There Are 3 Types of Job Applicants: Which Are You?

typesHiring a full time employee for my Los Angeles office has been an eye-opening experience, as both a hiring manager and a career consultant.

Granted, over the course of my recruiting career I have hired for hundreds of jobs; I’m used to the influx of under-qualified applicants. But when you own the company you are recruiting for, it’s a different experience.

Here’s the amazing thing – I am hiring for a senior-level resume writer role. So I expect the person to have several years of experience directly matching the core functions of the job description (writing and HR experience), as well as other secondary traits critical to the role (communication and coaching skills).

And, of course, I expect them to know how to win a job interview… so they, as resume writers, can help our clients win a job interview.

Alas, that is clearly not the case. And over the course of my search, I have found there were 3 distinct groups of candidates who respond to postings.

Which one are you?

1) Strong Matches with Potential to Move Into the Interview Phase

This is the holy grail of the hiring process, and also the minority group. This includes the most qualified candidates who provide a comprehensive resume tailored to the requirements of the job, as well as an introductory letter or email thoroughly describing why they consider themselves ideal for the role.

This told me 2 important things:

  • They read the job description, and understand not only what the job entails, but what is required to be successful, and what my company actually does.
  • They care about their presentation – taking time to craft a targeted letter describing their qualifications and speaking to the concerns I would have as an employer looking for someone with those skill sets.

2) People Who Have Transferable Skill Sets That Could Be a Match

The majority of applications I received were candidates who had not held the exact role or hands-on experience the description calls for, but who had transferable skill sets that could be valuable to the role, nonetheless. These included HR professionals with prior hiring experience and skill in writing job descriptions, and professional writers who had a talent for crafting impactful documents, bios, and storytelling narratives. While they lacked the direct experience of being a solid resume writer, their skill sets are still quite valuable, and worth having an initial conversation.

Unfortunately, few very of them sent me an application that included a cover letter or email outlining why their skills were transferrable, and how I could be sure – as the employer – that it would be a good match. Sure, the HR managers have plenty of experience hiring, reviewing resumes, and working with candidates or clients – but without more context around their experience, I have no idea whether they’ve ever written a resume, or consider themselves strong enough writers to create one.

Some of them even went as far as to say that they were applying to this role because they were “looking to do something different” – an aspect that has zero value to me, and potentially a lot of liability, as the employer. Don’t talk about what you want – talk about what the employer receives.

This told me 2 things:

  • They probably read the job description, and focused on either 1 of 2 key components – writing skills and hiring experience.
  • They did not put the time and energy required of a senior-level expert into their application, because had they done so, I would have walked away with a very clear understanding as to why their skills were transferable, why they were prepared to make that transition, and how they could ensure their own success in a job title they’ve never held.

3) Candidates with No Relatable Skills or Experience

I received a number of applications from people who have neither hiring experience, nor writing experience, let alone a direct background writing and reviewing resumes. Many of these people came from backgrounds where the secondary requirements from my job description – such as client management, project management, sales – were skills they had to some degree, or areas they specialized in. These included marketers, PR folks, sales people, social media managers, and other groups.

These people are clearly not a fit for the role, or even in the realm of being called in for an interview, as they lack any of the core qualifications that would make them successful in the role – writing skills and hiring experience.

And this told me 3 things:

  • They likely skimmed the job description, pulled out a couple of secondary skill sets they had, and considered it enough of a match to send their resume on a whim.
  • They are not interested in either the job or the company, because they clearly have no idea what the role entails and what skill sets are necessary to work with the types of products and services we offer to our customers.
  • They don’t consider themselves top candidates for the job, because if they had, they would have put together a compelling letter or email explaining that – regardless of their lack of experience – they bring something else unique or of value to the role that might be worth considering.

Perhaps the most surprising element of this entire experience was how few candidates across ALL 3 buckets made no effort to write a formal cover letter or email message introducing themselves, what they were applying for, and why I should read their application. Many sent a form letter that had no reference to the skills I was asking for, and that had clearly been copied from a template. Many others sent a blank message with a generic resume attachment – which was promptly thrown in the trash.

Moral of the Story

Hiring comes down to relevance, insurance, and persuasive argument. From a hiring manager’s perspective, a generic or irrelevant cover letter (or resume) is almost no different than including no message at all. If you really want to stand out in the crowd, make a solid effort that shows you truly want the job, and feel confident in your ability to bring value to the organization.

You don’t have to have the best resume or credentials – but you do need to communicate that you really believe you’re the right candidate for the job.

And then… you have to convince me you’re right.

 

For this post, YouTern thanks our friends at Brooklyn Resume Studio!

 

Brooklyn-Resume-Studio

 

DanaAbout the Author: Dana Leavy founded Aspyre Solutions, focusing on small business development and career consulting. Her mission is to support creative and socially-conscious small businesses, through career transition coaching and business consulting for creative professionals and entrepreneurs.

Dana has helped hundreds of professionals in advertising, marketing, design and other industries execute effective career plans to find and DO the work they are passionate about. She has presented seminars on navigating careers, transition and work-life balance to several colleges and universities, and her advice has been featured on MSN Careers, Fox Business News, NewsDay, CareerBuilder.com, GlassDoor and About.com. Follow Dana on Twitter!

 

 

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