Job Application Tips for the U.S.

For Jean Montgomery, Manager of Talent Acquisition in Bohemia, USA, the cover letter is a significant part of the application and should highlight how the candidate will be an asset to the company. In this interview, she reveals what opportunities a cover letter offers candidates and how to use it to convince recruiters.

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Jean, is a cover letter still necessary and if so, what’s the most essential thing about it?

For me, a cover letter is definitely a must and candidates should consider it a chance to tell me more about them. It should contain a brief overview of skills and background aligned with the job advertisement and a statement about how you can be an asset to the company. Additionally, you can show that you’ve spent time getting to know the company by outlining what is compelling about working there. For example, “I’ve been following Sartorius for some time now and I see that in addition to expanding the product portfolio the company is undergoing significant growth and I would welcome the opportunity to be a part of the Sartorius team during this exciting time."

The cover letter should contain a brief overview of skills and background and a statement about how you can be an asset to the company.

Jean Montgomery, Manager of Talent Acquisition, Bohemia, USA

What do you look for in a job application or interview?

In a job application we are looking for candidates who relate relevant information in a concise, compelling, accurate manner. Career highlights and job achievements should illustrate your successes. And at the end, of course, attention to detail and accuracy are essential too.

In an interview we are looking for candidates who exhibit and communicate a passion for their work and who are engaging and authentic in their responses to the questions posed. The candidate should have the ability to effectively communicate ideas and information relevant to the position.

Are there any no-nos in a job interview?

Of course, there are. For example, someone who is negative and arrogant in their responses or bashes their former boss or company. Another no-go is to not be engaged in the interview conversation at all, as well as talking excessively and providing extraneous information that is not relevant.

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