Anonymous wrote:I'd ignore the email completely. If he can't follow instructions then you shouldn't give him any consideration.

+1

If applicants don't follow instructions, I don't go any further. They will be PITAs with every internal process.

Anonymous wrote:I rarely follow the instructions - thy are black holes - and seriously who needs references sent with a resume? There's a time and place for those and it's not before you even talk.

Yes it is. The fact that the candidate HAS references testifies to the veracity of their resume, just like if they are willing to send us work samples (subject to NDA and employer confidentiality requirements, of course).
I've had more than one candidate bail when the phone screener told them that we require work samples.

PP may be a qualified and assertive professional, but there are plenty of liars on the job market.

I am guessing this isn't a $300k+ job.

I put very specific instructions in our job ads and immediately pitch anyone who didn't follow the instructions because it tells me a few things:

1) they didn't read the entire ad and are just blanket applying
2) they do not pay attention to details
3) they do not follow directions

None of those are positives.

Now if the applicant submitted correctly and sent me a direct email, that would be OK by me. Shows initiative.

It's up to you, not us. Call it.

Anonymous wrote:I'd ignore the email completely. If he can't follow instructions then you shouldn't give him any consideration.

I'd do this, or what the PP said about directing him to the actual process. Then, even if you like him, I'd ask past employers specifically about his ability to follow directions and the degree to which he suffers from Special Snowflake Syndrome.

Wow I'm amazed at the replies here.

I rarely follow the instructions - thy are black holes - and seriously who needs references sent with a resume? There's a time and place for those and it's not before you even talk.

I send a polite brief (100 words or so) note to the recruiter, attaching a resume and 3 to 4 bullets highlighting the basic reason why they should bother reading the resume at all.

If it's via LinkedIn, I can't attach a resume so I just do the bullets and offer to chat anytime if there's interest. Nine times out of ten, I get a call. It's not about not being able to follow instructions - it's about making it easier for the recruiter by giving them a 30 second tailored message that they can very quickly asses fit against.

Truthfully it has worked great. Recruiters don't want to read page long cover letters and resumes dense with bullets. I make > $300K so maybe it's a leveling thing?

If he did something similar, I'd cut him slack. If you subsequently ask for a resume and he doesn't send one, that's different.

He sounds like an ass. Just ignore the email.

If he had also included a resume, other useful info I might consider him as assertive. But as it is he is already making more work for you as you now at a minimum need to send a request for enough info. He is an annoying inconsiderate coworker. No way.

I'd ignore the email completely. If he can't follow instructions then you shouldn't give him any consideration.

Do this:

Anonymous wrote:

"Thank you for your interest. Please apply via [website] and we'll be in touch if you're background fits our needs."

From an applicants perspective, online apps can feel like black holes. I understand the desire to send a separate email to stand out. But, the email should be in addition to, not in place of, following the correct procedures.

Anonymous wrote:If you don't want to immediately flag, email back:

"Thank you for your interest. Please apply via [website] and we'll be in touch if you're background fits our needs."

From an applicants perspective, online apps can feel like black holes. I understand the desire to send a separate email to stand out. But, the email should be in addition to, not in place of, following the correct procedures.

Remember in elementary school (I may be dating myself) the grade you got for "follows directions?"

IMO as a hiring manager the ability to read, comprehend, and follow instructions starting with something as basic as the application format & process is fundamental.

As a matter of courtesy I'd reply as suggested above, though one could just ignore if the applicant doesn't figure it out on her/his own and apply as instructed.

The second one. Here's why: it's a JOB. You need to know you can give an employee instructions and they will follow them. A maverick would have a kick-ass cover letter.

Remember in Legally Blonde, when Elle Woods gives her resume to someone? It's on pink paper and she's sprayed perfume on it. But it's STILL a properly formatted resume.

If you don't want to immediately flag, email back:

"Thank you for your interest. Please apply via [website] and we'll be in touch if you're background fits our needs."

From an applicants perspective, online apps can feel like black holes. I understand the desire to send a separate email to stand out. But, the email should be in addition to, not in place of, following the correct procedures.

The second one.

I run a hip, boutique interactive agency that recently posted some positions. We clearly state the application process is to send a cover letter, resume and references through our website. A candidate bypasses all of that to email me - "Hey Anne!" and proceeds to tell me why I should hire him. Does not attach any of the requested a materials online as directed.

Is this maverick exactly the sort of out of the box thinking our company needs or is this a self-important narcissist whose email should get immediately marked as spam?