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Blah. Most of this stuff is blown out of proportion and just unfair judgement. Like not having a good track record, aka having a gap in employment which could be for a number of reasons. But it's just one of the endless reasons people can't find work. Every day the "job creators" are looking for another barrier to use. Of course there is no shortage of H1B visas.
#1 is based upon how well written the job ad is and should be better clarified at the interview
#2 When you asked cliched BS and irrelevant questions don't expect clear and concise anwsers.
#3 Difficult to show demonstrate or verify. I can easily say I achieved X, Y, and Z.
#4 references are nearly useless. Most companies will only give titles and dates of employment and in many cases managers can get into trouble for giving references beyond that. Also most bad mouthing in my experiece tells you more about the past supervisor than the candidate.
#5 Probably accurate but not often encountered during the interview process.
#6 One is expected to be somewhat arrogant at the interview and sell themselves. If you seriously think they are going to talk about past mistakes and weakness and help you tear them down you are delusional.
#7 I probably agree with. If they treat people like dirt they have major issues.
#8 The company's values should be to hire qualified people who can perform their duties. This sounds code for finding someone you'd like to hang out with or fit which is really a corporate euphemism for shallowness and cronyism. Unfortunately a lot of this goes on with hiring much to the detriment of organizations.
#9 Very subjective also tough to get a feel for a person when they are under high stress at an interview and being interrogated.
#10 Everyone thinks they can find that purple squirrel who will work for bargain prices if they just hold out long enough. If you find a candidate that looks like he/she can do the job or can figure it out in a short time and can present themselves in a professional manner go with it.
Last edited by MSchemist80; 06-11-2013 at 02:49 PM..
#1 is based upon how well written the job ad is and should be better clarified at the interview
It is your job to research the company and the team. A job posting is not a novel.
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#2 When you asked cliched BS and irrelevant questions don't expect clear and concise anwsers.
If you think the question is BS, then you are not qualified for the job. We are asking that question for a reason. I have no place for someone who is arrogant enough to think they know more about the posted job than I do. I am asking you this question to find out something specific.
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#3 Difficult to show demonstrate or verify. I can easily say I achieved X, Y, and Z.
This is only difficult to demonstrate if you don't have any results of substance to demonstrate, and if you are willing to lie about what you did, then you aren't the kind of person we want
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#4 references are nearly useless. Most companies will only give titles and dates of employment and in many cases managers can get into trouble for giving references beyond that. Also most bad mouthing in my experiece tells you more about the past supervisor than the candidate.
They are only useless if you have poor references. If you are good at what you do, your old bosses will go out of their way to help you succeed. Bosses keep up with their top-performing ex-employees regularly. If you can only get a title and date from an old boss, your performance wasn't up to par.
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#5 Probably accurate but not often encountered during the interview process.
'not enforced'? How is it anyone's job to enforce that you follow through with something?
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#6 One is expected to be somewhat arrogant at the interview and sell themselves. If you seriously think they are going to talk about past mistakes and weakness and help you tear them down you are delusional.
A candidate who can't be honest about their past mistakes is poison to a company. Candidates who are honest about their shortcomings are the kind of people you want to work for you. Anyone who thinks they should never admit weaknesses will always struggle in their careers.
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#7 I probably agree with. If they treat people like dirt they have major issues.
#8 The company's values should be to hire qualified people who can perform their duties. This sounds code for finding someone you'd like to hang out with or fit which is really a corporate euphemism for shallowness and cronyism. Unfortunately a lot of this goes on with hiring much to the detriment of organizations.
You have absolutely no clue if you honestly think this. Companies are founded to accomplish certain goals beyond making enough money to go home for the day. If you don't understand that, I wouldn't want you to work for me.
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#9 Very subjective also tough to get a feel for a person when they are under high stress at an interview and being interrogated.
#10 Everyone thinks they can find that purple squirrel who will work for bargain prices if they just hold out long enough. If you find a candidate that looks like he/she can do the job or can figure it out in a short time and can present themselves in a professional manner go with it.
Holding out for a better candidate is always better than taking someone who isn't great at what they do. I struggle to see how anyone who has ever managed people would agree with your viewpoint. I will pay someone very well if they can demonstrate they deserve it. If they can't demonstrate past achievements, if their old bosses don't view them highly, if they think my interviewing is BS, and if they just want to show up for a paycheck (and think the values upon which the company was founded are BS), then they are a very bad candidate and don't deserve anything beyond the minimum.
They are only useless if you have poor references. If you are good at what you do, your old bosses will go out of their way to help you succeed. Bosses keep up with their top-performing ex-employees regularly. If you can only get a title and date from an old boss, your performance wasn't up to par.
i agree with most of what you're saying in your post, but i have to take issue with this. i have great references going back over 10 years from supervisors, but my current supervisors can't give me a reference. it's against company policy. it's more and more common to have these kinds of policies. some managers ignore them, but if an applicant's managers do adhere to company policy, it's certainly not the applicant's fault!
i supply my (flawless!) performance reviews in lieu of a reference from my current job. it's not as good as a reference but it's the best i can do under the circumstances.
How about warning signs for the candidate that they shouldn't accept the job offer? Interviewing is a two way street. Some of those rules could easily be put back onto the employer/recruiter. I feel that the candidate should go with their gut if they feel like the job is not right for them.
How about warning signs for the candidate that they shouldn't accept the job offer? Interviewing is a two way street. Some of those rules could easily be put back onto the employer/recruiter. I feel that the candidate should go with their gut if they feel like the job is not right for them.
the same writer has actually written about this. let me see if i can find it.
edit: well, the title is 8 danger signs when you're job searching, i guess the apostrophe messed it up!
the author is a big advocate of job searchers "interviewing the interviewer" and thinking about whether they want the job, not just whether they can get it. i think she strikes a really great balance between a manager's perspective and a jobseeker's.
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