Q: What about dealing with employers who doubt your interest in and ability to move within a reasonable amount of time? Should you put a friend's Boston-based address on your resume just to get initial consideration?
A: This is a very real concern. With the hundreds and perhaps thousands of resumes to review, the hiring manager or recruiter may be looking for ways to screen out potential mismatches. An out-of-state address on a resume is certainly one factor that may put a candidate in the “no interest” pile.
There are a couple of ways to increase your chances of in the “to contact” pile though. A quick list:
1. Apply to open positions for which you are well-qualified. If you know someone at a target company, even better!
2. Develop a resume that makes location less of an issue – delete the locations of your current and past employers so there isn’t an immediate assessment of your work history (e.g., “Not sure if she knows anything about the climate, pace and/or cost of living in Boston, she has always worked in the southeast.”)
3. At the top of your resume, consider stating your name, telephone number, cell phone number but not your out-of-state address.
4. Include your desire to relocate in the summary or objective. An example:
“Metrics-oriented media sales professional looking to return to the Boston-area for an opportunity driving sales results.”
5. If you have lived in Boston or attended school in Massachusetts or even New England, explain that in your cover letter. Links to this area will help minimize the prospective employer’s concern about culture shock or how well you will transition to this area.
I would encourage you not to use a friend’s address (although I would guess that some of our bloggers will disagree with me). It appears a bit deceitful and if you ever agree to background verification as a result of the hiring process, you would have some explaining to do. If you moved in with a friend and then provided that address, I would agree that in this instance using a friend’s address is permissible.
A recent related observation that I should share with you. Many large employers are scaling back generous relocation packages that have been offered in the past. I have even encountered candidates, very recently, who have offered to pick up the relocation expense themselves if a job was offered to them.
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Patricia Hunt Sinacole is president of First Beacon Group LLC, a human resources consulting firm in Hopkinton. She works with clients across many industries including technology, biotech and medical devices, financial services, and healthcare, and has over 20 years of human resources experience.
Elaine Varelas is managing partner at Keystone Partners, a career management firm in Boston and serves on the board of Career Partners International.
Cindy Atoji Keene is a freelance journalist with more than 25 years experience. E-mail her directly here.
Peter Post is the author of "The Etiquette Advantage in Business." Email questions about business etiquette to him directly here.
Stu Coleman, a partner and general manager at WinterWyman, manages the firm's Financial Contracting division, and provides strategic staffing services to Boston-area organizations needing Accounting and Finance workforce solutions and contract talent.
Tracy Cashman is a partner and the general manager of the Information Technology search division at WinterWyman. She has 20 years of experience partnering with clients in the Boston area to conduct technology searches in a wide variety of industries and technology.
Paul Hellman is the founder of Express Potential, which specializes in executive communication skills. He consults and speaks internationally on how to capture attention & influence others. Email him directly here.