A reader writes:
What is your take, as a hiring manager, on job applicants who apply to positions in your company from out of state (let’s say New York applicant for a California job)? Do they immediately go to the circular file or are they considered as seriously as other applications? What if the applicant expresses an interest in relocating to your area provided he or she gets a job first?
Are out of state applicants treated differently if they are entry, mid, Director and Executive levels — meaning the higher up you are and the position you apply for, the more likely you will be considered as an out of state applicant?
This varies depending on the job. For higher-level or hard-to-fill jobs, location isn’t much of an issue. For other jobs, especially those that attract an overwhelming number of applicants, location gets factored in. This is because if I have a number of seemingly just as qualified local applicants, I can interview them faster and without paying to fly them in, and if I hire a local person, I won’t need to pay relocation or wait for them to move before they can start work.
However, out-of-town applicants can get around that in a couple of ways:
* State in your cover letter that you are planning to move to my city (and if you can mention a specific ETA, that’s even better) and don’t need relocation assistance. If you’ve already taken steps toward making your move a reality (such as moving things to a self storage facility or signing a lease), mention that too.
* Make it clear in your cover letter that you would be happy to get yourself to my city for an interview.
If you do those things, you’ve pretty much negated any bias toward locals that I might have had.