Thesis: Evidenced-based job searching approach is increasingly becoming common. They are the most preferable in the modern society.
Evidence-based job searching approach builds on summarization of the best estimates of risks and benefits associated with management. It includes recommendations and acknowledgements from former employers or academic offers in the learning institution that you currently attendant.
This model involves a job hunting strategy that is boosted by the confidence of the potential employee’s on the availability of the job. It involves the potentials employee’s confidence to work on the new technological advancements. The ‘fit in’ model in evidence-based job hunting strategies involves the job seeker’s ability to be at peace with the challenges at the job place that are beyond the individual’s academic training or any other training. (Bussinessballs.com. 2007)
This model requires that the job seeker presents his or her image before the employers in a perfect way. The job seeker is required to bear the skills of description in order to create an image of him or herself in the paper as perfectly as possible. The job seeker must be aware of the marketable skills that the employers are seeking for. (Radyard, Hewson, & Charlton, 1999) He or she must be self-reliance, upholding a high reputation of self-awareness (portrayed in the resume paper). He or she has to show that he is focused, believes in him- or herself, resourceful, and is willing to learn new ideas and technological advancement. He or she must uphold a positive attitude towards him- or herself. He or she must portray his or her character as an effective relationship builder. (Radyard, Hewson, & Charlton, 1999) He or she must be capable of prioritizing. Being a ‘fit in’ job seeker, you have to convince the employer that you are the person he or she is seeking for. You have to show mastery of team working, being organized, supportive, a good listener, assertive and cooperative. You should be an influencer, a motivator, visionary and diplomatic. You should also demonstrate good language skills. A ‘fit in’ job seeker is one who is logical and result oriented in problem-solving, flexible, risk taker, competitive, and technically qualified for the job. These are the skills that can define the model of ‘fit’ in evidence-based job hunting approach.
‘Fit’ model in evidence-based job hunting strategy has a very potential role in determining the outcome of an interview and the response that the potential employer gives on an application letter send from a potential job seeker. For instance, self confidence in job search has a direct impact on the success of the applicant in securing him or herself an employment. Self confidence gives the person an ability to portray positive qualities and confidence about him- or herself. When writing the resume, the person mentions all the positive values in him- or herself. When taking an interview, the self-confident interviewee is capable of portraying a sense of reliability in him- or herself by answering the questions confidently. Even when he is wrong, he shows that he believes in himself. (Bright, K. & Bright, J. 2001) This is a quality of assertiveness, which the employers hunt for.
Lack of self- confidence is a chaotic affair in front of the interviewer. It destroys the resume that the candidate writes. The written resume tells much about the applicant. An evidence-based job seeking approach insists on provision of evidence that the person involved can perform some required tasks. Leadership skills, academic qualification and experience are portrayed in the resume. A person who lacks the qualities of the model of ‘fit’ as required for the evidence-based job hunting strategies, is likely to overlook some qualifications that he or she possesses. (Bright & Earl 2001) He is likely to overlook some training that he took, some roles he was assigned in an academic or employment institution, because he or she feels that they do not contribute to the employee needed.
When taking an interview, the Pearson portrays inadequacy in the job performance for which he is applying for. He tells scantly of the knowledge he posses. He withholds important information for fear that such information will bar his chance for the employment. (Bright & Earl 2001) He lacks self esteem even concerning the qualifications he has for the job applied for. Lack of self confidence is a very strong barrier to the career progress of any graduate. Such graduates do not even know which job suits them. They are not sure that they need the job they apply for. They actually lack motivation for the job and are likely to perform poorly.
Writing a good resume is not based on past experiences or academic qualifications. Simple, concise and easily eligible resumes are most preferred. The resume must focus on the aspirations of the employer. A resume in the technologically advancing society does not have to be in a text form. It can be a video (audio-visual or audio). A good resume portrays the picture the employer expects of the resume owner. Good resumes are ‘the whole truth and the only truth’ about the applicant. They bare those things that the applicant can present before the interviewer in case they are required. A good resume has referees who are real and aware of their role as referees of the applicant. In case the employers seeks to establish the degree of honest in the applicant. The applicant must give relevant life experience, and job experiences as well as academic qualifications. (Bright & Earl 2001)
Evidence-based approach as a job hunting strategy is over reliant the job seeker’s self-representation. It can lead to misinterpretation of the candidate while he is qualified or not qualified. (Cooper, 2003) A confident candidate can be hired for his positive self esteem yet he or she is less qualified for the job. A technically qualified job seeker can be disqualified for lack of confidence.
Evidence-based job searching strategy lacks a few ‘common sense’ advices on the mutually acceptable attributes of seeking for jobs. It bases its argument on the applicants’ ability to portray his or her image, overlooking the applicants self praise, which could be the applicant’s strategy to win the cake. It fails to acknowledge the academic qualifications minus self-representation, yet the good performance in the academic qualification is an indication of the persons, capability to perform well in the job assignments. (Radyard, Hewson, & Charlton, 1999) It overlooks the academic and work experiences of a self-confident candidate, yet this is an indication of poor performance in the job assignment.
In conclusion, the evidence-based approach is a highly reliable way of identifying and gaining confidence on the right job applicant, (on the side of the employer). The employer has the ability to screen the applicants as early as during the reading of the applicant’s resumes before inviting them for an interview.
Bright, J. & Earl, J. (2001). Resumes that get shortlisted: save the wacky gimmicks for the office Christmas party and play the resume with a straight bat. Retrieved September 7, 2008, from <http://findarticles.com/p/articles/mi_hb3252/is_200112/ai_n7952404>
Bright, K. & Bright, J. (2001). Getting a Brilliant Job: The Student’s Guide. Retrieved September 7, 2008, from <http://www.bookworm.com.au/shop/scditem.asp?ProdID=22326>
Bussinessballs.com. (2007). Resume Writing Tips and Templates. Retrieved September 7, 2008, from <http://www.businessballs.com/resume.htm#resumes_writing_tips_examples_templates>
Cooper, B. (2003). Evidence-based Mental Health Policy: a Critical Appraisal. Retrieved September 7, 2008, from, <http://bjp.rcpsych.org/cgi/content/full/183/2/105>
Radyard, R., Hewson, C., & Charlton, J. P. (1999). Career Decision and Job Hunting in the Real World: A Self-Help Guide for Ethic Minority Students and Graduates. Retrieved September 7, 2008, from <http://www.bolton.ac.uk/ResearchAndEnterprise/Projects/Behaviour/Part1AssessingYourSkills.pdf>