Many of today's job applicants need to go back to the future. It is quite apparent that human collective consciousness does not include anything about accepted job seeking protocol. In fact, important things that used to be taken for granted in job interview preparation are being forgotten or - perhaps - are even being ignored.
The actions and behaviors; no one can claim are millennial-appropriate for 2015 or any other year, decade or century. They are immutable for all time in human interactions surrounding first impressions, including those of interviewing.
Case in point. It has always been advised that job seekers dress appropriately for the type of position they are applying for. No one should ever criticize a male laborer applicant for interviewing in a clean pair of khaki's and open collared shirt (rather than a formal business suit). Likewise, a well-groomed woman applying for a bookkeeper position is often welcome to appear in a nice skirt and blouse without a suit jacket. Then, there are the unacceptable extremes!
More often than ever, some of my colleagues and I are seeing women and men dressed to interviews as if they just emerged from a mosh pit at a heavy metal rock concert. Revealed tattoos and body piercings; low cut tops and micro mini skirts; and grungy jeans are no ticket to a second interview. Hair hanging in one's face and walked off shoe heals are not, either. What are some people thinking? Obviously, they are not.
Cleanliness, tidiness and respectable appearance are still the rules of the day in every single case. Why? because, you will always only get one chance to make a good impression. Humans are just wired this way. We view and we quickly judge one by their personal appearance.
Another recent trend is that so many job applicants are heading out to their interviews without hard copies of their resume. Apparently, they are assuming that because they applied electronically the recruiter will have sufficient copies on hand. We all know about "assuming." Perhaps, the employer's printer isn't working on a given day or the interview is taking place far away from his or her office? People need to be prepared for surprises.
Too many of today's interview candidates are also arriving at interviews having not visited the employer's website even once. Many know little or nothing about the company they supposedly want a job at. In addition, even fewer have prepared any intelligent questions they would like to ask the employer. "What are you paying" and "how many days do I get off" are not good substitutes for "what are some of your company's biggest challenges" and "what qualities are you looking for in a successful job candidate for this position?" See the point?
What is a hiring employer to think about all this lack of thoughtfulness and preparation?
After all, if this is the kind of preparation someone puts into getting a job, what kind of thoughtfulness and preparation will they put into doing the work, itself?
After all, if this is the kind of preparation someone puts into getting a job, what kind of thoughtfulness and preparation will they put into doing the work, itself?
PEOPLE! Ask yourselves this? Would you hire you? If you say "YES" ask yourself that question again and ask yourselves if you really have done everything in your power to deserve such an important offer.
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Disclaimer: The views expressed here are solely those of the author in his private capacity and do not in any way represent the views of his employer, Edgewood Properties (Company), or any other entity of the company or ownership.
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Author Bio:
Marc LeVine is currently employed by Edgewood Properties as its full-time corporate recruiting specialist; charged with building an employment function from the bottom up, staffing the company and developing and administering full-cycle employment policies and procedures. In collaboration with corporate marketing and internal systems, Marc functions as architect of an employment branding strategy designed to establish an employee value proposition message fashioned to attract, reward and retain talent.
A highly sought after Digital Strategist for e-Recruiting, Writer, Speaker & Social Media Consultant & Trainer, Marc has a diversified background in BOTH B2C and B2B Social Media initiatives, Marc uniquely bridges Recruiting Strategy,Targeted Objectives and ROI with Social Media, Recruiting & Staffing, Digital Media, Public Relations and Traditional Marketing Initiatives.
Mr. LeVine is also a respected thought-leader, whose popular Social Media Blog has caught the attention of many major trade publications interested in publishing his insightful works.
Mr. LeVine is a proud graduate of Syracuse University and previously served as Director of Social Media Marketing for RiaEnjolie, a division of InfoPro Worldwide, Director of Human Resources for Asbury Park Press, Home News and Tribune and NJ101.5, as well as General Manager for Brickforce Staffing.
Specialties:
RECRUITING/STAFFING
* e-Recruiting & "Employer of Choice" Strategies
You may reach Marc at 732-985-1900 x1140 or by email atmlevine@edgewoodproperties.com.
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