Jobseekers may not need to do much to stand out in a crowded market, but they do need to avoid a series of basic mistakes, according to a recruitment entrepreneur who has interviewed thousands of candidates.
The former recruiter, who worked on technology hiring for Microsoft, Accenture and Deloitte before building a recruitment start-up for software engineers, said applicants often undermine themselves through poor CVs, incomplete applications and a lack of preparation.
Make the CV clear and specific
A CV may not secure a job on its own, but it can quickly rule a candidate out. Documents containing spelling errors, poor formatting or unclear claims can suggest that the applicant does not have a strong understanding of what good work looks like.
The most common weakness, the recruiter said, is vague language. Rather than using inflated phrases about “conceptualising” processes, candidates should explain precisely what they did and what changed as a result.
That might mean setting out how they helped build a product, increased sales or delivered a particular piece of work. Clear evidence is more useful to a hiring manager than broad descriptions of responsibility.
Follow every part of the job application
Applicants also frequently overlook instructions included in the job advert. The recruiter said that, on one occasion, an entry-level advertisement asked candidates to send an email explaining why they wanted the role, yet about 90% failed to do so.
Another advert included a box asking applicants why they would be a good fit. Most candidates left it blank, despite the opportunity to show genuine interest and distinguish themselves from other applicants.
Where an employer asks for an exercise as part of the process, candidates should complete it. Concerns that the work will be used without an appointment are misplaced, the recruiter argued, because a company interviewing candidates is trying to identify someone to hire.
Applicants should also be realistic about the value of their submission. If a candidate believes they can produce substantially better work in a few hours than the team doing the job full-time, the organisation may not be the right one to join.
Target suitable jobs instead of applying indiscriminately
Submitting applications for hundreds or even thousands of vacancies is unlikely to be an effective strategy. Someone who has applied for 1,000 roles without receiving a response is unlikely to have been suitably qualified for all of them.
The advice is to spend the same amount of time researching a smaller number of positions and tailoring each application. Reading the job description carefully can reveal whether a role is genuinely suitable before time is spent applying.
Many candidates applying in large numbers are either not qualified for the positions or would not be a good fit for them, the recruiter said.
Interviews are a two-way decision
Hiring is a significant decision for employers. The recruiter cited figures suggesting that half of new hires fail or leave within 18 months, while only one in five is judged a success after a year.
A poor appointment can carry financial and practical consequences, including the time spent recruiting and the effect on the rest of a team. The risk is particularly serious for start-ups with small workforces.
That pressure can affect interviewers as well as candidates. Applicants who feel nervous should remember that the person assessing them may have experienced unsuccessful appointments in the past and may be just as concerned about making the right choice.
The interview should also allow candidates to assess the employer. Alongside explaining their own experience, they should consider whether they want to spend most of their waking hours working for the organisation.
Prepare to discuss mistakes
One question that regularly causes candidates to fail is being asked about their biggest mistake. Avoiding the subject for fear of appearing weak can create a worse impression than giving an honest answer.
Applicants should describe what went wrong, what they learned and how they responded, rather than using the question as an opportunity to praise themselves. Interviewers will understand that mistakes are part of working life.
Personal recommendations remain one of the most valuable elements in recruitment. Building and maintaining professional relationships can lead to referrals, but people are most likely to recommend colleagues whose work they trust.
