Talent Zoo

Awesome Jobs, Great Companies, & Hot Talent
menu button
Bookmark and Share
December 3, 2013
A More Effective Appeal Than Experience or Accomplishments
 
Many job hunters believe that the most experienced applicants are who gets invitations to interview. Others believe that their accomplishments are the key to getting interviews. 

Sometimes either or both are right, but in my experience of helping people of all ages and backgrounds, those who consistently get interviews for the best positions base their appeal on something different than either of the above. 

First, consider experience. Most applicants for a given job have experience. Some have more than others. The problem is that for most good jobs, lots of people will probably have experience in the same position and industry. So, it’s risky to place your hopes on being selected out of the pool of the other experienced applicants.

There’s no shortage of job search advisors who say that what you really need to separate yourself and capture attention is to promote and emphasize your accomplishments. Unfortunately, that’s also a risky strategy. Why? Because, unless your accomplishments are from a very similar competitor of the hiring company, the response might well be that your accomplishments are irrelevant to their situation.

Given the weaknesses of trying to get a foot in the door based on experience and/or accomplishments, here is what you should base your “case” on. If you do what I’m going to advise, it will almost certainly make you the competition, and you will be the only applicant who isn’t a “me too, only better” applicant. And you will be the only person that tells the hiring authority what she or he wants to know the most; namely, the answer to the question “what can you do for me?”

My advice is to make your appeal primarily on the basis of your capabilities. As I’ve said in a prior post, you should tell or list some of the things you can do and some of the ways that you can help them and their company reach their financial goals faster.

Communicate this via a letter sent directly to the hiring authority. If you include a few key facts such as your educational background, etc., then do not send a resume with your marketing letter. Wait until they ask for it.

Contact me if you would like to consider retaining me to help you find a great job.

Bookmark and Share
blog comments powered by Disqus

Tom Kellum is a job hunting consultant, helping people's dreams come true since 1987. He specializes in providing a personal job-landing service based on proven marketing strategies and methods. For more information, email him at careerkeysman@gmail.com or visit www.careerkeysman.com
TalentZoo.com Advertising