Sanjit P., a banker from India, Paul M. a newly unemployed tool and die machinist, and Andrea S., a former accounting clerk, may not appear to have much in common. But all three are frustrated job seekers looking for employment in Southern Ontario and all face difficulties in the job market for what is essentially the same reason. Too often, prospective employer concerns about hiring them are significant barriers that never are addressed.
As I have mentioned in a previous post, all these worthy job applicants see is a total lack of response.
Morning after discouraging morning, they send cover letters and resumes to posted employment opportunities.
Evening after discouraging evening they wonder what they need to do differently.
In each of these (fictitious) stories of typical job seekers, one significant piece of information stands out to an employer like a red flashing light and sends the application to the trash.
Know the Precise Employer Concern
Sanjit worked as a banker for 15 years but it is hard to tell from his application exactly what his responsibilities might have been and he is applying for a much more junior position than a banker with an MBA and 15 years of Canadian experience would consider. The employer concerns are that he will not accept the work environment and more junior duties that go with entry-level employment opportunities and that he will need significant training to get up to speed in the job. He will not be able to “hit the ground running”. Continue reading →
If you submit 10, 20 or more job applications every week without response, you are not alone and it’s your job to figure out why.
Are you treating the job search as a numbers game, like telemarketing? If I just send more applications, sooner or later it is inevitable that I will rise to the top of the pile. Or do you believe those who say “nobody gets hired from online job postings”. If that was true, how long would employers continue to accept online submissions? Not very long.
Communicate Your Skills Clearly
Not every opening that is posted online is filled from online applicants but some are. If you aren’t among the winning pllicants, it may have something to do with how you are applying, but you may be perplexed as to what to change.
Do you understand the hiring process from the perspective of an employer that receives thousands of applications? Often its a junior staff member who reduces the pile to a manageable number. It’s easier than you think. Just discard applications that don’t mention the key words related to the required qualifications. Then calls are made to conduct an initial screening interview or to schedule an interview. So what if that prospective employer called the top 20 applicants but your phone didn’t ring? And what if that happened 50 times every week? Continue reading →
Establishing a blog related to your career can cure a lot of ills. Feeling stuck in a rut is just one. It has never been easier and the benefits have never been clearer.
12 benefits from a career-related blog:
Blogging gives you, not your employer or anyone else, total control over the heart of career management, your personal brand.
Here’s your chance to broadcast the experience and wisdom you have accumulated in your professional career. You can answer those questions that no one ever asks or provide the advice to a newcomer that you wish someone would tell them. Continue reading →
If you submit 10, 20 or more job applications weekly with no response, you are not alone.
Are you treating the job search as a numbers game, like telemarketing? “If I just send enough applications, it is inevitable that I will reach the top of the pile eventually.” Or do you believe those who say “nobody gets hired from online job postings”. If that was true, how long would employers continue to accept online submissions? Not very long! Someone is no longer unemployed. Why shouldn’t it be you?
Is Your Approach Working?
Not every opening that is posted online is filled by an online applicant but some certainly are. If you aren’t hearing back, it probably has something to do with your qualification or how you are applying. But how can you know what to change? It may help to understand the hiring process from the employer’s perspective. When a position is posted, there may be thousands of applications. Often a junior staff member or a computer program screens on predetermined minimum qualifications. Now the pile is more manageable. Calls are then made for an initial screening interview by phone. So what if the prospective employer called the top 20 applicants but your phone didn’t ring? And what if that happened 50 times every week? No phone call, no interview, no job. Continue reading →
Your job interview vocabulary may matter much more than you expect. I’ve seen first-hand how powerfully the words you use in a job interview affect the impression you convey to the interviewer. significantly more than I believed. Recently I was privileged to participate in a series of mock interviews. The impact of vocabulary was especially noticeable in their responses to behavioral questions. One interviewee omitted entirely any reference to the specifics of the detailed job description that she was provided.
I was astonished, given that several similar positions were listed prominently on her resume. During subsequent interviews, I observed specific vocabulary more closely. Applicants responding to behavioral questions using the same vocabulary as those included in the job description clearly gained credibility by doing so. Very simply, you just believed as you listened to their words that they were already in the position. The incremental impact was especially strong for interviewees who had previously worked in a different field, but made the effort to prepare. On reflection, it became clear to me that effective interview strategies pay close attention to the vocabulary of the job description. It sounds very simple, but I think it is commonly overlooked. Continue reading →
You just hit “send”, and an error that was invisible a nanosecond ago looks like it’s in a 50-point font. Now you fear that a single typo will be judged so harshly that you’ve blown this opportunity.
I spent 5 years directing the research department of a professional accounting association. We printed more than 15,000 copies of our 300 page research studies in one print run for distribution to our members. Thousands of hours annually, in a pre-PC era, were devoted to ensuring that no errors survived our scrutiny. So how did I respond to typos in the applications I reviewed? I hired very bright people because I needed to know that they could understand difficult subject matter and communicate effectively with authors and the practicing accountants who served on review committees to vet the content of our various publications. Luring bright accounting graduates away from public accounting firms isn’t easy. I already had Cecil, an outstanding proofreader. People who can find typos aren’t scarce. So a typo would be discussed in the interview, along with other deficiencies that had been circled in red, but one lone typo wouldn’t discourage me from inviting an otherwise strong candidate to an interview. But a cavalier response to my mention of any error would definitely concern me.
I rarely received more than 20 credible applications but that wouldn’t be the reality today. Let’s suppose you and 500 other candidates submitted your applications by email in response to a typical job posting. The first screening will be performed by a junior staff person who is looking for a handful of key words or a software program that does the same. If your application didn’t nail most of the qualifications the job posting specified it will be rejected at that stage anyway. If your application is forwarded to a hiring manager and the rest of your application is very carefully prepared, your sole error may be noted but considered alongside other factors. If the duties of the position involve writing for external parties or you have claimed outstanding writing skills as one of your qualifications, it’s likely to be taken more seriously.
So if you don’t hear back from them, don’t sweat the typo. It’s not the typo that sent the application to the trash. It was your weak application. The process that creates a well-tailored application doesn’t start the afternoon of the submission deadline and leaves time for careful proofreading. It’s rare that an amazing resume/cover letter contains a typo. And there’s never more than one.
Harry Jones is one of my neighbours in a 30-story condo building. Harry resents calls from all telemarketers, but he becomes especially rude when someone calls him asking to send a sales rep to provide a quote on a new roof. There are 15 floors above Harry. If the roof leaks, at least 15 other people will know before it bothers Harry.
One evening earlier this week, the following telephone conversation took place between Harry and Shelly, a woman calling on behalf of NVR Leak Roofing.
Shelly: Mr. Jones, our crew will be installing a new roof just down the street and I’d like to send our estimator to provide you a free quote.