair. Why work with creepy people?
What’s in it for me?
This truly is a two-way street – as recruiters, we want to make a hire and wipe a position off the docket. But too many recruiters and hiring managers take the quick road to disqualify someone before getting to know the true talents of the person. Did it ever occur to some that how you’re asking questions may be one reason why you’re not getting the answers you seek? Interview training is a process that is never complete…and great interviewers are noticed by candidates.
Unclear job problems
The job description is NOT what you’re interviewing against – if it is, you are clearly misguided. Do you know the specific problems the person will be addressing in the short and longer term? I mean down to the desired outcomes and measurement of success as well as some of the steps one might take to get to the desired outcome? Don’t you think you should? If you don’t make the opportunity compelling why would someone want to work there???
Individual appearance
Why do companies insist on eliminating individuality. I shave my head and have a soul patch on my chin in honor of my late Uncle who was my second father; nothing will ever make me shave it. Should my hairy chin prevent me from working at a company with a no facial hair policy? What does this solve? Embrace individuality so long as it’s not illegal, immoral, or fattening…
Unprepared for the interview
See “Unclear job problems” above; this also includes being on time, having read the candidate’s resume, being aware of future company moves, etc. Why are you trying to sabotage the interview?
Not being clear on the company’s strengths
You should be able to state without hesitation, three characteristics that would make the company a great place to work and grow in the person’s specific area and not have any of these include the phrase “world class.” If you’re no different from other places, why would someone want to work there?
Not selling yourself
Promoting the company is something that should be part of every interview – every opportunity should be made to re-sell the company. Sending a thank you note to the candidate – try it! If you don’t think the fit is there, tell them so ASAP. Keep them in the loop with newsletters and job updates. You never know…
It doesn’t have to be so difficult to make a great impression on candidates but one thing is for certain, making a great impression is more than words on your career page…
