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I am new to this list and have been trying dilligently to keep up,
but alas I occasionally miss a few threads. This seems to be a very
active group - after signing on my daily message rate jumped from
over 100 to somewhere in the order of 150 now! YIKES! The
proverbial biting off more than one can chew.
But I digress.
Last year I went through my 6th job search in as many years, so you
could say that I am quite experienced at the art of searching for a
job - just not keeping one (HA!). I thought I'd shell out my two
cents worth on the thread of resumes and credentials.
A trend that I have noticed in my state (NC) is a dramatic turn
toward evaluating prospects ONLY if they show in their resume that
they have substantial experience in the area of expertise they are
seeking. In the past I have won interviews and jobs on my ability to
learn quickly and be flexible. I can tell you that the climate has
changed in more recent times - despite my varied experience, I was
only able to win one interview for a position that I was
overqualified for, but for which I had direct (and apparently hard to
find) experience. My point is that it appears necessary for the job
seeker to dig as deeply as they can into the company to whom they are
applying, and try to determine exactly what qualifications and
experience they need. Once determined, the job seeker must then
tailor their cover letter, and resume if possible, to highlight
their experience. Also, it doesn't hurt to add a little extra -
such as a cover letter in the format of the type of writing
anticipated in the position. For example, if you were applying for
a position to write technical marketing materials for a company,
submit your normal cover letter and resume, and then include a copy of
your resume or cover letter in a brochure format.
> Stacey Kahn wrote:
> >Someone sensibly suggested that one way to screen resumes is to only read
> >those with a cover letter, and moreover to use the resumes and the cover
> >letter as criteria by which to judge the applicant.
> I suspect many managers do this, although it may not be an official policy.
> I've told this story before, but it bears repeating for those who are
> job hunting. The last time I was sending out resumes, I started with a quick
> formula. The cover letter was very generic, a boilerplate text that simply
> dropped in the date of the ad for the job, the job title, the name of the
> contact point mentioned in the ad. That was about it. The response was
> somewhat low.
> Several weeks after starting this, I began to listen to the advice of people
> who suggested more care in the cover letter. With each letter, I'd add
> an extra paragraph or two that told why I felt I was suited for the job. I'd
> mention some specific points that made it clear I'd at least read the ad
> and retained the information on that long trip over to my keyboard.
> The response rate on resumes shot up sharply. It can't be a coincedence.
> Rick Lippincott
> Boston Technology
> Wakefield, MA
> rjl -at- bostech -dot- com
Andrea DesJardins (Hosler)
Technical Information Specialist
adh -at- asi-rtp -dot- mhs -dot- compuserve -dot- com
The views and opinions expressed in this message are mine and mine alone.