These days when applying online you usually have to do more than just submit a resume, as the application process nine times out of ten also has you complete an application. But have you ever asked yourself “Is it really necessary for me to complete this application”?

Heck, we all have. Especially in times where we are unemployed, applying for several jobs, and getting no response. In some instances, there are ways around completing the application if the job is posted on CareerBuilder or Monster and you have the opportunity to just submit your resume. However, just submitting your resume could result in missing out on job opportunities because you did not fill out the application. Why you may ask?

Because most companies require an application on file for you to be considered an applicant for a position in their applicant tracking system.

Much of this requirement depends on how the organization has defined what an applicant looks like based on the OFCCP guidelines. Some organizations do not require an application to initially be considered for a position and some organizations require a complete application before you are ever considered.

Therefore the next time you apply for a job, complete the application.

However, there is a secondary question that goes along with the application process:  Is it necessary for me to fill out all of the fields on the application?

The short answer:  Yes.

Just like the organization may not consider an applicant for not having an application, they could potentially do the same thing if the application is not completed in its entirety. For instance, leaving off contact information, past employment history, or not signing the document could possibly knock you out.

I understand that it takes times to fill all of this information in, but whoever said finding a job was easy? So the next time you go to apply for a job, dedicate the time to complete the application and in its entirety.

Photo Credit:

Carleton College

Have you been to an amusement park recently?  Once you get past the overcrowded parking lots, stand in line for tickets, (just to stand in line more once inside), and finally get to the roller coaster where people of all ages squeal in anticipatory delight, you’ll notice a small, sign at the entrance of every attraction.  “You must be this tall to ride this ride.”  There are no negotiations for those that don’t meet the requirements.  No if’s, and’s or but’s.  If you don’t believe me, try going with a 3-year old.  You’ll be spending a lot of time in the petting zoo feeding animals that are “tame” and have that wonderful odor of oats, barley and whatever else is in the feed.

No matter how much that 3-year old boy wanted to ride the roller coaster like the big kids, the staff were unwilling (and legally unable) to make an exception.  In the job search, the same principle applies.  You’ve got to meet the minimum requirements listed in job descriptions to even be considered for the position.  From a recruiter’s perspective, minimum qualifications or requirements are the first phase of filtering out the clutter.  Don’t meet them?  Consider your application in File 13 (aka the trash).  If they’re nice and have a little extra time (most don’t have the latter), your resume might get saved in the “other opportunities” pile for follow up.

With the job market the way it is, I can see how people are simply applying to as many open positions as they possibly can.  It’s called the “spray and pray” technique.  It doesn’t seem to work very often, but the theory is that if you apply for so many jobs, you’re sure to land one.  People are applying for positions that they don’t have the minimum qualifications for on a “what if” basis.  What if the hiring manager would make an exception?  At one point, this may have worked.  But, with the overabundance of applicants to open positions today, you can bet that 99.99% of the time the person that is most qualified is offered the job.  Spray and pray does work from time to time, but I wouldn’t suggest the tactic.  Instead, here are my three suggestions:

Target your approach. What is your end goal?  Begin with this in mind.  Entry-level jobs will help you gain experience that will be needed for the next position.  Think about what you want to accomplish, have a plan, and execute accordingly.  Targeting your approach will give you better direction and in the end, can prove to be very beneficial!

Know if you’re qualified. Minimum qualifications - do you have 10-15 years of experience in the field relevant to the posted career opportunity?  If you don’t, don’t apply!  Know your qualifications.  If you have 9 years when 10 are preferred, you may have a shot.  But, if you just graduated college and have applied for an opportunity that lists 5+ years of experience as a prerequisite, chances are that you’re not qualified.  Also, pay special attention to the location requirements.  If the position is in New York, China, or Arkansas, don’t expect that you won’t have to move there.  You will.  That’s where the job is based, not just where you are comfortable living.  This applies to many positions, but there are some exceptions.  Check these things before you apply.

If you’re not qualified, know what to do. Not qualified for the position you’re interested in?  What can you do?  You could look at it this way: think of the job as a goal to achieve.  With the right knowledge base, skillset and experience, you can become qualified in the long run.  Right now, know what you need to do to gain that knowledge.  Research the field, job shadow with people in that position, gather information from following industry-related blogs, reading trade publications, or simply networking with the right people.  Do what it takes to establish yourself as a credible person of authority and qualified candidate.

Target your approach, know if you’re qualified, and know what to do if you’re not.  These are three steps to help you land the job of your dreams.  Recruitersare ordinary people, too.  Most read through thousands of resumes just to find that perfect candidate.  Help them help you by applying for the positions you’re qualified for.  If you don’t know if you’re qualified, ask someone.  There are a ton of career experts out there offering free and fee-based services and advice if you just ask.  Some good ones are listed in my blogroll to help you if you need it.

The amusement park metaphor can be applied to your career and life in general.  Life is a roller coaster – exciting and scary at the same time, leaving us with a feeling of exhilaration and an adrenaline shot to get us through the next drop or upside-down loop.  Principles for roller coasters and the job search go hand in hand.  Knowing your qualifications and how to apply them will help you find the best fit at the right time.

So, here’s the question: Are you tall enough to ride this ride?

Image courtesy of winnie0917

Tracy Brisson is the founder and CEO of The Opportunities Project, an organization that helps young professionals meet their career goals quickly and confidently. Before launching her own company, Tracy worked in recruitment for more than a decade and her career advice has appeared in the New York Post, The Star Ledger, and on Monster+HotJobs, and The Ladders.  Connect with her on twitter at @oppsproject (http://twitter.com/oppsproject).

I recently hired Alisha Miranda (http://flavors.me/alishainthebiz) (@makeshiftalisha) (http://twitter.com/makeshiftalisha) to manage the marketing strategy for my career coaching business, The Opportunities Project (http://opportunitiesproject.com). I met Alisha through Job Hunt Chat. I know many jobseekers participate in Twitter chats not only to get advice, but also to find opportunities. I’d like to share three lessons from my experience hiring Alisha that might help other chat participants meet their job search goals.

1.     Lesson One: You never know who will become an employer. I participate in Job Hunt Chat because I want to give back and share my decade of recruitment experience and career coaching knowledge; my days of active candidate searches are behind me. When I first met Alisha in January 2011, I had no idea that my business would grow so quickly and I’d need to hire someone in just two months. In fact, I wasn’t even sure I’d still be around by February first! I connected with Alisha because she was also a self-employed Brooklyn-based woman and I’ve trying to broaden my network of New York City female creatives. After a few tweets, we moved our relationship offline and spent an afternoon in a Prospect Heights coffee shop getting to know each other and co-working on our separate projects. I found out about her marketing work and her unique approach as a side conversation. It was still another 45 days before I knew I had a need for a marketing consultant, but she had unintentionally made an impression on me.

2.     Lesson Two: Do good work and share it. Because of my extensive experience in marketing and recruitment, I have high standards. For my marketing consultant, I needed someone who was a good writer, could complement my own expertise, and had a unique and irreverent slant. I started reading Alisha’s blog and tweets closely for about three weeks before I contacted her about the marketing position. I wouldn’t have bothered if she hadn’t been producing excellent work.

3.     Lesson Three: Be yourself. Alisha never tried to be anyone but herself since I met her.  While it’s true you should customize your job search efforts to specific employers, that advice is often misunderstood by jobseekers. It doesn’t mean that you should try to be someone you’re not just to get a job. As a career coach, I know that never ends well. Even if you get the job, you’ll be unhappy because it wasn’t a good match. When I showed up for our interview at a Starbucks, Alisha was already there. She was working on her hot pink laptop and was wearing funky white sunglasses. While unconventional, it was exactly what I was looking for in a team member for The Opportunities Project. (In my bag, I had my purple MacBook Pro and my own retro white sunglasses that I had just taken off.)

So remember, Job Hunt Chat: If you connect with people sincerely, produce searchable work, and be authentic, you’ll position yourself for career success!

Traveling.

This is a word that people generally like to hear in their personal lives because it means that they are visiting a place they chose. However, travel is typically a word that many people do not like to hear in their professional lives? Why? Because you have to work, you’re away from your family, and you have to work.

With organizations requiring more with less, the chances of employees having to travel for work is increasing. Especially if the organization has multiple locations across the United States or world. So, how do you know if traveling for work is for you?

Before applying to a position that requires travel, ask yourself the following questions:

1. Do I want to travel?
2. Am I willing to travel “X” percentage for the job?
3. Would I be willing to use my personal vehicle if it was needed?
4. Am I willing to spend time away from my family and friends?
5. How much time am I willing to spend away from my family and friends?
6. Do I have other obligations at home that I have to take care of – pet, outside workplace commitments, etc.?
7. Am I alright with being alone?
8. Do I want to go through TSA every time I travel (while exposed to radiation or groping)?
9. Am I able to obtain a passport if needed for international travel?
10. How long could I continue the travel requirements of the position?

When interviewing for a position that requires travel, you need to ask the following questions:

1. How much travel is required – percentage or number of trips per year?
2. Where are the locations that would require travel?
3. What is the duration of the trips?
4. Does the travel require driving or flying?
5. If the travel requires driving, does it require the use of a personal vehicle or is there a company vehicle?
6. What occurs when visiting the locations?

Based on my experience, travel can be fun and it can get old. In my current position, I support 47 locations in the Southeast, Mid-West, and West. Therefore, my position requires roughly 85%-90% of travel in which I am on the road about 3 weeks of the month. Since I do not have a lot of ties to where I live (all of my family live somewhere else), the traveling doesn’t bother me spaced out over time. I actually enjoy traveling and interacting with the branch managers and employees that I support. Getting out and interacting is what I love about my job! Typically when I visit a branch, I am interacting with employees (gauging temperament and morale in the branch), as well as auditing I-9s, employee files, affirmative action files, training, payroll, and postings. Additionally, I also support my other branches via telephone while I am traveling, which also includes working on investigations from afar, dealing with employee issues, and answering daily HR related questions.

These are the daily duties of a Regional HR Manager and I knew this is what was expected when I took the position. One plus is that I rack up frequent flier and hotel miles, but what is also great about this position is it affords me the opportunity meet up with my HR friends across the country.

Could you travel?

I want to hear from you. Do you have a position that requires an extensive amount of travel? How do you cope? Do you enjoy the traveling? What recommendations do you have for those that have to end up traveling for their position?

Photo Credit:

Gourmet.com

The 137^th Kentucky Derby was this past Saturday.  Millions of people were watching, drinking mint juleps and wearing the finest hats they could find.  It’s what all trainers, jockeys and owners dream of.  It’s what makes a three year old horse a legend.  As I was watching the Derby this weekend, I found some inspiration that I’d like to share with you.

Have you ever seen a horse race with blinders on?  You know, those cups that fit around their eyes, causing tunnel-vision.  The intention is to focus the horse on the task at hand, making it blind to other distractions.  For some, this is effective, but for most, this could be a real limitation.

How does this relate to the job search or career advice?  You see, blinders keep us focused on one specific task with one specific goal.  We don’t see everything else around us.  That could be good for a limited time, but in the end there’s so much more potential.  We all have career aspirations.  As a kid, I wanted to be an astronaut, cowboy, cartoonist, and yes, even a marine biologist (who didn’t want to do this in the 80’s and 90’s.)  Even as an adult, I’ve found myself with my blinders on, oblivious to the opportunities just to the left or right of my focus.  In fact, I wouldn’t be where I am today if I didn’t take those blinders off.  When I was called to interview for the opportunity at my current employer, I was holding out for another position.  I went ahead and traveled in for the interviews and my perception and goals were immediately changed.  I saw great potential, but also knew that this career move could be a risk.  I took that risk and can honestly say it was one of the best decisions in my life.

This is just one situation where the blinders had to come off.  As you’re in the job search, think to the left and right (outside) of your current goals.  Have a healthy “what if” plan and don’t be afraid to take a few risks.  You never know where those decisions will take you.  Relating to the horse race analogy, don’t always bet on the sure thing or the longshot.  Aim in between.  I don’t think anyone saw Animal Kingdom winning the Kentucky Derby, yet it happened.

Stay focused, but don’t be afraid to deviate a little from the safe path.  You might just find the best opportunity and true happiness where you’d least expect it.

“The spirited horse, which will try to win the race of its own accord, will run even faster if encouraged” – Ancient Roman classical Poet and Author of Metamorphoses, 43 BC-17

Photo credit: MRMTechBlog

QR Codes and technology seem to be everywhere especially when I’m traveling.  Last week I traveled to Atlanta for the third HR Evolution Conference.  And as I walked the airport terminals, restaurants, and rode the train to my destination, they were everywhere.  As I begin to integrate QR Codes into my own business and marketing strategy with Xceptional HR, job seekers can leverage this technology to their advantage.

• Adding a QR Code to your business card. Adding your LinkedIn profile QR Code or QR Contact Code are two great ways to make an impression.  My QR Contact Code uploads my phone number and other contact information directly into your phone.  Making it easy for hiring managers, new contacts, and old friends to contact you without the hassle of inputting your contact information.

• QR Codes to Your Resume. Depending your industry, I believe that QR Codes can establish your ability leverage your knowledge of trends and technology to the company’s advantage.  Adding a small QR Code to the top portion of your resume where you contact information is already included makes it easy for the hiring manager to learn more about you.  You create the pathways as well as the content for them to view making it less likely that they will Google Search you and be led astray.

Aside for QR Codes there are other technology offerings that can not only impress recruiters and hiring manager but serve as a tool to drive companies your direction and improve your search engine optimization.

• Slideshare Your Resume. S lideshare can be added to your LinkedIn profile to help customize and highlight your best qualities but it can also be used as a form of online resume.  Slideshare has a very high SEO and will rank high on search engine pages depending on the keywords you add.  Additionally, your resume presentation can also be embedded into websites and blogs for recruiters to learn more about you.

• Creative Infographic Resumes. One of my favorite resumes I’ve seen recently is that of Hagan Blount.  He created a eye-catching inforgraphic that serves as his resume.  This resume infographic has landed on some high profile media sites and is sure to impressive creative agencies and less conservative companies and industries.

Photo Credit Cake Picture Gallery & HaganBlount.com

Jessica Miller-Merrell, SPHR is an author, HR consultant,  new media strategist, and author who writes at Blogging4Jobs. Her company, Xceptional HR offers social media strategies, human resources, and recruiting consulting with an eye on digital media.  Jessica is the host of Job Search Secrets, an internet television show for job seekers on Tuesdays at 3 PM EST.  She is also the author of Tweet This!  Twitter for Business, a how to business guide for Twitter.

When you hear the term “networking”, what comes immediately to mind?  Well, if you’re a computer programmer, maybe something different, but the rest of you are thinking along the lines of people standing around drinking cocktails, haphazardly passing out business cards, with the ultimate goal of getting a job or new lead.  This is a pretty accurate description, but networking works so much better when you bring something valuable to the table while seeking it at the same time.

Here are some tips that I’ve learned along the way (do you ever stop learning?) that might prove useful to you as you attend networking events, mixers, and really anytime you meet someone new. While they’re titled “rules”, please don’t think of this as an exclusive list.  There’s so much more!

Rules of Networking:

Rule #1 – Never pass up an opportunity to network – you never know where the connection may take you.

Rule #2 – Have a plan.  What do you want to accomplish?  Do you want to get a job?  Learn something new?  Rapidly hand out as many business cards as possible? (Hint: don’t do the last one…)

Rule #3 – Be yourself.  Your true personality and character will show as you get through the process.  Set yourself apart from the competition by just being genuine.

Rule #4 – Have a firm (but not crushing) handshake.  This applies to both men and women.  No one wants to shake hands with a dead fish.  Look them in the eyes, grip their hand firmly and shake twice.  Then, let go.

Rule #5 – Always have a business card.  Even if you don’t have a “business”, this is how you’ll leave information with someone who may be interested in you as a candidate. If you don’t have a card, what would you do? Write your info on their hand in permanent marker?

Rule #6 – Dress appropriately.  Women: if you don’t have pockets, carry a small purse or handbag for business cards.  Men: don’t bring a briefcase.  Instead, bring a normal sized folder (there are some great leather padded ones for cheap) with space to keep business cards and a pen and paper if you need to write something down.

Rule #7 – For networking dinners, lunches, etc.: It’s not about the food. Eat before you go – you’ll have a free hand to shake when you approach someone.

Rule #8 – Ask open-ended questions.  This means questions that ask who, what, where, when, and how as opposed to those that can be answered with a simple yes or no. This form of questioning opens up the discussion and shows listeners that you are interested in them.

Rule #9 – Network with everyone.  Don’t just focus on those that are where you want to be someday.  Network with others that are in similar roles or positions that you are in.  You can learn a lot from these people.  Listen to their challenges and approaches, then use that information to make your networking more impactful.

Rule #10 – Ditch your friends.  You’ll see them everywhere else.  The goal is for YOU to get a job, right?  Would you bring them to the interview?  (The correct answer is no.)

Rule #11 – Follow up within 48 hours.  Do what you say you’ll do.  Send a thank you note to those that you met.  A short note will suffice. NOTE: A handwritten, mailed note goes a LOT farther than an email will.  Sometimes, email is requested.  If it’s not, send the handwritten note. These guidelines should get you started in the right direction.

As I mentioned before, these aren’t the only rules for networking – I’m sure that you’ll be able to find many more out there.  These are simply a few tips to get you started.   I’ll touch on a few of them throughout the coming weeks in more detail.  Remember, it’s not all about you.  While you can learn a great deal, you can also add great value by providing the same of information and opportunity to those that you meet.  The world gets smaller everyday.  Wouldn’t you like to have someone that you could call with expertise on any given subject?  You know, say that “I have a guy that does that…”.  You never know when you’re going to get a phone call or email asking you for your expertise.  Be ready and armed with your arsenal of knowledge!

Kirk Baumann

Kirk Baumann is a passionate recruiting advocate preparing the next generation of talent.  His blog, Campus to Career, dedicated to job seekers, covers topics from the job search to personal branding to social media.  As Director of Career Connections for SIFE USA, he consults for Fortune 500 companies, helping them recruit top talent, working directly with students, alumni, and young professionals on career development.   Follow him on Twitter – @kbaumann

Gap years, or months can be a powerful mood-killer to any resume. What is a Gap year, exactly? A Gap year occurs when a high-school graduate takes 12 months off consecutively to work, volunteer or do another activity. Although some can view a Gap year as a negative, there are steps any student can take to assure future employers that you are serious about your future. According to statistics in recent years, Gap years are on the rise.

“Although statistics are rare regarding exact numbers of students who ask to be deferred or simply wait a year to apply to college, the percentage is on the rise according to various sources. The Boston Globe reported in May 2005 that Bob Gilpin, then President of Time-Out Associates in Mitton, answered twice as many questions regarding a break between high school and college in the spring of 2005 than in the previous three of four years. Common reasons for partaking in the “gap year” are to perform community service, travel, join the military, or simply regain strength after a rough senior year.” (http://www.collegiatetimes.com/stories/9551/students-participate-in-gap-year-more-frequently)

How do you make the most out of a Gap year? Here are 3 tips to turn a Gap year into something positive on your resume or college enrollment essay.

1.) Get a testimonial. What others say about you speaks louder than what you can say about yourself. Whether it’s a volunteer opportunity, or a one-of-a-kind trip, offer up a positive statement that was said about you in the experience or a task you accomplished.

2.) Offer to blog for your school newspaper about the experience, or a local/national publication. Not only will writing improve your communication skills, it will encourage others who are taking the same path to connect with you. Since 75% of all job offers are through networking, you’ll be branding yourself, improving your skills and networking all in one!

3.) Recognize it for what it is. Life experience is irreplaceable. Although a gap year might be deemed as some as a negative, you ultimately know what is best for you. If a year is needed to save up funding for college, or to focus on being a kid, that’s alright. You’ll have the rest of your life to get straight A’s, work hard and make a difference. One word of caution? Remember, what is put on Facebook and the internet, stays on facebook and the internet. You’ve made a decision to do what’s right for you, don’t hurt your future chances of employment or enrollment by putting photos on the web for all to see.

The most important point is to take a negative, (as a time-off,) and turn it into a positive. Your life experience is priceless.

Kate-Madonna Hindes

Kate-Madonna Hindes, is an industry leader and national author and speaker on emotional integrity and authenticity in today’s online media.  Her columns are regularly published in the Minneapolis Star Tribune, Women of HR, GirlmeetsGeek, Brazen Careerist and JobDig.  She’s also the Director of Recruiting and Marketing for Brigham Group (www.BrighamGroup.com).  With 15+ years of combined, published, experience for news media, state government and Fortune 500 businesses, she regularly covers national Social Media Technology events from an HR / Recruiting perspective, including CES 2011. Notably, she sits on the coaching panel for Keith Ferrazzi’s Relationship Academy, alongside Chris Brogan and Tony Hsieh.

There’s 3 types of questions you must prepare before you attend an interviewthat will put you in a good position to be successful:

1: A question about something the interviewer has told you.
Show that you have listened and taken an interest in what has been said. Ask a question that will give you the opportunity to show your experience in the best light.

2: A question about something you haven’t been told but uncovered through researching the company. This shows you have prepared and done your research.

3a) What the next step will be.
b) What the timetable will be.
c) What reservations they have about you.

The last one takes a bit of courage, but gives you the opportunity to overcomeany concerns theymay have. If they have none, ask for the next step.

Bill Boorman

Bill is an internationally recognized leader based in the UK with more than 28 years of industry experience. He is the Founder of the #TRU Conferences and blogger at The Recruiting Unblog. You can find Bill on Twitter @BillBoorman or on LinkedIn at http://uk.linkedin.com/in/billboorman

Over the past couple of weeks, I have been interviewing manager candidates for several of our locations across a couple of my regions. Some of the interviews have been good and some of them have been not so good. And through this process, one particular interview stood out to be because it was though the candidate just felt like he was interviewing with me simple because he had too. Meaning, my interview really didn’t matter on the larger scale.

Funny enough, I used to run into this situation when I was a recruiter. I would get many candidates who felt that since it was just the recruiter they were speaking with, they really did not have to put their “A” game on. Instead, their “A” game would be reserved for the manager or someone more important than just the recruiter. As a result, many of the candidates did not make it through the interview process because although I tried to find the skilled, quality candidate, they wouldn’t give it to me since I was just the “recruiter”.

So, are all interviews game for your consideration of a job?

The answer: Yes!

Regardless of who you are speaking to within an organization, all interactions are important. First impressions are everything and you should always have your “A” game on because you never know who is involved with deciding whether or not you would get hired. For instance, have you ever heard a story where the final OK to hire a candidate was left up to the receptionist or secretary that the candidate interacted with when they first walked in?

You might say a receptionist or secretary couldn’t make the final decision, but it absolutely can happen. Although you may not see the receptionist or secretary as crucial, the interaction they have with a candidate is important because again, it demonstrates some of your true characteristics. For example, how did you interact with them when you first walked in? Were you pleasant or rude? Were you late? Were you on the phone the entire time?

When people think they are not being watched by someone important, they can do things that they normally wouldn’t do if they knew the person they were interviewing with was watching them.

So, here is my advice to you.

Take every interaction you have with someone at an organization to heart. Whether it is an HR Coordinator calling to conduct an initial screen, an HR Manager conducting an interview, or engaging with the receptionist at the front desk, they are all important. I am not saying be fake and put on a game, but be yourself and be professional with your “A” game on. You should always be ready to present yourself to the fullest, as you never know who will be involved in the decision making process to hire you. Especially since there are more people unemployed and less open positions in today’s workforce. Now, go knock that interview out of the park!

Chris Ponder

Chris Ponder II is a human resources professional who has harnessed his human resources knowledge and experience across the casino, retail, and service industries, while pushing the extreme in:  talent acquisition, employee engagement, training and development, human resources information systems, employee relations,  process development and redesign, performance improvement, project management, and human resources analytics. Chris shares his knowledge and experiences at his blog, XtremeHR, but you can also follow him on Twitter at @ChrisPonder.

Photo Credit:

Personalbradingblog.com