How not to get the job

[LaraW]

I have been working on reviewing resumes for a position I have open right now, and I am always amazed at how careless people can be when applying for a job. I state very clearly the job title for which I am recruiting, my name, company name, etc. I always get several resumes that are addressed to someone else, at some other company, or do not reflect the correct job title.

Then, there are spelling and grammar errors, which don't always bother me (depending on the position).

It just shows me how non-detail oriented you are!!

OK, rant over. Back to work.

[lindrusso]

I think that kind of thing reflects so poorly on a person. It may not be the end of the world if someone makes spelling or grammatical errors, but at the same time, you have to assume that they are doing their very best when sending out resumes. If they are sloppy at their very best, when trying to impress a potential employer, what will they be like once they actually get the job?

[LaraW]

The thing that kills me is when I get a letter addressed to someone who is not me at a company that is not my company, and the letter talks about how detail-oriented they are.

Some positions I can let small things slide. I'm recruiting for an Editorial Assistant right now, and so spelling and grammar errors in a cover letter/resume are a no-no!

[Escher]

What kills me is when interviewers ask how much you were making at a previous position.

(completely irrelevant)

What is relevant is what ballpark you are looking for in your next position....and even then opening the conversation w/ compensation negotiation is bass-ackwards, IMHO.

[LaraW]

I usually give the salary range of the position and the job description before we have an initial interview. That way they can see what the job pays. If its not enough, they can opt out before we get into the process and have wasted everyone's time.

[Escher]

Originally posted by LaraW
I usually give the salary range of the position and the job description before we have an initial interview. That way they can see what the job pays. If its not enough, they can opt out before we get into the process and have wasted everyone's time.

That's perfect. Saves everyone time and headache.

[AvrilH]

I will admit to sending out a cover letter with typos in it for an editorial position. (I was holding a crying baby at the time, trying to get the letter out before the competition closed....)

I didn't get an interview. Go figure.

[HejazSunKat]

Originally posted by Escher
What kills me is when interviewers ask how much you were making at a previous position.

Or the perennial favorite: Unless you tell them (or in a similar vein provide them with your salary requirements), they're sorry, but they can't go forward with your application.

[HejazSunKat]

Originally posted by LaraW
The thing that kills me is when I get a letter addressed to someone who is not me at a company that is not my company, and the letter talks about how detail-oriented they are.

*snort*

[Ms. Chevious]

Originally posted by HejazSunKat
Or the perennial favorite: Unless you tell them (or in a similar vein provide them with your salary requirements), they're sorry, but they can't go forward with your application.

My company operates this way and I never thought much of it. Most positions don't have a range per se (since rates are all over the place) and yes, they definitely want to get you as cheaply as possible! But it doesn't bother me, past salaries give a general idea of past work, experience, etc. I can't see making an offer not knowing that info - you could unwittingly either insult someone by offering half as much as they are making or way overpay for someone if you offer them double.

[Alethea]

I received a cover letter recently (for a proofreading job, mind you) in which the applicant mentioned how she was looking for an "exiting opportunity." My colleagues promptly pinned it up on our editorial wall of shame.

[Escher]

Originally posted by Ms. Chevious


My company operates this way and I never thought much of it. Most positions don't have a range per se (since rates are all over the place) and yes, they definitely want to get you as cheaply as possible! But it doesn't bother me, past salaries give a general idea of past work, experience, etc. I can't see making an offer not knowing that info - you could unwittingly either insult someone by offering half as much as they are making or way overpay for someone if you offer them double.

A good HR person will already know the market they are hiring for.

The interview should determine the qualification of the individual. If they are worth X, offer X. The candidate can be enthused or disappointed, but ultimately it's irrelevant... the hiring officer needs to evaluate on skills not what some other company paid them.

[LaraW]

Originally posted by Escher


A good HR person will already know the market they are hiring for.

The interview should determine the qualification of the individual. If they are worth X, offer X. The candidate can be enthused or disappointed, but ultimately it's irrelevant... the hiring officer needs to evaluate on skills not what some other company paid them.

I will say there are times when its useful to know someone's current salary. For example, I hired a Managing Editor about 2 months ago. Her current salary was within the range of the position for which we were hiring. When I made her an offer, I unknowingly offered her an amount that was slightly less than what she was making. If I had known the actual number, we would have either made an offer that matched it or offered a higher salary. As it turned out, she asked us to match it, which we did.

[HejazSunKat]

Originally posted by Escher
A good HR person will already know the market they are hiring for.

Exactly. It's pure laziness for a company not to do the research and find out what the going market rate is for a particular position. If they want to attract good talent that's what they should be offering - the going market rate or better. What I made in my last position is a completely irrelevant piece of information. Especially for me: I spent the last 6+ years working in a country that has almost zero opportunities for women therefore in 2 of the 3 positions I held there I was paid the equivalent of student assistant wages because they could get away with it. I put the positions on my resume because even though 2 of them paid complete crap they were substantive positions in my field nevertheless (and I didn't want people thinking I'd sat on my butt for 6 1/2 years going to stitch and b!tch sessions with other dependent wives ). My rate had nothing to do with what I brought to the table. Sure I understand why they ask (and based on my recent experiences in the job hunting arena I don't think it's out of any fear of insulting me ) but I'd be a fool to tell them. He who speaks first, loses.

[Ms. Chevious]

Originally posted by HejazSunKat
Exactly. It's pure laziness for a company not to do the research and find out what the going market rate is for a particular position.

Well, like I said rates are all over the place where I work. Maybe that's not fair to some people but that's how it works. A given job could pay $20 an hour, it could pay $80, it depends on a lot of factors, and yes, one of them is what the last company paid you. Certainly in a special case where your last job was at Starbuck's or something, we'd make an effort to find an agreeable rate based on experience, etc.

If we're interviewing someone, it usually means we want them and to take a stab in the dark at rate and the risk of losing the candidate all together by offering way too little is not one we can take. People may walk because of the rate but when we know what they're expecting it makes it a lot easier to have a more appropriate offer from the start.