Our process is very well defined and refined. We've tried just about every conceivable method of recruiting and I feel like we are always coming up with new ways to search for the right candidates for each job.
One of the steps in the process that has not changed much over the past decade is the expectation of a written resume. Now, we obviously don't require a resume for all positions--most of our production roles would be examples. Regardless, the vast majority of applicants supply a written resume. The initial interaction we have with each applicant is usually an emailed resume. Makes sense; no big deal. Agreed.
First Impressions
Now if I didn't know better I would assume that most people in the job market would know that the resume and cover letter are the first impression you make on a prospective employer. And that first impressions are relatively important. It turns out that my assumptions about all this are wrong.
Maybe I'm just too sensitive about it all; just because we invest tremendous energy in recruiting doesn't mean that applicants would take it really seriously, too. Maybe I'm just crazy to think that making a good impression is important. Whatever the reason, I am surprised on a weekly basis about the quality of the resumes we receive. I keep waiting to get jaded but it hasn't happened yet--in over 20 years of hiring people.
Rules Of Engagement
This is my first installment of what I expect to be a 100+ part series on how to make getting a job at Seven really really difficult. I won't say 'impossible', because any applicant can recover from just about anything--we are very forgiving. Forgiving, and with very high expectations.
I have developed a set of rules that will make your life--and Seven's--extremely challenging. The more of these rules you follow--and the more precisely you follow them, the more difficult it will be to land a career at Seven. The extent to which you don't follow these rules, is the extent to which you are likely to get a job and career at Seven.
Here's the first of many Rules:
The "I won't waste time being nice to the recruiter or 'secretary'" Rule
This might be the single best way to get axed before your interview process even begins. Go ahead, be dismissive or short with the point person with which you apply at Seven, whether that's a career recruiter like the talented Terry Malouf, or a full time employee of Seven, or someone in between recruiter and Seven employee like the incomparable Chantal Boxer of Fini Concierge. Hint: we don't have a secretary at Seven. These folks work really hard for Seven; a lot harder than just about anyone else I know.
If you don't want any chance of getting a job at Seven, make sure you are not super nice, respectful, intently listening, and following the directions of these folks. These Seven representatives are the gatekeepers and we trust their judgment implicitly.
That's it for now. I'll post more Rules soon. Stay tuned.
Comments