The Role of a Job Applicant 4/2018 Article

In speaking to hiring managers over the years and knowing the challenge for them is hiring and allowing their companies to grow, the challenge is the usual suspect of employer pain. Such as the competition is winning, costs are out of control, customer support issues, employee training to reduce mistakes and/or taking on a more skilled workload. We all know those job openings are posted and the wave of applicant interest submissions pour in. Some are especially good, most are lacking in some respect and then discarded. By and large your resume’ has somewhere between 6-10 seconds to engage that reader, who is also a decision maker, to put forth your communication through the process of voicing your skills and abilities with another human, and eventually the hiring manager. Scrutiny and competition are still in play in scheduling candidates for initial interviews. Now the real work starts for both the hiring company and the top candidates in moving forward with an interview process that will determine the top two or three finalists and eventually, a winning candidate for a job offer.
We all know that, right? Well, it appears that most of the candidate pool is not familiar with a company’s goal of hiring people that are part of the revenue generation process that allows companies to expand and grow with timely decision making. Minimizing or omitting your resume’s message of any achievements, accomplishments, performance, skillfulness, proficiency, ingenuity and all-around communication, will maximize the hiring company’s discard file. It will not produce communication responses from companies through the phone, emails or texts, and will be perceived as a waste of their time and not worth further consideration. Companies are in business to make money and grow and will predominately hire those people they feel, and want to be part of their growth and expansion. The hiring manager/decision maker will look for those candidates communicating exceptional decision making and problem-solving skills and abilities. Candidates who can plan, organize and prioritize work, communicate needs, ideas and issues on levels of the job opening, will always be in high demand. Job market decision making starts with the job seeking candidate who is looking, and able, to voice their message to be part of that next great job opportunity. www.txstarcandidates.com/success-stories.html