Every day, people submit resumes, apply for jobs, interview, and compete for jobs. In the current economic recession, a higher unemployment level means that competition for job openings is at higher than average levels--with more people applying for the same jobs. This is not to say that every industry and every job classification are of the same status--lower unemployment in certain industries and technical expertise requirements do lead to fewer people applying for some jobs. Regardless, the combination of high levels of candidates & resumes and the power of mass communication via the internet have altered the nature of job searches such that the filter of candidates to choose from is almost always much wider. In light of this, how can people stand out?
Resume formatting and understanding of other print, electronic, phone, and face-to-face business communication--including networking--remain important to job search success. Dr. Tom Clark of CommuniSkills and Xavier University presents some useful tips on resumes, networking, and other business communication in his workbook, Career Strategies. Furthermore, Tim Augustine of Atwell, LLC offers advice about networking and uncovering job opportunities in his book, How Hard Are You Knocking?. Despite the long-term existence of formal business communication & networking and advice from gurus such as Clark and Augustine, numerous job candidates still do not understand the concept and value of actions such as exchanging business cards and sending thank you notes.
While invaluable, knowing that resumes, thank you letters, and networking are important is not enough to help candidates land jobs. People can have the discipline and energy to do these actions and still not get noticed. Why is this the case? What can help people stand out?
More obvious reasons for failure are a one size fits all approach and a copycat approach. In a one size fits all approach, a candidate sends out the same resume and cover letter to everyone, simply changing the company name and contact name. In a copycat approach, a candidate sees a template example from a book, website, or peer and does the same exact thing--even if the candidate's skills, level of experience, targeted industry, targeted job, and targeted company are completely different from the template example. Whether printed or verbal, an overgeneralized approach and a lack of personal touch by a candidate show a lack of interest in the job & company and result in dull, dispassionate first impressions. Boredom may make candidates stand out, but in a negative way.
Therefore, job candidates must be vigilant in properly putting together their introductory documents and statements for printed and verbal initial communication. A specialized focus and a personal touch will look more natural and will help hiring managers get a better grasp of whether or not a candidate is a good fit for the job and the company. A natural, realistic approach is a win-win for both parties. On the other hand, a forced and/or fake approach sets the candidate and the company up for failure, with mismatches and unmet expectations on the horizon.
With all of that said, what else can help job candidates stand out in their applications, interviews, and other networking efforts? The answer for an individual job candidate is the same as for a company as a whole: an understanding of competitive advantage. Recognizing competitive advantage, a job candidate can emphasize a certain strength, attribute, or skill to help leave a strong first impression--which can help get his/her foot in the door of a potential employer. This applies to print, electronic, phone, and face-to-face business communication. Thus, a resume has clearer main points and related bullet points. Likewise, a candidate provides answers to phone interview questions with a focus to these clearer main points. Accurately identified competitive advantages & strengths become reiterated and consistent throughout a job search process.
In evaluating competitive advantage, candidates not only better represent themselves, but they gain understanding about their current focus, current job application process, and long-term career direction. That is, candidates who understand their strengths & weaknesses and learn how to leverage their strengths & handle their weaknesses will move towards better short-term & long-term fits. This means better fits pertaining to specific jobs, organizational structure, organizational culture, resources, schedules, and so on. In essence, candidates are able to recognize mutual goals between them and their prospective employers and connect with hiring managers rather than simply trying to impress them. In the end, job candidates are not being hired because they are looking for jobs. Rather, job candidates are being hired because they have strengths that can help organizations to solve problems and capitalize on opportunities. With that in mind, what is your competitive advantage?
Resume formatting and understanding of other print, electronic, phone, and face-to-face business communication--including networking--remain important to job search success. Dr. Tom Clark of CommuniSkills and Xavier University presents some useful tips on resumes, networking, and other business communication in his workbook, Career Strategies. Furthermore, Tim Augustine of Atwell, LLC offers advice about networking and uncovering job opportunities in his book, How Hard Are You Knocking?. Despite the long-term existence of formal business communication & networking and advice from gurus such as Clark and Augustine, numerous job candidates still do not understand the concept and value of actions such as exchanging business cards and sending thank you notes.
While invaluable, knowing that resumes, thank you letters, and networking are important is not enough to help candidates land jobs. People can have the discipline and energy to do these actions and still not get noticed. Why is this the case? What can help people stand out?
More obvious reasons for failure are a one size fits all approach and a copycat approach. In a one size fits all approach, a candidate sends out the same resume and cover letter to everyone, simply changing the company name and contact name. In a copycat approach, a candidate sees a template example from a book, website, or peer and does the same exact thing--even if the candidate's skills, level of experience, targeted industry, targeted job, and targeted company are completely different from the template example. Whether printed or verbal, an overgeneralized approach and a lack of personal touch by a candidate show a lack of interest in the job & company and result in dull, dispassionate first impressions. Boredom may make candidates stand out, but in a negative way.
Therefore, job candidates must be vigilant in properly putting together their introductory documents and statements for printed and verbal initial communication. A specialized focus and a personal touch will look more natural and will help hiring managers get a better grasp of whether or not a candidate is a good fit for the job and the company. A natural, realistic approach is a win-win for both parties. On the other hand, a forced and/or fake approach sets the candidate and the company up for failure, with mismatches and unmet expectations on the horizon.
With all of that said, what else can help job candidates stand out in their applications, interviews, and other networking efforts? The answer for an individual job candidate is the same as for a company as a whole: an understanding of competitive advantage. Recognizing competitive advantage, a job candidate can emphasize a certain strength, attribute, or skill to help leave a strong first impression--which can help get his/her foot in the door of a potential employer. This applies to print, electronic, phone, and face-to-face business communication. Thus, a resume has clearer main points and related bullet points. Likewise, a candidate provides answers to phone interview questions with a focus to these clearer main points. Accurately identified competitive advantages & strengths become reiterated and consistent throughout a job search process.
In evaluating competitive advantage, candidates not only better represent themselves, but they gain understanding about their current focus, current job application process, and long-term career direction. That is, candidates who understand their strengths & weaknesses and learn how to leverage their strengths & handle their weaknesses will move towards better short-term & long-term fits. This means better fits pertaining to specific jobs, organizational structure, organizational culture, resources, schedules, and so on. In essence, candidates are able to recognize mutual goals between them and their prospective employers and connect with hiring managers rather than simply trying to impress them. In the end, job candidates are not being hired because they are looking for jobs. Rather, job candidates are being hired because they have strengths that can help organizations to solve problems and capitalize on opportunities. With that in mind, what is your competitive advantage?