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Category Archives: Job Screening

HomeArchive "Job Screening"
Should you Apply for a Job if you are not Qualified?
June 05 2016 nfougere Job Screening 0 comments Tags: Job Application, When to Apply to a JOb

While out with a dear friend and fellow recruiter, Rebecca, our conversation turned to recruiting – as it usually does.  While talking shop, we brainstormed vlog ideas and she suggested I address the issue of when to apply for a job.  Rebecca spoke of the study which underscored the fact that women only apply for roles in which they satisfy 100% of the requirements, whereas men will apply to roles for which they satisfy only 60% of the requirements.  So which is the best approach?  My recommendation is to stick to the 80-20 rule: if you satisfy 80% or more of the requirements, it would be appropriate to apply for the role.

It is important that you understand the job description.  Job ads will have the role description, list of job duties, and the list of requirements.  In some cases, the requirements will be split out by mandatory requirements and nice to have requirements.  In other cases, the must have and nice to have requirements may not be clearly stated.  The most critical duties and requirements for the role are typically found in the top ⅔rds of the job ad.

To break this down even further, there are 5 key areas that we can look at when determining if a job would be the right fit:

  1. Job Type – This refers to the job itself. As an example, if you are a finance professional applying to a finance role, this is a great first step.  On the other hand, if you are a finance professional applying for a marketing role, this is likely going to be a no-go.  There are applicants who will apply to any role they find within their target organization.  I would strongly recommend refraining from this practice as it makes the recruiter feel as though they are being spammed.  In addition, the recruiter(s) may question your judgment (and not in a good way).
  2. Industry – Using our example, finance is a relatively industry agnostic profession. That said, there are some industries which have specific requirements, and as such, industry experience would be a mandatory requirement.  Pay close attention to the job ad – if industry experience is mandatory, it should be mentioned.
  3. Years of Experience – typically job ads will make note of the years of experience required for the role. For example, if a role requires 5 years of experience and you have 3-4 years, then it is likely a good match.  If, however, you are a new graduate with no working experience, this will likely be a no-go because it would not be a new grad opportunity.  On the other hand, if you have 20+ years of experience, you may want to carefully consider if this role would be appropriate.  After all, years of experience is an indicator of level as is salary.  If you are used to earning a particular salary level due to your years of experience, then it is important to keep in mind that you may need to take a significant decrease in salary for a role requiring significantly fewer years of experience than you have.
  4. Education – education can typically have a must have and a nice to have requirement. The nice to have requirement will likely be a particular designation.  Even if you don’t have the particular designation or if you are working towards that designation, you may still qualify for the position.  It will be important that you have relevant experience to balance the lack of designation, however.
  5. Miscellaneous – there can be any number of additional requirements for a role. As an example, in Canada, we are used to sometimes seeing bilingual language requirements.  As with education, if the requirement is mandatory and you do not have this particular skill, it may not be an appropriate role for you.  On the other hand, if it is a nice to have requirement, you may still qualify for the role.

The bottom line is to remember the 80-20 rule.  If you are confident that you satisfy the must-have requirements for the role and most of the nice to have requirements, this is a great indication that the role is a good fit for your background.  Keep in mind, there may be other candidates who fulfill 100% of the requirements, but there will be others who only fulfill 60% (or less) of the requirements.  As such, there is still a great chance that your unique background would be the ideal match for the role and organization.

Until next time, happy hunting!

If you would like personalized advice, please check out the services section here, or if you have any questions, you can leave a comment below.

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When and How to Write a Cover Letter
May 08 2016 nfougere Job Screening, Job Search 0 comments Tags: Cover Letter, Employment Application, Job Application

There is a lot of literature out there suggesting that cover letters are out-dated and are rarely read by recruiters, Human Resources managers, and hiring managers.  For the most part, I would agree with this.  Personally, I rarely (if ever) read cover letters.

That said, there are times when a cover letter is a necessary part of your job application package.  Specifically, if a job posting clearly states that you must apply with both a resume and cover letter, you must ensure that you include a cover letter with your application.  Sometimes a cover letter is sought for roles where written communication is a key skill set for the role, and is used as a way to assess a job applicant’s written communication skills.

For those times where a cover letter is necessary, I have a free template available, which you can access here.

Elements of a Cover Letter

Salutation – if possible, address your cover letter to a specific person. If you do not have the hiring manager’s name, try to look them up on LinkedIn.  If you’re still having a difficult time finding the specific person, you can use “to whom it may concern.”

Paragraph 1 – this is your introduction paragraph where you would mention your generic job title, the job title of the role to which you are applying, and name your top 1-2 strengths as it relates to the role.

Paragraph 2 – here is where you should highlight your interpersonal skills and accomplishments. You can use the top 2-3 accomplishments from your resume and add in a bit more context – things like the people who may have been involved or company decisions that were made as a result of your accomplishment.

Paragraph 3 – as mentioned in previous posts, research is a critical part of your job search strategy. In this paragraph, make mention of a notable research finding that would impact the organization in the short-term (i.e. recent acquisition, or company merger, etc.).  Then mention how your skills will help the organization through their transition period.

Paragraph 4 – close your letter with your key strengths and a call to action, such as inviting the employer to contact you directly to discuss your background further.

Although a cover letter isn’t always a necessary part of your job application, there are times where it is essential.  Specifically, if a job advertisement asks for both a resume and cover letter, be sure to tailor your cover letter to the role and company.

If you have any other suggestions on what to include in the cover letter, please feel free to add your suggestions in the comment section.  For personalized advice, please feel free to contact me directly!

Happy Hunting!

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How to Negotiate your Job Offer
April 24 2016 nfougere Job Screening 0 comments Tags: Bag the Job, Job Hunt, Job Offer, Job Search, Negotiations

There are 2 key elements in negotiating a job offer: what you are looking for, and what the organization is willing to pay.  Like most stages of your job search journey, it is vital to prepare for negotiating a job offer by doing your research!  Not only should you research the market salaries, but you should also take the time to think through what you would be looking for in terms of salary, benefits, and other contingencies.

There are a number of excellent resources online to help you with your research.  Here are a few that should help:

  • Monster.ca – http://monsterca.salary.com/CanadaSalaryWizard/LayoutScripts/Swzl_NewSearch.aspx
  • Payscale.com – http://www.payscale.com/index/CA/Job
  • Salary.com – http://swz.salary.com/CanadaSalaryWizard/LayoutScripts/Swzl_NewSearch.aspx
  • Robert Half – https://www.roberthalf.ca/en/workplace-research/salary-guides
  • Hays – https://www.hays.ca/salaryguide/
  • Glass Door – https://www.glassdoor.ca/Salaries/index.htm?&countryRedirect=true

When thinking through what you are looking for, you should think about what your bottom line offer would be – after all, regardless of how enticing an opportunity may be, you still need to pay your bills.  Other factors to consider include benefits, vacation, bonus/commissions, percent of travel, flexible work arrangements, etc.  For all of these factors, think about the worst case, best case, and middle ground offers, and be sure to rank order each of the factors you are considering by importance.  For instance, if you are considering a role that requires travel, perhaps you would be willing to reduce your salary expectations if the amount of travel were reduced.  Going through this exercise will enable you to discuss multiple line items in the offer during your negotiation.

Timing – Initial Salary Discussion

Another aspect of negotiation is timing.  Sometimes the recruiter or hiring manager will ask about your salary expectations early on in the recruitment process.  This is a good time to make sure that your expectations are aligned to the role.  It doesn’t have to be perfect, but at least in the same ballpark.  It is always better to provide the recruiter or hiring manager with some sort of salary range, otherwise, they may question your preparedness and your business acumen if you are elusive in your expectations.  After all, negotiation can be an element in the role for which you are interviewing.

Sometimes recruiters will ask you what you earned in your last role (or what you are currently making), but that isn’t necessarily relevant, nor is it always an appropriate question.  A perfectly reasonable answer to this question, however, is to say that based on the role as you understand it, you would be expecting between $X and $Y (fill in the blanks).  Keep in mind: if you are elusive in your answer about your salary expectations, the recruiter may need to resort to asking about your previous salary.  As such, this question becomes increasingly relevant and appropriate for keeping the conversation moving forward.

If the salary discussion hasn’t been brought up by the hiring company by the time you finish your 1st round of in-person interviews, it is ok for you to broach the topic with the recruiter or hiring manager after the interview.  It is typically not appropriate to ask in the job interview itself, however.  Having a salary conversation in advance of a job offer can help you determine whether or not the role is a good fit for you, and it is also your opportunity to use the negotiation tactic of ‘anchoring’ – a cognitive bias whereby decisions are made based on the first piece of information that is revealed in a negotiation.

Timing – Job Offer

When you do receive a job offer, if you’ve done your research and thought through your needs, you should be prepared to talk about several line items in the one negotiation.  Although salary is an important factor, it’s usually not the only or even most important factor to consider.  Being able to look at the big picture in the overall offer should help you to better assess if there are areas where each side could potentially be flexible.  In addition, if there isn’t a lot of “wiggle room” on the employer’s side, you could suggest things like a signing bonus to help close any gaps in the offer.  In doing so, you will be able to demonstrate your reasonableness, flexibility, and creativity.  On the other hand, if you settle one item and go back to the employer later with other requests, you will appear to be indecisive, or even greedy.

Multiple Offers & Counter Offers

In the event that you have multiple job offers, and/or your current employer extends a counter offer – Congratulations!  It is important to remember that you must be honest in your negotiations with your current and prospective employers.  Disclosing that you have other offers or a counter offer on the table is valuable information to the prospective employer, but be careful not to use this as a “hardball tactic” in your negotiation.

Another important consideration is that you must be honest about your other offers.  Lying about a salary package is not only unethical, but you will also run the risk of breaching contract laws – thereby increasing the potential of having your job offer revoked or being terminated after you start.

Final Thoughts

Remember that you are negotiating with people.  Companies don’t negotiate, people do.  As such, it is important that you see things from the employer’s perspective.  They see value in you and are showing that by offering you the opportunity to join their team.  By being fair and reasonable in your negotiation tactics, you will be confirming with the employer that they are making the right decision in offering the job to YOU!  On the other hand, if the employer’s offer is insulting, then perhaps you would want to re-consider this organization as a potential employer.

Every step along the recruitment journey there are signs that indicate whether or not the organization you are entertaining is the right fit for you.  The negotiation is another way to screen a company in or out, just as much as it is a way for the company to screen a candidate in or out.  As such, the negotiation stage is just as important as every other step in the recruitment life cycle.  It’s important that each party is treated fairly and are happy with the end result.

If you have any other insights on successfully negotiating your job offer, please feel free to leave a comment below!

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Viewer Question: Employment Assessment Tests
March 24 2016 nfougere Job Screening 0 comments Tags: Ace the Interview, Job Assessment Tests, Job Hunt, Job Search Books, Job Search Tips, where to begin a job search

Another great viewer question: What is the purpose of employment assessment tests?

As usual, the short answer is: it depends!  Analytical tests have been debated on both sides of the table. The main reason for this is that their predictive validity (how well they actually predict a person’s potential success in a given role) varies.  In addition, there can sometimes be a gap between the intended use and the actual use of such tests.

That aside, although the type of test can vary (i.e. aptitude, personality, intelligence, etc.), the purpose of the test is to provide a deeper understanding of the candidate.  The resume and interview is the “tip of the iceberg” and doesn’t highlight how a candidate’s values, aptitude, and beliefs make them a fit for the role.    The intended use is usually to assess a person’s personality profile as an indicator of a person’s ability to fit with a company culture, team, or to perform a role.

But, here’s the rub: Although the intended use is for the test to be an indicator, hiring managers may use these tests as a way to “screen in” or “screen out” candidates.  The good news is, the H/R or recruitment teams usually recognize these coachable moments to ensure that hiring managers see such tests as indicators and not screening tools.

On a personal note, I am a fan of these tests if they are implemented well. I find them very helpful in doing my own self-reflection to set my own personal and professional goals.  In doing my own research, I have come across a free assessment test that is really comprehensive and you can get a lot of great insights from it.  I have linked it below for your reference.

Free Assessment Test:

Here is the site that provides a free job seeker assessment test:  Take the FREE MAPP Assessment

Interesting Books:

In addition, here are a few book ideas that you may also find helpful!

                                                          

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Writing a Resume to Pass the Recruiter Review
March 14 2016 nfougere Job Screening 0 comments Tags: bloopers, Pass the Recruiter Review, Resume Writing Tips

A recruiter spends 6 seconds on average reviewing each resume.  With such a short window of opportunity, how can you write your resume that passes this six second test?  The short answer is: it depends!  The 2 key factors that recruiters consider are: a) the length of your resume, and b) the content of your resume.

Resume Writing Tips on the Length of Resume

A good benchmark for the length of your resume is two pages, but this may vary depending on the industry you’re in, the amount of experience you have, and the submittal instructions (if any) on the job ad itself.  The consulting industry, for example, has moved towards having a preference for the one-page resume.  This can be challenging to write, but you can consider this a test of your abilities to present key information in a clear and concise format.  On the other end of the spectrum, the world of academia, medicine, and engineering will likely require a much longer resume in the form of a CV.  The CV will include articles that you authored or co-authored, projects you have worked on, and any specific technologies with which you have experience working.

For people who are more seasoned in their chosen profession, a two-page resume may also be a challenge.  It is ok to go beyond the two pages (according to most of the recruiters I know), but first ask yourself if the information you have in your resume is critical for telling your story.  You may be able to cut back on any irrelevant experience.  Don’t forget to follow the instructions in the job ad itself, as it may be explicit in the maximum length of resume that the company will accept.  This is especially true for companies who accept applications via email.  A longer resume will likely take up more room on their email server.

Resume Writing Tips on the Content

The second key factor is the content of your resume.  This isn’t limited to the words you use, it also includes the layout of your resume and how visually appealing it is.  You must ensure that you use a readable font and have ample margin space.  If the reader of your resume is anything like me and has an astigmatism (eye condition), ensure that your page is right justified.  Fully justified, or block, text is extremely difficult to read for anyone with an astigmatism.  Also, make sure that your resume has a logical flow to it with clearly marked sections for your profile, experience, education, etc.  Additional information on these sections will be discussed in the video!

To optimize your resume, use the key words found in the job ad throughout your resume.  It is a good practice to review job ads from various job boards and company career pages to pick out any themes.  Ensure that you are using the key words truthfully and in a way that highlights your experience.

If you have any questions, comments, or ideas for other videos, please feel free to leave me a comment below or contact me directly through email, LinkedIn, Twitter, or Facebook!

For personalized assistance, check out the services section for ways that Job Hunt Solutions can help you.

Until next time, Happy Hunting!

Nicole

 

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