Job Search Solution Blog by Tony Beshara

Navigating the Fast-Paced Job Market and Avoiding Missed Opportunities

In the fast-paced world of recruitment, timing is everything. Hiring managers must act swiftly to secure top talent and avoid losing potential candidates to competitors. This blog explores a conversation between Charles, a hiring manager at a software firm, and I, seasoned recruiter, shedding light on the consequences of a delayed hiring process and the importance of agility in today’s job market.

The Initial Delay:

Difficulties faced in the hiring process, including delays, approvals, and missed opportunities.

Charles finally receives approval to hire Melinda after a prolonged wait caused by the director of HR being in a conference.  I inform Charles that Melinda has received a conditional offer from a competitor due to the extended hiring process.

The Need for Speed:

The fast-paced nature of the job market is emphasized, with candidates receiving multiple offers and moving swiftly.

I emphasizes the fast-paced nature of the job market, where candidates receive multiple offers and make swift decisions.  Candidates are motivated to secure employment quickly, necessitating prompt action from hiring managers.

Market Realities:

The conversation underscores the impact of market conditions on hiring, emphasizing the need for agility and efficient processes to secure the right candidates.

Charles expresses confidence in his company’s superiority but fails to consider the market’s influence on candidate expectations.  I highlight that the market determines candidate qualifications and salary expectations, which must be taken into account.

Overlooking Alternative Candidates:

It is important to consider all qualified candidates for a position, avoiding biases or restrictions based on personal preferences.

Charles admits to dismissing qualified candidates, particularly John, in favor of finding a female candidate as per his boss’s preference.  I point out missed opportunities in considering other candidates who may have been suitable for the role.

Scheduling Challenges:

Lack of availability hinders the progress of hiring. Efficient scheduling is crucial to ensure a smooth hiring process, minimize delays, and keep the process on track.

Charles encounters scheduling issues and delays in interviewing the candidates I lined up for him.  Postponed interviews and lack of availability hinder the hiring process.

The Impact of Delayed Hiring:

Maintaining candidate engagement and acting promptly in the hiring process are crucial to prevent candidates from exploring other opportunities.

Charles realizes the impact of the delayed hiring process on his company’s quarterly targets and laments the lost time and opportunities.  I stress the importance of proactive recruitment to avoid missed quotas and lost business opportunities.

Overall, the conversation between Charles and I highlights the detrimental effects of a delayed hiring process in today’s fast-paced job market. Acting promptly, considering a wider pool of candidates, and aligning expectations with market realities are key to securing top talent. By learning from these lessons, hiring managers can avoid missed opportunities and achieve their recruitment goals efficiently.

Since 1973, I’ve been tirelessly debunking a prevailing myth about job security. Despite my efforts, the misconception persists, so I want to set the record straight once and for all. The notion that there is more safety in working for a large company than a small one is simply untrue. Allow me to share the evidence I’ve gathered to support this claim.

Unveiling the Reality:

In recent times, the number of layoffs in both large and small companies has been staggering. Casting doubts on the supposed safety of big corporations, numerous prominent companies have announced massive job cuts this year alone.

Let me highlight just a handful of examples to drive this point home:

These companies, among many others, have collectively laid off more than 77,000 employees since January. This extensive list serves as a stark reminder that job security cannot be assumed solely based on the size of the company.

It is crucial not to fall prey to the misguided notion that safety lies within the confines of big corporations. The evidence presented here underscores the vulnerability of employment, regardless of the organization’s size. Whether you work for a large or small company, it’s essential to remain proactive, adaptable, and continuously develop new skills to thrive in today’s dynamic job market.

By dispelling this myth, we empower ourselves to make informed career decisions and navigate the professional landscape with clarity and resilience. Let’s shed the misconception and embrace a more realistic perspective on job security.

Although I’m frequently criticized for my fat-finger typing and apparent spelling errors, I know that when it comes to creating a resume, mistakes are simply not acceptable. It’s important to have your resume proofread and reviewed by several people. While it’s not fair, first impressions matter, and when it comes to job applications, your resume is often the first impression you make on a potential employer.

Employers want to hire candidates who can pay attention to details and communicate effectively. These skills are vital in many roles, from administrative positions to sales to marketing and beyond. By ensuring that your resume is free from grammar and spelling mistakes, you demonstrate to potential employers that you take pride in your work and that you have the skills they need.

To make sure your resume is error-free, try the following tips:

• Use online tools:

There are many free tools available online that can help you check your resume’s grammar and spelling. Grammarly and Hemingway Editor are popular options that can help you catch errors you might have missed.

• Read the resume out loud:

When you read your resume out loud, you might notice mistakes that you wouldn’t have noticed otherwise. This is because reading out loud engages different parts of your brain and can help you spot errors more easily.

• Have someone else review it:

Another set of eyes can be helpful in catching errors. Ask a friend, family member, or professional contact to review your resume and provide feedback.

While it’s true that some people may succeed in spite of their spelling weaknesses, you shouldn’t assume that employers will make exceptions for you.  By taking the time to proofread and revise your resume, you can increase your chances of success in the job search, as well as make a great first impression.

Job seeking and hiring processes can be challenging and filled with misconceptions. Despite the abundance of information available on the internet, many job seekers struggle to navigate the process, and employers face difficulties in finding the right candidates. Here are some examples of the most common challenges and misconceptions that I have witnessed both job seekers and employers face in the hiring process:

Unresponsiveness of Job Seekers:

One of the most common issues that employers face is unresponsiveness from job seekers. Employers may receive messages from job seekers expressing interest in a position, but when they reach out to the job seeker, they do not get a response. This can be frustrating for employers who are looking to fill a position quickly.

Discrepancies in Resumes and LinkedIn Profiles:

Another challenge that employers face is the discrepancies between job seekers’ resumes and LinkedIn profiles. Job seekers may have different information on their resume compared to their LinkedIn profile, which can create confusion for employers. Inconsistent or incomplete information can make it difficult for employers to assess the candidate’s skills and qualifications.

Lengthy Resumes:

Job seekers may believe that a longer resume is better, but this is not always the case. Employers often have a limited amount of time to review resumes, so a lengthy resume can be overwhelming and may not get read at all. It is essential for job seekers to keep their resumes concise and relevant to the position they are applying for.

Unrealistic Job Expectations:

Finally, job seekers may have unrealistic job expectations. They may want a particular job without any experience in the field, which can make it challenging for employers to hire them over other candidates who have the necessary experience. It is essential for job seekers to be realistic about their qualifications and to apply for jobs that match their skills and experience level.

Overall, navigating the job seeking and hiring process can be challenging. Employers and job seekers alike face difficulties, such as unresponsiveness from job seekers, discrepancies in resumes and LinkedIn profiles, lengthy resumes, and unrealistic job expectations. To overcome these challenges, job seekers need to be realistic about their qualifications, keep their resumes concise and relevant, and ensure that their LinkedIn profiles match their resumes. Employers, on the other hand, need to be patient and persistent in their search for the right candidate and be open to considering candidates who may not have the exact experience they are looking for but possess transferable skills.

As a recruiter, I understand that stories are a fundamental part of human communication. They have the power to connect us, teach us, and inspire us. That’s why, as a candidate, sharing your experiences through stories can be a valuable asset in a job interview. It not only provides insight into your past accomplishments but also demonstrates your unique personality and character.

To help you craft a compelling story, here are six types of storytelling tactics that you can use:

“Who I am” stories, which identify who you are and where you come from.

These are stories include personal challenges you’ve faced, your journey through college or work experience, and stories that show you as a loyal and quality employee.

“Why I am here” stories, which explain what you can do for a new employer.

These are stories should be positive and engaging, explaining why you want to change jobs or why you are seeking a new position.

“Vision” stories, which are about the future and what the company could look like with you on board.

These are stories are based on your past experience and the changes and impact you have had on companies you have worked for in the past.

Learning stories, which are about what you have learned from successes or failures.

These are stories are your own or those of others. People love to hear about how you overcame failure and what you learned from it.

Value stories, which showcase values such as honesty, integrity, character, and doing the right thing.

These are stories are about how you learned the value of hard work through having multiple jobs in college.

“I know what you’re thinking” stories, which address potential concerns that a hiring authority may have about your background or experience.

These are stories demonstrate that you are proactive and have thought about how to address any concerns

While it can be challenging to master these tactics, having a few personal and business stories that are concise and highlight key points in your career will suffice. It’s also crucial to have stories that address any potential concerns a potential employer might have before they even bring them up. This demonstrates that you are proactive and have thought about how to address any concerns. By utilizing these storytelling techniques, you can create a compelling narrative that will engage and persuade your potential employer, increasing your chances of securing your next job.

Asking for the job is a crucial step in the job search process, yet many job candidates hesitate or avoid doing it altogether. This is a missed opportunity to show interest and enthusiasm for the position, and potentially secure the job.

The Importance of Asking for the Job

Asking for the job is crucial in the job search process because it shows the employer that you are genuinely interested in the position. It also gives you an opportunity to clarify any doubts or concerns the employer may have about your qualifications or fit for the role. Additionally, asking for the job demonstrates confidence and initiative, which are qualities that many employers value.

Common Excuses for Not Asking for the Job

I have heard all the excuses that job candidates use for not asking for the job, such as:

• “Well, we ran out of time…”
• “Well, it just didn’t seem appropriate…”
• “Well, he was in a hurry…”
• “Well, he said he had to go…”
• “Well, she said she had to get on another video call…”
• “Well, we were on a different topic…”
• “Well, we were talking about personal stuff…”
• “Well, we got off topic…”

Firstly, running out of time or being in a hurry is not a valid excuse because asking for the job does not take a lot of time.

It can be as simple as asking the interviewer if they see you as a good fit for the role or what you can do to improve your chances of getting the job.

Secondly, feeling it’s inappropriate is not a valid excuse either because asking for the job is a natural and expected part of the job search process.

Employers want to know that you are interested in the position and willing to take the initiative to secure it.

Thirdly, getting off topic or discussing personal matters is also not a valid excuse for not asking for the job.

While it’s important to build rapport with the interviewer, it’s equally important to express your interest in the position and clarify any doubts or concerns they may have about your qualifications

Overcome Excuses with The Courage to Ask

I could go on and on, but these are the kind of ridiculously insane, unfortunate excuses that I get from candidates when I asked them, “did you ask for the job?” To increase your chances of getting the job, it’s important to ask for it with confidence and enthusiasm.

One candidate of mine who is a very experienced sales guy, when I asked him if he asked for the job, he said “I told them I wanted the job.” That’s not the same thing as asking for the job.

Here is the truth. Most people can’t muster up the courage to say, “Are you going to recommend me for the job?” And “what I need to do to get the job?” or “Are you going to hire me?”  Phrasing questions that demonstrate your skills and interest can set you apart from other candidates.

Look, I know this takes guts, but most employers will absolutely totally respect a candidate who asks. I can’t tell you the number of candidates over the years that have gotten hired simply because they asked these questions.

I know it takes courage, but once you get in the habit of doing it it’s also very simple.  Avoid using common excuses for not asking for the job and overcome your fears to take the crucial step of asking for the job directly, doing so will increase your chances of getting the job.