Monday, July 9, 2012
And the two may be inversely correlated: To land a job, weak candidates may feel they have to gorgeously gift-wrap their package. In contrast, strong candidates may feel that they can land a good job just with a good resume, cover letter, and interview.
Especially in this job market, many job seekers are pulling out all the stops: They submit White Papers, proposals, sales prospect lists, etc. They hire interview coaches who literally put words into their mouths--for example, a wordsmithed explanation of their "lay off" or employment gap. And interview coaching often includes video: microanalyzing everything from the person's posture to tone of voice to how well he hides his terror when asked a probing question.
And those are the relatively honest job seekers. Studies find that almost half of resumes contain "creative writing," often crafted by a resume writer who not just embellishes credentials but makes the candidate look like she writes, thinks, and organizes better than she really does, attributes that are important on so many jobs.
So what's an employer to do? Hiring is among the most important decisions: It affects the quality of products and services as well as the coworkers' lives. And God forbid things if don't work out: It's often harder to get rid of an employee without incurring an expensive, stressful legal claim than to rid a fleabag hotel of fleas.
So as a token of penance for all the job seekers I've helped to seem better than a more worthy applicant, HERE is how I recommend employers select their employees.