Over the past 20+ years of recruiting, I have seen many mistakes...most of which are in the form of written communications. The good news is most of these can be easily caught before they are seen by others. "What's the best way to reach you?". Ask anyone and 99.95% will tell you their phone number and/or Email address. No big deal, right? I can't tell you how many resumes I receive with the wrong personal contact information. I advise every candidate to have someone other than themselves, review their resume before sending it. If you don't feel like sharing it with someone, another trick is to slowly read the document--out loud AND backward. It's shocking how many have incomplete phone numbers and wrong Email addresses. We all can rattle off our contact information without even a second thought. Yet, when we type it, often numbers/digits can be inadvertently flipped or portions of Email addresses are left off. Trust me, it happens--a lot. You just finished an interview that you confidently say, you aced. Congratulations! As soon as you get home, you send a follow-up note expressing your enthusiastic interest in the role. You draft the letter and hit "SEND" on the Email. Now you wait; crossing your fingers as you await their hopeful positive response. And then you notice the one faux pas that is a kiss of death--the misspelling of the interviewer's name. This error needn't ever happen. Ever! I counsel candidates to always request a business card. Or, as you leave their office, ask their receptionist for the correct spelling of his/her name. However, if you're as forgetful as me, you vacate without doing either of these surefire ways to avoid this dreaded mistake. No worries--you have one last resource...find them on their corporate website or LinkedIn. I can safely say more than 20% of the cover letters or follow-up notes I receive have "Jamie" misspelled. I've seen so many incorrect variations, it's appalling. This last mistake is just as unforgivable as a misspelled name. Seriously. If I receive a note from a candidate, a client, a vendor, or anyone that is addressed to me with the wrong gender, I delete or throw the memo in the trash without a second thought. There is no excuse for this egregious error. This is preventable. I suggest addressing the note to the person by their first name...avoid the formality of saying: Mr., Miss, or Ms. (insert surname here). Just make damn sure you spell their first name right.
Being late or having a last minute excuse to push back an interview. This is a huge red flag about dedication or interest in the role. It also reflects disrespect for the recruitment process as a whole and wastes many people's time.
Focusing too much on proving their skills and qualifications during an interview for the job position and forgetting to simply be a human. Throughout the year, recruiters and hiring managers talk to many different people and hold interviews to the point where every conversation starts to sound identical, a perpetual state of deja vu. That's why most recruiters test their candidates with simple, day-to-day questions where they just want to identify and recognize the special and unique things and qualities that make you stand out from the crowd. I've had situations where candidates treat the interview like some sort of a hostage situation where they are forced to say certain things, even though I'm simply asking them to share a unique and interesting story about themselves or something they've seen or experienced.
After reviewing over 30,000 job applications and interviewing more than 2,000 candidates, my biggest recruiting pet peeve is the pervasive and glaring lack of attention to detail. It manifests at every stage of the hiring process, from typos in resumes to haphazard emails and unprepared interview responses. A memorable instance? A resume claimed 'attention to detail' as a key strength. Ironically, the phrase was misspelled—twice. 'Attenton to detial' is what we've got. What's best, it was an application for an editor position, where attention to detail should be a given. It's not just a matter of a misplaced comma or a minor typo; it's about the very essence of the job. The irony wasn't lost on me and the hiring manager. It's a powerful reminder that even the smallest oversights can leave a lasting impression and that attention to detail truly makes a difference.
One of my recruiting pet peeves is when job seekers submit generic resumes and cover letters without tailoring them to the specific job they're applying for. It's essential for candidates to show a genuine interest in the position and company by customizing their application materials. This customization demonstrates that I believe the candidate has taken the time to understand the job requirements and align their qualifications accordingly.
Not sending a thank-you note after an interview is a pet peeve for me. It's a simple gesture that shows appreciation and professionalism. A well-crafted thank-you note allows candidates to express gratitude for the opportunity and reiterate their interest in the role.
Candidates who don't have questions about the role or company at the end of our interview may come across as disengaged or unprepared. Asking thoughtful questions demonstrates a candidate's interest in the position and their desire to learn more about the organization's culture and future direction.
One of my biggest frustrations as a recruiter is when applicants don't tailor their resumes to the job they're applying for. It's like receiving a one-size-fits-all application. I remember a candidate who had a fantastic skill set but failed to highlight relevant experience on their resume, making it challenging to see their potential. Additionally, a lack of enthusiasm can be disheartening. It's disconcerting when a job seeker shows little interest in the role during an interview. I once had a candidate who seemed more focused on their phone than the conversation, leaving a negative impression. In a competitive job market, personalizing your application and demonstrating genuine interest can make all the difference.
One of the most frustrating things that candidates do is not do their research on the company before the interview. This is a big mistake because it is very easy to do and it shows a lack of interest in the position. I once had a candidate come in for an interview and when I asked her about the company, she had no idea who we were or what we did. I was shocked and it immediately told me that she was not a serious candidate. It is so easy to look up a company on the internet and find out what they do and who they are. This is a very basic thing that all candidates should do before an interview. Additionally, it's important candidates tailor their research to the specific role they're applying for. Understand the company's values, mission, and recent projects, and how their skills and experience align with the company’s needs.
Receiving generic resumes and cover letters is a common pet peeve in recruiting. It suggests a lack of genuine interest in the specific role. For instance, a candidate once applied for a digital marketing position with a finance-focused resume, failing to highlight relevant skills. This approach can imply a focus on quantity over quality of applications. To stand out, candidates should tailor their resumes and cover letters for each job, aligning their skills with the role's requirements. This demonstrates genuine interest and significantly boosts their chances of catching a recruiter's attention.
Many candidates deal with the irritating issue of getting “ghosted” without hearing a definitive yes or no from recruiters, but the issue can go both ways. Some candidates take a long time to respond throughout the recruitment process, causing delays in landing a hire and other issues. Rarely, candidates may even ghost after you extend a job offer, and you may have to chase them down to find out what happened. As a recruiter, I think the thing to remember is that candidates are much more vulnerable, so you must extend as much patience and understanding as possible. It’s your job to ease candidates through the hiring process by setting clear expectations, modeling them yourself, and taking responsibility to get communications back on track if they’ve derailed.
When candidates don't prepare for behavioral interview questions or struggle to provide specific examples of their skills and experiences, it can frustrate recruiters. Preparation is key to providing compelling responses and demonstrating a candidate's qualifications effectively.
One of the simple mistakes that drives recruiters bonkers is the lack of follow-up from job seekers. Recruiters appreciate candidates who take the initiative to follow up after an interview, showing continued interest in the position. I recall a recent experience where a candidate had a great interview, but failed to respond to any follow-up emails or phone calls. This left the recruiter unsure of the candidate's continued interest and wasted valuable time trying to reach out. It is essential for job seekers to remember the importance of proactive communication throughout the hiring process.
One of my prime frustrations in recruitment is dealing with late or unresponsive candidates. Promptness portrays dedication and respect for another's time. I remember once waiting for a prospective candidate who showed up 30 minutes late without explanation or apology. Strive to be timely; it demonstrates professionalism and sets a positive impression from the outset.
Ghosting is a significant annoyance for recruiters. When candidates suddenly stop responding or providing feedback after initial interactions, it can leave recruiters in the dark about their status and intentions. Open and respectful communication is essential throughout the recruitment process to maintain a positive candidate experience.
One of my recruiting peeves is when candidates use storytelling while answering questions. Some may do it unintentionally, and some may do it knowingly. Whatever the case, I never like it when they don't give direct answers. For instance, instead of delivering an answer in a few sentences, they started narrating their experience on the topic. As a result, the whole answering process takes too much time. It becomes tedious for recruiters like me. Also, we aren't able to ask other crucial questions because of the time limits. It reduces the chances of the candidates getting selected. Thus, candidates should refrain from long explanations or storytelling unless the recruiter says so.
The most common mistake that job seekers make is carpet bombing the job posting websites. They send out the same resume to as many companies as they can each day until they’re hired. We can tell that your resume is generic. Especially in comparison to resumes that were clearly crafted to obtain the role that we have open. When looking for a job, write down a goal. “I will find a job that has X, Y, and Z, and won’t settle for less.” Then go out and find that job by putting in so much effort that your desire to work for the company is undeniable. It’s a much more efficient strategy.
It’s hard to say if this can be qualified as a “simple mistake”, but it seems that some candidates perceive recruiters as obstacles preventing them from securing their desired positions. They don’t take recruiters seriously and don’t care about their advice and information they provide. In reality, our recruiters work in close collaboration with hiring managers. Before the hiring process starts, recruiters receive detailed instructions outlining the qualities desired in future employees. They are led through all the steps of checking test tasks handed out to candidates. So, when they check these tasks and write comments or refuse the applicants, they don’t do it out of spite. They closely follow the instructions of the hiring managers and reject candidates if the number and the gravity of their mistakes in test tasks surpass the fixed limit. Recruiters also provide advice for those who are selected for interviews, as they want them to succeed. Unfortunately, most applicants don’t follow this advice, don’t prepare for the interviews and end up failing. Sometimes they manage to get a hold of the hiring managers’ contacts and complain to them about recruiters’ feedback when it’s negative. But time and again this feedback is supported by the hiring managers as they are the ones who speak through our recruiters.
CEO at Epiphany Wellness
Answered 2 years ago
Recruiting can be a challenging and time-consuming process, both for job seekers and recruiters. However, there are certain pet peeves that drive recruiters crazy when it comes to working with candidates. These are often simple mistakes that could easily be avoided, yet they continue to occur frequently.One common pet peeve among recruiters is when job seekers fail to follow instructions. This could include not submitting the requested documents or information, not following the application process correctly, or disregarding specific requirements stated in the job posting. This not only wastes the recruiter's time but also shows a lack of attention to detail and respect for the job opportunity. It can also be frustrating when candidates do not tailor their application materials to the specific job they are applying for, as this shows a lack of interest and effort on their part.
Honestly, it's a turn-off when a candidate knows nothing about the company. I don't like it when someone doesn't even bother to do basic research to understand what we do. I mean, a quick Google search and spending maybe five minutes on our website is all it takes to get a sense of who we are! I believe that taking a short time to browse through the hiring company's website or read its blog can make a significant difference. I always ask each candidate a revealing question: Based on your understanding of Bitinvestor, what excites you most about the prospect of working here? Yet, sometimes people just don't bother to do even this much research. For candidates, I would suggest taking some time to understand the company's mission, its products or services, and its culture. This not only helps in answering questions more effectively but also shows your genuine interest in the company. Trust me, being informed can help you ask insightful questions, demonstrating your engagement and enthusiasm for the role.