Mistakes to Avoid When Applying for a Job

You are reading this blog because we want to improve your chances of getting a job with us. 

We are hiring like crazy because we are fortunate to have many clients and partners.

I’m going to tell you about some mistakes people make when applying.

If you can avoid these three mistakes and follow the instructions, there is a good likelihood that you are going to be way ahead of anyone who is applying for a particular position.

Mistake Number 1

Make sure you spend a little time, personalize your message, and say something particular about what you learned.

Show that you stand out, which puts you ahead of 95% of other candidates.

The first mistake is they reach out to other folks in the team or me with zero preparation.

Do not send a canned message that says, “Dear Sir,” and then it just has stuff that you didn’t put anytime to research on what our company does.

If you haven’t seen tons of projects we have, then you’re going to look like the thousands of other people just blasting their resumes out.

Mistake Number 2

Watch out for grammatical errors and other kinds of mistakes.

We are looking at your ability to communicate if you have capitalization and punctuation errors, it hurts your chances.

Even if English is not your first language, that’s okay. We have a lot of folks in the Philippines, Brazil, Pakistan, and other places.

But you have to show that you can communicate very clearly. It doesn’t mean you have to be a writer or to be able to write a book. Avoid things that have grammatical mistakes.

Mistake Number 3

Follow-up: If you want to know what you can do, you must follow the instructions closely.

The instructions for any particular job will be something like sending a note to Juan, making a one-minute video and posting it on LinkedIn, or sending something with a subject line with a keyword.

Please pay attention to the details, as we constantly test your ability to follow directions.

This mocks out many candidates because they cannot pay attention to the details.

It would be best if you worked closely with other team members when working on a team in different groups. 

If you come to me every time, it shows you cannot work in a team. That doesn’t mean I do not want to hear from you.

Mistake
Me sharing guidelines on “Mistakes to avoid when applying for a job.”

But if you can imagine the guy Jim who started Cosco, if everyone went to CEO of Cosco across all the different stores of Cosco, they would never get anything done because they would just be creating chaos.

You must learn to follow directions and know who to contact for whom.

It could be another team member. It could be someone who is in a particular group.

There are always some instructions, and you have to demonstrate that you can figure out who is the right person to contact or be able to solve the problem for yourself or go to the training.

Certainly, reach out when it is a question that does deserve clarification that you need.

But remember if you are implying that the team is evaluating your ability to follow directions. The question you ask tells us your comprehension and how well you understand.

Maybe you want to be a project manager, have 20 years of experience running an agency, and want to work with us. That’s great too.

Engage and Show your Expertise

I can tell you if it’s working for me; I will first see whether you engage with our content and whether you have the expertise.

I will look you up and determine the best use of your time and my time.

There is so much opportunity in our mission to create a million jobs, and I’m happy that we have friends like john Jonas and job.ph our friends with Fiverr, Nelson, who got a bunch of 7 figure agencies in his group, so he’s helping agency scale.

If you are an agency owner reading this for fun, great! We would love to see you hire people; the people coming to our program are not for us. It’s for all of us.

We want to create jobs together based on clear, fair instructions, anyone who can qualify, anyone who can get these things done, doesn’t matter where in the plant, doesn’t matter if they are a single mom, doesn’t matter if you are broke if you can get the job done. We want to hire you.

So, I hope that is encouraging for you, and I hope that you can step ahead and be ahead of most of the people who make mistakes when applying for jobs, whether for us or somebody else.

Looking forward to seeing your progress, and if by some chance you don’t hear from us or you get declined, maybe you are not ready. 

You can always try again. We believe people can constantly improve and accelerate their learning.

And we are a team that comes from making many mistakes we have seen in the last 20+ years of hiring.

Go check it out, and I can’t wait to see your progress along the way.

3 mistakes that get applicants rejected

I’ve hired hundreds of freelancers, VAs, and team members over the years.

And here are the 3 big mistakes that candidates continue to make.

Hey Dennis Yu here. And the reason you’re watching this video is that we want to improve your chances of getting a job with us. We’re hiring like crazy because we’re so fortunate to have so many clients and partners, but I want to tell you about some of the mistakes people make when they apply. So the first mistake is that they just straight up reach out to me or other folks in the team with zero preparation.

So if you just send a canned message. That says, dear, sir. And then it just has stuff that shows you clearly didn’t put any time to research what our company does. You’re not following us on social media. You haven’t clearly seen the kinds of projects that we have. Then you’re going to look like the thousands of other people that are just blasting their resume out.

So number one, make sure you put in a little bit of time, personalize your message to say something specific about what you’ve learned to show that you stand out and that will put you in. Of 95% of the other candidates. Number two is grammatical errors and other kinds of mistakes. So we’re looking at your ability to communicate.

If you have errors in there and capitalization and punctuation, that’s going to hurt your chances, even if English is not your first language. That’s totally okay. We have a lot of folks in the Philippines and Pakistan and Brazil and other places, but you have to show that you can communicate very clearly.

Doesn’t mean you have to be a writer or you have to be able to write books or things like that, but just avoid things that are sloppy or have grammatical mistakes. Number three is the follow-up. So when you want to know how you’re doing, then you want to make sure you’re paying close attention to the instructions.

So the instructions for any particular job are going to be something like send a note to Juan or make a one minute video and post it on LinkedIn. Or send something with a subject line that has like squirrel in it. These are all ways where we are testing your ability to follow directions. So that’s what knocks out most candidates because they can’t pay attention to detail.

And so when we’re working in a team where it’s not just you, but it’s a team of us that are working together in different groups, it’s absolutely critical that you can work closely with these other team members. If you come to me every single day, And that shows that you can’t work in a team, right? It doesn’t mean I don’t want to hear from you, but if you can imagine, like the guy Jim, who started Costco, if everyone went to the CEO of Costco across all the different stores of Costco, like they would just never get anything done.

Cause it would just be chaos. You’ve got to learn to follow directions and know who to contact for who, so it could be other team members. They could be someone who’s in a particular group. There’s always some instructions. And you want to demonstrate that you can. Figure out who is the right person to contact or be able to solve problems for yourself or go through the training.

Certainly reach out when it’s a question that does deserve to where there’s a clarification that you need. But remember that if you’re applying the team is evaluating your ability to follow directions. And then by the questions you ask that tells us your comprehension and how well you understand.

So if you can follow those three. Yes, there’s a good likelihood that you’re going to be way ahead of everyone else. Who’s applying for a particular position, or maybe you want to be a project manager. Maybe you already have 20 years of experience running an agency and you want to work with us. That’s great too.

I can tell you if it’s working for me, first thing I’m going to do is see whether you’ve engaged with our content and whether you have the expertise, as opposed to wanting to get me on the phone right away, where I have to explain what our company does. Because I’m going to look you up before we meet in the same way, you should look me up and figure out how to make the best use of your time and the best use of my time.

So I hope that helps you. Good luck. There’s so much opportunity. I would love to find some way to be able to create a million jobs, which is our mission. And so glad to have friends like John Jonas of online jobs, not pH our friends at five. Josh Nelson, who’s got a bunch of seven figure agencies in his group.

So we’re helping agencies scale. If you’re an agency owner and you’re listening to this, watching this just for fun, by the way. Great. We would love to see you be able to hire more people. And the people that come through our program, it’s not just for us, it’s for all of us. So we want to create jobs together based on clear, fair instructions that anyone who can qualify, anyone who can get these things done, doesn’t matter where in the planet doesn’t matter if there’s something.

It doesn’t matter if they’re broke, if you can get the job done, then we want to hire you. So I hope that is encouraging for you. And I hope that you can step ahead and be ahead of most of the people that make mistakes when they’re applying for a job, whether it’s with us or somebody else. So looking forward to seeing your progress, and if for some chance you don’t hear from us or you were declined because maybe you’re not ready.

We can always try again. We believe that people can always improve. Best thing is don’t make those mistakes in the first place. You want to accelerate your learning and invoice, avoid the pain that comes from making the kinds of mistakes that we’ve seen over the last 20 plus years in hiring. So go check it out and I can’t wait to see your progress along the way.

My friend.

Here are our hiring process and deboarding process.

In 2020, you need systems and processes to get the work off of you. That means you need a simple, hassle-free way to hire and fire people.

If you want more freedom, you need to DELEGATE the work– not HUSTLE harder.

And have repeatable processes that govern the work that your people are doing.

Want to know my secret weapon and a sneak peek into my focus with next year?

Watch closely what KeapFiverr, and Onlinejobs.ph are doing with us.

I posted two jobs for hiring 3 VA’s and got 285 applications in the last 24 hours.

Want to know the super-effective process for how we quickly and accurately narrowed the list down to just 15 and then down to the final group?

In short, we put a ton of detail in our postings, especially with article links and a codeword for them to use in the subject line of their initial response.

RABBIT is the one for our VA and SQUIRREL is for the designer.

Gmail sorts by threads and by subject lines, so they automatically group responses.
50% get knocked out instantly, but sometimes I’ll make exception (see canned note #1).

Of the initial cut, we look to see if they have personalized their response.
Another 50% of that gets knocked out.

Of the most promising remainder, we look at:
# Did they include a one minute video?
# How good is their English?
# How strong is their portfolio and profile?
# Do they have a cheerful, positive personality?

Maybe means no– so if not HECK YES, then NO, since there are so many amazing ones.

Then we provide one sentence of personalization, not just to show we care, but to ask them follow-up clarification questions. And then we paste in canned note #2, for more content to consume and another video to make.

Of the 5% that pass this filter (which is still 15 people out of 300), we are reasonably certain they would be great employees.

However, we want our internal people to screen them and pick 3-4 of the remainder to hire.

Of course, we don’t have to hire 3-4 people– we could do more or less based on the pool and our needs. Our needs have been growing for this type of support.

But generally, we should be able to get:
# one designer– to help out on guides, infographics, client proposals, skinned documents, personalized dollar bills, website tweaks, video effects, and technical stuff.
# 2 general VAs– to help with basic operational tasks: creating basecamp projects, assembling documents, transcribing videos, editing content, Excel work, and project management.

When we get strong, full-time folks that want to do this as a career, we don’t get the flakiness that we have designed for in the specialist program, since these internal folks must be stable and here for the long-run.

They’re also paid less– most are making $4-6/hour, which is good money, even for a college grad in the Philippines.

We’re basically doubling this, since we want the best– folks who don’t need micro-managing and can cover multiple positions.

Hiring VAs through Onlinejobs.ph

Logan Young, and John Jonas talk about why we use Onlinejobs.ph to hire VAs and new prospects, and why you should too.

John: Hey! This is John and Logan again. Up here on the roof of my house.

 

Logan: Beautiful scenery of Utah.

 

John: It’s wonderful.

 

Logan: Yeah. It’s, I mean I live in Arizona, it’s a desert, so a place all these mountains with cactuses and..

 

<< both laughing>>

 

John: So, I know that you have hired a bunch of VAs in the Philippines. I know you’ve hired some of them from onlinejobs.ph, which is my website, obviously. Tell me about your experience in using it. Is it positive? How many people are you finding? Are you getting a lot of applicants? What, How has it been?

 

Logan: It’s been great! Very positive. We’ve been super happy with the success we’ve had. And, you know, obviously, everything’s super organized, by like the tasks they’re able to do and what vertical they fit in to. 

 

So, for us, we’ve run them all through our process and we did a research and we have a full team of VA’s now working with us, all sourced from your site that we visit with them in person. They’re great, fantastic people, hard workers, loyal, everything you hope for. Right? So, for us, it’s been a good experience like beginning to end.

 

John: Sweet! So, when you guys use it, so there’s a couple of different ways like I will search resumes and contact people, how do you guys, do you guys post a job? What do you do?  What’s your job process?

 

Logan: We post jobs. We have 6 different roles we’re trying to fill such as we do a ton of videos, as you guys can see, so we’re looking for video editors; we’re looking for people who can manage — do operations; people who can do design because we have different guides and stuff. So, again we have 6 major roles that we are trying to fill. So, based off of those, we post, and then, from there we send them through our qualifying process and we’ve had pry over a thousand applicants but.

 

John: Through individual job posts?

 

Logan: Overall. Yeah. Because I mean, it’s like a funnel in marketing. Right? You cast them wide into the top and when you get to the bottom you know, like the cream of the crop, right,  the, let’s see another Latin phrase, the diamond in the rough.

 

John: Yeah yeah.

 

Logan: Yeah!

 

John: Yeah. So, you’ve had a thousand applicants and you guys have a filtering process that just brings in few and outcome the really good ones at the bottom.

 

Logan: Yeah. Yeah. So, along the way, you know we’re checking for things, we are preempting all the problems that we’ve seen. So, we’re pre-empting people that aren’t going to be strong in communicating, that aren’t as qualified maybe as the resume says for their skills, these different things. 

 

So, we’ll ask them to do these things in part of qualifying process. So, along the way people are just, you know, they’re not the right fit, and then, you get to the bottom. Then those people are the ones.

Yes, our agency hires young adults

Yes, our agency hires young adults.

People constantly question my reasoning behind this. Are these young people truly certified and mature enough to be doing this type of work for big clients and personal brands?

The way we ensure accountability and quality performance in our work is through the use of checklists and processes.

Our mission for years has been to bridge the gap between formal education and work experience.

We intentionally don’t define age limits, not because it would be illegal, but because “young” is a mindset for people able and willing to learn- to become certified digital marketers.

Though easily broad-brushed, – there is spectrum between teach-ability and maturity.   You’ll want to have a mix of folks to get the best of both worlds.

How many 50 year olds are pros at marketing on Snapchat and TikTok?

Yet, how many 22 year olds understand how to run operations in a 100+ person agency?

We have a mix not because we abide by the law, but because it’s good for business. That’s why we build teams that rely upon training and processes, so we all can keep learning.

It would be short-sighted and disrespectful to call task-based learning “cookie-cutter”- any more than you’d say a surgeon or airline pilot was mindlessly following cookie-cutter processes.

If you’re undergoing an operation at the hospital, perhaps you opt for the most creative surgeon- but I want the result, not the flair.

Our goal at BlitzMetrics is to arm these young adults with both the right knowledge and years of real world experience so that they too can lead effectively and deliver repeatable excellence in their work.

What legacy do you want to have on the next generation?