Most of our articles include pieces of advice for recruiters, leaders, employers or those working in the human resources field. However, we consider necessary to approach candidates as well because they are the ones that bring sense to the work of the recruitment specialists and those without whom this field wouldn’t run with the current practices. So we decided to put in question some tips for those who are looking for a job, whether or not they attended a significant number of job interviews or whether they had a job or not until now.
It all starts with the resume and cover letter, given that these represent the first information the recruiter receives about the candidate. For example, a cover letter that’s too large and a resume full of irrelevant information, typos or grammar mistakes might disqualify from the start the one who is searching for a job. The recruiter can make an impression on the person who applied that he is negligent, careless or that it is not interested in the job or a particular field, and that he just wants to try his luck, rushing to apply for any job.
Candidates Who Apply to Any Job
Another type of behavior that can make a candidate create the impression that he is not interested in a particular job or a specific field is to apply to all positions a recruitment agency or a company has. The message sent to recruiters will not be that he is a flexible person. On the contrary, the person who applied for a significant number of jobs with different levels of experience and work fields will be perceived as desperate. The candidate will leave the impression that it doesn’t matter what the position for which he could be contacted for an interview is and that, most likely, he is not prepared for most of the jobs for which he applied.
Another mistake that can get a candidate out of the competition for a job is the fact of not carefully reading the job description and omitting essential details about it. The requirements from the job description can’t be fully exposed from the title, which usually contains the name of the position. Others are easy to spot from the title, such as the fact that an those searching for a driver are seeking for candidates who have a driving license or that a translator position is designed for candidates who know foreign languages. However, there are quite common situations when candidates who do not qualify for certain jobs apply for these jobs.
Among the common mistakes of the candidates who go to interviews, we can include the fact that they come unprepared. Thus, there are candidates who, even when reading the job description for which they are applying, lose sight of the job requirements. Moreover, there are cases when candidates go to interviews without knowing anything about the field of the company they want to work for, especially if it is a notable employer. It’s recommended to seek for some information about what that job entails, especially when talking about a junior position, to demonstrate that there is at least a basic understanding of the required responsibilities.
Among the items that can disqualify a person in search of work include an inadequate clothing, coming late to the interview or not coming at all. Many recruiters face the problem of last minute cancellations or interviews that don’t take place, as a result of candidates’ absence. Also, candidates who are not paying attention to what the recruiter speaks, being distracted by other things during the interview, those who are distant, absent or not looking at the person who’s talking to them will be disadvantaged when selecting people who will move forward in the recruitment process.
Candidates Who Accept the Job Offer, And Then Change Their Mind
Finally, if everything went well in the recruitment process and the candidate has been accepted, the next step is to make him an offer. One of the inappropriate things is first to take the offer, then change your mind. That means loss of the company resources, as well as for the recruiter because that means taking all the work over again. So, as recruiter weigh things well before making a decision and selecting a candidate, it should be the same for the candidates before communicating a "yes" that they are not sure about.
BIA HR TEAM