- June 11, 2009
- 68 Comments
So a Guy in a Bunny Suit Walks into an Interview… CareerBuilder’s Findings Around Creative Job Seeker Behavior
Speaking of unconventional job search methods…In case you missed Katie Couric discussing it on CBS Evening News, yesterday CareerBuilder released the results from its survey of The Most Unconventional Job Seeker Tactics employers have seen this year.
Below are some of the strange-but-true stories of ways candidates have tried to get in front of hiring managers:
- Candidate sent a shoe with a resume to “get my foot in the door.”
- Candidate staged a sit-in in the lobby to get a meeting with a director.
- Candidate washed cars in the parking lot.
- Candidate sent a resume wrapped as a present and said his skills were a “gift to the company.”
- Candidate handed out resumes at stoplights.
- Candidate sent a cake designed as a business card with the candidate’s picture.
- Candidate went to the same barber as the Chairman of the Board and had the barber speak on his behalf.
- Candidate handed out personalized coffee cups.
- Candidate came dressed in a bunny suit because it was near Easter.
- Candidate told the receptionist he had an interview with the manager. When he met the manager, he confessed that he was driving by and decided to stop in on a chance.
According to the release, 18 percent of the roughly 2,500 hiring managers surveyed reported seeing more job seekers try unusual tactics to capture their attention in 2009 compared to last year – up from 12 percent who said the same in 2008. This increase can probably be attributed to the increasingly small and competitive job search, says Jason Ferrara, senior career adviser at CareerBuilder, leading many candidates to turn to “extreme” tactics.
But just as with the recent bracelet debate, where some employers might see “silly,” others see “innovative”…And the survey doesn’t say whether any of these tactics actually worked in the candidates favor. (I, for one, know quite a few people – myself included – who would give someone who baked them a cake a second look.)
So, please share…Have you witnessed any “extreme” candidate behavior that actually worked in that candidate’s favor?
- Have a response? Join the discussion.
- Categories: Employee Attraction, Survey Results
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Interesting survey- I just wrote about it on my blog yesterday! I’m very interested to see what recruiters and hiring managers have to say.
Unconventional tactics do not work. Recruiters and hiring managers want to know if a candidate has the skills and experience to be successful in the role. The ability to clearly communicate those skills will set you apart.
Think of yourself as a product, your resume as your marketing material and a hiring manager as a buyer. The buyer has a specific need they are looking to fill. Why should they invest their money and resources on you? A job seeker needs to be able to communicate how they will fulfill that specific need and be a worthy investment for a potential employer.
I would feel stalked if a candidate were using my barber. Can you say “restraining order?”
I am an HR Manager and would not have hired any of the people mentioned in this article. My first impression would be to think that they are a little “off” and might perhaps cause issues in the work place. A well written cover letter and resume are still the best method in my book. If we have openings and a person has the proper skills, he/she will get the interview and perhaps the job.
If someone showed up to my office in a bunny suit for an interview (scheduled or unscheduled)… the first thing on my mind is what the number to security is… not how creative he was.
Some of the other ideas were great though… it depends on the case, the job, and how far outside the box the individual is thinking.
There is a fine line between creativity and insanity.
Maybe if I was hiring for a circus….
We’ve got some seriously somber HR Managers in this group.
Obviously, the effectiveness of these tactics depends on the position you’re applying for. If you’re applying for a sales or marketing position, these tactics can prove you’re able to “sell yourself” and think creatively.
When a resume has not been enough to offer someone an interview, I have offered interviews to those who have been persistant in a kind way….(ex. emailing me several times a week to make sure I received their resume or if they could offer any other information). It can be annoying when you are busy, but we have been pleasantly surprised with a couple of candidates that did not have a great resume but presented themselves quite well during the interview and turned out to be a great fit.
I can understand why someone would want to go to such extremes in these times. As an HR person, I wouldn’t necessarily exclude a candidate just because he/she did something unconventional, instead I’d be more likely to take a second look at the resume. After all if he/she thinks outside the box to get the job they’re more likely to do the same on the job.
I was a corporate recruiter for a entertainment company and I received a resume with a shoe attached to it. “Now that I have my foot in the door” was how the cover letter started. I called the person and congratulated them on their creative approach so it definitely got me to call them. After that its all about the skills match.
Some of the ideas outlined above were great and some were ridiculous. If you are hiring for a creative marketing position, several of these tactics would have given the candidate an edge. If you were hiring for a more serious structured position, like an analyst position or accounting, then these tactics would get the candidate closer to the door. I think in HR we have to be open minded and appreciate that if someone wants the job bad enough to go the extra mile to show you their interest, then they are worth a closer look.
While most tactics annoy me, I was sent lunch one day. I received an insulated lunch bag filled with tamper proof items. A microwave pasta meal, bag of pretzels, bag of cookies, pop-top can of fruit and a travel mug with a tea bag. It came with a note wishing me a lovely day. I did grant an interivew.
It is really going to depend on 1) the job, 2) the company, and 3) the hiring manager. The tactics may work in some environments but most of them would not work in my company. (particularly the bunny suit) I am all for innovative and creative and search that out but you have to know your customer.
Thanks,
Jan
We live in a society where entry into one’s personal space (as expressed by the above mentioned creative antics) is not acceptable. How loud can one scream: “Security!” I think the ones who think outside of the box have less of a chance in gaining an interview than a straight shooter…
While the type of tactic used should be considered, I know as both a supervisor and a previous job-seeker, that making yourself stick out can be beneficial. It often does take much more than a well-written resume to get an interview–especially when there are so few jobs being advertised. I had an opening for an adminstrative assistant that drew in 100+ resumes. The people who called or emailed to find out about the positions were more likely to be interviewed.
I agree with Nathan. Lighten up, HR! Personally, I wouldn’t use many of those tactics, but they might work for the right person for the right company. I remember my niece sent a big bunch of balloons with a cute note after an interview for a teacher’s position at an elementary school. She got the job!
One of our candidates had Domino’s pizza deliver a pizza and his resume. We were all so freaked out by it that no one would eat the pizza! But, it did get our attention!
A candidate will want to stand out for his professionalism, not the outlandish way he went about submitting his resume. A company is not only searching for a skilled worker, but also someone who is able to convey its phylosophy.
I would not have considered any of the above candidates for employment because of their lack of judgement. Instead, candidates should focus on maintaining an updated and error-free resume, a well-written cover letter, and a strong networking system. Candidates should also keep abreast of any developments in their fields, additional training/certification, etc.
Also important is a candidate’s truthfulness. She must be ready to show that she has the skills and education included in the resume.
With fewer jobs available, the better prepared a candidate is, the higher her chances of getting noticed.
A friend of mine is a Sales Manager & redesigned his resume as a 3-fold brochure. I thought it was innovative, creative & well executed; all skills required in his chosen profession. It worked well for him, but again, only when given in person. People need to keep their online & electronic resumes clean, clear & to the point.
Most of these are bizarre but others are pretty interesting and funny. I’d give the cake & coffee cup individual an interview. These are desperate times and it shows!
A candidate recently saw one of our jobs posted on CareerBuilder for a higher level exec position. Instead of uploading his resume, he researched our company, called us to find out whom he should send his resume to, and then emailed it directly to the corporate recruiter in our company. He is currently being offered the position. Small thing to to do to stand out.
Once, I got a job because after the interview, I sent a table fork in with the thank you letter stating “I’m so hungry I could taste this job”
Later I asked them about this, they said out of the 10 or so chosen applications of equal abilities, they couldn’t decide. However mine stood out because of this one action.
Of course, I believe standing out only works in the proper situation with the right company.
Our sales manager started out as a sales rep. He walked in the door and asked to speak with the hiring manager. The receptionist asked him to fill out an application. He said “sure, I don’t mind, but I am a great salesman and would really like to speak to someone” He sold himself to the receptionist and got the position…
Persistence and uniqueness works.
I hire sales people and I would be pleasantly surprised if someone took the time to be extra creative. I landed some of my first sales by being creative (i.e. dressing up as a cat around Halloween). I find it refreshing – not threatening.
What bothers me the most if candidates that apply when it’s clear they are not qualified for the job. No matter how clear I make this in the job ad I still receive tons of what I call click and send resumes. These people don’t read the job description they are just responding to as many ads as possible. The best way to be seen by me is apply to job that fits your background.
I love it! I give this person an A++ for effort and creativity! It demonstrates a “whatever it takes” attitude. As a recruiter/office manager I look for qualities like this. In an economic crisis we are currently experiencing resumes are flooding the internet and papers. One way to be noticed is to certainly be “exotic”. If an applicant in a bunny suit walked into my office I would certainly welcome him with an open mind and open “ears” as long as he could converse about more than carrots.
p.s. I like cake too.
My manager and I interviewed a candidate who noted my manager had a black eye from an accident.
The next day a pair of boxing gloves showed in the mail. The candidate got the job. I personnally was taken aback by the tactic.
I think that all recruiters and HR should be unemployed for 6 months, than they might understand why people do creative things to get noticed. Most HR people are detached and uncaring when it comes to people who are looking for a job. I am a General Manager for my company and I have seen this behavior in many companies I have managed.
While attending a job fair recently a candidate handed me a candy bar with a unique wrapper. The wrapper included information about himself, his skills, website, email etc. I advised how to apply for positions with our corporation. And I did click in to follow-up (view if he had applied). Unfortunately he did not follow through. But he did gain my immediate interest. (A bunny suit is too far out there, but I believe we are all looking for people who will work outside of the scope of their role and provide value to an organization.)
A great resume with a cover letter will not always cut it in this market. I don’t read cover letters and if the resume does not have the skill set I’m looking for its irrelevant how well written it is.
I advise job seekers to take matters into their own hands and call the managers directly instead of trusting recruiters to look out for their best interests. Recruiter tend to have tunnel vision when searching for candidates and will not always put their best effort forward if you do not fit the mold.
I am delighted when people come up with unexpected and creative ways to market and sell themselves. To me it shows creativity and an ability to think outside the box.
A job search is nothing more than a marketing campaign. Most people do not realize that you have to sell yourself with the same intensity recruiters sell their services to client firms.
As long as what you do is legal and not disruptive, I say power to the creative job seeker!
Seriously people lighten up. All these ideas are pretty good (well maybe not the bunny suit)
These people are thinking outside the box. Creativity is a great thing in business. If a guy was washing cars in the parking lot, this sounds like he would be willing to do anything you ask him to do. I hired a guy one time (and we did not need anyone at the time) because he told me he would work for FREE the first month to prove his worth. All he wanted was a chance. He was one of the best employees I every had. And NO I did not make him work for free the first month.
Nobody ever baked me a cake but I did get flowers once.
I’ve never been unemployed for 6 months. There is a reason for this. I use my networks to stay connected with peers. I help them when they ask me for professional advice and I volunteer in the community. These things make me stand out. I’ve taken a second look at individuals that did something unique, but it has to be relevant to the job and company. If their skills don’t match, usually me nor the manager have the time to train unless it is an entry level position. I’ve also been stalked by a candidate and it was scary for me and my family. So I understand when HR people are a little freaked out by these actions. Unfortunately in our line of work, we see the good and bad in people.
Some of the comments by the HR types here are exemplary of why a job seeker should do everything in their power to avoid HR and go straight to the hiring manager. While sit ins, and offering ones skills as a “gift” wouldn’t be on my list of recommendations, some of the others were quite clever. Save JUST a cover letter and resume for the HR types, who should be avoided at all costs, and display your innovation and creativity to the hiring manager who really needs and will make use of it!
I am in HR and I love these ideas! A year or two ago, it may have put me out, but people who want jobs will go to extreme measure and and in this economy… good for them! I’d seriously look at most of them.
I’ve had a small key chain in the shape of a shoe mailed to “get a foot in the door”. That’s cute and innovative – keep your size 13’s.
Seriously? A bunny suit?
As a Sr. Recruitment Specialist after interviews I have been sent , home baked cookies, flowers, a bottle of sparkling cider with a teddy bear attached, handmade jewelry and basketball tickets ( that were returned to the applicant). If the candidates were qualified ,many of them were hired for the positions. The gifts did not play a part in my hiring decision.
I can relate to MG’s comment about HR being detached and uncaring, and I’ve been an HR Manager for three decades. HR people in the field for any length of time even chosing employers very carefully, are usually thrown out of work regularly, So we have ‘been there’ many times when the financial circumstances are very grim and we desperately need to get the job and our family is depending on us to put food on the table. Some HR people try to insulate themselves from the pain and desparation that candidates are in, and they don’t do that well, so they come across as callous and uncaring, and sometimes even become so. As a practical matter, more candidates than jobs becomes a process of elimination, so what keeps you in the retain-for-further-consideration vs. the round file is more often your professionalism, suitability, and NOT standing out dramatically to cause concern. HR will not usually risk their job by screening in a nut case. Incidentailly, Ed: doing everything in your power to avoid HR at all costs is usually not an option – equal opportunity employment means everyone comes through the same door.
The most interesting resume I received was from a reporter candidate who sent me her demo tape in a box filled with red hot fireball candies instead of traditional packaging support. The cover letter read in part “if you think these are hot, wait till you see my demo tape”. We must have received 200 tapes that month, but hers was one of the dozen or so we actually watched. She didn’t get the job, but she did what she sought out to do, get the attention of upper management to give her consideration.
While I appreciate creativity, and I appreciate the effort it takes to think outside the box, I also feel that following directions on the application process is important. There has to be a balance.
Avoiding HR “at all costs” should have been better qualified. Equal opportunity means everyone “passes” through the HR door, not that HR is the first door that is passed through. Were that the case, personal referral, still one of the best ways to get in the door, would have lost effectiveness. The point is, that career services advisers are recommending approaching the decision maker (after thorough research etc etc) and bypassing HR when targetting an employer. Many of the comments here show why.
One of the most interesting I’ve seen is Susan Hires a Boss
Bypassing HR and going straight to the decision-maker is good advice to land a job, as hiring managers often don’t know how to say no to candidates, not because it’s an effective organizational strategy. As an HR professional, I have seen people that go straight to hiring managers hired at a much better rate than those who go through Human Resources. The problem arises in the fact that HR screens for more than JUST skills (although they are the biggest part of the equation) and better hires are made for the organization by a well-run HR department. We’ve let too many people go that didn’t abide by processes to get in and were let go due to inability to follow and or take direction and fill the role they needed to rather than the one they wanted to fill.
By circumventing a company’s hiring practices, you’re showing disregard for their internal controls and measures. If you can get into a company that way, it may not a very tight ship they’re running.
I am in HR and agree that I am very picky about selecting candidates but at the same time I love this creative ways the candidates are using specially the idea of cake designed as a business card and resume wrapped up as a gift – brilliant!
I hate hiring sales people because everyone thinks they can call you or show up and sell themselves into a job without even understanding our industry or the hiring process. If you call me and refuse to get off of the phone until I give you an interivew, I don’t care how qualified you are, you will never work for my company. I will look up your resume right then and make a note: DO NOT INTERVIEW! My hiring managers hate pushy candidates as well. There is a difference between a good salesman and a pushy jerk.
I also get together with a group of HR people and we swap “worst sales applicant” stories so we are sure not to hire the people who try to get jobs by being annoying rather than presenting their skills.
HR Lady ” I would feel stalked if a candidate were using my barber. Can you say “restraining order?”
It’s people like you that add unecessary drama to our world with paranoia and closed minds. Lighten up and realize that outside your box there are innovators making the world turn!
A HR professional’s job is to determine who is most qualified and who will “fit” best in their organization or company. I believe wholeheartedly that being creative and making an effort to draw attention to one’s qualifications is an absolute must in today’s job market, but qualifications are still what will get them the job.
On the other hand, I did not think this board was for the great debate over heartless HR professionals and job seekers. Some might review this board for the HR perspective because they truly need the advice and be it what they want to hear or not, it is the true opinion of the individual’s attention they seek.
For the record I love the present and the foot in the door. The sit-in and barber ideas would have had me hesitant. It’s simple – do not be annoying and overly persistent, be original, creative and qualified, thats what will get you the job!
I agree with MG. Walk in some day and be told your job in HR is gone and and so are you. Been through that drill more than once. Networking will help you get the next job but when jobs are scarce there are times, besides networking, that you need to be creative to get the next job. Recruiters always have their own biases so we need to understand that putting food on the table is a big deal.
The effectiveness of such “creative” tactics depend on the position the applicant is seeking. If the job was in sales, marketing, or advertising they could work, as creativity and tenacity is a required skill. But for a more staid position like accountant, such behavior may be seen as too weird.
One of HR’s functions (in most companies) is to screen candidates before they see the hiring manager. After 15 years of interviews and resume reviews, I can say that some of these unconventional methods would definitely get someone a second look. Not necessarily an interview, but I would take extra time to review the resume in order to assess their qualifications for the position. When recruiters are reviewing hundreds of resumes each week, individuals who make an effort to differentiate themselves from the crowd are most likely to receive an interview. In my opinion, it’s no different than the candidate who makes a phone call to tell me that he was recently laid off and has 4 kids to feed. If you genuinely care about people and their circumstances, you will take a moment to consider their qualifications again. If they do not have the skill set you need, you can still help by referring them to other companies you may know of that do hire candidates with their qualifications.
It probably is a good idea that those folks who are put off by the tactics displayed above do not interview or hire the prospect. It’s simple. If they are put off by creativity and enthusiasm like this the job-seeker would probably be bored stiff working for an organization which does not value ingenuity as a trait. Some organizations’ culture is very straight-laced and stodgy. Lighten up already, it’s a tough market and all things being equal, you have to be memorable in a crowd.
Gimmicks may get you attantion & noticed initially, but that’s not what our clients want from the people we hire and continuously employ. These were interesting stories as far as “getting noticed” is concerned, but at the end of the day, you want to hire someone who can perform, do a great job and that will represent themselves, you and those that they work with well. One consistent thing I’m fascinated by is how important it seems to be to be initially noticed, but then how many aren’t so good about follow up & follwing through skills after they’re noticed!
I am not surprised by some of the recruiter comments who appear to have no sense of humor and are rigit in their opinion. Staffing is hard work, the best recruiters enjoy their work and will take these approaches in stride.
I once recieved flowers with happy faces on them from a prospective applicant, it totally caught me off guard. I called her and thanked her for the flowers. she eventually did interview for a position, I can’t remember if she was hired.
I appreciate extra efforts from candidates. So many don’t even send cover letters any more. These tactics will garner a closer look at their resume, though not necessarily any further contact. The candidate must have the required KSA’s and experience to get an interview, no matter how innovative the effort to be considered.
[...] to know more about what actual hiring managers think about these outlandish tactics? Read the comments on this post from our sister [...]
Would to God I could get a good job w/o having to resort to outlandish conduct, but I really understand some people’s need to work. I’ve been looking for a full time job now since September 2007 w/o success. I really want to work (in Merced California), but I haven’t yet seriously considered crossing the line into such conduct.
hats off to those that had positive feedback! Some of these ideas are VERY creative and just the type of person that would be an excellent fit for some positions. Come on guys, RELAX! It’s not that serious and at the end of the day our goal is to get people to work, fill open positions and enjoy our process! Some of you remind me of what we encounter on a daily basis in the marketplace. Just remember that you too may be on the job market and hopefully you won’t be ignored. Have a winning day!
HR people need to learn to be more receptive to people who “think outside the box”. People who show fun and creativity can really boost the moral of a stagnant workplace, not disrupt it. We spend 1/3 to 1/2 of our lives at work, so in order to enjoy life, we have to enjoy our work.
It will be a great day!!!
Smile
HR needs to lighten up. I’m in sales and undoubtedly there’s a “warden” at the front desk. If you don’t win them over and QUICK, you’re out. Usually light humor works when they see you’re a real person and not some sales jerk. Same with the HR. Got to do something different to attract attention. Have to say…. HUMOR WORKS!
I think some of the tactics, while they may not be appropriate, were definitely imaginative. However, it does get frustrating when you send out your resume a hundred times, you are more than qualified for the position, and you get not so much as an acnowledgement note. My husband has been looking for a job in Mn as a Mfg Mgr, which he has done for 25+ years, with no success, so if these types of tactics work, then maybe it is something we should try, maybe once
Some of you guys really need to have the stick up your ass introduced to the chip on your shoulder. I wasted years getting an HR degree because I wanted to help people like these examples, who truly wanted an opportunity. You guys just protect the company and go to the country club. The balance of power is on the with you on the corporate side now, but that’s the thing about a balance, it can always be tipped. Solid companies of motivated people led by forward thinking, unselfish corporations will be back. I hope some of YOU guys can come up with clever ways to get a job then.
Yes, I agree with #60
Lighten up Mr. Jones (put a wiggle in your walk)!
Those HR people who have no empathy are in the wrong profession. Of course the candidate must be qualified (that goes without saying) but when there are 30 others just as qualified it’s a way to stand out from the crowd. There are plenty of very bored HR people out there, so I say it wouuln’t hurt to be a little creative!
So, according to most of you stuffy HR people, if a job-seeker can’t afford a professional cover letter for their resume, no one will ever know if their skill set and personality might have been a perfect fit for the postion….Too bad. Professional resume writers are paid to be spin doctors. Unless the position is for a professional resume-writer, you may be missing out on some real talent by depending solely on the cover letter and ‘traditional methods’. Not everyone’s a writer, and personality only comes out in the interview. And unless you plan to put the new hire in a hidey-hole with no interaction with other employees, if the personality doesn’t fit, the skills become moot.
In my view, many of the tactics people have used to get attention border on bizzare and I’d not be tempted to resort to anything like them. On the other hand, it has always puzzled me why some people are hired and others are not. Many times I suspected the person hiring tossed a coin or something of the sort. A few posts mentioned candidates should be hired based on their background. What precisely is meant by background? I have reason to suspect many resumes are not actually read carefully anyway no matter how they are put together. I know I have been emailed some job offers which did not match anything my resume says I can or would wish to do. Therefore, this scatter-gun approach to job application certainly goes both ways.
Making a generalized statement like “you should avoid HR at all costs” is pretty short-sighted. Obviously the person who wrote that found himself in front of HR one too many times, for the wrong reasons (like discharge for inappropriate behavior or poor performance). Unfortunately, we “HR types” get to do the dirty work, including looking for the needle in the haystack of thousands of resumes, and when we show a commitment to hiring the best qualified to make YOUR job easier, we get criticized for it. And then when the guy in the bunny suit doesn’t deliver, we have to deal with that too.
This worked for me 3 times. I would see a job listed in an employment ad. I would then think up some “technical question” that needed to be answered by someone involved w/ that dept. I would get to speak w/ them and then mention that I was going to be in the area the next day…could I drop off my resume instead of mailing it. I would then get to meet a few people while dropping off my resume. They would then associate a person w/ the resume and I get get a formal interview. From there I was on my own, but got the job all 3 times.
Also, research the company and the employees before the interview. You probably know someone who knows someone at the company. You can also somehow work that into the conversations. For some reason common bonds help sway people.
I would like to reply to #29, Gene. I am a recruiter, and I have to disagree with what you said. I think recruiters are an INCREDIBLE resrouce, especially in this economy, because think about if a company pays a fee for you, you are THAT MUCH SAFER because the company not only spent the money to hire you, but also paid a fee.
Secondly, all recruiters that I know are trained NOT to have tunnel vision, but to rather be more effective in expressing and showing their hiring authorities how certain skills can be transferable. I know one of my best traits have been convining hiring authorities why they just “cannot pass this one up”. Alot of my offers have come simply based on personality match. As an executive recruiter, it is my job to not only match the skills….but the personality too. You can teach anyone the skills…but you cannot teach everyone how to have the “right fit” personality for the company.
I think that the state of the economy plays a huge impact on both the recruiters and the potential employees. Recruiters are inundated with resumes of individuals who are under qualified, over qualified and those that upon viewing their resume seem like the perfect candiate when considering skill and experience. Potential employees are applying to all kinds of jobs whether they have the skills or not. As a job seeker, I read some of the unconventional ideas and even though they may draw attention, they would not be on my list. However just as I may show my resume to 10 different recruiters, they may all have their own thoughts on what my resume should look like, any unconventional idea may or may not work. Finding a job is a numbers game, requires individuals to do reasearch, be focused, be organized and most importantly must always be in action. At this stage of the game, think carefully of the idea and put it into action and follow up. Good luck to all job seekers, I know it is a jungle out there but you must above all stay positive.
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