You Weren't Hired - By Mistake!
With the economic downturn many of us are in job searching horror. But is it just the economy? Even in these difficult times we've all gone into interviews, sent resumes, or made phone calls, with that spark of confidence saying, "I'm Mr. Perfect Fit. I know it, and soon they'll know it too!" No arrogance, just confidence in your 5, 10, 15, or 20 years of previous heroics. Two weeks pass, four weeks, nothing! You ask yourself, "How they could not see it my resume? Didn't they hear it in the confidence of my voice? I answered every pointless question I was asked and even complimented that nasty looking fish hanging on his wall. What did I do wrong?" The answer could very well lie with you. But take heart, too often it doesn't. For sure, a mistake was made but the type of mistake warrants further explanation.
The Obvious Mistake
You make these and they are your fault. Hopefully they are not as egregious as the blunders published on the Redneck Employment Agency website: "I'm so well-qualified [that] if the company doesn't hire me that proves the company's management is incompetent." Or how about these applicant suicides: filling out a job application on the floor, bringing a dog to an interview, wearing a Walkman and saying you can listen to the music and the hiring manager simultaneously. Those are bold, but not as bold as challenging the hiring manager to an arm wrestling match. Most of us wouldn't believe these things happen, but in the world of staffing it seems everything is possible. Solution: If you do any of these things you had best hope you are interviewing with a relative.
The Not So Obvious Mistake
These mistakes are your fault but are mostly innocent. These mistakes baffle you and frustrate you to no end. You simply cannot correct them until they smack you in the face. They could be anything from scratching an itch during the interview to emailing your resume in a garbled format. I was applying for a position several years ago when a staff recruiter contacted me about my unreadable resume. "Looks perfectly fine on my machine," I replied. I sent it to my brother with the subject heading "take a look," omitting the proper punctuation he's come to expect of me. Within minutes I had my reply. I sent to him again. Then I sent him different versions of my resume. I'd been going on for a month applying senselessly with these versions and was dumbfounded by the disinterest in my skills. By the time I'd straightened out my computer virus I had a new PC and a brand new version of MicroSoft Word. Solution: Using whichever vehicle you choose make the best presentation you can. Strive for an "Oh my God!" exhibition, one that dramatically and immediately gets your point across," says Gene Zelazny, Director of Visual Presentations for McKinsey & Company. Know your audience, know what they expect, know what they understand and know what interests them Then always seek feedback for any interview you have, resume you send, or phone call you make.
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No Mistake
These are the happenstance mistakes others make but you pay the price. These are the most prevalent mistakes. I've talked to recruiters who've lost resumes for candidates they wanted to hire then rationalize that "someone else will just come along." I've watched hiring managers go on vacation only to forget about suitable candidates. Budget restrictions and hiring freezes are a common occurrence in every organization and they always affect some unfortunate applicant. Early in my career I made a great presentation to a Training Director seeking a position as one of his trainers. The offer call never came. When I finally tracked down his boss, I found out that the director had resigned. A new director had been hired and she had brought one of her trainers with her. She wasn't interested in anything that had happened before her arrival. Solution: Seek commitment from anyone showing interest in you. Internationally known master negotiator Roger Dawson says that at the end of every interview he asks this question of his potential employer, "Certainly you will recommend me to your superiors, won't you?" If there is an objection you'll know it immediately. If there isn't now you have leverage for any follow-up calls you make.
Hidden Mistake
These are the veiled decisions others make and hide. Once again, you pay the price. These mistakes are borne by hiring managers who, for legal reasons, rarely tell you why you aren't considerable. "We went internally," or "We decided to put the position on hold." or "You are so qualified we didn't think you'd be happy in this position." The purpose of a hiring manager is to disqualify you so that only one remaining candidate is worthy. Laws are set up to protect us from obvious discrimination but proving that discrimination is an uphill battle. Because so many of us accept rejection at face value we rarely take a second bite of the same apple. Stanford Provost, John Etchemendy, regarding his recent head coach acquisition told the Nebraska Review about his failure to investigate the decision not to hire devout Christian Ron Brown, an assistant football coach for the Cornhusker football team, "It wasn't a decision not to hire Ron Brown; it was a decision to hire Buddy Teevens." He further explains, "Religion was not one of [the hiring factors] them." Solution: Ask yourself three questions. What do I really gain by trying to be a part of an organization that thinks it doesn't need or want me? What price will I pay to demonstrate the injustice? What rewards lay for me by proving that I was irresponsibly considered? If you believe the price and reward warrant legal action, then take it.
Stupid Mistake
These are the obvious mistakes others make that they wish they had not. Depending upon your tenacity both you and the hiring manager pay the price. These mistakes are born out of discrimination in their legal form: age, race, gender, religion are the most common. Disability discrimination is not far behind. If you are willing to endure the headaches that follow any attempt at legal retribution City Hall may be fought. The questions you ask yourself are the same ones asked with hidden mistakes. Statistics can be used to prove discrimination especially within large companies. But beware. Hiring managers can simply state their objection to you during your interview. And that is perfectly legal, despite your qualifications. Solution: Collect as much information as you can and definitely consult a Lawyer.
In the end, organizations hire you simply because they want you. So what is it that's going to make them want you around? Kevin Mitnick found a reason. Mitnick, formerly the country's most wanted computer hacker, was a guest star on ABC's spy drama ''Alias'' as a computer expert. And most of us flinch when we look at that spot on the application that asks us if we've ever been convicted of a felony.
Anthony Cantor is an Author and Human Resources Consultant serving corporations and individuals in the Washington D.C. area. You may contact him via DocVoc Enterprises at www.docvoc.com or email him at docvoc@docvoc.com.
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