Readers:
Dr. Randall Hansen, a nationally recognized career expert, is the Career Doctor.
Discover more about Dr. Hansen, read about the purpose of this column,
and find previous issues of this column at the home of The Career Doctor.
If you have any college, career, or job-related questions or comments that Dr. Hansen could
provide valuable assistance with, please
feel free to email him at: careerdr@quintcareers.com.
Dr. Hansen writes this column on a biweekly basis.
Kris writes:
Should I have a cover letter to accompany my resume when I go for an interview on Tuesday?
If you can assist me in any way I would greatly appreciate it. Thank you for your time.
A:
The Career Doctor responds:
The main purpose of a cover letter is to entice a prospective employer to review your
resume in consideration for a job interview, and since you have cut through the process
and already have an interview, a cover letter seems unnecessary at this point.
Do make sure your resume is sharp in appearance and directed specifically at the job
you are seeking. Just as you would write a different cover letter for each position, so
too should you tweak your resume for each position.
Instead of the cover letter, if you have a portfolio of samples of your work experience,
bring it along to the interview. And be sure to bring multiple copies of your resume.
And before the interview, be sure to brush up on the types of questions you are expecting
in the interview. You don’t want to memorize your answers, but you do want to have a
basic story prepared so that you will showcase your experience and fit.
Let me just add a final comment about cover letters. First, when you are applying for
any position -- unless the employer specifically requests you not send one -- you should
always send a cover letter and resume as part of your job-search package. Your cover
letter should be brief and specifically address why you are the perfect candidate for the
position. Cover letters should be no longer than 3-5 short paragraphs -- and never
longer than one page.
Ralph writes:
I was hoping for some advice on determining a salary requirement for
a "Service Center Manager" for a distribution center. The duties are:
Supervise two technicians, a warehouse parts puller, and administrative worker.
I have searched but still no answer. What do you recommend since I sent
the cover letter and resume and afterwards the request for a salary
requirement follows. They are asking me to do their dirty work right?
Can you recommend an appropriate website?
A:
The Career Doctor responds:
Your instincts and efforts are right on target. In order to be more successful
in your job-search, you must do the research required.
Job-seekers should always know their value in the workforce as well as the
value of any job you are seeking.
It’s most likely not that the employer does not know how much to pay the
service center manager -- so you are not doing the research for the employer --
but, rather, the employer wants to use the salary requirement as a tool to screen job-seekers.
A request for a salary requirement usually means job-seekers end up in one of three
classifications: overpriced or overinflated, in the ballpark, and too low or inexperienced.
And you can guess where the employer goes to choose who they interview for the
position.
So it’s your responsibility as the job-seeker to conduct the necessary research so that
you have a rough idea of the salary range of the position. Of course, the best way to
get the information is to have a network contact on the inside of the company who
can get you the information. If you are not that lucky, you should turn to industry
salary studies and online resources such as
salary.com.
Once you’ve done the research, you need to decide if this position is right for you -- in terms
of career and salary progression. If so, instead of giving a specific salary amount, give a
range. For example, if the average salary for this type of position is $35,000, you might
suggest a salary range “in the thirties” or “the mid-thirties.” Of course, you can go totally
around the subject by responding that you know the company will pay industry average
or better -- and put the ball back into the employer’s hands... though this strategy is riskier
because of the sorting system I mentioned above -- and the fourth category I didn’t
mention: job-seekers who did not respond specifically to a request for salary.
Michelle writes:
I recently was let go from my position at my office due to financial reasons.
How do I start off a cover letter letting the employer know this information in
a positive manner. I just need some advice on how to construct the first part
of the cover letter and I did not see that on the website. Hope you can help
and thank you for your time.
A:
The Career Doctor responds:
Repeat after me -- again and again -- never ever put any kind of negative information
in your cover letter, resume, or any other job-search materials. The time to address
any of these negative issues -- such as being fired -- is in the job interview ONLY
after the employer raises the issue.
Your cover letter is the job-search tool that sets the tone for you as a job-seeker and
provides the critical first impression for the employer. How positive an impression is the
prospective employer going to have if your opening paragraph states, “although I was
recently let go from my previous job because the company was having financial difficulties... ”
The employer is going to stop reading before he/she even gets to the end of your sentence.
But you are not alone. In the thousands of cover letters I have seen over the years, it
is absolutely amazing the kind of negative information job-seekers put in their cover letters.
Perhaps they mistakenly think that full disclosure is necessary. Or perhaps because
professionals stress being truthful, they think this means they need to fess up to all prior
mistakes.
Please remember a cover letter is a marketing document. Its sole purpose is to entice the
hiring manager just enough to review your resume. It’s then the résumé’s job to verify that
you are worthy of getting an interview for the open position.
If your cover letter is not focused, if it provides negative information, if it has typos or spelling
errors, or if it has too little or too much detail, your resume is simply not going to get a look
and your job prospects for the position are officially over.
Finally, let me once again stress that I am not saying to lie. I am simply saying do NOT
disclose negative information (or even too much information) until the employer asks you
about it. And at that point you need to put a positive spin on the negative information --
but only then.
Shelly writes:
I would really appreciate if you could please send me some examples
about how to ask for a raise. I've been at my job for a year now and I
am stuck on a few things. I pretty much have all of my ducks in a row
and I know I deserve the raise but I really want to make it presentable
and professional. Basically I'm looking for a jump start, maybe I should
start with a cover letter introducing my specific proposal? What do you
think? Anything would help.
A:
The Career Doctor responds:
Anytime we deal with money, whether as a job-seeker talking about salary
or as an employee asking for a raise, it’s natural to get a little uncomfortable
or anxious. But, as long as you have a plan, asking for a raise should not be
a daunting task -- especially if you can show exactly why you deserve it.
And I think putting your request in writing is a great idea. It allows you to take
the time to really focus on the key issues, to document your contributions and
accomplishments, and make as strong a case as possible for why you deserve
a raise.
But as you are working on the letter -- or even just talking points for those going to
an evaluation meeting -- remember a few key things.
First, you must be realistic in your expectations. Most raises are modest increases,
not dramatic salary changes. If your accomplishments are so great, you might look
beyond just a salary increase to some other perks the employer can add to
sweeten your overall compensation package. Just be careful not to go overboard in
your requests.
Second, always keep the focus on what you deserve for what you do in your job --
rather than on what you need. While taking care of an elderly parent is a noble thing,
employers don’t care if you need more money because your bills are rising.
Third, use bullets to highlight you key accomplishments in the past year (or in the
time since your last review). Quantify those accomplishments whenever possible.
Fourth, set the stage for the next review. If the employer can’t give you the raise you feel
you deserve, ask for another review in six months rather than in a year.
