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It almost goes without saying that you need a hard copy resume and cover letter more than you do an email resume and cover letter. This is because the overpowering majority of hiring is ultimately done with a hard copy resume and cover letter. Resume posting web sites online would have you believe that 50% of all hiring is done online. Nothing could be further from the truth. The only two scientific studies I know of show that an intermediate of 4 to 6% of occupation seekers were hired online. That means that, at best, 94% of jobs seekers were hired the traditionalisti way-with a hard copy resume and cover letter and in an consultation process. It is unfeigned that a lot of times you are asked to initially send an email version of your resume. This helps humane resource (personnel) specialists get the selective information out rapidly and without delay to all concerned parties involved in the hiring and elimination process. Even altho you respond with an primary email resume, be sure to take 6-8 copies of your hard copy resume and cover letter with you to an interview. Make sure the cover letter is pre-signed and arrange the resume and cover letter in sets so the resume is on top of the cover letter. When you are being interviewed by a hiring panel and they are passing your email resume back and forth, attempting to read it and consultation you at the same time, tell the panel members that you have brought hard copies for each of them. Then get up and disseminate your hard copies. It is the hard copy resume and cover letter that is impressive, not the email version. In closely all cases, the actual hiring authority, or the person who at long last gives approval to the hiring choice, would prefer the hard copy resume and cover letter version rather than the email version. One reason why is that it plainly looks more professional, and gives a more beautiful making something publicly available of the potential hire. Another reason why is that the email resume in text version is exceedingly unimpressive and may well be defaulted to a littler typeface in the transmission process, making it harder to read. Remember that the quickest way to increase readability is white space. Human resource specialists do not ordinarily hire people. Their occupation is to screen applicants for hiring and, after weeding out less desirable prospects, prepare materials for a panel of interviewers who have input into the hiring process, and once in a while the authority to make an offer. Most often, the panel in private enterprise makes a decision and then gets approval to hire from the wheel horse, a horse in a team of horses that is next to the lead horse. This would be the chief executive officer when hiring for corporate management positions, or the chief operating office for middle management positions, and on down through the pecking order of staff positions. Everyone among staff members has an essential role to play in the success of the company or organization, with a great deal of staff members having more obligation than others. Remember that what employed to be a one-on-one consultation has now become a one-to-committee interview, in particular in public service organizations. Bureaucrats love to surround themselves with fellow workers and never assign obligation for anything; that way no one is ever accountable when faults are made. This sort of arrangement does not play as well with companies in private enterprise. (Editor’s Note: This is Part 5 of a 6-Part series.) Copyright © 2008 Ed Bagley |
