It seems a computer is the first way our resumes and cover letters are reviewed by the organization to which we’ve applied for a job. “Does a computer know how good “I am?”
Does the company or non-profit want someone like me? Someone with my experience and energy? I know I can really make a difference for them. How do I get in touch with a human being?”
“How do we get by online evaluation systems?” Consider that an HR department of TA (talent acquisition) department are enormously overloaded. They have far more assignments than normal people could achieve. So, technology is being used as the first evaluation method. Something a human had done previously.
Also, consider that HR/TA are required to send applicable candidates who match almost all of the job description (JD) requirements and most of the desirable traits. These are words on the JD and why can’t they be scanned on a couple documents which send in? You might look at the situation this way. The first step is to match you to the JD. It’s not a rigorous method; just scan the documents for a bunch of key words.
Do you get this point? The JD has the words the hiring manager wants to see. So, you can help HR/TA by putting all the keywords from the JD onto your resume.
Keep it simple. Play their game. Give them the keywords they want to see. You might place them all in a small section on your resume named Traits or Talents. There are even more cool techniques I’ve used and coached clients to use to satisfy the evaluation systems. It really is pretty easy.
Again, keep it simple. At this beginning stage, give the organization what they want.