This one is for Kathy:

Must see: http://xkcd.com/

Nancy from Texas

Nancy is a teacher from Houston, Texas, who also runs a blog called Nancy’s Garden Spot. Last year about this time, she posted about her experience in trying to recruit and hire tutors to teach Reading and Math. She has run into some of the classic follies with resumes and interviews. Here are her thoughts on the process:

How NOT to Get a Job

Recently, we posted an ad on Craigslist to hire some new tutors, both Math and Reading. In the ad, we specifically stated that replies should include a resume and cover letter and information about teaching or tutoring experience. The Learning Center I work for has a very low student to teacher ratio and we individualize for EACH child. Teachers are preferred, though Math tutors who are willing to learn methodology (how to teach or reteach effectively), are welcome too.

I’ve received some very good responses, more than we can hire right now, though we’d love to have them all.

Still, there are the ones you just read and wonder: “What the HELL were they thinking?”

Nancy goes on:

But for sheer briefness, brusqueness and, well, bad manners, this one took the cake:

I have great training in reading for
beginners through grade 2 and I taught
all subjects in first grade. Please
tell me exactly where you are located
and salary if interested in me for
part time work.

She did include a VERY brief sort of resume, included in the body of the message. She did have some experience as a teacher, and might have been…worth interviewing… at least. However, all things did not proceed well for her.

This prompts Nancy to write a reply (which we can’t tell if she sent.)

Ms X, I’d like to make some constructive suggestions for when you respond to other advertisements for tutors or tutoring positions, so that you might correct some of the missteps you’ve made with me.

1). Read the ad, and follow the requests. For example: We asked for a resume and a cover letter. These are, usually, provided by the applicant in an attachment.

2) Your emails to me have been rather…demanding. Remember, you are asking for a job. I’m not begging you to take it. Courtesy counts for a lot. Starting your emails with a “Hello” or “Good Morning”… sets a more courteous tone.

See the whole thing:

http://nancysgardenspot.blogspot.com/2008/09/how-not-to-get-job.html

The Punk Rock HR Girl Laurie Ruettimann caught an interesting thread of conversation while she was at the ERE Expo. The question of the moment was, “Should Recruiting Report Into HR?“

Ruettimann’s response:

None of it matters. The only thing that matters are results. Your reporting relationship is an excuse — not an explanation — for your inability to make a dent in the way that talent is acquired and managed at your company.

So here’s the answer to the great Recruiting/HR conundrum.

• Do your job.
• Do it with integrity.
• Fight mediocrity

Great advice, Laurie!

I’m going out on a limb here, intending to offer some advice that I haven’t seen on any other recruiting blogs. This comes from an issue that chewed up a big chunk of my working time today. The advice is:

When applying for a job, it is a good idea to correctly spell your name.

Kevin Colvin forgot the first rule of the 21st Century: “Your privacy is an illusion.”

Tips:

• How Facebook is Killing Careers Before They Start
• Top 10 Lives, Businesses and Reputations Ruined Due to Facebook
• Bank intern busted by Facebook

From the Beeb, via the Fail Blog, a great “No Thanks” Letter:

See the Fail Blog for more. (Please be prepared for some adult language.)

From Rob’s Megaphone, a great help-wanted ad:

I’ve not met the Evil HR Lady, but it looks like we’ve worked together. She just posted a perfect riff on what happens behind the scenes when the candidate is told “We’re in a Hiring Slowdown“. Here’s a short excerpt:

Here’s how the hiring process should go:

1. Manager decides there is a vacancy
2. Recruiter does what it takes to bring in several qualified candidates
3. Manager and friends interview candidates
4. Decision is made
5. New person accepts fabulous offer
6. Person starts job–total time, start to finish 4-6 weeks.

Here’s how it ends up going many times.

1. Manager decides that there is a vacancy.
2. Recruiter starts looking for qualified candidates.
3. Boss disagrees. “Even though Jane left, you can do the work without another headcount. I’m transferring your headcount over to Heidi’s department.
4. Recruiter sets up several appointments with qualified candidates
5. Manager says, “Ummm, I may be losing the headcount, but let’s interview anyway.”
6. Recruiter cringes, but goes forward.
7. First interviews happen
8. Boss finds out and is livid. Massive political nightmare ensues.

Check out her full posting for what happens with steps 9 through 22. The comments are good too.

Ephraim Salaam refers Chester Pitts to the coach of the San Diego State Aztecs. Pitts attended the California Academy of Mathematics and Science, which doesn’t have a football program.

This results in Pitts getting drafted in the second round, while Salaam didn’t get drafted until the seventh. This past season they were the starting left Tackle and left Guard for the Houston Texas.

I love the interview questions:
“What do you play?”
“I play the oboe.”

Does your company’s employee referral program screen people like Pitt in or out?

For more details, see the Sports Illustrated article: Pair of Texans reminisce at filming of Super Bowl ad