There’s probably a whole list of definite no-nos for candidates but this week our panel of experts share their advice on what they think should never be done in the hiring process.
You might be telling your candidates some of this already, but if you’re not, feel free to add them on.
Kerri-Ann Hargreaves
STOP ghosting recruiters and hiring managers. It’s become a horrible trait and we are all feeling it in the industry. You have to consider that you never quite know when your paths might cross again. Or when you might need the support of a specific recruiter again. Think before you act. Think before you don’t speak.
Kerri-Ann Hargreaves, Director, H2 Consultancy.
Jeff Berger
Don’t be afraid to show your personality. While a job candidate’s experience and skills are important hiring criteria, a study carried out by TopCV and CV-Library found that personality is not far behind. The data revealed that 77% of employers consider a candidate’s personality to be among the top three factors in deciding whether to extend a job offer, substantially more important than education (13%) or appearance (12%). Let employers see the ‘real’ you during the interview process, but be certain to toe the line between coming across as ‘confident’, rather than ‘arrogant’.
Jeff Berger, CEO and Founder, Talent Inc.
Lysha Holmes
A chorus of recruiters are shouting “GHOSTING”- there is no excuse these days to not update your recruiter- you can just whatsapp them to advise of a change of mind/circumstances!
Lysha Holmes, Recruiter of Recruiters, Qui Recruitment.
Paul Wolfe
Instead of focusing on the number of applications, candidates should direct their efforts into screening each open position carefully in order to create quality applications. Many people who are looking for jobs feel that their chances of receiving a response from an employer will increase if they apply for more roles. It is important to remember that showing attention to detail in the application process will help a candidate stand out to a recruiter.
Paul Wolfe, Indeed Senior Vice President of Global Human Resources.
Rebecca Fraser
Asking for a job at first point of contact, sending unsolicited emails with no context to why the person is receiving it, not providing evidence of their skills through demonstrated examples and just making blanket statements, not having a purpose or clarity in their career direction.
Rebecca Fraser, Digital Experience and Learning Manager.
Ben Martinez
Randomly applying for jobs. Focus less on applying to an ATS and more on finding the people who are influencing the hiring decisions.
Ben Martinez, Principal Founder, Ramp Talent.
Jo Cresswell
Taking a job offer at face value. Companies expect candidates to negotiate and come back with various asks at the offer stage. This isn’t only for salary, also think about working hours, place of work, scope of work, etc.. The interview process and offer stage is the best time to create an overall package which fits the candidate’s life.
Jo Cresswell, Corporate Communications Manager, Glassdoor.
Darain Faraz
Doubting themselves! Research from LinkedIn has shown that, in the UK, confidence is the number one barrier when it comes to candidates finding their dream job.
Darain Faraz, Careers Expert, LinkedIn.
Allan Leung
Requesting to connect and then immediately sending a resume asking to be considered for any open career opportunities. While this may work sometimes, messages like these tend to get lost in the shuffle. A stronger approach focuses on building the relationship first.
Allan Leung, Lead Talent Acquisition Advisor, HCSS.
Chris Murdock
Stop setting unrealistic expectations and stop taking results personally. If you are rejected for a position, learn, improve and move on
Chris Murdock is Senior Partner and Co-Founder at IQTalent Partners
