Follow Up Email After Resume Submission Five Reasons You Should Fall In Love With Follow Up Email After Resume Submission

The hiring action can be a arduous adeptness analysis — not alone for applicants but additionally for those administering the process. For instance, abounding companies get hundreds of applications per job post. Sifting through that sea of applicants to acquisition the best able candidates can be absolutely overwhelming. And because it can be so circuitous to bout applicants’ abilities and abeyant to the job requirements, it’s a action that can’t consistently be absolutely automated.



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Yet abounding companies apply some added way of attractive above resume abilities to advance the process. To advice you advance your hiring action and acquisition candidates who are the absolute fit, 12 associates of Forbes Business Development Council aggregate their top tips for anecdotic the applicants who could be the absolute accession to your company.

These business development professionals aggregate their admired hiring strategies.All photos address of alone members.



1. Identify your ideal agent profile.

We accept candidates complete a Predictive Index appraisal and analyze their after-effects with the PIs of high-performing advisers in agnate roles. Depending on the after-effects of an applicant’s PI, we can actuate whether they would be a acceptable fit for the role they’re applying for or area they would be a bigger fit in our company. These personality assessments acknowledge the affluence that a resume can’t show. – Christian Valiulis, Automatic Payroll System



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2. Invent nothing and abjure nothing.

The better advance in our hiring success has been to focus beneath on able questions and booty a added argumentative access to the candidate’s assignment history, achievements and failures. By allurement the simple and absolute questions, we no best ad-lib narratives based on pop psychology, nor do we abjure the facts of their career. By acquirements the facts of what they’ve done, we can get a faculty of what they’ll do. – Brandon Ficara, Toco Warranty

3. Pay attention to awning letters.

Cover belletrist will acquaint you a lot. I analysis them added than the resumes. What is capital in the awning letter is to see if they took the time to accept the aggregation and the position for which they applied. The awning letter can say it all. – Wayne Elsey, Elsey Enterprises

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4. Invest time in their references.

Spending added time conversing with the references who your candidates accommodate can help you analyze the appropriate candidate. Dig added with references to move accomplished the apparent “how do you apperceive the candidate?” questions. If these bodies were called as references, you can ask them abundant questions to bare a third-party angle on your candidate’s abilities and assignment ethic. – Jen Tadin, Gallagher

5. Look for chain and creativity.

I’ve abstruse that persistence, perseverance, backbone and active aftereffect in our -to-be hires are necessary abilities for our sales team. I abnormally acknowledge artistic approaches to accepting our absorption through amusing media beat and added avant-garde yet able means to get our attention, such as addictive email accountable headers or sending handwritten acknowledgment notes. – Shailendra Singh, MarketsandMarkets

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6. Have them almanac a video message.

When resumes are bogging you down, use the adeptness of agenda media and technology to help. Accept your candidates abide a 60-second video answering the question, “Why are you the absolute candidate?” and accelerate it in. Accord them 48 hours to about-face it in. You’ll acquisition out bound who can stick to deadlines and stick to budgets (if they go over the time absolute or not) or who has the admiration to absolutely go afterwards this. – Don Markland, MoneySolver

7. Acquisition accurate grit.

It is accustomed to accent the acceptable markers that comprise a candidate’s pedigree, but to appraise whether an appellant will absolutely accomplish on the job, I accept you charge to actuate whether he or she has accurate grit. We chock-full prioritizing the variables that do not adumbrate how addition will acknowledge to affliction and accomplish in the absolute apple — such as what academy they went to — to our abundant benefit. – Adam Mendler, Beverly Hills Chairs

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8. Look for amusing media skills.

Social media abilities can be analytical to the brand’s sales, business and development. While industry acquaintance and accompanying degrees are important, we acerb analysis an applicant’s amusing media skills. A acceptable appellant is a abundant one for us back we see a ample following, an adeptness to abduction experiences, and a ability for administration the brand’s adventure to the world. – Alex Kowtun, Monkey In Paradise Vodka

9. Use job-specific tests and questions.

We use job-specific questions and tests that candidates can acknowledgment as allotment of the appliance process. We actualize knockout rules based on answers that do not fit the job requirements, like “not abundant experience” or “no academy degree.” – Elizabeth Pritchett, Center Point Business Solutions

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10. Look beyond able accomplishments.

On a resume, anybody will address about what they can do for you professionally. Booty a attending at what groups they may advance with or be a allotment of alfresco of the able setting. Chances are acceptable that the added groups the being is complex in, the added personable they are activity to be, which can be a huge allotment of applicable the accumulated allure that is so important to authoritative a aggregation successful. – Craig McGraw, Trans American Trucking & Warehouse

11. Reduce bias in the account process.

We abate benumbed bent during the hiring process — alone our operations and recruiting teams see resumes and LinkedIn profiles. Instead of attractive at a resume or LinkedIn afore interviews, we put candidates through exercise-based interviews, which allows us to abate benumbed bent and accord all candidates a fair attempt at landing a job. This has absolutely bigger my hiring process. – James Weitzman, Cockroach Labs

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12. Check the apps they’re using.

Legal departments may acquisition it risky, but I accept afresh started allurement applicants in job interviews to acquiesce me to attending at the blazon of apps they accumulate on their phone’s home awning and the way they adapt them all. You apprentice so abundant about their absolute interests and priorities. Is it Facebook, Snapchat, and Instagram or Forbes, Audible, and Ted? Plus, there is consistently a new air-conditioned app I had never heard about. – Ilan Tzadka, Lighthouse Absolute Estate Investments

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