CONNECTING HR TO WHAT APPLICANTS DON’T PUT ON COVER LETTERS OR RESUMES
– offering a NEW + BETTER + Easier way for people to provide information for consideration of applications
Unique Applicant Functional Focus
Let the person fit the role – Beyond what they’ve done in the past – for the best winning combination toward long-term employment.
Individualized Interaction Types
Whether an applicant is a check-off person, process-driven, or project- matters. (Rarely dispensed in interviews, honestly.)
Communication Preferences
Everyone is better & prefers certain types of communication more than others; that comfort tends to support the best possible results.
Desired Path for Growth
When people know if they expect to grow in a company, or not, it allows a company to find an employee in line with their own plan for success.
Favorite Tasks: Prioritized
When a person chooses the type of tasks they favor, and then prioritizes them, it becomes easier for employers to note the best matches over exact “word choice” in resumes.
Engagement Style
Acknowledging the type of engagement you may or may not need in an employee often directly correlates with how self-motivated they stay to continue in it.
Personal Solution Orientation
Each applicant already tends to know the types of concerns they do best at solving, and every role has an exact match out there.
Work Culture Expectations
How coaching is already offered matters more than most HR Managers may want to admit. More than about personality type – employees must feel at ease learning how to be successful.
WE KNOW THE OLD COVER LETTER & RESUME PROCESS IS BROKEN
After being around for over 50 years – it’s no wonder it’s time for a needed change!
15 +
years of
experience
When an applicant provides their favored tasks of employment, the world can finally find long-term employment value.
It’s not found in resumes. The things HR needs to consider most are often not even found on cover letters! No – what HR can benefit from knowing most aren’t necessarily in the past, but on preferences, that are often only found with listed information provided before an applicant decides to apply for a job with their company; because once they do, the “needed” qualifications are actually far too obvious to not state.
Today’s HR strategies for handling application is often found in ATS and exact “key word” matches, which were already pre-posted in the job description. The question to ask ourselves today is: Does telling people what we want (or need) to hear helping us find the best candidate? The question sounds so silly that you have to wonder why anyone thought it might help in the first place… and for so long!
American HR Gateway is here to allow applicants to pre-set themselves up for a job that they’re naturally built for and will more than likely succeed in, which is done by asking them the right types of questions ahead of time.
It’s about asking the right questions & at the right time – ahead of time!
EXAMPLE STORIES
Here are some scenarios to quickly understand how our process helps connect the right company to the right applicant. ########################################################
Avery
Avery outgrew their last job, partly because there was no opportunity to move up and partly because there was nothing new to learn. Avery’s mind can’t handle doing the same process over and over after a few years. Today, Avery seeks a new career, and specifically one that many adults don’t prefer; making Avery a wondeful candidate – but the unique hunger for more has no place on a resume. Avery turned to HR Gateway to help aid in proving how important learning more and doing different things, as well as reaching various goals are to Avery. Avery’s HR Paradigm indicates the importance for employee development and opportunities. Avery’s goal is also to weed out companies that might take the application, but later expect Avery to remain in a monotonous same role. Avery knows the right employer is out there, somewhere!
AVERY PROVIDES COMPANIES ACCESS TO HR PARADIGM INFO UPON REACHING OUT.
Blake
Blake already left their most recent role, because the management was causing disruption in work flow and unearthing the peace Blake was used to at prior jobs. While Blake is not at fault, and the past employer knows it, Blake still is not allowed to discuss the toxic behavior they came from, or the fear that it might suddenly come into the next job too. Blake’s HR Paradigm indicates to HR Managers what’s “taboo” to say (even if it shouldn’t be), and it shows up as employer leadership needs. Blake’s hope is that companies first examine their leadership before reaching out for an interview, because even there the truth is expected to remain “quiet” as if it can’t exist. Blake let’s the HR Paradigm speak for them in the easiest way possible for everyone.
BLAKE KNOWS THE HR PARADIGM SPEAKS UP FOR HIS BEST INTEREST LONG BEFORE THE INTERVIEWS.
Cameron
Cameron ended up with a role unlike any before after Covid-19. Cameron’s skills aren’t even used in this current role. This makes things difficult when attempting to build the right cover letter. While Cameron does include skills from college and previous roles on cover letters where appropriate, Cameron’s main concern is to stay employed before jumping to the next position; due to family and financial strains that many adults deal with in America. Upon hearing about HR Gateway’s HR Paradigm, Cameron recognized it’s unique ability to show skills and job preferences.
CAMERON’S GOALS ARE FOR EMPLOYERS TO REVIEW INFO ON THE PARADIGM & WAIT TO ONLY CONSIDER ROLES THAT USE HER UNIQUE SKILL SET, EVEN IF THAT’S A NEW FIELD + A NEW PLACE CAMERON NEVER THOUGHT ABOUT GOING BEFORE THIS.
Devin
Devin needs more of doing what she’s passionate about: projects! Devin’s planning skills are amazing, and while her most recent jobs were pleased with how much she stepped up and the results she brought them, those organizations only had two or three projects per year. When Devin initially started at the last two companies, their concern was to find an employee who wouldn’t be intimidated by these newer yearly projects, but the short time-lengths were simply not conveyed. Devin is seeking an employer where she deals 1:1 with clients and coworkers. Devin’s paradigm on HR Gateway indicates her interest in engagement types and acts as secondary proof that she’s not ever simply typing key words – but wants to focus more than 50% of her time on them.
DEVIN LISTS HER HR PARADIGM INFO ON HER RESUME TO STAND OUT & PROVE IT’S WHAT SHE LOVES TO DO, NOT JUST WHAT SHE CAN DO.