I hired an entry level employee in December who passed probation last week. Job searching is not particular fun for either the potential employee or the employer. I would describe job searching from an employer’s viewpoint as more of a weeding process than picking the right flower (to continue the analogy). Unfortunately, given the sheer quantity of job applications, my search was premised more on finding reasons not to interview someone than to interview someone.

If you are looking for a job, here’s some of my thinking on why I did NOT interview someone for the job at each stage of the hiring process:

RESUMES

• Failure to follow instructions. I asked each applicant for a university transcript (I was looking someone out of university). Those who did not provide it,  I did not consider. Shows lack of attention to detail.
• Under-whelming resumes. Squawkfox does much better justice on this topic than me. Make sure you follow these successful resume strategies.

COVER LETTERS

• Failure to get to the point. What is the point of a cover letter in a job search? To get to an interview. You would be surprised how many cover letters I read that did not ask for an interview.
• Sending the form letter. Try to at least customize the cover letter. As long as one paragraph addresses how your skills and experience match the job, it at least shows you have read the job description and are addressing the criteria.

… A SIDE-NOTE ON QUALIFICATIONS

• Unless the job description says “do not apply if you don’t meet these exact qualifications,” if you are pretty close to the qualifications, apply and address your lack of qualifications directly and show how, despite this fact, you add value which makes up for this lack of qualifications.
• I once interviewed a woman who had worked her entire university years as a waitress but she said in her cover letter she did not have any office experience but listed the reasons why I should interview her. I took a chance on interviewing her and would have hired her but for the fact she had a job offer in hand for another office job when she came to the interview (clearly, she was able to convey her value to more than one potential employer).

THE CALL FOR AN INTERVIEW

• The “meh” call. I called someone for an interview and even though they said they were interested, they sounded so under-whelmed.  At least pretend you are excited.
• The fluster call. I called a superior candidate for an interview and they picked up the phone and sounded so flustered that it immediately created a negative impression (try not to give cell phone numbers or, if you do, do not pick up for numbers you don’t recognize; otherwise, you could be taking the call on a crowded street).

THE INTERVIEW

(as a word of warning, I am a terrible interviewer so put this in context)

• Not treating the receptionist nicely. I watch for this. How you treat the “junior” staff says a lot about you (when, in fact, good receptionists hold an inordinate amount of informal power in most offices).
• Making it all about you. Candidate spends 90% of the interview asking about pay, the scope of the benefit plan,  how long lunch is, what about vacation etc.  Ask about the package but don’t obsess about it in the first interview.
• Speaking only when spoke to. Most non HR department interviewers are just as nervous as the job applicant (at least that’s the lie I make myself believe). Try to have a conversation with me to put us both at ease.
• Failing the “why do you want this job?” question. Do not say “I don’t know” or “the money is great” (it is not, I am a cheap boss). Good answers maybe: ” I want to broaden my skill set in this industry.” or “this is what interests me about the job.”

(… I never ask the “where do you want to be in 5 years?” question. It is so disingenuous.  Most interviewers can’t answer the question honestly themselves so why do they think their potential junior can?)

AFTER THE INTERVIEW

This is where most candidates fall down…

• Failure to ask if you can have a 2nd interview. Remember if they say no, you move on. Uncertainty is not your friend in a job search. Get to a “yes” or a “no” quickly.
• Failure to indicate continued interest.
  
• Failure to ask for time lines for a decision.

Why did I hire the person I did? Three primary reasons:  (i) good follow up; (ii) enthusiasm in the interview; (iii) professional attitude. I hope this helps in your job search. Good luck.