| As the head of hiring for a nonprofit lobbying | | | | * Do you have a sense of entitlement? Candidates |
| organization, I regularly see job candidates missing | | | | who demand immediate interviews, balk at requests |
| out on some of the most effective ways to make | | | | for writing samples, or generally act as if they're the |
| themselves stand out. Here are some of the things I | | | | only candidates for the job send a loud message that |
| wish every applicant knew. | | | | they will be nightmares to work with. Candidates who |
| A cover letter can get you in the door. | | | | seem appreciative and who recognize that the hiring |
| Too many people use cover letters to simply | | | | process is competitive are the ones who get |
| summarize their résumés. With such | | | | interviews. |
| limited initial contact, don't squander a page | | | | Talk to me like I'm a normal person. |
| regurgitating the contents of the other pages. | | | | I know interviews are nerve-racking, but I love |
| When used correctly, a cover letter can win you an | | | | candidates who approach the interview as a |
| interview that your résumé alone | | | | conversation rather than an interrogation. |
| won't. Use it to explain why you want this particular | | | | When a candidate doesn't let down his or her guard |
| job -- not just a job in this field. The more specifically | | | | a bit to show some personality, it makes me |
| you can tie it to the job description, the better. | | | | nervous, because I can't know what's underneath the |
| Other ways to stand out: | | | | surface. All I learn is how a candidate acts in |
| * If this is your dream job, say so and explain why. I | | | | interviews -- but what I want to know is what the |
| want candidates who want this job, not a job. I'll | | | | candidate is like the rest of the time. |
| always take an extra minute on the | | | | Similarly, applicants should feel comfortable enough to |
| résumé of someone who says the | | | | be open about what they would like to know. |
| position is his or her dream, even if it's not an | | | | Candidates who ask questions about the details of |
| obvious fit. (But be honest -- if you're applying for | | | | the job, the supervisor's management style and the |
| your "dream job" at every gig in town, you'll probably | | | | organization's culture show they're interested in the |
| get caught.) | | | | job and trying to make an informed decision. It also |
| * If you're not a perfect match, acknowledge it. You | | | | lets me help them figure out whether this is the |
| probably can't hide it, so explain why you're right for | | | | environment they want. |
| the job anyway. Candidates who acknowledge they | | | | Don't try to hide your weaknesses. |
| may not look ideal on paper but tell me why they | | | | Too many candidates act as if their only goal is to |
| would do a great job show they're well grounded, | | | | win a job offer. The wiser goal is to see whether |
| humble and realistic but also genuinely passionate | | | | you're a mutual match, emphasis on mutual. Think of |
| about the job. | | | | it as dating: If you approached every date |
| * If something that makes you well suited for the | | | | determined to make him or her fall for you, you |
| job isn't apparent from your résumé, | | | | would lose sight of whether you were right for each |
| mention it. I once had an applicant for a financial | | | | other. |
| position mention in her cover letter that she carried a | | | | I often ask a candidate what parts of the job she |
| calculator in her purse and was obsessive about | | | | thinks she will struggle with the most and what type |
| balancing her checkbook. These sorts of details can | | | | of feedback managers have given her about areas |
| make you a compelling candidate. | | | | that need improvement. Nothing frustrates me more |
| We're scrutinizing everything. | | | | than a candidate who tries to frame the answer as a |
| Candidates often act as if only "official" contacts | | | | positive -- claiming that she is "too much of a |
| (interviews, formal writing samples, etc.) count. They | | | | perfectionist" or doesn't know how to leave the job |
| will send flawlessly edited cover letters and then | | | | at the office. Every hiring manager knows these |
| follow up with error-ridden e-mails. Or they're rude to | | | | pre-packaged "weaknesses" are straight out of |
| my hiring assistant. | | | | job-hunting guides, and they will mark you as |
| Other things we're looking at: | | | | insincere. |
| * I take note of how quickly a candidate responds to | | | | Candidates who can't offer a realistic assessment of |
| requests for writing samples and returns phone calls | | | | areas where they could improve make me think |
| -- and it gets marked on the application. I assume | | | | they're lacking in self-awareness -- or just making it |
| you're on your best behavior now. If I have to wait | | | | impossible to have a realistic discussion about |
| a week for you to get back to me, what will you be | | | | whether this would be a good match. |
| like when you're working here? | | | | I want to know about your weaknesses not |
| * My organization posts our application instructions | | | | because I'm trying to trip you up, but because I don't |
| online, specifying five points all cover letters must | | | | want to put you in a job you'll struggle in, and I |
| include, but at least one-third of applicants ignore | | | | definitely don't want to have to fire you later. |
| these instructions. If you can't follow directions | | | | Wouldn't you rather lose a job offer now than lose |
| before we've hired you, we assume you won't follow | | | | the job itself? |
| them if you work for us. | | | | |