Small, Family Owned Businesses Usually Require Applicants to Submit Electronic Rãƒâ©sumãƒâ©s.
Information technology's As If These Applicants Don't Even Want a Job
No arguing it is a tough job market out at that place. But a shortage of positions is not the whole story. Sometimes our skillful jobs get unfilled because of a shortage of desirable candidates. I'g not talking about qualified, I'grand talking near appealing candidates -- there's a huge difference, especially for companies like mine and others where the culture is the soul of the business.
My conventionalities and "policy" has always been to hire for chemistry and personality get-go. Of form the required skills must be in that location simply skills tin be taught and continuously improved; personality and mental attitude can't. And y'all can learn a lot near someone'south personality and attitude by paying attention to how he or she approaches a task search. I am increasingly shocked and disheartened by the lack of quality, professionalism and maturity with which many people bear themselves in the process. For every job nosotros take ever posted, many possibly-qualified-on-paper candidates never made it past "hello" considering they introduced and presented themselves so horribly.
Here are iv of the worst and most mutual offenses in my book, any of which will guarantee that I won't invite a candidate to interview with u.s.:
- 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 nigh part that'southward OK. Simply fifty-fifty in the era of e-mailed job applications and online résumés, the lack of a proper introductory annotation -- no affair how brief -- is inexcusable. A skillful embrace alphabetic character can be as valuable as the résumé itself, since the embrace is the "personal" role of the awarding, while the rest is the same work history that every other employer will receive. If I go a bare east-postal service with a résumé attached, or an e-post with goose egg merely a link to someone's information online, the chances I'll look any farther beginning at nothing and go down.
- Terrible cover alphabetic character -- An awful introductory notation is almost as bad as no letter at all -- and sometimes fifty-fifty worse. I take received e-mails written in text-speak ("u sound like an awesome company, and I think I'd b an awesome employee, LOL"). I've gotten short notes that read as cavalier or arrogant ("my info attached, telephone call for more than info and interview"). And I've been sent eastward-mails that were short-sighted turn-offs ("what are the pay and benefits of the task? If they are what I am looking for I volition send my résumé").
- No homework or attending to detail -- If someone shows no initiative or interest in learning about my company, they'll go no serious involvement in return. Equally such, I'm turned off by notes addressed to "Beloved hiring professional," or worse, "To whom it may concern." I might appreciate a little creativity if I were to receive an e-mail that said, "Honey Skooba Design (sad, I tried everything but couldn't track down your Hour person's proper noun)." But even so, no i in our visitor is that difficult to identify or attain. Even if you address it to the incorrect person with the all-time of intentions, it'due south better than no person.
- Bad résumé -- Despite all of the resources bachelor, quality résumés are very rare. I'd be surprised if ane out of 20 that I read fifty-fifty comes close to what I consider "well done." Granted, I was raised in a concern and family where there was a practically insane obsession with this kind of thing, and peradventure my standards and expectations are unreasonably high. But my feeling is that if someone tin't exercise a skilful task with the nearly important certificate he may always write, what does that say about the work I tin can wait from him? When I wrote my showtime résumé, I had everyone I know read it to brand sure there were no typos, that it flowed well, was well-written, honest and concise, showed me in the best possible light, raised no red flags, and so on. I knew I had exactly one, fleeting take a chance to get and keep an employer's attending. No room for error in that.
Reading this, you might think I'grand a rigid, pompous hard-ass when information technology comes to hiring and employees, merely the exact opposite is true. If I have a job opening to fill, I obviously want to fill it. If a candidate is interested in and qualified for the task and a good fit for our civilization, 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 job applicants. Getting a great letter of the alphabet and résumé and meeting the great person behind them is amid the most gratifying things for me and, I retrieve, for most business owners. All I ask is that if someone actually wants the job and wants to be a part of the company, he shows it.
Am I besides rigid? Are my philosophies and policies too tough? Concern owners, as always I'd love to hear your thoughts and experiences. And chore hunters, please share yours as well. It'due south a ii-mode street.
(Flickr image by bpsusf)
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