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Job hunters take note - recent
behind the scene changes
Dear Joan:
I have been placed back in the job market and my problem is a lot of jobs are
posted because they have to and they tell me internal candidates are first on
the list.
When I am called, I have been asked to do a phone interview, or I�ve been called
with an hour�s notice to get there because the person is leaving town. Here are
my questions.
1. Are phone interviews fair?
2. Can you decline an interview with only an hour�s notice, without it affecting
the decision?
Any help would be appreciated.
Answer:
The way jobs are filled has changed over the past few years and I think it would
help readers understand what typically happens after they apply for a position.
Your observation about organizations giving employees the first opportunity to
fill a job is correct. Most organizations want to keep their good employees, so
offering them career opportunities is an important component of their retention
strategy.
If it�s been determined that inside applicants don�t meet the qualifications of
the job, the position is advertised externally. Depending on the size of the
company, the hiring manager or the Human Resources Department will do the
application screening. Staff
reductions have taken most human resources departments down to the essential
few, and flatter organizations means managers who are stretched with more
responsibilities.
In the past, the human resources department might invite someone in for an
interview�or two�then send the person on to the manager for a few interviews.
Today, much of the screening is done upfront, over the phone. Besides not having
enough people to wade through resumes and do screening interviews, companies
have found it saves time and money to ask some preliminary questions over the
phone.
Usually the phone interview is designed to find out if the person�s past
experience is a general fit for the position and the company and if their salary
requirements are within negotiable limits. That is why applicants should have a
job-hunting file next to their phones. Also, they should make sure their
recorded phone greeting sounds professional. A
rendition of barking dogs singing Jingle Bells may not be the impression you
want to make.
In your job-hunting file, include:
� A copy of your resume(s) as well as some bullet points that outline some
mini-stories about your past results.
� Copies of each want ad, so you know to which positions you have applied.
� On each position description, make notes about the salary expectations you
have for the position, so you won�t stumble when the subject is brought up.
� Finally, include a list of the questions you have about each position.
If you make it past the phone screening, and you�re called in for an interview,
you have every right to politely negotiate for a time that is mutually
convenient. For instance, if you would like to come after work, the interviewer
may be willing to accommodate you. If you can�t come in immediately, it
shouldn�t count against you.
However, common sense dictates that the person who can accommodate the
interviewer, and get there as quickly as possible, may have an edge. Obviously,
if the interviewer finds a match for the job, he may not need to set up any more
interviews.
Another thing that has changed is the amount of communication you can expect
from an employer. In the past, applicants received a notice that their resume
was received and a letter following the interview, telling them of their status.
Unfortunately, I hear a lot of complaints that this common courtesy has been
lost. While it is understandable that a short-staffed human resources department
may not have the time, money or horsepower to acknowledge every resume they
receive, I think it�s unforgivable to not let an applicant know that they didn�t
get the job, after they took the time to come in for an interview.
While some of these changes work against the candidate, the phone screen
actually can work to your advantage. If you are prepared and use your
job-hunting file to conduct a professional interview, it can make your
job-hunting very efficient. You won�t need to take time off from work to go to
job interviews that aren�t a match for your skills or income requirements.
JoanLloyd has a solid track record of excellent results. Her firm,
JoanLloyd
& Associates, specializes in leadership
development, organizational change and teambuilding. This includes executive
coaching, 360-degree feedback processes, customized leadership training,
conflict resolution between teams or individuals,
internal consulting skills training for HR professionals and retreat
facilitation. Clients report results such as: behavior
change in leaders, improved team performance and a more committed
workforce.
JoanLloyd has earned her C.S.P. (certified speaking professional) designation
from the National Speakers Association and speaks to corporate audiences, as
well as trade & professional associations across the country. Reach her at (800)
348-1944, mailto:info@joanlloyd.com, or
www.JoanLloyd.com
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