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Career Moves - Job Seekers
By Jim Pawlak
I received several emails from job seekers bemoaning the "no response" from sending out "hundreds of resumes the past few months". There are numerous reasons for lack of response. First, if you are mailing unsolicited resumes (i.e. not replying to an ad, not sending it to a specific person), you're sending the job seeker's equivalent of junk mail. Like the junk mail you receive at home, it's not read and is quickly pitched. Even if someone did look at it, it's highly unlikely that your resume would cross paths with a position opening.
Second, most help wanted ads generate over 100 responses. If the company selects five candidates for interviews, over 95 people will receive no response. The company simply can't afford to notify non-candidates. From a company's perspective, sending out 95 "thanks, but no thanks" letters would take at least two minutes per letter; the total time involved would exceed three hours. That's a productivity drain. Postage and stationery would also add to the cost.
The third reason relates to the second: people are applying for jobs for which they aren't qualified. I often ask HR staff about the percentage of non-qualified applicants. Their answer: 60 to 80 percent. The lower the position's level, the higher the number of non-qualified applicants.
Fourth, the resume and/or cover letter contain errors in spelling, punctuation and grammar. Resumes and cover letters are personal marketing material. If yours has mistakes, you'll leave a prospective employer with the impression that you aren't detail-oriented. Spell check is NOT a substitute for proofreading - I know a manager who sometimes types "Manger" as his title.
Fifth, instructions for resume submittal were not followed. The hiring process is a screening process. When you ignore instructions, you may be failing a test of your ability to follow directions.
Julia writes: "I've noticed that many companies, particularly large ones, accept only online applications. Doesn't this discriminate against people without Internet access?" While "discriminate" is too strong a word, there's no doubt that people without Internet access are at a distinct disadvantage versus other job seekers. Not only are they restricted in the application process, they cannot take advantage of the Internet's resources to do research on prospective employers, prepare for interviews, locate labor market information, etc.
The question is: "Why don't they have Internet access?" With public access available free of charge at local libraries, lack of Internet access is often a matter of personal choice.
Also, online-only applications may be an employer's way of testing applicants; most employers want to hire candidates who know how to use email and online processes. One day in today's workworld without email and Internet access would drive most workers and businesses to the brink.
Additionally, online applications make it easier for firms to screen resumes. Software searches the email for keywords from the job description. Like search engine, the software reports on matches from highest to lowest percentage.
Paul wants to know how to prepare for a phone interview. While you have to do the same homework (e.g. know your resume inside out, ask good questions, keep answers short and on point, etc.) for a phone interview that must be done for a face-to-face-interview, a phone interview is usually more difficult. Why? Because neither of you can see the other party's reaction (body language) to what's being said, there's a lot of area open to interpretation. For example: You're asked a question about a project mentioned in your resume. You pause for a few seconds to collect your thoughts. The interviewer may view your pause as hesitancy, or nervousness.
Rely on clarifying questions during phone interviews to keep the conversation moving while the gears in your mind are searching for the answer. Clarifying questions like: "What part of background would you like me to focus on?" and "Would you like to know more?"
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