Review of Rãƒâ©sumãƒâ©s Is Most Valid When Their Content Is Evaluated in Terms of
Information technology'southward As If These Applicants Don't Fifty-fifty Want a Job
No arguing it is a tough chore marketplace out there. Only a shortage of positions is not the whole story. Sometimes our skilful jobs go unfilled because of a shortage of desirable candidates. I'm not talking most qualified, I'g talking about highly-seasoned candidates -- there's a huge difference, especially for companies like mine and others where the civilisation is the soul of the business.
My belief and "policy" has always been to hire for chemical science and personality start. Of course the required skills must be there just skills tin be taught and continuously improved; personality and attitude can't. And you tin can learn a lot about someone'southward personality and attitude by paying attention to how he or she approaches a job search. I am increasingly shocked and disheartened by the lack of quality, professionalism and maturity with which many people conduct themselves in the procedure. For every chore we have ever posted, many possibly-qualified-on-newspaper candidates never fabricated information technology past "hello" because they introduced and presented themselves then horribly.
Hither are four of the worst and well-nigh common offenses in my book, any of which will guarantee that I won't invite a candidate to interview with us:
- No cover/introductory letter -- I am a realist. I accept that the days of handwritten and snail-mailed cover letters and résumés are over, and for the near function that's OK. But even in the era of eastward-mailed job applications and online résumés, the lack of a proper introductory note -- no matter how cursory -- is inexcusable. A skillful embrace letter of the alphabet can be as valuable as the résumé itself, since the cover is the "personal" office of the application, while the balance is the same piece of work history that every other employer will receive. If I go a bare email with a résumé attached, or an east-postal service with nix but a link to someone's information online, the chances I'll wait any further start at nothing and go down.
- Terrible comprehend letter of the alphabet -- An atrocious introductory notation is near as bad as no alphabetic character at all -- and sometimes even worse. I have received e-mails written in text-speak ("u audio like an crawly visitor, and I think I'd b an awesome employee, LOL"). I've gotten short notes that read as cavalier or arrogant ("my info attached, call for more info and interview"). And I've been sent eastward-mails that were short-sighted turn-offs ("what are the pay and benefits of the job? If they are what I am looking for I will transport my résumé").
- No homework or attention to detail -- If someone shows no initiative or interest in learning about my company, they'll get no serious interest in return. Equally such, I'm turned off by notes addressed to "Dear hiring professional," or worse, "To whom information technology may concern." I might appreciate a little creativity if I were to receive an east-postal service that said, "Dearest Skooba Design (pitiful, I tried everything but couldn't track down your Hr person'southward proper noun)." But fifty-fifty and then, no ane in our company is that difficult to identify or accomplish. Even if you lot address information technology to the wrong person with the all-time of intentions, it's ameliorate than no person.
- Bad résumé -- Despite all of the resources available, quality résumédue south are very rare. I'd be surprised if one out of 20 that I read even comes close to what I consider "well done." Granted, I was raised in a business and family unit where there was a practically insane obsession with this kind of thing, and perhaps my standards and expectations are unreasonably high. But my feeling is that if someone can't practise a proficient job with the most important document he may ever write, what does that say about the work I tin expect from him? When I wrote my showtime résumé, I had everyone I know read information technology to brand sure there were no typos, that information technology flowed well, was well-written, honest and concise, showed me in the best possible light, raised no carmine flags, and so on. I knew I had exactly i, fleeting chance to get and go along an employer's attending. No room for error in that.
Reading this, you might remember I'm a rigid, pompous hard-ass when it comes to hiring and employees, but the exact opposite is true. If I have a job opening to fill, I obviously desire to make full it. If a candidate is interested in and qualified for the chore and a good fit for our culture, I want to hear from that person. I genuinely cherish the people who work here. So in reality, I am pulling for all of those chore applicants. Getting a great letter of the alphabet and résumé and meeting the great person behind them is among the most gratifying things for me and, I think, for nearly concern owners. All I ask is that if someone really wants the job and wants to be a part of the company, he shows it.
Am I as well rigid? Are my philosophies and policies too tough? Business owners, every bit e'er I'd love to hear your thoughts and experiences. And job hunters, please share yours too. It'due south a two-way street.
(Flickr image by bpsusf)
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