Employers are looking for the following:
- Candidates are expected to clearly articulate their accomplishments as part of their personal brand. LinkedIn profiles must highlight an individual successes and results! Skills are important – but only insofar as candidates use them to attain results. Never lead with: “XX years of experience doing…” Each resume bullet point should tell a story: “Accomplished X by doing Y, resulting in Z.”
- Clear branding. Know who you are, what you offer, and what you are after. Be comfortable with your own story, and have that story down pat. Convey it consistently in your resume, LinkedIn profile, on Facebook, and increasingly on Twitter. Tip: get all those references to partying, and anything that wouldn’t well represent an employer’s brand off your own Facebook page – NOW! LinkedIn is seen as a way screen people in, and Facebook is viewed as a means to screen people out – even before an individual knows he or she might be considered.
- Fit, fit, and fit! It’s the buzzword of the decade, but it means different things to different companies. Fit goes beyond the job requirements and speaks to an individual’s experience working in a similar type organization in size, product/service, marketplace or geography. Questions of “fit” go to the concerns. Would a given candidate be happy working as part of this company/team…and would the people here be happy to work side by side with this individual? If hired, would the person last? Commonly, employers are utilizing behavioral interviewing to determine if a candidate is a “fit.”
- One recruiter put it this way, “The length of time [companies are taking] to fill openings is increasing. Companies are increasingly picky about who they hire. But they are hiring people who have ‘bull’s eye’ skill sets, have industry experience, and are a fit for their particular corporate culture.” More and more, you have to have all three to be hired, and candidates should adjust their job search accordingly.
Recruiters are looking for the following:
- People who can show they volunteer to do more than is required of them in the workplace
- People who “know what they don’t know,” make no bones about it, and constantly strive to learn to fill in the gaps of their knowledge and experience.
- People who can explain what they did in a past job that makes them valuable to a future employer.
- People who can understand recruiters are professional service providers who deserve respect. (If you are dealing with a recruiter who doesn’t deserve your respect, move on to another one!) Understand recruiters work with candidates, but ultimately for companies.
- People who make an effort to establish a mutually beneficial relationship, by addressing them personally, offering to help find other candidates for positions if they aren’t the right fit themselves.
- People who recognize it is counterproductive for both themselves and the recruiter to do the “end run” around the recruiter and deal directly with the company they represent.
