How Not to Get a Job: Cell Phone Follies I

4 June 2012 at 12:30AM Leave a comment

1937 TelephoneAs a recruiter, I’ve become a connoisseur of telephonic communications. Last week, I had one of those telephone encounters that made me want to reach through the wire and slap some politeness into the caller. Here’s what happened:

  1. Place a call to a male candidate via the number identified on the resume as a cell phone (only number on resume).
  2. Get his voice mail message.
  3. Have a slightly panicked co-worker arrive with an urgent question just at this time.
  4. Drop the call to help the co-worker.
  5. Take just under two minutes to help co-worker answer urgent question.
  6. Answer ringing phone.
  7. Hear an irate female voice demand to know, “Who just called this number????” (No preliminaries or introductions, just the blatant demand for identification.)
  8. I proved my name and employer.
  9. Irate female blesses me out for bothering her, then hangs up.
  10. Double-check number on caller ID to confirm it was the same number on resume. It was.

I can only think of two things as a response:

  1. Don’t put your girlfriend’s phone number on your resume; and/or
  2. Double-check your resume, including ensuring that you list the correct phone number.

Jody Gilbert has more on TechRepublic on the 10 telephone blunders that could hurt your image.

Way up to the north and west, the folks at BCJobs.ca have an interesting and useful article on Voice Mail for Job Seekers, eh?

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Entry filed under: NotJobs, Phone Phollies. Tags: , , , .

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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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