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John Britone

One important question you left out...Does a persons physical appearance (over weight, ugly) matter in your decision process? If you did ask this question all would have said NO. As you know, they have to say NO. However, we all know that physical appearance can decide if you go forward, get the job or not.

HR professionals would never admit it.

Jack

age must have been a consideration.

Bill hansky

Age and appearance always matters in making a decision to hirer or not. HR people will never admit it.

Dubravko Gacina, from Croatia, 25y in computer engineering business, out of it 10y spent in USA

I believe you are asking a wrong question: instead of asking "Does The Perfect Candidate Exist?" IMHO the question to be asked should (or could) be "Does recruiter understand the job requirements s/he is trying to match Perfect Candidate for?".
For any ordinary/"down-to-earth" so-called "responsible" recruiter the process of matching the candidate is "just a job", and they are using not-too-smart software which embedded algorithms may be capable only for too-stringent or too-crude un-matching the candidate, recruiter relying totally and absolutely on numbers providing by that matching-software they are using so flamboyantly and mercilessly
IMHO, neither current state-of-the-art matching-software nor ordinary recruiter is capable of making conditional decision-making, sort of, for example (I am software engineer therefore using example accordingly), "if candidate has xx years of experience in yy programming language, but job requirements requires xx years in zz language, and that zz language is similar to yy language to a pretty high degree, what is the mathematical probability that candidate will be good-enough match for that particular position providing ordinary intelligence/IQ of such a candidate that s/he will be able to absorb the required knowledge in NO-TIME or as-fast-as-such-a-professional-is-actually-humanly-possible-having-xx-years-of-prior-knowledge".
Kinda tricky to explain, I apologize for grammatical mistakes (my command of English is ESL), but this topic is, again IMHO, so red-hot that recruiters shall be pretty much thinking about that, and I'm hoping everyone understands me, especially mid-level career professionals, such myself, people who has a lot of technological knowledge collected and learnt in past years but facing knit-picking recruiter(s) with NO technical in-depth knowledge of the subject they are trying to match for, but with a knack to overuse or even abuse the matching-software in order to offload them self from the burden of finding THE RIGHT candidate, not the PERFECT one.

Jay AVerageman

No the perfect candidate doesn't exist but because HR directors, recruiters and hiring managers are so afraid of making a mistake and looking "bad", they continue to search for one, costing the firm that position's productivity. HR is an impediment to hiring because they really don't know what they're looking for. They don't understand the position AT ALL. They understand HR, FMLA, harassment seminars, paperwork, OSHA, designing applications, HRIS, and whatnot, but the position? Not a chance. Since they don't know a great candidate when they see one due to this ignorance and incompetence, and since they're so afraid they will look bad, they resort to looking for Unicorns: those perfect candidates ... superheroes really. But let me tell you, Superman and Wonder Woman aren't available. They work for Disney.

And because HR today is so "tech savvy" the only way any candidate can even get an interview is to dance the resume dance, keyword stuff their resume in accordance to the job description, and pray to whomever they somehow stand out enough that a recruiter isn't too fearful of picking up the phone and calling.

c kent

There should have been another question. Did you lie in any of your responses to this survey? 60/40 - Essentially equal. You could try to say from the above - We want someone who dresses reasonably nice, is responsible while needing training, and went to a school whose reputation will let us lowball an offer.

Dave

The work experience portion if this is incorrect in my experience. I don't have a degree but have years of experience but still get the rejection because of a "lack of education".

Charles

My manager once approached me because he was not getting any responses from his employment add that he ran online. I asked my manager after reading the add, if he was expected to get an answer any time soon?
He could not believe that anyone would not want to move to beautiful
Florida for this position. I explained that the experience that he requested required someone around the age of 80. Maybe we could find someone that retired from NASA and wanted to work for entry level pay.
This is sometimes typical for someone with great experience runs into when searching for a job. They just missing that little extra.

William Lassiter

I agree with the post above on recruiter applications that just look for keywords. It's amazing to me that I get calls from both recruiters and HR people on jobs that minimum qualification lists state many years of experience needed, and yet my resume clearly shows much less. Most haven't even read my resume. As a Newbie in the IT industry, I see job descriptions/ qualifications lists that are unreasonable for a simple help desk position at lowest wages for the industry. It blows my mind. If they want a seasoned professional with xx number of years experience, don't they think they need to pay for that experience? If not, state that flexibility in the job post.

I was told to apply for any job that I met half the requirements/qualifications list for, yet often beginner positions job listings have expectations through the roof! What's worse is 3/4 of the time they just use contractor firms, who do the exact same thing. So 1 job listing gets rehashed by 30 job sites and five recruiters, and I've ended up spinning my wheels. So have both the contractors and the company who wants to hire someone. Well...I guess I'm not the only one who's time was wasted, but it's discouraging and incredibly inefficient.

Bob Tomlinson, President EUS Canada

It is my experience that physical appearance normally matters for about thirty seconds then the interviewer is off to the "script". As an experienced manager with the skills to train and promote but more importantly to hire the appropriate employee, I normally like to interview the person, not their background with all it's wonderful stories. Experience is the one thing that gets you the job but who can get the job without the chance to gain experience.

Recruiters and generally HR have been given a mandate to find another employee that in some (most) cases has the exact same skills and aptitude as the person who just left or was fired from the position. It is my feeling that too many employers try to hire themselves or clones so that the field of vision never changes and the work place never grows or evolves.

A lot of the interviewer are not much more that junior staff who really have no knowledge of the position or areas of responsibilities yet make decisions based on "their" level of expertise or script as I said.

There is no reliable way to get through to any prospective interview then to send your documents and then, as I have done in the past with some success, follow up with a polite call (remember....no calls please only suitable candidates will be contacted, etc., etc.) to "follow up on my application".

Good Hunting

Ale Rossi

Great stuff. I always keep doing research on education & career field. While searching online, I found your blog is very useful for the people those looking for a bright career. In short, I can say that it can help people on taking right decision at right time when it comes to education.
Thanks & Regards,
http://www.globalexecutiveacademy.edu.my

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Head of marketing at Beyond.com, Joe focuses on writing short perspectives to help job seekers be heard.

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