“Applications, Resumes, and Cover Letters”

For many people, the only thing harder than being out of a job is searching for one. The difficulties associated with finding employment can wear down even the most resilient jobseekers. Applying for dozens of jobs each week and getting few or no replies can slowly erode jobseekers’ self esteem. And this loss of confidence can prove detrimental to those trying to market their skills to would-be employers.

Jobseekers can avoid many of the mistakes that keep them from winning a job. They can learn how to choose the best channels for applying, why they shouldn’t rely on online resources exclusively, and how to use their contacts effectively. By demystifying the job search process, informed job seekers improve their chances for success—provided they’re willing to put in the hard work, time, and patience required.

Research for job readiness

The Internet has transformed the job search process, changing the way jobseekers find job openings and research potential employers. Few organizations advertise job openings exclusively in printed classified ads, and some may not use print media at all. Today, information about employers, including job openings, is most often found on the Internet.

Research takes more effort than just surfing the Web, however. “Any candidate who relies on mass-marketed job listings to get in the door is almost certainly doomed to failure,” says Nick Corcodilos, an executive recruiter and consultant in Lebanon, New Jersey. To make the most of research, jobseekers must focus their search, use online resources wisely, and develop their network of contacts.

Focus the job search

Before beginning their quest for work, jobseekers should complete a personal evaluation of their goals. In particular, they should determine the type of work they want to do, where they want to do it, and for whom. Only after they have that information can they start a focused search for work.

Although many people know the type of work they want to do, others need help matching their interests and skills with a specific career. Skills self-assessment guides are particularly useful to jobseekers who are still exploring career options. One source for self-assessment tools is O*NET, a resource for career exploration and job analysis sponsored by the U.S. Department of Labor. More information about O*NET appears at the end of this article.

Likewise, some people know where they’d like to work; for others, the availability of particular jobs can determine where they will live. For example, most political scientists work in large metropolitan areas. (For a detailed analysis of occupations and their geographic availability, see “Mapping out a career: An analysis of geographic concentration of occupations” in the fall 2009 issue of the OOQ, available online at www.bls.gov/ ooq/2010/fall/art02.pdf.)

Deciding whom to work for also takes research. Jobseekers should avoid what career experts call the “shotgun approach” to finding a job. Coy Renick, a human resources director in Roanoke, Virginia, describes the shotgun approach as “applying to 100 jobs, getting 3 interviews, and landing 1 job.”

Instead, say Renick and other experts, jobseekers should concentrate on a handful of organizations they have researched—in a business they want to be involved in for a long time. “Focus selectively on companies you admire and wish to work for,” advises Corcodilos. “Pursue companies—not jobs.”

By focusing their search, jobseekers also help themselves avoid disappointment later. A more targeted approach produces applications that express a better understanding of the organization and its business, reducing the likelihood that an application goes unanswered.

Using online resources

Ideally, jobseekers learn about the industries and organizations that interest them before looking for work. Employers expect a jobseeker to know who they are, what they do, where they operate, and how they compare with others in the industry—especially since such information is readily available online. “You can easily find annual reports, press releases, and the company’s mission and value statements online,” says Tina Garrett-Ragland, a director of human resources in Roanoke, Virginia. “It is inexcusable for jobseekers not to know the basics about a company.”

Useful resources include newspaper articles, industry publications, employee blogs, and online discussions. Jobseekers can use forums, also known as discussion boards, to communicate with people who work in their desired industry or organization.

Specialized job boards are another useful resource. These boards cater to a particular group, such as a university’s student body or alumni or members of a specific trade or professional association. Specialized job boards feature openings for jobseekers that are already part of a wider network. By scouring these boards, job seekers can determine which organizations are actively hiring and can gather information on work duties, minimum requirements, and compensation for specific job openings.

For example, a company might decide to target a particular membership association for prospective job candidates. The company could advertise in the association’s newsletter or on its Web site, confident that prospective candidates already possess specific skills or experience, fit the corporate culture, or meet certain work requirements. The more specialized an online job board, the more targeted the specific group or location. Jobseekers belonging to these targeted groups enjoy a greater chance of success.

By narrowing the scope of the search, specialized online job boards attract fewer jobseekers than national ones. Looking for openings posted to large, national job boards that are broad and untargeted is unlikely to yield results. Some career experts caution against relying on this type of job search. “It’s difficult to differentiate yourself online,” says Cheri Butler, associate director of Career Services at the University of Texas at Arlington and president of the National Career Development Association.

Despite lackluster results for jobseekers themselves, online job boards offer organizations an inexpensive way to reach a large and diverse group of jobseekers. Those same advantages, however, also mean that too many people see the same job openings. A better approach is to pursue leads through careful research and contacts, which sets the savvy jobseeker apart from the pack.

Developing a network

Research helps job seekers in another important way: developing a network. Organizations tend to hire people they know or who are referred to them by someone they trust. Career experts say that organizations fill many openings through this “hidden,” or unadvertised, job market. In other words, employers often fill new positions before those openings are ever publicized.

For this reason, Renick recommends developing a targeted network along with the focused job search. “You should network in the field you want to work in,” he says, “and inside the companies you want to work for.” Jobseekers who apply to organizations they know well and with which they have established a network increase their chances of getting a job there. Sylvia Francis, president of the Colorado Human Resource Association in Denver, agrees. “There are so many people applying to each job that having a personal contact inside can help you get a toe in the door,” she says.

But a network should comprise more than just industry insiders. Unfortunately, many job seekers ignore their network—often because they don’t believe they have one.

Everyone has a network. A network includes family, friends, past and present employers and coworkers, association members, teachers, classmates, and others. In short, a network is everyone the candidate can communicate with. These contacts need not be close friends; they can be acquaintances, or even friends of friends.

A professional network is built from these personal contacts, and the best time to start building is now. Experts suggest attending industry events, training classes, and seminars; joining a social, trade, or professional organization; and pursuing volunteer and internship positions. Even something as casual as a meeting over coffee can help a jobseeker develop connections.

Focused networking gives jobseekers the opportunity to establish contacts among prospective employers to learn about work life in the organization. Corcodilos advises jobseekers to get the advice and insight of established professionals in the organizations of their interest to learn about the work environment, job duties, employee morale, and more. Along with their other research, job seekers can use this information to help them decide whether they would like to work there.

Experts caution, however, that the process of developing a network should be separate from the search for job openings. In fact, they say, talking about specific job openings too soon can alienate even the friendliest contacts. “Building a network is like dating,” says Corcodilos. “You do not dive right into talk of jobs—as you don’t of love—when meeting strangers. Find common interests first, and ‘talk shop’ instead.”

When “talking shop” with a contact, the jobseeker should ask about the person’s work, the most rewarding and hardest part of the job, and what it’s like working for the employer. Jobseekers that show a genuine interest in contacts’ work are more likely to start healthy professional relationships and establish a strong network—one that could lead to referrals later.

Good professional networks are built on solid relationships. These relationships, in turn, are built on trust, something that takes time to develop. When network contacts recommend a jobseeker, their reputation is on the line. Consequently, most contacts refer or recommend only a serious and trusted jobseeker, which is the reason such recommendations carry weight.

Applying for jobs

The more effort jobseekers put into research, the easier the application process becomes. Through focused searching and networking, jobseekers can figure out what type of work they would like to do and for whom. They can also meet people who might enhance their job applications with a recommendation.

Most applications today are submitted online, but there are right and wrong ways to navigate the online application process. An important rule to keep in mind: Humans still do the hiring. Applicants who contact a person instead of relying solely on the computer enhance their chances of being hired. (See Exhibit 1 for information when a company asks for an application instead of a resume.)

Precautions to take online

The ease with which jobseekers can apply online means that organizations are often swamped with applications. Human resources departments increasingly rely on computer software that automates the applicant selection process, rejecting applicants based on keywords or minimum qualifications. Corcodilos notes that these culling techniques result in many applicants being rejected without explanation.

Consequently, experts advise jobseekers to tailor their cover letter and resume or application to fit each job opening’s position description. Jobseekers that have researched and networked properly should have a short list of companies they know well and wish to work for; this preparation eases the customization of resumes and cover letters for each position. Using the language of the position description helps job seekers to avoid being eliminated by automatic culling software. It also helps to highlight the connection between their skills and duties required for the position.

Applicants should also remember to exercise care when providing or posting identifying information online, especially on social media Web sites. Employers have little difficulty finding information online about applicants; some even incorporate an online information check as part of the selection process.

Younger applicants in particular tend to share too much on community and social networking Web sites, overlooking their often lose privacy settings. “Guard your online persona,” Butler warns. “You must manage your digital dirt.”

Job applicants should search their name online to discover what information about them is available to the public. This search also helps applicants determine which Websites are freely sharing their information without their knowledge or permission.

Applicants should set strict privacy controls to protect their identity and data, limit what others share about them, and eliminate information that might compromise their job candidacy. All personal information must remain private; only professional information, such as an academic award or a published essay, should be public.

You have skills that employers want...

But those skills won’t get you a job if no one knows you have them.

Good résumés, applications, and cover letters broadcast your abilities. They tell employers how your qualifications match a job’s responsibilities. If these critical preliminaries are constructed well, you have a better chance of landing interviews—and, eventually, a job.

The availability of personal computers and laser printers has raised employers’ expectations of the quality of résumés and cover letters that applicants produce. E-mail and online applications help some employers sort and track hundreds of résumés. Technology has also given résumé writer's greater flexibility; page limits and formatting standards are no longer as rigid as they were several years ago. “The only rule is that there are no rules,” says Frank Fox, executive director of the Professional Association of Résumé Writers. “Résumés should be error free—no typos or spelling mistakes—but beyond that, use any format that conveys the information well.”

However, the no-rules rule does not mean anything goes. You still have to consider what is reasonable and appropriate for the job you want. Advertisements for a single job opening can generate dozens, even hundreds, of responses. Busy reviewers often spend as little as 30 seconds deciding whether a résumé deserves consideration.

This lesson provides some guidelines for creating résumés and cover letters that will help you pass the 30-second test and win interviews. The first section, on résumés, describes what information your résumé should contain, how to highlight your skills for the job you want, and types of résumés. The next section discusses the four parts of a cover letter—salutation, opening, body, and closing. A final section offers suggestions for learning more about résumés and cover letters. The box on page 21 provides advice on completing application forms.

Résumés: Marketing your skills

A résumé is a brief summary of your experience, education, and skills. It is a marketing piece, usually one or two pages long, designed to interest an employer. Good résumés match the jobseeker’s abilities to the job’s requirements. The best résumés highlight an applicant’s strengths and accomplishments.

There are four main steps to creating a résumé: Compiling information about yourself and the occupations that interest you, choosing a résumé format, adding style, and proofreading the final document. You may also want to prepare your résumé for e-mailing and for an online application form.

Gathering and organizing the facts

Start working on your résumé by collecting and reviewing information about yourself: previous positions, job duties, volunteer work, skills, accomplishments, education, and activities. These are the raw materials of your résumé. This is also a good time to review your career goals and to think about which past jobs you have liked, and why.

After compiling this information, research the occupations that interest you. Determine the duties they entail, credentials they require, and skills they use. Your résumé will use your autobiographical information to show that you meet a job’s requirements.

You will probably need to write a different résumé for each job that interests you. Each résumé will emphasize what is relevant to one position. Remember: Even if you do not have many specialized and technical skills, most occupations also require abilities like reliability, teamwork, and communication. These are particularly important for entry-level workers.

The next step is to organize the personal information you have assembled. Most résumé writers use the following components.

Contact information. This includes your name; permanent and college campus addresses, if you are in school and your addresses differ; phone number; and email address. Place your full legal name at the top of your résumé and your contact information underneath it. This information should be easy to see; reviewers who can’t find your phone number can’t call you for an interview. Also, make sure the outgoing message on your voicemail sounds professional. And remember to check your email inbox regularly.

Qualifications summary. The qualifications summary, which evolved from the objective statement, is an overview designed to quickly answer the employer’s question “Why should I hire you?” It lists a few of your best qualifications and belongs below your contact information. A qualifications summary is optional. It can be particularly effective for applicants with extensive or varied experience because it prevents the important facts from being lost among the details.

Education. List all relevant training, certifications, and education on your résumé. Start with the most recent and work backward. For each school you have attended, list the school’s name and location; diploma, certificate, or degree earned, along with year of completion; field of study; and honors received. If you have not yet completed one of your degrees, use the word expected before your graduation date. If you do not know when you will graduate, add “in progress” after the name of the unfinished degree.

The education section is especially important for recent graduates. Include your overall grade point average, average within major, or class standing, if it helps your case. The general guideline is to include averages of 3.0 and above, but the minimum useful average is still widely debated. Graduates should also consider listing relevant courses under a separate heading. Listing four to eight courses related to a particular occupation shows a connection between education and work. College graduates need not list their high school credentials.

Experience. Résumés should include your job history: The name and location of the organizations you have worked for, years you worked there, title of your job, a few of the duties you performed, and results you achieved. Also, describe relevant volunteer activities, internships, and school projects, especially if you have little paid experience.

When describing your job duties, emphasize results instead of responsibilities and performance rather than qualities. It is not enough, for example, to claim you are organized; you must use your experience to prove it.

Job descriptions often specify the scope of a position’s duties—such as the number of phone lines answered, forms processed, or people supervised. If you worked on a project with other people, tell the reviewer your accomplishments came from a team effort. Also, mention any promotions or increases in responsibility you received.

Use specific accomplishments to give your experience impact. Note any improvements you made, any time or money you saved, and any problems you solved—for example, were you praised for handling difficult customers? Were you always on time or available for overtime? Did you start a new program? Mention quantifiable results you accomplished, such as a 10-percent increase in sales, a 90-percent accuracy rate, a 25-percent increase in student participation, or an “A” grade.

Activities and associations. Activities can be an excellent source of experience, especially for students in high school or college who don’t have much work experience. Students can list their involvement in school or extracurricular activities as a way of showing a prospective employer their initiative.

Activities might include participation in organizations, associations, student government, clubs, or community activities, especially those related to the position you are applying for or that demonstrate hard work and leadership skills.

Special skills. If you have specific computer, foreign language, or technical skills, consider highlighting them by giving them their own category—even if they don’t relate directly to the occupation you’re pursuing. For jobs in information technology, for example, jobseekers may list programming and computer application skills in a separate section. But because most occupations now require computer skills, job seekers in other fields also may list those skills separately.

Awards and honors. Include formal recognition you have received. Do not omit professional or academic awards. These are often listed with an applicant’s experience or education, but some list them at the end of their résumé.

References. Usually, résumés do not include names of references, but some reviewers suggest breaking this rule if the names are recognizable in the occupation or industry. Some résumé writers end with the statement “References available upon request.” Others assume reference availability is understood and use that space for more important information. Regardless of whether you mention it on the résumé, you will need to create a separate reference sheet to provide when requested and to carry with you to interviews.

A reference sheet lists the name, title, office address, and phone number of three to five people who know your abilities. Before offering them as references, of course, make sure these people have agreed to recommend you. At the top of the sheet, type your name and contact information, repeating the format you used in your résumé.

Other personal information. Your résumé should include any other information that is important to your occupation, such as a completed portfolio or a willingness to travel. Your résumé is your own, and you should customize it to fit your needs. However, some information does not belong on a résumé. Do not disclose your health, disability, marital status, age, or ethnicity. This information is illegal for most employers to request.

Choosing a format

There are three main résumé formats—chronological, functional, and combination. Each is defined by the way it organizes your experience. Choose the one that shows your experience to its best advantage.

Chronological. This résumé type is the most common. It organizes your experience around the jobs you have held. This format is an excellent choice for people with steady work histories or previous jobs that relate closely to their career objective.

To create a chronological résumé, list each position you have held, starting with the most recent and working backward. For each position, give the title of your job, name of the organization you worked for, and years you worked there. Next, relate the duties and accomplishments of that job. When describing jobs, use action statements, not sentences. Instead of writing “I managed a fundraising campaign,” write, “Managed a fundraising campaign.” Use strong verbs to begin each statement.

Be specific, but not overly detailed, in describing what you did. Employers say three to five statements are usually sufficient for each job. And no job should have more than four consecutive lines of information under it; large blocks of text are difficult to read. If you must use more space, find some way to divide the information into categories.

Your most important positions should occupy the most space on your résumé. If you’ve had jobs that do not relate to the position you want, consider dividing your experience into two categories: Relevant experience and other experience. Describe the relevant jobs thoroughly, and briefly mention the others. If you have had many jobs, you probably do not need to mention the oldest or least important ones. Just be careful not to create damaging gaps in your work history. For a sample chronological résumé, see Exhibit 2.

Because the chronological format emphasizes dates and job titles, it is often a poor format for career changers, people with inconsistent work histories, or new entrants to the work force. For these applicants, the functional résumé is a better choice.

Functional. The functional résumé organizes your experience around skills rather than job titles. This format is ideal for students who have some work history, but not in positions that relate directly to the job they want. Organizing experiences around skills can connect less relevant jobs to career qualifications; a job waiting tables, for example, can be combined with other responsibilities to show organizational and customer service skills.

To create a functional résumé, identify three or four skills required for your target job. For each skill, identify three to five concrete examples to demonstrate that ability. Again, use action phrases—not complete sentences—when writing your list.

Arrange your skill headings in order of importance. If you have a specific vacancy announcement, match the arrangement of your headings to that of its listed requirements. The closer the match between your skill headings and the reviewer’s expectations, the more qualified you seem.

The last part of the functional résumé is a brief work history. Write only job titles, company names, and employment years. If you have gaps in your work history, you could use the cover letter to explain them, or you could fill them by adding volunteer work, community activities, or family responsibilities to your job list. For a sample functional résumé, see Exhibit 3.

Combination. This format combines the best of the chronological format with the best of the functional format. Combination résumés are as varied as the histories they summarize. One variation begins with a chronological format but then subdivides each job description into skill categories. Another variation uses a functional format but, for each example of a skill, identifies the organization where the example occurred.

Adding style

You will create a good impression if your résumé is attractive and easy to read. An inviting style draws attention to your qualifications. If you take pity on the reviewer’s eyes, chances are better that he or she will spend more time reviewing your résumé—and will remember it better.

To make your résumé easier to read and copy, print it on high-quality white or lightly colored paper. Loud, garish colors may attract attention, but they risk creating an unprofessional impression. Also, use a laser printer and keep the font size at 10 point or above. The reviewer shouldn’t have to struggle to read your words.

Design. Good résumé writers use design elements strategically. Boldface, large type, capital letters, centering, or horizontal lines make headings stand out on the page. Bullets or italics can draw attention to key accomplishments. One-inch margins around the page and blank lines between sections will make all the information easier to see.

Any graphics you use should be consistent with your occupation’s standards. Graphics appropriate for one occupation might be inappropriate for another. As a general rule, small design elements—such as a border or a name and address printed in letterhead style—are fine. But large, bold graphics are risky for an accountant who isn’t applying for a position as a graphic artist

To give your résumé a consistent flow, maintain the same style from beginning to end. Every section should have the same design elements. For example, if your education heading is bold and centered, every heading should be bold and centered. In the same way, chose one typeface, such as Arial or Times New Roman, and use it throughout.

When you have finished, hold your résumé at arm’s length and examine it. Make sure the type is easy to read and that the material lays out evenly on the page. You may need to experiment with different styles before deciding which you like best.

Length. A long résumé is difficult for a reviewer to read and remember; and, given the volume of résumés many reviewers receive, long résumés are often ignored. Although rules about length are more flexible than they once were, general guidelines still exist. Most students and recent graduates use a one-page résumé, other workers use one or two pages, and the very experienced use two or three pages. If your résumé doesn’t match this pattern, it probably contains unnecessary words or irrelevant information. Eliminate anything that does not help prove you’re qualified for the job.

Proofreading

Take time to prepare the best résumé you can. You might not be the most qualified candidate for every job, but your résumé might be better than the competition. The most common mistakes are simple typographical and spelling errors. Computer spelling checkers do not catch correctly spelled words used incorrectly—“of” for “on,” for example, or “their” for “there.” You want your résumé to stand out, but not for the wrong reasons. Avoid mistakes by having several people proofread your résumé for you.

Before you send out a résumé, review the vacancy announcement and fine-tune your résumé to meet employers’ criteria. Sprinkle your résumé with language found in the position description, paying special attention to your qualifications summary if you have one.

Cover letters: Introducing yourself

Every résumé you send, fax, or e-mail needs its own cover letter. Sending a résumé without a cover letter is like starting an interview without shaking hands. The best cover letters spark the employer’s interest and create an impression of competence.

Cover letters are an opportunity to convey your focus and energy. Especially for students who may not have a lot of experience, the cover letter is a way to show enthusiasm. And following up with a phone call shows the employer drive and interest. Although you should feel free to consult references and models, use your own words when writing a cover letter; don’t mimic another person’s writing style.

Parts of the cover letter

Cover letters should be written in standard business format with your and the reviewer’s addresses at the top and your signature above your typed name at the bottom. (E-mailed cover letters do not include mailing addresses.) All letters should be single spaced, flush left, with each paragraph followed by a blank line. Use professional, polite words. Revealing your personality is fine, as long as your style conforms to business protocol. For a sample cover letter, see Exhibit 4.

Most cover letters are two or three paragraphs long. Every cover letter should fit on one page and contain the following four parts: Salutation, opening, body, and conclusion.

Salutation. Whenever possible, send your letter to a specific person rather than to an office. Consider how differently you respond to a letter addressed to you, as opposed to one addressed to “Occupant.” If you do not know whom to write, call the company and ask who is hiring for the position. Check that the name you use is spelled correctly and the title is accurate. Pay close attention to the Mr. or Ms. before gender-neutral names. Finally, use a colon after the name, not a comma.

Opening. The first few sentences of your cover letter should tell the reviewer which job you are applying for and the connection you have to the company. If someone the reviewer knows suggested you apply, mention that recommendation. If you are responding to an advertisement, refer to it and the source that published it.

Your knowledge of the company might give you another opportunity to connect yourself to the job. You could briefly describe your experience with its products, cite a recent company success, or refer to an article written about the company. But don’t go overboard; save specifics for the interview.

Body. The next portion of your cover letter is a brief explanation of your qualifications. Don’t simply repeat your résumé; summarize your most relevant qualifications or provide additional details about a noteworthy accomplishment. Address the employer’s requirements directly, and don’t be afraid to use special formatting to your advantage. You might, for example, create a chart matching the employer’s requirements on one side to your qualifications on the other.

You can also use the body of your cover letter to address gaps in your work history or other problems evident on your résumé. But do not volunteer negative information unless you must. Always maintain a positive, confident tone.

Closing. In your final paragraph, thank the reviewer, request an interview, and repeat your home phone number. The closing is your chance to show commitment to the job. If you tell the reviewer you plan to call, make sure you do it. Making the effort to call and follow up helps to keep your name in the mind of your interviewer.

Submitting your qualifications

You introduce yourself to prospective employers through both your cover letter and your résumé. Because first impressions are usually lasting ones, make sure yours is a good one by proofreading your cover letter as carefully as you do your résumé.

When sending your résumé through postal service mail, consider how it will look when it arrives on a reviewer’s desk. Hastily stuffed, illegibly addressed, and sloppily sealed envelopes do nothing to enhance your image as a neat, would-be professional.

When submitting a résumé through email, it’s best to put the cover letter as the body of the e-mail. The résumé should either follow the cover letter in the body in plain text or be a separate attachment, depending on the reviewer’s preferences.

Overqualified for the job?

Some job candidates have more skill, education, or experience than a position requires. These “overqualified” candidates often face particular challenges in finding a job. To succeed in the job market, overqualified candidates need to understand an employer’s concerns, highlight their experience, and communicate effectively.

Employer concerns. An organization with high employee turnover can make future job candidates wary. Reluctance to hire overqualified candidates sometimes stems from these turnover fears: Employers believe that an overqualified worker will continue to seek a job more closely aligned with his or her credentials—and leave when one turns up.

Cheri Butler, associate director of Career Services at the University of Texas at Arlington, says prospective employers have reservations about hiring overqualified candidates: “If I hire him, will he stay? Will he be unhappy with the wage we offer? Does she only want a paycheck? Why would she apply to a job that is below her skill and experience level?” As a result, employers may prefer the “just right” candidate, someone with the correct level of qualifications, who seems a safer choice.

Highlighting experience. Overqualified candidates mindful of this employer hesitation may worry about calling attention to their experience. Many choose to prepare a functional, rather than chronological, resume to emphasize their skills without underscoring years of work. Some experts advise overqualified candidates to downplay their experience on a resume to avoid rejection during the initial culling of applicants. This strategy is similar to choosing keywords from the job description to avoid automatic rejection.

But downplaying experience doesn’t mean disregarding it. In fact, Tina Garrett-Ragland, director of human resources for an automotive supply company in Roanoke, Virginia, suggests that overqualified candidates highlight their skills in the cover letter. “Downplaying your experience might get you an initial interview, but writing a good cover letter can produce better results,” she says. “Use the cover letter to explain why you want the job and how you will use your transferable skills to do the job well.”

A forthright cover letter marks overqualified candidates as thoughtful and honest early in the process—and may help to eliminate a prospective employer’s doubts about their early departure.

Effective communication. Effective communication helps an overqualified candidate reassure prospective employers about concerns they may have. The overqualified candidate has motivations, intentions, and reasons for wanting a particular job, and it’s up to him or her to explain what those are. An overqualified candidate may have many incentives in mind—such as change of pace, relocation, less stress, and more stability—when pursuing some jobs.

Overqualified candidates should emphasize how the organization benefits from their abundant skills. For example, an employer might value overqualified candidates because of their high level of expertise and experience, sometimes across various fields. “These candidates are attractive because they possess professional maturity and can fill many roles inside an organization,” says Garrett-Ragland.

It is vital that overqualified candidates communicate to prospective employers their intention to stay long term, why they want the job, and how they plan to do the job well. Those who demonstrate motivation and an ability to pick up new skills are less likely to be known as overqualified candidates—and more likely to be called employees.

For more information

Learn more about writing résumés and cover letters by consulting the many sources of information available on both subjects. One of the best places to go is your local library, where you can read a variety of books that match your needs and preferences. Some books give general advice and instruction, some address specific problems or occupations, and others are a compendium of sample résumés and cover letters. Be careful to choose recently published books; résumé standards change with time.

Look in the Occupational Outlook Handbook for information about the job duties, working conditions, and training requirements of many occupations. The Handbook is available online at www.bls.gov/ooh and can also be found in most libraries and career centers. And for tips on preparing to re-enter the workforce, including how to explain gaps in work history, see “Getting back to work: Returning to the labor force after an absence,” in the winter 2004–05 Quarterly and online at www.bls.gov/opub/ooq/2004/winter/art03. pdf.

Also, it may be helpful to visit the counselors at your school, career center, or State employment office. They have resources and advice to help you choose an occupation; write résumés, cover letters, and applications; and develop a job searching strategy. State employment offices offer free advice and computer access to people who are unemployed. To find a State office near you, visit online at www.servicelocator.org or call toll free, 1 (877) 348–0502.

The Internet is full of résumé writing advice—but remember, Web sites are not filtered for accuracy or timeliness. Some established sites are:

• JobSmart: Résumés and Cover Letters, jobstar.org/tools/resume/index.php
• The Riley Guide, www.rileyguide. Com
• Rebecca Smith’s Electronic Résumés, www.eresumes.com
• The Quintessential Guide to Career Resources, www.quintcareers.com

Another option is a commercial résumé writing service. The Professional Association of Résumé Writers, established in 1990, has about 1,000 member companies. For a fee, professional résumé writers help job seekers write résumés and cover letters. Many of these professionals offer student rates, but fees may be higher for people with longer work histories. For a list of association members, visit the association Web site at www.parw.com or write: The Professional Association of Résumé Writers 1388 Brightwaters Blvd., NE. St. Petersburg, FL 33704.

Also visit: https://resume-help.org for information on writing resumes, and cover letters with many examples of these important documents, all for free.