This is from an applicant’s point of view. Okay employers, you’ve had your say on the do’s and don’ts to landing a job. Now it’s the job seeker’s turn! There are so many articles on the penalties of job seekers arriving too early, or too late to an interview, etc … I’d like to point out the blunders of most employers, and how their impaired conduct affects job seekers.
I’ll be right with you
When a potential candidate arrives on time for his/her interview, and has to sit and wait for the hiring manager; the applicant shouldn’t have to watch the manager walk pass, while making eye contact and announce, “I’ll be right with you.”
This is unprofessional, and disrespectful.
If the hiring manager feels that his/her call to take care of another matter is more important then keeping a scheduled interview, why bother? The professional way of handling a call to undo a sudden incident, is to assign an assistant to take care of it.
You’re not what we are looking for
The hiring manager or employer, should not give the interviewee the reason to believe they are the one for the job, and then express,
“Well, what we are looking for, is someone…etc.” In other words, when employers say this, the interviewee is thinking in response, (someone other than them).
I think most employers make their decisions base on their feelings, instead of the applicant’s ability to do the job. I also think the employer should have an idea as to what type of person they are looking for, when scanning through the content of that candidate’s resume or application.
Gone without a trace
A potential employee shows up for his/her interview on time, to find the hiring manager has gone for the day. A manager who leaves without notice to his/her scheduled responsibilities, or for whatever reason, is a very unprofessional individual.
I realize that there may have been an accident, and he/she had to leave, but a manager should inform an assistant to reschedule the interview with the applicant.
You know what’s best for the company
The question all employers ask is the history of an applicant’s past employment. When this question is asked by the hiring manager, he/she is closely examining the applicant’s actions upon answering. If the employer notices any inkling of a negative response, the manager may draw his/her own conclusion. Most employers strive to secure a safe work environment, and if they were to hire someone who under pressure, may become disgruntle, it wouldn’t be a good call on their part. However, coming to a conclusion based on a person’s gestures, may not be wise. Think of it this way, the fact that the person resigned from the position in question, is an indication of ethics. We all have had to terminate a position, for one reason or another.
Position swapping
Most employers know the recession job seekers are desperate for work; the hiring manager will seek any opportunity to use sneaky tactics, to divert interviewee’s attention to an unwanted position. It’s not the full time position the applicant applied for, nevertheless, the way the employer see it, it’s a position, it’s a part time or per diem position.
Asking questions they already know
Most job seekers may feel as though they are on the witness stand, instead of an interview.
The employers had already read through the resume, or application of the applicant, before a call of an interview was made. Employers shouldn’t go over the content of questions, that had already been answered on paper, it’s annoying.
Ask questions that are relevant
I find that some employers use an interrogation technique, when conducting an interview. Some will ask an interviewee questions that doesn’t pertain to the position, to stump them into frustration.
Employers should remain focused, and conduct their interview questioning in a professional manner.
