On September 26 the UFV Career Centre invited recruiters and employers from around the Fraser Valley to a breakfast meeting and asked them about the qualities they hope to find in recent graduates. Some students and a couple of instructors from the university were also invited to provide their perspective.
I was present mostly to hear what employers are saying about the job applicants they’re seeing these days. In particular I paid attention to their comments about the role communication plays. What struck me, to be honest, was how much the concerns voiced at the event echo the conventional wisdom around the employment search. The basic principles appear to be the same.
Mistakes on a cover letter (errors of facts, typos) immediately wreck the applicant’s chances
Obvious errors sink your application not so much because the reader is particularly finicky, but because they suggest the writer’s ability to get it right – to pay attention to detail when it really matters – is deficient. Or, perhaps, sloppy writing in a cover letter or résumé simply reveals the applicant isn’t all that motivated to gain the advertised position. Either way, a carelessly-crafted application is an immediate red flag for recruiters and employers.
The right attitude can open doors
Several voices around the table expressed frustration at generic application letters and résumés that didn’t address the actual position. Evidence that you spent time crafting a specific application for a job opening and informed yourself about the organization prior to an interview counts for a lot, as such steps immediately suggest enthusiasm, interest, and curiosity – traits everyone agreed are desirable. As one recruiter put it, someone with the right attitude can be trained, but without a willingness to rise to a new challenge, it’s very unlikely they’ll be a good “fit” for a new organization.
It’s important to be professional even in situations where you decide not to accept an interview offer. One recruiter commented on the amazing number of people who are invited to an interview and then fail to show up without any explanation. Not only does that behaviour close the door to future opportunities with that contact, it might get communicated to all the other potential employers and recruiters in that person’s network.
You have 8 seconds to make an impression (no pressure!)
In an interview the initial few seconds are critical. People – including interviewers – are wired to make snap judgements and subsequently rationalize their initial impressions. Even though this is recognized as a problem, recruiters and employers around the table admitted they came to conclusions about potential hires very early in the interview process.
Relevant volunteer experience is taken seriously
The “how do I get experience when I have no previous experience?” problem was raised by a couple of the student participants. Consensus around the table was that volunteer opportunities are everywhere, and in a volunteer capacity you are often given a chance to do real, important tasks like keep the books, maintain a computer system, develop an information campaign or lead workshops – all tangible demonstrations of skills that can find their way into a résumé and cover letter. Creativity, initiative and a willingness to learn: a person who can show to a prospective employer they have these qualities can compensate for a lack of direct work experience.
Social network sites are not your friend
The most contentious topic was the use of internet research to dig up background on an applicant. Recruiters and employers at the table disagreed on the potential upside of an applicant’s use of Facebook, Twitter and other forms of social media. Some pointed out that, depending on the job, it might be necessary for the person to show familiarity with these popular services. Others argued that although it might be an important part of someone’s social network, a Facebook profile could do nothing positive for a new graduate seeking employment. Everyone agreed on two things, however: 1) It is increasingly likely a recruiter or potential employer will use the internet to look for information about an applicant, and 2) Images that show you using drugs or alcohol, or comments linked to your online profile that suggest prejudice or poor judgement will NOT do you any favours. Is that fair? Probably not. Is it true? Those at the table all agreed that finding such online material would influence their perception of a job candidate. The message to recent graduates was simple: be aware of what you’re making public when sharing comments and images on sites like Facebook!
On a final note, there was agreement that new graduates tend to overestimate their potential worth to an organization, and may have unreasonable expectations for salary and responsibility right out of the gate. Employers continue to value demonstrated experience over aptitude and potential. A bit of humility, and recognition that your colleagues and supervisors will grant trust and respect after they’ve had a chance to see you in action, should temper your sense of initial worth to a new employer.
In short, nothing unpredictable came out of this most recent round-table on employment. While the expectations voiced by the participants seem familiar, it’s reassuring to know the process of finding employment after graduation hasn’t changed dramatically. In addition to the basic background skills required for a particular position, there’s strong demand for people who can communicate enthusiasm and a positive attitude towards new challenges.
Thank you for this blog entry, David, and thank you for attending the event. I agree with you and would add only two more generalizations:
1: Recruiters all have personal preferences and dislikes; and while there is no magical set of rules that will guarantee you a job, there are many actions that will prevent you from being hired.
2: Recruiters are interested in how an applicant deals with failure; unfortunately this is a learning outcome that has become a taboo in our education system.
One more.
Unfortunately, we were running out of time at the event and consequently submitted three more questions to our employer contacts for consideration. Here they are with a summary of the answers we received.
1: What role does an applicant’s academic performance (e.g. Grade Point Average, program-specific marks) play in your hiring?
Most employers are only interested in the completion of the academic credential, and only one out of our seven employers said that they are using the G.P.A. as a decision criterion. Companies using the G.P.A. often use them for screening, e.g. they are only considering candidates with a G.P.A. of 3.00 or higher.
2: For generalist positions (e.g. project co-ordinator, analyst), do you have preferences with respect to an applicant’s university degree?
Five out of our seven employers report that the field of study (B.B.A., B.A., etc.) has little influence on their hiring decision and two report a preference for degrees in Business Administration. That said nobody would exclude an applicant based on degree alone.
3: Do you use LinkedIn in your recruitment process? Why, why not?
Four out of our seven employers do not use LinkedIn, mostly because there is an abundance of applicants anyway. One employer reports using it in the past, but with little success. Two employers use it as an addition tool in their recruiting process, although it is not deemed essential.