Currently LinkedIn is running a blog series titled “Influencers on How They Hire.” The series has received blogs from major business leaders including Sir Richard Branson, the founder of Virgin; A.J. Jacobs, the editor at large for Esquire Magazine, and Angie Hicks, the founder and CMO of Angie’s List, to name a few.
Each leader discusses hiring practices, such as what grabs the attention of a start-up business, interesting hiring stories or basic tips for hiring. Every article has a unique personality, just like the writers themselves.
The blogs started me thinking about our own hiring processes and my own pet peeves when accepting resumes. One such irritation occurred recently from an applicant. Although my pet peeves can sometimes be ridiculous, I’ve found that most individuals who hire for positions have their own irrational annoyances.
In this case, I received an e-mail inquiring about salary and work hours. The e-mail didn’t provide a cover letter, resume or samples — all of which we asked for in the job posting. However, we didn’t specify the job hours — we stated full-time — or salary.
I don’t believe a job posting should possess a salary, especially when you’re searching for great talent that would require a college degree. I believe this because I feel that students achieve their diplomas based on the interest of working in a certain field, not because they are looking for the best hours and pay to fit their lifestyle.
Additionally, I do believe certain people obtain degrees and further education to increase pay, sometimes in fields they aren’t necessarily passionate about. I was truly never one of those people, and I believe in people following their passions and developing methods for making money. I also believe people who follow their passions are the individuals who possess the out-of-the-box thinking that attracts money and success — not all the time, but more so than not.
When I receive a resume that isn’t complete, or someone doesn’t take the time to write a cover letter, I immediately pass. I’ve seen some pretty great resumes over the years, but considering they didn’t provide a cover letter or anything else we requested, I passed on the opportunity. It might not seem logical to pass on a great resume, but I believe that people who truly want the position you’re offering will go the extra mile to provide what you request — additionally, it’s a great way to test whether the potential employee will listen to your requests once they are on board.
Everyone has their own issues when hiring. However, it’s those “issues” that are part of your own personality and culture, which you’ve already brought to your company and been accepted for. It’s important when hiring to follow your gut instinct and listen to your “issues.” For example, if you take a person out to eat and you believe in being courteous to waiters and waitresses, but the person you are interviewing is rude, that’s your cue to move on. Although it might seem like a slight annoyance at the time, who’s to say, once you bring that person on, more annoyances won’t arise?
Regardless of if you’re hiring now, or looking to hire in the future, take some time to decide exactly what you’re searching for in terms of applicants, and don’t waffle. When you receive an application, if it doesn’t follow everything you request, move on — it could be a minor insight into things to come if hired.
Tyler Montgomery is the editor of Club Solutions Magazine. Contact him at tyler@clubsolutionsmagazine.com.
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Rachel Zabonick-Chonko is the editor-in-chief of Club Solutions Magazine. She can be reached at rachel@peakemedia.com.
