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Is there a real job behind that interview?

By JUDIT PRICE
Sun Correspondent
Lowell Sun

Two complementary forces have combined to make the job search process very difficult. The first is the growth of the work force combined with the overhang of talented people from the slowdown in 2000-2001. The second is a competitive and economic environment that has really discouraged employers from increasing their workforce. As a result, finding a job or, more importantly, finding a satisfying position that offers growth and security is a lengthy process that can try the patience and motivation of anyone., At the same time companies have to grow. Competitive pressures require companies and organizations to respond to the marketplace and that calls for new products, new services, new strategies, and a constant flow of new ideas. As a result there is pressure to expand and that means a growing need for new talent.

This conflict between economic pressures and long-term business needs has created a problem for job seekers. That problem becomes evident when an interview turns into extended delays, HR is not clear regarding approvals, and you are subject to a stream of complements from people who have no real role in the hiring decision. In truth, these types of interviews, keeping current with "what´s out there", can be devastating. Nevertheless, companies persist in spending time and resources interviewing for positions that don't exist, and may never exist, because they think they have to.

Understandably, it is enormously frustrating for job hunters enticed by an interesting opportunity, only to discover that no real job exists. Frequently, they think it is their fault and that they did something wrong. Many believe that is why they did not get the job when in actuality no viable opening existed. Unfortunately this can further undermine the job seeker´s self confidence.

So, how do you protect yourself? How do you make sure you are spending your time as efficiently as possible, keeping these no-job job interviews at a minimum, and focusing energy on the real opportunities?

First of all, not all of these phantom "opportunities" are worthless. A well-prepared interview could impress the interviewer to become an ally. Another position in a different department may be available. Or, an enterprising manager may see a good fit and decide you would be a genuine asset, and worth the effort to get hiring approval. Unfortunately, you don´t know.

Research can help. Check the job boards and try to determine if they have been hiring. Look within your network to find employees, even former employees that may have some information. Most importantly, check the public record. Try to determine how these firms are doing. Finally, look at their web sites. Many firms will attach requisition numbers in their employment section. The existence of a "req" number is a good indicator the job is real.

Unfortunately, none of this is really definitive. The hiring process is so dynamic, that today's opportunity can fade, while new requirements can pop up. If you are contacted, it is OK to ask whether this is an exploratory interview or an approved, funded position is in the offing. It is important to be discrete when asking, but an honest inquiry asked in a positive manner should elicit a candid response.

In many cases you won´t know for sure. Therefore, the prudent thing to do is take the interview. During the course of the interview ask about the previous occupant of the position. If the interviewer says the job is newly created inquire about funding and timing. If the funding is not approved and the timing is indeterminate, that´s a pretty good indicator that this is just a shopping expedition.

Take a hard look at who is doing the interviewing. If, after two or three interviews you are still in HR, that´s a bad sign. Even if you get out of HR and are meeting with staff people, there may be little indication that you will meet the hiring manager. In this case, it may be time to move on. It would not be unusual if a gentle inquiry elicited a confession that the hiring manager may or may not fill the position.

Some might recommend that you screen your calls before scheduling the interview, and make your decision based on the response you get. That could be unwise. The important issue is having the best information up front. Exploratory interviews can be helpful and should be treated as a useful tool.

We all know the interviewing process can be a nightmare. You can´t be rejected for a position that never existed. Nevertheless, people do feel they have missed an opportunity, even when none existed. Consequently, do the research, talk to your network and then ask the right questions during the initial interview. Be realistic about the situation while totally prepared for the real thing.

Judit Price is a masters-level career guidance counselor, certified career master, international job transition coach, and a career development facilitator. She is also a principal at Berke and Price Associates, Skills for Career Services, in Chelmsford.

For further Information email: Judit Price or call: 978-256-0482