"Resumes travel down the food chain more easily than up," Barnett says. If the boss forwards your resume, a hiring manager is likely to give it a more thorough read than the 10 seconds HR may spend on it. After you've sent your resume, wait a few days, then follow up with a phone call to find out who has it and ask if you can schedule a meeting.

Obviously, there are still no guarantees you'll get hired, but bypassing HR gives you one big advantage, Barnett says: "Hiring managers have their 'wish lists,' but HR doesn't know what's on them, because what hiring managers really hope to find is often a combination of ineffable qualities that can be hard to spell out on paper."

HR people are usually just trying to match up keywords between your resume and the job description, Barnett adds -- and if you only have 12 out of the 15 keywords, you won't make it past that hurdle. Hiring managers, on the other hand, can look at a resume and read between the lines: "Even if your keywords don't match up precisely, you may have other experience or qualifications that would catch their eye."

Here's hoping.

巴奈特說(shuō)：“簡(jiǎn)歷通過(guò)這種自上而下的方式，會(huì)更容易到達(dá)招聘經(jīng)理手中。”假如是老板轉(zhuǎn)發(fā)的你的簡(jiǎn)歷，那么招聘經(jīng)理在看簡(jiǎn)歷時(shí)，肯定會(huì)比人力資源部的十秒掃過(guò)式仔細(xì)認(rèn)真得多。發(fā)送簡(jiǎn)歷之后幾天，你就可以打個(gè)電話問(wèn)一下簡(jiǎn)歷目前在誰(shuí)手中，再問(wèn)一下是否可以預(yù)約一次會(huì)面。

顯然，這并不能保證你會(huì)被錄取。但繞過(guò)人力資源部會(huì)給你帶來(lái)一個(gè)很大的優(yōu)勢(shì)。巴奈特說(shuō)道：“招聘經(jīng)理都有自己的‘愿望清單’，但是人力資源部的雇員并不了解其想法，因?yàn)檎衅附?jīng)理真正希望在應(yīng)聘者身上看到的，往往是一些只可意會(huì)、難以言傳的特質(zhì)。”

人力資源部的職員通常做的，不過(guò)是試著把你簡(jiǎn)歷上和職位描述中的關(guān)鍵詞一一對(duì)應(yīng)。巴奈特還說(shuō)，如果職位描述中有15個(gè)關(guān)鍵詞，而你的簡(jiǎn)歷里只有其中12個(gè)，你很可能就過(guò)不了簡(jiǎn)歷關(guān)。然而，招聘經(jīng)理卻能看到簡(jiǎn)歷中暗含的信息，巴奈特說(shuō)道：“就算你簡(jiǎn)歷中的關(guān)鍵詞與職位描述不完全吻合，你其它的經(jīng)驗(yàn)和資質(zhì)也可能會(huì)引起他們的注意。”

但愿如此。