I believe it’s always preferable to talk about real life situations and events that occur during my consulting practice – always mindful of not ‘outing’ anyone or openly identifying them. I think it’s a learning experience and I like to share learnings so that we can all benefit.

I am currently recruiting for a number of positions and one in particular has brought me great insight into the HR world. As a member of that world for 25 years, I’m always amazed at the things we HR professionals do.

I received an application for a role today. Well, I sort of received an application. Despite asking for a resume and cover letter, this person chose to apply on Linked In by merely clicking ‘apply.’ No resume and no cover letter.

OK, I’m game. I’ll click on your profile and check you out. After all, I don’t want to miss someone amazing (although I’ve already learned that you are either poor at following directions or think you don’t need to provide a resume for review).

Having gotten to the profile, however, the candidate’s headline reads ‘Employed but always open to new career opportunities.’

OK, I think it’s a fabulous idea to always be managing your career. Always having your eye on the next step in your career (whether it’s with your employer or elsewhere). Keep that resume up to date and handy. Keep your Linked In profile optimized. Keep your network growing and relevant and vibrant. But putting ‘Employed but always open to new career opportunities’ as your headline?’ What would your current employer think?

More to the point here what would a future employer think? Well, if you really want to know…a future employer would probably not think of hiring this person who is gainfully employed but always open to new career opportunities. While it’s okay to be thinking ahead, it’s not OK to make this your headline on Linked In.

I’ll take a pass….moving on……..

Further to my blog yesterday about how NOT to apply for a role you’ve seen on a job board, here are some simple tips to keep in mind:

1. When you see that ideal role, ensure you have most of the qualifications and experience needed for it. You don’t have to have all of them (here’s a secret: companies list everything THEY WANT in a candidate but often that ‘ideal’ just doesn’t exist).

2. Tweak your resume to reflect the qualifications, experience and achievements you have that ARE RELEVANT TO THAT ROLE. For instance, if it’s a senior HR role and you have that experience but most recently headed up only one area of HR, rearrange your key competencies on the top of your resume to reflect the ones most relevant to this role first. Be sure to expand on the experience/successes you’ve had in the past which are most relevant to this role.

3. Read the submission criteria carefully. If it asks for a cover letter and resume in WORD format, submit that. If they are vague or don’t call for a cover letter, it’s up to you whether or not to include one. Bear in mind that the cover letter is the hardest part of the submission (more on this to follow).

4. Apply as directed and follow up. See who you know in the company who you could reach out to. Is someone you know connected to someone at the company? Do you know who the hiring manager is? Dig. Do some research. Do not be afraid to reach out to your network and have someone you know put in a good word for you or get your resume in front of the either the HR team or the hiring manager.

5. If you’ve been asked to submit a cover letter, do so but do so carefully. Do research on the company. Know who they are and what they do. Know why you want to work there and tell them so. Understand the role description and why you are a great fit for the role and clearly articulate that in the cover letter – pointing to your past experiences and achievements which make you the ideal candidate. A cover letter with a lot of fluff adds nothing to your candidacy. It should be a stand-alone document but not a rehash of your resume. And for gosh sakes, make sure it’s addressed to the right company and the right person. There’s lots of controversy and differing opinions on the “To Whom It May Concern” salutation if you don’t know the person’s name. I like it. Others do not and prefer “Dear Madam or Sir”. Just please don’t use “Gentlepersons”. You can use “Hiring Manager” if you must……I personally don’t like the “Dear Sir” – especially when I’m the recipient.

But all these great words of advice are for naught if your resume is a laundry list of responsibilities and goes on and on and on. More on that another time!

I need to take a break from the myriad of resumes I am currently screening for a senior-level HR role. It’s a great position (newly created…..you can really make your mark!) in a great organization working with stellar people. Hours are good; location is good; compensation and benefits are good; it’s a plum job! I was clear in the responsibilities, the qualifications and the method of applying.

I posted it and have been direct sourcing as well. I learned something new today. Some HR folks really don’t have a clue how to apply for a role or how to prepare a resume.

I know, that’s a pretty broad stroke I’m brushing (hey, I’m in HR) and I’m sure many, many folks will reach out and correct me. After all, this is our field. We should know better – but we don’t.

Here’s what I found out today during my screening and sourcing:

1. Despite asking for a resume and cover letter, the vast majority of the applicants from Linked In simply clicked on ‘apply’ and want me to view their profile to make a decision. OK. I can do that but……it tells me up front that either you cannot follow directions or can’t be bothered crafting a cover letter or a resume. So, I click on the profile but……it hasn’t been updated, there is very little information on roles, responsibilities and outcomes. Do you really want me to base my decision on whether or not to interview you based on a profile that tells me little? If you don’t want to send a resume and cover letter, please, please, please ensure your profile is the best it can be so that I can make the decision to interview you. If it’s not….you are surely one click away from ‘delete’.

2. If the role is a senior one (like this one) and asks for at least 6-10 years’ senior HR experience, please do not apply if all you have is one year in an HR coordinator role. You are surely wasting your time. Better that you reach out to me and see if there is another opportunity I know of for which you are qualified. Or, better yet, use your network to source that next great job.

3. Nowhere in my job posting do I ask for a ‘Valid Class G” drivers’ license. The fact that you have one – and listed it first in your qualifications – does not impress me. I don’t need it; I don’t care you have it; and it tells me that this is not the job for you. Now had you told me you built out a performance management program, I might be interested. If you had conducted a compensation review, I might be interested. The fact that you drive and have a valid license…..not so much. Ensure you are crafting your resume to the role for which you are applying. Show how you have what we need!

4. 4-1/2 pages of single spaced, 8 Font type to tell me each and every thing you did? Really? I’ve been working since 1980 and have a two page resume (with margins!). I don’t need a laundry list of every single solitary thing you’ve done. Think achievements. Think accomplishments. Be clear and be concise!

5. And the best one of all today…the one addressed to another company for a different role. And the best part — she listed ‘strong attention to detail’ as a competency.

Hope I’ve made you smile and given some of you a reason to look at your resumes and your submissions and improve upon them!

We hear time and again how employers are looking for ‘solid team players’. Why is that so important? What makes that such a key competency? What is it anyway?

Well, for one, it generally means that the person can work well with others – ‘gets along well in the sand box’ so to speak. I’ve always been a big believer that more can be accomplished with a high-performing, supportive team than with just one high performing individual. ‘The sum of the parts is greater than the parts themselves’ if you will.

Unfortunately, much of what we learn about teams we learn in school. Perhaps in grade school we all got along to an extent and played well together (although I do remember that one kid who tried to take my blocks away in kindergarten!!). However, as we progressed in school, most of us dreaded team projects. Indeed, in the classes I teach at George Brown College here in Toronto, if I ask if anyone is keen for a group project, they all respond with a resounding NO! When we do mock interviews, inevitably, the most awful experience most of these students have faced is a poor performing, dysfunctional team.

Why is that? Why are only a few people doing the work and so many of the team members just coasting? Wouldn’t it be great if everyone was keen? If everyone knew at the start of a team project what each other’s strengths and weaknesses were and doled out responsibilities that way? Sounds easy no? But who is teaching these students that is the way to get things done?

But I’m getting off my point. My point is this – when you see teamwork in action, it’s a thing of beauty. Quick, what kinds of teams come to mind when you think of teamwork? For me, it’s sports. And I usually look for candidates who have participated in team sports. They don’t have to be captain; participating is enough for me.

And there was no greater example of true team effort than at last night’s Maple Leafs Game when rookie Mason Raymond took a pass from Phil Kessel and shot it toward the empty net. Kessel was there but he did not touch it. How easy it would have been for him to help guide it in and therefore take the credit for the goal. But he didn’t. He just ensured it went in but unselfishly let Raymond get the goal. The announcers went crazy and called it the most unselfish act you’ll see. I agree.

True teamwork in action. It works! Watch it here http://video.mapleleafs.nhl.com/videocenter/console?catid=802&id=460364&lang=en