Or when people ask during a phone screen how many other candidates are screening (which I’ve had candidates ask me). I co-sign this recent comment from commenter Spiky Plant, strongly enough that I felt it should be its own post: I’m always surprised by people who think they have new information when they know how many other people they’re up against. It changes nothing for you. It’s information that you think is useful, but it doesn’t change your “odds” of getting the job, because hiring is not an odds game. Put it out of your mind. It doesn’t matter even a tiny little bit. MORE

literally cannot think of a single reason of why the guy wouldn’t want to forward me, as I have enough work experience, and education for the position, or why he would lie to me like that. I’m not the person to ever have complained, but I don’t really feel the phone screening was fair at all, as I didn’t really get a chance to talk about myself. A reader writes: I have a question about an interview I had recently. Nothing good, nothing bad, the guy conducting it basically seemed to tell me details of the job more than asking questions about me. interviewing MORE

How would you address this, is there anything to address, and should I let him continue to use his phone as he does or tell him to put it away and essentially ask him to look at a blank screen while it loads? It would be pretty horrible to tell him that he has to sit there and stare at a blank screen just because of what other people might think. A reader writes: I have a business analyst on my team that spends a lot of his time working on very large spreadsheets, consolidating, and analyzing information. This will happen multiple times an hour, so the waiting time can add up. MORE

My electricity was recently shut off and it will be a week or two before it is scheduled to be back on. I am in the process of doing a ton of phone screenings for jobs where the hiring processes are lengthy. It’s five answers to five questions. Here we go…. 1. Can I ask employers to interview me faster because of my money situation? Is this appropriate? know it sounds crazy but the longer the hiring process, the further behind I’m getting in paying my bills. No, definitely don’t do that. People are far less likely to hire you if you make them feel uncomfortable!). 2. short answer MORE

have been scheduling phone screenings and in-person interviews with job candidates. It’s four answers to four questions. Here we go…. 1. Should job candidates be more flexible with interview requests? For calls, I offer two days, allowing them to tell me a time that works best for a brief chat. For interviews, I provide a few options for days and time. I’ve had a few candidates respond saying they can’t take personal calls at work (no breaks?) or suggesting an entirely different day and time for a call or interview. You should absolutely attempt to accommodate those requests. MORE

And if you find one who is, that’s a useful thing, since it will help you to screen out that person, which is exactly what you want to do if you want to avoid ending up working for someone like your current boss. 5. It’s five answers to five questions. Here we go…. 1. Is my employee taking too much sick leave? I’m a relatively new manager and I’m struggling a little with how to handle one of my employee’s use of sick leave. work in an industry that has a public-facing desk that needs to be covered when we are open. My budget for that is quite limited. Thank you! MORE

If your relationship with your director allows it, you should mention to her that you thought some of her answers might not have given the candidate the full picture, and that in order to screen for people who will be the right fit for the role, it might make sense to talk about X, Y, and Z. It’s five answers to five questions. Here we go…. 1. My husband wants to quit his job to job-search full-time. My husband has worked for the same small company for nearly 15 years. support this decision. Now, he wants to quit his job so he can job search full-time. More on both of those things here. MORE

We receive over 100 applications every month from candidates looking to fill some of our vacant positions. I am the only one who screens, interviews, checks references, runs background checks, and completes hiring paperwork with applicants. Other times they have not returned calls for screens and interviews. A reader writes: I am the recruiting manager for my organization. As you are well aware, it can be a very time consuming process. My question is, how can I get applicants to stop applying if we have already declined them multiple times? There are various reasons for this. MORE

My boss asked for screen shots but got no reply. It’s possible that it was a mistake (she clicked something without realizing it), or a moment of panic if it showed up on her work screen when her boss was walking by, or who knows what. It’s five answers to five questions. Here we go…. 1. My boss complained that he was “the last to know” I’m pregnant. I’m five months pregnant with my third, and now that I’m starting show I finally told my boss that I’m pregnant and will need maternity leave soon. speech. just wasn’t in the mood for it yet. What do you think? ” 4. MORE

He said that I was not screening them thoroughly (not so). A reader writes: I am a recruiter for medical offices. have been in business for 18 years. Most of that time, I have had a home office. typically will interview my prospects (99% women) at a café or coffee shop. However, my latest client is a single man who is hiring an administrative person (higher than a clerk but not a manager). have interviewed three great candidates, and they are happy about the opportunity—until the client says that he wants to interview them at a steak restaurant. What say you? is 8-6 the new 9-5? MORE

Hard-working” isn’t going to be keyword that any employer puts into their ATS to screen resumes. It’s five answers to five questions. Here we go…. 1. Should I put a failed project on my resume? I am a software tester trying to branch out into project management. As my first PM assignment, I was put on a very high-visibility project which was spiraling out of control, very late into the project. worked on it over a year. Unfortunately, I was not able to save it. I’d like to continue into project management, but since that fiasco, I’ve not been allowed on anything else. short answers MORE

And it sounds like you passed an initial screening so it’s hopefully not really “anyone at all” but rather “any candidate who met some initial qualifications” … but I’m still not sure why they’re not willing to just set a specific time to talk with you, and it would give me pause too. It’s five answers to five questions. Here we go…. 1. New hire told me about punching out a neighbor. I am a project manager and an associate at my firm with 10+ years experience. Someone else took my clothes out of the dryer and dried their clothes on my money. waited for him and then confronted him. MORE

They’ve condoned this woman snooping over people’s shoulders and taking photos of them and their phone screen without consent. A reader writes: I’m a part-time retail employee at a clothing store, as well as a full time graduate student. left work a couple of weeks ago, got on my bus to head home, and as always, spend the time on my phone — Facebook/Texting/Instagram, etc. At one point, my boyfriend texted me asking if I’d left work yet. wrote back saying something to the effect of ‘Yesssss….and and I can’t be home soon enough….I’m Anyway, I got fired, but I think it’s ridiculous. MORE

When you’re screening hundreds of resumes, it’s a lot easier to have a consistent format. * The traditional resume format gives employers the info they want quickly. Many employers still print paper copies of candidates they’re phone-screening or interviewing, and LinkedIn doesn’t print well. * You can tailor a resume for a particular job posting, which you can’t do with LinkedIn. A reader writes: When applying for a job, why can’t we send a link to our LinkedIn page rather than a traditional resume? Well, because they’re not asking for that. resumes MORE

The “big boss” has asked me to be very involved in the search process (helping our HR person screen applications, take part in interviews, etc.) in large part because of my interest in moving in this professional direction. It’s five answers to five questions. Here we go…. 1. Recommending someone I laid off without revealing our financial troubles. We have recently let an employee go. I’d like to help her find a new position by reaching out in my network. want to help, but I also don’t want people to know our crappy financial situation that we’ve had to downsize. MORE

That way, at whatever point you move on to the next job, you’ll have a good baseline of information on how good managers function — which should hopefully help you screen potential future managers and up your chances of ending up with another good one. It’s five answers to five questions. Here we go…. 1. Giving a reference for an alcoholic friend who won’t talk to me. work for a law enforcement agency and have become used to giving personal references for friends and extended family, who like having me listed as a reference due to my position in a place of authority. Sorry.” MORE

will always screen the invites and most/all look appear to be accomplished professionals in my field, who I would normally want a connection with. When’s the best time to tell potential employers about his condition? A few opinions: • Husband: Disclose during any phone screen so that employers will know what to expect when they meet me. It’s five answers to five questions. Here we go…. 1. How new is “too new” before a manager starts to do real work? I’ve worked at a company for 17 years, and for the past 8.5 There are about a dozen of us under my supervisor now. MORE

Can I screen for candidates who won’t be uncomfortable with our cursing and crude jokes? I’m looking to add a new head to my department of one, most likely a recent college graduate. It’s also important to make sure that “screening for cultural fit” doesn’t end up meaning “screening for people from similar demographic backgrounds,” which it may, even if you don’t intend it to. screening for candidates who will be comfortable with cursing and crude jokes, bringing a backpack to an interview, and more was originally published by Alison Green on Ask a Manager. MORE

Alternately, though, it’s possible that she’s not the person doing the initial screenings and that she doesn’t actually know you were rejected. It’s five answers to five questions. Here we go…. 1. My manager takes credit for my work. work for a small company with only three full-time employees, so things can get quite hectic at times for my supervisor, Jane. She often gives me projects that our customers and sales reps request from her and that she is too busy to work on. But she then proceeds to send my finished work to the customer and their sales rep and claim it as her own. MORE

How do you feel about giving candidates a writing assignment after a phone screen and prior to a face-to-face interview? I’m the hiring manager for a newly created nonprofit PR/communications position, and I’m looking for candidates with a specific style of writing. Doing an exercise after the phone screen and before an in-person interview is the perfect place to do it — you’ve invested some time in them and made an initial assessment of fit, and they’ve had a chance to learn more about the position, but neither of you have invested tons of time yet. ” 3. MORE

And keep in mind that recruiters don’t necessarily do heavy recruiting in the job-pitching sense of the word — often the title means more “person who identifies candidates, screens them, and shepherds them through the hiring process” than “person who will actively recruit you to be interested in the job” ) But other times that approach feels off, as it did in your conversation. It’s five answers to five questions. Here we go…. 1. Should I tell my coworker that her shirt is too sheer? Don’t bring it up. But as a peer, I’d let it go. 2. MORE

This recent batch of hires was brought on-board by our former management team with no interview or screening process. It’s five answers to five questions. Here we go…. 1. think one of our coworkers is intentionally putting nails in our car tires. I’m concerned that one of our employees is intentionally putting nails in our tires as some sort of retaliation for trying to hold him/her accountable for their quality of work. The four most senior team members in our department (myself included) have found nails in our tires within a small time span of several weeks. Keying my car? MORE

Should I address my cover letter to the boss or to the person doing the screening? I’m applying for a senior position at a small non-profit. It’s five answers to five questions. Here we go…. 1. My boss asked me to do her kid’s homework. I’m a receptionist, and although I have a cordial relationship with my supervisor, it’s pretty strictly professional. The other day, she came to me at reception during working hours and basically asked if I would do part of her sons’s homework assignment for him. No, you are not wrong — that’s entirely inappropriate on multiple levels. MORE

After a phone pre-screening interview and an in-person interview, I didn’t get a clear answer about when the next steps in the hiring process would be. It’s five answers to five questions. Here we go…. 1. New coworker keeps asking if I hate him. In my department, there are only three positions, and one has been something of a revolving door for a couple years. The newest hire in that position is highly irritating. He constantly asks questions then almost instantly forgets what you tell him (these are mostly “what are you doing this weekend?” ” type of questions). MORE

They often do initial interview screens and facilitate the hiring process, while hiring managers do (or should do) the substantive interviews and make the hiring decision. It’s been a while since I’ve talked about this and I see these words confused all the time, so let’s straighten out some vocabulary issues. 1. Fired vs. laid off vs. terminated. Fired: If someone is fired, they are being let go for cause. At least officially.)  So don’t go around telling people that you were fired if you were actually laid off, and vice versa. Hostile workplace. In the U.S., MORE

In my workplace, we do 1-1 phone screens and then group in-person interviews. Here are updates from four letter-writers who had their questions answered here recently. 1. Should I temporarily live in my boss’s spare bedroom ? Thanks so much for publishing your thoughtful response to my letter. I’ll admit, I kind of wanted my boss’s offer to be an “easy solution,” so at first I didn’t want to hear your recommendation to turn it down. But after thinking about it, I realized that you were right, that the potential problems weren’t worth it. The singing fiasco happened yesterday. MORE

That’s the only path, at least if you’re screening for competent managers (and you should be). A reader writes: I am currently job searching and have heard that sometimes people put one fun thing on their resume that normally wouldn’t belong, which might seem to make them more interesting to a job recruiter who would want to know the rest of the story. One such suggestion was to list that you are Time Magazine’s “2006 Person of the Year.” ” Now, this wouldn’t technically be a lie. Time Magazine listed “You, yes You!” MORE

When you’re putting together a resume, you might find yourself looking for ways to disguise a spotty job history, get around resume-screening software, or even avoid showing your age. And if you go looking for help, you might be encourage to employ some resume “tricks” to bypass these challenges. The problem? Hiring managers can see right through the most common resume tricks, and using them will usually backfire on you. At U.S. News & World Report today, I talk about five resume “tricks” that you should pass up. You can read it here. resumes MORE

Plus, not finishing high school can correlate with poverty, class, abuse, and other issues that aren’t great to screen people out over. It’s five answers to five questions. Here we go…. 1. Asking employees to say I’m out when my abusive mother calls. Is it ever okay to ask an employee to “cover” for you? I am the director of a small, nonprofit county agency. have two staff and three volunteers. The problem is my 74-year-old mentally ill mother. Long story short, she is very abusive, calls me and my husband vile names, and uses vile language in front of our teenage daughter. to no avail. MORE

Wouldn’t HR screen out candidates whose market rates are that far off from what’s budgeted? Yeah, they shouldn’t necessarily have screened you out over it (because some people don’t actually hold firm to the salary requirements they list), but they should have raised it with you before moving forward. It’s five answers to five questions. Here we go…. 1. Interviewer asked what my favorite fruit is. I was asked on an interview, “What is your favorite fruit?” ” What is this question supposed to tell the interviewer about you? Answer: plural. ” 4. MORE

A reader writes: I have recently begun a position where I do a lot of applicant screening. review resumes, conduct phone screens and participate in in-person interviews with my boss. Thank you so much for your columns! They’ve been invaluable to me in looking for great candidates). I’ve always agreed with you that it’s polite to be as transparent as possible with candidates by giving them reasonable turnarounds for next steps, sending rejections to everyone who doesn’t make it to the next stage in the process, etc. Best of luck in your job search!” MORE

wouldn’t be interviewing her in person, just phone screening. I’m probably projecting my own weirdness on to this, but it could potentially make her feel more  nervous, if she feels like now she has to worry about not messing up in front of her neighbor, who she might forever feel awkward around if she gives a terrible interview. Although if it’s a pretty quick phone screen, that may not matter that much.). It’s five answers to five questions. Here we go…. 1. We recently hired a student worker who is paid hourly. They both stopped talking immediately when I walked past them. MORE

It’s in their interest to do that, since they should want to screen for people who are okay with the scrappy-on-steroids way that they’re operating. A reader writes: Several months ago, I was hired as an administrative assistant by a very small nonprofit. When they offered me the position, I was told they could only afford to have me work seven hours per week (they stressed this was a strict limit). The more I am with this organization, however, the more I feel it might not be worth it. There is no office, no organizational email, and a bare-bones budget. Same goes with email. MORE

That’s not inherently a problem — people can make those jumps and have it go just fine, but when you look at the picture as a whole, it seems like they might just be grasping at anyone who seems plausible for the role without doing rigorous, thoughtful screening. A reader writes: I just started a new job about six months ago. When I got here, I noticed a lot of staffing changes. Apparently the company has had a high turnover of both firing and people leaving after only a year or two. Subsequently, I have gone without direct supervision, since my boss resigned after hiring me. MORE

Maybe you showed up without an appointment , or called employers to “ schedule an interview ,” or  sent a framed photo of yourself to your interviewer, or contorted yourself into the candidate you thought the employer wanted rather than screening to see if the job fit you. Unless you sprung into the world with perfect job search knowledge, you’ve probably made some embarrassing mistakes as a job seeker at one point or another. What are the biggest mistakes you’ve made while job searching? ask the readers MORE

And even though they found out I had interviewed previously, they still phone screened me and had me come in for another face to face, and I believe and felt it went well. A reader writes: This is a puzzler for me: I recently had a third party recruiter get me in touch again with the hiring manager of a position I had applied and interviewed for but got passed over for earlier this year. I was excited for the second chance since this was my dream company, albeit this time it was gonna be contract to start. But of course, by that point, they’d been told it was the lowest you’d go. Other MORE

My own desk has two screens, a cable adapter hub, a laptop, a big keyboard, and a special game mouse — which are my work tools but make a lot of cables. She posted the pictures in a private Facebook group with everyone who works in the office (about 40 people) and wrote “clean your desks.” I was shocked and surprised to see my desk in one of the pictures — the only picture which identifies the owner (because of the screens and the grammar book). It’s five answers to five questions. Here we go…. 1. recently had my one-year evaluation with my manager. ”). MORE

A reader writes: Do you have suggestions on how to screen for employees who will have absenteeism problems and not show up for work? work in a call center. Most of the folks we hire know what that type of environment is. And yet we still end up terminating people on a regular basis for not showing up for work. It’s extremely frustrating! We do everything we can to make it a fun place to work, and whenever we do hire, we have people recommending that their friends apply, so I like to think it’s not the environment. You can read my answer to this question over at Inc. hiring MORE

As he was getting the right windows pulled up on his screen, her eyes fell to his desk, and right in front of her was a printed email that was from the CEO of the company. It’s five answers to five questions. Here we go…. 1. My new employee lied on his resume. joined my current company last year and was recently promoted from my former position (more IT-related) to managing another department. One of the team members in my new department expressed an interest in the role I was vacating. Do I address these lies on his resume? What’s the best way to go about this? thank you!) MORE

You can’t cater to all of them — it would be inherently contradictory — so the best thing to do is to pick the practices that are most likely to screen out bad managers and screen for  good ones. A reader writes: Recently I had a second interview with a company where I met with the other owner and learned a lot of new information, including salary and schedule. At the end of the interview, I was offered the position and I said I would like a day to think it over and talk about it with my family. They said of course and that they would always expect that. Ignore your dad. MORE