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with most transactions these days being done online or electronically, that goes without saying that job postings would go that route as well. i got my current job (and this was in 2010) through an online posting. however, this article (Forbes Welcome) is refuting all that. did i just get lucky back in 2010 when i applied for that job online? and it was even through a recruiter, not directly through my current employer.
so since it's encouraged to physically apply for a job, what is now the most professional way of presenting your documents to the hiring manager/HR/etc if going to the office yourself or mailing your application? including folded vs. unfolded? what sort of folder/envelope to hold your documents in? i'm not in process of doing a full jumping ship at this point, only trying to find per diem jobs, but i still want to do things right in case i might eventually jump ship
I think the author is off base on a number of points. You will also find that you cannot simply present yourself at most professional or semi-professional workplaces.
We would not accept hard copy documents from applicants.
Our online HR system allows us to share application materials between hiring committees, HM and HR. It serves as a record of applicants should legal questions ever arise.
Some people think that handing a hard copy of the application materials to somebody allows you to do an end-run and gain preferential review. At least in our case it does not.
Job searching is different than it used to be. You can easily find hundreds of jobs to apply to, and so can everyone else. The result is more applications for each position. While you may feel that online applications are a black hole, they do result in jobs.
I think popping into a random workplace and applying on Taleo have about equal success rates. Both very near to 0. It's all about who you know. Get someone to put in a word and your resume will get a look and you will get an interview. It's not fair necessarily but it's how it works now. I really thing the hiring process needs a complete overhaul. Taleo is the worth thing to ever happen to hiring in my opinion.
I think popping into a random workplace and applying on Taleo have about equal success rates. Both very near to 0. It's all about who you know. Get someone to put in a word and your resume will get a look and you will get an interview. It's not fair necessarily but it's how it works now. I really thing the hiring process needs a complete overhaul. Taleo is the worth thing to ever happen to hiring in my opinion.
That may work in some industries or at some places but, as a blanket statement, it is not a universal truth. Where I work a "good word" helps if you are in the final cut -- it will not get you an interview if you don't qualify for one.
Location: Stuck on the East Coast, hoping to head West
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If you do a search of this forum, I actually posted about human-voiced resumes and pain letters.
I had been applying to places online. I was applying for jobs that I was qualified for in all ways (had the education, skills, experience) and nothing.
I switched to the human-voiced resume (with dragon slayer stories) and the pain letter. I'm getting call backs. This style resume and the pain letters are working for me, particularly, where the employer has some ridiculous job description.
I really like this author and she was right on another point, too. She also thinks that you shouldn't waste time with HR. Bypass them and talk directly to the hiring manager. This is nothing new. I have always tried to do this. But what is new is simply contacting the hiring manager and telling him the truth: "I'd prefer to talk to you, Mr Hiring Manager, because, in my experience, HR doesn't really understand the nuances of this position." Guess what? This worked for my husband. I can't recall if "nuances" was the word he used, but something like that. He did get the job offer.
the thing is, i work in healthcare. in my area, we have a shortage of locals who are actually qualified as therapists (not assistants) due to it being a small city, not a larger city with universities that push out graduates we would need for such positions. so most of the therapists (again, not the assistants as we have a local college that make assistant applicants easily available) we have in my facility are from out of state or foreign nationals even. the only way we can get applicants from such locations is via online job postings, or postings in those universities for potential applicants once they graduate. we do have the occasional student who eventually works with us, but it's rare we get a therapist that way.
i'm just worried that ever since i applied online late last week for per diem jobs in my area, i yet have to hear back from the employers. how long should i wait to hear back from them for per diem applications? or should i mail them my applications?
If you do a search of this forum, I actually posted about human-voiced resumes and pain letters.
I had been applying to places online. I was applying for jobs that I was qualified for in all ways (had the education, skills, experience) and nothing.
I switched to the human-voiced resume (with dragon slayer stories) and the pain letter. I'm getting call backs. This style resume and the pain letters are working for me, particularly, where the employer has some ridiculous job description.
I really like this author and she was right on another point, too. She also thinks that you shouldn't waste time with HR. Bypass them and talk directly to the hiring manager. This is nothing new. I have always tried to do this. But what is new is simply contacting the hiring manager and telling him the truth: "I'd prefer to talk to you, Mr Hiring Manager, because, in my experience, HR doesn't really understand the nuances of this position." Guess what? This worked for my husband. I can't recall if "nuances" was the word he used, but something like that. He did get the job offer.
what kind of industry do you and your husband work in?
The industries that we've used this in include health insurance, accounting, and, believe it or not, restaurant management. Forgot to add sales.
How did you know who the hiring manager is for each application?
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