A middle-aged job prospect, Dave Johnson, sat pensively in front of the human resources director for WYSIWYG Business Solutions of Camden, NJ, anxiously awaiting her next question.
“Well, everything seems to be in order,” the director concluded. “But I just have one question about the four-year gap in your employment history, from 2008-2012.”
“Oh, sorry,” Johnson replied. “I went to Yale.”
The HR director perks up and cuts to the chase. “Well, Mr. Johnson, I think you would make a fine addition to the WYSIWYG team. We would like to offer you the position.”
Dave Johnson had a hard time containing his glee. “I could yust yump for yoy…I got a yob!”
Kevin Fries,
Eakes Office Solutions
So while the preceding joke doesn’t win points for creativity, it does bring to light the beauty of the resume and its ability to highlight the weaknesses of a given candidate (and perhaps a brief stint in jail, not Yale, explains the history gap). They can often open the door to an expanded conversation to flesh out job hopping and employment gaps, notes Kevin Fries, human resources manager for Grand Island, NE-based Eakes Office Solutions.
“After we look at those issues from a resume standpoint, we look for patterns of behavior or things that have happened,” he said. “If someone says, ‘I didn’t like my boss and that’s why I left my last job,’ we really kind of dig into that to see if it’s a one-time situation or something more candidate-related that could cause us some issues down the road.”
Even the definition of job hopping has evolved, as the millennial generation has set a new benchmark for tenure brevity. Once upon a time, resumes would often yield a couple/three past employers, and it wasn’t out of the ordinary for people to spend 25 years or more with the same employer.
“My generation looks at a job career within the 15-25 year mark,” Fries said. “Millennials are thinking it’s time to move on and try something different at the three- to five-year mark. The world has kind of shifted into that category. But our mindset is, if we get someone in, we want to take full advantage of their capabilities for as long as we can.”
Service and Admin Candidates
Alexandra Goodman, Fraser AIS
A company such as Fraser Advanced Information Systems emphasizes its track record in providing quality service after the sale, thus the West Reading, PA-based dealership is always on the lookout for individuals with a track record of proven results when evaluating service and admin candidates.
“Our hiring managers look for more than just filling the role, and with the fast-paced nature of the industry, we value a problem solver and ability to think and react quickly,” said Alexandra Goodman, human resources manager. “Ultimately a goal-oriented team player able to see the big picture. Our Net Promoter Score speaks to our training, culture and employee rewards for our administrative employees.
Photo-Finish Candidates
Emmy Georgeson, imageOne
So, you’ve narrowed the field down to a pair of candidates, both boasting roughly the same level of education and experience. They equally shine through when put under the face-to-face spotlight. So ultimately, what can be the factor or factors that tilt the scale in one’s favor? According to Emmy Georgeson, the head of Recruitment & Development for imageOne of Oak Park, MI, it’s how relatable the candidates are.
“It’s their ability to relate to someone because they are honest,” she said. “Honesty is huge, as is integrity and humor. These intangibles let us know if that person is sincere and authentic, and will blend into our culture and have success.”
