Hunting for a job is a daunting task for me. I'm squeamish about self-promotion and absolutely refuse to "fudge" about any skills I have or wish I had. I don't submit my résumé to you unless I'm certain I can succeed at the position you are advertising.
And that's where things get iffy.
The Job Board
My hunt takes place exclusively online. I visit a number of aggregate sites that pull in ads from a variety of job boards, so I'm familiar with a variety of formats. Some are inadequate for an HR specialist to properly list an opening; few allow for creativity in the description. The immediate workaround is a link to the more desirable listing on the advertising organization's Web site. Beyond this, I would encourage job boards to survey their users—both employers and prospective employees—to continue to improve the sites.
But job boards are the least of my problems with job-hunting.
The Ad
The first obstacle to my quest is the person (or committee) who wrote the ad. Kudos to the folks who understand the difference between "preferred," "desired," and "required"—and actually include this language in their job ads. And kudos to the folks who can put one word in front of another and have them make sense. But a pox on the rest of you.
I've seen ads for positions that carried the title I'm qualified for, but described tasks in such jargon-laden language that I had no idea what I would be expected to do. I've also seen ads that didn't use jargon but still failed to make sense. I know that job-seekers apply to your ads in spite of these shortcomings. But don't take that as evidence that your ads work. It's merely evidence that some people are desperate enough for work that they'll take a stab at any opening, appropriate or not.
I'm not interested in working with people who can't put a sentence together. Nor am I keen on working in an organization that depends on jargon to communicate. The sad truth is that in many cases, these bad ads don't reflect the culture or nature of the organization or department. They merely reflect the writing skills of the person (or committee) who put the ad together. Which means that you are likely screening out many qualified candidates who could have been a great fit for the position (me, for instance!).
The Process
The second obstacle to my quest for employment is the application procedure. I realize that automating this part of the hiring process is a boon for HR departments and a nice revenue stream for suppliers of the software. But when was the last time you asked job-seekers for feedback on your application procedure?
I understand that asking 20 essay questions weeds out the tire-kickers. Here's what I don't understand:
• Multiple-choice questions that don't provide a space for additional comments. I find that in many cases, my answer is not among the list. I could randomly select an answer, but that would be a lie. And at the end of every application I've seen so far, I'm not supposed to press "Submit" unless I verify that everything is true. I could leave the question blank, but then I couldn't even move on to the next screen because the software requires an answer to every question. So please leave a space in which I may provide an explanation.
• No way to "Save" my responses. Some programs allow this, others don't. Think about this for a moment. During the course of the one or two hours it can take to complete an application, any number of things can go wrong—a power outage, an Internet disconnection or timeout, an interruption or personal emergency, a mistakenly pressed button or key. Without a Save feature, all the work prior to these calamities is lost. I realize this has no direct impact on you, but it does show your lack of regard for the job-seeker.
• No overview. Most of the software is structured so that every question has to be answered on one screen before being allowed to continue to the next screen. How many screens are there? How long will this take? I know I can put in bogus answers just to go from screen to screen and then edit every answer afterwards. But what a waste of precious time! Why not present a screen that shows the entire application? Then I can work on the questions offline and submit thoughtful, informed answers later.
I could go on. But I'm wondering how enlightened some HR people are. Here are a few Web sites and blogs to enrich your career:
Dr. John Sullivan & Associates
Your Hr Guy .com—HR for the Masses
It's time for me to get back to those essay questions.
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