Andree Verticchio
Audie McCarthy
Katherine Talarico
Questions and Answers

Question and Answer

Good Morning.

My name is Andree Verticchio and I am a Staffing and Workforce Planning Specialist with the City of Hamilton. I have been in the Human Resources field for about 15 years. Prior to joining the City of Hamilton, I was the Human Resources Manager for the Hamilton Housing Authority. On average I manage 70 to 80 recruitments a year, some of those are mass recruits…Mass recruits are occasions when I am hiring huge amounts of people at one time. For every successful candidate I have hired, I have assessed and spoken to at least 8 others. When I did the math, I realized I have met hundreds of job seekers in my time. As job seekers, you may be interested in the observations I have made over the years. Today, I’ve been asked to share with you the employer’s perspective of the recruitment and hiring process…and I am very happy to do so.

I have some very specific deliverables today so lets get right to it.

How employers are recruiting in today’s labour market.

For most employers the recruitment process is a very expensive and labourious exercise. It can be a very costly gamble…….We have to be strategic in how and where we spend our limited advertising budget and we have to be creative in our attempts to lure the top talent to our organization. Most employers are meeting this challenge by developing career pages and on line application processes on the company’s website. The City of Hamilton’s career pages and on line application system receives……………..hits per year. Like a lot of other employers, the City of Hamilton is decreasing its use of newspapers for advertising jobs preferring to use specific job search sites and professional websites. So, for example, you are more likely to see a job advertisement for the City on Municipal World or Workopolis than you would in the Hamilton Spectator. Many employers are now starting to come to grips with the impending skilled labour shortage and the war for talent is heating up. Employers are now advertising to attract prospective employees even when there isn’t a specific job to fill. They are branding their company image and placing ads on popular social networking sites, hoping that you will be intrigued by the company and take a look at their website. They have spent lots of resources developing career pages explaining their company, the culture of their workplace and their employee value propositions. Employers are even looking at capturing the attention of their future workforce by establishing contact with them at a younger and younger age. More job fairs with local high schools and coop opportunities to entice tomorrow’s workers to seriously consider careers in their organization. So, my first tip to today’s job seekers is to concentrate on job search and professional websites to spot job opportunities and when you apply for a job, make mention in your cover letter where you spotted the job posting. Employers will appreciate the feedback.

What behaviours employers like to see in a job seeker and things that job seekers do that employers dislike
Screening resumes has changed dramatically in the last 5 or 6 years. Most organizations have changed the way they screen resumes. Either they have a screening software package…so a computer is doing most of the screening for them, or they have sourced out their screening activities to an external agency…so that means a company unrelated to the business of the organization, or a Human Resource person is screening your application….again, someone a little more familiar with the activities of the business unit, but not actually doing that business. Line Managers are not reading your resume at this point. So, my next tip to you would be to ensure that your resume is crafted so that anyone reading it will understand it. For example drop all acronyms that are common in your field….As a recruiter unrelated to that line of work I may not understand what it means and I won’t assume it either. It’s good practice as well if you take the time to indicate the nature of the business of your former employers…especially if their company name is an acronym or doesn’t reveal the nature of their business. For example, perhaps you previously worked at WABCO. On your resume, in parentheses, beside the employer’s name, write that WABCO is a manufacturer of brakes for the locomotive industry. This will ensure that whomever is reading your resume will have a good understanding of the information you’ve provided. One thing employers particularly dislike is an 8 page resume filled with irrelevant information. I recruit for hundreds of jobs and find that very few people need a resume that is longer than 3 pages. Focus on work experiences and education that is current and relevant to the position you are applying for. Now, I’m not saying to leave big gaping holes in your work history, but there is no need to go into detail on jobs that have no relevancy to the position your are applying for. Think of relevancy!

Another startling piece of information I have learned about resumes is that a recent study states that 46% of applicants embellish their resumes and 43% of those blatantly lie on their resumes! So, what do you think employers are doing about that risk????? Well, they are asking to have your university or college transcripts sent directly to them for validation of your education. They are asking certifying bodies to validate your claims of certification. When conducting references, employers are verifying everything you stated in your resume and everything you said in an interview. and guess what else employers are doing? A little electronic snooping! Yep, employers are checking your electronic profile. So, my next tip to you is one, to never ever lie or embellish your resume and two, ensure you check out what electronic profile you have and ensure that you are not showing up on Face Book with your head in the toilet during a wild party or that your blog doesn’t contain rantings and ravings against your current or any previous employer, etc…..Honesty is perhaps the most valued characteristics employers look for. How many of you have been asked this question in an interview “Tell us of a time when you made a critical mistake at work. What was it and what did you do?”. This is not a trick question. Employers ask these types of questions to see if you are honest. Do you own up to making mistakes, do you take responsibility and try to fix the mistake and ultimately did you learn anything from it? Honest employees add to the organization’s integrity and allow it to fix problems before they become disasters. In this example I also touched on other highly valued characteristics employers a looking for in prospective employees….accountability, responsibility and ownership. Make sure that your resume and how you answer interview questions clearly demonstrates how you are accountable, responsible and take ownership of your work. Passion, employers particularly want to see someone either passionate about the work that they do, the job they are applying for or the organization they are applying to. Candidates who demonstrate passion are intriguing, captivating and totally engaging. The hiring panel wants to talk to them for hours! Employers particularly value passionate candidates because somehow we are reassured that they will be engaged and happy in their work. Passionate candidates are more likely to be in the know, immersed in their field, knowledgeable about trends and upcoming issues, determined and dedicated. This is a recipe for success from the employer’s perspective. The flip side of passion, and unfortunately and amazingly I see this as a growing concern are those job seekers who appear totally disinterested. I remember one candidate for a heavy equipment operator position I was filling. Because he was so hard to contact, I had filled up the interview time slots and only had one left. It was for 8:30 a.m. Now, in our organization and almost throughout the entire construction industry, work hours are usually 7 a.m. to 3 or 4 p.m. When I was finally able to get a hold of him, I offered him an interview for 8:30 a.m. His reply was “Well, I guess I can make it. It’s awfully early don’t you think?” Things did not get better at the interview. We asked him what were the most common hazards in this line of work and what steps did he take to work safely, he sighed and said “I don’t know. I go to the health and safety meetings and do what the boss tells me to do.” Besides the way in which you answer interview questions, lack of interest can be apparent by the manner in which you are dressed, little habits such as finger drumming or clicking your pen throughout an interview and by a dull and monotone voice. If you think that you have one of these behaviors, correct it immediately. Here are two more characteristics that are noticed by employers….politeness and courtesy. Genuine politeness and courtesy. These two characteristics are little glimpses into how you handle your emotions in the workplace and how well you will get along with others. I have had many, many candidates be polite and courteous to me, but deal with my assistant in the most outrageous manner. Be aware of how you treat everyone in the organization you are applying to. I’ve seen many hiring managers go to the receptionist after an interview and ask how the candidate conducted themselves in the waiting room.

Be very aware about revealing too much personal information and let me demonstrate what I mean by sharing this very true story with you. I once was screening a resume for a position in our parks division. The applicant wrote in his cover letter that he was thrilled to be applying for this job as he enjoyed nothing more than working in the great outdoors. He went on to say that he particularly like working in the isolated forests of Northern Ontario….(problem #1…there are no “isolated forests” in Hamilton). He continued by stating that he really needed this kind of work because since he’s been sick (problem #2 sick? Can he actually do this type of work?), he has been living at home with his mom and dad who are driving him crazy. Finally he said, if things didn’t change for him soon, he didn’t know what he would do!!!! (problem #3…do I need a psychiatric intervention?) Employers will not be moved by hard luck stories, in fact most of the time we are down right uncomfortable with them…our focus is on your skills, knowledge and abilities as they relate to the position we are trying to fill. Sell your skills, knowledge and abilities and don’t share your hard luck stories. Finally, candidates will often use the last portion of the interview to say that they will do any kind of development asked of them if they would only be given a chance at doing the job. Or that they are confident they could learn the job if given the chance. Employers view the hiring process as a business transaction. You are selling skills, abilities and knowledge enabling you to do the job we are filling and we are willing to pay for them. The employer is not a charitable organization. Additionally, most organizations saw their training budgets decimated in the late 90’s and early 2000’s and they still haven’t recouped. A large number of employers are operating with severely limited resources as far as training goes and so they are not interested in hiring someone who has to be trained to do the job. If you find yourself one who often says you want to be given a chance, drop it. It’s not going to happen. I’m sorry to be so blunt about it, but this attitude is detrimental to you. Focus on developing your skills, knowledge and abilities so that you can confidently sell yourself as the best person for the job.

What information should candidates ask in an interview

Most interviews end with the opportunity for the candidate to ask questions of the employer. This part of the interview is more critical than you think. Although the interview is essentially over, so the opportunity to earn additional points is over, in my experience this is the section of the interview that most managers talk about after the candidate leaves. This is where I see many candidates loose their chance of success by doing the following:

1) talking about the benefits, conditions and perks of the job
2) name dropping
3) asking unsuitable questions

One, do not ask about salary, vacations, car allowances, etc….at this point. These are issues we expect to discuss when we make a job offer to you. Two, name dropping is also quite common and totally inappropriate. I can’t tell you how many times I have had a candidate tell me that they applied to this job because Councilor So & So recommended they do. Knowing key people may help in your career development, but employers want to hire you for your skills, knowledge and abilities not for who you know. Three, asking unsuitable questions….I recently was hiring for the fire department and one young candidate had, as we all had, read in the newspaper of some service delivery changes that might occur in the future. The changes reported were controversial, political and very premature. The candidate asked my interview partner how these changes were being accepted at the fire department. Now, my hiring partner was a weathered, gruff and seasoned firefighter who was only interested in facts and issues that where within his realm of influence. He was less than pleased to be asked to comment on a controversial and political issue…and I don’t blame him. My tip to you then, when wondering what questions to ask at the end of the interview…stay away from controversy and politics and remember passion! Ask questions that demonstrate your passion for the work, such as

1) What do you see as the most critical tasks to master in the first six months of this job?
2) If I am the successful candidate in this job, what issues would you want me to make a priority?
3) Are there special projects or initiatives that I would need to focus on?
4) In your opinion, what characteristics are essential in best servicing your clients?

Why police checks are done for both paid and volunteer employment

Employers are always keen to eliminate all risk associated in the hiring practice and so as I previously stated they are checking and verifying all the information they relating to a prospective candidate. However in some cases employers are obligated to verify criminal records. For paid, unpaid and volunteer employment that deals with groups of people deemed to be “vulnerable sector” for example children or seniors, organizations must ensure that the employee or volunteer they are putting in that position has not been charged with an offense that could jeopardize the health or safety of those groups. Police clearances could also be asked for positions that have access to confidential and classified information. Candidates are asked to produce the criminal check. The employer reviews the clearance and then gives it back to the candidate. Police clearances should not be kept by the employer.

Importance of volunteer activities

Volunteer work is a great way of honing some critical job skills especially if you haven’t had the chance of developing that skill in the workplace. Leadership skills are often developed by holding positions in volunteer organizations. Coaching and mentoring are skills that volunteers develop through coaching minor hockey, baseball, soccer. Although not all volunteer activities can help in your professional development, know that most employers are community minded and respect and encourage their employees to be as well.

Encouraging tips for the audience

Employment prospects for job seekers are brightening. Demographics are scaring the beejeesus out of employers who fear there will be a severe skilled labour shortage as the baby boomers retire in the 10 to 15 years. Employers are seriously strategizing about attracting talent to their organizations. In my organization we are actually starting to see the evidence of the labour shortage. We have had to post positions externally for the very first time because we do not have sufficient numbers of qualified people internally to fill all our vacancies.

Employers are also serious about retaining talent. More money and resources are earmarked for the development of talent and other strategies to keep top performers in the workplace. So once we get you we want to keep you.

Focus on developing yourself and be passionate. Develop your capacity to learn and grow.

Failure to win a job is not a reflection of who you are. I’ve interviewed many candidates who were not successful to a particular job but they left an impression on me and I genuinely hope to see them at interviews for another posting I may have.

From a Staffing Professional’s perspective I see a promising and rewarding future. I believe that job seekers who are committed to continous learning and growth, passionate about the work that they do and who can demonstrate that they are adaptable, flexible and accepting of change are the potential employees employers will work hard to attract to their organization.

So that concludes what I wanted to share with you today. I hope that it is helpful. I wish you all much luck and many rewarding experiences in your own job search.