10 THINGS RECRUITERS WANT IN CANDIDATES

I’m now coming to the end of my stay in this part of Thailand and we are now thinking of the next chapter in our adventure. So we are having a lot of fun planning or journey and looking at the next place where we would like to go. Whilst doing a little work in-between.

As you know at the beginning of the year I set up www.virtualdemon.com. This is a virtual assistant and administrative online business focusing on the recruitment sector in the UK. I am making this bigger and better.

I was thinking today of sending out a positive message to all those candidates out there that are looking for a new role that are getting perhaps a little frustrated in their job hunting. We recruiters can sometimes be a little pessimistic about candidate applications and like to tell everyone about the bad things that happen with candidates. When we should be telling everyone the good things that candidates can do instead. So I just wanted to share some of the things from my own experiences the recruiters are looking for in candidates.

                                                            Fantastic Candidates

Most of these are from my own experience. Some of these are from ex-colleagues that I have spoken too or things that I’ve heard of from other offices.

  1. An appropriate CV/Resume

 

Of course the first thing we sometimes see from a candidate. Really well laid out and easy to read. It has been tailored to fit the role the candidate has applied for. It doesn’t have any spelling mistakes or grammatical errors. It is an appropriate length for the role that the candidate is applying for (most candidates won’t need a CV over 2 pages). It has the correct contact details. The links to social media work and there are no silly titles. The content again is relevant to the role but not too wordy. Nice bullet points as to the achievements within the candidates past roles. Also the candidate hasn’t been too candid about their private life and everything on the CV is the truth, the whole truth and nothing but the truth.

 2.  Easily contactable

 

Of course this depends on the situation the candidate is in as well. So is the candidate in a role or not. Usually this is a large factor as to how easy it is to have a discussion with the candidate. Typically, if the candidate is in a role they will put on their CV or covering letter when is the best time to contact them and on what contact details. Therefore, avoiding any unnecessary phone calls, left messages or emails that the candidate doesn’t want to receive and the recruiter doesn’t need to make. Even if you’re out of work as a candidate you may have put this on your CV or covering letter as well. Otherwise the recruiter will assume that your contact details are in full working order and the candidate wishes to be contacted as soon as possible.

 3.  Easily able to attend interviews

 

This might be an internal interview with the recruiter’s organisation to register and have a general discussion or this may be an interview with a client. The candidate should have received the instructions from the recruiter on where to go and what to bring with them. If not, then the candidate has got in touch in advance of their appointment to double check these details. If the candidate cannot make it for any reason they have got in touch with the recruiter as soon as possible to allow the recruiter to make alternative arrangements.

 4.  Have good interview technique

 

The candidate will have researched where they are going, know how they are going to get there and be prepared for their interview. If the candidate needs any help or reassurance, they can contact their recruiter who will happily help them with this. The Interviewee will turn up slightly early to their interview. They won’t be rushed and out of breath, but as calm as possible and ready for it. If the candidate is running late for unexpected circumstances. They will have got in touch with their recruiter who can then discuss with the client if required and then relay that information back to the candidate.

 5.  No unsolicited client contact

 

If in the unfortunate scenario the client does not select the candidate for interview, then the recruiter will feedback to the client the reasons for the client’s decision. The recruiter will then happily talk about further options with the candidate and endeavour to contact them if similar or other interesting roles arise. The candidate should not contact the client independently and the candidate always goes through the recruiter with any client related queries.

 6.  Good candidate behaviour

 

The candidate will be talkative and sincere. The candidate will answer questions truthfully and relevantly. The candidate will not be boastful or think that they should be in a higher paid position or position of increased responsibility. The candidate will give their honest feedback to the recruiter.

 7.  Good dress code

 

Depending on the industry the candidate is going into this can be radically different. In some industries for example the candidate will be expected to wear certain clothes. In other types of industry, they can be far more relaxed on this. The candidate will take a steer from the recruiter as to the best dress code for interviews and starting a new role. The candidate will then get a better understanding of what appropriate wear is once within the organisation. Also the candidate takes their personal hygiene seriously.

 8.  Good knowledge of their worth

 

The candidate has seriously thought about the role they have applied for and the skills that they have before applying for it. They have the relevant experience to do the role and can back that up with solid business references from reputable sources. Also they are applying for a role where they are happy with the remuneration on offer.

 9.  Good response to job offers

 

The candidate has done exceptionally well in their interview and the client has praised the recruiter on finding such a suitable candidate for the role. After the feedback of this to the candidate the job offer is made. The candidate should take some time and think about all job offers before they accept no matter how keen they are to take the role. If there is a time limit on how long the candidate can wait before getting back to the recruiter with their acceptance of the role, then the recruiter should tell the candidate about this at the job offer stage. If the candidate had any doubts about the role and was not sure if it was offered if they would take the position, these doubts will have been ironed out before a job offer is made.

 10.  Good etiquette when starting a new role

 

The candidate will be informed and congratulated both formally and informally of their start date and time as well as any further instructions if required. If the candidate has any concerns about the start date or holiday time required they will have brought this to the attention of the recruiter as early in this process as possible so it can be resolved before an agreed start date. The candidate will be a genuine starter and will not have any other commitments that mean they cannot start the new role on the day and time agreed. They will be appropriately dressed, arrive at an appropriate time and with the appropriate personal information if required. The candidate will feedback to the recruiter as to how well it is going at the new company after they have become comfortable with the environment.

I hope this has been informative, interesting and you liked reading it.

That’s all folks this week but I’ll be back again next week. Please subscribe to my Virtual Demon blog and I look forward to your comments and feedback. Have a great Easter Break!