• Learn How to Build a Powerful Personal Brand That Will Differentiate You and Allow You To Compete in the Global Marketplace.
  • Why Are Interviewers So Selective?

    Choosing Recruiter photo from ShutterstockUnlike past scenarios, job interviews have become harder and harder. Employers have an abundance of very qualified applicants, many of them working with interview coaches to elevate their interviewing skills. The outcome is that it raises the bar for everyone. There are many books available to job seekers to read and brush up on interviewing skills, but the problem associated with that is that many of those books are old and reflect the thinking of the era in which they were written.

    Employers have become sophisticated in the area of interviewing candidates. In the past, after snail mailing a cover letter and résumé to a target company, a job applicant would receive a phone call invitation for an interview with the hiring manager. Nowadays there’s very little personal interaction at the front end of the process. The résumé submittal is electronic and goes directly into a database. The résumé gets buried there until its resurrection via the appropriate keywords a recruiter is interested in. Then comes the initial screening-out phone interview, and only if that goes well is a candidate invited to a series of interviews with often large numbers of people. There are a number of reasons for these changes.

    Today’s employers react to the current economic condition by focusing on higher productivity through the application of various technologies, new and better software, and outsourcing in order to reduce staff and associated staff costs such as office space, pensions, and health care.

    The hiring process today is also significantly more selective than in the past. Companies need people who can quickly learn constantly new technologies, can adapt to continuous changes, can reinvent their own jobs, and can function while changes occur at faster and faster rates.

    When employers select new employees, they’re looking for those types who can provide solutions resulting in increased efficiency and, at the same time, reduced costs. Otherwise, jobs will move offshore.

    Nobody’s job is safe anymore. The past paradigm of building a solid career is no longer valid. People out of work need information and intelligence about growth opportunities and must adapt their skills to meet employers’ requirements. This is a challenging proposition for job seekers—and especially for those who are more advanced in age than other job seekers. Waiting for things to happen is often futile and certainly demoralizing. Career counselors can be of great assistance, but the majority of the burden is on the job seeker.


    Alex Freund, known as the “landing expert,” supports job seekers into employment. He is known for making people feel comfortable when interviewing. Alex is an effective and successful career and interviewing coach. He is prominent in several on- and off-line job-search networking groups, makes frequent presentations, and conducts workshops on effective resume development and use of LinkedIn in the job-search process. Alex has been teaching for several years a career development seminar, and his blog designed especially for job seekers is widely published through various popular blogsites. Prior to his current position, Alex managed many large departments in two Fortune 100 companies. Alex maintains and publishes The Landing Expert List, a free directory of job-search networking groups via his web site at http://www.landingexpert.com Alex is a Cornell University grad, lived on three continents and speaks five languages.

    Tagged with: , , ,
    Posted in Job Search, Personal Branding, Skill Development
    Promote Yourself Newsletter
    Sign Up & Download For Free:
    10 Personal Branding Secrets You've Never Heard Before
    2 comments on “Why Are Interviewers So Selective?
    1. avatar
      Mirco says:

      I agree, hiring processes need to be more selective, but my recent experiences still show a different picture.

      Recruiters often do not really know what they are looking for, and focus on a very narrow set of hard skills, which have little or no priority for the actual job.

      I’m an IT Architect, and on of these interviewers asked me what kind of software framework I usually work with. The right answer for me is: I don’t really care as long as it fit the requirements, because they are interchangable and I don’t do the actual programming anyway. Unfortunatly for me, somewhere in the “nice to have” and “additional” list was a Java Enterprise Beans entry. -> this interview was not for a software development position

      The difficulty these days really is not learning all these new interview questions and small tasks or other mindgames, which doesn’t find you the right people anyway. It’s selecting and training your recruiters and managers to define the position you need to fill and prioritising the required skills for the applicant.

    2. avatar
      Eric Stanton says:

      I was really struggling to get an interview then i stumbled across this great site that got me a bunch of interviews.


    Leave a Reply

    Your email address will not be published. Required fields are marked *


    Content Partners
    As Seen In