I recently placed a short job alert on LinkedIn, ending in the following instructions:
“IMPORTANT; Only legal US residents can be considered. Applications must be made via the web site. (Consider it a test on intelligence and ability to follow instructions)”
The response consisted almost entirely of invitations to “please contact me”, “please send information about your firm” (This, of course, would be on the web site), and “please view my profile”. Only one person sent me a resume.
This is almost standard practice. Paid ads on Craigslist explicitly requiring resumes and elsewhere explicitly requesting resume submissions through our contact page receive responses such as “I am a widely respected Chef. Please view my web page” or get my resume on line, or call me ASAP.”
I am a recruiter. I recruit chefs for my supper, a process not much different from recruiting lace tatters or attorneys, I imagine – a client calls me with a profile, which I try to fill from my current stock of professional acquaintances, while I also do a bit of outreach. My job is then to amass a group of likely candidates matching the employer’s laundry lists of preferences and needs, screen them for any number of qualities from career path to star power to palate to to common sense and then provide those who seem most likely to the employer to be discussed further. Among the qualities I seek are attitude, intelligence and ability and willingness to follow instructions.
If I provide instructions on applying for the job and you don’t follow them, you will not be my candidate, because 1) You did not take the time to read the entire alert, so you are not detail oriented, 2) You are arrogant enough to feel that you are not under the same constraints as others seeking the position, 3) You are simply not very sharp and did not understand the instructions, 4) You think I am stupid and won’t notice that you are playing me or 5) You, yourself, are stupid. None of these are mutually exclusive, by the way. It is quite possible to encompass all of these qualities at once. So why ever would I want to send someone like this to my clients?
While I have been taking advantage of applicants’ failure to comply with my requests, I now learn that many HR departments are using instruction compliance in a far more sophisticated manner.
They actively create instructions to weed out candidates. Candidates are provide with several directives: Please use the job description and number as your subject line. Please include a short paragraph on the reason for your interest in this job and why you feel it is appropriate for you / you are appropriate for it. Keep your sentence under five lines.
Anyone not focused or intelligent enough to follow instructions is automatically excluded from the consideration. The wheat is immediately separated from the chaff.
Instruction based weeding can be more complicated: Once an application is accepted for consideration a questionnaire may be sent. Again, if the applicant does not fill out the questionnaire or send it back in time, they are excluded.
The first goal is to see if the candidate takes the time to think about the position offered. Neither a recruiter nor an HR department likes to waste time on candidates who expect positions to fall from trees – asking for candidate input in return for a responsible position makes great sense. An invested candidate is always a better candidate. What the reduced pool of candidates write is then a valuable tool for further consideration.
In some cases the instructions are negative: Please do not send pictures. Please send your application only as a Word document or a PDF. That too, is a test, whether intended or not.
What this means to you: If instructions are presented with a job description, you must follow them. Read them carefully, so that you know what is required, then do it exactly as requested.. If not you will probably not make it to the main selection process.
Good luck with your career.