How NOT to Get a Job: Just Ask

22 February 2008 at 6:38AM 1 comment

Here’s a new job hunting tactic: Crash the company and startle the people who work there:

I’ve just had a situation that reminds me just how silly some people can be. I’m sat here working and some chap walks up behind me and starts talking to me:

Him: “Hello mate, I’m currently studying [so and so] and looking to talk to someone.”
Me: “Excuse me?”
Him: “Can I speak to you about a job?”
Me: “I’m sorry, who are you, I don’t understand?”
Him: “I’m just walking around agencies trying to get a job.”

He’d somehow managed to get past reception, use the elevator (that requires a code to use) and walk into the office and start asking me for a job. I politely told him that I couldn’t help him, and even if I could I think he’s going about it the wrong way and I would suggest he looks at how he’s touting himself around.

I mean, if you wanted a job would you seriously walk into the office of an agency, walk up to a complete stranger (who could be anyone in any position) and ask for a job? Has anyone actually got a job like that? Or has anyone actually given a job like that?

This posting come to you from across the pond thanks to Mark Hadfield a.k.a. That Gormandizer Man. See the whole thing for the details.

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Entry filed under: Interviewing, NotJobs.

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My Core Ideas

1. "I can't tell you the best way to get a job - because there is no one best way. After 21 years of recruiting, I CAN share things I've seen candidates do to guarantee they DIDN'T get the job."

2. "Most companies don't realize how their recruiting process impacts their candidate pool, and their business. Attention to simple things will result in big improvements."

About the Author

Troy Bettinger, SPHR is a Denver Recruiter, Public Speaker, HR Metrics Analyst and Human Resources Leader who has been recruiting in corporate and municipal environments since 1991.

He specializes in the complete hiring process: defining, sourcing, recruiting, testing, interviewing, offering and orienting new hires. He's also well versed in strategic human resources, college recruiting, diversity recruiting, AAP, EEO, ATS integration, recruiting metrics, social media, recruiting leadership, training and employment branding.

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