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OK Proceed. Your session has expired. Please log in as a SHRM member. Cancel Sign In. They know that taking the time and energy to custom write a cover letter when they have little chance of obtaining an interview, is a waste of their time. Understand that their resume review is usually a waste of your time, too. When applicants include a cover letter that essentially says, my resume is attached, you know that they have skipped the most important opportunity that they had to capture your attention.
Anything else is a red flag. When resumes and cover letters are customized, applicants have the opportunity to tell you that they have researched and understood your company and your business. They exhibit knowledge of your customers and products and know how they can contribute to your organization. His lack of knowledge and research would have been obvious in an effective resume review. Sure, in a tight job market applicants will apply for jobs for which they are overqualified.
You walk a fine line in selecting such a candidate for your jobs, however. Your organization will benefit from their long-term experience and the knowledge they bring to your workplace. But, any new workplace invests employee time and money in training even an experienced person.
Employees build relationships, and your workplace is always disrupted when an employee leaves. And, that is the problem with an overqualified candidate. The employee may leave—and leave quickly—depending on the success of their job search.
Their lifestyle, expenses, and family budget were developed with the expectation of a higher salary. So, an employee who was overqualified for the position in the first place may be a short-term employee.
In fact, they may continue their job search after accepting your offered position. This is the downside to employing an overqualified person in your job. To make this decision, add in the cost of an entire search for another new employee, and the cost of the loss to your workplace.
Try to ascertain, during your interview process, whether the candidate is sufficiently attracted by your job, workplace, industry, or company culture to take a job for which he or she is overqualified. Go in with your eyes open, however. Your decision is always a risk. Another red flag for employers is an unusual employment history, and especially the explanation that your prospective employee offers for their unusual history.
Just as an employee with an employment gap is encouraged to provide a viable explanation on the resume or in the cover letter, an applicant with an atypical job history is expected to do the same. Job hopping does not carry the stigma that it did in the days of the corporation man. Employers are no longer as loyal to employees as they were in another era either.
Medium performance is not a guarantee of a job and loyalty, and familiarity does not trump contribution. A series of short-term positions is still a red flag to examine. In a memorable experience, an employer discovered after hiring a woman that she had only put half of her recent jobs on her employment application.
Their number, as supplied, was a red flag already; had the employer known about all of the additional places of employment, she would never have been hired, no matter how scarce her skills. The tip-off? She legitimately injured herself on day two on the job—the employer had a video that showed the incident.
When she was told that the injury had to be reported to workers' compensation, she begged that the employer not file the papers. The employer soon discovered that she had filed workers' comp claims at her last seven employers, all employers within the past five years.
She had not revealed these employers during the application process. So go ahead and apply and put together a strong cover letter as to why you are uniquely qualified and you may get a call back. If you're allowed to work in the country and are willing to pay the afforementioned costs it should be fine. Sign up to join this community. The best answers are voted up and rise to the top. Stack Overflow for Teams — Collaborate and share knowledge with a private group.
Create a free Team What is Teams? Learn more. How strictly should I take "Candidates must be local"? Ask Question. Asked 2 years, 8 months ago. Active 2 years, 8 months ago. Viewed 19k times. No relocation fees will be provided. Improve this question. Not of this Job Not of this Job 1 1 gold badge 5 5 silver badges 9 9 bronze badges. The cost of living is a factor too -- if the position is in the SF Bay area, and you're in Smalltown, USA, they may not believe that you're willing to pay the high cost of living there.
We've had out of area candidates back out even when we were paying relocation when they saw how much they'd have to pay or how far they'd have to drive in the SF Bay Area for something equivalent to the 4 bedroom sq foot house they live in now. This looks like two separate statements to me. Then, "No relocation fees will be provided" meaning if you do choose to relocate, you shouldn't expect them to pay for it. TimothyAWiseman I think if you live in LA and are applying to a locals-only position in NYC and I can call you up and ask you to drop in this afternoon and you can arrange last minute air travel without breaking your budget then you are a NYC local Add a comment.
Active Oldest Votes. Improve this answer. Usually places are willing to accommodate eg using Skype. I've only had one place that wouldn't and didn't want to pay travel expenses.
This is a good general rule. Applying for jobs is a numbers game: for the vast majority of us, you'll have to put out a lot of applications for not a lot of results.
As such, if it looks interesting, and you're willing to cover your own expenses to get there, go for it. Note there are other possible reasons they'd want local candidates, depending on the job: established professional network in the area; knowledgeable about the local geography; able to start tomorrow; etc.
I take everything in a job posting as a guideline, rather than a hard requirement, because you never know which bullet points are actually important. Another sticking point might be the start date. If the OP is not local, they may need to arrange the move before they can start working.
Show 1 more comment. Not always the case. If the economy was different, I'd move over there and get myself out there, but it's a huge risk for me to take right now. Having said that, I am willing to travel and move on my dime for the interview and for work.
Do you have any suggestions on how to achieve this? Get a Google voice number with a local area code and put it on your resume. I applied for a bunch of local-only jobs in different parts of the country, knowing I would move wherever, and just put in my cover letter "I will be moving to [your area] in [the next month or whatever]," even though that wasn't actually true unless they hired me, and I had no trouble with places calling back.
I don't know if that is a standard accepted practice, but it worked for me. Usually "local candidate only" means "we don't want to pay for your relocation" -- they don't really care about your address. One job search workshop I had attended suggests that candidates remove their home addresses from their resumes to avoid being screen out for not being local.
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