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The Recruitment Process - From the Perspective of a Decision Maker:

Vicki has an extensive background in the Vocational Education and Training Sector. Vicki has worked as a Trainer/Assessor for many years and has owned her own Registered Training Organisation (RTO) for 10 years in Western Australia.

In order to obtain another perspective from an employer, I briefly interviewed Vicki about the processes involved in advertising and recruiting employees. This article includes Vicki’s experience and insight in relation to the job application process and her experience with interviews.

Vicki posted advertisements online when she was in need of staff for her business, preferring to use the www.seek.com website. She generally tried to avoid the (online advertising) process as she found it to be costly in terms of both money and time.

Vicki’s experience was that once she posted an ad, applications would arrive and Vicki would choose 5 – 6 people based on the information provided in the letters and Resumes received.

Vicki believes that from the Resumes she has viewed over the years, most did not reflect the skills, knowledge and experiences of the applicants very well. Vicki felt that many of the applicants were not qualified for the position/s advertised.

She mentioned that many of the applicants were not flexible or suitable for the culture/s of the workplace/s – which ranged from corporate to mine sites to wharves. This reinforces the fact that managers and decision makers require staff who are flexible and adaptable enough to be able to transition from one type of workplace “culture” to another quickly and easily.

In Vicki’s experience, the ideal employee was someone “who is comfortable in their own skin and can go anywhere and work anywhere.”

Vicki believes that her best, most effective employees were those who were referred on to her from her employees, friends and acquaintances.

In relation to job application letters and Resumes, Vicki’s bug bear was illiteracy, including mistakes with grammar, spelling and punctuation.

Vicki mentioned that “there is a lot of fluff in many Resumes,” referring to the fact that a lot of information in Resumes was irrelevant to the position being advertised and did not reflect well on the prospective candidate, e.g. hobbies that were stated were not relevant and did nothing to help promote the applicant in a favourable way.

Vicki much preferred it when job applicants “cut to the chase” and included meaningful and relevant information that suited the position description being advertised.

Information Vicki wanted upfront was “What have you done?" and "What are your qualifications?”

“There is a distinct difference between being “politically correct” and “professional”, and being “politically correct” did nothing for me.” In a nutshell, Vicki found many Resumes “to be disappointing.”

In an interview situation, Vicki described one afternoon where she interviewed four people. Vicki’s summary of her experience as the interviewer is as stated below:

Person No. 1 = A woman who wore way too much make-up, had incredibly over powering perfume and her hair was “too perfect.” “My first thought was, “I can’t see you in on a mine sight.”” Vicki also mentioned that with the overpowering perfume, this woman would have “knocked the class out” and could have “wreaked havoc with anyone suffering from allergies or sinus issues.”

Person No. 2 = “A man who asked me if I “would like a coffee.” I was interviewing him in the training room of my company.” Vicki’s first impression was that she felt this gentleman may have been manipulative. She went with her first impression and “listened to her gut”, which is common for interviewers to do.

Person No. 3 = A man who demonstrated suitable qualifications and experience and kept on promoting that he liked to do things his way. This highlights the fact that companies have set policies and procedures in place, often to adhere with both state and federal law. Employees need to be mindful of policies and procedures that exist and the purpose they have to ensure a safe, effective workplace for all parties.

Person No. 4 = A women with a very thick accent who had experience working in the Workplace Health and Safety departments of mining companies. When Vicki asked her “What training experience do you have?” The woman’s response was “Yoga.” This was for a position as Trainer/Assessor for Workplace Health and Safety. Thus it is essential that job applicants listen to questions being asked very carefully to ensure their response is appropriate.

Overall Vicki found that advertising and recruiting for staff online was “expensive, time consuming and disappointing.”

“Either they have everything I am looking for, or I haven’t a position for them.”

Interviewers and decision makers are very aware that any microcosms in an interview situation are potential macrocosms once you become an employee.

I would love to hear your comments about your experiences with applying for jobs and the interview process. What good experiences did you have? What bad experiences did you have?

Are You Feeling Frustrated With Your Current Job?

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Marilyn Garbin
Education Consultant
Trainer and Assessor
Ex TAFE Lecturer (Business, Retail and Career Development)
Careers Advisor
Work Experience Co-ordinator
Post Graduate Certificate in Career Development (ECU, 2013)
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https://www.linkedin.com/pulse/career-advice-i-wish-had-25-shane-rodgers?trk=hp-feed-article-title-like

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