[04.26.14]
1 great comment!

Hiring Managers Don’t Decide Who Gets Hired, Candidates Do.

hiring managers, decision, job offer, candidates, getting passed over for a job

If you needed something to get you out of a rut during a longer than planned job search, this might be it.

If you are waiting for someone to decide that the job is yours. If you are waiting for someone to pluck you out of the masses and anoint you as the chosen one. If you are waiting for someone to recognize all the greatness in you.

If you are, then you’re in trouble.

After my own LinkedIn update on this topic a few months ago, I saw this update today.

job search, talented people, job interviews, passed over

Truth is, there are so many things that can negatively impact an interview and cause someone to be passed over. But here’s the comment I left:

Some might ask: is this really happening? If it is, I believe it has to do with that elusive idea of organizational fit. Or a lack of energy or engagement during the conversation. There are many reasons why the connection doesn’t happen – highly talented or not.

And it got me thinking again about the title of today’s blog post.

But first a little history. The original source of this idea came from my son’s football coach. We were talking about playing time for kids of all abilities (if you have kids, you may have this conversation regularly with your spouse or a coach). And he said something pretty outstanding.

“Coaches don’t decide playing time, players do.”

As a parent and a sports fan, this summed it up vividly for me. It allowed me to relax and have a more productive conversation with my son about his own sports experience. Basically this:  if you love the game, put your time in off the field, display a great attitude, respect your coaches and work hard, you will get to play.

Make sense?

So as I started thinking about this from a job search and interview strategy standpoint, a few things became clear to me.

“It’s not up to them (the hiring manager) to decide. It’s up to us.”

We have to make our brand so interesting and compelling that the decision is obvious.

OK, so how do we do this:

1. We build social credibility in advance of interview day

2. We network purposefully with people who may influence a decision

3. We know our resume really well and can speak to it confidently

4. We go in with a positive energy about ourselves and the specific job

5. We are ready to tell our story and prior career results with clear benefits to prior companies.

I’ve said before that hiring managers make decisions very early on interview day. In fact in the first 5 minutes of a job interview, I know whether you will be moving on. So you need to be good early.

Send me an email if you have any questions on this idea or add a comment.

It might solve a problem for you or someone you know.

Thanks popofatticus for the photo via flickr

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