Resume mishaps, interview no-no’s and follow-up faux pas…

We’ve all witnessed some degree of embarrassment – be it our own or others’ – when it comes to job search process. And last night’s #cbjobchat presented the perfect opportunity to reflect on these experiences.

As you may recall, #cbjobchat is our monthly Twitter chat, bringing together both job seekers and career experts, and dedicated to addressing today’s most pressing recruitment process questions.

What was interesting about last night’s chat was that a lot of the mistakes discussed were by no means exclusive to job seekers. In fact, a lot of recruiting experts could stand to listen to this advice as well…How so? Check out some of night’s best #cbjobchat sound bytes – from job seeker offenses to words of advice – and then see how recruiters and hiring mangers can apply these insights to their own jobs:

• @RecruitingMegan A big one I run into a LOT–talking too much in the interview, not letting the interviewer lead conversation!This advice applies to interviewers as well. Know the difference between leading the conversation and dominating it. Most people go by the 20/80 rule, in which the interviewer should only be doing 20 percent of the talking, and leaving the rest to the candidate.
• @incblot: Being inauthentic or trying to gloss over weaknesses.Admit it: Recruiters and hiring managers are guilty of this, too. We know you want great candidates, but intentionally misleading candidates to make a position or opportunity sound more glamorous than it is bad for business (and possibly karma).
• @DawnBugni First and foremost KNOW what the company does. I’ve interviewed people who didn’t even know what the company did.Isn’t it annoying when a candidate hasn’t taken the time to find out what your organization does? Think about how annoyed candidates must feel when you haven’t taken the time to review their resumes before the interview. Doesn’t exactly make them feel wanted…
• @RecruitingMegan I see people try to cram it all onto one page, and then I see people include every job they’ve held… everKinda’ just makes you want to gloss over the application and toss it aside, huh? That’s exactly the same reaction job seekers have when they see cluttered, unorganized job postings with too much irrelevant information. If applications aren’t coming in, take a look at your job posting and ask yourself, “Would I bother reading all of this?”
• @tombolt The candidate experience is all about setting expectations. If applicants are not told the rules for follow-up etc. Always ask.Don’t want candidates harassing you with pesky follow up calls and emails? Set the ground rules during the interview for when they should expect to hear from you (and when they should effectively move on).
• @Ashley_Beste I recommend bringing any material that sets you apart. Letters of Recommendation, Projects, Research!Just as the candidate is trying to win you over, you’re doing the same for them. Always go into interviews (or networking events, career fairs, etc.) prepared to discuss all the things that make your organization unique – the benefits you offer, the special things you do for employees, opportunities for advancement – all the things that are going to put your organization at the top of their ‘most desireable’ list.

Got something to add or an idea for a future chat? Feel free to add your two cents in the comments section below – or on Twitter using the #cbjobchat hashtag.

Thanks again to all who participated last night. And feel free to join us the first Monday night of every month at 7 p.m. Central. We’ll post reminders and details for upcoming chats on our Facebook and Twitter accounts, so make sure you’re following us!