| As a recruiter I hear this all the time. I contact an | | | | hear a response asking you what role this and |
| employee that has responded to an ad and their | | | | they do not know anything about the job |
| first response is, "now what position is this as I | | | | responsibilities. For me, the job search process |
| have been applying for a lot". It is one of the | | | | and interview starts with the application - not with |
| largest turnoffs and most certain ways to ensure | | | | the interview. If someone is really professional, |
| that you are not placed in front of the list of | | | | they will spend their time actively pursuing |
| possible candidates for consideration. Abundantly | | | | positions that are a match, requiring the skills they |
| clear is that people do not manage their career | | | | have and being with a company they can respect. |
| search effectively by reviewing opportunities and | | | | If the time is taken up front, hiring managers |
| applying to ones of interest, but rather blast their | | | | quickly recognize the difference in candidates. |
| resumes across countless forums and hope | | | | Lets keep it honest, not everyone will remember |
| something sticks. Be different, pay attention. | | | | each and every detail of the positions they applied |
| Job seeking can be a full time profession if one is | | | | for. Daily lives and current job responsibilities |
| dedicated to the task. From researching | | | | require our attention therefore placing future |
| companies and possible opportunities, to | | | | opportunities on the edge of our frontal brain. |
| networking with professionals and associations to | | | | With that being said, be aware of it and keep a |
| learn of the best opportunities, a person can fill | | | | list of the roles you applied for. This list should |
| their day with seeking tasks that otherwise go | | | | consist of when you applied, where you saw the |
| overlooked by the normal candidate. The largest | | | | role, a brief description on what they were looking |
| difference between such seekers is the impact | | | | for, as well as why you applied. Any contact |
| that they make when speaking to a recruiter or | | | | information or identifiable information on the |
| HR person that makes initial contact. That person | | | | company should be placed on the list as well. |
| knows full well what they applied for, when, and | | | | When someone calls, you can quickly grab the list |
| what interested them about the role. Imagine | | | | and be aware of the subject matter rather than |
| calling someone, telling them that their resume | | | | asking questions that make you appear |
| matches well to the role they applied for, only to | | | | non-interested or unprepared. |