Today. we’re joined by Ali Schwanke, Founder and CEO of Simple Strat, the marketing agency for companies who are serious about growth. In this blog, Ali breaks down what she thinks candidates need to have, to impress the person hiring them.
Looking for a new challenge? Search for marketing roles here.
“The hiring landscape has changed dramatically over the last few years. Websites offer free resume builders and it’s easy for anyone with Microsoft Word to start with a template and tweak a few things before they submit their application.”
“However, with well-designed resumes available to everyone, it’s easier than ever to be overlooked by a future employer. This means you need every advantage to stand out in the hiring process.”
“Our company, Simple Strat, has been hiring for a number of marketing-related positions. While we’d love to give every single applicant specific reasons why they didn’t get an interview, that’s just not possible.”
“Instead, we put together a short list of recommendations on what we love to see, to help jobseekers stand out and hopefully score that interview.”
1. Write a cover letter or email
“Let them know why you want to join the company and what you bring to the table. But don’t gush on forever – choose your words carefully. Then invite them to review your resume or past work to learn more.”
2. Check your spelling, grammar, and fonts
“This seems like a logical step, right? Yet it’s missed by many applicants. With spell check and a good proofread, there’s no excuse for misspelled words or overwhelming emails with too many fonts or spaces. Read up on how to write for the web – the same rules apply to hiring.”
3. Tailor your resume to the job
“If the application calls for experience in project management, highlight it on your resume. Even if that wasn’t the title of your last job, list an accomplishment in that area and make it clear to the hiring committee or manager that you have the experience they want. If they have to hunt for it or you expect them to connect the dots, you risk ending up in the “no” pile.”
4. Match LinkedIn to your resume
“If the dates of a job on your resume are January 2015 to December 2017, those should be the dates listed on your LinkedIn profile. If there are discrepancies, that raises a red flag. Plus, do yourself a favour and spruce up your LinkedIn profile and make sure it contributes to your search rather than detract from it.”
5. Do your homework
“Research the company online, check out their social media, and ask friends who worked there or worked with them as a vendor or client. Applicants with little to no knowledge of what the company does or how they do business may be quickly shown to the door.”
“These are a few slight edge changes you can make to the process of finding a new career. But in our experience, these make a world of difference to help you stand out in a cluttered talent field!”
___________
About the Guest Author:
Ali Schwanke is the Founder and CEO of Simple Strat, the marketing agency for companies serious about growth. For more marketing, business, and career tips, follow her on Twitter or Instagram at @alischwanke.
Updating your LinkedIn profile? Why not download our LinkedIn guide for marketers? Build your online presence and network with industry leaders now:
I can’t get a marketing job interview even though I’ve tailored my CV
We all know how important it is for job applicants to tailor their CV or online application to the specific job, rather than send generic details about themselves. But increasingly – as more and more people apply for each advertised marketing vacancy – those who apply for jobs they are fully qualified for, are finding that even this isn’t working in their favour.
Apple still ranks highest in brand value list
This year’s BrandZ ranking of the top 100 most valuable global brands has confirmed that US giant Apple has held on to its reign at number one. The total value of the top brands grew by 7% to $2.6 trillion, according to the research.
Group interviews for marketing jobs: What to expect
Group interviews are used by large employers who are aiming to fill multiple vacancies. They are frequently used by advertising agencies and marketing and communication firms when selecting a graduate trainees or junior marketers, for example.
