Ever see a job description and think that it was made specifically for you?
You apply, don’t get a response and wonder why.
Ever interview for a job and leave thinking it went perfectly?
You receive an email notifying you the company went with another candidate. Or worse, you never hear back from them at all!
You’re definitely not alone. And you’re definitely not the only one who is frustrated because of it. So in an attempt to give a new perspective on this issue, here are some reasons why you should stop thinking a job description is perfect for you:
The job description is more than likely a generic one.
-This means that the employer had to put something together to generate applicants and either pulled an old description from a previous/similar position, or threw something together that did not have complete information. When I say complete information, I mean either skill sets that aren’t required but “preferred”, or personality traits that are important to the hiring manager, department or company culture.
The job description changed during the search but not on the website.
-Sometimes when you think you know what you want, you change your mind. Companies do this frequently during employee searches. As the interview process moves forward, sometimes the needs of the business change. Therefore, so do the requirements or desired skills. No one is perfect and sometimes the recruiter may forget to update the job description.
You have all the necessary experience and skills to do the job, but maybe not the industry experience.
-Just because you can do the job, doesn’t mean you’re perfect for it. Being familiar with a particular industry is very important to a business. You may be perfectly capable of learning and getting familiar with it, but most likely, there is another candidate who already is. Try to target jobs within industries you’ve already worked in. If you’re trying to transition out of an industry, start networking at industry-specific events/seminars/conferences. Also, volunteer for an organization within the industry you are targeting.
The personality fit may not be there.
-This is very important to many companies and it should be important to you as well! There are many job seekers who are employed that are unhappy with their current position. The top reasons I’ve heard lately is that there is a negative attitude in the office due to structural changes or they have an ethical conflict with their current manager. These reasons are making some people quit their jobs altogether!
They think you’re boring.
-It’s very important to be professional and show a potential employer that you’re serious about your career. But if there isn’t anything about you that stands out, you’re not the first person on their mind. Make an effort to express something unique about yourself. Whether it be your awesome and witty personality, or your ability to tell a story about work and make it sound fun… Show your personality a little and let them get to know who you are. Make yourself memorable.
Times are tough. That is an incredibly huge understatement. But they are getting better and will continue to do so! The perfect job for you does exist.
To quote Winston Churchill, “never, never, never give up”.
Have you had one of these experiences? Did you get honest feedback? Please share!
{ 27 comments… read them below or add one }
Excellent post Veronica. I’d add that very few companies even HAVE a job description. It’s a dirty little secret that most make it up as they go along! Sometimes even the successful candidate writes it along with the hiring company — not such a bad idea because it allows the new person to define his/her job as well, therefore expanding scope and responsibility.
I love this blog! It provides job seekers an inside look to how company recruiters or Human Resources think so that they are not discouraged from moving forward and seeking other opportunities. Job searches can get tiresome and disheartening at time, this helps motivate individuals to keep moving and pursue other positions that they’re backgrounds are a match for. When looking for the right candidates recruiters, interviewers and hiring managers looks for a combination of various “fits”: behavioral, organizational, motivational, location and job. Thanks for the insight Veronica!!!
@Alicia Kan – You are so right! When companies don’t have a job description there is great opportunity! If you’re confident in yourself as a professional, and know what the needs of the business are, you have a very good chance of convincing a company that they need you…or even changing their minds about what they want. Offering yourself as a consultant in areas of pain is the best way to get through an interview. Thanks Alicia!
@Mariza B – Thank you for the comment Mariza! It’s so important to stay away from discouragement in a job search and never to focus on only one particular position. There are so many new opportunities opening up everyday now! Play the field!
Great post. This happened to me more than once in my job search. I’d like to add to the “they think you are boring” section. For me, photography is a huge passion of mine and in many interviews (for financial positions) I’d end up talking about that the whole time. I like to think that made an impression on some of the interviewees. Also, never be afraid to reach out to perfect strangers to help you in your search. People will usually surprise you.
And most importantly, as you quoted, never give up. The perfect job is out there and it will open up soon!
Thanks for reading Jason! This is so true! Many people are willing to offer any assistance they are capable of! Even if it’s just a referral…”just” a referral goes a very long way at times.
Great post. Most of those have definitely happened to me on more than one occasion. I don’t get a whole lot of feedback. Which is odd, given the field I applying in. It’s a little funny, I have this sort of post on a list of upcoming blog posts. Basically, how can companies looking for community managers and social media gurus be so anti-interactive with potential job seekers? I don’t get it; it goes against the grain. However, I can’t take it personally, otherwise I’ll just quit. That is NOT an option.
Also, I would like to add, I love how you are always positive. “Never, Never, Never Give Up.”
Hi Veronica,
What I found all too often is that:
I was the first interviewee.
They had almost no clue what it was they were looking for. And often told me so straight out.
Result: Only after interviewing several applicants did they finalize what and who they wanted. Most likely, they also finalized what they “needed” vs what the “cost” had to be.
Great question! And while I can’t speak for all companies and recruiters, I can tell you why sometimes I don’t always give feedback. Mainly it depends on what mood I’m in. One of the reasons I love my job is because I have the ability to help people. I always try to give feedback and then offer assistance in overcoming anything negative. But sometimes the job seeker will push back and try to argue their way past it. I’ve actually had candidates tell me that I wasn’t representing them well enough. Which is ridiculous considering if I place them in that position I get paid…but that’s irrelevant to this point. The point is, sometimes I just don’t have it in me to go head-to-head with a job seeker that won’t take no for an answer or appreciate the fact that I’m being honest with them and offering help. Again, can’t speak for others, but this is my answer to your question.
Thanks for the comment Leif!
Thanks for reading Kira! This is also a great point that I failed to mention! The COST. If you’re salary is not in the companies budget, they will find someone else less expensive. But it’s a difficult lesson for companies and hiring managers to learn. You often get what you pay for…
@Veronica –
I understand perfectly. I can see some people being a bit argumentative when it comes to being turned down. (I guess those are the same types of people who just don’t get it when you break up with them.–Ha Ha). But in all seriousness, the jobseeker really should show some maturity when it comes to jobs, especially to those people trying to help them. If you get turned away, head in a different direction, that’s all. I give you all the credit in the world for dealing with jobseekers, especially in this climate.
@Leif Joseph Fescenmeyer – Thanks a ton! In all seriousness, I really REALLY do love my job. We will all have good days and bad days. Whether you’re employed, unemployed, underemployed or self-employed…you’ll always come across difficult people and difficult situations.
@Veronica –
It really shows that you love your job. I love what I do too! I think that helps with the positive demeanor that you and I have. (Or, I would like to think I have it too) Good days or bad days, they’re just days. What’s important is how we deal with them. God… I’m starting to sound like and inspirational speaker. Maybe that’s a job I should be looking into as well. LOL
@Leif Joseph Fescenmeyer – Inspirational speaker? I’d listen to ya!
@Veronica – Oh yes! Inspirational Speaker like Tom Cruise in Magnolia!
Veronica–great post. From someone who very recently went through all this..you are spot on. It is definitely just as important for the interviewee to “interview” the interviewer to make sure the position/company is a good fit too.
@Neil Rubenstein – Thanks for the comment Neil! Great tip. Interviewing the Interviewer. Possibly another blog topic!
Interesting ideas here. And of course the CV reply to the ad is just a step. The interview is just a step. Did I like them? Did they like me? Step. Step.
Honest feedback? Like finding diamonds in the sand eh? More of that would be incredibly useful, for everyone methinks.
Good work
@Doug Shaw – Thank you for reading Doug!
You’re right, honest feedback is the most useful thing for a job seeker. As I had mentioned in a previous comment reply (above), the negativity and push back from frustrated job seekers is what often prevents this information from being communicated.
@Veronica –
OK Veronica that’s a good point and of course there will be trouble maker candidates looking to make a storm just because…
But still I think the feedback thing is a valuable part of the process and I for one hugely appreciate it. Example. One housing association I was looking to do some consultancy work with told me no, and gave me a few useful pointers. A while later we have ended up doing a little work so it….worked
Another example. A housing association interviewed me for a non-exec director post, unpaid. @ start of interview they said they had five strong candidates. I said I was pleased they would have a difficult decision. The interview seemed to go well and @ the end I was told they would decide that day and would follow up. This was on April 15th – not a peep since. I’m not daft – I clearly didn’t get it, that’s cool. Importantly, I’d think very carefully before giving these folks any more of my time. Reputationly, they’re now suspect in my book. Do what you say you will.
Enjoying your blogsite. Cheers – Doug
@Doug Shaw – Both are perfect examples of the two scenarios! Which leads me to the following…
Just like any relationship, it takes two people. Frustrated job seekers vs frustrated recruiters/hiring managers. We must both work together and do our part to accomplish a successful outcome. If a job seeker is careful enough to not show frustration during an interview of any kind, including a phone call, than a recruiter/hiring manager should provide that candidate with honest and detailed feedback. Afterall, one person’s time and effort should not take priority over the others.
Seriously. We are all adults here aren’t we??
Thank you again Doug for raising an excellent point of discussion!
Veronica…very nice work. My “son” Rich Dematteo (Mr. CornOnTheJob) pointed me to this post – whether you choose to thank him or scorn him depends on what you think about my words.
The “best” sentence I read was “Make yourself memorable.” Regardless of the position in question, being unforgettable is an art and a science and frankly, isn’t taught by career services, job search books, or any other person who hangs out a shingle and calls themselves an expert (or even worse, a guru). Part of being memorable is knowing yourself (what would you do for the simple joy of doing it?), knowing the interviewer (contrary to popular belief, search the Internet for your interviewer before you meet, putting together a fact sheet of, well, “facts” about the person), knowing the “community” of the job you’re seeking (associations, websites, ezines), and knowing the company (NO, the company website doesn’t count – it is unmitigated propaganda; here are questions to both research before you interview and ask during your interview: http://recruitinginferno.wordpress.com/2010/05/04/do-you-have-any-questions-for-me/). Nothing here speaks of stalking; neither does spying around the interviewer’s office for signs that indicate things they like to do.
But then there were a few misconceptions about the entire process…
The job description is rarely “the job.” Jobs consist of solving problems; plenty of people have skills but cannot solve problems. Given this, when you interview, ask “What are the most critical problems that I will be asked to solve when I start?”
What happens with this approach is that you get away from subjective assessment and move into real discussion on what you have done and can do based upon situations that are meaningful to the company. To Alicia’s assertion that company’s make descriptions up as they go along, this is simply not the norm; but while some might “mold” the description to fit one person over another, they cannot do the same to the problems that the person will face. Again, focus on the problems and let the petty BS go away.
Mariza is right that fit is one factor but be aware that there are very few well-trained and experienced social scientists employed by companies (I’m being VERY sarcastic). I deplore being told by someone that I’m not a fit when I know they haven’t assessed fit; they’re merely going by what they believe is some innate ability to “sense” fit in a person (better to read tea leaves than to trust the opinion of most interviewers on this).
Back to passion…Jason mentioned that he is crazy about photography. Jason, have you looked at working in finance for photography related companies? How about searching “photography associations” and attending local chapters of these organizations? Perfect strangers will help perfect strangers when a common passion is involved.
Leif, if community managers and social media gurus are being anti-interactive, isn’t this an opportunity for you to show them how to do it better? Rather than being frustrated by these neophytes – which they are if they’re being “distant” – send then a strategy to improve interactiveness. Do you know about these? http://bit.ly/ba2yDa
Do you realize that no matter where you live, there are recruiters who meet monthly to discuss the profession, the job market, talent pools, etc.? Have you considered identifying these groups and attending?
We won’t turn you away and you’ll leave having spoken to more recruiters in one to two hours than you probably would speak to in one year…
@Steve Levy – Steve!! I’m a new fan of yours. And I will most definitely thank our Mr. CornOnTheJob for pointing you this way!
Your insight is incredibly valuable for us all and if I can only figure out a way to make your comment a featured one, I would.
To answer the question that I believe was proposed to me, regarding identifying groups of recruiters to discuss the industry…Yes, I have indeed identified a number of them here in Chicago. In 2007 I co-founded the Skilled Recruiters Network of Chicago (http://skilledrecruitersnetwork.org/) in an effort to provide local HR and staffing professionals a forum to share best practices and ideas. I also meet with fellow agency recruiters on a regular basis through my involvement with ConnectWork Chicago (http://www.connectworkchicago.com/). Over the years I have heard so many different opinions and perspectives of talent acquisition and how it applies to job seekers. It definitely helps to continue to share knowledge and exchange ideas. I think that most importantly, it is important to communicate that as Human Capital professionals, we hold a social responsibility to the unemployed community.
We have information that can be so useful to job seekers and by sharing it, it not only makes our jobs easier, but offers them the opportunity to understand there really is no black and white when referring to any topic of job search. It is important to communicate and share our opinions and let it be known that they are indeed, opinions. When we guide and coach and present suggestions as clear facts, we could potentially be misguiding people to believe that all recruiters and hiring managers think the same way. The idea is for a job seeker to get as many professional opinions as possible and choose suggestions that they feel are a good “fit” for themselves.
Thank you Steve! For reading, for the comment and for sharing a very valuable perspective on job search.
Can you tell from my picture that I’m blushing?
I agree that there are few concrete elements of a job search. A few of mine are:
Please do your thinking about your immediate career path before speaking with me; I’m not being paid to counsel you but to assess if you’re good more the job.
Do more than your homework; if all you do for research is look at the company page, you might as well be telling me you don’t respect me (Google/Bing/etc “world class employer” – notice how “few” there are?)
If you call me “dude” during an interview, I will kick your ass. My name is Steve (and Mr. Levy is my Dad).
There are more things but they sound funny inside my head. Maybe I’ll get them down on “paper” later…
@Steve Levy –
Thanks for some great ideas and suggestions. One of the best posts and follow up discussions I’ve had the pleasure of reading (and now acting upon) for a long time. Great work!
Great article! I’ve even heard of instances where companies not even looking to hire placing job announcements ‘seeking young professionals for highly paid international posts’ as a cheap form of advertising and brand management campaign.
@joshua – Thanks for the comment Joshua! What a terrible marketing ploy….I’ve never heard of that, but for some reason, I’m not too surprised. Ah, the corporate world….