There is much talk about the need for more skilled applicants to meet future needs of companies, especially in the technology industry.  Some refer to lack of math and science education, and others mention lack of manual skills for manufacturing jobs.

The American Management Association 2010 Critical Skills Survey found that managers are focused less on the basic 3R’s (reading, writing and arithmetic) and more on a general ability to respond to their environment.  These skills, the 4 C’s, communication, critical thinking and problem solving, collaboration and finally creativity, are seen as important to today’s ever-changing business environment. 

According to an article in Staffing Management (July-September 2010), the majority of executives assess both job applicants and employees on these skills.  The respondents indicated that these skills help the companies respond to the pace of change in their business and the factor of global competitiveness. 

As to how the current workforce measures up, over half the employers felt their employees were only average in communication skills and creativity and innovation.  They did rate them slightly higher in critical thinking and collaboration and team building.  They have addressed these issues in the workplace by using one-on-one coaching and mentoring, followed by professional development and training.  The report did say that managers felt it was much easier to develop these skills in students early on, rather than teaching the experienced worker.

A few years ago I attended a meeting between employers and community college educators, held to get input from the business community on what they wanted future employees to learn.  I was amazed that the issues were personal responsibility, clear communications, reliability (showing up on time and staying at work for their entire shift), and problem solving.  Sounds like not much has changed.  The real question is, why are students not learning these skills as part of their K-12 education?  That opens an entire new topic for a later time.

In the meantime, as a job seeker, be aware of these needs and tune up your skills before you apply.  Godd luck.

Tags: applications, effective learning, hiring talent, Hiring Trends, job seeker attitudes, performance management

There is a major focus on jobs in the current economy – who is adding, why some are still laying off folks, and what is coming in the future.  There is a large pool of job seekers, some who have been looking for jobs for quite awhile.

The old standby methods are still used;  ads, job fairs, and listings on job sites.  There are some new twists, however.  Many companies, because of a flood of applicants, have set up online screening processes to find the candidates that most closely meet their needs.  This method does add time to the equation, as these systems can take awhile to sort through the information.  Companies may also set up their own private job fairs, looking for specific talent to meet a current need.  Some companies also participate in job fairs for the exposure and to “test the waters” to see who is looking for jobs and if they might meet a future need.  Many, when they are trying to find a specific person to fit an important position, use recruiters, or network through professional groups.

All this means that job seekers need to be more flexible and agile in their searching.  There are a few important things to be aware of, some of which I’ve mentioned before but bear repeating!

Showing up takes energy and effort you don’t always have, but it can pay off.  A recent job fair in Albuquerque paid off in some immediate job offers, and in other cases scheduling of follow up interviews at the company.  Note:  don’t show up in sweats or shorts!  You still need to appear professional, no matter what your occupation.  Business casual is most appropriate for these events.  Also it is good to have a polished resume with you – and have an email address they can access for followup.  Some applicants have put online resumes on Linked In or Facebook.  Do make sure these sites are done carefully and look professional.

For companies that require an online application, be patient – it may take awhile for them to get to your resume.  It never hurts to have a name to follow up with, just an email which lets them know you’ve applied and would appreciate their attention.  This may require some networking on your part. 

Finally, don’t apply unless you fit the requirements!  This just wastes everyone’s time, including  yours.  In the case where you are trying to make a career change, as I once did, you somehow need to present the resume as having experience and skills appropriate to the new field even though  they were learned in a different industry.  Your cover letter should explain why you are making the change and how you have prepared yourself for the new career.  

Good luck to both companies and job seekers.  Patience is the key.

Tags: applications, For Employers, hiring process, hiring talent, job fair, job seeker, job seeker attitudes

Our land of enchantment is ( as most of you know) a great place to work and play, and attracts a lot of attention from folks tired of cold rainy weather or just wanting to have our great views.  This attraction can help companies needing to hire, but can complicate matters for local residents trying to find a job.

New Mexico is definitely a networking state.  The local communities are small enough that you can make a connection with the people you need to meet if you stay on task.  That said, hunting for your perfect job here requires some networking. As opportunities open up, there are liable to be huge numbers of applications for each position.  In some cases the application isn’t even appropriate for the job.  This makes it harder for the employer to find YOUR great resume among the piles.  

Networking requires some courage on your part.  It takes energy to reach out to friends and acquaintances asking for their help in your job hunt.  Finding the right connection takes time but there is definitely a payoff for the work invested.

Luckily because employers can be overwhelmed by the applications they receive, they are now turning to their networks, especially current employees, to simplify the process.  It also can save them money in the recruiting process.  Employees also have an interest in adding qualified teammates to their organization, and they get kudos from the employer if they find the right candidate for the job.

Some cautions here:
Make sure your contact really is a fan.  People usually won’t  tell you to your face that they wouldn’t recommend you for a position, so while you are asking the favor, be sure to observe their reaction to make sure they aren’t uncomfortable with the request.
Make sure your contact is a well regarded employee of the company (no explanation needed).
Make sure that you qualify for the job you are applying for before you put a friend or acquaintance on the spot.  It helps no one if you make it to the interview process for an opportunity that isn’t right for you.
Make sure you have the right contact.  Sometimes the HR manager is the person you need to reach, but many times it may be the head of the department you want to apply to.  Ask your contact who actually will be doing the decision-making for this opportunity.  If you are applying for a tech position, having a contact in the billing department may not have the effect you are looking for.

Other points  to consider:  many positions are not posted, or haven’t been fleshed out yet, but if the right candidate comes along there might be an opportunity.  Especially in smaller companies, they may not think they are ready to hire yet, but when the perfect applicant shows up they speed the process along.  Also, some companies may work by contract, and hold resumes in file in anticipation of the next job.  All are good reasons to develop a good network and keep in touch with your contacts (without making a nuisance of yourself).

Good hunting!

Tags: applications, candidates, hiring process, hiring talent, job seeker, job seeker attitudes

For both employers and job seekers, one of the hardest parts of the hiring decision is whether the candidate will fit in as a member of the organization.  Having personally experienced a time when a new employee not only didn’t fit, but became a divisive element in the department I managed, that is something no one should experience.  It is as important to the job seeker that they can become a productive member of the team as it is for the hiring entity.

For employers, it is important to understand your current culture in order to hire appropriately.  An article in HR Magazine, February of 2009, had suggestions on a process to hire for a cultural fit.  The article’s author, Robert Grossman, visited with a number of different companies to come up with this list.
1.  Analyze the culture.  One method for doing that is to ask the top executives what the culture is that makes them successful.  THEN go to the trenches and ask the same question.  Look for the disconnects.  Also look for more detail than “teamwork”.  Ask how your organization makes that happen.  This also helps in the hiring process , especially when the cultural characteristics link to job related factors and core competencies.
2. Develop a strong brand.  This helps potential candidates understand what your business is about and helps them decide whether they want to be a part of your organization.  Some companies have even developed pre-tests to help candidates decide if they are a fit for this organization.
(For job seekers – make the company website a major part of your research as you prepare applications or get ready for interviews.  You need to select companies that you would be proud to work for!)
3. Use properly validated assessments.  If you are using the results of any screening or pre-testing processes, make sure they are relevant and meaningful, both from a legal standpoint and as a useful tool for the desired successful hire.  Testing just to say you did wastes time and money!
4. Conduct behavioral based interviews.  There are many articles on the process and suggested questions that delve into attitudes and competencies.  If you are looking for a self-starter, ask questions that reveal that trait.  The questions are open-ended and cover any of the things that aren’t routine skills of the job.  The process is based on the principle that what you did previously in your life is a good predictor of how you will behave in the future.
5. If selling or other personal skills are important, set up an audition where the person can demonstrate those skills.  For example, a waiter who also sells or suggests wines might be handed a menu and asked to do some food/wine parings.
6. Know the laws and what constitutes discrimination. 

For job seekers, the first key is to know yourself.   Know what type of atmosphere you work best in, and interview the potential employer to understand the organization’s culture.  Also be sure that you possess the skills and knowledge to do the job that is offered.  It’s not good to fail at a new job because you didn’t know how to do it.

Good luck to all.

Tags: candidates, hiring process, hiring talent, job seeker attitudes

So few jobs, so many applicants. Recruiters processing applications start eliminating resumes based on their own criteria. In industries where layoffs have been significant staffing professionals are less likely than usual to consider someone who doesn’t specifically meet their job requirements.

Job seekers who have been laid off and who possess great credentials or experience are looking hard for their next job. Many are perfectly willing to take a less challenging position and would be grateful for the job. An article in SHRM Staffing Management quoted a variety of employers on their views of “overqualified”. In particular the recruiter for a pharmaceutical company is looking for a precise fit. The recruiter views with suspicion someone who applies for a job beneath their qualifications. The candidate wouldn’t automatically be disqualified, but they definitely wouldn’t have an edge over others.

There are a lot of reasons for this view. The prevalent belief is that the candidate will keep looking for better opportunities and move on as soon as something opens up. Also the “overqualified” applicant may not be able to fit in as a regular employee after years of a leadership or executive position.

There is another view in this debate, however. First, the new talent strengthens the knowledge base of an organization, and might even shorten the orientation process if they are already familiar with the industry. Second, it is a signal to other employees that this is a good company to work for. Finally , there isn’t any guarantee that an overqualified person will leave sooner than the more appropriate candidate. One hiring professional believes that having a highly talented candidate for a short time is more valuable than a mediocre employee who stays on.

SO – for the “overqualified” job seeker, given the above issues, your task is to present yourself as willing to hang in there for the long term, and eager to work with this new company. Your ability to add a new perspective, balanced with the emphasis on wanting to do the job you are hired for, are the selling points that may get you a great opportunity. Everyone wants success.

Tags: applications, candidates, hiring process, hiring talent, Hiring Trends, job seeker, job seeker attitudes, recruiters