* The disconnect between job descriptions and the actual job role
Last time, we closed the newsletter by quoting a letter from a reader whose concerns echo correspondence I receive from other readers. When applying for positions, candidates are often met by HR, the organization’s first line of defense. Unfortunately, HR reps often are clueless about IT qualifications, skills, experience and certifications and there is a danger that well qualified individuals are not seen by line managers because their resumes end up in the HR pro’s trash folder.
In addition, there is a disconnect between the job description in the job ad and the actual tasks and responsibilities the employee will be carrying out, says James Del Monte, president of JDA Professional Services, a Houston-based IT staffing firm.
During a typical hiring process, line managers forward a job description to the HR department, which is responsible for sourcing candidates whether by advertising or connecting with a recruiter. However, the job description is often generic, listing the qualifications required of candidates, education levels, years of work experience, scope of the job and size of the environment, along with a smattering of buzzwords, explains Del Monte.
Also, HR pros are obliged by standards and regulations to write job ads that are non-discriminatory, which could result in job ads that are not very specific.
Then the applications begin rolling in. Imagine receiving 2,000 to 5,000 resumes and paring that down to a reasonable number to forward to the line manager. HR reps will sift through applications according to whether you meet the education level, certifications, years of work experience, and other requirement listed in the ad. This could be a good enough reason alone to get industry certifications. “If your application doesn’t read like the ad, it won’t get through,” says Del Monte.
What are your options? Do you want to apply for the job that may or may not suit you – you can’t really tell by the job ad whether you’d like the job. Del Monte advises applying for the job anyway – perhaps you’re attracted to the employer or the size of the organization. “Your goal is to get the interview,” he says, adding that you can learn more about the job once you’re in front of the line manager. To get a good shot at being called for an interview it doesn’t hurt to tailor your resume to the job ad.
Del Monte adds that the best way to cut through the HR process and get to in front of the line manager is through networking. Yup, that sage piece of advice comes up again. Network through joining local IT groups and user associations. Find out who’s hiring and get names of the decision makers.
What are your experiences? Have you ever gone for job interviews only to learn that the job was not what was advertised? Are you often puzzled by descriptions of job ads? How do you cut through the fog? Let me know.
