The document outlines strategies for job applicants to navigate the HR screening process effectively, emphasizing that HR often cuts applicants based on specific criteria, simple rules, and common mistakes. It details the tools HR uses to eliminate candidates, such as applicant tracking systems and the importance of clear communication. The presentation also includes tips for creating resumes that catch HR's attention and the significance of understanding industry jargon and following application instructions.

1. Seven Tools HR Uses to Cut You
Donna Shannon
720-341-8229
donna@personaltouchcareerservices.com

2. Presenter: Donna Shannon
• Background: 8 years of HR/ Recruiting
• Currently: President, Coyote Visions Employment
Solutions
 Resumes
 Interview coaching
 Job search strategy development
 Group classes
 Get a Job Without Going Crazy

3. Overview of today’s presentation
AGENDA

4. Agenda
• Great Truths of the HR Department
• Three simple rules for dealing with HR
• Seven tools HR uses to cut you
• Questions and answers

5. GREAT TRUTHS OF THE HR
DEPARTMENT

6. One view of HR…

7. Reality is more like this…

8. The Facts:
• HR must cut 95% or more of all applicants…
• To do this, they all rely on simple tricks to
thin the herd
– Qualified applicants are often CUT
– Learn the Rules to avoid this fate

9. Great Truth #1
• Lower level HR staff conducts the screening
– Must rely on key words
– Won’t fully understand technical terms
– Same is true for computerized screening

10. Trap of an ATS:
• Applicant Tracking Systems (ATS)
are only as good as the user…

11. Great Truth #2
• HR will judge your resume in 30 seconds – or
less
– Just see how much you can catch in this time
frame…

12. The Functional Resume FUNCTIONAL RESUME CANDIDATE
5555 M. Drive
Some City, USA
Executive and Financial Management
A functional resume is designed to highlight As Executive Director of the Community Action Agency I managed this multi-program non-profit
past performance or duties, without regard agency with a budget of $1.6 million and 65 regular employees having operations in a five county service
area. Developed grant applications for funding from state, Federal and private sources.
for the chronological order. For this As Senior Budget Analyst for the Volunteer Group was responsible for budget and program planning
for this international program of $19.2 million in 13 countries (Latin America / Caribbean). I processed
reason, it is frequently used by people budget requests for the country programs, reviewed and monitored expenditures, and conducted budget
and program reviews.
trying to break into a new industry or to re- As Director of Administration for the successful re-election campaign for State Governor So Nso, I
was responsible for political campaign financial contributions and expenditures of $1.2 million including a
establish themselves in an old industry. fiscal tracking system and campaign financials. I was also responsible for purchasing, personnel
administration and payroll.
As Budget Analyst and Program Planning and Budget officer for the US and the River Basins
Commission, used my water resources background to expedite program funding and administration at the
Advantages: state and Federal level.
As Grant Writer for American Private Enterprises, Somecity, I wrote a successful grant for the Job
•Can emphasize otherwise buried Training Incentive Program (JTIP) to the Department of Economic Development of the State.
experience General Management and Team Building
As Coordinator of the Someplace 2000 Communities Initiative in the Governor’s office, I was
responsible for providing information, guidance and technical assistance to statewide teams, school districts
and local groups.
Disadvantages: As Program Coordinator in the Center for Management Development, University of City, I
coordinated training for executives from China. This included the planning for housing, meals, training, travel
•HR and hiring managers distrust it and other administrative details for a three-month summer course for 90-120 Chinese executives. I
administered a Masters program in Strategic Planning for executives from Taiwan.
•Difficult to match achievements with As Career Services Advisor for AAA College, Some City, developed contacts in local and statewide
medical and dental community for student externships and job placements.
experience Perform consulting and intermittent management services for Bed and Breakfast Inns.
Public Relations and Marketing
As Executive Director, developed community relations programs to publicize Community Action
Agency Programs. Promoted statewide education initiative through mailings, community meetings and
technical assistance. Marketed executive education programs in the Denver business community.
Performed extensive telephone work for Events Planner and PR firm.
EDUCATIONAL BACKGROUND
Home College, Sometown, WI - Bachelor of Science, Majors: Art, Political Science
State University, Sometown, CI Masters program in Public Administration

13. The Functional Resume: a Warning
In December 2009, USA
Today conducted a survey of
hiring managers across the
country. Of those surveyed,
an overwhelming 75%
preferred chronological
resumes.
If you know that there is a
good chance that the hiring
authority would dislike your
format, why would you use a
functional resume?

14. Great Truth #3
• 50% of the time, your resume will lose it’s
formatting…
– Anytime you upload your resume into an ATS,
you run this risk
(But don’t let that drive you crazy)

15. Wordy resume conversion
Original resume Text conversion
Joe Schmoe
123 Fake St, Faketown, USA
303-555-1212 bogusemail@yahoo.com
Career Summary
Results-oriented business professional with over 10 years
experience in business development, project
management, business analysis and vendor
relationships. Expertise spans multiple industries
including retail, financial services, healthcare and
distribution. Key ability to communicate across
business function and all level in an organization to
achieve organizational goals.
Key Achievements
Business Development:
Senior Director of Sales and Strategy for a consulting
services company with several service lines.
Developed new business, including partner
relationships, lead generation and follow-up,
contract negotiations and client transfer of services
to the delivery teams.
Program/ Project Management:
Performed manager responsibilities for multiple projects
concurrently including project budget development and
review, personnel issues, project plan management,
and executive communications. Effectively delegated
appropriate responsibility to project team and
elevated issues to the project executive team.

16. Control with Capitals
Resume format Text Conversion
SKILLS: SKILLS:
•Proficient in Microsoft Office Proficient in Microsoft Office
•Excellent communication skills Excellent communication skills
•Team-oriented and dependable Team-oriented and dependable
EDUCATION:
EDUCATION: Bachelor of Arts, 2008
Bachelor of Arts, 2008 Some City College, USA
Some City College, USA
EXPERIENCE:
Administrative Assistant, 2008 -
EXPERIENCE:
Present
Administrative Assistant, 2008 - Present
XYQ Company, Some City, USA XYQ Company, Some City, USA
•Assisted with a variety of research projects, including Assisted with a variety of research
document organization and drafting projects, including document
•Answered eight incoming phone lines organization and drafting
•Responsible for office supplies Answered eight incoming phone lines
Responsible for office supplies

17. Great Truth #4
• Job descriptions are not absolutes
– HR will always add some criteria to the job
posting
– Hiring Managers just want someone who can do
the job

18. Warning:
Beware of Purple Squirrels!

19. 3 SIMPLE RULES FOR DEALING
WITH HR

20. The Three Rules
1. Don’t let them assume
2. Don’t be annoying
3. Don’t create extra work

21. Rule #1 – Don’t let them Assume
• Anytime HR has to assume, we will assume
against you.
– Simple exercise: add up the years…

22. Common error
• How many years of experience does this
candidate have:
Jan. 2010- Present
Accountant, XYZ Company, Denver, CO
Handled all AP/AR for a company with revenues exceeding $10M annually.
Processed payroll for 20+ employees. Conducted Month-end financial close.
March 2008 – November 2010
Accountant, ABC Company, Denver, CO
Handled all AP/AR for a company with revenues exceeding $10M annually
Processed payroll for 20+ employees. Conducted Month-end financial close.
July 2003 – December 2007
Accountant, LMNO Company, Denver, CO
Handled all AP/AR for a company with revenues exceeding $10M annually. Processed
payroll for 20+ employees. Conducted Month-end financial close.

23. Common error
• Answer: 8.5 years
January 2010- June 2011 1.5 years
Accountant, XYZ Company, Denver, CO
Handled all AP/AR for a company with revenues exceeding $10M annually. Processed payroll for 20+
employees. Conducted Month-end financial close.
March 2008 – November 2010 2.5 years
Accountant, ABC Company, Denver, CO
Handled all AP/AR for a company with revenues exceeding $10M annually
Processed payroll for 20+ employees. Conducted Month-end financial close.
July 2003 – December 2007 4.5 years
Accountant, LMNO Company, Denver, CO
Handled all AP/AR for a company with revenues exceeding $10M annually. Processed payroll for 20+
employees. Conducted Month-end financial close.

24. Easy solution:
• Total your years of experience at the top
of your resume…
SUMMARY: Seasoned accountant with 8+ years experience in large and complex
organizations
WORK HISTORY:
January 2010- June 2011
Accountant, XYZ Company, Denver, CO
Handled all AP/AR for a company with revenues exceeding $10M annually. Processed
payroll for 20+ employees. Conducted Month-end financial close.
March 2008 – November 2010
Accountant, ABC Company, Denver, CO
Handled all AP/AR for a company with revenues exceeding $10M annually
Processed payroll for 20+ employees. Conducted Month-end financial close.
July 2003 – December 2007
Accountant, LMNO Company, Denver, CO
Handled all AP/AR for a company with revenues exceeding $10M annually. Processed payroll
for 20+ employees. Conducted Month-end financial close.

25. Rule #2: Don’t be annoying
• If you are annoying, HR can find an excuse to
cut you.

26. Annoying Habits
• Not following HR procedure
• Asking for favors
• Applying after the deadline
• Calling 5 minutes after you submit your
resume
• Asking for the interview too soon

27. Positive contact
• It IS ok to call and ask:
– Did they receive the resume?
– How many applicants did they receive?
– When do they anticipate setting up interviews?

28. Tips for Voice Mail
• Write a script beforehand
• Be professional and clear
• Repeat your name and phone number at the
end
• Above all… be nice to the receptionist

29. Rule #3 – Don’t create extra work
• Phrase that destroys:
“Please consider me for anything that you feel is a
good fit for my skills.”
– Always ask for what you want…

30. Helpful information to HR
• What job you are applying for
• Where you saw the job advertised
• Contact information in the cover letter
• Include your name in your Word document

31. Universal tricks and traps
7 TOOLS HR USES TO CUT YOU

32. The Seven Tools:
1. Clear, written instructions
2. Yes/No factor
3. Industry knowledge
4. Annoyance
5. Relevance
6. Difficult communication
7. Gut reaction

33. 1: Clear, written instructions
• What it is:
– A long list of very specific instructions on
how to apply for the job
• Why they do this:
– If you can’t follow clear, written
instructions, HR is not interested

34. 1: Clear, written instructions
• How to pass:
– Send them everything they ask for, in exactly the
way they request
• Kill rate:
– More than 50%

35. 1: Clear, written instructions
• Tip - always send a cover letter
• Never pass up a marketing opportunity
• Use to focus and customize to the individual or
the company
• Persuade and engage a jaded audience
• PLUS: HR will cut you if you don’t send
one!

36. Repeat after me:
• I will always send a cover letter, no matter
what!
(c) Donna Shannon, 2010

37. The Salary Issue
• Don’t give out a salary history…
• Instead, give a salary range, customized to
the job in your cover letter:
“My salary range is $47,000 – 52,000,
with some flexibility considering
benefits.”

38. The Salary Issue
• Sources for current salary data:
– Salary.com
– Glassdoor.com
• Don’t be scared to ask their salary range
during the interview

39. References
• If they ask for references, send them

40. 2: the Yes/ No factor
• What it is:
– Specific criteria essential for the job
• Why they do it:
– Need a specific skill, education or experience to
do the job

41. 2:The Yes / No Factor
• How to pass:
– Use the right key words
– Keep critical information easy-to-find
• Kill rate:
– Around 20%

42. 2: The Yes / No Factor
• Tip – you can’t tell what the yes/no criteria is
by reading the job description
– Don’t screen yourself out
– Apply to ANY job you feel is a good match!

43. 2: The Yes / No Factor
• All criteria is weighted:
Points Traffic Technician
20 2 years of Broadcast industry experience
5 Must be available on-call during station broadcast hours
25 Ability to work with figures, especially on timing information
15 College Graduate
20 Ability to deal with a variety people with tact and efficiency
5 Must possess valid driver’s license and be insurable through the company’s insurance
10 Familiarity with broadcasting operations and procedures

44. 3:Industry Knowledge
• What it is:
– Check for proper jargon, language, acronyms
– Includes spelling and grammar
• Why they do it:
– First test on if you know what you’re doing

45. 3:Industry Knowledge
• How to pass:
– Check your work before sending
– Read it out loud to check grammar and
language
• Kill rate:
– 5 – 10%

46. 4: Annoyance
• What it is:
– If you’re annoying, they will find a way to cut
you
• Why they do it:
– Power trip
– Need an easy cut
– Don’t want to work with jerks

47. 4: Annoyance
• How to pass:
– Be clear and concise Don’t
– Respect their time annoy me!
– Be professional
• Kill Rate:
– 5 – 10%

48. 5: Relevance
• What it is:
– FINALLY Reading your resume for content
• Why they do it:
– NOW they are looking for the right fit

49. 5: Relevance
• How to pass:
– Relevance is more than just the job
– Research the company
– Emphasize your strengths
• Acceptance Rate:
– 10%

50. Key to Relevance
• It is NOT about YOU – it is about their needs
– What challenges are in the industry?
– What problems can you solve?
– How can you generate revenue OR save money?

51. The Personal Touch
• Research the Hiring Manager
– Send a copy of your resume
– Custom cover letter
• The Hiring Manager can resurrect a cut
candidate

52. Research the Hiring Manager
• LinkedIn
• Google the executives
• Denver Business Journal
• ZoomInfo.com
• Manta.com

53. Caution:
• You MUST apply to HR at the same time
– Or you get cut because you didn’t follow the
rules

54. 6: Difficult Communication
• What it is:
– If they have trouble reaching you, you may get
cut
• Why they do it:
– Too many other applicants
– Too busy to wait
– Short deadlines

55. 6: Difficult Communication
• How to pass:
– Be available
– Be responsive
– Be professional
• Kill Rate:
– Depends on how good the competition is

56. Communication Breakdown
• Problems before they call:
– Incomplete contact information
– Contact information missing from cover letter
– Unprofessional email address
• You are not ladiesman626@someemail.com

57. Communication Problems
• Odd voice mail messages:
– Your personal radio station
– “Hey Dude…”
– The VM lady

58. 7: Gut Reaction
• What it is:
– Before sending to Hiring Manager, they weigh all
the factors
– Those who have a positive experience with HR move
forward
• Why they do it:
– Every forwarded candidate is a reflection of their
work

59. 7: Gut Reaction
• How to pass:
– Be professional
– Be relevant
– Be passionate
• Pass Rate:
– Only 3-5%

60. How to build a positive impression
• Do your homework
• Ask relevant questions
• Show your passion for the job

61. Keep Contact Going
• Send thank you notes to HR
– VERY few people do this!

62. QUESTIONS?

63. Questions?

64. FINAL WORDS

65. A vision for you…

66. WANT MORE?

67. Liked what you learned today?
• All of these tactics and more are in my book:
Get a Job Without Going Crazy
Available on Amazon.com and the Tattered
Cover Bookstores
(c) Donna Shannon, 2010

68. The Personal Touch Career Services
Donna Shannon, President & CEO
www.PersonalTouchCareerServices.com
donna@PersonalTouchCareerServices.com
720-341-8229
www.LinkedIn.com/donnashannon
Twitter: @DLShannon
Networking Groups on Meetup.com (Denver/ Lakewood area):
 The Personal Touch Job Search Group
 The Brown Bag Job Search Group