The Talent Hunt: Where’s the Will To Win?
Updated: Jul 3
There are some painful and common things I’m seeing lately on the hunt for talent, interviewing countless people for various positions.
In the past I’ve posted on this topic:
The job market from my vantage point continues to be a “buyers” market in sheer numbers, where you post on the boards and get overwhelmed with tons of qualified credentials quickly for any given pay rate. That’s where the buyers market ends however, as people make fundamental mistakes in great numbers.
Here’s a few common one’s I’ve seen.
Basic research seems to be a skill that 50% fail to do:
If you don’t know the company’s website and publicly available information, why show up?
If you know the names of the people you are meeting with, wouldn’t it make sense to do the SAME research on the people you will meet with that will render an opinion on you coming on board or not?
If you HAVE spent time doing basic research, why not work it into the conversation? That will put you in the other half of the pile that DID do their homework.
Don’t ask about benefits on the first interview, unless the company initiates that discussion.
Vacation policy? Same as #3.
Follow up is painfully lacking. Not responding to an interview within 24 hours with a simple email thank you puts you in a pile (mentally) you don’t want to be in.
GENERIC follow up may be worse than no follow up. Cutting and pasting the same thank you note to the 4 people you meet with is crazy. They WILL compare notes, and when they see this the people will assume you are either lazy or not listening to individuals.