In many respects, recruiters are very similar to film and television casting directors. These experts select people not only in terms of their versatility, skill, and charisma, but look to uncover talent that possesses a right-fit personality for the role. Both corporate recruiters and casting directors are tasked with finding candidates that align with the hard and soft skills required of the position.
But how does a recruiter narrow down candidates for a given position? What qualities grab their attention? How do they become convinced of the right fit? Talent acquisition specialist Robert Longley explains the importance of recruiters—and shares tips on how candidates can improve their results throughout the recruiting process.
The importance of recruiters
Corporate recruiters help to create a company brand. Their focus is on building rapport with candidates to ensure that new hires fit both the corporate culture and within a given department. Certain groups or teams have a specific ambiance—some are outgoing and collaborative, while others work independently but catch up through weekly meetings. A recruiter may be asked to find a new hire who can perform the necessary duties while also fitting the existing departmental vibe, ensuring a smooth transition and quick camaraderie. An example of in-demand soft skills may be a sense of humor, a self-starter mentality, or the ability to blend with strongly opinionated personalities.
To enhance interview performance, Robert advises candidates to be mindful of the following advice:
Maintain clarity and organization
“An organized, clearly formatted resume catches my eye,” Longley says. “Recruiters sometimes view more than 100 resumes for each position, so easy-to-read resumes do stand out. A candidate’s work experience is the immediate draw—and this will ultimately carry over into the interview conversation.”
Re-familiarize yourself with your own background
Many candidates do not take the time to brush up on their experiences and skills and, therefore, cannot explain them in an organized, linear fashion. Longley adds, “Interviews are opportunities for candidates to learn, and also sell themselves as a candidate. Those who exhibit enthusiasm and provide clear, interesting examples of skills and experiences have an advantage. Be confident of what you bring to the table and prepare to discuss it.”
Soft skills can make a difference. “Hiring managers share the qualities they wish for in a candidate. Certain personalities are a better fit than others. A recruiter uses behavioral and situational questions to gain a better understanding of a candidate’s demeanor.” Pay attention to tone and wording; find and utilize examples that illustrate how your personality is a good match for a potential team.
Preparation = interest
Remember, your goal is to feel fulfilled and happy within an organization. Assess the personalities of your interviewers. Do they seem stressed? Happy? Eager to discuss your background? Do they smile easily? Do you feel at ease with them? Longley suggests researching the company and preparing questions about the department and people you would be working closely with so if the job is offered, you feel confident in your decision. This process is just as much for you as it is for the organization looking to fill the role.
Similar to casting directors, recruiters play a critical role in attracting premier talent to an open opportunity. To ensure the right fit for the role, these talent acquisition professionals must be thorough in their research and gain a comprehensive understanding of the candidate before feeling confident enough to place them in a position. Ultimately, corporate recruiters are the backbone of each organization—by making inroads with a proven recruiting resource, candidates can significantly enhance their odds of finding a role that fits their skillset.
Looking for more candidate advice? Check out Acara’s E-Book that sheds light on how jobseekers can ace the interview process.