DEAR WW: A friend in human resources recently told me that most companies use computers to screen resumes. I thought people did that. What else don't I know about the hiring process, and what can I do to survive it?

- SCREENED OUT

DEAR SCREENED: I recently read about a California law where anyone could complain to the Department of Motor Vehicles about your driving, and the DMV would hold a hearing where you could ultimately lose your license. The law was created for the concerned families of elderly drivers. However, the law was poorly written and leaves the door open for anyone to challenge your license, good reason or not.

It's no different in the hiring process at most companies: Many different screening systems, some automated, can challenge your ability to do the job, potentially ending your chances of being hired. To improve your survival odds, I've outlined below the four hiring stages used by most companies, and what you need to know to survive each. For more information, check out Ron Fry's book, "101 Great Answers to the Toughest Interview Questions," (Career Press, 2000).

Getting past the computer scan of your resume: At many companies, computers do the initial screening of resumes. That's why it's important to read the job announcement carefully and to load up on the same key words that are emphasized in the text. Remember to cut out the colored paper and fancy fonts to keep your resume scanner-friendly.

Surviving the telephone interview: The most important thing to know about the telephone interview is that most phone interviewers are more focused on eliminating candidates than finding great people to hire. Focus on how you meet the requirements of the job. Don't volunteer any information that could confuse or make your interviewer nervous.

Surviving your first face-to-face interview: Congratulations. You've actually got a human being sitting across the table from you. Since they're probably in human resources, chances are that they'll be mainly focused on how you meet the job's qualifications. It's fine to ask them general questions about the company and the job, but remember this is probably not the most knowledgeable person to grill about the job's day-to-day realities.

Getting the person you'll actually be working for to pick you: Chances are that the manager who will actually hire you is more concerned about your attitude and how you'll fit in than how you fit each of the job's qualifications. Remember at this stage that your intangibles are often as important as your resume and experience. Also, most managers are more pressed for time than the human resources people that you've been talking to up until now. Get a feel for how rushed the manager is and adjust the length of your answers accordingly.

Have a specific plan for each stage of the hiring process and you'll put yourself in the driver's seat.

List of the Week from HRhero.com.

Will human resources give you the resignation option?

• 41 percent allow employees to resign, as long as there hasn't been any gross misconduct.
• 17 percent allow employees to resign, but only if they ask.
• 17 percent allow employees to resign without any qualifications.
• 25 percent said they wouldn't allow employees to resign when they are about to be fired.

From WorkingWounded.com

What are the most important skills to a company hiring a new employee?

• Problem-solving skills - 44%
• Interpersonal skills - 38%
• Leadership skills - 9%
• Organizational skills - 7%
• Writing skills - 1%

Our winning strategy for getting a job comes from Bill M. in Tacoma, WA. "The key to getting a job is to avoid human resources departments, want ads and all the ways that you are supposed to get a job. My approach is to go directly to the manager most likely to hire me. Sure, many managers blow you off. But the ones who don't can save you a lot of pain. Go directly to the person hiring and