Dear Recruiter,
My name is Jessica Howell, and I have applied for the role of [Insert Any Job Title Here] on multiple occasions over the last six months. In fact, I’ve seen this role posted every three weeks since December 2008.
It’s really starting to piss me off, actually.
Because I know there are hundreds, if not thousands, of applicants for this position. (I mean, the popularity icon on the job posting tells me how many people have applied. Come ON. Do you think we’re complete idiots?!?) So I know that there’s more to the story – but what, exactly, is going on? Did you hire someone, only they didn’t work out? Are you doing background checks too late in your process?
It makes me wonder if you are actually looking at the resumes and cover letters that you’re receiving. I realize that for every cursory glance you’re giving a resume, there are probably hundreds more that won’t make it past your keyword searches or get a second look.
Maybe you’re being extra-picky because you can be. Maybe it’s because you can’t afford not to be. I can understand your logic either way; however, I must say that after I see a position posted repeatedly like this, it’s pretty clear that you’re not finding the ‘right’ candidate. Maybe it’s time to reevaluate your needs. (Ouch.)
It just makes me wonder if you, safe in your HR place, understand that each of those resumes represents a person — not just a skill set or potential liability — but an actual person.
Yeah, that’s right. Just on the other side of this screen, there’s someone who has responsibilities to fulfill and goals to meet. A person who probably stayed up really, really late for the uninterrupted time to craft a cover letter and resume specifically based on the job posting that you created. There’s even a person who, for two hours, tried to cram their skills and experience into your online forms, until your web application failed. They probably even reached out to your webmaster, after a few frustrating attempts, and never got an answer.
A person who, if you do call to talk with them, may be caught off-guard. Of course they have their cell phone on — they can’t possibly miss your call — but they must continue about their daily lives. And if you think your job posting is the only one that they’ve applied to in the last 30 days, you’re sorely mistaken. I’ve offended more than one recruiter who has called me. I’ve had to answer with my hands full of groceries or knee-deep in potting soil, with my detailed, organized spreadsheet far out of reach. When I’ve been forced to ask, “I’m sorry, who are you and where did you say that you are calling from?” or “Where did you say you came across my resume?”, I can immediately feel the chill in the air.
I’m sure that what I’m expressing to you are sentiments shared by many of my fellow job-seekers. But what I hope you take from this is that, no matter how large, small or important your company is, we’re taking note. We’re taking note of how you treat us when we’re down and out, because it matters. It matters that we at least receive an automatic confirmation that our personal information has been received, or that we’re notified the position has been put on hold until a later time. It matters that we are treated with some dignity and respect.
We generously enter our personal details into your websites, providing you with a window into our souls; we can’t help but feel betrayed when the application times out and our submission is lost. We send you emails, make phone calls, and send faxes; we come up with innovative pitches, packaging and approaches. Yet, we’re supposed to simply feel fortunate to receive any form of contact from a potential employer.
I have more than one friend who has changed his or her buying decisions based on experiences with companies while they were job-hunting. So, just think about that. Think about your non-response to our inquiries and repeated re-posting of one job description, and how that could affect you, or your client’s, brand image. Because there are some of us who are taking note. And while we may be down and out right now, we won’t be for long.
Sincerely,
Earnest Job Seeker (aka Jessica Howell)
Popularity: unranked [?]
June 15th, 2009 at 10:41 am
Well said! You express a common frustration that recruiters and HR people would be wise to address!
June 15th, 2009 at 11:19 am
Very well put and good luck in your job search. I like to think we will all use technology to improve on our personal connections, but often this same technology creates a wall from the people we supposedly “connect” with. All of us looking for full-time work share your sentiments of frustration with the lack of courtesy often presented by employers. Thank you!
June 15th, 2009 at 12:21 pm
Jessica (and other job seekers),
I am a technical recruiter and recruiting manager for a staffing agency. Believe it or not, I understand your point of view. But please try and understand the view from the other side of the fence. Our industry is EXTREMELY competitive, even more so now when there are fewer and fewer jobs to work on. I would absolutely love to be able to reply personally to every single person who applied for one of my jobs. But if I did, I wouldn’t have enough time to call the qualified candidates. Then I don’t make any money, and if all of my recruiters did that, our company would suffer and perhaps go under or be forced to layoff people.
I realize there is a person on the other side of that resume who really needs a job. I think most recruiters understand that. We need our jobs too. If we don’t do a good job at what we do, we won’t be employed for long. Unfortunately there are a lot of qualified people out there looking for work, so even when you feel like you are the perfect match, there may be a number of people who are even better qualified.
What many job-seekers see as a lack of courtesy on the part of recruiters is very often nothing more than a lack of time. I wish it wasn’t like that; I know I build better relationships with people when I can reply to all of them, but I simply don’t have enough hours in my day to do it. I hope you understand. Thanks!
As always, I am willing to answer questions etc, as time allows.
Elias Cobb
Alumni Consulting Group
Technical Recruiting Manager
303-850-0073 x110
ecobb@acgii.com
http://elias-acg.blogspot.com/ (blog for job seekers)
http://linkedin.com/in/eliascobb
http://twitter.com/ACGII
June 15th, 2009 at 12:24 pm
It is interesting to hear this perspective as I have been on both receiving ends (a job seeker AND worked as a recruiter).
I tried very hard to ensure I replied to each and every person who applied for a job my firm had posted. I realize, however, that not all people take the “human” side into account – they just farm resumes to keep them on file for when they need to fill other positions… and we all know that can take MONTHS…
Having been a job seeker as well, I felt the frustration you express here. Hopefully SOMEONE out there will take this to heart – even if it makes an impact on one person. Well said, Jessica.
June 15th, 2009 at 12:41 pm
Great article. The future of recruiting will be grounded in meaningful engagements and transparency. It’s not just a nicer experience – it works better. HR teams need better tools. It is going to take a while, but things will completely change.
June 15th, 2009 at 1:33 pm
Seems like someone needs a hug? Perhaps that’s a little harsh but let’s get real. I’ve worked for recruiting firms that receive 100’s of resumes a day…many are completely unqualified for the position. I actually received a resume from a 3 yr. accountant for a Fortune 50 CFO position. If I spent time writing personal notes to each person that sends me a resume that’s all I would be doing. Is an impersonal “I’ve received your resume and will contact you if you’re qualified” enough?
Let’s put a little responsibility on the job seeker. If you haven’t received a reply one of several things are likely:
1. You are unqualified for whatever reason (wrong industry, too few/many yrs of experience, etc.)
2. They have identified a candidate but don’t want to close the door until the position is filled.
3. The company won’t do relocations
4. The company/recruiter is fishing for resumes.
Fact is, companies and recruiters want to FILL their open positions…if you are a fit you will be contacted…if you are not contacted you simply need to assume one of the above and move on.
June 15th, 2009 at 2:07 pm
This problem is systematic of job seekers searching for, browsing and applying for jobs they do not qualify for. This is also systematic of employers that are unable to unearth qualified candidates because they cannot sift through hundreds of resumes. There are lots of problems with the way candidates are sourced and prioritized as well as how jobs are found. What we have done to solve the problem is that we do not show jobs to candidates that don’t qualify. Since the majority of people that actually see the job are already pre-qualified, the employer only gets high quality applicants. The applicants have also already been screened, ranked and graded. The result is that candidates don’t spend hours clicking “apply” to pages of jobs just because they see them on the screen. Imagine employers focused on the best candidates and candidates focused on the best jobs. Wall Street Journal wrote about it here.
http://online.wsj.com/article/SB10001424052970204475004574126832685403014.html
June 15th, 2009 at 2:19 pm
A couple of issues come to mind that would help employers reduce the number of resumes incoming and therefore allow a higher touch level of response to the candidate:
a. use an e-recruiting system that asks the candidate 3 key questions (the top 3 requirements of the position) where the candidate needs to respond affirmatively and provide a specific example to demonstrated they actually did the job in the past (e.g. Have you personnaly authored a market requirements document, taken it through financial and team review and had the project funded by your company? Name the product and date this was done)
b. allow the candidate to enter a nominal salary range that they would accept and if the open position is not within that range, then disallow the application from being enterred. (Director of Marketing positions range dramatically in salary from the high 90’s to the low 200’s. A Director of Marketing looking outside of their current market (e.g. high tech) may be wasting the time of a company who is only interested in paying 90-105k for a position that the director is currently being paid in the mid 100’s.
c. Notify the candidate that their resume was received; is under evaluation; is on the short list of candidates; is no longer being considered. This could be an automated system. Any feedback is better than none. Regrettably, most candidates submit resumes into the proverbial “black hole” never to be heard from again.
June 15th, 2009 at 2:21 pm
To all you recruiters:
Cut the BS! Every one of you has failed to defend yourselves as to WHY you post the same job posted over and over again.
CLP: you’re attitude is exactly what job seekers are bitching about. You take no responsibility for your sleazy actions (or lack of action) to help job seekers and because of that you place the blame on seekers? Boo hoo if you are sent hundreds of resumes a day. If you would post a real job and not some bogus job that will fill your database with resumes then perhaps seekers could take responsibility. I can’t wait for the day that you, CLP, will be out there looking for a job and have the same experiences that Jessica has described. Remember, YOU post the job and the job seeker responds to YOUR job posting which means they ARE taking responsibility. Take your own responsibility for writing up a generalized job description that invites everyone to apply. Job titles mean nothing.. at least that’s what the last recruiter (about the 1000th one I’v spoken to) has told me. You know you are sleazy and no better than a used car salesman in a junk yard.
Elias: Do you really think we aren’t on to your own feel good self promotion with website and all? Spare me.
Jessica, you are my hero :)
June 15th, 2009 at 3:36 pm
CLP: Can’t relate to people very well heh? You can often tell the most about people when they deal with people they do not have to be kind with. You can be real without being an oaf.
Bill: Agreed. Recruiters should ask the questions they want answered on the application itself. You would think it would make it easier on the recruiter, but I have only seen a few places that do this.
June 15th, 2009 at 4:07 pm
I agree with CLP. With company cost cutting there are fewer people to do the dirty work.
Michaela, you must be one of the applicants that thinks you can call and email your way into a position. If you’re qualified you will be contacted. It is as simple as that. It’s just something unfortunate about HR that needs to be learned. It is not a recruiter’s responsibility to coach you on what you’re doing wrong. If we do that we could open ourselves up to a liability. I could say you’re not qualified b/c of lack of experience, but you could say it’s because you’re a minority, disabled, etc, etc. I’ve thought many times about emailing people from an anonymous email to tell them what they are doing wrong.
I have never posted a job just to get resumes to fill up a database.
I post jobs that are aimed at C-level and I get applicants with construction experience or food service. I don’t know how many times I will overlook a resume or cover letter because it is submitted with the wrong job title, wrong company name, or simple typos. It blows my mind. Am I supposed to coddle those applicants because they are not intelligent enough to realize that position is out of their realm? No, I am not paid well enough and I have a personal life that I need to get home to. If I did respond to every single applicant, I would be here all day. I set up an automatic response letting candidates know they will be contacted via every medium I use. If that is not enough, then I am very sorry. I also set up questions to try and weed out the candidates that are clearly not qualified but some are insistent and will apply to every single open position. Why!?!?
As a recruiter I have deadlines and managers calling me and emailing me checking on the status. I simply don’t have enough time in the day to contact every single applicant. I guess people must have the misconception that many in HR/Recruiting just sit around and think of ways to annoy job seekers.
I have also been a candidate that has sent out resumes TONS of times but I am also realistic enough to know that I am not necessarily qualified because I think that I am.
I am sorry you are so bitter, Michaela. Best of luck in your job searches.
June 15th, 2009 at 4:32 pm
I personally don’t understand why recruiters would be butthurt about someone not knowing what position they’re being called for. Job titles are often SO similar it’s hard to distinguish and remember them. I’m more than happy to provide a job description to those who don’t remember. I guess not all of us are that nice though. I usually only get irritated when people are rude to me and act as though I’m a telemarketer.
Last thing, I understand that you’re frustrated, but many recruiters often Google candidates. I hope this item doesn’t come up and cloud their opinion of you, because we also take note, as well. :)
June 15th, 2009 at 4:47 pm
I felt I needed to respond, particularly to Michaela’s rant. I really don’t care who visits my website/blog. I don’t make any money from it; never will. In fact, I actually have written the blog to try and HELP job seekers.
And I will go ahead and answer why some of those job stay out there, at least MY jobs. Sometimes the jobs remain open although we (and our competition) have submitted many, many candidates. The client has asked us not to submit any more candidates, but the job is still open. So I leave it posted, and keep the applicants’ resumes on hand. If the client gets through the first crop of candidates, we contact the qualified candidates who have applied and submit a second round of candidates. I have never posted a job that wasn’t open. Personally, I don’t want to spend the time processing a bunch of resumes for which I don’t have a position. Maybe some companies pad their database that way; we don’t.
Maybe that answers your question, maybe it doesn’t. Maybe you won’t believe a word I type on here. If you do, and are interested in corresponding with me in a constructive fashion, feel free to do so.
Elias
ecobb@acgii.com
(I’ll leave out my shameless self promotion this time) :)
June 15th, 2009 at 4:58 pm
Great post! Wonderful post! I have nothing against recruiters, have worked with several that I’ve loved, but more often then not I just end up getting frustrated. I’ve been looking for a full time job for over a year, have applied to over 700 positions, and keep each one organized in a database with which cover letter and resume version was used, any supplemental materials and contact names. Each one takes me about 2 hours to complete because I do research on the company and the position to make sure I’d be a good fit.
I’ve only had 82 actually get back with me. Some after talking to them, realized it wasn’t a good fit. Some said they found someone else. One even had me in for an interview but never returned any of my phone calls or emails since (even after I set them up with a business contact). Now this either says that I’m a horrible applicant or some companies just can’t be bothered. And yes, that company who I interviewed with and never heard back from, continues to post that same job…8 months later.
I understand them not thinking I’d be good for the job, but I’d be happy with a generic mass email that said “Sorry you didn’t make the cut” than to feel ignored…
June 15th, 2009 at 5:09 pm
@ Elias Cobb:
I would still take Jessica’s side. I have been active in the market for about 7 months now. In the process I, like everyone, applied for atleast 200 “perfect match jobs”. I did get about 10 calls from those. However, they were turned down mostly because I needed sponsorship to continue working beyond Jan 2010. Not to get much deep into my agony…
I did talk to many career counselors and HRs in the process. Surprisingly I heard a common comment from all of them. “Recruiter spends less than 10 seconds on each resume”. At first I thought they were encouraging me to put up a better job on my resume, turns out that it was for real. I am sure recruiters have their positions to be saved, but spending atleast a minute or half on a 2 page resume doesn’t seem to much of a work. In 10 seconds one can only make sense out of a flyer and not a resume. Job seekers have a lot else to do too. So in all possibilities they wont be applying to jobs that wont match their skillset. It would be highly appreciated if a recruiter spends a little time on validating the possible potential of a candidate.
June 15th, 2009 at 5:20 pm
@CLP:
what is your able advice for all those job seekers who have moved on in more than 50-100 different occasions?
CLP: if you don’t have an answer don’t boo off people by telling they are wrong. It would have been a lot better to empathize and suggest alternatives.
June 15th, 2009 at 5:35 pm
One additional thing, to address one of Bill’s points. The fact of the matter is that all the major job boards do have a functionality that allows recruiters to put in skill questions which will filter out applicants, ostensibly only delivering the qualified ones to the recruiter’s mailbox. Two points: One, I don’t know if the job seeker is notified they are NOT being submitted to the recruiter, and two, when I did enter some skills that were required, I noticed a HUGE drop in overall applications. There were far less qualified candidates even applying than when I did not include the skill qualifiers. It seemed that job seekers didn’t want to spend the time to enter that information – maybe I’m completely off base with that assumption, but it’s hard to reconcile the data. When it was easy to apply and I didn’t require any additional data entry, I got more candidates – more unqualified candidates, sure, but far more QUALIFIED candidates as well.
Elias
ecobb@acgii.com
June 15th, 2009 at 5:54 pm
Well written, as always Jessica. You know how to express yourself beautifully and any company would be lucky to have you writing and working for them. Keep up the great work and the right job will come along…sooner or later…hopefully sooner rather than later :-) Again, beautifully written!
June 15th, 2009 at 6:59 pm
Well put!
Thanks, that was a fun article to read however sad, true, and annoying it may be.
There are better ways recruiters can engage potential candidates, right?
June 15th, 2009 at 10:57 pm
Thank you all for sharing your thoughts and perspectives; I’m also grateful for the encouragement and support.
Asking for kindness in a job search might be going a little far – but I think what I, and most other job-seekers, are asking for is simply a little respect. And I agree, you can certainly be real without being an oaf (well said, Nate).
Responsibility lies with both parties, but as is the case with most relationships, the problem lies in communication.
Additionally — for recruiters who excuse poor behavior based on time constraints, perhaps you and your systems should then consider overlooking grammatical errors on resumes or incorrectly addressed cover letters — after all, those could have been due to simple time constraints.
All great points.
June 15th, 2009 at 11:10 pm
PS – For the recruiters who do overlook the typos or who do confirm applications in some fashion, kudos to you. Seriously. You’re better than a lot of the folks we’re running into.
June 16th, 2009 at 1:17 am
I love it when someone actually says what many are thinking. The truth is everyone is in it for self. The recruiters don’t care about who the person is on the other end they just want the right candidate on paper so they can fill the position and move on to the next job (kind of like men :) and the job seeker is eagerly hoping to be selected…but not b/c they are dying to work for “that” particular company but because they are currently out of a job and NEED $$$ so there you have it your classic case of the predator and the prey…it’s just a matter of who wins!
June 16th, 2009 at 9:06 am
“Michaela” – speaking with over 1000 recruiters? If you want results perhaps that’s a good place to start.
“Nate” – You are completely off base. I am tasked with presenting my client with the most highly qualified candidates as quickly and efficiently as possible. This takes a lot of time and effort. Contrary to Michalea’s contention, I take a inordinate amount of time writing detailed/accurate/real job descriptions. If you are qualified I will contact you…it’s what I do for a living and puts food on my table. I simply don’t have the time to respond to every candidate who doesn’t read the job description and simply hits [apply] in the hopes that I am some miracle worker.
“Laurel” – your response to Michaela is spot on…well done.
“Sashi” – I have no idea what you’re asking. Sorry. If it is for resume or career advise, there are others who provide those services for a fee.
June 16th, 2009 at 9:58 am
I remember hunting for jobs on the web in the 90’s. If I didn’t get a call, I assumed I wasn’t going to get an interview. So what? That never kept me up at night. I guess it’s nice to hear that you have not been selected but if you don’t get a call back, is it not reasonable to assume you won’t be getting an offer? As a job seeker, I am also going to play both sides of the fences too, take the best offer, hold my cards close to the vest, grab the next vine before letting go of the last etc. Flip the situation for a minute. Are job seekers truthful with employers that are interested in them when they are not in the least interested in the job and are just going through the motions? Job seekers are white liars too, they continue holding out for the best offer all the while telling employers how interested they are when in fact they are NOT! It goes both ways. Candidates with less marketable skills however inevitably feel this supply and demand process is more frustrating and for them it is more frustrating because they have less leverage but it’s still a two way street whether you realize it or not.
June 16th, 2009 at 11:57 am
It’s great to know that recruiters think of job seekers as “not intelligent enough”. What’s really interesting is that each one of you recruiters is making excuses for your own bad behavior. Like Jessica said, all job seekers would like is some respect.
Is it really an issue of your precious time? If so what about seekers who prep and take their time to go speak to a recruiter who has called them in only to never hear anything back? Is that what you call good business practice? Nobody is asking you to respond to each job seeker individually. No job seeker is asking to you to be “miracle workers”. If a job seeker submits a resume and has every skill the job description states and is spot on with years experience what makes them unqualified or not intelligent enough?
My daughter went to a recruiter -paid them big bucks- to have them look over her resume and suggest changes that could be made. She also got advice on how to write a cover letter to present herself to a recruiter either by phone or a one-on-one interview. This is a recruiter who specializes in finding jobs for my daughter’s particular field. The same recruiter told her she has “several clients” that were interested in talking to her and she would be hearing from her in the next couple of days. Her resume fit the job descriptions that said recruiter helped write to make sure she was a good fit for the jobs she was well qualified to fill. She never heard from them ever again. Her emails and phone calls were never returned. My daughter is well educated and has plenty of experience to fill jobs posted. Does she think that just by pressing “apply” she will magically get the call or “email” her way into a job? Absolutely not. Does she want to know what it takes to get a response back after spending time interviewing? Absolutely. You recruiters say a job seeker will be contacted if they qualify but what if they are qualified, take the time and money to be counseled in order to get noticed and then get treated as if they aren’t intelligent enough? What is so unrealistic about that? Perhaps this forum would be better served if you would teach job seekers how to play your games.
Go ahead, call me bitter! The fact is that I am perplexed as to how recruiters can justify actions and blame the seekers for being stupid when they are following the advice you give as a professional/expert in your field. I will pass along to her your good wishes in her job search.
June 18th, 2009 at 10:10 am
Not sure if anyone is following this thread anymore, but I thought I’d chime in, one last time. I do understand the frustration job seekers have. Monster and CareerBuilder allow you to create auto-response letters, and because of this conversation, I did create a new letter. This letter is used for jobs that are still open, but the client is not accepting resumes. So now, if you apply for one of those jobs with me, at least you’ll get an auto-notify letter that gives you the up front explanation.
It IS good to have healthy discussion between recruiters and job seekers, and I know I’m not the only recruiter who’d like to be more communicative with all job seekers.
Elias
ecobb@acgii.com
June 19th, 2009 at 12:52 am
We all have the same experiences and I know first hand how frustrating this is. Early this year I read a book “Getting Started in Consulting,” and believe that a job seeker should apply some business development strategies traditionally applied by real consultants.
In my point of view, the most compelling strategy to me is reaching out to “gatekeepers”. I’m not talking about HR managers or recruiters. I’m not talking about the person who decides who gets hired. These persons are the decision makers – usually the person or one of the people you meet after talking to a recruiter or HR managers. For example, if you’re looking for a job as an attorney forward your cover letter and resume directly to the hiring partner or the partner of the practice you want to work on. Note that HR managers and recruiters, in my opinion, are mostly coordinators of the employee hiring process and do not ultimately decides who gets the job.
This strategy worked for some of my friends, and it could work for you, too.
June 20th, 2009 at 7:22 pm
This post really hits the spot. I hear this from clients all the time. “I’ve sent hundreds of resumes and haven’t heard a word.” As a practical exercise I occasionally submit resumes to test my skills. I have used job boards, etc. and the story is the same. Many times there is no response or acknowledgment. Of course, I always instruct clients to contact the employer on a date and time specified in their cover letter to “make sure you have received my resume and cover letter…” I suspect that some of the “bad manners” may result from lost resumes so better safe than sorry.
June 20th, 2009 at 10:30 pm
Elias – Great change, and I’m sure it’s appreciated.
I think this discussion is healthy and helpful to both sides. I’ve certainly gotten perspective I hadn’t before. I hope sharing my frustration in such a public helps somehow.
June 25th, 2009 at 5:20 am
Hey Jessica,
Very well said, most of us can so much relate to it and the best part is that a healthy conversation has been started between recruiters and job-seekers! Now, after so many comments I realize that there can be a spot where recruiters and job-seekers can agree and sort out this problem or at least try to do so.
As Bill suggested few methods to recruiters for short listing the candidates more efficiently, I would add to it and talk about talent assessment techniques which are very helpful. We at HireLabs shortlist candidates using our ProfileSense talent assessment system. Using this or similar systems, recruiters can quickly find the most suited candidate for a given job and then they have more time and end up with better qualified and appropriate employees.
I am sure it will work in the favor of both, recruiters as well as the job seekers. Good luck to all!!
September 23rd, 2009 at 6:06 pm
Thank you for writing this, it looks like more than one person can relate. I can think of at least a dozen positions/recruiters I would like to send this to.
One other thing that really burns me: the recruiters who have spelling and gramatical errors in their posts. Very difficult to refrain from pointing them out when sending an application that I know they won’t take the time to read. It’s such a double standard!
Great Job and good luck!
Jeff
October 23rd, 2009 at 11:49 am
Well said Jessica.
I’ve started looking for jobs in the last few months and have encountered the same issues.
Sometimes it’s as if I’m throwing away my resume to a black hole.
I don’t know about you but it took me 4 days to write just one resume,i’m trying to make it as perfect as possible and I treat each job like as if it’s my only career choice.
So i’m only applying for one at a time and if there’s no answer I try and search for another one.
What I’m trying to say is that an HR can look for 2-3 minutes at a resume,if I’m dedicating so much of my time.
I also don’t understand why some companies don’t take people based on their willing to work and not just their experience.
Experience is great if you’re doing the same thing over and over again but in creative industries like film and computer games for example, it takes more than experience it takes vision.
Steven spileberg didn’t had any experince in cinema when he started working on his early TV shows and movies,he just had a passion a good work ethic and a talent.
The same thing goes for early car manufacturers like Ferrari and Ford,and the first game designers.
it’s hard to know what one’s abilities are until he starts to work,and it’s hard to judge someone’s work ethic from previous jobs you need to judge him by him actually working for you.
As it was sadly proven by the recent financial crisis the current hiring methods and work ethics aren’t as best as they could be.
why not give anyone who applys for a jobs a chance? and Interview first hand than the resume?]
It’s not hard today with all the messanging programs and video chat,you can give 5-10 minutes to each applicant and read the resume afterwards.
If HR have trouble with the amount of people who they need to respond to hire more HR people ,there are more than enough who have lost their jobs and are ready to work.