BIG BLACK HOLES  Too many job seekers tell me too often how they have applied for that “perfect job” on CareerBuilder, The Ladders, Monster, Netshare, Execunet, etc. but heard nothing -  not even an email acknowledging receipt of the application.  Of course, we now have that never-ending debate:  “What did you send?  a resume or cover letter?“  What follows is then quite predictable:  “Let me see you resume.  Ah Yes!  It’s too long.”   Or, “Let me see your cover letter.”  

Fact is that although the advertiser requests a resume and cover letter “indicating how you meet the requirements of the job” the vacancy or opportunity advertised may not exist.  Sometimes, the wording is quite compelling “Only resumes that meet the specifications and include salary history will be read.”  Note that the use of the word resumes  – not the word applicants or those.  Why? Because by depersonalizing the message, the advertiser is protected and paradoxically the job seeker.  “It’s not your fault you were not interviewed – it’s the paper work you submitted.”

For example, a client who is well connected and with a fine C-Level resume applied to more than 100 “good fit” advertisements on the boards listed above and got not one response.  To one ad, he even produced a resume containing “evidence” that he had performed all the tasks required (which he had – this all the more credible because the advertiser would have recognized his company’s name, products, distribution channels  and quantities sold);   still no response.

Out of the blue a recruiter phoned.  He had been referred and had a “perfect job” to discuss with him.  It turned out that the hiring company was trying to fill five similar regional jobs across the country but that the recruiter was “allowed” only to discuss filling one of them, the other four to be filled directly through “opportunities listed on the hiring company’s website.”  In other words, by letting the recruiter identify and submit key candidates,  the company would be able to compare and measure candidates from within, the more so as they encouraged current employees to apply.   As importantly, they would save hiring fees.  (As an aside, I wonder if any of the candidates applying to the recruiter had also submitted their resume to the company web site.) 

What does all this mean?  Perhaps the number of resumes being submitted is so over-whelming that not even automated responses are being generated.  It also means that although jobs are being lost, companies are creating new jobs by hiring internal candidate s (promotion from within) and filling  any void with lower salary employees.  This new job creation will not necessarily show up in the new hiring statistics.   This results in the Black Hold syndrome – the over supply of highly qualified executives in transition find it ever more challenging to find “proper-paying” jobs, the more so as those in jobs today work harder and longer hours (productivity gains) to protect their employment.

I would therefore argue that submitting your resume to job data banks might not be the best move.  One might be better advised to research company web sites and approach the key hiring executive directly with your proposition (I do not mean a resume).  This should be a message in 20 well scripted lines to stand out and ensure it gets read.  To do this effectively and with style, you must know what it is you have to offer and who will buy it.  Said differently, “Why should I see you – what makes you so special?” 

About David Werner International

David Werner International Corporation (DWIC) provides personalized, one-on-one confidential marketing services for senior executives, typically Presidents and Vice Presidents who wish to make career transitions.  DWIC is also retained by Fortune-size companies to provide high-level outplacement services for senior executives (on a one-to-one “basis”).

Mr. David Werner is recognized as one of the foremost experts in Marketing Senior-Level Executive Talent. As noted in the Wall Street Journal and The Financial Times, David Werner International Corporation (DWIC) holds a distinguished global client portfolio highlighted by a 30-year history of success. His expertise on employment matters has been featured in Forbes magazine in an article entitled “Headhunters in Reverse,” and he has received broadcast attention on both FNN and CNN channels. David Werner plays an instrumental role in maneuvering throughout the global business network in harmony with industry trends and market climate on behalf of Senior Executives.

Executives or corporations can find more information on these and other services offered by David Werner International by visiting them online at http://www.dwic.com