Looking for a new job can be a daunting, draining, soul crushing experience. However if you establish realistic expectations you can approach the rejection and struggle philosophically rather than personally and hopefully not succumb to depression.
Please consider the following before you start pounding the pavement so that you don’t start pounding your head against it.
You might suffer through a long application process – So you’ve just found a great job online you feel is perfect for you? You apply and find that you’ve entered an arduous process that little helps your job seeking fatigue. Fifty-four percent of HR professionals report that their organization’s application process takes over 20 minutes to complete! Keep in mind that on average every online job posting receives about 200 resumes. Before you enter into 20 minutes of online hell and compete with 200 other blokes, ask yourself, “Do I really want this job?” and “Am I really qualified for this job?” If you can’t answer “yes” to either of those, then don’t waste your time.
You probably won’t find a job online – The majority of open positions aren’t advertised online and according to a 2014 survey by CareerXroads, only 15 percent of jobs were filled through job boards. Most candidates are sourced from within or from referrals. Networking therefore may be a better use of your time.
You probably won’t hear back from the employer – A Careerbuilder survey suggests that three-fourths of job candidates never hear back from the employer after applying or they receive no more than an automated response after hitting “submit”. Yes, though this lack of employer action may be unprofessional, you should not take it personally. If you are holding your breath with crossed fingers and refreshing your inbox repeatedly, you will be disappointed if not frustrated.
You weren’t rejected because of who you are – Automated systems often filter out about 75% of the candidates who apply through them and much of this rejection is based solely on the lack of keywords in your resume. If a company shows no interest in your online application, don’t take it personally. Chances are a human never saw your resume to begin with and even if they did, they spent on average only six seconds getting to know it.
You may not have been rejected for lack of skill – You may have all the skills in the world but today, as unfair as this sounds, cultural fit is given more consideration during the hiring process. A study of 500 organizations found that 82% felt cultural fit was an important measure in the hiring process while seventy-five percent of respondents believed cultural fit was a good predictor of success. Understand though that fit is a two-way street. If they don’t feel you are a fit for them, they may not be a fit for you either. Learning that up front is perhaps best for your career.
Hiring managers barely look at your resume – Hiring managers and recruiters look at your resume, as mentioned above, for a mere six seconds. During that time they only look at your name, current position, previous position and education. Make sure your resume is formatted in such a way that this information can be accessed quickly to best maximize the time they spend on you.
You may be requested to take a video interview – Dozens of video interviewing providers now litter the hiring landscape as employers seek to hire more efficiently and effectively. If you are invited to take a video interview, do not panic and certainly do not feel slighted you weren’t immediately invited into the office. You have been invited because your resume interests them. You have passed the skills audition and the video interview is your chance to let your personality shine. Read, “4 Reasons Why Job Candidates Should be All Over Video Interviewing.”
A job search is more a marathon than a sprint. Understand these six points and you just may have the endurance to make it to the finish line.
Careerbuilder released a survey recently of 374 HR professionals and 319 job candidates asking them how technology degrades the hiring process. Here are a few problems reported.
Fifty-three percent of HR professionals believe a long application process helps to screen out unenthusiastic job candidates. Unfortunately for employers, over 60% of job candidates reported that they started an application process but dropped out because it was too complicated or lengthy. Continue reading “Survey Says Hiring Process Suffers From Huge Disconnects Between Job Candidate and Employer” »
If you are employed but unhappy with your job you may have heard these words when grumbling about your work week to a friend, “At least you have a job.” If you’re a manager do you feel your employees are lucky to even be employed? This attitude might be influencing you to treat them in ways that do not contribute to their success or well being. I mean if you believe they have no other place to go, then your investment in retaining them might be fairly minimal, fueling their disengagement. Continue reading “U.S. Workforce: Why Is Everyone So Miserable And What Can We Do About It?” »
If you are a hiring manager or HR professional you may have seen one or two of these statistics in the last year but probably not all together or all at once. Gather them into one place and you see a picture of one very frustrated and displeased workforce. The time to take notice is now! Continue reading “U.S. Workforce: The Scary Truth About Who is Looking, Leaving and Who Just Doesn’t Care.” »
Imagine a scenario where a recently graduated college student in search of employment begins applying here and there hoping to land a job interview. After several months of no success, she decides to set up and complete an automated video interview and send it in to employers in whom she is interested. A hiring manager receives the email, watches the three minute interview online and makes a job offer without even bringing the young woman in for a face-to-face.
As astounding as this may sound the scenario above did indeed occur. Is this one of those “canary in a coal mine” kind of signs that video interviews will end up replacing face-to-face interviews?
According to a 2012 study by Office Team, a division of staffing company, Robert Half, six out of ten HR managers interviewed said their company often used video interviews during the hiring process. As this survey is a year and a half old, this number probably has increased since then.
Why are so many organizations turning to video interviewing? Because it is more revealing and saves time during the hiring process. Why is a revealing interview so important?
- Recent research suggests that viewing a candidate’s video interview can help you predict a job candidate’s likely on the job success.
- A three year study by Leadership IQ shows that 46% of employees fail within the first eighteen months on the job and of those who fail, 89% fail for attitudinal reasons. Video interviews can help discern attitude.
- According to a survey by Careerbuilder, 49% of hiring managers say they know within the first five minutes of meeting a candidate whether they are a good fit for their organization. Yet courtesy dictates that they continue spending valuable time interviewing them. Video interviews will virtually eliminate these interview mistakes.
- A 2013 study by the Aberdeen group shows that video interviewing decreases time to hire and the costs associated with it not to mention it increases hiring manager satisfaction.
So will video kill the face-to-face interview? No. On the contrary the video interview will serve to enhance and strengthen the in person interview.
In fact, the greatest advantage of using video to screen candidates is that video will help you find the best candidates while avoiding the “false positives”, those applicants who only look good on paper. Even better, you’ll discover the hidden gems, the “false negatives” who often get cut during the resume screening.
And video interviewing brings other benefits to the face-to-face interview. Allowing job candidates to answer basic interview questions via automated video interviewing prior to the face to face interview enables hiring managers to more effectively use their time to ask more probing follow-up questions related to the candidate’s responses first seen on video. This enables the hiring manager to focus more intently on the candidate during the interview.
Additionally if the candidate is brought in after a video interview has been conducted they now understand that interest in them is more significant than if their resume alone had been screened. As a result they are more likely to prepare and research the position for which they are interviewing which contributes to a more effective interview.
No, video interviewing won’t replace the face to face any time soon but we may actually see fewer face-to-face interviews being conducted as the candidates being interviewed get better and better.