I love it when I find reinforcements on the Web. Sometimes it seems that I am swimming against the tide when it comes to my requirements for cover letters and resumes. I try to be clear about my expectations in this blog site and on the Hire Well Company Profile page on www.jobsinme.com/.
Recently I was directed to a delightfully fun post by the Salad Sisters on You Tube. Their musical tirade was directed to people who respond to and critique on You Tube and other sites. Hopefully some of the things that bother the Salad Sisters would never show up on a resume, cover letter, or email note to an employer -- but it is distressingly surprising how many of these errors have appeared in emails and cover letters sent to me by candidates.
There is a lot of competition out here and you only have one chance to make a first impression. You should be putting your best self forward when you are applying for a job.
More recently, Calvin Gilbert, a Graphic and Web Designer from Portland, posted a blog advising potential interns about resumes and cover letters.
So, I am not alone. Intelligent people -- who have the power to hire you or not -- have requirements and expectations regarding how you present your materials. Take heed and put your best self forward. Good luck!
Friday, January 23, 2009
Thursday, January 15, 2009
Validation!
Just when I am beginning to feel as though I am a nasty person regarding my strenuous requirements for cover letters and resumes,there is validation in the Redfin CEO's recent blog.
This is an excellent blog post and one that I can't top. Everything of importance is mentioned from typos to cover letters. The only caveat for those applying through Hire Well: You can't get to the hiring CEO, but please feel free to consider me as a very acceptable stand-in and address your letters to me, not To Whom It May Concern.
The Redfin blog post is a must read for hiring managers and CEO's. Implicit in the message is that you must evaluate the cover letters and resumes you receive to make sure that every key position is filled by someone who has risen to the highest standards of your company. Hire Well and get it right the first time!
This is an excellent blog post and one that I can't top. Everything of importance is mentioned from typos to cover letters. The only caveat for those applying through Hire Well: You can't get to the hiring CEO, but please feel free to consider me as a very acceptable stand-in and address your letters to me, not To Whom It May Concern.
The Redfin blog post is a must read for hiring managers and CEO's. Implicit in the message is that you must evaluate the cover letters and resumes you receive to make sure that every key position is filled by someone who has risen to the highest standards of your company. Hire Well and get it right the first time!
Friday, January 2, 2009
A Message to Candidates
In this market, searching for a new position can be a daunting, nerve-wracking task. I have heard from candidates who are scared, angry, and depressed and have tried to provide advice that could help them. Unfortunately, that is not my job. Since Hire Well is not a recruiting firm, we don't keep a pool of candidates and don't have candidates that we aid or promote. Because of the way we work and the reasonable, flat fee we charge clients, we simply can't spend a lot of time helping candidates.
Here's is the truth: It is not the job of any hiring manager to help you get hired. It is your job to do whatever you can to present yourself the best way possible. If you don't know how to do that in this market, then get some qualified help. If you are in Maine and have some resources or outplacement support, I can recommend Rhoda Mitchell of New Leaves Consulting. If you don't have resources, talk with friends, or contact state and other agencies.
In the meantime, here are just three tips that may help:
1. Decide what you want to do and what type of company would be best for you. Just as I tell my clients to take the time to figure out the type of person they need, those looking for a career position should create a description of the perfect next job. Include things such as duties, required skills, opportunity for growth, location, size of company, culture -- everything that is important to you and everything that you can provide to the company. Eight years ago I had no idea what career I wanted to move towards, but I did write down the type of things that appealed to me, the things that were essential to my prosperity and happiness, and the type of company and specific location where I wanted to work. When my future employer approached me, I knew nothing of his industry -- but that position met every factor on my list. I stayed there happily and successfully for 6 years.
2. Read the ad carefully. It is very easy to have job boards notify you when a posted job contains your key words. Too many candidates simply apply to those positions without apparently reading the ad. One key example is that three of my current clients have "Account Manager" positions. Each of these clients consider that to be a support role. I understand that other companies consider that to be a sales position. If you simply apply to all Account Manager positions, you may only actually be interested in and at least marginally qualified for half of them. Read the ad to find out if this is the right Account Manager job for you.
3. Read the ad carefully and apply in the manner requested. If a cover letter is required, then write one. If a name is given, then address the letter to that person, not "To Whom it May Concern". If certain requirements are mentioned in the ad, use the letter to show how your experiences make you qualified. If the position is in sales and marketing -- then sell and market yourself and your communication skills. If the ad is placed by the potential employer, then check out their web site to find out more about them and use that information in the cover letter. I can assure you that the majority of candidates do not take the time to write a proper cover letter. If you are not a good fit for the position, the right letter won't change that. But if you are qualified and don't write a letter, or use a generic cover, or send one with typos - I will not schedule an interview with you.
Yes, all of this requires you to do some homework and to take more time when you email your resume. The competition is tough out there. Not everyone is going to get an interview, including some people who could actually succeed in the position. If you are looking for work, your job is to present yourself as a top candidate so that you get an interview. You do that by showing us why you are a top candidate and you do that by taking your time and doing your homework first.
I wish everyone a Happy New Year. May this be a year where companies find the best candidates for the position, and where each candidate finds the position that best suits them. That can only happen if we all do our homework first, and take the time to get it right.
I've been searching the web for other good advice and found the following article and blog that both speak to the truth:
http://www.nytimes.com/2008/03/02/jobs/02career.html
http://blogs.jobdig.com/wwds/2009/01/07/dig-your-job-how-to-find-a-new-one/
Here's is the truth: It is not the job of any hiring manager to help you get hired. It is your job to do whatever you can to present yourself the best way possible. If you don't know how to do that in this market, then get some qualified help. If you are in Maine and have some resources or outplacement support, I can recommend Rhoda Mitchell of New Leaves Consulting. If you don't have resources, talk with friends, or contact state and other agencies.
In the meantime, here are just three tips that may help:
1. Decide what you want to do and what type of company would be best for you. Just as I tell my clients to take the time to figure out the type of person they need, those looking for a career position should create a description of the perfect next job. Include things such as duties, required skills, opportunity for growth, location, size of company, culture -- everything that is important to you and everything that you can provide to the company. Eight years ago I had no idea what career I wanted to move towards, but I did write down the type of things that appealed to me, the things that were essential to my prosperity and happiness, and the type of company and specific location where I wanted to work. When my future employer approached me, I knew nothing of his industry -- but that position met every factor on my list. I stayed there happily and successfully for 6 years.
2. Read the ad carefully. It is very easy to have job boards notify you when a posted job contains your key words. Too many candidates simply apply to those positions without apparently reading the ad. One key example is that three of my current clients have "Account Manager" positions. Each of these clients consider that to be a support role. I understand that other companies consider that to be a sales position. If you simply apply to all Account Manager positions, you may only actually be interested in and at least marginally qualified for half of them. Read the ad to find out if this is the right Account Manager job for you.
3. Read the ad carefully and apply in the manner requested. If a cover letter is required, then write one. If a name is given, then address the letter to that person, not "To Whom it May Concern". If certain requirements are mentioned in the ad, use the letter to show how your experiences make you qualified. If the position is in sales and marketing -- then sell and market yourself and your communication skills. If the ad is placed by the potential employer, then check out their web site to find out more about them and use that information in the cover letter. I can assure you that the majority of candidates do not take the time to write a proper cover letter. If you are not a good fit for the position, the right letter won't change that. But if you are qualified and don't write a letter, or use a generic cover, or send one with typos - I will not schedule an interview with you.
Yes, all of this requires you to do some homework and to take more time when you email your resume. The competition is tough out there. Not everyone is going to get an interview, including some people who could actually succeed in the position. If you are looking for work, your job is to present yourself as a top candidate so that you get an interview. You do that by showing us why you are a top candidate and you do that by taking your time and doing your homework first.
I wish everyone a Happy New Year. May this be a year where companies find the best candidates for the position, and where each candidate finds the position that best suits them. That can only happen if we all do our homework first, and take the time to get it right.
I've been searching the web for other good advice and found the following article and blog that both speak to the truth:
http://www.nytimes.com/2008/03/02/jobs/02career.html
http://blogs.jobdig.com/wwds/2009/01/07/dig-your-job-how-to-find-a-new-one/
Wednesday, December 31, 2008
Hiring the Known Candidate
So, job searches can take time and here's this neighbor/nephew/bank teller who you think has a lot on the ball. Should you just hire someone you know and get it over with?
Well .. maybe. If you've read my prior blogs you know the answer, "What is the job and what kind of person do you need to fill it?" Most companies, particularly in this economy can't afford to hire a great person just to get him or her on board. Before you hire anyone -- make sure you know what problem he or she will solve, what hole she or he will fill, and how well this person will fit with the current team.
Before any hire, start at the beginning ask all the questions you would ask before you write an ad, talk with staff and managers, sit and really think about the best use of this position and those salary dollars. Take the time to get a true understanding of the job and who you need in the position.
Then, if you think an in-house candidate or someone you know could do that job, work well with you or the department manager and be a good fit with your team, then show your target candidate the job description and ask if there is some interest in the position. If not, move on. You do not want to move a well-liked, successful employee into a position that isn't a good fit or isn't in the direction of his or her goals. If the new job doesn't work out for that person, you could have two positions to fill! Similarly, you don't want to damage a good personal relationship, or cause someone to leave a job for one that doesn't last because you pushed them into the wrong position.
Then, while you don't have to do a full search, I would suggest that you put this target candidate through the entire cover letter, resume, and interview process. Then, if it seems like a good move for all, offer her or him the job. This whole process can take a week or less -- two at the most -- and will certainly save you time and money - if you take the time at the start to determine what skills and attributes the best candidate needs to succeed. Remember, the goal is to Hire Well and Get it Right the First Time.
Well .. maybe. If you've read my prior blogs you know the answer, "What is the job and what kind of person do you need to fill it?" Most companies, particularly in this economy can't afford to hire a great person just to get him or her on board. Before you hire anyone -- make sure you know what problem he or she will solve, what hole she or he will fill, and how well this person will fit with the current team.
Before any hire, start at the beginning ask all the questions you would ask before you write an ad, talk with staff and managers, sit and really think about the best use of this position and those salary dollars. Take the time to get a true understanding of the job and who you need in the position.
Then, if you think an in-house candidate or someone you know could do that job, work well with you or the department manager and be a good fit with your team, then show your target candidate the job description and ask if there is some interest in the position. If not, move on. You do not want to move a well-liked, successful employee into a position that isn't a good fit or isn't in the direction of his or her goals. If the new job doesn't work out for that person, you could have two positions to fill! Similarly, you don't want to damage a good personal relationship, or cause someone to leave a job for one that doesn't last because you pushed them into the wrong position.
Then, while you don't have to do a full search, I would suggest that you put this target candidate through the entire cover letter, resume, and interview process. Then, if it seems like a good move for all, offer her or him the job. This whole process can take a week or less -- two at the most -- and will certainly save you time and money - if you take the time at the start to determine what skills and attributes the best candidate needs to succeed. Remember, the goal is to Hire Well and Get it Right the First Time.
Sunday, December 21, 2008
Why You Hired the Wrong Candidate
Recently, two of my clients informed me that they had to fire the new employee. Since I offer an unconditional 90 day guarantee, that means that I will immediately re-post the jobs and begin a new search for each position.
But first I evaluate the steps that led us to the wrong hire. What happened? How can we fix it?
In both cases, we were missing a key element of the job. Each of these clients neglected to let me know the importance of one basic job duty. One of my questions to employers is, "In order of importance, please list the duties of this job." I wrote the ads, the interviews, and the reference checks based on the most important duties listed. I counseled my clients as to the suitability of each candidate based on the duties listed. Then, the candidates each got fired because they couldn't perform a much needed and basic skill.
As a small company grows and hires new managers it is easy for an employer to focus on the higher level skills and attributes, perhaps on tasks that they themselves want to give up. In the excitement, something may get lost in translation -- what are the basic skills that you bring to the table that this new person must as well?
It doesn't go without saying. You must have a detailed description of the best candidate. You must know which attributes are the most important and which can be learned on the job. If you don't know who you are looking for -- how will you know when you have found him or her?
Take time, involve other managers and staff, and make sure have an excellent understanding of your needs prior to posting the job. It will help you hire well and get it right the first time.
But first I evaluate the steps that led us to the wrong hire. What happened? How can we fix it?
In both cases, we were missing a key element of the job. Each of these clients neglected to let me know the importance of one basic job duty. One of my questions to employers is, "In order of importance, please list the duties of this job." I wrote the ads, the interviews, and the reference checks based on the most important duties listed. I counseled my clients as to the suitability of each candidate based on the duties listed. Then, the candidates each got fired because they couldn't perform a much needed and basic skill.
As a small company grows and hires new managers it is easy for an employer to focus on the higher level skills and attributes, perhaps on tasks that they themselves want to give up. In the excitement, something may get lost in translation -- what are the basic skills that you bring to the table that this new person must as well?
It doesn't go without saying. You must have a detailed description of the best candidate. You must know which attributes are the most important and which can be learned on the job. If you don't know who you are looking for -- how will you know when you have found him or her?
Take time, involve other managers and staff, and make sure have an excellent understanding of your needs prior to posting the job. It will help you hire well and get it right the first time.
Friday, December 12, 2008
What Not To Do During a Job Search
Yesterday, a young man who had applied for a position with one of my clients was not happy with the response. I had conducted a phone interview and forwarded his information - cover letter, resume, and phone screen to the client with information for 8 other candidates. They did not choose to interview him -- and that is certainly their prerogative. He was not happy and felt that I had undermined his candidacy.
Generally, the people who have gotten mad at me are those who were informed that I can't move them forward, and it is clear that I am the blockade. Since starting Hire Well, I can think of two such candidates who have been angry and spoken very inappropriately to me when I refused to interview them. Yesterday's candidate reached a new low.
In his phone message, he firmly expressed his dismay in a businesslike manner and ended with his wish that I have a "Merry Christmas". Evidently he felt that didn't go far enough so he then wrote an angry email that -- among other things -- accused me of not having my "stuff" together because I was obviously going through menopause and having hot flashes which caused me to make mistakes. He of course also assured me that he would never apply to one of my jobs again. Good.
It was nice of him to reaffirm that my client made the right decision. They would certainly not want to hire someone with such poor judgement -- and they have some staff members who are women near my age, so I am sure he wouldn't want to work with them, either.
So, for candidates:
1. Unfortunately, you do not know who you are competing with. We do. While the job ad and description may be "written for you", we need to make our decisions by comparing all of the candidates and choosing those who seem to best fit our needs and our team.
2. We understand that these are trying economic times and you may be anxious. Express that with friends and counselors, not with those who can help you get a position.
3. Never, ever put such nasty, ill advised thoughts in writing. Emails last a lot longer than phone conversations -- and they have your name on them.
Generally, the people who have gotten mad at me are those who were informed that I can't move them forward, and it is clear that I am the blockade. Since starting Hire Well, I can think of two such candidates who have been angry and spoken very inappropriately to me when I refused to interview them. Yesterday's candidate reached a new low.
In his phone message, he firmly expressed his dismay in a businesslike manner and ended with his wish that I have a "Merry Christmas". Evidently he felt that didn't go far enough so he then wrote an angry email that -- among other things -- accused me of not having my "stuff" together because I was obviously going through menopause and having hot flashes which caused me to make mistakes. He of course also assured me that he would never apply to one of my jobs again. Good.
It was nice of him to reaffirm that my client made the right decision. They would certainly not want to hire someone with such poor judgement -- and they have some staff members who are women near my age, so I am sure he wouldn't want to work with them, either.
So, for candidates:
1. Unfortunately, you do not know who you are competing with. We do. While the job ad and description may be "written for you", we need to make our decisions by comparing all of the candidates and choosing those who seem to best fit our needs and our team.
2. We understand that these are trying economic times and you may be anxious. Express that with friends and counselors, not with those who can help you get a position.
3. Never, ever put such nasty, ill advised thoughts in writing. Emails last a lot longer than phone conversations -- and they have your name on them.
Wednesday, December 10, 2008
How to Respond to Candidates
Wow -- in this market, we who advertise jobs can get a lot of resumes!
Unfortunately, many of them are from candidates who do not meet the requirements of the particular job. As more people lose their job they cast a wider net in order to find employment. That is understandable, but can create a lot more work for those on my end of the exchange.
If you receive the resumes for your company -- how do you respond? Increasingly, the candidates I speak to say that they generally get no response at all. That is unfortunate and can create a negative impression of your company. On the other hand, one candidate today told me that he got a typed personal letter in response. That is simply amazing -- and not at all required.
While I certainly don't respond with a typed personal letter, I do try to make sure that every candidate does hear from me. As I can have 10 or more jobs posted at one time, it makes sense to streamline the process a bit.
1. I do not respond upon receipt of an emailed resume.
2. When I have reviewed the resumes (generally and ideally no more than 3 weeks after it has been sent to me) I respond with one of two auto text messages. Each candidate receives either a note that is a polite no thank you, or a note requesting time for a phone interview.
3. After the phone interviews,if the client does not want to interview a candidate, I call him or her to relay that information. Of course they get an immediate call or email if the client wants an in-house interview.
This system is a polite, fair way to correspond with the candidates and to let them know where they stand. Every company that posts jobs should develop a process that works for them -- and that informs the candidates of their status. It's the right thing to do.
Unfortunately, many of them are from candidates who do not meet the requirements of the particular job. As more people lose their job they cast a wider net in order to find employment. That is understandable, but can create a lot more work for those on my end of the exchange.
If you receive the resumes for your company -- how do you respond? Increasingly, the candidates I speak to say that they generally get no response at all. That is unfortunate and can create a negative impression of your company. On the other hand, one candidate today told me that he got a typed personal letter in response. That is simply amazing -- and not at all required.
While I certainly don't respond with a typed personal letter, I do try to make sure that every candidate does hear from me. As I can have 10 or more jobs posted at one time, it makes sense to streamline the process a bit.
1. I do not respond upon receipt of an emailed resume.
2. When I have reviewed the resumes (generally and ideally no more than 3 weeks after it has been sent to me) I respond with one of two auto text messages. Each candidate receives either a note that is a polite no thank you, or a note requesting time for a phone interview.
3. After the phone interviews,if the client does not want to interview a candidate, I call him or her to relay that information. Of course they get an immediate call or email if the client wants an in-house interview.
This system is a polite, fair way to correspond with the candidates and to let them know where they stand. Every company that posts jobs should develop a process that works for them -- and that informs the candidates of their status. It's the right thing to do.
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