Job Seekers 101

Lately I've seen many things that remind me how grateful I am to be employed in a good job. To the general employment malaise we learn of with every news report on the economy, I can add my own experience: I currently serve as the employment specialist in my ward, and there are a lot of people in the neighborhood who are looking for work. I'm also on one of the few teams in my company that is actually still hiring, so we are seeing many applicants. This past week in particular I have reviewed a large quantity of resumes and sat through numerous interviews. I hope nobody reading this is currently on the job market, but I'm sure you know someone who is. As a hiring manager, let me share some helpful tips in hopes they will filter through the population of job seekers. I'm in the IT field, but I think this is generally applicable stuff.

First, the resume. Unless you're a C-level executive or college professor, limit your resume to two pages. Use a clear font and avoid fancy formatting that may not translate on everyone's computer. If you are experienced, include a brief summary (five lines or less) of your background and abilities. If you are new to the job market or field, use this space to describe your objective instead. Include full dates (months and years) for each position you have held. Explain any gap longer than 90 days with a brief, accurate statement. Be completely honest. Do not claim titles, roles, responsibilities, education or skills you don't have. For IT or other niche fields, list all your technical skills or technologies in a separate section so that they will be caught by database keyword searches, but not distract from human readability.

Next, the application. Apply only for positions for which you are qualified. Screeners and hiring managers don't appreciate wading through stacks of irrelevant resumes any more than job seekers appreciate spam from the job sites for positions that are completely unrelated to their searches. Just as important, don't apply for a job you don't want to do; even if you're qualified, you will have a tough job convincing the hiring team of your sincerity. If you are compelled to take a position at a lower pay grade than you had previously, be sure to find something that you will enjoy. If you can convince the hiring manager of your passion for the role, they may be less inclined to fear you will bolt to a better position once conditions improve. Include a cover letter that is customized to the position and that makes a case for your value to the organization.

Finally, the interview. This is really what set me off to write this post. I have been amazed with this batch of applicants to find how few of them actually listen to the interviewer. Yes, the interview is the opportunity to sell yourself to the organization, but every good salesperson knows that listening is just as important as talking. Yet time and again, almost every applicant has launched into a rapid-fire delivery of their answer even before the questions is out of my mouth. Even if you have a good sense of what the hiring manager is asking, stop and take a breath before launching into your dazzling riposte. It's often helpful to restate the question to be sure that you understand and are answering what is being asked. The hiring team has two objectives in questioning the applicant. The first is to assess knowledge, skills and experience (the content of the applicant's answer). The second is to assess the applicant's personality and approach, which is revealed in the way they interact with the questioner and the care they take in answering the question. This metadata is at least as important as the content; it shows the depth of perception, interpersonal communication skill, adaptability, and host of other soft skills (a term I have never really liked, since there is nothing "soft" about these skills, especially in senior positions where decisions are made that can have a significant affect on the business). As a small-town motivational speaker once said, "Listening is key!" (This guy was hauled in to an annual meeting at one of my former employers, and however cheesy he was, he did have a point; just not one I'd pay an honorarium to hear.)

I've got six more interviews lined up in the next ten days. Here's hoping the folks in that queue have some of these interview concepts down.