{"id":13022,"date":"2014-04-09T01:06:54","date_gmt":"2014-04-09T08:06:54","guid":{"rendered":"https:\/\/svapm.org\/?p=13022"},"modified":"2019-08-11T00:36:41","modified_gmt":"2019-08-11T07:36:41","slug":"employers-interview-never-hires","status":"publish","type":"post","link":"https:\/\/svapm.org\/?p=13022","title":{"rendered":"Employers that interview but never hires"},"content":{"rendered":"

This is Laura Lee Rose, a business and efficiency coach that specializes in professional development, time management, project management and work-life balance strategies.\u00a0 In my <\/i>Professional Development Toolkit package<\/a> , I go into professional development and\u00a0real-world IT topics in detail.<\/i> If you are interested in more training in these areas, <\/i>get signed up<\/i><\/a><\/p>\n

I know the usual reasons for not hiring a particular individual, such as under-qualification or just-not-a-fit; but what are the reasons employers interview and then decide not to hire anyone?<\/p>\n

There are often different reasons why employers interview and then don\u2019t hire.\u00a0 Because reasons are normally asynchronous to the hiring process, they are less evident.<\/p>\n

\"\"Since the interview process takes time and money (from advertizing for the position, filtering and sorting incoming resumes, initial candidate screening and the interview meeting),no company goes into this process with the idea that \u201cthey do not intend to really hire anyone\u201d.\u00a0 They enter this process with the full intention of finding good candidates and eventually a good employee.<\/p>\n

But because this process takes time, things can change during the interview process itself.\u00a0 The longer it takes to find someone, the higher the risk of something changing.
\nSome things that they may realize during the interview process are:<\/p>\n

1) The longer it takes to find the right person, the higher the risk that they realize that this position isn\u2019t as critical as first thought.\u00a0 They may feel that they are doing fine without the extra hand.\u00a0 After viewing several candidates, they realize that they rather train and promote from within. Or they find that they have actually completed the project that they were trying to hire.
\n2) The position disappears because of an re-organization or business strategy change. It could be combined with some other role or eliminated altogether.
\n3) A new project management strategy is instituted such that either the schedule is extended to allow the current resources to handle the added tasks; or the project scope is diminished such that the current resources are satisfactory.
\n4) A hiring freeze was just initiated.
\n5) A different way of subsidizing the resources is implemented instead. This could be a short-term contractor, an affiliated partner is providing the service (outsourcing), the company decides to eliminate that service altogether (and refer clients to their referral partners)<\/p>\n

It\u2019s important for job seekers to not take it personally, and work hard to stay on these potential employer\u2019s radar.\u00a0 Things change \u2013 which means things will change again.\u00a0 If you stay on their radar (through continued business networking techniques), when things change back again, you are on the top of their Rolodex.<\/div>\n

In the Professional Toolkit,<\/a> I provide worksheet, templates and guidance on how to accomplish these things.\u00a0\u00a0\u00a0 The Book of Answers: 105 Career Critical Situations\u00a0 <\/a>contains 105 work-life scenarios like the above.\u00a0 The scenarios show how to accomplish your goals in similar situation.<\/p>\n

For more information on how to get this toolkit<\/a> or the \u201cBook of Answers\u201d<\/a> email LauraRose@RoseCoaching.info <\/a><\/div>\n","protected":false},"excerpt":{"rendered":"

This is Laura Lee Rose, a business and efficiency coach that specializes in professional development, time management, project management and 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