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

Not having a job doesn’t feel very good. It gets even worse when you realize that the job market may not value your skills and experience as much as you do. The “new” economy needs a new skill set and this may be your golden opportunity to find a totally new career.

An article in the Free Press (freep.com) in January tells the stories of some who have retrained and regrouped to find new opportunities. One person who was a telecommunications specialist is now earning a Master’s Degree in Counseling. The article quoted a 2008 MetLife Foundation Career Survey that found as many as 8.4 million people between the ages of 44 and 70 had launched a new career to combine earning a salary with jobs that had more social impact and were important to that person. Another avenue many pursue is to update skills in their field through additional schooling. At the local community colleges there are engineers and administrators taking specific classes to open new doors in a growing industry.

Now may be the time to pursue your passions or interests as you look for the next great job. To get more information on what industries to target, the local workforce surveys and economic studies are a good resource. Your local university or community college can tell you what industry is looking for in their graduates. Most educational institutions have a career center, and those people are there to help you find a direction. They can provide testing to identify interests or aptitudes and then show you what classes are available in your area of interest. Local professional societies are another source for potential jobs, and it is also a good idea to keep up on the business news.

Once you identify some opportunities that might interest you, figure out what type of candidate will be successful at that job. Ask associates if they know anyone in the field and interview them. Sometimes the job described isn’t the job you get, so make sure you know what you are asking for. All this being said, there is still an economic downturn to deal with, so don’t lose heart. While you are waiting for your big break, look for simple things you can do to provide a service that might give you some revenue. An area of opportunity that I have recently discovered is helping an advocate for the older generation that has no living family members to look after their affairs. There should be many services that will be needed. Be creative – and good luck!

Tags: applications, candidates, change management, effective learning, job seeker, job seeker attitudes

As my generation (baby boomers) age, changing jobs is more difficult for more than one reason. It is painful at any age to go job hunting. The fact that business technologies change so rapidly and we’re scrambling too keep up doesn’t help. The way we apply for jobs has gone techie as well, and social networking for jobs is on the rise. So – add the fact that some of us are now more mature and there are a number of people job hunting in this economy and you could get very discouraged. Don’t! According to an article in "Marketwatch" by Andrea Coombes, we should be touting our maturity and experience. The idea is to confront age biases head-on by addressing them. Here, in brief, are a few tips. 1. Get someone to recommend you. This is always a good idea, as some companies get inundated with resumes, sometimes hundreds for a single position. 2. Create a profile online detailing industry skills and experience. Include that link in your resume. 3. Address the stereotypes. Talk about your flexibility and willingness to take on new experiences. Show the company that you’d be cheaper to train because of past experience and let them know you’ll be around for quite awhile if that is the case (many aging workers are perceived as headed for retirement). 4. Create a skill-based resume, focusing on the knowledge needed for the job you are seeking. Highlight the last 10 years or so- not your entire career. 5. Attend conferences and workshops relevant to your field to be up on the latest in that industry. 6. Your cover letter should make you stand out as a candidate. Include references to what’s happening in your industry or in the company you’re applying to. Good luck and good hunting.

Tags: applications, hiring process, job application, job seeker, job seeker attitudes, recruiting

When your company decides to add a new position or fill an old one there needs to be some thought given to how they will notify potential job seekers of the opportunity. Here are three things to think about as you or the company starts the hiring process.

1. Where are you going to find the candidate you want? The sources change as the market for jobs changes. Running ads, online or otherwise, has evolved to posting on job boards, to posting on the company site and select professional site boards, to attending professional society meetings and job fairs, and finally to social networking sites. As the number of job seekers increases, the company may not publish the job information too broadly, but rather do their own search through Facebook and MySpace and other popular sites. Research published by the Society for Human Resource Management found that 46% of staffing professionals felt the social networks were effective in finding executive talent. The jury is still out on the legal issues of screening applicants through their social network postings, but there doesn’t seem to be an issue with identifying potential candidates this way. Above all, don’t forget your internal sources, both for referrals and for candidates.

2. How will you describe the job? The more precise and clear you are in the posting the more relevant the resumes submitted will be. THIS IS NOT A JOB DESCRIPTION! This is a summary or overview of the job offered. Skills or education required, the level of authority and responsibility involved, benefits of working at the company and the nature of the industry (a good company description) are all important. Try to make the title for the job relevant to the general public and not just to your internal group.

3. What is your application process? According to a Job Seeker Attitudes report on Staffing.org, the company is better served by making the process simple. The major complaint of job seekers that didn’t apply for a particular job was that the process was too frustrating or lengthy. Admittedly if one wants a job badly enough they will struggle through, but it doesn’t make a good first impression if your company is perceived as being "difficult". Some companies have included aptitude tests and personality surveys in the application process. This may be overkill as it does self-select for candidates that love to take tests, and the recruiters will need to have a method to evaluate all this extra data. Collect the information you need to make the initial cut from the applicant pool, and then drill down.

Hopefully these tips will help your company connect with the best available candidates in the most efficient manner, and that everyone involved in the process will have a positive experience.

Tags: Facebook, hiring process, hiring talent, job application, job seeker attitudes, recruiting