#AskARecruiter: How to Get a Job
You’ve attached your resume to the online application process and are so hopeful about the prospect of this role you’re so interested in!
Hang on, you’re not yet done.
Complete the next steps (which read (pull, kinda’ like a deep-pore cleansing) your details directly from your resume into the company’s application tracking system(ATS)) by manually entering the same details into a series of screens requiring your input regarding, well, the same details already found on your resume.
Are you…serious?

At this point, some Product Manager, with varying alerts or upon reports created, examines the abandonment rates. You know, the point at which a user says: “Scr*w this! Are you kidding me? I have to enter everything that’s already on my resume into these fields? WTwhat?!”
Eh, yes, please proceed.
No, no!
“Please don’t stray! We really want you to come join our team! Please, just do the job that our staff could easily do (by actually reading your resume which we’ve determined is a waste of their time)! We’ve automated the effort that would be required by the Recruiter (or other Human Resources employee, after all, we’re lumped in the same category anyway), and which has shaved hours off their time only to impose it (near the same or more) onto you.”
*heehee, suckas….ahem.
Please, continue.

And we wonder why our resumes aren’t even looked at?
Managers wonder why previous applicants aren’t reconsidered?
You do realize, there’s a collection, and inventory of product* in these application tracking systems, right? Many of us reside there still, untouched, categorized as “Not Reviewed” or “New Intake”.
Then there’s others with a slew of comments attached: DNP (do not place); IG (ignore); DNC (do not consider).
I can just imagine the scathing comments alongside my profile.
*Product: an entity defined in the Recruitment process workflow; a job is a product as a candidate is a product (that is, a candidate is defined as a product.)
Next:
Post and Pray: an expression describing holy-help.
An open requisite (job opportunity) is posted online and considered a job done.
That is, the resource who posted it abandons the active search component of their workflow process thereby waiting for candidates to apply directly. That is: “What do you mean I have to go source for candidates? You mean, actually hunt for and find them?”
Because, we all know that familiar sound… crickets….

Even senior Recruiters and Recruitment managers are left aghast with this passive and repeat-offence tendency.
Enter:
Post and Prey: an expression I use, in contrast to the former, reflecting a candidate’s job search efforts. As they pray to receive some indication of promising acknowledgment (you’d think a phone call, email, etc., or something, yes? Heck, even pigeon mail will be well received!), they continue their hunt by preying onto other jobs.
Hey, if Recruiters/Headhunters hunt (aka, prey), then, so, too, should Candidates!
And when the Employer interviewing asks: “So, are you interviewing elsewhere?”
The ideal Candidate says: “No! Oh no no! You wanna know why? ‘CUZ:

You’re the one that I want
You are the one I want
Hoo, hoo, hoo…Honey!
The one that I want
You are the one I want
Hoo, hoo, hoo…
The one I neeeeeddd…
Oh yes, Indeeeeedd….
That’s Indeed.ca, to be clear.
Keep those hips in the chair and the eyes on the job, Candidates! Compadres…
And, now, back to the regular program, per the title, and with the end in sight.
“We thank all applicants for their interest, however only those candidates selected for an interview will be contacted.”
And then there’s…
Your submission will be reviewed carefully however only those selected for an interview will be contacted.”
“Please note, only qualified candidates will be contacted”*
*Copy/pasted per the job description for a Creative Content Writer with grammatical errors abound throughout the JD.
How do they define “qualified” then?
Q: What’s your point, Semira?
A: I’m getting there, chill…
Dear Candidates,
Too often, I’ve been asked why this, why that, and “Why was I not hired?” Please consider the ROI on your time and efforts. That is, Post and Prey.
As your banker will advise you, diversify! Don’t pour your coins into one fund, spread to minimize risk and maximize opportunity wisely. Don’t apply to a few jobs alone and await, anxiously, the email, call, LinkedIn profile review and connection invitation, or all of the above. I get it, we wish. But it just doesn’t work that way, especially not anymore.
You’ve sent X# applications?
Keep at it.
Just keep going.
You can’t stop until you receive an offer in hand.
I regret to say, even then be weary; some offers are known to have been retracted.
Do as they do: be selective and keep your search efforts active. And, then, when you’ve shortlisted and been shortlisted, recognize this as a sign you’re moving forward to the later stages of your Post and Prey efforts, however, put down your crystal ball, nothing is clear yet.
Anything can happen, (even after you start): budgets can suddenly disappear, an internal candidate must be accommodated, someone’s coming back from parental leave and have to be given this job. Anything, my friends.
Recognize, too, that there are several players in this process and it’s not one-sided alone. That is, the employer, alone, is not pulling the trigger on the Go, No-go decision (hire/don’t hire). Information is available to you so, as the Product Manager of You.inc: Prepare, Plan, Post, Prey, oh, and Practice*:
- Prepare: your resume/cover-letter/and LinkedIn profile.
- Plan: your search process (networking, contacting your favorite Recruiters (don’t bash them, just be selective when choosing who you will/won’t work with).
- Post: your resume to various career sites.
- Prey: continue applying to select opportunities that are aligned with your skills and career goals.
- Practice: interviewing. Asking and answering questions. Be thoughtful about this and learn from prior interviews and/or others well-versed in the field.
*Reference: X# Ps of Product Management.
As a final note, I advise against dissecting and absorbing every bit of information you can get your eyes on as you learn about the organization you’re applying to and (possibly) interviewing at. You see, only when you’re moving further along in the interview process should and will you become more knowledgeable regarding the opportunity as a whole (people, culture, salaries, role, etc.). Just as the organization knows very little about you (honestly, how many times have you gone into an interview and the interviewer hadn’t even read your resume? Seriously??!!) and may learn more once you’re in contract, don’t invest yourself completely in the undertaking of such an extensive research study as you’re preparing for this and other interviews. Shortlist! Shortlist! Shortlist!
Kinda’ like our Real Estate counterparts chanting: Location! Location! Location!
Your friendly Recruiter and fellow Candidate*,
Semira
*Lest we forget, we’re all Candidates.
@theSIAPerspective. Please indulge us/me with yours.

