Hiring Practices by the Book

In my opinion, except for regulations and laws, there is no book!  We are dealing with individuals, individuals who will ask the questions they think are appropriate, make decisions based on those questions, and manage the consequences.

There are thousands of publications out there giving advice to organizations on how to read a resume, questions to ask, and assessments to use in selecting people for jobs.  They are, for the most part, generic in that many fail to distinguish between the mom and pop businesses and the corporate offices.  Also missing is the distinction between metropolitan centres and rural communities.

The flavor of the times is to enlist a service that looks for keywords in the resume relating to the wants and desires of the organization.  As if skills are determined by words!  I think they run the risk of excluding some extremely talented applicants with this process.  I tried listing my resume with one of these services and the results were laughable.

Many managers are good at what they do but what they do is not related to hiring people.  This is where the advice of a human resources person is invaluable.  Not only can they guide the interview process and provide input, they can keep the process legal in the line of questioning.

There are an equal number of publications out there to guide job-seekers in how to write a resume, questions they may be asked and pat answers for those questions.  Again, many managers have not seen this publication and will ask questions that they feel are important.  The questions they ask may not uncover the job-seeker’s skills so, in this case, it is up to the applicant to guide the interview to make sure their abilities are known.  The resume will only get you in the door, the applicant is much more than the resume and must sell themselves in the interview.

One thing that, in my opinion, the publications do not emphasize enough is the importance of thoroughly researching the organizations where they are applying.  What are they known for in the community?  What are their values and ethics?  If they have a mission statement do those who are employed there feel they follow it?  What are their hours of work, benefits, etc.  Do they recognize family and allow flexibility?  It is up to the job-seeker to determine what is important to them and explore the employers who can provide it. This determines how the resume is formatted and the questions to ask during the interview.

Yes, publications can provide some basic information for employers and applicants but they are by no means the definitive word!  For both job-seekers and employers one of the best resources is your local WorkBC Employment Centre.  They are familiar with the employers in the region and the potential employment opportunities, and as well have resources available for employers.

As always, feel free to share this post giving credit to the author.


About laurencerumming

Background in business management, in particular human resources. Business Management Certificate, Certified in Myers-Briggs Type Indicator®, and Strong Interest Inventory®. "Our passion is to raise the potential of organizations and individuals through the understanding of human interaction in the workplace and in life."
This entry was posted in Assessments, Believe and Succeed Life Coaching, Business Coaching, Career development, Career professional, Coaching, Employment, Human resources, Life coaching, Marketing, Myers-Briggs Type Indicator, Networking and tagged , , , , , , , , , , , , , , , , , , . Bookmark the permalink.

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