Top 5 Things Job Applicants Do That Annoy Hiring Managers
Posted by Alison Green on May 3, 2011
With employers being flooded with candidates for any job they post, it's more important than ever to make sure you understand how your behavior may look on the other side of the hiring desk. Here are my top five pet peeves that I see over and over from job applicants.
1. Not asking questions. I want to know that you're interested in the details of the job, the department you'll be working in, your prospective supervisor's management style, and the culture of the organization. Otherwise, you're signaling that you're either not that interested or just haven't thought very much about it.
Good questions to ask include:
• Why is this position open?
• What are the biggest challenges or obstacles the person in this position will face?
• What would a successful first year in the position look like?
• Thinking back to the person whom you've seen do this job best, what made their performance so outstanding?
• How would you describe the culture here?
• How would you describe your management style?
• When do you expect to make a hiring decision?
2. Refusing to have an honest discussion about your fit for the role. If you never get out of sales mode, we can't talk honestly about your weaker points, which means we can't make sure those weaknesses aren't fatal ones for the job. Yes, I know you might have been advised to tell me you have no weaknesses or that your biggest weakness is perfectionism and you work too hard, but you might as well wear a sign saying, "I'm being disingenuous." Candidates who can’t or won’t come up with a realistic assessment of areas where they could improve make me think they're lacking insight and self-awareness … or, at a minimum, just making it impossible to have a real discussion of their potential fitness for the job. I want to know about your weaknesses not because I’m trying to trip you up, but because I genuinely care about making sure you’re a good fit for the job. I don’t want to place you in a position you’ll struggle in, and I definitely don’t want to have to fire you a few months from now. Isn't it better to lose the job offer now than to be fired in a few months because you're not the right fit?
3. Stalking the hiring manager. Being enthusiastic and proactive is good. But calling more than once a week, emailing obsessively, or following up over and over after I've already told you I'll be in touch next week crosses the line into annoying and may kill your chance at an offer.
4. Showing up without an appointment. Most companies include specific instructions about how they want you to apply, and unless "in person" is included, don't do it. Hiring managers are busy and want you to follow instructions and respect their time. (And yes, everyone has heard a story about someone who went by to drop off their resume in person and got interviewed and hired on the spot. It's still, in general, not a good tactic.)
5. Being a jerk when you don't get the job. Usually if I hear anything from applicants in response to a notice of rejection, it's a “thank you” for considering them or a request for feedback, but occasionally a candidate responds with an angry email instead to express disbelief or outrage that he or she didn't get the job. Not only does this look naive, entitled, and rude, it ruins your chances of ever being considered by that employer again. Not a good idea.
Alison Green blogs at Ask a Manager, where she dispenses advice on careers, job searching, and management issues. She's also the author of Managing to Change the World: The Nonprofit Leader's Guide to Getting Results and works as the chief of staff for the Marijuana Policy Project, a nonprofit lobbying organization, where she oversees day-to-day management of the staff as well as hiring, firing, and staff development. To learn more, visit her blog or check out her book.