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Unique and effective employment resources.

These help sustain careers & find talent!

Following up an interview is an important and essential discipline

01-30-2012

Following up an interview is an important and essential discipline.  Why? 

 

For one, doing so is a demonstration of your personal discipline that will come out in the job you hope to interview or interviewed to fill.  Interviewers want to see your actual habits or skills demonstrated to them during the entire application and selection process.  In fact, I would suggest that not following up is almost a sure way of guaranteeing that you won't get the position!

 

Glassdoor.com recently did a survey of the impression followup (or its lack!) has on interviewers: "...almost 15% of hiring managers said they wouldn’t hire someone who didn’t send a thank-you note after an interview, and 32% [that's 1 in 3!] said they would think less of a candidate who didn’t follow up."

 

So, stop worrying about being  a pest in doing followup.  Make it a habit to pleasantly and persistently do so, asking, "where are we in the selection process and what is the timetable for the next step?"  You should do this until you decide you are no longer interested in the position, or the employer's rep tells you that they're "...pursuing other candidates." 

 

Even a "no, we're not continuing you in the process" is just that--no, not NOW--but maybe later if you've done a good job of interviewing, following up, and they liked what they observed about your qualifications and talent. 

 

I recall an individual with a sales skill-set who had learned this habit well.  Following up with an interview, he learned an inside candidate had gotten the nod, been offered and accepted the position.  This person was gracious, congratulated the recruiter for a successful placement, and wished them well.  He also stated that if another position opened up, he would be interested in reengaging in a new conversation around the organization's need.  The followup and graciousness paid off--the person offered the position only stayed one week, and was able to negotiate a return to their old position.

 

Guess who got a call and was offered the position!?  Yup, the one who followed up in a gracious manner.  And by the way, he was successful in that position for a number of years.

What a job applicant's experience should be at an employment website

01-28-2012

HR ExaminerEarly in 2012 in a blog post at HRExaminer, recruiting guru John Sumser remarked that a candidate of a position having an experience visiting an organization's employment website "...should be treated with respect, as a minimum, and delighted, as an objective."  He then went on to list steps a job candidate should see during the visit to explore and if desired apply for a position:

1) acknowledging receipt of an application,

2) avoiding postings that say little or insult the intelligence,

3) eliminating out of date postings,

4) monitoring an application against open opportunities,

5) staying in touch with relevant information,

6) letting the candidate know when their application is going to be flushed from the system,

7) having a privacy policy,

8) providing material that is interesting to candidates,

9) eliminating unnecessary ‘clicks’,

10) making sure the website runs quickly,

11) offering suggestions to those who most likely are never going to be working for you,

12) describing the hiring process (how long, what’s involved),

13) illuminating the culture with profiles of successful members of the workforce,

14) addressing known PR problems ("Here at Enron, we have a renewed emphasis on ethics"),

15) having a clear and compelling message,

16) eliminating things that waste a candidate’s time, and

17) providing ways for candidates to build their networks.

 

John then went on to say that this list has been around...for 7 years available to the recruiting profession! 

 

How many websites have you, the job seeker, been to that don't even have half of these steps in place?  It's anything but a respectful or delightful experience for many.

 

-Ken Soper, MA, MDiv, NCDA-recognized Master Career Counselor

No More Résumés, Say Some Firms

01-28-2012

It's been coming for some time--companies are beginning  to "discount" the importance of resumes from job applicants.  Instead, one's "online presence" and the links to that presence are more sought after as they are being seen as more the real you.

The Wall Street Journal this past week had an article suggesting that a resume is "old hat", out of date and not as important as your online profiles ("No More Résumés, Say Some Firms", WSJ, 1-24-2012).

I quote:

Companies are increasingly relying on social networks such as LinkedIn, video profiles and online quizzes to gauge candidates' suitability for a job. While most still request a résumé as part of the application package, some are bypassing the staid requirement altogether.

A résumé doesn't provide much depth about a candidate, says Christina Cacioppo, an associate at Union Square Ventures who blogs about the hiring process on the company's website and was herself hired after she compiled a profile comprising her personal blog, Twitter feed, LinkedIn profile, and links to social-media sites Delicious and Dopplr, which showed places where she had traveled.

"We are most interested in what people are like, what they are like to work with, how they think," she says.

Read the full article at http://online.wsj.com/article/SB10001424052970203750404577173031991814896.html


Ergo, get and maintain your profiles online, your visible reputation, your "brand", and TOYASE--"think-of-yourself-as-self-employed"--because you already are in the eyes of many organizations.  A job offer and its acceptance by both parties--employer and worker--is really a type of contract, negotiated between two parties or broken by either.  To think and act otherwise may invite a "career devastating tsunami" into your life.


-Ken Soper, MA, MDiv, NCDA-recognized Master Career Counselor