This Is Why You Did (Or Didn’t) Get Hired: A Look Into The Minds Of Recruiters

Those of us scouring the job market for work spend a certain amount of time trying to decipher what hiring companies are looking for and what they’re thinking. Knowing can be the difference between a new job and a rejection email.

Last month Glassdoor.com, a job search and career information company, conducted a survey of more 750 director-level or above “hiring decision makers” in the U.S. and U.K. – 553 of them stateside – to learn more about what they are looking for and what challenges they face when searching for new personnel. The study – conducted with the help of Aptitude Research Partners, an HR-focused analytics and advisory firm – showed that companies are adapting their approach to separating the wheat from the chaff as they seek to fill positions.

Be A Better-Informed Job Candidate

Of all respondents, 76% said finding quality job candidates is their top challenge. The number one headache for those tasked with deciding who to hire and who to pass up is the sheer volume of options presented to them, says Scott Dobroski, director of communications and a data wonk with Glassdoor. “Recruiters are spending too much time – which is resources and money – looking through all of these resumes. They’re looking through 300 resumes for one position and they’re finding only a handful that are deemed quality candidates.”

For that reason, applying for positions simply through an online job platform is not enough for an applicant to set herself apart from the pack as a quality candidate, because a quality candidate is well-informed and proactive. Recruiters and hiring managers are attuning themselves to find those who go the extra mile in their research and have accurate expectations about a job and a company, as well as a strong desire to work within that organization in that role.
Gallery
Job Search: The Attributes Recruiters Want In An Ideal Candidate
Launch Gallery
9 images

Information on jobs and companies that are hiring is available through social media sites like Twitter, Instagram, and blogs; and job seekers can find information on what it’s really like to work within a certain company from these sources. This type of knowledge creates what recruiters call an “informed candidate,” i.e. one who has done his homework. These are much more attractive to employers, especially when combined with appropriate skills and experience. “When people have the right expectations and those expectations meet reality, then a better match can happen,” says Dobroski