It’s not a trick question but we thought we would put our expert panel in the hot seat this week. It’s great that they’ve been sharing their top tips for candidates for the past few weeks but what they do if they were in the candidate’s shoes?
Well we asked them and this is what they told us.
Let your personality shine. What your CV doesn’t tell an employer is what you are like as a person. Cultural fit is becoming more and more prominent in the world of recruitment. These days, a good CV simply isn’t enough. To enable you to stand out from the crowd let your personality shine.
KerrI-Ann Hargreaves, Director, H2 Consultancy.
I’d ensure the resume and cover letter I submit match the employer’s job requirements and then I’d use the interview process to communicate what sets me apart from other candidates. The resume gets you the interview, but how you present yourself during the interview process will determine whether you get the job. In addition, I’d take a closer look at my networking connections to identify anyone I know who is connected to the company I want to work for. Studies have shown that you are 10 times more likely to land the job when you have an employee referral.
Jeff Berger, CEO and Founder, Talent Inc.
I would do what I do every day as a human – I treat people the way I would want to be treated- with honesty, integrity, commitment and respect. And show desire and passion to doing the job!
Lysha Holmes, Recruiter of Recruiters, Qui Recruitment.
I always encourage candidates to do as much research as possible when beginning the interview process with a company. As a hiring manager, a candidate’s preparedness for our conversation is one of the most important things that I look for in an interview. I advise a candidate to read the latest news on the company, understand their core values and company mission, read their company reviews, and thoroughly examine the job description for the role. Being prepared will help you understand if the company is a good fit for you, and will show the hiring manager your work ethic.
Paul Wolfe, Indeed Senior Vice President of Global Human Resources.
Build a positive brand and nurture your network.
Rebecca Fraser, Career Strategist.
Understand why the position is open and the problem the company is trying to solve with that position, then show them how I would solve the problem.
Ben Martinez, Principal Founder, Ramp Talent.
The more time you invest in preparation, the smoother the process will be. Reading the job description is not enough and I would spend time researching the company on Glassdoor in order to become as informed as possible. I’d create a list of questions I want to ask the hiring manager based on employee reviews I’ve read on Glassdoor and would prepare answers to some of the questions that previous interviewees say they’ve been asked by that company. I would also anticipate any tough questions I might be asked and be prepared to bring to life my experience by relating it directly to the job description.
Finally, I would ensure that I convey my passion and interest in the role in a genuine and authentic manner. There’s nothing worse than a half-hearted candidate.
Jo Cresswell, Corporate Communications Manager, Glassdoor.
Be proactive. Whether it’s making sure your LinkedIn profile is up to date, spending a little more time on the latest version of your CV, researching your interviewer beforehand to uncover any mutual links or proactively identifying the types of companies you’d like to work for, you will get out what you put in to your job search.
If you’re not sure where to start, reaching out to your LinkedIn network could help to refine what you’re searching for, and you may even find a connection that can get you there.
Darain Faraz, Careers Expert, LinkedIn.
I would do as much research as possible on the company, the role, and the interviewers I would be interacting with. I would come prepared with examples highlighting what I’ve done and how I could make an impact in my next role. I would ask questions to get a better understanding of what I would be potentially stepping into.
Allan Leung, Lead Talent Acquisition Advisor.
I would be gracious and thankful for the opportunity throughout the recruiting process.
Chris Murdock is Senior Partner and Co-Founder at IQTalent Partners