Part of the services Limitless HR Solutions offers is recruiting, so part of my job is matching job searchers to people who are hiring. From a recruiting standpoint, there are really three things to take into consideration: Does the skill set of the candidate match with what the company needs; is the culture a ‘fit’ for the candidate, and lastly, does the candidate demonstrate social/emotional intelligence? Much of the time, it’s like gold mining, and sometimes it’s like gold mining in reverse.
As a Certified Professional Resume Writer, I am well aware that a resume is a marketing tool and sometimes it’s not an entirely accurate one. Behavioral interviewing is my best tool for determining whether someone has actually done what their resume claims. For example, the resume might say ‘Managed customer accounts worth $250 million’. Behavioral interview questions will address what specific things they did when they say ‘managed accounts’ and you may find out they did exactly what you need them to do in this role or (reverse gold mining) by ‘managed’ they mean ‘took orders when established clients called them in’.
So tip number one for job searchers: You will greatly increase your chance of an interview if your resume makes it easy for me to determine the things you did and the results you got. I’m sure I’m not the only recruiter who is also a resume writer so please do not ‘fluff’ up your resume to make it sound more impressive. We can tell. And do you really want to land a job that is way above your experience level?
Recruiting for cultural fit is as important as skill (see previous article). This is relatively easy to get a sense for; and especially when both sides are honest. I firmly believe that in any relationship-dating or working, there is a lid for every pot. If not having established policies for things gives you a rash, please don’t say you thrive in chaos.
Tip number two for job searchers: If you haven’t done so, please take some time to figure out what you’d really like to be doing. If you’re feeling desperate to land a job, this may seem like a luxury you can’t afford but trust me. You’ll stand a much better chance of getting by the me’s of the recruiting world if we sense this is a good fit and not that you’re saying whatever you have to because you’re worried you’ll never, ever get a paycheck again.
The last thing is emotional or social intelligence. I’m not sure if this can be learned or not. After some of the candidates I’ve spoken to I’ve wondered if they are playing an elaborate joke on me. Why would someone go to the trouble of applying for a job they clearly don’t want?
Tip number three for job searchers: Unless a recruiter calls you out of the blue, you will be aware that you have an interview. If you don’t at least do a cursory google search of the company you are interviewing with as well as a review of the job description…of the job you have applied for…you will NOT endear yourself to the gatekeeper…ERRRR recruiter.
Tip number four for job searchers: It’s a good idea to be pleasant to the recruiter. If you berate them for information, or demand a higher salary before the interview has started, or complain about the job description, we will think you are a jerk and will not recommend you for hire. It saddens me that this cannot remain and unstated rule, but alas, it cannot.