Declare Job Search Independence

By Amy Lindgren for The SentinelIndependence Day is coming, putting me in mind of freedom and the ways we tend to enslave ourselves in our daily lives. Much of the entanglement starts out as something enjoyable (Think: large lawns that we come to resent with each mowing).

If you take an inventory of your life, you might be surprised at how many ways you have willingly tied yourself down. Everything from clutter to pets to season tickets is a way of narrowing future choices.

For the most part, the loss of freedom comes with tradeoffs that we accept and even enjoy. Just about every parent has noticed the loss of personal freedom inherent in raising children — but not many would say they’d rather have the freedom.

Unfortunately, job search isn’t one of those situations where the tradeoffs balance. Frequently it seems as if one miserable process begets another.

Of all the job search strategies that promise freedom but deliver the opposite, online processes are the worst.

What starts out looking like freedom — freedom from having to pound the pavement, from facing rejection in person, from needing to complete a job application on site — soon reveals itself for the cage that it is.

Applicants learn that everything has to be “just so” or they won’t be considered; that not disclosing certain information such as salary will be a disqualifier; and that employment gaps will be used against them in the selection process.

Following are some of the myths about online job search that provide an argument for abandoning this ship.Myth 1:

Online is the fastest way to get hired.

No, as both experience and some studies have shown, posting a job online extends the hiring process substantially.

Myth 2:

Online applications are time-savers for candidates.

When you account for the application, a cover letter and revisions to the resume, it’s easy to spend two to four hours on the initial package.

Myth 3:

Online job boards are like a lottery — you need to buy a ticket to win.

Maybe, but in a regular lottery your chances of winning improve slightly with each ticket you buy. But in the online world, your chances might only improve if each job was a good fit for your skills — the reality is that people also apply for jobs they aren’t well-suited for. Hence, applying for more positions actually worsens their odds.

Myth 4:

The more openings you see, the better the market.

Sadly, no. Sometimes the employers who advertise the most are the ones whose workers keep quitting. Other times there’s no opening at all behind the posting — it’s just an exercise to test the market for candidates.

Myth 5:

Companies won’t consider candidates outside the posting process.

The truth is that very few employers stick to a posting-only process. Most would gladly hire outside the process if they had a viable candidate.


About facet
FACET is a human resources consulting firm specializing in the four phases of the Talent Management Cycle: Attract, Retain, Develop, and Transition. The Group's practice specifically addresses facilitation of smooth career/life transitions for individuals leaving organizations as well as career management, leadership training and coaching for employees whose assignments within organizations are impacted by change or other organizational needs. By application of several directions of pursuit, the corporation accomplishes a single goal: maximum utilization of human resource potential and productivity through efficient hiring, training and career development. The Facet Group was founded in 1981 and is headquartered in Lafayette, Louisiana. As an ARBORA GLOBAL PARTNER, The Facet Group shares a parallel philosophy of the highest quality and standards with other owner invested firms. Through this network, we provide services worldwide. To address organizational needs outlined by its clients, The Facet Group offers a comprehensive package of workplace consulting services, focusing on providing high quality, creative programs which favorably impact the bottom line.

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