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An Example of What "Competitive
Process" Means
Friday, September 07,
2007
Honda, the Japanese automaker, is building a new plant in Indiana.
It expects to receive over 30,000 applications for the 2,000
positions it has available. With the majority of applicants
thinking they have a chance, what are the odds?
It is easier to put job application tips in perspective in light of
the above facts. Tips such as "be clear when you write your resume
because HR managers have a lot of applications to go through" or
"grab recruiters' attention upfront as most recruiters don't 'read'
resumes; they only 'browse' through them."
Being Articulate Is Key to Successful
Job Applications
Tuesday,
August 28, 2007
Perri Capell responds to a reader who can't seem to find a new job,
notwithstanding the fact that he's been with one of the top 4
accounting firms for 18 years and with a financial firm for 4
years. After being unemployed for 2 years now, he is really
discouraged: "I'm willing to start at a lower level,
but
employers can't seem to figure out what I am, or they lose interest
because I'm unemployed."
Clarity is key to job applications, as employers won't waste their
time figuring out what you are trying to say or how you can
contribute to their business. In order to articulate your thoughts
clearly, you have to be clear in your head first. Most of the time,
people are unclear because they don't really know what they want to
say. To summarize: clarify your thought process, then re-draft your
resume and cover letter.
If you've been trying for a while and can't seem to find a new job,
you need to look at what you did and change things.
Don't keep
doing what doesn't work.
The "What's Your Salary Expectation?"
Question
Wednesday, March 14, 2007
Marshall Loeb mentions in his article that the best way to deal with
this issue in an application is to "not answer the question."
Instead, he suggests three options:
- mention that you expect the "fair market value;"
- mention that your salary is "negotiable," or
- mention a "salary range."
The salary expectation question is often used by employers to screen
out candidates and it is sometimes better to avoid it, unless you
are sure you will not work below a certain threshold. Also,
mentioning a salary range early on in the application process will
make it harder to renegotiate later.
Job Tips for Workers Over 40
Monday,
March 05, 2007
Forbes has a slide show of tips for workers that are over 40 and
looking for work. Click
here to view the show.
Setting Your Priorities Straight
Monday,
February 19, 2007
It sometimes happens that job seekers lose sight of what they
want... This article gives the perfect example of a job seeker who
focused more on having the "perfect resume" than on actually
"getting the job."
The person in this article learned of two openings and was able to
get people in the know to give him strong references. Yet, instead
of calling the decision-makers who were impatiently waiting to meet
him, he worried that his resume "wasn't good enough." He therefore
let them wait...
A resume is only a document. Employers don't hire documents, they
hire people.
The Video Resume Is Making Its Entry
Thursday, December 07, 2006
A trend has emerged recently where job seekers make video clips part
of their applications. Although the famous case of the Yale
University student should always be kept in mind in terms of what to
avoid, it seems that that incident did not act as a deterrent for
others.
In fact, some employers are welcoming the change. Employers have
started long ago to promote themselves using video clips to present
their organizations in the best light possible. Why can't the
reverse also work? According to some HR professionals, this trend
is bound to take off and more players, like Jobster, are exploring
the idea.
What does this mean in terms of how our society is evolving? It
seems that form will soon take precedence over substance, or has it
already happened? To what extent will "more qualified candidates"
lose to those with better "presentation skills"? Also, will this
new technique really help recruiters choose the best candidates or
will it act as a smoke screen, blurring the material to the
immaterial?
Why Aren't You Getting Interviews?
Thursday, November 23, 2006
If you are not getting any interviews at all, there must be a
problem. In an article, Robert Half International suggests that you
consider the following:
- Are you only focusing on major institutions?
- Do you follow instructions when you apply?
- Are the resumes that you send out tailored?
- Are your cover letters doing a good job of enticing recruiters
to take a closer look at what you have to offer?
- Do you use the right keywords in your applications?
- Are there inconsistencies in the application materials that you
send out?
- Are you sending your applications to the right person?
- Do you have a network of "company insiders" who could help give
a push to your applications?
- Do you follow-up after sending in your applications?
- Are you as qualified as you think you are?
10
Reasons You're Not Getting Interviews, CNN.com
How to Proceed When Sending Cover
Letters & Resumes by E-mail
Wednesday, November 22,
2006
The CareerJournal gives some tips on this issue. Basically, you:
- should never use your work e-mail to send applications;
- you don't need to attach your cover letter in your e-mail
(instead, use your e-mail text as your cover letter and keep it
short); and
- you can attach your resume (unless specifically asked not to).
Do's and Don'ts for Emailing Cover Letters and Resumes,
CareerJournal.com
The Recruitment Process from Employers'
Perspective
Monday, November 20, 2006
Karen-Janine Cohen, Special Correspondent for the Sun-Sentinel,
started her article with the example of a charitable organization
which hired the wrong candidate for the job. The candidate had a
vast knowledge of the field, an advanced degree, and good
references. Yet, the hiring team realized after the fact that the
candidate didn't have the management skills necessary to head its
prestigious South Florida organization.
It is not uncommon for employers to hire the wrong people. That
ends up being a bad experience for both the employer and the new
hire. In order to avoid those kinds of situations, Debra Bathurst,
Director of Human Resources and Recruiting at Oasis Outsourcing in
West Palm Beach, suggests that employers quantify the skills
required for the opening(s) they have:
- "must-haves"
- "should-haves"
- "would-be-nice-to-haves"
Having a specific set of criteria to look for in candidates will help
avoid unpleasant surprises. Although this sounds obvious, many
recruiters still fail to follow this practice.
Other HR professionals also suggest going with job application forms
instead of letting candidates "choose" what they want to reveal in their
resumes. With the advent of the Internet and online job boards, we see
more and more of those, especially from larger organizations.
Please click here to
read the whole article.
The Difference Between a "Normal" and a
"Good" Job Application
Wednesday, October 25,
2006
Job seekers normally think of a "good" job application as one that
will get them "the" job, meaning the job they applied to. That is
not totally true, as some of you may already have experienced...
When a hiring manager goes through job applications, he or she can
choose to reject, accept, or make note of an application. If you make
an impression on that person, your resume may well find itself on the
"interesting" stack although you may not be called for an interview
because your qualifications do not totally fit the requirements of the
position (or someone else is better suited). In that regard, your
application may be forwarded to another department for consideration or
kept on file for future openings.
In other words, when you impress a recruiter, you never know what can
happen. Some firms or companies, for instance, have a policy of never
rejecting good candidates without giving them at least a chance at an
interview.
Mistake Gone Really Bad... and Sour
Monday, October 16, 2006
Aleksey Vayner, a senior student from Yale University, went
overboard in trying to sell himself to Wall Street firms when he
sent out a video titled: "Impossible Is Nothing," along with an
11-page resume.
Here is how Forbes described the video: "In his video, Vayner shows
off his varied skills: lifting a 495-pound weight, ballroom dancing
to Latin Musak, serving a tennis ball at 140 miles an hour and, as a
dramatic conclusion, breaking seven bricks with a karate chop.
"Ignore the losers, bring your A-game, your determination and your
drive to the field and success will follow you," advised the budding
management guru in his slight Russian accent. "If you want to dance,
dance," he says, before expertly waltzing a scantily clad woman
around the room."
Someone at UBS, where Vayner sent his application, certainly did not
spare him the humiliation when he or she forwarded his video to
other firms, including Bain Consulting, Barclay's Capital, Bank of
America, and even to Congress.
Job application missteps happen when job seekers take some advice to
the extreme. With the advent of the Internet, such gaffes now have
the potential to take unprecedented proportions.
When applying, many candidates rely on the understanding (for many
employers, this is actually a formal policy) that their applications
will be kept "in strict confidentiality." The problem, however, is
that policies can be broken...
The Fine Line Between a Lie and an
Exaggeration
Wednesday, October 04, 2006
In this competitive job market, candidates often feel pressured to
impress recruiters as a "normal" candidacy often is no longer good
enough. Some resort to outright lies while others exaggerate. What
is the difference you might wonder?
A lie is something that can be proven. For instance, an applicant
that states in his or her resume that he or she has a certain degree
or attended a certain university while that was not the case.
Whether or not those statements are true can easily be verified.
What about a candidate who writes "good writing skills"? What if
his or her writing skills are only average? When a statement refers
to a "subjective" appreciation of one's skills, it tends to be an
exaggeration.
Applying for a Job Is About Winning
Friday,
September 29, 2006
The job application process is about winning. There is no reward
for coming second or, as some would say, "participating." What do
you need to do to finish first? Well, here's one advice that you
will only read on WorkBloom: give a little extra!
Yes, that's right, a little "extra"! Those sprinters that come
first or those marathoners that reach the finish line after hours of
grueling effort, what do you think they do? They put in that
additional effort... that makes them winners.
So next time you're tired because you have applied to ten jobs and
haven't received a call back, remember this post. To win, you have
to picture yourself as a winner. There's no other way around.
Addressing Your Application to a
Specific Person
Thursday, September 28, 2006
It is now common knowledge that job applications have to be tailored
to take into consideration the specific requirements of each
position.
Beyond the fact that cover letters and resumes need to be tailored,
they also have to be addressed to a specific person, if possible.
Sending an application to "whom it may concern" or "sir or madam" is
too generic and does not go far enough in establishing a connection.
If you know the name of the employer, take the time to call the
front desk and ask to whom the job application should be addressed
to. Going out of your way to find out the name of the person
responsible for the recruitment process will go a long way in
setting you apart from other candidates.
The Meaning of "Leadership"
Wednesday, September 27, 2006
The following websites give detailed information as to what
"leadership" means:
Beyond the theory, however, leadership is about action and being up
to the task when the moment comes.
The Meaning of "Teamwork"
Tuesday, September 26,
2006
In today's working environment, teamwork is more present than ever.
Although "teamwork" is not a hard skill, it is nonetheless one
attribute that ranks very high on recruiters' mind.
Answers.com defines teamwork as follows: "Cooperative effort by the
members of a group or team to achieve a common goal."
1000Ventures.com provides key distinctions between a "team" and a
"group:"
- In a team, members recognize that both their personal goals and
the team's goals are best achieved through cooperation and mutual
support.
- In a team, members feel a sense of responsibility for the work
and are committed to a common set of values.
- In a group, people are told what to do. In a team, members are
asked to contribute their talents, knowledge, and creativity.
- In a team, there is enough trust for members to express
themselves and share differing opinions.
- In a team, there should be enough good faith between members to
allow for conflict resolution without resort to external actors.
- In a team, members participate in the decision-making process.
- In a team, members know their responsibilities and roles.
Each team needs a leader... but that's a different topic!
A Matter of Perspective
Thursday, September 21,
2006
The application process is first and foremost a "communication"
exercise. One of the first things that a good communicator will
tell you is "tailor your message to your audience." Although most
people already know this, they still fail to apply it to their
actions.
A simple trick to overcome this problem is to proceed with a
two-step approach. First, look at the job posting, company
description, etc. and put down what you think the employer's needs
are. Based on your answer, elaborate on what the ideal candidate
should look like. Once that is done, look at your qualifications
and background and try to tailor your strengths to fit within that
description.
Most candidates start the application process by focusing on
themselves. That is definitely the wrong approach. Focusing on the
person you are trying to convince is the right way to go.
Resumes and Cover Letters Can Still
Play a Role Beyond the Interview Stage
Wednesday, September 20, 2006
Resumes and cover letters should be written with the understanding
that they will form part of the candidate's permanent record, in the
sense that they are pieces of evidence that employers will be able
to access in order to make up their mind.
Although many recruiters will base their hiring decision on the
impression they had of candidates, that is not always the case. For
instance, what if the recruiter has second thoughts? What will be
left for him or her to consider? His or her impressions from the
interview, his or her notes from the interview, ..., and guess
what? Your resume and cover letter. You cannot control what they
think of you, nor can you control what notes they take, but you
definitely have total control over what you write in your
application.
Remember, all the steps in the application process are
interconnected and can impact the final decision in ways that are
unpredictable... unless you can read the human mind that is. As the
only real control you have over the whole process is what is written
in your application, don't give that away.
The Power of Words
Wednesday, September 13, 2006
Many people look at the application process, in particular, at
resumes and cover letters, as burdens that one must go through in
order to apply for jobs. Adopting such an approach to the job
application process is definitely detrimental as these
individuals often fail to grasp how important being in the right
state of mind is when searching for a job.
In that regard, if you are not in the right state of mind, how can
you be inspired? Most people who are not in the literary field fail
to grasp the "power of words." Think of it this way, speeches that
have shaped History are simply successions of words. Yet, those
words inspired nations and contributed to the collapse of some of
the worst regimes to ever exist on earth, while laying the
foundation for a better future.
Of course, we are not all good writers, as it would be unreasonable
to expect someone in science to have the same abilities as someone
in law. Nonetheless, acknowledging this key idea and seeking help
from friends, family members, or career counselors can go a long way
in reaching potential employers.
Living Up to Expectations
Wednesday, June 21, 2006
A lot of the "buzz" about job searching relates to how to get a foot
in the door. Getting a foot in is great, but is not enough as you
need to live up to expectations.
There are not a lot of talk about this, yet it is essential that you
meet the needs of the employer that hired you. In that regard, the
job search process does not really stop once you sign your
employment agreement. It simply changes. The fight to get in
has now transformed into the fight to fit in and advance.
Looking at it this way, a good application should not only get
you the job, but also lay the foundations for you to prosper in that
job. As such, to overplay your credentials could backlash.
Changing Your Name
Wednesday, May 31, 2006
If you are an immigrant with a name that is foreign to the English
language, you should consider the possibility of using an English
name when applying for a position. Although the idea of using
another name may not appeal to you, it has more of an impact than
you may think.
There are factors that weight in, however, such as your career
field, etc., but think in these terms: if the employer has
difficulty pronouncing your name, it's just another impediment for
him or her. In addition, there are certain stereotypes still
attaching to names belonging to workers of minority decent, such as
the idea that you may not have good language skills or that you may
not integrate well.
Again, relying on your credentials may not always be enough and
different employers will have different perspectives on this issue.
In the end, it's whether you feel comfortable with the idea or not.
Have You Sent Out Tons of
Applications, But Haven't Received Any Single Request for Interview?
Wednesday, May 17, 2006
If you have sent out a lot of applications, but still cannot get a
job, there's something wrong: either you're not qualified or you
have a bad
resume
and/or
cover
letter (assuming the economy is good).
Applying for a job is not only about your qualifications, but also
about how you present them. The employer receiving tons of resumes
sure will not find the time to look at each thoroughly. What should
you do? Stop and start thinking. What have you been doing wrong?
When you do something wrong, it's better to stop and reflect instead
of keep doing the same wrong thing, which will lead you nowhere...
Although you may not like the idea, you should consider hiring a
professional resume writer to help you out. The idea is simple
and is the same as when you go to trial. A lawyer rarely defends
himself in court, no matter how good he is. He normally refers his
own case to another lawyer to take charge.
Sometimes, it is better to have a third person look at your
credentials. That person will be more objective and may see things
that you take for granted, but are not so in the eyes of
employers or
recruiters. If you hire a "professional," as the word says,
that person will have experience dealing with the exact
situation you are facing. If you cannot afford to hire someone,
then ask a friend or family member.
We cannot be good at everything, and you don't have to be a good
writer...
as long as you acknowledge it and seek proper assistance.
Apply Your Organizational Skills to
Your Job Search
Thursday, April 27, 2006
When looking for work, we often send applications to many places -
different employers, locations, fields, etc.
After a week or two, and many applications later, it is easy to lose
track of things such as to whom you applied to, what documents you
sent, etc. For instance, assuming that a candidate has many
different resumes and does not keep track of what resume he or she
sent to a specific emplyer, it could become a source of stress in
terms of figuring out what resume the employer has in his or her
hands.
Also, what if someone calls you about an application you sent two
months ago... what will you do?
Don't Give Up After a First Rejection
Tuesday,
April 18, 2006
This article started with the example of a candidate that was denied
a job but still sent a note saying that he remained interested in
the position should someone back out or another one open up. Guess
what? The company called him back a week later and offered him a
job.
Following are four tips to stay in the "employer's radar", even
after a rejection:
- Keep your calm after a rejection. Don't take it personal. The
employer does not owe you a job.
- Write a thank you note even when you are rejected.
- Send friendly reminders in case another position opens up in the
near future.
- Ask for feedback and be receptive.
Rejected? Following Up Can Win You an Offer, CollegeJournal
10 Job Hunt Myths
Friday, March 24, 2006
Liz Ryan disproves ten job hunt myths in her article. Here they
are:
- Long resumes do not necessarily show that you have a lot of
experience. They only show that you cannot edit what's irrelevant.
- The purpose of cover letters is not only to introduce resumes.
They should also be viewed as a marketing tool to sell yourself.
- Interview questions are not upfront illegal, it is the
concurrence of circumstances that may render them so.
- Internal candidates are not necessarily advantaged over external
candidates.
- You cannot breeze through a preliminary screening by an HR
person that easily. Treat each interview stage seriously.
- It is not recommended to send copies of your resume for
positions you are not qualified for. It might hurt your
credibility.
- Leaving a voice mail is not necessarily the best way to
follow-up. E-mails are better because interviewers can screen
through them fast.
- Job seekers can bring up salary issues during second round
interviews as long as they approach the issue correctly.
- Always take the time to consider a job offer, and if possible,
wait for written confirmation before formally accepting the offer or
quitting your job.
- You do not need to be senior to negotiate a job offer. As long
as you present good arguments, that is sufficient.
Scuttling Some Job-Hunt Myths, BusinessWeek Online
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