Last week I went for my annual physical. Even though I've had the same health provider for years, there are always the requisite forms to fill out. On one of these forms, the line read (yes, I did read every line!), "please list a phone number where we can leave a massage." Yes, you read it right — they were going to leave me a massage. So, instead of putting my phone number in the space, I wrote, "Yes. I'd love a massage. When can you do?"

I'd like to tell you that the receptionist noticed it right away, laughed at my joke, apologized profusely for the error, and promised that she would pull all remaining blank forms off the shelf. But she didn't even notice. And I didn't point it out. I just chalked it up as one of those minor details that so often go unnoticed — but not by me!

You see, I'm a stickler for details. (My first job was in a bank — that probably sealed my fate in this regard.) I take that fastidiousness into my work — especially when I am reading resumes. And I'm sorry to say that some of what I read (at all levels of candidates) can be pretty bad. Here's just one example.

Proofread — Proofread — Proofread

A few months ago I was on a search for a marketing communications specialist for a client. The job wasn't entry level. It required four or five solid years of brochure writing, proposal writing, design, trade show support, etc. I made a few phone calls and got the name of a young marketer whose background would make a good fit for our technology client. He was more than happy to take my call and listen enthusiastically about the position. He sent me his resume that evening.

The next morning, I was crestfallen when I read it. He was a potential great fit for the search. But he had a fatal flaw on the resume. When listing the chronology of his jobs, one entry read, "1919–1998."

Now, I knew that what he meant was "1991–1998," but that's not what he wrote. "Yipes," I thought, "If he makes a mistake on this document, what do you think he'll do on the client's website or written materials?" Much as I hated to do it, I couldn't submit his resume, even after I had him correct it.

The candidate was very upset with my decision. I felt very bad but was firm in my resolve. We continued the search and filled the position much later then I would have liked.

Why Couldn't I Forgive a Small Error?

Because I think:

1. That resumes are not only a chronological listing of where we've been since graduating college (or whatever), they are a document that reflects who we are as a person. As such, that document can also reflect (read predict) the quality or lack thereof of our work output.
2. If a candidate makes a mistake on his resume, I won't be able to trust that the quality level of his work will be high. And I must be able to certify, as much as I can, that the candidates we advance to clients must be able to do quality work.

Of the two, the second point is critical. While some might think I'm a stickler on the details, the way I see it is, if someone is not careful about what they write, it could potentially be disastrous. In the sales arena, an extra zero on a proposal could be the difference between $20,000 and $200,000. For a marketing communications professional, a typo on a website reflects badly on a company; a typo on a brochure might means thousands of dollars in reprinting costs.

So, here's the massage (whoops!). If you get a resume that you are impressed by (credentials, format, writing, etc.), that potential employee will pay attention to details. If, on the other hand, you get a resume that has blatant mistakes on it, that candidate probably won't pay attention to details. And, we all know where the devil is!

How about you — what do you think? Should errors on a resume be forgiven or do you take it as a sign? Follow this link to tell me.

P. S. Guess what? There's a typo in this newsletter. Did you spot it? If you did, be the first to email me where it is, and I'll send you a copy of Eats, Shoots & Leaves (reviewed below).