Thirty-four years ago while still in college at Indiana University, I began my search for a job after I graduated. Personal computers did not exist and of course the internet had not been invented.

Instead the job search process involved signing up for interviews on campus through the business school and selling yourself to a recruiter in person. The unique thing about this process was that you actually got to talk to a real person and discuss your qualifications.

Fast forward 34 years and the process has changed dramatically. Most college graduates today define looking for a job as responding to job openings posted on the internet with no personal interaction.

While this is certainly one way to approach a job search, I believe it should be one of many strategies  ̶  not the primary strategy.

The change to a technology-based process has occurred not because job seekers do not want to talk to a real person, but rather because the process has become heavily reliant on a computer screening process.

Employers have decided that the most effective method to identifying qualifying applicants can occur only through a computer selection process so that is how college graduates approach the process.

We as employers do not want to talk to anyone until we have what we believe to be the most viable candidates.

Graduates feel comfortable with the computer screening process because they are adept at using e-mail, Twitter, Facebook and other electronic mediums to communicate. More often than not, they would rather text or e-mail rather than talk to a real person.

I believe the best way to secure a job is to get in front of someone who is either the hiring decision maker or a person within an organization who can get you to the decision maker. Yes, I said sell yourself. That is what a personal interview is all about. You want the opportunity to tell your story as only you can do.

So how do you go about getting in front of the person making the hiring decision? Glad that you asked that question.

First there is no formula you can use because each job opportunity, just like the employer, is different. Second, an approach that involves reaching out to friends, neighbors, alumni groups, your parents and even strangers will increase the probability of getting that ever valuable contact, which will allow you to get a foot in the door.

No conversation about your career is ever a waste of time even though it may seem so at the time. If someone is willing to take the time to talk to you about your job search, then take them up on the offer.

Our former chief operating officer who was with our company for 30 years once said he nailed a 2.5 grade point average in his college career.

With today’s job seeking process, if he had to rely on his academic skills only using electronic media to get a job I guarantee that he would still be looking today.

We recently had two entry-level job openings in one of our companies for which we had more than 700 applicants. We ended up hiring two college graduates, one a recent graduate and one who had been out of school for three years, through personal referrals from existing employees. While they did not have the best experience, the personal referral weighed heavily on our hiring decision.

It will be uncomfortable and difficult using your network contacts because many new graduates are more comfortable using technology than selling themselves in person. The good news is that this strategy will provide you with the best opportunity to present your skills and talents.

The definition of insanity is doing the same thing and expecting a different outcome, so get out there and do something different.

Thomas E. Pappas is chief financial officer for Sheakley, a Cincinnati-based and family-owned company that specializes in the delivery of human resource outsource services and risk management.