Oh….that is a question. Tell the candidate? Don’t tell the candidate?
I mean really, attention to detail is key in most jobs. Especially anything executive level. Certainly anything administrative. And good grief, if it’s accounting or finance, typos are verboten.
But where is there slack? Do you excuse typos in a LinkedIn profile? Maybe not. Especially if you’re looking for a Digital Media professional. I mean their profiles should be perfect, yes?
I’m so tempted to send a quick message to people when I see a typo in their LinkedIn profile. I’m not sure everyone is as open minded as myself and I wonder how many opportunities have skipped by because your profile is the most forward facing image of you online in word form.
I struggle with this. It happens all day. To good people. Super ideal candidates that have spot on experience, hit the salary range and are personable to boot.
I’m very forgiving of LinkedIn profiles, especially if I think the person is not on the hunt. You can tell, they created a skeletal profile merely to place their stake in the LinkedIn sand. But there are some profiles that are super detailed and resume like and those, well those I wonder.
But ultimately we are human. All of us, no perfect people here. If I were judged on the text messages I send on a daily basis, well I certainly wouldn’t be writing anything for anyone. Bottom line, I won’t turn your resume over to a hiring manager with a typo I can see. If I do, the hiring manager is going to think I don’t have attention to detail and that won’t do. Not only will I not turn it over, I’m going to tell you I can see the typo. That’s a horrifying conversation for the candidate, I can feel them blushing over the phone. And there’s always disbelief, first because there’s a typo and then because I told them. But it is so much better to tell them, to give them a chance to fix their often minuscule error, versus ditching them from an opportunity.
Whenever I help anyone with a resume, I spell check it. I use Grammarly. I make two other people read it. Then I read it aloud. As silly as that sounds reading anything aloud usually points out grammatical errors and spelling errors, I find I pay better attention to detail. I read everything important aloud before I press send, it’s worth the 2 minutes of feeling ridiculous to know your message is correct.
So I tell on the typo. And I make the candidate fix it. I don’t fix it. At that point I expect the candidate to go through their resume…profile…whatever…with a fine tooth comb. Now I expect perfection. Sometimes those resumes come back perfect, and sometimes they still come back with typos and grammatical errors. You can guess who ultimately moves forward.
Note: The postings on this site are my own and do not necessarily reflect those of Marriott International.
Kelly is an HR Pro focused on recruiting Temp and Executive Talent in the Hospitality Industry and a 10 year writing veteran on FOT.