What Hiring Managers Want You to Know About Hiring
Hiring managers play a critical role in deciding which candidates to interview, the details of the job offer, and who to hire. So if we should take advice on finding a job from anyone, it is from them.
I found several hiring managers and asked them questions like “What can job seekers do to make your job easier?” and “What do few job seekers do but must?” Their answers below may seem obvious if you’ve read any interview and job search tips , but – straight from the horse’s mouth – these are the most important things you should know when applying for a job and communicating with a hiring manager.
Be prompt, but don’t show up too early for interviews
Getting in early for an interview makes you look like you’re in the know, right? Yes, but there is a fine line between being too early and too early. Lela Reynolds, Senior Career Consultant at Resume Strategist, says being late 30 minutes or more can be detrimental: it can distract the hiring manager if he or she has planned something in those 30 minutes, and now they know. that you are sitting around. there we are waiting. It is best to arrive 10-15 minutes before your interview, or if you are very early, have a coffee nearby or wait in the lobby of the building.
Consider this illustration from analyst Elizabeth Fosslin :
Stay in this window and you are golden.
Do not apply for a job if you do not qualify
Few things are wasting executives’ time more than screening unqualified candidates hoping to get interviews anyway. “Really read the job description and only apply if you have achieved at least 85% of what they are looking for ,” says Linda Spiegel, HR Specialist and Founder of Rising Star Resumes. Make sure you meet the minimum requirements .
This is good news: you don’t need to exclude yourself yet unless you have all of the skills or qualifications listed in the job description. But if the work is outside of your league, don’t waste your time or someone else’s.
Explore the company!
As obvious as this advice is, nearly all two dozen hiring managers who spoke to me said it was one of the biggest and most common mistakes they see. Not researching a company is like taking a test without knowing what topic. El Kaplan, CEO and Founder of LexION Capital, says:
A hiring manager like me would be impressed if you know the history of the company like the back of your hand. To earn bonus points, I recommend that you look at what company values and goals you really like and explain to the hiring manager why you are so excited to join a company that is passionate about those qualities.
Before entering the interview room, check out the company’s narrative : how the company started, what is happening to the company and its industry now, and where the company is heading. Browse the company’s website and also look beyond: search for relevant business news and company social media posts (including LinkedIn pages).
Angela Loeffle, Chief Human Resources Officer and Human Resources at Lending Club, adds that you should study both your interviewer and the company management:
Meet the leadership team and key decision-makers in the company, in addition to the people you will be interviewing. Not sure who you will be interviewing with? Ask. Knowing your audience will help you feel more comfortable during interviews and help you avoid surprises. On websites like LinkedIn, there is no excuse for not knowing the CEOs, who’s in which department, and who you’ll be interviewing.
Armed with this knowledge, you will be able to demonstrate in interviews how you can contribute to the achievement of company goals and fit into the corporate culture .
Think of it like speed dating
When it comes to cultural compatibility, hiring managers believe that culture fits as well as technical culture. They think a lot about team dynamics, so it’s important to showcase your individuality during the interview. Think of interviews as speed dates, says Claudia St. John, President of Affinity HR Group:
Candidates need to know that job interviews are a form of quick acquaintance in a business matchmaking game. As with dating, approaches need to be right for both parties, and hiring managers look for compatibility, opportunity, and opportunity. Job seekers need to understand that the interview is really about how they are going to solve the hiring manager’s problem.
Like failed dates, job candidates fail in interviews when they talk too much about themselves, give generic (boring) answers, or don’t appear enthusiastic or interested. St. John says hiring managers look for people who show confidence, intelligence and creativity, as well as sincerity and a little vulnerability – but not too much! Just like dating.
Be prepared with questions
Another trait that job seekers seem to forget about and make hiring managers shake their heads: the lack of prepared questions. Loeffler says she is always shocked and disappointed when a candidate says, “No, I have no questions.” Asking questions shows that you thought about the company and the opportunity and did a little research.
Ask what you want to know, what you could not find on the Internet: the main projects that you would contribute to in this position, how the company provides opportunities for growth, in which department you would work, and even “What keeps you awake at night? Leffler says. Looking for more suggestions? Here are five of the best questions you can ask your interviewer , 12 more questions to ask , and even more questions to show that you are serious about your job.
List all your software skills on your resume
Recruiters can look at your resume for an average of six seconds , but that doesn’t mean you can’t make your resume more effective. Do not forget to indicate how you meet the requirements for the job , be sure to include the software you worked with. The accounting principles say:
We cannot stress enough how necessary it is to list all the programs that you have used. In fact, this may be the most important point. When we help a company with a search, they always tell us what software they are working with and if experience is required (in 90% of cases this is the case). If you have the software experience we need, we’ll call you every time. Even if the skill matching does not match up a bit, we will still call you and chat because the client might want to teach you the skills you are lacking.
Naturally, this only applies to jobs that require software skills, but your knowledge of Microsoft Publisher may be more useful to you than you think.
If you lie, you will surely get caught
Do not lie. Hell, don’t even exaggerate. Chances are, if you are applying for any decent job, you will most likely get caught. Consultant and author Barry Maher says:
After consulting too many staff to take anything at face value, I always insist on checking the resumes of the final candidates. And so does anyone who knows what they are doing. Where do people exaggerate and even lie? And where are they not? Education, compensation, duties and responsibilities, achievements, awards, length of service, etc. Some people make up dates to look younger. When I told one applicant that no one in his former company had heard of the Executive Achievement Award he quoted, he simply replied that it was probably because after winning it for three consecutive years the company canceled the reward. in his honor.
One key: I always tell the candidate that I will check the resume myself with a fine comb. Then I ask in a completely neutral, non-accusatory voice, “Can I disclose anything that is different from what is happening here that you might want to explain?” It’s amazing what people will tell you then.
It’s human nature to want to downplay your accomplishments when you apply for a job – and many great personalities have been dishonored after lying on their resume – but it’s really too risky if you want to get the job. You can use your relevant experience and temporarily lie about the skills you can learn (although that is risky too), but otherwise, just stick to the truth and save time and awkwardness.
Send a letter of thanks
Writing thank you cards may seem like an outdated practice, but it’s still necessary. Perhaps because it’s old-fashioned, it makes you stand out more – in a good way. Mike Smith, founder of SaleCoaching1, says:
Send a handwritten thank you card to the interviewer. I interviewed over 1000 people, I think 5 people did it. It will definitely be remembered.
Some people may prefer to send or receive a thank you email ( opinions are very mixed on this topic !), But either way, a quick three-line thank you message can demonstrate that you are serious about the position. Seriously, send a thank you letter even if you get turned down .
Don’t bully the hiring manager about whether they’ve made a decision
It’s frustrating for us to wait a long time and not hear of a vacancy, but it also annoys the hiring manager if you keep following it. It is best to ask about the timing of the decision after you finish your interview. Then you can write a short, polite letter and continue your job search. If you haven’t heard in 45 days , it can be assumed that you didn’t get the job.
Put yourself in the hiring manager’s shoes
Finally, hiring managers want you to know that they are people too. They cannot read minds, so you should prepare yourself with questions about work that matters to you. They often see many job seekers, so you need to demonstrate your knowledge of the company, your suitability for the job, and your fun personality. Jeremy Schiefeling, CEO of Break into Tech says:
When I recruited on LinkedIn, the biggest mistake I saw was that the job seekers didn’t put themselves in my shoes. Imagine what it would be like to sit in front of a huge pile of resumes and cover letters that look the same: Dear Sir or Madam, I would like to apply for a job X, blah, blah, blah. Can you feel your eyes closing, your mind wandering? Because that’s exactly what it means to scan piles of conservative template-based applications.
Then imagine that in the middle of this stack you meet someone who says, “Dear Jeremy, I may not be the best marketer in the world, but I am one of the most die-hard LinkedIn fans in the world. In fact, let me tell you about a time when LinkedIn changed my life … ”Can you feel that spark? The feeling that you really want to read – and your work does not force you to do it?
Bottom line: Remember that hiring managers are not robots. We are people too. So give us something fun to read, not just old generals.
Plus, they really want you to succeed (they’ll find it easier to hire the first person they meet!). Help them help you.