We recently received a comment on one of our blog posts from a frustrated job seeker, someone whose applications had fallen into the proverbial “black hole.” Keith (not his real name) applied for jobs that aligned perfectly with his experience and skills—yet, no replies. When he did receive a response, it was a generic message such as “Thank you for applying. While your experience and skills are impressive, they do not match what we’re looking for right now.” If you have looked for work, you’ve likely had similar experiences.

I’ve been on both sides of the resume, as a recruiter/hiring manager and as a job seeker, and there are opportunities to improve for all parties involved. In this blog post, I’ll focus on HR’s role in creating a valuable experience for job seekers, one that can impact your ability to hire the most qualified candidates.

1. Know the job. Understand not only the duties that are essential, but also the behaviors that will best fit with the organization and the department. 
2. Use limited pre-employment questions and make them targeted so you can learn what you really need to know. Nothing is more frustrating to an applicant than rehashing the information on their resume into open-ended comment boxes.
3. Use an objective scoring system. Also, specific measurables will help you determine which candidates best align with the requirements for the job—don’t just go with your gut.
4. Respond to everyone who applies.
5. Create a wonderful experience from start to finish. View applicants as your customers—because they are customers. 

From the application process to the interview to the timely follow-up, your ability to provide a positive experience will go a long way toward your future recruiting efforts, your organization’s image, and your role as an HR professional.

Linda Dausend is a consultant at FlashPoint. She consults with clients on talent management, helping to align their human resources programs with organizational strategies.

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For a number of years, FlashPoint has supported the WTHR Employment Opportunity Fair at the Indiana Black Expo Summer Celebration. This year, we’ll again consult with job seekers on building and/or improving their resumes. 

In preparation for the event on July 14, FlashPoint’s Andrea Moore will appear on WTHR channel 13, the Indianapolis NBC affiliate, to provide tips for attendess of the employment fair. Andrea will be interviewed today by Angela Cain at about 12:50 p.m.

Here are the top tips that Andrea will share about how job fair attendees can make a great first impression on potential employers.

1. Get Your Resume and Cover Letter in Order

• Do your resume and cover letter represent you well?
• Is your resume clear, concise, and focused?
• Does your resume emphasize the right skills based on the job you’re seeking?
• Is your resume accurate in terms of spelling, grammar, and punctuation?

2. Be Confident

• What are your key strengths?
• What are your limitations/areas for development and how do they impact your effectiveness?
• Smile and feel good about what you have to offer prospective employers.

3. Develop a 30-second Commercial about YOU

• Who are you, and why should a prospective employer consider you as a candidate?

The WTHR Employment Opportunity Fair is Thursday, July 14 at the Indiana Convention Center 500 Ballroom from 9 a.m. to 6 p.m. To view the list of participating employers and find more information, visit WTHR’s website.

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As part of the 2010 Indiana State Human Resources Conference, FlashPoint asked HR professionals across the state to tell us about the innovative HR-related programs they have introduced at their organizations. I had the opportunity to collect these innovative ideas and present them at the conference where attendees were invited to vote for the idea they considered most innovative. While a winner was selected (to be highlighted here soon), FlashPoint thought that all the ideas were deserving of a little more attention! Now, I get to share the details of these exciting and innovative programs. My hope is that these “mini case studies” will inspire you and your organization to be innovative!

Innovative idea submitted by: Susan Rush, Vice President, Human Resources
Organization:  Buchanan Group, Inc.

Manager’s Resource Manual

Joellyn: Can you briefly describe your innovative HR-related program?

Susan: We developed a Manager’s Resource Manual including comprehensive forms as a reference & resource for training and information on the mission, values, performance factors & behaviors, recruiting & hiring, new employee orientation, performance management, time off, safety & other workplace policies, separation of employment, and legal compliance.

Joellyn: Why did you develop this program? What problem/situation were you hoping to address?

Susan: Managers did not have a standard or any specific tools to best support, develop and review employees. Additionally, legal compliance was an issue that we needed to make sure all managers were aware of.

Joellyn: Why do you consider it innovative?

Susan: It is a one-stop tool to assist managers in handling the managerial portion of their jobs, including standardizing how we handle employees, reviews, legal compliance, etc.
It has become very widely used and referenced by the managers.

Joellyn: What impact have you seen? How did the program address your problem/situation and how has it improved the company and/or the HR function?

Susan: Managers now have a tool that they can review prior to delving into any topic to ensure legal compliance, to gain tips on handling employees with standard issues, to coach and develop them to meet/exceed expectations, to improve the performance review process. It has helped employees become better equipped to handle situations and provides managers with an immediate resource. It has helped supervisors appreciate the value of the Human Resource department and equipped both parties to better support each other.

What idea does this inspire for you and your company? Do you have a Manager’s Resource Manual?

Each month I’ll highlight another HR-related innovative idea. I invite you to subscribe to this blog so you don’t miss other, similar posts. We have more innovative ideas on our FlashPoint website.

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In my rush to be efficient the other day, I grabbed lunch and headed back to the office to eat at my desk. My coworkers didn’t have the same idea so when I returned, I was locked out with no keys and no cell phone.

I decided to head next door to the mall where I could sit and eat my lunch. With no iPhone to play with while eating lunch, I had nothing to do but listen in on other people’s conversations.  Lucky for me, there happened to be a job interview that was just beginning at the table beside me.

After a couple of minutes, I realized the candidate was being interviewed for an assistant store manager position by what sounded like a regional manager. I listened as the interviewer talked about the company, the challenges of being in store management, the role of an assistant store manager in increasing sales and creating a strong customer service environment, etc.

While I found all of this very interesting, it took up half of my meal and I had yet to hear the candidate say anything. The only real question that the candidate responded to was so leading that he just repeated back exactly the response the hiring manager asked for. It was at this point that I wanted to pull the hiring manager away to provide some free HR coaching!

I was left wondering how often this scenario is played out every day in interview rooms across the country. How can I really find out if a person has what it’s going to take to be successful if I spend most of my time doing the talking? How do I assess whether or not someone will fit within our culture when all I’m doing is telling the person about our company?

I experience this same thing in meeting with prospective clients. I’m always amazed at the number of times I’ve walked out of a prospective client meeting and couldn’t get a word in about our firm or our capabilities only to be hired for the project!

The value of listening (or, in this case, asking a question and then shutting up) is something we all probably need reminded of from time to time. Just asking questions of others forces you to listen. And when you really pay attention to what others are saying, you start to get drawn in – which often leads to a dialogue.

Is this the art of listening? Not entirely, but asking questions means that others will usually respond which forces you to stop talking and start listening.  How do you keep yourself from doing too much talking and just how important is listening in the work that you do?

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