Last year, I highlighted some of the tophiringmistakes that employers make. A few EBN readers suggested that I turn the tables and highlight some of the common mistakes that candidates make during their job search and/or interview. After nearly a year of recruiting, unfortunately, I've amassed several types of faux pas made by various candidates. Here are a few.
Expectations of utopia:
Some candidates truly expect every aspect of the job to be perfect -- big salary increase, dream title, ideal location, reporting to "the big guy," and stock options. Sometimes the stars align, but generally there is some aspect of the job that candidates do not find ideal. As a result, they may pass on great opportunities.
Candidates need to be realists as to their expectations and prioritize what is really important to them. I understand that, for personal reasons, certain aspects of a job (like location) might be non-negotiable, but then the candidate may have to lower the salary or title expectations. It is a give and take. Also, the climate of the job market often dictates what can be expected. Relocation packages have changed substantially as a result of the housing crisis. Companies cannot afford to buy a candidate's home if it does not sell within a specified period. Today's packages are much simpler and less lucrative. Candidates might not like it, but that is reality.
Not being persistent enough:
Finding a job is a job! It requires persistence and follow-through on the part of the candidate. It requires a bit of work to research the company, brush up on skills, possibly develop new skills, and practice interviewing. A vast amount of information about a company and its products can be found online, so there is no excuse not to do your homework. Along with this persistence, a fair dose of patience is required. Companies never act as quickly as a candidate (or recruiter) would like.
Talking too much or over the interviewer:
The hiring authority wants to get to know the candidate in the interview, but it is important for the candidate to talk "the right" amount of time. This can be tricky. It's important to listen first and then talk. Be careful not to ramble or repeat yourself constantly. The interviewer will be offended if constantly interrupted by the interviewee.
Lack of enthusiasm:
It is important for candidates to prove, by actions and expression, that they really want to work for the company. As a recruiter, I've actually pulled candidates from contention if I didn't feel they truly acted as though they wanted the job. Candidates should not act as if they would be doing the company a favor by working there. The company-candidate relationship is much like dating -- there must be a mutual desire to be in the relationship together.
Actually some candidates don't realise how effective job follow through after the job interview is. Sending thank you email to the interviewers after the interview indicates interest yield good result.
I actually agree that job inteview require research about the company. I remember my first job interview with a Liquified Natural Gas company after college, I didn't research on the company, I only base my preparation on what I learned in college on the process of Natural Gas Liquifaction whereas, all questions were centered on what I know about the company, it was a big mistake.
That would be the prudent thing to do in order to maintain some type of honesty in the workplace. But I do not think that happens. Alot of employers take the resume for its worth and proceed to hire without deeper background checks (I'm guessing it's because of the costs?)
Although I do feel an accurate, mistake proof resume is important, I generally spend very little time reviewing someone's resume - I estimate only 15 seconds! I am not concerned with formatting or length or getting every key word in the resume. I focus on education (many of my jobs require a technical degree) and work experience. From there I determine if it is worthwhile to spend time on the phone with them. Key from that point on is communication!
Point 2 and 4 are the solutions to that problem.As she rightly said, Finding a job is actually a job and so in that case i want to do my home work well on the company and also on my self ending with the resume which is the first thing the company sees before seeing me in person and so if that be the case , a great work should be done on the resume too with adequate update and accuracy.
In regard to the question on resume blunders and credentials not being backed up. I would confront the person regarding errors or omissions on their resume. This gives them a chance to respond - there may be a good explanation, for ex. a typo in dates or other honest misunderstanding. But if the explanation isn't plausible &/or not corrected when brought to light, I would pull them out of the interview process. If someone lies on the resume, it makes their entire character suspect.
@_hm Good point. If they really need someone right away, your odds of getting hired go up. If it is just one of those things they're considering, but they have several months to work it out, the HR people will probably screen through hundreds or even thousands of candidates before narrowing things down.
EBN Dialogue enables and encourages you to participate in live chats with notable leaders and luminaries. Not only editors and journalists, but the entire EBN community is able to comment and ask questions. Listed below are upcoming and archived chats.
Thailand Stages a Comeback Join EBN contributor Jennifer Baljko on Thursday August 23, 2012, at 11:00 a.m. EST for a live chat on how electronic manufacturers in Thailand have shored up their supply chain to reduce the impact of future natural disasters.
Microsoft Surface: Potential Winners & Losers What are the implications for the electronics industry supply chain of Microsoft Corp.'s decision to launch its own tablet PC? Join industry veteran and EE Times' systems and OEM expert Rick Merritt on Tuesday, July 3, at 12:00 pm EDT for a Live Chat on this subject.
Join EBN contributor Jennifer Baljko on Thursday August 23, 2012, at 11:00 a.m. EST for a live chat on how electronic manufacturers in Thailand have shored up their supply chain to reduce the impact of future natural disasters.
Peter Drucker famously said "Trying to predict the future is like trying to drive down a country road at night with no lights while looking out the back window." Yet in the razor's-edge world of electronics—with a lean supply chain and just-in-time demands—the need to know the future is vital.
While no one really can accurately predict the future, we can take guidance from another Drucker saying which is the best way to predict the future is to create it.
You've heard the saying "the No. 1 supply chain risk is your people." That hasn't always been the case. But today's complex global supply chain requires a new type of multitalented employee. It's one who understands, finance, marketing, economics, is savvy with technology, graceful with relationships and can think analytically.
Where are these people? Are universities properly preparing the next generation supply chain professionals? How do train your existing workforce for these new, demanding positions?
Brian Fuller, editor-in-chief of EBN, will lead a 60-minute Avnet Velocity panel discussion that will ask and answer these and other questions swirling around today's supply-chain talent challenges.