Do I Need to Send a Cover Letter with my Resume?

There is one question that I get from almost every person I work with.

“Do I need to send a cover letter with my resume?”

I’ve written about cover letters more times than I can count, but there are clearly factors – likely misinformation on the web and outlier hiring practices being promoted as standard practice – that are confusing readers and prompting this question. So, let me definitively answer it (again): Unless a job posting specifically requests that you not send a cover letter (a very rare occurrence), a cover letter is both expected and important. Here’s why:

Protocol – I know from my experience “on the other side of the table” – both as an HR professional and the current consulting I do with business clients – that the cover letter is (in most cases) still a key part of the candidate selection process. 

Perspective – Many clients share that they wish hiring managers knew more about them than what is just on the resume. The good news is that hiring managers want to know more too, and the cover letter is designed to provide that additional perspective. Take advantage of the opportunity to share more about yourself – your skills, your passion, your interest in the specific role – and help decision makers understand what differentiates you from other candidates.

Process – Selecting job candidates is typically a multi-stage process of whittling down qualified applicants. Throughout those conversations and series of decisions, information you provide in a cover letter can make all the difference. Simply put, the cover letter will become meaningful in different ways as your application makes it through the multi-stage selection process.

When applying for a position, don’t eschew standard practices or pass up the opportunity to share more about why you are an ideal candidate. Send a cover letter.  

How to Handle Video Interviews

If you read this blog regularly, you know I take on a lot of business consulting projects around the globe. The trend of video interviews is becoming increasingly popular. Unfortunately, many candidates are handling them miserably, so I want to share a few key pointers so that you can nail it when / if you have a video interview in your future.

1. Keep your answers brief. Video interviewing is uncertain (and new!) territory for most candidates. When something is uncertain, it’s human nature to either freeze up or blab. Video interviewees know they can’t choke, so most tend to go on and on (and on). The majority of video interview platforms do not allow for second chances. Go in thinking: Direct. Succinct. On topic.

2. Position yourself in good light. Rearrange lamps, move your table, open blinds. Position yourself in strong light with no shadows. You’ll look better, and it completely changes the psychology of how the hiring panel will view you.

3. Smile. It’s very disheartening to see a video interviewee looking sad and scared. Because this is uncertain territory for so many people, it’s tough to not look sad and scared. Organizations don’t want to hire people that look terrified. I hear a lot of “If they can’t handle this confidently, how are they going to handle leading a team?” sorts of things. Breathe. Sit up straight. Smile as though you see a friend in the distance (not like a crazy person).

Realistic Expectations

Recently I received an email from a client who is in a highly-specialized field. In that email, he shared that – despite feeling very confident about his qualifications and job search documents – he was feeling really distressed about his overall job search.

I shared some tips with him, outlined below, that I think others will likely find helpful, even readers who are not in highly-specialized fields.

Keep your expectations realistic: Stress is a common response to being in the job market. Even when it goes well, it is just not a fun process. However, that stress can be compounded by unrealistic expectations. First, When you are in an exceptionally specialized field and / or have a lot of clarity around the kind of role and work environment that will suit you (i.e., you are being picky), you are naturally limiting your options. That’s not a bad thing, but you must be prepared for a more protracted job search. Also, keep in mind that the lifecycle for organizations to source candidates and fill positions is – in most cases – quite lengthy. Don’t hit the panic button if you aren’t contacted within a couple weeks of submitting.

Consider a headhunter: Having someone working the field on your behalf can be a smart idea. She or he may have unique insights into opportunities that just aren’t going to show up on, say, Indeed. I strongly encourage you to use your existing network to find a trusted resource with specific expertise in your field. Needless to say, old fashioned networking should be a priority regardless of whether or not you work with a headhunter.

Broaden your scope: Start to think about ways in which your specialized skillset could add value to different organizations. Pick an organization that interests you and challenge yourself to think about the unique value you could offer. You may find that you’ve been narrow-scoping and what you identify might just surprise you.

Using LinkedIn but Keeping Your Job Search Private

How do you use social tools that broadcast your intentions while keeping those intentions under wraps? That is a paradox my clients face all the time when they are deciding whether or not to use LinkedIn. 

The good news is that you can still leverage the power of LinkedIn, a tool that – despite some of my skepticism of social media and general concern for privacy – I recommend all of my clients use. Here are some quick tips for using LinkedIn without making it clear to everyone that you are looking for a new position or simply keeping your options open.

Always use LinkedIn – The simplest way to keep people "off your scent" is to simply regularly be using LinkedIn. Consistent updates to your profile send the message that you are staying on top of your professional brand and minimizes the potential for the “wow, she just redid her LinkedIn… What’s she up to?” suspicions.

Shut off profile-edit notifications – Speaking of alerting people when you update your profile… You can turn those notifications off altogether. So, your boss might notice you revamped your profile if she is checking on it frequently, but she is not going to be alerted every time you make an update. And let’s be honest, who in your network really wants to get a notification every time you change your profile?

Hit up recruiters on the DL – LinkedIn has a feature that enables you to privately let recruiters know that you are on the market. The great thing about this feature is that it only alerts recruiters who are part of LinkedIn’s official recruiting product and it hides your information from users within your company.

Confidence is Key

Here on the blog, I get into a lot of "don't do that!" kinds of advice. Posts that take that approach are nearly always prompted by the work I do on the other side of the table providing Business / HR consulting for organizations of all sizes.

I've had a lot of positive feedback regarding a post I recently wrote that gave tips counter to the way many job seekers think. In an attempt to use the basis of the post for a talk I am giving, I realized that so much of what I say in that post (and otherwise) really boils down to confidence.

A person's confidence – or lack of confidence – is something that shines through loud and clear when a hiring panel is reviewing job candidates for positions.

• You think your 20 or 30 year-old experience is impressive (and it was!) because you got your start with impressive companies. But why would a search committee want to see entry-level experiences on your resume for an executive position. If your last 10-15 years are impressive, they'll certainly know that what you did 30 years ago is impressive as well.
• You think your experience with now-dated technology is impressive (and it was!) because it tells your story and shows how you've grown. But why would a search committee want to see your experience mastering outmoded technology. If what you've done with technology in the last 10 years is impressive, they'll certainly know that what you did prior is impressive as well.

You get the idea! As job candidates, we can get so lost in our wide-ranging experience, and in our insecurity, and in our unedited story that we forget one of my key mantras: 

Your resume is about you but for them. Always consider what they want and need to see on your resume – not what your ego feels they need to see.

Confidence is key as you embark on any new endeavor. Stay out of the weeds, and let succinct, powerful, well-crafted job search documents be your first best step forward.