“Ya feel me?”, has been used (gone mainstream) in communication enough to be considered ‘language’. The Urban Dictionary describes the usage of this term as, “Usually said after a statement to see if a person understands your perspective.” The whole idea behind this urban slang is to see if a person is connecting with the other person on an idea, action or request. Of course this is always done best in person when someone can truly feel the intent and purpose of the other party.

The value of human connection in job searching is not up for debate, debunking or decaffeination. Its worth has already been proven. The Hiring Manager, Owner/Manager, Department/Team Leader or Team Member will want to make a connection with a new potential hire and this connection is largely what determines “fit” during the hiring process. This is largely why there is an interview process! If it was just about an education grade or technical skills, a hiring decision could be made from documents and skill testing alone. This, of course, is not the case! Employers want to interview. They want to look a person in the eye and ask them questions to see how they respond ‘on the spot’ and deal with challenging things ‘in the moment.’ They want to have small talk and see how the candidate communicates. Then a hiring manager can include how they feel about the candidate. When a positive human connection is made, hiring often takes place even when that same person may not have the same education success, experience or skills as others on the short list. Ya feel me?

Job seekers often use their resumes and cover letters to be their introduction to companies and to the people with the power to hire. This may have a measure of value, but it does not answer the need for people to connect during a hiring selection process. Certainly, a resume needs to be done very well in order to attract a hiring manager to want to meet and interview a candidate. It is far better when the human connection is made prior to the resume being reviewed. The people connection will then cause the person reviewing to take a closer look and to have more interest in determining fit. Ya feel me?

When there are 50-100 applicants for a position, reviewing often considers who is known and then choices are made to short list for the interview process. Then the skills and experience are compared in detail. During online scanning processes, skills and experience are identified through buzz words, key words, skills and attributes. But after this process is done, determining who is known is part of the next steps followed by an interview process to get to know people and to make a stronger connection with those who are known or have been referred. ‘Face time’ is an integral part of this process. This is why video resumes have not become the go to resources for employers after many years of recruiters attempts to entice employers to use them. hiring Managers and Employers want to see people and feel their way. Ya feel me?

So, two things should be undertaken in tandem when beginning the process of a job search. Firstly, a proactive approach of networking and making contact with people within your targeted list of companies. These companies are not those who have current job postings, but rather those companies that hold an attraction to the job seeker for good reason (other than a pay cheque). Secondly, efforts to create a paper resume that reflects the key skills, core competencies, and relevant experience should be made so that when a person requests the document, it can be sent with confidence knowing it will make an impact and entice an interview request. I recommend to all my clients to consider themselves as the “living resume” and their written documents as a “paper resume.”

If you need help with your paper resume, review Step 4 of the Sauder Career Success Cycle and register in the Step 4A workshop on March 11th through COOL. You will receive information on how to proceed with creating a paper resume that will be effective when needed. Then make an online appointment for resume review by sending a coaching appointment request to Russell Garrett (me)dapcareersupport@sauder.ubc.ca

If you need help making connections, you can start by creating your list of targeted companies, identifying networking opportunities and then…get out of your crib, connect with some home boys in the hood and see if you can expand your peeps. Ya feel me?

Russell Garrett
DAP Career Coach
dapcareersupport@sauder.ubc.ca