Didn’t Hear Back About That Job? Here’s a Trick to See if It Got Filled

One of the common complaints by job seekers is not hearing if a job has been filled. In this hyper-legal sensitive world feedback is shrinking, and questions and complaints are growing. If you want to see if that job you thought you should have gotten was filled, use the internet to help you. It’s easy, well sometimes.

Here’s how.

Just go to LinkedIn and search for the company you were interested in. Once you click on their page you can see on the right side all the people who are on LinkedIn that work there and the various degrees of separation you are away from them.  Now, just click where it says “see all”.  This will bring up all the people who work at the company you had pegged to be your next employer.  I know, not rocket science just yet, but hang with me for a sec.  Now, in the search bar at the top left your your new screen, type the title of your job and ta-da.  You will see a list of people with that title at the company that you are checking in on.  More likely than not, if you click on these profiles, you will find one that has been in the position for a short time.  If so, sorry.  It’s time to move on.  If not, keep faith alive, you still have a shot!
I know you wanted the recruiter to call you back, or the hiring manager to tell you the truth.  But in case they don’t, this simple trick might give you a small piece of mind.

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Why Do So Many Unqualified People Apply? The Problem is That Crappy Job Description

This morning I had an interesting conversation with Steve Levy, @levyrecruits, about hiring athletes vs. position players and it got me thinking; why would an athlete be applicable to even be part of the conversation?  The answer: the job description.  Let’s be honest, most job descriptions suck.  As a job seeker you may not realize this, but they do.  Much like crappy resumes, most job descriptions include a summary, some bullet points, and some certifications that would be nice to have.   And just like the crappy resume, most people don’t see any problem with this.

The standard outline looks like this:

Reporting Relationship:  SVP of Whatever

Summary:  Blah Blah Blah

Accountabilities:

Bullet point

Bullet point

Bullet Point

Work Experience:

Bullet point

Bullet point

Bullet Point

EDU/Certifcations:

Bullet point

Bullet Point

 

Have you ever seen a job description that looks like that?  The answer, unfortunately, is we all have all to many times.   While this seems like a good enough, standard enough format, this description is missing tons of important information, like:

What is the purpose of this position?

What are the goals/objectives for this position to be successful?

How are these goals measured?

What competencies do you need to meet these goals?

What will it take to be successful in this position?

If you don’t have this information before you accept a position, you are setting yourself for the possibility of failure.  If the company hiring you doesn’t know the answers to these questions, they are setting themselves AND you up to fail.  If your goals and objectives aren’t tied to the company’s goals in a measureable way, how in the world are you going to be graded?  How in the world will you know your true impact?  And how in the world will you know your true value?

Now, how does this tie back to unqualified people applying to jobs and what in the world do athlete’s vs. position players have to do with this rant?  Simple.

If an accountability for an open position is to is ensure sales growth, then tons of people might think, ”I can do that!”

What if instead, it looked something like this:

Goal: Year over year revenue growth of 20%, EBIDTA growth from 20M to 30M, and closing 15% of pitches.

Top Competencies to Achieve Goal: Communication, Negotiation, Cold Calling Fortune 500 Companies, Networking, etc.

Do you see the difference?  I might be able to ensure sales growth, but I sure as hell can’t commit to goals that large.  No way do I have the experience required when it is spelled out like that.  Many athletes can ensure sales growth, but business development position players can speak to their past goals as they relate to the goals of this job description.

It’s not the candidates’ fault they apply to positions they aren’t qualified for, it’s ours.  If we want to eliminate the multitude of candidates who apply to positions they are not qualified for we need to be sure we write descriptions that show them clearly how they will be measured, the competencies required to meet those measures.  Once we do that, watch them self-select OUT of ever applying.