Making the Right Connections: Perceptions of Human Resource/Personnel Directors Concerning Electronic Job-Search Methods
✍ Scribed by JOAN C. HUBBARD; ALEXA B. NORTH; H. LARI ARJOMAND
- Publisher
- American Counseling Association
- Year
- 1997
- Tongue
- English
- Weight
- 599 KB
- Volume
- 34
- Category
- Article
- ISSN
- 0022-0787
No coin nor oath required. For personal study only.
✦ Synopsis
To be competitive in today's job market, many entry-level management candidates are looking to electronic technology to help them flnd employment. Although technology is an essential part of today's business environment, the findings of this study indicate that very few of the human resource/personnel directors (HR/PD) in the top 100 privately owned companies in Georgia are using electronic technology to fill entry-level managerial positions. These HR/PD. however, view positively those applicants who use electronic methods for job searching and predict that these methods will become a common practice within 2 years.
The first contact that most employers have with a prospective employee is through the resume. Human resource/personnel directors (HR/PD) may examine hundreds of resumes before deciding on candidates to call for an interview because their primary focus is to find the right fit between job and applicant. According to Jim Kennedy, a San Francisco consultant, the cost of hiring the wrong person is enormous .
For years job seekers have been told that resumes should be printed on white, high-quality, bond paper and that the college placement office and published announcements are the primary sources of available job opportunities. In fact, computer technology is changing some of the rules of resume writing and job searching. For example, some experts suggest listing a keyword summary at the beginning of the resume and using appropriate nouns to match words that the computer would search for ("Work Week," 1995).