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10 Cover Letter Mistakes You Can Fix Right Now

10 Cover Letter Mistakes You Can Fix Right Now

As someone who has had the horrible task privilege of screening and hiring countless employees, I’ve seen cover letters and resumes of all different flavors fall across my desk. Some have been spectacular, while most have been tepid at best, and there have also been many that were so appalling that I wanted to set them on fire rather than besmirching the bin with their presence.

When you’re applying to work at a company, your cover letter is the first thing that the HR folks or hiring committee will see, so don’t screw it up. Below are ten egregious errors that potential applicants should avoid, plus a bit of advice on how to amend them.

1. “I Would Love to Work for Goggle.”

You would not believe how often people misspell the name of the company they’re applying to work for, and no, it isn’t a minor issue that will be overlooked. If you can’t put forth the effort to spell that correctly—or double-check your work, for that matter—how diligent would you be at the job itself?

2. “To Whom It May Concern.”

That would be the person doing the hiring. They have a name, they have a position in the company, and if they’ve placed an ad for a job opening with our company, there’s a pretty good chance that they’ve included their name along with the contact information. If they haven’t, this is a perfect opportunity for you to take some initiative and show them that you’re actually interested in working for them.

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On the rare occasions when a person’s name isn’t listed with the email address, do a quick search for the company’s phone number, and use your texting device for its alternate purpose: calling someone. Ask to speak to someone in HR, if possible, but if it’s a small organization and everyone knows everyone else, ask the receptionist who’s doing the hiring and how to spell that person’s name. It’s a personal touch, but shows that you’re willing to go the extra mile to do something the right way.

3. Too Long/Too Short

Your cover letter should be an introduction about yourself, including a few notes about specialized skills, and have enough of your personality to give them a sense of who you are. This is not an opportunity for you to spew forth your life story wherein you mention the prize you got for best science fair project in the fourth grade, or how poor you are right now and are thus desperate for work with anyone who’ll tolerate your presence.

Consider this letter to be a summation of who you are, and what you can offer. A couple of short paragraphs is more than sufficient to do this, and will do wonders for keeping you in the recruiter’s good books. No-one wants to plod through a page-long intro before every resume.

On a similar note, not saying enough in a cover letter is also the kiss of death. Writing something as simple as “My name is __. Here is my resume.” is just not enough. At all. Aim for around 200 words, and you should be golden.

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4. Spelling Errors

We’ve already covered the possibility of misspelling the company name, but you should be just as diligent about your spelling and grammar throughout your cover letter, resume, and any follow-up communiques. Your application will be placed in the shredder almost immediately if you misspell the recruiter’s name or the position you’re applying for.

Additionally, pay close attention to your own contact information: if you make a typo in your own email address, you won’t hear back from anyone, will you?

barely-speak-english

    5. Arrogance

    No-one likes a person who suffers from insufferable know-it-all-ism, nor do they want to work with someone who considers themselves superior to anyone else. It’s great to be confident about your abilities, but claiming to be the best in your field won’t win you any points. Writing things like, “I’m the best applicant out there,” or “You won’t find a superstar like me anywhere else,” will earn you nothing but contempt.

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    6. Banality

    It really is important to customize your cover letter to suit every company you apply to. You can put together a general template and then tweak it a bit for every application, but make sure that it’s tailored accordingly.

    Let’s say that you have an English degree and are applying to a number of different jobs. If you’re aiming for work as an ESL teacher, make mention of any additional languages you speak, and where you may have traveled. Are you applying for writing work? Make mention of any media you’ve been published in. Don’t repeat what’s in your resume, but take the opportunity to toss in a few gems that will make you stand out from other applicants.

    7. Poor Taste in Typefaces

    This one might not seem important, but it actually makes a world of difference.

    If your cover letter is being emailed, ensure that you’re using a clean sans serif font in plain black for easy readability. Although you want to put forth a bit of your individuality in your cover letter, this isn’t the opportunity for you to break out the twirly script fonts in turquoise or purple.

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    If you’re sending in a printed cover letter and resume, you have a bit more leeway. This rings especially true if you’re applying for a creative position (graphic designer, copywriter, etc.) as you now have the chance to express your personality with font pairings that you like, and that give a sense of who you are. If you choose Papyrus or Comic Sans, however, you will not make it to the interview room.

    8. Not Following Instructions

    Many job postings will have specific instructions for applicants to follow, and failure to do so is grounds for immediate resume incineration. If the listing says that you shouldn’t call to follow up, don’t call. If you’re instructed to attach a cover letter, resume, and relevant links to your work, then do so. The inability to follow basic instructions is not an appealing trait.

    9. Sending From an Unprofessional Email Address

    You may have thought that a cheeky email address was terribly clever when you were in high school, but it will not do you any favors when you’re applying for a job. It only takes a couple of minutes to create a Gmail account that has some permutation of your first name and last name, and you won’t have your letter pitched out because it came from moron@assbutt.com.

    10. Forgetting to Attach Your Resume

    Yes, it happens more often than you might imagine: people who send out fifty resumes a day seem to forget to attach files every so often, but that just helps to weed out the less diligent applicants.

    Be polite and respectful, end your cover letter by thanking the reviewer for their time, and good luck!

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    Catherine Winter

    Catherine is a wordsmith covering lifestyle tips on Lifehack.

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    Last Updated on December 10, 2019

    7 Strategies to Keep Employee Motivation High

    7 Strategies to Keep Employee Motivation High

    Highly motivated employees are essential to the success of any business. Most people spend a third of their lives at work.[1] That’s a significant amount of time away from home, apart from the people who make us happy and the things we love to do. So keeping employee motivation high is essential for creating an office environment that gets the best out of our people.

    But do you know what motivates your people?

    It’s simple:

    • Is their work stimulating?
    • Does it challenge them?
    • Is there room to grow, a promotion perhaps?
    • Do you encourage creativity?
    • Can they speak openly and honestly with you?
    • Do you praise them?
    • Do you trust your staff to take ownership of their work?
    • Do they feel safe in their work environment?
    • And more importantly, do you pay them properly?

    Every one of these factors contributes to the general happiness of your employees. It’s what motivates them to come into the office each day and work hard, hit goals, and get results.

    In contrast, an unmotivated employee is typically unhappy. They take more sick days, they’re not invested in seeing your business succeed, and they’re always on the lookout for something better.

    Stats show that 81 percent of employees would consider leaving their jobs today if the right opportunity presented itself.[2] So it’s up to you to set aside time and energy to create a work environment that benefits every one of your employees.

    These seven strategies will help you motivate your people to consistently deliver quality work and, more importantly, to stick around for the long term.

    1. Be Someone They Can Rely On

    You rely on your people to turn up to work each day, to come to you when they have a problem they can’t solve, to be honest, and to always engage professionally with customers.

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    But this is not a one-way street. You, too, need to be someone your team can rely on. They trust you to have their backs when a client is unreasonable, to know that the decisions they make are in your best interest, and to make good on your promises.

    If you say you’ll attend an important meeting, be there. If your company makes a profit and you’ve said you’ll pay a bonus, pay it. The goodwill of your people is something you never want to test, let alone lose.

    Be reliable; it’s astounding how much this motivates your people.

    2. Create an Awesome Company Culture

    There’s no denying that company culture trickles down from the top. Your leadership and attitude massively influences the attitudes, work ethic, and happiness of your staff. If you’re always stressed-out, overly demanding, and unreasonable, it’ll create tension in your office which will adversely affect your employees’ motivation levels.

    In fact, the HAYS “US What People Want Survey” found that 47 percent of staff who are actively looking for a new job, pinpoint company culture as the driving force behind their reason to leave.

    So if you have high staff turnover, you need to determine whether your company culture might be the motivating factor behind your churn rate.

    Here are four ways to build a culture that keeps your employees highly motivated.

    • Be conscious of the image you present. Your body language and attitude can positively or negatively impact your employees. So come to work energized. Be optimistic, friendly, and engaging—this enthusiasm will spill over to your people and motivate them to be more productive and efficient.
    • Appreciate your people and be reasonable. Celebrate your team’s achievements. If they’re doing a good job, tell them. Encourage them to challenge themselves and try new things. And reward when deserved. If they’re struggling, help them. Work together to find solutions and be a sounding board for their ideas.
    • Be flexible. Give your people opportunities to work remotely—this is highly motivating to staff, particularly millennials. They don’t want to be battling traffic each day on their way to work. They don’t want to miss their kids’ baseball games or ballet rehearsals. Stats show that companies that offer flextime and the ability to work from home or a coffee shop have happier and more productive employees.
    • Create employee-friendly work environments. These are spaces that inspire and ignite the imagination. Have you ever been to Google’s offices? No headquarter is the same. From indoor slides and food trucks, to hammocks, and funky work pods on the wall, gaming rooms, and tranquil interior gardens, there’s something for everyone. It’s a space where people want to be, catering to their need for creativity, quiet, or team building; you name it.

    So take a look at your company culture and ask yourself, Is my business an attractive workplace for talented professionals? Does it inspire commitment and motivate my people? What could I do to improve my company culture?

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    3. Touch Base with Your Team Weekly

    Make time for your people, whether you run a remote business or work in an office, set aside time each week to talk to your people one-on-one. It’s non-negotiable.

    When there’s an open line of communication between staff members, work gets done. Don’t believe me? A study by Gallup found that 26 percent of employees said feedback from their leaders helps them to do a better job.[3]

    Your people want to feel trusted. They want to take ownership of their work, but they also need to know that when they have a question, they can reach out and get answers. If you’re unwilling to make yourself available, your team will quickly become unmotivated, work will stagnate, and your business will stop growing.

    So block off time on your calendar each week to touch base with your people, even if only to let them know that what they’re working on matters.

    4. Give Them the Tools They Need to Do Their Jobs Well

    Imagine trying to run your business without electricity. How would you contact your clients? What would happen when your phone or computer battery died?

    Technology is super critical to the success of your businesses. It allows you to work more efficiently, to be more productive, and to handle matters on-the-go. That’s why you need to give your people tools that will make their jobs easier.

    Make sure their equipment is in good working condition. There’s nothing more frustrating than a laptop that takes ages to boot up. It’s got to go. Replace outdated software with new software. Don’t make your designer work in Coreldraw; give them access to the most up-to-date version of Adobe Creative Suite. Take it a step further and buy them a subscription to Shutterstock or Getty Images.

    Make working for you a pleasure, not a pain; and watch your employees’ motivation levels rise.

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    5. Provide Opportunities to Learn and Upskill

    Would you believe me if I told you that 33 percent of people cite boredom and a need for new challenges as the top reason for leaving their job?[4] If you want to retain your talent, you need to upskill.

    Thanks to technology, we live in a rapidly evolving world that demands we change with it. A copywriter is no longer just a writer; they now need to be experts in SEO, Google Adwords, CRMs, and so much more.

    A pastry chef needs to be a food stylist, photographer, and social media manager. An entrepreneur needs to be a marketer—or at least take ownership of the marketing message for their business—if they hope to scale.

    Technology makes all of this possible. No matter your location, your people can continuously expand their knowledge and gain new skill sets—something that’s highly motivating to employees. They want to know that there are opportunities to grow and develop themselves.

    If you won’t invest in your people, then your business becomes just another job to tide them over until they find where they truly belong. So be the company that sees value in developing its people.

    6. Monitor Their Workload

    Overworked employees tend to be unproductive and unhappy. Your people cannot be at full capacity every day, month to month. Something’s got to give. They’ll become deflated and their work will eventually suffer, which will negatively impact your business.

    What I like to do is implement a traffic light system. It helps me to keep a finger on the pulse of my business. So there’s red, yellow, and green:

    • Red means they’re fully loaded.
    • Yellow means they’re busy, but they can potentially take on more.
    • Green means they haven’t got enough to do.

    I use this traffic light system because I don’t want my team members to be stressed out of their brains all the time. If they are, they won’t make good decisions and they won’t do good work.

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    If my people are regularly overloaded, I have things to think about. Perhaps I need to hire a new person to help ease the load or take a closer look at what projects are good to go, and which can take a back seat.

    And this is why #3 is essential. If I’m regularly engaging with my people, I’ll know that while they’re coping with their workload, it is impacting their performance and health, and I’ll take action.

    7. Don’t Mess Around with Your Employees’ Pay

    Never mess around with your people’s salary. As a business owner or high-level manager, it’s easy to forget that most people live from paycheck to paycheck. Delayed compensation can mean a missed bill payment, which could result in costly penalties they can’t afford or hits to their credit score.

    So it’s your job to ensure that you pay your people on time.

    The Bottom Line

    A motivated team is an asset to any business. These people never give up. They get excited about coming to work each day and can’t wait to test a new theory or tackle a particularly tricky challenge. They’re proud of the work they do. And more importantly, they have no reason to leave.

    Wouldn’t you rather be part of their success story than the business that drove them away?

    More to Motivate Your Team

    Featured photo credit: Emma Dau via unsplash.com

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