I always recommend to my candidates to not only bring one copy, but bring three as you never know how many interviewers may be in the room. Simply stated, candidates will be judged by the amount of effort they put into the process. Stevens compared the interaction between candidates and recruiters to dating—with each party responsible for setting the mood. If one of them shows no interest, or is rude or unprepared for the journey, the relationship will not form properly and is doomed from the beginning.
This is why it's so important for not only the candidate to be prepared but for the company to provide that candidate with a great experience. When candidates are challenging to work with throughout the interview process, it is usually an early sign of what it will be like to have them as part of the organization, Pylant said.
Candidates who arrive for an interview without showing any interest in the company or its mission, or conversely, expressing a desperate willingness to take any job, are further turnoffs.
Alison Mackay, a technical recruiter and co-founder of the Silicon Valley Recruiters Association, said she will pull the plug on an interview with an excessively unprepared or rude candidate. Mass applying to jobs is another huge red flag, according to Pylant. At least a few times a month I have candidates that ask me to refresh their memory as to what the company is or what the position is because they've applied to so many roles. Not being truthful is another sure way to make a negative impression on recruiters.
Stevens prepares for interviews by studying a candidate's resume, particularly job stability and career progression. Being too honest can also hurt a candidate's chances. Mustain added that griping about a current or former employer is a dead end: "Recruiters are not career counselors.
One of the most grievous things a candidate can do in the recruitment context is to use the interview process and offer as a way to get a raise via counter offer from their current employer, Pylant said. Finally, there are those candidates who mistake a recruiter's friendliness for something more and cross a professional boundary.
That includes flirting, getting overly chummy and other inappropriate interactions. One incident that still makes her laugh is when a candidate began serenading her on the telephone. Candidates that invest time in researching the company and role, exhibit strong interpersonal and communication skills, appear honest and enthusiastic, and ask probing questions make a recruiter's job worth it.
Recruiters also appreciate someone who knows how to dress for an interview, how to greet staff onsite and how to build rapport. It shows me that they are serious about their next step, not just looking to get their foot in the door for a certain company. Mustain said that when she asks "Why Amazon? Mackay recently had a candidate who was able to speak to specific examples of what the company had done in the area of interest that he was interviewing for.
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Corporate recruiters also look beyond their incoming job applications to fill roles. Job seekers can improve their chances by supporting these efforts. Sourcing often starts with browsing resumes posted by job seekers to a variety of job boards. This includes the big name career sites such as Indeed , Monster , Glassdoor , CareerBuilder and others. There are also niche sites that cater to specific industries. For example, in healthcare, James checks out NatureJobs.
Recruiters use LinkedIn Search to find candidates that have the right job title or hard skills for the open position.
They can return a combination of skills and titles in one search by crafting a complex Boolean string. The searches can become very complex. Adding keywords from actual job descriptions to their LinkedIn profiles helps job seekers appear in more recruiter search results.
The phone screen serves a few purposes. But when you have that limited amount of real estate, there are going to be some things that you have to leave out. Aside from logistics and other specifics that need to be addressed, the third goal of the phone screen is to sell the candidate on the company and get an idea of culture fit.
Depending on the company and position, a corporate recruiter might opt to bring in a candidate for an in-person interview. That said, the phone screen is typically the only interview the recruiter will conduct with a candidate.
An in-person interview will typically be with the hiring manager. In some organizations, the corporate recruiter may come back around after a successful in-person interview to present the offer, negotiate salary, and tackle other logistics.
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