President
of Lynn Hazan and Associates, Lynn Hazan came across a candidate who has great
experience as it appeared from his resume. She was interested in knowing more.
But in person, he wasn't suitable for the client. He could not make it at the harvard admissions interview pre-determined time, was irate with the interviewers on the phone and
non-reactive. Such cases are common in the managerial world. Anyone can be a
perfect candidate on paper using all the guidance available about writing
resumes and preparing cover letters. However, that doesn't make you the ideal
candidate in person.
Samantha
Lambert from a media design company, Blue Fountain Media in New York, says
“Many aspects other than academic excellence, previous experience and skills
are significant in deciding whether a candidate is suitable for a company, or
not. She adds, “I can easily figure out if a person has dedicated time to study
us and customizing his CV or has just forwarded it to any job offer that he
thought was appealing. You may be able to make out a lot from the emails sent,
but seeing him/her in person is the best way to check how well he/she fits in
the company’s culture.”
Marketing
communications manager at an IT recruiting firm in Sunnyvale, California,
Eszter Szikora while searching a senior recruiter came across a seemingly
perfect fit. “She had great references and a lot of experience with all
required qualifications. On paper, she was perfect. But in person, as it turned
out to be, she did not suit the company's enthusiastic, amusing and
multicultural atmosphere. We finally hired someone who was not seemingly
perfect due to lack of experience. But she had the fire and character to make
it through. It is beneficial to hire a person who really needs the job than
hiring someone who has all the skills but does not suit the work culture.”
Essentially,
the ideal fit is good on paper and in person. Lambert and Lynn Sarikas,
executive directors of the MBA Career Center at Northeastern University in
Boston share the following tips.
On
paper:
1.Ensure your name and contact details are clearly
visible in your CV. Employers should be able to contact you.
2.Incorporate an individualized cover letter. Sarikas
says, “Never expect that the interviewers will study your CV and relate it to
their needs. Display the value you can add by clearly identifying their needs
on the cover letter. It's about them”
3.“Don't hesitate to write something which will grab
their attention in the subject that will make you appear different and interest
the reader” says Lambert.
4.“Create a network within your targeted companies.
When there is a vacancy, request your contact to share your CV and cover letter
with the hiring personnel.” suggests Sarikas.
5.Sarikas says, “The purpose of your CV and cover
letter is to get the interview, not the job. The employer should take interest
in talking to you.”
In person:
1.Be early so that you can research the workplace and
get the feel of how an average day seems in the company, suggests Lambert.
2.Sarikas recommends “Carry a notepad, so you can jot
your queries. If needed, carry additional hard copies of your CV. Prepare a
reference list.”
3.Lambert says, “Conduct your research on the company
and peculiarly on the interviewer.”
4.Sarikas recommends, “Create the best ‘first
impression’, by dressing appropriately.”
5.Lambert suggests, Prepare five points on why you
will best suit the position being offered.”
6.“Your individuality has to be in accordance with
your CV and cover letter. Give thoughtful and honest replies. Demonstrate your
value-addition and assist them in solving problems.” says Sarikas.
7.Lambert adds, “Never mention your expected CTC
unless asked for.”
8.“Concentrate on what can be done for the company by
you and not on what the company will be able to do for you.” says Sarikas.
9.Sarikas suggests that you express gratitude and show
interest. Follow up within a day with a personally written thankyou message.
