Why You’re Not Getting Interviews, Part 1
Posted by Kathleen O'Connor on September 21, 2008
In these tough times, I’m not surprised that my most-requested seminars are on employee motivation and job search skills. I decided to devote two postings to information you may need to help you get that interview — and ultimately the job.
No matter how strong your skills or experience are, you won’t land a new job without first securing an interview with a prospective employer. Job seekers often consider this step of the hiring process the most difficult and perplexing. After all, how many times have you considered your qualifications ideal for an open position only to never hear from the hiring manager about the resume and cover letter you submitted?
If you’re looking for an edge (and who isn’t?), make sure you’re not falling into these common traps:
1. You only focus on the Googles of the world
Companies that continually grab headlines and are highly recognizable can be exciting places to work, but so are many companies you’ve never heard of. Keep in mind that organizations that are household names often receive thousands of resumes for each opening. Consider exploring opportunities with small and midsize companies. They make up the vast majority of businesses in the U.S. and sometimes have trouble locating qualified candidates. If Google is your dream employer, don’t give up the fight, but also keep your eyes and ears open to other opportunities.
2. You don’t follow directions
Each company has a different procedure for submitting employment applications. Some ask that you use a form on their Web site while others prefer traditional phone calls or faxes. Make sure you understand what the prospective employer seeks by carefully reading the job listing. Then follow the directions to the letter. If you don’t, your application may never reach the hiring manager.
3. You need to revamp your resume
Sending out the same cover letter and resume to all companies isn’t likely to capture the attention of prospective employers. Hiring managers want to know why you’re a good match for their specific business needs. So take the time to research employers and customize your job search materials by explaining why you’re interested in a particular position and how you could make a contribution to the company.
4. Your cover letter isn’t enticing
Think of your cover letter as an appetizer that convinces the hiring manager that your resume (the main course) is worth sampling. The best cover letters take select details from the resume and expand upon them, explaining in depth how your talents and experience can benefit the prospective employer.
5. You don’t reference keywords
Companies that receive a high volume of resumes use scanning software that looks for certain keywords to determine which candidates to call for interviews. More often than not, keywords come directly from the job description. Terms such as “Microsoft Office,” “accounts payable and receivable” and “Cisco Certified Network Administrator” are examples. As much as possible, ensure your resume and cover letter contain keywords.
Next time: 5 more suggestions to help you land the interview.
Check out my website for more articles on job search skills:
http://www.manager-resource.com/jobsearch.html
Jeri Bridgen said
Well said! Our company gives specific instructions on resume and cover letter submission. If candidate X- cannot follow this simple guideline, the resume does not even pass through my assistant.
In addition, keywords, yes we are all looking for them and we do not care about trite phrases ie. team player and go-getter, so do some research on the company and change up your resume to fit the opportunity.
Kathleen, I would be interested to hear your advice on the resume process vs alternative web resources and how to employ Web 2.0 tools such as dayak, twitter, and linkedin to capture the attention of a hiring manager.
We have and ongoing discussion in our office about the hiring process and some of us our still stuck in the “job board” time suck dimension, while others have moved on to using recruiting marketplaces such as Dayak to streamline our process and the next generation coming up the ranks arbelieve we should google-everyone, check their facebook and twitter to see “what they are doing right now.”
I was wondering if you think that the resume has to be your first introduction to the company, and what advice you have about the new methods of recruiting.
Kathleen O'Connor said
Thanks for the great comment! It’s amazing how many lose out on opportunities because they don’t follow simple instructions.
Your comment on keywords is right on target. Thanks for clarifying the point. You need to use keywords that are related to the job posting — not vague descriptive phrases. This is especially important now that the job market is so tight. Take the time to sharpen everything about your search.
Web 2.0 can be a friend to HR professionals — and a foe as well. It enables you to do so much more, but can use up your time just as much as the traditional job board. I think each recruit should have a strategy attached: What will get you the best results? For some it’ll be the traditional methods and for others you’ll get the best results using Web 2.0 options.
Try it all — see what results you get. After a while, look back on your great hires and see where they came from. Most job hunters are still using the more traditional methods because that’s what their family and friends are using. But the HR area is evolving — and faster than most other areas in an organization. Try it all — and keep trying it. But monitor your results. Technology is a foe when it takes a lot of your time for little result. Those looking for jobs will evolve and begin using more Web 2.0 options and you need to be ready on your end to scoop up the best.
I totally agree that you should be googling everyone. You will be amazed at what you’ll find out about a candidate on My Space, Facebook — and don’t forget You Tube.
A HR Director who attended one of my teleclasses heard me talk about reference checking and using the social networking opportunities available. She had a candidate she was going to hire — he looked great on paper and aced all the interviews. When she checked out You Tube and Facebook, she found potentially serious problems and didn’t hire him. He did get a job elsewhere, but lasted only a few months. The social networks fill in the information you can’t get in an interview. I always tell people in my job search skills workshops that they have to be very careful what they’re putting out there. The whole world has access to it.
Each hire is more important now because we’ve had to cut back on staff and become more productive and efficient. No organization can afford the cost of a bad hire — or a mediocre staff. You’re very smart to be discussing all the tools available. Just make sure that when you use them, it’s as part of a strategy, not just because there’s so much cool stuff out there.
Would love to hear from you again as you and your team use the new tools. There are many hiring managers out there who would like to learn more. Thanks again!