Santa wish list from job seekers and employers

Santa is checking his list for job seekers and employers. Of course, the best gifts would be jobs for everyone, and qualified workers for every job. But if Santa can’t swing that, here’s an alternate wish list.

Job seekers want …

» Online application systems that don’t waste time — that don’t shut down and lose all the information after 90 minutes of work, for example.

» Human resource representatives who don’t eliminate candidates for spelling errors when the job has nothing to do with writing or spelling.

» Companies that don’t require advanced degrees for jobs that don’t make use of the advanced knowledge.

» Companies that offer at least the minimal job search assistance before laying off everyone.

AMY LINDGREN

WORKING STRATEGIES

» Workforce centers that provide actual résumé production and not just résumé classes. Despite the “teach them to fish” philosophy, most people really don’t need to know all the different ways to format a résumé — can’t we just give them something to use and get them on their way?

» Job search books that provide practical advice in everyday language, instead of complicated charts and graphs. Most job seekers don’t want to envision their careers as a star or a flower; they just want to get a job.

» Interviewers who respond to phone or e-mail inquiries about the hiring process. If they had time to interview the candidate, why don’t they have time to explain what’s happening with the job opening?

» Recruiters who take into account at least some of the candidate’s career goals. Is it really appropriate to offer entry-level positions to experienced workers? Knowing that the candidate is desperate enough to take the job doesn’t justify making such a poor match and running away with the finder’s fee.

HR folks, employers and recruiters want …

» Applications that are completed as requested, and that don’t say, “See résumé.”

» Cover letters that refer to the recipient and not some other company. Fill-in-the-blank template letters are OK, as long as the blanks are filled in correctly.

» Candidates who know something about the job or company before they apply — or at least before they come in for an interview.

» Candidates who have at least the minimum requirements posted on a job description. “Willingness to learn” doesn’t cut it if the job seeker has never seen this type of equipment or job before.

» Résumés that are easy to open and download if they are e-mailed. Fancy formats, clip art, obscure word processing programs that can’t be opened? No, no, no.

» Application packages that do not include photos, personal information such as height and weight, or descriptions of children and spouses. Not only does the information not impress or inform, but it’s actually compromising for the employer. It’s easier to defend against discrimination claims later if one can honestly say they had no way of knowing the person’s age, weight, etc.

» Candidates who respond quickly and honestly to a recruiter’s outreach. When someone is not interested in a particular opening, it’s so much better if they say so and explain why. Or, if the answer is yes, it’s really important to the recruiter to receive the résumé promptly.

» Résumés that make sense for the job being requested. Recruiters really need an up-to-date résumé , even though they may have called unexpectedly. Likewise, although employers are not impressed to find their own company name or position embedded in a candidate’s résumé , they do want to see something that indicates this person is no stranger to the work.

- Amy Lindgren owns Prototype Career Service, a career consulting firm in St. Paul, Minn. She can be reached at alindgren@prototypecaree rservice.com or at 1071 W. Seventh St., St. Paul, MN 55102.