THE JOB SEARCH, RÉSUMÉS,
AND COVER MESSAGES
Business Communication – Dr. Garamvölgyi Judit
Job Searching in
the Digital Age Mobile technologies are on the rise.
Networking— it’s whom you know.
A successful job search today
requires a blend of old and Communication and interpersonal skills are in high demand.
new job-hunting skills.
Traditional techniques are still
effective, but savvy job Social media presence is a must.
candidates must also be ready
to act on emerging trends.
It’s all digital.
Résumés must please scanners and skimmers.
Four Steps of a Successful Job Search
Investigating
Career
Opportunities -
How Do
Recruiters
Find Their
Best Talent?
Whom to Contact in Networking
Harnessing the Power of LinkedIn
1. Receiving Job Alerts. LinkedIn notifies you of recommended jobs.
2. Leveraging Your Network. You may start with two connections, but
you can leverage those connections to thousands.
3. Researching a Company. Before applying to a company, you can check
it out on LinkedIn and locate valuable inside information.
4. Getting Recommendations. LinkedIn helps you take the awkwardness
out of asking for recommendations. It's so easy!
5. Helping Companies Find You. Many companies are looking for skilled
college grads, and your strong profile on LinkedIn can result in inquiries.
Customizing Your Résumé
Chronological or Functional?
■ The chronological résumé lists work history job by job but in reverse order, starting with the
most recent position. Recruiters favor the chronological format because they are familiar with
it and because it quickly reveals a candidate’s education and experience. The chronological
style works well for candidates who have experience in their field of employment and for
those who show steady career growth, but it is less helpful for people who have changed jobs
frequently or who have gaps in their employment records.
■ The functional résumé begins with the candidate’s name, contact information, job objective,
and education. Instead of listing jobs, though, the functional résumé groups skills and
accomplishments in special categories, such as Supervisory and Management Skills or
Retailing and Marketing Experience. This résumé style highlights accomplishments and can
de-emphasize a negative employment history.
Organizing Your Information Into
Effective Résumé Categories
■ Contact Information - first line should always be your name, list your contact information,
including phone number, and e-mail address
■ Career Objective - should be very specific if included
■ Summary of Qualifications - a very concise version of a cover message
■ Education – include the name and location of schools, dates of attendance, major fields of study,
and degrees received
■ Work Experience or Employment History - most recent employment first and work backward,
including only those jobs that you think will help you win the targeted position. - Employer’s
name, city, and state, Dates of employment (month and year) , Most important job title
Significant duties, activities, accomplishments, and promotions
■ Capabilities and Skills - special skills
■ Awards, Honors, and Activities
Cover Messages—Do They Still Matter?
A cover message, also known as a cover letter or letter of application, has always been a
graceful way of introducing your résumé. However, with the steady movement toward
online recruiting and digitized applicant tracking systems, cover letters are losing
significance for recruiters.
Latest Trends in
Interviewing
SIX STAGES OF THE HIRING PROCESS
Hiring/Placement Interviews
In one-on-one interviews, which are the most common type, you can expect to sit down with a company
representative and talk about the job and your qualifications. If the representative is the hiring manager, questions will
be specific and job related. If the representative is from human resources, the questions will probably be more general.
Panel interviews are typically conducted by people who will be your supervisors and colleagues. Usually seated
around a table, interviewers take turns asking questions. Panel interviews are advantageous because they save the
company time and money, and they show you how the staff works together. If possible before these interviews, try to
gather basic biographical information about each panel member.
Group interviews occur when a company interviews several candidates for the same position at the same time. Some
employers use this technique to evaluate leadership skills and communication styles. During a group interview, be
yourself, listen well, be confident yet respectful, and look for an opportunity to lead without steamrolling your
competitors. Even if you are nervous, try to remain calm, take your time when responding, and express yourself
clearly. The key during a group interview is to make yourself stand out from the other candidates in a positive way.
In a sequential interview, you meet individually with two or more interviewers one-on-one over the course of several
hours or days. For example, you may meet with human resources representatives, your hiring manager, and potential
future supervisors and colleagues in your division or department. You must listen carefully and respond positively to
all interviewers. Promote your qualifications to each one; don’t assume that any interviewer knows what was said in a
previous interview. Keep your responses fresh, even when repeating yourself many times over. Subsequent interviews
also tend to be more in depth than first interviews, which means that you need to be even more prepared and know
even more about the company.
Video interviews
■ One-way (asynchronous) video interviewing enables a candidate to respond to a list of
prescripted questions prepared by the hiring organization. When convenient, the
candidate creates a video recording of the answers. The interviewer can view the job
seeker, but the job seeker cannot see the interviewer.
■ Two-way video interviewing is similar to regular face-to-face interviewing, but it is
typically conducted through video chat. A key advantage of two-way interviewing is
that it provides an interactive forum enabling hiring companies to better assess a
candidate’s communication skills, body language, and personality
Before the interview
■ Researching the Target Company
■ Rehearsing Success Stories
■ Cleaning Up Digital Dirt
■ Dressing for, Traveling to, and Arriving at Your Interview
■ Fighting Fear
During the
Interview
■ Send Positive Nonverbal
Messages and Act
Professionally
■ Prepare for the interview
questions
Challenging Questions
■ What is your greatest weakness?
■ What type of people do you have no patience for?
■ If you could live your life over, what would you change and why?
■ How would your former (or current) supervisor describe you as an employee?
■ What do you want the most from your job?
■ Who in your life has influenced you the most and why?
■ What are you reading right now?
■ Describe your ideal work environment.
■ Is the customer always right?
■ How do you define success?
Illegal and Inappropriate Questions
■ Marital status
■ Children
■ Religion
■ Weight, height
■ Age
After the Interview
■ Sending a Thank-You Message
■ Contacting Your References
■ Following Up
