The process of getting hired in 2017 is a lot different than it used to be. From how we apply for jobs to what your resume should look like to the interview process itself, everything has seemingly changed. 

Anyone who's been looking for a job over the past few years knows how annoying it can be. You seemingly need a different username and password for every single job you apply for, not to mention the annoying repetition of inputting the same information over and over and over (Editor's note: For real, people. We need to fix how we apply for jobs, so instead of working on a driverless car that will most likely kill me how about we solve the glaring issue of making applying for positions easier.)

With that having been said, I wanted to ask a human resources professional to lay out some common mistakes modern job seekers make (I also asked for helpful tips, too).  I reached out to our good friend Sherry Mozee, human resources manager at Yachiyo Manufacturing.

Friends of the blog will remember Sherry from the soon-to-be-award-winning video I made about how Yachiyo used the Carrollton, Georgia Department of Labor office for help in staffing its plant.

Anywho… Sherry and I exchanged emails about what she looks for in candidates, come common mistakes candidates make, and how soft skills are more important than most people realize.

Georgia @ Work: How has applying for positions changed in the last 5-10 years? What do most candidates not know about the process that they should be aware of? 

Sherry Mozee: Applying for jobs has changed drastically over the years. With advances in technology most companies have applications online or work through third party vendors that provide electronic applications. This process makes it much simpler to apply for multiple positions with multiple companies. Most applicants like the ease of applying for jobs on line and not having to complete a paper application. The ability to upload a resume and have the information auto-fill into the applications is a plus for both the applicant and the hiring company. (Editor’s note: Sherry makes applying sound more seamless than I would).

Once an applicant has applied for an open position the company will take time to review each application to see if the skill set of the candidate matches the vacancy they are trying to fill. After the candidate pool is narrowed down, interviews are scheduled. It is important for successful candidates to have a working phone number and a voicemail set up. If the person scheduling interviews cannot reach the candidate, their application is removed from the pool. 

GAW: What are a few mistakes people make on their resume that might seem small, but to HR professionals create red flags?

SM: Candidates often have misspelled words on their resume, have gaps in work history, or their resumes do not convey their abilities. All applicants should proof read their resumes, fill in any missing work history gaps, and make sure they are highlighting skills and abilities that coincide with the position they are applying to fill. If they have the time and resources the applicant should tailor each resume to match the position. 

All of the items listed above are indicators to HR that the applicant may not pay attention to detail or is not qualified to fill the vacancy.

GAW: What should a modern resume look like? Does length matter like it used to (always keep it to one page!)? Should candidates have an opening bit about their goals, etc.? 

SM: All resumes should have the same basic elements not necessarily in this order:

·      Name

·      Contact information

·      Education

·      Objective (optional)

·      Work History

·      Skills

It is possible to have a resume that is longer than one page if it is meaningful. It is not necessary to list older work experience if it is not relevant to the open position.

GAW: What are you, an HR professional, looking for when you look at resumes? 

SM: I like to see resumes that are clear and easy to read. I also look for longevity. If an applicant only stays on a job for 1-2 years, it makes me think they are a job hopper and they will do the same if I were to hire them. Hiring and training is very expensive. Most companies do not want to invest time and money into hiring and training only to lose the associate after two years.

It is important to highlight work experience showing increased knowledge, skills, and responsibilities. That gives me an indication the applicant is willing to learn new things and is vested in their job.

GAW: What does a good candidate do in an interview setting that pushes them to the top of the list outside of having the technical skills needed for the role? 

SM: A good candidate will have great communication skills. They are able to answer your question fully and give detailed examples of situations, assignments, and tasks that exemplify their abilities. A good candidate will also make eye contact, give a firm handshake and ask questions about the job, hiring process, and company after the interview is completed.

GAW: Can you explain what soft skills are as you see them, and tell me why they’re so important for hiring managers? I’ve heard hiring managers tell me point blank that soft skills are more important than technical skills. Why is that?

SM: Soft skills to me are life skills. It is how you represent yourself. You should always put your best self forward. The lack of soft skills can be the deal breaker in the hiring process. I mentioned earlier that a successful candidate would have a working phone number, have their voicemail set up, and show enthusiasm when you call to schedule an interview. Once the interview is scheduled soft skills take over. The applicant should know the basics like wearing the appropriate clothing, having a firm hand shake, and making eye contact.

If the candidate is hired, they still need to rely on soft skills to remain successfully employed. They have to understand that it is their responsibility to show up on time daily, to have all of the proper gear to do their job, and to follow all policies and guidelines.

GAW: How should a candidate prepare for a phone interview versus an in-person interview versus a Skype-style interview? 

SM: Applicants should prepare for any interview by learning as much as possible about the position they are interview for and the company they are interview with. If it is a phone or Skype interview, candidates should find a quiet area with no interruptions. Also, make sure you have good phone or Internet connections and are available at the designated start time.

GAW: What do you, an HR professional, value above all else? Is it work experience? Is it recommendations? What holds the most weight? Basically, what ultimately pushes one candidate over the others? 

SM: HR professionals value the soft skills. A person can be trained to do almost any job. Experience does play a significant role in the hiring process, but it is the fit that matters most. Will this person fit into the environment we have created as a company? 

GAW: What’s the best piece of advice you’ve ever received as it relates to landing a job?

SM: Show a genuine interest in the position and the company. Ask questions and be attentive during the hiring process.