If you’re looking for a job, you know how difficult it can be to catch an employer’s attention. In today’s job market, you often need to show more than just the required qualifications to get hired. But what else do recruiters look for in potential employees?
Below is some advice from the Summit Recruitment & Search Team.
Transparency: A perceptive interviewer quickly picks up on the fast-talking, withholding, misleading or less-than-honest interviewee. Be open and forthcoming.
Passion: Every recruiter would be happy to have an employee on board who is passionate about his/her job and the company.
Motivation: Someone who doesn’t need to be pushed or reminded of what needs to be done and how it needs to be done.
Experience: Your resume will be scanned for the right kind of experience. Ensure your experience – whether six months in one role or four years in another – comes across as consistent & relevant to the job you’re applying for.
Skills: Your skills will complement your experience and should ultimately illustrate your suitability for the job offered.
Confidence: Be confident in who you are and what you have to offer. Don’t spend time worrying if recruiter the thinks you’re right for the job and what the interviewer is thinking at any given moment.
Education: Highlight relevant educational certificates, particularly when they’ve been listed as essential or desirable in the selection criteria.
Reliability: Every boss would be happy to have an employee on board who can be trusted & relied on no matter what the circumstances might be. Knowing that there is someone there who can take charge of certain tasks can be a very reassuring feeling.
Competence: Someone who knows what, when and how something needs to be done.
Communication: Excellent communication skills. Someone who knows how to communicate the right way in any situation (no matter whether it is verbally on the phone or face to face, in writing emails/letters, posting on social media or by using body language).
Integrity: People who are honest with themselves and with others, who do not have any problems in admitting their strengths and weaknesses, who is loyal and would never criticize an employer or other staff members (previous and current ones).
Learning agility: Ability to learn from experience and adapt those experiences to future situations. In interviews, recruiters assess this by asking candidates how they ‘learned the ropes’ (at their last job). They also focus on critical incidents—high points, low points and turning points—for each job.
Ambition: Someone who is ambitious comes prepared to the interview and expresses lots of interest in the position. A candidate who wants to grow their career with the company can be an investment for the long term.