Job Hunting FAQs

Job Hunting, even during good economic times, is often a frustrating and drawn out affair for job hunters. As such, it is not uncommon for some job seekers to employ questionable or "maverick" tactics in order to make their credentials stand out.

The simple truth is that employers are keen to these tactics and most are apt to disregard applicants who try to circumvent the employment process, or who embellish their backgrounds and experiences.

That said, the following FAQs represent several of the more common employment questions and issues that job applicants need to carefully consider when competing for a position:

Q. I have a lengthy job history. How can I possibly limit my resume to two-three pages without understating my qualifications?

A. Keep in mind that resumes and cover letters are Self-Marketing Tools. As such, focus on those parts of your job history that are most relevant and marketable for a specific job or career objective. Also, you may want to consider preparing a resume addendum or portfolio to be presented to an interviewer or hiring manager.

Q. What about having a reference phone a prospective employer on my behalf?

A. Be cautious about doing this. Most employers do not like to feel as if they are being pressured into hiring someone. You are better off asking for a Letter of reference instead.

Q. What’s the best way to accept or decline a job offer?

A. First off, take some time to consider the offer. Secondly, should you decide to accept the offer, a phone call followed by an acceptance letter is suggested.

That said, do not unreasonably delay your decision, and be careful about renegotiating previously agreed upon conditions. If you decide to decline the offer, a phone call followed by a short thank you note is customary. Of course, you do not have to send a note, but doing so may help you “keep the door open” for future considerations.

Q. If a company is advertising a particular job opening, is there any harm in sending a resume and cover letter to someone other than the contact person in the ad?

A. If you are sending this information to an influential personal contact, then it could possibly help you get an interview. Having an inside reference can be a positive, but be aware that it is no guarantee it will give you a decided edge over other qualified applicants.

Q. Should I list references on my resume cover letter?

A. In a word “no”. Have your references lined up prior to a job interview, but it is recommended that you hold off providing these until they are actually requested.

Q. How should I handle salary requirements?

A. If you are specifically asked about salary, give a salary range that you are looking for. Be realistic without “low-balling” yourself. Such a tactic will not give you an edge.

Q. The new employer wants me to start right away, but I am currently employed?

A. Starting date should be a negotiable condition. Giving a two week notice is customary and most employers abide by this. If a prospective employer needs you to start immediately, then you need to factor this into your decision. Be mindful that ”burning bridges” with a past or current employer may come back to haunt you one day.

Good Luck!

Jack

Recruiting and Hiring FAQs

Q. Checking references on job candidates is almost impossible anymore. At best you may get an employment verification, or worse, no information at all. Any advice on dealing with uncooperative former employers?

A. Making a formal request in writing helps give legitimacy to your inquiry and may sway some former employers to cooperate. Above all focus on positive, non-pejorative questions. Also, be mindful that employers are sometimes more apt to provide references on good former employees than on marginal ones.

Q. If I get a reference request from an employer on a former employee, should I answer it?

A. If you have an HR Department, turn the request over to them. If not, respond to it if you so choose, provided the request is in writing. A word of caution would be to refrain from reporting information on overly subjective or negative characteristics as this could come back to haunt you.

Q. If get a negative reference on a strong job candidate from a former employer, should I automatically reject the candidate?

A. Weigh it against all the other factors you use in evaluating job candidates. Consider the nature of the poor reference. Is it performance-based or some other reason? You can try to probe for more information, but be cautious about confronting the job candidate with this directly. In the end, you may have to make a value judgment and "go with your gut".

Q. In filling job vacancies, I'll go for attitude over skills every time. Am I wrong?

A. What is your track record with hiring this way? Is turnover a problem? Do you make an extra effort to train new employees? Attitude is certainly important, but skills and experience are much easier to evaluate. In the long run, it's best to look at the "whole package" when evaluating job candidates.

Q. When I run a Classified Job Ad, I get flooded with resumes from job seekers who are either over-qualified or under-qualified for the vacant position. Any way to cut down on this deluge?

A. Perhaps your ads are too broad. Use job descriptions to identify the skills and experience levels you are looking for. Also, work with the hiring manager, Ad Agency, or a publication's Classified Ad Coordinator to better-focus your Ads.

Q. In negotiating or renegotiating employment terms with job candidates, how far should I go?

A. If it’s a critical vacancy, the simple answer is to go as far as it takes to secure the candidate. However, carefully consider offering terms that are totally out-of-line with what has been offered to similar candidates. This information gets around, and you may risk causing discontent among other key employees.