Hiring and Getting Hired in Today's Economy
By Mark Fallon

No matter where you live, and no matter what industry you work in, the economic downturn has affected you and the people you care about. While many of us have lived through periods of higher unemployment rates, something feels different. What is it?

To me, it's the profile of the people out of work. In the past, layoffs were often focused on a specific industry – construction, steel, auto manufacturers, etc. And previous downturns impacted entry-level and unskilled workers hardest.

Every industry has been forced to scale back today. Investment losses must be offset by cuts in operating expenses, including payroll. Often, the job reductions include more mid-level managers. Managers with over 20 years' experience and substantial salaries. And to borrow a line from Bruce Springsteen, "these jobs are going boys, and they ain't coming back."

The number of responses to job postings can be overwhelming. Openings that attracted 50 resumes last year, attract 500 resumes today. Candidates for entry-level positions include recent graduates, laid off workers, and retirees. Matching the right person to the right job is challenging for both the hiring manager and the job seeker.

With a large pool of applicants, hiring managers need to reconsider the qualifications they regard as most important. In addition to specific skills and knowledge, managers should take into account attitude, desire and experience. Also, managers should give serious consideration to the applicant who appears "over-qualified" for the open position.

I've never liked the term "over-qualified". A person is either qualified to do a job or not. Can the person operate a piece of equipment? Work with the company's computer system? Supervise the department? If the answer is "yes", then they're qualified.

Older applicants may have additional skills. Also, an applicant may have run more sophisticated equipment, programmed computer systems or managed a larger department. Having more experience should be a positive, not a negative.

Because more candidates will have additional skills and experience, their attitude and desire become more important. Does the person resent taking a lower paying job, or do they accept the reality of the situation? Why does the person want this particular job? What are the person's new goals for the next few years?

Listen closely to the answers. Try to imagine yourself on the other side of the interview process. Don't be deterred from hiring someone who's taking a step back. Even if the economy starts to rebound tomorrow, it will be years before we're back to normal. The economic situation may be an opportunity to strengthen your team and build for the future.

If you're the person looking for a job, similar advice applies to you. Don't be too proud to apply for a job that may represent a lower position than the job you just held. I'm not suggesting that you accept "just any job." However, I'm asking you to take a long-term view of your career. The path to success isn't always straight.

When I left the US Army, I had a bachelor's degree, a master's degree and 3 years' management experience. I had served on a division staff, managing millions of dollars of equipment and drafting training calendars for thousands of soldiers. I prepared briefings to be delivered to the highest ranking officers and civilians in the military. My responsibilities were comparable to most mid-level managers in the business world.

But when I returned to Massachusetts in 1990, unemployment rates were higher than today. I took a job as a barback to help make ends meet while I looked for a full-time job. A barback is like the busboy at a bar, with the added responsibilities of hauling cases of beer and changing kegs. It was a hard job, but a good job, and I was thankful for the work.

Back then, I looked through the help-wanted, and I saw an advertisement for a Mail Services Supervisor. I had worked my way through college in the mail room at a law firm, becoming the assistant to the office manager. I sent in my resume. Got an interview, and eventually the job.

It took 6 years to reach the management level where I expected to be in 1990. Along the way, I took every opportunity to attend seminars, conferences and additional training. I didn't waste my energy thinking about "what should've been", but focused on what could be.

I needed the support and assistance of a lot of people over the years, and I'll need their support in the future. Mentors, coaches and peers all play a role in success. It isn't easy to restart a career. Asking for help isn't a sign of weakness; it's a sign of intelligence.

The economic situation is challenging for all parties involved in the hiring process. Managers must rethink their perceptions of the candidates' qualifications. Applicants need to reconsider what jobs they're applying for and where those jobs will lead in the long term. When properly applied, these changes in attitude can open up opportunities for everyone.

PS – Remember to join us on April 16, 2009, for our teleseminar on Preparing for the US Postal Service Rate Increase.