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Posted by: Janeir on Thursday, August 15, 2013 - 10:10 AM
Many times in the process of applying for a position, a job seeker wants to impress the hiring manager by providing them with every part of their experience, even though it is not expressly asked for in the job announcement. During a job search coaching session with Jane, a job seeking client was discussing her plan to apply to a local university. The position description mentioned that all applicants would be required to bring in their transcripts when an interview was scheduled. However, the job seeker spoke of how she believed she should send her transcripts with her resume and cover letter in her initial application.

When this client was asked for her reason for wanting to do so, she responded with her feeling that her GPA was a great reflection of her capabilities and that the hiring manager would realize how driven she was to always do better. The job seeking client believed that this action would be considered forward thinking and provided her rational as the organization planned to ask for the transcripts anyway. Jane’s response was to ask this job seeker about the possibility that the hiring manager may interpret the inclusion of transcripts as not following directions or paying attention to details.

Throughout the application process, an organization may request various documents from a job seeker: job application, resume, cover letter, transcripts, reference list, and others. While it may seem like a good idea to show initiative to the hiring manager by providing more information than asked for, the assumption may be made that a job seeker is not following directions which could be detrimental to the job search.

Several days after the job search coaching session, the job seeker in the above example realized from a personal testimony exactly the point that Jane was making during her session. The client emailed JaneCo’s Sensible Solutions about a conversation she had with her uncle while networking.

Her uncle’s company was searching for engineering graduates for positions with his organization. He pointed out that many individuals, when applying, did not follow instructions for the application process. He told his niece that the senior leadership within his organization was not allowed to hire those job seekers, even though the applicants clearly were engineering graduates. Her uncle explained the reason for this policy was because of the nature of the organization’s need for its employees to have a need for attention to detail in their work.

As one can see, in the application process, following directions and attention to detail can be just as important as the information provided.

Note: Behavioral strengths are a key to defining best career choices. Different behavioral styles are attracted to and excel at different occupations. Is attention to detail your major strength? Is making quick decisions your major strength? Is supporting your team your major strength? What about motivating others to take action? You may have all these strengths, but some are more natural than others. JaneCo can accurately determine your greatest strenghts and provide the coaching to help you minimize your job search and maximize your income. email us today

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