Im a Perfect Fit - Why Didn't I Get the Job?


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Written by Jenny Kahn, PHR; edited by Janet Wenholz.

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  • Im a Perfect Fit - Why Didn't I Get the Job?

    1. 1. I’m a perfect fit, why didn’t I get the job? Recruitment from the company’s point of view By Jenny Kahn, PHR Senior Technical Recruiter [email_address] Copyright Jenny Kahn, PHR Edited by Janet Wenholz Clay Pigeon Enterprises [email_address]
    2. 2. Objectives <ul><li>Understand what companies look for </li></ul><ul><li>Understand the hiring process </li></ul><ul><li>Learn why candidates get eliminated </li></ul><ul><li>Learn steps you can take to improve your odds </li></ul>
    3. 3. What employers look for
    4. 4. The Hiring Process <ul><li>S tarts with the Requisition… </li></ul><ul><li>The “Req” is a finance document that ensures that salary will be set aside for a new employee. Sometimes referred to as “new head count” or “increase in complement”. </li></ul>A hiring manager may want/need an addition to staff, but there is no real position until the Req has made its way through the signature chain!
    5. 5. How a Req. is created <ul><li>The hiring manager completes a company requisition request form, which describes the need for the new position and what experience, knowledge, skills and abilities are desired. </li></ul>
    6. 6. The signature chain often includes: <ul><li>Next level(s) of management for the department requesting the position </li></ul><ul><li>HR, which confirms the position level and suggested pay scale are in line with current employees of similar background </li></ul>Once the position is approved; the recruiting process can officially begin
    7. 7. Who manages the process? <ul><li>Depending on the size of the company and its funding, the recruiting process can be driven by: </li></ul><ul><ul><li>The Hiring Manager </li></ul></ul><ul><ul><li>A HR Generalist/Business Partner </li></ul></ul><ul><ul><li>An In-house Recruiter </li></ul></ul>
    8. 8. Source, Screen and Interview <ul><li>And now the process comes fuzzier as more variables are added to the mix… </li></ul><ul><li>The Sourcing, Screening and Interviewing steps must happen, but who does them and how they are done varies not only by company, division, or manager, but often from one requisition to another. </li></ul>
    9. 9. The Interviewing Process <ul><li>The interview team usually consists of the hiring manager, subject matter experts, representatives from other departments the candidate will have to work with, and HR. </li></ul><ul><li>The level of the position usually dictates how many interviews are required. (The higher the level, the more interviews.) </li></ul>
    10. 10. And the Oscar goes to… <ul><li>Who makes the hiring decision depends on the organization and its culture, but usually the final decision is made by the hiring manager, with varying levels of influence from other interview team members. </li></ul>
    11. 11. Why were you not considered?
    12. 12. Job Description Mismatch <ul><li>The Req. did not accurately describe the necessary skills. </li></ul><ul><li>The position level changed after posting. </li></ul><ul><li>During the interview process, new desired skills were identified, but the posting was not updated. </li></ul><ul><li>The job description was too vague to accurately judge proper fit. </li></ul>
    13. 13. Screening Mistakes <ul><li>You were not able to convince the screener that you were truly interested in the position and belonged in the “Best Fit” subgroup. </li></ul><ul><li>The screener was not properly qualified/informed to screen applicants, and eliminated potential “Best Fit” candidates. </li></ul>
    14. 14. The Interview <ul><li>You did not build rapport. </li></ul><ul><li>You did not interview well. </li></ul><ul><li>You sold yourself based on the posted job description, without knowing the position had changed. </li></ul><ul><li>You may be qualified, but were not seen as a “Best Fit” candidate. </li></ul>
    15. 15. What steps you can take to improve your odds?
    16. 16. Network, Network, Network <ul><li>Use your contacts to: </li></ul><ul><li>Get your resume to the right people </li></ul><ul><li>Get the inside story on department needs </li></ul><ul><li>Find someone to champion your cause </li></ul>
    17. 17. Confirm your information <ul><li>At each stage, check to make sure the position requirements have not changed. </li></ul><ul><li>Ask probing questions to uncover the problems and concerns this position would be responsible for solving. “You only sell what the customer wants.” </li></ul><ul><li>State your interest in the position and ask if the interviewer has any concerns that would keep you from moving forward. Address any concerns mentioned. </li></ul>
    18. 18. Things to keep in mind… <ul><li>Make sure you can clearly and concisely articulate your value and what you can bring to the organization. </li></ul><ul><li>Make sure you listen to the questions being asked. </li></ul><ul><li>Keep your answers short and to the point. </li></ul><ul><li>Stay positive, and remember you can’t expect to hit a homerun every time at bat. </li></ul>