<div class="gmail_quote">On Wed, Sep 1, 2010 at 10:11 AM, Tim Champion <span dir="ltr"><<a href="mailto:timchampion@gmail.com">timchampion@gmail.com</a>></span> wrote:<br><blockquote class="gmail_quote" style="margin: 0pt 0pt 0pt 0.8ex; border-left: 1px solid rgb(204, 204, 204); padding-left: 1ex;">
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<div class="gmail_quote">On Wed, Sep 1, 2010 at 9:48 AM, <span dir="ltr"><<a href="mailto:j.bengtson@mchsi.com" target="_blank">j.bengtson@mchsi.com</a>></span> wrote:<br><blockquote class="gmail_quote" style="margin: 0pt 0pt 0pt 0.8ex; border-left: 1px solid rgb(204, 204, 204); padding-left: 1ex;">
<div>If you can, go around the HR people. Find out who the tech managers are, and send your resume directly to them. You can ask them to "please forward my resume to your HR department", but you really want them to at least skim your resume first. That's where a good cover letter can be a big help.<div>
<br></div></div></blockquote></div><br></div>Just letting you know, that doesn't work everywhere. Larger business (one in particular that I worked at) had only a single path for a resume to get to the hiring manager, and that was through HR.<br>
</blockquote></div><br>I can relate. Even if they can't evaluate a person's technical skills they can often weed out a lot of the cruft. As a tech there are about a thousand things I'd rather do than read through a bunch of unqualified candidates resumes. That is HR's job.<br>
<br>(I don't know about where you guys work but my current employer gets a *tonne* of unqualified resumes)<br clear="all"><br>-- <br>Matthew Nuzum<br>newz2000 on freenode, skype, linkedin, <a href="http://identi.ca" target="_blank">identi.ca</a> and twitter<br>
<br>"Lead, follow or get the hell out of the way." –Robert Nuzum (My dad) summarizing an old military quote<br>