Looking to get a foot in the job-seeking door?

OK, you’ve applied for a job with one of Eden Prairie’s many companies or government organizations. So, now what might happen? And why? What is it that employers are looking for?

The city of Eden Prairie’s website says the government provides such services and amenities as public administration, a community center, a senior center, an art center, parks and trails, community gardens and liquor stores for its 62,000 residents.

Those things all need people to make ’em go.

Alecia Rose is in charge of the city’s administrative services and human resources. She says she looks for people whose life experiences can make them well-rounded job candidates offering different viewpoints. A college degree isn’t always essential, she says, because some candidates “may not have had the resources to obtain a degree.”

Eden Prairie’s Starkey Hearing Technologies manufactures a variety of hearing aids and professionally fits them to patients worldwide. Dee Fletcher, Starkey’s senior director of talent, says sometimes a person’s years of experience might outweigh the value of a college degree.

But qualification also involves some preparation. Be ready for that meeting with human resources. Rose expects a candidate to be aware of the work values expressed on the city’s website – such as building relationships, innovation, integrity and the importance of collaboration. She says she dwells on the seriousness of working for local government.

Fletcher looks for someone who embodies Starkey’s core values of caring, fearlessness and dedication. She seeks someone able to connect their career journey to what they want to do at Starkey.

DriSteem is an Eden Prairie company that manufactures custom humidification equipment for industry. DriSteem’s director of human resources is Birdy Dahl, who evaluates candidates for professionalism and attention to detail. Dahl seeks people who can discuss the qualifications and experiences noted on their résumés.

Rose gives importance to the résumé and the personal interview. Knowing that not all people can sell themselves in an interview, Rose focuses more on what the candidate says than how they say it.

At Starkey, there are jobs for which a post-secondary degree is not mandated but for which such a credential is “preferred.” The choice of that word avoids the “paper ceiling” that would automatically reject a candidate who does not have a degree. The careful choice of the concept of “preferred” acknowledges that the degree is something extra the candidate has accomplished.

Fletcher says the interview provides an opportunity to assess the candidate’s talents.

During an interview of candidates, Dahl is interested in “what questions they ask” (emphasis added). While conducting fairly formal interviews, Dahl hopes the interview will be more like a conversation.

After the hire, all three employers are ready to invest in their new employees. Rose notes that the city can provide tuition reimbursement, as well as funding for certifications and attendance at professional conferences. Fletcher mentions Starkey’s tuition reimbursement, support for employees’ personal development plans, and managerial collaboration with employees in their development.

Dahl says DriSteem takes an extremely formal approach to employee development. The company collaborates with the new hire on a detailed individual development plan, complete with milestones and a final date. DriSteem provides tuition reimbursement, training and access to seminars. The company formally checks on employees’ progress in their individual development plans.

Dahl notes that DriSteem can help new hires obtain credentials desirable for their job.

Rose is prepared to see new hires grow into their positions.

Since Starkey cares for patients with hearing problems, Fletcher is especially alert to how well an employee serves patients.

Finally, rejecting the idea that human resources wrings its hands over selecting a perfect candidate, Dahl says she does not agonize over perfection. She pictures it more as finding the right employee, not a flawless one.