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<\/a>candidate is interested in. \u00a0The candidate follows the instructions for applying for the position, which usually involve a resume and\/or an application. \u00a0These are sent to the employer who reads them, and then narrows down their list of candidates based on what they’ve received.<\/p>\nOnce the candidate list has been narrowed down, the employer requests an interview. \u00a0The candidate will sit in front of the employer and the employer will ask questions, and the candidate will reply with answers that hopefully will please the employer. \u00a0This process then narrows the list down again to the point of the employer choosing one candidate and offering them the position.<\/p>\n
Sounds simple enough, right? \u00a0But let’s look at some of the items that this process requires. \u00a0First, the application and\/or resume. \u00a0Let’s be honest here. \u00a0This application has to look good. \u00a0After all, we’ve all heard the importance of the first impression. \u00a0This piece of paper is your first impression. \u00a0There’s nothing on it that is negative. \u00a0In other words, if you were fired for constantly being late for a job, the reason you put for leaving will most likely be something along the lines of “Took position with Company Y”<\/em>.<\/p>\n Applicants today know that companies have been told by their legal staff that they should not say anything negative when someone calls for a reference about a former employee. \u00a0They should limit their information to the time the former employee worked there, and, if asked, if they would rehire the former employee. \u00a0Anything more can open them up for a potential lawsuit.<\/p>\n The next phase of the process is the interview. \u00a0If you know anything about a job interview, you know that you should be punctual, dress professionally, be polite, bring an extra copy of your resume, make eye contact, and make yourself look good.<\/p>\n