Thinking Blonde: How Not to Get a Job as a Tutor

2 October 2009 at 12:05AM Leave a comment

Natali, the Thinking Blonde

Natali, the Thinking Blonde

Natali is the Thinking Blonde, and she’s also hiring for tutors:

Every year, around this time, I recruit for some new blood on my team of tutors. This year is no different, and this week, as I screen resumes I am reminded once again of how many people are so poorly prepared to apply for jobs. I’m not sure if this is a failure on the part of high school “career” classes or parents not teaching their kids this necessary skill… but it is sorely lacking, at least from what I am seeing, OVER and OVER again.

Natali – I agree. That’s why I started this blog!

Natali goes on to list her top 10 faux pas committed by people in their applications or  interviews. Here are my favorites:

2. Read the position posting carefully. If you ask me questions that are clearly answered by my posting, I am getting the impression that you are careless or don’t pay attention.
3. If you are relatively young or relatively inexperienced, I’d rather you have a shorter, well written resume with a nice cover letter than one you are trying to pad with things that are mostly irrelevant, such as your experiences in junior high cheerleading and playing softball.
9. Follow directions. If the ad you are responding to says, to apply, send your resume and cover letter, and then goes ON to say, cover letters are required for consideration – and then you STILL just send a resume – I have ZERO faith you will follow instructions on the job.

Great points – especially the last one.  In my experience, application instructions are hints from the staff about how to successfully complete the process, not a challenge to be mastered and overcome.

Natali – thanks for sharing your wisdom. I encourage everyone to go see the whole thing, which can be found here:
http://onmywaythere-nc.blogspot.com/2009/09/applying-for-job-101.html

2. Read the position posting carefully. If you ask me questions that are clearly answered by my posting, I am getting the impression that you are careless or don’t pay attention.
3. If you are relatively young or relatively inexperienced, I’d rather you have a shorter, well written resume with a nice cover letter than one you are trying to pad with things that are mostly irrelevant, such as your experiences in junior high cheerleading and playing softball.

9. Follow directions. If the ad you are responding to says, to apply, send your resume and cover letter, and then goes ON to say, cover letters are required for consideration- and then you STILL just send a resume- I have ZERO faith you will follow instructions on the job.2. Read the position posting carefully. If you ask me questions that are clearly answered by my posting, I am getting the impression that you are careless or don’t pay attention.
3. If you are relatively young or relatively inexperienced, I’d rather you have a shorter, well written resume with a nice cover letter than one you are trying to pad with things that are mostly irrelevant, such as your experiences in junior high cheerleading and playing softball.

9. Follow directions. If the ad you are responding to says, to apply, send your resume and cover letter, and then goes ON to say, cover letters are required for consideration- and then you STILL just send a resume- I have ZERO faith you will follow instructions on the job.

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Entry filed under: Cover Letters, Interviewing.

You’re FIRED!! (And, you haven’t even been hired yet) Monty Python’s Flying Circus @ 40

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My Core Ideas

1. "I can't tell you the best way to get a job - because there is no one best way. After 21 years of recruiting, I CAN share things I've seen candidates do to guarantee they DIDN'T get the job."

2. "Most companies don't realize how their recruiting process impacts their candidate pool, and their business. Attention to simple things will result in big improvements."

About the Author

Troy Bettinger, SPHR is a Denver Recruiter, Public Speaker, HR Metrics Analyst and Human Resources Leader who has been recruiting in corporate and municipal environments since 1991.

He specializes in the complete hiring process: defining, sourcing, recruiting, testing, interviewing, offering and orienting new hires. He's also well versed in strategic human resources, college recruiting, diversity recruiting, AAP, EEO, ATS integration, recruiting metrics, social media, recruiting leadership, training and employment branding.

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