Posting an online resume may be the best way to find a job.
Most people get jobs through networking and personal contacts, said Pamela Park-Curry, director of undergraduate career services and recruiting operations at the Fisher College of Business. However, many large companies require job seekers to apply online instead of mailing a resume and cover letter, she said.
“The application process becomes easier for both employers and potential employees when companies do not have to file resumes in a filing cabinet,” Park-Curry said.
One advantage for companies posting online resumes is that the information gets entered directly into a database. Through this database, employers can search for keywords to match up with words on applicants’ resumes, she said.
Park-Curry also said students should learn about, and do research on specific words that employers search for when looking for someone to match a job opening. Objectives are an important part of resumes and should include words such as “internship” so that companies who are looking for interns can easily find a job seeker’s information.
“Students should include good, rich keywords on their resumes,” she said.
Cover letters are not necessary if contacting someone by e-mail because the e-mail itself is the cover letter. However, e-mails should look professional with correct punctuation and grammar, Park-Curry said.
Job seekers should not be passive when looking for a job, she said. It is easy to look for jobs online, but people should use all available resources including attending jobs fairs and following up with phone calls.
“Companies will have different ways to hire for different positions,” Park-Curry said.
Companies may not simply accept applications online in the future, but they might also provide assistance to job seekers. Job seekers could get a chance to see if they would be a good fit with the company.
Brian Dineen, a doctoral candidate in management and human resources at the Fisher College of Business, conducted research to improve the way people apply for jobs.
Dineen and the research team created a Web site and sent random e-mails to students, inviting them to click on a link leading to the site.
The site included a set of questions that the students could answer anonymously to get an idea of whether or not they would enjoy working at the fictitious company featured on the site, Dineen said.
The questions were based on different aspects of the company’s values and preferences in the work environment, he said.
Automated feedback was given through the site to let the applicant know if a good match existed with the company.
The questions were already answered by the employer, which helped to match the students’ answers to the employers’ questions.
This made the response time quicker and easier. No human intervention is needed, Dineen said.
Because the questions are answered anonymously, people can still apply for the job position, with no negative repercussions, even if the feedback indicates the job might not be right for them, he said.
Only one company, which is a Fortune 500 company, has been found to use this process, Dineen said. However, there have been indications more companies will begin to use the idea.
“It seems to be something that companies can do at a fairly low cost,” he said.
The survey gives applicants better and more accurate choices in their job search, Dineen said.
The only disadvantage that Dineen anticipates with the process is if companies cannot accurately assess who and what characteristics would best fit the job positions.
