title: 25 Reasons Why I Won't Hire You! What You Did Wrong Before, During and After the Interview -2nd Edition
author:  Zenja Glass 
description: "The sad thing is that we can't tell the candidates what we really want to say. Many of them are qualifed for the positions; however, they ruin their chances by some of the mistakes they make. There are so many factors that we as the hiring managers have to consider when deciding to hire someone. This book seems to have addressed all of them. I am glad Zenja Glass wrote this book. I wish I could have given a copy of it to the lady that I just interviewed. She needs it." --Director of Accounting<br /><br />"I wish I could buy a copy for every job seeker that walks into my office. She address so many issues that we simply can't discuss. It doesn't matter if job seekers have 30 years of experience, or if they are new college graduates. I highly recommend this book for everyone." --Director of Human Resources<br /><br />25 Reasons Why I Won't Hire You! by Zenja Glass, was written for anyone in need of job-seeking advice... It is divided into three sections. Before the Interview (which includes great resume tips); During the Interview, and After the Interview. The book is filled with tidbits and examples that almost anyone can relate to." --Editorial Comment- Harford Co. Press
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  **1**
  
   **Competency-Based**
  
   **Job Descriptions**
  
  Vexelle Manufacturing Inc. decided to build its second plant in a fairly small
  town in the Midwest. The new plant was going to have the best equipment, with
  all the latest technology. The first positions to be filled were for 15
  maintenance workers. Sherri, the human resources manager for the new plant,
  was in charge of finding candidates to be interviewed by the maintenance and
  production managers. The response to an ad in the local paper was incredible:
  hundreds of candidates replied. After four days of interviewing, only three
  job offers had been made, and only one candidate accepted.
  
  What happened?
  
  Everyone had a different idea about what a “qualified”
  
  candidate looked like. The HR manager used an old job description to help her
  decide who to schedule for interviews.
  
  The maintenance manager felt that, with the new equipment, Programmable Logic
  Controls (PLC) experience was definitely a job require