Employers have recruiting difficulties because they have high standards and because the hiring process is complicated. Most companies find that the best way to fill a position is to assemble a large pool of candidates and evaluate their resumes first by computer or manually, then by telephone interviews, and then by a series of personal interviews with a senior Human Resources person and finally the Hiring Manager and a few of his or her associates. Unfortunately, individual prejudices and poor judgment can get in the way. It takes a lot of skill to identify the best candidate. To help you in your job search, look at yourself as a candidate from an employer’s perspective by reviewing some of the recruitment you or your associates have made in the past:
Why were some recruitment successful? Why did others fail?
How did certain candidates impress you? What characteristics seemed favorable and unfavorable?
How did others turn you off? Some of the bad impressions may have been due to errors in your judgment or problems in your recruiting practices. Or you may have been using an unrealistic or vague job description, an inadequate pool of candidates, or the prejudices of your associates. Some of the bad impressions were no doubt due to the ineffective way the candidates presented themselves; they may have been too self-oriented or inadequately
prepared, or they may have emphasized experience irrelevant to your needs. Understanding what makes a good impression or a bad impression on an employer may help you present yourself more effectively.
An employer selects a final candidate based on three criteria:
Does the candidate have strong (though not necessarily the best) relevant qualifications and skills?
Is the candidate likely to fit in with the boss and the organization? “Is this person one of us?” This is the “club ability f actor.” Anyone hired is joining a club, so candidates are evaluated on their compatibility with other club members, as well as on their experience.