Job Hunting Peas--What's With All the Vague Job Listings?

Jul 17, 2014 19:05:35 GMT workingclassdog said:

Then it is the assbags that ruin it for everyone else.

They always do.

While I would hope that people would only research our name/history and ask questions or drop nuggets of info about us in an interview, many people think, "Hey! Getting my FACE in there is going to help me win them over!"  No.  You just faced yourself out of consideration, dummy.  If I were hiring servers and bartenders, like SO currently is, walk-ins are fine provided you don't come during rush (and experienced servers and bartenders will know that), but in an office environment, walk-ins are a huge time suck that I cannot afford.

I wish you all the luck in the world in your search, it seems you keep plugging and I'm sure something great will come of it!!!!!  You've always been a pea I like.

I'm losing my job too, this will be my 3rd layoff. My work thru date right now is Dec 5, but I would be surprised if that date is not pulled in sooner as people leave the dept. It's a struggle. I've sent out over 20 resumes so far and all I've heard is one 'no' and another company came back to tell me the job started at $13.75 asking if I was still interested. (this was a job asking for a college grad) 

I'm not feeling very optimistic about this whole situation. 

I agree with this wholeheartedly. We are very careful about who we hire for this same reason.

Right now we are incredibly short-staffed and overwhelmed with work.  Many of us are working very long hours, but as much as we would love not to be doing that, we don't want to hire the wrong person who will not only waste our time in training, but also make our work life a misery.  Once someone has been hired, it can be very difficult to get them to leave if it is not working out.   (although, on the flip side, I've seen it happen where someone misrepresented his education or other credentials on his resume and when that was found out - e.g., when the college finally called HR back to confirm - he was gone that same day.)

Our interview process is extensive.  It typically starts with online submittal of resume and application, then a phone screening with the HR rep followed by a phone interview with a senior team member.  References are contacted. Then, if all checks out, the resume is circulated throughout the department and a team is put together to conduct an in-person interview.  During that interview, the candidate will meet with 4-6 people from all levels for 30-60 min each.  He will be taken to lunch by a group of employees (for entry level candidates these will typically include people 6 mo to 3 yrs out of school).  By the end of the day (and it usually is a full day), we have a good sense of whether that person is what we're looking for.  But, if people are still on the fence about where he'll fit in (or whether he would better fit in a different office), we will have him back for another interview, sometimes involving senior managers from other offices who also are interested.  Ours is a global practice, and we may interview someone in my office who is ultimately hired for a position across the country on the basis of our recommendation.