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Scenes from a job fair
Last week two of my colleagues and I spent the day at a job fair, perched on stools in front of a sign presumptuously inviting passers-by to "Ask the Job-Search Experts."
I don't know the official count, but by noon -- one hour into the fair -- more than 2,000 people had entered the room in search of jobs and contacts. It felt as if most of them stopped by our booth, but, in reality, we couldn't have spoken to more than a few dozen. The questions were just too involved for quick answers.
Not that we got many stumpers. Most people wanted feedback on their resumes or advice to improve their interviews. It's just that many of the hopeful candidates were entering the race far behind the starting line, and they knew it.
So, instead of giving straightforward tidbits like "Try asking for the department manager instead of human resources," we were going all the way back to the basics to figure out where each job search had gone off the track.
For some -- far more than I had anticipated -- the derailment happened with their first felonies, their first firings from jobs or both. One thing these conversations confirmed is that being fired is far more common than most people would believe. Fully half of the people I met that day had been fired -- some for cause, and some unjustly.
The people who had been let go were luckier than those with convictions. At least they weren't restricted from working at any jobs, and they could hope to explain the situations away. Those with felonies had to keep telling employers that they had made mistakes and wanted to start fresh. That kind of humility is important, but it's extremely tiring by the time you reach the 30th employer of the day.
Speaking of humility, nearly every job-seeker I saw was painfully earnest and eager to get a new job. Whatever employers' complaints about job fair candidates or job-seekers overall, the ones we saw were respectful and well-intentioned.
There were several people at the job fair with mobility issues, including some using wheelchairs. What a challenge they had to position themselves in front of the employers! If points are being awarded, it should be noted that they had to work twice as hard as others simply to show up.
I was heartened by the genuine outreach by most of the employers. Some were discussing current job openings, while others were drumming up interest for future needs. They all had stories of job fairs and candidates. A staffing professional at a contract house mentioned how sad it makes her to see the same people at job fairs six months apart. All I could think was, "What a memory you have!"
I had a sobering conversation with the recruiter representing a national retailer. While I know that applying for jobs at computer kiosks is now standard practice in these stores, I did not expect to learn that this corporation puts every candidate -- including stock handlers -- through testing and several interviews. The recruiter explained that this practice yields the best candidates.
Even so, I find it sad that what used to be steppingstone job opportunities are now so difficult to get. I couldn't help wondering if good stock handlers -- who could be future managers -- are being screened out by this five- or six-step process.
That's my report from the job fair. If you've been thinking about going to one, give it a try. My most sincere advice? Wear good shoes. The employers won't notice your feet, but they're not likely to miss the pained expression on your face if your shoes are too tight.
- Amy Lindgren owns Prototype Career Service, a career consulting firm in St. Paul, Minn. She can be reached at alindgren@prototypecareerservice.com or at 1071 W. Seventh St., St. Paul, MN 55102.
