An Unorthodox Approach to Getting an Interview
Are you applying for out-of-state jobs and finding it difficult to get an interview or even a call back?
It's no secret that jobs are still competitive. Tight market conditions have led to more and more clinicians broadening their searches to include a larger and wider geographical area. More NPs and PAs are finding it necessary to consider relocating in order to find a suitable position. Unfortunately, many are also finding it tough to get a response to their applications.
Employers still get dozens of resumes for every open position. Dozens of applicants means the employer must find some criteria to help weed the pool of candidates down to just a handful. Eliminating out-of-state applicants is one way to accomplish this task. I know that sounds unfair, but you must remember that in this market employers do enjoy the luxury of being fussy. Of course employers want to hire competent and hard-working PAs and NPs, but with so many local applicants, many employers are skipping over those who are out of state. In other words, the address on your resume might be speaking louder than your qualifications.
What I am going to suggest to you might seem a little controversial or even radical. Hear me out.
Don't put your address on your resume. (I told you this was going to sound radical!) In this day and age, your phone number and an email address on your resume can be adequate. I don't know of any employers who are responding to applications with paper and pen anymore, so why call attention to the fact that you are not living locally? If this suggestion makes you uneasy, you might consider renting a PO Box or using the address of friends or family who live in the area you are seeking to work in.
If this strategy works and you do get a call from a potential employer, be sure that you also have prepared a reasonable explanation for why you are willing to relocate. "I need a job" is not going to cut it. Employers are more open to hiring out-of-state applicants if they not only have a good reason to relocate, but they also have a good reason to keep them there AFTER they relocate. Candidates who have family or other ties to a community are more likely to stick around. Thus, they make employers less nervous than those who are simply following the job.