What recruiters want from job seekers – It can be quite frustrating if you look for your best job search and apply for the largest possible number of jobs, but you still end up being rejected. As much as the job search process can be frustrating for job seekers, employers and recruiters are not as insignificant as most job seekers think. Since the goal of every job seeker is to get a job, it is also the goal of every employee / employer to get the best candidates.
What do recruiters look for in candidates?
Since it is the dream of the recruiter / business owner to hire the best candidate, he often creates expectations to make his dream a reality. There is a fine line between what recruiters want from job seekers and what job seekers think.
Think of recruiters like the trusted wing man: they want to help you find a new job, but not just any job – a job you will love and you can see yourself committed to in the long run. Recruitment officials spend all day trying to match up with their clients, and it can be difficult when people give vague responses, don’t respect their schedule, or make an effort to do well in interviews.
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Many professionals find themselves forced to apply for jobs during one of the most difficult times in recent history. “The job market is more difficult than it has been since the Great Depression. As a result of the pandemic, it has become a job market for the employer. Candidates will have to be more assertive and creative in finding ways to help them differentiate, or get lost in the crowd.
Although getting a new role in a pandemic medium is challenging, companies are still working. Recruiters may seem intimidating, but they genuinely want the best for both candidates and the company. Good recruiters want you to have the best experience possible during the application and interview process — but even though they want the best for you, there are some things that they just can’t share.
Do recruiters want you to get the job?
Recruiters are misunderstood for a number of reasons, but mainly because so many can make a mistake for them. Recruiters are often in competition with other companies, so if you fail to win a job, they literally won’t get anything after doing a lot of hard work. It is often the failure to understand that everyone who recruits a certain character in the game is the point where everything starts to go wrong.
Employers can be mercurial. Freezing employment, changes in the role or characteristics of a person, and employers are looking endlessly for this ideal person. Candidates themselves can be a minefield. Without warning, they can quit running, turn down a offered role or not show up for a single role, even after signing the contract. Factor in misleading CVs, exaggerated qualifications, evasive references and lack of work permits, and you can ask how recruiters can hire anyone.
What Recruiters Want From Job Seekers
· Assertiveness
Like any job, recruiters are measured, evaluated and lauded (or not) based on how well they perform. But it’s often with strange (to you) metrics like time to fill, or percentage of job postings (called requisitions) that have closed. More rarely are they measured on quality of hire (i.e., how well you’re performing a year after you’re hired). This means recruiters are biased towards selling candidates to the hiring manager. They want that job to close fast. So make it easy on them to sell you.
Don’t assume they’ll discover your skills are transferable. Clearly apply for jobs in which you are a good fit and supplement any networks, cover letters and phone screens with clear examples they can change and use.
· Analytical skills
Being able to analyze thinking does not mean that you have to go into details about each situation or project you have taken. But this means that you must show that you can analyze situations and find ways to address the problems at hand. The opposite of the analytic thinker is the narrative thinker, who is unlikely to get into the facts, but who focuses on the story. A narrative thinker might say, “We have some great facts, if you want to see them.”
As you’re answering interview questions, be mindful not to skim the surface in your explanations. Be precise. For example, if you are leaving your job for a new opportunity you might say, “I have enjoyed my current position for several reasons. Here’s what they are.”
· A staff who delivers
They are looking for graduates with a clear focus on seeking employment. People who know the niche they want to start their career in and can demonstrate their commitment to a good CV and portfolio of experience to support it are attractive to employers. They are also looking for people with the appropriate degree and work experience from the second year of university or graduate studies and someone with a clear and long-term commitment to this role.
If you really don’t know what you want to do for a particular job, select groups of jobs and focus on those jobs, such as sales, analysis, charity, etc. But don’t expect that a good job will be sold to you even if you are considered a good candidate because there will be another person on the waiting list who can demonstrate an urge to take on the role that the company knows will stick to and work hard.
· Numbers
Employees will look for numbers in your CV as a way to determine your value for the employer. The numbers can provide strong evidence of the return on investment that your employer can expect after you hire. By including some facts in your resume role descriptions, you will prove your worth to recruiters and dramatically increase your chances of being interviewed.
· Work produced
The work that you produce will vary greatly depending on the industry you are in. It can be anything from statistical reports to website pages. Whatever concrete work you produce in your roles, include it in your CV and remember to show how valuable it is to your clients and / or a member of the internal team.
