You've read the first four job search tips for employers from a candidate's point of view in the first part of this article. Now take a look at the final job search tip from a candidate.
My fifth and final tip? Schedule enough time for interviews, make the proper arrangements, and make sure all of the necessary people are available. I would like to do follow ups and send the thank you letters to everyone I speak with. Make sure I have an itinerary (preferably before I show up – I’d like to do some research, too) listing names, titles, and maybe one or two short facts about that person’s job and how my position will interact with it. Yes, this takes time, but remember, you just got some of that time back because you have fewer resumes to plow through. And, the investment pays.
I have had too many interviews where I spend 10-15 minutes with a person and then get passed off to the next person. There are times when one or more persons weren’t aware I would be there. In the space of two hours, I may have spoken with five or more individuals. At times they do not have a clue as to why they were included on the interview list. At most, the best each can do is listen for a “buzzword” or two. If I luck out, I will mention them, and be asked back for round two.
Most of the time these interviews are a waste of time for all. Help me help you. I want to show you all I can do. I want to show all team members what I bring to the table and how “I can help them succeed today.” I am prepared. Please, be prepared, too. Make sure I speak to a variety of people and make sure they know I am coming. If I am going to be a part of a team, lets start off on the right foot, right in the interview.
I have traveled to many states for the interviews I have had. Often a key person is unavailable. This is frustrating because key feedback is also unavailable. Not having all the people available is rude and a disservice to me. I know things happen but it seems to me these organizations can’t plan their operations properly. Once again, word gets around that impacts their ability to hire quality candidates.
Teamwork is all the rage today. Schedule a team interview that includes a cross-section of the people I will work with, my future team members. (Call this behavioral interviewing if you must, but it is a great way to interview – if, you are prepared. Don’t worry about me – I can react to and handle the situation. If I can’t, you know I won’t fit in.) Educate them about how to interview and how to talk about what is needed from this position and the person who fills it. Move the interview along with that in mind.
Please, however, make sure I have enough time with the hiring manager – my future boss. And, close the loop. Bring me back to the first person I spoke with, whether that is the Hiring Manager or Human Resources. Or, as a courtesy, end my time with you in HR. This may sound strange, but there have been times when I never spent any time with Human Resources staff. They should be on the interviewing schedule.
Yes, I know we all are cramped for time. Remember though, if you post jobs more efficiently, do proper phone screening, and have a real hiring and interviewing plan and process, you will have a manageable number of desirable and wanted candidates to interview. You and the candidates will have plenty of time together to get to know each other. They will have a chance to know what your needs are. They will have a chance to thoroughly introduce themselves and demonstrate what they can do for you.
Help me help you. If you apply these key points in your recruiting and interviewing, I can help you succeed today to hire the employees of your dreams.
Update About the Author, John Budzinski
I am periodically asked about what happened to John following this job search story. I share his story because it should provide hope to others. John's story ended happily and he has repeatedly written happy endings by his preparation.
John says, "The job search came to an end when in my travels I came across a company that was looking for someone to come in and eventually take over a Supply Chain position for a long time employee who would be retiring shortly. The position worked out fine and I was there for 4 years.
"The company merged with another company and I saw that my position at some point would be gone. Near the end of last year I began to circulate my resume and make contact with old customers and colleagues. In January I began my search.
"In March, a few days after my birthday, I was told my job was gone. Because of the up front work I had already done, I generated 15 face-to-face interviews with 12 companies (most that were on my hit list) in six states over 11 weeks (yes, I was busy and hectic and also found time to squeeze in two days of advanced Excel training). I received three offers and accepted one with a very nice pay increase and enjoyed three weeks off before I began work at the new company in June."
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John Budzinski has been involved in Materials Management for more than 25 years. An APICS certified (CPIM, CIRM) professional, he has held numerous positions, including three years as a Systems Administrator for MRP/ERP, and run the gamut of companies and industries ranging from low-tech to high-tech and defense. He worked in two high-tech startups and went through an IPO with one of them and rode the back of the dragon during the telecommunications and networking explosion during the mid 1990s to 2000. In addition, he is a Communications Specialist and published writer and photographer. You can contact John by email: jbudzins@ix.netcom.com or phone: 603.437.8738.
