{"id":3812,"date":"2014-11-08T17:14:34","date_gmt":"2014-11-09T01:14:34","guid":{"rendered":"https:\/\/www.careersingovernment.com\/tools\/?p=3812"},"modified":"2015-08-04T10:33:11","modified_gmt":"2015-08-04T17:33:11","slug":"really-want-job","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/public-sector-trends\/really-want-job\/","title":{"rendered":"Do You Really Want That Job?"},"content":{"rendered":"<p><a href=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/public-sector-trends\/really-want-job\/attachment\/choice-of-life\/\" rel=\"attachment wp-att-3813\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft  wp-image-3813\" src=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2014\/11\/do-you-really-want-the-job.jpg\" alt=\"choice of life\" width=\"458\" height=\"411\" \/><\/a>It is no secret that the job market is becoming more and more challenging, and companies are getting flooded with resumes of candidates who are interested in that particular position. So what are companies doing to separate the qualified from the unqualified candidates? A couple of the most\u00a0common approaches are resume filtering\u00a0and online profile evaluations.<\/p>\n<p>A lot of times these two approaches work\u00a0hand and hand. If a company is not satisfied with a computer filtering the resumes based on certain key word data, then they will look at other sources for additional information like the candidates\u00a0LinkedIn\u00a0profiles, Facebook profiles, Twitter accounts,\u00a0etc. You would be surprised the amount of information you can find out about a candidate by looking at their social networks.\u00a0Your pictures you post online can say a thousand words to an HR rep.<\/p>\n<p>However, what if these online profiles are not a good representation of who the candidate really is?\u00a0There has got to be a better way to get a better look at a candidate besides these methods. The Amazon\u2019s and Google\u2019s of the world have figured out clever ways to filter candidates that go beyond an applicant\u2019s resume and online profile. These companies have a multiple hiring step process so that candidates have to pass a series of tests before being considered for the job. They have every right to do so since so many applicants know who they are and are eager to work for these big name brands. What companies don\u2019t realize is that you do not need to have a multiple step hiring process in order to filter out the\u00a0\u201cfluff\u201d and get to the best candidates.<\/p>\n<p>When I say the best candidates I mean, those who are willing to take the extra steps to showcase their skills and show the HR employer that they really want the job. A company can do something as simple as request a 1-minute video of the applicant\u2019s answering a question based on that job\u2019s position. For example,\u00a0the company who is looking for a sales rep can ask,\u00a0\u201cSell me on my product in 1-minute or less\u201d. As simple as this sounds, in my experience,\u00a0many applicants will not want to take that little extra step to show they have the sales skills for the position. Another example would be,\u00a0\u201cSince this job requires applicant\u2019s to speak Spanish, please submit a 1-minute video of you speaking Spanish telling me why you feel you\u2019re the best fit for this position\u201d? One could only imagine how many applicant\u2019s would get\u00a0\u201cweeded out\u201d from this sort of challenge.<\/p>\n<p>From my research and experience calling applicant\u2019s and asking why they did not submit their video or work sample, I usually get the same answers which are: I do not remember applying for the job, I will do it later at some point, and I am not interested enough to do a work-sample or video. There have also been those applicant\u2019s that never called me back even after I left them a message. Do these\u00a0applicant\u2019s seem like someone you would want working for your company?<\/p>\n<p>A study done by CareerBuilder in 2014 states that 58% of job applicant\u2019s put falsified information on their resumes in order to get the job they want. Applicants are starting to treat the resume as a marketing tool with all their accomplishments promoted and their failures left out. With simple challenges like a short video or work-sample, the company can get a better first impression of the interested candidates. There are of course many companies that utilize the video component, yet many of these companies utilize video for online interview purposes.<\/p>\n<p>However, this process can take up to an hour when\u00a0many HR reps will know quickly if the applicant is qualified within 5 minutes of talking to them. Instead of having the HR rep reach out to the applicant and have them spend an hour of their time, it would be more advantageous for the applicant to do the work and show that they can not only follow instructions, but that they also have the skills it takes to be successful at that company. At the end of the day, why should the HR rep be the one working harder than the applicant when the applicant is the one who applied for the position in the first place?<\/p>\n","protected":false},"excerpt":{"rendered":"<p>It is no secret that the job market is becoming more and more challenging, and companies are getting flooded with resumes of candidates who are interested in that particular position. So what are companies doing to separate the qualified from the unqualified candidates? A couple of the most\u00a0common approaches are resume filtering\u00a0and online profile evaluations. [&hellip;]<\/p>\n","protected":false},"author":3049,"featured_media":3813,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[17,4],"tags":[41,40],"class_list":["post-3812","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-education","category-public-sector-trends","tag-career-advice-2","tag-career-search"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Do You Really Want That Job? - Careers in Government<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/public-sector-trends\/really-want-job\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Do You Really Want That Job? - Careers in Government\" \/>\n<meta property=\"og:description\" content=\"It is no secret that the job market is becoming more and more challenging, and companies are getting flooded with resumes of candidates who are interested in that particular position. 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