Ignore these 4 cover letters tips!



1. Failing to address the letter to the specific name of the recipient.

If you get the name of the recruiter or the department’s director, of course you should use their names. But if you don’t know the name of the person, then you should not make that up. Can you imagine the recruiter receiving a letter with a different name? “Dear Sir/Madam” is not as bad as some HR advisors portrait. You can also use the name of the company. For instance, if you are applying to a Google position you can write: “Dear Google team”.


2. Never say: “My skills and experience are an excellent fit for this position”

Why not? As long as you can validate this there is nothing bad in writing it in a cover letter. Although it sounds a little bit cliché, if the validation is supported by real and impressive achievement then the recruiter will forget about that. Don’t be afraid to start your cover letter like this. You have to start it somehow. Just make sure the content is valuable and useful to showcase your skills and professional fit to the company and position.


3. Overusing “I”

The cover letter is about you! It’s not about the company, it’s about you! So don’t be afraid to tell them about you. Use the “I” as much as you can because you have the leading role in this movie. They want to get to know you as much as they can, and at the end of reading your cover letter, recruiters will create your profile in their minds. Therefore give them enough information and the right information so they can build that image the better way possible.


4. Leaving the ball in the employer’s court.

You have done your part! You have applied to a position and now it’s their turn to get back to you. Of course we all know most of the times they don’t. You can follow-up on your application for sure but companies are not above you. Applicants have their value and they should not beg for a job. Companies don’t want that and you will not want that for you too. You need that job as much as that company needs you.



What part of your resume is being read by recruiters?

A recent study from The Ladders shows how is the recruiter’s behavior when it comes to resume screening and evaluation. According to the study, recruiters waste an average of 6 seconds to the first screening of resumes. So you have 6 seconds to convince them why you should go to the next phase.

An “eye tracking” scientific technique was used in 30 recruiters for a period of 10 weeks, examining the ocular movements while evaluating several resumes. After that they were able to identify what parts of resumes are more looked at and for how long.

These are what recruiters spend more time looking at:

  • Name
  • Positions/Roles
  • Companies
  • Dates
  • Education

Here you have 2 examples of different resumes and their differences are clear.

impressive resumes

The one in the right was more looked at because it’s easier to read and it has a structure.

Make sure your resume is readable and that you highlight the names and positions you held in the past or you are looking for in the future. Make your resume stand out, or ask us for a little help at www.impressiveresumes.net.

How can recruiters measure your resume skills?


We are all used to have this pressure of writing all the skills we think are related to that job and recruiters are dying to read.

You know them:

–          Communication Skills
–          Negotiation Skills
–          Customer service skills
–          Leadership Skills
–          Time Management Skills
And the list can go on…and on…and on…

Let’s look at this from 2 perspectives:

1.       You are the recruiter

You have a position and you need to evaluate all the candidates that can fit in that role. Let’s say you are looking for a “Customer Care Manager”. You are the HR responsible for a house booking website and you need someone to be very customer oriented.

They ask you for these skills:
–          Great Communication skills
–          Interpersonal relationship skills
–          Organization skills
–          Detailed-oriented skills

You have 200 application how are you going to select from those?

A)  You look over who state those words on their resumes

There’s a big risk involved here because everyone can write they have communication skills even when they don’t. And the concept itself is very biased so we don’t know exactly what each candidate consider to be a “Great Communication Skills”. So what can you do? Look over their resume what did they do that can state support their claim of great communication skills. Are numbers involved? Great! Did they wrote a personalized cover letter or Summary? Perfect!

B)  You look over for past Customer Service Positions

Of course only someone who have held that position before is eligible for that role. Wrong! You can have someone who played that role before but it is not where they belong. There are actually a lot of employees who hold current positions because of their past ones without realizing how they could be investing in their real talent and passion in a different area. Look for opportunities similar to the customer service ones. Look for a people-oriented person who clearly demonstrate their power in leading/managing/motivating others. If someone writes you saying they are looking for a customer service position but they don’t have the experience yet, call them for an interview. That’s what you need, people motivated to passionately work in your company.

C)  You don’t look over nothing and you just follow your gut

Following you gut can be as effective as over-analyzing everything. In fact, it can be more effective. You already know what you are looking for and you know what the company needs. So try to read a resume and imagine if after reading it that person would be perfect for the role or not. Is there something that really excites you about that specific resume? Call that candidate for an interview.

2.       You are the candidate

Imagine you are a recruiter and you arelooking for a person for that position, go through all the topics above and then look at your resume and fix what you need to fix. Another option is to write about why you are the right person for that role. Write it just for you, not like a cover letter. You’re applying to that position because something is dragging you for it. After writing about it, look at your resume and see if it reflects what you just wrote.

There is no science about this. And this why HR subjects are so interesting and generate a lot of discussion and different opinions. The true is that there is no way to measure those skills by looking at a resume. You never know how perfect the person is for a specific job until they start working there. So don’t try to find robots. We are humans and that’s what your resume should reflect and your company should be looking for. Unique individuals that can bring that individuality to your company. Don’t be afraid to try!