"We can't find qualified employees"

[Simple]

As far as news goes, this is really old news. Companies have been keyword screening with software for at least a decade now. I don't find it particularly hard to get my apps through the screening process.

Employees need to learn to screen themselves tho. That is the trick to finding the match IMO. It also helps to keep in mind that while this article doesn't mention it, the screening process has been amped up to filter out all kinds of other things COMPLETELY UNRELATED TO SKILLS.

Go on,..... Can you recommend any resources where a recent graduate can learn to run the gauntlet?

 

[Danke]

//

 

[newbitech]

Go on,..... Can you recommend any resources where a recent graduate can learn to run the gauntlet?

honestly, it is a skill in and of itself. and no offense, but this is what you paid to go to college to learn. Talk to your guidance office at the college.

Beyond that, you know what the key skills are in your field. List them on your resume. Someone earlier in the thread mentioned checking every box. That's basically it. For instance, lets say you read a chapter in your biology class about cell division. Guess what? On your resume, you list mitosis analysis as a skill.

See what im saying? And then when you sit down in front of your interview, you talk about what you read in that chapter.

So the other thing you need to really be doing is screening the job postings. Look to see what keywords are being used in those postings. Put them in your resume and find a way to relate to those keywords.

One thing I do on my resume that works like a charm. Say your field requires certs. For instance MCSE (Microsoft Certified Solutions Expert) and you don't have that cert for whatever reason. Include a section of your resume for industry specific certs. List all the industry certs you are interested in obtaining ONCE YOU GET THE JOB. Put a sub text under the section heading that says simply, seeking.

Related Certifications
Seeking:
MCSE
Security +
CCNA

Just make sure that when you sit down at the interview, you are prepared to parry the question of WHEN did you get your CCNA. You need to at least know what you are talking about and basically let your experience shine. You can simply say something like, well I knew your company is full of CCNA certified employees so I think this is the best environment to pass my upcoming exams. By the way, this position does pay for the CCNA exams correct?

At that point you'll point out on your resume that it says seeking. Now the ball is in their court. Do you want to work for a company that is not willing to pay for proof of your education? If they don't pay then that is your queue that the interview is pretty much over. If they do pay, then you know they will hire someone without that cert, and you can move on.

Here is a disclaimer. I have a bad ass resume, tons of in demand top shelf skills. My problem getting hired has been 3rd party credit checks including background. I have interviewed until I was blue in the face, had several offers pending the outcome of the 3rd party check despite my full disclosure, many hand shakes from the hiring manager with the traditional, "we look forward to seeing you back in the office soon". Even had an offer rescinded after my computer system was set up with login credentials to the company domain.

If your background is perfect, and you have halfway decent intrapersonal skill and IN DEMAND skills, there is no reason you can't get your resume looked at above the stacks of your competitors. You just have to do one thing that your competitors are not willing to do. Sell yourself to a company that wants what you are selling.

So find out what companies are buying, and SELL IT.

 

[DamianTV]

That is very poetic but it doesn't match reality at all... sometimes people are paid well because they are bearing the weight.

I have yet to meet one of those people. Probably find them in the Bigfoot or UFO photo section of the internet.

 

[tttppp]

I couldn't agree more. When my employees had their job done and had a little free time, I let them enjoy it. If they had a lot of free time, I would use it teaching them a new responsibility.

I also agree that most managers don't want competition, thats why so many of them surround themselves with stupid employees. The best way to judge a manager is by examining his staff. Great managers have great staffs. Bad managers have bad staffs.

MelissaWV, how exactly does this post deserve a negative rep?

 

[MelissaWV]

MelissaWV, how exactly does this post deserve a negative rep?

Oh I'm sorry. I'm sure I should go dig up what you declared was an unclear post, despite others who felt differently.

That post, in particular, contains a multitude of logically unsound arguments. You can attempt to be a "great" manager, but if your underlings are utterly hopeless (and many mangers do not have much say in who those underlings are), you will not have "great staffs." No number of happy-ending anecdotes will cause people who are actually just awful employees to magically respond to their boss' hard work, dedication, and passion for the job. Sometimes people just suck, and it doesn't matter who you put in charge of them.

Likewise, sometimes people are just stuck under the thumb of a really awful boss who has no idea how to handle themselves, let alone others. That doesn't make their staff automatically bad.

You "let" your employees enjoy their free time. How big of you?

 

[DamianTV]

In the Employers Market, Employees are treated as Disposable.

 

[tttppp]

Oh I'm sorry. I'm sure I should go dig up what you declared was an unclear post, despite others who felt differently.

That post, in particular, contains a multitude of logically unsound arguments. You can attempt to be a "great" manager, but if your underlings are utterly hopeless (and many mangers do not have much say in who those underlings are), you will not have "great staffs." No number of happy-ending anecdotes will cause people who are actually just awful employees to magically respond to their boss' hard work, dedication, and passion for the job. Sometimes people just suck, and it doesn't matter who you put in charge of them.

Likewise, sometimes people are just stuck under the thumb of a really awful boss who has no idea how to handle themselves, let alone others. That doesn't make their staff automatically bad.

You "let" your employees enjoy their free time. How big of you?

Exactly how many people have you actually managed before in your life? Please tell me about your experiences. How many employees did you actually make better? Please tell me about this experience as well. Not counting referrals of course.

Please tell me how this quote is an "unsound" argument. -

"I couldn't agree more. When my employees had their job done and had a little free time, I let them enjoy it. If they had a lot of free time, I would use it teaching them a new responsibility.

I also agree that most managers don't want competition, thats why so many of them surround themselves with stupid employees. The best way to judge a manager is by examining his staff. Great managers have great staffs. Bad managers have bad staffs."

Honestly you sound like the managers at one of my jobs who thought 100% of their staff sucked. When I got promoted to manager, I found out that the vast majority of the staff was more than competent, and a few were absolutely awesome. They would have known this if they ever made any attempt to actually manage the employees.

 

[MelissaWV]

You're right. You win. Good managers have good employees.

Remember, though: Bad managers have bad staffs. This means that the manager in your anecdote, being bad, was correct that his staff was bad. I'm not sure how you can say otherwise without contradicting the hard-fought logic you've laid out for all to see.

Good managers have good staffs. This means that, unfortunately, your assessments must be called into question. You said only the "vast majority" were good/awesome. This would imply that some were a bit under par. Sadly, that must mean they had a bad manager. Didn't you say you were their manager?

That's what I get for agreeing with some people many pages ago, though, and being fascinated by this... what is it, even? Blame the manager because they can't find qualified employees? Yes, that must be it.

The fun part is that this comes right on the heels of a potential employee at my other job being offered a fancy schmancy, well-paying position... only for him to no-call no-show (again) for orientation. Apparently he just didn't feel like showing up for orientation. I'm sure he blames the manager, too.

 

[tttppp]

You're right. You win. Good managers have good employees.

Remember, though: Bad managers have bad staffs. This means that the manager in your anecdote, being bad, was correct that his staff was bad. I'm not sure how you can say otherwise without contradicting the hard-fought logic you've laid out for all to see.

Good managers have good staffs. This means that, unfortunately, your assessments must be called into question. You said only the "vast majority" were good/awesome. This would imply that some were a bit under par. Sadly, that must mean they had a bad manager. Didn't you say you were their manager?

That's what I get for agreeing with some people many pages ago, though, and being fascinated by this... what is it, even? Blame the manager because they can't find qualified employees? Yes, that must be it.

The fun part is that this comes right on the heels of a potential employee at my other job being offered a fancy schmancy, well-paying position... only for him to no-call no-show (again) for orientation. Apparently he just didn't feel like showing up for orientation. I'm sure he blames the manager, too.

Those bad managers had a bad staff because they were not being managed. There was plenty of talent there to work with though.

At this particular job I had a staff of roughly 70 and I had two crappy supervisors who I was not allowed to fire and refused to quit, and they were unable to make any progress. Out of 70 people, those were the only two that served no purpose. You're right, I'm a crappy manager. I took over a staff that was about 90% crap and turned it into about 98% productive. Replaced the majority of the supervisors with awesome employees that I personally developed. You're right, I suck as a manager.

But you still didn't tell me, how many employees did you manage? How many did you make better? I want to learn from you so I don't keep getting negative repped for no reason again.

 

[MelissaWV]

Oh please. You started with the negging, and continued with it, and I doubt you're done. You are the expert, apparently, not only on your own experiences but thse of others. You have spoken against your earlier assertions, and you're dancing around trying to make sense of your own universal statements.

By all means continue to repeatedly neg me while crying a river about getting neg repped for "no reason." I have much more rep to lose than you. I can't imagine the reason for that.

G'night. I hope you get a hug (heavenlyboy is giving them away!).

 

[tttppp]

Oh please. You started with the negging, and continued with it, and I doubt you're done. You are the expert, apparently, not only on your own experiences but thse of others. You have spoken against your earlier assertions, and you're dancing around trying to make sense of your own universal statements.

By all means continue to repeatedly neg me while crying a river about getting neg repped for "no reason." I have much more rep to lose than you. I can't imagine the reason for that.

G'night. I hope you get a hug (heavenlyboy is giving them away!).

Thats a total bullshit response. I have been completely consistent on this topic and have had the same beliefs on this topic for over 10 years. You're the one who won't tell us what kind of management experience you have.

And you started all of this by insulting me over and over. I even gave you the benefit of the doubt on your insults, and didn't negative rep you until you continued to insult me over and over. Go back and read the thread. You're the one who is continuing to use insults over and over.

 

[showpan]

Experienced managers will know how to use their subordinates to get the most out of them. Human resource management is a skill that not everyone possesses and is very difficult to learn. It takes time and commitment to acquire the knowledge in order to recognize what other people are good at and how to effectively get the most out of them without treating them like shit. If a company has a high turnover rate, then it is probably due to unqualified management, low pay, unreasonable conditions.

MellissaWV, have you considered that the contract you are offering does not pay well enough to hold their interest?
Just asking.

The companies that are hiring H1-b's are also using the excuse that you are "overqualified".
Translation to this is that you expect more money than being offered since we can hire 2 foreigners for the price of one and who cares if we have to train them because once they have learned, they will still make the same amount 10 years from now.

 

[oyarde]

Experienced managers will know how to use their subordinates to get the most out of them. Human resource management is a skill that not everyone possesses and is very difficult to learn. It takes time and commitment to acquire the knowledge in order to recognize what other people are good at and how to effectively get the most out of them without treating them like shit. If a company has a high turnover rate, then it is probably due to unqualified management, low pay, unreasonable conditions.

MellissaWV, have you considered that the contract you are offering does not pay well enough to hold their interest?
Just asking.

The companies that are hiring H1-b's are also using the excuse that you are "overqualified".
Translation to this is that you expect more money than being offered since we can hire 2 foreigners for the price of one and who cares if we have to train them because once they have learned, they will still make the same amount 10 years from now.

I have made a living getting more out of people than others. Most people are not good at it .

 

[ZenBowman]

Private firms have the right to demand whatever qualifications they want from potential employees. Government really shouldn't be preventing them from hiring foreigners if they feel like it, its their money, and therefore their right to trade freely with it for labor, whether foreign or domestic.

This is a cut and dry issue.

 

[MelissaWV]

Experienced managers will know how to use their subordinates to get the most out of them. Human resource management is a skill that not everyone possesses and is very difficult to learn. It takes time and commitment to acquire the knowledge in order to recognize what other people are good at and how to effectively get the most out of them without treating them like shit. If a company has a high turnover rate, then it is probably due to unqualified management, low pay, unreasonable conditions.

MellissaWV, have you considered that the contract you are offering does not pay well enough to hold their interest?
Just asking.

The companies that are hiring H1-b's are also using the excuse that you are "overqualified".
Translation to this is that you expect more money than being offered since we can hire 2 foreigners for the price of one and who cares if we have to train them because once they have learned, they will still make the same amount 10 years from now.

If the compensation is not satisfactory, then people should not actually sign on to complete the project. At my other job we now have six openings with above average pay at one of the larger employers in the area... and people aren't qualified. The few that are, start out great and then their paperwork and everything else goes to hell. Their processes suffer. Almost before they finish training, they're demanding more perks and whining that they deserve more time off (their employment, like everyone else's at that company, includes a probationary period where you do not get paid leave).

Several people in this thread act like most employees have it in them to go above and beyond, except their awful managers and co-workers are holding them down. I didn't realize that was the case. It certainly has not been the case in my experience. It seems far more common for people --- the same people who we talk about as voting for Romney or Obama or Santorum --- to want to get the biggest reward for the least amount of work. I am sure I'm alone in that experience, though, which is why I was willing to let the thread die

 

[Brian4Liberty]

Private firms have the right to demand whatever qualifications they want from potential employees. Government really shouldn't be preventing them from hiring foreigners if they feel like it, its their money, and therefore their right to trade freely with it for labor, whether foreign or domestic.

This is a cut and dry issue.

The OP article is basically pointing out the fact that some employers are making very obvious errors when searching for employees.

 

[tttppp]

If the compensation is not satisfactory, then people should not actually sign on to complete the project. At my other job we now have six openings with above average pay at one of the larger employers in the area... and people aren't qualified. The few that are, start out great and then their paperwork and everything else goes to hell. Their processes suffer. Almost before they finish training, they're demanding more perks and whining that they deserve more time off (their employment, like everyone else's at that company, includes a probationary period where you do not get paid leave).

Several people in this thread act like most employees have it in them to go above and beyond, except their awful managers and co-workers are holding them down. I didn't realize that was the case. It certainly has not been the case in my experience. It seems far more common for people --- the same people who we talk about as voting for Romney or Obama or Santorum --- to want to get the biggest reward for the least amount of work. I am sure I'm alone in that experience, though, which is why I was willing to let the thread die

Great response! Insult all the people with actual management experience who have made employees better, then neglect to discuss your extensive management experience.

I'll be sure to take your management advice. For now on I won't spend my time turning bad employees in to great employees. That doesn't work. People are just naturally crap and I should leave them that way.

 

[MelissaWV]

Great response! Insult all the people with actual management experience who have made employees better, then neglect to discuss your extensive management experience.

I'll be sure to take your management advice. For now on I won't spend my time turning bad employees in to great employees. That doesn't work. People are just naturally crap and I should leave them that way.

Of course, because it is either one or the other. You'll notice that what I am putting down is the giggles-and-rainbows notion that you can turn any employee into a great employee in any position at any time. That's a big huge load of tripe, and it does no favors to the employees who are actually willing to work hard and want to advance. It's the same mentality that leads to insisting that every student learns the same way, and is capable of getting their college degree and becoming a doctor or a lawyer, if they only apply themselves! No, some students are going to be lazy, or incapable, or bored, and there is no reason for their "manager" (teacher) to hold everyone else back or lavish efforts on those who do not want to be there.

I wasn't aware I was applying for a job with you, where I needed to lay out my prior work experience.

Let me save you some trouble: I already have two jobs I largely enjoy. My moment of commiseration with a fellow forum member, with whom I've dicussed plenty of "bumps" in the self-employment road, became your soapbox. It was a two second response to someone *else*.

You are perfectly free to go on believing that every single employee can become a great employee (even if it contradicts your earlier self-assessment where you said only MOST of your employees turned out well). Your obsession with my responses to OTHER PEOPLE, though, seems like it would eat into your valuable time.

 

[tttppp]

Of course, because it is either one or the other. You'll notice that what I am putting down is the giggles-and-rainbows notion that you can turn any employee into a great employee in any position at any time. That's a big huge load of tripe, and it does no favors to the employees who are actually willing to work hard and want to advance. It's the same mentality that leads to insisting that every student learns the same way, and is capable of getting their college degree and becoming a doctor or a lawyer, if they only apply themselves! No, some students are going to be lazy, or incapable, or bored, and there is no reason for their "manager" (teacher) to hold everyone else back or lavish efforts on those who do not want to be there.

I wasn't aware I was applying for a job with you, where I needed to lay out my prior work experience.

Let me save you some trouble: I already have two jobs I largely enjoy. My moment of commiseration with a fellow forum member, with whom I've dicussed plenty of "bumps" in the self-employment road, became your soapbox. It was a two second response to someone *else*.

You are perfectly free to go on believing that every single employee can become a great employee (even if it contradicts your earlier self-assessment where you said only MOST of your employees turned out well). Your obsession with my responses to OTHER PEOPLE, though, seems like it would eat into your valuable time.

I never said I could turn any employee into a great employee. The vast majority of employees I was able to convert them into at least acceptable employees. I would say at least half of them were legitimately good employees. And a smaller percentage of them turned into exceptional employees. I never said I could convert 100% of employees into great employees. I did say I have converted some bad employees into great employees. That does not imply that I converted 100% of bad employees into good employees.

You have mocked my reading comprehension, but you are the one throwing insults at what I said, without even reading what I wrote.

Still, I noticed you conveniently left out your management experience. Its perfectly fine for you to post wherever you want. Thats your right. But if you are going to insult someone on some topic, at least have the common courtesy of having at least some basic understanding of the topic at hand. If you read my prior posts, you'll notice I don't make many posts in topics I know nothing about, and when I do I don't go around insulting everyone pretending like I am the expert.