The things that outstanding candidates do

It’s not always about having the right skill set for a job you know. Skills are important, we all know that, and some skills are required for particular jobs. However, do you ever look at other criteria in your candidates such as passion and enthusiasm for the role, personality traits, a positive attitude or confidence in their own abilities?

It can really show if a candidate doesn’t prepare themselves for an interview, and it can really cost them the job. We are always telling our candidates what to wear, what to say, how to act, keep smiling, ask questions, show interest, the list goes on. But there’s only so much help and advice we can give them – it’s up to them on the day to really sell themselves and nail that interview.

So I wanted to share with you some things that outstanding candidates do differently. Things that make them stand out from the crowd – for all the right reasons. It’s not always about educational backgrounds or who you’ve worked for, there’s so much more to it – skills can be taught remember!

·       Outstanding candidates research the employer carefully before a job interview. And I mean research carefully – who they are, what they do, their social media presence, their employees, their ethics and their progression opportunities – they want to know it all. They want to make sure its the right match for what they are after.

·       They compose insightful questions. They gather their research together and make a list of what they want to find out from the interview. Have you ever been asked what your company goals are for the next 5 years or how many employees have resigned in the past 12 months? I have! Be prepared for some good questions - and have the right answers at hand.

·       They put a lot of thought into their answers. There is a fine balance between waffling on too much and not saying enough. They answer the question properly and give good examples of how they can demonstrate a particular skill or how they might have dealt with a situation in the past. They are calm, professional and polite.

·       They don’t look desperate for the job. It’s one thing showing an interest in the role and being enthusiastic in the interview, but it doesn’t look good to literally beg for the job! Outstanding candidates just be themselves and are not afraid to share their opinions. They let their personality do all the selling and try to win you over with their confidence, passion or knowledge.

·       They follow up. A lovely thank-you email or a note. It’s a good way of extending the interview conversation and keeping them at the top of the interviewer’s mind. It can really make a difference between getting a job offer or not getting it – it just shows a genuine passion for the role and just shows that they have manners and are polite - I like this kind of stuff!

So whether you’re currently looking for a job, or you are interviewing to expand your team, maybe you can take some of this advice on board? I’ve done hundreds of interviews in my role and I’ve definitely seen the good, the bad and the ugly. But when you come across a candidate that really stands out, and is different to the others, asks good questions or researches your business, those are the ones to invest in!