THE ONE WHO GETS THE JOB MAY NOT BE THE MOST QUALIFIED
BUT THE ONE WHO KNOWS THE MOST ABOUT GETTING THE JOB!
Dear Kid:
Today you asked me for a job. From the look of your shoulders as you walked out, I suspect you have been turned down before, and maybe you will believe by not that kids out of high school cannot find work.
But I hired a teenager today. You saw him. He was the "nerd" with the polished shoes and necktie. What was so special about him? Not experience; neither of you had any. A friend's son? I have never seen him before today, or had I heard of his name. It was his attitude that put him on my payroll instead of you. Attitude, son. A-T-T-I-T-U-D-E. He wanted that job badly enough to shuck the jean jacket and jeans, get a haircut, shave and take the earring out of his ear and Googled search us to find out what this company does. He did his best to impress me. That's where he edged you out!
You see, Kid, people who hire people are not "with" a lot of things. We have some Stone-Age ideas about who owes whom a living. Maybe that makes us prehistoric, but there's nothing wrong with the checks we sign and if you want one, you had better tune to our wave length.
Ever hear of "empathy"? It is the trick of seeing the other fellow's sides of things. I could not have cared less that you are behind in your car payments. What I needed was someone who would go out into the plant, keep his eyes open, and work for me like he would work for himself. If you have even the vaguest idea of what I am trying to say, let it show the next time you ask for a job. You will stand head and shoulders over the rest!
Look Kid: The only time jobs grew on trees was while most of the manpower was wearing fatigues and pulling K.P. For all the rest of history, one has had to get a job like you get a girl: Check her out, wear a clean shirt and try to appear reasonably willing.
You may not believe it, but all around you employers are looking for young men and women smart enough to go after a job in an old-fashioned way. For both of our sakes, get EAGER, will you?
Adopted from Donald E. Wood, Editor
But I hired a teenager today. You saw him. He was the "nerd" with the polished shoes and necktie. What was so special about him? Not experience; neither of you had any. A friend's son? I have never seen him before today, or had I heard of his name. It was his attitude that put him on my payroll instead of you. Attitude, son. A-T-T-I-T-U-D-E. He wanted that job badly enough to shuck the jean jacket and jeans, get a haircut, shave and take the earring out of his ear and Googled search us to find out what this company does. He did his best to impress me. That's where he edged you out!
You see, Kid, people who hire people are not "with" a lot of things. We have some Stone-Age ideas about who owes whom a living. Maybe that makes us prehistoric, but there's nothing wrong with the checks we sign and if you want one, you had better tune to our wave length.
Ever hear of "empathy"? It is the trick of seeing the other fellow's sides of things. I could not have cared less that you are behind in your car payments. What I needed was someone who would go out into the plant, keep his eyes open, and work for me like he would work for himself. If you have even the vaguest idea of what I am trying to say, let it show the next time you ask for a job. You will stand head and shoulders over the rest!
Look Kid: The only time jobs grew on trees was while most of the manpower was wearing fatigues and pulling K.P. For all the rest of history, one has had to get a job like you get a girl: Check her out, wear a clean shirt and try to appear reasonably willing.
You may not believe it, but all around you employers are looking for young men and women smart enough to go after a job in an old-fashioned way. For both of our sakes, get EAGER, will you?
Adopted from Donald E. Wood, Editor
Mistakes Made
Employers were also asked about the most common and detrimental mistakes candidates have made during an interview. More than half (51 percent) of hiring managers cited dressing inappropriately as the most damaging mistake a candidate can make in an interview. Speaking negatively about a current or previous employer came
in second at 49 percent, and appearing disinterested ranked third at 48 percent.
Other mistakes included appearing arrogant (44 percent), not providing specific
answers (30 percent), and not asking good questions (29 percent).