How to Succeed in the Recruiting Process

What if I told you that I have some insight to help you land that dream job? What if I told you that I have the answers to help you succeed in the recruiting process? What if I told you that I could go inside the mind of over ten recruiters and see what they are looking for on a resume and during an interview? Over the past month, I have taken it upon myself to interview over 10 recruiters. To interview, the interviewer, Step-Brothers style. For those of you who don’t get that joke, go google “Step-Brothers Interview Scene” and then read the rest of this article. Actually, read the rest of this article first, so you don’t get distracted.

How Long Does It Take to Read a Resume?

When a recruiter receives a resume, how long does it take them to look at it to decide whether a candidate should move onto the next round? Based on responses, typically 30 seconds to one minute. Something the recruiters made clear is there are two stages to analyzing a resume. A recruiter does not only look at your resume for 30 seconds and email you for an interview. Recruiters typically look over candidates resume to quickly see if it passes the eye test. If it passes the eye test, it is passed to the “yes” pile, where other recruiters or younger employees will spend a couple minutes reading them more in depth. If it doesn’t, the resume is quickly thrown away. Recruiters receive thousands of resumes a year. The reason for the system is to be efficient and decipher talent as quickly as possible. This is why formatting and appearance is key, because you could have the best experiences, but if your resume doesn’t look clean than you won’t even be considered.

What are Recruiters Looking for in Those 30 Seconds?

Once recruiters told me it only takes 30 seconds to determine whether the resume deserves a more in depth review, I asked them how they approach a resume during those 30 seconds. First, recruiters said, they will take in the whole appearance of your resume. If the format looks sloppy, it will be thrown away. Next, recruiters will look at your address to see where you live, your degree (to see if your major is suitable for the position), your year in school (for internships), and your GPA to see if you meet the minimum requirement. Finally, they will glance over your past experiences and read one or two that catches their eye to see if your skills match those of the position. If you appear to be a strong candidate at first glance, your resume will be filtered through for a more in depth review.

If you are submitting your resume through an online application, some companies use computer programs to search for keywords. Usually the software will search for keywords, specifically skills listed in the job description. Make sure to look over the job description and incorporate a few of the same words on your resume before submitting your online application. For instance, say a position lists it is looking for a candidate with strong analytical skills, leadership, and the ability to work in a team. If possible, the words “analytical skills” and “leadership” should be used somewhere in bullet points on your resume. Recruiters and the computer software search for “buzzwords.” Analytical skills, leadership, and teamwork are just a few. While recruiters review your resume, they go through a check list. “Does he have analytical skills? Yes, it says it right here.” If you can have each “buzzword” on your resume, it will enhance your chances of receiving serious consideration, and ultimately an interview.

In addition, make sure to save your resume as a PDF file and to name it “First Name_Last name_ Resume.” I cannot stress how important this is. When recruiters receive your resume, they are likely checking it on their phone while on the way somewhere. It is much easier to view a PDF file, and if you label it with your name, it makes it much easier to find later. It may seem small, but first impressions often happen before you step foot in the interview. They receive thousands of resumes a year, don’t make them search through for 15 minutes to find yours. Imagine how annoying that would be. Don’t give them a bad impression of you before you even enter the room.

Rank (1-3) Based on Importance: GPA, Work experience, and Leadership on Campus

Let me preface this by saying all companies have a minimum GPA requirement, and if your GPA does not meet it, you will not be considered. The most common order I heard was Leadership, Work Experience, and then GPA. Depending on how technical the position was, a few recruiters would swap GPA and leadership. GPA is a good indicator of how well you understand the material. Some positions require more technical skills than others. For instance, GPA will show more about capability for a chemical engineering position, than an entry-level marketing position.

Every single recruiter mentioned they would most likely not hire a student with a 4.0 GPA, minimal experience and little involvement. The recruiters want to see a balanced candidate, so go out there and get involved! Recruiters also mentioned how they can tell the difference between leadership and what is called “theoretical power”. Theoretical power is when you have a position of importance but don’t do anything with it. For example, you are Treasurer of the Investment Club but the only difference between you and a general member is you collect dues once a semester. Having the name of a leadership position and doing nothing with it isn’t much better than being a general member. If you have the opportunity to hold a position of power, try your best to make a change or some sort of improvement. Show you aren’t complacent and that you are doing things for the betterment of the organization and not just yourself. It is great to have leadership experience, but landing the position is half of the job. Use the opportunity to show how great you are, don’t just hold it for a slot on your resume. Recruiters can tell the difference. Don’t hold theoretical power, be a leader. 

Resume Tips

• No more than one page
• Serif font for print (Times New Roman) and San Serif font for computer screens (Calibri)
• No less than 10-point font
• Education First (Degree, Graduation Date, and GPA), Work Experience Second, Leadership Third
• List experiences in reverse chronological order
• Bullet points should explain what you did, what skills you got from it, and what was the result (Don’t have theoretical power, show you are a leader)
• Include buzzwords from job description (analytical skills, leadership, etc.)

How Long Does It Take Recruiters to Decide During an Interview Whether a Candidate Should Move Forward in the Process?

This one varies, but based on feedback, anywhere from the first 5-10 minutes. The most important question is usually the first, “Tell me about yourself.” Your response to this question gives you the opportunity to differentiate yourself from others and set the tone for the interview. Your answer to this question won’t necessarily land you the job, but it can certainly lose it. One recruiter mentioned that candidates should avoid starting off by stating their name and major. The recruiter already knows your name, degree, and where you are from. Use the time to tell them something they don’t know. Know your story, why you are interested in the company, and specifically the position you are applying for. If you hit these points with clarity, concision, and confidence it is a great way to make a great first impression.

For the rest of the questions, I recommend answering them similar to a thesis. Start off by stating the two or three things you want to get across to a recruiter, and then back it up with a story showing you doing those two or three things. To illustrate, imagine a recruiter asks you “Tell me about a time where you had to lead a team?” Instead of immediately going into a story where you lead a team, start off by stating what you do when leading a team. In other words, start off by saying “When I lead a team, I communicate our objective, effectively delegate tasks, and mitigate conflict” and then follow it up with a story doing those three things. This allows the recruiter to easily understand the message you are trying to get across. After you state those two or three things, the recruiter will write it down, and use it to review after the interview. Don’t leave it up to the recruiter to interpret what you are trying to say, simply state it before your story to ensure they get the message.

What Are the Most Common Mistakes Made During Interviews?

There doesn’t appear to be one common mistake although a few came up more than once.

1.     Not understanding the specific role (be able to explain the role to a five-year old).

2.     Rambling

3.     Non-Verbal Cues

4.     Not showing how you can provide the company value

Many recruiters have expressed how candidates don’t understand the specific role within the company. Recruiters don’t expect you to know everything about the position, however, you should have some sort of idea. For instance, an investment banking position with one company is going to be like that of another company. Applicants for an investment banking position should be able to decipher the difference between an investment banker and a financial adviser. Do your research, understand the industry, and know the company to avoid this mistake. You should be able to explain the position to a 5-year old.

Another common mistake is candidates rambling. What recruiters mean, is candidates are not clear and concise in their answers. Rambling causes two problems. The first is it makes it difficult for recruiters to understand the message. Remember, recruiters are humans, they have attention spans too. Don’t make them try and follow a five-minute story about your grandma. I am sure she is lovely, but get to the point. The second issue is the more your ramble, the more likely you are going to “air your dirty laundry” or say something the recruiter could use against you. To avoid rambling, practice, practice, practice. My advice is to think of five “power stories” before the interview and use those as examples to answer behavioral questions. Power stories are specific examples where you displayed leadership, worked in a team, or achieved something of significance. Record yourself answering some sample questions and listen to your answers.

The next mistake is something only relevant to in-person interviews, and is most difficult to teach: non-verbal cues. Nervousness causes people to revert to whatever makes them comfortable. Whether it be playing with your hands, scratching the back of your neck, or folding your arms, everybody has a nervous habit. Unfortunately, we all tend to get a little bit nervous during interviews, which causes us to display poor non-verbal cues and posture. The tricky part is non-verbal cues and confidence are a catch 22. Certain non-verbal cues elicit confidence and confidence elicits certain postures. One tip I can give is to practice your non-verbal cues while rehearsing your answers. You have a lot on your mind during an interview, don’t overwhelm yourself worrying where to position your hands. I am a big proponent of “practice how you play”. Practice certain non-verbal cues and you will innately feel your confidence go up. If you can master non-verbals before your interview, it will lower anxiety, increase confidence, and increase performance. 93% of what we say is non-verbal. 55% is body language while the other 38% is tone of voice. If most candidates struggle with the most important form of communication, use it to your advantage and master it. This will help you stand out.

The last mistake is the one I heard the most from recruiters, candidates not being able to show how they can provide value to the company. Many people go through the recruiting process thinking how they can benefit from the position (great experience, nice location, great benefits, high pay, etc.). Many of us fail to realize companies invest money, time, and resources into us, it is our job to show it is worth it. By simply changing your mindset from “what they can do for me, to what I can do for them” will help immensely when it comes to selling yourself. One great tip is to tie answers to behavioral questions and past experiences back into the specifically the position. For example, finish your answer by saying “And during my time with XYZ Company, I will have to state objectives, delegate tasks, and mitigate conflict every day.” I wouldn’t do this for every single answer, but it is a great way to show how you would be an asset to the company. 

What can Someone do to Stand Out During an Interview?

Researching the company and showing enthusiasm are two ways for candidates to stand out during interviews. Many of you may be wondering: how do I research a company? Here are the things to research on your own to help you stand out to recruiters.

1.     Know the position you are applying for and a general idea of what the company does (You can typically find both on the company website)

2.     Know what skills the company is looking for (In the job description), and relate your experiences to the internship

3.     Know basic information about the company (CEO, Stock Price, Mission and Values, Basic History, you can Google most of these)

4.     Know what is going on in your industry (Search for any current news in the industry or any recent news related to the company)

5.     Look up some past interview questions (Glassdoor is a website that allows individuals to post their interview experience and past questions)

6.     Use LinkedIn to find your interviewer (No it is not weird, it is a great way to find commonalities to talk about during your interview and make a connection)

It is shocking how many recruiters mentioned lack of enthusiasm. Don’t worry about being “too enthusiastic”, this isn’t high school anymore. Many of us fear being judged, and if you feel uncomfortable being yourself during the interview you probably would not enjoy working for the company anyway. Remember, the interview process also gives you a chance to see if the culture is a fit for you. Playing down your excitement only holds back your potential. A chance to make money doing something you enjoy should excite you. Don’t be afraid to show it, be proud and own it. Recruiters want to hire somebody with a passion for the job and somebody they feel would fit in with the culture. Ultimately, the recruiters want to see if they would enjoy taking you to happy hour. Tons of candidates are qualified for the position, show your excitement in the interview and recruiters will notice. One recruiter said, “A smile can go a thousand miles.” Smiling during the interview shows you are enjoying yourself and relaxes both you and the recruiter. 

Advice from Me

So far, we have covered nearly everything from A-Z when it comes to resumes and interviewing. The one thing we have yet to cover is before and after interviews. The first impression and the end of the interview will stick out most in the recruiter’s mind afterwards. Using the art of small talk in the beginning of the interview and strategically preparing questions for the end easily allow you to make a connection with the recruiter.

Your interview begins once you step foot near the building. Make sure to be kind to everybody you encounter, because you never know who you may be running into. I also encourage you to chat a little bit with the gatekeeper or secretary once you arrive. Recruiters know you are on your best behavior during an interview, which is why they will often get the gatekeeper’s opinion after the interview. Here are several topics to use for small talk.

• Talk about any trips you may be going on or just went on recently
• Any big games like the Super Bowl, NBA finals, College football championship (people usually get together to watch these events, even if they aren’t sports fans)
• What you did for any recent holidays (keep it PG)
• Any big event you may have attended recently
• Don’t talk about politics, partying, or religion

Usually one of these recently happened or will happen in the near future, so explain what your plans are/were and then ask the recruiter about what it is they are doing/did. Small talk is a great way to make a connection early in the interview and ease any nerves you may have.

Now that we have gone through a crash course on small talk, let me give you some tips on how to end an interview strong, and make a lasting impression. Have at least two questions prepared to ask at the end of the interview. There is much more to the strategy of questions than people, even recruiters, think. Utilize the final questions to show you have done your research, have a passion for the position, and ultimately, strike up a good conversation to have both of you leaving in a good mood. Make sure to ask open ended questions, and allow the recruiter to expand past a one or two-word response. The way I organize my questions is with the first one being related to the position in general and the second one to be about the recruiter. Here are two questions I have asked in the past:

1.     How does your company set the bar for its employees, and what are some ways for employees to go above and beyond?

2.     What brought you to XYZ company, and what is it that motivates you to come in everyday?

Notice how each question allows the recruiter to expand in their answer, which makes it easier to create a dialogue between the two of you. The reason I make my final question about the recruiter is because people love talking about themselves. If you allow the recruiter to reminisce on how he or she joined the company and why it is they love working there, more likely than not they will leave the interview in a fantastic mood. It is similar to asking you why you chose your major and what you loved most about college. Of course that is going to bring a smile to your face, unless you went to Florida State... Go Gators! 

Interview Tips

• Look presentable (get a haircut, match your belt to your shoes, wear grey or navy blue suit, dry clean suit, iron shirt, clean your shoes)
• Bring a folder (preferably a pad folio), with extra copies of your resume, and a pen to take notes
• Know your story, why you want to work for the company, and why you want to work for the specific position
• Find 5 power stories to talk about during your interview and record yourself answering common interview questions using these power stories
• Practice your non-verbal cues to make yourself comfortable
• Answer your behavioral questions like a thesis, back it up with a story, and tie it back to how it relates to the role
• Be prepared with one or two good questions at the end
• SELL YOURSELF (Why would you be an asset to the company)
• Follow up with “Thank You Emails” afterwards (24-48 hours after the interview)

#StudentVoices #EdInsights

Here is a clip from Step-Brothers for those who don’t get the joke in the beginning. Enjoy! https://www.youtube.com/watch?v=iXn6sM4uX7c