Job-seekers often ask how they can stand out from the crowd. Being unique and having impressive professional experience are obviously important but there are some things that many forget when looking for a new job. So, what do our recruiters look for in their candidates? We asked our team of recruiters what the top traits they look for in a job-seeker and it’s not as crazy and out of the ordinary as you might think.
Professionalism
From the beginning, interactions with candidates should be professional. No hiring manager or recruiter is going to be able to take candidates seriously if they aren’t approaching their career in a professional manner. From the first step throughout the hiring process, recruiters look for professional and engaging interactions.
Punctuality
A candidate that is respectful of the interviewer’s time does wonders for their image in the hiring process. There are times that this may not be possible due to unforeseen circumstance so make sure to communicate any issues promptly. Punctuality throughout the hiring process, from phone calls to in-person interviews, is imperative if you’re looking to impress a recruiter or hiring manager.
Communication
Especially in the marketing industry, communication is a key attribute recruiters hope to see in candidates. If a candidate can’t communicate their experiences or communicate in general, how would a recruiter expect them to perform in the actual job? Possessing both written and verbal communication skills is essential and can help a recruiter consider you as a top candidate.
Responsiveness
If a recruiter or hiring manager calls you and you miss the call, call them back as soon as you can! If this is a position you’re interested in, you should be as responsive as possible when the recruiter tries to contact you. Whether it’s an email or phone call, being responsive and timely with your recruiter can make a big difference.
Ambition
“Someone who is ambitious comes prepared to the interview and expresses lots of interest in the position. A candidate who wants to grow their career with the company can be an investment for the long term. Candidates can demonstrate ambition by listing achievements that include exceeding goals or working in a leadership position, even while at school or in a volunteer capacity.” —Jeanine Hamilton, founder and president of Hire Partnership, a staffing firm in Boston
Curiosity
“Curiosity can leap off a resume and cover letter through the inclusion of varied experiences within a person’s industry of choice. It comes through during interviews when a candidate asks intelligent questions about the client company’s background and culture, as well as the role itself. Research the industry and company before your interview so you can progress to a broader discussion, indicating your interest and commitment to proactively gathering information and solutions.” —Karen Finan, president and CEO of Northern Kentucky Regional Alliance, in Covington, Kentucky
Learning agility
“Learning agility is the ability to learn from experience and adapt those experiences to future situations. In interviews, I assess this by asking candidates how they ‘learned the ropes’ [at their last job]. I also focus on critical incidents—high points, low points, and turning points—for each job. I am looking and probing for how resourceful the candidate was in their response to challenges and opportunities they faced. What did they learn, and how did it change them?” —Don Tebbe, consultant on leadership succession and career transitions in the Washington D.C. metro area
Positivity
“If a candidate doesn’t have a positive and upbeat demeanor, it’s a deal-breaker. To clarify, I’m not talking about a Pollyanna attitude, but rather someone who has a great attitude, smile, energy, and optimism that others feel when they interact with them. Moreover, someone that when ‘stuff’ happens, they have an uncanny ability to figure out root causes, work through them with optimism, learn from the situation, and find some sort of silver lining in the experience.” —Kyle Bruss, director of talent acquisition for Talent Plus in Lincoln, Nebraska
Reliability
“Scientists use consistent—or reliable—past results in order to predict future behavior. The same holds true at work. Reliability is important because it shows your future boss what they can expect of you going forward. Show you are reliable by [being on time] for interviews or meetings, and sending your resume and any other piece of documentation requested, when you promised.” —Angela Copeland, career and job search coach in Memphis
Transparency
“A perceptive interviewer quickly picks up on the fast-talking, withholding, misleading, or less-than-honest interviewee. Be open and forthcoming. It’s OK to admit being terminated because of a difference of opinion with your boss, or a culture mismatch, or a mistake with a lesson learned, as examples. It happens, and it will come out in the reference checks. Always maintain confidentiality [agreements] and be respectful of a former employer, but admit that there was an issue. Transparency always wins.” —Donna Friedman, executive at Tower Consultants Search Group, an executive recruitment consultancy, based in Fort Pierce, FloridaReady to impress recruiters with you skills? Apply at inductusjobs.com
