How Not to Get a Job

from NYTs

What do a fragrance designer, New York City cop, bed-and-breakfast manager and youth hockey coach have in common?

Each of them recently applied for an account director position at my public relations firm, along with 500 others whose experience and skill sets ranged from vaguely on-point to off-the-charts irrelevant. Auto collections manager? Home health aide? Visual merchandiser? Count them all in.

It’s not that my postings on Indeed, LinkedIn and other career sites weren’t explicit in outlining desired qualifications. I added instructions urging candidates to contact us only if they had backgrounds in journalism, P.R. or law. There was nothing to suggest I was looking for a fiscal benefits analyst, emergency medical technician or brand ambassador, but they showed up anyway.

In part, the disconnect stems from a revved-up labor market that encourages job hopping and inflated credentials. It also reflects the vast online jobs marketplace, where restless applicants shoot off their résumés like one of those T-shirt cannons at a football stadium, firing without aiming. Not a single candidate bothered to look us up and refer to what we do in the cover note. Instead, they all invoked grand boilerplate statements meant to impress the hiring gods.

More here.

, ,

35 Responses to How Not to Get a Job

  1. August 29, 2017 at 9:01 pm #

    Daddy wins!? Th? twins declared.

  2. Greg D'Ottavi September 6, 2017 at 4:55 pm #

    “How Not to Get a Job” by Allan Ripp was by far one of the most debatable pieces of writing I have read in awhile. Ripp bases his essay on a recent add for a job he posted in his PR department and the plethora of responses he received daily. Ripp explains how hundreds of these applicants who were attempting to get this job were so frequently unqualified, it caused him to call them out as whole. Ripp states, “…It also reflects the vast online jobs marketplace, where restless applicants shoot off their resumes like one of those T-shirt cannons at a football stadium, firing without aiming.” Ripp is describing one of the reasons behind why he believes these various applicants were so widely ranged in qualifications. He points out that the job searching process takes place on the internet or with technology more so than any other platform. Ripp uses this explanation to criticize those who applied, but it made me wonder why he published an add on these platforms in the first place.

    Obviously, the easiest and most convenient way to publish an add for work is through these widely used job platforms, but with that said, in my opinion, he as an employer should consider the reality of the internet. What I mean by that is, employers should not be hiring people solely based on their online applications and profiles; the only true way to evaluate somebody is to meet them in person. I believe that these online job platforms are great for people who are job searching because they can connect to such a wide variety at jobs with such ease. At the same time, there are character qualities and assets that simply cannot be shown online and that is why I disagree with the author’s criticism of these applicants. Ripp attempts to show in this article how difficult it can be to find the right fit for a particular job opening when using them, but the right fit may not be found unless he broadens his acceptance. Granted, it would be nearly impossible and extremely inefficient to allow every applicant to get an interview, but what I am suggesting is that Ripp reconsider his presumptions of some of the applicants and allow for a more flexible view of his qualifications.

    Personally, I have never had a full-time job or suffered any of the burdens a daily job seeker deals with, but based on the experiences I have read about or witnessed second-hand there is rarely a perfect fit. My parents tell me all the time that they hope I really find something I love to do and am able to do it because they also say that still don’t know what they want to do. My parents have both been in the workforce for over 30 years and have had multiple different careers. This experience has led me to believe that Ripp’s article is only pointing out something that may be very common. People are always going to look for something new and should not be discouraged to do so in my opinion.

    Ripp concludes his employment search by eventually removing the add and states, “I pulled the ads when Indeed’s algorithm flagged as a match a writer whose top credit was an article about whether man buns are a turnoff”. Ripp ridicules this ‘match’ according to Indeed because their work did not seem to appeal to him. I believe if Ripp were to look further into these various applicants and eventually choose those who were closest possibilities rather than look for perfect matches, he may have been more successful in his search.

    This article overall brings up good points about the job searching community and process, but I believe the author, Allan Ripp, lacks a good employment process. Ripp attempts to ridicule the various applicant’s frequent shortages of qualifications for his particular job without realizing the reality of those searching for a job. He uses large online job searching platforms to publish his ad and find employees, but writes this article complaining about those who are blindly applying. Obviously, a perfect match is ideal and there were definitely those who were too unqualified, but failing to give even some of these people an opportunity is just not wise on his part. Ultimately, Ripp does not show in his article “How Not to Get a Job” rather, I feel as though Ripp shows in his article how poorly he went about this employment process.

  3. Valerie Dorsett September 7, 2017 at 7:16 pm #

    Many students that graduate from college often cannot find a job right away. From the beginning of freshman year I have heard many college professors and advisers say to create a LinkedIn account to get started. In the article, “How Not to Get a Job,” by Allan Ripp he shares his experience using Indeed to look for skilled employees for his PR firm. However, his experience did not go so well because websites like Indeed, LinkedIn, and other types of career websites were not able to specifically narrow down the type of qualifications he was looking for in his next employee.

    Employers are always trying their hardest to find the right guy for the job. Ripp said, “I added instructions urging candidates to contact us only if they had backgrounds in journalism, P.R., or law,” but he still got many other applicants of different backgrounds that even include an emergency medical technician (Ripp 1). When I first read this it did not surprise me at all because in college we usually are told differently. For example, at the career center the advisers will explain how one major still has many career paths. This may be true depending on which major you pick, but not all have this option. Some people may also feel like the job description seems easy and that anyone can apply. The medical technician who applied may believe that if he can perform well in his field that being hired in a public relations firm would be a lot easier. There is also a fact that since many people cannot find jobs in their required field that people search others just so that they can make money and provide for their family.

    Everyone today uses the internet and there really is no way of avoiding it. Many managers use online websites to find suitable applicants for the required job. However, employers today must remember that because they have created an online post that they will get many replies even if half of them are nowhere close to being qualified and are just not serious about the job. In the article Ripp states, “although I listed my phone numbers in my ads, I got a total of two calls from applicants,” which means people clearly like the digital approach to communication better than having an actual conversation with who could be their future boss (Ripp 2). This could also mean that the two applicants who called Ripp about the job are very interested in getting hired and wanted to reach out to him so that they stand out amongst the rest. Calling many work places instead of just emailing can show how serious and interested you are in the open position to employers. I also believe that Ripp should have also taken some paper applications too so that way he many see what his future employee will be like. It is important to see if an applicant is dressed well and makes eye contact when on an interview or even just visiting to ask for a job. Being professional as possible always makes a good first impression.

    Social media connects everyone to the entire world. Just searching someone’s name on Google can bring up many different results. It is very important to think about what you post on social media because anyone can find it. You do not want to give yourself a bad image. Ripp decided to look into some of his applicants profiles only to find out that he, “discovered one prospect had been arrested for marijuana possession and another for assault and battery,” which is a very important for an employer to know about who he may be inviting to join his company (Ripp 2). Your employees can represent what your company image is and what you want it to be. I would definitely want to see who could possibly be representing a station of my company in the future. Although you should not just judge someone too quickly based off of what you find online but meet them in person and possibly find out more. In 2017, everything is mainly technology based now and that is only to get bigger and bigger as time goes on. Websites like Indeed are supposed to be an improved way of finding a new qualified employee quicker, but does it really?

  4. Adis Hoti September 7, 2017 at 7:31 pm #

    Allan Ripp’s “How Not to Get a Job,” was an article I choose to write about because it brought up many topics of conversation. Ripp discusses the amount of unqualified applicants he receives for a P.R. analyst position, how easy it is to apply to jobs, and how social media helps him determine if he would like to work with that person. Ripp asks what a fragrance designer, New York City cop, bed-and-breakfast manager and youth hockey coach have in common and responds by saying, “Each of them recently applied for an account director position at my public relations firm, along with 500 others whose experience and skill sets ranged from vaguely on-point to off-the-charts irrelevant.” Ripp is saying how all of these unqualified people from vastly different backgrounds are applying to positions that they are not qualified to perform. The main reasons I choose this article to discuss is the debates it proposes, should unqualified applicants keep applying and should social media dictate whether someone receives an interview opportunity.
    Getting a job in America today can be challenging. With poor resumes, getting a top paying job is nearly impossible. Ripp says, “I added instructions urging candidates to contact us only if they had backgrounds in journalism, P.R. or law.” Many Americans have been applying to numerous amounts of jobs that are not right for them. Jobs can ask for certain credentials, years of experiences, and a college degree but people without any of those will still apply. It is interesting that people will apply to something that they are most likely not capable of doing, but considering how easy it is to apply to jobs nowadays, people are applying everywhere. The article discusses how a police officer, actress, and even a waitress apply as a P.R. analyst but do not fit the requirements necessary to obtain the job.
    People apply to so many jobs that they are not qualified to do. Ripp says, “Online job sites appear to enhance success because of the magnitude of potential targets, coupled with the ease of applying, perhaps while scrolling through one’s phone in between texting and watching TV.” The reason they do this is because apps such as LinkedIn make it so easy to apply to a job, all you have to do is click send to a company you see on your news feed. Although, in the article it seems that applying to many jobs that you do not have the credentials for is frowned upon, it should not be. I am a firm believer in the saying, “fake it till you make it,” meaning that if the police officer wants a desk job then let him or her make an effort to land a desk job and do the job successfully. To live a decent life in America you must make a decent income, so I do not believe someone such as a waitress should be frowned upon for attempting to land a job that can better her life. Denying unqualified people for an interview is understandable, no employer has the time to meet with candidates that he or she feels is not right for the company, however, they should not be scolded for their eagerness to try something new. In order to succeed you must try, and that is what these applicants are doing in the article. They are attempting to obtain a new career that will change their lives. I am a firm believer that people learn the most about a job by actually doing the job, so bright people with positive attitudes should be given opportunities.
    The article also discusses social media being a huge tool in deciding whether an employer will give an applicant an interview. I do agree with this part of the article, because most often than not people spill their lives all over social media. Ripp says in the article, “I discovered one prospect had been arrested for marijuana possession and another for assault and battery. Checking out Facebook selfies and family albums may sound invasive, but it let me ask myself, would I want this person sitting across from me or along for a client meeting?” Identifying what type of person someone is can be very easy for an employer with apps such as Facebook, Twitter, and even Instagram. Reading people’s reactions to certain videos and posts on Facebook can determine how you feel about a person. Twitter is even easier, you can literally read the thoughts people share. Instagram can help an employer judge whether or not a person can be an appropriate colleague. With social media, employers can easily determine whether they want that applicant sitting across or next to them in an office.
    I do agree that it must be frustrating for employers to receive job applications from unqualified job applicants, however, these applicants should not be frowned upon for taking advantage of an app such as LinkedIn and applying to many jobs. There is that small chance that out of the twenty jobs an applicant applies for, one of the employers will call back. Social media is a good tool for employers to eliminate applicants before offering them an interview. If there is someone an employer knows they will not mesh well with by the looks of their social media, then they can eliminate that applicant from contention.

  5. Andre Bakhos September 7, 2017 at 8:16 pm #

    When a candidate is not accepted for a job, there can be a plethora of issues on a resume that prevent them from obtaining the position. Some naïve applicants, thinking they are boosting their marketability, intentionally place items on their resume that inhibit their likeliness of attaining the job. Still, other bad additions are simply accidents, mistakes or sections carelessly left on the resume by the candidate. No matter the issue, a naïve applicant, or careless mistakes, a bad resume impedes the chances of securing the job in a time when opportunities are often hard to come by.
    One of the primary, driving forces behind a person searching for a job is unemployment, or a job that does not provide for them the means in which to live at their desired level. As they are denied job after job, the sounds of doors slamming in their faces begins to make the applicant desperate. As the great investor, Peter Lynch, once said, “When you sell in desperation, you always sell cheap.” While he was referring to monetary investments such as stocks, his quote can be applied to an applicant, as they often piece together a desperate resume in an attempt to land a job, therefore selling themselves off as low-quality workers.
    Many aspiring workers submit their resumes through websites such as ZipRecruiter, which allows them to reach hundreds, if not thousands of potential employers at once. The pro to this method is the volume of people that will lay eyes on your resume. The con is that you cannot tailor your resume to fit a specific job. This can be very detrimental to your progress in finding a job, as a general resume will not fit what every employer is looking for. For example, you may skip including some work experience that is very specific to one field in favor of including experience that will fit many fields. If a company does not see any work experience on your resume specific to them, they will put yours in the trash. General applications and cover letters come across as lazy and is a telltale sign that someone needs a job desperately, and hiring managers will see right through this transparency. The best way to go about the application process is to submit your resume directly to the company, with a cover letter addressed to them, and an application tailored specifically for that job.
    Another transparent and easy way to have your resume thrown into the trash is to over explain simple skills that everyone has in order to make them seem much more difficult to perform, while in reality, they are easy. One example of over complicating an everyday skill is placing Microsoft Word as a skill on your resume, but attempting to make it seem harder to use. Someone who adds this skill to their resume knows that nearly everyone who has touched a computer knows how to use Microsoft Word, so they describe the skill in a more complex way. The applicant may say something such as, “I use Microsoft Word to brand pieces of white parchment with toner, and at that moment, print from the paper imprinter.” While this is saying that they know how to use Microsoft Word to type documents, and print paper, it is wordy and can come off as fake to employers. Instead, they should keep it simple by saying, “I can Use Microsoft word to type documents, and print them for the company.” Simplifying a skill does not mean an applicant is lazy, but shows the hiring managers that they are honest about their skills, have nothing to hide, and are quick to their point. Employers often have to read dozens of resumes before selecting one, and if they see skills being over complicated, they will ignore the resume.
    In today’s world, there are often many options in regards to a career. As a result, people want to try everything, and move from job to job more quickly. They are restless, and do not set long-term goals to thrive in an organization, reaping the benefits of promotions, raises, and credibility that come with a long tenure at a single company. Applicants, who jump from one job to the next and never settle, are also sabotaging themselves and their resume. Sure, they are experimenting with what they like and enjoy, but what they do not understand is that employers do not like to see resumes with lots of jumping around. Instead, they want to look for candidates for the long haul.
    Having a steady source of income is essential in today’s world. In order to achieve that, a resume must be submitted, and then an interview given. Before an interview, an applicant can damage, or even completely ruin their chances of obtaining the job by submitting a bad resume. Proofread, have someone else proofread, and proofread again, as your resume is the golden ticket to a dream job for the long haul.

  6. Arielle Fortes September 8, 2017 at 9:27 am #

    Being a college student in this generation, the importance of a job is huge to me. There are fewer and fewer jobs out there and I am aware of what that might mean for my future. This generation is a generation of going to college, due to one main reason in my opinion. Since the vast majority are going to college, to be competitive for many if not any jobs and are just entering the workforce then you don’t have any experience. Many jobs are just hiring college degree graduates instead of hiring anyone else. In addition, they are also hiring many people who have previous experience in the workforce or other words, members of the older generation. These dwindling jobs are only going to continue to be more selective and choose the people who go above the requirements. I know that attempting to get hired in itself is an arduous process; however making sure that people will want to hire you or even feel interest in you is even harder.

    Social media and other new technology to me is both a great and terrible invention at the same time when related to getting a job or working at a job. It can be amazing when someone is using LinkedIn and can connect with various people to form a network. You can also use the networks of the people you are connected to making it a very large network. Many professionals have accounts here and even some companies are using the site to recruit people. There are many more companies using websites like these to discern who they want for their workplace. They can choose to release the job to the select group of people so that only the people who would have a chance at getting the job could see it. And lastly, meetings and interviews could be constructed online. This helps with the distance that is inevitable due to nationwide and worldwide businesses.

    Due to the world that is ever-changing due to technology, only very few people do not have a digital imprint of some sort. Most people will have a Facebook, twitter, Instagram or snapchat. These are great inventions that can keep us in touch with relatives, old classmates, and friends. We can share pictures with them or chat with them through private messages. However, it is hard to consider anything private from any of these. Private means that you have control and it is yours. However, the new technology never makes anything that you think will be private will actually be private. It is very easy for someone to screenshot your post, whether on the computer or on a phone and then repost something. Although it is a simple action it can have many consequences. If you do or say something that you are not proud of and post it; chances are that someone has looked or screenshotted you at your worst. It is very easy to see someone’s appearance and draw conclusions from it. So, when you take the picture or post something, and employer happened to look at that then they will have the wrong impression. Conforming is also a good idea to get a job. With first impressions, if you seem calmer, and more prepared that then other students, they you are already standing out.

    Standing Out is not always a good thing, but when it comes to obtaining a job it is. A resume that is completely different from the same things that everyone else does can make the recruiter more interested in you so that you can pass the next round of screening. The only way that you should not stand out is your appearance. Dressing well also gives a great first impression.

    To conclude, although technology does makes our lives easier we need to make sure that we do not do anything to jeopardize what could be a great future. To make it in an intensively competitive job market, I know that I will have to make sure that I stand out the most where it counts and not for the wrong reasons.

  7. Brian Ayoub September 8, 2017 at 8:01 pm #

    When I apply for internships in a few weeks, I look ahead to what an employer would be looking for when hiring a candidate. When one day I am an employer, I sure know what I wouldn’t want. I wouldn’t want a generic over exaggeration of a simple waitering job in a resume. I want to feel a genuine connection with my future employee, almost as if I have met the person before I actually do. The article, “How Not to Get a Job”, talks all about the mass saturation of generic job applications and how people would rather apply online through a quick and easy process, rather than call in or apply by hand like it used to be.
    A statistic in the article was that the average tenure of wage and salaried workers was 4.2 years, which was a decline from the 4.6 years in 2014. I agree that the advances in technology have take away the opportunity for many people looking for jobs. Many jobs that required humans to do now can be done with simple technology. This is causing people to panic and look around for jobs in a frenzy. The scary part is that this technological advancement is not slowing down, and more and more jobs that are currently occupied by humans will soon be rendered inefficient since it would be cheaper and quicker if technology did the job. The result of this is people searching frenetically. With the easiness of online applications, these people can apply to any job with the click of a mouse. The negative of this is the employers receive tons of applications that are not relevant to what they are looking for. I would never hire a person previously working for a computer company to my accounting firm. If they don’t meet the initial requirements, they aren’t getting a call back. Some people just spam applications all over hoping to catch one luckily. However in my eyes, this is a terrible way to do it. If you really pinpoint a job that you like and that you qualify for, you should directly go after it. I’m not saying to look for a job one at a time, however, applying to 25 different jobs all looking for a distinct qualification is not the way to do it.
    Allan Ripp, the author, writes, “If only they’d look before they leap.” I agree with this statement because how do you expect to obtain long term success by luckily getting a job somewhere? Usually the result will be that you get the job for a month and then end up hating it, and then search for a new job. However, if you carefully look for a job that exactly matches your qualifications then you will enjoy what you do and stay at that job for as long as you like. One of my favorite rappers has a lyric saying, “the quicker you come in the game, the quicker you get out of it.” This means that if you get a job just randomly applying and looking for quick money then you won’t really like it and you will lose interest and leave. However, if you put in the work and apply to jobs that you actually will want to do for years to come, then you will be successful for years to come.

  8. Shiyun Ye September 8, 2017 at 8:45 pm #

    “How Not To Get A Job” by Allen Ripp is an interesting article and full of sarcasm. It describes how some people are desperate on finding a job while they neglect what they have in common with the jobs they apply. Due to the big environment now, they are forced to look for jobs purposelessly since even the super skilled employee is having a hard time having a job now as stated in the article: “the United States jobless rate fell to 4.3 percent.” With this harsh circumstances, the author understands their recklessly actions, but he also makes fun of their robotic phrasing of introduction and the over confidence they possess. Moreover, the short working period from their prior position is a significant element showing their unqualified factor for a stable job that employers want.

    As in 21st century, numerous changes have been made to our life for us to live more convenient and easier. For example, the invention of internet has made the normal communication manner evolved into another new style. Moreover, the job searching and applying process has become simple as well. There are many online job sites available such as LinkedIn, Indeed and, etc. In Seton Hall University, it has its own job-searching page as well. As a college student who will go into society in the near future, I utilize those job-searching pages to find potential employers and create credible profiles. However, as they are so useful and convenient regards to access of job related information, they raise a controversial topic on how the technology is making people stupid. As indicated in the article, the author cannot help himself when he reads grand, impressive but very mechanical introductions. They are so obvious that they are created from models instead of the applicant’s own thinking. Why this phenomenon is more and more prosperous now? It is because they tend not to use their own brains to solve problems and issues these days. They rely on the digital brain and eventually lose their abilities on utilizing outside resources on resolving questions or giving their own authentic works. However, these are not what the employers want to see. Although the technology is replacing human labor in most of the industries, it makes the human intelligence more valuable than before. If an applicant can not only make use of modern technologies well, and can exercise his or her brain in a practical way, this applicant is the talent that market is looking for.

    Moreover, when employers receive the applicants, they are fond of doing background check via social media. As we all know, social media checking is a highly sensitive topic. Many argue that it is an intrusion of privacy while others argue that it is necessary for employers to know exactly what kind of person they might hire. Both sides have sufficient reason to support their theories: employees do not want their personal life be mixed with work life, while employers are afraid of hiring potential criminals. Nevertheless, background checking is inevitable especially in today’s digital-orientated world. Therefore, applicants should be more aware of what they put on social media, as well as think more carefully what company they would like to apply which suits themselves the best.

  9. September 13, 2017 at 12:51 pm #

    Wow beijo bem como obrigada pela satisfação!!!

  10. Clearwater Dental in FL September 18, 2017 at 8:12 pm #

    Great post. I’m dealing with a few of these issues as well..

  11. Nicholas Kerins September 20, 2017 at 3:03 pm #

    The article “How not to get a job” grabbed my attention from the second I glanced over the article titles. The article written by Allan Ripp for the NYT explored the process of hiring for your company in the new wave of technology driven job matching websites that connect potential employees to employers. Allan Ripp runs a public relations firm and had recently posted an opening for an account manager for a news company. He goes on to explain the issue of having over five hundred applicants and few of them had any experience in PR or journalism, two of the skill sets he was looking for. Most of the resumes and cover letters he read had tried, in wild ways to connect what skills the candidate had to what would be needed at the firm. Some candidates were cops, coaches, and a waitress. Allan gave these candidates the Facebook test and browsed their profile pictures on Facebook. He quickly closed his browser after seeing pictures of nose rings and red solo cups thinking he was unfairly dismissing candidates. After some thought he reopened the browser and continued looking because he realized that he should be able to know what candidates look like as they will be representing his company especially when sitting in meetings with potential clients. After having no luck sifting through the applicants Allan left off his story with a frustrated tone and dismissed looking at indeed and LinkedIn for the remainder of his search.
    Being in the middle of my own job/career search I shuttered at the idea of sending my resume, my body of work from my whole life being dismissed in a minute by some boss. But the more I thought about it the recruiter is taking a large chance hiring someone. They are investing the company’s assets and time into a name on paper which can be just as difficult as applying for jobs. Reading articles like this helped me to understand the process from the other side. I should as Allan states “Look before I jump” into a job posting. Since my majors are human resources and sports management I should look for jobs within those industries and try to find internships and part time jobs that help me fine tune skills needed for those jobs. If I ever feel they need to go broader than that I should stick in the business or corporate world and not try applying for art director, or nurse jobs. If I implement these rules I will be making the job of recruiters like Allan easier and improve the overall connection that newly graduated college kids have with their potential employers.
    Others who responded to this article introduced ideas about how new generations of job seekers have grown up with the convenience of the internet and see nothing wrong with using it for everything like ordering food, getting dates, and shopping so why not being able to find a job. I thought about how Allan didn’t grow up with this amount of technology at his fingertips so why should he have to adjust to it. But for Allan if he wants to keep up with companies who can extract the best talent from these new internet savvy candidates he needs to learn to work with sites like Linked In. What would be best is if both parties were able to compromise and use the online platforms like linked in and indeed but guide their searches and applications in a way that complies with the needs of the company. For example, if the cop where to apply for jobs in the court system or army, fields he has similar experiences to while still fulfilling his wants of moving into a different field. I know the job industry will continue to change and morph due to technology and it’s up to me to be able to navigate it and find a Career that works for me.

  12. Allen Killiebrew September 22, 2017 at 5:03 pm #

    This article was pretty intriguing to me. The fact about how it explained the different life situations through applying for a job definitely sum up the dos and don’ts within that process. For instance certain people that applied for that job and tried to “sell” themselves too much was definitely clear to see and not a very good idea. The person looking through all applicants could tell and I just feel like overselling yourself to be something you aren’t is not a smart idea, it is quite stupid honestly. Different companies have HR departments in which they have people specialized in recruiting, I just don’t see the benefit of overselling yourself and like stated in the article it isn’t the best way to go about trying to get a job.
    Something I also realized from the article is to always analyze the full ad for hire. Like for instance, the direct number that only two people for the job position to advantage to call and the rest did the automated voicemail way. I inferred that the one mistake of such nature could cost you the opportunity of a lifetime with a dream job. Shortcuts are not the way and when you have something you want, you should always put your best effort forward in achieving that goal

  13. Shemar Givens September 29, 2017 at 4:59 pm #

    This article happen to catch my attention just by the title of it. It’s such a hassle going into to the real world looking for a job that’ll be suitable for you and not only that, but one you’ll be comfortable with and have no problem doing everyday for your entire career. Some of the explanations that this article noted were good notes to take because there are simple qualifications that a job looks for in their applicants. Knowing your strengths and weaknesses when trying to apply to a job is very crucial. Some of the people may have been good for the job but they overqualified themselves trying to make an impression.

    There was one key task that they were looking for within the applicants. None of them looked up the company and talked about what the company did or what the company was about. It’s simple things like the company’s motto or knowing what they’re about, their culture, and more. That’s how you’re able to make a good impression and standing with the higher ups. Not only does it show that you’re interested in working but knowing information about the job itself sets one apart. Trying to make too much of an impression is kind of over riding the standards.

    When it comes to job hunting you have to pick your poison. There’s certain jobs where you can just apply just because a job is urgent at the moment. When it comes to places that are marketable and business oriented, procedures like looking into the company’s history is very key. It gives you a confidence for your application and for when you later get the interview. This article is good way to pin out the do’s and don’ts of applying to jobs.

  14. Carlo October 4, 2017 at 11:58 am #

    I ?njoy what you guys are usually up too. Th?s kind of cle?er wor? and reporting!

    Keep up the terrific w?rks guys I’v? added
    you guys to blogroll.

  15. R. Joseph October 5, 2017 at 4:15 pm #

    There are many jobs in the world that do not require any skills in particular in order to get the position. With that in mind, there are also many jobs that do require certain skillsets. In this article: “How Not To Get A Job,” there is a particular skillset needed for this position, as stated in the job description. Not because one is an experienced worker or a hard and dedicated worker means that he/she would be right for every job. Some jobs are just looking for that “right man for the job.” By narrowing down the job specs, it makes it harder as employers to find who they are looking for. This means they must engage in some serious advertising in hopes that their desperately needed employee comes knocking on the door. Allan Ripp decided to make use of Indeed, an online job site, as he was searching for a P.R. Account Director. It is common to use Indeed or LinkedIn if one is on a hunt for employees especially with specific job credentials. In the process of frictional unemployment, it is important to know what job that one may or may not be qualified for. One must make sure that before he/she applies for a job, they read the qualifications needed for the job at hand. If one does not have what the company needs, there is a really slim chance that he/she will get the job.
    There are some jobs that many of us are qualified for, and other jobs that are just not for us. Many of the people who applied for this job in particular do not meet the qualifications, and as a result of that, they will not be getting a call from this employer. If one is unable to find a job in his/her particular field, he/she must find a job that has similar qualifications or a job that requires no specific qualifications whatsoever. Applying for a job with qualifications that do not suit one’s own is pretty much a waste of time. If an employer is looking for a P.R. Account Director, there is little to know chance that a lady with waitress qualifications will get the job, so there should not even be a need to apply. There are more than enough jobs out there that a waitress will be able to find that fits her qualifications accurately.
    With the wide variety of applicants for this position, it’s almost like Allan Ripp simply said “Help Wanted, No Qualifications Needed,” along with the pay rate. It’s easy to be lured in by job openings whose positions sound sophisticated because one will assume that the job will pay well. Some people also think that because they know “a thing or two” about certain fields or they can do a little bit of everything means that they are qualified for that job. Many people tend to lose a central focus in their resumes and look to create a “One-size-fits-all” resume. This may indeed expand the possible jobs one can get, but it’s always one’s favor to create a resume with a central focus of the field he/she would like to be in or is qualified to be in, and simply add the other fields that you may have experience in. It is certainly not expected that one will solely work in a position related to his/her field throughout their career, but if a P.R. Account Director relates to one in no way possible, he/she should understand that this is not a job for them and continue with their job search.
    After reading this article, it was easy to see that many people applied for the position without reading the qualifications needed for the job. When times are hard and a job is essential, one would apply for any job opening that is available to them. I enjoyed reading this article because it helped me to realize that I should look into each and every job to make sure I have the qualifications needed before I apply for that job. On the other hand I also feel like Allan Ripp does not have a set process on how to find new employees. It seems as though this was an experiment to see if he would find someone for the job rather than him seriously looking for a qualified employee. In conclusion, I think that Allan Ripp should change the strategy for finding employee that have to have specific job qualifications, and people should find out everything about a job before applying for it.

  16. Henry Steck October 6, 2017 at 4:40 pm #

    First of all, let’s just note that this article is in the Opinion section of the New York Times. This alone was a strong tell about the article I was diving into.

    I thought that this article definitely brought forth some important truths about the application cycle in today’s market. With Glassdoor, Indeed and the plethora of other online application third parties out there, companies are able to get their applications more visibility than ever before. This in turn, as author Allan Ripp states, often results in a much larger significantly more diverse applicant pool in terms of background.

    Another truth debunked in this article was the “grand boilerplate statements meant to impress the hiring gods” which candidates “invoked” on their resume. This is the truth. People simply don’t look back after writing descriptions on their resume. These phrases then end up looking ridiculous to employers and will often make them suspicious of the candidates authenticity. If anything, these types of statements on resumes will certainly leave a bitter taste in the mouth of any recruiter or hiring manager.

    I also liked how RIpp mentions how few applicants phoned him, even though he listed his phone number on the posting. This to me is perfect evidence of a trend I have noticed time and time again while applying along with other millennial college students. My generation is very hesitant to pick up the phone. This being said, many professionals rely on this as their main vehicle of communication. They enjoy talking with students over the phone. I do too, but I am in the minority in my generation. I don’t think that business is changing its ways on the phone front either… Professionals will continue to utilize phones for a long time to come. Millennials need to get used to conquering the awkward silence, accidental over speaking and other awkward moments which are bound to occur on the phone. Timid behavior on the phone is no better than in person. Candidates need to crush both the phone screen and the in-person meetings to get an offer, not one or the other.

    Ripp also made many contradictions. For instance, If he is using these third parties, virtually the E-Bays of job listings, to post the roles he needs to fill, of course he will be getting applications from everyone from waitresses to policemen. This relates to digital literacy. If you need specialized people, you need to have your job listing in specialized places online, not just hung all over LinkedIn and Indeed. Not a choice that exemplifies digital literacy. If I want a PR job with Ripp, I am going to his specific website or speaking to recruiters that reach out to me because of my specific skills. He should have reached out to a specific recruiter if he wanted specific applicants.

    The other contradiction I noticed was subtle, but was apperent in some phrases and the general tone of Ripp’s writing. When the author mentions that “It didn’t take long for the resumes to blur”. I also thought that the tone of this article, albeit as a piece of the Opinion section, was very condescending. The reality was that Ripp made a mistake in listing the job where he did and was even more naïve to think that he would receive incredible apps from listings like that.

    Overall, very interesting article.

  17. Chris O'Handley October 6, 2017 at 8:45 pm #

    This article brings up several interesting points. The first one that jumped out to me is people’s willingness to apply for jobs they really are not qualified for. Nowadays with the evolution of technology, people can apply for jobs with the simple click of a button. This convenience has both positive and negative effects. The positives of course are that employers can make job opportunities available to the public and have an enormous number of potential suitors. The negative is that the large majority of those suitors really are not suited at all. They are more often people who are either unemployed or as Ripp puts it “wishfully otherwise employed.” This implies that the large majority of applicants are just people who do not like their current job so they send their application to as many people as they can hoping they find something more enjoyable. The problem with this approach is that they waste many employers time because the employer has to read an application of someone who does not even seem aware of what position they are applying for. The fault in this scenario also lies with Ripp because if you are really looking for someone with very specific qualifications you probably should not post the application somewhere where everyone has access to it. At the same time, Ripp did mention the qualifications needed for the job but most of the applicants chose to ignore this. Instead they listed their previous job experience even though it had nothing to do with the job they were applying for because they figured the experience would transfer over. This problem also shows this generations tendency to believe that they can do anything they want. What I mean by this is that more people these days try to balance out their skill set instead of devoting themselves to one thing. They feel like they can perform one job, and just because they did well at that job that means they will also be good at a different job that shares some very minor similarities. This mindset leads them to become average at multiple things instead of possibly being excellent at one thing. This approach makes sense considering the instability of jobs these days but it also contributes to that instability. Ripp mentions that the average tenure of workers at a specific job is now down to 4.2 years. Knowing this it would make sense that these people want to have another skill set to fall back on should their first job not work out, but at the same time this reluctance to commit to one skill set is the reason why less people are able to hold the same job for a long period of time. This concept is interesting because like I said it causes many people to become good at several things but not really great at anything. If our generation continues with this approach, we may find ourselves hopping from job to job not being able to find something we can commit to and develop a passion for.

  18. Piyush Patel October 20, 2017 at 8:50 pm #

    I remember hearing that around 2% of Goldman Sachs application actually ended up getting offers for their summer analyst investment banking internship. I looked it up online and it’s actually true. In addition, over the last month I have been trying to get an internship and networking hard on linkedin. I remember being a bit discouraged at first by seeing that over 1,000 kids had applied at most of these summer 2018 internships that are only taking a couple of students. Linkedin has a paid for function that shows you what skills the recruiters are looking for, who the recruiter is, and the the top skills in the top applicants and where you stand with them. I was a bit surprised to see that some Credit Analyst positions at some hedge funds I was in the top 25% of the application pool. Now I know why, it’s because the linkedin algorithm is messed up according to the writer of this article. So at the end of the article she talks about just handing her job for recruiting off to a recruiter so she doesn’t have to deal with this. This is why I have started to heavily network with recruiters and the people that are posting the jobs on linkedin.
    Over the past month I have been adding a lot people on linkedin, many of them not recruiters or job posters, just random people in careers that I’m interested whether or not they’re alumni. After I get them to connect with me I send them a message hoping they will either agree to sit down or have a phone conversation with me. Initially I was surprised at the amount of people responded back to me, a lot not even being alumni or having any mutual connections with me. Just talking to some of these people I learned a lot on how I can properly go about networking. For example, one guy told me that I can get ahead in the commercial real estate industry by reading this book that he sent me on how to How to ask questions and be prepared by doing extra reading on the industry. I feel like a lot of people think getting a job is as easy as graduating college and apply to a job related to you major and doing well in the interview. I’m glad I realized that networking and getting some internship experience or apprenticeship will help land a good job. This article really shows that its much easier to apply to jobs making it much more competitive and also that the retention rate is 4.2 years so you should constantly be looking to make your next move and learning new skills.

  19. Leslie T October 21, 2017 at 12:23 am #

    Often times, entering the marketplace requires applicants to showcase to recruiters if they can perform the posted job better then anyone else. Keeping in mind, applicants who apply for these positions are just one resume, it takes about less then a minute for a recruiter to make an impression on your resume and what you have to offer, which can either make or break your chance.Additionally, the recruiter has a tough decision to make as well, as they might receive applications or resumes that might not even fit the job description. As mentioned in the article, while the job involved being an account director for a P.R firm, they saw an unusual diverse working force that included jobs like a fragrance designer, New York City cop, bed-and-breakfast manager and youth hockey coach. There are questions that still remain, how important and essential is related experience while applying for a job? Should individuals be hesitant to apply for jobs or internships that are not related to their past work or experience?

    Furthermore, college has taught me that it can be very unlikely that students will get jobs in their respected majors, especially if they need jobs right away to pay back student loans.Coming from personal experience, my sister went to school for political science and actually ended up in P.R, when I asked her why this was the case, she answered that she was considering law school after college but money was short, and she needed to be realistic. Aside from a major being subjective, individuals might find themselves in a position were they are working jobs that they might not be initially trained in, and hope to work from there. Does it always work? For my sister yes it did, she managed to get her foot in the door and get that experience through other jobs and internships, but often times not everyone has these opportunities or takes these chances early on.

  20. TraceeF October 21, 2017 at 7:00 pm #

    This article refers to the struggle of unemployment, but on the side of the employer. There have been many websites made that are supposed to aid in the job seeking process. Websites that are meant to make finding a job easier for the unemployed and finding employees easier for the employers. In this article Allan Rip refers to indeed, one of the websites made to aid the job seeking process. If the online job seeking process is not working to it’s full potential it will negatively affect many new college graduates as the world continues to move very rapidly from paper to electronic. Most newly graduated college students will end up using the internet in order to find jobs in their field, those quarterly applications as well as the many applications from the adults already unemployed will cloud up the website servers resulting in unqualified people being paired to job openings.
    These clouded servers make it hard for employers to find qualifying employees for the positions they’re trying to fill. For this reason it is important that college students embrace the concept of creating business relationships wherever they can especially because the ineffectiveness of these websites could cause employers to lose interest in using them while searching for new employees.

  21. Jordan Aharon November 3, 2017 at 3:10 pm #

    I understand the author’s point of view. It probably is very frustrating to look through hundreds of applications when no one is qualified for the job. I think though he probably is exaggerating his point. While he mentions that their current job doesn’t fall under the PR umbrella, there could be more context to the situation. We don’t know if maybe that waitress that applied was a communications major at college. I think the author was too strict in his job search. He included marketers in the category of people who aren’t qualified for the job. While marketing and PR are different fields, there is enough overlap that it is worth sending an application. Even though there is a really low unemployment, it is never easy getting a job. It is also hard to find a solution to the author’s problem. These employers have no authority over the applicants. Therefore, applicants can never really be held accountable.
    He compares at one point the applicants looking at jobs like Tinder. I agree that finding a job can be used like Tinder. I’ve heard career counselors say that students should “swipe right” on all internships. Every time I see an internship that interests me, I send an application. For the perspective of an applicant the worst response you can get is a no. Technology is making it much easier to find and apply to jobs. On several job boards an applicants resume is saved and all the applicant has to do is press apply and it sends it out.

  22. DC November 10, 2017 at 10:30 pm #

    The job application process has simplified making applying for jobs quick and efficient. One can use a “one size fits all” resume, making only minor adjustments, to apply to several jobs. This article suggests that using this strategy is the easy way out and will not help in getting a job. This firm manager was looking for someone to hire as an account director and interviewed people from every background imaginable. Often, these people would glorify their credentials almost falsely advertising themselves. Employers can see through this and are more impressed with legitimate skill descriptions. Although it takes more time, researching the company one is applying for, tailoring their resume to that company, and demonstrating sole interest in that company is a better strategy to get a job.
    Perhaps people are job hopping and end up in jobs that they have no prior experience with is due to the education system. The education system is a business, and like any business attempts to maximize profit. Colleges offer majors and classes that aren’t applicable in the workforce. Students sign up for these majors and colleges make money. Also, the depression in 2008 resulted in many losing their jobs. Perhaps workers care less about their job and are more willing to fill any role to simply make money. Using this approach, people out of work will “cast a wide net” and apply to many companies in hopes of landing one job. This may not be successful in the long run. As the article states, more and more workers struggle to keep one job and tend to job hop. Often, the most successful workers remain in a company and work their way up to higher, better paying positions. Therefore, in the long run, it may be better to devote all efforts to one company and work on advancing within that company rather than hopping between jobs. The highest earners such as doctors and lawyers use this approach. Becoming a doctor or lawyer is extremely competitive and most applicants are extremely qualified. To beat out the competition, medical school applicants, for example, tailor their resumes and research each medical school they interview at. This focusing eventually pays off in getting a job and retaining that job for much longer.

  23. Carolyn Wyland November 11, 2017 at 10:58 am #

    I think that job-hoping and career changing is okay to do but needs to be executed correctly. I see myself as wanting to move careers and learn new jobs at an above average pace. I think if you are desiring to switch career fields than a couple things need to be considered. How do your current skills translate into the new field? Is the new field a suitable choice? Also, a pay cut might need to be considered because you might not yet have the desired skills in that industry. However, if you are applying for a job position that you have no experience in you might want to do so through networking or by being honest in your cover letter.
    Another current issue for applicants are Facebook searches by employers. It is not illegal for companies to check out applicants’ social media accounts. Employees represent the company and people may want to consider what they post on their accounts. If people feel limited on what they can post, then they are also able to put their account settings to private and this is a tactic people have used to stop employers from looking at their accounts. However, as people get older they may begin to realize that something they posted when they were 20 they would not post now that they are 30. Knowing how to market yourself and conduct yourself comes with age.
    I know when I am looking for jobs on Indeed or Monster I will look at the requirements and see if I closely relate or could translate my skills into that position. There are so many different types of jobs with different skills sets and I think a key to moving into a new job is how your skills translate. I personally highly value how today careers are not traditional and having multiple careers in a life time is possible. People are also able to have different jobs within the same career field. For example, a human resource specialist can work in recruiting for an investment firm and then move to the compensation field of a tech company. The success of pursuing a new job relies on how the person applies themselves and paying attention to the detail of job postings.

  24. Katie Marchesani November 11, 2017 at 10:27 pm #

    It has become increasing difficult to get a job. People will go on multiple interviews and not even hear back from any of them. This is especially true for college graduates. Employers are looking for applicants with years of experience, that people right out of college lack. This has led people to start applying to any job they see on job search websites, in hopes they’ll hear back from at least one company. Most forms can quickly be filled out and sent in. Some companies have tried to reduce the number of applications they receive by making the forms longer and more detailed. They are less simple than uploading a resume and cover letter. With the applications being time consuming and with many questions, less people are going to apply. This helps companies to narrow down the applications they receive. This approach is good for companies as trying to select the best job candidate is difficult when they have to go through a large number of resumes. The article made a point that it might be necessary for companies to use a recruiter rather than post a job listing on Indeed. For entry level jobs, platforms like Indeed work. However, for higher level position using a job recruiter to select a few qualified individuals might be a better idea for companies.

    A main takeaway from this article is the need for a resume that stands out. It’s important for college graduates to fill their resume with a variety of experiences, outside of their education. Having a background with internships, volunteer work, clubs and other organizations helps to differentiate one from other candidates. A college degree doesn’t always equal a job anymore. Students have to be aware of this issue and take time during their college years to gain experiences to put on their resume. There are too many people that graduate college and can’t find a job because they don’t have any experiences. It should also be noted that having connections and networking is important. Companies are scared to take risks on people they don’t know. The job hiring process is extensive because companies want to make sure the person selected will fit with the company. Therefore, companies would rather go with a recommendation of a person if given one over others. Students need to take advantage of any networking opportunities available to them while in college. This will help them on their job search process once they graduate.

  25. Brianna A Avery February 2, 2018 at 4:46 pm #

    It continues to be increasingly hard for people to find jobs. People attend four-year universities and have false hopes they will be able to find a job that pays well. As people graduate, they are disappointed when they are unable to find a job. As the need for people looking for work increases, the more people are applying for anything they can get. Employers post their open positions on websites such as Indeed and Linkedin hoping to fill the position quickly. However, all employers see quite often are people who do not fit the job description. In the article “How Not to Get a Job” by Allan Ripp, he discusses the countless people who applied to his job posting who didn’t qualify for the position and current jobs being utterly different from the work that they will be performing. With the number of jobs, available decrease people are willing to take chances to see if they can land the job. When people are desperate for work, they are eager to apply for anything that pops up on Indeed hoping their previous experience will encourage employers to call them for an interview. However, as Ripp details in his article, if a prospect’s experience does not resonate with what needs to be performed in the job they are applying for, they will not get the job.
    However, I can understand why some people apply to job postings even if they do not have everything that listing is asking for. My friend Jenna, seen a job posting for a receptionist that required their prospects to have an associates degree and at least a year of receptionist experience. My friend, Jenna didn’t have either requirement, but she worked at the same mall job for four years and had customer service experience. Jenna ended up getting the job. My point is most people are hoping to get the chance to land any job they can get when it is especially hard to find a good job today. With jobs as simple as a receptionist, I don’t understand why some employers cannot give some people the benefit of the doubt if and only if someone with the qualifications does not apply.

  26. Olivia Mason February 2, 2018 at 6:57 pm #

    The way the job market operates today is not the same as it was twenty or even ten years ago. Technology has played a huge role in this, both directly and indirectly. Of course many will argue the benefits that technology has given us, including its influence on the job market Technology has brought sites like LinkedIn, and Indeed (as was used by the author) that simplify the recruiting and application processes. Others will argue that these sites are more work than their worth due to the overwhelming amount of unqualified applicants they produce. While the net benefit or loss from technology on the job market is uncertain, no one can argue that the way it works today is the same as it used to be.
    As highlighted throughout the article, hardly any of the applicants had been at their current job for over a year. The old ways of working, where someone had one job, or worked for a single company, for their entire lives just simply isn’t the way things work anymore. There are now fifty-five million freelancers in the United States and they make up thirty-five percent of the workforce, the highest percentage to date (1). This likely isn’t going to change any time soon due to the fact that young adults have an affinity for independent work with almost fifty percent of workers aged eighteen to twenty-four are freelancers versus only twenty-eight percent of Baby Boomers (1). While many enjoy freelancing work because of the flexibility it provides, there is something to be said for the job security that comes with the traditional model. It would be interesting to see how employers feel toward this changing market as the tendency for people to switch jobs must weigh on their minds and is surely a factor in the hiring process.
    Due to technology, the pool of applicants has also increased. Now, instead of only competing with those in a close geographical location to us, we are competing with the rest of the world. Increased transportation technology has made it easier to move around for a job so that applicants can now apply practically anywhere and be able to follow the work without the historical astronomical expenses. As well, technology has improved to a point where it is often not necessary to be physically present in the same building. An advertising consultant from the UK could work for a company in Toronto and just mail in reports or information and could use Skype (or some variation of it) to be present at office meetings. The job market has truly become an international phenomenon.
    Ultimately, while technology has changed the face and internal structure of the job market and competitors, it still has some of the traditional market’s basic principles. Employers are still human (as the author points out) and despite the online application process, the application should still have the same personal touch that they used to. Key desirable traits in an employee are still similar as well, as a dependable, hardworking employee is still sought after; now they just need to be innovative too.

  27. Don R February 2, 2018 at 8:42 pm #

    We are in a technology and job revolution, the fact of the matter is that old forms of jobs are gone. There is no such thing as working for a corporation for twenty years and retiring with a lucrative pension. The use of technology as a blazing way to submit one’s resume does not cut the mustard when trying to get the position. We throw our electronic and paper resumes at potential employers till they die from paper cuts or electronic viruses, but we will get nowhere fast. We might even go backward in our job hunt. The personal touch of a charismatic individual in the application for jobs is undervalued. I am shocked that only two people called the employer. It seems that the best smartphones of the twenty-first century are incapable of a voice call. The article highlights the reality of social media; it is a brilliant potential employee elimination tool that works with ruthless efficiency. Look before you paste, I do. Why shouldn’t you? Young people have no clue the dark reality of all social media; it is a self-inflicted deposition

    We have a world where headhunting is a profession; our only hope is to get into the scope of a headhunter. Resumés as a form of finding employees is an outdated system; the fact that potential employee finders are an actual profession in the United States makes that very clear. We should look at the white Dewy law firm as an example of what business wants, which is the business of charisma. Headhunters stole all the people that brought in the market, and the company was left penniless, and a White Shoe Law firm filed for bankruptcy. Machines can not automate the personal touch or outsourced to another country; headhunters can only steal it in the search for business.

    On a much sadder note, the unemployment rate in the United States will only go up as slowly Amazon cuts retail, and the taxi industry is silently murdered by Uber’s robotic cars. We (being college students) are in the best position to speculate on the future and tailor ourselves for the chaotic time that approaches us at an ever-increasing pace. We can only look at the failures of others (not calling, copy-paste resumes, and moronic social media postings) to better tailor ours in the coming job wars.

    We need to all look before we leap when sending our next resumé.

  28. Nicholas DiBari February 21, 2018 at 7:48 am #

    job market. As the millennial generation and those after it enter the work force, the attitude in regards to finding employment has shifted drastically, proportionate to the implementation of ever-increasingly omnipresent technology. As the article mentions, people now apply to jobs simply for the sake of applying for them on the basis of how easy it is to send out numerous applications. This notion, however, is prevalent in far more fields than the job market.

    Throughout my experience in high school and my (albeit limited) experience of college, students often join countless clubs simply to say they joined them, or to pad their resumes. Students would be involved in six or more programs, only half of which actually pertained to the field of study they would likely be pursuing in college. This is detrimental not only to the student, but to the club itself as well.
    As mentioned earlier, students will (more often than not) join excessive amounts of clubs so as to pad their resumes so as to appear to be superior candidates to the schools they are applying to (in the case of high school students). This over-commitment to various programs can be highly detrimental to students. In my experience, I have known peers whose mental health has been negatively affected on the basis of overreaching in terms of their day-to-day schedule. There oftentimes would simply not be enough hours in the day to do all that needed to be done in their academics, their multitude of clubs, and in their own personal lives. I have seen students’ grades suffer simply because their over-commitment to sports teams and student organizations take up far too much of their time.

    This is not even to mention the negative effects over-committed students have on the clubs they join. More serious student organizations such as student government, or DECA (or the equivalent; in my high school this was the competitive business club) have serious time commitments that they are quite up front about. Students will often take up involvement in the organizations with disregard to the rigor of the program, and then inevitably drop out. This can (and does) greatly affect the quality and productivity of the organization itself.

    • Nicholas DiBari February 21, 2018 at 7:49 am #

      The first line should read, “This article speaks to many different aspects of the attitudes of the coming generation in regards to the job market.”

  29. Zachary Corby February 22, 2018 at 1:08 am #

    This article really struck me because it shows how the job hunting process is changing now with technology, and what should and shouldn’t be done to get a job. The author listed a ton of different people who all applied for an account director position at her public relations firm, all of who were from completely different professions. Despite them not having a past profession that really correlated to the position, each of these candidates crafted their resumes so that it would make them look like they would make a good fit for the position. She stated that some of the words they were using sounded like playing mad libs, because that is how superficial their resumes sounded. Unfortunately, though that is what the job industry is coming to and the author of this article does not seem to realize it. People today are advised to make their resumes as professional sounding as they possibly can. I have gone to the career center here at Seton Hall and they have sent me list of words that they want me to use when constructing my resume. Another part of it is that people are just unqualified. In this instance here the author said that she specifically asked for people of a certain background to only apply for the job because that is what they are looking for. Yet, a big trend is since as the author did here, job postings are becoming easily obtainable online more people can apply. What is the harm in at least sending in your resume and being told no? When people actually have to pick up a phone or go meet someone face to face it will help to narrow down the field. When all you have to do is press a few buttons and your resume is sent in to a business it doesn’t hurt to try. Inflating your credentials is not a bad idea either. Some businesses are stupid enough to fall for it, otherwise people would not be trying. Not everyone is going to be extremely qualified for every job, but if they can make it at least seem like they were valuable and had a lot of responsibilities at their past job through their credentials they might be more likely to get the job. Countless jobs these days are being eliminated by new technology or younger more skilled workers. This leaves a lot of older workers out on the streets, who are not nearly as qualified for a job today. Aside from that jobs in general are just becoming a lot more specialized, and are looking for very specific credentials. In regards to job hopping I think that is true to an extent. I have seen from the kids in my generation who are worming at minimum wage jobs that a lot of them do not make it past 6 months with one job. I think a lot of the new generation of workers coming in are unable to difficult with a lot of circumstances that come with jobs, and also are never content leading them to look for new opportunities. I don’t think you can make any judgments about job hopping from this article in particular because a lot of them should be judged case by case. I found it interesting that she went through the social media of people but it did not give her much issue if people had something that was inappropriate in it. I feel that is important because sure it is okay for a person to pause if there is something slightly inappropriate in them, but I don’t think that should be the deciding factor. Regardless, once again this article reinforced that employers will go through your social media when you are applying for a job so you need to be careful. There is also a brief mention about how she did think a lot of the guys who were underqualified were great people. I think this is important because while qualifications are the main factor, you can do a lot to boost your stock if you are an enjoyable office presence. One thing is clear from this article and it is that there really is no perfect candidate in a sense, so it is up to you to make yourself as qualified as possible. Cleaning up your social media is an easy thing to do. Being a good person and one that would be easygoing in an office setting is another. If you can do those two and have a decent amount of qualifications then you should be in the running to get the position. I really disagree with the whole notion for people inflating their resumes because I feel like that is really what you are supposed to be doing with a resume, making yourself seem like a great person and candidate. However, being reasonably honest on your resume along with all these other things I mentioned seems like the perfect recipe to get a job.

  30. Joe C. February 22, 2018 at 2:26 pm #

    I found this article very interesting and relevant today. I believe it comes down to several favors, one being a qualitative vs quantitative approach by job seekers. That is, many believe that the more job applications/resumes you get out there, the better your chances of receiving a call back; this couldn’t be farther from the truth. The problem is, as this article pointed out, is that there is a decentralized system that allows you to go all willy-nilly and easily blast your resume to a large amount of employers/job posting at a swipe of your finger. Each and every resume should be tailored to that position, job or skill-set; cookie-cutter resumes (and cover sheets) DO NOT WORK. Second, as the article mentioned, “Fluff” and jargon that is within your resume in an attempt to impress a recruiter/hiring manager can be quickly seen through and off to the “no thank you” pile your resume goes. I read another great article from Workopolis on this subject, and it mentioned that nearly 98% of job applicants for a position are eliminated at the first resume screening; leaving only 2% to actually make it to any type of interview (phone or in-person). It is vital that you curtail your resume and job experience to that exact position that you are applying for. If you have leadership or management experience, relate that experience to the position you are seeking and don’t over sell it (keep the fluff out). Ensure that you read the entire job posting from top-to-bottom, then read it again; when you’re done, read it again. If you don’t meet the qualifications, education, experience or any other aspect of the job – don’t apply. Aimlessly throwing your resume at every position that you think you “kind of” qualify for, may end up hurting you. The online software company Bullhorn conducted a survey of nearly 1,500 recruiters/hiring managers and found that 30% were turned off by applicants that applied and were not remotely qualified; of that 43% said they have blacklisted candidates from other jobs as well, by suppressing their names in future resume searches.
    When writing your resume, and applying it to the position, focus on how will make this hiring manager’s life easier; you should avoid solely focusing on your achievements. Ultimately, this company/hiring manager has a void, they are looking for someone to fill it and want to do it at the most cost effective approach that doesn’t involve a burden to the company – they want someone that can come in and ‘hit the ground running’ and offer the biggest cost-benefit. Make that you! You need to leave an everlasting impression on that manager. One technique that I have employed – with success, is a follow-up email/letter. Thank that hiring manager for their time, for the opportunity to meet with you and that you are EXCITED (in many more words) to be a part of and to contribute to their already top-performing team. Set yourself apart!
    Another great point that this article made was that recruiters/hiring manager are using social media to find out who you really are, what your personality is like, what you do in your personal time and who you are outside the professional setting. Shannon Blog covered a very similar article (this-is-what-recruiters-look-for-on-your-social-media-accounts) that was a very interesting read. Some may call this an invasion of privacy or an invasive method, but what we put out on public domains are out there for everyone to see. A few adjustments of your privacy settings will help this and remember… DON’T POST QUESTIONABLE THINGS!

  31. Lucas Notarianni February 22, 2018 at 4:40 pm #

    Allan Ripp’s “How Not to Get a Job” is a great article for me as a job seeker to see from an employer’s point of view about the job searching process of today. Ripp is absolutely correct from my perspective about how impersonal the job search is, how people have identical cover letters and resumes for employers, and how often people switch jobs in today’s society.
    To begin with, Ripp is correct in stating that the job search is very impersonal. The majority of companies searching for jobs are published on websites such as Glassdoor and Indeed. These sites make it easy and accessible for job seekers to apply for, by doing very little research before-hand. The easy flow of applications does make it seem “simple, fast and prepackaged…to feel inauthentic and impersonal”. I was surprised to read that Ripp looked through the majority of the resumes, because I have been told that many employers use algorithms themselves to condense the candidates down to a narrow bundle to look at, making it even more impersonal. I understand that Ripp wants a candidate that is authentic and creates personal cover letters, so he should try to go to some career fairs, where he can meet people in person so he can decide if he “want[s] this person sitting across from [him] or along for a client meeting”. Going to job fairs will be more beneficial for Ripp to meet candidates instead of using social media. I would not have very good luck if many employers are looking at social media because I do not have and social platforms that express my daily life, so they would not find a better picture of who I am.
    Along with the impersonal job search online, cover letters and resumes begin to blend in with each other. As a student I was taught to use key words and phrases in our documents that will be picked up by algorithms through employers or have eye appealing words that pop out when an employer reads over one. This is why the “the waitress who described her duties with the clarity of E. B. White” wrote the way she did. She used key words and statements that sound a little over-the-top for her job, however it seems to raise her credentials. This is why resumes become “one size fits all”. People expand their vocabulary to make their job have greater abilities that give the impression that this candidate can switch and transfer across the entire job field, making it again impersonal for the employers.
    The large pool of candidates online, along with the impersonal factors make people switch careers so easily in applications. The potential candidates are so large on these internet sites, which make me feel that my resume may never get looked at, so I may browse for more job openings and apply for ones that I feel are not in the spectrum I want to be in, or have the credentials for, but the application process is so easy that it is worth a shot to apply anyway. Many employers want experience on a resume and as a college student, I find many of my peers going to vast amounts of internships to look well rounded for when they apply for full-time jobs when they graduate. Job hopping is just a way for those to expand their resumes to write down that they can handle every job in the market. All in all, Ripp is correct that the job process is becoming less personal and I think he should go to more job fairs then in the future to find candidates, even though there will be a lesser pool of applications because the people there take a step further away from their couch to mindlessly apply to jobs using their inauthentic resumes.

  32. Mathew Gonzalez February 22, 2018 at 11:24 pm #

    You can be anything you want to be, but doesn’t mean you should. In today’s world, members of the workforce simply shift from job to job, not relevant to their professional careers. With the advancement of technology, companies post jobs online that attract thousands of applicants who don’t necessarily fit the profile, but they apply because of how easy the process is. On the employer’s side of the application process, the decision making on how to approach these applicants is a struggle by either using algorithms for buzzwords on resumes, monitoring social media accounts, differentiating applicants by means of applying/making contact, or individually analyzing each and every resume. Each of these ideas of approach have their own fault, but organizations are at a loss on the magnitude of applicants that truly fit their occupational needs.
    As a millennial, I embrace the lack of hardship in applying for jobs online. However, I do go the extra efforts to stand out of the way of applicants by keeping appropriate social media accounts, contacting the companies I’ve applied for by personalized means, and used concepts within the job description that are associated/similar with my current occupations. The barrage of applicants in competition for a position is truly a barrier to overcome. I emphasize with the workers in this article hoping to switch to a different professional field, but another means of action they should consider would be advancing to a better position within their field. This provides less stress on the employers cycling through resumes, and makes individuals within that professional field have a better chance of getting hired.

  33. Tanner Purcel February 23, 2018 at 3:54 pm #

    In the article, Allan Ripp talks about a job application he posted online and the responses he received from that job posting. With the job search being so stressful, many people just throw there resumes’ at any employer or company they can find, even if their job history has nothing to do with the job they are applying for. Ripp writes that
    “restless applicants shoot off their resumes like one of those T-shirt cannons at a football stadium, firing without aiming.” Even though he critiques this practice, it is hard to blame the applicants. They are just shooting blind, looking to hit any target they can. All they are looking for is a job, and I am sure they are applying to more than one job posting.
    Ripp also talks about what he looks for in these random applicants. He writes that he scans “Google and social media for advance clues before making contact.” According to, 70% of employers use social media before hiring candidates, and over half of employers are finding content on social media or google that stops them from hiring that candidate. Employers will look at a potential employee’s social media accounts, like facebook, twitter, Instagram, and linkin. Most employers do not just want cookie cutter employees who follow everything in the book. They want someone that they would be willing to be around, and willing to have their other employees be around all day. Someone who will not only get their job done, but also has a positive effect on the other employees. Ripp wrote that he asks himself if “I want this person sitting across from me or along for a client meeting.” If the other employees do not want to be around you all day, then they will be less likely to enjoy their job and less likely to perform at the best of their ability. Being likable is just as important as being skilled for the job.

  34. Caroline Jean Philippe March 16, 2018 at 9:01 pm #

    The job market is very hard to get into in this day and age. To get a job a person has to be cutting edge and cream of the crop. To get a job a person has to be determined and driven and cannot think like a person who has already lost. Part of getting a good job is preparing properly by going to a good school and accepting opportunities when they present themselves. Another trait that is needed when looking for a job is patience. Usually people do not start at the top of the pyramid job seekers have to take failure with a grain of salt. I found this article to be quite comical being that none of the applicants were qualified. People should choose their future jobs based on what they are passionate about. If people graduate and find that they do not enjoy their job they should pursue a new undergrad that makes them happy because then their job will make them feel fullfilled.

Leave a Reply