On the job as marriage
“We tell students the interview process is like a dating situation. Just like you want them to be interested in you, you need to be interested in them to make this potential marriage work, which means you need to prepare for the interview. With the Web, there’s no excuse to go into an interview uninformed.”

On the digital age’s impact
“Both candidates and employers want everything in a sound bite now. For candidates, that comes in the form of resumes. I was pulling examples of bad resumes for a workshop recently, and I found some great bad resumes in a 1983 book of ‘great resumes.’ They were so long-winded. Today, employers want resumes to be short, sweet, and to the point. If yours isn’t, you need to update it. For employers, that means providing useful information online because that’s where almost all candidates now go for job openings. Employers used to send over huge binders of information that they expected candidates to read – that’s just not going to happen any more. What I’m getting at: if you’re still applying for jobs or seeking candidates the same way you used to 10 or even five years ago, you need to update your methods and we’ll help you do it.”

On both parties’ responsibility
“In the 80s, we had all the big financial companies, retail firms, aerospace giants and even the airlines recruiting candidates for their training programs. They wanted to train them their way in their industry – they weren’t as concerned about lack of work experience or leadership skills. These training programs no longer exist, and most of the companies don’t either. That means candidates today need to be more knowledgeable of the job they’re going after and more skilled at the outset. From the other perspective, employees no longer stay with a company for 20 to 30 years, so that means greater responsibility for the company so that they retain their employees, avoiding a constant employee job search.”

On sophisticated candidates
“Along with candidates’ ability and need to inform themselves about the hiring company and position, they are also looking for more answers from hiring companies. Fueled by widespread reports of suspect ethics and the cutting of pensions, students are asking some tough questions of companies that go beyond salary. They want clear examples of how ethical a company is as well as what kind of promises can be made about retirement benefits. Even small companies should have answers to those questions ready.”

On sophisticated employers
“To attract the best candidates, companies are getting more creative in their outreach to potential employees. Here on campus, representatives are joining organizations like advisory boards or they’re becoming corporate sponsors for events. It’s giving them that personal touch, building that network that we usually think goes only in the opposite direction.”

On advice for older and mid-career candidates
“One of the biggest pitfalls we see lots of older students and mid-career professionals make during interviews is that they spend too much time talking about why they’re making a change. It’s natural to want to justify a change, but talking about it too much can give the impression that you’ve failed or that there is some problem that the employer should wonder about. It can also expose feelings of frustration, anger, or low self-esteem. The way around this is to think of a quick sentence or two before the interview to explain the shift or change. Really, it’s the same situation for someone looking to explain why he or she was laid off or quit a previous job. Don’t dwell on the past – focus on what you can do in the future.”

On the Office of Student Development’s resources for candidates
“Associated Students, Inc. just purchased some new computers for our office so students can search postings and post their resumes online. Those resources are available for alumni as well. We also regularly offer job fairs and interview workshops on topics like updating your resume and interview skills throughout the year. We have one coming this month for recent graduates, students, and alumni, but registration closes for it today.”

On the Office of Student Development’s resources for employers
“We’re still seeing lots of success using job databases like MonsterTrak, and if companies go through our web site, www.csudh.edu/studev, they can post job openings on MonsterTrak for free. Otherwise, they have to pay if they go through the company’s site. Our job fairs attract more than 2,000 students and alumni looking for internships and jobs, and through our On-campus Interview Program, employers can use one of our interview rooms to interview students. Employers, students, and alumni can access our Web site to see the resources we have available and to check out our calendar of events.”

On some things that never change
“Despite all the changes, some things really don’t change. Despite the web-based world, employers still come to campus in the fall with the intent of possibly hiring students after graduation in May. And candidates need to go to interviews prepared and confident. Make eye contact, smile a lot, and make sure you breathe so your answers don’t come out rushed.”