Article: What do recruiters/hiring managers know that job seekers don't?
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https://www.quora.com/What-do-recruiters-hiring-managers-know-that-job-seekers-dont/answer/Dandan-Zhu-2
I thought this was quite accurate and insightful.
From the perspective of being a headhunter aka agency recruiter since I was 23, here are a few things recruiters and hiring managers know that job seekers don’t:#1. All basic qualifications having been met, likability trumps all.What this means is that the B and C-GPA students have just as good a chance at making it in life than A+ students. In real life, this metaphor translates as, not the most talented and technically savvy engineer becomes the CTO. It’s usually the most politically admired and personally connected candidate that wins and progresses into the C-suite.Of course, basic qualifications are important to even be considered a feasible candidate (i.e. has an xyz degree required for the job), but success is dictated more by one’s ability to influence, actively listen and respond appropriately, level of social etiquette, and general acceptedness by their peers and superiors than one’s technical scores.In other words, the “smartest” people don’t actually end up succeeding the most in real life. On the same token, the “dumbest” people also have just as good as a chance to survive, if not thrive.
#2. HR people actually are not that important in the hiring hierarchy.Certainly when I graduated college as a bright-eyed naive young professional (if you could even call me that), I knew nothing about how the real world worked. I thought that HR people deserved the utmost respect as they were the gateway to my future and career prospects.In the real world, as a headhunter (my first job out of college), my job was literally to ignore HR and go straight to the REAL decision maker - the HIRING MANAGER. Now, that’s the real boss! The departmental heads have the most power because HR kowtows to their demands and requirements. HR is no more than a service and administrative function.The hiring manager dictates everything. Who to interview, what price to pay them, who to hire, and which headhunters to utilize. When dealing with HR, all I had to do was just be polite and nice, but ultimately, if they didn’t like me, it wouldn’t matter. As long as the real boss, the hiring manager, liked me, I would have food to eat and deals to make.Especially as you become a serious professional, you can utilize LinkedIn to directly approach hiring managers. Most candidates don’t do this so you’ll actually be ahead of your competition! Furthermore, if you’re in a field that headhunters serve, make sure to make friends with all of them to utilize their services down the line too.
#3. You can negotiate and leverage other offers to great effect.Many candidates are scared of upsetting prospective employers that they feel bad for disclosing where else they’re interviewing at or how much money they actually want. For many people in high-demand labor markets where the supply of jobs outstrip candidates available, the candidate actually holds a LOT more power than employers do.Candidates should definitely negotiate and be transparent about exactly which other offers they’re juggling and when deadlines approach. If handled appropriately, this will increase employers’ desire for you, not penalize you for “looking greedy” or “not interested”. It’s simply reflective of the competitive labor landscape in which firms must fight for top talent.In today’s world, it’s all about the etiquette and manner in which you communicate. If you present an articulate, fact-of-the-matter case as to why your demands are as such, people respect you rather than dislike you. After all, it’s a given right for a worker to demand their just wages.
#4. You should interview your interviewers harder.Commonly, candidates are so scared of losing the offer or being looked at as needy or demanding that they don’t actually say what’s on their mind. This hurts their success on the job even if they manage to obtain a great salary and offer. Reason being that they probably agreed to something that they did not fully understand or align with.That’s why it’s your prerogative to be a strong communicator. Get the answers you truly need during interviews by asking the tough questions that are detailed and specific. This is where you’ll be spending your next few years; you better be aggressive in how you vet it out!Don’t be scared to say what’s on your mind. If something important to you doesn’t align with your future employer, things won’t work out anyways, so it’s better to know before you take the job to begin with!
#5. Interview even if you don’t need to.Due to loyalty, fear, laziness, and/or arrogance, most candidates refuse to proactively learn about what opportunities are available. Even if headhunters call them with unbelievable and legitimate roles that could seriously impact their earning potential or career trajectory, people say no to themselves all the time, allowing others less qualified to leapfrog them.As a headhunter, I see this happen daily. I’ll call a bunch of similarly-talented people, but some are just more open-minded to listen to others’ advice. They’re clever about their future. Others who think they know everything, miss out! No matter if you need to look or not, once you hit a certain amount of experience in your role, it’s time to take your head out of the sand and start interviewing, even if just for your own education.This phenomenon disproportionately hurts women due to the majority of women being extra bought-in/loyal and super paranoid of being “found out”. Please, especially if you’re a woman, go out there and interview EVEN IF YOU DON’T NEED TO.
In ConclusionI could go on and on about misguided resume designs and why people should stop wasting their time freaking out over cover letters, but the above points are the most important in terms of mindsets about the job-getting process and ecosystem that will really misdirect job-seekers’ actions and strategies.Keep a positive attitude, an open heart, and be smart about who you let into your life (and which company to work for) to stay in control of your life and career.
I thought this was quite accurate and insightful.
From the perspective of being a headhunter aka agency recruiter since I was 23, here are a few things recruiters and hiring managers know that job seekers don’t:#1. All basic qualifications having been met, likability trumps all.What this means is that the B and C-GPA students have just as good a chance at making it in life than A+ students. In real life, this metaphor translates as, not the most talented and technically savvy engineer becomes the CTO. It’s usually the most politically admired and personally connected candidate that wins and progresses into the C-suite.Of course, basic qualifications are important to even be considered a feasible candidate (i.e. has an xyz degree required for the job), but success is dictated more by one’s ability to influence, actively listen and respond appropriately, level of social etiquette, and general acceptedness by their peers and superiors than one’s technical scores.In other words, the “smartest” people don’t actually end up succeeding the most in real life. On the same token, the “dumbest” people also have just as good as a chance to survive, if not thrive.
#2. HR people actually are not that important in the hiring hierarchy.Certainly when I graduated college as a bright-eyed naive young professional (if you could even call me that), I knew nothing about how the real world worked. I thought that HR people deserved the utmost respect as they were the gateway to my future and career prospects.In the real world, as a headhunter (my first job out of college), my job was literally to ignore HR and go straight to the REAL decision maker - the HIRING MANAGER. Now, that’s the real boss! The departmental heads have the most power because HR kowtows to their demands and requirements. HR is no more than a service and administrative function.The hiring manager dictates everything. Who to interview, what price to pay them, who to hire, and which headhunters to utilize. When dealing with HR, all I had to do was just be polite and nice, but ultimately, if they didn’t like me, it wouldn’t matter. As long as the real boss, the hiring manager, liked me, I would have food to eat and deals to make.Especially as you become a serious professional, you can utilize LinkedIn to directly approach hiring managers. Most candidates don’t do this so you’ll actually be ahead of your competition! Furthermore, if you’re in a field that headhunters serve, make sure to make friends with all of them to utilize their services down the line too.
#3. You can negotiate and leverage other offers to great effect.Many candidates are scared of upsetting prospective employers that they feel bad for disclosing where else they’re interviewing at or how much money they actually want. For many people in high-demand labor markets where the supply of jobs outstrip candidates available, the candidate actually holds a LOT more power than employers do.Candidates should definitely negotiate and be transparent about exactly which other offers they’re juggling and when deadlines approach. If handled appropriately, this will increase employers’ desire for you, not penalize you for “looking greedy” or “not interested”. It’s simply reflective of the competitive labor landscape in which firms must fight for top talent.In today’s world, it’s all about the etiquette and manner in which you communicate. If you present an articulate, fact-of-the-matter case as to why your demands are as such, people respect you rather than dislike you. After all, it’s a given right for a worker to demand their just wages.
#4. You should interview your interviewers harder.Commonly, candidates are so scared of losing the offer or being looked at as needy or demanding that they don’t actually say what’s on their mind. This hurts their success on the job even if they manage to obtain a great salary and offer. Reason being that they probably agreed to something that they did not fully understand or align with.That’s why it’s your prerogative to be a strong communicator. Get the answers you truly need during interviews by asking the tough questions that are detailed and specific. This is where you’ll be spending your next few years; you better be aggressive in how you vet it out!Don’t be scared to say what’s on your mind. If something important to you doesn’t align with your future employer, things won’t work out anyways, so it’s better to know before you take the job to begin with!
#5. Interview even if you don’t need to.Due to loyalty, fear, laziness, and/or arrogance, most candidates refuse to proactively learn about what opportunities are available. Even if headhunters call them with unbelievable and legitimate roles that could seriously impact their earning potential or career trajectory, people say no to themselves all the time, allowing others less qualified to leapfrog them.As a headhunter, I see this happen daily. I’ll call a bunch of similarly-talented people, but some are just more open-minded to listen to others’ advice. They’re clever about their future. Others who think they know everything, miss out! No matter if you need to look or not, once you hit a certain amount of experience in your role, it’s time to take your head out of the sand and start interviewing, even if just for your own education.This phenomenon disproportionately hurts women due to the majority of women being extra bought-in/loyal and super paranoid of being “found out”. Please, especially if you’re a woman, go out there and interview EVEN IF YOU DON’T NEED TO.
In ConclusionI could go on and on about misguided resume designs and why people should stop wasting their time freaking out over cover letters, but the above points are the most important in terms of mindsets about the job-getting process and ecosystem that will really misdirect job-seekers’ actions and strategies.Keep a positive attitude, an open heart, and be smart about who you let into your life (and which company to work for) to stay in control of your life and career.
Replies
It ties in exactly with my own experience of both hiring and being hired over the years.
It's also worth pointing out that a lot of the advice applies if you're looking to advance your career without switching employer as well.
That said I personally value skills a lot more then social connectivity. If anything I would value having a lot of "friends" as a negative point.
People look for leaders that, well... lead. Think back on the best leaders you've had, and what qualities they had.
If you're worried about getting that job, you'll grasp onto singular "feel good" stories about unusual hires, the quick fix to your problem. It's human nature, really.
Data is king though. And data says, substance trumps style.
The best leaders don't talk that much. But what they say is worth it. They don't have to network that much. They don't overestimate their own value and can see and support real talent.
Problem is that there are so many nonsense people who elect their own nonsense (co-)leaders and they all think they did a great job. The bigger the company gets the more nonsense is likely around.
The people in the highest positions are not necessarily the smartest, NOR the best leaders.. They might be.. but they are way to often not.
In smaller companies chances are higher to deal with really good people because they can't 'rest' on others.
Imo this is something job seekers should be aware of. Because I wasn't.
@Eric Chadwick and @rollin
Yeah, so true.
Although to be honest had more than my fair share of the shitty ones, actually currently working for one of the shiftiest but nevertheless pays good so I'll grind through a further 12mths until such time I'm in a better financial position too weigh up my options without emotion clouding the issue.
...and the best leader truly worthy of the title, will have to be my old RSM. When I as a brainless 22yo, waaay back in the day playing at being a soldier, really have to give him due credit for setting an example and moulding a group of tearaway fucktards into men, so til the day I die I'll never forget what that bugger taught and personally meant too me.
A renown Military adage:
"Nothing like God on earth than a Regimental Sergeant Major!"