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As an employee, you need to be willing to move. During the process, you need to make sacrifices like flying to the new city for interview and moving to the new place with your own money.
As an employer, you need to minimize your expense on hiring. So looking for local talent is a good way to go. Why should you hire someone from other places and pay moving expense when you can finds the same qualified person where the company is?
As an employee, you need to be willing to move. During the process, you need to make sacrifices like flying to the new city for interview and moving to the new place with your own money.
As an employer, you need to minimize your expense on hiring. So looking for local talent is a good way to go. Why should you hire someone from other places and pay moving expense when you can finds the same qualified person where the company is?
As a hiring manager, I think it's highly hypocritical of you to tell people to move to another state or country when you, as a hiring manager, refuse to even look at anyone from another state or country.
If you don't want to hire based on that, then stop telling people they need to move to another state or country.
Annerk's list of points to look for is similar to mine, but there's one more thing I always look for when I'm reviewing resumes, and that is upward progression over the time span of the applicant's career.
I got a resume once from a guy who had worked for the same place for nearly twenty years. Great stability, right? Well, kinda sorta but not really. Over that time, he had started as an accounting assistant, then he was a clerical assistant, then there were a few years working as a cashier, and at the point he applied for the job I was hiring for (accounts payable specialist), he was working as a stocker. That one went straight in the TBNT pile.
At the other end of the scale, there was the woman who had started out with her former employer as a receptionist, had worked her way up through the accounts payable department (earning an associate's degree along the way) and was the Department Lead at the point when the company shut down and laid everyone off. She was the first one I called for an interview out of that batch of resumes.
I've also seen that kind of upward progression with job changes, where an applicant goes from customer service assistant at one employer to customer service supervisor at a second employer to customer service manager a third employer. That can be a bit of a two-edged sword, of course, because if I hire such a person, they might head off for greener pastures in another couple of years. But even so, seeing steady progress in terms of challenge, difficulty and responsibilities on a resume is one of the things that really jumps out at me, and unless the applicant is clearly wildly unsuited for the position, it nearly always earns them at least an interview.
If you don't ask for comp for moving, no company would care. Yes, they will hire you regardless where your home is. There's no point in the hiring process that you need to get into a discussion about where your home is. Again, it's about the job and your ability not about location.
You can't state that in your application because it would eliminate you based on location alone particularly if the ad says local only.
Employers can have concerns about hiring a transplant because sometimes when people move to a new location they (and/or their family) are homesick or just don't like the new location and then they quit the job and move back.
As a hiring manager, I think it's highly hypocritical of you to tell people to move to another state or country when you, as a hiring manager, refuse to even look at anyone from another state or country.
If you don't want to hire based on that, then stop telling people they need to move to another state or country.
Why am I hypocritical? I am trying to help you. I give insight to how hiring decision is made and I give you advice on how to get to and go through the interview so that you can have a job. How many chances do you get when a hiring manager telling you why someone isn't hired?
Employers can have concerns about hiring a transplant because sometimes when people move to a new location they (and/or their family) are homesick or just don't like the new location and then they quit the job and move back.
No they wouldn't. Never seen that happened. If someone is coming on their own money, that would be the least of the concerns.
1. I don't speak English
2. It's not a resume. For my resume, I had multiple English speaking people including a proofreader read it.
3. It's an online post. I am often posting from my phone.
I will finish my original sentence.
Originally Posted by slowdog101 I find it highly ironic that you, rightly so, mention grammar as an important part of a resume, yet the grammar in your post is really poor. I realize that your post is not a resume, but...
...if you can't write a grammatically correct post, how do we know if you can recognize good grammar on a resume when you see it?
Also, if you can't speak English, how is it that you are communicating via post on this English-speaking forum? Is someone else posting for you? Just wondering?
Originally Posted by slowdog101 I find it highly ironic that you, rightly so, mention grammar as an important part of a resume, yet the grammar in your post is really poor. I realize that your post is not a resume, but...
...if you can't write a grammatically correct post, how do we know if you can recognize good grammar on a resume when you see it?
Also, if you can't speak English, how is it that you are communicating via post on this English-speaking forum? Is someone else posting for you? Just wondering?
Point taken. I'll pay more attention to my grammar. :-)
I guess my point is that if I can tell the grammar is wrong, you can imagine how bad it must be.
1. location - if the candidate is out of state or out of country, I'll pass.
2. Education or relevant skills
3. Employment history - the length of education If someone jumps every 2 years or less, I start to worry
4. Format, content and grammar of the resume
5. After that, I look for additional education (certificate) or any progression in the employment history
If you are not HR, recruiter or hiring manager or having experience hiring people, please feel free to ask questions but I'd appreciate you keep your opinion to yourself.
When I've hired, location wasn't all that important because we don't really expect all employees to stay until they retire, it's okay if they are moving as part of the military or because they like the weather here -- if they will be good useful employees while they are here.
Education -- at least meet minimum requirements and the more skills the better - but just listing a bunch of non-pertinent skills makes it look like you don't really know what the job is about.
No, job hopping doesn't look good on a resume. Nor do employment gaps. If you have an employment gap, you really need to have some verifiable education or volunteer work to fill it in or it looks like you got used to laying around doing nothing.
Yes - it's important to make an effort to spell correctly and turn in a nice appearing resume or application.
The last depends on the job itself - if you're just looking to fill a particular position that doesn't require progression then that wouldn't matter -- for example, if you aren't looking for a supervisor or manager, it would actually not be progression in their employment history if they were a manager and are now stepping down, but depending on everything else, that might not make any difference.
The other things I would look for are type of references listed if listed. If the only references are neighbors, that would tell me something about the applicant.
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