Why Preparation and Authenticity Are Key for Both Candidates and Hiring Managers in Today’s Competitive Job Market
I have been in the recruiting industry for more than 12 years and have witnessed hiring managers lament of the “unprepared” candidate. The candidate who has little idea about the company, product, or position for which they are interviewing. Preparation, which entails giving true time and focus to the search and interview process, is the single most important action you can take as a candidate to land your best job yet.
But what about the other key player in this equation? All too often, we give a pass to the “unprepared” hiring manager. In a talent market more competitive than it has been in 20 years, the onus is really on the company and its hiring managers to give more to get the best candidates.
Earlier this week, a senior-level marketer shared a story about a recent interview with the head of a large healthcare organization. My heart sunk and my head shook as I listened to the retelling of his interview.
The marketer was given very little preparation with his executive search firm recruiter–only a 5 minute call to confirm logistics. On the day of the interview, the organizational head appeared 10 minutes late to a 50-minute meeting and did not apologize. He then proceeded to ask questions that equated to: “What are the top 3 things you do in your role now? What would your current boss say are your strengths and weaknesses?” It was evident there was little time given to the review of this candidate’s resume or profile.
Sound familiar?
Lack of preparation equals bad impression on both counts. Here are the three most important ways to give in the search process, applicable to both the candidate and hiring manager:
- Give Time
- To your resume or job description–Use the opportunity to compose a compelling, value-driven, branded story filled with the “what, how and why” of the work you’ve done or the work you have to offer.
- To the search itself–Give time to reflecting on what type of position your gifts are best suited for, or what type of candidate will round out the needs of your team. There may be a need to stretch on both sides to grow–for the candidate to unlock greater potential and for the company to foster diversity and innovation.
- To preparation–Research, practice, read, think. Use all the digital tools available but at the minimum: LinkedIn, Glassdoor, Google, and the company’s digital presence from their enterprise website to social platforms. One prospective candidate reached out to me via LinkedIn (as well as a follow-up call) to conduct a reference on my former employer.
- To your strengths and failings–As an individual and as a culture or team, you need to first know, and then align with, work that plays to your natural gifts.
- Give Authentically
- Whether in the writing of your resume or LinkedIn profile, or in the first phone or face-to-face meeting, find moments to express who you truly are and what you bring to the human being on the other side of the conference room table.
- Give Thanks
- For an introduction–It doesn’t have to be effusive, just a simple acknowledgement of the time and implicit endorsement someone is providing through that introduction.
- For advice or direction–I spent 45 minutes on a call with a marketing leader in my network, and received an endorsement via LinkedIn within hours. This left a positive and lasting impression on me.
- For an interview–From the interviewee, a thank you email within 24 hours after an interview is a non-negotiable and a returned note of thanks from the interviewer(s) for the hour (or 2 or 3 or 4) given is ideal. In addition to an email, send a written or video note of thanks.
I am not alone in my zeal for giving to achieve success in building my career or company. Adam Grant, Professor of Management and Psychology and best-selling author, has written a whole book, Give and Take, on the premise of giving to succeed.
I challenge you to try giving more–of your time, yourself, and your thanks–to get that next best job or best candidate on your team.
Stephanie Ranno is a wife, mother of three, and believes that a woman can have it all: success in career and family life, as well as success in creative and community projects. Recently recognized as a 2017 Maryland Leading Woman by The Daily Record for professional accomplishment, community involvement and a commitment to inspiring change, Stephanie tries to pursue an integrated life at home and work. As the Director of Enterprise Business Development for TorchLight Hire in Washington, D.C., she helps marketing leaders build talented teams and grow meaningful, progressive careers. Having reviewed thousands of resumes and job descriptions, and advised hiring managers and candidates alike through hundreds of searches and placements, she is uniquely qualified to speak and write on what really works in recruitment and talent acquisition strategy.
