Are cover letters still important?

In this day and age, it appears that cover letters seem to have almost been given the flick. With the convenience of online job posting, resulting job seekers being able to post their resumes to multiple jobs in next to no time – maybe the importance of cover letters is lost?

While cover letters may no longer be seen as of much importance to job seekers, perhaps they are still of importance to Recruitment Agencies and Employers? For a resume to be submitted to an Employer via a Recruitment Agency without a cover letter, it could be considered poor form.

To understand the role of cover letters, an inside peek at the life of a Recruiter and/or Employer is required.

A Recruiter/Employer can have any amount of roles attached to their email address at any one time. 15 roles is a good average, depending on the size of the agency/employer. In the recruitment phase, the Recruiter/Employer spends the majority of their time reading resumes. Recruiters/Employers are experienced in the recruitment process, although (for example) in industries such as IT – the Recruiter/Employer may have a firm grasp of IT related terminology and their roles requirements, although they are generally not technical themselves. Let’s also add to the mix that each and every resume that will land in the Recruiters inbox is different, in regard to lay out, information provided and many other factors. Hence it is likely that they will 'skim' resumes for the valid points. Job titles and dates are usually first, previous and current employers are second, and then specific skill sets follow. As mentioned, not all resumes are the same. In fact, quite a few are very difficult to read and understand. The harder a Recruiter/Employer has to work to understand your skill set, experience and career aspirations, the harder it will be for you to be considered for the role.

Where do cover letters come in to this process? A short, concise cover letter providing details pertaining to applicants experience next to the job description will probably grab the Recruiter/Employers attention. It encourages them to read on. It lays out the salient points, right then and there – which creates a over-view for the Recruiter/Employer to pin point the ‘good stuff’ in the resume.

Further more, cover letters offer applicants a chance to really 'sell' thier skill sets and attributes. Resumes don't really offer this opportunity.

Therefore here at Cyber Placements, we think that individual cover letters are recommended for each job application an applicant submits because ultimately, it sets the applicant up with the best chance possible in obtaining a call back and that is what we are here for – to help it work for you!

What not to do in an interview ..

Vice Presidents and personnel directors of the one hundred largest corporations were asked to describe their most unusual experience interviewing prospective employees.

A job applicant challenged the interviewer to an arm wrestle.

Interviewee wore a Walkman, explaining that she could listen to the interviewer and the music at the same time.

Candidate fell and broke arm during interview.

Candidate announced she hadn't had lunch and proceeded to eat a hamburger and french fries in the interviewers office.

Candidate explained that her long-term goals was to replace the interviewer.

Candidate said he never finished high school because he was kidnapped and kept in a closet in Mexico.

Balding Candidate excused himself and returned to the office a few minutes later wearing a headpiece.

Applicant said if he was hired he would demonstrate his loyalty by having the corporate logo tattooed on his forearm.

Applicant interrupted interview to phone her therapist for advice on how to answer specific interview questions.

Candidate brought large dog to interview.

Applicant refused to sit down and insisted on being interviewed standing up.

Candidate dozed off during interview.

The employers were also asked to list the "most unusual" questions that have been asked by job candidates.

"What is it that you people do at this company?"

"What is the company motto?"

"Why aren't you in a more interesting business?"

"What are the zodiac signs of all the board members?"

"Why do you want references?"

"Do I have to dress for the next interview?"

"I know this is off the subject, but will you marry me?"

"Will the company move my rock collection from California to Maryland?"

"Will the company pay to relocate my horse?"

"Does your health insurance cover pets?"

"Would it be a problem if I'm angry most of the time?"

"Does your company have a policy regarding concealed weapons?"

"Do you think the company would be willing to lower my pay?"

"Why am I here?"

Also included are a number of unusual statement made by candidates during the interview process.

I have no difficulty in starting or holding my bowel movement.
At times I have the strong urge to do something harmful or shocking.
I feel uneasy indoors.
Sometimes I feel like smashing things.
Women should not be allowed to drink in cocktail bars.
I think that Lincoln was greater than Washington.
I get excited very easily.
Once a week, I usually feel hot all over.
I am fascinated by fire.
I like tall women.
Whenever a man is with a woman he is usually thinking about sex.
People are always watching me.
If I get too much change in a store, I always give it back.
Almost everyone is guilty of bad sexual conduct.
I must admit that I am a pretty fair talker.
I never get hungry.
I know who is responsible for most of my troubles.
If the pay was right, I'd travel with the carnival.
I would have been more successful if nobody would have snitched on me.
My legs are really hairy.
I think I'm going to throw-up.

BraveNewTalent.com

I have come across BraveNewTalent.com today. The site is an interesting new blimp on the Social Networking sphere, connecting job seekers directly with employers. Think, LinkedIn although more focused.

Users can create a profile and then follow employers of choice which then allows users to follow bites of information that the employers choose to deliver via the network.
BraveNewTalent.com seems to be a valuable tool by allowing potential recruits to research and gain insight in to employers of choice. To date, they have 685 business’s online ready for you to follow. Notable names include Google, Microsoft, Unilever, PricewaterhouseCoopers and many more.

Interviews with potential employers can be a daunting task for some. In such cases, information is power. Offering ‘candidates’ the opportunity to research employer insight, values, current news, projects and so forth – generally paves the way to a positive and successful interview. Yes – this insight can usually be gained through company websites, although company websites are usually slanted toward clients and not so much toward potential employee empowerment.

BraveNewTalent.com definitely provides this aspect – assuming the employers and business they profile are compliant in keeping the relevant information fresh.
While I am all for social networking and value it as a real way forward in the Recruitment industry, I can’t help but disagree with some of their statements:

“Our approach is simple. We think the recruitment process is outdated. Candidates and employers are too often relying upon methods which have not taken advantage of the social networking revolution. Members of Generation Y are used to having instant access to information, and being as well informed as can be when making a decision. At BraveNewTalent.com, we think it should be the same when job-hunting.”

The recruitment process is outdated? Really? Since when? It’s still a booming industry with new key players arising every day. Large, medium and small organisations still value the process and still retain trusted Recruitment agencies for their expertise.

While BraveNewTalent.com is clear in offering their focus on the needs for Gen Y, this is definitely a ‘brave’ statement.

We can’t lose sight of the fact that Social Networking will never be successful in replacing the principles of face to face networking. Social Networking will never replace, but can compliment face to face networking.

Here at Cyber Placements we bridge traditional recruitment (networking) principles with new trends. We utilise Social Networking to add value to our relationships with our clients and candidates. Although, we have done the ground work. Our relationships are in place. They have been developed with care and devotion, and traditional networking values.

As far as I can see from BraveNewTalent.com, Gen Y would not appreciate our values. Which, again, is a ‘Brave’ approach to take.

The site is an interesting concept that adds value to a keen professional who is keen to present themselves in the best light. At the end of the day - Recruitment requires expertise, insight, knowledge and a tuned approach. I don’t feel it is something than can be overrun by Social Networking alone.

Don't Believe the Resume Myths

Your Resume should only be less than two pages long. MYTH! As long as your resume includes only relevant information, and doesn’t list every single position / role you have had since 14 years old in massive detail – it can be however long it has to be. Although, as mentioned – only as long as it has relevant information and doesn’t read like a short story.

Your Resume MUST have a career objective. This is a border line myth. Unless you are able to write a unique and compelling career objective, leave it out. If your career objective is anything less than perfect then it is a total waste of space. So yes – a career objective is definitely something worth including although only if it is done well. Feel free to ask me for advice about this.

Your References must be listed on your Resume. No no no and myth! At the very bottom of your resume write: ‘References Available on Request’. Reference contacts hate nothing more than receiving 5 phone calls a day regarding your job applications without any warning. Generally they will become less than pleased in giving you a glowing reference. If a Recruiter or Employer would like to contact your Reference, email or call your reference, ask for a suitable time for the Recruiter or Employer to call, explain the position you are applying for and thank them ever so much for the great favour they are giving you. It is worth while having more than 2 references, as some may not be contactable at the time a Reference is needed and it’s good to ‘spread the load’ if your job hunt is extensive.

You should include your hobbies and interests on your Resume. Simply put – no. Unless it directly relates to your career.

Include your salary expectations. Never! Unless your Resume is being submitted by a Recruitment Agency.

Pretty Resumes attract more attention. Don’t include a photo of yourself, don’t spray it with perfume, don’t have colour headings and text, don’t play with page colours – just don’t do anything to it that doesn’t include a white background with black or navy text. The only exception to the rule is if you are seeking work within a creative field. If this is the case, make your Resume subtly attractive. Remember less is more.