Scuttling Some Job-Hunt Myths

What some applicants accept as gospel when they're interviewing never ceases to amaze. Here are 10 misconceptions that can really hurt

by Liz Ryan

When I had my first baby, my husband's grandmother told me to put a penny on the baby's belly button and tie something around the baby's tummy to keep the penny in place -- that way the baby wouldn't have a prominent belly button. She also told me to keep the cat away from the baby because cats, she said, "steal the baby's breath."

I looked at the cat and I looked at the baby, and I couldn't see how the cat, even if she were so inclined, could manage to get a lip-lock on the baby. But grandma was certain the cat had it in for the baby. Some old myths die hard.

Job seekers have created their own mythology around the recruitment-and-selection process, and from time to time these myths bubble up to people like me, who get to poke holes in them. Here are some of the myths you may have heard, and the corresponding truths of the matter:

A long résumé shows that you have lots of experience

Wrong! A long résumé shows that you have a hard time editing for relevance. A short, pithy résumé far outshines a long, boring one. If I can get 25 years of experience into a one-page résumé, so can you. Think accomplishments rather than duties and you'll be off to a good start.

A cover letter's only purpose is to say, "here is my résumé"

Au contraire! Your cover letter is the vital, missing link between the living you and your résumé (the formula-built document). Your cover letter conveys three important things: a) you understand the company's current need, b) you've got the skills and experience to meet the challenge, and c) you're a smart person and a good writer. Don't ever forgo the chance to impress a screener with your spot-on cover letter.

Certain interview questions are illegal

It's not the question that's illegal -- it's the intersection of your being asked one of these questions (such as "What's your religion?" or "Do you plan to have children?"), your answer ("I'm Jewish," or "I'm expecting right now, as a matter of fact"), and your not landing the job. Even then, you'll have to show that the failure-to-hire decision was based on your answer to the question, as it were, but you can get some help from your state's Human Rights Dept. or the federal EEOC.

Still, if you see dollar signs when an interviewer says, "Ah, yes, Liz Ryan, a good Irish Catholic name," don't quit your day job. Failure-to-hire claims are notoriously tough to win, from the plaintiff's point of view.

The internal candidate is a slam-dunk vs. external candidates

Many a hard-working junior corporate type would have it so, but internal candidates are by no means shoo-ins when a plum job opens up. It can help you a lot to have the references and the network that your insider status provides, but you also have to deal with the fact that your colleagues already know your weaknesses.

Outside candidates can appear to be unblemished -- for just as long as it takes to finish the interview process and get the offer. By the time the chinks in the new guy's armor are visible, the outsider is an insider, and quite possibly, your boss.

You can breeze through an HR screening interview without much preparation

Companies are well aware that time is money, and the HR screener's job is to eliminate people from the candidate pile, not pass them through. If the hiring manager can see four finalists, that's better than five, and three is better still. Given the chance (in the form of an off-the-wall comment or a fumbled answer to a tough question), a screener will move your name from the contender list to the other list. Treat any interview opportunity -- including an impromptu phone screen -- as a pass/fail situation.

It's best to apply for any job, even ones you're not qualified for, to get your résumé in the door

This may be true for very large companies, where an extra dozen or so copies of Amy Smith's résumé floating around may escape notice.