by Christopher D. Lee, Ph.D., SPHR
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Question: I have applied multiple times to my local university. Does it hurt my chances of being employed if I submit multiple job applications?
Answer from Christopher D. Lee, Ph.D., SPHR: Applying for multiple positions at one institution can be tricky. While sometimes fruitful, it may also raise deeper questions about your approach to the job search process. It is unlikely that anyone outside the human resources department (HR) will know that you applied for multiple positions. All electronic applicant tracking systems will show the history, but only HR professionals with the right access can see this information. It gets more complicated if the positions are in the same department, if the applications are submitted during the same time frame, or if you interact with multiple search committees.
Very few of us are as good as pentathletes, heptathletes, and decathletes. Most of us are accomplished in only one or two areas. In a previous blog post, we discussed the three levels of competitiveness: qualified, competitive, and position/organizational fit. Hiring managers tend to hire candidates with a concentration of skills, abilities, qualities, and characteristics related to the position in question — expertise. Having the ability to do the job is a prerequisite; having the ability to do it at a high level is another level of qualification — competitive.
Having experience in a particular environment, industry, or setting; having knowledge of industry-specific tools and techniques; and being familiar with the mission, geography, customers, and other intangibles related to a position are all elements that strengthen your competitiveness to the third level of position or organizational fit. If competitiveness is tiered, very few people have the depth and breadth of experience to be competitive in multiple areas unless the positions are very similar.
Position and organizational fit also include one’s commitment, interest, and passion for a particular line of work. Hiring managers want someone who likes the job (and profession) and desires working and staying in it. Call this a proxy for retention. If you are just looking to do any work that you are minimally qualified for, hiring managers might deem you less attractive than specialists who are really excited about the work to be performed. Therefore, when you apply for multiple positions, it can be an indicator of not being an expert, not being committed, being indecisive about what you are interested in, or simply being hungry for any available opportunity. This really begs the question, “Are multiple applications counterproductive because they lower one’s chances of success?”
The analogy of a handyman (handy person) vs. a plumber, electrician, or carpenter is fitting here. A manager with a water leak in her area is likely to hire a plumber. Similarly, an electrician is preferred when there are wiring problems. My nearly thirty years of experience as a chief human resources officer taught me that leaders hire specialists but promote generalists. That is, your expert skills in a particular area get you hired, but your supporting skills in ancillary areas get you promoted once successful in the original position. As noted, very few people have enough time and ability to become experts in more than one or two areas. It is just a practical reality.
Be mindful of what your actions communicate when you apply for multiple positions. If the positions are too broad, you inadvertently signal that you seek employment over a career or commitment to a profession. While it shows a strong interest in the institution, hiring managers are not as impressed with this as they are with those who show passion, interest, and commitment to the work. Assuming you apply for and get interviews for two positions vacant in the same department at the same time, you will be asked the question, “Which of these positions are you most interested in?” For no other reason than self-preservation, I would presume the best answer is, “The one I am interviewing for now” — regardless of the title, pay, perks, or responsibilities. It is a bird-in-the-hand scenario. Showing preference for the second position undermines success in the first. It is a conundrum.
If the positions are in different departments across campus with separate hiring managers and search committees, there is little to worry about. It is unlikely that anyone involved in decision-making will know. However, the question about interest and passion will come into play for oneself, if not for others. Separately, you should also ask yourself at what level of qualification you consider your skills. If you interview multiple times without success, you must diagnose whether you are as competitive in the multiple arenas as you thought, or if your interviewing skills need honing. In either case, you must be clear about what your actions are communicating and have a plan of action for when you throw your hat(s) into the ring(s). Realistically assess your chances of success so as not to send messages that you do not intend.
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